Re: Contract Length

[eric -dot- dunn -at- ca -dot- transport -dot- bombardier -dot- com]

James Barrow wrote on 09/15/2004 09:44:13 AM:
> I'm not quite sure what to do about this.  I do not
> want to omit these short contracts from my resume,
> as that would leave a three month gap in time.  Any
> suggestions?

> - Jim

Why use a time based resume? Employers should be more interested in your 
capabilities and experience than your time accounting skills. If you take 
a 3 month vacation, do you have to list that to justify 'gaps' in 
employment history?

Seems awfully similar to the other thread on resumes. Change your format 
and prioritise skills, projects, training, and interests based on the 
position you are applying for. If you want to list all contracts and 
positions, why not just show length of employment and not date ranges? But 
that doesn't help with the ignorant recruiter.

Personally, if a recruiter was hesitant about time 'gaps' in employment 
history or short contract lengths, I'd become VERY unpleasant with them. 
Indeed, if they were insinuating or implying I was fired or my performance 
was sub-par I'd call a contact at the company that contracted me and put 
the recruiter on the spot and insist they ask about my performance. If 
they can't trust me, why should I trust them? I'd go so far as to put them 
under pressure to explain why they lack the competency to sell a candidate 
based on their skills and question their reasoning and logic.

Heck, if they have a computer in front of them during the interview and 
they questioned the legitimacy of a 4-6 week contract I'd have them go to 
monster and dice right then and there. Then I'd ask how long they've been 
in the business and why they're so out of touch with the reality of 
current employment trends and practices. Once again, you have to sell 
yourself to them so that they take you on as a candidate but by the same 
token they have to sell themselves to you so that you will trust them to 
sell your services. All business relationships go better when both parties 
are clear about their responsibilities and expectations.

Keep it civil enough that you remain polite and don't burn any bridges. 
But, make it clear you're a professional that knows your job and deserves 
respect.

Sending a "told you so" note after the meeting is NOT going to get you 
acknowledged. Firstly, few respond mea culpa unless confronted. Secondly, 
it sounds like grovelling to me and seems to show desperation. If they 
wanted someone desperate, they'd have lowballed you already. Otherwise, 
desperation just reinforces their suspicions about your work history.

Eric L. Dunn
Senior Technical Writer

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