Tips On How to Retain Military Veteran Employees

military veteran employeesIn a recent Q&A session, Recruiting Daily Advisor asked Diane Hudson, a career coach, resume writer, and speaker specializing in military conversion and transition assistance, for insight into how employers can improve veteran retention.

Military veterans have a very low unemployment rate in recent years, 3.9 percent as a group. However,  a 2016 U.S. Chamber of Commerce Foundation study finds 44 percent of veterans leave their first post-military jobs within a year, and an additional 15 percent leave by their two-year work anniversary.

Here is the Q&A session and great tips on how employers can retain military veteran employees:

Retaining Military Veterans: The Next Battle for Employers

Resume Writing Industry Hero Award

So honored to receive the Industry Hero Award for giving expertise to the Resume Writing and Career Coaching Industry!

Thank you so very much to the National Resume Writers Association for this recognition.



Can a Career Coach Help You? Find out here!


Learn how a career coach can help you achieve the career of your dreams.

Enjoy this article Diane wrote for the Examiner:

Can a Career Coach Help You?

Attention CPCC’s & PARW/CC Members!

recruiting trends logo




Receive $400 Off!

Diane Hudson, Director of the Certified Professional Career Coach (CPCC) program and Board Member of the Professional Association of Resume Writers & Career Coaches (PARW/CC) is offering a special promotion, in collaboration with Recruiting Trends, for Certified Professional Career Coaches and members of PARW/CC to attend the Recruiting Trends conference in Las Vegas on October 28-30, 2014.

If you are interested in learning the “backside of the hiring process,” this is a must-attend conference!

Practicing recruiters from major organizations and leading researchers and influencers in the field come together to exchange ideas and share insights.

Notable brands and speakers on the agenda include: Microsoft, Bloomberg, Time Warner, Intuit, Ralph Lauren, JWT Inside, Riot Games, Lockheed Martin, Blackboard, Intuit, Pandora, and more.

Diane has attended each year since 2007 and would not miss it.

Recruiting Trends is offering a $400 discount off the regular rate by using this code and link: 109553

Don’t forget to seek Diane out and say hi if you decide to attend this resource-rich industry conference.

I hope to see you there!


Career Coaching Competency: Powerful Questioning

This is Article #4 in our New Series: The “Must Knows” of Career Coaching – Core Competencies

By Diane Hudson Burns, CPCC, CEIP, CPRW
Director, Certified Professional Career Coach Program

Communicating Effectively means asking Powerful Questions.

“Career Coaching is a query-based approach to guiding job seekers to self-actualization and discovery of career choices and professions.

It is about effective communication, leading a job seeker to discover for himself an appropriate career path and requirements, as well as building a strong foundational partnership between the coach and the job seekers.

Effective communications are critical to facilitate career success and progress.

Learning to listen well and to pose gripping questions is the mastery behind Career Coaching.” – From Module 3, Certified Professional Career Coach program.

The Job Seeker’s Perspective

Very often, job seekers looking for a job, promotion, or career path, ask questions like:

  • “What do you think I should do?”
  • “How can you find me a job?”
  • “Tell me what to do.”
  • “What contacts do you have who can help me? Do you have insider leads?”
  • “Can you guarantee me a job?”
  • “How soon can I get a job?”
  • “I can do anything – just give me a good resume – and I can ace the interview.”

Well, the answer to these questions, are questions. By turning the job seeker’s questions into questions, he is then required to determine the answers and brainstorm though the process:

“What do you think I should do?”

  • Well, what do you think you should do?
  • What are your options?
  • What are your immediate options?

“How can you find me a job?”

  • Tell me about your last job search?
  • How do you think this job search will be different from your last job search?
  • What was your last job search like?

“Tell me what to do.”

  • What do you want me to tell you to do?
  • What do you want / need to know about job search or career management?
  • What decisions are you making at this juncture?

“What contacts do you have who can help me? Do you have insider leads?”

  • How do you identify contacts?
  • Tell me about your social media plan.

“I can do anything – just give me a good resume – and I can ace the interview.”

  • What do you mean when you say, ‘you can do anything’?
  • What type of jobs are you looking for?
  • What skill sets do you have that are a good fit for a target job?
  • What gaps might you have in targeting certain positions?

The Query System

By asking questions as a follow up to questions, this places the job seeker in the position of having to think through options, decisions, and discussion points. As a coach, I coach job seekers to make decisions based on asking a series of questions, and allowing them the joy and subsequent consequences of making a decision.

Powerful questioning and probing questions help move job seekers into a position of thought – they may experience the “Ah Ha” moment, as they are moved to action considering ideas they may have not thought of otherwise. As job seekers move to a position of making a decision, they may not feel as “stuck”, when options are revealed.

More Questions

Continuing the question string, job seekers may consider the following probing questions:

  • Considering your values, what is important in this decision?
  • Considering what motivates you, what is important to you in this decision?
  • What does your pro/con list look like?
  • How committed are you to our work together?
  • How committed are you to this path, versus the other path?
  • What is the best action to take right now? Why?
  • What might be the consequences of that decision?
  • How does this fit with your five-year plan?
  • What patterns do you recognize that you fall into most often?

Question Types

Powerful questions begin with “What”, “Why” and “How”; or include “Describe”, “Tell me about”, “Explain that in detail”, “If you did…, how would that look?”. Open-ended questions help job seekers to think and develop full responses.


Rephrasing or reframing questions asked by job seekers, and clarifying what was said, helps job seekers “hear” their question from a different perspective.

  • It sounds to me like you feel …. about this situation? Is that correct?
  • What I hear you saying is … ?

This rephrasing allows the job seeker to say, “No, what I meant was ….” Or, “Yes, that is exactly right.”


Powerful questioning is a strong tool to help job seekers make decisions; shift the focus of a job search; develop a career management plan; learn how to negotiate a salary; identify goals, values, and motivations; select an occupational interest; or identify gaps in knowledge or education versus target jobs. Working with a career coach, job seekers are able to make tough and life-time-impacting decisions. Working with a career coach, job seekers will more clearly understand the decisions they need to make in their quest for employment-related requirements, and be encouraged along the path of stretching their comfort zones, and learning how to make decisions through their own self-awareness and discovery.

PS- If you would like to be notified of new articles posted, simply like us on Facebook!

View all articles in this series: The ‘Must Knows” of Career Coaching – Core Competencies

Read about our Complete Career Coach Certification Program

Career Coaching Competency: Active Listening

This is Article #3 in our New Series: The “Must Knows” of Career Coaching – Core Competencies

By Diane Hudson Burns, CPCC, CEIP, CPRW
Director, Certified Professional Career Coach Program

Today we will explore the importance of Communicating Effectively focused on Active Listening.

As a career coach, Listening is not about us – it is about the job seeker (or other person). Careful listening leads to query / questioning that reveal information needed by the job seeker to prepare a successful career search plan. Effective communication is important in developing and maintaining positive relationships and co-creating the coach-job seeker partnership.

Typically, when we think of communicating, we think of talking, speaking, consulting, or presenting. However, speaking is only a part of the communication equation.

Fifty-five percent of communication is what a person looks like; 38% of communication is what a person sounds like; and seven percent of communication is what a person says. So, if only seven percent of communication is what someone says – active listening is an integral part of communication


Listening means making a conscious effort to hear a sound and is a form of effective communication – it is the art of evaluating a spoken message. Sincere listening is attentive and open; and the listener is able to reflect the content and even the feelings of the speaker.

Active listening goes beyond turning off the radio or TV, and removing other distractions that may cause a problem in the ability to receive information. Certainly, turning off distracters will help you listen better. Beyond that, active listening requires a listener to understand, interpret, and evaluate what s/he heard.

The majority of people would rather talk than listen. Moreover, while someone is talking they are thinking what they might say when the speaker stops. Or they interrupt him/her in the middle of the sentence. These interruptions can be upsetting and distracting to the speaker; and prevent the listener from actually hearing and understanding what the speaker said. Research indicates that the average person listens for only 17 seconds before interrupting and interjecting his/her own ideas.

Practice Active and Reflective Listening

There are some exercises you can use to practice active listening:

  • Listen to a recorded message – and then repeat or summarize the story. Then listen again, to see how much of the story you got correct.
  • Listen to someone read a passage from a book or newspaper article, and then summarize and report back what you heard.
  • Listen to someone read directions to build something simple, i.e., connect a computer, remove and clean a garbage disposal drain pipe; install a shower head, or other, and see how well you are able to complete the task, without having the directions repeated.
  • Practice listening for a potential job seeker’s name when they call on the phone – repeat his/her name during the conversation.
  • Practice listening for a person’s name at a networking meeting – repeat his or her name back during your interaction.
  • Close your eyes for three minutes. Make a list of all the sounds you hear (try not to fall asleep).

A Good Listener

This does not include if the listener does not actually speak verbally, s/he is thinking of what to say next.

As you begin to listen even more to a job seeker’s situation, begin by asking some clarifying and reflective questions to glean additional information:

  • Do you mean…?
  • Can you further describe / specify?

Listening Between the Lines

In addition to listening to the words your job seekers speak, you will want to learn to listen between the lines, and listen for the tone of the message, the goals being presented, and attitudes. After working with a job seekers for a session or two, you will learn his style and learn to listen for changes in behavior and attitude – these changes may indicate sadness, happiness, excitement, or other needs/issues. You may also identify a change in direction.

For example, a job seeker may talk all along about finding a new job; and suddenly he wants to get a promotion. That will now become a new topic to explore.


If you find yourself interrupting others, interjecting your opinion, and offering advice, both with job seekers and in your personal life, you may want to take the lesson to heart, and practice active listening.

Feel free to make comments below or contact me with any questions!

Wishing You Success,


PS- If you would like to be notified of new articles posted, simply like us on Facebook!

View all articles in this series: The ‘Must Knows” of Career Coaching – Core Competencies

Read about our Complete Career Coach Certification Program

Co-Creating a Great Career Coach Client Relationship

This is Article #2 in our New Series: The “Must Knows” of Career Coaching – Core Competencies

By Diane Hudson Burns, CPCC, CPRW, CEIP


After setting the foundation and establishing a coaching agreement, and even during that phase, it is important to establish trust and intimacy with a client and introduce the coaching presence.

Relationship building is a skill that comes easy for some, and is challenging for others. However, this skill is necessary in coaching. A client that does not feel comfortable with his coach, may not move through a coaching program with progress. He may be reluctant to share important information about goals and plans.

Co-creative interactions pool the collective energy of the client and the coach in focusing on the client’s experience throughout the coaching sessions. Together, the coach and client will move the client to meet goals and identify values, leading to completing a targeted career management plan, conducting a job search, planning a promotion, or meeting other career goals. The coach provides questions and opportunities for the client to identify needs, wants, values, motivations, and actually determine a career plan.

Co-creative interactions are about engaging the client and expanding collaborative research, and the generation of ideas and opportunities for the client. Collaboration is relatively easy to define as the art of working together effectively and productively, according to David Dotlich, author of Action Coaching. He further states in his book that, commitment, passion, energy, and creativity flow from collaboration. Thus, as career coaches, our goal is to foster a sense of collaboration that releases positive traits and heightens self-awareness for our clients.

Establishing Trust and Intimacy with the Client

The definition of trust is (Merriam-Webster Dictionary) “assured reliance on the character, ability, strength, or truth of someone or something; one in which confidence is placed.” Trust is a tall order. Clients of career coaches place their confidence in the coach to help them find jobs, develop succession plans, gain promotions, and attain quality of life. Our job is to provide our clients with the tools needed to design a career management plan or otherwise meet their other career goals. It is the client’s job to make decisions, think and brainstorm, and follow through on assignments.

Coaching Presence

Your coaching presence is identifiable. Your clients will know if you are distracted, agitated, focused on them, or not, or happy, content, and prepared. Your ability to share, be open, and transparent with your clients will help them feel comfortable.

Your clients will look to you as the confident lead, listening and speaking to them without any bias. Ask your clients if you may talk about sensitive or new topics that may have been introduced in a session. This approach shows sensitivity on your part and expresses to the client that you were paying close attention to the discussion, and what the client had to say.

Flexibility and Adaptability
Coaching can shift gears at a moment’s notice. Goals may seem contradictory, issues may have blurry lines, and you may have planned to talk about resume development at the next session, only to find that the client has an interview the day after the next session.

The ability to be flexible, adapt to the client’s needs, and “shift gears” solidifies your coaching presence as one who allows the client to present the agenda.


A positive coaching presence is respectful and encouraging. Everyone wants to feel respected, empowered, and motivated. Showing respect includes asking about progress, and listening carefully when a client is sharing an unpleasant story.

Coach – Client Relationship

The coach-client relationship is positive-energy and forward-thinking. This co-creative interaction is a two-person think tank with endless opportunities to propel a career coaching client forward in his career. Setting the foundation and introducing your unique coaching presence will help to build trust and set the stage for successful coaching sessions.

Feel free to make comments below or contact me with any questions!

Wishing You Success,


PS- If you would like to be notified of new articles posted, simply like us on Facebook!

View all articles in this series: The ‘Must Knows” of Career Coaching – Core Competencies

Read about our Complete Career Coach Certification Program

Setting the Proper Career Coach and Client Foundation

This is article #1 from our series: The ‘Must Knows” of Career Coaching – Core Competencies

Every month we’ll be adding a new article. Let’s get started with this months!

Setting The Proper Career Coach and Client foundation focuses on two specific competencies:

– Meeting ethical guidelines and professional standards

– Establishing a coaching agreement.


1.) Meeting Ethical Guidelines and Professional Standards

Ethical standards and principles are the foundation for maintaining trust with clients.

A code of ethics may include:

  • Provide clients with products and services that will enhance their ability to achieve their goals and objectives, regardless of race, color, creed, religion, national origin, sex, age, income.
  • Be sensitive to client needs and compassionate in providing advice, products, and services in meeting the client’s specific career goals.
  • Deliver to the client what was promised and be truthful in guiding, advising, and counseling clients in all aspects of the résumé writing / employment industry.
  • Maintain strict confidentiality with each client, revealing information to others only upon written authorization from the client.
  • Stay abreast of employment market and hiring trends that will affect his / her clientele, providing up-to-date advice, counsel, products, and services to most effectively meet clients’ career objectives.
  • Comply with all legal obligations in providing professional services.
  • Be responsible to the community and be a contributing part of this environment through participation in community activities. Offer professional advice and information pertaining to the résumé writing / employment industry as appropriate.
  • Emphasize the professional spirit of the organization by encouraging and promoting good relations among members.


2.) Establishing a Coaching Agreement

Establishing a coaching agreement ensures accountability for you as the career coach and your client. Clauses about confidentiality, put clients at ease. If you operate without some sort of agreement or coaching outline, then you take the risk of either you or the client becoming frustrated, as deliverables and scheduled meetings might not be met.

Your coaching agreement might include the number of sessions you will hold for a specific coaching program, how long each session is (an intake session might be two hours; and subsequent sessions might be one hour, for example), what is required for homework, and your expectations for the client when conducting research and networking.

Additionally, you may ask the client to be accountable to call on time or be available when called; follow-through on homework in a reasonable amount of time; and report progress.

Set the Limits – Know What the Client Needs / Wants

To begin the career coaching program it is helpful to determine what the client expects from the coaching relationship (a job, a promotion, a raise, new skill sets, direction, focus, etc.). It is good to know if the client is in a crisis situation or just making plans for a future move into a new career path. Knowing these expectations will help you in designing the appropriate coaching schedule.

Developing a Career Coaching Program Schedule

Career coaching is somewhat subjective; the process, goals, and main objectives are based on the client’s agenda and immediate needs. Coaching is fluid and cannot always be based on a structured schedule, as it meets the needs of the client. However, as a coach, it is important to glean pertinent information from a client and set a general schedule for the coaching process. The schedule is particularly important for clients who need boundaries, or who want to see a plan before they sign a service agreement. Moreover, a schedule or program is a guide for the coach in developing a process that works with their clients over time.

Final Comments

Creating a coaching schedule/plan and boundaries will help you and the client understand the deliverables, keep both parties on track, and prevent surprises.

Over time, your career coaching program may evolve into multiple schedules (a 6-week, 12-week, 6-month, or other schedule, etc.). Or, you may decide to create only one program, keeping it the same and simple for each client in your practice.

For those coaches that work in career service centers (universities, military, one-stop, outplacement, spouse/relocation programs, other), the same type of schedule can be created for your clients – even if you are only able to meet with a client for one or two sessions, or multiple sessions.

Feel free to make comments below or contact me with any questions!

Wishing You Success,


PS- If you would like to be notified of new articles posted, simply like us on Facebook!

View all articles in this series: The ‘Must Knows” of Career Coaching – Core Competencies

Read about our Complete Career Coach Certification Program

New Series: The “Must Knows” of Career Coaching

Over the next few months, we will be posting articles to help existing career coaches, and those of you that may be considering becoming a career coach through our career coach certification program.

This series will focus on “Career Coaching Competencies.”

This is great information to help you serve your clients, set up success systems, and use daily in your career coaching practice!

Each article will be linked from the topics listed below.

Please feel free to send me your questions or comments… Enjoy!

Let’s get started:

Core Career Coaching Competencies

By Diane Hudson Burns, CPCC, CPRW, CEIP

Adapted from the articles published in the ‘Spotlight’ / Professional Association of Resume Writers & Career Coaches (Reprinted with permission)

The International Coach Federation has created 11 coaching competencies that when applied to career coaching, serve as the infrastructure for coaching clients if used within a career coaching program.

I have talked about these coaching competencies in the past in a more general sense, and I will take some time to draw the line between the coaching competencies and coaching a client through a career coaching program over the next couple months.

Simply click the main topics below for the full article.

The 11 coaching competencies are:

Setting the Proper Career Coach and Client Foundation

1. Meeting ethical guidelines and professional standards

2. Establishing a coaching agreement

Co-Creating a Great Career Coach Client Relationship

3. Establishing trust and intimacy with the client

4. Coaching presence

Communicating effectively

5. Active Listening

6. Powerful Questioning

7. Direct Communication

Facilitating learning and results

8. Creating Awareness

9. Designing Action

10. Planning and Goal Setting

11. Managing Progress and Accountability

Feel free to make comments below or contact me with any questions!

Wishing You Success,


PS- If you would like to be notified of new articles posted, simply like us on Facebook!

View all articles in this series: The ‘Must Knows” of Career Coaching – Core Competencies

Read about our Complete Career Coach Certification Program

The Latest Job & Career Search Trends, Tips and Tactics

Career Search TrendsAs many of you know, job and career search strategies are changing fast!

A few months back, I attended and spoke at an event called “Brain Day.”

If you’re not familiar with “Brain Day,” it’s an event where career professionals meet to brainstorm trends and best practices in the now, the new, and the next in careers. Events were held in the US, Canada, UK, Australia, and Russia. It was an extraordinary day!

The event is presented by the Career Thought Leaders Consortium.

I’ve attached the Event White Paper here.

On this paper, you’ll find hundreds of valuable facts, tips, insights and more.

USA News/Money wrote a nice wrap up of the conference and listed 10 Emerging Job Search Trends

Here are just a few of our favorites from their article:

  • Mobile apps will be the next big thing for applying for jobs. This trend has already emerged and is projected to grow rapidly.
  • Resumes will become an aggregation of social media. Some project less content but with more links to work projects, social media, video bios, contact options, infographics, and other online bio bits.
  • Younger job seekers approach career communications differently. Millennials are more comfortable with video and online representation. They think a paper resume is stagnant; they can’t “post or tweet” it. They are shunning email.
  • People are being hired without an in-person interview. Skype or Facetime may be used to replace face-to-face interviews altogether, saving companies money.
  • Mindvalley is a company that is leading the way in networking. They host large company parties and have all their employees bring their two smartest friends; they routinely poach people from McKinsey and Google. Instead of spending $3K on a job posting, they will spend $3K on a party for their employees.
  • Career professionals project a new economic model where people have multiple revenue streams instead of one job. By 2020, the prediction is that 50% of employees will work project to project; many will be self-employed.

Are you using the latest tips and tactics in your job & career search? By researching and utilizing these strategies, you’ll place yourself at a definite advantage over other job seekers.

Whether you are in the job/career search market, or working to coach others, these insights are extremely valuable and I hope they help you!




Before Applying for a Job, Be Sure to Look at the Target Company’s “Culture”


Career Coaching - The Right Job and Career FitAre you in the job/career market?

Thinking of changing companies?

It is very important for you to find a “Culture Fit” for your future success.

If you are hired into a company with a different culture fit from your own, you may not fare as well as if you work in a culture that better meets your needs, sensitivities, and personality.

Shop for the “right fit” company that meshes with your mindset.

Here are tips on how to do this:



LinkedIn Top 5% Most Viewed Profiles

I received an email from LinkedIn telling me I am in the top 5% most viewed profiles for 2012…

Running the numbers real quick, I realized that put me in the top 10 million profiles viewed. That puts this into better perspective… but a great marketing strategy on LinkedIn’s part!

The emails they are sending out are creating quite a stir online as many are blogging, sharing and Tweeting about this. They also sent top 1% notifications.

No matter what all of our thoughts are on LinkedIn’s recent email campaign, one thing is for sure. LinkedIn is a very important tool for your career and job search success.

LinkedIn just celebrated reaching over 200 Million members. I receive many new clients, contacts and business associates through LinkedIn.

Utilizing LinkedIn is one of the topics I cover with my Career Coaching clients and in my Certified Professional Career Coach Certification program (CPCC).

So why am I telling you this?

Please be sure to take the time to learn how and to build your professional LinkedIn profile. It is well worth your time and you’ll be happy you did!

Hurray! I have one of the top 5% most viewed LinkedIn profiles for 2012.  See my profile here…

Wishing you the best in your job search, career and coaching success,


2013 Career Thought Leaders Virtual Conference

Hello to all,

I’m hoping your New Year is going great for you!

I’d like to invite you to an event that will give you crucial information for your career success. This is a “Virtual Conference” that you can attend from the comfort of your location! I’ll have a booth in this “Experience” and so will many of my colleagues.

We will be providing extensive information on:

  • Building Your Entrepreneurial Talents & Perfecting Your Performance
  • Writing Powerful & Well-Positioned Resumes, Cover Letters, E-Notes, LinkedIn Profiles & Bios
  • Success Strategies & Techniques in Coaching, Job Search & Career Management

This conference will be available to you January 23rd through June 1st of this year. We will be offering you video seminars, live Q&A, PDF’s, Links and comprehensive information that is sure to give you tremendous value, and help propel your career direction!

Please join me and many other career coaching professionals for:
Live Conference Program: March 18-20, 2013
Online Chats, Calls & Webcasts: January 1, 2013 – June 30, 2013

What makes the Career Thought Leaders Conference so remarkably valuable to you? That’s easy …

1. Conference Structure. Join us on Resume Day, Coaching & Career Management Day, and/or Entrepreneurial Day. You can register for 1, 2, or all 3 days … whatever meets your specific needs and interests.

2. Conference Program. A tremendous amount of thought went into planning the conference program, selecting the speakers, and defining the critical topics to be covered. That way, we’re certain to deliver the information, tools, techniques, resources, and strategies that really matter and will be of most value to you.

There’s a quick summary of the Conference Program further down in this email. Or, click here to go to the website with complete details:

3. Networking Opportunities. With our virtual conference platform, we’re able to provide 6 months of networking, brainstorming calls, webcasts, speaker calls, post-conference wrap-up calls, and more. These will be offered through a combination of video chats, text chats, group chats, private chats, and other networking opportunities.

4. Ease of Technology. We spent months investigating virtual conference platforms so that we would be certain to select the best and the easiest to navigate. With our technology, everything is a click away – the Auditorium, Meeting Rooms, Exhibitor Hall, and Lounge.

One of the best tech tools is “Your Briefcase,” where you can download speaker handouts and slides, exhibitor materials, networking contacts, and more. One click and it’s all there!

5. Exhibitor Hall. Our exhibitor hall is filling fast with a diverse group of vendors offering training, products, services, partnerships, business opportunities, and other great resources. The exhibitor hall is open for months so you have the opportunity to get to know these companies and learn how you can benefit from working with them. No more rushing past a booth, grabbing materials, throwing them in a bag, and never looking at them again. This experience is totally different!

For exhibitors, the benefits are obvious … months of exposure with a captive audience. What could be a better or more efficient use of your marketing dollars?

Complete Details:


Monday, March 18, 2013

Building Your Entrepreneurial Talents & Perfecting Your Performance

  • Netweaving: Thought Leadership in Networking & Paying It Forward (Bob Littell, Netweaving International)
  • 3 Essentials for Business Success: Sales, Marketing & Business Development (Denise Hedges, Business Breakthrough Institute)
  • 4 P’s of Profitability: Pricing, Packaging, Partnerships & Product Development (Wendy Enelow & Louise Kursmark, Career Thought Leaders, with Amy Gubser, CareerlaunchUSA)
  • Colleague-to-Colleague Discussion Groups on Entrepreneurship

Tuesday, March 19, 2013

Writing Powerful & Well-Positioned Resumes, Cover Letters, E-Notes, LinkedIn Profiles, Bios & More

  • Writing Resumes for Graduating Students: Traditional & Not-So-Traditional (Chrystal McArthur, Rutgers University)
  • Writing Resumes for the “Average Joe & Jane” (Cathy Alfandre, Catherine A. Alfandre, LLC)
  • Writing Resumes for Technology Professionals (Stephen Van Vreede, ITtechExec)
  • Writing Resumes for Career Changers (Michael Kranes, Resume Slayer)
  • Writing Resumes for Senior Management & C-Level Executives (Cheryl Simpson, Executive Resume Rescue)
  • Writing Resumes for Military-to-Civilian Transitions & Federal Opportunities (Diane Hudson Burns, Career Marketing Techniques)
  • Colleague-to-Colleague Discussion Groups on Writing Resumes, Letters, LinkedIn Profiles, and Other Career Communications

Wednesday, March 20, 2013

Success Strategies & Techniques in Coaching, Job Search & Career Management

  • 5 Latest HR/OD Trends Every Career Professional Must Know (Orlando Ashford, Managing Partner & President of Talent, Mercer; Former SVP & Chief HR Officer, The Marsh & McLennan Companies)
  • Thought Leadership in Social Media for Career Professionals (Joshua Waldman, Author of “Social Media for Dummies”)
  • Career Planning, Development, Reinvention & Renewal (Carol Vecchio, Centerpoint Institute for Life & Career Renewal)
  • Thought Leadership in Personal Branding for Your Clients & Yourself (Susan Chritton, Pathways Career & Life Strategies)
  • Necessary Endings in Jobs, Careers, Industries, Professions & Life (Michelle Carroll, Carroll Consultants & Career Development Alliance)
  • Colleague-to-Colleague Discussion Groups on Coaching, Job Search, and Career Management

If you have any questions, please feel free to contact me...

I hope you’ll take advantage of this opportunity and be a part of the 2013 CTL Conference!

To your success,


Free ebook Helps Job Hunters During the Holidays

“What Color Is Your Parachute?” author Richard N. (Dick) Bolles and 26 other Job-Hunt Experts contributed over 100 tips to help job seekers leverage the year-end holidays for their job hunt in an ebook that willl be free from Thanksgiving Day through midnight on Monday, November 26.


  • Marlborough, MA (PRWEB) November 21, 2012

Job hunters who are tempted to take a break during the holidays can learn how to leverage the holidays for their job hunt.

It’s a great time to job hunt when there is less competition for interviews at the same time that many companies step up their hiring to prepare for the New Year.

Job seekers can find over one hundred holiday job-hunting tips in the new eBook “New Year, New Job! 101 Top Tips from Job-Hunt Experts for Your Holiday Job Search” from respected jobs portal

The book will be FREE on Amazon from Thanksgiving Day until midnight on Monday, Nov. 26.

Otherwise, it will cost ninety-nine cents per copy making it an ideal stocking stuffer for the job seeker on anyone’s list. Find it at

Diane Hudson Burns is one of the contributing authors.

According to the U.S. Department of Labor, 4,188,000 jobs were filled in December, 2011. That’s 30,000 MORE jobs than were filled in January of 2012. That’s a lot of hiring! Yes, people do land permanent, full-time jobs during the holidays.

With a preface by “What Color Is Your Parachute?” author Richard N. (Dick) Bolles, and practical and inspiring tips from the expert career writers of, “New Year, New Job!” is available now in’s Kindle store at

Topics covered include handling awkward questions at family and holiday gatherings, sending holiday cards that benefit the job search, painless networking, beating the blahs, and much more.

The Job-Hunt Experts contributing their tips to this book are (in alphabetical order): Jason Alba, Diane Hudson Burns, Dr. Jan Cannon, Laura DeCarlo, Dr. Kate Duttro, Parmelee Eastman, Megan Fitzgerald, Wendy Gelberg, Don Goodman, Meg Guiseppi, Stephen Hinton. Rosalind Joffe, Susan P. Joyce, Laura Labovich, Carol McClelland, Jeff Lipschultz, Hannah Morgan, Phyllis Mufson, Camille Roberts, Nan S. Russell, Barbara Safani, Miriam Salpeter, Laura Smith-Proulx, Harry Urschel, Joshua Waldman, and Daisy Wright.

Established in 1995 and owned by NETability, Inc. since 1998, was selected by US News as a “top site for finding work” and is described the Reader’s Digest as “vacuum-packed with solid information.” Job-Hunt has been referenced in “What Color Is Your Parachute?” “Resumes for Dummies” and “Guide to Internet Job Search,” as well as in TIME, FORTUNE, The Wall Street Journal, The New York Times, Investors Business Daily, BusinessWeek, and hundreds of other books, publications, and Websites.

Diane to Lead Senior Executive Service Workshop, January 17-18, 2012

Diane Received First Annual Industry Award 2010

CMA Career Industry Mentor Award

New Orleans, LA — May 1, 2010. At the 2010 Career Management Alliance event, The Alliance Master Team selected Diane Hudson Burns, Career Coach & Resume Writer; Director, Certified Professional Career Coach Program, Professional Association of Resume Writers; Federal Resources Expert; expert at; and principal of Career Marketing Techniques, as a distinguished recipient of the Mentor Award.

The Mentor Award honors individuals who have guided others in tradecraft, entrepreneurship, and community building.

“It takes a lot of dedication and perseverance to be called a ‘mentor’.” says Liz Sumner, Director, Career Management Alliance. “Through her dedicated teachings and contemporary wisdom, Ms. Hudson Burns has inspired her colleagues to step up their own levels of career management. She leads via her excellence.”

Ms. Hudson Burns has an especially strong record of writing career change and Federal government resumes with successful results for career transition and position placement. She has been quoted in major national newspapers’, including the Career Builder sections of The Baltimore Sun, the Los Angeles Times, and the Dayton Daily News.

Ms. Hudson Burns is an alumni of California State Polytechnic University-Pomona.

About Career Management Alliance

Founded in 1999, Career Management Alliance (formerly Career Masters Institute) is trusted as the world’s leading professional association dedicated to linking all divisions within the careers industry.

A distinctive community that values the strength of diverse knowledge, the Alliance attracts members from assorted career backgrounds, such as resume writing, career coaching, career counseling, college and university career development, government and military career transition, outplacement, recruiting, and HR.

The Alliance mission is to bridge all sectors of the industry and provide the connections, the content, and the credibility that contribute to each of our members’ success and the overall visibility and of the careers industry as a whole.

Career Coach Certification