Portfolios as Valuable Accountability Tools

Yesterday we discussed how to use a brainstorming session to recall the value you have brought to an employer. Today I would like to present the idea of establishing a current professional portfolio.

Portfolios are a necessity for many professions, especially during the hiring/interviewing process. Artists, Public Relations Specialists, Journalists, Photographers all use portfolios to track and demonstrate skill and ability.

However, many professionals outside of the artistic and creative fields have never considered a portfolio of their own. I propose that a portfolio is a valuable tool of accountability and establishing worth. Regardless of your profession, a portfolio is an important way to track accomplishments and value. In fact, it may serve as evidence of indispensability, backing up your next promotion, protecting you from downsizing, or convincing a new employer to hire you.

Start your portfolio today! Have tangible proof of your value.

Sample portfolio ideas:
Current Resume/CV
Performance Reviews/Evaluations
Customer Feedback/thank yous
Letters of Recommendation
Samples of Work (advertising designs, lesson plans, writing samples, business plans, etc.)
Professional Development--conferences, lectures, training
Certifications
Awards
Survey Results/Data
Summary of important projects
Goals/Objectives
List of accomplishments, clients, etc.
Tracking list of number of clients/customers assisted

Remember to keep your portfolio updated for best value!

What else have you included in a portfolio?

Brainstorming

I can't say it enough. Brainstorm!!

I reviewed a resume with a client today. He was applying for the Director position with the same organization he has been the Assistant Director for nearly 2 years (in a high turnover field) and has even worked in the capacity of Director during the director's medical leave. That alone, he should be a logical fit. However, his resume was boring and lacked energy. Rather than summarizing why he has been such a good contributor to the company, he emphasized vague and typical duties like, "Implemented staff training;" "Supervise employees;" "Set and monitor staff goals."

As a current employee, his employer already knows what his typical day looks like. Thus, it is important to highlight and account for WHY YOU HAVE BEEN SO VALUABLE.

Instead of focusing on the typical daily tasks, brainstorm to remember all of the activities you have been involved in, the accomplishments you have made, and the results of your hard work. I like to ask the basic questions:

Who:
What:
When:
Where:
How:
Why:
What have you done better than everyone else?
What makes you stand apart?
What are you most proud of?
What would not have happened if you were never there?

After brainstorming, we were able to conclude some of the following Director appropriate skills:
*Implemented new training course, evaluating to fit specific needs of students--fast, identifiable results & positive feedback from all staff
*Problem solved retention problems with a team, presented to stakeholders
*Advocated pay raises, adapted work weeks, and vacation improvements, reducing 130% turnover rate significantly (he needs to speak to HR to define exact improvement)
*Took initiative to bring off-site training by becoming a certified teacher, saving significant time and company $
*Planned company morale building party for 150 employees and families
*Planned company party on 1/2 budget
*Worked as both Assistant Director and Director for three months
*Accounted for Program budget, meeting with stakeholders and other directors
*Liaison between organization's program directors
*Trained over 200 staff, developed and delivered own curriculum

Do not settle for the typical. Brainstorming can help you remember and define the difference you have made--for both current and new employers. Use concrete examples, numbers, and results to speak your worth!

Contact me if you need help defining your skills, accomplishments, and abilities.

Too Picky

I had a client today that is looking for a low-skilled, 'get through school' type job. We looked at several dozen potential positions, many that looked quite promising--to me, at least. However, he easily found a disqualifying reason not to bother applying for any of them. Boring. I hate working with people. I don't like spreadsheets. I want to be paid more. I don't like the hours. . .

There are times where selectivity is important when looking for a position. To many people, it is important to find a job one can enjoy. And it is even more important to find a position that pays enough to support a living. We have been lucky the past few years, especially in Utah because there were many more positions than there were people to fill them. However, as the economy continues to take its toll, jobs are becoming harder to find. And competition makes it even harder to actually find a job. Sometimes looking for the perfect job is a great way to stay unemployed. Sometimes I think a job seeker is simply too picky.

Interestingly enough, I often find this dynamic especially true for clients with limited skills. It seems the least skilled clients want the most prestigious, highest paid, interesting or cushy jobs, yet they do not want to meet any of the requirements. Perhaps there is a connection between their attitudes, work ethic, and entitlement.

Don't be entitled. Understand what value you bring to a company and what expectations are realistic. Match your "need" for a job with your level of selectivity. And do not simply apply for one or two jobs here and there. A job search is, more often than not, a number's game.

It's hard for numbers to work for you if you don't have any numbers.

Realistic Expectations

I attended a training meeting today about career decision making. One of our discussion points was realistic expectations.

If you are trying to decide your career path, do you have realistic expectations about the following?

1) What do the day to day operations of that position entail?

For example, being an archaeologist is more yard-work than finding historic specimens. Even then, there are tedious procedures required to extract the item. School counselors often spend more time on paperwork and schedule changes than counseling and interacting with students.

2) What is the outlook of that position/field?

Some positions may pay very well, yet do not have a positive outlook as job openings decline. Outsourcing, mergers and technological advances replace many jobs that were once prevalent.

Has anyone been to Detroit lately? Compare the difference between now and before the auto industry closed plants.

3) What are the skills needed for this position?

Many positions require more skills than one would assume. Both doctors and dentists are self-employed. How skilled are you at accounting or business management? And what about watching patients die? Can you handle it?

4) Do you understand the most appropriate path to take to get into/advance in that position?

Do you understand the requirements, but even more, the recommended path to a specific position? Often, majoring in a specific area is not enough. Medical professions often require extensive job shadowing experiences. Public Relations professionals often require a portfolio of professional or published work. Psychology graduate programs look for experience and or research. History majors are usually required to take the GRE by October of their Senior year to be admitted to the next fall's grad program. Sometimes taking the recommended classes are not enough for admission or to have an edge over the competition.

Essentially, it is important to know enough about a profession to make a sound judgement about your interest and ability to perform well in that position.

Recommendations:

1) Research outlook, pay, competencies, etc. of positions. One great resource is the Occupational Outlook Handbook by the Bureau of Labor Statistics.

2) Talk to professionals in that profession. Ask for an informal interview to discuss recommendations, day to day operations, requirements, misconceptions, pros and cons, satisfaction, etc.

3) Job shadow. If you are a student, contact your counselor or career center and they should assist you in finding an opportunity. Or contact professionals on your own to watch their daily operations.

4) Attend information sessions, forums, and lectures. Many colleges and universities hold meetings and forums to discuss various careers. Several government and private agencies also hold meetings for the public to discuss career openings and details about the positions.

5) Visit a career counselor or school advisor. They can offer valuable resources and insight.

***6) Participate in an internship or co-op experience. Try the job on before you committ to it, while also obtaining skills and experience. It may confirm your fit or lead you in a completely different direction.

Career Opening of the Day

Executive Director
Company: Boys and Girls Clubs of Utah County

Location: Provo, Utah

Salary: Competitive salary and benefits package

Posted Date: June 27, 2008

Job Description:The Boys and Girls Clubs of Utah County is searching for a talented professional to lead our organization into the next decade. If you are interested in being considered for this position, please submit a resume, cover letter and salary history to Bryant Larsen, search committee chair, at search@imail.org by Monday, July 14 at 5 p.m.The executive director of the Boys and Girls Clubs of Utah County reports to a volunteer board of directors. This individual is responsible for providing leadership to the organization, overseeing strategic planning, fund-raising, operations, programming, staff development and marketing for the club.The BGCUC operates programs at a club house in Provo, as well as three satellite sites. The organization serves more than 7,000 kids. The club has experienced tremendous growth in recent years and is located in one of the fastest-growing communities in the country. This position is based in Provo, Utah. We offer a competitive salary and benefits package.

A complete job description is posted on our website at http://www.bgcutah.org/.

Questions? contact Andy Anderson at 801.830.5707.

Contact Information: E-mail: search@imail.org Website: http://www.bgcutah.org/

Why an Internship?

Whenever I meet with college students I make a special point to emphasize the importance of an internship or even better, more than one.

"An internship?" they often say, "What's that?"



An internship is almost a necessity in today's world for current college students. For so long, young adults were simply encouraged to "Get your degree and you'll find a job," but times are changing. Employers are increasingly interested in skills and experience. Yet, how do college students gain experience and job-related skills if no one will hire someone without those same skills and experiences? An internship is the solution.



I've heard that nearly 90% of employers offer internships or would be interested in participating in an internship experience. Internships often are mutually beneficial to both intern and employer. Employers have the opportunity to train and test a potential employee without a formal, long-term commitment. And interns gain and apply skills in a real-life setting without the accountability required of a full-time employee. Professionalism is expected, but mistakes are met with greater tolerance as it is often expected for interns to be a little green.


To avoid mistakes and make the most of an internship, interns should ask a lot of questions and look for feedback to improve their skills. This is a great opportunity for students who are uneasy about how their education translates into real work readiness to recognize how prepared they are and what they can do to make up for any deficits. For instance, many of my students say, "I'm graduating soon, but I'm just not sure if I really know how to apply my education to a real job." The answer--get an internship and practice and apply your skills.


Internships can be a great opportunity to network, gain references, and possibly find a career position. Many companies extend full-time offers to interns within their organization. Every intern should be on their best behavior at all times, even if performing mundane tasks. You never know when a coffee run could lead to a full-time opportunity. Interns should build positive relationships with their coworkers and mentors as they will serve as valuable references and networks. While the internship company may not have an opening, co-workers may know of alternative hiring sources or they can write a glowing letter of recommendation.


Internships can also help the decision making process. Many students make career decisions based upon what they think they would like to do or what notions they have about the day-to-day tasks of a particular field. For many, an internship clarifies the fit--or lack of fit--of a particular position. Others are introduced to new avenues never before considered and use the internship to springboard them into a completely different career. Consider an internship if you would like to "try on" your potential career. It can save a lot of time, money, and anguish to realize that a particular career is not for you BEFORE you invest years of education, only to change paths.

Interns typically get hired faster, easier, and are paid more money than students who never participated in one. If you are a student, consider at least one solid internship experience. And if you have time, do more than one! Resist the temptation to take the quick and easy PT "get through school" job and instead, branch out and gain experience through an internship. You will not regret it!

Contact me if you would like help in locating and applying for an internship opportunity or if you are an employer interested in hiring an intern.

Quick Interview Tips

#1) Prepare a 1-2 minute statement about yourself to answer the initial "Tell me about yourself question."
Too many interviewers think they can wing this question, when in actuality, it can be one of the most challenging questions to answer. Keep it relevant. We don't want to know about your last scuba trip, how you are "such a people person, I just love people!" or how you worked job 1, job 2, job 3, job 4, . . . "So yeah, that's me!" Instead, remember that anything you tell about yourself should be purposeful. I recommend adding a personal/memorable touch to your professional background by relating your background, where you are now, and why you are a good fit/interested in this position.

#2)Be specific and give examples that demonstrate results for each question.
Everyone says they are hardworking. SHOW, don't just tell them you are hardworking. Instead, paint a picture about a specific time you demonstrated that ability. Give examples even on questions that do not specifically ask for one. Show results, show how you have performed in the past. Make it clear to the employer that you will obviously offer similar performance for them if given the opportunity. Help them see the connection of "What's in it for me if I hire this person?"

#3)Pause and think before you answer questions.
Too many individuals think that silence is awkward and fill in the gaps with less than desirable alternatives. Replacing, "um, uh, hmm, well" with a 5-10 second pause can actually add credibility and will also give you time to think about a solid answer. This also helps reduce rambling and fillers.

#4) Don't leave the "What is your greatest weakness?" question for the fly.
Prepare to discuss your weakness for every interview. Leaving it for a quick thinking response is risky as many people do not realize the liabilities they suggest about themselves. Even something that sounds innocent on the spot may in fact draw the red flag from an employer. While it is important to be honest, many people are a little too honest and choose their worst weaknesses, "I talk too much instead of doing my job." "I pretend to listen, but then do my own thing anyway." "I am always late."
Also avoid cliches. According to most interviews I have conducted, at least 90% of the population are perfectionists. It's simply not true; it's insincere; and it's overdone. Use something unique or something that requires some sincere thought.

#5)"Why should we hire you" is the most important question.
SHOW why they should hire you. Offer results, bold statements. Make it clear what is in it for them. Do not simply tell them a long list about how you are "hardworking, love people, and dependable." Guess what? Everyone is saying those same things. Instead, tell them about your passion to make an impact; or the difference you made for your last employer and how clearly you will offer a similar result. Make it memorable so when they are discussing the candidates they will remember you. Lists are not memorable.

#6) Prepare questions to ask.
Asking questions shows interest in the position and company, as well as preparation. Avoid salary and benefit questions--let them bring it up. Salary will never be a surprise when you are hired. Ask questions that show you would like to see how you would fit into the company. Ask questions that help you determine if you would actually want the job. Ask questions that reflect knowledge of the company and its objectives.

#7)Send a thank you note.
Send a thank you note as soon as possible to all members of the committee. Use this as an opportunity to reiterate your strengths and interest in the company/position.

*Oh, and be sure to always go with the suit! Better to be safe than sorry. I know hiring managers who refuse to hire anyone who does not wear one. Being overdressed is the safer possibility--it shows professionalism, pride, interest and respect.

Awesome Internship of the Day

KSL TV News Internship

Organization Name: Bonneville Communications

Work Schedule: 16 hour week/2 days to be arranged (M-Sat)9:00 a.m. – 6 p.m. (8 hour days)
Hours per Week: 20
Wage/Salary: Non-Paid
Salary Negotiable: No

Job Description:
KSL is pleased to announce the availability of an internship in the News Department. We are looking for students who are interested in a NON-PAID learning opportunity, where they can extend their television broadcasting education beyond the classroom.
PURPOSE: This KSL News internship is designed to provide students with a strong interest in broadcast journalism an opportunity to gain an insight into the operation of professional TV news production.

POSITION REQUIREMENTS: • Needs to be registered at a university, college, community college or vocational-technical institute on a full-time basis. Priority will be given to students of junior/senior status, or in the last year of a community college or vocational-technical program. • Prefer someone working toward a career in broadcast journalism. Applicant needs to be in good academic standing and possess knowledge of current events. • Needs to be organized, able to meet deadlines and be a self-starter. Proven ability to be precise and accurate. • Good writing, production and conversational skills to transmit information clearly and efficiently. • The internship will cover a quarter/semester period of approximately sixteen (16) hours per week, with a schedule to be arranged by the intern, the intern coordinator and the intern's academic advisor. • Work in compliance with Company policies and procedures. • Work effectively in a team environment. • Maintain a positive and cooperative rapport with staff, management, and clients. • Proven ability to handle stress. • Project an appropriate professional appearance and demeanor. • Final discretion as to assignments while participating in the internship program will remain with KSL. • Persons participating in the KSL-TV News internship need to understand that no guarantees are given for future employment. KSL may terminate internship at any time. • Final selection of a KSL intern from among those expressing interest rests with KSL. • Must sign and abide by the Internship Agreement. University or college must also sign and abide by the agreement. PHYSICAL DEMANDS: • Substantial physical movements (motions) of the wrists, hands, and/or fingers. • Receive, process, and maintain information through oral and/or written communication effectively. • Ability to extend hand(s) and arm(s) in any direction with good eye and hand coordination. • Lift, move, and carry up to 20 pounds on occasion.

THE APPLICANT MUST SUBMIT: • A completed internship application form. • A current academic transcript (preferred). • A letter from the applicant's university or college verifying arrangement of credit for the internship. Qualified candidates are invited to download the application available on our web site. Questions can be directed to Human Resources at (801) 575-5777 or kslhr@ksl.com. We do not allow walk-in candidates. To be considered an application must be submitted by fax, email, or mail for current posted position(s). Resume is accepted when accompanying our application. Unsolicited resumes will not be accepted.

55 North 300 West
SLC, UT 84180
Online Map
Phone: (801) 575-5777

Post Date:
07/01/2008
Expiration Date:
08/01/2008

What if you never hear back from an employer?

I received the following email from a client:

"I interviewed with them on the [date]. Employer 1 who was supposed
to interview me couldnt make it, so I interviewed with a guy named
Employer 2. He said he would get back to me by Thursday. On Friday I
sent an email to Employer 1. The following Tuesday, I called to talk to
Employer 1 but he was out at their other facility. I asked if I could talk
to Employer 2 but the secretary said that for hiring inquiries, it would
be better to talk to Employer 3. She had left for the day so I was
transfered to her voice mail. I left her a brief message explaining
what was going on and my call back number. She never called me back.
Its been over two weeks and I havent heard anything from anyone. I
thought I had a pretty good interview. What should I do?"

Interviews create a lot of anxiety, especially when it is for a position one really wants. Waiting to hear back can be excruciating, much like the way I remember feeling after taking the ACT or GRE. After all that effort, you want to know the results right away, not sit at home and wait for the answer to finally arrive, wondering if your assumptions of your performance were at all accurate.

This client approached this situation with maturity and confidence. Contacting the employer the day after the agreed upon follow-up date was completely appropriate. It demonstrated proactivity and continued interest in the position. It is common for companies to become unexpectedly busy, so this client's persistence was a good refresher for the company about this individual's candidacy.

In speaking to a colleague about this situation, she suggested the following,

"This is not that unheard of in busy companies.

If the location where he interviewed is close, he should
1. walk in again with a thank you letter for the person who interviewed him and

2. at the front desk he should request an appointment with the person who will be making the hiring decision. This is not making a nuisance of himself...it is being proactive and professional. He should follow up until he is actually turned down if he really wants this position.

3. If he could make some business cards with his EVP [Employment Value Proposition--why he is the best candidate/what he will do for the company] on it that would be effective and put one in the thank you letter for the interviewer and mail one to the person who makes the hiring decision inside a follow up letter. He should make it clear in the card and in the letter how he can help this busy company -come across as the answer to their concerns.

Professional persistence is 9/10 of the game."

Thanks Sue for the great advice!

"Tell Me About Yourself"

I think I have briefly discussed this point earlier, but as I continually see such lack of preparation and professionalism in regard to this question, I'd like to emphasize it again.

One interview question that can essentially be found in every interview in one form or another is the "Tell me about yourself" question. Because it is the opening of nearly every interview, I am constantly amazed at the lack of preparation and especially the surprise people seem to have when I ask them this standard question. Most people seem to think they can wing it, but in reality, this is one of the most difficult questions as there are so many things someone could say about themself. Most of the time it turns into a directionless ramble.

Some recent examples I've encountered (many on a regular basis):

"Hmm. About myself. . . What would you like to know?"
In the employer's shoes, it is pretty perplexing and annoying to receive this answer. No, an employer does not want to know about your waterskiing successes and that you are a fun-loving individual. This is not a time for a biography. We want to know why you are here; why we are bothering with this interaction in the first place. We want to know your background and credentials.

"Well, I am just a happy, outgoing, bubbly person that just loves to be around people! I just love people!"
This answer is incredibly cliche and almost juvenile. When I received this response the other day, I wanted to roll my eyes--it was just a little too high school cheerleader. Plus, I'd rather figure out that you are a happy, outgoing, bubbly person on my own, through your behavior. You shouldn't have to tell me.

"I am 19 years old. . .married. . .2 kids. . . divorced. . . on welfare. . ."
Remember that this question is still part of the first impression. Plus, age, race, family status, etc. are protected--an employer cannot ask those questions so they cannot use that information against you. When you offer that information voluntarily you may be potentially emphasizing what an employer may see as a liability (i.e. having a baby and leaving; you are too young to be professional; you are so old you will retire soon, etc.).

"I grew up in . . . I like to do this. . . I worked here. . . I worked there. . . I worked somewhere else. . . I worked another place. . . and, uh, yeah. . ."
While this question should focus on background and experience, it should not be a vague list of all the jobs you have ever had or a ramble about your life. Be purposeful and effective.

Instead, one should prepare a 1-2 minute statement, essentially a sales-pitch of themself. It should be to the point, purposeful, and highlight the reasons why the employer should want to continue the interview. It should highlight professional qualifications and experiences, but also show a little bit of personality.

One strategy I have found effective is to 1)talk about your background; 2) discuss where you are now; and 3) how you this new position incorporates into where you want to go.

For example:

"As a sociology student in college, I realized I did not want to spend my time at a computer compiling statistics and surveys, so I began considering my other options. I remembered my high school counselor, the lack of direction and even the discouragement she offered me by telling me that I wasn't smart enough for this class or that college. I wondered, what ever happened to those other kids--the ones that didn't have a supportive family or realize their own potential? I realized I could do so much better with that position--I could help those that didn't have the help elsewhere. So after graduation, I worked as a counselor at a treatment facility with delinquent youth, where I could practice my counseling skills and help young kids see their potential. After nearly two years, I enrolled in graduate school at the University of North Carolina at Chapel Hill and studied school counseling.

While there I had an internship in two different high schools. I began to see a deficit in career planning. Many of my graduating students had no idea what they were doing after high school. They had no plans, they lacked direction, they were confused. I worried they would simply find the first job that came along and inevitably be stuck in a low-paying, directionless job. Career development became my passion and I sought to improve their preparation. I developed a 3 session classroom guidance unit and delivered over 55 class sessions--a feat my classmates and professors said was unheard of because teachers "didn't have time" to let counselors take up their valuable class time.

When I saw this position as a career counselor, I knew this was the perfect match for me. I am excited to apply my passion for career development to older clients and have one last chance to make up the deficit many students experience throughout their teenage and young adult lives. I am confident my experience in behavior-based modification and counseling is just what you are looking for. . ."

This script is not perfect, but I think it is memorable, personal, and genuine. Moreover, it highlights background and experience without superficially and vaguely listing past experiences. Plus, it is purposeful and relevant.

Nice email

I received a nice email today from one of my clients. This is the second time he has passed on the skills we have discussed together to help one of his own colleagues find success.

Also another resume success story:

I was helping my co-worker with her resume, and she said her husband needed
help with his. I helped her with his. He has been looking for a job for
about [4 months]. He has sent out resumes, made phone calls for the last 4 months.
After I helped her with the resume, they have had three calls. One
interview, and even a job offer.

She is really excited! She also paid me $20!

Thanks for your help, I am passing on the knowledge.

Repeat Client

Common Sense: Arrive on Time!

I had a scheduled mock interview today. After waiting 30 minutes, my client finally called to let me know he was almost there and ready to begin the interview. To keep the situation real, I instructed him not to bother making the appointment as I would not seriously consider hiring him. And, with my completely booked day, I simply did not have time to squeeze him into our remaining time.

A little instruction on what should be considered common sense:

• Arrive on-time to interviews (some say if you are not 5 minutes early, you are already late)
• If circumstances prevent you from arriving on time (and the circumstances should be more legitimate than sleeping in or forgetting to put gas in your car), call AHEAD of time
• Leave earlier than you normally would, account for possible traffic delays/parking, and consider finding the location the day before so you do not get lost

"I'll Pass"

During a mock interview the other day, I asked a question my client apparently had no answer for. Rather than take a moment to think about a relevant example, she simply replied, "I'll pass on that question."

I wonder if she has enough common sense to avoid that mistake in a real interview. If I were a real employer, "I'd pass" on hiring her.

The Power of the Handshake

I don't think we actively consider the power of a handshake until we encounter a really bad one. Perhaps it is the one that crushes every bone, the handshake as limp as a dead fish, the one that nearly vibrates our arm off, or the sweaty palm; each is equally uncomfortable and distasteful. In the career world, a strong handshake is vital. The handshake is a bigger deal than it seems like it should be because it is a symbol. A symbol of friendship and acquaintance, a symbol of assertiveness and confidence, essentially, a symbol of power and maturity.

In my experiences, I remember two types of handshakes: the strong, confident ones and the weak handshakes. The handshake is particularly important in networking and interviewing, especially as it is usually an accomplice to one's first impression. How do you want to be remembered? Strong, confident, and competent? Or wimpy, weak, and mousy? It seems like women are particularly uncomfortable with using a strong handshake. This is perhaps a reflection of social norms encouraging women to exude humility and avoid situations of power. However, a strong handshake is an important tool in asserting competence and the general ability to "make it with the boys." Already often considered the "weaker sex," women can make a confident statement about their ability to compete by demonstrating their comfort with using a strong, assertive handshake.

I always assumed the handshake as both a greeting and a farewell was a social norm, and thus a given. However, just last week I encountered a perplexing situation where this was apparently not so. At the conclusion of an interview, our committee arouse, hands extended for the customary "Thank you for the opportunity, it was nice to meet you" handshake. But rather than engage in our formal farewell, the individual simply gathered her belongings and rushed out the door. Let me just say her chances for the position were completely destroyed at that point.

Take a look at the Top Ten Bad Handshakes and see if your handshake is on the list:

http://www.wikijob.co.uk/wiki/Top_ten:_bad_handshakes

Red Flag

I looked over a resume today that from the start looked great. PhD, a lot of relevant experience. However, within 15 seconds I knew that if I were hiring, I would never seriously consider this candidate. Rather than relate skills and qualifications under this person's most recent position, there was a long paragraph relating the reason why this person was looking for another job. This was an entire paragraph summarizing the "injustices" of the current position and the wretchedness of the employer.

Unlike a real employer, I continued reading and found similar reasons for leaving previous positions--things like being unappreciated, working for jerks, being unfairly fired, etc.

It may be true that any logical and reasonable person would agree with how horrible these situations and bosses were, but instead of empathizing with this individual, I saw an unprofessional, tactless "victim" and not a resilient problem solver with interpersonal skills and good judgment.

As a general rule--NEVER badmouth a former employer. It can backfire and cause potential employers to wonder about your own track record, perceptions, and potential to mudsling them. It is always classy and professional to take the upper hand and show respect to former employers, no matter how awful they were.

If you need ideas on how to appropriately approach questions about former negative work environments or employers, please contact me.

Bland Resumes

I spend a lot of time each week revising and editing resumes, as well as teaching clients how to write successful, eye-catching resumes. I see a common theme for most resumes I see--they are boring and only speak to the specific tasks someone performed in one position. Ex.

Burger King

• Flipped hamburgers and prepared food items
• Cleaned restrooms and tables
• Took orders for customers
• Used cash register

While these tasks can be important, unless an individual is applying for, let's say, McDonald's, these skills will do very little for the internship or career position an individual is applying for. Instead, it is important to focus on accomplishments and transferable skills.

Ex.

Burger King

• Collaborated with team of 12 individuals to efficiently prepare customer orders, ensuring customer satisfaction
• Used listening skills, problem solving, and mediation to de-escalate angry customers and resolve complaints
• Took initiative to devise new cleaning procedures, increasing efficiency by 25 minutes per night and improving overall cleanliness of restaurant
• Accountable for over $20,000 each night, counting, reconciling and depositing till at closing

With this new version, new skills and qualifications emerge (as highlighted in red), even though we are speaking about similar tasks--i.e., flipping burgers, cleaning the restaurant, and working the cash register.

Make your resume stand out more by incorporating transferable skills and focusing on what you really did to make a difference. If you are not proud of something you did at a job, leave it off your resume!

Please contact me if you have questions or would like help with improving your resume. More resume tips later.

Illegal Interview Questions

I was furious when one of my friends told me about her latest job interview. These are the questions (and the ONLY questions) the interviewer asked her:

1. "Are you married? How long have you been married? Well, that means you are going to have a baby soon and we don't want someone who will be leaving."

2. "Well, what does your husband do, we need to know he has a stable job and will not relocate in the near future."

She did not get the job.

Both of these questions were illegal, especially as most people would guess she did not get a job offer because she was a young (mid-20s) newlywed. My friend chose to answer the questions honestly, although she sensed the intentions may not have been appropriate. Thus, it is important for individuals to understand their rights before entering interviewing situations.

The following personal information is protected and should not be discussed as part of an interview:
Age
Race/Color/Ethnicity
Sex
Religion
National Origin/Birthplace
Disability
Marital/Family Status

One important thing to recognize about illegal interview questions is that they often occur out of ignorance, rather than malicious prejudice. Often questions have innocent intentions. The following examples are from collegegrad.com

http://www.collegegrad.com/ezine/23illega.shtml

Questions related to location of birthplace, nationality, ancestry, or descent of applicant, applicant's spouse, or parents.
Example: Pasquale--Is that a Spanish name?
Questions related to your sex or marital status.
Example: Is that your maiden name?
Questions related to race or color.
Example: Are you considered to be part of a minority group?
Questions related to religion or religious days observed.
Example: Does your religion prevent you from working weekends or holidays?
Questions related to physical disabilities or handicaps.
Example: Do you have any use of your legs at all?
Questions related to health or medical history.
Example: Do you have any pre-existing health conditions?
Questions related to pregnancy, birth control, and child care.
Example: Are you planning on having children?

Answering illegal questions is up to the judgment of the interviewee, especially as one determines how interested he/she still is in the position and the intent of the interviewer. Often, I recommend the strategy of bi-passing the illegal question's direct answer and answering the intent of the question.

Examples:

Q: Do you plan on having children soon?
A: "My personal life has little to do with my capacity to fulfill the requirements of this position."

Q: You look so young! How old are you?
A: "I assure you, my experience and education qualify me for this position."

For more information on how to appropriately handle illegal interview questions, see the article on monster.

http://career-advice.monster.com/job-interview-practice/Questions-They-Shouldnt-Ask/home.aspx

Mock Interviews

I have conducted approximately 15-20 mock interviews within the past week. I always find it interesting to see the different approaches people take to present themselves. I am often shocked by some individuals' lack of appropriate self-disclosure and lack of judgment. While I admire honesty, sometimes you wonder why people say things that completely discredit themselves.

Examples:
Q: Why should we hire you instead of our other options?
A: "I don't know."

If you do not know why you are qualified for a position, or even if you cannot vocalize why, stop wasting everyone's time! If you cannot believe and express why you should be hired, why should perfect strangers have confidence in you?

Q: Describe one of your greatest weaknesses.
A: "I am a perfectionist. . ."

Although this may not seem like a faux paux, it is terribly overdone and definitely not genuine! Sure, the philosophy seems to be, "Hey, who can blame me for being a perfectionist!" But when 80% of the people interviewed say this trait, I'll definitely hold it against you for lack of creativity and a lack of sincerity. Plus, I simply don't believe you--I have yet to find a workplace where 80% of the workers struggle to control their perfectionistic tendencies.

Q: Tell me about yourself.
A: "I am 21 years old and married. . .I am 55 years old. . . I am a single mom with 2 children at home. . ."

Your age and family status may be incredibly relevant to your personal identity. However, if the interviewer were to ask these question, it would be illegal. And there is a sound reason to that--unfortunately there are people who may make their decision not to hire you based on your age, marital status, whether you have children, race, etc. It seems like many of these questions are unfortunately more destructive to women, as some employers see married women as liabilities. After all, a women could get pregnant and quit or be uncommitted if there are children at home. As for older candidates, if the interview is face-to-face it will be no secret that you are older, but don't spell it out. Instead, focus on experience and if you have to, maturity. Same goes for younger candidates who may lack credibility depending on how young they really look.