Category Archives: Resumes

Blog #2 – On Resume Ethics, Personal Identity

Due to the discriminatory process of sorting applications and the extremely competitive nature of the application process, I believe that it is completely justifiable for people to alter their identity and exaggerate their qualifications for the purpose of getting an interview.

Discrimination is still very real. Studies have been conducted to measure the correlation between ethnic names and callbacks for job applications. A lot of the time, people with more distinct, ethnic names won’t get callbacks, while people with more common names (e.g. “Caitlin” or “Cody”) will. Beyond race, there are gender-related issues that go beyond the binary. Women often tend to have trouble getting jobs in male-dominated fields, and it’s especially difficult for transfolk to get jobs pretty much anywhere. I don’t think it’s dishonest to alter your identity by using initials or even changing your name on the application. Hiring managers look at the names and use them to make assumptions about peoples’ identities.

Normally, peoples’ names might exclude them from the interview process entirely, but I’ve considered that their names might create expectations for the interview, if they are called to do one. For example, a transwoman named Jane might be called for an interview; the hiring managers will likely expect a ciswoman. Alternatively, if a Black man were to change his name from D’Angelo to Adrian on his application, the managers may be expecting a white man for the interview. Obviously, the managers are at fault for any prejudices they may have, but I feel like it’s worth considering that “resume ethics” aren’t the real issue here; it often tends to be the morals and expectations of those who conduct the interviews and look through the applications.

Example of a job post with a long list of skills – applicants are likely to have a few of these, rather than all of them.

Additionally, the job market is extremely competitive. I have a lot of friends who are technical majors or work in a technical field and several of them have explained that when hiring managers are looking to fill a position, their listings are unrealistic. Oftentimes, HR departments post descriptions for what would be a perfect candidate for the job (e.g. “x years of experience with A-type programming”, “y years of experience with B-type programming”, “z years of experience with C-type programming”). The majority of the time, they wind up hiring someone who has some of the qualifications listed in the description.

I have a friend who never finished college and has a job that pays close to 100k a year. He works within a group that works for the Department of Defense. He taught himself some of the skills the job required, but for the most part, he was just very good at interviewing. He is probably the best example I can think of for why it should be okay to bend the conventions for writing a resume. He wasn’t truly qualified for the job, but he was proactive in teaching himself some of what he would need to know and becoming the best employee he possibly could become after getting the job. My understanding is that he came from a low-income family and worked his way up. Some may argue that more qualified people should have these positions “reserved” for them, and I don’t completely disagree, but I think that the people who make the effort to secure positions like this shouldn’t be excluded. I understand that this might be harmful to people who are totally qualified for certain positions and I have trouble justifying it when considering that. However, I feel that there should be preference given to people whose groups are underrepresented (as long as they are able to perform the job well), examples being women, racial minorities, and people of non-binary genders.

In conclusion, I defend the approach of stretching the truth to get an interview because it tends to yield workers who are ambitious and proactive, while also circumventing the biases of the people who review applications and resumes before interviewing applicants.


Statement of Personal Interest

If at all possible for whatever group I am assigned I would like to be given the role of copyrighter. My qualifications circle around the fact that 1. I am an English major and I enjoy editing and pulling things together and 2. I have some small experience with drafting letters and advertisements as part of class assignments and volunteer work. My second choice would be the post of Researcher because I tend to enjoy the more tedious aspects of it and I have been in similar roles before with other classes and projects.

Blog #3: The New Way to Resume

File:Resume.pdfAlthough the traditional resume is not completely outdated, it is slowly making its way to the door. With the number of college graduates increasing every year, it is harder and harder to stand out among your peers. When you limit yourself to a single white piece of paper with one-inch margins and Times New Roman text, the task is almost impossible. This is why many hopeful job seekers are finding new, creative ways to show potential employers their qualifications and experiences. Artists, athletes, musicians and others with skills that must be seen to be believed can benefit especially from using an alternative resume. I personally plan to go into the field of business, which is still a fairly conservative field in the way of resumes. For this reason, I do not feel as though something too out of the box, like a video or movie poster resume, would suit me. These could come off as unprofessional in the business world. For this reason, I chose two fairly conservative, but still creative, alternative resumes that I would like to create for myself: the timeline resume and the infographic resume.

(By the way, click here for a great website I found for creating infographic resumes!)

The Timeline Resume

While it is unique enough to make a statement, the timeline resume is still simple and professional. I would personally choose this format because it stands out just enough without seeming too off the wall. I like how it allows you to show your education, work experiences, and other events as a series, rather than a bulleted list. The reader can see a progression, and has a better understanding of the steps you took to get to where you are today. For example, with this type of resume, you can show that you were able to balance school and a career at the same time. You can explain why you were out of a job for six months by adding in your trip around Europe, showing that you were not just unemployed, but that you are adventurous and have an interesting life outside of work. I think this resume is great for standing out as well as thoroughly illustrating your skills and experience, and the life events that made you prepared for the position you are applying for.

The Info-graphic Resume

The info-graphic resume is another way to stand out without pushing the prospective employer awayresume-infographic. I like this type of resume because It includes all the elements of a traditional resume, but adds images, colors, and graphs. This means that although the reader is seeing the same info they would on a normal resume, they are having a much more enjoyable time reading it. In just one page, you are able to tell a prospective employer anything they could possibly need to know about your experience and skills, and it is exciting for them to read. I also think the addition of QR codes is brilliant, because after drawing the viewer in, you are able to provide them with additional avenues to learn more about you and connect with you. I also think this type of resume shows confidence and creativity, two skills that will stand out to many prospective employer. And while it is creative, the color scheme, fonts, and even the layout still make it a look like a professional document. All in all, this type of resume could be perfect for the business world, with its mix of traditional resume with creative flair.


Traditional Resume


Timeline Resume:


Vizualize Info-graphic Resume Creator:



Infographic resume:



Blog #3: When Does It Pay To Be Creative?

Remember my presentation on Wednesday about modalities? I would like to think of this blog post as an extension of my PowerPoint presentation. Specifically, the way audiences’ reactions to modalities shift in various context and cultures. When we are ready to write our resumes, we must apply cognitive empathy. That is, we must put ourselves in our potential employers’ shoes in order to understand their thought processes when analyzing our resumes.

In my PowerPoint, I broke down employers into three very broad groups: general audience, specific audience, and international audience.  General and international audiences would want traditional-style resumes because these have always been deemed professional, and thus, suitable for professional workplaces, such as law firms, investment banks, and government offices.

However, specific audiences are media-based employers like Facebook, film, or radio stations, whose audience is the public. Specific audiences do not like traditional resumes because they do not represent the progressive actions of the company, nor do traditional styles reflect their values in creativity and imagination. So, what should we give them? The examples below are alternative resumes that have landed job interviews. Click one for a closer look.


resume_FB  resume_movie

(Images: “13 Insanely Cool Resumes that Landed Interviews At Google And Other Top Jobs.” 2014. Web. Courtesy of Patricia Laya on Business Insider.)


What does this mean for us? It means that we need to be ready to create multiple styles of resumes in addition to our traditional resumes. Click here for more creative resume ideas to apply to your field.

My field is in English, so I can go into multiple positions for editing anywhere. If I were to go into menu design and editing, I would resemble my resume to a menu:

  • Name of the restaurant: Your name and contact information
  • Appetizers: Your objective/goal
  • Tapas: Your skills
  • Entrees: Your skills applied to experiences
  • Sides: Your education and work history
  • Desserts: Your awards, certificates, or licenses

If I were to go for a position at a greeting card company, I would use a bi-fold card as my resume template:

  • Outside of card: Name, contact information, objective/goal
  • Inside (left page): Skills and skills applied to experiences
  • Inside (right page): Education/work history and awards/certificates/licenses


In addition to alternative resumes as a means of deviating from the crowd, there are a few other ways to distinguish you from others with similar backgrounds:

  • Kill the buzz words, like “team player” or “detail-oriented.” Instead of using these adjectives, provide a concrete example of a project where you had to work with others. Also, show the employer that you are detail-oriented through your resume. Make sure you used correct grammar and that your spaces are parallel and words are aligned.
  • Include your goals. People with similar backgrounds don’t necessarily have the same goals (Veritas Prep). Being able to articulate exactly why you need the job to achieve your goals is a strong tool.
  • Avoid jargons associated with your field.  Employers are subjected to the same words used in multiple resumes, which means they will be inclined to overlooking these words and consider it a poor use of space on resumes.

On the other hand, we need to keep in mind that these alternative resumes can be risky even within the specific audience. For example, I included an animated resume in my PowerPoint with background music that was far too fast-paced, and thereby, affecting the pace of the content in the video. Another example of the risks of alternative resumes is Greg Dizzia’s experience when his “resume became the actual interview.” An employer asked him “what would happen if this was black and white?” and from there he learned that his “resume itself was becoming a pivoting point in the negotiation of [his] position” and that “although he says he’s gotten mostly positive feedback, he says his resume has caused mixed reactions. It mostly depends on who you’re talking to[…]and he gets much better reactions from people in creative positions than people in HR” (Laya).

Other risky ways of representing yourself include social media profiles. We need to step back and ask ourselves not how do we want to portray ourselves, but rather as whom do we want to portray ourselves? This refers us back to my blog post last week about the lack of ethics in resumes and why it is okay.

I have never thought deeply about the image I want to portray on social media. After Brandin’s presentation on Wednesday about audience, I took his advice on what we should keep in mind when we have social media profiles:

  • Likes/dislikes/following whom
  • Memes that we share indicating racism, sexism, violence
  • Grammar, homophones, apostrophes
  • Photos/what is in the background of those photos

In a perfect world, we would want to create a neutral image for our employers. However, it is hard to tell who considers things negative or positive. Personally, regardless of what I want to be or for whom I want to work, I know that my degree will be in English. So, the image I want to create is a person with good grammar and coherent sentences. In addition, I “like” Grammarly on Facebook, and the “Books I’ve Read” section on my profile lists all of the classic novels I have read (even if I did not like them). These factors can work in my favor instead of being risks to my character.

So, when does it pay to be creative? Career coaches say that “it depends on where you’re applying to” (Laya).


Sources Cited

“Distinguishing Yourself in Your MBA Applications.” Veritas Prep. Web. 14 September 2014 <>.

Laya, Patricia. “13 Insanely Cool Resumes that Landed Interviews At Google And Other Top Jobs.” Business Insider. Web. 14 September 2014 <>.

Blog #2: Leveling the Playing Field

If a job posting asks for 10+ years java programming experience and I claim to have 20 years of experience on my resume, I would be a bold-faced liar. As soon as any potential employer sat me down in front of a computer, my lie would be revealed and I would not be offered the job. I was the one who was wrong in this instance, by lying and wasting someone else’s time. Now what if instead I, a woman, craft my resume in a way that leaves my gender in question. If my potential employer selects me for an interview expecting and hoping for a man, isn’t he or she the one in the wrong?

Anti-discrimination laws may exist, but they can be hard to enforce, especially at the hiring stage. How could you prove that your application was rejected based on gender, race, age, religion, national origin, or a disability? The employer could just say that someone with a different skill set was a better fit for the position. This is why I think it is perfectly acceptable to make your resume as gender-, race-, age-, religion-, nationality-, and disability-neutral as possible.

I will use a personal example to illustrate my point. I know that being a woman has nothing to do with my ability to manage a database or write SQL scripts, but I also know that not everyone thinks this way. Information systems and technology is still a man’s world and women can find it hard to be taken seriously. If my resume were completely identical to a man’s, I feel that more often than not he would be chosen for a position simply because his gender is seen as an advantage to the job. What do I do when my gender, which has no bearing on my set of skills, actually puts me at a disadvantage in the eyes of some people? My only hope is to create a resume that highlights my skills and qualifications without revealing my gender. I do not have to lie. I can just leave out my involvement in Women in Technology or my work at a women’s homeless shelter, both of which hint at my gender. This way, I can at least make it to the interview stage and have a chance to show that I truly am qualified for the job, rather than having my resume completely passed over simply because I am a woman.

Now consider classes of individuals who are not protected by anti-discrimination laws. For example, less than half of U.S. states protect homosexuals from discrimination. Do people in the LGBT community have a right to keep their sexual orientation a secret in their pursuance of a career? I say yes. Discrimination against homosexuals and transgendered individuals is a huge problem today. Some employers may have personal stereotypes against these individuals that would cause them to choose a less qualified applicant over an applicant who is homosexual. Why should a member of the LGBT community have to disclose their sexual orientation, when they could work their entire lives without anyone even knowing? In my opinion, they should be able to keep this information to themselves if they choose.

Some people may say this omission of truth is wrong. I disagree, because no one is hurt in this situation. In fact, both parties benefit. The applicant benefits by getting an interview, and potentially a job. The employer benefits by adding a well-qualified applicant they otherwise would have missed to their pool of candidates to choose from for the position.

While lying about skills and qualifications is surely wrong, omitting something about yourself that is irrelevant to the job, but would be used against you, is not. To me, this levels the playing field, allowing everyone to be considered for opportunities based solely on the skills they possess and the work they have done rather than the unchangeable traits they were born with.



  • “LGBT Rights in the United States.” Wikipedia. Wikimedia Foundation, 09 June 2014. Web. 07 Sept. 2014.

I need a job and I will get one at any cost!

Like the Nike slogan states, “Just Do It”. In this day and age where there are job descriptions that require 4-5 years experience it is absolutely okay to stretch the truth as long as it favors you in the end. A resume is typically viewed as a reflection of who you are before you get the opportunity to come face to face with an interviewer. The truth of the matter is if he is displeased or unimpressed with your resume, you will most likely not be called in for an interview. It is no surprise that people continuously enhance their resumes especially with the unemployment rate on a steady rise. While some people are lucky enough to get a job offer, most of them are being paid way less than they were earning, and they are being hired at under 30 hours a week so the company can avoid offering benefits.

In reality, companies typically will not mention how poor the working conditions are. They tend to exaggerate the pay, and often fail to mention that some jobs are not readily available to outsiders but under legal obligations they are required to post all open jobs, in some cases, the hiring manager has already predetermined that they will hire internally (Sullivan). This unfortunately is the bitter truth. Most job seekers prepare for interviews, drive up to 90 minutes to interviews only to find out weeks later that the company has decided to go with someone different. With that being said, I doubt companies really get hurt by an applicant’s white lie. The applicant goes unbothered if he does not land the job and resumes his job search while the company obviously moves on from that interview. In the long run, no one suffers for it. However, falsifying information that can be proven and tested i.e, drug and background tests can be detrimental to an applicant and reduce his likelihood of getting the position since employers spend thousands of dollars screening applicants during the process (Harding).

As tempting as lying on your resume can be, do you strongly believe an applicant who has been unemployed for over a year would be mindful of what he presents to the interviewer? Do you think he is concerned about the interviewer’s view of him or his resume when his main goal is acing the interview and landing the job? No, because as long as he is comfortable with omitting the truth or falsifying his resume the last thing he is worried about is his ethics.

Sullivan, Dr. John. “Opinion Recruiting’s Dirty Little Secrets — What You Don’t Know Can Hurt You .”, n. d. Web. 5 Sep. 2014. <’s-dirty-little-secrets-what-you-dont-know-can-hurt-you/>.

Harding, Ryan. “5 Lies That Damage Your Reputation as a Job Applicant .” Business2community, 18 03 2014. Web. 5 Sep. 2014. <


Blog #2: The Lack of Ethics in Resumes and Why It’s OK

simpsons(Image: “Angels on My Shoulders.” 2011. Web. Courtesy of Daniebob on WordPress)

Is it acceptable to lie to a potential employer for an opportunity at your dream job? The right answer is no, but my answer is YES.

“The percentage of people who lie to potential employers is substantial” (Tomassi), and who can blame them? Employers intimidate us in ways that slightly encourage us to shade the truth. In fact, “40 [percent] of all resumes aren’t altogether aboveboard” (Tomassi). Given the circumstances of seeking for a job in a highly-competitive market, it is understandable that one of the ways people influence their resumes is by lying. “Omission is one of the most common forms of lying in the workplace” (Goman) because people want to avoid discrimination. Let’s consider Joanne Rowling. Most of us know her as J.K. Rowling. She omitted her name with the intention of misleading the reader of her sex. “Joanne Rowling had somehow gotten the idea that books by women were not as widely read or taken seriously as books by men—or that boys shy from reading female authors—and so had chosen to be known by her gender-neutral initials” (Prose).

As common as omission is in a resume, the same is not recommended for resumes internationally. In fact, resumes between the US and Asia differ tremendously. My father lives in Vientiane, Laos, and is the chairman of our family’s distribution company, KP Co., Ltd. During the summer, I visited him at the peak of hiring season and saw stacks of resumes on a desk. The sample resume below is a very similar template of one that I saw; instead of omitting personal details, they emphasize them. Click the photo below for a closer look.

International resume
(Image: “English Teacher Resume Review.” 2014. Web. Courtesy of An’nisa Khairani Haningsih on All Docs)

“Different countries expect and require certain information to be present on resumes, and therefore it is critical that your new resume meets the unique requirements of that country” (Redelman). Thus, resume-writing conventions need to adapt to their current marketplace whether it is an entirely different culture or within different domestic fields of study. It is important because the standard “one-size-fits-all” template is no longer enough to capture everyone’s attention. The field in which you apply influences the multimodal tools in your resume. For example, the following resume emphasizes the applicant’s talent in graphic design. Obviously, this would be an inappropriate template for legal professions.

Graphic designer resume
(Image: “Graphic designer resume sample.” 2014. Web. Courtesy of Vizual Resume.)


Between the two resume examples, there are differences in the contents. The second resume does not include a self-photograph or personal details that risk discrimination; though, both applicants could have lied by embellishing their experiences. This raises the question: how do we know that our competitors will not be lying in the same way that we are? “[We are] lied to from 10 to 200 times per day” (Firestone), so there is a great possibility that people are more likely to stretch or bend the truth on their resumes. After all, it becomes a cutthroat atmosphere when people are after the same job. However, I do believe that we have a moral obligation to our employers by telling them truthful experiences and giving them valid credentials so as not to waste their time interviewing us, or further, investing time and money to train us for our jobs. I think that the reason for interviewing someone is not only to get to know the applicant, but also to cross-examine the details of his/her resume. So, if you are going to embellish your experiences and credentials, then it is your sole responsibility to defend your claims.

While there are similarities between what U.S. and international applicants will do to make their resumes standout, there are differences in addition to the unique resume requirements of each country. When a U.S. citizen seeks for a job abroad, or when an international applicant seeks for a job in the U.S., there will be dilemmas that could prevent each from getting a job. For example, one trying to understand and adhere to the laws of that country and risking law violations on behalf of the business. I think that in whichever country you are, you should follow their rules. This applies to U.S. and international corporations and employees.

Another issue is language barriers that lead to miscommunication. What if a word or phrase in your resume means something entirely different in another country? It could offend the employer, or you may even have lied about your credentials unknowingly. Would you consider this lying?

Whether we think of ourselves as liars or not, “we certainly shade the truth to make it fit more comfortably into our lives—to keep it from disrupting anything from our careers to our relationships to our afternoons” (Firestone).


Sources Cited


Firestone, Lisa. “Shades of Truth: The Many Ways We Lie.” Huffingtonpost. Web. 5 Sep. 2014 <>.

Goman, Carol Kinsey. “The 10 Most Common Workplace Lies.” Forbes. Web. 5 Sep. 2014 <>.

Prose, Francine. “How Do We Judge Books Written Under Pseudonyms?” NYTimes. Web. 5 Sep. 2014 <>.

Redelman, Gavin. “How Resumes Differ from Country to Country.” Expatarrivals. Web. 5 Sep. 2014 <>.

Tomassi, Kate DuBose. “Most Common Resume Lies.” Forbes. Web. 5 Sep. 2014 <>.

Can you get away with lying?


Studies have shown that lying on a resume is fairly common. Websites such as, provide background checks, and have discovered that 34% of applicants lie on their resumes. According to, the most common lies involve: education, employment dates, job titles, and technical skills. In a market where a large percentage of applicants is lying on their resume, how does an applicant stand out? Maybe an applicant has no choice but to lie.

Certain lies may be more acceptable than others. Lying in a minor way such as leaving out certain information is the smart thing to do in many circumstances. For example, if you were a leader for a religious organization and your potential employer is a non-religious company, you may want to omit your involvement. While I support omitting certain information, I do not believe lying about education or skills is acceptable. Employers are looking for candidates with certain experiences and skills, but when they hire employees that do not meet those expectations, it ends up costing the company money.

However, it’s a competitive market and you may choose to be deceitful on your resume, but will you be able to get away with it? The internet has made it incredibly easy for employers to perform background checks and very difficult to get away with lies. According to SHRM’s 2004 Reference and BAckground Checking survey, 96% of human resources professionals reported that their organization conducts a background check on every employee. If the lies on your resume do end up getting you the job, there’s a chance they will be exposed at some point in your career. Is “embellishing” a resume worth the consequences?


Purdy, Charles. “Biggest Resume Lies and How Job Seekers Get Caught.” N.p., n.d. Web. 05 Sept. 2014.

Vaas, Lisa. “Lying on Your Resume: How Far to Stretch the Truth.” Lying on Your Resume: How Far to Stretch the Truth. N.p., n.d. Web. 05 Sept. 2014.

Blog # 2: The Ethics of Resume Writing

Although one might tend to think of the resume as a relatively stable genre of business communication, research shows resume writing practices–like all communication practices–are influenced by a variety of contextual factors.

This resume departs substantially from a conventional format that emphasizes text and narrative, in favor of a more visual presentation of information. Considering that it appears to be targeting to graphic design professionals, however, that departure from the norm is possibly a strategically effective one. (Image “Resume Infographics” used courtesy of a CC license by Bart Claeys on Flickr)
For example, discrimination on the basis of race, gender, religion, national origin, disability, and age are all illegal in the U.S. pursuant to federal law. Employers are, therefore, prohibited from requiring disclosure of such information on a job seeker’s resume or application. In addition, job applicants themselves may go to great lengths to avoid voluntarily disclosing any of these traits to potential employers. Because of the history of discrimination in the U.S. against people of color, women, religious and ethnic minorities, immigrants, older applicants, and the disabled, many applicants feel–with some justification–that intentional and unintentional discrimination still persists in hiring practices in spite of the law. Thus, for instance, research shows minority applicants might use a relative’s address instead of their own in order to avoid an employer’s potentially negative views of a “racially identifiable” neighborhood, or they may omit “affiliations with organizations known for pursuing social and civil rights goals because those could hint at activism and undermine the team-player image of predominately white corporations” (Davis, Muir 41).

In contrast, in China a different set of cultural variables has given rise to a very different set of resume writing practices. Thus, as recently as 2011, Chinese job applicants regularly included “detailed personal information, including gender, date of birth, hukou, and more” in their resumes. Research also confirmed a rising trend among applicants to include a photograph in their resumes or applications, as well as a “self-evaluation section which deviates from the traditional Chinese practice and the popular American practice.” (Li 275). Within a single culture, the resume form can vary from industry to industry or profession to profession. So, where a one or two page resume is the standard for most non-academic job applicants, for those seeking a faculty appointment at a college or university, submitting a CV (“curriculum vitae”) of five pages or more is not at all unusual.

Understanding how resume writing has evolved to fit particular contexts can be useful when one is attempting to follow suggested best practices and “target the content” of a resume to fit a particular job description (Willmer 7). While resume templates can be a helpful place to start, they should not be used as a “one size fits all” solution for what is in fact a complex rhetorical problem. Using the language of a job description to identify and describe one’s qualifications is arguably becoming even more important as non-human readers increasingly perform a screening function in corporate HR departments and in web searches of online profiles (Amare, Manning 35-36). Consequently, current textbooks often advise “students, essentially, to copy job ad language directly into the résumé as a list of keywords and also to construe their résumé as a marketing tool, where no account is given of the difference between ethical and unethical marketing strategies” (Amare, Manning 36).

As important as it may be to ensure one’s resume gets a good look from prospective employers, representing one’s accomplishments and qualifications truthfully is arguably just as important. Research suggests, however, that applicants often tend to suppress or overlook ethical considerations about truthfulness in favor of “selling” their qualifications. In a survey of 357 students to which 211 responded, Amare and Manning discovered “there is widespread acceptance of an ethically questionable use of keywording, although how many students actually commit résumé fraud in any form is debatable.” Of the students who completed the survey, “[m]ore than 50% (n = 107) of the respondents stated that they would use keywords in their résumés to hit the robot’s eye, even if those keywords did not necessarily reflect their actual job skills and experience.” Amare and Manning go on to cite additional evidence suggesting the incidence of fraud may actually be much higher, including one 1996 study that found 95% of recent graduates were willing to engage in at least one factually false statement in order to get a job, and 41 per cent had already done so” (41).

Posting: Group 2

Commenting: Group 1

Categories: Resume Writing, Ethics

For this blog post, consider how ethical and contextual considerations should influence your self-representation in a resume or job application. You could take a position on what obligations an applicant owes to a prospective employer and to the other applicants against whom she may be competing. You could offer an argument about how resume writing conventions need to adapt to conditions in the current marketplace, or discuss how and why resume or job application conventions that are normal in one professional context–the performing arts, for example–might be inappropriate in another professional context–such as the law. You might also discuss issues relevant to U.S. citizens seeking jobs abroad, or to international applicants seeking jobs in the U.S. Consider the questions below (or similar ones you create) as starting places as you craft your post:

  • Given the current highly competitive job market, is it OK to “bend” or “stretch” the truth, if you know you will do a good job, even if you lack the requisite experience or credential?
  • Who is harmed in a situation where an applicant lies to get a job, but nevertheless turns out to be a great employee?
  • Is it dishonest for a woman to use her initials or a nickname and omit other markers of gender in order to avoid discrimination on account of her sex?
  • Do employers have a responsibility to verify an applicant’s qualifications or credentials before inviting her to interview, or should the applicant bear the sole responsibility for ensuring her resume accurately reflects her qualifications and experience?
  • Is it fair for U.S. employers to apply U.S. standards and conventions when evaluating international job applicants?
  • Is it fair for international employers to apply their own local standards and conventions when evaluating job applicants from the U.S.?
  • Should international corporations doing business in the U.S. be required to adhere to U.S. non-discrimination policies when hiring international workers who will be staffing offices, warehouses, or manufacturing facilities located in the U.S.? What about when they’re hiring U.S. workers who will be staffing offices, warehouses, or manufacturing facilities located outside the U.S.?

In your Blog #2 post, you need to take a focused position about the role ethics and context should play in your technical communication process rather than taking a scattered approach (which would happen if you simply wrote a few sentences in response to each question). Please carefully read and follow the guidelines and posting information for this blog. You can quote from additional articles you read as support for your position. You should include specific workplace examples to further support your argument. Make sure to document your sources.

Sources Cited

Amare, N., & Manning, A. (2009). WRITING FOR THE ROBOT: HOW EMPLOYER SEARCH TOOLS HAVE INFLUENCED RÉSUMÉ RHETORIC AND ETHICS. Business Communication Quarterly, 72(1), 35-60.

Davis, B. D., & Muir, C. (2003). Resume Writing and the Minority Student. Business Communication Quarterly, 66(3), 39-51.

Li, X. (2011). A Genre in the Making—A Grounded Theory Explanation of the Cultural Factors in Current Resume Writing in China. IEEE Transactions On Professional Communication, 54(3), 263-278. doi:10.1109/TPC.2011.2163354.

Willmer, D. (2009). Writing a Resume That Stands Out. Certification Magazine, 11(9), 7.


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