In the current economic downturn, more and more Americans are joining in the hunt for jobs. Positions that once received ninety resumes are now seeing applications in the hundreds.

Industry standards that once applied to resumes are now doubly, even triply true. You’d heard that employers skimmed through resumes before? You can only imagine how quickly they toss through the pile now.

With your resume as a single sheet in that huge stack of paper, creating a pertinent, easy to skim document is more important than ever. So more and more people are taking steps like hiring a professional resume writer to aid them in their job search.

Some people question the ethics of enlisting this type of aid, implying that you cannot present yourself in a genuine manner with the use of such a service, or that the need for help is a manufactured need, or even that the type of help provided leads to a non-accurate representation of one’s skills.

However, these statements seem to stem from a misunderstanding of what it is that the professional resume writer does.

To start with, what is a resume, exactly? It’s a marketing tool that advertises your skills and experience.

In your business, is it unethical to hire a marketing firm in order to sell your product? Probably not. It’s only logical to hire experts to help you in areas where their expertise is needed to improve sales.

A proper resume writer won’t represent you in a way that is not genuine. It is against our code of ethics, and would damage our reputations as professionals.

Let’s face it, in a consulting-type business, your reputation is really all you have. Not to mention that representing clients inaccurately would cause real problems for them, once uncovered.

What does a resume writer do? We take information, that you supply, of your past jobs and accomplishments, your education and experiences, your old resumes and supporting documents, job positions you are interested in and anything else you think we will need for resume preparation — and present you with a new document, tailored to the type of job that you’re pursuing while showcasing your strengths and promoting your value.

We have industry knowledge of certain words that will catch the boss’s attention in your line of business, and they know how HR filters documents. For one thing, did you know that these days, resumes are often scanned by computer for certain keywords?

Let’s be honest, the first thing we all do when faced with a huge stack of paper that we have to weed down to just a few sheets, is to get rid of as much as possible, as easily as possible. So, the first scan, whether by computer or an individual is for weeding out the chaff.

Industry hiring experts know what keywords are typically used in the computerized process and can ensure that your resume includes them. We also excel at aiding people in camouflaging gaps in history.

We are resume experts, and we know how to make yours clear and readable — after all, if those two attributes aren’t met, the rest falls by the wayside.

With the current state of the economy, jobs are a bit more challenging to come by. For this reason, it is more important than ever that you have a properly planned resume. A poorly planned resume can result in missing out an interview, which can be devastating in this market.

If you are an older job seeker, avoid putting certain dates on your resume. There is no reason to tell an employer how old you are, but if you mention on your resume that you obtained your bachelors degree in 1975, the interviewer will be able to do some quick math and determine that you are very likely in your 50s. Employers are legally not allowed to discriminate based upon age, but there would be no way of knowing that an employer had done so if you don’t get the job. Instead of putting dates on your resume, simply put facts. For instance, list what degrees that you have, not when you obtained them.

If you are an older job seeker, only list relevant information on your resume. For example, if you are a computer programmer, no one cares about how great you were with DOS back in the day. Listing all of the years of experience that you have with DOS only gives hints to your age. Instead, highlight all of the relevant experience that you possess. If you are in the field of technology, generally only the last ten to fifteen years of your experience is truly relevant to your employer. Focusing on the achievements that you have had in this time frame makes you look incredibly marketable while avoiding any possibility for age discrimination.

If you are a younger job seeker, play up all of your experience, but leave your high school and college graduation dates off of your resume. There is no reason to give your interviewer a reason to write you off based upon your youth. As with the older job seekers, it is illegal for employers to discriminate against you, but if you don’t get the job, there would be no way for you to know that you were discriminated against. Be certain that you mention all of the clubs that you are or were a part of, especially if you held an office or leadership position within the clubs. Play up any volunteer experience that you have.

All job seekers should focus on listing their skills and accomplishments on their resume as opposed to simply listing their job responsibilities. Being a cashier does not sound like it would have much relevance when applying for a management position, but you can show how being a cashier brought out your abilities to multi-task and manage large sums of money responsibly if you play up those skills on your resume. Be sure to remember that your potential employer wants to see how you, your personality traits, your knowledge, and your skills will enable you to be an asset to their company. If you explain how you will be an asset to the company in your resume, then you are much more likely to grab the attention of recruiters, land an interview, and get a job. Don’t give the HR staff at your dream job any reason to write you off before they’ve even met you.

I am a member of  the Career Collective, a group of  resume writers and career coaches. Each month, all members discuss a topic. This month, in collaboration with Quint Careers, we are  participating in Job Action Day!
This month we are discussing helping job seekers in a changing economy. Please feel free to visit the links below to read other members’ posts as well!     +++++

Two years ago, if I’d told you what I’m about to tell you now on how to conduct a job search, you’d look dumbfounded and frustrated. You’d say that conducting a job search like this, while strategic, is not practical and very risky.

Most job seekers turn to want ads in newspapers and online websites as the crux of their job searches. Here are the facts: an online search is akin to going to a bar to find a mate. Most people will be forgotten amid other suitors wearing similar scents and attire.

I’ll tell you right now: ditch the newspapers and job search websites. The current job search is about being cutting-edge and taking risks.

Say no to tradition

I’m telling you to ignore the old advice of going to newspaper and online websites first. They’re for the desperate, the uncreative and the people stuck in the 20th century. They can be useful, but not as a primary place to search for jobs. Most of those jobs often get filled internally or by someone who knows someone either before they are posted or soon after the jobs gets posted. These jobs are better choices for someone who is desperate and needs to apply to as many jobs as soon as possible or they’ll be in financial peril.

With the average job search at a three decade high of over 9 months, save the online and want ads after you’ve worked the blueprint.

The cutting-edge job search blueprint

1. Scout- The first step is not to search for available jobs, but to search for companies. Pick the most appealing companies to you. These should be the companies you want to work for.
2. Sort- Sort your list of companies by letter grade from A to F after you’ve weighed the pros and cons, checked for unlisted openings and scaled the jobs for desirability.
3. Focus-At this stage, we’ll ignore anything that gets lower than a C on your scale. Focus on the jobs you want. These are the jobs where you should invest the most time, resources and creativity. Start with your A companies and then go to B companies after following the other steps.
4. Research- You’ve already scouted the companies, now is the time for the research. Learn about the areas they need to improve and where they’ve had success. This insider information will set you apart in your job search.
5. Adapt- With the information in hand, adapt your skills and message to how you can help them. Make sure your message shows that you’ve done your homework.
6. Impress- These companies may or may not be hiring. Either way, your goal is to impress. You’ve spent time on these specific companies for a reason. Treat this like a first date. Start with a phone call then send your package. Wait and deliver a friendly call back. During these calls, establish a rapport so you can call back in a few weeks to keep inquiring about openings and keep your name in the game.

Rather than send out dozens of resumes, you’ve put your best forward with a few jobs. This cutting-edge job search blueprint will first separate you from the mob of online job applicants. The blueprint then puts you in a position to take advantage of opportunities you want. There is no worse feeling than having rushed to take an average job when you could have had your dream job, but you thought they weren’t hiring or limited your job search to only what you and everyone else saw.

——————

Enjoy these other posts by the Career Collective members in support of Job Action Day.

Meg Montford:  Job Action Day: Finding Your “MOJO” After Layoff
http://coachmeg.typepad.com/career_chaos/2009/10/job-action-day-finding-your-mojo-after-layoff.html

Debra Wheatman: Plan B from outer space; or what do you have in case your first plan doesn’t work out?
http://resumesdonewrite.blogspot.com/2009/10/plan-b-from-outer-space-or-what-do-you.html

Heather Mundell: Green Jobs – What They Are and How to Find Them, http://dbcs.typepad.com/lifeatwork/2009/10/green-jobs-what-they-are-and-how-to-find-them.html

Grace Kutney: Securing Your Career While Navigating the Winds of Change http://sweetcareers.blogspot.com/2009/10/securing-your-career-while-navigating.html

Hannah Morgan: Career Sherpa– Why Our Job Search Advice is the Same but Different http://hannahmorgan.typepad.com/hannah_morgan/2009/10/why-our-job-search-advice-is-the-same-but-different.html

Gayle Howard: The Enlightened Jobseeker http://www.theexecutivebrand.com/?p=500

Laurie Berenson: Making lemonade out of lemons: Turn unemployment into entrepreneurship http://blog.sterlingcareerconcepts.com/2009/10/30/making-lemonade-out-of-lemons-turn-unemployment-into-entrepreneurship.aspx

Jacqui Barrett-Poindexter: You Can Thrive In, Not Just Survive, an Economic Slogginghttp://careertrend.wordpress.com/2009/10/30/you-can-thrive-not-just-survive-an-economic-slogging/

Rosalind Joffe: Preparedness: It’s Not Just for Boyscouts http://workingwithchronicillness.com/2009/10/preparedness-its-not-just-for-boy-scouts/

Rosa E. Vargas: Are You Evolving Into The On-Demand Professional of Tomorrow? http://resume-writing.typepad.com/resume_writing_and_job_se/2009/10/furture-careers.html

Dawn Bugni: Your network IS your net worth http://thewritesolution.wordpress.com/2009/10/30/your-network-is-your-net-worth/

Miriam Salpeter: Optimize your job hunt for today’s economy http://www.keppiecareers.com/2009/10/30/optimize-your-job-hunt-for-todays-ecomony/

Barbara Safani: Where the Jobs Are: 2009 and Beyond http://www.careersolvers.com/blog/?p=1301&preview=true

GL Hoffman: The Life of An Entrepreneur: Is It for You? http://blogs.jobdig.com/wwds/2009/10/30/the-life-of-an-entrepreneur-is-it-for-you/

Katharine Hansen: Job Action Day 09: His Resume Savvy Helped New Career Rise from Layoff Ashes http://www.resumesandcoverletters.com/tips_blog/job_action_day_09_his_resume_s.html

Martin Buckland: Job Search–The Key to Securing Your Future Career. http://aneliteresume.com/job-search/the-key-to-securing-your-future-career/

Chandlee Bryan: Where the Green Jobs Are: http://emergingprofessional.typepad.com/the_emerging_professional/2009/11/where-the-green-jobs-are.html

J.T. O’Donnell: Actions that got people jobs in this recession http://www.careerealism.com/4-actions-that-got-people-jobs-in-this-recession/

Hello. I am back from being GONE. And when I say ‘gone’ I mean at a conference.

THE conference.

Career Directors International’s Summit 2009. It was fabulous. To top off a weekend of learning, networking, fun and enormous amounts of food, the setting was beautiful.

And of course, as soon as I returned to Michigan, the cold I was trying to hide from attacked me full force and I have been miserable and whiny succumbed. I usually never get sick, so I have been very unhappy that my body caved. THAT is why I haven’t blogged in what feels like months. I miss my blog and you, dear readers.

Anyway, that is where I’ve been. Now, where was I? Oh yeah. The flight.

I haven’t flown in years, 13 in fact (yes, I know), so I was a bit, um, nervous. Needless to say, the Bloody Mary’s did nothing to quell my churning stomach, rapidly beating heart and seriously scary thoughts. I used to like flying, but I guess time and too many plane crash movies did me in. I am so grateful to my seatmate, travel companion, and lovely sister, who flew with me and did not mind when I clung to her arm, closed my eyes, and did deep breathing exercises to keep from vomiting/ screaming worrying.

The Summit.

First, I just have to say… the conference center was breathtaking. Laura DeCarlo (President of CDI, for those of you who just landed on planet Earth) and her very cool husband, Chris, picked this place out (nice job, guys!). This was one of the first views I had to stop and capture on film:

Isn’t it beautiful? Remember, I’m from Michigan. Palm trees and waterfalls aren’t anything I experience that often.

Look at this one…

Ahhhhh….

I met so many wonderful people. Talented, strategic, and creative resume writers and career coaches. I met writers whose work I have admired for years. I met a writer who just launched her resume business this year. I met a writer who specialized in writing resumes for police and firemen. I also met a career coach who specialized in career, interview and education coaching for “moms & dads, teens & grads”. How cool is that?

As a bonus, I got to meet folks who I tweet with including the fabulous @resume_writer (a.k.a. August Cohen), executive branding queen @ceocoach (a.k.a. Deb Dib), web 2.0 and expert resume writer @barbarasafani (as herself), witty @jasonalba (as himself), and fun @LauraLabovich (as herself).

I was fortunate to sit at the conference table with Laurie Berenson, Kris Plantrich, Deb James, and Dee Duff (my cohorts from the Detroit Women for Hire/GMA Career Fair in May). We had a great time together. What an interesting group of people. I felt so blessed to be there among our industry’s best of the best.

(August Cohen & Kris Plantrich)

(From L to R)

Karen Smith-Hanney, Kris Plantrich, Laura Drew, Laurie Berenson, Me (in brown), and Dee Duff.

Lastly, it wouldn’t be right to end this post without posting pics of the lunch desserts. They were just… incredible. Yes, it was tough eating these delectable delights (lying), but I managed to do it, hardly leaving a trace of their presence. WHY did I take these pics? See for yourself (cake-aholics cover your eyes):

Seriously.

In my next few posts, I will discuss what we learned during the conference.. it wasn’t all delicious food and steel drums. I brought back lots of new information and topics to discuss, so stay tuned!

In 2007, Marilee Jones, called the “most celebrated Admissions Dean in America” resigned from MIT — the reason? A lie on her 1979 job application, fabricating several degrees.

In 2006, David Edmondson stepped down as Radio Shack’s CEO, after he was caught lying about his academic record —again, claiming degrees that he didn’t earn.

Lying on one’s resume can provide rewards unless one is caught, and then the fall-out can be enormous.

Due, perhaps, to the recent rise in applicant lines, more applicants are being caught lying. Experts estimate that as the economy continues to plummet, the numbers of those lying on job applications will increase. Various sources state that between one-third and one-half of all job applicants lie on their applications, even though in some states, it’s illegal.

And, moreover, the employer of a person caught lying on her or her application can potentially sue the person for losses and expenses incurred.

Just ask Richard Clark about his employment at Coopers Lybrand consulting agency in Canada. He lost his employers several clients when they found out he didn’t have any of his three claimed degrees. He paid for his mistake in cash!

According to a study done by Careerbuilder.com, almost all managers who catch a potential hire lying on his resume will automatically cross him off their list of applicants. Nearly half will automatically dismiss him even after he is hired, should such a lie come to light.

And the potential ramifications are even greater than that — once fired for lying on your resume, do you list that job on your resume and have your new boss call and find out the truth, or do you leave it off and just keep lying, hoping that you’re not caught again? It’s a vicious cycle.

More and more managers are doing background checks on employees, so common lies, like claiming a degree that you didn’t earn or inflating your previous title, are more likely to get caught. Another common lie, changing dates to hide gaps in employment, is especially easy to catch.

And the lies aren’t just from the little people. Executives and other high profile personalities are getting caught, too. Laura Callahan lost her senior position in the Department of Homeland Security when her diploma was shown to be a fake in 2004. Experts state that lies about education are often early resume lies that are carried on throughout a career.

In fact, resume-padding has become so popular, not only are there sites dedicated to resume lies, but there are also entities referred to as “degree mills” and “diploma mills” to further aid pretenders in their goals.

So-called “diploma mills” fabricate degrees from real colleges, while “degree mills” refer to colleges that are not accredited (though they may claim to be) and require either no, or substandard, work.

Even a small exaggeration, such as stating that one has already earned a degree that is still a few months away, can be grounds for automatic dismissal. Is it really worth the risk?

The movie Legally Blonde showed Elle Woods, a young woman wowing Harvard Law School with a video résumé outlining her unique and interesting talents. While video résumés are still not the norm, many wonder if the best way to differentiate themselves from others is to use video instead of the traditional paper résumé. While an effective video résumé can help a person seeking a job or slot at a prestigious college, there are definite pros and cons.

Job seekers are accustomed to making themselves look good on paper but it is harder to make yourself look good on video. Paper résumés make your case before you walk into the interview. It is easier for a recruiter or interviewer to forgive any fidgeting in person because your paper résumé has already told them that you have the skills for the job. If the interviewer has to sit through a video with several minutes of rambling dialogue, accompanied by nervous tics, and the sound of traffic or air conditioning in the background to be able to hear your skill set, you may not get to make your case before you lose the interviewer’s interest. Since video résumés are still new, there is no real standard set yet as to how these résumés should appear and how information should be presented. It can be easy for applicants to go wrong.

Additionally, video résumés pose a risk to companies that paper résumés do not, legal risks that have caused some companies to discard all résumés that are accompanied by videos. When some companies these days black out names on résumés to avoid potential race or gender bias among those who review résumés, video résumés open employers up to potential claims of race, gender and age discrimination—even how the applicant looks in the video résumés, in some instances, can clearly cause more problems for the applicant than they solve.

Additionally, if companies are reluctant on a legal basis to view the video résumés sent to them for specific job openings, such companies do not go to online video hosting sites to view video résumés in the hopes of somehow finding the perfect person for their job. They are even less likely to search online when it means sifting for job candidates amongst films of people’s pets and music videos.

However, technology has changed much of how people search for and get jobs, and as online video becomes more and more ubiquitous, some companies are changing the way they handle video résumés.  Job listing sites have combined forces with social networking sites, and online résumés in such venues are often combined with video résumés. Sites that specialize exclusively in hosting online and video résumés make it far more palatable for employers and recruiters to search for résumés.

Some companies have popped up to help interviewers and job seekers make the most of this new technology. These companies help applicants put together a professional, edited video. Some have contacts with specialized areas of the job field – engineering firms, non-profits, etc. – and can send your video résumé to companies interested in such résumés. Many employers are opening up to video résumés because in some cases they serve as the “first round” of interviews, saving the company money and time.

Properly used, video résumés can be an excellent format to showcase job experience as well as polished communications skills. There is still a novel aspect to video résumés so making still shows a willingness to embrace new technology and think outside the box. As long as applicants understand a company’s résumé submission policies, as well as ensure that their video is professional and in a venue a potential employer may frequent, it increases the chances this new form of résumé can help and not hinder their chances of finding employment.

I see/hear lots of people debating about “objectives” versus “career summaries” on resumes.

For those of you who don’t know the difference, here is a quick explanation.

Starting back in the stone ages, when a person created their resume (typed, written by hand, chiseled with a sharp stone and slate, etc.) they would typically start the resume with an objective statement like this:

“Objective- to obtain a challenging position where I can utilize my skills with a company that provides opportunity for growth“. Or something similar. What exactly is this telling the employer? “What can you do for me? How much will you pay me?”

It’s important to remember the main thing when creating your resume… it is not what the company can do for you, it’s what you can do for the company! Frankly, when a hiring person is going through a stack of resumes, they really aren’t caring what your goals in life are, or how you would like the company to open up opportunities for you. You have to prove to them that you are there to HELP THEM. Remember, it’s not about you. It is the first thing the reader will see, and I guarantee that you will NOT leave a lasting impression. Your resume will most likely end up in the circular file.

An objective statement by itself doesn’t do that.

A career summary explains what it is that you can do for the company, what your expertise is in, your brand, your strengths. All of these things tell the employer that you can DO THIS FOR THEM. If the career summary is followed by bulleted keywords, keyword action phrases, core competencies, etc., even better. The first half of the page is the area that gets looked at and decided upon instantly. Better to pack a punch. Here is an example of an effective career summary:

“Dynamic executive leadership career in international, billion dollar organizations with a rich mix of finance, operations, internal/external processes, technical savvy and business development. Intimate knowledge of financial processes, operating results and profitability. Expert in executing team-driven process improvements to increase revenue growth operational efficiency, and overall profitability. Executive MBA. Expertise in:

*Financial & Procurement Controls
*International Sourcing, Operations & Finance
*Contract Negotiations & Procurement Controls
*Technology & Process Implementation
*Strategic & Financial Planning
*Start Ups, Turnaround & Revitalization”

Much better, more impactful, don’t you think?

Now, I have seen (and written) some resumes where it says something like, “Objective-Executive Finance Position” that was followed by a career summary. In that case, it was/is more like an introduction to the person, their brand, and the position they want.

Go over your resume thoroughly and remove/rewrite your objective so that it is speaking to the employer telling them what you can do for them. Replace it with a fresh and dynamic career summary. You need to sell yourself on your resume and a one liner objective isn’t going to do it.

It’s that time of year again, folks!

September is International Update Your Résumé Month, officially proclaimed by Career Directors International (CDI). During the entire month, CDI members will dedicate their efforts to boosting industry awareness and encouraging the public to update their own résumés.

Since most careers require a résumé in order to gain employment, it’s important that job seekers take a proactive approach in order to be ready for any and all opportunities that crop up. Too often people try to write a résumé at the last minute, which is the worst time to prepare a document that needs to be perfect. A well-crafted résumé takes time and research, and Update Your Résumé Month is a perfect reminder to be prepared for new opportunities.

Every once in a full moon a client will say to me, “I love this. I love how it sounds. I am so happy with this resume, I would hire me!” and then, “I told my brother-in-law’s friend’s boss’s wife that I would let her look at my resume when you finished it. She manages Applebee’s and she has seen a lot of resumes in her time.”

Okay.

I get that people want to show off their resume and hear what other’s say. I do. If a person tells me that someone they know is in HR and they want to send it to them, I understand. You want to show your friends. You want to hear their take on your resume. But not all friendly advice is good advice.

Case in point: I had a person call me up and ask me questions about my process and my resumes. She was referred to me by a senior level client of mine. This person was in IT (network analyst) and had 5 pages of experience and technical jargon as her current resume.

She said, “I don’t see any objective statements on your sample resumes”.

I said, “True. You won’t. I use a career summary and branding statements”. I then started to explain career summaries to her when she stopped me dead in my tracks and said, “I don’t want a career summary. I need an objective”. I asked her why she thought she needed an objective and she said because her friend’s aunt worked as an HR person for a small manufacturing company and she said that a resume was no good to her unless it had an objective. I had heard of this company, so I was surprised that the HR person had such strict, outdated, and ineffective rules regarding the types of resumes she wanted to see.

As I was trying to educate her about the power of branding and career summaries vs. objectives, she was pretty adamant that she wanted the objective statement. So we moved on to a couple of other things and I was surprised at her ‘demands’ which weren’t really demands, just antiquated resume ‘rules’. “I absolutely CANNOT have 2 pages” and “I have to list every application, hardware, device, etc” (even though most she said she hadn’t used in 10 years), and “It HAS to have the little ‘references upon request’ thingy at the bottom”, etc. because her friend’s aunt said so, and so on.

I think you get the gist of the conversation. Finally, I gently asked her, “Why don’t you have your friend’s aunt write your resume? Or at least you write it and have her add her two cents?” and she said, “But I was referred to YOU and I want YOU to write it!!”

I politely declined the job and vaguely suggested a few other sites that might appeal more to what she wanted. I’m sure she will find someone who will give her an objective and keep her 15 yrs IT experience to 1 page.

So my point is this– your friends/colleagues may have great intentions to help steer you in the right direction, but may not be doing it effectively. Their advice might actually hinder your efforts, not help. Better to leave it to those of us who are trained and have built careers around writing dynamic and effective resumes. Do your homework. Call around and talk to different writers until you find someone who you are comfortable with. Let them know what your expectations are and listen to what they have to say. Your friend’s aunt might be trying to help, but her help might stop you from getting the job.

I read a lot of blogs. A lot. I want to read even more, but it gets overwhelming when I see my Google Reader overflowing with unread blog posts. So, I got to thinking that if I did it for “research” it would actually be job related. Yes, I am justifying my blog reading addiction. But who cares.

I’m not a professional reviewer obviously, so I am just going to give my thoughts on the blog and how it helped me, how it might help you, or just why I liked it. Some will be career related and some not, because let’s face it, not every thing I read is career related. Gasp!

You never know… my next review might be YOUR BLOG!

So, without further ado, I give you….

HealthcareITCentral.com by Gwen Darling

There are so many reasons why I love this blog. But first, a little background on the company and Gwen herself.

Having met and gotten to know Gwen through a mutual connection and eventually a collaboration,  I have watched HealthcareITCentral.com grow and expand its reach in just the short period of time that I’ve followed it.

Gwen is a matchmaker. Professional matchmaker that is. Her company successfully pairs the perfect candidate to the perfect company. HealthcareITCentral.com finds and offers job openings, places for candidates to upload their resumes, search engine to perform company research, networking, articles, and more. It is chock full of resources to help any Healthcare IT job seeker find what they need. What’s more, the other side of the website is for employers LOOKING for candidates. They are able to peruse the database to see who matches which position. Everything a Healthcare IT professional needs in one interesting site.

Gwen’s blog is housed under the Healthcare Informatics site, the #1 trade industry publication for the Healthcare Informatics industry. Her blog goes from delightfully funny, “When it comes to your Resume, are you a Flasher, a Streaker, or an All-Out Nudist?” or “I’m talking to you Mr. Pimp Daddy CIO” to thoughtful “What Job Seekers can learn from Farrah” . Her clever blend of useful information and feisty humor makes her blog an entertaining read and one of the top on the site. Job seekers outside of the Healthcare IT industry can benefit from her posts as well, as they do not all relate to the healthcare industry. Many of her posts are stories or things that she has encountered and we can all relate to (think “When limp becomes memorable”), and that shared connection is what keeps me coming back for more.

I look forward to every one of Gwen’s posts. Always insightful, never boring. If you want to read, laugh and learn, check out Gwen Darling’s blog. You won’t be disappointed.