Sample Resume for Food Service Worker Job Position

Test Resume for Food Service Worker Job Position Test Resume for Food Service Worker Job Position An incredible resume enables likely bosses to recognize your qualities, including hard working attitude and relationship building abilities. In spite of the fact that its genuinely simple for a certified candidate to look for some kind of employment, introducing a cleaned continue encourages you stick out and get more lucrative positions.Food administration bosses need laborers with a reputation for unwavering quality, so accentuate positions you held for an all-encompassing timeframe in the work segment. On the off chance that you have the board understanding or administrative aptitudes, remember that for the slugs for the important situation, as appeared in the model underneath. Additionally, instructive credits identified with food administration or cordiality are achievements you ought to remember for the rundown or features area of your resume.Use the food administration laborer continue test beneath as a guide recorded as a hard copy your own archive. Make this ResumeDavid Smit h2557 Pinnickinnick StreetNew Brunswick, NJ 8901(666)- 311-8970d.smith@tmail.comObjectiveIn hunt of a chance to work in entrenched association as Food Service Worker to give great client care so as to expand supporters in the establishment.Summary of QualificationsFlexible and genuinely fitAbility to work in extraordinary temperaturesAbility to push and pull wheeled cartsAbility to convey effectivelyAbility to follow straightforward and complex instructionsProfessional ExperienceLead Food Service Worker, January 2007-PresentVeterans Affairs, Veterans Health Administration, Hot Springs, SD ResponsibilitiesDirected and oversaw representatives in their work assignments without the boss. Executed and performed obligations, for example, opening principle kitchen, entryways, opening all stockpiling regions, and security. Guaranteed that plate lines are working on time and that representatives are doing doled out obligations. Recorded and read temperatures on all fridge units and food thin gs in consistence with fitting rules. Filled and recorded every day task logs and day by day work schedules.Food Service Worker, May 2004-December 2006Eddy Memorial Geriatric, Albany, NY ResponsibilitiesMaintained the divisions physical condition, gear, and products in spotless and disinfected conditions. Helped and encouraged in food administration to the occupants. Executed and performed obligations, for example, dishwashing, pot washer, and as doorman. Acted and filled in as cafeteria laborer, utility specialist or storeroom representative. Executed and performed different obligations, for example, checking of units and gear, upkeep and fix of hardware. EducationBachelors Degree in Hotel and Restaurant Management, 2004Yale UniversityAssociate Degree in Food Service, 2002Yale University This resume is only one of the numerous formats we have accessible please investigate the site to discover more food administration resumes!Customize ResumeMore Sample Resumes:Fleet Manager Resume Flight Attendant Resume Flight Dispatcher Resume Flight Instructor Resume Floor Installer Resume Floor Manager Resume Floral Designer Resume Florist Resume Food And Beverage Manager Resume Food Server Resume Food Service Worker Resume

Transform Your Sales Team Into A Sales Powerhouse

Transform Your Sales Team into a Sales Powerhouse Have you ever taken a step again to have a look at your gross sales group from an outside viewpoint? Have you ever took the time to see just what they're reaching, how they are working and how the team dynamics are working in attaining the overall company goals? Let’s face it, within the daily drum of enterprise, we are likely to get stuck in endless processes and within the comforts of what we have created. We are inclined to focus on getting by way of the day and reaching targets than to strive one thing new and progressive that might change up the best way we do business. Maybe it’s time to do this experiment within the team. You never know the place you could discover a large flaw in the system or the place you could find a pot of gold able to be snatched up. Doing analysis of your gross sales team is always a good idea.The first thing to do it do an evaluation of the team. Monitoring the performance and the overall habits inside your group will enhance your scope of what exa ctly is going down on the sales floor. Without alerting them to what you might be doing, start monitoring performance and common conduct throughout the group. If you let the staff in on what you are doing, they'll start boosting their efficiency. You somewhat desire a clear, untainted view on who was within the team and what precisely they are doing. In many instances in a staff, we get used to the familiarity of the members of the team. We get lulled into average efficiency and common enterprise aptitude. If you're taking a step out and take a look at the group from a stranger’s perspective, you will notice the team in a brand new way. Sales statistics show how much is changing, as reps, right now spend solely 34% of their time really promoting. For probably the most part, the members are battling with information or admin processes that take up nearly all of their time. Try and monitor performance over a month, taking into consideration pitches, communication skills, and general habits throughout the office. Weigh up the professionals and cons of each member and created a full evaluation sheet to determine the place they belonged in the group. The exhausting a part of managing any staff is to know when you can let go of underperformers. At the top of the day, every group member is there to sell your product or service. If they don't seem to be doing that, ask yourself why they are there. Based on your evaluation that you have performed, you may must take the following step to juggle the team round. There could be extreme underperformers who need to be removed from the group, and there might be some who must be put on probation to observe their progress. You may even see several different members of the staff who have potential and who need to be reworked into different groups, or given completely different responsibilities or capabilities inside the firm. High performers have to be rewarded and promoted to group leaders and managers which they might work a s much as. Motivation will become key in the group. During the the efficiency analysis and ensuing communication with the staff, you will most likely understand simply how underheard the gross sales group actually is. The company often fails to hear out their desires to develop within the company or clear up fundamental needs for them to promote. This shall be your key learning all through the entire process; the staff had a vital voice. You might want to start prioritizing worker engagement and know when and the way to hear the groups voice! The second lesson you could study is just how much the group can information you on the companies buyer. Your gross sales team are your customer-facing brokers within the company. They are listening to your audience directly and actually have heaps of data about their wants and wishes. After the analysis, take a month to sit with the sales team alone, and with them, hear what thir model of the shopper profile is. This shall be based on what eac h team member is experiencing with their interactions. One of one of the best methods of making this even more engaging and productive, is by establishing a group productiveness tool, which can turn into their key technique of communication. The third step to take is to set up month-to-month strat conferences with the team during which they'll sit along with the advertising group and work by way of the customers desires and desires. It is significant to align the previously siloed groups to start out assembly shopper calls for. Interdepartmental communication needs to turn into a prime precedence in the firm. It is important for gross sales and advertising to be working together and speaking day by day on campaigns and lead era. Sales statistics shows that forty% of gross sales folks say that prospecting is the toughest part of the job. It is significant for the marketing division, due to this fact to make it simpler for the group to get more qualified leads through heightened and i nformative campaigns. Task the gross sales team with higher involvement in the advertising campaigns by giving them a platform to voice their views on what the customer wished. Allow them to examine many of the social campaigns, weekly mailers, and advert campaigns to determine just what number of leads every generated. Another experiment you could conduct is to permit the gross sales team to develop their own gmail ad campaign based on their customer data and permit the marketing department to restructure their processes based mostly on this for two weeks. After the month take a look at, analyze the results. The variety of certified leads should dramatically enhance after the test. It should result in a streamlined message had made it easier for them to pitch the client. Marketing is the portal for the shopper into the corporate. The advertising division’s job is to introduce the customer to the corporate, the product or the service. This identical message must be carried through by the sales staff to transform the leads to sales, and if the messages are inconsistent, you've just misplaced a sale! Some of the key findings that you need to take from this exercise is to humble yourself as a senior in the organization. Business and prospects are permanently evolving and what worked five years ago, just won't work right now. The second lesson to be taught is that not all workers work the identical, and that's okay. For the longest time, firms have tried to typecast the right employee and mildew the staff into that. Unfortunately, most have misplaced a lot of expertise on the best way, as they merely didn't perceive their means of working. The final lesson that you should study in this is the significance of interdepartmental relations and communication. Marketing and sales groups are usually break up and separate from one another He had all the time cut up the advertising and sales group into different areas, and after this experiment, however there's great imp ortance in advertising-gross sales communication. 4 Unexpected Costs for Startups Startups are a good way for entrepreneurs to capitalize on growing a services or products... Starting a Korean Online Store During COVID-19 The COVID-19 pandemic has now contaminated over 6.three million individuals and has brought on over 375,000 deaths... What are the Different Types of Data? 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The Beret in U.S. Military Uniform History

The Beret in U.S. Military Uniform History The Beret in U.S. Military Uniform History In the United States military, powers have worn unmistakable uniform things for quite a long time to make a mental preferred position and lift their esprit de corps, yet the military utilization of berets is a generally ongoing wonder. In the sixteenth and seventeenth hundreds of years, the Blue Bonnet turned into an accepted image of Scottish Jacobite forces. The French Chasseurs alpins, made in the mid 1880s, are perceived as the main normal unit to wear the military beret as their standard headgear. One reason that the beret is appealing to the military as a uniform thing is that they are modest, simple to make in huge numbers and can be produced in a wide scope of colors. From the warriors see, the beret can be folded up and stuffed into a pocket (or underneath a shirt epaulet) without harm, and it tends to be worn while wearing earphones. Military berets are typically pushed to one side to free the shoulder that bears the rifle on most warriors (however some countrys armed forces for the most part Europe, South America and Iran have affected the push to one side). The boundless utilization of the beret among Western armed forces didn't start until the twentieth century when French tank groups in World War I wore the little Basque form and a bigger, floppier assortment. Joined Kingdom and United States Beret History The military prominence of berets took off during the World War II time when different British units wore the headgear in a few hues including a khaki earthy colored assortment received by Special Air Services troops and a maroon assortment worn by Britain's first airborne power, the Parachute Regiment, that turned out to be warmly known as the cherry berry. Berets Debut in U.S. Military The principal utilization of the cutting edge beret in the U.S. military was in 1943 when an Army brigade of the 509th Parachute Infantry was given maroon berets by their British partners for their administration in the war. Despite the fact that it never stuck, the utilization of the beret began as a headgear that assigned an uncommon help of the military part it despite everything keeps on having that equivalent assignment to some degree. The principal far reaching utilization of the headgear by U.S. powers came a couple of decades later, when another Army Special Forces unit was developed. They turned into the extraordinary association that was prepared for rebellion and counter-guerrilla fighting and started (informally) wearing a green assortment in 1953. It took an additional eight years for the Army's Special Forces - the Green Berets - to win presidential endorsement from John F. Kennedy to make their headgear official, and in 1961 the green beret of the US Army Special Forces was officially received. During the 1970s, Army strategy permitted neighborhood officers to support spirit upgrading uniform qualifications, and the utilization of berets blasted. Covering work force at Fort Knox, Ky., wore the customary British dark beret, while U.S. reinforced rangers regiments in Germany wore the dark beret with a red and white oval. Troops of the 82nd Airborne Division at Fort Bragg, N.C., began wearing the maroon beret in 1973, while at Fort Campbell, KY, the pattern detonated with post work force sporting red, military police wearing light green, and the 101st Airborne Division accepting light blue as their color. At Ft. Richardson, AK, the 172nd Infantry Brigade started utilizing an olive green beret. In 1975, the Airborne Rangers got endorsement from the Army Chief of Staff to utilize the dark beret as their official headgear. Throughout the following hardly any years, the entire thing turned crazy, so in 1979 senior Army authorities put on the brakes. Armed force authority permitted the Rangers to keep their dark berets. In 1980, airborne soldiers were permitted to keep wearing the maroon form. In any case, all other beret assortments were proclaimed forbidden. Aviation based armed forces Berets The utilization of berets in the Air Force started during the 1970s. In 1979, enrolled work force in the Tactical Air Control Party (TACP) AFSC (work) were approved to wear the dark beret. In 1984, two pilots from Pope Air Force Base, North Carolina presented a structure for the glimmer and peak plan, which was endorsed for all TACP aviator in 1985. Air Liaison Officers (ALOs) were likewise approved to wear the dark beret after they moved on from the Joint Firepower Control Course, led at Nellis Air Force Base, Nevada. Rather than the peak, they wear their rank symbol on the beret. Air Mobility Liaison Officers (AMLOs) were authorized to wear the dark beret in the Air Force, also. Presently, every Air Force Battlefield Airmen (AF Special Ops) were a beret to connote their activity. Present-Day Beret Nowadays, the United States is on the low finish of the range among NATO partners as far as the assortment of berets worn by their military powers. While most nations have four or five hues approved for different military portions, Turkey, Greece, and Luxembourg have approved just three hues for different fragments of their powers. Belgium has seven and the United Kingdom has the most variety with nine. On Oct. 17, 2001, Army Chief of Staff Gen. Eric Shinseki reported that the dark beret would become standard Army headgear in the next year. The method of reasoning was to utilize the feeling of pride that the beret had since quite a while ago spoke to the Rangers to encourage a disposition of greatness among the whole Army as it pushed ahead with its broad change exertion to a lighter, increasingly deployable, progressively dexterous force. This choice, be that as it may, set off a firestorm in both the well-trained and veteran Ranger people group just as in the Army's other two exceptional activities camps, the Special Forces and the airborne. In 2002, the Army made the tan-shading beret the official beret of the U.S. Armed force Rangers, and all Army troopers started wearing the dark beret. In June 2011, Army Secretary John McHugh declared that the customary watch top was to be worn with the utility uniform. Be that as it may, the dark beret might be approved with utility outfits at an administrators carefulness for exceptional services, and the beret remains some portion of the Armys dress uniform for all units. Current Army Berets Black -Worn by all other Army troops with Class A uniform and Army Service Uniform as standard headgear.Maroon -Airborne-assigned units (the maroon beret is an authoritative thing, so it is worn by completely relegated fighters, airborne-qualified or not)Tan Buckskin - 75th Ranger Regiment, Ranger Training Brigade (Light infantry)Green -Special Forces Groups, John F. Kennedy Special Warfare Center and School (Commando, official) Current Air Force Berets Black -Tactical Air Control Party (TACP), Air Liaison Officers (ALO), and Air Mobility Liaison Officers (AMLO)Maroon -Combat Rescue Officers and Pararescuemen (PJs)Red (scarlet) - Combat Controllers Special Tactics OfficersRoyal Blue - Security Forces and United States Air Force Academy First-Class Cadets Basic Cadet Training cadreGrey - Special Operations Weather TechnicianGreen -Survival, Evasion, Resistance and Escape (SERE) Specialists

Starting a New Job Soon Advice for a Flawless Transition

Starting a New Job Soon Advice for a Flawless Transition ShareShare This post is an excerpt from my recently published book, Get That Job! The Quick and Complete Guide to a Winning Job Interview, available in eBook and paperback formats from Amazon. A Moment for Career Management Arriving at one goal is the starting point to another. John Dewey From the moment you accept a new job to your first glowing performance review on the new job, career transition can be a bit of a roller coaster ride exciting, hectic, even stressful. You get caught up in the whirlwind of that. But its also an important moment for some conscious career management. Career management means realizing that although your new job is at XYZ Inc., your real, lifetime employer is You Inc., and youre the leader of that enterprise. You Managing Me, Inc. through your job transition means youre in charge of: Product Development You and your skills are the product, and your new employer is probably not the last buyer youll ever have for that product. How do you want to improve your skills while youre in this job? Talent Development and Advancement Do you want to advance within the company, or beyond it? To what role(s)? How will you get there? Finance If youve been unemployed, you may have become painfully aware that you cant count on a steady income at all times in your life. Whats your plan to create or replenish your between-jobs fund? Marketing Communications Your current campaign is ending successfully! And good career marketing is ongoing. Speaking of marketing communications, during this job search, did you find yourself thinking I wish I had done (X) before I needed to start looking for a new job? Did you wish you had Kept track of accomplishments and kudos on the job, as resume material? Taken home copies of your performance reviews? Kept your resume and LinkedIn profile updated? Built a network and stayed in touch? Stayed on better terms with past employers? If so, plan on taking these steps as you go along, so next time it can all be easier and even more successful! Lets look at some specific actions that will support your career as youre leaving your old job and getting ready to start your new one. Giving Notice and Transitioning Out Before giving notice, make sure you have the new job offer in writing, including the start date. If you have any doubts whether that job will really be there for example, if the company is undergoing extreme turmoil clarify that with your boss-to-be before you give notice. New jobs have been known to vanish between the offer and the start date. Gather resume-fodder details while you still can. Giving notice doesnt necessarily mean the company will want you to stay, and you may suddenly lose access to your computer and hardcopy files. So before giving notice, and without violating agreements or ethics, gather up information that may be helpful in your next job search, such as copies of your performance reviews and details about your accomplishments (how much you increased sales last year, etc.). Be clear whats yours and whats theirs. Does your LinkedIn profile belong to you, even though your employer helped you set it up and its connected to your business email address? Do you own your customer contacts or not? Disputes have arisen over these types of information. Give notice verbally and in writing. Break the news to your supervisor first, in a private meeting, and agree on how and when the announcement will be made to others. Then write an email or letter stating briefly that you are resigning and when your last day will be. Stating why you are leaving is not necessary, but do include appreciation and thanks, even or especially! if the vibes are not gloriously warm. How much notice should you give? Two weeks notice is standard; offering less is generally considered unprofessional. You might even want to offer more if leaving in two weeks would cause a hardship for the team. But dont let it drag on and on. Your future is with the new company, so put that relationship first. Also consider your own needs for rest and recuperation. You may need to negotiate with both employers to get some time off in between. Enjoy some time off if you possibly can! Starting a new job takes a lot of energy. Go out on a positive note. Past employers and co-workers are VIPs in your career network for many reasons as sources of references, recommendations and information; for their influence on your reputation; and hopefully even as friends. So treat them well. Be willing to train your replacement. Create documentation for the next person in the role. Share all those tips nobody knows better than you. Replacing Job Search with Ongoing Career Communications Continue and nurture relationships with the people youve met in your search. Share your good news with everyone who helped you in any way. Maybe treat somebody to a meal to celebrate together and show appreciation for their support. Dont be one of those people who only get in touch when they want something. Update and improve your LinkedIn profile now; this is the very best time to do it. A year or two from now you may be looking at new opportunities, but spiffing up your profile at that point may arouse suspicion. Doing it now is safer, and will also help you look good to new colleagues who may be curious about you. Ask for recommendations from people at the job youre leaving, especially your former boss. (Arent you glad you were nice on your way out?) Add your new job, either right before you start or, if you have any doubts about whether it will work out, after youve been on the job a little while. Dont put it off too long. File away notes for your next job search. If youve created various versions of your resume, gathered a lot of useful information about companies and job titles, and so on, you may want to refer to these items at some point in the future. Put them where youll be able to find them. On Your New Job If youve read this book, Im guessing you work hard and strategically for what you want, and that youre also smart about seeking out new knowledge and outside expertise to support your efforts. These qualities will serve you well in your new workplace. Your first days and months on the job will be about forming relationships, learning, and making a point of achieving early wins to quickly establish yourself as a valuable team member. All of that is beyond the scope of this article, but much has been written by others about making a great first impression at your new job and ensuring that the crucial first few months will be evaluated positively. May your new job and your career be a rich source of everything you want from it, whether that be exciting challenges and growth, making a difference, prosperity, security, camaraderie or appreciation. I wish you all of the above! Starting a New Job Soon Advice for a Flawless Transition ShareShare This post is an excerpt from my recently published book, Get That Job! The Quick and Complete Guide to a Winning Job Interview, available in eBook and paperback formats from Amazon. A Moment for Career Management Arriving at one goal is the starting point to another. John Dewey From the moment you accept a new job to your first glowing performance review on the new job, career transition can be a bit of a roller coaster ride exciting, hectic, even stressful. You get caught up in the whirlwind of that. But its also an important moment for some conscious career management. Career management means realizing that although your new job is at XYZ Inc., your real, lifetime employer is You Inc., and youre the leader of that enterprise. You Managing Me, Inc. through your job transition means youre in charge of: Product Development You and your skills are the product, and your new employer is probably not the last buyer youll ever have for that product. How do you want to improve your skills while youre in this job? Talent Development and Advancement Do you want to advance within the company, or beyond it? To what role(s)? How will you get there? Finance If youve been unemployed, you may have become painfully aware that you cant count on a steady income at all times in your life. Whats your plan to create or replenish your between-jobs fund? Marketing Communications Your current campaign is ending successfully! And good career marketing is ongoing. Speaking of marketing communications, during this job search, did you find yourself thinking I wish I had done (X) before I needed to start looking for a new job? Did you wish you had Kept track of accomplishments and kudos on the job, as resume material? Taken home copies of your performance reviews? Kept your resume and LinkedIn profile updated? Built a network and stayed in touch? Stayed on better terms with past employers? If so, plan on taking these steps as you go along, so next time it can all be easier and even more successful! Lets look at some specific actions that will support your career as youre leaving your old job and getting ready to start your new one. Giving Notice and Transitioning Out Before giving notice, make sure you have the new job offer in writing, including the start date. If you have any doubts whether that job will really be there for example, if the company is undergoing extreme turmoil clarify that with your boss-to-be before you give notice. New jobs have been known to vanish between the offer and the start date. Gather resume-fodder details while you still can. Giving notice doesnt necessarily mean the company will want you to stay, and you may suddenly lose access to your computer and hardcopy files. So before giving notice, and without violating agreements or ethics, gather up information that may be helpful in your next job search, such as copies of your performance reviews and details about your accomplishments (how much you increased sales last year, etc.). Be clear whats yours and whats theirs. Does your LinkedIn profile belong to you, even though your employer helped you set it up and its connected to your business email address? Do you own your customer contacts or not? Disputes have arisen over these types of information. Give notice verbally and in writing. Break the news to your supervisor first, in a private meeting, and agree on how and when the announcement will be made to others. Then write an email or letter stating briefly that you are resigning and when your last day will be. Stating why you are leaving is not necessary, but do include appreciation and thanks, even or especially! if the vibes are not gloriously warm. How much notice should you give? Two weeks notice is standard; offering less is generally considered unprofessional. You might even want to offer more if leaving in two weeks would cause a hardship for the team. But dont let it drag on and on. Your future is with the new company, so put that relationship first. Also consider your own needs for rest and recuperation. You may need to negotiate with both employers to get some time off in between. Enjoy some time off if you possibly can! Starting a new job takes a lot of energy. Go out on a positive note. Past employers and co-workers are VIPs in your career network for many reasons as sources of references, recommendations and information; for their influence on your reputation; and hopefully even as friends. So treat them well. Be willing to train your replacement. Create documentation for the next person in the role. Share all those tips nobody knows better than you. Replacing Job Search with Ongoing Career Communications Continue and nurture relationships with the people youve met in your search. Share your good news with everyone who helped you in any way. Maybe treat somebody to a meal to celebrate together and show appreciation for their support. Dont be one of those people who only get in touch when they want something. Update and improve your LinkedIn profile now; this is the very best time to do it. A year or two from now you may be looking at new opportunities, but spiffing up your profile at that point may arouse suspicion. Doing it now is safer, and will also help you look good to new colleagues who may be curious about you. Ask for recommendations from people at the job youre leaving, especially your former boss. (Arent you glad you were nice on your way out?) Add your new job, either right before you start or, if you have any doubts about whether it will work out, after youve been on the job a little while. Dont put it off too long. File away notes for your next job search. If youve created various versions of your resume, gathered a lot of useful information about companies and job titles, and so on, you may want to refer to these items at some point in the future. Put them where youll be able to find them. On Your New Job If youve read this book, Im guessing you work hard and strategically for what you want, and that youre also smart about seeking out new knowledge and outside expertise to support your efforts. These qualities will serve you well in your new workplace. Your first days and months on the job will be about forming relationships, learning, and making a point of achieving early wins to quickly establish yourself as a valuable team member. All of that is beyond the scope of this article, but much has been written by others about making a great first impression at your new job and ensuring that the crucial first few months will be evaluated positively. May your new job and your career be a rich source of everything you want from it, whether that be exciting challenges and growth, making a difference, prosperity, security, camaraderie or appreciation. I wish you all of the above!

5 interview turn offs, lessons learned from the dating scene

5 interview turn offs, lessons learned from the dating scene Interview turn offs Want to land a dream job? Treat the interview like a dream date! Interview turn offs Dating has it’s faux pas which is very similar to interview turn-offs. With this in mind, this weeks post tries to relate the concept of dating which EVERYONE can relate to with the experience of job interviewing. My thought is that the connection between these two activities should be easy for everyone to recognize. We have all heard that finding a job is just like dating and in an effort to keep my bad dates, I mean bad interviews to a minimum, I thought I would reinforce the message. As a recruiter and a guy in the middle of the pack of single guys chasing tail in the year 2013, I am reminded every day why so many people are single and struggling to hook up.   Uncanny similarities I think the similarities between dating and interviewing are UNCANNY. I can only imagine that the same mistakes I see candidates make during the day are the same mistakes being made by singles after 5 PM. Finding a job or a date is easy. Finding a job or a date where both parties appreciate each other in a LTR is an entirely different story.   There may not be a bar, or casual sex involved when interviewing but there are a lot of similarities. Moving forward, just refer to me as Hitch for the corporate world. I recently stumbled across this article on the Faux Pas of dating, and I couldn’t help but click on the link. Sure enough, for me as an HR pro-am, the similarities were uncanny.   The following Turn-off’s and Dating Lesson to learn in bold below are taken directly from the above-linked article.   As your corporate Hitch, I interpret these lessons learned for you into job interview speak.     Turn-off #1: “She checked her makeup non-stop”   Per the article, this is a dating turn off. This is absolutely an interview turn off as well. If you are paying attention to yourself more than you are paying attention to the recruiter or hiring manager, you have your priorities in the wrong place. The hiring company isn’t paying you to look good. The hiring manager is paying you to get a job done. Even if you are a professional model, there will be a stylist and a makeup person to make you look good so there really is no reason to worry. There is nothing like escorting someone (male or female) to the interview room and watch them check themselves on every glass surface we pass that offers a reflection of their self-absorbed beauty. True story:   I escorted an attractive candidate into a room where everyone was heads down in their work.   The candidate literally stated, “Wow, you guys work hard here”.   I asked, “What do you mean?” The reply was a classic and one I won’t forget: Well, none of the guys looked up at me when I walked in.  Can I get a Mirror?     Dating lesson to learn: Don’t obsess about your appearance, ladies (and men) HRNasty lesson:   If the rearview mirror in your car is angled so you can check your look vs. the car behind you, re-read Turn-off #1 one more time.     Turn-off #2: “He blabbed constantly about his ex”   No one appreciates being around someone who is constantly putting down their ex. It becomes clear the person that was dumped hasn’t moved on and is living in the past because its just their lonely, bitter way. We want to blurt out “Get over it already, he/she obviously did”, but we usually just end up just nodding in agreement to the blather and feeling sorry for the lonely schlep.   When a candidate comes in and continuously references their ex-employer in a negative light: interview turn off. Whether the break up was mutual or one-sided, I want to make an offer to someone who is looking towards the future and not stuck in the past. It is one thing to talk about an ex-employer when using examples of professional accomplishments, this is acceptable and expected. Losing my lunch If you feel you were treated unfairly by your prior employer and reference this 3 times or even just once, I just started to taste my lunch. Singles want to hang out with someone who is “Over their ex and has moved on”. Employers are no different and want to work with candidates who have “Moved on already”. Moving-on is a sign of being adaptable to change, being positive, and looking towards the future. If you don’t have anything nice to say about your prior employer, don’t say anything.     Dating lesson to learn: Bashing your ex, makes  you  look terrible HRNasty lesson:   Bashing your ex-employer makes you look petty.   They were paying you after all.       Turn-off #3: “He was obsessed with the size of his wallet”   In the same way that most singles don’t want to hear about how about how much money you make, as a recruiter, I don’t want to hear that all you care about are the benefits, parking, salary, bonus and what’s in it for you. This is a big interview turn off.  This is the corporate equivalent of a GoldDigger, and a trifling candidate indeed. GoldDiggers don’t have the makings of a mature long-term relationship personally. Most LTR’s are successful because both parties are interested in each other as individuals. Companies want to hire candidates that are sincerely interested in the position, challenges, manager, and yes, benefits are important, but not the first priority. The time to bring up the benefits and the salary towards the end of the interview loop. Candidates who bring up benefits and salary requirements in the first interview are probably not going to see the second interview.         Dating lesson to learn: Money  can’t  buy you love HRNasty lesson:   Money can’t buy love, but it can rent it.   Hiring managers want to buy, not rent.   Turn-off #4: “He paid more attention to his computer than to me” There is nothing like going on a date where the date is on their phone texting their other friends. We don’t know what they are texting and this distraction sends the message that whoever they are texting is more interesting than we are. In an interview, there is nothing more frustrating than a cell phone going off or a candidate that states “can you give me just one sec, I need to send this text”. All I can do is assume the candidate will act this way in a business meeting if a position is offered. Candidates that need to focus on FB updates, IM, Twitter, etc, during an interview indicating where their priorities will be if hired. Your date wants you to focus on them not their PC or the phone. I want a candidate to focus on the interview.   Dating lesson to learn: Keep noise distractions to a minimum HRNasty:   Turn off your cell phone before you enter the front lobby of the company you are interviewing with.   Turn-off #5: “He had terrible phone etiquette” Calling early, late and weekends isn’t scoring any points. All I can imagine is that you don’t have any personal awareness OR, you are scared to talk with me and want to leave a message. Neither are qualities that a company wants to pay for.       I have blogged about phone etiquette  here.   How you answer the phone, your ringtone and VM message all send signals that can end the interview before it starts.     Dating lesson to learn: Be considerate of someone’s time HRNasty lesson: be considerate of the recruiters time.       So you see, lessons learned on the dating scene are directly transferable to the job interview.   If you have any questions about the interview process, just treat the interview like a date with someone who is of special interest to you. See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,