Tag Archives: termination

Ask A Recruiter: How to Document Short-Term Jobs on Your Resume

ask_a_recruiterWhen it comes to preparing for a job search, acing interviews, and creating resumes, we know you have a lot of questions. To help answer your job search questions, our very own industry experts at Express Employment Professionals are posting their answers here on the Movin’ On Up blog.

Question
In the first installment of our new series, “Ask a Recruiter,” we’re excited to feature a question from Movin’ On Up reader Amanda.

Amanda asks, “When filling out job applications, should you include short-term jobs and ones that resulted in termination? I would think it looks bad, but isn’t lying on an application frowned upon?”

Answer
It’s important to note that a resume and an application for employment are two very different things. Let’s start with the resume. A resume is your career billboard and should highlight your most significant experiences in regard to the position you’re applying for. In fact, it’s a good practice to tailor your resume for each role you’d like to pursue. The most common resume form in the job market today is the chronological resume, which lists in order the roles you’ve held during your career. If you feel you may have employment gaps on your resume, consider using a functional resume.

Functional resumes focus on your skill sets and experiences, rather than the jobs you’ve held. The functional resume is also a great choice if you’re looking to change fields. And here’s some good news – if you search the internet for functional resumes, you’ll find hundreds of examples at the click of a mouse! Express Employment Professionals has a great example of a functional resume that can help in your job search.

Now, when it comes to the application, it’s very important that you don’t lie! In many organizations, falsifying an application can be grounds for immediate dismissal. So, let’s discuss how to document gaps in employment and short assignments. Before you do anything, consider calling the office and speaking with the recruiter personally. Ask them what they need on the application and what’s necessary for the position. Many times, the recruiter can clarify how they’d like you to proceed. Usually, they will look to see what experience you have that would qualify you for the available position. Of course, no recruiter likes to be surprised by additional information you provide later in the process, so don’t hide your work history.

If a position resulted in termination, it does need to be discussed. You gained vital skills and experiences in the position that could qualify you for the role you’re seeking. To falsify or omit such experience could lead to consequences down the road. The fact is – you’re not the only person out there who has been terminated, and you won’t be the last. Being honest and open about the situation will most likely yield a better outcome than pretending it didn’t happen. Just make sure you’re ready to discuss the termination if you land an interview. Never bad mouth your previous employer, don’t place blame on others, and be ready to share what you’ve learned and how you’ve grown from the experience. Do some homework and try to get letters of recommendation or references from people you worked with at the previous job who can vouch for your character. Remember, honesty is always the best policy.

Thanks for asking, Amanda! And thank you to Joe Paquette from Express for providing the answer!

Do you have a question about the job search, hiring, or recruiting process? Now’s your chance to have your question answered by industry professionals who find, interview, and hire people every day. Ask your question in the comments section below and check back soon to read what our experts have to say!

Movin’ On Up is brought to you by Express Employment Professionals.

How to Survive a Bad Review or Termination

Survive_Termination_April2014Everyone hopes to get a glowing report at their annual performance review, but sometimes, you’re met with more negative feedback than positive. Receiving a bad review doesn’t have to mean it’s time to change jobs or signal the end of your career, though. With the right response, you can survive and even thrive. Just make sure you follow these four tips.

Stay Calm
No one likes being told they’ve made a mistake or done something wrong, and it’s normal to feel upset. However, now is not the time to lose control of your emotions. As The Wall Street Journal explains, “while it’s natural to feel defensive or angry during a bad review, career coaches advise against acting on these emotions to avoid making matters worse.” Remind yourself that the performance review isn’t personal and try to think logically about the situation.

Be an Active Listener
As you push through the emotions, really listen to what your supervisor is saying and take detailed notes. Ask questions to clarify anything you don’t understand during the performance review. If your manager is being more general, ask for specific examples of mistakes, why your actions were incorrect, and what you should have done differently. And, as Marie McIntyre, a career coach and author, told CNBC, “Even if you don’t completely agree, you need to show that you understand.”

Make a Plan
Once the bad review is over and you’ve had time to digest everything, you need to come up with a game plan to address the problems your supervisor pointed out. Think about what behaviors or actions you need to change, how you can address issues before they become problems again, and if you should involve your co-workers in your plan. Also, make sure you take into account what your manager said you should have done. Then hold a follow-up performance review meeting to present the plan to your supervisor and get their approval.

Stick with It
The last part of your response is the most critical, because if you don’t follow through with the needed changes, you will only make things worse. Review your plan often, hold yourself accountable, and request regular feedback from your manager.  As you see things improve, take notes for future meetings and performance reviews. The Wall Street Journal recommends “keeping a detailed journal of your accomplishments. Memos that commend you on your work accomplishments also should be filed.”

Nobody is perfect, so don’t let a bad review get you down. Your response to the review is actually far more telling and important than what you did wrong in the first place. Employers value employees who can accept critiquing, be proactive, and implement changes on their own. So, the next time your performance review doesn’t go how you hoped, seize the opportunity to do more than just survive and show what a great employee you truly are.

Have you had a bad review before? How did you survive? Share your experience and insight in the comment section below.

 

Movin’ On Up is brought to you by Express Employment Professionals.