WIXLIB

DAYONE1:002:003:00Concurrent SessionsMake Your Resume Pop with ATS-Friendly DesignsSpeaker: Stephanie Renk & Vera Savany-HughesDescription: Learn simple, creative techniques in Microsoft Word to upgradeyour traditional resume. These techniques will give your current documents anartistic flair that catches the eye of readers while also getting through ATS. Youcan help your clients land that job even sooner.Concurrent SessionsRelaunching Careers: Clients Who Have Had ‘Breaks’Speaker: Anne BarnwellDescription: Write resumes, cover letters and LinkedIn profiles to help jobseekers return to the workforce after an extended break.Concurrent SessionsPlaying the LinkedIn Algorithm to Maximize Lead GenerationSpeaker: Matt WarzelDescription: How to master LinkedIn and how LinkedIn should work in yourday-to-day business While there are plenty of “influencers,” you can navigatethe nooks and crannies of LinkedIn by successfully utilizing it for your businessand clients. Learn advanced profile components and tips on how to optimizethe initial view of the profile through your headshot, a background image thatreinforces your brand, and the content in the About section. Learn brandingstrategies including post volume, time of day, cultivating relevant relations, andmaximizing your profile’s brand identity and unique selling proposition.Concurrent SessionsHow Coaching Can (and Should) Support Diversity and InclusionSpeaker: Candi JonesDescription: If you feel like you have tried everything to foster diversity, equityand inclusion in your workplace, but you are unsure of what actually works andis successful and sustainable, one answer that is proven to work, is investing inand nurturing a coaching culture. Your teams should not just receive training,they should receive the tools to take intentional action. DEI training and toolscoupled with coaching accountability! Also coaching can and should elevate,encourage, support and engage underrepresented employees because it canaddress those unique struggles and offer the support that is needed for talentto thrive.Concurrent SessionsTechnology for Career Services Business - Tools to Make Your Businessand Work Easier, Faster and More Profitable.Speaker: Robin Reshwan Moderates Panel of ExpertsHow to Build, Grow, & Manage a Six-Figure(Solo) Resume Writing BusinessSpeaker: Wendi WeinerDescription: Most small businesses fail in the first 5 years. Starting a soloresume writing business and growing it with consistent clients, revenue,and optimization requires a specialized strategy, especially in an everchanging economy.Learn from Wendi Weiner, a resume industry leader, who grew her businessfrom a part-time side hustle and transformed it into a full-time, profitableventure, enabling her to more than double her six-figure salary she earned asa lawyer. Wendi will teach you strategies on how to drive leads to your website,how to organically grow your social media following, how to optimize andautomate aspects of your business, and most importantly, generate revenuewhile serving a full roster of clients.4:00Main StageFormal sessions end for the day, networking room, topic tablesand vendor stations open until 5 pm.Cocktail Hour?Tables open for networking, Vendor visits, General informationApril 2021 PAGE 8

DAYTWO10:00Conference Room OpensConference Open11:00Conference OpensWelcomeSpeaker: Executive Director Margaret PharesMain Stage SessionPower Communications to Win Job Offers and Achieve Success In All Areas of LifeSpeaker: Jay Block, CEIP and PanelDescription: For Job Coaches in Organizations, Military Transitions,and Solo/EntrepreneursCasualness leads to casualty. And most people, including job seekers andemployment professionals, treat the communications process far too casually—on résumés, LinkedIn profiles, websites, social media, and in networking andinterviewing situations. Even self-talk.The panelists are diverse industry leaders who join Jay and discussbreakthrough strategies to communicate more precisely and effectively toachieve extraordinary success. The centerpiece of the presentation is theOrganizational Message Chart - a 22-year success model to communicate keyemotional messages that influence a desired outcome – like a job offer. And Jaywill introduce his newest concept – the EVP for building job seeker confidence.There is never a dull moment when Jay presents – especially with the 3 notableguests he has invited. You can’t leave this session without powerful ideas andconcrete tools to better inspire client/student success.Panelists:Shalanda Wilder – entrepreneur and business owners: TookesWilder GuidanceTroy Johnson – military transition leadership,and headof TAP program at MacDill Air Force Base.Susan Corey – Former Department of Labor (CareerSource) managerin Michigan; Past National Board Member of NAWDP12:151:00Concurrent SessionsView from the Other Side, a Silicon Valley RecruiterSpeaker: Pam HartConcurrent Sessions5 Leading Edge Strategies for Coaching the Entrepreneur,Consultant, or Gig Worker ClientSpeaker: Danielle DayriesDescription: The world of work today is much different than it was even oneyear ago. There are now many different ways to create a career that suits yourclients desired work/life balance needs that are non-traditional. More peoplethan ever are looking at entrepreneurship as a way to generate income in aflexible and/or remote work environment, pursue their passion or fill a voidin a disrupted marketplace. Learn the top five strategies to coach clients onexploring and executing an entrepreneurial path. In this workshop we will coverspecifics around resources,, branding, and coaching your clients to achievesuccess in whatever venture they pursue.Concurrent SessionsMain Room Mastermind Topic TablesSpeaker: VariousDescription: Discussion topics organized by interest,topic and speciality.April 2021 PAGE 9

DAYTWOConcurrent SessionsStrengthen Your Writing to Accelerate Job Campaign SuccessSpeaker: Dr. Heidi Scott GiustoDescription: “Write like your life depends on it. Write like everything is at stake.”These words from author Sarah Sentilles point to the trust job seekers put incareer service professionals. For a job seeker, it might feel like everything is atstake when they entrust us to work on their professional documents. In thissession, you will learn strategies to level up your writing skills. We will discussGendered language and how you might be unconsciouslyweakening the resumes and cover letters you work onSimple steps to edit your writing for clarity and concisenessProofreading strategies to catch even the tiniest of errors2:00Concurrent SessionsIs That The Right Company For Your Clients?Speaker: Don OrlandoDescription: Most clients—and many career professionals—have only limitedknowledge of how to find the best companies for our clients. Participants willlearn a way to anticipate clients’ needs better than the competition, greaterinsights into how networking can truly help our clients & a strategy thatmotivates an employee of a target company to recommend a member’s client.3:00Main StageIt’s not a ‘Rejection Letter’ – It’s a ‘Letter of OpportunitySpeaker: Diane HudsonDescription: In career management and job search, the glass is half empty orhalf full. You choose. Our clients choose.To Thrive! Means to prosper; be fortunate or successful; to grow or developvigorously; to flourish. With every lesson learned, we have a new opportunity toadvance the culture of excellence in the career management industry.Success means hard work; commitment, determination, and courage. It takesdetermination and courage to look for a job and engage in a video interview – itcan be very intimidating. Before Covid-19 and the new requirement for mostinterviews being conducted virtually, only 50% of job seekers offered a videointerview would accept. If that same job seeker wants a job today, he will haveto somehow overcome the fear and engage in the video interview.Let’s take the lessons learned from 2020 and seek opportunities to grow ourbusinesses, client services, and brands – so we flourish as career managementcoaches, and our clients flourish with their career management plans.Let’s take a look at 3 top takeaways to grab opportunities and Thrive! as a careermanagement practitioner: Learn to Tell Your Unique Compelling Story:My ‘Elevator Pitch’ won me a cash bonus! Stay ahead of the competition: With so many new websitesand services available, sometimes it can be overwhelming. Learn a new skill set: Learn about federal résumés (since the federalgovernment has 2.7 million employees – the largest employerin the USA.The so-called “Rejection Letter” – is really just an opportunity to shine,rethink, adjust, and move forward. I see every “Rejection Letter” as a “Letterof Opportunity” – a chance to learn, accept, and drink from the half-full glass.4:15Cocktail Hour?Conference ClosesFormal sessions end for the day, networking room, topic tables and vendorstations open until 5 pm.April 2021 PAGE 10

For Whom DoYou Write?Each new client presents a wonderfulopportunity, and not just to make money, asimportant as that is.Think of each new client as your report card. Did he or she love what you did?That’s good. But there is more value if you look for it.Analyze every tenth client, the last one of the month the choice isn’timportant. The process is. Consider these questions:Don OrlandoMBA, CPRW, JCTC, CCM,CCMC, CJSS, MCDThe McLean GroupMontgomery, ALdorlando@yourexecutivecareercoach.comDid you capture each client’s unique style?We never want a hiring decision maker to say to our client: “Wow! What a greatrésumé! Who wrote it?”Yes, it can be a balancing act if the client isn’t very articulate. However, whatyou write should prove your client has the “good communications skills”hiring officials want but can’t really define.You must make your client’s thought visible. That goes a long, if subtle, waytoward building the hiring decision maker’s confidence your client can thinkthrough problems she’ll be asked to solve.Did you write in the appropriate tone?Career fields and organizations have their own personalities. A cover letter seeking an interview with theprincipal of a leading law firm reads very differently than a cover letter from an Episcopal priest seeking arector’s position with a 200-year-old established church.That was brought home to me vividly when I worked with a chief of staff for a senator’s office on the Hill inWashington. She meant business all the time. The Senator came across exactly the same way. That’s why Iremember that letter almost verbatim even today:“Dear Senator X:Your search for a Chief of Staff is over. Tell your secretaryto expect my call at 11:00 EDT on Tuesday, 05 August.I need 12 minutes of your undivided attention. If, during that time,I cannot convince you I can get your bills out of committee, I shallleave under my own power. But if I can, I intend to start workthe following Monday.Sincerely,”She loved it! He loved it!She got the job in under 12 minutes.April 2021 PAGE 11

Did you write for every audience?It is so natural to think of the audience as a singleperson. That isn’t true at two levels.However, if it is written with exceptional power andprecision, hiring decision makers will read every,single word and more than once. They must!First, surprisingly, a key “audience” is the client!Remember one of the roles and missions for everyrésumé is to entice interviewers to ask questionsboth your client and the interviewers must explore.The immediate hiring decision maker must championyour client. That means he must use the résumé youwrote to convince the leadership team from financeto operations to sales to marketing that your client isthe best choice.Most interviewers aren’t well trained for the task. Ifwe leave it in their hands, our client experiences aninterrogation. What’s wanted is a collaboration.You make that happen smoothly when the words youwrite are jumping off points for those discussions.Clients must be able to do more than just parrot theCCAR stories you wrote. They must enliven them,expand upon them, tailor them to the situation.The second audience are, of course, the hiringdecision makers. Unless your client’s career field isin HR, an HR professional doesn’t fit that category.Please don’t misunderstand. HR professionals domany wonderful things. But if your client is a seniordefense program manager, an HR person, even ahighly experienced one, isn’t qualified.The HR professional knows as much about what ittakes to be excellent in that field as your client knowsabout Section 432 (b) of the Fair Labor Standards Actof 1937 (as amended)!Remember, there are “hiring decision makers” whowill pass judgement on what you write. The potentialsupervisor, their bosses, and perhaps severalmembers of the C-suite. Each comes with their ownagenda. If what you write is too narrowly focused,they may well believe your client can’t perform wellon a team.46secondsThe time an averagerésumé is read for.If it’s average, that’sall it deserves.I agree.If it is an average résumé, that’s all it deserves.Did you reflect the client’s philosophy?Particularly in the cover letter, but also in the résumé,you must show what the client believes and how shethinks. Hiring decision makers want reassurancethey aren’t hiring a toxic person.There are “managers” who consistently get powerfulresults. They have a proven approach. They drivetheir people into the ground. They never miss anopportunity to threaten and micromanage. They doget results. But no company wants them.On the other hand, there are leaders who getmore than results. They deliver great returns oninvestment. They do that by engaging with theirteams so well, everyone strives to outdo others inexcellence. Team members’ personal goals alignperfectly with corporate goals. No wonder groupslike that are unstoppable.Do your words offer value?Networking is the natural preference for extendingvalue. That’s not lost on hiring decision makers.Consider this too typical closing to a cover letter:“Many thanks for your consideration and hoping tohear from you soon.”The reader will be forgiven for wondering why hehas to call the applicant. Will that person follow upon his own stuff? He certainly won’t follow up on thetasks his boss gives him. That’s not networking withpeople; that is imposing on them.Now read this closing:“When it comes to something as important as GE’spublic relations programs, words on paper can’treplace people speaking with people. I would liketo hear about your unique PR needs in your ownwords. May I get on your calendar briefly and soonfor that purpose?”April 2021 PAGE 12

Notice how the client offers value. He’s performinglike a team member even before the first interview!Did you use jargon correctly?Does the reader expect jargon because it makescommunication efficient?My client is a COO in the airline world. You can besure the cover letter and résumé that went to theCEO mention the ETOPS standard. The CEO expectsany applicant to know what that term means andwhy it is important.I once made the mistake of not considering jargonin my package for a warden at a maximum-securityprison. I used “inmate” and “convict” interchangeably.My client was quick to point out the difference. Aninmate wants to serve his time and get out. A convictwill kill you any chance he gets.The intended audience knows that difference verywell. If they suspected my client doesn’t share thatdistinction, he won’t even be offered an interview,let alone the job.Is your work coherent?Does your material follow a pattern that makes iteasy for every reader? At a deeper level, do the CCARstories reinforce one another?A good example is a Senior Executive Serviceapplication. Each applicant must address, in somedetail, five specific Executive Core Qualifications(ECQ). These must be CCAR stories on steroids.One ECQ focuses on building coalitions. Another onleading change. Nevertheless, the reader must seeyour client consistently meeting all those standardsin each story, no matter which ECQ is highlighted inthe document she reads.That’s the approach you use when you decide inwhich order your CCAR stories appear. That pattern(which reflects your client’s brand) should alsobe visible in the cover letter. In fact, that ordereven helps decide whose names will be on the listof references.If we regularly take time to find out just how goodwe were, we’ll have the tools we need to know howgood we should be.Do you think you are onlyas good as your last client?You can do better.Make it yourbusinessto always be as goodas your next client.April 2021 PAGE 13

Breaking News: AI AnalyzesEmotions in Interviews!What You Need To Know About InterviewCoaching In the Post-COVID WorkplaceLike we haven’t had enough of “Breaking News” throughout the past year,right? But it was recently reported that a Hong Kong startup companylaunched an artificial intelligence (AI) software product that identifies andanalyzes emotions – including exuberance, sorrow, stress, overwhelm; evendisinterest. It was first created during the pandemic to “help teachers gaugehow children were responding to home schooling. It helps teachers read theroom when students are not in the room – but at home.”Jay BlockCPRW, CEIP, CPCC, JCTCThe Jay Block CompaniesSalem, MAjayblock@jayblock.comIn CEMP, we advocate that mindset drives skillset. And now, at a timewhere most schooling and coaching are online, new technologies havebeen developed to help educators and coaches to better understand theirstudents’ state of mind in real time! This only confirms the obvious: Mindsetreally does drive skill set. And this is especially true when you must partakein an activity you’d rather not partake in - like tax preparation, dieting, orconducting a job search.AI Identifying Emotions is Hereto Stay—And Will ExpandAI-based interviewing and recruiting technologies is not new. Artificial intelligence has been transforming theinterviewing and recruitment process for years now. And it’s growing in popularity as costs come down andmake it more affordable to all size companies.Why? Because AI interviewing platforms theoretically allow businesses and organizations to greatly reducethe time it takes to identify and hire top talent. New-hire-productivity and return-on-investment contributemore rapidly when using AI. Thus, AI interviewing and recruiting reduce hiring costs, while increasing outputquicker than traditional human led interviewing and recruiting processes.However, the most popular selling point of AI interviewing being touted around the business and legal world,is the assumption that AI interviewing can reduce or even eliminate “human bias” in the hiring process. Rightup until the pandemic, AI interviewing and recruiting software used algorithms to assess job seeker skills,abilities, experience, education, and even personalities.April 2021 PAGE 14

But

mriggs@optonline.net CPRW Carol Heider, CPRW Résumés by Professionals Tampa, FL heider@résumésbyprofession-als.com CPCC Diane Hudson, CPRW, CEIP, CPCC Boise, ID diane@cpcc-careercoach.com CEIP & CEMP Jay Block, CPRW, CEIP, CPCC Salem, MA jayblock@jayblock.com Fundamentals in Résumé Writing John Suarez jsuarez@parwcc.com Board of Directors .