7 deal breakers hiring managers can't stand to see...

I came across this article while scrolling through the twitter last week. Very informative. Check it out.

With so many job interview how-to guides out there, you'd think we'd all be nailing them by now. A new survey from recruiting solutions company JazzHR, however, shows that candidates still are making employers all over the country do face palms with a few key interview mistakes.

The 7 biggest deal breakers hiring managers can't stand to see


Among the you-should-know-better-by-now blunders, JazzHR's survey of more than 500 hiring professionals across the country found that

86% of interviewers won't consider candidates not authorized to work in the country. These employers know unauthorized workers can have great skills they need. But the legal ramifications --for example, fines, the loss of a business license or even jail--usually aren't worth the risk for most companies.

81% of respondents agree that badmouthing a previous employer or employers is bad news. Mature candidates don't badmouth old bosses or companies because they take responsibility for their own part in events. Even if the employer truly was at fault, hiring managers still want you to "be the better (wo)man" and show that you've grown and learned from what happened. They know that if you talk badly about an old employer, you probably wouldn't hesitate to do it to them, too, and they'll draw the line at risking their hard-earned reputation.

8 out of 10 people would not hire a candidate with visibly bad hygiene. This is a turnoff for hiring managers for the same reason you wouldn't want a dirty Tinder date. The underlying message is that you don't care about yourself, others or your work enough. Even if you could prove this isn't the case, employers aren't going to want others to get that initial impression from you.

76% of respondents would show a candidate the door if they appeared arrogant. Bosses need to know you're able to respect their authority and the contributions from others on the team, not your own ego. They also need to know you're humble enough to be willing to learn and take responsibility for mistakes.

71% of hirers wouldn't hire a person who missed the dress code memo. Yes, hoodie-loving Mark Zuckerberg and others like him are making leaders cut employees some slack when it comes to attire. Even so, appearances still count in first impressions, and employers want to see someone polished. Your best bet when in doubt? Look at what others in the company wear ahead of time and match it.

Now, consider these last two points carefully:

90% of respondents wouldn't hire someone who lied on their resume. We get it. The market's tough, so you feel like you've got to play hardball. But lies don't build the trust employers need to give you great projects, job security and the perks you're after.

90% of people would disqualify a candidate if they simply touched their phones. Attention on the interviewer, people. That's all there is to this one. Turn your device off and put it away.

Did you catch it?

Tech--or rather the distractions it causes--is now just as reviled during the interview process as fibbing. I'll give you a moment to let that one sink in.

What's not going to cost you

83% of respondents say that 'thank you' notes are obsolete and would not disqualify a candidate that didn't send one post-interview. This might be because the daily business pace is so frantic, making it hard to look at "extra" correspondence. But tech probably has changed things, too, giving candidates other ways to show appreciation on a larger scale.

82% of prospective hirers see visible tattoos as totally acceptable. This might be one area where companies have become more open-minded about diversity, particularly considering how so many businesses now are stressing expression, authenticity and creativity. Distracted, disrespectful candidates aren't tolerated, but those who show individuality are.

56% would still give someone a job if they didn't ask any questions of their own. This might be because interviewers know questions might be slim if you've done an incredible job getting details ahead of the interview and seamlessly weave them into the conversation. Interviewers also might be considering that your primary objective has to be making the case for your skills and experience in a limited amount of time.

53% of respondents said they'd still hire a candidate who was late or who had to reschedule. This isn't to say hiring managers love to be inconvenienced--the fact that 47 percent of interviewers would give you the boot is worth pause. You should give your all to schedule the interview for a time when you think the odds of potential problems are slim to none. It's merely to say that most interviewers understand that life--you know, getting sick or having car trouble, for instance--happens.

Why are we still making the goofs?

Allie Kelly, JazzHR's VP of Marketing, says that some of the difficulty comes from generational conflicts. Today's candidates simply have different priorities about what they need and want for work-life balance, which is creating some clashes and shifting what leaders value in their company culture. But she acknowledges personal responsibility, too.

"It all comes down to preparation and discipline. The candidates who are genuinely interested and want to prove their value are the ones who will take the time to research and show how they can fit into the bigger picture. [The candidates] going into the interview with the right amount of confidence, humility and knowledge are the ones who typically get it right."

Understanding that it's ultimately up to you to ace your interview, Kelly says there are only three things to do for success:

1. Do your research. Yes, you should have basic information about the company and their values in your head. But you should also know who you'll be interviewing with. Make it personal and truly seek to connect. "Look up their LinkedIn profiles. Know what roles they've held and start to brainstorm how you could potentially work together.. If you aren't provided with an [interviewer name] list, ask for one. Come prepared with thoughtful, relevant questions that will give you a better idea of what the role will entail."

2. Practice! Practicing using the research you've done, Kelly says, develops the confidence you need to set aside interview jitters. Do some mock interviews with your friends or family members to get your talking points in line, and dress the part regardless of the role you're trying to nab.

3. Know who you are. "It's important to take a candid look at your strengths and weaknesses prior to any interview. You should know your story--what major contributions you've made in past roles, challenges you've had to overcome, and most importantly, your results. Being able to articulate these key attributes and align them to your potential employer's organization will give you a big leg up amongst the competition."

(source) https://www.inc.com/wanda-thibodeaux/90-percent-of-interviewers-would-disqualify-a-job-candidate-for-this-1-reason.html

9 things to avoid when negotiating a salary

I came across this article the other day. It gives some helpful tips about negotiating your salary. 



You’re 96% sure that you’re ready to schedule a meeting with your boss to ask for a raise. Or perhaps you’re nearing the end of the job interview process and an offer is in sight. However, if you’re like me, you have definitely put your foot in your mouth a time or two saying the wrong thing at the absolute worst moment. Doh!

Don’t mess up. Don’t mess up. No matter how many times you rehearse what to say, there’s always that risk of fumbling right at the five-yard line. Instead of panicking, get prepared.

To coach us along in the salary negotiation process, we turned to Josh Doody, author of Fearless Salary Negotiation. “A salary negotiation is a collaboration, and a key ingredient of a successful collaboration is good communication,” says Doody. “It’s important to be very clear with what you communicate to avoid ambiguity, which could complicate things and slow the negotiation process.”

Instead of Doody simply sharing the things you should say, he’s here to warn you about the potential negotiation landmines to avoid when angling for the salary you deserve. Here are nine things to never say in a salary negotiation:

1. “I’M CURRENTLY MAKING . . .”

The most common question recruiters will ask a candidate is something like, “So where are you right now in terms of salary, and what are you looking for if you make this move?” Don’t fall for it.

Instead of asking for “more” salary or “more” vacation, this is your time to get specific.
“I call this the ‘dreaded salary question,’ and it’s tricky because it usually comes up early in the interview process, and most candidates don’t think of it as part of a salary negotiation even though it is,” says Doody.

“Answering this question by disclosing numbers can make it very difficult to negotiate effectively later on because it can box the candidate in. Once they disclose current or desired salary, the offers they get are very likely to be tied to those numbers. That can be very expensive if the company might have offered them a much higher salary than they disclosed.”

2. “MY DESIRED SALARY IS . . .”

Don’t disclose your current or desired salary! “Recovering from this mistake can be tricky and each situation is unique. But one way to untether from those original numbers is to review the benefits package for deficiencies,” says Doody. “If the health insurance offering, paid vacation, target bonus, or other aspects of the benefits package are underwhelming, the candidate can use those as reasons to ask for a higher salary to compensate.”

Instead, try something like:

I’m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I’m paid at my current job. I don’t have a specific number in mind for a desired salary, and you know better than I do what value my skillset and experience could bring to your company. I want this move to be a big step forward for me in terms of both responsibility and compensation.

3. “SORRY”

According to Doody, “negotiating is uncomfortable, and our natural tendency is to try to smooth the edges on a difficult conversation. Saying sorry could signal to the recruiter or hiring manager that you might be willing to back down, and that could be expensive. Don’t apologize for negotiating.”

4. “NO”

“You want to continuously improve your situation throughout the negotiation and you do that by avoiding negative language and focusing on positive language. Instead of “No, that doesn’t work for me” (two negative words), you can say, “I would be more comfortable with . . .” (a more positive expression).

“Saying sorry could signal to the recruiter or hiring manager that you might be willing to back down . . . Don’t apologize for negotiating.”

Negative words slow things down and may put up walls that make collaboration difficult. Using only positive words is difficult at first, but you’ll get better with practice.”

5. “YES”

While this may sound like the exact word to use when speaking to an HR recruiter, Doody insists it should be used with caution. “You’ll often get a job offer that seems really appealing, and it might be far more than you expected. Your instinct in that case might be to just accept the offer because it’s so good.”

But is it too good?

“It’s possible you underestimated your value in this situation. Instead of “Yes,” formulate a counteroffer to see how much you can improve it. The negotiation should end with the company saying “Yes” to you. Once they say “Yes” to you, or you run out of things to ask for, then you are finished negotiating.”

6. “LATER”

As in, “I can deal with that after I start.” Procrastinators, this one’s for you. “Sometimes it’s easier to avoid uncomfortable parts of a negotiation by deferring those parts of the conversation until after you’re hired. That can be a very expensive mistake because you won’t have the same latitude to negotiate and improve your position once you’re in the door. Push through the discomfort and get the best possible result now.”

7. “TRY”

In expressions like, “Can we try . . .?” “’try’ is a passive word that leaves a lot of wiggle room, and you don’t want that,” insists Doody. “It’s easy for someone to say—honestly or not—”We’ll try…” and reply with, “We tried and it just didn’t work out.” Don’t ask them to “try” to do something. Instead, use more positive language like “I would be more comfortable with…”.”

8. “MORE”

While this word seems counter intuitive because you are negotiating to get more, it’s a word that is too general for a successful negotiation. Instead of asking for “more” salary or “more” vacation, this is your time to get specific.

“Don’t leave things to the imagination once you’re negotiating. Instead of “Could you budge on the salary?” say, ‘I would be more comfortable with a base salary of $105,000.’”

9. “WANT”

Lastly, the word “want” can tank negotiations. Using it can undercut the entire premise of your argument that you deserve to be paid more and you deserve a more competitive salary. Go into a negotiation with facts and figures, making a compelling case. Start with printing out your results using a tool like Glassdoor’s personal salary estimator, Know Your Worth. See what you base salary should be and see what the industry norms are.

“You could talk about what you want, which just isn’t all that important. Or you could talk about what the company wants, which is not as potent as talking about what the company needs, which are the most important thing,” adds Doody. “Focus on the company’s needs and how you can help meet those needs so they can easily see your value and work to compensate you for it.”

Get your money. It's not about what you are worth...it's about what you can negotiate. 

15 questions to ask at the end of every interview...

I came across this article on the WSJ the other day. Hopefully, this can help you.



It's important to remember that every interview is a two-way street.


You should be assessing the employer just as much as they're assessing you because you both need to walk away convinced that the job would be a great fit.


So when the tables are turned and the interviewer asks, "Do you have any questions for me?" take advantage of this opportunity. It's the best way to determine if you'd be happy working for this employer, and whether your goals are aligned with theirs.


"The very process of asking questions completely changes the dynamic of the interview and the hiring manager's perception of you," says Teri Hockett, chief executive of What's For Work?, a career site for women. "Asking questions also gives you the opportunity to discover details that you might not have otherwise unveiled."


Amy Hoover, president of TalentZoo, says there's another reason you should always prepare questions. "It's expected — and if you don't ask at least two questions, you will appear disinterested, or worse, less intelligent and engaged than a prospective employer would like." You should have at least four questions prepared, though, in case your original two are answered through the course of the interview.


But, Hoover says, don't just ask questions for the sake of it. To actually benefit from them, you'll need to think carefully about what you want to ask.


"Your questions can, in fact, make or break an interview," she explains. "If they're not thoughtful, or if you ask something that has already been addressed, this can hurt you way more than it can help. Asking smart, engaging questions is imperative."


Luckily, there are plenty of smart ones to pick from.


Here are 15 questions you should always ask in a job interview — if they weren't already answered — to help you get a better sense of the role and the company, and to leave the interview with a positive, lasting impression:


1. Who do you think would be the ideal candidate for this position, and how do I compare?

Hoover recommends this question because it's a quick way to figure out whether your skills align with what the company is currently looking for. If they don't match up, then you know to walk away instead of wasting time pursuing the wrong position for yourself, she says.


2. Who would I be reporting to? Are those three people on the same team or on different teams? What's the pecking order?

It's important to ask about the pecking order of a company in case you have several bosses.If you're going to be working for several people, you need to know "the lay of the internal land," she says, or if you're going to be over several people, then you probably want to get to know them before accepting the position.


3. How has this position evolved?

Basically, this question just lets you know whether this job is a dead end or a stepping-stone.


4. How would you describe the company's culture?

Hoover says this question gives you a broad view on the corporate philosophy of a company and on whether it prioritizes employee happiness.

5. Who do you consider your major competitors? How are you better?

This question is not for the faint of heart, but it shows that you are already thinking about how you can help the company rise to meet some of its bigger goals, says Peter Harrison, CEO of Snagajob.


6. Beyond the hard skills required to successfully perform this job, what soft skills would serve the company and position best?

Knowing what skills the company thinks are important will give you more insight into its culture and its management values, Hoover says, so you can evaluate whether you would fit in.

7. Do you have any hesitations about my qualifications?

While this question puts you in a vulnerable position, it shows that you are confident enough to openly bring up and discuss your weaknesses with your potential employer.

8. What do you like most about working for this company?

Hoover says this question is important because it lets you "create a sense of camaraderie" with the interviewer because "interviewers — like anyone — usually like to talk about themselves and especially things they know well." Plus, this question gives you a chance to get an insider's view on the best parts about working for this particular company, she says.

9. Can you give me example of how I would collaborate with my manager?

Knowing how managers use their employees is important so you can decide whether they are the type of boss that will let you use your strengths to help the company succeed.

10. Can you tell me what steps need to be completed before your company can generate an offer?

"Any opportunity to learn the timeline for a hire is crucial information for you," Hoover advises.

Asking about an "offer" rather than a "decision" will give you a better sense of the timeline because "decision" is a broad term, while an "offer" refers to the point when they're ready to hand over the contract.

11. How would you score the company on living up to its core values? What’s the one thing you’re working to improve on?

Harrison says this is a respectful way to ask about shortcomings within the company — which you should definitely be aware of before joining a company. As a bonus, he says it shows that you are being proactive in wanting to understand more about the internal workings of the company before joining it.

12. What are the challenges of this position?

If the interviewer says, "There aren't any," you should proceed with caution.

13. What have past employees done to succeed in this position?

The main point of this question is to get your interviewer to reveal how the company measures success.

14. If you were to hire me, what might I expect in a typical day?

Obviously this shows your eagerness about the position, Harrison says, but it also gives you a better idea about what the job will be like on a daily basis so you can decide whether you really want to pursue it. "A frank conversation about position expectations and responsibilities will ensure not only that this is a job you want, but also one that you have the skills to be successful in," he advises.

15. What type of employee tends to succeed here? What qualities are the most important for doing well and advancing at the firm?

This question shows the interviewer that you care about your future at the company, and it will also help you decide if you're a good fit for the position, Oliver writes. "Once the interviewer tells you what she's looking for in a candidate, picture that person in your mind's eye," she says. "She or he should look a lot like you."

top 12 soft skills employers seek

here's a pretty good article that i found on thebalance.com. Very helpful tips...

Depending on the organization or business, employers are seeking key skills and experience for each job. But even though these skills are extremely important, there are certain “soft skills” that employers also look for when hiring people for their organization. Research has shown that a person’s “soft skills” can be just as good of an indicator of a person’s job performance as the hard skills that they possess.

What Are Soft Skills?

Soft skills relate to a set of skills that individuals possess, which makes them good employees no matter where they work or what they do. When we think of soft skills, we are thinking of personal qualities, attitudes, verbal and nonverbal behavior, and personal habits that make an individual pleasant to work with, and a valuable member of any team. Individuals with impeccable manners and an ability to be understanding, fair and compassionate are the type of people most of us would like to work with. It is also someone who possesses a strong work ethic and will do what it takes to get the work done, that organizations like to hire and employees want to welcome as a new member of their team. We all know people who we like or love as friends or family; but when it comes to actually working with that person on a daily basis, our positive feelings may go out the window and we may find that it’s almost impossible to work alongside them in a job situation.

12 Soft Skills Employers Look for When Hiring for Jobs:

1. Positive Attitude

A positive attitude can do wonders in turning a department or company around. Having employees who possess a positive attitude can also be contagious; and for employers, it’s important for them to seek that kind of energy since it only takes a few negative people to bring down a department or even the organization as a whole.

2. Strong Work Ethic

Hiring people that possess a strong work ethic is key to the success of any employer. First off, a strong work ethic cannot be taught. When individuals begin working in a new organization they either have it or they don’t. There are many contributing factors that go into making a strong work ethic like how a person grows up to the value they place on doing an excellent job. These innate attributes are totally out of the control of an employer no matter what type of training they provide or the type of supervision an employee gets.

3. Excellent Communication and Interpersonal Skills

The ability to be a good communicator cannot be overrated. To succeed in the workforce, employees need to know how to communicate as well as listen in order to work effectively with supervisors, co-workers and clients.

4. Problem-Solving Skills

Since problems are inevitable, employees who are able to find solutions to daily challenges that arise are most valuable to an organization. Employees who are unable to find a solution to a specific problem but are willing to seek out the advice of others, also makes for a competent and trusted employee.

5. Time Management Skills

As a results-oriented employee, good time management skills are key to getting assignments accomplished and finishing them on time.

6. Flexibility
The way company's do business in today’s competitive marketplace, is changing all the time. It is the ability to remain adaptable that helps an organization move forward and stay with the current times.

7. Work Well in a Team Environment

In the past employees would oftentimes seek jobs that aligned with their desire to either work independently or work in a team environment. In today’s workforce, much of the work is often done on teams; but there is also a need for employees to work independently in order to get the daily work accomplished.

8. Computer/Technological Skills

Almost all jobs today require basic computer skills and technological knowledge. Whether it be for record-keeping, spreadsheets, detailed notes, or presentations, employers will want to know a candidate’s level of computer and technological knowledge to establish if they can do the basics of any job.

9. Project Management Skills

Individuals going about the daily routine of their job will need to know how to prioritize and plan each activity to be able to get the best job done in the least amount of time.

10. Self-Confidence

Self-confident employees are able to detach themselves personally from any challenges that they experience on the job. Self-confidence gives employees a sense of strength as they pursue their personal goals as well as those of an organization.

11. Ability to Accept Constructive Criticism

There is always room for everyone to grow and learn and the employee that is able to take constructive criticism and use it to improve their performance will be seen as a valuable team member to any organization.

12. Strong Research Skills

With strong computer and technological skills being one of the top 12 soft skills employers seek, employees who are able to do the basic research and have the ability to gather important information for projects, and identify how and what competitors are doing to make themselves successful, is a sought after skill that many organizations want.

5 Career Mistakes You Can't Afford to Make in 2016

In my reading, I came across this article that I found on Inc (dot) com. I think you may find it useful.

Ever wonder why school teaches us everything except how to get the job? Do you ever feel like managing your career is really hard? You're not alone. Millions of people are struggling to build careers that are satisfying. Professional happiness eludes the majority of the working population. According to Gallup, only 13 percent of the work force is highly engaged, a.k.a. happy at work. It's not for lack of effort. Everyone is trying to figure out the path to greater career success on his or her own terms. Why then, aren't more people succeeding? Answer: They're going about it all wrong.

Want a Better Career? Start Unlearning Everything You Know About Building One.

Everything we've ever been taught or thought would help us in our career is outdated. For example, studies now prove a college degree does not guarantee you a better career. And, seeking full-time, long-term employment is a pipe dream. Why? Because every job today is temporary. We live in the gig economy now. The entire way we work has shifted. Yet people still try to approach their careers thinking if they can just find a job that makes them happy, they'll live happily ever after. It doesn't work that way. More important, some major shifts in business and the economy are going to make it even more important that you no longer keep approaching your career the wrong way. If you do, you could find yourself at the bottom of the talent spectrum, under-employed, and struggling to find any job to pay the bills. With that in mind, here are five career mistakes you don't want to make in 2016.

1. Assuming your job is secure.

Companies are now forced to change their business models very quickly. Your skills could be in-demand at the office one day, only to be useless the next. It doesn't mean you did anything wrong. It's just business. But, when it happens, you need to be ready to find a new employer fast.


2. Not having your career tools ready.

Besides an updated resume, you also need an optimized LinkedIn profile. It helps even more if you have a full-fledged personal brand too (i.e., blog posts you've written showcasing your expertise. Twitter account where you share timely industry info, etc.). You just never, ever know when you'll need to throw your job search into high-gear. Wasting days and weeks building your career tools when you could have had them ready to go is poor planning.

3. Not building an interview bucket list.

There are two types of people: those who look for work on a job board and try to fit themselves into a job opening they aren't really excited about, and those who create a list of companies they'd like to work for and keep an eye on them online in the event the right opportunity presents itself. Guess which one usually lands a job worth being excited about? Today, it's up to you to create a list of viable employers and start to networking with their employees. It's not only more effective (studies show 80 percent of all jobs today are gotten via referral); it's also more fun. Who doesn't like choosing whom they want to work for?

4. Failing to know your workplace persona.

Nobody is a superhero at work. There are eight key workplace strengths (I call them personas and you can learn about them by taking this quiz). At best, you have two or three top workplace strengths. You need to know what they are and how they add value to the company. If you know how you save or make a company enough money to justify its paying your salary, then you know how to market that value to other companies if you need to.

5. Not investing in serving your network.

I can't stress this enough: Today, your network is your net worth. Your professional contacts are crucial to your getting the job opportunities you want and deserve. The best way to build a strong network is to serve it. Understanding how to help those you are connected to is vital. People remember when you help them. That social currency will come in handy. Someday, you may need their help. By building up trust and respect within your network, you'll be able to tap into their knowledge, expertise, and contacts when you need to. Waiting until you are out of a job and desperate for the help of your network is not the time to start thinking about what you've done to earn their assistance.

We Aren't Employees, We're Businesses-of-One.

If you really want a better career, you have to stop acting like a helpless employee held hostage by the golden handcuffs of employers. Instead, you need to take full ownership of your career and become a business-of-one who wants to partner with employers to serve them. Building a win-win situation between you and an employer is your job, not theirs. Why? You're the service provider and they're the customer. If you want their business, you need to build a brand that is in-demand. Something they will pay good money for. The sooner you realize this, the sooner you can get the professional respect you want and deserve. If you're ready to be in control, you can start by mastering these career moves. 

It's Not Rocket Science, But It Does Take This.

Don't let outdated approaches to your career set you back next year. Avoid the mistakes above and focus on building your career strength. There are plenty of resources out there to help you close your gap in knowledge so you can get the upper hand. But, it's up to you to take action. Nobody's going to do it for you. Failing to do so could lead to some serious professional regret in the future.

20 words you should never put on your résumé

I came across this article on Business Insider. I think it's some good information that I think you might find useful...

While many large companies use automated résumé screener software to cut down the initial pool of job applicants, loading your résumé with meaningless buzzwords is not the smartest way to get noticed.

"Nearly everyone is guilty of using buzzwords from time to time, but professionals are evaluated increasingly on their ability to communicate," says Paul McDonald, senior executive director for professional placement firm Robert Half.

One of the major problems with using buzzwords and terms, according to Mary Lorenz, a corporate communications manager at CareerBuilder, is they have become so overused that they've lost all meaning. Another issue, she explains, is that many of these words don't differentiate the job seeker from other candidates because they're so generic.

Instead, Lorenz says job seekers should speak in terms of accomplishments and show rather than tell.

"Avoiding overused terms can help job seekers convey their message and stand out from the crowd," McDonald says. Here's what you should avoid:


20 words you should never put on your résumé


1. 'Best of breed'

When CareerBuilder surveyed more than 2,200 hiring managers last year, it found "best of breed" to be the most irritating term to be seen on a résumé.

"Anyone can say they are 'best of breed,' a 'go-getter,' a 'hard worker,' or a 'strategic thinker,'" Lorenz says. "Employers want to know what makes the job seekers unique, and how they will add value to the specific organization for which they're applying."

2. 'Phone'

Career coach Eli Amdur says there is no reason to put the word "phone" in front of the actual number."It's pretty silly. They know it's your phone number." The same rule applies to email.

3. 'Results-driven'

"Instead of simply saying that you're results-driven, write about what you did to actually drive results — and what those results were," Lorenz suggests.

4. 'Responsible for'

Superfluous words like "responsible for," "oversight of," and "duties included," unnecessarily complicate and hide your experience says Alyssa Gelbard, founder and president of Résumé Strategists.

"Be direct, concise, and use active verbs to describe your accomplishments," she suggests. Instead of writing, "Responsible for training interns ...," simply write, "Train interns ..."

5. 'Highly qualified'

McDonald saying using terms like "highly qualified" or "extensive experience" won't make you seem better-suited for the job — in fact, it could have the opposite effect. Instead, he suggests you focus on the skills, accomplishments, and credentials you bring to the role.

6. 'Seasoned'

"Not only does this word conjure up images of curly fries," says Rita Friedman, a Philadelphia-based career coach, "it is well-recognized as a code word for 'much, much older.'"

7. 'References available by request'

This outdated phrase will unnecessarily age you, Gelbard says. "If you progress through the interviewing process, you will be asked for personal and professional references."

8. 'NYSE'

Vicky Oliver, author of "Power Sales Words" and "301 Smart Answers to Tough Interview Questions," says you should spell out any acronyms first and put the initials in parentheses. For example, "NYSE" would read "New York Stock Exchange (NYSE)."

"For starters, acronyms are capitalized, and all caps are harder to read than upper and lower case," she explains. "It's also really difficult to wade through a piece of paper that resembles alphabet soup."

9. 'Team player'

"Who doesn't want to be a team player? If you’re not a team player, you’re probably not going to get the job," McDonald says.

But using this term isn't going to make you stand out from other candidates. "Instead, use an example of how you saved a company time, money, and resources on a team project or in collaboration with others."

10. 'Ambitious'

"Of course you would never say you're 'lazy' either, but calling yourself ambitious doesn't make any sense on a resume," Friedman says.

"It can imply that you're targeting this job now, but will quickly be looking to move up in the company because you won't be satisfied in the role, leaving the employer stuck with doing a new job search in the very near future."

11. 'Microsoft Word'

Yea, you and everyone else.

It's assumed that you have a basic proficiency in Microsoft Office, Gelbard says. Unless you have expert proficiency, there's no need to include it on your résumé.

12. 'Interfaced'

"Words like this make you sound like an automaton," Oliver says. "Most recruiters would rather meet with a human being. Keep your verbs simple and streamlined."

13. 'Hard worker'

It's true that a company is less likely to consider you if you haven't worked hard or don't come across as someone who will put in what it takes to get the job done, but that doesn't mean writing "hard worker" will convince hiring managers of your efforts.

"Give concrete examples of how you’ve gone the extra mile, rather than using a non-memorable cliché," McDonald suggests.

14. 'Honest'

Honesty is one of those things you have to show, not tell, Friedman says.

"It's not as if there are some other candidates out there vying for the job who are describing themselves as 'duplicitous' or 'dishonest.'"

15. 'Punctual'

Being punctual is great, but it's also pretty basic to holding down a job. Don't waste the space on your résumé.

16. '@'

Unless it's in your email address, avoid casual texting language like @.

"A resume is a formal document and is often the first impression a potential employer has of you," Gelbard stresses. "Business language should be used to reinforce that first impression and text-style or casual words should be avoided."

17. 'People person'

Cliches like "people person" are impossible to prove, Oliver says, and recruiters have heard these phrases so many times they're likely to feel their eyes glaze over as soon as they see them.

18. 'Hit the ground running'

"This one is a pet peeve of mine," McDonald says. "The expression is unnecessary and doesn't add value. A recruiter isn't going to be able to place you if you're not eager to start the job and you aren't committed."

19. 'I'

Avoid using personal pronouns like I, me, my, we, or our, Gelbard says.

"A person reviewing your resume knows that you're talking about your skills, experience, and expertise or something related to the company for which you worked, so you don't need to include pronouns."

20. 'Successfully'

"It's generally assumed that you were successful at whatever you are including on your resume," Gelbard says. "There is no need to say that you successfully managed a marketing campaign or successfully led annual budget planning."





http://www.businessinsider.com/words-to-never-put-on-your-resume-2015-7?op=1#ixzz3fjP0wztg

4 Resumé Secrets That Give You an Edge

Here's another pretty good article from the good folks at Men's Health Magazine. Check it out!

It doesn't take long to leave an impression: Recruiters and hiring managers spend an average of 6 seconds reviewing a candidate's resumé before they make an initial assessment, according to a study from the job-search website TheLadders.

Six seconds.

Now that you’re done shaking your head, give you resumé a 6-second look and ask yourself what you took away from it.

If you scan documents like the majority of hiring managers, your eyes moved over your resumé in an F-shaped pattern, finds a study from the research and consulting firm Nielsen Norman Group. That means you probably read all of the top one or two lines, the first few words of the next lines, and very little of the bottom portion apart from section headlines. And knowing that, you can rework your resumé for better results, the study authors say.

First of all, your most impressive and relevant accomplishments need to find their way into the top-left portion of your C.V., the researchers advise. Applying for a sales job? Consider a headline like “Award-Winning Sales Experience” for the career portion of your resumé. Right away, you’re announcing to the hirer that if he keeps reading, he’ll see something impressive. You could even begin your resumé with one or two bullet points highlighting your greatest professional feats. Just get the good stuff up top and to the left, the study suggests. 

Here are four more gems to help you spit-shine your resumé:

1. Drop in an achievement stat between your former employers’ names and the dates you worked for them, TheLadders study suggests. Hiring managers spend a big chunk of those 6 seconds looking at who you worked for and how long you were with them. So force employers to read about your successes by wedging them into that portion of your resumé. For example:

ABC Labs, New York, NY - Awarded Chairman’s Chemist Honor 2008 to 2013

2. Emphasize numerical rankings if you’re part of an elite list, says Mathew S. Isaac, Ph.D., of the Albers School of Business and Economics at Seattle University. We’re talking “Top 10” or “Top 25.” Such rankings are inherently impressive and eye-catching. Just make sure you’re not on the outside of a round number. For example, mentioning you’re #11 or #6 will give the resumé reader the impression you failed to make it into the most-successful echelon. In both of those cases, it may be better to say you’re in the Top 15 or Top 10, Isaac suggests.

3. Don’t hide your time off after college. Employers will likely see this break as a sign of your “flexibility," a trait that’s especially valued in creative fields like entertainment, marketing, or architecture, says study coauthor May Ling Halim, Ph.D., of California State University, Long Beach.

4. Present your accomplishments in the simplest, most-flattering context, urges a study from the University of California, Berkeley. For example: If you grew your team’s profits by 10 percent in an industry that averages just 2 to 3 percent growth, don’t assume the interviewer will figure that out. Instead, point out that you “tripled the average growth rate”, the research suggests. On the other hand, if you achieved 30 percent growth in an industry that averages 50 to 60 percent improvement, leave out the context. “Play up the interpretation that shows you in the most favorable terms,” advises study coauthor Samuel Swift, Ph.D.

what can an employer say about former employees...

Do you plan on leaving your job for a new one in 2015. Here are some things to consider...

One of the questions people ask frequently is "What can an employer say about former employees?" Some job seekers presume that companies can only legally release dates of employment, salary, and your job title. However, that's not the case.

Can an employer say a former employee was fired or terminated for cause? How about saying that you quit without notice or your attendance record wasn't good? Are there limits to what an employer can say about you?

There are no federal laws restricting what information an employer can disclose about former employees. If you were fired or terminated from employment, the company can say so. They can also give a reason. For example, if someone was fired for stealing or falsifying a time sheet, they can explain why the employee was terminated. Here's information on when an employer can say you were fired.

That said, because of laws regarding defamation (which is slander or libel) companies are usually careful about what information they provide to hiring managers confirming employment or checking references. What they say has to be the truth or the company can be subject to a lawsuit from the former employee. Legally, they can say anything that is factual and accurate.


What Former Employers Can Say About You


There are no federal laws restricting what information an employer can disclose about former employees. If you were fired or terminated from employment, the company can say so. They can also give a reason. For example, if someone was fired for stealing or falsifying a time sheet, they can explain why the employee was terminated. Here's information on when an employer can say you were fired.

That said, because of laws regarding defamation (which is slander or libel) companies are usually careful about what information they provide to hiring managers confirming employment or checking references. What they say has to be the truth or the company can be subject to a lawsuit from the former employee. Legally, they can say anything that is factual and accurate.

If you have been fired or terminated, check with your former employer and ask what information they will give out when they get a call to verify your work history. If they do give out more information than the basics, what they say may be negotiable and it can't hurt to ask.

When you left under difficult circumstances, you could ask someone you know to call and check your references, that way you'll know what information is going to come out. Or, you can also use a reference checking serviceto check on what will be disclosed to future employers.


Getting the Story Straight


It's important that your story and your former employer's story match. If you say you were laid-off and the company says you fired, you're not going to get the job.

Also, not telling the truth during the application process can get you fired at any time in the future - even years after you were hired. That's because most job applications have a section where you verify the information is accurate.


Don't Presume the Company Won't Give Out Information


Don't presume that your former employer won't disclose the reason why your job ended. Large companies typically have policies regarding the disclosure of former employee information, but may not. Many smaller employers don't have a policy at all or aren't aware of or concerned about legal liability issues.

In either case, it's important to know what the employer is going to say about you, because what you say needs to match what the company is going to say.

Finally, if your version doesn't match theirs and you feel the company's story about your termination isn't accurate, be upfront and say so. You'll have a better chance of getting the job than if you say one thing and the company says another.

Source...careers.com

diversity

We had a staff meeting at work the other day.

We all gathered in a large conference room so that we could eat lunch during the meeting.

The meeting was conducted by the CEO and the joint venture partners. As they reviewed the forecast numbers for the year, I paused for a second and scanned the room.

There were 33 people in the room.

13 white men

13 white women

3 asian women

3 black women

1 black man

I had to ask myself...is this really diversity?

I'm happy to be in the room but how far do we have to go??

Hollatchaboi