Easwari

Career Adviser


Attention Jobseekers and Recruiters

Job Seeker Benefits:

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Meet Face-to-Face with employers

Ø 3.00 Welcome From RBTC
Ø 3:15 Trends in Technology :For Today and Tommmorw by Techfetch 
Ø 3:45 Do’s and Don’ts-Tips from an HR professional(Q&A Session)

On-site Resources:

Resume help,Recruiting Companies,Career Coaching/Evaluation.

And Online Resume Bowl:

For those who can’t attend, just register:http://bit.ly/QOT6u0

FREE for all attendees.

Employer Job Fair Package Includes:

1. 8’ x 10’ booth size
2. 1 table & 2 participants
3. Company name listing on job fair promotions
4. 10 job postings at techfetch.com
5. 100 resume view from techfetch.com

Employer Job Fair Benefits are:
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1. Meeting local available talent face-to-face
2. Access nationwide online applicant that would relocate to Virginia
3. Reach passive and confidential candidates

Registration Link: http://bit.ly/QOT6u0

Reserve your booth today. Call: 703-544-2050 , 703-544-2051

Special Discount for techfetch & Washington Technology Industry Association (WTIA) Members

Date: Wednesday, October 24, 2012.

Venue: 710 williamson Road
Roanoke,VA 24016

Timings: 3:00 PM – 5:00 PM


Best Interview Technique You Never Use

The more questions you ask, the more you learn about a job candidate, right? Wrong. Here’s a better strategy.

Eventually, almost every interview turns into a question-and-answer session. You ask a question. The candidate answers as you check a mental tick-box (good answer? bad answer?).

You quickly go to the next question and the next question and the next question, because you only have so much time and there’s a lot of ground to cover because you want to evaluate the candidate thoroughly. The more questions you ask, the more you will learn about the candidate.Or not.

Sometimes, instead of asking questions, the best interviewing technique is to listen slowly.

In Change-Friendly Leadership, management coach Rodger Dean Duncan describes how he learned about listening slowly from PBS NewsHour anchor Jim Lehrer:

Duncan: He urged me to ask a good question, listen attentively to the answer, and then count silently to five before asking another question. At first that suggestion seemed silly. I argued that five seconds would seem like an eternity to wait after someone responds to a question. Then it occurred to me: Of course it would seem like an eternity, because our natural tendency is to fill a void with sound, usually that of our own voice.

Lehrer: If you resist the temptation to respond too quickly to the answer, you’ll discover something almost magical. The other person will either expand on what he’s already said or he’ll go in a different direction. Either way, he’s expanding his response, and you get a clear view into his head and heart.

Duncan: Giving other people sufficient psychological breathing room seemed to work wonders. When I bridled my natural impatience to get on with it, they seemed more willing to disclose, explore, and even be a bit vulnerable. When I treated the interview more as a conversation with a purpose than as a sterile interrogation, the tone of the exchange softened. It was now just two people talking…

Listening slowly can turn a Q&A session into more of a conversation. Try listening slowly in your next interviews. (Not after every question, of course: Pausing for five seconds after a strictly factual answer will leave you both feeling really awkward.)

Just pick a few questions that give candidates room for self-analysis or introspection, and after the initial answer, pause. They’ll fill the space: with an additional example, a more detailed explanation, a completely different perspective on the question.

Once you give candidates a silent hole to fill, they’ll fill it, often in unexpected and surprising ways. A shy candidate may fill the silence by sharing positive information she wouldn’t have otherwise shared. A candidate who came prepared with “perfect” answers to typical interview questions may fill the silence with not-so-positive information he never intended to disclose.

And all candidates will open up and speak more freely when they realize you’re not just asking questions–you’re listening.


3 Defining Elements of a Hospitality Resume

What are the Defining Elements of Your Hospitality Resume?

By Anish Majumdar, Certified Professional Resume Writer (CPRW) 

Developing a new Hospitality resume can be a daunting prospect. What’s the best way to present yourself? Which elements of your career should be highlighted (and which left off)? One common misconception is that every part of your resume should be 100% original. Not only is this an incredible time-consuming approach, it has been shown, time and time again, to be ineffective. 

When recruiters and hiring agents evaluate a potential candidate, they’re primarily searching for 3-4 defining elements. The appeal of these elements are the driver behind who gets selected for interviews, and ultimately, who gets a job offer. Therefore, the main responsibility of your resume isn’t being original, but communicating these 3-4 defining elements in a variety of ways. 

Here are 3 ways to bring your defining elements to the forefront of your resume:

1. Develop A Powerful Opening Paragraph

A powerful resume opening “frames” the rest of the document, quickly outlining the areas where a candidate feels strongest and differentiating him or her from the competition. As a professional in the Hospitality industry, it’s your job to boil down everything you’ve accomplished to date into a list of 3-4 defining attributes. Feel free to be creative here; some candidates might wish to highlight a specialized certification, while others might want to call attention to a high-level responsibility at their previous job. Keep it short and to-the-point. When executed correctly, a strong opening paragraph will consistently result in a more in-depth examination of your resume by recruiters and hiring agents. 

2. Expand Upon Your Opening Paragraph In The Work History 

Many Hospitality jobseekers make the mistake of developing their work history before tackling the opening paragraph of the resume. Going in the opposite direction is a much more effective approach, as it will enable you to filter your work history through the 3-4 defining attributes you’ve identified. When describing responsibilities for the jobs you’ve held, always highlight those related to your defining attributes first. Also, be sure to create a “Key Accomplishments” or similar section for recent jobs that highlights concrete successes related to them. Never lose sight of the focus of these edits, which is communicating a particular set of skills that will set you apart from other professionals. 

3. Keep Closing Sections Relevant 

By executing the previous 2 steps, you’ve taken control of how you’re perceived as a candidate and made a strong case for why you’re suited for the position you’re applying for. End it on a high note by only highlighting relevant education credits, professional memberships, and other details at the tail end of the resume. The days of including a “Hobbies/Interests” section are long gone. If the content doesn’t directly support your ambitions, leave it off. 

About the Author 

Anish Majumdar, CPRW is a Career Expert and Owner at ResumeOrbit.com. 98% of clients report an increase in interviews within 30 days, and all work comes backed by a 110% Satisfaction or Money Back Guarantee (in writing). Submit your resume for a free critique today!

 


3 Defining Elements of a Biotech/Pharma Resume

What are the Defining Elements of Your Biotech/Pharma Resume?
By Anish Majumdar, Certified Professional Resume Writer (CPRW) 

Developing a new Biotech/Pharma resume can be a daunting prospect. What’s the best way to present yourself? Which elements of your career should be highlighted (and which left off)? One common misconception is that every part of your resume should be 100% original. Not only is this an incredible time-consuming approach, it has been shown, time and time again, to be ineffective. 

When recruiters and hiring agents evaluate a potential candidate, they’re primarily searching for 3-4 defining elements. The appeal of these elements are the driver behind who gets selected for interviews, and ultimately, who gets a job offer. Therefore, the main responsibility of your resume isn’t being original, but communicating these 3-4 defining elements in a variety of ways. 

Here are 3 ways to bring your defining elements to the forefront of your resume: 

1. Develop A Powerful Opening Paragraph 

A powerful resume opening “frames” the rest of the document, quickly outlining the areas where a candidate feels strongest and differentiating him or her from the competition. As a Biotech/Pharma professional, it’s your job to boil down everything you’ve accomplished to date into a list of 3-4 defining attributes. Feel free to be creative here; some candidates might wish to highlight an advanced degree or certification, while others might want to call attention to a high-level responsibility at their previous job. Keep it short and to-the-point. When executed correctly, a strong opening paragraph will consistently result in a more in-depth examination of your resume by recruiters and hiring agents. 

2. Expand Upon Your Opening Paragraph In The Work History 

Many Biotech/Pharma jobseekers make the mistake of developing their work history before tackling the opening paragraph of the resume. Going in the opposite direction is a much more effective approach, as it will enable you to filter your work history through the 3-4 defining attributes you’ve identified. When describing responsibilities for the jobs you’ve held, always highlight those related to your defining attributes first. Also, be sure to create a “Key Accomplishments” or similar section for recent jobs that highlights concrete successes related to them. Never lose sight of the focus of these edits, which is communicating a particular set of skills that will set you apart from other professionals. 

3. Keep Closing Sections Relevant 

By executing the previous 2 steps, you’ve taken control of how you’re perceived as a candidate and made a strong case for why you’re suited for the position you’re applying for. End it on a high note by only highlighting relevant education credits, professional memberships, and other details at the tail end of the resume.The days of including a “Hobbies/Interests” section are long gone. If the content doesn’t directly support your ambitions, leave it off. 

Read more biotech career tips. Find more biotech and pharma jobs by visiting the career center

About the Author 

Anish Majumdar, CPRW is a Career Expert and Owner at www.ResumeOrbit.com. 98% of clients report and increase in interviews within 30 days, and all work comes backed by a 110% Satisfaction or Money Back Guarantee. Submit your resume for a free critique today!


Tips for Resume Preparation Resumes: To Lie or Not to Lie?

The other day, I was talking to a recruiting friend of mine who is especially known for his candor about talent acquisition issues, and we were comparing notes about our resume frustrations.

As a career industry professional, I advise clients to NEVER lie on a resume. Yet many people abandon the truth and move into uncharted areas of creative fiction when it comes to discussing their career background. And believe me, they come up with some incredible whoppers.

But as a resume writer, I am not there to act as a judge/jury to my client’s work history. My work does require asking in-depth questions to clarify what the client is telling me, but it’s not my place (since they hired me) to act as the police officer investigating the truth to their claims.

But you know what?

I can TOTALLY tell when a client is lying to me about their accomplishments in the consultation. They won’t make eye contact, and can’t get as specific as they need to, and will do anything to change the subject. It’s that clear.

If I can spot these stinkers a mile away, you can only imagine what it must be like for human resource folks.

Given the fact that it’s their job to separate fact from fiction, they absolutely specialize in reading through the clouds of smoke to find out where the real BS lies.

They won’t explain to you why they aren’t calling you in for an interview. They simply move on to the next candidate versus telling you what you are doing wrong.

So, you should NEVER (ever) lie on your resume simply because you WILL probably be found out sooner… rather than later. And this could have long-reaching repercussions on your reputation and career brand, as borne out by the recent media flurry over the inaccuracies included in a certain large web company executive.

But the flip side of this sword is that you can’t ever tell the truth in your resume, either. 

Consider this:

As much as we have to not lie about ANYTHING in our resume, we also can’t tell the truth about what really happened at a previous job:

  •  That you had the worst boss in the world that created such a toxic environment that you were sick in your stomach every morning going into work.
  •  That a spiteful and co-worker sabotaged you.
  •  That you did your job right, but due to an idiot co-worker’s incompetence, they bungled a major project that had you as the project manager.
  •  That you were mislead about what the job involved and didn’t know it wasn’t a fit until you got in there, and hated it so much that you had to leave.
  •  That the company wasn’t exactly forthright about the state of their finances and went belly up.

There are a million stories out there that many workers wish they had the opportunity to explain themselves, but resumes, being the inflexible documents that they are, force all of us to walk down a narrow road that provides no space whatsoever to explain what REALLY happened, or at least have an opportunity to provide your version.

Wouldn’t it be great if the resume could evolve into a 100% ACCURATE document that reflects the truth without creating a need to lie?

What do you think? Should the resume be made into a completely honest document?


10 Sticky Job Interview Situations and How to Handle Them

Job interviewing can be an unnerving experience, but if you know how to handle some of the stickiest situations encountered in interviewing, you can be that much more confident. Here are 10 of the stickiest.

 

    1. The Bad Interviewer. Not every professional who conducts job interviews with candidates knows how to conduct an interview effectively. In fact some are downright lousy at it. A bad interviewer might be unfocused, disinterested, unprepared. He or she might dominate the interview by doing all the talking or might ask inappropriate and illegal questions.The unfocused, unprepared interviewer probably hasn’t read your resume and maybe can’t even find a copy. This hapless soul doesn’t even know what to ask you. Be sure to offer this disorganized interviewer a copy of your resume while asking, “May I take you through some highlights of my career?”While the bigmouth interviewer is holding forth, make as many mental notes as you can (or jot them down if you’ve brought a small notepad). Don’t show your exasperation; instead be an attentive listener and hang on the interviewer’s every word. Try to get a word in edgewise by leaning forward and opening your mouth slightly, advises Anne Kadet on Smartmoney.com. If that doesn’t work, even a nonstop talker will likely eventually ask if you have any questions. At that point, you can ask questions or describe your fit with the company and the position based on the mental notes you’ve been making.For inappropriate and illegal questions, see No. 6 below and try your hardest to keep the interview focused on your qualifications for the job.
    1. The “Tell Me about Yourself” Question. Of course, this question is not a question at all but a request for a command performance. It’s the most commonly asked interview question, yet it frequently still rattles interviewees. The trick is to make your response a succinct summary of information that is specifically targeted to the job you’re interviewing for. (Sell yourself!) For example:

      “My background to date has been centered around preparing myself to become the very best financial consultant I can become. Let me tell you specifically how I’ve prepared myself. I am an undergraduate student in finance and accounting at ___________ University. My past experience has been in retail and higher education. Both aspects have prepared me well for this career.”

      The interviewer is not looking for your autobiography and probably is not interested in your personal life unless aspects of it are relevant to the job you’re interviewing for.

    1. The “Weakness” Question. The conventional wisdom about responding to “What are your weaknesses?” used to be that the candidate should spin a weakness into a strength. For example: “I’m a perfectionist and don’t believe anyone can do the job as well as I can, so I sometimes have a hard time delegating.” That type of response has, however, worn out its welcome with interviewers. Other approaches include offering a weakness that is inconsequential to the job (such as being a poor speller and relying on spellcheck) or denying that you have any weaknesses that would stand in the way of your performing the job effectively. The former approach may work but be seen as shallow, while the latter sometimes lacks credibility. After all, everyone has a weakness.An approach that seems to work well is to talk about an area that was once a weakness but that you have worked to improve. Here’s how you could frame the perfectionist example above in terms of professional growth: “I tend to be a perfectionist who has had trouble delegating tasks to others, but I’ve come to see that teamwork and capitalizing on everyone’s strengths is a much more effective way to get the job done than trying to do it all myself.”
  1. The “Why should we hire you?” Question. The unspoken part of this question is: “Why should we hire you [above all the other candidates]?” This is your chance to shine, to really make a sales pitch for yourself. Use your Unique Selling Proposition to describe what sets you apart from other candidates. The employer will make a significant investment in hiring and training you, so tell the interviewer that this investment will be justified. For example, you could say: “I sincerely believe that I’m the best person for the job. Like other candidates, I have the ability to do this job. But beyond that ability, I offer an additional quality that makes me the very best person for the job — my drive for excellence. Not just giving lip service to excellence, but putting every part of myself into achieving it. Throughout my career, I have consistently strived to become the very best I can become. The success I’ve attained in my management positions is the result of possessing the qualities you’re looking for in an employee.”
  2. “Off-the-wall” Questions, also known as “Wild Card” or “No-Right-Answer” Questions. Occasionally you’ll be asked an interview question that’s just downright weird and certainly doesn’t seem to have anything to do with the job — for example, a question like this: “If you were an ice-cream cone, what flavor would you be?” Interviewers often ask these oddball questions to see how quickly you can think on your feet and whether you can avoid becoming flustered. Others, unfortunately, ask them because they enjoy seeing interviewees squirm. Still others are amused by the range of creative — and not-so-creative — responses they receive.Don’t let an off-the-wall question rattle you. Take a moment to gather your thoughts and respond the best way you can. There is rarely a wrong answer to this type of question, but quick-thinking candidates can turn the response into an opportunity to impress the employer. A response given by one of my former students has always stuck in my head as being a standout answer. The question was: “If you were a superhero, what would be your super powers, and why?” His response: “I think I would prefer to be a superhero like Batman, who doesn’t have superpowers per se, but who relies on his intelligence and use of the right tools to get the job done.”Read more.
  3. Illegal Questions: It’s illegal to ask about age, marital status, children, childcare arrangements, and the like, but employers still do — or come up with subtle ways to ask, such as by inquiring about when you graduated from high school/college. It’s best to address the concern behind the question rather than the question itself by saying something like: “There is nothing about my personal status that would get in the way of my doing a great job for your company.” While it may also be tempting to point out the illegality of the question, doing so likely won’t endear you to the interviewer.
  4. Salary Questions: As a screening device, interviewers often ask early in the interview what salary you are looking for. If you ask for more than the employer is willing to pay (or occasionally, on the flip side, undervalue yourself), the interviewer can eliminate you before spending a lot of time with you. That’s why the best tactic for salary questions is to delay responding to them as long as possible — ideally until after the employer makes an offer. Try to deflect salary questions with a response like this: “I applied for this position because I am very interested in the job and your company, and I know I can make an immediate impact once on the job, but I’d like to table salary discussions until we are both sure I’m right for the job.” Read more in our Salary Negotiation and Job Offer Tutorial.
  5. Questions about Being Terminated from a Previous Job. It’s always uncomfortable to be asked your reasons for leaving a job from which you were terminated. Don’t lie about it, but don’t dwell on it either. You could explain that you and the company were not a good fit, hence your performance suffered. Or that you and your supervisor had differing viewpoints. Emphasize what you learned from the experience that will prevent you from repeating it and ensure that you will perform well in the future. Read more about handling termination.
  6. Questions about Reasons for Leaving a Current Job. This question is similar to the previous question, even if you haven’t been fired. Responses about fit with the company and differing views from your supervisor can also work here, but remember never to trash a current employer. Always speak positively about past and present employers even if your experience has not been positive with them. Another good response in this situation is to say that you determined you had grown as much as you could in that job and you are ready for new challenges.
  7. Questions about the Future. Interviewees are often asked, “Where do you see yourself in five (or 10) years?” Strike a delicate balance when responding to this kind of question, with just the right mix of honesty, ambition, and your desire to be working at this company long-term.Avoid responses such as starting your own business or running for Congress, which suggest that you don’t plan to stay with the company.

    It’s not totally inappropriate to mention the personal (marriage, family), but focus mainly on professional goals. Mention your career and company goals first, and tack on any mention of marriage and family at the end.

    Your response could be: “I’m here to let you know that I am the best person for the job. If in the future you feel I would be a candidate for a higher level position, I know I wouldn’t be passed up.”

    OR: “I hope to stay at the company and expect that in five years, I’ll make a significant advance in the organization.”

    OR: “I would like to become the very best ______________ your company has.”

    And then there’s my personal favorite, which a student told me a friend had used. Asked by the interviewer, “Where do you see yourself in five years?” The response: “Celebrating the five-year anniversary of your asking me this question!” While the response probably made the interviewer laugh, it’s probably not the best answer.

Final Thoughts on Succeeding in Job Interviews

Job-seekers need to think of each interview question as an opportunity to showcase an accomplishment or strength. Every response should build momentum toward convincing the interviewer that you deserve to advance to the next level, whether that level is another round of interviews or a job offer.

 Questions about some of the terminology used in this article? Get more information (definitions and links) on key college, career, and job-search terms by going to our Job-Seeker’s Glossary of Job-Hunting Terms.


The New Resume Rules: What’s In and What’s Out

Fashion changes and resume styles change too. If you have solid skills and work experience but your resume isn’t getting any bites, you might need a resume makeover. Try out our Resume Builder for help creating a resume that gets results.

And check out the “what’s in, what’s out” info below to help make your resume more cutting edge.

In: A professional summary at the top of your resume. This sells you like nothing else on your resume does.

Out: An objective statement at the top of your resume. Nothing says “outdated” like an objective. “Ditch it immediately,” advises Jack Williams, vice president of national sales and recruiting for Staffing Technologies, in Atlanta. Employers don’t care what a potential hire wants to do. “They care whether they can do what the employer needs them to do,” he says.

In: Resumes that are easy on the eyes. “I don’t have time to read through each resume and search for the important points. They need to jump out at me,” says Mike Earley, vice president of resource management at MyWire, a media aggregation site. Earley says hot resumes are organized with bullet points, not paragraphs, and have enough white space to look clean and visually interesting.

Out: Resumes that are “grey,” with large chunks of unbroken text that require recruiters to slow down. Chances are they won’t take the time.

In: A customized resume. Tailor every resume you send out for the job you’re seeking.

Out: A cookie-cutter resume: same resume for every job. These were from the days before home computers, when changing a resume was a really big deal.

In: A two-to-three-page resume when you really need the space.

Out: A one-page resume when you really need two or three pages. “One-page resumes are a myth,” says Williams. “No talented person with more than five years experience can fairly summarize their experience in one page.”

In: Selling yourself. The best way to do this, Earley says, is through quantifying your accomplishments. “When describing what you did on a job, be sure to include the results. Your accomplishments are key,” says Earley. For instance, if you’re an office manager, don’t just say you “organized a system to track outside vendors.” Conclude with a real result, like “reduced operating costs by one-third.”

Out: Not being your own best marketing and sales department. “Gone are the days of just listing job titles and responsibilities,” says Leslie Sokol, co-author of Think Confident, Be Confident.

In: Including links to websites for all companies on your resume, and, if possible, a brief description of each company. “Few do this, but it is always well received,” says Williams. “Hiring managers have an interest in knowing what a company does and what your previous position there had to do with that.”

Out: Assuming hirers know your old company or don’t need to know.

In: Including your LinkedIn or other social network address in your resume’s header. Make sure it’s a custom (“vanity”) URL if it’s LinkedIn (these are free).

Out: Not being up-to-date with social networking.

Following these ins and outs will make your resume shine and help you to land your dream job. Take a Free Career Interest Inventory Test to find a job you’ll really love.

And check out our resume resource center for more on the latest resume news and trends.

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