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The Brutal Truth on How Résumés Get Eliminated
June 1, 2010 at 12:01 am 80 comments
Did you ever wonder how job-seekers get screened out or eliminated based on someone looking at their résumés? When a job-seeker is being considered for an open opportunity, the first person who will read their résumé is generally either a recruiter or an HR person. If it's a recruiter, it could be either a 3rd-party, agency-based head-hunter type, or an internal, company-based corporate recruiter. [Read "The Real Truth About Working With Recruiters" for more on the different types of recruiters and how they work.] If it's someone in HR, it could be anyone from an entry-level screener to a Director of HR – depending on the size of the company.
This screening and elimination process happens when you respond to online job postings, and it also happens during proactive searches for candidates done on résumé banks like CareerBuilder, Monster, etc., or on Social Networks like LinkedIn. Basically, anyone who is looking for and screening potential candidates for an open job opportunity goes through this process.
The sad fact is, most online submissions go totally unanswered. That's why savvy job searchers do not rely on simply applying to online job postings, but rather spend most of their time networking, finding ways to go around HR, and talking with actual decision-makers at their target companies. [For details on how to network your way to a job, read "How to Network: A Step-by-Step Guide for Job Searching."] Most résumés and online applications go into the proverbial "Black Hole of HR." [Read "Avoiding the Black Hole of HR" for some strategies on getting around this fate.]
Now I'm sure that you slaved over your résumé for hours and hours, writing and re-writing it, revising, refining and retooling its language until it's as "perfect" as it can be. If you are like most serious job-seekers, you are hoping that the person who first screens your masterpiece will take their time and read it over very carefully – absorbing every detail of your background, analyzing your qualifications and experience, and making a carefully considered, informed decision about your fit for the position they are trying to fill. Unfortunately, you would be wrong. I hate to break this to you … but the average résumé-reader will give your résumé less than 15 seconds of eyeball time on the first pass. [Read "Beating the Résumé-Elimination Game: Where Do Recruiters' Eyes Go?" for more on this.] They'll scan the first page of your résumé, rarely progressing on to the second or third pages. If they don't quickly see exactly what they think they want or need right up front … bye bye – delete key for you! I know — it sounds pretty brutal, right? It reminds me of a recruiter's version of the "Soup Nazi" from Seinfeld!
In my many years as a recruiter, I've certainly read my share of résumés. There were times when I went through over a hundred a day. I certainly know how this elimination game works! So … what follows is a peek behind the curtain. I make no apologies for how this process works, or how fair or unfair it may be – like it or not, this is simply the way it is. I feel it's best for job-seekers to be informed about this to be able to better navigate the process and avoid obvious pitfalls as they move forward.
First of all – here are three immediate deal-killers that lead directly to the Delete Key:
1) "Functional Résumés." Almost every recruiter and HR person I've ever talked with about this agrees – a chronological résumé is essential. It should list the companies where you've worked, the dates you were there, and what you did at each place. Every so often I receive a so-called "Functional Résumé" filled with long bulleted lists of undated skills and accomplishments … and then (almost as an after-thought) at the bottom will be a short list of places they worked with no dates. My immediate reaction to that is that they are trying to hide something. Maybe it's an age thing – or perhaps their experience is outdated. Where and when were those skills used? Where and when did those accomplishments happen? Who knows?! Big red flag. Traditional chronological résumés are the only way to go.
2) Typos, Spelling or Grammatical Errors, Poor Writing. If you are so careless that you can't even proofread your own résumé, then the assumption is that you would be equally careless with your job performance. Likewise, using unclear language, rambling, or just having it be too long are traits of a badly written résumé. One to two pages is standard. Three pages may work in rare cases (e.g highly technical roles) but anything beyond that is simply too long. Don't make the reader work too hard to see the basics. If someone can't figure out what you do by quickly glancing at the top third of the first page of your résumé … that's a huge red flag.
3) An Incomplete Profile on LinkedIn. By this I mean profiles that do not provide a full, relevant employment history, do not include details about specific skills and experience, and (to my total amazement) do not even include basic contact information! Sending messages through LinkedIn's own internal system should never be the only way to reach someone. How does any job-seeker expect to be "found" by a recruiter or a company if they don't even include a direct email address or a phone number?! Every day I see so many profiles that only list job titles, with absolutely no details below each position describing what the person did at those places. The fact is many people now apply for job postings using their LinkedIn profiles instead of sending traditional résumés. Also, many recruiters and HR professionals now routinely search for candidates using LinkedIn profiles instead of viewing traditional résumés. Incomplete LinkedIn profiles are completely ineffective, and actually reflect poorly on anyone who creates one.
So once you've passed those deal-killers, here are some of the most obvious things that recruiters and HR people look at to eliminate candidates based on a quick review of a résumé or online profile:
- Keywords
Keyword searches are usually the first method used to find résumés with specific skills that match job descriptions. If the right words or phrases are not present in your résumé or profile, you simply won't come up in a search done by a recruiter or an HR person. It would be naïve to think that someone will "read between the lines" on your résumé and realize that you have the skills they need even though they are not spelled out, or that anyone will understand the subtle details of your experience without you clearly stating them. You should modify and tailor your résumé to each individual job you are applying to, using the language contained in the job description. If your résumé does not contain the exact buzzwords or phrases that match the language of the requirements listed in the company's job description … bye bye – delete key for you.
- Location:
With very few exceptions, candidates must live in the same geographic area as the job. You may say you are willing to relocate … but that's a potential headache for the company who hires you compared to a local candidate. If your résumé shows that you currently live in a different place than the job … bye bye – delete key for you.
- Industry
In most cases, you must come from the same industry as the job. For example, if the job is in the Financial Services industry and you come from Manufacturing bye bye – delete key for you.
- Function
Moving from one job function to another that you've had little or no experience with is an uphill battle. For example, if they are looking for someone with a sales background, but you have never actually been in a sales role … bye bye – delete key for you.
- Level
If they are looking for an individual contributor, and you've been at a much higher level – say managing other people or a department … it's not a match. Conversely, if they are looking for a Manager or a VP or a C-Level Executive, and you've never held those titles … bye bye – delete key for you.
- Number of Years of Experience – and How Recent
If the job description calls for someone with 3-5 years of experience, and you've had 10-15 years … it's not a match. And if the specific experience they are looking for is actually listed on your résumé – but it occurred many years and several jobs ago, and you've done other unrelated things since then … bye bye – delete key for you.
- Education
Some companies require a college degree, or a specific type of certification. If they say you must have a B.A. and all you've got is an Associate's Degree – or no degree at all … bye bye – delete key for you.
- Job Turnover
If your job history shows too many short stints over a limited time period, it can read as a negative: you might be a job-hopping flight risk … you seemingly can't hold down a job … perhaps you don't get along with others well … there may have been performance issues that got you fired – the imagination creates all kinds of possible scenarios! Likewise, significant unexplained gaps between jobs can be red flags that will get you eliminated. There may be perfectly valid reasons for having a lot of jobs within a short period (mass layoffs, position was eliminated, company went out of business, etc.) I would advise briefly listing the reasons for short job stints right next to the dates on your résumé to avoid this obvious red flag. [Read "Explaining Short Job Stints and Employment Gaps" for more details on handling this issue.] But unless you can effectively explain those circumstances … bye bye – delete key for you.
- Salary Range
This one is a biggie – and obviously would not be listed on your résumé, but rather will often come up when filling out an online application. If asked point blank what you made at your last job, or what your salary expectations are going forward – don't play games or avoid answering. If you dance around this issue and/or refuse to give a straight answer, then it will likely raise a red flag that will get you eliminated. There are simply too many qualified applicants for every open job for recruiters or HR people to want to deal with someone who can't give a straightforward answer on this. [Read "Answering the Dreaded Salary Question" for more details on how to handle this issue.] The bottom line is that if your salary history and the range you give for your salary expectations going forward do not overlap with the company's budgeted range for the specific job you are applying to … bye bye – delete key for you.
Entry filed under: Advice for Job Seekers. Tags: interviewing, job-seekers, resume, unemployment.
80 Comments Add your own
Great post. Interesting that with my clients, we find that a "functional" resume works best in getting in front of hiring/decision makers, but not recruiters and HR folk. To me your points illustrate that HR is more concerned with filling positions rather than acquiring talent.
~ Scott
You would be right if the interview were not part of the hiring process. As I explain in a post below, the resume is a screening tool, not a selection tool. The truth is, the best resumes aren't necessarily written by the applicants themselves. In fact, most people receive help with their resumes and are told what behaviours, verbs, and keywords to use. The interview is the only way to get information from the applicant directly. Since interviews take about an hour each, it is important to filter your candidate pool before hand, hence the resume.
I too agree that there is only a cursory glance at the front page of any CV. If we don't see what we're looking for the other pages will be missed. I always suggest that candidates should be ready to tailor thier resumes to each job description – so that the reviewer will match the candidate to the requirements easily. I also suggest that you review your CV before each mail out… too often I recieve cover letters addressed to different companies!!
With LinkedIn and online postings of resumes, I've wrestled with how much information is appropriate, and how much creates a potential security concern. I started including address and phone number, but backed off to only providing my email address and the metro area I live in after receiving some unwanted job solicitations, and reading some warnings about online privacy/security. On LinkedIn, it seems that many other profiles I see only provide email address, some a phone number or address, and some put out nothing.What is your take on how much contact information is enough?
I totally agree with you Michael. You spent hours trying to get your resume the best ever and even though in most cases, you don´t pass the first filter, which sometimes it is done by a computer screening your resume for key words, and it they are not there, the system just delete it without giving you a chance to be considered. I understand that time in such processes is critical but it still is all about people hiring people. I believe you have had the experience of hiring someone that was so good in writing the best resume ever and at the end it was a fraud. It happens all the time, everywhere. What people must keep in mind is that information flows too fast, providing candidates with tips to avoid mistakes in their resumes, that way, preventing them to be deleted at the first round.
This article, while more than likely truthful, is horribly discouraging. As a very skilled and talented person who is currently unemployed and looking for work, it feels hopeless when there is a list a mile long that supposedly gets you a delete button. how on earth is anyone getting hired by anyone? what a disappointing society we live in.
That depends on how you look at it – Recruiters give this advise to make a job hunters life easier. If you knew all you had to do was invest 5 minutes on ensuring the role was right for you or jotting down the reasons you are interested/suitable and you knew you would get a call/interview rather than spraying and praying on hundreds of wildy unsuitable roles…
Look at it this way if you went to a butchers and asked for a leg of lamb but he offered you every other piece of meat available from pork to beef to chicken and including all the marinated options how frustrated would you be? Or you would rather it was a simple straight forward transaction whereby you got what you asked for or close to what you asked for?
Come spend a day in my shoes and you'll see exactly how frustrating it is when you get resumes so far off the mark you wonder what planet people are on when they are applying for positions.
I can understand the usefulness of this advice, it is good to know. But its also a very sad statement on the whole recruiting process these days. Like you said I am sure that a lot of people submit resumes when they are not at all qualified for the position they are applying for, and I can understand that this can be frustrating. But there is a happy medium, and after reading this article it appears to me that the role of a recruiter or HR person is no longer to actually work at finding the best fit, but to simply find reasons, any reason, to eliminate resumes from the pile. It also strongly implies that if you want a job that is slightly above your level, or is in a slightly different area than what you currently work in, you can forget it. You are basically relegated to the exact same role and the exact same level you are currently working in, and any attempt to go outside of that will get you a big "delete".
It just doesn't give me a whole lot of confidence in the whole system. I feel like even if i am perfectly qualified for a position in every possible way, the person reading my resume will almost be actively searching for a reason to toss my resume in the trash.
Discouraging, if you want to relocate and move, you can't get a job first. If you have tons of experience and talent and have actually done the job being advertised but lack the degree you go in the no pile. You see it as five minutes – it is an impossible barrier. All to make the HR person's job easier. Add that to the fact I know tons of folks who look good on paper, exceptional, but they won't get your job done. It is almost laughable to watch them going from organization, to organization leaving it worse than when they got there. But hey, they look good on paper and they have a Masters Degree. Once upon a time, it was good to work yourself up an organization and you didn't need a degree to answer the phones.
The truth of the matter is, it is not plausible to accept everyone that could POSSIBLY fill a vacancy. After screening out resumes, you have to conduct an interview with all your possible candidates. If you simply pick a few out of the massive bundle you end up with, you are opening yourself up for a discrimination lawsuit. Note, the burden of proof lies on the employer. If that employer cannot provide a reasonable reason for interviewing one candidate and not another, they will be in big trouble.
As it always has been, the best way to jump start your career is through networking. An employer has every right to trust a referral over an unknown applicant. This is how most people get jobs, not by applying everywhere, but by building strong relationships with people within their industry, gaining their trust and simply asking them if they know of any opportunities. Anyone can open up a door for you, which is why you should never discard a contact. If you truly are good at what you do and are deserving of moving up the ladder, people will notice.
Croy, I totally agree. It is sad that the "human" element has been taken out of "human resources." I personally feel that some of the requirements for a job are placed to eliminate certain groups. In the retail industry, most of the "actual" job requirements center around sound decision making and common sense — things a degree will never get you.
While you may need an accounting degree for certain financial jobs, a retail manager can usually compute mathematical computations and be extremely successful in managing a store. Creative minds dictate in this industry. You don't need a college degree for that, just experience!
Resumes are tools to screen applicant pools, not selection tools (that is what the interview is for). The most important thing is to assure that your resume clearly demonstrates that you possess all or most of the job requirements in the job description.
If you do not know the job requirements, understand that the recruiter will be looking for specific, tangible details. Technical skills, length of experience, the fields you've had experience working in, degrees, and specialties all need to be obvious in your resume. Everything extra in the eyes of the recruiter WILL be ignored.
Michael, tell me if I am wrong, but email and phones are not available as part of your LinkedIn profile until you are directly linked with someone (and email only). So how do you include your email and phone? Also I have the same security concern as Dan.
Great article lets hope the word gets out and our lives are make easier = we can help more people get their perfect job.
My pet annoyance is COVER LETTERS. About 50% of the ones I do get are addressed to the wrong person/the wrong company/the wrong job/wrong address (I have no idea where people get random company addresses from if your going to include the address take it from the company's website!) etc etc
A large number of positions I recruit are branded adverts (include the company name & logo), we clearly advertising asking candidates to include a cover letter stating your interest in working with this organisation. In the case that you dont include a cover letter I will only read your resume if I have a spare few minutes in my day.
If you go as far as flicking me a resume attached to an email with only the reference number in the subject but no body in the email then my line is harsh – your application appears rude, my response is rude – Delete.
I've had a number of fantastic candidates apply for positions they know arent exactly right but are what they would love to do which they've addressed in detail in their cover letter. I go out of my way to help those candidates as I can see their commitment and in most cases its something my clients love when they see the potential these candidate have (for the die hard job seekers, I'm not talking about a cleaner applying for a CEO rather an assistant product manager who wants to move up or has always wanted to work in that company but only meets 2 out of 5 selection criteria)
Bravo !!!!!! I know I have scratched my head several times and often felt that what you are saying is truly what is going on. Not only did you address the reality of this often times felt process, but let's add in the personal references (i.e; friends, friends of friends….). Hiring managers will often lean on their decision based on personal references from a friend or colleague before they actually dissect your resume. I have seen positions that need to be filled quickly are often filled again soon as the right candidate search and resume process was overlooked. I would like to think that seekers hard efforts and time in resume building would be appreciated more, but in reality you are correct. If you don't capture your high point's right out of the shoot then you stand to be in the deleted file quickly. Also remember, if you are Superman / Wonder Woman then express that. If your not…… Be honest. Don't waste someone's time and your reputation for false representation. We are who we are and if you get the interview it will be based on facts.
Great Topic Mr. Spiro
Another brutal truth is that there isn't a "perfect resume." There are hundreds of job sites telling people how to write the perfect resume. All of them can't possibly be right since they are all different.
Be unique, original and don't waste the reader's time. You get 1 page. Make the most of it. More than that and you're wasting your time.
What works for one employer may be trash to the next. It pays to take time to tailor each resume to each prospective employer.
Great article.Now i know why?Its the hard truth.Thanks alot.
Dear Michael,
Nice to find someone having such a long and in-depth experience in HR recruitment. Would you be kind enough to let me know some tips on resume writing.
Kind Regards,
Bhawna Dewan
In France it is normal to send a photo and a hand written letter of motivation with your application. When faced with 100+ applications to go through for a secretarial post, I immediately discarded any that had photocopied letters and any that had the applicant wearing oversized earrings. Both of which I considered as showing the applicant not having a professional approach.
It really is a buyer's market at the moment and applicants have to treat every application seriously. I chickened out of putting myself through the process and have started my own company
You are absolutely right! I am presently producing two DVDs in Spanish, one about resumes and the other about interviews. We interviewed 12 of the top HR executives in Puerto Rico for over two hours each. They all have employees that go through resumes looking for the exact job requirements posted on the employment ad. If they don't see what they're looking for you're history!
These DVDs will be available on our website on or before July 31, 2010. We also have other titles available. All of our programs are in NTSC format in Spanish.
Maybe it's just me (and it probably is), but why is a recruiter using a LinkedIn profile to base their intent on reviewing a resume' that has been prepared? A person who took the time to prepare a resume more than likely goes into detail. A LinkedIn profile is sometimes an overview. I never review a LinkedIn profile to screen an applicant to be passed on. The resume' was sent for that reason.
I am continuing to see why we have the struggles in our society, because not enough people take the time to care. I'm not saying you need to sit and read resumes that clearly were not well-prepared, but to dismiss resumes for some of these reasons allow very talented people to be over-looked. I want people who can be innovative and bring bright ideas to my companies. It's about moving forward and not holding them back because they don't meet "corporate crap criteria." Let's stop playing mind games and help people get back to work. Sometimes it may be doing jobs they've never done before, but they may actually be well-suited for and a different perspective may grow the business. This may be their perfect opportunity, and your company's best hire!
Good article. Typically I've seen 50+ resumes for one job posting. During the recession that could jump to 120 or more. I weed out first by typos or bad grammar (which unfortunately cuts out quite a few people). I then sift back through and dump anyone that has changed jobs every 12-24 months. Unless I see a great explanation for frequent job change, I consider these "jobhoppers" that will leave at the first offer to make 50 cents more per hour. I don't want to waste my time or resources training someone that will not stick. I expect a cover letter with all resumes that addresses the points in the advertising, including past salary history. I expect a follow up letter or thank you card by all interviewees. Handwritten notes are fine if it is a card format. If you decide to send a letter, I expect everything to be typed, including the envelope.
Michael Spiro's article concerning Résumé elimination is actually truthful and also an eye opener to people sending applications to positions that are advertised. We all now the simple fact what happens when a really interesting position is advertised in a career portal. The person who will actually screens/reads the applications and résumés will have in the "worst" case hundreds of résumés sent into a position that will be offered (in the end) to one candidate. We all know that even though people are able to learn some slower some faster the post will likely be filled by a person from the same business are/field as the original open position. If someone really wants to break the barriers and get career moving to some new area/arena there is a way and this way is called networking. HR is about people, HR is about people in the right places. WHY? People have different needs, personalities etc. When you know your competence and the areas where you are strong, have knowledge you most certainly can land a job more easily ;). Even though as it can be seen and read from Michael´s article it will not be easy. You have to work for it. BR Jari
You mention that if you are in a different location than the company, your resume will not be considered. What advice would you give someone who would like to relocate?
Great topic! I've read your comments and I think some explain things, some do not and raise questions.
@Andrea Frymire: "dump anyone that has changed jobs every 12-24 months. Unless I see a great explanation for frequent job change, I consider these "jobhoppers" that will leave at the first offer to make 50 cents more per hour." – I'm curious, what is wrong with this? I mean, even if the job attracted me at the beginning and after 6 months I realized that is not what I wanted or at least, I've hoped to be, should I have stood there for at least 12-24 months? Is it a minimum period to remain employed within a company? In my opinion, there is not. Regarding the reasons for leaving, should they be highlighted into CV? Why? I consider that a prospective employer should ask me "why" in the moment when he is interested of me, as a candidate for that advertised position. Also, why to include a past salary history? You are going to offer me a salary depending on my last salary? Why? I guess you have a budget (+/- x) or certain salary grills.
In the end, I would like a frank answer, as Len Costa asked above, regarding the key-factor(s) needed for a candidate to be successful when applying for jobs.
Thank you!
Reply to Ionut Anghel :
Reasons I avoid jobhoppers:
1. Because it is expensive and time intensive to interview and recruit new staff. Best case it will take 30 days start to finish. I've had it take as long as 3 months to find the right person.
2. Because most positions we are filling have a 3-6 month training period. I don't want to train someone that will not stick around.
3. It's been my experience with previous hires that had a jobhopping background that they always thought the grass was greener somewhere else and they never were satisfied. Not with any of their previous jobs nor any that I had available.
4. Others can weigh in but I personally view frequent job changes as high risk for turnover.
5. On highlighting reasons for leaving – I'd only highlight if you've had frequent job changes. Otherwise, my guess is you won't even make it to the interview stage to explain your Whys.
In regards to salary history, I want to make sure candidates expectations are in line with our salary ranges. Otherwise it is a waste of everyone's time. If I was in a job search I would want my salary history known because I wouldn't want to waste time interviewing with a company that can't reach the level I would require.
The recession has had dramatic changes on the resumes I've seen the past 18 months. We've seen excellent, even over-qualified candidates. In some instances we've upped our typical salary and/or benefits package because the candidate brought so much extra to the table.
We typically hire interns every summer (this year we are not because business is slow). Last years resumes for interns were incredible. We had MBA grads, law students, etc. Typically we are hiring juniors or seniors. Last year our interns already had undergrad degrees and were either in law school or working on MBAs.
Additional Reply to Ionut Anghel:
I'd ask for any headhunters out there to verify but another big reason someone would avoid jobhoppers is that if you are using an agency or headhunter it is really expensive. I've had to pay up to 30% of the salary for the headhunter service. Generally, a portion is paid at the time you retain the services (1/3), another 1/3 at the time of hire and the final 1/3 at some date in the future (most recent I've used is at the 1 year anniversary date of hire). All of the services I've used have provided some credit towards the next service or partial refund if the employee didn't stay, however, I think you'd find an employer as well as a headhunter reluctant to place a jobhopper if they think they won't stick around long. Again, I'd recommend verifying this with a headhunter or employment agency but that is my experience with several groups for mid and senior level positions.
Thank you. Both to Michael Spiro and all of the wonderful people who contributed comments on LinkedIn. This clear, honest look at the way resumes are reviewed is refreshing and helpful to me – a person who will soon be seeking a new position due to my current employer transferring operations to an out of state location. This article and several others I've found allow me to approach my upcoming job search with a better understanding of the potential employer's perspective. Again, thank you.
Aoife et al,
As Director of Talent Acquisition for a Defense Contractor, I engage in searches for candidates more than "recruiting" candidates. For the most part we, by corporate design, look for the passive, already working, individual. This would be true even for Technicians and definitetly true for C level openings. To be sure, within our industry there are certain competencies that would qualify as niche competencies. Mostly we require very high clearances be held by candidates and those clearances need to be active. Therefore, character, integrity and squeaky clean backgrounds are essential.
With regard to volume of resumes. Typically, after I have completed a search, I will have a slate of 3 to 4 candidates which I present to the hiring authority. In some instances, I've presented only one candidate. My success rate is in excess of 93%. I have the luxuary of reporting directly to the COO and CEO of my company–not HR. This is a major factor in our overall success rate in finding the right person, with the right skills/competencies, the right cultural fit at the right time. I find recruiters generally in HR are usually inexperienced, don't have the technical qualifications to do an indepth search and haven't a clue about the technical qualifications needed by a candidate to be successful
in the position. Frankly, most don't know the difference between a balance sheet and an income statement and couldn't determine the COGS of a position filled. Understanding the business from the ground up is a demanding and time consuming effort that most "recruiters" are unwilling to undertake.
This may seem harsh, but in my career, I have met only a handfull of what I would consider Excellent Talent Acquisition Professionals. I consider myself to be one of the best, though I have a few heros in the field who are better than me. A true Talent Acquisition executive must have the ability to close the deal and make the offer on the spot if necessary. People who are looking for a job are of no interest to me. People who want to make a difference, have the drive and competencies we seek and will fit into our culture are my targets. I am personally driven to find the best and work nights, weekends, on vacation and will try practically anything to get the interview, begin a new network of contacts, make myself available. Most young "recruiters" are reluctant to be that dedicated. While on vacation on Maui I made the acquaintence of an individual on the beach–we wound up hiring him. That's Talent Acquisition.
This is an excellent article on how resumes are sorted from their job postings. As a current job seeker, I found this to be one of the better articles I have read on how to get my resume noticed.
when all is said and done, the process is a two way street. gretchen, thank you for your comments, you seem to be the only one on here who gets my point of view. i am very appreciative of employers who actually take the time to read my resume and can see where my abilities would be a good fit. i am a very professional conscientious employee, and i have the references to prove it. if some recruiter is going to toss my resume based on the fact that my last job only lasted 8 months (when in fact i got laid off), or because they don't quite like the font i used, or some other trivial detail simply because they're trying to make the pile smaller, then its not a place i would want to work anyway.
Thank you for posting these tips for how resumes are reviewed. I haven't read something this immediately useful and direct in a long time.
As a job seeker who will celebrate 😦 one year of being laid off on June 22nd, I appreciate the blogs. For instance, I haven't been getting many call backs from recruiters, so I have been looking for ways to improve my resume. I have been looking into the functional resume as an alternative. Since seeing mixed reviews and now Mr. Sprio's comments I will stay away from it. I will continue to read your blog in hopes that some of your advise sink in and lead me to a new career.
Thanks for your advise, DAN
I have been in HR for 20 years. When it come to recruiting, your articles are some of the best I have read! You are giving people a back stage pass to the recruiting world. It may seem harsh to some job seekers, but, to quote a great blogger, it's "The Brutal Truth…".
Thank you for sharing your exeriences and insights in such a thoughtful and eloquent way.
To give you some idea of the volume of resumes that are sent to one ad–this past weekend, I posted an ad. Within 24 hours, I had over 70 responses. Less than a third of those met the qualifications and were sent to the hiring manager, We have scheduled then 4 interviews for 3 three openings.
The vast majority of those who did not meet the first screening did not have any experience in our industry. In our ad, we specifically stated experience was required. This is not uncommon–people applying for positions for which they do not have experience required (not just desired/wanted as is the case for entry level positions).
If you are applying for a position, the easier you make it for the first person reviewing your information to gather the information and identify you as someone with the skills and experience the better. Simple is better than elaborate.
For those of you who can quantify results-put the results in the first few lines for each position. Most business people are number driven first and will be drawn to the visual of a number–then you continue to educate them about your experience with how you present your results.
Cover letters ARE good to explain relocation as noted above. Accounting for any gaps in employment (laid off, school, raising children). Answer those unanswered questions rather than allowing the reviewer to come up with their own answer.
If you do not meet the requirements of the job, trust that the employer truly does require those skills/that experience and that they will not consider candidates with out it.
Target your application to those companies and positions that match what you need/want in your next job.
Spelling counts. Neatness counts. Accuracy counts. Detail counts.
At least once a week I receive a resume with a list of email addresses they are sending their resume to for open positions. I want someone who wants to work for MY COMPANY, not just any company.
Hi, nice post! It is really informative and useful for me.
Keep up the good work! 😀
Michael – with experience as both corporate and agency recruiting you article hits home with me. There isn't enough time in the day to read through every resume received and the cover letter. If the resume meets the requirement, then I go back and read the cover letter. Also, if the resume is longer than the candidates years of experience – it's deleted.
I job hopped annually for the first odd 10 years of my career. Nothing like moving along to grab experience. I've covered most areas in my field in those 10 years. I've been offered brutal pay rises and even an associateship to remain, but I was hungry for knowledge. I've been the first screen to hiring people in a previous company where I dedicated six years of my life, and I would prefer the job hoppers as they are people that are willing to go beyond their comfort envelope.
Thanks Mr Spiro for sharing this very informative and important information with us..it is really very clear and very helpful
Some make some really valid points whereas some of the others hide behind poorly presented CV's as a way to justify their prejudices regarding " The Brutal Truth on How Resumes Get Eliminated."
Failing to acknowledge the receipt of a properly presented CV, for example, is completely unacceptable irrespective of the number of applicants involved. If the volume of applications is the reason for not communicating with applicants who make an effort to present a proper CV, then quite frankly it's time to leave the recruitment industry. Submit your CV and see what response you get 🙂
You nailed it! This is a "must read" for job seekers. Unfortunately everything you shared I had to learn the hard way … glad I learned from my mistakes and am now gainfully employed!!
Michael, I preach the 30 second rule to people I advise but there is another monster lurking…Word/Text recogintion search software. In simple English…it searches for 'KEY" words in a resume before someone even sees them for 1 second. They do send a nice auto reply though.
Tip: Make sure you pepper your resume with the "Key" words that directly relate to the top 3 responsibilities of the position being applied for. ie: COO = P & L Good luck and thanks Michael!
I read the article, but answer me this: I graduated from school (2 BA's, dean's list) 1 1/2 years ago, while I went to school I worked full-time in a B2B company and got promoted over the course of time. Since then I have only been able to get jobs as a commission-only sales associate in retail.
I was previously located in a part of the US that feels more like a depression than a recession, so I moved to NYC, working in a retail sales job. I have been applying online left and right but I have yet to get a single interview. I have been told that my resume is very clear to read and direct, however my relevant job experience is on the second page, and I have been unable to trim it down to one page.
To top everything off, I have met quite a few people who have positions that I could easily do, yet they don't have my experience, knowledge or even passion… it's utterly frustrating.
Very true Michael. Congratulations for honesty. Indeed when you have 20 positions in recruting process you have to adapt your strategy for having efficiency. If you are paying attention for just 5 minutes to a CV and you have 50 CV on each position, then you need quit a long time. You look for details, if the persons has not the studies, experience, languages, location you are looking for then you pass on.
Thanks for sharing your insight, Michael. Paula Rauenbuehler gives us a glimpse of how competitive the job markets are. When there're hundreds of applications to screen, recruiters / HR personnel have to look at them very quickly.
In order to be short-listed or to score an interview with respective employer / agency, candidates have got to tailor their selling tools (i.e. CV and cover letter) to positions they apply for. Think from the recruiters' / employers' point of view, you would like to indicate you possess all the competencies required for the positions. In other words, candidates have to demonstrated all the skills, experience, training, published work, etc that are relevant to the selection criteria of the posts.
In addition, it's paramount to make sure CVs and cover letters are well presented as Paula mentioned above. Content in your documents represent how your logic flow. If candidates don't understand what they've written in their applications, recruiters / HR people won't either. Try to make your experience as tangible as possible and remember not to exaggerate because recruiters / HR personnel will find out one way of another, during interviews or reference checking.
Numbers sell, mistakes don't. Exaggeration no-no!
Twitter @kityleung
Racheal Sidi • Hallo Micheal Good Info, is there a format for using when applying to Non Profit organisation, I have posted mine recently and there is still no reply on the same, kindly advice.
Jeff Arner • Hi Rachael,
Speaking as someone who currently works at a nonprofit, I would say No, there is no set resume format for them. The best advice I could give would be to make sure that any prior paid or volunteer work experience with nonprofits stands out more, perhaps by using a Functional rather than a Chronological format. Good Luck!
Michael, great points and very aptly put. My 2 cents: Also if you use too many fonts,boldface or italicise, underline relentlessly, it actually has the opposite effect on the reader.
Also if aiming for a perm position, I see clients like shorter compact resumes that hit the spot. Rather than repetition of the same for each job undertaken. Hope this helps
Twitter: adroitjobs
Linked in group : PERM IT JOBS IN CA
I've coached many people who have lost their jobs due to redundancy, and who have taken the opportunity to pursue a change in career direction, or job focus. I advocate they use either a combination style or functional style resume as I explain here. This style of resume has regularly produced the required result – at least an interview.
And, I absolutely agree on the importance of tailoring the resume and the cover letter – generic approaches don't work.
Best wishes
Anthony from Job Search Mentoring
Are you still singing? Gwen (Miller) Cedar
Hi Michael,
Thanks for the great article. I graduated in 2010 and i just completed a year long professional marketing qualification. I would like to have a career in marketing but my only major employment was as a financial analyst for a year long placement programme while i was at university. My question is, seeing as the only experience I have in marketing is from my qualification/modules studied at university and part time sales roles, is there any advice you could give when tailoring my CV? Usually when I get calls from recruiters some ask why im switching career fields and I was also called a jobhopper by one recruiter (after rejecting my application).
Many Thanks
I am in a tough situation right now and desperately needed your advice. I just was asked to forcefully resign at my current company that I have been at for 8 months. I still have 2 weeks on the payroll. I am very distraught about this although from the beginning I knew this company was not a fit for me. Previous to this I was at a Contract Sales company for 8 months till I got this job. Prior to that I was at a Pharmaceutical company for for 3 years before they laid me off in a massive 3000 representative lay off. Prior to that I was at a company for 1 year and prior to that I was another big pharma company for 1.5 years. Now, I have been in this industry for 7 years and have held 5 positions and although I have excellent experience and good sales, I am really concerned as to if this will seem like job hopping and exactly how to explain this on the resume and during an interview. Especially with my short 7 month stint with my current company. Any advice on this matter would really be helpful. Thank you.
Thank you Michael, I appreciate it.
To me, this suggests that serious job seekers should not bother with this degrading crawl on the belly to appease HR and should instead devote all of that resume-perfecting energy to networking. Find someone who wants to hire you and let them champion your cause to HR.
Thanks for the helpful articles!
I figured that being out of state or across the country from a potential job made it more difficult to earn an interview, but I never knew it was such a kiss of death.
Do you have any advice for someone looking to relocate aside from moving first and job hunting second?
Thanks again for your help,
Hi Michael,
Lots of good helpful information in here that I can utilize to improve my resume. Thank you for taking the time to post it all.
There is one point though that doesn't help….
"Number of Years of Experience – and How Recent…. And if the specific experience they are looking for is actually listed on your résumé – but it occurred many years and several jobs ago, and you've done other unrelated things since then … bye bye – delete key for you."
As a stay at home mom of four kids, this is a point that could not be helped nor can it be changed at this time. It would be more helpful if you could offer tips on how to overcome this objection rather just say "bye bye – delete key for you". All other tips you offer are helpful, and changeable, this one is not. Any suggestions on overcoming this one?
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To put it succinctly, we are problem solvers.
We understand each piece of the puzzle and how they all fit together, and so can tackle an incredibly diverse range of imaging-related problems with the core fundamental background.
This versatility is one of the things I love about the Imaging Science program. With a fundamental, systems-based understanding of imaging, you can apply these tools to a diverse range of applications. This really translates into career flexibility. You have the freedom to follow your career goals and interests as they evolve and change, without worrying about being pigeonholed into a single discipline.
To give you an example from my personal experiences, here is a snapshot of my current and future interests:
My dissertation research involves using laser scanning for structural ecological assessment. We have developed a portable laser-scanning system for rapid three-dimensional assessment of below-canopy forest structure. I am using this technology to help better understand the next generation of airborne and space-borne sensing systems.
Photo at left: In the fuselage of NEON's airborne imaging spectrometer. (The large instrument is the spectrometer and waveform lidar, which is mounted to look out of a hole in the bottom of the aircraft). Photo: David Kelbe.
But while my dissertation work focuses on ecological and laser scanning, I've also had the opportunity to become involved in other imaging projects, like recovering erased text from ancient manuscripts using spectral imaging and image processing.
And in the future, I see my work focusing on the nexus between remote sensing science and humanitarian policy. Earth imaging has already proven crucial in response to natural disasters. My hope in the future is that we can do a step better – and actually predict and prepare for preventable, slow-onset global crises (e.g., food shortage) in the developing world.
How can you make grad school work for you?
I went to RIT (also Imaging Science) as an undergraduate and continued on in the PhD program. As a new grad student it's invaluable to get to know your classmates, professors, and staff. Become part of the group. A great strength of many higher education programs is the huge diversity of students, backgrounds, and experiences. Often we tend to stick to the familiar, but go outside your comfort zone! Get to know each other, work together, and learn from each other!
Finally, the degree is yours to create!
Learn more about a degree from RIT's Center for Imaging Science by visiting their profile on GradSchoolShopper.com.
The author, David Kelbe, is a National Science Foundation Graduate Research Fellow, researching airborne small footprint waveform lidar (light detection and ranging) for his dissertation. He has also worked on uncovering erased text from ancient manuscripts, and manages to find time for not one but two local community service projects: Kelbe volunteers at a refugee outreach center as well as a men's emergency homeless shelter, both in Rochester.

subset: commoncrawl


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- Professional Range Steel Extreme Duty < 2040kg
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Extension Front & Rear
The DTSB range offers total extension front and rear. This is made possible by an internal rocker device which releases each beam in sequence. Ideal for thru-truck drawers or train battery boxes where access from either side may be limited. The beams are controlled and will never open out of sequence. We do not recommend our DTSB slides for high speed/accuracy robotic pick and place or warehouse shuttles. Speed of operation <0.3m/s.
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The entire range is manufactured from high grade steel type C45 E+C which ensures a slide with strong raceways, fit for the industrial purpose they were designed. Steel beams are plated with an industry standard zinc and passivate 10-12 microns surface protection. Plating is RoHS compliant. Standard ball bearings are chrome plated steel with an option to upgrade to stainless steel 304 or 316. This suits applications such as train battery boxes where solid section stainless steel slides are beyond budget.


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An open house in the exclusive Deer Crest neighborhood in Park City, Utah for a 13,500-square-foot home was an event in itself, reports The New York Times. During the two-day event, which was catered to A-lister clientele in town for Sundance, $500 Verite wine flowed, a menu orchestrated by Manhattan's Kristalbelli chef David Shim was served, and party goers were urged to test-drive Rolls Royces and ski goggles with built-in cameras. A new Armani fragrance, Essenza, was publicized, and a $6,000 camera, the Lunar, was debuted.
The guests were entertained by a D.J. in the "Chill Room" and movie screenings like "Lawrence of Arabia," which was spun on an HD projector for the 14-seat home theater, which was provided by Sony. Sony was also there demonstrating a $25,000 84-inch TV.
U.S. & World
That's the kind of open house you can expect for a $21.9 million home.
It's evident that high rollers are looking at Park City for residence. The six-bedroom, $21.9 million "Ski Dream House" is not alone. Recent listings include an eight-bedroom ranch for $16 million that was sold last week, and a 63-acre estate that's on the market for $44 million, the highest asking price ever in Utah.
According to Paul Benson, a broker with Sotheby's in Park City, high-end developers have their eyes on Park City, which means it's about to get more expensive. This might come as a surprise to anyone who remembers the days after the recession, when investors looking for a quick return were scared away.
Benson is renovating some of the city's upscale hotels into residences, like the old Imperial Hotel, which offers a four-bedrooom home for $4 million. And the hotels are attracting big spenders, too. The average rate of a room at the Sky Lodge hotel is $500 a night, a price that is more than $200 more than it was in 2011.
The "Ski Dream House," it should be noted, isn't a "dream house" by accident. It is the result of Resorts West organizing a committee of Ski magazine readers, local skiers, and the mayor of Park City to design the "ultimate ski home." The committee had skiers in mind when they planned every last detail of the estate, down to how the doors open, the D.J. booth, and a bar that has direct exposure to the ski slope. Because sometimes waiting to take off your ski boots for a stiff drink is really too much to ask.
And with all those bells and whistles, it'd be a dream house for any buyer. Even one who hates skiing.
Copyright LXTVN - LXTV


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TSA Likely To Face Multiple Sexual Assault Charges For New Searches
from the tipping-point deptThink the complaints about the TSA are beginning to reach a tipping point? There's a whole bunch of new news on this front, starting with a California district attorney saying that he's ready to charge TSA agents with sexual assault if evidence is presented that the new pat downs go too far (apparently multiple DAs are now saying this).
Hopefully, some other DAs are willing to do the same, because some are ready and willing to file sexual assault charges. Richard Kulawiec points us to the news of how a nursing mother in Dayton feels she was sexually assaulted by the TSA. Contrary to claims from the TSA, she was not informed that her private parts would be touched (repeatedly, from the sound of it). She was not given the option of having it happen in a private area. And, she notes, this was not about her refusal to go through a full body backscatter scanner, since those aren't even in operation at that airport. The account is pretty chilling as the woman is clearly quite troubled by the experience (as she should be).
Along those lines, at the federal level, Ron Paul has introduced new legislation that would make it clear that TSA agents are subject to sexual harassment laws. You can see him speaking about it here:
TSA doesn't require much at all, it turns out. This government agency-gone-wild performs a background check to weed out applicants who are convicted felons, but TSA does not test at all for applicants� psychological soundness.In fact, it's so silly that the parody video below, of a "porn-addict applying for a job at the TSA" really doesn't seem all that far-fetched these days:
These are low-wage government employees granted full authority to touch passengers however they like. There is no indication that TSA agents have selectively abused their authority, but as with all government programs: If there are no checks in place to limit power, authority will be abused. Forget racial profiling; if there no limits to officials� power, what would stop them from claiming the most attractive powers need a more thorough patdown?
That said, apparently legislators in New Jersey and Idaho have introduced legislation banning the naked body scanners (oh and in New York as well). Of course, I'm sure the TSA will just claim that in the absence of the machines, they'll just have to do more groping.
As for the TSA? Well, it's still trying to defend its position. Its latest is to claim that 130 prohibited, illegal or dangerous items have been kept off airplanes in the past year. What, like nail clippers and bottles of water? Where are the actual details? What has been caught? Who has been arrested? What happened to them?
Filed Under: ron paul, searches, sexual assault, sexual harassment, tsa
Companies: tsa


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Extra Packages for Enterprise Linux (EPEL) is a volunteer-based community effort from the Fedora project to create a repository of high-quality add-on packages that complement the Fedora-based Red Hat Enterprise Linux (RHEL) and its compatible spinoffs such as CentOS or Scientific Linux.
EPEL for Contributors
Joining EPEL is as simple as being part of Fedora (e.g. be a part of the packager group in the account system) and having a love for Enterprise Linux. There is a template that can be used for maintaining EPEL packages as part of a job. More details in the FAQ entry on contributing.
Communicate with the EPEL SIG or other EPEL contributors via the EPEL developers mailing list and #epel on the Freenode IRC Network.
- EPEL SIG - EPEL Special Interest Group
- EPEL Steering Committee - leads the EPEL SIG
- Schedule - tasks the EPEL SIG and its Steering Committee are working on
- Meetings - the EPEL SIG meets every other week on IRC; come and join us!
- Guidelines and Policies - specific to EPEL
- List of Fedora Contributors not participating - not all of them participate in EPEL


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LMC's 2010 Holiday Commercial
Lexington Medical Center is pleased to debut its 2010 Holiday Commercial. You can view the 60 second spot below.
This year's commercial pays tribute to the enthusiasm that many of us display during the Christmas season in decorating our homes. In a humorous and satirical way, the commercial depicts spirited holiday decorators injuring themselves while hanging wreaths, moving boxes and rigging lights. In the commercial, each of the characters ends up in our hospital's Emergency Department for treatment.
"The commercial is designed to reflect the lighter side of the holiday season," said Mark Shelley, director of Marketing at Lexington Medical Center. "We hope it will make people laugh."
In real life, Lexington Medical Center's Emergency Department is the second busiest in South Carolina. LMC's Emergency Department treats more than 90,000 patients each year.
On behalf of the entire Lexington Medical Center family, our best wishes for a happy and healthy holiday season.


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Welcome to Good Stuff Diner! Enjoy real, home-style and gourmet food at neighborhood diner prices. Our famous cuisine features Greek diner specialties as well as club sandwiches, burgers, over-stuffed sandwiches, salad platters and a range of chicken, meat & seafood entrees.
To have our delicious fare delivered to FAST and FREE anytime, day or night, just click ORDER ONLINE and we'll see you soon. Enjoy!
We'll save your favorites & you can order with a few clicks!!
Take a look at some of our fabulous dishes. You'll like what you see!
Apply for a Corporate Account with us today. It's easy!
Save it to your home screen for easy access to our website.


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Prisoner of the Free Peoples
|Prisoner of the Free Peoples is a concept which has only appeared in an adaptation of the works of J.R.R. Tolkien.
|Shadows of Angmar books
(Bree-land • Ered Luin)
Book I: Stirrings in the Darkness
Prisoner of the Free Peoples is the eleventh book of The Lord of the Rings Online: Shadows of Angmar. It was released as an update on October 24, 2007 in North America and October 25, 2007 in Europe.


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There are two cleanups this weekend. On Saturday, the Woodhaven Cultural & Historical Society along with the St. Thomas the Apostle Woodhaven History Club is hosting a cleanup of the historic colonial-era Wyckoff-Snedicker Family Cemetery. The cemetery is behind All Saints on 96th Street and 86th Avenue starting at 9 a.m. Volunteers are welcome and needed – just show up!
On Sunday, the Woodhaven Residents' Block Association will be leading small groups of residents through Woodhaven and painting over graffiti vandalism. They will be meeting at the WRBA office at 84-20 Jamaica Avenue at 10 a.m. Both cleanups are great way to get exercise as well as meet your neighbors.
Also, please note that the next Woodhaven Town Hall meeting will be held on Saturday, August 16th at 10 a.m. at Emanuel United Church of Christ on 91st Ave. and Woodhaven Blvd. These monthly meetings are a great way to bring the local issues that matter to you to the attention of the police, your elected officials and the local media.
"An Evening Ride on the Forest Park Carousel to End Alzheimer's" takes place on Friday, August 22nd from 6:30 - 8:30 p.m. NY Carousel Entertainment, LLC, operator of the recently landmarked Forest Park Carousel, is donating 100 percent of all proceeds from carousel rides that evening to the Alzheimer's NYC Chapter.
Take your taste buds on an exciting journey and taste foods from other lands at an International Food Fair at All Saints (85-45 96th Street) on Saturday August 23rd from 10:00 a.m. to 5:00 p.m. There will be music, entertainment, activities for the children and food will be served at noon with your choice of any three delicacies – mix and match as you wish. Father Whitmire of All Saints will also be giving tours of the newly refurbished church and historic cemetery.
On Wednesday August 27th, there will be a free showing of the movie "Frozen" at the Forest Park bandshell. The show starts at 7:30 p.m.
On Saturday September 27th we will see the return of "The Great Woodhaven Yard Sale." The idea here is instead of us all having yard sales individually, we all agree to have our sales on the same day – and we mass distribute maps with all of the locations on it. Last year over 60 families participated with a good number reporting that people were coming from all over to hit all of our yard sales. You must register to get on the map – contact the Woodhaven Residents' Block Association to do so.
And looking further ahead, the WRBA will be hosting their annual Woodhaven Celebration on Friday, October 10th at Roma View Catering. This year, the honorees are as follows: the Man of the Year will be author and historian Allan Smith, a respected member of both the Queens and Woodhaven historical societies.
Our Woman of the Year will be Margie Schmidt, the owner of Schmidt's Candy, a fixture on Jamaica Avenue since 1925. Our Business of the Year will be The Avenue Diner, owned by Paul Vasiliadis. The Avenue Diner has established itself as an anchor establishment on Jamaica Ave. with its full menu of high-quality offerings and its support of Woodhaven's organizations.
And this year's inductee into the Woodhaven Hall of Fame will be the legendary Lewis' of Woodhaven, the store whose slogan was "We Sell Everything" – and it was 100 percent true. Every resident of Woodhaven has their own Lewis' stories and it will be good to see members of the Lewis family again.
Adult tickets (for those 12 years or older) to the fundraiser are $65 and tickets for children 5 to 11 years old are $30. Tickets include a full buffet dinner with soda, beer and wine.
And finally, wrapping up October will be the Wonderful Woodhaven Street Fair, sponsored by the Greater Woodhaven Development Corporation, starting at noon on Sunday, October 19th.
All of these events and more can be found on the Woodhaven Community Calendar. There's a lot going on here in Woodhaven – all you have to do is look!


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Greendale church celebrates Christmas one year after fire
Fire heavily damaged church on Christmas Eve of 2011
One year after a Christmas Eve fire heavily damaged their church, members of St. Alphonsus church gathered with their families to celebrate Christmas inside the newly renovated building.
It was exactly a year ago on Christmas morning when a fire nearly destroyed the 75 year old church.
"I think it's a whole new beginning especially because this is our 75th anniversary, and so it's kicking it off and having this new worship space it's kind of like the rebirth of everything, it's a renewal," said Father Alan Jurkus, of St. Alphonsus Church in Greendale.
Investigators never determined the cause of the fire, but the damage was so extensive to the chapel and several classrooms of the school that the congregation held services in their community room until the church was officially rebuilt this summer.
Young children who had to be re-assigned during the school year because of the fire hope it never happens again.
"This year i hope nothing goes wrong, so it's just really important that nothing goes wrong so it's a perfect year," said 8 year old Vivian Goller.
For the firefighters who battled the flames last Christmas, it was emotional to attend Christmas Eve Mass Monday night.
"It's a wonderful opportunity," said Capt. Russell Weiler of the Greendale Fire Department. "Obviously a year ago it was a tragic event, and thankfully everything worked out well and the church is still here. We'd like to think it's because of us and Kirby, and God watching over us."
Kirby is the neighbor dog who is credited with sounding the alarm and alerting people to the fire when flames first broke out.
Kirby, as well as Greendale firefighters were recognized during both Christmas Eve masses for their heroic actions in putting out the flames and doing everything they could to protect the building.
One family said it's wonderful to have the community come together and move forward into a new year.
"It's actually very exciting, and seeing how pretty it is and what they've done with the painting, it's very emotional," says Karie Dahlen, a longtime parishioner.


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OPTIMIZING ONLINE LEARNING CAPACITY IN A BIOLOGICALLY-INSPIRED NEURAL NETWORK by Xundong Wu A Dissertation Presented to the FACULTY OF THE USC GRADUATE SCHOOL UNIVERSITY OF SOUTHERN CALIFORNIA In Partial Fulfillment of the Requirements for the Degree DOCTOR OF PHILOSOPHY (NEUROSCIENCE) August 2011 Copyright 2011 Xundong Wu
Object Description
|Optimizing online learning capacity in a biologically-inspired neural network
|Wu, Xundong
|Author email
|Doctor of Philosophy
|Document type
|Degree program
|College of Letters, Arts And Sciences
|Date defended/completed
|Date submitted
|Date approved
|Restricted until
|Date published
|Advisor (committee chair)
|Mel, Bartlett W.
|Advisor (committee member)
Zhang, Li
Baudry, Michel
Sommer, Fritz
Singh, Manbir
|To function well in a complex world, our brains must somehow stream our everyday experiences into memory in real time as they occur. An ""episodic"" memory of this kind requires that we form durable memory traces based on single brief exposures to each new piece of incoming information, while preserving old experiences to the greatest extent possible. This combined need for rapid storage and large capacity presents a huge challenge for our nervous system, and we currently know little about how this ""online"" learning process unfolds in detail inside our brains. ❧ Using computer models and mathematical analysis, we have studied the online learning capabilities of a biologically-inspired neural network, with the goal to understand how the properties of neurons, dendrites, and synapses in the network work together to maximize online storage capacity. Based on an accumulation of experimental evidence over the last 20 years, a key assumption in our work has been that dendrites, rather than whole neurons, are the main signaling units used to store and read out learned information. ❧ In the first part of this study, we focused on synaptic plasticity rules and their impact on online storage capacity. We found that online learning was most efficient when: (1) only a tiny fraction of the synapses in the network are modified as each pattern is stored, (2) the learning process -- which involves strengthening synapses -- is confined to a small number of strongly activated dendrites for each pattern, and is gated by both pre- and post-synaptic learning thresholds, and (3) the forgetting process -- which involves depressing synapses -- targets the least recently potentiated synapses within each dendrite undergoing plasticity. ❧ In the second part of this work, given that learning operates at the level of dendrites, we have identified the factors that determine the optimal dendrite size, counted in terms of the number of synapses that are contained within each dendrite. We show that storage capacity is maximized for dendrites of ""medium"" size. Using both simplified probability-based models and large scale simulations, we show why both short and long dendrites suffer from serious capacity costs, including the problem of wasteful over-representation in the case of long dendrites, and in the case of short dendrites, (1) increased susceptibility to noise, (2) increased readout failure rates, and (3) an apparently novel problem arising from the lack of ""dendrite availability"". To increase the applicability of our findings to different brain areas and operating conditions, we also describe the relationship between preferred dendrite size and various characteristics of the input patterns, including (1) pattern density (i.e. the fraction of activated axons), (2) the level of input noise (i.e. the variability in burst strength across activated axons across trials), and (3) the degree of correlation between axons (i.e. the number of axons that have overlapping receptive fields and tend to fire together). We found that noise pushes the optimal dendritic morphology towards longer dendrites, whereas increased density and correlations push the optimal morphology towards short dendrites. ❧ By helping to flesh out the causal chain that links the properties of neurons, dendrites, and synapses to memory capacity, our results can help us understand not only the normal functioning of memory-related areas of the brain, but can also provide conceptual tools needed to understand which types of changes in neurons, their interconnections, and their plasticity rules that occur in aging, neurological disorders, mental retardation, and even stress, are likely to be most detrimental to memory function and why.
|AMPA; NMDA; learning and memory; dendrite; palimpsest memory; online learning; episodic memory; Ubiquitin; brain physiology; computer simulation; dendrites physiology; mathematics; memory physiology; model; neuronal plasticity; neural physiology; synapse physiology
|Part of collection
|University of Southern California dissertations and theses
|Publisher (of the original version)
|University of Southern California
|Place of publication (of the original version)
|Los Angeles, California
|Publisher (of the digital version)
|University of Southern California. Libraries
|Electronically uploaded by the author
|Legacy record ID
|Contributing entity
|University of Southern California
|Wu, Xundong
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|OPTIMIZING ONLINE LEARNING CAPACITY IN A BIOLOGICALLY-INSPIRED NEURAL NETWORK by Xundong Wu A Dissertation Presented to the FACULTY OF THE USC GRADUATE SCHOOL UNIVERSITY OF SOUTHERN CALIFORNIA In Partial Fulfillment of the Requirements for the Degree DOCTOR OF PHILOSOPHY (NEUROSCIENCE) August 2011 Copyright 2011 Xundong Wu


text:
23 October 2008
What I'm Wearing
dress: vintage
tights: Urban Outfitters
shoes: vintage
This is the tree swing I mentioned in my earlier post. It's hanging from a huge pecan tree in one of the pastures where my parents live in Alabama. The weather has cooperated and it's been wonderful with big blue skies and perfect white clouds. Something about the way the sun filters through the leaves here makes everything seem a bit magical.
20 comments:
- Allie said...
Amazing setting! So idyllic.
- October 23, 2008
- Rebecca Jane said...
these are such gorgeous photos. I love your dress!
- October 23, 2008
- Louise said...
This place just looks so amazingly serene and beautiful. I've always struggled to imagine a holiday place that isn't by the sea or a big lake, but this I could do. How wonderful. And swinging is such a delight.
- October 23, 2008
- Lydia said...
The simplicity is stellar! I love the setting too, so serene, and befitting of the outfit!
- October 23, 2008
- Aimée - Vint Condition said...
Beautiful pictures. I'd love to be swinging under the trees.
- October 23, 2008
- Lexie said...
how can it still be so warm there! what an idyllic setting.
- October 23, 2008
- Violet Folklore said...
You look like a faery frolicking in the forest. The tights are to die.
- October 23, 2008
- Anonymous said...
amazingly whimsical photos!
- October 23, 2008
- Cammila said...
I can't quite put my finger on the magic of your outfit here, which only adds to the magic! I think the brown tights bring out something particularly lovely about your dark tresses -- very romantic!
- October 24, 2008
- Anonymous said...
going home is so replenishing. it's nice to go back to your roots and reclaim certain perspectives, isn't it?
- October 24, 2008
- esme and the laneway said...
Aha, the perfect swing!
- October 24, 2008
- Parapluie said...
wow! That looks absolutely amazing!
- October 24, 2008
- Alice said...
Very cute pictures! I like coulour of your tights!:)
- October 24, 2008
- Ace said...
I adore those tights!
- October 24, 2008
- Anonymous said...
What a great setting!
- October 24, 2008
- Rebecca, A Clothes Horse said...
You look so young and carefree here!
- October 24, 2008
- Anonymous said...
amazing photos and setting! you look gorgeous!
- October 24, 2008
- victoria renee said...
ooh, i love this setting. it looks like plunked in the middle of a forest. like a setting for a magical fairy disney book.
more like the secret garden.
- October 24, 2008
- etta said...
Wonderful photos! I really love your style.
- October 26, 2008
- Penny said...
ever since i was a little girl i have wanted a swing like that after seeing one in Matilda! i still have never had one!
- October 26, 2008


text:
Research in Motion plans to begin selling Android-compatible BlackBerrys in early 2012, hoping to boost its sagging smartphone sales.
The report, confirmed by no less than three sources by Bloomberg, said that RIM's new BlackBerrys will have QNX-based software and will be Android-compatible (just like RIM's PlayBook.) Previously RIM stated that the PlayBook can use Android Market apps, but nothing has been said publicly about the QNX-based smartphones. There are more than 250,000 apps in the Android Market, about six times more than RIM's App World.
"Being able to run Android apps, that's a big plus," said Steven Li, a Raymond James Ltd. analyst in Toronto with an "outperform" rating on the stock. "If you get the tonnage of Android apps and the top 50 apps through BlackBerry's App World, that addresses many of the concerns people have about RIM's ecosystem."
U.S. & World
The possible development can only be a positive for RIM as it loses ground against Android and Apple's iPhone. It will at least give current BlackBerry users more of a reason to stay with the brand than jump ship to an Android smartphone.


text:
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text:
Peer-Reviewed Publications
Found 601 resultsTitle
Systematic, theoretically-grounded development and feasibility testing of an innovative, preventive web-based game for children exposed to acute trauma." Clin Pract Pediatr Psychol. 2015;3(1):12-24."
Teen Drivers' Perceptions of Inattention and Cell Phone Use While Driving." Traffic Inj Prev. 2015;16(sup2):S52-S58."
Trauma Exposure, Service Utilization, Emotional and Behavioral Problems in Children With and Without Medical Problems Seeking Trauma-Related Mental Health Services." J Dev Behav Pediatr. 2015."
Traumatic Stress, Depression, and Recovery: Child and Parent Responses After Emergency Medical Care for Unintentional Injury." Pediatr Emerg Care. 2015;31(11):737-42."
Validation of Parent-Reported Injuries to Their Children." Clin Pediatr (Phila). 2015."
Vestibular Deficits following Youth Concussion." J. Pediatr.. 2015."
Vision Diagnoses Are Common After Concussion in Adolescents." Clin Pediatr (Phila). 2015."
Young Driver Crash Rates by Licensing Age, Driving Experience, and License Phase." Accid Anal Prev. 2015;80:243-250."
Young Driver Licensing: Examination of Population-level Rates Using New Jersey's State Licensing Database." Accid Anal Prev. 2015;76C:49-56."
Acute stress, depression, and anxiety symptoms among english and spanish speaking children with recent trauma exposure." J Clin Psychol Med Settings. 2014;21(1):66-71."
Adolescence, Attention Allocation, and Driving Safety." J Adolesc Health. 2014;54(5S):S6-S15."
Application of best practice approaches for designing decision support tools: The preparatory education about clinical trials (PRE-ACT) study." Patient Educ Couns. 2014;96(1):63-71."
Characteristics of prolonged concussion recovery in a pediatric subspecialty referral population." J. Pediatr.. 2014;165(6):1207-15."
Comparison of teen and adult driver crash scenarios in a nationally representative sample of serious crashes." Accident Analysis and Prevention. 2014;Volume 72, November 2014:302-308."
Design, delivery, and evaluation of early interventions for children exposed to acute trauma." Eur J Psychotraumatol. 2014;5."
Driving errors of learner teens: Frequency, nature and their association with practice." Accid Anal Prev. 2014;72C:433-439."
Effect of the Teen Driving Plan on the Driving Performance of Teenagers Before Licensure: A Randomized Clinical Trial." JAMA Pediatr. 2014."
Emergency Department-Based Brief Intervention to Reduce Risky Driving: A Life Course Perspective." Clin Nurs Res. 2014."
Engagement with the TeenDrivingPlan and diversity of teens' supervised practice driving: lessons for internet-based learner driver interventions." Inj. Prev.. 2014."
Enhancing our understanding of teen-driver crashes." JAMA Pediatr. 2014;168(6):511-2."
Evaluation of pediatric ATD biofidelity as compared to child volunteers in low-speed far-side oblique and lateral impacts." Traffic Inj Prev. 2014;15 Suppl 1:S206-14."
Experience and Skill Predict Failure to Brake Errors: Further Validation of the Simulated Driving Assessment.". In: SAE World Congress and Exhibition.; 2014."
Extending the value of police crash reports for traffic safety research: collecting supplemental data via surveys of drivers." Inj. Prev.. 2014."
Headway Time Errors, Safe Driving Skill, and Experience: An Initial Validation of the Simulated Driving Assessment.". In: Transportation Research Board 93rd Annual Meeting.; 2014."
Inaccuracy of Federal Highway Administration's Licensed Driver Data: Implications on Young Driver Trends." Journal of Adolescent Health. 2014;55(3):452-454."


text:
26 Main Street
Windsor, VT 05089 Visit Their Website for More Info
Windsor, VT 05089 Visit Their Website for More Info
That's what we offer at Snapdragon Inn. Join us for a relaxing getaway and explore the Upper Valley of Vermont and New Hampshire. Take a stroll around Lake Runnemede right here in our backyard or visit picturesque Woodstock, Vermont or Hanover, New Hampshire next door. With views of Mt. Ascutney, covered bridges everywhere, and Dartmouth just across the Connecticut River, there is so much to see and do.


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Michele Bachmann starting tea party caucus
UPDATE: Republican Conference Chairman Mike Pence (R-Ind.) is the first House member to join Bachmann's Tea Party Caucus.
* * * * *
Rep. Michele Bachmann (R-Minn.) filed paperwork on Thursday to create a House Tea Party Caucus, which she will chair.
"The American people are speaking out loud and clear," she said in a statement. "They have had enough of the spending, the bureaucracy, and the government knows best mentality running rampant today throughout the halls of Congress. This caucus will espouse the timeless principles of our founding, principles that all Members of Congress have sworn to uphold. The American people are doing their part and making their voices heard and this caucus will prove that there are some here in Washington willing to listen."
Bachmann led a "House call" rally against health-care reform on Capitol Hill last fall that brought together tea party activists and Republican officials. In a recent interview, Rand Paul (R-Ky.) said he would like to start a tea party caucus in the Senate if he wins this fall.
Two staff members recently left Bachmann's office in a major shake-up.
Rachel Weiner
July 16, 2010; 11:32 AM ET
Categories: 44 The Obama Presidency
Save & Share: Previous: Obama criticizes Hoekstra on congressman's home turf
Next: GOP Attack Ads
Kansas Reps. Todd Tiahrt and Jerry Moran, who are both campaigning for a Senate seat, have already joined. http://blogs.kansas.com/gov/2010/07/21/tiahrt-moran-join-tea-party-caucus/
Posted by: boriseugenekent | July 21, 2010 6:53 PM | Report abuse
At least this neatly rounds up the crazy...
Posted by: ixijimixi | July 20, 2010 1:46 PM | Report abuse
I believe that Michele Bachmann is an extremely dangerous and sick individual. So sick that I strongly suggest that Minnesota investigate her years of foster care to ensure there was no abuse. The way she incites hatred and violence tells me that she is too unstable to have ever been allowed to do child care. I believe she did foster care for 26-27 children. I would think that Minnesota, being a leader in social services and medicine, would not want a reputation of NOT CARING ABOUT CHILDREN!!!
Posted by: wizzylizzywizzy | July 19, 2010 9:49 PM | Report abuse
They may call it tea but I think a lot of them have drunk the Kool Aid .
Posted by: ejgallagher1 | July 19, 2010 8:05 PM | Report abuse
Bachmann is not known for being cerebral nor a brainiac.......neither is Sharron Angle,or Caribou Barbie, who now is inventing words just like Shapespeare did (as if she reads Shapespeare).....the women of the GObP are laughable. Bachmann can't hold onto a staff to save her soul.....as most Americans know, if there is constant turnover in personnel, as in Bachmann's case, there is good reason for it......may they all go to FOX News...the cable network that picks up wannabes and usedtobes...FOX News pays big money for anchors & crew to deliver opinion....and what do you think hyperbole.....
Posted by: btafmax4 | July 19, 2010 7:32 PM | Report abuse
I believe a more appropriate name would be the Keg Party,because it would seem that most of them are inebriated with hate.
Posted by: whales60 | July 19, 2010 7:20 PM | Report abuse
May be there is nothing to it!
She just want to have a tea party!
Posted by: kishorgala | July 19, 2010 6:15 PM | Report abuse
Perhaps she could call it Tea Party, Inc.
That way the Tea Party Patriots, Tea Party Express, Tea Party One Nation, Tea Party Jingos, Tea Party Supremacy, and a laundry-list of Tea Parties can be accomodated under one name.
We do want to be accomodating for all, don't we?
Posted by: kishorgala | July 19, 2010 6:05 PM | Report abuse
Bachmann is a Sarah Palin wanna-be, but she lacks the ability to charm her followers into giving her their welfare checks like Palin. Sorry Michelle, you're still second-rate.
Posted by: blazertaco | July 19, 2010 5:57 PM | Report abuse
I found the following instructions for organizing a Mad Hatter Tea Party Carcass:
Step 1
Choose a location. Choose somewhere outside that has plenty of green lawn and places for tables. A location with a lot of flowers or trees will also help when it comes to transforming the space for the party.
Step 2
Plan a menu. A tea party is just not a tea party without finger foods. Plan a menu that is both easy and appetizing. Guests must be able to talk and eat, so finger-food is the best option. A variety of small desserts and several teas and punches will add just the right touch to your final menu.
Step 3
Arrange for entertainment or games. Since this is a Mad Hatter party, hats would be fitting attire. Arrange for guests to decorate their own crazy hats to wear at the party. Include a game of croquet in your party plans as well as other lawn games, like horseshoes or bocce ball. A few card games set at individual tables will give those who don't want to participate in a physical game something to occupy their time.
Step 4
Decorate for the party. Fresh flowers are always a good idea at a tea party, and this one is not exception. Move your armchairs outside, or decorate plain straight back chairs with covers and large ribbon bows. A Cheshire cat in a tree and a few plastic flamingos will set the stage for your Mad Hatter tea party.
Step 5
Set the table. Use nice white tablecloths on the table along with good silver and mis-matched china. Tiered dessert plates and large glass punch bowls can be used as centerpieces, and a single playing card with a guest's name can be set on each plate to reserve their spot. Use cloth napkins tied with large ribbon bows.
Step 6
Send out invitations. Use handmade cards to invite all your guests at least 2 weeks in advance. Ask guests to R.S.V.P within a week.
Read more: How to Plan a Mad Hatter Tea Party | eHow.com http://www.ehow.com/how_2057310_plan-mad-hatter-tea-party.html#ixzz0uAL3THhc
Posted by: kishorgala | July 19, 2010 5:26 PM | Report abuse
It's as if she lifted the verbiage directly from a book called "It Can't Happen Here" by Minnesotan Sinclair Lewis. She is appealing to the worst nativist, racist, homophobic sentiments in Americans. And I have the errrr, "privilege" of living in her Congressional district. We just refer to her as the local crazy lady who was elected to Congress.
Posted by: mozart56 | July 19, 2010 5:25 PM | Report abuse
Please don't be mean to Bachmann, she just can't help herself. She was a wing nut long before the tea party came alone. She is the "Delta Dawn" of the Republican Congress. The woman is a walking, talking nut case.
An organization is defined by it's leader, in this case nothing has changed by Bachmann appointing herself leader, they are all nuts.
Bachmann knows that after November she will no longer sit in the Congress. She, is starting her after government job early.
The woman is a idiot.
Posted by: COWENS99 | July 19, 2010 5:20 PM | Report abuse
Boy, what a Mutiny against the GOP Establishment! Forming a different party which will carry the flag for the Founding Principles (ooh!, which the current elected GOP members have failed to carry!
Michelle Bakhkhhhhhmaaaaan (sorry for spitting!) is lucky to have one Rep. Rep. (that is, Republican Representative) join the carcass.
One would have been the lonliest number. Two is certainly company. But three may become a crowd. So keep it manageable.
Posted by: kishorgala | July 19, 2010 5:16 PM | Report abuse
"Tea party" is really just a code name for the hard core activist base of the strongly ideological Rush Limbaugh wing of the Republican Party in an attempt to try and pass that off as being in the mainstream of middle America which it is very clearly not!
Michele Bachmann starting a House Tea Party caucus would be great in my opinion because if that happens, then the tea party can be specifically pinned down by Bachmann and by the other kooks who are in that caucus (and by the big names who claim allegiance to that caucus such as Sarah Palin) when they say the crazy things that they say and when they do not condemn the highly insulting signs that many tea party activists usually bring to their public rallies!
Once there is an official tea party caucus lead by an elected Congresswoman, then the tea party kooks will not be able to legitimately use the excuse that "there are fringe elements in every group" to not be held responsible for the many stupid things that they do and say which are very far out of the mainstream!
Mitch Dworkin
Dallas, Texas
Objective Political Research & Analysis
Posted by: MitchDworkin | July 18, 2010 11:02 PM | Report abuse
Let's follow the normal logic of the T-Crazy caucusses in the House and Senate, (RP is looking for his place in the Senatorial sun)
First, to staff a caucus the members of the caucus have to provide staff and funding from their Congressional budget. That means that Republicans have to give money and man power to bachman or Paul from their own budgets. That may not go over so well, but that is only the beginning.
Since the T-Crazy caucusses are about Republican control politics, Bachman, by being chair of her caucus, and Paul, chair of his, soon enough butt heads with their Minority leaders, McConnell and Boehner.
NOW things get interesting. Bachman and Paul go outside party establishment to push against RINOs who won't accept their leadership, [precipitating civil war in the GOP, which lasts to the November Disaster, when the civil war gives the Dems significant gains in the House and the Senate.
Of course, as the dust settles and the T's find they lost seven seats in the Senate and twenty in the House, the recriminations begin. RHINOs endure a night of the long knives and the Republican Party emerges leaner and meaner, a skinned and defatted skeleton of an elephant. For two years the T's pursue the dream of control of Congress on the say so of the media, who will be sure that even Republicans can't lose four congressional elections in a row.
The Fifty State Landslide of 2012 won't convince the T-s that they are wrong, but all those RINOs with no place to go eventually realize that they can be their own Party.
Beyond that, well, that story is for another day.
Posted by: ceflynline | July 17, 2010 8:54 PM | Report abuse
When will the caucus start taking questions from "We The People"?
Posted by: knjincvc | July 17, 2010 7:10 PM | Report abuse
Child advocates want Michele Bachmann investigated for child abuse as she did foster care for 26 children (for the tax-free government dollars). Did she tell them to be "armed and dangerous" or to "slit their wrists" to break the law???????? What kinds of "CRAZY" things did she tell those children and what kind of treatment did they receive????? This woman has got to go!
Posted by: merf-1 | July 17, 2010 6:08 PM | Report abuse
This isn't going to end well. She's further aligning herself with a group that the Dems are using as a punching bag because few if any 'partiers are smart enough to know how to fight back. She might as well start the Stupidity Caucus.
For the facts about the 'partiers that you won't here from them or from their other opponents, see:
Posted by: LonewackoDotCom | July 17, 2010 1:55 PM | Report abuse
The teaparty caucus already exists........ it's the republican party. Nothing new here. Just another day. Just another desperate attempt to call attention to herself.
What's up with Minnesota anyway? Vote this loon out.
Posted by: cfeher | July 17, 2010 8:14 AM | Report abuse
Good news for Dems: Republican to push ahead with energy bill:
Any and ALL Republicans who vote for the Cap & Trade Bill - WILL BE VOTED OUT OF OFFICE IN NOVEMBER! DONE DEAL!!!
Posted by: prossers7 | July 16, 2010 8:04 PM | Report abuse
Rand Paul and daddy Ron Paul are Tweedledum and Tweedledee.
Rush is the Mad Hatter and Beck is the Dormouse, a swashbuckling dormouse whose loyalty to the Hatter is unmatched.
Posted by: apspa1 | July 16, 2010 8:00 PM | Report abuse
Now I get it. The Tea Party has nothing to do with the American revolution, its the Mad Hatters Tea Party.
Bachmann is the Queen of Hearts, Rush and Beck are Tweedledum and Tweedledee, Sarah Palin is the White Rabbit always late for her next pay day, the March Hare is played interchangeably by any Republican in Congress and the Cheshire Cat is John Boehner whose orange skin changes by his moods.
Posted by: apspa1 | July 16, 2010 7:53 PM | Report abuse
Her constituents are probably tired of her wacky pronouncements. At the end of the day you need to bring money and jobs to your district. How has Bachmann been doing in this department?
Posted by: ATLGuy | July 16, 2010 3:21 PM | Report abuse
Goodie! The more she and the other tea-baggers marginalize themselves, the more time for the serious business of the government.
Posted by: gwcox2 | July 16, 2010 2:59 PM | Report abuse
A Tea Party caucus is the most hilarious thing to come down the pike in recent memory.
Perhaps they can prove the bi-partisan nature of the Tea Party movement by getting someone with a (D) to sign up, no? I can't really see that happening.
The craziness has them (house R's and the various TP's) playing some insane game of "can you top this" style, over the top media stunts. The insane clown posse has been setting up their big tent since President Obama's election. Looks like they are done with the preliminaries and the show beginning in earnest.
Their whole premise would be laughable were it not for the fact that they are seriously misleading a large segment of the electorate. Figuratively speaking, the Tea Party and the GOP leadership are pumping toxic waste into our political discourse. Nihilism as a political tactic seems to be the best they can do.
Posted by: PatD1 | July 16, 2010 2:54 PM | Report abuse
makes you realize how the german nationalist party came to power in the 30's
Posted by: newagent99 | July 16, 2010 2:53 PM | Report abuse
As if anyone cares.
Posted by: ScottChallenger | July 16, 2010 1:25 PM | Report abuse
It remains to be seen how many other official Tea Party caucuses will be started. There are many many different Tea Parties with different platforms or agendas. And some of the originators may have a problem with plagiarization and kidnapping of their ideas by Bakhkhhhhhmaaaan.
By the way plagiarization is nothing new for the Republicans. Some even charge you for the plagiarized material. Point in case, McInnis running for the Guv in Colorado.
I wonder if Bakhkhhhhmaaaan is giving up the Republican party. Or, the party is going to boot her. Afterall, the Tea Party is NOT a SPINOFF (or SPIN, if you prefer) of the Republican party!
Posted by: kishorgala | July 16, 2010 1:13 PM | Report abuse
This article is a hilarious skewering of Ms. Bachmann's typically cuckoo positions. With an ending that republicans and democrats will love.
Very funny, enjoy.
Posted by: eye95 | July 16, 2010 1:07 PM | Report abuse
It certainly is time for the gopers to create an official racist caucus -- regardless of the official name. Richard Nixon, Lee Atwater, Terry Dolan, Jesse Helms, Strom Thurmond and many others would be sooooo proud of this development.
Posted by: ImaDem | July 16, 2010 12:42 PM | Report abuse
As scary as Bachmann, Steve King, Louie Gohmert, and the others like them are, it is scarier to me that there are evidently a lot more like them since they get elected.
Isn't it interesting that these people don't make news for the legislation they author but for the crazy things they say and do.
Posted by: FauxReal | July 16, 2010 12:31 PM | Report abuse
Well good. Herd them all into one room where they can hoist their banners and spit on everyone else.
Posted by: cms1 | July 16, 2010 12:20 PM | Report abuse
Sure, let Bauchman caucus with her other 4 personalities who cares.
Posted by: racerdoc | July 16, 2010 12:11 PM | Report abuse
LOL we really do have a dysfunctional governing system.
Think about it a caucus in government of goobers totally opposed to government LOL AHAHAHAHAHAHAHAHAHAHAHAHAHAHAHAHAHA LOL
On a different tack i just want to say to both the Republicans and the Democrats.
Thank you for your time
Posted by: PennyWisetheClown | July 16, 2010 12:09 PM | Report abuse
This creature is just insane, however no more so than each and every one of her supporters.
Posted by: davidsawh | July 16, 2010 12:05 PM | Report abuse
She can always become a priest if she fails here.
Posted by: bgreen2224 | July 16, 2010 11:45 AM | Report abuse
The comments to this entry are closed.


text:
search (one's) conscience(redirected from search his conscience)
search (one's) conscience
To carefully consider or think about one's own motivations for doing something. We're asking upper management to search their consciences and realize that this decision will negatively impact every employee in the company. I know you're hurt right now, but search your conscience—you don't want to go through with this.
See also: conscience, search