Tag Archives: resume

Articles for job seekers

No — I Won’t Supply My References Before The First Interview

https://www.forbes.com/sites/lizryan/2017/03/31/no-i-wont-supply-my-references-before-the-first-interview/

I agree. I think this practice runs the risk of companies contacting references without the candidate preparing them for what to emphasize (always within their ability to ethically do so!), or even giving notice. References are job search treasure, and must be cherished and protected. It also has the potential to be a sneaky way for companies to gather other names of people to solicit for employment. And depending on how long you’ve been employed, you may want to customize the reference list you give depending on the interview and the directions taken while you were there.

And I’m only semi-cynical in predicting this, but at some point I can see health testing, even DNA testing… all as a condition of being considered for employment. DNA testing brings to mind this cartoon:

Job Search Humor Cartoon

https://davidhuntpe.wordpress.com/2013/07/23/job-search-humor-cartoon/

And yes, I have this gene.  (Some would doubtless opine a deplorable excess thereof…)

4 Behavioral Interview Questions That Reveal What a Job Candidate Is Really Like

http://www.inc.com/jeff-haden/4-behavioral-interview-questions-that-uncover-what-a-job-candidates-is-really-li.html

Insights from the interviewer’s playbook. Good stuff. Related:

5 Non-traditional Interview Questions That Can Help You Select the Best Candidate

http://blog.concordepersonnel.com/2011/08/5-non-traditional-interview-questions-that-can-help-you-select-the-best-candidate/

With respect to the fourth question specifically: while the question itself is quite legitimate and can lead to great insights, I believe the implicit assumption that if the candidate can’t think of anything then the candidate is assumed to be the one with the problem, is not legitimate. I call BS. There are, sadly, some very bad people in management out there (recall the “conventional wisdom” that people leave managers, not companies) – to de facto assume that problems always reside with the employee, and never with the person’s manager (or the company in general), is naïve. And another question, which I think is actually a very good one, so prepare:

How You Answer This Interview Question Reveals Your True Character

https://www.inc.com/betsy-mikel/1-interview-question-that-cuts-through-the-bs-to-reveal-someones-true-character.html

Anyone can “song and dance” their way through an interview and shine. This is a “penetrating” question and gets to a person’s character. I like it; one can train for skill, one can inspire and motivate for attitude… but one cannot implant ethics, integrity, or basic character (at best one can get someone to stick to the “letter of the law” out of fear of punishment, but GOOD behavior and GOOD character – that’s inherent in a person). And it’s actually a good question to ask of a hiring manager too!!

How A Story Database Will Make You More Persuasive

https://www.forbes.com/sites/rogerdooley/2017/04/03/story-database/

Written for sales, but also vital for job seekers. Stories ENGAGE not just factually, but EMOTIONALLY. The trick is to get in front of someone – a human! – who is willing to have a conversation and listen to your stories… and also have the perception to jump to what your background and stories could do for them.

The tech that hiring managers are using to screen all of your social media posts

http://www.cnbc.com/2016/10/14/the-tech-that-hiring-managers-are-using-to-screen-all-of-your-social-media-posts.html

I wonder… this could be a good software for someone to purchase, and then have people pay to screen their SM presence. And I have to wonder – I don’t have a FB account. Does that affect me positively, or negatively? I do find this to be a “catch-22”: too much SM presence, and that’s bad, too much of the “wrong” content, that’s bad, not enough or even if you’re not on SM altogether, that’s bad too. In my first essay on this, I came up with a quote which I think very much applies to vetting people through their SM presence:

“Hiring managers and human resources people search the internet for indications about a candidate’s personality, character, opinions, and human failings – and then are shocked and horrified to discover candidates have personalities, characters, opinions, and human failings.”

Consulting Firms: Strike back & stir the pot

http://www.asktheheadhunter.com/10485/consulting-firms

Always good stuff from Nick Corcodilos! 

Networking Tips for Awkward People

https://www.linkedin.com/pulse/networking-tips-awkward-people-jenny-hill-cplp-ctdp

Good overview thoughts. Especially if, like many technically-oriented people, you tend to not be comfortable in social settings.

7 Toxic Traits Of A Bad Employer

https://www.linkedin.com/pulse/7-toxic-traits-bad-employer-j-t-o-donnell

I’ve said this before: if you have time, search on LinkedIn for people who used to work at the company, and see if they’ll answer some questions. Also, if you are a member of related professional societies, ask around. Companies develop reputations. And if you know some good recruiters in the space, they also can be a good place to get off-the-record scuttlebutt. (One recruiter I know told me about a company they’d FIRED as a client because of all the negative feedback about the company they’d received from potential candidates – one of whom actually said “I’d rather be homeless than work for that place.”) 

9 Scary Reasons Overqualified Job Seekers are Rejected

https://jobmob.co.il/blog/reasons-overqualified-job-seekers-are-rejected/

Which only highlights the value of networking in and having conversations with decision-makers. Get to someone who can see beyond the scariness of someone “overqualified” to what you could do for them. And at the risk of shameless self-promotion, consider changing the rules of the game entirely with these thoughts:

The “O” Word 2

https://davidhuntpe.wordpress.com/2013/12/26/the-o-word-2/

Don’t Overshare: What Not to Say During a Job Interview

https://www.recruiter.com/i/dont-overshare-what-not-to-say-during-a-job-interview/

It used to be, with people building careers at one company over decades, that friendships formed with so much time spent with the same people for so long. (Aside: growing up, my parents would often hold dinner parties; guests were, very regularly, co-workers from either – sometimes both – of my parents’ places of work… even in my next-generation case, some of my still-close friends come from former employers). In interviews “back then”, personal details would come out in anticipation of that long-term relationship. That’s done and in-the-past these days. Today, always ask yourself if the details you are about to share really are their business (and, potentially, could be things held against you for employment purposes, or as potential “leverage” against you should you join).

The most important trait for a successful job search

https://www.linkedin.com/pulse/most-important-trait-successful-job-search-bob-mcintosh-cprw-mbti

An absolutely key ingredient.

 

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I am a senior-level Mechanical Engineer with, primarily, a background in plastics where I started my career. I am seeking a full-time engineering role, ideally in medical devices or defense, from Burlington MA to Concord NH, as a:

  • Plastics Design Engineer / Project Engineer
  • New Product Introduction / Design-Manufacturing handoff
  • Cost Reduction “Tiger Team” Engineer
  • Manufacturing / Process Engineer

For those interested, you can see some target companies on my blog:

Target Companies

https://davidhuntpe.wordpress.com/target-companies

And please do look at my portfolio of things I’ve done, and topical (i.e., engineering / manufacturing) essays I’ve written:

Portfolio

https://davidhuntpe.wordpress.com/portfolio/

And lastly, I do urge you to “Pay it forward” yourself. I don’t NEED to post articles, job leads, etc. I WANT to do it because it’s a way to help people. Character matters. As I said in my essay:

The Hairs-Breadth Challenge

https://www.linkedin.com/pulse/hairs-breadth-challenge-david-hunt-pe

“Life is about helping people; if you aren’t elevating others, you’re diminishing yourself.”

Articles for Job Seekers

10 CV Mistakes That Put Employers Off Your Candidates 

http://theundercoverrecruiter.com/cv-employers-candidate/

It never hurts to keep fundamentals in mind.

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9 Killer Questions Candidates Ought to Ask the Interviewer

http://theundercoverrecruiter.com/9-killer-questions-candidates-ought-ask-interviewer/

All good; I would like to stress #6. At one job I had, the person who led the interview process, who called to extend the offer, and to whom I thought I reported – was NOT my actual direct supervisor / manager. And even after I attempted to engage the thought-he-was-my-boss person to firm up a six month plan with priorities, it was NOT made clear to whom I actually reported for a good couple of weeks. 

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What Parking Says About Your Character

https://www.linkedin.com/pulse/what-parking-says-your-character-adam-vasquez

I have mixed feelings about this. On one hand, this has the potential to be indicative of character and I do see the argument. On the other hand, this has the feeling of “reading tea leaves”; i.e., if they WANT to find something wrong (or good) about you, they can. IMHO, ultimately, this is much too subjective and open to interpretation. But do be aware that you are potentially being watched and evaluated even before you go in… and potentially as you drive in. You never know that the person you cut off (or worse, flip off!) might be the hiring manager coming back from lunch! 

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How to get to love networking

http://40pluscareerguru.blogspot.com/2014/09/how-to-get-to-love-networking.html

It doesn’t HAVE to be scary. 

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Employer Unfairly Blacklisted An Employee. Here’s What Happened… 

https://www.linkedin.com/pulse/employer-unfairly-blacklisted-employee-heres-what-j-t-o-donnell

The problem is that it’s almost never this obvious (or contestable). One recruiter I know well, who has placed me in multiple interviews over the years, said that MOST of this happens at HR society meetings. He described several as nothing more than verbal sessions of “Don’t hire X, Y, or Z.” This is a problem! And I disagree with J.T.’s observation that most companies understand it’s partially both employer and employee… from both my readings AND from experience, the potential employer gives full weight to the other employer, and very little credence to the candidate’s side of things. 

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I Would Never Have Taken This Job If I’d Known About The Hours

https://www.forbes.com/sites/lizryan/2017/03/29/i-would-never-have-taken-this-job-if-id-known-about-the-hours/

60 seems to be the new 40, hours-at-work-wise. And 70 is the new 100, salary-wise. IMHO this is not sustainable. And I find it interesting that the “conventional wisdom” is NOT to ask about typical work hours… for fear of branding yourself as a 9-to-5 type, but Liz recommends asking specifically. Let me be clear: no professional objects to crisis OT – it’s part of the territory. But if you need to work 60 hours a week to get your regular job done… something is very, very wrong.

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How to make age less of a factor in your job search

https://www.linkedin.com/pulse/how-make-age-less-factor-your-job-search-stacey-a-gordon-mba

Read the comments; some very penetrating insights, comments, and questions about / objections to the article. 

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Avoid This Salary Negotiation Mistake

https://www.linkedin.com/pulse/avoid-salary-negotiation-mistake-j-t-o-donnell

Not only some straight advice, but a bunch of video snippets too. Related to salary: 

Doing the Salary “Dance” in Job Interviews

https://www.job-hunt.org/job_interviews/interview-salary-dance.shtml

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The value of employee loyalty revealed

http://recruitingtimes.org/news/18417/value-employee-loyalty-revealed/

The irony is… loyalty needs to go – MUST GO! – both ways, and IMHO must be shown TO the rank-and-file before people reciprocate. 

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5 Steps to Take When Using LinkedIn to Network for a Job

https://www.recruiter.com/i/5-steps-to-take-when-using-linkedin-to-network-for-a-job/

Some great advice on using this tool. 

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Answering Tough Interview Questions: What Kind of Tree Would You Be?

http://www.experisjobs.us/exp_us/en/career-resources/career-info-center/tough-interview-question-what-tree.htm

If someone actually asked me this question, depending on how much I wanted the job, I’d counter with:

  1. “And how does this pertain to my ability to do the job here?”
  2. “One of those moving trees from the ‘Lord of the Rings’ – Huorns – because I’m walking out of here.”

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Don’t Make These Body Language Mistakes!

http://theundercoverrecruiter.com/body-language/

While body language IS important, the more obsessed over it you become, the less you will be perceived as genuine.

 

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I am a senior-level Mechanical Engineer with, primarily, a background in plastics where I started my career. I am seeking a FT engineering role, ideally in medical devices or defense, from Burlington MA to Concord NH, as a:

  • Plastics Design Engineer / Project Engineer
  • New Product Introduction / Design-Manufacturing handoff
  • Cost Reduction “Tiger Team” Engineer
  • Manufacturing / Process Engineer

For those interested, you can see some target companies on my blog:

https://davidhuntpe.wordpress.com/target-companies/

And please do look at my portfolio of things I’ve done, and topical essays I’ve written (including two that were republished by the Society of Plastics Engineers!):

https://davidhuntpe.wordpress.com/portfolio/

Given my accomplishments, i.e., proven examples of saving money, developing new products and processes… what could I do for you?

 

Resume question…

I’m still on a job search.  Sigh.  (My not-exhaustive list of target companies/industries.)

I’m revamping my resume and want to add hotlinks to the Word document so that people can click on them and get directed to items on my portfolio.

My question is this.  How to capture the hotlink.  I can:

  1. Have the bullet for my accomplishment bullet points be a special icon that looks like a link.
  2. Embed the hotlink in the text of the bullet point.
  3. Add an “link” icon, or the work Link, at the end of the bullet point.

What do you think?

Updated Resume/CV

If you read my About Me page, you know I’m seeking full-time, direct-hire employment.  To that end I’ve just updated my Resume/CV (Word file) and hope that you’ll take a look – and have an idea or two on companies for me to target.  My ideal position is a Senior Product Development Engineer role in either medical devices or in defense.

Thanks for your attention, and have a wonderful weekend.

David