Explore Different Careers With Job Shadowing - CareerAlley

Investigate Different Careers With Job Shadowing - CareerAlley We may get remuneration when you click on connections to items from our accomplices. Finding the correct profession for you can be hard. School offers such a large number of chances with a wide assortment of degree and authentication programs. Yet, how would you know whether a vocation is directly for you? Imagine a scenario where you are thinking about exchanging vocations, yet need some viable data before taking care of business. You should consider work shadowing. What Is Job Shadowing? Employment shadowing is an incredible method to investigate various professions before focusing on a particular school program or industry. It gives you a genuine opportunity to perceive what your life may resemble on an everyday premise by watching, or shadowing, a lifelong expert in their day by day work schedule. Employment shadowing is likewise an incredible method to meet veterans in your ideal field. How Do I Job Shadow? In the event that you have just begun your degree program, consider connecting with your educators or teachers to check whether they have any contacts in the field. Its ideal to have a decent proposal from somebody in the scholarly community. For instance, in the event that you are finishing a clinical aide program, connect with those in the school program to locate a neighborhood center where you may be capable employment shadow. In the event that you have not yet dedicated to a school major, don't hesitate to connect with experts straightforwardly. Simply make certain to make your goals understood. On the off chance that you arent happy with moving toward an association legitimately, contact your neighborhood school vocation focus to perceive what assets they have accessible for new and possible understudies. Presently That Ive Set Up My Job Shadow, What Do I Do? Continuously call and affirm with the association. Make a point to be affable and considerate. Offer to reschedule if things appear to be clamorous. Exploration the organization heretofore. Visit their site. Converse with others who have made a comparable showing shadow if conceivable. Exploration the suitable dress. It is safe to say that you are visiting a powerful corporate office, an easygoing creature cover or a clinical office? Make a point to choose an outfit that is agreeable and work suitable. What Should I Do During My Job Shadow? The way to taking advantage of your activity shadowing experience is to pose inquiries. Whoever you are shadowing is so used to carrying out their responsibility, they may overlook some key parts of the work environment. Dont be hesitant to pose inquiries. A few inquiries you could pose include: What do you like about your activity? What do you detest? For what reason did you choose to enter this field? What sort of character qualities and aptitudes does somebody have to enter this field? What counsel would you give youngsters simply beginning their vocation? What Do I Do After Im Done Job Shadowing? Try to keep up a decent connection with the association where you work shadowed. Consider catching up with a legitimate thank you letter or card. The individual you shadowed left their approach to support you, so its critical to recollect that. In the event that after activity shadowing youve concluded that you have discovered your ideal profession, consider staying in contact and following up with respect to temporary position and employment prospects. For particular professions that require explicit professional preparing, similar to a ton of the social insurance programs do, shadowing an expert previously submerged in the field can be an incredible method to choose if you need to begin the enlistment procedure. About Author:Julie Lee is an independent essayist concentrating on school clinical projects vocation tips. Julie has as of late expounded on clinical partner testament programs just as blogging about school life tips on different school sites. Picture Source: Nasa.gov This is a Guest post. On the off chance that you might want to present a visitor post to CareerAlley, if it's not too much trouble follow these visitor post rules. Good karma in your pursuit. Joey Trebif

How HR Can Really Decrease Sexual Harassment in Our Workplace - Workology

How HR Can Really Decrease Sexual Harassment in Our Workplace - Workology Charges Alleging Sex-Based Harassment (charges filed with EEOC) In light of recent news about sexual harassment in the workplace, I don’t think we have to ask ourselves how often it really happens. It really happens. A lot. And so much of it is underreported by victims who fear backlash, it probably happens even more than we think. Sexual Harassment at Work Why Is This Happening? According to a 2008 study by the Association of Women in Action, 54% of the respondents reported having experienced some form of workplace sexual harassment. One thing is for certain, sexual harassment in the workplace is real, it’s common and it’s time for business leaders and the public to address and call for change. First, let’s define it and add it up. The Equal Employment Opportunity Commission has an official definition of sexual harassment: Sexual Harassment It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victims supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. Charges Alleging Sex-Based Harassment (charges filed with EEOC) FY 2013 FY 2016 This table shows charge data for sex-based harassment allegations, including charges alleging sexual harassment. NOTE: This does not include charges filed with state or local Fair Employment Practices Agencies. FY FY 2013 FY 2014 FY 2015 FY 2016 Receipts 12,379 12,146 12,573 12,860 Source: EEOC Yes, you’re reading it right. Increases YoY since at least 2010. And these are only cases that are reported to the EEOC. For some fascinating facts about workplace law and sexual harassment, listen to Workology Episode 100: How Prevalent is Sexual Harassment at Work What We Can Do About It? with Kate Bischoff (@k8bischhrlaw) So how can we really decrease sexual harassment in the workplace? The EEOC has raised its profile about sexual harassment, reporting the numbers noted above for transparency. Employers are also taking a harder look at their sexual harassment policies and they should be doing so. If (and when) word gets around, especially in the news media, a single allegation can severely hurt a company’s bottom line. The EEOC secures about $404 million dollars from employers each year. Employee lawsuits are expensive. An average out of court settlement is about $40,000. In addition, 10 percent of wrongful termination and discrimination cases result in a $1 million dollar settlement. While “locker room talk” seems to have little impact on a former presidential candidate, now president (if you somehow missed that Billy Bush tape, it is discussed in the podcast linked above), sexual harassment allegations can be the ruin of a brand. Besides hard cash, the PR damage can take even the largest company down. People really do “vote” with their dollars, meaning bad PR can result in lower earnings and fewer customers, as well as the decline in the number of qualified candidates applying for open jobs with a company based on reputation. I recently spoke with a woman who turned down a role at a media company because the man behind the “women’s media company” is a well-known misogynist and has several harassment lawsuits pending against him. It truly was a deal breaker for her. And this is true for myself. I deleted the Uber app from my phone and only use Lyft when traveling because of Uber’s reputation and the way they treat women in their organization. I am exercising my right as a consumer not to feed a sick machine, and I believe a growing number of individuals are doing the same. How Can HR Decrease Sexual Harassment at Work and In Society? So what can companies, and your company, in particular, do to decrease sexual harassment in the workplace? Train Staff Every single person working for your company should have sexual harassment training, whether they are in a supervisory role, entry level, part-timeif they’re on the payroll, they should know what “hostile work environment” means, how to handle it should it happen (HR, stat), and how to avoid “casual” harassment. Casual harassment can be laughed off as a joke, but according to the EEOC, it costs the same amount of dollars. So no joke. Audit HR Policies What is your company’s policy on sexual harassment? If you can’t answer in two sentences or fewer, you have some work to do. The EEOC can help with the language needed to create policies around harassment and processes to follow should it happen. Employee Focus Groups You have the best built-in focus groups on your staff. Consider putting together a mix of management and employees from different departments, commit to open conversations, and talk it out. This can help you find out if your employees are clear on what to do in an incident of sexual harassment, define what sexual harassment is through conversation, and let their questions be your guide to creating policy. Just because you have sexual harassment 101 down doesn’t mean everyone on your company’s staff does. If Bob in Accounting makes Julie “feel uncomfortable,” but he hasn’t spoken to her in a way that creates a hostile work environment, or in any sexual way, is this harassment? It isn’t. If Sales Boss and Sales Admin Assistant have a work-related dinner that leads to other things that might not be consensual were he not the boss, is this harassment? It is. QA can go a long way to building a bridge of communication with all employees. Conduct an Employee Survey Anonymously, of course, with the stipulation that if a survey response contains an allegation of harassment, HR must become involved. A survey, like a focus group, can give you a better understanding of what your employees think of your current policies and how to adapt your training for your audience. Important: If you receive valid and executable recommendations from employees, carry them out. Include them in your policy. The EEOC dictates and defines what sexual harassment is, but that doesn’t mean someone on your staff may have a great idea to help avoid getting into hostile work environment territory. Finally, Evaluate. Run the numbers. Know your male to female ratios among positions, supervisors, managers, and departments. Men can be victims of sexual harassment, but statistics still show a much higher percentage of women being affected. It’s important to know the landscape at your company and how to change your recruiting efforts to create parity. Push Back Sexual harassment is happening because we are tolerating these behaviors. If you see sexual harassment among HR colleagues at a conference, out with friends, or witness these behaviors stand up and call it out. Take a stand and push back. Let them know these actions, behaviors, or words are not tolerated under any circumstance no matter how much money, power, or influence the sexual harasser has.

What Warren Buffett Asks of His All-Star Employees

What Warren Buffett Asks of His All-Star Employees I'm told the initial phase in defeating enslavement is conceding you are weak over the object of your dependence. A month ago, I read one more life story of Warren Buffett (and his organization, Berkshire Hathaway ). Fortunately, this dependence on his composing is advantageous, so I grasp following Buffett's compositions intently. In December, Buffett gave his most recent biennial notice to Berkshire working organization directors (whom he alludes to as his All-Stars). The Berkshire executive and CEO mentioned three things from this select gathering of businessmen. Secure Berkshire's notoriety Buffett's anxiety with Berkshire's notoriety is principal. The combination is his labor of love; its notoriety is its most significant resource, and he won't have it contaminated: The top need â€" besting everything else, including benefits â€" is that we all keep on guarding Berkshire's notoriety… As I've said in these updates for over 25 years: We can stand to lose cash â€" even a ton of cash. Be that as it may, we can't bear to lose notoriety â€" even a smidgen of notoriety. Specifically, he cautioned against highlighting the crowd as avocation for a game-plan: Once in a while your partners will say Every other person is doing it. This reason is quite often a terrible one in the event that it is the primary defense for a business activity. It is absolutely unsuitable while assessing an ethical choice. This is good judgment: Did your folks get it when you said He/she did it, as well! to clarify your terrible conduct? Rather, Buffett offered an alternate standard for estimating one's conduct: We should keep on estimating each demonstration against what is lawful as well as what we would be glad to have expounded on the first page of a national paper in an article composed by an antagonistic yet wise correspondent. In 2011, Buffett was stung when one of his top lieutenants and a possible replacement, David Sokol, broke the organization's insider exchanging rules an offer managing contention that most unquestionably didn't pass the paper test. Sokol left Berkshire Hathaway in the wake of the embarrassment. Report awful news â€" and rotten ones â€" rapidly Berkshire Hathaway at last inferred that Sokol had deceived the organization with respect to his activities â€" a cardinal sin with respect to an official who should be a model and a gatekeeper. Berkshire auxiliary supervisors are depended with the mission of epitomizing and securing the organization's way of life. Some portion of top administrators' responsibility is to point out terrible conduct as ahead of schedule as could be expected under the circumstances: … let me know instantly if there's any critical terrible news. I can deal with terrible news yet I don't prefer to manage it after it has rotted for some time. … Somebody is accomplishing something today at Berkshire that you and I would be troubled about on the off chance that we was aware of it. That is inescapable: We presently utilize in excess of 330,000 individuals and the odds of that number traversing the day with no awful conduct happening is nil. Be that as it may, we can have a gigantic impact in limiting such exercises by hopping on anything quickly when there is the smallest scent of inappropriateness. Your demeanor on such issues, communicated by conduct just as words, will be the most significant factor in how the way of life of your business creates. Culture, more than rule books, decides how an association carries on. Progression: Identify the following Top pick list At last, Buffett requested that his directors send him the names of their top contender to succeed them. Buffett has a progression plan set up for himself, however one he has not unveiled openly. Also, he guarantees his supervisors privacy as to their decisions (These letters will be seen by nobody however me except if I'm no longer CEO, wherein case my replacement will require the data). This necessity seems, by all accounts, to be a greater amount of an activity in chance administration than long haul arranging, as it excludes Berkshire auxiliaries that aren't controlled by a solitary individual (obviously, there are a couple of tasks that are controlled by at least you two â€", for example, the Blumkins, the Merschmans, the pair at Applied Underwriters, and so forth â€" and in these cases, simply disregard this thing.) A decent suggestion to begin the new year Warren Buffett and Berkshire Hathaway are verification that benefits â€" enormous benefits, for reasons unknown, â€" don't should be earned to the detriment of business morals. Be that as it may, similarly as with any undertaking of any noteworthiness, one can't achieve this by itself. The heads of Berkshire auxiliaries appreciate remarkable opportunity in maintaining their organizations, yet their commitment to ensuring Berkshire's corporate notoriety must be uniform and total. The exercise isn't new â€" a month ago's update was almost indistinguishable in exactly the same words to the 2012 report â€" yet it merits investigating something like each other year â€" for Berkshire's administrators and any other individual. Video Player is loading.Play VideoPlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, as of now playing liveLIVERemaining Time -0:00 Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions and captions off, selectedAudio TrackFullscreenThis is a modular window.Beginning of discourse window. Getaway will drop and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset reestablish all settings to the default valuesDoneClose Modal DialogEnd of exchange window.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, right now playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreen Alex Dumortier, CFA has no situation in any stocks referenced. The Motley Fool suggests Berkshire Hathaway. The Motley Fool possesses portions of Berkshire Hathaway. Attempt any of our Foolish bulletin benefits free for 30 days. We Fools may not all hold similar conclusions, however we as a whole accept that considering a various scope of experiences improves us financial specialists. The Motley Fool has a revelation strategy. Related Links Standardized savings: 5 Facts You Must Know Warren Buffett Tells You How to Turn $40 Into $10 Million Social Security: 3 Things to Know Before Taking Benefits Early

Can LinkedIn Out Your Job Search

Can LinkedIn Out Your Job Search ShareShare I dont want to spread fear about LinkedIn. LinkedIn is a great tool that can be used safely even in a stealth job search. However, too many job seekers think that setting the Notify Your Network switch to No means none of their activities will be announced to their contacts. Yes, you can prevent certain updates from being sent to your contacts, but there are important exceptions which could result in rumors that youre searching for greener pastures in your career. The following will generate updates to your contacts regardless of your activity settings: Connecting with other LinkedIn members. However, you can prevent this by updating Select who can see your connections in Privacy and Settings. Set it to Only You. (Access Privacy and Settings via the dropdown in the upper right corner of your LinkedIn screen. Explore this page its important!) Group activity but you can turn this off under Privacy and Settings. Sharing content. Following a University Page. Following an Influencer, Channel or Publisher. Liking shared content. Upgrading to Premium (doesnt apply to the Job Seeker version). One more thing about Job Seeker premium: While most people wont be able to see what version you have, if one of your companys recruiters is using LinkedIn Recruiter and happens to come across your profile, it will be labeled as a Job Seeker profile. Dont let any of this stop you from being an active LinkedIn user. Just know what you can, and cant, discreetly do on LinkedIn. When in doubt, Use LinkedIn Help. If you cant find answers in the self-help sections, click the tiny Contact Us link on the Help Center toolbar. I use LinkedIn Help often, and I usually get a clear, helpful response from LinkedIn within a day or two. Sometimes I have to ask follow-up questions to clarify their answers, but thats not hard to do. Dont run away from LinkedIn. Like any powerful tool, it should be handled with reasonable care. Used correctly, it can open doors. Can LinkedIn Out Your Job Search ShareShare I dont want to spread fear about LinkedIn. LinkedIn is a great tool that can be used safely even in a stealth job search. However, too many job seekers think that setting the Notify Your Network switch to No means none of their activities will be announced to their contacts. Yes, you can prevent certain updates from being sent to your contacts, but there are important exceptions which could result in rumors that youre searching for greener pastures in your career. The following will generate updates to your contacts regardless of your activity settings: Connecting with other LinkedIn members. However, you can prevent this by updating Select who can see your connections in Privacy and Settings. Set it to Only You. (Access Privacy and Settings via the dropdown in the upper right corner of your LinkedIn screen. Explore this page its important!) Group activity but you can turn this off under Privacy and Settings. Sharing content. Following a University Page. Following an Influencer, Channel or Publisher. Liking shared content. Upgrading to Premium (doesnt apply to the Job Seeker version). One more thing about Job Seeker premium: While most people wont be able to see what version you have, if one of your companys recruiters is using LinkedIn Recruiter and happens to come across your profile, it will be labeled as a Job Seeker profile. Dont let any of this stop you from being an active LinkedIn user. Just know what you can, and cant, discreetly do on LinkedIn. When in doubt, Use LinkedIn Help. If you cant find answers in the self-help sections, click the tiny Contact Us link on the Help Center toolbar. I use LinkedIn Help often, and I usually get a clear, helpful response from LinkedIn within a day or two. Sometimes I have to ask follow-up questions to clarify their answers, but thats not hard to do. Dont run away from LinkedIn. Like any powerful tool, it should be handled with reasonable care. Used correctly, it can open doors. Can LinkedIn Out Your Job Search ShareShare I dont want to spread fear about LinkedIn. LinkedIn is a great tool that can be used safely even in a stealth job search. However, too many job seekers think that setting the Notify Your Network switch to No means none of their activities will be announced to their contacts. Yes, you can prevent certain updates from being sent to your contacts, but there are important exceptions which could result in rumors that youre searching for greener pastures in your career. The following will generate updates to your contacts regardless of your activity settings: Connecting with other LinkedIn members. However, you can prevent this by updating Select who can see your connections in Privacy and Settings. Set it to Only You. (Access Privacy and Settings via the dropdown in the upper right corner of your LinkedIn screen. Explore this page its important!) Group activity but you can turn this off under Privacy and Settings. Sharing content. Following a University Page. Following an Influencer, Channel or Publisher. Liking shared content. Upgrading to Premium (doesnt apply to the Job Seeker version). One more thing about Job Seeker premium: While most people wont be able to see what version you have, if one of your companys recruiters is using LinkedIn Recruiter and happens to come across your profile, it will be labeled as a Job Seeker profile. Dont let any of this stop you from being an active LinkedIn user. Just know what you can, and cant, discreetly do on LinkedIn. When in doubt, Use LinkedIn Help. If you cant find answers in the self-help sections, click the tiny Contact Us link on the Help Center toolbar. I use LinkedIn Help often, and I usually get a clear, helpful response from LinkedIn within a day or two. Sometimes I have to ask follow-up questions to clarify their answers, but thats not hard to do. Dont run away from LinkedIn. Like any powerful tool, it should be handled with reasonable care. Used correctly, it can open doors.

Overqualified for the job, how to rock the interview

Overqualified for the job, how to rock the interview Overqualified for the job When you are declined for being overqualified, one of two things is going on. Either the company is declining you in a way that won’t hurt your feelings, or you REALLY are overqualified. Based on the resumes and cover letters I see, it doesn’t take a rocket scientist to see what is happening. Unemployed candidates that are overqualified for positions (and sincerely want the position) are applying for positions they can do in their sleep or were doing 5-10 years earlier in their career. Economy dependent (Supply and demand) Before all the HR folks and PollyAnna managers out there get their panties in a bunch and say you should apply to the position that is commensurate to your experience, let me say that in any other economy, I would completely agree!  This is not THAT economy. With unemployment where it is, and no end in sight, folks need to put food on the table and pay their mortgages. I am trying to help folks find a job first,  get picky later.  Before HR people rant to me about the benefits of hiring overqualified folks, please stop.  This isnt about HR folks expanding their minds. This is about helping folks get an interview so they CAN sell themselves. There are plenty of reasons to hire someone with more experience than needed and I can personally think about more reasons NOT to hire someone who is overqualified, but this blog is about increasing your odds of getting hired.  This blog isnt about who to hire. Back to our Caped Crusader. Usually, the candidate has 10+ years of experience and is applying for a position that is junior to their skill set.  We have all heard it before. Most companies dont want to hire folks that are overqualified. Why not you ask??? At the end of the day, companies do not want to underpay anyone. Regardless of the fact that you haven’t had a raise in 3 years and you feel you may be underpaid in your current job, the situation is bigger. If a company underpays an employee the company assumes the following based on concrete historical data.   Emotional HR data The company will only receive an 80% effort out of the employee. The employee will be grateful to have a job the first 2-6 months and put in 100%, but after being underpaid by 10-20-30%, the effort is going to slip. It is easy to see the logic that if the employee is paid 80% of their value, eventually the employee will get resentful and only give 80% effort. Acme Publishing doesnt want to be a stepping stone position for any employee. They don’t want to train an employee to do a job while that employee is looking for another job that will pay to their full potential.   Acme is looking for a perfect match so they avoid unnecessary  turnover. They want to feel that all of their employees are challenged. No one wants to see someone bored at work, or look like they dont have to try. No manager wants to deal with someone who is getting the job done with little or no effort.   It sounds great in principle but try managing everyone around them who is busting their ass trying to keep their heads afloat while looking at someone who is bobbing around like a fat cork. For the most part, I can honestly say that companies don’t want to be known as bastards, cheapskates, or horrible employers. You may be employed by one now, but that is your perception. Companies can not last long-term if they make a habit of cheating their employees. Especially in this economy. Employees are also customers, recruiters, biz dev people and the marketing department. They can go work for the competition and they can tell all their friends what a great or lousy employer a company is. No company wants bad press from an insider. Market Rates This is different from being paid in a weak market.  In 2006 and 2007 the economy was booming. The market for position X was $50K.  The economy and the job market have taken a dive in the last 5 years and the MARKET is dictating that the position is worth 40K. Taking $40K may be a cut in pay, but that rate of pay IS STILL MARKET.   If you are applying for a position that is paying 35K, then you are overqualified or underpaid by $5K.     Taking a cut in pay, and being paid market rate can be two different things.     EG:   If a Major League Baseball team played a farm team, do you think that the Major League team would put in 110% effort?   No, they won’t. They don’t have to. They will still beat the farm team with only 90% effort. No owner or manager wants to see less than 100% effort from their team. If you keep hearing that you are overqualified based on your resume, I would recommend you tailor your resume to the job.   List only the experience needed.  Just present yourself as a little overqualified or perfectly qualified for the position.   Every company wants to find the perfect candidate.   Not under qualified, and most definitely not overqualified. Easier said than done If you are applying for a position that is junior to your skill set, the way you are going to get the interview is to present your self in the perfect light. It is a one in a million instance where we advertise a position looking for someone with 3-5 years of experience thinking we will pay “$X” and then find someone with 12 years of experience and say “OMG, this guy is amazing, we need to hire this guy and pay him $2X our budget.”   Not going to happen. If we wanted that person, we would have just posted that particular ad in the first place. We might start interviewing and realize we didn’t spec the job correctly after we started meeting some candidates, and supersize the position, but not “OMG. . . .”. If the job post is seeking 5-7 years of experience, don’t list 10-12. This job pays a fair rate for someone with 5-7 years of experience.   It isn’t looking for a 2 year or a 10-year person. Your resume is a reflection of your qualifications Your salary requirements are a reflection of how reasonable you are. I have heard time and time again,  they didn’t ask me for my salary requirement so I don’t see how they think I was overqualified.” Just because you are not asked for salary requirements doesnt mean there is a disconnect between the experience level. As a recruiter, I don’t need to ask you what your expectations are financially to figure out what level you are.   A good recruiter can peg your salary within 10% from looking at your resume. I just want to hear YOU say what your requirements are so there is absolutely NO confusion or delusions of grandeur. I don’t want to get to the finish line and have us a world apart on the offer. Only hired for last 5-7 years of experience In an effort to make sure candidates are qualified for a position and bring MORE value to a position, most candidates list ALL their experience. I often see candidates list 15 years of experience when we only asked for 10. This is a mistake.   You might be able to do more than one job, but no one is going to be hired to do more than one job. You can only work 40-60 hours a week.   Most people will work 45-55.   You have read in more than one place to tailor your resume to the job.   This also means listing ONLY the experience that is pertinent to the position. You are only going to be hired for your last 5 years of experience. If you find that you are not getting called back just list relevant and recent experience and don’t list the year on your education. It isn’t lying when you omit 5 years of experience. I am not saying this works every time, but hopefully this gives insight into why we don’t want to hire someone that is over qualified. See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,