Greetings!
2010 is almost over. It has gone by so fast!
If you are seeing this newsletter for the first time, or don’t remember the last time you saw one, this is my monthly newsletter regarding an HR topic.
I sent them via email for almost 10 years before switching to a blog last year.
I’ve had so many people request that I bring back the email version, so I have. The newsletter comes out about the 15th of the month. Above my signature there is usually a short article and a couple of cute jokes (always clean enough to tell your mother!). If you like what you read, there are more articles on my blog:http://everetsblog.blogspot.com
This month's newsletter delt with giving gifts to your employees to retain them into the new year. Since this was a previously published article I'm just posting the link here:http://everetsblog.blogspot.com/2009/11/gifts-for-employees.html
To read the jokes look at the blog entries on the 30th of each month.
Thank you for reading!
Ev"A Heck of A Nice Guy"
Wednesday, December 15, 2010
Monday, December 6, 2010
How Do You Want to be Thanked?
After a job interview I always send a hand written thank you card.
That is what I was taught. I know that people my age and above generally like getting a hand written note because it shows sincerity, personal effort to do a little extra rather than send an email, and not a lot of people send cards anymore.
In this day and age of instant media, is sending a hand written thank you card the only proper way to thank someone for a job interview?
What about texting?
Sending an email?
Is it okay to call by phone?
Is how you thank someone totally dependent on their generation?
What do you think?
Vote in my latest poll and I'll share the answers at a later time with you and the future job seekers I teach in my classes.
http://polls.linkedin.com/p/110792/rihbo
Thank you!
Ev
That is what I was taught. I know that people my age and above generally like getting a hand written note because it shows sincerity, personal effort to do a little extra rather than send an email, and not a lot of people send cards anymore.
In this day and age of instant media, is sending a hand written thank you card the only proper way to thank someone for a job interview?
What about texting?
Sending an email?
Is it okay to call by phone?
Is how you thank someone totally dependent on their generation?
What do you think?
Vote in my latest poll and I'll share the answers at a later time with you and the future job seekers I teach in my classes.
http://polls.linkedin.com/p/110792/rihbo
Thank you!
Ev
Wednesday, December 1, 2010
What Is Next After Job Boards?
Cheezehead.com was a recruitment industry "insiders column."
That site has since been taken over and the content changed. While going through my archives I found this post from that site. The question of what is the next big job hunting technology was interesting. It was a sponsored post. I edited out the sales pitch at the end. Here is the article:
Is Online Recruiting Begging for Disruptive Technology?
Posted: 19 May 2008 12:20 PM CDT
Online employment advertising platforms, also known as job boards, have more than come of age. Indeed, online recruitment strategies are diversifying as hiring managers look for an edge in the marketplace.
This evolution has birthed new models such as industry-specific job boards, targeted demographic job boards, and even social media schemes. But are today’s online venues effectively meeting the needs of employers and job seekers?
Research suggests the answer is “no.”
In fact, an April 2008 survey from The Adler Group reveals locating qualified candidates for key positions is a challenge that’s growing worse instead of better.
Despite the cadre of recruiting tools and technologies that have been introduced to help employers, Adler revealed, a whopping 89 percent of survey respondents said hiring top talent is getting increasingly difficult. Moreover, 63 percent of survey respondents felt the quantity and quality of candidates from major job boards is dropping.
Reexamining today’s recruiting models, Could it be time for a new paradigm for matching job seekers with employers? Put another way, is the online recruitment industry ripe for disruption?
Here’s what we do know: There are a handful of popular online job board business models – and there are drastic differences between them. We also know that new models are emerging that offer different recruiting technologies and techniques. The latter could be the key to greater hiring effectiveness in a more mature online recruiting world.
“Job boards are an integral piece of the recruitment puzzle as job seekers are more computer savvy than ever – but not all job boards are the same,” says Roberta Chinksy Matuson, president of Brookline, Mass.-based Human Resource Solutions. “HR Executives would be better served if they focused on results and not the cost of each click.”
It’s admittedly difficult to compare cost-per-click (CPC) among the most popular online job board models – free boards, flat fee listing boards, and boards that charge only if you open a resume – because CPC is only part of the pricing equation. To be sure, there are benefits and drawbacks to each model. With literally millions of resumes posted online it pays dividends to understand the pros and cons of the various models better before you begin your next search.
Do you really get what you pay for?Free job boards, where employers and job seekers freely exchange information with the keyboard as the only middleman, have gained momentum because the price is right. Doostang.com, TheJobSpider.com and LuckyDogJobs.com are among the better-known freebies online today.
But Tom Ruff, CEO of Manhattan Beach, Calif.-based recruiting firm Tom Ruff Company, says he hasn’t had much luck on the free boards. Spam postings often find their way on to free online job boards, but that’s not the only drawback he’s discovered.
“Sometimes free online recruiting sites appear to be free, but if you want the bells and whistles there are fees hidden into the back end,” says Ruff, who is also author of “How to Break Into Pharmaceutical Sales.” “We have tried some of the traditional free models, but we haven’t found any success. We stopped using them and moved to paid models.”
If time is money then do flat fee sites work?Flat fee sites are another option. Craigslist, and online classified sites like it, once disrupted the recruiting model. Study after study emerged about print newspaper classified ads drying up as people went online to let their fingers do the searching. Craigslist, for one, charges $75 to post per listing. Others charge much more.
One of advantages of flat fee sites is the paid aspect keeps the spammers off the boards, but that may not be enough to keep recruiters coming back. Flat fee sites tend not to draw large volumes of executive level candidates, and aren’t typically as user-friendly as some of the more traditional job boards, according to Shawn Desgrosellier, Chief Leadership Officer at Kay/Bassman International, an executive search and recruitment firm in Plano, Texas.
“You’ve got to invest some time to use sites like Craigslist because the way the site is organized and the way the layout is structured isn’t straightforward,” Desgrosellier says. “If you’ve got a full-time online recruiting team, it can produce some good results but otherwise it’s not the best use of time.”
Avoiding the flood of irrelevant responses. When the Internet was young, the likes of Monster.com turned the way people hunted for jobs – and the way employers hunted for candidates – on its head. The business model was simple: a two-sided network consisting of employers and job seekers. The recruiters pay; the candidates don’t. What’s more, recruiters pay to be part of the network, and also pay to view searchable candidate resumes.
Since Monster pioneered the space, sites like CareerBuilder.com and HotJobs.com have rallied the troops to collectively dominate the online recruitment industry. Variations of the theme have sprung up, including niche job boards like Dice.com and TechCrunch. The advantage of posting a job opening on one of these sites is the abundance of job seekers willing to send their resumes directly to the recruiter. But this blessing can quickly become a curse.
“Many times, the resumes you receive are preloaded resumes from active job seekers. When a certain search criteria is loaded into the system, that resume is automatically sent to you,” Desgrosellier says. “It requires no action on behalf of the job seeker. That can leave you flooded with applicants that may or may not be a suitable match.”
Tapping into a real-time paradigmAn emerging model, and one that has caught media attention for being disruptive, is real-time matching from RealMatch.com. RealMatch offers technology that replaces keyword searching with a profile-matching paradigm that uses proprietary algorithms to match candidates with recruiters.
RealMatch doesn’t charge recruiters or candidates to join the network, and offers real-time search results that grade, filter and rank candidates according to how well their qualifications meet the employer’s requirements. This real-time, non-keyword based approach overcomes the challenge of e-mail boxes that run over storage quotas in the face of hundreds of resume attachments. For employers, RealMatch.com only charges to view the matches. For job seekers, candidates can spend more time updating their resume and less time responding to job listings.
“There are certainly benefits to real-time matching methods since recruiting is about the quality and not the quantity of candidates,” Matuson says. “ Job boards that help you reduce time spent combing through unqualified candidates are certainly a plus!”
A frustration-ending disruptionThe sheer volume of resumes posted online every day make it difficult for employees to stand out in the e-paper crowd and make it equally as difficult for employers to find the right candidate in the electronic haystack. With candidates and recruiters frustrated by the limitations and challenges that earmark the current options, real-time candidate matching seems poised to become the next major online recruiting disruption.
That site has since been taken over and the content changed. While going through my archives I found this post from that site. The question of what is the next big job hunting technology was interesting. It was a sponsored post. I edited out the sales pitch at the end. Here is the article:
Is Online Recruiting Begging for Disruptive Technology?
Posted: 19 May 2008 12:20 PM CDT
Online employment advertising platforms, also known as job boards, have more than come of age. Indeed, online recruitment strategies are diversifying as hiring managers look for an edge in the marketplace.
This evolution has birthed new models such as industry-specific job boards, targeted demographic job boards, and even social media schemes. But are today’s online venues effectively meeting the needs of employers and job seekers?
Research suggests the answer is “no.”
In fact, an April 2008 survey from The Adler Group reveals locating qualified candidates for key positions is a challenge that’s growing worse instead of better.
Despite the cadre of recruiting tools and technologies that have been introduced to help employers, Adler revealed, a whopping 89 percent of survey respondents said hiring top talent is getting increasingly difficult. Moreover, 63 percent of survey respondents felt the quantity and quality of candidates from major job boards is dropping.
Reexamining today’s recruiting models, Could it be time for a new paradigm for matching job seekers with employers? Put another way, is the online recruitment industry ripe for disruption?
Here’s what we do know: There are a handful of popular online job board business models – and there are drastic differences between them. We also know that new models are emerging that offer different recruiting technologies and techniques. The latter could be the key to greater hiring effectiveness in a more mature online recruiting world.
“Job boards are an integral piece of the recruitment puzzle as job seekers are more computer savvy than ever – but not all job boards are the same,” says Roberta Chinksy Matuson, president of Brookline, Mass.-based Human Resource Solutions. “HR Executives would be better served if they focused on results and not the cost of each click.”
It’s admittedly difficult to compare cost-per-click (CPC) among the most popular online job board models – free boards, flat fee listing boards, and boards that charge only if you open a resume – because CPC is only part of the pricing equation. To be sure, there are benefits and drawbacks to each model. With literally millions of resumes posted online it pays dividends to understand the pros and cons of the various models better before you begin your next search.
Do you really get what you pay for?Free job boards, where employers and job seekers freely exchange information with the keyboard as the only middleman, have gained momentum because the price is right. Doostang.com, TheJobSpider.com and LuckyDogJobs.com are among the better-known freebies online today.
But Tom Ruff, CEO of Manhattan Beach, Calif.-based recruiting firm Tom Ruff Company, says he hasn’t had much luck on the free boards. Spam postings often find their way on to free online job boards, but that’s not the only drawback he’s discovered.
“Sometimes free online recruiting sites appear to be free, but if you want the bells and whistles there are fees hidden into the back end,” says Ruff, who is also author of “How to Break Into Pharmaceutical Sales.” “We have tried some of the traditional free models, but we haven’t found any success. We stopped using them and moved to paid models.”
If time is money then do flat fee sites work?Flat fee sites are another option. Craigslist, and online classified sites like it, once disrupted the recruiting model. Study after study emerged about print newspaper classified ads drying up as people went online to let their fingers do the searching. Craigslist, for one, charges $75 to post per listing. Others charge much more.
One of advantages of flat fee sites is the paid aspect keeps the spammers off the boards, but that may not be enough to keep recruiters coming back. Flat fee sites tend not to draw large volumes of executive level candidates, and aren’t typically as user-friendly as some of the more traditional job boards, according to Shawn Desgrosellier, Chief Leadership Officer at Kay/Bassman International, an executive search and recruitment firm in Plano, Texas.
“You’ve got to invest some time to use sites like Craigslist because the way the site is organized and the way the layout is structured isn’t straightforward,” Desgrosellier says. “If you’ve got a full-time online recruiting team, it can produce some good results but otherwise it’s not the best use of time.”
Avoiding the flood of irrelevant responses. When the Internet was young, the likes of Monster.com turned the way people hunted for jobs – and the way employers hunted for candidates – on its head. The business model was simple: a two-sided network consisting of employers and job seekers. The recruiters pay; the candidates don’t. What’s more, recruiters pay to be part of the network, and also pay to view searchable candidate resumes.
Since Monster pioneered the space, sites like CareerBuilder.com and HotJobs.com have rallied the troops to collectively dominate the online recruitment industry. Variations of the theme have sprung up, including niche job boards like Dice.com and TechCrunch. The advantage of posting a job opening on one of these sites is the abundance of job seekers willing to send their resumes directly to the recruiter. But this blessing can quickly become a curse.
“Many times, the resumes you receive are preloaded resumes from active job seekers. When a certain search criteria is loaded into the system, that resume is automatically sent to you,” Desgrosellier says. “It requires no action on behalf of the job seeker. That can leave you flooded with applicants that may or may not be a suitable match.”
Tapping into a real-time paradigmAn emerging model, and one that has caught media attention for being disruptive, is real-time matching from RealMatch.com. RealMatch offers technology that replaces keyword searching with a profile-matching paradigm that uses proprietary algorithms to match candidates with recruiters.
RealMatch doesn’t charge recruiters or candidates to join the network, and offers real-time search results that grade, filter and rank candidates according to how well their qualifications meet the employer’s requirements. This real-time, non-keyword based approach overcomes the challenge of e-mail boxes that run over storage quotas in the face of hundreds of resume attachments. For employers, RealMatch.com only charges to view the matches. For job seekers, candidates can spend more time updating their resume and less time responding to job listings.
“There are certainly benefits to real-time matching methods since recruiting is about the quality and not the quantity of candidates,” Matuson says. “ Job boards that help you reduce time spent combing through unqualified candidates are certainly a plus!”
A frustration-ending disruptionThe sheer volume of resumes posted online every day make it difficult for employees to stand out in the e-paper crowd and make it equally as difficult for employers to find the right candidate in the electronic haystack. With candidates and recruiters frustrated by the limitations and challenges that earmark the current options, real-time candidate matching seems poised to become the next major online recruiting disruption.
Tuesday, November 30, 2010
November Jokes
Here are the jokes for November.
Thanks for reading the blog!
Ev
"A Heck of A Nice Guy"
-Did you hear about the man who walked into a screen door. He strained himself!
-Did you hear about the guy on the operating table who thought he 'kicked the bucket?' To his relief he only turned a little 'pail'.
-An American was going for a job interview in the English countryside and on the way out he asked a local farmer for directions, "Excuse me dude, could you possibly tell me the quickest way to London?" The farmer said: "You driving or walking, lad?" The American replied: "Driving." The farmer nodded, saying: "Yup, definitely the quickest way."
-What do Eskimos get from sitting on the ice too long? .........Polaroids!
-Thanks to JQ for submitting this one!
-Two dogs meet each other in the park. The first dog says, "Hi, I'm Rover. What's your name?" The other dog says, "I don't know, but I think it's 'Down Boy'."
Thanks for reading the blog!
Ev
"A Heck of A Nice Guy"
-Did you hear about the man who walked into a screen door. He strained himself!
-Did you hear about the guy on the operating table who thought he 'kicked the bucket?' To his relief he only turned a little 'pail'.
-An American was going for a job interview in the English countryside and on the way out he asked a local farmer for directions, "Excuse me dude, could you possibly tell me the quickest way to London?" The farmer said: "You driving or walking, lad?" The American replied: "Driving." The farmer nodded, saying: "Yup, definitely the quickest way."
-What do Eskimos get from sitting on the ice too long? .........Polaroids!
-Thanks to JQ for submitting this one!
-Two dogs meet each other in the park. The first dog says, "Hi, I'm Rover. What's your name?" The other dog says, "I don't know, but I think it's 'Down Boy'."
Monday, November 22, 2010
November Newsletter
For almost ten years I sent out a monthy email newsletter to my clients with a job or sales tip and a ccouple of punny jokes. When I stopped doing the monthly email in 2009 and switched to a blog format. I received 78 (out of 300 recepitiants) responses asking em to start it again! Since October 2010 I've 15 comments from clients that they missed the montly email and asked if I start it again.
I have done so.
Below is the November edition. I will be sending the email around the 20th of each month. If you are a regular reader of the blog the email content my be familiar. If you receive the email newsletter and are looking at the blog for the first time please enjoy!
Thank you!
Ev
It has also been requested that I continue the newsletter with the jokes.
More articles and jokes can be found at my blog:
http://everetsblog.blogspot.com/
Below is the short article for this month and the jokes:
WI Labor: Where is it and Where is it Going?
Remember three years ago when we were all screaming for good employees?
Heck, some companies were just asking for ANY employees.
With the recession that changed and now companies are inundated with lots of good candidates for each open position.
Will it stay that way?
Even with the recession and sluggish growth of the US economy, the numbers suggest that the trend will soon be to employers having a hard time finding good employees.
Demographic data suggests that the baby boomers are now just starting to retire. Many are choosing not to retire completely but to work part-time either at a job out of their field or as a consultant. Generation X is not as big and so there are not as many workers to fill the available jobs. Xers are also more concerned with family time than working overtime like their parents because they saw their parents work for years at a company only to get fired or laid off.
Millennials want more control of their own time. Since they have been "plugged in" to technology they often are available to employers through various technologies so when they are away from work they want to control their own time (as an aside you can incent millennials with time off, not money).
Look at the numbers. As the population changes that has a huge effect on the ability to hire.
Very interesting. Thanks to Betsy Falk, Labor Economist for Southeastern Wisconsin for sharing this information.
To see the data click below:
http://slidesha.re/9iS9yH
Jokes:
-Two Eskimos sitting in a kayak were chilly, so they lit a fire in the craft. Unsurprisingly it sank, proving once again that you can't have your kayak and heat it too.
-A group of chess enthusiasts checked into a hotel and were standing in the lobby discussing their recent tournament victories. After about an hour, the manager came out of the office and asked them to disperse. "But why?" they asked, as they moved off. "Because", he said, "I can't stand chess-nuts boasting in an open foyer."
I have done so.
Below is the November edition. I will be sending the email around the 20th of each month. If you are a regular reader of the blog the email content my be familiar. If you receive the email newsletter and are looking at the blog for the first time please enjoy!
Thank you!
Ev
It has also been requested that I continue the newsletter with the jokes.
More articles and jokes can be found at my blog:
http://everetsblog.blogspot.com/
Below is the short article for this month and the jokes:
WI Labor: Where is it and Where is it Going?
Remember three years ago when we were all screaming for good employees?
Heck, some companies were just asking for ANY employees.
With the recession that changed and now companies are inundated with lots of good candidates for each open position.
Will it stay that way?
Even with the recession and sluggish growth of the US economy, the numbers suggest that the trend will soon be to employers having a hard time finding good employees.
Demographic data suggests that the baby boomers are now just starting to retire. Many are choosing not to retire completely but to work part-time either at a job out of their field or as a consultant. Generation X is not as big and so there are not as many workers to fill the available jobs. Xers are also more concerned with family time than working overtime like their parents because they saw their parents work for years at a company only to get fired or laid off.
Millennials want more control of their own time. Since they have been "plugged in" to technology they often are available to employers through various technologies so when they are away from work they want to control their own time (as an aside you can incent millennials with time off, not money).
Look at the numbers. As the population changes that has a huge effect on the ability to hire.
Very interesting. Thanks to Betsy Falk, Labor Economist for Southeastern Wisconsin for sharing this information.
To see the data click below:
http://slidesha.re/9iS9yH
Jokes:
-Two Eskimos sitting in a kayak were chilly, so they lit a fire in the craft. Unsurprisingly it sank, proving once again that you can't have your kayak and heat it too.
-A group of chess enthusiasts checked into a hotel and were standing in the lobby discussing their recent tournament victories. After about an hour, the manager came out of the office and asked them to disperse. "But why?" they asked, as they moved off. "Because", he said, "I can't stand chess-nuts boasting in an open foyer."
Thursday, November 18, 2010
Giving Can Be Keeping: Retaining Employees Through Gift Giving
The holidays are fast approaching, and so the decision on what to give your employees looms. Rewarding employees through gift giving can help motivate and inspire them, especially in these hard times. Gift giving is an opportunity to recognize and appreciate your staff for their loyalty and hard work, a strategy aimed at those employees you want to keep on your team.
So what do you give in these politically correct and turbulent times?
Give a gift employees don't expect. If you provide monetary bonuses every year, your staff may no longer think of it as something special. Thoughtful, personal gifts that employees can use for themselves or share with family and friends are always a good bet. They show employees that they're your most valuable asset, and that can ultimately boost morale. I got a CD Walkman from my general manager 15 years ago. It still works and I still use it almost every day as my downstairs bar radio/CD player.
Gift certificates are a convenient option, always appropriate and appreciated. "Gift certificates are ideal," said Jeff Stevens, Milwaukee Corporate Sales Manager for The HoneyBaked Ham Company of Ohio. "You choose the amount to fit your budget and your employees decide how they want to spend it. It's that simple!"
If you want to get a bit more personal, select an appropriate gift to fit each employee. Your staff will appreciate that you chose something based on their personality and specific needs. "Many of our customers purchase gifts based on individual employees," said Jeff Stevens. "Whether it's our original, authentic HoneyBaked Ham®, Sliced and Glazed Turkey® Breast or a sweet treat, there's a gift every employee looks forward to come holiday time. What makes it even more special is that they can share it with their families."
Deciding on what gifts to give doesn't have to be difficult. Whatever gift you choose, see it as an opportunity to appreciate and motivate your staff and keep them happy all year long.
Happy Thanksgiving!
Ev
So what do you give in these politically correct and turbulent times?
Give a gift employees don't expect. If you provide monetary bonuses every year, your staff may no longer think of it as something special. Thoughtful, personal gifts that employees can use for themselves or share with family and friends are always a good bet. They show employees that they're your most valuable asset, and that can ultimately boost morale. I got a CD Walkman from my general manager 15 years ago. It still works and I still use it almost every day as my downstairs bar radio/CD player.
Gift certificates are a convenient option, always appropriate and appreciated. "Gift certificates are ideal," said Jeff Stevens, Milwaukee Corporate Sales Manager for The HoneyBaked Ham Company of Ohio. "You choose the amount to fit your budget and your employees decide how they want to spend it. It's that simple!"
If you want to get a bit more personal, select an appropriate gift to fit each employee. Your staff will appreciate that you chose something based on their personality and specific needs. "Many of our customers purchase gifts based on individual employees," said Jeff Stevens. "Whether it's our original, authentic HoneyBaked Ham®, Sliced and Glazed Turkey® Breast or a sweet treat, there's a gift every employee looks forward to come holiday time. What makes it even more special is that they can share it with their families."
Deciding on what gifts to give doesn't have to be difficult. Whatever gift you choose, see it as an opportunity to appreciate and motivate your staff and keep them happy all year long.
Happy Thanksgiving!
Ev
Monday, November 15, 2010
Recruiter Network November Meeting-How to Get Past Gatekeeprs
Thursday November 18th
8am-10am
Wisconsin Athletic Club
5020 South 110th Street
Milwaukee 53227
NOMINATIONS & ELECTIONS ARE THIS DAY!!!!
-president
-vice-president
-secretary
Presentation:
GETTING PAST GATEKEEPERS:
Make calling new companies easier
by EVERET KAMIKAWA
8am-10am
Wisconsin Athletic Club
5020 South 110th Street
Milwaukee 53227
NOMINATIONS & ELECTIONS ARE THIS DAY!!!!
-president
-vice-president
-secretary
Presentation:
GETTING PAST GATEKEEPERS:
Make calling new companies easier
by EVERET KAMIKAWA
Wednesday, November 10, 2010
MORE Funny Job Application Answers
Part one was pulished previously:
funny-application-answers
Here are more funny job application answers:
REASONS FOR LEAVING THE LAST JOB:
“Reason for leaving last job: maturity leave.”
“Responsibility makes me nervous.”
“They insisted that all employees get to work by 8:45 every morning. I couldn’t work under those demanding conditions.”
“Was met with a string of broken promises and lies, as well as cockroaches.”
“I was working for my mom until she decided to move.”
“They made me a scapegoat - just like my three previous jobs.”
“I have become completely paranoid, trusting completely no one and absolutely nothing.”
JOB RESPONSIBILITIES:
“While I am open to the initial nature of an assignment, I am disposed that it be so oriented as to partially incorporate the experience enjoyed heretofore and that it be configured to lead to the application of more rarefied facets of financial management as the major sphere of responsibility.”
“I was proud to win the Gregg Typting Award.”
SPECIAL REQUESTS & JOB OBJECTIVES:
“Please call me after 5:30. I am self-employed and my employer does not know I am looking for another job.”
“My goal is to be a meteorologist. Since I have no training in meteorology, I suppose I should try stock brokerage.”
“I procrastinate - especially when the task is unpleasant.”
“It’s best for employers that I not work with people.”
“You will want me to be Head Honcho in no time.”
PHYSICAL DISABILITIES:
“Minor allergies to house cats and Mongolian sheep.”
PERSONAL INTERESTS:
“Donating blood. 14 gallons so far.”
“Marital status: often. Children: various.”
“Marital status: single. Unmarried. Unengaged. Uninvolved. No commitments.”
SMALL TYPOS THAT CAN CHANGE THE MEANING:
“As indicted, I have over five years of analyzing investments.”
“I demand a salary commiserate with my extensive experience.”
“Received a plague for Salesperson of the Year.”
“Education: College, August 1880-May 1984.”
“Experience: Dealing with customers’ conflicts that arouse.”
“Develop and recommend an annual operating expense fudget.”
“I’m a rabid typist.”
“Instrumental in ruining an entire Midwest chain operation.”
REFERENCES:
“References: None. I’ve left a path of destruction behind me.”
Have you seen any of these answers?
I have.
Have you written any?
I haven't.
Share them here.
Thanks!
Ev
Monday, November 8, 2010
Funny Application Answers
One of my good clients recently shared a story with me about the following application she received. Her story was that an applicant was filling out a job application. When he came to the question, "Have you ever been arrested?" He answered, "No."The next question, intended for people who had answered in the affirmative to the last one, was "Why?"The applicant answered it anyway: "Never got caught."
She asked that I not share her identity.
I thought there have to be other funny application answers. I found several sites listing answers allegedly given by job seekers. These are from a website called "Smack the Interviewer."
Here are some of the answers claimed to have been put on job applications:
QUALIFICATIONS:“Here are my qualifications for you to overlook.”
“Wholly responsible for two (2) failed financial institutions.”
“Lets meet, so you can ooh and aah over my experience.”
“I have an excellent track record, although I am not a horse.”
“I am loyal to my employer at all costs… Please feel free to respond to my resumé on my office voice mail.”
EXPERIENCE:“Note: Please don’t misconstrue my 14 jobs as job-hopping. I have never quit a job.”
EDUCATION:
“Failed bar exam with relatively high grades.”
“Finished eighth in my class of ten.”
SPECIAL SKILLS:
“I have lurnt Word Perfect 6.0 computor and spreadsheet progroms.”
“Am a perfectionist and rarely if if ever forget details.”
I've really seen some of these answers on applications I've reviewed.
Have you had any funny application answers? Have you written any?
Share them here!
I've published more of these funny answers in a new article:
More-funny-job-application-answers
Thanks!
Ev
A Heck of A Nice Guy
Monday, November 1, 2010
WI Labor: Where is it and Where is it Going?
Remember three years ago when we were all screaming for good employees?
Heck, some companies were just asking for ANY employees.
With the recession that changed and now companies are inundated with lots of good candidates for each open position.
Will it stay that way?
Even with the recession and sluggish growth of the US economy, the numbers suggest that the trend will soon be to employers having a hard time finding good employees.
Demographic data suggests that the baby boomers are now just starting to retire. Many are choosing not to retire completely but to work part-time either at a job out of their field or as a consultant. Generation X is not as big and so there are not as many workers to fill the available jobs. Xers are also more concerned with family time than working overtime like their parents because they saw their parents work for years at a company only to get fired or laid off.
Milenials want more control of their own time. Since they have been "plugged in" to technology they often are available to employers through various technologies so when they are away from work they want to control their own time (as an aside you can incent milenials with time off, not money).
Look at the numbers. As the population changes that has a huge effect on the ability to hire.
Very interesting. Thanks to Betsy Falk, Labor Economist for Southeastern Wisconsin for sharing this information. You can see her presentation below.
Ev
http://slidesha.re/9iS9yH
Heck, some companies were just asking for ANY employees.
With the recession that changed and now companies are inundated with lots of good candidates for each open position.
Will it stay that way?
Even with the recession and sluggish growth of the US economy, the numbers suggest that the trend will soon be to employers having a hard time finding good employees.
Demographic data suggests that the baby boomers are now just starting to retire. Many are choosing not to retire completely but to work part-time either at a job out of their field or as a consultant. Generation X is not as big and so there are not as many workers to fill the available jobs. Xers are also more concerned with family time than working overtime like their parents because they saw their parents work for years at a company only to get fired or laid off.
Milenials want more control of their own time. Since they have been "plugged in" to technology they often are available to employers through various technologies so when they are away from work they want to control their own time (as an aside you can incent milenials with time off, not money).
Look at the numbers. As the population changes that has a huge effect on the ability to hire.
Very interesting. Thanks to Betsy Falk, Labor Economist for Southeastern Wisconsin for sharing this information. You can see her presentation below.
Ev
http://slidesha.re/9iS9yH
Subscribe to:
Posts (Atom)