{"id":30115,"date":"2018-07-19T07:58:24","date_gmt":"2018-07-19T14:58:24","guid":{"rendered":"http:\/\/www.enxmag.com\/twii\/?p=30115"},"modified":"2018-07-20T07:17:46","modified_gmt":"2018-07-20T14:17:46","slug":"red-flags-patterns-of-behavior-often-a-sign-of-trouble","status":"publish","type":"post","link":"https:\/\/www.enxmag.com\/twii\/the-week-in-imaging-twii\/editors-blog\/2018\/07\/red-flags-patterns-of-behavior-often-a-sign-of-trouble\/","title":{"rendered":"Red Flags: Patterns of Behavior Often a Sign of Trouble"},"content":{"rendered":"

A middle-aged job prospect, Dave Johnson, sat pensively in front of the human resources director for WYSIWYG Business Solutions of Camden, NJ, anxiously awaiting her next question.<\/p>\n

\u201cWell, everything seems to be in order,\u201d the director concluded. \u201cBut I just have one question about the four-year gap in your employment history, from 2008-2012.\u201d<\/p>\n

\u201cOh, sorry,\u201d Johnson replied. \u201cI went to Yale.\u201d<\/p>\n

The HR director perks up and cuts to the chase. \u201cWell, Mr. Johnson, I think you would make a fine addition to the WYSIWYG team. We would like to offer you the position.\u201d<\/p>\n

Dave Johnson had a hard time containing his glee. \u201cI could yust yump for yoy\u2026I got a yob!\u201d<\/p>\n

\"\"

Kevin Fries,
Eakes Office Solutions<\/p><\/div>\n

So while the preceding joke doesn\u2019t win points for creativity, it does bring to light the beauty of the resume and its ability to highlight the weaknesses of a given candidate (and perhaps a brief stint in jail, not Yale, explains the history gap). They can often open the door to an expanded conversation to flesh out job hopping and employment gaps, notes Kevin Fries, human resources manager for Grand Island, NE-based Eakes Office Solutions.<\/p>\n

\u201cAfter we look at those issues from a resume standpoint, we look for patterns of behavior or things that have happened,\u201d he said. \u201cIf someone says, \u2018I didn\u2019t like my boss and that\u2019s why I left my last job,\u2019 we really kind of dig into that to see if it\u2019s a one-time situation or something more candidate-related that could cause us some issues down the road.\u201d<\/p>\n

Even the definition of job hopping has evolved, as the millennial generation has set a new benchmark for tenure brevity. Once upon a time, resumes would often yield a couple\/three past employers, and it wasn\u2019t out of the ordinary for people to spend 25 years or more with the same employer.<\/p>\n

\u201cMy generation looks at a job career within the 15-25 year mark,\u201d Fries said. \u201cMillennials are thinking it\u2019s time to move on and try something different at the three- to five-year mark. The world has kind of shifted into that category. But our mindset is, if we get someone in, we want to take full advantage of their capabilities for as long as we can.\u201d<\/p>\n

Service and Admin Candidates<\/strong><\/p>\n

\"\"

Alexandra Goodman, Fraser AIS<\/p><\/div>\n

A company such as Fraser Advanced Information Systems emphasizes its track record in providing quality service after the sale, thus the West Reading, PA-based dealership is always on the lookout for individuals with a track record of proven results when evaluating service and admin candidates.<\/p>\n

\u201cOur hiring managers look for more than just filling the role, and with the fast-paced nature of the industry, we value a problem solver and ability to think and react quickly,\u201d said Alexandra Goodman, human resources manager. \u201cUltimately a goal-oriented team player able to see the big picture. Our Net Promoter Score speaks to our training, culture and employee rewards for our administrative employees.<\/p>\n

Photo-Finish Candidates<\/strong><\/p>\n

\"\"

Emmy Georgeson, imageOne<\/p><\/div>\n

So, you\u2019ve narrowed the field down to a pair of candidates, both boasting roughly the same level of education and experience. They equally shine through when put under the face-to-face spotlight. So ultimately, what can be the factor or factors that tilt\u001b the scale in one\u2019s favor? According to Emmy Georgeson, the head of Recruitment & Development for imageOne of Oak Park, MI, it\u2019s how relatable the candidates are.<\/p>\n

\u201cIt\u2019s their ability to relate to someone because they are honest,\u201d she said. \u201cHonesty is huge, as is integrity and humor. These intangibles let us know if that person is sincere and authentic, and will blend into our culture and have success.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

A middle-aged job prospect, Dave Johnson, sat pensively in front of the human resources director for WYSIWYG Business Solutions of Camden, NJ, anxiously awaiting her next question. \u201cWell, everything seems to be in order,\u201d the director concluded. \u201cBut I just have one question about the four-year gap in your employment history, from 2008-2012.\u201d \u201cOh, sorry,\u201d Johnson replied. \u201cI went to Yale.\u201d The HR director perks up and cuts to the chase. \u201cWell, Mr. Johnson, I think you would make a fine addition to the WYSIWYG team. We would like to offer you the position.\u201d Dave Johnson had a hard time containing his glee. \u201cI could yust yump for yoy\u2026I got a yob!\u201d So while the preceding joke doesn\u2019t win points for creativity, it does bring to light the beauty of the resume and its ability to highlight the weaknesses of a given candidate (and perhaps a brief stint in jail, not Yale, explains the history gap). They can often open the door to an expanded conversation to flesh out job hopping and employment gaps, notes Kevin Fries, human resources manager for Grand Island, NE-based Eakes Office Solutions. \u201cAfter we look at those issues from a resume standpoint, we look for patterns of behavior or things that have happened,\u201d he said. \u201cIf someone says, \u2018I didn\u2019t like my boss and that\u2019s why I left my last job,\u2019 we really kind of dig into that to see if it\u2019s a one-time situation or something more candidate-related that could cause us some issues down the road.\u201d Even the definition of job hopping has evolved, as the millennial generation has set a new benchmark for tenure brevity. Once upon a time, resumes would often yield a couple\/three past employers, and it wasn\u2019t out of the ordinary for people to spend 25 years or more with the same employer. \u201cMy generation looks at a job career within the 15-25 year mark,\u201d Fries said. \u201cMillennials are thinking it\u2019s time to move on and try something different at the three- to five-year mark. The world has kind of shifted into that category. But our mindset is, if we get someone in, we want to take full advantage of their capabilities for as long as we can.\u201d Service and Admin Candidates A company such as Fraser Advanced Information Systems emphasizes its track record in providing quality service after the sale, thus the West Reading, PA-based dealership is always on the lookout for individuals with a track record of proven results when evaluating service and admin candidates. \u201cOur hiring managers look for more than just filling the role, and with the fast-paced nature of the industry, we value a problem solver and ability to think and react quickly,\u201d said Alexandra Goodman, human resources manager. \u201cUltimately a goal-oriented team player able to see the big picture. Our Net Promoter Score speaks to our training, culture and employee rewards for our administrative employees. Photo-Finish Candidates So, you\u2019ve narrowed the field down to a pair of candidates, both boasting roughly the same level of education and experience. They equally shine through when put under the face-to-face spotlight. So ultimately, what can be the factor or factors that tilt\u001b the scale in one\u2019s favor? According to Emmy Georgeson, the head of Recruitment & Development for imageOne of Oak Park, MI, it\u2019s how relatable the candidates are. \u201cIt\u2019s their ability to relate to someone because they are honest,\u201d she said. \u201cHonesty is huge, as is integrity and humor. These intangibles let us know if that person is sincere and authentic, and will blend into our culture and have success.\u201d<\/p>\n","protected":false},"author":166,"featured_media":30144,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[80,1650,82,1638],"tags":[3447],"_links":{"self":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/30115"}],"collection":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/users\/166"}],"replies":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/comments?post=30115"}],"version-history":[{"count":2,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/30115\/revisions"}],"predecessor-version":[{"id":30143,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/30115\/revisions\/30143"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media\/30144"}],"wp:attachment":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media?parent=30115"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/categories?post=30115"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/tags?post=30115"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}