Narratives of the Disengaged: The Job Search

Dear IL Primary Candidates: I'm Not Your Ho.

2010-02-03T09:05:54-06:00

The Illinois primary election took place yesterday, and I'm happy to have been a part of the trifling voter turnout to let my voice be heard. I have an inaudible but optimistic dream that someday I'll be able to pick up where I left off....at the very least...two years ago. But my dream is left in the hands of politicians who will say anything to win my emotions. I fell for that before. I feel like I should be awarded a t-shirt that would say, "I Voted for Obama and all I got was this Lousy $25 in my Unemployment Check."

In my heart, I know not to expect much. I hope to be proven wrong, but the reality is that after some careful review of all the candidate's platforms, they ALL have one thing in common: job creation. There is no denying that job creation is one of the biggest issues facing our country today (This blog wouldn't have existed if that wasn't the case). My problem, however, is my ability to separate fact from fiction. As I analyze the platforms, I ask myself, 'Is job creation a top priority because candidate X really fucking cares, or is X saying that to win my vote?' Like someone whispering sweet nothings into my ear, this is a mantra that easily resonates with me. But don't throw me a line of bullshit just to sleep with me, or in this case....win my vote. I'm not your ho. Save that crap for your mistress.

I saw none of the Obama charisma. The only person that might even come close is Alexi Giannoulias (who, I'm pretty sure, has MANY ho's) who uses the following tag: "Jobs:A Big Issue" or something to that effect. Well, it's sexy and all, but perhaps it was silly of me to want something more. For example, rather than suggest another type of stimulus package, how about suggesting something along the lines of, 'Guess what? China's economy is BOOMING. As American citizens, we must ask ourselves WHY. With that said, I will fight to the death to remove ALL of the manufacturing jobs OUT of China and back into the American economy, where there will be job growth, and most importantly, put an end to the constant worry for the consumer in regards to product recalls.'

But no. That would be common sense. And sadly, common sense isn't all that common.

Not one candidate has proposed anything even remotely close to that. It's a bunch of mindless chatter that everyone has heard before. It is for that reason I did not watch the State of the Union in its entirety last week. They are all bullshit dialog that I've heard more times than I care to admit. I really thought that when I voted for Obama, I would be employed by now. Instead, I got an increase. Still no job, no health benefits of my own, no retirement money, no promise for the future. I know one day our economy will get back on track, but I'm skeptical as to whether yesterday's winners have the potential of turning things around. And I have the right to be.

Everybody talks. Nobody listens. If there ever comes a day where a politician has demonstrated superior listening skills, that, to me, represents REAL change.

We can only hope.

Follow-Up to Those Who Wanted My Firstborn

2009-10-15T08:57:00-05:00

I was so disheartened with the job application I encountered yesterday (see the blog post from yesterday) that it propelled me to relay my thoughts to their human resources department. I realize that by doing so, it has automatically defaulted any chances of being considered for the role...any role for that matter, with that particular organization.

As if I'm distraught over it. Or even care.

As I've stated earlier, with plenty of professional references and a healthy and extensive set of credentials, I'm really not too concerned what the HR folks think of me. More often than not, someone's initial reaction of me is way off base. For example, I look every bit Latino. I have olive skin, brown hair, and brown eyes. The truth is, I don't have an ounce of Latino blood in me. My point is, if people are quick to make inaccurate assumptions over my nationality, how can I possibly ever to expect them to know what kind of work ethic I have, or what kind of a team player I am, and/or whether or not I am capable to handle all the primary tasks a particular job description lists?

Back to the letter....having said all that, I have decided to write a letter to relay my thoughts on their application and pre-employment screening process. One of the very many reasons I wrote this is because I keep getting the uneasy feeling that employers/hiring authorities enjoy watching job applicants jump through all sorts of hurdles by implementing various requests, some that make sense, some that don't. And since employers are well aware how constricted the job market is, they have the power to instill any kind of criteria they want, because they know job applicants will conform to them without question, just for a chance of getting a job. While all I am saying may be way off base, but by reading the job application procedure, it sure the hell seems that way, and I feel I have every right to question it.

Enclosed is the actual e-mail I sent to their human resources department:

"To Whom It May Concern:

I am writing in regard to the job posting for Executive Administrative Secretary with your organization. I have not attached a resume and the application, but rather, I wanted to relay my thoughts on why I have recanted my consideration to apply for this role.

I have reviewed the job description in its entirety. I have also reviewed the job application, which has only left more questions to ponder in terms of why I would even consider your organization as a prospective employer. First, no job applicant should EVER be denied being considered for the position simply because they did not e-mail their resume and application. 15 million people in the United States are unemployed, and I'm willing to bet there are a good percentage of those that don't even have a computer, much less e-mail. Secondly, no job applicant should ever be denied the opportunity for an interview simply because they opted to leave the social security number field blank. According to the authoritarian instructions on the application, it states, "Leaving any question/section blank may disqualify applicant from consideration of employment." Despite privacy, state, and federal laws, no one should be privy to release such confidential information, especially since this is all being handled electronically. That doesn't stop anyone who maliciously hacks into a database and steals such fragile and confident information. Since you so adamantly request electronic submissions only, can you assure the job applicant that this will not happen?

Third, as I scroll towards the bottom of the job application, I noticed the bulleted items for the pre-employment screening. Granted, I understand the need for some of them. Given the nature of the organization and the job details, I completely understand the need for such items such as the background/criminal check and the skill competency test. However, there are others that made me question this organization's dubious need to further scrutinize the job applicant, such as:

Physical Agility Test: This provides no information to the job applicant as far as what this is and how it relates to the job.

Driver Abstract Check: See above. I fail to comprehend how this relates to the role of Executive Secretary, unless I somehow overlooked the part where I would be needing a vehicle to run the daily morning coffee errand.

The most questionable one of all:

Career Ethnic Inventory: Again, this provides no information for the job applicant as far as what this is and/or what this entails. At first glance this denotes something of discriminatory nature. As far as the employer is concerned, this is necessary in order the candidate to be a perfect fit for the demographics of the organization. The organization of course will say this is not the case, but as far as the keen job seeker is concerned, there's more to it than what meets the eye.

Other as deemed necessary by (Organization name omitted): At this point, this is where I feel like you're about to ask me for my firstborn.

In today's fragile economy and a cohesive job market, I understand the need to propose some sort of conditional application procedure to weed out applicants who do not meet the criteria. On the contrary, job applicants shouldn't be open to such scrutiny. This is especially true when we do not know if we are seriously being considered for the job or if the employer is just going to award the job to someone within their organization.

To summarize, I sincerely hope that some of the authoritarian requests be lifted from the application process. You might think you will find the most suitable, "ethnically fit" candidate for this role, but I firmly believe EXCELLENT and qualified candidates will be overlooked with this process. I would hate to think that those applicants who DO subject themselves to your application process, may only be doing so out of desperation. As you can tell, I am not one of them.

This is one of the very many reasons why people are having such a hard time looking for employment, and what an ultimate shame. Good luck with your search.

With love,

JLS"

Oh yes. YES I DID. It was snarky, yes. It exudes the fact that I am a rebel, a troublemaker, opinionated, a free-thinker. All these are elements that HR work against on behalf of their employer, because this loud group poses a danger in our society. These are all elements that employers loathe, period. Employers love robots. But I am NOT a robot, and I WILL question you and your motives if I notice something highly out of the ordinary.

I do not want to end this post without reporting that I did get a response from this employer. Surprise, surprise, it's an automated response:

Your message/information has been received.... Thank you for your interest in our Administrative/Executive Secretary Position. If you have not sent the required application form, it and the position description can be downloaded from our website.... As you might imagine, given the current job market, we anticipate receiving 100+ applications for this position, and we regret we cannot respond personally to each inquiry/application. Your information will be reviewed carefully and you will be contacted by October 28 if we need additional information or wish to schedule an interview. Thank you for your interest....

I look forward to hearing from them.

Job Applications: Do You Want My Firstborn, too?

2009-10-14T13:30:04-05:00

A day in the life of a job seeker comes the redundant task of completing job applications. Some of them are cut and dry, meaning they only ask for basic information, employment history, education, and call it a day. Then there are applications that would make one second guess if they are applying for a job....or a mortgage. Really, is all that information necessary? No. It's absolutely not.

I came across a job posting earlier for an Executive Secretary with a non-for-profit organization. Upon first glance the ad was very wordy, complimented with 20-point bold-type fonts. My immediate reaction is that they must have one helluva job application process. I scrolled down to the application procedure, which basically instructs the job applicant that they *MUST* complete their job application or they will *NOT* be considered. You must send it by e-mail. Faxed or snail mailed copies will not be considered! Well, my goodness. You might as well beat me with a whip right now. Or make me do 100 push-ups. SIR, YES SIR!

Just for poops and giggles, I went to their web site as instructed and reviewed their application. As I suspected, they want your entire life story. They would also like your social security number, because as noted on the top of the application, "Leaving any question/section blank may disqualify applicant from consideration of employment." Oh, okay. So I'm just going to throw around my social security number like a used cigarette butt to a group of people I don't know, with no guarantee that I'll be considered for the role. And since this is over e-mail, it's too easy to delete/ignore, and leaves the potential for a "gifted" individual to hack into their system just to gain this valuable information for their own fortune. Yes, I'm referring to identity theft. I digress.

So as I scroll towards the bottom of the application, I find a bulleted list of their entire interviewing process. I must be applying for a mortgage, or some kind of loan...I'm almost positive. Granted, some items are standard. But bear in mind, the job is for an EXECUTIVE SECRETARY. Let's review their interviewing process, shall we?

"Please note the pre-employment screening items below that you will be required to pass prior to being hired:

Interview
Reference Checks
Physical Examination - Hold the phone. Do I have to be perfectly healthy to be considered for employment? This job is not with a hospital, it's a non-for-profit organization. Are they worried that I might infect their employees with my cooties? Not that I have cooties, but still....am I disqualified if I've been diagnosed with the (fake) Swine Flu? Am I disqualified if I'm diabetic, asthmatic, or whatever kind of "ic?" This IS for an Administrative position, right? We're not talking any heavy labor, right?
Physical Agility Test - I am not a fucking dog. Again, I ask: this IS for an Administrative position....right? What exactly are you checking for? Are you checking to see how well I can jump through loops? Will you award me with a doggie biscuit on a job well done? What the fuck is the point of this? I oughta bite your ass off.
Criminal Background Check
Driver Abstract Check
Drug Screen
Career Ethnic Inventory - This is what threw me over the edge. I do not know what this is, nor have I ever heard of it, but I suspect it's something that some clueless "HR Professional" implemented this in the effort to keep his or her job (Please refer to The Year is 1990: What the f*ck is a Human Resources Dept.? blog post for more information). It sounds highly irrelevant, and in no way reflects any indication how well the job applicant can perform the job. In fact, this sounds very discriminatory.
Skill Competency Test
Other as deemed necessary by Hiring Company - this is the part where they ask for your firstborn.

In addition, let's not forget the latest rage of HR's favorite means of background checking a job applicant...good 'ol Google! They heavily rely on the Google background check because they're certain they will find some digital dirt, and by default, disqualifies you for the job. Even if someone were to fully complete this application and go through the motions of the screening process in its entirety, the minute the recruiter finds an unflattering college photo of you on Facebook, you're fired before you're even hired. You just released your life story for absolutely no reason.

I'm certain "hiring professionals" will balk at my display of acrimony over such a ridiculous screening process, arguing that it is necessary to weed out candidates that do not qualify. Who exactly are they weeding out....candidates that committed ANY kind of a sin? Candidates that had stolen a candy bar when they were 13? Candidates who even THOUGHT about stealing a candy bar? Candidates who cut class in high school? Candidates who got a speeding ticket? Candidates who can't jump through agility loops? Candidates who are not perfectly in good health? Candidates who did not qualify in the "Career Ethnic Inventory?" (whatever the fuck that is.) Wow. Discriminate, much?

I suppose if I was applying for a highly classified role that involved heavy amounts of driving and lifting, I'd be more forgiving. Otherwise, this type of oppressive assessment implies nothing more than ultimate superiority and an extremely anal employer who I have no desire to work for. Plus, I wouldn't qualify anyway, for I have commited LOTS of sins (some I'm proud of, others....not so much). But it sure inspires me to write heart-warming letter of conjecture to their human resources department.

Top 10 Reasons Why the Unemployed Deserves the Nobel Peace Prize

2009-10-09T14:15:26-05:00

As with the majority, I fail to understand why Obama was suddenly awarded one of the most highest and prestigious awards in the world, all without much notice, but plenty of surprise, even for Obama. In listening to Obama's speech recently on his thoughts, even he remarked how surprised he was....and was caught totally off guard.

Well, Mr. President, I must say that I am just as surprised as you are. I don't know this for certain, but I'm almost positive that other job seekers feel the same way I do.

Speaking from an unemployed perspective, I was really hoping that he would follow through on his campaign promise regarding job creation. Instead, I got more money in my unemployment check. At this point, I would prefer to give back the supplemented increase in exchange for a job that would bring me a steady income. The surplus really doesn't mean anything to me, because eventually it will come to an end...in a matter of a few months. With that in mind, I don't understand the whole 'Obama deserves a Nobel' thing, because it's certainly NOT for job creation.

As long as we're on the subject of awarding the Nobel Peace Prize for just any old shit, I honestly believe the unemployed certainly deserves the top honor. Here are the top ten reasons why:

10. We have to deal with the bullshit "advice" given by career coaches and master resume writers who's only in it to make money for themselves.
9. Dealing with long lines at the unemployment office. That ALONE is Nobel-worthy!
8. It'll make one hell of a status update on your LinkedIn profile.
7. If you are a Michigan resident . Definitely Noble-worthy.
6. We could use the monetary award that comes with it. Especially Michigan residents.
5. And then we can use the monetary award to devise a system to eradicate all the "work-at-home" spammers on the internet via spontaneous combustion upon their first post.
4. Would provide bragging rights at the next Pink Slip Mixer function.
3. Job seekers can stand on the street corner wearing the prize on their chest instead of using sandwich boards that say, "Hire Me."
2. The look on a recruiter's face when you tell them you are a recent recipient of the Noble Peace Prize: PRICELESS.
And the number 1 reason:
1. That staple of accomplishment would definitely land an interview for the job seeker!

Notice, I did NOT say, "land you a job." Of course you're still not going to get hired because with that comes compensation that correlates with your fine achievement, and employers nowadays are all about cheap labor. However, imagine adding that prize on your resume under "List of Accomplishments." There is no way a hiring manager would ever pass that up, at least for the opportunity to interview you to see how the mind of a Nobel Peace Prize winner ticks. You could very easily get away with making up some inspiring story, based on what you plan to do in terms of benefiting your potential employer. After all, Obama got away with it.

I support granting this award to unemployed folks all across the globe. After all, haven't we been through enough bullshit?

'Half Of All Recruiting Functions Are Dysfunctional'

2009-10-05T20:39:39-05:00

Funny, I've been saying this for the last ten years. At any rate, I'm pleased that someone else has confirmed such discrepancies. 'Half Of All Recruiting Functions Are Dysfunctional' Shared via AddThis

Chicago 2016: Congratulations Mayor Daley! Now You Know How I Feel

2009-10-02T15:05:32-05:00

Dear Mayor Daley:

Hi. Are you drunk yet?

Oh, the heartache. That rejecting feeling. Such a shame for you, as you've worked so hard preparing for the moment when you would finally cash in on the world's top prize. You've done everything right, and planned it so carefully. You've practiced your speeches, your presentations, and contacted the big guns to use as professional references. You've practiced for two years, only for it to slam in your face by the rest of the world. In a nutshell, the IOC pretty much told you: 'you're nowhere near as perfect as you think you are, even with The President as a reference.'

I know the feeling. Speaking from a job seeking perspective, I have had doors slammed in my face since 2004.

Of course, I have to point out some key differences: first, I have never screwed anyone over. I've never used my employer's funds for my own selfish reasons. I have never "bought" my way into certain job roles, and will readily admit to wrongdoing if I know I am guilty of it. My opposition is minimal at best, and to my knowledge, my reputation and my credentials are intact. Can YOU say the same thing about yourself, Mr. Mayor?

I can, however, relate to your loss. You see, I provided three professional references and three letters of recommendation during a job interview I had earlier last month. Even though none of those references came from The President or from Oprah, I figured I had a good chance of landing an offer. I was very polished during the interview, and provided sharp, on-the-point answers to all of the questions. To date, I have yet received a response (even AFTER sending two e-mails) on whether I'm still being considered for the position. At least you were able to find out immediately by being the first city to get eliminated. I'm still in freakin' limbo!

However, I have had previous interviews where I was SURE something good was to come of them. Like you, I practiced my interviews, polished my presentation, and put together any ammunition (references) I had well ahead of the scheduled interview. I made sure that I wouldn't do anything stupid during the interview, such as yawning....oh wait, that doesn't apply to you....well, anyway...I did everything right, but still was not awarded the job. It's so frustrating, isn't it, Mr. Mayor? I'm certain you are content in your heart that you did everything right, too. I'm pretty sure you thought at one time, 'well how can Chicago possibly lose? We're doing everything right -- we have the President and Oprah! What more do you want out of me?'

Apparently, Mr. Mayor, the IOC indeed wanted MORE out of you, just like my previous interviewees wanted more out of me. Perhaps you can use the events of today as a time to reflect. You've spent a lot of time telling the world how pretty of a city Chicago is, but how will the Olympics benefit? What are the advantages of hosting the Olympics in Chicago, aside from the Oprah factor? These are questions you should have been prepared to answer, Mr. Mayor. Take it from someone who knows. Since 2004.

They say everything happens for a reason. Perhaps your reasons are more prevalent and climatic than mine. At any rate, being rejected sucks. Being rejected by the rest of the world sucks even more, but at least you know what I've gone through, from tears to heartaches to more tears. I'd take my rejection much better if I had Oprah on my side, so at least you have that going for you.

Congratulations on your well deserved loss.

With love,

My Wish List

2009-10-01T15:46:06-05:00

During my highly nerving reign of unemployment, I have proposed a wish list of things to acquire and projects to endeavor once I start to have a steady flow of income. I'm a girl with huge dreams and java-flavored kisses! So, while I will not disclose ALL of my dreamy-like items, I figured it would be best to jot down some of them. Knowing me, I will forget them later. They are, in no particular order:

a grooler. How cool would that be? I will be the first on the block to have one.
Fake acrylic nails with gaudy colors and stupid smiley faces. Maybe some glitter thrown in. The base color has to be really dark, like gray or black. Superb!
Start my own publication company. My first magazine would be titled, "Fuck Off Ken Lewis , Nobody Will Miss You."
Bring Michael Jackson back from the dead.
Have a memorial service for Saturn
Construct a pep rally for the City of Chicago when they are (hopefully) announced as the LOSING city for the 2016 Summer Olympics. This would be an excellent reason to celebrate, and taxpayer money would NOT be affected in the construction/production costs.
Bribe Barbara Streisand into retirement...for GOOD.
Build a nice little cabin in the middle of Dumbfuck, Nowhere, throw Kanye West in there and throw away the keys for good.
Which brings me to my second magazine titled, "Fuck Off Kanye West, Nobody Will Miss You."
Develop an application that would force the spammers and spam bots into spontaneous combustion upon their introductory tweet on Twitter.
Bribe a politician to end the Swine Flu. That way, I won't be spammed by the likes of Walgreens and media outlets just to get me to spend more money on a vaccine that may or may not work.

Plus much more! The sooner I can land a job, the sooner I can pursue my dreams!

The Year is 1990: What the f*ck is a Human Resources Dept.?!

2009-10-01T12:31:42-05:00

I initially began my job search experience in the middle of my senior year in high school. I've held previous gigs in the whole fast food thing which, needless to say, didn't last long, and telemarketing was not something I foresaw in my future. I really wanted to start out in a basic clerical job, then work my way up. That is, after all, how previous generations climbed up the ladder. If it can happen to them, it can happen to me. So, I start perusing the help wanted ads.

In retrospect, it can be assumed that I am having as much difficulty now as I did then in terms of my experience. In those days, the only experience I had was working the cash register and being able to count back change using my head. Not very many employers were willing to hire a high school senior with little to no office experience, even though I was determined to get a part-time office job. I thought for certain there would be an employer that would be willing to work with my schedule (Monday thru Friday, 3-7pm-ish, or thereabouts) so I could focus on graduating. Needless to say, I didn't have very much luck.

I decided to put my clerical fascination on hold until after I graduated high school. My father's dream was that I attend college, which I did, but only for a short awhile. My need to work on a full-time basis nullified any desires to obtain academia success. I start hitting the help wanted ads once again.

By this time, I had just gotten married, and settled in a one-bedroom apartment in a quaint suburb of Chicago. In the days before the internet, I subscribed to every local paper as well as the biggies (Sun-Times, Tribune) just to conduct my job search. At that time, jobs were aplenty, but there were few jobs that were willing to interview an inexperienced youngin' barely out of high school.

My difficulties were legitimate. Hell, I probably wouldn't interview me either. On the contrary, I knew plenty of folks who were in the midst of changing jobs, enhancing their careers, and/or climbing up the corporate ladder. They didn't have very much difficulty in getting interviews. All they did was send a resume via snail mail, and if they had any kind of skill set that would be relevant to the job, they had potential. There was no such thing as fighting to get a response through e-mail....there was no e-mail! Resume tracking databases and the online job applications were ethereal. There was no such thing as a "second interview." If the hiring manager liked you, you'd get a call back with an offer in a matter of days. There was no such thing as asinine psychological assessment tests. In reading this, you might think I'm dating back to about fifty years ago. The truth is....I've only gone back fifteen.

Just incase you've been beating yourself over the head over why you've had such a difficult time finding a job, perhaps I can help you out. Take the time and think on the following question: what has changed in the workforce over the last fifteen years? Do you think you've changed to the point where you've all of a sudden become unmarketable? Are hiring managers immediately turned off by the sight of you? If you've done everything right, from sending a well formatted resume to sending a thank you note after an interview, the problem is certainly NOT you. It's the unnecessary hurdles concocted by the exigent Human Resources department, and they only exist because it was the "trendy" thing to implement by Corporate America.

We have survived a very long time without a Human Resources department. It is this area that became noticeably prevalent in the last fifteen years. I never dealt with an "HR" person until I got an offer with my last employer in 2001. Previously, I have held two full time jobs (one of which was on a c-level) and I never interviewed with an HR person, but interviewed with my direct supervisor instead. During these interviews, my would-be supervisors were not annoyed because they thought someone else can be doing this better, or because they didn't have the time. They MADE time. They were INTERESTED in what I had to say! They were immediately impressed with my credentials. They saw potential in ME. They know what they wanted in a candidate rather than rely on someone who THINKS what the supervisor wants. It was pretty cut and dry. If they liked you, they made you an offer. No other hurdles were necessary.

As the bigger companies started to become greedy and jumped on the merger/acquisition bandwagon, nothing to would make them feel more superior than the useless addition of the Human Resources department. As far as I'm concerned, this was a period of deplorable display of elitism, not to mention greed, capitalism, and the feebling showcase of power-hungry fools. I digress. However, now that a Human Resources department is invented...what the fuck do they do now?

Enter the employee manual. Very comical, considering no one reads them and if they do, their head will explode just by the disturbing amount of spelling and grammar mistakes.

RTD's, or the Resume Tracking Database. These systems were in use as far back as 1996. I saw firsthand where resumes went....or didn't. Let me put to you like this: the only way for someone's resume to come up for a certain position is that I physically type your name in the search field. Otherwise, thanks for playing.

What else can HR do? Aha! Someone thought they were being innovative one day and came up with all these ideas on how to make the interviewing process "smoother." Hence, the second interview was born. Assessment tests were born. Etc., etc. Now HR look like geniuses, and their jobs are safe. The bigwigs now love them!

Meanwhile...they must pretend they know everything about the job they are trying to fill. For anyone that has ever had to deal with a recruiter, you know damn well what I'm talking about. They are clueless about the job itself and many times they can't even write a descriptive job posting. With that in mind, how credible does that make the recruiters in finding the "perfect fit" when they don't even know what the hell they're talking about or what the job entails? But they must pretend, because if they don't...HR department will be AXED, or worse....

....people might start getting jobs again!!

Obviously I did end up getting an interview for a clerical job early in my tenure. It was a one-on-one interview with my prospective supervisor. She was very interested in why I wanted to choose this path, why I chose this company...all questions that were legitimate and make perfect sense. She never asked me what I wanted to do in five years. She was concerned what I can do NOW. She never asked what my biggest weakness was because she didn't care. Let's put it to you like this: you either work through your "weakness" or get fired! It's as simple as that! She never asked what what was the last book I read because she didn't give a rat's ass...what I did on my time was just that....MY time. Trying to "read" me? HR who like to "read" people definitely chose the wrong field. I believe that's called....psychology?

My next two jobs entailed interviews that were very similar in nature, all asking questions that were directly related to the job. It wasn't until I entered the job market full-time back in 2004, that I am having an extremely difficult time. If anything, at least I know that I am solely NOT the problem.

Resumes v. Cover Letters: A Love Story

2009-09-24T07:42:43-05:00

I have just figured out why so many job seekers have an incredibly hard time landing a gig, and it's not always because they are not a good fit or because they accidentally tooted during an interview. In this day and age, hiring professionals don't really know of what the perfect "fit" really is, but they are sure quick to point out their exasperations.

I, too, wish to point out my vexations, starting with ever popular debate of resumes vs. cover letters. I was bored one day and decided to collaborate different replies from various hiring "professionals" (I use quotes for a reason) to see if I could find any kind of a pattern of which method was best. In the end, my head was spinning, and was highly tempted to throw my laptop out the window. I didn't because I kind of like my laptop. I digress.

Mind you, I haven't even cracked a third of the internet. The following comments were gathered from various blogs, newspaper articles, and job forums. All from hiring "professionals" unless otherwise indicated. My comments are in regular text. By the way, names have been omitted ONLY out of courtesy (which is, kind of a shame, because I believe if you post on an open and public forum along with your name, it's considered public record and open to scrutiny). None of these comments have been edited for grammar and spelling, as I refuse to correct someone else's' idiocy. Read on...

The basic idea of the inquiry is the ill-famed question: Which do you read/prefer: resumes or cover letters? An assortment of replies have been provided for your reading pleasure:

From a "career coach"

"One point that the job seekers need to know is that often resume reviewers read the cover letter AFTER they read the resume. If you do not have the “key words” in your resume that focus on core competencies, the reviewer may never get to your cover letter! It is critical that your resume “stands on its own” so that hopefully the reviewer will then read your cover letter. As an HR professional who has managed and conducted hiring for 1000s of employees over my career, I never read the cover letter unless the resume was “spot on”. I used the cover letter as an indicator of the applicant’s level of interest for the position and the company and secondly as writing sample"

.....

"I'm the author of the job search book "Think Like an Interviewer: Your Job Hunting Guide to Success." And I trained in human resourcs. Plus, I've taught subjects from literally A to Z. So let me answer your question. I've spoken to a wide variety of employers to see what they're doing today. And there are a number who are bypassing the resume and focusing more on the cover letter. Why? Because it's shorter and takes less time!"

Woah! Big conflict of interest there! Career Coach vs. World Renowned Author...who's going to win this battle? Stayed tuned on the next Hiring Pro Deathmatch!

.....

From a job seeker:

"Whenever, the economy is booming and companies trying to hire people as fast as possible and there're plenty of jobs to go around... no one asks for cover letters and if they do it its rare and only with big old-school or gov-type companies. Whenever, economy is unstable... that's where the cover letter requests and other stupid pre-screening requests starts to come out.....Also, it seems like only resume writers/consultants are really benefiting from it and saying "yes" to it."

I had to include this because this is so spot on. Excellent point. Too bad for the typo.

.....

"As someone who has done screenings for posted positions that would report to me, I can say that the cover letter matters. It gives me a sense of your writing ability and personality, your interest in a position, and related experience. I have tended to immediately dismiss applicants who do not include a cover letter with their application. Not including one conveys an aura of laziness and the sense that you are not really interested in the position or organization."

.....

"I'm a recruiter. I hardly ever read attached cover letters but if it is in the body of the email I'm "forced to read it."

Forced? FORCED??! Au contraire, no one is twisting your arm to do anything. No is forcing you to DO YOUR JOB. Please fire yourself immediatley. Better yet, read my blog post, How To Achieve World Peace by Firing Yourself and then heed that advice. You're obviously not happy with the daily and mundane tasks and there is no way anyone who's a potential candidate can get a job with persnickety people like you.

.....

"I am a corporate recruiter for a large financial services firm and I will tell you that I never read cover letters. There are too many resumes to go through to care about WHY someone wants the job they are applying for. I go straight to the resume and look for the key criteria for the position I am trying to fill. If the candidate has what I am looking for I pass it off to the manager. If not, I decline them."

.....

"I do a lot of hiring. If the cover letter isn't good, I don't care about the resume. The cover letter is where you can tell me how you will solve my problems. The resume tells me that you, in fact, can do what you say. While resumes can all look alike, the cover letter is where the successful candidate makes the case. It's a great -- a terribly underused - tool."

.....

"I own a small business. We're too small to have an HR department, and I do hiring (if any) myself. I'm actually more interested in the cover letter than the resume. In order to get an interview with me, the resume has to be on point, but I also want to see a cover letter that demonstrates the person is bright, articulate, has initiative, has attention to detail (typos go in the trash), etc. I would hire someone with an excellent cover letter and slightly less impressive resume over someone with a seemingly great resume but who comes across as cold and impersonal by failing to write a cover letter, or who can't be bothered to ensure their spelling and grammar are correct. Maybe the moral of the story is to know the company you're applying to. Small businesses may demand more of a personal touch."

....

"I’ve been an individual hiring manager and now screen all applications for my company. While companies are always looking for a perfect match of experience to position, I’ve tossed seemingly “perfect fit” resumes which were accompanied by poorly written cover letters, or which were missing a cover letter if the candidate was instructed to send one. And I’ve interviewed candidates whose resume experience was in a different field, or seemingly not a perfect fit, because they wrote a dynamite cover letter explaining how their experience applied to the open position. I don’t really care why a candidate wants the job; use the cover letter to highlight how your experience qualifies you for the position and what you can do for the company. On the other hand, no cover letter is going to help if you’re applying for positions that your not qualified for."

.....

"I am an IT recruiter. Word 2007 is a completely overblown program, and I hate editing in it. I can read it because I have the plug in, but I would not want to edit anyone's resume in it (and 100% of resumes I recieve need editing)...and just because I can read it doesn't mean the employer I send your resume to can read it. I work with a lot of tech and financial firms whose employees cannot download plugins to their desktops for security reasons. Why debate this? If your goal is to get a job, send your resume in the format that just about EVERY person at EVERY company can read."

I'm baffled as to why this person even wants to EDIT a resume? So many others have said if it's not in a readable format and/or consist any typos, that automatically disqualifies them....but not you! Desperate times calls for desperate measures I suppose, which is EXACTLY why my resume is password-protected so you CAN'T edit it. Read-only, you fools, and that's the way it shall stay.

.....

"As a recruiter, I do not need a cover letter, because I am going to speak with you directly, ask you what skills are relevant to the job, and write one for you to be submitted to the hiring manager. What I DO need is a resume in Word format, not PDF, because in addition to editing for grammar and spelling, all resumes I send out will be formatted the same way...it's branding for my company. Whether you agree or disagree with that is irrelevant...I doubt there is a recruiter who sends your resume out to an employer without their company logo on it. Things that drive me crazy are tables or headers and footers (most of which are poorly done to start).If you are applying directly a company, go ahead and use your PDF version, but If you are posting your resume on Monster or Careerbuilder for recruiters and HR to hit upon in a skill set search, PLEASE include your uploaded resume in Word (don't just cut and paste it in), DO NOT use headers with your name and contact info on the document, and include ALL of your contact info on the document...not just on the Monster registration page. Most recruiters use a software package that automatically imports your resume and creates a database profile for you. If your contact info is not on there, or is in a header, then it is extra work for me to go back and find it. Now, if you are an exceptional candidate, I will do this and call you. But I may not realize I have missed key info (since I may have uploaded 30 resumes in 30 minutes) and if you are borderline and I missed your number, you become a project for later to complete the data fields of your profile, and not an immediate call. I can't tell you how many profiles clutter our system with names like, "Professional Experience" or "Summary of Qualifications" because actual contact info was in a header and the software skipped it. AND MAKE SURE YOU INCLUDE YOUR ZIP CODE!! If you don't want to publicize your street address, fine...but when I am running lists of candidates to call I often search within 30 miles of a certain zip code, and then widen it from there if I don't find anyone qualified."

This person has a long laundry list of what NOT to do, and it's not a matter of professionalism, it's a matter of personal preference, and a persnickety one at that. Granted, some are legit, others are just considered downright anal, like the zip code. Why does the zip code matter? Are you going to use that against me thinking I live too far from the potential employer? Since I refuse to bow down and cater to your every need, I suspect that would disqualify me as a potential candidate. Bliss.

.....

"I have been in the hiring process for lower-level workers, and I would say that cover letters were really important to give more insight into who you'd potentially be hiring. Make sure that you stay on-topic for the job you are applying for, and tailor the cover letter for each and every job."

.....

"I've been a hiring manager for some time......I'll at least start to read every cover letter but will toss it if I see that it's not targeted and/or is one of those canned templates. I may or may not automatically toss the resume, too(usually I do) but even in cases that I don't it does leave me with a bad initial impression regardless of how good the resume is.I think it's also a different scenario when you're talking to HR recruiters -- people that see hundreds of resumes a week. For better or worse, almost none of those that I know actually read cover letters for sheer lack of time. They might do so once the candidate pool has been narrowed quite a bit, but even then it's just a quick glance. You want to make the recruiter or HR person's job as easy as possible when they want to get in touch with you. The more complicated you make yourself, the more work you become to us and the less chance tou have of getting a call."

This is a person who's obviously never been on the other side of the coin, and is not aware of people who have an anally long laundry list.

.....

"as someone who does the vast majority of hiring in my organization, I can tell you that if someone sends a resume more than once, they are automatically out - I don't have patience for desperation, and sending the same resume in multiple ways only serves to reinforce that notion. Follow the guidelines outlined by the organization, and/or hand it directly to someone you know through informal channels. You can always follow up with an email confirming receipt, but do NOT send it again in another format."

Wow....annoyed much? Please fire yourself, because *I* don't have the patience for intolerable assholes like you.

.....

"Here's the deal: as a recruiter (in manufacturing) of many years of experience, when submitting a resume to a company, I get most of MY cover letter info from YOUR cover letter. Other than that, I don't read it, nor do I pay attention to the "objective" - what if your objective is not the objective of the hiring official? The other thing is in reference to "employment-seekers are essentially being asked to hit a moving target... in the dark... in the fog... blindfolded... to get past the HR gatekeepers." If you are job hunting, try your darndest NOT to work with HR - no offense to good HR people but you don't want your resume in the hands of some clerk who is only looking for key words or who's break is in 5 minutes or who is in all probability not nearly as educated or experienced as you are - it might very well end up in the round file. In nearly all cases, the job seeker should contact the hiring official directly. Okay, okay - some hiring officials don't WANT to be contacted directly and prefer to go thru HR. But I do believe they are the exception as opposed to the rule."

This is a total 360 of what I've read previously...but oh how I love the idea of bypassing HR.

.....

From a job seeker:

"For every piece of advice I've received in regards to resume writing there was another that contradicted it. The was a previous post regarding resumes on this site and quite a few recruiters and HR people chimed in, all with their own opinions and how those applied to their method of filtering candidates. When applying for my first sale position I was able to obtain some feedback from some "friendly' sources in the business community and the variation in recommendations was almost comical. Ultimately, the person who hired me said he really liked my resume, it fit him perfectly. Go figure."

Touché :)

.....

When I hired new employee's I often times hired based more on the cover letter than the actual resume itself :) I am an HR and a job seeker at the same time :) As a job seeker I have heard that Cover Letter is very important as it lets you to highlight you achievements and differentiate yourself from other candidates. I also heard that hiring managers often read cover letter first and if they like it then they read resume. As an HR I pay more attention to the resume when looking through applications. If the resume looks good I may read a cover letter, but often I would just call a person for an interview with a managing partner.

.....

From a recruiting "specialist"

"Personally, I'm not a fan of cover letters and if I do look at them it's a secondary action. I'm more interested in the meat of an individual's experience then what I suspect is clever marketing language via a cover letter."

.....

"From a recruiting standpoint, I rarely read cover letters. I don't have the time to go through them. My organization is public and very accountable to OFCCP, which means that if the candidate's resume does not qualify them for the position they are applying for, no amount of explanation in a cover letter is going to change that. The only exception to that is if a candidate emails me and has a referral from someone I know (either an employee or another professional contact) to introduce themselves. If that is the case, it should be the subject line of the email or the very first sentence of the mail."

Isn't the point of a electronic resume tracking system is to make the job EASIER??! Don't you lift your fingers and type various keywords? Is that too hard for you? I assume that cover letters are implemented within this system (provided by job applicants, of course), so I fail to understand how this recruiter is so "inconvenienced." Obviously very wired. My advice: lay of the caffeine. That way, good candidates won't be overlooked by this persnickety and wired demeanor.

.....

"As a Master Resume Writer, I never complete a resume without completing a cover letter. Apart from the obvious opportunity to market a different side of yourself and tell the employer or recruiter things that are not in the resume that may influence a hiring decision, it is also common courtesy. I don't walk up to someone and shout in his/her face "I'm a professional resume writer and I have 20 years experience!" Surely the civilized thing to do is shake his or her hand, smile, small talk and then build the pitch. A resume without a cover letter is just like shouting in the face of the person. Regardless whether the recruiter or employer read it word-for-word, glance at it or simply turn the page, at least I know my client has made the effort to demonstrate manners!"

Speak for yourself, oh Master Resume Writer! I'm not certain how well you demonstrate manners to your clients considering you end your sentences with an exclamation point! "Common courtesy" tells me that ending a sentence with a period is enough to get your point across.

.....

In a lot of cases the resume you submit will be scanned or imported into a database. If the cover letter will contain information not found in the resume, it would probably be beneficial. (Of course that begs the question of why you're excluding valuable information from the resume). If the cover letter won't add anything useful, then the question becomes whether the cover letter will fill a purpose.

.....

"I don't read cover letters. As an internal recruiter I give maybe one minute to read a resume to look at current and past positions to determine relevance to what I'm recruiting for and move on if I don't find it."

.....

"I tend to skip the cover letter altogether. They tend to be bragging templates and they rarely reflect the true skill set or personality. In my opinion, candidates should focus on designing their resumes as very factual sales documents without physical frills but with lots of content."

Please note: an "opinion."

.....

"Cover letters are a thing of the past. Resumes that have bolded words highlighting job specific skill sets really pop! Personality assessments will be conducted during an interview so there is no need to over emphasize on the soft skills. Keep personal info out such as age, marital status, and even hobbies."

And then are other recruiters who grimace at such revelations. I digress.

.....

"I like to read the cover letter for this reason... if one of their strong points is "detail oriented" (or something of that matter) and the letter has a mistake or formatting error or best one referring to the wrong position.... it means OUT to me! It just confirms it's a "canned" cover letter and the candidate didn't even make an effort to write it and review it carefully... It always makes me smile inside.."

Touché. This is the best comment I've read so far.

.....

From a recruiting MANAGER:

"Ths cover letter does give some insight into their writting skills and a brief overview of their accomplishments. For the most part, I receive so many recumes that I do not have the time to go thru each and evry letter and resume; especially if it is a lenghty cover letter. I would suggest a short overview via e-mail with the resume attached to it."

Can I get an order of common sense with a side of spell check, please?

.....

"I do a lot of resume and cover letter writing workshops at local schools as part of our college recruiting program and always make it a point to address the cover letter issue with the students. The simple truth is that cover letters are not what sells a candidate to a recruiter - they need to do that with the resume. I skim through a cover letter, but spend very little time with it. Cover letters should be short and to the point and should serve to introduce the candidate. My experience is that a lot of folks try to summarize the entire resume in the cover letter - totally not necessary!"

.....

"I am a recruiting professional of 14 years and I always read the resume first and rarely, if ever, read the cover letter. I can't speak for the HR community but initially I am most interested in the education and work experience to determine quickly if the person is a fit. If the candidate is a fit and I want to present them to my client, I essential become the cover letter for the candidate."

So there you have it. You are free to choose to come with a conclusion of your own as to whether which method works best. Bear in mind, there's no sense in beating yourself endlessly as far as which method you THINK the recruiter wants, because chances are, you are beyond wrong. You cannot fight against personal preferences and someone's aunt coming to town. It's a matter of striking the right chord. Good luck, job applicants. You will certainly need it.

Privacy Tips for Online Job Seekers

2009-09-21T18:32:06-05:00

This is from Privacyrights.org. They offer some excellent tips if you MUST conduct the job search online:

Tips for Job Seekers Who Use Online Resume Services

1. Read the privacy policy. Do not use a job search site, a resume writing service, a resume distribution service, or any job search service that does not have a posted privacy policy on its Web site. A privacy policy is a legal document that explains to you how a site or business will handle your personal data. It is also the basis of legal protection for you in case you run into any problems. If the privacy policy is not posted on the Web site, you do not have this legal protection. Posting privacy policies is voluntary. Most job sites today do post privacy policies. When you use the site, print out the policy and keep a copy of it for your records.

Be sure to look for specific privacy policy statements about resumes, registration information, and statements about how that information is used, stored, and shared. Pay particular attention to how long a site says it will keep or store your resume. Preferably, job and resume sites should state that they promise to keep your resume for a limited, specific amount of time, such as one to six months, after which the site will delete your resume. Without specific, written statements about how long your resume may be kept, your resume can be archived for years, legally. Most job seekers do not want resumes circulating after they have gotten a job.

2. Make sure you can delete the resume. Before you post a resume, check to make sure you can delete your resume after you have posted it. Look in the job site's privacy policy for resume deletion instructions. If you don't find any such instructions on the site, write an email to the site and ask how or if you can delete your resume. If you are not satisfied with the reply, do not post your resume to that site. You must be able to delete your resume when you want to. After all, it belongs to you.

3. Get it in writing. If you plan on using a resume writing service in your job search efforts, get an agreement in writing that the service will not sell or share your resume or personal data with any third parties or partners. Also, ask to see the privacy policy of any resume writing services you may use and ask specifically about how the service handles and stores your resume. This applies to traditional and online resume writing services. For additional tips on resume writing services, see the next section.

4. Post your resume sparingly. It is tempting to go to every job site you can find and post your resume. Focus on quality, not quantity. If you believe you must post your resume online, hand-pick just a handful of sites that have good privacy policies and a good track record. Choose sites that other people working in your profession have had good luck with, and post only to sites that allow you to mask your contact information.

5. Use a disposable email address. If you decide to post your resume to a site that does not allow you to mask your identity, then mask it yourself. Use an email address that you can cancel if you start getting spam, and don't give out your full name, phone number, or home address.

6. Omit references on your resume. When you post a resume online with your references' names and phone numbers on it, you are giving their information away without their consent in what can be a very public forum.

7. Pay attention to business affiliates. Be aware that many resume writing services and job sites have affiliations with other businesses. When you are given recommendations, be sure to evaluate each recommendation on its own merit. Check for yourself if it is a good deal or not.

8. Limit personal information. No credible employer ever needs your bank account numbers, credit card numbers, mother's maiden name, or identifying characteristics such as eye color. If an employer requests these items from you, don't give them the information.

9. Safeguard financial data. If you plan on purchasing services from a commercial job site or writing service, look for a privacy policy that details how that service will handle your credit card data. Whenever possible, you may want to consider using PayPal to purchase services in order to protect your financial information from a company you do not know well.

10. Protect your Social Security number. Some legitimate online job application sites and employment kiosks may sometimes ask for your Social Security number(SSN) and date of birth prior to posting a resume or applying for a job. (For example, www.sportsauthority.com, www.albertsons.com, usajobs.opm.gov, studentjobs.gov, and many state job sites request this information.) Some of these sites conduct instant SSN matching or background checks on your information to verify it.

It is the position of the World Privacy Forum that you as a job seeker should never have to submit your SSN or date of birth prior to applying for a job, especially online where verification of where the SSN is going is more challenging. Broad dissemination of your SSN can lead to identity theft. It is appropriate for you to allow a serious employer to use your SSN and date of birth to conduct a background check after you have engaged in the interview process.Not all sites that request your SSN and date of birth are legitimate. As a general rule, you should not supply this information up front, especially in combination with your credit card information. If you are unsure about a site's validity, please see the help section at the end of this guide for options.

11. Limit cookies. Cookies that are deposited on your computer from third-party companies such as an advertising network (for example, Advertising.com, Atlas DMT, or Doubleclick) may track your activities over many Web sites. Most sites will allow you to browse without accepting cookies.

Set your browser to not accept third-party cookies. If you pick up third-party cookies, delete them. You can visit the Network Advertising Institute's (NAI) opt-out page and opt out of this tracking: http://www.networkadvertising.org/optout_nonppii.asp. Some companies that do not offer the NAI opt-out may allow you to opt out on separate pages.

12. Use an anonymizing service. Research has found that most sites allow you to look at job ads using anonymizing services. By all means take advantage of this. Using these services, which are free, will protect you from cookies and other privacy threats. Visit www.anonymizer.com, www.nonymouse.com, and www.junkbuster.com for more information about anonymous browsing.

13. Be realistic about risks. Even the most careful, conscientious sites cannot control your resume after an employer or a recruiter has downloaded it. Job sites do not have the ability to track or physically control how a recruiter or employer uses your resume after it is downloaded. Most sites watch for problems - such as rapid resume downloads -- and enforce terms of use agreements with employers and recruiters. But let the job seeker beware. When it comes to resume databases, some responsibility does fall to the job seeker to understand the risks involved in posting a resume in a database.

14. Avoid vague offers. The more general the email "job" offer, the less valid it usually is. Vague wording like "We have thousands of jobs" or "We work with major companies" is a red flag. Requests to send in a new copy of your resume can spell trouble, too. Avoid vaguely worded offers, and avoid sending your resume in response to general email resume solicitations after you have posted your resume online.

15. Handling unsolicited email about your resume posting. If you post a resume to a resume database and receive unsolicited email other than from legitimate employers or recruiters, be sure to notify the site where you have your resume posted and tell them you have received the email. Be sure to forward the entire email you received to the site so that it can take action. Again, the more vague the email, the less legitimate it is likely to be.

16. Keep good records. Be sure to keep a record of where you have posted your resume. Remember to go back and delete your resume from the sites where you have posted it after you have finished your job search.

17. Your resume belongs to you. According to current copyright law, you own your resume and the copyright on it. If you don't like how your resume is being handled, you have the right to complain and take action.

18. Resume posting options. Job seekers have several options in circulating a resume.

One option is to reply to job ads directly without going through a third party. Look for a company-related email address to send your resume to. Another option is to post a resume directly on the Web site of the company you wish to work for. Working with one carefully selected "headhunter" or recruiter is also an option.
Many job sites and resume databases let you mask your contact information or email address when you post a resume. This resume posting option allows you to control who contacts you or not. If you are going to post a resume online, this should be the only way you post it.

Consumer Tips for Using Resume Writing Services

Resume writing services charge anywhere from $100 to $800 and up for their services. Most of these businesses accept credit card payment.

1. Privacy policy. If you do not see a privacy policy posted at a resume writing service site, you should think very carefully before deciding to use the site. A privacy policy is a legal document, and it is enforceable. It does give you some legal protection. However, if you use a site without a privacy policy and then you have problems, you have no viable legal recourse regarding privacy, and can end up very frustrated.

2. Policy tips. Things to look for in the privacy policy include credit card encryption, refund policy, and an explicit statement about resume sharing.

The privacy policy should state that it protects your credit card transaction. The term to look for is "SSL," or "encryption." The policy should state that the business will not share, distribute, or sell your resume. The policy should state how and under what circumstances you can get a refund if you are unsatisfied with the results of the service.
If the site says it only shares your resume "with your permission," you need to get a firm definition of what permission is from the business. Does the business get your written permission? If not, then how does the business get your permission? This is a very important follow-up question for you to ask if you see the term "permission" used.

3. Locating the policy. If finding the privacy policy is a lot of work, treat this as a red flag. Look for privacy policies that are clearly and conspicuously posted on the business Web site.

4. Payment services. If a business allows you to pay with PayPal, take it up on the offer, as it gives you more ability to keep your credit card information private.

5. Web seal programs. A Better Business Bureau (BBB) Seal on the site is positive, but only if it works. Many people see a BBB Seal on a site and take it at face value. Here's how to check to make sure a seal is active:

Click on the Seal. You should see a page pop up directly linked to the BBB site. The page will have a date, the company name, and a description of the business along with the business address and phone numbers. The Seal should be current, and not out of date.
Please note: some browsers may not allow pop up windows. If that is the case, see below.

Problems with seals:

If you click on a seal and it doesn't open, this is an indication that the seal no longer is active. Or, you may have a browser problem. If you click on a seal and a dated seal with the company name does not appear, go to www.bbbonline.org and look up the company on the BBB site at www.bbbonline.org/consumer/.If you click on a seal and it leads to a search page at the BBB, this too is a sign that the site is just trying to make it look like they have a seal.

If the site has a BBB seal but not a privacy policy, the site is in technical violation of the BBB seal program. The BBB requires that all sites with a posted seal also post a privacy policy.

If you have any questions about a seal, call the BBB and inquire about the seal's validity.

Reliability Seal Program: (703) 247-9370
Privacy Seal Program: (703) 247-9336
Online Privacy Dispute Resolution Intake Center: (703) 247-9333
Fax: (703) 525-8277

6. Checklist. Here is a checklist of the things you can look at to help you make a decision about the quality of the site:

Does the site have a privacy policy? Does the site have secure credit card payment?Does the site give you a guarantee or warrantee before you buy?Does the site ask overly intrusive questions? For example, does the site ask for mother's maiden name, bank account numbers, or your physical characteristics? No resume writer needs this information from you, and valid resume writing businesses will not ask for this information. Does the site ask for date of birth or your Social Security number? If it does, you should not use the site, and you should report it to the FTC, (877) FTC-HELP. Does the site have adequate and correct contact information listed for itself? Have you tested the contact information? Does the site belong to a BBB? Have you checked the appropriate BBB for complaints against the business? www.bbb.org Does the site post an online BBB Seal? If so, is it a valid seal? www.bbbonline.org
If you send a privacy query to the site, does it answer with an affirmative response to you?

Narratives of the Disengaged: The Job Search

Dear IL Primary Candidates: I'm Not Your Ho.

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Top 10 Reasons Why the Unemployed Deserves the Nobel Peace Prize

'Half Of All Recruiting Functions Are Dysfunctional'

Chicago 2016: Congratulations Mayor Daley! Now You Know How *I* Feel

My Wish List

The Year is 1990: What the f*ck is a Human Resources Dept.?!

Resumes v. Cover Letters: A Love Story

Privacy Tips for Online Job Seekers

Chicago 2016: Congratulations Mayor Daley! Now You Know How I Feel