Loading...
Answers
MenuIs it true that the bio is the new resume, and if so, can adventures like backpacking through the wild, be adapted to enhance a resume?
This question has no further details.
Answers
The resume's purpose is to Get You The Interview.
Not get you the job. It can't do that. So anything that helps you Stand Out and get that callback for the interview is fair game.
I don't even recommend using a resume anymore. Develop online content and get it in front of employers who have the power to hire you (CEOs, not HR).
I absolutely would put your backpacking experience as a line item high up on your resume. I did about 60 information interviews with hiring professionals and found that they scan--not read, note--the top third of Page 1 of resumes. If you don't sell to them in that small space why they need to talk to you, your resume goes in the trash.
So get your punchy stuff in up front.
I'm an expert in unorthodox jobhunting and getting companies to create jobs with zero competition, custom-made for you...frequent radio interview guest on the topic, and have had four companies do this for me during my career. Resumes and cover letters are totally outdated, but you're free to keep using them if you like.
First of all: When is your next adventure? I'd like to go! Most of my backpacking through the wild these days is trying to keep up with my two-year old when he takes off running through Target.
You specifically asked about "adaptation." Your question also implies that you're submitting your resume to a person rather than a machine. "Backpacking through the wild" will not impress a machine; it will impress a person.
In the teens of the 21st century, your entire online persona is your resume. What is the story someone constructs about you by searching you online? What makes you stand out as a character they want to write into their company's story? The basic qualifications are still important, but in this age and day people have access to so much more when searching candidates.
So back to "adaptation." I don't know that backpacking fits on a resume. However, it should be part of your self-presentation. Here are a couple of ideas:
1. Blog or podcast about your backpacking adventures and apply them to whatever work you want to do in "civilization."
2. Make a video resume and write it to use your backpacking adventures as part of your story. You might even shoot it in the woods.
3. Find a meet-up group for backpackers (we've got several around here) and figure out which one has the most members who tend to be the kind of people who hire. Or start a meet-up group for business leaders who like to backpack. Build your own tribe (and benefit from it).
Great question. Interesting to think about it. Please schedule a call if you'd like to brainstorm some more!
We both know that the skills required in wilderness adventures are desirable in most settings. What I have learned in the wilderness could inhabit countless motivational seminars.
Because of the fact that employers are only scanning the resume, try putting something a little more catchy.
In Colorado, where I live, everybody and their cousin has backpacked in the wilderness so instead we might put something like: climbed 10 14'ers, wilderness survival specialist, or wilderness guide (on my resume).
Pick two or three things you learned in the wilderness that you think are marketable and then add them as bullet points under the title.
Great question. I'm the founder of several recruiting services including a recent startup focused in delivering video resumes so I hope my answer comes with value!
Hiring managers are busy, and for the most part find it tedious to review resumes and cover letters. Is a fact that your resume shouldn't be more than 2 pages and that they only get 6sec average scan. Those seconds are spent quickly to catch your name, most relevant experience, most bottom experience overview and education...
When employers ask "tell me about yourself" they are not (for the most part- generally speaking) asking about your hobbies (that might come later). You need to assume that the manager wants high turnover time in those interviews so that question should lead to you summarizing your career for them...
You starter working at age:
First job was__ & learned ___.
Other experiences related to the position were acquired doing:____ and have a degree or years experience of ______. And now looking to further expand your career and put into practice all that you have learned to date.
A company that values their culture will most likely have cultural related questions.. There feel free to express your hobbies but only as their relevance to the job allows.
If you get a second interview with possible coworkers that means culture is huge.. So embrace and imitate their style and make friends not professional intro at that point except for when they ask job related questions.
Hope it helps & best of luck!! That the fact that you ask makes you probably a great candidate already!
I don't vouch for bio or resume to be honest. Experience and results do go hand in hand but not distinct of one another. That's why networks like LinkedIn are so valued as they serve to portray not only who you say you are but allow people to endorse and recommend the results you have provided. If you are not using your LinkedIn profile as your form of introduction, consider it....now.
Free resume reviews!!!
***Do not miss your chance of obtaining a great job opportunity because your resume is not cutting it. Let Mckenzie Professional Resume Services write a Brand Driven effective resume, tailored just for you, that guarantees you an interview in 60 days or less. Visit us online mckenzieprofessionalresume.com , message us at mckenzieconsult@yahoo.com or give us a call 770-575-8868. Like us on FB https://www.facebook.com/mckenzieresume/
Related Questions
-
If you have no cash to outlay, are there alternatives to equity for people who help you but aren't partners?
You will always have to give people something they want (and you should give them even a little more than that as a gesture of being a good person), so you have to be imaginative and find the right people. To do this, the most valuable assets you have are [1] your location, [2] how cool and fun of a person you are, [3] what you can offer in terms of connections / networking, [4] how cool your product is, [5] how cool the name / logo / website of your company is, [6] how good of a job title you can give, [7] 'bonuses'. The biggest pool of people to look into are high school or (less likely) college students, because they're relatively early in their career, and have the most to gain from what you can offer. The closer you are to scoring a 10 out of 10 in all of the things listed above, the easier it will be to find someone that's willing to work for you. You would be paying them in greatly enhancing their current life and future life prospects. Here's more details on the items in the list: [1] If you're located somewhere cool (e.g. on the beach, in NY, SF, etc.), and could provide some kind of housing for free to someone from out of town (i.e. crash at your place or the office), that would be huge. [2] If you're a fun and nice person and have fun friends who would make the work atmosphere a lot of fun, that will help hugely. [3] If you're connected, or are obviously 'going places' that will help them with future job prospects, and just generally in connections with other cool projects. Even if you just went to a university that they want to go to for college or grad school, you could write a letter of rec for them. [4 - 6] You need something that would be cool for them to put on their resume, and that will be impressive if people (e.g. parents, friends, future potential employers, etc.) look up the website. This will help them in future jobs, self confidence, etc. [7] You should really give bonuses to show that you appreciate them and aren't completely just giving them stuff that you have 'lying around'. Give them money to buy lunch every day, or cook food for them yourself or something. Give them some stock, even if you multiply your stock by a million so it's essentially monetarily very little, giving them a couple thousand stock will still be giving them a part of something they helped with, so it's much bigger than it is monetarily. If you can think of other 'bonuses' like these, they'll help a _lot_ too. As you move forward, if you want to discuss any other aspects of a lean early startup phase just send me a message, best of luck! LeeLV
-
Starting a Startup, still in concept and idea phase, How to put what progress/accomplishments on resume?
This is a good route to take and the same one I took after leaving undergrad. An MBA is for the birds, anyways ;) First things first, take credit where credit is due! You're a founder now it sounds like, and you're working on your first MVP I'm guessing (hoping?) as well. At the very least, get together some sketches, etc... as well. You'll definitely want a prototype in order to feel "whole." So, more importantly, just list this startup's name as a part of your career in your resume as you would when working for any other company. When asked, be completely truthful, and let your exuberance and fascination with being a self starter shine through. These few factors alone will signal to any future employer that you would be a valuable asset to have on their team, but you may find that you enjoy working for yourself a bit too much before then ;) Have you setup a corporation or LLC yet? Or are you using a partnership (assuming this is all U.S. based)? Once you have your business' infrastructure in place, things will definitely feel more official as well. Also, be sure to incorporate NOW rather than later to avoid any major legal headaches. Feel free to message me any time if you'd like to chat further. Cheers, LaraLL
-
What non-standard creative ways have been used for hiring at startups? I am trying to hire a software architect in the silicon valley and need ideas.
Startup recruiting is really a full-contact sport that must be played to win by the Founder(s) of the Company. If you want to hire the best possible talent, you must be as focused on this task as you are a fundraising round (in other words, completely focused on it until it's DONE). Great technical talent often has aversions to LinkedIn because of the sheer amount of inbound requests they get from recruiters. So although you shouldn't rely on it alone for making contact, it is still the best resource in finding potential talent. They give you such limited space to make your case in the introduction request so get the most compelling points about you, your company and why they should join you in the shortest possible amount of text and end with a call to action (Can I buy you lunch / coffee whatever). Technical talent are far more likely to have multiple online presences so there's a better chance you can find their personal email address than recruiting other talent. Be upfront as to your company's stage. If you have funding, make it clear that the position isn't subject to funding. If you are recruiting a cofounder, that should be made clear. In that case, focus especially on what makes you credible and attractive to partner with. Happy to share more with you in a call about what I've learned in the process of hiring great talent.TW
-
What should you look for in a project manager?
This role in most organizations is designed for maximum fun! Well, maybe not, but I am ever hopeful. In twenty plus years I have led numerous projects and hired a few project leads [aka project managers] most of which have done a great job. For me, the best project managers are home grown. Promotion up through the ranks of the "A" players on the team, all with valuable insight on how all the processes work and interact with one another. However, should this not be possible, you have a lot of work ahead of you. Don't forget all the obvious steps like checking references. But the most important trait for me is that "eye of the tiger" concept. The will to survive. To thrive. The ability to think outside the box for sure, but it is more, it is the knowledge that they can make a difference in your organization. Not that they have done the exact same thing somewhere else, that almost never works! Find someone that must stretch to accomplish your goals. Make them convince you they are the right person for the position. Remember the 80/20 Rule: they need to do most of the talking. Give me a shout if you want a shoulder to cry on. I have hired over 300 people and only had to fire three.JS
-
I've been working on an app concept for 6 months and built an MVP. Is it better to pay a development firm to build or hire a developer as a cofounder?
I have built two software companies by hiring out the development work. I sold one for a decent sum during the dot com era (circa 1999). I remain a shareholder in the other one. I currently work with amazing development company on behalf of one of my clients. Here are some things to consider. 1. Do you really want to give up equity? If not outsource. 2. How fast do you want to get to market? If sooner than later, outsource. 3. How capitalized are you? If undercapitalized, either outsource offshore (which runs about 20% of US rates), or bring on an equity development partner. I offer a free call to first time clients. Let's chat and I'll give you some great advice from three decades of experience. Just use this link to schedule the free call: https://clarity.fm/kevinmccarthy/FreeConsult Best regards, Kevin McCarthy Www.kevinmccarthy.comKM
the startups.com platform
Copyright © 2025 Startups.com. All rights reserved.