Showcasing Emotional Intelligence on your Resume

Show ’em your Career Smarts……emotional intelligence that is

Show 'em your Emotional Intelligence

Show ’em your Emotional Intelligence

Unless you are alone and counting beans in a cave, the ability to understand yourself and others, communicate and influence others are all critical skills and abilities of career success. With increased emphasis on collaboration and diversity, EI is becoming even more important  and companies are hiring with those attributes in mind.

What is EI?

EI is generally defined as a person’s ability to understand and manage his/her own thoughts and emotions as well having insight into others and responding in such a way to influence outcomes.  Generally speaking, the higher levels of EI you have, the more easily you can sell your ideas to others, resolve conflict, inspire and lead teams in complex and ever changing work environments.

How can I present my EI in my resume?

Start with the job posting or job description.  If it requires interpersonal communication skills, ability to work with a team or manage other people, you have a competitive edge if you can Continue reading

When the recruiter asks “Tell me about yourself”

Learn from my mistake……..

I recall, early in my career, when I responded to that interview question with a not so brief biography, starting with where I was born, where I went to school, my family members and do I need to go on?

Tell me about Yourself

Tell me about Yourself

The recruiter stifled a few yawns but didn’t interrupt me.  I was well into my 10 minute life story when I suddenly saw the look on his face and knew I was doomed; it was no surprise that I was not hired.  I couldn’t even chalk this faux pas to a case of the nerves; I was just not aware how to interview.  Interesting that I later found a career in human resources management and was responsible for selecting candidates.

No one teaches you how to interview. 

Guidance counselors and career services offer overviews and there is information on the internet but you probably haven’t had someone guide you Continue reading

3 Words that kill your Career

Three words that Kill your Career

I’ve talked to hundreds of job seekers and employees on how to get hired or navigate their career to get promoted.  Assuming everyone wants to position themselves in the most professional way, I can only conclude the reason for some to kill their chances of success is a lack of understanding on how 3 little words can be received.

    NEVER

    ALWAYS

    THEY

Wrong words can kill the interview

Wrong words can kill the interview

NEVER is often used in a negative context.   Have you heard “you are  never on time [for a meeting, with a completed project]? ” and your recollection of the term probably triggers a memory of a poor work experience or a poor leader.  From another perspective, if you respond to a question with never,  I’d question if that could be accurate. Never means never.  So you never have been late with a project deadline?  If used throughout the interview, the recruiter could question your work style, pattern and motivation.

ALWAYS is another word that is often overused.  Both never and always are hyperboles, meaning they are an exaggeration.  Just as with never, you better make sure that you can honestly answer always to a question.  So you are always punctual with assignments and always receive customer kudos?   While confidence is important, both these words can convey over confidence.  Remember that the recruiter is carefully listening to not only the words you use but listening between the lines to understand you better.  Overconfidence can be a sign of dominance and inflexibility.

THEY is my personal favorite.  This word is usually used in the context, as “I or We vs. They or Them”.  You know; you have heard it.  I learned an invaluable lesson years ago when helping a CEO with a merger in the healthcare industry.  He chastised me for my innocent habit of referring to the soon to be co-hospital employees as “they”.  As the HR Director and responsible for merging the culture of two distinct organizations, it was critical that I was inclusive of all employees.  I immediately referred everyone as to “we and us” and what a difference.  That tiny change sent a message of esprit de corps; we were all one team!  Now, when I hear an employee in a retail setting, for example, complain about management as “they”, it’s like fingernails on a chalkboard.  They, a seemingly innocent word, depicts a lack of community and respect.  This is especially crucial when interviewing.  If, for example, you respond to a recruiter’s question such as “Tell me about a time when you disagreed with a change you had to implement” and you constantly refer to management as “they”, you are not demonstrating a positive or cooperative attitude.  We all want to work with those who are part of the team and, despite not agreeing with decisions, carry them out.

I’ve always been a lover of words and their power.  I hope this post will help you be more aware of the words you use and, therefore, more successful in a job search or promotional pursuit.

I am a CAREER NUT!  It’s my passion!  I have over 25 years’ experience in Human Resources leadership of Fortune 200 companies.  I’ve made selection and promotion decisions as well as coached professionals to their career success.  I’d love to discuss your career success.

Contact me at 813/843-6934 or patriciaedwards2@verizon.net