This addendum is principally devoted to uncommon "problems" that are not applicable to most resumes. If you are comfortable with the way your current resume sells your skills, you may not need to review this section. However, if you feel you may have a problem with your work history or if you're interested in overcoming experience or education deficiencies, health-related problems, firing, or even the possibility of gender discrimination, this section may be of interest to you.

Most job hunters have a work profile that supports their job search and enables them to be competitive with other applicants. But some job seekers find themselves with a less-than-desirable education background or work history. These people have "resume problems" that make it difficult for them to create a resume that appeals to employers.

Knowing how to treat these problems is critical to being selected for a new job. Failure to identify and appropriately treat problems in a resume significantly decreases your chance of receiving the crucial first interview. To help you compose a successful resume, this section addresses the most common resume problems. Employment experts indicate that approximately 80 percent of all problem resumes involve these eight problem areas:

Employment Gap: Applicant has experienced a lengthy period of unemployment or underemployment (work in lesser positions).

Physical Handicap: Applicant has a physical or mental handicap which may be considered to impede performance.

Gender: Although "sexism" has been minimized through equal opportunity laws, some employers still feel certain jobs require a male or female.

Education Deficiency: Applicant lacks a college degree or the educational requirements necessary to support the stated employment objective.

Experience Deficiency: Applicant has insufficient experience or does not have the specific experience required for the position.

Changing Career Fields: Applicant lacks the experience required for the job in a new career field.

If one of these problem areas applies to you, use the following information and suggestions to develop an effective resume that overcomes your potential obstacle.

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Is age still an obstacle to employment? The answer is influenced by two major areas: civil rights legislation and demographics.

No doubt, you are aware of the changing age profile of this country, best described as "the graying of America." Older persons are becoming a larger percentage of the population, with younger persons dropping in percentage. The Age Discrimination in Employment Act of 1967 makes it illegal for employers to discriminate on the basis of age when making employment decisions. Although this law has minimized the use of age in employee selection, there is still some "discreet" discrimination. When two candidates present comparable or equal qualifications, many employers hire the younger worker. Since this is an illegal action, the employment manager may scrutinize the experience and qualifications of the older applicant in an attempt to detect the absence of a job-related qualification.

For many employment managers and specialists, the age question now only relates to the level of the job being considered. For example, an individual who is 40 to 50 years of age may not be considered too old for a position as vice president or department manager. It usually takes 20 to 25 years of experience to develop the qualifications for a position at this level. In contrast, a 25- to 30-year-old person may be acceptable over a 45-year-old for an engineering or sales position that only requires a few years of experience. Most firms would question why a 45-year-old with 25 years of experience would be interested in a position that requires minimum qualifications.

Therefore, if you still have some concern that your age might be an employment detractor, the following guidelines may be of assistance:

Age 25-30:

Junior-level professional positions

Age 30-35:

Senior-level professional positions

Age 35-40:

First-level managerial positions

Age 40-45:

Mid-level managerial positions

Age 45-50:

Vice president-level positions

Age 50+:

Executive-level positions

Of course, having special skills in a high-demand market effectively neutralizes age consideration. In addition, smaller firms or those with smaller benefit packages should exhibit a more flexible attitude toward age. While you are not required to identify your age in your resume, be careful that you do not provide other hints to your age such as graduation dates from high school, college, or other educational institutions. Omit any dates that are associated with professional publications in which you had material published.

Do not list every job you have held since the beginning of your career; just list your most recent positions and employers. Only list sufficient experience to establish that you are skilled and have the experience to handle the position for which you are applying.

A basic rule to remember is: since there is no rule or law requiring that you list all past employment experience, omit work history that doesn't strengthen your candidacy for a job. However, an employment application is different. Usually a complete listing of past employers is requested. Here again, if age is of concern to you, try to avoid completing a formal application until after you have been interviewed. Remember, your efforts in counteracting any possible age-associated implications are to assure that you will be provided the interview and opportunity to convince a prospective employer that you are the best person for the job.

Do not feel guilty that you are disguising your age! It is illegal for employers to discriminate on the basis of your date of birth. If your resume is screened by an age-discriminating department manager, you may never get the chance to interview with the unbiased department vice president.

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Have you held too many jobs in a short period of time? There are plenty of good reasons for job changes, but employers tend to frown on this type of work history. The frequency of job changes varies by industry. What is acceptable to one industry may be unacceptable to another. Certain professionals may be involved with contract firms that hire and retain a full-time force based on a contract. When a major project is completed, many professionals are released. Generally, an experienced employment specialist is aware that frequent turnovers may be normal in certain industries.

When high turnover is not common to an applicant's industry, the candidate leaves a negative impression by listing numerous jobs held in a short period of time. This job seeker is usually labeled "unstable." It is assumed that this behavior will continue and that it is not in the best interests of an employer to hire the person.

It's one of the economic decisions a business must face to be profitable. When an employer begins narrowing the number of qualified candidates, an "unstable" person will not be a finalist for the job. Remember, a business must bear substantial cost to locate and hire an employee and, additionally, may have to bear litigation costs should an employee be fired.

Therefore, an employment manager is responsible for controlling recruitment expenses by only considering those candidates who have a reasonable probability of receiving a job offer and staying with the company for a reasonable time.

If you feel you may be classified as a job hopper, there are some steps you can take to improve the appeal of your resume.

First, use the functional resume format to lessen the impact of past job turnover. The initial list of major experience and accomplishments may offset the chronological listing of dates in your employment history section. Citing major accomplishments and substantial contributions to a previous employer may create a positive image and help offset your "negative" employment history.

Normally, providing reasons for leaving past employers is not recommended. But if the reasons tend to be things that were beyond your control, include them. Here are some circumstances that may offset the negative impression of job changes:

Major Shift in Company: Company was sold, new management brought in, operation restructured, or company moved.

Reorganization: Department or position eliminated, company dropped a product or line of business, or a change in marketing philosophy resulted in job consolidation.

Budget Reduction: Eliminated your job, de-emphasized the need for your skills.

Although health reasons or lack of advancement opportunity may be reasons for departing a previous job, use these reasons carefully. Some employers will see these reasons as a disguise for discontent with a previous boss or company.

If you list a reason for leaving in your chronological resume, it should follow the description of the position and your accomplishments. Do not list a reason for leaving directly following the name of an employer or beside your job title because it will distract the resume reader. (This does not apply to functional resumes because major accomplishments are described at the beginning.)

Unacceptable reasons for leaving past employers include: absenteeism, chronic lateness, poor performance, dishonesty, incompatibility with the job or company policy, or personality conflict with a boss.

Be prepared for a thorough employment check by your prospective employer. This has become standard procedure due to the high cost of recruitment and employment. Therefore, you can readily understand why it may be important for an employer to discover the reason you left a company, especially if the circumstances could be interpreted as "unacceptable."

Ultimately, you have the option of determining what information to include in your resume. It is not necessary to list the reason for leaving each past employer. If you're concerned that a reason for your past job change may be unacceptable, don't list a reason. Why provide information that could result in your rejection?

If you feel the situation is justified, you may want to note, "Personal—will discuss during interview."

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A long period of unemployment or underemployment is likely to cast a negative shadow on your resume. Underemployment, working a job far below your skill level, and unemployment indicate to an employer that you have had difficulty finding employment in the past.

It is natural for employers to question why a person with excellent credentials has experienced a long employment gap. They will assume that something is wrong. Here again, you will be identified as a "risk" by potential employers.

Are there ways to overcome this problem? Yes. Simply, do not point out employment gaps in your resume work history. If you were unemployed from December 16, 1989 to August 1, 1990, indicate on your resume:

WORK EXPERIENCE

1990 to Present: Public Relations Manager
Delta Corporation

1985 to 1989: Information Specialist
Gamma Corporation

No rule or law requires resumes to include all periods of employment or unemployment. Remember, the resume is only intended to be a brief overview of employment credentials.

If you decide not to include information that indicates periods of unemployment or underemployment on your resume, be sure to offer an explanation during an interview. If the employer uncovers your employment gap in a thorough investigation of your references and past employers, your candidacy may be jeopardized.

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While the marketplace has matured in recent years and provided more opportunity for workers with physical handicaps, it is still an issue that must be considered. Some handicaps are physical impairments that interfere with the performance of life functions (sight, hearing, walking, use of arms or hands, etc.). Others may stem from a disease or medical disorder (e.g., heart disease, cancer, AIDS, M.S.) or they may be caused by a temporary disabling condition such as allergies, asthma, or migraine headaches.

Federal law prohibits employers from discriminating against the employment of persons on the basis of physical handicaps, even when the impairment may hinder a person's ability to perform at normal productivity levels. Further, the law requires that "reasonable accommodation" be provided to enable handicapped individuals to perform their jobs. Therefore, special desks, chairs, ramps, and modified rest room facilities must be available for use. But the pressing question is whether a person should list a handicap in a resume. This is really an individual issue. If you are the type of person who is comfortable with your handicap and not embarrassed by someone else's awkward feelings when they first meet you, don't list the handicap in your resume.

If you feel compelled to advise the employer in advance, do so in your cover letter. Provide an accurate account of your limitations, but also include details on how you have performed successfully in previous jobs. No matter how you elect to address this problem, make sure you don't overdo it. Stress your worth and capability as a prospective employee and discuss why your condition will not prohibit you from meeting all job responsibilities and expectations.

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Many jobs that were once identified as either "male" or "female" jobs are now being handled by both sexes. When intelligence or experience is required, discrimination is minimized. When strength is an issue, a problem persists, since some still consider these jobs to be exclusively "male."

In any event, if you have the qualifications and experience in today's more profit-sensitive climate, smart employers will not discriminate. Laws prohibit it and it's simply a bad business decision. An employer still wants to hire the best person for the job.

If you feel a specific job may have some gender overtones, attack them in your resume with an array of accomplishments, skills, and experience that can't be overlooked by a prospective employer.

For example, if travel is necessary, mention that you are available and capable of handling this requirement.

When you are seeking a job in an industry dominated by the opposite sex, establish that you are aware of this circumstance but don't feel it is a problem. If you have had a successful experience working in a similar environment, point this out.

Just remember, gender will only be a problem if you make it one.

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Some employers still feel job candidates should have the appropriate degree (B.S., M.S., Ph.D., M.B.A.) they have always considered "necessary" to handle certain positions in their companies. This is a fact of life you must address if you expect to receive an invitation to interview for a position.

When you consider your education deficiency, you must first determine the degree of deficiency. If a B.A. degree in journalism is required and you do not have a degree, this represents a major stumbling block. On the other hand, if you have a B.A. in communications, you may not have a problem, since these degrees are closely related. Or you may have a degree that is not as closely related, such as a B.S. degree in business administration.

Since each of these situations is different, a different approach is required. Lacking the proper degree is not necessarily a sign that reads, "Dead End." Since an employer is more interested in whether you can handle the requirements of the position, you can use your past experience and accomplishments to demonstrate that you are capable of handling job responsibilities. This is particularly true when you have acquired skills that are in high demand. If your field has many candidates with comparable skill seeking the same positions, proper educational credentials will play a major role in the resume review process.

Therefore, the key to overcoming an educational deficiency is to stress your experience and accomplishments at the beginning of your resume and list your educational credentials toward the middle or end. This can be done whether you use the chronological or functional resume format.

If you do not have the degree indicated but can offer a related degree, emphasize course work that complements the requirements of the job you are seeking. Your challenge is to convince an employer that your degree has equipped you with an education comparable to the degree traditionally identified with the job.

If your problem is lack of a degree, you may not want to emphasize or include education on your resume. Your career may have started from an entry-level position. But, because of your intelligence and commitment, you may have acquired the capability to advance to a high level in your career field. By noting that you did not receive the traditional degree expected of job candidates in your field, you may be disregarded as a candidate before you have had an opportunity to convince an employer of your value.

Again, you should refrain from "telling the whole truth" until you have a chance to impress a prospective employer during an interview with your experience and accomplishments. By carefully constructing your resume, you will create an opportunity to detail your credentials in an interview rather than be rejected in the resume review process.

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Since a person who has successfully performed the specific job to be filled is considered to be less of a risk, employers tend to be more flexible in the years of experience required.

Sometimes, workers with technical knowledge and training can overcome a lack of experience with motivation and desire. Their drive to succeed may lead them to out-producing experienced counterparts by far. Nevertheless, it is difficult for employment managers to differentiate these qualities when flooded with many employee prospects. It is even more difficult to convince a line manager that a person without the required years of experience can successfully perform the job. So, if there are sufficient applicants who meet the experience requirement, candidates without the required years of experience will not be considered.

Experience deficiency is a difficult problem to overcome, but there are some techniques you can use to improve your chances for an interview.

Consider using the functional resume with some modifications:

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A change in career fields is difficult to positively address in a resume. This is especially true if you were involved in a particular occupation for a number of years.

Principally, the controlling factor in changing career fields is the issue of supply and demand. If your type of experience or skill is in demand, it's an easy transition. But if there are many other applicants with similar or better skills, you are obviously at a competitive disadvantage.

You should be aware that some employers will be suspicious of your motives in making a career change. So, be prepared to provide a logical explanation.

Reasons supporting your decision should be presented in your cover letter. Avoid stating the negative reasons that may have influenced your decision to make a career change. Instead, concentrate on one or two major reasons why you feel the new field of interest provides an opportunity that benefits the company and its bottom line.

An employer certainly can understand when an industry is failing and experienced employees must enter new career fields. But employers expect those applying to their companies to bring with them the skills and knowledge necessary to perform the job.

Since you must also address "experience deficiency," review the recommended procedure in the previous section.

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Should you withhold "problem" information altogether from a prospective employer? Definitely not. But there is a time and place to provide this information. Include it on applications and, when appropriate, volunteer details during interviews. By introducing it in person, you can neutralize its negative implications as you provide a more complete explanation. Since you can expect employers to thoroughly check your employment history and references, it is in your best interests to volunteer and qualify what might be considered negative information.

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