Ep. 40: Writing a Resume That Gets You the Interview (Live Coaching)

Career Design Podcast

Ep. 40- Writing a Resume That Gets You the Interview (Live Coaching)

Lindsay 00:00

I'm Lindsay Mustain, and this is the career design podcast made for driven ambitious square pegs and round holes type professionals who see things differently and challenge the status quo. We obliterate obstacles and unlock hidden pathways to overcome and succeed where others have not stagnation feels like death. And we are unwilling to compromise our integrity and settle for being average in any way. We are the backbone of any successful business and those who overlook our potential are doomed to a slow demise. We do work that truly matters aligns with our purpose, and in turn, we make our lasting mark on the world. We are the dreamers, doers, legends and visionaries who are called to make our most meaningful contribution and love what we do.

Lindsay 00:42

If you're tuning in now for me go ahead and hit hashtag live. If you're catching me on the replay, go ahead and do hashtag replay that lets me keep track of who is having a conversation. So today, we're talking about what the stage that we are walking through. This is Abby Mueller, by the way, and she's amazing and wonderful, you should go follow her if you haven't already. We are doing the intentional career designing a pathway of how do we actually land our next opportunity as the position or the candidate of choice. And so last week, we covered clear clarity and clear clarity was all about where we want to go. We're really talking about our value proposition. The week before that, we talked about our mindset, which is the biggest thing I have to address with people because at this point, they feel like they've been beat down. It's like that whack a mole game, like whack a mole. How bad can we beat somebody down this process? So the top tracks that we have, and how do we increase our awareness about what we're doing and how we're almost on. Unconsciously sabotaging ourselves is probably the easiest way to describe that. And now we're talking about the resume. And so here's the deal, your resume is the ticket to the job search game, at the very highest level. And I have had I think four clients graduating this last? Oh, no, I had two job offers yesterday. So five clients graduated last two weeks. And what what if you do this the very, very highest level, you do not need to give your resume, however, you will give it to them at some point. And you want to make sure that that conversation that they've already had about you in their mind, they've already made a decision about you that it submits that that's all we're trying to get with your your resume. So I want to ask a poll to the question of the audience. Let me try that. Again. We're going to do a little quick poll here. How many seconds? Does somebody spend looking at your resume? And I think you already know obviously don't tell them? So how many seconds? Do you think that somebody has spent looking at your resume? Okay. And this is where people will be like, I spent 40 hours writing my resume. And Abby, how many of you think that you?

Abby 02:48

How many, how many hours did I spend on line?

Lindsay 02:51

This version, but in total?

Abby 02:53

Oh my gosh. I mean, it's got to be like, I don't know, at least 10-15 hours, I guess I don't even know like, I have no idea at this point. I've gone back and revise it so many times, like, I'm going to try this one and that nothing happened. So I'll change a couple things, and I'll send it out again. And you know, sometimes I'll tweak it just for the job that I'm applying for. And like, hopefully this sounds right, you know, do I have the right keywords in there? Or does it sound like the job description or in all have like a list of skills and you know, like, results from each position and I just kind of like trade in and out to see which combo work. So yeah, I've gone back and done this a million times different formats, like all of the above?

Lindsay 03:40

It is six seconds. All right. So how many of you feel like in six seconds that somebody can easily understand your entire life's experience and really glean every insight from your resume?

Abby 03:54

No.

Lindsay 03:56

So and for me, I'm going to be really transparent like I am here to tell you the truth. I'm sorry that it's going to suck sometimes I'm sorry that it's uncomfortable sometimes. But I spent about three seconds looking and I'm not really looking at your second page, I am really looking for a few key areas, which has been proven through they do heat map tracking on resumes to see what people are looking at. So when hiring managers are looking when recruiters are looking when we're looking at or the whoever's interviewing you, they're looking at sort of specific things. So I'm going to ask you another question. When do you think somebody is actually going to read your resume in full? Maybe never, but.. She's right, I even if you were writing here, I'm going to do it here right now. I'm going to show you I'm not writing her resume whatsoever. I'm not gonna read a resume even though we are going to so we do not read your resume. The person who is super invested in your resume is you. And so this is where I need you to say this is a piece of paper and this does not define me my work or my candidacy. Yeah, resume is Your ticket to the job search game, if you do not have it optimized, you're basically losing. You're basically losing the game, before you've even started. So like, you need to have this, this decision. So we have the pre frame, which is what we were talking about last week, the pre frame is a decision that happens before you've ever had a chance to really do anything that proves that decision. But we make this because we are biological beings built on tribal knowledge. That's how we survive for millennia, we make decisions on how somebody looks or appears automatically. Now I asked today I said, How many people think that you adding to like, open to work? Or that open to work profile frame? does it increase the candidate See, or does it decrease? And somebody said, and their recruiting consultant, and I want to say I appreciate the sentiment, but they're totally wrong. That, that we should not have any predispositions. And that's like saying, well, you should also not breathe, because we are human. And we have bias. There's over 150 human biases. I also have other biases, like people named Ian, there was a really mean kid in my class named Ian. And so therefore, he is make me a little concerned that does Ian have a fair shot with me? No, but knew I know that about myself. Yes, so I'm going to give him a fair shot. So there's a lot of programming that happens. And it comes from our own life experience. So what I'm telling you is that this is actually a good thing. This is a good thing. Here's why. If you understand what's wrong, we can hack it. Okay. So when we understand something's wrong, that's going to hack it in what you guys are doing is what we call the ad in, especially when we are doing things like marketing, or any kind of technology, we test things, right, we test what delivers and what works. And so everything in your resume is a test in essence, I'm going to give you the parameters here of how to optimize your resume to pass the six second test or if you're in my case, three second test. Okay. So let's, let's go a little bit deeper into this, on average, the amount of applications that we get for a single job right now is 250. Let me say that was pre, pre this recession. I know it's probably much higher, if I'm really honest. And so if you think about the number of candidates that somebody is working with, which is an individual Cruz working with 1000s of candidates, the likelihood they're going to spend time to evaluate your candidacy is slim to none. And so that's okay. You just need to know how to get your foot in the door. The other opportunity, okay. All right. So, Abby, what I'm gonna ask you, yeah, based on so you had I think, what did you say? I, this was insanely difficult. insanely difficult, despite all the time that I spent crafting and iterating on the existing version. And I'm going to go to what Daniel said is that one technical recruiter says, when you tell better stories, another recruiter says, you need those. So there is differentiating. So I'm going to tell you what wins because I wrote the book, folks, I wrote the book, I've reviewed over a million resumes, I have the research, I have the data, we proven it out 15,000 people, there's nobody who can say those same stats, okay, so that's in this space. It's why I am very, very good at what I do. So I'm sorry, that it's uncomfortable for you. But I also love you and I want you to be successful. So I'm just going to tell you the truth. I hope you don't mind. Okay. So talk

Abby 08:12

Like you said, because honestly, like, I also hate writing resume, I hate it. So it's been a struggle for me.

Lindsay 08:24

Yeah, I was telling her I was like, I'm still gonna have to force you to do this. Because if you're going to show up here with me, if you guys will, she has this force yet, but she will sit on this. And it's like, I just want you to get this through. Because this is where you think like, if I have this now I have the perfect resume. It will all work and it doesn't Okay, so it is one of like, of the tools I'm going to give you is the least important. C heck it let me just say that again. Of all the tools and I wrote the book on it. So you would think I'm really invested in resumes I do it because you think it's the answer. And I'm telling you it's not.

Abby 08:58

Oh, no, I'm like, so relieved. That's not it

Lindsay 09:04

It is not it but it also like So tell me about went from career clarity to this week. Just talk me through that experience.

Abby 09:14

I feel like I like I'm relieved at all the things that you're saying because I think I've said this before, it's just like, you know, what I'm trying is not working. So like, it is logical to me and it makes sense that that's not the answer now, and I feel like even what you're saying like open to work, sending out resumes applying like it's not working. And now I feel like my my brain is doing this shift between Okay, like I have to have this, but don't get hung up on it, right? Like this resume is taking me forever, but I'm only gonna I know that I'm only going to have to do it one time, but like once I figure out how to do it, then I'm good. Like I'm good here and I can focus on other things that are more important and also I have stopped applying for jobs. So I'm not begging for work because I want I want someone to come enticed me with a good job like I my brain is taking this shift from like, why am I desperate and begging versus like Why don't you have something worth my time

Lindsay 10:22

Massive reprogramming if this is exactly what I'm going to if you guys are also if you're tuning in I'd love to know where you're joining me from So Mike, Danny I can't remember where you're at from Daniel Raymond is in the car. So he's got.. In Washington oh my gosh, he's here in Washington driving to Portland. That's right. Seattle, but I keep forgetting um, yeah, okay, so I'm so glad you're tuning in for this all right. So we what was obvious doing is probably sounds like madness. Crazy. Yeah, so we're, you know what? There's somebody says they're from Chicago Daniels from Ohio.

Abby 11:01

That's right. I should have known that I grew up in Ohio. We talked about this.

Lindsay 11:05

Like when you there's a lot of people, sometimes you get it confused. Yeah. No. So I'm glad you guys are tuning in here. Okay, so what I'm trying to get you to do is realize that you can play the game of applying and hoping back for it. And in fact, Jessica's hear from...

Abby 11:20

Jessica Me too.

Lindsay 11:24

So we can play that game, but the likelihood I'm just going to tell you the stat is point 4% chance that you're going to get a job offer from an application. Here's the numbers, one job 250 applications one higher point 4% Okay, so I like to say you're more likely to apply and get in to Harvard than you are to actually even get an interview from your resume. Okay, so that is my my real big thing. Okay, so I'm going to ask somebody who is gonna ask somebody who's going to be an amazing human being for me here because I've decided to also tell you what the heck goes wrong inside of job searching. We're actually gonna do a training next week next Thursday, which is dream job hack I'm going to teach you the three step system to get jobs without applying I'm gonna show you exactly what to do. I'm gonna give you the entire rulebook I'm gonna give you a workbook it's totally free. Alright, and Melissa is here from Washington Hey, so go to dream job hack dot com And so we can type that out. And that workshop is on the September 16 Okay, but let's jump into the resume so I'm breaking down beliefs around this So Daniel saying I too have stopped applying for a job I'm we're creating this revolution Okay, and what we're trying to do is increase the caliber of your candidacy Okay, so we've talked about the commodity space meaning I am just like everyone else and I'm hoping and praying that someone is like the claw machine. That's what I'm getting the image hopefully, you know, like the little aliens and Toy Story they're like Like the offer or even the resume and we're like, please pick me like let's get away from that. Oh my goodness. Raven says I'm smiling very big Abigail, so Milena watch the process with a wonderful and create oz. That's amazing that you said that about you. So okay, so let's go into the resume and like, I'm gonna I also have dark mode on my screen so we're gonna just know that um, that might be uncomfortable for some of you that you're used to seeing word and white. I was thinking that might be a challenge. So we're gonna do it right here and I'm going to critique her right now live so I'm a little Be brave and just know that everything I do is with love with the goal of helping you get to your end goal. Okay. Oh, whoa, that is the biggest truth bomb I've ever heard from a candidate. Somebody who's listening. Hitting apply gives you a false sense of being productive. Yes. It's like I saw this like he was like, when I'm sitting on the stationary bike and I'm not pedaling at the gym and people are like, what are you doing? You're like I'm on a downhill like it's it looks like you're being productive but it's not okay. So we're going to go a little bit deeper into this.

Abby 14:03

I want to share something while you're looking that up I had someone else contact me after one of our calls. I have a lot of people coming up and like I'm sure it's the same with you like we're getting some responses which is really cool like just to see everyone resonate, but another like bomb someone dropped on me was that leadership doesn't require crutches. But I thought was really powerful. Like we were talking about just the all the different, like excuses that people put in the way of or you can have this but this or this requires, you know, special circumstances or whatever. So yeah, if you're a leader, you don't have to rely on a process or a certain stigma or whatever it is like that you're leaning on it's it's a it's an it's a kind of an attitude, right? It's a it's a frame of mind. It's who you are. It's the way that you act, how you speak. You know, the way that you put your together it's not it's not a thing that makes you a leader. It's, you know, you don't have to rely on anyone or anything to be that.

Lindsay 15:07

I love that. Yeah, we talked about being like a trailblazer in essence so that exactly the pain in the ass job sorry I shouldn't be swearing but maybe a job that recruiters have. Okay, so let me just tell you, I am a recruiter through and through I'm an HR person through and through. Now I actively want to completely I have zero, I'm apathy for traditional human resources, which is a risk mitigation process, protecting your people from actually being productive inside of your own. Okay, that's actually what happens, okay. And the government has requirements to help you avoid discrimination that actually creates additional barriers for people to have success. Okay. We call those undocumented features

Abby 15:47

I know right, that's, I love it.

Lindsay 15:50

I'm going to walk you through your resume. There are some key features and I'm just gonna walk you through it. So the first thing and I write I wrote this in my best selling book, seven critical resume mistakes to avoid. The very first thing that you need to have is the basic information now Abby, you have it wrong. And you already know that you told me that this is I'm going to tell you about what what it is. She has the basics. So she has the resume template that we use. And I'm going to tell you resume templates are not created equal. Okay. Your resume does not need to be colorful, so color. Deepa, you could put it all in one little word together, I think, like a URL. Yeah. I was like she I think she got it close. She's probably doing it on her phone. So thank you so much for being here. No spaces. Yeah. And what on your resume has one goal to pass that six seconds and get you in the yes file. Okay. It's to submit the authority that we want to have and make them have an automatic Yes, that's all we're trying to get you? Or even a maybe, but just anything other than a no. Okay. Yeah. All right. So the very first thing you need to have is your header and you need to have your your name and go by like, Is your name actually Abby? Or does it Abigail? Yeah, you go by what your name is, though, it really is actually, you know, I don't know why. But let's see Ray. And it's Raymond to go by, what's your name that you want to be called. So I'll give you an example. I went by Lizzie Jo for a long time because I put my middle name on my resume because there were some out there that will tell you go by what you want to be called. So you don't get called your first a middle name. Okay. Next, you want to have your city, state and zip. All right. Go to dream job hack dot com and you can get signed up, I'm going to go through like if you want some actual I'm going to break down biases for him to break down. How you actually can get a job in five days without applying I'm going to show you the six step system to reveal the hidden and unpublished job market I'm going to show you where 80% of hires actually get hired without having to apply I'm gonna show you all of that and I'm gonna give you a ton of free resources. It is the best training that I have. And I haven't done this one since June. It Do you do not want to miss it. Okay, so I've only got 150 seats. Last time I looked at I've already had 50 taken so it's pretty crazy. There are location biases. Alright. So many locations. I know Okay, we're gonna cover some of these. I'm save these for the end, color, no color. What was it? And location bias. I'm gonna talk about this at the very end, okay. All right. So we want to have city state zip, here's why we want when we are doing, when I trade recruiting teams how to go find the highest caliber candidates, aka the purple squirrels, we use radius searching. So if you're going to end up in the, in the you will eventually if you apply, you're going to end up in this in their system, right? Like, if we find something qualified will come find you. Sometimes they do that, the only way you can do it is to actually get it right. So you wanna make sure you have your zip code in there. It also allows us to job search. Okay. All right, he just doesn't help me too much. So give me some question with, like, how do you combat it? Or is the reaches of what his ages? Just give you? context? Okay.

Abby 18:45

I have a question about the since we're talking about location. Yeah. And it's, I think this is relevant. And it's certainly as for me, I'm looking for remote work. So how is that it has, I guess? Do we know has it changed? And you know, I don't mind putting my location on there. But I'm not restricted to that area.

Lindsay 19:01

Yeah. So we like people will use we can put sometimes available for relocation, or virtual work available. But I want you to think right now that on the so when people ask me, like, how do I get virtual work? Or how do I there there are like three things that pretty much that I say we're gonna make it longer for you to do that. remote work is not one of them. If you want a C suite job, if you want to relocate internationally, or if you have a visa, those are the ones that are might not will take you six months or greater if you follow my process, but otherwise, everything right now, I would assume the default is remote, you know, okay. Assume that the employer of choice for you is going to be remote because that's what you want. And when you are the candidate of choice, do that. Have you ever had like a senior executive where they fly them in Monday through Friday to be in the office, they live in another city? Yeah, you need a choice. We will do whatever it takes. I know that that's hard to believe, but that means remote work is easily accessible option. Thank you COVID for becoming a game changer for us, okay, so don't worry about doing that. So your phone number you for sure need to have your phone number, which is a 206 number. Is it? You have a Seattle phone number. Oh, I was like how?

Abby 20:16

I that's how I know. That's how I know Raymond. I, my husband is from Washington, and I lived there for a couple years. And that's where I got my phone.

Lindsay 20:26

That's the other thing. There's another bias because I was like, Wait, what? And that was actually a bad thing. Okay, and why again, if I thought she was six, I'd be like, Oh, she's not from here. I'll talk to you about how to do location bias. Okay, okay. Abby, Miller, 411. The 401 makes me go What? But not enough where you have like, 89. And then I'd be like, there's your age, and all that crap in there. Okay. And Gmail, you actually in the tech space, you actually want to have a Gmail account? Yep. That's an actual bias. Okay. And then she has her portfolio. So what I want you to do is put LinkedIn and then hyperlink that and then why don't you put portfolio instead of your actual address? And then get both? So you've got that answer. Okay. Got it. Alright, so now we have your headline, user experience, designer, user experience designer. So I think I might have gotten twice, he says it on this one says twice, but that's where like, I catch it. But I will only catch my own, I only catch other people's errors, I can't catch my own. So I'm not a I'm not super detail oriented. That's not something I'm something you'll ever see on my resume. Okay,

Abby 21:25

I was trying a couple different variations. So I must have just like, copy, paste it and change it back. Well, I originally had like, a content writer, I think is what I had in there. And then I started doing like, instead of it being all writing, I was, I was trying really hard to figure out because we're covering my operations background and my design background. So I was trying to figure out how I could cover all three of those things. Which I was struggling with. So I ended up with like user experience designer, and then I had like, content architect or something like that, because information architecture is something that we deal with and design. And it had more

Lindsay 22:04

I like that, actually, cuz I'm like, Oh, that's interesting. And this is where I'm like, it doesn't need to be like, what I'm looking for is a baseline user experience. designer is a baseline for me to make sense. Like when I go and tell people like international career designer, it doesn't really what dream job coach usually communicates. So just something, something that makes it so they can frame it. Okay. So when I look at that, which you told me last week, I had before we did our thing, I have zero experience, but now we have passionate creative design and operational professional who transforms progress barriers, and I would go What does that mean? Because I don't know what that means, actually, into intelligence and efficient solutions. And I would say like, What does, like efficient would be like, what's the efficiency? Right? What is the outcome of the efficiency with proven results for businesses? Like what? You heard me say this, this right, good, agitating, right? And then you have such as Okay, for their husband to like, what is this good period? So like, what kind of proven results and when I think about that would be okay, reduction and expense. So like, proven cost reduction strategies. And let's see,

Abby 23:08

What specific examples in this paragraph.

Lindsay 23:10

The very first one is just the opening paragraph, like like, anytime, when you write a pair of intent around like, a, let me try that, like a research paper, it's just painting the picture, what we're gonna experience, by the way, they're not going to read it. So we're just making it so that it makes sense for us when we tell it Okay, so I'm reading it now. But that Okay, so then, what I'm doing

Abby 23:30

Here is my results that I listed after that, because I, you said put it all in there, I'm like, how do I?

Lindsay 23:35

You've got it actually. So just put a period, okay, so achieved a 40% reduction in expense. And I would say 40% reduction expense totaling over $10 million a year. And then the building of the environment that launched it's I'm confused what that means. And so but an increased annual business revenue of $446.9 million. Massive Okay, and I would just go for 40 447. Don't forget, I love that you were that specific, though, because we went from zero to nothing like from nothing to that. Okay. All right. So if we add that for 370 new career positions, like is it a building an environment with like, helped create whatever it was that

Abby 24:19

Yeah, it was the I mean, it was this. We open new stores, we created new jobs by opening the stores and generating the revenue to support the payroll.

Lindsay 24:30

Okay, that was launched new store operations, generating 375 new career positions in a single year, an increase annual business revenue. Like that's, that's massive, okay. And so now we have that so we have something that says I have more than 0% qualified, which is what we started with, okay. Now, this thing, when we were talking about testing, we're going to see when people get interested in when they talk about your resume when they interview you. That's where we'll make the tweaks. So make the tweaks like I think it could be this I think it could be that Don't you have any data to make it so we test through the data, okay? Now the other things that we had in here, so you have your skills, the skills is what I wanted you to use jobs hands. So if you haven't gone to job scan before, it's a really cool tool, and they will tell you how close you are now you I look for you to be in the 60s, I think you got 38%. So it wasn't great. It wasn't great, but what I'm looking for is what I really want. I'm gonna be honest here that they It was written by a developer, it's not and they seek out recruiter feedback. So I've been on side of the ocean. And so this is where I'm like, ah, just know it's not, it's not perfect. All we're trying to do is get past that first test. So what I'm looking for is education. section headings, yep. Okay, so we've got that workout, and it looks good. All right, hard skills down here. So the resume like brand, so didn't have anything about writing didn't have strategic directions. So you might have changed that for strategic management, I asked you to look about three different dream job descriptions to qualify, here's why. So when you are in an ETL system, there's two ways that we use this one FIFO. First, in first out tends to be how we process the recruiter workflow. The other way is that there are some that will keyword search against it, and they'll give you a gold star, or they'll rank you with a relevancy search, where you come in that either way is an acceptable way of vetting resumes, we will not look at all of them. Let me be really clear here, we will not look at all of them, which is why there are some rules for applying if you choose to apply, do you remember those? me to tell you, you remind me apply in the very first four? Yep, do not wait. Okay. Also if you can apply. So that's the first rule that Trumps all other rules. Okay, so first rule, and the first four days after that point, you're just at the very bottom of the pile is not likely to see the light of day. Okay, next is, if you choose to apply, you should always apply it with a networking strategy. That will be something we cover later on. But the next thing is you want apply early in the morning, why? First thing I want to do in the morning as a recruiter is go through the people who've applied and move on. And then I'm going to check and see which most of them are knows sorry. And then I'm gonna move on to actual sourcing people, which is what we're trying to get into is that sourcing side, okay, sourcing means I go out and find you. And then from there we're looking at Don't try to apply on the weekends, that tends to not be a very productive time. So we can see at the top of the inbox, and then the last one being combined it with a network strategy. So I don't think I put that in the right order. But that's really the thing the first four days, that's when you do it. So tell me in the chat again, when will you apply if you choose to apply and this is the only time where I'm like it's acceptable by me where you won't, I won't be like, well, you just wasted 30 minutes of your time. Okay. Yeah, what's the what's the rule? Okay, tell me in the chat. So for you, I want you to go look at these hard skills on the three different job descriptions and see what you've got that's close, or can be up level. And if you see strategic direction, remember people will lose like, client or customer or patient or whatever it like user advocate. I don't know what it could be that people use, whatever you're going to use it for create a single common denominator for this resume. It's a master resume and then you'll tweak it when someone asks you for it. Let me say that again. You will tweak it when someone asks for you. Not every time you're applying for a job because we don't use applying as our main strategy. Raymond, come back. I know it's dry though. It does have some bad connection. Somebody says first four days and in the am That's exactly right. Okay. All right. So I want you to go through and update them. Okay, so now professional experience office manager. Okay, so the first thing I'm looking at this user experience design a camera what the middle one was product, storyteller, all of that amazing. office manager. Okay, you've ended up in the no pile, Abby. So this is where we need to change the title. Now this is this is where I'm going to start to offend people. Okay. Okay. There are business titles, and there are compensation, compensation titles, okay. So business or business card titles are what you actually do. That comp comprises what you do at the highest level, let me give you an example. We have something called a customer account executive. Alright, we call them CA, CA, c 3247, whatever they are. All right. If I wrote a resume and I put my job title is ca for how many people are going to call me back? Probably no one? None? None. Okay. Now customer account executive is a very common job title. So maybe if you built that out, but if I said this is to business, a direct sales, SMB market, that would be a very different job title that would be accurate. So I don't want you to lie. But office manager is not what you did. You had some of those responsibilities. So what I want you to do is I want you to evaluate the criteria of this. Now how you can go and look at this as go look at what other job titles would be. Cuz office manager what I think about that, and I'm just gonna say for shout out to our administrative shade of folks, because they are the grease on the wheels that make a business run. However, they are seen as the lowest value inside of their professional cups with this the equivalent of like, say, like a stay at home mom, that's not real job. Whoever said that line, same thing goes with our administrative professionals. Okay. So like you can be operations specialists. That can be it. Like facilities management, also, I think was part of your role. Yeah. Yeah. And so like you did some operational alignment. So I want you to think like, you did compliance you did, you know, safety. I want you to think about what this would be at the highest level if you didn't choose what the actual job title that the company gives you. Okay, so there's compensation titles, we don't care about your marketability. Now, let me tell you why this is okay. When I post a CIA three job, what the hell do you think I'm actually posting it as? Not ca three? mall business to sales strategist? Okay, whatever the market is creating, okay, which is why job titles change, like, you could be a director at one job, you could be an SVP at a different job. They're the same job, in essence, so don't get caught on this. Okay. All right. Your scope is so much more than that. Yes. And that's where like, if it truly was, like, I just answered the phone, and I organized live in and those that's not that those things aren't valuable. But that's what I think. And does that make me think that you're qualified, and that's where we have that bias come in. So that's the first thing. Now I took off that and I actually looked at this other piece, I mean, really excited about that, like, I'd be excited about the work that you've done. Now I want to look at inside of here, like provided a safe work environment. What I want to see here is the lens of the of the user experience designer, how did you change user experience or even internal experience for this role? If I can do that, that's what I want to see. And which was operational efficiency is probably going to be your big thing, because operational efficiency and designing that is the way that there's continuity. So what we're trying to do is make sure we don't get kicked out because somebody didn't understand the continuity in our message. Does that make sense? Yeah. Okay. This is where you're in kind of hate me a little bit. And I feel like I'm interrogating you. Okay. No, it was good. But this is really good. So what I'm telling you coming here with this, this is rarely what I see. Okay. I think that like, if you have your resume in front of you as as product testing, and validation, I think there's an extra space in there. Yeah, think of your office as a user experience. That is so good. That is so good. Daniel, thank you. Okay, now, we are really good at doing this for other people, which is why you need to have a peer. So if you have somebody maybe Daniels your person to look at it and say, How do I take this and I reframe it at the highest level? So somebody asked me once, what is the if you did it without any judgment or any pre carry at all what anybody else thinks? What is it that you actually do? Or what would you call yourself, I said, I would call myself the Antichrist of human resources. And so, inside of my other programs, you will find that that is exactly what I am doing. I am trying to, like pretty much implode traditional human resources because I am, I am here to tell you all their secrets, which is why Amazon really hated me at the end. I'm here to tell you exactly how to use it to work to your behavior and how to become an advocate for yourself. Which is why in my clients, I only accept people that do good. If you're kind of a jerk. And if your bloody toes toes up on the way on the ladder, you are not my person, you should not be on this live stream. You should not be tuning in and you will get booted for my programs because I only work with people who are here as far as the highest level of integrity. Okay. So that's what I would say I want you to take that same idea without any judgement of yourself. What is it? You would truly say you did? Okay. Deepa, says yes, Lizzie. Okay. All right, planner. Okay. So planner is probably what the title was. So,

Abby 33:49

actually floor planner, but I took Flora there because most

Lindsay 33:53

companies don't call it that. Yeah. So what would we call that? Right? Which is it's probably um, what do we call this a planet? Graham style, right? Like when we Yeah, same thing. What? Was that not optimized for users? Do we know? Yeah. It's not a design strategy.

Abby 34:09

It's a lot of like, yeah, brand assortment. It's creating the formats for

Lindsay 34:15

user design. Planning, that would be something and it or canned or client or customer design. It's actually what's happening Okay, so that would be the way to do it, you're gonna need to really think about the office one, but that when I was thinking it would stick with that and then we'll keep iterating on it. Now here inside of it, your name first last. uploaded that to that, okay. And then mine on my site, which is why we always make things into a PDF. It's overlapping your, your experience onto the second page, okay, so like, I want your planner to be on one single piece design master. I love it. Our customers, our users. Exactly. So this is where like, remember, we're just trying to get past that six seconds. Like, look at this, we're not gonna read it. So that would be Yeah, so like brand image, right? So okay. I don't know, I'm adding some stuff in there. So think about it. Okay. And we'll keep going from there. Okay, but really, really good from your experience. So what I'm looking here to also is showing impact and scope, impact in scope and so 2000 and I want you to not use round numbers, like you said, 12,006 or 1264. Starfleet.

Abby 35:22

I felt like it was more believable if it was an actual number. And not just like, I'm throwing a whole number out there like

Lindsay 35:27

no, don't this exactly, it. That's the bias. So go ahead and say like, 1997. Okay, we're at vs 2000. Like, rarely do we have 2000

Abby 35:38

people? Okay. It was like, Yeah, like, it was like 1987. It was like, almost, maybe maybe a little more than that after I was done. But anyway, yeah. So So I'm

Lindsay 35:46

looking at these numbers. And I'm like, I want you to have at least two metrics. Your billion that's on the first one, add $1 sign in front, that dollar signs, bullet points. And numbers, stop people's eyes. There's always a little, it's a second bullet point on office manager.

Abby 36:05

Oh, yep. Thank you

Lindsay 36:07

for that. And because what do you say? So Abby can quote billions and millions of dollars in impact that she has had. I think that she went sold that like she did not sell a billion dollars of lipstick, which he didn't see enabled people to be able to sell it. which counts, okay, the CEO doesn't say I sold 10,000 tubes of lipstick. They say, enable this to happen. Okay. So that's the strategic mindset. And it's hard because we like to be like, Well, I was, you can just put him all that in an interview, and I'll teach you how to do that. We're going to do that. Actually,

Abby 36:36

that was a challenge. Like, I was like, Can I really claim this like,

Lindsay 36:41

and all you do is like I was a part of it. You are? Okay. Yes, exactly. Okay. All right. So your plan or your experience looks really good. Okay. stores that measure, okay. Like store expansion project would be sort of set manager would probably be how I would do that. That would be a way to increase it. Okay. And I would say lead teams have led it I would say lead a team of 31 through that, and occluding over 100 annual new store openings, remodels. And I would like change that remodeled to be a design idea. Okay. Yeah. Oh, annual cost. Do you see how good this is? Okay. And then when you want to use million US two M's billion will be a capital B, okay. Okay, now I want you to put for the so Abby, you have a degree that's in progress, right? So and it doesn't matter where you're on progress. Just gonna say it doesn't matter where you're at. If it's been a couple years, I don't care. It's still in progress. I want you to put that actual degree program is and then you can put degree coursework in progress in parentheses or not parentheses, but in metalex, underneath Ashland, Ohio, okay. So like Bachelors of whatever it is, okay? Yep. Okay, and now we're not we're not telling a non truth. Okay. All right. You are allowed to pay yourself pat yourself on the back for doing well. Yes. Okay. And then technical skills. So the one thing here These look like a lot of design, so Ms. Office is good. I want you to actually add Ms. Like let's maybe boot this up by adding another line we can do Ms. I don't know if you've done project but it kind of project software. I would like to see Excel Excel seems to be the one and have you done anything with? Oh my gosh, Tableau have a

Abby 38:18

ton of Excel skills. I used it every day. Now. As a planner. Yes, I would like pivot tables and huge matrices, like, okay, like, yeah, I

Lindsay 38:31

think you need to brag a little bit on here. So I want you to go like pivot tables, put that as a single thing v lookups. Put that a single thing and display Ms. Excel and let's add a third line on there. Okay. Now the other thing I want to do is I want us to add another line, that professional experience we're going to add the second page says professional experience continued. And then that will balance the first and second page we want the pages to be well used. This is real estate for you. They're going to look at a couple things really on their second grade, second grade second page, which is just validate, okay, qualify and or has experience has education. And that's it. Okay, so, this you are probably if you spend an hour, I'm giving you a lot of time there. It's been an hour, this will be done. Okay, this will be done. Yeah. How do you fail? You think about what this sounds like? The cheat I don't know what it was before because I don't really care.

Abby 39:18

What is it like this? Yeah, it was it was I had like, a couple of bullets. I definitely and you know, being in design, like I bolded the first part of my sentence so that it would like, give him something to look at. Like, I didn't write in full sentences. It was like, brief. One line. Like,

Lindsay 39:38

it's not too bad. There's it because really the thing is like, just like everybody will be a little bit different. So what do people read, okay, I'm just like what they read, they read your name, I don't actually read names. I'm going to tell you what I do. I quickly how resumes are read isn't a z format. They go across the top, down to your experience across your experience. And then on the second page, do the same thing. So Really what we're looking at is your summary your headline and your summary. A quick glance at your skills and your experience second page maybe a little bit of experience in education that's it that's why it only takes me three seconds. So I'm looking okay do you have this? Do you have 12 years of experience because that's what the job description requires which by law for most of the things that we're recruiting for that in this kind of scope, I need to make sure it's fair and equitable. So you have to have the minimum qualifications. And do I make that look like I'm qualified okay. And so now Yes, I'm qualified, easy done guest pile we can move forward. Okay. Now, when we are coming with some sort of disadvantage, welcome to job searching, unless you are paint with a wide brush here unless you are 35 year old white guy, you have a disadvantage in job searching. Okay, so that means everybody you're not going to have the right experience you're gonna have the right education, you're gonna have to have been laid off, you're too old, you're too young, you're too experienced, you're not experienced, everybody faces this. So this is where I'm gonna say we're all in the same boat. Let me help you. I'm trying to reduce the amount of bias when I talk about increasing velocity, reducing your own bias is what I'm trying to get you to do here. Okay, so that's what we're going through. So what I really want you to do is always think about up leveling and advocating for yourself because you're not there and this is not a good representation of who you are. Like this doesn't even come close, like maybe 2% of who you are, is this clarity would know this about you. But what I do know about you is that I believe that you could do anything if given the right opportunity and the right training environment like you don't need to have had the experience I'll buy enthusiasm before I'll buy qualifications every day of the week. Let me say that again for the people in the back I will buy enthusiasm over qualifications every day of the week, and the right people will see that for you. So what we're trying to do is just get past that first measure that first hurdle which is do I look qualified in that three to six seconds Okay, so when you do that and we change to make the changes that we have here how confident Do you feel like now I look about 1000 times more qualified than I did when I

Abby 41:54

started Yeah, um, yeah, my other resume like like I I told you before like I was like I don't have metrics to show right that was my biggest struggle like I don't I don't know like I know that the company did well but I don't know what my impact was and you know when you gave me that example last week, you're like, you know, ultimate this and like pull that I'm like, oh, like just like

Lindsay 42:17

tell you that the amount of people things I don't know how many metrics you have in here but there's 123

Abby 42:22

quite a few I tried to have something in everything you know

Lindsay 42:27

15 on the first page Okay, I'm looking for two under each job at a minimum because like bear but when I look at the rate all I'm doing here is I go Wow, she's qualified I just like she looks well qualified. I don't because I'm not even looking at going okay, streamline store experience actually does a pretty good that sounds pretty good. That's why I landed on and I'm like, yeah, that's the thing we don't know what the little blurbs are gonna land on so we're just trying to eliminate it and uplevel at all okay, so what I'm going to do is just teach you I teach teams how to hire the best people all I'm gonna get you to is the yes so you become the advocate for yourself Okay, all right. Okay,

Abby 43:07

for those of you out there who are doing this to just know that it's tough for me reading this even knowing that these results are real I didn't make anything up these really happened I read it and I'm like still feeling like it like over like a little over estimating my ability like feels feels weird to like look at that and think that

Lindsay 43:29

we've been conditioned to be humble dim our light to fit into a box there is no box you get to create the box here and so do you see why like mindset is the first one we have to do is break the beliefs that you have around the process and then I have to prove you that it works okay, so we'll keep going through this because this Yeah, I have no question but I'm gonna say that you I am so glad that somehow we got matched in the universe came to us this way because somebody does this work this is where people drop off so like if you're following along Abby's process it's only gonna get harder from here okay, but this is she's gonna see if you can do what she said I have this is

Abby 44:08

I know this has got to be the hardest part for me I promise if it's anything that's not like

Lindsay 44:12

writing a resume you might change your mind in networking for that yeah. Okay good. All right. So this is I want to so we would you do me a favor Would you be willing to put your resume up I want you to do the updates today put your resume up on your actual website and then I want you to go and would you be willing to show up before and after for your you can always ask me that I had before this one. Yeah, if you don't want to, you don't have to, but I'm thinking it would be really great for people to see and just do something really quick. Like here's the download, you don't have to do anything and then respond to the people who are commenting on this site. If you want to see her resume, the before and after the transformation. And you're going to this is where like your karma in the world by getting out there. Go ahead and put resume in the chat. Okay, and I might do something special for this. Most Software Development there isn't much metrics to go on but notice Daniel like and I must say it's gonna sound insulting so there's no idea what we're talking about office manager came up with 15 examples on our very first page. Okay, you have it you have it. Oh right.

Abby 45:15

Yeah Daniel, the companies you're developing for have results those are your results. So this

Lindsay 45:22

is where I'm gonna say you have two jobs in the company. Ooh, yes uh yeah. Okay, you guys want to see it? Yeah look at this now by the way

Abby 45:31

all right fine I'll put myself out there for your your benefit you guys

Lindsay 45:36

but the thing is like this is it's gonna be out there anyhow they find it and we're gonna have it but you're gonna see the change right from where she was to where she is and notice that I did not advocate for line that is in fact if you do that you for sure gonna either get fired or the universe can come back and bite you okay? So we don't lie we talk about it but you have two jobs in a company you either make money or you save money. What yes, even HR the most expensive department you know that because it's nothing nothing if I hire salespeople Guess what? I enabled an entire sales department Okay, if I reduce turnover by hiring the right people, I saved money. This is that you just have to think okay, if somebody hires me to do accounting, what do i do i mitigate risk or manage financial goals or achieve Sarbanes Oxley compliance. These are things that save money okay, and process optimization can be both so you just have to think about this. Cindy Svetlana by the way it's on resume is on LinkedIn and Facebook so yay okay. I'm so glad we get to say this so you're going to be you're we're here to show people that it's possible is the level okay so now we've taken a different lens we put it I take you in on like kind of shooting up put you on a different pedestal and a different level you're playing out before Okay, so all right yeah,

Abby 46:51

saying HR is expensive like traveling and growth and development and like Do you know how much it costs to open a new store or to remodel a corporate office like or to open a new one like we're spenders you guys like we spend the money Oh, okay, so this is a report well, but I still found ways that we save money like one thing I

Lindsay 47:13

see okay, and that's where like we have to say okay, I know how to optimize this because what you do is you're able to look at a process and you're able to see waste that's unnecessary, you're able to see what actually creates results and you're able to eliminate what's unnecessary and amplify what actually gets results. Yeah, that's the kind of thing I'm looking for you inside of your summary tick a few that gives you some clues of how to kind of change that a little bit but you're so close that what you have now as is I would just if I had to choose one thing I would just change your job title on that first one because that's that it would be enough for you to get the end up in the yes pile. This would be enough so when I'm talking talking about the pathway every single step from this point forward is enough for you to get an interview to get a job. But what I want you to do is even bigger, okay, okay. All right. So I'm going to answer some questions here on resumes. So go ahead and ask them and then I know we went through yours but let's and then I'll tell you about what to prepare for next week. And I think he did say he wants to see it. Stick by your powers Ruby says imposter syndrome. It's fine You are amazing. By the way imposters don't have imposter syndrome so if you if you have self doubt with me

Abby 48:19

if you're a rock star so lightbulb moment for me too when I read that like because it's so obvious when you say it but you know I would never have thought that

Lindsay 48:28

like the things that I've learned in my life and I try to give you it all pass if you notice I've taken everything and I've spent $150,000 on my own personal development so yeah that's that's I want to give you the access to this where you don't have to so that's why this in fact we're gonna package all this up and people be able to opt in and get all of the things that we did together so they can see the transformation of what can happen in this process because that's why I did this is I want people to know what's possible you just need to advocate for yourself and think be thankful the process is broken because you're going to see how why that works for you at the end when it hopefully I unemploy myself because I don't want to be doing this I want to process programs that we put inside for companies for you know the employees that they have to just be their own advocate for their own people but until then you still need to be your own advocate by the way even if that's the case, but until then I'm going to teach you how to do it this way Okay, yep Daniel is something I may consider let's let's say you keep showing up I feel like you I would be very inclined to look at it

Abby 49:26

offers resume services that's true I also

Lindsay 49:30

that's your what I do is actually with no cost because we keep the ones to keep the light on feed the families but the rest of it is here to help people okay. All right. So go ahead and go with questions here. So I'm going to go back to some of the ones that were the very beginning okay. So color no color. So let me just tell you when I and I'm going to this is how I would do it. I'm just walk you through what it's like for me. There How many of you have heard of decision fatigue?

Abby 49:57

Okay, yeah.

Lindsay 49:58

Have you ever gotten a lot said Just the other night to my family, I said, I don't care what you want to eat, just pick it because I can't choose. I'm at the point where I can no longer make a decision. Okay? There's a reason why Albert Einstein picked the same clothing. He eliminated decision fatigue is the reason why Mark Zuckerberg, Steve Jobs, they do these things to make decision making very simple for themselves, okay? So if a recruiter has to look at 250 resumes to go through everybody, and I was one of those recruiters, which is very rare, very, very rare. The width or all of them, like as long as it's to the point and I would usually wait and I come back and check, but I usually go through all of them. Yep. And when I get to the point where something doesn't make sense, or it's hard to see even if you're well qualified, what's the likelihood I'm going to put you in the yes pile?

Abby 50:44

pretty small.

Lindsay 50:45

It's not and I have a super important advocate. I so I would go above and beyond and I would take chances. It's actually what got me dinged a lot was I would take chances on people, it didn't look as qualified, because I knew the diamonds in the rough probably don't have the best resumes. And the people who have the best resumes were always the best qualified. Now I want to do you have you do both, like, in this way, but I would take a chance so I'd have all the Yes. And maybe pat on people have just Yes, it knows. But at the point at the very end of your resume 249. And you have a bunch of color and a bunch of diagrams, and I can't find the damn information on your resume. What's the likelihood I'm gonna put you in the yes pile? Okay. When I say is less is more like the resume. When people are like use the Canva template. I'm like, please, no, unless you are an actor, or real estate agent or a model, please stay away from that whoever designed that was a great, beautiful designer. The people who build who also love to give resume writing advice have never actually hired anybody. They took a damn class, I'm telling you hire 10,343 people, by the way, that there's a reason why I say that number, because it's very specific, you should do the same thing on your resume. Okay. I also say I've hired or helped over 15,000 people, but if I told it was like 16,747, it'd be way more powerful. So there's a reason why I do the same things that I teach you guys in my own business. But when you're going through this, you want to make it so somebody see that in three seconds, can they glean the information. So when I see a resume if you people who if she's still here, she'll tell you what I go into my I have a coaching program where we meet every week, and I critique resumes and LinkedIn and elevator pitches as part of the program. And I go in and if you look beyond, I make you do this first before we come in, but from the very beginning, I'd like to pull some basil resume up and I go, because like that is really a visual assault on my senses. I'm like, make it easy, just make it easy. And so I'm like, just make it easy. That's all you're trying to do. So when you add color, it's not it's not actually helping you stand out for the right reason what makes you stand out is when you have results and impact so format is the most important thing on your resume have the stuff in the right order. You need to have a header well you need to have your first critical information you need to have a header you need to have a summary you need to have skills you need to have your experience you need to have your education and you shouldn't have technical skills at the bottom if you're using any kind of software which if you don't I am shocked and you probably need to reevaluate whether or not that's true okay. But if you do that then I can understand Okay, so when I say color like use sparingly Navy is about the people who The only exception I've had that is when somebody has a portfolio which is not a resume

Abby 53:17

oh good I was gonna say mine's not me. Yeah,

Lindsay 53:21

well your resume is fine right?

Abby 53:24

Well my resume has a little bit of like I have this like dark but I don't really want to call it like a deep blue like turquoise kind of color on my red on my portfolio. So like that's like it's not all over it, but there are elements of it in my resume, a hyperlink and that sort of thing. And like yeah, it's a small line under my name. Yeah. But when people have like these like I will you give yourself a Venn diagram or when they rate themselves on their proficiency unless you were at the top proficiency I don't know why you would write yourself first off

Lindsay 53:53

like I was going to

Abby 53:54

ask you about that I'm like how what is this based on like my personal opinion of

Lindsay 53:59

Did you take this now this is super subjective. So so that's the first one. Let's see what else was the second question? Color no color. Um, how do you Okay, I'm going to talk about race. ageism. ageism. Okay, let me give you the really big ones. If you have over 20 years of experience, ageism. If you put your years since you're graduated, whether it's young or old, unless it's in the last two years, obviously, I didn't say anything about yours. ageism, okay. So don't volunteer information that can get you deemed okay. And take a very flattering photo. That would be the other thing, okay. So like, I don't really want to be able to, we're gonna make a decision based on your profile photo, but you're more likely to have we'll talk about this next time and the LinkedIn leverage will have more success on what a LinkedIn profile is with a photo versus not okay. All right. Let's see here. Thank you for taking a chance. Yes, hyperlinks. It's amazing hyperlinks. I'm not sure what hyperlinks is. Okay. I thought there was another question. I want us to cover. I'd like black, and maybe something that's muted, it would be like, I had one oh my god, the reason I come back I think in this resume I had, and it was literally like red and blue. And some of them it was italicized, and nothing was aligned one way or the other. And I'm like, I mean, it was like somebody vomited on this page. That's what it was the equivalent of it was so very hard. So just the big part here is, is it attractive? And the best way to do that is to find somebody who was a recruiter and ask them.

Abby 55:30

Okay,

Lindsay 55:31

so we are we're going to go into your profile next time, this is where you get to actually pick out some of your stuff. Okay, so go ahead and ask questions here. Okay, so what do you have anything for you? Abby, do you have any questions?

Abby 55:43

You Where do you want, you want to put some links in LinkedIn or on my portfolio,

Lindsay 55:47

I actually want you to do it on your, your portfolio site for now. And then we're going to add it to your LinkedIn next week. Okay, but after, after you make the changes and send it to me, okay? You want but the before and after, before and after I want you to do it on your portfolio site, I really don't want you to have to leave it out there.

Abby 56:04

I can create a page for it that's only accessible

Lindsay 56:07

by link. So Okay, perfect. That would be it and then just put it if you'd comment back to these folks here, so Okay. All right. So let's talk about what's next. Okay, so I've told you that your resume means not a quiz, you need it. Okay, you need it. And it has one choice, I'm just gonna say it, I'm going to swear for you guys. It's to believe that you are a badass. So Abby, we went from I have zero experience and qualifications. Are you at the point where you see, okay, I feel like that is yes. Your piece of marketing material for you, this is the marketing material for you as a person, that's all it is. Okay. So everything we're going to do is just to back us up for that. Now, next stage is LinkedIn, if I told you what was the most important tool, it's that one, LinkedIn is the most important tool, okay, which is guess what the best part here is, if we optimize for your resume, we just get to transfer it over which is which next stage really easy. However, there's a couple of key areas I'm going to talk about the five most important areas and LinkedIn, we're going to cover those next week. The first one is your profile photo. Okay, so I'm going to show you how to assess whether your profile photo really works or doesn't, okay, is going to be your headline. Okay, so your headline, that's where we that's the headline that's on your on your resume. But you've already done this work a little bit. So we're going to add just a little bit of tweak there. And then your cover photo. And this is where I want to see some of that beautiful design work. And so because you have that, so I want to see something that summons you, I give you a template, I'm going to talk about what how to, what we're looking for is to pre frame so what I'm experiencing on your resume, and what are on your LinkedIn profile is should be submitted by the your image, your headline, your cover photo, and then your summary. Now your summary super easy, you're just going to take what's on your value proposition and plug it in there. We're going to add to it later on. But for now, that's what we're going to start with. And then you're gonna actually put your skills on there too, I would just put your skills with emojis. We'll talk about this next week. And I don't actually care about LinkedIn. But because you're a little more advanced user, I'm going to talk about that, okay, those skills that are we talked about optimizing with the job scam, that's what I'm looking for. Okay. And then the rest of it, there's 17 sections I have you optimize inside of my program, we're gonna start with the first the first five and then for you, I'm looking at education and experience and just transfer over what you have. And then we will take a look at how it appears. Okay, so your goal here, the one thing I want to have you do is did you measure your social selling index yet? Have you done that? Okay, we're going to do it right now and I'm expecting you to have a pretty good score. social selling index is a Yeah, you're like was social?

Abby 58:44

How do you do that?

Lindsay 58:45

I'm gonna show I'm gonna give it to you right now. Okay, I'm here to help you with every every step along the way. Okay, so index LinkedIn, I have to grab it. Okay, so your social selling index measures how effectively you were actually building your brand on LinkedIn. Okay. And I love that you don't know what it is because that makes it easier for me. So I'm gonna I'm in learning all these new things. Do you have access to your phone right now? Yes, okay. I'm gonna arm Sorry. I'm gonna go send it to you on Facebook. Got it? Thank you get it to work. Let's see here. Oh, Abby, there we go. Alright, so we're gonna have Abby actually assess this. Okay, so um, it assesses how quickly how about while we're doing, I want her to assess it today because we're gonna see how much we can improve it. So you're gonna see her actual results. This is the easiest way for us to on a metric to measure something very qualitative in an origin. So I want to when you get to that page, And if you want to do this just google search, LinkedIn social selling index, it'll pull it up to is a sale, they're going to try to sell you something, don't worry about selling it, what we want to do is click the Get your score free. Okay? in there I'll tell you what mine is. So I don't The link is really, really long. But just google social selling index LinkedIn. And that will I would think it's like linkedin.com slash sales slash SSI is the big following.

Abby 1:00:41

Okay, you want to see it? Can you guess?

Lindsay 1:00:45

I it's, there we go. You're in the top 90 cent night twice. What's the would you keep going down for me? What's the number at the bottom of that? circle? 48 Oh, my God. Okay, seriously, we're going to, we're going to go phrase that by I'm guessing raised by 20 points. Okay. Okay. I am in the top 1% of both my network and my industry. Sometimes I go to 2% I get a little huffy about that. But I'm at one. Now you max out about 85. When you talk about this, we're gonna see how much we can get this to go up just by and you're gonna see it. So we're doing it measuring it now. So she is at, what was it good 4848. We're gonna see how high we can get her to go just by going through this. Okay. And Daniel, I'd love to know what you have. If you guys are doing this with me. Tell me in the chat what your number is. I'm 81 do not use me as the benchmark. I have been on LinkedIn for 16 years, folks. Okay. So Ruby is a 68. So Ruby is somebody that I work with, I hope, nice job. Yeah. So she shoots 60. So she's crushing it. If you're in the 70s. I said, somebody asked me yesterday, what's what's the number is like in mid 60s or higher. So mid 60s or higher is what we really want to be if we're job searching effectively, and I don't want you to ever drop down because this you talk about being content, you have the skills to do this. Okay. We'll optimize this after we're talking about at the very end here. So we'll see what happens after you update this, how much that goes. And then after you get into branding, and then after we do the networking session, you're going to see that jumped dramatically and then hopefully be able to maintain that. Okay, all right. Can't find the link. So linkedin.com slash sales slash SSI. I don't know why it won't let me comment, but it's true. It's only been here on LinkedIn since April. Wow. Jessica 71 crushing it, Deepa. is at 65. Nice. Okay, so you guys, Daniel, I

Abby 1:02:38

just sent it to you on LinkedIn. Ah,

Lindsay 1:02:40

thank you so much. Okay. All right. So we're gonna come back with it. So I'm gonna talk about like what to expect next week so I'm gonna release to you let LinkedIn leverage will off comes from the tiny with you next week. I had 120 contracts so much.

Abby 1:02:54

I bet mine was like pretty I bet I had like 200 like there wasn't that many a few months ago. Like, it's the content I don't live forever, but I just don't really use it. Yeah, this is where I'm like, if you want your

Lindsay 1:03:05

past truly your past and career if you're a professional, and you want to be employed, this is the place to be so I got on LinkedIn cuz I thought it was super cool. I was like, oh, Six Degrees of Kevin Bacon for people. You had me a bacon. Oh, um, that that's what and I invited everybody at my existing company. So I am a big fan. Big, big, big fan of LinkedIn. You can even go and check out my profile and see when LinkedIn interviewed me on LinkedIn about job searching on LinkedIn live. How so? It was pretty nice job. Yeah, it was a lot of fun I have to look for later so Daniels are 56 Okay, we're gonna see how many we can get you guys to increase this number. Okay. Now one last thing to do. I am going to be presenting the three secrets to how to land how I landed my $132,450 dream job without ever applying. I'm going to walk you through like what you need to stop doing right now that is actually sabotaging and getting you blacklisted first thing second thing I'm going to teach you where 80% of the jobs actually rely and how to break into that market in just five days. And then next I'm going to teach you how to reveal the hidden and unpublished job market and advocate for yourself and get referrals in my proprietary six step system. You get all of that okay and I'm going to give you even the playbook with it if you opt in you just go dream job hack.com and then we're going to be on top that up here. So dream job hack.com This is the longest link but if you but dream job hack.com is the right ways to go Alright, so Abby hang out with me here in the room for it. But thanks so much. For everyone who's tuned in today. If you have something that you learn today, I would love to hear it. Tell me what you're going to take and implement in your job search and everybody here if you have not connected with Abby, the power of your job search happens through people. Whoever told you that your technology will get you a job is lying to you and has never actually hired anybody. It can work point 4% of the time. So let's Find a more effective solution because if you did the same work and change the system and use the strategy that I teach you, you would have twice or three times the results in a quarter of the time. Okay? That's what happens when we work together in this process. Okay. All right. Thanks, everybody. Thanks for tuning in. And we'll see you next week. Okay, Bye, everyone.