From the Northeastern Section of the ACS, focusing on career management and development

April 2009
« Mar   May »
Resumes. The other side of the table
Filed under: Recent Posts, Interviewing, Position Searching, Public Relations docs
Posted by: site admin @ 12:38 pm career site provided an interesting and
helpful resource of the process of screening
resumes and interviews

                                                   Resume advice
- list specifically what you       resume should specify
wish the successful candidate  and highlight the MUSTS
to be able to do

- KEYWORDS are tactically       List clearly how
important                              recently and   
                                            specifically in the

                                            EXPERIENCE section
                                            what you accomplished
solved using desired
words in the job

- formal questionnaires are       ten questions or less
emerging in application tracking
help rank your
application.  Leverage
technologies and
                                             skills in questions.

                                                     Interview Advice
- ensure that each candidate has  focus on on-the-job
the required capabilities and        
skill usage and job
genuinely wants to do this work   
what has been

With what kind of resources and team?  Over what
kind of
timline?  These are questions that will really
help you predict
on-the-job success and performance.

- see how each candidate would    be prepared to deal
work through a simplified problem with  simplified real
life example

- find people who honestly are      what did you do in
looking for this kind of job for      
previous roles: 
this company and industry            what did you dislike
                                    or avoid in jobs;
                                                why do you
                                                to work here..

- do the interview “right”              Expect to start
on time; ask fair
relevant questions; 
allow enough time 
for responses; 
allow interviewee
to pose questions
                                                and follow-up

RE:  John Vlasteika

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Networking ideas
Filed under: Recent Posts, Position Searching, Public Relations docs, Networking, Mentoring, Post-docs, Technicians, Legal matters
Posted by: site admin @ 7:48 am

Surfing, listening and observing.  It seems like people
are experiencing more uncertainty in their positions
and those who are successful in their projects are not
being rewarded as in the past.

Anxiety and preparing for worst case scenarios, if
not this week, then perhaps in a couple of months,
is encouraging many to adapet to continuous
networking.  It is not just the urgent tactic of
our unemployed colleagues.  How do you do it
when fewer people can attend ACS meetings?
One way is doing more on line.

The time commitment is considerable to work
on our networks online.  Laura Holson’s article
offers some tips.  (Please pass on yours!)

- create an electronic file (.pdf) and attach it to
and email you send to yourself to be ready

- create a tailored message containing a
research summary or project list or
management philosophy on a personal
Google site (, personal
web-page or blog,  Add a link to your
signature line might do the trick for
convenient linking.

- do be careful about posting information without
permission if it relates to limited access information
or there is a confidential agreement of any kind.

- be aware of other references to our names
which might show up in a search.  Google yourself.

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Visa dilemmas in technology industries
Filed under: Recent Posts, Position Searching, Leadership, Mature professionals, Post-docs, Legal matters
Posted by: site admin @ 7:25 am

Is some sort of win-win outcome possible?

An articulate article revealing many aspects of the problem
provided case histories and elements of the current
high unemployment problem.  Several items struck me:

- many of the terrific innovators have immigrated
to the US and developed whole new industries
Andrew Grove Intel, Jerry Yang Yahoo, Vinod
Khostla and Andreas von Bectholsheim Sun,
Sergei Brin Google, just to name a few.

- It is not unusual for talented people to have
either separate family lives, or be located in
Canada with occasional mutual visits to the US

-  Stuart Anderson in a WSJ letter to the editor
(4-14-09) points out that we are endangering
America’s innovation leadership by restrictive
immigration.  Nonetheless, it is hard to debate
the facts of double digit unemployment in many
places.  Is it one for one?


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Interviews. Progress but not success
Filed under: Recent Posts, Interviewing, Public Relations docs, Mature professionals, Technicians
Posted by: site admin @ 7:03 am

If you are consistently getting interviews, but not
receiving job offers, three things could be reviewed.

Your technical presentation, if you gave one:
   Was it geared to the audience?   Did you do an
audience analysis?
   Did it point out your competences and match of
skills to the needs of the job?
   Did you cover the material on high quality graphics
within the time limit?

Your fit;  how your personality and style match the
personality of the boss and workgroup. (small talk)

Your referencesLubin authored a solid piece on
references in the hiring process.  She cited:
  1 carefully cultivate your endorsers
     prepare them for tough questions– “what is
with this candidate?”
   2 make sure your references care for you
   3 keep an up to date list of references geared to
positions you seek
    4 prepare the references for the hiring managers
         -  send the resume you used for application
         -  provide reminders of your joint work history,
memorable achievements and relevance to the job
         -  negative queries, what have you and
are you
doing — training, new methods, etc.

Contact your references after they have spoken for
you.  Use creative ways to stay in touch.
IDEA:  Send a nice “thanksgiving day card”.  These
are not common and will send a purposeful message.
IDEA:  Set up a Google alert for them.  When
happens for them, congratulate them.

Create a LIST OF REFERENCES page for each
submission.  This is likely to be different for different
positions.  Do not use– References are available on

Don’t offer outdated for big names who barely know

Consider the reference.  Keep them informed.  If
you do
not accept an offer, let them know why.

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Resignation 101.
Filed under: Recent Posts, Job Offer (Situations), Mature professionals, Legal matters
Posted by: site admin @ 6:37 am

Recently, a colleague of mine shared a complicated
situation in which he was involved.  His
supervisor has
changed five times within the last
year and project pressure
has increased beyond the
breaking point.  The last two
supervisors were
remotely connected.  One was located
400 miles away
(he met him twice before he left).  The
most recent
is located 3000 miles away (and he has never

met her.)

He has gone through a highly stressful three week
with the latest supervisor, where she emailed
him problems
daily and set unrealistic time lines and
berated him for not
meeting them.  No understanding
of the tasks and issues
associated with them was
permitted.  He went to HR and
asked for help, then
a transfer.  Both were rejected.  So,
he expressed
displeasure and voiced his willingness to
leave, as he
was personally stressed by the communications

and tone.

So he contacted me for suggestions.

This is quite unfortunate, but happening more
with businesses stressed and not pleased
with results.

We developed and drafted a resignation letter
using many
suggestions from Sklover.  Three highlights–
1   state that it is a “forced resignation due to health
reasons”, not voluntary
2   state that the last working day is one of the first
days of the following month (for insurance coverage)
3   send it by email and make it very respectful.

It is possible to negotiate a severance  Sklover outlines
some helpful steps.  He also provides
  a resignation checklist
  steps to apply for unemployment insurance  2 
  other precautions for leaving a firm

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