Tom Sweeney

It's a coming of age tale….

Archive for January, 2009

Generation ‘X’ VS Generation ‘Y’: The Show Down (Part 2)

Posted by sweens on January 30, 2009

Let us continue with the blog entry from yesterday where we took a look at some of the generational issues that exist within the current labour market.  Today I would like to focus on the technological or communication differences between each generation.  Having a sound understanding of how each generation prefers to communicate can increase your odds of touching base with the person you are trying to connect with.



  By nature Traditionalists are private, the “silent generation”. Don’t expect members of this generation to share their thoughts immediately.
 For the Traditionalist an educator’s word is his/her bond, so it’s important to focus on words rather than body language or inferences.
 Face to face or written communication is preferred.
 Don’t waste their time, or let them feel as though their time is being wasted.  


Baby Boomers:

– Boomers are the “show me” generation, so your body language is important when communicating.
– Speak in an open, direct style but avoid controlling language.
– Answer questions thoroughly and expect to be pressed for the details.
– Present options to demonstrate flexibility in your thinking.


Generation X:

– Use email as a primary communication tool.
– Talk in short sound bites to keep their attention.
– Ask them for their feedback and provide them with regular feedback.
– Share information with them on a regular basis and strive to keep them in the loop.
– Use an informal communication style.


Generation Y:

– Use action words and challenge them at every opportunity.
– They will resent it if you talk down to them.
– They prefer email communication.
– Seek their feedback constantly and provide them with regular feedback..
– Use humour and create a fun learning environment. Don’t take yourself too seriously.
– Encourage them to take risks and break the rules so that they can explore new ways of learning.



Many of the articles I have read on generational gaps within the work force talked about how each generation came to embrace the trends they demonstrate on a daily basis and how the majority of these trends arose from events or social norms that existed and changed during their time.  For my generation it was events like the Oklahoma City bombing or the Clinton/Lewinsky scandal.  But more importantly for me, it was the fact that my generation relies so much on technology as it is something we have constantly been a witness to.


My generation is all about access to information.  When can I get it?  How fast can I get it?  Is mine giving me a better result then yours?  As such, Generation Y uses technology to its fullest extent.  We live in a world now where most 13 year old adolescents can type faster and navigate around a computer better then their parents because they have been on MSN, Facebook or MySpace for years.  We would prefer to text our friends rather then call them.  Just one of the ways this generation works.




I would suggest that this is worth mentioning because technologies are changing and so are the people who are in the labour market.  More people from Generation Y are in the work force and in order to be able to connect with them, you need to think about the best way to do that.  I for example, monitor my email like it was my sole purpose on this planet.  But I have an issue with the phone.  I would rather respond to a voicemail by sending someone an email.  When I need to touch base with someone my first choice would be to send them an email.  I have even negotiated a contract with one of my candidates over text messaging before (their choice – not mine). 


Now I realize that when you begin a new professional relationship you have no idea what age the person on the other end is – unless you are meeting them face to face so this may be difficult to use in person.  But as more Baby Boomers leave the work force and more Generation Yers enter it, the demographic of the labour market is undoubtedly going to change.  Jobs are being posted on places like Facebook and MySpace.  Email campaigns can be a huge success and more and more people will be carrying a BlackBerry so they can juggle between SMS, MMS, Email and PIN messages. 


I would suggest that in order to be successful in the fast paced environment the work force has become these days, people should be aware of who they are dealing with and what the best ways to connect with them are.  While I think that this blog has been pointed towards older generations coming on board with technology and following what younger generations are doing, this needs to be the opposite for younger generations who wish to connect with someone from an older generation and realize that their way is not always going to be the best way to get things done.


Like any new large movement, the technological one and age of networking is a powerful one and those that choose not to embrace it run the risk of being left behind.  It is however important to remember where we came from as it is impossible to move forward without knowing where you have been.    


Please read the following articles for more information:

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Generation ‘X’ VS Generation ‘Y’: The Show Down (Part 1)

Posted by sweens on January 29, 2009

As a younger individual within the work force I have always heard things relating to generational gaps within the work force and how different generations have a hard time communicating. I once attended a referee seminar where the presenter outlined the different motivations and communication strategies for each generation within the work force and surprising to me, it all seemed true. Let us take a look at some of the generation motivations at work.

Traditionalists: Born 1922 – 1945
Baby Boomers: Born 1946 – 1963
Generation X: Born 1964 – 1980
Generation Y: Born 1981 – 1995

Traditionalists value structure/consistency, strong work ethic, loyalty, patience, mission and respect. Baby Boomers value teamwork, long hours, hard work, recognition and respect. Generation X values autonomy, informality, competence, ongoing learning, feedback, balance and respect. Generation Y values achievement, structure, collaboration, mission and respect.

Traditionalists: Listen to their war stories; respect their experience; use them as mentors and in technology training, flexible work options and opportunities to learn and develop.
Baby Boomers: Seek recognition and credit; respect hard work; they prefer working in teams; they build consensus, like professional development; use to tap into experience.
Generation X: Prefer autonomy; like frequent feedback and learning opportunities; are flexible; like access to decision-makers; are fun and exciting; prefer results over process.
Generation Y: Prefer structure and guidance; seek input; are team oriented; they maintain technology and manage projects; aren’t time sensitive; prefer challenges and stress mission and values.

 If we take a look at some of these different values and work force traits it is evident that each generation is motivated and values different things both in and out of the work force. These traits and values should be considered when cross-generational relationships exist within the work force. It certainly has been evident to me since I began recruiting that recruiting someone who is from my generation is different then recruiting someone from the Baby Boomers generation.

Understanding these traits from generation to generation will help match the right people to the right jobs. Putting someone from Generation Y into an unstructured environment may not be the best fit. Similarly, putting a Baby Boomer into an environment where he/she is not required to put in long hours and work hard might not be the best fit for them. Understanding this mentality will certainly add to any recruiters tool belt.

Tomorrow we can take a look at the preferred communication methods for each generation because they certainly change from generation to generation and can change the face of a business relationship.

Some of the generational information from this post has been copied from:

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Recruiter workload is rising…

Posted by sweens on January 28, 2009

With more people hitting job boards looking for work these days, the workload for recruiters will certainly increase with each order.  I have personally spent half of my days this week sorting through applications and answering emails for the jobs that I have posted.  They seem to have generated a higher then normal volume of traffic and it is slowly eating away at the hours within my day.


It is fairly common for a new position to generate a lot of traffic once it hits the job boards but it generally dies down 24 hours after the posting first goes up.  This trend, combined with recruiters emailing possible candidates within their applicant tracking systems usually makes for a busy first 24 hours.  The first 24 hours of any new position are critical to generating a successful pipeline of candidates for any given position.  The more people you can touch in a short period of time, the best chance you have of finding the right candidate for your position.


It just means I am a little slow at returning phone calls these days…

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Show me the money…

Posted by sweens on January 27, 2009

I would like to suggest that there are two key mistakes candidates can make when applying for a position they know nothing about.  The first mistake is asking what the job pays right away.  The second is telling the recruiter that they can submit your resume without ever speaking about the opportunity.  Both of these moves are likely to leave a sour taste in the recruiters’ mouth.




I would recommend that this is not the best way to go about trying to find your next contract or position.  This to me demonstrates that your motivation for this position and any subsequent positions are the money associated with each position rather then what the position can offer you.  As I mentioned in an earlier blog, my goal is to find the right person with the right position rather then someone who can simply do the job.



People who are motivated by money rather then the opportunity on the whole are likely to leave the position for a higher paying position down the road.  This will ultimately not benefit my client and will force me to find a replacement.  Considering the opportunity on the whole from career potential to staff size, company culture and advancement opportunity, can often reflect a better opportunity then one that simply comes with a large pay cheque.




This is also a bit of a ‘no-no’ when you have never spoken to the recruiter about the position.  There is a tone of information from rate to contract length that needs to be discussed before both sides agree that any given opportunity is right for both sides.  Someone who is willing to be presented to a client before they know any of the details –including who the client is – can represent someone who is desperate for any position and may not be in your clients’ best interest.


While I offer a bit of a warning for these two points, if you feel that opening your conversation with a recruiter based around these two points is necessary, you should consider how it will be perceived.   I for example received an email from someone I contacted that did express an interest in one of my positions but did also point out that they were happy where they currently were.  They then pointed out what their currently salary was and where their expectations lied.  This to me was beneficial as I can tell directly if this candidate is in my range.  What was good about this email was it was professional and the candidate took some time to write about his current employment situation and what it would take for them to make a move. 


Much better then opening up with “What is the salary for this position?”

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Who is the client???

Posted by sweens on January 26, 2009

I am sure people often wonder when they are working with a recruiter why they can not be told who the client is right off the bat.  And there are several reasons for this so let me briefly mention a few.




Recruiters often keep the client secret to protect their clients from competitors.  While it often is not an individuals intention to reveal the client to competing agencies, this can quite simply happen through a harmless conversation about what other opportunities your presently working on.




The client is kept secret in many case not because there is a lack of trust but rather because if the recruiter told everyone who their client was, the candidates that were screened out would more then likely go and apply directly to the client.  Clients for recruiting agencies often engage their services because they are swamped by a high  volume of resumes and only want to see qualified candidates, or they lack the process to effectively source and screen all the applications they find.  If we turned more traffic to our clients own processes, we would likely not be doing them any favours.




Often times a candidate thinks that if they apply on their own, it will increase their odds of getting hired into the client.  And let me be the first to say that this is normally very far from the truth.  First of all, client hiring practices are generally slower then an agencies because the agency deals with hiring mangers rather then going through the HR process.  Secondly, the agency will no longer be able to represent you as you have now put yourself into their system and the client can stake ownership on your application.  Thirdly, you will have ruined your relationship with the recruiter.



I think ruining your relationship with the recruiter is one of the most detrimental aspects of any relationship between a recruiter and any candidate.  Often times I have personally felt that when I told someone who my client was and then they applied on their own – that they broke the trust I had in them.  I personally look at this situation as my candidate would not have been turned on to that opportunity without my help and then they have turned around and ruined any chance I have of working with them and my client. 


While not every opportunity works out for every candidate that is represented, agencies often work with industry leading clients on multiple positions.  While your current opportunity might not have worked out for you, your recruiter might be able to work with you and that client again in the near future.  Breaking that trust and relationship will likely lead to a recruiter passing over your resume next time they are searching for a similar position. 

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Certifications… Are they really all ‘that’??

Posted by sweens on January 23, 2009

Today’s blog is going to deal with certifications and how they can impact your resume. Certifications are becoming more and more of a ‘requisite’ in the market these days and I suspect that this mentality will only get stronger in the coming months.  While I and many of my colleagues are not ‘hung up’ on certifications, the labour market and employers these days certainly and putting a huge emphasis on certifications.


Certifications can offer many things to many people both from the employee and employer stand point.  When we think about reviewing or assessing a resume it is almost like someone checks for the certification and then decides to proceed with reviewing your experience.  Rather then reviewing your experience and then checking to see what certifications you have. 


While I do not necessarily agree with this method of assessing resumes, so many positions these days require certifications and the reason for that is because so many people have them.  Whether it is an MCSE, PMP, ITIL, CISSP CMMI, etc; there are more and more people within the work force who have these certifications/designations now.  This has lead employers to demand these certifications when they are looking to bring in new candidates.




My personal opinion is that this trend will continue to grow rather then weaken.  The reason I feel the market will continue to sway that way is because with more and more people hitting the street due to current downsizing initiatives, people will look to increase their odds of gaining employment in the future and in order to better there chances they will turn to certifications.


I believe that once IT does return to a high level of employment, there will be more people with certifications then those without certifications.  That situation will likely increase the demands employers will put on certifications.  It is for that reason that you can not simply think about your current situation with your employer because you may not be there forever and when you leave, how attractive are you going to look for future employers?

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Who’s running to join the IT sector…

Posted by sweens on January 22, 2009

In light of all the lay offs going on within the Information Technology industry as of late, I thought we should briefly discuss the effects that this industry shift will have on the future of the Information Technology labour market.  Where I am really trying to take this post is in the following direction – if the Information Technology sector keeps crashing, who’s going to want to join it in the future?


Getting students to join the IT field in school has always been a hot topic in recent years.  How to motivate students to join a market that has proven to be constantly changing and always in a state of flux is no easy question.  Organizations and companies currently exist to help promote these issues.  Take Wesley Clover for example who’s main business is the business of building businesses by taking experienced leaders and management staff and applying them to technology ideas of new grads.  Organizations like the Canadian Information Processing Society (CIPS) helps to keep students up-to-date with current IT / IM issues.




While these organizations do help to push IT into the minds of students to help build the labour market for the future, I can not help but wonder if that is going to be enough?  As someone watching the market from the sidelines at the moment, I am curious as to who wants to join this market.  This is the second time in my life I have seen the IT sector go into a recession.  Granted this time it isn’t just the IT sector that is in a recession but still, IT is in a recession. 


Briefly touching on yesterdays’ point about supply and demand – if the IT market does return to the levels it was at a year ago but new undergraduate students are afraid to join the field due to the uncertainty it can bring, we will eventually run into another situation where there is not enough supply of candidates to fill the demand employers will have on market.  Driving market value for positions back up and creating that ‘what is in it for me’ mentality all over again.


People will undoubtedly continue to study in the IT field.  I once took an introductory class on Object Oriented Programming at University and did realize that some people just love and understand IT regardless of the market conditions.  But for someone sitting on the fence in regards to diving head first into the IT field, they must be asking themselves if the lure to large salaries out weighs the cost of working in a market that has not proven to be overly stable.


For the time being, I am glad to be playing in the shallow pool…

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What’s my current market value….

Posted by sweens on January 21, 2009

Today’s blog entry is about the market value any position has in the IT market today and where that may or may not go.  With the recent layoffs by many Information Technology companies in Ottawa, the simple ‘supply and demand’ equation comes to the front to help us look at this issue.  Supply and demand states that in a competitive market, salary will function to equalize the quantity demanded by employers and the quantity of hires made by the market conditions.


So, with more and more people being let go as of late, we now enter a situation where the supply of candidates exceeds the demand employers have on the labour market.  Some people would have suggested prior to this economic downturn that current salary expectations were a bit higher then where they should have been and that new-grads were demanding too much coming out of school.  That situation was made possible by a lack of candidates to fill employers’ requirements – which allowed candidates to demand more from their new employers.



We are now entering a situation where there are too many candidates to fill a limited number of positions which MAY lead to people taking a salary cut in order to find employment.  This ultimately could lower the salary expectations once the Information Technology sector begins to grow again as people may begin to join companies at a lower salary range then they are currently in.




I think the suggestion I can make is that you should seriously consider what you are willing to accept in terms of compensation for any offer made from this point forward.  I say this for two main reasons.  The first, being that companies who are still going to hire people may be a little nervous about a big salary and would be more comfortable going with a moderate salary.  Secondly, with more people actively searching for a position at the moment, your competition for each position just got tougher, and if you won’t accept a position that pays lower then your last position did, someone else might.


And where would that leave you…

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A day to remember forever…

Posted by sweens on January 20, 2009

January 20th, 2009 will certainly be remembered as a historic day as Barack Hussein Obama was sworn in as the 44th president of the United States.  President Obama delivered a powerful speech addressing many of the issues facing the United States and the world during this difficult time. 




“Today I say to you that the challenges we face are real. They are serious and they are many. They will not be met easily or in a short span of time, But know this, America — they will be met.”


As many as 2 million people were supposed to show up in the area between Capital, the White House and the Lincoln Memorial.  Having caught a glimpse of this sight on TV it was truly amazing.  Best of luck to the new President of the USA and hopefully he can turn things around for them.


To read the full CNN article on this story check it out at –


To read the text from Obama’s inaugural speech check it out at –


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References… Are they even used??

Posted by sweens on January 19, 2009

Many people have always asked me if references are even checked when I ask for them.  And in most cases I always do.  References are a way for someone to verify what you’ve branded yourself as – not that you aren’t being trusted – but they can also give you a useful insight into the person’s work habits or tendencies.  Something that isn’t easy to draw out during an interview.


As a guideline I would suggest you ask your client who they would like the references to come from.  Normally I would say 3 supervisory references but sometimes having someone who worked for you providing a reference can be a unique view on someones’ leadership/management skills. 



If you can then you certainly should.  When references are being asked for, prior to an offer, it isn’t uncommon to hold out on a reference from your most recent employer.  A recruiter or company should be sensitive to someone who doesn’t want to give a reference from their current employer early within the process.  If the opportunity doesn’t work out you can run the risk of ruining your candidates work environment by contacting their manager.




Something I can’t comment on directly as I have never done it – however I too have heard of this happening.  You should be careful to protect your references from the potential of being used for more then just a reference.  Don’t be shy to inform your recruiter that you and your reference are not comfortable being contacted to generate leads or other candidates.



I completed a reference check last week and when I asked the person on the phone if they would consider working with my candidate again their response was a unique one and one I wish to share with you for your use.  This person explained to me that on a training assignment they learned instead of asking your reference if they would work with your candidate again, you should ask them if they would consider working for your candidate.


I thought that was a great idea and it certainly would speak volumes as to how the reference truly perceived your candidate.  Something to keep in mind for future reference checks….

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Getting past the gate keeper…

Posted by sweens on January 16, 2009

Todays’ blog is about getting past the gate keeper – which can be the recruiter of the HR contact – for whatever position you are applying for.  This blog is based off two comments which I have received on the posting “Progression of Positions”. 

Question 1 – How does one deal with being over qualified, yet under qualified?
Questions 2 – How do my job titles affect my professional experience?

I think these are both important questions and ones we should tackle.  First of all, I think that being over qualified, yet under qualified is a great expression and an accurate assessment of many candidates within the work force.  A candidate reaches this point when their resume clearly demonstrates years of excellent professional experience but little experience that is directly related the requirements within the position.


As I mentioned in early blogs, the recruiter of HR contract wants to see that someone applying for a Project Manager position within a banking environment has been a Project Manager within a banking environment before.  If your resume is unable to demonstrate this then you run the risk of appearing over qualified – in terms of technical experience -but under qualified in terms of project management experience within a banking environment.  Which will likely lead to you being passed over for that particular position.

Secondly, the job titles you put on your resume can greatly affect the perception it gives off to who ever is reading it.  This is generally more common amongst people who have a consulting back ground as they indicate that they are the CEO or VP of their own company.  Similarly, a candidate may indicate that they were contracted into a large company as a VP of R&D.  While this isn’t a bad thing, it can overstate your positions which can lead to doubt in your position/experience and can also personify the level of position you think you are qualified for when that level isn’t the position you are applying for.


While I am not meaning to suggest that if you were a VP then not to state it, however opinions are always formed when someone looks at your CV and if you are indicating that your last 6 positions were contract at a VP level but then apply for a Project Manager position, something appears to be out of line.  Not to mention – and this applies to my directly – that when someone sees VP, CIO, CEO, etc on your resume, they expect that you’ll be commanding those type of dollars which may not match the position your interested in.

Suggestions to deal with this moving forward??

Resumes are like meeting someone for the first time.  You have a small window to make a big impression and the first impression may last a life time.  So just be mindful of the image your resume is presenting upon you and how it relates to the position you’ve just applied for.

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Would the last one out please turn off the lights on their way out…

Posted by sweens on January 15, 2009

Firstly, let me apologize for my lack of blogging yesterday.  It was one of those days were there simply wasn’t enough hours in the day to get everything done that needed to get done.  I will try to make up for it with two posts today (time permitting).


Yesterday marked a low point in the Canadian economy and low for Canadian companies when former ‘technology titan’ Nortel filed for bankruptcy protection.  This move will likely see divisions of Nortel sold off to competitors in order to help cover the debt Nortel has accumulated. 


While Nortel isn’t bankrupt as of yet, its shares are dramatically low following a recent consolidation of shares.  Nortel is also burning through cash and has long-term debt valued at over 4 billion dollars.



This move will likely see the end of Mr. Mike Zafirovski as the CEO of Nortel who has been un-able to turn Nortel around since he took over in 2005.


Living in a city where Nortel was and really used to be a major employer, it is disappointing to watch the effects that this bankruptcy will have on Ottawa.




Please check out a complete article on this news from at –


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Stop ignoring me!! No really, stop ignoring me…

Posted by sweens on January 13, 2009

Have you ever sent your resume into a company or a recruiting agency and not gotten a response?  I’m sure anyone that is actively pursuing a job has been in this position and it certainly isn’t an enjoyable one.  I would suggest there’s a disconnect on both ends that leads to this unfavourable outcome for one or both parties.  Let’s examine both sides of the fence and try to establish some common ground.

Position 1 – I’ve just submitted my resume

Time goes by and you don’t get a call or email back?  What are my next steps?  How far do I need to go in order to get the attention I think my resume deserves?  And really, those are all legitimate questions and unfortunately I don’t have an ‘answer’ for each of them as I’m sure each situation is different.  I think in this instance, a recruiter or company can be a bit blind in the sense that they aren’t aware how important this job could be for any given individual.  It could be next weeks mortgage payment or just another stop in the road for someone.  The person who sent in their resume obviously felt that they were qualified for the position, or else they wouldn’t have sent in their resume (we can at least hope that this is true). 

At the point when you decide you haven’t received a response in the time you thought the process should take, what should your next steps be?  Do I send a follow up email?  Do I call the person in charge?  Do I just move on?  Everyone has a different opinion and each position is different.  I have heard that some sales recruiters won’t consider someone for a job unless they follow up, as they want a candidate to show they have what it takes to follow up and stay on top of someone just like in a sales role.  Like I said earlier, your resume is a reflection of yourself and ultimately you’re selling yourself via a resume.  Perhaps the understanding that a sales person won’t close every deal they set out to close is a good thought to carry forward when applying for a job.


Position 2 – I’ve just received a resume

You post a job online and you get some responses.  Some resumes you see might be a match and others might not be.  Who do you communicate with?  How do you choose?  These are questions a recruiter or hiring manager may be asking themselves when they get a resume.  Yes, we always put in fine print ‘only suitable candidates will be contacted further’ but is that enough?  Perhaps the person you’re dealing with doesn’t like confrontation and has a hard time coming right out and saying ‘you’re just not a good fit for this position’. 

I know I’m guilty of this but a recruiter or manager might be hiring numerous positions all at the same time.  They likely will have posted these jobs on numerous job boards and are generating a high volume of traffic.  Perhaps the time just isn’t there for the person whose name is on the posting to get back to everyone that applies.  Perhaps the name on the application is really just a ‘screener’ and doesn’t really know anything about technology or the position they’ve posted. 


While both sides of this process want the same objective – A SUCCESFUL HIRE – both sides don’t always have the same motivation on each application sent or received.  So perhaps the next time you send in your resume and don’t get a response you’ll think about the name you saw on the application and realize that it is not their intent to leave you unanswered.  And perhaps the next time you receive a follow up to an unanswered application you’ll find a few minutes in your day to explain to that person where you are in your hiring process and where this person fits into your plans.

Happy hunting…

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It feels so good…

Posted by sweens on January 12, 2009

Have you ever found that job that you really enjoy doing and get really comfortable doing it?  I think we all have at some point in time, but today’s blog is about this so called ‘comfortable’ job and we’ll discuss if it is beneficial to your career in the long run.  This idea stems from a conversation I had over the weekend where a friend said they really liked their job but couldn’t see themselves doing it in ten years.  So I ask you this question: 


“If you can’t see yourself in your current job ten years from now, is your current job putting you in a place to get a career that you can see yourself doing in ten years”. 


I would assume that this problem is more common amongst generation ‘Y’ as those within this generation are recently in or looking to get in to the work force.  I think a great example of this is people who work in the restaurant industry during high school or university can at times become accustom to making large amounts of tax free dollars and aren’t comfortable giving that up for an entry level job that pays $35000 (which will be taxed). 



While some people may choose to remain in that industry after completing school others may wish to apply their degrees on a different career path.  However that task can be more difficult then originally thought when you’ve had the same job for the last 8 years.  Now I don’t mean to take anything away from working in the restaurant or service industry because there are a lot of good skills that you can learn from your time in that industry.  I would however point out that someone who is evaluating your resume and seeing that you’ve worked in the same service position for a lengthy period may not be as attracted to your resume as someone with a different background. 


This problem can also occur within generation ‘X’ while they are currently in the work force.  They may have had the same type of position for ten, fifteen or twenty years and then decide that they are looking for a new challenge or for something more exciting.  While it is possible to make such a change, the longer you stay in any given position the higher your odds are that you will be ‘branded’ as only being able to perform a specific job and thus could hurt your chances of making that change deep into your career path.


 If there is one thing I have learned from the comments I have received regarding the material on this blog, it is that the opinions of any given resume are held within the eye of the reader.  Someone may stereotype you based on your professional experience and someone else may not.  This blog is simply meant to point out a reason why maybe you aren’t finding that perfect job that you want so badly.


If you are learning new things and developing skills that are going to help you land your dream job then keep doing it.  But if it isn’t helping you get to where you want to be, maybe it’s time to start thinking about a change!

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Unemployment is on the rise…

Posted by sweens on January 9, 2009

Yahoo News is reporting this morning that unemployment in Canada has risen three tenths of a point to 6.6% after closing out December.  The article went on to state that over 34,000 jobs were lost which stemmed from 70,700 full-time jobs lost offset by part-time gains.  December marked the second straight month that unemployment has risen across the country.  Many of these lost jobs have been attributed to the decreasing value of oil on the market as well as the slow down within the housing industry which is at its lowest point in 7 years.


To read the article please visit:

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