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…continuing my running commentary on the ItzBIG Blog series of articles on the Candidate Bill of Rights.  So far we have covered of the series we looked at confidentiality, credibility, accuracy, and consideration.  Today we examine ItzBIG’s commentary on “Consistency.” Consistency Hiring decisions will be made based upon on a set of specific and defined

…continuing my running commentary on the ItzBIG Blog series of articles on the Candidate Bill of Rights. “Consideration” is the topic of today’s post.  I think it is euphemistically reworded, to eliminate the word discrimination.  Discrimination is an awful and ugly word.  Especially when you see it in practice.  We don’t allow that here.  We

…continuing my running commentary on the ItzBIG Blog series of articles on the Candidate Bill of Rights. This week’s topic is “Accuracy” as it applies to the posting of jobs on job boards, career centers, newspaper and magazine ads.  I covered the subject of accuracy (or more precisely, lack of accuracy and purposeful vagueness) in jobs

…continuing my running commentary on the ItzBIG Blog series of articles on the Candidate Bill of Rights. I read with interest the discussion of “Credibility.”  I covered a very similar subject, or I could say a related concern of the job seeker in my post on this site Recruiting Myths – Candidate Resumes.   I talked about

Just finished reading a couple of blog entries on how damning typos can be if they are found on your resume.  The post on Select Matrix quotes the article  Eighty-four percent of executives polled said it takes just one or two typographical errors in a resume to remove a candidate from consideration for a job