omething that has so many variables. Take two different departments within an organisation for instance and the people within them, all with different upbringings, aspirations and personalities. As much as you roll out company mission statements and talk about your 'ethos' there will always be different atmospheres within the company an instances of employee friction and unease. Sure, you can have a wish list of ideals as a company, but they are never achievable at all times because of the mix of people that go to make up your company. it's a load of baloney that has trickled down from the likes of Virgin, Microsoft, Google etc. - all the companies perceived as being sexy to work for. Are they in reality sexy to be an employee at, or is it just that they are household names and thus people aspire to work for them over and above A N Other company down the road who may well treat their employees better?…
The first instance is volunteer work. I would ALWAYS recommend putting that on the resume! It shows community involvement, interest in others, social awareness, and many other things. Always a good thing to have on your resume.
The second instance would be something that is relative. For example, restoring old cars or rebuilding computers (shows hands on, attention to detail, patience, external interests, financial responsibility). Both strong points of interest when hiring. It's important to leave off things that can be viewed as controversial, such as religious or political. Whether or not it is intended, it can (unknowingly, or unintentionally) lead to bias.
Things like 'loves to cook', 'travels a lot', 'golf', 'spend time with my family' and the like are all irrelevant to the actual position, and to the overall 'culture' of the company. If the boss loves to cook, for example, and this can be a connecting point, it will come out in natural conversation. It should be the least of the 'selling points' on someone's resume! …
be completely legit. I just don't - in this instance - see how it's a slippery slope. The "slippery slope" argument is thrown out all too often where ti doesn't even apply. I believe this is one of those instances.
But I'll save that discussion for Philosophy 101.
Hope your day is going swimmingly,
CATS Software Inc.…
r or lacking "business maturity" but I honestly cannot think of an instance where someone was passed on for simply being "old".
To Ian's point, when I was a career counselor in the unemployment system, I often ran into candidates who didn't get far in the process because of their inflexibility / unwillingness to adapt, take less money, learn new skills, all of the above.…
to an office.
I'm undecided on how I feel about the trend and usage. In some instances it would be a good tool. In other instances it may not be applicable. In still other scenarios, it could be part of the entire interview/hiring procedure, with no particular weight put on any of the segments.
How are you in person? How are you on camera? What do your qualifications look like on paper? How do you relate to 3 or more people at a round table Q & A? Many, many facets are rolled into the hiring process.
Good discussion topic.
All the best,