Also, search for their Form 990 filing at Both documents will give you insight into the organization’s activities and financial management.
Human Resources professionals and hiring managers are keen to find job candidates that have an inherent interest in their organization. Second, they are likely focused on landing a “job” versus finding an organization that has a mission that is aligned with their personal interests and career aspirations. First, they likely didn’t prepare for the interview. Research the Organization with Whom You are Interviewing: Typically, when I am interviewing a job candidate, one of my first questions is “So, tell me what you know about ABC Corporation?” When I hear either “crickets” or “well…um,” it potentially tells me two things about the candidate.Second, and I cannot stress this enough whether you are talking about a resume or some other written document…find someone you trust and ask them to be “an extra set of eyes” that will provide candid feedback and offer suggestions to improve your resume. Usually, you will be able to identify issues more easily when doing so, than simply staring at the page you wrote. First, read your entire resume out loud to yourself. So, I would recommend doing two things before you send your resume anywhere. We are all human, and imperfect, and it is all too easy to make these types of inadvertent mistakes on your resume.
LINKEDIN BACKGROUND IMAGES HUMAN RESOURCES PROFESSIONAL
One of the greatest concerns for a Human Resources professional when performing an initial review of a resume, is to find spelling and grammatical errors run-on sentences inappropriate use of punctuation and inconsistent formatting of the resume itself. While it is true that your resume can speak volumes about your education and accomplishments, it equally speaks volumes about your attention to detail. I am not talking about the moment you walk in the door to begin your interview. Frankly, my tips are not the be-all-and-end-all imperatives for acing an interview, but rather are the result of twenty years of observation as to, in my opinion, what sets certain job candidates apart from others. As I reflected on this, I thought I would share with you, some tips to assist you the next time you interview with an organization. Ultimately, people are the heart of every organization, and the recruitment and selection of talent is a critical exercise to ensure that the organization flourishes. And, we design and implement total rewards programs that address employee pay and non-pay specific needs. We identify methods and actions that can be instituted to ensure employees remain fully engaged at work. We also are focused on assisting employees with developing their talent and skills to create an enriching career. However, being a Human Resources professional is generally not focused on the more serious side of the employer-employee relationship.
And many times, we have to adjudicate investigatory findings to determine appropriate disciplinary actions to take, up to and including discontinuation of employment. We frequently engage in investigations when there are claims of inappropriate employee behaviors. As Human Resources professionals, we have a myriad of laws, regulations and statutes with which to comply.
I am frequently asked, “How did you end up in Human Resources with a degree in criminal justice?” Jokingly, I respond, “That is a long and winding-road story, but at the end of the day, my criminal justice degree has served me quite well in my career field.” It truly has. I have now spent more than two decades working in the Human Resources field, and have had the opportunity to live in many exciting places both in the U.S. Although many times we may wish otherwise, life is not predictable and our career paths may take many interesting twists and turns over time. Never would I have imagined at the time that I would ultimately spend my professional career in the field of Human Resources. I was graduated from RIT with my undergraduate degree in Criminal Justice in 2000.
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