Quick and Quintessential Career & Job Tips
Job-hunting tips from the March 17, 2003 issue of QuintZine.
Timely Red Alert! In addition to all the limitations and problems with online job boards, now there is a possibly bigger threat. Job-seekers are being advised to protect their identities when posting resumes on job boards — not so their current employer won’t see their resume, but so identity thieves can’t obtain personal information. Several job sites, including Monster.com, acknowledge that identity thieves are posting bogus job listings to obtain such information as social security and credit-card numbers. Some solutions? Don’t ever give out critical information about your finances or your social security number. Legitimate employers will eventually need your social security number, but only after you’ve been hired. Other suggestions include not including your address on resumes you post online — and being very particular about the sites where you do post your resume. Another suggestion is to not allow your resume to be viewed when you post it, giving you total control about which employers are allowed access to it. Using job-search agents is another suggestion.
- It takes an average of eight follow-up phone calls to get a meeting. After you have written to someone asking for a meeting, do not leave messages for a person to call you back. Instead, keep on calling. If you’re still unsuccessful, try calling the company operator and ask to speak to the person’s assistant or someone who sits near him or her.
- A job hunter must have six to 10 job possibilities in the works concurrently. Five O’Clock Club research shows that five of those will fall away through no fault of your own. For example, a company could decide to hire no one, hire a marketing person instead of an accounting person, or hire someone’s idiot brother-in-law instead of you. It’s not your fault.
Top Sources of Hire in 2002:
Gerry Crispin and Mark Mehler’s, authors of CareerXroads 2003 The World’s leading Reference Guide to Job and Resume Sites on the Web, have been monitoring the impact of the Internet on recruiting since its inception. For complete study results and methodology, read more.
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