PARWCC SPOTLIGHT

The Premier Professional Association
for Résumé Writers & Career Coaches
Since 1990!
SPOTLIGHT
NOVEMBER
2009
Columns
What's New From HQ...............P. 2
New CPRWs...............................P. 2
New CEIPs..................................P. 2
New CPCCs................................P. 2
PARW/CC Board.......................P. 3
In This Issue
Professional Association of
Career Coaches
&
RW
CC
Résumé Writers
PA
Feature Articles
CPCC In The Spotlight #10...............P. 4
by Diane Burns
It’s Time to Redefine!........................P. 6
by Jay Block
We Don’t Care Who Gets The
Credit..................................................P. 9
by Don Orlando
Résumé Magic..................................P. 11
by Melissa Kasler

NOVEMBER 2009 – PAGE 2
What's New From HQ
by Frank Fox
PARW/CC Executive Director
John M. Singer, CPRW
Chandler Hill Partners
Tucson, AZ
Michelle Mayo, CPRW
Monroe Community College
Rochester, NY
Pam Miller, CPRW
Rochester, NY
Anne Hughes, CPRW
Rochester, NY
Vanessa Cohen, CPRW
CV Specifics
Antibes, France
Robert Forbis, CPRW
Wadsworth, IL
Please join us in
congratulating this month’s new
certified members
- Frank
Edward McGoldrick, CPRW
Résumé Expert Writers
Clearwater, FL
Cassie Lenth, CPRW
Pongo Software
Northborough, MA
Catharine Craig, CPRW
Graceland University
Lamoni, IA
S. Thea Kelley, CPRW
Oakland, CA
Carrie Christiano, CPRW
Raleigh, NC
Francis de la Cruz, CPRW
New York, NY
Bridget Barzman, CPRW
Harrison, OH
John N. Leggatt, CPRW
Bellingham, WA
Karen Huller, CPRW
Charésumé, LLC
King of Prussia, PA
Michelle Fitting
Devon, PA
Ophelia Sam, CEIP
Career Bench
Ghana
Miguel Gonzalez, CPCC
U.S. Marine Corp
Camp Pendleton, CA
Nathalie Thompson, CPRW
Aldie, VA
George Franks, CPRW
Chandler Hill Partners
McLean, VA
Brian Munger, CPRW
Allen & Associates
Maitland, FL
Web Site Enhancements
We’ve made a few changes to the
PARW/CC web site in the past few
months.
You can now renew your member-
ship online by clicking on “Members
Only.” You don’t need to log
in...you’ll see the Renewal option
right on the first screen. So in the
future, when you receive your an-
nual dues notice from us in the
mail or by email, you can use our
secure server to renew online.
We’ve also added online regis-
tration for PARW/CC’s certifica-
tion programs through our secure
server. You can get information
about the CPRW, CEIP, and
CPCC programs by clicking
“How to Join” on our web site:
www.parw.com. The PDF information files
include a registration form for each pro-
gram, or you can click the “order online”
option.
And just a reminder: I update the online
Membership Directory every Wednesday.
If you have any changes or corrections to
your listing, just send me an email and your
updated information will appear the next
Wednesday.

PARW/CC 2009-2011
Board of Directors
CPRW
Elaine Wilder, CPRW, CEIP
Lewisville, NC 27023
Ph: 336-403-3306
Email: eswilder@cs.com
The E-LIST
Maryann Riggs, CPRW
Levittown, NY 11756
PH & FAX: 516-938-5649
Email: mriggs@optonline.net
Career Coaching
Diane Burns, CPRW, CEIP, IJCTC
Boise, ID
Email: DianeCPRW@aol.com
Ethics
Makini Harvey, CPRW, CEIP, JCTC
Menlo Park, CA
Email: Makini@CareerAbundance.com
The PARW/CC Spotlight is published monthly by The Professional
Association of Résumé Writers & Career Coaches. All contents ©
2009 Professional Association of Résumé Writers & Career Coaches
(PARW/CC), unless otherwise stated. PARW/CC invites its readers
to submit articles and materials pertinent to this industry for publica-
tion in the Spotlight. Send correspondence and article submissions to:
PARW/CC, 1388 Brightwaters Blvd., N.E., St. Petersburg, FL33704,
Ph. (800) 822-7279. Fax at (727) 894-1277, via email at
PARWHQ@aol.com. Or visit our Web Site at: www.parw.com.
Submission Guidelines:
Article Topics: Any subject related to the career coaching and/or
résumé writing industry including: Sales & Marketing, Manage-
ment, Pricing, Formats, Interview Techniques, Profit Centers,
Internet and Technology Resources and Techniques, etc.
Feature Article Length: 1,200 to 1,500 words.
Submissions Format: All submissions to be sent as a Word file
(“.doc”) or as an Email "Paste-in."
Please Note: All submitted materials (i.e., hard copy, disks,photos,
etc.) will become the property of PARW/CC.
Résumé Writers Wanted:
NEEDED IMMEDIATELY - PROFESSIONAL RESUME WRITERS
An exceptional opportunity for talented, experienced résumé writers.
If you have outstanding writing talent, extensive résumé writing experience, and an ability to work to tight
deadlines, we want to hear from you.
Excellent client liaison skills are essential, and a proven track record of delivering superior products to
satisfied customers is a must. A professional résumé writing certification is preferred. However, if you
have the skills, we want to see your work.
We compensate well, and you will not find a better work at home opportunity in today’s marketplace. As
one of the premier résumé writing organizations in the country, we can keep you as busy as you want to
be.
Please send a letter of introduction and at least four samples of your résumé work to:
Resumes@aarsinc.net
We look forward to hearing from you.

By Diane Burns, CPRW, CEIP, CPCC, CCMC
Career Marketing Techniques
email: DianeCPRW@aol.com
CPCC In The Spotlight - #10
Rashaud R. Smith
This month I have the pleasure of introducing Rashaud R. Smith, Director,Airman
& Family Readiness Center, Osan Air Base, Republic of Korea. Rashaud is a
federal employee and began his federal career as a Work/Life Specialist for the
Department of the Air Force, Airman and Family Readiness Center, Yokota Air
Base in Japan (2006), and was promoted and moved to Korea in 2008, where he
now supervises a staff of Community Readiness Technicians and Consultants.
Previously, he was employed as an Employment Consultant /Trainer for the Georgia
Department of Labor in Georgia, and as Personnel Specialist for the USAir Force
(Active Duty). Rashaud was also employed as an Adjunct Instructor at Central
Texas College.
Rashaud’s Credentials
Rashaud has a Master of Science in Guidance & Counseling, a Bachelor ofArts
in Psychology with a Minor in Human Development & Family Studies; he is a
Certified Professional Career Coach, Certified Professional Résumé Writer,
Certified Employment Interview Professional, Global Career Development
Facilitator, Certified Myers-Briggs Type Indicator Practitioner, and an Accredited Financial Counselor (Pending
Certification). He has also received nearly a dozen notable awards including Mission Support Squadron Airman of
the Year (2002), The Air Force Commendation Medal, Georgia Department of Labor, Macon Center Team Player of
the Year Award, and Mission Support Squadron, Airman and Family Readiness Center Counselor of the Year (2007),
among others.
Rashaud describes himself as a dynamic professional with experience advising, consulting, counseling, training,
facilitating, and instructing clients. He has a global perspective based on international assignments and travel abroad.
His professional focuses include Transition Assistance, Career / Job Readiness, Relocation Assistance, Emergency
Assistance, Employment Assistance, Volunteer Coordination, Personal Financial Management, Outreach, Team and
Staff Development, Consultation, and Counseling.
The Client Population
Rashaud works primarily with soldiers stationed in Korea who are on unaccompanied tours (approximately 96% of
his clients are on unaccompanied tours), transitioning out of the military (separating or retiring), and military spouses
(the office serves about 9,000 clients annually). The spouses who do accompany their soldiers can only work on the
local military base; they are not allowed to work off the base due to SOFA agreements, consequently there are
minimal opportunities for employment for military spouses (only about 200 US civilian positions are available in the
region). Rashaud said that the office encourages military spouses on the base to obtain their $6,000 military spouse
grant for education and complete college courses while they are stationed in Korea. The office also offers other
suggestions for opportunities for professional development and gaining licenses or certifications.
Many of the clients Rashaud coaches do not know what they want to do when they get out of the military, they do
not know where they want to live, they do not have a résumé, and they do not know how to look for a job. “They also

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do not have easy access to employers when they are trying to find a job from overseas. My clients are sometimes
limited to communicating with employers through email, internet, and telephone,” Rashaud said. The Airman and
Family Readiness Center provides military clients and their spouses with as many opportunities as possible to help
them seek employment from long distance, including video / tele-conferencing availability for job interviews. Rashaud’s
office provides comprehensive career planning for their clients.
Special Programs
Under Rashaud’s leadership, the Airman and Family Readiness Center is implementing several programs to help
service members make a successful transition from military to civilian. Some clients struggle with applying their
military experiences and skills to Corporate America, according to Rashaud.
For example, the office is developing and implementing 10- and 15-year mark seminars for career military (as most
transitioning service members do not plan much before one to two years in advance). Those who will retire from the
military can attend special pre-retirement seminars 10 years and five years before they leave the military, to learn how
to be prepared in advance for retirement. According to Rashaud, these personnel are encouraged to construct a
résumé and add to it over the years; and develop a list of goals and plans for retirement that includes what they might
want to do when they retire, and where they might want to live.
Other programs include the first Career Explosion Seminar for military and spouses, focusing on the full realm of
career management from interest inventories to interviewing skills and everything in between.
Additionally, the Airman & Family Readiness Center offers services not always found in a traditional career
outplacement office: Information & Referral, Transition Assistance, Employment Readiness, Financial Readiness,
Family & Life Education, EmergencyAssistance, Volunteer Resource Services, CasualtyAssistance, and Relocation
Assistance.
Career Coaching & the CPCC Program
“I have always had an interest in helping people build inspiring lives. I was drawn to career coaching when I
worked for the Georgia Department of Labor,” Rashaud said. He engages in the full spectrum of career coaching
from reviewing résumés to interviewing, dressing for success, salary negotiations, career assessments, online job
search, military-to-civilian transition, and military spouse employment.
Rashaud completed the CPCC program and personally applied the Networking section — he wrote a list of everyone
he knew in his past employments (and currently), sent them an email to touch-base, and now connects some of his
clients to his personal network to help put people in contact. He also teaches networking classes including Social
Networking. Additionally, Rashaud said he references content in the CPCC program when coaching his clients to
transition from the military, and he applies the career coaching competencies in the Work Center. “The career coaching
communications has helped me the most in working with the military,” Rashaud concluded.
Bottom-line for Clients
If I can offer my clients only one piece of advice: “Follow your heart and follow your dream,” says Rashaud to his
clients. He encourages his clients to follow their passion and do what they love to do—the money will follow in time.
He believes that it is important to link your interests and work values with the world of work!
Contact Information
You can reach Rashaud at
www.osan.af.mil

It’s Time to Redefine!
by Jay Block, CPRW, CEIP, CPCC, JCTC
The Jay Block Companies - W. Palm Beach, FL
email: jayblock@jayblock.com
Of all the world’s languages, estimated at over 2,600, the English language has more words than any other! According
to traditional estimates, German, the language that has the second most words, has a vocabulary of about 185,000
words and the French language has fewer than 100,000. The Oxford English Dictionary lists more than a half million
words and, if you consider slang, scientific and technical words that are not included in the Oxford English Dictionary,
there are well over 750,000 words available to you and me as writers, marketing professionals and business men and
women. In fact, an organization called Global Language Monitor guestimates that there are more than 900,000
words in the English language – with more being added every day. I happen to own Webster’s Third New International
Dictionary that contains 2,662 pages of words; each page divided into three columns with about 45 words per
column. This single volume requires almost two people to pick it up and a powerful magnifying glass to read the
microscopically embedded words. I have to admit that when friends visit us and play Scrabble, they take one look at
this monstrosity and quickly recommend we play gin rummy instead.
Rez-you-May
Of the 750,000 to 900,000+ words in the English language, I find it strange, even discouraging, that we have to use
a French word to describe documents most of us write (and use). Most résumé writers don’t even know the correct
pronunciation of their own profession. The word is NOT pronounced, re-zoo-may like most people say; rather rez-
you-may. And I might add here that the original French word places the accent on the last syllable… so the correct
pronunciation is rez-you-May. So, I thought that after 20 years of being in this business, it’s time to set the record
straight and suggest we all refer to ourselves as we truly are: rez-you-May writers who write rez-you-Mays for
clients.
Curriculum Vitae
Of course, if you study the origins of résumés and research the origins and meanings of words as I do, you’ll
discover that a résumé is also often referred to as a curriculum vitae (CV), another French phrase that describes what
we produce in our industry. My guess here is that collectively, we apparently lack the originality of coming up with
our own terminology for our own industry. So to adequately describe our industry association, we actually could
belong to the Professional Association of Rez-you-May and, Curriculum Vitae Writers and Career Coaches (You
figure out the appropriate acronym).
Definitions
If you stay with me for another paragraph or so, I’ll get to the purpose of this article. But first, I must point out to
you that there are conflicting definitions between a résumé and a curriculum vitae. And, sadly, neither properly
defines what should be properly defined – namely what the heck these documents are and what they’re supposed to
do – especially in today’s globally competitive job market, plagued with high unemployment, and saturated with
millions and millions of rez-you-Mays!
Definition of a résumé: (From Wikipedia and Webster’s Dictionaries)

Résumé: a summary; or a document that contains a summary of relevant job experience and education. The résumé
is typically the first item that a potential employer encounters regarding the job seeker and is typically used to screen
applicants, often followed by an interview, when seeking employment.
Definition of curriculum vitae: (From Wikipedia and Webster’s Dictionaries)
curriculum vitae: (loosely translated as course of life) provides an overview (account) of a person’s life, qualifications
and biography. A shorter alternative is simply vita, the Latin word for “life.”
The Point of this Article
As the leading résumé industry association in the world, don’t you think it’s time we, as industry professionals,
redefine the definition of a résumé - where a consensus of industry professionals can agree on a proper, effective
and contemporary definition, so job seekers fully understand what this document is and is supposed to do ?
Today, in a troubled economy plagued with high unemployment and employee dissatisfaction, “résumés,” as defined
in the past and in current dictionaries simply won’t get the attention of hiring authorities. Hiring authorities, including
human resource professionals, executive recruiters and hiring managers, don’t have time to read stacks of boring
biographies (chronological obituaries) from strangers. They want to know quickly what specific contributions
candidates can make and the results they can produce.
So, I offer the following definition of a rez-you-May – to you, my colleagues – in hopes that maybe we can, as a
cohesive professional industry association, redefine what needs to be redefined!
Definition of Résumé
A self-marketing document, prepared for potential employers or organizations, that effectively communicates
one’s ability to produce significant results and meet specific performance goals and objectives better than other
qualified candidates.
Five Benefits to Creating a Résumé:
(A good handout for your clients)
1) Market Value:
The process of creating a résumé must result in job seekers being able to effectively identify and
communicate their VALUE to prospective employers. In other words, résumés must clearly communicate
bottom line results and organizational contributions job seekers can produce and deliver as well, or
better, than other qualified candidates.
2) Differential Factor
When job seekers strategically develop their résumés, they must also define the differential factor. The
differential factor represents highly valuable skills, qualifications and other “employment assets” that set
a job seeker apart from other well-qualified candidates; that make them STAND OUT. Often times, the
differential factor is what tips the hiring scale in a job seeker’s favor! For instance, if a job candidate has
an industry-wide reputation, that reputation might be the differential factor. If a job seeker is a Black Belt
in Six Sigma; that may constitute the differential factor. When you help your clients identify their
differential factors, you’ll provide them with a distinct advantage in landing a job quickly in the toughest
of job markets.
3) Confidence Builder

When you help your clients design and create their self-marketing résumé that communicates value and
those attributes that set them apart from their competition, your clients gain a whole new level of confidence
in themselves, their ability to promote themselves, and their ability to remain upbeat and positive throughout
the job campaign. They will be proud of what they are marketing… namely themselves!
4) Résumés Open the Right Door
Exciting, well-presented résumés open doors of opportunity that otherwise would not open for job seekers
with look-alike, blend-in-with-all-the-other résumés. Indeed, their résumés will race to the top of the pile
because it bellows out to employers, “This is what I can do for you, why I am a good fit for your company,
and the best candidate for the job.”
5) Job Seekers Will Become a Stronger, More Effective Interviewer
When job seekers write their résumés thinking about the interview, they begin developing the key messages
they’ll eventually want to communicate in an interview to win the job. In other words, when your clients
take the time to properly prepare their résumés thinking about the key messages that will win job offers;
doesn’t it make sense that they will then be able to SHOWCASE those messages on their résumé to win
interviews!
In my upcoming book, 101 Best Ways to Land a Job in Troubled Times (McGraw-Hill, November, 2009), I provide
12 guidelines for creating effective rez-you-Mays for this difficult job market. I conclude this article by providing
three of the most important ones below.
Guideline #1:_Make Your Case in 15-20 Seconds or Less
Recent surveys indicate that hiring authorities spend 15 to 20 seconds, at most, reviewing a job candidate’s résumé.
In that 15 to 20 second window of opportunity, your clients must showcase and headline their value; those qualities
that ring out, “I’m a highly qualified candidate worthy of a closer look!” If they don’t, they don’t stand a chance of
that second look.
Guideline #2: Remember Who You Are Writing the Résumé For
In most cases, your clients are writing their résumés for strangers who don’t know them! Your clients’ main
objective is to understand what prospective employers are looking for and then to provide that information clearly on
their résumés. Employers DO NOT want to read a stranger’s biography. They DO WANT TO KNOW how your
client can contribute to their organizational goals. Before you write a client’s résumé, you must challenge your client
to seek first to understand the needs of potential employers and then communicate, on their résumé, how they can
best meet those needs.
Guideline #3: Résumés without Achievements are Like Report Cards without Grades
Hiring authorities and prospective employers know that a key indicator to future performance is past performance.
It’s not what your clients did in the past that determines their hireability; it’s the results and achievements they
produced that matters. Résumés are not documents where job seekers must be humble! It’s the place to professionally
and confidently show off their past achievements and blow their own horn – loud and clear! For if they don’t… no
one will hear them.
How’s this for a starting point for redefining rez-you-Mays?
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We Don’t Care Who Gets The Credit...
As Long As Our Clients Get The Raise!
By Don Orlando, MBA, CPRW, JCTC, CCM, CCMC
The McLean Group - Montgomery, AL
email: yourcareercoach@charterinternet.com
As career coaches, we fight pernicious folklore that keeps people from managing their careers well and getting
paid what they are worth. In this article, I want to help your clients get the rewards they deserve all through the rest
of their career. And I want you to have a tool to help them reach that goal while motivating your clients to keep in
touch with you regularly—and pay for the privilege.
Have clients use what they learned in kindergarten to help manage their careers (with apologies to Robert
Fulgum)
Play fair. Share everything. Live a balanced life.
That’s the way you and your clients were raised. But your clients may feel that isn’t the way the world of work runs.
Let me suggest you recast those ideas like this: work hard, share your gifts, balance returns on investment. Let’s take
them one at a time.
Work hard…
Give your clients tools to help them work as hard capturing their value as they do creating it. Too often they
minimize what they’ve done or forget about it completely. Sometimes, they let personal pride interfere or are concerned
their boss won’t know what they’ve done. Please let me address those in order.
First, let me be clear: I’m not asking your clients to brag; I want you to help them capture their usefulness. When
you do, everybody wins. Which brings us to the second point.
In the press of business, sometimes bosses don’t remember what our clients do when it comes time for performance
evaluations months later. But there is a way to make sure your client gets credit, that his supervisor sees his contributions
in black and white just when she’s thinking about his performance review.
Share their gifts…
The only employee I ever heard about who achieved anything without working with anybody was Rumpelstiltskin.
In that fairy tale, Rumpelstiltskin was employed as an independent contract spinner, given a room full of straw, and
told to turn it all into gold. His pay was a necklace, a ring—and eternal damnation.
In the real world, every client must work with others. The best make others more capable in the process. When they
do, their value is better known and their companies get more return on their investments (the salary they pay our
clients). In short, when you help clients concentrate on results, not on who gets the credit…they’re the ones who get
the credit (and a raise)!
Live a balanced life…
The balance I’m writing about concerns returns on investments. When a client works hard, she makes money for
her company. Her success is tied to her organization’s success.

But she deserves a return on investment, too. Suppose she saved her company $125K last year. I think her boss
would be pleased if she told him she wanted the company to get a 90 percent return on that investment. Where else
does one find that exceptional payoff? Nowhere. Except in team members like our clients.
If the company gets 90 percent ROI, shouldn’t your client get the remaining 10 percent? A well run organization
would agree at once and cut her a bonus check for $12,500.00. They may even challenge her to perform so well next
year they will cut her next bonus check for $25,000!
There’s no altruism here. If companies don’t reward our clients, they are on their way to the competitor. (And we
get a chance to rewrite their résumés!) Our clients take all their skills, all their value, all the knowledge of their
company, and their ability to contribute dollars to the company’s bottom line. Good companies use that to everyone’s
advantage; bad companies and their employees suffer because they don’t.
Getting the rest of the story…
Many clients rank job satisfaction first in their professional lives. They find such fulfillment readily when they
recall not just what they did, but how their contributions helped their organizations and customers. Knowing their
track record, feeling that they are needed, gives them confidence to do even more. When everybody knows everyone
else’s value, rewards come easier.
Suggest your clients do the following. Once each week, they are to jot down which problems they solved, how they
solved them, and what the results were. They should push to be sure they don’t confuse the symptom with the
problem.
Here’s an example. When I asked a client what problem he solved, he said he resolved a high scrap rate in this
plant. That’s good! But that’s only the symptom. When I asked what had caused the scrap rate to be high, he told me
the company had specified cheaper lubricating oil for a key manufacturing component. They were saving $100 a
gallon on the oil (and they used 100 gallons a year)…and losing $50K in scrap. My client told me how he tracked
down the difficulty, recommended slightly less expensive oil, and saw the scrap rate fall to two percent…and stay
there. That meant the company saved $40K, in the first year alone. If my client proposed the 90 percent ROI I
recommended, he would have gotten a $4K check, just for this one action.
Because he could quantify the results I was able to include this item in his résumé:
Payoffs: Replaced a $10K cost that plagued us for years by eliminating $50K in excess scrap. Problem disappeared
and never came back. From thought to finish in just 30 days. Annual savings $40K.
Notice also how I compared his work to a previous situation (“losing $50K a year”). I got even more impact by
putting his results in context (“From thought to finish in just 30 days”). Because we took the time to discuss this
story, my client can use it in the interview. All in all, it’s good news for him.
Now the good news for you. Encourage your clients to email you their success stories each week or so. Give them
hints on getting the most from each story, just as you did when you wrote their résumés. Charge for this service!
At the same time you’ll reap the benefit of a continuing relationship that your clients will see rewards them tangibly.
Finally, when it comes time to update their résumés, ask the client for their notes—and your update nearly writes
itself!
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Putting it all together…
Play fair (with yourself as well as your clients).
Share everything (but make it valuable by charging what its worth).
Live a balanced life (helping balance clients’ professional lives helps your practice
grow…helping you serve more clients).

Résumé Magic
by Melissa Kasler, CPRW
Résumé Impressions - Athens, OH
email: resume@frognet.net
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Case Study #67: Heather
Challenge: To create a résumé for Heather, a Registered Dental Hygienist, who was applying for a Federal position with
different application requirements than are normally required for this type of position. The challenge was really in conveying
Heather’s enthusiasm and passion for her career on paper. Once in an interview, it will be very evident, but I needed it to be
clearly shown on the résumé.
Background: Heather works at the dental office where our family goes, and I had originally completed her résumé a year or
so ago for another similar position. She is extremely happy in her current position and loves her employer and co-workers.
However, she lives a little over an hour away, so the commute is difficult for her at times with a young family and winter
weather conditions in Ohio. The position she is applying for is with a VA Medical Center where her sister-in-law is currently
employed. She became aware of the position opening through her.
Strategy: Usually, when someone says “Federal application” I immediately send that client to a colleague who specializes in
those...that is an area I do not care to tackle…I leave those to the pros! (Thanks, Camille!) And as soon as Heather sat down in
my office and showed me the application, I immediately handed her Camille’s business card to assist with the KSAs and
transforming the résumé into proper Federal format. However, for some reason, this application was a bit different. When
Heather contacted the VA, she was told that the KSAs were only to be completed by internal applicants.Anyone applying from
outside the organization did not need to complete those. I’ve never heard of this before, but took her at her word and proceeded
with updating the résumé to ensure that it included the necessary information for this position.
I’ve honestly never met anyone as passionate about his or her chosen career field as Heather. She truly loves what she does.
On more than one occasion in my presence, she has stated that dental hygiene is her passion and not just her job. I knew I
wanted to use that prominently on the résumé. So when creating the banner for her contact info, I included that exact quote
from her to immediately highlight that distinction. Using her two titles to serve as the anchor for the summary area at the
beginning, I followed those with three brief sentences to summarize her background. That section ended with quotes from
recommendation letters of previous employers.
For someone with a 10+ -year career, I would not normally list education as the first heading. However, Heather’s education
and licensure could very well be what differentiates her from her competition. So this became our first major heading. Following
that I created a bulleted list of qualifications as related to her career goal. Next came professional experience where I simply
listed the three positions Heather has held in her career. We ended the résumé with professional involvement.
Heather and I discussed the application and position requirements. She wanted to address each item that was discussed in the
position posting because she had experience in every single one. Rather than create a very lengthy description under each of
her positions, I chose to create an addendum to her résumé that listed each of these items. With a heading titled Skills &
Experience, I followed the design of the résumé and created a bulleted list addressing each one. I likened it to sort of a hybrid
KSA in my mind.
The cover letter included the vacancy announcement number and position title as listed in the posting. Rather than being
redundant and listing bullet points from the résumé regarding qualifications, I used the cover letter to reiterate the passion
Heather has for her chosen career. A couple of sentences summarizing her education, licensure and years of experience,
combined with a paragraph explaining why she is considering leaving her current employer, rounded out the content of the
cover letter.
Outcome: Heather was very pleased with the addendum idea and was going to hand-deliver the documents
(along with the completed application) the day after she picked them up in my office.

Heather D. Clinton,RDH
3clintons@horizonview.net
1234 Hampton Mills Road
London, Ohio 40000
740.123.0000 (home) 740.456.0000 (cell)
October 10, 2009
Department of Veterans Affairs
Jeremy Johnson, Director
Human Resources
17273 State Route 104
Chillicothe, Ohio 45601
RE: Vacancy Announcement No. 09(205) - Dental Hygienist
Dear Mr. Johnson:
Please accept the enclosed materials as my sincere interest in the Dental Hygienist position
currently available at the VA Medical Center in Chillicothe. After reviewing the detailed job
description, I believe I would make a valuable addition to your staff. The enclosed resume and
addendum will provide detailed information regarding my background and experience as it
relates to your position.
my career as a Dental Hygienist/Periodontal Therapist. I thoroughly enjoy educating and caring
for patients from all walks of life to promote their dental health and overall well being. With an
Associate of Health Science in Dental Hygiene, licensure as a Registered Dental Hygienist and 13
dental program.
position with the Chillicothe VA Medical Center would allow me to continue my passion in
my chosen career, but closer to my home. An interview would allow me to share my skills and
to set up a convenient time to meet.
Thank you for your time and consideration. I look forward to hearing from you about this
exciting opportunity.
Sincerely,
Heather D. Clinton, RDH
Enclosure: Resume/Addendum
“Dental hygiene is my passion, not just my job.”

London, Ohio 40000
740.123.0000 (home) 740.456.0000 (cell)
Dental Hygienist Periodontal Therapist
Skilled Dental Hygienist offering a successful 13-year career and track record of building remarkable rapport
with patients of all ages. Thoroughly explain procedures to decrease anxiety. Place strong emphasis on
patient education, providing information to improve oral hygiene and overall health.
“ … hard worker and takes pride in servicing her patients by providing great care …
demonstrated strong technical skills … always prepared to perform whatever treatment
necessary for her patients …”
~ Excerpts from Recommendation Letters
Craig Oiler, DDS and Paula Zimmerman, DDS; Grove City Family Dentistry
EDUCATION & LICENSURE
SHAWNEE STATE UNIVERSITY, Portsmouth, Ohio (June 1996)
Associate of Health Science in Dental Hygiene
Licensure
Registered Dental Hygienist – State of Ohio (1996) and State of Florida (1998)
Continuing Education
– Ohio Dental Association (1998)
Completion of training provides approval for dental hygienist to practice in absence of dentist
SUMMARY OF QUALIFICATIONS
Provide education on proper usage of tools for maximum oral health in accordance with patients’ needs
and capabilities
Skilled in providing individualized, comprehensive patient education and positive encouragement
Committed to promoting oral, head and neck and overall health and well-being of patients
Well-developed assessment skills
Enthusiastic, highly motivated and resourceful
PROFESSIONAL EXPERIENCE
Registered Dental Hygienist – RIESTENBERG, LAVELLE & WELSH, DDS, Athens, Ohio (6/06–present)
Registered Dental Hygienist – ROBERT L. SPERO, DDS, Athens, Ohio (3/03–3/06)
Registered Dental Hygienist – GROVE CITY FAMILY DENTISTRY, Grove City, Ohio (10/96–9/02)
PROFESSIONAL INVOLVEMENT
American Dental Hygienists’ Association
Ohio Dental Hygienists’ Association

Addendum to Resume of
London, Ohio 40000
740.123.0000 (home) 740.456.0000 (cell)
SKILLS & EXPERIENCE
Perform deep subgingival and supra gingival scaling; root planing, periodontal probing and charting
Prepare monthly reports for production and treatment visit date if directed by dentist
Perform preliminary dental examinations to screen for periodontal problems
Review patient medical and dental history to evaluate medical complications or medication requiring
alteration of dental hygiene treatment
Examine teeth and supporting structures for presence of bacterial plaque and periodontal disease
Inspect head, neck, mouth, pharynx and throat for abnormalities and oral cancer
Observe, chart and report oral abnormalities and suspicious lesions to dentist
Prepare dental hygiene treatment plan for plaque control, involving assessing patients’ medical and
oral conditions, required oral hygiene care and planning and sequence of dental hygiene procedures for
appointments or series of appointments
Take and interpret periapical, panoramic, bite wing and occlusal x-rays
Identify tooth structure, calculus, periodontal pockets and cavities
Utilize special procedures to provide hygiene treatment for bedfast patient
Remove sutures, remove medications for dry sockets, place periodontal packs, control bleeding by direct
pressure, perform root planing and giving instructions to patients after treatment; change dressings, apply
topical anesthesia and retract oral tissues in surgical procedures
Record oral conditions, results of periodontal exams, treatment planned and treatment completed/
administered and patient no-show
Plan, coordinate and conduct preventive oral health programs for various patient groups
Develop and revise oral health instructional materials and educate patients and other staff groups
responsible for the delivery of oral health care; topics include nutrition, proper dental hygiene, etiology
of caries and periodontal disease, oral habit therapy and patient motivation
Select tray, prepare and mix impression material; place impression material on teeth; remove impression
and construct custom impression trays
Check and maintain instruments, clean treatment room and equipment, order and store medical and
dental supplies and equipment

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