More Age Discrimination and Critical Advice From a Recruiter

More Age Discrimination and Critical Advice From a Recruiter I gravitate towards blog posts from recruiters, and on age discrimination. I was delighted to find this one on Recruiting Blogs: Do You Know the Signs of Age Discrimination at Work? The post is pretty good. The issue I have with some of the advice, like document any discriminatory practices and document your work record is that you would later have to do something with that documentation. I find that many people move on (get laid off, fired, etc.) and then sink into depression, blame themselves, focus on their next job, or anything other than pursue legal action. Im not saying dont do it, Im just saying it is such a daunting concept, and maybe the wrong place to focus. Heres the most profound part of that page in the comment from Randall, the fourth paragraph starts: Ill say that too many older jobseekers fixate of age discrimination. I totally agree! Im definitely not saying that age discrimination doesnt exist, because it is abundant.  What Im saying is, I agree with Randall.  TOO MANY people FIXATE on the issue. Dont become obsessed with all the reasons why you arent seeing success stop FIXATING on this one issue. If it is an issue, figure out how to get around it.  How do you deal with it?  Do you ignore it?  Do you tackle it head on? Fixating on this will not help you resolve it.  No, you wont get younger, but you will be able to identify the issue and use the right language to perhaps defuse any issues. Here are some other age discrimination in the job search posts Ive written. More Age Discrimination and Critical Advice From a Recruiter I gravitate towards blog posts from recruiters, and on age discrimination. I was delighted to find this one on Recruiting Blogs: Do You Know the Signs of Age Discrimination at Work? The post is pretty good. The issue I have with some of the advice, like document any discriminatory practices and document your work record is that you would later have to do something with that documentation. I find that many people move on (get laid off, fired, etc.) and then sink into depression, blame themselves, focus on their next job, or anything other than pursue legal action. Im not saying dont do it, Im just saying it is such a daunting concept, and maybe the wrong place to focus. Heres the most profound part of that page in the comment from Randall, the fourth paragraph starts: Ill say that too many older jobseekers fixate of age discrimination. I totally agree! Im definitely not saying that age discrimination doesnt exist, because it is abundant.  What Im saying is, I agree with Randall.  TOO MANY people FIXATE on the issue. Dont become obsessed with all the reasons why you arent seeing success stop FIXATING on this one issue. If it is an issue, figure out how to get around it.  How do you deal with it?  Do you ignore it?  Do you tackle it head on? Fixating on this will not help you resolve it.  No, you wont get younger, but you will be able to identify the issue and use the right language to perhaps defuse any issues. Here are some other age discrimination in the job search posts Ive written.

5 Things Recruiters Should Stop Doing

5 Things Recruiters Should Stop Doing This article is sponsored by Adecco USA, check out their upcoming webinar Using social media as a recruiting tool. Register now! There’s no doubt that recruiters play an essential role in the hiring process. As the job market continues to improve, their expertise and service continue to become more important than ever. While recruiters typically make life easier for hiring managers and candidates alike, there are quirks and habits of recruiting pros that we could do without. Heres a top five list of what recruiters should stop doing in 2015: 1. Hiring only on skill, not potential: There’s an old saying among college sports coaches who are recruiting â€"  give me an athlete. Translation: I can teach the skills but can’t create talent or potential. The same often goes for recruiting for the workplace. Certainly, when it comes to many positions â€" particularly those with a strong technical component â€" certain skills are a necessity. Yet, there are many jobs that require some fundamental skills and baseline knowledge, but not full-blown expertise in a specific skill. For instance, passing over someone who is clearly tech-savvy and shows considerable potential just because they are not an expert at Excel is shortsighted. It also limits the quality candidates that may be the best fit for a role. As   the economy evolves, an increasing amount of employers will be looking for people who can think, learn and adapt as opposed to hiring candidates based primarily on their specific skills â€" some of which may be outdated in a short period of time. 2. Requiring X number of years experience: Maybe back in the old days, having 5, 10 or some other arbitrary number of years experience proved to be a predictor of future success. Not so much in the new world of work in which employees move far more frequently and have a varied background, often increasing value. Yes, experience matters, and depending on the industry or specific role it can be a crucial factor. However, requiring that a candidate for a marketing role have 8 years of experience in the banking sector makes little sense when skills and experience from other industries can quickly translate and even add new insight and perspective. Besides, who is to say an accountant with 10 years of experience will be a better employee than one with seven? Here’s a better idea: widen the range of years of experience and consider candidates that show they can solve problems, come up with new ideas, and display awareness and curiosity about your business and industry. 3. Making snap judgments: With the flood of information out there about different generations of workers and their unique characteristics, it’s little surprise that recruiters can sometimes draw quick conclusions about the potential viability of a candidate. Yet carrying generational or other stereotypes is not just risky from a legal and ethical standpoint, it can lead to missing out on a great candidate who is uniquely positioned to fill a role. If a candidate made a poor impression with a sloppy resume or other misstep, it could be a clear red flag to an experienced recruiter. However, if the only apparent downside to considering a candidate is their educational institute, age, or some aspect of their work experience, then it may be time to take a second look. By keeping an open mind and taking a chance to learn more about a candidate, a good recruiter may find the perfect fit for the role. 4. Ignoring phone calls: Yes, most recruiters are busy, and no, we don’t expect a recruiter to call or even email a response to every candidate who fires off a resume for a position. Nonetheless, it’s time to put an end to the silent treatment. There is nothing more frustrating for a candidate than to participate in an interview and not get a response when the appropriate time comes to follow up on the process. Non-responsiveness not only runs the risk of losing out on potential hires, it can hurt a recruiters reputation. As a recruiter, if you know upfront that providing timely updates will be a challenge, then make it clear to the candidate at the time of the interview. 5. Spamming social media: There are countless articles that highlight the ways employees and job candidates misuse social media to seek employment. Unfortunately, recruiters are guilty of social media slipups as well, with missteps like spamming, not specifying a target audience, and lacking a social media strategy altogether. Establishing a social media strategy begins with defining a target audience, researching how frequently to reach out to them, then researching which platforms and tools are best to connect with them on. Further, research has shown that most online users are not actively looking for a job, so recruiters should use the targeted approach to connect with future prospects through other channels. By cultivating ongoing online connections, recruiters will be better equipped to attract and hire the right candidates at the right time. If recruiters this year vow to break these bad habits, or at least reduce them, then they are bound to be more successful. Not only that, the companies they work for will be getting the best prospects, and candidates themselves will enjoy a more streamlined, professional process. Are you responsible for recruiting or hiring? Register now for Adeccos upcoming webinar Using social media as a recruiting tool  and discover how your company can find talented job candidates by recruiting on social media sites. On January 28, two expert panelists will provide a foundation for using social media as a recruitment tool in 2015. You  will also receive HRCI credit for attending. Register now! Author: Scott Westcott is a freelance journalist who writes about business and workplace trends.

5 Powerful Personal Traits You Should Write in your Resume

5 Powerful Personal Traits You Should Write in your Resume In todays every-changing world, employers are requiring more and more of their employees. Employees must possess many skills and traits, so it can be hard to produce a resume that stands out from the crowd. A resume must show potential employers a wide array of skills, work experience, and character traits that showcase you as the best possible candidate for the job. The following five personal traits are some of the most sought-after qualities found on resumes; ones that are sure to get you noticed. Flexible Most jobs require their employees to not only perform multiple tasks, but to prioritize those tasks. By adding in flexibility to your list of personal traits on your resume, youre telling   your future employer that you are able to adapt to any situation. An employer needs to have workers that can complete tasks on their own, and be able to change their priorities when necessary. A flexible employee is able to adapt to changes in the company, job, and world. Flexible employees also adapt quickly; prioritizing their tasks properly. They can perform more than one task at a time, work the hours necessary to complete a task, and react to changes in their environment calmly and efficiently. Employers need their workers to be flexible, so that daily changes can always be managed. Motivated No employer wants to hire a person who isnt motivated. Possible candidates should never be lazy and lack ambition. When you show your future employers through your resume that you are motivated, they will know that you are determined and ambitious. Ambitious employees will always go above-and-beyond the necessary task. Motivated employees are more positive about their company and career, and typically put more effort into their work. These types of employees are also able to perform tasks on their own, are self-driven, and have a desire to move up in the company. Potential employers know that those who wish to move up in the company have greater motivation to their jobs to perfection. Dependable Ambition and flexibility count for nothing if an employer cannot rely on their employee. Dependability is an extremely important quality in any person, but especially employees. Bosses want to know that they can rely on their workers, and that they are responsible. By adding this trait to your resume, you not only show potential hirers that you can be trusted with company responsibilities, but that you can be relied upon. Dependable employees show up to work on-time, when they are scheduled, and are always reliable when it comes to communication. They can be trusted to reply to calls and messages, pick up shifts, and tell the truth. They typically have wonderful work ethics, and are typically the first in line to become leaders and managers. Professional When an employee becomes part of a company, they also represent that company. It is because of this that most employers desire candidates that will represent their company properly. When you tell your potential employer that you are professional, you are assuring them that you will do your best to represent the company well through your appearance, behavior, and work ethic. In addition to adding this trait to your resume, you must also dress the part. Professional employees dress-to-impress, have great interpersonal skills, and offer up a great interview. These workers conduct themselves as they should at work, always thinking of the company first. Professionals are also ambitious and have integrity. They are friendly, hardworking, and enjoy improving the company. Honest As stated prior, employers are always looking for potential candidates that can be trusted; who are reliable. They need to trust their company to their employees, so being able to trust them with daily tasks, information, and reliability is essential. When you can show   a hiring manager that you are an honest person and worker, they know you have a key ingredient: integrity. Honest employees own up to their mistakes, learn from them, and never lie. They   can be trusted to do their work and protect the interests of the company. People who are honest not only keep their jobs, but move up the ladder quicker than unreliable employees. If a company cannot trust an employee with simple tasks, they certainly cannot trust them with more responsibility. Conclusion These five personal traits can boost the appeal of a resume, by only using a few words. Employers are always looking for motivated, honest, dependable, flexible professionals to help their company grow and prosper. By putting your best foot forward with your resume first, you may be on your way to your dream job. Author bio: Elizabeth Heron is an HR manager with a particular interest in employee motivation and customer engagement. Her most recent online project is  iResumeCoverLetter.com, a site which contains resume and cover letters examples, and also careereducation-related tips and advice. She graduated from master of Journalism and Mass Communication, Kent State University.

Caution Giving Thanks Can Be Self-Defeating - Personal Branding Blog - Stand Out In Your Career

Caution Giving Thanks Can Be Self-Defeating - Personal Branding Blog - Stand Out In Your Career In the US, the upcoming national holiday is called Thanksgiving, which infers you should be thanking someone for something you valued. Thanks for what? None of us are the original Pilgrims and very few of us are having dinner with Native Americans, who deserve a whole lot more than thanks. You may be sitting down to eat with your family and close friends or perhaps you are doing a pot luck with acquaintances or even having an HGTV marathon alone. I’m not sure it matters, except to say that I hope you’re doing what you want to do and eating what you want to eat. In effect, most of us have morphed this holiday into a day off from work and discounted shopping. I say this with some regret, because Thanksgiving is my favorite holiday. I love to cook the meal, decorate the house, and generally treat family and friends (and a few strays who have no where to go) to a festive day.   I have a ritual where I clean for a week, get the house organized and buy a few new things to spruce up the place. In other words, Thanksgiving is a luxury for me. I focus intensely on something other than work and school. So however it is you take this day, I hope it’s the same kind of joyful destination for you. In other words: Let Thanksgiving be whatever YOU want it to mean. I think a fixed day and time for gratitude may be dangerous. Similar to a day of religious confession, atonement or writing in your gratitude journal every morning: a forced ritual of emotional work can suck the meaning out of your life. The scientific literature now shows that being grateful lowers your blood pressure and is a good stress reliever. So, certainly I don’t recommend against feeling grateful. Gratitude is a great way to reframe negative experiences. It’s a way of getting over trauma. Gratitude gives you a way to acknowledge and leverage what happened in a positive way, since you learned a lot from a bad experience. But you dont want to try to feel grateful before you have digested what happened and expressed how you felt about it. Do be careful about manufacturing gratitude in the face of bad circumstances or to people who aren’t really rooting for you. Be sensitive to your true feelings and express them. Then, you may genuinely feel like you have want to express gratitude for the learning or growth you have experienced, and the people who really helped you. And, when you are ready to be grateful and give thanks: make sure to include yourself at the very top of the list. You have been there for you all along. Have a great day doing what you want to do: eat, sleep, binge watch or indulge in a favorite book or hobby. I’ll be doing the day my way, and thanking the people who help clean up!

Accounting Resume Samples That Will Show You How to Write a Good Resume For Your Dream Accounting Job

Accounting Resume Samples That Will Show You How to Write a Good Resume For Your Dream Accounting JobAre you looking for accounting resume samples that will show you how to write a good resume for your dream accounting job? Well, I have just the thing for you!You might have been wondering what could possibly help you with your resume and if it has any bearing on your ability to land the job. Well, I can tell you it makes a lot of difference. If you are going for an accounting career, then you need to make sure you get the very best resume ever created and can stand out from the crowd.You want your resume to be different and above all else you want it to stand out in the crowd and draw attention. The first step in doing this is to take advantage of some of the free resources out there and these will show you the way to get started.Let's face it, getting a job is hard enough without having to worry about those certain items which are actually of little importance. If you are going for an accounting career then I am pretty sure you are going to be doing this for many years to come. So the first place to start is by learning the skills you need to take care of yourself.Make sure you understand the core accounting skills that will help you succeed. Whether you need to understand a complicated tax code or financial analysis, if you are not the one that knows how to do it then hire someone who knows how to do it.The most important things when it comes to an accounting career are your ability to communicate well and clearly, to relate information to others, and to keep good records. If you can't do any of these three things, then you are probably better off finding another career.If you are considering your future accounting career then do not be afraid to ask for advice. If you feel like you are not equipped to succeed in this type of career then don't do it.If you are on the lookout for accounting resume samples then you might as well consider using the very best one s that are available online. This is your chance to take control of your future and get what you really want out of your life.

Your Online Reputation Matters Because of Social Recruiting

Your Online Reputation Matters Because of Social Recruiting Your activity on social media and any mention of your name impacts your online reputation. Social recruiting has made it vitally important that you monitor and manage your online reputation because employers are searching for you online! Back in 2006, CareerBuilder reported that only 11% of recruiters used social media. Today, 70% of recruiters and HR professionals say they use social media as part of the hiring process. Heres CareerBuilders press release  from June 15 2017. To help you understand just how important social media is to HR departments, 30% now have someone dedicated to social recruiting and all its elements (sharing openings, candidate research and managing company career communities). Where Do They Look 70% use social media account like LinkedIn, Facebook, Twitter, Instagram and Snapchat. They are checking out any and all social media accounts, especially those you draw attention to. But they dont stop there. 69% of HR professionals are also searching Google, Bing and Yahoo search engines using your name. Monitor every mention of your name online by setting up Google Alerts (Me On The Web).  Learn more about monitoring your online visibility here. Also turn in tag notifications on Facebook and Instagram so you can be alerted why someone mentions your account. Why Are They Looking For The reason HR and recruiters are looking for information about candidates online is that  they know there will be information there. And this information will help them better understand the candidates- professionally and personally. Before you assume the worst, only 24% are looking for a reason NOT to hire you. HR professionals want to find the good stuff about candidates like: validating your qualifications (61%) if you have a professional online persona (50%) and what other people are posting about you (37%). What Works and What Doesnt The good news is that 44% of HR professionals were positively influenced by what they found online about a candidate. The bad news is that 54% HR professionals were swayed against hiring a candidate based on what they discovered online. Remember, you own your social media accounts, but nothing is private or off limits so be sure to watch what you post and carefully monitor the posts you are tagged in. To better understand the reasons why the candidates were eliminated due to their social media activity, heres what CareerBuilder reports: 39% due to provocative or inappropriate photographs, videos or information 38% due to  information about them drinking or using drugs 32% due to  discriminatory comments related to race, gender, religion 3o% due to   bad-mouthing their previous company or fellow employee 27% due to lying about qualifications 27% due to poor communication skills 26% due to   link to criminal behavior 23% due to sharing confidential information from previous employers 22% due to   screen name was unprofessional 17% due to lying about an absence 17% due to posting too frequently Again, whatever you post reflects on you. You can turn all this around by interjecting status updates that better illustrate your professionalism and personality. Use this formula: You can read more about developing a status update strategy here 10 LinkedIn Status Updates for Job Seekers  (and these ideas will work on every other social media platform too!) Your Online Reputation Is Impacted by the Growth of Social Recruiting [Infographic]

4 Ways to Improve Your Business Process - Margaret Buj - Interview Coach

4 Ways to Improve Your Business Process From your business’s inception to the current day, the processes that you use will have evolved to meet the demands of your changing business. Businesses change in response to different factors: growth, market changes, new technologies and even new employees. So, what was once a successful method of undertaking a task, may not be the best fit today, but have you reviewed processes recently? By reviewing the processes within your organization, you will be able to identify which areas can be streamlined and made more efficient. Here are four ways to improve your business processes. Cut the Jargon Language is the ultimate tool for communication; every word should bring value to the audience to which the message is being given. However, often the message that is being delivered is diluted by unnecessary jargon. There are of course circumstances when jargon is needed, for example in niche technology industries, but on the whole, it is best removed from your organization’s vernacular. You want your communication to be clear, succinct and concise â€" not only for employees, but for customers too â€" jargon-free communication improves engagement with the organization, and the public’s perception of it. Banishing unnecessary jargon increases efficiency because people understand what is being asked of them. Lean Thinking The term lean thinking was coined in 1996 by authors James Womack and Daniel Jones  in their book of the same name. They had studied the car manufacturer Toyota and had been impressed by how the organization is lean and waste-free. Lean thinking is a simple concept and is centered about how customers only pay for things that they want, and so every action that is performed within an organization can fall within two categories: Value: actions that add value to the customer, for example, packaging on a product. Waste: actions that contribute nothing to the customer, and something that they would not knowingly pay for, for example, products being stored in a warehouse for 6 Lean thinking is about removing the waste from your processes so that your organization runs more efficiently. This approach is not just applicable to manufacturing processes, but across the business: remove queues from your employee canteen, remove duplication of tasks in the finance teams etc. Check Your Tech You can have all the latest software to help your business become more efficient, but you need to also regularly review your hardware which is essential to the running of the applications. It is prudent to check your computers’ hardware quarterly to ensure that they are running at optimal speed and efficiency. You may need to increase the RAM memory if you identify that equipment is not performing as it should. Slow running computers or laptops cause frustration for your employees, and can seriously impact on their productivity and efficiency. Address the Culture The culture of your organization is an important factor in the success of your business. To ignore any failings within your company will impact greatly on its efficiency. Interdepartmental politics can lead to a disruption in workflow. You all need to be working collaboratively to achieve the business goals. Your employees are your business’s most valuable asset, but they can also cause the most damage. Your organization’s values must be documented, and you must all work by them. Celebrate successes, recognize and reward achievements, and act on issues or challenges as they are identified. The business’s culture needs to foster an atmosphere and environment that people want to work in, and by doing so, you will be able to recruit the best people for the job, provide employee satisfaction and retain your employees.