5 Things You Should Know About Recruitment Fraud

5 Things You Should Know About Recruitment Fraud5 Things You Should Know About Recruitment FraudRecruitment fraud has become an unfortunate part of modern job hunting. Preying upon the eagerness of candidates to find work, scammers create fake job opportunities that trick applicants into revealing personal information or sending money.To steer clear of such hoaxes, learn all you can about how they operate.Remembering these five tidbits can make you better at spotting recruitment fraud1. Real employers pay you money, elend ask for it.Simply put, dont send money to a potential employer for any reason. Legit employers do not require an application fee, nor do they expect you to pay for training materials.2. Bells should go off whenever youre asked for personal data upfront.While employers may need to obtain a social security number down the line in order to conduct a background check or enroll you in the companys benefits plan, sensitive information should not be part of the early recru itment process. Real hiring managers want to examine your resume, not your drivers license. And it should seem fishy when an employer presses for a bank account number to set you up for direct deposit when you havent even gone through an interview yet.3. A wolf can wear sheeps clothing.Sure, youll probably think twice before answering a company youve never heard of that sends an schmelzglas filled with grammatical errors. But dont for a second think all scams are easy to spot. Crooks can be quite adept at producing convincing communication, even (illegally) using the name and logo of a well-known company. GE, Hilton, and Walgreens all have experienced problems with imposters.4. Email addresses can be revealing.If you receive a message from a recruiter who claims he viewed your qualifications through an online job board or a social media profile, glance at his email address. Messages sent from free web-based accounts such as Gmail or Yahoo often mean trouble. An address from a real r epresentative tends to include the individual companys domain. Mary Smith ge .com likely works for General Electric, but RecruitGE gmail .com is probably bogus. If in doubt, dont respond.Instead, check the businesss website for information. NBCUniversal, for instance, instructs that any employment-related message not from nbcuni.com should be treated as fraudulent.5. Great jobs rarely exist on Easy Street.Doesnt it feel great that Company X chose you to put on the fast track to a position? Isnt it awesome that the firm offered you a job within the hour after you expressed interest and didnt even require an interview? And after all those other companies kept you waiting and asked for references andAs much as your ego may love the idea of being so special that you jump to the front of the line, opportunities that sound too good to be true usually are. Legit recruiters want to establish a relationship in which both sides learn about one another and explore the possibility of employment they dont skip all the steps in the hiring process just because you have a nice LinkedIn profile.Do your homework on a suitor just as you would for any employer.Examine the companys website (and find it on your own, not through a provided link). Consult your network. Google the name, both on its own and followed by the word scam or fraud. Check the company out with the Better Business Bureau. Even contact the prospective employers human resources department if you still have concerns.Your actions will either reveal an opportunity that best be discarded or be a great start to gathering information youd collect anyway before applying anywhere.Find more advice on avoiding job scams.Readers, have you ever experienced recruitment fraud? Share your story by leaving a comment

Experienced Manufacturing and Production Resume Template 2018s Top Format

Experienced Manufacturing and Production Resume Template 2018s Top FormatExperienced Manufacturing and Production Resume Template - 2018s Top FormatCreate ResumeMichael Harris100 Main Street, Cityplace, CA, 91019 (555) 322-7337 example-emailexample.comSummaryKnowledgeable Maintenance Technician with 30 years experience in refrigeration repair. Also skilled in troubleshooting manufacturing machinery, fabrication, arc welding, and parts ordering.HighlightsRefrigeration troubleshooting and repair of large and small systemsUniversal certification for refrigerant transition and recoveryExperience in troubleshooting and repair of manufacturing machineryExperience in purchasing parts and suppliesExperience in customer serviceCompletion of OSHA 40 hour Industrial Safety ProgramExperienced in welding and fabricationCurrently attending school to advance knowledge in manufacturing engineeringAccomplishmentsPerformed effective troubleshooting and repair of manufacturing machinery.Repaired ro om refrigeration units previously plagued by regular compressor failure.Researched replacement refrigerants for R-22 and converted several 40 ton ice making machines to the best available replacement.Trained new service technicians.ExperienceMaintenance Manager Apr 2007 to Current Arctic Glacier Ice Company Oceanside, CAPromoted from service technician to maintenance manager in 2011.Service Technician, Maintenance Technician Oct 1989 to Apr 2007 Mountain Water Ice Oceanside , CAPlant maintenance. Repaired ice manufacturing and packaging machinery. Service technician. Repaired ice merchandisers, walk-in freezers, and in store ice packaging machines.EducationCertificate, Air Conditioning and Refrigeration 1987 Florida Community College Jacksonville El Cajon, FL, U.S.A.Incomplete, Computer Electrical Engineering Cuyamaca Community College El Cajon, CA, U.S.A.Changed major in 2013 and transfered to San Diego Community CollegeCurrently Attending, Manufacturing Engineering Technology Sa n Diego Community College San Diego, CA, U.S.A.Customize ResumeMore Skilled Trades Resume TemplatesEntry Level Manufacturing and Production Resume TemplatesLogging Resume Templates

This is By Far the Dumbest Resume Trend

This is By Far the Dumbest Resume Trend This is By Far the Dumbest Resume Trend This is By Far the Dumbest Resume TrendDear Job Seekers,If you decide to create an infographic resume (against the suggestion of basically every hiring manager), please, for the love of god, DO NOT do this for your skills sectionDo not do this or you are a Bad Person.Oh look, a cute point system to visualize your skills Too bad it makes no sense.Creating a skills point system is an awful and illogical style of presentation that will only serve to confuse the hiring manager and make them trash your resume quickly. This trend is most often found on graphic design resumesthat like to push the limits of creativity.Lets take a close look at why a skills point system makes no sense at all. Take this exampleAdobe Photoshop 7/10Adobe Dreamweaver 3/10Microsoft ja 10/10Excel 3/10Atrocious. Presenting information like this relies on a series of moronic assumptions which, stacked againstone another, creates a towerin g pile of illogical BS so high the peak is barely visible. Its a bad resume trend, and people should just stop it.Spock finds your resume most illogical.Nonsensical Assumption 1 All of these skills have the same level of difficultyIf you think Adobe Photoshop and Microsoft Word have the same level of difficulty, you are either living under a rock or seriously overestimating your Photoshop skills.You cannot create a point scale and compare your skills against each other when those skills differ in quality and difficulty. Period.Dont believe me? Tell me if this makes any sense to youKickball 10/10Brain Surgery 5/10It doesnt make sense, does it? The only thing youve learned about my kickball skills is that Im utterly perfect at it (which is true). With regards to brain surgery, would you trust someone with an 8/10, or a 9/10? What does that even mean?It means nothing. Literally nothing which brings us to point 2.Stop doing this. Just stop.Nonsensical Assumption 2 The point scale means somethingIn fact, these scales are completely meaningless.In order for a 10-point scale to have any meaning, people would need to design standardized tests that measure each skill on a 10-point scale.NEWSFLASH No one has designed tests to tarif your ability on a 10-point scale for the majority of skills youll put on a resume.In other words, when people rate themselves, it is also known as making $h up.Try asking someone what the difference is between being a 5/10 and a 6/10 on Microsoft Word. What do you think they would say?RG Hint There is no difference.Please stop. I cant take it anymore.Nonsensical Assumption 3 People are good at rating themselvesActually, people are horrible at rating themselves across the board.Did you know that idiots are more likely to rate themselves higher for tasks they are awful at, whereas intelligent people are more likely to rate themselves lower for tasks they are good at? This is a cognitive bias called illusory superiority.How can that be? Whereas intelligent people are more aware of the inherent difficulties of a given task, an idiot will obliviously think that everything is easy because theyre incapable of thinking deeply enough about the problem.(This explains the middle-management idiot phenomenon, and also why braggarts tend not to be the sharpest tools in the shed.)Just awful.So how should you present your skills?Theonly place your skills actually mean anything is in the meat of your professional experience section. Thats where you tell the hiring manager exactly what you accomplished with your skills, which is literally the only thing that matters.What have we learned? A fanciful skills rating scale gives absolutely no information whatsoever and you should burn your resume to a crisp if youve included one.Thanks for reading.

The Difference Between Book Smarts and Experience on Labor Day

The Difference Between Book Smarts and Experience on Labor DayThe Difference Between Book Smarts and Experience on Labor DayDont recite the stats. Wow your interviewer by drawing upon the lessons learned on the job.Cartoonist Hugh MacLeod nailed it with this cartoon(For more of Hughs clever work, visit his site here.)There is a world of difference in the workplace between knowing facts, and knowing how those facts fit together. Even more important is knowing what to do about it.Hughs cartoon is a good reminder of your goal in the interview process.You see, anybody with book smarts can come into an interview and repeat the information theyve found online about the company, the industry, and the job.Your goal, especially for those of you further along in your career, is to share and explain how you can make the connections between those bits of information. Particularly if your interviewer is not as experienced in your domain, its up to you to show that those little lines between the d ots exist, that theyre important, and that you have a certain level of mastery of them.So its not simplyI implemented an incentive plan.I cut headcount.I implemented Agile development.or I launched our TV advertising campaign.But rather, its Based on my past experience, I knew that weShouldnt implement just an incentive plan, but had to divide the sales team along industry lines in order to hit our goals.Shouldnt just cut headcount, but that we should remove 2 classes of managerial oversight which were actually impeding our ability to hear directly from the field.Shouldnt just switch from Waterfall to Agile, but that it was important that we bring the Customer Care teams into each Agile Team.Shouldnt just launch a national TV advertising campaign, but that we should overweight on shows targeting the 44 64 demographic on Mondays and Tuesdays, because Id learned from research that would have the biggest bang for our buck.You see, its not just sharing the information, but sharing how you made the connections between the bits of information, that allow the interviewer to understand your capabilities.And that gets you the job.Enjoy your Labor Day, Readers

Learn How Employers Hire an Employee

Learn How Employers Hire an EmployeeLearn How Employers Hire an EmployeeSometimes when youre job searching, the wait at each step in the hiring process can feel interminable. You wait to see if the employer received your resume. Then, you wait to see if you will be selected for a job interview. Then you wait for the interview that is probably a week away. Then, on the day of the interview, youre nervous and worried and still waiting because the interviews at 3 p.m. Perhaps some insight into the steps an employer takes to hire an employee will help you understand what is going on behind the scenes. Its not about you, for the most part. Insights for Job Candidates Recruitingand hiring an employee usually starts with a recruitment planning meetingand moves on from there. Applicant resume review by Human Resources and the hiring manager is a lengthy process while you have no idea if the employer filed your resume among those of the most qualified applicants - or not. Some polite emp loyers automatically generate a candidate response form letter thanking you for submitting your resume. So, in these cases, you know the employer received it. Once the HR people contact you to schedule an interview, depending on whether the organization uses a gruppe approach - which I recommend - scheduling the interview team can take several weeks. The wait can feel especially long after you experience your first interview as you wait to hear if they will invite you back for a second interview to meet more potential coworkers. In a large company, sometimes bureaucracy adds layers of time to the hiring process. Plus, you might be competing with a large pool of candidates. In a state, federal, or local government position, the employer takes many steps to consider internal candidates, too, prior to considering external candidates. Sometimes, between the start of a recruitment and the job offer, an agency loses funding for the position. And, organizations are becoming notorious with job searchers for failings in courtesy and thoughtfulness in their communication with candidates. Many organizations dont andclaim that its a time and resource issue. How Fast Growing Companies Hire an Employee A lot depends on how fast the company is growing, too. In a fast-growing company, the Human Resource staff members are generally swamped with employee recruiting. At the same time, in a fast-growing company, many of the work systems are broken. What worked for 75 employees no longer works at 150 or 200 employees. So, the people who are responsible for leading the charge and hiring new employees are doubly swamped they are creating their hiring systems and recruiting good people as fast as they can - at the same time. Its a challenge to get back to candidates even to schedule a second interview. While You Wait What can you do in the meantime? Make sure that you send a thank you letter following the first interview. You will also want to keep your job search system up-t o-date and moving forward. A polite phone call is often returned. And, just one time, you can send the Human Resources staff person or the hiring manager an email asking about the status of the position they are filling. In an employee empowering and participatory work environment, the number of people involved in a hiring decision makes selection challenging, too. Just getting five or six people together to do an interview can take several weeks. But, you dont want to work for a company that does not empower and enable employees, so often the best companies take the longest. I hired an employee once who told me she had a job offer on the table during our first interview. I told her truthfully that our company would not make an offer to anyone for a minimum of three weeks, so she would need to decide. She turned down the offer and waited because she wanted the job I had available. It turned out to be a good choice for her - we hired her.

The Death of Tip for Resume

The Death of Tip for Resume What Does Tip for Resume Mean? Employing a custom resume instead of a generic one is going to greatly increase your odds of an interview, as youll be a better match in the view of the reader. Sound possiblity to troubleshoot line being interrupted troubles. Its also simpler to read this manner. Improve your resume 1 step at a moment. In terms of technical jargon, do not presume that the employer will understand what you are speaking about. If youre likely to use work objective, remember to make it a good one. Including professional goals can assist you by giving employers a notion of where youre going, and the way you wish to arrive there. As you examine your bullet points, think about just how you are able to take each statement one step further and add in just what the benefit was to your boss or your business. What You Can Do About Tip for Resume Starting in the Next Ten Minutes behauptung sample resumes will supply you with examples of resume formats that will do the job for virtually every sort of job seeker. Careful with sample resume templates There are lots of sites that provide free resume templates. Use the checklist to ensure you have included all appropriate data in your resume. When the resume comprises one particular page, divide the info into parts. Make an email proof formatting It is extremely probable you will wind up sending your resume via email to the majority of companies. The idea you must hold onto the exact same tired foundation and format is no longer correct. Below are some important resume writing tips on wording to think about. Its common practice to put this information on top anyway, and that means you dont need to use a huge font. The majority of the times your prior work experience will be absolutely the most significant part the resume, so put it at the top. Attempt to know the market of the organization you are asking for work, and identify what type of difficulties they may be go ing through. Know the purpose of your resume Some folks write a resume like the intention of the document was supposed to land work. All they must know is if youve got the experience, education and expertise to successful manage the job. Receiving your CPR certificate is relevant once youre asking for a job which demands this, like a lifesaver or swimming instructor. Job seeking is a cut throat business so make certain you give yourself the best opportunity of locating success. Whenever specific training or certification is necessary to follow a career in a specific field, its important to list the relevant skills you have attained. If youre asking for a creative profession, your resume ought to be unified. Many colleges continue to provide career services to students even once they graduate. Examine the work description and relevant job ads for a clue on what the employer might be searching for. Employers dont need to have a risk when hiring candidates. The Characteristics of Tip for Resume Attention to the typography to departure with make certain that your fonts are big enough. Its important to select a font and font size thats legible and leaves enough white space on the webpage. It ought to be bold and with a bigger font than the remainder of the text. Select the most suitable font and size. Most people neglect to include achievements on their resumes since they just dont understand how to communicate them. Most experts concur that the previous 15 decades of your career are enough. What was recommended five years back, even 1 year ago, might no longer be appropriate. You ought to keep updating your resume from time to time.

How Many Characters Do You Need to Communicate with Gen Y

How Many Characters Do You Need to Communicate with Gen Y Young professionals use communication and technology for efficiency often at the expense of accuracy. Its important to work with new hires to integrate them into your workspace by sharing what communication styles are appropriate for your office and also what communication styles they prefer. Here are a few ways you can communicate better with young professionals in your workspace. Exchange Communication Preferences and StylesEngage young professionals in a conversation about the different contexts your gruppe communicates in and what each persons preferences are in your department. Make sure everyone on the team knows what the best way is to share large quantities of information, communicate last minute or time-sensitive information, and how to communicate after hours. As important as it is to integrate young professionals into your worksp ace, you also need to be respectful of their communication preferences. If they prefer receiving a Facebook message for time-sensitive information, then figure out how you can work with them. If you want young employees to flex to meet you where you are, make sure you model the importance of this practice by flexing to meet them where they are.Weed Out Vocalized ThinkingYoung professionals are known for vocalizing their thinking, i.e., um, you know, so, like, etc. To guard against this, remind them that communication is not a race and to think before they speakespecially at work. Young professionals tend to lose their train of thought when spouting off their ideas. One strategy I like to encourage is the stop-and-smile. Basically, when one feels that the brain and mouth are out of alignment, she stops, smiles, breathes, finds the next idea, and then continues on. This helps employees hide brain freezes and project confidence and competence in all situations.Curb People Pleasing and PuffingMillennials often strive to make themselves into the people they think others want them to be by making choices that are big and bold. It is your job to intervene before over-talking and people-pleasing become habit. You should also try to help your young professionals eliminate puffing. Your new hires will want to share why they are great and what makes them qualified for your most plum opportunitiesbut stop them You can remind them of a great mantra, Who I Am Is Not What I Achieve. Make sure they know that its not about a title or getting featured in the paper. Its about the choices they make in their thinking and behavior and the results they achieve. This will support them to be transparent with their communication, and use it to forward organizational goals.Gen Y communicates differently then any generation before. Do you have any additional tips for better communication with young professionals?