When should I take past internships off my resume?

Question: I’m currently looking for my next job opportunity. Because I’ve been at my company for most of my professional career, I still have internships on my resume. At what point should I remove internship experiences from my resume? Are there any exceptions? – Anonymous  

Johnny C. Taylor Jr.: There are no hard-and-fast rules about removing internships, or any other jobs for that matter, from a resume. However, I can share some general guidelines.
If the internship took place 10 or more years ago, don’t include it unless you gained knowledge and skills or completed assignments that would be interesting to a prospective employer. On the other hand, internships completed five years ago or less should probably remain on your resume.
If you worked as an intern between five and 10 years ago, use your best judgment. If you believe it will help you land your next job, include it. 
However, if you have a lot of experience and your internship doesn’t correlate to the job you’re applying for, leave it off. It could detract from your overall resume. 
The exception is if you worked as an intern for a famous employer or in a niche field, like the sports industry. In those cases, I’d suggest keeping an internship on your resume because the experience could help you stand out.
Additionally, internships can serve as supplemental experience if you do not meet the required years of experience for a desired job. 
Lastly, if you have five or more years of professional experience, start focusing on gaining certifications in your industry or with your profession association. This will show a prospective employer you are continuing to grow in your career and not relying on early academic experience. Certifications also show you have the most current knowledge in your field. 
Internships are valuable in helping you to identify a career and prepare for it. But, as you gain professional work experience, they become less important. As a result, your resume will evolve over time. 

Why veterans should be a bigger part of every employer’s recruiting

On Monday, many workers in the United States had the day off to celebrate and honor our brave veterans.
Let me take the opportunity to thank them for their service and to commend employers who actively seek to hire former service members. 

More than 3 million veterans have joined the civilian workforce since September 2011, and another 1 million are expected to join by 2020. Yet, when veterans transition from the military to the civilian workforce, they often struggle to find work.  
This is often because both veterans and prospective employers don’t see how military skills translate to the civilian workplace.
In speaking with business leaders a few years ago, former President George W. Bush illustrated the problem with a story about an ex-sniper seeking a new career. Without looking more deeply, an employer might dismiss a job application from such a veteran. But, President Bush suggested, the veteran could emphasize some of his proven skills like remaining calm under pressure and being a team player and loyal employee – all attractive traits in any workplace.
Military veterans often have advanced technical training, team-building experience, organizational commitment and the ability to adapt in times of change. Many also have transferable certifications and licenses that employers value. 
It is HR’s responsibility – and honor – to help employers incorporate veterans into hiring. This starts with recognizing the unique perspectives and talents veterans bring to the workplace.
Doing so helps employers make strides toward fixing the skills gap, filling jobs in a tight labor market and employing a diverse group of people who bring unparalleled experience to the workplace.