|Methods and techniques|
Employment history - a history of previous employment, shows which level of experience a candidate has. The information contained about person when they apply for work in company or organisation allows for employer to see there level of experience and suitability.
Employment history including all relevant details can be characterised in following points:
- personal data - employees name, age, city, telephone number,
- education - describes a formal education, college, university, vacational school or technical school attendend,as well as any additional courses taken,
- experience - information about previous jobs, on which position candidate worked, where and what was his responsibilities, duties,
- training and certifications - information about training and certifications, may appear together in one section or separately, and gives job seeker more chance to get the job,
- skills - necessary skills to work in the position applied for,
- other sections:
- interests or hobbies which show that candidate may have active, social or academic interests these varied interests might be transferable thus building profile of their character,
- industry associations,
- volunteer background or current active involvement in volunteer work may mean employer looks favourable on them,
- references from previous employers.
Types of resumes
A Candidate can choose a presentation of his/her employment history by following different types of curriculum vitae layouts:
- Chronological - one of the most popular methods of presentation for candidates employment history, there are inverted chronological information. There Work schedule or previous employment is also given in reverse information. Each position should include years of work, company name, position, short description of tasks, and professional achievements. further into there CV is information about the remaining achievements, the scope of additional competences, interests, references,
- Traditional - this is formatted in the reverse sequential order, that means beginning with the recent achievement first ,along with the date. This format is preferred when the candidate has had a steady logical career growth and therefore, would like to highlight the advantages of succesful career or longevity in there current/previous roles. It includes education, employment history, job titles, company names, and dates of employment.
All companies want make sure that they hire right person on right position. Verification of the "past" of employees is one of the elements of recruitment, e.g. in the USA or United Kingdom.
USA companies check employee by assessment during a recruitment interview or AC / DC session (Assessment Center and Development Center), its references or the fact of graduating from a given university are examined in detail. The identity of the candidate, criminal history, credit history and medical history due to insurance are also checked in detail. The employer can also carry out drug tests.
UK companies can check, for example, the place of residence of the candidate, drug testing can be also used, and credit checking should candidate been in position were they are in contact with money example of this is in security industry were it can be applicable in some companies. Organizations from United Kingdom always check the references from previous jobs.
It less appropriate for people who have changed job frequently or who have gaps in their employment records.
- Barsook B., Platten Ch.E., Vendrillo C.A. (2018) California Public Sector Employment Law, Lexis Nexis, USA,
- Debasish S.S.,Das B., (2009), Business Communication, PHI Learning, New Delphi
- Guffey M.E., Loewy D., (2012), Essentials of Business Communication, Cengage Learning, South-Western,
- Guffey M.E., Loewy D., (2012)
- Debasish S.S.,Das B., (2009)
- Guffey M.E., Loewy D., (2012)
Author: Alicja Ficek