Mic @ miki@mail.com” rel=”nofollow”>http://bit.ly/creditcardpaymentsx

For those who are yet to have:
- A complimentary resume appraisal
- Receive your DIY Job Search & Career Change Program Workbooks

We will honour this agreement and ask that you contact us.

If you are seeking Board or Committee positions, we encourage you to visit the Our Community http://www.ourcommunity.com.au/boards/boards_article.jsp?articleId=1522 website and source other board channels.

For other jobs and other resources, there are various local and international sites that you can access this information from.

We wish you all the best in your careers.

I, to my horror found out that someone, now working as a high level manager (should be someone who should be trust-worthy), who had NOT worked with me directly was giving out negative comments about me. This was not only picked up at the time by staff, but countered by people who had actually worked with me. This was how I was later informed about it.

Obviously this shows a lack of professionalism on this person’s part, but if you are going to just ask randomly someone at a same company about a candidate, attempt to validate the person’s statements, by either asking for more detail or following up with others from the same company, and not necessarily someone who has been volunteered by the negative sayer.

I also have a senior manager friend, who took a trusted colleagues opinion regarding the applicants experience, but the problem with this was that the colleague may not have had the knowledge of the complete professional experience of the candidate. They were not in the same team, just on the same floor. The “oh, he was in the Windows team” when the applicant is applying for a ‘Storage’ role, does not necessarily mean they don’t have Storage experience sufficient for the applied position.

Allow for this ‘sourced’ reference to be dubious, also allow for this person to not have the full picture.