The traditional method of finding talent is to post an opening and receive a flood of resumes. Hiring authorities would then go through the process of weeding through resumes to see the best fit. Through the interviewing process, the right candidate would then be selected. This traditional method is time consuming and often takes managers away from regular job duties.

The use of the internet is changing the way potential employees can be screened. Over 30,000 searches through Google are conducted each second. Employers are increasingly becoming aware of the amount of information that can be found through the internet. Everyone has an online presence that reveals much about who they are. Social media can be a tool to help find the right candidate.

Richard Bolles, the author of What Color Is Your Parachute mentioned in a recent AOL article, that “Google is the new resume. 82 percent of people use the internet and social media outlets.” It is now possible to create your own personal website with resume for potential employers. Interested parties can put a name in a search engine and see what their accomplishments and interests are. Instead of a faceless piece of paper like the resume, the internet can paint a clearer more informative picture.

Two sites have really enhanced the use of social media as a  screening tool. Twitter is a site where people communicate with 140 characters or less. People set up an account with followers and who they follow. Over 20 million users are this site. People follow others based on their interests and experiences.  Employers can tell much about someone through their followers and what they communicate or “tweet”. Content from comments, discussions and interactions can reflect on a person.

Linkedin is another site that is changing the way employers find talent. This is a business oriented website with over 100 million users. It provides a profile where skills and accomplishments are listed. Present and previous employers are listed. Participants can also link with other users, often people in the same professional area. This is helpful for networking purposes. Searches can be conducted by name or business fields. People often used Linkedin to find employment prospects.

One issue regarding the use of social media is how accurate a portrayal it represents. Many people use these sites not thinking potential employers can use them. There is potential liability in using sites to choose candidates. Users often feel there is a sense of privacy in what they express online. Many do not realize that what they say is out there to be viewed. Some sites such as Facebook do have  privacy settings that can be adjusted. Employers should use care that the ultimate decision for hiring someone is based on the ability to do the job.

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Effective communication is an essential skill in today’s business world, including written communications. Important decisions that involve time and resources depend on it. The way a person communicates also reflects on that individual and the organization they work for.  For these reasons companies seek to hire individuals with good communication skills.

For many job applicants, spelling errors in applications, cover letters, and resumes will diminish their ability to find work. Hiring managers generally receive multiple applications for one job opening. Initial screenings of resumes will only be a few seconds. Some companies also use screening software on resumes. One key element they are looking for is spelling and punctuation errors.

When a large number of applications are received, the employer takes steps to weed out those they feel do not qualify. They are trying to find a smaller more manageable amount of applicants to work with. Many employers simply do not have the desire to work on time consuming hiring activities. One of the things they look for are spelling and grammar errors. Business correspondence and reports are expected to be without mistakes.  If the applicant cannot present a resume that is error free, why would a company want to hire them?

It is important to find the right way to describe or express yourself to gain the attention of a potential employer in a resume and cover letter.  It is just as important to present these materials without mistakes. The resume is considered by many employers to be a professional document. One small error can disqualify even the most qualified applicant. It is simply expected that applicants can present themselves with even the most basic spelling and grammar skills. Mistakes may also indicate the applicant does not take the time and effort to review their work.

There are some easy ways to avoid spelling and grammar errors in application materials.

First, after running your document through the free spell checker, print out the draft of the resume and letter. Read it carefully for any errors. Have a friend re-read your resume if you are not strong in this area. Note any errors with a pen of a different color to note the mistakes. Make sure that formatting is consistent throughout the document.

After making revisions, read the resume again. Read it backwards to help notice every word. Have other people read materials. Having others review can help reveal mistakes you may not have noticed. It can also help give a different perspective on how certain statements can be expressed.

There are pieces of information that need to be correct. Dates of employment and education need to be accurate. Contact information needs to be correct. Errors in this will mean employers will not be able to contact you. Pay attention to names and titles of company representatives you are contacting.

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If you are looking for a new career, chances are you are also updating your resume to give it some positive attention from recruiters. While it is true that you will want to include some industry “buzzwords” to give the resume scanning software something to do, you must be careful not to date yourself with the same worn out phrases that other job seekers are adding to their resumes. To commit this mortal job search sin will only serve to turn off hiring managers. If you do use buzzwords in your resume, here is a list of the top five to avoid and why.

“Proven track record” You’re already sending in your extensive resume, so why would you bring attention to the track record you have without some actual proof of your success? By stating this, you are putting yourself on the spot with buzzwords that every person with dreams of management uses on their resume. Instead of using this buzzword, try actually providing evidence of your value through reference letters.

“Expert or guru” No matter how educated, experienced or knowledgeable you are in any subject matter, it’s impossible to actually call yourself a true expert. A so-called guru is thought of as a master in some elusive area of mysticism, not a suitable job candidate. Leave out these keywords and instead provide enough information in your detailed job descriptions.

“Problem solver” This phrase is one that’s been overused by many a job seeker. Most recruiters will want job candidates to be able to solve not only their own work problems, but be able to work in tandem with others to solve larger problems. When trying to convey this, save it for the actual job interview with clear examples of how you’ve solved a real problem.

“Team player” You’re not trying out for a sports team, are you? This buzzword has graced the resumes of everyone from waitresses to CEO’s. While it does give a nice visual of the kind of candidate you may be, it’s too worn out to be effective on a resume. Instead, go for the gusto with adjectives that describe your actual leadership and team building abilities.

“Strong work ethic” This set of buzzwords comes straight out of your parents’ era. While some companies still value old-fashioned work values, many others want candidates who possess energy and drive for a bright future. Use these words and you will only date yourself.

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