tag:blogger.com,1999:blog-25238306866200406942024-03-21T22:18:04.942-04:00Carlyn Burns - Independent Recruiter<b>Executive Recruiting Services Nationwide. Providing 15+ years of full cycle recruitment expertise in a variety of industries and job titles. Resume Writing Services, Job & Interview Coaching.</b>
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comBlogger147125tag:blogger.com,1999:blog-2523830686620040694.post-49982144253942408622014-04-29T09:33:00.003-04:002014-04-29T09:33:51.085-04:00This Blog is not active currentlyThis site is not active with frequent blog posts any longer. To keep in touch with me, please use Linked In, my website (www.carlynburns.com) or you can email (caburns@comporium.net) or call me. Thank you!Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-32954381931063816072013-09-23T13:29:00.003-04:002013-09-23T13:31:12.791-04:00Recruiters, Love Us or Hate Us – It’s Really Up to You!Love this article! So many great points about recruiters, when to use them and when not to! Enjoy! <br />
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The word “Recruiter” generally stirs up lots of emotion and opinions in people – we are the people the professional world loves to hate! But can we recruiters actually be of value to you, the client? Can we become a trusted business partner?<br />
Personally, I expect that some clients will like us, and some won’t. That some clients will have had a bad experience, think we call up too much and usually at the wrong time, they think our fee’s are too high and that we add no real value, and you know what they are probably right to think that. But then again, most of my clients say just the opposite.<br />
I have been in the industry for 15 years and have worked with some exceptional recruiters, and just as many pretty average ones, there are lots of them out there so you have to pick your recruiter wisely.<br />
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So when you next use a recruiter, how can you make sure it is a positive and valuable experience? That it’s a process that gives value for money and provides an exceptional outcome? That outcome being a fantastic new employee who will serve you and your company well and be a great asset for years to come.<br />
Well that really is up to you and how you engage with the recruiter. That sounds rather simple doesn’t it? Well let’s look at a few simple pointers, which hopefully will help you along the way:<br />
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<b>1) Decide on what you want to hire:</b><br />
Really? Of course you know what you want to hire, don’t you?<br />
Unfortunately, in the majority of cases, clients often don’t know what they want when hiring. They just want “another Dave to replace him before he leaves next month” or a “CA qualified Finance Manager with great communication skills”…. This is cause for guesswork on the part of the recruiter, and they will do just that, wasting everyone’s time, especially yours!<br />
A detailed job specification & description is so valuable to a recruiter and of course the candidate. If you are the hiring manager, you should write this, HR will have a template but don’t rely on just that, you should be the one who thinks about the finer detail in advance of briefing recruiters. Giving clear instruction around what you are looking for will make it so much more of a smooth process.<br />
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<b>Hiring Managers: Don’t Try to Find the Perfect Employee!</b><br />
<b>2) Select your recruiters wisely:</b><br />
Does your company have a list of Preferred Suppliers to tap in to? If so, are they any good? Were they selected on price or ability? If price, then beware!…. Are they a specialist in your area of expertise or generalists across all lines of business?<br />
The larger recruitment firms tend be a little cheaper and they are usually generalists who can recruit every role within your company, but often this will dilute the expertise of the recruiter.<br />
Smaller ‘boutique’ firms will be specialists within your professional sector and will understand your technical requirements, they will have a wider reach in to your specific market and should be able to source the best talent, but, they may cost you a little more for the pleasure.<br />
Establish how long the individual recruiter has personally been recruiting in your sector in the local market, this will be a clear guide to their capability and reach.<br />
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<b>3) Don’t open the role up to every recruiter who calls you:</b><br />
If you do this then you are likely to find yourself in a world of pain, the phone will ring incessantly, your inbox will be flooded with CVs and it will not be a pleasurable experience. Use 2 or 3 recruiters maximum, or if you are really confident of the recruiter’s capability, just use one Consultant on the assignment. You will be amazed by the level of input you will get from an ‘exclusive’ arrangement.<br />
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<b>4) Meet the recruiters:</b><br />
Seems logical right? But often clients just don’t have time to meet. Why do we want to meet you? It’s not because we like coffee or want to be you new BFF.<br />
I will let you in to a secret: recruiters don’t like wasting their own time, or yours, or their candidates. You will get so much more from a recruiter if you invest 30-45 minutes with them talking about your ideal candidate, how you like to recruit and how you envisage the process going. They should then tailor the process to suit you and your needs.<br />
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<b>5) Agree terms up front</b><br />
Do it at the start of the process – not the end when you want to make an offer to a candidate. The recruitment fees, the payment terms, and the guarantee period are the 3 most important things to understand and agree up front. Expect that different firms will offer different terms for a different level of service – you wouldn’t expect to pay Holden prices in a Mercedes dealership, would you? They offer the same thing, cars, but a very different product all together.<br />
If price is your main driver then be pragmatic on what you expect from your recruiter: “Buy Cheap, Buy Twice” is a bad situation for everyone concerned.<br />
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<b>6) Set out your timescales:</b><br />
Work out exactly when you want the person to start, so after your briefing, give the recruiter a week or so to source candidates, assume 2 or 3 rounds of interviews over a couple of weeks, with referencing too and factor in 4 weeks notice for the chosen candidate to leave their employment, and there you have it, a timetable of events.<br />
Put these in your diary, give the recruiters a couple of dates/times for interviews and instruct them to come up with the best candidates in the market (not just those ‘on the market’, who have applied on Seek) this is the ultimate carrot for any recruiter. They know you are serious about hiring, they will move mountains to find you the best guy or girl.<br />
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<b>7) Stick to your plan:</b><br />
Once all of this is agreed and in place, stick to it, simple:<br />
Don’t change the brief (unless you really have to).<br />
Don’t put the process to one side while you start another project.<br />
Always give feedback to the recruiter on CVs, interviews and references – do this within a day or so, candidates need to know what is happening and will think badly of your company if they hear nothing, no news or feedback can be damaging to your brand.<br />
Remember, a good recruiter will represent your business in a positive way, they will ‘sell’ the opportunity to a candidate and get their buy in to you and your team before they potentially join your company.<br />
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The cost of a bad hire is immeasurable, the negative impact to the team and business is just awful. But if you get it right, and hire the best possible person out there to come and join you, who adds value, who is an asset and raises performance, surely this is money well spent at twice the price? A great recruiter will help you do this, and then you will love us again!Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-38625543326764287612013-03-25T11:31:00.000-04:002013-03-25T11:31:11.357-04:00What is Your Myers Briggs Social Media Type?Just saw this one this morning on the Undercover recruiter site...thought it was interesting...enjoy! :)<br />
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Have you ever taken the Myers Briggs test?<br />
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It is an assessment based on Carl Jung’s theory of psychological types that looks at what kind of characters people have and is broken down into four categories: extraversion or introversion, sensing or intuition, thinking or feeling, and judging or perceiving. These assessments are extremely accurate if taken properly and essential to group constructions for projects and group dynamics.<br />
Recently, the developers of the study, CPP, compared their data to those who use social media and the results are fascinating.<br />
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Here are some of the best parts of the stats of users on the infographic:<br />
69% of extraverts use Facebook, higher than the 65% average of all people, and more than the 60% of introverts.<br />
75% of feeling people browse once a day but only 23% share about their personal life<br />
Intuition people are more likely to use LinkedIn and Twitter than Sensing people.<br />
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Here is a link to picture below with better detail off original Undercover Recruiter site since it is showing up so small here in my blog: <a href="http://http://theundercoverrecruiter.com/myers-briggs-social-media/">http://theundercoverrecruiter.com/myers-briggs-social-media/<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg-HfKKG9mXVHNCZv3nlLMQyRCEbVNgFxjr8wEQj9fOBeKSJx4BU73L8JlHrbwXD_anIgDbJClJiWpyzbHVeTndQkxAuoonQXkQZdtc22hXSs6AZLZNrNf3fkw_g4v1GYii8I6JpRVA5Aw/s1600/z.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg-HfKKG9mXVHNCZv3nlLMQyRCEbVNgFxjr8wEQj9fOBeKSJx4BU73L8JlHrbwXD_anIgDbJClJiWpyzbHVeTndQkxAuoonQXkQZdtc22hXSs6AZLZNrNf3fkw_g4v1GYii8I6JpRVA5Aw/s320/z.jpg" /></a>Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-28357618964157008972013-03-05T13:36:00.001-05:002013-03-05T13:36:45.235-05:00Buying Resumes Online<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzI8WRb_Uj6iIrficrr9x89gpCT0jDGbM0eqsZwK_trgjSfmZBJAHQ0ExvbPE87bpnB5bPHgx7toIZ9VLEgpC2ZN1d0moXwGSLRvZ6G7bUKjVxDCprXbXAjU0oWbxUJ4Wdko3EEB-7-X4/s1600/resume.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzI8WRb_Uj6iIrficrr9x89gpCT0jDGbM0eqsZwK_trgjSfmZBJAHQ0ExvbPE87bpnB5bPHgx7toIZ9VLEgpC2ZN1d0moXwGSLRvZ6G7bUKjVxDCprXbXAjU0oWbxUJ4Wdko3EEB-7-X4/s320/resume.jpg" /></a><br />
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I had a candidate actually tell me they bought resume writing services offline recently and it was from ebay of all places. (He did give me permission to share this story as long as I promised not to share his name or any identifying info about him!). Needless to say, he did not have a good experience at all and felt his money was wasted. Surprisingly, there are several resume writing services out there online and agencies. After years of telling people not to ever pay for resumes, I finally gave in and had to start charging something when taking on the task of creating a full resume just due to how much time it involves. It is a huge investment putting together a resume and not one that should be taken lightly...or for $35 off a site like ebay. Most people should be able to tackle the job on their own, but it never hurts to get a second opinion and get another set of eyes to review and critique it. Honestly, i always suggest that the person you ask to review it is someone you know, but knot a recruiter or someone in HR function solely because we looks at resumes all day long and may not be as objective as someone who is not in that line of work. There are some great tips and resources out there to build your resume online too! Good luck!Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-23076039805327338752013-03-05T13:20:00.002-05:002013-03-05T13:20:11.559-05:00<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjNznLG5k8k1busNHMXawpZso0kYzaQpqeg4bgW7xoT_mr8623Ofudk2xCELJeHyEdaRMtcZNTlF21mW4po3KONdBDeuVroUadz0zZzFv5XxNQAhqMJoD5P6OhT1-_2xP8GmVe6i_XL0nE/s1600/creatyove.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjNznLG5k8k1busNHMXawpZso0kYzaQpqeg4bgW7xoT_mr8623Ofudk2xCELJeHyEdaRMtcZNTlF21mW4po3KONdBDeuVroUadz0zZzFv5XxNQAhqMJoD5P6OhT1-_2xP8GmVe6i_XL0nE/s320/creatyove.jpg" /></a>Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-63631263373140324452013-03-05T13:16:00.000-05:002013-03-05T13:16:10.913-05:00Everything You Need to Know About LinkedIn InvitationsLots of this is common sense, but some good tips and reminders here too! Enjoy! (article from undercover recruiter site, reposted, written by Eduard Titov)<br />
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As an active LinkedIn networker, blogger and trainer, I receive lots of LinkedIn questions every day. This week, there seemed to be a common theme – LinkedIn Invitations. Many interesting questions crossed my desk, so I thought I’d compile them all in one place and share my answers with you. Have a question about LinkedIn invites? It’s probably answered below… Take a peek!<br />
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1) What’s the best way to invite someone to connect?<br />
I always tell people to never send an invitation unless you’re fairly certain it will be accepted. A best practice is reach out to that person elsewhere first (email, phone, real life conversations, Twitter, Facebook, Google+, LinkedIn messages, InMail, group discussions, status updates, etc.) and start a conversation. If they seem amenable, go ahead and invite them (customizing the invite to remind them how you know each other and why you’d like to connect).<br />
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Never send the default invitation verbiage since it does turn off some people. And definitely don’t bulk-invite everyone in your email contacts list. There’s no way to personalize the message and it could lead to some invites that you probably didn’t intend to send (your ex-spouse, grandma, doctor, mechanic, that employee you fired, people who might not know you or remember you and/or people who aren’t even on LinkedIn – but will now get marketing emails to join LinkedIn… something they may not appreciate at the end of the day).<br />
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2. How many invitations can I send?<br />
You are allotted 3000 invites to send out and you can send out as many as you want per day, but you will be required to enter a Captcha for each invite over 100 sent in a 24-hour period.<br />
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3. How can I prevent accidentally inviting the same person more than once?<br />
If you’ve already invited that person, you will no longer see the regular “Invite John to Connect” screen with the gray box and the radio button list. You will instead see a similar screen with only one option – to invite that person by plugging in their email address. This screen tells you that you’ve already invited this person in the past.<br />
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4. Can I withdraw an invitation once I’ve sent it out?<br />
Yes, simply go to Inbox > Sent > Sent Invitations tab to see all of your sent invitations. Click on any invite you want to withdraw to open the message then click the “Withdraw” button. The person will not be notified that you’ve withdrawn the invitation. (If you want to find a specific invite to withdraw, go to the search box in the top right corner of any screen, choose Inbox from the dropdown menu, plug in the name of the person you wish to un-invite and it will pull up that specific invite in the search results).<br />
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5. If I withdraw an invite, is it credited back to my account?<br />
Nope, I’m afraid not. Once you’ve sent an invite, it counts toward your 3000 invitation limit whether you withdraw the invitation or not.<br />
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6. What do I do if I run out of invitations?<br />
Simply email LinkedIn Customer Service and ask for more invites. As long as you haven’t been labeled a spammer by getting too many declines, they will typically grant you another 500 – 1000 invites (per month) to send out. If you use them all up, you will need to wait until that month is up before asking for more.<br />
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7. Why would I ever want to withdraw an invitation?<br />
I recommend withdrawing an invite if it hasn’t been accepted in the past week or so. It means that either a) the person doesn’t remember you, b) they don’t want to connect with you for some reason or c) they aren’t very active on LinkedIn (and may not remember you by the time they do log back in… which greatly increases the chance that you’ll get declined).<br />
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8. What happens when someone clicks “I don’t know John?”<br />
Many people don’t realize this, but this type of decline is EXACTLY the same as getting marked as Spam. IDK (I Don’t Know) and Spam are identical in LinkedIn’s eyes and if you receive approximately 5-7 of these declines (either type, in any combination), then LinkedIn will place a restriction on your account, requiring you to enter an email address for all future invites.<br />
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9. Why is LinkedIn requiring me to enter an email address to invite people?<br />
It means you’ve received too many declined invitations and LinkedIn has placed a restriction on your account. (See #8 above.)<br />
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10. How can I remove a restriction on my account?<br />
It’s not uncommon for newbies to get overzealous with their invitations and get restricted, so LinkedIn has actually created a way for you first-timers to remove your own restriction. Simply go to this page, check the “I agree” box and click “OK.” Shazam! You’re now unrestricted and back in action. (Just be more careful going forward!) Not your first restriction? You’ll need to reach out to Customer Service and promise to be more careful with your future invites.<br />
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11. How can I tell if someone’s marked my invite as IDK / spam?<br />
Here’s a little ditty that I discovered a while back but this is the first time I’ve shared it with anyone else! When you click on a sent invite (see #4 above), if the “Resend” box is missing, that means the person has archived your invitation (which does not penalize you in any way aside from taking up one of your 3000 allotted invites). If both the “Withdraw” AND “Resend” buttons are missing, it means that the person has marked your invitation as Spam or IDK. (Note – it could also mean that you’ve already withdrawn the invite or they’ve already accepted it, so always delete a withdrawn invitation for record-keeping purposes and/or check to make sure they’re not already a 1st level connection. You can’t reinvite someone who’s already connected to you!)<br />
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12. How can I prevent account restrictions in the future?<br />
Stick to those best practices outlined in #1 above. Only send an invite that you’re fairly certain will be accepted. Never roll the dice with an invite. Start the conversation elsewhere and only THEN send an invite to connect. Customize the invite, be clear how you know each other and let them know why you’re interested in connecting. These best practices will greatly increase your acceptance rate!<br />
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Even better? Create a one-click invitation link that takes people directly to your invitation page on your LinkedIn profile. Feature this link anywhere that prospective connections might read it (your email signature, blog, website, Twitter bio, Facebook page, company website, About.me page, etc.). The best part? A one-click invite reaches a wide audience, puts the ball in the other person’s court to invite you (rather than putting them on the spot with an invite), doesn’t use up any of your 3000 invites (since the other person is inviting YOU) and there’s no risk of you getting declined as Spam or IDK (since you’re the one doing the accepting, not the inviting). Cool, huh? (Feel free to comment below with YOUR one-click invite link… you just might get an invitation!)Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-75179200296683575442013-01-30T11:54:00.002-05:002013-01-30T11:54:51.831-05:0010 Bizarre Interview Questions That WorkThought this was interesting...and in thinking about it am not even sure how I;d answer a few of these! Enjoy! :) (article courtesy of inc.com)<br />
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A new survey reveals the best oddball questions that your interviewee has never heard before. A good interview question can give you insight into a potential hire's critical thinking process, communication skills, and ability to think and execute on their feet. <br />
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But with the the amount of prep they do these days, there's a good chance that your candidate has probably already heard just about every question you're about to ask them during their job interview. <br />
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Glassdoor.com recently compiled a list of the top 25 oddball questions that big businesses, including Amazon and Trader Joes, ask during their hiring interviews. <br />
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Here are 10 that will put your interviewee on their toes and hopefully give you a chance to see if they can think outside the box.<br />
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1. "If you were to get rid of one state in the U.S., which would it be and why?" Asked at Forrester.<br />
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2. "What song best describes your work ethic?" Asked at Dell.<br />
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3. "Jess Bezos [or, our CEO] walks into your office and says you can have a million dollars to launch your best entrepreneurial idea. What is it?" Asked at Amazon.<br />
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4. "Name 3 previous Nobel Prize Winners." Asked at benefitsCONNECT.<br />
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5. "If we came to your house for dinner, what would you prepare for us?" Asked at Trader Joe's.<br />
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6. "My wife and I are going on vacation, where would you recommend?" Asked at PricewaterhouseCoopers.<br />
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7. "Calculate the angle of two clock pointer when the time is 11:50." Asked at Bank of America.<br />
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8. "Have you ever stolen a pen from work?" Asked at Jiffy Software.<br />
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9. "If you had turned your cell phone to silent, and it rang really loudly despite it being on silent, what would you tell me?" Asked at Kimberly-Clark.<br />
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10. "On a scale from one to ten, rate me as an interviewer." Asked at Kraft Foods.<br />
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Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-2870062454691553522013-01-30T11:49:00.000-05:002013-01-30T11:49:52.177-05:009 Inspirational Quotes by Steve Jobs<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzU4FlL7vtbqnrzLs4a-qQXTt2j0fz4AO_JP8seZSPn89Wtbnk-Ptt9PmQM4G-EFOV7E_g1mQ2GXc_e0UMy4s9yqVpiJ-Oy4VzHjOHiT2AW7pNQ2YTazc4XyG5Y8V-282NzPUkhyphenhyphenf1Ssk/s1600/v.png" imageanchor="1" style="clear:left; float:left;margin-right:1em; margin-bottom:1em"><img border="0" height="320" width="117" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjzU4FlL7vtbqnrzLs4a-qQXTt2j0fz4AO_JP8seZSPn89Wtbnk-Ptt9PmQM4G-EFOV7E_g1mQ2GXc_e0UMy4s9yqVpiJ-Oy4VzHjOHiT2AW7pNQ2YTazc4XyG5Y8V-282NzPUkhyphenhyphenf1Ssk/s320/v.png" /></a></div><br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-72585325485455000582013-01-16T10:09:00.002-05:002013-01-16T10:11:30.230-05:00When Bad Resumes Happen to Good People<b><i>Thought this article was fitting and timely to post with me having just mentioned for job seekers to send me their updated resumes. Ironically enough, I have also been at fault for having a bad resume several times in my career. I have had my resume out there lots in the past year for various contract recruiting or consulting jobs and after many months of having sent it out to lots of important people...I scanned it one day and found a few pretty critical errors...and fairly big "no no's" on my on my very own resume! Yikes! Needless to say, resumes are often easily overlooked, rushed through or often worse is spending too much time on your resume where you over critique it and revise it to the point it gets too confusing or overdone. The below article courtesy of undercover recruiter site...Enjoy!<b></b></i></b><br />
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If your 401K has dwindled to a 201K and your real estate has gone soft, it’s possible that the most important thing you own right now is your resume. But if the flow of e-mails into my office is any indication, the number of people with bad resumes has reached epidemic proportions. Worse, they don’t understand why I’m not doing back flips to schedule a meeting. To stop the spread of this viral vitae, I offer these remedies:<br />
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<b>Less is more.</b><br />
The sole purpose of a resume is to get you an interview, period. It’s not an autobiography. If you blurt it all out now, why should anyone want to meet you? Rather, think of it as wrapping paper that will make its recipient eager to tear open the package and see what’s inside. Once you’ve accomplished that, take a bow and start working on your interview skills.<br />
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<b>Report, don’t editorialize.</b><br />
Resist the urge to tell me that you’re a “highly motivated, results-driven, visionary, worldclass entrepreneur.” May I decide that for myself, after we’ve met and I’ve had time to consider your multitude of accomplishments? Save the adjectives for a topic other than you. This might be hard, I know, but it will be far more meaningful if I conclude that you’re a “seasoned, savvy professional with a distinguished career” than if you announce it beforehand and I have to hunt for evidence to support your claim. Give people credit for having a clue and they may just return the compliment.<br />
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<b>Control your audience’s eye movements and you control the audience.</b><br />
This ancient wisdom comes from Alfred Hitchcock and I urge you to learn from the master. Get your reader on a short leash with a choke-chain. Oh, did someone tell you those horrid little bullets will make it easier to scan your resume? That’s exactly why you don’t want to use them. Shameless self-promotions, garish buzzwords and inventive graphics are as image-positive as polyester leisure suits…and about as likely to get you a date. Avoid gimmicks aimed at luring the window shopper inside. If you want to provide a quick and dirty overview for that ADD reader in your life, write a brief, dignified paragraph and call it “Expertise” or “Summary.” Put it at the top of the page and get out of there.<br />
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<b>Just the facts, ma’am.</b><br />
Write the way Jack Webb spoke on Dragnet. Simple, direct statements in government style, gray flannel prose. No lying, no embellishing. Say what you were genuinely responsible for and don’t merely feature “highlights” or “achievements.” Again, no bullets – they resemble advertising copy. (Think how your filter kicks in when you see media hype. Same goes for hiring managers and recruiters.) So let it look and sound like…well, information. Leave out the poetry (together with any other unnecessary words, including articles and pronouns) and write in clear, journalist declarations that begin with verbs (“Woke up. Got out of bed. Dragged a comb…”). The number of pages doesn’t matter; substance does. Tell your story and be done with it.<br />
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<b>Be realistic.</b><br />
If you’re a dermatologist in Buffalo who wants a job pitching for the Yankees, you’ll need a wicked slider because even the best resume won’t help. And no, you can’t break down 10 years of accounting experience into core competencies and demonstrate how qualified you are to become the next CFO at Google, either. By all means say what you’ve done, but if the dots between that and what you’d like to do can’t be connected, the resume isn’t to blame. Putting your fantasy on paper won’t make it come true. Ask yourself honestly,<br />
<br />
<b>“Can I get there from here?”</b><br />
Keep your cash in your pocket…you’ll need it for gas. Don’t hire a resume writer. Not for $100 and certainly not for $10,000. It’s a waste of money, honey. Hire a seventh-grade English teacher to help with your composition, if you need it, but not a pro. Although often well-intentioned and fiercely proud of their so-called credentials, very few professional resume writers have significant, direct experience actually placing executives in corporate functions. While you may be impressed by their aesthetic standards, they simply do not have skin in the game.<br />
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Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-45570601668549092832013-01-16T10:00:00.001-05:002013-01-16T10:00:31.127-05:00<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgI4qxEpq_VwTSRHdBTOL6Ohwm4lFbpmaBuPUX0Zcx_CjPAf_Ng2Ca5jWx3mKf8UpMA_GctcSZAcUh5gWOy8w1ClTMK3FEpIu7tQPmC4F9k-OuKSI_Pb-6xztyMhEX92JQ0f4ZDyVPsEBI/s1600/aaa.jpg" imageanchor="1" style="clear:left; float:left;margin-right:1em; margin-bottom:1em"><img border="0" height="320" width="119" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgI4qxEpq_VwTSRHdBTOL6Ohwm4lFbpmaBuPUX0Zcx_CjPAf_Ng2Ca5jWx3mKf8UpMA_GctcSZAcUh5gWOy8w1ClTMK3FEpIu7tQPmC4F9k-OuKSI_Pb-6xztyMhEX92JQ0f4ZDyVPsEBI/s320/aaa.jpg" /></a></div><br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-23344935772920666012013-01-16T09:57:00.004-05:002013-01-16T10:01:14.077-05:00Happy New Year!Hope everyone had a wonderful Holiday Season and a Happy New year! Hard to believe it is already mid January! This is the best time of year to revamp your resume and to remember to email a current copy to your favorite recruiter (me!) :)<br />
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What helps me the most is to keep a current, updated resume on file and also have you send me a quick update of any changes that you have going on professionally in your career. I am seeing more and more companies wanting job seekers to be able to relocate, so please mention that to me as well in your note. While I can't always pick up the phone immediately and call everyone who contacts me, I try my best and always keep your information on file to try and match with companies and opportunities that I am working on.<br />
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I am looking forward to working with many of you in the upcoming year...both job seekers and companies looking to fill positions! Happy 2013!Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-35163156292661937202012-11-26T09:15:00.001-05:002012-11-26T09:15:18.936-05:00Must-Have Job Skills in 2013Awesome article by Ruth Mantell/from WSJ...enjoy!<br />
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Even as employers remain cautious next year about every dollar spent on employees, they'll also want workers to show greater skills and results.<br />
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For employees who want to get ahead, basic competency won't be enough.<br />
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To win a promotion or land a job next year, experts say there are four must-have job skills:<br />
<br />
1. Clear communications<br />
<br />
Whatever their level, communication is key for workers to advance.<br />
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"This is really the ability to clearly articulate your point of view and the ability to create a connection through communication," says Holly Paul, U.S. recruiting leader at PricewaterhouseCoopers, the accounting and consulting firm based in New York.<br />
<br />
<br />
Looking for a job? Looking for a promotion? Marketwatch's Kelli Grant and WSJ's Simon Constable discuss the top skills you must have to have a successful career in 2013.<br />
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For job seekers in particular, clear communication can provide a snapshot of their work style to employers. "I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what's important to them," Ms. Paul says.<br />
<br />
As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters.<br />
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"Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking," and they skip basics such as spelling and proofing, says Paul McDonald, senior executive director of Robert Half International, RHI +0.84% a Menlo Park, Calif., staffing firm.<br />
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2. Personal branding<br />
<br />
Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it's important that they like what they find.<br />
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"That's your brand, that's how you represent yourself," says Peter Handal, CEO of Dale Carnegie Training, a Hauppauge, N.Y., provider of workplace-training services. "If you post something that comes back to haunt you, people will see that."<br />
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Enlarge Image<br />
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Richard Faust<br />
Workers also should make sure their personal brand is attractive and reflects well on employers. "More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts," says Meredith Haberfeld, an executive and career coach in New York.<br />
<br />
Ms. Haberfeld has a client whose employee recently posted on her personal Facebook FB -1.34% page about eating Chinese food and smoking "reefer."<br />
<br />
"I saw it on Facebook. Her supervisors saw it," Ms. Haberfeld says.<br />
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3. Flexibility<br />
<br />
The ability to quickly respond to an employer's changing needs will be important next year as organizations try to respond nimbly to customers.<br />
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"A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt," says Mr. Handal. "Somebody's job today may not be the same as next year."<br />
<br />
The ability to learn new skills is of top importance, says George Boué, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. "We want to know that if we roll out a new program or new tools that the folks we have on board are going to be open to learning," he says.<br />
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4. Productivity improvement<br />
<br />
In 2013, workers should find new ways to increase productivity, experts say. Executives are looking for a 20% improvement in employee performance next year from current levels, according to a recent survey by the Corporate Executive Board, an Arlington, Va., business research and advisory firm.<br />
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"When you are at your job, do you volunteer for projects? Are you looking for creative ways to help your organization," Mr. McDonald says. "The way to really differentiate yourself is to be proactive."<br />
<br />
Companies that are considering adding workers in coming years want current employees to operate in growth mode now. "My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told," Ms. Haberfeld says.<br />
<br />
Even hiring managers need to work on certain skills as organizations consider expanding next year. "The ability to spot talent and hire people has fallen out of use over the last several years," says Ben Dattner, an organizational psychologist in New York. "As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle."Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-37461496005298621732012-11-26T09:14:00.000-05:002012-11-26T09:14:02.144-05:00Happy Holidays!<b>Hope everyone had a wonderful Thanksgiving and an upcoming Holiday Season! </b> <br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-41738786727700314402012-10-29T12:23:00.000-04:002012-10-29T12:23:16.323-04:00Signs You’re Failing Your Interview: Interviewer Body Language SecretsGreat article with some good reminders about body language during interviews. ...article courtesy of Monster by Larry Buhl, Monster Contributing Writer<br><p><br />
You may already know that interviewers pick up on your body language and may even base their hiring decisions on it to some extent. But nonverbal communication goes both ways. Hiring managers also give subtle, unconscious signals that they’re interested in you -- or, in many cases, are losing interest. <br />
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Signs: Stops taking notes; looks repeatedly at clock or watch; dramatically picks up the pace of questioning.<br />
Message: “I’m bored by you.”<br />
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“It’s fine to stop and say, ‘I have a question for you, if you don’t mind,’” body language expert, corporate trainer and commentator Susan Constantine tells Monster.com. “And when you do this, pause and change inflection to get their attention. You can also use hand gestures when talking to add emphasis and punctuate points of interest.” <br />
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Signs: Folds arms across chest; flares nostrils; shifts shoulder or feet toward the exit. <br />
Message: “I’m offended.” <br />
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The only way to mitigate an unintentionally offensive gaffe is to address it directly, experts say. Ask whether you’ve said something impolite or offensive, and apologize.<br />
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Signs: A momentary smirk; raised eyebrows.<br />
Message: “I disagree, or I don’t believe you.<br />
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If you think your comments are meeting resistance, it’s OK to address that directly, says Ronald Riggio, PhD, a professor of leadership and organizational psychology at Claremont McKenna College. “You can be straightforward and politely say, ‘I get the sense that you don’t agree with what I’m saying. Is there anything I can clarify for you?’” <br />
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Sign: Reads your resume through the whole interview. <br />
Message: “I’d rather be anywhere else.”<br />
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This one might not be your fault. Some people are just bad interviewers, or they don’t like questioning job seekers. Still, you might be able to save the interview. Be direct and change the dynamic, Riggio says. “You can say, ‘What can I tell you about my background that will help you realize that I'm a very good fit for this job?"<br />
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You can also avoid the nose-in-the-paper problem by putting your resume in the center of the desk instead of handing it directly to the interviewer, Constantine suggests. <br />
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When You’re Winning<br />
<br />
Experts agree that several signs indicate the interview is going well. In these cases, the interviewer will:<br />
Nod or tilt her head forward, indicating agreement, interest or at least that she’s paying attention.<br />
Mirror your body language, such as by crossing his hands when you cross your legs.<br />
Offer positive verbal responses, such as repeating similar phrases.<br />
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Look at All the Signs<br />
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It’s important not to take any one negative or positive sign out of context, according to Mark Bowden, author of Winning Body Language.<br />
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“There are no foolproof signs to tell exactly what an interviewer is thinking,” Bowden says. “Use nonverbal cues as a guide or an indication, but don't jump to firm conclusions. For example, if their pace increases and they cut answers short, it could mean that they have lost interest, or it could mean they are simply running short on time.”<br />
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Constantine recommends sharpening your eye for cues by noticing an interviewer’s “baseline behaviors” before you make an assumption about him. “What is the interviewer doing right off the bat? It’s possible that he or she always fidgets or scowls, and that may have nothing to do with you,” she says.Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-53858904103865045882012-10-29T12:17:00.001-04:002012-10-29T12:17:32.679-04:00Just for Fun... : )<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiz9woGxQRjNgrN0d77zAivR2fTDptN-9MIVc22sgjwkEnWM3hqWBt739WOg18OrCjU2Uay1iQl3eaYZL83-TpIw84x2xNlXmB5UTvwb4tkJmsMRaHIKkoQEottwBK98gOtFbPqxwfCS3I/s1600/the-weirdest-interview-questions-e1340872463747.jpeg" imageanchor="1" style="clear:left; float:left;margin-right:1em; margin-bottom:1em"><img border="0" height="320" width="120" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiz9woGxQRjNgrN0d77zAivR2fTDptN-9MIVc22sgjwkEnWM3hqWBt739WOg18OrCjU2Uay1iQl3eaYZL83-TpIw84x2xNlXmB5UTvwb4tkJmsMRaHIKkoQEottwBK98gOtFbPqxwfCS3I/s320/the-weirdest-interview-questions-e1340872463747.jpeg" /></a></div><br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-87676778220102117582012-10-29T12:16:00.000-04:002012-10-29T12:16:05.104-04:00<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiIgqoiWGjlu9nDbhlWGUUXYZGu5IXy2kWxsBqH-O1NfrykHfI4fshbCupUwYJLBNGdXL6BR3a-P2On8ieW2ypgUvaRG_QJLbfd55Csjqx9bVmXkOnLWMx_TskB-nAnr-Ujfzb9W1HYZZQ/s1600/interviewblunders+pic.jpg" imageanchor="1" style="clear:left; float:left;margin-right:1em; margin-bottom:1em"><img border="0" height="320" width="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiIgqoiWGjlu9nDbhlWGUUXYZGu5IXy2kWxsBqH-O1NfrykHfI4fshbCupUwYJLBNGdXL6BR3a-P2On8ieW2ypgUvaRG_QJLbfd55Csjqx9bVmXkOnLWMx_TskB-nAnr-Ujfzb9W1HYZZQ/s320/interviewblunders+pic.jpg" /></a></div><br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-14488288650619122292012-10-01T09:44:00.002-04:002012-10-01T09:44:13.991-04:00Love What You DoI just love this quote the Undercover Recruiter posted last week! Relating to this big time myself, as I have found myself doing a few different jobs that I truly love. There is no better reward and it seems if you are doing what you love, the days go by quickly. Almost too quickly. My husband just started a new job a few weeks ago and it is a career choice that I never in a million years thought he would end up in. I've seen him happy in some of his prior jobs before, but this job seems different and in such a short time, I have seen him transform in a big way in his outlook and excitement level of his job and in going to work purely out of truly loving this job. Helps that he works with some great people too! Have a great week! : ) <br><p><br />
<b>"Sometimes life’s going to hit you in the head with a brick. Don’t lose faith. I’m convinced that the only thing that kept me going was that I loved what I did. You’ve got to find what you love. This is true for work, as it is for your lovers. Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work; and the only way to do great work is to love what you do." - Steve Jobs.</b>Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-36430696923658463832012-10-01T09:35:00.001-04:002012-10-01T09:35:54.029-04:00What Leads to Success<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhjnGTicmbpj3PmoH0bB-938P6ZZOwAacBY8PxtK8I2AF95KWRvjEY_D6hG8yCAzmqsIiW9MUh9yizSj4ZajPJhH8k-uwi46YFc_MhyBjgkgyBt7-zBDnVKZjmOaIRisfjyz9CWcmTrsIk/s1600/leadstosuccess.jpg" imageanchor="1" style=""><img border="0" height="400" width="286" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhjnGTicmbpj3PmoH0bB-938P6ZZOwAacBY8PxtK8I2AF95KWRvjEY_D6hG8yCAzmqsIiW9MUh9yizSj4ZajPJhH8k-uwi46YFc_MhyBjgkgyBt7-zBDnVKZjmOaIRisfjyz9CWcmTrsIk/s400/leadstosuccess.jpg" /></a><br />
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Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-11363958588160060462012-08-30T12:38:00.000-04:002012-08-30T12:42:34.295-04:00My New Website - WWW.CARLYNBURNS.COMAfter procrastinating long enough, I have finally gotten my new website put together and published. Believe it or not I did this in just a matter of days. It is amazing to me how many user friendly website design sites and programs there are out there now. I think the rest was easy because I had been thinking about it for so long, so content poured out of me effortlessly! I also decided that if I were to spend too much time on it, I would over analyze and probably put way too much content on it. I think it is wordy enough as it is. Anyone who knows me, knows that I have a hard time keeping my words and writing short often! On that note, I am delving into the world of twitter, where I hope to be forced into shortening many of my thoughts and sentences with that 160 character limit! Follow me at: www.twitter/carlynburns. <br />
<p>As many of you know, I do not use the Prolyn name any longer for my recruiting business. I have decided to use my name ad my brand, as that is what really is the most important thing for clients and candidates to remember. My website...www.carlynburns.com should (hopefully, be easy enough to remember!). I also found myself spending way too much time thinking about, or rather trying to come up with a clever or catchy business name. Most of many ideas were so completely silly, that ultimately using my name as my brand made the most sense. Be sure to friend me on Facebook too...you can find me at www.facebook.com/carlynburns-recruiter. I have two separate facebook accounts now, one for personal and one for business. Feel free to link into one or both! Hope to talk with each of you soon and please don't forget to get me your updated resumes for my files! :) Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-58091803095969811312012-08-23T09:06:00.001-04:002012-08-23T09:06:09.306-04:0016 Job Search Errors You're Probably MakingSome great tips here...enjoy! : ) (Article from careerbuilder.com)<br />
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Over the years, hiring managers have born witness to every hiring, interviewing, résumé, cover letter and negotiation mistake there is.<br />
<br />
You know what these blunders are. We've told you several times. Yet you (and hundreds of other job seekers) continue to make common job search mistakes.<br />
<br />
From those who see your mistakes over and over, here are 16 common job search mistakes to avoid -- and some of them may surprise you.<br />
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1. You don't keep your options open<br />
"Candidates tend to think that if they interview for a job they will get an offer, so they do not apply and interview for multiple positions," says Joanie Spain, director of public relations and career services, School of Advertising Art, a graphic design college. "They wait until one plays out completely, putting their job search on hold until knowing for sure they didn't get the offer." <br />
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"By having many more irons in the fire, you diversify the risk and disappointment that is inevitable when any single opportunity disappears," adds Roy Cohen, author of "The Wall Street Professional's Survival Guide: Success Secrets of a Career Coach." <br />
<br />
"You also present yourself as a more passionate and energetic candidate. You're in the 'zone' -- a point where you're in the flow of information and ideas -- and that makes you more valuable." <br />
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2. You turn up your nose at job descriptions<br />
"Entry-level candidates are reluctant to apply for a position unless the job sounds like their 'dream job' or they have all qualifications listed," Spain says. "Rather than going on an interview to get more information, they base decisions about applying on the job description alone. They fail to see that all interview experience is good experience, or that, until there is an offer on the table, there is no decision to make."<br />
<br />
3. You haven't perfected the thank-you note<br />
"Don't be too verbose with a thank-you note after an interview. Sending out a version of "War and Peace" can come across as desperate and needy for a job. However, sending a one or two sentence thank-you note comes across as flippant, not well thought-out and potentially shows indifference regarding the job to the employer," says Mike Barefoot, senior account manager at Red Zone Resources, a recruitment firm. "We encourage candidates to keep them to four to eight sentences." <br />
<br />
4. You don't check your references<br />
"Always give out references that you've pre-screened. We sometimes see candidates give out references that were never checked with and the references feedback isn't always kind," Barefoot says. "Also, make sure they're predominantly managers. An occasional colleague is okay, but contemporaries and friends really don't carry that much weight in helping you land a position."<br />
<br />
5. You've got poor business acumen<br />
"Managers are becoming more savvy and are taking candidates out to lunch for interviews. They want to see how you treat a restaurant staff and see the 'real' you. If you're rude to them or don't seem appreciative for their hard work to make your meal pleasurable, managers wonder how you'll treat contemporaries you work with," Barefoot says. <br />
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6. You have a messy briefcase<br />
"A messy briefcase can imply the person is unorganized, messy and unprepared, and that their work will be less than optimal," says Ronald Kaufman, author of "Anatomy of Success." "Someone who is neat, clean, organized and prepared in all areas conveys they're serious about getting a job and working."<br />
<br />
7. You discount temporary positions<br />
"Many employers coming out of a recession want to hire on a temporary or temp- to perm- basis. We have already seen several contractors be offered permanent positions after they have proven themselves," says Jeffrey Weinstock, Esq. president, Rhodes & Weinstock, a recruiting firm. "Not only will the temporary position pay some bills, think of it as an audition for a potential perm position, or at least a way to get a good reference for another position."<br />
<br />
8. You have a bad attitude<br />
"Poor attitudes come through in telephone calls and in interviews. If you are not positive, why would a potential employer want to hire you?" asks Weinstock. "It may take some time, but by being positive, by doing all the right things, by seeing each position as an opportunity, it will happen."<br />
<br />
9. You include too much work history<br />
"Many job seekers over 40 think that they have to take their work history back to their first job out of college," says Cheryl E. Palmer, career coach and résumé writer. " All that is needed is the last 10-15 years of your work history."<br />
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10. You use your work email address on your résumé<br />
"Some people do not regularly check their personal email, so they use their employers' email instead," Palmer says. "This sends a negative message to potential employers that the job seekers will not hesitate to use their equipment for personal use."<br />
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11. You take "no" as a final answer<br />
"No" usually only means "no" for that position, says Bruce Hurwitz, president and CEO, Hurwitz Strategic Staffing, LTD.<br />
<br />
"If you are rejected for a job you should send a thank-you note, thank the employer for the opportunity, and wish them well. No one does that. When the next opening comes around, he'll remember you," says Hurwitz.<br />
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12. You lack tact<br />
"Be determined without being pushy. Calling or emailing to ask about the status of your résumé or interview can be a double-edged sword," says Rod Hughes, director of communications, Oxford Communications. "A tactful follow up can place you top of mind with the hiring manager, while incessant calling or emailing can push your résumé right off the table."<br />
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13. You don't search for yourself on the Internet<br />
"Your would-be employer is probably going to look you up online, so you should know what is out there," says Amanda O'Brien, vice president of marketing, Hall Web Services. "Clean up what you can, check your privacy settings on social networks and if it is something you can't get down off the internet, you may want to consider talking to the company about it."<br />
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14. You have a 'death by bullets' résumé<br />
"Bullets are great but they need context. Keep them to one line, focused on a result and include a figure like a fact, percentage or number," says Adriana Llames, author of "Career Sudoku: 9 Ways to Win the Job Search Game." "Or, put the information in a short summary of the position."<br />
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15. You've got a scattered strategy <br />
"Looking for a job in any industry and with two or three résumés is going to get the same result as the strategy: scattered," Llames says. "Job seekers with a clearly defined, focused and organized strategic approach to their job search end up with clear results -- and a new job."<br />
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16. You think it's about you<br />
It is not about you and your need for a job -- it is about the prospective employer and their need to run a successful business and make money, says Lori B. Rassas, employment attorney and author of "Employment Law: A Guide to Hiring, Managing and Firing for Employers and Employees." <br />
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"Many applicants mistakenly believe they will be an appealing candidate if they explain they will accept any type of job offer at any because they have been laid off, unemployed for an extended period of time, have children in college, or are having difficulty making the mortgage payments," she says. "Even if all of those circumstances are true, candidates need to craft a different message, focusing on how they can benefit the employer by saving them money, streamlining processes, creating additional sources of revenue and bringing overall value to the company."<br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-31712676888700824102012-08-23T09:02:00.002-04:002012-08-23T09:02:24.600-04:00The Interview Question That’s Always Asked (and How to Nail It)<br />
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<br />
Loved ths article....written by Jefferson McDowell, found on lifehacker.com Enjoy! :)<br />
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"Do you have any questions for us?" As someone who regularly conducts interviews, I find it staggering how many interviewees are not prepared for the one question that you can be absolutely certain will be asked. In some ways, it is the most important question of the entire interview. The interviewer will look at the questions that you ask as representative of your top priorities. <br />
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If you just respond with, "No, I have already heard what I need to know," it makes you seem disinterested and complacent. Even worse, if you ask the wrong questions, you could immediately invalidate the rest of the interview. This is exactly what happened to the interviewee from yesterday. The two questions that he chose to ask us were: "How often are you allowed to work from home?", and "How long do you think I would have to work on this team before being eligible for promotion?"<br />
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With these responses, he unknowingly communicated that his top priorities were to avoid coming into the office as much as possible, and that he really wasn't interested in helping our team succeed, but instead wanted to use us as a stepping stone to find something else more interesting. Unfortunately for him, this led to his resume being promptly moved into the Deleted Items box in Outlook.<br />
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The Right Way<br />
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The contrary side to all of this is that the question is actually a huge opportunity for you. If you ask the right questions, you can not only get the information to decide if the position is a good fit for you, but you can show the interviewers that you are a critical thinker and a problem solver.<br />
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The secret is to pose your questions in a way that will get those conducting the interview to talk for a few minutes, and then allow for you to respond to what they say. You should ideally have two or three questions prepared that all fit this pattern. The list below shows five examples you can use in both in-person and phone interviews.<br />
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Questions You Can Ask<br />
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What is the immediate need on your team that you are hoping to fill with this position?<br />
This is probably my favorite question. You know that their team has a need, because they have an opening. There is most likely a project about to get started, or a required skill—set that they need but are lacking. Whatever they come back with, this is a perfect segue for you to explain why you are the perfect person to fill that gap. You can explain why your experience and expertise makes you exactly who they have been looking for.<br />
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What projects can I contribute to right away?<br />
One of the most frustrating things about hiring someone new is that it can take forever to get them trained and up to speed. When a candidate asks a question like this, he lets the interviewers know that he will find a way to help as soon as possible, which is a major bonus. This again gives you the opportunity to sell yourself as someone who can help on those projects, and as an added bonus—it lets you know what skills you need to brush up on before your next interview or even before starting the job.<br />
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Is this team empowered to find better and more efficient ways to do things?<br />
The interview process is all about differentiation, and a question like this shows the interviewers that you are determined to be a rock star. Most companies have many folks who are perfectly happy to learn how to do the basic tasks of their job, and then sit back and collect a paycheck. What they are looking for is someone who is driven to make things better, who won't just be satisfied with the status quo. By not only identifying yourself as a big time horse, but making sure that the company will give room to graze, you are guaranteed to stand out.<br />
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Can you tell me how your organization defines success?<br />
It would be wise to save this question for the interviewing manager, and not for a peer/technical discussion. Nobody likes a kiss-up, but letting management know that you will communicate openly and honestly with them, always scores big points. The last part of the question can be a good barometer about how easy it will be to become a top performer. You can follow up with a discussion of how you have been successful in your previous jobs.<br />
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How would you describe a typical day on this team?<br />
Last but not least, this question is more of an icebreaker, and should hopefully lead to some banter between you and the interviewer. If the interviewer relays struggles or frustrations, be sure to note how you will help them reduce their workload and make things better. If they respond positively, be sure to reinforce that you think it sounds like a great fit and you are excited for the opportunity to contribute.<br />
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Whether you use one of the above examples or not, please make sure that you have something planned for what you will say when asked this question in your next job interview. Rest assured, the question will be asked. It always is.<br />
Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-76209794020611532172012-07-02T15:54:00.000-04:002012-07-02T15:56:44.811-04:00Fun Ways to Beef Up Your ResumeI thought this article covered some pretty basic facts but was interesting, as many resumes start to blend together often. Aside form that, anything that separates you as having that extra edge or added quality can;t hurt. I love anything that takes someone out of their comfort zone...even a simple training course in something you;ve never dabbled in before will often give you that extra push or motivation to keep trying new things. The bonus, is from my own experience, I have almost always met someone interesting at anything new I have taken on trying. Enjoy! :)<br />
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Enjoyable Activities That Can Help You Advance Your Career<br />
By Charles Purdy, Monster Senior Editor<br />
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The word "fun" isn't usually associated with looking for a job. Even in the best of circumstances, being unemployed or underemployed can be scary and stressful. But in any job search, keeping a positive attitude is important. So in addition to refining your resume and assiduously applying for jobs, consider these pursuits that are not only lots of fun, but that also make just about any candidate more attractive to hiring managers. Even better, most can be done for free or on the cheap. <br />
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What's more, most of these activities involve meeting new people -- and therefore put you in the path of new networking opportunities. Meeting people outside of your normal social and professional spheres is an excellent way to broaden the reach of your job search.<br />
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Study a Language <br />
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Even knowing only the basics of a second language can be a boon in many jobs -- for instance, greeting foreign clients in their own tongue makes a great first impression. And most language classes involve fun socializing activities and learning about foreign cultures.<br />
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Fluency takes time, but just telling an employer that you're studying a language can demonstrate self-discipline and a desire to learn new things, according to career expert Jason Seiden, the author of Super Staying Power: What You Need to Become Valuable & Resilient at Work.<br />
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Enroll in an Acting or Improvisation Workshop<br />
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"I definitely advocate taking an improv class," says Seiden. "I've done this myself...and I learned to work across an incredibly diverse group of people, I learned to become more adaptive to my environment, and I got some great stories to use to break the ice with new people."<br />
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These types of workshops can also be very beneficial for people who fear public speaking. Joining a Toastmasters club is another fun way to become a more effective speaker. <br />
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Learn Something New<br />
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"Take classes at your local college, online or through job-training programs," suggests Debra Davenport, business coach and founder of Identity IQ. "Employers want knowledge workers with top skills in the areas of technology, social media, communication, leadership, coaching, budgeting, marketing and global commerce." In addition, "fun" classes -- like photography -- may come in handy in surprising ways. After you get your finance job, say, the company may urgently need someone to take photos at an investor event -- and you'll be able to save the day.<br />
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Turn a Hobby Into a Business<br />
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Enjoy cooking? Gardening? Crafting? Davenport suggests looking into services provided by the Small Business Administration for ideas and guidance on turning your pastime into profits. And even if your side business doesn't become lucrative, your entrepreneurial initiative may impress the hiring managers in your future.<br />
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Volunteer<br />
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Jay Block, the author of 101 Best Ways to Land a Job in Troubled Times, recommends volunteering as a way to gain confidence and strengthen your resume: You could volunteer to teach what you know -- for instance, if you're good at sales, an organization like Junior Achievement might be a good fit. You could turn a hobby into a volunteer opportunity -- for instance, if you enjoy playing the piano, you could schedule song nights at a local retirement center. Or you could even travel to an area that could use your help or skills -- for instance, to work with Habitat for Humanity.<br />
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Write<br />
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Many career experts suggest developing a blog that focuses on a hobby or your industry. Or, suggests Block, you could offer to write a column for a free local newspaper. These are not only enjoyable ways to express yourself but also great ways to promote yourself as an expert and establish a well-rounded online presence.<br />
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Get Physical <br />
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"Sign up for yoga or Pilates -- or work on becoming an instructor or a certified fitness trainer," suggests Block. "At a time where too many people are unhealthy and depressed, this can be fun and healthy and look great on a resume."<br />
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Get Social<br />
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"Become a social networking junkie -- not to just pass time socially, but to collect a huge amount of contacts and to build solid relationships that would be valuable to a prospective employer," says Block. "Networking and relationship building are critical skills today."<br />
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Explore a New Career<br />
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Block suggests job shadowing as one interesting way to learn about a new field. "Job shadowing is when you follow someone around to learn how they do their job," he says. "It's an excellent opportunity to learn new skills and get advice from professionals in industries or venues you hope to break into."<br />
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Be Creative<br />
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If you're in the midst of a period of unemployment, you can expect hiring managers to ask how you've spent your time away from the 9-to-5 routine. With some creative thinking, you can turn just about any hobby or learning experience into a resume or interview asset. "The most important thing about resume boosters is not what they are, but how you present them," Sieden says. "When you're interested, focused and self-motivated, nearly anything can be an asset."Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-22538052086869570842012-07-02T15:52:00.001-04:002012-07-02T15:52:51.986-04:00Dress For Success - 10 Interview Fashion BlundersThis article seems so common sense, but believe it or not back in my days of HR and even in recruiting and having met candidates in person at trade shows or industry events, it is amazing how often many folks make these fashion mistakes! Enjoy! (Article courtesy of: By Carole Martin, Monster Contributing Writer)<br />
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Any article about what to wear to an interview might well begin with a qualifying statement covering the extremes in various states (New York and California, for example) and industries (technology, manufacturing), which are possible exceptions to the normal rules of fashion. But it might surprise you to learn that those extremes have, over the last couple of years, begun to move closer to the middle ground.<br />
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Anna Soo Wildermuth, an image consultant and past president of the Association of Image Consultants International, says, "Clothes should be a part of who you are and should not be noticed." She cites 10 dressing faux pas to avoid when interview time comes around: <br />
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Wild Nail Polish: This tip is for women or men. Extremely long or uncut nails are a real turnoff, too. Your nails should be groomed and neat. <br />
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Jangly Jewelry: Don't wear more than two rings per hand or one earring per ear. And no face jewelry or ankle bracelets allowed. <br />
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Open-Toed or Backless Shoes: And mules are a definite no-no. Out-of-date shoes should be thrown out or kept for other occasions. <br />
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Bare Legs: Wear stockings, even in humid summer weather. Stockings can be in neutral colors or a fashion color to match your shoes. <br />
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Out-of-Date Suits: These have lapels that are too wide (three inches or more) or too narrow (one inch or less). A good tailor can alter lapels. The style for men's jackets is full-body and looser rather than fitted or tight. <br />
Short Skirts: Hemlines should not be more than three inches above the knee. Don't wear capri pants or leggings to the interview. <br />
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Leather Jackets for Men or Women: Even leather blazers are not good for interviewing purposes. They look like outerwear. <br />
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Turtlenecks for Men: A tie is preferable, at least in the first go-round. At the very least, wear a collared shirt. <br />
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Printed or Trendy Handbags: Purses should be conservative and inconspicuous. <br />
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Red Briefcases: Briefcases, purses and shoes should all be conservative in color and in good condition.<br />
Conservative colors in various shades of blue and gray are best. Wearing black to the interview could be viewed as too serious. If you do wear black, make sure another color is near your face to soften the look. Brown is still considered questionable as a business color and probably should be avoided. Change your outfit's look for a second interview by wearing a different color blouse, shirt, scarf or tie.<br />
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An interview is not the place to make a fashion statement, though those in the creative/design field and the very famous can be more adventurous. Everyone else should opt for a conservative look. "More and more companies are returning to traditional professional dress," Wildermuth says.<br />
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Whatever you wear should accent the fact that you're a professional who's ready to get to work at a new job. Let common sense guide you, and it should be easy to avoid fashion blunders that could damage your chances of getting to the next step in the process. In this market, it is essential that you look good and your appearance is right for the job.Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-48425893514766203402012-06-06T20:17:00.001-04:002012-06-06T20:17:25.736-04:00More than 6 million LinkedIn passwords stolenChange your passwords! :)<br />
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(CNNMoney) -- Russian hackers released a giant list of passwords this week, and on Wednesday security researchers identified their likely source: business social networking site LinkedIn.<br />
LinkedIn (LNKD) confirmed in a blog post late Wednesday afternoon that some of the stolen passwords correspond to LinkedIn accounts.<br />
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The company did not offer any information about how the passwords were stolen or the extent of the damage, but it said it is "continuing to investigate" the matter.<br />
The 6.5 million leaked passwords were posted Monday on a Russian online forum, camouflaged with a common cryptographic code called SHA-1 hash. It's a format that's considered weak if added precautions aren't taken. Roughly half of the "hashed" passwords have already been decoded and posted online in human-readable text.<br />
Several security researchers tweeted Wednesday that they have found their passwords among those that were revealed. Web security firm Sophos said it matched many of its researchers' own passwords that are used exclusively on LinkedIn.<br />
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Countless passwords on the list contain the word "linkedin." On a popular hacker forum, many reported finding passwords such as "linkedout," "recruiter," "googlerecruiter," "toprecruiter," "superrecruiter," "humanresources" and "hiring."<br />
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There's good news and bad news about this break-in.<br />
The good news is that so far, no user names have been discovered in the list. It's highly recommended that you change your password, but after that you should be okay.<br />
The bad news is that LinkedIn was using an outdated form of cryptography to secure its users' private information. The company should have known better than to guard its lists with just SHA-1, experts say.<br />
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Related story: LinkedIn is a hacker's dream tool<br />
The problem with SHA-1 is that it translates the same text the same way each time. So if your password is "password" and your friend's password is also "password," they will be hashed exactly the same way. That makes reversing the process to uncover the original password significantly easier.<br />
That's why security experts recommend that companies with giant lists of private data like LinkedIn add another security layer called "salt."<br />
Salt randomly adds another piece of information to the password. It could be a user name, first name, or even a random number -- the point is that it changes the underlying text enough to make it almost impossible to decode.<br />
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"Any organization using SHA-1 without salting user passwords is running a great risk -- much higher than they should," said Per Thorsheim, chief information security advisor at Norwegian IT services company EVRY. "We've seen this time and time again. This is not good practice. Salt should be a minimum."<br />
In its blog post, LinkedIn said that it "recently" put in place enhanced security, "which includes hashing and salting of our current password databases."<br />
A spokeswoman declined to comment on how "recently" that security was added.<br />
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The potentially worse news is that far more than 6.5 million users' passwords were likely stolen. Each hashed password on the hacked list is unique, according to those who have looked at the data. Since SHA-1 encodes all identical passwords the same way, it's very likely that multiple people among LinkedIn's 150 million users had the same password.<br />
What's really bad is that we don't know the identity of the hackers or what they're capable of.<br />
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If they simply stole a bunch of passwords without any way to match them with user names, it's a wake-up call for LinkedIn but not much more. But the attack came from Russia, a country known for its expert and mischievous hackers. There could be more fallout. "If it's random idiots that have done this, the chances are slim that they could actually exploit this to the amount where it would actually hurt LinkedIn or you and me," Thorsheim said. "But if this is organized crime and these guys are serious, then the damage potential is very high."<br />
The password hack is the second piece of bad security news to hit LinkedIn this week.<br />
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The company's mobile application was caught collecting data from users' calendars and sending it back to the company for analysis. The tool matches up information about the people users have scheduled with information from their LinkedIn profiles. LinkedIn responded in a blog post that it seeks permission first, but it pledged to be more transparent about the way it collects and analyzes its users' personal information.Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.comtag:blogger.com,1999:blog-2523830686620040694.post-63531079658797634182012-06-05T09:54:00.001-04:002012-06-05T09:54:07.460-04:00Updated Resumes and Contact information Please!Just a reminder that if you have updated your resume or contact information, to please email me a copy of your current info so I have it on file. As always, I will never send or release your info to anyone without your prior consent! Best email is: caburns@comporium.net as I am phasing out the prolyn.net use. My telephone numbers will both remain the same for office number and my cell. Thanks!! :)Carlyn Burns - WWW.CARLYNBURNS.COMhttp://www.blogger.com/profile/09329984521329796310noreply@blogger.com