I disagree about not listing "outwide of work" activities. Sure, I don't want to hear about what clubs you belong to, or that you like knitting. However, if you've achieved something notable in those activities then I absolutely do want to hear about it.
For example, if you founded a local outreach program, that's a notable achievement. Or for example if your knitting YouTube channel has avid 10K following, that says something very positive about you as an employee. I don't care if not's tech related. Achievements are achievements and reflect positively on the candidate.
I like knowing the people I hire exist outside of their job, that they have interests and things that drive them. I want well-rounded people, not just tech-heads. It won't offset skills needed for the job, but when I have to choose between candidates having something more than tech will definitely sway my decision.
Point taken. "I don't care" is a bit strong, I agree. I do care.
There's a bit more sinister reason.
People put stuff in these sections that allow employers to discriminate withoutwith perfect deniability. Don't give them that opportunity. For example:
"Coach of my son's soccer team"
"Leader of African Americans in Business Group."
"Volunteer at the Catholic Shelter"
"Meditation teacher at temple XYZ"
I'm trained (and bound by law) to avoid asking you about any of that in an interview. However, you're handing it to the prospective employer on a platter.
Not a comforting subject to talk about, but it can happen.
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I disagree about not listing "outwide of work" activities. Sure, I don't want to hear about what clubs you belong to, or that you like knitting. However, if you've achieved something notable in those activities then I absolutely do want to hear about it.
For example, if you founded a local outreach program, that's a notable achievement. Or for example if your knitting YouTube channel has avid 10K following, that says something very positive about you as an employee. I don't care if not's tech related. Achievements are achievements and reflect positively on the candidate.
I like knowing the people I hire exist outside of their job, that they have interests and things that drive them. I want well-rounded people, not just tech-heads. It won't offset skills needed for the job, but when I have to choose between candidates having something more than tech will definitely sway my decision.
Point taken. "I don't care" is a bit strong, I agree. I do care.
There's a bit more sinister reason.
People put stuff in these sections that allow employers to discriminate
withoutwith perfect deniability. Don't give them that opportunity. For example:I'm trained (and bound by law) to avoid asking you about any of that in an interview. However, you're handing it to the prospective employer on a platter.
Not a comforting subject to talk about, but it can happen.