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Tips for spotting a bad boss in an interview »

Matt Tarpey, CareerBuilder writer interview7


With all the work that goes into applying for jobs and preparing for interviews, it can be easy to forget that convincing the employer you’re right for the job is only half of the purpose of a job interview. Equally important is getting a feel for whether the job is right for you.

With that in mind, one of the most important things you should be looking for in interviews is whether your potential manager is a bad boss. Here’s some advice for spotting a potentially bad boss during the interview process.


Know how you work

The term “bad boss” doesn’t necessarily mean the same thing for everyone. A manager can be perfectly competent yet still be a bad match for you. “It really depends on what you are looking for from a boss,” says Katie Donovan, founder of Equal Pay Negotiations, LLC. “Ask questions about their management style. For example, does he [or] she prefer to give you the overall goal of the project and let you figure out how to get there or does he [or] she like to give detailed project outlines for you to follow? Depending on your perspective, one is a terrible boss and the other is the best thing.”

Asking questions about management style may be somewhat uncomfortable, but it’s just good preparation. It’s better to realize your styles are incompatible during the interview than after you’ve been hired. “An indication of a really bad boss for everyone is someone who gets annoyed that you are asking these things,” Donovan adds.


Personality goes a long way

A lot can be said for having a boss you can relate to on a personal level as well as a professional one. It may seem unimportant, but having similar personalities and values can create better team chemistry. “See if you can make small talk,” suggests Cheryl Rich Heisler, president of Lawternatives. “Do you really want to be reporting in to a boss who can only talk about work 24/7? A well-rounded boss often values that same skill in her direct reports.”

Conversation isn’t the only way to gather useful information. Take a page from Sherlock Holmes by putting your powers of observation and deduction to work. “Get an actual visual on the boss’s working environment,” Heisler says. “Is she a neat-freak? A slob? A chain smoker or a caffeine addict? Are there breakfast and lunch remains still scattered around the desk by dinner time? Little signs can speak volumes about the work culture you may be entering.”


Behind the scenes

Your interviewer’s interactions with co-workers can be a clear indicator that he may be a bad boss. “Pay close attention to the interpersonal dynamics between your potential boss and other employees in the organization,” says Cheryl Palmer, owner of Call to Career. “This is relatively easy to do if you have a panel interview where potential colleagues of yours are interviewing you along with the potential boss.” A boss who steamrolls others’ ideas may be difficult to work with on a regular basis.

It’s also worthwhile to watch how they behave in less formal situations. “Observe interactions that are casual, such as how the potential boss treats others who are just walking down the hallway,” Palmer says. “The interviewer may put his or her best foot forward in the interview, but it is probable that the person will slip up when talking to others in the organization.”


Your attention, please

Employers often pass on candidates who don’t seem enthusiastic enough during the interview. Hold employers to the same standard. “You can tell a lot by the way he or she treats you in the interview,” says Karin Hurt, CEO of Let’s Grow Leaders. “Is the leader giving you undivided attention, or are they distracted, and allowing interruptions?”

There are several ways you can tell the interviewer lacks enthusiasm. “Look for: 1) a lack of interest, which can be demonstrated by asking poor questions, 2) limited preparation for the interview, or 3) poor listening,” suggests Angelo Kinicki, professor of management at the W. P. Carey School of Business at Arizona State University. “Another warning sign is a person who cannot explain the company and department vision, or who does not speak passionately about the company.”

When you get to the interview, take the time to consider what kind of work environment the position would offer you, keep an eye out for red flags, and don’t be afraid to turn down a job offer if it’s not a good fit.


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How to handle 4 different types of interviews »


When it comes to interviews, preparation is everything. In addition to researching the company and preparing answers to likely questions, be sure to ask what form the interview will take. Different formats require you to adopt a different approach.

If you’re invited to a video, phone, panel or group interview, here’s what to expect and how to impress.


The telephone interviewPhone interview (2)

Why use them: Some employers conduct short telephone interviews to screen candidates, checking them against set criteria, while others will carry out entire interviews by phone.

Get ready: Take the call where you won’t be disturbed and minimise background noise. Switch off your computer so you’re not distracted, and make sure your notes are on hand.

How to impress: “You will not be visible, so you cannot communicate anything by your appearance, gestures or body language,” says John Lees, career coach and author of The Interview Expert. “Your voice has to do all the work, including establishing rapport. Speak with enthusiasm. If you’re nervous, take the call standing up and remember to smile – it will help you sound friendly. Most people ramble when they’re nervous, so slow down.”

To build rapport, John suggests referring to the interviewer by name from time to time and engaging in small talk if invited to at the start or end of the call. “Remember, interviewers don’t have visual clues to aid them either. If you need time to answer a question, say so. Unexpected prolonged silences can be worrying.”


The video interview

Why use them: Skype is so widespread (these days all new laptops come with inbuilt webcams), that many recruiters are using video calls in place of telephone interviews.

Get ready: Take the call somewhere quiet where you won’t be disturbed.Make sure your Internet connection is working properly by having a practise call with a friend first. He or she can also give you feedback – are you talking too quickly, too loudly or too softly, perhaps?

Generally, the background should be simple and well lit. (Don’t place the light source directly behind you as it can throw your face into shadow.) Dress smartly but avoid stripes or busy patterns, and keep in mind that white can be draining.

How to impress: Nonverbal clues are important in video interviews, because the recruiter is typically trying to read the candidate’s face to ensure he or she is relating to what’s being said.

“Eye contact is vital,” says Lees. “Look at the camera, not the person shown on the screen. If you forget, stick a Post-it note under the camera as a reminder. Smile, nod your head regularly and use your hands (within reason) as you speak. Sitting upright and leaning slightly forward will show that you’re engaged.”

The group interview

Why use them: Group interviews are a timesaving way for employers to see candidates’ team working and soft skills in action.

Get ready: Prepare several answers to common interview questions. That way, if you’re the fourth person asked the same question, you’ll have something new to say.

How to impress: “If you’re asked to complete a group project, recruiterswant to see that you can work well with others, so make sure you demonstrate that you can collaborate. Don’t talk over others and don’t get angry if someone talks over you,” advises Corinne Mills, managing director of Personal Career Management and author of Career Coach.

“That doesn’t mean you should take a back seat or agree if you have reservations. Employers value strong candidates who can express their ideas. Be persuasive but not forceful.”


The panel interviewStock Traders Conducting Interview

Why use them: Usually reserved for senior roles, panel interviews are a good way for various stakeholders to be involved in the recruitment process. They also reveal how well you cope with high-pressure situations and if you fit in with the company culture.

Get ready: Find out who will be present. Then research each person via a professional networking site or the company website. Knowing who will be there will give you an indication of what questions may be asked.

“A technical expert may want to test your knowledge and awareness of developments in the sector and will ask different questions to a sales or HR manager, for example,” says Mills.

How to impress: Eye contact is vital to build rapport, but facing a row of people can be intimidating. Mills suggests directing your answer to the person who asked the question, and then sweeping your gaze across the rest of the panel so that everyone feels included. It also allows you to read their facial expressions and assess how well your answer is received.

Address each individual by name and ask questions. It’s a great way to engage the whole panel and turn an interrogation into a conversation,” adds Mills.



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Deanna Hartley, CareerBuilder Talent pipeline


A skills gap problem has been growing in Canada, and more than half (56 per cent) of employers say they are concerned about it, according to a recent CareerBuilder survey. One way to help close that gap? By continuously recruiting year-round to be better prepared when positions open up down the road.


But how many employers are actually doing that? Don’t be one of those employers who understands that there is a skills gap, but doesn’t do anything about it. Everyone can benefit from simple workforce planning to ensure they are prepared every time there’s a job opening. defines workforce planning as the “systematic identification and analysis of what an organisation is going to need in terms of the size, type and quality of workforce to achieve its goals.” As we have stated in a previous post: Workforce planning is about creating a database of pre-qualified candidates ready to be contacted and called in to interview, otherwise known as a talent network or talent pipeline.


Having a talent network can play a role in ensuring that you have a continuous supply of the talent you need. 


As Abdel Tefridj, Vice President of Workforce Analytics for CareerBuilder U.S., says: “What you need to do is build a talent community, so that’s where Talent Network can help you. You don’t want to wait until you get a job opening, so just get a talent community and keep them engaged.”



  1.  Reduce drop-off. The bad news: The average application process has an extremely high — 95 per cent — drop off rate, according to Career Site Market Research Study 2012. The good news: It doesn’t have to be this way. Why? Because with CareerBuilder’s Talent Network, candidates can join your talent pool in as little as two clicks, and 70 per cent of them will also leave a resume. It’s smart to make the process easy up front and then leverage Talent Network-optimised technology to stay connected to and engage with the best, most relevant candidates in that pool.


  1.  Re-engage interested candidates. On average, it takes a Talent Network member 52 days from the time they join to the time they submit an application. How do you get them from point A to point B? It’s simple: Candidates who join your talent network want to connect and interact with you over time to inform their career decisions. Meanwhile, our optimised technology works behind the scenes to make sure members automatically receive targeted job alerts when your new positions are posted. It’s actually quite effective if you think about it. Talent Network job alert emails get three times the average email open rate and 10 times the average click-through rate. Re-engaging candidates is so much more effective with always-on recruiting.


  1.  Expand volume. Did you know that as many as 80 per cent of candidates are willing to join a talent community? CareerBuilder has access to data that can tell you when, how and where potential candidates are searching. We can take that intelligence and apply it to your talent network so you can acquire a bigger pool of candidates. Another huge benefit is that it doesn’t matter whether they’re using a desktop or mobile device — our technology allows candidates, wherever they are, to join your talent pipeline in just two clicks. By making it easy for candidates to join, you’re not only expanding your volume of candidates, but you will also be reaching and attracting new candidates you may not otherwise have access to.



1. Consider them a new candidate pool. Think of your members as individuals you may not have been able to capture without the Talent Network exposure.


2. They are more engaged. Thanks to our re-engagement technology, you don’t have to do any extra work — just sit back and watch as branded messaging to Talent Network members keeps them more engaged with your company and your open opportunities.


3. They are a better fit. Don’t you want more relevant candidates looking for the types of job your company needs? With Talent Network, you will have candidates who are already familiar with your company and the types of open positions applying for jobs. Since you engage with them regularly via your Talent Network, they have a better understanding of what to expect from your company.


4. It will save you money. Think of how much you’ll save when you source from Talent Network members — a ready and engaged pool of candidates already at your fingertips — instead of having to post additional jobs and spend more budget.


5. It will save you time. Wouldn’t you like to have a searchable database of interested candidates at your fingertips? Tapping into your Talent Network ensures a quicker time-to-fill since you’ll be leveraging an existing talent pool instead of sourcing from scratch.


Career-Builder-LogoPNGAbout is a leading job site in Canada. Owned by Gannett Co., Inc. (NYSE: GCI), the Tribune Company, The McClatchy Company (NYSE: MNI), powers the career centers for more than 250 Canadian partners that reach national, local, industry and niche audiences. Job seekers visit every month to search for opportunities by industry, location, company and job type, sign up for automatic e-mail job alerts, and get advice on job hunting and career management. For more information about products and services, visit


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6 high-paying careers for artistic personalities »

Matt Tarpey, CareerBuilder writerArt Therapist


If you’re looking for a job that fits your more artistic dispositions, you’ve probably been told to get ready to lower your pay expectations. It’s generally accepted that the pursuit of artistic careers tends to be less lucrative than other fields, but that doesn’t mean you can’t live very comfortably with an occupation that speaks to you creatively.

In his new book, “Your Guide to High-Paying Careers,” author Laurence Shatkin, Ph.D., explains that “artistic” is one of the six personality types identified by John L. Holland, along with five others – realistic, investigative, social, enterprising and conventional. These personalities are often used to categorize individuals, but they can also be applied to occupations. People with artistic personalities prefer working with forms, designs and patterns. They enjoy self-expression and work that can be done without following a clear set of rules, and they usually seek out professions that sync up with these values.

Like people, occupations are far too varied to neatly fit into six perfectly distinct categories, so many are assigned one or two secondary personality types. For example, art directors’ jobs involve a lot of creativity and self-expression, so they’re considered to be primarily artistic. But they also enjoy leading people and carrying projects through, making enterprising a logical secondary personality type. So the personality type associated with art directors is artistic, enterprising.


Below are six high-paying occupations suited for workers with the artistic personality type*:


1. Managers broadcasting and performing arts

Organize, direct, control and evaluate operations within publishing firms, film, theatre and record production companies and broadcasting facilities.

Average Hourly Earnings– $37.58

Personality type – Artistic, enterprising


2. Architects

Conceptualize, plan and develop designs for the construction and renovation of commercial, institutional and residential buildings.

Average Hourly Earnings– $32.64

Personality type – Artistic, analytical


3. Landscape architects conceptualize landscape designs, develop contract documents and oversee the construction of landscape development for commercial projects, office complexes, parks, golf courses and residential development.

Average Hourly Earnings– $32.79

Personality type – Artistic, investigative, realistic


4. Software engineers and designers design, evaluate, integrate and maintain software applications, technical environments, operating systems, embedded software, and information warehouses and telecommunications software.

Average Hourly Earnings– $39.12

Personality type – Artistic, enterprising, realistic


5. Authors and writers plan, research and write books, scripts, storyboards, plays, essays, speeches, manuals, specifications and other non-journalistic articles for publication or presentation.

Average Hourly Earnings– $28.08

Personality type – Artistic, investigative, conventional


6. Graphic designers and illustrators Graphic designers conceptualize and produce graphic art and visual materials to effectively communicate information for publications, advertising, films, packaging, posters, signs and interactive media such as Websites and CD-ROMs.

Average Hourly Earnings– $22.33

Personality type – Artistic, intuitive


7. Graphic Arts Technicians conceptualizing a project, interpreting design specifications or sketches, preparing the page make-up, lay-out and lettering, and preparing production materials for press, electronic or multimedia publishing.

Average Hourly Earnings– $22.19

Personality type – Artistic, creative, technical


Just because you’re artistic doesn’t mean you have to be a starving artist. This list shows that with the proper drive and determination, people with artistic personalities can find a way to turn their passions into a competitive salary.


*Job descriptions and average hourly earnings taken from EMSI Data Analyst, Canada – a CareerBuilder company.


Find jobs | Post your résumé Study finds Nearly Half of Workers Feel Bullied On the Job »

  • 45 per cent of workers have felt bullied at their job Bad boss

  • 1 in 4 have left a job because of bullying

TORONTO November 13, 2014 — From the playground to the classroom, bullies are everywhere – even the workplace. A new study reveals that 45 per cent of Canadians feel they have been bullied in the workplace, with bosses being the most frequent tormenters.

The nationwide survey was conducted online by Harris Poll on behalf of from May 13 to June 6, 2014 and included more than 400 workers across industries and company sizes.

Of those who have been bullied, more than a quarter (26 per cent) have left a job because they felt bullied, yet the same number say they feel bullied in their current position.

“Our results showed that, despite the prevalence of workplace bullying, many workers do not come forward to report it, and many of those who do feel their complaints aren’t heard,” says Mark Bania, Director of CareerBuilder Canada. “Workers should feel comfortable coming forward if they feel they are being bullied, and employers should take these complaints seriously, as they can lead to larger problems that affect not just the individual employee, but the entire organization.”


Defining “Bullying”

From intimidation to insults, bullying occurs in many forms. When asked how they felt bullied, participants gave the following responses:

  • They were falsely accused of making mistakes: 54%
  • The boss or co-workers constantly criticized them: 51%
  • Different standards or policies applied to them that didn’t apply to others: 35%
  • They were the topic of office gossip: 35%
  • Co-workers made belittling comments about them during meetings: 32%
  • The boss yelled at them in front of other co-workers: 24%
  • Others purposely excluded them from projects or meetings: 21%
  • Others picked on them for personal attributes (e.g. race, gender, appearance): 16%
  • Someone stole credit for their work: 15%

Of those who felt bullied at work, at least 2 in 5 (43 per cent) say it was more than a one-time incident.


Identifying the Office Bully

When it comes to the biggest workplace bullies, bosses are number one tyrants (22 per cent), followed closely by co-workers (21 per cent). Fourteen per cent of workplace bully victims say a customer was the culprit, and 10 per cent felt victimized by a higher-up at the company other than their boss.

Half of office bullying victims said their bullies were older than them, and 3 in 10 (28 per cent) said their bullies were younger. Nearly 1 in 5 (22 per cent) were bullied by people their own age.


To Tell or Not to Tell

When it comes to reporting the problem, the majority of office workers chose to keep silent. Only 44 per cent of workplace bully victims reported the problem to HR, and half of those workers said no action was taken to relieve the situation.

More than half of those who say they were bullied decided to take matters into their own hands – to varying results. Twenty-six per cent of workers said the bullying stopped when they confronted their tormenter; however, nearly the same number (27 per cent) also confronted their bully only to see the bullying continue, and another 2 per cent said the bullying got even worse.


Career-Builder-LogoPNGAbout is a leading job site in Canada. Owned by Gannett Co., Inc. (NYSE: GCI), the Tribune Company, The McClatchy Company (NYSE: MNI), powers the career centers for more than 250 Canadian partners that reach national, local, industry and niche audiences. Job seekers visit every month to search for opportunities by industry, location, company and job type, sign up for automatic e-mail job alerts, and get advice on job hunting and career management. For more information about products and services, visit


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Should you accept a promotion without a raise? »

Debra Auerbach, CareerBuilder writerHold-up


There’s no better feeling than getting to the end of a performance review and hearing the words, “You’re getting a promotion!” Actually, there is a better feeling: It’s when those words are followed by, “and a raise!” So when your manager tells you that you’ve been promoted but you aren’t getting a salary bump for now, that emotional high may quickly fall flat.

While it’s common for promotions and raises to go hand in hand, it’s not a guarantee. In fact, according to a 2013 CareerBuilder survey, nearly two-thirds of employers say that a promotion at their company doesn’t always entail a pay increase.

Why? You may have recently received more money, your company may only offer raises at certain times each year, or your firm may not currently have the budget to give raises. Or, perhaps your manager wants to ensure you’re able to meet your new position’s responsibilities before discussing compensation.

Whatever the reason, it can still be disheartening and confusing. But it’s not always a bad thing. If you ask the right questions, practice patience and position yourself for a raise down the line, you’ll find that having the extra responsibility can (usually) work to your benefit.


Have an open conversation with your boss

After the initial surprise and disappointment sets in, you may have a lot of questions for your boss. But don’t go into the conversation with a defensive or accusatory demeanor.

Darrell W. Gurney, career coach and former executive recruiter, says that no matter how you’re feeling, you should first acknowledge your manager for seeing your higher potential. “Then, I’d advise them to ask questions as to why a raise wasn’t included — and listen,” he says. “Think like a business person if their current concern is legitimate. Then, I’d advise them to make a deal with the manager: ‘let’s reconnect on this, after I’ve had a chance to step into this [new role], at 30, 60 and 90 days, OK? Let’s both feel good about this for the long run.’”


Think of it as a show of confidence

Instead of feeling cheated, Gurney says to think of this situation as a step in the right direction; one that, if handled well, can serve to move you forward. “Obviously, if a promotion has been offered, management thinks the individual is more capable than their current role,” Gurney says. “Now, many would then say, ‘Yeah, but they want to get blood out of a turnip if they don’t pay me more.’ And, true, in the long run, one should expect more pay. And yet, just as someone temps-to-hire, if the manager is not necessarily absolutely sure about this, they may want to see some proof in the pudding before doing a salary elevation.”

So, show your boss that you’re worthy of the additional responsibility, and the raise. Put in the extra effort – ask questions, push yourself, and demonstrate leadership – and hopefully it’ll prove to your manager that she made the right decision and should compensate you accordingly.


Consider negotiating for other perks

If your company isn’t able to give raises for financial reasons, then see what else your boss may be able to offer as a show of good faith. “If a promotion is offered, then that means the person did something right,” says David Solomon, founder and CEO of SpringRaise, a website that helps job seekers and workers negotiate better salaries. “If a pay increase truly isn’t feasible, then negotiate for other benefits or perks such as an extra day of vacation, more resources to complete projects, a better workspace, whatever it may be. I also advise them to reserve the right to open an off-cycle conversation about salary adjustment so the expectation is set that the person expects a raise at some point before the next review.”


Be careful about turning it down

You may worry that if you accept the promotion, you’ll fall behind in your compensation, and you’ll never reach the level you’re supposed to be at, unless you leave the company. But don’t be too quick to turn down a promotion you’ve been fighting for, purely due to the lack of compensation. Roy Cohen, career coach and author of “The Wall Street Professional’s Survival Guide,” suggests only considering doing so if the new role will be overly disruptive to your life outside of work.

“Your company may not be able to afford an increase right now or the promotion is happening off-cycle,” he says. “If that is the case, why jeopardize your good reputation by declining what is considered by your managers to be an honor and a reward for your hard work? Regarding negotiation, yes, by all means negotiate … but do so respectfully and with no ultimatums. Focus on the future and a plan for establishing parity.”

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8 tips for juggling part-time jobs »

Debra Auerbach, CareerBuilder writer Part time jobs


Working any type of schedule can require some juggling between your job and your other personal or professional commitments. This is especially true for workers who are employed in multiple part-time jobs. Not only do they have to balance work with their personal life, but they have to manage and coordinate various workloads and schedules.

Some workers take on multiple part-time jobs by choice; they like the variety and the idea that no day is ever the same. Others find themselves working several jobs out of financial necessity.

Whatever the reason, finding a way to juggle each job and be successful while doing so can pose challenges. Hear what career experts, as well as people who’ve dealt with such a work schedule, have to say about how best to juggle multiple jobs.


1. Stay local

Isaura Gonzalez, licensed clinical psychologist, board certified coach and CEO of Hudson Psychological in Staten Island, NY, says that if you need to work multiple jobs, try to stay within an easy commute when possible. “It helps reduce stress, frustration and maximizes the amount of time you are using.”

2. Maintain a schedule

“Maintaining a schedule is crucial when multitasking or multi-working, Gonzalez says. “When [and] where you have to be becomes a blur and confusing when you are bouncing around from location to location.” Gonzalez suggests using a weekly appointment calendar with 15 minute time slots. “Using highlighters to mark different locations [and] jobs helps tremendously [in] keeping things organized.”

3. Make a checklist

Another helpful organizing tool is as easy as having a pen and pad of paper. “Balancing two or more jobs gets distracting, which can make it easy to forget tasks,” says Erik Episcopo, a career adviser and resume expert at Resume Genius. “Organization is key to successfully juggling part-time jobs. Begin each day by writing a checklist of things that need to get done for each job.”

4. Choose jobs strategically

Molly Celaschi, executive director at Malena Public Relations, says, “Keep various jobs different if you get bored easily, need a challenge, want a varied skill set or are considering a career change. Or, keep the jobs in the same field if you want to specialize in one field and gain experience and knowledge the fastest.”

5. Communicate effectively

If you’re working in a consulting or freelancing role and are juggling multiple clients, you may want to make it seem as though each client is the only one that’s getting your attention. But, you’re usually better off being transparent, so you can manage expectations as needed. “I think the most important part of balancing multiple jobs is being communicative with your clients [and] employers,” says Lynn Maleh, writer, editor and creative consultant. “Make sure they know you have other projects going on, and always give yourself more time than you think you need for completing projects. I prefer to undershoot than overshoot.”

6. Resist overlap

“Eliminate overlap,” Celaschi recommends. “Do not work two jobs at the same time, i.e., be logged in online to a telecommuting job while sitting in the office for another position. It’s not in the company’s best interest, or yours. You’ll mix projects and make errors.”

7. Take breaks

“Ending a shift just to start another right after can be demoralizing,” Episcopo says. “That’s why it’s important to schedule a three or four hour period between shifts to allow you some time to take a breather, get something to eat or even take a reenergizing nap.”

8. Set limits

You may think that the more jobs you take on, the better off you’ll be, but if you stretch yourself too thin, you’ll end up burning out and may even jeopardize the quality of the work you produce. So, it’s important to set some boundaries. “Set limits often and redefine as necessary. Otherwise, you will be overextended on your time, leaving you open to frustration and stress,” Gonzalez says.


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New Survey: Employers Share Most Memorable Lies They’ve Caught on Resumes »


TORONTO – 22 October 2014 – Job seekers know how important it can be to make a good first impression, and some are even willing to bend the truth in order to succeed. Over half (55 per cent) of Canadian employers say they’ve caught a lie on a resume, and 40 per cent of these employers say they’ve been catching more lies post-recession.

The Canadian national survey was conducted online by Harris Poll on behalf of from May 13 to June 6, 2014 and included more than 400 hiring managers and human resource professionals and more than 400 workers across industries and company sizes.


The Review Process

Job seekers may not realize how much their resumes are likely to be scrutinized by prospective employers. While 34 per cent of employers say they take less than a minute reviewing each resume for a job they’re hiring for, 30 per cent take between a minute and less than 2 minutes, and 36 per cent spend at least 2 minutes with each resume.

Additionally, 90 per cent of employers say that, on average, more than one person looks at a candidate’s resume, including 61 per cent who say resumes are viewed by at least 3 people.

Over a quarter (28 per cent) of employers say they typically receive fewer than 25 resumes for an open position, while 31 per cent receive between 25 and 50. Twenty-seven per cent get between 51 and 100 resumes, and 14 per cent say they usually receive over 100.


Fitting the Crime

Employers are split on whether lying on a resume is grounds for immediate dismissal, with 52 per cent saying they don’t automatically take a candidate out of the running. Forty per cent of employers said it would depend on what the lie is, and 15 per cent said they’d overlook a lie if they like the candidate enough.

“Our data shows that, while some employers may be willing to look past some lies, job seekers who are dishonest on their resumes run a significant risk,” says Mark Bania, Director of CareerBuilder Canada. “Employers are looking for people they can trust and depend on. Keep your resume accurate, and emphasize relevant skills you’ve developed through actual work experience.”


Common Lies

Among those employers who have caught lies on resumes, the most common ones seen include embellished responsibilities (60 per cent) and skill sets (57 per cent), followed by previous job title (42 per cent) and dates of employment (36 per cent). Candidates have also tried to sneak in lies about the companies they’ve worked for (30 per cent), academic degrees (30 per cent) and accolades and awards (21 per cent).


Uncommon Lies

Some people get a little bolder with their fib-telling. When asked what was the most memorable lie they’ve caught on a resume, employers responded:

  • A 32 year old applicant with 18 years of experience on resume.
  • Applicant said he worked at a company for 2 years. He worked there for 2 days, got fired, and was unemployed for 2 years.
  • Applicant claimed responsibility for fundraising $750K when only $500K is accounted for.
  • Applicant claimed to have “attention to detail” and spelled “attention” incorrectly.
  • Applicant faked an entire academic profile with supporting documents, all of which were faked.
  • Applicant said he was Prime Minister during ‘90s.
  • Applicant claimed to have been in the Marine Corps, despite living his whole life in Canada, where there is no Marine Corps.
  • Applicant said he had been a VP at Microsoft in 2010. He didn’t graduate university until 2012.
  • Applicant got his name wrong between the cover letter and resume.
  • Applicant claimed to have worked for the Olympic Committee.


Survey Methodology

This survey was conducted online within Canada by HarrisPoll on behalf of among 431 Canadian hiring managers (employed full-time; not self-employed; non-government) and 422 Canadian employees ages 18 and over between May 13 and June 6, 2014 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 431 and 422 one could say with a 95 percent probability that the overall results among Canadian employees have sampling errors of +/-4.71 and +/-4.77 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.


Career-Builder-LogoPNGAbout is a leading job site in Canada. Owned by Gannett Co., Inc. (NYSE: GCI), the Tribune Company, The McClatchy Company (NYSE: MNI), powers the career centers for more than 250 Canadian partners that reach national, local, industry and niche audiences. Job seekers visit every month to search for opportunities by industry, location, company and job type, sign up for automatic e-mail job alerts, and get advice on job hunting and career management. For more information about products and services, visit

Stopping the spread of your boss’s bad behavior »

Susan Ricker, CareerBuilder writer


Not all bosses are horrible, but many bosses have horrible moments. Times when their budgets have gotten out of control, their staff is acting irresponsibly or projects have gone off track. Some bosses are better at holding in their anger or frustration, but others can act like loose cannons and fire off rants and tirades at the slightest problem. This management style can become especially burdensome when it turns commonplace at work. Soon employees began to imitate this negativity or censor their ideas.


Fortunately, there’s a way to stop the toxic environment.“You can help stop the spread of this bad behavior by the way you interact with your bad boss,” says Dr. Noelle Nelson, author of Got a bad boss? Work that boss to get what you want at work.” She says, “When a supervisor creates a hostile atmosphere in the workplace, employees are not able to come up with their best work, much less innovative ideas. Just as one bad apple spoils the entire barrel, a bad boss can spoil the entire team.”


So, how can you stop the spread of your boss’s bad behavior?


Be the change you wish to see

If you’re capable of spotting your boss’s inappropriate conduct, you’re already on the way to changing the office’s environment. The key is to recognize these actions and reject them, instead opting for positivity and assurance. “To stop this spread, workers need to go against their natural responses,” Nelson says. “We tend to model the behavior of those in front of us. If the boss is modeling bad behavior, then people that report to him allow themselves to show their worst instead of their best. If the boss encourages yelling and is always irritable, employees will follow.”


But you don’t have to let this happen to you. Nelson says, “Instead of accepting your boss’s hostile attitude, turn it around. See yourself as helping with your boss’s success, which will help advance your own career. Make a conscientious effort to not let your bad boss get to you.”


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Instead, find ways to help your boss get to a better place. “If your boss is always blaming others – particularly you – when things go wrong, be his or her problem-solver,” Nelson says. “Don’t let this insecure finger pointer cause you to start yelling at your colleagues. Stay calm and immediately offer to help. Then follow through. Eventually, your boss will see you as a much-needed ally to make him or her look good, which is what most bad bosses want in the first place. The temperature of the workplace will go down.”


Co-workers and bosses in particular are apt to overreact when the situation already feels out of control. By keeping the emotional climate in a steadier place, along with assisting when things get tough, you can help stop the spread of your boss’s bad behavior and even unleash a better boss.


“Most people are essentially good and want to do their best at work,” Nelson says. “Sometimes, they just get caught up in a negative work culture.”


Find jobs | Post your résumé and EMSI Reveal the Most Concentrated Industries by Metro »

Ever feel like the jobs you’re looking for are all located in another city? To help workers get an idea of where the jobs are, Job or and Economic Modeling Specialists Intl. looked at some of the most concentrated industries for each of the top ten most populous metropolitan areas in Canada.


A region’s location quotient, which is a measurement concentration, provides a representation of what industries are unique to a given region. Location quotient is found by taking the percent of the total employment in the region an industry makes up and dividing it by the percent of total national employment the industry makes up. So, hypothetically, if bakeries made up 10 percent of employment in Toronto, and 5 percent of employment at the national level, the location quotient for bakeries in Toronto would be 2.


The higher the location quotient, the more concentrated the industry is in that area. A location quotient of 1 means the industry is exactly as concentrated in the selected region as it is nationally (i.e. the industry isn’t particularly unique to the region), and a location quotient of 2 means it’s twice as concentrated locally as it is nationally.


“Much like vibrant local cultures, Canada’s biggest cities are each home to a local economy that is uniquely theirs,” said Mark Bania, Director of CareerBuilder Canada. “These variations help drive economic growth, foster innovation through specialization, and can even factor into the local culture and personality.”


Toronto, ON

  1. Funds and other financial vehicles
  • Location Quotient – 2.75
  • 2014 Jobs – 3,604
  1. Data processing, hosting, and related services
  • Location Quotient – 2.63
  • 2014 Jobs – 8,849
  1. Securities, commodity contracts, and other financial investment and related activities
  • Location Quotient – 2.23
  • 2014 Jobs – 47,604
  1. Personal and household goods merchant wholesalers
  • Location Quotient – 2.05
  • 2014 Jobs – 37,939
  1. Motion picture and sound recording industries
  • Location Quotient – 1.85
  • 2014 Jobs – 10,611


Montreal, QC

  1. Clothing manufacturing
  • Location Quotient – 3.07
  • 2014 Jobs – 7,006
  1. Personal and household goods merchant wholesalers
  • Location Quotient – 2.64
  • 2014 Jobs – 31,810
  1. Motion picture and sound recording industries
  • Location Quotient – 2.08
  • 2014 Jobs – 7,800
  1. Electrical equipment, appliance and component manufacturing
  • Location Quotient – 1.84
  • 2014 Jobs – 7,937
  1. Textile mills
  • Location Quotient – 1.76
  • 2014 Jobs – 1,530


Vancouver, BC

  1. Water transportation
  • Location Quotient – 3.92
  • 2014 Jobs – 3,481
  1. Air transportation
  • Location Quotient – 2.46
  • 2014 Jobs – 13,225
  1. Warehousing and storage
  • Location Quotient – 1.92
  • 2014 Jobs – 6,031
  1. Motion picture and sound recording industries
  • Location Quotient – 1.81
  • 2014 Jobs – 4,231
  1. Data processing, hosting, and related services
  • Location Quotient – 1.73
  • 2014 Jobs – 2,365


Ottawa, ON

  1. Monetary authorities – central bank
  • Location Quotient – 18.86
  • 2014 Jobs – 1,718
  1. Federal government public administration
  • Location Quotient – 7.93
  • 2014 Jobs – 120,465
  1. Computer and electronic product manufacturing
  • Location Quotient – 2.47
  • 2014 Jobs – 6,411
  1. Heritage institutions
  • Location Quotient – 1.75
  • 2014 Jobs – 1,574
  1. Postal service
  • Location Quotient – 1.62
  • 2014 Jobs – 4,735


Calgary, AB

  1. Oil and gas extraction
  • Location Quotient – 10.27
  • 2014 Jobs – 29,860
  1. Pipeline transportation
  • Location Quotient – 9.66
  • 2014 Jobs – 2,895
  1. Petroleum and petroleum products merchant wholesalers
  • Location Quotient – 4.84
  • 2014 Jobs – 3,360
  1. Support activities for mining, and oil and gas extraction
  • Location Quotient – 3.98
  • 2014 Jobs – 18,562
  1. Rail transportation
  • Location Quotient – 2.27
  • 2014 Jobs – 3,919


Edmonton, AB

  1. Pipeline transportation
  • Location Quotient – 5.09
  • 2014 Jobs – 1,448
  1. Support activities for mining, oil and gas extraction
  • Location Quotient – 3.17
  • 2014 Jobs – 14,045
  1. Heavy and civil engineering
  • Location Quotient – 2.77
  • 2014 Jobs – 19,833
  1. Rental and leasing services
  • Location Quotient – 1.94
  • 2014 Jobs – 5,587
  1. Petroleum and coal product manufacturing
  • Location Quotient – 1.86
  • 2014 Jobs – 1,668


Quebec, QC

  1. Provincial and territorial public administration
  • Location Quotient – 4.24
  • 2014 Jobs – 31,886
  1. Insurance carriers and related activities
  • Location Quotient – 2.83
  • 2014 Jobs – 15,488
  1. Furniture and home furnishings stores
  • Location Quotient – 1.44
  • 2014 Jobs – 2,762
  1. Electrical equipment, appliance and component manufacturing
  • Location Quotient – 1.40
  • 2014 Jobs – 1,334
  1. Transit and ground passenger transportation
  • Location Quotient – 1.39
  • 2014 Jobs – 4,611


Winnipeg, MB

  1. Rail transportation
  • Location Quotient – 5.24
  • 2014 Jobs – 5,163
  1. Farm product merchant wholesalers
  • Location Quotient – 3.80
  • 2014 Jobs – 1,231
  1. Securities, commodity contracts, and other financial investment and related activities
  • Location Quotient – 2.35
  • 2014 Jobs – 7,453
  1. Insurance carriers and related activities
  • Location Quotient – 2.12
  • 2014 Jobs – 11,877
  1. Air transportation
  • Location Quotient – 1.97
  • 2014 Jobs – 3,846


Hamilton, ON

  1. Primary metal manufacturing
  • Location Quotient – 6.32
  • 2014 Jobs – 7,034
  1. Building material and supplies merchant wholesalers
  • Location Quotient – 2.11
  • 2014 Jobs – 5,119
  1. Couriers and messengers
  • Location Quotient – 1.95
  • 2014 Jobs – 1,818
  1. Fabricated metal product manufacturing
  • Location Quotient – 1.55
  • 2014 Jobs – 4,655
  1. Ambulatory health care services
  • Location Quotient – 1.50
  • 2014 Jobs – 12,906



Kitchener, ON

  1. Computer and electronic product manufacturing
  • Location Quotient – 8.56
  • 2014 Jobs – 8,816
  1. Insurance carriers and related activities
  • Location Quotient – 2.98
  • 2014 Jobs – 10,112
  1. Transportation equipment manufacturing
  • Location Quotient – 2.70
  • 2014 Jobs – 7,331
  1. Fabricated metal product manufacturing
  • Location Quotient – 2.60
  • 2014 Jobs – 6,497
  1. Motor vehicle and motor vehicle parts and accessories merchant wholesalers
  • Location Quotient – 2.51
  • 2014 Jobs – 2,533


EMSI.jpgAbout EMSI

Economic Modeling Specialists Intl., a CareerBuilder company, turns labor market data into useful information that helps organizations understand the connection between economies, people, and work. Using sound economic principles and good data, EMSI builds user-friendly services that help educational institutions, workforce planners, and regional developers build a better workforce and improve the economic conditions in their regions. For more information, visit


Career-Builder-LogoPNGAbout is a leading job site in Canada. Owned by Gannett Co., Inc. (NYSE: GCI), the Tribune Company, The McClatchy Company (NYSE: MNI), powers the career centers for more than 250 Canadian partners that reach national, local, industry and niche audiences. Job seekers visit every month to search for opportunities by industry, location, company and job type, sign up for automatic e-mail job alerts, and get advice on job hunting and career management. For more information about products and services, visit


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