10 Things that you should never ever put on your resume

Having recruited for a few years now, no matter where I am recruiting – Cayman Islands, Boston or the UK, many candidates around the world have trouble formulating an effective resume. Therefore, to do my bit – I would like to share my top ten tips of what not to put on your resume. Here goes…

Cover letters are not always necessary, especially if you are sending your resume to a recruiter.

Think about it, all day every day recruiters are sifting through hundreds of resumes. The last thing you want to do is write a four paragraph cover letter that features lengthy, fluffy sentences like “Dear sir/Madam, I would like to apply for X position within your organization as I am a hard-working, trustworthy, dedicated and punctual person.” If you do want to send across a cover letter make it direct, concise and catch the readers attention.

Steer clear of crazy fonts

The biggest turn off for any employer is a resume that has Comic Sans, Times New Roman and Brush Script MT all over it. Keep the fonts consistent. Use black colour only. Remember this is a potential employer and you want to come across as professional as possible.

No crazy objective

Sure, everyone wants to be Bill Gates and you might even have the entrepreneurial skills to do it.  Just please do not put this in your objective. This seals the deal for the rest  of your resume not being read. Personally, I do not think objectives are necessary but if you are set on having one – make it relevant. No fluff. “Exercise proven knowledge of Anti Money Laundering regulations within a global financial services organization in an offshore jurisdiction.”

Keep it Impersonal

One of my biggest pet hates is a resume that states “I efficiently managed the branch”, “I promoted products” This is not professional. Try “Efficiently managed the branch” and “Promoted products.”

Avoid featuring irrelevant job experience

If you are applying for a Legal Secretary position, why would you provide half a page of information on your first two jobs out of school where you were a retails assistant at Asda? Tailor it to suit your audience. Unless your previous job experience has anything to the position you are applying for, the potential employer is not interested. Keep it relevant.

Physical characteristics

Hiring managers do not care if you are 5”11 or 4”8. Unless you are applying to a model agency, leave it off.

Strange Hobbies

It is no problem to feature one or two hobbies but avoid listing things such as “knitting sweaters for my 12 cats”. If absolutely necessary, stick to reading, writing, travelling.

Private matters

Sexual orientation, marital status, religious and political affiliations should never feature on a resume. Leave them out. These are often controversial and you want to be judged on your professional experience instead.

Bad grammar and bad spelling

Goes without saying, but seriously – get some to proof-read it. This is an instant fail. What kind of first impression does it give?

Unprofessional contact information

If your email address is hotbabe@hotmail.com do not include this on your resume. Email accounts are free so I would advise getting a new more professional one.

For more information and tips, visit our website at www.steppingstonescayman.com  

Breaking through the glass ceiling

Cayman has its fair share of high achieving women within the workplace, especially within Government. The Chief Immigration Officer, Information Commissioner, Complaints Commissioner, Education Minister and Speaker of the House are all women.  Still the scales are largely tilted in favour of men when it comes to the board room, echoing the US statistics that only 4.2 percent of Fortune 500 CEOs are women. How many law and accounting firms here have women as the managing partner? How many banks or insurance companies have women as their CEO?

So what can be done to fix the trend?

1. Better career management and guidance from managers right from the start
2. The introduction of a lifelong focus on learning within the workplace targeting women in particular
3. A drive by women to want to reach the top and a clear plan outlined to make it happen. Focusing on opportunities and growth in general is fine, but a targeted approach that includes clear goals to success is needed if you want to reach the top
4. Gain a wider perspective of the organisation within they work, understanding how it makes money and who the key people are 
5. Women need to make their voices heard, especially when it comes to promotion possibilities. Don’t let management opportunities pass you by without grabbing them
6. Take the chance to network. Don’t miss out on that after work drinks session or seminar at which all your peers will be in attendance. Make yourself be seen and connect with the right people
7. Female senior managers should recognise their responsibilities to junior females and not shy from offering mentoring. Remember you were once there, too.

Becoming a better employee during the holidays

Depending on your line of work, the holidays may or may not be crazy and hectic.  According to US News, here are a few ways to be a more productive and thoughtful employee during the holiday season:

1.    Get close to your boss
2.    Establish ties with a mentor
3.    Spread knowledge
4.    Carefully consider additional time off
5.    Cover for a colleague
6.    Be flexible on your raise
7.    Invite everyone to a holiday event
8.    Write a personalized note to your boss

Read the full article here

How to get through the job interview

You have every right to feel nervous about job interviews, especially if it’s for a job you passionately want to get, but at the end of the day they tend to boil down to just five main questions. Mastering the technique of properly answering these questions should help you on your way to a successful career.

The first question you are nearly always asked is: why are you interested in this job? This is your opportunity to show how you can add real value to the company, should they choose to hire you. The interviewer wants to know whether you are capable of the job in question and it’s up to you to show them you are. Make sure you have done your research both on the company itself and the position you are applying for.

When you are asked why you are leaving your current job, it’s best not to dwell on issues such as the fact that you did not get on with your boss/other employees etc., even if this were true. It’s best instead to focus on the positive, especially if you have retrained or gained additional certification in order to change your career. Let them know if you are looking to make a strategic move in order to enhance your career.

It is always a good idea to read the job description carefully, so when you are asked about your strengths you are able to give examples of how great your strengths are in the specific fields in which the employer is looking. If they need someone with excellent organizational skills, detail your qualifications in this area and give specific examples of how you put them into practice in your previous job.

In a similar manner, when it comes to your weaknesses it is important to ensure that you are prepared to highlight areas of weakness that you are working on to try and improve, such as IT skills. In particular, you could talk about any seminars or workshops that you have attended in order to try and increase your skillset in these areas.

When the interviewer asks why they should hire you it’s a good idea to focus on your top skills that make you the perfect candidate for the job. Showing that you would be committed to developing along with the company shows commitment and dedication.

Resume or CV?

Do you have a great resume….but what about your CV?  Your what?  A Curriculum Vitae is what a ‘resume’ is most often referred to outside of the US.  If you are looking for jobs in a different country, be sure to research what is standard practice for that country. 

Read more information here about job-hunting across borders

Networking is not always easy

Successful networking is not always easy, particularly if your personality is not particularly geared to establishing relationships with complete strangers, even if it is important for your business to do so. However there are some simple steps to take that will make the process as painless as possible.

The number one priority for anyone hoping to successfully create business relationships from scratch is to establish credibility from the offset. People can see through phonies straight away so it is never good to pretend to be interested in someone and try to fake it.

Once you have found the person with whom you want to network, beginning by simply asking their opinion of the conference or seminar so far is a good way to break the ice.

Once they respond, ensure you are fully listening to their response. Don’t be distracted, don’t look around the room and flag down the waiter for a drink; give them your full attention. If they feel they have been listened to you have almost instantly established your credibility.

If they are as interested in you as you are in them, they will inevitably turn the conversation round to you and ask your opinions. It is then that you can direct the conversation to the particular subject that you had in mind.

Make sure at all times that you are authentic, transparent and genuine in your efforts to get to know the individual. Of course, if you find you really don’t have anything in common, you can bow out of the conversation as gracefully as you entered and move onto the next person.

Set yourself apart in the interview

There are many steps an individual takes when preparing for an interview. They dress in appropriate clothing, they bring copies of their resume, they update their portfolio and they go over their expected questions and answers in their head. But there is one thing that most people forget to do and it can be the one point to set you apart from all the other interviewers: doing research on the company you will be interviewing with.

Spend time looking at their website and become familiar with their line of business and the company’s values and culture.  Search past news articles to see what kind of community involvement they may have or other fun facts.  You should also research their competitors and see how they differ from each other. This information will take some time to put together, but your background knowledge of the company will pay off and the interviewers will surely notice.

Make your research your competitive advantage. When the all-important question arises of “Why do you want to work with us?” you will have all of the right answers. This will show you are interested in being a part of their team, which will surely make you memorable and desirable to the company.

Are internships really that important?

For most students summer is about having fun and getting a break from school. But a lot of young people this also means getting a summer job or internship. This is rewarding for them because it means they are one step ahead of the rest of their peers. There are so many reasons why getting an internship is better than bumming it at the beach.

Let’s get the obvious out of the way. Internships are great for your resume. Employers are always looking for people who not only have work experience but also experience in managing responsibilities and their time.  Internships provide a place for a young professional to develop new abilities which could be as simple as developing Microsoft Office skills or more advanced like technical career specific skills.

Having internships in multiple fields is great too, especially for those young people who have not decided what their career will be. These opportunities allow you to discover and develop your strengths, finding out what you like to do and what you are good at. For many people internships have been the little push needed to determine a career path.  It has been said that ‘if you choose a job you love, you will never have to work another day in your life’.

Even if it is only for a month or a few weeks, it is important to get to know your employers during your internship. After the internship is over, whether you decide to go back or not, there will always be that bridge built for networking. Having that professional bridge may come in handy later down the road when looking for a job or when you need some resources.

Of course, we can’t forget the obvious: some internships are paid. Yes, that means spending (or saving) money just for you.  You have the satisfaction of working hard for your money. Your parents will love this because it typically means young people learn how to be responsible with their funds and ‘hopefully’ don’t have to ask mom and dad for money.

Internships are extremely valuable, as they provide a structured environment for students. Although they involve a lot of work, the experience will provide new insights and knowledge. Going into the working world at a younger age allows you to learn the ins and outs of having a job. They teach you how to dress right, how to interact with employees, and it helps encourage organisation.

Why not to say ‘I don’t know’

There is a moment in the office when all time stops and you are frantic, thinking of how to answer the boss’ question without sounding unprofessional. Your boss will not take “I don’t know” for an answer.

What do you say or do?

Do you use your pause button on that mystical universal remote and Google it? No…one could only wish. Whatever you do, do not say “I don’t know”. No job position warrants the use of the phrase. It is okay that you do not know everything. Show your boss that you are ambitious and care about your job by continuously learning. Step up and do the research, but first find a better response for your boss.

Read the full article for other ways to say “I don’t know”

Stand out during your job search

Looking for a job can be tough. That is no secret. An employer goes through numerous interviews and resumes at a time when trying to fill a position.

There are many ways to make yourself stand out today. We live in a technological world, so use resources that are available to you. Video resumes (keep it short) are a great way to show your personality and strengths, even before a potential employer meets you. Keep up with ‘who is who’ in the company and learn what qualities they look for in their employees.

Here are five things to do when job seeking:

1.    Find ways to let your creativity shine
2.    Think outside the box
3.    Social media espionage
4.    Study the company’s top performers
5.    Be proactive

Read the full article with examples of how to stand out during your job searching

I love my job... I love it, not

No matter how old you are or where you work, the question always arises whether or not you love your job. When most people try to answer this question the first thing they think of one of two things. The first is the one person in the office who gets on their last nerve, or makes them laugh hysterically. The second is whether or not they make enough money.

But do you really know if you love your job? You should be thinking of how optimistic you are, the people you work with and what successes you have accomplished.

The following statements will put into perspective just what your job does (or can do) for you.  If after some deep thought you discover that you don’t love your job then set your sights for happiness and start the search for a new one. 

Visit our Available Jobs page for our most current listings.

How best to sell yourself

One of the most ‘difficult to answer’ questions during an interview is often “How would you best describe yourself?”

This question can be tricky as you need to say something positive without sounding conceited or too full of yourself.  Think about incorporating your response into an actual work situation. 

For instance:
“I would describe myself as being proactive to workplace situations or problems that might arise”
“I would describe myself as someone who has high expectations of my employer as well as myself”
“I am someone who is confident with tasks I am given, regardless of its complexities”
“I consider myself very trustworthy and hold myself accountable for my responsibilities and any outcomes that may be a result”

The way these are worded can give the interviewer a vision of you in the workplace.

Some descriptions to steer clear of may include:
“I am the best at everything I do”
“I am smarter than most people I know”
“I can’t think of a good way to describe myself”

Be sure to take advantage of speaking highly of yourself, as this is something that you often don’t have the opportunity to do.

It is important to prepare for an interview and have in mind what your answers will be to possible questions.  For more information about available positions, visit https://www.steppingstonescayman.com/jobs

Fighting the Counter Offer

You have made the decision to leave your current position, and then your boss presents you with a counter-offer in a bid to convince you to stay. What is the right thing to do?

Whilst the offer is probably very attractive with a salary higher than what you have just accepted with the new company, the reasons why you wanted to leave in first place have not changed.

One of the speakers at the recent CISHRP Conference made a very good point – people don’t leave the job, they leave the people. This includes the manager, culture, and work environment.

Therefore, offering more money still doesn’t change the fact that you felt another opportunity would better meet your overall career needs.

Furthermore, if they feel you are worth more when you’re leaving then why weren’t you worth more when you were staying?

These are all things to consider when you’re faced with the counter-offer. In the end, you have to remember why you decided to leave and ask yourself whether anything will really change if you stay with the company.

Employer Brand: The Alternative to Job Postings

As part of the recruitment process, HR professionals and hiring managers are likely to post a description of the job they are trying to fill onto internal and external job boards, and shortlist suitable candidates from the applicant pool.

While this method is still widely used among organizations today, employer branding has become extremely important to the practice of recruitment in terms of attracting candidates and eliciting applications.

Employers have to sell themselves as much (and as effectively) as the employees they are interviewing. Candidates not only want to land the job but they also want to work for a good, reputable company that they can trust and will be proud to work for.

Job postings are great for drawing in the active applicants, but what about all those brilliant passive candidates out there? Having a strong employer brand will allow you to reach top talent and attract candidates that you may not find through traditional methods.

This is an investment that will have massive returns for your organization, not only for recruitment but for overall success of the business.

Better than the Best

In an ever increasing world of stress and deadlines, recruitment is always the icing on the cake when it comes to long ‘to do’ lists and additional headaches in the office.

Your best Accountant has just left to relocate to an office on the other side of the world, so what do you do? Do you advertise, read through quite possibly hundreds of resumes and then hire someone really good to take over the role? I imagine the answer to this is yes, which is great, but also time consuming.

So why would you bother to use an external recruiter? The answer to this is quite simple. As recruitment consultants our job and our time is spent going the extra mile. We can advertise, we can look at the pool of candidates we have met over the years, we can proactively search for candidates, and then we can find you not just the best person who applied for the job, but the best person there is for the job.

Next time you are in doubt about whether recruitment agencies are worth using, give us a shot – you won’t be disappointed.

Is experience overrated?

It's not unusual to find a certain level of relevant experience as a requirement in a job description or posting - employers want to see that you have gained enough experience in the area to be able to do the job effectively. 

However, a lot of candidates are often burdened with the catch-22 phenomenon of "how can I get the experience if no one will hire me without the experience?" On a similar note, there are many candidates who may be looking to venture into a new industry or field, and although they are probably capable of doing the job, they may be overlooked for their lack of previous relevant experience. 

Lou Adler, best-selling author of Hire With Your Head (Wiley, 2007), poses the following question: "Who’s the better candidate: someone who can do all of the work with half the skills and experience, or someone with all of the skills and experience?" 

Here are some lessons he shares with us in a recent article: 

1. Experience and skills are overrated. A continuous track record of exceptional performance in a variety of increasing complex situations isn’t.
2. When interviewing someone for any job, get into the weeds and benchmark their performance against their peers. Look for the “Achiever Pattern” in each of their positions. This indicates they’re always in the top 25% of whatever they’re doing. Mary is clearly an Achiever.
3. The best people are those who accomplish the most with the least amount of skills and experience.
4. If you’re a candidate without the full complement of skills and experiences, make sure you can demonstrate you’re an Achiever and someone who can get great results regardless of the circumstances.

As a recruiter or hiring manager, you do need to follow certain guidelines in terms of job requirements and necessary skills and qualifications. However, we should try not to overlook candidates who have a prove track record of high performance and achievement, just because they don't have "5-7 years previous relevant experience." 

Do you agree with Lou? Have you ever potentially overlooked a great candidate because they didn't make it through the rigid filters? Do you feel you have been overlooked as a candidate when you know you are fully capable of succeeding in a role? 

Is there anybody out there?

One of the most common complaints from candidates in 2012 was that they never heard back after they have applied to a company for a job.   Since the onset of the recession, the marketplace has definitely seen an increase in job seekers in all areas of business.   While this will inevitably put a strain on the ability of any Human Resources team to respond to every applicant it is definitely not the only reason why  candidates don’t hear back.

So why might you not hear back after you have applied?

You are just not qualified for the position.    If the job description demands a certain qualification/certificate or a number of years experience in a specific field and you don’t have it then avoid disappointment and don’t apply.   Read the job description carefully and apply only to those for which you truly are qualified and experienced.

You have applied to every job on the company website.  This relates to the point above.  If you are a suitable candidate for the Assistant Accountant position, it is unlikely that you have the experience for the Senior Accountant, Corporate Administrator and Secretary positions also advertised.  Multiple applications are off-putting to HR professionals as this demonstrates that you have not read the job descriptions and applied appropriately.  It can also make you look desperate and, while you may be in need of a new position, you want to find the right position in order that you can succeed.

Your resume is badly presented.   Candidates may think that distinctive formatting such as using a variety of fonts, colours and borders etc will get their resume noticed but more than likely this will not be in a positive way.  These ‘decorative features’ actually detract from the content of your resume and can land your resume in the rejection pile.   Don’t waste time on artwork and embellishment when you could be focusing on tailoring your resume to best effect, making keywords prominent and ensuring there are no grammatical errors or omissions.

Your resume and your online profile are not the same.  With more and more Human Resource professionals and Recruiters using social media such as Linked In to research candidates it is important that your online profile and resume match.

Your resume was number 199 out of 200 applicants!  Try to stay ahead of the competition.  Make it a priority each day to search the paper for suitable positions and apply straight away with your resume and a tailored cover letter/email highlighting your suitability.  Know the companies that you would like to work for and monitor the careers/jobs sections of their websites again responding quickly to new roles that you are interested in and qualified for.

 

Hopefully putting these tips into practise will help make your job search in 2013 a success!

 

 

 

If you would like to find a new job, take a fabulous next step in your career and gain international experience working in Cayman explore the new jobs section of our website and contact us today!

 

 

The new path to success....

With 2013 fast approaching what can you be doing at work to ensure you start the New Year with a clear mind and with at least one foot on the path to success? A recent article written on Inc.com suggests the following:

1.       Clear out your emails

2.       Sort through your facebook friends

3.       Sort out your LinkedIn

4.       Clean your desk

5.       Set your Top 5 Priorities for Q1

What do you think can help set you on the right path to be the best you can be next year?

For all new opportunities next year please visit our website www.steppingstonescayman.com

Temporary staffing increasingly beneficial to employers.

According to a new survey conducted by Hays, the demand for temporary workers has been increasing, in particular, over the past twelve months.  Over a third of the Australian and New Zealand employers said that their use of temporary workers had increased.  Over 80 per cent said that temporary workers constitute up to a quarter of their total workforce.  Furthermore, almost a third of organisations view temporary workers as an essential component of their long-term staffing strategies.

Survey participants highlighted a number of advantages to using temporary support staff in their workforce.  Almost three quarters of employers said that the flexibility of using temporary workers was beneficial since these employees can fill short and long-term contracts at short notice. Over half of employers said they also found it an advantage that they can hire an individual with particular skills and expertise when required for special projects and to assist with fluctuations in their business activity.

60 per cent of those surveyed said that one of the top benefits when using temporary workers is the support that they can give permanent employees. Rather than redistributing the work of an absent employee between current permanent employees (which can increase stress and reduce productivity of these employees) temporary support can be put in place. A large number of employers also use temporary opportunities as a trial for a potential new employee, testing not only their skills and expertise but also their cultural fit with the organization.  

These statistics join a growing body of evidence that employers are increasingly recognising the value of temporary staffing solutions as part of long-term strategies. 

 

 

 

To get more information on temporary and permanent staffing solutions and opportunities offered by SteppingStones, visit our website or contact us directly.

How important are references in candidate selection?

On behalf of CareerBuilder, Harris Interactive, polled approximately 2,500 hiring managers and HR Practitioners in the US.  They found that four out of five employers contact referees as part of their evaluation of potential employees.  Moreover, 16% said that they would do this before inviting the candidate to interview.

Almost 70% of employers acknowledged having changed their minds about a candidate after having spoken with a referee.  Surprisingly, 23% said that the reference they received improved their opinion of the candidate.  An astonishing 50% said that their opinion of the candidate was less favourable after speaking with the referee. 

Candidates would be wise to take note as this research highlights the need for good communication with your potential referees.  When leaving an organization it is always worthwhile securing a reference in writing from a supervisor or manager who you have a positive relationship with.  You will then be in a position to anticipate what they would say if they were contacted directly by a potential employer.  Secondly, it is good practice and good manners to advise your referees when you are job seeking so that they are aware that they may be contacted.

 

 

 

For more information and advise from experienced recruitment professionals, dedicated to finding you the right career move in Cayman, visit SteppingStones website.