Is Your Voice Heard By Employers?

Editors note: This article was published on and reprinted here. Every job seeker has his own voice and signature way of communication. Is it one that employers are waiting to hear or one they avoid?

I always have loved the voice of Roger Ebert, who was the first movie critic whose opinion about movies mattered to me. Not that the sound mattered to me, but I respected his authoritative voice when it came to movies. In fact, from the first time I heard he and Gene Siskel review movies in the late ’70’s, it compelled me to go see it. I think I rarely disagreed with his logic and reasoning about the “why” to see or not to see movies. Sadly, Ebert lost his God-given natural voice in recent years. For a moment, not because of a lack of compassion for his life, but more as to what was important to me.

All of us have a voice, an impression, or imprint. Whether we are writers or not, we have a signature sound in our writing that speaks to the inquirer or the listener. The good news that everyone’s voice is evident in writing, speech, physical presence, or our digital footprint. It’s only bad news if your voice leaves an unimpressive imprint on the person of influence mind.

Your future employer knows the voice they want to hear. They recognize it when they hear it. Again, if you are thinking sound, you’re missing the point. This proverbial voice is employable and says the right things with the right tone. Here are areas to see if we need to either define our voice or to create one.

1) Does your voice sound like the employee they want?

Your résumé must have keywords that flow naturally, not forced. They have purpose and functionality sprinkled with quantitative and qualitative measures. Not only is it eye-catching, but it also places you in the position before being interviewed.

2) Is your voice like the river that flows, a consistent presence everywhere it resides?

Are your social profiles containing the same message consistent throughout your various networking sites? The second set of critical eyes helps to detect the changes that need to be made. The best impression is the first impression.

3) Do your words air confidence or dirty laundry?

If your words lack confidence, then you will lack presence and go unnoticed. Do you repeat the same words or terms in every meeting or interview? I guess you have work to do.

4) Does your speech bring clarity to employers?

Do you bring revelation to employers looking for talent? Small business employers are often hungry for someone who brings vision to a position.

Your voice in the digital imprint, as your actions do in person, makes a lasting impression. Your voice will change over time. It should be a better version of you, but only you can make that happen. The quality of your voice is either your secret weapon, of a weapon of destruction.

What does your voice say? Please comment and discuss.

For now, the balcony, I mean er, article is closed (or done).

Do You Impress Potential Employers?

Do you impress potential employers? Nobody will hire you to just give you a chance. It doesn’t matter if you are hard-working and dedicated, unless you own the skills and applied knowledge needed for the employers’ position. A lasting impression is sustainable if there is a pattern of project completion or successful business accomplishments.

Employers want the job done in spite of obstacles, personality conflicts, and bad hair days. The blog, America’s Job Exchange’s article, “What Do Employers Want?” stated, “A good employee gets the job done. A great employee gets the job done in spite of everything – including when priorities and schedules shift.”

What does it take for a job seeker to impress? Among having a great resume, cover letter, an impressive portfolio among other things, here are some important attributes needed:

1. Impress employers with a wide range of collaborations and projects: Presently, the workplace excels when employees create and embellish their projects and deepen existing expertise along the way. Job seekers who show creative solutions while partnering departments and businesses establish core competencies attractive to future employers. Even more impressive is offering a range of diverse work relationships across various global cultures.

2. Impress employers as quick and perpetual learners: Job seekers who quickly absorb lots of content in a short amount of time shows you quickly create value from ideas. This often comes from lots of reading and writing in your niche, and finding new ways to apply  of his or her learning style thrive from taking something from nothing.

For the rest of the article go to Ivy Exec!

What is not so Human about HR?

Why in the world would you expect Human Resources to be “Human”? Are we not the super heroes of each company? We are in place to serve the best interest of everyone remotely involved with our company which includes a very lengthy list. Let us start with senior management, middle management that believes they are senior management, actual middle management, senior staff level employees, entry level staff that believe they are senior level, actual entry level staff, interns, recruiters, vendors, clients and let us forever remember each and every one of our job seekers, our candidates for employment.

If you have not gathered by now, I am a bit Sassy. This comes straight from the hip of Sassy HR Girl. I do my best be a straight shooter while blogging. Why else do it, right? We each get our share of smoke blown ice cream castles with no lines, no waiting. So, let’s not have that mirage during blog time.

Now, back to the issue of Human Resources or shall we call it Human-less Resources? We are a special breed. We willingly took the bait to serve our fellow co-workers and whomever else that may be in need of our services…everyone. Most HR professionals really do love people and love the role of HR. Now we may not like every individual that we serve all the time. That’s right! I said it. We do not like everyone all the time. The HR smile is sometimes hiding the secret desire to flip someone off or masking the fact that we may have placed someone’s issue at the bottom of our “to do” list because they are somewhat of a “workplace turd”. Every company has one and sometimes several. You know who they are because their face is now plastered in your mind and you are possibly smiling, laughing or grunting right now at the thought of this “workplace turd”.

There are many mountains to move in HR which most of whom we serve, want the mountains moved precisely and quickly. Everyone’s issue is the most important issue to them and hence should be to HR. Super HR hero flying to the rescue of all that need us but wait Super HR hero forgot their cape today and there’s a run in their tights. Ughhhh! My effort to paint a quick picture of how Human Resources may not be so “Human” or actually quite the opposite, we are simply human.


We have great days. We have not-so-great days. I won’t say bad days because I was taught that I don’t have time for a bad day. I may have time for a bad moment or a minute but never a whole day.


So now you get the picture of the HR crazies. How can this help you in your job search? Let’s start with a focus on Don Miguel Ruiz, The Four Agreements. 1) Be impeccable with your word; 2) Don’t take anything personally ; 3) Don’t make assumptions; and 4) Always do your best. Listed below are four of Mr. Ruiz agreement cards that I would like you to ponder. While pondering, remember the HR crazies and all that is expected of your potential new HR team…

Go over to The Voice of Job Seekers to read the rest of the article!

My Book Review of The 7 Hidden Reasons Employees Leave


The author Leigh Branham, CEO and Founder of Keeping The People, Inc., has written two other workplace books including the 1st edition of this book. The 7 Hidden Reason Employees Leave by Leigh Branham is not only for the employee, but is also for unemployed and under-appreciated job seekers.

Whenever I receive books from AMACOM Books, I consider the benefits of the job seeker value first. When I sent the inquiry, I went to YouTube and searched another site to see if there is practical for the unemployed. I agreed to review the book but it wasn’t a resounding yes, until I started reading.


What a useful resource this is! It gives job seekers more reasons to research companies and continue the needed due diligence to find the ideal workplace.

Another factor is that there are job seekers who are ready to leave their current positions. As mentioned last week, job seekers are looking for new opportunities, despite the overall job outlook. For many of them, this is not a suggested career move. The study states that only 17% are prepared to tackle a job search.

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