Handling recruiters
The job search of 2012 often includes working with recruiters. Unfortunately, not all job recruiters are created equally. Some are helpful; others are less than helpful. Good or bad, if a recruiter is a part of the hiring process for a job you’re interested in, you need to know how to work with them. What makes a good recruiter? The makings of a good recruiter almost always include these characteristics: outgoing, detail oriented, good judge of character, understanding of latest job sourcing tricks and techniques, great salesperson. Good recruiters who are successful in placing people in jobs are also great communicators, have a system and plan in place and know the ins and outs of the jobs they are working to place. A good recruiter will have a clear understanding of the job requirements and expectations, but also be able to think outside the box and find candidates who fill
So You Got A Job Offer. Is It The Right Job for You?
Throughout your job search, you’ve searched and searched. For months, a job has been just out of reach. And then finally, you got a job offer. Is it the right job for you? Your first instinct is to take it, no questions asked. But is this really the right job for you? Although a job search can sometimes be long and arduous, it’s important to avoid taking a job that’s not a good fit for you, simply out of desperation. After all, taking the wrong job can have disastrous consequences for you, and for your long-term career goals: – You won’t like it. Or, even worse, you may grow to hate your job. Sometimes, taking an unpleasant job becomes a necessity. But be aware that if you go into the job expecting to hate it, you probably will. – The temporary respite becomes a permanent position. You might take a
Cleaning up Your Social Media Profiles for Your Job Search
What you display on Facebook can be as critical a component of finding a job as your resume, what you say in an interview and even what you wear. More often than not, employers are looking to social network sites to screen applicants before calling them in for an interview. According to Mashable.com, 89% of companies are using social media for recruiting and one of three employers have rejected someone for a job based on something they saw on social media. Before applying for a job, clean up your Facebook profile (and other social network pages) to ensure the content displayed sends the right message about you. Profile picture and cover photo – Your profile picture and cover photo on Facebook are your chance to make a lasting first impression on potential employers. With Facebook Timeline, you have a chance to display your creativity, which can be vital if you
New grads face uncertain job market, slight salary increases
The outlook for new and upcoming college grads is mixed, yet those in the information technology field are seeing greater success than their counterparts in other academic disciplines. These findings were announced as part of two recent surveys by the National Association of Colleges and Employers (NACE). In its Job Outlook 2012 survey released this week, NACE revealed that employers are being cautious about their plans to hire new college graduates next spring. Overall, employers taking part in the survey plan to hire 9.5 percent more graduates from the Class of 2012 than they hired from the Class of 2011. The anticipated increase, however, appears to be driven largely by attrition. “In general, many employers say they are focusing on ‘replacement hires’ – individuals who are being brought in to fill the positions of exiting employees,” said Marilyn Mackes, NACE executive director. Employers showed the highest interest level in new
IT salaries resume slow, steady growth
While the job market continues to see stagnant wages in general, IT professionals are enjoying modest increases this year, according to a number of salary surveys completed over the last several months. This week, IEEE-USA Salary Services revealed that the median 2010 income for information technology professionals rose nearly 4 percent from the previous year. This included income from salary, commissions, bonuses and net self-employment income. Of the record 17,030 U.S. IEEE members who responded to the online survey, those working in communications technology reported the highest median income ($135,000). These were somewhat stronger results than those shown in Computerworld’s 2011 Salary Survey, where respondents reported that their total average compensation rose 1.4 percent in 2010, including a 1.5 percent increase in salary and a 0.3 percent increase in bonuses. While modest, the increase was healthy compared with the prior year, which saw a 0.7 percent increase in salary and
Eliminate dishonesty in the job search
The truth can be hard to find these days. That’s the sentiment of managers across the country, 43 percent of whom believe that job seekers are lying on their resumes. According to a survey of managers and workers by administrative staffing firm OfficeTeam, a significant number of employees agree with their managers as well. Among those questioned, 21 percent of workers said they know someone who stretched the truth on a resume or job application. The most common areas for embellishment are job duties (58 percent) and education (34 percent). “Unfortunately, employers can’t always take everything on a resume at face value,” said Robert Hosking, executive director of OfficeTeam. “That’s why it’s so important to get to know a prospective hire by probing for specifics during the interview, conducting thorough reference checks and testing skills where appropriate.” So how can a hiring manager uncover duplicity on the part of job
Four reasons your company should be hiring – now
With a stagnant unemployment rate, we’ve all heard the stories. Many companies are avoiding bringing in new personnel, largely out of fear over the current and future economic situation. But in many cases, avoiding or delaying a new hire or contract worker could actually be harming your business, in one or more ways. Instead of taking the knee-jerk position that you should not bring on new team members, consider the following: Are you unrealistically waiting for Mr. Right? In some cases, a hiring manager has the power to bring in a new team member, but delays a decision for weeks or months. Why? Fear that they will choose the wrong person for the job. The manager examines each candidate and looks for their flaws, rather than seeking the person with the correct skills and strengths for the position. Unfortunately, nobody is perfect. If you feel trapped in this mindset, talk
Qualities of a superstar recruiter
It’s an open secret in the recruiting industry. Average recruiters make average pay. But the few superstars who perfect their trade can earn hundreds of thousands of dollars per year. So why do these particular professionals make so much money? In many ways, recruiting is akin to professional sports. A large number of people wish they could play in the big leagues. Many try and fail. Some make it onto a team, where they earn a decent living for a while before fizzling out. And a few – a select, talented few – make a mint while living their dream. Also like professional sports, the most successful players in the recruiting world have a gift. In fact, you may have the gift and not even know it. You don’t need a stellar academic record. You don’t need a degree from an Ivy League school. You need the right personality profile
Using unpaid interns for summer staff? Not so fast …
The weather is warm. The days are long. And it’s a great time to pick up some cheap – or free – labor at the office. That’s the thought of many employers, who target the summer months as an ideal opportunity to harness the strong backs and eager minds of high school and college students. Simply change the job title from “entry-level worker” to “intern,” and you’re good to go, right? Wrong. And according to the U.S. Department of Labor, hiring unpaid or low-paid interns can cause all sorts of legal problems if you don’t follow a specific set of guidelines. Before hiring an unpaid intern, check out the federal Fair Labor Standards Act, which explains the criteria an internship must meet. Under the law, an internship is a training program. That means that an intern must receive training similar to that they would experience in a vocational school. To
Social media background checks need a second look
Imagine that you’ve found the perfect job advertised online. You apply, and then share the news with a friend in the same industry. You wait. And wait. But no call ever comes. Then, you’re shocked to hear that your friend applied for the same job – and got it. Eventually, you learn the truth. The employer never even considered bringing you in for an interview. Why? Your Facebook profile made you look irresponsible . This same scenario is affecting a small – but growing – number of candidates around the country. Unfortunately, in some cases, the Facebook profiles in question were fraudulent. Less-than-scrupulous candidates sabotaged the competition by setting up fake social networking profiles that would scare off just about any potential employer. This is just one of the dangers inherent in social media background checks. Looking up job candidates online is a great way to learn more about them.