Here’s why you currently cut and paste your job description in your resume:

• It’s easy to do so
• It’s already written
• Typos have been removed (mostly!)
• It’s quick to do.

Here’s why you should never cut and paste your executive job description in your resume: 

• A job description is not always accurate. People always bring their own skills to a role and through that, roles evolve. This means what you have personally brought to the job will simply never show on the paper. 
• Job descriptions do not appraise or highlight your performance. They simply convey the minimum tasks you were required to perform. Nothing says fabulous employee like “minimum task” performer.
• A job description is like reading the telephone book. Dull, uninspiring, a slog to read, filled with mumbo-jumbo business-speak used in that company that no-one typically understands other than the people who work there.

So for expediency….

• You want to bore the reader of your resume senseless (the person who is going to call you for an interview)
• You’re going to tell them what you’re supposed to do, and
• You’re going to keep your achievements under wraps.

Hmmm… that sounds like a pretty poor strategy. 

What if there was an easy way to turn your boring, oh-so-dull executive job description into a series of powerful bullet points?

Well, there is a way! You just have to ask yourself three short questions that start with Why, How and Who.

That’s it. That’s the secret. Those questions are:

• Why did I?
• How did I? or How well did I?
• Who benefited?

Have a look at a standard executive job description that I found on the internet just now with those questions highlighted.

• Why did I….Develop an operational plan which incorporates goals and objectives that work towards the strategic direction of the organization. Who benefited? 
• How did I? Ensure that the operation of the organization meets the expectations of its clients, Board and Funders. Who benefited? 
• How well did I… Oversee the efficient and effective day-to-day operation of the organization? Who benefited? 
• How well did I… Draft policies for the approval of the Board and prepare procedures to implement the organisational policies; why did I… review existing policies on an annual basis and recommend changes to the Board as appropriate. Who benefited? 
• Why did I… Ensure that personnel, client, donor and volunteer files are securely stored and privacy/confidentiality is maintained. How well did I do this? Who benefited? 
• How well did I… Provide support to the Board by preparing meeting agenda and supporting materials. Who benefited? 

So now, a job description has prompted you to think more about what you’ve done.

Let’s look at a couple of examples and see how you can shape them to sell your competencies and achievements more effectively.

Why did I develop an operational plan?

I did it to improve the strategic direction of the organisation.

Why?

Because the organisation had been in a rut for years with no vision.

Who benefited? Shareholders, employers and customers.

This bullet point could now be:

• Provided the impetus that transformed a stagnant organisation into a one with vision and strategy. The new operational plan, incorporating goals and objectives, was praised for its contemporary approach toward engaging shareholders, employees and customers.

We’ll try the next bullet:

• Surpassed client, Board and funder expectations by steering a new operational blueprint governing individual ownership and championing a results-focus.

Try it yourself.

Asking yourself those three simple questions will allow you to build a strong and compelling focus around your talents and your successes. Something everyone wants to read.