Resume 2.0

In this pervasively digital age, is the traditional “paper” resume obsolete?

I started thinking about this question when I stumbled upon some articles introducing the “visual resume”. What is a “visual resume”, you may ask? Essentially, with the advent of user-friendly design software, free images, a creative approach and good ol’ Powerpoint, you can set up a visual representation of your resume – which may be more impactful in helping you stand out from among a plethora of other potential job candidates.

My initial reaction to this idea was one of wonder: “Wow! What a great idea! I’m done with boring paper resumes – this is the future!” But as I thought about it further, I also realised: contrary to common misconceptions that it’s “out with the old and in with the new” especially when it comes to digital media, digital media merely expands the channels for communications rather than replaces them (hrm… something to expand on in another post).

Still, the idea of visual resumes are quite compelling and this is the presentation that set me off on them:

Worst Job Titles 2010

Since I’ve been thinking about job titles today (here and here), I thought I’d share these really great examples of several truly worst. job. titles. ever.

Here’s a list of 30 worst job titles for 2010, via Examiner.com. The winner for 2010: Erection Engineer.

Here are a few of my other favourites:

The length of your job title…(Quote)

Over the years, I have come to realise this bit of truism when it comes to job titles:

The length of your job’s title is in inverse proportion to its significance.

Corporate Title Inflation

I have a friend who was once in a situation where she was offered a position that was, in this particular company, several rungs lower down the corporate ranking system compared to where she was at that time. Without going into comparisons and details about the job scope, it is suffice to say that she felt it felt like “a step back” compared to her job scope at that time. So she mentioned to the interviewer saying that she was presently only one step away from this “Senior Position” at her present job, while the job being offered was three steps away from a similar “Senior Position” title.

Then, the interviewer countered with the fact that such Senior Position titles were inflated – especially in the financial services and institutions that she was in at that time. He said, “Everybody’s a Senior Position in such institutions and organisations.”

Job Vacancy – Branding & Marketing Communications Executive (Designer) – Bank/Kuala Lumpur

I have a position open for candidates who are interested to pursue design and branding experience from “the Client’s perspective” – in this case, a bank based in Kuala Lumpur, Malaysia. The opportunity requires someone who can wear several hats and function in an “executive” role – besides doing basic design work (hence, strong communication skills – written, spoken in English, Bahasa Malaysia and, preferably, Chinese). Candidates also stand to chalk up significant rebranding experience for their long-term career aspirations.

Please email your resume to me personally at leigh316[at]yahoo[dot]com if you are interested in the position. I would appreciate it if you could include your current and expected remuneration requirements.

Please also forward this to others you feel are suitable.

Thanks,

Leigh

(Job requirements after the jump)

5 Critical Areas Every Manager Must Be Adept In

As I continue to grow more and more into leadership and management roles within my current organisation, I find insights and advice like this increasingly helpful. It’s pretty amazing that, in the grand scheme of things, organisations tend to end up valuing “leadership” and “management” skills far more than mere “technical” skills.

Once, when I was trying to understand the world of C-level executives, I asked someone who was in such a position: “What do you do, actually?” I really liked his response: “What you can do, I can’t necessarily do. But what I can do, you can too. In the end, people come to me for decisions.” In short – leadership and management skills can often trump technical expertise, in an organisation.

So, coming across this collection of ideas on leadership and management via BNet Insights – The Corner Office blog, was pretty helpful. I’m collated and summarised the findings into a single reference point now for convenience and future reference.

5 Critical Areas Every Manager Must Be Adept In

Essential Tips For Hacking Work

Just discovered this awesome resource via @GuyKawasaki: Core 77′s Hack2Work: Essential Tips for the Design Professional. The tips are not just applicable to design professionals though…

Great stuff inside… which I will be digging through shortly.

How to Go on the Offensive with Facebook

Great career advice from Guy Kawasaki, via American Express’ OPEN Forum: How to Go on the Offensive with Facebook. Check out the full article for great practical ideas as well.

The ultimate takeaway, in my opinion:

“…the defensive advice that experts are pedaling to “be careful what you put on your Facebook profile because recruiters may look at it” is ass-backwards. Instead, you should assume that organizations are checking you out (in fact, I blogged about a more efficient way to do this here) and use this to your advantage.

That is, rather than cleanse profiles in order to escape rejection, enlightened candidates will use Facebook profiles to market themselves—perhaps even asking to show their Facebook profiles in interviews. Think about what companies are looking for: bright, diligent, honest, well-rounded, socially-responsible, green, and connected people. Now imagine that you were giving a tour of your Facebook profile to a recruiter.”