There is a fairly standard form for detailing information about ourselves, and employers expect us to submit it in a recognizable way. The following sections discuss the possible content and manner of presentation for our resume.

1. Heading. Resumes are usually headed with our name, address and telephone number. This information may either be centered at the top of the page or placed in the top left-hand corner.

2. Career Goal. Our career goal, which follows our personal identification, is one entry that every employer is interested in. We must be specific as we can, listing our immediate goal and not some vague future dream.

3. Job Position Being Applied For. We must specify the position we are applying for. Examples: systems analyst, account executive, securities analyst, etc. This position must be related to our career goal.

4. Education and Training. This major section should state the most important qualifications we can offer for the job we are applying for. If it is work experience, that section should come next. If it is our educational background that is more important, place it first.

In either case, we must tailor our qualifications to fit the job requirements. This does not mean, however, that we are to falsify the information we provide. It simply means that we are to pick out those qualifications that have the most direct relationship to the job for which we are applying. For example, suppose we are applying for the position of market researcher. The person who reads our resume will not be interested in finding out that we had taken courses in baking, orchid raising or canteen operation. They will not also be interested in learning that we have worked as a teller in a bank. But this person will be interested in reading about our experience in research, or if our educational background is in mathematics, statistics, etc, and if we had taken a speed-reading course.

The most common way to describe our education is to list any university, college, or vocational school we have attended with the dates of attendance and any diplomas or certificates we have obtained. We always place our most recent educational experience at the top of the list and work back from there.

If we want to stress our education, we may want to include our major field of study and the names of significant courses, which we have completed. We may also want to list any honors or awards we have received.

A prospective employer is looking for evidence of leadership potential, social poise, and interest in a broad enough range of activities to make us an interesting person. Therefore, we could list our extra-curricular activities in which we had taken part and list down the positions we held in campus or school organizations.

5. Work Experience. There are two acceptable ways of presenting our work background. The most common is to list our jobs in chronological order, with the present or the most recent one heading the list. With such an arrangement, the prospective employer can readily detect our progress or promotions. If we use this format, we should show the following:

a. Position held
b. Name and location of company
c. Date the position was held
d. Achievement in the position
e. Reason for leaving

In addition, we can strengthen our presentation by including the following:

a. Duties (emphasize responsibilities)
b. Name of immediate superior (if the person is still there and might be a good reference)
c. Job title (e.g. systems analyst, field sales manager, etc.)

If on the other hand, our experience is scattered, or we have done a lot of
Volunteer activities, or if our employment history is spotty; a functional resume can turn unrelated activities into a coherent business background. When we use this format, our experience is listed under descriptive categories. In this way, a wide variety of activities–paid or volunteer– interspersed with inactive periods, can be presented to our advantage.

6. Personal Details. Personal data include gender, age, date and place of birth, race, religion (optional), marital status (including number of children), health, height, weight, interests and hobbies.

7. References. Applicants for a job are usually requested to give the names of at least three persons who can be asked or called to speak about us. The most appropriate persons include present or former employers, teachers, and other professionals. Also acceptable is a character reference whose name or occupation is respected.

If we include references in our resume, we must give each individual’s name, title, organization (if any), address and telephone number. If we choose to provide the prospective employer with references at the time of the interview, we make the following notation on our resume: REFERENCES: Will be supplied upon request. In either case, we must ask permission from the person before including his/her name as reference.

THE COMPLETED RESUME

Finally, our completed resume must be concise, well organized, and easy to read. The length should be one page or two pages, at most. After all, we are summarizing our most important qualifications for a particular job, not telling the story of our life.

Appearance, too, is a very important factor to the over-all presentation of our resume. We must be careful not to overcrowd or spread out the information on a page. We should also have our resume carefully typed or printed single-space on 8 1/2″ x 11″ good quality white bond paper. One, which is handwritten, or full of poorly made corrections will probably not be read at all.

Honesty is a very important factor in a resume. Phony degrees or schools will be discovered. We should not also exaggerate our accomplishments.

Our resume should show progress, advancement and ambition. A good resume must get us at least an interview.

For an in-depth study on resume writing and to give you an idea how it looks please go to these links and type in the search words “How to write a resume.” MS Word also has a resume template which you can follow.

http://www.google.com

http://www.yahoo.com

http://www.monster.com/geo/siteselection…

www.usajobs.opm.gov

Peace and blessings!

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By Erin Hovanec

The interviewer asks you, “Do you have any questions for me?”

You say … “Yes!”

This is the easiest interview question out there. Always say yes.

Asking questions shows that you’re interested in the job. It also gives you a chance to show how knowledgeable you are about the position and the industry. Most important, it lets you highlight why you’re the perfect candidate.

You have to choose your questions carefully, though, depending on who’s doing the interviewing. An excellent question for a recruiter might be inappropriate for an executive. And you don’t want to ask your potential boss something that’s best suited for a future coworker.

Also, there are certain questions you should never ask early in the interview process — no matter whom you’re meeting. Don’t ask about salary, vacation, 401(k) or anything else that might make you seem more interested in the compensation than the company.

This article shares questions appropriate for every type of interviewer.

The Recruiter: The ‘Big Picture’ Person

It’s the recruiter’s job to identify strong candidates and guide them through the hiring process. Think of the recruiter as the “big picture” person. They can give you an overview of the company and the department as a whole. (Save very specific questions about the job for the hiring manager.) The recruiter is also the best person to answer questions about the hiring process.

Some questions to ask the recruiter:

• How would you describe the company culture?
• What type of employees tend to excel at this company?
• Can you tell me more about the interview process?

The Hiring Manager: Your Future Boss

The hiring manager will likely supervise you if you get the job. They’re the most knowledgeable people about the position and its requirements. You should direct specific questions about the job, its responsibilities and its challenges to them. You may also want to ask what kind of candidate they’re seeking.

Some questions to ask the hiring manager:

• What are the most important skills for the job?
• How would you describe your ideal candidate?
• What’s a common career path at the company for someone in this role?

The Executive: The Industry Expert

Senior managers and executives are likely to be most knowledgeable about the latest happenings in their industry. If you’ll be working closely with an executive, you can ask them some specifics about the job. But you should focus most of your questions on the future of the company and the industry. This is your chance to show off your industry knowledge!

Some questions to ask a senior manager or executive:

• How do you think this industry will change in the next five years?
• What do you think gives this company an edge over its competitors?
• What’s the company’s biggest challenge? How is it planning to meet that challenge?

The Coworker: The Straight-Talker

Some interviews will also include a meeting with a potential coworker — the interviewer most likely to “tell it how it is.” A potential colleague may be most candid about the job, its challenges and the work environment. However, don’t expect inside information — and certainly don’t ask for it.

Some questions to ask a potential coworker:

• What’s a typical day like in the department?
• How would you describe the work environment at the company?
• What’s the most enjoyable part of your job? What’s the most challenging part?

Happiness on the job sometimes comes down to one person: Your manager.

Your manager can matter more than money, title or benefits. People don’t always quit jobs, they sometimes quit bosses. Many workers leave a position because they’re unhappy with their bosses.

On the other hand, if you genuinely like and respect your boss, your job can be rewarding, fulfilling and even fun. But how can you ensure that you and your potential boss will get along?

While there are no guarantees, you can often recognize a boss who’s right for you — if you ask the right questions.

The Ideal Employee 

Do you want to know what your potential manager will expect from you?

Ask her, “What’s your ideal employee like?”

If her ideal employee works long hours on a regular basis, expect to do the same.

If her ideal employee is someone who never questions procedure, don’t plan to arrive and immediately implement new ideas.

If her ideal employee works independently, rest assured that you won’t be micro-managed.

You’re likely to be happier on the job if you and your potential manager have similar working styles. After all, everyone deserves a manager who thinks that they’re the ideal employee.

The Skinny on the Staff

You can tell a lot about your potential manager from his staff.

Ask him, “Can you tell me about the people I’d be working with? How long have you worked with them?”

Pay attention to how well your potential boss seems to know his staff. Can he list their individual accomplishments? Is he proud of them?

Note his tone and energy when he talks about his team. Does he sound upbeat and positive? Or is there a hint of frustration or disappointment in his voice?

Also note how long his staff has worked with him. High turnover can be a red flag, and happy employees are more likely to stay put.

Results and Rewards

Do you want to excel on the job? If so, then you need to know how a potential manager defines excellence.

Ask her, “How do you measure success on the job?”

You may be accountable to complete projects to deadline and under budget. Or perhaps you’ll need to reach a certain benchmark in your performance, for example a dollar value in revenue or a percentage of satisfied customers.

You should also ask about the typical career path for an employee who successfully meets his goals. After all, you want to work for a manager who recognizes and rewards excellence.

A Problem Solved

Sooner or later, a problem will arise. And you need to know how a potential manager will handle it.

Ask him, “What’s your approach to solving problems?”

Knowing how a potential manager solves problems can give you insight into his management style. Does he prefer to take charge and make a decision independently? Does he delegate the decision to a staff member? Or does he favor a more collaborative style of problem solving?

Finally, keep in mind that a potential boss’ overall attitude toward answering questions can be very telling about his management style. If he’s open to questions and answers thoughtfully, he’s likely also open to exploring and improving his working relationships. And that’s one quality that makes for a great manager.

By Tom Musbach

One of the easiest ways to build confidence before a job interview is to prepare answers to questions you might be asked. Whether you’re applying for a position as a web programmer, accountant, or legal secretary, interviewers often use some general questions to assess candidates, so you’ll increase your chances for success if you prepare for them in advance.

Six common questions are listed below, along with insights from several recruitment professionals about how to answer. As part of your interview preparation, take the time to formulate answers to each question, focusing on specific tasks and accomplishments.

“What are your strengths and weaknesses?”

This is one of the most well-known interview questions, and interviewers often ask it indirectly, as in, “What did your most recent boss suggest as areas for improvement in your last performance review?”

Lindsay Olson, founder of Paradigm Staffing Solutions, a firm specializing in hiring public relations professionals, suggests tailoring your “strengths” answer to skills that will benefit the prospective employer. Though you may have a knack for building gingerbread houses, it might be of little value for the job at hand.

When it comes to weaknesses, or areas of growth, Olson recommends building on your answer to include “how you have improved, and specifics on what you have done to improve yourself in those areas.”

“Why did you leave your last position?”

“Interviewers will always want to know your reasoning behind leaving a company ? particularly short stints,” says Olson. “Be prepared to tell the truth, without speaking negatively about past employment.”

“Can you describe a previous work situation in which you … ?”

This question comes in many forms, but what the interviewer is looking for is your behavior on the job. Your answer could focus on resolving a crisis, overcoming a negotiation deadlock, handling a problem coworker, or juggling multiple tasks on a project.

The theory behind this type of question is that past behavior is the best predictor of future behavior, according to Yves Lermusi, CEO of Checkster, a company that offers career and talent checkup tools. “The key to responding well is preparing real job examples, describing your behavior in specific situations that demonstrate important skills that the job requires.”

“What is your ideal work environment?”

This question is not about whether you prefer a cubicle or an office, so think broadly to include ideas about supervision, management styles, and your workday routine.

Bob Hancock, senior recruiter for video game publisher Electronic Arts, says that he uses this question with candidates because it can give “a sense of their work habits, how flexible they are with their schedules, and how creative they are.”

“How do you handle mistakes?”

The best strategy for this general question is to focus on one or two specific examples in the past and, if possible, highlight resolutions or actions that might have relevance to the job you’re interviewing for.

“Employers want to know they’re hiring someone with the maturity to accept responsibility and the wherewithal to remedy their own mistakes,” says Debra Davenport, a master professional mentor and columnist for the Business Journal in Phoenix.

“What is your most notable accomplishment?”

Paradigm Staffing’s Olson suggests that candidates think of three or four accomplishments and quantify what their actions meant in terms of increasing revenues, saving resources, or improving resources.

“Being able to quantify your achievements in your career will launch you ahead of the rest,” she says, “and demonstrate your ability to do the same as a future employee.”

 1.) … you’re not the one who is married.

2.)… her name two adjacnet vowels

3.)… from a different area code

(According to Doogie Howser)

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With the new baby in town, it’s all smiles. This was korey’s first christmas with many more to come. Santa brought him a whole bunch of things from a new rattle, black converse chucks, baby jordans, sean john fit and more!

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