Career Musings

…It probably is! Some time ago I wrote an article titled “Lying on Resumes Alarmingly Common”, where I referenced a newspaper article with the heading “Official Résumé Wrong”! Fast forward to 2011, and it appears the topic of ‘lying on résumés’ has reared it’s head again. As a matter of fact, one month ago, I was reviewing the résumé of a young man and when I questioned him about his most recent experience, he admitted he had fabricated it because “others were doing it.” As a career coach and professional résumé writer, I owe it to my clients and myself to make sure that the information is correct.

Officeteam recently conducted a survey and it reveals, once again, that most job seekers stretch the truth on their résumés, particularly when it comes to their job duties and education. The job market may be tough right now, but job seekers should refrain from embellishing their résumés as they will be found out, sooner or later.

Here are some tips that Officeteam has offered to employers on how they can verify information on résumés. Job seekers should take note:

How about you? Do you embellish, or have you lied on your résumé? Do you know anyone who does? Add your voice here!

Source: Officeteam

Related post: Lying on Résumés Alarmingly Common

Several of my clients are professional immigrants, aka Internationally Educated Professionals. While they are trying to navigate and understand the job search maze, they are either not working or they are working in survival jobs. Invariably, these jobs are not related to their professions, and some prefer not to mention such jobs on their resumes. Those who haven’t yet found a job face the same challenge – how to account for their time away from the job market.

In a recent survey, a group of Canadian HR professionals and hiring managers were asked “How should candidates address gaps in their employment history?” Nearly thirty-six percent (35.9%) said they should include a statement in the ‘work experience’ section and twenty-three percent (23.4%) indicated that they should give an explanation in a cover letter. Sixteen percent (15.6%) said that candidates should explain (in a chronological resume) where the gap occurred, or they should fill the gap with professional development. From this statistic, it is safe to conclude that 75% of respondents want you to account for the gap.

While keeping the hiring managers’ preferences in mind, here are some additional ways to compensate for, or explain gaps in your employment:

1. Prepare to tell stories about what you have learned in the survival job without focusing on the title
2. Register with employment agencies to get some short-term assignments, or look for freelance projects
3. Use the functional resume format to emphasize notable skills and accomplishments gained from a number of jobs
4. Arrange practice interview sessions with a family member or friend and make sure you are prepared to answer the ‘gap’ question
5. Reflect on some activities you have been involved in and see if you can link those activities to the company’s business strategy
6. Remind yourself that unpaid work is ‘experience’
7. Attend industry-related seminars, engage in professional development activities or gain an additional certification

Employers understand that there are various reasons why someone may have gaps in his or her employment history. Just be honest about it, and always steer the conversation back to the value benefits they would derive from having you on board.

OfficeTeam recently conducted a survey asking executives to recount their most embarrassing moments. One fell asleep while interviewing a candidate, another sent the offer letter to the wrong candidate, and yet another answered the phone using the wrong company name. One even went to work with two different shoes on. I can relate to that as it happened to me years ago one dark winter morning.

These moments can happen to just about anyone, and while the executive may be forgiven, as a candidate vying for that coveted position, you might not be so fortunate. That embarrassing mistake could cost you the job of your dreams.

Here are four tips from OfficeTeam to help you rebound from embarrassing mishaps:

1. Remain calm. It’s easy to lose your nerves after a slipup, but try to keep your composure. Take a deep breath and collect yourself.

2. Own up. Acknowledging a blunder before someone else does can alleviate any awkward tension that may arise. If appropriate, address the situation in a humorous way to make everyone feel more at ease.

3. Make amends. If your accident affected another person, immediately apologize and take steps to ensure a similar mistake does not happen again.

4. Move on. Rather than dwell on a misstep, focus on getting back on track. The faster you recover, the less memorable the incident will be.

What has been an embarrassing moment for you? Share it here.

*Post courtesy of OfficeTeam

The following is a very interesting post by Head2Head Recruiting in Toronto. The link to the full article and credit is listed below.

Job applicants love to complain about recruiters. They say that their online applications end up in a cyber black hole and are never read, responded to or recorded. While that might be true in some cases, there are candidates who always get a response and this is what they do to help us out as recruiters with limited time to fill specific positions with highly qualified candidates.

1. They save us time. They write their applications to be scanned. Qualifications and experiences are listed up front using the language used in the original posting.

2. They solve our problems. Recruiters, like employers, aren’t interested in what a job can do for you. We’re interested in what you can do for the company. Good candidates know what the pitfalls are and have thought about how to bridge them.

4. They are excellent at doing researchers. They are up-to-date on major events, performance issues and current trends in their industry.

5. They know how to leverage social media. All of their contacts know they are looking for work, what they want to do and how they intend to get it.

6. They’re passionate about their work. A dedication to their careers shines through difficulties. Further education, training and involvement in industry associations are listed on their CVs.

7.They give our clients a reason to feel inspired. Clients can tell when fresh blood is going to bring fresh thinking. When you’re a special candidate, it shows in your CV in your cover letter and, most importantly, in how you STATE YOUR GOALS. Ambition, combined with practical steps toward achievement, are the most attractive qualities in any candidate anywhere.

Article originally posted by Recruiting Head2Head in Toronto. Cut and paste this link: http://ow.ly/kwK7