HOWTOBRINGYOURRESUMETOTHETOPOFTHEPILE

BYWRITINGACOMPETENCYBASEDRESUME

AdaptedfromthebookCompetencyBasedResumesbyRobinKesslerandLindaA.Strasburg

COMPETENCYBASEDRESUMES
Intodaysbusinessenvironmentitisimportanttounderstandwhatacompetencybasedsystemisbecause
theyarebeingusedmoreandmorebythebestorganizationstohelpmanageemployees.

HowcanIincreasemyabilitytogetthepositionIwant?
Competencybasedorganizationsrelyonadifferentsystemforlookingatwhatittakestobesuccessfulinjobs,
particularlywhenselecting,promotingandtrainingtheiremployees.Understandinghowcompetencybasedsystems
workisvitaltoyoursuccess.Surprise:Themostimportantthingtorememberisthatthesesystemsalwayschange.You
needtotailoryourapproachtoadjusttotheemployerschanges.
Whatarecorecompetencies?
Corecompetenciesareusedattheorganizationleveltohelpachieveorganizationobjectivesorgoals.
Whatarebehavioralinterviewquestions?
Interviewersaskquestionstoassesshowcompetentcandidatesareinseveralareas.Behavioralinterviewingisbased
onthetheorythatpastbehavioristhebestpredictoroffuturebehavior.Inotherwords,pastsuccesspredictsfuture
success.
WhyshouldIwriteacompetencybasedresume?
Acompetencybasedresumewillgiveyouasignificantedgeovercompetitorsbecausethemainfocusisonhighlighting
thosepartsofyourbackgroundthatprovideevidencetoemployersthatyouhavethecompetenciestheemployeris
lookingfor.
HowcanIkeeppromotingmycompetencies?
Itisimportanttomarketyourcompetencies.Otherstrategicmarketingtoolsare:effectivecoverletters,networking,
andpolishedinterviewskills.Remembertofocusonthecompetenciesrequiredbytheprospectiveemployer.

Howarecompaniesusingcompetenciestostrengthentheirworkforce?
Theyareusingcompetenciesto:
Advertiseforcandidates
Screencandidateresumes
Interviewusingbehaviortechniques
Selectemployees
Evaluateemployees
Trainemployees
Promoteemployees
Rewardemployees
Determineassignments
Decidewhoshouldnotworkfortheorganization

LEVELSOFCOMPETENCYDEVELOPMENT

Anindividualcompetencyisawrittendescriptionofmeasurableworkhabitsandpersonalskillsusedto
achieveaworkobjective.

Corecompetenciesaresetuporganizationwide.Asignificantnumberofcompetenciesforeachpositioncomefromthe
corelist.

Functionalordepartmentalcompetenciesfocusonknowledge,skillsandabilitiesneededtobesuccessfulina
professionalarea,suchashumanresourcesoraccounting.

Individual/workplacecompetenciesareidentifiedbasedonwhatittakestobesuccessfulinspecificpositionswithinan
organization.

Whataresomedefinitionsofcompetencies?

Competenciesare:
Underlyingcharacteristic,behaviour,knowledgeandskillsrequiredtodifferentiateperformance.
Characteristics that define what superior performers do more often in more situations and with better
results.
Somethingaboutyouthathelpsyoudoabetterjob.
Awrittendescriptionofmeasurableworkhabitsandpersonalskillsusedtoachieveaworkobjective.
Acollectionofrelatedknowledge,attitudesandskillsthataffectsamajorpartofonesjob.
Linkedwithperformanceonajob.
Measuredagainstwellacceptedstandards.
Improvedwithtraininganddevelopment.

Whyhavesomanyorganizationsadoptedcompetencybasedsystems?

Competenciesprovidea:
Commonlanguageforskillidentificationandpeopledevelopment.
Focusfordevelopmentandperformancediscussions.
Setofkeybehavioursemployeesusetoincreasetheireffectiveness.
Humansidetoaccountability;theknowledge,skills,andabilitiesthattheemployeebringstothejob.

Atwhatlevelswithinanorganizationarecompetenciesdeveloped?

Therearethreemainlevelsatwhichcompetencesaredeveloped:organizationwide,departmentorfunctional,andat
theindividualjoblevel.
Corecompetenciesmaybeidentifiedfortheorganizationasawhole.
Departmental or functional competences are identified to encourage more specific knowledge, skills,
andabilitiesinadepartmentorfunctionalarea.
Individual competencies are developed based upon the knowledge, skills, and abilities needed to be
successfulindifferentpositionswithintheorganization.
In many organizations, competencies are defined based upon different levels such as professional, supervisor, middle
managerandseniormanager.

WhichleveldoItarget?Ihavecompetenciesatmanydifferentlevels.

Lookatthelevelsidentifiedbytheorganizationforthepositionyouareinterestedin.Then,thinkaboutthehighest
levelworkthatyouvedoneineachcompetencyareaandincludethoseinyourresume.

Arethereanyothertermsusedforcompetencies?

Competenciesaresometimescalleddimensions,characteristics,orkeystosuccess.Theymayalsobelistedasvalues.

Howarecompetenciesusedfortrainingandemployeedevelopment?

Performancereviewsareoftenbasedonhowcompetentemployeesareperceivedtobeonalistofcompetencies.
Employerstakethecompletedappraisalsandusethemtodeterminetrainingneeds.Someorganizationsasktheir
employeestoidentifycompetencygapsandthenscheduletrainingcourses.

HowcanIusemynewcompetencybasedresumetoadvancewithinmyorganization?

Thebestcompetencysystemshelpmanagersatalllevelsknowtheresourcestheyhaveintheirdepartments.

Hereswhatyoucando:
Identifythetargetpositionwithinyourorganization.
Listcompetenciesforthatpositionbyinterviewingthemanagersofthatdepartment,talkingtopeople
whohaveheldthatposition,andreadingorganizationalcompetencylistings.
Identifycompetencygapsandfindwaystofillthegapswithtraining,volunteeringandeducation.
Keeptrackofyouraccomplishmentsandhowtheyrelatetothedesiredcompetencies.
Updateyourresumeperiodically.
Marketyourcompetenciestotherightpeople.

IDENTIFYRELEVANTCOMPETENCIES

Whatisthefirststeptowardsidentifyingtherightcompetenciestouseinacompetencybasedresume?

Lookfirstattheadvertisement,posting,orjobdescriptionfromtheorganization.Moreorganizationsthanevenbefore
arebeingdirectandlistingthecompetenciestheyneed.

Iftheorganizationdidntprovidealistofthecompetenciestheyarelookingforaskyourself,HowdoIget
startedcompilingmylistofkeycompetencies?andWheredoIfindsomecluesastowhatthese
competenciesshouldbe?

Thinkaboutwhatcompetencieswouldbeobviousfortheposition.
Lookattheadvertisementsandpostingsfromcompetitorsforequivalentpositionstoseeiftheyhave
directlylistedthecompetenciestheyveidentifiedfortheposition.Thentrytodetermineifthesame
competenciesworkforthepositionyouareinterestedin.
VisitanEmploymentWebsiteandlookatequivalentjobsforcompetencylists.
LookatWebsitesforcompaniesthatarecompetitorstotheorganizationthathasthepositionyouwant.
Findemploymentadvertisementsinnewspapers,associationpublications,andothersourcesandseeif
youcangleantypicalcompetenciesfortheprofessionalarea.
ReadthroughyourprofessionalassociationWebsitethoroughlyandusetheirresearchsupportto
identifycompetencies.
GototheWebsitefromtheorganizationyouareinterestedinandreadthroughitspublicationstofind
informationgivingyoucluesaboutitscultureandvalues.

Whataresomeofthemosttypicalcompetenciesusedbyorganizations?

Hereisalistofthemoststandardcompetenciesusedbyorganizations.Theyarebynomeanstheonlycompetencies
thatmaybedesiredbyyourtargetorganization.

1. Achievement/ResultsOrientation
2. Initiative
3. ImpactandInfluence
4. CustomerServiceOrientation
5. InterpersonalUnderstanding
6. OrganizationalAwareness
7. AnalyticalThinking
8. ConceptualThinking
9. InformationSeeking
10. Integrity

Eachorganizationdevelopsitsownlistofcompetenciesandthelistcanbedramaticallydifferentbasedupontheculture
andgoalsoftheorganization.

CREATEANEMPLOYERFOCUSEDCOMPETENCYBASEDRESUME

WhyshouldyoudevelopaCompetencyBasedResume?
Competencybasedresumesaremuchbetterthanmostconventionalresumesatemphasizinghowyour
knowledge,experience,andskillsmatchtheposition.
Competencybasedresumesfocusontheemployersneeds.CompetencyBasedresumesworkmore
effectivelybecausetheemphasisisontheorganizationsneedsfirst.
Confirmtotheemployerthatyouhavetheexpertiseorcompetencytheyarelookingfor.
Improveyourchanceofbeingselectedforinterviewsforthepositionsthatyouwant.
Helpyoubeperceivedasmoreclearlycompetitive.

WhatdoesaCompetencyBasedResumelooklike?

Theapproachtowritingcompetencybasedresumesisdifferentfromthewaytraditionalresumesarewritten.These
stepsarerecommendedwhenwritingacompetencybasedresume.Followingthestepsensuresthatyouwill
remembertoincludeeverythingthatneedstobeincludedinyourcompetencybasedresume.

1. Identifycompetenciesfortheposition

Forexample:
LeadershipCompetencies:DevelopWinningStrategies(Takesabroadperspectiveandclearlylinksstrategiesto
plansandobjectives),DrivesResults(Takespersonalaccountabilityforachievingindividualandsharedgoals),
FocusesontheCustomerandClient(Proactivelyanticipatescustomerneeds),DrivesInnovationandChange
(Carriesoutsystematicandrationalanalysistoidentifytherootcauseofproblems),Builds&Leverages
Relationships(Coordinatesefforts/resourceswithinandacrossteamstodelivergoals),Communicates
Effectively(Communicatesopenlyandconfidently),BuildsDiverseTalent(Createsahighcommitmentwork
environmentwherepeoplearemotivatedandencouragestoachievethroughempowermentand
development),DemonstratesPersonalExcellence(Actswithintegrity)
(fromAmericanExpress,GlobalTalent)

Thought:CreatingInnovativeSolutions,ThinkingAnalyticallyandConceptually,ActingStrategicallyandGlobally

Results:DrivingResults,ExceedingCustomerExpectations,RiskTaking,ActingDecisively

Relationships:CollaboratingandInfluencingOthers,DemonstratingIntegrity,TreatingPeoplewithRespect

People:ManagingPerformance,DevelopingPeople,ManagingChange

2. Thinkaboutwhatyouhavedonethatdemonstratesexpertiseorexperiencewitheachofthecompetencies.

3. Developaccomplishmentstatementsforasmanyofthecompetenciesasyoucan.Inwritingyour
accomplishmentslistthemandthenbrainstormandwritedownasmanyexamplesascanforeachcompetency.

4. Writethesummarysectionsoitemphasizesyourexperienceandstrengthsrelatedtothekeycomponentsfor
theposition.Includerelevantinformationandpersonalizethesectionifthereisenoughspace.Summariesare
criticaltoincludeintheresumebecausetheyfunctionasthereadersfirstimpressionofyourbackgroundand
highlighthowyoumeetthemostcriticalcompetenciesfortheposition.Viewthesummaryasanopportunityto
sellyourbackgroundtotheemployer.Ifyouhadachecklistforwritingasummaryitwouldbeto:Startoutwith
thejobtitleorwhatyouwouldcallyourselfprofessionally;Writeaboutyourexpertise,jobrelatedstrengths,
andyourstrengthsinthecompetencyareas;IncludecertificationssuchasaCPA,andotherskillssuchasbeing
proficientinSpanishandEnglish;andYoumightwanttoseparateoutyourstrengths,orcompetenciesinto
bulletedpointsforemphasis.

ExampleSummary:
ProductDevelopmentManagerwithexpertiseintravelandcardinformation.Recognizedforachievingresultsby
launchingWebenabledproducttobegindecommissioninglegacyproducts,acceleratingimplementationofreporting
toolsinregionalmarkets,anddesigning/developingdatabasetoolforbenchmarkingtravelexpenditures.Strengths
includebuildingeffectiveworkingrelationshipsbycollaboratingwithandinfluencingclients/coworkersandworking
closelywithmanagertodevelopmembersofteambyactingassubjectmatterexpertontravel,card,purchasing,and
expense.Innovative,analyticalrisktakerwithproventrackrecordofdevelopingglobalsolutions.Licensedtoflyhigh
performancejetaircraft.
SixSigmaCertification:GreenBelt,2002
TechnicalCertifications:SQLDatabase,MSAccess

Thekeycompetenciesmentionedinthisexamplesummaryinclude:Recognizedforachievingresults,Effectiveworking
relationships,CollaboratingwithandInfluencing,DevelopMembersofTeam,Innovative,Analytical,Risktaker,
Solutions.Includedisinformationabouthislicenseinflying,certificationsandcomputerskillstofurtherdemonstrate
hisabilitytoachievegoalsandunderstandtechnicalinformation.

YoucanincludeasectionrightafterthesummarycalledTechnicalSkillsorsomethingsimilar.Thisisagoodwayto
highlightrelevantsoftware,programmes,orcertificationsthatdemonstratecompetenciesthatyourpotentialemployer
wouldbeinterestedin.

5. Determinewhichcompetencybasedresumeformatchronological,functional,directcompetency,or
combinationbestfitsyourneeds.Prepareyourfirstdraftoftheresume.

6. Remembertoincludesectionsonyoureducationandanyotherspecificinformationrelevanttopotential
employers.

7. Addadditionalcompetencyrelatedaccomplishmentstatementsandifyoustillhavespaceother
accomplishmentstatements

8. Prioritizecompetencyrelatedphasesinyoursummarysectionandcompetencybasedaccomplishmentswithin
theappropriatesectionsoftheresume

9. Reviewandpolishtheresume.Askotherprofessionalsforinput.

10. Finalizeyourresume.Developanelectronicversionoftheresumewithakeywordsummarysectionthat
includescompetencies(andsynonymsforcompetencies)toincreaseyourchanceofbeingselectedforan
interviewwhenanorganizationisusingscreeningsoftware.

DEVELOPSTRONGCOMPETENCYBASEDACCOMPLISHMENTSTATEMENTS

Moreorganizationsareusingrecruitingsoftwaretohelpreducethetimespentbyhumanresourcesreviewing
resumes.Thesoftwareidentifiesthenumberofhitsonkeywordsortagwordsandsubmitsthenamesfor
review.Youshouldidentifythekeywordsandincludetheminyourresumeasoftenaspossiblewhilestill
focusingonthecompetencies.

Developastatementthatsoundsasstrongaspossibleforwhatyouhaveaccomplished.Forexample,dont
useimplementedwhenyoucanusedirected,organized,developedasimplementedsoundslikeyoujust
followedanotherpersonsdirections.

1. Writeyouraccomplishmentsinawaythatdemonstratesexpertiseandshowsrelevantexperienceforeachof
thecompetenciesthecompanyislookingfor.
a. Forexample:
AccountExecutiveoftheyearforthreeyears.
IncreasedsalestoShellOilCompanyfrom$500,000to$2millionintwoyears.
Grewrevenuesinnewhealthcareterritoryto$2.6millioninonlytwoyears.

2. Remembertoincludeinformationthatexplainsthesituation(orproblem),actionandresult.Beforeyouwrite
theaccomplishmentstatementtaketimetodescribewhatthesituationwasorwhattheproblemwasthatyou
solved.Whatactiondidyoutake?Whatwastheresult?Howdidtheorganizationoryourdepartmentbenefit
fromwhatyoudid?

Resultsgivehardfactsthatyouactuallyaccomplishedsomethingofvalue.Foreverycompetencyyouhave,you
shouldknowhowitwouldachieveresults.

3. Starteachstatementwithactionverbsandvarythewordsyouuse.Someactionwordsare:accomplished,
achieved,budgeted,compiled,delivered,established,formed,guided,improved,increased,instructed,
managed,organized,prepared,produced,reduced,reorganized,solved,systematized,trained,utilized,won.
Thisprovidedenergyandactiontowhatyoudoandmakesiteasierforthereviewertoquicklydeterminewhat
youknowhowtodowhenskimmingyourresume.Itisthestyleusedforresumes.

4. Targetyouraudiencebyusinglanguagetheywillunderstand.Becarefulaboutusinglanguagethatistoo
technicalorincludestoomuchjargon,forpeoplereviewingyourresumemanynotknowtheterminologyforthe
particularpositionyouaregoingafter.Dontbetoosimplisticorcasualeither.Itishelpfultogotothe
organizationswebsitetoseewhatterminologytheyuseandhowsophisticatedtheirdocumentsare.

5. Givespecificexamplestosupportyourexperiencewitheachcompetency.Includespecificdetailstoshowyour
credibilityandtoproveyouactuallyhaveexperienceinaparticulararea.

6. Quantifyyourexamplewheneverpossible.Thepersonreadingyourresumeneedstounderstandhow
significantyouraccomplishmentis.Forexample,BbelowshowsthisbetterthanA.
A. Managedhumanresourcesdepartmentfordivision.
B. Directedhumanresourcesfor1,100employeedivisionofFortune500company;directlysupervisedseven
humanresourcesprofessionalsandthreeclerksandmanagedbudgetof$1.5million.

Thisaddscredibilityandhelpstheemployerseehowyoucanmakethemsucceed.

7. Sayasmuchasyoucaninasfewwordsasyoucan.Makesureeverywordaddssomethingtothecontent.Try
toeliminatewordslikevariousandnumerousthatdonotsayanythingspecific.Substitutethemwithactual
numbers. Remove words like that, the, a and an, which may not add anything to your content. Also, it is
bettertoroundoffnumbersandpercentagesthantousewordslikeapproximatelyoraround.

Lessismorebecauseyourresumeshouldsendamessagethatisfocusedandprecise.

8. Ifyourbestexampleunderanindividualcompetencyisntaparticularlystrongaccomplishment,thentryto
writeitsothatissoundsasstrongaspossible.

9. Afteryouhavewrittencompetencybasedaccomplishmentstatements,addotheraccomplishmentstoyourlist.

10. Makesureyouhaveincludedkeywordsinyourresume.

11. Whenyourealizeyourbestexamplesinaparticularcompetencyareaareweak,dothebestthatyoucanfor
now,thenmoveon.

CHOOSETHEMOSTEFFECTIVERESUMESTYLE

Therearethreebasicresumestyles:chronological,functionalanddirectcompetency.Eachresumetypecan
bewrittenthecompetencybasedresumewayandacompetencybasedresumecanbeturnedintoan
electronicresumesuccessfullywhenitissenttoapotentialemployer.Youcanalsocombineresumestyles.

ChronologicalResumes
Competencybasedchronologicalresumeslooksimilartotraditionalchronologicalresumes.Themaindifferenceisthe
contentiswrittenthecompetencybasedway.Thistypeofresumesimplylistaccomplishmentsundereachposition
beginningwithyourcurrentjob,sotheycanbeagoodchoiceforpeoplewhohavealwaysworkedintheirfield,wantto
continueworkingintheirfiledandhavenointerruptionsinworkexperience.

Achronologicalresumeisveryeffectivewithtraditionalcompaniesandorganizationsbecauseitiswhattheyaremost
familiarwith.Acompetencybasedchronologicalresumeisevenmoreeffectivewiththesecompaniesbecauseitlooks
traditionalandshowsthemthroughhowitiswrittenthatyouhavethecompetenciestheorganizationneeds.

Thewritingstylehereisto:Listaccomplishmentsundereachposition;Beginwithyourmostcurrentjobandworkyour
waybackintime;Summaryandaccomplishmentstatementsarewrittenwithacompetencybasedfocus.

FunctionalResumes
Competencybasedfunctionalresumesaredifferentthanregularfunctionalresumesbecausethesummaryand
accomplishmentstatementstargetcompetencies.Functionalresumeslistaccomplishmentsbyfunctions,notbyjob
titles.Theworkhistoryisincludedlaterintheresumeandtheyputtheemphasisonaccomplishmentsnotonwork
history.Thisisagoodchoiceforpeoplewhohaveinterruptionsintheirworkhistoryorhavechangedfields.These
resumesworkwellforconsultantsbecausetheycanemphasizetheirexperienceinparticularareasforpotentialclients
oremployers.

Thewritingstylehereisto:Listaccomplishmentsundereachfunction;Beginwiththemostimportantfunctionforthe
positionyouareapplying;Summaryandaccomplishmentstatementsarewrittenwithacompetencybasedfocus;
Chronologicallistsofyouremploymenthistoryarelistedafteryouraccomplishments,neartheendoftheresumebut
beforeeducationorothersections.

DirectCompetencyResumes
Thesearethenewestresumestylesandhaveadifferentlook.Theaccomplishmentsarelistedbycompetency.Usinga
directcompetencyresumecanbeagoodchoiceforpeopletoconsideriftheyalreadyworkforacompanyandare
applyingforaninternalpositioninanorganizationthatusescompetencybasedsystems.Theseresumesshowcase
accomplishmentsineachcompetencyareaandtheemphasisisfocusedonclearlyidentifiedcompetencyrequirements.

EventhoughmanymanagersandHRprofessionalsarenotusedtothisstylebecauseitisnew,itispredictedthisresume
stylewillbecomeincreasinglypopularinthenextfewyears.

Thewritingstylehereisto:Listaccomplishmentsundereachcompetency;Beginwiththemostimportantcompetency
forthepositionyouareapplying;Summaryandaccomplishmentstatementsarewrittenwithacompetencybased
focus;Chronologicallistifpastpositionsareincludedattheendoftheresumewithmostrecentlistedfirst.

ElectronicResumes
Anelectronicresumeincludes:
AresumewritteninWordsentviaemail.
Developingyourownwebsitewithyourresumeposted.
Postingyourresumeonajobsearchwebsitesuchasmonster.com.
AnASCII(AmericanStandardCodeforInformationInterchange)resumerequestedbyanemployer.

Electronicresumesincludeanyresumethatiscreatedonlineandsenttoothersovertheinternet.

Thewritingstylehereisto:Identifykeywords;Makesuretousekeycompetenciesinyourkeywordsummary;Listkey
competenciesearlyinthesection;Thedesigncanbeafunctional,chronological,oradirectcompetencybasedresume.

Youcancombineresumestylesbutmakesureyourfirststepistodeterminethekeycompetenciesneededbyyour
targetorganization.Dependingontheemployersneedsandhowwellyourexperienceandbackgroundmatchthe
position,mayhelpyoudecideifyouwishtouseacombinationofstyles.

Therulesforincludingeducationareto:Startwithyourmostrecentdegreeandworkbackwards:Includethenameof
CollegeorUniversity,City,State,Country,degree,major(s),minor(s)andconcentration(s);Ifyouvereceivedthedegree
withinthelast10years,includetheyearyoureceivedthedegree.Whenthedegreeismorethan11to15yearsold,
considerleavingtheyearoff;Listthemajorfirstthatdemonstratescompetencyinthemostimportantarea;Ifyoudont
haveyourdegreeyet,writeaboutwhenyouexpecttocompletethedegree.

SampleCompetencyBasedChronologicalResume

JEFFREYK.OLDHAM
5011RedBridgeRoad
Houston,TX77087
(281)2237047
jkoldham@comorg.net

SUMMARY

DistrictSalesManagerwithexperienceinbusinessdevelopment,solutionsalesandtechnology.Significantexperience
innewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,projectmanagementand
consultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contractnegotiations,andclosingsales.
Consistenttopperformerwithrecordofachievingresults,generatingrevenue,exceedingsalesquotas,anddelivering
exceptionalcustomerservice.
Excellentinterpersonal,organizational,presentationandwritingskills.

WORKHISTORY

CONSULTANT 20022003

ECGCORPORATION 20002001
Director,BusinessDevelopment20002001
SeniorProgrammeManager,2000

Proposedfirstcompanywideprintanddocumentstrategywithexpectedsavingsof$20millionperyear.
Developedsales/marketingcampaignawardednationalqualityawardbasedonSixSigmacriteria.
Workedwithkeydepartmentstodefinetechnologyneedsandproductdevelopmentcourses,market
positioning,networkingdeploymentandpartneractivities.
Developedmarketingstrategyforsellthroughandsellwithactivitiesbetweencompanyandpreferred
technologyvendor.

LEXMARKINTERNATIONAL,INC. 19922000
SeniorConsultant,EducationandGovernmentSales,2000
SpecialAssistanttoDirector,HealthcareSales,19992000

SelectedforWinnersCirclefortop2%ofU.S.salesprofessionals.
NamesAccountExecutiveoftheYear,threeyearsandoftheQuarter,14quarters.
SoldonemissioninkjetprintersafteridentifyingpartnershipopportunitywithMicron.
ManagedmajorclientbusinessengagementsacrossU.S.tomaximizehealthcareteamrevenue;exceeded$6
millionrevenuegoalinfivemonths.
Recognizedin1999forachievinghighestrevenuesoffirstyearsalesmanagersin1998whileworkinginprevious
position.

DistrictSalesManager,19971999

Managedteamresponsiblefor$12millionnationalpurchaseagreementwithColumbia/HCA.
Coachedsalesandtechnicalsupportteamtodevelopmoreinnovativesalesstrategies;increasedsales20%
annuallyperterritory.
Facilitatedteamof12employeestodevelopBusinessAdvisorCDbasedconsultingtoolforU.S.salesforce;
exceededfunctionalityandstayedunderbudget.
Mentored11newhiresonsalesteam;developedimplemented,andtrackedresultsofmarketingandsales
strategiesforteam.
Coordinatedteamintroducingfirstglobal24by7nonstopserviceandpartsdeliveryofferingforNCR.
ConvincedclinicalandITmanagerstopurchaseplatformupgradesdespitecompetitionfromonsitevendor;
managedrolloutatCountryHospitalDistrict.
Recognizedforsuccessfullymanaging11sales/technical/administrativeemployeessellingprinting
equipment/servicestohealthcarecustomersin23stateregion.

SeniorProgrammeManager,StrategicAlliances,1996

WonSalesDivisionAwardastoprankedsalesperformerinU.S.Healthcaredivisiontwoconsecutiveyears.
Worked as key member of team developing marketing campaigns and presentations to introduce total cost of
printingconcepttocustomers.
Managedkeyprojectimprovingcustomersatisfactionratingfrom67%to89%.

SeniorAccountExecutive19941996
AccountSystemsEngineer/NationalAccountExecutive,19921993

Grewrevenuesinnewhealthcareterritoryto$2.6millionintwoyears.

IBMCORPORATION 19871993
AccountSystemsEngineer,19901992
PrintingandDesktopPublishingSpecialist,19881990
DealerAccountRepresentative,NationalDistributionDivision,19871988

SelectedforIBM100%Club.
ImprovedIBMprintermarketshareinterritoryfrom9%to20%intwoyears.

EDUCATION

BachelorofBusinessAdministration,Marketing,MagnacumLaude
UniversityofHouston,Houston,Texas

SampleCompetencyBasedFunctionalResume

JEFFREYK.OLDHAM
5011RedBridgeRoad
Houston,TX77087
(281)2237047
jkoldham@comorg.net

SUMMARY

DistrictSalesManagerwithtrackrecordofachievingresultsinbusinessdevelopment,solutionsalesandtechnology.
Significantexperienceinnewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,
projectmanagementandconsultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contract
negotiations,andclosingsales.Consistenttopperformerwithhistoryofgeneratingrevenue,exceedingsalesquotas
andperformanceobjectives,anddeliveringexceptionalcustomerservice.
Excellentpresentation,interpersonal,organizationalandwrittencommunicationskills.

ACCOMPLISHMENTS

SalesAwards/Results

RecognizedforexceedingsalesgoalsatIBMandLexmarkwith:
LexmarksWinnersCirclefortop2%ofU.S.salesprofessionals.
SalesDirectorAward:toprankedsalesperformerinU.S.Healthcaredivision(twoconsecutiveyears),
firstbacktobackSalesDirectorAwardwinnerintheNorthAmericansalesorganization.
AccountExecutiveoftheYear,threeyears;andoftheQuarter,14quarters.
IBM100%Club.
Grewrevenuesinnewhealthcareterritoryto$2.6millionintwoyears.
IncreasedsalestoShellandTexacofrom$500,000to$2millionin22months.
ImprovedIBMprintermarketshareinterritoryform9%to20%intwoyears.

TechnicalSales/Consulting

IdentifiedopportunityanddeliveredOEMproductproposaltoMicronforLexmarktobuildprinters;soldone
millioninkjetprintersafternegotiatingcontact.
Soldprinters,networking,electronicforms,consultingservices,andbundleddesktoppublishingtohealthcare,
corporate,educationandgovernmentcustomers.
ConvincedclinicalandITmanagerstopurchaseplatformupgradesdespiteexistingonsitecompetitor;managed
rolloutatCountryHospitalDistrict.

SalesManagement

Managed11sales,technicalsupport,andadministrativeemployeessellingprintingequipmentandservicesto
healthcarecustomersin23statesinEasternU.S.
Achievedhighestrevenuesoffirstyearsalesmanager;rankedintop10%ofsalesmanagersinemployee
satisfactionratings,2000
Directedteamclosing$12millionnationalagreementwithColumbia/HCA.

ProjectManager

Proposedprint/documentstrategywithsavingsof$20millionperyear.
ManagedCRMprojectwithcustomersatisfactionimprovementfrom67%to89%.
DeliveredBusinessPrinterAdvisorCDbasedconsultingtoolforU.S.salesforce.Exceededfunctional
objectiveswhileachievingaheadofscheduledelivery.
Developedsales/marketingcampaign;awardednationalqualityawardbasedonSixSigmacriteria.

MarketingandBusinessDevelopment

Developed,implemented,andtrackedresultsofmarketingandsalesstrategiesforteam;mentored11team
members.
Coachedsalesandtechnicalsupportteamtodevelopmoreinnovativemarketingandsalesstrategiesincreasing
sales20%peryearperterritory.
Consultedwithkeydepartmentstodefinetechnologyandproductdevelopmentneeds,customeracquisition,
marketpositioningandpartneractivities.
Selectedtoworkonteamdevelopingmarketingcampaignandpresentationstointroducetotalcostofprinting
concepttocustomers.

WORKHISTORY

CONSULTANT 20022003

ECGCORPORATION 20002001
Director,BusinessDevelopment20002001
SeniorProgrammeManager,2000

LEXMARKINTERNATIONAL,INC. 19922000

SeniorConsultant,EducationandGovernmentSales,2000
SpecialAssistanttoDirector,HealthcareSales,19992000
DistrictSalesManager,19971999
SeniorProgrammeManager,StrategicAlliances,1996
SeniorAccountExecutive19941996
AccountSystemsEngineer/NationalAccountExecutive,19921993

INTERNATIONALBUSINESSMACHINESCORPORATION 19781992

AccountSystemsEngineer,19901992
PrintingandDesktopPublishingSpecialist,19881990
DealerAccountRepresentative,NationalDistributionDivision,19871988

EDUCATION

BachelorofBusinessAdministration,Marketing,MagnacumLaude
UniversityofHouston,Houston,Texas

SampleDirectCompetencyResume

JEFFREYK.OLDHAM
5011RedBridgeRoad
Houston,TX77087
(281)2237047
jkoldham@comorg.net

SUMMARY

DistrictSalesManagerwithtrackrecordofachievingresultsinbusinessdevelopment,solutionsalesandtechnology.
Significantexperienceinnewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,
projectmanagementandconsultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contract
negotiations,andclosingsales.Consistenttopperformerwithrecordofachievingresults,generatingrevenue,
exceedingsalesquotas,anddeliveringexceptionalcustomerservice.
Excellentinterpersonal,organizational,presentationandwritingskills.

KEYCOMPETENCIES

AchievingResults

RecognizedforexceedingsalesgoalsatIBMandLexmarkwith:
LexmarksWinnersCirclefortop2%ofU.S.salesprofessionals.
SalesDirectorAwardastoprankedsalesperformerinU.S.healthcaredivision,twoconsecutiveyears.
AccountExecutiveoftheYear,threeyears.
AreaSystemsEngineeroftheQuarter,fourquarters.
IBM100%Club.

Achievedhighestrevenuesoffirstyearsalesmangers;grewrevenuesinnewhealthcareterritoryto$2.6million
intwoyears.
IncreasedsalestoShellandTexacofrom$500,000to$2millionintwoyears.
DevelopedsalesandmarketingcampaignawardednationalqualityawardbasedonSixSigmacriteria.

CustomerFocus

Rankedintop10%ofallsalesmanagersinemployeesatisfactionratings,1998.
Convinced clinical and IT managers to purchase platform upgrades despite competition form onsite vendor;
managedrolloutatCountyHospitalDistrict.
Recognized for quality of customer service while working as key member of team introducing total cost of
printingconcepttocustomers.
ManagedCRMprojectwithcustomersatisfactionratingimprovingfrom67%to89%.

InterpersonalSkills

Managed 11 sales, technical support, and administrative employees selling printing equipment and services to
healthcarecustomersin23statesinEasternU.S.
Coached sales and technical support team to develop more innovative sales strategies; increased sales 20%
annuallyperterritory.
Facilitated teambuilding and strategy sessions to ensure team stayed focused on closing $12 million national
purchaseagreementwithColumbia/HCA.

Organization

Coordinatedteamintroducingfirstglobal24by7nonstopserviceandpartsdeliversofferingforNCR,improved
corporateservicemarketingcampaigns.
Organized major client business opportunities across U.S. to maximize healthcare team revenue; exceeded $6
milliongoalforincrementalrevenueinfivemonths.

TechnicalExpertise

Developed sales methodologies and managed accounts for technical departments to define technology needs,
productdevelopmentcourses,marketpositioning,networkdeploymentandpartneractivities.
Planned and implemented sales/marketing campaign; awarded national quality award based on Six Sigma
criteria.

WORKHISTORY

CONSULTANT 20022003

ECGCORPORATION 20002001
Director,BusinessDevelopment20002001
SeniorProgrammeManager,2000

LEXMARKINTERNATIONAL,INC. 19922000

SeniorConsultant,EducationandGovernmentSales,2000
SpecialAssistanttoDirector,HealthcareSales,19992000
DistrictSalesManager,19971999
SeniorProgrammeManager,StrategicAlliances,1996
SeniorAccountExecutive19941996
AccountSystemsEngineer/NationalAccountExecutive,19921993

INTERNATIONALBUSINESSMACHINESCORPORATION 19781992

AccountSystemsEngineer,19901992
PrintingandDesktopPublishingSpecialist,19881990
DealerAccountRepresentative,NationalDistributionDivision,19871988

EDUCATION

BachelorofBusinessAdministration,Marketing,MagnacumLaude
UniversityofHouston,Houston,Texas

SampleCompetencyBasedCombinationResume

JEFFREYK.OLDHAM
5011RedBridgeRoad
Houston,TX77087
(281)2237047
jkoldham@comorg.net

SUMMARY

DistrictSalesManagerwithexpertiseinbusinessdevelopment,solutionsalesandtechnology.Significantexperiencein
newproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,projectmanagementand
consultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contractnegotiations,andclosingsales.
Consistenttopperformerwithrecordofachievingresults,generatingrevenue,exceedingsalesquotas,anddelivering
exceptionalcustomerservice.
Excellentinterpersonal,organizational,presentationandwritingskills.

WORKHISTORY

CONSULTANT 20022003

ECGCORPORATION 20002001
Director,BusinessDevelopment20002001
SeniorProgrammeManager,2000

Results/CustomerService
Proposedfirstcompanywideprintanddocumentstrategywithexpectedsavingsof$20millionperyear.
Developedsales/marketingcampaignawardednationalqualityawardbasedonSixSigmacriteria.

InterpersonalSkills/OrganizationalAwareness
Workedwithkeydepartmentstodefinetechnologyneedsandproductdevelopmentcourses,market
positioning,networkdeploymentandpartneractivities.
Developedmarketingstrategyforsellthroughandsellwithactivitiesbetweencompanyandpreferred
technologyvendor.

LEXMARKINTERNATIONAL,INC. 19922000

SeniorConsultant,EducationandGovernmentSales,2000
SpecialAssistanttoDirector,HealthcareSales,19992000

Results
SelectedforWinnersCirclefortop2%ofU.S.salesprofessionals.
NamedAccountExecutiveoftheYear,threeyears,andoftheQuarter,14quarters.
SoldonemillioncustombuiltinkjetprintersafteridentifyingpartnershipopportunitywithMicron.

ImpactandInfluence
ManagedmajorclientbusinessengagementsacrossU.S.tomaximizehealthcareteamrevenue;exceeded$6
milliongoalinfivemonths.

DistrictSalesManager,19971999
SeniorProgrammeManager,StrategicAlliances,1996
SeniorAccountExecutive19941996
AccountSystemsEngineer/NationalAccountExecutive,19921993

Results
Achievedhighestrevenuesoffirstyearsalesmanagersandrankedintop10%ofallsalesmanagersinemployee
satisfactionratings,1998.
Managedteamresponsiblefor$12millionnationalpurchaseagreementwithColumbia/HCA.
WonSalesDirectorAwardastoprankedsalesperformerinU.S.Healthcaredivision,twoconsecutiveyears.
Coachedsalesandtechnicalsupportteamtodevelopmoreinnovativesalesstrategies;increasedsales20%
annuallyperterritory.
Grewrevenuesinnewhealthcareterritoryto$2.6millionintwoyears.

ImpactandInfluence/Interpersonal
Facilitatedteamof12employeestodevelopBusinessAdvisorCDbasedconsultingtoolforU.S.salesforce;
exceededfunctionalityandstayedunderbudget.
Mentored11newhiresonsalesteam;developed,implemented,andtrackedresultsofmarketingandsales
strategiesforteam.
Workedaskeymemberofteamdevelopingmarketingcampaignandpresentationstointroducetotalcostof
printingconcepttocustomers.

CustomerService/OrganizationalAwareness
Coordinatedteamintroducingfirstglobal24by7nonstopserviceandpartsdeliveryofferingforNCR.
ManagedCRMprojectforGlobalStrategicSourcing,withprojectedcustomersatisfactionratingimprovingfrom
67%to89%.
ConvincedclinicalandITmanagerstopurchaseplatformupgradesdespitecompetitionfromonsitevendor;
managedrolloutatCountyHospitalDistrict.
Recognizedforsuccessfullymanaging11sales/technical/administrativeemployeessellingprinting
equipment/servicestohealthcarecustomersin23stateregion.

IBMCORPORATION 19871993
AccountSystemsEngineer,19901992
PrintingandDesktopPublishingSpecialist,19881990
DealerAccountRepresentative,NationalDistributionDivision,19871988

SelectedforIBM100%Club.
ImprovedIBMprintermarketshareinterritoryfrom9%to20%intwoyears.

EDUCATION

BachelorofBusinessAdministration,Marketing,MagnacumLaude
UniversityofHouston,Houston,Texas

REVIEW,REVISEANDPOLISHTHERESUME

Youshouldfirstreadyourresumeforcontentandthenreaditforcorrectness.

Whenyouareeditingyourresumeyoushould:
Askyourmentor,friends,andpastmanagerstoreviewitandofferfeedback.
Lookatitwithfresheyes.Takeabreakfromreadingyourresumeandlookatitthenextday.
Useyourspellcheckbutdontrelyonitforeveryedit.Checkeverywordbeforesendingiton.Readingthe
documentbackwardshelpsyoucheckeachwordforaccuracy.
Checkfortoneandlanguagefirst,thencheckforgrammar,nextpunctuation,nextformisspellingsandwrong
wordusage,nextforconsistencyandthelastforvisualappeal.

Yourresumeshouldbeaworkinprogress.Itshouldevolveandimproveasyou:
Receivefeedbackduringthejobsearch.
Developnewcompetenciesandskills.
Earnrecognition,honoursordegrees.
Applyfornewpositionsandnewassignments.
Recognizethatthetraditionalapproachesarenoteffectiveforyoursituation.

Youshouldalwayskeeptrackofyouraccomplishmentsbecauseyoucanusethisasacompetencybasedfilingsystem.
Askyourself:
WhichofthekeycompetencieshaveIstrengthenedordeveloped?
WhatnewaccomplishmentsprovideevidencethatIamcompetentintheareasmyorganizationcareabout?
WhataccomplishmentshaveIcompletedthatshowthatIamalsocompetentinotherareas?
Youcanusethislisttopresenttoyouremployerwhenyouwanttobeconsideredforanewpositionandbefore
yourperformanceappraisal.