After the Job Search – How to Prepare Between the Offer Letter and the First Day

After the pre-screening of the applicant, the employee gets the details regarding the applicant's credentials, education, and criminal background. The employer also has the other details such as drug abuse and sexual harassment records to ensure that the candidate does not create any problems later on. However, this screening does not provide the employer an insight of the technical and general knowledge possessed by the candidate. A different kind of screening test would be required to check if the candidate would be well suited for the post.

Employee screening tests must provide accurate and relevant information with regards to the industry for which the candidate has applied. Pre-employment test selectors can help the employers decide on what screening would be necessary for the post for while the applicant applied. It can be used to assess the applicant's abilities with respect to the applied post.

The test selector has a very wide database consisting information regarding the skill sets required for a specific profession. The best would be picked up for the candidate's assessment based on the skills the job requires. The test would reveal whether the candidate is fit for the job. The first part might contain general question relating to aptitude, math, and comprehensive English. The second part would have technical questions to enable the employer decide if the candidate has the requisite knowledge and abilities to handle the said job.

Test selectors can be used to assess the candidate's technical and general knowledge but it still depends on the hiring manager to decide on other factors before employing the individual. Also, the hiring manager must ensure that the test selector has been able to pick the correct assessment based on the requisites provided by the user.

After an exhaustive job search, passing an interview with flying colors, engaging in the perfect salary negotiation and accepting the position, some people would take it easy before the first days of a new job. However, keeping the pace between the offer and the job is the best way to make a good first impression and prove you were the right candidate for the position.
At the senior level, you’re expected to get up to speed extremely quickly; scrutiny starts from Day One. Getting ahead of the curve will improve your credibility with superiors and peers alike.
Let’s take a look at five tips and tasks that are essential to establishing authority, familiarity and rapport.
Your job doesn’t start on the first day of work. While the job search itself entails a research phase on potential employers, you should expand that knowledge base immediately and continue through to the first days on the job. Start with the organization chart and conversation with managers to identify marketing and product strategies. The human-resources department is a good resource to tap for collateral materials about the company. Focusing early on key players and talent pools will help you make a difference early.
Identify goals for your first month as well as significant milestones for projects that are already underway upon your arrival. Get a clear picture of a successful outcome for each project, and identify how you can help realize it.
Networking is paramount. Use down time to reinforce contacts and relationships from your previous positions even as you expand that network to include your new company.
Never burn bridges when leaving a company, no matter what the previous situation might have been. Colleagues will turn up again during the course of a career in many different roles and during future job searches.
In order to integrate with a new company’s culture, take the initiative socially. Don’t eat lunch in the office or with old friends; instead, find out how lunch works in the new culture and get together with new colleagues. Focus on listening and paying attention to the general climate. Are meeting times set in stone? To what hours do people adhere? How much chitchat is acceptable during working hours? Is e-mail or face-to-face communication preferable?
An executive’s ability to accomplish difficult goals and complete projects on time and on budget often depends on the strength of her network and personal resources. Building relationships with dependable vendors and industry contacts can often take years, so be sure to bring those relationships with you when you relocate.
On the other end, ensuring that institutional knowledge is passed on when leaving a company is also vital in maintaining a good rapport with former employers. Hoarding knowledge is not a good way to enhance your professional reputation.
Take advantage of your transition time with housekeeping and human-resources compliance. Try to complete as much HR paperwork as you can before starting the job – and try to get your business cards ordered in advance.
Whenever possible, make time before your official start date to schedule meetings with team members, managers and key personnel. Get a jump on organizing your office space so you start fresh.
Throughout the early days in a new position, try not to feel awkward about asking questions. It’s simply impossible to know everything from Day One; allow yourself enough time to integrate into a new environment. Realistic expectations are an essential tonic for the stress of a new job.
Go back over orientation material after a week or so has passed, once you have a feel for the actual workflow and climate. Don’t let pride get in the way, and don’t turn down offers of help. Some managers are better suited to training new hires than others, so don’t hesitate to ask direct questions.
While starting a new job is stressful, harnessing that nervous energy can instead help new hires shine from day one.

Employment Law – Shareholders – Employees or Third Party Contractors? – Contracts of Employment – IT

In the recent case of Draper v Mears Ltd [2006] the issue of whether the employer had followed the Employment Acts correctly in dismissing an employee was brought to light. The employee was employed as a plumber and was given use of a company van. The employer had a sensible rule that any company vehicle should not be operated after the consumption of alcohol. The employer operated a zero-tolerance policy in this respect, of which the employee was fully aware.

After work on one occasion, the employee parked the van near to a public house, which happened to be close to his work premises. He went to meet a colleague who had invited him out for a drink. Two of the employer's managers happened to go to the same public house and discovered the employee sitting in the passenger seat of another company vehicle, with his colleague in the driver's seat.

One of the managers was of the opinion that the employee was a little drunk and challenged his proposed use for personal reasons of the colleague's company vehicle. The employee was sent a letter dated 29th October 2004 informing him he was required to attend a disciplinary hearing. The issues to be considered being cited as:

'Using a vehicle for social purposes. Conduct which fails to reasonably ensure health and safety of oneself and others. Insubordination. A breach of the company vehicle regulations and procedures'

The employee was dismissed after the disciplinary hearing. The primary reason for his dismissal, which was set out in writing the next day, was that he was intending to drive his company vehicle after the consumption of alcohol. The employee claimed that he had been unfairly dismissed and brought a claim before the Employment Tribunal. The Employment Tribunal dismissed the claim and the employee appealed to the Employment Appeals Tribunal.

The issue arose as to whether the Employment Tribunal had erred in law in deciding whether the employer had complied with the standard dismissal and disciplinary procedures as outlined in the Employment Acts. The appeal was dismissed for the following reasons:

* Firstly, the employer had to set out why he was thinking of dismissing the employee and provide the employee with an invitation to discuss the matters at hand.

* Secondly, the tribunal were entitled to find that the statutory procedures had been complied with. The letter of 29th October had successfully outlined the general nature of the alleged misconduct.

© RT COOPERS, 2006. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

The case of Nesbitt and Another v Secretary of State for Trade and Industry [2007] involved joint shareholder claimants who had contracts of employment with their company. The claimants were husband and wife. In February 1985, the second claimant incorporated a company as the vehicle for a new business providing IT training services to businesses and public bodies. In March 1986, the first claimant joined her in the business. From that date onwards, the share capital of the company consisted of 1,000 issued shares, 529 of which were held by the second claimant, and 470 of which were held by the first claimant. One share was held by F, the second claimant’s mother.
All three were members of the board. At its height, the company had 20 employees working from four offices. From the outset the claimants had written contracts of employment with the company. Those contracts were in the same form as entered into with its first employees. The claimants were also paid salaries proportionate to their roles as the senior managers of the business. They did not receive directors’ fees or dividends.
The company was managed on a day-to-day basis mostly by the claimants, although eventually a project manager was employed. Most management decisions were taken fairly informally, board meetings were held every six months, and additional meetings were convened when required.
Unfortunately during 2006 the company became insolvent. On the 3rd of July 2006, the remaining employees, including the claimants, were made redundant by the liquidator. Subsequently, the claimants applied to the insolvency service for redundancy payments and other arrears owed to them, pursuant to sections 166 to 168 and 182 to 186 of the Employment Rights Act 1996 (the insolvency provisions).
Their claims were rejected by the insolvency service on the basis that they were not employees within the meaning of the 1996 Act. Their challenge to that decision was rejected by the employment tribunal. The tribunal held, inter alia, that they could not have been employees of the company because they were, in practice, in total overall control of the company and thus able to prevent their own dismissals. The claimants appealed.
The principal issue that fell to be determined by the court was whether the tribunal had erred in treating the fact of control as determinative of the question of whether the claimants had been employed by the company. The appeal was allowed.
In the instant case, the tribunal had erred in treating the fact of control as determinative. It was merely one of the many relevant factors that fell to be considered when determining the question of whether the claimants had been employed by the company. The claimants had proper employment contracts, and those contracts were equivalent to those issued to the other initial employees. They also received their remuneration by way of salary. The fact of control aside, there were no other factors pointing away from employee status. In such circumstances, when considering the facts found by the tribunal, the only conclusion properly open to the tribunal had been that the claimants were employees of the company. Accordingly, the claim would be remitted to the tribunal for a determination of the sums due to the claimants.
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© RT COOPERS, 2007. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

What To Consider When Creating An Employee Rewards And Recognition Scheme

Writing articles is a passion for some people and it is a hobby for others. Content writing is considered as the best work from home jobs all over the world considering the requirement of writers. There are also people who work part time writing content in various websites and blogs.

There are many blogs and websites in Internet that are looking for good content and so there are many opportunities for article writing jobs. This article provides an overview of how content writing is one of the best work from home jobs and how people earn writing articles.

This post is for work from home job seekers and also for people who have writing as passion or hobby. You can earn huge money writing articles and it can be one of the best work from home jobs for people who have little experience in writing.

Who are the writers in these Top writing sites

Experienced writers write very informative articles in these sites. So is the reason these sites have good search engine rankings which interests advertisers as well. They hire experienced writers for writing jobs which help their websites to reach top pages of search engines.

Bloggers and small website owners who are looking for better search engine rankings and getting leads from these article writing sites publish their articles along with links to their website landing pages.

Freelance Article writers write articles in these article writing sites so that they can show their experience in freelancing websites like eLance, freelancer and lime exchange. There are hundreds of writing jobs in top freelancing sites. To show their skills to clients, freelance writers publish their articles in these sites.

There are hundreds of article writing sites in Internet that provides revenue for writing articles in their sites. Some website share revenue and some websites provides money depending on number of impressions. Businesses also are now looking for articles in their blogs which is related to their products. So there are hundreds of article writing jobs available in Internet today.

In the coming articles we shall provide information of top article writing sites and websites which share revenue for writing articles in their websites.

The right employee recognition and rewards scheme can offer workers a lot of benefits. These advantages include successfully motivating employees to maintain and improve their performance, giving them a clear idea of what behaviors and outcomes the organization values, and providing them a fair return for all their efforts.
If you are still starting an employee rewards and recognition scheme in your organization, below are some important things and tips to consider in the planning and implementation process:
Seasoned HR professionals say that you don’t actually need a lot of money to implement a meaningful rewards and recognition program. Most employees will take pride in a token award when this acknowledges they did a good job that successfully impressed their boss and peers. A good way to give your recognition program the credibility it deserves is to involve employees in creating and administering it. If they have a hand in designing it, they will know exactly what they have to do to earn rewards. This strategy can also ensure that the program provides everyone in the workplace with an opportunity to earn a reward.
Awards for general benchmarks such as “innovation” and “quality improvement” can be a bit vague and don’t define what employees need to do to win. Without specific details, some employees will be stymied before they start. In case of “employee of the month” awards, workers may think everyone’s turn comes up eventually and they don’t have to work hard to get this recognition.
Generally, organizations reward results. Although this appropriate, this can lessen the opportunity to use recognition as a way to encourage poor performers to improve. By recognizing small behavior shifts in employees such as arriving on time, correcting mistakes, helping a co-worker, etc., you can reinforce incremental improvements. Also, keep in mind that when rewarding these changes, you don’t have to spend a fortune; a sincere thank you or some specific positive feedback can already be an appropriate response.
To get the most out of your rewards and recognition scheme, give your employees what they want. One worker may be happy to get some additional time off from work; however, one may be more responsive to getting cash rewards.
Saying the simple words “thank you” is one of the simplest and most important ways of recognizing employees. If you are sincere with your appreciation, this validates the importance of the work that your employees do.

9 Excellent Reasons WHY You Should Invest in a Fabric Inspection Machine! (Check MASTER)

Usually, a lot of jobseekers are dealing a hard time searching for a job. No matter how much eager and dedicated they are, still, they ended jobless. Probably mostly of you are wondering why despite of being determined, well-talented, and witty, no-one is interested in hiring you? In this matter, the thing you must at least do is to find out what's going wrong with you. You have to review what happened or what you have done before, during and after the interview to discover the most common problems you encountered and to learn how to avoid it wisely.

But wait, wait, wait, wait... Why jobseekers are too excited to reach the top without even stepping on the first pace of the ladder first? Don't you remember that before you can go at the highest level, things should be done step-by-step? Why not consider going back into basic and making things slowly but quite surely?

Here are Job Search Basics:

Build and Start Networking - One of the main factors for the success in job hunting game has lot to do with who you know and acquainted with. Consider the Web Internet as your best matchmaker that can help you land a job you needed. These will lend a hand to connect you with potential employers. Through Web Internet, it is easy to access Company's website and browse directory and e-mail contacts. It can link you to newsgroup and mailing list like an air speed where you can get the names and numbers of other alumni working in the same field as you. There are also numerous job search posted online which goal is to match jobseekers to employers in different places.

Do your Homework - Have a time for researching about the Company you prefer to apply and work. It's better to be packed with knowledge before going out in a fight. Chose a job that will suits your abilities and skills not on what you think is cool for you.

Market Yourself - See your self as a product while job hunting as a sale. With sales effort, you must find the right targets and find a way to capture their interest. As you got their attention, you should stressed-out and expressed what are your best features and benefits they could get if they hire you. Evaluate yourself and focus on highlighting the positive things you possess.

The best way to inspect the Fabric is to check it on a good quality Inspection Machine. These machines are designed so that fabric in any form: Loose Fabric, Fabric Roll, Plaited Fabric can be inspected and the Output can be taken in Perfectly ALIGNED ROLLS or in other forms (Plaited, loose etc.) Further any type of Textiles can be Inspected: Woven, Knitted, Non-woven.
Defects can be easily spotted on the Textile analyzing machines, as the inspector has a very good view of the stuff. These machines are power driven and helps in analyzing the Textile many times more than the fabric inspected on a conventional inspection tables. The defects are located, marked and recorded on an inspection form These machines also measures the length of the Textile simultaneously during checking. To grow to the next level, it is very important that you should invest in a Fabric Inspection machine, as per your requirement.
Your investment in a Fabric Inspection machine will be one of the most profitable and wisest one. Will you like to know How? Read on…
Be wise, install a Fabric Checking Machine in your organization to grow your business and enhance your profits! They say the pay-back period of a good fabric inspection is less than a year!

Job Search 101 – Best Instant Success Tips to Help Get You Hired Quick

Fast overnight jobs are simply the best, there's no waiting for a letter or phone call so you wont end up sitting around for weeks on end just to see if your application was accepted. The overnight jobs you are about to read of actually hire you on the spot. There are no interviews, no special skills or experience required and it does not matter where you live. These overnight jobs will end your job hunting right here and now.

There are only a limited number of places in the world that will hire someone this quickly without even so much as an interview but market research companies do, they are the undisputed kings when it comes to handing out overnight jobs. And here's the reason why.

Market research companies get paid to gather data for big multinational companies. One of the most effective ways for them to do this quickly is by paying consumers cash for filling out short surveys. This is where

enter the picture. There are now survey agencies out there that you can sign up with that will supply you with enough surveys to enable you to earn a full time income from home. And the money? How does a minimum of $25 per hour sound just for filling in your opinion on various topics?

Most people think it's not possible to find overnight jobs and instead end up beating the streets for months on end looking for employment. The reality is that they are right here in the online world. However, there are a lot of survey companies out there that will promise you a king's ransom and then pay you little to nothing. Finding the right survey companies to do your surveys for is the biggest hurdle that most people face when starting out. It really pays to get help with this or do some research of your own.

Realistically, once you have a solid foundation with a well done resume and cover letters you can focus on getting interviews and acing interviews. But first, having a successful follow up system can be a big help so your efforts can be maximized. Remember hiring managers and recruiters are busy folks out of necessity, so a reliable system like this can reap big rewards.   First send out a thank you letter promptly after each and every interview. Then in your MS Outlook calendar with built in alarms for appointments log in a follow up date two weeks from the day you sent out the thank you letter. 
Write both these actions down in your job hunting log with the date. When the follow up alarm sounds, simply write and send a professional follow up email, letter or call preferably with your interviewer. Repeat the same actions for your second interview as needed. Log all these actions in your job hunt log. When you are chasing down multiple opportunities, all your actions will be properly coordinated. More importantly the job hunting log is ideal to make sure you leave no stone unturned.
Now about those resumes and cover letters, avoid sending them addressed to the HR Department please.  Simply log onto LinkedIn and use the people search feature, company search feature or search your existing network. A good approach to being unique and different would be simply to ask yourself how you would like to be approached if you were in management. Think of the whole hiring process as a test of your intelligence.
What if you studied a few LinkedIn profiles of management at your targeted companies, you might notice things you have in common like a passion for golf. It may then be obvious you will have a leg up on the competition after all. Fortunately, people still hire people not computers or the internet. One goal you want to stay focused on constantly is getting in front of people each and every day. The more you make that happen, the greater your chances are for success.
Which cover letter will be better received? One that contains an invitation to play a round of golf and the usual necessities  or one that states you need a job, you have qualifications x, y and z? Consider doing a little bit of routine investigation like this to differentiate yourself from the crowd. We call it bottom up marketing in the sales and marketing field. Knowing your audience is critical to being well received for sales, marketing and advertising efforts right?   Why should it be any different for job hunters?
On the subject of targeted resumes, let us say you had in mind three ideal career targets as goals. Who do you think would have more success and get hired faster: Sam who uses one all purpose resume and cover letter to target multiple positions or Aaron who uses three different targeted resumes to target three different positions? While content may still be king, it is only important if your audience thinks it is.
 Do you think having an impressive number of contacts and recommendations on LinkedIn is good for employers to see? If you worked on all these suggestions and found time to do it by eliminating TV for a few weeks would you see some impressive results? You can bank on it.

Get Paid to Complete Surveys Online – Easiest Job in the World!

So you're tired of your boss breathing down your neck. All you need is a reprieve, but it doesn't look like you're going to get one anytime soon. But that's okay...

Why is it okay? It's because there are free online work at home jobs out there that can free you from the shackles of your workplace. All you have to do is know where to look.

First of all, do you write a lot of materials for your current job? Perhaps you can just write? If you can, then you need to try your hand at being a freelance writer. There are many individuals making a full-time income as a freelance writer. However, it does depend on how much work you get and how much you will work for.

The second thing you may want to look into is paid surveys. Now, make sure you don't pay a fee for this. There are survey companies out there that will not require you to pay a fee in order to grow your income in this way. If they require you to pay a fee, just pass them by. Let them know you're not going to fall into that trap.

The third thing is to do your own thing. There is no better job that "rocks" than one that you create. Look around on the Internet and see what people want. If you have what they want, you had better make some money off of it. The biggest mistake people make is not thinking that they have what it takes. The truth is that you do have what it takes.

If you’re looking to earn a full time income online, or earn some quick cash to pay some bills then taking surveys online is for you. It seems a lot of people are struggling to survive these days, but little do they realise they can earn some extra cash completing surveys online.
I’ve been completing surveys online for a number of years now. It started off as a part time gig. But these days I make a full time income working a few hours a day. It gives me more freedom and more money. It allows me to spend most of my time playing with my kids. I don’t say this to brag, but to give you some inspiration. If I can do this then I’m pretty sure YOU can. It’s the easiest job in the world.
If you have a computer with internet access and you can type, then you can make money by taking surveys online. All you have have to do is set up a PayPal account if you don’t already have one and get yourself a new email address and find a few survey sites to register with. Most of these survey websites online pay up to $40 for just one completed survey, and they only take up to 20 minutes to complete!
You can easily complete 8 surveys in just one day. And that would probably equal an average persons full time income in the USA. Can you see the potential? You can easily work a full time job and do this part time and earn twice as much as you’re earning now. What are you waiting for? Get started today.

Layoff Looming? Prepare Your Job Search Now

Email resumes...Web resumes...HTML resumes...Scannable resumes... Keyword resumes...Text resumes...ASCII resumes...PDF resumes...Word resumes...Traditional resumes...

A resume is a resume, right? But then, what are all these different types of resumes you keep hearing about? If you are confused and not quite sure what is being referred to when you hear all these different names for resumes, you are certainly not alone!

Over the past decade, the most common resume-related questions asked by job hunters have progressively shifted. While still of major importance, the majority of queries are no longer about functional versus chronological resume styles, whether to keep or remove experience from twenty-five years ago, or whether to include dates of education. With the advent and subsequent explosive increase in the use of the Internet during the job search, questions have turned overwhelmingly to issues of electronic resume creation and transmission.

What are the different types of electronic resumes?

What are the differences between an e-mail resume, a scannable resume, and a web resume?

How do I know which resume format to use?

How do I format my electronic resume to ensure that the recipient can read it?

No wonder there is so much confusion! In just a few short years, there has been a complete revolution in the tools and techniques of job hunting. As applicant tracking technologies have come into common use among headhunter firms, large corporations, and even mid-size and small businesses, recommended resume formats and methods of transmission have rapidly evolved with the advancing technologies. Further complicating things, have been the increasing availability of personal web space for online resume portfolios and biographies.

What does this mean for today's job hunter? While the Internet has opened unprecedented doors of opportunity in the job search process, for those who have not taken the time to learn and apply the rules it can mean disaster!

While few job hunters have time to spend months studying the most recent technologies and recommendations for the creation of electronic resumes, before venturing onto the Internet with your resume it is critical that you take the time to learn and understand a few simple concepts. Knowing your audience and the formats most acceptable by those audiences are essential pieces of knowledge for the Internet job hunter.

The human reader - The traditional, printed, hard copy resume (yes, it does still have a primary place in job hunting!) is created to attract the human eye and attention. With the advantages of word processing applications, sophisticated formatting is possible and should be applied strategically to create eye-appeal and draw the readers' attention to key qualifications.

The computer reader - The electronic or computer-optimized resume is designed, first and foremost, to be readable by the computer. There are several types of electronic resumes, but the common element of all is the ability to be searched by keyword. Of course, once your resume has been tagged as matching a keyword search, it will be reviewed by a human. So compelling, easy-to-read content is just as important in the electronic resume as in the traditional resume.

Miss these points and the effects could be might send out hundreds of resumes only to sit at home and wonder why nobody, not even one company or headhunter, has called you for an interview. There are fundamental formatting differences between traditional and electronic resumes. If you do not understand these differences, your resume will make it into very few - if any - resume databases.

What are the differences between keyword, scannable, web, traditional, and text resumes?

Traditional resumes are designed, as already noted, to compel the human reader, through persuasive language and design, to take further action and call you for an interview. Layout and page design are critical and should be planned strategically to draw the eye to areas of emphasis. The most effective traditional resumes are focused on achievements and written in powerful, active language that captures and holds the attention of the reader.

Scannable resumes -- also a printed, hardcopy format -- are designed primarily for accurate scanning into a computer. Captured as an image, scannable resumes are fed through OCR (optical character recognition) software that reads and extracts the text. The extracted text is databased for storage and later recalled by keyword from an applicant tracking system. Scannable resumes are very rarely requested any more. If you are asked for a scannable resume, the most efficient option is to email the requestor your plain ASCII text resume (described next).

Text resumes (also referred to as ASCII resumes) are just what the name implies, an ASCII-formatted version of either your traditional or scannable resume. Text resumes are universally readable on all computer systems and platforms and are the preferred format when you are emailing your resume. An ASCII resume received in email can be entered directly into an applicant tracking system without the added step of needing to scan it. Entry into the system is fast, easy, and accurate and so many employers and recruiters prefer this format.

The phrase "keyword resume," as it was first used, referred most often to either a scannable or text resume that incorporated a focus on nouns and phrases that employers were likely to use when searching for an applicant. Sometimes the keyword resume had a section at the beginning or end that listed the keywords separated by commas or periods. Today, there is no need to maintain both a keyword and a non-keyword resume. Keywords have become such an essential element in resumes that you should ensure that every version of your resume, whether meant for the human or the computer reader, incorporates the keywords most important in your field or industry.

Still confused? My recommendation is to simply maintain two separate versions of your resume:

Traditional resume - If you wish to send a hardcopy, paper version of your resume you should send your traditional resume. Traditional resumes are most often stored on your computer as a computer file and printed on an as-needed basis. For example, you will want to print at least several copies of your resume to carry with you and hand out at interviews. You may also be asked to send your traditional resume via email to a recruiter or employer. In these cases, you should have your traditional resume saved in the two most commonly asked for file formats: MS Word and Adobe PDF. You can then attach the requested file or files to an email message and send it to the requestor to be printed on the receiving end.

By far, you'll find that the most requested format for your traditional resume is MS Word. If you comply with the request, be aware that your formatting may be incompatible with the recipient's system. While usually still readable, fonts and bullet sizes and styles may be different from what you intended. These problems can be minimized, although not always eliminated, by embedding the fonts into the document. This is a simple process, and the MS Word help files will guide you through it. You should also take care, while writing and designing your resume, to use design elements that are default and standard on most systems. For example, it is not wise to use a fancy, custom font on your resume that you know will be emailed. Default fonts such as Garamond, Helvetica, Book Antiqua, or Verdana are better choices.

To eliminate issues with compatibility, if the recipient has the free Adobe Reader installed, Adobe PDF is the best format in which to send your traditional resume. The PDF version of your resume will appear on the recipient's system precisely the way it appeared on your system. For this reason, if given the choice of sending an MS Word file and Adobe PDF file, always opt for Adobe PDF. However, many recruiters and employers still prefer the MS Word file format, because this is the format they are most familiar with.

ASCII text resume - If you conduct any portion of your job search on the Internet, ASCII-formatted resumes are critically important tools. Always have an up-to-date ASCII text version of your resume on your computer. This is the fastest way to contact potential employers and to apply for jobs advertised online. You must also have a text version of your resume if you wish to post in online resume databanks.

As previously noted, employers rarely request scannable resumes anymore. If they utilize an applicant tracking system, they will likely request that your resume be e-mailed, either as ASCII text or as an attachment. E-mail allows the recipient to enter your resume directly into the database, eliminating the extra steps of scanning and OCR.

How do you use these file formats and transit them to recipients via email? My recommendation is to actually attach the MS Word or Adobe PDF file to the email in its native file format. Then, ALSO copy and paste the text of your ASCII text resume into the body of your email (where you would normally type a message), along with a letter of introduction or other note explaining why you are sending the resume.

A final type of electronic resume is the web resume, also known as the online resume. Created using HTML, your web resume may be uploaded to space provided by a web-hosting provider. Eliminating the compatibility problems associated with word-processed resumes sent as e-mail attachments, web resumes offer the advantage of maintaining layout and design on the systems of anyone with a web browser. Available for viewing around the clock, conveying a technology-savvy image, and allowing the ability to add supporting content to your resume (effectively creating an online portfolio promoting your qualifications), web resumes are becoming a progressively important tool in the job search. The creation of a web resume or resume portfolio is far beyond the scope of this article, but if web resumes are an electronic format that interest you, be aware that many service providers have begun offering web resume design and hosting at affordable prices.

What do I need to know about writing keyword resumes?

Remember - it is absolutely essential that you create resume content that is keyword rich regardless of the file format. It is not necessary that you maintain a separate keyword version of your resume. ALL resumes must include a heavy emphasis on keywords. Keywords are generally defined as nouns or phrases that an employer will use when searching for an applicant with your skill set. To maximize the recall of your resume in a search, you will want to use as many keywords in your resume as possible.

1. Keywords should focus on technical and professional areas of expertise, industry-related jargon, and your work history. Also, include the names of associations and organizations of which you are a member.

2. Whenever possible, use synonyms of keywords in different parts of your resume and if you use initials for a term in one section, spell the term out in another.

3. Always be specific. For example, while it may be fine to include the phrase "computer literate," you will also want to list the specific software that you are proficient in using.

This is one of the most common areas of confusion, so I'll state it once again...the content of a keyword resume does not need to differ from the content of your traditional resume. With careful attention to rhythm and flow, it is possible to prepare a resume that is keyword optimized, but that also includes the powerful, compelling, active language of a traditional resume. Not only will this simplify your resume preparation, but it will ensure that the content of all versions of your resume will be optimized for both the computer and the human reader. Furthermore, if you incorporate a professional summary and bulleted list of qualifications in the text of your resume, there is little if any need to prepare a separate keyword summary.

Unfortunately, it is impossible to recommend a specific list of the best keywords to use in your resume, as the "best" keywords are different for every individual and depend mainly on your unique career objective and background. What is certain, however, is that a well-prepared keyword resume is so critical to your success in a job market that largely relies on electronic applicant tracking systems, if you have any doubts at all you should consult with a professional resume writer.

How do I prepare an ASCII text version of my resume?

Preparing the all-important ASCII text version of your resume is not difficult, but it does require a learning curve. Once converted to ASCII format, you will be able to email your resume in response to an ad or paste it directly into web-based forms and submit it to Internet resume databanks. The specific directions will vary depending on the software you have installed on your computer. But, in general, to prepare your ASCII resumes properly, follow these simple steps:

1. Using your word processing program, open your word-processed resume and use the "Save As" function to save a copy as a "Text Only" or "ASCII (DOS)" document. Title your document with an easily distinguishable name; perhaps "resume_internet.txt"

2. Close your word processing program and re-open the ASCII file. You will not be able to see your changes until you have done this. Note that it has been stripped of virtually all original formatting.

3. Go through your new ASCII document line-by-line. Align all text flush to the left-hand margin.

4. Remove all "centering," "right hand margin," and "justification" alignments.

5. Although you should no longer see them, if visible, remove all graphics, artwork, and special character formatting.

6. Remove all tab characters.

7. Remove all columns.

8. Replace bullets with a simple ASCII asterisk (*).

9. Carefully check the spelling and the accuracy of your data.

10. If you wish, use ASCII characters to enhance the appearance of your resume. Asterisks, plus signs, or other keyboard characters can be used to create visual lines that separate sections of your resume and make it easier to read.

The above steps convert your resume to ASCII without line breaks. When pasted into a web-based form or email message, your resume will automatically wrap to the size of the window.

Your new ASCII resume will be universally readable, no matter what computer system the recipient uses. It will also be easy to manipulate for entry into applicant tracking databases, eliminating the inherent difficulties of scanning and converting your paper resume with OCR systems.

There is no denying that the Internet has caused what was once a straightforward process to become complex and confusing to many job hunters. Yet, the benefits far outweigh the negatives. Like never before, as a job seeker you have immediate access to announcements and advertisements of openings around the globe. You have the ability to conduct detailed research on companies of interest. And you have unprecedented opportunity to cost effectively promote your qualifications to hundreds or even thousands of hiring authorities of just a tiny fraction of the cost of doing so through traditional methods. While the new skills you must learn may seem daunting at first, by understanding the concepts and creating your electronic resumes, you are well on your way to an efficient, effective Internet job search.

There’s a consensus among economy watchers that we’re headed for a recession (or that we’re already in one). Large companies have announced, or are considering layoffs, especially in industries affected by the subprime mortgage fallout.
Granted, not everyone is convinced we’re headed for some tough economic sledding, but a possible pending recession highlights the need to always be prepared. If you’re about to be laid off, or believe there’s a greater chance you will lose your job, it’s better to be ready today than scramble to be ready tomorrow.
For starters, you need to have a resume ready. But maybe you don’t know where – or how – to begin. Your first step is to ask yourself these kinds of questions:
Review several job descriptions for the type of job you would want, if you were looking for a job. See what words and phrases they have in common. Then, figure out which of your many skills most closely match the job you’d be seeking.
Make it easy for the reader to see your unique value. Customize your resume to reflect the employer’s terminology and to stress results, not just duties.
List your achievements and how they support the value you would bring to another company. If you don’t have numbers or percentages to back up your results (such as sales figures, cost reductions, and time improvements), see if you can get some data now – before you need to put them on a resume.
Did you learn new computer technologies? Can you operate certain specialized machinery? Do you speak a second language?
Make sure you have their current contact information and list them as references on a separate document, not in your resume.
Do a web search of your name and check out the information an employer might find. In some cases, the employer may do a search rather than contact references. If you find any information that could hurt your chances, contact the site’s webmaster about removing it.
Do you have an up-to-date profile on web networking sites, such as LinkedIn? If so, consider including the web address (URL) in your resume or cover letter.
Answering these questions will provide you with the key ingredients of your personal “value proposition,” which is what helps you market yourself to an employer. In short, you need to answer an employer’s all-important question: