Guidelines for Selecting Relevant work to include on your Resume

Posted on by February 25, 2013

Clinical RecruitmentWhen drafting their resume, many people struggle with determining exactly what jobs to list. Seasoned professionals who have held long term positions, numerous positions, or have been employed by several different companies may find it difficult to choose which work experiences to list on their resume.

What guidelines should you use when selecting the jobs to best represent you to a hiring manager?

Regardless of your experience and position, you should always list the most recent (or current) position you held. Employers like to know where their candidates’ focus has been leading up to their current resume submission.

So now that you have listed your most recent position, is this enough?  Be sure to fully list your key accomplishments, job roles and responsibilities.  We like to recommend you tailor these tasks to address the job requirements of the position for which you are applying.  Additionally, you should consider highlighting or bolding the tasks which best align to your desired position’s job functions.

Then, fill the rest of your job window with work experiences relevant to the job and industry for which you are currently applying. For example, if you’re applying for a position in Information Technology, you should list at least two or three positions you’ve held where you feel have best prepared you for the job you’re trying to obtain. It doesn’t matter if it has been a few years since you’ve held the positions; hiring managers will want to see your relevant skills and experiences as this will show you have solid work experience and can do the job.

Also, as expressed in the first article in this five part series, don’t underestimate the powerful impression listing relevant volunteer work experience on your resume has.  If you missed the first article, you can still catch it here.

Last, but definitely important:  You may find that listing only your most relevant work leaves some gaps in employment on your resume.  It is critical you address these gaps.  But don’t worry, we have discussed how to handle employment gaps in detail here.

Keep an eye out for part three of our five part article series where we are going to address how to handle Temporary Work and Short Term positions.

Written by Katie Fidler

Investing in a Lifetime of Success

Angela Roberts
www.craresources.com
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How to Write a Rejection Letter

Posted on by February 13, 2013

Clinical RecruitmentNobody likes being the bearer of bad news, but rejection letters are an essential part of the hiring process. Rejection letters are your company’s last opportunity to build good will with the candidate and establish your organization as an “employer of choice.” Rejection letters show your company’s professionalism and genuine consideration for people’s time and effort, and leave even rejected candidates with amicable feelings toward your organization. When drafting your candidate rejection letter, keep the following points in mind:

  • Keep rejection letters short and simple. Avoid going into too much detail by only including information essential to the candidate.
  • Personalize the letter as much as possible. Always address the candidate by name and refer to the position for which they were applying.
  • Be respectful and considerate. Remember that while this may be a simple candidate rejection letter to you, this letter will be an enormous disappointment to the person who receives it. Thank the candidate for their time, interest, and effort throughout the application and interview process.
  • Consider if the candidate would be a good fit for another position within the company or would be a good candidate to keep on file for future openings. If so, invite them to reapply in the future.
  • To soften the blow, include a sentence acknowledging their skills, qualifications, experience, or enthusiasm.
  • In closing, wish the candidate luck in their future endeavors.
  • End the letter professionally by closing with “sincerely” or “best wishes.”

While rejections by nature are disheartening, following the above guidelines will help you craft the most professional and considerate letter to inform your unselected candidates of your final hiring decision.

Written by Katie Fidler

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
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How Many Jobs Should I Include on my Resume?

Posted on by February 25, 2013

Clinical RecruitmentYou have finally decided to leave your current “dead-end” position and look for a more challenging and enjoyable career.

Where do you start?

Update and polish that resume of course! A key question you should be asking yourself at this juncture is how many jobs you should include on your resume. As a professional, you likely fall into one of two scenarios:

Tenured Professional: If you have been in the workforce for many years and have held several different positions, you may be wondering how many of your past jobs you should list on your resume.

Novice Professional: You may have just earned your college degree and are wondering what hiring managers want to see on your resume.

Most Hiring Managers are looking for a two to three job window, at least. This window should always include your most recent job as Hiring Managers like to know where people are coming from and what they have been doing leading up to the submission of their resume.

In a perfect world, we find that listing at least three jobs on your resume gives it depth and substance. By highlighting your last three positions, you are able to show your career progression, which is a critical message to relay when you are asking to be considered for a new opportunity.

We do understand listing three positions may be more challenging for those who haven’t been in the workforce for long or have held only one or two jobs in their career. If this is your situation, don’t worry! Since honesty is the best policy and creating fictitious jobs to add bulk to your resume will land you right back in the unemployment line, you may have to stray from the norm in order to add quality and showcase your experience and talents on your resume. Volunteer work is something that most people don’t considering adding to their resume, but in reality, listing your volunteer efforts not only says a lot about you personally, but also helps to add depth to your resume, explain your lack of employment, or speak to what you were doing during employment gaps.

Additionally, if you are a recent college grad struggling to add content to your resume, consider listing professional organizations you are or were affiliated with while in school such as business fraternities, participation in student government, etc.

Stay tuned as the next article in this series will discuss the rule on listing relevant work in your resume.

Written by Katie Fidler

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
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5 Outdated Job Search Myths

Posted on by February 25, 2013

Clinical RecruitmentNow that you are searching for a job I am sure you are getting tons of unsolicited advice on what you should be doing to land that dream job.

But let me ask you a question:  Are you sure the tidbits of advice you have received are not outdated?  What if the advice is just downright wrong?  Following outdated job search advice will likely hurt your chances of being competitive as a Job Seeker.  So how do you find out which advice is sound and which advice should be avoided?

To arm yourself against poor job search advice, take a look at the following top 5 outdated job search myths listed below:

Myth #1:  Your resume can only be one page.  This is one of the most ridiculous pieces of advice out there!  Of course all your content should be relevant; however you should focus on providing enough great job qualification content to show the hiring manager you are competitive for the position.  So don’t worry about some arbitrary page limit!

Myth #2:  Include “references available upon your request” on the bottom of your resume.  This statement is about as relevant to your ability to do the job as you stating you love long walks on the beach and know how to needlepoint.  Believe me, if the hiring manager wants references, she will request them!  Be sure to only include content relevant to how you meet the job qualifications in your resume.

Myth #3:  Include an objective.  Including an objective in your resume can be catastrophic.  One of my applicant’s resume objectives stated “To obtain an entry level position as a financial analyst in a company where I will be able to grow and meet new challenges”.  Not a bad objective, right? The problem is he was applying for a position with me as a recruiter…YIKES!

I recommend leaving the objective off and if you feel you need to craft a message, a well written cover letter will be a million times more effective than an objective!

Myth #4:  Mail or fax your resume to perspective employers…or better yet, drop your resume off in person.  Believe me when I say you won’t stand out…you will look outdated!  It is extremely rare for businesses to accept applications or job inquiries any other way except electronically.  I would recommend you not even invest in good resume paper as hard copy resumes are a thing of the past.

Myth #5: Frame your “weakness” as a positive.  Being asked to describe one of your weaknesses is probably one of the toughest questions to expect during an interview.  When a Hiring Manager asks you this question, she is not only analyzing whether or not you recognize your weaknesses, but wants to know if you have a plan to do something about them.

Answering this question is a chance for you to show your self-awareness as well as your willingness to continually improve as a professional.  Spend time preparing for this question so you dazzle your future employer with your maturity.  Whatever you do, do not attempt to fluff your way through this question by using a false positive, self-serving statement like “I work too many hours”, “I am too hard on my team”, or “I am a perfectionist”.  Your interviewer will see straight through this type of answer and will not be impressed.

I do hope this “myth buster” article has been of benefit.

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
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Candidates, Do Employment Gaps Matter?

Posted on by February 25, 2013

Clinical RecruitmentLife happens.  Layoffs happen.  New babies happen.  Relatives become sick, people take time off from work to go to school, and many other things occur which could result in a significant resume gap.

A gap in your work history is a reality many job seekers face.

So how do you handle employment gaps so they do not impede your chances of winning a great job opportunity?

Unexplained Employment Gaps – are your Gaps really Gaps?

Never leave employment gaps up for the hiring manager’s imagination to explain!  In many cases the gaps are not really “employment” gaps but are due to other reasonable explanations such as:

1.  Working towards a degree or certification

2.  Having and/or caring for children

3.  Taking time off to handle a personal health issue

4.  Dealing with a serious illness in your immediate family

Many people will experience at least one of these instances throughout their work history and by simply explaining why there is a gap in your work history you will mitigate many concerns the hiring manager has.

How to explain your Employment Gaps

Many recruiters will tell you to be prepared to explain your employment gaps during the interview.  I DISAGREE.

In today’s market, only a small percentage of applicants make it to the interview stage.  I recently posted an in-house Data Entry position and received 772 applicants for that one opportunity.  As the hiring manager I had to be smart about which candidates I would speak with and unfortunately, those candidates who had a trend of short job tenured positions and unexplained employment gaps were the first to be culled from the applicant pile.

So how do you win the interview even though you have gaps in your work history?  Be up front about your situation.  Write a cover letter which clearly and succinctly explains your employment gaps.  Additionally, be sure to speak to how you have kept your skills up even though the gaps exist.

By taking just a few extra moments of time at the submission stage you will be more likely to be awarded that coveted interview.

Should you attempt to hide your Employment Gaps in your resume?

I will make this one super simple – no.

Recruiters and Hiring Managers are wise to the many tricks people use with their resumes to hide their employment gaps.  It is always better to be open about your past work history and your current situation.  Some simple things to think about:

1.  Don’t “stretch” the dates of employment of previous positions to cover gaps in your work history.  When a background check and employment verification is performed it will become clear you falsified your resume and this will be a deal breaker.

2.  Don’t eliminate the dates of employment for your previous positions.  Additionally, don’t only use years (and not include months) when listing work dates on your resume.  While this practice can cover several months of unemployment it is clear to the hiring manager you are hiding something.

3.  Don’t get fancy with the formatting of your resume hoping this will hide your gaps.  Not using traditional formatting can make it more difficult for the hiring manager to see your qualifications too!

4.  Don’t worry about explaining gaps that happened 10 years ago.  Employers are more concerned with your recent work history.

I hope you find this article useful and if you have any experiences to share, suggestions or questions please feel free to comment.

Investing in a Lifetime of Success

Angela Roberts
www.craresources.com
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Not Just for Your Friends: Social Media Etiquette

Posted on by February 25, 2013

Clinical RecruitmentRemember the pictures from that wicked Halloween party last year? You know, the one where you dressed up as a sexy nurse and had fourteen beers too many? What about the status update you posted last week when you were so frustrated with your boss and the things he makes you do around the office? Or that LinkedIn profile that you haven’t bothered to complete? You might think that the information you put on your Facebook, Twitter, and other social media accounts has little or no effect on your professional life, but that is the farthest thing from the truth. According to a Vault.com survey, 44% of hiring managers search social media sights when screening candidates, and 39% said they search current employees as well! When you’ve spent so much time and effort building an impressive resume and acquiring the skills needed to excel in your field, why let your social media presence ruin your chances of landing that dream job? Following these tips will save you from letting your social media sites eliminate you as a serious candidate or worker.

  • First off, it is not necessary to completely eliminate your social media presence. Often times hiring managers will search your profile just to get an idea as to the kind of person you are outside of the office. If they notice that you have no online presence at all, they might think that you have limited social skills or are unable to stay relevant in today’s social media-centered world. The safest way to build and update your social media profiles is to consider them a less formal extension of your resume.
  • Make sure your professional social profiles, such LinkedIn, are completed and updated regularly. Employers take it as a sign of laziness and lack of initiative if they find your profile and the only information you’ve contributed is your name and the job you had a Wendy’s when you were 16.
  • Make sure that the pictures and information you share are appropriate. For pictures, a rule of thumb is that if you wouldn’t print them out and give them to your grandma to look at, then don’t post them on your profile. Similarly, if your posts and updates are riddled with curse words and derogatory statements, employers will assume you will bring that attitude into the workplace and immediately dismiss you as a candidate.
  • Avoid “friend-ing” or “following” current employees of the organization or company you’re trying to join. While this may seem irrelevant, most people do not want to be contacted and harassed by strangers who they may or may not one day work with. Similarly, use good judgment when posting things on the company’s profile. Don’t post things that are contrary to the company’s values or views, even if you feel you are in the right. Also, don’t feel compelled to respond to every post the company makes. This will portray you as shut-in who seldom leaves their computer.

There is nothing wrong with having a social media presence as long as it is reflects your professionalism. Because so many employers search social media sites to gather information during the candidate screening process, it is essential that you careful monitor your sites and share photos and information that you wouldn’t be embarrassed to show a potential employer in person.

Written by Katie Fidler

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
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Are you considering a career change? We specialize in clinical recruiting! You can sign up for our Job Seeker email course which provides valuable insight into how to become more competitive in the marketplace.

How to use your Network when Job Hunting

Posted on by February 25, 2013

Clinical RecruitmentWhen it comes to the job search, you have one of the best tools at your disposal:  your network. Networks are important to nurture because they add a human touch to the application process.  From my experience I would guestimate between 60-80% of hires are due to “who you know”.

A network is, technically, everyone you know.  Here are some helpful hints on how to use your network to its greatest advantage:

1.    Build your Network.  Whatever you do, don’t forget an essential golden rule as quoted by Napoleon Hill in his essay called “The Law of Success”:  “Before you can secure co-operation from others; nay, before you have the right to ask for or expect co-operation from other people, you must first show a willingness to co-operate with them.  For this reason… the habit of doing more than paid for is one which should have your serious and thoughtful attention.” (p8)

The best way to build your network is to freely contribute to causes within your field.  Market your strengths by positioning yourself in front of people who will be able to notice your skills and recommend you for career opportunities.  By genuinely and selflessly giving of your time and talent you will truly impress people and will build incredible alliances with those who will help your job search endeavor.  Areas to consider include social media and online discussion groups, active memberships with civic organizations or special interest clubs, and volunteering.  Not only will you effectively continue to build your network but you will be able to add additional skills, experiences and accomplishments to your resume.

2. Nurture your network.  This step can start at any time, but the hope is that you are building and nurturing your network before you need it.  Talk to friends and colleagues with the intention of rekindling rapport.  As you build new associations stay in contact with them so you create a long lasting bond.  A network is all about relationships, and this takes time; however, the more people in your network feel connected to you, the more they will want to help you.

3. Tell them about your situation.   Don’t just contact people you think may be helpful in your job search, contact everyone!  You don’t know who your contacts know and anyone can help generate a job lead.  You can either take the direct approach by asking for their assistance, or a more indirect approach by just asking for friendly advice regarding your job search.  Renew connections by picking up the phone and calling your contacts; then be sure to follow up with an email so you stay in their mind.

Most importantly, please realize business and social networking is not a quick solution to your job search challenge.  This approach can take time, but by sticking to building those relationships and contacts your efforts will pay off.

Co-written by Allison Hunt and Angela Roberts

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
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Hiring Managers, Do Employment Gaps Matter?

Posted on by February 21, 2013

Clinical RecruitmentAs a Hiring Manager I am sure you see candidates with gaps in employment as an area of concern.  You may have questions regarding the applicant’s dependability, work ethic, or if the candidate is even truly qualified to perform the job.

However the reality is that not all employment gaps are negatives.  Layoffs happen, new babies are born, relatives become sick and need to be cared for, people take time off from work to go to school, and many other things can occur resulting in a significant resume gap.

So in the effort to find your next quality team member, how do you determine which employment gaps are valid and which ones should be a big red flag?

Did the applicant explain their employment gaps?

I like to work with people who are honest and up front about their situations…and those who pay attention to details.  Therefore, when an applicant sends a resume to me without explaining significant or multiple employment gaps, I automatically jump to a negative conclusion about their circumstances.

I believe candidates who are tuned in to what Hiring Managers are looking for and have a strong work ethic are aware of the perception work history gaps leave and feel the need to explain those gaps in a well-crafted cover letter or in the submission email.

I recently posted an in-house Data Entry position and received 772 applicants for that one opportunity.  As the hiring manager I had to be smart about which candidates I would speak with and unfortunately, those candidates who had a trend of short job tenured positions and unexplained employment gaps were the first to be culled from the applicant pile.

Here are some things the Hiring Manager should look for:

1.  Did the candidate keep up with industry trends and focus on education to maintain their skills during the gap?   This may include volunteering as well as informal and formal studies within the industry.

2.  Is there a trend of employment gaps or just one instance?  Past job history can be a predictor of future job performance so you want to keep your eyes open for a trend of short job tenured positions and/or employment gaps.

3.  Was the employment gap recent or did it happen some time ago?  If the gap in work history happened in the past and the candidate has shown strong job tenure since, then I wouldn’t be concerned with it.

Did the candidate attempt to hide their Employment Gaps in their resume?

I will make this one super simple – hiding or falsifying anything in one’s resume is a deal breaker for me.   

People use all sorts of tricks to hide hiccups within their work history.  Some things you should be on the lookout for:

1.  Do the applicant’s start and stop dates for all their positions seem to “fit” too perfectly?  Said differently, did the applicant always manage to leave one position in one month and always start the next position the following month?  Many applicants will “stretch” their dates of employment in order to cover gaps in their work history.  Before making an offer, always conduct a background check as well as an employment verification to confirm the candidate’s dates of employment were not falsified.

2.  Did the candidate eliminate the dates of employment for their previous positions?  Alternatively, did the applicant only use years (and not include months) when listing work dates on their resume?  While this practice can cover several months of unemployment it is clear the candidate is hiding something.

3.  Did the candidate get fancy with the formatting of their resume?  If so, pay close attention to their dates of employment as applicants frequently use functional resumes and nontraditional formats to hide employment gaps.

I hope you find this article useful and if you have any experiences you would like to share, suggestions or questions please feel free to leave a comment.

Dedicated to Every Client’s Success

Angela Roberts
www.craresources.com
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How to Prepare Your Hiring Team for an Effective Phone Interview

Posted on by February 21, 2013

Clinical RecruitmentNow that you have identified your top candidates, the next step in the hiring process is the Phone Interview.  Don’t underestimate the value of an effective phone interview! I typically eliminate about 90% of my candidates through the phone interview step which means the 10% who are awarded the face to face interview have already been fully qualified as meeting the requirements of the position.

So how do you ensure your Hiring Team is prepared to conduct highly effective phone interviews?

1.     Use a Template to drive Consistency

I started using a template about 14 years ago and found it increased my interviewing efficiency ten-fold.  There are many reasons to use a template:

Equality:  If you follow a template, then you are sure to ask each candidate the same questions.  Therefore, when you have finished speaking to every candidate you are able to conduct an “apples to apples” comparison when reviewing your notes.

Notes for future Reference:  No matter how great your memory is, I challenge you to remember the details of every interview you have ever had.  A template will afford you a place to write notes and reactions as the candidate responds to the questions and will give you a tremendous reference later, (sometimes many days later), when you are deciding which candidate to move into the Face-to-Face interview stage.

Organization:  Having a template will ensure you stay on track!  You will be sure to ask those critical questions and truly know if the candidate is qualified when the interview is over.

So how do you go about building a template?  Use your job description!  Qualification by Qualification, Role by Role, build a template outlining those areas you wish to learn about the candidate.

Recruiting Tip:  Spend some time preparing before the interview.  I like to spend roughly ten minutes prior to the interview reviewing the candidate’s resume, making notes of clarification questions I need to ask while speaking to the candidate.  Not only will the candidate be impressed that you actually reviewed her resume prior to the interview, but your interview will be more effective.

2.    Punctuality

Make sure your team members are punctual.  If you have scheduled an interview for a specific time, meet it to the minute!  Becoming negligent in terms of punctuality will likely leave a bad taste in the candidate’s mouth as well as damage the professional reputation of your company.

3.    Greetings

You will want to impress upon your hiring team members that they should always introduce themselves as well as their affiliation with the company.  My favorite greeting is:  Hello Jane, this is Angela Roberts from craresources.  Although I understand this interview was scheduled in advance, is this still a good time for us to talk?

This question will re-commit the candidate to the interview and will gain their full attention.

I would also recommend you ask an icebreaker question.  The majority of candidates get nervous before and during an interview so an icebreaker question will give the candidate a chance to get past her initial nerves.  My favorite icebreaker question is:  Jane, I have your resume in front of me; however, before we begin, tell me a little about yourself and why you are in the market for a new opportunity.  Take copious notes because Jane will likely walk you through her resume, tell you why she wants to leave her current job (or why she already left) as well as provide other insights you will find beneficial…all while you are providing her an outlet to calm her nerves!

4.    Set the Expectation that the Candidate should ask Questions

If a candidate is truly interested in the position and has done her homework on your company she will have questions.  There are no exceptions to this rule (unless you have done all the talking and already answered her questions).

The best way to open up the interview to candidate questions:  What questions do you have about the position or the company?

This open ended question sets the expectation that the candidate does have questions and is incredibly powerful.  By stating “What questions do you have?” rather than “Do you have questions?” candidates who are ill prepared will be easier to spot during the interview process.

5.    Close the Interview

Sell the company.  Sell the position.  Make sure you and your Hiring Team know exactly how you will promote this opportunity.  Remember you are competing for the top candidates, so be sure you express to the candidate what you believe the company and the position offers her.  Don’t make the mistake of assuming the candidate came to you already “sold” and will accept the offer if given.

Finally, tell the candidate the next step in the process.  Be open about when the decisions will be released, how you will communicate the decision to her, and then actually execute that communications plan.  The candidate will appreciate your openness and your follow through.

PS – if you would like some assistance creating an interview template, I will be happy to provide some free assistance.  Just leave a message in the comments section below or shoot me a quick email (aroberts[AT]craresources.com) and I will be in touch!

Written by Leah Brooks

Dedicated to Every Client’s Success,

Angela Roberts
www.craresources.com
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Top 3 Reasons Why You Should Never Accept a Counteroffer

Posted on by February 25, 2013

Clinical RecruitmentSearching for a job when you have a job can be a challenge, especially when you are truly only passively searching in hopes of finding “something better”.

And why shouldn’t you be passively searching?  I always encourage people to explore their markets as this exploration is the best way for you to truly know what salary you can bring in as well as what options other companies may be able to provide you in the way of career growth.  Sometimes the result of this research is that you find your compensation and career path at your current company is exactly what you are looking for, and sometimes you find the exact opposite.

What I will tell you is if you have decided to explore other positions outside of your current company and you are given a job offer, accepting a counteroffer from your current employer will likely lead to disaster.  You may feel the counteroffer is flattering, however, from where I sit (as a hiring manager and recruiter for about 17 years) the people I have known to accept counteroffers have eventually regretted their decisions.

Here are the top 3 reasons why you should never accept a counteroffer from your current employer:

1.  Once you have threatened to quit you show you are not fully satisfied with something within your position, the company, the compensation, etc.  Even if your reasons for wanting to seek employment elsewhere are temporarily resolved (such as an increase in salary), your employer will feel it is only a matter of time before you threaten to leave again.  You have just made yourself a liability to your company!

2.  Think about why you are receiving that counteroffer…what is motivating your manager to give you what you are looking for now?  Why is the increase in salary, educational reimbursement request, or that promotion you feel you deserve an option now when it wasn’t 30 minutes ago?  While perhaps your current employer may be doing the right thing and genuinely trying to retain talent, you also have to consider that perhaps your current employer is really just trying to protect himself.  Attrition costs companies money and when people leave, their managers look bad.

3.  And most importantly, companies who are operationally and strategically mature will never give you a counteroffer.  These companies know they provide a competitive salary because they do the research to confirm you are being paid at or above industry average.  These companies know they provide a career path for you because they have a robust career development program.  The reality of it is these companies have a plan in place to retain and incent their top talent and want to keep people on board who are happy with their environment.

Now, I know “never” is a pretty strong word and I will admit a small percentage of folks who accept counteroffers have positive outcomes, but I would like for you to think about the risks before you are put into this type of situation.  Know what you want, know what you are willing to accept, and stick to your goals.  Most of all, good luck!

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
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