Career Tips

In this section The Russian Connection® offers to Applicants some useful advice and recommendations related to various situations pertaining to career start and development. All this can be referred to as "Career Tips". We plan to expand and update this section regularly, so check back soon. As for now we are happy to present to your attention the following topics:

Getting it Right in a Resume (By Ashleigh Morris)
You Are Looking to Get Hired, But What Do You Do if You're Fired? (By Ashleigh Morris)

Getting it Right in a Resume
(By Ashleigh Morris)

Reprinted from: The CAREER FORUM paper (No.9)
In this article:
- Resume Writing
- Practical Recommendations
- Resume Tips

Resume writing

Centimetres: 167, kilograms: 55, blonde with blue eyes and single," reads one resume in the section marked "Personal information." While it might sound like an enticing introduction, let's just say it's not quite professional if they candidate is going after a position other than model or personal escort. Or what about the resume that says "Fluent in English, fax and xerox," or "Family: One son, one dog." Or the resume that includes a bit of name dropping - which is fine, except that it states that the candidate's wife is the one working for an international firm. Or a career objective that includes sales assistant, financial manager and receptionist - all in the same sentence. Unfortunately, these strange but true cases of resume writing come too often over the desk of human resource managers and recruitment agencies in Russia.

A resume is an introduction - a one page, one shot chance at proving you are a qualified and experienced candidate who should be hired by a company. It wraps up all of your life experiences into one, maybe two pages, and needs to be professional, to the point and perfect. No typos allowed. And as Russia's business market place grows ever more competitive, resumes must be top notch to even be considered by the growing ranks of personnel managers.

While we as resume writers can agonize over every word that goes in to creating the perfect presentation, in a quick minute, it can end up in the "out" pile. One career consultant says in that brief, 40-second scan he gives a resume, it must present a clear picture of the candidate, otherwise, it's on to the next one. So what does a potential employer expect?

Pavel Ishanov, Senior Consultant at Russian Connection, an employment recruitment agency, says he sees up to 50 resumes each day. "I look at [a person's] experience with a company, how long they have worked for a company or to see if they are a 'job jumper,' changing [positions] every six to 10 months," he says. "I also look at the resume - how it is compiled. If the person isn't able to present himself in a resume, then how will he in a presentation in the interview with a client."

It is the same answer that most career consultants will offer. So it's critical that we get it right, at least with the basics - like standard format, typing (unbelievably, there have been some handwritten ones) and what to include or not. Like the information about height, weight and eye color Р call them extraneous. "Some say they have a personal car that can be used for business, or a computer at home," Ishanov says. Others take it even further, offering details about their spouses and children. "It's not necessary," he says, "and not professional."

So What Should Be in a Resume?

Begin with the basics. Your name, address and phone number should always go at the top of your resume. There is no need to include the words "resume" or "c.v." - they are redundant and take up precious space.

State a resume objective. It should come below the name, address and phone number and be a clear and concise job objective. Using it forces you to tailor your resume to a particular position or company, as well as provides an immediately clear sense of direction to those people who will be reviewing your resume. Most career consultants say that if they can't tell where a job applicant is going by reading their resume, then how does the applicant? It is not the recruiter's or employer's job to sort through the applicant's experience to decide which position is right for the candidate. That is the main objective of your writing a resume - to demonstrate your abilities for a particular position - so state it clearly at the top. It should be more than "Objective: To make money" or "Objective: To work in a challenging environment." Focus on the position and career path you are going after, and state exactly what you want.

Talk about your accomplishments in your "Experience" section. Focus on achievements at your present and previous jobs, especially those that involve problem-solving, management skills, critical thinking and initiative. These should be listed chronologically, beginning with your most recent position and then moving through previous jobs, as long as they provide applicable experience to the position you are seeking. And always use action verbs in your job description: Words like "administered," "analyzed," coordinated," "evaluated," "negotiated," "reviewed" and "supervised" offer a stronger presentation of your abilities. But keep the description short and to the point, and also make sure everything listed is relevant.

Include a section about your education, but list it before your experience only if your educational history is stronger than your work background. This is often best for first-time job seekers who don't have much work experience. Make sure to list any additional courses you have taken that might be relevant to the job you are seeking, including specific company training programs or language courses.

Personal data can be included in a short section at the end of your resume, although experts disagree about the value of including it. Listing hobbies, or the fact that you love to play tennis, may or may not help in getting an interview. Regardless, such information is not nearly as important as the sections on work experience and education. Including information about your marital status, number of children, health and physical characteristics is always unnecessary. Most suggest using this short section at the end of the resume to wrap up any additional information that doesn't fit into the other categories, such as language fluency, extensive travel history or specific computer skills.

Don't include references on your resume. Only later in the interview process should you present a list of references to a potential employer. The list should include colleagues or anyone who knows you well and can give a good representation of why you would be an asset to the company.

Tips For a Better Resume

1. Don't write your resume in the third person, referring to yourself by name or as "the candidate". Keep it in first person, although there is no need to use the pronoun "I" in the text, as a truncated version of writing is acceptable for brevity. The reader understands that it is your resume he or she is reading.

2. Quantify if you can. Putting your accomplishments into numbers offers concrete testimony to your abilities. Phrases like "supervised staff of 20" or "increased sales of brand x by 35 percent" catch the attention of readers.

3. If you can't give numbers, don't forget to mention names. If you have worked with impressive clients or with well known companies or figures, don't hesitate to say so.

4. Don't forget to include any relevant awards or special recognition you may have received, even if it is recognition by your present employer.

5. Use bullets of information to make a resume easily readable and to bring attention to important details:

• like this.

6. Never write a resume that is more than two pages. Most experts agree that one should be sufficient, unless you've been in the workforce for about 20 years and have so much experience it couldn't possibly fit onto one page. You must keep it simple, to the point and provide only those aspects of your work and life experience that support your candidacy for a particular position. And don't start playing with the margins in order to make it fit - readers do notice.

7. It is OK to tailor a resume to a particular position, and have more than one resume depending on the job you are seeking.

8. Proofread your resume. And then proofread it again. It is critical that every word is used to its maximum efficiency, and that every word is spelled correctly. A resume is your way of convincing an employer that you are right for a job. Any typo, no matter how small, will make you appear unprofessional, sending your resume into the trash pile.

9. Seek additional advice when writing your resume. Most libraries have an extensive selection of resume help books. Or simply have your friends read it and provide you with feedback.

10. Once the resume is done, half the battle is over. Next comes the cover letter, which should ALWAYS accompany a resume when it is sent to a potential employer or recruitment agency, even if they don't specifically ask for one.

Ashleigh Morris
Publication restricted.
Copyright ©2000 The Russian Connection and The CAREER FORUM

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You Are Looking to Get Hired,
But What Do You Do if You're Fired?
(By Ashleigh Morris)

Reprinted from: The CAREER FORUM paper (No.7)

As Russia enters the world marketplace at a dizzying speed, with what seems as continual expansion by firms within its borders, the job market looks pretty good. But while we each are looking for that perfect place of employment in Russia's land of golden opportunity, there is still the possibility that a door might be shut, or that you just might want to move on to a better room.

It seems that everyone talks about how to find a job - how to write a resume, how to handle an interview, how to decipher classified ads. But there isn't much advice out there about leaving one. Leaving a job, either by force of by choice, can be a tricky situation. It's a fine line between becoming a threat to a former employer who wants you out the door and leaving without burning your bridges.

Most people who move on to other jobs can do so without creating too much of a stir, as long as the process is handled appropriately. But it is important that you know what is expected of you, and what is required by your employer under Russian labor law.

An employer can let you go for a variety of reasons - from company downsizing and regular nonperformance by the employee to perform his or her duties as set forth in the labor contract, to theft of property or working under the influence of alcohol or drugs, and in most cases, they can dot it without much notice. But if a company is downsizing or "illiquidating," Russian labor law requires a company to give two months written notice before an employee can be terminated.

According to Dmitry Pentsov, attorney for Baker & Botts in Moscow, who has written extensively on Russian labor law, says that even in the case when a labor contract has ended, but regular working relations remain without a formal contract, a full two-months notice must be given in this instance. In others, the law doesn't say specifically, says Pentsov, so theoretically, you can be asked to pack your bags in one day.

Although there is a bit of hope: Pentsov says a law was signed in March that awards "moral damages" to employees terminated without any valid grounds. The size of the compensation will be determined by the courts.

Also, in some cases of employee termination, severance packages of up to three months pay must be given in accordance to the labor code. According to Pentsov, if a company is downsizing, a company must pay one month's salary to an employee, regardless whether the individual has found a new job or not. Up to two months additional salary must be paid until the date the employee begins new work. The only catch: The former employee must go to the office of the former employer on payday to receive his or her payment.

Although severance pay is linked to whether or not the company has attempted to transfer its employees to other positions in the company before letting them go, it is wise to check with an attorney to find out exactly how much is due if your employer is reorganizing and letting you go in the process.

On the flip side, as an employee, you are required to give your employer two weeks notice about your impending departure. Such laws may come as a bit of a shock to some companies, which have written in a full two-months notice in their labor contracts.

But these additional contract requirements may be in contradiction to Russian law. According to Pentsov, if your contract doesn't spell out the specific length of employment, two weeks written notice can be given and then you are out the door, regardless if your contract stated more. "But if your contract is [written] for a definite period of time, then it can be terminated only on specific grounds," he says. These include sickness, inability to perform job functions, "or on the basis of valid excuses," he says - "although the law doesn't define them." A definite period of time can be anything from six months to five years.

It is also important to read the fine print of a contract, and know how your potential employer is organized as a company, meaning is it a Russian entity under Russian law or will rules of outside arbitration apply.

"If you have an employee contract, by what law is the law of governance? Russian or other" asks Pentsov rhetorically. "There is a strong argument that even if other laws [are said to apply], and the duties are performed in Russia, Russian law is applicable."

Knowing whether your company is set up as an offshore entity, and the status of your employment is as a "consultant," is vitally important to the laws that apply to a contract. "Foreign companies, with foreign contracts, with an employee sent to Russia on a long term business trip,'" says Pentsov, "there is a strong argument that [the contract] will be governed by foreign law. But for a Russian company, operating on Russian territory, that argument is much more difficult." To settle such questions, the best advice is to seek an attorney.

"We try to follow the labor law and not to make mistakes," says Yelena Fadeyeva, human resources manager for 3M. "But it is very difficult." Nonetheless, she says all employees should have a labor contract, according to Russian law. "It gives the basic [information] about the labor law," she says, in terms of hiring and firing specifics. But about creating requirements in addition to the code, she says: "Sometimes [our conditions] are better, but never worse."

Employee contracts should spell out job expectations and policies of the firm, so that each party understands each other. When negotiating terms of employment, be smart about what you will and will not accept - and don't let a written contract be intimidating. Although some employers may use a contract as psychological warfare, thinking an employee will follow certain conditions if presented on paper, many provisions may not be enforceable by Russian courts. Under Russian law, an employee can put non-competition clauses and other things in a contract, but in a case of dispute, "any restrictions making his or her contract worse - such conditions should be considered as void," says Pentsov. "But unfortunately, there are not many court precedents," he says, to enforce such rulings.

Yet most companies would rather invest in creating good working environments, rather than going through the difficult processes of hiring and firing. "We try to keep people here," says Fadeyeva. "We are not in the position to fire, fire, fire. We are growing very fast and interested in keeping people."

Yet if it you have decided to leave, career advisers recommend taking the direct approach with the boss once a date of departure has been fixed. Being upfront about leaving and offering a reasonable amount of time for finding a replacement is a simple courtesy that will win points in the long run.

Most bosses have no major problems with your moving up the career ladder. Simple courtesy is the best policy. But the move can become a bit tricky if that step up is with the competition. Companies will not be thrilled with your leaving if they know you have been "stolen" by their rival, luring you with a cushy package deal. In this case, it is important to review your company contract to ensure you are not violating any signed agreements with your current employer about leaving. And leaving with clients or exclusive information will only make the situation more difficult.

According to Article 139 of the Russian Civil Code, employers can make you pay if you leave with company secrets that later causes damage to that former employer. Common sense is the best yardstick. Breaking your labor contract and leaving with inside information could land you in a bit of trouble, although the laws are not as clear-cut as in some countries. But don't let overbroad, non - competition clauses scare you. It is in your legal right to leave with adequate notice and to work for a competing firm.

So what should you do if you are told to leave when you hadn't actually planned doing so? If the inevitable happens, and you are called into your superior's office for a bit of bad news, the best advice is to stay cool-headed. First, write down what your boss is saying. It sends a signal that the matter is not going to be taken lightly. Second, don't sign anything. Take a while to review any statements of release until you and the company come to mutual terms.

The company may want you out of the office as soon as possible, but it is best to take some time and consider your choices. Find out what the company has given to others in similar situations, and consult a lawyer. Know that there is a Russian labor code that spells out both your rights and your employer's. The best policy is to try to slow down the process and think carefully about each step.

Ashleigh Morris
Publication restricted.
Copyright ©2000 The Russian Connection and The CAREER FORUM

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