Career planning: pregnancy, maternity and children

I have answered the question a number of times with female friends about Career planning, and how they should address the issues of pregnancy, maternity and children. So it seemed about time to put my thoughts into public.

Most women when asking the question are concerned more about the impact on their immediate career, and less about the pregnancy. Never have I listened to a question being asked, when the thought “how would a man answer this if he should have the ability to bare children” been more apt.

Career planning: choice

There is no simple answer to the immediacy of the career planning question, as something has to given up for something else to come into your life. Simply, there are 24hours in a day, and unless you can manage to squeeze another few in there somehow to make a 26hour or greater day, then you have to make a choice.

But, what is so wrong about making a choice? Secondly, what are you losing and what are you gaining?

Choice means change, and the reason you are probably asking the question is because you really, really, really want children. You like what you think they will bring into your life, and will add to it. And if you are really honest with yourself, you want and like children more than your current life because you think they will improve it.

So the only thing you are potentially giving up is this grand “you can have it all” vision: the career, the Porsche, the happy man and the doe eyed kids. Power to you girl, you go!

But there is a problem. The delivery of this vision requires a 26hour day, and that is not possible. Accepting a 24hour day, then the choice is as any manager will tell you: don’t do, delegate!

Simply choose the stuff you want to do more of, and the stuff you want to do less of delegate. It is proven by psychologists that women can multi-task, but why put yourself through all that stress? Set your priorities and then build a suitably skilled team to do all that you want, and then you could have much if not all that you desire. If you then have to make a choice, then you know where your priorities lie.

With modern equal opportunities employment law and a shortage of skilled key staff, managing a career and children has never been easier. If you set the right vision in knowing what makes you happy, then you can have what you want: a happy life!

Career planning: children

The reason this blog entry was prompted was through answering this question:

Elizabeth, an analysts in investment banking, asks: Do you think a woman that chooses to expand her family by having children is jeopardizing her career in the investment banking industry?

In answer:
Simply, yes. Because it is your choice to divide your time and focus some of it elsewhere, than mainly or wholly on your career.

But, on the other hand, why should you worry? If you look back at your life in 20 years time, and on the one hand have a happy family that loves you, and on the other a career which supports your family and makes you happy, what’s the problem?

Life is a choice of time usage. Choose the stuff which makes you most fulfilled, and you will have a happy life.

Outside the you, if we are going to get into the ethics of corporate policy, the actuality of maternity leave and how it affects careers, then the best advice I can give you is to speak to someone who went through your choice 12+ months ago, and see what their experience was.

Companies can’t afford to chuck away valuable trained resource, when the number of new babies being born 10+ years ago will result in staff shortages from 2013/15 onwards. Plus, as every HR person knows, mothers with children tend to stay loyal twice/three times as much as average employees. The only hassle will be childcare issues adding to any personal illness, but that can be easily handled by flexible working.

If you make the choice to have/more children, then stay in your existing “big corporate” job, and take the benefits.

Good Luck, and hope congratulations are in order soon!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

Industrial relations: British Airways 1970s style?

I was going to write a blog entry last week re the industrial relations dispute at British Airways, but decided to wait until the weekend for both the media reaction and reflection of the High Court strike ban on what was deemed an illegal ballot.

I thought that there may be some great articles on what this means for industrial relations in the future, how others unions may be affected, what this meant for British Airways as a business (deemed by some as a pensions deficit with a few planes attached); and perhaps the odd piece of pithy editorial comment.

But sadly, much like London Transport, there wasn’t a good article in sight in most of the papers – but there were two in the Telegraph.

British Airways Industrial Relations

Firstly, Kamal Ahmed’s Senseless phantom flight epitomises BA woes, which looked at the control the unions have over BA with regards a flight that was diverted from Heathrow to Prestwick, due to excess snow in London. While all the crew were willing to fly a hop down to London, the union convenor banned it, requiring taxi’s for frustrated passengers, taxi’s for the crew, and the dispatch of a replacement crew. Ahmed rightly questions who control’s BA, and concludes that the situation may not be as bleak as first thought, when both the existing Gatwick staff are on the “new, draconion” conditions, and the adverse reaction of the BA staff who suddenly found they had signed into a 12days hiatus over Christmas and New Year.

Secondly, Jeff Randall’s BA’s selfish staff are symbolic of a country that’s falling apart, looked at the signs of BA’s problems and how it reflected in UK plc. As Randall points out, a Cabin services Director can’t in these times of RyanAir and EasyJet simply act as a manager at 40,000ft: work practises need to change. Randall also points out the crocodile tears of BASSA/Unite of the decision to cause chaos and ruin holidays had been taken “with a heavy heart,” when compared to the YouTube video coverage.

Why is there a problem here? We are sat in economically impoverished times, the number of passengers is down, the company is losing money, and they need to change? The first sign of problems should be that one set of staff have a different set of terms and conditions to another set of staff: BA may be one brand, but the airline is a conglomerate of old airlines and their hubs/conditions. The second should the rates of pay: BA staff on average are paid twice as much as Virgin Atlantic staff – yet which one always scores better in customer satisfaction surveys? The third is hidden to the casual observer, but actually bragged about in the right location: BASSA is the largest single part of Unite according to their website!

All of this adds up to a cocktail of difficult industrial relations – evidence by BA’s poor industrial relations record.

If I were a job seeker, would I join BA? No, it beggars belief that media projections of staff reductions of at least 10% are probably under stated. Secondly, would you want to work in a happy crew, or an unhappy one controlled by unions and age old T&C’s? No wonder Virgin Atlantic can have the pick of the crop of new air travel job entrants.

British Industrial Relations

What does the dispute say about industrial relations in the UK? I think on the whole they got better under John Major who consolidated the tough legacy of Thatcher, and probably even better under the early years of New Labour. But since the assent of Gordon Brown, I think it is one of the issue which indicates a need for change in approach if we as a country are to address our national debt problems. There is no need for a swing back to the employer, but there is a need, as Jeff Randall points out, for greater engagement.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

UK Pre Budget Report: A budget for jobs?

UK Chancellor Alistair Darling’s British Pre-Budget Report included a number of initiatives which will affect the employment market. But are the overall measures positive or negative on employment?

UK Pre Budget Report

The measures announced were:

• All national insurance rates to rise by a further 0.5% from April 2011, raising £3bn a year. NI is a virtual tax on employment affecting employer and employee. The rate rise takes the effective tax rate for those earning over £7000pa to 32%
• Basic state pension will rise by 2.5% in April 2010
• Child and disability benefit to rise by 1.5% in 2010- why do I mention this? It is key to working women
• Contributions to public sector pensions to be cut by £1bn a year- and I though we had a burgeoing pensions problem?
• All public sector pay settlements to be capped at 1% for two years from 2011
• Under-24s to be guaranteed work or training after six months out of work – brought forward from April 2010 to January 2010
• Training or education guarantee for 16 and 17-year-old to be extended to 2010 – brought forward from April 2010 to January 2010
• £160m investment in low-carbon and renewable projects

A budget for jobs?

The key direct employment initiative is that for the Under24′s, which together with the initiative brought forward for 16-17year olds will attack the now 1million under 24′s who are unemployed in the UK. The offered work or training and its quality is a fair debate, but it is at least positive.

The negative is that associated with the presently bloated public sector pay bill. Much like an proverbial elephant in the room problem, everyone knows that the public sector budget must be cut post a 2010 election, which must relate to job cuts. Secondly, a nominal 1% pay rise for all ignores the number of low paid workers in the public sector. Both the Conservatives and the Liberal Democrats have addressed this issue, by freezing upper three quartile pay, while addressing lower quartile to assure voters it will keep up with inflation – effectively the same cost, just a different spread of the budget.

Think about this quandary in public sector pay. Cleaners are the lowest paid workers in most work places, and yet they are key to MRSA initiatives in hospitals. Take Darling’s 1% proposal against that of the Tories or LibDem’s, and either you have fewer cleaners (not seen as frontline services), or and very low paid cleaners.

The financial summary of Darling’s budget is that for 2010/11 is that he is saving £19Bn, and spending £22Bn. I agree with many commentators, that is seems a budget for an election, over one which is sustainable and hence job creating.

Irish Budget cuts jobs

Mean while, in the Republic of Ireland Finance Minister Brian Lenihan announced pay cuts for public sector workers, as part of efforts to achieve savings of 4bn euros ($5.9bn; £3.6bn). Public servants will face pay cuts, ranging from 5% on those earning 30,000 euros to 15% on those earning more than 200,000 euro, which are summarised as 1bn euros reduction on the public sector pay bill. Taoiseach Brian Cowen will have his pay reduced by 20%. “Those at the top will lead by example,” Lenihan said. Richard Bruton, finance spokesman for the opposition Fine Gael party, called the budget “jobless and joyless” – oh how right in the short term!

UK Pre Budget Report: election summary

I like and applaud the initiates Alistair Darling took with tackling under 24 unemployment, but doubt who ever is in power post a 2010 election that this budget will ever be implemented. A budget for sustainability and jobs is what is required – this is not it.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

CV Writing: unfair dismissal?

Sandy, a job seeker, asks: I got dismissed from a job, possibly unfairly, but I just accepted it. Do i have to put this in my CV, in the part where I write up my previous job experience, e.g Sales Assistant 2007-2009. In interview, do I have to mention it to my next employer? Further, will it come up if I use this employment for a reference?

In answer:
Rule1 in CV Writing is never, ever lie! However, rule2+ is never be negative.

You don’t need to mention your reasons for exiting a job on a CV: employers are more interested in skills fit rather than the reasons you left. However, at some point, either: on the job application form; or when they seek references; accept something will be revealed.

Unfair dismissal

Did the dismissal involve a legal case, such as would be the case for stealing or fraud, or were you just dismissed for a series of minor issues (eg: poor time keeping, unreliability) which systematically created a major breach of T&C’s? If in doubt, read the letter they gave/sent you.

CV Writing: dismissal

If it involved a legal case, then accept that that will come out and your chances of employment will be limited: be honest up front in interview when asked. If the later, then it is likely that all that the reference will say are the dates of employment, and the day you left. You can ask for a draft copy of any reference from your ex-employer if in doubt.

Most employers these days, if you didn’t commit a crime and just left calmly/without a fuss – and who don’t want to be sued by ex-employees for restriction of trade – will simply state dates of employment and references. If you committed a crime, or work in a regulated profession involving the elderly, youth, vulnerable or money; then they will need to state full reasons for leaving, and any misdemeanour’s during employment.

Ask for a copy of your reference, and while being positive, if in doubt be honest.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

If you have any questions about our services, please call 0844 884 2825

===================================================================

Identity Theft Scams

Claire, an unemployed bank worker, asks: Identity fraud, do you think i should be worried about this, is this an Identity Theft Scam? I put my CV up on monster jobs, a jobs board. It has been up there for over a year now. I forgot about it until I recently lost my job. I decided to update my file and put a picture up etc. After 4 weeks of nothing I got a phone call last Thursday from a recruiter claiming to represent an agency in England – I an based in Edinburgh. He gave me details of a job that’s up here and asked if he could send over my CV to the banking company to see if i would be suitable, he also said to ask around my friends of who needs a job to give him a call, but to keep the location and the job details hush hush as to keep off the competition. He told me he had email stuff over to fill out and I would hear from him that day. He said that to complete the application, he needed my NI number but nothing else. All my details are on my CV except my bank details. I never thought anything of it as I am desperate for a job right now and anything is welcome. However, talking to my friend yesterday about this as she is also looking for a job, however she thought it sounded very dodgy and I should watch I haven’t been a victim of identity fraud. I am still waiting on the info to be emailed to me and haven’t heard anything back at all. Tried calling the agency number he gave me, that’s not obtainable, so all I have is his cellphone and that goes straight to voicemail. Should be cautious and worried? Assuming the worst has happened, who should I report this to ? My friend has got me really worried now and I will feel so stupid if that is the case.

In answer:
Oh dear Claire, I do feel sorry for you. At present at you have been slammed by the CV database system, and at worst been the victim of an Identity Theft Scam.

Our previous article Have you fallen foul of “Denis Atlas” and his CV/Resume security scams, we wrote about how Identity Theft via CV’s is rising in this current economic climate.The data was from a controlled exercise run by iProfile.org and supported by the Metropolitan Police and the Information Assurance Advisory Council

Job Application Identity Theft

iProfile ran a job advert, asking applicants to apply to Dennis Atlas (an anagram of “Steal an ID”), which 100 people replied to:

• The average CV received contained eight pieces of information
• 61 CV’s (57%) included a date of birth, despite this no longer being a UK legislative requirement due to age discrimination laws
• 98 (91.5%) included a full address
• 20 (19%) put others at risk by providing full details of references
• 1 included the applicant’s passport number and national insurance details

As security expert Frank Abagnale said in an interview: “I only need three pieces of information to get credit in someone’s name: their full name, date of birth and national insurance number.“

Further, you should note that job boards including Monster, have been subject to numerous Security Breaches.

Avoid Identity Theft

If you think your ID could have been stolen, then here are the actions to take:

1. Don’t panic! Collect all the data together, and call your local Trading Standards Office – you will find their number via your local Council’s website or Yell.com
2. If they advise, call your local Police Station – you will want an incident number, for insurance purposes if nothing else. They may refer you to the Metropolitan Police’s Identity Theft Unit
3. If the police advise, call your bank and the Credit Check agencies – start with Equifax. This will block use of your existing banking facilities, and anyone obtaining further credit in your name without additional checks
4. Inform the job board where your details appear, of the claimed identity of the agency. The agency might be false, but they know from their online log record who has accessed your online CV
5. Don’t make the same mistake again. Follow our check-list for avoiding CV Identity Theft

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

If you have any questions about our service, call us on 0844 884 2825

===================================================================

Job Advert: Legal Secretary wanted for three some!

Some times, in the world of employment, you have to wonder how certain things occur.

Take for instance, the May 2009 advert for a legal secretary by Chicago based immigration lawyer Samir Chowan on behalf of his two-lawyer practise. Placed in the Adult section of the online advertising board Craigs List, the ad asked for an “energetic woman” for “general secretarial work, some para-legal work and additional duties for two lawyers.” Chowan requested a resume, photographs and “a description of your physical features, including measurements.”

One woman applied, which Chowan in a follow-up with an eMail outlined that “In addition to the legal work, you would be required to have sexual interaction with me and my partner, sometimes together sometimes separate. This part of the job would require sexy dressing and flirtatious interaction with me and my partner, as well as sexual interaction. When are you available to interview?” the e-mail allegedly read, adding “I am free to interview today.”

The woman didn’t follow up with Chowan, but filed a complaint with the Illinois Attorney Registration & Disciplinary Commission. The agency is investigating the incident, for which one outcome is that Chowan could be disbarred.

The simple answer in the UK is that employment and advertising law cover both the advert as well as the follow-up employment process. Much as Ann Summers won their case against the Job Centre to advertise their posts, and the Job Centre even advertise escort jobs; both employment and advertising laws ban adverts for jobs encompassing any form of sexual services. Secondly, asking for photographs – unless for a post where such a request could be considered part of the role, such as an entertainment performance – would generally be considered illegal.

Employers beware, and be advised – its not just the advert which could be illegal, its also the follow-up selection process.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

Employment Contract Law

Sue asks: In May 2008, I joined my present employer and signed a regular Contract of Employment. The hours were scheduled Monday to Friday, 9-6. In March 2009, they asked me to work shifts, promising that soon a new position would have been made available for me, that suited more my personality and skills and that would bring me back to my original working hours. Nothing was never been put into writing, and we are now almost in October 2009. I ahve asked on numerous occasions when this new job will appear, and am always told long “soon”! I feel incredibly frustrated, but fear in the current economic climate putting my CV on the market. This company makes me hanging out by a hope thread for months, without any security, and it is damaging me immensely on many levels. Moreover, I needed in the past to ask them to pay for my only day of sickness; and on another occasion had to battle not to be alone in the office during weekends, as it was a breach of local Health and Safety. What can I do about my working shift, and do I have rights to appeal? The agreement does not contain any clause that says working hours and working bank holidays can be changed, and is signed by the director and myself. I need to go back to my normal hours, and to feel protected by the company I work for. But presently, I feel they are just playing with me.

In answer:
In the UK, all contracts must be capable of being changed, even if there is no clause in them to say this.

Employment Contract

The fact that you agreed to amended work shifts, that you have turned up to and actually worked, legally constitutes an acceptance of change in your contract. If you now wish to change the contract, you have to make a formal request to do so, nominally in writing. If your employer does not agree, you would need to follow your company’s grievance procedure – which ultimately might mean that you don’t get what you want especially if the employer can show there are good operational reasons for you being required to work the shift pattern which you do.

My thought here now is: how do you resolve this? In the present rising unemployment economy, I think most formats of approach would result in some form of “well, if it doesn’t suit you, resign” response.

Termination of Employment Contract

You say that it is “damaging me immensely on many levels” – have you talked to your doctor about this? My thought is, if you could get support from your doctor that returning to more normal 9-5 hours/shifts, then your health and productivity would improve. Employers are very wary of challenging doctors, and medical evidence in a legal case is quite defining.

Companies don’t need to presently “protect” employees beyond national legal and Health & Safety requirements: long doll queues means easy replacement, often at lower wages/higher skill levels. The question therefore is, do you want to work for this company? And in all honesty, the answer sounds like a very loud NO – but you don’t seem to have the confidence to say this to yourself.

I suggest, whatever option you take, that you do have a look around. You have been there 18months+, which is a good time to turn over your career. Yes, there is a chance of being in a worse position, but you are in a morally in a stronger position to negotiate T&C’s as a new employee over changing them as an existing employee. You can hide your details on most of the large job boards, and just be very choosy about what/where you apply.

There are lots of ways of answering legal questions, but at the end of the day, if you don’t want to work there: move on.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

Employment Dismissal

Sarah asks: I am looking for work after employment dismissal, and need some help. I was dismissed from my last job as I didn’t meet the targets, was making mistakes as a result of being stressed, and was late on two occasions. So, in summary, I think that has also gone against me. I was employed there from November 2008 to March 2009, and I had a job for a month earlier in 2008. If I delete either job from my CV, how can explain the massive gap?

In answer:
Firstly, and I keep saying this because so many people look for excuses over the ease of telling the truth rather than being rejected later – never ever lie in a job application!

I realise this next question may be seem daft, but have you actually looked at the dismissal letter they gave you at your exit interview? You probably did listen to the words they were saying – certainly, from what you confess in asking this question could add up to a series of minor incidents and hence dismissal – but have you actually read the dismissal letter?

Reasons for Employment Dismissal

Why do I ask this? Because of the rise in legal cases involving dismissed employees suing ex-employer for either constructive dismissal, wrongful dismissal or unfair dismissal, employers seek the strongest legal way of dismissing employees. Hence, much as though an employee may have factually committed errors in a particular area, as long as they didn’t commit a crime and create a resultant crown case, employers will seek a mutual and method of clear dismissal which allows the employee a better/at worst neutral chance of later employment. This one issue, aside from money which is normally only available in constructive dismissal cases, is the issue most unfair dismissal cases will be created on.

I think if you look at the dismissal letter, I think therefore the simple answer will be: as the job lasted less than six months (ie: the trial period), you and the job just didn’t work out in trial. You hence were probably not technically dismissed, you just didn’t complete the trial period. The worst thing your reference will say are your dates of employment, and the fact you were not offered a permanent contract.

Now, here’s the answer on moving forward and gaining employment. With such a patchy recent record of short periods of employment, any future employer will have two question:

• Why you are applying for their job
• Why you will stick at this job

You hence need to come up with the answers to these two questions. This needs to encompass the reason as to why you won’t make the same mistakes in your next job application, why its the right career/job for you, and why you are wholly committed.

Hence, there is no need to explain the massive gap. Just focus on why the next job is wholly right for you.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

Unemployment: Welsh rarebit

The UK unemployment statistics were released this week, and looking through them they make grim reading.

Across the UK, 220,000 jobs were lost in June 2009, taking unemployment to 2.43 million – the highest level since the summer of 1995. Effectively, the UK lost 100,000 jobs per month from November 2008 to June 2009, with 220,000 lost in June alone – end of recession anyone? 20% of those under 25 in the UK seeking work are unemployed.

But, Wales bucked the trend for the second month in a row, by gaining 2,000 jobs. Why?

There are some structural issues around why this occurred, but there are also lessons for job seekers as to how the Welsh have bucked the current trend.

June 2009 UK Unemployment

The UK national statistics still show the signs of a lack of credit finance flowing to the business sector, with high ticket items still difficult to shift. Much as though some economic statistics point upwards, the overall picture must be that the media reported “growth” is coming off of the back of some mighty big falls. If this were a similar fall in stock market prices, the current “recovery” effect would be called a dead-cat bounce.

Construction is still hit hard, while automotive has only recovered thanks to the now so-called “cash for clunkers” scrapage scheme. Hence the stat’s for the West Midlands show the dead cat bounce effect on automotive employment. One of the issues the unions rightly raise is that once manufacturing jobs are lost, they are gone through a combination of loss of investment and skills: they are right. But as suppliers pull back or out of a market, it reduces capacity and hence secures the position of the stronger competitors. Secondly, the stock levels of the major manufacturers in all parts of the supply chain are now according to the Supply Purchasing index at historically low levels: if the top end starts selling, there will be a flow down through the chain.

Much as though the unemployment statistics are bad, there are signs that certain sectors are now at or close to the bottom. Anything which happens post the summer will hence be associated still with that lack of credit finance to the business sector, and on that point I agree totally with the position of both the Bank of England and the Conservative Party. The Bank agreed to pump in an extra £50Bn to the economy, as they can see that credit is not flowing to the business sector. But the problem as the Conservative Party point out in the UK is that the mixed messages from the Chancellor and the Bank/FSA: to lend on the one hand, and yet store more capital on the other. That’s contradictory, and hence unemployment statistics are tied wholly at present to credit flow.

Welsh rarebit

Why has Wales bucked the trend?

Firstly, structure. One third of the Welsh GDP occurs within a 25miles radius of Cardiff Bay – that area includes Bridgend and Newport, but excludes Swansea. So much like as the saying goes, if America economically sneezes the UK catches a cold; so the same goes for Cardiff’s economic relationship to the rest of Wales.

In June, Cardiff’s new St David’s2 shopping development started recruiting and training for its proposed October opening, with John Lewis taking on 600 employees alone.

Secondly, structure. Wales economy is still greatly tied to manufacturing, and specifically now as a Knocked-Down-Kit assembler of parts manufactured elsewhere, by employers who are foreign (mainly non-EU) based, attracted by the large EU grants of the past. Now that Eastern Europe is still expanding economically and cheaper in labour cost, why import to one part of Europe to export again to another part? Wales unemployment rose from 70,000 in mid-2008 to a high of 137,000 thanks to those manufacturers withdrawing to home or Eastern Europe grounds: Linde, Hotpoint, etc.

But thirdly, the key reason Wales unemployment is falling is the willingness of its trained workforce to relocate for work. I had never noticed the effect until I worked in Reading, where around one third of our local job applicants were Welsh domiciled: most not living in the South-East, but actually commuting on a daily basis. In our Bristol office, historically around 40% of our job applicants were Welsh domiciled; presently its around 55%. Simply, the Welsh are historically more prepared to relocate to where the work is.

If you are a job seeker looking for work at present, just adjust one thing today in your job search: extend your job search geography on all the job boards you are registered by 10miles. Simply, that is one gallon of petrol for the average car, or an extra 30mins total travelling time; but you will increase the geography covered by around 65% form the average 10mile job search radius – and that makes a lot of difference.

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================

Qualifications: James Bond?

The world of spying and that of employment rarely cross, but it occurs to me that today many spies are far more exposed thanks to the ease of verifying qualifications. When to do so successfully now definitively needs the power and authority of a national government, why do a number of job seekers and job applicants persist in falsifying qualifications?

Munich

I watched on Sunday the UK network premier of the Steven Spielberg film Munich, a film based on a book written by a supposed Israeli secret service Mossad agent. The book and film story tell how the Israeli Government authorised the assassination of the leadership of then Palestinian militant group Black September, after the massacre of 11 Israeli coaches and competitors at the 1972 Summer Olympics in Munich. Of the 11 Black September leaders, the group according to the book and film successfully tracked down eight in three years, but never managed to get the leader Ali Hassan Salameh, a Palestinian playboy who married a former Miss Universe.

What I have since read reveals that after five failures, Mossad used a supposed British national Erika Chambers, who having worked with refugee Palestinain charities in the UK was invited to Beirut in late 1978. With a back story of a degree from Southampton University and a 1975 British passport, in 1979 she took an apartment on a road frequently used by Salameh, and having engineered a meeting and getting close to him, played a part in the detonation of 100Kgs of explosive on January 23rd, 1979 which killed him. Chambers and at least 14 other Mossad agents then left Lebanon.

Verifying Qualifications

What intrigued me about the story, was that of background. Spies are only as effective in the field as defined by the credibility of their back story, and their field operations training. To have an effective back story, one which is credible with the target audience, they need the right paperwork, which includes supporting qualifications. Think about it, even things as far back as primary school would be needed to create an effective deep back story, and most posing as trading business professionals would need a degree level qualification or two from a suitable institute.

Now, accepting passports are difficult to verify, the ease of confirming an education thanks to modern internet based tools becomes far easier. For the sum of £25, the National Curriculum Authority will verify any UK qualification; for around £50, they will provide a complete educational history!

I don’t deal in the world of spies or spying, but I do deal in the world of employment, where credible qualifications are often high on most professional employers job description requirements. So, if a job applicant applies for a post, and a full background check costs less than £100, do you think that the fact you falsified the odd O Level, let alone a degree or a professional qualification, won’t come to light?

The problem actually with such errors is that not only are you excluded from job, you have probably excluded yourself from that employment agency, recruiter, head hunter, and employer. Many now share information in professional groups, so that is the minimum of damage to your future employment prospects.

When today employers operating insurance depends on their people having the right qualifications, do you think yours won’t get checked? You can be sacked instantly without notice period or compensation from any job after lying in your job application, and placed in jail in some instances.

So, when considering creatively improving your job application, think again. If even James Bond would be challenged to create a credible back story to save Queen and country, and be willing to lay down his life; are you prepared to sacrifice your future career for a qualification lie?

Good Luck!

===================================================================

If you need an interview winning solution, sign-up for our Professional CV service

If you want to check the suitability of your existing CV, then get a FREE CV review

===================================================================