Does Your Personal Brand Label You (and Limit Your Potential)?

Taking-A-Step-Beyond-Limiting-BeliefsI was asked an awesome question today by a client who had been looking at some of my competitors’ websites:

“Why do you charge one rate for most resumes instead of charging based on experience level?”

The answer is very simple, and it’s this:

When you try to define someone by experience level alone, it can often be a blurry line.

Pricing aside, there’s a bigger point to embrace here: sticking labels on your resume, or any other platform where you are marketing yourself in your search, can actually prove limiting to your search. You’re not trying to fool anyone, and you won’t, but what you are doing is positioning yourself for the role in which you see yourself qualified to undertake.

What Are You Selling?

Think about the summary section in your resume, your LinkedIn profile and the bio/profile of your social media profiles… Are you describing yourself as one thing while searching for an opportunity in something else?  

It’s not uncommon for people to be targeting a slightly more junior role than their current position in the interest of getting a foot into the door in a new industry or a company that interest them. 

Speak to What the Hiring Manager Wants to Hear

Always be marketing yourself towards the role you wish to obtain. How you position yourself is critical.

If you’re concerned about not meeting the criteria for “Senior-level,” want to avoid the overused cliches like “recent graduate’, or just don’t want your potential to be defined by what you’ve been doing, describe your experience more in the sense of a full package of skills and experience you bring to the table.

A Real World Example

Here’s an example, where we appropriately replace the junior-sounding word “associate” and minimize the human resources specific role:

Instead Of: Human resources associate who specializes in creating diversity and inclusion programs. Possesses a master’s degree in Organizational Psychology.

Try This: Expertise in developing corporate diversity and inclusion programs gained from experience in human resources and master’s-level training in Organizational Psychology.

Now, this person sounds well-qualified Program Director focusing on diversity and inclusion programs at a Fortune 500, and not a junior HR representative capable of so much more.

While this method isn’t a one-size-fits-all approach, experimenting with how you describe yourself online and on paper can make a huge impact in how potential employers perceive you!

 

For this post, YouTern would like to thank our friends at Brooklyn Resume Studio.

 

Brooklyn-Resume-Studio

 

DanaAbout the Author: Dana Leavy founded Aspyre Solutions, focusing on small business development and career consulting. Her mission is to support creative and socially-conscious small businesses, through career transition coaching and business consulting for creative professionals and entrepreneurs.

Dana has helped hundreds of professionals in advertising, marketing, design and other industries execute effective career plans to find and DO the work they are passionate about. She has presented seminars on navigating careers, transition and work-life balance to several colleges and universities, and her advice has been featured on MSN Careers, Fox Business News, NewsDay, CareerBuilder.com, GlassDoor and About.com. Follow Dana on Twitter!

 

 

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