In what cases are the reasons for voluntary dismissal important? ✔ List of necessary conditions for dismissal on your own. Reason for dismissal in resume. What to write in the “Reason for dismissal” column

Why you quit your previous job - enough frequently asked question from employers. The list of examples of real reasons for dismissal from a previous job includes: at the initiative of the employer, due to at will, due to conscription into the army, part-time. Leaving a place of service is carried out in accordance with the requirements specified in the Labor Code of the Russian Federation.

The Labor Code of the Russian Federation also provides for further employment for citizens. Great chance The applicant who wrote the details of his dismissal in his resume will be able to get a new job.

Examples of reasons for leaving a job for a resume

The reasons for leaving a previous job for a resume do not suppress the initiative to look for new vacancies. Most often, companies offer to fill out a questionnaire or resume, where the applicant answers questions of different nature. If the questionnaire is concise, the future employee only needs to write his personal information. In the detailed questionnaire, in addition to information about yourself, you need to indicate the reason for leaving the service.

A recruiter is less likely to invite for an interview a person who uses examples without specifics: low level wages, for family reasons, on one’s own initiative, layoffs, unsuitable team. You need to answer the questions in your resume in a detailed form. Examples of specific reasons for leaving a previous job for a resume:

• There is no opportunity to develop in a specialty. No career growth;
• Knowledge, ideas and proposals were not approved by management. A misunderstanding arose that became difficult to work with;
• The previous place of service took up all the time and effort that was not enough for advanced training;
• Mass layoffs, staff reductions, department closures. The company provided dubious chances for further development of production.

In the list of examples of leaving a position for a resume, the applicant can indicate a desire to develop in another field. Reasons such as: the opportunity to try yourself in a different direction or the desire to use skills, abilities and experience to become a generalist professional will be appropriate.

If leaving a position was a scandal, there is no need to indicate this on your resume. It's better to wait until the interview and talk to the recruiter directly. It is also unacceptable to provide examples of reasons, such as: a difficult work schedule, the inability to work with unpleasant people, regular attendance at courses, a crisis situation in the country, and the like.

Such resume examples leave only a negative impression on the candidate and, to a lesser extent, give him a chance to get the coveted position.

Reasons for dismissal from work at the initiative of the employer

According to Articles 71 and 81 of the Labor Code of the Russian Federation, the employer has the right to dismiss the employee and terminate the employment contract with him. Examples of reasons for dismissal from office under Article 81 Labor Code RF include:

• The employee is guilty of committing unacceptable acts: immoral acts, theft, fraud, failure to fulfill job duties, in accordance with the Labor Code of the Russian Federation;
• Due to unsuitable personal qualities of the employee. Only if there are grounds and the rules for dismissal are followed;
• Article 71 of the Labor Code of the Russian Federation states: an employee may be expelled due to failure to pass the test;
• An employer has the right to dismiss a specialist if he fails to show up for work without a good reason. As a result of absenteeism - paragraph 6 of Article 81 of the Labor Code of the Russian Federation;
• The employee is absent from the workplace for a long period of time.

Before writing an application for employee contributions, you need to make sure the real reason truancy.

Dismissal from a part-time job

Part-time worker - an employee who, in addition to the main volume of work, performs additional tasks. The signing of a document on his expulsion is done on a general basis, taking into account the reasons specified in the Labor Code of the Russian Federation. Part-time layoffs are notified one month in advance. During this period, the employer must offer other vacancies to the employee.

If the proposed options are not suitable, the employee is dismissed on the basis of staff reduction. The part-time worker is paid severance pay in the amount of his salary. The payment is made within two months until the employee finds a vacant position.

According to the Labor Code of the Russian Federation, pregnant women, the only breadwinners in the family, people who are on vacation, on sick leave and mothers who care for children cannot be laid off from part-time jobs.

Dismissal from work at one's own request Labor Code

In accordance with Article 80 of the Labor Code of the Russian Federation, it is necessary to notify the employer of leaving at your own request no earlier than two weeks in advance. The employee may not say which initiative worked for his decision to leave. To be expelled, you just need to write an application and submit it to the personnel department. Two weeks in advance, the employee has the right to take the document back if the desire to leave the position has ceased. In turn, the boss, according to the legislation of the Russian Federation, should not oppose the intention of his ward.

After notifying you of your departure, you must work for another two weeks. During this time, the boss will be able to find a replacement for the person leaving, and the employee will finally be convinced of the correctness of the decision.

The final departure of an employee on his own initiative is accompanied by a dismissal order, filling out a work book and settlement actions. A person who quit, according to Article 140 of the Labor Code of the Russian Federation, has the right to receive wages, compensation for vacation pay, bonuses and other types of payments that are provided for by the Labor Code.

Dismissal from work due to conscription into the army

If leaving a job is due to conscription into the army, the employer must:

• Terminate the employment contract in form T-8;
• Make a note in the order book about the employee’s resignation;
• Inform the former employee about the order. The familiarization ends with the signature of the resigning party;
• In accordance with Articles 140 and 178 of the Labor Code of the Russian Federation, wages and compensation for unused vacation pay are calculated;
• The work book is filled out, which the employee receives on the day of departure;
• Within two weeks, the boss must notify the military commissariat about the departure of a colleague.

The reason for dismissal from work due to conscription into the army does not guarantee that the position will be secured for the employee. Only after filling out a questionnaire, drawing up a new resume, and passing an interview can you return to your previous place of work. There are no reliable facts that a former employee will be taken into the army upon completion of his service.

Reasons for dismissal without work

In cases of urgent resignation from work, you can receive a document notification of dismissal without a two-week period of work. The list of reasons includes:

• Retirement. Regardless: retirement on time or the decision to resign from the position of a person who is already retired;
• Initiated care;
• Care in connection with the relocation of a spouse to another city or country;
• Failure to comply with the conditions specified in the Labor Code by the employer;
• Enrollment for studies.

If the terms of employment comply with the clauses of the Labor Code, there is no reason to leave work, move to another department, or come up with reasons for dismissal in your resume: on your own initiative, in connection with conscription into the army, part-time employment, or the employer’s desire. Find workplace It’s not easy, so it’s good when the conditions of the employee and the employer coincide.

Whatever job you are looking for - a psychologist in a kindergarten or a sales director, during the interview you will almost certainly be asked why you parted ways with your previous employer.

Obviously, when answering this sensitive question, it is important to demonstrate your strengths and produce positive impression to the recruiter. But how to do that? Read the tips.

Professionalism, motivation, character...
Many job seekers tend to view interviews as a minefield: tense atmosphere, tricky questions. We advise you not to perceive the HR manager as an enemy, because the HR specialist acts in your common interests, however, it is better to think through the answer to the question about the reasons for leaving your previous job in advance. This moment is one of the key ones during the interview. Based on your answer, the recruiter will judge your character traits, your motivation, and professionalism.

How to show yourself with the best side without deceiving the employer? When answering such a question, experts advise not to focus on the disadvantages of your previous job, but to focus on what you plan to do in the future. “I would like to develop in the field of direct sales, but my previous place of work did not give me such an opportunity, since I had to spend most of my time working with documents,” - this answer is much better than, for example, the phrase: “I I sat all day long over papers, but my bosses didn’t appreciate it.”

Let's leave criticism
When thinking about your answer to the question about the reasons for leaving your previous job, remember three simple rules. First: you cannot criticize your former boss or complain about your colleagues. IN otherwise it is very likely that the recruiter will think that you are one of those breed of people who are always dissatisfied with everyone except themselves. Naturally, no one will want to hire such a candidate - what if in the new place he sees his boss as an enemy, and his colleagues as envious people?

Be generous: do not criticize your former boss behind the scenes, especially since this will not bring any benefit to your career. It is better to remain silent about the shortcomings of your colleagues and boss, focusing on the content of the work and what you would really like to do. Instead of talking about “unprofessional colleagues” who “don’t know how to work themselves and don’t let others do it,” say diplomatically: “I am grateful to my former bosses and team, because I learned a lot from them. But now I would like to move on and grow professionally. This turned out to be impossible in our small company, so I’m looking for a job in a large company.” Such an answer will demonstrate to the recruiter that you are a non-conflict person with high internal motivation for work.

An exception to this rule may be a situation where the candidate worked, for example, in a budget organization, that is, where he could not influence his level of income through negotiations with his superiors. “I got a job as a nurse in kindergarten, where my son goes to spend more time with the child. But I soon realized that with such a salary I would have to deny myself a lot,” this explanation from the lips of an applicant applying for the position of a nurse in a commercial clinic sounds quite reasonable.

Ghost of crisis
Rule three: be careful with phrases like: “I was fired due to the crisis,” “The company was downsizing and I lost my job.” Personnel officers understand perfectly well that good specialists companies are in no hurry to part ways even in difficult times, and even more so now, when we are talking about the crisis itself. And staff optimization is unlikely to directly affect a valuable employee.

If this actually happened to you, try to explain to the potential employer why the reduction affected your position specifically. “Economic conditions were such that our small company I had to save on everything. Among other things, they decided to sacrifice the event manager, since the budget for seminars and conferences was reduced to a minimum. The circumstances turned out to be stronger, but I am grateful to my former colleagues for the experience,” this kind of explanation will suit the most picky recruiter. If the company's owner has changed, after which new director I decided to change the entire team; it will be even easier to explain the situation to the hiring manager.

When preparing for an interview, keep in mind that an experienced recruiter is likely to, while a calm and sincere answer, on the contrary, can endear you to your interlocutor. Be honest, but stick to the rules we've outlined, and remember: diplomacy can work wonders.

Among the main reasons for terminating the employment relationship between an employee and an employer, there are both objective and subjective ones. Objective, specified in the norms of the current labor legislation, as general legal grounds. Subjective reasons for dismissal relate, rather, to interpersonal relationships, which were formed in the process of work between an employee and his colleagues, or between him and his immediate superiors. In addition, the employee may want to change his qualifications, place of residence, etc.

But the law gives us clear instructions about the legal grounds for termination employment contract. And, regardless of personal issues, when dismissing, you should choose the wording for the reason for dismissal, in accordance with the Labor Code. There are both reasons to fire a negligent employee from the company where he works, and the employee’s desire to leave his position. Let's consider the legal grounds for dismissal.

Termination of employment relationship

In accordance with the provisions of the law regulating labor relations, they cease to apply in the following cases:

• at the employee’s request, to resign from his position;
• upon initiation of dismissal by the employer;
• upon reaching an agreement between the employee and the enterprise on the end of joint work;
• if a temporary fixed-term employment contract was concluded between the parties, and its term came to an end, and neither party expressed a desire to continue it, supporting this with appropriate action;
• when completing the procedure for transferring an employee to another employer at his request or consent;
• transfer of an employee to an elected position;
• if the employee refuses to continue the contract, in the event of a change in the form of ownership of the organization, or the form of management, owner of the property;
• when changing the terms of the contract with which the subordinate does not agree;
• reasons for employee dismissal medical indications– if there is a medical prohibition on continuing to work in a given position, but the employer simply cannot offer another suitable one, or the employee himself refused the proposed position;
• in case of a change in the location of the enterprise due to a move to another area, which the specialist refused;
• there are circumstances that do not depend in any way on the will of the parties (and we will consider them below);
• in case of violation of labor legislation at the stage of concluding labor relations, if such violations exclude the possibility of further cooperation.

At the same time, in addition to the main reasons for dismissal, there are also special ones regulated by laws and regulations. For example, legal regulation dismissal of judges and prosecutors, civil servants, and military personnel is carried out by special laws that apply only to them. Now let's look at the main reasons in more detail.

Dismissal at your own request

This is perhaps the simplest and favorite formulation for personnel officers. And such a dismissal is easier to process and you need to collect fewer documents. And no one will challenge such a dismissal. Often, this very reason for dismissal is an incentive for the employer to “put pressure” on the subordinate so that he himself writes a statement, threatening dismissal under the article or other negative consequences for the last one. Lawyers advise not to follow the lead, despite such threats, and to remain at your place of work, because such an employee will not receive either compensation or severance pay upon dismissal, and it is not always possible to find a new job right away.

If the desire to leave is valid and motivated, the employee needs to submit a statement of his intention to leave the company. You just need to notify about this two weeks before the fact of dismissal. Failure to comply with this requirement most often results in negative consequences for the employee, because he may be fired under the article for absenteeism in the event of unauthorized departure from the workplace.

Sometimes it is allowed to terminate an employment relationship without a mandatory fourteen-day work period, but there must be good reasons for this. So, let’s look at what good reasons exist for voluntary dismissal, in the event of which urgent dismissal is permitted:

1. illness of a close relative or child who requires care;
2. husband or wife is sent to long business trip outside the city (country), or even for a permanent job;
3. upon admission to study;
4. upon retirement.

Some employers take into account not only these reasons, but by agreement, they may allow dismissal on the date that the employee indicates in his application. By the way, it is necessary to refer to the valid reasons for early dismissal in the application, and not just verbally.

When dismissal occurs at the initiative of the employer

An enterprise has the right to part with its employee, against his will, only in those cases specified in the Labor Code of the Russian Federation. There are the following reasons for the dismissal of employees at the initiative of the company, enterprise or organization where they work:

• The employee did not pass the probationary period, or the results of such a test seemed unsatisfactory to the management of the enterprise;
• If the employer ceases its business activities (liquidation);
• If a decision is made to reduce the staff of an organization, which is ordered by the competent management body of the legal entity;
• Based on the results of unsatisfactorily passed certification, when there are no vacancies at the enterprise corresponding to the level and qualifications of this specialist;
• The employment relationship with the manager or chief accountant is terminated when the owner of the company changes;
• In case of numerous violations of labor discipline and work ethics, if the employee already has disciplinary penalties outstanding;
• If the employee was absent from the workplace for more than four hours in a row, which is qualified by law as absenteeism;
• For distrust of an employee who committed guilty actions that resulted in the loss of the company’s commodity and monetary assets (as a rule, these are reasons for the dismissal of sellers);
• When appearing or staying at work while intoxicated;
• When a criminal act is committed at the enterprise, for example, theft, embezzlement, which will be established and confirmed by a decision of the competent authorities;
• In the event of a gross violation of labor safety rules and regulations, when this entailed or could entail grave consequences for other employees of the company or loss or destruction of the organization’s property;
• When disclosing a trade secret and/or personal data of another employee;
• If the manager or Chief Accountant committed an action or made an unjustified decision that caused damage to the enterprise, its property and material losses.

There are other valid reasons for the dismissal of an employee who occupies a key position in the organization, for example, a single gross violation of his labor functions by a manager or his deputy is enough to terminate a contract with him.

Circumstances that do not depend on the will of the parties

The Labor Code specifies the reasons why an employment contract with an employee is terminated either at the initiative of the employer or the employee. Such circumstances are called independent of the will of the parties:

1. When an illegally dismissed employee is reinstated to his previous position, as a rule, by a court decision;
2. In case of conscription into the army or alternative service;
3. When an employee holds an elected position and has not been elected for a new term;
4. When there is a court verdict against a subordinate, which excludes the possibility of further working at the enterprise;
5. In case of complete loss of ability to work, which is confirmed by a medical reasoned conclusion;
6. Death of an employee;
7. In the event of emergency circumstances recognized as such by the Government of the Russian Federation;
8. When applying an administrative penalty to an employee related to a ban on holding a certain position, including disqualification;
9. Termination of a license or special permit for the implementation of certain labor functions, which is issued by an authorized government body;
10. In case of cancellation of the court decision by which the employee was reinstated in his position.

In accordance with Art. 83 of the Code, such reasons for dismissing an employee are not considered the will of the employer, and therefore, adhere to a special procedure, which consists of advance information and such formalities are not necessary.

Other cases and reasons for an employee leaving his position

I would especially like to note the dismissal in the order of transfer. This formulation of termination of an employment contract is not very common, since a subordinate, who has found a more attractive place of work for him, first resigns of his own free will, and only then gets a new job. When transferring, there are many advantages for the employee himself. Firstly, time is saved for the formalities of terminating an employment contract with a previous employer and concluding a new one. Secondly, there is no two-week work period at the previous place of work and a probationary period at the new one.

The reasons for the dismissal of an employee who does not want to move with the employer to another location can be characterized as the employee’s desire to quit. But it's not that simple. If he simply writes a statement and then stops working in the organization, benefits at the employment center will not apply to him. And with this wording of dismissal, it is much easier to get a new job than to explain every time why you wanted to leave your previous job.

The applicant’s resume is the first stage of the competitive selection to fill a vacant position in the company, therefore it is necessary to pay attention to the preparation of the resume Special attention. The applicant must know what is being searched new job and the employer's resume will be his business card, therefore, he needs to provide all the information about himself as truthfully and succinctly as possible, so that the company’s HR manager selects him from the whole variety of resumes and specialists and invites him for an interview.

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What to write in your resume

To successfully pass the first stage of selection, namely the resume competition, you need to publish a personal resume on job portals, in which you must show and prove your professionalism and the required level of competence.

Key aspects that must be disclosed in your resume:

• personal information about yourself (age, Family status, place of residence);
• level of education indicating all educational institutions, retraining and advanced training courses that you have ever completed;
• professional skills and unique profile competencies;
• entire work experience labor activity;
• successes and achievements in previous places of work;
• reasons for dismissal and recommendations of former managers.

Compliance with all the rules and aspects when drawing up a resume will allow the company's recruiter to receive full information about you as an individual and a specialist in order to draw initial conclusions that will subsequently directly affect the course of the interview and your final assessment.

The reasons for leaving a job are perhaps one of the most personal and sensitive questions for job seekers, and as practice shows: not every candidate is ready to provide truly truthful information about the reasons for dismissal and relationships in previous companies. Usually, when writing a resume, they either completely ignore this point, leaving the information field empty, or provide false information, which can subsequently be refuted by the previous employer.

Mistakes while writing a resume

Many applicants make mistakes when writing a resume, which, during a personal interview with a personnel manager or future manager, will give a negative description of the candidate and directly affect the outcome of the interview.

Main mistakes:

• empty and meaningless questionnaires that do not serve an informational function;
• lies, exaggeration of facts and implausible information about previous work experience;
• inappropriate business style photos;
• grammatical and punctuation errors made.

How critical is the reliability of information?

To distinguish themselves from other specialists in their professional field, people tend to exaggerate their achievements and positive personal qualities, and also keep silent about negative examples and stories in your work history, so as not to compromise yourself already at the first meetings with the employer.

To avoid such tricks, you, as a potential candidate for a vacant position, should remember that the final stage of selection is feedback from previous employers and managers; this is why they are asked to indicate recommendations and their contact information in the resume.

When discussing your candidacy, security service specialists, an HR manager or a future boss checking your profiles can easily find out all the reliable information about you, namely:

• position and period of work;
• level of self-organization and discipline;
• quality and timeliness of performance of labor duties;
• personal achievements and performance;
• relationships in the team;
• reasons for dismissal.

What you should not write about in the “Reasons for dismissal” on your resume

The reasons for leaving a job for a resume can be very different, but there are a number of reasons that you should not indicate, since they will not characterize you from the best side, first of all, as an immature and infantile person, and secondly, as a failed and a non-matured employee.

Examples of reasons for leaving a job for a resume

Conflict in the team

The work team is a particularly extensive social group, in which we regularly interact and perform our work functions. According to scientists and researchers, modern man spends almost a third of his life at the workplace, since most office professionals work a minimum of eight hours a day. That's why healthy psychological climate and partnerships between team members are the key to the success and effectiveness of a team that moves towards a common goal and works for the benefit of the entire company.

In this case, the task of a particular individual is to join and socialize in an already established team, to find mutual language with all group members and take your place. If an employee has constant conflicts with colleagues and superiors, he cannot adapt and solve these problems, and this is precisely the reason for his dismissal, which means that such an employee is not motivated enough or is not communicative enough. Such conclusions can be drawn by a future employer if he sees conflicts in the team in the reasons for dismissal.

The fact is that the personnel service is aimed at finding and employing a mature and effective specialist on an ongoing long-term basis who will bring profit to the company. And if a person was unable to get along in the previous team and take his place in the team, there is no guarantee that he will be able to do this at a new place of work and not quit in the first months of work, which, as we know, are the most difficult and stressful for a newcomer.

Refusal to increase salary or position

Refusal to increase a position or pay level is also a popular reason for leaving a job at will, which does not characterize the employee from the best side. Many employees overestimate their irreplaceability, importance and role in the company, especially young professionals who have a huge list of ambitions and desires. Such specialists tend to demand from the employer an unreasonable increase in salary, promotion to management, or the receipt of certain privileges.

Therefore, when choosing a young and ambitious employee who has already left one of his places of work due to management’s refusal to increase his status or material benefits, the employer takes a conscious risk. It is possible that after working for a very short period of time in a new company and new position, the employee will again, completely unreasonably, begin to demand a raise and, if refused, simply quit. And as a result, the company will suffer significant material and time losses that were spent on searching, attracting and adapting this employee.

Working overtime

Overtime work, as well as working on holidays and weekends can also lead to dismissal from work. But the applicant should not indicate it in his resume, since the employer must be confident in the motivation and productivity of his staff.

Force majeure situations occur in every company, important orders are received that need to be completed as quickly as possible, and in this case employees must act as one team aimed at solving the problem. Overtime work is often a forced and variable work schedule, and you, as a motivated and dedicated professional, should not project this set of circumstances as a potential problem, and especially not indicate it in the reasons for leaving.

Other unfavorable reasons for leaving a previous job, for example:

• the employee did not live up to the expectations and job functions assigned to him;
• the employer was not satisfied with the level of professional training, skills and competencies;
• the employee could not decide in a timely manner difficult situations and emerging problems;
• the employee is not sufficiently communicative and stress-resistant.

Even if your dismissal was a result of the situations described, do not rush to include them in your resume. There are more objective and acceptable reasons for dismissal that will not cause the future employer to have concerns or unnecessary questions about your candidacy, and will increase your chances of success.

As practice shows, an educated and highly qualified specialist in modern world During his long career, he changes several companies and positions, which is what ensures his broad outlook and numerous professional skills acquired in the process of work. Also, do not forget that every person is motivated and aimed at improving his material and social status, which will help him improve his standard of living, this is the main reason for changing jobs and looking for a more attractive and profitable field.

There are socially desirable answers to questions about the reasons for changing jobs that will characterize the candidate from the right, positive point of view.

There were no visible prospects for career growth in the previous company

Sometimes in organizations, circumstances develop in such a way that even with the ideal and successful work of young and educated specialists, there are no vacant positions and prospects for career advancement. This may be due to reductions in staffing levels and wages, as well as an established and mature management team that will not change in the near future. For example, these could be relatives and close friends of the business owner or CEO, as well as careerists who are ready to devote all their time to work and regularly ensure high performance indicators.

Expanding the scope of knowledge or changing activities

Achievement high level qualifications and a wide area of ​​knowledge can be an important reason for changing jobs for a young specialist who wants to gain additional knowledge and acquire new skills in his professional field. Not every manager is willing to delegate authority, provide additional work or training to their employees, so this can be a significant factor in a future job change.

Reduction in personnel numbers as a consequence of the crisis

Massive reductions in the number of employees of an enterprise can become one of the reasons for dismissal from work on the initiative of the employer, which does not directly depend on the employee and does not give him a negative assessment.

Such a combination of circumstances in the organization and in general economic reality does not depend in any way on a specific employee or even on the employer, so you can safely indicate such a reason in your resume, but only if it is true and can be confirmed by the former manager mentioned in the recommendations .

Some tips for candidates and their future employers

The applicant worked for 1 month

Short-term employment relationships and regular job changes are the first call indicating the unreliability and uncertainty of the future employee. If during his career there were several such short periods of work, and the employee cannot objectively explain the reasons for frequent job changes, then this directly indicates that he has not yet fully decided on his future field of activity and position. Either he has excessive demands on a potential employer, or he is simply not motivated enough and is focused on a long-term employment relationship. By hiring such a specialist, the HR manager risks getting a very problematic and unstable employee for a short-term period.

You can track your work experience and its frequency in two accessible ways:

• check the candidate’s work record;
• collect reviews and recommendations from previous employers.

There can be many reasons for dismissal, they can be caused by external factors, the working atmosphere and the economy of the industry as a whole, or may be determined by the internal personal factors of the individual. Be that as it may, there are objective reasons for dismissal, which can characterize the employee in different ways, namely, with positive and with negative side, which will subsequently have a decisive influence on the final assessment by the HR specialist or the head of the department in which the future employee is planned to work.

In this case, you, as an applicant, need not only to meaningfully and succinctly indicate all your positive personal and professional quality in your resume, but also take care of the answers you will give to questions about the reasons for leaving or frequently changing jobs. It must be remembered that the information provided in the resume must be accurate and truthful, since a future employer can easily check it. And if obvious exaggeration and deception are detected on your part in personal or professional information, you will automatically drop out of the competition for the announced vacant position, even if you initially had the necessary experience and knowledge, and therefore a chance of success.

Therefore, before compiling and editing a resume for job portals and mailing lists, you need to identify your personal and professional strengths that will set you apart from potential competitors and increase your chances of getting hired.

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