Monday Challenge to ALL Job Seekers
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One of the things I hear the most from job seekers is how difficult it is to quantify results form their past work experience. Everyone agrees that doing so is helpful, if not critical, to the job search. However, most find it difficult to show a measurement for something they have done in the past. They didn’t keep track of the numbers, or they cant remember them now, or they “were just doing their job” and don’t really know what measurable impact their impact had on the end result. Or, and this is really most often the case, they are confused and scared as to how to do this important work.
If you are one of the people who has had trouble quantifying results, then I’d like to invite you to join me in this week’s challenge – “One CAR Statement per day.” Writing one a day will help you get past the fear and confusion to take a giant leap forward in your career search. Here’s how it works.
1) Go to the section on “Writing CARS” in Careers 2.0. Here’s a link (you will have to log in to Careers 2.0)
2) Work on one (just one) CAR Statement each day.
3) Post it here in the comments of this blog post to share with others and get their feedback.
You can use these on your resume, in your networking, as part of an interview, and in negotiating for a higher salary! It’s simple. I’ll start.
CONDITION: In the fall of 2001 five denominations were planning their joint summer camp curriculum for the next summer.
ACTIVITY: They brought a group of us together to brainstorm themes and activities based on a topic that would be used nationwide by more than 200 camp programs. I was assigned to write the curriculum for the older children (grades 4-6). I had to research both the topic and the learning styles/needs of this age group.
RESULT: I wrote a curriculum and it was well received. I turned in my curriculum on time. One Camp Director even said that it was the best in the series (in her opinion). Curriculum titled: “Under God’s Roof: Daily Discoveries for Older Children”, Summer Camp Curriculum, published by the Cooperative Publication Association, March 2002.
STATEMENT: Researched topic and learning needs and wrote a curriculum that was used by over 200 summer camp programs nationwide in 2002.
Will you join me in this week’s challenge? Post your CARS Statements in the comments and let us all know what you have accomplished.
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3 Responses to “Monday Challenge to ALL Job Seekers”
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No takers yet? Well, I;m not going to give up! Here’s today’s CAR Statement from me. Where is YOURS. Just one per day and you will come up with 5 at the end of a week.
CONDITION: the church I started in 1998 had a growing group of over 30 volunteer leaders by Feb of 1999. We needed to provide monthly training sessions to help them accomplish their personal goals and the objectives we had for the church.
ACTIVITY: Developed and led monthly training session. Produced a Training Manual. Led sessions at first and then trained others to lead sessions. We called it VHS – Vision, Huddle, Strategy
RESULTS: There were over 40 people (volunteers) attending these sessions on a monthly basis by 2000
STATEMENT: Produced, coordinated and led a monthly training session for over volunteers in 1999, resulting in a growth of volunteers from 30 to more than 40 in one year.
Who’s next?
CONDITION: When I started as HR Manager at one company, the employees at company did not know what performance standards they were measured on for pay adjustment (raise) & bonus purposes (i.e. pay did not appear to be “fair” for their work). There were job descriptions but they were not revised in a long time and did not reflect the duties of each employee.
ACTIVITY: Created a job analysis questionnaire and used it as a base to capture specific duties for each job. Had the employee and manager complete this questionnaire and then created (revised) job descriptions and had the manager approve them. Then used the job description as a base to create a performance appraisal form for each job class, with specific for each position.
RESULTS: After introducing in all employee meeting, had “training” sessions with each department to gather each employee’s understanding of what performance the manager is expecting and trained managers on how to set “standards of performance”.
STATEMENT: Created and implemented both job descriptions and performance review for entire company (50 employees at the time). Standards of performance were understood and the issue of pay fairness disappeared.
Scott, This is an excellent example of a CARS statement. Not sure if you could determine this, but what would you say was the overall effect on the “bottom line” due to employees understanding performance standards and the issue of pay equity? Any thoughts?