TOP 10 MOST COMMON RESUME MISTAKES THAT COULD COST YOU THE JOB

Extracted from “The Star – 20th July 2013”

10. SAY NO TO ODD FONTS

Cheesy fonts just scream “I don’t know what I’m doing” to your future employer. Jokerman, Papyrus and Comic Sans are not meant for a resume. These fonts are for festive purposes only. Use fonts like Times Roman and Arial instead.

9. OVERLY DECORATED RESUME

When you display your resume in an unconventional manner, the employer may assume that the reason why you decorate your resume with ribbons, unnecessary binding and much more is that you are unprofessional. Sometimes being unconventional does not help you to land a job.

8. TOO MANY DETAILS

Your resume should only be between one and two pages. The goal is to make your resume short, yet readable for the employer. List only your selling points that are applicable for the job. Leave out details that are not relevant to the job at hand.

7. NO STRUCTURE

A well-written resume leaves a good impression on the employer. It shows attention to detail and can powerfully show the value that you can bring to the company. Be sure that your resume is systematic and rational.

6. GENERIC RESUME

It may be easier to send the same resume for every job that you are applying for. But a generic resume won’t show the hiring manager that you are the perfect candidate for the company. Match your achievements with the job’s requirements. Avoid the one-size-fits-all resume.

5. WEIRD HOBBIES

Do not put strange hobbies or interests on your resume. There are better ways to show your individuality. You will not get hired if those hobbies have a negative impression to the employer.

4. INCORRECT CONTACT DETAILS

Be sure your contact details are written correctly. You may think you are not getting phone calls because you are not eligible, but there’s also a possibility that your contact information are wrongly written. Triple-check your resume to ensure that it is perfect.

3. IMMATURE EMAIL ADDRESS

Inappropriate or immature email addresses are a big turn off for employers. They indicate lack of maturity and discipline. Create an email address that is professional to put on your resume. First impressions are very crucial.

2. DISTRACTING INFORMATION

There is a difference between useful information and too much information including certain details may set you apart from other candidates but if it is not relevant to the job you’re applying for, it will become a distraction instead of a positive addition to your resume.

1. EXAGGERATION AND LIES

Exaggerating or lying in your resume would definitely bring short and long-term consequences to your career. You are at risk of losing honour and trust. It is never a choice to lie in your resume. The stakes are high when you do that.

HEALTHY EATING PLAN

Extracted from “New Straits Times – 10th July 2013”

Healthy eating is important for our mental and physical growth, and to maintain good health. It is one of the best things you can do for yourself and it is not about strict nutrition philosophies, staying unrealistically thin, or depriving yourself of the foods you love.

   Eating correctly means consuming the right quantities of foods from all food groups in order to lead a healthy life. Healthy eating also protects you from diabetes, osteoporosis, heart disease, stroke, and rotting teeth.

   Starting with learning new ways to eat, such as adding more fresh fruits, vegetables, and whole grains, and cutting back on foods that have a lot of fat, salt, and sugar.

   We all need a balance of carbohydrates, protein, fat, fibre, vitamins, and minerals to sustain a healthy body. Vegetables and fruit can provide carbohydrates, Vitamin C and A, iron, and fibre that your body needs for a healthy diet and life style. Here’s how to eat healthy:

Monitor your fat intake – Each fat gram contains nine calories so by reading the total calories on a food and knowing the quantity of fat, you can estimate the fat percentage in the food. This should be low as possible, and by no means exceed 30%.

Reduce your salt intake, as over-consumption of salt is one of the causes of obesity. Reduce means cutting your salt intake down to half what it was last year.

Change from table butter to cholesterol free butter – if you have a choice why not go for it, any way it is healthier for you and tastes just the same. Bear in mind that these small changes can go a long way towards weight reduction.

Bake your food without fat – Baking is by far a healthier method of preparing food than frying. Baking requires lesser oil or fat.

Use a non-stick frying pan for your cooking so that you can cut down on an unnecessary greasing. The main goal is avoid eating fat as much as possible, and a non-stick pan is the perfect solution to reducing your consumption of fat.

Boil your vegetables instead of cooking them, or even better, eat them fresh. However, if you do not like eating your vegetables as it is, try steaming it without adding anything at all. This is probably the healthiest way to eat cabbages, cauliflowers, and a host of other vegetables.

Eat parsley often – Parsley is a great herb to snack between meals, as it contains quite a few vitamins, plus it will freshen your breath.

Choose lower fat substitutes, as these will help weight loss and are healthier for your heart. Fats do have nutrients, but the calories they pack outweigh their benefits, unlike proteins and carbohydrates, so cut down on them where you can.

Avoid going on crash diets – They don’t work, and actually will ruin the work you have done to lose pounds. Crash diets are not healthy for you, as they make you think you lose a few pounds quickly but once you stop, you will gain everything back and more. Crash diets are not meant for the long-term, which means any results you see will go away and possibly hurt you.

Make it a habit to chew all foods thoroughly at least eight to 12 times. This is important because it will add saliva to the food and saliva is critical to the digestion of sugar. Many people have a bad habit of eating so fast, as if they were swallowing it. This reduces the saliva added to the food, which reduces the amount of nutrients our stomach can absorb from.

 

 

NO PASSWORD IS SAFE

Extracted from “The Star – 12th July 2013”

Looking for a safe password? Sixty-three random alpha-numeric characters – are as good as it gets when it comes to securing your virtual life.

   But as millions of Internet users have learned the hard way, no password is safe when hackers can, and do, pilfer them en masse from banks, e-mail services, retailers or social media websites that fail to fully protect their servers.

   And besides, with technology growing by leaps and bounds, why does the username and password formula – a relic of computer’s Jurassic era – remain the norm?

   “The incredibly short answer is, it’s cheap” says Per Thorsheim, a Norwegian online security expert and organiser of PasswordsCon – the world’s only conference dedicated to passwords, taking place in Las Vegas this month.

   Back in the beginning, it was all so easy. The very first computers were not only room-sized mainframes, but also stand-alone devices. They didn’t connect to each other, so passwords were needed only by a handful of operators who likely knew each other anyway.

   Then along came the Internet, binding a burgeoning number of computers, smartphones and tablets into a globe-girdling web that required some virtual means for strangers to identify each other.

   Passwords have thus proliferated so much that it’s a daily struggle for users to cope with dozens of them – and not just on one personal computer, but across several devices.

   There’s even a name for the syndrome: password fatigue.

   “People never took passwords very seriously, and then we had a number of really big password breaches,” says Marian Merritt, Internet security advocate for software provider Norton.

   In a 24-nation survey last year, Norton found that 40% of users don’t bother with complex passwords or fail to change their passwords on a regular basis.

   Rival security app firm McAfee says its research indicates that more than 60% of users regularly visit five to 20 websites that require passwords, and that a like-sized proportion preferred easy-to-use passwords.

   The most popular passwords, infamously, are “password” and “123456” – according to Mark Burnett, whose 2005 book Perfect Password: Selection, Protection, Authentication was among the first on the topic.

   Password alternatives are in the pipeline.

   Google is toying with the idea of users tapping their devices with personalised coded finger rings or inserting unique ID cards called Yubikeys into the UBS ports of their computers.

   The FIDO Alliance, a consortium that include Paypal, is pushing an open-source system in which, for instance, websites would ask smartphone users to identify themselves by placing their fingertips on their touchscreens.

   “These (biometric) technologies are coming to a place where they are highly mature, cost effective and in a position to roll out into the consumer market today,” says FIDO vice-president Ramesh Kesanupalli.

   Kesanupalli said FIDO technology could be available as early as this year, bettering IBM fellow David Nahamoo’s prediction in 2011 that biometrics would replace passwords within five years.

   In Washington, the US Patent and Trademark Office has recently published several patent applications from Apple that envision facial recognition and fingerprint scanning.

   Motorola’s head of research Regina Dugan has gone further, proposing a “password pill” with a microchip and a battery that would be activated by stomach acid. The resulting signal would emit an unique ID radio signal.

   For now, many Internet services are embracing two-factor authentication, that challenges users with a bonus security question – like “What is your dog’s name?” – or emits a one-use-only numeric code via SMS.

   Online password managers with names like Lastpass, KeePass, 1Password, Dashlane and Apple’s just-announced iCloud Keychain have also been popping up like mushrooms.

   They pledge to securely stash an individual’s entire password collection, accessible via one master password. Some experts, however, consider the idea of a Band-Aid solution pending the definitive password replacement.

   Until then, security experts widely agree on two core principles: make your passwords as long as possible, mixing up words with some numbers and symbols, and never ever use the same password for more than one website.

NINE STEPS TO PHONE INTERVIEW SUCCESS

Extracted from “The Star – 6th July 2013”

Phone interviews are more important than you might think. In today’s busy recruitment world, impressing the person who screens your application by phone could be the difference between making it to the next round and receiving a rejection letter. If you have a phone interview coming up, here are nine ways to help you progress to a face-to-face interview:

1. TREAT IT AS THOUGH IT’S A REAL INTERVIEW

Why? Because it is! Phone interviews are used by employers and recruiters to narrow down their pool of candidates and decide who will move forward in the process. If you want the chance to meet this employer in person, respect the recruiter, their time and the phone interview process. Manners are important.

2. BE PREPARED

Given that this is a real interview, you should spend time beforehand studying the job description, researching the company, and preparing your answers to possible behavioural questions. Behavioural questions require you to provide specific examples of past experiences to demonstrate your skills, so think of some recent, interesting examples that relate to the skills required for this role.

3. ANSWER THE CALL IN A QUIET ROOM

This one might sound obvious, but it’s amazing how many people are in noisy public places when recruiters call them for interview. Go somewhere quiet, shut the door and don’t let anyone interrupt you. This will help you to think and speak clearly, as well as show respect for the caller.  

4. USE A RELIABLE PHONE AND NETWORK

 Back in the day, the rule was you should never use your mobile for a phone interview. Times have changed though and nowadays this isn’t really practical. Just make sure you use a phone that is fully charged and in an area with good reception – you don’t want this call to drop out.

5. PAYATTENTION TO YOUR TONE

 In a face-to-face interview, your facial expressions and body language convey signals about your interest and enthusiasm. In a phone interview, since the interviewer can’t see you, your tone of voice becomes especially important. Make sure that you sound engaged, upbeat, and friendly.

6. BE READY TO ANSWER SALARY AND AVAILABILITY QUESTIONS

If you haven’t thought about what salary you’re looking for in this role, or how much notice you’ll need to give to your current employer, now is the time. Phone interviews are often used to screen out basic incompatibilities with these two points.

7. HAVE YOUR RESUME AND COVER LETTER IN FRONT OF YOU

The recruiter will have your application in front of them as they are conducting the phone interview.

Don’t risk blanking or making something up when they start asking specifics about previous roles; know what information you have provided by keeping it in front of you. It’s also important to note that while the information they are seeking may be on your resume, it’s the way you answer that they are really interested in. 

8. STAY FOCUSED

This call is not the time to multi-task. Don’t be logged into anything else while you are being phone interviewed. Ideally, don’t be anywhere near a computer so you are not tempted to check emails or IM someone.

If an email comes in while you’re talking and you start even partially processing it, you will take your full attention off the conversation and the recruiter will hear that you are distracted.

9. LISTEN CAREFULLY

In addition to staying focused on the call, really take the time to listen to the recruiter’s questions. If you don’t understand or hear exactly what the person has asked you, apologise and ask him or her to repeat or possibly rephrase the question – don’t bluff your way through an answer that may well be irrelevant.

With phone interviews becoming more and more common in the recruitment process, it’s important to know how to use them to your advantage. Follow these tips and you’ll leave your interviewer looking forward to meeting you in person!

FAILING FORWARD

Extracted from “The Star – 6th July 2013”

Remember the time when you first learnt how to ride a bicycle? Like everyone who is learning something new, no one gets it on his “first try” – unless of course he is an acrobat. Real people begin with a lot of false starts and even some nasty knocks and falls.

   Life is a lot like that. We succeed in a certain aspects of our lives because we have experienced failure doing it in the past. That experience will undoubtedly determine the way we approach similar occasions. By then we would have discovered a solution to tackle that matter and overcome it. Beginner’s luck is almost always a myth.

   But failure in itself is such a feared concept that most people will attempt to avoid it at all costs. But like everything in life, success and failure comes in a cyclical flow – at the lowest point in your life you can rest assured that with a bit of effort it will not be long before you are peaking again.

   Successful people such as writer J.K. Rowling, TV host Oprah Winfrey and basketball Michael Jordan experienced rejection and failure so many times that most will wonder why they did not just give up after trying for so long. But these exceptional people strived on, perfecting their every move.

 

REASONS FOR FAILURE

  There are several reasons why people fail and most of them stem from within:

1. Lazy

To start off, they may not be 100% committed to what they are doing. When that happens it is easy to lose the momentum to move forward. To drive a plan or idea towards success, it needs passion and inspiration. Without dedication, the fire to drive people to make hard decisions and take extraordinary measures for success would be absent.

2. Not Learning

   Another reason how people end up failing is when they do not learn from their mistakes. In order to move forward there are certain lessons we need to learn that will allow us to choose the correct path towards success. As difficult as learning through impact is – for example when faced with failure – for most people, it is still the more effective way to learn than learning through books or from another person.

   In that sense, being unsuccessful becomes a powerful way for us to learn the best way to do something. Some of these lessons can quickly be picked up; some are just too complex and need constant trial and error and an unwavering persistence to grasp it.

3. Giving Up

   And that leads to the next point that people who do not succeed tend to be less persistent or resilient in achieving their goals. There is little reason to go on if they feel that they do not have the capacity to push their ideas on to the world. Giving up is usually the result of a setback.

   If they ended up obsessing about these setbacks they experienced, they may risk getting “stuck in a rut” with no way of getting out of that stagnation.

4. Lack of Confidence

   Sometimes people are not that persistent because they lack the confidence or conviction. People like this prefer to blend into their surroundings instead of standing out and making a difference. They would prefer to follow than be followed hence they would never know the responsibility of striving for success.

   People who fail also are usually the ones who would seek to deflect the blame from themselves. When failure strikes, they very quickly rationalise the reasons why they were doomed to fail, rather than analysing where the problems lie.

5. Lack of Discipline

   People who fail often usually also do not have the self-discipline to keep on chasing their dreams. Discipline helps a person to stay focused and to ignore distractions. In order to inculcate discipline, the person has to have a good amount of self-control and a willingness to sacrifice their time and sometimes happiness in order to achieve a much fuller satisfaction later.

6. Low Self-Esteem

   A person’s self-esteem is another determinant of whether a person fails or succeeds. The lack of self-esteem usually stems from the life experiences that mould the self with unfavourable and develop negative feelings of self-worth.

   Some people tend to take a fatalistic or even pessimistic view of life. These people have problems accepting responsibilities and will always attribute their success and failures to coincidence or fate.

   In such a case, failure to them is seen as part of life and because of that they do not analyse where they went wrong and are bound to repeat their mistakes.

   A failure, big as it seems, is never an indication of a person’s self-worth or abilities. It, however, lays a person’s characteristics – their attitudes, beliefs and behaviour – open to interpretation and analysis.

OVERCOMING FAILURE

    Before you can begin to overcome any failure, you would first have to experience failure. Everyone has to taste the bitter pill in order to experience sweet success after. That is because the nature of that failure itself will provide you answers on how to improve.

   After that, try applying other methods. You may just find the perfect solution to turn your failure into a success. Even then, exposure to a wealth of ideas will give you new perspectives and opportunities of how to turn the failure around.

   At every juncture of your project or business, take a break and start accessing – are you heading in the right direction? Is there anything wrong that needs to be addressed? Recognising when success has slipped from your grasp is another important element.

   When that happens, you have to know when you are approaching failure and start making decisive decisions about changing direction or repacking your ideas into another form.

   Open your senses, your self-awareness, observe the reactions of people around closely and you will receive your answers fast enough. The ability to recognise failure means that you now can re-cast the plan or idea into something more likely to succeed.

   Listening closely also helps you to gather the feedback you need in order to proceed towards improving your idea. Seek the advice from several people, and not just from one person. Preferably this person should be of some authority with regards to your idea. Feedback is an excellent way for you to get the views of others in order to improve.

   The more you work on your ideas or projects, you will find that you will eventually get attached to any idea or project may cost you your rationality and sight on how to progress further.

   This is where preparing objectives becomes an invaluable exercise for you can keep track of your plans by constantly testing if it meets the requirements of the objectives.

   Allow some space to yourself to experiment with ways on how your idea or plan can develop. Start testing your ideas in smaller manageable and favourable environments that can help you develop the necessary skills.

   It gives you a good foundation to test and expand your skills. In the end, practice only makes perfect; you become so adept in what you do because you have been testing water all along.

   Perhaps the best way to deal with failure is to regard it as a learning experience. By analysing the reason why the outcome of our efforts does not meet our expectations, we have better chance later of rectifying that error or avoiding it altogether. That is how failure can act as a catalyst towards success.

 

 

   

Yay To Employee Engagement!

Extracted from “The Star – 2nd July 2013”

How often have we heard organisations speak of employee engagement?

You’d probably say often enough as engagement is the buzz word for many human capital departments today.

There is no doubt that employee engagement and loyalty are more vital to any organisation’s success and competitive advantage.

Every leader in an organisation understands that it is hardly realistic to expect that an employee starting out in his or her career would stay until retirement.

Since employee turnover rate continues to remain high with the possibility of increasing further in various industries due to the shortage of skilled talent; organisations hold the view that whilst they remain focused on improving retention they must be able to get the best from every employee while they remain in the organisation regardless of their tenure.

And since the value and contribution of every employee can never be guaranteed, organisations have begun their efforts on building strong “employee engagement” amongst their employees.

An engaged employee will serve as a role model to others and can build excitement in their workplace. They are individuals who will work hard, give back to the company, and have a strong sense of loyalty that drives their work above and beyond their job description.

There are many factors that impact employee engagement within an organisation, some of the  critical one’s are as follows:

The Leader

First and foremost, it’s crucial to remember that unless the most senior teams within the organisation believe in the power of engagement, it will be an uphill battle for anyone to build a culture around it. And since leaders are all about metrics and ringgit and cents,  it would help to find a business metric that can best describe the impact of having disengaged employees. Not only must there be complete buy on the importance of employee engagement, but all senior leaders must be role models in creating a culture and language that institutes employee engagement as a priority within the organisation.

The Champions

No matter how well executed a strategy, it is necessary to have individuals beyond the leadership group who are passionate about not only the concept but also about driving change and influencing others to consistently support the initiatives of employee engagement. Be sure that the employees selected for this are individuals that have high respect of their peers and have demonstrated capability in delivering on their goals. Selected well these individuals can spark excitement within the organisation and capture the hearts and minds of the others.

Don’t Care, Don’t Bother

The fundamental of engagement is being and creating an organisation environment that fosters care. No employee wants to work with an organisation that has no interest in their interests, this goes beyond knowing the employee but transcending into issues that matter to each employee.

   Unless the organisation creates an environment that allows the employee to feel that their well-being matters then “engagement” may just as well be a trendy word used to keep up with the rest of the organisations. Employee engagement requires a culture that institutionalises the importance of having a work culture that is built around care, it must be visible and represented throughout all levels of the organisation.

Open Communicative Environment

Every employee wants to believe that his views matter and his voice should be heard. No employee wants to feel like the management has something to hide, their opinion doesn’t matter, or that they can’t speak up. Encouraging an environment of openness will help employees feel like a valuable part of the organisation.

   It is important to consistently have a true two-way communication with employees. Keep them informed on what’s going on behind the scenes in the organisation and show them that you’re willing to listen. Encourage employee feedback and then act on or respond to their comments. By doing so, it will reaffirm the fact that the organisation takes employee concerns seriously and cares about what they have to say.

Empowering Employees

Just as employees want to be heard by their employers, they do also want to feel trusted. And since the organisation had enough confidence in the employee abilities to hire them in the first place, then now the organisation must be able to allow them to shine in their roles.

Encourage employees to make certain decisions without seeking prior approval, as most organisations are concerned about the possibility of mistakes that may affect a customer or the business  then organisations can decide on the level of decision making that every employee has depending on their role within themselves. Consider provide convenient work options, such as flexible hours or the opportunity to telecommute, and allow employees to use some company time to pursue volunteer activities.

These actions show the company views its employees as trusted professionals who will work to the best of their ability without anyone micro-managing every aspect of their work.

Recognise Employees Who Make A Difference

Employees thrive on positive feedback; the fact that someone knew and took note of their exceptional job performance can be motivation enough to make them work even harder. Acknowledging high achievements also sets an example for other employees and it can encourage them to aspire to higher levels of performance.

Be sure to take the time to regularly recognise individual employees who go the extra mile, volunteer for the extra tasks, or are active in giving back to the community.

You can easily acknowledge these employees through newsletters, announcements at staff meetings, social media, or on your company website. Every organisation should already have in place if not already a series of recognition programmes and process to consistently sing praise of employees that do a good job!

Hold Managers Accountable

It’s no secret that the relationship between a first-line manager and their employees has the most direct impact on engagement. After all, the majority of the hours of any employee are in some way or rather connected to their direct manager. Many researchers have confirmed this as being accurate and true. Unless organisations can instill in their managers the importance of engagement within their teams, all else that is executed within the organisation will have no impact.

Obviously the best way to ensure that engagement is practiced, it would help to have managers report results on actions they’ve taken to impact engagement in their teams. This should be weighted as an indication of performance when someone manages others directly.

Become Corporate Sponsor

Employees today are more inclined to work and serve in an organisation that makes a difference either to them or the community of which they serve.

Every employee wants to believe that they can make a difference through either the work that they do or the task that they undertake. And there is nothing grander than the opportunity to work for an organisation that is able to enlist their employees in participating in corporate social responsibility programmes.

The fact that employees will have to work together throughout the process, it will help build a culture of teamwork, collaboration and selflessness. The reward naturally is an energised workforce engaged at making a difference.

Smart organisations know that happy employees stay in their jobs longer, are more productive, and report higher levels of job satisfaction. They also develop emotional bond with their company and will continuously seek to influence improvements in the workplace.

There is an endless list of initiatives that organisations can undertake to improve engagement within the workplace, but the fundamental to it being successful is the believe from senior leadership that engagement can have an impact in their business and organisation. Believe must be then be demonstrated through action – walking the talk!

 

 

Breast Is Best For Getting Ahead

Extracted from “The Sun – 2nd July 2013”

People breastfed as infants have a 24% better chance than their formula-fed counterparts of climbing the social ladder, said a study.

   Conversely, being fed mothers’ milk as a baby also reduced one’s chances of social demotion later in life by as much as 20%, said the findings published in the journal, Archives of Disease in Childhood.

   “Our study adds to evidence on the health benefits of breastfeeding by showing that there may be lifelong social benefits,” wrote the British research team.

   The researchers looked at data on 17,419 people born in Britain in 1958 and another 16,771 born in 1970 – comparing their social class at the age of 10 or 11 to that aged 33/34, and whether or not they had been breastfed.

   Social class was categorised on a four-point scale ranging from unskilled or semi-skilled to professional or managerial.

   In the 1958 group, 68% had been breastfed compared with only 36% in the 1970 group, said the study, which claims to be the largest yet to probe the relationship between breastfeeding and social mobility.

   The researchers gathered data during regular follow-ups every few years and took into account a range of other potential factors such as brain development and emotional stress levels.

   “Intellect and stress accounted for around a third (36%) of the total impact of breastfeeding: breastfeeding enhances brain development, which boosts intellect, which in turn increases upwards social mobility. Breastfed children also showed fewer signs of stress,” said a statement.

   The authors said breast milk contained so-called long chain polyunsaturated fatty acids or LCPUFA’s which were essential for brain development.

   The team said it was impossible to tell which was more beneficial to the child: the skin-to-skin contact and bonding between a nursing mother and her infant, or perhaps a combination of the two.

   Further research was needed, they said, to determine whether mothers who fed their infants formula could aid their long-term development by mimicking the skin contact between breastfeeding women and their offspring.