discussion 2

~--------------------~--------------~~~.r--~~~ - The Newsletter ofthe National Business Education Association Volume 23 I Number 3 January 2013 GETTING THEINTERVIEW How Resumes AreChanging I n thiseconomy, studentsneedwhatever reso~rces areavailabl~ tog~ve them anedge inentering theworkplace. Havingatop-flight resume IS one of them.

4 Key Changes Though someclaim thatthetraditional resumeisdead, amore accurate statement is that it'sevolving, justastechnology isevolving. Oneobvious changeisthat resumes are taking onalternative formats.Otherkeychanges involvetheemergence ofonline application processes,theuse ofautomated trackingsystems(instead ofhumans) to screen resumes, andtheimpact oftablets andsmartphones onresume copy.

Alternative formats.Jobseekers haveusedeverything fromLinkedIn profiles to digital portfolios tovideo resumes toGoogle adwords toget the interview. Each of these formats haspros andcons (seesidebar, "As Resumes Evolve...") that must be weighed carefully beforeusingtheformat exclusively, asasupplement, ornot atall.

~ __~O~e:sJllunissi~~~t¥Pi£all~uestd:.hauesum~be.emailed or uploaded toacorporate websiteratherthanprinted andmailed;' saysLisa Guelden- zoph Snyder, chairofNorth Carolina A&TStateUniversity's Department ofBusiness Education (Greensboro). Thismeans resumes arebeing viewed onallsorts ofdevices- desktop computers, netbooks,notebooks, tablets,andsmartphones-and somust be viewable onallplatforms. Jobseekers shouldcreatenotonly aword-processed version that uses professional layoutanddesign techniques (andeschews templates) butalso a second, plaintextversion. Ifemailed asan attachment, theresume fileshould be named forthe applicant (e.g.,"Resume johnfroe" not "Mykesume Brdversion").

Automated initialscreenings. "Onlinesubmissions aremost often supported by automated trackingsystem(ATS)software ...which allows employers theconvenience of filtering applicants basedoneducation, workexperience, andskills;' Snyder says.

The software searchesresumesforkey words related tothe job opening, forexample, excellent communication skillsorhealthcare management experience."Ifanapplicant's resume doesnotinclude thesekeyterms;' sheexplains, "s/hewilllikely notbeconsid- ered qualified forthe position regardless ofeducation orexperience:' Resumes Changing continuesonpage 2 Creating a Professional Digital Persona I t takes more thanjustaresume to get ajob these days."Employers are using additional resourcestovet ap- plicants;' saysLisaGueldenzoph Snyder, chair ofthe business education depart- ment atNorth Carolina A&TUniversity (Greensboro), "mostimportantly social media:' Snyder saysthatmore than50%of employers researchcandidates through social networking sitessuch asLinkedIn - ~anclFacebook (SufiQber~n-:-d:).1\ppli- cants, then,neednotonly tocontrol their digital identity butalso touse itto create a strong, personal brand(see"Clip-n- Save" forhow-to's).

''A brand iswho youareand how you want toshow up;'says Marshall Brown, personal brandstrategist atMarshall Brown &Associates (Washington, DC).

"Think ofpeople likeOprah. Whatwords come tomind? Thosearebrand attributes.

Everything shedoes goesback tothat:' Job seekers arebest served "ifthey take apervasive andproactive approach to their social media communication;' Snyder says.''Ataminimum theyshould Digital Persona continuesonpage 5 NationalBusiness Education Association Resun10es Changing continuedfrompage 1 Leaner anddeaner copy.Virginia- .:0- - -'and director ofthe ~-= •.........

a;~ .~.. ~ Academy WendyEnelow resume isbecoming a .o..JIJIi:O '•••••• '-'Ocil cocnment inhow wewrite Making ItModern:

Do's andDon'ts Here isalook, element byelement, at how your students cancreate amarket- worthy modem resume.

Contact information. Doinclude name, phone number, and{professional, no hottie@yahoo,co1n} e-rnailaddress but consi ereliminating aphysical address, es;:oeci<-~.

if the po ,'on isoutside the ?Cltgr.!? hiearea companies donot want diered .- a or e\CIl negotiating relocarion expenses, "Don't include yourcellphone num- ber unless ithas a'business appropriate' voice mailgreeting andyou plan to answer yourcellphone inaprofessional _ crun ing means cornenr ;:;:

tailored tothe -- job. ~-in fashion orfurnishing \.here modem means cleanlinesandminimal ornamen- tation, Enelow saysthatmodem resumes must feature richcontent thatis"leaner --":'lTTid-cleaner:' ~--- Resumes Changing continuesonpage 3 Keying In ismailed quarterly-September, November, January,andMarch-by the National Business Education Association (NBEA), 1914Association Drive,Reston, VA 20191-1596;Tel: (703)860-8300; Fax:

(703) 620-4483; Homepage:www.nbea.

org; E-mail: [email protected]. Subscriptions are included inthe membership dues; individual copiesare$3.50. Copyright © 2012 NBEA. Material maynotberepro- duced inany form without writtenpermis- sion from NBEA. Postmaster sendchanges of address toNBEA, 1914Association Drive, Reston, VA20191-1596.

t!blish'erJanetM.-Treichel----~-~--O-' Writer andEditor: Joanne LozarGlenn om ( siaess Communication: PolishingYourProfessional at a -tsuse innovative resumesasasupplement toa you cancertainly limityour options bytaking onlyan s as mas E 0 e,They TakeonAlternative Forms Tae Wall Street Joumal.

andelsewhere havesuggested thatthetraditional so. She expects resumes tosiay around, albeitindifferent formats, foryears to u:.~ ~-§&;'::-:-~~-3- :;;:;; ~"s'gned todo-get ein e 'e ~are gaining ground, however. Herearesome, recruiters increasingly isto "meet" apotential candidate, evenpriorto :J 0:

Free andeasy way 0 'gliglrt career achievements, includeendorsements ersonal website. andsprin B liberally withkeywords without regardforlength.

. put candida esout 0 erunning beforesomeone evenrequests theirresume.

- '"G.~= - edays," says 'IRosenberg (http:/twww.recareered.com). Pro:Stands outfrom e '00 mc 'me tovie ';if ''s too "outre" itcan backfire, • Digital portfolio. Awebsite thathosts anapplicant's worksamples. Pro:Effective increative fields,where "pictures are worth athousand words."Con:Some fieldsmight. notaccommodate thiskind ofshowca~=-,",""......s=--'-'""",,===:5:I-- Personal website.Worksasan enhanced onlinebusiness card.Pro:Flexibility inthe kind andstyle ofinformation an applicant makesavailable, includingaWeb-ready resume,videos,linkstoor downloads ofwork samples, etc.Con:

Cost ofdevelopment andhosting fees.

Google adwords. AlecBrownstein landedajob inadvertising bypaying only36for ads that would appear when"star" ew York advertising directorsGoogledthemselves. Theadslinked 0 Bro nstein's workportfolio. Pro:Might attract employers whovalue out-of-the-box thinking.Con:Employers migh-notGoogle themselves orclick onthe ads.

Pinterest. VirginiaHemby-Grubb saidpeople areadvising se -use Pinterest asakind ofdigital portfolio.

Pros: Easy,free,"picture isworth 1,000words" approach. n;'~be bestforthose skilled incommunicating information visually.

Lisa Gueldenzoph Snyderandhercoauthor BarbaraS Presence, forthcoming, chapter11)strongly recommend traditional resume."Itnever hurtstohave both," Snyder 'outside-the-box' approach."• • • The video rest!

e.- the crowd. Go:Can KEYlNGIN II January 2013 =---------------------------~------------------------------------~~ ..~~~~~------------ National Business Education Association Should YouSend aCover Letter?

When resumes begantobe sent digitally ratherthanthrough thepostal service, coverletters became anoption rather than arequirement Today,opinion differsonwhether theyshould besent atall. Here's howthearguments lineup.

No.

Executive searchconsultant SamuelOergelsaidhedoesn't readcover letters, because "Themeat isin the resume." Business educatorRobertB.Blair andMartha Balachandran conductedprimaryresearch onthis and other resume-re- lated topics andconcurred. MostHRpeople donot even lookatthe application letter,Blairnoted, unlesstheywant toget an idea ofhow welltheapplicant canwrite. Butthat's dicey. "Somany people copytheirapplication fromatextbook template that itis risky touse theletter asawriting sample," hesaid.

Yes. Human resources consultant SharonArmstrong believesthatnotsubmitting a cover letterisaterrible lossforthe applicant "[The cover letter] isachance tolet the company know[thattheapplicant] knowswhothey are," shesaid.

Lisa Gueldenzoph Snyderagrees. "The cover letterprovides anopportunity forcandidates toput their 'facts-only' resume intoanexplanatory narrativethatapplies theirskills tothe specific jobtowhich they're applying," shesaid. "Thekey factor isto ensure thatevery cover lettersentistailored tothe specific jobdescription." Maybe? Applicants shoulddecidewhichargument makessensefortheir situation. Thosewhoopttosend a cover letter can make itmore powerful byfollowing theseguidelines:

1. R.emember themain goal. "[Acover lettershould] answerthetollowinq twoguestions J" saidfgte Leibman. "Why!Jl)?~ ,c And why you?" 2. Optforaformat thatdoes allthe work forthe reader. SharonArmstrong recommends usingthefirst paragraph to share qualifications (e.g.,Iread inyour website thatyou're involved inthe community. ..I'm soexcited because my most recent internship involvedsurveying residentsabouttheirhealth risksrelated todiabetes ...).The second paragraph couldbeatwo-column box:

(1) Your Requirements; (2) My Qualifications. "ThenIsuggest puttinginthat last killer paragraph," shesaid. "Why youwant towork there, andwhat isso special aboutthecompany thatyouwant to work there." 3. Consider howtofeature "theunusual." Includinginformation suchasyour avocation asacompetitive tri-athlete,for example, "saysalot about yourcharacter," saidWendy Enelow, "particularly ifyou arelooking forjobs insales, where people aresupposed tobe 'high-energy.'" Applicants whoapply foraposition onlineandfind that cover letters arenotanoption mightconsider following upwith hard copy, aslong asthe letter iswritten foraspecific jobposition andaddressed toaspecific person."Staffthrows 'to whom itmay concern' lettersinthe garbage," Leibmansaid.• Resumes Changing continuedfrompage2 manner;' saysRobert B.Blair, professor of business communication andentre- preneurship atMiddle Tennessee State ~ lllverSieyl:Murfreesboro-).

Do link toyour LinkedIn profile ("I think it'sacritical toolinjob hunting ...

not just tobe found byrecruiters butalso to brand yourself;' saysHRconsultant Sharon Armstrong (Washington, DC), but style itblack rather thanthedefault "live link" blue.

Job objective.

Don't doit."HR professionals believethemtobe awaste of space;' Blairsays."They areeither so generic orso full ofoutdated phrasesthat these statements areoften ignored:' Career profile.

Don't include this unless youhave significant andcompel- ling jobexperience toback itup. "Itell students withlimited experience notto go there yet;'Snyder says."Butif someone hashad internships itmight be possible tocraft something:' That something-wit! firoestln-aperformance highlights section.

Performance highlights.Doinclude this section ifyou've hadinternships or work experience, includingteamprojects, because "theseskillsaretransferable to the workplace;' Armstrongsays."If you worked atMcDonald's, youhave customer serviceandproblern/resolu- tion [skills]:' This section (plusyourcontact infor- mation) iswhat should fillthe screen if the resume isviewed onasmartphone (Keshemnberg, n.d.).Youwant what's on the screen tobe compelling, thatis, specific, tight,andtargeted. Twotothree crisp sentences shoulddoit.

KEYING IN II January 2013 Strive tocapture yourmost signifi- cant achievements orwhat makes you a unique fitfor the company. "These achievements should befocused onhow you canhelp theemployer andnoton what youarelooking for;'says Pete Leibman, authorof IGot MyDream Job and SoCan You (Amacom, 2012).

Education. Doinclude it,placed where itbest serves you.Astrong student in awell-respected programcanusethe name ofthe school andthecourse of study to"wow" theemployer (Graves, 2012), especially ifthe student hasmini- mal work experience andomits a"perfor- mance highlights" section.Certifications may alsobelisted here,especially ifthey are important, forexample, infields that require licensing suchasengineering. In Resumes Changing continuesonpage 4 NationalBusiness Education Association fields where experience countsmorethan education, listexperience first.

Experience. Don'tlistjust your job duties; dolist theJ..f~ults ofyour efforts.

"The bizzest mistake peoplemakeinthis section is[listing] whatthey're respon- sible forand nottheimpact ofwhat they did," Leibman sa}."[They houldbe fucnsing on]hot-they've madethe organization better" npTess these results usinzkey words-but usethem judiciously.

al t' not enough tomerely listthese words ...

without alsodescribing ordemonstrat- ing how theapplicant uses[those skills]," Snyder says."It'sonething tosay you _ hC!.~~ go09c ~se!}tation skills;it'smuch more impressive-and believable-ifyou can provide anexample:' Here's Snyder's: Createdanddelivered a lO-slide PowerPoint presentation that effectively persuaded 92%ofall client calls to upgrade topremier services. "Ofcourse, examples likethis require anapplicant to actually havework experiences thatused the requisite skills;'Snyder says."Recent graduates mighthavetorely onmore creative examples, suchasused effective communication skillstosuccessfully lead student executive boardmeetings asthe [undraising VPofBusiness Professionals of America." Stuck onwhich keywords toinclude?

Enelow andothers recommend Googling a profession andreading jobpostings to see which skillsandrequirements repeat- edly appear; looking forkey words on 0- Therearethree:

Net Online (http://www.onetonline.org) • Chronological: Traditionalstylelisting content starting withthemost recent ~~B~~~;~~)~~~~~rp~i:~i~!~~~~!!

---,.!x~D~r~_ "--=._ -=-..0= _--..-~ _, with their relevant occupations; orvisit- • Functional: Contemporary stylethatemphasizes skillsets rather thanjob ing aprofessional association'swebsiteto experience discover keyoccupational skills.Acom- • Combined/blended: Highlightsworkexperience bydate andskills setsby panys misionstatement canalso offer category clues about thekind ofpeople theytend to hire asemployees.

Regardlessofwhich youchoose, makesureeach isone page long(twofor References uponrequest. Don't morethan 6-8 years ofexperience), haslots ofwhite space (generous margins include thisentence. Employers check andbullets), andappears cleanandcrisp. Color(inheadings orinaline sepa- references afterthey've interviewed you ratingmajorsections) isoptional.

and likewhat theysee.

Finally,relymore heavily oncontent thanformat. "Evenstudents without Do bring tothe interview alist of stellargradepointaverages canimpress anemployer," saidLisaGueldenzoph references thatincludes complete contact Snyder,"bycompensating withleadership positionsinstudent organizations, information (name,address, phone,and internshipexperiences intheir major, andvolunteer workthatprovides oppor- e-mail), alongwithacopy ofyour resume tunitiestodevelop applicable skills(communication, collaboration,leadership) (on good paper stock) tothe interview.

anddemonstrate driveandwork ethic." • According toVirginia Hemby-Grubb, Resumes Changing continuedfrompage 3 Whatabout the extras, such.as adding aphoto, QR (Quick Response) code, orexternal links (such astopersonal portfolios and websites) toyour resume?

Photos onresumes arecommon in Europe, saysSamuel Dergel,anexecutive search consultant forStanton ChaseInter- national, butnotsointhe United States.

QR (Quick Response) codesaregen- erating alot ofbuzz inthe media. These barcodes canbeadded toabusiness card orresume andscanned byasmart- professor ofbus i- ness communica- tion andentrepre- neurship atMiddle Tennessee State University (Mur- freesboro), "This says youhave a sense ofdecorum:' And doget permission from your references to list them.

Bells and Whistles •••••• AC•••~ •••• • lM:'!!W! III t lit:

::ea'" la' 1•••••• Telephone /Email CREATIVE DIRECTOR Dynamic, accomplished designer/leader withextensive experience infull cycle development, merchandising and business operations ofconsumer apparelproduct linesasentrepreneur formajor fashion enterprises.

__ Possess strong portfolio, showcasing businessgrowthviaexceptional businessexpertise.

__ Exhibit superior eyefortrend/designneadership/manufacturing facility,process knowledge.

__ lead designteams indeveloping profitableclothinglines,elevating companies totop-level earners.

__ Develop process.-nprovements tofacilitate greaterproductivity/profitability throughoutorganization.

••••• ••••• e:a'ISMi' 'ele •••• l.eGdership. DesignDirection. DesignDepartment Supervision•Trend Development ~. 5alesPresentations •Apparel Design. GraphicDesign•Art Direction Production TeamSupervision. overseesTrendShopping' Textile&RepeatPattem Design Brand Positioning &Identity' ProductCol/ateral &Consumer Packagillg ••• r PROFESSIONALEXPERIENCE AF DESIGN CO.•N~ York, NY zoos-present PRlNOPAL/ DESIGN & MERCHANDISING DIRECTORIPRODUCT BRANDMANAGER /DESIGNER Drives thepianrWJg andmanagement ofcomplex clientinitiatives thatachieve desiredgoalsofprofitability, acquisition, and retention. Directstheentire product operations lifecvcle.leadsateam ofdesigners formultiple productlines, 355igning tasksandproviding concepts, aswell asexecution strategies. ManagesthedeSign's relationship toits line, the brand's aesthetic anditsrelationship tocurrent trends.leadsTrend Shopping andBrand Research functions, following current trendsandtechniques acrossallmarkets andproducts. Servesasthe main point-of-contact betweenDesign, Production, MarketingSales,KeyClients/Buyers andPresentations. Providedservicesforavaried clientlist,including Resumes arenow being viewed ontablets ana smartphones. Make~ the top third (what's visibleonthe screen) count.Strivetocapture- in crisp, compelling copy-your mostSignificant achievements or what makes youaunique fitfor the company. CourtesyBettieBiehn phone-which thenlinks recruiters to your online portfolio orLinkedIn profile.

Should youdoit?

"I got aQR code from someone applying foratech joband Iloved that;' says Jacqueline Greer,member ofthe recruiting teamatCityStaff (Washington, DC). "Butwhywould anadministrative assistant needthat?" Resumes Changing continuesonpage 5 Resume Formats KEYING IN II January 2013 r '."i .••_.• L4i&iL._.' •••••.•.WS¥-I.••i!•• :.:·-- Resumes Changing continuedfrompage4 Dergel saysQRcodes canbeper- ceived asgimmicky ...and you canjust as easily linktoyour website orLinkedln profile-but "onlyifitprovides extremely strong supporting documentation toyour credentials;' Blaircautions.

Standing Out The bottom line,Greer says,isto keep everything simpleandrelevant to the job you're seeking ...so that itpasses muster withgatekeepers, bethey ma- chines orhumans.

"Research suggests[thatrecruiters and HRmanagers] spendverylittle time initially reviewing aresume;' Snydersays.

"Very littletime" translates toabout six seconds (documented witheye-tracking technology) beforemaking theinitial "fit/ no fit" decision (Evans,2012).

Recruiters rejectcandidates who don't liveinthe same locale, haven't worked inthe same industry orposition or atthe same level, and/or lackrelevant education orexperience, becausethese days, employers areallabout finding the "perfect" (notjustthe"right") fitand aren't aswilling toprovide formalor on-the-job (OTJ)training. Finally,rightly or wrongly, theydismiss the"functional" resume formatas"hiding something" (Remillard, 2010;Davies, 2011).

Though abadly constructed resume can hurt you, even thebest resumes are "only 10%ofthe hiring equation whenyou look atthe bigpicture andfactor innet- working;' saysLeibman, who'sreceived job offers frompeople innetworking meetings who have never seenhisresume.

"The greatest resumeinthe world is worthless ifnobody seesit;'heexplains.

"The bestwaytostand outisgetting a resume infront ofthe right person and getting endorsements ...[so] you never end upinthe stack inthe first place:' Evans, W(2012, March 21).You have six seconds tomake animpression: How recruiters seeyour resume. TheLad- ders: TheBlog. Retrieved fromhttp:// blog. theladders.coml ux/you-only-get- 6-seconds-of- fame-make- it-count Graves, J.A. (2012, April11).6resume writing tipsforbusiness schoolgrads.

USNews.com. Availableathttp://www.

usnews.coml education/best -graduate -schools/top-business-schools/articlesl 2012/04/1116-resume-writing-tips-for- business-school-grads Keshemnberg, K.(n.d.) Newtrends in resumes -5ways tocapture themin yours. CPGJobs. Retrieved fromhttp:// www.cpgjobs.com/new-trends-in- resumes-%E2%SO%93-S-ways-to- capture-them-in-yours Remillard, B.(2010, January IS).How recruiters readresumes in10 seconds or less. Impact HiringSolutions Blog.

Retrieved fromhttp://www.impact hiringsolutions. comlcareerblog/20 101 011 1S/how -recruiters- read-resumes- in-10-seconds-or-less • Cited Davies, C.(2011, September IS).Why functional resumesshouldbeavoided.

Jennifer Anthony's OfficialBlog.Re- trieved January 2,2013fromhttp:// jenniferanthony.wordpress.com/20 111 091 1S/why -functional- resumes-should- be-avoided Digital Persona continuedfrompage1 use Linkedln, Facebook, andTwitter to broadcast theirpersonal brand:'Here are some tips,including someforthe ubiquitous e-mailsignature block.

Linkedln "Ofcourse Linkedln hasthegreat- est impact withpeople whohave some L-=-~----e-xp-erience;' sayscareer consu1tant endy Enelow, executive directorofthe Career Thought LeadersConsortium (Coleman Falls, Virginia). "Recruiters sayifyou're not onLinkedln, youdon't exist:' En- elow, infact, hasnoresume-she's never needed onebecause mostofher business comes byreferral-but constantlyupdates her Linkedln profile.

Job seekers shouldstartbuilding a profile aspart ofthe initial stepofthe job search, asearly asthe first internship, according toJacqueline Greer,recruiter at CityStaff (Washington, DC).It'swhere she starts looking forcandidates. What makes herspend morethanafew seconds scanning aprofile? "Apolished headline, aprofessional photograph, anaccomplish- ments-based description,lotsofrecom- mendations, andaconstantly expanding network;' shesays.

Though applicants don'tneeda string ofbullets beloweachjobtitle, those details should becompelling and searchable (thinkkeywords). Snyder Says applicants ShouOraeaovantageof apps thatallow themtopull feeds from Twitter accounts andblog postings and use "Linkedln Answers"topost questions (and answers whenpossible) toincrease visibility andprofessional presence.

"They canalso linktocompanies and read their updates tostay current with information thatcanbeused during employment interviews;'shesays. that, theygroan andask,"But what about my personal life?" The answer? Grinandbear it."For the sixmonths you'researching, anonline persona hastobe what theemployer wants, because there'ssomuch competi- tion atevery level;' shesays.

_ Employers re~~F~cebook.!:9 gauge_ wether acandidate is"appropriate" for their company. Andsurprise: Facebook has become suchastandard recruiting tool, Snyder says,thatemployers whodo not find aFacebook siteforacandidate might assume thecandidate hassome- thing tohide!

Snyder recommends thatcandidates post items thatdemonstrate positivework traits suchasconscientiousness (make the site detailed andfrequently update it); emotional stabilityandagreeableness (lose therants andpessimistic posts); extraversion (buildyournetwork, which signals employers thatyouarelikable; note forthcoming articleonintroversion, Digital Persona continuesonpage 6 Facebook "Before starting ajob search, ap- plicants shouldedittheir content and reshape theirFacebook personatofit their professional brand;'Snydersays.

She says thatwhen students hearhersay KEYING IN II January 2013 NationalBusiness Education Association E-mail Signature Blocks Though e-mailistechnically not classified as"social media;' itis probably the most frequently usedcommunica- tion medium betweenjobseekers and employers, recruiters,andprofessional • ------ ----------- -------- ----------- ------ colleagues.Therefore, snrd'entnhour-d---.::.

choose aprofessional e-mailaddress that represents theiractual name(notanick- name orpersonality) andadd aprofes- sional ignature blockthatprovides their contact information. Theycaneven use the ignature blocktoelltheir strengths by listing professional memberhipsor recent achievements orawards.

Digital Persona -- ued from pag";; February _013Business Eaucazi: m Forum=Ed.s, andopenness =>el, ineresting books,and =£::::g- ii:

2.=ss3:t:e (0 anyone ~ , - their bio\lillo' ~ ~T\ - er] -~- be perceived asthe least-used socialmedia tool forajob search, Twitter offersop- ___ .portunities tolink tweets.to Linkedln and Facebook profiles.

Snyder recommends thatstudents use thesame professional photographfor all their accounts sothat they areconsis- ten acro platforms andusetheir real e instead ofan anonymous Twitter e. healso advises students tore- search -dustry leaders andplan tofollow - era! new people eachmonth toexpand -' err networks. "Theycanalso enhance err rofessional imagebyre-tweeting interestinz postsfromimportant people in errtarzet industry andtweeting links to interestins industry-related articles;' er says.

Cited Sundberg, J.

(n.d.). Infographic: 92%of companies recruitwithsocial media.

The Undercover Recruiter.Retrieved from http://theundercoverrecruiter.

com/infographic-92-companies- recruit-social-media • Teachers' ClipandSave For Students: HowtoClean Up Your Social MediaProfile Being aware ofwhat's onthe Internet aboutyouandthen "scrubbing it"isone ofthe first things youshould dowhen , u re getting youremployment communication package or er.

You cantake theproactive approach, bycreating your own buzz online, orthe reactive approach, byhaving afriend "Google" you(friends canbemore objective thanyoumight be :=-- yourself) andthen deleting anything thatmakes yourreputation : less than stellar.

I • Use oneormore ofthe following resources toget started:

Declutter, organize,andconsolidate tobetter manage your online sociallife(http://lifehacker.com/5897950/clean-up- your-mess-of-social-networks-this-weekend) Build yourbrand online (http://www.professiondirection.net!

perso nal-bran ding/b ury-d igital-d irt) • • Clean upyour media profile (http://www.businessweek.

com/articles/2012-08-01 /cleaning-u p-you r-social-rnedia- presence) • Project aprofessional imageonLinkedln (http://www.

entrepreneur.com/article/224502) .Join UsinAtlanta April 16-20, 2013 KEYING IN II January 2013 NationalBusiness Education Association Content Resume Writing Davies, C.(2011, September 18).Why functional resumes should beavoided. Retrieved fromhttp://jenniferanthony.

word press.com/2011 /09/18/why-functional-resu rnes-snould- be-avoided Graves, J.A. (2012, April11).6resume writingtipsfor business schoolgrads.

U5NEW5.COM.

Retrievedfrom http://www.usnews.com/education/best-graduate-schools/ top-business-schools/articles/2012/04/11 /6-resume-writing- ti ps- for- bus iness-sc h 00 I-g rads Keshemnberg, K.(n.d.) Newtrends inresumes -5ways to capture theminyours.

CPGJobs.

Retrievedfromhttp://www .

•••.•• __ ~~~c:tSfi!naiob·~ls~-clo~m/new-trends-in-nlsumes-%E2%80%93-5-ways- to-capture-them-in-you Larson, M.(2012, February 14).Resume trendsof2012- What tofollow andwhat todiscard. SweetCareersConsulting.

Retrieved fromhttp://blog.sweetcareersconsulting.com/2012/ 02/resu me-trends-of -2012-what-to-follow-and-what -to- discard.html Leibman, P.(2012).

IGot MyDream Joband50Can You.

New York: Amacom.

McGregor, J.(2012, August 12).Instead ofbragging, playup potential onaresume.

Washington Post.com/OnLeadership (print edition).

Shwom, B..

& Snyder, L.G. (Forthcoming).

Businesscom- munication: Polishingyourprofessional presence, 2nded.

PearsoniPrentice Hall.

Spears, N.(2012, July20).Topresume trendsof2012.

Ohio University Impressions.

Retrievedfromhttp://ouimpressions.

wordpress.com/2012/07/20/top-resume-trends-of-2012 Stephens, D.J.(2011, September 12).Thetraditional transcript Visualcv.com and resume aredead.

Washingtonpost.com.

Retrievedfrom "Reinvents"theresume, byallowing accountholdersto f-----;........,....j:Jrttp://www.wasmngtoo~6Gt~~~tioo-stt~=~:eatNeS1Jmes-tAaUnGlude-video..amJ .oUlef_viskJaJsifaddi- transcript-and-resume-are-dead-long-live-innovation/2011/09/ tiontothe standard verbiageaboutskillsandexperience.

12/gIQAP7pyMK_print.html Resources Digital Persona Johnson, K.S. (2012, August 23).Quick tipstobury digital dirt.

Profession DirectionLLC.

Retrieved fromhttp://www.

profess iondirectio n.net/personal-b randin g/bu ry-digita l-d irt Lammie, R.(2012, June15).Thepros andcons of4personal branding sites.

Mashable.com.

Retrievedfromhttp://mashable.

com/2012/06l15/personal-branding-websites Pan, J.(2012, August 29).Students, here'showto kick-start yourpersonal brandonline.

Mashable.com.

Retrieved fromhttp://mashable.com/2012/08/29/ pe rso nal-b randin g -fo r-stu dents Prodromou, T.(2012, October 1).Projecting aprofes- sional imageonLinkedln.

Entrepreneur.com.

Retrieved from http://www.entrepreneur.com/article/224502 Schawbel, D.(2009, May20).How-to: Buildyourper- sonal brand onTwitter.

Mashable.com.

Retrievedfrom http://mashable.com/2009/05/20/twitter-personal-brand Tools About. Me Lets account holderscreatefree,personal Webages ---....

about themselves. -~ BrandYourself.com A program thatletsyou create linksabout yourself so that they're foundbysearch engines andthen track the results, thatis,you arecontrolling whatcomes upwhen someone "Googles" you.

Flavors.Me Lets account holderscreatea"unified Webpresence" for free byconsolidating informationfrommultiple Internet locations, includingsocialmedia.

linkedln.com A social networking siteforpeople inprofessional business positions.

Resumetube.com A site forposting videoresumes.

Vizibility.com Offers QRcodes andbarcodes tocreate "mobile" busi- ness cards (thatlinktoyour website orportfolio) acces- sible from anysmartphone withoutanapp.

Zerply.com Allows peopletoassemble portfoliosusingtemplates cre- ated byprofessional designers.• KEYING IN II January 2013