OTTAWA EMPLOYMENT NEWS - 15 Dec., 2012

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www.ShopperUnderCover.com

EMPLOYMENT OPPORTUNITIES

There are many reasons why you could be in the market for a new job right now. Perhaps... •Youjustgraduatedfromhighschool--orevenbetter, college--andyou’rereadytostrikeoutonaquest for your first “real” job. •Yourworstfearsfinallymanifestedandyou’vebeen downsized. •You’reboredwiththecareerpathyou’vebeenonfor thepastfewyears,andyou’rereadytostrikeoutina new direction. •Youwanttochangejobs(withinyourfield)forbetter salary,benefits,orchanceatpromotion.

Whateveryourmotivation,apowerful resume isessential.Intruth,aresumealonewon’tgetyouthatdreamjobyou’recraving.Notevenifyouimplementeveryresumewritingtipyou can get your hands on!

Butagreatresumewillgetyouinthedoorforaninterview.It will make you stand out as a superior candidate for the job you’veappliedfor.Andthatachievementishuge,giventhefiercecompetitivenatureoftoday’sjobmarket.Notonlythat,but awell-crafted resumewill put the decision-maker you

meetwithinahiringframeofmind.Aslongasyoudon’tblowtheinterview,you’llhaveagreatshotatthatjob!Digest and apply each resume writing tip below as you craft a powerful resume that will make all the difference in your adventuretolandajob!

POWERFUL RESUME WRITING TIPS: 10 Steps to Success

Resume Writing Tip #1: Gather your background materials. To complete your re-sume,you’llneedtoknowyourdatesofemploymentateachof yourprevious jobsandwhenyouwent to school.You’llalso need to be able to describe your skills and accomplish-mentsonthejob,soputsomethoughtintothoseareas.

Resume Writing Tip #2: Decideonaformat.Beforeyoucanstartwritingaresume,you’llneedtodecideifthefunctionalorchronologicalformatwillworkbestforyou.Remember,youwanttoputyourselfand your abilities in the best light.

Resume Writing Tip #3: Puttogetherageneraloutline.Aresumeoutlinewillhelpyougetorganizedandwillpreventyoufromoverlookinganyes-sential piece of information that should be included.

Resume Writing Tip #4: If your resume is targeted at a specific employer or career path,learnallyoucanaboutwhattheyneed.Spendingtimeon this researchwill help youwith your resume, with thecover letter that goeswith your resume, andwith the up-coming interview.Make sure you knowwhat qualitieswillmost benefit the employer and think about how your abilities matchthosequalities.(Readanotherresumewritingtiponhowtotarget.)

Resume Writing Tip #5: Plan, plan, plan. Before you actually start writing, spendtimejustthinkingabouthowyou’llpresentyourselfinthere-sume.Whatisyourobjectiveinseekingajob?Thisobjectiveshouldserveasasortofbullseyetostructureyourresumearound.Whathavebeenyourmostsignificantaccomplish-ments?You’llwanttohighlightthem.Whatuniquequalitiesdoyoubringtoanemployer?Thinkintermsofbenefits.Alsothinkabout the resumedesignyou’lluse, the fontswithin,and the resume wording.

Resume Writing Tip #6: Startwriting, followingyouroutline.Takeyour time.Usealot of actionwords.Be concise.Don’t use“responsibilitiesincluded”or“responsiblefor.”It’sawasteofspace.Usebul-lets,ratherthanlongparagraphs.

Resume Writing Tip #7: Cut and paste your content into your resume template. There is no reason why your resume must look amateurish.

Resume Writing Tip #8:Review,edit,andproofreadlikeamaniac.Twoofthebiggestresume mistakes are typos or grammatical errors. These er-rorsmayseem trivial, but theycancost you the interviewandultimately the job.Afterall, ifyoucan’tbebothered tomakesurethatyourresumeis100%accurate,whatguaran-teeistherethatyourjobperformancewillbehighcaliber?

Resume Writing Tip #9: Get someone else you trust to look at it. It can be really help-ful to get someone who knows you to look at your resume. Notonlyaretheymorelikelytocatchsimpleerrors,buttheymaypointoutstrengthsyou’vemissedorunderemphasized.Tellthemyouwanttheirhonestopinionandyou’reopentoquestions.Usetheirinputtoclarifyyourresume.Evenifyouwriteyourownresume,youmaywanttothinkaboutgettingaprofessionaltodoaresumecritique.

Resume Writing Tip #10: Send itout into theworld.Themore resumesyousubmit,themorelikelyyouaretogetaninterview.Don’tputallyoureggsinonebasketbyapplyingforonlyonejob.And,don’tbeafraidtotakesomerisksandapplyforajobyou’reinter-estedin,evenifyoudon’tquitematchallthequalifications.Mostemployersaskformanymorequalificationsthantheyabsolutelyrequire.

Hopefully,atleastoneresumewritingtiponthispagehasgivenyousomefoodforthought.Butdon’tstopyourtraininghere!

KathiMacNaughton,afreelancewriterandeditor,hasyearsof management and recruitment experience. For tips & ad-viceonwritingpowerfulresumes,seehttp://www.powerful-sample-resume-formats.com.

RESUME WRITING

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Resume Toolkit:

Good (and Bad) Action Words

The cliche “it’s not what you say, but how you say it” rings true when it comes to resumes. Stating that you’re “friendly” on a resume may tell an employer you are approachable, but may also imply you are chatty... not such a good thing. Better to say you have strong interpersonal skills or that you work well inde-pendently and in a team setting.Read on to found out what other words work on a resume ... and which ones don’t!Active WordsEmployers respond well to phrases that demonstrate action on your part in past work situations: increased, implemented, lowered, led, managed, negotiated, presented, tested.Resumes for Dummies suggests the following are good action words for describing communication and creative skills: Addressed, clarified, created, de-signed, developed, directed edited, enabled, initiated, launched, lectured, produced, projected, realized, re-ported, shaped, translated, wrote.ExamplesWhen using these words remember to include spe-cific examples. A future employer wants to know how much you lowered costs, how many staff you managed and how much you increased sales through the ad campaign you created. Numbers are usually a good way to do this: lowered absentee rate by 10%, increased night shift production levels by 12%.If you don’t have an impressive example to back up a particular skill, consider replacing it with another. DO NOT embellish to make an impression. Lying on a resume can be embarrassing if you are caught, and can be a reason for termination if it is discovered after you are hired.KeywordsKeywords, simple phrases common to specific ca-reers, are becoming a crucial addition to many re-sumes, especially those posted on the Internet or sent via e-mail. More and more job search web sites like Monster and Workopolis now use “tags” or specific lists of words to search resumes, allowing employers to narrow down the number they actually read.

If your resume does not contain the key industry phrases an employer is looking for, it is likely your application will never even make it to the inbox, re-gardless of whether or not you have the proper skills. An employer will also scan resumes for these key-words when creating an interview list from a stack of resumes.So what are these keywords? It depends on your in-dustry or the kind of position you are looking for. The key words for a graphic artist could be much different than those of a medical technician. According to the article Resume Keywords: Four Tips to Get your Resume Noticed by Gretchen Ledgard, the first place to look for good keywords is in the job ad. “Read the job description for “must have” skills. These qualifications will give you an idea of what a recruiter will be searching on.”Another way to find out the common keywords in a specific career sector is to do a little research. Read industry newspapers or web sites. Network at indus-try events and ask questions about how others de-scribe their skills to see if common phrases pop up.Phrases to avoidWhen choosing your words, avoid phrases that don’t serve any real purpose on a resume. Employers may see them as a waste of space. For Example: Vague Statements Participated in, aided in, assisted with, facilitated These phrases take up space but do not offer insight into your specific skills -- employers want to know what you did specifically.SuperlativesEffectively; rapidly; easily; skillfully; expertlySince you don’t usually highlight failures on your re-sume, an employer will assume if you list something on your resume it’s a skill or task you did success-fully. Superlatives like these don’t offer much to an employer and may come off like bragging. Finally Ledgard notes that while employers tend to favour people with good “soft skills” they rarely en-ter them in as search terms for resume databases. You may want to keep to a minimum terms like: good team player, positive attitude, good personality, excel-lent manners.

“Reprinted with the permission of the Possibilities Online Resource Centre-www.poss.ca”


Employment News is published to provide the job seeker with up-to-date, detailed information about local and regional job opportunities. It is available free of charge across the Greater Toronto Area, and Ottawa Regions, which include: stand alone yellow newspaper boxes at major intersections and transit stops, stand alone racks, HRDC Centres, GO Train stations, universities, colleges, training schools, libraries, government sponsored employment service locations, major food store chains, selected Canadian Tire stores and exclusive distribution rights at various locations across the GTA and Ottawa.

ADVERTISERS: Employment News publishes 5 editions in over 9000 locations across Ontario. This allows the advertiser to target specific metropolitan areas, or cover larger areas in a combination of editions for jobs that are harder to fill or require very specific qualifications.

COPYRIGHT NOTICE

Copyright © 2012 Wall2Wall Media Inc. Wall2Wall Media Inc. is a trademark of Yellow Pages Group Co. in Canada.All copyright and other intellectual property rights in the contents hereof are the property of Employment News and not that of the customer. Contents of this publication are covered by copyright and offenders will be prosecuted under the law. Reproduction, storage in a retrieval system or transmission in any form or by any means, whether electronic, mechanical or otherwise, in whole or in part, without prior written permission of Wall2Wall Media Inc., is strictly prohibited. Published every Saturday in Toronto by Wall2Wall Media Inc.

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b) We reserve the right to classify all advertisements.c) The publisher assumes no financial liability for typographical errors or

copy, omissions by the newspaper other than the cost of the space occupied by the error. All claims of error in publication shall be made by Wednesday 12 noon prior to the next week’s publication and if not made, shall not be considered. No claim shall be allowed for errors not affecting the value of the advertisement.

d) Editorial & advertising content of Employment News is protected by copyright. Unauthorized use is prohibited.

e) No cancellations accepted after Wednesday, 12 Noon.

FREE 7-DAY INTERNET COVERAGEwith each print ad placed.

Over 84,000 Monthly Visits. Greater exposure for your advertising dollar.

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From the publishers of the original

weekly job and career training publication.

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Michael ParkerManager, Corporate Sales & Editorial Recruitment & Healthcare Publications

Media Sales ConsultantsSherry Botnick . . . . . . . . . . . . Ext. 4878Benjie Canoneo . . . . . . . . . . . Ext. 4877Jeremy Arenz . . . . . . . . . . . . . Ext. 4881Brandon Sealey . . . . . . . . . . . Ext. 4885

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For many, the month of September means “back to school.” If you’re considering pursuing post-secondary educa-tion in Ontario, there is a sea of high-quality choices available to you. While most are familiar with the functioning of universities and community colleges, you might be surprised at what career colleges have to offer.

Career colleges have been providing quality post-secondary education in Ontario for over 140 years. Now, with over 600 campus locations across the province and a variety of program offerings, it’s no wonder that every year more than 60,000 students in Ontario choose to attend a career college.

Here are the top 6 reasons a career college might be the right � t for you:

1. Variety of career specifi c programsWith programs ranging from com-puter technology to personal support worker; policing to hair styling; and massage therapy to paralegal, there is something for everyone no matter which career path you are interested in.

2. Shorter durationThe length of career college programs range from a few months to under two years with an aver-age duration of 9 months, getting you into the career you choose quickly.

3. Continuous intakeIf you’re not ready to start class-es in September, career college programs have start dates year-round. Many schools even

offer programs with monthly in-takes, so you can decide what tim-ing works best for you.

4. Age rangeAlthough some choose to attend a career college directly out of high school, the average age of a career college student is 27 and 30 per cent are over the age of 35. The variety of age groups ensures you’ll � t in no matter what the date on your birth certi� cate reads.

5. Smaller class sizesDue to small annual enrolments and continuous intakes, stu-dent-teacher ratios are very low allowing for more personalized in-struction.

6. Close to homeThere’s no need for long commutes! With over 600 career college campuses dotted across the province in small, medium, and large communities, there is likely a career college just down the street from where you live.

If you think a career college is the right � t for you, � nd a registered career college near you by using the Service Ontario web-site. Book a college tour to get a feel for what it would be like going back to school at an Ontario career college.

Established in 1973, the

Ontario Association of Career

Colleges is a provincial voice for career col-

leges. OACC has over 280 members who

contribute to the province’s economy by

training a majority of the 60,000 students

who enroll in career colleges annually in

hundreds of essential, skilled � elds. Visit

our website at www.oacc.ca or � nd us on

Facebook and Twitter.

by Alix Matthews-Mahe - Media Communications Coordinator, Ontario Association of Career Colleges

Is a Career College right for you?


American actress Mae West is quoted as saying, “The best way to behave is to misbehave.” That may “The best way to behave is to misbehave.” That may have worked for Mae West, but it won’t work on the have worked for Mae West, but it won’t work on the job. Most companies want behaviour that inspires job. Most companies want behaviour that inspires productivity, performance, and, of course, profit.productivity, performance, and, of course, profit.

Defined as observable activity in people and Defined as observable activity in people and animals, behaviour can be broken into five categories:animals, behaviour can be broken into five categories:

1. Behaviour is observable.1. Behaviour is observable. An employee comes An employee comes in late, doesn’t complete assigned tasks and takes in late, doesn’t complete assigned tasks and takes every opportunity to enjoy a break. As a manager, you every opportunity to enjoy a break. As a manager, you observe these behaviours and probably get ticked off. observe these behaviours and probably get ticked off. Your emotions get you grumbling, making comments Your emotions get you grumbling, making comments to stimulate a change and adding stress to your life.to stimulate a change and adding stress to your life.

But do you take action? Wait. Don’t let your But do you take action? Wait. Don’t let your emotions rule. Instead, observe these behaviours and emotions rule. Instead, observe these behaviours and put a plan in place to find out why the employee is acting this way. There may be a logical reason.

2. Behaviour is situation-based and can vary from one situation to the next. The person who is a star employee in one situation can be dead weight in another. If someone’s performance varies that much, you need to stop and assess the situation to determine what causes the variance.

Does the new task require a giant performance leap? Have you truly given adequate and proper direction? Have you allowed the opportunity to ask questions?3. Behaviour can be flexible, even within a single situation. You give an employee a task and feel he’s on the right path, then you notice things aren’t getting done. Flexible behaviour can indicate a variety of things, including lack of knowledge, lack of motivation, reluctance to change, or other problems that require further investigation.

4. Behaviour is dynamic and always changing. While psychologists may say behaviour patterns are set at a very young age, we continue to change and adjust our behaviour throughout our lives. Family situations, financial crises, physical or mental challenges and something as simple as boredom all affect our behaviour.

Is the once-dynamic employee bored with her job? How about your fantastic team leader? Have you made changes that are negatively affecting his performance?

5. Our behaviour is based on our thoughts and beliefs. Pause for a moment and think back to when you were a teenager. Do you have the same beliefs today? Probably not, particularly if you’re the owner of the business, and you’re trying to motivate your employees to have the same degree of enthusiasm you have. Could anyone but you motivate you when you were a teenager? No. You were motivated when someone inspired you to complete a task or take on a new job.

As a leader, your job is to inspire employees so they have the same vested interest in doing a great job and moving the company forward as you do.Leader, heal thyself first

When you look at these five categories, remember, as the leader, when inappropriate behaviour gets in the way, you own part of the problem. It may be only five percent, but it’s a part. When you tackle behaviour issues, recognize your contribution and deal with it first.

Did you communicate what you wanted clearly? Did you wait to respond to questions for clarification? Are your procedures clear and still appropriate for the changing work environment? Are you an absent leader?

The admonition lead by example is as old as time, but it’s still true. Discover the problem, keep your emotions in check and put a plan in place. Your people need to see you and hear you. Your behaviour has to match what you’re expecting of others.Attitude has many meanings

Make sure you define the problem behaviour correctly. Have you ever grumbled about an employee having a poor attitude? Attitude is an umbrella word. It’s not behaviour. It has many meanings, depending on who’s using the word.

To you, attitude means the employee doesn’t care about his work; to your customer, it means she receives slow service at the counter; and to your employee, it means no one seems to care what he does. In the employee’s mind, the boss’s attitude needs work. Who looks at your behaviour and asks for corrections?

Garth Roberts is a Leadership Coach and Trainer. Reprinted with permission from Troy Media.

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POWERFUL RESUME WRITING TIPS: 10 Steps to Success Resume Writing Tip #1: Gather your background materials. To complete your resume, you’ll need to know your dates of employment at each of your previous jobs and when you went to school. You’ll also need to be able to describe your skills and accomplishments on the job, so put some thought into those areas. Resume Writing Tip #2: Decide on a format. Before you can start writing a resume, you’ll need to decide if the functional or chronological format will work best for you. Remember, you want to put yourself and your abilities in the best light. Resume Writing Tip #3: Put together a general outline. A resume outline will help you get organized and will prevent you from overlooking any es-sential piece of information that should be included. Resume Writing Tip #4: If your resume is targeted at a specific employer or career path, learn all you can about what they need. Spending time on this research will help you with your resume, with the cover letter that goes with your resume, and with the up-coming interview. Make sure you know what qualities will most benefit the employer and think about how your abilities match those qualities. (Read another resume writing tip on how to target.) Resume Writing Tip #5: Plan, plan, plan. Before you actually start writing, spend time

just thinking about how you’ll present yourself in the resume. What is your objective in seeking a job? This objective should serve as a sort of bullseye to structure your resume around. What have been your most significant accomplishments? You’ll want to highlight them. What unique qualities do you bring to an employer? Think in terms of benefits. Also think about the resume design you’ll use, the fonts within, and the resume wording. Resume Writing Tip #6: Start writing, following your outline. Take your time. Use a lot of action words. Be concise. Don’t use “responsibilities included” or “responsible for.” It’s a waste of space. Use bul-lets, rather than long paragraphs. Resume Writing Tip #7: Cut and paste your content into your resume template. There is no reason why your resume must look amateurish. Resume Writing Tip #8: Review, edit, and proofread like a maniac. Two of the biggest resume mistakes are typos or grammatical errors. These er-rors may seem trivial, but they can cost you the interview and ultimately the job. After all, if you can’t be bothered to make sure that your resume is 100% accurate, what guarantee is there that your job performance will be high caliber? Resume Writing Tip #9: Get someone else you trust to look at it. It can be really help-ful to get someone who knows you to look at your resume. Not only are they more likely to catch simple errors, but they may point out strengths you’ve missed or underemphasized. Tell them you want their honest opinion and you’re open to questions. Use their input to clarify your resume. Even if you write your own resume, you may want to think about getting a professional to do a resume critique. Resume Writing Tip #10: Send it out into the world. The more resumes you submit, the more likely you are to get an interview. Don’t put all your eggs in one basket by applying for only one job. And, don’t be afraid to take some risks and apply for a job you’re inter-ested in, even if you don’t quite match all the qualifications. Most employers ask for many more qualifications than they absolutely require.

Hopefully, at least one resume writing tip on this page has given you some food for thought. But don’t stop your train-ing here!

Kathi MacNaughton, a freelance writer and editor, has years of manage-ment and recruitment experience. For tips & advice on writing powerful resumes, see http://www.powerful-sample-resume-formats.com.

Top 10 Resume Writing Tips to Get You the Interview


www.employmentnews.com

E30

08Bob Weinstein is the Managing Editor/New York Bureau Chief at

Troy Media. Reprinted with permission.

During and following the recession, HR staffs and headhunters seriously began to evaluate candidates’ character as a barometer of competence.

And spotlighting character didn’t surprise Mark Jaffe, president of Minneapolis, MN search firm Wyatt and Jaffe.

Top executives are constantly looking for new ways to identify talent, says Jaffe. “The newest fad is looking at candidates’ character,” he says. “HR people think it’s a quick and easy way to get a handle on candidates’ job performance.”

“Corporate heads have learned that candidates’ past accomplishments are not accurate predictors of future success,” he says. Factors that set someone up for success in the past may not be relevant today, because market and job demands are always changing. Mediocre workers in dynamite companies may look far better than they actually are. Or outstanding managers and innovators who happened to be in the wrong company at the wrong time look unimpressive because decision-makers weren’t smart enough to recognize their talents.

It’s all about getting a handle on leadership. Another reason companies are focusing on character is that they’ve yet to get their heads around leadership. Jaffe says that publishers are still pumping out new books about the secrets of leadership, yet they’re still posing the same tired question they asked decades ago: “What makes a great leader?”

Jaffe sees most of the chatter about candidates’ character as meaningless

and irrelevant. “Companies are grasping at straws because they think they figured out how to evaluate character,” he says. When looking for high-level executives, for example, many decision-makers feel it’s essential to check out potential candidates’ lifestyles – where and how they live, and what schools their children attend. That usually involves getting a read on their families. A common practice is taking spouse and candidate out to dinner to observe them in a social setting. The firm’s brass gets to see how the candidate handles him- or herself in potential wheeler-dealer social situations with clients and customers.

Candidates’ table manners count and how the couple conduct themselves in a highbrow restaurant could be a potential deal-breaker. What and how they order are considered telling indicators of class and elegance. What do you think a candidate’s chances are if he orders meat loaf and a glass of tap beer or ordinary table wine instead of the house special of aged filet mignon and a $75 bottle of a 15-year-old pinot noir? Before the candidate shoveled the last chunk of meat loaf into his mouth, the brass had already drawn their conclusions on this socially inept candidate. He’ll never cut it with the firm’s old-line customers.

The candidate’s wife is also being scrutinized microscopically. Heaven forbid she should commit an irredeemable faux pas and order a second and third martini, and slur her words in the bargain. By meal’s end, her spouse will no longer be in the running for the job. By the time the

check is paid, all hiring efforts will have been unofficially aborted. What a pity, too, because the man could have a genius IQ with the potential to add millions to the organizational coffers.

Companies are easily duped when evaluating character. In the ongoing quest of companies to get a handle on candidates’ character, they’re often duped by couples who have mastered the art of fooling corporate bigwigs by turning in Oscar-winning social performances, leaving no doubt that the couple bear the class and elegance of diplomats or royalty. Months later — after the candidate is hired and comfortably situated in a gorgeous corner office — they realize they’ve been had. The candidate is incompetent, and the wife is a con artist. For whatever it’s worth, they deserve a prize for mastering all the superficial social graces necessary to capture a big job. But it’s doubtful that they could pull the wool over the eyes of an entrepreneurial genius wheeler-dealer like Warren Buffet.

No such thing as a perfect candidate. No one is perfect, adds Jaffe. The notion of trying to isolate the perfect candidate by identifying the success traits of super achievers – character being one of them — is ludicrous, he says. “Organizations’ goals ought to be to weed out candidates early in the evaluation process who are conspicuously out of control,” Jaffe explains. “The big mistake companies make is thinking certain character traits are an accurate indicator of competence for all jobs. If you believe that, you might as well use tarot cards or a crystal ball

because there are no standard predictors of success.”

“The only way to look at character as an accurate indicator of job success is to determine which facets of candidates’ character are relevant to the position being filled,” Jaffe adds. “For example, is it honesty, compassion, aggressiveness?”

Jaffe feels that there are many character traits that should be ignored because they’re irrelevant to the job. “If a company is trying to hire a director of sales, does it care if the person is compassionate, or should it concentrate on looking for candidates who are aggressive, persistent, enterprising, resourceful, and that take the initiative?” he asks. “These are the character traits relevant to the job.”

Or if a company is looking for a high-level project manager with international experience, it ought to be looking for a raft of character traits specific to this complicated position. Candidates ought to have chameleon-like personalities and be flexible, adaptable and comfortable working with people from different cultures. Because they’re constantly traveling through time and culture zones, they must constantly be changing gears and adjusting to different business customs and traditions. Any headhunter will tell you that these are tough character traits to find in one person.

Candidates’ character major hiring determinant

By Bob Weinstein


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OTTAWA EMPLOYMENT NEWS - 15 Dec., 2012