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

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?

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?

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?

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?

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?

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

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?

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

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

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?

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?

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?

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?

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?

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

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?

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?

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?

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?

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.