Ideas, Formulas and Shortcuts for Tips Fpr Writing a Resume

Thoughts, Formulas and Shortcuts for Tips Fpr Writing a Resume Tips Fpr Writing a Resume Secrets That No One Else Knows About There are a ton of elaborate focuses to consider during the creative cycle. In case you're watching out for data about how to create an introductory letter, you're in the ideal spot. At the point when you have distributions or work tests that are connected to your pursuit of employment, take a gander at assembling one of your own. There's no right or wrong strategy to create a CV however there are a couple of regular segments you should cover. Tips Fpr Writing a Resume and Tips Fpr Writing a Resume - The Perfect Combination If your work includes web based life, you may consolidate the connections to other long range interpersonal communication accounts like Twitter, Instagram, etc. Or maybe, it is a key apparatus for advertising your own image. There are a lot of sites with tips around the web, however most bring only few them. New Ideas Into Tips Fpr Writing a Resume Never Before Revealed Employing a custom resume rather than a nonexclusive one is going to significantly expand your likelihood of a meeting, as you'll be a superior match in the perspective on the peruser. A CV is a consolation to a potential manager, it's a chance to check the right boxes. The system is in no way enjoyable, and most of individuals experience difficulty seeing how to begin, where to start, and what data should be incorporated. In case you're requesting a vocation which has novel prerequisites, you may require another release of your resume to absolutely show your capabilities. You would prefer not miss out on a vocation since you didn't follow minor authoritative prerequisites. Redo the resume to correspond with the expressed requirements of the activity which you're applying for, without being misdirecting. On the off chance that it's a previous activity be certain you compose your slugs in past tense. What Does Tips Fpr Writing a Resume Mean? Accepting t he open door to chip away at your resume is imperative. Ordered resumes are amazing for plainly showing your work or instructive history and they're a decent choice for practically any level of understanding. Additionally, there are different strategies to arrange your resume, in light of your business history and experience. It's fundamental to audit your CV on a typical premise and include any new capacities or experience that is absent. Be sure your resume contains a minumum of one occurrence of all of the run of the mill vital ability catchphrases in the occupations you apply for. Make an unmistakable CV for every single activity that you apply for. The Basic Facts of Tips Fpr Writing a Resume Even if your work experience is perfect, a below average resume could sink your likelihood of getting a work meet. A selection representative looking for an advertiser may search out somebody acquainted with Google Analytics and Google AdWords. The data on your resume is a noteworthy compo nent in getting you your fantasy work, which clarifies why you should discover the best thoughts for composing an incredible resume. Everybody can say the individual in question exceeded expectations at their last employment. Resume goals can be somewhat dubious. When your resume arrives at an authentic human, you've roughly six seconds to create an impression.

When are Background Checks Issued in the Hiring and Selection Process - Workology

When are Background Checks Issued in the Hiring and Selection Process - Workology Legal Compliance and Employment Background Checks In today’s employment market, companies are competing for talent and must move quickly to make hiring decisions. This means conducting background checks with employment contingent after a candidate has started working, or even for all applicants in high volume recruiting areas like retail, restaurant,  and hospitality. This can complicate the background screening process when it comes to legal compliance. When making personnel decisions, including hiring, retention, promotion, and reassignment,  employers want to consider the backgrounds of applicants and employees. Except for certain restrictions related to medical and genetic information, its not illegal for an employer to ask questions about an applicants or employees background, or to require a background check. Most companies use some form of employment background screens to protect against hiring risks. Using background screening, recruiters and hiring managers can check for prior criminal behavior and charges, test for drug abuse, verify employment records, get employment references, and more. The goal is to create a safe (and more productive) workplace that lends itself to a company’s employer brand and work environment. Legal Compliance and Employment Background Checks Whenever a company uses an applicants or employees background information to make an employment decision, regardless of how you got the information, you must comply with federal laws that protect applicants and employees from discrimination. That includes discrimination based on race, color, national origin, sex, or religion; disability; genetic information (including family medical history); and age (40 or older). These laws are enforced by the Equal Employment Opportunity Commission (EEOC). In all cases, make sure that youre treating everyone equally. Additionally, when you run background checks through a company in the business of compiling background information, you must comply with the Fair Credit Reporting Act (FCRA). The Federal Trade Commission (FTC) enforces the FCRA. Its a good idea to review the laws of your state and municipality regarding background reports or information because some states and municipalities regulate the use of that information for employment purposes. The FCRA applies when you use consumer reports to determine eligibility for employment. If you use consumer reports to make eligibility decisions, make sure you review the Notice to Users of Consumer Reports. Consumer reporting agencies (CRAs) are required to give you this document to inform you of your obligations under the FCRA. Other federal or local laws also may apply to your use of consumer reports. When you get a consumer report, you must certify to the CRA the purpose for which you will use it. Why is this important? When consumers request copies of their files, CRAs must inform them about who has obtained reports on them. The candidate or employee must be informed that a background (credit) check is being conducted and that the terms of employment may be revoked based on information gathered during the background check. Additionally, the candidate or employee must be notified of any adverse action, and given the opportunity to dispute inaccurate information. What is Adverse Action? In short, adverse action means that a company is considering not hiring an applicant based on the information in a background check report that negatively affects the applicant’s employment. This could mean denying employment, but can also mean denying a promotion or transfer. Pre-Adverse And Adverse Action Notices are processes that inform the applicant that the company is considering not moving forward with the employment process. The adverse action notice may be provided verbally, electronically, or in writing. I cannot emphasize enough that a written adverse action notice is best because it provides proof of compliance. The CRA that provided you with the consumer report may have a model adverse action notice. So what happens when the background screen finds information about a candidate that might cause a company to deny employment? How should a company handle the situation with the candidate, and more importantly how do they handle it in a fair and legally compliant way? Today’s economy means that you may be interviewing and screening more candidates than ever before, along with a higher risk for adverse action complaints based on employment rejection. If a candidate makes it far enough through your interview process that they are a finalist for your open position, or have already been hired contingent on a background check, but is then rejected due to information uncovered through a background screening, the FCRA requires that the employer issues a notice to a candidate allowing them the opportunity to provide more information. This is the pre-adverse action notice. In order to maintain FCRA compliance, the pre-adverse action notice should be sent (or provided) to potential candidates before making a final decision. If the pre-adverse action notice is sent to the candidate before adverse action (deciding not to hire the candidate) is taken, it is an opportunity to allow the candidate (or employee in the case of contingent or current employee background checks) the opportunity to dispute the information contained in the background report. It also give you, as the employer, time to provide the required information. As part of the notification process under the FCRA you must provide the candidate with a disclosure that includes a copy of the Federal Trade Commission document “A Summary of Your Rights Under the FCRA.” It’s imperative to send this notice before you’ve made a final hiring decision in order to avoid legal liability. In cases of current employees, the notice should make clear that the terms of their employment are subject to change or invalidation based on information discovered during the background check process. While the FCRA doesn’t have specific guidelines for how long to wait between pre-adverse and adverse action notices to candidates (it does state that five business days is “reasonable”), since the goal is to give the candidate time to respond or correct the adverse information, I recommend 15 days between notices at the minimum. And again, this should be in writing. The only way to stay on top of your time-to-hire and remain compliant legally when it comes to background checks is to make amendments to your employment contract. The most important factor is to have a plan in place before conducting checks that includes clear language on an employment contract that the offer or initial employment period is extended and viable only if the background check is complete and returns no adverse information.

Job Search Musings From the F Train in NYC

Pursuit of employment Musings From the F Train in NYC Half a month back, my companion and colleague Jason Alba was in New York just because. He expected to get to Penn Station and I told him the best way to arrive by metro. He was astonished that numerous metro stations need clear maps and that on numerous lines, tram stops appear to be declared on a need to know premise if by any stretch of the imagination. I dont consider this much any longer since I have lived in New York City my whole life and I see the idiosyncracies of the New York metro framework as simply one more piece of life here, however I can unquestionably see how this unusual framework can appear to be overwhelming to somebody who isn't accustomed to riding the metros. I was helped to remember this episode throughout the end of the week while I was on a F train running on the E line (because of development). To finish it off, something was breaking down with the computerized programming on this line used to report the station stops, so despite the fact that I was going to wards Queens the declared stops made riders think they were going to Brooklyn. So what does this have to do with quest for new employment? A ton, I think. Everyone needs the guide, the standard book, the recipe, and the quickest way to their next activity. Furthermore, truly, there are surely techniques you can utilize that help make the ride smoother, increasingly productive, and progressively lovely. Be that as it may, the framework isn't great. Like the NYC metro framework, the excursion to your next activity will incorporate set backs, delays, track changes, unavailable trains, clashing data, or even no data by any stretch of the imagination. Whats significant is to know where you need to proceed to comprehend that there might be numerous approaches to arrive. It might require some investment than you might want it to, and the excursion wont consistently be simple. Be that as it may, you will arrive.

Ladders Top 200 Recruiters Q2 2016

Stepping stools' Top 200 Recruiters Q2 2016 Stepping stools' Top 200 Recruiters Q2 2016 Stepping stools uncovers its most powerful spotters of Q2 2016.I am satisfied to declare the Top 100 Corporate Recruiters and the Top 100 Executive Recruiters on Ladders for Q2 2016. These ability procurement specialists include exhibited praiseworthy commitment inside Ladders' people group, alongside quality employing procedures and social obligation in recruiting.Yet once more, this quarter highlights many first-time top spotters. I might want to pause for a minute to praise these new, powerful selection representatives. As an ever increasing number of enrollment specialists exploit the excellent applicants on Ladders, it will turn out to be progressively hard to make the rundown. To guarantee your expert achievement â€" and a spot on our Top Recruiter records later on, I urge you to remain dynamic with us through kept selecting best practices.On sake of the whole group at Ladders, thank you for the entirety of the work, time and vitality you put into your activity, which gives our activity searchers and your future recruits with the most ideal experience. Here's to proceeded with accomplishment in Q3 2016.Top 100 Corporate Recruiters on Ladders Antoinette Tapia Splunk Manu Singh Asset Logistics Inc Ali Dastagir Syed CloudBigD Dan Cox Ubertal Inc Stuart Lewtan Zintro, Inc. Lynsey Taylor Bog, Berry Company Rahul Bouddha Prospance Inc. Erin Ruff CommScope Eshant Sharma Rconnect LLC Ryan McKellips TruPath Akshay Jain Bravens Inc Jay Tandon SoftwarePeople Kumar Rohit Sage Group Janagam Vamshi Sage Technologies Karthick Haarish Vdart Marie Dreyer MarshBerry Bharat Bhatt IDC Technologies Chris Pegnataro Pitney Bowes Software Harry Bhardwaj Amer Technology Inc. Hartinder Kaur IDC John Paul Anderson Pegasystems San Singh Adventures Unlimited Inc (VUI) Pavan Agastyaraju Technovert Melissa Kittles Prudential Matt Bergin Freedom Personnel Services Pamisetty Rajesh KMM Technologies Katrina Palmieri DaVita David Horvay CareWorks Tech Swapnil Dixit Sysazzle Inc. Karoline Marques Blu Chips Venu Gopal Cirra Marvell Tech Mohit Maurya Undertaking Solution Inc Joe Bermea Direction Software Inc. Mohamed maideen IT Trail blazers Paolo Fontana T3 Trading Group Russel Peter VDartinc Janga Reddy Pinninti Vertiv Software Labs Gary Raymond Starpoint (PP) Deepesh Gupta Trinity Global Technology Pramod Kuamar D IDC Technologies Inc Sasidhar kaluri Sanction Global Vigneshr Ravi Vdart Bipin Rai Asset Logistics Inc Raul Garcia Equal Partners Crissy Camerota Pegasystems Trisha Summeril Petersen Dean Megan Midkiff TriNet Jessica Marlis Honeywell Elias Cobb Quantix Julie Bolbas Capital Markets Placement Avi Francis Worldwide Webmaster Inc Mike Slattery Doshi Associates, Inc. Edward Espeleta UnitedHealth Group Brian Thibeault Office Depot Marley Hughes Pinnacle Sales Gulzar Ahmad RConnect LLC Julie Beltman Check Point Software Technologies, Inc. Pradeep Reddy CharterGlobal INC Srikanth Kensaram HCL Global Jen Brazinsky Accenture Spear Taylor VDart Inc GAURAV SHUKLA DatamannUSA Chaitanya Krishna Sun Technologies Manish Verma Spectraforce Gina Papa American Exteriors Janardanan Babu KRG Technologies Matthew Miller Treeline Inc. Smitha Dias Bravens Inc Pauline Schwartz Briden Chase Dionne Heard Accenture Manoj Karuppusamy Lorven Technologies Inc Maria Williams Downpour Bird Corporation Priya Basker Urbane Systems Daniella McDonald CORT Akash Khare Cynet Systems Andrea Koivisto DaVita Healthcare Partners Sean Sunley BBG Management Lee Gellins Squander Management Maruthi Reddy EApps Tech LLC Shashi Kamble Bravens Inc Charmane Croll Aquilent Azhar Ansari Bravens Inc. Ehtesham Shaikh Bravens Inc Vishal Shirsath Bravens Inc. Lora Alfieri Propelled Medical Resources Ravi Malviya Vertisystem Lynn Tryon Rolta AdvizeX Matthew Walsh Blue Signal Marion maddy vdartinc Steve Idnani Infojini Consulting Maureen Massetti Wolters Kluwer Sai Kumar Pegasys Systems Technologies Pearl Kingston Infojini Inc Sri Gouri Incline Technology Group Jacob jinto NewAgeSys Unforgiving Shah Metasense Inc Jasmine Payton Crowe Horwath Sirena Madden CMAC Partners Vicky Bouras-Boudouris Microsoft Marc Spiron Billtrust Top 100 Executive Recruiters on Ladders Matty Meyerberg Royce Ashland Group, Inc. Anthony Jones Authentic Partners, USA Cierra Bennett Crawford Thomas, LLC Sidwell Miller William W. Proficient Staffing Cindy Kelly Beginning Professional Services David Molnar National Registerâ€"USA Vinay Joshi programming individuals inc. Lisa Cusano Errand Management Joseph Ryan Washington Research Associates, Inc. Beam Miller USA Recruiting Associates Antoine Bragg Kore Systems Kali Karyampudi Sedona IT Solutions, LLC Tonya Greene RCI Recruitment Solutions Shawndetta Miller William W. Proficient Staffing Kevin J. Collins Collins Consulting Sandi Nahmias Search Solutions International, Inc. Pratik Pitale Bravens Inc Hans Billerbeck Heartbeat Jobs Imprint Seemueller Futrend Technology, Inc. Jennifer Lau RM Dayton Analytics Kevin Rogers KVR Consultant Bhanu Pandey SoftSages Technology LLC Verba Edwards World Class Executive Search, LLC Thomas Santo Pyramid Worldwide Search Joseph L. Nazoa TKSRCH, Staffing Solutions LLC Dave Smith Sedna Consulting Group Christan Neff Star Tech Search, Inc. Siddhartha Vamshi Ultra Minds IT Joseph Anthony Vaccariello Beginning Darren Frank Enlistment Trends, Inc. Kirk Frailey Worldwide Career Connection, Inc. Heena Chauhan Ampcus Inc Spear Coachman EXI, Inc. Daisy Cobb Spectra Staffing Pam Sisson Southeastern Recruiting Consultants Gary Mitchell jr Minute Men Staffing Harry Anderson Andex Executive Search Subside Ansara Ansara-Bickford-Fiske Elisabeth Bishop Graham Associates Scott Heitland Qualified Management Solutions Calvin Patrick Patrick Associates Divya Bharadwaj Roland and Associates Preethi Saakre Ind-US Target LLC Audrey Chernoff HireFinders Jagat Lakhtaria MetaSense Inc. Rick Gallin Gallin Associates Melissa Kopaczewski Beginning Biotechnology Group Mahesh Kumar Ntech Solutions Inc Dark Valenta Kennis Search Sonya M Simpson Sonya M Recruiting, LLC Joe Turton The Gerent Group, LLC Krishna Murthy Progress Tek Sandeep Sai US Tech Solutions Thuy Nguyen Human Resource Dimensions Sawan Kanade Technosoft Engineering Inc Ron Simpson Recruit Search Group Donna Little InfraStaff Vannessa Khemsara Top Talent Central Susan Schoenberger WorldBridge Partners Chicago NW Shawn Paprocki Towne Locke Mary Knatt Harvard Group International Donald Griewank Caring Hearts Medical Staffing Bert Ikner Corona Group Samara Leigh Straightforwardness Search Rehan Turki Araxis Systems Praneeth Nagilla IT Trailblazers Shanesha Taylor Shanesha Taylor Consulting LLC Jennifer McAuley Claddagh Resources Dre Reed RM Discover LLC Marcus Ronaldi MarcusRonaldi.com Noah Neumiller Prohealth Resources Llp Dina Marshal Marshal Associates Doug Edwards DB Edwards Group Steve Soltan S.C.S Associates Edith Varhelyi CoberonChronos Larry Signorile Johnson ReSources Keith Pereira INFOJINI Samar Singh Marvelltech Carl Colaizzi Apex Staffing Resources Amanda Neiser Plum Placements Inc. Michele Rooney National Recruiting Experts Ina Steadman Virtus Executive Healthcare Placement, LLC Mitch Davis Davis Search Scott Varghese NewAge Sys Deborah Bruno Direct Sales Recruiting, LLC Jennifer Kudukis Kudukis Group International Laura Kudukis Kudukis Group International Sandra Rone Kudukis Group International Dal Coger Vell Executive Search Kel Lane Bay window Recruiting Adam Kahn CAM Search and Consulting Cole Pack Genuine Find Staffing Vanessa Rosenblum ProREA Staffing Richard DeMayo Autonomous IT EHS Recruiter Judd Plumley OARIP Gina Sorriento DoubleStar Danny Tran North Star Staffing Solutions Anuj Garg Programming People Inc. Ann Zaslow Worldwide Search Consultants

23 Ways You Can Sabotage Your Job Search

23 Ways You Can Sabotage Your Job Search https://youtu.be/X04A2aEmFLI Job Search is an Art. You dont want to have to learn that intimately too many times. But you need to learn that today because people are entering transition frequently and job search changes all the time. One mistake and you are out, or your search is lengthy and then that could cost you a lot of money. Each day that youre unemployed, if youre in career transition, costs you a lot of money. You dont want six months; youd prefer three months being in a transition. Make sure you learn job search. Here are all my 23 ways to sabotage your job search. Failing to track and Document Accomplishments. We hire people because they can perform, they can make money, they can save money, they can streamline operations, they can eliminate headcount, they can introduce new technology. The list goes on and on.The readers of your resume need to see that you are a performer. You also want to relay those accomplishments in your LinkedIn profile. List accomplishment after accomplishment after accomplishment. Were not interested in responsibilities except for the number of headcounts youre responsible for and your budgets. Make sure you concentrate on the performance that demonstrates how good you are and the value you brought to your past employers. Leaving on bad terms. Never ever burn bridges. Your termination day is a sad day. It affects you emotionally. Why me? The rage, the anger, all those natural emotions go through your mind but try to never to burn bridges and Ill tell you the reason why. You might be employed by the same company that you were just terminated from at another time. I can tell you a story about this. One of my recent clients has been re-employed six times by the same company because she never burned a bridge. How outstanding is that? She was calm, she was collected, she took it as it was and was terminated and she took a severance. Then three months later she was re-engaged because of her skills.Not Networking. Networking is going to bring you the best value and I mean networking while youre gainfully employed and not just when youre searching for a new job or when youre in a career transition. You need to network consistently. Yes, you can scale it back somewhat when you are gainfully employed. But when youre in a job search you need to really ramp it up. Look up www.meetup.com, Its a website with a plethora, hundreds and hundreds of different meetings in cities across the world. Ive been to a few of them and theyre very interesting. You will meet people; you never know who youre going to meet at any networking event. You could generate leads from a target company where you want to go and work. Never ever give up networking in person and just as important is networking online. You need to be on LinkedIn. You need to be on Facebook. You need to network and start connecting because you never know; those people you connect with right now to bring you value two years, three years down the road.Searching for the perfect job. The perfect job doesnt exist, sadly. I wish it did because Im sure you will or would want the perfect job, but never concentrate on the perfect job. Concentrate on a job where you can bring value, where you can be happy, and where you can share your expertise. Forge t about the perfect job.Using only the internet. It is a fallacy that the internet brings you jobs. Its a very small percentile. Job boards, national newspapers, and corporate websites bring just a small percentile of jobs. You need to concentrate on that networking to find those hidden jobs. I can teach you how to find those hidden jobs; that will be in a future post because finding those hidden jobs is an art in and of itself. I will show you how; I will teach you how.Writing a Generic Cover Letter. A cover letter takes you from today forward and a resume takes you from today backward. A cover letter is written in the personal pronoun using the words I, my, he, or she. There are five different types which I discuss in another post that is coming up about how they all look for different things. Never ever send a generic cover letter. You need to customize it to that particular application and pull out some of the buzzwords, the key was the soft skills and the hard skills they are l ooking for.Typos. Oh my gosh, I can write a book just about the typos Ive seen. Spellcheck doesnt point out all typos. Always have all your documentation looked at by somebody, a friend of yours, an acquaintance of yours, somebody you trust whos got a good command of your particular language and have it proofread by two or three people because you can never have it read by too many people. Just one mistake such as a typo or a grammar mistake and you could be out of the running for that job.Be savvy as to which country youre in, amongst the English language countries. In each country such as the USA, Canada, UK, Australia, and other countries around the world there are subtle differences in language. Make sure you have your spellcheck or your Microsoft Word set to your particular country. If youre marketing yourself to Canada or the U S you can have two different types of resume. You can have a US resume with minor spelling, grammar and punctuation differences. You can have a Canadia n resume. Make sure you have your program set to that particular country. Including your Current Work Email or Telephone Number. This is highly, in my professional opinion, unethical. You should have your own personal telephone numbers such as your cell phone, or your home number plus a personal email address. Never use business this time to look for your next opportunity; its highly unethical. Recruiters and HR professionals will think similarly.Not targeting Your resume to the Position. You should target your resume. The bulk of your resume, as we discussed a few minutes ago, is going to be accomplishments. Those are historic; you cant change your accomplishments. What does change is the top third of the page where you customize that resume for that particular job. Take some of the buzzwords, the soft skills, the hard skills, and place them in the resume.Showing Up Late for an Interview. What is that going to say about you? You are almost at the conclusion of your job search. Youre on the final stretch and youve got this interview and then you go mess it up just simply because youre late. Never ever be late for an interview. Work it out. How long is it going to take you to get there and dont rely on public transportation schedules? The bus could be late, the train could be late so catch the earlier bus or catch the earlier train and be there at least 10 minutes early. Itll give you time to really relax and take in the situation, the surroundings, so youre ready for that interview.Dressing Inappropriately. I cant tell you the stories Ive heard of people who turn up for senior executive jobs and theyre dressed in jeans. Well, what does that first impression say about you? What message is that going to send to a potential employer? Its got to send a very, very negative message, so you need to find out what the attire is at that particular company. Heres a tip for you. Go on to LinkedIn and find other employees at that company and network with them and ask them what the attire is for their company or the specific department within that company, and then dress accordingly or maybe just dress slightly up rather than down. Just make sure your attire is appropriate.Answering Your Cell Phone During an Interview. Now you would think that is common sense, but actually it happens frequently. Hiring decision-makers and I network with executive recruiters and HR professionals all the time. They tell me this is not uncommon; people answer their phones during the interview. Never answer your phone. What happens is that the conversation goes dead and you are dead because you are gone out of their potential pool of candidates. I cant stress this enoughnever use your cell phone. Turn it off. Put it away so its nowhere near you.Not Asking Questions. An interview is a two-way street. Its not a one-way street. Get some dialogue, some conversation going between you and them. If its a panel interview or an individual interview, they want to see that you are asking them questions. You can challenge them as well. You can ask where you will be in two years. You making that assumption gives them the message that youre going to get that particular job. Be very positive. Ask questions about the company culture. Ask questions about all sorts of things. You can find out from the other employees when you touch base with them on LinkedIn, some good questions to ask. Research the history of the company and understand the company and then ask questions.Badmouthing Your Previous Employer or Your Boss. This is a no, noa cardinal sin. Dont do it; it is a foolish error.Not Paying Attention. Dont look around and think, oh this is a nice room. No, you need to concentrate on the people who are in front of you; you need to focus on them. Pay full attention. Yes, it can be very tiring. Some of the interviews these days go up to 90 minutes, which is a very, very long time, but make sure you pay attention 100% of the time. Dont look around, dont cast your eyes around, look behind you, look in your purse, look in your case or briefca se. Make sure you maintain eye contact and smile at them.Not Researching the Company or the Position. With the advent of the internet in the last few years, theres a whole wealth of information available for you to download about that company. Also ask those employees who you asked about the attire a little bit about the company, a little bit about the culture there, a little bit about what they talk about around the water cooler and the position if they know it. Never go unprepared. Always, always research and ask questions within the interview.Forgetting About Being Interviewed From the Moment you Go Into the Building. Sometimes the receptionist or the person whos sitting right at the entrance to the building has been briefed that you are entering the building for an interview and then asked after the interview how you introduced yourself, how was your poise, your stature, and what you did when you entered the building. So act like you are on a sort of a camera when you enter that building and assume that everybodys looking at you because they want to assess you in all facets, not just during the interview. Make sure you carry yourself with pride, with professionalism throughout the whole exercise. Stand tall, smile, and shake hands.Not Sending a Thank You Note. Im a great believer in thanking my clients. Every one of my clients gets a Thank You note and not an ecarda real handwritten note. Snail mail. You need to embrace snail mail. Snail mail is very, very important. Get some good stock Thank you cards, and handwrite them whether it be just to the interviewer or the panel. How do you find out their names? When you are leaving the interview, take their business cards, and then you will have all their names with positions and titles. And then you can send them all, if its a panel interview, a thank you card. A Thank you card sets you above the competition.Being Over Aggressive in the Follow Up. When you exit the interview, ask the interviewer or interviewers when they intend to make a decision, whether it be for the final decision or for the next round, and let that expire a few days. So it could be another week, it could be another 10 days. Dont call them and say, well, I was expecting to hear. You need to be more patient. So if its a week, I would say you wait a week and a half and then start seeing if you can find out why you havent been called. You should never expect that you all going to be called at all because unfortunately today, not all the candidates who enter the interview are called.Not Learning from Mistakes. Ive given you a whole list of mistakes that you need to not to embrace here. So you need to learn from this post. Go back through this post and have a look and see what the mistakes that I see, and others see that are so common in job searches. One mistake can count you out of a job so remember to make sure your job search, make sure youre trained in job search because its a very, very important pastime. Its a full-t ime job to find a full-time job.Stopping Job Search While Youre Waiting for a Response. This really is upsetting to me as a career coach. I see so many people thinking oh, Ive got a job offer and its going to come next month, so Im going to pull out of the job search. Well, that is the biggest Cardinal sin to sabotage your job search you can make in todays economy when hiring is robust. If you continue your job search or even ramp it up, you could probably get yourself into multiple, yes, multiple job offers. Many of my clients dont ever relax because that job offer theyve been promised might never come. And what have you wastedseveral weeks or definitely several days. So never waste a day simply because youve got, you think youve got, or youve been told youve got a job offer because often they dont come. Sadly.Airing Frustrations. It can be very frustrating. Its not something that people want to do. Job search, as I mentioned, is an art and it can be very frustrating. Youre going t o have your ups and downs; one day is going to be up, you might have three days down, then youre going to go up again. Make sure you conquer those frustrations. Have a good job search balance. Make sure you balance that time out but really work hard at your job search.No LinkedIn Profile. If you dont have a LinkedIn profile, you are gone today in career management. Make sure you have a LinkedIn profile fully complete with a photograph. Customize your LinkedIn address (I will be talking about in many further posts/videos). Im passionate about helping you reach your career goals. I have an offer for you. I want to clear the deck for you. I want to get you from A to B in the fastest possible way. I want to offer you a free resume critique and a LinkedIn audit. I will give you 30 minutes of my time with no obligation and no sales pitch, to go through those two platforms, your resume, and your LinkedIn profile, for free. What better offer is there than that? But I am realistic. I am tough because you only get one kick at the can and with one mistake (Ill tell you all those mistakes) you can kybosh or sabotage your career. I will say it as it is. I will help you remove all those red flags so there are lots of green flags waving and you will march forward a lot quicker. 30 minutes of your time, 30 minutes of my time. How about that? Are you interested? If so, email your resume to me below or send it on LinkedIn, and then I will arrange a conversation with you. Cheers. Yes, I want my free resume critique AND LinkedIn Audit