> Google+ and Recruiting

When it comes to social media, there is no doubt that some platforms are better than others. Of course, this is very dependent on one’s goal, as the audience tends to vary from site to site. For instance, LinkedIn is designed for serious professionals who want to connect with peers and potentially advance their careers, which makes it a valuable asset to recruiters. Facebook and Twitter are absolute must-haves for anyone, including recruiters, mainly due to their vast audiences.

Then there is Google Plus.

To this day, it seems that Google Plus is still some sort of enigma to many people. Why? I’m not entirely sure. Perhaps it is rooted in an innate distrust of Google, though I’m not convinced that’s what’s keeping people, and especially recruiters, from using it. Newsflash: Google Plus is now the second largest social network in the world. If that’s not enough to convince recruiters to jump on board, consider the following:

Circles

This was Google’s big selling point when they launched Google Plus (remember the commercials?). At the time, people were very dissatisfied with Facebook’s sweeping privacy changes, and Google tried to capitalize. The “circles” feature allows you to choose who can see each post. While this might be more useful for individuals who don’t want their boss know about their latest weekend outing, it can also be helpful for recruiters who want to control who is seeing what. After all, recruiters and staffing agencies often have two distinct audiences: job seekers and companies who might hire out their services to fill positions.

Communities

While not unique to Google Plus, a lot of communities on Google Plus tend to be vibrant and active. Recruiters will want to take a look at “Job Postings” communities within their particular industry, among many others. This is probably the best way to target audiences, but recruiters should make sure that they don’t try to promote their own openings too much. It sends the wrong message, and people will eventually tune you out. Try to engage in industry-related discussions and give job seeker’s tips geared toward their field of work before mixing in the occasional job opening.

IT Audience

This is not applicable to all recruiters, but for those who focus on the IT field, Google Plus is an absolute must-have. People in the IT community tend to be more active on Google Plus than anywhere else, so if you haven’t joined Google Plus you are lagging way behind. It’s time to get on board.

 

As mentioned in the introduction, the usefulness of social media sites depends largely on what you plan on doing, but there is no longer an excuse for staffing agencies and recruiters to not be on Google Plus. It’s certainly not the ghost town that some people claim, and the site has a number of features that warrant giving it at least a look. What are you waiting for?

-Cobey Culton

> How to Impress Your Recruiter

Chances are, if you are or have ever been a job seeker, you have come into contact with one or more recruiters. If this relationship did not work out, it may have been because you weren’t a good fit for the position, or it may be because you made some mistakes that recruiters see every day. In order to avoid these mistakes and impress a recruiter, follow the below steps:

  1. Remember the details.This sounds like a very obvious point, but you’d be surprised how many candidates try to discuss a job opening and don’t know the correct job title or haven’t read the job description. Nothing dampens a recruiter’s interest in a candidate like the inability to remember the position. Take notes if you have to, just do what it takes to cement this information in your head. Any recruiter will respond more positively if you make it clear that you’re on the same page.
  1. Follow up in a professional manner.It’s understandable to be excited about a position and eager for updates. One “thank you” email or phone call is appropriate after an interview. A weekly check-in phone call is okay. Anything more than that may be too much. Your recruiter will let you know when there is an update on any position for which you’ve been submitted. Recruiters are just as eager for updates as you are.
  1. Dress professionally.You can read further on this topichere, but this is still a point to be made. Even if you’re just meeting with a recruiter for a preliminary interview, dressing professionally shows that you respect the recruiter and are serious about the position.
  1. Be open and honest about your expectations.There are a lot of details that go into searching for, applying for and accepting a job. If you are looking for a certain salary amount, tell your recruiter. Waiting until you have the position to try to negotiate a higher rate will just put a bad taste in everyone’s mouth and you may end up losing the position and the trust of your recruiter. If you have expectations about location, training,anything, let your recruiter know up front. If everyone is on the same page from the beginning, there is a higher likelihood of each person getting what they want from the process.
  1. Tailor your resume to the job opening. This is just one of those things that shows your interest in whatever job that you’re working with your recruiter on. Make your skills stand out in a way that’s meaningful for the hiring manager. You are proving that you know how to make yourself stand out on paper.

 

While job searching can be frustrating and time consuming, working with a recruiter can help you get a job much quicker than searching on your own in some circumstances. Impressing your recruiter can not only make them more comfortable in submitting you to the client, but it will make them work harder to impress you in return. Following the above steps will help you to develop a strong and lasting professional relationship for someone who can be a great resource in that job search.

-Katie Berryann

> Phone Interview Tips

In one of our May blog posts, we discussed basic tips for interviews.

Before you even sit down with a hiring manger, though, many companies will screen you by way of a phone interview. Naturally, some strategies you would have employed in a sit-down interview go out the window, while a set of new factors come into play.

So, what should you do to ensure that you ace your phone interview? Here are some tips:

Prepare

Phone interviews are unique in the sense that you are in the comfort of your own home. This allows you to have material nearby that you otherwise wouldn’t have in a conventional sit-down interview. Make sure you have a copy of your resume readily accessible, and don’t be afraid to scribble down some reminders on a notepad – maybe a skill or experience you want to be sure to highlight or a list of questions you have. Don’t forget the basics, either, like the name of the person conducting the interview. While this might seem obvious, you would probably be shocked at the number of people who either blank on this or neglect to do basic research. Remember, you are in the comfort of your own home, so there is no reason to not have this information at hand.

Eliminate Distractions

You could argue that this goes back to preparation, but it is important enough to merit its own section. Unlike a conventional sit-down interview where distractions aren’t really a concern (just be sure to turn your phone off), phone interviews require that the interviewee locate a quiet, distraction-free environment. Find a place where you won’t be interrupted, but remember to make sure you get good cell service in that area. It is also a good idea to turn off call waiting for the duration of the interview.

Keep your answers short but impactful

It may seem like a good idea to provide long-winded answers during a phone interview, but it really isn’t. This doesn’t mean you have to be short with the interviewer, but it does mean you should avoid directionless rambling. It is still possible to engage the interviewer while keeping your answers concise. Also, remember to listen and ask questions. This kind of thoughtful disposition will help you make a good impression by showing that you have genuine interest in the position.

 

When it comes down to it, an interview is an interview. As the job applicant, your goal doesn’t change based on the format. A phone interview certainly presents a different set of circumstances that require some general tweaks in your overall approach; however, in the end you just have to trust yourself and the work you have put into the process. Give it your best shot – anything past that is out of your control.

-Cobey Culton

> Social Recruiting

The recent advent of social media has undoubtedly provided staffing agencies a huge opportunity. Job seekers are more accessible than ever, with LinkedIn, Facebook, Google Plus, and Twitter literally putting millions of people at these companies’ fingertips.

As Andrew Hally points in a recent blog post on The Staffing Stream, though, many staffing agencies fail to employ these social tools effectively. The statistics are actually pretty alarming. Here is a brief excerpt from his post:

In 2012, only 12 percent of recruiters were connected to all three of the networks, with 14 percent of recruiters using a combination of LinkedIn and Twitter for recruiting versus eight percent using LinkedIn and Facebook. Fifty percent of North American recruiters using Twitter for recruiting have fewer than 50 followers, and 26 percent of North American recruiters using Facebook have fewer than 200 Facebook friends.

Oddly enough, Hally makes no mention of Google Plus, which recently surpassed Twitter in active user count. With only 12% of recruiters using LinkedIn, Facebook, and Twitter, there is no telling how far that number would tumble if you added Google Plus into the equation.

So, the first problem is abundantly clear: staffing agencies and recruiters simply aren’t utilizing social media to its fullest extent – but why?

One reason could be the distinct disconnect between the overwhelming number of people that are active on social media websites and the number of people that recruiters are actually reaching. Fifty percent (yes, 50%) of North American recruiters have fewer than 50 followers. Obviously, there are a number of factors at play here, so we have to be careful to not oversimplify the problem.

Part of the explanation may lie in the fact that websites like Monster.com, CareerBuilder.com, etc. are able to provide a smorgasbord of job opportunities from a handful of recruiters. These websites also allow the job seeker to target specific opportunities that match up with their ambitions, which is clearly a better alternative to being spammed on Twitter/Facebook by recruiters who post a new job listing every ten minutes (the majority of which are irrelevant to the job seeker). However, job boards really only reach active job seekers – there is an entire network of people who may not be actively searching for a job, but could be convinced to take a better opportunity.

The bottom line is that staffing agencies should try to engage job seekers on sites like Twitter, Facebook and Google+ which will in turn drive traffic to their website/job listings. Instead of posting a stream of job listings on Twitter, they should attempt to provide something somewhat proprietary: a blog, interesting/relevant links, etc. Social recruiting is about creating an audience – one in which there are both active and passive candidates.

 

This is not to say that recruiters shouldn’t toss up the occasional job opportunity, especially if it is one that will attract a larger audience than others. Still, recruiters should take a hard look at their social media strategy. It is certainly a powerful tool, but only if used the right way.

– Cobey Culton, Digital Marketing Intern

> Is a College Degree Worth It?

With the increasing costs of tuition across the country, this question has become increasingly relevant for those considering the pursuit of a higher education. At the risk of sounding like your high school English teacher, there really is no “right” or “wrong” answer. Each person and industry is different.

We can still look at the statistics, though, which show that those with a college degree are employed at a higher rate (only 3.7% unemployment) than those without one (8.1% unemployment).

But what about the IT industry, where experience is especially crucial? Can experience overcome a lack of a degree?

As a general rule, education (degree and/or certifications) still carries a lot of weight, especially for someone trying to break into the industry. Each job will require a different set of qualifications, and each employer will value these qualifications differently, which brings us back to the original answer of “it depends.”

With that said, a degree and/or certifications certainly can’t hurt you, so if money was no object this question wouldn’t be much of a question at all – of course you would want to further your education.

Given the large investment that is college, though, ROI (return on investment) is ultimately the best measuring stick for the value of a degree, and an IT degree ranks especially high in this area.

As Michael Goul of InformationWeek points out, the IT industry is proving to be the exception in today’s economic environment, with both job opportunities and salaries expected to rise in coming years. While Goul focuses on master’s degrees, these encouraging projections certainly make it easier to pursue a bachelor’s degree or certifications in IT (http://goo.gl/uSISK).

With that said, a degree or certification isn’t absolutely essential. If you establish a good reputation within the IT community and/or have a strong network, you will definitely have a leg up on the competition. One way to get your name out there is to write a “white paper,” assuming you have enough knowledge on a specific topic. A white paper includes an extensive review of a particular (IT-related) problem and a proposed solution to said problem. A very specific specialization can also set you apart, though finding job openings suited to your skills will be more difficult.

 

In the end, if it is financially feasible, go for that degree (or certification). It will open more doors down the road, at the very least. Combine that degree with relevant experience, and you will be setting yourself up for a bright future indeed.

– Cobey Culton, Digital Marketing Intern

> Professional Networking

In today’s world of business Networking is Everything!  Business networking is really about building lasting, professional relationships. It can offer you a way to reach decision-makers who may have been very difficult to engage otherwise. Business networking is a way for you to make the maxim, “It’s not what you know, it’s who you know.” work for you.

Below are six tips that I have always found to be very helpful:

1. Make yourself known as a powerful resource for others. When you are known as a strong resource, people will remember to turn to you for suggestions, ideas, names of other people, etc. This keeps you visible to them and makes them more likely to recommend you to others.

2. Have a clear understanding of what you do and why, for whom.  Articulate what sets you apart from others doing the same thing. Standing out in this way will generate referrals from those who notice the difference.

3. Follow through quickly and efficiently on referrals you are given. When people give you referrals, your actions are a reflection on them. Feel free to return the favor – recommendations can go both ways. A well-thought out and sincere recommendation will do wonders for your reputation as a networker. Respect and honor that and your referrals will grow!

4. Always keep your integrity – build trust and reputation. Sometimes a situation arises which tempts us to do the wrong thing, causing a difficult decision that could have been avoided. Making such a mistake can damage business and personal integrity. We are all human; mistakes happen. If you do make a mistake or wrong decision – whether it significantly undermines your integrity or not – always admit it and apologize. Failing to apologize for wrong-doing will damage your integrity and reputation far more than the original misjudgment itself.

5. Focus on establishing quality contacts versus quantity. Most people have experienced the person who, while talking to you, keeps his eyes roving around the room, seeking his next victim. This individual is more interested in handing out and collecting business cards than establishing a relationship. Always focus on the quality of the connection and people will become much more trusting of you. This will allow for stronger and longer-lasting relationships.

6. Once you have established a professional network, let it work for you! If you’re looking for a new opportunity, reach out to those in your network who may be able to aid in your search. Point out your carefully cultivated recommendations; ask others to put in a good word for you with hiring managers that may be in their network. This makes your search much easier and more effective.

When you focus on really getting to know people, you will build quality, productive relationships that will work for you and your business over and over again. Luckily, there are tools like LinkedIn now which help to build larger and more complete networks. So get out there and cultivate yours now!

-Glynda Mealer, President

> Social Media and the Job Search

In today’s day and age, social media websites have become an integral part of the job search for both job seekers and employers. Job seekers use social media to identify job openings now more than ever before (it’s all about networking, after all) and companies, like it or not, have started using social media profiles to vet potential candidates for job openings. In fact, a recent CareerBuilder.com survey indicated that 37% of employers use social media profiles as a part of their screening process (http://goo.gl/mkSGu).

It might sound a bit disconcerting that companies actually sift through your “digital footprint” as a part of their evaluation process, especially if some of the content on your Facebook or Twitter profile is not particularly flattering. Instead of destroying your prospects of getting a job, though, you (the job seeker) can easily flip this to your advantage – but how?

Keep private interactions, well, private…

There are numerous “red flags” that companies look for when perusing your various social media profiles. Profanity, pictures of you having a little too much fun, and/or poor grammar are all examples. Check your privacy settings and make sure that these more “personal” items are not public. Or even better, don’t post these things at all! All they can do is hurt your prospects of getting and job, fair or unfair. There is nothing wrong with leaving some of your profile viewable to the public – just be smart about that content.

Present yourself in a professional manner

As you probably know, first impressions are absolutely critical. They are equally critical when companies take a look at your social media profiles. Whether it be Facebook, Twitter, LinkedIn, Google +, or any other site, make sure that your profile picture communicates an aura of professionalism. This is obviously somewhat subjective, but you can’t go wrong with warm smile and professional attire. Your social media profiles are a great opportunity to market yourself to potential employers, so take advantage! On a site like LinkedIn, where job seekers and employers are the priority, this is especially important. Ensure that your resume is easily viewable/accessible and that your grammar and spelling are top-notch.

Engage in discussion

While certainly not essential, engaging in a larger community discussion relating to your field of work can’t hurt. If anything, it shows that you are actively involved and interested in today’s topics of discussion in your industry. Plus, you might learn a thing or two from these online conversations. Twitter is a great place to find these discussions, which are often identified by hashtags. Sites like Facebook, Google +, and LinkedIn also offer separate communities where people in the same industry can exchange ideas.

With the relatively recent emergence of social media, job seekers and employers alike are still trying to determine the best way to put these websites to use. For job seekers, the idea that potential employers can do a quick Google search and pull up a wealth of information in the form of Facebook/Twitter profiles is daunting – but it doesn’t have to be.

Just use good judgment when posting updates and pictures that are more personal, and try to create a positive, professional image with the information that is publicly viewable. The good news is that (for the most part) this information is all within your control.

 

Once you have established a professional image, go ahead and unleash the power of social media: network and engage. You will be glad you did.

– Cobey Culton, Digital Marketing Intern

> Contract vs Permanent Employment

In today’s economy, coming back from a major hit, many companies are struggling to make ends meet.  One of the ways that they have found to save some money is to bring on contractors in lieu of permanent employees. By doing so, they save on insurance and benefits costs, while increasing flexibility when it comes to extra help for projects. Because of this increasing trend, contracting jobs are becoming easier to find than permanent positions and those in permanent positions are being frequently recruited for contract roles. I myself have reached out to many candidates in permanent positions and I am always greeted with the same question, “Why should I leave my permanent job for a contract position?” Well, I have several great reasons why contract jobs may be BETTER than permanent ones.

They are becoming more commonplace. I know I mentioned this previously, but it’s an important point. Looking for jobs is not an easy feat and finding one that fits your skillset and requirements narrows the search even more. Contract jobs are becoming more and more common, and for perfectly stable companies. The state government uses contractors frequently, as do national and multi-national companies. If you are open to contract opportunities, your job options expand significantly and your options are much more varied – which leads me to my next point.

You can direct your own career. With contract jobs, you have the opportunity to pick and choose which projects you’d like to work on. You can just choose positions that will challenge you to learn new skills or move your career in a new direction. Contractors usually have a wider range of skills – they aren’t stuck doing the same thing over and over again and they have more opportunities to vary their projects and therefore their skillsets. This makes them more marketable to a wider range of companies. Contract roles also allow for a “try before you buy” approach – for both parties. Employers have time to determine whether an employee is the best fit for the position. And the contractor has the ability to get the inside scoop. Some companies seem to offer a great work environment, advancement opportunities, etc., but it’s a totally different story from the inside.  It should be a good fit for both employer and employee and contracts allow for that test drive period. Also with designing your own career comes the added benefit of a larger professional network and one geared more towards your professional end goals.

You can earn more money. Because of the contractual nature of these positions, and the expertise required, often companies can offer a significantly higher pay rate. And I know that many people who become contractors have to navigate enrolling in private insurance themselves without the discounts of a group policy, but DataStaff employees enjoy a competitive benefits package that includes paid holiday, vacation, and sick leave as well as medical, dental and vision coverage. As many of our projects are long-term, we also enabled employees to participate in a matching contribution (4%) 401k plan as well. So finding a staffing agency that supports you is important. Another bonus for contract employees, especially in the IT Industry, is overtime pay. The Fair Standards Labor Act (FLSA) defines Computer Professionals as exempt employees. Since most permanent positions compensate on a salaried basis, it is not required for companies to pay them for hours worked beyond 40 hours. However, in demanding project environments, it is commonplace to work long hours. Contract employees are compensated for each hour worked.

Now I know that the length of contracts can be a little discouraging. I find that the most common lengths are 6 months and 12 months. Often, these are set that way because of purchase orders, especially on government projects. The project could be set to last a couple of years, but they have to apply for the funding in pieces. During an interview, you should talk with the hiring manager about the project and its goals – you’ll get a better idea for how long you’ll really be needed.

– Katie Berryann, Technical Recruiter

> Interview Tips for the Recent Grad

My first couple of interviews right out of school were terrifying. I had no idea what to wear, what to say, what was expected of me in any way. The only experience I had was of waiting tables and babysitting. I was totally overwhelmed and badly needed guidance. Here are the top five tips that would have helped me immensely.
1.     First impressions are key. While it may seem trivial, what you wear is incredibly important. Corporate, financial and professional opportunities may call for a suit as expected interview apparel, while start-ups or tech companies have a more laid-back vibe. It is important to know the culture of the company and to dress in a way that shows that you fit well within that environment (while still demonstrating your most sophisticated presentation). When you show up in polished business professional apparel, the interviewer will know you’re serious about pursuing the opportunity. The essential thing is to be neat, professional, current and conservative. No plunging necklines, no tank tops, no open backs. And watch the cologne/perfume levels. You want to impress, not suffocate your interviewer. Just as important is showing up on time. Not an hour early, not late. 15 minutes early, tops. You want to respect that you scheduled an interview at a specific time for a reason. Make eye contact, speak clearly, smile, shake hands and smile. Be confident – you are a great candidate and you’re there to tell them exactly why.
2.     Remember your audience. There are plenty of hiring managers that are very good at making you feel at ease in your interview. But no matter how at ease you feel, remember that this person is evaluating you on your level of professionalism and poise. Now, I’m not saying don’t be yourself. But be the most intelligent, pleasant and composed version of yourself there is.
3.     Be prepared. Look up the company at which you’re interviewing. Do your research. You want to be sure that it’s a company for which you WANT to work. An interview is about deciding whether it would be a good fit for both parties. Bring a hard copy of your resume, whether or not you’ve sent a digital copy. Bring a pen, take notes. Show that you’re interested!
4.     Prepare questions. I know that this goes along with my previous tip but I feel like it’s big enough to deserve its own section. When I’ve asked potential candidates if they have any questions, and they don’t have any, it seems to me as though they are just passively accepting any information and haven’t done any research. While you’re researching the company and reading over the job description, think of a couple of questions that are relevant to your potential positions and the company itself. Feel free to ask what your day-to-day duties would be like. Ask what your biggest challenge is going to be. But do not tune our your interviewer to try to come up with questions while they talk. Engage in a conversation with them and bring a couple of questions with you to show that you’re engaging with the information already provided to you. Remember that this is also your moment to figure out if the position is right for YOU as well.
5.     Follow up. I won’t deny that there are some candidates that I was lukewarm about when they left an interview, but with followup emails or phone calls, they grew on me. Those few words – “thank you for your time” or “I appreciate the opportunity” show the hiring manager that you are still interested after your meeting and you cared enough to take the time to reach out and show gratitude for the opportunity. It doesn’t take very much of your time, but it could increase your chances of getting the job.
– Katie Berryann, Technical Recruiter

> Resumes in Today’s World

If you are a job seeker, you most likely have read articles telling you what are the top things to do in order to get your resume noticed. There are countless opinions as to what makes the best and most impressionable impact on a hiring manager; there are a few unwritten rules as well as a few accepted norms. I have my own opinions to throw in to the lot.
1.) Keyword searching. As people lean more and more on technical advances to streamline the recruiting process, it is sure that if you have submitted your resume for review to multiple companies, it has at least once been perused by a digital gatekeeper. It is important to remember that many companies use software to qualify and rank candidates prior to a human ever laying eyes on your resume. These gatekeepers fail to see the dedication to layout, “interesting” font, or polished word choices you have carefully selected to put the most pizzazz on your points. Remember to have enough “meat” in your resume to appetize the screeners, as well as key words which correspond to the job you’re applying for which will show up in keyword searches. This leads me to my next point
2.) Tailor your resume. Yes. It may be easiest to make one resume and hit the mass “send” button to 100 jobs. This may lead to success, but truly if you spend just a few moments to tweak your resume and pull out applicable experience for each position, you may meet with better success. This would add a more targeted approach to your search; you would apply for those positions with only those companies that you are really interested in. Again, pulling out key verbage or words from the job description itself may help with keyword searching mentioned above. Please do not take that as license to copy and paste directly from the job description as this is a sure way to end up in the bottom of the waste basket.
3.) Social Media. Realize what your social imprint is and use your network to the best of your advantage. Always make sure that your social networking profiles display your best self (if you do not have one, this is a great opportunity to get one, fast – LinkedIn is most useful for the professional job seeker). Ask for recommendations, post useful industry information, join professional associations online, etc. I guarantee prospective employers will look; I do every day. Also, connecting to people within a targeted company through LinkedIn may be a great way to push your experience to the forefront. Feel free to add a link to your successful LinkedIn profile on your resume.
 
4.) Keep it simple. Unless you are a graphic designer, keep your format simple and easy to read and impress them with a direct approach and display your experience. Here, I find “Objectives” to be just a time-waster. I prefer summaries that tell me why someone is a great fit for what I need. The “Objective” section is often bland and tells me very little about your actual experience. If your education is your strongest asset, list it first; the same with technical skills, certifications, or your experience. Lead with what is most relevant to the position and with your strongest asset.
5.) Action verbs and Uniqueness. Your resume may only be viewed for a few seconds before a manager moves on to the next; entice them! A list of responsibilities does little to tell me of what your experience is. The stronger action verb used, the greater the connection. Example:
Or
Yes, the latter may be a little more “fluffy”, but you may see the idea. Also, demonstrate what you bring to the table that is different from others. A list of duties only tells of what you can do, I want to know what made you “special”; what made you an asset, someone indispensable to the company. If you created a new way of doing things, saved the company money, streamlined a process, increased efficiency- please share. The best examples of these are ones that are quantifiable.
6.) Be truthful. Remember to sell the best version of yourself, but that you must portray an accurate representation of your experience and skills. Never lie on your resume. Even if you do end up with the job, you can be fired later, a la Yahoo! CEO, Scott Thompson. Accurate education and work history (including employment dates) are essential; remember everything listed should be verifiable.
So what do you think? What is the best resume-writing advice you’ve ever received?
-Samantha Oster, Operations Coordinator