February 27, 2012

How Jim Got a Job, or The Long and Winding Road to Employment

How Jim Got a Job, or The Long and Winding Road to Employment

This is a thought provoking info-graphic on today’s hiring process.

It describes a fictional person’s job search starting online and spending a bunch of time filling out forms, only to get an automated email (Ug, yes another one of those – we use them too!) and a long wait. Success at last, someone from the employer he applied to calls about a different job. Next is a lengthy wait, then interview, then another waiting period, then another interview with an on-the-spot offer, followed by a wait and an official offer with a different title, manager and salary than was verbally offered!

While the road to new or re-employment can be long and twisty, does this process ring true for you? What crazy hiring processes have you been subjected to?

Jim Gets a Job - Recruiter.com

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February 20, 2012

What are Your Interview Takeaways?

Thumbs UpWhat are Your Interview Takeaways?

Job Interviews are not the most natural situation for most of us. Typically you are meeting the interviewer(s) for the first time, most likely in a new place with a company you don’t know intimately. You need to convince the person that you are the best person for a job that you have not practiced with that employer. And hopefully you only do this every few years, so you may not have had a lot of practice lately. Ug.

Whether you are speaking with a recruiter or a hiring manager, there are proven ways to make a good impression and effectively communicate who you are and what you have to offer. First of all, prepare several talking points (and don’t forget the last one like happened in a recent political debate). Have the main points you want to make to the interviewer down pat. This will allow you to say on point.

Identify the company’s or the hiring manager’s priorities ahead of time if possible, or at the outset of the interview. If you work with a recruiter or have an opening conversation, ask what those priorities to prepare for the interview. Dialogue with colleagues and industry professionals to learn about what the company/position/sector really needs to succeed. Research the company’s culture, track record and mission/vision. Now tailor your talking points to how your skills and abilities will fit the company’s needs and strategic vision.

Armed with your talking points, you should relax and dialogue naturally incorporating your message into your responses. If you are asked about your track record, know how your successes will match up with what the hiring manager needs from his next hire. If you are asked about previous challenges and how you overcame them, choose an example that shows that your decision making would be an asset for this company’s needs. Align your answers to support the takeaways that you want to leave with the interviewer.

Remember, this isn’t a social call, it is a sales pitch. You must sell yourself, your experience, your abilities, and your fit, while demonstrating how you meet the company’s needs and effectively communicating your takeaways.

 

Redfish offers a number of job serach and career managment articles on the Redfish website in the Candidate Resource Library. Check it out!

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February 13, 2012

Job Boards and Social Media May Replace Recruiters… By Greg Schreiner, Clean Tech Recruitment Manager

Greg Schreiner

Greg Schreiner

Job Boards and Social Media May Replace Recruiters…

By Greg Schreiner, Clean Tech Recruitment Manager

 

Many people believe that job boards are as useful as recruiters, and may even replace them. Companies post jobs on Monster and niche boards. Job seekers are using social media to target their next job. Anyone can post a job pitch on YouTube, the world’s second largest search engine. Networking is viral, right? So why work with a recruiter?

Ironically, using the internet and working with a recruiter are quite opposite methods of locating the talent you need. And yet both are useful of course.

Remember that expression about searching for a needle in a haystack? It refers to a difficult or impossible search for a particular object amongst a huge mountain of similar objects.

Recruiters are often enlisted for the more difficult or critical talent searches. Sometimes the company doesn’t have the dedicated resources to comb the pile of resumes that can result from a job posting or other talent outreach. Often if the hiring manager isn’t the one reading the resumes initially, and the right talent may be overlooked while the hiring manager is barraged by less qualified or less suitable potential candidates. (more…)

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February 6, 2012

Staffing & Employment News: Recovery Gaining Speed

Staffing & Employment News

Recovery Gaining Speed

 

The economy produced more jobs than expected in January, with an overall net increase of 243,000 and a private sector addition of 257,000. The last two months of 2011 had a net upward revision of 60,000. Private-sector gains were led by professional and business services (+70,000), leisure and hospitality (+44,000), and manufacturing.

Unemployment dipped as well, falling to the lowest rate in three years. The household survey indicated a drop to 8.3 percent from 8.5 percent in December.

The U.S. Economy grew by 2.8 percent in Q4 2011 according to the Commerce Department. This was 1% higher than A3. The Federal Reserve’s Business Outlook Survey showed regional manufacturing activity continued to expand moderately in January, and firms continued to report hiring increases. The survey’s broad indicators stayed in positive territory again this month.

Recruiters in specialized sectors are staying busy. Greg Schreiner, Clean Tech Recruitment Manager at Redfish Technology, reports that 2011 finished off with a bang and January 2012 hasn’t showed any signs of slowing. “The hiring managers I work with a expressing continued optimism overall” stated Schreiner, “it is an exciting time in CleanTech recruiting, especially in Solar, ESCO, and renewable technologies.”

A recent survey by Talent Technology reveals that 63.4% of respondents see signs of economic pressure letting up within their organization in 2012, and 51.4% expect to increase in size within the next 12 months (by about 12%).

The Vistage CEO Survey reported the largest quarterly gain in confidence since 2009 as of Q4, and the employment picture in 2012 is looking rosy. Starting off the year with strong signs of improvement in the economy, hiring too is on the rise. The Q4 2011 CEO Confidence Index reported 94 percent of CEOs expecting their firm’s total number of employees to increase or remain the same in the next year.

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