Have you ever been a victim of identity theft or fraud? I imagine an identity thief as that person sending out emails promising $20 million to send over my bank information, a phising site requesting to verify my account with a username and password, or even someone rummaging through my trash to piece together enough information to open fraudulent account making my life more difficult while sorting out the mess. It doesn't stop there. Unsuspecting candidates seeking working in a depressed job market have quickly become a target for identity theft.
Jeremy Miller, director of operations at Kroll Fraud Solutions, outlines some of the key factors job seekers should keep in mind to protect their personal information during the job search process.
Here's what Jeremy has to say:
Remember: your resume is a hot commodity. Resumes are an essential tool for someone looking for a job. After all, they say a lot about you and your professional background — information which is very important to potential employers. Still, there are some items that should never be disclosed, particularly if you intend to post your resume on career Web sites like Monster and USAJobs. Social Security Number (SSN), driver′s license number, and date of birth should never appear on a resume. The same goes for job applications: you might consider writing "prefer to provide this information during the interview" in the fields where these pieces of personal information are requested.
Proceed cautiously with career Web sites.
Not all job posting Web sites are created equal. Make sure you review the privacy policy and user terms and agreements before you post your resume on a career Web site. You may also want to do some online research to ensure that the site you are working with is credible When in doubt check with online resources such The World Privacy Forum′s Consumer's Guide to Online Job Sites. That said, it′s important to remember that no matter how credible the site or how well it safeguards the data it keeps, no one can guarantee what happens to your resume after it has been downloaded by a recruiter or potential employer. For that reason, you may want to inquire if the site allows you to mask your name and contact information, thus giving you the ability to choose who can and cannot contact you.
Know how to spot bogus job ads. Job-related identity theft scams are becoming increasingly sophisticated. Despite the best screening efforts used by career sites, scammers always find a way in. You might be looking at a fake job ad if it:
Offers considerable pay with few to no duties
Promises payment of wages in cash
Contains no physical address or contact person
Requires you to open a new bank account or accept company checks to "test" a wire transfer service
Most employment sites offer information on known scams, and should be notified immediately if you suspect that a posted job isn′t legitimate. You can also conduct an internet search on the company or check with the Better Business Bureau to determine if the potential employer has a bad reputation.
Keep a record of your job search activity. Maintaining good records will not only help you track the progress of your search, but it will also provide a "paper trail" in the event you become a victim of identity theft. Record where and when you distribute your resume, maintain lists of contact information for businesses and recruiters/representatives you come in contact with, and keep track of any additional information (e.g., applications, etc.) you provide to prospective employers.
Carry good data security practices with you offline. Keeping personal information off a resume is only the first step"”other vulnerable situations include phone interviews, job fairs, and e-mail and phone conversations with recruiters. Scammers know that as long as someone thinks an offer is genuine, they are more likely to provide sensitive information. Make sure that you know who you′re talking to and never divulge any personal information if you have doubts about their credibility. It is important to remember that virtually all legitimate businesses or recruiters will not ask for your SSN or other information until after you have begun a formal interview process.
Think before you post! Social networking sites (e.g., LinkedIn and Facebook) and are a great way of communicating your talent and expertise with a larger community of individuals. But sometimes staying connected comes at a cost. What many do not realize is that the more information you reveal online, the greater your chances of having that information accessed by the wrong person. Carefully consider what information you include on your profile page. For example, is it really necessary to share your date of birth and address with potential employers? When in doubt, remember this: if you wouldn′t give this information to a stranger on the street — you probably don′t want to put it online for the world to see.
Something I've always wondered about is how to handle the "salary chat." What do you do/say when asked how much you made and how much you want to make? I always found the second especially confusing when you know the job you are applying for has a wide range of salary options.
A specific instance that I'd love to know how to improve is what to do when switching from a lower paying industry to a higher paying industry. You know that you could make more at the second job, but it's hard to say well I used to make $100 dollars and now I want to make $300 (the going rate for the new industry job) -- how do you justify the jump and/or not wind up getting paid less than others would for the same position.
It's hard not to panic when asked about salary during the interview and it'll inevitably come up during the interview process. How you choose to respond to salary questions with your prospective employer is a determining factor in the compensation package you'll be offered.
Your future employer understands that you have expectations and a base you must maintain. When it comes to the salary game, if you're the first party to name a price, you're putting yourself at a disadvantage. You'll give the company the power to make an offer based on your previous salary, not your fair market value. If you're underpaid, you risk the hiring manager devaluing your skills and not being considered for the job. If you state a number too high, you risk pricing yourself out of the job before the company fully understands your value.
So be careful with what you say and how quickly you jump into these negotiations.
What salary range are you looking for? "Let's talk about the job requirements and expectations first, so I can get a sense of what you need." That's a soft answer to a soft way to ask the question.
What did you make at your last job? "This position is not exactly the same as my last job. So let's discuss what my responsibilities would be here and then determine a fair salary for this job." It's hard to argue with words like "fair" and "responsibilities""”you're earning respect with this one.
What are you expecting to make in terms of salary?
"I am interested in finding a job that is a good fit for me. I'm sure whatever salary you're paying is consistent with the rest of the market." In other words, I respect myself and I want to think I can respect this company.
Avoiding these questions makes most people nervous, so rather than step around them, they answer them and spend the next week beating themselves up over it while they wait to see what they're offered. It's understandable that you and the company don't want to waste time if salary expectations are too far off. Just remember that these details tend to become more flexible as the interview process progresses.
If you find yourself in that position and you feel like you need to give an answer to the question, try to find out the budgeted range first and then keep it open for discussion. If all else fails, it's certainly okay to give a range, but don't pinpoint a specific number. You could say "I assume [name of company] in [geographical region] pays between $80,000 to $95,000 for a position with these responsibilities. Is that what you had in mind?"
Preparation is key for these types of discussions. You'll find the best salary data through specific industry salary surveys. Recruiters with whom you have relationships may also be good sources. Be careful with the general salary sites - I find they are usually off a bit from what the industry pays. Same goes for those cost of living calculators if you are considering relocation, especially in a high cost city. The real salaries simply do not meet the difference.
The rules change if you work with an outside recruiter for the position. A recruiter will require your most recent salary history. Their clients expect them to handle your salary negotiations and it's important for them to know where you are and where you want to be to make the offer process move forward smoothly.
This is a guest post from George Nikanorov, Head of Marketing for DATA Inc., and Adjunct Professor with Passaic County Community College.
Upon receiving my MBA in 2007, many new doors started opening up for me on a professional and personal level. Today, I am privileged to have met countless high profile politicians, business owners, academic professionals and others allied to my field that share the same passion for Marketing, Advertising and Public Relations that I do.
During the exploration of new opportunities, I stumbled upon a general theme among some MBA graduates. They have taken their passion to the classroom and started teaching at local Colleges and Universities. This opportunity to help shape the minds of the next generation of professionals was too hard to ignore and I started looking into how I could become an Adjunct Professor.
Several months, multiple resumes and countless discussions later, I now teach a Marketing class at Passaic County Community College. From here, I am now positioned with that first qualifying position to expand my career in the field of academia. So how did I do it? Here are some tips:
Just like with any other career, you need to start on the ground floor. To that effect, Community Colleges are always looking for knowledgeable people that can bring a real-life spin on the academic texts and inspire students to learn. In some instances, your Alma Mater might also accept alumni back to teach classes. I targeted several Community Colleges in the NY Metro Area and sent my resume appropriately.
Be patient"¦ While there is record enrollment in many Colleges and Universities, there are also many MBA and PhD graduates out there as well that are looking for Adjunct opportunities. Additionally, many Colleges and Universities analyze their need more towards the beginning of the semester, which means a resume sent early in the fall semester might not be looked at until late December. It took several months for me to receive a response, which at the end, was favorable.
Show your character and personal brand in the interview"¦ проÑтитутки моÑквы кaвкaзÑкиеConspiracy Theory film Colleges are looking for people who can effectively get the attention of the student, which means you need to show the passion you have for your field through real-life stories. I discussed the passion for Marketing, Advertising and Public Relations that I ignited in my current position and explained my theory on how Marketing is a long-term strategy that organizations cannot afford to be without; ultimately helping my cause.
My first class was a fantastic experience. The door to this latest career opportunity is now wide open. All I need to do is to use it to my advantage.
For over 10 years, George Nikanorov has worked successfully to develop and execute full and far reaching Marketing and Communications Strategies that drive results and generate new business. Currently, George serves as the Head of Marketing for DATA Inc., an IT Solutions Provider in Northern NJ and as an Adjunct Professor with Passaic County Community College in Paterson NJ. For more information on George and his professional career, please visit his LinkedIn profile or his blog at http://gnikanorov.blogspot.com.
In this industry, you will see a lot of articles from recruiters, employers and career experts providing job seekers with advice on how to improve their job search and/or on how to present themselves better as candidates; however, you don′t often see as many articles from job seekers and career experts providing tips and advice for recruiters and employers on how to improve the recruitment, interview and hiring process.
I have asked job seekers and career search experts from across the web for what they consider to be the top tips for recruiters and employers today′s job market. While I could not include every tip from all of the contributors, I have selected and compiled the best and most unique ones in this list to share with you today.
"I think the most frustrating thing for job seekers I've talked to is that when working with a recruiter, they don't feel like they're talked straight to. The process of working with a recruiter feels opaque. What job is s/he recruiting for? What jobs are available? Is this a real opening or one posted by a recruiter to harvest resumes? Recruiters who are open with job seekers about the process and whether the jobseeker is wasting his/her time will earn the respect of their candidates." - Rachel Kaufman, MediaJobsDaily
"Share an outline of your process. Job seekers hate mystery. Letting them know at the very beginning what to expect and what happens when can save you immense time and energy and can help them feel more in control. You don't have to do this verbally each time. Create a short, bulleted email that outlines how the process typically works for your clients or at your company, and on what time frame. Since each job request is not alike, note the places where exceptions typically occur, too (for example, "our marketing roles typically take longer to fill due to the schedules of the hiring team"). This level of professionalism up-front will go a long way toward reducing unnecessary questions from job seekers and having fewer followup calls for you." - Darcy Eikenberg, CoachDarcy.com
"Tell me I'm not a fit during the interview. Interview processes that drag on even when there is clearly no fit is a waste of everyone's time. If you sense this - stop the interview. I won't be offended - if you are looking for something else, say so, thank me, and let's both move on." - Tony Deblauwe, HR4Change.com
"Job seekers are realistic and understand that companies receive hundreds of resumes, so if we actually receive an invitation to interview, trust me, we prepare like mad. While job seekers are expected to be polished and polite, the same should be said of employers and interviewers. Several friends of mine have been on interviews where the interviewer seemed to know nothing about them, as if the resume had been placed in front of them for the first time (or they admitted to misplacing it and asked for another copy). Job seekers have obviously taken an interest in the company and put time aside to learn about it, so it can be a bit of a hit to the ego if interviewers haven't at least spent a few minutes reviewing the qualifications that landed them the interview. While job seekers can't afford to be as selective as in the past, the decision to join an organization also relies on the impression the employer makes as well." - Kristin Davie, Cap and Gown Countdown
"Don′t forget the human side of the equation. Be responsive and follow up in a timely manner. Providing feedback to a candidate will help them to improve for the next role or interview, even if its not with you. It is understandable that you get hundreds of calls, emails and faxes, but for those select few that you are working with that do not make the cut, it is important to continue to provide feedback so that they can grow." - Terrianne Small, TerrianneSmall.comJustice League: The New Frontier
"Choose your words carefully when communicating with the candidate. If there was a misunderstanding or error in the interview that caused the candidate not to be moved forward, and you are met with surprise, do not say sarcastically, "This is not up for negotiation." This is why the letter or email works best. If it is truly not up for negotiation, and you don′t wish to correct the mistake, then email or send that letter. Don′t get into a protracted conversation with the candidate. This is why you must take accurate notes during an interview process. When the interviewer does not take detailed notes, how can you prove the candidate′s input? Risky from a legal point of view, not to mention miserable for the candidate." -Cindy Morgan-Olson
"Recruiters are busy people juggling multiple job openings and numerous candidates for each opening. It is very easy to let communications start slipping as the workload fills up and deadlines loom. However, for the job candidate, it is essential to be kept up to date on the status of the opening, as well as any other details about the employer or the opportunity as they arise. I have experienced personally (and also hear all the time from colleagues), the frustration of not knowing the latest news about an opportunity or what my part may be in it. It is very easy for a job candidate to be discouraged and/or demoralized about an opportunity because a certain amount of time has passed with no word, especially in today′s crazy job market. If that is simply because the recruiter was negligent in communicating status, an opportunity may have been lost for the candidate to do more research, preparation, etc. during the lull in activity. That could affect the ultimate outcome of the process." - JR Rodrigues, JobHuntExpress.comинцеÑÑÑ‹
Special thanks to everyone who contributed to this compilation of tips!
Chris Perry is a Gen Y Brand and Marketing Generator, a Career Search and Personal Branding Expert and the Founder of Career Rocketeer, the Career Search and Personal Branding Blog.
I have been in PR for the past two years. I have pitched stories to radio and TV producers and hosts, written press releases, and devised story angles. While I have not worked for an "agency," the clients I worked with were mostly large, well-known agencies. I also have seven years of TV producing experience under my belt. Yet, I still seem to get (from recruiters) that they will not even consider me because their clients want "agency" experience. I have the right experience and know I can do the job, but how do I get over that hurdle?
A:
Remember how recruiters are typically compensated - contingency-based recruiters are only paid if they make a successful placement. A company gives a recruiter specific requirements for screening candidates prior to engaging in a search. These skills are not just based on specific work experience, but also soft skills and cultural fit. By submitting candidates who do not meet all of their qualifications, the recruiter puts his relationship with the client at risk. Too many interview rejections is a sign that a recruiter isn't evaluating his candidates properly.
Companies choose to use recruiting services because they have either exhausted their own resources or realize the time and monetary value engaging with a specialized recruiter to fill an open, urgent position. These services are not cheap (although in comparison to the cost of not filling a position quickly, it's a steal!), so the companies hold a recruiting firm to high presentation standards. If the recruiter can source three or four candidates who have the exact experience, he isn't going to gamble on someone who doesn't meet all the specifications.
Recruiters are also careful about how many candidates they present to a client for a position. A recruiter will choose his top candidates to present for the position - the candidates with the highest chances of landing the position. Providing too many candidates to select from causes the company to delay the hiring decisions and results in losing qualified candidates who have already interviewed in the process.
Bottom line: If having public relations agency experience is important to the agency, the reality is that a recruiter is not going to present you for the position, even if you possess the transferable skills. Your best bet if you are looking for an agency position is to approach the agencies you are interested in directly and make them fall in love with you. Get your foot in the door through meeting agency reps at networking events, connecting through online networks, requesting an informational interview, or calling the hiring manager directly. Make sure you write an interesting cover letter explaining your desire to work in an agency environment and how you can help the agency and their clients reach their goals. Be able to spell out how your skills transfer and let your interest and passion in your industry compensate for the lack of experience.
Not every company or every position is going to be flexible in their requirements, but by doing a bit of research beforehand about the backgrounds of other people in the agency might give you some insight about the profiles of candidates the company usually hires. I would use LinkedIN as your research site and search by current company. If you find several people who work in the company with non-traditional backgrounds, your chances of landing the interview greatly increase.
This post is part of an on-going series featuring readers job search and hiring questions. If you have a question you would like answered in this blog, please send it to me here. Your information will be kept confidential.
My latest post is published on PRNewser. Candidates frequently ask me about what they should include in their portfolios to present during an interview. I asked three HR Managers from different PR agencies to share what they like to see.
Stephanie Lloyd, career blogger at Radiant Veracity and owner of Calibre Search Group, is writing a series for her blog on how recruiters are using Twitter in the recruiting efforts. Today was my turn for an interview. Here's an excerpt, but definitely check out Stephanie's blog for the entire interview and for her career advice "served with a healthy dose of candor and a smile."
Interview with Lindsay Olson: How do you use Twitter in your recruiting efforts?
With all of the publicity Twitter is getting these days it′s no wonder I′m getting so many questions from job seekers asking how they can use it effectively in their job search as well as how recruiters use it to find candidates.
I decided to interview several recruiters who are avid users of Twitter and ask them what advice they have for job seekers. This week I talked to Lindsay OlsonScrooge movie download .
How do you use Twitter in your recruiting efforts?
I started using Twitter two years ago. I use it to keep in contact with candidates and companies with whom I already have a relationship as well as forge many new relationships. I mainly follow professionals in my industry specialty — public relations and marketing.
I share information about our searches, but my goal is to use it for more than just posting information about my company and searches. I post relevant industry links and information about the industry as well as career advice from my blogs and blogs of others that I think my audience may find insightful.
By sharing useful information and engaging with my followers daily, I′ve built relationships it would have taken years to build, if ever, any other way.
For the rest of the article, see Stephanie's full post.
This blog is to share my recruiting experiences and discuss thoughts on the job market, PR industry and technology. I'm an entrepreneur, business developer and recruiter.
This blog is to share my recruiting experiences and discuss thoughts on the job market, PR industry and technology.
Alison Kenney is an independent PR practitioner with more than 15 years of PR consulting experience.
