The Army Civilian Personnel Online application is the last Resumix keyword automated system available to federal jobseekers. The Navy and US Marine Corps have already moved from Resumix to USA Staffing, which is a combination of USAJOBS for resume submission and ApplicationManager.gov for questionnaire submission.

OFFICIAL NOTICE from the Army Civilian Resume Builder & ANSWER website:

ATTENTION APPLICANTS: The Army will complete its transition to the DoD Enterprise Recruitment Tool (USA Staffing) effective, 1 May 2012. USA Staffing will be the single hiring process and tool used by all DoD components. Effective, 31 May 2012, the Army Resume Builder will no longer be available. Resumes cannot be electronically transferred to USAJOBS/Application Manager. Applicants must manually extract their resume data prior to the system going off-line. Applicants are encouraged to pre-position their resume into USAJOBS to apply for Army positions. Applicants will be able to view the status of self-nominations from the old system via USAJOBS – My Account – Application Status.

Below is a summary of the major differences between CPOL and USAJOBS for your consideration when revising your resume and applying for civilian Army jobs through USAJOBS.

The Differences Between CPOL and USA Staffing

Application Process

CPOL: Resume Only + Self-Nomination + Documents. The CPOL Resume Builder was liked by many federal jobseekers. It is and has been the easiest and fastest way to apply for a federal job, requiring only a resume, documents, and self-nomination form.

USA Staffing: USAJOBS Resume Builder + Application Manager Questionnaire + Documents (including optional cover letter). The self-assessment questionnaire was originally designed and developed by Bryan Hochstein, Founder of QuickHire, and is now the “valid, reliable assessment tool” that President Obama wrote about in his Hiring Reform Executive Order. The questionnaire questions will be all new for civilian Army applicants. Allow extra time to get used to the questionnaire; there could be between 15 and 60 questions per application. In addition, submitting resumes in USAJOBS will take longer than in CPOL, because one size does not fit all in USAJOBS. Applicants must be careful to ensure that resumes meet the requirements specified in EACH vacancy announcement and tailor the resume to demonstrate the necessary expertise to perform the specific duties of that job.

Resume Selection

CPOL: CPOL is a Resumix system in which the HR specialist and hiring supervisor would agree on 5 to 7 keywords, and resumes are electronically searched for these keywords to identify the candidates meeting the minimum qualifications for referral. Therefore, the first cut is done with an automatic keyword search.

USA Staffing: The biggest myth in federal job search is that people think that the resumes in USAJOBS are read by an automated system for keywords. USAJOBS is NOT a Resumix or automated keyword resume review system. This is a human system, where the keywords are important for the resume for the human HR specialists and the supervisors to read, but there will not be automated keyword searches. In USA Staffing, the first cut is made by questionnaire scores. Give yourself all the credit that you can on the questionnaire. Your questionnaire score is added to your resume score (as determined by an HR specialist), and the combined total score will determine if you are Minimally Qualified, Qualified, or Best Qualified.

Getting Set Up

CPOL: Only one username, password, and profile are required.

USA Staffing: Both USAJOBS and Application Manager require a user name, password, and profile to be set up separately for each system. Once they are set up, you will need to remember/record your user names, passwords, and secret questions.

Vacancy Announcements

CPOL: Vacancy announcements are similar in structure to the new USAJOBS vacancy announcements, but shorter in length and in general with fewer requirements detailed for applications.

USA Staffing: Vacancy announcements are specific for a particular position or positions. The announcements include longer descriptions of duties; Knowledge, Skills and Abilities; specialized experience; and questionnaires.

Character Counts

CPOL: You are limited to 12,000 characters for all of your Work Experiences combined. The preferred resume length is 3 pages.

USA Staffing: In USAJOBS, you can write up to 5,000 characters in length (including spaces) for EACH of your Work Experience job blocks. The USAJOBS resume can be longer, and the preferred resume length is 4-5 pages.

Resume Format

CPOL: Big Block format is the typical format in order to fit all of the necessary content into the 12,000 character allowance.

USA Staffing: Now you can write 5,000 characters for each position, and there is ample space to improve your resume’s readability for the HR specialists, which is very important. We recommend small paragraphs focusing on specific skills with accomplishments included. The KSAs in the announcement should also be covered in the resume. Keywords are still critical for the human resources specialist readers.

Final Note

Good luck with adjusting to the new format, and be sure to move your resume from the CPOL Resume Builder to USAJOBS.gov Resume Builder before May 31st!

Go to: https://resumebuilder.cpol.army.mil/resumebuilder/builder/index.jsp

Then search for army jobs at: http://www.armycivilianservice.com/

The state of Maryland has been getting ready. Due to Base Realignment and Closure (BRAC) decisions made in 2005, Maryland expects to receive about 20,000 direct federal jobs. Huge reorganizations of military bases and DOD agencies have slated thousands of additional jobs for the US Army’s Aberdeen Proving Grounds and Fort Meade. The state’s Department of Labor, wanted to improve the success of federal job seekers moving through his One Stop employment centers. Now Md. State and DC employment counselors have received intensive training in the federal job search.

“Applying to work for the federal government is different than in the private sector and much more mysterious for most people,” noted Kathryn Troutman, who is leading the Federal Career Training Institute team doing the training.

Applying for federal jobs has always been complicated. Back in 2002, Troutman recognized the need for special in-depth certifications in federal job training and coaching … coincidentally while doing a one-day training with job counselors in Maryland. The counselors told her they were intimidated by the federal hiring process and tended to avoid it. This conversation a decade ago inspired Troutman to establish her dual track Certified Federal Job Search Trainer™ and Federal Career Coach™ Certifications. The specifics of federal job counseling for veterans are part of the certifications and Maryland training. With the drawbacks in Iraq and Afghanistan, One Stop counselors need to be especially prepared to help ex-military with federal employment. Since federal job titles are different, counselors need to be trained on how to match past experience with the right positions.

In all, 35 “One Stop” employment counselors from Maryland and five from DC completed the major portion of the federal jobs training earlier this year. This means that there is now one Federal Career Navigator for each One Stop office in the state of Maryland. The 2-1/2 day training was done in two groups of 20. The One Stop counselors will all also attend a one-day follow-up session to address any challenges and remaining questions.

Three Federal Career Training Institute trainers lead the two groups through a comprehensive back-grounding in federal employment:

Day 1: Troutman’s 10 Steps to a Federal Job™ approach to applying for federal jobs

Day 2: A federal HR primer, including “special populations” hiring programs (veterans, military spouses, the disabled, etc.)

Day 3: Coaching Practice, including assessment of job applicant skills, figuring out what the jobseeker’s objectives are, determining the skills called for in a job announcement, and counseling on improving the resume and writing it toward a particular position.

Incorporated within the training was also coverage of Troutman’s outline resume-writing technique, a format which has been well received by federal HR. “A major problem with the earlier job campaigns in Maryland was certainly the resumes,” Troutman explained. “Federal resumes require a special format, which is three to four pages on average. Accomplishments need to be emphasized, rather than past duties. Keywords are important. A general resume won’t do.” She said that, for veterans, writing the federal resume can be especially challenging since many have never had to write one before.

Troutman’s federal job certifications are turnkey programs, which means everything is supplied. The Maryland students received six books, including The Federal Resume Guidebook, 5^th edition and books geared toward veterans, students and senior executives. They also were given a Powerpoint of Ten Steps training that can be presented to jobseekers. The very hands-on course was taught at the computer. The certification lasts for two years.

Troutman sees the training of One Stop counselors in Maryland as a model for One Stop centers in other states, especially areas with a high concentration of federal jobs or BRAC opportunities.

“The training demystifies the federal application process,” said Troutman. “After the three days, the counselors feel confidant that they understand the federal system, and can advise applicants on federal jobs that best match their skill set. It’s so important that federal resumes be targeted toward a specific federal job, and we emphasize this throughout the entire three days.”

Now in their tenth year, Troutman’s Federal Job Search Trainer™ and Federal Career Coach™ certifications are the first and only certification programs on the federal job search. The programs are pre-approved to fulfill 24 continuing education hours for the Center of Credentialing and Education’s Global Career Development Facilitator certification. For more information on Troutman’s certification programs and other federal career services, go to www.fedjobtraining.com. ]]> http://www.resume-place.com/2012/03/maryland-one-stop-counselors-get-brac-ready/feed/ 0 http://www.resume-place.com/2012/03/ten-steps-to-a-federal-job/ http://www.resume-place.com/2012/03/ten-steps-to-a-federal-job/#comments Sat, 17 Mar 2012 14:25:54 +0000 Kathryn Troutman http://www.resume-place.com/?p=14495

A Successful Campaign Strategy for a Federal Job

Be aware that the federal job search and resume is very different from that of the private industry. Sign up for our renowned one-day “Ten Steps” class at the Federal Career Training Institute in Gaithersburg, MD – Next class – April 27th! Follow these 10 Steps to make your government job search more manageable and ultimately land a job with Uncle Sam:

• Step 1: Network
• Step 2: Become Familiar with the Hiring Process
• Step 3: Look for Openings on USAJOBS.gov
• Step 4: Assess Your Soft Skills (Core Competencies)
• Step 5: Analyze Keywords in Announcements
• Step 6: Create Your Federal Resume – Preferably in the Outline Format – Read More Here
• Step 7: Write Your KSAs and Essays for Questionnaires
• Step 8: Apply for Jobs
• Step 9: Follow Up on Your Application
• Step 10: Interview for the Job

The 2nd Edition of the Student’s Federal Career Guide includes special insight and education for veterans who are returning to college with the Montgomery GI Bill. There are 3 samples of veterans who are returning to college to enhance their careers after college. The Ten Steps are a highly successful strategy for federal job and internship search.

Step 1. Networking The Veterans Recruitment Act (VRA) offers special hiring programs for retiring and separating military (disabled or non-disabled). The best opportunity for a direct hire is a military job fair. You must be well-prepared with an internship or USAJOBS resume, like the samples in this book.

Step 2. Find Your Agency and Job Title When choosing your agency and job title, veterans can use the various military skills translators to determine how you can translate your military positions and experience into job title for government or private industry. You will need to blend the titles of your matching positions from your recent military career, plus your college major and determine what federal job titles will be right for you.

Step 3. Programs for Students PATHWAYS – NEW and investigate various opportunities and programs for veterans students to obtain internships or apprenticeships, such as the Wounded Warrior Programs and Internships and Apprenticeships.

Step 4. Finding The Right Positions For You Many student veterans apply for internships or positions with military services as a civilian or with Department of Defense agencies in order to continue a military- or defense-focused career path. Alternatively, if you are seeking a position outside of DOD or the military, then you will look at other agencies where you can use your skills and college education.

Step 5. Analyzing Federal Jobs For You As a veteran applying for a federal job, you are eligible to receive 5 points for your military service or 10 points if you are a disabled veteran with 10% disability or more. However, in order to receive the extra points on your application, you MUST show that you are Minimally Qualified for that position. Read the vacancy announcements carefully to make sure that you have the education, qualifications, and specialized experience for the position.

Step 6. Federal Resume Writing See the resume sample for Jeremy Denton, a USMC E-5 Helicopter Crew Chief. He will apply for a management Analyst, GS-7 position with a new BS degree in Public Policy. The work experience focuses on transferable skills and the degree emphasizes knowledge of policy and government.

Step 7. KSAs, Questionnaires and Cover Letters Check out the resume sample for Brandon Billings which demonstrates KSAs in the Work Experience section of the resume with keywords and description from a career as E-5, USCG in Maritime Security, Law Enforcement, Investigation and Communication.

Step 8. Apply for Federal Jobs Make sure you know what documentation you need to submit to document your military career. Submit these documents into USAJOBS as early in the application process as you can. All veterans are required to submit a DD Form 214, Military Discharge (Member Copy 4). Veterans claiming 10 Point Preference are also required to submit a completed SF-15 and, supporting documents outlined on the SF-15.

Step 9. Track and Follow-up If you write to a human resources specialist by email, be sure to add to the subject line that you are a veteran (5- or 10-point veteran), along with your name. It could help with responses to your email and the understanding of your hiring programs.

Step 10. Interview for a Federal Job In order to prepare for a behavior-based interview, write about your military leadership, teamwork, training, critical thinking, and your accomplishments ahead of time. Make sure they are relevant for the agency’s mission, the position knowledge, skills and abilities, and that demonstrate your dedication to achieving your past and future objectives.

Another great resource for Veteran Federal Resumes: Military to Federal Career Guide, 2nd Ed., and Cd-ROM. Also available as an eBook. Order and receive copies of your sample veteran resumes right away.

Which employees can start planning to apply for SES?

Federal employees eligible to apply for the government’s SES-track Career Development Programs (CPDs) come from the manager and senior technical levels: GS-14 and 15. Others with a five-year plan of their own could begin around GS-12/13.

The best advice to all potential SES applicants is to start writing the Executive Core Qualifications (ECQs) right away.

The Executive Core Qualifications (ECQs) are OPM’s tool for assessing whether you have demonstrated the levels of leadership necessary to join the SES to be accepted into an SES Career Development Program.

If you start writing your ECQs now, you can also use this as an important self-assessment tool. “This way, you can begin to look at what’s missing according to the Office of Personnel Management’s required 28 leadership competencies,” advised Diane Hudson Burns, co-author, The New SES Application.

The practical reason for this self-assessment is that you’re going to have to prove your SES worthiness with specified types of real-life examples. If you are lacking some of the real-life examples, then you need to fill in the gaps over the next several years by seeking career opportunities to help you achieve your goal. This exercise will literally help you plan your climb.

The ECQs are your Past Performance.

ECQs are broken into 5 separate leadership competencies (see the list below). You need to write two examples for each of the ECQs from your past work experience which show that you already demonstrate a particular leadership competency. If you have managed a program, changed an organization, lead staff through difficult times, worked through a changing budget, or developed a new partnership, then you have some excellent accomplishments to start writing your ECQs. Consider these ECQ descriptions and questions to help you prepare to write your ECQs:

• ECQ #1 – Leading Change: This competency is about leading change, not just implementing change. It demonstrates creativity and strategic thinking. Ask yourself, “When did I lead change? Why was change needed? What was my role in the change?” Remember, this is not about what your department did, but what you did to lead change.
• ECQ #2 – Leading People: The second ECQ centers on the ability to lead people toward meeting the organization’s vision. Your example might address conflict management, leveraging diversity, or implementing career development. Ask yourself, “Who did I lead? What was going on with them? What were the challenges of their jobs?”
• ECQ #3 – Results Driven: The third ECQ relates to action, staying on task, following up, and being driven by the desired results. Top leaders are very results driven, like Giuliani was as New York’s mayor.
• ECQ #4 – Business Acumen: To tackle this qualification, you need three “hats” – leading finances, human capital, and technology. This can be the toughest ECQ. Government people tend to think about programs and policies, rather than business. But think of contracts, procurements and budgets for finance, restructuring, recruitment and training for people, and security, IT security and automation for technology.
• ECQ #5 – Building Coalitions: The fifth ECQ is about partnering, political savvy, influencing and negotiating. Ask yourself, “How well do I partner with other organizations to achieve goals? How well do I communicate with them? How well do I work with others?”

Writing your ECQs is like writing your own executive leadership book about what you have accomplished. It’s an important exercise that can result in increased confidence in your achievements and an impressive resume. The ECQs are also important talking points for your next behavior-based interview.  For instance: What is your best accomplishment for 2011? Write it down and share it with your best friend or co-worker!

– Kathryn Troutman and Diane Hudson Burn’s book The New SES Application is the latest publication from the award-winning Federal Career Publishers.

Troutman views many of the Presidential initiatives as having a positive long-term impact on America’s job outlook and on job seekers through improved educational programs. For current job seekers, Troutman continues to encourage the following activities to support your job search:

“The initiatives described in the State of the Union may or may not be offering you real jobs today.  The job sectors that may be affected are: manufacturing, exporting goods, infrastructure-related construction, clean energy, teaching, training, and government.  Some of these positions will require additional specialized training, and it is important that you continue to monitor public (and private) initiatives if you plan to position yourself to be marketable in the upcoming years.

“Keep track of these initiatives; listen to the news, monitor the President’s weekly radio talks, and follow the legislation to see if these initiatives are moved forward. For instance, if you need re-training, you can listen to see whether the re-employment programs are expanded to include specialized business training programs in community colleges. Or, if you are an entrepreneur or small business owner, you can look for opportunities that may develop to get more financial support from banks.”

Obama’s 2012 Jobs Plan

1. Bring Manufacturing Back to the U.S.

“Stop rewarding businesses that
 ship jobs overseas, and start rewarding companies that create jobs
 right here in America.”

“If you’re a business that wants to
 outsource jobs, you shouldn’t get a tax deduction for doing it.”

“If you’re an American manufacturer, you should get a bigger tax
cut. If you’re a high-tech manufacturer, we should double the tax
 deduction you get for making products here. And if you want to
 relocate in a community that was hit hard when a factory left town,
 you should get help financing a new plant, equipment, or training for
 new workers.”

2. Increase U.S. Exports

“[I will create] a Trade Enforcement Unit that
 will be charged with investigating unfair trade practices in countries 
like China.”

“Make
 sure that no foreign company has an advantage over American 
manufacturing when it comes to accessing finance or new markets.”

3. Improve Training Programs

“Cut through the maze of confusing training programs.”

“Turn our unemployment system into a reemployment system that 
puts people to work.”

“Join me in a national commitment to train two million
 Americans with skills that will lead directly to a job. My 
Administration has already lined up more companies that want to help.
Model partnerships between businesses like Siemens and community 
colleges in places like Charlotte, Orlando, and Louisville are up and
 running. Now you need to give more community colleges the resources 
they need to become community career centers – places that teach 
people skills that local businesses are looking for right now, from
 data management to high-tech manufacturing.”

4. Improve Education System

“Offer schools a deal. Give them the resources to keep good
 teachers on the job, and reward the best ones. In return, grant 
schools flexibility: To teach with creativity and passion; to stop 
teaching to the test; and to replace teachers who just aren’t helping 
kids learn.”

5. Make Higher Education Affordable

Currently “…Americans owe more in tuition debt than 
credit card debt.”

“Higher 
education can’t be a luxury – it’s an economic imperative that every
 family in America should be able to afford.”

“Extend the tuition tax credit we
 started that saves middle-class families thousands of dollars.”

“Give more young people the chance to earn their way through college by
 doubling the number of work-study jobs in the next five years.”

“States also need to do their part, by making higher education a higher
 priority in their budgets.”

“Colleges and universities have to do
 their part by working to keep costs down[, such as] … re-design courses to help students finish more quickly … [and] … use
 better technology.”

6. Retain Skilled International Students Educated in the U.S.

“Hundreds of thousands of talented, 
hardworking students in this country … aren’t yet American citizens.”

“As soon as they get 
their degree, we send them home to invent new products and create new 
jobs somewhere else.”

“We should be working on 
comprehensive immigration reform right now. But if election-year
 politics keeps Congress from acting on a comprehensive plan, let’s at 
least agree to stop expelling responsible young people who want to
 staff our labs, start new businesses, and defend this country.”

7. Promote Entrepreneurism

“Most new 
jobs are created in start-ups and small businesses.”

“Tear down regulations that prevent 
aspiring entrepreneurs from getting the financing to grow.”

“Expand tax
 relief to small businesses that are raising wages and creating good 
jobs.”

8. Support Innovation and Basic Research

“Support the same kind of 
research and innovation that led to the computer chip and the 
Internet; to new American jobs and new American industries.”

“Don’t gut these investments in our budget.”

9. Bolster Clean Energy Programs

“Nowhere is the promise of innovation greater than in American-made
 energy.”

“I’m directing my
Administration to open more than 75 percent of our potential offshore 
oil and gas resources.”

“With only 2 percent of the world’s oil reserves, oil isn’t enough.”

“We 
have subsidized oil companies for a century. That’s long enough.
 It’s time to end the taxpayer giveaways to an industry that’s rarely
 been more profitable, and double-down on a clean energy industry 
that’s never been more promising. Pass clean energy tax credits and
 create these jobs.”

“We have a supply of natural gas that can last 100 years.”

“Experts believe this will support more 
than 600,000 jobs by the end of the decade.”

“The development of natural gas will create jobs and power trucks and
 factories that are cleaner and cheaper.”

“Because of federal investments, renewable energy use has nearly 
doubled. And thousands of Americans have jobs because of it.”

“I’m directing my Administration to allow the development of
 clean energy on enough public land to power three million homes.”

“Help manufacturers eliminate energy waste in
 their factories and give businesses incentives to upgrade their 
buildings. Their energy bills will be $100 billion lower over the 
next decade, and America will have less pollution, more manufacturing,
 and more jobs for construction workers who need them.”

10. Repair America’s Infrastructure.

“There’s never been a better time to build, especially since the 
construction industry was one of the hardest-hit when the housing 
bubble burst.”

“In the next few weeks, I will sign an Executive Order clearing away 
the red tape that slows down too many construction projects. But you 
need to fund these projects. Take the money we’re no longer spending 
at war, use half of it to pay down our debt, and use the rest to do 
some nation-building right here at home.”

11. Assist Returning Veterans

“We are providing new tax
 credits to companies that hire vets. Michelle and Jill Biden have
 worked with American businesses to secure a pledge of 135,000 jobs for 
veterans and their families.”

“I’m proposing a Veterans
 Job Corps that will help our communities hire veterans as cops and
 firefighters, so that America is as strong as those who defend her.”

The new top 10 includes the most common problems we have seen in working with our clients this past year with writing a federal resume that will get an applicant Best Qualified, Referred, and Interviewed. These tips are based on federal resume writing classes taught at more than 30 federal agencies in 2011 with varied occupational series specializations, missions, and grade levels.

The work experience section is the most important section of your federal resume, and the hardest part to write. If you correct these common pitfalls in your resume, your chances of getting Referred and selected for an interview will dramatically increase. Try it and let me know what happens. Write me at kathryn@resume-place.com.

Problem # 1: Big Block Paragraphs

One of the biggest problems I saw in 2011 with client federal resumes was the use of a Resumix format that I call the “Big Block.” The original instructions for Resumix, which is now nearly gone, said to write as much as possible, use as many keywords as possible from an occupational series or vacancy announcement, and fill in all of the character space allowed. It was a common myth that you had to write it in one paragraph.

The big block legacy lives on today. The format that I saw most often this past year in my federal resume writing class for federal employees was one huge paragraph for the work experience section of the resume.

THE FIX: Instead of one big paragraph, create 5 to 7 paragraphs that are 5 to 10 lines long. Each paragraph should feature one skill set or one accomplishment. This format will be more successful and more readable for someone in human resources (HR) who could be reading from 30 to 500 resumes.

Problem # 2: Weak Presentation of Your Accomplishments

In many resumes that I have reviewed, accomplishments are often either not included or blended in the middle of a paragraph that could be up to 100 lines or more. The HR specialist or the hiring manager will not be able to determine what you have achieved for your current agency.

THE FIX: Tell a good story about your accomplishment! With the stiff competition for today’s federal positions, it’s important that the accomplishments stand out in separate paragraphs so that they are readable and engaging. Your goal is to get the interview. It’s time to let the hiring manager know that you could be a valuable asset to the new organization as a result of your past performance.

Problem # 3: Lack of Proof

Most vacancy announcements now include a self-assessment questionnaire where you score your skill level. Did you know that you must also back up your questionnaire answers with proof in your resume? We often find this connection between the questionnaire and the work experience section missing. If your questionnaire is scored at the perfect level, then the resume MUST ALSO match those levels. The HR specialist will compare your answers to your resume, and they do have the authority to reduce your score if your resume does not demonstrate the level of expertise that you are stating in your questionnaire.

THE FIX: After you have completed the questionnaire for an application, make sure you go back through your work experience section and check that your work experience section provides adequate proof for your questionnaire answers.

Problem #4: Keywords Are Missing

The busy HR specialist will be looking for keywords from the announcement. If they receive 500 resumes, they will focus their search on specific skills. Many applicants use the same resume to apply for a variety of job announcements, and these applicants will not be recognized as having the specific set of skills needed for a position.

THE FIX: Make sure your resume is updated to match each announcement. Analyze each vacancy announcement for keywords by looking for 5 to 10 words that are repeated throughout the announcement. I know this takes time, but with a little practice you will be able to analyze an announcement and add the keywords into your resume in about half an hour.

Problem # 5: Not Taking KSAs Seriously

It is well known that the KSA narratives were eliminated in November 2010 with Hiring Reform. But the reality is that you are not completely off the hook with KSA writing. KSAs are frequently still listed in the vacancy announcement. They are there so that you will know what Knowledge, Skills, and Abilities are required for the position. They are also most often covered in the questionnaire. Most resumes that we review do not include accomplishments that speak to the KSAs in the announcement.

THE FIX: If you want to prove that you have a certain Knowledge, Skill, or Ability, you will need to add an achievement that proves you have that experience. Write examples of accomplishments or write statements that clearly demonstrate that you have the KSAs for the position. Including these accomplishment statements within the text of your resume.

Problem # 6: Resumes That Are Too Long

USAJOBS resume builder has no limit for length. You could actually put a 20-page resume in the builder, and we have seen people try to do just this. It’s important that you TRY to limit your writing to a range of about 5 to 7 pages, even if your career is long and accomplished. Hiring officials will focus on the most recent 5 years of your career. They will also read and consider up to the last 10 years of work experience. Prior to 10 years, they will scan quickly.

THE FIX: The USAJOBS builder does not automatically optimize the space of your resume content, so your resume could print out longer than you expect. Print our your current resume to see how long it is, and adjust it accordingly.

Problem # 7: The USAJOBS Upload Resume Feature

The upload resume feature seems to work well for vacancy announcements where the questionnaire managed by applicationmanager.gov

PROS: The resume that you upload can be formatted for plain paper reading. You can use bold type, centering, indentations, and other helpful styling techniques.

CONS: If the announcement is posted by NASA, DHS, or other agencies not using applicationmanager.gov, the integration between the resume and the questionnaire may not be perfect.

THE FIX: I am starting to use the Upload resume feature, but when I do, I ensure that I include the critical compliance information, such as: month and year, hours per week; supervisor name; supervisor phone; salary; full address and location of the employer for each position for 10 years.

Problem # 8: Too Many Words Spent on Irrelevant Jobs

Sometimes employees get into a job that is not great. Or you may have a job in the past that simply has nothing to do with the position for which you are applying. I have seen resumes that spend too much time describing the jobs that I would basically call irrelevant.

THE FIX: What should you do? You can keep the job(s) on the resume; just keep the description short. You can write about any transferrable skills that will be helpful for your preferred career, but don’t dwell on unnecessary details.

Problem # 9: One Year Specialized Experience Is Not Taken Seriously Enough

The One Year Specialized Experience is a deal breaker for your application. This is a very simple, but sometimes overlooked, requirement. One of the very first sections I look at in the vacancy announcement is the qualifications section and the One Year Specialized Experience.

THE FIX: Ask yourself, “What is the best position in my experience that supports the One Year Specialized Experience requirement?”  I hope you have an answer to that question from the last 5 years of your work experience; if necessary, you can go out to 10 years. At the Resume Place, we make it a priority to feature the One Year Specialized Experience in a resume with accomplishments that prove the level of that experience.

Problem # 10: Not Getting Selected for an Interview

I realize that this problem isn’t really a specific problem with your resume. However, the current reality is that many current federal employees can get Best Qualified and even Referred, but they don’t get selected for an interview. If you have personally experienced this, then take it to be an indicator that there IS something in your resume that could use adjusting.

THE FIX: Get to the bottom of it! Carefully review your resume again, using this top 10 list and the top 10 list of 2011. If you still cannot determine where your resume needs strengthening, consider getting some professional eyes to help you look over your resume for its weaknesses.

Wishing you the best for your federal job search in 2012!

Do you know the top three new year’s resolutions for Americans in 2012?

#1 Lose Weight

#2 Reduce Stress

#3 Financial Management

The same three resolutions are also critical for success in your federal job search. Let me show you how:

#1 Lose Weight

Make Your Resume Lean AND Mean!

Every day, we see federal resumes that are 10 pages or more in length and STILL do not clearly hit the important information critical to a successful resume. Trim your resume down by cutting out the irrelevant information. Then make your resume mean: flex your best muscles by focusing your resume on what the hiring officials are actually seeking in a potential applicant: your accomplishments and specialized experience. Your resume should be 5 to 7 pages in (printed) length and targeted for EACH vacancy announcement for which you are applying.

#2 Reduce Stress

Knowledge is power.

Doing something over and over with little result is stressful, especially when it comes to job hunting and if you are not currently employed. Repeated application failure and financial pressure can easily wear down even the strongest person. Is all that stress really necessary? To reduce your job search stress, take the guesswork out and take real control of your federal job search. Make sure you have the right resume, the right strategy, and that you are applying for the right jobs. With today’s stiff competition for the federal jobs, anything less will likely not be successful.

#3 Financial Management

Time is money.

Do you really to want to spend this upcoming year applying unsuccessfully for federal jobs? Doesn’t that mean a potential huge loss of income, benefits, and retirement savings? Many people view the price of getting professional help with their resume as expensive, but we also think that NOT getting professional help with your resume has some serious financial costs.

Get Help With Your New Years Resolutions!

To get your 2012 federal career search off to the right start, we’ve added some important bonuses to our specially-priced resume packages. You will not only get a polished professional federal resume and cover letter, you will also be armed with critical information you need to navigate the process of getting your federal resume and cover letter submitted and noticed.

This month, order one of our popular packages, and you will receive:

FREE BONUS #1: One of Our Hot Books!

We publish award-winning and best-selling titles on federal job search tailored to different federal jobseekers.When you are contacted by our office regarding your project, just let us know which one of these titles you would like us to ship to you:

• Ten Steps to a Federal Job, 3rd Edition
  For applicants from private industry
• Federal Resume Guidebook, 5th Edition
  For current federal government employees looking to land their next position
• Military to Federal Career Guide, 2nd Edition
  For military / veteran applicants
• The Student’s Federal Career Guide, 2nd Edition
  Ground-breaking guide for students and graduates
• The New SES Application
  For potential SES applicants. Get this book if you are thinking about applying for SES In the next five years.

FREE BONUS #2: USAJOBS 3.0 Webinar

Get the latest information about USAJOBS 3.0 from Kathryn Troutman, the federal resume guru, in the convenience of your own home or office! When you are contacted by our office regarding your project, let us know which session you would like to attend, and we will send you a link to register for the session.

Upcoming session:

• January 26, 2012 (12 noon – 1pm EST)

• Webinars are offered at least once a month, and additional dates will be posted soon.

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Includes: Consultation + Federal Resume + Cover Letter + USAJOBS Submission

PLUS EXTRA RESOURCE BONUSES:

eLearning Program + Military to Federal eBook + USAJOBS 3.0 Webinar with Kathryn Troutman, President

View the package here, along with other information about how we are helping veterans and military personnel to transition to civilian federal employment with books, training, and resume writing services.

]]> http://www.resume-place.com/2011/12/veterans-day-special/feed/ 0 http://www.resume-place.com/2011/12/hot-keywords-for-supervisory-forestry-technician-hotshot/ http://www.resume-place.com/2011/12/hot-keywords-for-supervisory-forestry-technician-hotshot/#comments Sat, 31 Dec 2011 02:58:24 +0000 Kathryn Troutman http://www.resume-place.com/?p=14178 Are you a Hotshot Supervisory Forestry Technician? If so, better include these keywords in your federal resume if you want to get Best Qualified. Look at the descriptions of the Duties, Specialized Experience and then the keyword list. These words are critical for the performance of this position.

Department:Department Of Agriculture, US Forest Service

SALARY RANGE:

$38,117.00 to $54,879.00 / Per Year

SERIES & GRADE:

GS-0462-07/08

DUTIES:

Serves as a highly trained and specialized fire suppression crewmember. Performs incident response to the “hot” portions of the fireline, operating under the pressure of unpredictable, changing conditions.

Performs the administrative and human resource management functions relative to the staff supervised. Plans, schedules, and assigns work to subordinates. Establishes guidelines and performance expectations for staff members; provides feedback and periodically evaluates employee performance. Provides advice, counsel, and/or instruction to staff members. Recommends or approves appointments, selections, or reassignments to positions appropriate to the selection authority delegated. Effects disciplinary measures as appropriate to the authority delegated in this area. Carries out Equal Employment Opportunity (EEO) policies and program activities.

Keywords:

• Incident response to the “hot” portions of the fireline
• Working under pressure of unpredictable, changing conditions
• Perform administrative and human resources; staff supervision
• Carries out disciplinary and EEO functions

ADDITIONAL REQUIREMENTS:

I have 90 days on-the-line wildland firefighting experience gained through containment, control, suppression or use of wildland fire. I have documented this experience with specific dates in the Work Experience, Additional Information portion of my application, or Resume.

To determine your eligibility for a primary firefighter position, indicate whether you meet the following age requirement: I am under age 37; OR, after subtracting the months of Federal Service worked in a primary firefighter/law enforcement position, I am less than age 37; OR I am a veterans preference eligible, I am older than age 37 and am requesting a waiver to the maximum age requirement.

Keywords:

• On-the-line wildland firefighting
• Containment, control, suppression or use of wildland fire
• Primary firefighter / law enforcement

Specialized experience is defined as: GS-07: Performed interdisciplinary tactical methods and techniques, related to wildland fire operations for use of water and other additives in controlling and mopping-up fires in order to efficiently and effectively accomplish operations where water was in short supply. Served on a specialty crew (hotshot, helitack, engines, etc.) or assigned to lead fire suppression under the most adverse conditions of climate, fuels, and terrain.

Keywords:

• Tactical methods and techniques related to wildland fire operations
• Use of water and addictives in controlling and mopping up fires
• Efficiency and effectively accomplish operations where water is in short supply
• Specialty crew (hotshot, helitack, engines
• Adverse conditions of climate, fuels and terrain