How To Quash Your Career Fear & Regain Confidence

If you’re creative, if you can think independently, if you can articulate passion, if you can override the fear of being wrong, then your company needs you now more than ever ~ “Ignore Everybody” – Twitter quote by Alan See (@AlanSee), Chief Marketing Officer.

Unwieldy fear weighs down jilted careerists like an albatross. Following a layoff, a firing or even voluntary resignation, you likely will feel uncertain about your value, your future, your livelihood, your societal worth and your ability to start anew. Raw emotions skyrocket, precipitating palpations and emotional misfires, both unfamiliar and frightening.

Whatever it takes, avert yourself from the spiral of feelings and emotions that will spur self-sabotaging, career-delaying actions that stunt your career transition success.

Now, more than ever, is the time to surround yourself with spirit-lifters, encouragers and those who build you up with the confidence and positive energy imperative to your forward career motion. Now, more than ever, is the time to trust your instincts, to seek out reinforcers of your value and to believe in yourself and your unwavering value.

As an Executive and Professional Resume writer, I regularly witness the disparity between the empowered careerist, who confidently marches forward, owning his words and marketing proposition, and the disgruntled sad-sack job-loss victim who muddles along, critiquing his every action step and measuring every articulation.

The critical difference is that the confident, emboldened careerist embraces his passion, his differentiating words and his singular methods to ‘get the job done,’ and he distinguishes himself with an innovative, zealous word story, strategically yet eloquently positioning him as the prime candidate for the right corporate culture fit.

A confident careerist uniquely positions his Career Chronicle by:

Weaving in word ribbons of career wonderment that elicit emotion and evoke palpable reader interest. He describes not just the who, what, where, when and why, but the ‘how’ and the ‘hurdles’ as well as the distinctive tinges of his influence, process or technical leadership talent. He adds nuance to the story of precisely how he spurred a change improvement, revenue influx or spike in customer satisfaction.

Brightening the career picture with spots of color, splashes of graphics and fonts that dance and sing. The confident careerist pushes obsequious boundaries prescribed by dutiful career experts, recruiters, human resource managers and the like that quash your creativity until you are simply another plain-vanilla, buzzword-laden resume cog in the giant, rotating job-search wheel.

Breathing personality into your resume headlines, lead-in statements, paragraphs, bullets, charts, and so forth. Be brave enough to take a few calculated risks. Fearing your resume may be ruled out because you use focused, potent language may lead you to dilute your verbs, weakening impact. The decision to strip your resume of interesting and engaging words may be just the same decision that eliminates you from the running with a like-minded individual aching to hire someone uniquely you.

Correct your career course with the right words. Settling for safe-harbor career resume messages may ensure fewer disruptions and storms, but will also assure you may never reach the enticing, adventuresome career port for which your career truly is charted.

Jacqui Barrett-Poindexter is a Glassdoor career and workplace expert, chief career writer and partner with CareerTrend, and is one of only 28 Master Resume Writers (MRW) globally. An intuitive researcher, she helps professionals unearth compelling career story details to help best present their unique experience, skillset and interests in resumes and other career positioning documents as well as through social media profiles. In addition to being interviewed for television and radio stories, Jacqui has written for the Career Management Alliance Connection monthly newsletter and blog, ExecuNet’s Career Smart Advisor, The Kansas City Star, The Business Journal and The Wall Street Journal. In addition, she and her husband, “Sailor Rob,” host a lively careers-focused blog over at http://careertrend.net/blog. Jacqui also is a power Twitter user listed on several "Best People to Follow” lists for job seekers.

  • iLion

    Maybe this language usage on a
    resume will work for marketing or creative writing positions, but it will receive
    immediate rejection in offices where I have worked.  I am a Senior Business Systems Analyst and I
    review applicant resumes (after they have already passed through one or two
    earlier screenings) and interview people for hire into our IT group frequently –
    and they range from the very senior technologists to entry level.  If I received a resume that sounded like what
    you suggest, I would immediately reject it. 
    Why?  Because we are not interested
    in that mind set.  We deal with
    government entities, regulatory agencies, policy makers, MDs and scientists,
    and hard core business dealings that move fast and are life and death to us.  So our interest would be in someone who can
    fit our particular mold with the least amount of ramp-up time and do the
    heads-down work that we need – do it well, do it fast, and do it with good
    attitude.   

     

    It seems clear to me (I have worked
    in disparate businesses types for about 40 years) that a person’s resume and
    personal demeanor needs to reflect that of the industry and specific business
    culture they are attempting to enter.  Fit,
    I’m telling you, is critical.  Standing
    above the common crowd is critical, too, but that is best demonstrated in plainly
    depicting what you have done, and your present attitude about work and employers
    in general.  That is usually what gets
    people hired in my world-class healthcare IT organization.  We only have two interests in our candidates:  Can they do the job we want done (technical
    expertise), and will they do it the way we want it done (attitude).  Anything beyond that is on thin ice, at best,
    because any hint of flourishes or embellishments not directly tied to our core
    business concern translate in our minds (rightly or wrongly) as a distraction
    and a probable managerial pain.  We are
    incredibly busy and when we want someone’s creativity we’ll ask for it.  And that’s not often.  I know some will say that’s just dumb or
    irritating or bad business, but it’s a reality in many businesses, and you can
    go with it or against it.

     

    So, I’m sorry if this seems
    brutal, but… “Weaving in word ribbons of career wonderment that elicit emotion
    and evoke palpable reader interest” will, in my hiring world, get your resume
    tossed before page two.  Your choice.  

  • Marketingexp

    iLion, I finally have read a piece that depicted the REAL state of affairs when it comes to hiring people in non-creative type fields.  Good writing – clear and to the point.  You have just done many people a huge favor.   Keep posting your thoughts because they are worth reading.

  • http://www.careertrend.net Jacqui

    iLion,

    I can appreciate your opinion. Having owned my resume strategy business for 14 years, and specializing in writing for senior executives and professionals, I have a track record of crafting strategic and high performing career positioning documents. In fact, many of my clients are senior technology executives and highly analytical professionals tasked with serious, fast-paced and pragmatic initiatives.

    Well written career resumes must clearly depict what a job seeker's done as well as his attitude (as you mention). Each individual for which a resume is developed brings to the table his unique 'way' of performing his job; how and why he problem solves, works as a team member, envisions and acts on ideas for process, customer service and productivity improvements is unique.

    Whereas 'embellishing' (your word) may imply 'exaggeration,' brightening the career picture with smart, interesting words works and spurs interviews, versus the dull drumbeat of lifeless verbs that are often dumped into the resume to create a buzzword-laden, dry repository that neither influences nor encourages the reader (hiring manager, recruiter, HR pro) that the candidate is a fit or can effectively meet the challenges of the job.

    A resume, well done, is, indeed, an interesting story that wraps itself around the innate needs and pain points of the reader, and the company to which he is applying. Regardless of what you may assert, a company, and the human resources, therein, are a living, breathing, emotional team of folks driven by more than facts and figures to not only get the job done, but to maximize opportunities and sometimes even, leap over tall buildings to deliver beyond expectations.

    Best,
    Jacqui

  • ILion

    Thank you, Jacqui. 

    I don't doubt you have had some amazingly talented executive clients, but that just means they paid for services – it doesn't mean they got what they wanted or when they wanted it; I'll assume they did, although I have known several such who paid huge fees and got little or nothing for it. My whole assertion, really, is that in my company culture, at least, we have zero interest in colorful wording.  In fact, we don't want to see any adjectives attached to skill descriptions. it just gets in the way.  The more such 'color' we see, the less likely we are to interview.  On the resume, we only want to know the extent of their technical skills, how long and how recently they have been actively using those skills on the job, and maybe an indication of where they would like to go with it in their next position (and even that is a stretch because so many have been coached to say what they think companies want to hear).  Any word-smithing (if you prefer that term over 'embellishments') ends our interest.

    We actually want the dry. colorless and 'lifeless' descriptions, and specifically do not want to read their “interesting” words of 'career pictures'. We have learned that we cannot – and will not – put any credibility into descriptions of attitude, as you suggest.  Many candidates try to include that, because they've been told it's a good thing, but those are the ones we throw out.  It's tough enough for us to get behind the reality of attitudes in a face to face interview, and impossible on paper.  We won't waste our time with that aspect on a resume. If they have the skills we need, barring any extreme oddities, we'll gladly talk with them to determine the truth of it, and to determine their 'fit' with us.

    Anything said on paper about attitude is ignored.  And the more they write in that vein, the closer it gets to the trash can. I guess in the tech world we're a little more like Joe Friday in Dragnet!  We just want the facts, and we'll figure out the rest for ourselves.  And the evidence seems to say tons of other companies feel the same, otherwise why would so many put so much into attempts to develop interview techniques, exams, trick questions, and all the other goofiness that goes on.  It's all an attempt to get to the reality of their 'fit', because they know the resume 'color' is meaningless drivel.

    I also apologize profusely to you if this all comes off as an attack. Okay, maybe it is, but it's not against you personally, but against your position on resumes. You have a lot of support on your side, such as the thousands of HR divisions everywhere, but I say they, too, are totally off on this. In fact, we go around HR at every opportunity because of it. HR is famous everywhere for getting more in the way with their “creative” ways than they are for helping. So, the numbers may be on your side by some counts. I'm just sayin'. 

    Thanks, Jacqui
    iLion

  • http://www.careertrend.net Jacqui Barrett-Poindexter

    This all sounds very short-sighted to me, iLion (do you have a name? : ) As well, my exec clients not only invested in themselves through me, they got what they wanted, returned for rewrites year over year AND referred their colleagues and family members to my services.

    A recent example of a returning client is a highly technical senior management level executive who works for a Fortune 500 company on government contracts. 

    'Trashing a resume' because it isn't written in your Joe Friday tenor seems quite imprudent. Thankfully, a majority of readers reading at the executive level are seeking 'more' in the way of word gradations than you.

    Each to his own!

    Jacqui

  • ILion

    I'm not surprised our hiring methods sound odd. Might be because it's not considered the 'norm'.  (Yes, I do have a name, and it is iLion, an Albanian name. I use the lower case “i” to fit the internet and because many fonts make it look like two Ls)  The 'norm' brought us a lot of serious misses for years, and we don't have time for that.  So… we don't pay any attention to resume writing beyond what they know technically… all the flowery language in the world is not going to do anything but cloud the issues for us even more.  In fact, most resumes are like first dates.  Of course it's going to appear wonderful and appealing (if they write well), so we need to get beyond that and discover how they will really be after we've both said “I do” – but we want to know it before then.  Isn't this why so many do 'contract to hire'?  It allows some insight before committing, but even that is extremely costly.

    I think our new way works better for us.  We are an internationally acclaimed medical research foundation and are consistently rated (for decades) in the top 5 in the USA annually, and are partners with the likes of Harvard medical and many other topmost research universities and hospitals in the country.  My unit has the hiring approaches I've mentioned here, so I am not speaking for my entire company.  I don't know about their hiring practices, but I have seen the results they frequently get and it's appalling.  Imagine how much more effective we would be if we hired better fits, rather than better resume writers. 

    I am not surprised the execs you serve return to you if they are landing exec positions. It's the organizations that hire them that interest me. How do they feel after a year or so? 

    Since you are working with executives, and I with techies, perhaps we are simply dealing with different mindsets.  I would not argue about your recommended ways with execs, as I have no experience hiring them.  But I have certainly seen many that had no business being executive level anything, but I bet they had nice resumes. 

    I originally had a much longer response here, but what's the point?  As you said, to each his own.

    I hope you have taken no offense to my disagreement. 

    iLion