Fraudulent Resumes and How They Negatively Effect Hiring in the IT Industry

There are many job boards available to job seekers today.  Most everyone has heard of the Big 3:  Careerbuilder, Monster & Indeed, but were you aware that all the major job boards get bombarded with fake resumes?

When you upload your resume onto a job board, you rely on the integrity of that entity.  Unfortunately, on a regular basis, all the major job boards get flooded with fake resumes, particularly in IT related fields.  These resumes are typically uploaded by unscrupulous 3rd party consulting / staffing firms that use them to bait employers/Recruiters into contacting them, they'll usually respond to the inquiry stating that the person you're reaching out to is no longer available but they have a variety of qualified candidates they'd be happy to submit. 

These cases create a hindrance to qualified, honest job seekers by bogging down the system, wasting employer/recruiter time, and making it difficult to determine which resumes are genuine and which are not.

For example; today I logged on to a job board to search for a specific Human Capital Management software experienced consultant.  I entered my key words and the search resulted in about 250 resumes from the last 6 mos.  Of those resumes, about 50% were fake.  I counted 4 resume variations (4 identical resumes), all with different names and all in different metropolitan areas.  It usually takes a few minutes to pick up on the fact that a resume looks familiar, and realize the last 2 resumes you reviewed were almost exactly the same, with the same employers, the same key words, the same experience and summary, just the name and location were different.

This fraudulent activity makes it so time consuming to find the right people that Recruiters are often turning to LinkedIn as the main source for qualified candidates.

If you are not on LinkedIn, set up a profile!  If you are on LinkedIn, make sure your profile resembles your resume, has all the appropriate key words, and mentions in the "About" section that you are open to employment opportunities if it is safe for you to do so.

If you are loading your resume onto a job board - try to differentiate yourself from the fray by putting something eye catching in the Summary section like "Available For New Projects In June!".

Oddly this is a little discussed or recognized phenomenon.  In conversations with some of the job board representatives, they are often unaware of the issue until a client who uses their service to search for resumes brings it to their attention, at which time they will conduct a search and remove the duplicated resumes.   Hopefully the more these issues are reported, the sooner the job boards will make a consistent effort to remove fake resumes from their sites.

MORE Thoughts on Successful Interviewing

Not that long ago I had a conversation with a candidate who expressed frustration because they were having difficulty landing a job, even though they'd interviewed for multiple positions they were clearly qualified for, with multiple companies over many months. I've had similar conversations with a lot of people over the years.

People who are frequently turned down for positions tend to express that they believe it is due to their age, looks etc, when most often the decision not to hire comes down to a poor interview. 

Unless the candidate is video or audio recording their interview, it is impossible to be objective about the outcome.  They may "hear" themselves in the moment, but without sitting and listening to (or viewing)  the entire interview - the candidate truly does not have a thorough understanding of how they are coming across to the people interviewing them.  Even then, it might be difficult to be impartial.  Ideally it is best to gain honest insight from the perspective employer, or the recruiter that was involved in the process.

Whether the interview was over the phone or in person, these tips will apply:

• Stating the obvious - if interviewing in person or via web/skype/video, look presentable, sit up straight, smile etc.  (It doesn't hurt to do this for a phone interview either, to put yourself in the right mode) 

1. Not all that long ago I spoke with a friend who is a CEO of a large company.  He stated that he'd been interviewing a gentleman over the phone for a couple weeks for a senior sales position, and arrangements had been made for the candidate to come into the office and have a final face to face interview.  My friend was fully prepared to offer this person the role, but when the candidate showed up, he "looked like he'd just played 18 holes of golf on a hot, windy day" - his clothes were casual, wrinkled & disheveled, his hair hadn't been combed, etc.  After that interview the candidate was declined for the position.  In everyone's opinion, he should've known that since he was meeting with the CEO of the company, and given the role he was interviewing for, he should've taken the time to make himself presentable and wear a suit or at the very least, clean, laundered, business casual attire.

• Shut up & Listen - Remember that song "Talk Talk" from the 80's?  Call it the gift of gab, call it diarrhea of the mouth, call it Chatty Cathy syndrome - whatever phrase you choose, some people just ramble, and this can be the most detrimental faux pas of the interview process.  Excessive talking during an interview seems to come about for various reasons - the candidate may be nervous, they may have a habit of talking too much, or they may be trying to fill dead air.  

1. Relax - Don't be nervous - easier said than done, but try to pretend you're on the phone with someone you're familiar with.  Don't treat the interview like an exam, but more like a fact finding conversation.
2. Be conscientious of how much you're talking - are you losing your audience?  How long has it been since someone else has spoken?
3. "Dead-air" - its ok for there to be a pause in conversation.  Often the people conducting the interview take a moment to take notes, or consider an answer that has been given.  If there is a longer pause that normal, ask if the call is still connected, if yes, ask if they would like a more detailed answer.

• Be Positive, no one wants to work with a complainer or someone who over-shares.

1. Unless you're talking with a recruiter you've known for a long time, the conversation should stay very positive in nature.
2. Don't talk poorly about your current/previous employer, either leave that out of the interview or touch on it as lightly as possible with as much positive spin as you can.
3. Things like health, marital status / issues, children, family tragedies should never be discussed unless absolutely necessary. (example - " I understand the desired start date is 10/1 and that works for me, however, I feel I should make you aware that I have a surgery planned for 10/20 and will need that week off")
4. Serial complainers need not apply.  If you find yourself constantly complaining about life, work, co-workers, employers, the weather ... etc., its time for a change in perspective. 

• Don't oversell and Don't undersell.

1. Overselling - it is never advisable to embellish your qualifications.  You may be able to bluff your way through the interview process but it won't take long for your new employer to figure out you don't have the qualifications to complete your responsibilities.  This is a huge waste of time for everyone - you'll be fired, the employer has to start interviewing again, and if you went through a firm to get the role, it makes the firm look bad.
2. Underselling - some people are really humble, and while this certainly isn't a bad trait, it can kill an interview.  No one will sell your qualifications better than you.  Be confident enough to be able to speak to your experience & successes.  One can sell themselves without being braggadocios or arrogant.

• Know Your Audience

1. It is always beneficial to know about the person/people you will be interviewing with.  What type of personality do they have?  Why are they seeking someone for the position?  What are their pain-points?
2. If a recruiter has submitted you to the position, ASK them to tell you as much as they can about the person you will be interviewing with.  If they don't know, or you don't have a recruiter, research the person who will be interviewing you - LinkedIn is a great place to start.  
3. Example:  If you are a exuberant person who is full of energy and tend to be loud and excitable, but you learn the person you'll be interviewing with is quiet & reserved, tone it down a bit. etc.

Finally, if you aren't sure how you come across during an interview, call a recruiter you know and have them run you through a mock-interview.  You can also call a recruiter that has experience with you and ask them their honest opinion on why they feel you are having a rough time landing a position.  Most recruiters are open to taking a few minutes of their time to help guide you through the process.  Being able to be flexible in your approach & presentation is an important part of interviewing successfully.

One More Time for the people in the back....The Proper Way To Make Initial Contact To a Potential Employer

Its been over 20 years since I accepted my first Staffing job. That's tough for me to believe, its gone by so quickly!

Subsequently, I started this blog about 9 years ago to express some constant frustrations about the employment / staffing / recruiting process and hopefully help job seekers in the process.

Over the years that the blog has been active, I've received feedback from quite a few people that it has assisted them in landing a job,  BUT... I still feel like there are topics that beg repeating.

It ALL comes back to communication!  Communication is KEY to employment, regardless of the industry you're in, or the position you are applying for.  Within this blog, there are numerous posts about resume formatting and distribution, how to interview, how to present yourself etc, but the most important impression is always the first. 

Think about how you want the potential employer to receive your first effort to communicate with them about the job you are interested in.  One would assume you would want to stand out as a professional, thoughtful, educated and qualified candidate.  In order to do so, you must consider the first method of contact.  Typically the first method of contact is either via phone or email, both mediums require effort if you want the potential employer to take interest in you and respond.

Email:
ALWAYS and I mean ALWAYS provide an up to date resume when you make initial contact with a potential employer via email  Additionally, the email should include the following:

• How you found out about the position?  (if it was a referral, provide the person's name)
• When are you available to start a new job?
• A brief overview of your related qualifications
• Best time and way to reach you.

Example:
Hello,
My colleague Joe Donut told me that your company is seeking a Cerner SurgiNet Specialist for an upcoming project.  I have attached my resume for your consideration.  I am available to start a new position in 3 weeks, and have over 5 years of SurgiNet design, build and testing experience.
I'm happy to speak with you at your convenience.

Thank you,
Jane Eclair 
555-555-1234

Example of what not to do: (no resume attached)
Hi,
I had a friend tell me you had an IT job that fit my experience.  I'd like to talk to you about it.

Thanks,
John

Phone / Voice Mail:
Good Example of aVoice Mail:
Hi,
This is Carrie Apple, my friend Tammie Fay told me about your Cerner SurgiNet opening and I would love to discuss it with you.  I can be reached at (speaking slowly & clearly) 555-555-1234 after 3pm ET.

Thank you

Good Example of an initial phone call:
Hello!
I'm glad I caught you!  My name is Carrie Apple, my friend Tammie Fay works for your company and she told me you have a Cerner SurgiNet opening that would be a good fit for my qualifications.  Do you have time to discuss it?

As a job seeker, it is important to remember that it is always likely there are numerous people applying for the same job.  In order to be competitive, starting the communication off on the right foot is very important. 

It is also important to remember that HR Personnel, Managers & Recruiters receive dozens (if not more) emails and phone calls every day from potential candidates.  The emails and voice mails that provide the best information will be responded to first. 

If a HR Rep/Manager/Recruiter is working to fill 5 - 10 (or more) job openings, receiving dozens of phone calls and emails, conducting and scheduling interviews, processing new hires, and countless other responsibilities, why should they take the time out of their schedule to respond to someone that didn't make an effort to provide the necessary information?

If you have reached out to a company in a professional manner with all the above mentioned information and STILL haven't heard back, dont be afraid to try one more time.  If they do not respond, first, let me apologize on behalf of all recruiters out there, everyone who makes the proper effort deserves to be responded to, and second - it is unlikely they felt your qualifications were a match for any number of reasons and while everyone would like to know why they aren't chosen, its just not that important and a waste of your valuable time to keep trying.  Move on to the next! 

The #1 Reason Candidates Fail Interviews (UPDATED 2020)

The #1 Reason Candidates Fail Interviews

For many years I have sat-in on thousands of interviews; in person, over the phone, via video and whatever other scenario is available. Some of these interviews have been impromptu, others well planned, some with just 1 interviewer and others with a panel of interviewers.  In almost every interview that has gone off the rails, the people being interviewed have failed for the same reason, they are not succinct in their answers.

Open ended questions – the questions that require more than just a “yes” or “no” answer, tend to send candidates off on rabbit trails, which will derail an interview in a matter of minutes.  Short and concise answers are ideal, but even the most polished professionals can get lost in their responses.

Here is a prime example of a popular open ended interview question:  “Tell us about yourself” – I’ve heard people go off on tangents about their hobbies, their pets, their middle school heartbreak, college sports achievements, health issues, prior employment issues, and other even less appropriate topics.  Consider the industry you’re in and think about how you’d answer that question in an interview…..(I’ll wait)…..  Are you at a loss, or do you feel you know exactly what to say?  Here are a few things to consider prior to answering:

1.      What do you know about the company you are interviewing for?  (Culture, Philosophies, Environment etc.)

2.      What do you know about the people that are interviewing you? (Background, Education, Personality etc.)

3.      What do you know about the position you are interviewing for? (Management, Responsibilities, Why the position is open, Who was in the position before etc.)

Now let’s dive into those 3 areas a bit:  (1) Prior to your interview you should have researched the company’s web site to review their mission statement, their vision statement and learn anything else you can about the company history – where they started, WHY they started and where they’re going. Armed with that information you can align your answers to their company objectives.

(2) Your second internet search should be to Google the person or people interviewing you – what is their title at the company, where did they come from and where did they go to school, have they done anything interesting (charity work, etc).  If Google doesn’t turn up anything, search LinkedIn. 

(3) And finally, do you have a complete job description of the position you are interviewing for?  If not that is something you should request prior to interviewing.  With this information you will be able to express your past experience in other roles and give the interviewers spot on information on why you are a fit for the role. 

Once you’ve completed your research, you can prep for the interview by jotting down questions you have about the company and the position, along with some guidelines on how to answer anticipated questions like the one I mentioned above.  

Below is an example of how interviewers want the “tell us about yourself” question answered:

Interviewer: “Now that we’ve discussed our needs, why don’t you tell us about yourself?” –

The interviewers want RELEVANT information, not what is relevant to you, but what is relevant to the job you’re applying for.  They also want the abbreviated version. Let’s pretend you are applying for a Healthcare IT position (since that is the industry I’ve recruited in for the majority of my career). 

You: “I began my career about 20 years ago in nursing, a few years after I began my nursing career, the hospital I was working in upgraded to a new EMR system and I was able to assist with the end-user training process.  That really piqued my interest in technology, so after the implementation was complete I started my transition into the IT dept.  Over the last 15 years I’ve gained substantial EMR application build experience in both Inpatient and Ambulatory settings (naming the applications you specialize in and touch on any qualifications you have that are a match for the job requirements)  I’ve also gone back to college and obtained my MBA in Informatics Management and have led multiple upgrade projects.”  “What else would you like to know?”

By providing a targeted description of your career in bullet points, you’ve used the time you have wisely and reopened the floor to the interviewer to ask more decisive questions about your experience.  

If you learned during your research that you have something in common with someone that is interviewing you, you might bring that up as well - such as "Tom, I see that we share an alma mater, we both attended Southern Illinois University!" or "Tom, you  may not remember, but we both worked at NYU 15 years ago" etc.  This can help to build rapport.

Personality plays an important part in whether a person is offered a position or not.  Not all people will be inclined to take the time to do the pre-interview research or stay focused during the interview, however the people that do are most likely to land the job.

There is a Time and a Place

I have always been outspoken, even as a child.  However, my Mother taught me early on that there is a time and a place for discussions about certain topics.  As I grew older, more mature and started to wear a professional "hat", I learned that depending on your profession, the workplace is generally NOT a good venue for political discussions, religious discussions, and of course - sexual discussions, and any other potentially polarizing topics.  You never know who will over-hear you, what their personal beliefs are, if they might be offended and how they might react.

In our current political environment, the need for decorum is becoming more and more evident, and fortunately, the lack of tolerance for inappropriate words and actions is becoming less and less standard.

My professional responsibilities include interviewing and hiring many people every year.  Even though my sensibilities are certainly not delicate, I am often astounded at what people will say during an interview process.  While I have not walked a mile in their shoes, I am still of the school of thought that if you are trying to obtain a job, that you would be on your best behavior during the interview process.  Bringing up your opinions on various political topics, politicians, racial topics, gun rights, women's rights, religious beliefs and of course, the never appropriate sexual innuendos is not a step in the right direction toward securing that job.

Many will say "What about the right to freedom of speech"?  "I have a right to have my own beliefs".  All that is true, there is freedom of speech in this country and everyone is entitled to their own beliefs.  At the same time, there is a level of decorum that should be adhered to.  Take into account that the job you are interviewing for and the folks you are interviewing with also have a right to their own beliefs which might differ greatly from your own.  In turn, they have a right not to hire you due to something you said during the interview process.

Always keep in mind that it is also your right to work in an environment where you are not discriminated against or made to feel uncomfortable.  Everyone you work with has that right as well.  This is why keeping your political beliefs, religious beliefs etc. off the table at the workplace and definitely during the interview process, is important.  I shouldn't even have to mention sexual advances and innuendos, but with the recent headlines, it seems it needs to be included.

Comedians have a term "learn your audience" because not every audience is going to get your jokes, understand your humor or think specific content is funny.  The same goes for the workplace.  Get to know the people you work with before you say something that might put your job on the line.

As a rule of thumb, while interviewing for a job it is never a good idea to express your religious or political points of view during the interview process if the job is not in either of those arenas.  Should a person interviewing you ask you specifically about your religious or political views and those views do not pertain to the job at hand, be polite but clear and state that those topics are not of any relevance to the position.    It is actually your right to not have to discuss those topics to avoid any type of discrimination.

There is a time and a place to present your opinions on every topic imaginable, just know your audience and remember that everyone is entitled to their opinions, they might just not be the same as your own.

Identify Yourself

When contacting a Recruiter or potential employer it is important to identify yourself.  Whether you are submitting a resume for the first time, or checking in via voicemail or text about the status of your resume, it is crucial to let the other party know who you are!

A typical recruiter or hiring manager will have multiple people in the interview process at once.  Many recruiters and hiring managers are trying to fill numerous jobs at once.  By identifying who you are when you reach out, it will save you and your point of contact precious time.

Here are just a few example scenarios:

Phone Call / Answered:  "Hi, we've spoken in the past and I saw you had an Ambulatory role posted online, I'm really interested"  - typically this dialog goes on for a few more minutes, but I'm unable to look the person up in the database to see if they're qualified for the role until they take a breath and I can ask them who they are. 
Solution:  "Hi There, this is James, we spoke back in May.  I'm an Ambulatory Certified Analyst and saw you have posted a role that fits my qualifications do you have time to discuss"?

Voice Mail:  "Hi, I'm calling to find out if you have gotten any feedback from the client about my resume, let me know".  - the recruiter / hiring manager will have to try to run your phone number through the database to see if your information comes up, or try to call you back and ask who you are. 
Solution:  "Hello, this is Mark, I'm calling to see if XYZ Hospital has responded to my resume"?

Text Message - "Hi!  Did you get any feedback from the client yet"? - I have to text back "who is this"?.  It would be impossible for every recruiter/hiring manager to have the phone numbers of everyone they have in the submittal/interview process in their phones.
Solution:  "Hi!  This is Trina.  Did XYZ Hospital respond to my resume yet?"

Email: - Hi, I'm interested in hearing more about your go-live projects" - often there is no resume attached, no name and no other contact info.  Typically these emails do not get responded to.
Solution:  "Hi, my name is Adeola, my resume is attached for your review, I'm very interested in your upcoming Epic go-lives".

Taking a few extra seconds to identify yourself will help assure you get a timely response!

How to Nail a Telephone Interview

How to Nail a Telephone Interview

I’ve posted blogs with interview tips before, but this topic is always relevant.  More and more interviews are being done over the phone, particularly in the Tech industry. 
If you’re going to be sitting in on a video/skype/facetime interview – see other important tips here:  http://engagemehit.blogspot.com/2011/10/tips-for-video-skype-interviewing.html

The Dreaded Telephone Interview 201

Ø  If you’re using your cell phone, make darn sure you’re in a place with great reception.
Ø  Take the interview call in a place where you won’t be interrupted by people, dogs, noises etc.
Ø  Try to build rapport early in the conversation.  If you can, start the call out with a bit of friendly banter with the potential employer – even if it’s just a comment about their weather.  Show interest in them, how their day is going etc.  The employer wants to hire someone they like, someone that they’ll enjoy working with.  It isn’t all about experience and qualifications.
Ø  Always keep your answers to the point, you will likely have only 30 minutes to impress your potential employer:  When answering questions about your experience, follow this rule of thumb:
1.       Answer the question positively – “Yes, I do have experience with XYZ”
2.       Explain where you have had the experience – “I worked on XYZ at my previous 2 employers, so I have almost 10 years of experience with it”
3.       Explain your experience with enough detail to make sense but not so much detail that you’re running on and on and on – “I started building XYZ about 9 years ago, XYZ has changed some since then, with my last employer I was not only responsible for the build, but I trained new employees on how to build and I served as Lead Analyst throughout the implementation.”  If the potential employer wants more specifics, they’ll ask.
Ø  Don’t start talking until you’re sure they’ve finished talking.  Many conference lines have a bit of a delay.  I’ve sat in on more interviews than I care to count where the candidate and the potential employer spent most of their time talking over each other because both were jumping in before the other had finished talking.  Its ok to have a brief pause before you start answering a question.
Ø  Never, Never, Never, downplay your qualifications!  Talk about what you do know and discuss your qualifications confidently.  Don’t elaborate on what you don’t know!  If a client asks you about a qualification that you don’t have, just say “I haven’t had any experience with that yet” or “I have a working knowledge of that from my experience at my last client but it wasn’t my focus” etc.
Ø  Don’t try to oversell yourself.  People that say things like “I’m the best in the business with XYZ” or “you won’t find someone more qualified” and similar statements typically get overlooked for job openings.  It’s a rare candidate that can pull off that level of narcissism and get away with it.  Confidence is good, an over-active ego is not.
Ø  Don’t get defensive, ever – for any reason.  I’ve had candidates flat out yell at me when I’ve told them I don’t think they’re right for the position.  If you feel the person interviewing you is mistaken about your qualifications, politely explain where you feel they’ve missed the mark, never yell, never become rude.  Typically, the person interviewing you knows what they’re talking about, but if they don’t, consider it an opportunity to educate them.  Turning them off by yelling or being rude isn’t going to get you the position.
Ø  Always have a copy of your resume in front of you so you can refer to it if necessary.  If a recruiter submitted your resume, ask them for a copy of what they sent prior to the interview.
Ø   Wrap Up:  Typically the potential employer will ask if you have any questions.  During the interview you should have been jotting down any points you want to cover.  At this time try to ask a few questions, not just to show interest but to show you’re paying attention.  Also, take this time to bring up any points about your qualifications you feel you might have missed earlier in the interview.
Ø  Thank them – before hanging up cheerfully thank them for their time and express your continued interest in the position (if you are still interested) and ask when you might expect to hear back.

After your interview has concluded, take a few minutes to review any notes you’ve taken and go over the call in your mind, then write a thank you note via email to express your continued interest, reiterate how your experience lends itself to their needs and your excitement in hearing back from them.  No matter how good you are, you can’t win the job 100% of the time, but by following these tips, you’ll be well on your way to nailing telephone interviews!

 

 

 

The Communication Highway Updated 2025

Technology is advancing so fast most of us cannot keep up with the new trends and software and gadgets.  Over the years I've found that many people that have a career in Technology, don't always embrace it after-hours.  My brother has been a programmer within Healthcare IT for over 20 years.  He didn't get his first Smart Phone until 2015.

With all this new technology there are now multiple ways to communicate with others through social media (Facebook, LinkedIn, TikTok etc), email, telephone, text, TEAMS and the list goes on.  How is one to know the best way or fastest method to reach their recruiter?  Ask! That's how!  Always inquire with your recruiter what method of communication they prefer.

A few things to keep in mind when contacting your recruiter:

• Recruiters at any given time could have up to a hundred candidates submitted to various job opportunities AND on top of that, they may also be responsible to care for and manage everyone they have placed on various contracts.  This means that recruiters are typically open to answering communication 24/7 if the need is urgent.
• ALWAYS include your first & late name when contacting your recruiter.  Recruiters receive 100s of emails, phone calls, texts etc. a week.  If you do not include your name in the text, email, voice mail, how are they to know who they're to respond to?  (I regularly get emails saying "do you have any upcoming work?" with nothing else, no phone, no name, no resume.  I also will receive random texts that go something like this:  "Hi!  Any word from the client yet?".... What client?  Who are you?  There is unfortunately no way for me to memorize every phone number of every person I've spoken with and depending on the way the email or number was entered into the database, I still may not be able to find out who it's from)
• Don't be offended if the Recruiter responds asking "who is this?".  Recruiters typically keep good track of who they've submitted and who they have working on projects, but we don't always remember everyone's phone number or email address. 
• All recruiters utilize a database to keep track of candidates, consultants, activity and so-forth.  Anytime you update your phone number or email, it is best to notify the recruiters you work with.  With this being said - most data bases will allow Recruiters to search for someone via email or phone - but providing your name in your communications will net you a much faster response.
• Social Media - for me Facebook is a professional no-go.  I strongly believe that Facebook (Instagram, Snap Chat etc) is for friends and family and not for work related communication.  LinkedIn is for business!  Save your professional communications for professional web sites.  If a recruiter contacts you via Facebook, ask for their email/phone and reach out to them that way.  Facebook can be professional suicide.  If a potential employer is scrolling through your Facebook feed - you never know what they might be turned off by - political posts, cat videos, family conversations.
• Message Alerts - we all get message alerts on our phone.  Personally I receive text messages, TEAMS messages, LinkedIn, Pinterest messages, Tweets, Facebook messages, email messages from both personal and business accounts and phone calls.  To cut down on the noise & insanity I've turned off every alert except for email and text.  Typically the best method to reach your recruiter will be phone or email, followed by text and LinkedIn and so on. 
• Which brings us back to - Ask... Each recruiter will have their preferred method of communication and they'll be happy to let you know the best way to reach them and at what times, just remember to include your name when you reach out :) 

The Challenges of Working From Home / Remotely - Updated 2025

There are PLENTY of up-sides to working from home;  not having to deal with morning or afternoon commute traffic, not having to "dress up", not dealing with the constant office interruptions, being more available for your family and many more.  I've worked from home since the year 2000, and the #1 question I get asked is:  "I want to do what you do! How you I find a job where I can work from home?"  There is no easy answer to that question, and not everyone is wired to be able to work from home... by "wired" I mean mentally - not technologically.  

Working from home takes patience, and with that being said, there are a few drawbacks - for instance; neighborhood noise (no matter where you try to hide in your home to take a business call you can still hear your neighbor's dog barking or that chainsaw running etc), Delivery Personnel knocking on your door, electricity or internet outages, your own animals or children making noise, and other unexpected interruptions.  I've dealt with all of those issues over the years, but the most challenging by far has been the assumption of others that because I work from home that means I'm available at anytime.

Most people that do not work from home seem to believe that everyone that does work from home is  available at the drop of a hat for an impromptu visit, a lunch break, to do them a favor like picking their kids up from school or letting their dog out or any number of other things.  I have often thought, if I was working in an office would people assume it was ok to call me as ask me to leave my office to go pick up their children?  Probably not.  This is not to say that I mind doing favors for my neighbors/friends/relatives whenever possible, but I do work 8 - 10 hrs a day and cannot always flex my schedule to meet their needs.  Its surprising how often people will get upset when you are unavailable for lunch or when they randomly stop by and you meet them at the door, phone to your ear - muted - on a conference call, letting them know you don't have time to hang out with them at that moment.  I'm absolutely convinced they wouldn't just randomly stop by my place of work if I worked downtown and expect me to drop everything and have a cup of tea and a chat with them.  

Regardless of my efforts over the years to help people to understand that I actually am busy during normal business hours and often well beyond them,  the belief that since I'm home I can't be that busy has not changed.

Working from home is a luxury that I have never taken for granted, it has allowed me to be very active in the raising of my children, to have animals that get a fair amount of attention, and to excel in an industry that I love.  I have found that putting a simple sign (Please do not knock unless this is an emergency or you have a delivery that requires a signature, home office 8a - 5p. Send us a quick text and we'll get back to you as soon as possible) on the front door when I'm really busy seems to do the trick.

*Copyright - Expressed permission must be granted by the blog owner to recreate, copy or use this material* - but please feel free to share the link if you enjoyed the content!

Candidate Fraud - Just When You Thought You'd Seen It All

I honestly thought I'd seen it all, from the lamest to the most elaborate excuses for not showing up to work or to an interview - to the most outrageous reasons for being fired, but recently I learned there was a level of unprofessionalism I had yet to uncover.

Not long ago while pre-screening candidates for an upcoming  project I communicated via email and spoke with a very friendly woman with an unusual name.  She was polite, well spoken and knowledgeable.  Later a technical subject matter expert also spoke with the woman and was impressed with her technical knowledge and communication skills so it was recommended that she be hired for the project.

The next step was for the candidate to speak with a travel agent and schedule travel... however at that time it was discovered that the candidate booking the travel was a man... he provided ID, Credit Card and other information with the same name as the person that had screened for the job.  When called to inquire if he was the same person that was screened, he had difficulty communicating, spoke very little English and made excuses to get off the phone, eventually he admitted to having someone else screen for him because "he just didn't have time". 

In the past almost 20 years I have never experienced anything like this.  Maybe I'm naïve in thinking that people would never go to this length and assume they wouldn't be caught. Not only did the candidate make a huge mistake by having someone else screen for him, but the woman that accepted the call and took the interviews for him is just as fraudulent.  Even more concerning is the fact that they must've gotten away with this in the past. 

Had the candidate managed to get to the client site without the deception being discovered, it wouldn't have taken the client long to determine he was not a fit for the job.  The repercussions could've been deep and long lasting for everyone involved. 

From a candidate/job-seeker standpoint it is NEVER advisable to falsify information or allow someone else to represent you in the interview process. 
From an employer standpoint, it is increasingly more important to fact check and back check each candidate prior to placing them on a project.

 SMH....

The Recruiter – A Consultant’s Main Source of Support

The Recruiter – A Consultant’s Main Source of Support

Within most Healthcare IT industry firms, the Recruiter is a Consultant’s main source of support.  This means that the Consultant should have their Recruiter on speed dial.  If the consultant gets stuck in an airport due to a delayed flight and will be late to the client site, they should call their recruiter, if the consultant feels they are being treated unfairly at a client site, they should call their recruiter, if their payroll check is incorrect, they should call their recruiter – etc., etc., etc.  It is primarily up to the Recruiter to make sure things flow smoothly for the Consultant throughout their engagement. 

All that being said, it is up to the Consultant to remember important facts about their engagement:  What are their responsibilities, who is their main contact at the client site, what time are they due on site, when they should enter their time and expenses and how to use the time/expenses applications and so forth.  While a Recruiter should be the Consultant’s go-to person, consultants have to keep in mind that their Recruiter is also managing dozens of other consultants at the same time.  Recruiters are there to help the consultant but not be their fulltime personal assistant. 

While there are likely plenty of consultants that have worked with inexperienced or unknowledgeable recruiters, recruiters can only provide you with the information they are aware of, which occasionally means you’re flying by the seat of your pants for the beginning of your engagement.  Learning to “wing it” is a great strength for consultants in the Healthcare Technology industry.

During a standard onboarding process there is a ton of information being exchanged between the firm and the Consultant; from standard onboarding paperwork to infinite details about the client, travel, payroll, responsibilities and more.  It is up to the Consultant to consolidate that information into one place so they can easily return to it if they forget something.  A good suggestion is for the Consultant to create a folder on their laptop/phone/smart pad and place important information there.  If the Consultant receives the names and contact information for people at the client site in an email, copy and paste that information into a document, label it “Client Contacts” and throw it in the folder along with any other important items like directions, hotel confirmations, rental car confirmations, travel expense particulars and so forth. That way the Consultant can easily refer back to the folder instead of calling their Recruiter to ask questions that have already been answered.

Below is a list of the most important reasons to contact your recruiter:

You are being held responsible for many tasks at the client site that were not part of the original job description.  (While it is great to work for a client that has faith in your abilities and feels you can handle additional responsibilities, if you were engaged to perform instructional design and a few months into the engagement you’re managing a team of trainers, conducting training classes AND completing instructional design tasks, it is time to call your recruiter.  The recruiter can bring the changes in scope to their management team who can in turn speak to the client and discuss an hourly rate raise.)

You are frustrated for any number of reasons and considering quitting the engagement.  (In most instances, the issues you are dealing with can be dealt with and corrected.  Never quit an engagement without having a heart to heart with your recruiter first and if the decision is made for you to exit, give notice whenever possible)

You are unable for any reason to be onsite on time or you’re taking vacation time.  (If you are taking vacation, always clear the dates with the client and then let your recruiter know. If you are stuck in an airport or you’re ill or any number of reasons you might not be on site on time – call your recruiter, even if you have your client site manager’s number, call the manager first and then your recruiter. The same goes for running late to an interview)

You have discussed something specific with the client that affects your engagement.  (If the client has informed you that dates of your engagement are changing or that your responsibilities are going to change, that they have an issue with something you’ve done, contact your recruiter immediately so it can be documented.  It is always important to have a paper trail)

And finally, always remember your recruiter is there to help and support you, treat them as you would a colleague.  If you happen to land a recruiter that is not supportive, it is OK to remind them that you have expectations and be clear about what those expectations are.  At the very least you should hear from your recruiter via phone or email once a month during your engagement, once a week is ideal.  Additionally, don’t have unreasonable expectations, remember that your recruiter is also managing up to dozens of other consultants, along with trying to fill multiple job openings.  With that in mind, don’t email or call your recruiter multiple times a day with minor issues, save your thoughts for the end of the day and make 1 phone call or send 1 email encompassing all of your needs.  By working together and forming a relationship built on mutual respect, your recruiter will be your best ally in the industry.

 

 

Job Board and Social Media Points To Remember (Updated 2025)

There are a few things that are important to remember when posting your resume to job boards (CareerBuilder, Monster, Indeed etc.)

*  If you want to post your resume but would prefer your current employer doesn't become aware of your job search, try posting anonymously.  Ideally you will create a new email specifically for your job search. (cannot say how many times I've seen an anonymous resume but the email used on the job board account includes the person's name).  Additionally make sure your current employer is not listed on the resume. 

*  If you secure a new job, go into the job boards where your resume has been posted and either remove it or temporarily close the account.

*  If you chose to leave your resume available to view on the job boards, make sure you set a reminder to go in regularly and update the information whenever you change jobs, titles, contact information etc. 

*  Keep a log of which sites you have used and any login information so you can easily make changes when necessary.

* After creating an account or changing information always log out and log back in and review your profile as others will see it to make sure everything is correct.

The same methods are also important on social media sites like LinkedIn.com. 

*  Make sure your contact and employment information is up to date. 

*  If you want Recruiters to easily reach you, include your contact information in the Summary section. 

*  Use your Full name on your profile.  I've had people express to me that they don't use their full name until they've agreed to be submitted to a job, yet their email address IS their full name.  Keeping your name hidden actually hurts you more than it helps you.  An easier way to keep Recruiters from bugging you is to list your status in your Summary by saying things like "Not Seeking Employment Opportunities" or "Available for new Opportunities in Oct 2026"  etc.

*  Ideally your LinkedIn profile Employment History and Education should mirror your resume.  You don't need to put ALL the information from your resume on LinkedIn but it is important to make sure the dates of employment/employer and education are the same.  Potential employers will look you up on LinkedIn.  If your profile doesn't match your resume it will call the validity of the information into question.

* After creating an account or changing information always log out and log back in and review your profile as others will see it to make sure everything is correct.

When responding to recruiters
* If a Recruiter has approached you via a job board on LinkedIn and you are interested always reply with your contact information, never assume they have it, even if it's available in your profile.

*  When responding to a recruiter via email always attach your resume, even if they might have already gathered it from the job board, include a document copy.

* If you are not interested in a position a recruiter has approached you about, always include why:  "Thank you but I'm in a permanent role and not looking for new employment" , "Thank you but I'm on a contract until 12/2026, please approach me closer to that time"  "Thank you but that position isn't the right fit for me, I'm looking for  "X"" and provide a description of what does interest you so they know what to contact you about in the future.

In the Healthcare Technology Industry there are some people that will get contacted constantly by recruiters because of their rare or popular skill sets.  The best way to fend off the constant influx of inmails, emails and phone calls is to put "NOT CURRENTLY SEEKING EMPLOYMENT OPPORTUNITIES" in plain site on your profile.

Recruiters really don't want to pester you.  Our job is to find the best candidates available for our clients.  Our goal is to help the client find the right person for the job and to help the candidates find a job that will tick all their boxes.  Help us to help you :)

How to's for Tendering Your Resignation

Things have changed since the days when people would stay employed by the same company for 45 years and retire never having had to tender a resignation or format a resume.  While a precious few of us will have that experience, at one time or another most of us will find ourselves in a position where we are determining the best way to tender our resignation to our employer. 
Based on your experiences with your employer, sometimes resigning is an easy decision, but it can also be one of the toughest decisions you've ever made.  In either case, there are a lot of factors that go into resigning:

• How much notice do I give?
• How do I provide that notice?
• Who do I provide that notice to?
• Do I call someone first or just email my letter of resignation?
• What do I put in my letter of resignation?
• Do I put my letter of resignation in the body of the email or in an attached document?

How Much Notice:  Excluding situations where harassment or a hostile work environment is involved and an immediate exit is necessary, all other circumstances should require a 2 - 3 week notice.  Some companies require up to a 30 day notice so make sure you re-read the agreements you signed when accepting your job.
How To Notify:  Face to face is always preferable.  If that is impossible then an over the phone discussion is the next best option.  If for any reason you are uncomfortable with a direct conversation, the last option is to email your resignation without prior notification.  When providing resignation through email, it is always best to write your resignation in a document and attach that document to the email. In the body of the email write something like: "It is with deep sadness that I am writing to notify you of my decision to resign from my position, attached you will find my formal letter of resignation"
Who To Notify:  Typically notice should be provided to your direct manager first.  In some situations this many not be appropriate and in those cases you can either provide notice to your direct manager's boss, the company owner or human resources depending on the size and scope of your employer.
What To Put In The Letter:  What you want to say will greatly depend on why you are resigning and whether or not you've had the opportunity to speak with someone about your departure first.  If you're leaving your job because you're completely disgruntled, the resignation letter is NEVER the place to complain about all the things that lead you making your decision.  Save those for the "exit interview".  If you don't anticipate an exit interview, find a polite way to touch on those subjects without putting your employer on the defensive.  You want to leave the job on the best possible note so future employers will receive positive feedback if they ever call for a reference.  The resignation letter does not need to be a long drawn-out affair.  A paragraph or two is sufficient.  There are many examples available online for reference.  In short, the letter of resignation should include the following:

• A Heading (Dear name of your boss here) Or (To Whom It My Concern) etc.
• An opening sentence (it is with deep regret that I am tendering my resignation) etc.
• A paragraph or two on your experience (it has been my pleasure to work for xyz company over the last 10 years.  The knowledge I have gained and) etc.  If you have concerns that have caused you to leave and you want to touch on them, do so professionally: (while I am grateful for the experience, the lack of opportunity to move into a managerial role has caused me to make the difficult decision to accept a position with another company where there is more room for advancement) etc. 
• Provide an end date (I am providing my 3 week notice, with my last day of employment being Friday, June 17th) etc.
• Leave the door open for conversation (If you have any questions, please don't hesitate to call.  I'm happy to discuss my thoughts and end date) etc.

Finally, double check for errors.  It helps to have another person review your letter of resignation prior to sending it.  Make sure you either CC or BCC your personal email address when sending the letter so you have a record of the date you sent it and the information you provided.  Most of the time separating from a job is not easy, as the old song says "breaking up is hard to do".  By making your exit in the most professional way possible, you can leave the door open for good references and future communication.