2 differences between the Résumé and LinkedIn Profile–Part 1

10 Replies

resume linkedinI tell attendees of my Advanced LinkedIn workshop, “Your LinkedIn profile is not your résumé.” It’s important for me to say this, as some of their LinkedIn profiles resemble their résumé. I can spot a copy-and-paste a mile away.

A LinkedIn “résumé” gives off a generic look rather than a unique document that makes LinkedIn a powerful tool for the job search. Potential employers are not looking for a rehash of your résumé; they’re looking for more, another look.

Let’s examine two differences between the résumé and profile.

The most obvious difference between the résumé and LinkedIn profile is the Photo. Because LinkedIn is a networking application and the résumé is a job search document, here is one major difference. A photo on your LinkedIn profile is necessary, as it enhances your brand. It may tell visitor you’re creative, sincere and compassionate, a leader, ambitious, serious, etc.

As well, a profile with a photo is more trustworthy and memorable. A recent statistic states that a profile with a photo is seven times more likely to be opened.  I for one will not open a profile if it lacks a photo, unless it’s someone I know.

I tell my attendees that despite their fear of age discrimination, a photo is necessary to network. Imagine attending a networking event where people walk around with a paper bag on their head. Not very personal.

The headline is second on the list of differences between the résumé and LinkedIn profile. An Advanced résumé must have a branding headline that immediately tells potential employers that you are the right person for the job. The headline is a simple line or two of what you do and some of your areas of strength. Here’s an example of a position-specific branding title:

Marketing Specialist 

Public Relations ~ Vendor Relations ~ Staff Supervision ~ Web Design ~ Event Coordination

Look at another branding headline that is written for a similar job:

Marketing Coordinator

Social Media | Trade Shows | International Travel | Increased Production | Graphic Design

Your LinkedIn profile has a branding headline that is similar to your résumé’s headline, save for the fact the profile isn’t written for a specific job. It needs to include more general skills/keywords. You may choose to use a branding statement instead. The same position may resemble this:

Marketing Specialist with expertise in Public Relations, Trade Shows, Vendor Relations, Web Content,
Event Coordination; leading to increased visibility and profitability for your company.

Furthermore, the branding headline adds to the keyword count for those whose résumé will be sent through an applicant tracking system (ATS). As well it makes being found on LinkedIn more possible with key skills of your occupation and industry/ies.

In the next post, we’ll look at the differences between the résumé’s Core Competencies and the LinkedIn Skills and Expertise sections.

 

9 features of a professional résumé…and thoughts on Italian food

5 Replies


My wife and I recently ate at an Italian restaurant in the North End of Boston, where I had Linguine Alla Pescatore and Caprese Salad (with fried tomato). To say the food was out of this world would be an understatement. The atmosphere was authentic and boisterous, the waiter attentive.

What does fine Italian food have to do with a professional résumé? It’s akin to a WOW moment you want the employer to experience when she reads your professional résumé. So what separates the extraordinary from the ordinary? There are nine distinct features of a professional résumé. Continue reading →

4 lessons extraverts could learn from introverts

2 Replies

loud colleague

A colleague recently said to me that she’s tired of reading “self-help” articles for introverts and wonders why none are written for extraverts. After all, she said, extraverts aren’t perfect. Good point I told her. But I also added there’s no market for articles or books on extraverts.

In fact, when you search for books on Amazon about extraverts or look on the shelves of Barnes and Noble, you’ll find nada. They’re just not worth writing about, it seems.

Society has been writing and talking about the shortcomings of introverts for so long that it’s as though, for lack of better words, “Introverts need help.” Some books even talk about how introverts can be more like their counterpart, how you can program your brain to be more extraverted. Continue reading →

The third of 3 steps for a successful LinkedIn campaign: being active

1 Reply

linkedin2

Previously we looked at connecting with others on LinkedIn, the second step for a successful LinkedIn campaign. Now we’ll look at being active on LinkedIn.

I tell my LinkedIn workshop attendees that one of my colleagues jokes that I need an intervention. Not for use of an illegal substance; no, an intervention for use of… LinkedIn. Too much use.

This little joke elicits laughter from my attendees, but I secretly wonder if there’s truth to his words. If using LinkedIn 365 days a year, including holidays, is considered abnormal; then I might benefit from an intervention.

This post is not about refraining from using LinkedIn often. To the contrary, this post is about the necessity of being active on LinkedIn. How many hours should they dedicate to LinkedIn many of my workshop attendees asks me.

There’s not a set number of hours or minutes you must dedicate to LinkedIn; but to be be productive on LinkedIn, you can’t sit idle. Here’s what you must do:

1. An obvious way to be active is to communicate with your connections by posting Updates. How many you post is up to you, but I suggest at least one a day. This is when I get remarks from my attendees about not having time to make one update a week.

To prove this is not a tall order, I show my attendees how I update providing tidbits of job-search advice, asking a question, or sharing an article I find educational. I tell them it’s important to share relevant information with their connections; that’s what good connections do.

2. Another way to be active is to “Like” what your connections update; or, better yet, comment on your connections’ updates. Liking their updates is great, but it takes very little effort to simply click the link. Be more creative and add a comment which can generate discussion, or reply to your connections privately.

3. I’ll visit my connection’s profiles–with full disclosure–many times a day. My connections will visit my profile many times, as well. When they “drop in” and have disclosed themselves (not Anonymous LinkedIn User or Someone from the Entertainment Industry), I’ll show my appreciation by writing, “Thanks for visiting my profile.” This will also lead to a discussion.

4. You’ve probably read many opinions from people on the topic of Endorsements–here we go again. Add me to the list of people who prefer receiving or writing thoughtful recommendations as opposed to simply clicking a button. And I’m not alone.

But, in fairness, Endorsements have a purpose greater than showing appreciation for someone’s Skills and Expertise; they act as a way to touch base. In other words, they’re another way to communicate with your connections.

5. Let us not forget your groups which give you another, significant way to be active. Participating in discussions regularly is a great way to share ideas with established and potential connections. I’ve gained connections because of the interests we shared revealed by discussions.

Did you know you can communicate directly with anyone in your group? That’s right, you don’t have to be a first degree in order to communicate directly with even a third-degree member. Trying to get the ear of someone out of your network? You may want to join a group that person is in.

6. If your connections blog and share their posts on LinkedIn, take the effort to read their blog posts and comment on their thoughts. This is an effective way of creating synergy in the blogging community. Now you can express your thoughts using LinkedIn’s Publishing feature. Take advantage of this if you have the ability to write and enjoy sharing your ideas.

Sharing blog posts on LinkedIn and making thoughtful comments in your groups can promote you as a thought leader in your occupation and industry. Don’t be shy about sharing your expertise. Employed or unemployed, you have important information to share. LinkedIn is not only about connecting; it’s also about information capital.

7. Pulse is one of the best ways to stay abreast of news in your selected industries (or channels), influencers, and publishers. LinkedIn delivers news to your homepage every day. And you choose which news you want to receive. When my workshop attendees wonder what they should update, I tell them sharing articles of common interest is a great way to start.

8. Companies feature. I saved one of the best features for last. Companies epitomizes networking on LinkedIn. It allows you to find people who are in a position to help you. It encourages you to be proactive. In my workshops I show people how to find people who have the authority to hire them by:

  1. Selecting a company for which you’d like to work;
  2. choosing second degree connections;
  3. typing keywords in Advanced Search;
  4. choosing “current” for currently working there;
  5. typing the person’s title, and;
  6. indicating the company’s geographic location.

Once you’ve located the person with whom you’d like to communicate, you can ask for an introduction from one of your first degree connections who is connected to said person.

These are some ways you can be active on LinkedIn. The first step is to create a presence with your profile, followed by connecting with others on LinkedIn, and finally being active. Combining all three will lead to a successful LinkedIn campaign.

The second of 3 steps for a successful LinkedIn campaign: connecting with others

2 Replies

linkedin2

Previously we looked at the components of a strong LinkedIn profile, the first step for a successful LinkedIn campaign. Now we’ll look at connecting with other LinkedIn members.

As I sit with a customer to critique her profile, I think the work she’s done is a good start. Though her profile looks like a rehash of her résumé, at least she has all the sections filled in. Then my eyes drift to the right in her Snapshot area and I see how many connections she has, 10.

I ask her why she has so few connections, to which she replies that she has only 10 “friends” she could think of inviting to her network. Further, when she’s invited to someone’s network, she declines because she doesn’t know the people.

This leads me to lecture her on how it’s important to invite more people and accept invitations from people she doesn’t know, as long as there’s a purpose behind connecting with said people. But I see it doesn’t register with her. Connect with strangers? Her face says no.

Her concern isn’t unusual, especially for people first starting out on LinkedIn. This raises three questions: who do you connect with, how do you connect with other LinkedIn members, and how many people do you connect with? These have been the questions LinkedIn members have been wrestling with since its inception. Let’s look at these questions.

Who do you connect with?

In my LinkedIn workshop I explain to the attendees that they should look at people with whom they connect as a pyramid. The goal is to connect with as many second degree connections as you see fit.

  • On the lowest level are the people with whom you worked, e.g., former colleagues and supervisors. These 2nd degree connections will get you started on your LinkedIn campaign. You are limiting yourself, however, if you stay with this small group of people.
  • The next level are people who share the same occupation and in the same industry. These people are like-minded with similar aspirations. They are willing to engage in online conversations and most likely will be in groups you will join.
  • The level above are people who share the same occupation but in a different industry. If you’re a marketing specialist, look for other marketing specialists in industries into which you can transition. Your switch from manufacturing to construction is a likely move, as well as education to social services.
  • Next investigate people in other occupations but in the same industry. This will provide possible opportunities at your target companies. For example, if you’re an engineer who’s worked in DOD, you may reach out to marketers, sales people, and quality assurance professionals at your dream companies, such as Raytheon, BAE, Mitre, etc.
  • The fifth level includes people in other occupations in other industries. This seems counter intuitive to some but if you think about the possibilities, you may adjust your thinking. A quality assurance professional in DOD might consider connecting with teachers, career advisors, and marketers who are privy to opportunities in his desired industry.
  • The last level consists of people who can directly affect your chances of getting a job. Now shoot higher and reach out to the, hiring managers, VPs, directors, etc. This is the level some people are afraid to approach but shouldn’t. If an introduction is in order, you’ll now have 1st degree connections at your level who can make the introduction.

How do you connect with other LinkedIn members?

There are a number of ways to connect with LinkedIn members. This article I wrote goes into greater detail of five ways you can connect with someone on LinkedIn. However, I want to talk about how you search for people with whom to connect. In my LinkedIn workshop I tell my attendees that typing in an occupation is one step toward finding people.

From there, you select 2nd degree connections. Most likely your first degrees will appear at the top, but you can’t connect to them, as you’re already connected. Read through the profiles of your second degrees to see if they’re anyone you’d like to have in your network. You could choose program managers in telemarketing, for example, and confine your search to the Denver area.

Another way to look for valuable connections is using the Find Alumni feature, which is relatively new and a great way to connect with LinkedIn members who are more likely to connect with you than mere strangers.

Note: when asking someone to connect with you make sure your note is personal and not the default message that LinkedIn provides in an effort to make connecting quick and easy. That said, I’m not a fan of connecting with people by using your smart phone or trolling your e-mail list of contacts and sending a mass invite. I see this as lazy.

Tip: You can troll your groups and connect directly to people because you have something in common, you’re in the same group. Being in the same group/s is how I justify connecting with people I don’t know. Just go to the Member tab in your group/s and type in keywords that will pull up people of common interest.

How many people do you connect with?

The growing debate is whether to strive for quality or quantity. I personally aim for a combination of both. With quality–300 or so–you’re connected with people who share the same interests and goals. The first three levels of the pyramid would be an easy way to understand this. But this is limited.

Those who connect with many people are sometimes referred to LinkedIn Open Networkers (LIONS). While they appear to be concerned about collecting connections, people who aim for numbers create more, yet uncertain, opportunities. One example I give in my workshop is the business owner who increases his marketing by appearing on more people’s homepages. Free advertisement.

Next we’ll look at the third of three components necessary for a successful LinkedIn campaign, being active on LinkedIn.

 

When the interviewer is doing 100% of the talking

2 Replies

Have you experienced a situation like this at an early-stage interview–you’re excited to be there, a bit nervous expecting the difficult questions to be fired at you, but the interviewer is doing 100% the talking?

Then toward the end of the interview, you ask if he wants to ask you any questions, to which he replies, “No, I read your résumé. We’re good to go.” You’re wondering what the hell happened. You didn’t have the opportunity to sell your skills, experience, and accomplishments.

Some of my customers complain to me about similar scenarios, while others tell me they felt relieved and grateful for not having to talk. Those who felt relieved erroneously believe the interviewers were doing them a huge favor.

Interviewers who do all the talking are not doing you a favor; they’re hogging your precious time. And although you’re nervous at the time, it’s essential that you achieve what you went there for–to sell yourself.

You never want to come across as controlling the interview, but sometimes you have to break in so you can inform the interviewer why you are the right person for the job.

So how do you break into the conversation?

First of all, don’t make assumptions. One assumption might be that it’s an inside hire and the interviewer is just trying to take up time. Another might be that the company is required by law or according to their policy to interview a few candidates. There are a number of reasons why the interviewer is blabbing like a fool, but chances are he’s simply self-absorbed and unaware of his duty.

Know when enough is enough. After the interviewer has rattled on for a number of minutes, it’s time to put a halt to the monolog. There’s a chance the interviewer might get on a roll and sabotage the whole process.

Don’t get belligerent. Saying, “Aren’t you going to ask me questions?” won’t leave a good impression. You’ll come across as rude and trying to control the interview.

Break into the conversation in a seamless manner. “The management around here leaves a lot to be desired,” he is saying. This is your cue to answer one of the most popular questions; what kind of manager do you prefer?

“Where I last worked, management was very good,” you break in. “They were fair, communicative, and had their priorities in order. I’ve worked under many different management styles from hands-off to hands-on. I’ve thrived wherever I’ve worked because I can adapt to all types of styles.”

Later he says, “Our customers are very needy. They require a lot of hand-holding–a real bunch of idiots.”

You counter, “Interacting with difficult customers is one of my fortes. In fact, many of the difficult customers were routed my way because I had a very patient attitude which the customers could sense. I managed to revive many failed customer relations.”

This may put a halt to the interviewer’s loquaciousness, or he may continue to drone on and on. But you can’t give up your efforts of getting yourself heard. The next time you hear a break in his monolog, engage him again by summarizing your job-related skills and accomplishments, declaring you’re the person for the job.

At the end of the interview inform him that you’ll send along an e-mail outlining how you can address many of the problems he was so kind to elaborate on. You may want to ask him if you should forward it to his manager and HR.

The first of 3 steps for a successful LinkedIn campaign: creating a presence

5 Replies

linkedin2Some of my LinkedIn workshop attendees have told me they were encouraged to join LinkedIn because LinkedIn is the answer to their job search. I cringe when I hear this because what they were told is only partly true.

Being on LinkedIn will increase your chance of getting a job, but it isn’t a guarantee, especially if you don’t understand what it takes to be successful on LinkedIn.

I tell my workshop attendees their LinkedIn strategy involves 1) creating a presence, e.g. your profile, 2) connecting with others, and 3) being active. Without all three, your LinkedIn campaign will crash and burn.

Creating a presence. Let me make this easy for jobseekers who are starting their LinkedIn campaign. Leverage what you’ve already created, your professional résumé, by copying and pasting it to your profile. However, don’t stop there. After doing this you need to revise it to reflect a networking document.

Many pundits have written about how to create a powerful profile, so I’ll simply outline the necessary components:

Your Snapshot area is where you capture readers’ attention with your quality photo and branding headline. Don’t waste this area with a poorly done photo and a headline that simply states your title at your previous job. Both your photo and headline can brand you–a photo that shows you’re a professional and a headline that states your strong areas of expertise.

Let’s not forget how your headline can contribute to the keyword count. These are the skills recruiters/hiring managers/HR type into Search. Having the proper keywords and more instances of them will rank you higher and, consequentially, garner more visitors.

Make your Summary worth reading by writing it in first- or third-person point of view; include some Wow statements; and express your passion for what you do. You’re allowed 2,000 characters for your Summary, so use them all. This will allow you to tell your story, as well as give you more space for those ever important keywords. For more on this, read 4 reasons why you need a strong LinkedIn Summary.

Your Experience section can resemble your Work History from your résumé or you can simply highlight the accomplishments. I favor the latter, but some think their profile might be the only document an employer sees, so showing all is the way to go, duties included. One of the areas weighed heavily for keywords is the position’s title. You’re not limited to your title; you can add some areas of strength as well.

Ex. Project Manager | Budget | Lean Six Sigma | Cost Reduction | Leadership

The Media section is where your profile can be really dynamic. I tell my workshop attendees that it’s their online portfolio. There are a number of different media you can include in your Summary, Experience, and Education sections. On mine I share PowerPoint presentations and a link to my blog. Others, like my valued connection Anton Brookes, have YouTube videos and/or documents.

Your Education is more than what you include on your résumé. It allows…or rather encourages you to expound on your degree and/or training. Along with the traditional information–college or university, dates attended (optional), GPA (also optional)–you’re given the option to include Activities and Societies, as well as Description.

Next we’ll look at the second of three components necessary for a successful LinkedIn campaign, connecting with other LinkedIn members.

3 awards earned by athletes and employees

2 Replies

Two years ago I attended my daughter’s spring award ceremony, which was held in a small auditorium with seats smaller and harder than the ones at Fenway Park.

The stench of body odor was growing stronger as the night wore on. High school award ceremonies are like amateur parades; you can’t wait for them to end.

There were at least 12 teams in all, starting with boys and girls track, followed by two-gender-ed sports like tennis, volleyball, lacrosse…until finally my daughters crew team walked onto the stage.

Sitting through two hellish hours was worth it because my daughter was given the “Coach’s Award” and named Captain of her crew team for next year.

The reason given for her receiving the award and being named captain was because she stepped up and took on responsibilities that no one would.

What came of that night was not only the fact that my daughter, who is a coxswain, earned her first major awards as a high school student; it also got me thinking about who stands out at work.

Who deserves to earn “Coach’s Award,” “Most Improved,” and “MVP” at work? Here’s my take on award winners at work.

Coach’s Award. This award is given to an employee who does everything possible to make her manager’s job easier. She volunteers to take on the mundane tasks of data entry when no one steps forward and won’t hesitate, nor complain, to man the front desk when the receptionist is out.

She demonstrates team spirit, always has a positive attitude that shows from her smile and in her eyes.

Most Improved. The Most Improved employee is the envy of many in the office because he has overcome his weaknesses and surpassed the performance of those who were at one point in time stronger.

He began as an entry level sales person and improved to the point where he’s now challenging the senior sales people.

It is through diligence and quick learning that enabled him to make the leaps necessary to supplant some of the other sales people.

MVP. The MVP performs her work beyond expectation, is a silent leader with a large presence. She is the thought leader in the organization. The MVP is humble and doesn’t take credit for accomplishments others have achieved.

She is affable and a comfort to other employers who may need her guidance, a true mentor. If anyone is indispensably, she is that person.

A successful organization, like a successful sports team, requires all three employees among its staff.

The employee who earns the Coaches Award is the glue that holds the organization together; the Most Improved gives others hope and something to strive for; and the MVP is simply the most valuable person, yet she doesn’t necessarily know it.

Do you deserve one of these awards or can think of someone who does? Why do you or others deserve one of these awards?

5 ways to be memorable in a positive way in your job search

12 Replies

question mark

I don’t remember much, but when I do, I never forget. There are some jobseekers I remember because they leave a lasting impression, like one woman I had in my Behavioral Interviewing workshop whose story about motivating others was so compelling. Melissa is her name.

Then there’s Mark who just got an Administrator position in healthcare. He thanked me for my help and told me he’d write an account of his job search and how LinkedIn was of great help.

Lisa landed a benefits job in human resources. Previously she was a manager, but she wanted out of that. She proved that stepping down is fine, just as long as you can still prove your value.

Armando I remember because he would always ping me with updates about his job search. He was always positive, never seemingly desperate, and sometimes he offered to help me. He still remains one of my favorite former customers, still someone I’ll reach out to. The other day, in fact, I called to see if he needed a gift in the form of a very talented jobseeker.

Kelly just landed a marketing job at a bank after being out of work for approximately a year. When she spoke with me just before securing her job, she admitted to being discouraged; but she never showed this. In fact it was just the opposite–she was positive and very active on LinkedIn.

Unfortunately there have been people who are a complete downer, but they’re far and in between. Still I remember them because of the poor impression they made. Mike Downer would constantly e-mail me about how he wasn’t going to make it. I would tell him he would if he networked and tried to be positive. He finally got a job. I won’t hear from him unless he needs another job.

The five people* I mention–yes they exist–who came across as positive and/or were willing to provide any help they could are the ones I would go out of my way to help; whereas the one that was always negative is someone I’d dread hearing from.

There’s a pattern here. People want to go out of their way to help those who make a good impression. If you want to be memorable to people who can assist you in your job search, keep in mind the following:

  1. Appearing positive, regardless of your internal struggles, attracts more people than if you’re negative. Negativity drives people away. Take Mike Downer, for example.
  2. Remind people of you by pinging them with e-mails and phone calls, but don’t annoy them with constant contact. Offer to meet them for coffee if it’s convenient for them.
  3. Always follow up after you’ve met someone who might be of assistance. Every time you follow up ask if you can be of assistance to them. If you can reciprocate in any way, it’s better than only asking for their help.
  4. Know your stories. Expert on storytelling, Katharine Hansen @ A storied Career, touts the importance of stories, how memorable they are in life and in the job search.
  5. Let people know about your successes. Had a great interview? Let people know. Finished a résumé you’re happy with? Let people know. Although your confidence may be low, announcing your achievements will make you and others feel great.

These are just a few positive things you can do to become memorable. Don’t be a downer, regardless of your internal struggles. Most people understand that being out of work is painful, including yours truly; so don’t make it the gist of your relationship with others. People like this are easy for me to remember, even if I can’t remember big name actors like Chris….See, I forgot.

*I will occasionally update this list of people and their examples of positiveness.

The curse of tattoos at interviews

19 Replies

Sixth years ago I wrote this post in jest. However, I was told recently by a good source that a candidate was rejected for a job at her company, because the candidate was sporting a tattoo at the interview. Perhaps there is more to this story than people think.

An article by Jeff Haden got me thinking. about my daughter’s latest request; a tattoo. Jeff’s article is about a man with a tattoo so intricate and enormous that Jeff could only stare at it, making the man uncomfortable.

Although my daughter’s only 16 and she doesn’t want to cover her whole arm with a tattoo, her request makes me think about the ramifications a tat will have on her career future. Will it be detrimental to her job search? I’m sure it will. She’s waiting for my reply.

Where will she put the tattoo, I ask her. I dunno, she tells me. Great. I don’t normally have to deny her requests, but I feel conflicted. I try to picture a tattoo on her.

Will it be private or public? Will it be tasteful or obnoxious? And how many is she planning to get? If it’s private, tasteful, and only one; I guess I could accept her getting a tat. However, if they’re numerous and on her neck, wrist, and anywhere they’d be seen during an interview or at work; I will definitely have an issue with that.

One of my customers who formally worked at an upscale salon has tattoos that cover her hands, forearms, and neck. They’re magnificent tattoos like the one Jeff mentions in his article, but the assortment of them makes me wonder how employers would view them, if she were to apply for, say, an office position.

This customer’s tats are so visible and magnificent that they distracted me during my workshops. Particularly during my Interview Techniques workshop when I want to have her stand up so I can tell the group that tattoos like these might not be the right image you want to present at an interview.

And then I want to add in a Sam Kenison rant, “They’re forever. Ah, Ah, Ahhhhh.” But I neither make her stand or express my disapproval of her tats. It’s her life, even if they are forever. I can only wonder why she decorated her body like a Harlem wall covered with graffiti. Maybe if she had a parent who urged her not to get the tattoos, she wouldn’t have marred her body with them.

Among the many aspects of our first impressions, tattoos are one of them. Employers are more forgiven than they were in the past. We know this because many of the people who serve us at restaurants and coffee houses, work with us in offices and outdoors, are displaying them freely and with impunity.

But it makes me wonder if the tattoo-baring employees displayed them so freely when they were interviewed, or did they hide them with long sleeves, turtle neck shirts, and pants that covered their ankles…in the dead of summer? If these folks with tats had the foresight to hide them, they may have dodged a bullet.

What if, for example, a college grad is applying for an accountant position, in the last stages of the interview process, and talking with the VP of say PricewaterhouseCoopers. She’s feeling so confident because she’s been told this interview is a formality, a sign off. It’s in the bag. So she lets her guard down and wears a sleeveless dress, revealing a small, tasteful butterfly tattoo on her shoulder.

Harmless, right?

This is my fear; my daughter will be that young woman at the interview of her life, only to blow it because of a simple tattoo. Only because some conservative guy might be the decision maker and think that this woman is too compulsive; not right for the company image.

All because of a tattoo my daughter got while her friends were encouraging her to “go for it” in New Hampshire at some seedy tattoo parlor. The image of her walking out of the parlor sporting a tat on her wrist, looking at her friends for approval, showing some doubt on her face; is enough for me to make a decision.

I tell her no to the tats, and she shrugs her shoulders and says fine. I get the feeling she never wanted one and all my worrying was for naught, until she asks for is a nose stud.

Photo by fauxels on Pexels.com