The Reminder is making its archives back to 2003 available on our website. Please note that, due to technical limitations, archive articles are presented without the usual formatting.
Just as tastes in clothing and music change over time, so do the preferences of hiring managers, notes Tracey Turner, executive director of The Creative Group, a specialized staffing firm. According to Turner, candidates who understand the current mindset of employers have an edge in the job hunt. "Today's managers are risk-averse; they simply cannot afford to make hiring mistakes. As a result, they're interested in applicants with a documented record of success," says Turner. "For job candidates this means being able to show, not just tell, what they can do." Turner says that more information is better than less when applying for jobs. Following are job hunting tactics that Turner says are 'in' and 'out' for 2004: Out: Using terms such as 'team player' and 'results driven'. In: Citing specific examples that demonstrate these sought after traits. Out: One-page resumes for people with seven or more years of experience. In: Two-to-three page resumes that highlight quantifiable achievements. Out: Functional resumes organized around skills and experience. In: Resumes that list work experience in reverse chronological order. Out: Trying to camouflage employment gaps. In: Explaining gaps in the cover letter, noting current activities (part-time or temporary work, volunteering, etc.). Out: Relying on want ads for job leads. In: Sending resumes to a 'target list' of companies you want to work for. Out: Networking only within your industry. In: Networking within and outside of your industry, as well as online. Out: Vague or embellished answers to standard interview questions. In: Real life examples that illustrate the points you're making. Out: References with impressive titles who don't know you very well. In: A variety of well informed references, including former peers. Out: Telling the interviewer you want the job. In: Offering to assume the role on a trial basis. "Pursuing temporary-to-hire positions can be a wise move, as a growing number of employers want to ensure a candidate is a fit before extending an offer of full-time employment," says Wendy Fox, division director for The Creative Group.
