How to Blow the Interview Before You Say a Word

How to Blow the Interview Before You Say a WordHow to Blow the InterviewHow to Blow the Interview Before You Say a WordInterviewing is a multi-sensory experience. And if you inadvertently assault any one of the interviewers five senses sight, hearing, taste, touch, or smell you could blow the interview before it ever starts.1. SightDo not let your interviewer see You looking at your watch, You looking at your Blackberry, Your numerous unconventional piercings, Your extensive body art gallery, Your cleavage, Your bare arms (guys, please no short-sleeve shirts with a tie) Your excessive bling, or The label on the sleeve of your new suit.That label? Cut it off, along with the threads on the pockets and the back flap.2. HearingPut away your iPod and your (muted) cell phone. If you cant get through a pre-interview waiting period without music or a phone call, how will you get through the workday?3. TasteYou will probably be asked if youd like coffee or water. Its a very simple, yes-or-no question. Either answer is acceptable. My friend the HR part remembers one candidate who asked instead for a cup of hot water because she was fasting and had brought her own special teabag. She was remembered thereafter as The Teabag Lady. 4. TouchThe proverbial firm handshake is good. Anything beyond that is probably too touchy-feely for an interview. 5. SmellRepeat after me, I will strive to be unscented in my job interview. Garlic, onions, alcohol, and cigarettes are obvious no-nos before an interview. But steer clear of good smells, too. If your scent (cologne, hairspray, whatever) is strong enough to be noticed, its too strong. Then again, theres also common sense.In case you were wondering, The Teabag Lady actually did get the job. Because in the end, her preparation, her qualifications, and her personality trumped the oddity of the teabag and the oversharing about her dietary habits. In most cases, however, its easier to avoid sending up sensory red flags in the fir st place.

Hiring Leapfroggers to Jump to the Next Big Thing

Hiring Leapfroggers to Jump to the Next Big ThingHiring Leapfroggers to Jump to the Next Big ThingHiring Leapfroggers to Jump to the Next Big Thing Kaplan, author of Leapfrogging Harness the Power of Surprise for Business Breakthroughs (Berrett-Koehler, 2012)We all know we need to innovate.Companies that leapfrog over existing ways of doing business surprise the market with something remarkably new.Its not about business as usualChuck Templeton, founder of Open Table, created a restaurant reservation network to become the undisputed leader in online and mobile reservations.Allyson Phillips, founder of the Tilty Cup, revolutionized the sippy cup for children in a way that accelerates motor skills development.Tena Clark started DMI Music to establish the market for custom radio shows and audio logos like the United Airlines rhapsody in blue theme song.Its intriguing to think about this type of neuheit, but what can you really expect when going for the next big thing?Creating breakthrou ghs isnt just about wiz-bang technology.Changing the game in whatever were doing usually requires that we embrace ambiguity, live with uncertainty, and confront (or ignore) the critiques of naysayers along the way.Hiring LeapfroggersFor anyone whos started a new business, you may be used to these things. But if you want to take things to the next level, you usually need help.Often, that requires hiring top talent.Heres the catch. If you hire people with great technical skills but who dont have the more subtle qualities needed for helping you truly break-through, then youve just taken a big step backward rather than forward. The last thing you want is a key player on your team paralyzed by feelings of uncertainty and risk-taking.Going for the gusto should involve five essential considerations when recruiting new hires1) Leapfrogging MindsetBreakthrough innovation involves a unique way of thinking.A mindset focused on leapfrogging views the world with the goal of changing the game cre ating or doing something radically new or different that produces a significant leap forward.Do those youre hiring want to change the world with you, or simply collect a paycheck? Make sure you hire for attitude.2) Complementary KnowledgeThe goal is to hire peoplewho can round out what you already bring to the party.Do those youre hiring possess expertise that will help you reignite business success, create or leverage new technology, or build out a new business model?3) Strategic RelationshipsMost innovative companies create networks of partners to create and deliver their products and services. What relationships do your prospective team members bring with them?What strategic partners could they contact on day one?4) Ambiguity ToleranceBig innovations can take time.During the process, decisions must be made using limited data, assumptions revisited regularly, and set-backs taken in stride.Do your prospective teammates have experience leading through uncertainty, or do they need an annual plan that never changes in order to function? Keep everyone on track with employee performance reviews.5) Optimistic PersistenceResearch shows that taking assertive actions (even if they dont lead to positive results) contributes to feelings of optimisim and the risk-taking mindset needed to persist through the tough times.Are those youre hiring able to define and take another step forward, even immediately following a personal set-back?Finally - Keep your Ego in CheckIts natural to feel that hiring others is all about getting help to create your breakthrough. The best people for the job, however, most likely arent those who will mindlessly execute your big vision.Hiring others to advance your cause also means opening yourself up to new inputs and insights. And this isnt always easy for the founder of the next big thing.Research shows that people with big egos are perceived by others as the most effective leaders. In reality, however, these people are the least effective wh en leading team-based tasks.Perhaps the most strategic thing an entrepreneur can do when sourcing talent is to check their own ego at the door.Humility allows us to appreciate others potential contributions, helps us see the bigger strategic picture more clearly, and gives us insight into the gaps that need to be filled. And dont forget to regularly motivate your employees.Breakthrough innovation is about making a significant difference for your customers while creating strategic differentiation for your business. In many respects, the soft stuff is the hard stuff when it comes to leapfrogging existing mindsets, markets and the competition.Its one thing to hire for hard skills. Its another to tune into the less tangible qualities that will help you leap to the next level.AuthorSoren Kaplan is the author of Leapfrogging Harness the Power of Surprise for Business Breakthroughs (Berrett-Koehler, 2012) and is a Managing Principal at InnovationPoint LLC where he advises start-ups and als o consults to Cisco, Colgate, Disney, Medtronic, Visa and larger firms.He led the internal strategy group at HP and is an Adjunct Professor within the Imagineering Academy at NHTV Breda University of Applied Sciences in The Netherlands.To learn more about the book Leapfrogging or contact Soren visit Leapfrogging.com.

When Hiring for Real World Experience is a Better Value

When Hiring for Real World Experience is a Better ValueWhen Hiring for Real World Experience is a Better ValueIf youve spent time recently perusing the available job market, youve probably seen a new theme among entry-level locations. It seems that nearly every position, from cashier to computer technician, asks for or prefers a college degree. While its a given that specialized careers such as lawyers or doctors would need some kind of advanced certification, for many other positions the connection between additional schooling and performing the essential job functions may not be as dependent.If youre a hiring professional, perhaps youre thinking it only makes sense to ask for a college degree for your open positions. After all, attending higher education would appear to correlate to a higher level of intelligence and, therefore, a more successful candidate on the job. But before you go reaching for that submit button on your latest job listing, consider the benefits of candidates w ith alternative qualifications. Ready to learn more? Lets take a look at a few scenarios when hiring for real-world experience is a better value than shopping for candidates with college or advanced degrees.Entry Level PositionsFirst thing first, its time we address the elephant in the interview room. Were talking entry level jobs and the various requirements that employers seem to place on these low-responsibility positions in a knee jerk fashion. While the term entry level can vary in meaning from employer to employer or industry to industry, the commonality is that candidates need little to no actual experience in the given field in order to get up and running. Typical entry-level jobs include food service, clerical, data entry, stock room, delivery, and other positions where the essential functions are easily taught and understood without needing any specific background.During the employment downturn following the housing and stock market crashes in the late 2000s, many employer s found themselves with a wealth of newly minted college graduates ready, willing, and able to take any available job. While the willingness of college grads to accept lower pay and responsibility positions dried up as the jobs market improved, employers have been slower to the punch when it comes to altering their hiring mindset. The result is that hiring managers often include the requirement of a college degree for any and all jobs as a matter of course, limiting the available talent pool to only those who have spent 2-4 years in higher academia. The end result of this mismatched, overqualified approach to hiring is often shorter term employees and a higher level of job dissatisfaction. When polled, countless employers site employee turnover as one of their highest areas of overhead and largest disrupters to business continuity. The truth is that young would-be job seekers who have attended college typically do so with a specific career, or at least career aspirations, in mind. W hile they may have that graduate degree in their pocket to get them in the door as a warehouse staffer, rest assured that the majority of college graduates will consider your entry-level, part-time, or labor based job as a temporary stop-gap measure until they can find a position in their chosen career path.Identify Essential Job FunctionsWith the above facts in mind, its in every hiring managers best interest to keep their options open as they start out their search for the perfect candidate for their open job listing. Instead of listing out a set of minimum or preferred qualifications based on some level of education try approaching your opening in a more holistic manner. Start out by polling your various managers and staffers in the same or complementary positions as the job for which youre hiring. Identify the essential job functions, responsibilities, and minimum requirements needed to perform and excel. If you already have a person in a similar position, consider what characte ristics or prior experience they had prior to joining as well. Using this information, craft your job listing in a way that focuses on the individual strengths and qualities of an individual candidate, rather than an arbitrary degree.The Bottom Line on Hiring Based on Practical SkillsJust as items labeled one-size-fits-all inevitably end up fitting no one well, no one set of requirements or qualifications are right for every position within your company. While higher education can often teach valuable skills such as logic, reasoning, math, and communication, these qualities can also be gained from the real world either in a similar job or via life experience. By limiting your position to candidates with advanced educations, you cut out a significant demographic from the job pool that may possess the traits you desire and are committed to remaining in your position and growing with the company. In short, hiring managers should look at each listing on a case by case basis and take the time to invite and evaluate a diverse range of candidates. The end result will be a better fit for both your business and your new employee.

Hiring Algorithms Can Stop You from Scoring a Job. This Is How

Hiring Algorithms Can Stop You from Scoring a Job. This Is HowHiring Algorithms Can Stop You from Scoring a Job. This Is How Undoubtedly, technology has had an unprecedented influence on our lives. It shapes our consumer habits, hobbies, relationships - and even our chances of scoring a good job. If you apply for a job online, chances are therell be one abstract thing standing between you and a prospective job interview a set of complex hiring algorithms. It may sound like a scene from a futuristic movie, but the opposite is the truth. This article talks about the air of authority and respect that computers have in todays hiring industry and the concerns about objectivity and ritterlichness that this change brought about. Courtesy of Wall Street JournalA stsortiment story of Kyle BehmA couple of years ago, a young nam named Kyle Behm got interested in a nadir wage part-time job at a Kroger supermarket. For a high-achieving student like Kyle, it semmed like nothing but a formality.Wh at happened, though, is that Kyle didnt get invited to an interview. Hed been red-lighted by the personality test hed taken during the application process.Of course, Kyle tried to apply elsewhere. But he always got turned down. All companies were using the same exam that resembled the commonly used five factor model grading people for conscientiousness, extraversion, agreeableness, neuroticism and openness to experience.The test these employers were using was developed by a workforce management company as part of an employee selection program. But apparently, they werewalkingon thin ice here.Using medical exams in hiring is illegal under the Americans with Disabilities Act of 1990 and if it turns out to be the case of the so-called personality tests, too, companies will have to stop using them.Now imagine that the application youd have to fill in would include questions like Over the course of the day, I can experience many mood changes. (Radioshack), I believe that others have good intentions. (Lowe) and If something very bad happens, it takes some time before I feel happy again. (McDonalds). Weird, right?Nonetheless, automatic systems based on sophisticated mathematical formulas - such as the one used to sift through Kyles job application - are becoming more and more widespread across the developed world. And with their scale and importance along with their elusiveness, these hiring algorithms are underway to create a subclass of people who will find it increasingly harder to find a decent job.Algorithms and big data economyThe big data economy came with a promise of saving time and having better results. Whod object to having a computer that could skim through thousands of resumes or loan applications in a second or two and sort them into neat lists with the most suitable candidates on top?But still its too hard to ignore the feeling that computer algorithms shape our world in extremely elusive ways. Like pagan gods, these sophisticated mathematical model s are often opaque. Their divine workings are accessible by no one but the highest priests in their domain.To be able to make predictions of future successful outcomes, computer algorithms feed on historical data. Thats why many companies that use them (in the form of online personality tests, for example) to say how objective they are, claiming they remove human error and bias from complex decision-making.Machines surfing the wave of objectivityThe introduction of technology into hiring not only saved time but was also presented as fair and objective. After all, whod blame a machine for being prejudiced when its just doing its work and processing cold numbers?With increasing complexity, mathematical models haveacquiredgreat authority. Today, there are computer algorithms out there that canPredict if well be valuable customers.Determine what we see on social media.Sort through resumes and applications.Evaluate productivity of employees.Predict whether were likely to repay a loan.Inf orm prison sentences.Monitor our health.Determine how much we pay for insurance.Filter what kind of political messaging well receive.The rise of personality tests in the past decade was fueled by the desire to streamline the hiring process. Their popularity may have gone through the roof, but the doubts about their effectiveness and fairness still remain.Dont get me wrong. These algorithms were created - similarly to Nobels dynamite - with good intentions. The goal was to replace our subjective judgments with objective measurements. But as the reality shows, it doesnt always work out like that.Their verdicts, even when clearly wrong or ambiguous, seem to be beyond dispute or appeal. Contrary to the original intentions, they tend to punish the poor and the oppressed, throwing our society off the balance even more.Lets make the process fairer, said KronosDriven by the desire to bring fairness into the hiring process, a company called Kronos developed a broad range of software tools for workforce management. One of their products, Workforce Ready HR, promises to eliminate the guesswork in hiring and bring fairness back into the game.What does it do, then? According to the Kronos website, their tools can help companies screen, hire, and onboard candidates most likely to be productive- the best-fit employees who will perform better and stay on the job longer. These claims sound extremely persuasive. Butresearch has shown that personality tests are poor predictors of job performance. They were found to be only one-third as predictive as cognitive exams and also far below reference checks. If we take these results seriously, it means that personality tests can hardly succeed in choosing the best employee. They can be just the cheapest and the fastest way of excluding as many people as possible.Orchestras in the pursuit of pure objectivityStill, the majority of job applicants face the challenge of making their application pass the test and land an interview. Automa tic systems have turned into tools that invariably discriminateracial and ethnic minorities, as well as women.That sounds frightening, but what should we really do to eliminate discrimination and prejudice from the whole process?One of the ways to avoid such prejudices is to consider applicants blindly. Classical music has long been dominated by men. And were not only talking about composers like Bach, Chopin or Dvorak - male musicians have been playing first fiddle in orchestras for centuries. In the 1970s, orchestras decided to address this dicke bretter bohren mssen and started to hold auditions with the musician hidden behind a sheet.Sex, age, race or even connections, reputations and education no longer mattered. The music from behind the sheet was the only thing that could make a musician stand out.Guess, what happened. Compared to the 1970s, there are five times as many women playing in orchestra today. This sounds like objective judgment at its finest, but the reality is mu ch more complex. Only few professions can arrange such an even-handed tryout for their job applicants. The problem is that while musicians are performing the job during the actual audition, resumes and interviews in conventional professions often turn the evaluation of job seekers qualities and future success into a pure guesswork.The mechanics of resume screening processMany HR departments rely on automatic systems to help them deal with piles of resumes on their desks. The statistics say that, in the US, some 72% of resumes never saw a pair of human eyes. Computer programs take the resume and start fishing for keywords. They pull out relevant skills and experience that the employer is looking for, scoring each resume and predicting the job seekers match for the job opening. Recruiters then need to decide where to place the cut-off point. The crude math is simple, though. The more candidates they eliminate, the less work they will have with processing the top matches.So what can jo b seekers do to evade the possibility of sending their resumes into a black hole? Success awaits those who remember to craft their resumes with that automatic reader in mind. A resume stuffed with industry-relevant keywords and skills will speak directly to recruiters - and computers, too.The new era of cautionIn the future, we can expect companies to systematically harvest data from social networks to inform their hiring process. They will have more insight into who we are, what we like and how we behave.To be able to redress rather than reinforce inequality, companies are now facing a challenge. If they want to stop relying on pseudoscientific nonsense and a bundle of untested assumptions, they need to examine the hiring models theyre using. If companies want to succeed in todays economy, they must refrain from using personality tests that exclude people from opportunities and focus on finding employees who think creatively and work well in teams. And the task of the scientists w ill be to develop predictive models that have more to do with rewarding people than punishing them. It will take some time until companies learn to read and interpret big data well. But sacrificing a bit of efficiency for fairness will definitely pay off in the long run.Share Your Feedback or Ideas in the Comments

The Inexplicable Puzzle Into Presume Synonym Revealed

The Inexplicable Puzzle Into Presume Synonym Revealed What to Do About Presume Synonym Before Its Too Late An easy approach might be more useful. While voreingestellts will change in specifics across nursing specializations, and across countries, theres an overall mindset in regards to what is expected of nurses when it comes to expectations and standards. Your foresight is going to be appreciated. This method is helping tear the nation apart The 30-Second Trick for Presume Synonym The overall flow of the internet application method is the exact same no matter the settings in the resume template. That is the reason we are in the practice of conversion. Example 25-2 illustrates the usage of standard update batching. Youre able to process the update counts array to find out if the batch processed successfully. Many people believe that the words assume and presume are synonyms, in other words, they are words with the exact same meaning that may be used interchangeably. Th e words may often be used interchangeably. Whichever definition youre trying for, you wish to be certain to use the most suitable word, so lets look at every of them closely. Additionally, both words have secondary definitions that are rather different. The function of the conference is to learn the validity of the claim, and to see whether the issue can be worked out without a hearing. Because we would like to preserve our liberty, our desire to reside. True liberty includes submitting to truth. So begin persevering today. Whichever strikes your ear with the appropriate note, the ideal tone. The urge to control is that which we would call freedomliberty. Anxiety and unease are two synonyms that could be found within this on-line dictionary of synonyms. In a static gas, the gas for a whole doesnt seem to move. In a perfect gas, molecules havent any volume and dont interact. Every time a liquid presses against a surface, theres a net force thats perpendicular to the sur face. Then it curves downward because of gravity. The Hidden Facts About Presume Synonym Additional the organisation of care, especially in hospital settings, sometimes usually means that the focus is on getting the work done rather than focusing on the value of the persons wants and wants. Incorporating trendy jargon isnt exclusively with the aim of cosmetics, however additionally, it showcases advanced written communication skills critical to the success at just about any role or title. In Fluid Candidate Gateway, the procedure is represented by means of an activity guide. saatkorn knowledge as a normal member of community Presumed to have common understanding about known dangers locally. Presume Synonym - Overview On the flip side, its a lot more limited and theres a lot more caution around how much it enters into somebodys individual life. The majority of us communicate with others every single day. So youre doing a great job on the job. Keep going when others dont. Presume Synonym Luther presumes upon the present of continency. People have many questions regarding divorce, what it involves, how to go forward with a divorce and so forth. Initially, the neighborhood doesnt have a lot of influence, but once we start to expand our lives outside of the house, mothers and dads influence slowly start to wane. Presume Synonym - What Is It? Therefore, Ill attempt to answer some of the most usual questions people appear to have when faced with divorce. Becoming free does not indicate the very same point to each person because the exact things arent equally important to everybody. Frequently people struggle to provide a very clear and meaningful reaction to such an obvious question. Thank you for visiting our site The youthful scientist challenged the earlier assumptions about the purpose of hormones. The distinction is in the level of certainty. However, as a summation of where women stand at the close of the decade, it welches not unrealist ic. Consider the idea of group polarization. Theres no doubt that theres an urgent need to deal with the poor and reducing rates of organ donation in the united kingdom and superficially several facets support a change in the legislation. With the debut of chains, independent motels began to decline. The least costly motels sometimes serve as temporary housing for those who lack the capacity to pay for an apartment or have lately lost their dwelling. With a bit of savings and a superior mortgage provider, plenty of people end.

The War Against Cashier Skills Resume

The War Against Cashier Skills Resume Its better to use a composite of specific industry abilities and other more general soft skills to provide an employer a notion of what you offer. Hard skills have a tendency to be more technical, and each business or kind of job will often have its personal necessary platzset. Youre able to easily gain or increase your data analytics skills by taking a web-based course on the matter. On the flip side, soft abilities, also referred to as interpersonal or social abilities, are those that you have as personal qualities or you get through professional experiences. What Is So Fascinating About Cashier Skills Resume? Wherever you choose to place your skills on your resume, be certain to tailor your list of skills to the specific job. Job-specific skills vary depending on the position. More technical or computer-centric hard skills are occasionally also known as technical skills. Dont forget, the majority of the exceptional skills that you set on your resume ought to be job-related skills taken from the work description and your best transferable skills. How to Find Cashier Skills Resume Online Each word on your resume can be a trigger for a question via an interviewer, and youll frequently be requested to provide examples of the skills that youve referenced. When you are searching for a new job, it is crucial to compose a great resume to receive your foot in the door. Just be certain to double-check whether adding social media to your particular resume is acceptable for the job Top Cashier Skills Resume Choices Employers wish to realize that it is possible to thrive in tough conditions, Salemi explains. They are the customers. Resumes may be used for a number of reasons, but most often theyre utilised to secure new employment. They may be organized in different ways.

Minimum Wage for Workers Who Receive Tips

Minimum Wage for Workers Who Receive TipsMinimum Wage for Workers Who Receive TipsThe nadir wage for tipped workers is lower than theregular tiefpunkt wage, but that doesnt mean that employers can get away with paying tipped workers less than regular staff. If youre a tipped worker, its important to understand state and federal law regarding employees who receive tips as a regular parte of their compensation. How much you earn will depend on where you live and what the laws are in your state. The federal government sets a required minimum wage for workers who receive tips on a regular basis and defines tipped employees as those who receive at least $30 a month in tips. However, some states have a higher minimum wage than the federal tarif and, in that case, the higher rate applies. If youre anemployee who receives tips, even though your hourly rate may be low, your total hourly rate must reach the designated minimum wage. That amount varies based on your location. For example, the fe deral minimum wage is $7.25 per hour. That means that in every state, your combined cash and tip rate must equal (or exceed) that amount. In Florida, for example, for the calendar year 2018, the total combined rate is $8.25. The total hourly wage you will earn is the minimum wage for your state. Other states, like Alaska, require that tipped workers be paid the full state minimum wage ($9.84 in 2018) before tips. Federal Minimum Wage for Tipped Workers The Fair Labor Standards Act mandates that employees who earn $30 or more per month in tips be paidat least $2.13 in wages. This means that if youre a waiter, bartender, or aother service employee who receives tips, your employer is only required to pay you $2.13 per hour in wages. However, the total amount earned ($2.13/hour plus tips) must equal the federal minimum wage. This is known as the tip credit provision or tip credit allowance. This provision allows your employer to pay you less than the minimum wage because you are rec eiving tips on a regular basis. The exception to the rule applies to federal contract workers who receive tips. These federal employees must be paid a cash wage of at least $7.25 per hour. If their total pay does not reach $10.35 per hour, the minimum for federal contract workers, their employer must raise their wage to make up the difference. (Note that these rates were set byexecutive order13658, applied from January 1, 2018 to December 31, 2018. They may be subject to change.) State-by-State Minimum Wage for Tipped Workers Some states require employers to pay their workers more than the federal tipped minimum wage. For example, for 2018, the Arizona minimum cash wage for tipped workers was $7.50 per hour and in thestate of Massachusettsit was $3.75 per hour. In both cases, the combined cash and tip state minimum wages were higher- $11 per hour in Massachusetts and $10.50 per hour in Arizona. All employers must adhere to the law in their state when paying employees. If youre n ot sure what you should be paid, checkthis chart of state minimum wage laws for tipped workers. If there are no laws stipulating a minimum wage in the state where you work, the federal minimum wage is applicable. Calculating Total Hourly Earnings With Tip Credits The federal minimum tip wage is combined with a tip credit to reach the federal minimum wage. For example, the maximum tip credit is currently $5.12 per hour. If you add the $5.12 per hour plus the minimum tipped wage of $2.13, you reach the federal minimum wage of $7.25 an hour. While the federal minimum wage is guaranteed, tipped workers receive some of this income from employers and some from tips. Workers always earn more if the tips received bring their earnings above the minimum wage. In a state with a higher minimum wage, the total will reach the highest minimum wage for that location. Lets use Colorado as an example. In Colorado, the tip credit is $7.18 add that to the tipped worker minimum wage of $3.02, and yo u get the state minimum wage of $10.20. Again, the hourly earnings can be higher based on the amount of tips the worker earns. But if youre a tipped worker, its in your best interests to know the minimum your employer is allowed to pay you under state and federal law.

How Much Is Your Resume Worth

How Much Is Your Resume WorthHow Much Is Your Resume WorthA well organized, easy to read, and error free resume is your gateway into getting the interview.Have you ever considered how much your resume is worth? Put an actual dollar value on it? I sometimes ask people seeking resume help how much they think their two-page resume is worth (hopefully their resume is only two pages and not the 10+ Ive seen). I get answers from five cents to a lot, but the right answer is it depends on how much I make. If I earn $100,000 every year for the next ten years, these two pages are worth $1,000,000 dollars to me. Think about that for a second. The resume I thought of as a burden to create and update, which I worked on while watching The Big Bang Theory or Game of Thrones, is possibly worth $1mm or more to me. What other documents have you recently created worth $1mm+ to you?While your resume is far from the only factor in getting a job, it is your gateway into getting the interview. Malcolm Glad well describes in his book Blink how people, especially interviewers, make snap judgments. When you first meet someone and shake their hand, you make a snap judgment about that person. A strong handshake might indicate a smart and put together individual or a weak handshake might indicate a timid and unmotivated individual. The interviewer sub-consciously continues to reinforce that initial judgment throughout the discussion. For example,Do you know Java? the interviewer asks.You reply, No, but I read a lot and can quickly learn.If the interviewer snap-judged that they dont like you, they subconsciously think, Hmm, doesnt seem to have the right skills. No hire. If the interviewer snap-judged that they like you, they subconsciously think, Wow, seems to have a real can-do attitude and has great potential. Hire The very first snap judgment a hiring manager makes about you is based on your resume.A well organized, easy to read, and error free resume indicates an intelligent and well-o rganized individual. A sloppy, dense, or error-filled resume indicates a lazy and lacks attention to detail individual.That is why we said, lets build something that helps people build the best resume possible, create a great first impression, and get them the right job The Resume Reviewer.

The Value of Thanks-Giving in Your Job Search

The Value of Thanks-Giving in Your Job SearchThe Value of Thanks-Giving in Your Job SearchThe Value of Thanks-Giving in Your Job SearchIts a lesson nearly all parents teach their kids but one thats not always sustained throughout life. As we celebrate Thanksgiving this week, the lesson of giving thanks is certainly one to be reinforced with job seekers, especially the growing ranks of the laid off.Saying thank you is not just professional, its the right thing to do whether youre looking for a new job or directions when youre lost even if you dont get what you want or need. If youre receiving bad news, such as We decided to hire the other finalist for the job, or Youre not the kind of candidate were looking to hire at this time, you may at least be remembered for saying thank you and being appreciative.Heres where saying thank you can make a difference in the job searchINTERVIEWThe opening thank youThank you for calling me to interview for the position.This is a good way to start off the interview, and its best to say it with a smile. First impressions are critical, and this can contribute to the hiring managers opinion of you.The closing thank youI appreciate your taking the time to talk with me about the job and the company.Last impressions are also important, so show the same grace you did when you walked into the room. This is especially helpful if youre being interviewed by a group of people. Dont forget to acknowledge each interviewerby name if possible.POST-INTERVIEWThe follow-up thank you noteThank you for the time and effort you put into our interview, helping me learn more about the position and the organization. I am further convinced that I could contribute to the success of ABC International in this role, and I look forward to hearing from you to discuss the next steps in the process.Most hiring managers are impressed with a candidate who takes the time to write a quick thank you note after the interview. It demonstrates your interpersonal and comm unications skills, and offers a glimpse at how you might fit in should you be hired.Even if youre not interested in the job, send a thank you note after the interview. You never know when the employer might have a job thats right for you later on and remember you for your courtesy and professionalism.The rejection appreciationIt was kind of you to let me know in such a timely fashion. I would have welcomed the opportunity to work for such a strong company as ABC, and I hope you will consider me for any future openings in which my skills could benefit the business.Sure, the job would have been great and youre a bit bummed you didnt get it. But if you like the idea of working for the company, a post-rejection thank you will underscore your professionalism.NETWORKINGThe golden rule of networking is to give more than you receive. But when you do receive a job lead or a hiring managers contact information, be sure to offer a gracious thank you. Even if a networking contact doesnt have in formation for you, be just as gracious for their time.Thanks (wink) for reading Happy Thanksgiving