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"CREDIT CARDS SCAMMED, NOW WEARY OF ON-LINE JOB SCAMS!"

Dear Kathryn:

Maybe I'm being paranoid, but I am scared to death of searching for a new job online. I recently had my credit cards scammed and it's been hell for the last six months straitening that out.

About a year ago, I posted my resume on a job search engine that I thought was reputable and ended up with weirdo's calling me from everywhere but from bona fide employers. As I've been in transportation and do apply for driver jobs, some of the ads request a copy of my driver's license. When I've not complied, I've received snotty letters back from the employer! They said I "didn't follow directions", therefore my application isn't being considered! I know that employers' use the internet to advertise and friends of mine have gotten great jobs that way, but I'm apprehensive.

Any suggestions as to how to get the most out of my job hunt? Also, I'm afraid someone from work will spot my resume and alert my boss. Is there any way to avoid that potential nightmare from happening?

JIM T., Haddam, CT

Dear Jim:

It's smart to be sensitive to the fact that monsters exist in every facet of our lives, including the job hunt. Knowing what to put on your resume and what to keep confidential is the first critical point.

Here are some absolute "musts" that will be crucial to keeping your job hunt confidential and successful.

-First, never put your address, social security, or birth date on your resume. Some candidates will list their town and state, so that employers can see how their location relates to your residence.

-Create an email address that you use only for job hunting. No matter what, never provide drivers license information. Tell the employer your driver's license is valid, but to confidentiality requirements, you will provide your license at the time of your interview. (You've acknowledged their request and explained why you didn't provide it.)

-Many candidates are only providing their cell phone number rather than a home phone. While some employers may get turned off, it does offer additional protection. Some are not listing their current employers name, rather stating the type of industry and giving a full job description and accomplishment history. It doesn't reveal where you're working and will keep employers from contacting you there.

-If the site you've accessed doesn't give clear information about how confidential your resume will be kept, pass. Privacy policies should be clearly stated, indicating if your resume will be shared with other sites.

-When the employer phones you, tell them you're on another line and will promptly call them back. Check their number with your online directory, verifying they are indeed, the rep from the employer, not some hijacker.

-If the job site has a registration form, be careful in completing it, giving only the information you feel they need to determine your qualifications.

-Last but not least, there's no guarantee to keeping a job search 100% confidential-and don't let anyone snooker you into thinking otherwise. If you don't list your name, employers won't call you. If you've made the decision you're making a job move due to reasons that can't be rectified with your current employer, move on.

If you are victim of an online job hunt rapist, you can file an online complaint at www.ftc.gov or call 877-FTC-HELP. Good luck!

Dear Kathryn:

In my tiny human resource department, I'm the unlucky one elected to do probations and deliver "warnings." As expected, some employees heed my warnings and I don't have to revisit the issue again. The problems arise when employees don't improve. They are rarely confronted again, even though they've been notified they have been put on a formal probationary period.

It is virtually impossible to get the manager to sign off on firing someone, even though they're the one who wanted the probationary period put in place. When faced with training a new person, rather than living with the non-performing employee they have, they'll keep the "devil they know".

I'm concerned that when these slackers do not improve, but still collect their paycheck after the probation's passed, they'll have an even greater feeling of security. When I've told my managers this, they shrug me off. What can I do that has an actual result? Does the employee have more rights if we do nothing after the probationary period? I feel like I'm an empty suit when I rattle on in a probation and never follow-up.

ROXANNE W., Newington, CT

Dear Suzanne:

Your situation is, unfortunately, one many office managers and human resource folks frequently experience. The manager gets all charged up initially when the employee isn't performing, but when time comes to take action, they're nowhere to be found. Let's take this problem of yours apart.

First, when you meet with the employee to discuss the probation and reasons for it, be clear in stating the objective of the meeting. Also state that your goal is for this outcome to be successful.

Secondly, you should, in your meeting, focus on the behavior that is unacceptable. Do not make value judgments or get personal. Get the employee to comment at this point and to acknowledge they understand what their problem is.

The next step is to get them to agree to the game plan to fix it and the time frame in which you're expecting improvement. Never, at any point, say, "If you don't fix this, you're terminated." That's no way to build a person's confidence. It certainly won't put them in a positive mood to fix it. Instead say, "We're hopeful that you can fix this problem as we would like to see you here in the future, and not have to ask you to leave."

As to your question regarding the employee's possible notion they're more secure when they hear nothing, naturally, they're likely to think that. The reality is if they receive no word following the probation, positive or negative, they're essentially in the same position they were prior to the probation notice. I.E: They're not doing great, but not fired either and no longer on probation! The bad news for the employee at that stage is they now have a probationary warning in their personnel file. Even if no immediate action for termination is taken, they're not safe.

Educate your managers on this fact: If they perform a probation meeting, it is their responsibility to give feedback during and at the end of the probation. Make sure upper management supports your memo and actions. It is a waste of time to have you perform these probationary meetings with zero action coming from the managers in any follow-up.

Good luck-no one likes to deliver negative news to employees. As you've been chosen to be the messenger of these probationary meetings, you need every tool and bit of support you can garner.