Resumes to Pursue Promotions
By Georgia Adamson
Years ago I encountered my first client who needed a resume for an internal promotion opportunity. Puzzled, I asked her, “Why do you need a resume? Don’t they know what you do?” Naively I assumed her performance would be well known in the company and thoroughly documented by HR—readily available to the hiring manager if additional information were needed.
My new client set me straight right away on at least a couple of points:
Here are some ideas to share with them.
Four Good Reasons to Keep Your Resume Tuned Up
If the employees you are coaching or counseling are happy in their current job and not particularly concerned about preparing for a promotion, they might think this isn’t a subject that means much to them right now. However, savvy employees in today’s economy and employment situation keep their resumes as current as possible for at least one of the following reasons:
Internal versus External—Similarities and Differences
If they need a resume for internal advancement opportunities, it would probably include some of the same elements as it would if they were seeking outside employment, such as titles, dates, and key aspects of each position held—what they were expected to accomplish in those positions and what they actually did contribute.
On the other hand, an internal resume might include elements that wouldn’t necessarily be put into an external version—or at least not in the same way. For example, information that would be considered proprietary or company-confidential would normally not be explicitly stated in the external version; however, your clients could well decide to use it in the internal resume. The obvious reason is that it probably isn’t a secret within the company, and such information might be highly relevant in presenting oneself as a candidate for the promotion.
Jargon—What to Use and When
Another point to consider is the use of company versus industry jargon. An internal resume is likely to contain a fair amount of company jargon, because that’s the language people speak within the company. Not only will others in the company understand your clients when they use it, but also they might find it odd if an internal candidate didn’t. When submitting their resume for an internal promotion, they can and probably should use at least some of the most relevant company jargon.
However, there is a difference between company jargon and industry jargon. A company’s internal jargon might not be understood clearly, if at all, outside the company. Industry jargon, on the other hand, would probably be common to many companies within the industry and understood across a much wider range than just their company.
For example, in the oil and gas industry, you will find references to “upstream” and “downstream” sectors. Anyone in the industry would recognize those terms if you used them in your client’s resume—they’re not company-specific. Readers would know that upstream relates to the exploration and production of crude oil and natural gas, while downstream has to do with the selling and distribution of natural gas and crude oil products. You wouldn’t need to explain or restate those terms in order to communicate clearly to the people reading your client’s resume.
The Effect of Internal Politics on Your Resume
Internal politics can also play a role in how your clients shape their resume for advancement opportunities. For instance, your clients might have been the prime movers behind an accomplishment that benefitted their company. However, if their boss decided to take the lion’s share of the credit, it could be a risky move to claim that credit in their resume, even though their claim is legitimate.
The Ultimate Goal
Whether those you coach or counsel are preparing their resume for internal advancement or for external possibilities, you will want to help them present themselves as consummate professionals—individuals who take their careers seriously and make a strong effort to maintain a high degree of excellence in the quality of work performed and the value contributed. That always matters, regardless of whether they’re heading up or out.
Georgia Adamson, MRW, ACRW,is a Master Resume Writer who has created professional resumes, cover letters, and executive bios for thousands of clients. She has worked with clients across the US and internationally to identify and communicate their value-added message. She specializes in helping senior management and executive clients maximize their time and conduct job change or career transition campaigns faster and more effectively. She has delivered workshops,written a newspaper column and authored articles for several websites. Her work has appeared in 12 books, including Executive’s Pocket Guide to ROI Resumes and Job Search and Resume Magic. She can be reached at firstname.lastname@example.org and through her blog: www.asuccessfulcareer.wordpress.com
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