The Top 10 Resume Gaffes, Blunders & Snafus is a high overview of mistakes job candidates may make in developing their resumes and presenting themselves to potential employers.
Promise And Perils Of Internet Searching Job CandidatesGeorge Lenard
Employers increasingly use Internet searches to recruit and background check applicants, and to monitor employees. This has risks and benefits for both employers and employees. Presentation slides for 1/2 hour to hour talk on subject suitable for wide variety of audiences.
Two Commitment Levels As Indicative Of Marital ExpectationsCarlos Flores
In the project, we used two competing commitment models to examine newlywed women’s expectations of infidelity and divorce: the Investment Model, which predicts commitment from satisfaction (satisfaction with current relationship), relationship investments (time, effort, or money invested in the relationship), and quality of alternatives (third parties that those in the relationship perceive to be an alternative to their current mate), and the Commitment Framework, which describes commitment in terms of personal (desire to be in the relationship), moral (being on a relationship due to held moral principles), and constraint (being in a relationship in order to be able to survive, due to inability to work, etc.) factors.
In this study, we seek to identify which specific components of these models best predict women’s expectations of infidelity and divorce, and newlywed women’s expectations of infidelity and divorce, particularly in the first two years of marriage when satisfaction typically declines.
One hundred and ninety seven women who had been married two years or less completed an online survey. Participants were representative of geographic regions across the U.S.
The study is limited to women because women can support themselves now, as women’s roles in marriages have changed drastically over time. In the past, women had to stay committed for structural reasons, such as inability to provide for themselves financially. Today, more women are part of the workforce, which gives them greater financial freedom and the ability to terminate an unhappy relationship.
It also gives them increased exposure to alternative partners, which puts them at greater risk of infidelity. Such reasons indicate that women may seek personal satisfaction in relationships, which is indicative of personal commitment rather than structural reasons to marry.
Finally, this study focuses on marriages without children, as research shows that children can be a protective factor on marriages. Due to the intractable influence that children impose on relationships, this study only focuses on marriages without children, as children may add a structural commitment, which may confound results.
Findings from this study indicate that women are more likely to expect infidelity if they have low personal commitment, and moral commitment. Also, exposure to alternative partners (e.g., through workforce participation) increased their expectations of infidelity. Women are also more likely to expect divorce if they have lower personal commitment and lower relationship satisfaction. The biggest predictor of infidelity and divorce expectations was personal commitment suggesting that marriage today is based on personal fulfillment or a desire to be in the relationship. When a person no longer feels that they want to be married, their expectations of divorce increase, irrespective of moral or structural obligations.
Practitioners can use this information to help couples make realistic, informed choices about marriage. Marital instability can be reduced by preventing marriages in which partners expect infidelity or divorce from the outset.
The document discusses reasons for divorce such as infidelity, incompatibility, substance abuse, growing apart, personality issues, lack of communication, and abuse. It also examines how finances, immaturity, lack of financial resources, and poor reasons for marriage can contribute to high divorce rates among young marriages. Additionally, it explores whether opposites attract and identifies the "Four Horsemen of the Apocalypse" relationship issues. Methods for saving marriages through improved communication are presented, as well as stages of breaking up relationships and their effects on children. Maintaining a positive co-parenting relationship after divorce can help reduce negative impacts on kids.
Rev Up Your Resume : Jump Start Your CareerRebecca Page
My career objective is blah, blah, blah--boooring! A powerful resume states who you are, your expertise, and most importantly, your achievements. Tell companies what you can do for them. Don't write the average Joe's resume. That won't get you the interviews.
This presentation looks at each element in the process for selecting the right employees; from creating job descriptions, to writing job advertisements, to designing and evaluating applications. It also addresses how to legally conduct reference and credit checks, create structured interviews, the methods for avoiding discrimination claims, and for testing and evaluating applicants.
The BounceBack St. Louis team conducts two day workshops for those in career transition. Day 1 covers conducting a personal skills assessment, finding companies who hire those occupations, searching for jobs, understanding company culture and creating a great resume.
March17th Bounce Back into Business Services - Part IISheila Burkett
The document provides tips and guidance for job seekers to bounce back into business services careers. It outlines an agenda for a workshop including resume review exercises, networking strategies, using social media, and interview preparation. Attendees are encouraged to leverage their network by connecting with others, attending industry events, maintaining an active online presence, and securing informational interviews to learn about potential opportunities. The document stresses developing an elevator pitch, researching target companies, and practicing for challenging interview questions to help ace interviews and land a new role.
Promise And Perils Of Internet Searching Job CandidatesGeorge Lenard
Employers increasingly use Internet searches to recruit and background check applicants, and to monitor employees. This has risks and benefits for both employers and employees. Presentation slides for 1/2 hour to hour talk on subject suitable for wide variety of audiences.
Two Commitment Levels As Indicative Of Marital ExpectationsCarlos Flores
In the project, we used two competing commitment models to examine newlywed women’s expectations of infidelity and divorce: the Investment Model, which predicts commitment from satisfaction (satisfaction with current relationship), relationship investments (time, effort, or money invested in the relationship), and quality of alternatives (third parties that those in the relationship perceive to be an alternative to their current mate), and the Commitment Framework, which describes commitment in terms of personal (desire to be in the relationship), moral (being on a relationship due to held moral principles), and constraint (being in a relationship in order to be able to survive, due to inability to work, etc.) factors.
In this study, we seek to identify which specific components of these models best predict women’s expectations of infidelity and divorce, and newlywed women’s expectations of infidelity and divorce, particularly in the first two years of marriage when satisfaction typically declines.
One hundred and ninety seven women who had been married two years or less completed an online survey. Participants were representative of geographic regions across the U.S.
The study is limited to women because women can support themselves now, as women’s roles in marriages have changed drastically over time. In the past, women had to stay committed for structural reasons, such as inability to provide for themselves financially. Today, more women are part of the workforce, which gives them greater financial freedom and the ability to terminate an unhappy relationship.
It also gives them increased exposure to alternative partners, which puts them at greater risk of infidelity. Such reasons indicate that women may seek personal satisfaction in relationships, which is indicative of personal commitment rather than structural reasons to marry.
Finally, this study focuses on marriages without children, as research shows that children can be a protective factor on marriages. Due to the intractable influence that children impose on relationships, this study only focuses on marriages without children, as children may add a structural commitment, which may confound results.
Findings from this study indicate that women are more likely to expect infidelity if they have low personal commitment, and moral commitment. Also, exposure to alternative partners (e.g., through workforce participation) increased their expectations of infidelity. Women are also more likely to expect divorce if they have lower personal commitment and lower relationship satisfaction. The biggest predictor of infidelity and divorce expectations was personal commitment suggesting that marriage today is based on personal fulfillment or a desire to be in the relationship. When a person no longer feels that they want to be married, their expectations of divorce increase, irrespective of moral or structural obligations.
Practitioners can use this information to help couples make realistic, informed choices about marriage. Marital instability can be reduced by preventing marriages in which partners expect infidelity or divorce from the outset.
The document discusses reasons for divorce such as infidelity, incompatibility, substance abuse, growing apart, personality issues, lack of communication, and abuse. It also examines how finances, immaturity, lack of financial resources, and poor reasons for marriage can contribute to high divorce rates among young marriages. Additionally, it explores whether opposites attract and identifies the "Four Horsemen of the Apocalypse" relationship issues. Methods for saving marriages through improved communication are presented, as well as stages of breaking up relationships and their effects on children. Maintaining a positive co-parenting relationship after divorce can help reduce negative impacts on kids.
Rev Up Your Resume : Jump Start Your CareerRebecca Page
My career objective is blah, blah, blah--boooring! A powerful resume states who you are, your expertise, and most importantly, your achievements. Tell companies what you can do for them. Don't write the average Joe's resume. That won't get you the interviews.
This presentation looks at each element in the process for selecting the right employees; from creating job descriptions, to writing job advertisements, to designing and evaluating applications. It also addresses how to legally conduct reference and credit checks, create structured interviews, the methods for avoiding discrimination claims, and for testing and evaluating applicants.
The BounceBack St. Louis team conducts two day workshops for those in career transition. Day 1 covers conducting a personal skills assessment, finding companies who hire those occupations, searching for jobs, understanding company culture and creating a great resume.
March17th Bounce Back into Business Services - Part IISheila Burkett
The document provides tips and guidance for job seekers to bounce back into business services careers. It outlines an agenda for a workshop including resume review exercises, networking strategies, using social media, and interview preparation. Attendees are encouraged to leverage their network by connecting with others, attending industry events, maintaining an active online presence, and securing informational interviews to learn about potential opportunities. The document stresses developing an elevator pitch, researching target companies, and practicing for challenging interview questions to help ace interviews and land a new role.
The document provides information on opportunities in the public policy arena, including unemployment rates and where to find policy jobs. It discusses working for the executive branch, Capitol Hill, or advocacy groups. It provides tips for applying to federal jobs, including creating a federal resume, answering KSA questions, and following up. The document also gives advice on networking, the job interview process, and appropriate professional attire.
This document discusses alternative careers for law school graduates and lawyers. It defines alternative careers as non-traditional legal careers and notes that law training provides valuable skills in writing, analysis, problem-solving and communication that are applicable to many fields. The document then lists several specific alternative career paths and explains why employers would want to hire individuals with law degrees, despite potential skepticism. It emphasizes researching prospective career fields and networking within them to help find alternative career opportunities.
This document discusses alternative careers for law school graduates and lawyers. It defines alternative careers as non-traditional legal careers and notes that law training provides valuable skills for a wide range of fields. These skills include writing and analysis, leadership, problem solving, communication, and the ability to identify legal and compliance issues. The document provides examples of alternative careers, discusses how to market legal skills to non-legal employers, and offers advice on researching career options and networking to explore new paths outside of practicing law.
Network your way to a new career
Effectively utilize social media in your job search
Resumes that make the first cut
How to answer any interview question
How bad do you want it career center feb 2011Richard Ross
The document provides advice on how to land a new job, including being proactive in your job search rather than passive. It emphasizes creating a target list of potential employers, using all available resources to build contacts, and being prepared for interviews. The key is taking real action in your search rather than just wishing for a job, with tips on daily goals, persistence, and drawing on family and spiritual support.
Preparation of Interview Skills for How to Develop your Skills For InterviewRajan Jothymani
The document provides tips for preparing for a job interview. It advises understanding your own strengths and experiences, creating a professional resume and personal profile, researching the position and organization, practicing answers to common questions, and knowing what is legally allowed to be asked in an interview. The goal is to present yourself as the best qualified candidate by highlighting your accomplishments and being prepared to discuss how you match what the employer is looking for.
The document outlines an agenda for finding a new job, including assessing skills, identifying opportunities, understanding company culture, and assembling a career plan. Key points include evaluating strengths and gaps, researching occupations and employers, understanding how different companies' cultures may impact fit, and creating documents like a skills list and target company list. The goal is to help participants explore their skills, understand the job market, and effectively market themselves.
The document outlines steps for finding a new job, including assessing skills, researching occupations and companies, understanding corporate culture, and assembling a career plan. Key points covered are evaluating strengths and accomplishments, identifying transferable skills and gap areas, researching occupations and companies that hire for those jobs, understanding how culture impacts fit and success, and creating a career plan with materials like a skills list and job application tracker.
The document provides tips for preparing for and succeeding in job interviews. It recommends doing research on the employer, having examples ready to highlight your strengths and how you overcame weaknesses, and anticipating questions about lack of experience or grades. The document also suggests questions to ask the interviewer and proper follow-up after the interview, such as sending a thank you. Preparation, a positive attitude, and following etiquette guidelines can help maximize your chances of receiving a job offer.
Job Search, Resume & Interview TipsCheri_Wargo
This document provides tips for job seekers on networking, resume writing, applying for jobs, interviewing, and following up after interviews. Some key points covered include using LinkedIn to expand your professional network and find opportunities, tailoring your resume for specific roles, researching companies before applying, practicing for behavioral interviews, and sending thank you notes after interviews. Proper preparation, following application instructions, and maintaining professionalism throughout the process are emphasized.
Effective Law Firm Interviewing Skills: How to Avoid "Off Limits" Questions b...LawCrossing
This document discusses effective interviewing skills for law firms and how to avoid asking discriminatory questions. It provides examples of inappropriate questions about age, national origin, marital status, disability, organizations, and social interests. Employers should focus questions only on job qualifications and responsibilities. The document recommends interviewers prepare thoroughly, listen more than they talk, know employment law, and get training to ensure nondiscriminatory practices.
Top ten strategies, decisions, and actions june 2011 ctsgRichard Ross
The document provides top ten strategies, decisions, and actions for amplifying one's job search and career path. It discusses key decisions to make regarding relocation, compensation, interim jobs, and financial planning. It also offers tips for building a contact database, preparing for interviews, writing cover letters, and magnifying one's job search efforts through daily planning and goal setting. The document emphasizes taking action over wishing, being prepared, using all available resources, and not taking rejection personally.
This document contains information for an employee profile form and application for employment, including work history, education, skills, and other details. It requests contact information, employment history with dates and descriptions of roles, supervisors, compensation and reasons for leaving for up to nine previous positions. It also asks for education history, languages spoken, military service, groups or organizations, hobbies and interests. Further sections request qualifications, strengths and weaknesses, reasons to hire over others, benefits and availability. The document appears to be a comprehensive application and profile to assess a candidate's fit and eligibility for a potential position.
This document provides information and guidance about career services, resume writing, interviewing, and job searching. It outlines the staff and services available at the career center, important parts of a resume, tips for interviewing, appropriate dress, and follow-up after an interview. Key points covered include developing experience through activities and internships, using action verbs and quantifying skills on a resume, researching employers before an interview, and following up with thank you letters.
The document provides tips for individuals with a legal background to stand out to employers during the hiring process. It emphasizes maintaining a positive attitude, carefully addressing legal history in applications and interviews, and educating employers about programs like the Federal Bonding Program that mitigate liability concerns related to hiring individuals with criminal records. Body language, phrasing, and follow up are also important aspects to focus on during the interview process according to the document.
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
This document provides tips and strategies for networking and job searching as an administrative manager. It outlines using social media like LinkedIn to expand one's network and find job opportunities. Specific advice includes maintaining a professional online presence, connecting with others in one's industry, attending seminars and events, and preparing for interviews by researching companies and common questions. The success of networking, using available resources, having references and recommendations, and staying positive are emphasized.
Employment Gaps - Reframing Your ExperiencesJudy Sun
The webinar discusses addressing employment gaps when job searching. It suggests framing gaps positively by focusing on skills developed, like adaptability and resilience. The presentation recommends using annual date ranges on resumes, highlighting transferable experiences from gaps like volunteering, and being prepared to discuss gaps confidently in interviews by having examples of learning experiences.
The document provides guidance for managers on conducting effective interviews to select the best candidates for jobs. It emphasizes that past behaviors best predict future performance and that interviews should use open-ended, competency-based questions. Managers should prepare well, ask questions to understand skills and experiences, and avoid any biases or illegal inquiries. The goal is to fairly evaluate candidates and choose the person who is the best fit for the role.
"Presentation on Effective Resume. Check to see good
examples of effective resumes. Effecive tips for writing a
Resume These PDF's are available for all VEDA students
for free on www.veda-edu.com"
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The document provides information on opportunities in the public policy arena, including unemployment rates and where to find policy jobs. It discusses working for the executive branch, Capitol Hill, or advocacy groups. It provides tips for applying to federal jobs, including creating a federal resume, answering KSA questions, and following up. The document also gives advice on networking, the job interview process, and appropriate professional attire.
This document discusses alternative careers for law school graduates and lawyers. It defines alternative careers as non-traditional legal careers and notes that law training provides valuable skills in writing, analysis, problem-solving and communication that are applicable to many fields. The document then lists several specific alternative career paths and explains why employers would want to hire individuals with law degrees, despite potential skepticism. It emphasizes researching prospective career fields and networking within them to help find alternative career opportunities.
This document discusses alternative careers for law school graduates and lawyers. It defines alternative careers as non-traditional legal careers and notes that law training provides valuable skills for a wide range of fields. These skills include writing and analysis, leadership, problem solving, communication, and the ability to identify legal and compliance issues. The document provides examples of alternative careers, discusses how to market legal skills to non-legal employers, and offers advice on researching career options and networking to explore new paths outside of practicing law.
Network your way to a new career
Effectively utilize social media in your job search
Resumes that make the first cut
How to answer any interview question
How bad do you want it career center feb 2011Richard Ross
The document provides advice on how to land a new job, including being proactive in your job search rather than passive. It emphasizes creating a target list of potential employers, using all available resources to build contacts, and being prepared for interviews. The key is taking real action in your search rather than just wishing for a job, with tips on daily goals, persistence, and drawing on family and spiritual support.
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The document provides tips for preparing for a job interview. It advises understanding your own strengths and experiences, creating a professional resume and personal profile, researching the position and organization, practicing answers to common questions, and knowing what is legally allowed to be asked in an interview. The goal is to present yourself as the best qualified candidate by highlighting your accomplishments and being prepared to discuss how you match what the employer is looking for.
The document outlines an agenda for finding a new job, including assessing skills, identifying opportunities, understanding company culture, and assembling a career plan. Key points include evaluating strengths and gaps, researching occupations and employers, understanding how different companies' cultures may impact fit, and creating documents like a skills list and target company list. The goal is to help participants explore their skills, understand the job market, and effectively market themselves.
The document outlines steps for finding a new job, including assessing skills, researching occupations and companies, understanding corporate culture, and assembling a career plan. Key points covered are evaluating strengths and accomplishments, identifying transferable skills and gap areas, researching occupations and companies that hire for those jobs, understanding how culture impacts fit and success, and creating a career plan with materials like a skills list and job application tracker.
The document provides tips for preparing for and succeeding in job interviews. It recommends doing research on the employer, having examples ready to highlight your strengths and how you overcame weaknesses, and anticipating questions about lack of experience or grades. The document also suggests questions to ask the interviewer and proper follow-up after the interview, such as sending a thank you. Preparation, a positive attitude, and following etiquette guidelines can help maximize your chances of receiving a job offer.
Job Search, Resume & Interview TipsCheri_Wargo
This document provides tips for job seekers on networking, resume writing, applying for jobs, interviewing, and following up after interviews. Some key points covered include using LinkedIn to expand your professional network and find opportunities, tailoring your resume for specific roles, researching companies before applying, practicing for behavioral interviews, and sending thank you notes after interviews. Proper preparation, following application instructions, and maintaining professionalism throughout the process are emphasized.
Effective Law Firm Interviewing Skills: How to Avoid "Off Limits" Questions b...LawCrossing
This document discusses effective interviewing skills for law firms and how to avoid asking discriminatory questions. It provides examples of inappropriate questions about age, national origin, marital status, disability, organizations, and social interests. Employers should focus questions only on job qualifications and responsibilities. The document recommends interviewers prepare thoroughly, listen more than they talk, know employment law, and get training to ensure nondiscriminatory practices.
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The document provides top ten strategies, decisions, and actions for amplifying one's job search and career path. It discusses key decisions to make regarding relocation, compensation, interim jobs, and financial planning. It also offers tips for building a contact database, preparing for interviews, writing cover letters, and magnifying one's job search efforts through daily planning and goal setting. The document emphasizes taking action over wishing, being prepared, using all available resources, and not taking rejection personally.
This document contains information for an employee profile form and application for employment, including work history, education, skills, and other details. It requests contact information, employment history with dates and descriptions of roles, supervisors, compensation and reasons for leaving for up to nine previous positions. It also asks for education history, languages spoken, military service, groups or organizations, hobbies and interests. Further sections request qualifications, strengths and weaknesses, reasons to hire over others, benefits and availability. The document appears to be a comprehensive application and profile to assess a candidate's fit and eligibility for a potential position.
This document provides information and guidance about career services, resume writing, interviewing, and job searching. It outlines the staff and services available at the career center, important parts of a resume, tips for interviewing, appropriate dress, and follow-up after an interview. Key points covered include developing experience through activities and internships, using action verbs and quantifying skills on a resume, researching employers before an interview, and following up with thank you letters.
The document provides tips for individuals with a legal background to stand out to employers during the hiring process. It emphasizes maintaining a positive attitude, carefully addressing legal history in applications and interviews, and educating employers about programs like the Federal Bonding Program that mitigate liability concerns related to hiring individuals with criminal records. Body language, phrasing, and follow up are also important aspects to focus on during the interview process according to the document.
Hiring Hazards: How to Avoid the 7 Most Common Legal LandminesComplyRight, Inc.
Hiring talented, hard-working employees is a vital part of running a successful business. But it’s not always easy – nor is it risk-free. Make one wrong move, and a job seeker could sue your company for discriminatory or unfair hiring practices.
In this climate of heightened attention and regulatory enforcement, you can’t afford to cut corners when hiring. Strict compliance with employment laws comes into play at nearly every stage – from writing a job description and placing an ad to interviewing and screening applicants. This free webinar will examine the biggest legal landmines when hiring, with practical pointers on navigating a safe and compliant hiring path.
Watch now and learn:
- Why your job application may be illegal
- 5 questions you should NEVER ask candidates
- How to use pre-employment testing without getting into trouble
- The proper – and legal – way to construct a job offer
- Tips for completing new hire paperwork correctly
- The one thing you should provide to every new employee for your protection
This document provides tips and strategies for networking and job searching as an administrative manager. It outlines using social media like LinkedIn to expand one's network and find job opportunities. Specific advice includes maintaining a professional online presence, connecting with others in one's industry, attending seminars and events, and preparing for interviews by researching companies and common questions. The success of networking, using available resources, having references and recommendations, and staying positive are emphasized.
Employment Gaps - Reframing Your ExperiencesJudy Sun
The webinar discusses addressing employment gaps when job searching. It suggests framing gaps positively by focusing on skills developed, like adaptability and resilience. The presentation recommends using annual date ranges on resumes, highlighting transferable experiences from gaps like volunteering, and being prepared to discuss gaps confidently in interviews by having examples of learning experiences.
The document provides guidance for managers on conducting effective interviews to select the best candidates for jobs. It emphasizes that past behaviors best predict future performance and that interviews should use open-ended, competency-based questions. Managers should prepare well, ask questions to understand skills and experiences, and avoid any biases or illegal inquiries. The goal is to fairly evaluate candidates and choose the person who is the best fit for the role.
"Presentation on Effective Resume. Check to see good
examples of effective resumes. Effecive tips for writing a
Resume These PDF's are available for all VEDA students
for free on www.veda-edu.com"
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Top 10 Resume Gaffes, Blunders & Snafus Linked In
1. Top 10 Resume Gaffes, Blunders & Snafus Nikki Champagnie March 2011 Delivering Marketable Career Services in Higher Education
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Editor's Notes
The Top 10 Resume Gaffes, Blunders & Snafus is a high overview of mistakes job candidates may make in developing their resumes and presenting themselves to potential employers.
Information that should not be shared on a resume such as age, race, political affiliation, home ownership status, family, health status and religious affiliations. Federal laws are in place to protect job candidates and employees from being discriminated against in regards to these factors. In an effort to keep the selection process neutral and protect job candidates from possible discrimination it is strongly advised not to include this information on a resume (Equal Employment Opportunity Commission, 2009).
A resume in not a formal or legal document rather an informal, marketing tool used for branding, capturing your significant accomplishments and leveraging a candidates position for an interview. That said, cite relevant work experience for the position you are applying (i.e., customization). Resume differentiation is about standing out among the competition while highlighting reasons you are the best candidate for the position.
Unless you are an actor, actress or model there is no valid reason to have a picture on a resume. Occupations where one’s appearance is directly related to the position is valid, however for other professionals this creates an opportunity for possible discrimination. Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex and national origin, which can be communicated through a picture (Equal Employment Opportunity Commission, 2009). If a member of a potential employer held prejudices and based his or her decision not consider your resume because of one of these factor rather than a candidate’s knowledge, skill and abilities than that is an issue of discrimination. Not every employer utilizes discriminatory practices but yield on the side of caution and omit pictures. Other Equal Employment Opportunity (EEO) laws to consider regarding discrimination are: Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older (EEOC, 2009). Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments (EEOC, 2009). Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government (EEOC, 2009). NOTE: Referring to the word “appearance” in this context is to take into account characteristics or unique points of person such as national origin, religion, sex, race, color and not how the person is dressed. Arriving to an interview in attire not suitable for your industry, stained clothing, etc. communicates a different perspective on appearance and is not covered by the fore mentioned federal laws.
There is a distinct line between embellishments and untruthfulness, be honest with dates of employment, salary and reasons for separation because they can be verified. Being viewed as untrustworthy or possessing a lack of integrity decreases your chances for an interview or employment opportunities. Additionally, it creates uncertainty in the mind of the recruiter or hiring manager (i.e., references, former employers and associations). EXCEPTION: When a candidate is switching careers and desires to “brand” him or herself in a new position or industry they may refer to themselves in a position they have not held before. This replaces the need to use an objective and one can incorporate his or her transferrable skills to be used in the new position and title.
Sharing your current or former company’s trade secrets, financial reports, client databases or other confidential information does not create a positive impression with potential employers. It demonstrates one’s lack of judgment, character, and integrity. If your current or former employer entrusted you with sensitive information, especially if a confidentiality agreement was signed, honor the agreement and choose another way to demonstrate your value to a potential employer. Not honoring confidentiality agreements may result in a current or former employer seeking legal action because of breach of contract. It would be wise to consult an attorney to discuss your legal responsibility if you decide to work for a competitor of your former employer.
Being asked to leave your job or being fired is an uncomfortable moment and may be a challenge to discuss. However it should not be addressed on a cover letter or resume. If asked in an interview, be honest, explain the circumstance, share what you have learned and how you have improved your performance. In this recent recession, there are several people that have been downsized and are now out of work. It is important to note the difference between being fired and being downsized. Being fired is normally a performance based decision in which an employee did not meet performance expectations or goals. Employees can influence their performance and prevent being fired with coaching, training and other professional development interventions. Downsized employees have very little influence on the organization’s industry performance or other external economic factors. In this case, a job candidate may state he or she was downsized in the interview and be prepared to discuss what professional development improvement have been made since the downsizing.
A candidate will not dupe a seasoned recruiter or hiring manager with overselling their work experience. Remember they are experts at identifying candidates and using “flowery” or unrealistic statements in a resume will place a candidate in the “DO NOT CALL” pile. Again, highlight work experience with result-focused statements. If a candidate lacks a certain skill address how the skill will be overcome with a current class, mentoring or training program in the cover letter or interview.
It is important to identify more than three references even though a candidate may only be requested to submit three. The rational is an employer may ask for more or your original three references may be unavailable, change their mind or cannot be reached once the reference checks begins. Having the additional references demonstrates to the employer you are prepared for unexpected changes and you have a group of colleagues that think highly of you as an professional.
Hiring managers and recruiters are extremely busy with multiple projects and deadlines. Most will not read a candidate’s resume initially but scan it for keywords, metrics and quantifying information (Bernstein, 2011). Which makes the case to use only relevant and concise information. Excessive content demonstrates a candidate’s inability to identify pertain information. The resume should be focused and communicate a clear message about what the job candidate has accomplished.
The reference page is provided as an opportunity for you, the job candidate, to learn more about your rights and prepare you as an informed consumer of research.