​Normally, when you are setting up your LinkedIn privacy settings, you’re selecting the audience you want to be able to see your LinkedIn profile. But there is one new LinkedIn setting that you will want to select to ensure that LinkedIn doesn’t share your content.

When Microsoft purchased LinkedIn in 2016, the integration of the social media platform with Microsoft’s products was alluded to in the announcement. In an internal memo published on TechCrunch.com, LinkedIn CEO Jeff Weiner identified some specific areas where the two companies would work together. These included:
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• LinkedIn identity and network in Microsoft Outlook and the Office Suite.
• Enabling members drafting résumés in Word to update their profiles, and discover and apply to jobs on LinkedIn.

With the announcement of a new Microsoft Word feature called “Resume Assistant,” that integration is becoming even more apparent. When this feature is enabled, it shows what other people in similar roles say about themselves in their LinkedIn profiles, allowing users of the word processing software to incorporate that content directly into the résumé they are creating for themselves.

While it has always been possible to view profiles of individuals in similar roles for inspiration when constructing your résumé, LinkedIn Headline, and profile content, this new feature allows users to directly copy content from other peoples’ LinkedIn profiles. And, in fact, it is encouraged by Microsoft/LinkedIn.

Fortunately, with the introduction of this new feature, LinkedIn has also recently added a new privacy setting to allow you to omit your LinkedIn profile from showing up in Microsoft Word’s Resume Assistant. Disabling the sharing function makes it harder for others to “plagiarize” your LinkedIn content — whether you wrote it yourself, or had assistance from a professional résumé writer.
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One of the best things you can do to keep your content from being plagiarized is to make it uniquely about you and branding yourself so distinctively that your content couldn’t possibly be used to describe anyone else but you!

The default setting is “Yes” — “Allow Microsoft Word to display work experience descriptions from your profile to users of Resume Assistant.”

Here is LinkedIn’s explanation of the Resume Assistant integration.

Note: Even though you have disabled the sharing of your content with the Resume Assistant, LinkedIn’s Privacy Policy and Terms of Service explicitly warn users that the information that you share can be seen, copied, and used by other members.
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One of the best things you can do to keep your content from being plagiarized is to make it uniquely about you — branding yourself so distinctively that your content couldn’t possibly be used to describe anyone else but you!

Few things are more difficult than change. Change presents surprising situations and forces us into uncomfortable situations. If we are not prepared to handle challenging situations, we will struggle with change. This guide can help in stepping out of one's comfort zone and in overcoming personal challenges.

​The U.S. unemployment rate fell to a 50-year low in September 2018, making candidates more desirable than ever. Maybe you’ve been thinking it’s time for a change. You wouldn’t be alone.
 
According to Ceridian’s 2018-19 Pulse of Talent report, 37 percent of respondents are looking for a new job — either actively pursuing new opportunities (20 percent) or casually seeking a new position (17 percent).
 
Maybe you were passed over for a promotion, or are having trouble getting along with a new boss. The easy answer would be to just quit, but it’s probably not the right answer.
 
When you see someone quit their job in dramatic fashion, that may look like fun (especially after a bad day at work), but there are many reasons why that’s not a good idea.
 
An Addison Group 2019 Workplace Satisfaction Survey of 1,000 jobseekers found 79 percent of respondents say they are likely — or very likely — to look for a new job after a single bad day at work.
 
One of the top reasons why that may not be the right choice is that “unemployment discrimination” is a real thing. Both research and anecdotal evidence have found it’s harder to find a job when you’re unemployed than if you’re job searching while you’ve got a job.
 
One recent survey measured the difference. According to “The Science of the Job Search (2018)” survey by TalentWorks, “People who showed they were currently employed (even if creatively) saw a 149% hireability boost compared to their previously-fired or laid-off competitors.”
 
“Creatively” demonstrating current employment can be anything from continuing to show the work experience as “To Present” on a résumé or LinkedIn profile even after leaving a job to listing a “consulting business” as interim employment.
 
But when a hiring manager looks at your résumé — in particular, at your most recent positions — he or she likely won’t know if you’re not there because you were fired, laid off, or you quit.
 
Quitting can negatively impact your chances of getting hired. And it’s not just about quitting your job — it can be about quitting your job too soon (or looking for another job too soon).
 
The need to demonstrate current employment is particularly important if you haven’t been at your most recent job for very long.
 
According to the TalentWorks research, “People whose shortest job was 9+ months were 85 percent more hireable than people whose shortest job was 8 months or less.”
 
Furthermore, TalentWorks found that you are more hireable for your next job if you are at your current job for 18 months or longer.
 
If you did quit your job, you had better be ready to answer the question in an interview about why you left your most recent position.
 
That’s if you get the chance to interview at all. Recruiters and hiring managers are looking for reasons to narrow down the pool of candidates they will interview. It may be worth your while to address the reason for your departure in a cover letter accompanying the résumé, because leaving that question unanswered may result in your application being discarded in the initial screening process.

​There are many reasons to think about making a change. The Pulse of Talent survey found the top five reasons for quitting include:

• Salary – 28 percent
• Work was not interesting/didn’t like it – 14 percent
• I was not respected – 13 percent
• No opportunity to take on additional responsibility – 12 percent
• Poor relationship with manager – 12 percent

 
Nearly a third of employees in the same survey said they would need to leave their current position to move forward in their career.
 
All of these are “valid” reasons to pursue a job change, but they are not a reason to necessarily quit a job before lining up another one.

When you’re employed and looking for a new position, not only will recruiters and hiring managers be more inclined to interview you, but you’ll also have more money to invest in your job search. Being unemployed can be expensive!
 
The average job search is 13 weeks, according to the Bureau of Labor Statistics (BLS). Could you afford to go without a paycheck for that long?
 
Networking takes time, as does applying for positions. You may have to wait a month for the application window to close, and candidates to interview to be selected. It can take 1-2 weeks after that to even get an interview scheduled, and the hiring decision may not be made for a couple days or weeks after that. Even if you’re available to start immediately, the company may require drug testing or have other pre-employment tasks that can lengthen the time before you actually start the job.
 
On the other hand, conducting a confidential job search while you’re still employed gives you time to prepare the tools required to support your job search. Having a résumé or professional LinkedIn profile professionally prepared can take 2-3 weeks.
 
Instead of simply quitting, you can also prepare yourself for a career move. Rather than quit right now, you might stick it out for six months, using that time to get yourself ready for the next opportunity. For example, taking classes or pursuing a certification that will better prepare you for your next job, or starting a side hustle (that might grow into a full-time opportunity in time).
 
Also, you want to make sure that you’re not running away from something as much as you are running towards something better. Spend some time thinking about what you do want to do next and why this particular job wasn’t a good fit.
 
If you’re looking to change careers, lining up your next job before quitting is even more important. Switching careers itself is more difficult than finding a job in the same industry, and adding unemployment to that equation can make the job search process take even longer. 

​In addition to the time you’ll spend unemployed, there’s the potential costs of being unemployed. When you quit your job, you may lose benefits that will affect you financially. For example, if you need COBRA to continue to have health insurance coverage, that can be expensive. (COBRA is the temporary medical insurance named for the Consolidated Omnibus Budget Reconciliation Act, the federal law that gives people who have lost employer-sponsored health coverage the right to continue their coverage, at their own expense, for at least 18 months. However, the insured is responsible for 100 percent of the insurance premium — plus up to 2 percent for administrative costs — not just the amount you were paying as an employee.)
 
If you quit your job, you likely will not be able to collect unemployment benefits. So even if you think you are going to get fired, it may be better to let that happen. If you are laid off or fired, you may also get severance pay or access to outplacement services.
 
In general, you can only collect unemployment benefits after quitting if you have “good cause” — for example, due to an unsafe work environment, or if you weren’t being paid as promised, or if you were subject to harassment or discrimination. You can check with your state’s unemployment office before quitting to determine if you are eligible for unemployment benefits. It may also be wise to talk with an employment attorney to be sure.

​Now, there may be some valid reasons why you may need — or want to — quit your job immediately.
 
These can include:

• An unsafe work environment
• Unethical or illegal actions — you’re being asked to do something that is against your morals (or that is even illegal)
• Financial issues (for example, you haven’t been paid, or your wages are not what you were promised)
• You are a victim of physical, verbal, or sexual abuse at work
• Personal or family emergency situation
• Your spouse gets a job somewhere else and you need to relocate
• You win the lottery

​The answer is probably yes, depending on where you work. In the United States, all states are formally recognized as “at-will” employment states, meaning the employee can be dismissed by an employer for any reason without “just cause” and without warning, as long as the reason is not illegal. Some states also place limitations on at-will employment, which is more for the employee’s protection in the event of being fired or laid off.
 
Employees not covered by an employment contract are employed “at will,” meaning neither you nor the employer need to provide notice prior to ending the employment.
 
If you have an employment agreement, read it carefully to find out how you need to turn in your resignation. Do you need to provide two weeks’ notice? Do you need to provide notice in writing? Make sure you are following the process outlined in the contract.
 
It’s always a good idea to offer two weeks’ notice to your employer — if you can — even if they turn you down and have you leave immediately. Keep in mind if you quit without giving notice, you are likely burning a bridge with that employer that will lead to negative reference checks in the future. 

If you are going to quit your job, do everything you can to prepare yourself ahead of time:

• Take your belongings home ahead of time. If you quit, you may be asked to leave immediately, even if you offer two weeks’ notice. But do this slowly, so that it’s not apparent that you’re removing items.
• Make sure you collect any electronic items you need — for example, dates and names of trainings, copies of performance evaluations, sales records, etc. And clean off your computer — remove any personal information you wouldn’t want someone else to have access to after you’re no longer with the company.
• Update your résumé or work with a professional to create or update your career documents. This can take 2-3 weeks. You can generally list your current job as “to present” for 30 days before you need to put an end date on it. That means if you quit on March 2, by April 2, you should list your employment dates as [Month/Year] to [March/Year]. But résumés you send out prior to April 2 can use “To Present.”
• On a related note, create or update your LinkedIn profile. But do it slowly. You don’t want to go from a new profile to having 200 new connections in a week. And check your privacy settings so your network doesn’t get notified anytime you update the information on your profile.
• Review your company employee handbook and/or your employment agreement to determine what you’re entitled to if you leave the company. Can you cash out unused vacation time, or is it “use it or lose it”? If it’s “use it or lose it,” you may want to use some of your vacation time before you leave (and spend that time working on your job search)! Also look at stock options or retirement vesting schedules — you don’t want to quit a month before you’re entitled to these benefits.
• Cut your costs. Now is the time to start stockpiling an emergency fund. Look at your budget and see if there are expenses you can cut out.

 
One advantage of quitting your job is that you will have more time to spend on the job search, especially time to interview and network. Looking for a new job has often been compared to taking on a part-time job because of the time and energy required.
 
A job change may be in your (immediate) future. But don’t act without thinking or planning your next move — especially if you want to make a change in reaction to a bad day, being overlooked for a promotion, or because of a disagreement with a co-worker or manager.

You’ve spent hours writing your résumé — or may have invested hundreds of dollars hiring a professional résumé writer — and maybe even drafted a cover letter to accompany it. You now have all you need to apply for a job opportunity that caught your attention — or do you? At some point in the process, you’ll be required to complete a job application, which may seem redundant. After all, doesn’t the résumé cover everything the employer needs to know?

Despite all the changes in résumé content and style — as well as how one looks for work and applies for jobs — one constant remains: The employment application is an essential part of the hiring process. From the employer’s perspective, the application serves a number of purposes that are not addressed in a résumé (and optional cover letter). These may vary, depending on the nature of the job and the preferences of the company; however, the following always applies:
 

• An application is a legal document. Unlike a résumé, you are required to sign an application, confirming that all the information you included is accurate and that you have not omitted anything.

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• An application becomes part of your permanent file once you are hired. Both state and federal employment laws require employers to retain employment applications for at least one year.

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• At a minimum, an application requires you to provide information sufficient to demonstrate that you are legally permitted to be employed. Furthermore, an application enables an employer to request information you would not typically include on your résumé, such as contact information for immediate supervisors, reasons for leaving, or professional references.

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• The employment application is not a standardized form, so every company may create its own as long as it adheres to regulations set by the government.

​That last point is quite complex, sparking debates about what are — and are not — lawful questions, and leaving jobseekers confused and anxious.

The Fair Credit Reporting Act (FRCA) is a federal law that governs how a credit reporting agency handles your credit information. It is designed to protect the integrity and privacy of your credit information. The FRCA permits employers to request credit reports on job applicants. A 2010 study from the Society of Human Resource Management (SHRM) estimated that 60 percent of companies checked some (or all) job applicants’ credit reports.
 
Federal law permits employers to use credit history as a basis for denying employment and even rejecting any applicant who refuses a credit check. When applying for jobs, it is important to know your legal rights regarding credit checks.
 
Employers using credit reports to screen job applicants must do the following:
 

• Obtain your written permission to request a credit report. The FCRA requires the notice to be “clear and conspicuous” and not mixed with other language. Read each application carefully and pay attention to what you are signing.

 

• Notify you before they take “adverse action” (in this case, failing to hire) based in whole or in part on any information in the credit report.

 

• Give you a copy of the credit report and a written summary of your rights.

 

• Provide you with an opportunity to dispute the information contained in the report (typically three to five business days) before making a final decision.

 
Potential employers see a modified version of your credit report. Information that might violate equal employment regulations — such as birth year and marital status — is omitted, as is your credit score and account numbers.
 
As of February 2013, eight states (California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington) have passed legislation to restrict the use of credit checks in employment, and dozens of additional cities and states have introduced bills to do so.
 
At the same time, however, these laws include numerous exemptions that allow certain employers to continue conducting credit checks — even when there is no evidence that credit history is relevant to job performance. Check your state’s labor department or your city government to find if you are covered by any applicable laws.
 
The Equal Employment for All Act, introduced to Congress in 2013, would amend the FCRA to prohibit employers from considering credit reports in the hiring process, except for jobs that require a security clearance, are in the public sector, or are related to financial services. As of November 2018, that bill continues to languish in the House Financial Services Committee.
 
In the meantime, there are things you can do to protect yourself:
​

• Check your credit report before you begin applying for jobs. You are entitled to one free copy of your credit report every 12 months from each of the three nationwide credit reporting companies. Order online from annualcreditreport.com, the only authorized website for free credit reports, or call 1-877-322-8228. You will need to provide your name, address, social security number, and date of birth to verify your identity.
• Flag negative-yet-accurate information by contacting the credit bureau and asking to attach a 100-word explanation to your report of the extenuating circumstances that led to the negative situation.

 

• Give your permission, when requested, to access your credit report. Unless you live in one of the states mentioned (California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington) and are in an exempt category, you have a greater shot of being shown the door if you refuse the employer access.

 

• Don’t panic. Even if your credit report contains some negative information, you’re not necessarily out of the running. Only 10 percent of employers reported on a SHRM survey that a clean credit history was the most important variable in deciding whether to hire someone, and 80 percent of companies still hired candidates with damaging information on their credit reports.

Capitalizing on the “ban the box” movement, some state and local governments are adopting laws and regulations that prohibit employers from requesting salary history information from job applicants, as well as preventing asking the minimum salary an applicant is willing to accept. This growing trend is part of a push to fight wage discrimination and eliminate or reduce the gender pay gap.
 
Four states (Delaware, Louisiana, New Jersey, and Oregon) as well as Puerto Rico led the way by enacting statewide bans for public employers in 2017, with California, Illinois, Kentucky, Massachusetts, Michigan, Missouri, Vermont, and Washington passing laws in 2018. Laws are set to go into effect in Connecticut and Hawaii in 2019. More than 20 states have proposed legislation prohibiting salary-related questions.
 
In February 2017, Philadelphia became the first city in the country to ban private-sector employers from asking job applicants about their salary history. Under this law, employers can be penalized if they ask salary questions on applications and during interviews. In October 2017, New York City joined Philadelphia in banning public and private employers from asking an applicant’s pay history. Similar laws went into effect in San Francisco in July 2018.
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Recruiters are looking for candidates that are a close match to what an employer has outlined as the hiring requirements for the position. In essence, they are looking for square pegs for square holes. If your work history and accomplishments meets their current or future needs, they may add you to their database. Recruiters may contact you if they have a position that fits your profile — or they may make contact to ask you to recommend other people who might be interested in an opening they are recruiting for.
​

​There are many ways to connect with a recruiter. Sometimes, a recruiter will find you. This is particularly true if you have specialized, in-demand skills. If you post your résumé to an online job board, you are likely to receive contact from recruiters. Others may identify you through a professional association you’re a member of, or through mentions of your work that appear online (for example, blogs, articles, and publications).

LinkedIn is also one of the most common ways to be “found” by a recruiter. Recent surveys indicate that 95% of recruiters use LinkedIn to identify candidates. You are more likely to be found on LinkedIn if you have a complete profile that is optimized with specific keywords and accomplishments. Recruiters are always looking for good candidates to add to their database.
 
But you don’t need to wait to be found to work with a recruiter. Proactively making a connection with one or more recruiters can be a good strategy, even if you are not currently looking for a new position.
 
LinkedIn can be an effective way for you to make a connection with a recruiter. Use the “People Search” function on LinkedIn to find recruiters in your field or specialty.

Search the “Keywords” or “Title” field for recruiter and keywords and industries relevant for your field, like “engineering,” “manufacturing,” or “technology.” You can then narrow down the search by other criteria, like location. You can continue refining the results until you come up with a few names to contact.

Google can also help you find recruiters. Search Google (http://www.google.com) using a search such as “IT Recruiter Las Vegas” or “Engineering Recruiter San Antonio.” You can also search Google and job boards for jobs posted by recruiters. If you find postings for positions similar to the one you’re interested in, you can contact the recruiter and present yourself for other opportunities.

You can also use a résumé distribution research firm to identify targeted recruiters to contact. For example, Profile Research (http://www.profileresearch.com) can research and develop lists of recruiters that are looking for candidates with your qualifications and expertise. For a fee, they will identify the recruiters and distribute your résumé and cover letter to these individuals (either via e-mail or offline).
 
You can use free and paid online directories to access recruiters as well.
 
Custom Data Banks (https://www.customdatabanks.com/) maintains an online directory of recruiters. 

Online Recruiters Directory is another resource that you may want to explore here: 
http://www.onlinerecruitersdirectory.com/.
 
SearchFirm
One free directory option is SearchFirm (http://www.searchfirm.com). Designed to help executive search firms connect with corporate clients, jobseekers can search the database by specialty, geography, and recruiter name.​