How To Customize Your Resume

How To Customize Your Resume: How to tweak your resume for jobs. Learn to customize your resume and make your resume stand out from a professional resume writer at www.market-connections.net

Source: https://www.market-connections.net/blog/how-to-customize-your-resume 

How to prepare to quit your job

Is it really "Time for a change"?

The U.S. unemployment rate fell to a 50-year low in September 2018, making candidates more desirable than ever. Maybe you’ve been thinking it’s time for a change. You wouldn’t be alone.

According to Ceridian’s 2018-19 Pulse of Talent report, 37 percent of respondents are looking for a new job — either actively pursuing new opportunities (20 percent) or casually seeking a new position (17 percent).

Maybe you were passed over for a promotion, or are having trouble getting along with a new boss. The easy answer would be to just quit, but it’s probably not the right answer.

When you see someone quit their job in dramatic fashion, that may look like fun (especially after a bad day at work), but there are many reasons why that’s not a good idea.

An Addison Group 2019 Workplace Satisfaction Survey of 1,000 jobseekers found 79 percent of respondents say they are likely — or very likely — to look for a new job after a single bad day at work.

One of the top reasons why that may not be the right choice is that “unemployment discrimination” is a real thing. Both research and anecdotal evidence have found it’s harder to find a job when you’re unemployed than if you’re job searching while you’ve got a job.

One recent survey measured the difference. According to “The Science of the Job Search (2018)” survey by TalentWorks, “People who showed they were currently employed (even if creatively) saw a 149% hireability boost compared to their previously-fired or laid-off competitors.”

“Creatively” demonstrating current employment can be anything from continuing to show the work experience as “To Present” on a résumé or LinkedIn profile even after leaving a job to listing a “consulting business” as interim employment.

But when a hiring manager looks at your résumé — in particular, at your most recent positions — he or she likely won’t know if you’re not there because you were fired, laid off, or you quit.

Quitting can negatively impact your chances of getting hired. And it’s not just about quitting your job — it can be about quitting your job too soon (or looking for another job too soon).

The need to demonstrate current employment is particularly important if you haven’t been at your most recent job for very long.

According to the TalentWorks research, “People whose shortest job was 9+ months were 85 percent more hireable than people whose shortest job was 8 months or less.”

Furthermore, TalentWorks found that you are more hireable for your next job if you are at your current job for 18 months or longer.

If you did quit your job, you had better be ready to answer the question in an interview about why you left your most recent position.

That’s if you get the chance to interview at all. Recruiters and hiring managers are looking for reasons to narrow down the pool of candidates they will interview. It may be worth your while to address the reason for your departure in a cover letter accompanying the résumé, because leaving that question unanswered may result in your application being discarded in the initial screening process.

Why People Quit Their Jobs

There are many reasons to think about making a change. The Pulse of Talent survey found the top five reasons for quitting include:

• Salary – 28 percent
• Work was not interesting/didn’t like it – 14 percent
• I was not respected – 13 percent
• No opportunity to take on additional responsibility – 12 percent
• Poor relationship with manager – 12 percent

Nearly a third of employees in the same survey said they would need to leave their current position to move forward in their career.

All of these are “valid” reasons to pursue a job change, but they are not a reason to necessarily quit a job before lining up another one.

Reasons to Look for a New Job While You’re Still Employed

When you’re employed and looking for a new position, not only will recruiters and hiring managers be more inclined to interview you, but you’ll also have more money to invest in your job search. Being unemployed can be expensive!

The average job search is 13 weeks, according to the Bureau of Labor Statistics (BLS). Could you afford to go without a paycheck for that long? 

Networking takes time, as does applying for positions. You may have to wait a month for the application window to close, and candidates to interview to be selected. It can take 1-2 weeks after that to even get an interview scheduled, and the hiring decision may not be made for a couple days or weeks after that. Even if you’re available to start immediately, the company may require drug testing or have other pre-employment tasks that can lengthen the time before you actually start the job.

On the other hand, conducting a confidential job search while you’re still employed gives you time to prepare the tools required to support your job search. Having a résumé or professional LinkedIn profile professionally prepared can take 2-3 weeks.

Instead of simply quitting, you can also prepare yourself for a career move. Rather than quit right now, you might stick it out for six months, using that time to get yourself ready for the next opportunity. For example, taking classes or pursuing a certification that will better prepare you for your next job, or starting a side hustle (that might grow into a full-time opportunity in time).

Also, you want to make sure that you’re not running away from something as much as you are running towards something better. Spend some time thinking about what you do want to do next and why this particular job wasn’t a good fit.

If you’re looking to change careers, lining up your next job before quitting is even more important. Switching careers itself is more difficult than finding a job in the same industry, and adding unemployment to that equation can make the job search process take even longer.

The Costs of Unemployment

In addition to the time you’ll spend unemployed, there’s the potential costs of being unemployed. When you quit your job, you may lose benefits that will affect you financially. For example, if you need COBRA to continue to have health insurance coverage, that can be expensive. (COBRA is the temporary medical insurance named for the Consolidated Omnibus Budget Reconciliation Act, the federal law that gives people who have lost employer-sponsored health coverage the right to continue their coverage, at their own expense, for at least 18 months. However, the insured is responsible for 100 percent of the insurance premium — plus up to 2 percent for administrative costs — not just the amount you were paying as an employee.)

If you quit your job, you likely will not be able to collect unemployment benefits. So even if you think you are going to get fired, it may be better to let that happen. If you are laid off or fired, you may also get severance pay or access to outplacement services.

In general, you can only collect unemployment benefits after quitting if you have “good cause” — for example, due to an unsafe work environment, or if you weren’t being paid as promised, or if you were subject to harassment or discrimination. You can check with your state’s unemployment office before quitting to determine if you are eligible for unemployment benefits. It may also be wise to talk with an employment attorney to be sure.

Why You May Need to Quit Your Job

Now, there may be some valid reasons why you may need — or want to — quit your job immediately.

• These can include:
• An unsafe work environment
• Unethical or illegal actions — you’re being asked to do something that is against your morals (or that is even illegal)
• Financial issues (for example, you haven’t been paid, or your wages are not what you were promised)
• You are a victim of physical, verbal, or sexual abuse at work
• Personal or family emergency situation
• Your spouse gets a job somewhere else and you need to relocate
• You win the lottery

Can I Just Quit?

The answer is probably yes, depending on where you work. In the United States, all states are formally recognized as “at-will” employment states, meaning the employee can be dismissed by an employer for any reason without “just cause” and without warning, as long as the reason is not illegal. Some states also place limitations on at-will employment, which is more for the employee’s protection in the event of being fired or laid off.

Employees not covered by an employment contract are employed “at will,” meaning neither you nor the employer need to provide notice prior to ending the employment.

If you have an employment agreement, read it carefully to find out how you need to turn in your resignation. Do you need to provide two weeks’ notice? Do you need to provide notice in writing? Make sure you are following the process outlined in the contract.

It’s always a good idea to offer two weeks’ notice to your employer — if you can — even if they turn you down and have you leave immediately. Keep in mind if you quit without giving notice, you are likely burning a bridge with that employer that will lead to negative reference checks in the future.

Prepare To Quit

If you are going to quit your job, do everything you can to prepare yourself ahead of time:

• Take your belongings home ahead of time. If you quit, you may be asked to leave immediately, even if you offer two weeks’ notice. But do this slowly, so that it’s not apparent that you’re removing items.
• Make sure you collect any electronic items you need — for example, dates and names of trainings, copies of performance evaluations, sales records, etc. And clean off your computer — remove any personal information you wouldn’t want someone else to have access to after you’re no longer with the company.
• Update your résumé or work with a professional to create or update your career documents. This can take 2-3 weeks. You can generally list your current job as “to present” for 30 days before you need to put an end date on it. That means if you quit on March 2, by April 2, you should list your employment dates as [Month/Year] to [March/Year]. But résumés you send out prior to April 2 can use “To Present.”
• On a related note, create or update your LinkedIn profile. But do it slowly. You don’t want to go from a new profile to having 200 new connections in a week. And check your privacy settings so your network doesn’t get notified anytime you update the information on your profile.
• Review your company employee handbook and/or your employment agreement to determine what you’re entitled to if you leave the company. Can you cash out unused vacation time, or is it “use it or lose it”? If it’s “use it or lose it,” you may want to use some of your vacation time before you leave (and spend that time working on your job search)! Also look at stock options or retirement vesting schedules — you don’t want to quit a month before you’re entitled to these benefits.
• Cut your costs. Now is the time to start stockpiling an emergency fund. Look at your budget and see if there are expenses you can cut out.

One advantage of quitting your job is that you will have more time to spend on the job search, especially time to interview and network. Looking for a new job has often been compared to taking on a part-time job because of the time and energy required.

A job change may be in your (immediate) future. But don’t act without thinking or planning your next move — especially if you want to make a change in reaction to a bad day, being overlooked for a promotion, or because of a disagreement with a co-worker or manager.

My job search is not working; now what?

I can't find a job... What should I do?

Where are you lost or stuck in your job search? This guide is a self-assessment exercise combined with practical tips to help you get unstuck and move forward towards landing your dream job.

There are plenty of smart, successful people who struggle with finding jobs and/or a satisfying career. Why is this? Many times, they don’t know how to look for work. Most people have never been taught how to find a new job. So they do the things that they “think” they should do — applying for positions online, posting their résumé on job boards, and even creating a LinkedIn profile (even if they’re not sure what to do with it). But when they don’t get the results they want, they get stuck. With no immediate results, it’s easy to get frustrated. Many times, they won’t hear anything back at all from their applications, so they’re not sure how to move forward.

Before we look at the reasons why you might be lost or stuck, ask yourself some “bigger picture” questions:

• Am I doing what I’m meant to be doing? (Is the work I’m doing the “right job” or is it just “a job”?)
• Do I have the skills, experience, and/or qualifications necessary for the jobs I’m pursuing (if I’m being really honest with myself)?
• Have I conducted informational interviews to really understand the needs of employers for the types of jobs I’m pursuing — and to make new connections?
• Is there another way I can use my skills? (Making a change doesn’t always require going back to school or making a “big” change. It can simply mean using your skills in a new or different way.)
• Does finding another job in this field require something that I haven’t done yet? For example, a move? Taking a lateral position (maybe even with a pay cut) because it will mean developing a new skill set that offers more room for growth? A change in focus?
• Have I asked someone I know/like/trust for their honest feedback about how I’m presenting myself in my job search? Have I asked for feedback from hiring managers after interviews for jobs that I haven’t been offered?
• Am I really doing the “work” of conducting a job search, or am I just doing things that are “easy” or “comfortable” for me?

People who are most successful in finding — and landing — the job they want have several things in common:

1. Clearly defined goals — and the ability to research how to accomplish those goals. This includes identifying companies you’re interested in working for, potential job titles, contact information for people in the position to hire you (or connect you to the hiring manager), and knowledge of the company.
2. The willingness to invest time, energy, and money in their job search. This includes a strong résumé and other career communication documents, the right interview attire, career assessments, coaching to improve skills necessary for success in the job search (i.e., interview preparation, salary negotiation), etc.
3. The ability to document and to quantify accomplishments and achievements in their education, work experience, and/or volunteer work.

If your job search isn’t working, it’s time to do something different. Treat your job search as a project, with defined objectives, an action plan, and a timeline. Ask someone you trust (a spouse, friend, another jobseeker, or a career coach or counselor) to be your accountability partner — someone who will support, encourage, and motivate you in your job search.

The first step is to figure out where you’re stuck.

There are several areas where you might be having difficulty. If you are having trouble in more than one area, start with first reason and “fix” that before you move on to the next area.

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Don’t Know What You Want? 

Stop and Engage in Self-Examination. A successful job search requires that you identify and articulate your “career vision” — the type of work environment, location and lifestyle, and job you want — so that when you look for potential job opportunities, you can see if it will be a good fit, based on your identified values.

Author Lewis Carroll wrote, “If you don’t know where you are going, any road will get you there.” The same is true in your job search. People who say, “I just want a job, any job” will actually have a harder time finding a job than someone who knows what they want!

With that in mind:
Have you clearly defined what kind of job you want? (Use the “Your Ideal Job” worksheet included in this guide to clarify what your dream job looks like.) You don’t have to limit your search to this company profile, but defining what kind of environment is most attractive to you is a good place to start.
Ask yourself:
1.         What am I good at?
2.         What am I not so good at?
3.         What do I like doing?
4.         What skills do I need to update in order to stay current?

Next, can you clearly describe the value you would bring to the company? In her book, Résumé Magic, author Susan Whitcomb identifies 12 specific needs most companies have. These include the company’s desire to:
1.         Make money.
2.         Save money.
3.         Save time.
4.         Make work easier.
5.         Solve a specific problem.
6.         Be more competitive.
7.         Build relationship / an image.
8.         Expand business.
9.         Attract new customers.
10.      Retain existing customers.

Think about how you’re able to help an employer meet these “employer buying motivators.” Once you’re able to define who you are and who you want to work for, then move on to the next step.
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Not Getting Interviews? Re-Examine Your Résumé​

Professional resume services Los Angeles

A professionally written résumé is ideally suited for one particular job target. This may be a specific job title (“administrative assistant”) or several jobs that are similarly suited — for example, senior accountant/finance manager/chief financial officer. If you’re not getting calls for interviews, your résumé may be the issue.

Take a look at your résumé:

• If your résumé was professionally written, have you changed the wording from the original version? Did you change anything on the recommendation of a friend or colleague? Did you “water down” the language by adding or removing information?
• Did you give the résumé writer the strongest examples of your accomplishments — and quantify them with numbers, percentages, and dollars (whenever possible)?
• Are you using the résumé to apply for different positions than it was originally intended? (For example, if the résumé was developed to pursue a teaching position but you’re using it to apply for a job at a nonprofit.)

If you wrote the résumé yourself — or had a friend or relative write it — consider having it reviewed by a professional résumé writer who can give you objective advice about whether it meets today’s standards for an interview-ready résumé. The process of having your résumé written by a professional résumé writer can be eye-opening. Most résumé writers will work with you to identify your “personal brand” (what makes you unique as a jobseeker) and collect strong accomplishments that will help define how you can be an asset to your next employer as part of the résumé development process.

If it’s not the résumé or job target, it may be your job search tactics. One definition of insanity is “doing the same thing over and over again and expecting different results.”

• How are you using the résumé? Are you getting it in the hands of a hiring decision-maker for the type of job you want?
• Are you spending enough time on your job search? If you’re not working, commit yourself to a minimum of 40 hours per week devoted to your job search. If you are working, devote at least 20 hours each week to finding a new job.
• Work smarter, not harder. If you’re applying for 20 jobs online, you may think that you need to apply for 40 jobs. Instead, re-examine how you’re finding out about and applying for positions.

That leads to the next area where you may be stuck.

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Assess How You’re Conducting Your Job Search

Once you have your résumé and cover letter, the next step is to get them in the hands of a decision-maker who has the authority to interview you — and, hopefully, offer you the job (or at least advance your job search).

There are five major ways to search for a job.

1.   Applying for Job Postings Online

Applying for job postings online

This is where most jobseekers spend their time, but most people won’t find their dream job by applying for posted positions. Research suggests that only 2-4% of jobseekers land a job using Internet job boards. Most large companies receive between 200 and 10,000 résumés a month — the majority of these come from online applications for jobs they’ve posted.

There are many places where jobs are posted online. These can include the hiring company’s website or LinkedIn Company Page, niche websites (like www.Dice.com for information technology jobs, or www.JobsInLogistics.com), aggregator sites (such as www.Monster.com, www.CareerBuilder.com, or www.Indeed.com), social media (some companies will post job openings on Facebook, Twitter, or Instagram), or even www.Craigslist.com.

The aggregator sites — also known as the “big boards” — aren’t as effective as they used to be. Listing fees have increased while success rates have declined. However, you shouldn’t discount them entirely. If you see a job posting on a big board, go directly to the employer’s web site and see if the position is listed there as well. By applying through the company’s web site, you’ll not only get the chance to research the company, you might be able to identify a hiring decision-maker directly. And if you are able to find the hiring manager’s name, follow up your online application with a résumé and cover letter by mail. But remember, once a position is advertised, the competition for it can be overwhelming.

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2.   Responding to Newspaper Ads

Most jobs posted in newspapers are for lower salary positions (under $30,000/year) but that is not always the case, so it can be worth your while to spend some of your time finding and applying for jobs you see advertised in print publications. You may find jobs advertised in your local newspaper or in a trade journal for your industry.

Newspaper advertising is expensive for employers, though, so you’ll find a lot of companies with openings aren’t advertising them in the newspaper.

However, the newspaper can be a useful tool in identifying job “leads” — companies that hire people to do the kind of job you want. You may find you get more mileage by reading the newspaper or trade journal to find companies that are expanding and growing. You’ll also find these kinds of companies profiled in the Business section of the newspaper, in magazines like Inc., Forbes, and Fortune, and in local business journals. (Locate local business journals here: http://www.bizjournals.com/).
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3.   Employment Agencies/Recruiters

For certain kinds of jobs, companies pay third parties (recruiters or employment agencies) to screen and recommend potential employees.

These jobs usually fall into three areas:

• Positions paying under $30,000 a year (usually administrative jobs) — these are usually filled by employment agencies on a temp or temp-to-hire basis.
• Specialized positions where a closely-defined skill set is desired (for example, information technology jobs).
• Managers and executives making in excess of $75,000. These jobs are not usually advertised.

In exchange for finding candidates, screening them, and recommending the “best fits,” an employer will pay a fee that is usually equal to one-third of the employee’s base salary for the first year to the recruiter or employer, upon a successful hire.

The most important thing to recognize about working with recruiters is that they work for the hiring company, not for you. They only get paid if they make a successful placement. Because you’re not paying for the service, sending a résumé to one of these companies is a good idea, but it won’t always result in success — or even a return phone call.

You can find recruiters in the phone book (under “Employment Agencies”) or online. Use Google to search: Recruiter and [city name] and [job title].

Or look in the newspaper classifieds or your industry trade journal for recruiting firms advertising for candidates in your skill area. You can also connect with recruiters or employment agencies at job boards or through LinkedIn.

Remember, the employer pays the recruiter fee, so you should never be asked to pay a fee to work with a realrecruiter. Don’t be fooled by people claiming to be recruiters who ask you to pay hundreds or thousands of dollars to work with them.

It’s fine to work with multiple recruiters. The more recruiter contacts you have, the larger your network, and the greater the number of opportunities that will present themselves. Recruiter relationships are generally not exclusive. Start with 2-3 and expand your contacts if you’re not getting results. But be honest if you’re asked who else you are working with.

There are also variations of the employment agency you may come across. For example, if you are employed in a union trade, your union hall may function as an employment agency, offering connections to union jobs. And if you are between jobs and want to be hired as a day laborer, there are certain employment agencies that specialize in extremely short-term positions (usually one day, or a few days at a time).

And, don’t discount the resources offered by CareerOneStop (http://www.careeronestop.org/) or American Job Center (http://jobcenter.usa.gov/). Local or state employment agencies can also help connect you to employers in your area.

4.   Networking

Job fairs and networking opportunities

Networking remains one of the best job search strategies you can use to find your next job — or your dream job — but it’s probably the least understood method. Many jobseekers think networking means alerting the people you know that you want a new job. But it’s more than that. Your network is most valuable when you can ask for help in identifying job leads, obtaining information, getting advice, and/or making referrals. For example, if you want to work at a specific company, ask people in your network if they know anyone who currently works for — or used to work for — “Company X.” Then, ask for an introduction to that person, and ask them about the company, culture, and hiring practices.

It’s important to actively develop and cultivate your network. This can include: friends, relatives, parents of children’s friends, parents of your friends, relatives of your friends, club members, cousins, neighbors, your doctor, financial advisor, attorney, current and previous co-workers and managers, suppliers, professional association contacts, clients, and community contacts (civic leaders, clergy, etc.).

Here are some more opportunities to develop your network:

• Attend networking events (for example, those hosted by your professional organization, Chamber of Commerce, tip groups, NetworkAfterWork, etc.). You can also network while you’re attending sports, school, or cultural events.
• Work as a volunteer. For example, serve on the Membership Committee of your industry association. Getting involved in any charitable organization can be beneficial.
• Participate in online communities. This can be a social networking site — like LinkedIn or Facebook — or an alumni site or your trade association’s website (which might have a message board or email list to connect members). Be a giver — your willingness to help others will raise your professional profile and make others more willing to help you in return.
• Contact your alumni groups. Your college or university should have an alumni association (often with a directory of members) that can be useful. You can mine the directory for contacts in your field, even if they didn’t graduate in the same year as you. Your common interest in cheering for “The Bears” connects you! And look for connections on LinkedIn. Many universities maintain alumni-only Groups on LinkedIn.
• Join your professional association — but don’t just send in your dues…get involved! As mentioned before, the Membership Committee is often looking for help, but the Program Committee (that plans the continuing education events and networking programs) or the Finance Committee (the one that helps line up sponsors — i.e., influential employers in the industry) can also be good choices.
• Your colleagues can be a tremendous resource. Contact them and ask for their help with identifying contact names and numbers, generating ideas about where your skills might be most valuable, and learning more about company culture. Be sure to ask if you can use their name to “get in the door” with their contacts.

The single biggest mistake most jobseekers make is not asking for help from their network. People want to help you — so let them!

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5.   Direct Contact

Tap into the so-called “hidden job market” by using the direct contact job search method. Remember: Companies hire people to solve their problems. Use the “employer buying motivators” list from earlier in this guide to identify the specific ways you can help a prospective employer — and then don’t wait for a help wanted ad to be posted to offer your services. How do you do this? Use the other four methods for ideas:

• Online. Research trends and companies online. Identify key problems from executive speeches, reports, or profiles — or read their news releases on their website. A good source of information is Vault.com (www.vault.com). You can also identify potential employers using the online Yellow Pages. Are you a teacher? Every school in the area will be listed. The same is true if you want to work for a plumbing company, law firm, counseling office, veterinarian, or financial services firm. You can also make connections with hiring managersthrough LinkedIn.
• Newspaper. Identifying companies that are likely employers through their ads, profiles about them, or job listings that indicate a need for your expertise. Look at companies that are advertising openings to see what kinds of companies hire for the type of job you’re interested in. (For example, a company that is hiring a lot of production workers will likely need additional managers. If you’re looking for a Customer Service Supervisor job, look for a company that is hiring lots of customer service representatives.)
• Recruiters/Employment Services. This is the perfect example of a direct contact. (“Hey, I don’t know if one of your client companies currently needs someone with my skills, but here is what I have to offer…”)
• Networking. It happens all the time. Someone in your network says, “You know what? You should talk to John Jones at XYZ Company. They could use someone like you.”

It’s estimated that anywhere from 30 to 75 percent of jobs are not advertised. How are these positions being filled? Through networking and direct contact. How do you make direct contact? Call, use your network for an introduction, send an email, or write a targeted cover letter and send it with your résumé. You can also use résumé distribution services — like ResumeSpider or ResumeRabbit — to send unsolicited résumés to targeted contacts.

But the real key to success is following up. When using direct contact, persistence is the key!

Do your homework about companies you are interested in. Always research the company. The basic information you need is: Who to direct your résumé to within the company and whether the company has jobs (or job possibilities) that match your area of interest, education, and/or expertise. You can’t just send a general letter to “HR” or one addressed to “President, ABC Company.” You have to send it to a person. The best people to contact are managers and executives.

Every unsolicited résumé you send should be accompanied by a personalized, targeted cover letter. You are simply “spamming” potential employers when you mass mail 10, 20, or 100 résumés without researching them individually and customizing a cover letter. Even if you have the most creative résumé, without supporting documentation, you’re probably wasting your time.

Instead, take the time to develop a customized cover letter listing how your specific skills and attributes can be an asset to the company.

Next, be prepared for your job search. Make sure you keep a record of the résumés you’ve sent, using a follow-up log. When you send out a résumé, mention what your next step is — for example, “I will be contacting you within the week.” Make a note in your calendar and then follow up as promised. When you’re “spamming” employers, you lose the ability to closely follow up on the résumés you’ve sent. Ten résumés and cover letters that you follow up on are better than 100 résumés with no follow-up.

Follow up on letters by making a phone call. If you call and don’t get a response, send an email. Leverage your network to get personal introductions. Your efforts will yield interviews. You can dramatically increase your chances of being interviewed and receiving a job offer by following up with both your network and the person with the power to hire you in an effort to positively influence the selection process.

In your job search, you shouldn’t rule out any job search tactic — just consider how effective it is, and spend more of your time on high-impact tactics like networking and direct contact.

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Getting Interviews, But Not Job Offers?

Getting interviews, but no job offers?

​If you’re getting interviews, your résumé is doing its job — assuming you’re getting interviews for the types of jobs you want. But what you do before, during, and after the interview can increase your chances of getting the offer.

Before the interview, do your homework! Review the company’s website and learn more about the key personnel, the work they do, their clients, and potential areas where you might be an asset. Google the company. Look for recent news articles about the company. Review the company’s social media profiles (if they exist). Check out the company on Glassdoor.com (www.glassdoor.com) and see what current and former employees have to say. Ask your network for help learning more about the targeted company. If you know your interviewer’s name, Google that too. Check out his or her LinkedIn profile and social media accounts. And prepare a list of targeted questions to ask in the interview — 3-5 questions that demonstrate you’ve done your homework and that, when answered, will give you additional insight into the company.

In the interview, listen carefully. Your interviewer is assessing your fit with the company, but you are doing the same. You want to make sure that this job is right for you, too! (Remember, we’re looking for the “right job” not just “any job.”) Practice your interview skills too!

Be prepared to give a “closing statement.” If you’re given the opportunity in the interview, be ready to summarize (in 90 seconds or less) why you think you’d be a good fit for the position. If possible, incorporate in the additional information you’ve learned in the interview itself! Prepare the key points of this closing statement in advance, but practice it until it sounds natural, not canned or rehearsed. And before the interview ends, ask if the interviewer needs anything else from you to help with the decision — a list of references, work samples, a 30-60-90 day plan for what you’d do in the first three months on the job, etc.

And don’t forget that it’s okay to specifically express your interest in working for the company! At the end of the interview, ask what the next step is. You want to know if there is another round of interviews, and when it will begin, or when the hiring decision will be made. Ask if it’s okay to follow-up — and if they’d prefer phone or email?

Immediately after the interview, send a follow-up/thank you note. Handwritten notes are always appreciated, especially if you can mail it the same day (and the hiring timeline allows sufficient time for it to be sent and received). Otherwise, an email follow-up is fine. Express your appreciation for the opportunity to meet, reiterate your specific interest in the job and the company, and confirm the “next step” — whether that’s information you’ve promised to provide, or what you’re expecting from the interviewer.

If you don’t hear back from the interviewer in the time you expected to hear from him or her, it’s okay to follow-up. Just remember that hiring often takes much longer than expected, so don’t be a pest. Be respectful in your follow-up efforts. (“You had mentioned that you thought the second round of interviews would start this week, and I just wanted to make sure that you had everything you needed from me to assist in your decision-making.”)

If you don’t end up getting another interview — or the job offer — try to follow-up with the interviewer to get feedback — specifically, why another candidate was a better fit. You may not be able to obtain this information (busy hiring managers may not take the time to respond), but if you can get this type of feedback, it can be helpful in your overall job search. If you can’t reach the hiring manager, watch who is ultimately hired, and assess that person’s professional profile and see if there was something that might indicate a key qualification (perhaps a certification, or a past employer) that might have set them apart. Sometimes you just won’t be able to tell, however, and you must simply move forward to the next opportunity.

Get in the habit of rewarding yourself for effort, regardless of your results. If you put in the effort, eventually the results will follow.

What everyone needs to know about that Employment Application and the law

https://www.market-connections.net/blog/employment-application

The law and the job application forms

You’ve spent hours writing your resume — or may have invested hundreds of dollars hiring a professional resume writer — and maybe even drafted a cover letter to accompany it. You now have all you need to apply for a job opportunity that caught your attention — or do you? At some point in the process, you’ll be required to complete a job application, which may seem redundant. After all, doesn’t the resume cover everything the employer needs to know?

Employment Application Basics

Despite all the changes in resume content and style — as well as how one looks for work and applies for jobs — one constant remains: The employment application is an essential part of the hiring process. From the employer’s perspective, the application serves a number of purposes that are not addressed in a resume (and optional cover letter). These may vary, depending on the nature of the job and the preferences of the company; however, the following always applies:

•   An application is a legal document. Unlike a resume, you are required to sign an application, confirming that all the information you included is accurate and that you have not omitted anything.

•    An application becomes part of your permanent file once you are hired. Both state and federal employment laws require employers to retain employment applications for at least one year.

•    At a minimum, an application requires you to provide information sufficient to demonstrate that you are legally permitted to be employed. Furthermore, an application enables an employer to request information you would not typically include on your resume, such as contact information for immediate supervisors, reasons for leaving, or professional references.

•    The employment application is not a standardized form, so every company may create its own as long as it adheres to regulations set by the government.

That last point is quite complex, sparking debates about what are — and are not — lawful questions, and leaving jobseekers confused and anxious.

Current Regulations

In earlier decades, almost any question was acceptable. It was not unusual to ask the applicant’s date of birth, marital status, or citizenship. Things that were once okay are now prohibited by numerous federal laws that turned the tables in the applicant’s favor. Under these laws, employment applications/employers cannot inquire about the following:

•    Race, religion, gender, and national origin: Title VII of the Civil Rights Act of 1964 prohibits direct — as well as indirect — questions that allude to race, gender, and ethnicity. Inquiries into color of eyes/hair; whether the applicant is married, single, divorced, or separated; number and ages of dependent children; requiring a prefix (Mr., Mrs., Ms., or Mrs.); or questions about the observance of religious holidays are all unlawful. The anti-discrimination provision of the Immigration Reform and Control Act prohibits employers from discriminating against an applicant because he or she is not a U.S. citizen. The Form I-9, rather than an employment application, is the appropriate forum to determine an applicant’s citizenship status.

•    Age: The Age Discrimination in Employment Act of 1967 protects employees 40 years of age and above. It is permissible to ask an applicant if he or she is under 18 and, if so, to state his or her age (to ensure the applicant meets minimum age requirements of the job and/or to ensure the employer does not accidentally violate state law regarding the employment of minors regarding hours worked or certain work responsibilities). However, it is unlawful to request a date of birth or include the specific question, “How old are you?” Unfortunately, one can roughly calculate an applicant’s age by asking when he or she graduated from high school.

•   Disabilities and medical conditions: The Americans With Disabilities Act (ADA) of 1990 prohibits any inquiries about past or current health problems and medical conditions, disabilities, or on-the-job injuries. Even asking for the applicant’s height and weight is considered unlawful, as it may discriminate against certain demographic groups.

As you can see, it’s been more than 25 years since any significant regulations were put in place to protect job applicants from discrimination. Other employment application practices that are still in place include inquiries about an applicant’s criminal history, credit standing, and salary history, all of which can negatively impact a jobseeker. Fortunately, there are grassroots initiatives taking hold, and new regulations being adopted at the federal, state, and municipal level all across the country.

Applicant Credit Checks

The Fair Credit Reporting Act (FRCA) is a federal law that governs how a credit reporting agency handles your credit information. It is designed to protect the integrity and privacy of your credit information. The FRCA permits employers to request credit reports on job applicants. A 2010 study from the Society of Human Resource Management (SHRM) estimated that 60 percent of companies checked some (or all) job applicants’ credit reports.

Federal law permits employers to use credit history as a basis for denying employment and even rejecting any applicant who refuses a credit check. When applying for jobs, it is important to know your legal rights regarding credit checks.

Employers using credit reports to screen job applicants must do the following:

•     Obtain your written permission to request a credit report. The FCRA requires the notice to be “clear and conspicuous” and not mixed with other language. Read each application carefully and pay attention to what you are signing.

•     Notify you before they take “adverse action” (in this case, failing to hire) based in whole or in part on any information in the credit report.

•     Give you a copy of the credit report and a written summary of your rights.

•     Provide you with an opportunity to dispute the information contained in the report (typically three to five business days) before making a final decision.

Potential employers see a modified version of your credit report. Information that might violate equal employment regulations — such as birth year and marital status — is omitted, as is your credit score and account numbers.

As of February 2013, eight states (California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington) have passed legislation to restrict the use of credit checks in employment, and dozens of additional cities and states have introduced bills to do so.

At the same time, however, these laws include numerous exemptions that allow certain employers to continue conducting credit checks — even when there is no evidence that credit history is relevant to job performance. Check your state’s labor department or your city government to find if you are covered by any applicable laws.

The Equal Employment for All Act, introduced to Congress in 2013, would amend the FCRA to prohibit employers from considering credit reports in the hiring process, except for jobs that require a security clearance, are in the public sector, or are related to financial services. As of November 2018, that bill continues to languish in the House Financial Services Committee.

In the meantime, there are things you can do to protect yourself:

•     Check your credit report before you begin applying for jobs. You are entitled to one free copy of your credit report every 12 months from each of the three nationwide credit reporting companies. Order online from annualcreditreport.com, the only authorized website for free credit reports, or call 1-877-322-8228. You will need to provide your name, address, social security number, and date of birth to verify your identity.

•     Flag negative-yet-accurate information by contacting the credit bureau and asking to attach a 100-word explanation to your report of the extenuating circumstances that led to the negative situation.

•     Give your permission, when requested, to access your credit report. Unless you live in one of the states mentioned (California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington) and are in an exempt category, you have a greater shot of being shown the door if you refuse the employer access.

•     Don’t panic. Even if your credit report contains some negative information, you’re not necessarily out of the running. Only 10 percent of employers reported on a SHRM survey that a clean credit history was the most important variable in deciding whether to hire someone, and 80 percent of companies still hired candidates with damaging information on their credit reports.

Criminal History

As of 2014, nearly 90 percent of U.S. employers asked job applicants to reveal information on an employment application about their criminal histories — have they ever been arrested and/or been convicted of a crime — but the tides are turning.

As the national movement to improve fairness in hiring grows, currently 36 states, the District of Columbia, and 150+ cities and counties have adopted “ban the box” laws, which mandate the removal of criminal history questions from employment applications. These laws help the estimated 33 percent of adults with a criminal past get a fair shot at finding work by delaying inquiries about arrests and convictions until after the employer considers the applicant’s qualifications and determines whether he or she is suited for the job.

Currently, there is no federal “ban the box” law, with a bill to pass the Fair Chance to Compete for Jobs Act of 2017 stalled in Congress. Because of this, there is a lot of disparity and confusion about what laws/policies exist and where they apply. In some locations, these laws apply only to public government positions; elsewhere, they apply to both private and public employers.

To further compound the issues, there is little consistency in stipulations for when background checks can be used in the applicant screening process, even in places where fair-chance laws are in place. For employers with a presence in multiple states, each location is responsible for complying with local laws, even if these conflict with the company’s existing hiring practices.

Salary History

Capitalizing on the “ban the box” movement, some state and local governments are adopting laws and regulations that prohibit employers from requesting salary history information from job applicants, as well as preventing asking the minimum salary an applicant is willing to accept. This growing trend is part of a push to fight wage discrimination and eliminate or reduce the gender pay gap.

Four states (Delaware, Louisiana, New Jersey, and Oregon) as well as Puerto Rico led the way by enacting statewide bans for public employers in 2017, with California, Illinois, Kentucky, Massachusetts, Michigan, Missouri, Vermont, and Washington passing laws in 2018. Laws are set to go into effect in Connecticut and Hawaii in 2019. More than 20 states have proposed legislation prohibiting salary-related questions.

In February 2017, Philadelphia became the first city in the country to ban private-sector employers from asking job applicants about their salary history. Under this law, employers can be penalized if they ask salary questions on applications and during interviews. In October 2017, New York City joined Philadelphia in banning public and private employers from asking an applicant’s pay history. Similar laws went into effect in San Francisco in July 2018.

What’s Next?

As privacy concerns grow and anti-discrimination issues continue to rise, employers and jobseekers are challenged to keep pace with changes in what information is lawful and unlawful to request during the application and screening process.

Currently, employers are permitted to ask applicants in all states for their social security numbers; however, New York, Connecticut, and Massachusetts require employers to put safeguards — like encryption — into place for online applications to protect the privacy of jobseekers.

Employers are encouraged to ask themselves what information is essential to screening and qualifying the best candidates. And jobseekers are challenged to ask themselves how much personal information they are willing to share to get the job. The answers are continually changing.

Source: https://www.market-connections.net/blog/employment-application