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Casual Articles - Pre-Screening Job Applicants: The Truth is in the Details
Traditional advertising consists of tri-media meaning the television, radio and print. These mediums are still very powerful and effective but more and more marketing people are entertaining the idea of using non traditional advertising. This is mainly because traditional media is becoming so saturated and also becoming very expensive.In order for your brand or message to get across, a marketer should make sure that the medium used is unique from the rest. Small brands on the other hand have no budget as big as established brands so there is the challenge to find not only unique mediums but mediums that will not cost so much money. This c
Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.
Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview
Years ago transportation and logistics companies used to do their freight booking primarily within the country, by talking to someone, agreeing, negotiating. Nowadays both forwarders and shippers would definitely agree that a fast and user-friendly online booking system is absolutely required.Especially in the age when everything is moving towards e-commerce and people want faster access to the information they need. The system saves a lot of effort from both the side of the customers and forwarders. A company which aims at meeting all the specific need of their clients on time and building a strong relationship with the customer should
• Never write on original copies of pre-employment documentation!
Instead, use worksheets or make two copies of the documents. Use one copy to take notes on during the review and the other in case of an interview.
• Never begin a pre-employment investigation before having a signed application and information release.
A powerful tactic in prescreening applicants with resumes is to first accept a candidate’s resume, then let them complete the application. Most applicants who are intent on fudging periods of employment have a very difficult time keeping their dates straight. If you have the opportunity to observe the candidate while they fill out an application, check to see if they refer to another copy of the resume or to another piece of paper. Oftentimes, applicants refer to "cheat sheets" in order to keep periods of employment consistent between resumes and employment applications.
EVALUATING THE RESUME
The simple truth regarding resumes is that they are sales tools used by applicants; advertising aimed at winning an audience with the interviewer, appropriately- “buyer beware.” An applicant will never understate job descriptions, responsibilities, accomplishments or salary. The strategy in evaluating resumes involves separating “fluff” from “super-fluff.”
"In writing biography, fact and fiction shouldn’t be mixed. And if they are, the fiction parts should be printed in red ink, the fact parts in black ink." -Catherine Drinker Bowen
It may be helpful to consider the following:
Does the resume appear to have been written specifically for the position or does it appear to be a boilerplate document? A resume that is addressed to a specific individual and shows that the candidate has done some of his or her own homework indicates interest in the position.
A poorly written or disorganized resume may be indicative of the candidate’s work ethic. Resumes that omit dates of employment may be attempting to cover up large gaps in employment or a change in careers. Is there a pattern of consistent growth and progressive job responsibilities?
Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.
Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview.
There is a delicate balance between the fee you need to charge for your products and services, and the fee that people are willing to pay for them. But with gasoline, heating, shipping, health care, and other costs rising, there comes a time when you must raise your rates in order to remain profitable.Most people see their own costs going up, and won’t be surprised that you’re raising your fees, too. With proper communication about it, you should be able to raise your fees effortlessly.Here are some tips on how to go about it:1. Don’t let fear and limiting beliefs stop you from raising your fees. If you hear yourself makin
• Never begin a pre-employment investigation before having a signed application and information release.
A powerful tactic in prescreening applicants with resumes is to first accept a candidate’s resume, then let them complete the application. Most applicants who are intent on fudging periods of employment have a very difficult time keeping their dates straight. If you have the opportunity to observe the candidate while they fill out an application, check to see if they refer to another copy of the resume or to another piece of paper. Oftentimes, applicants refer to "cheat sheets" in order to keep periods of employment consistent between resumes and employment applications.
EVALUATING THE RESUME
The simple truth regarding resumes is that they are sales tools used by applicants; advertising aimed at winning an audience with the interviewer, appropriately- “buyer beware.” An applicant will never understate job descriptions, responsibilities, accomplishments or salary. The strategy in evaluating resumes involves separating “fluff” from “super-fluff.”
"In writing biography, fact and fiction shouldn’t be mixed. And if they are, the fiction parts should be printed in red ink, the fact parts in black ink." -Catherine Drinker Bowen
It may be helpful to consider the following:
Does the resume appear to have been written specifically for the position or does it appear to be a boilerplate document? A resume that is addressed to a specific individual and shows that the candidate has done some of his or her own homework indicates interest in the position.
A poorly written or disorganized resume may be indicative of the candidate’s work ethic. Resumes that omit dates of employment may be attempting to cover up large gaps in employment or a change in careers. Is there a pattern of consistent growth and progressive job responsibilities?
Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.
Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview
So many new, college freshman find themselves in an awkward position…choosing a major. These barely 19 year-old kids are asked to make a decision about what they want to do for the rest of their lives. Naturally some squander away the time undecided while others plow through some technical field without any real understanding of what career awaits them. The fact is that only one out of five students will actually continue in the field that they chose to study in college. Most students choose a major based on the amount of money they think they can make or the popularity of a particular degree plan. Their interests and passions usually take a bac
EVALUATING THE RESUME
The simple truth regarding resumes is that they are sales tools used by applicants; advertising aimed at winning an audience with the interviewer, appropriately- “buyer beware.” An applicant will never understate job descriptions, responsibilities, accomplishments or salary. The strategy in evaluating resumes involves separating “fluff” from “super-fluff.”
"In writing biography, fact and fiction shouldn’t be mixed. And if they are, the fiction parts should be printed in red ink, the fact parts in black ink." -Catherine Drinker Bowen
It may be helpful to consider the following:
Does the resume appear to have been written specifically for the position or does it appear to be a boilerplate document? A resume that is addressed to a specific individual and shows that the candidate has done some of his or her own homework indicates interest in the position.
A poorly written or disorganized resume may be indicative of the candidate’s work ethic. Resumes that omit dates of employment may be attempting to cover up large gaps in employment or a change in careers. Is there a pattern of consistent growth and progressive job responsibilities?
Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.
Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview
A tree is a natural example of a perfect business. It energises us with fresh oxygen while recycling our waste air. It absorbs energy directly from the sun while we still have to digest food. It aligns with the forces of nature. Imagine your business is like a tree. Is your business growing each year and producing ripe results? Or is it stunted and withering.Here are some ways that you can regenerate your life and business using the wisdom of a seed, a tree and a forest.1. The Seed That Grows A Forest.Look at a seed. Perhaps an apple seed. It has an entire apple tree enfolded within it. This one seed can start a tree. Perhap
It may be helpful to consider the following:
Does the resume appear to have been written specifically for the position or does it appear to be a boilerplate document? A resume that is addressed to a specific individual and shows that the candidate has done some of his or her own homework indicates interest in the position.
A poorly written or disorganized resume may be indicative of the candidate’s work ethic. Resumes that omit dates of employment may be attempting to cover up large gaps in employment or a change in careers. Is there a pattern of consistent growth and progressive job responsibilities?
Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.
Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview
What is your career? Forget about how you define this to others for now, and just think for a bit about how you define your career to yourself. What does it mean to you to have a career? Is it just your job? Is it something you do to make a living? Is it what you do for money? Is it your work?Most people would define a career as more than a job. Above and beyond a job, a career is a long-term pattern of work, usually across multiple jobs. A career implies professional development to build skill over a period of time, where one moves from novice to expert within a particular field. And lastly, I would argue that a career must be consciousl
Resumes that contain too much information not related to the desired position (listing too much information about hobbies and interests) may be an attempt to draw attention away from where the essential information is lacking. Look for qualities that may indicate that the applicant is “bottom-line oriented” (all businesses are in it for the money) and concerned with growth potential within the company.
Never make a job offer based on a resume. Instead, compare it to an application and use it to develop areas for further questioning and discussion with the applicant during an interview.
REVIEWING THE EMPLOYMENT APPLICATION
Most studies indicate that more than 1 in 3 applications contain inaccuracies. Consequently, while reviewing any application you are looking for completeness, accuracy, and consistency.
First, look over the entire application and ensure that it is filled out (in ink) in its entirety, signed, dated, and legible (would a jury or hearing officer be able to read it?). Do not consider the application if it is not in order. If necessary, call the candidate back and have it completed it to your satisfaction.
Make notes on a copy of the application, highlighting the following areas (this will make it easier to quickly find important information later):
• Social Security Number
• Name and Address
• Previous addresses that are not within the local area
• Convictions, if any
• Education institutions beyond high school
• Supervisor’s name, phone number, dates and wage of prior employment
• Reasons for leaving prior employers
• Relatives and personal references that live outside of the local area
Consider the following "red flags" that will need further explanation by the candidate:
• Any blanks
• Unexplained gaps in time between previous employers
• Other irregularities with dates
• Previous supervisors with the same last name as listed relatives or other personal references
• When the reason for leaving doesn’t relate to the next job (i.e. “left for better wages or benefits”) or if the next job doesn’t support the assertion
• Periods where salaries or promotions increase sharply or decrease
• Skills that are included when there are no obvious reasons in prior employment or education to support learning the skill
• Any periods of self-employment
• Instability in job history “job hopping”
• Any other inconsistencies
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