How to answer the classic “What is your major weakness?” question.

Is it safe to provide your High School Graduation Date on an online job application?

Many online forms require a graduation date.

 

Asking however allows for a possible Human Rights Violation on the basis of age filed against the employer. Once hired however, Date Of Birth can be obtained (pension plans, medical plans, etc.....). Asking age, gender, race, ethnicity, marital status, education all offer the opportunity for discrimination law suits.

It is unlawful to ask a job applicant for the year they graduated from high school. I'm not sure if it would work as a workaround, but I'd also suggest making up a nonsensical year, and then mentioning it to the interviewer. I bet there are companies who don't even realize that the software they are using has illegal aspects to it, so it's worth giving them the benefit of the doubt.

Is it safe to provide your Social Security & Birth Date on a job application?

Your Social Security Number and Birth Date will be used solely for the purposes of background investigation and/or employment qualification, will be maintained as confidential and will not be shared with the hiring manager.

Resume Bloopers

- "Don't have own vehicle, but have access to pubic transport" (what?)
- Under Value Offered - "Consciousness" (Conscientiousness is over-rated)
- One young job-seeker had an email address starting with' winged_angle" (hopefully no accompanying tattoo on same)
-applicant list hotpants@.... for employment application.
-client who listed under Technical Skills "rat-shit rench".
- (owner'sname)mybigfatazz@
-used the words "attention to detial"
-"I WILL DO WHATEVER THEY TALL ME
-applicant list "Very adept at measuring thickness and testing hardness"
-Proof read a resume for a gentleman who apparently "severed" pizza and sandwiches
-"Received at plague for employee of the year" -Reasons for leaving last job? "Maturity"
-"Responsible for ruining an entire department"


I am amazed weekly with some of what is written on resumes. Please proofread your RESUME before sending to an employer. It will make a huge difference for you to land an interview.

Riddled by bullets

Is there a better way to get information across other than bullet points if a resume is only getting an average of 6 seconds in the hands of a recruiter? Specifically for lower level management or non-management positions. If using introductory paragraphs for each position, how long can it be and still get read?

• Bullet points are the best method precisely because of the limited viewing time spent on resumes. I'm speaking specifically of bullets in the Experience section. Done the right way, a bullet is brief (no longer than one line), begins with a verb that communicates strongly the activities in which you engaged, an is highly descriptive of your accomplishments and tasks. Positions should have no more than 4-5 bullets typically. This format allows a hiring manager to quickly glance the first few words of each bullet and get a strong idea of who you are. Paragraphs are a disaster in limited time because they're not easily browsed; you have to actually read...which can mean lost opportunity in the hands of a busy person who doesn't have time to read.

Do recruiters and employers generally prefer receiving a resume in a Word Doc or PDF if given a choice?

Unless PDF is mentioned in the job postings I highly reccomend that job seekers use .doc format (work). To avoid the problem of older versions of word, you may save your work as .doc (word 2003-2007) not the latest format .docx. Most employers have not updated to the latest version of Microsoft Office.

Some Applicant Tracking Systems (ATS) applications which allow you to apply for a position online can't read PDF, so you may provide a PDF if the recruiter/employer says they will accept that format. Otherwise, I would stick to MS Word. If the ATS can't read the resume, you run the risk of that resume being removed from consideration and possibly without notice.

Scarlett Career Services Helpful Tips: 

* If this is for an online application, use a Word document for where the resume is to be uploaded. And then upload a .pdf version where the application asks for additional documents.

* If it is being sent to an individual,  I recommend enclosing a Word version only unless noted otherwise in the job posting.

When describing your job on a resumé, do you use the -ing form of the word, the present tense or the past tense?

It should be 1st person simple present. The easy way for candidates to remember this is for them to remember the invisible "I" before each bullet point... [I] Manage quality improvement processes; [I] Oversee day-to-day operations of office, etc. That invisible "I" seems to be understood by candidates when they write in the past tense for older positions but for some reason they often seem confused when writing in the present tense. The same rules apply: the proper tenses are simple present tense and simple past tense. Employers know job descriptions.They don't know what their candidates accomplished in the job. 

Visit us at www.scarlettcareerservices.com to receive a free resume critique. 

    

A Lesson On Dressing For A Successful Interview

  It's easy enough these days to do the research needed to find out what people in a particular organization or type of organization typically wear to work.

A client who had worked in a small law firm that had a fairly relaxed dress code was pursuing his first role in a big firm. He told me that he spent time in the foyer of the building in which the firm he wanted to work to check out the people going out for lunch (the firm occupied several floors of the building). He noted the kinds of shoes, suits, shirts, ties, haircuts. That way, he already looked like one of them when he arrived for this interview.



But it really is those little things -- like white socks, or a poorly formatted resume, or calling the interviewer by the wrong name, or being a few minutes late -- that usually tip the scale.

Of course, there is a line where you have to say "this is who I am and if it doesn't work here, then neither should I" -- as someone with tattoos, I do not encourage people to pretend to be something they are not in an interview -- after all, you will have to work there every day, and a job where you have to hide your true self is rarely worth it. 

When someone ask in an interview what are your salary expectations, How should you answer?

It depends on who "someone" is. If you are speaking with a recruiter, you need to be forthright about your salary requirements, keeping in mind the whole benefit package, not just a dollar figure. If you are talking to the hiring manager or decision-maker, you have several options, but the best is to return the question with "Can you tell me what range you have budgeted for the position?"

You first need to answer a set of questions for yourself:

* What is the salary/comp package I think (I know) the company is offering for this position.

* What is a fair salary/comp package based on today’s market and how long I have been out of work?

1. At what figure will I definitely reject this job?

* What is the salary/total comp package I would like them to offer me?

* At what figure will I consider this job but not accept it on the spot?

1. At what figure will I accept this job on the spot no questions asked?

Then when speaking to a recruiter ask them to answer question 1 first based on their insider knowledge and then tell them your answers to questions 3 – 6 and find out about the total comp package at this company.

Now when asked about salary by the company the answer varies depending on how far along in the interview/hire process the question is asked. What you need to remember is this is a negotiation at all times so nothing is set in stone on either side until the deal is done.

This is why you need to know what’s in your mind first and play your cards close to the vest until an actual offer is made; as I always tell my candidates “You can’t accept or reject an offer that’s never made. Your job is to get the offer and then negotiate the terms before you accept it.”

When asked in the initial interview this question is generally a feeling out process, if asked during the final interview it is more serious. This is why you must know the interview and hire process for the company, preferably before or during the first face-to-face interview.


It pays to know the range the company is looking to pay as well as the general range of the position in your location.

Whenever possible I suggest answering the question with a question of your own prefaced with your desire for the position.

Example:

I’m very excited about working for XCVV & Co. and see this as a good match for me and the company, that is why I did my homework to answer this question I knew you’d ask before coming for an interview. However I do not know your total comp package so I could not factor that in and that will have a bearing on my answer and how flexible I can be.

What I found is the salary for this position for someone with my experience and skills is between $70k-$90k, which I believe is fair; can I assume this position falls into that range as well?


Another great resource for salary information is www.salary.com. You input the title of the role you are interviewing for and the zip code of the role; it gives you 5-15 job descriptions. You then read til you find the one that BEST matches the role you are interviewing for, click the green button at the top and it will give you the bell curve for salaries for that type of role in that zip code. You can then decide where in that range you REALISTICALLY fall based on your experience, you can then use that salary info for that question to cite a range. While a company MAY be able to consider your past range as additional information when it comes to an actual offer, the reality is that the range for that role in that company is based on the value of that role to the company, not what you were paid previously. You will need to know a salary range before your first conversation with the company, most recruiters will ask this and they do need a number. You may also be asked this as part of your online application; if you cite a # too high above the range for that role, you won't be considered.

LinkedIn to replace Resume

For lower income, less experienced, non-professionals a resume may be their only tool. Your profile in LinkedIn should contain much the same information as a resume. Branding is not in everyone's ability to establish. We have blogs, personal websites, etc. Those venues are being utilized by companies, recruiters and anyone else with an agenda on who they are seeking. A resume and the exercises used to populate it are still in demand. For those who are career changers or good in several different fields because of ability or their own interests in life will find it difficult to target one thing for everyone. LinkedIn would be the most popular venue where Branding is a must. One profile, one direction, but with industries failing and many employers seeking the best of the best in a particular field, some can be overlooked; so LinkedIn can continue to be the networking tool to help you go and find the people you need to connect with. The fact that Recruiters are using it to find candidates will also limit their choices because at the time of the search, the perfect candidate is trolling and not specific enough to get caught. Candidates should still reach out, find those who can help and use the Social Media for that purpose. How do you stand out from the crowd? Go to the leaders, not wait to be found.

Yes, recruiters and hiring managers look at LinkedIn profiles to get the gist of someone's experience, see their photo and read what people say about them. LinkedIn is a very important tool for a job search and for building your professional brand.

But depending on a social profile to present your experience tailored to a specific opportunity is a bad idea, and when you sit down in an interview, as Perry says, the interviewer is not going to be using your LinkedIn profile as a guideline, nor can they take notes on it.

A resume is your chance to present yourself for a specific job. It's your marketing document and it presents the information you want them to have about you in the way you want them to see it. It will be evaluated and filed digitally, but not showing up to an interview with one printed on paper is a big mistake. A great resume creates the impression you want, gives the information you want to give, and can be the tipping point for getting the offer.

Why should you send a follow-up "Thank You" letter?

Follow-up by phone & email. I am of the mind that a Thank You letter should be hand-delivered whenever possible. If not hand delivered, perhaps couriered over the next day, no later.

Delivering the letter in person, dressed appropriately of course, shows a keen and sincere interest, as well as giving the opportunity to 'be seen' once more, & provides one with a chance to observe the work environment 'in action'.

Also, a 'hand written' thank you has a very powerful and memorable impact vs. an email. Personally I always hand write a Thank you for a in-person interview, and email one for a telephone interview.
Take a control position once you nail the interview and keep in mind that 'inter-viewing' is always a 'two-way street'.

A thank you letter is like breathing to me, it is a common professional courtesy, and another marketing tool for you to shine with your writing abilities, and keen interest in the position.

When you do receive the dreaded 'merge reject letter', I would suggest, (depending on the level of the position and what transpired during the course of the interview in terms of 'rapport' building),

* ask the interviewer direct questions as to why you were not chosen, and

* 'ask for a referral' to any firm or professional they know that may need someone with your particular skill sets & personality profile. At the very least, 'keep me in mind'.....

Remember, THEY contacted YOU for an interview - obviously you did something right to make that happen - they were impressed enough with you on paper - why wouldn't another firm be.....

Sample Cover Letter (Introduction)

Hi,

I would like to share my resume with you.

I am interested in applying for [add position here]. I think I would be suitable for this position because [add reasons here]. I am currently [add current position]. The best times to reach me are [insert days and time].

Kind Regards,

Ivy Winters

Paid Sick Leave on Its Way in NYC?

Deal Reached to Force Paid Sick Leave in New York City


It will be interesting to see if this mandate will force employers who lump all leave benefits together (PTO), to distinguish between sick, personal and vacation days, even if the leave time exceeds the 5 days mentioned in the article.

Another question regarding leave benefits given to new hires, how will this be regulated. Would this mandate require an employer to provide the 5 days on the first day of work? Or would an employer still have the option of providing the 5 days over a course of time for new hires as long as it is still within a year?

The Companies Hiring The Most Right Now

Here are the 10 companies hiring the most right now (for jobs that pay $60,000 or more):

1. Amazon: 2,407 openings
2. Oracle: 2,350 openings
3. Microsoft: 2,089 openings
4. Dell: 1,862 openings
5. JPMorgan Chase: 1,761 openings
6. IBM: 1,755 openings
7. PwC: 1,571 openings
8. SAIC: 1,537 openings
9. CRST International: 1,378 openings
10. Apple: 1,374 openings

Source:forbes.com

Ask SCS:Adding the Pursuing Course to Resume

I’ve already completed my B.E. in Aeronautical & have been working since April 2011. Now (this January 2013) I joined a MBA (Project & Operations) Course Part Time and I would like to know whether it would be good enough to highlight it in my resume. Or will the HR think it as a distraction that I am trying to hold on to the studies and put the resume to hold.

If at all I am adding it to the Resume,

how to make it look or how do I put it.
Should it go before the degree or after it.
how do i define the Course period (presently pursuing or just 2015)

SCS Says: I recommend that you add it above your education section. You can entitle it, "Post-Graduate Studies" and then list the course and the name of the school.  

Rule of thumb is that valuable information for the employer is always included and useless information is omitted.

Experience or Education on top of your resume?

When reading resumes, I scan the resume. Do the dates line up perfectly? Is an applicant skipping anything? Make it neat, succinct, use concrete examples. A well written cover letter will do much more for you than a resume in my book. I am also much more likely to read someone's resume if they have an objective. It tells me a lot when they know what they are looking for. If you have to write an objective for each resume you submit to each company, you would be doing yourself a huge favor. Every company wants to hire people that want to work for them. If you can structure your objective as to why you want to work for their organization, it will make a difference.

I recommend putting whichever you have more of on top. If you're a recent graduate with not so much experience then education should go on top. But if you've had many years of experience, that should go on top.

Relief for Long Termed Unemployed in NYC

Long Term Unemployed will NOT be Able to be Discriminated Against in NYC.
Read this article for the details on the new law.

NYC Law Aims to Protect Unemployed from Discrimination

How many years of experience should a candidate be reasonably expected to have for an entry-level position?

An entry level position by its nature is 0-3 years of work experience. Entry level jobs that require 2-3 years of experience is a common issue for college students who are just entering the workforce. Its often difficult for them to gain relevant work skills while attending school full time. On the other hand, employers want to make sure they hire someone who is capable.

So what's the solution?
I believe that employers should look for well rounded candidates who not only did well academically, but was also actively developed themselves by participating in student clubs, volunteering, working part time or full time, even in another field.


Personally, I've found that years of experience (generally) does not make all candidates equal. Some companies have given "novice" people more "seasoned" responsibilities while some "seasoned" people cannot perform "novice" duties. Years of experience does not necessarily equal maturity, ability to perform, experience or any other predictor of success. The transferable skills are valuable and should definitely be considered in accessing candidates.

SCS Asks Employers......

What are the glaring mistakes or ways applicants sabotage themselves when attempting to secure a job with your company? 

• Mistakes in their resume

• References don't give consistent answers

• Sloppy attire

• Incomplete applications

• Don't send thank you note promptly.

......... and more.          

If you are contemplating or in the throws of a job search; what are your greatest challenges or roadblocks?

If You Are A Job Seeker; What Questions Should You Definitely Ask During An Interview?

When you go to a networking event, and someone asks you "what do you do" ... what do you say?

So often, it's My name is 'x" and I'm a "x". (Bad form)

And there are many ways to do an elevator speech or what I call a Business Snapshot --- so let's describe what you do this way... with saying the name of your company or your title!


I'm (first name). I help ______who_____ to do ____what are the results____ by providing ____what services".

What advice do you give someone who goes on an interview and never receives any feedback from the employer or recruiter, and then sees the same job posted days later?

Before you leave your interview, ensure that you get contact details such as a business card from the recruiter and/or hiring manager. Follow up! By phone if possible; if not, via email. Reiterate your interest in the position and ask when you can come in for a 2nd interview. A candidate should always send a thank you for the interview note within 24 hours after any type of interview.  If a candidate doesn't hear back from the employer after being interviewed, it is okay to follow-up one time, 1-2 weeks after the initial interview with a call or email. You might even toss a few quick points into the conversation about why you're an ideal candidate. For example, "Nico, is it possible that we could schedule our 2nd interview? I'm quite interested in the position because of my wealth of experience in ____, _____, and ____." Keep it short and simple!



If they were to actually tell you that you're not a candidate they're interested in, ask why. This feedback can be invaluable in (1) explaining to them that you really do have that experience yet, somehow, it wasn't discussed during the interview, or (2) using that feedback to better position yourself for future interviews.

Call them and say something like, "I've given more thought to this position and have a few more questions for you".

Do not ask about the hiring process, but take the time to show that you have insights, have done your homework and are enthusiastic about the position.

Remember that people hire people they like so build rapport with the decision maker and influencers.

Ask them what the biggest challenge someone would face in this position in the first 6 months and detail how you have successfully faced those challenges before.

Finally, before getting off the phone, just ask, "Based on my credentials, am I considered a candidate for this position?" Better to know than wonder. 

Where does one get "entry level" experience?

 Entry level experience can be obtained via unpaid/paid internships or even volunteer work at a non-profit organization (even if it's for only 2-3 hrs a day/week).  Additionally, I would recommend finding a reputable temporary agency and getting a temporary job. Even a 3-6 month assignment could give you enough experience to land a permanent job. I would say that almost all employees start out as temps/coordinators/assistants and work their way up. Either that, or they have business experience and end up "falling into the role". Stay positive and an opportunity should come up!

Ever Go To The Bathroom While On A Phone Interview? What Makes A Great Phone Interview?

Prepare for a phone interview just as you would for a regular interview. Compile a list of your strengths and weaknesses, as well as a list of answers to typical interview Questions. In addition, plan on being prepared for a phone conversation about your background and skills.

 
Keep your resume in clear view, on the top of your desk, or tape it to the wall near the phone, so it's at your fingertips when you need to answer questions.
Have a short list of your accomplishments available to review.
Have a pen and paper handy for note taking.
Turn call-waiting off so your call isn't interrupted.
If the time isn't convenient, ask if you could talk at another time and suggest some alternatives.
Clear the room - evict the kids and the pets. Turn off the stereo and the TV. Close the door.
Unless you're sure your cell phone service is going to be perfect, consider using a landline rather than your cell phone to avoid a dropped call or static on the line.

Practice Interviewing

Talking on the phone isn't as easy as it seems. I've always found it's helpful to practice. Have a friend or family member conduct a mock interview and tape record it so you can see how you sound over the phone. Any cassette recorder will work. You'll be able to hear your "ums" and "uhs" and "okays" and you can practice reducing them from your conversational speech. Also rehearse answers to those typical questions you'll be asked.

During the Phone Interview

Don't smoke, chew gum, eat, or drink.
Do keep a glass of water handy, in case you need to wet your mouth.
Smile. Smiling will project a positive image to the listener and will change the tone of your voice.
Speak slowly and enunciate clearly.
Use the person's title (Mr. or Ms. and their last name.) Only use a first name if they ask you to.
Don't interrupt the interviewer.
Take your time - it's perfectly' acceptable to take a moment or two to collect your thoughts.
Give short answers.
Remember your goal is to set-up a face-to-face interview. After you thank the interviewer ask if it would be possible to meet in person. 

Dress Professionally
I would also like to recommend that the interviewee dress professionally for a telephone interview -makes them feel more prepared and professional. It is natural to think if an employer cannot see how I am dressed during a telephone interview, I can dress casually, but dressing in "work attire" for the interview, improves your morale

After the Interview: Send a thank you follow up letter & Reiterate

What annoys you when reading jobs posted by companies online?

HURRICANE SANDY AFTERMATH OCEAN BREEZE ANGEL RELIEF STATEN ISLAND NY

Should An Older Job Seeker Use LinkedIN? What Are The Risks And Rewards?

 I strongly recommend that all job seekers research social networks sites such as LinkedIn, Facebook, Twitter, and YouTube. Additionally, utilizing LinkedIN will afford you the opportunity of connecting with many employers as well as building your professional network. Before using LinkedIN, you should ensure that all your employment history is current and up to date. I have noticed that most employers are utilizing LinkedIN as a way of researching applicants. LinkedIN is your one stop shop for networking as well as applying for positions. It is the official job site as Facebook.

Election Day Action Items!

Here are four action items for on election day!

1. Have A Voice & Vote -- Head to the polls today and let your voice be heard!

2. Get Election News from CNN Online -- See all of CNN Online's reporting on how the results of presidential election might impact you, comparison of the candidates and more here: http://politicalticker.blogs.cnn.com/2012/11/06/polls-open-on-election-day/

3. Send Pics from the Polls -- Are you headed to the polls today? Are you in line as we speak? Send us your pics from the polls! Email your pics to scarlettcareerservices@gmail.com

Should client reveal his age up front?

It is illegal for an employer to discuss age period. Age should never be discussed during and/or after an interview. Additionally, it should not be placed on neither the resume or cover letter. According to the Equal Employment Opportunity Commission (EEOC), Age discrimination involves treating someone (an applicant or employee) less favorably because of his age.

The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination.

It is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.

Donate to Hurricane Sandy

Want to know how you can donate to Hurricane Sandy relief efforts in New York, NC, DC, Philly, Baltimore and the rest of the entire East Coast? Click Scarlett Career Services  to see a few of your options.  

Those personally impacted by the storms are in our thoughts and prayers.

Deroll Scarlett
CEO, Scarlett Career Services

Jermaine Cooke
COO, Scarlett Career Services

The Telephone Interview... Easy?

I think one has to have a certain skill set to successfully sell themselves in a phone interview setting. Because you're unable to pick up on body language or visual aids, you must rely on the confidence and clarity in your voice. Being prepared should be obvious because you would hopefully do the same in a face-to-face interview. It's just the absence of visuals that sometimes make phone interviews uncomfortable for some people.

My Advice: Market your education, skills, and knowledge with the position in which your applying for and Be YOURSELF..

Ask SCS Webisode:A person with a wide variety of professional experience - Administrator of a non-profit organization, author, substitute teacher and successful small business owner - would like all of the experience on a resume.

I would say to focus more on your professional goals. If your career goals are to stay in the teachers field then all that relevant information should be placed on your resume. All the other information should be left off as you can discuss in detail with the hiring manager and/or recruiter. As an HR professional, we typically match the qualifications of the positions with that of an applicant. Within 15 seconds, I know whether or not, I will bring a candidate in for an interview or moving them to the second step.

U.S. Green Card Holder (U.S. citizenship anticipated 11/13). Would you use this on a resume or not?

As a Human Resources professional, it is my opinion that neither is required. It is highly recommended not to place this information on your resume. While completing an in-person and/or online application, the application will ask such questions. If you need to further clarify your disposition, you can do so during your job interview. Additionally, after an offer has been extended, with your permission, the I-9 verification process included in your background investigation check will verify this information.

What would you do if a company ask your password in a job interview?

But I don't wanna use a picture on LinkedIn

For LinkedIn to be at 100% compete you need a picture, and if you are not at 100%, LinkedIn will not be optimized.A photo is essential especially if you are job searching or open to new opportunities.Your picture allows people to connect with you--even if only subliminally. Not having a photo is like saying, "How I dress shouldn't matter." Linked In is about personal branding--and so is job seeking.

While applying for positions, do you feel that you commit hours to the screening process?

What I'm seeing now seems to be a twist on that process. Employers are now asking applicants to screen themselves via email or in some cases during a telephone interview. Additionally, some employers will no longer spend time interviewing candidates unless they've successfully passed the screening assessment, whatever that might be.

The question for careers professionals becomes one of how do we prepare you as a job seeker for this new way of hiring? It seems that every company has their unique process and the only way to discover it is to apply or to connect with a recently hired new employee.

What are you seeing in the screening process today when applying for positions?

Why candidates don't join usually even after accepting the job offer ?

1.Current employer may counteroffer in an effort not to loose you

2.Candidate receives two additional offers with additional benefits to include medical, dental, etc.

3.Candidate wants to see their current market value as it relates to their current position and/or salary

4.Any personal reasons(Travel,environments,work hours,etc..) 

Rule of thumb- Always keeping your options open with 2-3 offers on the table. Weigh all your options and take the best offer possible including salary, benefits, and additional perks. Never burn bridges with your current employer regardless of your situation being bad, good, and/or in different. 

What is your take on including "memberships" in a CV/resume?

This section can be removed and/or you can discuss this information during the interview only if its applicable to the position in which you are applying for. Additionally, If there are no highlights of accomplishments, there is no reason to bring it up while interviewing.

How many are too many interviews with one company?

No one can decide that but you, but realistically, how serious are they about hiring anyone if their process takes that long. Perhaps they are interviewing multiple other people or are looking for additional candidates, hence the need to delay. Hopefully not for your sake, but it would make sense. Whether you pull out of not, good luck! 

I've seen entry level positions have as many as five interviews and senior level positions have as few as one. So I would say the number of interviews varies for what seems to be no good reason. And in terms of the length of time between interviews, that seems a little odd, but I have heard of companies having a year long interview process. And I have worked with clients who months after sending a resume will ask to do an interview. On the other hand, it seems very unprofessional if an employer does not follow up with you. In the end though, only you can decide if the position is worth it.  

It's an interview and a connect. While I would not plan on an offer, your are making connections and who knows where that will lead. Do the interviews but keep looking.....  

Tweeting your resume

What is appropriate tweet etiquette after applying for a position and getting an interview?
I have to ask - why do you want to tweet it ? My suggestion - don't tweet it. Tweets and online social media can spin out of control quickly and you can't reverse it. Worse case scenario - you tweet your interview with ______ company. Someone replies with a negative comment about ______ company, and from there, who knows what might be exchanged. It is an accomplishment to land an interview. Maybe call your immediate friends and family and keep it in your inner circle for now.

I also recommend following a company and not specific individuals until you are colleagues. Even then, I question having colleagues in my network. In many environments, colleagues are your competition.

Your Body Language During an Interview SPEAKS LOUDLY!

We all want to impress the Hiring Manger.

We all speak what the Hiring Manager would like to hear and would impress enough to give the job. We all are scared if any one of our answer annoys the Hiring Manager. As we are so much confused between what we have to say and what would be the idle answer an employher would like; behaving natural is tough but again it is the solution too.

No panic, No mistakes. Just be yourself!! Be attentive, speak truth and show your willingness to do every thing.

Ask SCS:What Do You Think Of The "Informational Interview"? What Is Your Experience With It?

I am seeing more of a trend on the "informational interview" and wanted to see how everyone felt about it now and what their personal experiences have been from it.People have different connotations when they hear the term "informational interview." A real informational interview is a great way for someone to learn about an organization or an industry - for example, finding out about the organization's corporate culture or learning about how to successfully enter a particular industry. It can also serve as a way to increase an individual's professional network; the individual conducting the interview can ask if there are other people that they might be able to talk with to learn about a particular industry.

Using an informational interview as a guide to ask someone for a job, however, can be a big mistake. It can leave people feeling put on the spot, leading them to try to end the meeting as soon as possible. If the meeting is used appropriately, it can be a valuable part of a job search. If the "interviewer" presents her/himself well in the meeting, s/he can become part of someone's mental rolodex. This means that if an appropriate position becomes available, the person s/he met is likely to remember her/him and pass her/his name onto the hiring manager or be first to let her/him know about an opportunity they might not otherwise hear about.

Ask SCS:Why you should always match the job to the person, never the person to the job

There are many factors to consider when hiring talent but first we need to define talent unless "hiring talent" means "hiring employees."

Everyone wants to hire for talent but if we can't answer the five questions below with specificity, we can't hire for talent.

1. How do you define talent?
2. How do you measure talent?
3. How do you know a candidate’s talent?
4. How do you know what talent is required for each job?
5. How do you match a candidate’s talent to the talent demanded by the job?

Every job demands required competencies and talent from an applicant. A person may have basic competency / talent which can be supplemented by education, on job training or external training to make him/her successful in the job.

Talent is what we bring to the job, not what the job does to us. Talent without training is like an uncut and unpolished diamond and can create value.  If training improves a talent, then the talent is really a skill.

If we assume that talent is the same as skills, we will continue to hire far too many job applicants who will fail to become successful employees.

Ask SCS: What are your thoughts about companies who demand that you give them your SS number, DL number and DOB on a job application? Is the only option to just pass?

Asking for an applicant's date of birth is prohibited. PERIOD. It leaves you wide open for an age discrimination suit. Using a social security number as an employee identifier is illegal. Yes, you can segregate the information request, but I believe you cannot make it mandatory until an offer of employment is made. Driver's License # is not required unless driving is part of the job. All a company has to do is make the offer of employment contingent upon a positive background check and negative drug test if required.

If it is mandatory, you have 3 options. If you were sent by a recruiter, speak to that
person and tell them how uncomfortable you are about providing the information - especially your date of birth. A company should not be asking when you graduated from college, let alone when you were born. If not, then think about the culture of the company that would do things that are illegal or not appropriate. If you are unemployed and receiving unemployment benefits, then talk to someone at that office.

I had one company ask for my date of birth and I explained to them when they were able to ask me for that information. At that point, I knew I could not work for that company. They were either so far behind the times or they didn't care. Either way, I didn't want to be there.

The SSN# and DOB should never be given on an employment application. It should only be given after a candidate is hired. I am surprised that some companies just don't get it.  Any company which is involved is requesting this information is clearly not aware of the laws and regulations or the impact and exposure those questions represent.

What is your primary reason for seeking a new role?

My boss offered me a cup of coffee during the interview.I wished it to come after my interview was over but it just arrived so soon. I have got the job but want a tip for future. Should i have drunk it with him or drink after the interview ended or should have just left it ignoring.

Drink 2 or 3 small portions WITHOUT MAKING NOISE when the interviewer is talking. But keep eye contact with him/her and make the movement of picking the cup and putting it down smooth, natural and firm. No spilling please.

Your Body Language During an Interview SPEAKS LOUDLY!

Be attentive. Genuine simple smile. Don't lean forward or backward. Legs firm on the ground and stand still (except for simple natural movement). Body facing the interviewer at a slight angle. Keep eye contact without staring. Move hands occasionally with mild movements to help explain an idea, otherwise keep them stand still on the chair arm or on the thigh. Do not cross legs.

Advice needed please: Is it illegal to withdraw a job offer because you find out someone is going through IVF? This is the scenario: Candidate A is intending going through IVF, they interview for and are offer a job in writing, they tell the employer that they want to accept but need to let them know that they will be going through IVF at sometime in the future, so occasionally will need a day off (booked in advance). Employer then withdraws the offer. Is this legal?

Looks like the company may be exposed to a gender discrimination lawsuit. IVF appears to be protected under Title VII.

Hi, Sometimes candidates do ask for the feedback in the interview room like how did they perform in the interview, what are the chances of getting selected. How to tackle this situation. Please help.

I have found that honesty goes a long way. I am very candid with candidates about how they did during the interview with me. Of course, this will take a great deal of tact in the delivery of the information. If there are things the candidate needs to work on for future interviews whether it be with my organization or another, the candidate needs to know "what they did wrong", in order to be successful in future interviews. Recruitment does not stop at us hiring talent, it continues with career coaching. I hope this helps.

Ask SCS: I am going to a career fair on Wednesday, and I am an English graduate student who wants to work in Human Resources. What are some good things to say?

Do homework on the companies that will be at career fair before you attend. You want to have a well written resume with you and dress professionally. You'll want to introduce yourself with a good handshake and eye contact (sounds easy but do a little research and practice). Be confident. Choose a few companies from your "homework" to target instead of trying to hit every booth. Talk to the individual (typically someone from HR or recruiting) about your major and the desire to transition into HR. Ask about internship opportunities and if there are any particular classes they suggest you take during the spring semester. I don't recommend mentioning part time. The companies at career fairs are larger companies and most likely looking for full time future employees. You can ask about job sharing opportunities or flex schedules. I'm not sure where you live so those topics might be a turn off if sharing and flex time are not popular in your region. Companies want confident, bright, and go - getter. Asking about part time, flex, or work sharing as a student might be a negative unless you have a unique situation such as having to take care of an ill parent, child, etc.

The goal is to approach the company... and get another meeting.

Ask SCS: 

What is your opinion on how best to answer the salary question posed in the on line application form?

Job seekers who apply on line reach the point where this question gets asked and an answer is mandatory in order to proceed further. The dilemma becomes a question of under-selling vs. over-selling. My advice is to avoid applying on line as a first approach to the application process but that's not always possible, so what is the best way to answer the question?

Answer:

My both sides of the coin 

With many online applications, the salary question is very straight forward and unavoidable. Additionally,   if you don’t answer it, you can’t move forward int he application process. Another note, many online applications even request your salary history.
My recommendations below all depends on the situations of each individual; if they are unemployed and for how long, if they have a job and looking to make a move to make more money, if there are changing careers and need a job to break into their new field, if they are taking the job for family medical coverage since their spouse’s company doesn’t offer it and there are dozens of other situations like these.
There is no one set recommendation that works for all except everyone needs to do their homework and research on current salaries and employment trends so you don’t undervalue or over value yourself.

1. If you are asked for your salary history, you need to be truthful when you enter it. There are many methods companies have to check if you are being accurate. Today many companies are even asking for a copy of your W2 for salary proof. But remember when you enter your salary history you need to add in all extras; commissions, bonuses and profit sharing when applicable. Additionally, employers complete background checks any untruths on an application including salary history will end the hiring offer.

2. If you are asked for your salary requirements in a range, I would take your total salary with all extra’s and add about 10% and have that be your starting range then add about 20% to your arrive at your ending range and again this depends on your current situation.

3. If you are asked for a single direct number as your salary requirement then use your current or last total salary and add a % that best fits your needs and situation.(normally 10-15)

4. If you are not asked about salary requirements, I always recommended putting off this conversation as long as possible until you can fully demonstrate your value to them and you can understand their full compensation offerings so both sides have a the full picture of value and worth.

Bottom line: your resume, cover letter, LinkedIn profile and over all interviewing skills need to show how valuable you are, so you can get the best starting salary from your new opportunity and the company feels they are getting a great value in hiring you. You also need to use some common sense if the job you are applying to has a normal range of 60-70K and you are looking to get 130K, you are most likely wasting everyone’s time.

The sad news is that over the past 4-6 years, many companies have taken advantage of the unemployment situations and have been lowering starting salaries and also have been freezing their current employees pay. Many of my working clients haven’t seen a pay increase in 4 plus years.

Mistakes to Avoid in Resumes and Cover Letters

• Incorrect spelling of the company name 
• In addition to the Dos & Don’ts, a CV should be modified every time the candidate applies for a position in order to match the job Criteria. That makes it easier for the recruiter. When it comes to the CV it should not be a history book. According to me, it should not more than 3 pages. 
• Sending one generic resume to the potential opening could also be a mistake. You need to tailor your resume to the job specification keeping in view the relevance to the job you are applying for. 
• Avoid having a very personal email address on your resume (for example: hotbabe@yahoo.com) - first initial, last name emails or a professional email address presents better:) 
• Candidates should always include months and years next to their companies of previous employment. I often only see years on CVs and think the candidate is trying to hide gaps in their experience. 
• Candidates should make sure that if they use cover letters, they send the appropriate one to the employer. I see cover letters from candidates stating they are trying to get a job that is completely different from the one they are applying for. It makes them look unorganized. 
• If you have more than 30 years experience, it is not necessary to list details/description that date back to when you delivered papers. Format your resume so the jobs fit nicely onto 3 pages max and near the end just list company name and your title. It helps the recruiters greatly. 

After focusing my hiring efforts on recent graduates for the past four years, the biggest error I note is that they are often not familiar with the resume they sent me. If I ask you to point out the position where you did X or let me know which of the positions listed on your resume prepared you best for Y a job candidate should be able to quickly point me in the right direction.It is frustrating when the prospect can't use the resume they submitted as a support tool during the interview because of their ignorance. Review your resume prior to a scheduled interview.

The biggest consistent mistake I see individuals make when writing their own resumes is that they do not communicate the value they bring to an organization. In a recent survey of HR professionals, 89% of respondents said accomplishments were the most important element. You have to show them how you can help the company by demonstrating examples of how you have saved companies money, made companies money, streamlined operations, made work easier, etc.

Does Your Credit Score Determine Your Chance to Get a Job?

Interestingly enough, some studies have shown no correlation between credit scores and fiduciary responsibility. Most people's credit scores tank due to events like very high medical bills (40% of bankruptcies), being underwater on their mortgages (around half of all US mortgages), and unemployment (now running at about 9%, though this is a falsely low figure because it excludes those who are underemployed and who have given up looking for work).

A credit score doesn't "determine your chance to get a job." A credit check is typically part of a background investigation that takes place after an offer is made. It's usually done in conjunction with a drug test and verification of criminal, education and employment histories. Also, adverse information on a credit check doesn't typically weigh against a candidate as heavily as a failed drug test, criminal record, past firing, lying about education, etc. I understand why people don't like credit checks, I'm not fond of them myself. It is, however, understandable why companies feel they are necessary.

Is your Linkedin profile now more important to you than your CV?

It is becoming more important for professionals, and is definitely a more versatile tool. But until employers begin to request a link to your LinkedIn profile and not a resume/CV and cover letter, the resume is still that initial introduction and hand shake that puts the hiring process in motion. They are both important. LinkedIn provides an opportunity for potential new employers to get a glimpse of your professionalism. It is more of a living document than a resume.

I believe it is transforming the way people seek and find talent. At the very least, it is providing an important first step for quickly and efficiently evaluating candidates. Conversely, as a candidate, it is providing members with a great marketing tool to present their capabilities and talent to a broader pool of opportunities, often bypassing the traditional recruiting channels and filters. It is a great tool.

In my opinion it is neither more or less important; it is a compliment to your careers achievements. Just like your playbill, your LinkedIn profile provides organizations and connections a consolidated overview of who you are and where your are in your career.  Life has evolved! Our parents used to end their studies, grab their diplomas, got a job and practically stayed there for life…

Today life is the opposite. Each one must be a multitask, multidisciplinary person and specially be on the “radar”. Being on the “radar” means that you have a LinkedIn profile at least, where all the headhunters or companies try to find the best person for their new job offers. Now, not being on the web having a CV profile, also represents the equivalent of not existing on this planet and therefore, not being up-to-date in what regards professional availability and the knowledge to understand a global community – the world is really so small, that you have to move on! You can even be the best there is for the job inquiry, but no one knows you exist…

How far back do you list volunteer/community service work?

SCS says:• Do you feel that your volunteer experience adds to your resume? or Does it fill space. Your profile says that you have twenty years of experience in your industry. Do you want to highlight your career/work experience or volunteer experience?

You should view volunteer experience as complementary to work experience. It can show breadth and depth. It can sometimes supplement bits of missing work experiences. Having said that, I suggest that people consider
1. How the experiences adds to the resume or rounds out your experience
2. The relevance to the responsibilities of position being applied for
3. How you would answer this question, "When did you do this and why is it relevant to this position now?"

Photos With Resumes: Legal or Illegal

Question: What is the definitive legality regarding a company asking for an accompany photo with a candidate's resume? Can anyone give a concrete yea or nay reason? I am seeing an increase in job postings asking for candidates to send in a photo along with a resume, and I feel that is just setting up companies for potential discrimination lawsuits.

Answer: Here is some content from the Equal Employment Opportunity Commission (EEOC) office of legal counsel that sheds some light on this topic:

"Under Title VII, it is not illegal for an employer to learn the race, gender or ethnicity of an individual prior to an interview. Of course, Title VII requires that all individuals be provided equal, nondiscriminatory treatment throughout the hiring process. If an employer representative observes a job seeker in a video clip, and either learns or surmises the person's gender, race, or ethnicity, such knowledge could increase the risk of discrimination or the appearance of discrimination. Employers need to take care in training hiring officials and human resources staff about the appropriate responses when gender, race, or ethnicity are disclosed during recruitment. Video clips might be analogized to information on a resume that clearly tells an individuals race, such as, "President, Black Law Students Association." In this situation, as with the video clip, the employer needs to focus on the person's qualifications for the job."

Is a summary of your background something that really should go on your resume?

Absolutely. Professional Summary sells you! 

If you can make it a bulleted list, even better. Employers can scan it more quickly. Additionally, a rambling summary does you no good. Short, sweet and job specific focused if at all possible.  There is always a debate about what goes on the top of a resume, but I strongly advocate for a simple branding statement that describes the key attributes and nature of the person that would set him/her apart from the competition. Not a list of skills, past positions, or responsibilities.

 It is the place for a "meta" statement, to give everything else a context. For a mid-career individual, it should be 2-3 lines in length - maybe a bit more but not by much. A focused summary bringing value to the reader. Informing an employer, that you're a "jack-of-all-trades," no.  A well-written resume will "sell" rather than "tell." You attract attention of potential employers with your resume by emphasizing the benefits and value you have to offer and can bring to their organization. (TIP: It goes beyond a general summary and laundry list of core duties and responsibilities!)

I have officially hit rock bottom on my job search!

SCS Reader says:My job search unfortunately has taken a turn for the worst once again. Two months ago, I had three interviews with major government contractors. A month later, I got rejected by all of them. Two of those contractors decided to cancel the technical writer and business analyst position that I interviewed for because of contract issues. Another company based in Tysons Corner, decided to cancel the solutions writer position because they lost their hiring manager to another company. Therefore, they had to restructure their entire staff and freeze their hiring process.

I really don't know what to do folks. Nothing seems to working out at all, and anytime a bad break occurs, it always happens to me. Therefore, I starting to believe that I had hit rock bottom on my job search.

Do you folks have any suggestions on how should I approach my career search? I am still interested in finding a full time opportunity in technical writing, business analyst, web development proposal writing, and technical analyst positions in the Northern Virginia/ Washington D.C. metro area. I apply to those jobs on every job board website, but it hasn't worked for me at all.

At this point, getting networking contacts via LinkedIn is the best option for me in terms of getting a full time opportunity. Your help and kindly tips will be greatly appreciated.


Answer:You're in a very competitive field, in a cut-throat city. So, when companies are hiring, it's already tough. Take an objective look at yourself. What are your strengths and weaknesses? What makes you a better candidate than the others?

Have you tried tailoring your resume for the position? Instead of sending out mass resumes, pick a few really "perfect" jobs, and tailor your resume. Highlight what skills, experiences, etc. you have that make you a great candidate.

In your resume include keywords and key phrases from the job description that fit your abilities and qualifications. Your geographical location is a competitive area and no doubt not easy to get noticed. 

Don't give up the hunt and good luck.

Top Reasons why employees don't give reasons why they are exiting an organization...

Generally employees don't leave an organization but rather leave their boss....... The prime reasons why the effectiveness of Exit Interviews has vanished is due to the following in my opinion:

1) Unwillingness to spoil rapport with the current company HR and Colleagues mainly your reporting manager

2) Fear of getting a poor review from past employer in a reference check process by the employee's future employer if the future employer is a competitor company

3) No one wants to become a whistle blower and point out reasons like mental harassment and organizational politics and risk a loss of reputation as everyone knows that his/her association with the organization is not for an eternity with any organization in today's times...

What are your reasons?

SCS Reader Says-I would love to make a career change and go into HR. What tips do you have for me to make this transition happen?

Answer:

Finding your passion in life is indeed a blessing! Paying it forward and helping others to blossom is as good as it can ever get. We are all energetically connected and whenever we support another in reaching and achieving their true potential/highest good, we help ourself! Being in service to others is a magnificent feeling, and I believe the secret to raising planetary consciousness!

Transitioning to an HR Career from Another Field

If you have a different academic background from that described, or you have been employed in another profession, a readily transferable, related academic background and related professional experience will help. Experience in general management and an understanding of business processes are vitally important. You may, therefore, wish to consider pursuing either an MBA or an MS graduate degree with a concentration in human resources in order to break into the field of HR.

When there are not sufficient numbers of qualified HR professionals with the preferred experience, employers occasionally hire other professionals who have related experience and who are willing to undertake additional education or training.

Those interested in HR as a profession can take college courses, attend seminars or take self-study courses as a beginning. In such circumstances, professional counselors might find opportunities in employer-sponsored employee assistance programs; teachers may be hired by training departments; or accounting, math and statistics majors could find employment in compensation and employee benefits. Law school graduates or attorneys may be hired to handle legal compliance or employee relations activities. Above-average communications skills are always essential for HR professionals. Since HR professionals handle confidential information, and must be comfortable interacting with employees at all levels, companies often seek people who are mature and experienced professionals—especially for higher-level positions in HR.