Navigating Vacation Discrepancies and Crafting a Compelling Resume: Insights from HR Expert Johnny C. Taylor Jr.
In this installment of his advice column for USA TODAY, Johnny C. Taylor Jr., president and CEO of the Society for Human Resource Management (SHRM), addresses pressing human resources questions submitted by readers. Taylor, a renowned HR expert and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval," offers practical guidance on navigating workplace challenges, fostering fairness, and optimizing career prospects. This week, he tackles concerns surrounding inconsistent vacation allotments and resume construction, providing valuable insights for both employees and job seekers.
Addressing Vacation Inequities: Ensuring Fairness and Maintaining Morale
Sabine, a concerned employee, writes in with a legitimate question about perceived unfairness in her company’s vacation policy. She recently discovered that some colleagues with less tenure than her receive more vacation time, despite this not being explicitly outlined in the company’s official policy. This disparity raises concerns about consistency, fairness, and potential preferential treatment.
Taylor acknowledges Sabine’s valid concern, emphasizing that fairness in vacation policies is not merely a matter of legal compliance but a crucial element in building trust and maintaining positive employee morale. He highlights that workplace policies should be applied consistently to cultivate a sense of equity and prevent resentment among employees.
While many organizations adhere to standardized vacation policies based on tenure or position, Taylor points out that exceptions and variations can occur. He explains that additional time off may be granted due to negotiations during the hiring process, specific role responsibilities that demand extra flexibility, or strategic retention efforts aimed at keeping valuable employees.
To address Sabine’s concerns, Taylor recommends a proactive approach involving investigation and open communication. First, he advises a thorough review of the company’s official vacation policy. Sabine should carefully examine the document to identify any provisions that allow for flexibility in awarding additional time off. Specifically, she should determine whether the policy strictly adheres to a standard allotment based on tenure or if it acknowledges potential exceptions.
If the policy clearly states a standard allotment without mentioning any potential deviations, it strengthens Sabine’s case and underscores the perceived inconsistency. Conversely, if the policy includes language allowing for discretionary vacation time, it provides a framework for understanding the existing disparities.
Next, Taylor emphasizes the importance of engaging in a constructive conversation with the HR department or Sabine’s direct manager. He suggests framing the conversation with curiosity and a genuine desire to understand the rationale behind the vacation allotments, rather than approaching it with accusatory language.
Taylor proposes a few key questions that Sabine can ask:
- "How is vacation time determined within the company?"
- "Are there factors beyond tenure that influence vacation allotments?"
- "Are there opportunities to negotiate additional time off based on performance or contributions?"
By asking these questions, Sabine can gather valuable information about the company’s decision-making process and gain a clearer understanding of the factors contributing to the discrepancies she observed. It may reveal legitimate reasons for the variations, such as individually negotiated benefits or targeted retention strategies.
However, if the responses indicate inconsistent or unfair distribution of vacation time based on similar roles and tenure, Sabine has a legitimate basis to advocate for an adjustment to her own vacation benefits. Taylor emphasizes that approaching the conversation with respect and a willingness to understand the company’s perspective will significantly increase the chances of a positive outcome.
Ultimately, regardless of the outcome, understanding the company’s approach to vacation time empowers Sabine to make informed decisions about her future with the organization. It provides her with valuable insights into the company’s culture, values, and commitment to employee well-being.
Crafting a Compelling Resume: Highlighting Relevance and Maximizing Impact
In a separate query, Ezra seeks guidance on crafting an effective resume that showcases his qualifications and enhances his chances of securing a desired position. He specifically asks whether he should include all of his previous jobs, including those unrelated to his desired industry and a brief stint that he left shortly after starting.
Taylor addresses Ezra’s concerns by emphasizing that a resume should be a strategic marketing document, carefully curated to highlight the most relevant experiences and skills, rather than an exhaustive list of every job ever held. He stresses the importance of tailoring the resume to each specific job application, ensuring that the content directly aligns with the requirements and expectations of the role.
While it may be tempting to include every employment experience, Taylor advises against it if the information does not add value to the application. He acknowledges that unrelated jobs may be worth including if they demonstrate transferable skills, such as leadership, customer service, or problem-solving. These skills are valuable across various industries and can showcase an individual’s versatility and adaptability.
However, if a particular job does not contribute meaningfully to the application or highlight relevant skills, it is generally best to exclude it. This is especially true for short-term roles that the individual left almost immediately.
Taylor explains that including a brief stint could raise more questions than it answers, particularly if it does not contribute to the overall qualifications for the role. Employers may wonder why the individual left so quickly or perceive a lack of commitment. In such cases, it is usually better to omit the experience, unless it filled a significant employment gap or provided essential skills that are directly relevant to the desired position.
Taylor reiterates that a tailored resume is significantly more effective than a generic one. He encourages Ezra to focus on showcasing the experiences, skills, and achievements that directly align with the specific job he is applying for. By highlighting the most relevant qualifications, Ezra can position himself as the ideal candidate and increase his chances of securing an interview.
Furthermore, Taylor advises Ezra to ensure that his LinkedIn profile reflects a consistent and professional work history, regardless of whether it is more comprehensive than his resume. LinkedIn provides an opportunity to showcase a broader range of experiences and skills, while the resume remains a targeted document tailored to specific job applications.
Ultimately, Taylor emphasizes that Ezra’s resume should position him as the best candidate for the job. He encourages intentionality in the selection of information, ensuring that every role listed strengthens the application and helps him stand out from the competition. By focusing on relevance, showcasing transferable skills, and crafting a compelling narrative, Ezra can create a resume that effectively communicates his value proposition to potential employers.
