Resumes...

[Harry]

l

[Limper]

Did I hear a call for awsome deep dish pizza and beer at my favorite watering hole?

[Varaj]

If Janos doesn't respond PM his butt.

[Limper]

If Janos doesn't respond PM his butt.

Good call.

Resumes are not my forte... I'm lucky that I do well in interviews and on the phone.

[Atropine Mama]

I'm no help with the resume, but I'm crossing my fingers for you in hopes that you get the job! Also excited that you'll possibly be going to St. Louis -- maybe I can convince the crowd there to let me crash your pizza party and finally meet you! :hyper:

Good luck, Harry!

[there_is_no_bob]

The only templates I've got are for co-op jobs.

...Probably not what you're going for. I've got some "stuff that should be on a resume" lists kicking around too. I could find them, but you could probably do (and likely have done) just as well with a quick google search.

[Harry]

I'vl

[Harry]

All rillllllllllllllll

[Janos]

There are basically two core types of recommended resumes to use, one is a chronological resume, the other is an experience resume. The goal of both is to obviously lay out your experience, but the specific way to do so is radically different depending on your audience.

Based off what you said above, I would recommend an experience resume. The goal behind an experience resume is determine the key areas of the position, and summarize a few key projects or specifically skills you have in regard to each area. This also has the advantage of letting you obscure working for different employers (you list that at the end typically). Use this section as your forum to talk about specific achievements, special projects, major metrics you can measure your success from, and other things that stand out from what a generic person for the job would have. Don't waste a lot of time listing skills that are automatically going to be required by the job. List the skills related to the job that you have others won't.

Use a website like salary.com or payscale to find a good generic job description for what you're doing, and use that to identify the key areas/core competencies of your position. People who do the job will typically have a better insight than a boxed job description, but often people on a corporate level will be going off both what they know the job does, and some canned text that attempts to do justice to the job duties in a paper format.

For example, I found a job title for Loss Prevention Manager


Manager of Loss Prevention
Responsible for safeguarding company assets in a defined geographic region. Uses employee training and audits to prevent merchandise loss; investigates known losses and coordinates with police on theft prosecution. May require a bachelor's degree with 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. A certain degree of creativity and latitude is required. Typically reports to Retail Loss Prevention Director.

Alternate Job Titles: Manager of Loss Prevention | Regional Retail Loss Prevention Manager



Skipping the generic junk in it, it highlights the typical expectations for someone of roughly that level. The bolded areas are probably the key areas you want to make sure your resume says something about.

So do up a couple of bullet points highlighting your accomplishments in each of those areas. Under that, do a brief chronological listing of places worked with job titles, but don't include the usual bullet duties.

Education should then go after the chronological listing. For your college, I would just put "in process" or something along those lines along with your most recent school attended. Do not list dates attended, and I wouldn't bother listing high school. If you're going to have to compete with younger candidates, be careful to do as little as possible that alludes to your age. Obviously you have to list dates of employment, but beyond that, don't list any more.

An objective statement is pretty optional these days. If you do use one, make sure it is distinct, and unique. Don't waste the space on your resume with a bland generic "I want to work hard for a great company forever." Identify a specific goal you want to achieve, highlight why its your goal, or why you're good at that goal, and keep it simple.

Alternatively you can use a good employment related quote that states your position for you. Its less traditional, but depending on your audience can have more impact, and be much more memorable.

Finally, follow up with any special skills, software, certificates, etc that you have that are relevant.

Keep the formatting simple. Use New Times Roman or Arial fonts, size 10-12. Keeping it to under 2 pages is a good idea, but 1 page isn't strictly necessary.

[Janos]

REGIONAL MANAGER / VP Retail Operations
Growth Strategies / Startups / Turnarounds / Marketing / Loss Prevention / Inventory Control / P&L Forecasting / Merchandising / Budgeting / Cost Control / Multi-Sites / Branding / Labor Relations

Developed/implemented strategies to grow sales, margin and market share for Hollywood Entertainment and Trak Auto. Assured profitability for more than 600 retail operations in highly competitive environments. Hired and developed highly successful Regional/District Managers who cut shrinkage and generated impressive revenue gains.

Developed/implemented an employee incentive program at Trak Auto, increasing bottom line $3M.
Re-vitalized staff and instituted new controls in Hollywood Video region, reducing shrinkage 3%.
Streamlined operations, boosting top line revenue 4% and cutting operating expense $500K.

Special Skills: Decisive, with proven ability to get things done quickly... Strategic/tactical thinker... Exceptional interpersonal skills... Introduce change smoothly... Overhaul ineffective methods... Streamline processes... Succeed in declining market... Source of ideas that work... Bring order out of chaos... Relate easily to people at all levels.

Los Angeles Valley College, General Education; Graduate, Center for Creative Leadership; Completed Situational Leadership course offered by Ken Blanchard, and Dimensional Management Training course.

Selected Achievements

Developed/implemented an employee incentive program at Trak Auto, increasing bottom line $3M. Sales were beginning to decline in mature market with increasing competition. Challenged to improve divisions bottom line profits. Created a program called the Winners Circle that rewarded outstanding sales achievements in high margin items for divisional field personnel. Improved the static gross margin 3% on $100M in annual sales.

Re-vitalized staff and instituted new controls in Hollywood Video region, growing top line revenues 10% year-over-year and reducing shrinkage 3%. Took over region consisting of 42 stores with no controls, standards or best practices, and with a high net loss. Quickly assessed existing talent, replacing under-performers. Put in place standards/controls to bring stores to acceptable retail standards. Led company in all key financial indicators including shrink reduction. For outstanding achievement, received Regional Manager of the Year Award for the entire chain.

Streamlined operations, boosting top line revenue 4% and cutting operating expense $500K. Hollywood Videos revenues softened due to increased competition. Challenged to identify efficiencies within operating structure to maintain existing profitability. Collaborating with finance, product/management teams, analyzed P&L to uncover areas and markets, and adjust pricing structure. Reduced operating expense, fostering company-wide profitability improvement.

Opened 42 new Hollywood Video stores ahead of schedule while maintaining stable operations in existing stores. Charged with growing market from 50 to 92 locations in one year. Collaborated with new store opening team, construction, real estate, HR and existing management team to determine needed resources while maintaining high standards in remaining stores. Fully staffed new facilities, enabling each store to open earlier than expected.

Career Overview

Hollywood Entertainment, Inc., Wilsonville, OR - a $2.6B home entertainment company, 1998-present.

Zone VP, 2004-present. Responsible for profitability of 620 Hollywood Video Division retail locations in CA, NV and AZ, generating $550M annually. Coach/develop five direct report Regional Managers, each overseeing staffs of 100-150 stores. Work with COO to set operating policies and procedures. Achieved #1 zone ranking in chain.
Regional Manager , 1999-2004. Joined company in 1998 as District Manager . Assured profitability of 92 CA stores generating $75M annually. Selected/trained nine District Managers, eight Training Store Managers, and 1,000 store personnel. Added 42 mew locations in one year. Awarded Regional Manager of the Year in 2000 (out of 25).

Trak Auto, Inc., Ontario, CA a $1B automotive aftermarket company, 1992-1998.

Regional Manager , 1996-1998. Responsible for operations of 46 stores in S.CA, generating $50M in annual sales. Selected/trained four District Managers and 750 store personnel. Performed sales forecasting.
Divisional Merchandise Manager , 1994-1996. Created Winners Circle sales incentive program, raising gross profit margin 2%. Developed display/store layout designs, adopted in Super TRAK Warehouse prototype store.
District Manager , 1992-1994. Promoted from Store Manager in three months to manage 12-store region, generating $15M in annual sales. Achieved #1 ranking in district with 6.5% sales increase. Cut shrinkage from 7% to 3%. Earned Best Operated District award among 12 District Managers first year in position.


Generic resume I pulled from one of the websites I use that matched up to Loss Prevention as a key word. The format isn't bad overall. He's a little to fond of big sounding statistics, but note his technique in highlighting his major successes and achievements.

He also uses specific numbers very well to give a conceptual idea of his experience. Things like 15 million in annual sales, 12 store region, 750 people, multi-state locations. Don't overdue the numbers, but use them selectively to demonstrate your depth of expertise.

[Janos]

SUMMARY
Nineteen years Retail Loss Prevention Management experience in department stores, specialty stores and home improvement centers, including fifteen years in management and expertise in the following:
- Developing and conducting loss prevention awareness and techniques training for management personnel and staff
- Developing and implementing operational controls to minimize inventory losses
- Development of Safety Programs

Bilingual: speak English and Spanish fluently.

EXPERIENCE
KB TOYS New Port Beach, CA. July/2003 Present
West Zone Loss Prevention Manager Auditing & Compliance Manage and
Monitor Non Compliance Operations for 700 locations (3) Regions,Chicago
Dallas and Los Angeles. Conduct Training awareness programs, identified potential
shrink implications and conduct Internal Interviews

LOWES HOME IMPROVEMENT Huntersville, NC January /2000 September 02
Regional Director Loss Prevention Establish and manage all aspects in the expansion of corporate loss prevention for the Southeastern Division, which encompasses 58 units, in five states with a sales volume of $2.6 billion.
Train and develop Area Loss Prevention Management Staff in corporate loss prevention guidelines in new stores, the elimination of operational deficiencies in existing stores, and create awareness programs to prevent shrinkage and increase profits
Identify potential shrink opportunities; implement operational controls and inventory management procedures
Conduct internal audits and shortage control reviews
Interact with Divisional and Corporate management to resolve distribution, vendor, and operational shrinkage
Establish budget for loss prevention activities, including programs, equipment, and training
Manage operational expense, EAS, CCTV, and Loss Prevention payroll
Developed Safety Awareness, Workers Compensation, and General Liability programs through educating management and staff based on store-specific challenges
ACCOMPLISHMENTS:
- Selected to open Southeast Florida Southern Division with a sales volume of $2.1 billion as part of Lowes expansion during 2000 and 2001 that achieved inventory budget goals for two consecutive years.
RICHARD J. ALANIS/2
EXPERIENCE - continued
SEARS, ROEBUCK AND CO. Hoffman Estates, IL February 1998 January 2000.
Regional Manager Asset Protection Services - Oversaw the loss prevention activities for 40 full-line units, Sears Home Services, and Sears Tire Group in the Southwest and South Central Region.
Managed the Loss Prevention operations training and development of Loss Prevention Staff and Store Management, including inventory controls and safety
Created Shrink programs; managed the Loss Prevention budget

MARSHALLS DEPARTMENT STORES Houston, TX/Sunrise, FL
March 1992 February 1998.
Loss Prevention District Manager Houston, TX
Responsible for the training/development of Store Management and Loss Prevention Staff.
Promoted awareness programs and conducted training in internal investigations; oversaw internal integrity interviews; conducted internal shortage control audits to identify and prevent shrinkage.
Managed Investigation Department staffing, payroll and expenses
Regional Manager of Investigation Sunrise, FL
Trained and developed Store Management and Loss Prevention Staff.

LIMITED/LERNER, NEW YORK DIVISION New York, NY
August 1991 March 1992.
Senior Investigator - Trained and developed Store Management Programs in Los Angeles; audited and implemented awareness programs; conducted internal interviews and investigations for all Lerner New York Stores.

CARTER HAWLEY HALE / BROADWAY DEPARTMENT STORES
Los Angeles, CA September 1983 August 1991.
Corporate Investigator - Interacted with Human Resource Management; trained and developed Store Management and Loss Prevention Managers; implemented shortage and safety programs; managed and monitored corporate internal investigations.

SPECIALIZED TRAINING
Time Management and Situation Leadership course; Diversity Team Leader; Work Place Violence and Negotiations; Communication & Presentation Skills; Wicklander & Zulawski Interviewing, Advance Techniques.

EDUCATION
CALIFORNIA MILITARY ACADEMY San Luis Obispo, CA
Psychology / Management Development, Leadership / Communication Skills, and
Advanced Non-Commission Officer Course.

RIO HONDO COLLEGE Whittier, CA
Psychology and Criminal Justice.

This is another loss prevention specialist resume. It needs some layout work, and its a typical chronlogical resume which isn't the best for what you want, but a bit more traditional.

Use it to look for key terms or buzzwords you have experience with that might be good to use in your own resume. His accomplishments aren't bad, and it fits the canned job description above fairly well.

Let me know what other questions you have specifically. When you're done, I'll gladly proof it if you want and highlight some of the strengths and weaknesses.

[Harry]

Tha

[Harry]

This

[Janos]

This was head-aching inducing in a major way, trying to disregard all I've known about resumes, but I think the resume style you suggested ends up working rather well. Hope I didn't take too many liberties with your suggestions. The first draft should be hitting your email about now.

Thanks again.

Gladly. On its way back to you. Other than little wording changes, it looks really good.

[Harry]

Tur

[Janos]

If you don't mind me asking, Janos, where do you live? I have it in my head that you are west coast. Looks like I might be owing you a beer and a pizza, at least, but I don't make it out west very often.


That's awesome Harry!

Orange County, CA. Make it out here and I'll gladly buy, the trip is the hard part.

[Harry]

H

[Harry]

Finall

[Black Angel]

Fingers crossed....

[Janos]

Yup, ditto. Fingers crossed for you Harry.

[Harry]

Anothe

[Varaj]

Good luck. I hope it goes well. I hate the whole job finding process.

[doc]

Good luck, let us know the outcome (wear clean socks !)

[Harry]

My

[doc]

If you stay over-night somewhere I would expect Per Diem for meals and lodgeing. What's the new job consides of ?

[Janos]

My short and quick list currently only has a few things on it: Salary, mileage, considerations and reimbursement for car insurance, and considerations and reimbursement for cellular phones. [Yes, I expect that if I get the job, I will finally be forced to use that little bit of 21st Century twaddle.] What you folks add to that?

It's always a little different when it is an internal position. That said, I would usually hold off on most of those questions until an offer is on the table already. It usually won't hinder your interview to ask these types of questions, but you're in a stronger position and will usually get better answers if asking after the offer is made, because a lot of those questions border on negotiations.

I would ask questions about the opportunity itself. Where the position is going, what will the daily duties and expectations be, what are the big challenges that will face the position, and what might be coming up in the way of new/exciting work. Asking what single skill is most important to success in the position will often give you perspective on what the criteria they're using to judge you on are.

[Harry]

That'

[Harry]

Here goes...

[Janos]

Here goes...

Good luck mang.

[Harry]

The

[Harry]

Had

[doc]

Hope it goes good for you, does she hate you personally or is it thru the company (you messed up a promotion for her or something)

[Harry]

[

[doc]

Yeah I know where your comeing from, the college educated itjits will screw up the workers everytime.

[Harry]

;

[Brynja]

I'm sorry Harry. *hugs* something even better is on your horizon.

[Janos]

I didn't get the job.

Well fuck. Did they give you any sort of feedback?

I'm really sorry Harry.

[Limper]

I didn't get the job.

That blows. Any reason given?

[Bones]

Oh hell sorry to hear that I was rooting for ya.

[Xavier Lang]

Damn, sorry to hear that. :(

[doc]

I didn't get the job.

Was it the woman ?? Something will come along have faith and hope n alice while you're at it.

[Harry]

I w

[doc]

It's all politics, someones brother need a promotion and you don't have the "juice" with the commitee. So what was the tweakers stealing ?

[Harry]

Hoy".