...What you don't include on your resume can be as important as what you do include. Here are 10 things you should leave off: 1. An objective. Resume objectives never help and often hurt. Not only do they feel outdated at this point, but they're all about what you want, rather than what this stage of the hiring process is all about--what the employer wants. Your resume should be about showing your experience, skills, and accomplishments. If you want to talk about how this particular position is the perfect next step in your career, use the cover letter for that. 2. Short-term jobs. Short-term jobs raise red flags for hiring managers, who will wonder if you were fired, couldn't do the work, or had trouble getting along with co-workers. Plus, a few months on a job won't typically be useful in showing any real accomplishments or advancement anyway. One exception to this rule is if the job was short-term because it was designed that way, like contract work or, say, working on a political campaign. Those won't raise the sorts of questions above, because you'll have an explanation that doesn't reflect on you poorly. 3. A functional format. Functional resumes (which list skills and abilities without including a chronological job history) are widely hated by employers, since they easily mask limited work experience or significant work gaps and make it difficult to understand a candidate's career progression. For most hiring managers, these resumes are an immediate red flag that you...
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...By: Human Resource Management Foundations – HRM500 October 26, 2013 The manufacturing company that I work for has decided to invest in a new material resource planning (MRP) system. The system is very sophisticated and would improve efficiency by automating work planning needs for resources, ordering materials, and scheduling work on the shop floor. Basically if the company transforms any input or materials within the new system it will ultimately eliminate shortages, over stocking, job delays and of course high expediting cost and gain control over the intensity of the shop. In order for the company to maintain its success in manufacturing productivity, it is my job as the HR manager to hire qualified individuals with minimal technical skills designed to meet the company’s needs. Also individuals who have obtained certain qualities in particular with the training and experience needed. Keeping in mind the many challenges which may approach in hiring individuals, I will be addressing skill deficiencies based on job analysis and job design to determine the kind of individuals the company needs. In progression, I will go through the recruiting and selecting process to seek potential employees. Both processes generally will allow me the best opportunity to basically identify with the necessary skills, knowledge, abilities and other characteristics that are required by individuals to...
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...Recruitment Findings: For the recruitment of Pipelaying fitter, Towngas is recruiting them by using external recruitment - Public Employment Agency. Normally, it recruits labor through advertising and referrals by Labour Department and Construction Industry Council to be aimed at less-educated workers like South Asian ethnic groups or restructuring industry like fishers. For the recruitment of Customer Service Officer, Towngas is using internal recruitment by referrals. It promotes a rewarding system that any employees who refer each appropriate candidate can have $500 bonus. Towngas is also using External Recruitment by Public Employment Agency to recruit. Advertisement will be posted through Labour Department and candidates may also be referred by Employees Retraining Board. Evaluation 1. Not effective enough to hire the suitable person to fill in Pipelaying fitter With toilsome job features and a long working time, Towngas find it difficult in recruiting labor, especially teenagers. However, the potential of less-educated workers are limited and their turnover rate is relatively high as they can change the job easily without spending a long time on learning a skill. Focusing on development of younger workers can help building up a strong commitment and reducing turnover rate. Hence, huge cost can be decreased in a long term. 2. Insufficient channel for recruiting customer service officers As a front-line officer has to work under high-pressure with a long working...
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...Public Speaking The Importance of Public Speaking Even if you don't need to make regular presentations in front of a group, there are plenty of situations where good public speaking skills can help you advance your career and create opportunities. For example, you might have to talk about your organization at a conference, make a speech after accepting an award, or teach a class to new recruits. Public speaking also includes online presentations or talks; for instance, when training a virtual team, or when speaking to a group of customers in an online meeting. Good public speaking skills are important in other areas of your life, as well. You might be asked to make a speech at a friend's wedding, give a eulogy for a loved one, or inspire a group of volunteers at a charity event. In short, being a good public speaker can enhance your reputation, boost your self-confidence , and open up countless opportunities. However, while good public speaking skills can open doors, poor speaking skills can close them. For example, your boss might decide against promoting you after sitting through a poorly-delivered presentation. You might lose a valuable new contract by failing to connect with a prospect during a sales pitch. Or you could make a poor impression with your new team, because you trip over your words and don't look people in the eye. Make sure that you learn how to speak well! Plan Appropriately First, make sure that you plan your communication appropriately. Use...
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...Judy Anderson was assigned as a recruiter for South Illinois Electric Company (SIE), a small supplier of natural gas and electricity for Cairo, Illinois, and the surrounding area. The company had been expanded rapidly, and this growth was expected to continue. In January 2009, SIE purchased the utilities system serving neighboring Mitchell County. This expansion concerned Judy. The company workforce had increased by 30 percent the previous year, and Judy had struggled to recruit enough qualified job applicants. She knew that new expansion would intensify the problem. Judy is particularly concerned about meter readers. The tasks required in meter reading are relatively simple. A person drives to homes served by the company, finds the gas or electric meter, and records its current reading. If the meter has been tampered with, it is reported. Otherwise, no decision-making of any consequence is associated with the job. The reader performs no calculations. The pay was $8 per hour, which was high for unskilled work in the area. Even so, Judy had been having considerable difficulty keeping the 37 meter reader positions filled. Judy was thinking about how to attract more job applicants when she received a call from the human resource director, Sam McCord. “Judy,” Sam said, “I’m unhappy with the job specification calling for only a high school education for meter readers. In planning for the future, we need better-educated people in the company. I’ve decided to...
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...as I have been marketed to the handling stage. In this case the whole stress will be on the scenario that the appropriate job information needs to be recognized, followed by resting down the strategy for the meeting and then performing the whole procedure. Document will also look into inducting the new skills in the company and will also try to come out with the training strategy. The same is also very essential in viewpoint of the fact that we want the appropriate assessment program for the inducted applicant. Introduction The purpose of the paper is to details out the procedure for the recruiting which would be carried out by the company. I have been marketed and hence we will seek the services of for open position at my end. Recruitment will be for handling stage roles hence the predicted applicants for the same will be experienced and expert. (Samovar,2010) Thesis Statement This paper will look into recruiting of new skills in position of marketed skills which is me, and then induct the same. The inducted skills would then be qualified and analyzed. Job description The job information that I am looking at is that of educating fellow: Professional marketing communications. We will be looking the charitable company and the job requirements of the same. Then we will see the statistic program in the same followed by the job assessment technique implemented. In the first example will talk about KSAOC’s of the involved job. Knowledge Expertise Capabilities and other...
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...Recruitment Procedure 1. Introduction 1. The aim of this procedure is to ensure that a fair, consistent, non-discriminatory and effective practice is adopted in all areas and at all stages of the organisation’s recruitment process. This policy applies to the recruitment of permanent, fixed term and sessional staff. 2. Establishment of a vacancy/authority to recruit 1. A vacancy may arise from either the resignation/dismissal of an employee in an established post or, the creation of a new post approved by the management committee. 2. Where the vacant post is a previously established post and the manager wishes to recruit to the vacancy, (it is not automatically assumed that ‘like for like’ recruitment is to immediately follow a resignation, there may be operational reasons for a delay; the opportunity to make changes to the post), the manager should advise the management committee of any changes required to the job description and/or person specification. The senior manager/line manager will progress the vacancy or give approval for this to go ahead – recruitment advertising; putting together the recruitment pack; arranging the short-listing panel, advising upon interview questions etc. This is to ensure a consistent approach to recruitment is maintained. 3. Where a need has arisen for a new post to be created and recruited to, a development appraisal is required by the Management Committee, outlining the request for a new post and why it is required...
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...PEOPLE OF THE PHILIPPINES, appellee, vs. CARMELITA ALVAREZ, appellant. D E C I S I O N PANGANIBAN, J.: In illegal recruitment, mere failure of the complainant to present written receipts for money paid for acts constituting recruitment activities is not fatal to the prosecution, provided the payment can be proved by clear and convincing testimonies of credible witnesses. The Case Before us is an appeal from the January 28, 2000 Decision[1] of the Regional Trial Court (RTC) of Quezon City, Branch 93, in Criminal Case No. Q-94-58179. The assailed Decision disposed as follows: “WHEREFORE, the foregoing premises, the court finds the accused CARMELITA ALVAREZ guilty of Illegal Recruitment committed in large scale constituting economic sabotage. Accordingly, the court sentences her to serve [the] penalty of life imprisonment and to pay a fine [of] P100,000.00. She is further ordered to indemnify the following complaining witnesses in the amounts indicated opposite their names: Arnel Damian P 16,500.00 Joel Serna P 18,575 plus US$50.00 Antonio Damian P 6,975.00 plus US$50.00 Roberto Alejandro P 47,320.00”[2] The July 18, 1994 Information[3] was filed by State Prosecutor Zenaida M. Lim. It charged Carmelita Alvarez with “illegal recruitment committed in large scale,” under Article 13(b) in relation to Articles 38(a), 34 and 39 of the Labor Code of the Philippines, as follows: “That sometime between the period from November, 1993 to March, 1994, in Quezon City, Metro...
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...Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template Appendix B – Thiess Recruitment Flowchart Appendix C – Thiess Recruitment Job Brief Executive Summary This report explains the recruitment and selection process for the company of Thiess. It will provide information how the human resource practice of recruitment and selection helps the organisation to achieve its goals and objectives. The report will provide you with as much background knowledge of the company and the challenges, problems and recommendations Thiess face today. Although Thiess works in the Construction, Mining and Services Contractors the report will only discuss how the recruitment and selection affects the Construction area of Thiess. Introduction Thiess see every construction project, no matter how large or small, as an exciting opportunity to support their communities, contribute to their country and advance their industry. They work with all stakeholders to deliver the best possible outcomes for their clients, the communities they work in...
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...CHAPTER 5 TRUE AND FALSE 1. Jobs designed with scientific management principles in mind are general and varied. False 2. Work teams usually do not have the authority to assign roles within the team. False 3. In highly specialised jobs, employees have little input into the way their work is performed. True 4. One of the fastest-growing productivity improvement programmes in South Africa as well as internationally, has been total quality management (TQM). True 5. With job enrichment programmes, the worker is provided with an opportunity to derive feelings of greater achievement, recognition, responsibility and personal growth in performing a job. True 6. Compressed work - weeks are schedules with fewer than the traditional five workdays a week. True 7. The systematic investigation of the activities within a job is called a job analysis. True 8. Job analysis is extremely useful when organisations undergo restructuring or downsizing. True 9. The terms “position” and “job” mean the same thing. False 10. Experience indicates that the best way to initiate an effective job analysis programme is through a representative committee. True 11. The only legally accepted way to gather job information is by mean of an interview. False 12. The Functional Job Analysis (FJA) method only rates the job on data and people. False 13. The document that provides information regarding the job duties and responsibilities of the job is called a job description...
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...Unit 2 Probability and Distributions ABSTRACT In this email I will discuss different probabilities and distributions. I will also explain statistics and the different things that can be found on a distribution chart. Memo: Probability and Distributions To: American Intellectual Union From: Date: January 19, 2014 Subject: Overview of Database Dear Sir or Madam, This email will consist of the overview of a data set, how statistics and probability are used in the real world and the many different types of variables. There will also be information on the distribution chart that will be given. The variables on the data set are gender, age, department, position, tenure with company, job satisfaction, intrinsic, extrinsic, and benefits. The qualitative variables consist of gender, department, and position. The quantitative variables consist of age and the tenure with the company. Statistics and probability are used every day. They are used in sports, for weather forecasts, people that play the lottery and scientists also use them to find treasure in the bottom of the ocean. It is really amazing how much statistics and probability are used in the real world. They are used for the simplest things like testing new medications,...
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...CIPD Assessment Report – Foundation (AR1) To be completed by candidate Centre name: | City of Glasgow College | Candidate name: | Allan Davidson | | CIPD Membership/ registration No: | | | | Qualification title: | Certificate in Human Resource Practice | Unit title(s): | Understanding Organisations and the Role of Human Resources | Unit code(s): | | Assessment activity (and assignment title if applicable) and the learning outcomes addresses: | Write a report on the HR Map | Date due for assessment: | 04 December 2012 | Extension request date | | | | Extension granted | Y/N | Actual date evidence submitted: | | Revised due date | | Candidate declaration: | * I confirm that the work/evidence presented for assessment is my own unaided work. * I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action. * I agree to this work being subjected to scrutiny by textual analysis software if required. * I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998. * I understand that the work/evidence submitted for assessment may not be returned to me and that I have retained...
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...freedoms. Sure there are those who are eager to serve but to ensure the Army maintains the required troop strength there must be a system in place to help bring additional personnel into the service and to evaluate the applicant (product) to ensure they meet the minimum standards of the Army. That system is recruiting. Probably the hardest but one of the most rewarding jobs, recruiting helps the Army maintain troop strength while ensuring those who are enlisting are the best-qualified applicants available. As we will see, recruiting is not just about getting people to enlist in the Army. It is an intricate sometimes-complicated process, which requires long person-hours and a massive budget to accomplish. In order to evaluate the recruitment process more thoroughly we will look at...
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...Human Resources Management Roles Human resources is a “resource for humans” in the workplace. The HR department manages employees within the organization; there are many responsibilities in this department. HR may also act like a “middleman” between the employees and management. Human Resources handle many issues pertaining to the employees who work for the company. A manager will oversee department functions and manages employees within the department. They must be a knowledgeable human resources point of contact in this department as well. This paper will explain the human resources management’s role in the health care industry. The roles that will cover are hiring and staffing, compensation and benefits, training and development, and employee relations. Hiring/Staffing This is the first point of contact a person has with the company will be through the HR department; they also may attend job fairs and recruit. They will perform interviews with applicants and screen resumes, check references, and perform background checks. Organizations face several strategic HR choices in recruiting, selecting, and socializing employees. Emphasizing a good fit between the applicant and the firm versus hiring the most knowledgeable is part of the hiring and staffing process (Gomez-Mejia, Balkin, & Cardy, 2010). They perform the orientation of the new hires while informing them of the policies and procedures. Compensation and Benefits “Compensation is the payment that the employees...
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...Resourcing Talent (Certificate In Human Resource Practice) Introduction The aim of this report is to: * Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. * Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce. * Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. * Prepare a Recruitment Authorisation Request to the MD comparing and contrasting the benefits of at least 3 different recruitment methods and three different selection methods. Methodology In preparing this report, research was done through books and the internet and was based on the workings of the company I am employed by. Findings The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent The main factor here is Supply and Demand: * Is there a vacancy? The first point to consider is whether or not there is actually a vacancy to fill. If a current member of staff has left or is intending to leave, could the vacancy be filled by splitting the job between other current employees? This could be resolved by carrying out a job analysis gaining information from the leaver (through an exit interview) and the line manager. The opportunity could arise at this point to consider restructuring the company by promoting someone to take on more responsibility – thereby affording that employee greater...
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