In this section the writer has indicated he supervises two clerks. Now, anyone who thinks carefully about supervision is aware that the same basic principles apply whether you are controlling one or a dozen workers. In short, the candidate has apparently learned the rudiments of supervision through direct experience no matter how many people he has been working with. Admitting that he supervises just two people makes him sound somewhat inexperienced and possibly amateurish. It would be much better to say that he has been in supervision and then list his many responsibilities. It is not a question of lying; it is a question of maximizing your assets.
But perhaps our candidate's biggest error is in the next section where he lists his hobbies. As I said earlier, many prospective employers are very prejudiced when it comes to religious or even fraternal organizations. Beyond this, the candidate's reference to being a sky diver and martial arts enthusiast proclaims that he is a big risk taker and this alone could disqualify him from being hired. Now, as if this weren't enough, he has indicated he is a first degree tournament chess player that would absolutely terrify some employers. This brings us back to the point that you don't include anything in a resume that will bias your case. It becomes a question of creating a document that impresses rather than bothers or threatens the potential employer.
However, the resume is only one initial part of what you must do to gain the job you want. After you have sent the resume to the employer, it is imperative to find out as much about the company as possible. There are a number of ways to do this.
First, you can contact the company in advance and ask for their annual report. As odd as it seems, they will often send this to you without question. In this report is a wealth of information about the corporate culture (its general business philosophy), its profitability, and its potential for growth. This same type of information is also available in the public library.
Second, you can always ask your friends or associates what they know about the company. They might be familiar with the operation or they might even know the person who is going to interview you.
Third, the administrative assistant who arranges the interview will frequently tell you about the position, even about his or her boss; but, you must ask. If you can't get the administrative assistant to divulge anything at the time he or she is setting up the interview, once you arrive at the office, you can ask him or her questions such as:
"Is this a new position or will the candidate be replacing someone?"All of these questions will provide a significant amount of information for the candidate. And the administrative assistant will usually be flattered that you are asking his or her advice or opinion. Of course, why he or she gives you the information you need is less important than the fact that you can get vital data that you can use to your advantage.
"How long has Mr. / Ms. (the interviewer) been with the company?"
"What is it like to work for the Company?"
"Is this an entry level position?"
"Have they interviewed many people for this job?"
"Who is in the position now?"
The first question, for instance, will tell you whether the position has built-in expectations because of a current success or failure. It might also tell you why the position is available and its level of significance to the organization.
The second question can give you a fairly good idea of the kind of person who will be interviewing you. Is he or she a new person with points to make in the company? Is he or she someone with a great deal of or very little interviewing experience? Is he or she someone who has a deep allegiance to the company or a person who is more interested in impressing you with his or her power?
