Blog For Your Personal Brand

Blog For Your Personal Brand Blogging.   It is a weird thing.   There are currently plenty of articles on how to keep your on-line nose clean dont post drunk pictures on FaceBook.com, dont post silly stuff on MySpace.com, etc.   Prospective employers google their name and then find out they have a wild and crazy side, and question attitudes, work ethics and cultural fit.   Thats what the CareerBuilders and CareerJournals are reporting, anyway. How can you, as a professional, utilize a blog in a good way? Well, you need to have a simple understanding of blogging 101 for professionals.   As you sit down and think about your blog, what is its purpose?   This will drive everything that you do, and can reinforce your personal brand. Let me give you a scenario (real guy, real story): A buddy of mine named Steve claims to be a Marketing and Communications (MarCom) expert.   If I put myself in an interviewers seat, I judge his initial impression, personality, sense of humor, cleverness, etc.   He scores a perfect 10.   Based on his resume Id say he is a pretty hot commodity.   He is a sharp guy and Id love to have him on my team. But hiring someone for a creative position is a little scary.   Steve is in the advertising business and how do I really get to know how good he really is?   Its like a graphics artist sending me a list of 20 websites or brochures that she has worked on the biggest question I have is how many of these were your ideas and your execution?   With Steve, Im sure he has worked on some great projects (as per his resume) but what was his capacity?   Was he just the grunt? In comes the blog.   I think this recommendation is very powerful, and it is applicable to more than just Steve.   I recommended this to a statistician (with 20 years experience), a marketing executive, and I would recommend this to anyone that is currently employed. Before I explain further, remember what you are trying to do.   You are reinforcing your personal brand.   In a job search you get a first impression, then the second impression (during the rest of the interview process), and your resume.   Reference calls will usually produce oh yeah, he is great, I wish I could hire him so I dont put much value in those (unless there is any hint of negative feedback).   But as an interviewer I dont really get a chance to see who you are over a period of time. Unless I can read your professional blog. In Steves case I recommended that he take his expertise and consistently quantify it through a blog.   Of course I dont want to hear what he ate for breakfast, or how great or horrible his vacation was.   Unless he can tie it directly to his brand reinforcement strategy (and a MarCom guy should be able to do that)!   Heres what I recommended: 1.   Create an identity to drive every single post.   Steves is MarCom Expert.   This means that anything with marketing communication, messages, advertising, copy (the words in an ad, article, website, etc.) are fair game.   Every post every sentence everything needs to be aligned with this identity. 2.   Find an advertisement that he can pick apart and analyze each week.   He can either criticize it or point out the positive aspects of it.   He should do both over time (so he isnt known as the constant praiser, which will begin to seem artificial).   If he can criticize these without getting a reputation as a horrible, never-able-to-please guy, it is more likely that he will get more attention.   I would recommend that he does this at least once a week perhaps twice if he has time (and it should take some time to do this well). It is imperative that once he starts this he continues it.   He is building a personal brand, and he needs to have consistency and longevity. Doesnt it make sense that, in a world where we have a job change every 2.8 years, we develop a personal brand?   Or, you could do what I did: sit around and do nothing, and when you get laid off wish that you had been more prepared for a real job search. Blog For Your Personal Brand Blogging.   It is a weird thing.   There are currently plenty of articles on how to keep your on-line nose clean dont post drunk pictures on FaceBook.com, dont post silly stuff on MySpace.com, etc.   Prospective employers google their name and then find out they have a wild and crazy side, and question attitudes, work ethics and cultural fit.   Thats what the CareerBuilders and CareerJournals are reporting, anyway. How can you, as a professional, utilize a blog in a good way? Well, you need to have a simple understanding of blogging 101 for professionals.   As you sit down and think about your blog, what is its purpose?   This will drive everything that you do, and can reinforce your personal brand. Let me give you a scenario (real guy, real story): A buddy of mine named Steve claims to be a Marketing and Communications (MarCom) expert.   If I put myself in an interviewers seat, I judge his initial impression, personality, sense of humor, cleverness, etc.   He scores a perfect 10.   Based on his resume Id say he is a pretty hot commodity.   He is a sharp guy and Id love to have him on my team. But hiring someone for a creative position is a little scary.   Steve is in the advertising business and how do I really get to know how good he really is?   Its like a graphics artist sending me a list of 20 websites or brochures that she has worked on the biggest question I have is how many of these were your ideas and your execution?   With Steve, Im sure he has worked on some great projects (as per his resume) but what was his capacity?   Was he just the grunt? In comes the blog.   I think this recommendation is very powerful, and it is applicable to more than just Steve.   I recommended this to a statistician (with 20 years experience), a marketing executive, and I would recommend this to anyone that is currently employed. Before I explain further, remember what you are trying to do.   You are reinforcing your personal brand.   In a job search you get a first impression, then the second impression (during the rest of the interview process), and your resume.   Reference calls will usually produce oh yeah, he is great, I wish I could hire him so I dont put much value in those (unless there is any hint of negative feedback).   But as an interviewer I dont really get a chance to see who you are over a period of time. Unless I can read your professional blog. In Steves case I recommended that he take his expertise and consistently quantify it through a blog.   Of course I dont want to hear what he ate for breakfast, or how great or horrible his vacation was.   Unless he can tie it directly to his brand reinforcement strategy (and a MarCom guy should be able to do that)!   Heres what I recommended: 1.   Create an identity to drive every single post.   Steves is MarCom Expert.   This means that anything with marketing communication, messages, advertising, copy (the words in an ad, article, website, etc.) are fair game.   Every post every sentence everything needs to be aligned with this identity. 2.   Find an advertisement that he can pick apart and analyze each week.   He can either criticize it or point out the positive aspects of it.   He should do both over time (so he isnt known as the constant praiser, which will begin to seem artificial).   If he can criticize these without getting a reputation as a horrible, never-able-to-please guy, it is more likely that he will get more attention.   I would recommend that he does this at least once a week perhaps twice if he has time (and it should take some time to do this well). It is imperative that once he starts this he continues it.   He is building a personal brand, and he needs to have consistency and longevity. Doesnt it make sense that, in a world where we have a job change every 2.8 years, we develop a personal brand?   Or, you could do what I did: sit around and do nothing, and when you get laid off wish that you had been more prepared for a real job search. Blog For Your Personal Brand Blogging.   It is a weird thing.   There are currently plenty of articles on how to keep your on-line nose clean dont post drunk pictures on FaceBook.com, dont post silly stuff on MySpace.com, etc.   Prospective employers google their name and then find out they have a wild and crazy side, and question attitudes, work ethics and cultural fit.   Thats what the CareerBuilders and CareerJournals are reporting, anyway. How can you, as a professional, utilize a blog in a good way? Well, you need to have a simple understanding of blogging 101 for professionals.   As you sit down and think about your blog, what is its purpose?   This will drive everything that you do, and can reinforce your personal brand. Let me give you a scenario (real guy, real story): A buddy of mine named Steve claims to be a Marketing and Communications (MarCom) expert.   If I put myself in an interviewers seat, I judge his initial impression, personality, sense of humor, cleverness, etc.   He scores a perfect 10.   Based on his resume Id say he is a pretty hot commodity.   He is a sharp guy and Id love to have him on my team. But hiring someone for a creative position is a little scary.   Steve is in the advertising business and how do I really get to know how good he really is?   Its like a graphics artist sending me a list of 20 websites or brochures that she has worked on the biggest question I have is how many of these were your ideas and your execution?   With Steve, Im sure he has worked on some great projects (as per his resume) but what was his capacity?   Was he just the grunt? In comes the blog.   I think this recommendation is very powerful, and it is applicable to more than just Steve.   I recommended this to a statistician (with 20 years experience), a marketing executive, and I would recommend this to anyone that is currently employed. Before I explain further, remember what you are trying to do.   You are reinforcing your personal brand.   In a job search you get a first impression, then the second impression (during the rest of the interview process), and your resume.   Reference calls will usually produce oh yeah, he is great, I wish I could hire him so I dont put much value in those (unless there is any hint of negative feedback).   But as an interviewer I dont really get a chance to see who you are over a period of time. Unless I can read your professional blog. In Steves case I recommended that he take his expertise and consistently quantify it through a blog.   Of course I dont want to hear what he ate for breakfast, or how great or horrible his vacation was.   Unless he can tie it directly to his brand reinforcement strategy (and a MarCom guy should be able to do that)!   Heres what I recommended: 1.   Create an identity to drive every single post.   Steves is MarCom Expert.   This means that anything with marketing communication, messages, advertising, copy (the words in an ad, article, website, etc.) are fair game.   Every post every sentence everything needs to be aligned with this identity. 2.   Find an advertisement that he can pick apart and analyze each week.   He can either criticize it or point out the positive aspects of it.   He should do both over time (so he isnt known as the constant praiser, which will begin to seem artificial).   If he can criticize these without getting a reputation as a horrible, never-able-to-please guy, it is more likely that he will get more attention.   I would recommend that he does this at least once a week perhaps twice if he has time (and it should take some time to do this well). It is imperative that once he starts this he continues it.   He is building a personal brand, and he needs to have consistency and longevity. Doesnt it make sense that, in a world where we have a job change every 2.8 years, we develop a personal brand?   Or, you could do what I did: sit around and do nothing, and when you get laid off wish that you had been more prepared for a real job search.

Why I Wont Interview You - Personal Branding Blog - Stand Out In Your Career

Why I Wont Interview You - Personal Branding Blog - Stand Out In Your Career Last year I was hiring for an administrative role within my office and received approximately 60 resumes.  Sixty applications to go through, 5 minutes per application, 5 total hours of just looking at applications. This scenario was not going to happen as I did not have 5 hours to dedicate to screening application materials. Today I want to share my approach to narrowing down a candidate list and a dirty little secret among those who need to trim applicant pools to reasonable interview numbers. Lets start with the secret. Recruiters (and myself included) often approach the initial review of applicant resumes trying to find reasons why not to interview an applicant. This is especially true for those who cannot use filtering software to eliminate candidates who are missing certain qualifications (technical skills, major, GPA, too high of a salary desired, etc.). Sounds backwards, doesnt it?  Shouldnt the hiring manager review resumes with an eye to finding the best 5-6 candidates? Of course, but often that is not how it happens. It would be easy for me to find admirable qualities in all 60 of the applicants who applied for the role I could have made a case for 50 of the 60 applicants to receive a phone interview. Conducting fifty phone interviews in a timely fashion while completing ones regular job responsibilities is not feasible. Knowing I needed to trim the list from 60 to 6, I approached the initial resume review with an eye for reasons to eliminate candidates rather than reasons to keep candidates. Then, with the yes pile that remains, I review the materials again, this time reviewing more closely to find the 5-6 best applicants for phone screen interviews. So what are some of the red flags that I see on resumes and cover letters that make me place the candidate in the no pile? Cover letter for another job (I actually had three cover letters in this most recent applicant pool that were for other jobs at other schools). Poor writing skills Typos Resume that highlights why you are a great fit for another job I review cover letters first because it is an easier way for me to filter out candidates.  For some reason, many candidates put forth very little effort in crafting a branded cover letter.  A poorly written cover letter with grammar mistakes  NO    pile. A generic cover letter (ie. no mention of the company name, job, desired skills for the role, etc.) NO    pile. A cover letter that highlights skills that are not needed for the job in which I am looking to hire NO    pile.  This last point is the main reason that will tip one into the NO pile. When one highlights skills and responsibilities that have nothing to do with the job in which I am hiring, it makes it easier to put the applicant into the NO pile. When one highlight skills and interests that are unrelated to the job opening or when ones personal brand communicates that he/she would prefer a different job, I decide to not bother with interviewing that individual because I know the job, company, role, etc. is a poor match with the candidates skills and interests. This scenario happened to a college senior who wanted to get into finance. Although he had an economics major, all his work and extracurricular activities were IT related (web page design, IT help desk, Technical Chair for his dorm, etc.). He was not invited to interview for finance related jobs and he could not understand why. When I took his name off the resume and changed the company names (but left everything else the same), I asked him what type of job would someone with these skills be most interested in. He glanced at the resume and said IT and then he smiled and got the point. Although he said he wanted finance, his resume said he wanted IT. So the first resume and cover letter pass is the Why should I not interview you? approach make it through that pile by highlighting only relevant skills and/or experiences and limiting extraneous information. The second pass is the Why are you the best candidate? The next time you write a cover letter or resume, review your application materials through the hiring managers eyes. Would you hire yourself with the application you are submitting?  Dont let your application cause you to lose out in the first review.

5+ Best Leadership Interview Questions Answers - Algrim.co

5+ Best Leadership Interview Questions Answers - Algrim.co Getting a job as part of senior leadership is not an easy task. You either have to have significant amounts of prior experience, maybe 15+ years or a track record of results that you can properly position your value against. Here are some of the absolute best leadership interview questions and answers I’ve found during performing interviews as well as being involved in the interviews. What Is Leadership? Often times leadership refers to a group of executives who are helping to control the companies successes and mitigate its failures in the market. These senior executes are individuals who have operational backgrounds as well as backgrounds in either growing or keeping well-established businesses in the market and relevant. When employees refer to ‘leadership’ they aren’t just talking about managers. They are talking about the highest level of executives at the company. Often times referred to the “C-Suite” as they have the Chief title to their name. Leadership Interview Questions & Answers 1. What is transformational leadership? Transformational leadership is when you are encouraging employees to learn how to take on goals that have been set by either myself or the unified company and be able to answer and execute various objectives against achieving those goals. This is very different than transactional leadership. 2. What is transactional leadership? Transactional leadership is when employees are given a series of tasks and not much insight into the overall objectives of the organization or the initiative they are working on. This limits their perspective but does provide a very clear sense of focus. 3. What is better, transactional or transformational? Personally I feel transformational is better, unless you are under Sarbanes Oxley or some other type of public company regulation where you can’t share objectives with the broader set of employees. If you aren’t under those scrutinies, then you will be able to use transformational leadership. Ultimately, it allows your employees to be more empowered and let them spend more time finding correct conclusions to difficult answers. This also allows the executive or management team to scale their efforts as employees are generally more autonomous but then aligned to the company objectives. 4. How many quarters are in a year? There are four quarters in a year. Which are all very important to understand what and when objectives need to be achieved inside of an organization. 5. Why is quarterly planning important? Being able to correctly transition between long term and short term goals is really important. For example, if a Company has hopes of achieving certain objectives in the next 5 years, we have to understand how each quarter is going to align with those expectations. 6. What is shareholder guidance? This is the management of expectations. Guidance is when you are being transparent about expected results so that you aren’t promising too much or too little. This allows all shareholders to gain trust in your vision as you continue to align where you expect the company to be at certain dates. What Are Good Leadership Qualities The core qualities you want in an executive leader is the ability to demonstrate leadership, communicate a vision, support many disciplines in a business function and be aware of future market conditions. What Are Good Leadership Skills Good leadership skills are the ability to manage a P&L, carryout shareholder guidance, hire teams, influence and manage multiple disciplines within the business. What Are Good Principals For Leadersihp Good principals for leadership are humility, empathy, and drive. Those three core principals can make for a very strong leader. Related Hiring Resources Answering What Is Your Leadership Style? in an Interview Answering What Are Your Leadership Examples? in an Interview Tell Me About A Time When You Demonstrated Leadership Skills Leadership Skills - Definition, Examples

PERFECTION OR PASSION - HOW TO CHOOSE

PERFECTION OR PASSION - HOW TO CHOOSE Does Passion Beat Perfection ? I was once a semifinalist in a moot court competition in law school; a competition for oral advocacy in arguing a case. The journey there was easy for me, because my only goal was to win two rounds  to qualify for the moot court society. Once I did that I was done, everything else was cherries and sprinkles. Does anyone eat sprinkles anymore? I digress. So by the time I got to the semifinals I had already won at least five rounds. That’s a lot of cherries and sprinkles. What! It was all so surreal. It was like watching yourself become a rock star from singing in the shower. Too easy.  For the semifinal it started to hit me that I was pretty awesome, and I just had one more dude to knock off before the grand finale. So I prepared. I practiced. I worked on my presentation to make it flawless. I was going for perfection. And you know what happened? I was perfect. And I lost. The judges gave us feedback on our performance after each round, so I was ready to hear what the numbskulls had to say. Is numbskulls actually a word? My spellcheck didn’t flinch so it must be. Yeesss. Do you know what the numbskulls said? “You were perfect. But kind of too perfect. A bit robotic.” Exsqueezeme? I give up. THERE’S NO SUCH THING AS TOO PERFECT IN AN ORAL ADVOCACY COMPETITION! PERFECTION IS THE GOAL! Idiot. I said all of that in my head. I felt like crying. How could I be penalized, lose to be exact, for being too perfect. That day changed my life. That day I learned that there is a time to be perfect, and there is a time to be passionate. But how to choose? It took a few more years for me to learn that.

Why is My Career Suddenly in a Holding Pattern CareerMetis.com

Why is My Career Suddenly in a Holding Patternâ€" CareerMetis.com A productive career â€" one that steadily advances â€" has a certain signature; it has clarity around the specific position an individual is targeting. And it is time specific; it has a 24-month period to achieve the objective.For example, “I intend to be director of marketing for TELUS by March 1, 2021”is a focused career plan objective which can inform the action plan to actually see it come to fruition.evalWhen this clarity of purpose is missing, the actions individuals take are confused; they are not measured towards a goal and their intentions are often vague and inconsistent.People are busy but they can’t get the meaningful traction they need to make progress.To relentlessly keep moving forward, your career game plan needs to be focused on your desired outcome. It’s the only way your actions will have purpose and can be measured for their effectiveness.You’re not aligned with the strategy of the organizationevalIn a perfect world, every employee in an organization is homomorphically aligned with the game planit has set in motion.Each person delivers results that contribute to moving the organization forward on its chosen path, and behaves in a manner consistent with the values the organization has decided to define how people work together to achieve those results.People who excel in achieving the strategic objectives of the organization typically have a successful career; those who out of alignment with them do not.So if you sense your in the stall mode, check to ensure that your priorities are directly aligned with leadership’s strategic intent. Take the initiative to ask them if you are working on the right projects; revise your work plan accordingly.evalFinally, tell leadership what you’ve done; they will be impressed and you will be climbing again sooner than you think.Your competitive strategy is ineffectiveThe competition for jobs in every organization is more intense than ever before; fewer opportunities and more people hunting for t hose opportunities often results in raging battles to determine the winner.Winners have a specific strategy to compete with the crowd for these limited opportunities. They have perfected their career game planand have created a unique value proposition that separates them from everyone else.Their focus is on being the ONLY one that does what they do; they resist claims like “best” or “better” to describe their capabilities.evalIf your career is stalling, it might be that either you don’t have a personal ONLY statementor you have one that doesn’t work â€" it doesn’t make you standout from others in a way that is relevant to the needs of the organization.Work on your ONLY as your number one priority. Get it right, and use it to answer the tough question “Why should I hire you and not the 100 other people who have applied for this position?”You’re not spending enough time with your mentorsIn times of uncertainty and change it is critical to stay close to people who have been through it before; people you trust and whose advice and guidance you listen to.Successful careers are built on the back of a stable of mentorswho help mitigate the risks and obstacles people face.A symptom of tour career slowdown could be the amount of time you are spending with your mentors.When the rate of change around you is extreme, it is essential you are constantly with them.They need to hear the latest version of your career plan, the competition you face and the setbacks you have experienced. Ask for their comments and insights on actions you could take.Check your calendar. If you are not setting time aside to meet a mentor at least once a week, get on it and book some appointments for the next 3 months.Your network is out of dateData is important; information is power and advantage. And information enables speed. In fact whoever possesses the most reliable information is in the best position to outdo everyone around them â€" they do the right thing quicker. And success usually follows.evalWhere does information originate? People own the information that is critically important to the first mover in the career market.Someone knows someone and something that you can use to advance your agenda.If you’re in a holding pattern, perhaps your network is failing you and it needs to be refreshed.Inventory your connections:Do you have people connected with areas critical to your career plan? How many of your LinkedIn connections actually relate to your target position?Are they acquaintances or proven advocates? How many of them called you and referred you to others?Have they told you anything interesting lately?Purge your list down to the critical few people who can actually provide you with the information that could help you and who are willing to do so. And add to the list if you have voids.If your career has taken a time out, chances are you’ve not been paying attention to thevital factors that govern its success.evalBe attentive to what youâ €™ve just read and you’ll be going vertical again soon.

How To Use Twitter In Your Job Search

How To Use Twitter In Your Job Search How To Use Twitter In Your Job Search I meet people who are looking for a job all the time. When I ask if they are on Twitter most of them say, “No, Twitter is not for me.” Why not? If you’re looking for a job you should be using Twitter. It’s a great way to learn about the job-search process (think Twitter chats) and connect with new people. You may even find a job. And, at least for right now, it’s free. So where should you start? It’s easy. Just go to  Twitter  and create your profile. Be sure to think carefully about the handle you choose â€" that’s how people will know you in the Twitter universe. As with your email address, it’s a good idea to avoid names like @luckylady or @tigerguy. When you visit Twitter.com you’ll see there is a search feature at the top of the main page to help you find people to follow. You can look for people you know and search by your interests.   If you’re looking for a job you should search for recruiters. There are hundreds, if not thousands, of them on Twitter. Many employers are on Twitter too. Some have company recruiters Tweeting jobs and actively engaging with potential candidates. Be creative. You may be surprised at who you’ll find. Another way to find people on Twitter is to Google them. For example, if you Google “Annette Richmond on Twitter” you’ll come up with a several Annette Richmond’s with different handles. Mine is @careerintell Once you’re following a bunch of people you’ll need a dashboard like  HootSuite. While HootSuite is one of the most popular there are many others available as well. A dashboard allows you to use Twitter in a “grid” format which will help you organize who and what you’re following. For example as the people you follow increases you may want to organize them into  lists. You can create a list for anything that interests you. You might want to follow a list of recruiters or a list of companies you want to learn more about. You can use each “grid” on your dashboard to follow a different group of people. Dashboards are also helpful when you want to follow particular  hashtags  which mark certain keywords in tweets. Hashtags are simply the number sign (#) followed by a word or phrase like #career or #jobsearch. If you’re looking for a new job you might want to follow the hashtags like  #jobsearch or #jobs. Many TV shows post their hashtags on the screen during the broadcast so fans can follow tweets related to the show. You can also set up “grids” on your dashboard to follow hashtags that interest you as well. One of the best ways to learn and connect with career professionals like recruiters, coaches, and even company representatives is via Twitter chats. While you can use dashboards like HootSuite to participate it’s much easier to use a something made just for chats like  TweetChat. If you decide to use TweetChat, you simply sign in through your Twitter account and then enter the hashtag of the chat you want to follow. You’ll see a stream of posts with that hashtag. Those are the people taking part in that chat. The bonus is that TweetChat will add the hashtag each time you post a tweet. This is helpful because if you don’t add the hashtag no one participating in the chat will see  your posts.  If you’d like to learn but aren’t ready to jump in right away it’s perfectly acceptable to “lurk” until you’re comfortable joining the conversation. There are hundreds of chats on Twitter every week. There are dozens of chats focused on career-related topics alone. Many specifically designed to help job seekers. My favorite is Open Mic Chat or #OMCchat which is hosted by some knowledgeable folks and runs from noon 1pm every Friday. While you may think Twitter is not for you â€" if you’re looking for a new opportunity you need to be part of the conversation. Start off by following a few people and companies who interest you. When you’re ready begin participating in chats. It’s one of the few job search tools that allows you to interact directly with recruiters and your target employers. And it’s free. Sign up for an account today. There’s an entire world of information and potential connections just waiting.

Locally Owned Local Resume Writing Companies

Locally Owned Local Resume Writing CompaniesMany local resume writing companies offer the same types of services. Because you do not want to compete with their prices, you should ask for a price that is below market. In fact, you can be competitive if you keep some basic differences in mind.The first thing that you need to consider is to find the right professional resume writer. You should not have to pay for a resume writer but you should be able to trust him or her to get you a resume that is tailor-made for your business and will make you stand out from the rest. Some local resume writing companies hire people to do the job for them. This may be cheaper but you can be sure that the person writing your resume will not be as good as you are when it comes to coming up with keywords and resume formats.When looking for a resume writer, consider their previous writing experiences. Ask how many resumes they have handled and if they can give you a sample. A good resume writer will do som e work for free before writing one of your resumes. This way, you can be sure that you will get a quality resume.The resume writer should have your information organized in such a way that your chronological history makes sense. The resume should include all of your professional achievements as well as all the tasks that you completed in the past. A good resume writer should be able to show you where you excelled and where you made mistakes so that you do not make the same mistake again.Grammar and spelling must be correct for your resume to look impressive. You should know the rules and regulations for submitting a resume so that you can make sure that your resume is used to its full potential. Good local resume writing companies will have different programs in place for this purpose so that you can be sure that you can get a quality resume without any problem.A resume should be able to speak for itself. You do not need someone else to tell you why you are the best candidate for th e job. You can ask for samples of some of the resumes that the writers have written and also the feedback that the writers are receiving from the clients so that you can be sure that your local resume writing company is good at what they do.The last thing that you need to keep in mind when hiring local resume writing companies is the expertise of the person who is going to write your resume. If you are confident that he or she knows what he or she is doing, you can be sure that your resume will be used to its maximum potential. If you have a lot of work that you want to express, it is important that you do not send out hundreds of resumes to be read by hundreds of job seekers. A local resume writing company can do this job for you.The final part of your search for a local resume writer is to determine whether or not the local resume writer knows how to target his or her customer properly. Once you know this, you can be sure that you will not be paying a large sum of money for a resu me that was written poorly.