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Soozy Supports Employers and Employees
If you are looking for a job, are you frustrated because you're not getting any responses from your hundreds of applications? Do you feel like your skills are lacking in finding your dream job? Are you concerned about a gap in your experience? It is likely you're not getting interviews because your resume and LinkedIn don't highlight your value...
As an employer during the so-called "Talent Shortage" in 2022, SMBs are taking a step back and find out why people are leaving organizations or even the workforce. Is it the pay? The benefits? The culture? Business leaders are looking at different ways to attract and retain quality employees more than ever.
We are joined by Soozy Miller, Founder of Braander, Certified Exective Resume Writer, Certified DISC Consultant and Practitioner.
Soozy has coached hundreds of job seekers worldwide to land their dream job. Her knowledge around resume writing, hiring software, the hiring lifecycle, and the hiring team ensures a shorter job search that results in more and better job offers.
In addition, Soozy uses assessments like DISC, to help SMB employers create a more engaged, collaborative workforce that can spark meaningful culture improvement in their organizations.
Tune in for this sensible conversation at TalkRadio.nyc or watch the Facebook Livestream by Clicking Here.
Segment 1
Steven introduces his guest, Soozy who supports employees and employers. If you're looking for a job, or even concerned about a gap in your experience and resume, Frey says that it may be that your resume and linkedin don’t highlight your value. He says that small and medium sized businesses are looking at why many people are leaving their jobs and industries. Soozy is the founder of BRAANDER, certified executive resume writer, and certified disc consultant and practitioner. She is also a recruiting consultant. Part of her coaching is assessing leadership and soft skills so that executives can be better leaders at their job. BRAANDER trains job seekers to write resumes, cover letters and more. They help job seekers using their experience and leadership skills to build a profile that would be impossible to ignore. For 35 years, Soozy says that she was a marketing writer for companies for newsletter and online content. At one point an agency emailed her asking to write a resume for them. As soon as she started writing them, her clients started getting jobs and more opportunities. Steven and Soozy discussed how things have changed for her since she started helping employees and employers, considering that now there is the great resignation. Soozy says that leaders now need to figure out what employees are looking for and how they can re-engage with them. Both employees and employers are reevaluating where they are now and where they want to be. She also discusses DISC and how engagement affects the relationship with leaders and employees.
Segment 2
Steven talks about the ideal job and help especially during this time is a struggle for employers and employees. Sometimes, as Soozy also mentioned, if a business or company is new and backed by investors, they might end up hiring people, feeling pressured to have the presence of strong employees. But the problem is that the business might hire those who aren’t a good fit for the job. Soozy and Steven talk about the disc assessment. Disc has become a crucial part of Soozy’s practice. She says the soft and leadership skills are crucial in keeping a job for someone; this includes human and interpersonal communication. They discuss the four styles in disc and how we have a different amount in our own personalities. Disc stands for dominance, influence, conscientiousness, and steadiness. She talks more about its effect on leaders' communication with each other in the workplace and its benefits. Like how employers should know how to communicate to their employees and in their “language”, employees should know how to speak to someone’s unique leadership experience and value that is specific to them. Soozy also talks with Steven about her thoughts on resume writing. She says that for fonts, you shouldn’t use bold or script fonts and says that it’s okay to leave white space. The whole page doesn’t need to be covered or things will be hard to read. As for bullet points, she says that she wouldn’t recommend always using them because your impact statements or accomplishments can get lost. So it’s best to reserve bullet points for your value statements.
Segment 3
Soozy and Steven get into more about different kinds of resume writing. Soozy says that what you feel makes your resume look good to you may not be the same for the person on the other end looking at it. She also mentions a software that companies use to filter out candidates called ATS. Because of this, she says that the content matters much more compared to the design or visual aspect. They also discuss shortages of employees and the great resignation. Soozy says that for the companies and employers, she recommends that they assess employee communication styles as well as what kind of lifestyles they have and find ways to know what benefits they are looking for. For job seekers, she says work with a coach to figure out what their value is. Soozy also gives an example about a client she has worked with who is an executive and how although they wrote a lot of what they did, they had trouble explaining verbally their value and what impact they brought to companies in the past. She also discusses how C-suite positions have changed into being more temporary, bringing someone’s value and expertise to specific projects and other work.
Segment 4
Coming back from the final break, Soozy gives more thoughts about the overall topic of discussion. One thing she mentions is to not have typical resumes, meaning do not use one resume to apply to all positions. This is even if it’s the same role for different companies. This is because you have to make sure you are addressing the job posting and what the company is specifically looking for. The language in each posting is different. She also says to not write down general assets and instead use the companies’ language. She also says to look at what impact you have had in other companies and demonstrate your value. Soozy says to make sure you are reading job postings from top to bottom. Soozy again mentions the disc assessment that can be used to solve many issues related to people, behavior, and overall communication. Before closing the show, Steven Frey reads us the answers that Soozy gave him about his favorite questions. Soozy’s favorite movie or tv show character is David Rose from Schitt’s Creek. Her favorite tv show is Succession. Soozy is not really into music but she does enjoy classical music and the sweet sounds of Beethoven. If you want to learn more about Soozy’s work, you can visit braander.com. Next week, Steven will be joined by Carol Williams, an immigration attorney. He thanks Soozy for joining him for today’s conversation!
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By Steven Frey
5
11 ratings
If you are looking for a job, are you frustrated because you're not getting any responses from your hundreds of applications? Do you feel like your skills are lacking in finding your dream job? Are you concerned about a gap in your experience? It is likely you're not getting interviews because your resume and LinkedIn don't highlight your value...
As an employer during the so-called "Talent Shortage" in 2022, SMBs are taking a step back and find out why people are leaving organizations or even the workforce. Is it the pay? The benefits? The culture? Business leaders are looking at different ways to attract and retain quality employees more than ever.
We are joined by Soozy Miller, Founder of Braander, Certified Exective Resume Writer, Certified DISC Consultant and Practitioner.
Soozy has coached hundreds of job seekers worldwide to land their dream job. Her knowledge around resume writing, hiring software, the hiring lifecycle, and the hiring team ensures a shorter job search that results in more and better job offers.
In addition, Soozy uses assessments like DISC, to help SMB employers create a more engaged, collaborative workforce that can spark meaningful culture improvement in their organizations.
Tune in for this sensible conversation at TalkRadio.nyc or watch the Facebook Livestream by Clicking Here.
Segment 1
Steven introduces his guest, Soozy who supports employees and employers. If you're looking for a job, or even concerned about a gap in your experience and resume, Frey says that it may be that your resume and linkedin don’t highlight your value. He says that small and medium sized businesses are looking at why many people are leaving their jobs and industries. Soozy is the founder of BRAANDER, certified executive resume writer, and certified disc consultant and practitioner. She is also a recruiting consultant. Part of her coaching is assessing leadership and soft skills so that executives can be better leaders at their job. BRAANDER trains job seekers to write resumes, cover letters and more. They help job seekers using their experience and leadership skills to build a profile that would be impossible to ignore. For 35 years, Soozy says that she was a marketing writer for companies for newsletter and online content. At one point an agency emailed her asking to write a resume for them. As soon as she started writing them, her clients started getting jobs and more opportunities. Steven and Soozy discussed how things have changed for her since she started helping employees and employers, considering that now there is the great resignation. Soozy says that leaders now need to figure out what employees are looking for and how they can re-engage with them. Both employees and employers are reevaluating where they are now and where they want to be. She also discusses DISC and how engagement affects the relationship with leaders and employees.
Segment 2
Steven talks about the ideal job and help especially during this time is a struggle for employers and employees. Sometimes, as Soozy also mentioned, if a business or company is new and backed by investors, they might end up hiring people, feeling pressured to have the presence of strong employees. But the problem is that the business might hire those who aren’t a good fit for the job. Soozy and Steven talk about the disc assessment. Disc has become a crucial part of Soozy’s practice. She says the soft and leadership skills are crucial in keeping a job for someone; this includes human and interpersonal communication. They discuss the four styles in disc and how we have a different amount in our own personalities. Disc stands for dominance, influence, conscientiousness, and steadiness. She talks more about its effect on leaders' communication with each other in the workplace and its benefits. Like how employers should know how to communicate to their employees and in their “language”, employees should know how to speak to someone’s unique leadership experience and value that is specific to them. Soozy also talks with Steven about her thoughts on resume writing. She says that for fonts, you shouldn’t use bold or script fonts and says that it’s okay to leave white space. The whole page doesn’t need to be covered or things will be hard to read. As for bullet points, she says that she wouldn’t recommend always using them because your impact statements or accomplishments can get lost. So it’s best to reserve bullet points for your value statements.
Segment 3
Soozy and Steven get into more about different kinds of resume writing. Soozy says that what you feel makes your resume look good to you may not be the same for the person on the other end looking at it. She also mentions a software that companies use to filter out candidates called ATS. Because of this, she says that the content matters much more compared to the design or visual aspect. They also discuss shortages of employees and the great resignation. Soozy says that for the companies and employers, she recommends that they assess employee communication styles as well as what kind of lifestyles they have and find ways to know what benefits they are looking for. For job seekers, she says work with a coach to figure out what their value is. Soozy also gives an example about a client she has worked with who is an executive and how although they wrote a lot of what they did, they had trouble explaining verbally their value and what impact they brought to companies in the past. She also discusses how C-suite positions have changed into being more temporary, bringing someone’s value and expertise to specific projects and other work.
Segment 4
Coming back from the final break, Soozy gives more thoughts about the overall topic of discussion. One thing she mentions is to not have typical resumes, meaning do not use one resume to apply to all positions. This is even if it’s the same role for different companies. This is because you have to make sure you are addressing the job posting and what the company is specifically looking for. The language in each posting is different. She also says to not write down general assets and instead use the companies’ language. She also says to look at what impact you have had in other companies and demonstrate your value. Soozy says to make sure you are reading job postings from top to bottom. Soozy again mentions the disc assessment that can be used to solve many issues related to people, behavior, and overall communication. Before closing the show, Steven Frey reads us the answers that Soozy gave him about his favorite questions. Soozy’s favorite movie or tv show character is David Rose from Schitt’s Creek. Her favorite tv show is Succession. Soozy is not really into music but she does enjoy classical music and the sweet sounds of Beethoven. If you want to learn more about Soozy’s work, you can visit braander.com. Next week, Steven will be joined by Carol Williams, an immigration attorney. He thanks Soozy for joining him for today’s conversation!