Words to avoid on your resume

Many job seekers have “resume in mouth” disease, that is they kill any chance of getting a job BEFORE they even get to the interview.  Typos, poor formatting, not focusing on what the hiring manager is looking for, and using the wrong language.

TechRepublic wrote an article a couple of years ago, and created a PDF document highlighting these language issues.  They identified several words/phrases that typically will kill any chance of an interview.  To save you the trouble I will summarise the words here, but to see why the words are “bad” you will need to review the article.

  1. assist
  2. assisted
  3. experiment
  4. Skillfully
  5. effectively
  6. carefully
  7. quickly
  8. expert
  9. mastered
  10. Cutting-edge
  11. detail-oriented
  12. coordinate
  13. facilitate
  14. transform
  15. proven ability
  16. synergy
  17. liaison
  18. Responsible for…

This is big!

eBay has decided to pull out of China!  Not that it is eBay just that they have lost 60% market share to a local player and cannot compete within the new regulations of the Chinese financial services industry.

Maybe we will now all wake up and see what China really is.  A great big marketplace that will change the way we do things.  They have millions of highly educated people who will take one the best and brightest from every country.  Add to this they have a population of well over a billion people the scope for growth is far greater than anything we have seen to date.

Today in the technology world people talk about moving to Silicon Valley.  Maybe they should be heading to China…

The history of podcasting

Richard Giles has released the first part of his unpublished book on podcasting, including a very interesting history

Careful online observers would note that the history of podcasting has been a battle fought over many times.  It is good to see a version that seems true at least from what I have read and heard.  Michael Geoghegan, one of the first podcasters agrees with this version as well.

South Park does G’Day World

I saw a Diggnation South Park spoof on Rasterbator using an online South Park creation tool, very cool. I thought I would have a play with it over lunch but needed a subject.

I decided to pick on Cameron Reilly and Richard Giles in the G’Day World persona’s. The result:-

G-DayWorld meets South Park

Not the best but hey I only had a few minutes!

I did the basic work on http://www.sp-studio.de/ and then the last little bits in MS Paint! Give it a go an see what you come up with.

The new recruiting.com

I have been debating in my head do or don’t I post about the new recruiting.com. If I post will I just add to the hype and if I don’t will I regret not getting my thoughts out. I also am a bit bitter about the whole thing as I had grand plans to do exactly the same thing, not just for the recruiters out there but for all HR professionals who blog. But I do not have the dollars in the bank to fund such an activity, and I am just a hack when it comes to code, so I stopped.

Anyway back to the new recruiting.com. There has also been good and bad comments made about the change even comments that we don’t need a site like this, these have come from outside the HR industry so they really don’t stand up. You just have to look at the quality of the content on careers.netscape.com to see that for the industry we do need something.

My personal thoughts are listed below. However let me preface them with the revamp looks like it has been completed by the very rich Jobster not Jason Davis the individual. Although Jason & Jason claim to only have a single part time dev working on the case, if this is true they are probably reusing existing Jobster infrastructure and they should be congratulated. However why only a part time dev, is Jobster not fully committed here? Anyway now for the list.

  • It is a good start
  • Make content more transparent what is Recruiting.com content and what comes from other bloggers. It is a difficult site to navigate, some really important parts are not easy to find, eg http://www.recruiting.com/tools-for-bloggers
  • The old recruiting.com bloggers now seem to be the “Editors” but what do they edit? Are they now like the Netscape anchors or navigators? Will they step in an provide more details on certain events, highlight interesting submissions or was that the only name that fit?
  • The colours are nice, very now’ish, ok Web 2.0 but I hate the term.
  • The AJAX implementation ok, not as good as I would of liked. For example search, you get a completed page redraw when you switch between searching for content and users. The sign in is a page reload.
  • Voting can be done without registering, WTF! This means people can vote multiple times.  (Update : Just to clarify, you could only vote twice, once with no account and then again once you have an account.)
  • How can the old articles from Recruiting.com have so many votes? Did Jobster seed the site to make it look like that there is more activity than there really is?
  • There does not seem to be a check for duplicate articles on submission
  • Where are the tags?
  • What is the algorithm to determine what is on the front page? The most votes, comments, date, what there seems to be no logic.
  • If Recruiting.com is going down the whole social news path, let me see who is voting on the stories, who is voting like me, who is linking to different stories. Let’s be social!
  • Why can’t I get an RSS feed of the top stories, separate to the Editor’s stories separate to the stories by Category?
  • Personally I like the idea of the recent comments but I feel it needs to be enhanced. How, indicate the story that the comment is from, highlight if it is an Editor’s story.
  • Divide the blogroll up by category!
  • In know some of the items are a bit picky but I do agree with Jason D’s recent comments:-

    The vision of Recruiting.com is to make it a place so people can visit it and see what information is available in the industry and more importantly a place where the community judges what is good and worth promoting to others.

    I just wished it was for the whole HR industry not just recruiting.

    2nd Podcast

    The second BJs Show is up, this time I think the levels are a bit better. The show is a little longer as BJ starts to get into the swing of things. Some of the topics covered:-

    • What kids are doing in the playground – “off ground tiggy”
    • A few jokes
    • Another book review
    • Interesting news, of real interest was a thought controlled bionic arm!
    • A bit of music
    • Footy update

    Do you know where your candidates are?

    Carve Consulting client Cerco had a problem, where are our available candidates? Cerco are a provider of IT consultants and needed to be able to fulfill client requests very quickly. So what did Carve Consulting do?

    They created a mashup of their candidate database with Google Maps!

    Registered clients can have CV’s delivered in one-click, whilst prospective client companies (trafficked to the site via our search engine marketing programme) are provided with a visual and dynamic representation of Cerco’s immediate candidate availability.

    Very cool!

    Search for jobs and careers at JobCentral.

    The long tail of job ads

    Jorge posts a follow up on my post about online job ads continuing to rise.   I really like his summary:-

    My takeaways from this limping rant:
    Large is not a problem per-se
    Niche is not a panacea per-se
    Database Quality drives a sustainable revenue/business model
    Site functionality and Price are two tools to mould publisher behavior
    Site Functionality and content – both contributing to improved searching and filtering , may get your visitors to stick around a bit longer

    This follows a discussion I had last night at the TPN Dinner with Tony & Rich (the other Rich) and sorry guys about the rant online jobs can get me hot under the collar.

    I would like to add a couple of items to Jorge’s list and create 10 Tips for Job Boards:-

    1. Large job site are not necessarily bad
    2. Niche job sites are not necessarily good (don’t you love a how gray the world is)
    3. Quality of candidates helps drive a sustainable business model
    4. Quality of jobs helps drive a sustainable business model
    5. The value add your site provides can entice publisher to post more jobs
    6. The price of a job posting can entice a publisher to post more jobs
    7. Site functionality can contributing to improved searching and filtering for job seekers
    8. Brand is a major draw card for both publishers and job seekers
    9. Traditional print media is not dead when it comes to job advertising (think passive and senior candidates), recognise this fact and move on
    10. Diversity of methods to find a candidate or a job, depending on which side of the fence you stand, is critical to your success

    A bonus one:-

     11. The use of social networking sites/features are not going to solve all of you problems either