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Archive for October, 2009

Eight Phrases to Avoid in Resumes

October 9th, 2009 No comments

“Just Do It.” “Think Different.” “So easy, a caveman can do it.” Powerful advertising slogans choose the right words to differentiate their brands; the message is the product.

A job seeker’s resume is a flagship advertisement in his personal-branding campaign, and weak,  hackneyed terms can sink it in seconds. (Remember that even if it passes muster with applicant tracking software, your resume will get about 15 seconds of attention when an HR professional makes her first pass through the stack.)

In “Examples of Resume Words to Avoid,” Lisa Vaas looks at overused terms that obscure the message of achievement recruiters want to read.

“Words like ‘successfully’ are pretty lame and overused. … [Such wording] doesn’t tell the reader what he wants to know,” according to Tina Brasher, a certified professional resume writer who works with TheLadders. “What they want to get out of a resume is 1) How can you make the company money? and 2) How can you save the company money?”

Brasher provided a list of “fluffy” language that “resume readers have seen 10 million times.” Use these only if you want to lose your audience:

  • Highly qualified
  • Results focused
  • Effectual leader
  • Has talent for
  • Energetic
  • Confident
  • Professional
  • Successfully

Other words to avoid include “competent,” and it’s a good idea to stay away from its synonyms: able, capable, fit, good, qualified or suitable, Brasher said.

By Matthew Rothenberg, The Ladders

Matthew Rothenberg is editorial director for The Ladders, the world’s leading online service catering exclusively to the $100k+ job market.

Categories: Human Resources Tags:

Discipline and Termination

October 1st, 2009 No comments

By far, most employee claims and lawsuits arise from incidents of employment discipline and termination. Discipline attacks an individual’s judgment or character and, at the very least, “rubs away” at an employee’s self-esteem. When self-esteem is bruised, people react defensively. As such, an employer must approach the issues of employee discipline and termination very carefully. This chapter provides some suggestions on how employers might minimize legal exposure in the discipline and termination process.

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