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On Staff USA Blog
December 2nd, 2009
Résumés are a critical part of any job search. They are the most effective marketing tool any of us have about who we are and what we can do. And all of us want our résumé to be the best possible representation of our work.
But some workers turn their résumés into a work of fiction instead of a representation of fact. A CareerBuilder.com survey of hiring managers looked at the tall tales and bold lies job seekers have constructed on their résumés. Here are the hiring managers’ most outrageous whoppers:
1. Candidate claimed to be a member of the Kennedy family
2. Applicant invented a school that did not exist
3. Job seeker submitted a résumé with someone else’s photo inserted into the document
4. Candidate claimed to be a member of Mensa
5. Applicant claimed to have worked for the hiring manager before, but never had
6. Job seeker claimed to be the CEO of a company when he was an hourly employee
7. Candidate listed military experience dating back to before he was born
8. Job seeker included samples of work, which were actually those of the interviewer
9. Candidate claimed to have been a professional baseball player
Modifying your résumé is a lot like airbrushing a photo, and many of us may have made minor tweaks to our résumés. You may have revised a job title that sounded uninspiring or omitted a hellish work experience from your list.
But there’s a line between bending the truth and outright deception. According to the CareerBuilder.com survey, these were the most common falsehood told on a résumé:
· 38 percent of those surveyed indicated they had embellished their job responsibilities
· 18 percent admitted to lying about their skill set
· 12 percent indicated they had been dishonest about their start and end dates of employment
· 10 percent confessed to lying about an academic degree
· 7 percent said they had lied about the companies they had worked for
· 5 percent disclosed that they had been untruthful about their job title
Do these lies work? In most cases, no. Most companies disqualified candidates after discovering their dishonest. Thirty-six percent still considered the candidate, but ultimately passed on hiring them. Six percent of hiring managers overlooked the “flawed résumé” and hired the applicant anyway.
The survey also found some industries seemed to be more likely to have incidences of résumé fabrication. The industry reporting the most deceit was hospitality, with 60 percent of employers reporting they found lies on résumés. The transportation/utilities field and information technology followed close behind with 59 percent and 57 percent of hiring managers respectively. The industry with the fewest liars: government at 45 percent.
How do you make a résumé stand out without resorting to ? What can you do to be attention-getting for the right reasons? Here are some recommendations.
Be the first in line. One-in-five employers said they are receiving more résumés this year than last year. A good way to break out from the crowd is to be the first one in line. Sign up for e-mail alerts and perform daily searches for jobs in a specific field or industry.
Use keywords. Many hiring managers and HR departments are using new technology to review job candidates. Applicant tracking systems scan résumés and provide the managers with a ranking based on keywords in the document.
Among the terms employers searched for most often: “problem-solving and decision making skills,” “oral and written communication,” “customer service,” “retention,” “performance” and “productivity improvement,” “leadership,” “technology,” “team-building,” ”project management” and “bilingual.”
Stand out. Many of the hiring managers (43 percent) said that they spend a minute or less looking at résumés. Think of your résumé as a written audition. You have a limited window of opportunity to have the attention of the hiring manager, so make the most of it. Focus on specific accomplishments and tangible, positive results that you achieved at previous jobs.
Be honest. If you have a gap in employment periods, explain why. Mention any volunteer work you did or classes you took at these times to show that your skill set is still current and highlight what you have accomplished. People often forget to include volunteer work, part-time jobs and freelance work in a résumé, even though that work is often relevant to your career path. If you did not complete a degree, do not claim that you did; college and university attendance is easy to verify. List graduation date, the time frame you attended any institutions and major.
Source: www.CareerBuilder.com
Article by Rosemary Haefner, senior career adviser for CareerBuilder.com
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November 18th, 2009
 Job fairs are a great way to shop for new job opportunities, network and make personal contacts with recruiters at various organizations.
Here are some techniques recommended by experts to ensure that your performance at the fair doesn’t turn into a circus:
Do some scouting. If you’ve never been to a job fair, attend the next one that comes to your city for observational purposes. Pay attention to recruiters and fellow job seekers to pick up some pointers on how to dress, how to approach a company’s booth appropriately and how to successfully work the room.
Do some research. Find out which companies will be represented and learn about them in advance through corporate Web sites or other tools. The more you know, the more you can converse with the company representative in the booth and the more memorable you will be. You will also appear much more professional than unprepared job seekers who make the mistake of starting off their conversations with company representatives by asking, “What does your company do?”
Deliver your key messages quickly. Interviewers are very busy, so don’t waste their time. Work on a “sound bite” that says what your skills are, the type of work that interests you and the kind of company with which you want to associate.
Plan some questions. If you have additional time, be ready to ask intelligent questions. Ask how departments are organized and how your skills might be utilized within the framework of the company. Also show you know something about the company by asking questions about a recent product release, acquisition or other relevant news. And make sure to ask the interviewer what he or she likes best about the corporate culture to better assess if this company is right for you.
Get the interviewer’s business card. If an interview goes well, you will want to follow up with a letter that reinforces the points you made and the facts you learned. If you made a good impression at the fair, the interviewer probably has made a note to that effect and will remember that you passed his or her on-site screen.
Take advantage of the obvious. Sometimes recruiters will post job openings at their booth and provide written information. Grab all of the information you can on site before you get in line for an interview so you won’t waste precious time discussing the obvious.
Dress appropriately. You are going to a job interview, so dress the part. Break out the business attire and shine your shoes. It’s better to error on the side of the conservative than to be too casual.
Show your pearly whites. Smile when you meet the interviewer. Give a firm handshake. (If you are prone to sweaty palms, bring a handkerchief to use as a towel.) Keep breath mints on hand and make eye contact.
Be organized. Bring plenty of resumes with you. Keep them in a nice folder so you don’t get fingerprints all over them. Have a notebook for memos to yourself.
Avoid the shopping spree. Many companies give out freebies at their booths. It’s OK to pick up an item or two, but don’t leave the impression that you are shopping for your kids. The main impression you want to make is that you are very interested and very qualified for a job.
Keep lively. The lines may be daunting, but don’t fail to maximize this opportunity. Talk to every company that fits your experience and ambitions. If you meet with 20 recruiters, at the end of the day you will know 20 people by name. That sure beats sending a blind resume to “Personnel Director.”
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November 17th, 2009
Fashion designer Coco Chanel had a personal rule: Before she left the house, the style icon always removed one piece of her ensemble to avoid the faux-pas of wearing too many accessories. Were Chanel alive today and working as a hiring manager, she would likely offer similar advice to job seekers: You don’t have to include everything. 
Job seekers do themselves a disservice when they send out resumes with more information than they need. Most employers don’t have the time or patience to sift through the irrelevant details. Here are 10 things your resume could do without:
1. Spelling mistakes and grammatical errors.
“If you are careless enough to send out this most important document with a mistake… I immediately assume you’ll never care enough about the work you send out representing my company,” says Jose Bandujo, president of New York-based Bandujo Advertising. He recalls one candidate who misspelled Manhattan, despite having worked in the city for a decade and another whose great educational background didn’t compensate for the fact that he couldn’t spell “education.”
2. Opening objectives.
“These are generic… They do nothing to differentiate one candidate from another,” says Donna Flagg, president of The Krysalis Group, a human resource and management consulting firm in New York.
3. Personal attributes.
Listing personal information such as height, weight and age and providing photographs is a pet peeve for Heather Mayfield, vice president of training and operations for Snelling Staffing Services. “It is amazing that we still see this on the résumés of today, but they are out there.”
4. Interests and hobbies.
If these points of information don’t pertain to the job in question, there’s no need to include them. “Create a mystery and save these kinds of data points when you start the job,” advises Roy Blitzer, author of “Hire Me, Inc.: Resumes and Cover Letters that Get Results.”
5. Details of every task you’ve ever performed in every job you’ve ever had.
“It’s too much information. Managers and recruiters need to know at-a-glance what makes a candidate special,” Flagg says. Focus on those details that pertain to the job for which you’re applying.
6. Excessive bragging.
Stating one’s accomplishments can be helpful, but when it’s overdone, the candidate can come across as narcissistic, a huge turnoff for employers, Flagg says.
7. Outdated information.
Leave off the activities that you did in high school if graduation was a few years ago and omit jobs you held 10 or more years ago, as the information is probably irrelevant to the position you’re trying for now.
8. False information.
“Putting [that you have] a B.S. on a resume when you do not have one is ‘BS,’” jokes Stephen Viscusi, author of “On the Job: How to Make it in the Real World of Work.” Not only is lying on a resume unfair and dishonest, it’s also not very intelligent. “Companies verify dates of employment — often after you start. If you have lied, they fire you…Nobody wants to hire a liar. Nobody.”
9. Unexplained gaps in work history.
While job seekers should account for these gaps, they should be careful with their wording. “One of the weirdest things that I ever saw on a résumé… was a candidate who explained a 10-year lapse in work experience as being in jail during those years for killing her husband,” recalls Linda Goodspeed, marketing recruiting manager at VistaPrint. In such a situation, she says, the best thing to write would be “left work for personal reasons,” and the candidate would be able to explain the criminal record later.
10. A lack of professionalism.
Colored paper, cutesy fonts, links to personal websites and childish e-mail addresses all scream unprofessional and are a turn off to hiring managers. One otherwise qualified applicant didn’t get an interview at Bandujo’s firm solely because of the name in her email address: “weird2themax.” “I recognize the advertising industry is full of talented, interesting ‘characters’,” Bandujo says, “but did I really want one who thought she was weird to the max?” No, he decided, he did not.
By Mary Lorenz, CareerBuilder.com writer
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November 11th, 2009
Working for $10 an hour as a Starbucks barista is not exactly where Teresa Fritschi, 48, pictured herself at this stage of her career. Especially not after working as an award-winning communications specialist and earning more than $300,000 per year.
After being unemployed for almost three years before taking on the position at Starbucks as a fallback, Fritschi says that although her lifestyle has changed dramatically, she feels blessed to have a job at all.
“It has been a lifesaver,” she says. “Of course I am continuing to look for work more in line with my experience and expertise, but living in an attitude of grace and gratitude for this job has helped me overcome any lacking I might feel.”
Diane C.** lost her job as a corporate controller in September 2008. After two months of unemployment, she took a part-time job driving a limousine to help make ends meet, though she says she can’t count on it as regular income. Diane, 43, has eliminated all nonessentials like cable and home phone service, joined budget plans with utility companies and put her two children in state health care. While she enjoys meeting interesting people along the way, she still feels frustrated working a job that’s a step down from her qualifications.
“[There's a] feeling of inferiority because I am seen as only a driver or chauffeur when in reality, I am an educated individual,” Diane says. “When clients ask if this is my only job or what else I do, I can tell them my area of expertise and most of the time they continue the conversations in a more educated manner and ask financial or business opinions.”
Fritschi and Diane are just two of millions of successful, educated people who’ve found themselves affected by the economy. With the unemployment rate in March at 8.5 percent and 5.1 million jobs lost since the recession began in 2007,* many people are taking “bridge jobs,” or jobs for which they are overqualified, just to stay employed.
Rachel P.,** for example, worked in Web content production for a public-service media company when the company instituted a wage and hiring freeze in July 2008. She was told her position might be eliminated in August, so she began job searching and accepted the first position that came along to avoid a gap in employment.
The job, as an administrative assistant for a university department, pays several thousand less than her previous job and requires only a high school diploma. The bachelor’s and master’s degrees Rachel earned were irrelevant, even a hindrance, in the interview process.
“I was told that I was overqualified during both of my interviews for my current position,” she says. “Although feedback from my managers has been positive, I do not feel proud of my work here. I thrive on innovation and mastering new material, core strengths that are not utilized in my current role. I’m mindful of the fact that I am not adding to my portfolio or skill list and I struggle with how to compensate for this.”
Applying down
Rachel’s feelings are one of the major problems with “applying down” for a position, according to Duncan Mathison, contributor to “Rebound: A Proven Plan for Starting Over After Job Loss” (FT Press). Just because you apply for a job that’s lower on the organizational chart or requires fewer credentials doesn’t mean you’re guaranteed to get it, he says.
Problem is, when you find you didn’t get that job either, your thoughts may turn to self-destructive conclusions about yourself.
“[A thought like,] ‘I must really be a loser if I can’t get a lower-level job,’ is really a job search energy killer,” Mathison says. “Depending on your career track, [applying down] can also really set you back significantly in lifetime earnings and career progression. The assumption, right or wrong, is that you will be unmotivated, unhappy and leave in a heartbeat if you get a better position. They also assume you won’t like the pay.”
Joe Covelle, 47, faced opposition concerning his education when he began looking for work after he left a financial position due to health issues. Aside from 20 years experience, he completed undergraduate work and also earned a master’s in management. Now working full time at Home Depot and starting his own career-development business, Covelle says he had to take the master’s level information off his résumé so as not to look too educated or experienced during his job search.
“Home Depot [is] getting an exceptionally educated person with advanced emotional intelligence and people skills for a pay level of an entry-level person,” he says.
The upside to applying down
There are many people out there working jobs for which they’re overqualified, but not all of them are unhappy with what they’re doing. In fact, in many cases it’s just the opposite.
“People are taking on bridge jobs because they need work and surprise, surprise — some of these jobs are actually fun,” says Beth Ross, a career coach. “The fulfillment comes from the enjoyment, sometimes the lack of competition around the job, [and] the thrill of trying something new.”
Mitch Drew recently took a position as an advertising sales representative at a Canadian TV station where he was formerly a sales manager. While it’s a step down from his old position at the company, the 46-year-old is content at the moment.
“I am extremely tired of looking for work and want to take a break from interviewing. The rejection is hard to take,” he says. “I have more time, less stress and going through the exercise of having less income has had its upside.”
When Joy S.,** 33, was let go from her job as the director of a pro-bono legal services program for a social service provider, she took on a nanny position. She found that working with children was a breath of fresh air compared with her lawyer lifestyle.
“Lawyers take themselves pretty seriously and kids are a great antidote for that,” Joy says. “As a lawyer, I worked like a lion to protect my clients and I always have, but I dealt with profound misery on a regular basis. I found my time with the kids to be healing in a way. I enjoyed their wide-eyed wisdom.”
Lessons learned
Despite pay disparities, responsibility adjustments and a few frustrations, those who have taken on a fallback position must take it seriously, Ross says.
“Learn, grow and don’t burn any of the bridges in the job itself. Lifetime learning is essential today,” she reminds. “Stay open to the possibility of developing and expanding a brand-new career. Take this opportunity seriously, for you never know where it is going to go.”
*According to the most recent unemployment numbers released by the Bureau of Labor Statistics on April 3, 2009.
**Names have been changed to protect current occupation
Source: www.CareerBuilder.com
Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
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October 28th, 2009
Writing a résumé isn’t exactly a speedy process. First there’s the brainstorming. Then, you have to write — and rewrite, and rewrite — your educational and work histories until your résumé perfectly boasts your background. Plus, there’s all that proofreading.
Even though your résumé took you hours to write, hiring managers will typically spend less than one minute reviewing it. If your résumé has any glaring errors, however, employers will waste no time deleting it.
To ensure your résumé gets proper attention, avoid these 10 all-too-common blunders:
1. Not bothering with a cover letter.
Cover letters are so important to the application process that many hiring managers automatically reject résumés that arrive without them. Make the most of your cover letter by expanding on a few of your qualifications, explaining any gaps in employment or providing other information that will entice the employer to read your résumé.
2. Giving your résumé format a little “flair.”
Unusual fonts or fluorescent pink paper will certainly make your résumé stand out — in a bad way. Keep your résumé looking professional by sticking with standard white or cream-colored paper, black type and a common font like Arial or Times New Roman.
3. Going long.
Since your high school job scooping ice cream probably isn’t relevant to your career anymore, it shouldn’t be included on your résumé. Your résumé shouldn’t be longer than two pages so only include your most recent and relevant work history.
4. Focusing on duties, not accomplishments.
Instead of writing a list of job duties on your résumé, demonstrate how each duty contributed to your company’s bottom line. For example, anyone can plan the company fund-raiser, but if you note that your fund-raiser brought in 50 percent more money than the previous year’s event, the hiring manager will be take notice.
5. Having a selfish objective.
Employers are trying to determine whether you’re a good fit for their organizations, so everything on your résumé should point to your experience. A summary of qualifications that conveniently displays your accomplishments and background is far more effective than a generic objective statement (”To gain experience in…”).
6. Being too generic.
Always customize your résumé and cover letter for each job and employer to which you apply. This way, you can tailor your materials to show how you will be a perfect fit for the position.
7. Guesstimating your dates and titles.
With the proliferation of background checks, any “upgrades” you give your titles or stretching of employment dates to cover gaps will likely get caught — and eliminate you from consideration.
8. Tell everyone why you left.
Never put anything negative on your résumé. If you left the position due to a layoff or you were fired, bring it up only if asked.
9. Include lots of personal information.
It’s fine if you enjoy fly fishing on Sunday afternoons, but unless your hobby relates to your career, it doesn’t belong on your résumé. The same goes for your height, weight, religious affiliation, sexual orientation or any other facts that could potentially be used against you.
10. Assume spell-check is good enough.
Spell-checkers can pick up many typos — but they won’t catch everything (manger vs. manager, for example). Always proofread your résumé several times, and ask a friend to give it a final review.
Source: www.CareerBuilder.com
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October 21st, 2009
 Let’s face it: Even when you’re on top of the world, chances are good that the idea of networking sounds like a big, fat drag. You can probably think of 100 other things you’d rather do — like cleaning the blades of your ceiling fan. But if you’re one of the 14.9 million who are competing for what seems to be a handful of jobs, your confidence has probably taken a hit. So now is probably not the time to be meeting anyone new. In fact, now is not the time to get out of your pajamas.
Ah. But it is. Networking is the single most valuable thing you can do with all this free time you’ve got now. It will help you build the relationships that will stay with you for the rest of your career. You will learn more about your profession, industry and community. It will protect you from becoming an out-of-touch doofus. And, best of all, it will put you in front of people who have leads on jobs that haven’t been published yet (the hidden job market). Through active networking, you could be the only candidate who is considered for that great job. Why? Because you got there first. Networking will do that for you. So while you change your clothes, change your mind about networking too! Here’s how:
Remember there’s nothing phony, lame or desperate about being out of a job.
With so many people who have been laid off, people are expecting to hear from you and help you. Call them.
Change your mind about what you’re networking for.
If you think that one meeting this afternoon is going to land you a job, you’re going to sound desperate. Each meeting is a chance to tell your story about what you do and who would benefit from your talent. So try to relax and take each meeting as it comes. Some that you have high expectations for will turn out to be duds. Some that you think will be long-shots will be gold mines. You’re networking not to land a job but to meet people, who will then introduce you to others, who will then introduce you to still others — one of whom will one day say, “When can you start?”
Remember that it’s not all about you.
You’re meeting because the two of you have something in common (similar job title, shared interest in the profession, industry or community, the person works in a company that interests you). Focus on that commonality and explore possibilities that spring from that commonality. Truly listen to what that person is saying, don’t just wait until their lips stop moving so you can start talking yourself.
Be yourself.
That is, be your best self. Don’t be the self that wants to stay home in your pajamas, hugging a pint of Ben and Jerry’s tight. Be the self who is at the top of your professional game, with a wealth of value to still deliver to the world, with a track record of successes that you still keep top of mind.
Tell your story without the usual job -search downers.
If your story tends to end with, “And then I got laid off,” you might want to rewrite your script. Focus on your accomplishments and the fact that people noticed your potential throughout your career. Be real about how it is you’re between jobs right now, just like “a lot of really great people these days” (use those words). And then immediately ask your networking partner a question about the company, industry trends, anything that shows you’re still a player in your field and ready to start contributing again.
Have a full calendar.
No networking meeting should ever be the last networking meeting you have scheduled. Always have something else (lots of something else’s) lined up. No one wants to be anyone’s last, best hope.
Have an agenda.
Many job seekers only have a vague notion of what to talk about in a networking meeting so networking becomes synonymous with small-talk. Small-talk does not impress anybody unless you’re looking for a hostess job. Spend two minutes talking about your background, 15-30 minutes talking about the jobs and employers on your target list, and the rest of the time talking current trends in the industry. Don’t forget, like any good business meeting, end it on time. Don’t dawdle. Don’t linger. Don’t ask for that second cup of coffee. Get out politely, but get out.
Thank your networking partner immediately afterward and confirm you’ll stay in touch.
It’s amazing how few people actually do this. Stand out! Send a note. Send an e-mail. Say thank you. And report back on how you followed up on all that great advice you just got. Keep that person informed of your progress. And you’ll continue to have a lively network of people who care about you and respect you for the rest of your career.
Pay it back.
You may be out of work. But you still have all your resources. Use them to help others in or out of the job search.
Source: www.CareerBuilder.com
Duncan Mathison and Martha I. Finney are authors of the book, Unlock the Hidden Job Market (FT Press, 2009). For more information or to contact the authors directly, visit www.unlockthehiddenjobmarket.com.
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October 19th, 2009
The Bureau of Labor Statistics reports that the national unemployment rate is 9.4 percent and since the end of 2007, the number of unemployed people has increased by a whopping 7 million, which means 14.5 million Americans have lost their jobs to date.
Whether you’re a recent college graduate or an experienced veteran, these numbers are intimidating, but you can’t lose hope. A recent Careerbuilder.com survey states that 41 percent of workers who were laid off from full-time jobs found a new full-time position.
The jobs are out there, but the way in which you search, discover, apply and interview for these positions has changed over the past few years. The best way to get a job now is by building your own personal brand, becoming known for a specific expertise and then networking your way into your desired job — not just one that will pay your bills.
Americans love brands, and well-known brands can command premium prices and more respect and have greater opportunities than competitors. Just like Coca-Cola, the iPhone and Angelina Jolie, you are also a brand and can become a rock star in your industry.
Personal branding, by definition, is the process by which you market yourself to your audience. When it comes to the online world, personal branding has become more noticeable. You can have a social network profile, just like any celebrity, company or product. Social networks and blogs are free to start, and allow us to make a name for ourselves, at the cost of our time.
5 tips for building your personal brand
1. Claim your name
Just as in the domain-name craze, people are rushing to social networks to register their user names. If you wait too long, someone who shares your brand name will take what you think is rightfully yours. Aside from registering yourname.com, you’ll want to create your Google profile (google.com/profiles), own your Twitter handle (twitter.com/yourname), your LinkedIn profile (linkedin.com/in/yourname) and other social networks in your industry.
2. Establish your profiles
Just having profiles won’t give you much traction in the job market. By having a branding strategy, which states what you want to become known for, your expertise and what you’re passionate about, you can fill out your profile information with confidence. You want people to know that you’re looking for a job and details about what type of job you’re interested in. This is something you want to highlight in your profiles.
3. Have a consistent brand presence and promise
Don’t just brand yourself for the sake of doing it or you won’t get any results, nor will it be authentic. Instead, focus on what makes you remarkable, and consistently promote it on all of your Web sites. This means that you want to use the same picture, brand name and positioning on everything that you touch, both online and offline. By doing this, people will be able to follow your digital tracks and offer you targeted job opportunities.
4. Build your network before you need it
This may be an old saying and cliché, but it works just the same online, with collecting Twitter followers, LinkedIn contacts, Facebook friends and blog subscribers. You never know when someone you know or don’t know can help you get a job. “If you want to find your dream job, you better start building your network through Twitter, LinkedIn and blogging,” says Ryan Healy, co-founder of BrazenCareerist.com.
5. Conduct a people search
Of course you should apply to jobs on sites like Careerbuilder.com, but there are other strategies you can use in combination. First, you need to name the top three to five companies where you want to work. Second, use social networks to find people who work for those companies. Finally, build a relationship with those individuals by joining their community, asking for an informational interview and then for a job. “I like to think of Facebook, LinkedIn and other social networking sites as like virtual cocktail parties — when you interact and socialize online, you meet people who can open all kinds of doors for you, including job leads,” says David Meerman Scott, author of “The New Rules of Marketing & PR.”
The result of building your personal brand is employers coming after your experience, instead of you just applying for jobs and waiting for an answer. You are empowered right now to make a difference in your life and get the job of your dreams. Take a giant leap today and get started!
Source: www.CareerBuilder.com
Dan Schawbel is a personal branding expert for Gen-Y. He is the author of “Me 2.0: Build a Powerful Brand to Achieve Career Success” (Kaplan, April 09), as well as the publisher of the award-winning Personal Branding Blog and Personal Branding Magazine.
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October 7th, 2009
A red flag is a warning signal, something that provokes an irritated reaction or demands attention.
Hiring managers everywhere look for certain red flags on an application, in responses given during the initial telephone interview, and on site interviews to potentially screen out a candidate in the early stages of the hiring process.
To be certain that you will get past the initial screen, be aware of the following common candidate red flags:
1. No Home Address Telephone Number or E-mail Address
If they can’t find you, they can’t hire you. Without basic information and an easy way to contact you once interest is established, your chances virtually disappear.
2. Time Lapses Between Jobs
If the time between past positions is wide, you will have some explaining to do. Be certain you’re honest and provide all necessary information on gaps in employment up front. It is certain the new company will want to know.
3. Negative or Vague Reasons for Leaving Past Employment
Immediately, the worst case scenario comes to the mind of the hiring manager when you are negative or vague with information about past departures. There is no room for sour grapes. Instead, keep a positive outlook and give details around leaving your previous positions.
4. Inconsistent Answers
You may be asked the same question in a hundred different ways, so your responses to similar questions must be consistent at every step of the hiring process. Inconsistent answers or waffling leave a negative impression in the mind of the interviewer and will most likely eliminate you.
5. Unrealistic Expectations
Whether you want a certain percentage of travel, desire a particular commuting distance, have compensation issues, or long for relocation, unrealistic expectations on your part can lead to disaster and a quick exit. Know what you are willing to do and what your bottom line compensation number is before you get involved with an interviewing process.
6. Lack of Preparedness
Do your homework. Research the company online and develop intelligent questions prior to any interview. Prepare and impress the hiring managers. Take it seriously, and they will take you seriously.
7. No Career or Personal Goals
Where do you see yourself in two years? How about five years? Have a clear direction around both business and personal goals before entering an interview. Include action plans and rewards along the way. Share this information where appropriate. This shows the hiring manager you are focused, prepared and have a specific direction for your career. Share your plan.
8. Negative or Reactionary Attitude
It’s all about P.M.A., baby! Possess a “positive mental attitude.” Smile, provide a firm handshake and use eye contact. When you react to information in a negative way, you won’t get far. Don’t dictate what must be done; simply gather information and insight to keep the process moving in a positive direction. If negative information is shared with you, don’t react, simply write it down to discuss at a later date.
Source: www.CareerBuilder.com
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October 6th, 2009
“People don’t mind being used,” says Chris Matthews, host of MSNBC’s TV show, “Hardball with Chris Matthews.” “What they mind is being taken for granted.”
Right on, Mr. Matthews. Every day, people are taken advantage of when their acquaintances need help networking. It’s become such an issue that it might do everyone some good for a little lesson in the networking etiquette department.
In today’s job market, the old cliché ‘It’s not what you know but who you know’ has become, ‘It’s not what you know but who knows you,’” says Katharine Hansen, author of “A Foot in the Door: Networking Your Way into the Hidden Job Market.” (Ten Speed Press)
Here are 10 important aspects of network etiquette, excerpted from Hansen’s book:
Know your purpose for networking. It sounds obvious, but job seekers waste their contacts’ time when they don’t really know what they want to do, where they want to work or how the contact might be helpful to them. Think about what companies you want to target through networking and how you can identify connections that will lead you to those employers.
Do your homework. Don’t ask your contacts questions that could easily be answered by doing a little basic research. The more you know about your contacts’ companies and backgrounds, the more impressed they will be. 
Don’t act desperate. Your contacts will be much more willing to help someone who is confident and capable than someone groveling, whining and desperate. Don’t forget that as high a priority as it is to you, your job search is not so to most of your network.
Listen. When someone is kind enough to offer you job advice, listen attentively. Write your contact a thank-you note and include something that tells your contact you listened.
Respect your contact’s time. Don’t drop into a contact’s office uninvited and when you call a current or prospective member of your network, always ask if he has time to talk. When the situation allows, bide your time before launching into networking conversation.
Ask for help in small doses. Don’t burden your contact with overwhelming requests for help and advice. Ask more questions than favors. You can always ask for more at a later time.
Get permission before using a network contact’s name to approach another prospective contact. Similarly, when you’re scouting for new members of your network, tell prospective contacts how you got their names.
Be careful with your use of the word networking. Some people have grown weary of being networked. Unless you are attending a function specifically earmarked for networking, it’s best not to advertise the fact that that is what you are doing. Instead, think of yourself as making connections, building relationships and seeking advice.
Don’t be pushy and aggressive. Be sensitive to just how much a contact is willing to do for you and don’t push beyond that limit. Be persistent but not annoying.
Remember that networking is a two-way street. The idea of reciprocity is perhaps the most important aspect of networking. Offer your help to your contacts and supply needed information whenever possible.
Source: www.CareerBuilder.com
Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
Reprinted with permission from A Foot in the Door: Networking Your Way into the Hidden Job Market, revised.
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September 30th, 2009
 Today’s workplace doesn’t look much like it did 20 or 30 years ago. Typewriters gave way to clunky PCs which are now paper-thin laptops. Perhaps more noticeably, the workers look different now that shoulder pads are gone and they took teased bangs with them.
Over the past few decades, fashion statements that belonged to rebels became part of mainstream attire. Piercings in your eyebrow, nose and tongue started showing up on your Average Joe and Jane. Tattoos no longer belonged to bikers — your typical college student might be sporting ink somewhere on his or her body. Even Mohawks and brightly dyed hair worked their way into suburbia. As a result, younger generations entering the work force have brought their sense of style with them and are complicating the old dress codes.
Know your audience
Now that business casual is the new suit-and-tie, how much liberty can you take with your appearance before you’re not seen as professional? Depends on the industry, says Brad Penman, chief operating officer at The Marketing Arm, a promotions agency.
“Obviously the dress code and the acceptable ‘look’ should match your organization’s culture,” Penman says. “What’s OK for a creative agency like ours may not be right for a bank, investment firm or attorney’s office.”
Workers should keep in mind that the company culture has two components: the boss and the client.
“[The company's dress code] should match the expectations of your clients. Your clients pay the bills, so it’s important to respect what makes them comfortable,” Penman explains. “And, by the way, it’s OK to ask your clients that question. If [they] expect you to be creative and understand that a little irreverence can spur exceptional ideas, they’re likely to be OK with a different look around the office.”
Etiquette consultant Mary Harris agrees that context is everything.
“Your judgment really does have to come into play here. If you’re a software developer or graphic designer, most likely the atmosphere is more relaxed in your work environment and an outward creative expression of your personality would not be frowned upon,” Harris says. “If you are in investment banking or work in the sales department of a large firm then pink hair, visible tattoos and tongue piercings would not be recommended if you are hoping to land or keep a job. Even subtle piercings like nose rings, which younger workers feel are very tame, are considered inappropriate to their older superiors.”
When you’re already employed, you probably know what’s acceptable and what’s forbidden in terms of personal style. At least you’re already employed, so if you have a question you can ask your boss or refer to the handbook. When you’re looking for a job, though, how do you deal with your unique appearance?
The interview dilemma
Janet Flewelling, director of human resource operations at HR-services company Administaff, suggests job seekers exercise caution during the interview.
“One of the primary goals of an interview is to leave a lasting and positive impression,” Flewelling says. “When interviewing for any position, most employers are seeking candidates who display professionalism. In many cases, the first impression a prospective employee will make on an employer is often based on appearance.”
If a cautious presentation isn’t in your best interest, at least recognize what you’re risking with 11-inch hair spikes or a tattoo of your daughter’s name on your forearm.
“If a candidate were to arrive at an interview with an uncovered tattoo and the organization is one that prohibits its employees from having exposed tattoos, the chances of that individual landing the job can be reduced,” she says.
Of course, you could be your own tattooed Trojan horse and play it safe for the interview, only to arrive for your first day with your pink hair and inked arms exposed to the world. But that could be just as bad. Flewelling cautions job seekers that the company could have an explicit policy about visible body modifications, and if you do an about-face, the boss might perceive your conservative interview appearance as dishonesty.
One way to prevent the awkwardness of revealing your true, expressive fashionista is to discuss the matter prior to accepting the job — just don’t sound presumptuous with your questions. The last thing you want is to sound like you know you’re getting the job, thereby turning off the hiring manger.
“One way to approach the subject of the company dress code, without potentially sending a red flag, is to ask about the policy as part of a list of general questions. Try asking the question in an open-ended manner,” Flewelling suggests. “For example, instead of saying ‘Do you have a dress code?’ or ‘Can I wear a nose ring?’ phrase questions in a manner that leads to a discussion. ‘Are there any dress code specifications relevant to this position I should be aware of?’ or ‘Are there any particular types of dress required for the job?’”
The ongoing debate
Even after you’re hired and have established yourself as part of the company, you can find yourself grappling with work-appropriate appearances as your style changes or career advances. Maybe one morning you wake up and think the Dorothy Hamill haircut you’ve been sporting since 1976 isn’t contemporary enough. Or maybe you get promoted and worry that an edgy look doesn’t belong in a senior position.
In both cases, Flewelling puts the responsibility to personal judgment.
“The best way to proceed in this regard is to look and learn. There is rarely a one-size-fits-all or right and wrong in these matters,” she says. Your best bet is to take cues from the people around you to see how they dress and are perceived, she says.
Ultimately you need your work environment to suit you, and Penman thinks this is something everyone needs to recognize.
“I’d say that company owners and top management need to change their thinking about how people should ‘look’ in the workplace and instead think about how people ‘can look.’ One of the most important benefits to staff is freedom of appearance at work. It’s a benefit to feel comfortable,” Penman says. When you’re looking at potential employers, ask yourself if you’ll be comfortable going to work every day dressed how they want you to look.
Source: www.CareerBuilder.com
Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.
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