10 Resume Red Flags

Searching for a job is not always easy, no matter what state the economy is in. And when you’re on the hunt, your best weapon is your resume. This document must emphasize the best of your experience, education and skills and sell you to your future employer. It’s a lot to ask, but it is possible to get your CV into fighting shape. Don’t let your effort go to waste by having these glaring red flags on your resume.

1. It’s Covered in Glitter — Literally. Yes, it has been done. In an effort to make your resume stand out, you may find that it gets thrown out. Less extreme attempts such as including image files or using non-traditional symbols or fonts should also be avoided. While it may be a nice break for a recruiter reading through hundreds of Times New Roman documents, you run the risk of the fonts or images not loading properly. And you can bet that busy recruiter isn’t going to contact you for a simplified copy.

2. There Are References. Listing your references on the resume is a definite no-no. References should always appear on a separate page, and should only be produced when asked for. Also, be sure to delete the “References: Available Upon Request” line. It’s understood that you will, so save some space and your potential employer’s time.

3. It’s Written in Full Sentences. The headhunter has likely received dozens if not hundreds of applications — help them out! Your resume should be short and sweet and bulleted. You aren’t writing a novel, you are trying to catch a skimming employer’s eye and prove you are worth a second look — and an interview.

4. There Are No Numbers. One of the worst things you can do on a resume is be vague. Don’t just list your accomplishments in a general way — have the quantitative data to back it up. If you exceeded a goal, by how much did you exceed it? If you created and distributed company performance reports, how many did you do? Adding numbers concretizes your accomplishments and paints a better picture of what you actually did.

Also, make sure you are answering the “how” question. If you completed five projects this year instead of the expected four, how did you do it?

5. It Includes the Words “Duties” or “Responsibilities. “When you are writing your current or former job description, focus on your accomplishments, not what you had to do. As an alternative to “duties” or “responsibilities,” flip your tasks into achievements. For example, instead of being “responsible for the sales team,” consider “directed the sales team to beat their repeat client objective by 10%” — remember that number thing!

6. It Lists an Objective. For the most part, objectives sound insincere and, worse, can limit your options. Let your cover letter do the talking when it comes to why you want that particular job. And remember, each cover letter and resume should be individually tailored to a specific job posting — not just a specific field. Taking an interest in the specifics of the job makes you look professional and focused and not like you are mass-emailing anyone who might hire you. Desperation is no more attractive to an employer than it is to a date.

7. It Contains Spelling or Grammatical Errors. We all know to avoid this one. It makes you look sloppy and negates the part of your resume that proudly describes you as “detail-oriented.” The best thing you can do for a resume is send it to a professional resume service or a professional editor. If you are a student, your career center likely offers free resume counseling or at least free information to help you fine tune your CV before sending it out. At the very least, have a friend look it over and check for basic language errors — spell check just doesn’t cut it.

8. It Lists an Unprofessional Email Address. In a world where email is free, and most of us have multiple addresses, make the effort to have a professional email address. Keep it simple — using your name is best. Just make sure you leave the sparklebaby@hellokitty.com for personal use. One more tip? Don’t use your current work email unless you are self-employed.

9. It Includes a Picture. The ONLY time this is appropriate is if you are applying to be a model or an actor, and in both cases, a separate portfolio is preferable. Including a self-portrait could exclude you for not being serious and may make you appear unprofessional. Let your skills and experience speak for you.

10. It Is Too Personal. Resumes should demonstrate how professional you are — that means the anecdote about the time you met Britney Spears is not appropriate. That being said, let your personality come through in your resume by including volunteer experience or a (very) short section about your interests.

The Bottom Line When times are tough, getting a job is a stressful undertaking. Don’t sell yourself short. Instead, make sure your resume is the best example of you as a potential employee and before you know it, you’ll be employed once again.

15 Ways to Annoy Your Job Interviewer

Of course, almost everyone knows you shouldn’t light up a cigarette at a job interview, or text your closest friend, or eat, or bring your dog, or show up drunk, or challenge the interviewer to arm wrestle (all things people have actually done at job interviews). You’d never dream of doing any of this, right?

But you may be guilty of other less horrible but just as damaging behaviors. While you’re trying to wow hiring managers with your knowledge and enthusiasm, you may forget that they’re watching you as well as listening to you. In fact, hiring managers actively search for annoying mannerisms in job applicants. They assume that if you are a little annoying at an interview, you will be much more so once you’re hired and off your guard.

Unfortunately, lasting impressions are formed within 90 seconds of first meeting. So, consider whether you’re guilty of any of these less than horrendous but still irksome mannerisms, and take steps to eradicate them:

Gum Chewing. Not a high crime, but a really easy way to look unprofessional. Throw your gum away before even entering the building, or find another way to get fresh breath.

Hair Twirling. It may simply be a habit, but it makes you look young and silly. Ask a friend if this is something you do. If it is, consider sweeping your hair back for the interview. Outta sight, outta mind.

Slouching. Good posture communicates energy and confidence, while slouching communicates lethargy, boredom, or insecurity. Note: If you’re an “older job seeker,” know that experts recommend you make an extra effort at posture so you project youthful enthusiasm and health.

Avoiding Eye Contact. If you can’t meet someone’s eye, it looks like you’re hiding something. If gazing into someone’s eyes freaks you out, look at their nose. It works just as well.

Knee jiggling or finger drumming. Do you want to appear nervous, even out of control? Do you want to drive your interviewer crazy? If your answer is no (let’s hope so), train yourself to keep still by breathing deeply and consciously relaxing your muscles.

Yawning or Sighing. Yawning may seem like something you can’t control, but your interviewer will see it very differently and might think: “He’s bored” or “What, she didn’t get enough sleep the night before her interview? She must not care enough.” Remember: you’re supposed to be on your best behavior in an interview.

Playing with your pen. This is an easy one—set the pen down.

Checking your cellphone. Leave it in the car. Or just shut it off. You won’t need it, and you really don’t want it to ring during the interview. If you forget, and it rings, swiftly grab it and shut it off, and apologize quickly and concisely. Then move on. Definitely do not answer your phone or check your texts during your time at the company.

Nail biting. Come on, are you in high school? Stop biting your nails!

Sniffling. If you have a cold, take a decongestant, or make sure you blow your nose before the interview. If you sneeze, simply say: “Forgive me for sneezing, I have a bit of a cold.” You definitely don’t want to give the impression that you’re sick a lot, so don’t sniffle through the whole interview or make it an issue in any way.

Picking at, rubbing, or scratching any part of your body. Eww. Bottom line: The interview is not the place for personal hygiene of any kind.

Waiving your hands while speaking. Using gestures to punctuate your ideas can be part of being an effective speaker. But overdoing it derails your answer and the impression you’re trying to make. This is another area where feedback can be very helpful.

Tugging at your cuffs or at the hem of your skirt. Fiddling with your clothes communicates discomfort and insecurity. The interviewer may conclude you’re not used to wearing a suit or you’re not comfortable in your dress, and that’s not good. An employer wants to hire people who look like they were made for the job—like they already suit the position.

Resting your chin in your hand. You bored? Tired? Bored and tired? Wish you were somewhere else? No problem. The hiring manager will wish you were there, too.

Smiling too much or not smiling at all. Yes, it’s important to appear congenial and interested in the interviewer and in the job, but you don’t want to come off like a con artist or a fake. Ask someone close to you if you tend to smile too much when you’re nervous.

Bet you didn’t know there were so many ways to be annoying! Before your next interview, practice with a trusted friend or adviser. Or videotape yourself answering questions. It could be the best thing you do for your job hunt.

Job Interview Jitters

Job interviews are stressful. There are very good reasons for anxiety and concern:

• You don’t interview every day and uncertain as to how well you will do.
• You” really” need and want this job.
• This is the only job opportunity in your pipeline.
• You’re not exactly sure about what they’re looking for or what they’re going to ask.
• You’re not comfortable “selling” yourself.
• You think you have to be all things to all people.
• You don’t know for sure if you answered the question(s) correctly.
• Fear of rejection.

Interview nervousness is a natural reaction. We all want to ace the interview. Interviewers were once candidates and expect it. But, there can be times before, during, and after an interview that nerves simply explode out of control. Like being in quicksand, the more you focus on composure, the more nervous you get.

The best remedy to get past interview fears is to demystify and understand interview process. Take control and boost your confidence by doing your homework:

• Know the company and potential interviewers.
• Investigate the job requirements and position needs.
• Understand the types of questions that are usually asked.
• Have a series of short well rehearsed accomplishment talking point stories that can be used along the way.
• Have a series of thoughtful questions for the interviewer.

Believe in yourself and your abilities. Work on your interview skills. Practice interviewing with a trusted colleague or mentor so that you can paint a clear picture as to why you are the perfect match for the position. Remember, a job interview is not an inquisition. It is an information exchange where you will be the interviewer 50% of the time.

All Hands, Abandoning Ship?

A 2009 Management Recruiter International (MRI) survey claims that 49.5% of employed respondents were looking to change jobs within the next six months, and 80% within a year.

Yahoo HotJobs 2009 annual survey states that “only” 38% of US workers were satisfied with their current position and “not” looking to change jobs.

A January, 2010 independent survey of 5000 US households conducted by TNS, a global market and insight group, claims that only 45% of the survey group are satisfied with their job, a downward trend from previous years that crosses four distinct drivers of employee engagement: job design, organizational health, managerial quality, and extrinsic rewards. In fact, 22% of respondents didn’t expect to be in their current job in a year.

Employer wars for top talent, the best of the best, will never end. Growing employee dissatisfaction pose new threats to employers in productivity, employee engagements, and strategic business plans. As the economy improves, chances are those unsatisfied and often key personnel might very well jump ship. Gerlinde Herrmann, member of SHRM’s Corporate Social Responsibility Special Expertise Panel, cautions: “Even if you can artificially retain folks through job security, as soon as the economy turns (and it always does), we will be facing the ever-looming prospect of talent shortages.” In addition to aggressive retention initiatives, HR departments need to benchmark and set the standards for succession planning at all levels.

Key personal losses can have a disastrous effect on the strategic vision and objectives of any organization.  Replacement searches can be a long and seemingly impossible task. Developing candidates from the employee pool may not be up to the challenges. Many companies partner with specialized industry recruiters to develop and orchestrate strategic successions plans. Short term planning includes emergency replacements. Longer term plans include changing assignments, new markets initiatives, and planned attrition. Experienced recruiters understand employer’s needs and develop replacement pipelines from targeted business segments, including prospects that employers can not ethically or legally contact.

Is your organization ready to continue business without interruption during an economic recovery and/or loss of strategic personnel?

Killer References

All too often, job candidates are so focused on searching  job boards, networking, updating resumes, researching companies, and preparing for interviews that “references” are often overlooked. Some may argue that background checks are ritualistic or pro forma steps in the hiring process. Never underestimate the power of a reference. Given the hiring investment and company’s mission to have the right employees in place, employers, more than ever, are conducting extensive background checks at all levels. Good references can be the deciding factor in your getting the job. One bad or mediocre reference could cost you the job. 

A reference listing should include four informational topics: 

• Contact data: complete, up to date, and the preferred contact method.
• Reference background information: a brief paragraph to help the employer understand who they will be talking to.
• Relationship to the reference: a brief paragraph as to your professional relationship and relevance to the position you have applied for.
• Ongoing contact: a brief synopsis of the ongoing contact with the reference since last working together.  

Never incorporate your reference list as part of your resume, and only provide references when requested by a potential employer.  

Social media references and letters of recommendation are meaningless at this stage of the hiring process. Typically, both can be construed as stemming from mutual admiration circumstances with little to no credibility. Hiring Managers want to communicate directly with your references and discuss your qualifications.

Choose references carefully: Ideally you should have three to five professional references stemming from previous management or supervisors, colleagues, and customers whom you worked closely with in the past. They should be familiar with and able to speak specifically about and validate your accomplishments, work ethic, professionalism, skills, education, performance, etc. Personal references, (family, friends, association and community members), can be used for first time job seekers. 

Get permission to use someone as a reference: Some people might elect to decline your request for whatever reason. There should be no surprises for you or the potential employer.

Coach your references and keep them up to date: Insure your reference has a current resume; knows that a potential employer may be calling about a specific position; has been briefed on the company; and aware of interview talk points and highlights. Provide sufficient information to minimize adhoc misunderstandings.

Follow-up with your reference after he or she has spoken to the potential employer. In addition to thanking the reference, you might gain additional insight as to the hiring manager’s thoughts on your candidacy, or red flags that might need to be addressed or re-visited with the hiring manager.

Remember, Killer References can secure a job offer, or be the disastrous end to a hard fought campaign.

Beware – Job Hunter Scams

Scams targeting desperate job hunters are proliferating in this economy. Some “artists” demand a fee from the job hunter in order for them to be considered for a position.  Others attempt to gain access to the job hunter’s personal information, including credit cards, bank accounts, and Social Security numbers.  The Better Business Bureau reported a common occurrence where prospective employers informed job hunters they required a look at their credit reports before being considered for placement. The supposed job offer turned out to be a marketing ploy for online credit monitoring with an ongoing monthly fee.

 

Beware: Always research and qualify prospective hiring companies and agents.

 

Plan, Prepare, and Practice

The Bureau of Labor Statistics report on Job Openings and Labor Turnover Survey (JOLTS) for October, 2009 shows new job openings decreased by 80,000 in October to 2.5 million. During the same period, the number of unemployed workers increased by 558,000 to 15.7 million. Hence, there were 13.2 million more unemployed workers than job openings in October, or 6.3 job seekers per available job as compared to 1.7 job seekers per job in December, 2007. These statistics exclude candidates simply looking to change jobs. A recent Management Recruiter International (MRI) survey claims that 49.5% of employed respondents were looking to change jobs within the next six months, and 80% within a year. From a job candidate perspective, the average number of interviews per job offer increases from approximately 6, in times of plentiful opportunities and high candidate demand, to 17 during recessionary periods.

Nearly all candidates understand that well executed marketing campaigns and great resumes generate job interviews. However, not all candidates are as judicious in planning and preparing for the interview process. The most common interview mistakes include:

Not asking for the Job: Close each interview with a summation of what you bring to the job. Ask for the opportunity to deliver results.

Winging the Interview. In addition to a brief “Tell me about yourself” introduction, you should have 6 to 8 succinct two-minute success stories that can be used to address soft skill, (behavioral, situational, and analytical), questions. These well crafted stories, based on several of your previous successes, support your candidacy and set you apart as the best person for the job.

All things to all people. Devote your talking point time to areas of expertise that will result in benefits to the employer. Don’t stretch your qualifications too far. Be honest and selective in the positions you apply for.

Inadequate Employer Research. Be well informed about the company and up to date on breaking news. Ask thoughtful questions about their immediate needs, future plans, products and services.

Lack of Enthusiasm. Hiring Managers are looking for candidates that are enthused and excited about working there. Avoid becoming overly fixed on your talking points. Personality, warmth, understanding and tasteful humor demonstrate your team fit.

Termination. It’s normal for people to be hurt or angry having lost their last position to downsizing or elimination. Don’t carry emotional baggage to the interview. Briefly discuss the situation, your understanding of the business decision and positive lessons learned;  then, move on to what you can do for this employer.

What you want. Listen to what the interviewer is saying. Steer conversations toward what you have to offer and how you will be a good team fit.

Job offers are won and lost during the interview process. It’s not uncommon for the candidate with the best interview skills to displace the most qualified person for a job. Plan, Prepare, and Practice your interview talk points. The competition is tough; don’t give hiring managers reasons to disqualify you.

There’s a lot riding on the Interview!

Today’s uncertain economy makes it more critical than ever to have the right employees in place, doing the job they were hired to do. Eighty percent of all turnovers usually results from bad hiring decisions that might not be the fault of either the employer or employee. Many times, there was not enough information gleaned from the interview process to insure an employee was the right candidate for the job.

Candidate interviews are the accepted, and traditionally, the most powerful tool in the employee selection process. Every position has unique needs. There are no definitive formats to obtain critical decision making information. Armed with a thorough understanding of the company’s hiring objectives, it is the interviewer’s responsibility to plan and create specific frameworks to assess a candidate’s professional motivations, skills, technical knowledge, performance, and, to determine how they will fit into the company culture.

 A candidate’s industry skills and technical knowledge are typically the easiest to evaluate and usually obtained with series of direct or open ended questions.  A lab technician could be asked what test instruments he or she is certified to operate. A tougher general question for a candidate might be an explanation of the most significant contribution he or she has made to their company or industry.  Soft skills like motivation, cultural fit, or performance are best discovered by combinations of behavioral, situational, and analytical questions: 1) Behavior questions determine how a candidate performed in the past, i.e., “How did you?”, and follow the reasoning that the best predictor of future success is past performance. 2) Situational questions follow a similar format, but are aimed at evaluating judgment or decision making skills, i.e., “What would you do?”.  Analytical questions engage various forms of reasoning or problem solving.

A sampling of general soft skill questions might include:

• Have you looked at our website? What changes would you make?
• What is the most significant presentation you have made to your company, or clients? How did you prepare?
• How have you handled the last couple of angry customers you faced?
• Imagine we’ve just hired you. What’s the most important thing on your to-do list on the first day of work?
• Can you give me an example of how you managed multiple projects all due at the same time?
• What is the last thing that you and your boss disagreed about? How did you resolve it?
• Based on your performance and value to your last company, why were you laid off?
• Why are you the best candidate for this position?

Prepared interviewers should not be afraid to use stress techniques, ask tough questions (within the law), or challenge candidate responses to measure a candidate’s composure under stress. Three of the most common stress techniques include: 1) A 5 to 10 second period silence following a candidate response. 2) Not making eye contact. 3) A series of questions specifically designed to throw the candidate off guard. Keep in mind when altering interview tones or challenging responses, that your manner not be perceived as a personal affront, and that you maintain an attitude of cordiality and openness.

Finally, the best planned interview frameworks don’t always produce conclusive decision making information. Follow-on interviews with top-tiered candidates allow interviewers to weed out professional candidates, further explore specific candidate skills, confirm information from previous interviews, and open new discussions. It’s important for interviewers to avoid comparing candidates, gravitating towards mediocrity, and succumbing to premature decisions.

 

Illegal Interview Questions

Candidate interviews are the accepted and traditionally the most powerful tool in the employee selection process.  Interviewers attempt to assess a candidate’s: 1) professional motivations, 2) skills and technical knowledge, 3) performance under stress or company dynamics, and 4) fit with team members and company culture.

 Questions asked during the interview process must be related to the specific job a candidate is applying for. Local, state, and federal laws address equal opportunity, discriminatory practices, and questions that can be asked during an interview process. Specifically, job discrimination is prohibited by the following federal laws:

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment Discrimination based on race, color, religion, sex, or national origin; 

Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;

Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;

Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;

Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and

Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

 In addition to enforcing these laws, the US Equal Employment Opportunity Commission is the central agency responsible for oversight of all equal opportunity practices, policies, and regulations.

In short, questions concerning age, gender, sex, race, ethnicity, national origin, religion, marital status, family status, etc. cannot be asked during an interview. A sample of illegal questions might include:

• When did you graduate from High School or College?  How old are you?
• Where were your parents born? Are you a US Citizen?
• What are your childcare arrangements while you work?
• Have you ever been arrested?
• In what branch of the Armed Forces did you serve? Where you honorably discharged?
• What does your spouse do for a living?

However, in the quest to obtain important candidate information as it applies to job or definitive position requirements, illegal questions can be unobjectionably restructured. Asked a different way:

• Are you over the age of 18?  What are your long term career plans?
• Are you authorized to work in the US?  What languages do you read, speak, and write fluently?
• This position requires travel or overtime on short notice, Can you travel?
• Have you ever been convicted of “X”? (The crime should be related to job performance).
• How will your experience in the Armed forces benefit the company?
• Can you relocate?

Outside the workplace, or possibly first meeting icebreakers, most illegal interview questions might seem like conversational chat. However, given today’s prevailing economic climate, it’s imperative that interviewers know governing laws and accepted interview practices to avoid professional embarrassment, candidate claims, or EEOC actions.

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