Most resume writing guides focus on using power words or words that can persuade an employer to schedule an interview or to at least keep reading their resume. But what about those words that may cause an employer or recruiter to dump your resume in the trash?  What words should job candidates avoid using if they want to increase their chances of landing that interview? Let's take a look:

Avoid abbreviations and acronyms.  Although people at your former job may be familiar with certain abbreviations or acronyms, assuming that the recruiter/employer reading your resume is not familiar with the abbreviations or acronyms is probably the safest route.  The last thing you want is for a recruiter or employer to trash your resume because they had no idea what you were talking about. If you feel that you need to use an acronym or abbreviation, use it sparingly and offer a footnoted definition.

Avoid using negative words to describe anything, including your former job, school, co-workers or boss.  Negative words such as boring, mean, bossy, angry or stupid are all no-no's when it comes to your resume.

Avoid using personal pronouns such as "I" or "Me."  Just say, "Litigated 20 case for XYZ firm" instead of saying "I performed litigation for XYZ firm."

Avoid using words that are not commonly used and that the reader may not understand. Keep it simple. If your resume is written with a lot of $100 words that sends the recruiter or employer running for a dictionary, it's doubtful that your resume will avoid the trash bin.

As the economy continues to shed jobs, many legal firms and other employers have become more cautious about hiring.  Unfortunately, disabled job seekers are often hit hardest. According to government statistics, in any given month well over 16 percent of people with disabilities are unemployed, well above the national average.  But there are some things that disabled job seekers can do to increase their chances of finding employment:

1. Consider in advance if and/or how your disability could impact the position you're applying for.  If there will be no impact you may choose to not disclose the disability. You are not required to disclose a disability to an employer. But of course, if you need special accommodations, i.e. a wheelchair ramp or devices for the blind, you will need to disclose the disability.
2. Talk to the legal recruiter about their recruitment process. Know all of the steps in the legal recruiter's process will help you prepare. Will you need accommodations? If so, you can request those accommodations in advance if you prepare. Make sure you understand exactly what you need and be able to clearly explain your needs to the employer/recruiter.
3. If you have significant work gaps in your resume because of your disability, it may in fact benefit you to discuss this in the cover letter or interview.  For example, if you were an active duty armed forces member who was injured in the line of duty, mentioning this could serve as a candid window into your life experiences and your ability to overcome adversity.

One final thought on disclosing your disability.  If your disability requires accommodations on the part of the employer, it would be unwise to wait until the last minute to disclose the disability and your accommodation needs--i.e. showing up for the interview in a wheelchair could create unnecessary embarrassment for an employer who had an interview location with no wheelchair access. Disclosing your need for a ramp would eliminate this problem and get the relationship off to the right start.

A recent report by the National Association of Women Lawyers revealed that women attorneys still lag far behind men in earning power and attaining positions that will give them an opportunity to advance significantly in their field.

The report said: "The pay gap between men and women equity partners narrowed slightly this year, with men earning $565,200 on average and women taking in $499,350 — or 88% of their male counterparts' pay, compared to 87% last year."In some states women are dropping out of the legal field in alarmingly high numbers:  "The Women's Bar Association of Massachusetts released a separate study on Oct. 15, showing that women in the state have left the profession in greater numbers than men. In Massachusetts, women now make up about 57% of inactive lawyers and 34% of active attorneys."And of those women who are active, a disproportionate number of them are concentrated in low-paying sectors.

"Of active women lawyers, 69% work at law firms, 15% for government agencies and 5% for nonprofits, the study said. The figures for men are 81%, 7% and 2%, respectively."

How can women attorneys position themselves to get a bigger slice of the pie?

1. Find a mentor. It is important that women attorneys identify successful women or men in their field who can help guide them through their career.

1. Create alliances.  There are no lone wolves on the legal career path or any career path. Women attorneys who want to be successful must create alliances with other attorneys, judges and legal professionals who can help them open the doors to grander opportunities.

1. Demand that your spouse/partner is an equal partner in caring for children and that your career needs are made a priority in the household.  Many women attorneys' career plans are derailed when they are forced to take care of 100% of the child care needs in their household and this can contribute to lower pay over the course of her career.

(source: http://www.law.com/jsp/nlj/PubArticleNLJ.jsp?id=1202434957315&Survey_says_Women_lag_far_behind_as_rainmakers&slreturn=1&hbxlogin=1)

 

  The internet provides many popular social networking choices today, like Youtube, MySpace, Twitter, and Facebook, but if you are not careful, what you put out there about yourself can harm your chances of getting that dream job. 

Aside from customary reference checks of previous jobs, prospective employers are increasingly using these common internet sites to quietly and informally investigate your background and discretely probe your private life.  Whether this is intentional or not, a future employer can and will use the internet to Google your name and check your past.  For example, for those job seekers who still have not cleaned up their MySpace or Facebook page, you are only decreasing your chances of landing a job.  With the job market as tight as it is these days, employers are not impressed with your pictures of last night’s crazy party or that wild weekend with friends.  That said, what you do in your private life is your business.  Just keep in mind that the photos or videos you put on MySpace YouTube and what you write on Twitter will be exposed to the world.

What can you do to make your social networking page employer friendly?  Here are some suggestions: 

·       Resist putting up pictures or videos you think would potentially shock or offend an employer.

·       Avoid writing anything you feel would be too personal or embarrassing for an employer to read.

·       Be mindful of what you post at all times.

            Don’t forget that social networking sites can be an asset when you’re looking for work; just remember to use them as a means to enhance your background, not hinder it.  Best of luck in your job search!      

  Wendy Oliveras is a columnist, author, search consultant, and career planning and development advisor in Jersey City.  She can be reached at (201) 947-6662, via email wo@oliverascoinc.com; http://twitter.com/WendyOliveras; or http://linkedin.com/in/wendyoliveras.  For further information please visit www.oliverascoinc.com.

During tough economic times, some recruiters may feel tempted to engage in practices that are not illegal but may be considered unethical by others. We all want to engage in ethical behavior; but how does a recruiter draw the line between, playing tough and playing unfair/unethically?  Let's take a look what ethical recruiters need to look out for when aiming to be fair during hard times:

1.  Be honest.  Don't use deception to secure clients or candidates. Many candidates have complained that recruiters have engaged in "cattle calls" for jobs that don't exist.  While others misrepresent the benefits of a job, especially salary.  Also, avoid "inflating" a lackluster candidate's experience and competency simply to secure a job order.  Being honest will increase the chances that your business will survive the recession and beyond.
2.  Treat everyone with dignity and respect.  Right now the job market is tight for candidates; however that does not mean that it is okay to disrespect a candidate.  If a candidate has taken the time to submit an appropriate resume and has taken your assessments, you should take the time to respond with at least a thank you email. This can be an automated process. It's tough out there for candidates and a little compassion can go a long way.
3.  Submit candidates with class. If you are attempting promote candidates, do not submit candidates to firms unless they have pre-approved the submission.  Do not in any circumstances ‘blast’ their resume to multiple firms hoping for a hit.

Editor's note:  If you would like to more about ethical guidelines for recruiters, please visit http://www.nalsc.org/. 

Many job candidates, new and seasoned veterans alike, hate to write a cover letter.  But often a cover letter can mean the difference between having your resume read and responded to immediately or put in the "read later" pile. And we all know where the "read later" pile eventually ends up. To help you get more motivated about crafting an excellent cover letter, let's take a look at some of the realities of how a cover letter is used and viewed:

1. Every job candidate should understand that a cover letter is simply a brief and powerful sales tool--if done right. If done wrong it can be a "door closer." The main purpose of a cover letter is to catch the employer's attention and make them want to know more. Ideally, a cover letter will convince an employer to call you for an interview.
2. The cover letter is a single page introduction from you. It is not a rehash of the facts in your resume. In the cover letter, the candidate must take the opportunity to tell a compelling story about why they are the best candidate for the job.
3. Good cover letters always address an employer's perspective.  When writing a cover letter, candidates must address the employer's needs, wants and express how they can bring value to the company. For example, if an employer emphasized their need for someone who can meet deadlines, you should offer an example of how your ability to meet deadlines positively impacted a former employer.
4. The best cover letters are specific; but brief.  Avoid long and boring statements in your cover letter. Get to the point quickly and do it in a way that piques the interest of the employer.