Welcome to our new and renewing members for the month of April 2022!

Feel free to introduce (or reintroduce) yourself via our members-only networking forums: the Member Forum on our website, Facebook group, and LinkedIn group.

You can find colleagues in your area by searching here.

NEW MEMBERS

RENEWING MEMBERS

By Anne Anderson – NRWA Staff Writer

Many NRWA members are very familiar with Rob Rosales, especially because of his considerable work on our conference and social media. We not only count on him as past marketing chair; he is president-elect and ethics chair, scheduled to begin his term in the new fiscal year, and already deeply involved in the planning process.

Rob first became involved with the NRWA in 2015 when he left the corporate world and started his business, EZ Resume Services. He says he joined two organizations but found his roots here, where everyone was so helpful and engaging. As he puts it, “This is where I’ve grown up as a resume writer.”

He has recently become a Nationally Certified Resume Writer (NCRW), noting that the achievement is a great confidence booster. He found the feedback very helpful and appreciates the support he received throughout the process from Norine Dagliano’s Writing Excellence program and the conference session on certification. Rob says, “I feel validated by the experience and my skill and the value I give to my clients.”

Rob’s professional background focused on retail sales management, with his early experience at Kmart and San Francisco-based McWhorter’s Stationers, which grew to about 32 locations. He was recruited to join Goodwill of Silicon Valley as a store manager. He became a “fanatic” champion of its mission, earning promotions to district manager and then director, leading the retail division. Now, in addition to running his own business, he is a subcontractor for RiseSmart, an HR and outplacement firm.

Rob’s experience at Goodwill helping people build their skill levels, develop careers, and improve their lives helped shape his decision to become a resume writer and career coach. He primarily serves mid-career to senior-level clients who are business professionals in services, operations, distribution, supply chain, and finance.

Rob especially enjoys working with recent college graduates, helping them build a solid foundation. He says that in the nonprofit world, he learned that we’re all people and have challenges, and how we can pull together to help each other is heartwarming and motivating for him. He finds that philosophy is foundational for the NRWA and draws him to the organization.

Rob sees the NRWA as being at a critical juncture because of the changes job seekers and service providers are facing today. In parallel with his experience at Goodwill, he will be able to apply his strategic leadership skills to this organization – understanding what drives our business, knowing who are customers are, identifying their needs, and building strategies to meet those needs.

He understands this to be a long-term journey, one in which he can help us set our course and one that will meet the needs of the diverse membership. He hopes to continue developing ways for more members to engage as volunteers by carving up the work needed into smaller, digestible bits.

Rob and his wife and three children live in central California’s San Joaquin Valley, relocating after spending several decades in the San Francisco Bay Area. Contact Rob at rob@ezresumeservices.com or LinkedIn.com/in/1robertrosales.

Anne Anderson is an HR Manager at Charter Spectrum and a professional resume writer. She has been a member of NRWA since 2013. Find Anne online at LinkedIn.

By NRWA Certification Committee Member

Does this sound familiar? It’s time to wrap up a resume writing project, but several lines of text are spilling onto a new page. To correct the content overflow, you change the line spacing and margins to move the information back to the previous page. There’s even an MS Word command that conveniently shrinks the information to fit on the page.

This strategy works when there’s already sufficient white space on the page. But go too far, and the results can be—well, not attractive and not reader-friendly.

What is white space?

White space is the blank areas of the page where no content or graphic elements exist. It’s the space between lines, paragraphs, bullets, sections, and margins where there’s nothing to consume but white space itself.

Why white space?

For a design element that is by definition “nothing,” it’s surprising that white space is one of the most important aspects of a resume’s design. It can:

Nine Tips for Optimizing Resume White Space

While there are no rules on how to incorporate white space into our resume designs, we can’t ignore the power of white space. Here are a few tips:

1. Add paragraph spacing between bullets instead of using single hard returns.

2. Increase space between job description paragraphs and lists of accomplishments.

3. Increase space between headers, so sections don’t appear squished together.

4. Break up long narrative sections. If a qualifications summary starts to read like the Magna Carta, break it into smaller paragraphs.

5. Edit content. Sometimes there’s just too much information, and there’s nothing wrong with making cuts to improve the reader experience.

6. Adjust margins, so there’s breathing room on all sides of the page.

7. Be careful when surrounding certain information with white space, which could draw the eye. For example, offsetting dates in a sea of white space may emphasize a spotty work history.

8. Be consistent. If paragraph spacing is set to 9 points between one job’s bullets, the format should carry over to other job bullets.

9. Refer to the NCRW Study Guide, which has a section that explains how to create white space between lines of text.

Strategically using white space on resumes can improve readability. However, avoid overdoing it, which could result in an amateurish look. Experiment with white space settings to create the perfect balance that works for your documents.

By Eustacia A. English –  NRWA DEI Columnist

May is Mental Health Awareness Month and a time to raise awareness of those living with mental or behavioral health issues. It’s also a time for us to do our part to help reduce the stigma that so many people experience. Protecting and prioritizing our mental health is vital, especially in the workplace. After all, we spend more of our time at work, whether working remotely, in-office, or on a hybrid schedule.

According to HelpGuide.org, “Burnout is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress.” While working, it’s imperative to recognize the causes of burnout, the correlation to our mental health, and the ways to reduce it.

The top five causes of burnout are as follows:

1. Unfair treatment at work. All kinds of workplace issues exist, from bias to favoritism to mistreatment by coworkers to inconsistent compensation to corporate policies. All of these issues can cause burnout. When employees don’t trust their manager, teammates, or executives to treat them fairly, the psychological bond that makes work meaningful breaks.

2. Unmanageable workload. When work feels burdensome, difficult to do well, or endless, you can feel suffocated, regardless of how many or few hours you work.

3. Unclear communication from managers. When a manager’s performance expectations and accountabilities are inconsistent or unclear, the employee doesn’t have the necessary information to do their job effectively. As a result, work becomes difficult and frustrating.

4. Lack of manager support. Manager support provides a psychological buffer, so employees know that their manager has their back even when challenges arise, or something goes wrong. A negligent, absent, or condescending manager leaves employees feeling uninformed, alone, and defensive.

5. Unreasonable time pressure. Unreasonable deadlines and pressure can create a snowball effect. When employees miss one overly aggressive deadline, they fall behind on the next major tasks.

The World Health Organization (WHO) recently updated the definition of burnout: “the syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” Changing the definition of burnout can help dismantle the misbelief that it’s “nothing serious” because burnout can lead to anxiety and depression. Reducing burnout should take priority to protect your mental health.

Here are a few ways to help you manage burnout:

• Set clear boundaries between work and home. I know, easier said than done. This is a learned behavior that takes practice.

• Maintain a healthy diet and exercise. If you are pressed for time, a 10-minute walk can make a difference. When we are experiencing burnout, it’s easy to reach for a sugary snack or fast food. However, these types of unhealthy foods may have a negative effect on our mood.

• Take breaks during the day. Working eight hours straight without a break is not healthy. Schedule your breaks if you have to.

• Take time to relax and unwind. Find time to have fun outside of work to relax your mind.

• Don’t be afraid to ask for help. Reach out to colleagues, your manager, or even a professional. Asking for help is not a sign of weakness; it’s a sign of genius.

• Find out what works for you. Be sure to think about burnout remedies that work for your particular situation.

It’s hard to believe that in 2022, there’s still a stigma around mental health. That’s why it is important, now more than ever, to know the signs and find ways to protect and prioritize YOU. Prioritizing your mental health is not selfish. Take moments for your own well-being. As always, wishing you all continued peace, love, happiness, and blessings.

Eustacia English writes the Perspective column, which examines Diversity, Equity, and Inclusion (DEI) in resume writing and career strategy. She is a 20-year HR and talent acquisition veteran and started Resumes on Demand last year. She also writes on DEI for The Black in HR e-zine. She lives with her husband and two children in Cherry Hill, NJ. Find her online at LinkedIn.com/in/ecampbell05.

Welcome to our new and renewing members for the month of March 2022!

Feel free to introduce (or reintroduce) yourself via our members-only networking forums: the Member Forum on our website, Facebook group, and LinkedIn group.

You can find colleagues in your area by searching here.

NEW MEMBERS

RENEWING MEMBERS

By Anne Anderson – NRWA Staff Writer

Crystal Johnson is a welcome addition to the healthy contingent of members hailing from the Washington, DC, area. Although her family has roots in Omaha, NE, she grew up in Arlington, VA, and now lives in McLean, where she shares her home with her fiancé and two dogs, Kobe, a boxer-lab mix and Julius, a Jack Russell terrier.

As an undergraduate at George Mason University, Crystal studied psychology with a minor in criminology, law, and society and obtained a master’s degree in criminology, law, and society with a focus on policy and practice. Her particular interest was research in advancing/fixing current policies within the criminal justice system. After serving in several internships, she landed a federal government internship with the Pathways Internship Program, which allows graduate students to begin their federal careers while being a full-time student.

During her time in this internship, her supervisor realized that she had a talent for writing and superior analytical skills. This started her career as a contract specialist. She has worked for the Department of Education, United States Coast Guard (USCG), and Department of Transportation (DOT). She currently works at the Department of Homeland Security for the Transportation Security Administration (TSA).

Crystal formed her professional resume writing business in 2019, serving various clients, especially in IT, federal, and administrative positions. She is seeing more entry-level clients and those transitioning from entry-level into strategic career positions.

Crystal joined the NRWA in 2020 to expand her knowledge, stay current on the latest trends, and benefit from the organization’s network of professionals. She is gearing up to begin the certification process, aiming, she states, not just for a credential but to become a better resume writer. She especially appreciates getting to know colleagues from across the country and hearing about the latest trends. She participated in the 2021 conference and found it “super beneficial.” Wanting to expand her business and add subcontractors, she is finding NRWA to be an excellent resource for guidance and support of these efforts.

Crystal assists the NRWA’s Director of Membership. She is interested in helping to expand the group’s member base and enrich the knowledge of current members. The committee meets monthly to brainstorm ideas. She has helped with polling on the Facebook forum, as one example. She says, “I love bouncing ideas off people who are just as passionate about resume writing as I am.”

Contact Crystal at Linkedin.com/company/jcsllc/ or crystal@johnsonconsultingservices.org.

Anne Anderson is an HR Manager at Charter Spectrum and a professional resume writer. She has been a member of NRWA since 2013. Contact Anne at alanderson541@gmail.com.

By Dr. Cheryl Minnick, NRCW, NCOPE – NRWA Certification Committee Member

Editor’s Note: This is not our typical content for the NCRW Corner, but we thought it was such an important topic that applies to resume writing; we’re featuring it here. This will be helpful to all NRWA members and those seeking the NCRW certification.

College career professionals are often asked to write students a letter of recommendation for a scholarship, internship, or graduate/professional school. To avoid writing a letter of minimal assurance, four content areas should be covered:

1. Describe your relationship to the applicant.

2. Define their focus and success (academic, research, work, teaching, and/or service).

3. Evaluate their accomplishments.

4. Share personal traits only to the extent they predict growth or performance.

Even well-intentioned writers unconsciously embed bias in recommendation letters. To write stronger, nonbiased letters, use:

1. A gender bias calculator: http://www.tomforth.co.uk/genderbias/ or http://slowe.github.io/genderbias/.

2. Titles for ALL candidates (Dr. Smith — not Sarah Smith or Sarah).

3. Standout words for ALL candidates, that are most often used for men (excellent, superb, unparalleled, unique, professional, best, most, terrific, wonderful, remarkable, unmatched, amazing, quick learner).

4. Ability traits (talented, smart, able, capable, brilliant, aptitude, innate, expert, proficient, competent, natural, inherent, instinct, analytical, insight).

5. Compare candidates to scholarship or job requirements referencing research, publications, and needs; avoid irrelevancy (… is well-published, an excellent educator, and great skier!)

To write nonbiased letters, avoid:

1. Grindstone adjectives that are more often used for women, implying success from effort, not ability (hardworking, dependable, thorough, diligent, dedicated, conscientious, careful, effort, work ethic).

2. Gendered adjectives (compassionate, sensitive, enthusiastic, tactful, caring, warm) which stall women’s success, especially those in science/medicine.

3. Using stereotypes (Sarah is emotional) and typecasting (Dr. Sarah Smith is a caring physician). Rather, use neutral adjectives and labels (Dr. Smith is a skilled physician).

4. Faint praise (Although the grant was not funded, she worked hard on the project … His publications are scant … She requires minimal supervision). A strong endorsement (She is made for this job!) is better than minimal assurance (He’ll do the job).

5. Doubt-raisers (it appears, it seems, perhaps, I think, I feel, I believe) which are more often used in recommendation letters for women. (I believe She will no doubt excel.) Research indicates one doubt-raiser decreases an applicant’s chance.

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Dr. Cheryl Minnick, NCRW, NCOPE, has been a member of the NRWA since 2005 and has served on the Certification Commission since 2013. For the past five years, she has ensured the NCRW Study Guide aligns with best practices and Gregg Reference Manual updates. She has also served on past committees for Member Support and ROAR Awards. Cheryl regularly presents at NRWA conferences on ATS, implicit bias, new grad resumes, and college career center services.

A veteran of the higher education career development space, Cheryl works as the Senior Career Coach at the University of Montana-Missoula and provides executive career consultations and resume writing for executive career development firms, as well as her own boutique business The Paper Trail. Find her online at LinkedIn.com/in/cherylminnick.

By Eustacia A. English –  NRWA DEI Columnist

In November 2021, we discussed The Hiring Process: What Bias Looks Like. We discussed the challenges of unconscious bias, which could be intentional or unintentional, and also touched on 13 different types of unconscious bias in hiring.

Recruiting diverse talent is a challenge for many organizations. The focus is usually on finding new talent pools rather than addressing other barriers to building a more inclusive hiring environment. Today, we will bring the topic full circle and discuss ways to develop a more inclusive hiring process for diversity recruiting efforts.

Increasing diversity hires and removing unconscious bias goes beyond just sourcing from more diverse pools. Candidates from underrepresented talent groups face barriers that may prevent them from successfully completing the hiring process. The hiring process must be reevaluated to address any hidden barriers and biases. Let’s discuss changes organizations can make to support inclusive hiring.

Define Job Requirements Based on Work Outcomes, Not Credentials
Most hiring leaders define hiring needs based on traditional profiles of educational backgrounds and prior work experience. However, this approach excludes candidates who would otherwise be capable of performing the job. Many diverse candidates get screened out of the process as a result. Recruiters and hiring leaders should adjust their job descriptions to describe the outcomes a job must achieve rather than define the qualifications needed to achieve them.

Create More Inclusive Job Posts
Neutral wording within job postings is essential. Certain language can attract candidates of a particular gender, race, or other backgrounds, making other candidates feel like they shouldn’t even bother applying. Biased language in job posts could unintentionally discourage women, racial minorities, and people with physical disabilities.

For example, dominant wording such as “seeking a competitive and driven candidate” often appeals to men, while wording like “cooperation and teamwork” more often appeal to women.

Job posts can inadvertently exclude disabled applicants through words such as “speak” or “carry.” Ensuring that your job postings are gender-neutral in wording will assure great candidates across the board to apply.

Implement Blind Resumes
I love the idea of implementing blind resumes during the interview process. A blind resume includes removing the candidate’s name and address and also withholding social media checks (LinkedIn) prior to the first interview. This prevents the outward appearance—such as name, address, and any personal interests—from playing a role in the hiring process before the hiring manager can assess more important criteria, such as skills and experience.

Lead with Skills Tests
Leveraging technology to reduce bias is an excellent way to see which candidates will succeed in a given role — no matter their past education or work experiences. Reputable companies all conduct skills tests to remove bias toward personality traits or physical characteristics. My company has been doing this for a few years, and the outcome has made a difference in our hiring practices.

Tailor the EVP for Underrepresented Talent Segments
As companies continue to compete for the best talent and work toward becoming more diverse and inclusive, it’s important to understand a candidate’s employee value proposition (EVP). Inclusive branding is key to ensuring an inclusive company culture is front and center for potential candidates to see. Candidates from underrepresented groups are looking for organizations with an authentic and inclusive company culture.

Create a Diverse Hiring Panel
People tend to want to hire people they like and who are similar to them. By lacking diversity in interview panels, companies are more susceptible to the panel being impacted by their biases and hiring people just like them. Having differences of opinions in an interview panel will allow companies to hire the best people because they truly are the best, not just because they are similar to themselves.

As a recruiter and a woman of color, I make it my duty to incorporate these things within my own organization. I’ve seen too many candidates not given an opportunity for one reason or another. If you would like to introduce any of the suggestions mentioned, stakeholder buy-in is really key to eliminating any roadblocks. I have been fortunate to work for organizations that held the same passion as I do.

As always, wishing you all continued peace, love, happiness, and blessings.

Eustacia English writes the Perspective column, which examines Diversity, Equity, and Inclusion (DEI) in resume writing and career strategy. She is a 20-year HR and talent acquisition veteran and started Resumes on Demand last year. She also writes on DEI for The Black in HR e-zine. She lives with her husband and two children in Cherry Hill, NJ. Find her online at LinkedIn.com/in/ecampbell05.

By Amanda Brandon, NRWA Newsletter Editor

When I heard about this course, I thought it would be valuable to get feedback from our instructors – Kyle Elliott and Ruth Pankratz – on how this new course will impact resume writing and career coaches. This course starts TONIGHT, Tuesday, April 5th so you need to register here stat if you want in.

Why does a resume writer or career coach need Business Growth Lab?

Kyle: Between identifying your ideal client, marketing your services, and deciding how much to charge, running a business can be overwhelming. Whether new in business or an industry veteran, Business Growth Lab will provide participants with a welcoming, supportive, and inspiring environment to take their business to the next level.

Ruth: The Business Growth Lab is more than a business course. It’s a supportive four-week program with mentoring and actionable business takeaways. The course size is limited to focus on each participant’s unique business.

How can a resume writer or career coach benefit from this course?

Ruth: You will gain business perspectives, set goals, learn how to improve your business, enhance customer engagements, boost your confidence, reveal potential business blind spots, and empower yourself to elevate your business revenue, customer engagement, and operational efficiency.

Kyle: You will learn how to nimbly improve your customer experience, enhance your business marketing and sales skills, and increase your revenue. We combine live group coaching, peer connections, and individual activities to ensure you are geared for long-term success. You’re also getting feedback from two instructors with distinct perspectives and experiences.

What makes you excited about leading this “lab”?

Kyle: I began my business on Fiverr, charging $5 for resume reviews and LinkedIn profiles. I now run a multi-six-figure practice while working the fewest hours ever in my career. I am eager for fellow resume writers and career service providers to see that their wildest dreams can come true.

Ruth: I’m excited to share my 12+ years of business knowledge to help NRWA colleagues thrive. I’ve owned five businesses, and three have been in the careers industry. I may have a few helpful tips to share.

More About Business Growth Lab

Rather than telling you how to run a “successful business” as defined by someone else, Kyle and Ruth will guide you through a framework of best practices and show you how to apply them to your business.

In this four-week course, with six hours of hands-on instruction time, you’ll:

About the Instructors

Kyle Elliott, MPA, CHES, is the founder and career coach behind CaffeinatedKyle.com. Kyle never imagined his college side hustle – charging five dollars for resume reviews and LinkedIn profile summaries on Fiverr – would transform into a multi-six-figure coaching practice serving senior managers and executives in Silicon Valley and high tech. A trusted career expert, his words have been featured in CNBC, CNN, Entrepreneur, Fast Company, Forbes, Fortune, Glassdoor, The Must, and The New York Times, among dozens of other leading publications and media outlets. He is an official member of the invitation-only Forbes Coaches Council and an active member of the Gay Coaches Alliance. When not coaching Silicon Valley’s top talent, you will likely find Kyle at Starbucks or Disneyland; he is a proud Disneyland Magic Key Holder.

Ruth Pankratz, MBA, NCRW, is the founder of Gabby Communications LLC, providing expertise in career advising and writing services. Her 12+ years in business have been focused on marketing professionals, helping each person achieve their unique career goals. Before starting Gabby Communications, Ruth held various corporate leadership positions at Konica Minolta, Hewlett Packard, and other companies. Ruth holds an MBA from Colorado State University and a BS in Communications from Kennesaw State University. She serves as a resume subject matter expert and career advisor at Lee Hecht Harrison International CEO Team in New York. When not working, Ruth practices yoga or enjoys family time.

By Amanda Brandon, NCOPE – NRWA Newsletter Editor

If you struggle with the procrastination bug, as I do sometimes (like a day of 65° and sunny weather), you’ll love this month’s lifesaving tips I gathered from our Facebook group.

1. Buy an iced latte and reward yourself with a sip each time you write a sentence.

2. Take a long walk to brainstorm and consider the project notes.

3. Complete just one easy step—headings, company names, locations, dates—to get the work going.

4. Set a timer and commit to working for just 25-30 minutes.

5. Take a few hours off to focus on something else.

Have a “What’s Saving My Life…” tip? Email us at newsletter@thenrwa.org.