December 2011 Archives

Tuesday December 20, 2011

Don't Let The Holidays Halt Your Job Search

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Just because it's the holidays and people are busy, does not mean it's time to put your job search on the back burner. Just the opposite is true. In fact, many businesses bring hiring to the forefront of their December priorities. Business typically slows down and they can focus more on their hiring needs. They may be looking to hire in December before the requisition is removed from next year's budget. Also, a lot of organizations use December to interview for their openings at the start of the new year.


So, you've 2 weeks left to capitalize on this opportunity!

Social Media is Key. This time of year is perfect for using your Facebook and LinkedIn contacts. You have the perfect excuse to touch base and remind people you are looking for a job.

Holiday Parties. In addition to spreading good cheer, use your family and friends and new acquaintances to network. Ask them if anyone has a connection at companies you have applied to or are interested in. Be prepared to tell new people you meet about yourself - the classic elevator speech.

Work the Email and Phones. Employers may not be as distracted or focused on other priorities and you may actually get through to them on the phones. Don't pester them, but make at least one attempt to connect. Keep your emails brief and to the point. Don't forget to ask for the interview. At this time of year they may actually have time to read all their mail.

Don't Forget the Recruiters. Make sure you are in regular contact so that you are in the forefront of their minds for when they get new search assignments. Send them a holiday card with your business card inside.

Stay Flexible. At this time of year hiring managers or recruiters may be out of the office for off-site holiday events or for personal reasons - like getting that last minute gift. Therefore they may need you to come in for an interview at odd times.

Don't fall under the temptation to sit back during these last 2 weeks. Let your competition do that for you while you leap to the head of the line.

Happy Holidays and Good Hunting!

- Jean Vosler

Jean is the Director of Marketing at Net-Temps, an online job board for jobseekers and staffing professionals.

Friday December 16, 2011

How Employers Choose The Right Job Candidate

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Some of the things that we hear most frequently about resumes in a competitive job market are individuals mentioning their fear of being a "mature" job seeker. Though there is legally no bias, job-seekers need to do everything on a subconscious level to make our resumes fall in the bell curve of right where they should be, in terms of level of experience - and time in the work place.

  1. Go back only 10-15 years. Your most recent experience is the experience that will be most relevant to a hiring manager. Most likely you've worked your way up in the job-seeking world and up the ladder. If you started at your company as a file clerk and now you are a manager, you're going to be seen as a manager. The job as a file clerk from 1995 is no longer necessary for hiring managers and human resource managers to take into account when evaluating your skills and abilities.

  2. Remove dates from education. There is no rule that you must say when you graduated. HR cannot decide to hire or not to hire you based on when you graduated. In addition, so many people are returning to school now after being in the workforce for a good solid 15 years that they may have a Bachelor of Science degree conferred as late as 2005, for example.

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Wednesday December 7, 2011

Do Candidates and Clients All Lie?

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When I first joined the recruiting business ten years ago, there was a veteran recruiter in the office who shared with me his 'secret' for recruiting success. "Scott, when it comes to candidates and clients, remember this: T. A. L." I asked him what 'T. A. L.' stood for and he said, "They all lie. The candidates lie. The clients lie. They ALL lie and they're all a bunch of filthy liars. Welcome to the business, rookie."

Chat.jpg At that point I questioned whether or not I should have joined an industry that seemed to enter business relationships with trepidation about the truth. But I learned that when it comes to this business of recruiting, the candidates and clients probably aren't intentionally lying to us to make our lives miserable. It's more like they're playing poker with us and we have to know how to read them so we can take them to the next step which ultimately benefits them. And if you approach it this way, then learning about human behavior and trying to figure out what is really going on beyond the surface level of facts becomes both intriguing and interesting. And when you get good at it, it gets fun.

Don't think of people as lying because then you'll turn into a washed-up and cranky low-billing cynic and you'll lose all your friends. Instead, learn how to read the 'tells' of candidates and clients to help you learn when they are bluffing and what type of hand they hold. They don't lie. They're just playing poker with you.

Here are eight considerations in determining whether or not you can get to the real truth with a candidate or client:

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Thursday December 1, 2011

Credit Checks and the Job Search

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In addition to drug testing and often fingerprinting, companies both national and international have also required credit checks. But it's become more the norm than the exception, because with the extreme number of people applying, companies have implemented it as a means of indicating a candidate's character. Credit Check.jpg


Unfortunately for many have been out of work so long they've destroyed their credit, a credit check strikes fear in their hearts. What if the company rescinds the job offer? It becomes a catch-22. You can't repair your credit without a job, and you can't get a job without good credit.

The solution for some candidates is to confess immediately. This results in eliminating them from consideration, which perpetuates their fear. To make the credit check issue virtually non-existent and remove the fear from the entire equation, let's factor in some basic psychology.

As humans, we have the inclination to rationalize what we want. The more something is of value to us, the more we exclude from the picture anything that might impede our ability to obtain it. When you apply this to the hiring situation, it means that a job seeker, about to receive an offer, has value to the company. Consequently, the candidate's bad credit becomes relative unimportant to them.

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