Thursday, October 1, 2009

Why Don't Employers Call Me Back?

Finding a job is not rocket science... Work your job search smarter; read article below to learn why you may not be getting that call.


Why Don't Employers Call Me Back? Anthony Balderrama, CareerBuilder writer


Is there any worse confidence killer than rejection? I think it goes back to childhood, when you want a new bike for your birthday but you end up getting a pack of tube socks instead. You immediately wonder if you did something wrong and that's why you didn't get what you wanted.

Go forward a few years when you end up taking your cousin to the prom because everyone else turned you down. And the college years? Basically a parade of rejection that feels like an endless line of Rockette kicks to your confidence.

Or maybe that was just my experience.

Still, that same game of "Is it me or them?" continues well into adulthood as you begin searching for a job. You make a list of your best qualities, send them to employers, get dressed up and try to woo them in an interview. Then you wait. And wait. And wait. The phone never rings.

Job seekers want to know why they can seemingly do everything right, and yet, still they don't hear back from employers. We're not talking about getting turned down for the job -- we're talking about not even hearing a "Sorry, but the position has been filled." So we went to the source to find out.

Submitting the application
For a job seeker, the application process is full of anxiety and excitement. When you're looking for a job, each available position represents a possible new beginning. Before you've submitted an application, you've already daydreamed about your first day on the job. The problem is that to some employers, you're just one in a dozen. Or in some cases, one in 500.

"In the current market, if you post a job, you will get buried with résumés," says Matthew McMahon, partner at staffing firm McMahon Partners LLC. "Maybe 5 percent are in the ballpark." This means plenty of hiring managers spend their time reading irrelevant applications that don't help them find the right candidate. As a result, they have less time for you. "You simply don't have time to respond to [all applicants]."

To many job seekers this attitude may sound cold and impersonal. After all, behind each of these applications is a person waiting for a return call. McMahon cannot possibly respond to each one individually, but he does take the time to reach out to applicants who show promise.

"If somebody is close, but slightly off target, I will usually take the time to give them a call, learn about what they are looking for, tell them about the sort of roles I fill, and keep the notes for future use," he says.

How about the ones who miss the mark completely?

"If the person isn't even close (or has not read the description), I don't bother spending the time because they are obviously applying for everything," he says. Take that as further proof that throwing your application at every open position and hoping to have some success is not the way to conduct a job search.

Can you expect any changes soon?
OK, so that's how things are now, but can job seekers expect to have a more personal interaction with the hiring managers in the future? Possibly, says Caitrin O'Sullivan of iCIMS, a provider of software for human resource companies to track recruiting activity and applications.

"If an organization, especially a medium or large one, were not leveraging an applicant tracking system, it's difficult for job seekers to understand the magnitude of applications flooding recruiters [and] HR managers' desks -- especially during a period of high unemployment," O'Sullivan explains. "Just visually scanning through all of these résumés can take hours upon hours of manpower. To have to communicate with every one of those applicants on top of that would be a truly formidable task."

That's not to say things will always be that way. As someone on the forefront of tracking technology, O'Sullivan sees an increase in interest among companies that can and do keep job seekers updated at regular intervals.

"As more and more organizations are investing in and leveraging HR technology and [applicant tracking systems], it is much easier for the HR team to automate and streamline that process and enable applicants to be aware of their status within the review process," O'Sullivan says. Although not all employers use tools that allow for such tracking, it's something that iCIMS has provided to human resources departments to benefit job seekers.

Until everyone gets on board, don't expect to hear back from employers to learn where you stand. You're always free to call an employer to check on the status of your application or to see if the position has been filled. As long as you are courteous and don't pester them, most companies will let you know one way or the other.

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.




Last Updated: 27/08/2009 - 10:34 PM

Wednesday, September 30, 2009

Would You Change Your Personality to Advance your Career?

Interesting article below... I've taken Myers-Briggs several times throughout my career; results are always the same. DISC Profile, says that you can't change your personality. What do you think?




Would You Change Your Personality to Advance your Career?

~Anthony Portuesi

Over the past few weeks, I’ve been on the road quite a bit and with each flight I find some needed time to catch up on industry journals, books, and whatever I can get my hands on. My last trip to Chicago proved to be just such an occasion, yet this time I found myself grazing the most recent issue of Spirit (Southwest’s in-flight magazine). Flipping through the pages, I came across an interesting article by Executive Editor Brad Cope, pondering an interesting question – is it possible to change your personality type to advance your career?

While there is no single personality type that can be label the “best” or “most successful,” it’s no secret that certain personalities seem to excel in the business. If you’re familiar with the Myers-Briggs Type Indicator (MBTI), you will find that “ESTJ’s” or those labeled as - Extroverted, Sensing, Thinking, and Judging - are among those most frequently on the fast track for the corner office.

“More executives and managers are ESTJ’s than any other personality type,” says Rich Thompson, divisional director of research for CPP Inc., the organization that publishes the Myers-Briggs test. “ESTJ’s are the preferred personality of America’s business culture.”

To provide a little background, the MBTI enables one to discover and understand their personality preferences. Not necessarily a concrete picture of your every action, but in general, the natural preferences that make you who you are. The theory contends that:

An individual is either primarily Extraverted or Introverted
An individual is either primarily Sensing or iNtuitive
An individual is either primarily Thinking or Feeling
An individual is either primarily Judging or Perceiving
The possible combinations of these basic preferences form the 16 different Personality Types of which we all possess. (To learn more about each personality type visit the Myers-Briggs Foundation website.)

While I won’t ruin the fun of Doug’s adventure in changing his personality, his article brings to light the importance of understanding our own behavior, how we are likely to deal with different situations, and in which environments we are most comfortable. This understanding of our strengths and weaknesses will aid us in becoming a better leaders. Conversely, learning about others’ Personality Types help us to understand the most effective way to communicate with them, and how they function best - essential pieces to creating a winning team.

Tuesday, September 29, 2009

You Have More Experience Than You Think

Posted in Career Advice First Job Out of College
Generation Y Job Hunting on September 28, 2009
~Lindsey Pollak

Remember those days when your first assignment back at school in September was to write an essay about everything you did that summer? In recalling those memories, I started to think about the way people recount and catalog their experiences.

When young professionals in particular think about their accomplishments, they don’t often view their experiences and skills as relevant to their job search. But many seemingly non-professional experiences are more relevant than you might think.

I recently wrote about how even the most professionally inactive summers may have qualities applicable to your job search. To find out why summer jobs, self-improvement and summer socials are important, read my blog post, Slacked off This Summer? Time to Turn up the Heat! on The Huffington Post.

As I was writing that post, I realized that most young people are indeed more experienced than they think. We all know that jobs and internships are relevant, but it’s important to take inventory of all your talents and experiences so you don’t freeze up when writing your resume, interviewing for your dream job or filling out your LinkedIn profile. Whether you’re crafting a cover letter for a new job or negotiating a higher salary a current one, it’s important to take inventory and gain confidence in your experiences and abilities.

How far back should you go in your analysis? As a general rule, resume-relevant experience goes back four years for students and recent grads, unless you’ve done something super impressive like winning an Olympic medal or starting your own business, which you should always mention. Read more on the timeline for recalling your achievements in my blog post, Career Q&A: Is it lame to put high school achievements on my resume?

I’ve put together a laundry list of valuable experiences and skills that may not automatically come to mind when conducting your job search. Here are the first five as a teaser — stay tuned for the rest in days to come:

Part I: Education

1. Writing. Do you write for your school newspaper? Did you start a blog? Book reviews, short stories and letters to the editor are all important uses of your communication skills. If you’ve acquired bylines, don’t be shy about showing potential employers what you’ve done. Any well-written content labeled with your name holds value in the marketplace, especially in a business world where writing skills are often lacking.

2. Course work. Every student takes classes, but what have you done specifically that demonstrates the skills and knowledge you bring to the workplace? Notable accomplishments include completing projects from beginning to end, writing research papers, building presentations or models, testing theories, conducting labs and participating in an organized debate. Be selective in what you share, but don’t be shy about it either.

3. Group projects. Though they often seem like a drag, group projects teach us a lot about ourselves and how we work with others. Did you face challenges in working with different types of people? Was your group stuck in a last minute crisis? Did you somehow save the day and pull off a killer presentation? Since most companies value teamwork, these types of experiences add value to your candidacy for a position. If you’re the go-to group leader because everyone knows you’re organized and efficient, mention this as well.

4. Second language. Are you fluent in another language from college courses or Rosetta Stone? Have you learned sign language to help a parent or aid your volunteer efforts? Whether you’ve been bilingual (or more) since birth or learned through time, knowledge of multiple languages is a significant asset in today’s marketplace.

5. Study abroad. Have you lived in another country? Did you participate in an exchange program or live with another family while overseas? The desire to live in another place shows curiosity and confidence. The ability to adjust to another culture demonstrates flexibility, resilience and resourcefulness. These traits are extremely important when adjusting to a new work environment, and employers want to know you’re adaptable.

In my next post, I’ll outline often-overlooked work and extra curricular experiences that are relevant to your job search activities. Stay tuned!

Tuesday, August 18, 2009

Program Manager, Java Developer, SharePoint Developer; Dayton, OH

IMMEDIATE NEEDS!
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Java Developer (4 openings)

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Wednesday, August 12, 2009

Great Hires / Bad Hires: How to tell the difference BEFORE you make the offer

How important are soft skills in potential employees? You might be surprised!

The lesson to be learned is that the interview process is complex, don't let a resume or first interview fool you! Interview better, and possibly invest in pre-employment testing.


Great Hires / Bad Hires: How to tell the difference BEFORE you make the offer
~Kathleen Quinn Votaw

You hire someone. They don’t work out. They leave. What is it that you remember and say about them in the past tense? It’s rarely the fact that they didn’t know how to work the numbers, or that they couldn’t put the pieces of a widget together. No, it’s almost always their soft skills that generate conversation—their personality, character and values.

Two recent scenarios from my personal experience serve as good examples: A multi-generation family-run, team-oriented company in Michigan was about to hire a sales person who had all the skills needed to fill the role and an impressive track record. Before making the hire, they wisely chose to get an assessment of him. In an interview that was part of the assessment, the candidate went into a rage when questioned more deeply about his background. His temper was missed in the normal interview process. Discovering this major flaw before they made the mistake of hiring this key person saved the company hundreds of thousands of dollars.

Another company was not so careful and made a bad hire. This company had strong values: everyone counts; everyone is part of the team; decisions are made by consensus. When a candidate with a strong hierarchical bent was hired, he lasted just thirty days. The disruption was significant, as were the costs.

Go beyond the tactical

Most companies tend toward the tactical in their hiring practices, focusing on long lists of competencies, specific experience required and other hard skills. These are important, of course. Equally important is how the person you hire will fit into your culture, their soft skills. No one would list drama queen, insensitivity, trouble meeting deadlines or poor ethics as qualities they’d like to bring into their companies. But, by not checking out the soft skills, those are exactly the traits you risk hiring. You may also lose your A-players when you make bad hires; they don’t have to tolerate a difficult work environment. As many companies have experienced, the costs and other consequences of a bad hire can be extreme.

Begin with the end in mind
The solution? Begin with the end in mind. Start by thinking about the soft skills that will fit into your organization; then consider the hard skills necessary for the job. Culture, then candidate.

Your company’s values should serve as the foundation for hiring decisions: Who are your customers and how do you choose to serve them? What gives synergy to your teams? Who are the great hires in your organization and what about them helped them succeed in your culture? And what was it, specifically, that kept others from fitting in? These are things you need to understand even before you write the job description. And they tell you what to look for in the interview.

What is it you need to learn in order to understand a candidate’s culture fit? Following are some of the things you need to get to in the interview process and through assessment: How they treat other people on the team; how the people they work with will most likely relate to them; how their interpersonal skills will impact their performance and that of the team; what motivates them and what turns them off; how they process information; how well they communicate; how they react under pressure; how they demonstrate leadership—and how all of these things mesh with your culture. Understanding a candidate’s hard skills is definitely the easy part of the hiring process.

Take your time interviewing. Ask candidates about their previous job, what they liked and didn’t like, and then let them talk. Don’t be afraid of silence. Let the candidate fill the gaps. You’ll discover much of what you need to know. And as you interview and assess candidates, keep in mind that cultural fit can’t be developed.

As Jack Welch said, “You cannot have a black hole in your organization where a star should be.” A star for your company is someone with the hard skills to do the job and the personality, character and values that match your culture. Anything less is a high risk business decision.

Tuesday, July 14, 2009

Ohio Ranks Best in the Midwest, Among Top 5 for Job Growth in a Clean Energy Economy

Know your skills and what you have to offer as an employee. ...And one more time for posterity; Focus your job serach on GROWING industries.

Interesting article with hope for Ohio.

Thursday, July 9, 2009

Job Search Success! (Quick List!)

1. Know who "you" are.
Know your strengths. Understand your value in today's market.

2. Network, Network, Network!I will say it again...your network should be built before you ever start searching for a job! Family, friends, face-to-face.

3. Quantify your Strengths.
Define your key strengths by at least 3 accomplishments.

4. Get Techno-savvy.
Social networking websites (Facebook, Twitter, etc.), Linked In. Just DO IT!

5. Make a plan and work your plan (DAILY).
Set achievable goals.

6. Stay upbeat.
Positive attitude can work wonders during a job search. It may feel impossible at times, but trust me, it will help!


HAPPY HUNTING!

Sunday, June 28, 2009

This is the best time to make real teams and alliances.

The Upside to the Down Economy
~by Lauren Zander, Career Coach

How can I use the current economic climate to my advantage in my current job?
Be the inspiration in your company. Be a leader. If you notice someone is unhappy or stuck in a negative cycle, try to help him or her. Be the one who rallies people. This is the best time to make real teams and alliances with the genuine heroes who want to win, even against the odds.

Turn the perspective around: Focus on the achievement and challenge of the "underdog" winning, and get people excited and inspired about the idea of triumphing in—and despite of—hard times. Long after the tough times pass, you will be remembered and known and appreciated for being that kind of champion. Innovation and hard work combined with that spirit will win the day. If you don't fall prey to fear you will end up shining, because many people are going to go down with the fear. If you instead represent courage and fortitude and remain focused, it will do you good now and in the future.

Thursday, June 11, 2009

Ten Reasons to Take up Biking During a Job Search

Saw this blog post and identified! Sounds like a great technique for us recruiters as well! Go out and ride our bikes (conserve gas and find potential new clients at the same time! Thanks, Jeff!

Taken from "Jeff Lipschultz" Blog
Fellow Recruiter

While riding my road bike recently, I was thinking about all the benefits of putting in miles on two rubber tires (and no motor!). And then I got to thinking about the job seekers in the world and how biking should be an activity included in their job search routine.

So, without the fanfare of a drumroll, I present in no particular order:

Jeff’s Ten Reasons to Start Biking While Looking for Job:

As you venture out of your immediate neighborhood, travel through industrial parks to find companies to investigate.

Riding helps clear your mind and gives you time to think. Bring a scrap of paper and a pen. You’d be surprised how many great ideas pop into your head while you’re riding.

Obviously, getting some exercise is a chance to burn calories. Hours of research in front of a computer can lead to the opposite.

By meeting new folks who ride in your town, you get to network with all kinds of new contacts. Most bike shops hold weekly rides originating from their shop.
In between jobs, it is sometimes hard to find accomplishments to be proud of. As your miles and fitness increase, you’ll feel extremely good about your positive experience.

Biking adds another dimension to your personal life that may be useful in interviews. You never know, you might have an interviewer who is an avid cyclist. Making personal connections in an interview is key.

Being healthy is appreciated by employers’ (and your own) budget. In fact, many companies have developed programs in the last several years for encouraging their employees to stay fit.

Biking lends itself to setting and achievement of goals. Hiring managers like candidates who are self-directed and can achieve personal goals.

Biking is a stress reliever. It gives your body and brain a chance to vent frustrations by pushing yourself physically. Being out in the world/nature/fresh air helps bring you back to reality. Although this may be a tough time, there is a “bigger picture.”

Duh! It’s a good habit. After you’ve found your next job, you’ll want to continue mashing those pedals!

Tuesday, June 9, 2009

Dayton, Ohio: Final Fortune 500 Company Abandons City

Brittanica Blog - by RSS
Jon Talton - June 9th, 2009

At the turn of the last century, Dayton, Ohio, was something akin to the Silicon Valley of its day. It was the home to the Wright brothers, of course, as well as Charles Kettering, the automotive genius who would develop so many innovations that allowed General Motors to become the dominant player in a new industry. And the backbone of all this was the National Cash Register Co. (NCR), founded by John Henry Patterson.

Last week, NCR said it was leaving Dayton after 125 years, decamping its headquarters for what urban theorist James Howard Kunstler would dub one of the suburban “asteroid belts” around Atlanta. It marks the departure of the last of Dayton’s Fortune 500 companies and is in many ways the most vicious blow yet to this battered city.

Considering the future we face, of steadily rising temperatures and their effect on the South, and steadily rising energy prices and their consequences for long, single-occupancy vehicle commuting, this is a boneheaded executive decision. (It wouldn’t be the first: the temperamental Patterson drove away a young Thomas Watson, who went on to found IBM). Worse, it’s a stab in the back for a city that spent years catering to NCR’s every whim. Dayton wasn’t even allowed to compete to keep the headquarters.

But it’s a storm warning for America. There are many Daytons out there.

The conventional arguments will go like this. “NCR needs to align itself for future growth and drive the lowest cost structure in our industry,” as its chairman said. This stretches credulity considering the cost of living in the well-off Atlanta suburbs is higher than in Dayton. NCR will have a hard time attracting young talent to the dreary suburbia of its new home. And the company is hardly relocating to a major technology hub to avail itself of the synergies of ideas and innovations.

Another argument will say, this is creative destruction so deal with it. Unfortunately, Dayton and Ohio have supped for years at the table of destruction but have yet to taste creative feast (and we should remember that economist Joseph Schumpeter, who coined the term, argued that its consequences would harm capitalism, perhaps fatally).

Yet another excuse is that this is the payback for a Rust Belt that became lazy, complacent and uncompetitive. The trouble is, it’s just not true. I was the business editor of the Dayton Daily News in the 1980s and did another stint later at the Cincinnati Enquirer. In fact, after the shocks of the late 1970s and early 1980s, much of the Midwest worked hard to reinvent itself. By the mid-1990s, American manufacturing in the Midwest was as advanced and productive as any place in the world.

Dayton had to learn this lesson early when National Cash Register made the painful transition from mechanical cash registers to computers in the late 1970s. Some 30,000 factory jobs were killed in Dayton at a time when it was also losing the GM Frigidaire appliance plant that employed thousands more. But although blocks of factories owned by “the Cash” were demolished, NCR remained, building a new headquarters perched in a park above downtown. Local and state leaders also persuaded GM to turn the Frigidaire plant into a light-truck auto assembly. Such was the resilience of Dayton.

I’ve written about the city I encountered when I arrived there in 1986. It had been wounded by many of the same ills of older American cities, including suburban flight and poor race relations. But it was a real city, with major corporations, an airline hub, a busy downtown and a diverse economy that included both information-age startups (notably Lexis-Nexis) and good blue-collar jobs. It had more real universities than Phoenix, the nation’s fifth largest city. It was not Youngstown, mortally wounded by dependence on a single industry, decades of bad decisions and a culture of corruption. In many ways, Dayton was still the city of the Wrights and Kettering.

Now almost all those assets are gone. Despite huge subsidies over the years from state and local government, even the GM plant recently shut down. And, finally, the stab in the back from the executive successors to Patterson — a man who deployed his company to rescue the city during the great flood of 1913.

The root causes have little to do with Dayton.

Mergers that took away headquarters were driven by changes in public policy — tax rules encouraged deals whether they made “economic sense” or not; executives were highly compensated for selling “their” firms; Wall Street became much more powerful and made huge fees by pushing mergers, and the government stopped enforcing anti-trust laws, allowing for dangerous industry concentration. Significantly, finance overtook manufacturing as America’s largest economic sector in recent years.

These policies took away Dayton’s air hub, its corporate jewels, its local banks — and allowed NCR to be bought and cast aside by AT&T to land as a fickle vagabond. NCR is surely continually shopping itself on Wall Street even now.

A world trading system established by the United States has slipped its leash and no one can argue credibly any longer that most Americans will be net winners. Having cheap stuff from China will not replace stable jobs with good wages and benefits. As the manufacturing heart of America, the Midwest has felt this the worst. But the Carolinas have lost hundreds of thousands of jobs in textiles, apparel and furniture since China joined the WTO — and those workers have not retrained to be video game developers or stem-cell researchers. As a debtor dependent on China to finance its bailouts and military adventures, Washington is in a weak position to demand that Beijing trade fairly.

The grand malpractice that destroyed General Motors deserves its own treatment — here again, Dayton and Ohio did everything they could to help the automaker, and workers repeatedly made concessions. The changes in policy that tilted the balance so badly against working people and unions also played a role in killing the blue-collar middle class. But with the city and region bleeding companies, it’s not as if a college education will guarantee opportunity, either.

Perhaps the biggest driver is the rootless executive class that runs American business. Their loyalty is to hitting Wall Street’s quarterly numbers, nothing more. Some come in merely to sell a company — as happened with Seattle’s iconic Safeco Insurance. They are coddled, bowed-to and massively compensated. But they have no allegiance to any place or any country.

It’s a nice thought that Dayton can”get its competitive act together” — and I’m sure a small army of consultants will be well paid to offer advice, draft plans, hold summits. But Americans should think long and hard about the fate of Dayton and its kin. Dayton did not walk cluelessly into this calamity. It would be so comforting to believe that it did. That, with some different moves, it could have reinvented itself as a New Economy star.

The reality is that Dayton and Ohio made many right moves — spent decades worrying and acting to head off disaster. And in the end, it didn’t matter. The Reagan-Clinton-Bush era worshipped an abstract “free market” but not the values that either allowed Dayton to emerge as a powerhouse or to reinvent itself in the 1980s. Thus, a handful of metro areas are net winners. Many seemed to prosper in a bubble of house building and leverage — and now they have been brought to earth. Many more seem in permanent eclipse and one largely beyond their control. It is part of a broader national decline cloaked by the prosperity that was built in places like Dayton.

So Dayton watches NCR leave as President Obama is focused on saving the big banks and Wall Street, and, as far as I can see, pretty much trying to shore up the status quo. Those institutions, of course, are “too big to fail.”

What will be the cost of letting Dayton fail? I fear it is huge. We just don’t realize it yet.

Monday, June 8, 2009

Young workers need to adapt job-hunt tactics

Although this article is addresing young workers, the advice really is for all jobseekers (even the experienced).

~by Carolyn Kepscher, New York Daily New
Monday, June 1st 2009

Twentysomething is usually a wonderful time of life — except if you have to search for a job in today’s economy.

Lindsey Pollak knows the drill. She makes a living helping twentysomethings navigate the job market and handle workplace issues.

In her book, “Getting from College to Career: 90 Things to Do Before You Join the Real World,” and on her popular blog, she offers sound advice.

We talked about how young workers can cope during the deepest recession in decades.

Q What must the up-and-coming generation do differently to prepare for a great career?

A“The trend for a while now has been for professionals to become the CEOs of their own careers because we no longer live in a world where people stay at the same company for 30 years and retire with a gold watch. This means that the most recent generation to enter the workforce, Generation Y, is much more in control of their careers, but also has to do more work to find jobs, network and stay employed.”

QWhat traits should job hunters emphasize?

A “Gen Y is known for their ease with technology, their global viewpoint, their comfort with diversity and working in teams, their self-confidence, which many older generations call entitlement, but can be very appealing in a career like fund raising or sales, and in an economy where it’s easy to become disheartened.”

QWhat do you think is the worst advice people follow?

A“The résumé blitz. So many students tell me they’ve sent out 100 résumés and nothing happened. Today, because it is so easy to e-mail a résumé with a click of a mouse, everyone sends out zillions of résumés. You have to put in much more effort to stand out to an employer. In-person networking, connecting one-on-one on a social network like LinkedIn.com or meeting potential employers at a professional association event are all much more effective than e-mailing out lots of résumés.”

QWhat’s your most important social networking advice?

A“LinkedIn has become the most popular and valuable professional social network, but it won’t work unless you work it. First, set up a complete profile including keywords a recruiter or business owner might use to find someone like you. ... Scour other people’s profiles to look for companies you may want to apply to, job titles or professions you didn’t know about, professional organizations where you might network and people with similar interests who might be willing to offer you some job search advice. Finally, use LinkedIn to help other people with suggestions, job leads and moral support — the more people you help, the more people will offer to return the favor.

“Twitter can be valuable for networking and company research if you want to find a job where Twitter has a strong presence — for example, PR, new media, technology and venture capital. ... There are also lots of people who tweet out job listings, so do a search on the term jobs to find these.”

QWhat can job seekers focus on to keep perspective?

A“It is tough out there, but there are jobs. ... Remember, this is only your first job out of many, so the most important thing is to get your career started and to make the most of any opportunity you find. The economy will turn around.”


Your Money columnist Carolyn Kepcher, author of the best-selling business book, “Carolyn 101,” is the former “Apprentice” star who thrived working for one of America’s toughest bosses. She’s now CEO of Carolyn & Company Media (carolynandco.com), an enterprise created by and for career women. For info on personal coaching, visit carolyn101.biz.

Wednesday, June 3, 2009

Dayton losing NCR... Jobs moving to Atlanta

The writing has been on the walls for awhile. Still I am so saddened to see this "Dayton" icon leave town.

It appears that our community did not fight hard enough to keep this company here! Dayton, which historically is one of the most innovative and entrepreneurial cities in the United States, is slowly turning into a ghost town.

What can we do to turn things around? I am still pondering this myself... For the time being, I will turn off the news, stay focused on what I can do on a daily basis, and have hope for the future. This is certainly not the first time that Dayton has been hit below the belt; unfortunately, it will not be the last either.

Daytonians, let us pull together, and bring back the community spirit needed to move forward!

Monday, June 1, 2009

Tips to Put You Ahead in Your Job Search

If you are looking to change your job or get a new one in this challenging environment, you are certainly not alone. As unemployment rises, finding a job has become extremely tough.

What should you do before starting your job search?


1. Decide your target market.
What industries would you like to work in? What "employers" do you want to target. Keep in mind that you must think about industries that are growing (or at least not declining). You also want to be practical about your target market. Choose an industry where there is some overlap with your existing skills or experience.

2. Identify the specific role that you are interested in.Your next job may very well not be your dream job, but it might be the next logical step. Determine what role you would like to play, and determine a natural progression from your current job. For example, if you are a Programmer / Analyst, and you want to target a Project Management opportunity, you could easily target a Team Lead role in your next job.

3. What would a potential employer find "valuable" about your skillset?
Determine what skills you have to offer that are unique and sellable to future employers. "If you Build it they will come"!

4. Develop a 60 second elevator pitch.Once you develop the elevator pitch, you need to convey it! Personal interactions, through your resumes and through various online as well as offline media.

5. Do you have a personal network? If not develop it! Immediately!
After completing the first four steps, you need to tell everyone that you feel could help you (former colleagues, alumnae associates, friends, family, Linked In network, etc.!

Happy Searching!

Wednesday, May 27, 2009

5 Reasons to Attend Conferences

My friend, Phil Gerbyshak, recently posted this to his blog... I too am a believer in attending conferences. It seems that just when my batteries are about to die, it's time to attend my semi-annual conference. I'm always amazed that when I leave the conference it is with everything I need to go back to my office and be successful! Thanks, Phil for posting these 5 reasons!

5 Reasons to Attend Conferences
~Phil Gerbyshak

Last week I spent 5 amazing days with 1900 other IT service and support professionals at the 2009 HDI Annual Conference. I learned a TON of new things that I plan to share with you over the next few days and weeks. For now, I thought I’d share why I attend conferences like this, and why if you don’t, you should attend them to too.

Networking - If you’re looking to meet folks who can help you answer questions about your industry, there’s no better place to do so than a conference. Get there early, make a plan for who you want to connect and reconnect with, learn and remember new folks’ names, and don’t be afraid to skip a session or two if you get involved in an in-depth conversation.

Inspiration and Recharging Your Batteries - Almost every conference has keynote sessions meant to inspire you to perform at a higher level or think about things differently. This is one of my favorite parts of the conferences I attend, because it gets me moving in the right direction.

Knowledge Gathering - Most conferences have breakout sessions presented and facilitated by experts in their industry. You can learn a LOT from them if you take time to listen to the speaker AND listen to the folks who ask questions, especially if they ask questions you have or questions you have the answer to. Don’t be afraid to go up to someone who asked a question or who needs your help and ask them if you can speak to them a little more.

More Knowledge Gathering - If there were no sponsors, there would be no conferences. Most conferences offer time to interact with the sponsors, to ask them questions to learn from them, and to gather a little more information so you can learn more about them, all in a safe, low-pressure environment.

Knowledge sharing - At the HDI confernece, I had 1 breakout session, 1 panel I facilitated, 1 brain bite first thing in the morning and 1 30 minute presentation/facilitation about creating your elevator pitch for your organization, so my knowledge sharing was very formal. Sometimes my knowledge sharing is more informal, as I try to ask questions and add insights where I feel I can add value. I love to share, and it’s one of my favorite parts of a conference.

Tuesday, May 26, 2009

Optimize your Linked In Profile in 4 Minutes

"There are two really quick things you can do on LinkedIn to optimize your profile for SEO -- both to make your LinkedIn profile more discoverable, and to make your profile work for you by sending some SEO authority (link juice) to other pages on the web that you choose."

Click the Link to see how easy this is!!

Sunday, May 24, 2009

Signs that the worst could be over?

"Let’s hope it isn’t wishful thinking. A recent survey of human resources executives found that most believe that their most drastic cost-cutting measures are behind them."

Friday, May 22, 2009

Hired! Do your homework; land a job!

"I put myself in the place of the employer," he explained. "What would the employer be looking for, what would catch their eye?"
~David Hudson

Thursday, May 21, 2009

Counter Offers. Not a good idea; here's why.

Ten Reasons for Not Accepting A Counter Offer
-Bill from Employment News

1. Question how much the company actually values what you do. Would they have made the counter-offer if you were not leaving?

2. From where is the money for the counter-offer coming? Is it your next raise early? (All companies have strict wage and salary guidelines which must be followed).

3. Your company will immediately start looking for a new person at a lower salary price.

4. Your loyalty will always be in question in the future.

5. When promotion time comes around, your employer will remember who was loyal, and who wasn’t.

6. When times get tough, your employer will begin the cutback with you.

7. The same circumstances that now cause you to consider a change will repeat themselves in the future, even if you accept a counteroffer.

8. Statistics show that if you accept a counteroffer, the probability of voluntarily leaving in six months or being let go within one year is extremely high.

9. Accepting a counteroffer is an insult to your intelligence and a blow to your personal pride, knowing that you were bought.

10. Once the word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose the personal satisfaction of peer group acceptance.

Monday, May 18, 2009

HIRING: Workstation Technicians (15 openings)

Workstation Technicians (5 immediate; 10 more next month)... Looking for MS, break/fix, connectivity, LAN based applications experience, troubleshooting, network support, etc. Immediate Hire. A+ Certification preferred. Cincinnati, OH.

Please tell your friends and have them call me. 937-912-5860

Who's Hiring? The Government, that's who!

The Government is hiring. There are huge job increases on the way; defense civilian staff to increase by 19,000 jobs!

Check out this article.

Sunday, May 17, 2009

Use Twitter To Find a Job!

Lots of great tips in this article. Check it out!

Wednesday, May 13, 2009

Learning to Write an Effective Resume

Compliments of Bill at Employment News.

Learning to write an effective resume is a life skill most people cannot afford to ignore. According to the U.S. Bureau of Labor Statistics, the median tenure for most professionals is about 4 years. For employees between the ages of 25 and 34, the median tenure is only 2.9 years. Since most of us will change jobs a number of times in our career, we need to become proficient at selling ourselves and writing an effective resume. Consider this: According to Career Builders’ Resume 2007 survey, on average, hiring managers receive 50 resumes for each and every job opening. Due to the sheer number of applicants, many managers skim and sort the resumes into "no go," "maybe," and "looks promising" piles. Only resumes that are well-organized, easy-to-read, and specifically targeted to the position survive the cut. Assuming a candidate has the relevant job experience, professional resume writers know what it takes to keep resumes in the "maybe" or "looks promising" piles. Here are the ten strategies resume professionals use - and you can too. 1. Resumes that make a good first impression emphasize specific accomplishments. Did you increase sales by 40%? Manage a team that introduced a profitable new product? Create and implement a money or time-saving process? Use specific examples to highlight your accomplishments. 2. Just as you would highlight your strongest points in an interview, do so in your resume. Put your strongest achievements and qualifications at the top of your resume. 3. Use a highlights section to catch the hiring manager’s attention. 4. Include only relevant job experience. If your resume is padded, most hiring managers will assume you aren’t qualified for the job. 5. Don’t try to be all things to all people. What are your top 3 skills? Focus on those. 6. Read the job description carefully. Note the keywords and use them to focus your resume. 7. Use an eye-catching, easy-to-read format. Include headings, bold print and bullets. 8. Write a different resume for each job skill/position. Resumes are definitely not one-size-fits-all. 9. To paraphrase JFK - tell not what the company can do for you, tell what you can do for the company. 10. Finally, proof and double-proof your resume. Given the competition, just one or two typos may eliminate a candidate from consideration. We’ve all heard it before: "You only get one chance to make a first impression." If you use the ten strategies outlined above, one chance is all you’ll need. Write a great resume and feel confident in your job search. Good luck!

Tuesday, May 12, 2009

Career Change?

Thinking about changing careers? In the current economy, many people are doing just that. Not sure how to get started? Not sure what you want to do? Check out this article.

In reference to my post yesterday: Make sure that it is a career / industry that is either growing (or at least flat), not declining.

Monday, May 11, 2009

It May Be Time To Refocus Job Goals

Do your research and move to industries that are in a growth mode, or at least flat, not shrinking.

Focus on your skills not job titles.

Friday, May 8, 2009

Beating The Recession.

McDonalds is getting ready to launch their McCafe in several new locations(after successful test market results)! This is just another way that companies are getting on board and trying to add value to the troubled economy.

http://www.bizjournals.com/cincinnati/othercities/birmingham/stories/2009/05/04/story4.html?b=1241409600^1820762&s=btr

I have not tried their specialty coffees...but I think that their regular old cup a joe is pretty good!

Since I'm a coffeeholic, I felt compelled to share!

Thursday, May 7, 2009

Tell your Ways of Staying Upbeat. Win a book!

My friend, Phil Gerbyshak, wants to hear how you are staying upbeat in today's challenging economy!

Windows 7 Release Candidate Debuts Early

I am so excited about this! I have put off buying a new laptop, until MS 7 comes installed... Hopeing this means that I am one step closer to buying!

Wednesday, May 6, 2009

Need a job? Get social - in a networking kind of way

"Highlight your positive presence on the Internet"

Effective Job Search Strategies

Effective Job Search Strategies.
How to effectively manage your job search.



Common problems for unemployed:

**Personal networks have been neglected while pursuing careers and are often starting job searches without a good network of friends/business colleagues/etc. to ask for assistance.
**Resumes are not up-to-date.
**Interview inexperience:
**Not currently using Social networking web sites (LinkedIn, Facebook, and Twitter)

SEARCH STRATEGY #1: YOU'VE LOST YOUR JOB. TIME TO BEGIN YOUR SEARCH
It is important that you don't put off your search (even if you have a sizable severance)! It is imperative that you get started on your search right away; the competition is fierce.

Techniques and strategies that are the most effective:

1. Positive Attitude!
2. Obtain contact information of: co-workers, friends, clients, and anyone else who can assist you with your job search. You should have this information printed and in an editable document (like Excel) for easy/quick updating.
3. Ask for letters of recommendation from your peers and managers in your company (do this right away, not the week before you have an interview)
4. Be sure to inform your colleagues, friends, etc. You will want to include your contact information. Personal Email Address, Phone Number, Mailing Address, Twitter, Facebook, Linked In, etc.
5. If applicable, offer your services to your past employer on a contract basis.
6. I always recommend (even if you aren't looking) to have your resume current. However, if it isn't current, then you need to develop the resume as soon as possible.
7. Never burn bridges... You will want to leave your present employer on the best of terms.


Search Strategy #2: BUILD YOUR NETWORK

1. Be hands-on with your job search! Network with people who can give you "good" job search assistance.

2. Be thankful for those that are helpful and respond to you. The long lost art of thank you notes has been forgotten. I always recommend to my candidates that they follow up with an emailed "thank you note" and sometimes a hand written note. It is amazing how many times this has made the decision in the hiring process.

3. Contact your alma matre Alumni Office. There are many resources that universities offer to past graduates.

4. You should already be a member of Linked In. If NOT! Then join!http://www.linkedin.com. Be sure that your profile is complete, and ask for recommendations. Linked In will not work, simply by joining. You will need to make insightful connections with hiring managers and recruiters.


5. Develop 60 second or less pitch about your background and what you are seeking. The pitch should include your greatest accomplishments and what you are looking for in a new opportunity.

6. Get connected to reputable search firms.

7. Stay current by attending relative seminars, workshops or conferences.


Search Strategy #3: The Art of Interviewing (I'm not kidding, it is an art!)
You are being asked to interview. Getting the interview is only 50% of the battle.

It's back to school for you; Do your homework! Research the company. You may also check out the person that will be conducting the interview or perhaps the hiring manager. Per the above, Linked In is a great resource for this. Also, company Websites.

Go to an interview with at least 10 prepared questions. These questions should be about the company and the position (never about salary, benefits, etc.)

ALWAYS dress professionally! Unless you have been told by your recruiter something specific to wear, then plan to wear a suit!

You will need to bring multiple copies of your resume.

Arrive 10 minutes early. No exceptions!

When a potential employer asks questions, give them answers that are quantifiable. Get to the point.

As stated above, always follow up with a thank-you note (email or hand written).

Be clear and concise about why you are the right fit for the job. This should be readdressed in your "thank you note" as well.

KEY!!! When you leave the interview, shake hands and express your interest in the job!


Search Strategy #4: OFFER NEGOTIATION

Share your past compensation candidly.
When they ask you, “What type of compensation package are you seeking?” You should start by answering: “I am very interested in this opportunity and would like to move forward in the process. I am open to a fair offer.” If you are pushed for an answer, “You know my previous compensation. I am open to similar offers but would prefer to avoid a step backward.” Keep in mind this is how you should handle yourself with a potential employer not your recruiter. Not being completely open with your recruiter puts them at a disadvantage in helping you.

It is also important to always get an offer in writing. Verbal offers are okay, but it must be followed by a written offer. NEVER turn in your notice to a current employer until you have a written offer of employment!

Feel free to take some time to evaluate an offer before accepting it. Review it carefully, and make sure all of the terms are acceptable. If not, think of which areas you are willing to give and which ones you are not. This is very much up to the individual. For example, you may be willing to take less pay for more vacation time.

Once you have accepted a new offer, let your network know and and share your new contact information. Be sure to thank everyone for their willingness to help you and remember to stay connected to this valuable network; it is very possible that you may need them in the future!

Monday, May 4, 2009

Jump Starting your Technical Job search.

You can never be too prepared... Important to be prepare for technical questions as well as personal.

Sunday, May 3, 2009

Networking is key in finding new job opportunities.

Now more than ever, jobseekers are getting together via formal and informal groups to share information on their job search. Excellent idea; however be sure that the focus is not on negativity but on helping each other.

Thursday, April 30, 2009

How To Get a Job!

Great article on How To Get A Job.

Pay close attention to Page 8... I'm especially keen on (match your skills to their needs)!

Wednesday, April 29, 2009

I got a new job! Oh, I have to tell them I’m quitting this one?

Great Post on How to Quit Your Job! err (give notice to your current employer)!


By Bill Meiers

That euphoric feeling of accepting a new position can quickly leave when you start to think about the prospect of having to go to your current boss and give notice. Mostly because you probably have a decent relationship with she or he and your co-workers, so it will be a bittersweet departure. Even if you absolutely despise everything about your job, it still can be tough.

The best way to approach this is head on. Make sure you are giving proper notice time of at least 2 weeks. Schedule a meeting with your boss the very next morning from when you finalize the new job if it is going to be just 2 weeks notice with not a lot of time to spare. Let them know when you ask for the meeting it is time sensitive and that you need to speak that day.

When meeting with your boss, keep it professional and upbeat. Explain that you have accepted an offer with another company and will be leaving on said date. Be unequivocal in your tone (I have accepted and I am leaving, this is my final decision.) Don’t dance around it to soften the news of you leaving: “I am thinking taking this offer”,or “I got another job offer and it looks pretty good.” This leaves the door open for them to try and convince you to stay, or worse yet that you are not actually giving an official notice just “thinking out loud.” I will talk about that in the next post (counteroffers.)

There is no real need to give any more explanation than that. If they ask, you can decide what you want to divulge. I usually kept it vague. The new company is giving me a better opportunity to reach my career goals, the hours are flexible, commute is more desirable. Do not make disparaging remarks about the company you are leaving, co-workers or boss of any kind. Do not reveal salary information. If you have things you want to share that are negative, that is a separate discussion with HR in an exit interview or a one on one with them.

If you feel your boss is putting you off or taking too much time to schedule a meeting, then you should compose a resignation letter and give it to HR. You should do that anyway, but I usually give it to them after the discussion with my supervisor. You can email your boss and explain that time was of the essence in order to do the right thing and that you had no choice since you couldn’t meet with them. Your resignation letter again should be short and sweet:

Dear HR Person,

I regret to inform you that I am resigning my position as Sales Representative at Acme Widgets, effective xx/xx/xxxx.

I have truly enjoyed my time here and wish Acme Widgets the best of luck in the future.

Sincerely,

Me

That’s all you need to write.

Tuesday, April 28, 2009

Tech Ed 2009 - stops in Cincinnati, OH May 5th

My friend (Chris Rue) was selected (one of six people) to ride the MS Tech Ed 2009 Cross-country bus. They will be stopping at Maxtrain for the Luau!

Check out the link. Should be a great networking event!

Tech Ed 2009 - stops in Cincinnati, OH May 5th

Interesting Article Regarding Job Forecast for new Grads

Another tip not mentioned, is have a professional email address listed on your resume. I recently received a resume with an email address that went something like this:

kegparty@yada.com

Not a good choice of email address for the resume.

Friday, April 24, 2009

Technology Offers Hope for Post College Grads

Technology Offers Hope for post-college grads. Student from Western Michigan University contemplates a fresh perspective... That perhaps shows wisdom beyond his years. Check outthis article.

Thursday, April 23, 2009

The Downturn: Is the Worst Over?

The Downturn: Is The Worst Over?. Check out this article.

Perhaps there is a glimmer of hope!

Wednesday, April 22, 2009

IT Salaries to increase by 2% in 2009.

Even in down economy, new study indicates that IT Salaries to increase by 2% in 2009.

Check out this article.

Tuesday, April 21, 2009

Tuesday, March 24, 2009

Software Engineer (Cincinnati, OH)

Job Description:
-Qualified candidates will provide assistance to lead software engineers in the development of software for Infrared thermal imaging systems.
-Experience developing, organizing and publishing software requirements derived from higher level requirements and design documentation; experience defining and publishing software test methods, plans, and performing software testing.
-Experience/knowledge of CMMI design and development processes.
-Experience with Builder C++, GUI is a must.
-Proven proficiency/experience with: MatLab, algorithms for image processing , Coldfire, NIOS, USB, Ethernet, Camera Link, GigE protocols, DirectX, and OpenGL.

Qualifications:
-BS in Electrical or Computer Engineering (degree is mandatory)
-Must be a US Citizen and hold or be able to obtain a security clearance.

Location: Cincinnati, OH

ID #: 01654402

Call or email:

Angela Marasco
angela@am-recruiting.com
http://www.am-recruiting.com
937-912-5860

.net Developers (5 openings)

.NET Developers (5 openings)
Looking for SQL, C#, ASP and VB.net
Must have a green card or be a U.S. Citizen

Location: Mobile, AL
Paid Relocation.

Call or email.

Angela Marasco
937-912-5860
angela@am-recruiting.com
http://www.am-recruiting.com

Monday, January 12, 2009

Software Engineer

Essential Functions:
" Professional level development of software for both new products and product improvements.
" Primary duties will include the design, application, test and documentation of product software including control, communication, wireless communication, predictive control and GUI.
" Additional duties will include hardware development support.
" Review and/or implement the following during product development, or sustaining, projects/programs:
" Software Design Specification and Flow Diagrams
" Software Requirements Specifications
" Software Risk Analyses
" Software Verification requirements

Qualifications:
" Bachelor of Science in Computer Engineering, Computer Science, Electrical Engineering, or related field and a minimum of 2 years practical software development.
" Proficiency utilizing C++, embedded.
Experience with micro-controller architecture is desirable

Location: Cleveland, OH