Monthly Archives: November 2016

Employment Opportunities for Woodworkers

Plastic, metal and a variety of other materials have replaced many wood products but the demand for a number of wood objects, in first place furniture remains high and is even expected to rise over the following years due to population growth. Wood is preferred material for furniture worldwide and for that reason skilled and experienced woodworkers should not have any difficulties finding an employment though some types of job in woodworking industry such as machine operators, setters and tenders are estimated to grow more slowly. On the other hand, automatization of many woodworking processes will most likely result in increased demand for woodworkers with computer skills and highly qualified workers from the fields such as wood technology, wood engineering, furniture manufacturing, etc. as well as workers with a high school degree or equivalent education since the woodworking technology has become more sophisticated.

Most woodworkers are employed in industries that make wood (for example sawmills), wooden furniture and other wood products, and small shops producing furniture, architectural wood, wooden artworks, etc. However, increased use of semi or fully automated machinery has opened a new spectrum of woodworking jobs and increased the demand for workers with knowledge and experience in computerized tools and machines such as computerized numerical control (CNC) machines that enables higher precision as well as greater production speeds and subsequently increased productivity.

Employment prospects are also good for model and pattern makers, and skilled woodworkers in the fields of furniture, cabinets, windows, stairs and molding. Custom and precision woodworkers are most sought after by smaller woodworking companies, while workers who have a college or university education can find employment in engineering, supervision and management. Less qualified woodworkers will significantly increase their employment opportunities in all fields of woodworking industry by getting a high school diploma (if not having it yet) and instructions in science, computer applications and mathematics.

In addition to employment opportunities in woodworking industries, skilled woodworkers and even hobby woodworkers can also start their own business and offer their products/services directly to customers or different woodworking industries. The competition in woodworking is tough but there is always room for innovative products, while many companies prefer to work with contractors rather than employing new workers especially in current economic conditions. In general, most successful are private businesses that are specialized in one niche, for example cabinet making. Starting own business can be also a good source of additional income.

Employment Guide for a Successful Job Search

This employment guide guides you in landing your dream job. You can say the jobs are in short supply because of the economic meltdown. Then, there are competitors with the same credentials as yours. We believe though that if a job is meant for you, it is yours. You must never rest until you have gained results of your labor.

Do not be contented with just handing out one resume to one company. Send out as many applications to companies as possible but be sure that you are applying for a job your qualifications would meet. Search for these dream jobs at search engine sites like Monster, Craigslist and JobStreet. These sites update their job classifieds daily.

Check the list of your friends and colleagues and see if you can ask someone to network you to a company with vacancy. Let them act as your employment guide. Do not be afraid to inquire as sometimes, these people have knowledge on vacancies that are not advertised in local classifieds.

You can join a network of like-minded individuals with the same profession as you have. They might have access to vacancies. If you are a member of the local architectural club, ask your fellow members for leads. This is one purpose of joining these groups.

Make a strong resume but don’t make up false credentials. This is your marketing tool. Write all the important facts in as few words as possible. Employers don’t like reading 3 pages of credentials unless if it is necessary. Mention only the experiences and trainings that are related to the vacancy. Don’t lie in your resume. If you don’t know how to edit images, don’t put that you are expert in Corel or Photoshop.

Also, check for grammatical errors in your paper. One blunder always mentioned by a seasoned employment guide is failure to proofread the resume. Employers are turned off once they see these errors, concluding that you don’t invest enough time in your application.

Educate yourself on your potential employer. Read about the company’s mission and vision. Learn about the nature of the business. Your potential employer would put additional points on you if he sees you took time in the research.

Prepare for a potential interview anytime soon. Always be prepared for that company call. Have your suits pressed and your portfolio tucked in your folder. Just remember that you need effort in finding your dream job. Find a credible employment guide, fortify your profile, and get results. You won’t get your dream job sitting at home.

Using Pre-Employment Testing to Screen Job Applicants

The hiring process can be complicated as you assess applicants to find the best one for your vacant position. You might consider screening people who apply for positions to narrow your selection and help you find the best candidates for the job.

Pre-employment testing may include a variety of different evaluations. These analyses can check cognitive aptitude, basic and specialized knowledge, skill sets, motor and physical abilities, intelligence, grammar and language skills, personality, and ethics. For example, if you have a position that requires a specific skill set or personality, you can use tools tailored precisely for the job you are trying to fill.

Pre-employment testing can also evaluate the ethics and integrity of job candidates to eliminate people who may be potential risks due to negative attitudes and personality traits. You can also include drug and chemical testing in your screening.

Benefits of Pre-Employment Testing

Employers who use the standard screening process of collecting resumes and applications and hold holding job interviews can miss many important details about candidates, but resumes and job applications can be deceptive, and interviews may not be a reliable indicator of a candidate’s future job performance. Employers who screen applicants can experience a number of benefits.

– When you analyze applicants prior to making a hiring decision, you can save time because you will be more likely to hire the best person from the start. Making hiring mistakes results in lost time and even lost revenue as you struggle with employee problems, potential customer service issues, and extended training time.

– Checking people prior to hiring also increases productivity, because you are more likely to hire better workers with a higher work ethic.

– You may find that your overall employee moral increases with pre-employment testing.

Choosing the Type of Screening

If you decide you want to use pre-employment testing in your hiring process, explore the different packages available to ensure that you choose one that fits your needs.

– Evaluations vary according to industry, so choose one that checks for issues applicable to your employees and type of business.

– Explore the scoring model of any evaluations. Check to see how valid the results are and how the tests certify results.

– Check the questions to ensure that they are not offensive or too personal. Questions should not violate Equal Employment Opportunity laws.

Moving forward with this type of screening will require time for scoring and then analysis of the scores. However, you should find that you can process a large pool of candidates much more quickly and efficiently when you analyze and test aptitude, skills, and personality. In the long run, your business should benefit from this screening process, because it helps you find the ideal employees to fill positions in your company.

Dealing With Gaps In Employment

There are some simple strategies that can help you deal with gaps in employment.

How to Handle the Questions

The best way to handle a time gap of more than 2 years would be to be honest. If you took time off for personal reasons, for example, say so – but try not to give too many details. Usually, any information that you provide will be accepted if the gap was a long time ago. Recent gaps in employment generally require more explanation.

You can try using different types of resume formats (depending on your situation) to cover the gap.

Functional Resume- Software professionals who have vast experience in several technologies frequently use this resume style. Job seekers who have minimum experience also prefer this format. Job seekers who adopt the functional resume style systematize it by adding their specialized skills and functions. This resume style is purely functional, stating employment dates, company names, and position titles.

This style also works well for homemakers who are returning to work after awhile. Functional resumes are not used as frequently as the chronological style, but if well drafted, it can cover up any gaps in employment and can be used as a marketing tool.

Chronological Resume- This format is also called the default format, as this resume type is organized in reverse chronological order starting with job titles, names of the employers, employment dates and achievements within a time period of 10-15 years. This style is the best bet for those who have lots of experience in one field and who don’t have many employment gaps.

This resume style is well accepted, as it is usually short and concise, with details well specified. Conservative career professionals or job seekers who are searching for openings in the international job market also use this format.

How to Include the Explanation

If you prefer using a functional resume, you should include a short explanation for the gap in your cover letter. Including a legitimate explanation always helps – just make sure that you mention it in passing and don’t get too detailed unless you are asked about it later.

If you have a big gap and don’t mention it in your cover letter, then many recruiters may discard your resume thinking that you are not serious about your career. If it’s a minor employment gap, recruiters generally will understand, but if you had a more complex issue resulting in a larger gap, then it is better to specify it during the interview on your own.

The biggest concern for an employer when they see gaps in employment is whether this issue is an indication of your probable future absence. How you address any gaps in your employment will usually determine whether you will get the interview or not – so be prepared.

3 Core Pre-Employment Screening Tools

In the pre-employment screening process, HR practitioners use different tools to make sure they could choose the right candidate. In this article, I will lay out three pre-employment screening tools with brief explanation:

– Psychometric testing: The root of psychometric testing comes from the analysis of different family members and their styles and behaviors. These tools which used to analyze family member behaviors were gradually revised for personal development purposes and later on employment screening purposes.

There are no right or wrong answers for the psychometric testing result because the world is different and everybody is different. For instance, some people might like to look at things from the big picture point of view while other people would like to look into at things by breaking it down into parts. There is nothing wrong to do so for both approaches.

The power for using psychometric testing for employment purposes come from the fact that these psychometric testing organizations have done researches and collected norms that show certain industry and certain position would fit the best for individuals who possess certain behavior trait. Furthermore, these psychometric testing organizations could then integrate an organization’s core competencies and specific position requirement into the psychometric tools. That’s how these tools claim to be able to help you to find the job candidate best matches with the organization and position requirement.

– Ability testing: While psychometric testing tools could assess a job candidate’s fit for the position from the mindset point of view, ability testing tools could assess a job candidate’s specific skill sets. Nowadays, ability testing tool organizations become more and more creative. Language test, typing test and various different testing tools for a specific skill were developed for different job type and industry.

– Background check: By doing different background check such as criminal record check, credit history check, civil litigation check, reference check and education verification, you can assess the job candidate’s integrity as well as their general fit for your organization. Reference check result could also be used to understand the job candidate’s previous work performance and cross check the results from ability testing, psychometric testing and interview.

Make sure you understand the specific tools you are using for your screening process. Each specific tool is designed for a different specific purpose. To make sure you achieve the best result, make sure you could integrate and consolidate all the results from these screening tools to make the hiring decision.