A Job Seeker Rule Book
01
Mar 2023
314
Resume Restoration's Job Seeker Rule Book
Ages: 15+
Players: 1
I often compare the world of being a job seeker in the current market to that of a game, such that to be successful and accelerate the time it takes to secure a victory, you first need to understand the rules.
One thing all players need to understand is that there are numerous complexities that this game has assumed over the years which require a strong player to not only act on the foundational practices of the game (click and apply), but to also incorporate an element of strategy. This strategy can be developed through an understanding of the role networking, LinkedIn, and Applicant Tracking Systems (ATS) have in how we choose to play the game.
OBJECT: The object of the game is to secure a strong position quickly through online applications, networking, and LinkedIn.
SET-UP: Prepare your portfolio which must include an accomplishments-based resume (ideally both professionally formatted and an ATS compatible version), cover letter, and optimized LinkedIn profile.
HOW TO PLAY:
Step 1: Research
- The Job Seeker must first start by researching positions of interest online. Spend time on LinkedIn, Google, Glassdoor, visiting the careers page of companies of interest etc. and find positions you are interested in and qualified for.
- Should you not meet the qualifications, you must identify if these are hard requirements which would eliminate you as a candidate or if they are preferred qualifications. Continue your research and find out what it would require for you to fulfill meeting this qualification (perhaps a free online course, YouTube training, becoming certified etc.).
- Create a list of position titles of interest.
Step 2: Audit/Edit/Target the Content of Your Resume
- Write your resume in ‘resume language’ which is achieved by first understanding the expectations of the Recruiter or Hiring Manager. Typically, when reviewing incoming applications, these Recruiters are seeking professionals who not only possess the outlined job qualifications, but ideally those who have demonstrated these skills and competencies in a way that has garnered success in previous roles or experiences.
- Make sure all qualifications (i.e., keywords) outlined in the job postings are included in your resume.
- Use action verbs like spearheaded, established, oversaw, implemented, and streamlined to strengthen your bullets (Resource: RR's Action Verbs for Resumes ).
Popular bullet formula’s:
- Accomplished [X] as measured by [Y] by doing [Z]
- Action verb + skill and/or task(s) = result(s)
- PAR Method: identify a responsibility or issue at work ( problem) , discuss how the problem was addressed ( action) , and explain the outcome of that action ( results)
- CAR Formula: Challenge, Action, Result
Step 3: Optimize Your LinkedIn Profile
- One of the best strategies both active and passive job seekers can incorporate into practice is to update their LinkedIn profile so to maximize the chance of it presenting in searches conducted by Hiring Managers and Recruiters.
- Copy and paste all information from your resume into your profile.
- Ensure your skills section is maxed out at 50 skills and choose to include skills that would be searched by hiring managers and recruiters (avoid soft skills like time management, communication, team player and rather select more tangible hard qualifications like specific software, negotiation, project management, LEAN Six Sigma, enterprise risk management etc.).
- Open yourself up to recruiters. Always. By selecting that you are open to recruiters it prioritizes your profile over those who are not open to recruiters when they conduct a search (Resource: RR's Step by Step Guide on How to Open Your Profile Up To Recruiters.
Step 4: Understand the Application Platform Being Used
- An Applicant Tracking System (ATS) is a type of software organization’s use to track, streamline, and organize the application process. They can be used to filter through resumes (through keyword searches), store applications, and streamline the hiring process (quickly issuing, receiving, and filing invitations and contracts and other information associated with the onboarding process).
- ATS’ come in a wide range of sophistication; they vary in the parameters on how they can be used (scanning for keywords to prioritize applications vs. not scanning for keywords at all) and they vary in level of sophistication (some can read PDF documents while others are confused by any type of formatting).
- As a job seeker does not know the level of sophistication of the ATS they are applying to, best practice is to have an unformatted ATS compatible resume and to complete a keyword scan prior to each ATS application (Resource: RR's ATS Compatible Resume Guide ).
ADDITIONAL TIPS:
- Getting a job is a job: Apply. Apply. Apply.
- Keep track of all positions you have applied to by copying the job posting into a folder on your computer (once a position is closed the posting is often removed making it difficult to review prior to an interview).
References:
https://www.linkedin.com/pulse/20140929001534-24454816-my-personal-formula-for-a-better-resume
https://resumegenius.com/blog/resume-help/accomplishments-for-resume
Need help navigating your career transition or assistance drafting a knock-out resume?
Contact Resume Restoration at info@resumerestoration.ca or visit resumerestoration.ca
CPHR Alberta members receive 10% off all services.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows: Membership Growth As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives. Professional Development Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning. Annual Conference The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall. “The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut. Self-Regulation The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including: Advocacy, legal, and governance impact assessments are being commissioned. Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision. Further information will be shared, when ready. Future Vision Approved: 2026-2028 Strategic Plan Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. Fiscal Responsibility Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach. Board Governance Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization. FCPHR Nominations A reminder that the prestigious Fellowship Award is open for nominations! This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR). Click here to learn more about the Fellowship Award, including the guidelines and completing your nomination. You can also download a copy of the nomination form here. The next Board meeting takes place in March 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
At CPHR Alberta, we believe that the future of work is being shaped by the decisions we make today. That’s why we’re proud to share our 2026-2028 Strategic Plan—a bold, member-informed roadmap that will guide our organization over the next three years. This plan is the result of a deeply collaborative process, led by our Board of Directors and developed in partnership with our operations team. It reflects the voices of our members, gathered through surveys and conversations, and is grounded in market research and aligned with the national priorities of CPHR Canada. Together, we’ve crafted a strategy that is responsive, forward-looking, and rooted in data. At its core, the plan is about strengthening the Human Resources profession and supporting the people who drive it. It reaffirms our commitment to building a resilient, inclusive HR community—one that is equipped to lead in a rapidly evolving workplace landscape. Our redefined vision and mission statements speak to this ambition, and our newly articulated values provide a foundation for how we work, connect, and grow. The strategic priorities outlined in the plan reflect the areas where we believe CPHR Alberta can make the greatest impact. They focus on elevating the visibility and influence of the HR profession, fostering innovation and leadership across our community, and deepening engagement with our members and partners. These priorities are designed to meet the diverse needs of our jurisdiction, from urban centers to rural communities, and to ensure that every CPHR has the tools and support to thrive. As we look ahead, we’re energized by the possibilities this plan unlocks. It’s a call to action—for our team, our Board, and our members—to work together in shaping the future of HR. Whether it’s through new learning opportunities, stronger regional connections, or amplifying the voice of HR in public discourse, we’re committed to leading with purpose and impact. We invite you to explore the full 2026-2028 Strategic Plan and see how our shared vision will come to life. Together, we’re building a future-ready HR community—one that’s connected, influential, and prepared to meet the challenges of tomorrow.
Seeking CPHRs, Retired CPHRs and Public Board Members
