Blossom Your Awesome

Blossom Your Awesome Podcast Episode #131 Don't Settle With Soozy Miller

May 15, 2023 Sue Dhillon Season 1 Episode 131
Blossom Your Awesome
Blossom Your Awesome Podcast Episode #131 Don't Settle With Soozy Miller
Show Notes Transcript

Blossom Your Awesome Podcast Espisode #131 Don't With Soozy Miller

We are talking career opportunities and how to land your dream job.

We are defying the ageism myth and more with executive career coach and founder of Control Your Career.

To learn more check out Soozy's LinkedIn or click the link above to check out her website.

To see more of my work  - blossomyourawesome.com

My YouTube

https://blossomyourawesome.com/mindfulness-1

Where I write and cover mindfulness and other things to help you Blossom Your Awesome.

Or follow me on instagram where I post fairly regularly and ask an inquisitive question or two weekly in hopes of getting you thinking about your life and going deeper with it.

My Instagram - i_go_by_skd

To support my work - my Patreon 

Sue Dhillon:
Hi there today on the show we have got Susie Miller here with us. I am so honored and delighted. Thank you so much for being here. Welcome to the show.

Soozy Miller, Control Your Career:
Thank you so much for having me. I can talk about this stuff endlessly, so I'm glad to be here.

Sue Dhillon:
Oh my God, I love it. I love the work you do. You are an executive career coach. So, and a certified behavior analyst. I love that. You co-authored the book, Business, Leadership, and Culture. So, give us some of this backstory. You've been doing this for decades, and now you're helping people kind of take it to the next level with their careers. So, give us the backstory.

Soozy Miller, Control Your Career:
Right, so I started off as a business writer for years, for like 25, almost 30 years. I was a business writer, meaning I worked with companies on their marketing content, on their newsletters, on whatever they needed help with related to business and writing and marketing. And one day a very big talent company came to me and said, will you write resumes? And I said, no, thank you. I'm happy where I am. Click delete. Um, you know, five, 10, 15 requests later, I was finally like, okay, maybe there's something here. They're really after me. I'll try it. And what happened was even before I had my methodology down, even before I really knew what I was doing, um, the resumes that I wrote for them and for my friends on the side, everyone was getting jobs for my writing. Everyone was getting jobs, whatever they were landing, they were landing interviews and they were landing jobs. And so I thought to myself, I am really benefiting people here. Like people are really getting value out of this as opposed to the business writing, which was, it was sort of indirect, more indirect. So I enjoy doing this, the resume writing right away and the LinkedIn writing right away. And then I had an opportunity to become certified in disc behavioral analysis. And that's the behavioral side of me, which is, so you've heard of like StrengthsBinder, Predictive Index, Myers-Briggs, it's one of them. But DISC is an acronym, D-I-S-C, and it stands for the four behavior and communication styles. All of us have all of the styles in us. It's just a matter of how much we have of each style that determines our profile, a behavioral profile. And so then I became certified in that, and that exponentially has helped me to focus on executives because, and the reason why I headed towards executives is I started to see, even before COVID hit, but it got exacerbated by COVID, I started to see how angry and stressed people were about management, which caused the great resignation. And I started to think, well, who's setting the tone? Who's causing the problem there? Why are people so upset? And I realized that the tone, the culture of a company is really set from the top down and then trickles down. So, I thought to myself, maybe I can not only help executives land the job they want, because when an executive is matched to their job well, they're happier, they're better leaders. But also, the behavioral work helps them to understand how to be a better leader at that next opportunity. And then that will help them change or improve the company culture. Remember, from the top down. So when they're better leaders, when they're happy in their position, when they know how to communicate and behave around people who are not like them, it makes everybody a little bit happier. Also, the name of my company is Control Your Career, because what I do is in order to improve that culture, in order to make them better leaders, I help executives to feel that they're in control of their career. I give them tools and methodology. to be able to control their career. It's not just about getting the next opportunity. Their next opportunity can be there for them and they can land that. But it's also about what happens if they land that next opportunity and it turns out to be not so awesome. What do they do? There'd be less stress, less anxiety, less pressure involved if something goes wrong, but they have the tools and they have a methodology to control their career so they can decide what to do next and it's not as stressful. So that's what I do.

Sue Dhillon:
Oh my god, I love that so many questions, Susie. So first of all...

Soozy Miller, Control Your Career:
A lot of people say that.

Sue Dhillon:
Yeah, that's like a million questions there. So first of all, just curious here, and beyond curious, want other people to have this insight as well. What is the number one thing that leaders don't get, or like their biggest downfall, if there were one commonality?

Soozy Miller, Control Your Career:
Yes, so when they're on the job, the biggest problem by far that companies have is communication. And part of that is because somebody who turns out if they're like a dominant personality, and that's a specific disk thing, but it can also be in general. If they're dominant person, they walk in the room and they expect to lead the room. Sometimes people that have that trait, where they're more dominant and they feel like they should be leaders. They don't make room for other leaders who are different than they are. Other leaders should be complementary to them. Other leaders, other types of behavior can be complementary. Like if someone is more of a compliant or more of a data person or more of a team player or more of an influencer, like they like to form relationships easily. That's not a dominant behavior, but it's just as important and they bring just as many benefits to leadership as the dominant personality. So it's people tend to group communication into good and bad and that's it. There's either good communication or there's bad communication. And so in interviews or in talking to in meetings, people will say, oh, he or she is a good or he or she is a bad communicator. And it's really not all the time about good versus bad. Most of the time it's about different. People get uncomfortable, leadership gets uncomfortable when they're dealing with a fellow executive or a team, someone underneath them, a team player who is different than they are. They're not sure how to navigate that. Like, why aren't they being fast like me? Why aren't they being revenue drivers like me? Because other behavioral styles will bring in other benefits. So it's about making room for people who are different than you are.

Sue Dhillon:
Oh, I love that. And now really quick, Suzy, I will say I heard a little ding in the background. Do you need to turn that down?

Soozy Miller, Control Your Career:
No, I did, I turned it off. It's not supposed to be doing

Sue Dhillon:
Oh,

Soozy Miller, Control Your Career:
that. I turned it off.

Sue Dhillon:
okay. Okay, perfect. Now, so talk to us about these, you mentioned four language or types of styles of

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
communication. Can you kind of give us a little synopsis there on those?

Soozy Miller, Control Your Career:
Sure. So DISC, like I said, is an acronym. There's dominant, influencer, sustainable, and compliant. And they're all really different. So the dominant is the revenue driver, the problem solver, but get in front of people, get it done, make it happen. Energy, energy, drive, and force. The influencer is the energy person. That's a person who brings the donuts to the meetings and gets everyone psyched up and moves around a lot more. Maybe wears a lot of color. And they're really important, not for just bringing the energy and getting people excited about the job, but they're also big people connectors. So they're big on business development and they can make connections easily in networking. The S, sustainable. That's your team player. That's a person who makes sure everyone's communicating, makes sure everyone knows what's going on. Make sure everyone's working from the same objective and the same agenda. Just keeping things steady and moving organically. And then the C is the compliance person. This is your love of data, love of research, love of being right. Wants the math, believes that the data will tell everybody the real story. Doesn't like to be corrected in public. Wants to stay behind the scenes, quieter. but their information really supports what everybody's doing. So those are the four in a nutshell.

Sue Dhillon:
Wow, that is so insightful and so interesting to kind of have this other perspective because we never think of it in that way, right? Where

Soozy Miller, Control Your Career:
Exactly.

Sue Dhillon:
it can really, to have that insight can really benefit us in the workplace. Now tell me what is, for someone who's seeking employment right now, what is the biggest myth or... some of the myths that we need to debunk here about.

Soozy Miller, Control Your Career:
Right, really important, great question, really important. Okay, at any level, this is for any level, don't use one resume to apply to all the positions. You're going, if you use one resume, you just scattered it everywhere. That is what recruiters call spray and pray. And while it obviously is the least amount of effort for the candidate, the job seeker, because it's one resume and they're just sending it out, it's also the least effective. You want to make sure to tailor not the entire document, but the top sections of the resume, the title, the summary, and related skills, tailor them to the job that you're interested in. And that means reading the job description carefully. I coach my clients to reject 90% of job offerings, even from executive recruiters. And I teach them how to do that, but I say, you're going to, don't waste your time. on jobs that are not appropriate for you. Read through the job. Don't just look at the title, which a lot of people do. Read through the whole job and make sure it's right for you and that you match it and that you like it when you apply to it. If you reject 90%, up to 90% of jobs, then you'll have the space and time to put into an application that's actually right for you. Second thing. For some reason, I don't know where this came from, but everyone's talking about a one page resume. Resumes can be up to two pages. They can be anywhere from one to two pages. The problem that I have with a one page resume is you can't really fit all the pertinent information, especially for executives. You can't really fit all the pertinent information in one page. You're gonna be leaving something really important out between the tailoring of those top sections, the title, the summary, and the skills section, and the pertinent jobs that you've had that related to the field that you're applying to, I don't understand how you're supposed to fit it on one page. Two pages is enough. Two pages is more than enough space if you're focused, if your experience is focused to your field and you've focused your document to the position you're applying to, two pages is more than enough space to fit all your information in. The problem is, excuse me, the problem comes in... When people get into three, four, five, 10, 12 pages, that's a problem. And studies show that readership interests, that means anyone on the hiring team, they lose interest after the second page. If they just drop off, like they go, oh, great, two pages, because your most crucial information is actually the skill section at the top and your most current or recent positions. It's, they wanna know what have you done lately and what's... skills and tools do you have so that you can get the job done?

Sue Dhillon:
Oh my God, I love that. That is so insightful. You're giving us so many just very practical, applicable tips here. And I just thank you so much for that. I absolutely love that response. Now tell us, you know, something you said here that I just loved was I tell my clients or tell Because to me, initially, when you said that, it felt like, okay, yeah, you're really shooting high, you're not settling for, you're honoring and recognizing and streamlining that 10% to, you know, like that top 10% of jobs that you would go for, right? Or would be your ideal position. Is that what that is?

Soozy Miller, Control Your Career:
Yes, and because I am seeing people, again, at all levels, I'm seeing people make comments on LinkedIn about how they're sending out 100, 200, 500 resumes and they're praying and wow, I got, you know, two, five interviews out of that and they're so excited. That should not be the ratio. That's not a healthy ratio. To reduce the stress of the job application, to reduce the amount of time. that you spend on the job application, people should be reading the entire job and make sure that they not only match it in skills, tools, and experience, but that they like the way the job reads. Because if you, let's say you can do the job, you have the skills and tools that they want. If you get to the interview and the person says, okay, so we're all about X, and the person is going, well, I'm not sure I wanna be involved with X. But X was mentioned in the job posting. then that's an interview that's been a waste of time for both people. And you really, with all the stress and all the concern and all the anxiety around the job search, you don't need extra stress. You wanna reduce it, not increase it. So that's what I tell people to do. And people are nervous about that because they think, what if I let go a job that I could have applied to? You're not going to, because you're going to read it and see if you really wanna apply to it. And then your chances of landing an interview increase. exponentially because you've tailored your content to what that employer needs at the moment.

Sue Dhillon:
Hmm, I love this. Suzy, like, I mean, some of it is so kind of basic, but I think when people get caught up, and I know some people not naming any names, I love them all dearly, but I know some people who have struggled with this, you know, and I think there's like a desperation factor that comes into play,

Soozy Miller, Control Your Career:
Oh, definitely.

Sue Dhillon:
especially,

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
right? Where it's like, oh my God, I gotta find a job. I'm... I need the money or whatever. And so

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
you kind of settle and take the first thing.

Soozy Miller, Control Your Career:
Yes. And now recruiters are, I've heard more than one recruiter say they're expecting a second wave of great resignation in the future because so many middle-line workers, so non-executives, so let's say senior manager and lower, there have been so many layoffs that people are scrambling to take anything to put food on the table and because they're taking anything to put food, which is totally understandable. I'm not denoting that, totally understandable, that they need a job and they need it because they've got kids and they need to put food on the table and they need that safety and they need the money, totally understandable. But what's happening is they're taking jobs that they don't want or it turns out they have a bad manager or it turns out the company changes after they get there. Whatever it is, they're expecting that because people are desperate and stressed and they don't love their new job, that there's gonna be a next wave of great resignation of people changing jobs again. after things get settled with the layoffs and there's hiring again. So the job market right now, to say the least, at any level, is chaos right now. People are getting laid off. I started with Twitter's announcement in December of last year. People are getting laid off by the thousands, but they're also then seeing their job being posted on job sites, like right after they get laid off. So that's disconcerting. And then I'll be working with an executive because they'll think, oh, I don't want to be pressured. I want to be ready for something happens at my company. And then while we're working together, they get their notice that they were laid off due to restructuring. So the job search world is a mess right now. It's chaos, everybody is stressed, and it's totally understandable. Most of my job is actually not writing. Most of my job now is just bringing people down. from stress and getting them to breathe and then getting them to understand how the process works and Talking them through it. I spent a lot of time coaching now Because people are coming to me again at all levels are coming to me and they are Stressed and they don't know what to do next and they don't understand the job search process So I spent a lot of time explaining what's going on the world so that at least they understand their predicament

Sue Dhillon:
Oh my God, you're just giving us too many amazing insights here. And I have so many more questions. I need to ask you something before I forget. You mentioned, but I want to get back to this idea of the coaching and, you know, get into your philosophy there with that. But before I forget, you mentioned a ratio, you know, what,

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
uh, plumbing versus. getting some feedback or an interview or whatever.

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
What does that ideal ratio, what should that look like?

Soozy Miller, Control Your Career:
Yes, great question. Okay, so what I tell my clients is, if you are applying to more than five jobs a week, five, that's not a lot. If you're applying to more than five jobs a week and you're not hearing anything back or you're not satisfied with the response ratio, then you're either applying to the wrong jobs or you're not tailoring your resume, per the methodology, or both. So five is not a lot. That's a lot of job rejection, right? That's a lot of job description and job posting rejection. And that number might be a little bit higher now, but I don't, you know, the more leeway I give people, like if I said to them, if you do 10, you know, if you do 10 a week and you're not hearing back, then consider the jobs that you're applying to and consider your resume isn't working. I don't like to up my number because the more room I give people, the more room they take. Give them an inch and they take a mile. So I like to keep the number low. I also make it clear though, since December of 22 when Twitter announced the layoffs, that you may be doing that five applications a week for a while. I used to be able to tell my clients, you will land a job or you will land an interview, at least one interview in a week. and at least one job offer in three months, I can't say that anymore. It's too chaotic out there. What I do tell them is when you are done with me, you're going to have advantages that your competition, that your colleagues don't have. So it will be a shorter job search for you that I still recommend doing the five week, maybe, you know, I don't wanna give them more because if I give them more leeway, they're gonna take more leeway. The point is to stay focused regardless of how messy it is out there in hiring. The point is for them to stay focused on what they're doing and put energy where it matters, where it's going to best serve.

Sue Dhillon:
Oh, I love that. So it's kind of this quality over

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
quantity

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
methodology,

Soozy Miller, Control Your Career:
Don't do quantity.

Sue Dhillon:
right?

Soozy Miller, Control Your Career:
Quality is not going to work here. In sales, quantity works, but you're not doing sales. You are marketing yourself to a specific position. So that's a very different mindset than selling a product somewhere. In sales, there are methods where it's all in the numbers. Like the more you do, the more chances you have for conversions. We're not talking about that here. We're talking about a behavioral fit. to a specific position at a specific company. That's very different.

Sue Dhillon:
Wow. And now let me ask you, Susie. So if there were one really powerful insight, I know, you know, and kind of going along with the coaching and what you're doing now with just because the market has shifted. So,

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
you know, just drastically, if there's one piece of advice you could give someone who's, you know, kind of feeling burned out and not getting the response they need. What would that guidance be?

Soozy Miller, Control Your Career:
I would suggest to people to network on LinkedIn. If they're really feeling burned out, stop sending random resumes in and start talking to recruiters or just people in your field on LinkedIn. Hook up with people, start talking. I completely understand the burnout. It's a burnout kind of situation. Maybe they're burned out from even the job that they left. Maybe they're burned out because they got laid off just suddenly and they're suddenly like, oh my God, what am I supposed to do? Like, I didn't expect this. So the way to get clarity on the situation is to don't start looking right away. Don't start with the pressure of resume, resume right away. First, go on LinkedIn and start to talk to people. Talk to people at companies that you might want to work for. Start to research companies. Go on, go onto their website. See what their mission is. See if it resonates with you. It's best to make the connections because those connections, those introductions can then get you into considering another opportunity. Plus there might be opportunities out there through the networking that you never even thought were possible. Executives come to me about that all the time. They're like, what, I can do this? And I said, well, yeah, it's on your resume. You can do this. We've brought it out. Like now you have other possibilities. Wow, I never considered this. I didn't know this was a possibility. Sometimes there's a mismatch that people didn't realize. Like when I do that disc assessment on them and it turns out they're in a, they've been in data entry. This did happen with one client. She's been in data entry forever and turns out, so that would be listed as a C compliant person. Turns out she's an I, she's an influencer. That's a totally different type of job, but she didn't want to consider it. She was too nervous to consider it. And I said, look at all these other possibilities that you could be doing. She didn't want to consider it. She wanted to stick with data entry because she felt safe there. But what I try to do is explain to people there are other possibilities that you are not aware of. If possible, hire a coach, but if that can't happen right now, then... Just start on LinkedIn, start talking to people, making connections, having conversations. You're not gonna get a job overnight by doing that, but you are going to get more involved in the world and see what's going on in your industry, et cetera, et cetera.

Sue Dhillon:
And now tell me if this is true. I have heard from people, I've even read a little bit about this, you know, and I think it's all to do with how the job market is shifting. Recruiters are hard to find. A good one who really has your back

Soozy Miller, Control Your Career:
Yeah,

Sue Dhillon:
seems

Soozy Miller, Control Your Career:
they really

Sue Dhillon:
to be hard

Soozy Miller, Control Your Career:
have,

Sue Dhillon:
to find.

Soozy Miller, Control Your Career:
recruiters really have a bad rap right now. They really do. And it's own warranted, everyone's getting angry at them. Job seekers are angry that they're not getting feedback, which is, you don't necessarily get feedback when you apply to a job. You might get feedback from a recruiter. So I've been a recruiter. I'm so happy that I'm not a recruiter during this hiring world right now. I'm so happy I'm not doing that because where I used to see maybe 25 applications a day, not even that. Now there's hundreds and sometimes thousands of applications that they have to dig through. And they have the software to do it, but you know, resumes get lost in the software or someone doesn't put in the right keyword and suddenly a credtastic candidate isn't gonna be seen. I would not wanna be a recruiter right now, kudos to them because they're getting it from all sides. They're getting it from the company that they're the contract with to say, hire, hire, we need this, we need that, you know, we need these filled. And then you have the job seekers who are like, why am I not getting hired? What's going on? Like, I need help, I need to get a job. So, and then I can tell you with the lower numbers that I have dealt with as a recruiter, it's mind numbing, it's eye numbing to look through all of those resumes and try to differentiate people. If you have 15, just for an example, If you have 15 applicants, which is kind of low, but 15 applicants for a marketing manager position, and all 15 say they've experienced with social media and they all pretty much have the same skillset, how are you gonna differentiate them? Most people do not know how to express the value add, their unique value add and impact that they brought to the company. how the company has, they can't demonstrate how the company has benefited from their work. So most resumes, I'm gonna say 99% of resumes are responsibility and action-based. I did this, I did this, I did this. Great, it's great that you did that, you know how to do your job, but how are you gonna be different than all the other, those other 15 marketing managers that I saw their resumes, if they all did the same, more or less the same actions. and they all more or less have the same responsibilities and they all say social media, who am I gonna choose? How am I gonna figure it out? Am I gonna have 15 interviews a day? I don't wanna have 15 interviews a day. So recruiters are really good at it from both sides and yeah, people are, like I said, people are stressed, they're angry, they're anxious and recruiters are stuck in the middle trying to sort everybody out.

Sue Dhillon:
Mm. Oh, that is so disheartening. And, you know, especially here speaking about someone who is near and dear to my heart. And I feel like this happens with a lot of people. He is highly qualified. He's exceptional at what he does. He has done all kinds of remarkable things. And I think, you know, there's a lack of self uh, worth and value there.

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
There's, um, I think the potential of not, like you say, being able to highlight your, like the best, you know, put your best foot forward and really show that. So, um, you know, this is for him, but it's also for everyone else in this situation. I feel like really good candidates are being overlooked by that. Maybe younger person, more aggressive person,

Soozy Miller, Control Your Career:
Yes,

Sue Dhillon:
whatever,

Soozy Miller, Control Your Career:
so

Sue Dhillon:
right?

Soozy Miller, Control Your Career:
along with the no one pager and the no sending your resume, one resume everywhere, I want to emphasize to people, I'm gonna talk to the camera now, I wanna emphasize to people, show, demonstrate your value at it. What that means is to differentiate yourself from your competition. Put on your resume not just what you did, because pretty much everyone, all of your colleagues, did similar or the same things, but put how that action or those actions improved the company, improved the process, increased revenue, improved teamwork, whatever benefit that you brought, whatever impact the company felt as a result of your work, put it on your resume. under the specific position and add numbers or metrics data if you know them wherever you can. Please, please put the benefits that you brought to the, that you created at the company. That is going to make the difference of being noticed. Do not just put your actions and your responsibilities. Be different and put results from those actions and responsibilities. That will help.

Sue Dhillon:
I love that. And now let me ask you, so I know that it just sounds like a really, really hard market right now if you are seeking a job, but is it your belief, Susie, that if someone does have the qualifications, if they're skilled, if they've got experience, they're going to find a job?

Soozy Miller, Control Your Career:
Yes, they're going to find one, but the two keys to finding one faster with less stress are network, network, network, talk to people, get connected, get information about some jobs out there. And when you get that job description, tailor your resume to it. That will speed things up a lot. Yes, people are going to get jobs. They may not get a job they love, but they'll get a job that they need at the moment. But you really want to empower yourself. You need to empower themselves by owning their path. And that means reach out to people in the field, talk to people about what's going on. People get jobs a lot faster when they know some of the company or there's some kind of personal connection. And then use information from the job posting. to tailor those tough sections to the job. It will help exponentially and will reduce the job search time by 90%.

Sue Dhillon:
Okay, and now I know at one point you said they may not get the job they love but

Soozy Miller, Control Your Career:
Yes.

Sue Dhillon:
What if you hold out? I mean will you get the job you love if you can hold out if you're in a position to or

Soozy Miller, Control Your Career:
It's also going to depend on the contract that you sign with the company. If, especially in leadership, this happens, if you're signing a non-disclosure or there's a non-compete clause or there's something else going on, you just have to be careful with, you know, taking a job and then looking at other stuff on the side, continuing to look. People, leaders, the hiring managers are starting to expect that people won't stay. If they get something better, maybe closer to home. Maybe they want a hybrid list, you know, home and at the office. So, like I said, it's a little bit of chaos now. It's a lot of chaos now, but it's about... Just keep your resume updated. That's my biggest suggestion. Even if you get a job somewhere, keep updating your resume and keep it current. You don't want to start applying to positions because you suddenly got laid off. You don't want that pressure. So I always ask when I'm talking to a crowd of people or a class, I always ask them, what's the best time to look for a job? or what's the best time to work on your resume? And when I ask that people thinking fall, summer, spring, like they're thinking seasons or something or some point in their life, the best time to work on your resume is when you already have a job. Because when you have a job, you have income coming in and you're not as stressed. If suddenly that income goes away, like suddenly your job and no longer exists, there's going to be stress and you're gonna make very different decisions about your resume and your materials and your career. when you're stressed. So start working on your resume while you have a job so you can think about everything slowly and really demonstrate the details and demonstrate that value add that's so important.

Sue Dhillon:
Oh, I love that. That is great guidance. Now, really quickly, wanting to touch on ageism. Is there a

Soozy Miller, Control Your Career:
Ooh, yeah.

Sue Dhillon:
myth around this? What do we not know that we need to know?

Soozy Miller, Control Your Career:
Okay, so ageism is everywhere. We know this. There's nothing we can do about it. Just like bias is everywhere. Okay, so you can't control what a company decides about you and how the hiring team judges you, you can't. And there are gonna be certain companies where ageism, it matters. And there are gonna be lots of companies where it doesn't. What I tell my... help my clients to reduce ageism. I don't see you can necessarily get rid of it, but you can improve your chances if you're over, let's say the age of 50, around there. Around the age of 50 and older, I give them a couple of hints and tips. What were they? Actually, it's methodology about ageism. If your resume is filled with that value add that I talked about. If it's filled with value add and it's filled with impact, how you impacted the companies, they're not gonna really care how old you are. I mean, there may be, you know, there's gonna be, there are gonna be barriers every which way you go. And there's nothing you can do about it, but you increase your chances of those barriers disappearing or mattering less when you show the value add and you show your leadership expertise. I particularly have that because I work with mostly executives, so I do have that and they are worried about it. I do that by making sure their value is there and obvious and clear and stands out. And then I also do a little thing for them, which is for older positions, for older positions and globally known brands, I'll put in what I call related experience section. It's a polite way of saying related experience is a polite way of saying it's a euphemism for saying. for putting in the older positions and for those older positions, I don't put dates. Well, because I wanted to be clear that the person has had impact that far back even when they started out, even at those older positions, they had influence. They created benefits for it. Like the company was better when they left at the older positions. The company is gonna probably figure out how old you are anyway, but it sort of reduces that initial judgment if your resume is filled with value add and you've got examples of leadership at globally known brands and companies, that's really significant. So we try to get around ageism. It's also, I give my, executive clients, I give them, we create what's called, what I call a personal power profile, which is a way through that assessment, through a disc assessment, which is a way of them enhancing the way they think, write and speak about themselves. So that again, ageism kind of is less so, less of an issue when you speak about yourself in a way that the company goes, oh wow, we want that. Oh yes, no, no, have her come in. We wanna talk about this more. Um, so that's why it's controlled. My services control your career because it's an all encompassing, not just job search, it's all encompassing about making, helping the executive to control their situation using a varieties of tools and methods.

Sue Dhillon:
Hmm personal power profile. I love that that

Soozy Miller, Control Your Career:
very effective.

Sue Dhillon:
just sounds It sounds like it would be Now a couple of things first of all Susie you have been so awesome so insightful

Soozy Miller, Control Your Career:
Thank you.

Sue Dhillon:
You've had so many wonderful tips. Thank you for your time today. It has been so awesome

Soozy Miller, Control Your Career:
Thank you so much for having me. I could discuss this stuff for hours. I really do love what I do every time I get a new client or a resume that's a mess. I go, oh, I'm gonna help you so much. So I do love what I do. And I actually kind of do drool, literally drool. Every time I get clients says, can you help me? And I look at their resume, I go, oh yes, sir. Yes, ma'am. I can totally help you. There's no problem there. So I like that feeling. And also when they tell me, when they're done working with me, like, oh, I feel so much better. That's why I do what I do.

Sue Dhillon:
Wow, I love that. And you know what? You embody that and I can tell you're so

Soozy Miller, Control Your Career:
Thank you.

Sue Dhillon:
passionate about what you do and I know you're phenomenal at what you do because of that passion and

Soozy Miller, Control Your Career:
Thank you.

Sue Dhillon:
conviction you have. I love that. Now in closing, so in a couple of things, one, I'm gonna have links to your site and all of that for people if they wanna get in touch. But in closing, if there were one message, your hope for everyone out there who's stuck and struggling looking for work. trying to find a new job or any of those, what is that closing message you'd like to leave people with?

Soozy Miller, Control Your Career:
probably say you can't control the decisions around you. You can't control what other people are doing, but you can control how you respond to them. And that's where my methods and tools come in. So that it's not necessarily about landing that next perfect situation. All that would be great because part of those perfect situations can change on a dime. So my service is about giving you the tools and methodology to be able to control how you respond to difficult situations or situations that you didn't expect. That's what I do. I give people control over their career so that everything is less stressful.

Sue Dhillon:
I love that. Suzy, you have been so amazing. Thank

Soozy Miller, Control Your Career:
Thank you.

Sue Dhillon:
you so much.

Soozy Miller, Control Your Career:
Have a great day everyone, thank you.

Sue Dhillon:
Thank you.