Life and Employment

Last post here, as we open up at CV4.biz

2008-12-21T23:46:00.000-08:00

OK, after much anticipation - and a fair amount of blood and sweat, but no tears - the website and blog is up and running at CV4.biz!

We transferred over the blog entries from here on Saturday, and I have been running through editing them up into a "standard" format - still a fair way to go.

This blog will stand for a while, as the entries here and over at CV4.biz will form the basis of other online services from Ajiri - plus the SEOing of the entries is good as well... ;)

So please follow along over at CV4.biz......

When is the best time to look for a new job?

2008-08-15T08:56:00.000-07:00

Richard asks: When is the best time to look for a new job?

In answer:
It is always a crazy market out there for jobs, but particularly at present. Even if you think your job I secure in your current post, you should always be doing the following.....

Always keep an eye on what is available – spend a few minutes each week surfing your favourite internet site, or reading the local and national newspapers jobs section. You may realise what you are doing is not what you want to be doing
Always keep your CV/Resume up to date – the best time to look for a new job is when you are comfortable in your current one, about 2+ years in to the position
Always increase your skill set – employers will often invest in ambitious employees through college or professional education programs, but make sure they are externally recognised/benchmarked. These make you more valuable to the employer - and even if you are released, it makes you more employable to others in a better position
Be kind to the people you work with – at least pretend to like them! Go to events organised by the company and outside organisations like unions of professional staff groups
Save some cash – have enough for around three months of redeployment, so you are not desperate to take the first job offer
If you are fired – don’t take the first severance offer: NEGOTIATE!

Good Luck!

Can you recommend CV/Resume tactics for someone with a varied career background?

2008-08-15T08:14:00.000-07:00

Kim asks: Can you recommend CV/Resume tactics for someone with a varied career background? Over the years I've had several positions varying in responsibility and skill levels - I've always been more about finding the right fit for a company than being concerned about the job title. In every position I've held, I've always accepted more responsibility, worked very hard, etc. Over the past year I've discovered (yet another) career path which I'm doing very well in and would like to continue in. I've already achieved a good industry certification in my field (and passed with flying colours, which will be noted on the resume) and am looking to continue in my field. Part of the reason that I've done so well is because of my past experience. My difficulty is in finding someone to help me put together a resume which accents my skills and accomplishments without appearing to be "flighty". Any advice is appreciated - Thanks!

In answer:
In all honesty Kim, I don't see that much "flighty-ness" in your career history....

- June 2007 – Present (1 year 3 months) - Asst. Property Manager, Lutheran Social Ministries
- September 2006 – June 2007 ( 10 months): Best Buy Consumer Assistant, selling computers
- January 2003 – May 2006 (3 years 5 months): Same-Differences (Privately Held) Owner of a scrapbooking product manufacturing company
- 1999 – 2000 (1 year): Chief Operating Officer, Saba Software
- June 1996 – September 1998 (2 years 4 months): COO, Regional Internet Company

So that's - three years of ISP/Software; three years in self employment; one year after that companies (sale or collapse?) back in the IT industry; and now one year in property management. Assuming your next job is in property management, honestly there is no problem! And if the scrapbooking company did fail, don't worry about that either - you now have a new and at least semi-qualified career path

Recruiting and HR managers will look at the gaps between positions as much as the achievements in a position. Its the "why" of drive/goal and change that matters in their view of career management and (hence) why you are applying for their post, as much as the skills that you can apply when in post.

If you are looking for a CV/Resume writer, look for one with a professional qualification such as the Council of Professional Resume Writers or the National Resume Writers Association - and stop worrying about your flighty career, when it honestly is not!

Good Luck!

Can you provide me with information on Teaching English in a foreign country?

2008-08-15T01:41:00.000-07:00

Janice asks: Can you provide me with information on Teaching English in the middle east? I am looking at Dubai and to teach english as a forgien in language schools to adults (TEFL/TESL). I am looking for any information such as qualifications, living conditions, names of schools, what kind of compensation packages to expect etc. Thanks!

In answer:
My sister did this post University - great fun, great travel, but think about it as well paid travel over averagely paid work.

For Brit's - and many non-Brit's - the main provider of recognised qualifications is the British Council. You will need a recognised TESL/TEFL (Teach English as a Secondary/Foreign Language) qualification to become a teacher at a BC or other nationally recognised school, but a combination of both is then a passport to work where ever you want to. Japan should be your ultimate goal, where the rates of pay are very good - you will need a minimum of two years experience

The biggest problem in TESL/TEFL programs is recognition - the qualification is non-regulated, so hence authority of approval is key to employment opportunity. Research schools who provide either a BC and other body recognised certified qualification (normally a Trinity College TESOL Certificate in most of the world); or in North America a program certified under the Cambridge University CELTA Program or the North American University Certificate Programs.

If you don't get a TEFL/TESL, then you are into the private/in-country level of schools, and that's tough work - not well paid, not well supported. Leave well alone.

For approved schools in a particular country, contact either the British Council directly, or the in-country British, Canadian or USA embassies.

Good Luck!

What are your thoughts on CV/Resume writing services?

2008-08-14T11:48:00.000-07:00

Corey asks: What are your thoughts on resume writing services? I was just contacted by a resume service and the cost was over one thousand dollars. How can spending this much on a CV/Resume service be justified?

In answer:
As a CV/Resume writer, recruiter and someone who employs career coaches, my bias is obvious!

It is always a personal decision as to whether to use a professional services firm for a specific project. As a Certified Resume Writer, I have helped literally thousands of candidates to land great new jobs and promotions. In an overwhelming majority of those cases, the hiring manager or interviewer remarked that the resume was outstanding and was the decisive factor in the decision to award an interview in a highly selective process.

For instance: Would you cut your own hair? Would you wire your own home (and live in it) if you aren't an electrician? Fix your own car if you aren't a mechanic? Every day, we pay for services because we seek expertise.

The same holds true with CV/Resume writing. Yes, you can go get a book or find a template for very little money. You can certainly write one yourself. But, are you really willing to take a chance that your CV/Resume isn't the best it can be? Are you interested in investing the time (time is money) in researching all of the ins and outs to ensure that your CV/Resume is positioned to get you an interview?

It is critical to understand that there is a major difference between a CV/Resume typesetting/formatting service and a certified, experienced resume writing/composition firm. Depending on how much you earn (or hope to earn), the fee may seem a lot of money: and if someone simply writes a resume for you, it is likely that it will seem flat and not personalized. But having your CV/Resume professionally prepared can dramatically increase your chances of being invited to interview and shorten the amount of time you are on the market.

CV/Resume and coaching services provide their greatest benefit when you are looking to change industries, upscale roles, or have been through a period of unemployment. For instance:

- If you are looking to cross industries or change your career track (i.e. tech to general business) a good resume service will help you identify skills and accomplishments that would be otherwise neglected

- If you have faced a period of unemployment, you are likely into a circle of continual rejection. A well written CV/Resume can make a dramatic impact. Once provided with a good resume and some coaching on how to market themselves, people quickly find interview

My suggestion is to check out the service you are to be provided with before handing over your money. If the resume writing service you pay for includes helping you through the placement process (e.g., cover letter, interview prep) then spending some money may be worthwhile. Paying for a package of career management services - including assessments, cover letter, resume, interview prep, etc. - normally costs around £75/$150 per hour and may require anywhere from 2-5 one-hour sessions. This may seem steep but getting the "right" job rather than simply getting "a" job is better in the long run and probably worth the expense if you can afford it.

Our mission at CV4.biz, and the reason I started a CV/Resume service was to advise, encourage and enlighten job seekers. Maybe you don't want to spend over one thousand dollars on a CV/Resume service, but I hope you'll keep an open mind about the idea of hiring a resume expert to help you.

Opening lines for a sales CV/Resume?

2008-08-14T11:33:00.001-07:00

Kat asks: there are (apparently) several theories regarding the best way to start out a sales CV/Resume. What do you recommend?

In answer:
The difficulty in writing good and great sales CV/Resumes is the analysis of pitch between "deliverer" and "shiny suit/wide boy" - so that you achieve engagement and realism.

The content of this posting has been moved to the Professional CV website, CV4.biz. Click here to read the full article

Citing numbers in CV/Resume

2008-08-14T11:11:00.000-07:00

Margaret asks: When citing the revenue of a company that you previously worked for on your CV/Resume, is it best to list current numbers or those relative to your tenure (assuming your role had nothing to do with making that number specifically)?

In answer:
If you had nothing to do with the number, why state it? Its irrelevant to you!

If you were responsible for a numbers delivery, always use those relevant during your tenure, not present or historical just to make you look better. Use words that make it clear it was "then an XMillion TO company in ABC sectors," and by the time the person left a "then YMillion." They are then the relevant numbers in the relevant context, as they relate to you. The relevant "when you were there" status should be applied to all things in a CV/Resume, from finances to staff and sectors, etc - other wise you are over or understating it for gain/impact.

If you still want to include the revenue figure as part of a company description, then use of numbers tends to suggest the company is small and not easily known, and present day data inclusion in the companies description could be argued easier to make it found for reference checking.

I once had my own business, but it was not successful - should I include it on my CV/Resume?

2008-08-14T05:22:00.001-07:00

Joe asks: I once had my own business but in the end it was not successful, should I include it on my CV/Resume?

In answer:
Yes, you need to place it at present on your CV/Resume. Most employers now employ checking services, which would find this period and investigate it. Leaving it off will need to be explained more, than putting it on your CV/Resume and explaining it in an interview. Once five years has past, you could leave it out via a summary of career to that point.

But why are you seeing this as a negative issue? Even if the business was not successful, there is both a sign of entrepreneurial spirit and lessons learned/accomplishments that contribute to your employability. Resumes aren't about what's gone wrong in your career, they are about what you have to offer to future employers.

The only issue to tackle - in both your Cover Letter and the interview, from any potential employers view point, is: would you ever want to return to self-employment/being an entrepreneur? Close that one down with something along the lines of: "I enjoyed my period of entrepreneurship, but have recognise from that time that I need more skills/experience to run my own suitably scaled business in this sector, and learnt how much I enjoy working with others in a larger group." ie - answer the questions: what have you learnt; why the positive choice to go back into a corporate?

Good Luck!

HR manager eMails out the payroll

2008-08-13T09:51:00.000-07:00

Nageswari asks: what happens if your HR manager is mad with your company and before he quits he eMails the payroll to everybody? Now everyone knows what the other gets. What do you do in this situation?

In answer:
In most countries its against the law to undertake such an action, let alone the companies own policy - it will certainly blow their chances of a later reference, and most likely result in the company suing them.

You can't do much about it once it is done - if you are lower down the scale, use it as a lever to get a better package; if higher up I guess you may have a few bridges to repair through throwing around a few non-monetary favours!

Converting a science CV to a resume for non-academic job applications

2008-08-13T09:13:00.000-07:00

Kelly asks: I'm having a hard time converting my science CV to a resume for non-academic job applications. Any advice?

In answer:
Kelly - I am guessing that the present version is one of those huge formalized American scientific format Curriculum Vitae’s, and it probably looking at your work history goes to at least 10 pages plus - I have seen some over 30pages......?

A common difficulty technical and academic people have in creating non-academic resumes is expressing the results of what they've done. The only reason hiring managers will get excited about hiring you is because of the results you will be able to produce for them, so that you need to get really clear on that. There is also a tendency to assume that an 'academic' is not going to be results-oriented, that they are going to be always focused on research and learning instead of on getting things done, so that your resume needs to help overcome that bias

Start with the easy bit - what do you want to do? Or even easier, start with a target job that you want to do, and its internet/newspaper advert. Let's assume that you meet all the criteria in Para4 of the typical job advert, which amongst other things lists academic qualifications and that as a result of your study you have the work experience to apply. Note, in your case, even if you don't have the three years they require, apply anyway if its a job you really like - the balance of educational experience in most cases will count for you.

Now, take Para's1 and 3 of the typical job advert which list out the job and – after Para2 where they chat about how wonderful a company/organisation/employer they are – in Para3 the type of person they are looking for. Split these two paragraphs down into singular sentences, which are the polished version of the required competencies. You see the trick of this approach is that an advert is written from a job description - so like a detective, all you are going to do is work out by reversing the process what the JD says and how you can tick all the required boxes.

With each of the competencies written down, look at your existing CV and take the experiences from your CV and copy them into a new document. For instance, it says "experience of food hygiene services and checking compliance with state and national regulations" and you have on your CV "study into botulism in the food counter environment" - put those two together. For each competency you want at the end one or two sentences from your CV at the end of the process. This may take a bit of rewriting and summarizing for the text you take from your CV, but that’s the target.

From any source you prefer, take a standard resume format that you like, and after the opening section of name/address/contact details insert a new section entitled Competencies. On the left list up to five key competencies (yes - taken from the list in the advert. If you are not sure which one’s to highlight, then either merge a few similar ones or take the first five), and your responding skill/s. Now copy the career summary from your LinkedIn profile (which is more than long enough for a commercial resume), and put that below it. Complete the bottom section in your preferred format, add a line that a full Scientific Curriculum Vitae is available on request; think about at least two references (one of which should ideally be from a commercial work colleague/non-friend basis), and - that’s pretty much a basic 101 commercial resume written! You’ll need to add a cover letter – I am guessing that will be the subject of your next question.....

I dare say compared to a piece of work from a professional resume writer: the competencies will be poorly focused; the words and their slickness will be weak; there will be little commercial sector focus; and the layout in MSWord could probably do with some polishing – but for a DIY job, it will hit 6/10 most days. Plus, it will be all you – some resume writers take the “you” out of a Resume, and then the HR/Recruiting people complain about what they see on the paper and what they get in an interview not being the same person.

If this daunts you, then get a professional to do it for you – but know first what job or have an actual job advert for them to prepare against. The biggest problem with academics converting to the commercial world is focus and speed of results – its just different, not wrong, and the advert will answer all the professional resumes writers key questions about the what.

Good Luck!

How do you believe a manager should handle rivalries and friction between co-workers?

2008-08-13T02:29:00.000-07:00

Alan asks: How do you believe a manager should handle rivalries and friction between co-workers? Just curious in the viewpoint of this vast well of experience and knowledge. In some fields, this may be a very positive thing and in others...it is likely less than productive.

In answer:
In most cases, friction is a bad thing which results from poorly managed rivalry. Friction is also often a one on one personal thing, as opposed to a competitive internal rivalry.

Some functions thrive on rivalry - sales is the most obvious, although it can also spin into customer service: not good in my book, normally on measures of customers handled; where as best practise suggests that should be on customer satisfaction, where the internal goal needs to be totally inline with long term customer loyalty. Some companies even actively structure for rivalry - Seiko in watch design and innovation will have at least two teams on every design brief (to reduce time to market/increase the innovation); while HP never have a facility over 120 people, and hence have rivalry between associated facilities on similar products.

However, in each case where rivalry is built in, there is a great emphasis and specific activity on building overall loyalty to "one team, one brand." This is a bright and constant reminder on the hierarchy of message, in that "OK, there is rivalry - but at the end of the day its us as one team on one brand: screw the competition rather than each other!" Both Seiko and HP have such team building budgets and targets, as do the good sales managers on an at least quarterly basis - time scales beyond that tend to create friction situations.

Friction as a one on one focus is not good - it spreads like a poison across a team and a company, destroying first co-operation, then agenda, and eventually customers which leads to income reduction. I due diligenced a company for potential purchase last year, where the friction had got so bad that I had to meet the two equal co-owning directors on different occasions at different locations! Even the business sales agent couldn't cope with it or them.

Friction needs to be addressed quite simply like a boil - quickly, immediately, and wholly resolved at the end of it. A manager can spot the situation and find common agenda - if its done early enough, that agenda and loyalty to the company is large enough lever to act as the resolve - and create common agenda on which two people can then agree between themselves to accept difference but work harmoniously for their own and the common good. Where I have had conflict situations in teams, I ask the two protagonists to come back with an agreed written understanding - and suggestions on developmental learning: often friction is created but not understanding and lack of communication, rather than pure hate.

In summary, rivalry is not bad as long as the common agenda is big enough and supported by management - but friction needs quick and immediate cure before it destroys a lot more than a singular relationship.

How does an editor present a portfolio?

2008-08-13T02:15:00.000-07:00

Lisa asks: As I am looking at changing jobs, I need to understand how to create a portfolio to show my editing work. I thought this would have been easier to figure out, but I'm not so sure anymore. Gathering my writing samples has been fairly easy - there aren't that many (I mainly edit). It's simple to say, "Yes, I wrote this," though. How do you really say, "I *edited* this?" I've included a before, revised, and final version of a document as an attempt at an editing sample, but is there a more elegant way I'm missing?

In answer:
In job applications and interviews, publishers will often require copy editors to pass a test prior to an engagement: such a test could involve the edit of a short sample of text to demonstrate editing style. Unless other wise given an in-house style guide, use the Chicago Manual of Style.

For your printed portfolio, show a before and after pages (one page ideally per example) with comments - here is why I changed this, here is why I changed that. You can use the track changes function in MSWord to show this. For online examples - every creative person needs an online portfolio - again post excerpts of edited products online, and create links for them. In all cases you will need the original writers permission and to cmply with their copyright.

In future, as you edit a project, look for pages that would be good "snapshots" and ask permission from the original writer when the final version is agreed.

Can you get a second chance to make the first impression?

2008-08-12T02:19:00.000-07:00

Ramiz asks: Can you get a second chance to make the first impression?

In answer:
In a job application - lower down the ladder yes, higher up: NEVER! Generally you might be able to get a second chance to make AN impression, or improve on the one you made the first time, but by definition, you absolutely cannot ever make that first impression more than one time...maybe a better 'second' impression, but you had your chance the first time.

I've been fired - how do I put this on my CV/Resume?

2008-08-12T01:19:00.000-07:00

Joe asks: I was fired from my last job after 3 months (not my fault and I found out the company fired 6 employees before me in 1 year). I am presently seeking legal advise from a good employment law attorney that can give guidance on resolution. However, I did learn a lot - is there anyway I can put the experience on my CV/Resume?

In answer:
Yes, you need to place it at present on your CV/Resume. Most employers now employ checking services, which would find this period and investigate it. Leaving it off will need to be explained more/cause more damage than putting it on your CV/Resume and explaining it in an interview. Once five years has past, you could leave it out via a summary of career to that point.

Secondly, until it is resolved - and your current need for employment lawyers in NY suggests it is not - that it will highly limit your immediate employment opportunities. Few employers would employ some who is presently in an unresolved conflict with a previous employer.

Once the conflict is resolved, the way to tackle it in your interview is whether you were head hunted, approached by a recruiter or applied to an open advert? In the first two cases, it would tend to suggest a bigger mistake on the part of the employer than you; the later is more difficult to handle and would result in heavy probing of your ambitions, career path and motivation. What and which ever the answer, thinking through the answers to each scenario will enable a better chance of future employment.

Administrator career change - how?

2008-08-11T15:24:00.000-07:00

Cindi asks: I've always been geared toward Administrative Positions. How can I market myself to take that next step forward?

In answer:
The best question to ask yourself is - where do you want to be in (say) five years: if you are brave, push that out to 10 years! Draw a little mental picture and then write it down or even sketch it as to what your life looks like in all aspects - relationships, home life and work life.

Around the work life picture, find someone who is doing that job right now - find out how they got there, what qualifications and experience mix they have, and the job path they took to get to that position. Use their path as the basis for planning out your own path. Then having written it down, chat it through with a few close friends - not work colleagues - and let them test and critic it for you. Modify as necessary.

The answer out of this exercise is that you now have a goal and a path - so now you just need to take it in to action. The easiest way to do that is now take the "where" to your boss, and chat through the opportunities of the "how" with him. If you don't get a positive answer, you know you have to move - go to HR for an internal opportunity and have the same conversation with them, and if that's negative go to a good recruitment agent recommended by a friend who has recently taken an job move.

If you stay where you are, part of your path will be volunteering for projects to undertake tasks or co-ordination - admin people are always good basic project managers; and hence opportunities should abound.

Good luck Cindi, but the answer is - when you know where you want to go, then the path becomes much, much clearer!

Mending fences with a personnel agent

2008-08-11T15:09:00.000-07:00

Francois asks: What is the best way to mend fences with a personnel agent once a job has gone wrong? I was off ill and had to quit an important assignment - she's still mad at me!

In answer:
It sounds like ..... not only did you go ill, but failed to communicate that with either the client or the personnel agent. That's a cardinal sin in the contracting world, and means you are highly unlikely to work for that agency ever again.

You could try apologising - that takes a lot of courage, and gains admiration as it is done so irregularly these days; as well as promising to have learnt your lesson and would fully communicate in the future should such a situation occur again. You have nothing to lose, so why not try it?

Drugs - part of society, but not part of employment?

2008-08-11T00:20:00.000-07:00

I read this story this morning with some horror. Not only does it show how the financial barriers to access drugs are becoming lower - 20p a hit is around the same price as a cigarette; plus the tragic loss of life. It also shows how "accepted and normal" the whole drug taking culture has become amongst the young: this woman had taken it as far as a mail-order business.

When I worked with Dow Chemicals in the 1990's, the worlds second largest chemical company, there was a standard form you had to sign even as a contractor when visiting any of their sites, be they production locations or offices. Effectively it said in the interests of Health and Safety, you could as a visitor be taken aside at any point and tested for drugs, or be ejected from site for no apparent reason at any point, and may be banned for life. Having agreed to always be accompanied by a safety trained Dow employee, it also said that if the site blew up, you accepted it wasn't necessarily their fault, but you could elect to leave an address where your remains when they became accessible could be sent. I didn't have a problem signing the form, as I was clean of drugs, never drank before going onsite, and had signed similar but less dramatic forms when entering sites for both BP, Shell and Unilever. The form came in a five page copy pack, and you got one of the copies as a co-signatory, and on one occasion my father - who was the addressed person my remains were to be sent to - happened to see his name on the copy and read it. After gulping a bit at legalise, he asked "is this legal, and necessary?"

As a contractor/visitor, it was freely your choice to enter these sites, and if you disagreed with these rules you were free to say no - and subsequently not do business with them. However, as an employee, do you have to abide by the same rules; and as an employer, when is it reasonable to ask employees to accept testing for drugs?

Lets take the employer first. The biggest leverage for drug testing is pre-employment - its one of the reasons that pre-employment medical screening is increasing. However, should a trace test prove positive for something, where does it become reasonable to refuse employment? This is not a legal commentary, and as legislation and case law changes continually, it is always recommended that you take advice on such matters from a suitably qualified HR lawyer. But, in summary, in the case of the young lady above, GBL is a legal drug - and hence it would seem over zealous to stop employment in such cases; however, if large traces of alchol were found, and the job required skilled machine operation or driving, a reasonable no employment case could be constructed. Illegal drugs are a different case, and even if your normal work doesn't involve chemical handling, a heavy cocaine user would seem a brave choice. However, in all positive cases whether the element found be legal or illegal, my personal feeling is to offer the candidate a second chance - that way, if they know they are a regular user, most likely they will withdraw their application over forcing you as the employer to send them a legal "no thanks because" letter.

What about employees in employment? Once past the trial period, then the case has to be handled via the disciplinary procedure. Whatever the outcome, it should be pointed out that most charities which support the rehabilitation and recovery of both drug takers and alcohol abusers, supported by many employers groups, can show that in the cases where employers provide support systems to aid employee recovery that previously good employees after recovery return to be great employee's. So, its not always a case of sack them being the best or most economic answer.

In the case of the employee or candidate applicant, be aware that many more employers are applying compulsory pre-employment medical screening. If you take drugs or like to party on alcohol - lets be honest, when you are young who doesn't drink excessively at times; then I suggest that if you are planning a period of job seeking that you lay totally off the drugs and keep the alcohol consumption down for at least a month before your first interview. If you want a mental check level, then ask yourself could you legally drive a car at this moment - that's the level a modern trace element tester can test for, over a six month history period. The potential employer should make you aware of their application and employment process, and every modern application process will have either a compulsory or optional "at our discretion, we may ask for your medical records or for you to attend a medical check" clause in the application document. If you have existing medical conditions, then do yourself a favour and state them - once you have put them on the application form, you can't be excluded from the applications process under the Disability Discrimination laws

Now, lets say like 99% of people, you pass the employment process and are employed. But, like most you suffer some form of incident, and happen to start over em-biding on drugs or alcohol. Unfortunately, this de-gradates your performance, and your boss notices, and asks for a meeting where he suggests you take a company sponsored drugs test - what can you do? Firstly, unless its a Health and Safety matter in the care and undertaking of your job - in which case, often medical checks are a regular and routine/periodic matter - ask them to put the request in writing. Take that letter to an employment solicitor, and ask for advice - please, be totally honest with your legal representative, they can help you. Normally you will be asked subsequently by the HR Department to a formal interview, where legally you can ask a friend to attend with you - make that your legal representative. You may not be able to keep your job, but you may be able to exit with a relatively clean reference on your performance up to the incident; or may be able to negotiate a period of suspension where by your problem can be address through an agreed and employer monitored program.

Drugs are personally not my thing, but when employers are faced with a shortage or skilled talent and more competition for good people, an acceptance of modern drug culture and an adult address of usage in both applicants and employee's can bring about a more enthused and encompassing group culture if problems are tackled sympathetically. Employees but particularly applicants should be aware of modern processes and procedures with regards employment, ceasing their drug taking and monitoring their alcohol intake during the employment process - its your life, your career and hence your choice: but if you really want that job, you now know the price.

Would you interview for a job if you were on crutches?

2008-08-10T11:33:00.000-07:00

Patty, a job seeker, asks: I am not quite sure how to approach this situation. I broke my foot and will be having surgery this week. I will be on crutches for 6 weeks Should I suspend my job search, until I am on solid ground? Or try and push any interviews back? How will a company view my candidacy if I arrive for the interview on crutches?

In answer:
If it won't have a negative impact on your long term health, absolutely 100% YES!

A second invitation to interview may not happen. Secondly, a candidate that does not allow a broken foot to be an obstacle shows an employer that you are indeed a serious professional who will persevere in the face of challenge. Breaking your foot may have a silver lining for you.

Although your mobility is negatively affected, your intelligence, skills, unique competences and ability to communicate effectively remain intact and so should be your willingness of looking for a new job. Plus it shows the potential employer your determination and ability to handle diverse and challenging situations - employers love people who can do that!

Assuming that you will have an interview during your time of convalescence, make sure you explain the situation before hand and check that the interview is held in an easily accessible location. I am sure that the interviewer who could be your next employer, will understand that you have suffered from an accident where you have broken your foot, and will be comprehensive enough to recognize positively the courage that you have had and the effort that you have done in attending a scheduled interview.

Its the "how its handled" gain which is your silver lining here. Of course, this advice is not comprehensive to all such ailments or situations - appearing with a cold let alone thinking of doing so with flu would have a wholly negative effect; and appearing on a stretcher would be considered over zealous. Arriving late is not recommended, but pre-communication of that and management of the situation in extenuating circumstances - like during power cuts or in case of accidents - is acceptable.

Good Luck!

Do you think I should take the term "drama queen" off my CV/Resume?

2008-08-10T11:21:00.000-07:00

Ritzya, a drama coach and public speaker trainier, asks: Do you think the term "drama queen" has a negative connotation? In some worlds it does... the definition: someone that turns everything into drama. However, In the world of stage it is wonderful - in every day life it can be a challenge. Based on your answer, and keeping in mind that I am a professional public speaking/drama coach, do you think I should take "the drama queen" off of my CV/Resume?

In answer:
In 999 out of 1000 cases, I would say YES, remove it - as I think most would, because of those negative connotations. In your singular case, I have thought about this, and I know that YES you should remove it!

It doesn't say "professional" in a personal profile or CV/Resume - it says NIGHTMARE in big, bold, black script with large polished trombones!

Its great as a piece of marketing, and possibly as a marketing choice in a section of a CV/Resume. But as a piece of personal branding as opposed to marketing - disastrous!

Have you ever lived for a day at the office of a potential employer?

2008-08-10T11:12:00.000-07:00

Beth asks: I've been reading The Simplicity Survival Handbook by Bill Jensen for his tips on how to do less and achieve more. One unexpected suggestion was that when looking for a new job, if the potential employer is still interested after the first or second interview, ask to spend a day at the office and attend specific types of meetings that are real exhibits of how they make decisions, assign work, problem solve, etc. Then you can judge how your style and theirs will fit. Basically you're giving your potential employer a situational interview.

Have you ever tried living a day at the office of a potential employer? Did you ever ask and get turned down? Were you ever invited to do so, even just to sit in on a meeting the day of your interview or set free to wander the office area for an afternoon? How did it go?

In answer:
Its something we always do for both new employee's we take on, as well as when either new candidates ask or we feel that there is some doubt or concern on either the candidates or the employers behalf.

From the perspective of a prospective job candidate, the experience of living a day at the office proves helpful in minimizing the fears, doubts and uncertainty that the candidate could feel when he/she would is assuming for the first time the responsibilities inherent to a new job role, where his/her co-workers, manager, corporate climate and culture remain as a pervasive enigma that should be solved in a carefully planned, although sometimes painful process of employee´s induction.

As we offer a 100%/90day refund in cases of candidate leaving employment, from our perspective this exposure in advance of a candidate to the process of a typical day in the environment are instrumental in providing the feedback that is required to provide the best professional available to fill a job position, in function of his/her soft-skills, positive customer-oriented attitude and proper fit with the system of values, beliefs, procedures and policies that are inherent to that employers corporate culture.

We give each of the top candidates for any internal position an opportunity to spend up to a day observing the people they would be working with, asking questions, etc. I think it helps us make better hiring decisions, and gives candidates an opportunity to decline if they feel they are not a good fit, before having spent a lot of time, energy, and other resources in hiring and training them. We find out a lot earlier if someone is not going to make it in a position.

If the industry and position allows the freedom, I highly recommend both asking to observe if you are the candidate, and giving candidates the opportunity to observe if you are the employer. Of course, expect to sign a confidentiality agreement before you are permitted to do such a thing. But I know you will find the opportunity valuable.

2008-08-10T10:34:00.000-07:00

Donna asks: A candidate client suspects that the former employer may be blackballing, is wondering how to determine whether this is true, and what he/she might be advised to do about it. The client worked for the former employer for a significant number of years and handled major accounts. Suggestions and insights appreciated. Thank you.

In answer:
Lets be honest, its not uncommon - plus on certain occasions, if a candidate provides three references, and the first one highlights a certain issue, its not difficult for the reference taker to verge towards that negativity.

The first thing to check, is that the candidate client is being wholly honest with you about their reasons for leaving past employers? When I first meet new candidates, I always ask on those I choose to put forward or place on the dBase, to think about where and who they will reference to - even dumb candidates know to avoid the boss who hated them, only desperate one's are likely to knowingly make that mistake

If you are convinced about the candidates clarity and honesty, then I think approaching each of the references they have given (they may think its X, where as it could be Z being very horrible for reasons unknown to the candidate), and advise them you are the recruitment agent/career advisor, and as they had been provided as a reference to the candidate, was wondering if they could provide a written summary of their reference to you for your files. Then, if they don't or if they provide a statement that says one thing and yet say another on the telephone - which the future employer will always comment on - then its isolates the reference who provides the problem, and makes them looks like an idiot, not the candidate unemployable.

If you do find such a situation, and that employer and the experience gained is key to the candidates being employed in the new post, then - if they are a reasonable person - there is always someone else who can be suitably referenced to, either upwards or sideways. If they weren't dismissed, but don't have any other contacts, there is always the HR department which is a highly suitable "last resort" reference

References are a good thing, but some times reveal a situation in a one-time telephone conversation which can destroy a good career opportunity. I hence think referencing needs careful management from the point of initial contact with the candidate, to successful new employment.

When is the best time to seek a new opportunity?

2008-08-10T10:00:00.000-07:00

Richard asks: Does one wait until you're unemployed? Should you leave at the first sign of turmoil? Should you weather the storm, gain experience and then vacate?

In answer:
Career management is not something which you just wake up to - and so hence leads to knowing which opportunities you should seek to attain that goal you have defined - which leads to knowing why you took that particularly job, and why you have been there for X period of time - which leads to knowing how much longer you have there, and which opportunities you seek next to write on your CV/Resume - which results in happy and fulfilled employment, and a better life!

You will always know when you are being interviewed by an HR professional, as they will ask you about the points of change in your career: "You went from position A with employer B, to position X with employer Z: why?" They look for both fulfilment in career and application to a particular path, and checked whether that is inline with the position being interviewed for and its skills requirements.

If you apply the question of "where do I want to be that will make me happy" then you will know why you are where you are at present. These people are normally fun to be around, and - like an old mentor of mine - have smiles on their faces at least 3 days out of every 5 work days: unfortunately, the smelly stuff happens to everyone!

If like the majority of people - I'd say 7 out of 10 from those I interview, and you don't manage your career and wake up one day unhappy; or if the job you are working doesn't put a smile on your face 3 days out of 5: then NOW is the time to start changing. What ever you do don't reach for the word processor and start writing a new CV/Resume because you heard of a better job at a particular company - write down why you are happy in your present job, why you are unhappy, and where you want to be in 5 and 10 years time. If you are feeling really brave, write your own obituary - its a tough psychological challenge, and most don't complete it - but its what it reveals about where you want to be and how quickly that change needs to be made which is the actual required and revealing result.

Most people don't know what makes them happy, so recognising that you may want to make a change Richard is 7/10ths of the battle won. Now its just a question of finding what and where, and those are relativity easy in comparison. The outcome will be a clear goal, a better plan with more networking to find that better opportunity - and a happier work life.

Good Luck!
----------------------------------------------------------------------

Thank you for taking the time to answer my question.

RB

................................................................

Dear Richard,

Thank you!

If I can help you at any time, please just ask, and in the mean time - Good Luck!

Best Regards,

Ian McA

Advice on entering field of Program Management?

2008-08-10T09:45:00.000-07:00

Daffyd asks: I currently run a Project Management Office and everntually would like to move into full-scale Program Management or into a Senior Project Officer role. Can anyone, particularly recruiters who recruit for these types of positions, give me any advice on

1) the best way to leverage my skills and talents, and
2) training, courses, certifications to take or get

to improve my chances of landing such a position?

In answer:

Modern careers are based on a balance of....

- Certified skills
- Relevant experience

There is also a lot of evidence that modern employers are basing their recruiting choices on niching and pinnacling. As pressures mount on modern industry, they want the right skills/experience and the top person to minimise commercial risk.

Project or Program management is now a classical "err towards the certificates" career, and is often derived from another career choice before hand - ie: telcoms engineers becoming telco PM's, construction engineers becoming construction PM's, etc. There are also sub-niches to those main markets, and its resultantly an easy career to get "niched" into both employment - and unemployment!

I would hence choose to first certify as a PM with one of the main bodies, and also gain a Prince2 qualification - the basics in the PM world. After a few years (by say mid-30's, or latest mid 40's) I would then consider undertaking an MBA and/or a finance certificate qualification. As you get older, if you choose a technology based market or sub-niche, the technology you know will get replaced and you stand a greater chance of unemployment: the MBA and finance qualifications recognise your wider skills.

Good luck - PM is a great career choice, and is one of the still developing professional career choices which you can't see going out of fashion in one or two generations.

How do you combat work experience vs. certifications when clients are needing the most up to date skills?

2008-08-08T07:00:00.000-07:00

Thomas asks: How do you combat work experience vs. certifications when clients are needing the most up to date skills? As a consultant, training and certifications are not something that is offered, vs a full time employee who is permitted training on "the company dollar". How would you combat less experienced professionals with up to date certifications against your own work experience, when new employment opportunities arise?

In answer:
For an operational manager, then experience counts more than certificates. For an HR manager, often experience needs to be balanced with adequate proven certification - they like to see ownership of personal development, through both career path as well as education. It is the HR manager who signs off the final job description, as they are legally responsible for employing suitably qualified employees - and its that later agenda item which plays to the risk/safety manager or finance director who is in charge of procuring and sourcing the companies insurance.

For the contractor, its is most often true that they have more experience than certificates - its a common problem. However, in the modern era, particularly as formalised training is a good way for the HR department of getting the best and weeding out the worst, the traditional contractor career needs to be balanced with adequate certified verification of gained experience. There is also the issue of bleeding edge technology - if you have been involved in such leading edge projects, then often the companies will certify via a letter over formal qualification.

I would suggest that your first action Thomas is to note down your work and project experiences, in some form of a work diary or portfolio - what the project brief was, how long it took, skills you deployed, team in which you worked, and the outcome from both a delivery and times scale/financial view point. You may find from that that if you have worked with certified workers of a particular technology, that if they or the person you worked for verify your work experience, the technology company will issue you with a certificate of qualification or experience.

Secondly, when compiling your CV/Resume, focus on delivered projects briefs for named companies and associated systems integration, over the formalised skills required. Focus on delivery and the skills you were required in the successful completion - that way, you have both the skills implied and shown in delivery, as well as the program management skills of career development.

Thirdly, when you apply for jobs and are refused, then ask for feedback and react in your CV/Resume to it. A rejection is a "not now" learning experience, not a total rejection - recruiters and HR managers will react to engaging candidates, and if you are not right for one job you will be in their mind for another soon.

Finally, when you do get an interview, take along your portfolio - "OK, I haven't got XYZ qualification, but I have a got a letter of recommendation from XYZ company where I deployed that technology into their system!" This will stop the HR managers mind of erring towards caution or the need to undertake lots of work verifying your skills, and means you are more likely to get the job.

Skills are what count commercially, particularly when you can show Thomas successful commercial delivery. In the long term, look to formalise your experience in the form of certificates and formalisation, but if you can get independent verification then there should not be any problems in successfully gaining employment. If you have the bona-fide experience and aren't getting the interviews or offers, then have someone review your CV/Resume to see if you are getting the right information across. Do a "role play" interview with someone else to see if you need to fine tune your presentation.

Good Luck, and if I can help further, please - just ask!

Experience with recruiter interview preparation

2008-08-08T06:17:00.000-07:00

Eric asks: Having worked with a recruiter, what was your experience with interview preparation? Interview preparation is part of the recruiting process. I am interested to hear your experience about the type and amount of interview preparation you received from recruiters you have worked with.

Specifically:
How much time did the recruiter spend in preparation?
What did the recruiter do to prepare you?
What was the content of the preparation?
How well prepared did you feel going into the interview?

Is this different between a Retained Recruiter (receives a fixed fee up front to fill the position) or a Contingency Recruiter (receives a fee only if his/her candidate is hired).

In answer:
I think 95 candidates out of any 100 asked the same question would say "what preparation?"

In background, most recruiters start as fixed fee trainee's with most of their fee paid up front by the employer, and its a volume approach to processes and complete as many filled jobs as possible in the shortest possible time scale. These jobs are mainly skills dependent - ie, you have the skills, qualifications or experience or not - and hence not a lot of interview preparation is required.

Hence, when these recruiters move on to contingency fee placements they often employ the same fixed fee learnt procedures - as many placements as possible in the shortest possible time scale. This creates problems for both the candidate, as well as the employer - often both complain about a mutual lack of briefing, and hence unsuitability.

A good recruiter should give a candidate adequate pre-vetting, briefing and preparation before they meet the potential employer. It is in their interest, both in terms of fee note billings and reputation with the employer/customer. How much time is that - I would question the recruiters selection criteria and the candidates suitability if that was more than one/two telephone interviews of about one hour in total, and one/two physical meetings again of around one hour each before the candidate meets the potential employer: either the capability and fit is there or not, but most candidates need some briefing and preparation

If a recruiter approaches you about a position, then I always suggest to candidates that their first question should be "where did you get my details from," and another should be "and how do you/your company get paid?" A more motivated and focused recruiter - normally on a contingency fee - will be paid more after the chosen candidate is in place, rather than before. If its a fixed fee recruitment process with most monies paid before placement, then expect to be treated like a piece of meat going through a grinder - my sincere apologies on behalf of my chosen profession.

Good Luck!

Graduate school recruiting

2008-08-08T06:15:00.000-07:00

Andre asks: I sit on a Advisory Board for a upcoming school of business in the south. (School already has a top 25 medical program & and strong local business recruiting effort) I wanted to see how I could get other top firms around the country to consider recruiting at the School (It has a top accounting program and an Up and coming Finance Program - it is also known for attracting top minority talent)

In answer:
An excellent technique I've used is to identify alumni at different companies who can serve as advocates for your program. An internal champion can go a long way towards creating visibility for a school, much less providing internship and job opportunities to current students.

Good Luck!

Career change and time to look for a new job while working

2008-08-08T05:54:00.000-07:00

Catarina asks: I work in the financial field for 7 years now and I never really liked it, I felt in it by chance. I feel so burned out and depressed and I need a career change. I had some holidays abroad and spoke with a career counsellor that advised me to change into direct marketing, I´ve been working as a volunteer for charities in direct marketing and I love it, I really feel I´m using all my right skills. She helped write a functional C.V. for me to look for a new job. I already have a post-graduate degree in Marketing.

My problem is, due to my full-time job (I work from 9-6) I don´t have time to concentrate in looking for job ads and do the career change properly. Also my company is not very flexible with working hours. I feel really depressed about having to concentrate in something I´m so burned out and not be able to have free time to concentrate instead on my career change. What do you advice me to do? Should I take the risk and just quit? I don´t know how long will it be till I find a new job in this new field, although I have a recruiter friend that´s helping me with the job search part. Please advice!

In answer:
Hmmm - the modern internet powered world was meant for you!

First, congratulations on accepting your unhappiness, and doing something about solving it. Honestly, having found what you now want to do, you are 7/10ths of the way there mentally, and 5/10ths of the way there in the timeline. And secondly, don't yet leave your existing job - being employed gives you leverage when negotiating for salary, benefits, etc.

In the old pre-internet world, you had to leave your job to find a new job - not now in the internet world! Tap into Google "Direct marketing jobs X" where X is the state or city in which you wish to work - I suggest you don't go down to town or county level, unless you live in a big city county. From that, you should find a series of jobs board with such jobs listed on them - choose the board where the most jobs you like are listed, and register as a candidate.

Modern recruiters and employers accept that candidates are busy, and that 9-5 interviews are often a thing of the past. As you register two things happen - now you can apply for those listed jobs, and recruiters looking for people with your skills can approach you. When you come home at night, simply check your eMail, and respond to the jobs/recruiters you think will fulfill your needs. When you are approached by recruiters or employers, explain that you will find it difficult to attend an interview during work hours, so would an initial telephone interview suffice with follow-up either at lunchtime or another time when you are free.

If you want something slightly more advanced, do the Google search again. Now comes the nifty modern bit - Google provides you with an RSS feed, effectively a whole stream of information which matches your search criteria. There will be an orange-coloured symbol to the left of the URL return, that looks like a square with a series of ripples coming out of it - press that and a piece of text will appear. Click on the text, and on the next window select Google Reader (if you don't have a Google Reader account, simply register for one). This feed will now keep you informed on a daily basis of all the new things Google finds which match your search criteria - in other words, Direct marketing jobs in X!

You have made great progress so far, but the dilema of "stay unhappy or leave to find happy employment" doesn't really happen in the modern world - it works for you to find a better position!

Good luck, and if I can help further, please - just ask!

Measuring the desirability of a job applicant by salary history

2008-08-08T05:32:00.000-07:00

Ron, an educator, asks: I would like to know why it's done.

I can think of several very good reasons for salary history to be among the most unreliable measures of employee desirability. Here are a few:

- I worked for a start-up and sacrificed salary for a piece of the action. The company went belly up.
- Some people take time off to raise a family.
- Some people take time off to join the Peace Corps, or work on the mission field.
- Some people try a different career, perhaps a lower-paying one, just to see how it is, or to learn something different.

All that tells me that to use salary history as a measurement of increasing employee responsibility, or competence, or whatever, is bordering on the absurd. I liken it to deciding whether someone is ready for college on the basis of SAT scores alone. I can only see salary history working when taken holistically, and I have never before met anyone who reviews potential employees holistically. LOL

So tell me: why is it done? What is to be gained from it?

In answer:
Salary is one item by which employers reward employees for giving them their time and effort. And much present research shows that employee's consider it less of a reason to stay than other more human reward factors - recognition and development, for instance.

Reward and particularly salary hence in its present research view is more inline with Hertzberg's theory, in that its level indicates an "acceptable" level on behalf of the individual, for undertaking a particular job or piece of work. Hence, the examples you give - start-ups, peace corp's, raising a family, etc - can be seen in concept of a whole rewards system to the individual, over a pure salary reward focus.

With regards to a more standard work progression - from one similar job to another, possibly higher or related - then understanding the reasons for a candidates application/moving are important factors in assessing fit. Package reward is one of those factors - that's in both base salary, as well as benefits. For instance, older applicants are often more focused on the pension system and contributions; some applicants having had recent family or close to them health scares are more focused on healthcare.

However, as every Recruiter and HR professional will tell you - often its the base salary which creates the greatest problems in candidate contract signature, and most likely in sales recruits. Those who see themselves as "progressing" will initially look at OTE, but when it comes down to signing the contract most focus and question base salary. Often, the most motivated candidates are those have left their employers within the first three months of employment, having not assessed their own needs. Recruitment is an expensive process, so hence why recruiters and HR professionals will ask and ascertain salary levels before making an offer - plus, why not try and get best value for your company?

Salary is not and should not be seen as a whole solution/test of progression - its better positioned as part of a whole reward and recognition system. Good recruiters and HR professionals will always ask that question, and good candidates will be clear throughout the recruitment process why they are moving, what they seek and what that whole rewards package looks like.

How To Follow Up With Employers?

2008-08-08T04:30:00.000-07:00

Samson asks: I have been working on this issue with at least a few of the employers that I have applied to in the last two months, but it has not been too successful. Need suggestions on how to handle with an employer particularly when they state "Please, no phone calls about the job" as it is usually seen with almost all job leads from Craigslist. Of the few times that I have called to ask for a certain person or to speak to the hiring manager, they ask why are you calling about the job and/or they answer with that no phone calls are supposed to made to inquire about the job.

In answer:
Here's the problem form the advertisers perspective:

1. the main reason not to accept calls is the sheer number of CV/Resumes received, with literally 100's of CV's and Resumes to review. Positions need to be filled under time limitations, so Recruiters/HR professionals must be as efficient as possible.

2. With efficency in mind, employers will include all the basic information a candidate should need, eliminating the need to call

3. Most good employers have a great website. This gives active and bright candidates - ie, the people they want to employ - a wealth of information available to them about the company and what it does do. This means that employers are already pre-qualifying candidates in the application process. They want to know that you can do research online, that you can understand their business model, and that you can ask good questions when they do call you. Employers don't want to hire someone who does not take the initiative to learn about them before they apply for a job.

Your resume should speak for you. If an employer calls you for an interview, then expect them to answer all your questions then. Following up an application before they call you with a phone call when the instruction is "not to call" can signal the employer that either you're too desperate, or you don't follow instructions - or both: but you are certainly not for them. And not one single employer I know wants to hire those kind of employees.

Yes, sometimes you have to make a leap of faith, and good practice should mean you get a "thanks but no thanks" letter - but with all of the information available on the web, it should not be a leap made in ignorance.

Good Luck!

Which are the main competencies to assess an executive search consultant?

2008-08-08T04:16:00.000-07:00

Adina asks: Which are the main competencies to assess an executive search consultant?

In answer:
There are certain key skills that they must have, without which they can not perform and hence deliver.

The most important skill is communication, that's in both engaging with the client (and questioning their requirements - executive search consultants/head hunters don't just take briefs!), as well as their personal and professional networks to most likely deliver the right candidate in a reasonable time scale.

Secondly, there are professional skills. A track record of closure, and a personal ownership over a "taking the brief and staffing it out" corporate process - the fee's are high for a reason of time purchase/delivery on strategy, not a brand. By essence, this means you are buying a sophisticated "sales" person, but the signs of that are seen by a strong love of networking delivered through a disciplined and detailed approach.

Coach potato to job applicant! The skills based format choice

2008-08-08T02:45:00.000-07:00

Jacob asks: How to write my resume? I've tried to sound as "unimpressive" as possible, so I can assess the worst situation. Am currently 20 years old if that matter]

-First year of college, spent it running a business.....typical first real business, invested a little money, grew a bit, then died away. Did not attend many classes so failed out...[ I have started money making ventures in high school, but I won't call them real businesses]
-I then completed an online degree....in less than half the supposed time frame. [unproductively used time]
-Instead of return to college, decided to start another company*. Yet, I'd like a job to cover my living expenses at first (eh...might as well work on someone else's dollar, sorry).
I've made a few career mistakes and am aware of them, namely:
-Buying an online degree was a waste of a good year. Now it looks like I spent a year doing absolutely nothing. How can I make it so that it doesn't look (as much) like I spent the last year doing absolutely nothing? I was taking like 14 courses a term...so didn't have much spare time. I really regret it...but oh well, might as well figure out how to solve the problem instead of lamenting the past,
Please feel free to request more information and I'll answer in real time either publicly or privately.
*Please spare trying to persuade me to return to college, I'd rather not waste your breath.

Many thanks!

In answer:
Don't use a chronological format - as you can see, it doesn't suit you or portray you as much more in the past year than a couch potato!

Use a skills based format, which lists your education and then in another section your skills/experience on a skill by skill format, as opposed to a date from/to format of the chronological type

You will also need one great cover letter. Focus that on what you want to do now to advance your career and why that company/job does it for you, over anything else.

Good Luck!

What is the best way to describe periods of independent consulting/contracting?

2008-08-08T02:33:00.000-07:00

Tom asks: What is the best way to describe periods of independent consulting/contracting on a resume? I'm looking for advice on any best practices in terms of representing independent contracting relationships on a resume where other periods of time are with full-time employment situations. How would you go about enhancing the perceived legitimacy/value of this experience while balancing the need for brevity in terms of clients served, diversity of work, etc...? For recruiters and other hiring professionals: Do you get a certain feeling in your gut when you get a resume that has a mix of independent work alongside other full-time gigs?

In answer:
The positioning of any period of employment in a CV/Resume wholly depends on the durations of time in each post - be those permanent employment or temporary contract.

I'll answer your second question first. Recruiters and HR people pay most attention to your last two/five years of employment record - its the track record there that show's what you are most capable of with least risk to them. Hence if that period is unmanaged and with high turnover - be it permanent or contract - then yes, many will get a bad gut feel.

However, there are ways of smoothing out those changes - but as a base rule, always tell the truth: it will always out in interview, and leaves you under far less stress. Hence there is no need to lie to "enhance the perceived legitimacy/value of this experience" - its just presentation

As a general rule, if you spent less than six months in post, then describe the project you were engaged on to deliver; if you spent more than six months doing multiple contracts with multiple employers all on contract, then define it as one solid period of contracting work, with a brief summary and associated list of project achievements. In the later case, this would mean that six pieces of project work each last six/eight weeks would end up as one six/eight month period of employment. In example:

Virtual Assistant, 2/2005 to Present <---- (the entire time you have been doing contract work instead of listing each project by date)

Independent contractor for several, long-term clients including Fortune 500 companies such as ABC Company Name and XYZ Corp. Additionally serviced small business owners with occasional, seasonal, and one-time projects. Expertise in human resources and recruitment as well as general, remote office management.

Selected projects:

* Sourced and screened job candidates at all levels for a major corporation that grosses more than $39B annually.
* Conducted 1,000+ pre-employment and tenant background screenings for Company Name.
* Provided remote customer service for Company Name, an international restaurant chain operating as a subsidiary of XYZ Corp. with over 30,000 locations worldwide.
* Transcribed, edited, and proofread 200+ medical, general, and legal audio files for a local attorney engaged in workers' compensation court actions.

I have clients who have spent two years in a permanent position, and then two or three years contracting in multiple positions, and then back to permanent - these are simply summarised as three periods of work.

Never lie on your CV/Resume, and particularly not on the companies application form - this is a legally binding document, and lying on that form is a sackable offence. But presentation of experience in a managed career - be that permanent or contract - is always possible to enable you to get that job interview.

Good Luck, and if I can help further, please - just ask!

Why are so many people so sloppy in writing their CVs and Resumes?

2008-08-08T02:14:00.000-07:00

Dominic, a fellow head hunter asks: As a headhunter I read a lot of CVs. Too many are very badly written, with poor grammar, really appalling use of multiple fonts, bad formatting, and occasionally we get blue CVs. Some CVs talk more of hobbies and interests, sport is particularly bad here, with some people giving the impression that they are sportsmen who occasionally take a break from running, skiing or hitting a ball to drop in to the office. CVs are important, yet many people do not put the effort into preparing a CV that they would to filling in a minor form.

In answer:
It is a reflection of the modern through away society which has little memory - except, this time its their career they are playing with.

People don't realise they need to change their attitude when they become a job seeker or applicant - they think we know how wonderful, great, superb, etc they are. The answer is - we would if you could portray yourself correctly, through the communications we review of you: your CV/Resume, your telephone manner, your letter writing and how often/when you interact with us.

Hence, all we see as Recruiters and HR people is the result of that unchanged attitude - poor presentation at multiple levels, and cliched phrases cut and pasted from some online freebie web guidance site, or hastily copied from their best friend. Yes, I have had an applicant who claimed to be both an expert diver in the resume, and yet in interview admitted their greatest fear was swimming - they had simply taken the soft copy of their best friends resume, and just inserted their name and high school!

When even the world's worst speller can learn in 30 seconds how turn on spell check - is it any wonder that your application is turned down when you can't? It just reads to us on the reviewing side not as a spelling mistake, but as "I don't care about me or my career!"

Would you mention your online profile on your CV/Resume?

2008-08-08T02:00:00.000-07:00

Jermina asks: Would you mention your linkedin profile url on your resume?

In answer:
Simply - what additional value does it add? If the recruiter or HR person is engaged by your skills and experience actually written on your CV/Resume, then you have made it to interview stage. If not - then it just gets filled in the "thanks but no thanks" pile. During the initial sift process, most HR/Recruiters don't have time to do much more than read the first half page of your application - if you have made no impact in that piece of paper, then your out.

Hence from experience, it makes no sense in adding it. There are many things you should mention on your CV/Resume before your LI profile to get you to interview stage. Once you are at the interview, or ideally on the initial telephone engagement, then it can be used to add value and show your experience and abilities, particularly in developing new business and personal career management.

Good Luck, and if I can help further please - just ask!

Business owner needs to make a CV/Resume

2008-08-03T04:51:00.000-07:00

Sarah asks: I am a photographer who needs a resume. I have worked for myself for 20 years, but I am now a personal chef as well making healthy meals. I need to make a resume by Monday. I don't know how to since I have worked for my self for 20 years - any suggestions?

In answer:

The answer to question has been moved to the Professional CV website, CV4.biz. Go here to read Business Owner CV

What happens when you wake up one day and realize your career is in shambles?

2008-08-03T04:47:00.000-07:00

Todd asks: What happens when you wake up one day and realize your career is in shambles, your nearly 40 with a wife, kids, a mortgage and a boat load of credit card debt?

Two years ago I moved to a new city to take a new job with a home builder. Three months later the industry collapsed and so did that job (just before the holidays).

Next I took a job with a start-up company which lasted a year before serious cash flow problems resulted in another layoff.

A few weeks later I accepted another position with a financial institution only to find out that my boss was a complete and total nightmare. She terrorized the department with her hostile and unprofessional behavior. I tried unsuccessfully to resolve the issue. First directly with her, then with our department head and then eventually HR. Our entire department was so focused on dealing with her hostility that we spent large chunks of time talking about it, coping with it and trying to find ways to support each other. It dominated our time, our thoughts and our performance. Eventually it started to affect me emotionally and physically. After only 4 months on the job I resigned my position.

The next job I took was working for a company in California as a telecommuter. During the job interview the CTO and VP of Sales specifically told me the owner of the company was impossible to work and that they were looking for new jobs. I figured after my last boss there was no way I couldn’t handle this guy, besides I would be working from home most of the time and it was making substantially more than I had ever made. Three weeks later the CTO resigned and the VP of Sales was so consumed with his hate for the boss that he couldn’t think or talk of anything else. At the five week mark my boss told me he needed this position to be full-time at his location. When I refused to move, he fired me.

Now it’s been just shy of two years, I’ve had four jobs, three in the last six months, and after a month of looking I’m taking a contract to hire position because it’s the best I can do with that many jobs on my resume.

In answer:
This is very common career path Todd - even in good economic times.

People make good choices, but things just don't work out - often because a successful business also depends on a business plan being both realistic and executed: so what did the first two have to do with you? I am a bit surprised by the last job choice - they actually warn you how bad the boss is, and you still took the job: and yet I am not because people after two/three short term job moves that don't work out do make rather short term "get a job" choices over better career management options.

So, here's the good points - you are asking questions, and seem to be staying positive: you are hence very employable. The bad points are - even in a down turn, there are still opportunities. Its just that you have to fight your way through the crowd that is now around, and having made a few moves you'll know how the market works so that gives you an advantage.

You need to sit down with a blank piece of paper, and ask yourself what you want to REALLY be doing in ten years time. Figure out how it rewards you emotionally, physically, and financially. Then, pick someone who's doing that job, and find out how they got there - experience, qualifications, or most likely a mix of both and a few job advancements. Now, write yourself a new career plan based on what you want to do using how they did it as a reference- sure, a few things may have changed, but that can be built in. Then ask three great friends - including at least own woman - to review and critic your plan. Sure, at this point you could go an get a career coach, and the best place to start for one is with your old colleges or if you have military experience your Forces Liaison point - but friends can be as good before those steps.

Now you have a plan, which you can turn into a job search, and write the right resume for - you will need some help there, its a presentational issue you'll have which is easy to overcome. The trick is employers like people who know what they want and what excites them - it doesn't matter what the economy looks like, someone will always give a focused employee a job!

Good Luck - you are asking the right questions, stay positive, and if I can help further: please just ask!

Commenting on your boss in an interview

2008-08-02T11:21:00.000-07:00

Priya asks: When you are interviewing for a position and when asked about your previous manager why do you think the answer should always be a positive one?

In answer:
Simply - people like to hire people that are always a part of the solution, not a part of the problem. How this particular question is answered gives insight into how you perceive the world around you as an individual.

HP people and recruiters wants to know who you are, how do you behave and how do you react. It has to be with you and your mechanism for dealing with handling different stuff. Regarding to your previous former boss, you should have learnt how to deal with this person´s leadership. Bad mouthing your previous manager or even company does not put yourself in a good light - all you are doing is showing your immaturity.

A positive answer would be the one which involves great attitude towards people and work. Even if work environment or your former boss were nightmares. What did you do to fit in? How did you feel about it? Did your emotions interfere? Where was your focus? Bad mouthing your previous manager or even company does not put yourself in a good light.

A strong job candidate is resilient and grows from feedback. While interviewing, I seek answers that demonstrate a candidate's attitude toward past work experiences, how and what he/she learned from such experiences, and how he/she applies those lessons in later examples. Despite clueless, cranky, or even distant bosses, focusing on your individual development gained from these experiences is always positive! It's like that saying about making lemonade with the lemons life handed you... Most of us work with a variety of personalities and it's best to learn from them all.

Should I speak to the recruiter who called me?

2008-08-01T01:41:00.000-07:00

Margie asks: A recruiter contacted me by phone, and I figured, why not have a phone interview even though I'm not actively looking. It's been over a decade since I've been in this position. Does anyone have any advice for when you meet with a recruiter? Do they charge you if they find a job and you're interested (or actually change jobs due to their contacting you)? What kind of questions are they likely to ask? Thanks for your advice.

In answer:
Yes, why not - plus you could get a free career review and an view on what's out there/how much you could be paid.

The format's pretty standard (you, your skills, your ambitions):

1. A review of your employment history.
2. A review of non-work related (volunteer, etc) history that is applicable.
3. A review of the geographic area you want to look in.
4. A review of the industry you're interested in.
5. A review of the role you are looking for (which does not necessarily have to be associated to your past experience, though your skill-base needs to transfer easily).
6. A review of your salary expectations, and other 'perk' expectations.

From the above, a lot of dynamic questions can arise, but this is usually the starting point for any discussions with a recruiter.

The cost to you in a western environment should be free - it usually is the hiring company that pays; while engagement fee's payable by candidate are quite common in Eastern cultures. The payment plan can differ in several ways, but the majority of recruiters work on behalf of the hiring company to hire talent, and is thus why they compensate a recruiter for hired individuals.

However, one caution - once you are one their dBase, its hard to get removed. And often, some new recruitment agents are paid to collect CV/Resume's to build the companies portfolio of candidates. The key engagement questions for you are:

(A) how did you get my details (get as specific and hard nosed on this as you want - legally you can in Europe about any cold call)
(B) is there any cost to me for this service; if not, how do you get renumerated?
(C) is there a specific post you are seeking to fulfill; if not, why approach me?
(D) can you confirm that if I wish my details to be removed from your dBase and systems at any point, I can do so and that you will fully comply?
(E) please confirm the above in writing on your companies letterhead, with a list of suggested meeting dates

Good Luck!

What makes an employee leave the company within three months of joining?

2008-07-31T07:39:00.000-07:00

Shatru asks: What makes an employee leave the company within three months of joining?

In answer:
Three areas, in order of occurrence:

1. They just didn't fit - covers a whole lot of issues, from them/the employer not being clean and clear about what they wanted. Often, employees will leave before (in their mind/resultant conclusion) being sacked
2. Their circumstances changed - often job change and life change come together
3. They got a far better offer - there is undoubtedly some "latency" after your CV/Resume comes onto the market

On the whole, going via a recruiter SHOULD in theory reduce the occurrences of issue (1), and the recruiters contract should reflect such a stake in the outcome with a percentage of their fee reliant on a good initial fit/match for all parties: we at Ajiri have a full 100% refund if the employee is ejected in the first 100days.

That means we ask employers to be honest about what/who they want, and have induction programs; we ask candidates to be honest, and in some cases psych tests; and after placement, we call both and meet them regularly to make sure the fit is working - acting in the later part as a "coach."

When ever candidates ask questions about recruiters, I often say: "Have the courage to ask how their fee's are paid - its your right as a candidate." If you find that much is paid up front/as parts of the pre-hire process are completed, then often by conclusion the process is a meat grinder churn of CV/Resume collection, and its not about you its about their fee. If their fee is paid more on success of the hire and part is based/refunded on that introductory period, then they are likely to make better choices/take more care - for instance, do they want to meet you/have a few phones calls before they put your details forward?

Recruiters should work for both hiring companies and candidates, not just on fee notes and processes. Often those with a track record of candidates leaving quickly in one company will also have the same duplicate track record elsewhere - and candidates ought to be aware of that, and test how fee's are paid

Who is the customer in recruitment?

2008-07-31T04:18:00.000-07:00

Simon asks: Drucker always asked "Who is your customer?". When undertaking strategic planning within a recruitment agency environment do you believe the customer is the candidate or the client? Can strategic planning be successful when you consider both groups as customers when they often have opposing needs/wants?

In answer:
- In pure theory: both the recruiting organisation and the candidate

- In practice: the HR manager, the recruiting manager, and the candidate

- In reality: there would be no "customer" if there was no need to fill a vacancy, so the hiring company

In the old days, recruiters considered both their dBase of candidates and their client contacts value able assets. In these days of the internet and domination of the market with the likes of Monster et al, the pure "fill the vacancy fast" ethic has meant the customer is where the money is. This is often - always true in low wage sectors, reduces as you go up the pay scale - to the detriment of candidates, who now feel like paper pawns pushed across a recruiters desk.

The new internet world has empowered the employer as a customer, but I think in many real ways for most it has made the candidate a virtual and disposable commodity. Its not a way I would wish to be treated personally as a candidate, and its something we try hard to avoid at Ajiri

Is it OK to lie on a resume to make yourself sound LESS qualified?

2008-07-31T02:26:00.000-07:00

Randy asks: The problem I keep running into is that I keep getting told that I am overqualified for the positions I put in for. Is it permissable to lie on the resume and make yourself sound less qualified, maybe even leaving jobs off that would make you sound too professional? I hate even asking this, but I've been out of work too long to really care, I just want to get back to work. I was laid off almost a full year ago, and still cannot find anything. I have started applying to positions well below my experience in an effort just to get back to work. I probably should have moved out of the Austin area when I still had the funds to do so, as I am getting feedback that the military background on my resume may be causing an issue for me in this town. Right now, starting over at a low-level position looks like the only option, and I am going through several different recruiters as well in an effort to secure a position. Just so that nobody thinks I'm being too selective, my count on jobs applied to since my layoff is approximately 1000. Everything from Director level positions to night security guard at a hotel. Obviously, overqualification was not the issue on the Director position, but on many of the others, yes. I have tried to make it clear in interviews that I am not looking for something to tide me over, or something to do while I am looking for another job, but I guess they have been burned too many times in the past to take me at my word.

In answer:
The answer to the basic question is NO - its a definite no to adding experience or qualifications, but selective focusing on experience relevant to the post being applied for is allowed: for instance, that's what a skills focus CV/Resume does.

Secondly, don't under estimate and hence under sell yourself. Eventually, you'll get bored and move on with a lower skilled post - much quicker than you think. Find something which fits you.

And that brings me to the third point - there's something not right here to not have found a position after all those applications, either in how you see yourself, or the approach you are taking: the recruiters you have engaged should have spotted that. I see this myself with many who have been out of work for a while, and in most its just a case of a 1hour chat to get them back on track.

Hence, rather than adjusting your resume, I think its worth engaging some outside resources, who can look at you and your skills to give you a better focus and approach. There are many services available for ex-military personnel, and also from the educational establishments you have attended - often for free, always at lower cost. You could also look at professional coaches, and recruitment agencies and head hunters who provide career management services - effectively a review of you, your career, your skills and what the market needs.

Don't give up Randy - your persistence is highly admirable and employable. And don't believe all these stories of credit crunch and no jobs - the credit induced froth has been been knocked off the top of many markets, but people still retire or have life changes which create new openings. Well focused people who know what they are and what they want are still short resources employers want to hire.

Good Luck - and if I can help you any further, please: just ask!

Can the CV/Resume really die?

2008-07-30T09:26:00.000-07:00

Peter asks: There is a lot of speculation about the end of the resume, being replaced by social profiles (LinkedIn, VisualCV, etc.), video resumes and even audio resumes. Really, can any of these things replace it? If so, why? If not, why not?

In answer:
Did Amazon kill the book market? No, there are more books sold now than ever..... OK, so did the eBook kill the physical book? Ah No, see the Amazon tale!

Will the visual/video CV/Resume kill the paper one? Thought1 - do we all look like Jennifer Lopez or Brad Pitt? Hence the idea that a video will totally replace a CV/Resume is ridiculous - it already has in the fields where it matters, like visual arts and TV presenters where its been called a show real since the 1920's.

So will the online information source kill the paper CV/Resume? No - that's like replacing the gun with a tank: more effective in many but not all situations. And we send more letters and consume more paper now than we ever did before we invented computers

You are assuming in your question Peter that the CV/Resume is a presentation of all the facts. No, its a factual sales presentation - no more, no less. Would you like it known in your job application that you weren't great at catching a ball in pre-school: thought not....!

The summary presentation of someone and the skills needing in doing that will continue - and one format will never suit everyone or every skill: part of the selection process starts with that choice of format. What the online world will give is access to more applicants (which it has already done), and the removal of total lie's from the personal presentation, facilitated through easier checking. Candidates, beware!

Which is the best format?

2008-07-30T04:25:00.000-07:00

Wahab asks: Which is the best format of a CV or Resume?

In Answer:
Depends - on what you are applying for, and how you think your skills are best presented. Chronological lists your posts, Functional lists your skills, hybrids do a bit of both. A great CV/Resume won't make up for skills shortages - it won't make a qualified brain surgeon out of an first aider - but it will get you noticed and an interview

Recruiting for the Small or Home Business

2008-07-29T02:30:00.000-07:00

Tim writes: In my experience as the owner/director of 3 small businesses I have found that the best way to recruit staff is through word of mouth or from existing contacts (people we know). I find these routes to be the most practical for the follwoing reasons.

1. We are a small team and the person will need to fit into an almost family-like environment.
2. We have a good idea of the skills needed and the sort of person who would fit in.
3. We don't have a budget to spend on a recruitment agency.
4. We do have the time and skills to interview the candidates.
5. We cannot offer a high salary but we do offer perks (free language holidays abroad, for example)
6. We also have the added advantage in Italy of being able to start people off on a trial work-experience for a few months for little or nothing.
7. Sometimes the right person is someone we know and who is actually looking for the kind of job we are trying to fill. We just have to realise who they are.
8. People who we know and live near to us will have less travel time to work. This is a very important factor in Italy.

What do you other small business owners think or do?

In Answer:
Tim - good words!

Most recruiters will take any brief, but the issue as you point out comes down in small scale organisations to as much about "fit (in team)" as "function."

I have a hard rule now not to deal with organisations below 30 employees for permanent placements. Often, below that line the business is still run in the spirit and fashion of the original and successful owner - who hence does want to change a successful system for fear of failure, and who wants people who do things their way; and there are as many off-agenda issues outside as on job description. Bringing in a recruitment company means often they will advertise the place, which means getting into more regulation - small companies often have weak HR procedures, only found out when an ambulance chasing lawyer or bitter ex-employee wreak their wroth. I find the pensions policy question is the easiest test of depth of HR procedures - "what" being the normal answer!

I think what you have suggested is the best way of recruiting for a small company - fit is far more important, and the wrong personality will be at least three times as costly as average stat's state, probably more like ten in reality.

The best thing I learnt on my MBA was about Anderson steps - its about how people relationships and management structures change as organisation grow. HP employ this a great deal, as no group there gets above 120 people. At the start, you need people you know and can work with as a team (Mike Southon's model is the best here for an early stage team) - you will not only know how these people work, but also a lot about them. I like applying the "coffee" test for stages up the steps: at the early stage you will know what they drink and how, which mug they use, the dates of their kids birthdays, the way they drive to work/to home, what they do on the weekends, the colour of their lounge carpet, etc. At about 30 people you'll be doing well to know what everyone drinks - hence the need for stronger management procedures, controls and corporate communications. Hence, in what you state and in my view - a lot of early stage choice has to be about fit over function. As long as you have a good tick somewhere in the basic function boxes, fit and energy can provide more - processes and roles can come later!

If you do run a sub-10 person company, and have to approach a recruiter, consider using contracting methods and temporary employment as the basis of testing fit. That won't always be possible with some positions/some candidates, but - it will be far less costly from choosing the wrong fit; and it will mean you end up with a better chance of a proven long term hire. If you use this method, don't fall for the recruiters "X% on contract, and Y% on permanent" fee's - that's two bites of the apple (its how the High Street guys make their money), and if they want a long term relationship, a bit of a discount against fee's for an exclusive relationship is wholly fair to all parties

Do you network without looking for a job?

2008-07-29T01:06:00.000-07:00

Dennis asks: I've been posting in a blog about reasons to network. It does not have to be all about getting a new job (although, networking is helpful there). What things have you done to network? What benefits have you gotten from networking?

In answer:
If to you "networking" is only undertaken when you went a job, then clearly - you don't get it (networking) and won't get the best job.

Your network can bring your plans to fruition - finding you experts, learning experiences, people with complimentary skills, ideas, and eventually: realisation. You can apply those to both job hunting and business development, sales or ideas for your existing corporate job - just about anything you want to apply it to.

Networks are also passive - they don't react best immediatly, they react best over a period of time to a constant tune. The key in networking is to have a plan - know what you want and what you can offer, and communicate that: then passive energy works for you.

If all networking is to you is finding a job when you need one then - you just don't get it! Networks can be career builders, but that's like viewing them as Job Centres

Second interview with the COO

2008-07-28T07:39:00.000-07:00

Troy asks: I'm meeting with COO as part of a hiring process - they are not the final decision maker but provide decision input -- suggestions on approach to the interview?

I'm a candidate for a position in which the hiring manager reports to the Chief Operating Officer (COO). While the hiring manager makes the final decision, the COO provides decision input. To that end, I'll be meeting the COO soon and would like help on a few things:

- What kind of questions should I ask the COO?
- What questions should I avoid?
- What are some business topics that would resonate with the COO specifically?

In Answer:
Don't think for a second this guy cannot squash you being hired. Treat the COO as the decision maker - he is higher on the food chain and his input is really a recommendation to the hiring manager!

If you actually want to get hired, instead of to play interview Q & A games, you only have to remember one thing and remember it throughout your meeting: this meeting is NOT about you. It's about the people who are doing the hiring and their problem. They HAVE a problem they cannot solve with their current staff and are now forced to bring someone in from the outside who they think can solve it for them. And since you've gotten this far, it's obvious they believe that person could easily be you. So now your meeting becomes a blind date where the sole purpose of getting together is to see if the there's enough personal chemistry to start forming some sort of a relationship. Your goal of this meeting, then, is to get the COO ("Mr. Bigg") to like you. The goal, and the way you do that is very simple: you get him talking and keeping him talking about whatever he wants to talk about for as long as long as he wants to talk about it.

The way to begin this (after the niceties) is by asking a question or making a statement based upon your knowledge of the company and its situation (the problem you're being hired to solve), then shutting up. These questions should be based upon your research and knowledge about the company and industry,

Results are the province of the COO - determine what point of pain your employment addresses and be prepared to discuss what you are going to do to deliver results in your new role. The goal? Have him speak more than you!

Study the business (read the annual report, and its website), its market and competitors. Find something in the operations or finances of the company you are interviewing with and ask something "I notice you have 12% lower cost of operations than you next closest competitor and 30% less than the number 3 company. Tell me how you did it..."

When you focus the meeting on Mr. Bigg, you will turn a tense interrogation between a supplicant job seeker and an omnipotent employer into a pleasant conversation between two peers.

How can I create my own career path within my company?

2008-07-28T07:28:00.000-07:00

Curtis asks: My entire career so far has been in the same industry. I chose a particular discipline to focus on, but I am discovering that my company has a limited career path for me to follow. My skills go beyond my focus discipline, but even those areas limited. I really enjoy what I do but would like to know what my future could be and to know I have options. Any suggestions on how to create my own path would be greatly appreciated!

In answer:
Everyone - particularly those in corporate employment - need a career plan: so well done for spotting the need Curtis.

I don't think the "inside one corporate" career path is that different to the self-managed career path, and it offers more opportunities - your soft side skills enable you to be liked and offered opportunity in wider markets that a self-managed career path would not. However, the downside is is that if you don't get on with someone, or the markets change and they sell/close your division, then your career path opportunities become narrow.

As with all career path management, I suggest you set a goal - and that's easiest in corporates by saying "I want so and so's job:" yes, pick an individual. Then, read about them - how did they get where they got, and why: training, experience, focus. Once you know that, approach them (Mega Corp via your boss or HR department; smaller size by approaching their assistant), and asking for a 30min meeting to discuss them and career opportunities within the organisation. Most good corporates will do that easily, its just the courage of asking. From that you may well get yourself a mentor, which is what you are really looking for.

After that, network, communicate and volunteer - you still get paid, so what's the problem; and the more you do, the more you will be asked to do and trusted.

1. Network yourself and raise your visibility: target specific people in the company who would be great to interact with and who can help you learn about the options that are there.

2. Communicate your intentions to people who can assist in your goals: I'd enlist my HR business partner (if they have them) and let them know that you are committed to the company but want to expand your knowledge beyond what you are doing now. Also -feel out your manager to see how open s/he would be in assisting you development -but keep in mind that you hold the sole responsibility for that. If you find that there are no resources in your company - perhaps you should start looking.

3. Volunteer to assist on projects outside your immediate responsibility: in today's world, all departments are short handed - so people are open for an extra set of hand. Don't let it interfere with your primary job but be flexible.

From a combination of mentor and approach, you should find a path which suits you - from that draw up an initial plan. In review of your second or third draft (with your mentor, with your HR partner), add in a few "transportable skills" should the division in which you work be sold or you meet with that career blocker - at least then your choices are widened over narrowed. This widening is often best achieved through academic qualifications - the MBA, certificates, the Harvard Exec program etc, which are all tax-deductible costs for the corporation.

Finally - I want to tell you that you are half way there just for asking the question. The thing that most corporate career people seem to say is the lack of opportunity, where as most corporate HR people would complain about the lack of ambition in most of their employees. If you are willing to create an opportunity and career with your existing employer, I think you will be amazed by the reaction. But key to all this is finding a mentor.

Good Luck - and if I can help further, please: just ask!

CV/Resumes - new technology v old tricks

2008-07-28T03:58:00.000-07:00

If you read the latest marketing stuff on CV's and Resumes, particularly from those selling VideoCV's or standard eFormat Resumes, then you have to have one of these new formats as opposed to an old piece of paper.

The think goes that.....
A - you stand out from the crowd
B - Your skills can be presented in a way which makes you stand out OR that means all your skills are fairly assessed
C - That Recruiters and HR people get board looking at piles of CV's and Resumes, so could miss your skills

So, these new formats solve all of your problems in one foul swoop - hey hey, job success.

Well, here's a thought......
A - not every one is great at video, and most have never had a presenting lesson on their life
B - most of the formats offered require that you and the Recruiter/HR team have an account on that platform. Your's as a candidate is often free, while ours is often paid before viewing. So, how am I going to see your wondrous CV/Resume UNLESS I am registered? And with so many competing platforms, how am I going to pay all those registration fee's?
C - Every recruiter I know has a CRM system. This catalogues you, and has a facility to scan in your CV/Resume. This CRM system then, when I type in the core skills of a new job I am placing, scans all the people in our dBase - yes, even the scanned CV/Resume - and pulls up those that meet the basic criteria. My large pile of applicants is hence down to a reasonable munchable pile - a bit of scanning and I am down to say 10 great candidates in less than an hour.

Unless you are aiming for a position in the arts, or TV News, or something similar - then Video CV's/Resumes don't make sence - why is the obvious question.

Secondly, the standard formats sell something that my technology over comes - honest, none of ups could cope with even the paperwork for 1000 candiadtes in out offices.

And thirdly - its still the words and your skills which will get you past the initial paper sift: nothing more, nothing less. If you don't have the basic skills, then you won't get the job. Read the advert or the companies annual report to know what those are.

Good luck - and don't fall for those new formats, without going back to the basics

Is it advisable to write your own resume?

2008-07-24T02:12:00.000-07:00

Joe asks: I'm a marketing professional and a competent and creative writer, yet every attempt I have ever made at writing my own resume has fallen flat. (The resumes I have written for clients seem to have resulted in some pretty decent job offers...)

Is it possible to be so close to your own experience, and so lacking in knowledge of what others might consider important that you may not be competent to write your own resume? A few points of clarification in terms of what really motivated me to ask the question in the first place:

1. I have been out of the job market for about 12 years during which time I have been running a full service marketing/PR/advertising consultancy. I've gained tons of experience and kept very current, but I am a bit baffled about how to position myself.

2. Maybe it's because I'm a Gemini, or perhaps it was just to stay sane but I've always tried to be competent in a lot of different areas; a generalist more than a specialist. Others could either view that as an advantage or a lack of focus.

3. I consider myself a competent and seasoned professional but I am getting a little long in the tooth. Is age bias something I will have to contend with or will most companies appreciate maturity and experience?

4. I haven't really needed a resume for a long time, but I do have one and have attempted to keep it updated. The thing is, my LinkedIn profile really does a much better job of communicating who I am and what I am all about.

In answer:
Should you write your own CV./Resume - depends! The only true answer is that everyone owns their own CV/Resume.

The question is answered in combination by - can you write; can you market (its a bit more about structure choice and emphasis in the case of CV/Resume writing); do you know what skills you have/don't have/are required in the market which you don't recognise you have; and can you objectively put that all together in a document?

In a quick audit, you clearly have skills 1 and 2, but I suspect you are too close to you to accomplish 3 which is highly detrimental in achieving the final winning result.

Before suggesting you might like to think later about starting a part-time job as a CV/Resume writer (you have the right skills base), you need a bit of external help in the form of a career coach over a CV/Resume writer. I'd say one hour of a chat with a professional over a phone would help you to resolve the skills and projection question for you to highly competently write your own CV/Resume.

You have been quite open in your question and clarification points Joe, and placing you will be fairly easy - that's a great set of skills you have, that are highly desired in the market place. You just need someone at present to act as an objective and clarifying wall in that middle stage to help you achieve employment.

If I can help you any further, please just ask - and Good Luck!

The career development to management

2008-07-24T01:49:00.000-07:00

This is a common situation these days, and one which is ages old - the career development to management. In present career paths, the average person will change careers four times - but this career development has been happening from the beginning of time. So, here's a typical question on career development into management....

Mike asks: How can I format my resume to emphasize several leadership roles I've taken on in my past positions, even if my official title is one of an individual contributor? I've worked as an engineer in the information technology function for over fifteen years and I'm interested in making the change to a management role. My past position titles all are some version of software engineer or applications developer. So, many recruiters send me jobs that are of the same individual contributor type, even though I've recently completed an MBA degree and am looking for management positions. I have much experience leading teams and projects, but this wouldn't be evident by just looking at my past titles. How can I emphasize this experience so the recruiters will send the types of jobs I am really interested in?

In answer:
Easy one to answer - I did the same thing myself, although I can give you a bit more insight these days.

You are a software engineer, and as you would expect, we in the recruitment industry use software to manage our dBases of candidates. So, I have a client who needs core skills A, B and C, so after skimming my head for the current candidates/those who are looking for a career change, I search my dBase for those skills and up pop the basic search candidates. I am in recruitment to make money, so if those skills are in your CV/Resume, you'll pop up in my search of the dBase.

Now, here's the problem for career changers. If you are in the mind and dBase of a recuiter as an X, then you are unlikely to jump to becoming a Z if in both their heads and their CV dBase you are filed as an X. Hence why they keep sending you the wrong job.

So, here's what to do. Get a friend - women are better at this than men - and get them to read the first page of your CV/Resume. Ask them to decide whether you are a manager or a software writer - because its that first page which dictates where afterwards the average reader will file you, and the average software system also.

I'd suggest from that exercise (get at least three people to do the same thing), you need to do two things. Firstly, rewrite your resume emphasising your managerial skills over your software skills - that will be tough for you to do, so in such cases it is often worth employing a CV/Resume writing professional. Secondly, register with a select few new recruitment and head hunting companies, emphasising your outright managerial aspirations. The moment they or any of your existing recruiter contacts send you a software job, kindly point out your new desires - if they do it a second time, ask to be removed completely from their dBase system, and explain your reasons. They may ask for a third chance, but I bet if they contact you it will be about a software job!

This is something I address regularly, and what the candidate needs to do is recognise why they keep getting sent particular opportunities, and work with professionals (and dBases) which recognise their new aspirations.

If I can help further, please just ask - and Good Luck!

When you don't have the qualifications

2008-07-23T04:32:00.000-07:00

Candace says: I am looking to break into the pharmaceutical sales industry, but have had much trouble in getting a direct phone number to contact or a face-to-face interview in my area. Any suggestions? Companies in my area include: GSK; Astra Zeneca; Bohinger Ingelheim. Location specific: Myrtle Beach, South Carolina Area

In Answer:
I will start by saying - your skills at present seem not to match what most of these companies would be seeking as minimums for the position you seek (each on their websites define their skills requirements). Your sales skills seem low level but with well developed market analysis, marketing - while modern pharmachem sales are based on complex systems and business benefit analysis.

However, there is hope - if that's REALLY what you want to do? If it is, then.... assuming your details are already registered on each of these companies job application sections of their websites (if not - do that now and wait about 3days for the phone call...), and you have not made traction yet in your desired goal, then I suggest (in order of action/preference):

1. Preceptorship - If you know any pharmacutical sales reps, see if you can get one of them to take you into the field with them for a day. It is called a preceptorship and Pharma companies love to see it on your CV/Resume.

2. The graduate - all the companies you mention all have graduate programs. You might be a bit old (three years out of college), and it seems you have a two year degree over a four year degree. You would have to take a pay cut, but it would get you in

3. Sideways - take a job post in another area where your existing skills in marketing analysis and deployment would better presently suit, then move sideways once in

4. Contract - take a position with a contract sales firm or medical supply company and use that to build your credibility. While working at one of these companies continue your education and get a four year degree while simultaneously establishing strong med/pharm sales qualifications.

There is another option, better deployed if you have the right qualifications for a targeted employer, but just can't seem to get through the HR door - but we will save that tip for another day.

Good Luck!

Do functional resumes "cover up something?"

2008-07-15T09:05:00.000-07:00

Roger asks: Over time I've read a number of responses to questions posted here implying that candidates uses functional resumes to hide gaps in employment, job hopping, and/or age. Responders do not seem to allow for any exceptions, meaning that every one of us who uses a functional resume does so with evil intent (my words).

I also read and hear that most staffing personnel spend only 5-15 seconds reviewing a resume to find a match. Given that statistic, it seems logical that a chronological resume would be much harder to scan for said match.

In my own experience with staffing personnel, they have made it clear that the main objective of a resume should be to list ONLY your qualifications for the position you are seeking and to do so as concisely as possible. Again, a chronological resume does not fit that objective.

Hence my question. The candidates I know create a resume with those things in mind. Including myself, there's NO intent to hide or disguise anything. We simply want to list our qualifications in a manner that allows the recipient to review quickly for a match.

It seems an unfair and broad, sweeping generalization to label functional resumes in the fashion described above, especially since you can always ask for employment history once you've identified a candidate for an interview. And after all, what does it REALLY matter what I did 17 years ago?

In answer:
Originally, functional resumes created a wonderful format for putting on display your abilities. However, due to the general public’s access to so much information, functional resumes no longer were this secret weapon of job seekers. Therefore, it became known to the general public, even those who needed a way to cover up gaps.
As with any stereotype, there is that knee-jerk response; Why is this person focusing so much on their skills, and not their work history? Because functional resumes are a great way to hid gaps in employment (as well as all the other reasons you listed)

Yes, it is unfair for employers to generalize as such. In addition, if it gets to the point there is an interview, the employment history could be addressed. But, put yourself in a position where you screen resumes, and then conduct interviews. Would you want to spend half the interview reviewing their work history dates, (because that info was not provided on the resume) or ask them questions that pertain to the job?

Essentially it all boils down to saving time. If you can present yourself in a cover letter and resume quickly and clearly, you are one step ahead. You also did the HR, or whoever, a favour. You saved them time.

Here's a though: When you see a new movie advertised starring Jack Nicholson do you expect (a) a romance, (b) high adventure, (c) something slightly weird. No prizes, I'm afraid, Roger. Now, you're a staffer and somebody sends you a functional. What's your first thought? In other words, hiring teams feel like they're being duped and perhaps unconsciously become resentful of the candidate.

To address this problem, we have all but eliminated use of functional format, and begun pre-emptively explaining the reasons for the job gaps or lack of experience. In my 10-year career, I've found that there's ALWAYS a good reason and a viable one at that.

Knowing the stigma of functional resumes, should be reason enough to stay away. The best way around them is a great combination of a cover letter that supports your resume. In addition, if you format your resume well, it should make it easy for the reader to find what they need - the same way a functional resume would.

A door opening CV/Resume...

2008-07-15T08:59:00.000-07:00

Tom asks: Just about anywhere you go, on the topic of career development, you hear of the importance of maintaining your resume... Sounds like such a simple task but with the many formats available and broad audience that it may get exposed to, what is the right format? I would like to hear, especially from those in hiring positions, what opens doors? What catches your eye when sifting through piles of resumes? How does one determine what to include / exclude?

In Answer:
Two angles.....

1. Personally, I keep a journal and a "full-fat" Curriculum Vitae. It details far too much for a specific job or post application, but it keeps me up to date as to what I can write on to a CV/Resume to apply for a position. It also keeps me on track as to where I am heading - your last five years/two positions will dictate more about where you go next/are seen as credible, so focusing on that keeps me focused on development

2. A door opening CV/Resume is more about ticking all the qualifications and experience boxes in the first half page of your CV/Resume, than anything else. Hence, a great cover letter won't get you rejected, but will get your CV/Resume more likely read by the HR professional looking at a pile of applications

A good recruiting or head hunting company should be able to take a suitable set of skills and turn it into a great CV/Resume for a suitable job they have on their portfolio - hence, for those opportunities keep your CV/Resume fat as opposed to light. For direct approaches to companies, pay more attention to your cover letter and their annual report to be able to successfully open the door and get a meeting.

Good Luck, and if I can help further - please, just ask!

Portfolio's and interviews

2008-07-15T08:44:00.000-07:00

Vinicius asks: I worked last years with in a web-based systems development and now I want to create my portfolio and show if necessary. How is the better way to create and show my Portfolio? Someone has a idea? What's more applicable to this case? Show only links or some more described like screen shots and detailed specs about?

In Answer:
A portfolio is a great idea, and will really show off your capabilities. You need to focus that in showing both learning, development and progression as well as management/control of project as the portfolio develops.

I would start with listing down all the websites you have been involved with - if ever you go for a professional qualification, a good "diary" will be a basic requirement for entry, so you should have one already.

Next, for each site state your position in the project, and then the client brief: focusing on the business gains they wanted, and why they choose you/your company. Finally, through both the graphics (one page per site ideally) as well as some chosen words, show how you met or developed the final product and your role within the team (so that's need, brief, activity, outcome - think about each as a project). If you have numbers (ie - investment versus return). then include those at the end.

Now, pick out the projects in reverse chronological order - going back from your current to first project. See how your skills have developed, and hence pick the ten which best show how your have progressed along the line (ie - learning, development and progression as well as management/control of project). You want to show your development towards this ideal job

Too many portfolio's include the same old/same old story: brief, cool graphics, invoice - as a portfolio for gaining the next job, you want to show progression on the key skills the employer is looking for. And always include a bit of innovation/progression between projects, and don't leave too long a timeline "gap" between projecxts - space them evenly.

This output should be available in A4 sheet format per project, as well as online - clearly your end deliverable is not on paper, but the web! Its just better to rely on paper at an interview

Good Luck, and if I can help further - please just ask!

Whistle blowing!

2008-07-15T08:28:00.000-07:00

Esther asks: Should you include a whistleblowing experience on your CV/Resume?

In Answer:
No - but save it for an interview under the "morale dilemma" category!

CV/Resumes sell you to the employer for an interview. You have four pages of paper maximum (1xcover letter, 2xCV/Resume, 1xqualifications), and trying to cover a whistle blowing event fully will take at least half a page plus, and still leave many HR people with a "cold" feeling due to the individuality of such a choice: ie - are you a team player?

If your concern is that you blew the whistle, and leave an unexplained 6month+ gap in your CV/Resume, don't worry - technically you may have been sacked/suspended at that point or back to that point, but you could wholly and justifiably state you left when the case was resolved. If the whistle blowing went in your favour - ie, you were right; then even an employer who says you can't come back will reference to that date.

I would leave it out, save it for the interview, and get a really great reference lined up around that point - your old boss, or his boss, or another manager around who saw the good you did - and create the great impression that your courage resulted in, not the questions the words could leave in any potential employers mind.

Good Luck!

Customer Service holes...... o2/DHL

2008-07-08T10:53:00.000-07:00

I have, for a while, been thinking of upgrading my mobile telephone to a Blackberry from my reliable Nokia 6310i. Now, you may be surprised that a techno-geek business person hasn't yet upgraded to Blackberry, but the reasons are simply: (a) I am horribly loyal to Nokia (B) all the Blackberry's have awful audio characteristics! OK, there are Nokia options, but they are not as good as the Blackberry's at Blackberrying

So, last Thursday, I ordered a Blackberry Curve in silver, on a new tariff from o2. "Your phone will be with you Sir in 3/5 working days." On the next day, Friday, I went to my normal breakfast meeting and Mr DHL tried to deliver the parcel, so leaves note. At this point, you could call this fantastic service.....

As I was away from the weekend, I didn't pick the note up until Tuesday. I ring the number, and Mr DHL says: "I've left it with your neighbour." Fine, which one says I "I don't know! But I did leave it with him - not sure of the house name or number, but it was a bloke..."

At this point, I should add some background. In my days in the cost reduction market, one of the area's we addressed was - couriers. Turns out some have more "seepage" on certain small but high value items which are easier cashed, like - for instance: mobile phones. The worst ones were the networks using contract couriers, where seepage rates reached 50% on some routes.....

So, after calling the neighbours Mr DHL thinks he might have left it with without success, I call o2. Having explained the background, the lady says: "Well, its delivered, and they left it with Mr Gubby." Who's says I "well, he lives at your house. It distinctly says home delivered over dropped with neighbour." After explaining I am happily straight, and don't know a Mr Gubby, and that Mr DHL says he left it with someone else (to which she says its hence not o2's fault - well, guess I better complain to Vodafone then....); she rings Mr DHL who says he'll come round - some time in the next few days! But, until he does, they can't replace my phone....

I ring Mr DHL, who turns out to be - Mr Contract Courier! He knows exactly where he left it, except he can't remember the number of the house, but does now remember it was left with Mr Gubby. I ring o2 again, and am told that as its after 18:00 they can't do anything until tomorrow, and their policy is that the package can only be dropped with immediate neighbours - Nope, Mr Contract Courier failed on that one! I decide to use a bit of coercion - so I walk round every house in the estate, all 60, with my DHL card and a bottle of wine: the keeper of my phone gets a bottle of wine, and its a decent £20 bottle I have had for a while. And you know what, even though its a decent bottle of wine, no one has my phone, let alone knows a blonde Mr Gubby....

Boy, am I pissed off! Turns out its not o2's fault, but I can't have another phone until Mr DHL (actually, Mr Contract Courier who doesn't follow o2 policy) has confirmed the phone is not delivered - which he has already stated on his delivery note to o2, but not on the card he left me.

I think they may have a customer service problem.....

Todays update: At 22:10 last night (yes, you read that correctly....) Mr Contract Courier rings me to advise it was Mr Chris Guppy of No.53 who took delivery of my new 02 phone. Having rung there last night with no success (its a rental property), I did the same this morning without success "He's on holiday - or possibly moved!" Come back, ring o2, who agree to deliver a new Blackberry - but, I will be charged if I can't recover the Blackberry at No.53. No says I "well, that's DHL's policy - if you know where the phone is, its your responsibility to recover it." And there was I thinking I had a contract from o2, where in actual fact I have a random delivery policy from DHL - wonders never cease!

How do I give someone a reference?

2008-07-04T07:10:00.000-07:00

Often, as a recruiter, I ask candidates to provide me with references - whether the potential employer asks for them or not. The reason for this is that you get a better view of the whole candidate, over a simple interview and test approach.

In the modern world, most references are done by telephone interview, and last around 10minutes - hearing a tone of voice is better over a managed letter.

But, the thing that always amazes me is that the reference person is often more nervous than the candidate! So, here are a few tips on how to warm/be a reference for someone.

For Candidates seeking references:
First of all, candidates pick your references. I know this may sound strange, but honestly I don't want to talk to your dog walker or cycling buddy. Pick people who you have ideally worked with, or known for a long time and that you keep in touch with. Secondly, brief them - from my point of view, there's nothing worse than dumping your best friend in it, to end up with a bad reference. Thirdly, don't pick people you can't give a full briefing to - why you are looking at leaving, why you think this job is great.

For referee's:
If you are the reference point, then firstly say thank you and then: think! Say no now if you have a doubt over later. Secondly, give the candidate a set of details on which the reference taker can contact you - yes, employers do become suspicious if you give too many references. Thirdly, prepare - I often just jot a few notes down on when we meet, and the candidates history, and the date of the last time we worked together/met. Finally, you can refuse to answer any question - there is no right/wrong/have to question!

Referencing is a good way to get a view of a candidate, and as a reference point you have nothing to lose - hey, they may even offer you a job opportunity (around 15% of candidates for a recruiter come through referencing)

Is desire and passion enough? Or do employers only care about direct experience?

2008-07-01T05:10:00.000-07:00

Robert asks: Even in the relatively new world of sustainable building and clean energy, employers consistently require extensive and focused experience in their specific fields. Particularly in a field that elicits such a strong emotional draw, why don't more employers place a higher value on passion and a desire to make a difference?

In Answer:
In the majority of markets, there are enough people who are qualified to do the job, that employers can raise the bar sufficiently and just take the cream. After that they shop for enthusiasm - it called reducing the risk of delivery

In other markets, even when skills are rare and employers find it tough filling positions, employers like to think they are getting the best beyond their competitors. Its called pride in the company

My view is that, in the area of sustainable building and clean energy, that the technology is still developing fast; and that secondly its a tough sale convincing developers to take an greatly over-regulation product which reduces their margin over a regulation product. On both counts, companies would therefore seek well educated and experienced individuals to keep their own technology moving forward and those who can explain the resultant benefits to gain more sales.

Can I guess that your question is brought about Robert by the pile of rejection letters on your own desk, from applying for such positions where you are technically under qualified? Personally, if I was you and I was WHOLLY that enthusiastic about sustainable building and clean energy (two areas, so pick the one you are most enthusiastic about - if I was neutral, I would pick buildings over energy: more of a long term career on easier financed projects), I would pick out the five top companies I really wanted to work for, and having done some research write direct to the President/CEO in a clear letter stating why I wanted to come work for them and what excited me about them/their product. I would include a focused CV/Resume, citations and letters of recommendation from both senior co-workers and customers on projects I had delivered, and may even include a short personal statement/paper on why I was so enthusiastic on this area, where I saw it going in the future, the problems and how to address them.

My only question - if you are that enthusiastic, what have you got to lose?

If you need any help, just drop me a line. I normally place at least one really enthusiastic but clearly under qualified person in that method a quarter - you just need to be enthusiastic enough.

Good Luck!

Do employers really need recruiters?

2008-06-30T08:03:00.000-07:00

Emrah asks: Do employers really think recruiters know better who is the best choice for them, or are they actually looking for someone to blame when choices go wrong?

In Answer:
Employers who use recruiters for EVERYTHING are probably those you don't want to work for - low wages, high turnover, poor staff relations: they need a PR company more than a recruiter!

Employers who use recruiters for specialist staff and positions, use them for developing new divisions and as part of a development strategy which includes both internal and externally sourced new blood are those to work for.

The continual tension will always be there between recruiters and HR departments - after dealing with months of sick leave, absent employees and accidents, the odd bit of proving your worth and having some fun on a recruitment exercise must be great for most modern HR professionals. The modern internet tools also mean that's a real value add for them over a recruiter on the average position.

The best chance of finding out which type of employer you are looking at is to ask the recruiter how many similar positions they have recruited for before, and why? Unless its a new division or new blood development, and if its in the hundreds per annum - avoid!

Good recruiters use their understanding of a company, department, and/or Team to make matches for the company. Their business development, interviewing skills, and their hard work make the difference.

Here are a couple of questions that any great recruiter should be able to speak to:

1. How do you adopt your recuiting style to fit my company's needs?
2. Describe my company's culture?
3. Tell me what candidates succeed most often at my company?
4. What interviewing strategy will you employ for this position?

A greqat recruiter has thought about and can answers these questions without skipping a beat.

Over 40 make overs and CV/Resumes

2008-06-30T06:42:00.000-07:00

Frank asks: Although I am a male, I found the article in this Thursday's WALL STREET JOURNAL of interest. It was about makeover's to get a position when one is over a certain age. What did you think of the article? What about resume makeovers? Personal appearance makeovers? What works? What does not?

WSJ article

In Answer:
As with all CV/Resumes, there is no one style that meets all needs. Candidates who are over 40 years of age have certain strengths and liabilities: the resume must be written to highlight the former and diminish the latter.

It is vitally important to remain current in your field; no excuse for not being aware of people and industries in your region. While this is important for all age groups, it is even more important for those who are older:

The following programme should help:

Step # 1 is to find a resume writer/coach/strategist with whom the candidate can partner to develop a strategic plan. SWOT analysis is a good way to start this process.

Step #2 is for the candidate reflect on past accomplishments - the method called S-T-A-R, S-A-R, C-A-R, or P-A-R is widely recommended by career professionals is an excellent approach to identifying what the candidate can offer to future employers or clients. This process should reveal the unique value proposition and/or brand of the candidate - a key piece of the strategic marketing plan.

Step #3 is a resume and/or networking profile that communicates the information identified in Step #2 above - it needs to be clear, concise, and compelling. I frequently suggest that less is more for seasoned candidates, and especially those who are beginning to search for a new opportunity while full-employed. A networking profile is more conversational, and it doesn't scream, "Buddy, can you spare me a job..." The 1-page profile can be combined with a traditional reverse chronological resume that will look familiar to decision-makers and HR personnel.

Step #4 is to target industries and companies who can benefit from what the candidate has to offer.

Step #5 is to network, and prospect - online and warm networking, research, follow-up, and give to others as you go. Remember that networking is a reciprocal process; your contacts are not tissues to be used and discarded.

Length of CV/resume for a freelance employee

2008-06-25T02:55:00.000-07:00

Neil asks: I've been around for sometime - 16 SAP projects - and in consequence my CV is getting rather long (4 pages[1]). I've been reading around and it seems the current trend is to keep it to two. 8086 assembler and mainframe Adabas/Natural aren't exactly a key selling points for an R/3 specialist, and I've forgetten them anyway! So should I just lump all of the ancient history into one group and give a breif general summary? Clearly the most recent work will remain in detail, but at what point(s) should I start transitioning to briefer overviews and/or mentioning in passing? Looking forward to hearing your opinions. Note: this is just the English version; the bilingual one with French goes to 8

In Answer:
Your CV is a selling document of you and your work experiences for the post you are applying for, NOT a whole career portfolio. Employers or agencies will only be interested in the last five years/three positions, which ever is longer - anything before that can be summarised.

As a contractor in temporary positions, you could summarise some placements on employer or types/skills of work you were doing to reduce the apparent "jumping" such an acceptable career path entails, if you are concerned and are looking to move into a permanent placement.

Think of it this way - if you were the recruiter/HR professional reviewing CV's all day, you would look for the strong candidates with the clear skills and experience the advert stated the post required. Hence, your cover letter and first half page of your CV has to tick those boxes, or why would they want to look any further? Your cover letter and first half page of your CV hence are key, and anything else is best described as interview fodder to check how you have managed your career.

At the end of the day, its your CV so you need to choose how to portray yourself - but a CV written for a specific post shouldn't need to be longer than 2 pages, which with a cover letter makes 3 sheets of paper.

Good Luck!

What's it called: Resume, Curriculum Vitae or CV?

2008-06-25T02:31:00.000-07:00

Jennifer asks: From a North American perspective, technically, the resume and the CV are two very different documents, but those terms are often used interchangeably, which seems to create confusion for everyone involved (including me!). We often have students that come in saying an employer has requested a CV, not knowing if the employer really wants a resume or a true CV, or what the difference is. My understanding has always been that the resume's primary focus is experience, while the curriculum vitae's focus is scholarly pursuits (i.e. research, publications, conferences, etc.). Based on this, there are very few industries for which a true CV is required, and they are used most frequently by people with doctoral degrees (most of us wouldn't really have anything to put on a CV!). The structure, content, and expectations of a CV are very different than that of a resume. So I think it is confusing to job seekers, for example, when people say "Your CV shouldn't exceed 2 pages in length." Since they list everything, CVs are often 30+ pages in length! I'd like to get feedback on how you use these 2 terms, either when hiring or providing job search assistance. Do you use them interchangeably? Does the term CV have a different meaning in your industry? If so, what do you expect to see in this document?

In Answer:
A few mixed metaphors and meanings there.

For a physical paper/s that summarise your skills for a job or post, or your career history, the terms are....

- Resume is the standard term in North America
- Curriculum Vitae is the standard term in all other English speaking locations around the world (often in those shortened to CV, occasionally replaced by Resume by younger age groups), and all French speaking locations
- In Germany its called a Lebenslauf

There is an amendment to the above, where by some US Ivy League university people, educators and scientists with long academic qualifications use the term Curriculum Vitae when referring to their full resume, as opposed to a piece created for a job application. Personally, I think the term portfolio is a better word to use, as then many other relevant pieces to a lifetime of work and achievement can be inserted.

Hope that helps!

Professional versus self written CV/Resume

2008-06-25T02:15:00.000-07:00

Patty asks: I am a mid level marketing/printing professional looking to update my resume. Do you think hiring a professional resume writer is a worthwhile expense?

In Answer:
There is no right or wrong answer - it all depends.

Firstly, on your ability to communicate; secondly on when you last changed employers; and thirdly on the position you are aiming for/the unemployed state you find yourself in.

If you can't communicate in words, changed employers last over 10years ago, and are currently unemployed - Yes, its worth it. If you are a journalist, changed employers less than 18mons ago (because you were head hunted, not sacked), and are going for your dream job - then No.

If like the majority you are in the middle, then consider the skills a professional CV/Resume writer could bring to your career choice and speed of employability. A good third party could point out skills you didn't realise you had, and which the market needs. Good CV/Resume writers can by default be career advisors, but look for those who undertake it as part of their brief if you decide to employ a professional CV/Resume writer.

At the end of the day, its your career and hence your CV/Resume - who ever writes it for you.

Good Luck!

PDF versus WORD format

2008-06-23T06:25:00.000-07:00

Matthew asks: It seems that companies are still hung up on insisting that resumes be sent in Word format. Even worse are the proprietary job sites that won't let you do anything but paste it in text format which then corresponds to fields they've chosen - this has the unexpected consequence of coddling prospective employees by forcing them into a 'rubric' that keeps the chronology and skill set, but otherwise strips all context from their profile. While of course the simple facts of a person's job history is important, whether you can format a document properly or present your professional history without omitting important details is important too. I have taken to submitting in PDF by default when there is no clarification one way or the other. I will only send in Word if they explicitly say so, and I'm honestly less inclined to even apply for jobs that only look at the fields that they have set up. What do you think? I understand the need to have a standard set of data fields to sort through lots of candidates, but other than the basics, the resume as a form of presentation is also important. I can't tell you how many times I noticed resumes for prospective new hires that were in Word format but were very badly formatted. The result was often a fairly ugly, cumbersome document that probably looked fine on their home computer - but PDF's eliminate that potential altogether. I know some will argue that PDF's are not always easy to create for free - but that is rapidly changing, and if MS Office has the capability and most online web office suites do, then that's about as mainstream as it can get. Maybe the job sites can build an applet within their site that allows you to convert as you submit? I'm curious to hear what people think, especially HR staff and recruiters.

In Answer:
From a technology and preservation of information view point, PDF has much to offer. But, your resume is about selling you, and if you make it more difficult for the Recruiter or HR person reviewing for the position, then they will reject you.

- Some posts ask for specific information. The fact you were asked to submit that and made it more difficult to include that information by using PDF is a problem
- Your CV/Resume may be perfect, but the Recruiter doesn't want to send it out in their non-house format, with your contact details on so that they miss out on their billable fee
- OCR is not yet perfect technology!

Our inhouse management system has an OCR, but its five times as quick to process a candidates details when the information is in WORD over PDF.

Its your CV/Resume, selling you - so think about the person buying you as well. Good Luck!

Candidates - leaving positions out....

2008-06-21T08:18:00.000-07:00

Carol asks: I am applying for a post in a bank, and am finding it difficult to keep my CV/Resume short, particularly as financial institutions always do a complete background check. For example, 2 years ago I was unemployed during 2 months and during that time I had a "to-fill-in-the-gap" role of 1 month orgazining events. I never put it on my CV, but if I apply for a role in a bank, they will want me to prove/fully disclose. If I leave that post out, will it be considered I lied on my resume?

In Answer:
A resume is a marketing not a legal document. You do not have to list everything you have ever done on it. If you are concerned about not listing any job on your resume, change the heading to "Relevant Professional Experience" where you list your jobs. A one month gap on your resume will not keep you from getting a job, where as a 3month+ might

However, a job application (which you sign) is a legal document. Depending how it is written, it may ask for all experience. In that case, you MUST fill out all the information. If they ask why you left out that job on the resume - you can then truthfully say you only listed "Relevant Professional Experience" on the resume - even your resume states that. If there is space on your resume, you can list other experiences at the end as additional professional experience.

It is important not to lie on a resume - but you are not lying if you use the word "relevant" on top. Good Luck!

Freelance work in a CV - where?

2008-06-19T05:04:00.000-07:00

Eric asks: Where should I put freelance work on my medical writing CV? Should I added to regular work experience or keep it in a seperate section? I usually engage in freelance work outside of my full time permanent position. But adding the freelance work to the chronological listing of my full time positions has caused confusion in the past. At first glance it looks like I jump around a great deal. Can you recommend a method of organizing my CV to avoid this issue?

In Answer:
Simply, if you miss out positions - be they temporary or permanent - then recruiters and HR people get suspicious: and that then means more questions and less chance of being hired.

Secondary to that, is then how you address those periods, to not make it look like you are a difficult employee. So hence in cases of freelance work, I list all freelance work as ONE position - and all the freelance assignments as projects or engagements under the one job. Where this goes in the resume depends on the rest of your job history. This eliminates showing you as a job-hopper - since your goal as a Freelance is to complete and finish each job.

If you have done part-time full employment alongside periods of temporary work outside of that, then position that as a separate piece of work. The issue you will then have to address is will you be dedicated to this piece of work? If you can address that in a CV/Resume, then expect a question on it at interview.

But number one remit of any CV/Resume is - don't lie, and don't leave gaps. Good Luck!

Cover Letters

2008-06-17T09:03:00.000-07:00

Mohamed Asks: What are the most important 3 things that you need to cover in a cover letter? which ones you should absolutely avoid?

In Answer:
Write your cover letter as if you are responding to employer's questions - make it as easy as possible for them to read and to invite you in for an interview by:
1. Stating where you found position listing, and what position is of interest (they want to know how advertising is working)
2. Briefly framing your understanding of position (employers often have multiple position requisitions open at a time) and how you fit the job (how your skills fit within the context of the position)
3. State why you are interested in the company/position/industry in a way that adds value. Employers want a high yield rate of interviews to offers--showing that position is aligned with your goals and interests, and that you are familiar with the company can only help. (It's true that not all employers read cover letters, but do you want to take that risk?)

Things You Should "Absolutely Avoid"
1. Restating your resume (especially since you'll be including it, anyway). The cover letter should highlight your fit for the position, not serve as a second summary of all your skills and interests. (Again, the key is to make it easy for your employer to read.)
2. Using language that you wouldn't use in everyday speech. I'm skeptical, for example, of using words such as "liase" or "ameliorate"
3. Saying the position is a perfect fit for you--wait until you learn more about the company and the nature of the position within the organization
4. Raise ANY red flags (relocation/salary/benefits requirements or demands/Why you left other job/Personal life issues -relations,housing, income, health/Religious, political, race, gender, sexual, financial, lifestyle beliefs, etc, etc, etc!!!)
5. Forget to include a call to action - ask for the interview.

A basic style should include:

Paragraph 1: State why you're writing the letter. (position you're applying for, and an overview of the contents of the rest of your letter)

Paragraph 2: Describe why you're qualified. (Give an overview of the highlights from your resume, and explain how these have prepared you for the job you're applying for.)

Paragraph 3: Provide supplemental information. (Make it interesting. Examples of topics- why you want the job, why you chose this career, your philosophy relating to that profession, how you would go about doing a certain aspect of the job, etc.)

Paragraph 4: Sum it all up. (Conclude, express your interest in an interview, thank them for their time and consideration.)

Job searching is a process of mutual selection - what appears great on paper may not be perfect in person. The interview will be a chance for you and the employer to assess a potential match; the goal of the cover letter and resume is to land you the interview.

Candidate: "Permission to submit" request from recruiters

2008-06-17T08:53:00.001-07:00

Victor asks: A number of recruiters have approached me with a form to fill and asked permission to submit my credentials to their clients. On the other hand, there were some who simply told me that they would submit my credentials. Because they didn't ask my permission, should I assume that those recruiters didn't find me qualified enough?

In Answer:
The form is an admin tool, to: show to the recruiters client that you agreed to be submitted; and when you signed so shows who should get the major amount of the cake if you are employed/there is a dispute

Some agencies will use it internally for the purpose of making sure you agreed to be listed - they often pay their people bonuses for building their dBase of candidates!!!

And that brings up the second issue - the ethics and operations of the agency. Do you want your details sent in a pile of other CV/Resumes, just so the recruiter can bill for part of their fee - or do you want an agency that meets you and asks a few questions about your career goals?

A form is not always so bad, and once you understand the need for it can be a very good thing for experienced candidates looking for the right position. Good Luck!

Patents in CV/Resume - how?

2008-06-17T07:34:00.000-07:00

Brent asks: I've recently learned that a patent filed several years ago while working for a previous employer has finally been assigned a number (United States Patent 7305709) . How do you list a patent belonging to an employer with you as a co-author on your resume?

In Answer:
You can list it in two ways...
(1) As an accomplishment under a specific job
(2) Under its own heading for PATENT - using one of the styles (such as Chicago Manual of Style or APA - depending on your field) to list it properly

It does not matter that it was assigned to another company - most patents are and it is generally assumed to be that.

Is there a preference for two page resumes over three page resumes?

2008-06-17T06:38:00.000-07:00

Troy asks: Like many people in the workforce, I've accumulated many titles and accomplishments over the years. As a result, my current resume is about 2 1/2 pages. At one point it was 3 full pages but I editted it to 2 1/2 pages. I don't know how I could get the resume to 2 pages without dramatically diluting my work history and qualifications summary. Is there strong opinion that 2 page resumes are significantly better than 3 page resumes? I'm assuming that the quality, format, and content are the not the issue here...just the length.

In Answer:
Simply - LESS IS MORE (relevant!) While I can appreciate candidates looking to keep all their skills and accomplishments, too much information allows the viewer to get distracted and lost within the resume. Keep in mind that a resume is only a quick summary of a candidates skillset, not a novel. 1-2 pages is plenty of information to offer. Rule of thumb, go back 10 years, or 3 positions ago only. If you need to delete information to make it shorter, then choose positions that aren't as relevant to getting your next job. I guarantee that if you shorten a resume to 1-2 pages, and streamline the information, you'll get more activity.

Presently, you are thinking about the CV/Resume representing you - so you are thinking how can I compress all that I have got down to 2pages? In actual fact, the CV/Resume sells you to the Recruiter/HR person for an interview - nothing more, nothing less, no greater. Only a call centre operative ever got a job thanks to a great CV/Resume - and even then they were telephone interviewed. No one will employ on the back of a CV/Resume - but they will interview

Now, accepting that - think about it from the Recruiter/HR person's point of view. I got a place that needs filling, and I have a pile of CV/Resume's - which one 's are you going to put in the call pile, and which in the thank you letter pile? Right, the one's which answer the questions and needs posed in the original advert! Are you actually going to on first review go past page1, and read all about the fact the applicant likes boating and wine, and 10years ago did something inside a company in the Mid-West: ah, nope!

Here's another thought: a 2page CV/Resume plus a cover letter is three pages - adding another page is four pages, and as they won't read past page1 of the resume on first past, what's the point of adding it? If you have to send in a 3page CV/Resume, write a great 1page cover letter which addresses all the skills and experience requirements in the advert, and makes you stand out - then they won't even read your CV/Resume, they will call you - the whole purpose of sending in a response.

I know this can get confusing, and I know this can get annoying, and I know this can hurt at a very personal level. But, all the CV/Resume does is get you an interview - a career portfolio is a whole different story, and should be taken personally: but both require honesty and accuracy.

If I can help you in any way, drop me a message - and Good Luck!

CV/Resume writing - house v an individual designer

2008-06-11T03:25:00.000-07:00

Amanda asks: It seems like every online job site offers some kind of résumé-writing service to subscribers (for a fee, of course). What are your thoughts about going with one of those sites vs. using a smaller, direct writing/design service? Recruiters - have you seen any difference in quality? Job-seekers - do you have a preference?

In answer:
Firstly, its your CV/Resume - who ever writes it, its yours.

Secondly, depends on which job you are applying for and what your route is to that job. If the job is direct, then you need a CV/Resume prepared for that job; if its via an agency or head hunter, then they will write/rewrite it for you, under the explaination they can improve your chances because they know what the client is looking for.

Thirdly, depends on how long you have been in your last position. If you have been there a long time, then a review with an independent professional will get your CV/Resume in the right shape quicker (you may not recognise your own skills; you probably won't know what's required in the marketplace), than you could on your own.

Finally - depends on how well you can write!

Personally, as a business owner who has a CV/Resume writing service and who runs a separate Agency, I would always carry a general CV which fairly in your own view reflects your skills, capabilities and what you want to do next. The original question was posed as where would you get your CV/Resume written - the better question would be how do you manage your career, and that then answers where you get your CV/Resume written

Love, sex and paper clips…..

2008-06-10T05:06:00.000-07:00

This may shock some of the Daily Mail readership, but honestly – not all that goes on in the stationery cupboard is about picking-up the heavy items, inserting the ball point pen in the desk holder, or even obtaining a few desk wipes to remove ink stains….. there is romance amongst the paper clips as well.

And in our greatly dividing and less stable family orientated society, the office is now the most favoured placed by default for finding and engaging with a new partner – about 20% of people do these days: for the men, they get closer soon; and for women, they see the whole of life gambit and not just the grooming. And that means that the office romance of the post-WW2 era of young lust is now most often replaced by the second or third time attempt for the 30 and 40 something’s to try and find Mr or Mrs or Miss perfect.

What may also shock, is that as we as a society get older, we also get more open about being LGBT – research suggests that a society which is 2% openly LGBT in our 20’s, is a full on 10% by our 50’s and 60’s – a doubling of the out rate each 20 years.

So, how is a manager supposed to cope with all this? Just sack them the first time something happens? Sorry, but if you read the last blog, that’s just a minor misdemeanour and even if you have said NO OFFICE RELATIONSHIPS there are good legal precedents which would conclude that wholly illegal if taken to court.

The first thing to do is to accept it happens – so you need to be prepared to address the issue.

The second thing to do is set up an open door policy against suitable guidelines. The problem legally is – what is an office romance, and what is infatuation turned into unwarranted pursuit? So count them all as one opportunity. Make staff aware that pursuit and harassment in the work place, particularly sexual intention or innuendo, is wholly unacceptable – make that a major breach, followed by immediate suspension and investigation. Include a separate section which says that the company understands that office romances do some times occur, and that on these occasions the two or more people involved should not conduct their romance in office time, and at an early and suitable date make their manager aware that they are having or investigating a relationship

The third thing to do is to set-up a complaints and issues procedure, publicise it - and make it fully confidential. The office romance in a small company or team can be a wholly disruptive event, and you may not be the first to spot the first signs of the extended lunch break. I once worked in an office where of the nine people in the billing team, six where having an affair with each other – and the office debate was only what the other three were going to do, and would they film the result! After two quarters of one of my customers complaining about poor billing, my services manager and I agreed to address the problem in our next review with the boss – two days before the review, he found out why the second in command of billing never complained about the billing manager, when he heard funny noises coming from the boardroom table. We never lost any customers, but the turn around of the billing function took 18months and £250,000

Once being made aware of a situation, proceed with speedy caution is the action of the day. Ask each of the participants separately for a quick chat, and investigate how work is going, family life, etc – if the subject doesn’t come up in the first conversation, then undertake the same procedure immediately with the second participant: even the third person if necessary. If the incident doesn’t come up in conversation, then arrange to re-meet informally one of the participants and raise the subject – it is, after all, either their duty to inform or they are breaking company guidelines if the relationship is created through undue pursuit or pressure.

I once became aware of a pursuit situation within my team – another manager was pursuing one of my admin staff. I raised it with her and her female manager, who advised she was aware and it was under control – we then minuted it in our and her 1to1 notes after that point. A month later, after an incident where my manager and I drove 100miles to literally rescue her from a planned company trip the other manager had arranged, I asked her to report the incident via the normal complaints procedure – which she refused. Her manager and I kept the situation under review, and unfortunately the pursuit manager was 12months later reported for a similar incident, and thankfully dismissed. If you are in such a pursuit situation or are receiving unwarranted attention, and probably feeling lonely and isolated PLEASE report it. As the manager from the above situation, there is not a period where I don’t say: “dam – could have stopped the idiot earlier” and feel wholly guilty.

What happens if you have a genuine romance, where both partners are happy and content? In these “sue the so-and-so’s first” modern climate, and as a manager now aware of an office romance, you need to take some action. Firstly, if possible, separate the working environments and teams – even if all is happy, think about the effect on co-workers in the same team. Secondly, write to both partners to formally confirm the situation, asking them to confirm that they are both willing and freely participating; and advising them that they should inform you immediately should the situation change. Thirdly, monitor the situation – ask about how things are going at the 1to1’s, and summary minute that all is well. Some American corporations are introducing “Love Contracts,” where employee’s in an office romance sign a non-disclosure release form, meaning they can’t sue the company for certain issues at work. I am not sure in UK and Europe this is yet necessary, as long as managers monitor the situation and minute the fact all is OK and both partners are in the relationship of their own free will.

Cover letter do's and don'ts

2008-06-08T13:10:00.000-07:00

Mohammed asks: What are the most important 3 things that you need to cover in a cover letter? which ones you should absolutely avoid?

Answer:
If I were to break a cover letter down into 3 things, here's what I came up with:
1. name/contact methods
2. what you are looking for and why, briefly!
3. how you can help solve the hiring managers problem and the qualifications to show that, briefly!

Don't to cover:
1. why you left other job
2. personal life issues -relations,housing, income, health
3. religious, political, race, gender, sexual, financial, lifestyle beliefs

BUT, the biggest mistake people make on cover letters: Sending one as a formality! Think about it this way- you're writing a LETTER to a PERSON explaining to them why you're interested in a job, and why they should be interested in you. If you think about it this way, you're letter will automatically be more interesting. You also have to know what your letter will be used for. Most busy hiring managers won't even look at your letter until after they've at least skimmed your CV/Resume (they don't have time). If they look at your resume and are still interested in you, they might read your letter for more information, or to answer questions they have about you, like "Why does he want this job?" A basic cover letter style should address:

Paragraph 1: State why you're writing the letter. (position you're applying for, and an overview of the contents of the rest of your letter)

Paragraph 2: Describe why you're qualified. (Give an overview of the highlights from your resume, and explain how these have prepared you for the job you're applying for.)

Paragraph 3: Provide supplemental information. (Make it interesting. Examples of topics- why you want the job, why you chose this career, your philosophy relating to that profession, how you would go about doing a certain aspect of the job, etc.)

Paragraph 4: Sum it all up. (Conclude, express your interest in an interview, thank them for their time and consideration.)

I don’t want to recuit – I want to sack someone!

2008-06-03T04:23:00.000-07:00

Please note - this is an article for guidance only within the UK, and should you actually require to dismiss someone, please always consult a suitable HR law qualified solicitor. The UK Law Society can provide you with a list of locally qualified law practices.

There are four main reasons why a company may need to recruit someone:

For promotion

For business expansion

Because the previous job holder left for another company

Because the current incumbent is not performing, and the company needs to sack them

As a recruiter, it is often the case that on taking a brief, it is found that if the company is recruiting in case 4, that the previous incumbent is either still in place and refusing to go, or you meet their lawyers in the entrance hall.

Why is this? Often because companies are unaware of the law, or even common decency when dealing with under performing employees. So, what are the grounds on which someone can be sacked?

Gross misconduct or repeated minor misconducts, or an employee failing to effectively carry out their job over a period of time are legitimate reasons for dismissal.

Minor Misconduct
A minor misconduct is where an employee breaks rules or performs poorly, but where the consequences for the business are limited. This would include:

Being late

Not performing to adequate/satisfactory standards - this could include failing Health & Safety standards

Where a company provides access to but specifically does not allow personal use, then using a company vehicle, telephones or internet facilities for personal use are considered issues of minor misconduct. However, be aware of changing social climates and more prevalent internet use among the young, and that uses in case of emergency are not grounds for minor misconduct.

Sickness is not a minor misconduct, and not considered adequate grounds for dismissal. A company would be expected to have a care procedure for sickness, and undertake a full review process considering other rolls first. It is within the employers rights to request an independent medical examination in cases of persistent sickness, and if found that the illness is permanent and that reassignment is not possible within the restrictions advised in the report, normally the employee is retired.

A minor misconduct is not normally adequate grounds for dismissal, but if the behaviour is repeated, even after warnings, then it becomes a gross misconduct issue.

Gross Misconduct
Gross misconduct is where an employee breaks the rules, and the consequences for the business are damaging. This would include:

Abusive Behaviour or violence

Theft or fraud

Alcohol or drug abuse

Discrimination or harassment

Deliberately damaging company equipment/property

Seriously breaking health and safety regulations

Serious Negligence

Serious insubordination

Misuse of an organisations property or name

Serious breach of confidence

By law, all employees must be given initial job training and awareness, and a period of time to perform to the stated standards. Hence, minor negligence caused by a lack of knowledge or experience should be addressed with training or guidance in the correct area, and is not grounds for Gross Misconduct.

Alcohol and drug abuse
In certain jobs, the use of alcohol and drugs are banned both during performance of the job, as well as occasionally a period before starting work. Most of these cases are where the use of such substances would create a high chance of mass fatalities, and hence are cases of Gross Misconduct.

However, more normally employers are faced with facing the consequences of dealing with persistence use, or loss of a license which means the employee can not undertake their duties.

If an employee is banned as a driver for a period, then it is either a case of minor or gross misconduct. Short bans for periods of up to six months for staff whose work involves driving but is not the main focus of their work, should be addressed initially as a case of minor misconduct and a review for temporary reassignment during the period of the ban. Employees whose main focus of work is driving, a ban of over three months could be considered a case of Gross misconduct, and after a review of reassignment, can be dismissed for gross misconduct.

A loss of a licence should not be used to remove employees for any reason other than their job ability during the ban. Be careful of dismissing an employee that could fulfil other functions while banned, it could lead to an unfair dismissal claim.

However, in a majority of cases of drug and alcohol abuse, particularly where in all others areas the employee is performing well, an agreed reassignment and referral to a rehabilitation or specialist treatment are most likely to help the employee manage their problem and return to work. This will in most cases work out cheaper than hiring and training a new employee, and often has the most positive effect on overall employee morale.

Redundancy
I will briefly cover redundancy, although recruiting post a redundancy would as you will see would be illegal, and I would refuse to take the recruitment brief.

There are many reasons why you may need to make someone redundant, a need to save money, overcapacity, branch/office/factory closure, or a lack of need for the job. In each case, there is a requirement to lose a particular number of staff.

Redundancy means that the job no longer exists. If a direct replacement is hired for the employee then it is NOT a reasonable case of redundancy. However, if an employee is made redundant as part of a need to reduce the workforce, and an existing employee moves into that job, that is still redundancy; as long as no vacancy or opening exists for the redundant job.

As redundancy causes a lot of damage to employee moral, always offer voluntary redundancy or early retirement options first. Yes, often this means that older, more experienced and hence more expensive employees will be the first to take the option, but the financial cost versus the effects on the remaining employees will be far, far less than compulsory redundancy. If offering voluntary redundancy, then it should be open to all employees - again, the morale cost versus the financial cost of losing some stars will be far less.

Legality
Before making any decisions on dismissal, it is of vital importance to make sure that your grounds for dismissal are legal. There are many situations that are covered in the law as being illegal grounds for dismissal. Such as:

Race

Gender

Disability

Pregnancy

Union membership / Non-membership

If an employee is dismissed on any of these grounds, they have a right to claim for unfair dismissal.

For example: It is not wrong to dismiss a disabled person as long as the grounds for dismissal are unrelated to the disability. To dismiss a disabled person for serious negligence is reasonable, but to dismiss a disabled person for slow productivity (caused by their disability) is not allowed, no matter when the disability became evident / occurred. The situation is more complex if a disability occurs that makes the employee unable to carry out their existing job at all. In this case, you should look to provide alternative work.

A suggested procedure
When you first become dissatisfied with the performance of an employee, then initially bring this up with them in a regular 1to1 meeting. Find out if there are other reasons for their under performance, adding appropriate notes in the 1to1 minutes - remember, it is always cheaper to retain an employee than dismiss them.

If the issue of under performance continues, then I recommend that you consult a legal professional, specialising in HR law. The law society can provide you with a list of local legal firms which provide such a service. After this point, always follow their instructions.

The normal procedure from this point would be to now advise the employee so in writing. (Step one of the standard procedure.)  Meet with the employee to discuss the problem and to explore constructively how things might be improved. (Step two of the standard procedure.) You should explore whether the matter can be resolved informally, for example, through training for the employee or extra supervision of their work. Inform the employee of how you expect them to improve, over what time period and when their progress will be reviewed.

If an informal solution is not possibly, take formal action, which should follow these stages: first written warning, final written warning. Inform your employee that they have the right to appeal against your decision. (Step three of the standard procedure.) Written warnings must set out the nature of the problem, the improvement or change you require and the consequences for the employee of failing to comply. At each stage, you should meet again with the employee to give them a chance to present their case. A written warning should be disregarded after a specified period without further action (for example, six months for a final warning). If the employee requests an appeal, arrange a meeting to hear the appeal. Tell the employee your decision. (Step four of the standard procedure.) You may need to repeat the procedure outlined in this paragraph as necessary.

If the problem persists, you may now decide to dismiss the employee or possibly offer them an alternative job. Make sure you give the correct notice. You must again follow the standard four-step procedure, so give your reasons for dismissal/transfer/demotion in writing, meet with the employee and give them the opportunity to appeal.

Please note - this is an article for guidance only within the UK, and should you actually require to dismiss someone, please always consult a suitable HR law qualified solicitor. The UK Law Society can provide you with a list of locally qualified law practices.

Candidate - no follow up, what do I do?

2008-06-02T08:30:00.000-07:00

Russ asks: Having been for an interview three weeks ago, and heard nothing, I am getting a bit worried. Do I assume I have not been hired, or is there anything I can do?

In answer:
It's not unusual Russ, but it is rare for companies not to follow up - and its often a legal need. Most often, if you hear within the first few days, you haven't got the job - but not hearing can be equally as distressing. At the end of the interview, you were probably reminded that should you have any follow up question, that you should contact someone from HR. In corporates, there is a good reason for that, as legally they want to protect the corporation. If you feel in any doubt, then do pick up the phone and ask. But, if you really want the job, or have had no answer from the HR people - pick up the phone and speak to the hiring manager, who you met during the interview. This is a risky strategy (except for sales posts), but one which - if you accept the likely hood that you didn't get the job - can work to you advantage. Don't write a letter, call the main switchboard and ask to speak to the hiring manager by name. When they answer, explain who you are and when you were interviewed, and that you have asked HR for an update and have heard nothing. As you had other interviews at the same time and wanted to know what your options were, you thought you would give them a call. Now, pin back your ears, go silent, prepare to be wholly sympathetic to their plight - and just listen! Be fully prepared for the "sorry, but..." and also be prepared for a few additional questions. Good Luck!

Employers questions - vetting candidates

2008-06-01T06:22:00.000-07:00

Charles asks: When you are facing a pile of resumes and limited time there is always a temptation to move too fast through the pile. What do you do to ensure that a golden nugget does not slip through your hands? If there is one or two things that someone could do to improve the chances of their resume being read, what would they be? On the other hand, what one or two things will ensure that a resume is not read?

In answer: One word - relevance! Too many applicant responses suggests a badly written advert. If applicants don't hit the (three/five) key criteria in the advert in the first half page, put them in one of three piles: possible, interesting, thank you. If there is something there but they still haven't answered the relevance question in the first page, its a "thank you." But my answer shouldn't be a surprise - a well written resume/CV should address the needs of the advert in the same half page length.

Send the thank you pile a thank you letter - if they don't match the stated criteria, then they are not suitable candidates. Follow up the possible column with a telephone call, and add the interesting column if there are not enough good candidates coming through the process - it is possible if the advert was poorly written, that a large pile of CV's/resumes mean few good and suitable applicants.

Interview tips - with a presentation....

2008-06-01T05:57:00.000-07:00

Jason asks: Following a successful application/CV, I am now looking forward to an interview tomorrow afternoon for a fundraising job. The structure of the interview from their letter is as follows:
*2.55pm Arrive at reception for interview.
*3.00pm Interview begins
*3.45pm Interview ends

The first thing I have to do in the interview is a presentation about raising the profile of the charity and raising more funds. I have ten minutes for this, no more.

Has anyone else experienced this sort of interview? What happens after the first ten minutes? As the job is for a fundraising role I guess we'll talk about fundraising some more, but then I just did that?

In answer:
The standard agenda and timing for this type of interview is......

10mins for presentation

10mins for Q&A on presentation

25mins residual "standard" interview

This interview format more quickly separates for the employer, applicants who have both the required mix of skills/experience AND will fit into the organisation the easiest. This is an interview format that makes it easy to pick out the candidates the employer can say YES to, because it is full of candidate elephant traps. If the applicant is off track from what the employer is looking for from the start of the presentation, the applicant is unlikely to get back on track in the rest of the interview.

A 10min presentation is a maximum of six slides in large print (is that A4, flip-chart or powerpoint? take two extra copies which ever format). Do at least some financial analysis and market analysis, and pick out a quote or two from their own annual report - all on one slide; a SWOT is a common tool for analysing the where to; then an action plan split short/medium term - so that's three slides!

The next 10min section will then flow from that - think the 5W's of history: who, what, where, when, why - and in this case, how? Think questions like: HOW did you research this; WHY did you analyse it that way; WHAT are the alternatives/why did you dismiss them; and WHEN do you think the revenues would flow?

The formal interview will probe your skills against the job description, which will have highlighted the core skills the candidate is expected to have - so the questions will be based around your experience in those areas: "Give me an example of where your have.... (insert core skill)"

One thing you need to do is have at least five questions prepared for them which further probe the role - two will probably be resolved during the interview, and you want at least two for the end of the interview. Standard questions from the candidate which are not one of those five are: what are the next steps; when should I expect to hear from you; when would you expect the chosen candidate to start?

If you have any more questions, drop me a line - Good Luck!

Drugs, football – and succession management

2008-05-23T08:10:00.000-07:00

The US sprinter Antonio Pettigrew was in court in San Francisco last week, in the trial of athletics coach Trevor Graham, who has presently denied charges of lying to US federal authorities. The court heard Pettigrew testifying that Graham encouraged him to inject human growth hormone and EPO, both banned substances, from 1997. Pettigrew testified he soon began buying the drugs from Angel Heredia, an admitted steroids dealer, and his performance showed a remarkable improvement as a result:

I was running incredible times as I was preparing for track meets," Pettigrew said during 30 minutes of testimony. I was able to recover faster.

So, from Pettigrew’s statement we have further confirmation that drugs are in sport, and that they enhance performance. And what does Pettigrew do now for a living – he’s a coach at the University of North Carolina.

I have always been a believer in the trickle-down theory of education and management: that staff will learn from their managers, and act/react in the same way as those above them. In psychology, this is called “soldiering.”

In football last week, Sir Alex Ferguson won his second European Cup, what is presently known as the Champion’s League. But although that now means he is just one win away from Bob Paisley’s record, could Ferguson’s long term legacy be even greater?

Shankly raised Paisley to be a better manager than himself; Paisley in turn raised Ronnie Moran (best forgotten), but also taught Kevin Keegan, Graeme Souness, Phil Neal and Emlyn Hughes, who all went on to be managers – none though with much success.

Ferguson has so far taught Carlos Queros, who in his single season at Real Madrid failed miserably by their high standards – he’s now back as Ferguson’s side, and most likely to succeed his boss. But more remarkably, of Ferguson’s playing side Mark Hughes, Steve Bruce and Roy Keane are presently Premier League managers, while Steve Coppell was until two weeks ago. Paul Ince – who played for both Ferguson’s United and Roy Evan’s Liverpool – is presently the most sought after manager in the lower English leagues.

So, what will Antonia Pettigrew’s legacy be to his own athletics students – could it be “take drugs, run faster – cause that’s how I did it;” or will it be “don’t take drugs, or like me you’ll end up in court and have to probably give your medals back.”
Often, companies when they recruit miss two things – what they are recruiting (not just a set of skills, but an investment in their own future. Look for skills plus potential coach/managers); and the most obvious – why are they recruiting? Vodafone today took one of the bravest leaps, by announcing the promotion of Vittorio Colao to succeed Arun Sarin as CEO - a job he was passed over for when Sarin originally took the job, and was then rehired after two years away from the company. If your company needs a skills leap or change, then external candidates make sense – but just another piece of muscle for the sales team or the board room really sounds like there’s a poor coach at the centre of the team: and then you really ought to be looking to hire there first, not elsewhere to cover up that person’s failing as a coach for the next generation, and the companies future.

PDA's banned - so you can concentrate on your children

2008-05-23T02:03:00.000-07:00

In light of a project which I have been working on for some years, the story that the UK's largest theme park Alton Towers have decided to ban PDA's so that parents have to concentrate on their children was - a relief! The company will enforce the ban with wardens, who if they find a PDA user will confiscate the item for return when you and your children leave the park.

I actually think - despite all the "reaction to a survey" publicity details - that personally this has more to do with Alton Tower's insurance liability, than the headline of making parents concentrate on their children - but it just seems like a very good and family orientated reason.

Five reasons why you don't need a recruiter…..

2008-05-20T02:06:00.000-07:00

Many employers, particularly in these days of the well connected internet and Monster, Jobsite, etc; wonder why they need to employ a recruitment company? The answer is - you don't. It's a free market, and you just don't need to - its really your choice. So here are five reasons why employers and candidates don't need to go via a recruitment company

Employers:

1. All the CV's are on the market via the internet - true, that's the theory by about 2012. But even if that were true, only about 1/3 of the target audience who could fit your requirements will actually be on the internet advertising themselves. One third will be happily employed because they are good at what they do (but could leave if the right offer came along - problem is, they work for your competitor); and one third will be looking but not shouting about it from the internet because of the reaction from their presently happy employer

2. Everyone knows about and respects my company - your customers must do: they pay you money. Your employee's are a far more fickle bunch, and if the wage cheque didn't turn up next month, would happily join the third with their CV's on the internet! Also, do you tell your competitors everything about what you are doing? Thought not - so how do you expect to attract people to your wonderful new project that requires new skills?

3. I pay great wages - probably true, particularly if you take note of one or more of the many surveys that are regularly posted by various employment or industry organisations. But, does the size of the wage packet wholly sum up your organisation? And when you pay a better basic and have nicer offices, a better car package and include health care - over your nearest competitor - is that taken into account in those surveys?

4. I know what people fit into my organisation - yes, you wholly do: you and you alone can make that decision - it's the most important decision to be made around your business and its ability to survive. And we all know that beneath that gruff and hard business like exterior you are a really nice person. But - now, rather than selling your business to your customers, you need to sell you and your businesses future to your potential employee's - that a different sell, and a far softer one of getting to know people over a period of time. Where as, you need someone next month who will perform from day1

5. Recruiters charge huge fee's - yes, so always choose one if you must use one who specialises in your sector, is REC registered, and who's fee's are NOT wholly payable before the new employee starts, and are fully refundable if the employee leaves within a reasonable period. Mind you, if you do decide to DIY and make the wrong decision, then chances are you will have trebled the chances of the new employee leaving, and hence incurring total costs equivalent to around three times their basic wage costs.

Here are the same five concerns from the candidates position:

1. I don't want to put my CV on the internet because I don't want to upset my current and very reasonable employer

2. I don't know about that company whose advert I saw in the Sunday Newspapers/on the internet

3. The package looks reasonable, but I need to know if they cover other issues like healthcare - plus I have a holiday coming up

4. I have heard some bad things about them in the past, so not sure I will fit in there. Plus, where are they going at present?

5. Recruiters charge huge fee's and just leave you once their fee's are paid - a REC registered recruiter should negotiate for you, and check you are making the agreed targets. Hence, a reasonable question to ask any recruiter when they approach you is "And if I take the job, how will you get paid?"

Want that job? Don't rely on your lucky but unwashed pants.....

2008-05-19T06:59:00.000-07:00

This survey from employment law specialists Peninsula came across my desk this morning - oh, what a laugh!

Of the 3024 workers interviewed, the survey found that......84% of respondents wear what they believe is, something lucky to get them through a job interview with 6 in 10 of these wearing lucky underwear. Additionally 73% of respondents admit to checking their horoscope immediately before an interview believing it will be an indicator of whether they get the job or not.

The top 10 lucky charms candidates take with them to a job interview were.......

Lucky Underwear (sometimes unwashed!)

Lucky Jewellery

Brooch

Lucky shoes (polished, one hopes...)

An object from Childhood, i.e. blanket/teddy

4 leaf clover

Key ring

Lucky stone

Lucky Pen/Pencil

Lucky photograph of someone i.e. boyfriend/relative

So, if you don't want to rely on lucky (but unwashed - Yuck) pants, here are some thoughts on how to get that job......

1. Luck doesn't start with your pants on the day of the interview. Employment starts with reading adverts, which results in (perceived) luck!

2. Pick jobs in which you meet the basic skills requirements, which is more true for Government posts over commercial work. NEVER LIE from this point forward in an application, to your potential future employer or yourself - NOTE: 70% of applicants do: wonder if that's the same 70% wearing unwashed "lucky" pants???

3. Read their website, and make some notes on where the company is going/what it has acheived

4. If there is a telephone number to ask questions before applying - call it! Do some preparation first, and make sure to have three questions which can't be answered by reading the advert or their website alone

5. Now, specifically adjust your CV to bring out the skills you have for that job, ie - pull certain points forward which the job asks for; if it asks for Xyears experience of Y, show you have X+ of Y+

6. Write a cover letter which shows you have those skills. Pull them out specifically as bullet points if necessary (max of three core skills)

7. Two days before your interview, prepare by re-reading the job advert, their website and your CV/Resume. Prepare five questions for them. Check your travel plans and timings - including scheduled road works - and allow an extra 30mins

8. The day before the interview, make sure your clothes are prepared and clean - Ladies: no overt cleavage showing; Gents - clean shirt and tie, and polish those shoes. Re-check those travel plans

9. On the day of the interview - shower thoroughly! Read the advert, your website notes and your CV on the way there

10. After the interview, what ever the result, ask for feedback - it makes you more prepared for the next interview, or know what they like/expect of you in post

Security - if its online, its out!

2008-05-14T07:36:00.000-07:00

When I was a young telephone engineer in Gloucestershire, one of my colleagues found a few electronic extras in a telephone he had accidentally dropped on a Cotswold stone floor. We were so well trained, no one had thought to de-train us should they require such devices placed in the phones we were about to fit. In light of the incident, we were all told to turn up at a meeting with the area manager in a weeks time - being high summer, it was fairly obvious the man in the dark trench coat, hat and seasonally thick sunglasses wasn't from our "head office." We were told many things during that meeting, but one thing as to why were we were not told before was that we didn't need to know - until then.

In college, when time on any computer was limited to half hour slots in those days, as electronic engineers we tried cracking the entry system on both the Polytechnic's and the Universities computer systems. We weren't as good as the software engineers who supposedly cracked one level below the exam system - the only thing we got through was the Polytechnic's medical security system, the password for which was the senior nurses marriage date!

After leaving college, I joined back with my employer/sponsor, and began working on big bids. I had a very good mentor, who taught me a few things and got me early onto a legal course normally only run for what were termed internally commercial managers, what the rest of us externally would call legally aware managers who hadn't qualified as solicitors. Much as though the law stuff was useful, probably the most useful thing they taught us was information dissemination - in other words, assume that when you tell someone else, that's it - it's out and running, and before long some kid on a beach in Brazil will also know: its just a matter of time. So, all documents from that point were tracked whether they needed to be or not, and you didn't talk about business specific issues in public. One of my guys was caught chatting about football on a train one day in works time, and a senior manager told him off for not discussing work issues - on ringing me, he got the briefing I gave all my people on joining the team, and asked for a copy so he could advise his people. Football was allowed in public, specific customer talk was not.

In my corporate career, I choose not to work again on Government work post the mid-90's - commercial stuff was quicker in decision, and didn't depend on politics. But information dissemination was more immediately important task, as many of the later projects were what was termed "share price affecting" - where by we couldn't buy or sell shares in our employer of the customers company, and information leaking was commercially dangerous for both parties

So, why do I write this?

Yesterday, Adrian asked about indemnity clauses and coverage, and today a group of MySpace spammers were ordered to pay $230million dollars to the company for sending out innocent friend messages, which in actual fact linked the reader directly on opening to porn and gambling sites. Lawyers you soon realise are a depressing bunch, whose job it is to spot all scenario's and resultant problems before they occur. Hence, some legal clauses don't make a lot of sence cold, they just do when information has been disseminated and a scenario unfolded

Thanks to Caroline Flint carelessly walking along with a document in her hand, the economists who now have inside track on the Governments thoughts are rebriefing their clients on both the length of the credit crunch in the UK and the price of real estate. Share price effecting - RBoS are presently down 2%, HSBC down .5% on a presently rising market

In this online world, information dissemination IS the driver - its the way to attract people, to turn them into customers, and make money.

But...... that's not always a good thing for all information. Many social networking platforms have what are termed "private" clubs or messaging systems. The amount of privacy is defined by a combination of the contract T&C's you agree to, and - little else. In reality its in the public domain, just in a defined group at best.

Always think about information dissemination, for either maximising gain or minimising possible pain - what ever you decide to write, and where ever you write it!

Unprofessional sledgehammer to crack a nut......

2008-05-13T07:26:00.000-07:00

As an engineer, its a great time - lots of things which couldn't be, now can be.

But, as a business person and as a consumer/buyer, there are some things which just prove that often, even when something is possible, it really shouldn't be taken to market - hence, the sledgehammer to crack a nut principle!

In example - peoplecompare.co.uk It is so "cool," and launches in July 2008, claiming to be: the UK's first ever recruitment comparison tool of its kind in which employers are provided with a fast and effective way to compare people for employment from a number of recruitment companies in a quick one-step easy process. Further...... For a small annual fee recruitment companies enjoy cost-effective genuine enquiries from employers on a regular basis throughout the year. Many have been quick to get onboard and take advantage of the site's introductory offer of just £150 (+vat) which covers one year's subscription to the site and includes account creation, Logo upload, and an initial amount of credits to get started.

Wow, that is so wonderful for both sides, its amazing that no one ever thought about creating that before......

Woops, they did - its called the Recruitment and Employment Confederation Directory of Members. It's free for anyone to use, but for recruiters to join and be listed they have to be members of professional body REC - so it ensures quality (less than half of recruiters in the UK are REC qualified and registered). The cost of joining REC - one course of about £1,000, and an annualised membership fee of around £150 plus some refresher courses - which provides your clients with industry level insurance and a mediation option.

Does peoplecompare.co.uk offer similar? No, just £150 annualised fee to recruiters, and nothing to employers except a Yell.com listing and a set of prices comparisons which don't mean a lot.......

The nice thing about being a capitalist is that, the machine quickly removes the un-thought-through chaff: anyone for a bet on how long peoplecompare.co.uk will last - single digits only, bets in days or months?

Teenage tantrums, bad bosses and dishonest colleagues = Orwellian unemployment?

2008-05-09T07:16:00.000-07:00

What's the toughest thing about finding your next job?

The toughest thing about finding a job is finding the right job - well, yes, but those who have planned their careers never find this difficult. And those who haven't just have to accept a bit of regression occasionally

OK, well the toughest thing about getting the right job is getting past the paper sift process - no, most managed careers know where their next job is; or have the right CV, which 99% of the time get you to interview

So the toughest part of getting the job is the interview - no, that's just prepartion, and if you only did one thing then it would be to read the companies annual report, re-read the advert, and prepare at least five questions (OK, well that's three things….)

Still confused? How about the toughest thing about getting your next job, could be that you fell out with your boss when a difficult teenager; or were suspected of theft after a colleague got away with it; or after a situation in which you did nothing wrong, but after a disciplinary hearing, you concluded to resign?

Seem's a bit far fetched in these ambulance-chasing/rights for all days - but could it actually happen?

In May 2008, the National Staff Dismissal Register (NSDR) is expected to go live, an initiave by national employers organisation Action Against Business Crime. Initially launched in the retail sector as it was founded as a way of tracking staff suspected of acts of unproven "seepage" - other wise known as theft. Initial companies signing up include Harrods, Selfridges and recruiter Reed Managed Services.

The NSDR will allow subscriber companies to check whether candidates for jobs or existing employees have faced allegations of stealing, forgery, fraud, damaging company property or causing a loss to their employers and suppliers. Workers dismissed or those who have resigned before action was taken over these offences by subscribing companies, or whose details have been added as a result of public record; will be included on the register, regardless of whether police had enough evidence to convict them or not.

To many, this seems at minimum Orwelian in nature, and probably illegal - it's a database of shared staff records, with no separating walls, sharing non-convicted issues: legally, most of the database at best will technically be allegations.

TUC policy officer Hannah Reed says that while criminal activity in the workplace can never be condoned, she fears such a system is open to abuse: "The TUC is seriously concerned that this register can only lead to people being shut out from the job market by an employer who falsely accuses them of misconduct or sacks them because they bear them a grudge. Individuals would be treated as criminals, even though the police have never been contacted. The Criminal Records Bureau was set up to assist employers to make safe appointments when recruiting staff to work with vulnerable groups. The CRB already provides appropriate and properly regulated protection for employers. Under the new register, an employee may not be aware they have been blacklisted or have any right to appeal."

James Welch, the legal director of human rights group Liberty, says that he is concerned that the register does not offer sufficient redress to the falsely accused: "This scheme appears to bypass existing laws which protect employees by limiting the circumstances when information about possible criminal activity can be shared with potential employers."

How does the NSDR affect you?

As an employer: it could be all good news, but - how do you know what is written about an employee is factually correct, and could you not be sued for using information about an applicant from a previous employer they have listed on their CV but not used as a reference: oh yes, you could!

As an employee: it could be all bad news - the fact you didn't see eye to eye with an old boss could now come back and count against you. So, go and check the NSDR list of employers when it is launched, and write to administrator HiCom Business Solutions (of Red House, Brookwood, Surrey. GU24 0BL), and ask them should any of your ex-employers are listed as users, for a copy of your personal records - under UK Data Protection, you are allowed free access to this information. Once you have your printout, or they have confirmed they have no record of you, simply address each issue - I would recommend if you find anything, take legal advice

My bet is that on launch, one of the large unions such as the shop workers union USDAW or an employee rights organization such as Liberty will go after NSDR with a large iron fist, and NSDR will be but as short lived an initiative as it is short sighted. But in the mean time, its worth checking

Gordon Brown's free lesson to executives in 2008 - know what you are good at

2008-05-02T04:20:00.000-07:00

The 2008 UK Local Election results are only part way in, but its clear that the Labour party has suffered a severe drubbing at the poll station. The question now has to be - why?

After nearly 12years of Labour government, there was bound to be a bit of voter apathy, and feeling the need for a change - there always is. But to come third behind the Liberal Democrats is astounding - something went badly wrong.

Of the key points, the 10p tax issue has been complained about by all Labour councillors who have lost their seats. In fact, reading the local press, it would be a fair conclusion that Labour central office wrote a press-release briefing on it, so similar are the words being used by now redundant Labour councillors. But they didn't - it's the words coming from the councillors, having knocked on so many doors, and heard the same words from the voters nationally.

Secondly, the economy is hurting - and so are the voters. Fuel and energy costs, and the need to remortgage to a higher fixed rate, if it can be secured.

But the key to both issues is that the originator of these decisions, and the creator of these crisises is one man: Gordon Brown. But can he have really failed that quickly?

Simply, yes - and its in the third issue being concluded by the academic election analysers and commentators. What the statistics are showing is that the Conservative voting suburbs, who Tony Blair so effectively communicated to and held, are returning enmass to their Tory homeland. Personally I am sure that further detailed and focus group analysis will be written in the media in the next month that, along with a series of economic and policy issues, they returned due to Brown looking wooden and more Michael Foot than Blair like in political application - all the right words, just not communicated or executed well enough.

So where next? When the details start to emerge of the why, those in Westminster sat in now vunerable to the Tory's Labour seats will want change - and the question will be: can Brown deliver that change? I think its a fair conclusion that's a no in the minds of the voters. Brown will argue that when the economy turns round, all will be OK; but it won't be. The UK economists are suggesting a sticky 2008 and flat 2009; and by 2009 I am pretty sure Barrack Obama will be sitting in the White House looking more Kennedy/Blair like than high thinking but wooden acting Brown. Plus the Conservatives will have gained further on their 22point momentum, and momentum/perception in politics is as key as strategy.

In conclusion, its now a question of how Gordon Brown leaves Number 10 in the next two years, not when. If the polls dip further in the summer, and the recession cuts deeper in September (and we have a wet summer), he could be gone by Christmas 2009 thank to his own backbenchers - if the economy turns up in October 2008, then he could run until Spring 2009's local elections, on which results his further residence will wholly depended.

The question for business executives is - why did such a good hearted, high thinking man, get it so wrong: what could we learn? Simply - timing, communication, and work focus. Blair won the battle to lead Labour, making Brown his number2 - it was the best decision to get Labour elected, but not for Brown's singular childhood ambition. Secondly, by the time he got to Number10, he should have learnt how to communicate effectively having stood in Blair's shadow for so long - clearly, he didn't, but I also think that in politics that's a skill that can not be learnt: its natural gift, or not. Thirdly, much as though Brown works harder than Blair, according to those on the inside its one thing at a time, rather than Blair's manic ability too do much (poorly) at once - Blair was reliant on a team to support a system to make him effective (as the team broke down, so did Blair's capability); Brown looks wooden and slow by choosing the wrong things and taking too long about them.

The question therefore is - was Brown made for the job? It is often said that Franklin D Roosevelt would not have been elected, had it not been for the co-operation of the press in not letting the public know he was disabled: JFK often said FDR would not have been elected in the television era, as was shown in his own case when Nixon sweated in their TV debate. If Brown was competing against Ted Heath in the 1970's, then he could have won - but politics has moved on, and having chosen the right man to get the party elected against an equally less adapt John Major and fatally wounded government, he should have recognised the shifted movement of the ground when Blair finally agreed to step aside.

Some times, and more often in these fast changing times - although you can see a strategy and a resultantly achievable goal, you also need to question in which team you play, and what role you are best adapted too. Visionary planner and great thinker doesn't always communicate into Leader - and if does, it could be blindingly obvious the wrong answer, to which you will only be allowed to contemplate in retirement.

Web 2.0 and recruitment - its about the "hunt/find - and check!"

2008-04-23T04:05:00.000-07:00

I read this article this morning, and thought - "does he know what's going on?" And then I thought - "Hmm: its just a piece of seminar fodder!"

The reality of recruiters, and even employers using web 2.0 is - they already do. We just often at present don't use it to advertise vacancies.....

In a previous blog, I wrote about how much information there is now out there in the public information space, and how social networking (Web 2.0) was being used by recruiters and employers to more thoroughly vet applicants. Only last week, I coached a pre-grad University student on how grooming and possibly hiding her Facebook and MySpace pages may assist her in both finding employment and on being vetted.

What really amazed me about the article was that, as in example a member of LinkedIn LION's where an outsized proportion of members are recruiters; they join because of who they want to connect to in both potential candidates as well as other recruiters, so that they can both more easily find people and check them out.

So, just to repeat - if you are looking for a job on either permanent or contract basis, and have a professional pitch to make: just watch what you have about yourselves on your Web 2.0 pages. Honestly, Google and social networking is a god-send in the recruitment market!

Why cold calling has an awful reputation - LMB Direct Marketing

2008-04-07T02:40:00.000-07:00

There are lots of cold calling guru's out there. Many will tell you that its the only proven way to gain new customers. Many will tell you that its the cheapest way of gaining new customers. And many will teach you systems which will have excellent "response" rates.

Having designed call centres since 1990, and having directly learnt various cold calling systems since 2002, I am here to tell you that - the internet is killing cold calling, through consumer power.

In example, my business phone line for the past month. I have been getting a series of cold calls from various 0800 numbers, which when I answer remain silent......

Rule1: under OfCom rules, there is only a certain amount of time that you can be left waiting

My business line is not CTPS registered.....

Rule2: if you don't want cold calls, use either TPS to suppress personal cold calls or CTPS to suppress business cold calls. Simply register

So, I did a search on the numbers calling me, and all came back to LMB Direct Marketing. This user forum site run by Dynamoo is just one of many found by a quick Google search that correlate various telephone numbers with companies and, where the customers/targets have had awful service, scam hunts. Most of these mainly bulletin board format forums will tell you:

who is calling

what they are selling

their systems - including if they are who they say they are!

whether the customers have had good service (complainers normally out voice happy customers by 10 to 1)

how to avoid being conned where appropriate

Having read about the people calling me, I simply followed the system explained on the bulletin board - and then legally suppressed my data last week with LMB....

Rule3: if you are legally cold called, you can choose to suppress your data on their database. Just say: "I'd like my data suppressed on your database, I do not wish to receive any more calls from your company or the company you represent." Not following your instructions can result in an immediate sanction from OfCom

So, does cold calling still work? I was always amazed when designing call centres that marketeers would leap around like spring chickens with response ratio's of greater than 5% - to me, that just means 95% said no. And when I learnt about 100% cold calling systems, although they would get close to 100% agreement to a meeting (remember - calling busy people means they are busy: so no system can be 100% successful), my conversion ratio to paying/contracted customer fell on the back - from 3in4 to 1in3. Many would say at some point while we were shaking hands "and why are you here?"

Personally as a busy business person myself, I think a letter as an introductory system works to a better professional level. A friend who runs the UK's second largest call centre (they log everything - data tells them a lot, both inbound and outbound), tells me that 7/10 callers who call to sell to them don't know the name of the key executives - even though they are fully listed on their website! If someone writes a letter to them, which is clearly aimed at them, they normally always take the meeting. Its what they term "warm calling" (its normally followed up by a phone call from the salesperson), and gains an 80% plus conversion ratio. If you want to know how to write a great letter, start with Mike Southon's book "Beermat Entrepreneur" - the system I use starts with a letter like Mike's.

Cold calling - yes, you can learn a great system, but the moment someone (equally intelligent, busy and professional as you are), recognises you as a cold caller, then watch-out for the reaction. It may have nothing to do with you or your product, and often much to do with the fact you are cold calling - probably after someone like LMB!

When marketing goes badly wrong...

2008-03-24T10:09:00.000-07:00

In these modern times, it is often difficult to get traction for start-ups which are new into the market. Markets are crowded and there is much competition, so marketeers are forced to get more - creative. Often this leads to the use of what in modern terms be called "shock and awe" - in other words, I have too shock greatly for you (Mr/Ms Consumer) to notice my product.

Often, this leads to the use of sex in adverts - either in simile usage, or direct "do this, result: have sex:" the Lynx advert is probably the best send-up of the game which high quality perfume manufacturers and brands have been playing for a while.

However, some things don't need added sex - for instance, the radio advert for this event almost got me to drive off the motorway in shear shock. I wonder if they ask you would like milk with your tea and biscuits...?

UK immigration death sentences - targets over policy, compassion, thought, and common sence

2008-03-13T10:10:00.000-07:00

I have always though and believed that the UK was a fair and open minded society, but I am out raged at the actions of our Labour government.

When I lived in Kent, I knew what the immigration problem was - all I needed to do was to drive to Dover from Tunbridge Wells (optionally take a Shuttle to Calais), and count the number of people trying to break into my car, or act like rabbits in front of it for a lift to London. The other option when working in Croydon was to take lunch in the High Street (where the main appeals office for UK Immigration is), and see how many times you were asked for directions. Summary: I knew there was an immigration problem before the Government announced there was one.

The outrage of the public came when the volume of these economic migrants were exposed by the Daily Mail amongst others - bastions of the middle classes. So suddenly echo's of Michael Howard-esque policy came thundering from the Home Office, as migrants were viciously pursued and sent home - firstly with large lumps of cash on BA airplanes, now with an appropriate amount of cash on a charter jet.

However, the problem of this target driven system is - it forgets the humanitarian clause, which all countries who are members of the UN sign into. I guess in the case of this lady who was suffering from cancer, that because it was only a local campaign "fair care" means dumping you in a place with no care; where as the case for this young man who is also most likely condemned to a death sentence, is worthy of Home Secretary review.

I can't see that personally either case is deserving of a target driven death sentence on behalf of my country - but apparently, policy is driven by the media and the Government have lost it in their targets.

Please don't ask me why I can't vote Labour at the next election - I don't have pockets financially deep enough to afford the moral and humanitarian cost of them any more

Only 35% can buy 8Mb ADSL broadband, and NO ONE can get it

2008-03-13T10:08:00.001-07:00

This story in the news is interesting. Effectively it says.....

ADSL technology can't beat the laws of physics

But, more complexly it says.......

Your service provider, if you are buying 8Mb ADSL broadband, is lying to you

But actually, does it really matter? Well, yes, because as business people and consumers what it says is both good and bad.......

ADSL broadband is now so widely available with reasonable coverage at good competitive prices (good), that the sellers of such services to gain a competitive advantage are lying to their (potential) customers (bad)

One of the reasons that Post Offices are closing is this wide availability of ADSL broadband - you no longer need to sign on or tax your car (how ever expensive the new taxes are), at your Post Office - you can now do that online. This is possible because of ADSL broadband. Unfortunately, ADSL can't break the laws of physics - nor can the mobile phone networks: so much as thought it all works well in Bayswater, neither do in the centre of a mid-Wales valley.

I think the government need to do two things.......

1. Agree fair rules about the marketing of broadband. I think that will mean a disclaimer clause like those at the end of an investment advert, that explains that "markets fluctuate, and you may not get what you put back in;" the ADSL one would say that only x% of the population can get 8Mb ADSL, and actually you won't get 8Mb during peak traffic times

2. Agree an investment policy re rural services. This should include the creation of multi-functional premises - shops, post office, pub, etc in one place; and all should include a "hole in the wall" machine, a surf café and a mobile phone mast. If such an investment is not made, then any policy which claims to be green or rural is bunkum

Physics and being honest with consumers/voters - the way to save the rural communities!

Asda's in Aberpandy this Saturday?

2008-03-13T04:29:00.000-07:00

One thing that people never get about rugby in Wales, is that its not just a sport - its taken as seriously and as part of the fabric of life as a religion. Its a fair summary to say that if Wales lose on Saturday, it could be the best days weather in history - and Cardiff would still be like a wet and dank morgue. Win, and who cares about the rain ...... :)

My reintroduction to this fact was sitting on Radyr station a few years ago, when Wales were playing Scotland in Cardiff. Two little old ladies, one with a walking stick and the second with a Zimer frame, came bouncing down the platform wearing obligatory scarves discussing the detailed tactical intricacies of the present three quarter line versus the classic one of the 1970's...... ;)

Not to be left out at any point when a rugby event occurs, BBC Wales long ago invented the fictional valleys village of Aberpandy. As the Welsh like all celts have a fairly robust sense of humour, Aberpandy is what the PC English would call politically incorrect - much like a Welsh-set recreation of Ashes to Ashes, it includes blonde barmaids, men in tweed who drink beer; and the centre of life and culture is the rugby club. The present Aberpandy advert for BBC Wales coverage of the grand slam decider against France includes a man hitting his Peugeot with a large stick, and women getting excited about another Welsh try.

This classic of Aberpandy is from last years series for the Rugby World Cup coverage - but it does look like a recreation of what my local Asda's will be like at 17:00.

PS: And just in case you thought this was just a male PC phenomenon, look here - shot in the Hilton 4star hotel in Cardiff!

Property investment and financial planning ........ the NHS way!

2008-03-06T12:55:00.000-08:00

I love this story.

In background, after stealing £104,000 over three years, NHS GP's Practice Manager Dawn Beynon, 45, was caught out in September 2007 while on a £13,000 Caribbean cruise with her husband and three children, two of whom had been privately educated. The five doctors in the 8,000 patient NHS practice commented that they had simply allowed Beynon to look after the accounts "while they got on with treating patients" - hence why she got away with cheque fraud for three years!

The new case is for recovery of the proceeds of crime - in other words, the gain on the five property portfolio she had created with the money she had stolen.

Questions.......

Does it make you worry that £30kpa disapearing out of an NHS account wasn't spotted by the auditors or the owners/doctors?

Would the alarm bells have been ringing in your mind, if in your business your £30kpa practise manager started taking £13,000 cruises as standard holidays?

How much of a medal does the judge deserve? If she does serve time in jail for non-payment of the £250k, that will be just an additional punishment

And finally: what has it come to when NHS staff build their "property is king/though must have property" portfolio's to wash their stolen gains?

Whatever the answers, the morale of story: sometimes, there is justice!

How do you spend £50k pa on taxis? Join an RDA.....

2008-03-04T12:23:00.000-08:00

Something that amazed me when I first moved back to Wales was the reliance on grant based business culture:

Need to put a business plan together? Then there's a grant for that....

Need to a financial review? There's a grant for that....

Need to employ staff? There's a grant for that....

Need to train those staff? There's a grant for that....

Need to media launch your new business? There's a grant for that....

Want to make sure your carbon emissions are low, now or again next year? There's a grant for them both, and you can have another grant every year!

The grant culture is so endemic at times here, that its surprising that anything gets off the ground, and the first thing potential customer companies ask is - is there a grant for that? I recently advised an Ecademist to avoid the training sector in Wales - its so Euro grant reliant, there are three times as many registered trainers in South Wales as there are in the Bristol market, which is twice its economic scale

I had a conversation with a lady in a well know local authorities business development team nine months ago about available office premises in her area. Her response: I'm sorry, I can't tell you what premises are available at present, only because I am instructed to send you a form to apply for a grant, and the consultant you employ can tell you!

I was always impressed by Sussex Enterprise when I lived in Kent, the local merger in Sussex of the RDA, Council and Chambers of Commerce into one business focused agency and club: if you did business in Sussex, it was and probably still is the thing to join. I always wondered until now why Kent didn't have a similar set-up - now I know what went on at SEEDA!

Grants - are they helpful to business culture, or not? I think in theory probably yes, but in application its a kind of pigs feasting breakfast, with poorly defined objectives which are rarely measured.

Hint - wash before you interview (I am amazed I ever had to write that)

2008-03-04T06:41:00.000-08:00

This article from leading sector publication Recruiter magazine from a REC survey got me thinking - who turns up for an interview before washing?

Personal hygiene has been cited as a key problem among job hunters with 47% of recruiters questioned that they had received negative feedback from employers on this, according to a survey by the Recruitment and Employment Confederation (REC). The survey also revealed anecdotes such as a candidate turning up in a ball gown for an interview with a fashion company, another candidate claimed he was very proficient at Sony PlayStation, several candidates tried to charm their interviewer by offering them sweets and one candidate was too vain to wear her glasses at interview and mistook a cupboard for the exit on her way out. Almost all respondents (93%) had received feedback from employers about a job hunter's interview appearance with 16-20 year olds identified as the worst offenders for dressing inappropriately. Casual clothing was an issue according to 63% of recruiters with one-in-four (23%) mentioning inappropriate footwear, one in three (29%) citing revealing clothing and one in five (19%), excessive jewellery.

I think the best I have had so far are the motorcyclist who got wet in his dry suit (lovely wet patch under his £500 suit jacket), and the guy who had just eatten Chinese noddles for the first time in ages - and had splattered sauce all over his shirt, jacket, trousers, hair, shoe's......

And they wonder why I had out an interview preparation sheet before I ever send anyone for interview...... ;)

The difference between - the UK and the USA?

2008-03-03T09:30:00.000-08:00

Theodore Roosevelt, 26th U.S. President of the United States said....

"Far better is it to dare mighty things, to win glorious triumphs, even though checkered by failure than to rank with those poor spirits who neither enjoy much nor suffer much, because they live in a gray twilight that knows not victory nor defeat."

I am personally convinced that if this one statement can, these few words sum up the difference between the USA and the UK.

But does it also summarise the difference between the entrepreneur and the corporate lifer? And is it why so many that fail in corporate life, succeed in their own business? These types are difficult to manage, as they constantly challenge - but its why they float so well on the ocean.

Thoughts? And what about the Aussies...... ;)

A whole new game? Or perhaps just an old one revamped...

2008-02-29T09:14:00.000-08:00

Here are a selection of people asking for a game - can you guess what?

Bi women only, happy with couples

females who have yahoo or msn for chatting

(from a man) a game with B I and married guys only

looking for kinky woman between 21-35 who is into fetishes and willing to talk ;)

If I mentioned that it's originators are currently in a copyright and trademarks dispute with two of the worlds biggest games distributors, would that help? OK, how about this request....

Looking to play with a naughty woman... it'd be great to have some friendly exhibitionistic/voyeuristic msn fun xxx fun! Oh... and some Scrabble too!

I remember my mother and my grandmother being wizz Scrabble players, and wanting us kids to play continually to learn how to spell - so imagine their or any parents delight at an online version: or perhaps not!!!

Scrabulous - where the MyLittlePony club come face to face with the MyLeatherClad club. Each to their own, but will Scrabulous be both Facebooks greatest application, and its eventual (legal and moral led) downfall?

I think - YES. It's really just a matter of time.....

It's sunny, it's hot - but what about the flooding?

2008-02-27T01:30:00.001-08:00

Why is such simple information, when available online, not available to the Estate Agents? Or is it simply professionalism that they "can not" gain this information? I have just got off the phone to one agent, and her answer was: "I have never been asked that question before. Any way, they are new houses - so they are bound to be OK!"

Ha: right in the middle of a Grade2 flood risk zone, rated by the UK Environment Agency as: "Flooding from rivers or sea without defences." When the Association of British Insurers are asking the government to commit more money to defences and plans, why are Builders and Estate Agents selling houses in risk zones with no defences?

When it's probably the most expensive thing you will buy in your life - should these Agents be at least aware if not also professional?

20 years on from Suzie Lamplugh....

2008-02-27T01:23:00.000-08:00

...and it appears little has been learnt about personal security in the Estate Agent industry.

Having sold my house in Kent, my agent would tell me: the names of the people turning up; that they had met them; and that they had passed money laundering regulations: their security procedure. You don't need the money laundering regulations/ID proof at that stage - but what a useful security check!

Viewings in Wales, and booking over the internet/phone in my name alone, I never received one confirmation phone call or other wise - just a confirmation via eMail of when/where. And all of the showers: single women! I asked one agent what their security check was - your landline number, and them phoning in to sat they arrived. The areas I am looking at are densely populated: but were those not the conditions that Suzie Lamplugh disappeared under?

Having worked in a field where entry to someone's home was a regular occurrence, we were subjected to rigorous checks - but some Agents seems happy to let anyone in to your house! From a personal perspective when viewing, I gave each agent without asking my car type/colour and registration number - I would have thought that even a basic piece of information like that was worthwhile.

It disturbs me that 20years after Suzie Lamplugh, even basic personal security is still lacking - particularly in the Estate Agent industry

Reasons to stay in bed on a Sunday: the GMTV Sunday programme....

2008-02-27T01:19:00.000-08:00

If you are in doubt as to why to get up late on a Sunday morning, can I add to your reasoning and snugness beneath a duvet the GMTV Sunday program.

As a lover (some would say obsessive) on the subject of news, its not really something news worthy or pleasureable to watch. Its not GMTV's normal "light sofa fluff," and much as though they try to give it a Radio4 serious feel, its not there with guest's who wear ill fitting paisley ties and M&S jumpers and speak on their subject with little knowledge, perspective or gusto.

I suggest that if you get up early, or switch the TV on between 06:00 and 07:30 on a Sunday morning, you just don't touch button three. Honest, save the energy for extra snuggling!

Online social networking - costing UK companies £6.5M AND as unstoppable as gravity?

2008-02-27T01:17:00.000-08:00

From the recruiters stand point, I have watched the debate on online social networks with some interest.....

It's the bain of corporate life - sucking precious hours from the day, and distracting employees to a 24hr water cooler conversation

It's an essential of modern life - as much part of life as texting, pop music and fast food

For the recruiter, its a godsend! As this article suggests, ANY employer who now doesn't Google all applicants is missing out on essential information. I interviewed a guy a few months back, who on his CV and a few background checks seemed a 10 out of 10 applicant - however, his MySpace page suggested he enjoyed a regular joint and the odd bit of white powder: oh, and an active social life at the local swingers club.

I personally still believe that all should have the right to a private life, and what goes on behind closed doors/in the bedroom is your choice as a consenting adult. But if you plaster it all over the web, what would you do if you were the employer?

I pointed out to my interviewee that there was much information on him in the public domain, and much as though drugs were more acceptable and part of modern life, the employer I was searching for as a result of their customer contract required all employee's and hence applicants to under take a drug test on application, and then after at the customers behest. This generally meant that applicants would need to be drug free for at least three months prior to the test, bar the odd joint trace element - could he make that standard? He understood the requirement, and withdrew his application.

I think employers blocking social networks is quite a childish and naive manner in which to address something which is quite essential to the lives of those under 30. I remember when internet access first became widely available to all employees in my former corporate employer, and they introduced a "key word" blocker which meant that (for instance) search strings associated with sex were blocked. My innovative group of engineers found that searching on related words they found in Roget's Thesaurus allowed to still access such sites - not that they wanted to, they just wanted to prove it could be done.

Today, the number of young people coming into the market is reducing, due to a highly decreased birth rate. Hence, employers wanting new recruits need to take broader attitudes to attracting and retaining employees - cellphone bans in entire campuses, lunching at desks (because there's no where else to go), and bans on social networking sites all add up to signs of an oppressive/control freak employer. Getting employees to recognise the problems of ringing cellphones to customers and their work mates, providing some form of rest area or access to online entertainment/education, advising on monitoring of networks and expecting employees to only use social networks and MSN messenger during break times - are all signs of an employer trusting employee's to be adults and make sensible choices. Happy employees attract more happy productive employees, and put recruiters out of a job (Ha - if only! Its interesting to think I have a job because of a low birth rate, and people wanting career development...)

So, back to the debate - is social networking "As much part of life as texting, pop music and fast food" and something "We can no more prevent them than we can prevent gravity. So we might as well get used to using them effectively."