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.

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.

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?

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!

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.

After applying for a job, if the hiring manager did not contact me after two or three weeks what should i do?

There is no definite answer for this. You can either email them to inquire your status or concentrate on the next available opportunity. Sometimes, employers are busy with other priorities that they may take time to make a decision, so don't be discouraged.

Follow up! Often, hiring managers have many applications and an e-mail or phone call, can get your application to the top of the pile and, at least, get it looked at. You should follow up. They can hear your voice, which connects them to your resume. It's only right to acknowledge someone who has interviewed though I know this is not always done. That's why I would still encourage someone - if they really want the job or think they did a solid interview - to call and ask if a decision has been made. This will allow that person to move on or find out if there is a time frame when they can expect a decision. I tend to be rather assertive in getting information that impacts my life or career.

"Tell me about yourself..."

While assisting a client with a career change, I came across a question that really made me think hard about what others face while interviewing. At one time or another, we all have been in the situation where a hiring manager or recruiter says... “Tell me about yourself…” It can be at a networking seminar, job interview or just simply having a lunch meeting..... I would like to know, If faced with this question... How would you answer it......but here is the twist.... you can only use....Three words.

My three words would probably be:
Strategic - Results Oriented - Determined

What are your three words?