READERS GET ON THE SOAPBOX

Here's what readers had to say in response to last month's issue on:
WHAT ARE JOB APPLICANTS THINKING???

• My sister works at a CPA firm. They received a résumé from a woman who was a "certified pubic accountant." You can imagine the jokes!

• The applicant told me that he had worked as an investigator at Corporate Headquarters for approximately three years prior to graduating from Law School. When I asked him about the time period that he had worked at Headquarters, he stated the years 1997 to 2000. I then proceeded to ask him for the name of the Manager of that unit during the time he had supposedly worked at Headquarters. He gave me the name of a former co-worker of mine who had no responsibility whatsoever with that function during the time frame he spoke of. I responded to him that I had been the Manager in that unit from 1996 to 2000, and that I did not recall him having ever worked under my supervision. Although I did not end the interview right after that, this applicant's credibility and his prospective for a job with me in any capacity, went from nil to none is less than four seconds. His lack of credibility took him down. I've since retired and turned another page in the book of my life, but I still wonder, will I ever see this person as a job applicant again? If so, this time he will not get an interview.

• I was in the process of being interviewed for a Volunteer Coordinator position years ago at a state mental hospital — and another applicant kept calling the department asking questions she'd forgot to ask during her interview — and they were so outrageous the staff was discussing them with me! One question was — "as a volunteer coordinator would her work also be volunteer or would she get paid?" This was a posted government job — and she couldn't figure out the answer. I got that job.

• When an applicant was asked why she left her previous employer before securing another position, she immediately started sobbing. And I mean sobbing! It turns out she was just nervous. However, she was interviewing for a position working with the public. She left still sobbing and shaking.

Note: Responses may have been edited for clarity and length.

Review past issues of HR Soapbox here.

1.
AHI's Complete Employee Termination Kit

Covers all the steps, tips, and tools you need to: audit the termination decision; break the news to employees; interview exiting employees; properly document your actions; and comply with federal and state employment laws (including payment of final wages). It also includes customizable versions of all of the termination forms, notices, and documents you'll need.

3.
The Complete Policy Handbook

Shows you how to safeguard against the damage that loopholes in your employee handbook can cause. You'll get a CD-ROM containing a complete set of ready-to-print policies for a foolproof manual of your own...policies that have stood up to courtroom challenges...with language that has worked in defending other employers.

4.
Employer's Guide To Record- Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

5.
Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each general problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.