[jsfg_cinti] TODAY from 11a-5p - Hi-Tech Job Fair at Wright-Patterson AFB in Dayton - also another list of some basic time-tested tips on getting a job from HR managers

There is a fairly good "high-technology" job fair going on up at Wright
Patterson Air Force Base that has quite a few national companies (about 45
minutes N. of I-275).


http://jobmarket2.coxohio.com/jm/Content.jsp?page=content/CareerFair/Diversi
ty.htm


Perhaps I might run into you there! -- Mark Manley

------------------------------------------------------

Also, here's yet another list of some basic time-tested tips on getting a
job from HR managers:

via
http://jobmarket.coxohio.com/JOBSWeb/dayton/content/careercenter/articles/cm
oves1.html


Career Moves
(column for 05/22/05)

by

Jim Pawlak

I sat and observed as HR managers from 6 firms held an open forum with over
50 job seekers at a church-sponsored job club. Here?s some of the dialog:
Answering an ad ? if the ad lists ?x? number of qualifications and you don?t
match all of them, don?t bother applying. The managers said that an ad
generates about 200 responses. Over two-thirds of the responses don?t meet
the job qualifications and are discarded. It?s frustrating to HR because
sorting through large numbers of unqualified applicants is unproductive.

One of the job seekers asked about not including salary history information
when the ad asked for it, but didn?t say it was mandatory. The HR managers
were divided on this one. Four said that salary history was a ?good to know?
, but not a job qualification; two said they used salary history to screen
out candidates that didn?t fit their pay range, and would disqualify
applicants who didn?t include it.

Cover letters and resumes ? Please proofread; every HR manager said
misspellings disqualified applicants. They believed that a candidate who
didn?t pay attention to detail in her/his personal marketing material wouldn
?t be detail-oriented on the job. They all indicated that email cover
letters contained far more misspellings than snail mail. Poor grammar fared
a bit better; most managers were willing to let minor grammatical errors
slide unless the job required substantial written communication.

Cover letters should have bullet points, not paragraphs. If it takes more
than two minutes to read it, it?s too long. Resumes should be two pages max;
a 12 pt. font is easiest to read. Most have ?Objectives? stating what the
applicant wants; employers prefer a ?Skill Summary? that shows what an
applicant offers. If you?ve been in the workforce for more than five years,
focus on your accomplishments during the last five years. Why? Employers
consider that period the indicator of your current skills. Use bullet
points, not paragraphs to describe accomplishments. Don?t list anything
personal (e.g. hobbies, marital status, health, non-work-related activities,
etc).

Chronological resumes are preferred to functional formats because they show
work history. If there are gaps that can be easily explained (e.g. raising a
family, taking care of family member, going to school full time, etc.) these
should be put in the resume.

Refresh online resumes every week because employers search by resume posting
date. They want ?new? job seekers. When responding online, use a text format
(.txt) resume because it can be opened universally.

The interview ? Dress business professional no matter what job you are
applying for, or what dress code the employer has. One HR manager?s
workforce is about 70 percent non-union, production workers; she said:
?Production workers that come dressed like they?re going to work, rather
than dressed-to-impress for the interview, don?t get hired. Being
well-dressed sends a message that you?re serious about wanting the job. We
may be oddballs about this, but our turnover is less than 10 percent.?

While skills are important, the deciding factors in the hiring decision are
attitude and energy. Companies are trying to find employees that fit their
culture. Four of the six firms have applicants take personality assessment
tests before making a job offer. All include job peers in the interview
process to get a feel for ?team? fit. Interviewers are also asking more
behavioral, ?How would you??? questions.

The HR managers gauge attitude and energy during an interview by body
language, how much an applicant smiles, tone of voice (i.e. enthusiastic
versus monotone) when discussing accomplishments and the questions they ask
the company and the job (i.e. the more the better) ? just don?t ask
questions about compensation, benefits, travel or hours worked unless the
interviewer brings it up.

At the end of the interview, ask about the decision timeline and protocol
for follow up. Sending a written thank you to the interviewers makes a good
second impression.






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