Posts Tagged ‘Hiring Manager’

posted by | on Article, Blog | Comments Off on Resume Language: Do’s and Don’ts

Resume Service Women with Resume

Should I Use Those Words in my Resume?

We’ve talked many times about what should and what should not be in your resume.  What kind of experiences do you include? What do you say about a job you were fired from or suffered victimization from a reduction in force? We reminded you not to say negative things about a past boss or place of employment.

Now let’s look at some specifics. What words should you use and what words should you avoid in your resume? What buzz words should not be used and how do you know if a word is considered jargon or not?

A few years ago, it was the thing to do to say you were hardworking, outside the box thinker and team player. Now if you say those things there just might be a new York hiring manager somewhere rolling their eyes. Now these are buzz words that have lost any power they once had.

Since most hiring managers – a full 68%-  take only a couple of minutes to review your resume, they don’t want to see jargon or buzz words. In those few minutes the hiring manager wants to see accomplishments and real skills, not buzz words.

Hiring managers have no time for passive language, vague language or clichés. So in this article we will look at the words you should avoid and the ones that will make a positive impression. Vague words that anyone could be defined by do not make a good impression while specific accomplishments do.

Here are some of the most disliked words reported to CareerBuilder by hiring managers.

38% of hiring managers dislike the term Best of Breed

27% of hiring managers dislike the term Go Getter

26% of hiring managers dislike the term Thinking Outside the Box

22% of hiring managers dislike the term Synergy

22% of hiring managers dislike the term Go-to Person

16% of hiring managers dislike the term Value-Added

16% of hiring managers dislike the term Results-Driven

15% of hiring managers dislike the term Team Player

14% of hiring managers dislike the term Bottom Line

Don’t use words for your responsibilities that require the hiring manager to try to sort out what it is you actually do. Use strong words like “lead on this project or negotiator”. Not weak words like “assisted on this project”.

The same CareerBuilder survey that gave us the terms hiring managers do not want to see in your resume, also gave us the kind of terms they do want to see.

52% of hiring managers like the term Achieved

48% of hiring managers like the term Improved

47% of hiring managers like the term Mentored/Trained

44% of hiring managers like the term Managed

43% of hiring managers like the term Created

40% of hiring managers like the term Resolved

35% of hiring managers like the term Volunteered

These should always be action words, followed by what it is you achieved or improved. Who did you mentor and what did they accomplish? Remember not to use clichés, but to use action words that describe what you actually did.

posted by | on Article, Blog | Comments Off on Disability: To Discuss or Not?

Interview Advice

Disability? To Discuss or Not to Discuss in an Interview

Most people in New York have enough to be concerned about when preparing for the interview for the job of their dreams. If you have a disability, this task becomes even more complicated as you attempt to discern if you should bring up your disability and if so, how to do so.

If your disability is something that will affect your job in any way, you need to address it. It is particularly important to address it if you will need “reasonable accommodations” in any way or any area of the job. So how do you approach this need in the interview process, especially if your disability is not obvious?

As you ponder this as part of your interview preparation, it is important to understand what your interviewer legally can and cannot discuss in an interview. Every employer has to abide by the regulations of the Equal Employment Opportunity Commission (EEOC) and the Americans with Disabilities Act (ADA).  In following these laws and regulations, the employer is not allowed to discriminate against “a qualified job applicant with a disability” if that person meets the job requirements including experience, education, training, skills and any required certifications or licenses.

However the Americans with Disabilities Act actually defines what a disability is and yours must meet these standards to provide you with the protection of this law. The ADA defines a disability as: “A physical or mental impairment that substantially limits you; a record or history of a substantially limiting impairment or impairment the employer regards as substantially limiting to job performance.”

The law also states that you do not have to disclose this disability to the prospective employer. It is really up to you to decide while in the interview whether to bring it up or not.

What to Share/What not to Share

So what is reasonable to share during the interview and what isn’t?

Do Not Share: Medications you are taking even if you think they might impact the company’s drug screening policy. You should share that with the drug screener at the test, not with the hiring manager in the interview.

Therapies you are undertaking to help with pain or functionality also should not be shared in the interview process as you will need to arrange for those therapies to be after work hours. A reasonable accommodation might be possible, but you would discuss it at after you have been hired.

Do Share: Anything associated with your disability that could impede your ability to do the job without causing harm to yourself or anyone else.

The right way to go is to listen closely in the interview and discuss in depth with the interviewer all the requirements of the job and the physical requirements that go along with them. As you are doing this you can decide whether or not your disability is in anyway impacted by these requirements.

This is when you can disclose your disability and allow the interviewer to ask questions in order to determine your ability to meet these requirements and perform the job duties with or without any reasonable accommodation.

Keep in mind that you have the right to ask for those reasonable accommodations.