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Why an Outstanding Resume is Not Enough to Get an Interview: Reason 4
Many people think that a powerful, well written résumé is sufficient to give them the edge needed to secure a job interview. While an outstanding résumé is absolutely necessary, it may not always be sufficient. This is the fourth in a series of short articles which outlines the factors, other than your resume, which could determine whether you will be amongst the chosen few from the multitude.

Other dozen applicants Related Articles

Yes, No, Maybe So...How to Screen Resumes In and Out
Conducting job interviews is time consuming. Interviewing unqualified candidates is frustrating and even more time consuming. Read on to find out how to make the best use of your time by screening out unqualified job applicants and selecting only qualified applicants to interview. No more sitting through countless hours of interviews with people you would never hire!

Motivational and Inspirational Quotes That Guide Your Strategic Thinking Business Coach on Visions and Dreams
Owning and being in business can be a tremendous joy and an enormous amount of work. There are times when one can become overwhelmed with the day-to-day activities and lose sight of the big picture, the dream, and the vision. One always needs to be strategically focused on the vision, the mission and the goals of the business and be reminded to work “on the business” and not just “in the business” as Michael Gerber would tell us. But how does one do that? I love quotations and recently found a dozen quotes that I have used to help motivate and inspire me to keep focusing on the vision and the dream. Here are the dozen quotes that help guide your strategic thinking business coach.

My Favorite Interview Questions
Suggested questions to ask & things to think about when interviewing new job applicants.
Employee Background Screening Helps Bosses and Workers
Employers that hire a worker that is dangerous, unqualified, unfit or dishonest can face a legal and financial nightmare. Background checks have become mission critical for keeping an employer productive and out of court. Without exercising due diligence, firms are likely to hire problems just waiting to happen. However, job applicants should not feel that background checks are an invasion of privacy. Federal law gives applicants a great deal of rights in the process, and a safe workplace with qualified and honest workers benefits everyone.

Basics of Credit Reports and Background Checks
Many employers would like to have a credit report before hiring, However, for job applicants, a credit report can seem like an invasion of privacy and unfair. The bottom-line is that employers need to approach credit report with caution and only use them if there is a business necessity, and further understand that here can be errors or items not related to employment. Job applicants also have rights when it comes to credit reports. Job applicants need to understand that credit scores are not part of an employment credit report and that employers do not request credit reports just to find ways not to hire. A credit report is only requested once a candidate is a finalist and there are certain positions where a requesting a credit report does make sense. This article surveys the use of credit reports and hiring.

RESUME SCREENING - Picking the High Performers!
A high unemployment rate means lots of resumes and applicants for employers to screen but it doesn't mean it will be easier to pick out the high performers. Just the opposite in fact. Never before in history have job applicants been so hungry and so well-prepared to ace an interview. Information available on the Internet educates job seekers on what interview questions to expect, what type of answers WOW interviewers and what responses turn them off. Pair up these paycheck-hungry job candidates with an interviewer who has done nothing to improve his or her employee selection skills, or the fact that more than eighty percent of all interviewers have had little or no formal training on how to hire the best, and now you have a real formula for disaster as companies begin hiring post-recession. This perfect storm can be averted.

Oscar-Winning INTERVIEWING Performances Are On The Rise!
The goal is to hire high performers...right? How do you do it? How do you tell the real high performers from the applicants who are merely pretending to be the high performer? Both may interview well. In fact, the impostor just may be more prepared and actually impress you more. If you have been fooled before, what makes you think you won't be fooled again especially if you are interviewing applicants exactly how you have interviewed them in the past. This article will provide valuable insight as well as interviewing tips of how to see through an applicant's Oscar-winning performance.
TRUTH IN INTERVIEW - Part II
From PART I: Somewhere, we learned that if we hire an applicant with the skills we need, the results will be an employee who will do a great job. WRONG! Skills simply means the applicant can do the job, it does not mean they will do the job better than anyone else. Making hiring decisions based on skills leaves job performance a mystery until after the hire. Interview-savvy applicants have made it tougher for interviewers to accurately assess motivation, often causing the misjudgment to favor applicants who are NOT High Performers.
Just My Opinion: Should Companies Not Hire The Unemployed?
In taking in applicants, is there a vested favor granted to employed applicants? This article discusses the seemingly increasing trend of hiring employed applicants. It also shows the fact that there are a lot of unemployed talents out there waiting to be given a chance.
Don’t Be Afraid of the Disabled Job Candidate
Most managers would prefer job applicants who are not physically challenged because of the assumption that they are more productive. But sometimes they fail to take into consideration the full competence of those they ignore simply because they are disabled. Here are a few thoughts for managers to ponder on hiring disabled job applicants.

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