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
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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 we close out 2025, I’m feeling genuinely proud of what CPHR Alberta has accomplished this year, and grateful for the members, volunteers, partners, and staff who made it possible. Together, we’ve continued to strengthen the value of the CPHR designation, expanded professional development opportunities, and deepened relationships with government, post-secondary institutions, and business leaders. This year also brought some milestones worth celebrating. We’re ending 2025 in a financially stable position, and our membership grew by 7% , which is a nice reminder that the HR community is thriving, and that we are still the kind of people others willingly choose to join. One of the most important pieces of work this year was launching our 2026–2028 Strategic Plan. This roadmap was shaped by member input, market research, and alignment with CPHR Canada’s national priorities. It’s the product of a truly collaborative process led by our Board and operations team, forward-looking, grounded in data, and practical in how it positions us for what’s next. At its core, the plan strengthens the HR profession and supports the people who drive it, reinforcing our commitment to a resilient and inclusive HR community. I encourage you to read it and see where we’re headed. View the Strategic Plan here. Our pursuit of self-regulation remains a priority, and our advocacy efforts this year continued to deepen relationships with government and position HR as a trusted profession. We’re making progress, ensuring HR’s voice is present in key policy conversations and recognized where it matters most. If nothing else, we are getting very good at showing up, staying thoughtful, and keeping the conversation moving forward. To build on this momentum, we’re currently recruiting two Chartered Members and up to one Public Members to join our Board. We’re looking for candidates with prior governance experience and strengths in areas such as strategic business leadership, financial management, legal expertise, or IDEA. It’s also important to us to have meaningful geographic representation from outside Calgary and Edmonton, because Alberta is bigger than two postal codes, and our Board should reflect that. You can learn more about the process and requirements through our blog , and I’d encourage you to apply or share the opportunity with someone who’d be a great fit. Applications close January 9, 2026. Chartered and Retired Members: Apply through your member portal Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details As the holiday season approaches, I hope you find time to rest, recharge, and take a moment to acknowledge what you’ve contributed this year, professionally and personally. Thank you for everything you do to advance the HR profession. I’m confident that, together, we’ll continue building something even stronger in 2026. And if your out-of-office message is already drafted, I respect the efficiency. Geordie MacPherson, CEC, CPHR, SHRM-SCP Chair, Board of Directors, CPHR Alberta
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