The $1,000 Resume

I live about 5 blocks from my pharmacy which is located in a small mall (the word is an exaggeration) which has half a dozen eateries. A couple have now placed chairs and tables outside.

As I was going up the stairs to get meds that are supposed to allow me to pay taxes for an indefinite period, I saw a very attractive young woman seated at a table with her father. He was not attractive but he was very angry.

He screamed, “I paid a thousand dollars for this! You chose her. What do you think, experts on resumes just fall out of the sky?” (That may not be an exact quote…”

He took a drink of coffee. I stopped, took a business card out of my wallet, and then walked to their table. I smiled at the daughter and said to the father, “Experts don’t fall out of the sky but, sometimes, their business cards do.” I dropped the card in front of him and proceeded on my way.

I walked into the pharmacy. Got my fix – I mean – my meds, and left. I walked back to their table and the father said, “I paid a thousand dollars for this. No one is calling my daughter. What’s the problem?”

I looked at the resume. I told him I could tell him what the problem was but he had to promise not to yell. I added, “Your Italian. I’m Jewish. I know that parental screaming is in our DNA but, no screaming.” She laughed. He promised. Then she stopped laughing.

I said, “First, a US telephone number has 10 digits, not nine. That’s why using hyphens is important. You can catch these errors. Second, it’s ‘,’ not ‘’ Third, New Jersey is spelled with a capital ‘J.’ Fourth, a lot of major companies use what are called ‘Applicant Tracking Systems.’ They are computers that scan resumes into their data base. A human only sees the resume if it has the necessary keywords. Your daughter’s resume has the necessary keywords but her contact information, for what it’s worth, and the list of her skills, are all in a sidebar, in white font on a black background. Some computers can’t read that. And finally, these infographics – which the Applicant Tracking Systems won’t pick up – look nice but send the clear message that she has not accomplished enough in her career to even fill a single page.” I also pointed out some additional typos and told him that I tell my clients not to include their address, only their city and state of residence. “Do you really want strangers knowing where your daughter lives?” (That actually lowered the shade of red on his face.)

I then continued, “Remember, you promised not to scream. The reason your daughter is not getting any calls is that they either look at the resume and conclude she is sloppy and not detail-oriented or, if they use the Applicant Tracking System, they don’t know about it. That’s why she’s not getting any calls. Remember,” I reminded him, “you promised not to yell.”

He kept his promise, at least to me. He got his money refunded. And I got a new career counseling client.

Lesson for business owners: Always carry a couple of business cards in your wallet. Lesson for job seekers: Don’t pay $1,000 for a resume. There is no resume that is worth a thousand dollars. And, proofread the resume before you send it out. The more eyes, the better. And that is even true for a resume I prepare. I’m also not perfekt.


Bruce Hurwitz, the Amazon international best selling author of The 21st Century Job Search and Immigrating to Israel, is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that! A five-star rated speech writer on Fiverr, he is the host and producer of the live-interview podcast, Bruce Hurwitz Presents: MEET THE EXPERTS.  He is an honors graduate of the Hebrew University of Jerusalem from where he received is doctorate in International Relations majoring in International Law.

Job Alert: Bookkeeper/Office Manager – Livingston, NJ

Full Charge Bookkeeper/Office Manager – Livingston, NJ

My client, a Livingston, New Jersey-based residential property management company, is looking to hire a full charge bookkeeper/office manager.  This family owned business, with family values, in business for 48 years, manages multiple properties in Essex and Hudson Counties, including some 450 multi-family units, along with some commercial tenants.  Additionally, they manage six commercial/multi-family properties throughout New Jersey. The company is looking to grow by acquiring more properties and additional outside management projects.

The company has seven full-time employees, and numerous part-time maintenance workers employed on a daily or weekly basis.

The duties of the bookkeeper/office manager include, but may not be limited to:

  • Year-end closing including accruals, GL account analysis, reconcile loan & property tax statements, post journal entries, prepare comparison financial report reconcile changes, submit yearend paperwork to accountants
  • Post accountant adjusting entries and reconcile any discrepancies
  • Multiple bank, security & mortgage reconciliations
  • Prepare management reports for multiple owners, calculate & pay management fees, pay taxes, payroll & Quarterly tax reports, 1099
  • Post multiple mortgage payments, monthly & quarterly owner distributions & building maintenance fees, tenant direct deposits
  • Maintain tenant records including adding properties, moving tenants in & out, rent increases, subsidy tenant paperwork, open & close security accounts, correct mis postings, tenant billing, commercial escalations, report lease and insurance expirations, order credit checks. Prepare and submit rent increase letters for all tenants, maintain subsidy rent increase data for submission of rent increases to various agencies on required due dates
  • Other responsibilities: WC audits, Tax Accessor Reports’, Cam reconciliations, property tax pass throughs, pay multiple estimated tax payments
  • Prepare legal paperwork, reconcile collateral account – maintain legal calendar and follow up judgements & evictions
  • Maintain and update various reports for owner: Insurance, accounting fees, holiday expenses
  • Office – Pay office bills, management fees order supplies and arrange maintenance of office equipment


Candidates must be high school graduates, have at least 2 years’ residential real estate experience in a bookkeeping/accounting capacity, possess excellent computer skills and be comfortable working alone.  A college degree in Accounting and knowledge of Appfolio or Property Ware are preferred but not required.


The salary range for this position is between $60,000 and $70,000, depending on qualifications, plus health insurance.  In addition to all Federal holidays, the candidate will receive two-weeks paid vacation.

To submit your candidacy, send a cover letter, along with your resume, to Bruce Hurwitz at   All submissions will be acknowledged, and qualified candidates will be contacted within 48 hours.  Selected candidates will have a recorded video interview.  No phone calls please.

The Biggest Mistake Job Seekers Make

I once had a boss who called me into his office. He wasn’t upset; he was jealous. One of our competitors had a full page article in the local paper. He asked, “Why aren’t we getting that type of coverage?”

I smiled. I picked up the paper. I walked around his desk. I opened it and said, “Because we are getting this type of coverage…here…and here…and here…and here!”

While our competitor got one page, we had four photos, with stories (captions), on four different pages. In fact, we were averaging 12 media citations a month in the local press, not including television coverage.

The next day, the chairman of the Board was visiting. He called me into the president’s office. The president had just showed him the previous day’s paper. He asked me, “How do you do this?”

Well, the chairman and I got along very well. I said, “In addition to my many positive qualities…” (He interrupted to invoke the Deity.) “…charm, chiseled features, rugged good looks, superior intellect, superlative education, modesty and humility…” (I paused while they discussed the termination of my services…) “I know my audience.”

I then continued in a more serious vein…

“Our competitor wants to please his Board members and wants to attract clients. So he no doubt badgers his contacts at the paper and finally gets them to send a reporter to write a story and take a photo. Who knows if the story is accurate? On the other hand, while I also want to please our Board members and attract clients, my primary audience, the person I care most about, are the editors of the various papers. If I give them what they need, “fillers,” they’ll publish my photos with the captions. I know the stories (captions) are accurate and that people are actually more likely to read captions than long articles. So I focus on the editors. I give them what they want. And we get what we want.”

And, no, I was not fired!

So what is the mistake that job seekers make? They focus on the wrong person. It’s human nature but it’s still a mistake. In other words, instead of focusing on the editors, they focus on the chairman of the Board and clients. They should be focused on the employer not themselves.

First, candidates apply for jobs they want, not jobs for which they are wanted. There’s a huge difference. You see your dream job. You know you can do it. You really, really, really want it! And you apply. And you don’t even get an automated response for their computer system rejecting you. Why? Because they don’t want you. And if you had read the qualifications listed on the job description, through the employer’s eyes and not yours, you would have known you were not going to be considered because they don’t want you. And if they don’t want you, you are wasting your time.

Now, that said, there is nothing wrong with introducing yourself to an employer. Maybe that are thinking about hiring someone for a position that is not yet advertised. And maybe you get lucky. So by all means, send your resume to employers who are hiring, just don’t apply for jobs for which you are unqualified. HR people don’t like that. Some even ask the questions, “Can’t this person read?” “Don’t they know what ‘Required’ means?”

So Rule Number One is, Only apply for jobs for which you are qualified. You will save a lot of frustration.

Now, to continue with our all too real hypothetical scenario, a candidate finds a job for which they are qualified. Now that have to open their tool box. Just as a carpenter, plumber, or electrician needs the right tool for the right job, so does the job seeker.

The first tool in the job seeker’s tool box is the cover letter. The beauty of the cover letter is that, sadly, today, no one knows how to write. So if you write a well-written cover letter, that is short, sweet and to the point, you have already differentiated yourself from your competition in the best possible way.

Now your cover letter needs to answer two questions: What do you want and why should they (the employer) want you? So you clearly state the job for which you are applying and then, in the second paragraph, in one or two sentences, you tell the employer what you have done for your current or previous employer that shows that you can not only fulfill the responsibilities of the job but exceed them. In other words, you don’t tell them why you want the job, you tell them why they should want you. That’s Rule Number Two.

Then you go back to your tool box and remove the other tool you have: Your resume. Rule Number Three is that the resume has to be focused on the employer and not on the candidate. No employer cares what you think about yourself. So a “Personal Statement” or “Personal Philosophy” is simply silly and a waste of valuable real estate. And having an “Objective” is just plain stupid. Your objective should be to get the job for which you are applying. If it is something else, you should not be applying for the job.

So how do you focus your resume on the employer and not on yourself. It’s really quite simple:

Begin with a section titled “Selected Accomplishments.” These are bullet points that, like the second paragraph of the cover letter, tell the employer why they should hire you. It makes you a “safe” hire because they know, or at least they figure, if you did this for others you can do it for them. But it also makes them think: Do we want him/her working for the competition or us?

Also, a good interviewer asks, “Tell me about a failure you had?” It’s a great question. So answer it on the resume. Following “Selected Accomplishments” have a second titled, “Selected Failure.” That’s “failure” singular not plural. Again, as a bullet point, briefly state what the failure was. Then write, in bold What I learned: And then, no surprise, tell them what you learned. This shows that you are self-aware and learn from your failures. Everyone has failed at something. The only time you should be ashamed is if you repeat your failures.

And then there is a third section, “What I want to learn.” This will tell the employer something about you as a professional. It reinforces the fact that you are self-aware and indicates where you want to go with your career. So, for example, if you are in IT, you might include getting certifications. If you are a fundraiser you might want to mention learning planned giving. If you are a teacher, you could mention educational administration. Now with COVID the question will come up, if you have been unemployed for the past three-four months, how have you been spending your time? What have you been doing to achieve these educational goals? If you have not been doing anything to improve professionally, well you have made a very big mistake. I strongly advice that you start correcting it NOW.

So when looking for a job, and applying for a job, keep focused on the employer. Before they will meet your needs, you have to meet theirs. That’s life. That is how the game is played.

Oh, and it’s the same for the interviews. As far as I am concerned, the questions you ask are far more important than the answers you give. But this article is long enough and that’s a topic for another day.

“Tell Us About Yourself”

It is the one constant. It is the one question all career counseling clients ask me. “How do I respond when they ask, ‘Tell me about yourself’?”

Well, my first response is always the same. “It’s not a question, it’s an opportunity. So the real question you should be asking is, ‘What’s the best way to take advantage of the opportunity?”

The mistake most people make is to summarize their resume. The interviewer(s) has/have already seen your resume. They know what’s in it. They like it or they would not be interviewing you. So this is the chance to tell them something about yourself that is not on your resume. Within a professional context, it’s an opportunity to tell them about the person they will be hiring and not just the professional. It’s a chance to focus on what is truly meaningful for you. It is a way to tell them about your character. Here are three examples:

I’ll begin with the story I like to tell about myself. I’ve written about it before so my regular readers know it. For those of you who do not, I’ll keep it short:

Let me tell you about my best day on the job. I was volunteered to dress up for a fair as a cartoon character. My colleagues chose Big Bird. When I entered the gym where the fair was taking place, one little girl came over and grabbed my leg. For four hours she did not leave my side. She was either holding my leg or my hand. At the end of the fair I had her father pick her up so I could give her a hug. She must have been no more than seven-years-old. After the (mutual) hug, I took a few steps back to get a good luck at her. I waved to her. She said, “Bye-bye Big Bird” to me, I waved to everyone else, and went back to my office to get out of the costume.

When I left my office I was covered in perspiration, had a towel around my neck and was drinking from a bottle of water. I saw the girl’s mother. I had thought everyone knew who I was. (Never make assumptions!) I went over to her and said, “No one has ever hugged me the way your daughter hugged me.” She looked at me like I was the biggest pervert on the planet.

I then began anew. I introduced myself and said, “I was Big Bird.” Her expression totally changed and she got all misty-eyed. She said, “Bruce, my daughter has autistic tendencies. When she said ‘Bye-bye Big Bird’ to you, that was the first time she ever spoke to anyone outside the immediate family or her teacher.”

That was my best day on the job.

Now when I would tell the story properly, it took a good five minutes. I usually had at least three-quarters of the women and half of the men in tears and I always got the job offer!

Next story:

I once had a veteran come to me. He was in this mid-twenties. He had served one tour of duty in the Infantry. The mission of my company is to promote the hiring of veterans, so I am use to the modesty of veterans. I’ve even had a Silver Star recipient not want to tell me about his honors! (Of course, as soon as he did, and we made them front and center on his resume, his phone started ringing!) So when we got to the “Tell me about yourself” portion of our consultation he was adamant that he had done nothing of any significance during his service.

I wasn’t buying it for a minute. I believed him when he said he simply followed orders, attacked what needed to be attacked, defended what needed to be defended, and did what soldiers do. Well, I happen to know that the thing soldiers do most of their time is wait or guard duty. Being a soldier can be very boring. So I asked him what he had guarded.

Of course, he said, “Nothing important.” But I pushed him and finally he said, “Construction sites.” Turned out, he guarded a site, in Afghanistan, where they were building a school. Not just any school, but a school for girls. Not just any girls, but girls who had never been in a school before.

So I asked him, “Did you see the girls enter the school?” “Yes.” “Were they smiling?” “Yes.” “Did they come back the next day?” “Yes.” “Were they still smiling?” “Yes.” “So you protected girls going to school for the first time in their lives?” “Yes.”

My story has become known as the “Big Bird Story” and I had told him about it. So I said, “That’s your Big Bird Story.”

At his next interview he said,

Let me tell you about my best day in the Army. I was guarding a construction site. They were building a school for girls. Once it was built, we protected the students. I can’t begin to tell you what it meant to me to see the smiling faces of little girls going to school for the first time in their lives.

He got the job.

Third story:

Like the Big Bird story, the next and final example was unintentional. I was being nice to that little girl. I was doing what Big Bird would have done! I was not trying to get an autistic girl to speak to me. It just happened. I would never take credit for an unintentional act. And, in the next example, I did not intend for anything more to happen than for my client to get the job offer.

This client, as they say, “was a woman of a certain age.” She came to me specifically for interviewing assistance. She had a job interview, the next day (!), and wanted to practice. She sent me the job description and her resume, and we got started.

Now let me tell you a little secret. No one but the interviewers know the questions they are going to ask candidates. So-called “experts,” like myself, guess. We don’t know. But it is safe to assume they will review the job description. If they don’t they’re idiots! It is also safe to assume they will offer the “Tell us about yourself” opportunity. And when we got to it, the fun began.

She was applying for a job as an assistant director of purchasing. She was totally qualified. I asked her, because it was not on her resume (which, I hasten to add, it would have been if I had prepared it!), what were here special accomplishments? Of course, she said she had none. She just did like everyone else. She got three bids for all purchases above (I think) $500 and would make a decision or recommendation based on price and quality.

Truth was, she really had done nothing special. She was good at her job and that was it. But That was not good enough.

Then I noticed her left hand. She was wearing a wedding ring, but no engagement ring. I asked her why. She told me she never received one. “We got engaged when we signed our pre-nup. I didn’t want or need jewelry.”

First thing I did was ask her if she was Jewish and had a sister. She laughed. And then I said, “If this is true, here’s your Big Bird Story.”

Let me tell you a bit about myself. I don’t bring my personal life into the workplace but in this case, it’s relevant.

A lot of people have a split personality. They act one way at home and another at work. I don’t. As you may have noticed, I don’t have an engagement ring. What you don’t know is I have a prenuptial agreement. I know it’s technically not a bribe, but morally it is. I don’t accept bribes. And I don’t enter into agreements without knowing exactly what is expected of me and what I can expect from the other person. It’s the same in business. I get everything in writing and I never accept gifts from vendors. I look for the best price and highest quality for my company, not the best restaurant coupons or event tickets for myself.

I told her, “Once you say that, shut up!”

And she did. Now, I had also warned her to include a caveat, “I am not criticizing others, this is just my way,” if there were any women in the room with engagement rings. In this case there were no women at all. That was both a curse and a blessing.

The curse was that the woman she really had to meet was the director of purchasing. She would be working for her and she had called in sick. There was no time to reschedule the appointment so the owner of the company decided to sit in on the meeting. That was the blessing. This was what was unintentional with my advice:

The owner told her that she had to meet with the director but he was extremely impressed and looked forward to welcoming her to “the family.” This was after she had given the above response. As far as he was concerned, he had heard enough and the interview was over.

What happened next was totally unexpected.

The owner realized that the director of purchasing had a very nice engagement ring, along with her wedding ring. She did a good job. He had no complaints. But now he had suspicions. So he took it on himself to spend the day on the phone talking to vendors, none of which had changed since the director started working their five years earlier (thus his suspicions). It turned out that everyone of them had give the director a gift. Some gave gifts for the holidays and a few actually gave them when contracts were signed. And, apparently, these were not simple trinkets, mugs or t-shirts with corporate logos. We are talking dinners-for-two at fancy restaurants and great seats to sporting events. The director had never said a word about them and, of course, had never shared with her colleagues. (Whether they were “gifts” or “bribes,” you can decide for yourself!)

That evening, the owner picked up the phone and called my client. He offered her the directorship, not the assistant position and, as she was unemployed, asked her to start the next morning. He told her what had happened. She accepted the offer. He fired the director.

There are a lot of good reasons to sign pre-nups and some bad reasons not to, but this is one I never saw coming!


Bruce Hurwitz, the Amazon international best selling author of The 21st Century Job Search and Immigrating to Israel, is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that! A five-star rated speech writer on Fiverr, he is the host and producer of the live-interview podcast, Bruce Hurwitz Presents: MEET THE EXPERTS.

Two New Sections for Your Resume

In graduate school, one of my professors explained the difference between plagiarism and research. “Plagiarism,” he told us, “was when you steal from one author. Research is when you steal from more than one!” (It was his attempt at humor, but the point was well taken!)

Not wanting to be accused of plagiarism (which I can’t even spell without Bill Gates), I got the idea for this article reading Nassim Nicholas Taleb’s excellent book, The Black Swan, available wherever fine books are sold, etc., etc., etc.

I never make guarantees. If you come to me for career counseling, I can’t guarantee that my advice will get you a job. I can only guarantee that I will keep my promises. But, in this case, I absolutely am almost certain (that’s for the lawyers) that I can pretty much (again, the lawyers) guarantee that if you add the following two sections to your resume, it will be read, noticed and may even get you an interview.

As my readers know, I believe that the first section of a resume, literally front and center, should be “Selected Accomplishments” – bullet points highlighting what you have done for other employers. The idea is to make prospective employers, the recipients of your resume, comfortable, at a minimum, to bring you in for an interview. The logic is, they will think, “If she did it for them, she can do it for us,” or “We better bring him in or our competitors will!”

But what if, following “Selected Accomplishments,” you had a new section? A novel section? An unprecedented section? I have been a recruiter for 17 years and this is something I have never seen.

What if you had a section, “Selected Failures?” It would have two or three bullet points of your failures – we have all had them – and, most importantly, highlight what you learned from them. “Tell me about your failures,” in one form or another, is a common interview request. So why not make it a common section on a resume?

So you begin your resume with your accomplishments, continue with your failures, and now comes the second new section. Admit to your ignorance. As with anything else, knowing you have a problem is the first step in solving it. Admitting ignorance is the first step to knowledge. We all know that asking for help is a sign of strength, not weakness. So here’s the second new section, to follow “Selected Failures:”

“What I Want to Learn.” If you are applying for an entry level IT job, let’s say a Help Desk position, maybe you would list, again as bullet points, Cybersecurity. Perhaps a foreign language. Perhaps learning to play a musical instrument. What does it matter? The important thing is that you want to show the prospective employer that you want to better yourself. What’s not to like about that? And, as with “Failures,” I have never seen this on a resume so it is sure to grab someone’s attention.

So after showing the employer the good you have brought to others and that you admit to and learn from your mistakes, tell them how you want to improve yourself. If a resume like that does not resonate with an employer, my guess is that that is not an employer for whom you want to work.

Good luck, and as this post is being published May 25, have a Meaningful Memorial Day.


Bruce Hurwitz, the Amazon international best selling author of The 21st Century Job Search and Immigrating to Israel, is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that! A five-star rated speech writer on Fiverr, he is the host and producer of the live-interview podcast, Bruce Hurwitz Presents: MEET THE EXPERTS

Effective Planning

Thank you all for coming. Before I begin, I want to thank Dave for the invitation and Wells Fargo for hosting.   I would appreciate it if you would turn off your phones. Also, I have gotten this speech down to 27 minutes. I’m a PhD which stands for “piled higher and deeper,” so for me to stay within the allotted time, isn’t easy.  I would appreciate it if you would hold your questions and comments to the end. If you would like to know the sources I used for this presentation, it will be posted on LinkedIn and my blogs by the end of the day, tomorrow at the latest.

This is a talk on Effective Planning. A plan is a solution to a problem. If you don’t have a problem, you don’t need a plan. But it is not just any problem. It is a problem which will occur or will be solved in the future.

Problem and stress are opposite sides of the same coin. That said, you can’t have stress without having a problem, but you can have a problem without having stress. For example, as some of you know, I suffer from double vision. I am not stressed, as my ophthalmologist said, it’s a nuisance. It’s a problem without stress because there was a plan and a solution – 3 pairs of glasses!

Now “problem” may be too harsh a word. Occasionally, “situation” may be better. We all had plans today that we did not think about, to solve “problems” that were not really problems. To wake up on time, we set our alarms. To look professional, we chose what to wear. To have the strength to get here, we chose what to eat and how to prepare it. To arrive, we planned how to get here. And we did not spend even a second thinking about any of this because we have done it so often that it is second nature.

“Second nature” is an important phrase. Planning is in our nature. It is in our DNA. It’s in the DNA of all animals. It’s how an infant knows how to open their eyes and to suckle.   It’s how a pregnant animal knows how to give birth.

Everything we do is planned either by us or for us. Most plans, for those of us in this room, are automatic. We are adults. We know how to do many things without thinking about them. We are professionals. We know how to do our jobs. Something goes wrong, we know how to fix it. We do what has to be done. Those of you with employees, train them so that you don’t have to micromanage them. That’s why one of the most important rules of hiring is to hire people who are, or have the potential to be, smarter than you.  The other is to have a diversified workforce which makes for superior decision making.

Of course, sometimes there are special circumstances where you have to sit and actually devise a plan.  But there is a problem with plans and planning. As von Moltke famously said, and I am paraphrasing a bit, “No plan survives first contact with the enemy” ( The enemy could be the Germans at Normandy, your competitors, government regulators, and I’m sure none of you has had to face this situation, but clients and customers can be enemies. You have this perfect plan and they mess it up. Or it could be something as simple as a storm and the power going out which brings business to a grinding halt.

Doris Kearns Goodwin, in her biography of LBJ, put it differently: “In typical circumstances, of course, people who slip into fantasy are quickly set straight by the adverse criticism of those around them, which forces them to face the truth” (Lyndon Johnson and the American Dream, eBook edition, Loc: 5880-5881).  In other words, your team can be the QUOTE UNQUOTE “enemy” because they give you a reality check and explain that what you want can’t be done.

Eisenhower said, “In preparing for battle I have always found that plans are useless, but planning is indispensable” ( Ironically, many entrepreneurs never write a business plan. I once attended an Awards Breakfast, I think it was for Crain’s Entrepreneurs of the Year. There were half a dozen people being honored. Only one had written a business plan.

Earlier I said that planning deals with the future. I want to return to that thought.

We all know the quote, “Those who do not learn from history are doomed to repeat it.” I wanted to share with you an example from business. But I wanted it to be a colossal failure. I was thinking about cybersecurity, which I will touch on in a few minutes. I could not find one. It’s not, for example, that Target or Equifax did not have their systems protected, it’s just that the bad guys were better than the good guys. That’s not the example I wanted. It won’t happen, but Y3K could be an example if they don’t learn from Y2K. I wanted an example where the participants had not learned the lessons of history. I could not find one.

And maybe that’s a good thing. Maybe it does not exist, because entrepreneurs, and that includes all of us in this room, are known for reading about the experiences of others who have been there and done that.

Learning from precedent is how we plan for the future.  When creating a business, some people want to be unicorns – companies with a billion-dollar valuation, but all want to avoid black swans – costly surprises with extremely unfortunate consequences. So, the majority of us initially write a business plan.

We write a business plan to focus on the business. We want to think things through. We want to make certain we have all our ducks in a row. We want to make certain that we can achieve our goals and avoid those black swans.  And then we get started, we put those plans in our desk drawer, and never look at them again because they immediately become irrelevant unless we need them for funding purposes and then, more often than not, they have to be rewritten.

Business plans are works of fiction. They are what we HOPE will happen, not what necessarily IS happening or is GOING TO happen.

We make plans for business and for our personal lives.

We have stress in our lives. Sometimes through our own fault, sometimes not. People say you should manage stress. There is an industry of people who help others MANAGE stress. That is something I have never understood.

Just as true leaders manage projects, not people, you should not manage stress. Meditation is a good example. Some people use meditation as a way to clear their heads to confront and solve their problems. I am not concerned with them. My focus is on those, like some of my clients who use meditation as a coping mechanism to manage their problems. For sake of argument, you go into a room, shut the door, sit on the floor and meditate. You relax. You are no longer stressed. You stand up. You are refreshed. You open the door. And the stress is still there because the problem is still there. You have solved nothing. You created a fiction instead of confronting reality.

That is why I don’t believe in stress MANAGEMENT. I believe in stress ELIMINATION.

What are some of the causes of stress?

First, there’s not enough time in the day. Years ago, I gained time by rejecting the notion of a work-life balance. There’s no such thing. There are the “have-to”s and the “want-to”s. The “have-to”s in your personal life are just as urgent and necessary as the “have-to”s in your professional life. I HAVE TO interview candidates for the positions I am looking to fill. I WANT TO read a book. I HAVE TO compose a speech for a speech writing client. I WANT TO go out for dinner.

Some “have-to”s and “want-to”s can be combined. You can have a meeting and eat a meal. You can do your laundry and read a book. But some can’t.

Some of you have to attend an important client meeting. Problem is, at the same time you want to be at your child’s recital. So you have to explain to your child the importance of the client meeting so that they will learn. And sometimes you have to tell your colleagues that they really don’t need you at the meeting, but your child really does need to see you at their event, so THEY have to learn. And if that means afterwards, you have to go back to the office, so be it. It’s a lesson for your child and an example for your colleagues.

Now the Number One cause of lost productivity in the workplace is when people bring their personal lives into the office, causing stress to the productive employees who want to work and not chit-chat and resent the chit-chatting. Work should be a sanctuary from home; home should be a sanctuary from work. There are always exceptions to the rule. Emergencies happen.

Twice I went to bosses and begged them to get my colleagues to stop bringing their personal lives to work. In both cases they said it was impossible, but if I could do it, I had their permission. One case was a woman who got engaged. The other was a wife complaining about a vacation her husband was planning.  I spoke out. The engagement and vacation were cancelled. But, more importantly, in both cases, about a week after I intervened, both bosses called me into their office and said that since I had done what I had done, productivity had risen. Don’t allow staff to bring their personal lives into the workplace. And don’t make it a regular occurrence that you force them to bring work home. Fair is fair.

By the way, for those of you who paid, I don’t want to know how much, for tickets to see Hamilton, I paid $15.98 for the book. One quote is germane to our discussion. Chernow writes (Alexander Hamilton, eBook edition, page 175), “Madison was a priggish bachelor and tight-lipped about his private affairs. No personal gossip ever smudged the severe rectitude of James Madison’s image.” If you don’t want to have people gossiping about you, don’t give them any information to gossip about. It’s not rocket science!

As I said earlier, when we plan, we plan for the future.  That is, perhaps, the most important function of a business owner, of a leader.  The future is mostly unknown, but not really. The problem is, most people don’t plan for those things causing stress, sometimes to themselves but mainly to the people they supposedly care about. A few examples of what they know they need but don’t plan for are: an exit strategy from their company meaning succession planning; retirement; death meaning buying life and long-term care insurance. And don’t forget, if you have partners, you need life insurance on them to protect the business.

There are other things that are known and can be foreseen. You don’t know when they are going to happen only that they WILL happen. Simple example, we all know we will become ill or injured so we have health insurance. Or, we know there will be new government regulations, so we join professional associations to learn what to do.

Here’s another example, this one is from the not-always “Happiest Place on Earth.”  I was at a conference at Disneyland, staying at a hotel outside of the park, when this very rude woman woke me up at around 3 AM. The woman was Mother Nature and she decided I should experience a 7 point something magnitude earthquake. No alarms were going off. People were just standing on the balcony of the adjacent hotel. So I went back to bed until an aftershock around 6 convinced me it was time to shower, get dressed and leave for the conference.

I turned on the TV. They were interviewing the director of Emergency Management for Disneyland. He said it was no big deal. They had a plan. He was holding it. The plan was in a binder that had to be a good 8 inches thick.  Conference participants who were staying at Disneyland proper, told me that they were escorted from their rooms and out of their hotel by 3:15 and back in their beds by 4. When I got to the conference center, at around 7, breakfast was already setup. They had a plan. They implemented it. No stress. No problem.

A key to effective planning is learning and that includes intelligence gathering. You have to understand all you can about a situation. This does not mean “industrial espionage” it means “intelligence gathering” and it can be as simple as buying your competitor’s product or sending someone to their store.  But it’s not always that simple:

And you can fail. There was a huge intelligence failure on D-Day. If the Allies, with all their resources, were not perfect, you shouldn’t expect to be either. You will make mistakes. You will have to make corrections. It’s part of planning. Planning has to be flexible.

And that’s why you need a good team. And this brings us to the current state of the workforce.

The first thing about the future is you know one of your employees is going to do or say something stupid. That’s easy to deal with. You have a personnel handbook, and everyone has to sign that they have read it and will abide by its terms. And then you stick to it like glue.

So let’s talk about hiring. What is the state of the workforce? We focus on the unemployment numbers. But you cannot look at the unemployment numbers in a vacuum. You also have to consider the size of the workforce. How many people have voluntarily stopped looking for work? How many have decided to resume their job search? That’s the number that is the real indication of the state of the workforce. Today we have low unemployment, many people who can’t find work and want to work, and many employers who can’t find qualified people, especially in tech. So the irony is, as the job market improves, and people find jobs, we have low unemployment. But then, the people who gave up looking, try again, and unemployment rises. And that’s a good thing.

According to Inc. Magazine (Winter 2019/2020, pp. 104-105), 2 out of every 5 workers plan to leave their jobs in the next year. What’s more, according to the Bureau of Labor Statistics, in September of last year, there were 7 million job openings, and only 0.8 unemployed persons available to fill each job. (And, no, I don’t know what a zero point 8 person looks like!)

So who is out there looking for work?  Experienced older workers. They are not my concern. School graduates. They are my concern.

Let’s deal first with public school. For the lawyers in the audience, we can mention Brown v. the Board of Education (1954) where the Supreme Court ruled that segregation was UNconstitutional. And then there was the ever popular, I’m being sarcastic, Plessey v. Ferguson that 58 years earlier had ruled racial segregation, as in “separate but equal,” WAS constitutional.

And now, 66 years after Brown, here in New York City, we have arguably the most segregated public schools in the nation ( This is supposedly because of the demographics of neighborhoods, some of which have a population 90% of a single race ( But the bottom line is, fewer white children have a chance to interact with minority peers, and vice versa. Well, if they don’t learn how to get along in public school, perhaps they’ll learn in college.

Not so. While segregation in public schools is race-based, in colleges it is ideology-based ( Conservatives are blocked from speaking. Late last year, when the student newspaper at Northwestern published the story of demonstrations surrounding a speaking engagement by Jeff Sessions, they printed photos of the demonstrations and called participants for comments. The students complained that their photos had been published without their consent and that they had been scared when the reporters called. The student-journalists were doing their job. That’s what journalists do. They call people to interview them and they publish photos of events. But what did the university do in response to the complaints? They issued an apology for the students having been scared and upset.

So college students don’t know how to interact with people who hold different ideas. Think of what that means for the workplace. When these students don’t get their way, they will do what they have been taught by example. They’ll protest. How? They’ll run to HR and file a complaint. They have learned to be adult whiners.

And, for the record, it’s not just conservatives who are being blocked. Comedians are being censored to such an extent that even Jerry Seinfeld is refusing to perform on college campuses. The students are so sensitive that anything can set them off and be taken out of context. It’s just not worth the aggravation or, if you prefer, it’s just not worth the stress (

And we are not talking about isolated incidents. A recent survey by the University of North Carolina at Chapel Hill, shows that almost two-thirds of conservative students, half of moderate students, and about a quarter of liberal students, are afraid to voice their opinions to other students AND to FACULTY ( So, what’s going to happen when THEY enter the workforce? Will they share their opinions or sit quietly at the conference table? That will be a problem.

And that may be why some students are quitting college for technical schools. First, they won’t have to deal with any of this foolishness. Second, they get trained to actually do a job. Third, the schools make their money by performing, in other words, by the high percentage of graduates who find work before they graduate, so their career counseling departments have to be highly efficient. And fourth, less student debt.

But that’s not all. Permit me to return to the situation in our public schools.

In 2007 the US Department of Education’s National Center for Education Statistics reported that 1,770,000 students were homeschooled, meaning 3.4% of school-aged children. Here’s the situation: 68% of those children were white, 15% Hispanic, 8% black, 4% Asian or Pacific Islanders ( In 2019 the National Home Research Institute reported that 2.5 million students were home schooled and 32%, the same percentage, were non-white (

Now the Institute, with all due respect, represents a constituency. So, we have to take their report with healthy skepticism, even though they did confirm the 32% stat. They claim that their students do better than public school students and that they get plenty of peer-to-peer interaction in extracurricular activities.

For sake of argument, let’s say that is true. So, we have children learning at home and not in school. Add to that the gig economy, people working at home, or in cafes, and not at an office. The Federal Reserve estimates that 75 million people are in the gig economy ( Additionally, FlexJobs and Global Workplace Analytics claims that 3.9 million employees, or 2.9% of the US workforce, telecommutes, working from home at least half the time ( And this will only increase as the world becomes a 5G planet (

So, the trend seems to be away from working as a team, at least a team in close proximity, to working as individuals.

Now we all know he can’t build a shatter-proof window but Business Insider reports (December 26, 2019) that “Elon Musk says you still don’t need a college degree to work at Tesla.” He looks for “evidence of exceptional ability,” and “a track record of exceptional achievement.” He wants people who have a record of solving difficult problems.

Let me ask you this: Who would you rather hire, someone who, as a final college project, created a perfect ecommerce website or someone who, the day they graduated from high school, logged onto their computer, taught themselves to code, and built a perfect ecommerce website?

My approach to planning is rules-based. Rules are based on past experience. That’s just logical. So when a friend, job seeker or business owner calls and says they have a problem, I know what to do.  I have rules. I follow them. Stress eliminated. Problem solved. And this can be anything from hiring, finding a new job, dealing with a disruptive client, coping with a neighbor, getting engaged, to even getting revenge.

Personal relationships are what I call binary situations and they are easy to plan. Either the relationship will work or it won’t.

The ironic thing is, this is exactly the same in business with one exception. There is no lawyer who would not insist that their client sign a partnership agreement when going into business with someone. But there are lawyers who advise their clients against signing pre-nups, which, to me, makes no sense, and which, ironically, can be detrimental to future business plans.

Now in business we know that one thing is probably going to happen to everyone in this room, everyone in business, literally everywhere. (See Chris Moskovititis, Cybersecurity Program Development for Business [Hoboken, NJ: Wiley 2018], pages 1-3.) 

There’s a hacker attack every 39 seconds. A third of all consumers in the US have experienced a cyberattack costing between $500 and $5,000. It takes 2 minutes for an Internet of Things device to be attacked. The average ransomware attack costs a little over $1,000. And here’s what should really scare you: Three-quarters of all attacks come from the outside, but one-quarter involve insiders. Forty-three percent of cyberattacks target small businesses, and 60% of those are out of business within 6 months. Forty-eight percent of attacks are malicious, while 52% are caused by human error or a systems failure. We are talking trillions of dollars in damage.

So what do you do? If you’re a little guy like me, you have protocols in place. If you’re a big guy, you hire someone to provide cybersecurity.

In any event, as I said, to plan for the future you create rules based on past experience. You also have to have the tools to, frankly, be a threat, because you never know who you will be facing. One quote I really like is from Bob Woodward. He related the following: “I remember, a couple of years ago, having breakfast with one of the world leaders who is one of our best allies. I said, ‘What do you think of Obama?’ He said, ‘I really like him. He’s really smart. But no one’s afraid of him.’” (David Rubenstein, The American Story: Conversations with Master Historians [eBook edition, p. 316]). Another word for “afraid” is “respect.”

That is why I built a social media network that today stands at over 44,000. I have used it to help clients and I have used it to help myself.

Bottom line: Hope for the best, plan for the worst. Eliminate stress, don’t manage it. Learn all you can before you act. Make sure you know the facts. Learn from the past – both the mistakes and the successes of others. And, most importantly, establish and abide by rules.  Do so and your planning will be effective.

Thank you.


           Let me begin by stating that when I say “fraudulent” I do not necessarily mean “illegal.” I am not an attorney. While the practices I am about to describe may be considered “deceptive,” and I believe they are unethical, I am not saying that anyone behaving in this regard should be the subject of criminal proceedings. Civil? Maybe.

           It seems to me, if a recruiter prepares a candidate for a job interview so well, that the candidate behaves in a way totally divorced from their real character and personality, and they are hired, the employer may have grounds for a civil suit because of the deception.

End of “law” lecture.

Everyone in business, whether they know it or not, whether they want to believe it or not, whether they like it or not, is in sales. What is “sales?” What is “selling?” For me, it’s the art of persuasion.

I don’t remember the book, but I remember reading a sales book where the author deals with the traditional sales job interview request by the interviewer to the candidate, “Sell me this pen.” The classic response is to ask the person why they need a pen and then, based on the response, to talk about the pen’s attributes and benefits. A more modern approach is to tell a story that will resonate with the prospective buyer by explaining how the pen helped someone, similar to them, in their same exact situation. But the author of the book had a novel approach: His suggestion was to take the pen, put it in your pocket and walk out of the room. If the interviewer wanted the pen back, he’d have to buy it!

After reading the book, I had a job interview for a fundraising position. Sure enough, the interviewer handed me his pen and said, “Sell me this pen!”

I smiled. I put it in my pocket. I got up. I left the room and sat in the Reception area. I had a huge smile on my face. The receptionist asked what I was smiling about. I told her, “You’ll see!”

A minute later the (angry) interviewer, let’s call him “Joe,” appeared. The conversation went something like this:

Joe: Give me my pen.

Bruce: What pen?

Joe: The pen I told you to sell to me and that you put in your pocket.

Bruce: You can’t ask someone to sell you something that they do not own. So, by implication, when you handed me the pen and told me to sell it to you, you were giving me ownership. The pen is mine.

(At this point a delivery guy arrived with lunch for the receptionist and one of her colleagues who were doing their best not to fall over laughing.)

Bruce: Excuse me. How much is their lunch?

(Let’s say, for say of argument he said $17.)

Bruce: I’ll tell you what I’ll do. I’ll sell you the pen for $20 and you can give it to the delivery guy and he can keep the change.

Joe gave the twenty to the delivery guy, I gave him the pen, and he stormed out of the Reception area to the laughter of his colleagues.

Now understand. I’m not stupid. I knew after one minute that I would not work for the guy. I didn’t like anything about him. Not the mess in his office. Not his manners. And certainly not his lack of personality. When we met, he did not stand up, he barely looked me in the eyes, gave me a weak handshake, couldn’t find my résumé in the pile of papers on his desk and actually asked me what my name was. I was not going to work for him! So, seeing that I had nothing to lose, I figured I’d have some fun. And I did!

But, as I said, sales is the art of persuasion. And persuasion is nothing new. If I am not incorrect, Aristotle was the first to address the topic. He said there were three ways to persuade someone to do something: ethos – meaning ethics; pathos – meaning emotion; and logos – meaning logic.

The problem is you don’t know which to use. The good news is, it is easy to find out. Just, and more importantly listening, to your prospect. If, in the case of an employer, they are focused on their company’s mission, you know to use ethos. If they are talking about all the people they help, you know to use pathos. And if they are focused on why the position needs to be filled by someone who possesses all of the requirements listed in the job description, you know to use logos.

The idea for this talk came from a lead article in this month’s (Winter 2019/2010) Inc. magazine, by Cameron Albert-Deitch. It is titled “The Rise of the Fake Applicant: How misinformation is clogging the job market” (pp. 13-14).

That article begins with the story of a woman who lied on her résumé. She claimed to have worked for the National Oceanic and Atmospheric Administration. Problem was, she applied to a company that actually worked with NOAA and the boss did not know her or of her. During her initial phone interview, he was in the room and asked to meet with her in-person. Realizing she was caught, she withdrew her candidacy and hung up.

Now people have been stretching the truth on their résumés probably since the first résumé was written. I’ll start with an example of someone you might have heard of, John F. Kennedy.  As Richard Reves, author of President Kennedy: Profile of Power (Simon & Schuster, 1993) told David Rubinstein in his 2019 book (Simon & Schuster), The American Story: Conversations with Master Historians (p. 243):

Kennedy’s résumé was faked. It said that he had studied under Harold Laski at the London School of Economics and therefore was an expert on Marxism. [Laski was a famous political theorist, socialist, and Labour Party leader.] The truth was he enrolled there but never went to England, never met Harold Laski.

 Now if I may dust off my Ph.D. in International Relations for a moment, his lie led to all sorts of troubles, including (in part) the Cuban Missile Crisis, because when he met Nikita Khrushchev in Vienna, and tried to debate him on Marxism, the Soviet Premier made a fool out of him and believed he was an amateur who he could beat at will. But that’s another story.

Let me give you a few personal examples of résumé lies that I could use. I never have. I never would. But if I did, I would not exactly be lying.

I am an award-winning athlete. Anyone who has seen my chiseled features and rugged good looks will not be surprised by that and would not give it a second thought. The sport was bowling, and the trophy was for perfect attendance. (I can’t prove it because I threw it away decades ago!) But, technically, that makes me an “award-winning athlete.”

I am the author of six books. My master’s thesis and doctoral dissertation (highly recommended for sufferers of insomnia) were published by leading academic publishers. That’s perfectly true. I also wrote four other books: one was a textbook for my students (Don’t waste your money; it’s dated.); one was a tongue-in-cheek look at the trials and tribulations of job seekers (a little dated but still pretty much relevant); the third is a serious look at conducting an effective job search (highly recommended by all people of good taste!); and the fourth is about some of my experiences living in/moving to Israel (which is not very popular in some quarters).

Now I wrote all six books, but only the first two were actually “published.” The final four were self-published. In essence, that means they were not “published” at all, just “printed.” This country has a long and proud history of self-publishing. Benjamin Franklin comes to mind. I believe The Federalist Papers were self-published. But when you self-publish you are not going through a peer-review process. All it means is that you wrote a bunch of words and paid someone to print out the pages and bind them in covers. That’s it. You had the money to make the books, not necessarily the brains to write on the topic.

But here is where things get tricky. The “tongue-in-cheek” book was a Number Four bestseller on Amazon. The book about conducting an effective job search was a Number One bestseller on Amazon. And the book on Israel was an international Best Seller on Amazon reaching Number One in the US and Canada and Number Five in the UK. All quite true. And all quite irrelevant since being a bestseller on Amazon is not like being a bestseller on The New York Times or Wall Street Journal lists. All it means is that for one hour, of one day, the book was in the top 100 in at least one category in which I chose to list them. Now in my case, I took it seriously and did not choose frivolous categories. I’m not so certain that everyone does that because they all want to claim to be an “Amazon bestselling author.” It looks good on the bio when they are introduced at a speaking event, and it looks good on the résumé. Unless, of course, people in the audience or the job interviewers, have seen my video where I reveal the deep, dark, ugly secret of how to do it, or at least how I did it. (I’m not sure, but if the author were to buy, let’s say 100 copies of their book, and they system were to allow the purchase, that would probably make it an instant Number One bestseller!)

Now some people “fudge” their accomplishments on their résumé. I’ll use myself as an example. I can honestly say that, when I was a fundraiser, I brought in the largest one-time annual gift that 150-year old charity had ever received, to the best of our knowledge. That’s true. But it was only $25,000. For us, that made me a “major gifts” fundraiser. I was a hero for a day. Fundraisers at large non-profits, reading this, are now falling on the floor laughing because 25 grand is NOT “major” for them, but fairly “minor.” In the four years or so I was at that charity, I increased donations almost four-fold. That’s true. But it went from around $200,000 to about $750,000. On my résumé, I included the numbers, not just the percentages. Whenever I receive a résumé that states financial goals were reached, but there are no hard figures, I have a pretty good idea that we are not talking about significant financial successes. And when I ask the applicant to include real numbers, I have almost always been proven correct.

In his article, Albert-Deitch reports that employers are seeing totally false résumés, with phony employers. That’s not surprising. (More on that later). Also, with all the information available about companies and their key employees, a good con artist, and that’s what they are, can tell an uninformed interviewer everything they want to know about a company and its leadership simply by spending some time on the company’s website and LinkedIn. They know everything about the company, and their chosen supervisor, but they never actually worked there.

That is something that in my 17 years as a recruiter I have never seen.  I have had people claim to have degrees, which I guess is technically true, from unaccredited “universities.” I have spotted many. I never attack the candidate or accuse them of lying, I simply asked, “Why did you attend an unaccredited university and list it under ‘Education’ on your résumé?” And they always respond the same way: Click – they end the call or leave the room.

But this all has to do with “fraudulent” practices by candidates, not recruiters. There are, recruiters who advise candidates to “fudge” their résumés. I won’t even try to guess how many times I have been told, “The recruiter told me to change it,” when I asked about a job title or even dates of employment.

The problem is getting worse because the economy is so good. It’s a tight job market and, especially in IT, and especially in cybersecurity, there is a shortage of qualified candidates. It has gotten so bad, based on Albert-Deitch’s article, that apparently candidates have their qualified friends handle the initial phone interview, get them the in-person interview, and then they show up for the actual interview hoping that the interviewer will not remember what they sounded like over the phone. But, again, that’s not the recruiter, that’s the candidate.

However, according to the article, recruiters prep candidates for interviews “or feed answers to inexperienced candidates in real time.” And some, unbeknownst to the candidate, redo their résumés so that they will pass the algorithms used by the employer’s (the recruiter’s client’s) Applicant Tracking System so they will be considered for the job.

The reason recruiters do these things is that they only get paid if their candidates are hired. They want to close the deal. So they help the candidates any way they can, ethics be damned.

In the Inc. article it was reported that there are numerous résumés on Indeed with the same formatting and identical wording, except for the candidates’ names, contact information and employer names. Apparently, this may include totally fictitious companies.

So, what can an employer do to catch the disreputable?

First, if you have never heard of a company listed on a résumé, see if it exists. Don’t just Google them to find a website. After all, anyone can set up a website. And even if you call the listed phone number, so what? If the person is willing to set up a phony website, why wouldn’t they get a “burner” phone and give it to a friend to play receptionist? Go to the state website, usually the office of the Secretary of State, and see if the company is actually registered in that state.

Second, ask for clarifications. If an applicant claims to be a “published author” and there is no list of publications on the résumé, ask for it. Are we talking books, articles, letters to the editor, or blog posts? If they claim to be a recognized expert, ask who recognizes them? If they say they have been quoted in the media, ask for the list. If they claim to have been on television, ask for the links. If they claim to be “award winning,” and there’s no “Awards” section on the résumé, ask about the award.  In other words, make them prove that their claims are valid.  And if you do that during the initial phone interview, you’ll probably save yourself a lot of time and aggravation.

Third, check references. I once had a candidate tell me that he had more references on his LinkedIn profile than anyone else. And that may have been true. There were a lot! So, I printed out the first page of references, handed it to him, and told him to get me the phone numbers of the first 10 and I would choose three to call. I promised I would tell him in advance so he could reach out to them. (Fair is fair.) I never heard from him again.

Fourth, contact HR at former places of employment to confirm that the person actually worked there, their title and pay range.

Fifth, conduct background checks. In the end, you might save money.  And this is not just in the case of persons who will have access to money. Everyone you hire will have access to your most important asset: data, yours and your clients’. Are they going to use or abuse it? Everyone should have to undergo a background check.

Fifth, if it is the type of job that requires hard-skills, using a certain software, coding, etc., bring the candidate in for a day, pay them, and give them actual work to do. Don’t give them access to your network but see if they can deliver on what they claim. They may actually and honestly believe, for example, that they are great with QuickBooks or Excel, but their definition of “great” and yours may be totally different.

Seventh, and most importantly, protect yourself from unscrupulous recruiters. (Pause for blatant self-promotion.) I give a six-month guarantee that if for any reason a placement does not work out, I will conduct a replacement search, for that position, for free. It is not in my self-interest to con a client for a quick pay day. That’s why I don’t prep candidates. I don’t tell them, “The last guy who went in for an interview did this, that or the other thing, which really bothered the owner, so don’t do it.” I need the candidates to be themselves because I do not like having to honor my guarantee. (And I have only had to do it maybe five times in the 10 years I have been in business for myself.) A six-month guarantee is reasonable for all concerned, albeit not for industries notorious for having high-turnover rates.

Most recruiters, I would like to believe, are honest. But, as employers, you have to be suspicious.  It’s called “due diligence.” It’s a good thing to practice!


Bruce Hurwitz, the Amazon international best selling author of The 21st Century Job Search and Immigrating to Israel, is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that! A five-star rated speech writer on Fiverr, he is the host and producer of the live-interview podcast, Bruce Hurwitz Presents: MEET THE EXPERTS

Trump’s Executive Order Declaring Jews a Nationality: A Simple Statement of Fact

Today, December 11, 2019, President Donald J. Trump declared in an executive order that I, and my fellow Jews, are a nation. Judaism is a nationality.

Well, thank you very much, Mr. President. Your declaration will hopefully go a long way to help fight anti-Semitism, especially on college campuses. But, truth be told, all you did was to officially state a truth.

Jews are not a religious group. There is no word in Hebrew, by which I mean in the Bible/Torah/Old Testament, for “religion.” The word never appears. There is talk about “the People of Israel.” There is talk about goy and goyim, meaning “nation” and “nations,” but no talk about “religion,” or “religious.” The concept is nonexistent. “Religion” is a foreign concept to Jews. It is not a bad thing. It’s just not our thing.

I have searched the hundreds of books on my bookshelves, and in my Kindle, and have failed to find the book I know I read about the history of the Jews of France. The story, as I understand it, was really rather simply. Napoleon’s ministers went to him and told him that the Jews were a foreign nation living within France. That was unacceptable and, in keeping with the Inquisition, they should all be deported.

Napoleon, unlike the liberal media of today (I had to get one in!), wanted to check his facts. So he called together the leaders of the Jewish community and asked them if they were a people or a religion. Knowing that they would be deported if they said they were a people, they said they were are religion and, since then, Jews have been recognized, wrongly, as a religious group.

Using this new thing called Google that was invented by two Jews, I did a search for information on Napoleon and the Jews being declared a religious group and not a nation. The results were confusing, to say the least. In any event, the point is moot.

Religion is a belief. Christians believe that Christ was the Son of God. Catholics believe that Mary as a virgin. Muslims believe that Mohammed rose to heaven on a horse. God bless all of them. Believe what you want. For all I care, don’t believe in God. The bottom line is, if you take a blood test to check your DNA, it won’t be able to tell you what you believe, only what you are. So, for example, a DNA test can show that your are Jewish, British and Irish, French and German, and more, but not Protestant, Catholic, Muslim, or any other religion. Why? Because DNA shows nationality/race not religion. Your beliefs are not in your blood, but your nationality is. That’s the proof that Jews are a nation not a religion.

Want more proof? Think this is politics and not science? Well, Darwin didn’t care about politics. In Chapter VII of The Decent of Man, he writes, “…whilst Europeans differ but little from Jews, who belong to the Semitic stock and speak quite another language…” and references “The uniform appearance in various parts of the world of gypsies and Jews, though the uniformity of the latter has been somewhat exaggerated…” Sounds to me like he is referring to Jews as a people not a religion.

Of course, anti-Semites have long said that Jews are a race, albeit an inferior one. It’s rather pathetic the power that some people give to bigots. Just because human trash say something that happens to be true, does not mean it should be denied. Why liberals, and to the best of my knowledge they are the ones who do it, give such creatures so much power, is beyond my powers of comprehension (admittedly limited to begin with!). It has reached such a level of absurdity that even the “OK” symbol is now banned because “white supremacists,” who are superior to no one and nothing, use it. (Disgracefully, this nonsense is promoted by liberal Jews!)

So Jews are a nation, a race, not a religion. Never have been. Our contribution to humanity may have been monotheism, but I, personally, am more proud of the fact that we gave the world the first law book, the aforementioned Bible, along with its scholarly interpretation, The Talmud. That was the important contribution of the Jewish PEOPLE to the world; the idea of the rule of law.

But thank you, Mr. President, for your executive order and for your noble attempt to fight anti-Semitism. Only thing is, you didn’t declare us a nation, God beat you to it by a few millennia!


Bruce Hurwitz, the Amazon international best selling author of The 21st Century Job Search and Immigrating to Israel, is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that! A five-star rated speech writer on Fiverr, he is the host and producer of the live-interview podcast, Bruce Hurwitz Presents: MEET THE EXPERTS

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