It may seem like a minor detail, but vaccination status is an extremely important factor in the hiring process. One third of all U.S.-based resume recipients will not even read your document if it’s missing this information – so make sure you put down ” vaccinated” or they might just bin your application!You have been warned.
A whopping 63% admit that having proof on paper enhances their confidence with whom to select for future projects as well; next time someone asks ‘Do I need vaccine papers?’ simply say yes because there are no excuses nowadays when looking after yourself first means everything. 77% of hiring managers at companies with a mandatory vaccination policy prefer if applicants include their vaccination status on the resume.
A recent survey by ResumeBuilder.com, hiring managers in the computer and information technology industry found that vaccine status is critical to them. In fact, 78% of these employers prefer candidates who disclose their vaccination standing for this job field! Other career fields screening resumes screen out those without compliance too: food service, hospitality sector, and retail.
“It’s not surprising that some organizations will require employees to get vaccinated,” says Carolyn Kleinman, career coach and professional resume writer. “Workers in the healthcare industry typically work onsite so it makes sense for employers want preventative measures against COVID-19.”
When it comes to hiring, companies are more likely to hire individuals who have been inoculated. Sixty-nine percent of Hiring Managers say they will make a job offer based on vaccination status and 42% want vaccinated employees in their workplace!
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The company can use a range of interviewing approaches to develop an accurate and fair selection method. The decision is based on factors such as the nature of the position, the industry, the corporate culture, and the type of information the employer wants from the applicant.
Structured or unstructured interviewing strategies are available. Structured interviewing’s major goal is to identify job abilities that are critical to the role. All applicants for the position are asked the same set of questions by the interviewer. This easy approach allows the interviewer to fairly evaluate and compare candidates. Some interviewers ask the questions in a specific order, while others may not do so but nevertheless ensure that all of the intended questions are answered.
In most cases, structured interviewing gives the interviewer the information they need to make a recruiting choice. Because all applicants are asked the identical questions, it can also be useful in fighting against claims of discrimination in recruiting and selection.
In an unstructured interview, the interviewer does not have a set agenda and instead lets the applicant determine the interview’s speed. The majority of questions are open-ended, allowing the candidate to provide more information than if asked closed-ended questions that just require a brief response. Furthermore, in an unstructured interview, questions can be tailored to an applicant’s abilities and experience levels. However, when applicants are not asked the same set of questions, the lack of structure may make it impossible to compare and score them.
The following are the most common forms of interviews:
The pre-interview over the phone.
The one-on-one interview, which can be conducted behaviorally, competency-based, or situationally.
The EEOC is focusing on artificial intelligence and algorithmic fairness in
The Equal Employment Opportunity Commission (EEOC) is initiating an attempt to ensure that artificial intelligence (AI) and other new tools used in hiring and other employment decisions are compliant with federal civil rights laws. The initiative will look at how technology is fundamentally changing how employers make hiring decisions, with the goal of guiding applicants, employees, employers, and technology vendors in making sure that these technologies are used fairly and in accordance with federal equal employment opportunity laws.
“Artificial intelligence and algorithmic decision-making tools have great potential to improve our lives, including in the area of employment,” EEOC Chair Charlotte Burrows said. “At the same time, the EEOC is keenly aware that these tools may mask and perpetuate bias or create new discriminatory barriers to jobs. We must work to ensure that these new technologies do not become a high-tech pathway to discrimination.”
Establish an internal working group to coordinate the agency’s work on the initiative;
Launch a series of listening sessions with key stakeholders about algorithmic tools and their employment ramifications;
Gather information about the adoption, design, and impact of hiring and other employment-related technologies;
Identify promising practices; and
Issue technical assistance to provide guidance on algorithmic fairness and the use of AI in employment decisions.
This is a work in progress. The new initiative builds on the Commission’s previous work in this area. Since at least 2016, when the EEOC convened a public discussion on the EEO implications of big data in the workplace, the Commission has been looking into the use of AI, people analytics, and big data in hiring and other employment decisions. In 2021, the EEOC’s systemic investigators underwent comprehensive training on the use of artificial intelligence in employment practices.
“Bias in employment arising from the use of algorithms and AI falls squarely within the Commission’s priority to address systemic discrimination,” according to Burrows. “While the technology may be evolving, antidiscrimination laws still apply. The EEOC will address workplace bias that violates federal civil rights laws regardless of the form it takes, and the agency is committed to helping employers understand how to benefit from these new technologies while also complying with employment laws.”
It’s exciting to make it past the resumé and job application phase. Being invited to a job interview can feel exciting. It can also feel nerve-wracking.
Now that you’ve made it past the initial phase, it’s time to make the first impression needed to take the next step.
You can also shift your perspective: you are just the words on your resumé and cover letter during the beginning part of the job application phase. An interview is an opportunity for a potential employer to get to know you, your personality, and how your experience relates to the company.
How can you make a lasting impression on the interviewer? Spending time researching and preparing for the interview is essential to get over your nerves and make a good impression.
Follow these job interview tips to stand out from the crowd:
1. Research the company beforehand. The start of your interview preparation should be company research! Look at company values, their LinkedIn page, and the About page on their website. This research will help you connect your answers to the company values and mission.
2. Show you have the skills the company is looking for in that role. It’s easy to tell the interviewer that you are “deadline-oriented” or a “team player.” For every skill in the job listing, develop relevant experiences that show you have those skills.
What is the company looking for?
How does your experience line up with the job listing?
What relevant results have you gotten before? Prepare numbers or percentages that demonstrate your accomplishments.
Think about specific experiences that show you have certain qualities or skills.
3. Prepare an answer for “tell me about yourself.” This open-ended question interviewers ask gives them insight into who you are behind your resumé, cover letter, and job conversation. It’s a way for interviewers to start the conversation and get to know and understand you. Here are some ideas:
Give a brief overview of your education, most recent jobs, and insight into short and long-term career goals.
Tell a professional story – what inspired you to pursue the field? Why are you passionate about your work?
Show your personality and interests (and make them relevant to the company).
4. Practice for the interview beforehand. Practicing will help you prepare answers for the questions you may be asked during the interview.
Think about why you’re interested in that specific role and company.
Prepare to talk about the connection between your past experience and the current position you’re applying for.
Practice body language and learn to make eye contact.
Consider recording a mock interview and reviewing your answers and body language.
5. Prepare questions to ask at the end of the interview. At the end of the job interview, your interviewer will probably ask if you have any questions. This is your opportunity to learn about the company, as well as show your interest.
What does a typical day look like?
How is performance measured and reviewed?
Why did you choose to work with this company?
What professional development opportunities are available to new employees?
What are your goals for the first six months of this position?
Which of the experiences we discussed today is most relevant to this position?
Walk into the interview calm, confident, and engaged. During your interview, engage with the interviewer! Don’t just answer their questions. Have a conversation with the interviewer as well.
Being engaged and confident will help you build a relationship with the interviewer and make a lasting impression.
Preparing for your job interview might feel like a lot is on the line. Look at this as an opportunity to build a relationship with the interviewer and show how you would fit in with the company culture.
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