Information About Writing Your Job Search Is Confidential On Resume

Information About Writing Your Job Search Is Confidential On ResumeWriting your job search is confidential on resume. This is a common misconception among job seekers and even employers.If you have been out of work for some time, your resume is the one thing that has not yet come in the light of the public eye. At this point, it will be placed at the back of your cubicle with other unnecessary, unimportant papers. While employers might view it favorably, the same may not be the case with employees who have been out of work for a while.If your resume is honest but too lengthy and seems like you are wasting your time, then you can be sure that your job search is likely to have landed you nowhere. Your resume is not only an individual document but as an employee's document as well.In fact, your resume is the single most important part of your job search. If you do not have a good one, how can you expect to have any success in the job market? Even if you submit a resume with a long list of achievements, and none of them give a clue to why you have applied for the job, you may have still lost the race.While the length of your resume might have been a bother for some, you may also want to avoid writing about your past experiences and the job that you have held previously. Employers may be very sensitive to these types of details, especially if you have never been hired before.Some people write to look for jobs online. While writing resumes that look professional and detail oriented will increase your chances of getting an interview, there is no guarantee that you will get a job when you apply for it.A resume should only be used when you have reached the point where you feel that you need to express yourself. You have the ability to talk to a potential employer about why you want to be a part of their company.

Job Interviews How to Ace Any Type of Meeting and Win the Job

Job Interviews How to Ace Any Type of Meeting and Win the Job Planning your next big career move? Get ­going. Job openings climbed to 4.7 million in June, the highest level since 2001, reports the Bureau of Labor Statistics. And in a recent survey by Challenger Gray ­ Christmas, 77% of hiring managers re ­ported trouble filling slots because of a talent shortage. To succeed in this sunnier market, though, you need a firm grasp on today’s hiring process, one that may be far different from what you faced the last time you hit the circuit. For starters, businesses are going slow, spending an average of 23 days to fill a slot in 2013, vs. 12 days in 2010, according to employer review website Glassdoor. And many are replacing antiquated hiring methods with more offbeat ways to vet job seekers. “Companies are finding traditional job interviews aren’t identifying the high-quality candidates they need,” says Parker McKenna of the Society for Human Resource Management. Numerous academic studies have unearthed flaws in the process. A 2013 one co-written by psychologist Jason Dana at the Yale School of Management found that many hiring managers are mistakenly overconfident in their ability to assess how well a candidate will perform through a one-on-one interview. To get an edge on your competition, you should prepare for these four types of tests. The Video Chat What to expect: Last year nearly one out of five job seekers sat through a video interview, more than double the number the year before, according to a survey by workforce consultants Right Management. Firms want to see your communication skills, says ­McKenna. Plus, recruiters can cast a wider net for candidates without the cost of flying applicants into the office, notes Paul Bailo, author of The Essential Digital Interview Handbook. Since American Wedding Group, a Huntingdon Valley, Pa.â€"based provider of photographers, videographers, and disc jockeys, began video interviewing in May, the company has conducted more than 300 screenings. The firm used to interview candidates from across the country by phone. This new approach, says head of human resources Scott Mitchell, works better for a business that places a high value on professional appearance. “We want to be confident the candidate is someone we feel comfortable putting in front of our clients,” he says. How to be ready: Most video interviews are via Skype, so make sure you have a professional-sounding username and profile photo. Then nail down the mechanics. “Don’t let technology get in the way of getting hired,” says Bailo. That means investing in quality gear instead of relying on your computer’s built-in microphone and fisheye camera. “If you want to get a job, you have to buy a suit,” he says. “If you want to nail a digital interview, you have to buy the right equipment.” His picks: the Logitech HD Pro Webcam C920 ($100) and Blue Microphones Snowball sound kit ($90). To cut the risk of technical hiccups and a bad Internet connection, do a practice run with a friend an hour in advance. As with an in-person interview, looks matter. So dress appropriately, head to toe (be ready to stand to adjust the camera). Sit opposite a window for the best lighting, and pick a backdrop that’s clutter-free; off-white is ideal. During the interview, keep looking at the camera. “If your eyes are shifting around, it distracts from the content of your interview,” says Bailo, who recommends taping a script to the wall behind the camera so that you can hit on key points without having to look down or shuffle through notes. The Group Session What to expect: While some employers rely on group interviews to weed through a large pile of applicants, companies more commonly use them to survey a refined pool of potential hires for certain qualities. You’re likely to be one of three to five candidates, says Dan Finnigan, CEO of the social recruiting platform Jobvite. Typically you’ll be tasked with a group exercise. At Taste of D.C., a culinary event-planning business, groups must work together to develop a marketing campaign, say, or make a presentation. Even beforehand, the company observes how candidates waiting outside the interview room interact in a casual setting, says CEO Steuart Martens. Adrian Granzella Larssen, editor-in-chief of career advice website The Muse, points out that interviewers are looking for a very specific set of interpersonal skills, such as leadership, communication, and collaboration. That’s what the Boston-based international tour operator Grand Circle is after when it gives groups a task to complete, such as building a vehicle to transport an egg. “We analyze how candidates react,” says senior vice president of human resources Nancy Lightbody. “We’re looking for natural leaders to emerge.” How to be ready: No matter how tempting it may be to grab the spotlight, don’t. “Dominate the conversation, and you’ll be perceived as aggressive,” says Priscilla Claman, president of Boston coaching firm Career Strategies. Sit back, though, and you risk being overlooked. Give others space to offer ideas and then build on what they say. (“Josie brings up a great point?…”). “Having the ability to politely piggyback demonstrates you can collaborate and work well with others while taking a leadership role,” says Finnigan. (Letting someone else speak first gives you more time to craft your idea too.) Being in the same room as your competition, though nerve-racking, may give you a feel for the atmos ­phere at your future workplace. You’re getting a glimpse into the types of people the company likes. If the competition is cutthroat, employees may be as well. The Panel Approach What to expect: A third of employers put prospects in front of a group, Glassdoor reports. You’ll probably meet with three to five people, such as an HR rep, your prospective super ­visor, a senior peer, and heads of departments you’d interact with daily. For employers a panel interview has several advantages. “It eliminates different people hearing different things in one-on-one interviews,” says Peter Cappelli, director at Wharton’s Center for Human Resources. The insurer Kaiser Permanente asks finalists for midlevel management positions to present to a group. “It creates efficiency for both the candidate and the company,” says Jason Phillips, vice president of national recruitment and HR operations. “Many senior job seekers have a tight calendar.” Another upside for you is the insight you can gain into the company culture. Pay attention to how panelists interact with one another; in a healthy environment co-workers are collaborative but also welcome and respect other points of view, says Finnigan. How to be ready: To make it past a board, you’ll need everyone’s buy-in, says Washington, D.C., career counselor Karen Chopra. Contact your point person ahead of time to learn whom you’re meeting and roughly how long the interview will last (some run two to three hours). To give yourself a preview of the folks you’re facing, look up everyone’s profile on LinkedIn. Introduce yourself to all the panelists and jot down the seating order; you can glance at the chart throughout the session so you can address each person by name. (Save it for writing your thank-you notes.) Eye contact conveys confidence, says Chopra, so look directly at the person who poses the question, pass your eyes around the room as you answer, and circle back to the questioner as you’re wrapping up. Bring any mum panelists into the conversation, especially if there’s a chance silence means a closed mind. Posing a question about their divisions or clients also shows you’ve done your homework. The High-Stakes Game What to expect: Borrow your kid’s Xbox controllerâ€"you might need it for a job interview one day. Employers in a number of fields, including energy, consumer goods, and financial services, are starting to take a look at gaming technology to assess job candidates. Through custom-made videogames, companies can measure skills and personality traits that may be tough to pick up in person. “This is in the testing phase,” says veteran recruiter Mark Howorth. “But I do feel like it is about to take off.” Take Knack’s Wasabi Waiter, a 10-minute game that has job seekers act as a sushi server at a virtual restaurant. Not only are your customer service skills tested, says Guy Halfteck, founder and CEO at the game developer, but “the game evaluates everything from your problem solving to critical thinking, logical reasoning, empathy, conscientiousness, and emotional intelligence.” How to be ready: Gaming is in its infancy as a hiring tool, and how well the approach identifies ideal workers remains an open question. Nonetheless, get used to the technology. You can play Wasabi Waiter on Knack’s free mobile app, “What’s Your Knack?,” but don’t overthink your strategy: Your instincts are what interest employers, says Halfteck. When you’re finished, though, get back to working on your in-person interview skills. Odds are the last leg of the hiring process will be a face-to-face one. Close Modal DialogThis is a modal window. This modal can be closed by pressing the Escape key or activating the close button.

If You Support Trust Agents - Ill Support You! - Work It Daily

If You Support Trust Agents - Ill Support You! - Work It Daily By J.T. O'Donnell We live in a time where everyone (yes, we're ALL guilty), expects to get a lot of stuff for free on the Internet. In fact, a recent study showed that young people in particular (read We Will Pay for Nothing, Says Gen Y) feel most things should be free. Personally, I believe this mindset is going to change. In my short time on this earth, one thing I've learned to be true: You get what you pay for. However, until that day comes, I think we'll continue to see a lot of talented professionals give incredible amounts of time, energy and expertise for free, in hopes it will allow them to earn a living doing something they care about. Here's one such example: Chris Brogan. The name may not mean much to you if you are job seeker, but ask anyone who is focused on building a strong social media presence and they know Chris. His blog is a must-read for those trying to understand what it takes to navigate tools, like Twitter, for business and personal use. Look up the definition of 'giving a lot of one's professional self online' and you should see his name. So, when Chris wrote a blog post this week asking his followers to consider supporting the new book he just co-authored (their trying to get enough copies purchased this week to get him on a best-sellers list), I knew it was time I paid Chris back for all he has given me for free. His advice is worth $$$, and this book is very affordable. But now, I'm going to sweeten the pot on this deal. If you support Chris buy purchasing his book this week, (click on the book graphic to find out where you can get it), AND send me proof you bought it at trustagents@workitdaily.com, I'll sign you up for 3 FREE MONTHS in our private career network, CAREEREALISM University (a $29 value). In our network, you not only get a free copy of CAREEREALISM: The Smart Approach to a Satisfying Career, but you also get lots of other unique career resources, including access to 'live' office hours with a career coach to get your professional questions answered in real-time. It's like having your own personal career coach - and now you can try it for FREE. NOTE: This offer is only good until midnight, Friday, August 21th. I hope you'll consider the offer. I rarely endorse books on this site, and I've never offered free access to CAREEREALISM University to promote one. But Chris Brogan has taught me so much this past year, I'm hoping this can put a tiny dent in what I owe him. Thank you Chris! Have you joined our career growth club?Join Us Today!