This past weekend I attended a veterans’ job fair with nearly 40 employers in attendance. I spent several hours speaking with both veterans and company representatives. When speaking with employers I asked what information I should pass on to job seekers to help fill available positions. Here are the three things I heard most often: Continue reading →
Transitioning out of the military into civilian life is difficult. It can be even more difficult if you make basic mistakes that can hinder you from entering the civilian culture prepared. Task and Purpose have compiled a few guidelines for you. Continue reading →
Older job seekers are normally concerned that the company will hire a younger applicant. Arnie Fertig of U. S. News and World report has some stips. For the older job seeker that make sense. Continue reading →
WASHINGTON — Lawmakers are trying again – this time with support from the Department of Veterans Affairs – to give the VA secretary more power to fire, demote or suspend poor-performing employees and recoup their bonuses. Continue reading →
Your job interview is the culmination of a lot of effort on your part to get to the “starting gate”. There are some simple rules that can make the difference on how that interview goes. Sam Becker of the Cheat Sheet has some observations that may be of help. Continue reading →
One of the main areas where job candidates seek support is on the interview. So, here are five lessons learned over the years that make a great interview. Bruno Pell, the head of Citibank’s veteran recruiting program identifies five areas for making a great first impression and making that interview successful. Continue reading →
Our body language often speaks more than our verbal skills. Being aware of your body language and training yourself to use proper body language can make the difference in how you get along with people and possibly in your job search. Continue reading →
Only 4% of recruiters do not use social media to find and hire candidates. 87% utilize LinkedIn. Learning what recruiters do and what they are looking for can make a huge difference in your search for a new career. Barbra Adams has some insights that may be of value. Continue reading →
Hiring managers receive, on average, 75 resumes for each position they post, according to CareerBuilder.com They don’t have the time or resources to review each resume closely, and they spend about six seconds of their initial “fit or no fit” decision. .
An Objective. If you applied, it’s already obvious you want the job.
Irrelevant Work Experiences. Stay focused on the job at hand.
Personal stuff. No social security numbers etc.
Your hobbies. Not relevant.
Blatant lies. You will get caught.
Your age. You may be subject to discrimination.
Too much text. Keep it simple.
Time off. Not appropriate in your resume.
If needed, your interviewer will ask.
Inconsistent formatting. Self explanatory.
Personal pronouns like I, we, she, etc.
Present tense of a past job. Stay current.
Any unnecessary words. Keep it simple and clean.
A less than professional email address. Keep it professional.
Headers, tables, footers and charts. Keep it simple.
Your current business contact info. Dangerous!
The name of your boss. Dangerous!
Company specific terms. Your company’s jargon may not be appropriate.
Social media URL’s that are not related to your application.
More than fifteen years’ experience. It’s not a life story.
Salary information. Not necessary.
Outdated fonts. Stay current.
Fancy fonts. Keep it simple.
Reasons you left your former position. Keep it simple.
Go to www.TADPGS.com, click on the “Looking for People” tab, then view “Veterans Solutions”. To see more for information for Veterans, please join our LinkedIn group, Veterans Hiring Solutions for Veterans at http://linkd.in/Sg346w. If you have specific questions, contact me at Ben.Marich@Adeccona.com.