о резюме замолвите слово

[polkov]

Buzzwords That Derail Your Job Hunt
Recruiter Roundtable Looks at Overused Terms

The Recruiter Roundtable is a recurring feature that collects career and job-seeking advice from a group of recruiting experts. The question we put before our panel this month is:

What buzzwords or phrases do you feel have lost meaning because they are all too commonly used by job seekers in resumes or interviews?

Quantify Wherever Possible

If a resume is filled with points that are lacking in substance and not supported by accomplishments, it can be a red flag to employers. For instance, hiring managers typically don't look favorably on materials filled with terms such as "enhanced," "familiar with," "responsible for" and "solutions-oriented" that don't also include details on actual achievements.

Job seekers need to focus on quantifying the results of their previous work history as much as possible. For example, "reduced the quarter-end reporting process by three days" will have a greater impact than "streamlined a reporting process."

When you're crafting your resume and speaking with hiring managers, convey how you could contribute in the position you're applying for and back up your assertions with strong examples. In particular, detail how you've positively impacted previous employers' performance and bottom line, including specific ways you helped reduce costs or increase profits.



Demonstrate Your Creativity

The one buzzword that gets me the most is "out-of-the-box," "outside of the box" or any similar variation. Though I don't hear it used as much as it was a few years ago, it means nothing to me. This common buzzword deserves a more in-depth explanation from the speaker. What does "out of the box" mean to you and how has your creativity delivered results?



Watch for Generalities

To be perfectly frank, I normally do not look at many of the words at first glance. I am looking for profile -- who do they work for? Is there a track record of job stability or job hopping? Where did they go to school?

I do have clients that scan resumes, truly read them and look for typos. Most people spend 6 to 8 seconds looking at a resume, determining if they want to read on. What pile do they belong in? The buzzwords can clutter this decision-making.

During an interview and of course on a resume, I would recommend that all candidates attempt to quantify their accomplishments rather than use phrases like "managed" and "strong communication skills." What do these mean? Instead, clearly demonstrate the results of your work. Provide real examples and figures -- i.e. "improved operations by 30 percent by..."

[polkov]

"Do you have any questions for me?"

This is a very typical way for an interviewer to wind down a conversation. It gives the illusion of a level playing field, with each side having a turn to query the other. The employer well knows the questions for which you really want to know answers, but you lose a precious opportunity if you ask any of these:

--Do you love me yet questions: How did I do on this interview? Will I be invited back for another round of interviews?

--Process questions: What happens next? When do you expect to make a decision?

--What's in it for me questions: When would you like me to start? How much will you pay me? What benefits will you offer me? How much vacation time will I get? Can I still take a pre-planned vacation scheduled for one week after I start work?

Of course you will ultimately need the answers to these questions, but now is not the time to ask. Any information about what the company can/will do for you is not relevant until after the hiring managers have decided that you are the best match for the job.

Moreover, taking precious face-to-face interview time to talk about these things means that you aren't using that time to seal the deal, asking questions that demonstrate your interest in contributing to the company's success and highlighting some of your skills or other qualifications that haven't yet been touched upon.

There are, of course, many appropriate questions for you to ask:

--Earlier in this conversation we discussed X. Would my experience doing [fill in the blank] at [fill in company name] be a strength that you would want to draw on for the department/organization?

--What are the most pressing problems that make hiring someone for this position so important right now? When you get the answer, you then have an opportunity to mention things you've done that demonstrate your ability to fill that need.

My all-time favorite closing question is this: "Let's flash forward and assume that I've been working for you for a year. Imagine that you have just given me a stellar performance review. What are the things I will have done during the next year to earn such great praise from you?"

The beauty of this question is multi fold. First, it helps the interviewer to visualize you being both hired and successful. That perception is crystallized when he begins his response, "I think that you will have done?.".

On another level, regardless of what has been said up to this point, the answer will parse out the basic job requirements from the things that a stellar performer will accomplish. With this knowledge, you can then circle back with a story, past accomplishment, or something else that demonstrates your ability to be that top-performing employee. And here's the icing on the cake: when you get the job, you'll know exactly what you need to accomplish to be the most valued member of your team.

Happy hunting!

http://ca.finance.yahoo.com/news/best-w ... 25281.html

[mikei]

Как же это все эти игры теперь ступид кажутся после того, как закончил свою карьеру в канаде

[Гея]

На родине, видимо, в солидные конторы не устраивались? А то ведь и там они эти "игры" переняли, да еще , бывает, в более тупой форме даже.

[polkov]

из яхушных топиков.

Кста, когда я ходил на интервью сразу с текушей работы, т.е. в той же одежде,
то заметил шо оферы дают гораздо реже.
А када стал переодеваться в машине - то оферы пошли гушше.
Так шта - что-то в советах есть.


A new survey has lifted the lid on what, beyond job skills, influence a hiring managers decision. The CareerBuilder study shows that job candidates may also need everything from a sense of humor to knowledge of current affairs to showing they are involved in their community in order to be successful.

The nationwide study, which included 2,076 hiring managers and human resource professionals across industries, asked them to say which factors would make them more likely to choose one of two equally qualified candidates.

The top responses:

The candidate with the better sense of humor: 27 percent
The candidate who is involved in his or her community: 26 percent
The candidate who is better dressed: 22 percent
The candidate whom I have more in common with: 21 percent
The candidate who is more physically fit: 13 percent
The candidate who is more on top of current affairs and pop culture: 8 percent
The candidate who is more involved in social media: 7 percent
The candidate who is knowledgeable about sports: 4 percent

"When you're looking for a job, the key is selling your personal brand," said Rosemary Haefner of CareerBuilder in a statement. "Employers are not only looking for people who are professionally qualified for the position, but also someone who is going to fit in at the office."

This unspoken assessment proves doesn't stop when you get the job, of course. It plays a large part in determining who does and doesn't get promoted. The survey also asked executives to identify what they look for when picking out who gets promoted.

Speaking up counts for a lot: One third of employers say they are more likely to promote an employee who has previously asked for a promotion. However, there was much more agreement about what kinds of behavior keeps someone from being moved up, including:

Someone who says, "that's not my job:" 71 percent
Someone who is often late: 69 percent
Someone who has lied at work: 68 percent
Someone who takes credit for other people's work: 64 percent
Someone who often leaves work early: 55 percent
Someone who takes liberties with expenses charged back to the company: 55 percent
Someone who gossips: 46 percent
Someone who doesn't dress professionally: 35 percent
Someone who swears: 30 percent
Someone who doesn't say anything in meetings: 22 percent
Someone who cried at work: 9 percent
Someone who has dated a co-worker: 8 percent

However, you may want to think twice before trying to get a promotion. The study also found that at nearly two-thirds of the companies surveyed a promotion doesn't guarantee a pay raise.

[Tolmach]

Резюме сейчас очень легко скопировать, и все это знают. Конечно какой-то базовый формат и стиль должны быть соблюдены, не должно быть ошибок. Но не ищите магических фраз, формулировок и формата, пытайтесь сказать что-то о себе своими словами (конечно, на хорошем английском - дайте кому-нибудь из толковых (потому что много бестолковых) местных выверить, но если позиция не предполагает отличного знания английского - не беда, если вы скажете о себе что-то важное или уникальное даже и корявым языком).

Например, фразы из списка, подобные приведенным ниже, сразу же вас выдадут если не на стадии просмотра резюме, то после первого же вопроса, поскольку за ними или вообще ничего не стоит, или же они с вероятностью 99% никак не относятся к вашей конкретной позиции и опыту. С кем конкретно вы на равных и от кого добиваетесь обязательств - от руководства фирмы? Ну-ну, продолжайте и дальше, только не у нас. Вы можете легко и без запинки произнести слово extemporaneous и сходу можете объяснить, что это были за ситуации? Конечно, все бывает, может вы учились в Гарварде, честь вам и хвала. А вот менеджер подразделения и вице-президент компании университетов не кончали и не могут даже прочитать его по слогам. Может, тогда вы слишком умный и вам не надо работать в нашей организации .

Мы недавно приняли на испытательный срок человека, который в ответ на объявление вообще не прислал формального резюме, но написал о себе простыми словами на английском примерно такую фразу - у меня 10 лет опыта работы на подобной ХХХ позиции, и клиенты и сослуживцы говорят, что довольны мной и у меня неплохо получается.

Все, это дало ему шанс / мы решили его попробовать, потому что из одной фразы уже понятно, как человек себя будет вести.

Конечно, это не всегда сработает, но будьте самим собой, тогда ни у вас, ни у работодателя не возникнет разочарования.

Drives development and implementation of standardized, sustainable solutions across organizations.

Is considered an equal; consistently gains commitment from senior managers to a recommended course of action.
Achieves results in extemporaneous situations. Drives closure on issues, defines the path for future actions.

[Waterbyte]

фразы из списка, подобные приведенным ниже...
менеджер подразделения и вице-президент компании университетов не кончали и не могут даже прочитать его по слогам.

я, хоть университетов и кончал, тоже даже по слогам ниасилил :)
где вы такое накопали-то?

[Tolmach]

Да из первого же поста в топике....

Some killer phrases for resume:

[mikei]

Да из первого же поста в топике....

Some killer phrases for resume:

поэтому я и говорю как же это все ступид. Но если принимает на работу человек, то конечно он будет выбирать человека. А если HR, то будет выбирать убитые фразы, чтобы прикрыть свою ж-у.

[mikei]

На родине, видимо, в солидные конторы не устраивались? А то ведь и там они эти "игры" переняли, да еще , бывает, в более тупой форме даже.

Нет, не переняли. Я продолжаю общаться с людьми с обеих сторон, кто выбирает и кто меняет работы легко, по собственному желанию, в сторону улучшения. Там ситуация принципиально другая. Уровень безработицы принципиально ниже, людям не до игр.