Recently I read an article which was building a case to hire overqualified candidates for your open positions.  With the economy making a slow comeback there are more candidates applying for positions which may be overqualified for their skill set.

 A positive of hiring an overqualified resource is the flexibility they can bring to the team due to their previous roles. They may be able to bridge any gaps in your current team. Another is the motivation it may bring with the existing team to continue with their performance and the mentoring which may transfer in a given team.  The last positive is achieving more value as you may get more than you paid for with an overqualified resource.

 The pitfalls to avoid is to have a realistic interview and take time to outline how their role will be in the team.  Ensure there are parameters expressed to the candidate as to his or her role.   If there is an opportunity for continued growth in the company be sure to discuss the growth potential.  The pay scaled may be tapped out with an overqualified candidate, so you may need to set the direction of possible next promotions to retain the staff member.  

 The next time an overqualified resume passes your desk take the time to explore the candidate as it may pay dividends to really find out the capabilities of the candidate.

If you are not getting calls or follow up email responses other than auto-generated messages indicating your resume was received, maybe it is due to your resume.

Yahoo Hotjobs has posted an article and I have taken the main themes they provided and added commentary based on what I think is relevant to the IT or engineering professions.

Keep it shorter, and focused; with Twitter, texting, and status updates, being succinct is the norm.

I agree on the laser focused part but far too many times a resume is too short and details are left out which may be further selling points for your qualifications. If you are qualified your resume better support the requirements listed in the posting. Most postings give a decent level of what we are seeking. However, too often the candidate makes erroneous assumptions that the reviewer knows a lot about the industry. Target your resume to the requirements listed. Yes this will involve you to complete the dreaded task of reviewing your resume.

Use Humor in your resume; show some humor or personality in your resume.

I tend to disagree with providing humor in the resume. When you don’t know your audience, why try to be funny or cute in your resume. Comedy in a resume is like picking the reviewer’s favorite color, how do you know it will be funny in text. Save the comedy for the interview.

Have your resume read like a news story, not a dictionary entry; use an eye-catching headline on your objective and list a summary of your skills.

I am not on board with this suggestion unless you are applying for a journalism, communication or creative position. I will say that reporting the facts and the Who, What and When is relevant to get across in your resume what you did, when you did it and where. However if the reviewer wants a news article they will head to a blog or newspaper.

Use a results-oriented style of resume whenever possible, quantify your accomplishments.

I agree.  Elaborate on your accomplishments but avoid broad statements that do not lend themselves to results. Include your results within the body of the job it occurred on. I dread reading the Accomplishments section which drones on and on without explanation where they accomplished all they said they did in the summary. Sales resumes seem to be filled with the Accomplishment section and always lead me to ask…really…prove it.

Show personal interests; a good conversation starter and provides some additional insight into who the candidate is.

If you target your resume to the requirements you don’t need to have the fluff statements which sound like your Grandma wrote your resume. Better yet tell me why you are qualified in your email as you respond. Do the work of the reviewer by telling them right off why you are qualified. As an interviewer chances are we can engage the candidate in some light hearted discussion.

Use keywords; a program may be reading your resume first.

I agree with using key words, this is called targeting your resume but refrain from buzz word bingo which can happen frequently in the IT sector. Just because your former employer had a license to a technology does not correlate to your personal experience with the technology. If you list it on your resume you may have to talk about it. A candidate who is vague on a couple technologies may be padding the resume and that is a sure way to get you removed from the short list.

Use phrases by others about your performance; utilize what others have said about you.

I don’t agree with this at all. Too easy to make up so why would I believe it. If references are checked this is were the interviewer should be looking not a prefab section by the candidate.

Use a nickname; help the recruiter as they may be fearful of mispronouncing your name.

In over 15 years of recruiting the name on the resume has never prevented me from calling a qualified person for an interview. You are not paging someone in a crowded restaurant! If you botch it horribly the applicant will usually know you are trying to reach them since 90% of the time you are calling their cell number.

Overall the opinions of a resume vary but the best advice is to target your resume to the ad or posting and to respond with a short intro as to why you are qualified.

If you are in the job market you may want to review your social networking sites to ensure your online reputation is not hampering your efforts to land your next position.

A full 70% of surveyed HR workers in the U.S. admitted to rejecting a job applicant because of his or her Internet behavior. 

86% of U.S. HR staffers surveyed indicated that a good online reputation can have a positive impact on a job candidate’s chances. 

The above results in a recent Microsoft based survey definitely reinforce the point that one needs to be wary of what you post to your social networking sites and more importantly what your friends may be posting to their sites. 

If you are active in social networking be sure to review your content and you may want to pay attention to what your friends have posted about you as well.  The phone that also is able to snap a picture makes it all too easy for content which may not be flattering to your online image to be posted within minutes.  

Several years ago I heard that the average person devotes less than an hour a year on Financial Planning such as 401k review.   They contrasted this to the same person spends over 4 hours planning their yearly vacation. 

HR Magazine in the November 2009 edition had an article indicating one in three Americans say they have little or no understanding of their Employer-provided retirement savings plans, while three in four say they have less than a complete understanding, according to research from the Hartford Financial Services Group. 

When people were asked what would most help them understand their employer-provided benefits, 36 percent said providing simple materials and 22 percent said having access to one-on one support.  

Sounds like those who have jobs are not really digging what they are doing.  CNNMoney.com reported that fewer than half of U.S. workers are satisfied with their current jobs according to a recent survey by The Conference Board.  This is the lowest level since record-keeping began 22 years ago.

The survey polled 5,000 households and discovered only 45% were satisfied in their jobs compared to 61.1 % in 1987 when the first survey was conducted.

The significant drop in satisfaction over the past 22 years covers various aspects of employee life, including interest in work and job security and crosses all four of the key drivers of employee engagement: job design, organizational health, managerial quality, and extrinsic rewards. In addition, it spans both the economic boom and bust periods. Employees in every age group and income levels showed a drop despite big improvements in the work environment, such as a reduction of workplace hazards and an increase in vacation days, but workers younger than 25 were the most unhappy in their jobs.

Key points to note include the decline by 18.9% in employee’s interest in work and the decline by 17.5% in perception of job security; almost one-quarter of respondents said they didn’t expect to be at their current jobs within a year.

The implications are critical for all levels of businesses because this dissatisfaction ultimately impacts overall engagement and productivity of employees.  The baby boomers, which will represent 25% of the workforce by 2018, are those we’ve watched become increasingly dissatisfied over the past 22 years.  When you add to that the dissatisfaction by the younger generation, you have a serious situation that must be dealt with.  The implications for knowledge transfer, or the lack thereof, between these generations will have major impacts on businesses. It also has major implications for employee retention.

Now is the critical time to start thinking about how your business is address this issue.  How are you going to improve upon your employee’s interest in their work, perceptions regarding their job security, job design, organizational health, managerial quality, and extrinsic rewards?

While most of us know you should not bring your dog to the interview, text, eat, show up drunk,or invite the interviewer into some crazy physical challenge, here are 15 ways to annoy your interviewer that may be worth or a quick review.

Impressions are formed in less than 90 seconds so if you have a tendency to be guilty of these try to minimize them.  If all the following traits afflict you in the interview process you had better hope the company starts, and ends with, a phone interview!

Gum Chewing:  Looks unprofessional and can be easily avoided by removing the gum, hopefully not behind your ear in sight of the hiring individual.

Hair Twirling:  Makes a lady look young and silly. Ask a friend if you are prone to this habit and fix your hair to avoid easy twirling access.

Slouching:  Mom always said not to slouch.  Slouching can convey lethargy, boredom, and lack of confidence.

Avoiding Eye Contact:  You may give the vibe that you are hiding something. In an interview that is not what you want to convey.  If looking in the eye is weird focus on they nose of the interviewer.

Knee Jiggling or finger drumming:   Unless I am hiring for a drummer or a dancer these need to be restrained.  Relax and breath deeply.

Yawning:  Nothing will set the interviewer to run several less than appealing scenarios in their head as to why you are yawning.   Ensure you are caffeinated and well rested.

Playing with the Pen:  Just put it out of your hands.

Checking your Cell Phone:   If you forget to turn off the ringer, silence it and apologize for the interruption and put it down and do not answer. 

Nail biting:  Never a good idea in any public setting.

Sniffling:   Do your best to medicate or hit the restroom prior to arrival to minimize the amount of sniffling.

Picking at or rubbing any part of your body:  Again never a good idea in a public setting.

Waiving your hands while speaking:  Utilizing hand gestures is a great idea for a public speaker.  Utilizing hand gestures may be an optimal case where less is more.   Again consult with a friend if you believe this may be an issue for you.

Tugging at your cuffs or hem of your dress.   Fiddling with your clothes can give the impression of discomfort or insecurity.   The interviewer may think you are not used to a tie or your dress and may think you will need to adjust to a dress code if applicable.

Resting your chin on your hand:  Are you bored, tired, annoyed, wishing you were someplace rather than here?   Save it for the Glamour Shots photo.

Smiling too Much (or lack of a smile):   You want to blend in and smiling as a nervous habit may convey you are a con artist or a fake.

Another tip to remember is that once you step onto company property or even before you arrive there may be eyes on you which may form an opinion. The following true life event happened and is a valuable lesson.

In the past I have witnessed where the candidate for an executive position was rude to the receptionist.  His behavior was reported to the hiring manager who was contacted by the receptionist.  He was immediately removed from the short list.    He showed his true colors in that short interaction with the receptionist.  The hiring manager knew the receptionist was regarded as a true professional who you could almost see the smile through the phone. The candidate was eliminated as a prospective candidate.  

Source:  Karen Burns- Author of The Amazing Adventures of Working Girl: Real-Life Career Advice You Can Actually Use.

As the economy improves there is likely to be a larger shift in workers accepting alternative offers.

Cost cutting actions made by US Employers in 2009 have contributed to a decline in the morale and commitment of workers, according to an annual study by Watson Wyatt and WorldatWork.  

The 2009/2010 US Strategic Rewards Survey found that employee engagement levels among all employers dropped 9 percent since 2008.

Engagement is how committed the workforce is to their current organization.  Lower engagement of workers can lead to a loss of productivity, quality, and customer service.    36% of top performers say their employers’ situation worsened over the past year.  Having your top performers not happy could be detrimental to an organizations future human capital retention.

The following is part of the study conducted by 1,300 workers.  These surveys were conducted in May 2009.

Disengagement:

Percentage of Top-Performing employees who say they:

41%  Believe that pay and benefit changes made by their employer in the past year have had a negative effect on work quality and customer service.

29% Are less confident in management’s ability to grow the business.

26% Are less likely to be satisfied with advancement opportunities at their company.

14% Are less likely to want to remain with their companies vs. take a job elsewhere.

Source:  Watson Wyatt and Worldatwork’s 2009/2010 US Strategic Rewards Survey, HR Magazine November 2009.

HR Managers and executives should review these numbers and ask how it may effect their overall position and whether actions taken due to the economy may contribute to dis-engagement of their workforce.   As the economy gathers steam there will be ample opportunities to re-engage their workforce.  

I really don’t agree with many on this list.  Maybe because I use too many of them myself!   After reading the list I have explained which ones I am guilty of using and why I like them.

YouGov published its list of the 10 worst business sayings months ago. Some I more than agreed with (“thinking outside of the box,” “blue-sky thinking,” “heads up”); some didn’t bug me too much (“at the end of the day,” “going forward,” “credit crunch”).

But it also got me thinking about my own version of the 10 worst business sayings. Consequently, I compiled my own list, complete with definitions and — most importantly — the reasons they were included.

The first three top my list for their gross factor, pure and simple. Why? Because regardless of the people or situation in question, I’ve found that the overt or indirect referencing of bodily functions in a business environment gets me down.

1. Pick your brain: Substituted when someone simply wants to ask you something. “Do you mind if I just pick your brain?”

2. Throw it against the wall and see what sticks: Often used to describe a haphazard approach to presenting a motley product line, batch of ideas, etc. “Well, let’s just throw these against the wall and see what sticks.”

3. Sweat equity: Offered up when asking people to give their time and talent, and payment is not available. “We can’t pay you your rate now, but — when we do start making money — you’ll definitely have sweat equity.”

The next three were included because of their cliché factor. Like “thinking outside the box” and “blue-sky thinking,” their overuse means they no longer catch our attention.

4. It’s not rocket science: Used most often when pointing out to someone that the task he’s been asked to complete isn’t, in fact, complicated. “After all, it’s not rocket science.”

5. The ball’s in your court: This phrase is usually thrown around (pun intended) to let others know that you’ve reached your limit with regard to handling a situation. “I’ve now done everything I can. After this, the ball’s in your court.”

6. Drill down: This is too often used to denote the vigor with which a person or team will be pursuing an objective. “Yes, Bob and I are really going to drill down on that.”

The following three made my list thanks to their redundancy:

7. I, personally: Since something that is said by you is, by definition, personal, I see no need to include both words. For example, when you take the “personally” out of the following sentence, the meaning doesn’t change. “Well, I, personally, don’t think that X should take precedence over Y.”

8. Quite unique (and its compatriots “very unique,” “really unique” and “most unique”): Despite the fact that things that are unique can’t be qualified, I see this all the time. “Our store has the most unique items.” Um … no. You can, however, say, “Our store is filled with unique items.” I have no trouble with that.

9. Past history: This one drives me wild every time I hear it, “Well, based on past history …” History is, by definition, something that occurred in the past, so why on earth say “past”?

And, finally, the most overused phrase in a business context:

10. Urgent (and its frequent companion “crisis”): I include these because, as I’m sure you’ve discovered, the use of either, or both, of these words does little to resolve what might be going on. Instead, they either ratchet up the tension or make others wonder why you are so out of control.

What do I recommend you use instead? I would substitute the use of “immediate” for “urgent,” and “situation” for “crisis,” as both convey the need for action but leave others room to bring their own skills and intelligence to bear — while reflecting well on your own.

Frances Cole Jones is the author of “The Wow Factor: The 33 Things You Must (and Must Not) Do to Guarantee Your Edge in Today’s Business World.”

#2 – Sometimes it fits in my industry as at certain times there may be many competitors and how do I not know that the procurement person is not throwing the resumes down the hall and short stacking the 5 which touched the far wall.

#5-  Again fits with the industry, many times we can only do so much before the situation is out of our control and we cannot influence the decision.

#7-  I think adding the Personally, seems to water down the bossiness of “I” 

CNNMoney.com posted an article the topic of which was interview blunders.   OI Partner which is an outplacement consulting company compiled the list and provided commentary on why these blunders stand out.  As I reviewed the list I agreed with all the points.   I believe many IT people do #3 all too often.   I have had many interviews where the individual seems to be distracted.  In fairness I do tend to call candidates at the spur of the moment so if you get a call and are not in a place to give an interviewer your undivided attention let them know they have caught you flat footed and offer an alternative time.   

 Here are the most common errors career coaches at OI Partners see — and how to fix them:

10. Over-explaining why you lost your last job. It’s okay to mention that your last position was eliminated, but then move on to what you can do for this employer.

9. Conveying that you’re not over it. “During interviews, some people are acting wounded, angry or sad,” Schoonover says. These are normal emotions after a layoff but they don’t belong in a job interview — or you may “seem unstable and communicate that you don’t grasp the business reasons for layoffs,” he adds.

8. Lacking humor, warmth, or personality. Many anxious job candidates are “one-dimensional during interviews, and are too focused on getting their talking points across,” notes Schoonover. “Don’t forget to show qualities that can be a real plus in the decision-making process, including humor in good taste, warmth, and understanding.” One thing interviewers want to know, of course, is how pleasant you would be to have around the place every day.

7. Not showing enough interest or enthusiasm. After all, “companies are looking for people who are excited about working with them,” Schoonover says.

6. Inadequate research about a potential employer. It’s essential to be up on the latest news, so be sure to Google the company before the interview. Be prepared with well-informed, thoughtful questions about its products or services and its future plans. Many applicants aren’t bothering, Schoonover says, and it shows.

5. Concentrating too much on what you want. Focus more on what the interviewer is saying. Listening carefully is crucial in steering the conversation toward how you would fit in and what you have to offer.

4. Trying to be all things to all people. “Devote most of your effort to talking about what you know you do well, and don’t try to stretch your actual qualifications too far,” Schoonover advises. A good rule of thumb: Don’t apply for any job unless you have at least 75% of the stated qualifications.

3. “Winging” the interview. Schoonover hears from many hiring managers that candidates often aren’t ready to answer difficult questions. So rehearse. “Prepare and practice a 90-second verbal resume, and some answers to possible questions, so that you come across as succinct,” he suggests.

2. Failing to set yourself apart from other candidates. “You have to make the strongest possible case for why you are the best person for the job,” Schoonover says. “Specifically address what impact you can have on sales, profits, costs, or productivity within the next three to six months. Use quantifiable achievements from past positions to back up your performance promise.”

And the No. 1 mistake OI Partners’ coaches see job hunters make:

1. Failing to ask for the job. “You have a much better chance of getting the job if you ask for it,” says Schoonover. “Close the interview by summing up what you can bring to the job, and ask for the opportunity to deliver those results.”

I attended an HR Conference earlier this year.  Invariably every session seemed to cover or circle back to social networking and how as a recruiter you need to be “out there” in all the social media.  And here I thought I was covered with Linkedin!   Evidently I was way behind.  So, with some trepidation, I took the plunge and set up a Facebook account.  I can’t say I have found a new hire, but I have not flooded my Status with IT Requests just yet. I am saving up for a really good one! I did run across an article which reported several Tweets and Status Updates which actually cost an employee their job.    One Tweet expounded on how great the job was under the influence of marijuana.   There was also the facebook story of an employee calling in sick with a family emergency. His boss was not happy with his posting pictures of his Halloween costume from the party he happened to attend at the same time as the “family emergency”

I still can’t come up with a solid reason why I need to Twitter and am glad to hear that a large percentage of folks who do have rated the content as useless blabber. 

Another issue is the friends you invite and what they post.   That long lost friend from high school, 20 years removed just may create perception problems for you in the event they post some not so flattering picture or remark that associates itself  in some way shape or form to you.  Hopefully folks cruising Facebook will exercise some give and take on passing judgment, but if you are on facebook be cognizant of what is on your site from time to time.

Happy Thanksgiving!