Have you tried to hire anyone lately? What was your experience? When your recruiter uses the line, “hey this guy is getting an offer from XYZ Company”, should you believe them? Yes! And here is why…
I don’t care what you’re hearing on the news. Whether we are actually in a recession or not doesn’t matter for the purpose of this information. The bottom line is that we are finding that in the State of Connecticut there is a lack of candidates for several markets. So, if you meet someone that has the qualities, skill set and personality traits to do the job for the open position, then you really should hire that candidate… and quickly before the opportunity disappears!
I smirk when I review some of the internal HR processes within an organization. By and large, those processes don’t work in the current job market here in Connecticut.
As a recruiting company the core of our process is that we spend a considerable amount of time, money and resources to farm quality candidates. In doing so, we review many resumes each week and typically bring in the quality candidates for internal processing and an initial interview. Part of our processing includes completing reference checks for the candidates as well as all the necessary leg work involved in getting a candidate prepared for a client’s review. You see, we do all of this tedious legwork before the candidate enters your organization for your own interview.
So… if a resume comes your way through us, then it is safe to say that the candidate is a quality candidate. Granted there’s more to it than this, but I must say that it hurts me when I hear a client mention something like the following, “we loved him but we really would like to see three more people to compare him to”.
Clients should realize that here are hundreds of candidates that we interview and don’t send their way. We wouldn’t be doing our jobs if that were the case. I have some recruiters that have been working for me for 10 years now and others that have been in the industry for longer than that, so needless to say they are good at determining who is good and who is not. I also know that some chemistry is very important to make a match, however in this market you need to weigh these things out.
In a typical job market we in fact try to send our clients three good candidates, however in this current market it’s hard to find one let alone three for anyone particular job. So when we send one or two to a client, they should understand that these are the “cream of the crop”.
Why take this advice and act quicker in today’s job market? Here is an example… Because the day before I had three great candidates but one just took a job, and another got an offer, however they’re not accepting the offer until they compare it to your opportunity. As you may imagine, they’re going to price around for the best offer because today candidates are in the driver’s seat. Again, a simple reflection of today’s atypical job market conditions.
It may be true that the old process of comparing 15 candidates uses to work, however in today’s market you’ll end up empty handed.
And one more thing I would like to portray to clients. Please “sell” your company and the job offer to a candidate you would like to recruit! As much as you may assume that a candidate is in need of a job and dying to work for your company, they’re NOT. Many candidates today, take their time to land the job that will be satisfying and awarding. They too have to believe in the company as much as you have to believe in them. Therefore, treat the situation accordingly.
For more advice and information, please visit http://www.jtlservices.com/
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone: (860) 426-0583
FAX: (860) 628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone: (919) 465-7289
FAX: (919) 465-7281
Friday, March 28, 2008
Monday, March 24, 2008
Job Security? Yeah, OK, Keep Dreaming!
So, what is job security? And what can we expect in today’s job market with regard to what very well should be placed in our history books as a primitive job term?
Forgive me, but I must be “blunt” on this topic because of how often it is mentioned in our early interview discussions with potential candidates. I am often troubled when I hear a candidate’s response to the generic question, “What kind of a job are you looking for?”
Too often, and much to our dismay, a portion of their answer is, “job security”.
OK, great I say. But what does that really mean nowadays? And who really has job security today?
What the imprudent candidate is referring to is a job in which they can potentially ride out their careers and enter into retirement. I have to admit, I chuckle even at the thought of this.
They so strongly desire a stable job much like, perhaps, their parents had where they may have worked for a company for 25-30 years accumulating pensions and not having the stressful tasks of shifting through multiple jobs through their mid-life years.
In the modern era of our job market, we have to think differently, and more cautiously. While these very rare jobs may still exist, the probability of finding and getting and keeping the job is about as high as winning the lottery in my humble opinion. And if you are lucky enough to land this job and retain it to your retirement years, you still have to hinge your golden years on the management and overall financial health of the company.
Look at Bear Stearns, and Enron just to name a few more recent tragedies that we may want to keep on our minds as a recollection of how much we can rely on job security or job stability. Thousands of loyal employees at these very companies worked hard for decades preparing themselves for retirement. They were “set”. They had stable and secure jobs for decades. They put in their time. They built up their pensions. And then… just like a real-life nightmare the proverbial rug got pulled out from under them and changed the course of their remaining years in ways that would set many into downward spiral depression for years.
And what about corporate buy-outs or corporate realignments? Why not call it what it really is when employees are about to get screwed out of what they worked so hard for, for so many years?
When I was in my early 20’s my father was told that he should take a package to leave the company he was working for because the company could no longer guarantee him a job. So at the age of 57 he took an early retirement package and was told that this particular package was the best that the company had ever offered and that they would never offer one like this again!
A few years later the same company did come out with a better retirement package. However, for him it didn’t matter because he was stuck with the package he got. And this was a company where job security was the backbone and each employee gave everything they had. I won’t say the name of this company but the initials’ were IBM.
So again, when a candidate tells me that their looking for job security, I cringe. I tell them to get out of the bubble they climbed into and look around them. Today, you have to stay sharp. You have to change with the times. You have to keep your skill-sets up-to-date and keep your resume polished. Most importantly you have to prepare.
We’re living longer and social security benefits are dissipating right along with job security and right before our eyes. Don’t ever believe that your job is a secure one because that rug may get pulled out from you some day! Don’t set yourself up to rely on a company as the only variable determining your retirement financial stability.
Take charge and learn how to prepare for your financial retirement as a separate entity. Don’t confuse the two items here – job security and financial health. Sure we need a job to earn an income and grow our nest egg. But there are so many ways to do that and a job alone is not the best way anymore. You know what they say about putting all your eggs into one basket…?
For more job advice and information, please visit http://www.jtlservices.com/
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone: (860) 426-0583
FAX: (860) 628-5008
216 East Chatham Street
Suite 101Cary, NC 27511
Phone: (919) 465-7289
FAX: (919) 465-7281
Tuesday, March 18, 2008
Experience Vs. Education - A Catch-22?
Many graduates find themselves in the perplexing catch-22 situation... To get the job you need experience and to get experience you need the job.
But sometimes it's the little things. For example, if you were the captain of your baseball team in college, this shows a distinct quality of leadership, and the ability to work with a team and motivate people. It can also show that you are able to work under pressure. These are all high-quality traits that an employer would likely consider as transferable experience for a managerial type job position.
While education is extremely important and one of the first things looked at on a resume by hiring managers, experience is also important and sometimes of equal value. Heck, sometimes it is of more value.
For example, let's say you graduated from Boston University with a Masters Degree in Business. Now let's say you then spent the next 5 years enjoying your social life and working miscellaneous jobs while preparing to embark on your real career.
Finally you are ready. You scour the online job boards and see a job opening at a promising corporation where you could earn good pay, great benefits and a possible landing spot for your career for the next few decades. You apply for the job. The first problem I see here is that your first step should be to find a local recruiter - one with years of experience and a good size client list. But regardless, you find the job opening and apply.
Now, let's say I am the hiring manager or recruiter that receives your resume. I am comparing it to over 50 that I have received. I like that fact that you graduated near the top of your class at a great college. But I am comparing you to a graduate of a local college, not as prestigious college. This other applicant has 5 years specific experience with profit and loss - which is one of the key required skill sets required for the position. Guess what? Well... you guessed it. Your resume would be placed under the one with the lesser ranked degree and more specific experience.
If this were a real situation and you were looking for advice on career path, I would more than likely tell you the following. Pick something that you feel passionate about. Something that interests and excites you and go develop a skill set around it. The Internet provides us with a wealth of information whereby we could learn things at a rapid rate. We can even certify skill sets via a very robust and growing amount of online certification courses. Go and get a job that either hinges on that skill set or places you working side by side an individual or team that hinges on that skill set so you can learn and gain the experience that will end up on your marketing portfolio - your resume.
Three years goes by quickly. With a solid degree and the right experience, you can raise your job market value by leaps and bounds by following simple advise like this.
Now get off your lazy rear ends and map out your future. It is a must!
For more job advice and information, please visit http://www.jtlservices.com/
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
But sometimes it's the little things. For example, if you were the captain of your baseball team in college, this shows a distinct quality of leadership, and the ability to work with a team and motivate people. It can also show that you are able to work under pressure. These are all high-quality traits that an employer would likely consider as transferable experience for a managerial type job position.
While education is extremely important and one of the first things looked at on a resume by hiring managers, experience is also important and sometimes of equal value. Heck, sometimes it is of more value.
For example, let's say you graduated from Boston University with a Masters Degree in Business. Now let's say you then spent the next 5 years enjoying your social life and working miscellaneous jobs while preparing to embark on your real career.
Finally you are ready. You scour the online job boards and see a job opening at a promising corporation where you could earn good pay, great benefits and a possible landing spot for your career for the next few decades. You apply for the job. The first problem I see here is that your first step should be to find a local recruiter - one with years of experience and a good size client list. But regardless, you find the job opening and apply.
Now, let's say I am the hiring manager or recruiter that receives your resume. I am comparing it to over 50 that I have received. I like that fact that you graduated near the top of your class at a great college. But I am comparing you to a graduate of a local college, not as prestigious college. This other applicant has 5 years specific experience with profit and loss - which is one of the key required skill sets required for the position. Guess what? Well... you guessed it. Your resume would be placed under the one with the lesser ranked degree and more specific experience.
If this were a real situation and you were looking for advice on career path, I would more than likely tell you the following. Pick something that you feel passionate about. Something that interests and excites you and go develop a skill set around it. The Internet provides us with a wealth of information whereby we could learn things at a rapid rate. We can even certify skill sets via a very robust and growing amount of online certification courses. Go and get a job that either hinges on that skill set or places you working side by side an individual or team that hinges on that skill set so you can learn and gain the experience that will end up on your marketing portfolio - your resume.
Three years goes by quickly. With a solid degree and the right experience, you can raise your job market value by leaps and bounds by following simple advise like this.
Now get off your lazy rear ends and map out your future. It is a must!
For more job advice and information, please visit http://www.jtlservices.com/
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Friday, March 14, 2008
Where Is Your Resume? Who Has Your Resume? And Most Importantly Who Is Sending Your Resume To Hiring Managers Without Your Consent?
Did you just put your resume on one of the major job boards like CareerBuilder.com or Monster.com? If you did, it probably seemed like a reasonable thing to do since you may be looking to get a job. The reality of this is that this may not be the best thing to do out of the gate. First and foremost it lends to becoming complacent. Job seekers who do this tend to believe that their resume is now in good hands and that their phone will soon ring with offers. This is not necessarily true. That is why many (even millions) of people upload their resumes to these major job boards and get zero response.
One thing that every job candidate needs to better understand is that their resume is their job life-line. Job seekers should absolutely know where their resume is at all times and who is forwarding it to companies in hopes to get you hired. Better yet, job seekers should track their resumes and any correspondence/communication they receive from their resume(s).
Using a recruiter doesnt necessarily solve this either. It may sound great on the surface that someone or some people are marketing your resume in efforts to land you a job, but the reality is that this may not be such a good thing either. The key is using the right job recruiter and more importantly a reputable job recruiter.
A reputable job recruiting firm will never send your resume out without corresponding with you and asking the following important questions.
Now let’s clear something up in regards to this process. If you’re working with a search firm (job recruiter) who tells you that they can’t tell you the name of the company they want to send your resume to because it’s a confidential search, then what they need to do is provide you with where the job is and the details on what the job is at a minimum!
It’s really not a good thing to have your resume show up on a hiring manager’s desk from more than one person or recruiter! Our many years of job recruiting experience with this is that when it happens the hiring company probably won’t ask to bring you in and secondly it makes you look desperate.
For more job information for all of Connecticut and the Raleigh area of North Carolina, please visit JTLservices.com
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
One thing that every job candidate needs to better understand is that their resume is their job life-line. Job seekers should absolutely know where their resume is at all times and who is forwarding it to companies in hopes to get you hired. Better yet, job seekers should track their resumes and any correspondence/communication they receive from their resume(s).
Using a recruiter doesnt necessarily solve this either. It may sound great on the surface that someone or some people are marketing your resume in efforts to land you a job, but the reality is that this may not be such a good thing either. The key is using the right job recruiter and more importantly a reputable job recruiter.
A reputable job recruiting firm will never send your resume out without corresponding with you and asking the following important questions.
- Have you ever been submitted for job employment to ABC Company?
- I have an open job with ABC Company that you would seem to be a good fit for, and I would like to talk to them about your background. Can we send your resume? (And sometimes there is no formal job posted anywhere but since we have a long relationship with ABC company, and more importantly with TOM, THE HIRING MANAGER we would like to talk to them about you to see if there is any interest. We have placed many positions by doing the latter believe it or not).
Now let’s clear something up in regards to this process. If you’re working with a search firm (job recruiter) who tells you that they can’t tell you the name of the company they want to send your resume to because it’s a confidential search, then what they need to do is provide you with where the job is and the details on what the job is at a minimum!
It’s really not a good thing to have your resume show up on a hiring manager’s desk from more than one person or recruiter! Our many years of job recruiting experience with this is that when it happens the hiring company probably won’t ask to bring you in and secondly it makes you look desperate.
For more job information for all of Connecticut and the Raleigh area of North Carolina, please visit JTLservices.com
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Thursday, March 13, 2008
Important Job Interview Tips Video
Are you really prepared to interview for your next job?
I can't even begin to explain how many people think they are prepared and completely blow an interview. You should hear some of the stories... The adage that you only get one chance to make a first impression holds very true.
Spend 5 minutes to review the video directly above. It's hard enough to get the interview. Don't blow it once you get it because of being unprepared.
- Learn about the company you are interviewing with.
- Call your recruiter - They can give tips on personalities
- Proper Dress Attire
- Extra copies of your resume
- Show up 10 minutes early, not on time or late.
- Salary Negotiation Tips
- Be awake, energetic and excited
- Call your recruiter as soon as you leave the interview
Let me share an example of a wrong first impression. We had a client wear green velvet shoes to an interview. The feedback we got from the client (the company the candidate interviewed with), was they couldn't forget the shoes. I certainly don't think the job candidate wanted to be remembered for that, but because this person didn't spend a few minutes following easy job interview guidelines, this is what they were remembered by.
You or a friend looking for a job?
Visit http://www.jtlservices.com/ for information on new job openings in Connecticut and the Raleigh area of North Carolina.
For more job information for all of Connecticut and the Raleigh area of North Carolina, please visit JTLservices.com
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Wednesday, March 12, 2008
Question: What Is A Counter Offer?
Answer:
Accepting a job from one company and then using that offer to get more money from your current employer.
Question:
What does it say about a person who would accept a counter offer?
Answer:
I’ve been in the job placement business for nearly 10 years now and the first time the words "counter offer" came up it was like watching the Patriots loss a perfect season in the Super Bowl to the New York Giants.
I just shook my head in disbelief and could only say “WHAT”. It has and will probably never make good logical sense to me. What you’re basically doing is letting down one company who is excited about you and having another company who has to react to the fact that you put a figurative gun to their head to hire you. And although it may seem difficult to understand and accept - no matter what the candidate thinks, this is exactly what is happening.
Being an employer I know that it’s cheaper for me to offer an existing employee a little more money for them to stay. The alternative is to absorb re-hiring costs to replace that person when all the while I, as the employer, understand what kind of employee I am dealing with and will now better "plan" on "replacing" that employee. For example, I may come across a resume or an individual who would fill the position nicely and offer them the position and let go of the employee who put me in the counter offer position. I have to be able to understand the level of employee this is and act in the manner that makes most business sense to me and the company I am trying to run.
The bottom line is that, I have now learned through job recruiting experience, that candidates who do accept counter offers are usually out of a job in 4 to 6 months and those candidates typically come back and of course - we do not accept them as a candidate at that point for obvious "logical" reasons.
Question:
So what are the real benefits of a counter offer to a candidate?
Answer:
Not much. And although there could be some short term financial gain, there is an even more likelihood of long-term repercussions.
If you, as an employee have had any experiences (good or bad) with counter offers, please comment in this blog so that people can be better informed on what counter offers really entail.
You or a friend looking for a job?
Visit http://www.jtlservices.com/ for information on new job openings in Connecticut and the Raleigh area of North Carolina.
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Accepting a job from one company and then using that offer to get more money from your current employer.
Question:
What does it say about a person who would accept a counter offer?
Answer:
I’ve been in the job placement business for nearly 10 years now and the first time the words "counter offer" came up it was like watching the Patriots loss a perfect season in the Super Bowl to the New York Giants.
I just shook my head in disbelief and could only say “WHAT”. It has and will probably never make good logical sense to me. What you’re basically doing is letting down one company who is excited about you and having another company who has to react to the fact that you put a figurative gun to their head to hire you. And although it may seem difficult to understand and accept - no matter what the candidate thinks, this is exactly what is happening.
Being an employer I know that it’s cheaper for me to offer an existing employee a little more money for them to stay. The alternative is to absorb re-hiring costs to replace that person when all the while I, as the employer, understand what kind of employee I am dealing with and will now better "plan" on "replacing" that employee. For example, I may come across a resume or an individual who would fill the position nicely and offer them the position and let go of the employee who put me in the counter offer position. I have to be able to understand the level of employee this is and act in the manner that makes most business sense to me and the company I am trying to run.
The bottom line is that, I have now learned through job recruiting experience, that candidates who do accept counter offers are usually out of a job in 4 to 6 months and those candidates typically come back and of course - we do not accept them as a candidate at that point for obvious "logical" reasons.
Question:
So what are the real benefits of a counter offer to a candidate?
Answer:
Not much. And although there could be some short term financial gain, there is an even more likelihood of long-term repercussions.
If you, as an employee have had any experiences (good or bad) with counter offers, please comment in this blog so that people can be better informed on what counter offers really entail.
You or a friend looking for a job?
Visit http://www.jtlservices.com/ for information on new job openings in Connecticut and the Raleigh area of North Carolina.
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Monday, March 10, 2008
Job Recession?
Are we in a recession? When you factor in our export numbers which are very healthy, it may be difficult to claim we are in an official recession. Officially, we need to wait to see if we actually have had two quarters of negative numbers from the feds, but unofficially....
Well, the news late last week wasn't good. And yes. the official jury is still out as to whether or not we are in an official recession. But when you look at increasing gas prices, increasing food costs, and the sinking housing market and now you add in the job loss data - I think a majority of us laymen would agree that we are at least at the beginnings of a recession.
The official news from the Labor Department was that 63,000 jobs were lost last month. Surprisingly, the actual job losses were 100,000 jobs lost in the private sector, but because there was an increase in government hiring the net loss was 63,000.
The more disturbing news was that this was the first month-to-month loss in jobs since May and June 2003. So with regard to jobs, the news and trending is not good at all.
BUT DO NOT PANIC! If you are working for a stable company you probably shouldn't be concerned. But just because you are in a stable company doesn't guarantee any real financial long term stability these days. Therefore, it is never a bad idea to be prepared for the worst.
So... instead of panicking, be proactive and prepared. And that goes for those of you who are unfortunately already unemployed.
Get your resume polished up is the first step. As a general rule, regardless of the economy, your resume should always in fact be polished up and ready to deploy.
Just like a company needs to market their brand, - you need to market yourself. But also just like a company, you have to use the right means of marketing. Using a recruiter is key for anyone to assist with marketing themselves as a candidate for a viable company. Why use a recruiter you ask? Below is a video with information on that exact question. Spend two valuable minutes of your time to listen and learn. Also check out http://www.jtlservices.com/ for information on Connecticut and North Carolina job recruiters.
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Well, the news late last week wasn't good. And yes. the official jury is still out as to whether or not we are in an official recession. But when you look at increasing gas prices, increasing food costs, and the sinking housing market and now you add in the job loss data - I think a majority of us laymen would agree that we are at least at the beginnings of a recession.
The official news from the Labor Department was that 63,000 jobs were lost last month. Surprisingly, the actual job losses were 100,000 jobs lost in the private sector, but because there was an increase in government hiring the net loss was 63,000.
The more disturbing news was that this was the first month-to-month loss in jobs since May and June 2003. So with regard to jobs, the news and trending is not good at all.
BUT DO NOT PANIC! If you are working for a stable company you probably shouldn't be concerned. But just because you are in a stable company doesn't guarantee any real financial long term stability these days. Therefore, it is never a bad idea to be prepared for the worst.
So... instead of panicking, be proactive and prepared. And that goes for those of you who are unfortunately already unemployed.
Get your resume polished up is the first step. As a general rule, regardless of the economy, your resume should always in fact be polished up and ready to deploy.
Just like a company needs to market their brand, - you need to market yourself. But also just like a company, you have to use the right means of marketing. Using a recruiter is key for anyone to assist with marketing themselves as a candidate for a viable company. Why use a recruiter you ask? Below is a video with information on that exact question. Spend two valuable minutes of your time to listen and learn. Also check out http://www.jtlservices.com/ for information on Connecticut and North Carolina job recruiters.
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Wednesday, March 5, 2008
What Web Sites Are You Using To Help You Find A Job?
There's the "giant" job search and placement websites like Monster.com and CareerBuilder.com who portray that they are the "end all" in finding a job or a job candidate, and then there are the really good, local search job placement agencies that actually do get the job done.
If you go back just a few years and look at some of web site traffic data of these "giant" websites, you can get a sense that traffic is down nearly considerably. Some of this can be seen by simply looking at an Alexa traffic rating found at Alexa.com. Conversely, if you look at the local recruiting companies, they are on the rise in terms of how many new websites are cropping up and more importantly, the growing traffic trends to these local recruiting agency websites.
But the real question is what online resource/website can help you find a job that fits? The Internet provides a plethora of resources and information to help you find that perfect job and perfect job recruiter. Some tips in finding the right local recruiter include the following:
If you go back just a few years and look at some of web site traffic data of these "giant" websites, you can get a sense that traffic is down nearly considerably. Some of this can be seen by simply looking at an Alexa traffic rating found at Alexa.com. Conversely, if you look at the local recruiting companies, they are on the rise in terms of how many new websites are cropping up and more importantly, the growing traffic trends to these local recruiting agency websites.
But the real question is what online resource/website can help you find a job that fits? The Internet provides a plethora of resources and information to help you find that perfect job and perfect job recruiter. Some tips in finding the right local recruiter include the following:
- Is the recruiting agency local to the geographical are you are looking to gain employment? If you are looking for a job in North Carolina and you are using a company in Georgia with a minimal client list of North Carolina companies and minimal job placement in North Carolina, then you should resume your searching for a new recruiter.
- Does the local job recruiting agency disclose a client list?Verify that the recruiting agency is not just a P/T gig for someone who may have a nice website and a few ties to placing job candidates.
- How long has the local job recruiting agency been in business? The recruiting landscape continues to change. Seasoned professional recruiting agencies stay on top of these changes and understand the necessity of abiding by them in order to attain and retain business.
- What industries does the local job recruiting agency focus in? If you are looking for a biomedical job and the recruiting agency you are using has less than marginal experience placing biomedical candidates, that is a sure sign for you to set your expectations as marginal.
- Does the local job recruiting agency utilize the Internet as a job placement resource themselves? If a recruiting agency shows signs of a focus on the Internet and have an up-to-date website, then that recruiting agency probably understands that the Internet is and could be a primary took in the placement process. Social networking sites and Web 2.0 as a whole are increasing the reliance on the Internet as a tool.
Use good judgement in choosing resources to help you find that perfect job. The last thing you may want is to secure a job and have it be the wrong one. Moving from job to job after short periods of time can be a real disqualifier on a resume. Using the right recruiter can help find that perfect job and minimize this potential probability.
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-5008
216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Tuesday, March 4, 2008
Should You Create An Online Video Resume?
Creating a video has never been easier. Most new computers come with an integrated video camera and easy to use software to create videos. Hence, creating a video resume is no longer something that requires a tremendous technical effort or financial burden.
However, the jury is still out as to whether or not this is something that can help in a positive way. I suspect through all my research and experience with the Internet that the trend will lean more positive as time progresses.
However, when creating an online video resume, I think the general consensus that there indeed is agreement on is that the video resume should follow a set of basic guidelines. For example, make sure the quality of the video is easy to view, and the audio is clear to understand. Keep the video short and too the point and remember that the objective is to give a potential hiring resource a quick snapshot of who you are and what your primary qualities are. Focus on what could make you stick out from the other job candidates only. Keep the "fluff" out of the video. And keep the video less than one minute in length.
It is important to understand however, that the use of a video resume is not intended to negate the need of a written resume. In fact, a written resume is still very much an integral component of job placement. The point is that using a video resume may be an added supplement to your resume and not a replacement of.
So how do you get the video in front of the right people?
That too has never been easier. If you are one of the few who still don't have a free to setup YouTube.com account, that would be the first step. Uploading your video, by following the very easy to understand set of instructions would be the next step. And the last, and most important step, would be to use the right keywords and title of your uploaded video. For example, if you are someone with a strong accounting background you will want to mention your narrowed down skill set associated with accounting. An example of a best used title for the video on YouTube.com might be, "Experienced Cost Accountant Resume" and keywords might be, "accountant, accounting, cost accounting, resume".
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-500
8216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
However, the jury is still out as to whether or not this is something that can help in a positive way. I suspect through all my research and experience with the Internet that the trend will lean more positive as time progresses.
However, when creating an online video resume, I think the general consensus that there indeed is agreement on is that the video resume should follow a set of basic guidelines. For example, make sure the quality of the video is easy to view, and the audio is clear to understand. Keep the video short and too the point and remember that the objective is to give a potential hiring resource a quick snapshot of who you are and what your primary qualities are. Focus on what could make you stick out from the other job candidates only. Keep the "fluff" out of the video. And keep the video less than one minute in length.
It is important to understand however, that the use of a video resume is not intended to negate the need of a written resume. In fact, a written resume is still very much an integral component of job placement. The point is that using a video resume may be an added supplement to your resume and not a replacement of.
So how do you get the video in front of the right people?
That too has never been easier. If you are one of the few who still don't have a free to setup YouTube.com account, that would be the first step. Uploading your video, by following the very easy to understand set of instructions would be the next step. And the last, and most important step, would be to use the right keywords and title of your uploaded video. For example, if you are someone with a strong accounting background you will want to mention your narrowed down skill set associated with accounting. An example of a best used title for the video on YouTube.com might be, "Experienced Cost Accountant Resume" and keywords might be, "accountant, accounting, cost accounting, resume".
Greg Angelillo
Online Editor
JTL Services, Inc.
725 Meriden-Waterbury Turnpike
Southington, CT 06489
Phone 860-426-0583
FAX 860-628-500
8216 East Chatham Street, Suite 101
Cary, NC 27511
Phone 919-465-7289
FAX 919-465-7281
Subscribe to:
Posts (Atom)
