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Ask the Employment Specialist: Tattoos and body piercings at the job interview

A barista with visible tattoos serving coffee to a customerDear Joanna,

I have tattoos on my arms and body piercings on my left eye brow. I’ve started my job search as a help desk or customer service representative at a telecom company. Do you think that my tattoos, and body piercings would affect the hiring? Should I hide them in the interview?

Signed: Proudly Tattooed (PT)

Dear PT

The statistics speak for themselves. Research from a survey conducted with 2700 managers and coworkers on a popular salary survey site reported that 76 percent of respondents felt that tattoos and piercings hurt an applicant’s chances of being hired during a job interview; over 39 percent of those surveyed believe employees with tattoos and piercings reflect poorly on their employers. Overall, 42 percent of those surveyed felt that any and all visible tattoos are inappropriate at work, and 55 percent felt that way about body piercings.
Age plays a significant role in how tattoos and piercings are perceived at work. Regarding your upcoming interviews, I refer you to the following four suggestions from Monster and Money:

1. Consider the industry and position you are applying to.

Generally, I would recommend covering your tattoos and removing the piercing for the first interview, especially in conservative industries such as accounting or banking. That tattoo or piercing is more likely to worry employers if you’re applying for a customer-facing position, such as a salesperson, customer service representative or a health care provider.

Even if the interviewer is fine with tattoos, they have to consider that their customers, clients and patients may not feel the same way. For more jobs in media, IT and creative industries, these employers might be more lenient.

2. Research the workplace/company culture.

You can use social media to find this out. Examine the photos and profiles of employees at the company you are pursuing. If this doesn’t work, then join some of their groups that are relevant to your career goal and ask this question. Use Twitter to follow the company and employees and again, find out what they recommend.

As a last resort, call the receptionists to ask about the dress code for the interview.

3. Disclose that you have tattoos or piercings, if you hide them for the interview.

If the tattoo is inked in a spot that would probably be exposed in day-to-day work – your arms, for example – bring this up when the interviewer asks if you have any questions. Wells suggests saying something like: “I have tattoos on my arm. What are your thoughts about needing to have those covered up, or is it OK to wear a short-sleeved shirt where they might be exposed?”

4. Don’t let tattoos or piercings distract your interviewers.

Job interviews are stressful enough, so I wouldn’t recommend doing anything to distract from your skills and value. As Gottsman says, “You want to be remembered for your skills and your value, not for what you wear or have on your body.” Wear a proper suit. Accessories like rings and watches can hide certain tattoos, but make sure they don’t shake when you move.

For another perspective, check out Kate Parkinson’s on the matter post in this blog.

Joanna

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Thoughts on the impact of Syrian refugee resettlement on the local job market

Man standing in front of the Toronto sign
As Syrian refugees started arriving in Canada in significant numbers in late December last year, a reader of this blog posed an interesting question about the impact of the influx on the Toronto job market. Anyone who is on social media might have noticed, as I have recently, that these concerns are coming up often in response to news articles about refugees. Sometimes the questions or comments are genuine and curious, and other times they are expressed in angry and even racist tones. Putting aside the irrational fears and anger that cannot be allayed no matter what, concerns that such newcomers might increase competition for jobs and resources are reasonable issues to consider. However, based on my experience working with refugees and my research, I have concluded that this is a largely unsubstantiated concern.

Right now, given the complexity of the issue, there is so much that we really do not know well yet and will probably not be able to project accurately, for a while:

  1. We don’t know exactly how many refugees are arriving in each region of the country and how it may impact each region differently
  2. We don’t know where they will settle – in which cities and towns in each region
  3. We don’t know the skills, education and professions the refugees will be bringing
  4. We are unsure about their English language skills and how much ESL schooling they might need

What do we know?

We do know that the refugees will be settling widely across Canada, with only a couple of thousand anticipated in Toronto. So, with an existing 225,000 Torontonians currently unemployed, the addition of what are probably less than one percent should not have too jarring an impact on competition for local jobs.

We also know that immigrants (keeping in mind that despite arriving as refugees, people will be leaving the airport with their Permanent Residency in hand) tend to do well, with most finding work. The data does show, however, that unemployment levels are a little higher for newcomers in their first five years. Anecdotally, my experience with helping immigrants find work has been that they are often more willing to take lower paid jobs, in an attempt to gain any kind of local experience.

We also know that Syrians are often well-educated, but most will need language training before they are able to compete in the job market, so any impact on the market will not be immediate.

Finally, and probably most impactful, the Federal, Provincial and Municipal governments are investing significant funds in services for this population. So, it is likely that there will be new jobs created. These might be in translation, ESL teaching, settlement, public health, housing and any other non-profit services in which various government levels and bodies are investing (those services can be found on the city of Toronto new website dedicated to help link Syrian newcomers to services). For example, enterprising job seekers who speak Arabic (especially Syrian dialects), and search for jobs online in which the language is required, might find interesting opportunities.

Overall, my sense of this is that the arrival of refugees will most likely bring net gains to the economy. Of course, we have to wait and see. There are sure to be challenges, but my and others’ sense is that this will not impact negatively on local competition for jobs.

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Ask the Employment Specialist: Expert job search tips for the new graduate

Drawing of a typewriter with the words "Dear Employment Specialist"Dear Joanna,

I have recently graduated, and am now having trouble getting a job in my field of study. I have submitted my resume to hundreds of entry level positions that fit my degree, but have yet to receive a single interview. My friends reviewed my resume. I also took it to campus career centre. So, I know my resume is good. I’d really like to know if you have any advice on what I may be doing wrong.

Signed: Waiting for my first break (WFMFB)

Dear WFMFB:

Tailor, prioritize quality over quantity, and leverage your network are the keys to the advice that Mentor Coach, Luki Danukarjanto of FOCUS.inspired provided when I interviewed him recently to address your question. A former expert recruiter and business consultant with Deloitte, Luki had some excellent insights to share:

1. Tailoring.

“Part of what I look for as a recruiter is ‘did the person even try?’ Often I receive a cover letter that is a cut and paste of the job role and company into the body of a note that generically describes their qualifications.”

A resume should be specific, not a general summary. Resumes should have your responsibilities and accomplishments adjusted to reflect the role. Incorporate some of the messages you learned from your information gathering into your tailoring

2. Show how you add value.

Take some time and understand what value you would provide to the role and the company. Showcase this experience, skills and qualifications as well as education in your application, then to have that come out in your application.

3. Cover letters.

This is nothing more than a document that is worded in a way as to show that you understand the nature of the challenges facing the company, and describes how you would benefit them, if you were hired into the role.

4. Quality versus quantity.

“Some people complain that tailoring takes too much time”.

If you aren’t willing to spend that time on something you want, how effective would you be in the role for which you are applying? Make the effort to apply properly to fewer jobs, rather than applying on mass without making an effort.

5. Focus on the job you really want.

If you really want to a role as a store manager, for example, why would you apply to a project manager or other unrelated roles? Spending more time on finding the roles that fit you and your experience are better served than just randomly applying for similar roles that might not fit you.

6. Leverage your existing network.

Secure informational interviews, create a LinkedIn profile, reach out to friends, family, professors, teaching assistants, past employers, co-workers, and anyone you connected with at your school and from your past. See who they are connected with; see who and what you know. Connect.

Luki had a lot more advice when you get to the interview stage, and eventually when you start the job, but we’ll save that advice for a later time.

Good luck on your job hunt!

Joanna

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Ask the Employment Specialist: The five worst words to use in your Linkedin summary

Close up of eye glasses atop a resumeDear Joanna,

I’m preparing my LinkedIn summary. I’ve been warned not to use the word “I” in the summary part by the employment counsellors yet I have read opposing advice about what to write and what NOT TO write on my summary. What do you recommend?

Signed: Worst Words (WW)

Dear WW

That’s a great question. In addition to the feedback that I have received from employers as a job developer, as well as Liz Ryan’s blog on this topic, here are five approaches to consider NOT using, when writing your LinkedIn Summary:

1. “I am a motivated and experienced professional“

Stay away from fluffy soft skills language including “I’m savvy, smart and strategic”. The same applies for the resume and cover letter. LinkedIn is viewed by many recruiters and potential contacts, who don’t have time to read your whole profile. You have less than 5 seconds to grab the readers’ attention. Make your profile strong. You can do this by building your professional brand in your summary.

2. “I am a Jack / Jill of all trades“

Don’t be a generalist. It is impossible to do everything well. I agree with Liz Ryan when she says that this is a “desperate message that doesn’t give anyone confidence. It’s up to you to decide what kinds of jobs you want and to brand yourself for those opportunities”. Be specific and detailed. Professionally brand your skills, experience and qualifications in a clear and concise way so that the reader understands your expertise and value quickly. Write about your career path – the one you are on and one you want to achieve.

3. “I’m an expert/guru/virtuoso/wizard/smart“

Confident people don’t praise themselves. Fearful people brag about themselves in praising adjectives — savvy, strategic, insightful, and more. What you should do is present your experiences, skills, qualifications, achievements, publications, projects and other concrete and relevant information in your summary for the readers, who might not know you.

4. “I’m open to all job opportunities“

Impossible. No one is open to everything. You sound desperate and unprofessional. Also, the reader has no idea how to connect with you. Focus in on certain jobs and certain organizations, the way good salespeople focus on their most important prospects. It’s not a recruiter’s or hiring manager’s job to decide what you’re supposed to do next in your career; that’s your job!

5. “I…”

There is mixed feedback from employers regarding the use of the first person vs third person in your summary. Most recommend that the content should be consistent with your resume and in the third person. This aligns with your efforts to professionally brand yourself in terms of the value added service and expertise that you can offer employers and your current and potential contacts. Using “I” might make you sound egotistical — as if you are telling a story which has far less credibility than showcasing the facts of accomplishments, skills, experience and qualifications. That said, some sectors respond well to a more friendly tone.

In addition to listening to advice from professionals, make sure to review other LinkedIn summaries of professionals in your field. Look for the successful, well-connected, well established fellow professionals and learn from their profiles.

Joanna

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Canadian Employers’ Hiring Projections for early 2016

With 2015 being a rough and unpredictable year for Canadian job seekers and employers, it is reassuring to hear Michelle Dunnill, Manpower Area Manager for Toronto, Mississauga and Markham, in the most recent Manpower Employment Outlook Survey, describe the prospects for hiring in the first quarter in 2016:

“We are seeing some positive signs for Canadian job seekers, with overall employment in the country surpassing 18 million for the first time”

Manpower, who produce quarterly report on employers’ hiring intentions, sounded cautiously optimistic when looking ahead to the first quarter of 2016 in Canada.

Based on a survey of 1,900 employers across the country, the agency report that:

  • 9 percent of employers plan to increase hiring
  • 81 percent planning to keep staffing levels the same
  • 3 percent were unsure
  • 7 percent were planning to cut back on staff

In terms of sectors, the agency found the following:

  • The strongest hiring prospects were from employers in the Transportation & Public Utilities, ​with Net Employment Outlook of 15 per cent
  • Manufacturing – Durables anticipate a Net Employment Outlook of 12 percent, above last quarter’s predictions
  • Construction jobs were viewed positively, also expecting a Net Employment Outlook of 12 percent.
  • Wholesale & Retail Trade employers projected a Net Employment Outlook of 11 percent
  • Public Administration employers report upbeat hiring plans for the next quarter, reporting a similar Net Employment Outlook, at 11 per cent.
  • Services jobs were expected to remain favourable, with a Net Employment Outlook of 10 percent
  • Employers in Finance, Insurance & Real Estate reported a Net Employment Outlook of seven percent, which is lower than the last quarter
  • Manufacturing – Non­ Durables reported a Net Employment Outlook of four per cent, which is similar the previous quarter and represents a decrease of a percentage point over last year’s reported outlook
  • Employers in the Education sector were less optimistic, expecting only limited hiring opportunities of a Net Employment Outlook of three per cent, which is a percentage point decrease from last quarter, as well as a decrease of 4 percentage points from the same quarter last year.
  • The Mining sector projected a lower hiring pace for the first quarter of 2016, with a Net Employment Outlook of ­9 percent – 6 percentage point decrease compared to last quarter, and a considerable drop of 15 percentage points from the outlook reported for the same time last year.

In terms of provincial hiring expectations, the breakdown was as follows:

  • Atlantic Canada was most optimistic, with a Net Employment Outlook of 10 per cent.
  • Ontario employers anticipated a mild hiring climate, reporting 8 percent
  • Western Canada projected 7 percent, and
  • Quebec projected 5 percent.

Finally, divided by company sizes:

  • Employers in medium­-sized companies projected the most positive hiring prospects for this quarter, with an outlook of 14 percent
  • Large-sized employers (250+ employees) also anticipate a positive hiring climate with an outlook of 13 percent
  • Small organizations report an “ambiguous” Outlook of 4 percent, and
  • Employers in “micro­sized” organizations (1­9 employees) project an outlook of only 3 percent for the upcoming quarter.
[This data, titled The Manpower Employment Outlook Survey is updated on a quarterly basis]

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