<![CDATA[employee tips - Gordon Law Group, LLP]]> https://www.gordonllp.com/blog/tags/employee-tips/ Tue, 21 Apr 2026 06:45:00 GMT en-us <![CDATA[The Best and Worst Resume Phrases to Use]]> https://www.gordonllp.com/blog/best-and-worst-phrases-for-a-resume/ https://www.gordonllp.com/blog/best-and-worst-phrases-for-a-resume/ Fri, 14 Mar 2014 00:46:42 GMT A new CareerBuilder survey asked 2,201 hiring managers and HR professionals to identify the best and worst resume terms.  Here’s what they found: The Worst The following terms were selected as uninviting resume terms: The Best However, employers also identified several key terms and strong verbs that hiring managers look for in resumes: The survey…

]]> A new CareerBuilder survey asked 2,201 hiring managers and HR professionals to identify the best and worst resume terms.  Here’s what they found:

The Worst

The following terms were selected as uninviting resume terms:

  1. Best of breed: 38 percent
  2. Go-getter: 27 percent
  3. Think outside of the box: 26 percent
  4. Synergy: 22 percent
  5. Go-to person: 22 percent
  6. Thought leadership: 16 percent
  7. Value add: 16 percent
  8. Results-driven: 16 percent
  9. Team player: 15 percent
  10. Bottom-line: 14 percent
  11. Hard worker: 13 percent
  12. Strategic thinker: 12 percent
  13. Dynamic: 12 percent
  14. Self-motivated: 12 percent
  15. Detail-oriented: 11 percent
  16. 16. Proactively: 11 percent
  17. 17. Track record: 10 percent

The Best

However, employers also identified several key terms and strong verbs that hiring managers look for in resumes:

  1. Achieved: 52 percent
  2. Improved: 48 percent
  3. Trained/Mentored: 47 percent
  4. Managed: 44 percent
  5. Created: 43 percent
  6. Resolved: 40 percent
  7. Volunteered: 35 percent
  8. Influenced: 29 percent
  9. Increased/Decreased: 28 percent
  10. Ideas: 27 percent
  11. Negotiated: 25 percent
  12. Launched: 24 percent
  13. Revenue/Profits: 23 percent
  14. Under budget: 16 percent
  15. Won: 13 percent

The survey also noted that because hiring managers spend a minuscule amount of time looking at a resume, these key terms, for better or worse, will shape their all-important first impression of the candidate.

So, if you’re searching for a new job, take these tips in mind when building your resume.

]]> <![CDATA[Employee Tip: Employers Are Googling You and You Should, Too]]> https://www.gordonllp.com/blog/employee-tip-employers-are-googling-you-and-you-should-too/ https://www.gordonllp.com/blog/employee-tip-employers-are-googling-you-and-you-should-too/ Wed, 05 Mar 2014 01:47:54 GMT A recent survey found that 80% of employers will Google job seekers before inviting them to an interview.  Your resume and references alone are no longer enough.  Now a quick name search has become routine, and current employers are keeping tabs, too. Although not everyone will have a glowing newspaper article about them, something as…

]]> A recent survey found that 80% of employers will Google job seekers before inviting them to an interview.  Your resume and references alone are no longer enough.  Now a quick name search has become routine, and current employers are keeping tabs, too.

Although not everyone will have a glowing newspaper article about them, something as simple as a LinkedIn profile that neatly encapsulates your resume, serves to show the employer that you are professional.

But your diligence should not end there.  Careless mistakes, such as inappropriate photos on Facebook or disparaging comments on Twitter, will turn a possible job into a nightmare.

Yet, you shouldn’t work to clear out everything.  A name search that comes up empty may also prove disturbing.  Depending upon your industry, if you have no sort of online presence, it may indicate that you are out of touch. Even worse, it could show that you are hiding something.

In short, you must plan ahead.  Understand your industry, and use the internet to your advantage.

]]> <![CDATA[ISS Changes Methodology for Calculating Relative Degree of Alignment]]> https://www.gordonllp.com/blog/iss-changes-methodology-for-calculating-relative-degree-of-alignment/ https://www.gordonllp.com/blog/iss-changes-methodology-for-calculating-relative-degree-of-alignment/ Sat, 08 Feb 2014 00:47:46 GMT ISS (International Shareholder Services Inc.) has released its 2014 U.S. Policy updates, with a modification to the executive compensation section, changing the methodology of how they calculate the Relative Degree of Alignment (RDA). International Shareholder Services Inc. updated how it calculates the Relative Degree of Alignment (RDA). RDA measures CEO pay and performance against peer…

]]> ISS (International Shareholder Services Inc.) has released its 2014 U.S. Policy updates, with a modification to the executive compensation section, changing the methodology of how they calculate the Relative Degree of Alignment (RDA).

International Shareholder Services Inc. updated how it calculates the Relative Degree of Alignment (RDA). RDA measures CEO pay and performance against peer companies. The 2014 policy now compares 3-year total shareholder return (TSR) rank to 3-year total CEO pay rank within the same peer group. The update aims to make pay scoring clearer and more stable.

Old vs New RDA Calculation Method

  • Old method: Used 1-year and 3-year TSR vs pay ranks, weighted 40% and 60%.
  • New method: Uses only 3-year TSR vs pay rank for a smoother, simpler score.
    The core comparison remains the same. The biggest change is removing the 1-year scoring weight.

Why This Update Matters

The update supports a growing shift toward long-term rewards. It reduces focus on short results. It encourages companies to align CEO pay with durable peer performance. Many experts say steady metrics build better investor trust. Long-term incentives also lower pay volatility. Companies that reward lasting wins show stronger governance signals.

Agreement and Effective Date

The 2014 U.S. policy changes were approved on November 21, 2013. They applied to shareholder meetings from February 1, 2014 onward. This includes proxy review, pay alignment scoring, and investor vote guidance. The rules continue to influence executive compensation debates linked to shareholder value.

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