On an average a recruiter spends 8 – 10 seconds on a resume before deciding if the candidate goes into next round. If your resume does not make the cut, chances are very little it will make the cut next time, even if it filed for future reference. Why do most candidates fail to get the call?

Professional recruiters are smart and savvy people. It is their job to read beyond the written word. Recruiters read in-between the lines. And, this is what they read:

1. Self Confidence: This might sound odd, but a confident candidates’ resume has confidence written all over it. A confident candidate does not write “Seeking a challenging position in your esteemed company…blah blah blah”. A confident candidate approaches the recruiter on an equal footing, realizing the fact that companies need good candidates as much as candidates need good companies. It is a two way street. It is not uncommon to find confident candidates’ starting their resume with a short summary of their personality and career which reads something like “A self motivated, honest marketing professional with an exceptional track record of achieving all major objectives assigned in past 5 year…”.

2. Buzz Words, Technical Terms & Acronyms: Companies run on buzz words, technical terms and acronyms. These three are very different from one another and recruiters use all three differently while evaluating a resume.

Buzz Words: These words are the latest industry lingo that demonstrate candidates up-to-date knowledge of the industry. Example, in advertising industry the word “Account Planning” is getting successively replaced by “Insights generation”. Same job, just described in more contemporary words. Technical Terms: Technical terms used by companies are more for being politically and legally correct. For example, when a company says “responsible for Accounts Payable” in job description, they are describing a fairly well defined and accepted job role. Recruiters often receive a copy of the job description and then use powerful data-mining tools to scan through thousands of resume scanning for technical terms mentioned in the job descriptions. This ensures best-fit in shortlisted candidates.

Acronyms: Every company has acronyms that are understood within the company, eg. SOP could stand for “Standard Operating Procedure” or “Social Orientation Protocol”. Recruiters hate acronyms and it reflects badly on the candidate because it indicates candidates’ assumptive nature.

3. Truth: It is a professional recruiters’ job to vet the truth from all the heap of achievements and responsibilities mentioned in a resume. Recruiters read thousands of resume in a year and meet hundreds of candidates. With experience, they can make out the difference between truth well told and truth oversold. Oversell yourself and you fall into the “Too good to be true” trap. Undersell yourself and you are not good enough.

4. Systematic Approach: Organized candidates have organized resume. Simple. It is a matter of attitude. It might be argued that a candidate can use professional resume writer to achieve good presentation and organization in a resume. Yes – it is possible, but professional writers do not finalize resume without the candidates’ approval. And, disorganized candidates can make even the most organized resume disorganized before submission.

5. Spelling and grammatical mistakes: “I was responsible for bulling clients on a hourly basis…blah blah blah”. There is a huge difference in the words “Bulling” and “Billing” and no one wants a candidates who bullies clients. Spelling mistakes indicate lack of attention towards finer points. If you cannot take care of your own resume, do not expect an employer to trust you with their business.

6. Self Image: Below is an excerpt from an actual resume that I saw ones

“I am responsible for writing cheques for suppliers, getting them signed from the boss, putting them in envelop, putting stamp on envelop, writing address and posting them to suppliers”

The above statement reflects one of the two things: the candidate thinks either too much of himself / herself or too little. Both are bad.

A good resume takes time to build. So put time and effort in writing it. Before the article is closed, I will share with you one secret of writing a good resume – write a resume and leave it. Revisit it a couple of days later and if like what you read, use it.

Sanjay O. Kumar is a Dubai based consultant whose career has spanned 5 nations and 3 continents. He can reached at sk@WhatAreYouGoodAt.net. You can read more articles from him on his website http://www.WhatAreYouGoodAt.net/articles

Catering – if you like to cook and your friends praise you for the wonderful dish, you might want to give this one a go. It is rather flexible since catering tend to be on the weekends. You don’t need to think about a high level of catering but supplying a portion of a party is a good start. This can scale up with help from family members in the future.

Prepare Meals – slight modification to the above but instead of preparing food an special occasions, you cook extra and charge your busy neighbors who don’t have time to cook. Suitable if you life in an area with working couples.

Computer troubleshooting – most homes have several computers nowadays. If your geek skills are up to mark, then dealing with hardware and troublesome viruses can be a source of income. Don’t expect too much since this service don’t scale up well.

Gardening services – green thumbs can help provide for good side income as well. Many want a nice garden but don’t have the time or the skills to have a healthy garden. People pay around RM 80 or more (depending on size of the garden) to trim grass, get rid of weeds, dead leaves and fertilize the lawn. If you can serve 2 to 3 homes on a Saturday, that could be an extra RM 1,000 per month.

Handy man services – similar to gardening but this could be repairing pipes, painting and other odd jobs for those who really good skills to fix things around the home.

Master of Ceremony – have the gift of the gap and can’t stop talking? Then, use your gift for cash. Be the MC for functions and dinners and perhaps get a free meal too.

Teaching music – you might not have a diploma in music, but some instruments don’t require teaching certificate. Guitar, drums, flute etc comes to mind.

Tutoring – if you have a knack for maths, physics, languages, etc this can be a source of good part time income. If you are a really good teacher, you might even make it full time down the road.

Web site design – you been blogging and helping your friends set up their website. Why not market your services to small business owners who need a web site to help boost their business? Charge a reasonable fee and I’m sure this can be a well paying hobby.

Wedding planner – good at organizing events? Then consider planning a wedding for some extra cash. Could be a hectic day and people expect you to do a great job. I reckon the ability to remain cool under stress is a prerequisite if you are considering this.

If your skills are not that polished at the moment, then grab any opportunity to polish up your skills. It will come handy in the future. I think there are a lot more small business opportunities you can think off.

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Think about all these stuffs you can do to earn extra income.  Get moving guys!  I know you have something creative in mind. There are more things that you can get from your own talent up to some useless stuffs you got there that may be of use to others.

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• what needs to be done in the business?
• is the need short-term or long-term?
• how will the position help the business now, and in the future?

This will help you determine if you need someone on a full-time, part-time or casual basis.

Step 2 – Define the job In defining the job you need to:

• identify the purpose of the position and what it does
• understand how the job contributes to the business
• document elements of the job.

Step 3 – Write a job description A well-prepared job description describes your expectations of the position. It will guide your selection and also help your new employee understand what is expected of them. The length of a job description varies depending on the nature and complexity of the job. A good job description identifies the:

• position title which clearly reflects the nature of the job
• main purpose of the position in a sentence (or two), that is, what the person does and why, for example, will they review, monitor, co-ordinate, deliver
• business context, that is, the objectives of the business, strategies, the operating environment, and the role of the position in the business
• major accountabilities, which are the three to six major areas of work performed by the position and include important activities undertaken from time to time
• outcomes to be achieved for each of the identified accountabilities
• key communications with key positions, organisations, or groups, both inside and outside the business
• decisions made by the position holder, those made in consultation with the employer/manager and those referred to the employer/manager
• challenging aspects of the job, including short or long-term challenges, such as, client demands, use of technology, heavy workload, or tight deadlines
• knowledge, skills and experience, which are essential for the effective or competent performance of the job, including formal qualifications, certification, licence or equivalent experience required
• resources for which the person is responsible, for example, staff and/or budget
• tasks/duties performed by the position holder.

Step 4 – Determine your selection criteria Create a profile of the ideal applicant by considering the personal qualities needed to perform the job successfully. This may include personal attributes such as the ability to work under stress, maintain confidentiality, adaptability and flexibility. Decide which attributes are essential and which are desirable.

Essential criteria are skills and attributes essential to the ability to perform the job, for example, trade qualifications, driver’s licence, ability to prepare spreadsheets. Desirable criteria are those skills or attributes which make the candidate a more valuable asset to your business. The essential criteria are used as the focus in your job advertisement.

Step 5 – Check award coverage Determine if the position is covered by a state or federal award.

Step 6 – Write a job advertisement To ensure that your job advertisement is effective:

• write in clear and non-discriminatory language
• quote a salary or a salary range to help filter out unwanted responses
• provide information to help potential applicants decide whether the job is suitable for them
• use the job description to identify required skills, qualifications, experience and desired attributes
• don’t use too many words
• include special requirements, for example, driver’s licence, trade qualification
• don’t exaggerate the job as this will attract applicants who are not suited to the position.

What can’t I say? Your advertisement cannot discriminate on the grounds of:

• sex
• marital status
• pregnancy
• race
• ethnic or ethno-religious background
• disability
• age
• homosexuality
• transgender status
• family and carer’s responsibilities.

It is against the law to target jobs or services towards people of one particular group.

Step 7 – Prepare for the interview In preparing for an interview you need to:

• decide if you would like to hold the interview with a second person
• decide/agree on a date
• organise a quiet and comfortable room to hold the interview
• organise a waiting area for applicants to sit comfortably
• schedule enough time for each interview so that you are not rushed or interrupted
• contact applicants to be interviewed with details of their interview
• provide your receptionist with the names of the applicants and interview times
• prepare the interview questions
• organise equipment, for example, computer or machinery, if testing is required
• review each applicant’s résumé or application before their interview
• make notes during each interview so that you can refer to them later.

Step 8 – Conduct the interview Some useful interview tips include:

• ask one question at a time
• use short sentences and speak clearly
• use simple and appropriate words to make the questions easy to understand
• use open-ended questions which allow applicants to express themselves
• avoid leading questions which imply the correct answer
• let the applicant do most of the talking and listen carefully to their responses
• if answers are vague or inconsistent, probe for more specific and accurate information
• keep the conversation under control and don’t let answers become long-winded
• ask to see any qualifications, certificates, special licences or other essentials required for the position.

Conduct a reference check. Speak to referees to help you verify information given at the interview, or gather more information about the applicant’s performance and behaviour at work.

Step 9 – Make your decision Make your decision based on an assessment of the information gathered against each of the selection criteria. Create a short list ranking applicants in order of their suitability for the job. This identifies other possible candidates for the job if the selected candidate declines the job offer.

Step 10 – Make the job offer Prepare a letter of offer for the successful candidate for the position. This outlines important information that they need to know before starting work.

Step 11 – Induction Have the employee complete necessary forms and documentation before starting work, including:

• tax declaration form
• salary banking form
• superannuation contribution form
• approved deductions
• issue of uniforms.

What should induction cover? Your induction should cover:

• a description of the business, its goals and strategies and how the employee fits into the overall picture
• a review of the job description to clarify duties and responsibilities of the job
• terms of employment including award coverage
• basic work rules and work conditions
• method of payment
• a tour of the workplace and amenities
• an introduction to key personnel, particularly the new employee’s supervisor and immediate work colleagues
• who to contact with any questions or problems relating to the job
• grievance procedures, including who to contact and what to do
• leave provisions, including annual, sick and other leave
• car parking or travel arrangements
• after-hours access and security requirements
• information on company policies and procedures
• occupational health and safety policies and procedures.

Step 12 – Monitor performance and provide feedback Monitor and assess the new employee’s performance during the first few months of their employment. Provide them with feedback about how they’re performing against set performance targets.

This ensures that you address any performance deficiencies early and facilitate the employee’s integration into the workplace. Regular performance monitoring and feedback ensures that performance is sustained.

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I found a site over the web called Scary Interview from InterviewStream.
It is all flash site that offers interview tips and guidelines – in a partly scary manner.

The content really made sense its just not the typical way of letting the people know about it.

Here is the site that may help you in your future interviews!

http://www.scaryinterview.com/
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Days after news of the deadly virus outbreak in Mexico, stocks of companies in the travel and tourism industry were being hammered on fears that worried travelers would stay home.

Across Asia, tour groups abandoned more holiday jaunts to the country amid a series of government warnings. Airports from Indonesia to Australia tightened their screening of travelers.

In Moscow, the U.S. Embassy issued a statement saying there was “no basis” for Russia’s decision to bar pork imports from three U.S. states, saying the disease was not spread through meat products, and hoping that normal trade would soon resume.

Much of the fallout hit financial markets jittery about the future, as opposed to the real economy. Shares in Europe’s largest airline Air France-KLM continued the sharp drop begun Monday, falling an additional 2.85 percent to euro8.16 on Tuesday. Shares in European hotel giant Accor SA, which operates 9 Sofitel and nearly 1,000 Motel 6 hotels in the United States, slid 4.35 percent to euro30.10.

Shares in Euro Disney, which earlier Tuesday said its net loss nearly doubled to euro85.4 million in the fiscal first half, were meanwhile down 9.8 percent at euro3.60.

The disease, while still largely corralled in North America, has spread rapidly in recent days with the World Health Organization raising its global alert level and moving closer to declaring a flu pandemic as infections cropped up in Europe. Asia’s first cases were confirmed in New Zealand; another case emerged in Israel. The virus is suspected in about 150 deaths, all in Mexico.

With the world economy already seen shrinking 1.3 percent this year by the International Monetary Fund, swine flu could add more stress by further eroding trade, consumer spending and investment — snuffing out what many say are the glimmers of a recovery.

“This certainly could exacerbate the recession,” said Sherman Chan, an economist with Moody’s in Australia. “The next couple weeks will be crucial. If this persist it could become a more serious concern and really cripple the economy.”

For the U.S. economy, any turnaround could be delayed well into 2010 as gross domestic product contracts more than expected. In a worst-case scenario, the U.S. economy would shrink by an extra 0.3 percent this year, on top of a predicted 3.5 percent decline, says Brian Bethune, economist at IHS Global Insight. That amounts to a roughly $50 billion loss of economic activity, he said. The IMF already has projected the U.S. economy will shrink 2.8 percent this year.

White House spokesman Robert Gibbs said it’s a “little too early to determine the economic impact” but the Treasury Department and agencies are “monitoring the situation and looking into it.”

Still, most experts don’t think a swine-flu outbreak by itself would eliminate many U.S. jobs or severely worsen the economy.

Simon Johnson, former IMF chief economist and a professor at the Massachusetts Institute of Technology’s Sloan School of Management, envisions only a “small hit” to economic activity in the United States — just a few tenths of 1 percentage point.

Still, markets were down sharply overall, with Japan’s benchmark off 2.7 percent and South Korea’s shedding 3 percent. London’s FTSE and Germany’s DAX both slumped 2 percent or more.

The unease extended to companies and tour groups from China to South Korea, where Samsung Electronics Co. told its employees not to travel to Mexico on business.

In Hong Kong, among the cities hardest hit by the SARS epidemic six years ago, one travel agency scrapped trips to Los Angeles because of the city’s proximity to Mexico. A second said it was canceling an 18-day excursion to Mexico, Cuba and Venezuela as a result of swine flu.

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“Though swine flu has not yet caused health problems on a similar scale, we believe airlines are at risk of suffering reduced traffic because of government-imposed quarantines and travelers’ fears,” says Standard & Poor’s credit analyst Philip Baggaley.

Already, some governments are urging travelers to avoid certain countries with swine flu cases. According to media reports, the European Union’s health commissioner urged Europeans to avoid unnecessary travel to Mexico and the U.S., where most of the cases have been so far.

Localized Disease, Global Impact

With Mexico currently at the center of the outbreak, airlines there (none of which we rate) are at greatest immediate risk. Among U.S. airlines, Continental Airlines (CAL) (S&P credit rating, B) has the greatest potential exposure, although it’s not a large one, in our view: Its Latin American operations as a whole accounted for 14% of total revenues in 2008, with flying to Mexico only part of that. We see no rating impact on Continental at this time….

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