DiversityInc - January/February 2008

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editor’s letter
Real-world career
advice for your
kids — and you

I’ve taught a journalism class to college juniors and seniors for more than 10 years and always include serious career advice as part of the program. I’ll freely admit my style of career advice is blunt and practical—I want them to get jobs, not feel all warm and fuzzy.

So I tell them, with no holds barred, to skip the sweet philosophical statement at the top of their résumés about what they hope a job will do for them (“learn ways to create a place of significance for myself on this planet and in your company”). Instead, they should use the résumé to show what skills they have that will help the company reach its business goals. I tell them to get right to the point and never put their résumé in strict chronological order. Hiring managers will hit “delete” way before getting past the summers spent folding sweaters at the Gap or walking dogs for the pet-sitting service. I tell them to only include what’s relevant and important for this job, and to tailor each résumé and cover letter to the company and position at hand.

That means doing homework. If a person applies to work at DiversityInc for an editorial job, for example, he or she better have read DiversityInc beforehand and know what it’s about. If the goal is to work for Verizon, do significant research about what’s important at the company and how to help. For example, from reading this

publication and others, the young graduate might learn that Verizon has been aggressively trying to increase its share of the Latino market. Emphasizing in the cover letter and the résumé the applicant’s experience working in Latino community groups and, therefore, understanding what motivates Latino customers would be a big plus in getting a job there.

I have them send me copies of their résumés and cover letters for critiquing. If there’s a typo or (worst offense) they get the hiring manager’s name wrong, my reaction isn’t pretty. Having recently tossed résumés sent to me addressed to Barbara Finkle and Bob Frankel (that’s my brother and he isn’t in this business), I can assure you that’s automatic grounds for looking no further, even if the applicant appears to have great credentials.

You’ll find a lot of practical and valuable career advice in this issue of the magazine and on DiversityInc.com, both for young people looking for their first job and for more seasoned professionals wanting a promotion or a move to another company. We can help your kids—and you—make the best possible impression.