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An Indeed thread about fake Indian recruiters

This article was on Facebook  H1b and IT Out Sourcing Group the post was by Paul Raymond this is another reason to not give any birth information or social information, or graduation information to any recruiter, especial Indian recruiters, remember that is just a voice on the phone, or an email you do not know they are really a recruiter or not.

I found this post on Indeed in a thread about fake recruiters:

This is becoming a big nuisance ever since I posted my resume on Dice and Monster, my , will phone never stops ringing. Indian name/sounding person using magic jack number is calling displaying Wyoming,New Jersey or Nebraska numbers. Will ask you to fill some forms that does ask for SSN, DOB without year and so forth. One idiot even asked for a copy of green card. These people are actually telemarketers based in India and working for some Indian recruiting agents in USA screening candidates for them. now unfortunately the story does not end here. The USA based Indian recruiters have contacts in the client IT organizations who are also from India and his/her job is to push their candidates and get a cut from recruitment fees. They collect resumes and while the interviewers from client side are also Indians, they reject many deserving candidates which is in blatant violation of Equal opportunity Law (EEOC), collectively push for hiring from India and also outsource the work to India. I had about 15 interviews in the last few months and in every interview there was an India who attitude clearly reflected rejection of my resume. This is a big racket going on in USA despite very strict EEOC laws how no one takes notice. This has to be stopped now. People should write to EEOC and ask for the laws to be more strictly implemented. Please visit this page www.eeoc.gov/and post you complaints and concerns so that this malpractice by Indian recruiters is brought to an end.

Other comment for this post:

Remember, as far as the job boards are concerned… you’re the product. Apu is the paying customer. As long as Apu’s check clears… Dice doesn’t care.

Some of you may remember the Dice forums that were shutdown due to “Hoapres” & others telling the truth about Indian recruiters. Dice couldn’t keep the forums up since they told the truth about Indian staffing firms

LinkedIn tells me I get many views every week. Coincidentally I also get a ton of calls and emails from Apu. My voicemail says I won’t deal with Indian recruiters and most don’t leave a message anymore

One more thing regarding Dice: The number of real jobs posted on Dice is about 10 percent of whatever number Dice claims to have.

10 years ago I had similar experiences via e-mail from outfits in NJ.

100%. Just to add to this, whey they send email with JD, almost every signature at the bottom says “minority owned business”.

These magic jack Indian recruiters have been doing this for years and I went to several of their “business addresses” in Irving and Las Colinas Texas and they are usually a desk, few chairs and a mini network type switchboard with no personnel. Indian recruiters pay Monster and Indeed and others for access to the posted resumes. If the Indians have forensic software they can obtain access without paying the fees and would not be hacking. Anything that is Indian related in a job search will not lead to even a low paying job in a non desirable location


In my opinon: Is it not time we get the government to get these crooked Indians out of our lives, and get some honest people doing recruiting

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Indian Recruiters – What Is Wrong With This Country?

As Americans we need to start fighting for our Americna STEM works, our IT workers are being outsourced like crazy and when they go to find a job they can get this stuff Drupal is right on, in this article, why do we not stop this, our congress is being bribed by the Indians to replace Americna workers with Indian workers, we need to rise up against this. Indians organizations like IT Serv in Frisco, Texas are here for nothing but to replace Americna workers with Indian workers, IT Serv need to be throw out of the United States

From : Drupal, WordPress And SEO Guru

Article link:http://blog.computer-fella.com/job-advise/indian-recruiters/?fbclid=IwAR2CFaZnoztX3wDcYrUxxV58yJ9UFts7JpF75XKk-qgxmkbQ-l7NOpBferk

Here we go. It was not enough have to deal with completely unskilled recruiters. The new trend is letting Indians do recruiting. By Indians I don’t mean Native Americans, but Indians from India. I am sick of these Indian recruiters.

In my experience searching for a job, I had to deal with a plethora of so called recruiters. They are totally unskilled, they ask you for a resume and they disappear immediately thereafter. I call them keyword searchers. Yes they search for keywords on job boards and they find your resume. This is fine to sift through tons of resumes, but after that, you may think they start reading; think again, they are not able to read.

The new trend in this nightmare, is called Indian recruiters. Not really a scam, but close. They buy an American phone number (an easy task with VOIP), then they start bombing you with the most absurd jobs. I live in NC and they propose me crap such as a 3 month assignments in Oregon. Now, do they know a little about geography? Why a person not totally insane would move from NC to OR (probably more than 3,000 miles) for a shabby job?

Last call I received, I asked who eventually would pay for a face to face interview in Oregon. His answer was: the company will interview you only over the phone. Would you like to work for a company you never met one of their officials? Or your future boss? Are we insane here?

Besides their terrible accent (sometimes I don’t understand a word of what they are saying) why don’t they write me an email, so I can delete it immediately wasting only a second of  my time?

The proof they don’t read a resume, relies on what they search for. I give you an example; let say that your resume has, somewhere, that you have knowledge of Windows XP. A skill that probably 90% of people can claim (being an expert is another story). They will contact you for a position as Senior Windows Server administrator. Why? Because searching for keywords only, your resume pops up in their search.

Working in this way they waste time for the hiring company (assuming that the proposed job is not fake and I suspect 90% of those job does not exist), your own time and ultimately theirs (not that I care about them wasting their own time).

One of the best request I got was: “I saw your resume on xxxxxxx (a job board), would you be interested in this job? If yes, can you please send me your resume?” Now if they found my resume somewhere, why do they need my resume? It is like asking for my phone number during a phone call they placed to me. Pathetic, idiotic, stupid, moronic (I need a dictionary to find more appropriate adjectives).

One important thing. Never give out your resume to people less than serious. One big red flag is that they never tell you the name of the company they are recruiting for. What is that, secret services? You are not supposed to know the name of the company you will eventually work for? Talk of insanity. Second big red flag? Addresses and recruiting firm they put in their signature (when they write emails) are not existent or taken from a phone book, so are jobs they propose.

So, why do they need your resume? Something I can infer from my experience:

  • they collect resumes in order to reach their weekly quota. In a few discussion groups I had confirmation of my suspicion;
  • they are going to harass companies you worked for, in order to get some business; you better avoid that, if you want to use those companies as reference;
  • they might even try to steal your identity

I decided to publish on my blog some of their stupid requests, with name and all details provided by them. Emails don’t give them expectation of privacy, as my signature’s disclaimer says.

Recruiting is the new crooks’ frontier. Beware of recruiters, especially if from India!


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Questions or Comments

No doubt some Indians will read this message and become offended. Even Indians who know in their heart that it is true . Comments that protest this article under politically correct ideals will probably not be approved. They are tedious, and no one wants to read them. Articles on this blog are designed to describe reality, they are not designed to please all interest groups that comes into  contact with them. However, comments that add something to the conversation will be approved, even if they disagree with the article.

If you have something insightful to add, please comment  to your experiences.

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Things Indian recruiters ask that are against EEOC Rules

After talking to an EEOC investigator I found out the following if any recruiter ask this you should decline, this can also effect you personal security tell them none of this, if they insist do not work with them

Under EEOC rules they cannot ask the following: Full date of birth or month and date of birth, Full or Last digits of social security number Date of High School or University Graduation If you ask both the above month and day of birth and Last digits of social security number They can be charged with age discrimination.  this is very dangerous to tell them this information for you do not know who you are talking to, or if they are actually a hacker or rot.

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Click here to get more job search information at our store: http://store.ontrackjobsearch.com/

Keep Your Job Search on the Right Track – with On Track

Questions or Comments

No doubt some Indians will read this message and become offended. Even Indians who know in their heart that it is true . Comments that protest this article under politically correct ideals will probably not be approved. They are tedious, and no one wants to read them. Articles on this blog are designed to describe reality, they are not designed to please all interest groups that comes into  contact with them. However, comments that add something to the conversation will be approved, even if they disagree with the article.

If you have something insightful to add, please comment  to your experiences.

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Do not fall for this latest Indian Recruiter Scam

You will talk to the recruiter then his manager will call you and want you to work corporation to corporation (C2C), if you say you will not work this way they will ask for a fee, do not fall for this scam.


Special!!  The On Track Job Search Manual on Sale $29.95

Click here to get more job search information at our store: http://store.ontrackjobsearch.com/

Keep Your Job Search on the Right Track – with On Track


Questions or Comments

No doubt some Indians will read this message and become offended. Even Indians who know in their heart that it is true . Comments that protest this article under politically correct ideals will probably not be approved. They are tedious, and no one wants to read them. Articles on this blog are designed to describe reality, they are not designed to please all interest groups that comes into  contact with them. However, comments that add something to the conversation will be approved, even if they disagree with the article.

If you have something insightful to add, please comment  to your experiences

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What is really covered in a pre-employment background check, and drug screening

Here’s the list of what  covered during pre-employment background checks and drug screen:

Pre-employment background check:

  • Social / Address Trace
  • Employment Credit
  • County Criminal Records – 7 years
  • DOJ National Sex Offender Records
  • Multi-State, Multi-Juris Database
  • Education Verification – Domestic

Drug Testing 10 Panel

This type of test typically detects if the following drugs are found in the urine sample: cocaine, amphetamine, methamphetamine (Ecstasy, crystal meth), tetrahydrocannabinol (marijuana), methadone, opiates (heroin), phencyclidine (PCP), barbiturates, benzodiazepines (Xanax, Valium) and tricyclic antidepressant . In addition to the drugs, the 10-panel drug test can also measure characteristics of the urine sample, such as the pH level. Testing the characteristics of the sample can show if the urine has been altered to cheat the test.

Read more : http://www.ehow.com/about_5505644_10_panel-drug-screen-test_.html


The purpose is to lessen the impact from drug abuse in the workplace, including tardiness, absenteeism, turnover, attitude problems, theft, decreased productivity, crime and violence.

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How To Spot A Jerk Boss During An Interview

How To Spot A Jerk Boss During An Interview

by Gaya Harout

 Once upon a time, you nailed that interview. You put into practice all the tips you’ve read on the web on how to control your body language, how to answer all those sneaky interview questions, and you really felt as if you left a pretty good impression on your interviewer.

 You get the call after an eternity of sleepless nights and anxious walks with your phone glued to your hand. In the end, you do get the job and… bang! Only a month later, you realize your boss is a bad person. A real jerk, if you have to be honest.

 Does this sound familiar?

The question is – how do you spot that jerk boss right on the spot, so that you save everyone’s time by acknowledging the fact that you wouldn’t fit in that company right during the interview?

Here are a few points to get you started with, when YOU assess your future boss during your next interview:


They are too nice with you.

 Yes, you’ve read it – too nice. (Well, first of all – nice and boss don’t go that well together.) Jokes aside, during your first encounter with the manager, the connection should come naturally and authentically. Don’t get me wrong, there might be many bosses out there who would really be nice because that’s who they are.

 In most cases, however, it either means they are hiding something under that perfectly polished body language (or their office desk) or they are too desperate to have you on board, as they are faced with fluctuation of labor in the company. In other words, beware if you hear phrases like, “We are flexible with the working hours, you might come and leave as you like, as long as the job is done!”

They don’t listen.

 If you want to be a good communicator, then you should be able to listen – especially, if you are a leader. If you catch your future boss checking their laptop/computer/iPad too often, then it either means that you are doing a really bad job during that interview, or that he/she is a self-centered jerk. These types of managers also tend to forget asking if you have any particular questions about the position and the conditions in general, while they go on boasting about how successful their company is.

They take all the credit.

 These managers would brag about how they magically revived the company after it had been almost destroyed by the previous owners, or how they went from 20 to 100 employees in just over a year, all because of THEM. You see, it is more than adorable that the company is growing like a sponge. As the company grows, you will, too – which is quite good news.

 However, if you hear them say, “I had my first office in a garage and now look where I am now,” it means they most probably haven’t yet realized what one of their most crucial roles as an entrepreneur is – to value their subordinates and all the hard work they have done.

 They bad mouth other job seekers like you, or even their own subordinates.

 Saying things like, “You can’t even imagine the type of person I interviewed earlier today…” or “The Marketing Manager is going to have a loooot to explain about the situation she put me in!” is, and should always remain, a bad sign!


A leader, who is meant to see the value in people, cannot analyze the behavior of others in front of a potential job candidate. Unless they are psychologists, they are not allowed to do that. This type of talk should alert you that, as talented and skilful you are, your manager might be talking about you next time.

Their office says it all: Signs are everywhere.


Some entrepreneurs are so good at their ‘social game,’ that you will never know who they really are and how they really treat their subordinates, until you pay attention to their office space. I think that the more lavish the office space is, the tougher the boss will be.

Pay attention to details in the interior, such as too many photos of your future boss shaking hands with important people (politicians, writers etc.), or too many statues of things you can’t even name, or strange figures with clocks hanging from them, or a desk wide enough to fit your bathroom. If you have the feeling you are in a palace, rather than an office, then chances are that this boss tends to do things their way.


Practice says it all: The déjà vu.


If you feel like you’ve gone back in time when stepping into the office and their attitude resembles an ex-boss, who you weren’t much fond of, then most probably you would be right in turning the offer down. I recently was at an interview, where the manager and the office space were so familiar to me that I was planning to run half-way through the interview. There is a small chance I might have been wrong but I decided I would pass, considering the fact that they even looked alike.

Don’t forget to take this list with you on your next interview, just in case you forget any of the points. And, do make sure your future boss doesn’t see it, or you won’t have to make a decision at all!

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Interview Tips: 6 ways to ruin a phone interview

Source:  http://www.ragan.com/Main/Articles/47907.aspx

6 ways to ruin a phone interview

Providing short answers, taking the call while driving and failing to do research are surefire ways to sabotage your shot at the job.

By Ritika Trikha | Posted: February 6, 2014


Since a phone interview is usually an employer’s initial screening of a candidate, many job applicants think it isn’t as important as a face-to-face conversation.

I spoke with dozens of hiring managers who said they wish more candidates treated phone interviews like in-person meetings. Too many candidates breeze through the calls in their pajamas instead of being prepared as if it were the real thing.

After all, you have to impress during the phone screening to have a chance at the job!

I asked hiring managers about the top phone interview mistakes they see. If you want to make it to the next round of interviews, make sure you avoid these mistakes:

1. Your voice has no enthusiasm.

Hiring managers want to hear a strong, positive voice as soon as you answer the phone.

Answering with your name (“Hello, this is Bob”) can avoid initial awkwardness and help things move along. You’d be surprised how much a great start can shape the rest of the interview.

“If you aren’t confident in the phone interview, the hiring manager is going to assume you aren’t confident in person, so you probably won’t get a second chance to make a better impression,” says Jené Kapela, owner of a leadership consulting firm and a hiring manager with more than 10 years of experience.

To convey confidence and enthusiasm, always be professional, energetic and positive. Smiling can help boost your tone and project your voice positively. Practice your pace.

“You want this to be the best phone call they’ve had all day,” says Emily Ceisel, an HR practitioner and hiring manager.

2. You interview while driving, outside or in public.

Driving while interviewing can be extremely dangerous.

“The candidate is distracted and at times very unclear,” says Gail Tolstoi-Miller, CEO at Consultnetworx, a national consulting firm, and Speednetworx, a speed networking event company for Fortune 500 companies.

This happened to Lisa Quast, a former executive vice president and general manager of a Fortune 500 company. She said this about an interview with a candidate: “I could hear everything, from the traffic noise, to ambulance sirens, to the job seeker stopping at a service station and filling his car with gas,” Quast says.

You might have a busy schedule, but make time to take the call in a private area with strong reception. Making it hard for the interviewer to hear you is a fast way to lose his interest.

3. You forget to turn off phone notifications.

“Landline is always preferable,” Tolstoi-Miller says. It removes all risk of low reception, and offers minimal distractions.

If you have to use your cell phone, make sure you’re not distracted by incoming emails, texts, Facebook notifications, Instagram hearts, etc.

4. You assume the interviewer is male.

This is an example of why it’s important to research before an interview.

Candidates often mistake Elle Kaplan, founding partner and CEO of LexION Capital Management, for Mr. Kaplan. It’s off-putting, considering her firm is the only 100 percent female-owned asset management firm in the U.S. Talk about embarrassing!

“My bio and picture are on the [company] website,” Kaplan says. “Doing background research before you have an interview is essential.”

Avoid making such an error by researching the company thoroughly. Check out the company website, social media profiles, recent news articles and LinkedIn members to double check names and events.

5. You cut answers short.

Since you can’t see the interviewer’s reactions, it can be hard to gauge whether you’re doing well and answering questions thoroughly.

One great way to preempt this problem is to use the STAR method.

“Explain the Situation, your Task, the Action you took, and the Result,” Ceisel says. “Most often, candidates forget to share the result, which is the most important part.”

It helps to have a printed list of the achievements you want to cover in the conversation.

6. You’re unprepared for common interview questions.

Since phone interviews are usually a test to see if you fit the job’s basic criteria, be prepared to handle such questions effortlessly.

According to Steven Raz, co-founder of Cornerstone Search Group, a national pharma recruiting firm, here are the questions you should have down pat:

  • What type of position are you looking for? Why?
  • Why do you want to leave your current (or previous)      job?
  • When can you come in for an in-person interview?
  • When would you be able to start?
  • Do you have two professional references?
  • Do you have any questions?

A version of this article originally appeared on CareerBliss.com.

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Jobs: But our companies deserve a lot of the blame themselves.

byDr. Cappelli

The conventional wisdom is that our education system is failing our economy.  But our companies deserve a lot of the blame themselves.  Everybody’s heard the complaints about recruiting lately.

Even with unemployment hovering around 9%, companies are grousing that they can’t find skilled workers, and filling a job can take months of hunting.

Employers are quick to lay blame.  Schools aren’t giving kids the right kind of training.  The government isn’t letting in enough high-skill immigrants. The list goes on and on

But I believe that the real culprits are the employers themselves.

With an abundance of workers to choose from, employers are demanding more of job candidates than ever before. They want prospective workers to be able to fill a role right away, without any training or ramp-up time.

Bad for Companies, Bad for Economy

Andrea Levy

In other words, to get a job, you have to have that job already. It’s a Catch-22 situation for workers—and it’s hurting companies and the economy.

To get America’s job engine revving again, companies need to stop pinning so much of the blame on our nation’s education system. They need to drop the idea of finding perfect candidates and look for people who could do the job with a bit of training and practice. 

It’s a fundamental change from business as usual. But the way we’re doing things now just isn’t working.

The Big Myths

The perceptions about a lack of skilled workers are pervasive. The staffing company ManpowerGroup, for instance, reports that 52% of U.S. employers surveyed say they have difficulty filling positions because of talent shortages.


But the problem is an illusion.


Some of the complaints about skill shortages boil down to the fact that employers can’t get candidates to accept jobs at the wages offered. That’s an affordability problem, not a skill shortage. A real shortage means not being able to find appropriate candidates at market-clearing wages. We wouldn’t say there is a shortage of diamonds when they are incredibly expensive; we can buy all we want at the prevailing prices.


The real problem, then, is more appropriately an inflexibility problem.  Finding candidates to fit jobs is not like finding pistons to fit engines, where the requirements are precise and can’t be varied.  Jobs can be organized in many different ways so that candidates who have very different credentials can do them successfully.


Only about 10% of the people in IT jobs during the Silicon Valley tech boom of the 1990s, for example, had IT-related degrees.  While it might be great to have a Ph.D. graduate read your electrical meter, almost anyone with a little training could do the job pretty well.

A Training Shortage

And make no mistake: There are plenty of people out there who could step into jobs with just a bit of training—even recent graduates who don’t have much job experience.  Despite employers’ complaints about the education system, college students are pursuing more vocationally oriented course work than ever before, with degrees in highly specialized fields like pharmaceutical marketing and retail logistics.


Unfortunately, American companies don’t seem to do training anymore.  Data are hard to come by, but we know that apprenticeship programs have largely disappeared, along with management-training programs.  And the amount of training that the average new hire gets in the first year or so could be measured in hours and counted on the fingers of one hand.  Much of that includes what vendors do when they bring in new equipment: “Here’s how to work this copier.”


The shortage of opportunities to learn on the job helps explain the phenomenon of people queueing up for unpaid internships, in some cases even paying to get access to a situation where they can work free to get access to valuable on-the-job experience.

Companies in other countries do things differently.  In Europe, for instance, training is often mandated, and apprenticeships and other programs that help provide work experience are part of the infrastructure.

The result: European countries aren’t having skill-shortage complaints at the same level as in the U.S., and the nations that have the most established apprenticeship programs—the Scandinavian nations, Germany and Switzerland—have low unemployment.


Employers here at home rightly point to a significant constraint that they face in training workers: They train them and make the investment, but then someone else offers them more money and hires them away.

The Way Forward

That is a real problem. What’s the answer?


We aren’t going to get European-style apprenticeships in the U.S.  They require too much cooperation among employers and bigger investments in infrastructure than any government entity is willing to provide.  We’re also not going to go back to the lifetime-employment models that made years-long training programs possible.

But I’m also convinced that some of the problem we’re up against is simply a failure of imagination.  Here are three ways in which employees can get the skills they need without the employer having to invest in a lot of upfront training.


Work with education providers: If job candidates don’t have the skills you need, make them go to school before you hire them.


Community colleges in many states, especially North Carolina, have proved to be good partners with employers by tailoring very applied course work to the specific needs of the employer. Candidates qualify to be hired once they complete the courses—which they pay for themselves, at least in part. For instance, a manufacturer might require that prospective job candidates first pass a course on quality control or using certain machine tools.


Going back to school isn’t just for new hires, either; it also works for internal candidates. In this setup, the employer pays the tuition costs through tuition reimbursement.  But the employees make the bigger investment by spending their own time, almost always off work, learning the material.


Bring back aspects of apprenticeship: In this arrangement, apprentices are paid less while they are mastering their craft—so employers aren’t paying for training and a big salary at the same time.  Accounting firms, law firms and professional-services firms have long operated this way, and have made lots of money off their young associates.


Of course, a full apprenticeship model—with testing and credentials associated with different stages of experience—wouldn’t work in all industries.  But a simpler setup would: Companies could give their new workers a longer probationary period—with lower pay—until they get up to speed on the requirements of the job.


Promote from within: Employees have useful knowledge that no outsider could have and should make great candidates for filling jobs higher up.  In recent years, however, an incredible two-thirds of all vacancies, even in large companies, have been filled by hiring from the outside, according to data from Taleo Corp., a talent-management company.  That figure has dropped somewhat lately because of market conditions.  But a generation ago, the number was close to 10%, as internal promotions and transfers were used to fill virtually all positions.


These days, many companies simply don’t believe their own workers have the necessary skills to take on new roles.  But, once again, many workers could step into those jobs with a bit of training.


And there’s one on-the-job education strategy that doesn’t cost companies a dime: Organize work so that employees are given projects that help them learn new skills.  For example, a marketing manager may not know how to compute the return on marketing programs but might learn that skill while working on a team project with colleagues from the finance department.


Pursuing options like these vastly expands the supply of talent that employers can tap, making it both cheaper and easier to fill jobs.  Of course, it’s also much better for society.  It helps build the supply of human capital in the economy, as well as opening the pathway for more people to get jobs.


It’s an important instance where company self-interest and societal interest just happen to coincide.
Dr. Cappelli is the George W. Taylor professor of management at the University of Pennsylvania’s Wharton School and director of Wharton’s Center for Human Resources.

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10 mistakes that could ruin your resume

10 mistakes that could ruin your resume

By Toni Bowers in Career Management, September 16, 2013, 5:47 AM PST // tbowers928


The goal of a resume is to let a potential employer know why you’re the best person for the job. Here are 10 practices that impede that goal.

There is one goal for your resume: To show a potential employer why you are the best person for the job. However, there are so many things that can get in the way of what should be a clear message. Here are ten of the most common mistakes made in resumes.

1. Your focus is wrong.

This may be one of the most difficult concepts for job hunters to grasp, but your resume is not something you create for yourself. You create it, format it, and organize it so that it’s easy for a hiring manager to gauge your fit with the job he or she is offering. It’s important to tailor your resume to each job you apply to. I promise you, no hiring manager is going to study your resume for specifics that would apply to the job at hand. Your resume has to make them obvious.

For example, if you’re applying for a project manager position, highlight any experience and accomplishments that show your expertise in project management, even if you have to switch to a functional resume format to do it. While the bulk of your work experience may be in tech support, it’s really not applicable to the job at hand, so don’t concentrate on the day-to-day minutiae. Concentrate instead on those instances where you demonstrated leadership, ingenuity, and organizational skills.

2. You have typos in your resume.

Hiring executives have a low threshold for resume bloopers. A study on working.com claims that one out of four executives will toss a resume into the wastebasket if they spot a typo. But sometimes even the most careful people can miss a typo or two. Here are some tips for making sure you’re sending out pristine copies of your resume:

1.     Enlist detail-oriented family members, friends, or mentors to proofread your resume and provide honest feedback.

2.     Take a timeout. Before submitting your resume, take a break and come back to it with a fresh set of eyes. You might catch something you missed the first time.

3.     Print a copy. It’s easy to overlook typos or formatting mistakes when reading a resume on a monitor, so print it out for review.

4.     Try a new perspective. Sometimes readers inadvertently skip over parts they have read previously. Review your resume backward to help avoid this problem. You can “read” it from bottom to top, or from the right side of a line to the left. This takes away the mental expectation that sometimes tricks us into thinking a word is spelled correctly, etc.

5.     Read it out loud. This can also help you find phrases that don’t make sense.

3. Your resume is too long.

There are all kinds of opinions as to how long a resume should be. Most people say to keep it to one page, but many people say that two pages are OK, particularly if you have 10 or more years of experience related to your goal or you need space to list and prove your technical knowledge.

Either way, the goal is to keep your resume lean yet meaningful. List only your selling points that are relevant to the job at hand and let go of some details that have no bearing on your current goal. You may have become proficient in Windows NT in a previous job, but it’s not something that would have a bearing on a job today.

4. Your resume is not very “readable.”

Never underestimate resume formatting. Consider that some hiring managers have to look through hundreds of resumes for each job opening. Also consider that those employers will usually take, at most, only thirty-five seconds to look at a one-page resume before deciding whether to keep or discard it. You should design your resume so that employers can read the document easily and process information quickly.

To judge the formatting of your resume, ask yourself these questions:

  • Am I using too many fonts? It’s best to stick to one or two fonts. You can vary the size and add bold if necessary to make headings stand out but don’t go overboard. You don’t want your resume to look like a ransom note built out of newspaper clippings.
  • Am I overdoing the emphasis thing? As I said in the previous point, you can create emphasis by using bold, italics, underlining, etc. However, you don’t want to mix methods or overuse them. You would not, for example, want to CAPITALIZE, ITALICIZE, AND UNDERLINE pieces of text. It’s overkill and hard on the eyes.
  • Is there too much text on the page? There’s nothing more intimidating to a reviewer than blocks of dense text on a resume. Here are some things to keep in mind: Set your margins at about 1-inch all around, use bulleted points to break up paragraphs of text that list your accomplishments, and make sure your sections are distinct. Don’t be afraid of white space! If you have to choose between crammed-in text and an extra resume page, go with the latter.

You can see in Figure A how much more readable the list of accomplishments are when put into bullets separated by white space.

Figure A 


5. Your name appears in the Word header .

Your name should appear prominently at the top of your resume, but even though it looks kind of cool, avoid using Word’s header feature for this information. (Using Word’s header feature will make your name appear automatically at the top of every page of your resume.) The problem is a lot of scanning software used by HR departments won’t work on headers and footers so your resume could get lost in the shuffle.

6. Your resume doesn’t include keywords.

It’s an unfortunate fact of life that many organizations use scanning software (mentioned above) when vetting resumes. This is often done as the preliminary step in weeding out any people whose qualifications and experience don’t match the job being filled. So be very sure that you pepper your resume with relevant keywords. That is to say, don’t use one in every sentence and don’t use keywords that you don’t have experience with just for the sake of sneaking in under the radar. Sooner or later you’ll have to own up. The actual job description is the best starting place for finding relevant keywords.

7. You list your experience instead of your accomplishments.

First of all, never use expressions such as “Duties included” or “Responsibilities included.” These lists outline only what was in your job description; they don’t say whether you did them well or not. And they don’t show how you stood out from the other people in your company who were doing the same things.

To help rewrite your responsibilities to accomplishments, try asking yourself:

  • What special things did I do to set myself apart?
  • How did I do the job better or differently than anyone else?
  • What did I do to make it my own?
  • What were some problems or challenges that I faced?
  • How did I solve or overcome those problems?
  • What were the results of my efforts?
  • How did the company benefit from my performance? For example, did it make or save money or save time?

It might help to use an accomplishment tracker template like this one available from TechRepublic.

8. You use vague verbs and subjective adjectives.

Avoid, at all costs, those abstract verb phrases like “Assisted with…” or “Handled…” or “Managed….” Those phrases can mean almost anything. Every time you’re tempted with one of those phrases, ask yourself How? How did you assist with something? What exactly did you do? Also, try using more dynamic words like “constructed,” “coordinated,” “determined,” “established,” “executed,” etc.

On the same ticket, it is very easy to say you “skillfully completed” some task or that you have “extraordinary people skills.” But unless you can back those statements up with concrete evidence, it’s just you saying something good about yourself. So explain why your task completion was skillful. Did it come in under budget and within time restraints? What evidence do you have of your great people skills? Did you get recognized for this in some way? Were you assigned more end users than other staffers? Any detail that you can offer in explanation will help.

9. Your resume is like all the others.

We’re not saying that you should make yourself stand out by formatting your entire resume in a cursive font. We’re saying that, since you’re a tech pro, a prospective employer is probably going to expect something a little more advanced. Toward this goal consider:

  • Including a link to your online portfolio. Online portfolios can be anything from a blog or a website, to a dedicated solution (something that’s just a portfolio, without any of the extra stuff). Make it something that loads fast, is visually professional, and showcases your accomplishments, mission statement, career progression, and leadership aptitude. Before you put the link in your resume, ask yourself how well the site answers questions any potential employers might have about you.
  • Adding a QR code. A QR (quick-response) code is a two-dimensional, barcode-like image  that, once scanned, directs potential employers to carefully selected, customized web pages for more information about a job seeker. It’s a tech-savvy way to illustrate your strengths.

10. You lie/exaggerate on your resume

Decision makers routinely conduct background checks and online research to verify a resume. And sometimes what they find out can embarrass you down the line; a lesson learned the hard way by former CEO Scott Thompson. At the very least, don’t claim education that you don’t have. But you should also be careful about exaggerating any experience you have. It could take only a few targeted questions in an interview to reveal your deception.


About Toni Bowers

Toni Bowers is Managing Editor of TechRepublic and is the award-winning blogger of the Career Management blog. She has edited newsletters, books, and web sites pertaining to software, IT career, and IT management issues.


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Companies ruined or almost ruined by imported Indian labor the facts and a case against the H1 visa

Source: SCM Focus

Companies ruined or almost ruined by imported Indian labor

Adaptec – Indian CEO Subramanian Sundaresh fired.

AIG (signed outsourcing deal in 2007 in Europe with Accenture Indian frauds, collapsed in 2009)

AirBus (Qantas plane plunged 650 feet injuring passengers when its computer system written by India disengaged the auto-pilot).

Apple – R&D CLOSED in India in 2006.

Apple – Indian national and former Goldman Sachs board member Rajat Gupta charged with leaking Intel and Apple secrets over the phone.

Australia’s National Australia Bank (Outsourced jobs to India in 2007, nationwide ATM and account failure in late 2010).

Barclays Bank – UK executive management was corrupted by Shriti Vadera, the Indian-origin economist. His advice led Barclay’s CEO and other execs to rig Libor interest rates.

Bell Labs (Arun Netravalli took over, closed, turned into a shopping mall)

Boeing Dreamliner ES software (written by HCL, banned by FAA)

Bristol-Myers-Squibb (Trade Secrets and documents stolen in U.S. by Indian national guest worker)

Caymas – Startup run by Indian CEO, French director of dev, Chinese tech lead. Closed after 5 years of sucking VC out of America.

Caterpillar misses earnings a mere 4 months after outsourcing to India, Inc.

Circuit City – Outsourced all IT to Indian-run IBM and went bankrupt shortly thereafter.

Cisco – destroyed by Indian labor, laid off 55,000 in 2012, going down the drain.

ComAir crew system run by 100% Indian IT workers caused the 12/25/05 U.S. airport shutdown when they used a short int instead of a long int

Computer Associates – Former CEO Sanjay Kumar, an Indian national, sentenced to 12 years in federal prison for accounting fraud.

Deloitte – 2010 – this Indian-packed consulting company is being sued under RICO fraud charges by Marin Country, California for a failed


Dell – call center (closed in India)

Delta call centers (closed in India)

Duke University – Massive scientific fraud by Indian national Dr. Anil Potti discovered in 2012.

Enron, WorldCom, Qwest, and Tyco all hired large numbers of foreign workers from India before their scandals.

Fannie Mae – Hired large numbers of Indians, had to be bailed out. Indian logic bomb creator found guilty and sent to prison.

Goldman Sachs – Kunil Shah, VP & Managing Director – GS had to be bailed out by US taxpayers for $550 BILLION.

GM – Was booming in 2006, signed $300 million outsourcing deal with Wipro that same year, went bankrupt 3 years later

HP – Got out of the PC hardware business in 2011 and can’t compete with Apple’s tablets. HP was taken over by Indians and Chinese in 2001.

So much for ‘Asian’ talent!

HSBC ATMs (software taken over by Indians, failed in 2006)

IBM bill collecting system for Austin, TX failed in 2012 written by Indians at IBM

Intel Whitefield processor project (cancelled, Indian staff canned)

Intel – Trade secret stolen by Indian national Biswamohan Pani in 2012.

JetStar Airways computer failure brings down Christchurch airport on 9/17/11. JetStar is owned by Quantas – which is know to have outsourced

to India, Inc.

JP Morgan – Outsourced subsidiary & IT integration to India in 2009 for $400 million, lost $2 billion in 2012.

Kodak: Outsourced to India in 2006, filed for bankruptcy in Jan, 2012.

Lehman (Jasjit Bhattal ruined the company. Spectramind software bought by Wipro, ruined, trashed by Indian programmers)

London Olympics 2012 Security – Botched by India’s G4S

Medicare – Defrauded by Indian national doctor Arun Sharma & wife in the U.S.

Microsoft – Employs over 35,000 H-1Bs. Stock used to be $100. Today it’s lucky to be over $25. Not to mention that Vista thing.

MIPS – Taken over by Indian national Sandeep Vij in 2010, being sold off in 2012.

MIT Media Lab Asia (canceled)

MyNines – A startup founded and run by Indian national Apar Kothari went belly up after throwing millions of America’s VC $ down the drain.

Nomura Securities – (In 2011 “struggling to compete on the world stage”). No wonder because Jasjit Bhattal formerly of failed Lehman ran it.

See Lehman above.

PeopleSoft (Taken over by Indians in 2000, collapsed).

PepsiCo – Slides from #1 to #3 during Indian CEO Indra Nooyi’ watch.

Polycom – Former senior executive Sunil Bhalla charged with insider trading.

Qantas – See AirBus above

Quark (Alukah Kamar CEO, fired, lost 60% of its customers to Adobe because Indian-written QuarkExpress 6 was a failure)

Reebok – Massive fraud and theft in India second in size only to Satyam fraud

Rolls Royce (Sent aircraft engine work to India in 2006, engines delayed for Boeing 787, and failed on at least 2 Quantas planes in 2010, cost

Rolls $500m).

SAP – Same as Deloitte above in 2010.

Singapore airlines (IT functions taken over in 2009 by TCS, website trashed in August, 2011)

Skype (Madhu Yarlagadda fired)

State of Indiana $867 million FAILED IBM project, IBM being sued

State of New York – Hired Indian-infested CSC in 1998 to build a new system, was 33 months late and $166 million over budget, a cost

overrun of 47 percent. And then the system failed. So much for “they can do it better, cheaper, faster”. CSC also holds the sole contract for

NC’s Medicaid system redesign. That project is hundreds of millions over budget and years late. India, Inc. is taking its time to maximize the

amount it can grift out of America.

State of Texas failed IBM project.

Sun Micro (Taken over by Indian and Chinese workers in 2001, collapsed, had to be sold off to Oracle).

UK’s NHS outsourced numerous jobs including health records to India in mid-2000 resulting in $26 billion over budget.

Union Bank of California – Cancelled Finacle project run by India’s InfoSys in 2011.

United – call center (closed in India)

US Navy F-18 jet crashes into Virginia apartment building on 4/6/12 after outsourcing F-18 work to India’s Tata.

Victorian Order of Nurses, Canada (Payroll system screwed up by SAP/IBM in mid-2011)

Virgin Atlantic (software written in India caused cloud IT failure)

World Bank (Indian fraudsters BANNED for 3 years because they stole data).


Shaun Snapp

August 5, 2012 at 10:51 pm

Very impressive list. I think this needs to be more discussed, when you begin to interact with a third world nation, you can begin to get third world standards.

Questions or Comments

No doubt some Indians will read this message and become offended. Even Indians who know in their heart that it is true . Comments that protest this article under politically correct ideals will probably not be approved. They are tedious, and no one wants to read them. Articles on this blog are designed to describe reality, they are not designed to please all interest groups that comes into  contact with them. However, comments that add something to the conversation will be approved, even if they disagree with the article.

If you have something insightful to add, please comment  to your experiences.

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