Career counselor: professional answers to career questions

Article Abstract:

Guidelines for preparing a resume for the personnel management professional are discussed. These resume tips include: (1) ensuring the resume reflects accomplishments and skills, (2) including a job search objective in the resume, (3) assessing the resume from the potential employer's viewpoint, (4) editing and rewriting the resume as an ongoing process, (5) composing sample cover letters, (6) developing a list of companies to send the resume to, (7) practicing interviewing with friends, and (8) realizing that job offers can be negotiated. Three sample resumes are compared and evaluated. When resumes achieve low response rates, the job seeker should realize that: some firms do not respond to resumes, as a policy; the resume may not be circulating beyond entry-level clerks; the employment opportunities in the personnel management field are not as plentiful as the number of individuals seeking employment within the field; and the resume may need to edited for clarity or effectiveness.

Job hunting, Resumes (Employment), Resumes

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Keep good clerical employees

Article Abstract:

Employers should take steps to retain high-quality clerical employees to reduce hiring and training costs, and to eliminate negative public and employee relations. The steps employers can take to retain clerical employees include conducting exit interviews and employee surveys to determine the reasons for employee departures and worker satisfaction; providing training for new skills and subsequent increases in salary; and providing employee benefits that could include a cafeteria plan offering discounted prices, intramural sports, and an employee store.

Employee retention, Office workers

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Professional answers to career questions

Article Abstract:

Questions and answers cover the various topics which relate to executive employment and personnel management. Sometimes a search firm can not be expected to produce the results intended because the hiring executive of the contracting company does not really know what type of person will be an ideal employee for that company. Making an improper hiring decision may be disastrous for the manager who the recruiter made a mistake in hiring, for her or his family, and for the manager's associates, subordinates, and others in the company.

Services, Employment, Executives, Executive search firms, Labor supply, Labor force

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