Hopefully by now, you have heard or read enough advice to know that giving me your job description doesn’t tell me what I want to know. I need to know what did, how your did, what were you able to accomplish. I need verbs, actions, and results. Simple as that. Sure if you want to list on your resume that you were “employee of the month” that is great, but what I really care about is what you did to earn that recognition and why it was important in your role. If you can give me that in a concise way on your resume, even better. If not, I am going to ask you if you make it to the interview, so be prepared to give the details.
In the newest edition of the EmployeeScreenIQ Verifier, Kevin Bachman discusses a few background screening “urban legends.”
I was recently asked my opinion of using a referral pane on a resume. The resume looked something like this. My opinion is that this is too difficult for a recruiter to scan.
Sally was so excited she couldn’t sleep. She kept playing the next day over and over in her head. She would arrive to her new job (her first “real job”) exactly ten minutes early dressed in the new business suit she received as a graduation present accessorized with a brand new leather Franklin Covey planner.
In a previous ASK HR post, I addressed the question of fully completing the employment application. A recent article in Wall Street Journal discussed eight blunders made by job seekers. The list included:
The changes in the job market over the past few years have certainly impacted job seekers in a way that many of us have not seen before. For the first time in history, there are four generations of workers in the job market with each generation facing a unique challenge. Whether you are a recent college grad looking for your first opportunity or a victim of downsizing looking for your next career, the job search can be a very frustrating experience.
In an effort to mitigate the risk of a bad hiring decision, companies can use multiple tools in their hiring strategy. One of those, background screening, can help identify if your candidate is included in the 56% of applicants that provide false information on their resume.
Sheri Mazurek is a training and human resource professional with over 15 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. [Read more ...]Provided by
