Yahoo Finance just put up this very interesting analysis of over-used words on LinkedIn and Resumes. I thought it would be a great thing to share here. If you really want to stand out in a sea of LinkedIn contacts, make sure you don't use these words.
LinkedIn's Resume Advice: The Top Ten Buzzwords to Avoid
By Kashmir Hill
LinkedIn is taking a page from OkCupid's book. The free online dating site, which has recently gotten attention for being a place where you can meet the richly controversial and famous, regularly dives into its treasure trove of profiles to offer advice and insights on its OkTrends blog. By analyzing user behavior on the site, it has offered up analyses of how your race plays into romantic responses, the lies we tell potential mates and the best photo to use to attract attention.
While analyzing professional résumés is a little less sexy than analyzing romantic ones, LinkedIn is giving it a spin. The advice may prove to be more useful to you if you're seeking to land a job instead of a significant other.
LinkedIn has done a word analysis on the profiles of its 85 million users to come up with a list of the most overused words and expressions. Do you like to describe yourself as innovative and motivated? Then you may want to think about some synonyms to employ.
From the LinkedIn blog:
Top 10 overused buzzwords in LinkedIn Profiles in the USA — 2010:
1. Extensive experience
2. Innovative
3. Motivated
4. Results-oriented
5. Dynamic
6. Proven track record
7. Team player
8. Fast-paced
9. Problem solver
10. Entrepreneurial
Once we hand our data over to hosting sites, they can do all kinds of cool, 'dynamic' stuff with it, from a global visualization of Facebook friendships to consumer spending trends (via Mint.com).
Of course, companies have to be careful when digging into their data not to violate the privacy of their users — a harsh lesson Netflix learned when it announced plans to open up its data to developers with a challenge to improve movie recommendation algorithms on the site. That 'innovative' idea led to a class-action lawsuit because the anonymized data was not so anonymous — a real 'problem solver' could figure out people's identities and thus the movies they had watched.
For the companies that can avoid privacy landmines, parsing databases and publicizing the findings can be a great way to attract attention from data-obsessed journalists and Web surfers. Of course, LinkedIn could take their data analysis a bit further. Rather than just telling us these words are overused, it'd be interesting to know if those with hackneyed job descriptions actually fail to find new employment when they seek it. I'll look out for that more impressive and 'results-oriented' data analysis from LinkedIn in the future.
Friday, December 17, 2010
Thursday, December 16, 2010
Accounting Positions in Gwinnett, North Fulton and Cobb Counties
DISCOVER STAFFING is currently seeking candidates for a variety of accounting opportunities.
Accounts Receivable
Accounts Payable
Payment Processor
Billing Specialist
Bookkeeper
Please send your resume to resumes@discoverstaffing.com for consideration. Only qualified candidates will be considered. Positions located throughout Gwinnett, North Fulton and Cobb Counties.
Please send your resume to resumes@discoverstaffing.com for consideration. Only qualified candidates will be considered. Positions located throughout Gwinnett, North Fulton and Cobb Counties.
Monday, December 6, 2010
Positions in North Fulton, Gwinnett, and Cobb Counties
DISCOVER STAFFING specializes in General Office Support and Light Industrial placement in North Fulton, Gwinnett, and Cobb Counties. Our positions change on a daily basis, so please check back to this page frequently for updates.
Positions currently available include:
Temporary Receptionist
Project Administrator
R&D Technician
Shipping and Receiving
Administrative Assistant
Bookkeeper with Multi-Family housing
Arbitration Coordinator
Credentialing Analyst
Sales Operations Analyst
Please email your resume to resumes@discoverstaffing and include the job title in the email.
Positions currently available include:
Please email your resume to resumes@discoverstaffing and include the job title in the email.
Monday, November 29, 2010
The Importance of References
At DISCOVER STAFFING, we require two references on every applicant who comes into our office. This is a guarantee we give our clients. Often, people lose touch with former employers or coworkers. It is very important that you have the right references available for your job search. Here is an article from Quintessential Careers with a lot of great advice.
References: The Keys to Choosing and Using the Best Job References in Your Job Search
by Randall S. Hansen, Ph.D.
If you're like most job-seekers, you may not have put much thought into whom you'll want to use as references when potential employers request them. We're often so busy polishing our resumes and cover letters, researching the companies, and preparing for interviews, that we neglect a very important part of the job search process -- requesting people to be references.
How can this article assist you? By helping you see the importance and value of choosing the "right" people to be references, by providing examples of how to develop a references page, and by offering you other keys to using references strategically in your job search.
Perhaps you're saying to yourself, "references don't really matter." And while it's true that most employers will not conduct a detailed background search on you, many employers will at least contact at least one or two of your references. Do not underestimate the power of your references. Remember, the employer is preparing to make a big investment in hiring you, and wants to be sure you are who you say you are. Having a few good references can be the deciding factor in your getting the job offer. Similarly, having one bad -- or lukewarm -- reference could cost you the job.
So what are the keys to using job references? Here's one list of the eight keys to choosing and using the best job references in your job search.
1. Don't even bother with those generic "letters of recommendations."
Employers don't want to read letters written in the past to “whom it may concern.” Employers want to be able to contact and communicate (via phone or email) with a select group of people who can speak about your strengths and weakness and fit for the job you are seeking. (See sidebar.) Plus, these letters don't have much credibility because anyone who would write a letter for you would likely say only good things about you.
2. Never, ever list names of references on your resume.
References belong on a separate sheet of paper that matches the look and feel of your resume, but is simply titled "References" or "Reference List." And never give references to employers until they request them, but do be sure and keep a list of references with you when interviewing so that you can be prepared to present them when the employer asks. If you have a job-search portfolio, keep the list in your portfolio. See these two sample reference lists.
3. Think strategically about reference choices.
What kind of reference do you want? You want the people who will make the strongest recommendations for you. Former supervisors do not have to be references, especially if they did not know all your accomplishments or you fear they will not have glowing things to say about you. Sometimes former co-workers, or supervisors in other departments who know your work, make the best choices. Again, the key is people who know your strengths and abilities -- and who will say positive things about you.
4. Consider different categories of references.
Overall, you ideally want about three to five references - people who can speak highly of your accomplishments, work ethic, skills, education, performance, etc. For experienced job-seekers, most references should come from previous supervisors and co-workers whom you worked closely with in the past, though you may also choose to list an educational (mentor) or personal (character) reference. College students and recent grads have a little more flexibility, but ideally you should have several references from internships or volunteer work in addition to professors and personal references. Avoid listing family members; clergy or friends are okay for personal references. Former coaches, vendors, customers, and business acquaintances are also acceptable.
5. Get permission to use someone as a reference.
Before you even think of listing someone as a reference, be sure and ask whether the person would be comfortable serving as a reference for you. Most people will be flattered -- or at least willing to serve as a reference -- but you still need to ask to be sure. Be prepared for a few people to decline your request -- for whatever reason.
6. Collect all the details for each reference.
Make sure to get complete information from each reference: full name, current title, company name, business address, and contact information (daytime phone, email, cell phone, etc.).
7. Keep your references informed (and perhaps coached).
Make sure each reference always has a copy of your most current resume, knows your key accomplishments and skills, and is aware of the jobs/positions you are seeking. Again, the best references are the ones who know who you are, what you can accomplish, and what you want to do.
8. Be sure to thank your references for their help.
Don't forget to thank your references once your current job search is complete. Some companies never contact any references, some only check the first one or two, and some check all. Regardless, these people were willing to help you, and thanking them is simply a common courtesy.
References: The Keys to Choosing and Using the Best Job References in Your Job Search
by Randall S. Hansen, Ph.D.
If you're like most job-seekers, you may not have put much thought into whom you'll want to use as references when potential employers request them. We're often so busy polishing our resumes and cover letters, researching the companies, and preparing for interviews, that we neglect a very important part of the job search process -- requesting people to be references.
How can this article assist you? By helping you see the importance and value of choosing the "right" people to be references, by providing examples of how to develop a references page, and by offering you other keys to using references strategically in your job search.
Perhaps you're saying to yourself, "references don't really matter." And while it's true that most employers will not conduct a detailed background search on you, many employers will at least contact at least one or two of your references. Do not underestimate the power of your references. Remember, the employer is preparing to make a big investment in hiring you, and wants to be sure you are who you say you are. Having a few good references can be the deciding factor in your getting the job offer. Similarly, having one bad -- or lukewarm -- reference could cost you the job.
So what are the keys to using job references? Here's one list of the eight keys to choosing and using the best job references in your job search.
1. Don't even bother with those generic "letters of recommendations."
Employers don't want to read letters written in the past to “whom it may concern.” Employers want to be able to contact and communicate (via phone or email) with a select group of people who can speak about your strengths and weakness and fit for the job you are seeking. (See sidebar.) Plus, these letters don't have much credibility because anyone who would write a letter for you would likely say only good things about you.
2. Never, ever list names of references on your resume.
References belong on a separate sheet of paper that matches the look and feel of your resume, but is simply titled "References" or "Reference List." And never give references to employers until they request them, but do be sure and keep a list of references with you when interviewing so that you can be prepared to present them when the employer asks. If you have a job-search portfolio, keep the list in your portfolio. See these two sample reference lists.
3. Think strategically about reference choices.
What kind of reference do you want? You want the people who will make the strongest recommendations for you. Former supervisors do not have to be references, especially if they did not know all your accomplishments or you fear they will not have glowing things to say about you. Sometimes former co-workers, or supervisors in other departments who know your work, make the best choices. Again, the key is people who know your strengths and abilities -- and who will say positive things about you.
4. Consider different categories of references.
Overall, you ideally want about three to five references - people who can speak highly of your accomplishments, work ethic, skills, education, performance, etc. For experienced job-seekers, most references should come from previous supervisors and co-workers whom you worked closely with in the past, though you may also choose to list an educational (mentor) or personal (character) reference. College students and recent grads have a little more flexibility, but ideally you should have several references from internships or volunteer work in addition to professors and personal references. Avoid listing family members; clergy or friends are okay for personal references. Former coaches, vendors, customers, and business acquaintances are also acceptable.
5. Get permission to use someone as a reference.
Before you even think of listing someone as a reference, be sure and ask whether the person would be comfortable serving as a reference for you. Most people will be flattered -- or at least willing to serve as a reference -- but you still need to ask to be sure. Be prepared for a few people to decline your request -- for whatever reason.
6. Collect all the details for each reference.
Make sure to get complete information from each reference: full name, current title, company name, business address, and contact information (daytime phone, email, cell phone, etc.).
7. Keep your references informed (and perhaps coached).
Make sure each reference always has a copy of your most current resume, knows your key accomplishments and skills, and is aware of the jobs/positions you are seeking. Again, the best references are the ones who know who you are, what you can accomplish, and what you want to do.
8. Be sure to thank your references for their help.
Don't forget to thank your references once your current job search is complete. Some companies never contact any references, some only check the first one or two, and some check all. Regardless, these people were willing to help you, and thanking them is simply a common courtesy.
Monday, November 22, 2010
The Holiday Job Search
I found this post on the Careerbuilder blog The Work Buzz.
Get hired during the holidays
Anthony Balderrama
Senioritis is the classic mental vacation many high schoolers take as graduation nears. Can you blame them? In the spring semester – and sometimes even in the fall semester – students are exhausted. They’ve been in school for 13 years. They’ve taken standardized tests. They’ve studied for exams. Freedom is weeks away. Soon they won’t have to sit in a classroom for eight hours a day. In their minds, school is already out.
For job seekers, something similar often happens as the year ends. Let’s call it holiday burnout. After months searching for a job, you get tired of the process. Browsing job postings, networking, drafting cover letters, customizing your résumé, interviewing – over and over and over again. You get burned out, and before Thanksgiving arrives you just want to stop and rest. Wisdom says that no one’s hiring in the last month or two of the year anyway and that you should start applying again after the new year, when everyone’s back from vacation and ready to hire again.
Let’s not forget that the holidays themselves can be a pain: visiting family, preparing large meals, parties, shopping. Your calendar can get too full to search.
Don’t get caught in this trap, says career consultant and author Jean Baur. Holiday burnout might have you frustrated with the process, but it’s also the perfect time to stand out from other job seekers. You’re not the only person who wants to take a rest from the grind of looking for a job.
"If you’re out there working the job market when others aren’t, you’ve got an advantage. You have less competition. You’ll stand out,” Baur says. “[It’s] the people who are using winter holiday parties to network who will be working sooner than those who give up and stay home to bake cookies. Even if the job itself doesn’t start until after the holidays, those who have given up will most likely not be the ones working when the season passes."
Holiday burnout can take its toll on you. But remember that employers often begin new budgets after the first of the year. They’re ready to start spending, and that means they’re getting the footwork out of the way now. So you could interview and even receive an offer now. Even if you don’t, your name might be at the top of the pile of résumés when recruiters start making calls on January 2.
Baur’s book "Eliminated! Now What?: Finding Your Way from Job-Loss Crisis to Career Resilience" has some recommendations for what you should and shouldn’t do during the holiday season.
Baur says you should:
Let the holidays help you network
From holiday cards to play dates to cocktail parties, the season is full of opportunities to interact with friends and family. Each conversation is a networking opportunity and a chance to let others know you’re still looking for a job.
Evaluate your job search tactics
Look at what you’ve done and decide what is and isn’t working for you. Don’t assume anything, or as Baur says, don’t let hearsay determine your path. What have you done that shows you results? Do you know for a fact a certain company isn’t hiring right now? Do your own homework.
Keep an open mind
"Tell yourself that you’ll keep an open mind about when jobs are found and will, at the very least, experiment during your job search so that you can discover what works and what doesn’t," Baur says.
And Baur says you shouldn’t:
Shut down during the holidays
Just because the common wisdom says no one’s hiring for the holidays, don’t believe it and check out of your job hunt. You’re wasting valuable time.
Give up
Don’t ever think, "It’s never going to happen for me" and give up. Looking for a job is difficult, time consuming, stressful and unpredictable. The only way to be certain you’re not going to ever land a job is if you just give up.
Burnout is real and you don’t want to push yourself so hard that you’re miserable. Always take time to relax and stay calm during your job hunt. But don’t go on a complete hiatus during the last two months of the year. Between preparing a turkey and wrapping gifts, remember that your job search is an ongoing process and to look for any opportunity you have to promote your hunt.
As Baur says in her book, the holidays distract many job seekers from their searches, and that leaves many opportunities open for you to step in and get noticed.
Do you plan on searching for a job during the holidays? How will you balance your job search with the hectic schedule of the season?
Get hired during the holidays
Anthony Balderrama
Senioritis is the classic mental vacation many high schoolers take as graduation nears. Can you blame them? In the spring semester – and sometimes even in the fall semester – students are exhausted. They’ve been in school for 13 years. They’ve taken standardized tests. They’ve studied for exams. Freedom is weeks away. Soon they won’t have to sit in a classroom for eight hours a day. In their minds, school is already out.
For job seekers, something similar often happens as the year ends. Let’s call it holiday burnout. After months searching for a job, you get tired of the process. Browsing job postings, networking, drafting cover letters, customizing your résumé, interviewing – over and over and over again. You get burned out, and before Thanksgiving arrives you just want to stop and rest. Wisdom says that no one’s hiring in the last month or two of the year anyway and that you should start applying again after the new year, when everyone’s back from vacation and ready to hire again.
Let’s not forget that the holidays themselves can be a pain: visiting family, preparing large meals, parties, shopping. Your calendar can get too full to search.
Don’t get caught in this trap, says career consultant and author Jean Baur. Holiday burnout might have you frustrated with the process, but it’s also the perfect time to stand out from other job seekers. You’re not the only person who wants to take a rest from the grind of looking for a job.
"If you’re out there working the job market when others aren’t, you’ve got an advantage. You have less competition. You’ll stand out,” Baur says. “[It’s] the people who are using winter holiday parties to network who will be working sooner than those who give up and stay home to bake cookies. Even if the job itself doesn’t start until after the holidays, those who have given up will most likely not be the ones working when the season passes."
Holiday burnout can take its toll on you. But remember that employers often begin new budgets after the first of the year. They’re ready to start spending, and that means they’re getting the footwork out of the way now. So you could interview and even receive an offer now. Even if you don’t, your name might be at the top of the pile of résumés when recruiters start making calls on January 2.
Baur’s book "Eliminated! Now What?: Finding Your Way from Job-Loss Crisis to Career Resilience" has some recommendations for what you should and shouldn’t do during the holiday season.
Baur says you should:
Let the holidays help you network
From holiday cards to play dates to cocktail parties, the season is full of opportunities to interact with friends and family. Each conversation is a networking opportunity and a chance to let others know you’re still looking for a job.
Evaluate your job search tactics
Look at what you’ve done and decide what is and isn’t working for you. Don’t assume anything, or as Baur says, don’t let hearsay determine your path. What have you done that shows you results? Do you know for a fact a certain company isn’t hiring right now? Do your own homework.
Keep an open mind
"Tell yourself that you’ll keep an open mind about when jobs are found and will, at the very least, experiment during your job search so that you can discover what works and what doesn’t," Baur says.
And Baur says you shouldn’t:
Shut down during the holidays
Just because the common wisdom says no one’s hiring for the holidays, don’t believe it and check out of your job hunt. You’re wasting valuable time.
Give up
Don’t ever think, "It’s never going to happen for me" and give up. Looking for a job is difficult, time consuming, stressful and unpredictable. The only way to be certain you’re not going to ever land a job is if you just give up.
Burnout is real and you don’t want to push yourself so hard that you’re miserable. Always take time to relax and stay calm during your job hunt. But don’t go on a complete hiatus during the last two months of the year. Between preparing a turkey and wrapping gifts, remember that your job search is an ongoing process and to look for any opportunity you have to promote your hunt.
As Baur says in her book, the holidays distract many job seekers from their searches, and that leaves many opportunities open for you to step in and get noticed.
Do you plan on searching for a job during the holidays? How will you balance your job search with the hectic schedule of the season?
Monday, November 15, 2010
Available Jobs in Gwinnett, North Fulton and Cobb County
DISCOVER STAFFING specializes in general office support and light industrial positions in the North Fulton, Cobb and Gwinnett County areas.
Available Positions Include :
Administrative Assistants - All Levels
Receptionists
Customer Service
Accounting including AP/AR and Bookkeeping
Warehouse
Temporary positions available throughout the Holiday Season.
Candidates must be local to the North Atlanta area. Please send your resume to resumes@discoverstaffing.com for consideration.
Check back to our Career Resource Center often to see our most up to date listings.
Temporary positions available throughout the Holiday Season.
Candidates must be local to the North Atlanta area. Please send your resume to resumes@discoverstaffing.com for consideration.
Check back to our Career Resource Center often to see our most up to date listings.
Friday, November 12, 2010
Recruiter in Duluth, GA
DISCOVER STAFFING is currently working with a client in Duluth seeking a Recruiter for a 3-5 Month assignment. The recruiter would be responsible for posting new positions, sourcing candidates, screening resumes, initial interviews and scheduling additional interviews, working with managers to understand their hiring needs and all follow up. Minimum compensation $18 per hour.
Please send resumes to resumes@discoverstaffing.com for consideration.
Please send resumes to resumes@discoverstaffing.com for consideration.
Wednesday, October 27, 2010
Regional Sales
DISCOVER STAFFING is currently working with a software company in Alpharetta seeking candidates for Regional Sales. Will be managing all aspects of the West Coast territory development. Will work with existing customers, update product info, respond to inquiries, forecast, and support channel partners. Must have excellent communication skills. 3 years of inside sales experience, IT or Software experience helpful. This is a fun and progressive company that values teamwork. Hours are 10-6:30 except Fridays which is 9-5:30. $38,000 to $41,000 plus commission and excellent benefits.
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the Alpharetta area and only qualified candidates will be considered.
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the Alpharetta area and only qualified candidates will be considered.
Friday, October 22, 2010
Claims Compliance Administrative Assistant
Thank you for your interest in this position. Our client has identified several candidates and is not accepting additional resumes at this time. Keep checking back to our job board for the most up to date postings.
DISCOVER STAFFING is seeking professional candidates for a direct hire position in Kennesaw. Must be extremely detail oriented and be very consistent. Must have solid written communication skills including spelling, grammar and usage. Other requirements including 3+ years administrative support experience, and expert knowledge of MS Office including Word, PowerPoint and Excel. Insurance or legal experience helpful but not required. Salary between $40,000 and $45,000 a year.
Please send your resume to resumes@discoverstaffing.com for consideration. Only qualified candidates will be considered.
DISCOVER STAFFING is seeking professional candidates for a direct hire position in Kennesaw. Must be extremely detail oriented and be very consistent. Must have solid written communication skills including spelling, grammar and usage. Other requirements including 3+ years administrative support experience, and expert knowledge of MS Office including Word, PowerPoint and Excel. Insurance or legal experience helpful but not required. Salary between $40,000 and $45,000 a year.
Please send your resume to resumes@discoverstaffing.com for consideration. Only qualified candidates will be considered.
Tuesday, October 19, 2010
Merchandise Manager
DISCOVER STAFFING is seeking a Merchandise Manager for a company in Ball Ground, GA. Must be proficient in MS Office, have retail merchandiser experience, and sewing experience is helpful. Will have involvement with new product development including evaluating costs, all admin functions such as tracking, follow up and execution, working with samples and colors, finalizing patterns, fit and construction of the product. Position pays $40,000 to $50,000.
Please send resume to resumes@discoverstaffing.com for consideration. Please use the job title as the subject if your email.
Please send resume to resumes@discoverstaffing.com for consideration. Please use the job title as the subject if your email.
Friday, October 15, 2010
Current Available Positions
DISCOVER STAFFING specializes in General Office Support and Light Industrial positions in Cobb, North Fulton and Gwinnett counties. Our opportunities are always changing, so please check back frequently for the newest listings.
Cobb County:
Bookkeeper w/Multi Family Housing Experience
Claims Compliance Admin
North Fulton County:
Telemarketing
Admin/Receptionist
Data Entry
New! Press Operator
Gwinnett County:
Warehouse Manager
Clerical Office Support Thank you for your interest in this position. The client has made a hiring decision at this time. This is the type of position we handle regularly, so please send your resume for possible future opportunities.
Marketing and Sales Support Admin Thank you for your interest in this position. The client has made a hiring decision at this time.
Part Time Web Designer Thank you for your interest in this position. The client has made a hiring decision at this time.
Industrial Sewing/Quilting
Receptionist
Please send your resume to resumes@discoverstaffing.com for consideration. Please include the job title and a short cover letter in your email.
Cobb County:
North Fulton County:
Gwinnett County:
Please send your resume to resumes@discoverstaffing.com for consideration. Please include the job title and a short cover letter in your email.
8 Tips for Editing Your Resume
Grammar and style really do matter. MSN Careers posted this great article about how to apply these rules to your resume.
8 Résumé Editing Tips
By Jennifer Anthony, Nationally Published Résumé Expert & Career Strategist
Depending on how it's written, your résumé can make or break your job search. A professional, well-written résumé can have employers banging down your door; but a sloppy, mistake-laden résumé can turn off a hiring manager in a split second. Proofreading is a must. Neglect doing it and you could send out a résumé with simple mistakes that could have been avoided.
Before you send yours to an employer, follow this checklist to ensure it is the highest-quality representation of yourself.
1. Grammar and spelling -- Use the grammar and spell check function in Microsoft Word. When you are finished with that, print out your résumé and read the document word for word. Spell check won't know that you meant to enter "manager" when you actually typed "manger."
2. Capitalization -- Use a manual such as the "Gregg Reference Manual" or "Strunk and White's Elements of Style" if you do not know capitalization rules. The most common capitalization errors are with job titles. You capitalize a person's job title only when it precedes his or her name. (Example: President Peters) You do not capitalize a job title when it comes after the name as a description. (Example: Mr. Peters, the president of XYZ Corporation...)
3. Punctuation -- Check for proper and consistent use of punctuation. Again, if you are unsure, refer to a reference manual. If you don't own one, there are many accessible for free online.
4. Run-on sentences -- Check to make sure you do not have run-ons: They are difficult to read and comprehend. A run-on sentence is defined as two or more sentences that have been joined together without a conjunction or the correct punctuation. (Example: I produced strategies for growth management and market contraction and identified profitable acquisition and diversification opportunities and facilitated negotiations for sale of software division to Fortune 500 company.)
5. Consistency -- You must be consistent with your number usage (dates, money, numbers), plurals and abbreviations. For example, don't list one date as "8/2004" and then list another as "3/15/2004." Also, be aware of listing software consistently (abbreviation use). MS Word and Microsoft Outlook are both correct, but not consistent when used in the same document.
6. Education section -- When you have a degree, list only the year that you obtained your degree. When you list your dates, (i.e.: 9/1998 to 1/2002) many résumé-scanning systems will not recognize that you obtained a degree, only that you attended college for a period of time.
7. Ampersands -- Ampersands (&) generally do not belong on a résumé. There are a few exceptions. One exception is a well-known company name (AT&T). Another exception is well-known industry terms (P&L). Overuse of the ampersand indicates laziness when repeatedly substituting it for "and."
8. Hyperlinks -- Sometimes, your e-mail and Web addresses may be automatically hyperlinked when typing your résumé and will need to be deactivated. The reason is that many spam filters treat links of any kind as potential junk mail. You don't want your résumé destined for the recycle bin before it's even read. To deactivate hyperlinks in MS Word, highlight the link, go to the "Insert" drop down menu, scroll down to and click "Hyperlink", and on the lower left-hand side of this screen there should be a little button that says "Remove link." When you find it, give it a little click and, voila, the hyperlink is gone. Or, just highlight the link, right click on it and scroll down to "remove link" to deactivate the link.
Jennifer Anthony, Nationally Published Résumé Expert & Career Strategist
web: www.jennanthony.info | twitter: @jenniferanthony
8 Résumé Editing Tips
By Jennifer Anthony, Nationally Published Résumé Expert & Career Strategist
Depending on how it's written, your résumé can make or break your job search. A professional, well-written résumé can have employers banging down your door; but a sloppy, mistake-laden résumé can turn off a hiring manager in a split second. Proofreading is a must. Neglect doing it and you could send out a résumé with simple mistakes that could have been avoided.
Before you send yours to an employer, follow this checklist to ensure it is the highest-quality representation of yourself.
1. Grammar and spelling -- Use the grammar and spell check function in Microsoft Word. When you are finished with that, print out your résumé and read the document word for word. Spell check won't know that you meant to enter "manager" when you actually typed "manger."
2. Capitalization -- Use a manual such as the "Gregg Reference Manual" or "Strunk and White's Elements of Style" if you do not know capitalization rules. The most common capitalization errors are with job titles. You capitalize a person's job title only when it precedes his or her name. (Example: President Peters) You do not capitalize a job title when it comes after the name as a description. (Example: Mr. Peters, the president of XYZ Corporation...)
3. Punctuation -- Check for proper and consistent use of punctuation. Again, if you are unsure, refer to a reference manual. If you don't own one, there are many accessible for free online.
4. Run-on sentences -- Check to make sure you do not have run-ons: They are difficult to read and comprehend. A run-on sentence is defined as two or more sentences that have been joined together without a conjunction or the correct punctuation. (Example: I produced strategies for growth management and market contraction and identified profitable acquisition and diversification opportunities and facilitated negotiations for sale of software division to Fortune 500 company.)
5. Consistency -- You must be consistent with your number usage (dates, money, numbers), plurals and abbreviations. For example, don't list one date as "8/2004" and then list another as "3/15/2004." Also, be aware of listing software consistently (abbreviation use). MS Word and Microsoft Outlook are both correct, but not consistent when used in the same document.
6. Education section -- When you have a degree, list only the year that you obtained your degree. When you list your dates, (i.e.: 9/1998 to 1/2002) many résumé-scanning systems will not recognize that you obtained a degree, only that you attended college for a period of time.
7. Ampersands -- Ampersands (&) generally do not belong on a résumé. There are a few exceptions. One exception is a well-known company name (AT&T). Another exception is well-known industry terms (P&L). Overuse of the ampersand indicates laziness when repeatedly substituting it for "and."
8. Hyperlinks -- Sometimes, your e-mail and Web addresses may be automatically hyperlinked when typing your résumé and will need to be deactivated. The reason is that many spam filters treat links of any kind as potential junk mail. You don't want your résumé destined for the recycle bin before it's even read. To deactivate hyperlinks in MS Word, highlight the link, go to the "Insert" drop down menu, scroll down to and click "Hyperlink", and on the lower left-hand side of this screen there should be a little button that says "Remove link." When you find it, give it a little click and, voila, the hyperlink is gone. Or, just highlight the link, right click on it and scroll down to "remove link" to deactivate the link.
Jennifer Anthony, Nationally Published Résumé Expert & Career Strategist
web: www.jennanthony.info | twitter: @jenniferanthony
Monday, October 4, 2010
How Your Resume Can Date You
The best thing to be in this job climate is cutting edge. At the very least, we should all make sure our resumes are up to date not only with our experience but with resume trends. Yahoo! Finance posted this great article about making sure your resume style and content doesn't date you right out of the competition.
7 Ways Your Resume Dates You
Porcshe Moran
Monday, September 27, 2010
The turbulent economy has forced many people to go back into the job market for the first time in years. If there is a thick layer of dust on your resume it might be beneficial to learn the new rules of resume writing and presentation before you start submitting applications. Even the most qualified applicant might not get called in for an interview if his resume creates the impression that he is out of touch with the current business environment. Do not assume that an impressive cover letter can serve as a substitute for a poorly written resume.
1. References Upon Request
There is no need to waste valuable resume space on this outdated section. Employers assume that you will provide references if asked. Instead, keep a separate page with the names and contact information of your references ready to supply to the employer once you have advanced in the interview process.
2. One Resume Fits All
While it is smart to keep a master resume on file, you need to customize it to fit each job for which you apply. Job-seekers who take the time to tailor their resume to the employer's needs will stand out from the pack. Eliminate the details that don't apply to the position and emphasize the ones that make you look the most qualified. It might take a little extra time to apply using this technique, but it will be worth it when your interview offers increase.
3. Objective Statement
The professional summary or profile has replaced the objective statement. Employers are focused on what candidates can do for them, not what the business can do for the candidate. You will sell yourself better with a concise bulleted list of the qualifications and accomplishments that make you a match for the position.
4. Single-Page Resume
One of the most touted resume rules is that the document must be one page. Many people will go to extremes to follow this command, resulting in tiny, unreadable font sizes just to avoid having a resume that extends onto the second page.
Unless you are a newcomer to the job market, it is entirely possible that you'll need more than a page to adequately showcase your skills and qualifications. If you have enough job experience that fits the position, it is acceptable to extend your resume length to two pages. Keep your resume succinct and relevant, but don't go under a 10-pt. font size.
5. Lack of Social Networking
Websites such as Facebook and Twitter might be considered distractions in the workplace, but they can be an asset on a resume. Employers want to know that applicants are up-to-date with current technology and communication trends. Links to a professional online portfolio, blog or LinkedIn page should be included in your resume header. There is a good chance that employers will do an internet search to find out more about potential employees, so make sure that all of your social networking profiles project a professional image.
6. Too Much Information
It is not necessary to give your life story on a resume. In fact, providing an employer with too much information can be detrimental to your chances of employment. Delete information about where and when you graduated high school. Ditch irrelevant jobs from 15 years ago. Although it was standard practice in some industries years ago, it is now inappropriate to include personal details in a resume such as information about your hobbies, religion, age and family status. Not only does it look unprofessional, but that information could be used to discriminate against you.
An employer will ask if they want to know why you left previous positions, so don't mention it on your resume. The rule of thumb is to pare down your resume to only include things that show why you are the perfect fit for the specific position for which you are applying.
7. Outdated Terminology and Skills
Skills in obsolete computer software and systems should be removed from your resume. Technical experience is critical in nearly every industry and employers often use technology keywords to find resumes in electronic databases. Listing basic computer skills such as word processing and using an internet browser is not recommended because employers will assume that you have those proficiencies. The job description is the best guide to determine the terminology and technology skills that should show up on your resume.
The Bottom Line
In a fast-paced and competitive job market the parameters for writing a resume continue to change. Resumes that do not reflect knowledge of the current needs in the workplace and the new rules of how to present yourself to an employer will likely end up in the trash.
7 Ways Your Resume Dates You
Porcshe Moran
Monday, September 27, 2010
The turbulent economy has forced many people to go back into the job market for the first time in years. If there is a thick layer of dust on your resume it might be beneficial to learn the new rules of resume writing and presentation before you start submitting applications. Even the most qualified applicant might not get called in for an interview if his resume creates the impression that he is out of touch with the current business environment. Do not assume that an impressive cover letter can serve as a substitute for a poorly written resume.
1. References Upon Request
There is no need to waste valuable resume space on this outdated section. Employers assume that you will provide references if asked. Instead, keep a separate page with the names and contact information of your references ready to supply to the employer once you have advanced in the interview process.
2. One Resume Fits All
While it is smart to keep a master resume on file, you need to customize it to fit each job for which you apply. Job-seekers who take the time to tailor their resume to the employer's needs will stand out from the pack. Eliminate the details that don't apply to the position and emphasize the ones that make you look the most qualified. It might take a little extra time to apply using this technique, but it will be worth it when your interview offers increase.
3. Objective Statement
The professional summary or profile has replaced the objective statement. Employers are focused on what candidates can do for them, not what the business can do for the candidate. You will sell yourself better with a concise bulleted list of the qualifications and accomplishments that make you a match for the position.
4. Single-Page Resume
One of the most touted resume rules is that the document must be one page. Many people will go to extremes to follow this command, resulting in tiny, unreadable font sizes just to avoid having a resume that extends onto the second page.
Unless you are a newcomer to the job market, it is entirely possible that you'll need more than a page to adequately showcase your skills and qualifications. If you have enough job experience that fits the position, it is acceptable to extend your resume length to two pages. Keep your resume succinct and relevant, but don't go under a 10-pt. font size.
5. Lack of Social Networking
Websites such as Facebook and Twitter might be considered distractions in the workplace, but they can be an asset on a resume. Employers want to know that applicants are up-to-date with current technology and communication trends. Links to a professional online portfolio, blog or LinkedIn page should be included in your resume header. There is a good chance that employers will do an internet search to find out more about potential employees, so make sure that all of your social networking profiles project a professional image.
6. Too Much Information
It is not necessary to give your life story on a resume. In fact, providing an employer with too much information can be detrimental to your chances of employment. Delete information about where and when you graduated high school. Ditch irrelevant jobs from 15 years ago. Although it was standard practice in some industries years ago, it is now inappropriate to include personal details in a resume such as information about your hobbies, religion, age and family status. Not only does it look unprofessional, but that information could be used to discriminate against you.
An employer will ask if they want to know why you left previous positions, so don't mention it on your resume. The rule of thumb is to pare down your resume to only include things that show why you are the perfect fit for the specific position for which you are applying.
7. Outdated Terminology and Skills
Skills in obsolete computer software and systems should be removed from your resume. Technical experience is critical in nearly every industry and employers often use technology keywords to find resumes in electronic databases. Listing basic computer skills such as word processing and using an internet browser is not recommended because employers will assume that you have those proficiencies. The job description is the best guide to determine the terminology and technology skills that should show up on your resume.
The Bottom Line
In a fast-paced and competitive job market the parameters for writing a resume continue to change. Resumes that do not reflect knowledge of the current needs in the workplace and the new rules of how to present yourself to an employer will likely end up in the trash.
Tuesday, September 28, 2010
Current Available Positions
DISCOVER STAFFING specializes in General Office Support and Light Industrial positions in Cobb, North Fulton and Gwinnett counties. Our opportunities are always changing, so please check back frequently for the newest listings.
Project Administrator - Alpharetta
Warehouse Clerk - Alpharetta
Tax Manager - Marietta
Administrative/Sales Support - Alpharetta
Warehouse Manager - Gwinnett County
Operations Associate/Accounts Receivable - Alpharetta
Tester/Warehouse - Suwanee
Health Care Licensing Specialist - Alpharetta
2nd Shift Customer Service Associate - Roswell Thank you for your interest in this position. The client has made a hiring decision at this time.
Receptionist/Customer Service - Roswell
Marketing/Sales Administrative Assistant - Suwanee
Medical Manufacturing - Alpharetta
Repair Manager - Gwinnett County Thank you for your interest in this position. The client has made a hiring decision at this time.
Industrial Sewing/Quilting - Norcross
Executive Assistant - Duluth
Please submit your resume to resumes@discoverstaffing.com. Please indicate the job title in your email subject.
Please submit your resume to resumes@discoverstaffing.com. Please indicate the job title in your email subject.
Wednesday, September 15, 2010
Industrial Sewing or Quilting
DISCOVER STAFFING is currently seeking candidates with industrial sewing or quilting experience for a position located in Norcross. Mattress manufacturing experience helpful. Ability to work overtime and occasional Saturdays required.
Please send resumes to resumes@discoverstaffing.com for consideration. Candidates must be local to the Norcross area and only qualified candidates will be considered.
Please send resumes to resumes@discoverstaffing.com for consideration. Candidates must be local to the Norcross area and only qualified candidates will be considered.
Friday, September 10, 2010
National Staffing Employee Week
Congratulations to Michael Timms, our Employee of the Year!
Monday, August 30, 2010
Top 10 Reasons Companies Want to Hire You
CNN and Careerbuilder had this great article in their living section.
Top 10 reasons employers want to hire you
By Rachel Zupek, CareerBuilder.com
(CareerBuilder.com) -- When you apply for a job, you know exactly what you're looking for. You want a company you love, great co-workers, a decent salary, a culture where you fit in and, most importantly, you want to love what you'll be doing.
But do you ever consider what the employer is looking for in its employees?
These days, competition is steep among job seekers; it's important to know what employers want in an employee before going into an interview so candidates can sell how they would be an asset to the company.
"If the candidate doesn't know what the employer is looking for, [he or she] can't properly communicate why they are the most qualified candidate for the position," said Steven Rothberg, founder of CollegeRecruiter.com. "Understanding what the employer is looking for ahead of the interview is so that the candidate can be sure to communicate all of the information that is likely to be most relevant to the employer."
In a 2009 survey from CareerBuilder and Robert Half International, employers said that aside from having the basic job qualifications, multitasking (36 percent), initiative (31 percent) and creative thinking (21 percent) are the most important characteristics in a job applicant.
We asked six workplace experts to address 10 of the most common reasons employers hire employees, in no particular order. Hopefully, they can help you prepare to land your next job.
1. Long-term potential
Why it's important: Employees want to see their future within a company so they are motivated and excited about their career path, the company's future and their role in it, says Celia Santana, president of Personal Risk Management Solutions.
From the employer perspective, you want people in your organization to work their way up. It is best to have someone who is multidimensional and can grow with the company.
Tip: "Give a real-life example or ask questions that demonstrate that you have thought about this," Santana says. "For example, you can ask a question like, 'What type of career movement do you envision for the most successful candidate in this role? Are there any current examples within your company?'"
2. Ability to work well with others
Why it's important: "We spend a lot of time at work; there is nothing worse than someone who cannot get along with others," Santana says. "[It's] so important and involves being helpful, understanding the unwritten rules, being respectful, reliable and competent."
Tip: "Tell a story," Santana suggests. For example, "I was interviewing someone for a job and asked about a situation where he had experienced a challenging situation at work. He told me about a situation where the company had a major deadline and needed all hands on deck. He was able to pause what he was working on and pitch in, working late hours to help the team meet the deadline."
3. Ability to make money
Why it's important: Hiring managers want people who can prove that they will increase the organization's revenues or decrease its costs, Rothberg says.
"During a recession, revenues are difficult for organizations to generate and employers have typically already cut their costs about as much as they can. Their emphasis is on increasing their revenues."
Tip: "Employers love metrics. The more you can quantify your work, the better," Rothberg said. Some positions are easier to quantify than others, but it can be done. "If you're a filing clerk, estimate how many minutes a day your work has saved your previous employers by looking at how much faster it is for people to access the information they need," he said.
4. Impressive résumé
Why it's important: "A résumé is a person's billboard; a reflection of the applicant in the eyes of the reader," said Jay Meschke, president of EFL Associates. "First impressions are lasting ones and a résumé is often the vehicle to either make a good impression or a poor one."
Tip: "Make sure several people review the résumé for content, style and accuracy. Use a co-worker that might have a dose of skepticism in their gene pool to receive the most constructive criticism. If a person has no comments, try another, and another, to obtain the collective wisdom of peers," Meschke said.
5. Relevant work experience
Why it's important: "Experience levels generally allow a person to hit the ground running without a lot of hand-holding," Meschke said. "Managers do not have time to mentor and train people as in the past."
Tip: "Be prepared to offer up quality references to substantiate your background and experience. Many times, references are the critical key to landing a job when the hiring decision is a close horse race," he said.
6. Creative problem-solving skills
Why it's important: "Employers know that in business, the chessboard changes daily. As soon as we think all is fine, the economy changes or the competition makes a surprise move and the company's own strategy must change," said Mark Stevens, author of "Your Marketing Sucks" and CEO of MSCO, a global marketing firm. "A person who gets locked into a set way of doing things finds it difficult or impossible to adjust. They are a drag on the business as opposed to an asset for it."
Tip: "Know how to tackle challenges and opportunities in a way no one will find in a textbook. Einstein used to approach his theories by thinking of childlike fantasies and working backwards to reality. Talk about how an approach like this is built into your DNA. You will be marketing yourself as a one-of-a-kind," Stevens said.
7. Strong online presence
Why it's important: "Social networking has become the primary way that people communicate. But it is a double-edged sword. Employers have access to your personal life, likes and dislikes, political views, good and bad behavior. Because of that exposure and the speed at which information is distributed, it is important that you be digitally dirt-free, especially when job hunting," said Chris Laggini, vice president of human resources for DLT Solutions.
Tip: "Social networking doesn't have to be negative in your job hunt; you can use it to your advantage. Old-fashioned reference checks through past employers are passé; use your [social networking] pages to accumulate references and positive praise from professional peers and college professors. Find people within the company whom you know that could put a good word in for you," Laggini said.
8. Multitaskers who thrive on variety of projects
Why it's important: "Business today moves at supersonic speed, and effectively managing a variety of different projects simultaneously is essential," said Susan Stern, founder and president of Stern + Associates, a public relations and marketing communications agency. "If an individual demonstrates a passion for learning new things and enjoys a variety of work, chances are she is also ambitious and inquisitive -- two qualities that are critical to success and advancement."
Tip: "Don't be shy about asking for additional assignments and offering to handle other aspects of a project than you might usually handle. Make it clear to your manager that you have a passion for learning new things and volunteer to take on extra work, even if it means putting in additional hours," Stern said.
9. Enthusiasm and initiative
Why it's important: "If you show consistent enthusiasm and take initiative on the job, you can count on being noticed and rewarded. Every business looks to put their most enthusiastic people forward with important clients and customers," Stern said.
"By taking initiative, you convey a true team spirit and illustrate that you are not someone who simply meets the criteria of a job description, but who goes above and beyond what is required to help the business succeed."
Tip: "Don't forget to say, 'Good morning' with a lilt in your voice; when you pass someone in the hall, smile and say, 'Hello,'" Stern reminded. "It's easy to clam up around top management when you are new to the business world, but showing confidence and a comfort level with people more senior to you will lead to your being considered for more challenging work."
10. Good cultural fit
Why it's important: Recruiters are pressured to find the right match for a company; applicants are under pressure to creatively differentiate themselves and demonstrate a desire to succeed, said Jenny Floren, founder and CEO of Experience Inc., an online recruiting community. "Hiring managers are particularly interested in how a candidate is going to adapt to their unique organizational culture."
Tip: "Look for different ways -- a personal blog or Twitter -- to deliver your message about what makes you a great cultural fit. Find ways to incorporate specific examples that illustrate the cultural competencies they are looking for, like flexibility, leadership or teamwork, as this will help employers understand you're serious and excited about the position," Floren said.
Top 10 reasons employers want to hire you
By Rachel Zupek, CareerBuilder.com
(CareerBuilder.com) -- When you apply for a job, you know exactly what you're looking for. You want a company you love, great co-workers, a decent salary, a culture where you fit in and, most importantly, you want to love what you'll be doing.
But do you ever consider what the employer is looking for in its employees?
These days, competition is steep among job seekers; it's important to know what employers want in an employee before going into an interview so candidates can sell how they would be an asset to the company.
"If the candidate doesn't know what the employer is looking for, [he or she] can't properly communicate why they are the most qualified candidate for the position," said Steven Rothberg, founder of CollegeRecruiter.com. "Understanding what the employer is looking for ahead of the interview is so that the candidate can be sure to communicate all of the information that is likely to be most relevant to the employer."
In a 2009 survey from CareerBuilder and Robert Half International, employers said that aside from having the basic job qualifications, multitasking (36 percent), initiative (31 percent) and creative thinking (21 percent) are the most important characteristics in a job applicant.
We asked six workplace experts to address 10 of the most common reasons employers hire employees, in no particular order. Hopefully, they can help you prepare to land your next job.
1. Long-term potential
Why it's important: Employees want to see their future within a company so they are motivated and excited about their career path, the company's future and their role in it, says Celia Santana, president of Personal Risk Management Solutions.
From the employer perspective, you want people in your organization to work their way up. It is best to have someone who is multidimensional and can grow with the company.
Tip: "Give a real-life example or ask questions that demonstrate that you have thought about this," Santana says. "For example, you can ask a question like, 'What type of career movement do you envision for the most successful candidate in this role? Are there any current examples within your company?'"
2. Ability to work well with others
Why it's important: "We spend a lot of time at work; there is nothing worse than someone who cannot get along with others," Santana says. "[It's] so important and involves being helpful, understanding the unwritten rules, being respectful, reliable and competent."
Tip: "Tell a story," Santana suggests. For example, "I was interviewing someone for a job and asked about a situation where he had experienced a challenging situation at work. He told me about a situation where the company had a major deadline and needed all hands on deck. He was able to pause what he was working on and pitch in, working late hours to help the team meet the deadline."
3. Ability to make money
Why it's important: Hiring managers want people who can prove that they will increase the organization's revenues or decrease its costs, Rothberg says.
"During a recession, revenues are difficult for organizations to generate and employers have typically already cut their costs about as much as they can. Their emphasis is on increasing their revenues."
Tip: "Employers love metrics. The more you can quantify your work, the better," Rothberg said. Some positions are easier to quantify than others, but it can be done. "If you're a filing clerk, estimate how many minutes a day your work has saved your previous employers by looking at how much faster it is for people to access the information they need," he said.
4. Impressive résumé
Why it's important: "A résumé is a person's billboard; a reflection of the applicant in the eyes of the reader," said Jay Meschke, president of EFL Associates. "First impressions are lasting ones and a résumé is often the vehicle to either make a good impression or a poor one."
Tip: "Make sure several people review the résumé for content, style and accuracy. Use a co-worker that might have a dose of skepticism in their gene pool to receive the most constructive criticism. If a person has no comments, try another, and another, to obtain the collective wisdom of peers," Meschke said.
5. Relevant work experience
Why it's important: "Experience levels generally allow a person to hit the ground running without a lot of hand-holding," Meschke said. "Managers do not have time to mentor and train people as in the past."
Tip: "Be prepared to offer up quality references to substantiate your background and experience. Many times, references are the critical key to landing a job when the hiring decision is a close horse race," he said.
6. Creative problem-solving skills
Why it's important: "Employers know that in business, the chessboard changes daily. As soon as we think all is fine, the economy changes or the competition makes a surprise move and the company's own strategy must change," said Mark Stevens, author of "Your Marketing Sucks" and CEO of MSCO, a global marketing firm. "A person who gets locked into a set way of doing things finds it difficult or impossible to adjust. They are a drag on the business as opposed to an asset for it."
Tip: "Know how to tackle challenges and opportunities in a way no one will find in a textbook. Einstein used to approach his theories by thinking of childlike fantasies and working backwards to reality. Talk about how an approach like this is built into your DNA. You will be marketing yourself as a one-of-a-kind," Stevens said.
7. Strong online presence
Why it's important: "Social networking has become the primary way that people communicate. But it is a double-edged sword. Employers have access to your personal life, likes and dislikes, political views, good and bad behavior. Because of that exposure and the speed at which information is distributed, it is important that you be digitally dirt-free, especially when job hunting," said Chris Laggini, vice president of human resources for DLT Solutions.
Tip: "Social networking doesn't have to be negative in your job hunt; you can use it to your advantage. Old-fashioned reference checks through past employers are passé; use your [social networking] pages to accumulate references and positive praise from professional peers and college professors. Find people within the company whom you know that could put a good word in for you," Laggini said.
8. Multitaskers who thrive on variety of projects
Why it's important: "Business today moves at supersonic speed, and effectively managing a variety of different projects simultaneously is essential," said Susan Stern, founder and president of Stern + Associates, a public relations and marketing communications agency. "If an individual demonstrates a passion for learning new things and enjoys a variety of work, chances are she is also ambitious and inquisitive -- two qualities that are critical to success and advancement."
Tip: "Don't be shy about asking for additional assignments and offering to handle other aspects of a project than you might usually handle. Make it clear to your manager that you have a passion for learning new things and volunteer to take on extra work, even if it means putting in additional hours," Stern said.
9. Enthusiasm and initiative
Why it's important: "If you show consistent enthusiasm and take initiative on the job, you can count on being noticed and rewarded. Every business looks to put their most enthusiastic people forward with important clients and customers," Stern said.
"By taking initiative, you convey a true team spirit and illustrate that you are not someone who simply meets the criteria of a job description, but who goes above and beyond what is required to help the business succeed."
Tip: "Don't forget to say, 'Good morning' with a lilt in your voice; when you pass someone in the hall, smile and say, 'Hello,'" Stern reminded. "It's easy to clam up around top management when you are new to the business world, but showing confidence and a comfort level with people more senior to you will lead to your being considered for more challenging work."
10. Good cultural fit
Why it's important: Recruiters are pressured to find the right match for a company; applicants are under pressure to creatively differentiate themselves and demonstrate a desire to succeed, said Jenny Floren, founder and CEO of Experience Inc., an online recruiting community. "Hiring managers are particularly interested in how a candidate is going to adapt to their unique organizational culture."
Tip: "Look for different ways -- a personal blog or Twitter -- to deliver your message about what makes you a great cultural fit. Find ways to incorporate specific examples that illustrate the cultural competencies they are looking for, like flexibility, leadership or teamwork, as this will help employers understand you're serious and excited about the position," Floren said.
Friday, August 27, 2010
Current Available Positions
DISCOVER STAFFING specializes in General Office Support and Light Industrial positions in Cobb, North Fulton and Gwinnett counties. Our opportunities are always changing, so please check back frequently for the newest listings.
Cobb County:
Tax Manager
Office Assistant
Software Sales
Executive Assistant
North Fulton County:
Buyer
Marketing and Communications Specialist
Office Manager/Bookkeeper (Quickbooks)
Data Entry
Licensing Specialist
Project Coordinator
Customer Service
Administrative Support
Gwinnett County:
Customer Service Representatives
Computer Repair and Fabrication
Bilingual Inside Sales
Bilingual Health Care Customer Service
Electronic Soldering Technician
Adminstrative Assistant/Bookkeeper
Please send your resume to resumes@discoverstaffing.com for consideration. Please include the job title and a short cover letter in your email.
Cobb County:
North Fulton County:
Gwinnett County:
Please send your resume to resumes@discoverstaffing.com for consideration. Please include the job title and a short cover letter in your email.
Wednesday, August 25, 2010
The Darndest Things
I love when Careerbuilder puts out their list of craziest things said by interviewees. They are a good laugh, but also a cautionary tale. Keep in mind what not to do.
Interviewees Say The Darndest Things
By Rachel Farrell, CareerBuilder.com writer
You can always depend on a young child to tell you exactly what they think, or precisely how they feel on any given topic. Want to know if your breath smells bad, if you should wear a different tie, or if you really look fat in that outfit? Find a five-year-old. They will give you an uncensored, honest answer.
Needless to say, we expect more from adults. Especially adults who are interviewing for a job.
For the second year in a row, we asked hiring managers everywhere to tell us the craziest thing they've ever heard in an interview. Keep reading for 37 hilarious (and true) statements from the job candidates:
1. "I interviewed a gentleman who looked great on paper but said two things during the interview that made me think 'really?' When starting the interview I asked him what his hobbies were to lighten the mood. He replied 'I sometimes walk up to perfect strangers just to say hello. I also like to pick up trash if I see some when I'm walking around.' After I asked him how the position would contribute to his professional goals and future plans, he replied 'My main goal is to be a rock star; this is more of a backup plan.'" -- Jessica Harrington, marketing associate, Eastern Michigan University
2. "I remember interviewing a secretary some years ago and asking her 'What is important to you in a job?' Her answer was: 'I want to work close to Bloomingdales.'" -- Bettina Seidman, career management coach, SEIDBET Associates
3. "'When your work load is heavy and you are overwhelmed, how do you handle the stress?' 'I run in the bathroom and cry.'" -- Jessica Simko, Career Branding Guide
4. "We performed mock interviews where our clients were put in an interview session using their real backgrounds, interests; etc. When asked why the client left her last job, which was in a family buffet style restaurant, her response was 'I was hungry and didn't know it would be a problem so I had pizza delivered to the restaurant while was on the clock.'" -- Jacqueline Lisenby, chief visionary officer and president, StatusJ Entertainment Group
5. "I interviewed a senior engineer for one of our open positions. He demanded coffee and proceeded to spill coffee in his lap. Then he pointed to his groin area, laughed and said, 'It looks like I wet myself!' Needless to say, he didn't get the job." -- Lisa Hall, HR trainer and author, "Taking Charge of Your Own Health"
6. "I recently had the craziest interviewee ever come into our offices for a copywriter position. I wanted enthusiastic but this guy was so over the top, I almost laughed in the middle of the interview. He high-fived someone on my team after hearing that my team member just got engaged. He talked about how terrible his boss was for a good 20 minutes. He said he felt like he was already working with us. And then he left something behind so that he could come back and get it. He called wondering when he could come back and we [saw] him prepping in the parking lot." -- Amanda Halm, senior copywriter, editor, Bridezilla.com
7. "Without a doubt, the craziest thing I ever heard came from a candidate for an entry-level management position. He looked perfect on paper so we scheduled a phone interview for 3 p.m. He answered the phone and when I introduced myself he said, 'Hold on, I'm at a bar. Let me finish this shot and go outside.' Amidst the noise of an active game of pool and a rowdy bar crowd, he slipped outside and told me, 'You know what? I'm a little drunker than I thought. Can we reschedule?' Needless to say, we did not." -- Heather Lytle, senior partner, H&L Media Partners
8. "While I am not the interviewer for a corporation, having been in many interviews for opportunities, I have actually heard a number of interesting, crazy, less-tactful things said from the interviewer side. The worst was, I drove two hours to do an in-person, one-hour interview and the interviewer was 30-40 minutes late to the interview, even though she walked by me in the lobby six or seven times with a bag of chips talking about her personal life to the receptionist. When she finally came out to get me, she didn't even act shocked or sorry for the delay, and just said, 'I was munching on a bag of chips and time flies when you're eating chips.' Let's just say I knew then it wouldn't be a good fit." -- Chris Perry, founder of Career Rocketeer
9. "We recently asked a job candidate, 'what do you know about us?' He leaned back in his chair and replied, 'Not much. Why don't you fill me in?' He wasn't hired." -- John Kramb, Adams County Winery
10. "We always include a casual lunch or dinner portion during an interview to continue our discussions in a more informal manner. This candidate let their guard down, falling out of their 'interview mode', during the friendly and casual mealtime discussions. They went so far as to share that they installed an illegal second network in their office with coworkers and would spend their afternoons gaming on the clock. They then went on to further share how regularly in the mornings and afternoons they would sleep at their desk during working hours. Bragging that they had never once been caught in either of these acts. Needless to say, this candidate was not hired. Prior to this meal time, more casual discussions they were likely to be made an offer. The lesson learned and to be shared is that you are on the interview from before you arrive at a location until you have returned home. I was truly surprised that such a smart individual would make such a stupid mistake by sharing such obviously unacceptable work practices with a potential new employer." -- Zachary Z. Zguris, chief technology officer, Lime Design, Inc.
11. "The interview was for a highly visible administrative assistant position. Clearly, I was looking for someone who would exercise tact with top-caliber people who would come into our office. I opened the interview with a fairly standard question:
'What is it that attracts you to this job the most?' Without hesitation, she replied, 'My mother thinks this will be the right job for me.'" -- Bill Lampton, president, Championship Communication
12. "We have the standard lists of questions you'd expect to hear, but at any given moment, I'll interject with, 'If you were an animal, what animal would you be and why?' The most shocking response was, 'I'd be a cat so I can lay around all day and not have to do anything.'" -- Efrain Ayala, account executive, Walt Denny Inc., The Home Products Agency
13. "The man's phone kept ringing. Finally, he answered it and he said, 'Hello. No. I'm fine. OK.' Of course, it was rude and uncalled for in my opinion, but I gave him the benefit of the doubt and asked if everything was OK. He basically said nothing was wrong but that his wife was checking in. He had not flown in for the interview. He was local." -- T. Murray, author of "Stuck on Stupid: A Guide for Today's Professional Stuck in a Rut"
14. "The most bizarre experience I ever had was regarding a candidate who was offered a position with my client. Because she had disclosed that she had a college degree, she was required to produce proof in the form of transcripts, diploma, etc. She told us that she was unable to produce the required documentation because her identity had been changed and that the information the firm was seeking was in her previous name. Due to safety reasons, she was unable to produce proof (in any name she had or was using)." -- Cathleen Faerber, managing director, The Wellesley Group, Inc.
15. "I was interviewing an older women for a position in my company. I thought she had a great personality and was considering hiring her. Then at the end of the interview she asked if I would be able to give her a ride to work and then back home again everyday! Umm, no." -- Janice Celeste, president and CEO, Celeste Studios Film & Video
16. "I had a women come in and tell me that she ran a business around the corner and that she would be working this job, as well as managing her business during business hours. I wanted to be sure that I understood her correctly -- that she would be taking time away from the position with me to 'check in' on her store periodically. But when I asked her a few questions to clarify, she became upset with me and ended up storming out of my office." -- Shay Olivarria, speaker and author of "Bigger Than Your Block"
17. "One job candidate arrived late for the interview, in a not-so-gracious mood. 'The commute is terrible,' she said. 'I'm so glad I don't have to do this every day.'" -- Sammie Samuella Becker, CEO, TigressPR
18. "I had a candidate in the final interview stages. He pretty much HAD the job. He was invited to interview with a couple of people who would become peers as last step in the process. One would-be peer asked my candidate to demonstrate to them his work ethic and drive, to which he replied, 'You can just strap a saddle on my a** and ride me!' Apparently, he was hoping to show what a work horse he is. As you might imagine, he did not get the job." -- Jenny Foss, recruiting agency owner, recruiter and job search consultant
19. "I interviewed a candidate over the phone for a sales position. Less than five minutes into the call, I began to hear water swishing and realized that the candidate was taking a bath during the phone interview." -- Jessica Miller-Merrell, SPHR, owner, Xceptional HR
20. "I had a candidate come into my office with her child and proceed to breast feed her baby boy during the interview. There was no acknowledgment or mention from the woman I was interviewing about the baby or him eating." -- Miller-Merrell
21. "While interviewing a young lady who was wearing a revealing top, at the end of the interview, she leaned forward and said in a sultry voice, 'I'll do anything to get this job.' She got people's attention, but eliminated herself from getting hired." -- Ronald Kaufman consultant, author "Anatomy of Success"
22. "One [candidate] came in dressed very professionally and really looked like she had made an effort to look the part. Some people assume because we are laid back and bring our pets to work, that we are extremely casual and will show up for an interview dressed in jeans, so this was a nice change. Toward the end of the interview, I complimented her on how professional she looked. She got this huge smile and looked down at her clothes and said, 'I know... I think I look like Mary Tyler Moore, that's why I wore this!' We ended up hiring her and she was such a quirky, fun, enthusiastic employee with a style all her own." -- Cindy Lukacevic, owner/vice president of marketing, Dinovite, Inc.
23. "While wrapping up a seemingly decent interview with a young lady for an administrative assistant position, I asked her if she had any questions. She asked one or two default questions about the company then ... drum roll ... she says, 'I used my last bit of change to put gas in my car to make it here. Is there any way that you could help me out?' Needless to say, I was floored and the candidate did not get the job." -- Clorissa Wright, senior publicist, WrightWay Marketing and Consulting
24. "'I like to date the young ones, is that bad?' and 'I love older women, do you really only have women working in your organization?' Those are the two I will never forget." -- Greg Palomino, CWP, CEP, CRE8AD8, LLC
25. "I was working for a private investigator and interviewing applicants for a decoy position, in which they could possibly be confronted with various situations while investigating everyone from potentially cheating wives to drug dealers. I asked a guy in his early twenties, 'What would you do if you were working undercover and someone you were investigating starting using drugs?' He laughed, 'Oh, it wouldn't bother me. I mean, I have a medical marijuana card and all. You know, anxiety and stuff.' 'Oh, really?' I noticed his eyes were slightly glassy. 'Yep.' He grinned. 'So, are you high now?' I asked. A chuckle. 'Just a little!' 'Oh, just a little?' I replied. 'When did you last smoke?' 'Oh, before I left my place to come here.' He didn't get the job." --Lauren Gard, Infinite Public Relations, LLC
26. "Over a nice dinner, the president of a company conducted a final interview with a vice president of sales candidate. At the end of the interview, the job was going to be offered to the candidate. The waiter brought the bill and the candidate, who was employed at the time, took it, pulled out his company credit card and said, 'Don't worry about this, I'll put it on my company's expense account.' The president later said he didn't know which shocked him more, the lack of ethics or the candidate's stupidity. Obviously the job offer was never extended." -- Brian Marchant-Calsyn, Health Career Agents
27. "An executive search recruiter was explaining the qualities needed for the job: multi-tasking, hard-working, time management skills, attention to detail, etc. The candidate responded with 'I can't do that. I'm not a robot.'" --Andrea Friedman, public relations coordinator, The LaSalle Network, a Chicago professional staffing and recruiting company>
28. "A recruiter was in the midst of an interview, when the candidate asked 'Do you mind if I use your kitchen to eat my turkey sandwich?'" -- Friedman
29. "An executive search recruiter asked the candidate, who was previously an accounting manager, what their ideal job would be. The candidate responded with 'A playboy photographer.'" -- Friedman
30. "I had to interview for a position that required organization, time management and attention to detail. My candidate was young, in his early 20s, and wore all black to the interview. We were a very casual office, so I thought nothing of it. But when I asked him to describe for me an instance when he had managed his time effectively, he cited managing his time in dungeon raids in the online game 'World of Warcraft.' When I said I knew the game and had even played it a bit, he took that as his cue to answer all my questions with 'World of Warcraft' examples. The word 'necromancer' came up far too many times. Needless to say, I was looking for real-world examples and he didn't get the position." -- Jennifer Escalona
31. "One of the funniest things an applicant said to me was in response to my question, 'What do you like in an office environment?' The applicant said, 'I like 42nd and Broadway.' Needless to say, that wasn't what I was asking, and that wasn't anywhere near our office location." -- Sharon Armstrong, author of "The Essential Performance Review Handbook"
32. "'I have a hunch that someone in your office is dating an ex-boyfriend/acquaintance of mine and I feel that's too awkward of a conflict of interest. I will not accept any job based on this kind of porkchop recommendation.' Especially amusing because no one in our office at the time was dating any men. We still have no idea where the candidate came up with this theory, or what exactly she means by 'porkchop recommendation,' for that matter." -- Anne Howard, Lynn Hazan & Associates
33. "In an interview, the oddest thing has to be a candidate asking if we had any
food that she could have." -- Howard
34. "When I interview candidates I always ask the following questions in this order: What are you most proud of? What do you enjoy doing? Why did you leave your previous jobs? Here are the answers I received from one candidate: 'I am most proud of my wife and children.' 'The thing I enjoy most is spending time with my family.' 'I decided to quit. I had an affair with a co-worker and when we broke up there was too much tension in the office.' And he said it without batting an eye." -- Bruce, executive recruiter and career counselor, Hurwitz Strategic Staffing, Ltd.
35. "One time during an interview, a candidate removed his flip-flops and literally stuck his foot in my face. Another time, I was interviewing a candidate who asked me out on a date three times in five minutes. I had to remind him that he was on an interview ... not speed dating." -- Heather Araneo, branch manger, Snelling Staffing - The Wyckoff Group
36. "Interviewer (president of a mid-sized company): Do you plan on having children?
Answer (me/candidate): Yes, at some point.
Interviewer: Do you intend to continue working then?
A: Yes.
Interviewer: 'What are you going to do, be a like a cow and drop it in the middle of a field?'"-- Janice Warren, director, OneReport, SRI World Group
37. "One day, I met with a candidate who, on his résumé, had good experience and education. I was going through the normal interview questions with him when I asked him which accounting system he had implemented. His response was immediate: 'PEACHTREE!' But then he started shaking his head and saying "No, no, no' and then he slapped himself across the face and said 'NO! QUICKBOOKS!'" -- Meghan Norman corporate recruiter
Interviewees Say The Darndest Things
By Rachel Farrell, CareerBuilder.com writer
You can always depend on a young child to tell you exactly what they think, or precisely how they feel on any given topic. Want to know if your breath smells bad, if you should wear a different tie, or if you really look fat in that outfit? Find a five-year-old. They will give you an uncensored, honest answer.
Needless to say, we expect more from adults. Especially adults who are interviewing for a job.
For the second year in a row, we asked hiring managers everywhere to tell us the craziest thing they've ever heard in an interview. Keep reading for 37 hilarious (and true) statements from the job candidates:
1. "I interviewed a gentleman who looked great on paper but said two things during the interview that made me think 'really?' When starting the interview I asked him what his hobbies were to lighten the mood. He replied 'I sometimes walk up to perfect strangers just to say hello. I also like to pick up trash if I see some when I'm walking around.' After I asked him how the position would contribute to his professional goals and future plans, he replied 'My main goal is to be a rock star; this is more of a backup plan.'" -- Jessica Harrington, marketing associate, Eastern Michigan University
2. "I remember interviewing a secretary some years ago and asking her 'What is important to you in a job?' Her answer was: 'I want to work close to Bloomingdales.'" -- Bettina Seidman, career management coach, SEIDBET Associates
3. "'When your work load is heavy and you are overwhelmed, how do you handle the stress?' 'I run in the bathroom and cry.'" -- Jessica Simko, Career Branding Guide
4. "We performed mock interviews where our clients were put in an interview session using their real backgrounds, interests; etc. When asked why the client left her last job, which was in a family buffet style restaurant, her response was 'I was hungry and didn't know it would be a problem so I had pizza delivered to the restaurant while was on the clock.'" -- Jacqueline Lisenby, chief visionary officer and president, StatusJ Entertainment Group
5. "I interviewed a senior engineer for one of our open positions. He demanded coffee and proceeded to spill coffee in his lap. Then he pointed to his groin area, laughed and said, 'It looks like I wet myself!' Needless to say, he didn't get the job." -- Lisa Hall, HR trainer and author, "Taking Charge of Your Own Health"
6. "I recently had the craziest interviewee ever come into our offices for a copywriter position. I wanted enthusiastic but this guy was so over the top, I almost laughed in the middle of the interview. He high-fived someone on my team after hearing that my team member just got engaged. He talked about how terrible his boss was for a good 20 minutes. He said he felt like he was already working with us. And then he left something behind so that he could come back and get it. He called wondering when he could come back and we [saw] him prepping in the parking lot." -- Amanda Halm, senior copywriter, editor, Bridezilla.com
7. "Without a doubt, the craziest thing I ever heard came from a candidate for an entry-level management position. He looked perfect on paper so we scheduled a phone interview for 3 p.m. He answered the phone and when I introduced myself he said, 'Hold on, I'm at a bar. Let me finish this shot and go outside.' Amidst the noise of an active game of pool and a rowdy bar crowd, he slipped outside and told me, 'You know what? I'm a little drunker than I thought. Can we reschedule?' Needless to say, we did not." -- Heather Lytle, senior partner, H&L Media Partners
8. "While I am not the interviewer for a corporation, having been in many interviews for opportunities, I have actually heard a number of interesting, crazy, less-tactful things said from the interviewer side. The worst was, I drove two hours to do an in-person, one-hour interview and the interviewer was 30-40 minutes late to the interview, even though she walked by me in the lobby six or seven times with a bag of chips talking about her personal life to the receptionist. When she finally came out to get me, she didn't even act shocked or sorry for the delay, and just said, 'I was munching on a bag of chips and time flies when you're eating chips.' Let's just say I knew then it wouldn't be a good fit." -- Chris Perry, founder of Career Rocketeer
9. "We recently asked a job candidate, 'what do you know about us?' He leaned back in his chair and replied, 'Not much. Why don't you fill me in?' He wasn't hired." -- John Kramb, Adams County Winery
10. "We always include a casual lunch or dinner portion during an interview to continue our discussions in a more informal manner. This candidate let their guard down, falling out of their 'interview mode', during the friendly and casual mealtime discussions. They went so far as to share that they installed an illegal second network in their office with coworkers and would spend their afternoons gaming on the clock. They then went on to further share how regularly in the mornings and afternoons they would sleep at their desk during working hours. Bragging that they had never once been caught in either of these acts. Needless to say, this candidate was not hired. Prior to this meal time, more casual discussions they were likely to be made an offer. The lesson learned and to be shared is that you are on the interview from before you arrive at a location until you have returned home. I was truly surprised that such a smart individual would make such a stupid mistake by sharing such obviously unacceptable work practices with a potential new employer." -- Zachary Z. Zguris, chief technology officer, Lime Design, Inc.
11. "The interview was for a highly visible administrative assistant position. Clearly, I was looking for someone who would exercise tact with top-caliber people who would come into our office. I opened the interview with a fairly standard question:
'What is it that attracts you to this job the most?' Without hesitation, she replied, 'My mother thinks this will be the right job for me.'" -- Bill Lampton, president, Championship Communication
12. "We have the standard lists of questions you'd expect to hear, but at any given moment, I'll interject with, 'If you were an animal, what animal would you be and why?' The most shocking response was, 'I'd be a cat so I can lay around all day and not have to do anything.'" -- Efrain Ayala, account executive, Walt Denny Inc., The Home Products Agency
13. "The man's phone kept ringing. Finally, he answered it and he said, 'Hello. No. I'm fine. OK.' Of course, it was rude and uncalled for in my opinion, but I gave him the benefit of the doubt and asked if everything was OK. He basically said nothing was wrong but that his wife was checking in. He had not flown in for the interview. He was local." -- T. Murray, author of "Stuck on Stupid: A Guide for Today's Professional Stuck in a Rut"
14. "The most bizarre experience I ever had was regarding a candidate who was offered a position with my client. Because she had disclosed that she had a college degree, she was required to produce proof in the form of transcripts, diploma, etc. She told us that she was unable to produce the required documentation because her identity had been changed and that the information the firm was seeking was in her previous name. Due to safety reasons, she was unable to produce proof (in any name she had or was using)." -- Cathleen Faerber, managing director, The Wellesley Group, Inc.
15. "I was interviewing an older women for a position in my company. I thought she had a great personality and was considering hiring her. Then at the end of the interview she asked if I would be able to give her a ride to work and then back home again everyday! Umm, no." -- Janice Celeste, president and CEO, Celeste Studios Film & Video
16. "I had a women come in and tell me that she ran a business around the corner and that she would be working this job, as well as managing her business during business hours. I wanted to be sure that I understood her correctly -- that she would be taking time away from the position with me to 'check in' on her store periodically. But when I asked her a few questions to clarify, she became upset with me and ended up storming out of my office." -- Shay Olivarria, speaker and author of "Bigger Than Your Block"
17. "One job candidate arrived late for the interview, in a not-so-gracious mood. 'The commute is terrible,' she said. 'I'm so glad I don't have to do this every day.'" -- Sammie Samuella Becker, CEO, TigressPR
18. "I had a candidate in the final interview stages. He pretty much HAD the job. He was invited to interview with a couple of people who would become peers as last step in the process. One would-be peer asked my candidate to demonstrate to them his work ethic and drive, to which he replied, 'You can just strap a saddle on my a** and ride me!' Apparently, he was hoping to show what a work horse he is. As you might imagine, he did not get the job." -- Jenny Foss, recruiting agency owner, recruiter and job search consultant
19. "I interviewed a candidate over the phone for a sales position. Less than five minutes into the call, I began to hear water swishing and realized that the candidate was taking a bath during the phone interview." -- Jessica Miller-Merrell, SPHR, owner, Xceptional HR
20. "I had a candidate come into my office with her child and proceed to breast feed her baby boy during the interview. There was no acknowledgment or mention from the woman I was interviewing about the baby or him eating." -- Miller-Merrell
21. "While interviewing a young lady who was wearing a revealing top, at the end of the interview, she leaned forward and said in a sultry voice, 'I'll do anything to get this job.' She got people's attention, but eliminated herself from getting hired." -- Ronald Kaufman consultant, author "Anatomy of Success"
22. "One [candidate] came in dressed very professionally and really looked like she had made an effort to look the part. Some people assume because we are laid back and bring our pets to work, that we are extremely casual and will show up for an interview dressed in jeans, so this was a nice change. Toward the end of the interview, I complimented her on how professional she looked. She got this huge smile and looked down at her clothes and said, 'I know... I think I look like Mary Tyler Moore, that's why I wore this!' We ended up hiring her and she was such a quirky, fun, enthusiastic employee with a style all her own." -- Cindy Lukacevic, owner/vice president of marketing, Dinovite, Inc.
23. "While wrapping up a seemingly decent interview with a young lady for an administrative assistant position, I asked her if she had any questions. She asked one or two default questions about the company then ... drum roll ... she says, 'I used my last bit of change to put gas in my car to make it here. Is there any way that you could help me out?' Needless to say, I was floored and the candidate did not get the job." -- Clorissa Wright, senior publicist, WrightWay Marketing and Consulting
24. "'I like to date the young ones, is that bad?' and 'I love older women, do you really only have women working in your organization?' Those are the two I will never forget." -- Greg Palomino, CWP, CEP, CRE8AD8, LLC
25. "I was working for a private investigator and interviewing applicants for a decoy position, in which they could possibly be confronted with various situations while investigating everyone from potentially cheating wives to drug dealers. I asked a guy in his early twenties, 'What would you do if you were working undercover and someone you were investigating starting using drugs?' He laughed, 'Oh, it wouldn't bother me. I mean, I have a medical marijuana card and all. You know, anxiety and stuff.' 'Oh, really?' I noticed his eyes were slightly glassy. 'Yep.' He grinned. 'So, are you high now?' I asked. A chuckle. 'Just a little!' 'Oh, just a little?' I replied. 'When did you last smoke?' 'Oh, before I left my place to come here.' He didn't get the job." --Lauren Gard, Infinite Public Relations, LLC
26. "Over a nice dinner, the president of a company conducted a final interview with a vice president of sales candidate. At the end of the interview, the job was going to be offered to the candidate. The waiter brought the bill and the candidate, who was employed at the time, took it, pulled out his company credit card and said, 'Don't worry about this, I'll put it on my company's expense account.' The president later said he didn't know which shocked him more, the lack of ethics or the candidate's stupidity. Obviously the job offer was never extended." -- Brian Marchant-Calsyn, Health Career Agents
27. "An executive search recruiter was explaining the qualities needed for the job: multi-tasking, hard-working, time management skills, attention to detail, etc. The candidate responded with 'I can't do that. I'm not a robot.'" --Andrea Friedman, public relations coordinator, The LaSalle Network, a Chicago professional staffing and recruiting company>
28. "A recruiter was in the midst of an interview, when the candidate asked 'Do you mind if I use your kitchen to eat my turkey sandwich?'" -- Friedman
29. "An executive search recruiter asked the candidate, who was previously an accounting manager, what their ideal job would be. The candidate responded with 'A playboy photographer.'" -- Friedman
30. "I had to interview for a position that required organization, time management and attention to detail. My candidate was young, in his early 20s, and wore all black to the interview. We were a very casual office, so I thought nothing of it. But when I asked him to describe for me an instance when he had managed his time effectively, he cited managing his time in dungeon raids in the online game 'World of Warcraft.' When I said I knew the game and had even played it a bit, he took that as his cue to answer all my questions with 'World of Warcraft' examples. The word 'necromancer' came up far too many times. Needless to say, I was looking for real-world examples and he didn't get the position." -- Jennifer Escalona
31. "One of the funniest things an applicant said to me was in response to my question, 'What do you like in an office environment?' The applicant said, 'I like 42nd and Broadway.' Needless to say, that wasn't what I was asking, and that wasn't anywhere near our office location." -- Sharon Armstrong, author of "The Essential Performance Review Handbook"
32. "'I have a hunch that someone in your office is dating an ex-boyfriend/acquaintance of mine and I feel that's too awkward of a conflict of interest. I will not accept any job based on this kind of porkchop recommendation.' Especially amusing because no one in our office at the time was dating any men. We still have no idea where the candidate came up with this theory, or what exactly she means by 'porkchop recommendation,' for that matter." -- Anne Howard, Lynn Hazan & Associates
33. "In an interview, the oddest thing has to be a candidate asking if we had any
food that she could have." -- Howard
34. "When I interview candidates I always ask the following questions in this order: What are you most proud of? What do you enjoy doing? Why did you leave your previous jobs? Here are the answers I received from one candidate: 'I am most proud of my wife and children.' 'The thing I enjoy most is spending time with my family.' 'I decided to quit. I had an affair with a co-worker and when we broke up there was too much tension in the office.' And he said it without batting an eye." -- Bruce, executive recruiter and career counselor, Hurwitz Strategic Staffing, Ltd.
35. "One time during an interview, a candidate removed his flip-flops and literally stuck his foot in my face. Another time, I was interviewing a candidate who asked me out on a date three times in five minutes. I had to remind him that he was on an interview ... not speed dating." -- Heather Araneo, branch manger, Snelling Staffing - The Wyckoff Group
36. "Interviewer (president of a mid-sized company): Do you plan on having children?
Answer (me/candidate): Yes, at some point.
Interviewer: Do you intend to continue working then?
A: Yes.
Interviewer: 'What are you going to do, be a like a cow and drop it in the middle of a field?'"-- Janice Warren, director, OneReport, SRI World Group
37. "One day, I met with a candidate who, on his résumé, had good experience and education. I was going through the normal interview questions with him when I asked him which accounting system he had implemented. His response was immediate: 'PEACHTREE!' But then he started shaking his head and saying "No, no, no' and then he slapped himself across the face and said 'NO! QUICKBOOKS!'" -- Meghan Norman corporate recruiter
Monday, August 23, 2010
Keeping Your On-Line Job Search Safe
Recently, I was the victim of computer hackers. For some reason, I never thought it would happen to me, but it did. My personal email address was taken over, the hackers sent a scam email to all of my contacts making it look like I emailed everyone to ask for help as I had been mugged in London and I needed money. My phone rang off the hook with friends and family calling to make sure I was safely at home in Atlanta. Even close friends seemed to believe the email even though I had spoken to them recently and hadn't mentioned a thing about a trip overseas. It was weeks before all of my on-line content was returned to me and the whole experience was a nightmare.
Searching for jobs on-line can open you to similar issues, but ones that may be harder to determine their authenticity. This article from MSN Careers gives some scenarios and some ways to protect yourself.
Keeping Your Online Job Search Safe
By CareerBuilder
Scenario: Imagine searching online for jobs one day, applying to a handful of them and hearing back from one of the employers. After an e-mail interview process, you are told that your new job as a finance manager requires you to transfer money deposits made to your personal bank account to a new account. You sign the contract and send it off via e-mail.
You receive your first assignment: Transfer money overseas. Upon going to the bank to make the transfer, you are arrested on the spot and charged with grand felony theft because the money you were about to forward was stolen. You are indicted by a grand jury for the theft and now, you're awaiting trial and facing prison time if convicted.
While the above situation is true, according to a report by the World Privacy Forum, it's also the worst case scenario to result from a job scam. Enticed by advertisements to work from home or make quick cash, more and more job seekers are falling prey to Internet employment hoaxes.
"Job scams target job seekers searching for high-paying, convenient opportunities," says Rosemary Haefner, Vice President of Human Resources for CareerBuilder. "They con workers into divulging personal information such as bank account or Social Security numbers. Instead of getting paid, the victim ends up losing their money, their identity or worse, they can end up in jail."
Read on to get a crash course in (almost) everything you need to know about job scams, according to the World Privacy Forum, a California-based public interest research group and the Better Business Bureau.
Types of scams
The most common type of employment swindle is a payment-forwarding or payment-transfer scam, of which there are many variations. All of these stings involve forwarding or wiring money from a personal bank account, a PayPal account or from Western Union to another account, which is typically overseas. Usually, the con artist pretends to be an employer and, after he wins the job seeker's trust, he tricks job seeker into giving up his or her bank account number. For compensation, the job seeker is told to keep a small percentage of the money. While the amount of the transfer varies, almost always the money is stolen.
Another typical ruse is reshipping. These scams begin with an employment offer, usually via e-mail, for a job forwarding packages. Victims receive packages at their homes and are instructed to repackage and reship the parcels to another location, usually abroad. Frequently, the packages are stolen property.
A third set-up to be aware of is work-from-home opportunities, which generally promise quick cash and a lot of it. Victims have to pay a "registration fee" or a fee for training and/or equipment; often, the paid for materials aren't sent to the job seeker and refunds aren't available. Keep in mind that not all work-from-home opportunities are crooked, but take caution when applying for them.
Warning signs
Here are a few known "red flags" of phony job listings:
A request for bank account numbers.
A request for Social Security number.
A request to "scan the ID" of a job seeker, like a drivers' license. Scammers will say they need to "verify identity" -- this isn't a legitimate request.
A contact e-mail address that is not a primary domain. For example, an employer calling itself "Legacy Inc," will have a MSN hotmail e-mail address.
Misspellings and grammatical mistakes in the job ad.
A lack of interest in meeting the employee.
Tips to avoid scams
The following tips can help job seekers protect themselves from fraudulent job opportunities:
Never give personal bank account, PayPal or credit card numbers to an employer.
Do not transfer money and retain a portion of the payment.
Never forward, transfer or "wire" money to an employer.
Don't divulge private information such as a copy of your driver's license, passport or Social Security number. *
Do not re-ship products.
Don't partake in cross-border action.
Research the prospective company.
If you have questions about the legitimacy of a job listing, contact your Better Business Bureau, your state or local consumer agency or the Federal Trade Commission (FTC).
If you feel you have been a victim, file a complaint about fraudulent jobs posted on an online job search Web site by calling the FTC complaint line at (877) 382-4357. If you ever receive a suspicious request that mentions CareerBuilder.com, please do not respond and immediately contact CareerBuilder customer service at (866) 438-1485 or report the suspected fraud using our feedback form.
To find a consumer agency near you, visit www.consumeraction.gov/state.shtml.
*Remember, this advice only applies to work from home jobs where you have not actually met the company or completed paperwork such as the Form I-9. Legitimate companies, like DISCOVER STAFFING, are required to get this information for the Federal Government. We will not ask for it until you've completed the application process.
Searching for jobs on-line can open you to similar issues, but ones that may be harder to determine their authenticity. This article from MSN Careers gives some scenarios and some ways to protect yourself.
Keeping Your Online Job Search Safe
By CareerBuilder
Scenario: Imagine searching online for jobs one day, applying to a handful of them and hearing back from one of the employers. After an e-mail interview process, you are told that your new job as a finance manager requires you to transfer money deposits made to your personal bank account to a new account. You sign the contract and send it off via e-mail.
You receive your first assignment: Transfer money overseas. Upon going to the bank to make the transfer, you are arrested on the spot and charged with grand felony theft because the money you were about to forward was stolen. You are indicted by a grand jury for the theft and now, you're awaiting trial and facing prison time if convicted.
While the above situation is true, according to a report by the World Privacy Forum, it's also the worst case scenario to result from a job scam. Enticed by advertisements to work from home or make quick cash, more and more job seekers are falling prey to Internet employment hoaxes.
"Job scams target job seekers searching for high-paying, convenient opportunities," says Rosemary Haefner, Vice President of Human Resources for CareerBuilder. "They con workers into divulging personal information such as bank account or Social Security numbers. Instead of getting paid, the victim ends up losing their money, their identity or worse, they can end up in jail."
Read on to get a crash course in (almost) everything you need to know about job scams, according to the World Privacy Forum, a California-based public interest research group and the Better Business Bureau.
Types of scams
The most common type of employment swindle is a payment-forwarding or payment-transfer scam, of which there are many variations. All of these stings involve forwarding or wiring money from a personal bank account, a PayPal account or from Western Union to another account, which is typically overseas. Usually, the con artist pretends to be an employer and, after he wins the job seeker's trust, he tricks job seeker into giving up his or her bank account number. For compensation, the job seeker is told to keep a small percentage of the money. While the amount of the transfer varies, almost always the money is stolen.
Another typical ruse is reshipping. These scams begin with an employment offer, usually via e-mail, for a job forwarding packages. Victims receive packages at their homes and are instructed to repackage and reship the parcels to another location, usually abroad. Frequently, the packages are stolen property.
A third set-up to be aware of is work-from-home opportunities, which generally promise quick cash and a lot of it. Victims have to pay a "registration fee" or a fee for training and/or equipment; often, the paid for materials aren't sent to the job seeker and refunds aren't available. Keep in mind that not all work-from-home opportunities are crooked, but take caution when applying for them.
Warning signs
Here are a few known "red flags" of phony job listings:
Tips to avoid scams
The following tips can help job seekers protect themselves from fraudulent job opportunities:
If you have questions about the legitimacy of a job listing, contact your Better Business Bureau, your state or local consumer agency or the Federal Trade Commission (FTC).
If you feel you have been a victim, file a complaint about fraudulent jobs posted on an online job search Web site by calling the FTC complaint line at (877) 382-4357. If you ever receive a suspicious request that mentions CareerBuilder.com, please do not respond and immediately contact CareerBuilder customer service at (866) 438-1485 or report the suspected fraud using our feedback form.
To find a consumer agency near you, visit www.consumeraction.gov/state.shtml.
*Remember, this advice only applies to work from home jobs where you have not actually met the company or completed paperwork such as the Form I-9. Legitimate companies, like DISCOVER STAFFING, are required to get this information for the Federal Government. We will not ask for it until you've completed the application process.
Thursday, August 19, 2010
Office Manager/Bookkeeper
DISCOVER STAFFING is currently staffing for two different Office Manager/Bookkeeper positions. One located in John's Creek, the other in Norcross.
Peachtree and/or Quickbooks experience preferred. General office functions to include phones, customer service, invoicing, AP/AR. Must be an independent worker. Salary range $35+ depending on experience.
Please send resumes to resumes@discoverstaffing.com for consideration. Please include a brief cover letter in the body of the email. Only qualified candidates will be considered.
Peachtree and/or Quickbooks experience preferred. General office functions to include phones, customer service, invoicing, AP/AR. Must be an independent worker. Salary range $35+ depending on experience.
Please send resumes to resumes@discoverstaffing.com for consideration. Please include a brief cover letter in the body of the email. Only qualified candidates will be considered.
Wednesday, August 18, 2010
Licensing Specialist in Alpharetta
We are currently seeking a Licensing and Privileging Specialist in Alpharetta. Will be responsible for processing applications of medical professionals to be submitted to providers before being approved by the state board. Qualified candidates will have Licensing and/or Privileging experience.
Please submit your resume to resumes@discoverstaffing.com for consideration.
Please submit your resume to resumes@discoverstaffing.com for consideration.
Legal Secretary in Cobb County
Provide traditional administrative support, i.e., calendar management, expense tracking, phones, copying, distribution and filing. Represent the General Counsel with professionalism and tact. Communication skills to include phone manners, accurate message taking, judgment on when to interrupt and prioritize calls. Managing, maintaining and coordinating the general counsel's meetings, correspondence, files and projects. Handling confidential and high level information with discretion and diplomacy. Creating, proofreading, and editing documents and presentations using Word, PowerPoint. Organization skills should include ability to organize extensive paper and electronic files. Maintain, update and distribute correspondence, reports and database information including data entry of contract and pricing information.
Please submit your resume to resumes@discoverstaffing.com for consideration.
Please submit your resume to resumes@discoverstaffing.com for consideration.
Executive Assistant in Cobb County
The Executive Secretary role is responsible for providing administrative/clerical support to assist a VP and Director to successfully carry out the duties and responsibilities of the position and to ensure the smooth and efficient management of the executives schedule and professional obligations.
Please send your resume to resumes@discoverstaffing.com for consideration.
Please send your resume to resumes@discoverstaffing.com for consideration.
Monday, August 16, 2010
One Simple Step: Research!
As you've read here, there is a lot of advice for job seekers. Some of it is contradictory so it is difficult to figure out which to use to your advantage and which to follow. This article from MSN Careers provides a key piece to the job search puzzle - researching the company. This is a step not to be missed and it can be the difference between a rejection letter and an offer letter.
Keys to Researching Your Next Employer
By Beth Braccio Hering, CareerBuilder Writer
"I know right away when a candidate doesn't know the current news about our company," states Chris Brabec, director of leadership talent acquisition for Western Union. "If you don't know the CEO is retiring, or if a company made a big acquisition recently, that's not a good sign. If a candidate can't tell me what the company does (or thinks Western Union still does telegrams), that's another sign she hasn't done her homework."
In a job market where applicants frequently cast a wide net with the hope that anybody will respond, job seekers sometimes cut corners by not thoroughly checking out potential employers. But failure to know about the place you claim you want to work at can make you seem unprepared and disinterested -- and cost you a job offer.
Here, experts weigh in on things you should learn before seeking employment and how to go about finding that information.
What to know
"Companies have told us that one of the things they use to weed out candidates is that the student didn't know anything about the company," says John M. Thompson, executive director of career services at Texas Christian University in Fort Worth, Texas.
Among the things Thompson encourages his students to find out are:
What does the company do?
What are its products?
What is the company's mission?
Where are its offices located?
How big is the company in terms of employees/revenue?
How is it positioned in its industry?
"Everyone (but particularly for more senior-level roles) should know our stock price," says Yolanda Bush, director of human resources for Western Union. "Research the company's leadership team and the company's efforts around corporate social responsibility. This will help candidates position themselves to discuss how their skills and experience will help us succeed in the marketplace."
Julie Rulis, a senior recruiter for Western Union's talent acquisition team, agrees with her colleague's advice and adds, "If you are doing an interview at a company, find out if it's in the Fortune 500 and where it is on that list. Even better: Find out where it was a year ago, and if it's different, maybe ask why. It shows you've done your homework. A job candidate should know our products and services beyond just the basics. With all the tools available nowadays, there's no excuse not to know."
How to play detective
The "tools" Rulis is referring to are all the different ways a job seeker can go about finding information. Abby M. Locke, master résumé writer and personal brand strategist for Premier Writing Solutions in Seattle, Wash., offers these suggestions on how to find information on the company:
Review the company's website.
Read press releases.
Pay attention to industry publications.
Use Google alerts to stay on top of current company news.
Do an informational interview with past or current employees.
Talk to a representative at a career fair or trade show.
Follow key decision-makers on Twitter.
Utilize LinkedIn groups and other online social media tools.
Online directories such as Bloomberg and Standard & Poor's also give information on many businesses. For additional help in finding appropriate databases, job seekers may want to consult their local library or the college career center of their alma mater.
Show what you know
Finally, while you don't need to be a walking fact book, be ready to incorporate your knowledge of the company into correspondence and conversation when opportunities arise.
"I ask job candidates questions like what they know about the company beyond what's on the website, how they feel they fit in with our overall values and corporate culture, or what they found out about the company in their research that they didn't know before," Rulis says. "This is a great opportunity to show off your preparation -- talk about our competitors or the fact that you read that we're entering an entirely new business segment."
Get to know your potential employers, and chances are they will want to get to know you!
Keys to Researching Your Next Employer
By Beth Braccio Hering, CareerBuilder Writer
"I know right away when a candidate doesn't know the current news about our company," states Chris Brabec, director of leadership talent acquisition for Western Union. "If you don't know the CEO is retiring, or if a company made a big acquisition recently, that's not a good sign. If a candidate can't tell me what the company does (or thinks Western Union still does telegrams), that's another sign she hasn't done her homework."
In a job market where applicants frequently cast a wide net with the hope that anybody will respond, job seekers sometimes cut corners by not thoroughly checking out potential employers. But failure to know about the place you claim you want to work at can make you seem unprepared and disinterested -- and cost you a job offer.
Here, experts weigh in on things you should learn before seeking employment and how to go about finding that information.
What to know
"Companies have told us that one of the things they use to weed out candidates is that the student didn't know anything about the company," says John M. Thompson, executive director of career services at Texas Christian University in Fort Worth, Texas.
Among the things Thompson encourages his students to find out are:
"Everyone (but particularly for more senior-level roles) should know our stock price," says Yolanda Bush, director of human resources for Western Union. "Research the company's leadership team and the company's efforts around corporate social responsibility. This will help candidates position themselves to discuss how their skills and experience will help us succeed in the marketplace."
Julie Rulis, a senior recruiter for Western Union's talent acquisition team, agrees with her colleague's advice and adds, "If you are doing an interview at a company, find out if it's in the Fortune 500 and where it is on that list. Even better: Find out where it was a year ago, and if it's different, maybe ask why. It shows you've done your homework. A job candidate should know our products and services beyond just the basics. With all the tools available nowadays, there's no excuse not to know."
How to play detective
The "tools" Rulis is referring to are all the different ways a job seeker can go about finding information. Abby M. Locke, master résumé writer and personal brand strategist for Premier Writing Solutions in Seattle, Wash., offers these suggestions on how to find information on the company:
Online directories such as Bloomberg and Standard & Poor's also give information on many businesses. For additional help in finding appropriate databases, job seekers may want to consult their local library or the college career center of their alma mater.
Show what you know
Finally, while you don't need to be a walking fact book, be ready to incorporate your knowledge of the company into correspondence and conversation when opportunities arise.
"I ask job candidates questions like what they know about the company beyond what's on the website, how they feel they fit in with our overall values and corporate culture, or what they found out about the company in their research that they didn't know before," Rulis says. "This is a great opportunity to show off your preparation -- talk about our competitors or the fact that you read that we're entering an entirely new business segment."
Get to know your potential employers, and chances are they will want to get to know you!
Monday, August 2, 2010
Auditor
DISCOVER STAFFING is currently seeking candidates for an Auditing position. Must have a degree in English or a related field and experience as an editor, writer, journalist or similar. Must be proficient in MS Word, Excel and Outlook as well as have excellent grammar, vocabulary and spelling skills. Must be available to work evening and weekend hours. Some of the work will be completed at home so must have a home phone line and reliable Internet access. $13 per hour. Candidates who speak French Canadian also encouraged to apply. Will be auditing reports submitted by secret shoppers and editing for grammar and spelling.
Please send your resume to resumes@discoverstaffing.com for consideration.
Please send your resume to resumes@discoverstaffing.com for consideration.
Thursday, July 29, 2010
GIS/CAD Technician
DISCOVER STAFFING is working with clients in Alpharetta and Sandy Springs looking for GIS/CAD technicians.
Candidates must have 1 year previous GIS or CAD experience with at least one professional job. Position involves a lot of details, moving information around within a map, keen hand/eye coordination and a comfort level sitting behind a desk all day. This is a high production position and company would prefer candidates who have GIS Production experience. Qualified candidates MUST have experience with at least one of the following:
ESRI
ARC FM
ARC IMS
Stone & Webster
Minor $ Minor
Telcordia
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the North Atlanta area. Out of state candidates are not being considered at this time. Candidates without the above software experience will not be considered. Positions paying between $10 and $15 an hour depending on experience level.
Candidates must have 1 year previous GIS or CAD experience with at least one professional job. Position involves a lot of details, moving information around within a map, keen hand/eye coordination and a comfort level sitting behind a desk all day. This is a high production position and company would prefer candidates who have GIS Production experience. Qualified candidates MUST have experience with at least one of the following:
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the North Atlanta area. Out of state candidates are not being considered at this time. Candidates without the above software experience will not be considered. Positions paying between $10 and $15 an hour depending on experience level.
Tuesday, July 27, 2010
GIS/CAD Technician
DISCOVER STAFFING is working with a client in Sandy Springs with multiple job openings for GIS Technicians.
Candidates must have 1 year previous GIS or CAD experience with at least one professional job. Will be responsible for digitizing maps for telecommunications companies. Position involves a lot of details, moving information around within a map, keen hand/eye coordination and a comfort level sitting behind a desk all day. This is a high production position and company would prefer candidates who have GIS Production experience.
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the Sandy Springs area. Out of state candidates are not being considered at this time. Temp to hire opportunity beginning at $13 an hour.
Candidates must have 1 year previous GIS or CAD experience with at least one professional job. Will be responsible for digitizing maps for telecommunications companies. Position involves a lot of details, moving information around within a map, keen hand/eye coordination and a comfort level sitting behind a desk all day. This is a high production position and company would prefer candidates who have GIS Production experience.
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the Sandy Springs area. Out of state candidates are not being considered at this time. Temp to hire opportunity beginning at $13 an hour.
Friday, July 16, 2010
Claims Compliance Coordinator
DISCOVER STAFFING is currently seeking candidates for a Claims Compliance Coordinator in Kennesaw. Will be overseeing the compliance requirements associate with an insurance claims operation. Must be detail oriented and Sarbanes Oxley experience is helpful. A college degree is required in Paralegal Studies, Health care Administration or Insurance. 3+ years experience in a business administrative capacity preferably in a legal environment, insurance claims or health care related field. This is a direct hire opportunity starting $40-$45K.
Please submit your resume to resumes@discoverstaffing.com for consideration.
Please submit your resume to resumes@discoverstaffing.com for consideration.
Wednesday, July 14, 2010
GIS Technician
This position has been updated. Please see below to note the change. Only qualified candidates will be considered.
DISCOVER STAFFING is working with a client in Sandy Springs with multiple job openings for GIS Technicians.
Candidates must have 1 year previous GIS or CAD experience with at least one job. Will be responsible for digitizing maps for telecommunications companies. Position involves a lot of details moving information around within a map, keen hand/eye coordination and a comfort level sitting behind a desk all day. If you like to play video games on the Xbox, PlayStation or MMORPGs you might be a good fit for this opportunity. Must be skilled in MS Office suite including Word and Excel and have experience in an office production or technical environment.
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the Sandy Springs area. Temp to hire opportunity beginning at $13 an hour.
DISCOVER STAFFING is working with a client in Sandy Springs with multiple job openings for GIS Technicians.
Candidates must have 1 year previous GIS or CAD experience with at least one job. Will be responsible for digitizing maps for telecommunications companies. Position involves a lot of details moving information around within a map, keen hand/eye coordination and a comfort level sitting behind a desk all day. If you like to play video games on the Xbox, PlayStation or MMORPGs you might be a good fit for this opportunity. Must be skilled in MS Office suite including Word and Excel and have experience in an office production or technical environment.
Please send your resume to resumes@discoverstaffing.com for consideration. Candidates must be local to the Sandy Springs area. Temp to hire opportunity beginning at $13 an hour.
Monday, July 12, 2010
Repair Technician
Do you like to take apart computers and put them back together again?
If you're interested in the mechanics of computer hardware and have some basic experience with computer repair, DISCOVER STAFFING is looking for you.
We are currently staffing for an Audio/Visual Technician in Norcross. Candidates must have general technical aptitude and experience with computer hardware. Please submit your resume to resumes@discoverstaffing.com for consideration. Temp to hire position starts at $11/hour with increase upon hire.
If you're interested in the mechanics of computer hardware and have some basic experience with computer repair, DISCOVER STAFFING is looking for you.
We are currently staffing for an Audio/Visual Technician in Norcross. Candidates must have general technical aptitude and experience with computer hardware. Please submit your resume to resumes@discoverstaffing.com for consideration. Temp to hire position starts at $11/hour with increase upon hire.
Interviewing: An Alternative Perspective
MSN Careers has posted this fantastic article about looking at interviewing from a different angle. Changing your perspective just a little bit can give you the edge you're looking for.
Putting Yourself in the Interviewer's Seat Can Give You an Advantage
By Alison Craig, author of "Hello, Job!"
What did you think of your last interviewer? Did you feel as if you were mortal enemies? Or were you on the same team? I know that can sound extreme, but many people view a job interview as a fight or a competition -- a duel of wits. Actually, it's just a conversation and collaboration to find the best candidate for the job.
So have you ever thought about the job interview process from the interviewer's perspective? As a job seeker, you are more concerned about yourself and your personal needs. That is natural, but this selfish attitude could stop you from getting what you need and want: a job.
A job interview is like a graceful dance in which two people come together and find out whether they are in sync. There are three main components to all job interviews at any level:
1. Your personal agenda.
2. The company's agenda.
3. The common ground you both stand on.
Now here is the thing: The interviewer already sees and understands all sides. And if you as the job seeker can see the different sides as well, you could have an edge on your competition. You'll be able to communicate more effectively about how you can help the company and how you are the perfect fit for the position.
First think about that common ground. What do you and the interviewer have in common? To begin with, you both want to fill the position. You both want to be working rather than looking for that right fit. See yourself as being on the same side as the interviewer. The more you can find out in your research about the company (and the specific interviewer when possible), the more common ground you are likely to find.
Next, think about the motives: yours and the company's. Have a clear idea about what you are looking for and why you're well-suited for the job. That sounds obvious, but if you're coming from a desperate any-job-will-do place, you won't be convincing.
What is the company's agenda? There will be specifics for each job, and remember that all companies are looking for two things: flexibility and loyalty.
How flexible are you? Are you willing to take on new tasks to help the company or are you only going to do what is strictly written in your job description? The more you're willing to grow and stretch as the company grows, the more valuable you will be.
Loyalty also matters. As much as you don't want to keep looking for a job, a company doesn't want to keep training new employees. It's costly to keep replacing and retraining. So if you are loyal by nature, and you want to grow with a company and be there through thick and thin, then you are an ideal candidate.
So is that the end of it? Know what the company wants and mirror it, right? Not so fast! If you don't have qualifications, or you don't believe in the mission of the company, be honest and upfront. That will make you memorable, you both will know where everyone stands, and you won't waste each other's time. You're helping the employer find the right person for the job, and if you aren't it, simply say so.
It might be tempting to say whatever will land you any job, but by lying, you could you get stuck in a job that isn't right for you and end up looking for a job all over again. What's even more likely is that you won't land the job anyway. Your body language, that nonverbal communication, will rat on you. There's even a TV show on the Fox Network about this very thing, "Lie to Me." You may lie with your words, but you cannot lie with your body.
So what is your personal agenda? Do you want the job or just the money? When you apply for a job, are you thinking about how you can help the company and whether you're just what they are looking for? Companies want people who want to work, want to grow, want to help and want to be proactive. If you are such a person, it will show.
So as you prepare and polish for your interview, practice seeing yourself from the other side of the desk, and go in knowing that you and the interviewer are on the same team, simply finding the right match for the job.
Putting Yourself in the Interviewer's Seat Can Give You an Advantage
By Alison Craig, author of "Hello, Job!"
What did you think of your last interviewer? Did you feel as if you were mortal enemies? Or were you on the same team? I know that can sound extreme, but many people view a job interview as a fight or a competition -- a duel of wits. Actually, it's just a conversation and collaboration to find the best candidate for the job.
So have you ever thought about the job interview process from the interviewer's perspective? As a job seeker, you are more concerned about yourself and your personal needs. That is natural, but this selfish attitude could stop you from getting what you need and want: a job.
A job interview is like a graceful dance in which two people come together and find out whether they are in sync. There are three main components to all job interviews at any level:
1. Your personal agenda.
2. The company's agenda.
3. The common ground you both stand on.
Now here is the thing: The interviewer already sees and understands all sides. And if you as the job seeker can see the different sides as well, you could have an edge on your competition. You'll be able to communicate more effectively about how you can help the company and how you are the perfect fit for the position.
First think about that common ground. What do you and the interviewer have in common? To begin with, you both want to fill the position. You both want to be working rather than looking for that right fit. See yourself as being on the same side as the interviewer. The more you can find out in your research about the company (and the specific interviewer when possible), the more common ground you are likely to find.
Next, think about the motives: yours and the company's. Have a clear idea about what you are looking for and why you're well-suited for the job. That sounds obvious, but if you're coming from a desperate any-job-will-do place, you won't be convincing.
What is the company's agenda? There will be specifics for each job, and remember that all companies are looking for two things: flexibility and loyalty.
How flexible are you? Are you willing to take on new tasks to help the company or are you only going to do what is strictly written in your job description? The more you're willing to grow and stretch as the company grows, the more valuable you will be.
Loyalty also matters. As much as you don't want to keep looking for a job, a company doesn't want to keep training new employees. It's costly to keep replacing and retraining. So if you are loyal by nature, and you want to grow with a company and be there through thick and thin, then you are an ideal candidate.
So is that the end of it? Know what the company wants and mirror it, right? Not so fast! If you don't have qualifications, or you don't believe in the mission of the company, be honest and upfront. That will make you memorable, you both will know where everyone stands, and you won't waste each other's time. You're helping the employer find the right person for the job, and if you aren't it, simply say so.
It might be tempting to say whatever will land you any job, but by lying, you could you get stuck in a job that isn't right for you and end up looking for a job all over again. What's even more likely is that you won't land the job anyway. Your body language, that nonverbal communication, will rat on you. There's even a TV show on the Fox Network about this very thing, "Lie to Me." You may lie with your words, but you cannot lie with your body.
So what is your personal agenda? Do you want the job or just the money? When you apply for a job, are you thinking about how you can help the company and whether you're just what they are looking for? Companies want people who want to work, want to grow, want to help and want to be proactive. If you are such a person, it will show.
So as you prepare and polish for your interview, practice seeing yourself from the other side of the desk, and go in knowing that you and the interviewer are on the same team, simply finding the right match for the job.
Thursday, July 8, 2010
Resume Keywords
Anytime a job seeker pursues advice on resume writing they are asked to make sure the resume has the appropriate "keywords". What does that mean exactly? Careerbuilder offers this article on the topic.
Solving the Keyword Conundrum
Résumés for Career Changers
By Selena Dehne, JIST Publishing
Ready to launch a new career, but no one seems interested in interviewing you? Your résumé -- and its lack of keywords -- may be to blame.
Keywords are terms or phrases that are specific to a particular industry or profession, and they're an essential element in the résumé-scanning process. Today, employers and recruiters are increasingly searching résumés electronically for keywords to help them weed out candidates whose résumés do not reflect the skills, qualifications or credentials they're seeking.
This stage of the job search can be problematic if you're trying to break into a new industry or profession.
"For career changers, keywords are particularly relevant and require a great deal of thought because you don't necessarily want to include keywords that are descriptive of your past experiences. Instead, you want to include keywords that reflect your current career goals so that those words are the ones that will get your résumé noticed and not passed over," explain Wendy Enelow and Louise Kursmark in their book "Expert Résumés for Career Changers."
According to Enelow and Kursmark, the following keyword strategies are especially helpful for career changers:
In sections throughout your résumé, integrate keywords from your experiences that directly relate to your current career goals. Even though certain tasks or accomplishments may have been a minor part of your experience, they should be highlighted on your résumé if they relate to your current career goals.
Include an "objective" section on your résumé that states the type of position you are seeking and the associated responsibilities. For example, "Seeking a position in purchasing management where I can utilize my strong skills in research, analysis, negotiations and product management." This is the recommended strategy if you do not have the appropriate experience (keywords) in your background to include in the career summary and experience sections of your résumé.
Not sure which keywords you should be using? Enelow and Kursmark offer some guidance:
"Just by describing your work experience, achievements, educational credentials, qualifications, objective and the like, you might naturally include most of the terms that are important in your new career field. To cross-check what you've written, review online or newspaper job postings for positions that interest you. Look at the precise terms used in the ads and be sure you have included them in your résumé."
Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Follow her on Twitter at http://twitter.com/SelenaDehne.
Solving the Keyword Conundrum
Résumés for Career Changers
By Selena Dehne, JIST Publishing
Ready to launch a new career, but no one seems interested in interviewing you? Your résumé -- and its lack of keywords -- may be to blame.
Keywords are terms or phrases that are specific to a particular industry or profession, and they're an essential element in the résumé-scanning process. Today, employers and recruiters are increasingly searching résumés electronically for keywords to help them weed out candidates whose résumés do not reflect the skills, qualifications or credentials they're seeking.
This stage of the job search can be problematic if you're trying to break into a new industry or profession.
"For career changers, keywords are particularly relevant and require a great deal of thought because you don't necessarily want to include keywords that are descriptive of your past experiences. Instead, you want to include keywords that reflect your current career goals so that those words are the ones that will get your résumé noticed and not passed over," explain Wendy Enelow and Louise Kursmark in their book "Expert Résumés for Career Changers."
According to Enelow and Kursmark, the following keyword strategies are especially helpful for career changers:
Not sure which keywords you should be using? Enelow and Kursmark offer some guidance:
"Just by describing your work experience, achievements, educational credentials, qualifications, objective and the like, you might naturally include most of the terms that are important in your new career field. To cross-check what you've written, review online or newspaper job postings for positions that interest you. Look at the precise terms used in the ads and be sure you have included them in your résumé."
Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Follow her on Twitter at http://twitter.com/SelenaDehne.
Tuesday, June 29, 2010
Current Available Positions
DISCOVER STAFFING specializes in all levels of Office Support positions as well as some light industrial. Here is a current list of our available positions.
Temporary Receptionists! Potential ability to work same day assignments. North Fulton, Cobb and Gwinnett Counties.
Client Advocate in John's Creek
Marketing Analyst in John's Creek
Repair and Fabrication Tech: Computer Hardware experience in Norcross
Inside Sales in Alpharetta
New Business Processor in Norcross
Administrative Assistant in Alpharetta
Bilingual Spanish Health Insurance Customer Service Representative in John's Creek
Executive Administrative Assistant in Alpharetta
General Warehouse in Alpharetta
Please submit your resume with the job title for which you are applying in the subject line resumes@discoverstaffing.com. Local candidates only and must have reliable transportation.
Our positions change frequently to please check back to see what is currently available.
Please submit your resume with the job title for which you are applying in the subject line resumes@discoverstaffing.com. Local candidates only and must have reliable transportation.
Our positions change frequently to please check back to see what is currently available.
Friday, June 25, 2010
6 Shocking Job Search Facts
I just love Liz Ryan's Savvy Networker column over at Yahoo! Hotjobs. This is a great list of things that job seekers might not know about their job search.
The Savvy Networker
6 Shocking Job-Search Facts
by Liz Ryan
If you've been job hunting for a while, it's likely that nothing can shock you. Still, these job-search realities may give you pause. The 2010 job market is different from what many of us are used to, and some job-hunt tactics that used to work well are now ineffective (or should at least be reexamined). These six points represent the new reality--is your job search on the mark?
1. Most resumes submitted through company websites don't get read.
The biggest problem with the "spray and pray" approach to job hunting is that most resumes thrust into the Black Hole (that is, official job-search channels such as a company's website) don't get read. Even in organizations that search electronically for keywords, too many candidates have the right words on their resumes, and there aren't enough HR screeners to review all the resumes that pass the first screen. That's why you're better off networking your way into an interview, or reaching the hiring manager directly, than trying to be found in the Black Hole.
2. Most screeners have zero understanding of the job.
If you've spent time on either side of the hiring equation, you already know that most of the clerical screeners who separate resumes into "Let's Interview" and "No Thanks" piles have almost no experience with the function they're screening for. That's why your best bet is to avoid the screener altogether by reaching the hiring manager via LinkedIn, snail mail, email, telephone, or an intermediate connection (you'll likely find him or her on LinkedIn, too). You know what the job is about, so talk about what's important in the role--not the endless list of posted job requirements.
3. Most of the stated job requirements aren't required.
Employers dream up job-spec requirements the way little kids pad their holiday-gift wish lists. Most of the formal job requirements given for a job are not essential. Don't be deterred from applying for a job because you miss a few of the "must-have" bullets listed on the job ad. In most cases, if you can solve the pain the employer is facing, a missing certification here or a slightly different degree there won't amount to a hill of beans.
4. Most job ads that say "Salary History Required" are fibbing.
An employer wants to know that your salary requirement is not completely out of the company's hiring range. You need to give them a salary target, either in your cover letter or in your resume. They don't need to know every salary you've ever in your life. If you're filling out a web form that forces you to input a salary for every job you've held since high school, put your current salary target in the "salary" field every time. Then, at your first opportunity (an open comment box, for instance), say something like "All salary figures reported in this form are my current salary target."
5. Most managers don't want to ask all those interview questions.
If you think the interview is grueling and tedious for you, imagine it from the hiring manager's side--and then imagine the conversation repeated eight or ten times! Most hiring managers don't relish the idea of interrogating candidates about their backgrounds. Go into the job interview ready to talk about what the job requires, and what you've already done that's similar. That's the key. Don't sit passively and wait for the next question--join in the conversation with a question or two of your own: "So, I'd imagine that here at Acme Dynamite, a good knowledge of roadrunner behavior is pretty important--is that your view, also?" (Though this active approach works well with hiring managers, it doesn't work as well with HR screeners.)
6. Most of the hiring decision is "fit."
Don't pretend to be shocked! I'll bet you always knew that most of the hiring decisions at most companies focus on "fit" rather than textbook qualifications. How can you improve your "fit" for the hiring manager's sake? I wouldn't bother. Be yourself. The right employers will love what you bring, and the ones who don't love your persona wouldn't appreciate your gifts if you did get the job. Keep putting irons in the fire, and go to every interview you're invited to (if the job is too far from your house or the people in the company seem evil or crazy, you can always back out later). Fit is a two-way street, anyway. If the folks at a given employer don't get you, save your talents for somebody that does.
Liz Ryan is a 25-year HR veteran, a former Fortune 500 VP, and an internationally recognized expert on careers and the new-millennium workplace. Connect with her at www.asklizryan.com.
(The opinions expressed in this column are solely the author's.)
The Savvy Networker
6 Shocking Job-Search Facts
by Liz Ryan
If you've been job hunting for a while, it's likely that nothing can shock you. Still, these job-search realities may give you pause. The 2010 job market is different from what many of us are used to, and some job-hunt tactics that used to work well are now ineffective (or should at least be reexamined). These six points represent the new reality--is your job search on the mark?
1. Most resumes submitted through company websites don't get read.
The biggest problem with the "spray and pray" approach to job hunting is that most resumes thrust into the Black Hole (that is, official job-search channels such as a company's website) don't get read. Even in organizations that search electronically for keywords, too many candidates have the right words on their resumes, and there aren't enough HR screeners to review all the resumes that pass the first screen. That's why you're better off networking your way into an interview, or reaching the hiring manager directly, than trying to be found in the Black Hole.
2. Most screeners have zero understanding of the job.
If you've spent time on either side of the hiring equation, you already know that most of the clerical screeners who separate resumes into "Let's Interview" and "No Thanks" piles have almost no experience with the function they're screening for. That's why your best bet is to avoid the screener altogether by reaching the hiring manager via LinkedIn, snail mail, email, telephone, or an intermediate connection (you'll likely find him or her on LinkedIn, too). You know what the job is about, so talk about what's important in the role--not the endless list of posted job requirements.
3. Most of the stated job requirements aren't required.
Employers dream up job-spec requirements the way little kids pad their holiday-gift wish lists. Most of the formal job requirements given for a job are not essential. Don't be deterred from applying for a job because you miss a few of the "must-have" bullets listed on the job ad. In most cases, if you can solve the pain the employer is facing, a missing certification here or a slightly different degree there won't amount to a hill of beans.
4. Most job ads that say "Salary History Required" are fibbing.
An employer wants to know that your salary requirement is not completely out of the company's hiring range. You need to give them a salary target, either in your cover letter or in your resume. They don't need to know every salary you've ever in your life. If you're filling out a web form that forces you to input a salary for every job you've held since high school, put your current salary target in the "salary" field every time. Then, at your first opportunity (an open comment box, for instance), say something like "All salary figures reported in this form are my current salary target."
5. Most managers don't want to ask all those interview questions.
If you think the interview is grueling and tedious for you, imagine it from the hiring manager's side--and then imagine the conversation repeated eight or ten times! Most hiring managers don't relish the idea of interrogating candidates about their backgrounds. Go into the job interview ready to talk about what the job requires, and what you've already done that's similar. That's the key. Don't sit passively and wait for the next question--join in the conversation with a question or two of your own: "So, I'd imagine that here at Acme Dynamite, a good knowledge of roadrunner behavior is pretty important--is that your view, also?" (Though this active approach works well with hiring managers, it doesn't work as well with HR screeners.)
6. Most of the hiring decision is "fit."
Don't pretend to be shocked! I'll bet you always knew that most of the hiring decisions at most companies focus on "fit" rather than textbook qualifications. How can you improve your "fit" for the hiring manager's sake? I wouldn't bother. Be yourself. The right employers will love what you bring, and the ones who don't love your persona wouldn't appreciate your gifts if you did get the job. Keep putting irons in the fire, and go to every interview you're invited to (if the job is too far from your house or the people in the company seem evil or crazy, you can always back out later). Fit is a two-way street, anyway. If the folks at a given employer don't get you, save your talents for somebody that does.
Liz Ryan is a 25-year HR veteran, a former Fortune 500 VP, and an internationally recognized expert on careers and the new-millennium workplace. Connect with her at www.asklizryan.com.
(The opinions expressed in this column are solely the author's.)
Monday, June 21, 2010
Purchasing Agent Needed with Computer Industry Experience
Thank you for your interest in this position. The client has made a hiring decision at this time. We change the content of this blog frequently, so please check back for the most updated job postings.
DISCOVER STAFFING is seeking a temp to hire candidate for an experienced Purchasing Agent. This position is responsible for purchasing used PC equipment from various manufacturers. Must also have experience in outsourcing used PC equipment and hardware as well as a thorough understanding and working knowledge of contract management and negotiations.
Some of the duties will include:
Obtaining vendor quotes and processing purchase orders.
Request and review pricing and delivery of materials.
Must have experience working with websites such as E-Bay.
Must be aggressive in proactively seeking new sources of products.
Salary range is $40K-$50K.
Please submit resume to resumes@discoverstaffing.com. Only qualified candidates will be considered.
DISCOVER STAFFING is seeking a temp to hire candidate for an experienced Purchasing Agent. This position is responsible for purchasing used PC equipment from various manufacturers. Must also have experience in outsourcing used PC equipment and hardware as well as a thorough understanding and working knowledge of contract management and negotiations.
Some of the duties will include:
Please submit resume to resumes@discoverstaffing.com. Only qualified candidates will be considered.
Tuesday, June 15, 2010
Procurement Specialist
Thank you for your interest in this position. The client has made a hiring decision at this time. We change the content of this blog frequently, so please check back for the most updated job postings.
DISCOVER STAFFING is currently assisting a client in Alpharetta with a Procurement Specialist Position.
This is a newly created position designed to work with the GSA Advantage Program. Candidates must have experience with GSA Advantage to be considered.
Duties include:
Vendor Registration
Setting up new accounts
Working with contracts
Completing and auditing government forms.
Please send your resume to resumes@discoverstaffing.com for consideration. Only qualified candidates will be considered.
DISCOVER STAFFING is currently assisting a client in Alpharetta with a Procurement Specialist Position.
This is a newly created position designed to work with the GSA Advantage Program. Candidates must have experience with GSA Advantage to be considered.
Duties include:
Please send your resume to resumes@discoverstaffing.com for consideration. Only qualified candidates will be considered.
Wednesday, June 9, 2010
Your Cell Phone Can Ruin An Interview
MSN Careers never fails to hit the nail on the head.
Should You Leave Your Cell at Home During an Interview?
By Kaitlin Madden, CareerBuilder.com writer
True story:
After a move to a new city, I finally land a job interview after weeks of sending out résumés. The company offers good pay and great benefits -- not to mention that the job is right up my alley and right down the street from my apartment.
The interview is humming along nicely, when "BLEEP BLEEP BLEEEEP! ... BLEEP BLEEP BLEEEEP!" My interviewer is mid-question when she jumps out of her skin at the sound of my cell phone loudly ringing from my purse. I could have sworn I'd shut it off.
I spend the next 20 seconds rifling through my bag to find the offending device and another 10 seconds powering it off. As I apologize and refocus my attention on the interviewer, I can tell our whole vibe is off balance. She is clearly annoyed and I feel like a fool (both of which are total confidence killers). In case I left any doubt in your mind, I was not called back for a second interview.
Lesson learned: Don't let your cell phone get the best of you.
"In many cases, attitude trumps aptitude when it comes to candidate selection. Bringing a cell phone with you says a lot about your attitude," says Laurent Duperval, president of Duperval Consulting in Montreal. "It sends the message that your focus will not be on your job. If I, as an interviewer, can't get your full attention for a few minutes, what will it be like once you have the job? "
Chris Laggini, vice president of human resources for information-technology service provider DLT Solutions, echoes Duperval's sentiment, saying, "Bringing or using a cell phone or BlackBerry during an interview would only indicate to the interviewer a general lack of respect and good judgment, and would indicate that they would exhibit the same behavior during working hours if they were to be hired."
Laggini adds that the only acceptable reason for bringing a cell phone to an interview is if you need to be connected to receive an emergency call of some kind. In that case, he suggests that you discuss the matter with the interviewer beforehand.
So what's the best way to make sure your phone doesn't interrupt your interview? Leave it at home or in your car. That way, you'll be assured that your phone won't disrupt your interview.
If you have other obligations that day and can't leave your phone at home, or if you take public transportation and can't leave it in the car, at least make sure you turn your phone off before going into the interview. Sue Thompson, a career consultant and founder of Set Life Free Seminars, provides the following advice to her clients: "Become proficient with your phone's voice mail setup so you are able to quickly record a new voice mail [greeting] as you go into a meeting or interview, something along the lines of, 'I'm about to go into a meeting. I will return your call by 4 p.m.' Then turn it off."
Despite our best intentions, though, sometimes -- like in my own interview -- plans go awry. Should your cell phone unexpectedly ring in the middle of your conversation, Duperval advises that you apologize and quickly silence the phone or turn it off. "Most phones have a button that allows you to send the caller to voice mail or to silence the phone immediately. As long as you don't answer the phone or say, 'Oh! I have to take this,' the interviewer should understand," he says.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, "The Work Buzz." She researches and writes about job search strategy, career management, hiring trends and workplace issues.
Should You Leave Your Cell at Home During an Interview?
By Kaitlin Madden, CareerBuilder.com writer
True story:
After a move to a new city, I finally land a job interview after weeks of sending out résumés. The company offers good pay and great benefits -- not to mention that the job is right up my alley and right down the street from my apartment.
The interview is humming along nicely, when "BLEEP BLEEP BLEEEEP! ... BLEEP BLEEP BLEEEEP!" My interviewer is mid-question when she jumps out of her skin at the sound of my cell phone loudly ringing from my purse. I could have sworn I'd shut it off.
I spend the next 20 seconds rifling through my bag to find the offending device and another 10 seconds powering it off. As I apologize and refocus my attention on the interviewer, I can tell our whole vibe is off balance. She is clearly annoyed and I feel like a fool (both of which are total confidence killers). In case I left any doubt in your mind, I was not called back for a second interview.
Lesson learned: Don't let your cell phone get the best of you.
"In many cases, attitude trumps aptitude when it comes to candidate selection. Bringing a cell phone with you says a lot about your attitude," says Laurent Duperval, president of Duperval Consulting in Montreal. "It sends the message that your focus will not be on your job. If I, as an interviewer, can't get your full attention for a few minutes, what will it be like once you have the job? "
Chris Laggini, vice president of human resources for information-technology service provider DLT Solutions, echoes Duperval's sentiment, saying, "Bringing or using a cell phone or BlackBerry during an interview would only indicate to the interviewer a general lack of respect and good judgment, and would indicate that they would exhibit the same behavior during working hours if they were to be hired."
Laggini adds that the only acceptable reason for bringing a cell phone to an interview is if you need to be connected to receive an emergency call of some kind. In that case, he suggests that you discuss the matter with the interviewer beforehand.
So what's the best way to make sure your phone doesn't interrupt your interview? Leave it at home or in your car. That way, you'll be assured that your phone won't disrupt your interview.
If you have other obligations that day and can't leave your phone at home, or if you take public transportation and can't leave it in the car, at least make sure you turn your phone off before going into the interview. Sue Thompson, a career consultant and founder of Set Life Free Seminars, provides the following advice to her clients: "Become proficient with your phone's voice mail setup so you are able to quickly record a new voice mail [greeting] as you go into a meeting or interview, something along the lines of, 'I'm about to go into a meeting. I will return your call by 4 p.m.' Then turn it off."
Despite our best intentions, though, sometimes -- like in my own interview -- plans go awry. Should your cell phone unexpectedly ring in the middle of your conversation, Duperval advises that you apologize and quickly silence the phone or turn it off. "Most phones have a button that allows you to send the caller to voice mail or to silence the phone immediately. As long as you don't answer the phone or say, 'Oh! I have to take this,' the interviewer should understand," he says.
Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, "The Work Buzz." She researches and writes about job search strategy, career management, hiring trends and workplace issues.
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