June 2011 Archives

Thursday June 30, 2011

Are You a Job Hopper?

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Interviewer: "I'm concerned that you've changed jobs frequently."

Changing jobs frequently is a reality of working today. Companies conduct layoffs with higher frequency than ever before. Most employees are not laid off for poor performance. Department consolidation, company relocation, merger and improved profit are just a few reasons for layoffs.

Interview Preparation.jpg Why this is a surprise to interviewers is a mystery to me.

Changing jobs frequently is a common condition in the 21st century, but interviewers still question candidates about why they left jobs. The core issue is that interviewers are afraid you'll leave quickly or be a low performer.

Your response to this interviewer issue mu st provide information about why you left a previous position and assurances that you're seeking a long-term opportunity.

Have a good reason

Whether you changed by choice or layoff, you'll need to provide a reason for leaving each previous job. Candidates often include the reason for leaving a position in their resume so they do not get screened out prior to the interview. Your reason for leaving must be concise and reasonable.

Keep it short

Describe the reasons for your departure directly and succinctly. Do not go into great detail unless they ask you for the details. The longer you speak on the subject the more suspicious the interviewer will become. For example: "My company merged with another firm and consolidated our department. Prior to the merger I was a strong performer with positive performance reviews."

Seeking long-term

It is important to express that you have always sought and are still seeking a company where you can make a long term commitment. Tell the interviewer that this opportunity appears to be a place where you can contribute in the short-term and long-term.

Offer References

State you'll happy to provide references from a former colleague or boss to verify his performance. Demonstrating a confidence and willingness to provide references to support your reasons for leaving is a powerful way to respond to questions about why you left a previous company.

Turn that question around

After your response to why you left a position, ask the interviewer(s) a question.

  • What is the average length of service with your company?
  • What qualities distinguish people you are long term contributors at this company?

Practice

Write out your response and practice saying it. First, practice responding out loud to yourself and then practice saying it to another person. Ask a friend to practice interview you. Ask them to ask you this question ("Why did you leave your last company?") and a couple other questions you fear most. Practice until you are comfortable with the words you say and how you deliver them.

What Did You Learn

Embrace the opportunity to describe what you learned from a recent job and how you will handle a similar situation in the future. Describing what y ou learned demonstrates that you are a life-long learner and you look on the positive side of most scenarios.

Good luck and the best of health on your job search,

Michael R. Neece, CEO and Author

www.interviewmastery.com

mneece@interviewmastery.com

508-435-2647

Tuesday June 21, 2011

Employers Have a Positive Outlook

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U.S. employers expect hiring activity to stay stable or even increase in the next several months, according to a recent survey by ASA member company ManpowerGroup. The July-September U.S. employment outlook shows a slight improvement compared with last year at this time.

"U.S. employers are telling us they will hire at the same steady pace reported for the previous two quarters," says Jeffrey A. Joerres, chairman and chief executive officer of ManpowerGroup. "The unadjusted U.S. data point to a couple bright spots--the most upbeat hiring plans from wholesale and retail trade and manufacturing sector employers since the downturn."

Among U.S. employers polled for the most recent Manpower Employment Outlook Survey, 20% expect to add to their work forces during the third quarter of 2011. Only 8% expect a decline in payrolls over the next three months.

For the third quarter of 2011, employers in 11 of the 13 industry sectors included in the survey have a positive outlook. The industries with the highest net employment outlook (the number of employers surveyed that plan to add staff minus the number that anticipate a decline in payrolls) are leisure and hospitality, mining, wholesale and retail trade, and professional and business services.

Third quarter forecasts remain positive, to varying degrees, in all 10 countries Manpower surveys in the Americas. Compared with last year, job prospects are relatively stable or improved in eight of 10 countries. U.S. employers have now reported a positive outlook for seven straight quarters.

Thursday June 16, 2011

Resume Objective Statements as Powerful Brands

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Turn Ho-Hum Resume Objective Statements into Powerful Brands

Other resume objectives don't work for the following reasons:

  • The objective statements are generally too vague and do not provide the reader with enough information to determine whether or not there is a fit.

  • Most objectives are "me" oriented where the focus is on what the job seeker wants in a position as opposed to what he could offer.

  • Most resume objectives sound similar, making it difficult for the reader to differentiate between candidates.

  • A resume objective does not allow for the flexibility you need to highlight your selling points.

On the contrary, a profile statement:

  • Is a decisive, informative paragraph that provides a quick synopsis of your background.
  • Tells the interviewer the characteristics and job-related skills you have to offer.
  • Is unique in that the statement showcases your unique accomplishments rather than generalized phrases that could apply to anyone.
  • Examples of Boring Resume Objectives, Followed by Powerful Statements

    Read Full Story

Thursday June 9, 2011

The South Florida Diversity Job Expo

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This Job Expo, Will Present These Contests & Features:

- A Speed Interviewing Segment
- Our Best Professionally Dressed Award, Which Will Be Awarded To (4) Jobseekers Who Are Selected/ Identified As The Best - rofessionally Dressed Candidates - Attending The Job Fair
- Our First Arrival Award, Which Will Be Awarded To The (4) Jobseekers Who Are First To Arrive At The Job Fair
- And Our Recruitment Panel Discussion, On Best Practices In Recruiting, Hiring and Employee Retention: What Jobseekers and Employees Should Know (From 9:00a.m. to 10:30a.m.) At The Signature Grand   
 
Make Your Career Connection With Florida's Top Employers/ Companies
COME AND MEET FACE TO FACE WITH MANY OF FLORIDA'S TOP EMPLOYERS!

Friday-  June 24, 2011  
9:00 a.m. - 3:00 p.m.

The Signature Grand
6900 State Road 84
Davie, Florida 33317 

FREE ADMISSION

FREE PARKING

FREE RECRUITING SEMINARS

Excellent Career Opportunities with Top Employers! Simply attend this  event anytime throughout the day and bring plenty of RESUMES. This event is no cost. Entry level to Senior level positions available. Join us on Friday-  June 24, 2011 at The Signature Grand, located at 6900 State Road 84 Davie, Florida 33317.

Job Opportunities Compensation: $12.00 Per Hour To Over $100,000.00 Annually

WIN $500.00 In CONTEST RAFFLE DRAWING, AT THE SOUTH FLORIDA DIVERSITY JOB EXPO

ON FRIDAY-  JUNE 24, 2011 AT THE SIGNATURE GRAND,

6900 STATE ROAD 84 DAVIE, FLORIDA 33317

Here Are A Few of The Companies/ Employers That Will Be Attending:

AFLAC 
AXA Advisors
CBS 4 & My 33 Television Stations
Concorde Career Institute 
Delaware North Companies
DiversityJobsUSA & Diversity Job Expos (USA)
The Miami Dolphins/ Sun Life Stadium
DeVry University
Mass Mutual Financial Group
FastTrain
New York Life
The Miami Herald
United States Army
Sullivan & Cogliano Centers 
Walden University 
Waste Management
WorkForce One

And Many, Many More!!!

 For More Information On This Recruiting Event: 

LOG ON TO:  
http://www.diversityjobsusa.com/show_expo.php?id=493

OR CALL: (954) 537-3045


Thursday June 2, 2011

Employers Ready to Make New Hires

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In a recent survey by Aon Consulting half the companies surveyed said they expect slightly or significantly greater hiring volumes this year compared with 2010.

The survey responses suggest that clients will increasingly have needs for the services staffing firms can provide. For example, respondents indicated that hiring better employees is more critical to their companies than filling empty positions quickly. "With increased candidate volumes flooding human resource departments and a lack of recruiting resources to process and screen hundreds of applicants for each position, organizations are finding it difficult to find quality hires," Aon's survey report noted.

Aon asked survey participants about the goal of their companies' talent acquisition function in the coming year--55% said an increased focus on the quality of candidates would be their priority. When asked specifically how important it would be for their companies to hire more productive employees, 20% said extremely important and 39% said very important.

Asked to consider how important it was for their companies to reduce early turnover of new employees, 18% said extremely important and 32% said very important. On the question of whether their companies wanted to fill positions faster, 17% said extremely important and 32% said very important.

Staying within their recruitment budget was less of a priority for survey respondents, with 14% saying it was extremely important and 28% saying it was very important.

"HR leaders appear less inclined to rebuild their recruiting function with full-time employees during recovery," the survey report concluded. "They may look at smaller fixes such as redesigning talent acquisition to be more scalable, streamlined, and to operate more cost-effectively."

Article as appeared on American Staffing Association

Wednesday June 1, 2011

How Social Media Is Muddying the Waters for Jobseekers

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Caution People! How Social Media Is Muddying the Waters for Perfectly Good Jobseekers ... and How Companies are Letting it Happen

Invited to an interview, you step into the room and unload that heavy photo album you've been clinging to onto the conference table. In addition to a resume and brag book, you have pictures on your iPhone of your dogs and the neighbor's cat stalking the birds enjoying your new bird feeder. The interview progresses by you opening and flipping through the pages of your album, pointing to your family and friends. You gladly draw the interviewer's attention to those older pictures taken during your college days ... and to the many of your drunk, sleeping positions your friends encapsulated forever through one click of a camera.

Eeerrrk!!!

What? Personal items presented during an interview?

Why not? Isn't that basically what hiring companies are doing rummaging through your public social media accounts, learning more about you and your online activities?

The next few years are certainly gray, unchartered waters for jobseekers. The issue of whether a person's personal life and involvement online should have any place in the hiring realm is definitely a topic that will be battled over for years -- maybe even decades. Some might unexpectedly find themselves entangled in lawsuits, as privacy experts grow increasingly concerned that disqualifying a candidate based on information gained online can introduce certain forms of discrimination into the hiring process.

Jobseekers have every right to be concerned about protecting their online identities from prying eyes, but where should the line be drawn? Employers shouldn't be given uninhibited access to a jobseeker's private life, should they?

Interestingly, a recent study released at Microsoft's 4th Annual Data Privacy Day identified that 70% of those surveyed in the US indicated they had disqualified a candidate based on online information. What was the incriminating online information that caused the disqualification? Of course this was not made public ... and behind the curtain of hiring, only HR managers and recruiters seem privy to such information.

The deeper issue is whether employers should be allowed to open that flood gate by bringing social media activities into the hiring world in the first place. I'm reminded of a line from the movie Jurassic Park. When referring to scientists, Jeff Goldblum's character says, "Yeah, but your scientists were so preoccupied with whether or not they could, they didn't stop to think if they should." Maybe employers poking through a jobseeker's online activities are so preoccupied with the fact that they could that they never stopped to think whether they should.

Ahh, but hiring companies won't find my online activities. Think again. Technology giants have only just begun leveraging the social media phenomena; and not surprisingly, for financial gain.

Microsoft announced the integration of Social Connector software, which will be released mid-2010. The add-on software is designed to let someone like me readily see the online communications from those who send me email. Microsoft's Group Product Manager, Dev Balasubramanian, was quoted as saying: "As you communicate you can see their social activities; you can see all the folks in your social network and it updates as you are reading your e-mail." Certainly it appears to offer great benefits to the masses, but for jobseekers, it just might leave an unpleasant sour aftertaste.

No doubt, employers will soon be given a larger spy glass -- and unfortunate for jobseekers, Microsoft isn't the only company abuzz with developing new applications that will take public social media data and translate it into something that can be researched and used, for good and evil.

Regardless, employers need to take a long look at their current hiring practices to determine whether a drunken party photo showing Joe Jobseeker has anything to do with the value Joe brings to the table professionally, and how well he performs while on the job.

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Teena Rose is a professional speaker, career coach, book author, former columnist, and top-endorsed resume writer and job strategist. She leverages job-search collateral (i.e. resume, cover letter, executive bios), applying new social networking, personal branding, online portfolios, and new technologies/tools to further benefit the careers of her clientele. She's your first choice during a job or career change. Contact Teena Rose at (937) 325-2149 or at her website; www.resumebycprw.com.