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How emotional intelligence affects work success »

By Kaitlin Louie, OnlineDegrees.com

 Emotional Intelligence

Daniel Goleman published the book “Emotional Intelligence.” In it he investigated the idea of emotional intelligence through studies and research of his own, and discovered that emotional intelligence – that is, the ability to manage one’s own emotions and perceive others’ feelings – has an equally (if not more) powerful effect on career success as conventional intelligence. In fact, according to the University Consulting Alliance, Goleman found that 67 percent of all abilities associated with strong job performance were related to emotional intelligence.

 

Why do emotions have such a powerful impact on our behavior and professional performance? The main reason, and one that you might not expect, is that even the decisions we believe are utterly rational still have a strong emotional element. As Mark Craemer of the University Consulting Alliance explains, “What portion of the decisions you make at work are emotional versus rational? Most people say 20 percent or less. In fact, we decide 100 percent of everything emotionally and then spend hours, weeks or months underpinning these decisions with logical justifications.”

 

Does the fact that emotions underpin pretty much all of our decisions mean that we can’t make wise choices? Not in the slightest. In fact, if you can learn how to harness the power of your emotions and use them to enhance your thought processes and decision making, the result can be positive.

 

Emotional intelligence in the workplace

In his article for the Harvard Business Review, Goleman described the five key components of emotional intelligence he believes are essential to professional success: self-awareness, self-regulation, motivation, empathy and social skills. According to Goleman, while IQ and technical skills do matter as “entry-level requirements for executive positions,” these five skills that constitute emotional intelligence are essential for leadership success. “Without it, a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader,” he writes.

 

Below are the definitions of these essential elements of emotional intelligence, and explanations on how you can foster these abilities in yourself.

  • Self-awareness is the ability to recognize and comprehend one’s emotions, motivations and changing moods, as well as the effect that one’s emotions have on other people. Cultivating self-awareness can often begin with simply taking stock of how you feel and act throughout the day, and also asking yourself how your actions and moods correspond to other people’s reactions to you.
  • Self-regulation is the ability to control – and in some cases even productively channel – negative and/or disruptive emotions and impulses. Self-regulation also necessitates thinking before acting, and making a habit of suspending judgment on others in order to fairly evaluate the people and situations one encounters daily.
  • Motivation is defined as the drive to work for reasons that transcend money or status. True motivation comes from a desire for wholly internal rewards, such as fulfillment from learning, pursuing a genuine interest or from positively impacting other people around you.
  • Empathy is simply the ability to understand the emotions, moods, and dispositions of other people and to tailor one’s actions so as to optimize interactions with different individuals.
  • Social skill is the ability to build and maintain social networks and strong individual relationships with others. This often entails having some of the other skills outlined above, such as empathy and self-regulation.

Successfully managing one’s emotions in the workplace does not mean suppressing these emotions. Doing so only results in an increased likelihood of an emotional outburst later down the road.

 

Instead of bottling in emotions, try acknowledging your feelings while reframing your thoughts to stay positive even in trying situations. For example, if you get reprimanded at work, acknowledge that you feel less than awesome, but also tell yourself truthfully that this the situation is a great learning opportunity, not only in terms of your work product, but also in terms of navigating conversations with your supervisor. While you maintain optimism, try assessing how the emotions you feel relate to your interactions with other people. Do your most unpleasant interactions correspond to the days when you feel most stressed and/or resentful? Do people connect with you better when you have a more positive outlook on a given day?

 

Building this awareness can not only help you thrive in a corporate setting and enjoy happiness in the workplace, but also lead to a more effective and satisfying life in general.

 

Kaitlin Louie writes for OnlineDegrees.com. This article was originally published on OnlineDegrees.com.

 

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How to prepare for and conduct a great phone interview »

Robert Halfbusiness woman with a computer laptop and phone

As a manager, telephone interviews are the go-to method for narrowing your list of candidates and moving on to face-to-face interviews. A phone interview is short and preliminary, so that makes it pretty simple, right? Not so fast. If you’re not properly preparing for a phone interview with job applicants, you could be wasting time and passing up on top-tier talent. Here are some quick tips for conducting a great phone interview.

Preparing for a phone interview

A typical phone screen interview lasts between 15 and 30 minutes, so you’ll need to know exactly what you’ll focus on to be as efficient as possible. Before you call anyone, re-review the job description for the position. Prepare one list of interview questions and use it for every short-listed candidate in order to make fair and accurate comparisons. Then check candidates’ resumes again to see if you have questions about what’s in them and what’s not, such as missing dates in their work history. By having this information at your fingertips, you’ll be able to focus on what candidates are saying rather than searching your computer for relevant files during the phone interview.

 

During the phone interview

  • Take notes. Even though you think you’ll remember what job candidates say, it’s important to write it down, either with pen and paper or on your computer. This will help later when you’re discussing the interviews with other members of the team. Also make notes of your overall impressions of applicants.

 

  • Keep a scorecard. Just as asking consistent questions will help you assess candidates fairly after the interviews, keeping a rating scorecard of candidates’ strengths and weaknesses in areas such as experience, knowledge, communication skills and professional engagement will help you maintain your objectivity. This is especially important for candidates you might be prompted to select based on likeability rather than skills and experience.

 

  • Assess the skills candidates say they have. The phone interview is the time to sniff out and separate the “resume padders” from the “real deals.” For example, if you’re looking for a person to manage complicated projects and the candidates you’re interviewing have that skill on their resumes, ask for specific examples. This is a great way to find out whether this responsibility was a major or minor part of their duties, how recently they managed projects, and what the outcomes were.

 

  • Don’t dominate the conversation. In fact, you should talk for only about 20 percent of the time. This will ensure you get the most information during the short phone interview. And be patient; don’t think that you have to fill every pause in the conversation. The silence could mean candidates are thinking through their responses before speaking — an admirable trait that you’ll want to notice.

 

  • Have good phone manners. The candidate is expected to display certain etiquette during the phone interview, and the same applies to the interviewer. Find a quiet place, such as a conference room, to cut down on background noise. For the best call quality, use a landline. Help put candidates at ease with some small talk before diving into the Q&A portion. And since you’ll be on the phone for a while, it doesn’t hurt to have a glass of water nearby. If you need to sneeze, cough or clear your throat while the other person is speaking, put the phone on mute.

 

A phone interview requires thought and effort if your goal is to learn as much as possible about candidates. Use these tips to save time and make the most out of this key step in the hiring process.

 

Robert Half is the world’s first and largest specialized staffing firm with a global network of more than 400 staffing and consulting locations worldwide. For more information about our professional services, visit roberthalf.com. For additional management advice, read our blog at blog.roberthalf.com or follow us on social media at roberthalf.com/follow-us.

 

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When working from home works for — or against — you »

Susan Ricker, CareerBuilder writerm

 

If you don’t know anyone who works from home, you may picture the role as pretty cushy: sleeping in, enjoying your coffee with leisure, being home to meet the cable service technician and settling in for TV marathons. In reality, it can take a toll on your productivity, is sometimes lonely and may inadvertently cause you to miss important company updates, all while demanding that you continue to act professionally.

Still think you’re interested in working from home? Before you propose the idea to your boss or search for a job you can perform from home, read on to hear what actual home-based workers had to say about the perks, the risks and whether it’s right for you.

 

The reality of working at home Some of your suspicions may have been right: Working from home has its perks, such as a very short commute or a more casual work environment. “Working from home offers great flexibility,” says Monica Miller Rodgers, owner/consultant of Aubia Communications. “I can get up and workout in the morning and then jump right on my laptop, not worrying about proper business attire or a commute to the office. For lunch, I can cook my own healthy meals and save on eating out.”

However, along with those freedoms come some strict responsibilities. Rodgers elaborates, saying, “The temptation to do home stuff while trying to get work done is always a concern. When you can see there are dishes in the sink or laundry in the hamper, you’re tempted to procrastinate on your work to do the chores. It’s really a matter of prioritizing and treating your work as important as if you’re in an office away from home.”

To do that, consider the advice from David Reischer, co-founder and operations officer for LegalAdvice.com, who worked from home for the first two years while the company was being created. He says, “I think that a person needs to have a schedule that sets ‘working hours’ between established times. This is important not only to motivate a person to start work but also to know when to call it quits and stop working. There comes a point that an entrepreneur needs to recharge, and answering the phone at 8 p.m. or on weekends is not a good practice, because boundaries will quickly disappear between work and leisure time.”

work from home (3)

Supporting your success at home Working from home certainly comes with luxuries and freedoms, but if that’s the main appeal of this role, it may not be right for you. That’s because working from home requires plenty of discipline and focus, as well as good time management. To support your success at home, utilize these four tips from Susan Baroncini-Moe, CEO of digital marketing agency Business in Blue Jeans. She’s worked from home for 15 years and shares the following advice:

  • “Create a separate workspace with an environment that’s conducive to productivity. Know how you work best and set yourself up for success.
  • “Let friends and family know your working hours and help them to understand that you are working — just because you’re at home doesn’t mean you can hang out or talk on the phone.
  • “Make sure to get out of the house regularly.
  • “Even if you’re working from home, you must still convey a professional demeanor on the phone and in meetings. For some, it helps to dress the same as if you were going to an office.”

 

Recognizing if this role is for you Before you trade your loafers for slippers, honestly assess your strengths and weaknesses and ask if this is the right situation for you. “If you’re an extrovert, you should probably not work exclusively from home,” Baroncini-Moe says. “Instead, set up an office/home flexible arrangement or work from a coffee shop where you can experience other people.”

So how can you do a test run? “I would suggest someone still in the office environment work out a deal with their bosses to work from home for just a couple of days a week at first,” Rodgers says. “Try this on for a few months and see how it feels. In the beginning, it will be great because you can watch the kids and be home for the cable guy while still getting work in, but after some time it may begin to fade for you. After a few months, if you’re handling the solo part of working from home and not letting other distractions get in your way, then it may be for you.”

 

Working from home may seem dramatically different from working in an office, but both environments place an emphasis on getting work done and having access to the best tools to get that work done. It’s just about finding the right environment for you.

Susan Ricker is a writer and blogger for CareerBuilder.ca and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

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Don’t give away your entire story in the cover letter »

By Susan Ricker, CareerBuilder writerCover letter

When you’re applying for jobs, it can become mind-numbing to repeatedly include or discuss your credentials, big career wins and interest in the position in your resume and cover letter and during an interview. While you want to keep an employer’s interest and stand out from the competition, you also want to make as strong a case for yourself as possible, right from the start.

So how do you balance the information flow throughout the application process? How do you avoid giving away the entire story in the cover letter, or other application materials? The key is to take each step mindfully.

 

Write your resume first     

To avoid repeating yourself throughout the application process, first make sure you understand the purpose of each application material. As Jene Kapela, principal and founder of Jene Kapela Leadership Solutions LLC, says, “The resume demonstrates your experience. The cover letter, on the other hand, should be used to show how your experiences make you a great fit for the position you’re applying for.” This means that your resume is what sets the tone for your candidacy.

Ideally, each person who receives your application will give it much time and attention, but in reality, some hiring managers only read a cover letter and others are only interested in the resume. This means that you do need to share your essentials on both. However, your resume needs to be written first, because it is often what moves you through to the next stage in the hiring process.

A common hiring trend today is to use applicant tracking systems, which will scan resumes for keywords that often appear in the job description to find candidates who are a good match. To catch the ATS’s “eye,” use keywords from the job description that are an accurate way to describe your experience and skills. You’ll be identified as a close match for the job, and your application will likely then be put in front of a set of human eyes.

 

Use your cover letter to tell a story  

An ATS may not love stories, but hiring managers who are looking for a good hire do. This is why your cover letter holds weight and shouldn’t be used to regurgitate lists of skills from your resume. “The cover letter ‘connects the dots’ for the hiring manager — it clearly explains why you’re the right person for the job based on your past experiences,” Kapela says. “It also communicates your interest in the position.”

For instance, if you’re applying for a nursing position, your resume might have read that you “assess, treat and rehabilitate clients” and “help keep staff motivated.” But your cover letter should elaborate on how you did that, why it was so successful and how you’re able to implement those same strategies at this new organization. It should also speak to why this new organization interests you, whether it’s their focus on innovative technologies, their emphasis on excellent bedside manner or the breakthrough research they’re conducting. People like to hear a story that they’re a part of and will identify with a candidate who can identify with them.

 

Treat the interview like a conversation                                                                                                                          A

Up to this point, the application process has been very much one-sided, as you’ve written letters and application materials to some unknown person in the hopes of impressing her. But in the interview, you’re speaking to actual people and are being presented as an actual person. Use this to your favor.

Instead of listing your skills or number of years’ experience, open up about your big career wins and successful work habits, and share this information in a strong, confident manner.

“You should be prepared with concrete examples that support every item listed on your resume,” Kapela says. “During the interview, don’t just repeat what’s on your resume. Share what you did that really made a difference. Explain what led up to your accomplishments and how these accomplishments impacted the organization in a positive way.”

Also ask questions throughout, and tie your experience to the strategies and goals of the company you’re interviewing with. The goal of the interview is to present yourself as the best choice for the company, and the more you can align yourself with the organization while showing that it’s a natural fit, the better your chances are of getting a job offer.

 

Susan Ricker is a writer and blogger for CareerBuilder.ca and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

 

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Making a difference: Careers in child welfare »

By Shannon Lee, OnlineDegrees.comSocial worker

 

Today, child welfare workers are on the front lines of the fight to prevent child abuse, seeking a happy and healthy outcome for everyone in the family or community. Social workers, foster care specialists, case managers and child protective specialists are just some of the professionals working every day to make sure children live in well-adjusted and competent homes.

 

How to become a social worker

There are numerous career paths available for those who want to work in child protective services, and since abuse happens everywhere, any region or state may have openings. One of the most common routes to this profession is becoming a social worker.

Social workers work closely with children and their parents to help them cope with problems in their lives. Child and family social workers wear many hats — they help parents find resources they need, step in when a child is being abused, arrange foster families or adoptions, and help families deal with a variety of issues, from mental illness to divorce.

Social workers must possess at least a bachelor’s degree in social work or a related field to begin entry-level work. A bachelor’s prepares graduates for direct-service positions, such as that of a case worker. To make sure certain students are ready for that responsibility, social work programs often require students to complete an internship or field work prior to graduation. Those who want to work in schools or health care typically need a master’s degree. Clinical social workers must have both a master’s and at least two years of supervised experience in order to move into private practice.

Social workers are required to be licensed, and there may be additional requirements for those who work in child welfare, depending on the local area. According to CareerBuilder Canada and Economic Modeling Specialists Intl. (EMSI), demand for social workers is projected to grow 13.6 percent countrywide from 2012 to 2020.

 

Other careers in child protective services

There are many other positions in the field of child welfare. A child protective specialist, for instance, responds to reports of abuse or neglect, conducting interviews and home visits to investigate the issue and then taking the appropriate actions to ensure the safety and well-being of the children in question. Family case managers oversee children who have been removed from the home and placed in a safer situation, all while working toward the goal of family reunification or successful adoption of the child. Access and initial assessment specialists take the initial reports concerning abuse or neglect, determine whether the child is in immediate danger and alert the appropriate authorities as needed.

There are also those who work in supporting roles, providing assistance or counseling services to parents, children and communities going through difficult times. Careers such as community health worker, family therapist, school counselor, social service assistant, behavioral counselor and rehabilitation specialist are just a few of the many possibilities for those who want to help alleviate the problems of child abuse and neglect.

 

The challenges and rewards of child welfare work

Those who work in child welfare face unique challenges. According to the Social Work Policy Institute, the emotional toll on child welfare workers can be very high, leading to quick burn-out and high turnover rates in the field. Caseloads are heavy, and the time required for the job often surpasses the usual 40-hour workweek. However, studies have shown that those well-trained for the job, especially those with higher degrees in social work, are more likely to stay with the profession for the long haul.

Despite the challenges, those who work in child welfare provide a very valuable service. The Child Welfare Information Gateway reports that 26% of all Child Maltreatment Investigations had a risk of future maltreatment — proof that there is a strong support in mitigating future risks of child abuse and neglect.

 

And for those who what to join the fight, a career in child welfare can be a great way to make a difference in the community.

 

Shannon Lee writes for OnlineDegrees.com. This article was originally published on OnlineDegrees.com.

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Relocating for a job? Consider these essential tips »

By Kaitlin Louie, OnlineDegrees.comRelocating

 

Relocating for work can be an exciting prospect. Forging a new life and building a better career in a different town, state or even country can strengthen you personally and professionally. However, combining the stressors of a new job with those of leaving the familiarity and support network of your current home can be daunting. Without enough planning, a job relocation can quickly turn from being a dream come true to a nightmare. Avoid this possibility by following the advice below:

 

Take advantage of employer support

Many companies give employees who are relocating for work special support. For instance, some companies may have programs that pay for such moving expenses as transportation, housing search and storage. Certain companies’ relocation packages even grant you a few months of free temporary housing as you get settled.

Forbes’ Jacquelyn Smith advises that, if your new employer does not explicitly offer you relocation benefits and services, you should ask for them. Research and list out all of the expenses you anticipate having to make in order to move, and then negotiate a relocation package of your own with your employer. Seeing as you are valuable enough to be hired, go into these negotiations with the mindset that you deserve relocation assistance and that it will be in the company’s best interest to help so that you can focus on kicking butt at your new job.

 

Research and plan

Thorough research and careful planning are absolutely essential to a successful move. Choosing an unsafe neighborhood or one that is inconveniently far from your office will add a great deal of personal stress that, when compounded with the pressure of performing at your new job, may leave you feeling trapped and overwhelmed. Avoid this potential outcome by researching your future home as much as possible before your start date.

Read through travel and newcomer guides for the region or city you will be moving to, and conduct research online about what neighborhoods in your new hometown are the safest, which school districts are the best (if you have children), and what commute options you will have. While a two-hour commute to and from your workplace sounds bearable in theory, living through it five days a week may take much of the thrill out of your new job.

In addition, talk to as many people in the area you are moving to as possible. If you don’t already have friends or family in the region, ask your future co-workers. Not only will you get first-hand accounts of the good, bad and ugly of a particular town, but you’ll also begin building connections with your future teammates.

 

Be as organized and frugal as possible

Even the best-laid relocation plans will have unanticipated costs or snags. You can weather these unplanned setbacks much better if you are organized from the beginning and save as much money as possible for the move. Arrange a budget for your relocation, adding a few hundred dollars above your estimates to serve as a buffer for such things as necessary home improvements, emergency car rentals or housewarming events. Also, keeping your schedule and expenses organized can help when requesting reimbursements from your new employer or deducting employment-related costs from your taxes.

 

Factor in the needs of your familyFamily packing

Planning a relocation for one person may seem daunting enough, but if you have a family, the move will be all the more challenging. For example, if your spouse currently works, you may need to make sure that he or she has a similar opportunity lined up near your new home or is able to create a telecommuting arrangement with his or her employer.

If you have children, you’ll need to help them adjust to new schools and social circles and deal with leaving old friends behind. Be prepared for some adjustment pains as you, your spouse and your kids find your footing. To help offset the potential feelings of isolation that moving to a new place can bring, proactively research clubs or sports that your children might be interested in, and team up with your spouse to find activities and groups outside of work for you both to join.

 

It’s OK to ask for help

Moving to a different place for a job, no matter how rewarding, is a huge challenge for both you and your family. Don’t hesitate to reach out to friends, family and even future co-workers for a helping hand. If your parents or in-laws offer to come help you move or watch the kids for a few weeks, don’t turn them down; their help could save you from a harrowingly hectic first month on the job. After the initial storm of moving logistics and adjustment is over, show your appreciation to your assistants with a nice group dinner or thank-you gifts.

 

As with any important life decision, relocating for work requires careful planning and research. Set yourself up as much as possible for success by being proactive, organized and methodical about your big move.

 

Kaitlin Louie writes for OnlineDegrees.com. This article was originally published on OnlineDegrees.com.

 

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Nearly Two-Thirds of Canadian Workers Would Quit Working if They Won the Lottery, Finds CareerBuilder.ca Survey »

Younger workers more likely to keep working, less likely to keep same jobWon the lottery

TORONTO – August 13, 2014 – If money were no longer a concern, would you keep going to work? Thirty-seven per cent of Canadian workers say that if they won the lottery they would continue working, and 19 per cent say they would stick with their current job.

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

 

Men and Women

Women were more likely than men to say they’d stay in the workforce; 42 per cent of women said they would keep working after winning the lottery, compared to 29 per cent of men.

 

By Age

Younger workers are also more likely to say they would continue working, with 47 per cent of workers ages 18-34 saying they wouldn’t retire if they won the lottery, the most of any age group. By comparison, 38 per cent of workers between the ages of 35 and 44 said they’d keep working, as did 34 per cent of workers ages 45-54, and 30 per cent ages 55 and up.

 

Why Stick Around?

The most common reasons employees said they would continue working after winning the lottery included:

  • I would be bored if I didn’t work – 76 per cent
  • Work gives me a sense of purpose and accomplishment – 72 per cent
  • I want financial security aside from the financial winnings – 26 per cent
  • I would miss co-workers – 21 per cent

 

A Good Last Impression?

While some workers would find reasons to continue working after winning the lottery, the majority (63 per cent) say they’d take the opportunity to leave the workforce. When those who would do so were asked how they would quit their jobs, the most common responses included:

  • I’d give a 2 weeks notice and give them more time if they needed it to find a replacement – 45 per cent
  • I’d give a two weeks notice and leave after two weeks – 36 per cent
  • I would resign that day without giving notice – 15 per cent
  • I would tell off my boss and air all my grievances – 4 per cent
  • I wouldn’t show up to work the next morning without formally quitting – 1 per cent

 

Dream On

While nearly one-in-five employees say they would keep their current job even if they won the lottery, that doesn’t necessarily mean it’s their dream job. Only 17 per cent of respondents said they are currently in their dream job, while 27 per cent said they aren’t yet, but expect they will be someday.

 

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About CareerBuilder.ca

CareerBuilder.ca is a leading job site in Canada. Owned by Gannett Co., Inc. (NYSE: GCI), the Tribune Company, The McClatchy Company (NYSE: MNI), CareerBuilder.ca powers the career centers for more than 250 Canadian partners that reach national, local, industry and niche audiences. Job seekers visit CareerBuilder.ca 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 CareerBuilder.ca products and services, visit http://www.careerbuilder.ca.

 

Michael Erwin, Media Contact. CareerBuilder

http://www.twitter.com/CB_Canada_PR

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Liar, liar! You won’t get hired »

Employers reveal CV lies they’ve discoveredLiar

By Debra Auerbach, CareerBuilder writer

 

People lie about a lot of things: age, weight … number of Botox injections. Sometimes lies can be harmless (who needs to know that your natural hair color isn’t really blond?); other times they can get you into big trouble.

When it comes to employment, bending the truth on your CV might seem worth it in today’s competitive workforce, but it will likely get your CV sent to the reject pile. According to a new CareerBuilder survey, 58 per cent of hiring managers say they’ve caught a lie on a CV; 33 per cent of these employers have seen an increase in CV embellishments post-recession.

While half of employers (51 per cent) would automatically dismiss a candidate if they caught a lie on his or her CV, 40 per cent say that it would depend on what the candidate lied about. Seven per cent of employers would even be willing to overlook a lie if they clicked with the candidate.

 

Most frequent fibs

So what fabrications are job seekers most likely to make on their CV, with the hopes that they’ll go unnoticed? According to employers, the most common lies they catch relate to:

  • Embellished skills – 57 per cent
  • Embellished responsibilities – 55 per cent
  • Dates of employment – 42 per cent
  • Job title – 34 per cent
  • Academic degree – 33 per cent
  • Companies worked for – 26 per cent
  • Accolades/awards – 18 per cent

Incidences by industry

Lies aren’t confined to a certain occupation or job level – job seekers of all types commit lies to boost up their CV. Yet some fields have more offenders than others. The survey found that employers in the following industries catch CV lies more frequently than average:

“Trust is very important in professional relationships, and by lying on your CV, you breach that trust from the very outset,” says Rosemary Haefner, vice president of human resources at CareerBuilder. “If you want to enhance your CV, it’s better to focus on playing up tangible examples from your actual experience. Your CV doesn’t necessarily have to be the perfect fit for an organization, but it needs to be relevant and accurate.”

 

The tallest tales ever told

It’s one thing to spin your experience to make it more relevant to the position you’re pursuing. It’s another thing to claim you have more years of experience than is possible at your age. And that’s actually happened: One employer surveyed says an applicant claimed to have 25 years of experience at age 32.

 

Other unusual and outrageous lies employers recall include:Liar 2

  • Applicant included job experience that was actually his father’s. Both father and son had the same name (one was Sr., one was Jr.).
  • Applicant claimed to be the assistant to the prime minister of a foreign country that doesn’t have a prime minister.
  • Applicant claimed to have been a high school basketball free throw champion. He admitted it was a lie in the interview.
  • Applicant claimed to have been an Olympic medalist.
  • Applicant claimed to have been a construction supervisor. The interviewer learned the bulk of his experience was in the completion of a doghouse some years prior.
  • Applicant claimed to have worked for 20 years as the babysitter of known celebrities such as Tom Cruise, Madonna, etc.
  • Applicant listed three jobs over the past several years. Upon contacting the employers, the interviewer learned that the applicant had worked at one for two days, another for one day and not at all for the third.
  • Applicant applied to a position with a company that had just terminated him. He listed the company under previous employment and indicated on his CV that he had quit.
  • Applicant applied twice for the same position and provided different work history on each application.

Debra Auerbach is a writer and blogger for CareerBuilder.ca and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

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5 things you can do in 5 minutes to prep for an interview »

By Debra Auerbach, CareerBuilder writerInterview notes on hand

 

Things that take around five minutes to accomplish: making popcorn, showering, ordering coffee (depending on the line), paying a bill online and prepping for an interview. Yep, that’s right. There are some simple things you can do in a short amount of time to ensure that you’re confident from the moment the interview begins.

Here are five ways to prep for an interview in five minutes:

 

1. Select a winning outfit

First impressions are important, and your appearance is part of the first impression you make on hiring managers. It only takes a few minutes to pick out an outfit, but what you choose can actually speak to the type of worker you may be. According to a CareerBuilder survey, when asked to advise job seekers on the best color to wear to a job interview, employers most often recommended blue (23 percent) and black (15 percent). Not only did orange top the list of the worst color to wear, but it was also most likely to be associated with someone who is unprofessional.

Also consider factors such as fit, accessories and other elements of your appearance (nails, polished shoes, etc.). You want to stand out, but you don’t want it to be because of a bad outfit choice.

 

2. Read the company’s “about us” section

While you should invest time in researching the company and role before an interview, if you only have five minutes, head to the company’s website and give its “about us” section a good read. There you should find information such as the company’s mission statement, its core values and general company facts. A quick read like that can impress interviewers when you demonstrate how your approach to doing business aligns with the company’s.

 

3. Review your resume

After spending hours updating your resume, you may think you know it backward and forward. But while you may have added in a section about your current job, did you look back at what you wrote for previous jobs? It’s easy to forget details about earlier work, so don’t get caught off guard if asked about a certain project at a former company, especially if it relates to the job for which you’re applying.

 

4. Practice your “elevator pitch”essential interview questions

The common, “So, tell me about yourself,” question or variant of it usually comes up right at the start of an interview. While it may seem like the easiest question to answer, a question that broad can actually be tricky. How do you truly tell this hiring manager who doesn’t know you and whom you want to impress everything about your work experience without going on and on? Instead, take a few minutes beforehand to practice your “elevator pitch,” or a 15-30 second overview of who you are, what you do and an example of what you’ve accomplished.

 

5. Determine the best route to your destination

You could spend days prepping for an interview, but if you show up late, it could all be for naught. A simple solution is tocheck out the location’s address beforehand, consider what traffic conditions may be like, and plan out the best route and mode of transportation that will get you there on time (or better yet, early).

 

Debra Auerbach is a writer and blogger for CareerBuilder.ca and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

 

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How to ‘manage’ four frustrating types of bosses »

By Robert HalfC

No matter how much you love your job, your happiness is inextricably tied to your relationship with your manager. If you have a dream boss, you can stop reading right now. If not, here are a few tips on how to get along with various types of bosses that can prove to be more frustrating.

 

 

The Silent Type Workers with chatty bosses might long for a silent leader. But often, this type seems to think you’re a mind reader. The Silent Type provides little to no direction on projects and then becomes frustrated when you don’t deliver to his expectations. Perhaps it’s no surprise then that a Robert Half survey found the most common mistake companies make in managing their teams is inadequate communication.

How to deal: Every boss has his preferred method of communication, whether it’s email, in-person check-ins, phone, IM or sticky notes. Figure out your boss’s favorite way to interact, and then use it — but sparingly. Peppering silent types with constant questions and messages will only increase their distance. But initiating a regular checking-in routine with a method you know is comfortable for your boss can encourage him to provide you with the feedback you need.

 

The Perfectionist These managers are extremely driven and have high standards, both of which are admirable qualities. But among all types of bosses, Perfectionists are the least likely to delegate, constantly second-guessing your decisions and, frustratingly, micromanaging every step of the way.

How to deal: There’s no quick solution to this one. Until a Perfectionist trusts you, you won’t be able to convince her to give you more control. The key is to anticipate your boss’s concerns and questions, and have your answers and solutions ready. Focus on doing the best work you can, and offer updates without waiting for your manager to ask. In time, a Perfectionist is likely to cut you more slack when she realizes you’re capable of doing your job to high standards.

 

Mr. or Ms. Moody Different types of bosses mean different personalities. Unfortunately, this one is rarely in a good mood. Maybe he is overworked and stressed, or just consistently gets up on the wrong side of the bed. Either way, Mr. or Ms. Moody’s bad temper means that you have to deal with passive-aggressive or outright rude behavior. This leaves you walking on eggshells and going out of your way to avoid your manager.

How to deal: Fight the urge to treat Mr. or Ms. Moody in kind. Responding to a jab or snub with an equally nasty or passive-aggressive move will only cause tempers to flare. Besides, your reputation as a professional is on the line. But the old adage “kill them with kindness” isn’t ideal in this situation either; your sugary-sweet attitude will likely irritate your boss even more. And suffering in silence isn’t good for your work relationships or mental health. Instead, be calm but blunt, and address any rudeness in a straightforward manner. Pointing out uncivil or unprofessional behavior while maintaining your composure may help defuse your boss’s ill temper and encourage more appropriate interactions. If that fails, you may have to seek help from the human resources department. Business mobbing

 

The Egoist This is one of the most challenging types of bosses to handle. Egotistical managers create a toxic workplace. They take pleasure in keeping workers “in their place” and resent other people’s successes and achievements.

How to deal: It may be tempting to try and bring your boss’s ego down a notch, but that often works better in movies than in real life. Instead, treat your manager with respect and remember that how she treats you is not an indication of your worth as an employee or a person. Short of trying to grin and bear it, there may be little you can do to change an Egoist’s behavior. If you’ve reached your breaking point, your best bet may be to consider a different job. There are a million types of bosses out there. But regardless of your manager’s quirks, keep in mind that you are not alone. Find support and get advice from other team members or members of your professional network. Just don’t fall prey to badmouthing or other unprofessional behavior. Together, you can help create a supportive, friendly atmosphere with your fellow employees despite your silent, perfectionist, moody or egotistical boss.

 

Robert Half is the world’s first and largest specialized staffing firm with a global network of more than 400 staffing and consulting locations worldwide. For more information about our professional services, visit roberthalf.com. For additional career advice, read our blog at blog.roberthalf.com or follow us on social media at roberthalf.com/follow-us.

 

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