Employment and Career Resource Blog

A chain is only as effective as its weakest link—and you don’t know which link is weak until the chain is tested.  If your job search is falling short, one of your job-search skills may be the weak link.  By analyzing your chain of job search skills, you can build a stronger chain, one that can stand up to any test.

There are three critical links in your job search chain.  Consider each of them carefully to determine your weakest link, then work to strengthen that link.

Link #1:  Resume and Cover Letter

If your resume and cover letter aren’t attracting attention and generating interviews, this may be your weakest link.  A quality resume should:

• Sell your best transferable skills
• Support those skills with bottom-line impacts and achievements
• Be easy to understand at a glance, without dense reading
• Have an easy-to-read format with a clear outline
• Not typecast you into an industry or job you are trying to leave
• Focus on only one career objective

An effective cover letter should:

• Support but not repeat the resume
• Not sound like a form letter
• Not start every sentence with I, Me, or My
• Focus on the hiring motives of the reader

If your weakest link is your resume and cover letter, you may want to consider investing in a professional resume writer.  Many of them have experience in Human Resources and recruiting, so they know what hiring managers are looking for and the best way to present that information.

Link #2:  Resume Exposure

Even the best resume will fail to generate interviews if it doesn’t reach a wide enough target audience.  To a certain degree, generating interviews is a numbers game.  If the resume is effective to begin with, then the more resumes you send out, the more interviews you will win.

How much exposure is enough for your resume?  The answer is subjective, but you’ll definitely increase your exposure by using the following methods and online tools:

• Post your resume on numerous job boards (i.e., more than two or three)
• Distribute your resumes using a reputable online resume distribution service
• Proactively mass-target your resume to prospective employers
• Proactively send your resume to a wide audience of recruiters
• Identify numerous job boards that target your specific industry or occupation (again, more than two or three)
• Use job board profile options to have job postings emailed to you on a regular basis
• Utilize your existing network or build a stronger network of industry and occupational contacts to uncover job leads

If resume exposure is your weakest link, then you might benefit from the expertise of a career coach to help guide you in better job search strategies.  A career coach can assist you in building a campaign to gain maximum exposure for your resume.

Link #3:  Interview Skills

If your resume is fine and you are getting plenty of first interviews—but no second ones—then your interview skills may be your weakest link.

To analyze the strength of your interview skills, ask yourself the following:

• Have I adequately researched this company prior to the interview?
• Am I prepared to answer tough questions?
• Do I know what questions they might ask, or do I find myself stumped by questions I didn’t expect?
• Do I know what kinds of questions to ask in order to gain insight into important hiring motives?
• Do I know how to uncover any concerns that might prevent a job offer?
• Am I a good interview closer?

If interview skills are your weakest link, you’ll receive more job offers by investing in interview coaching with a career expert.

By strengthening each link of your job-search chain, you’ll avoid months of frustrating, ineffective effort.  With each link strong enough to support your career objective you’ll win your dream job with confidence.
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Deborah Walker, CCMC – Resume Writer ~ Career Coach
To see resume samples and read more job-search tips visit www.AlphaAdvantage.com
Email: Deb@AlphaAdvantage.com

Technology has grown in leaps and bounds – even the résumé industry has been transformed with the introduction of various job-search conduits, such as online recruiters, headhunters, and job banks.

Like many employment agencies, job banks have seen a significant growth spurt in the last 10 years.   There arer 1,000’s of job boards containing the descriptions of open positions located locally, nationally, and internationally.

Job banks may seem intimidating to some, but in reality, they are no more than a fat section of help wanted ads in the Sunday newsletter – online

Many job banks also possess a résumé submission area, allowing a document to be available online and searchable by keywords and key phrases

Taking it one step further, these same job banks have incorporated “job sleuths” into their script programs.  Jobs matching your skill set, target area, and/or salary requirement are automatically submitted by e-mail account for your review and action

An increasing number of recruiters are focusing themselves within a niche market; and because of this, a rising number of industry-specific job banks have emerged.  Finding job banks serving the information technology, sales, health care, and manufacturing industries (among others) are more common today than even 10 years ago

Job bank results can vary upon a number of variables:

… Visibility of the job bank

… Keywords / key phrases contained in the résumé

… Jobseekers current industry and position

… Requirements for target position (i.e. some companies seeking medical sales professionals require a minimum of 18 months sales experience)

A number of résumé writers now advertise “keyword strong” documents, catering to technological advancements.

Posting to job banks can be an added approach to your job search, but shouldn’t replace the tried-and-true results produced from networking.

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By Teena Rose, Career, Writer, Résumé to Referral, http://www.resumebycprw.com

Teena Rose is a certified résumé writer, interview professional, and a credentialed career master.

There are certain employees who are worth their weight in gold, and there are others who should be thrown to the curbside.  Which are you, you ask?  The more cherished employee, of course, reflects a higher value to the employer.  The latter of the two shows up for work, completes the job, and no more.

Becoming a valuable employee takes time, dedication, and a strong will to succeed…not to mention, a plan.  Stepping up to the plate will cause other employees to feel like you’re up to something.  A valuable employee stands out from the pack, regardless of what coworkers feel about them.  They have a goal in mind, and they don’t let outside influences hinder their plan.

Standing out from the pack requires a strong and obtainable plan.  If seeking a higher salary is your initial plan, you must succeed and exceed your boss’ expectations.  Doing this is much easier than one might think.  Taking on additional responsibilities is a sure way to get any manager’s attention.  By crossing over into other positions, department, and responsibilities, the employee automatically becomes a more valuable player.  This added experience can allow you to overflow into another area due to knowledge.  Knowledge and know how are worth extra income.  An employee can easily negotiate a higher salary once they have proven their worth to the company’s management team.

Asking for a raise requires an updated resume, designed specifically for internal purposes.  This resume should highlight all skills and qualifications one currently possesses from in-house experience, including additional classes or industry-related organization participation completed outside of normal business hours.  By logging this information accordingly within the document, superiors will see the added value brought to their business.

Some businesses do not pay their employees what they are worth.  This is no hidden secret.  If your company refuses a pay increase, there are always other companies willing to pay for experience and expertise.  The trick is to become good at what you do, and this will ensure you are a hot commodity.

Below is an overview of what you can do to ensure career advancement:

Continue Education. This one seems like a “no brainer”, but with the hectic schedules some workers maintain, it’s a surprise they find time for anything non-work or home-life related.  Online universities are making it extremely easy to continue one’s education…utilize these resources!

Take on Added Responsibilities. As mentioned above, taking on added responsibilities can solidify your career goals, not to mention, increase your knowledge of your industry.

Join Industry-Related Organizations. Like education, joining industry-related organizations can also increase your field knowledge.  These organizations will also provide a networking forum for new career opportunities.  Business executives, consultants, and owners make-up a large portion of groups’ board of directors, advisory committees, marketing teams, and public relations personnel.  These types of contacts can become invaluable to a jobseeker.

Perform your Own Public Relations and Marketing Campaigns. Public relations and marketing campaigns work in correlation with organizations, the resume, and continued education.  Adding to one’s experience, networking pool, and beefing up the marketing documents that represent themselves can prove to be crucial marketing and PR steps to increase chances of landing a better job or a higher paying salary.

Maintain a Career Journal. Everyone should maintain a career journal.  This journal should be a complete log of career advancements, achievements, bonuses, and short and long-term goals. When I consult a resume client, I’m often surprised at how little they remember about their career or company-related achievements.  Achievements are documented abilities provided to an employer.  These abilities are, in essence, ‘proof’ that you are worth your weight in gold.

There is no hidden secret to becoming a valuable employee.  The steps listed above are common sense.  Becoming an asset to your employer is something that takes time and dedication.  If you are willing to expend the effort, you are destined to become a worthy and valued employee.

We’ve all heard stories of job candidates who looked great on paper but who were absolute disasters in person.  With fewer and fewer interview opportunities available in this competitive market, it’s essential to make the best possible first impression.  You can learn from the mistakes of others and avoid the top 10 worst interview blunders.

Poor handshake
The three-second handshake that starts the interview is your first opportunity to create a great impression.  But all too often an interview is blown right from the start by an ineffective handshake. Once you’ve delivered a poor handshake, it’s nearly impossible to recover your efforts to build rapport.  Here are some examples:

*  The Limp Hand:   Gives the impression of disinterest or weakness
*  The Tips of the Fingers :  Shows lack of ability to engage
*  The Arm Pump:  Sincerity is questionable, much like an over-agressive salesman

Even if you’re a seasoned professional, don’t assume you have avoided these pitfalls.  Your handshake may be telling more about you than you know.  Ask for honest critiques from several friends who aren’t afraid to tell you the truth.

Talking too much
In my recruiting days, I abhorred over-talkative candidates.  So did most of my client employers.  Over-talking takes several forms

*  Taking too long to answer direct questions.  The impression:  This candidate just can’t get to the point.
*  Nervous talkers.  The impression:  This candidate is covering up something or is outright lying.

To avoid either of these forms of over-talking, practice answering questions in a direct manner.  Avoid nervous talking by preparing for your interview with role-play

Saying negative things about your current or past employers/managers
The fastest way to talk yourself out of a new job is to say negative things.  Even if your last boss was Attila the Hun, never, never state your ill feelings about him/her.  No matter how reasonable your complaints, YOU will come out the loser if you show that you disrespect your boss.  When faced with the challenge of talking about former employers, make sure you are prepared with a positive spin on your experiences.

Showing up late or too early
The first lesson in job-search etiquette is to show up on time for interviews.  A lot of job seekers don’t realize, however, that showing up too early often creates a poor first impression as well.  Arriving more than ten minutes early for an interview is a dead giveaway that the job seeker has too much time on their hands, much like the last one picked for the softball team.  Don’t diminish your candidate desirability by appearing desperate.  Act as if your time were as valuable as theirs.  Always arrive on time, but never more than ten minutes early.

Treating the receptionist rudely
Since the first person you meet on an interview is usually a receptionist, this is also the first impression you’ll make.  Don’t mistake low rank for low input.  Often, that receptionist’s job is to usher you into your interview.  The receptionist has the power to pave your way positively or negatively before you even set eyes on the interviewer.

Asking about benefits, vacation time or salary
What if a car salesman asked to see your credit report before allowing you to test drive the cars?  That would be ridiculous and you’d walk away in disgust.  The effect is about the same when a job seeker asks about benefits or other employee perks during the first interview.  Wait until you’ve won the employer over before beginning that discussion.

Not preparing for the interview
Nothing communicates disinterest like a candidate who hasn’t bothered to do pre-interview research.  On the flip side, the quickest way to a good impression is to demonstrate your interest with a few well thought out questions that reflect your knowledge of their organization.

Verbal ticks
An ill-at-ease candidate seldom makes a good impression.  The first signs of nervousness are verbal ticks.  We all have them from time to time—umm, like, you know.  Ignore the butterflies in your stomach and put up a front of calm confidence by avoiding verbal ticks.

One of the best ways to reduce or eliminate them is through role play.  Practice sharing your best success stories ahead of time, and you’ll feel more relaxed during the real interview.

Not enough/too much eye contact
Either situation can create a negative effect:  Avoid eye contact and you’ll seem shifty or untruthful; offer too much eye contact, and you’ll wear the interviewer out.  If you sometimes have trouble with eye-contact balance, work this out ahead of time in an interview practice session with a friend.

Failure to match communication styles
It’s almost impossible to make a good first impression if you can’t communicate effectively with an interviewer.  But you can easily change that situation by mirroring the way the interviewer treats you.  For instance

*  If the interviewer seems all business, don’t attempt to loosen him/her up with a joke or story.  Be succinct and businesslike
*  If the interviewer is personable, try discussing his/her interests.  Often the items on display in the office can be a clue.
*  If asked a direct question, answer directly.  Then follow up by asking if more information is needed.

When you allow the interviewer to set the tone of conversation, this can vastly improve your chances of making a favorable impression.  You can put the interviewer at ease—and make yourself seem more like them—by mirroring their communication style.

Just as a strong resume wins you an opportunity to interview, strong interview skills will win you consideration for the job.  You already know that you won’t earn an interview unless your resume sets you apart as a candidate of choice.  Likewise, you should know that polishing your interview skills can mean the difference between getting the job offer—and being a runner-up.

Start your job search with a resume that creates a stellar first impression, then back those facts up with your extraordinary interview skills.  You will have made yourself a better candidate by avoiding these ten interview pitfalls.  And no one will have to talk about you as the candidate who “almost” got the job.
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Deborah Walker, CCMC
Resume Writer ~ Career Coach
For more in-depth information on resumes, job-search strategy and interview skills, visit the article archive at: www.AlphaAdvantage.com

The following will assist you to determine the questions which Employers may or may not ask you during a pre-employment interview.

Title VII of the Civil Rights Act of 1964 made it illegal make hiring decisions based on race or perceptions of race, or based on gender. *

An employer may not ask you about your religious beliefs, what holidays you celebrate, or what religious institution you belong to. *

In 20 U.S. states,   (http://www.unmarriedamerica.org/ms-statutes.htm) an employer may not ask you if you are married, widowed, divorced, intend to be married, are in a committed relationship or how many times you have been married. They may not make decisions based on your marital status or their perception of your marital status.

Employers may not ask you about your family or plans for your family. They may not ask about the number or age of your children. They may not ask if you intend to have children. And they may not ask about the living arrangements of your children. It is even illegal for employers to refuse to hire a visibly pregnant woman based on her pregnancy. *

The Age Discrimination in Employment Act of 1967 prohibits discrimination against potential employees over the age of 40.
The Age Discrimination Act of 1975 prevents agencies receiving federal funding from discriminating against potential employees on the basis of age – for all age groups.

Minors have certain restrictions on the types of work, work times and number of hours per week they are allowed to work and this may cause them to be excluded from certain types of employment.

A company may not discriminate against a qualified person based on certain physical disabilities. An employer may require a physical examination of an employee but only after making a job offer and only if all employees are subject to the same examination. *

Asking questions about a person’s ethnic background or ancestry is another violation of Title VII of the Civil Rights Act of 1964.*

It is illegal for an employer to discriminate against a potential employee based upon U.S. citizenship status or a person’s country of origin.

However, it is legal and required to ask all potential employees if they are authorized to work in the United States.*

A proposed bill called the Employment Non-Discrimination Act is currently before congress and if passed, it would make discrimination based on sexual preference illegal at the federal level.

Currently 25 states and the District of Columbia have laws that protect against potential employers discriminating against potential employees on the basis of sexual preference. However, in five of those states the laws only apply to employers with public workplaces.

The Uniformed Services Employment and Reemployment Rights Act of 1994 prohibits employers from discriminating against employees on the basis of current or past military service.  An employer can ask you about military experience as an example of former employment, but should not ask how you were discharged or if your current military service will interfere with your ability to do your job.

However, if you are applying for a job with the federal government, you may be asked about your military service because the Veterans’ Employment Opportunities Acts (VEOA) of 1998 and 1944 entitle veterans to receive preference when applying for federal jobs.

It is legal to ask about organizations that are relevant to the job, such as trade organizations.  However, employers should not ask about organizations that would reveal information that might be protected such as age, ethnicity, sexual preference or religion.

While it is not specifically illegal to discriminate against a person based on height and weight, it is illegal to do so if the same restrictions are not applied to all employees in the same way or are used to hide another type of discrimination.

* This law only applies to companies with 15 or more employees.

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This article was published by Salary.com in a newsletter issued June 10, 2009. Salary.com builds on-demand software around a deep domain knowledge in the area of compensation to help customers win the war for talent by simplifying the connections between people, pay and performance.

1. During an interview, it’s best to turn the interview into a conversation. The key is to explain to the employer how you can answer questions and incorporate a question into a response.
   
2. Using Assumptive Interviewing techniques.

Personalize the interview whenever and wherever possible. To glean information about responsibilities or job duties, use phrases such as “What will I be doing for you on a day-to-day basis? To whom will I report? Who will be reporting to me?”

3. The Salary Question

Most of the time, many candidates may have very difficult time answering questions about expected income. A few employers will bring up the subject of pay and benefits during interviews. Responding to salary matters can be difficult at times.

If the Employer asks: “What salary are you expecting?”

You can answer by saying, ” Although money is important to me Mr./Ms Employer — it isn’t my primary goal. I’m more interested in the people I will be working with on a day-to-day basis and the kind of long-term opportunities here at ABC Co.”

“What salary RANGE did you have in mind?”

If the employer answers you with a salary range, then you can answer them by saying “When you decide I am the person for you, I am sure we can come to an agreement in that range.” If the interviewer insists that you specify a figure, then be prepared to answer with a salary your own and add “How does that fit into the range you had in mind?”

4. Blue Sky Questions

Blue sky questions force candidates to deal with abstract ideas rather than skills and facts. A question like “What are your long term goals?” can be tricky because many candidates think in terms of job titles and answer “I want to be an Operations Manager some day”.

There are no pat answers here, but try to address your expectations rather than your ambitions). A good general answer discusses future job CONTENT such as “I would like to have the responsibility for people reporting to me, helping them to realize their potential, strengthening weaknesses, motivating them, etc. Is this opportunity available to me here at ABC Co?”

Another question, generally from HR or an astute manager, may ask a candidate to discuss weaknesses. The interview may be trying to determine if the candidate has done a self-assessment. One can’t hope to improve personally and professionally without knowing one’s strengths and weaknesses.

Think of traits in yourself that you are trying to change, i.e.; too bold, impetuous, impatient, etc. A response to this question might be “I am aware that sometimes I am too impatient. When I see someone doing a job, for which I know a better technique,, I want to jump in and do the job for him or her. I try to remind myself that people have to learn on their own so I try to hold myself back. I try to be patient and wait for a better opportunity to mention to the person that they might try this technique, but sometimes I forget and dive in – however, I’m working on that issue”.

“Learning how to interview will do no good if you

don’t have an effective résumé to solicit one.”

Learn about the company before the interview. The Internet is an “ocean” of information. Your local library also holds a wealth of information on various industries, etc.

Panel Interview. These types of interviews are performed mainly for upper management positions. One of the main purposes of this interviewing procedure is for the bulk of the staff to meet and question each candidate. Typically after the panel interview is complete, the staff meets to discuss the various candidates and determine which one (or more) is best suited for the position.

Phone Interview. These types of interviews are a favorite. They are informal, informal, informal. One of our staff members has been hired a couple of times by a phone interview only. Phone interviews are becoming more popular because they are indeed casual and allow the interviewer the opportunity to discuss matters with a candidate prior to an official meeting. However, proceed with caution, these types of discussions can get too casual and backfire.

Interview Discussion. Interview discussions can be boring and meaningless. A candidate can experience a live, regurgitation of the job description listed in the local paper rather than a meaningful conversation of what is expected of him or her. Take this opportunity (or any other) to discuss new procedures you wish to implement to increase the companies bottom line and productivity. Use dollars, percentages and cents. In today’s age, nearly anyone can do a job, but can they produce results.

Never make negative comments about former employers. No matter how tempting it is to want to notify the world about the awful business practices of a previous employer; DON’T DO IT. Remember, stay professional, don’t resort to mud slinging.

Are there some interview questions I should be concerned about? There are several interview questions that aren’t illegal, but may lead to answers that cause the hiring manager to make an illegal decision. These include: a) number of dependents b) do you have a sitter c) are you married d) how much do you weigh e) religion? Obviously, a hiring manager does not purposely break the law (at least we hope not), so give them the benefit of the doubt if asked anything you feel is inappropriate. Kindly, indicate to them you are uncomfortable with the question and decline to answer.

Don’t bring up salary or benefits in the first interview. In today’s world, we believe this is a passing phase. Virtually, our entire lives are beginning to evolve around one question, “How much?” If they bring it up first, then go for it. A simple rule to follow when you are presented with an amount is to ask, “Is this amount set in stone or is it negotiable?” If the amount is non-negotiable, take enough time to think about it (especially if it is lower than your previous salary). Rather, if the amount is negotiable, we recommend taking your time, before giving them an amount you may not be able to revise later.

What if I complete the entire interview and salary is not mentioned at all! This is not likely to occur, however, if it does, simply inquire at the end, if you feel it is appropriate, or continue to wait until the company provides an offer.

Is there a key or map to interviewing? Keep in mind, every hiring manager has different interviewing skills and tactics. You may interview with a highly-structured manager that will ask every official question, or you may have someone that just called you in to chat to see if your personality will “click” with the rest of the staff.

When the interviewer says, “Do you have any questions?” Do you automatically say, “No?” Try these:

a) Is there room for advancement?

b) Will I be required to work overtime?

c) Who will be my immediate supervisor and manager?

d) Where do you see the company in the next five (5) years? ten (10) years?

e) After an adjustment period, can I take on additional learning opportunities and/or duties to expand my working knowledge of the business?

Send a follow-up letter. (AKA thank you letter) A large percentage don’t even give a follow-up (after interview) letter a second thought. This letter can serve key functions: a) make the interviewer sway in your direction when they are torn in selecting a candidate b) notify them of your courteous, thoughtful demure which can aid you in salary and benefit negotiations.