How to Spot Lies in a CV

How to Spot Lies in a CV With new research from Robert Half’s Office Team  suggesting that nearly half of candidate’s lie within their CV (a 25% increase from their 2011 survey) as a recruiter you need to enhance your ability to spot those white lies. Using probing questions, fine-tuning your sifting skills and going beyond simply looking at CVs will help you eliminate some of the stretched-truths. Ensuring that you look beyond the CV to properly qualify candidates will increase your ability to place candidates who truly add long-term value, Below are the methods you need to put in place to ensure that no candidate lies can get passed your screening process. Run common sense checks Review candidate’s CVs in line with the level of experience they have included, considering what is reasonable for a candidate in a specific job sector or position to have achieved in their career. For example, if you’re filtering through candidate CVs for a sales administration role and you notice a candidate who has come from an admin background, reflect how likely it is that they would have achieved the top sales stats in a company. If this was the case wouldn’t the candidate be in a sales consultant role or have been promoted as part of this unexpected achievement? Do the accomplishments they have embedded in their CV seem too good to be true? If so, this may be a sign that they are making exaggerations. Look to find any explanations they have provided or facts and figures to verify these experiences in line with their skill set and career level. Up your phone screening game When reviewing a candidate CV, make detailed notes on any information which needs further clarification before calling them. This will enable you to tailor your questioning during an initial phone screening, pinpointing any areas that are unclear or any gaps in experience. Probe further into any details that seem a little dubious and listen for signs of uncertainty in their answers. Many candidates find it easier to bend the truth or exaggerate within their CV, but they aren’t as confident repeating them when questioned over the phone. If you’re still not convinced by a response, look to add additional questions that focus in on the same subject area and look for any signs of details that don’t add up. Double check against LinkedIn LinkedIn acts as an online CV for many candidates where they’re able to exhibit their skills and experience. As this is a public profile, information about a candidate’s current job title, duties or accomplishments tend to be more accurate. Candidates are less likely to lie about this information when their contacts which can include current colleagues or even their manager can review these details. LinkedIn also allows you an insight into any endorsements or testimonials a candidate has online which could validate areas of their CV. Research the type of content they share or like to confirm their interests or the role they have within an organization. Reach out to contacts If the lies got passed your initial CV review and your interview probes weren’t enough to expose what was fact or fiction within a candidate’s experience, then background checks can be a final stage. Referencing their previous employers or qualifying their qualifications with their educational institutes are simple ways to establish their actual achievements. Candidates occasionally leave contacts details for their references at the bottom of their CV, so get permission and reach out to these contacts for validation. LinkedIn now makes this process much easier for when candidates don’t provide this information freely. Review their testimonials and search through their endorsements to verify their CV. Make sure to question any details within their CV, questioning shouldn’t be limited to the candidate directly but also their network. If a candidate was referred by another employee or colleague, then look to get further information from that individual. Finding the truth is an essential skill when considering whether a candidate is right for a position and is especially required if you’re doubting any of the information provided within their application. Make notes on the areas of their experience that don’t quite seem right and home in on these within an initial screening process, using their responses and reactions to identify what is truth and what is a lie. Double checking information before presenting candidates for 1st interviews or furthering them along the application process. Promote an environment for the candidate to be honest and open about their skills and experience allowing you to then decide how lying about any aspects in their CV affects their honesty and integrity moving forward in the process. Reveal lies as early as possible in the recruitment process, means you don’t have unexpected surprises at the referencing stage or during the offer process.

Writing a Resume For a Pharmacy Tech Job

Writing a Resume For a Pharmacy Tech JobWriting a resume for a pharmacy tech job is very similar to writing a resume for any other job. Just as you would for a marketing job, you should begin by determining the specific requirements and steps you need to take to obtain those. Once you have that information, it is time to begin writing your resume. You can either purchase a pre-written resume for most jobs or you can write your own.The first thing you should do when writing a resume for a pharmacy tech job is to make sure you are experienced in the job field you want. Even if you are not experienced in the field you are seeking, you should still do some research into the companies you are considering. You should then get in touch with the supervisors at different jobs and ask if you would be considered for that position. If they say no, keep looking. You may find someone that needs someone to fill a position.Take the time to investigate the company. This will help you determine whethe r the job you are seeking requires the type of education and experience you require. If the position does require that you have an associate's degree, you should inquire about a certificate program. You may also be able to work on an entry-level position for less money than a full-time associate's degree program will cost.A pharmacy tech typically has many responsibilities during the course of their employment. They will work directly with the patient. They will be the person responsible for taking vials and loading them into the computer and into the patient's medicine cabinet. They may also be responsible for testing and preparing medication.In addition to these responsibilities, the pharmacy tech will also have access to a variety of lab equipment to make sure the patients are being treated properly. They are also required to provide instruction and training to the technicians in the lab and in the office. The pharmacy tech may also be required to perform laboratory studies, whic h involve analyzing samples and calculating lab values.A person who is proficient in the field will be able to complete many tasks required in the office or laboratory without assistance from another person, such as a technician, and without having to open the patient's medicine cabinet. They will be able to operate a variety of equipment safely and accurately. A pharmacy tech can also focus on the needs of the patient to ensure they receive their medications in the proper amounts.If you have never held a job where you had to write a resume, you should really spend some time learning how to write one. It is important to create a unique resume, which will stand out from the rest of the resumes you will find in the mail or on the internet. Use your personal experience in order to make the resume unique.Your main objective when writing a resume for a pharmacy tech job is to get the job you want. Writing a resume for a pharmacy tech job takes plenty of time and practice. When you get yo ur first job and you know what it takes to succeed, you will be well on your way to creating a resume that will help you secure the job you want.

Unfair Dismissal How to Know Your Rights - Margaret Buj - Interview Coach

Unfair Dismissal How to Know Your Rights Being sacked from your job can come as a huge shock. Not only will you have financial concerns, but you may worry about the impact on your career and the damage to your professional reputation. Dismissal often feels unfair, but in some cases, it can be legally classed as such. In these cases, you might be entitled to compensation. If you feel you were dismissed unfairly, you’ll be anxious to know your rights. You may decide to contact Citizen’s Advice or see a no win no fee employment lawyer. These companies are often recommended to dismissal complainants because there’s no obligation to proceed after seeking advice, and you won’t have to pay your legal fees unless you win the case. A meeting with the  best employment lawyer NYC will help you know your rights and plan your next steps in the face of dismissal. What is unfair dismissal? Dismissal is the legal term for being sacked or “let go” from your job, with or without notice. Your employer has the right to dismiss you, but only if they have a fair reason to do so. According to gov.uk, an employer can only legally dismiss you from your position if there is a valid reason they can justify (e.g., a breach of contract, serious complaints made against you or an ongoing inability to perform your job) and only if they have taken reasonable steps to investigate or resolve the matter. Employers must also show consistency when it comes to dismissal. In other words, they shouldn’t let you go because of something they letother employees do, even if it breaches your contract. Unfair dismissal is when your employer can’t present a valid reason for dismissing you or they fail to follow the correct dismissal procedures. You can also be unfairly dismissed if your employer has discriminated against you. This only counts if you were dismissed because of your gender, disability, pregnancy, religious beliefs, age or sexuality. Should you challenge your dismissal? If you feel you were sacked unfairly, you are legally entitled to challenge your dismissal, but only if you meet the following criteria: You were dismissed from your job, with or without notice You were dismissed while on maternity leave, or your employer refused to take you back once your maternity leave was over You have worked for your employer for a minimum of two years You may also be able to claim unfair dismissal if you felt pressured to leave your job. You can’t claim unfair dismissal if the following is true: You are self-employed You resigned by choice You’ve behaved badly at work (i.e. gross misconduct) You’re an agency worker or classed as a ‘worker’ You’re a police officer or in the armed forces What to do if you are dismissed unfairly There are several steps to take if you feel you were dismissed unfairly. The first is to check you’ve actually been dismissed and that you weren’t just suspended. You will need a letter of termination (or emails, text messages or other written communication) from your employer as proof. By law, you have the right to receive a written statement of dismissal if you have worked for your employer for two years or more. Your employer must provide this statement within 14 days of your request. You should then present this letter to your lawyer, trade union representative or the Citizen’s Advice Bureau and seek legal advice on what to do next.

3 tips for effective collaboration (without putting employers at risk)

3 tips for effective collaboration (without putting employers at risk) 3 tips for effective collaboration (without putting employers at risk) “Two heads are better than one.” That old idiom certainly holds true in the modern workplace, where employees are encouraged to harness the power of collaboration to produce the best possible results. By working together, employees can help develop better products and services, connect strategy with execution, make more effective business decisions and increase revenue. But in the extended enterprise in which we now work, collaboration involves team members, contractors, partners, suppliers and vendors distributed around the world. Content must be able to flow easily, but securely, between all parties. What’s more, millennials â€" who are now one-third of the workforce â€" opt for quick, casual and efficient interactions, preferring digital collaboration. And while there are numerous technologies available to help facilitate this, most collaboration tools that companies are providing aren’t meeting employees’ needs. According to a recent survey from Alfresco Software, an enterprise content management and business process management solution provider, 94 percent of knowledge workers recognize the importance of collaboration. While 83 percent use technology to collaborate, 59 percent are not satisfied with the tools that they have. This is particularly true among millennials, 71 percent of whom expressed challenges with workplace collaboration tools. This disconnect is causing workers to knowingly turn to unapproved consumer-grade tools with little concern about the security issues involved. So what can employees do to effectively collaborate without putting their employers at risk? 1. Don’t use personal email for work Whether it is due to fewer file size restrictions, preference for using their own devices, or no access to corporate networks at home, employees often prefer using their personal email. In fact, according to Alfresco’s survey, 51 percent of workers admitted to using personal email accounts for work email. Enterprise security can be put at risk when employees use personal email for work purposes. Stick to your work email, especially when exchanging information and documents with people outside your immediate organization, or when dealing with sensitive information. 2. Use company-approved collaboration tools As consumer file-sharing apps become even more intuitive and readily available at no or low cost, employees regularly turn to these convenient platforms when their enterprise collaboration tools don’t measure up. The Alfresco survey found that 51 percent of workers use public document-sharing tools, including Dropbox, Google Drive, iCloud and Instagram. That number is even higher for millennials and Gen X. Enterprise IT organizations are starting to catch up by adopting the tools that employees want to use or supporting the tools employees are already using. Check with your IT department to see what’s available and let them know what tools you want to use. There may be more tools available than you think. Or you could influence the new solutions that get purchased down the road. 3. Think about security According to the Alfresco survey, only 38 percent of workers said that they always think about data security or privacy when sharing work content with clients, vendors, and other external stakeholders. The percentage is even less for Gen X and millennials. If you are going to use unapproved tools, at least understand the security risks involved and try to minimize them. The first rule: Do not use unsecure tools for sharing sensitive information. Each app has specific and varying degrees of security vulnerabilities that you should know about. And when using them, be sure to follow advice on password creation and storage. Employers are beginning to recognize that today’s workplace collaboration solutions do not fit the ebb and flow of today’s extended enterprise and the digital preferences of our increasingly tech-savvy workforce. Businesses are starting to adopt solutions that can work effortlessly on the most popular computing systems and devices, provide user-friendly capabilities for wide adoption and, most importantly, safeguard critical content. In the meantime, however, employees must understand and appreciate their role in safeguarding their enterprise. Workers would be wise to stick to their work email and company-provided tools for work-related tasks.

Save the Date! - When I Grow Up

Save the Date! - When I Grow Up Our pre-orders have shipped You can pick us up at all brick-and-mortar bookstores Weve seen pages written on, colored on, and gone for a dip And now its time for  The Declaration of You Day! Weve been planning this for months, looking forward to a single day where we all get together through The Power of Facebook and work through the book together. Therell be an exercise for all  8 topics! Therell be  giveaways galore  (like, every 30 minutes!)! Therell be  special guests! Therell be  new friends  to be made and declarations to share! Therell be  messiness and laughter and fun  the whole declarative day! And did we mention that its  $0?!  (Cause it is) Save The Date for Saturday, August 3rd from 11a-5p Eastern  (Cant make it for the whole day? Join us on the :00 or :30 of every hour you can jump into the top of an exercise super easily)  and  start gathering these around-the-house supplies: 1 magazine, a pair of scissors, a glue stick, paper (colored and/or plain), construction paper or card stock, face paint/body art sticks/water-soluble crayons, some sort of jar (mason, coffee can, etc), markers or crayons or pens, pencil, stapler or tape. RSVP to The Declaration of You Day on Facebook and share it with your friends!  right here.  Its gonna be the funnest!

How to Create a Free Program Template For Your New Product

How to Create a Free Program Template For Your New ProductWhy a free program template would be good for your product marketing campaign is because it would be so easy to get started. I would suggest that you create a free program template so that you can spread the word that you have just launched your new product. This would help in pushing your competition out of the market. Once you have published your free product template and have been taking the information that you will be distributing to the marketplace then you are ready to begin promoting your new product in your local market.Once you have launched your online marketing software, you will want to create a free program template for the purpose of spreading the word and getting as many prospects as possible to your product. Once you have published your new program template then you will then be ready to start contacting your prospects. Most online marketing tools are great at this, but it would also be good to have a free pro gram template because you do not want to fall victim to having someone else to send you your prospects without your permission.If you have a free program template for your new product then you can start by getting a list of names of your prospects. You will need to include at least three to five names for this process to be a success. You will then be able to connect your new product to the names of your prospects.As an online business owner, you do not want to get too involved in your prospects online marketing because you do not want to have the prospect online at the same time. Instead, the first thing that you will want to do is get in touch with the name of the prospect and ask them to go through your product, explain how the product works and what benefits it will bring them. Then ask them if they want to subscribe to your newsletter. The email will go to your new email address so that you will be able to get the emails sent to the prospects once they subscribe to your newslet ter.The final step that you want to do is to get the attention of the person and ask them if they want to try out your new product. The last thing that you want to do is to give them a free sample because you will need to convince them that the product is worth investing in. Remember that you will be working with a free program template that will give you just the information that you need to get started.The last thing that you want to do is to get the first opt-in or link to your free program template. Once you have done this then you will have all of the tools that you need to continue sending out emails to your prospects that will help to spread the word about your new product.As you can see, it is very easy to create a free program template for your new product. By publishing your free program template then you will then be able to spread the word to all of your friends and family about your new product. This will help to spread the word about your new product to others in your local market.

What You Should Do About Reference Resume Starting in the Next 5 Minutes

What You Should Do About Reference Resume Starting in the Next 5 Minutes What You Don't Know About Reference Resume The variety of references you list depends upon your career level. Formatting your resume references is a comparatively straightforward endeavor. Choosing the suitable personal reference is an extension of that skill and why you want a list with a variety of choices. The Ultimate Reference Resume Trick If you prefer someone to be a great reference, you've got to act as a mensch, Kay states. A whole lot of people simply don't ask for permission, Kay states. Academic references also can be helpful if you want more references to enhance your professional resume. Prepare a personal reference list in advance of requesting work, even if you're currently employed. You're also likely to need to understand how to choose and request references. When you should provide references to a possible employer, the best method to do it is to create a reference page it's poss ible to share with them. Reference Resume: the Ultimate Convenience! Resumes may be used for a number of reasons, but most often they're utilised to secure new employment. They may be organized in different ways.