Job Seekers

Hobbies – Should You Use Them or Lose Them on a Résumé?

Jacqueline Fink of Little Dandelion in Balgowlah is an extreme knitter, as you may have read recently. She uses giant knitting needles and balls of wool to create a range of stunning knits, including blankets, throws and wall hangings. And social media has spread the love for her beautiful craftwork, spawning a whole community of extreme knitters around the globe. Fink’s is an unusual hobby, that’s for sure, and it got us thinking about the subject of including hobbies on résumés. Should you or shouldn’t you?

Opinion varies from one recruiter to the next. For some, personal interests are a big no-no: they are considered to be irrelevant – an unnecessary distraction on a formal business document. This group of recruiters won’t give your interests a second glance, choosing to focus instead on the professional experience and skills you would bring to a role.

Other recruiters may look at your hobbies as part of your overall application for a job. And there are two important reasons why:

  • Relevant skills: Your hobbies may suggest that you have some of the desired qualities for the role. This can be useful for job applicants, particularly those who have limited professional experience. A candidate applying for a junior management role may be captain of their local football team, for example. Someone applying for work as an apprentice mechanic may enjoy tinkering with engines in their spare time.
  • Adaptability: Showcasing a broad range of interests in a résumé can potentially be a benefit, especially for client-facing roles, like law and accountancy, where candidates need to build relationships with people from different backgrounds at different levels of seniority.

In a recent article in The Sydney Morning Herald, Jim Bright, Professor of Career Education and Development at ACU, suggests looking at the evidence, rather than opinion. He conducted a study about the presence or absence of hobbies on résumés with a large recruitment company in Australia. After sampling no less than 999 résumés, this was the team’s conclusion: “What we found was that the hobbies made precisely no difference whatsoever to hiring decisions.” Bright suggests that candidates lose the hobbies off their résumés and use the space for content that will increase their chances of getting shortlisted. Many recruiters and candidates would disagree. Hobbies remain a very subjective issue.

Should you choose to include your interests on your résumé, here are a few tips to consider:

  • Keep them until the end: Make sure you cover your professional experience and skills first.
  • Include some detail: Don’t just list your interests; add a little information that sells them to your recruiter.
  • Have something to say about your interests at interview.

So back to Jacqueline Fink, the extreme knitter from Little Dandelion we met at the beginning of this post. Instead of writing “extreme knitter” on her résumé and leaving it at that, she could perhaps expand along these lines: “I am passionate about extreme knitting – using super-size needles and wool to create unique objects and installations.” Would it give her the edge in landing the role? Possibly – and then again – possibly not. So much depends on the individual recruiter.

What is your view? Do you think you should use or lose hobbies on a résumé?

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What NOT to do, to get that job

With so much advice, tips and information out there on how to land your dream job I am feeling stressed from the sheer volume of what I need to know and I haven’t even interviewed yet.

We have put our heads together in the office and come up with a list of what NOT to do for your interview. Common sense… Most likely but we have taken the stories and comments from hiring managers we have heard over the years and compiled a list for you.

What not to do, to get that job

  1. Don’t be late for your interview

If you are running late call the hiring manager or recruiter and let them know. We understand stuff happens and it can be unavoidable but tell someone otherwise your punctuality will be questioned and it’s not a good look. On the flip side don’t be super early it’s annoying having you waiting in reception 45 minutes before. Turn up 5 minutes before the interview is scheduled.

  1. Wear appropriate clothes.

Have you heard the expression ‘dress to impress’ well it works!  Depending on the role you are going for, you may not need the full suit and tie but are shorts, singlet and thongs the best you could do?

  1. Don’t sit in reception on your phone

Turn your phone off or put it on silent, you don’t want it ringing during your interview. Take the time to observe and see what is going on, it’s amazing what you can see when you are not glued to your phone.

  1. Don’t smoke just before your interview

We understand it might help you to not be so nervous – but the smell will be noticeable no matter how many mints you chew.

  1. Do not take a takeaway coffee cup into the interview

We understand it’s the norm to walk around with a cup in your hand but now is not the time or place. It also makes it awkward when you go to shake hands and your hands are full. We won’t even go there with chewing gum!

  1. Don’t bag out your previous employees

Yes, your old employers might be awful but if you criticise them in the interview the hiring manager won’t be impressed and it’s a small world out there.  You may give the impression you could be difficult to work with.

  1. Don’t sit down before you are invited and bring your enthusiasm!

Wait until you are told to sit down, its common courtesy. Ensure your body language is sending the right signals. Make eye contact with the hiring manager, ensure you have a solid handshake and be happy, no one wants to chat with someone who is sour.

  1. Don’t answer the question with ‘it’s on my resume’

This is one of our pet hates, we want to hear your answer, how you articulate and communicate what you have done not just a one-word statement.

  1. Watch your language

Obviously swearing is off limits but how often do you say umm when you are talking or ‘like’ or do you finish your sentence with yeah. Practising some sample interview questions before your interview may help you to be more articulate.

We hope we haven’t scared you off with all our don’ts, be yourself and try to enjoy the experience no matter how nervous you may be. One last thing; treat everyone you meet with a smile from other people in the lift, the receptionist, to walking past desks towards the meeting room – these could be your potential colleagues, bosses and they will share their impressions of you later. Make sure you are seen in a positive light.

We would love to hear any stories or experiences you have had during your interviews from either side of the desk.

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Do Employers Really Look at Social Media Before Hiring?

Social networking sites like LinkedIn, Facebook and Twitter have become part of our everyday lives. They are a great way to share information, ideas and images, but what you are telling the world about yourself each time you post? If a recruiter were to take a look at your timeline, what might they think?

According to a 2018 survey by US-based online employment website, CareerBuilder, 70% of hiring managers screen candidates’ social media accounts. What are they looking for? First, reasons not to hire you, such as posts about drinking and drug use, discriminatory comments or potential links to criminal behaviour. However, what managers see can also work in your favour and lead to a job offer. Big plus points on social media include evidence of creativity, professionalism and good communication skills. The message is clear: use social media to promote a positive message about yourself.

Obviously, this may be easier said than done, especially if you’ve been tweeting and posting for years without a second thought. Here, however, are a few ideas to polish up your online presence:

Ensure your profile looks professional

Where better to start than with your headshot? On LinkedIn, especially, ensure that you are appropriately dressed for the roles you are applying for. Tidy up your Facebook and Twitter profiles too so that anyone stopping by for a peek comes away with a good first impression.

Clean up your content

Take the time to go over your posts and photos and remove those that could be seen as unprofessional, inappropriate or offensive. If you are especially concerned, consider running a scan through an online reputation management site, such as BrandYourself or Removify. These providers will identify posts, updates and images that may be flagged during an online screening – and will then help you clean them up.

Think about what you are posting before you post

This applies to every social networking site you use. Post photos, information and comments that show you in a positive light. Use your privacy settings, but don’t believe that they will guarantee you 100% privacy. The reality is that your content can still be copied and communicated outside a private group of family and friends. Last year’s rant about your current employer might suddenly rear its ugly head!

Use an alternative channel to share news with family and friends

There are some great apps out there that enable you to share your photos and news selectively with a small group of people. Maybe now is the time to change your social media habits?

Remember, your digital footprint is permanent, so make sure you leave a good one for potential recruiters to find.

At Optimal Recruitment, we are always on the lookout for professional, positive candidates. To discuss current vacancies, please contact one of our team on 02 8416 4181.

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How to Write a Winning Job Description – Tips and Template

When was the last time you sat down and updated job descriptions in your organisation? For many managers, this activity may not be very high on your priority list, but it should be! Well-written, up-to-date job descriptions (JDs) can be incredibly useful documents for setting and managing expectations in many areas, including:

  • Recruitment: Whether you are hiring internally or externally, a job description provides recruiting managers and candidates with a clear idea of what the role entails and what requirements and qualifications are needed. A JD is also an excellent source of information for writing job ads and briefing agencies.
  • Training: A comprehensive job description gives managers and employees an indication of individual training needs based on role requirements. A suitable training plan can then be drawn up to enable employees to perform their job with confidence and skill.
  • Performance Management: When it comes to that year-end appraisal, reach for those job descriptions. You can evaluate your employees against the expectations you have set out, see where they are succeeding, and establish areas for development.
  • Compensation: A JD should provide an indication of the expected salary range for a particular role. This can help prospective candidates to self-select during the recruitment process. It can also be useful for managers when it comes to discussing salary raises, e.g. providing justification for a lower increase if a job holder is not fully carrying out the responsibilities of the role, or not meeting certain requirements.

So, what should you include in a winning job description?

A comprehensive header: State the formal job title, job type, reporting relationship, division/department, work location, salary range.

Job summary: Provide a brief overview of the job’s purpose, expectations and objectives.

Duties and responsibilities: Start with the duties/responsibilities that take up the most time. Use a bulleted list so that content is easily readable; you can also split the list into categories.

Education & qualifications: Provide information on the education level/type and qualifications that are required for the job.

Knowledge, skills & abilities (KSAs): This should be a list of those KSAs that are required for the job. Note that although skills and abilities are often bundled together, there is a difference! Skills are measurable and observable, and may be acquired through training. Abilities are generally innate (and not learned through training). Here are some examples to get you started:

Knowledge: Knowledge of administrative processes, year-end accounting procedures, operational systems

Skills: Proficiency in the Microsoft Office suite, mechanical repair, accurate data entry,

Abilities: Preparing and maintaining records, working in a team, communicating effectively (written and spoken)

Physical/mental demands: Include any information that is specific to the job, such as heavy lifting, climbing stairs, standing for extended periods of time, public speaking, as well as the work environment (e.g. outdoor work, use of hazardous chemicals).

Tools/equipment used: If applicable, include any specific/specialist tools needed to do the job.

Signature: The employee should sign and date the job description to acknowledge they have read and understood it.

We’ve put together a neat job description template that you are welcome to download and complete for jobs within your organisation. Send us an email and we will share it with you. We hope you find it useful!

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