Tuesday, September 29, 2009

More Interviewing Tips

US News and World Report posted this article on how to handle an incompetent interviewer.

What to Do if Your Job Interviewer is Incompetent
By Karen Burns
Posted: September 23, 2009

Let’s face it. Not every job interviewer knows how to interview. Folks at smaller companies may not get enough practice. Or, your particular interviewer may simply be inarticulate, inexperienced, or untrained. It happens. For whatever reason, sometimes you’ll need to "run" a job interview.

First, don’t let on that you think your interviewer is incompetent. Take charge, but be subtle about it.

Near the beginning, ask "How much time do we have?" Later you’ll be able to pace the agenda by referring to the time.

To break the ice, ask a few leading questions: "What’s a typical day like in this job?" And, "Can you describe the team?"

Direct attention to your relevant qualifications and (this is important) clearly relate them to the job under consideration. Don’t assume the interviewer will make these connections on his or her own.

Important: Make the interview enjoyable so the interviewer comes away with a positive impression of you. But don’t allow the conversation to wander. Chatting about hobbies or vacations builds chemistry, but if it goes on too long, you may need to be the one to get the meeting back on track. You can do that by saying: "I see we have only fifteen minutes left. Before we run out of time I’d like to talk about... ."

Finally, make sure the interviewer knows you want the job (if you do). In sales-speak this is called "asking for the order." Say, "I believe I can do a good job for you. What would be the next step in the process?" If you’ve played it right, the interviewer will never notice you managed the whole meeting.

Karen Burns, Working Girl, is the author of The Amazing Adventures of Working Girl: Real-Life Career Advice You Can Actually Use. She blogs at karenburnsworkinggirl.com.

Monday, September 28, 2009

CAD Technicians

Thank you for your interest in this position. At this time, our client has placed this position on hold. Please continue to check back for our most up to date job postings.

DISCOVER STAFFING is currently working with a company in Sandy Springs looking for experienced CAD Technicians. Must have a CAD Degree, Certificate or equivelant mapping experience with AutoCAD, MicroStation, ESRI or MapInfo. Telephone or Utility background is helpful. This is a long term project with the possibility of becoming temp to permanent. $13-$16 per hour depending on experience.

Please send resumes to laura@discoverstaffing.com for consideration. Only qualified applicants will be considered

Not getting a call back?

Recruiters today are receiving more resumes in their inboxes than ever before. Yahoo! Hotjobs posts this article on the reasons why you may not be getting a call back.

6 Reasons They Didn't Call You Back
Are They Just Not That Into You?

by Larry Buhl, for Yahoo! HotJobs

In the best of times responding to a job listing can feel like sending your resume out to sea in a bottle. But at least you received a call or an email acknowledgement. Now, with the volume of applicants higher than ever, you're more likely to hear nothing.

If there is a resounding silence from your queries, keep looking and networking. But you can also do some sleuthing to give you a better chance of standing out next time. Recruiters and career experts agree that, if you didn't get an interview or phone call -- or even a thank-you email -- it may be due to at least one of six reasons.

1. They're just not that into you.

You're good, but someone else more closely met the qualifications. In a tight job market employers can usually get exactly the type of candidate they want. A polite "thanks, but no thanks" letter or email would be nice. But don't expect it these days.

2. They may be into you, as soon as they get to you.

Companies receive so many submissions these days that they don't even have time to send out letters or confirmation emails. "I know a major software company that's taking more than three weeks just to send out acknowledgement notes, and some companies are spending months sifting through resumes for just one opening," workplace etiquette expert Sue Fox tells Yahoo! Hot Jobs.

3. They would have been into you if you had followed directions.

"Many job listings use the word 'must,' not 'it would be nice to,'" according to Dave Opton, CEO and founder of ExecuNet. "If it says you must have experience in X, then tailor your resume to show that," Opton says.

If you're answering a job listing, be sure you respond in exactly the way the company wants. And be aware that if you're not applying for a specific job but rather sending out dozens or hundreds of form letters, your resume is likely to end up in companies' spam folders.

4. They might be into you if you apply for a more appropriate job.

Independent recruiter Cheryl Ferguson tells Yahoo! HotJobs that many job seekers are overqualified, under-qualified, or otherwise just wrong. "If we need to fill a specific job, and you're not right for it, don't assume that we're going to find the right fit for you. A lot of times people send me resumes, and I want to ask, 'Did you even read the job description?'"

5. Your presentation could use some work.

"A lot of mistakes I see are a lack of cover letter, and an objective statement on the resume that is all wrong for the job opening," says Lindsay Olson, partner and recruiter at Paradigm Staffing. "Even worse are obviously mass emails where the candidates had no clue what they were applying for."

6. There isn't any job.

Sometimes, due to last minute budget cuts, a position is eliminated before it's even filled. Other times, according to Olson, companies reel in resumes even when they know there isn't any opening. "Some companies want a big applicant pool because they think they may be hiring in the future," Olson said.

How can you learn what happened?

If you feel like your resume is out at sea, and you'd at least like confirmation that you're out of the running, there are things you can do.

1. Contact the company.

Yes, the ad had a NO CALLS warning, and there wasn't a name anyway. But if you're pretty sure you're right for the job, and you've heard nothing after a week, you can still call someone to find out if you're at least in the running. Try to find the hiring manager (HR is too busy, and they almost never want to hear from you).

"If you do follow up by phone, don't leave a voice mail," Opton says. "Early in the morning or after five you're more likely to reach a real person."

2. But don't be a pest.

"If you've had an interview and sent your thank-you letter, wait a week to call," Fox says. One or two emails are OK, but three will probably look desperate, she adds. "And never, ever, show up at the company without an interview and demand to be seen. It will backfire."

3. Re-read the job posting.

Did the resume you sent really fit the job requirements? Or were you hoping they would find another job just for you? "I love it when a candidate has done the homework and already knows the company and the position," Ferguson says. "It makes it easier for both of us."

4. Take a look at your resume.

Get a second opinion, and a third. Does it present you in the right light? Is it professionally formatted? Does it feature accomplishments, rather than merely job titles and dates?

5. Step up the networking.

"It's always best to network your way into a position," Opton says. "You'll get a lot more individual attention than someone responding to a job listing."


This position has been modified. Please see the posting for CAD Technicians for more information.

DISCOVER STAFFING is currently working with a company in Sandy Springs looking for Digitizers. Candidates must have experience with data manipulation or data entry and be able to analyze information effectively. Will be moving digital information within a Windows environment. Must be comfortable working with a computer all day long and have excellent computer skills. Some experience with computer aided design is helpful. Temporary to Hire opportunity, $13 per hour.

Please send resumes to laura@discoverstaffing.com for consideration. Only qualified applicants will be considered.

Friday, September 25, 2009

CAD Technican Positions in Sandy Springs

This position has been modified. Please see the posting for Digitizers for more information.

DISCOVER STAFFING is currently working with a company in Sandy Springs looking for experienced CAD Technicians. Must have a CAD Degree, Certificate or equivelant mapping experience with AutoCAD, MicroStation, ESRI or MapInfo. Telephone or Utility background is helpful. This is a long term project with the possibility of becoming temp to permanent. $13-$16 per hour depending on experience.

Please send resumes to laura@discoverstaffing.com for consideration. Only qualified applicants will be considered

What not to say at an interview

The Shine from Yahoo feature usually presents a wide variety of day to day living articles. On Yahoo's front page today was a link to this feature about what not to say on a job interview.

10 things never to say on a job interview
by The Foxy Life, on Fri Sep 18, 2009 7:31pm PDT

Job interviews... Most of us have been on a few (or more) and many consider them to be nerve-wracking (at best) and downright painful (at worst). We can't really tell you how to land the ideal job, but we can give you a few pointers on what to avoid. While it's important to let your personality shine through in an interview and to be sincere, it's not the right time to let it all hang out. Here, our list of top things to avoid uttering...

  • "I Need The Money..." Even if the fact that you only have $25 in your bank account is the reason you’re going back to work after a hiatus (traveling through Europe, raising the kids, laid off, etc.), don’t ever mention it. The interviewer doesn’t need to know you’re hard-up for cash. It may unintentionally sound like you’re there only to earn money and that you’re not really interested in working. The goal is to always show passion and enthusiasm for the company and the position you are being interviewed for.

  • "My Last Boss Was A Jerk..." Dissing your previous employer has no upside, no matter how awful he/she treated you. Even if he/she made "Ari Gold" on Entourage look like an angel, sharing the details can come off sounding rude and disrespectful to potential co-workers and those who are "higher up" on the food chain than you. So remember to ban the bad-mouthing.

  • "It’s Worse Than Being A Republican/Democrat..." It’s wise to remain neutral by keeping your political views to yourself. Even if you feel fairly certain that the interviewer (and company) share your perspective, this type of conversation can easily lead to major disagreements and conflict (unless, of course, you might be interviewing for a political job where this becomes very relevant).

  • "Thank The Lord..." It’s beautiful to have faith, but similar to discussing politics at work, religious statements, even innocuous ones, aren’t a good tactic during job interviews. They could possibly offend the person you’re meeting with, or cause them to see you in an inaccurate light.

  • "What The Hell.." While certain curse words seem to have become part of popular vernacular, they aren’t the right way to spice up your personal sales pitch. Keep your language clean as a whistle on job interviews. There’s never a good reason to use expletives to get your point and your passion across!

  • "My Kid’s Always Getting Sick..." Oftentimes, a mention of kids or family may come into the conversation and it’s always nice to give a little taste of your life outside of the office. But don’t take that too far. If you mention that your child is constantly getting sick, an employer may worry that you’ll be easily absent or distracted because of it. Similarly, if your spouse or child has a chronic condition that warrants attention, save it as a personal matter. Assume that you can do the job (if you’re hired) in the best possible way without letting things on the home front interrupt you – in which case, what happens in your private time is your private business.

  • "A 9-5 Schedule Is Best For Me..." No one wants to think they might be hiring a clock watcher or someone who’s going to be way too eager to race out the door at the stroke of 5pm. It’s not a good idea to mention that you have a class three evenings a week at 6pm either. The employer needs to feel that your job will be the main priority. Your schedule will evolve (and work best for you and the employer) once you’ve landed the gig.

  • "I’m Vegan..." Certain people may make false assumptions about your personality based on the fact that you’re a vegan, vegetarian, don’t eat wheat, soy, or any other type of food lifestyle you choose. It sounds silly, but find ways to let them know who you are without leaving yourself open to judgment.

  • "I Don’t Have Time To Read Much..." Whether it’s newspapers, magazines, the web, or books, reading is generally seen as something that increases intelligence and breadth of knowledge. You should also make it a point to do your reading homework and learn as much as possible about the employer you are meeting with. It can easily impress an interviewer when you’re up to date on current events as well as what’s new with the company and that specific industry. Which means you should be reading something!

  • "I’m Terrified of Flying..." The job you’re interviewing for may require flying at some point, so your employer needs to know you can handle it. If you have a phobia or family situation that will prohibit your ability to do your job, you should ask questions like: "How much travel will be involved, and where would I be traveling to?"
  • Thursday, September 24, 2009

    Positions We Fill

    DISCOVER STAFFING is always seeking qualified individuals for the following positions:

  • Administrative Assistants
  • Receptionists
  • General Office Support
  • Accounts Payable/Accounts Receivable
  • Customer Service Representatives
  • Assembly
  • General Warehouse

    And More!

    Our company services the North Atlanta area including Cobb County, North Fulton County and Gwinnett County. Please submit your resume for consideration to alpharetta@discoverstaffing.com
  • Wednesday, September 23, 2009

    Biggest Email Mistakes

    Biggest Email Mistakes
    by Laura LaVoie with DISCOVER STAFFING

    There are really only three unforgivable offenses when it comes to emailing a prospective employer. Being diligent about these things will go a long way to making sure you email gets read by any recruiter or hiring manager.

    1. The Unprofessional Email Address
    We see this one all the time. Emails such as "hotmoma@email.com" or "jimmyneedsajob@email.com" or "2manybeerz@email.com" or "ilovestarwars@email.com" or any of a million other options come through on resumes all the time. Do not do this. Email accounts are free through a number of services including gmail.com, yahoo.com and hotmail.com. Create an email address that is some form of your own given name. First initial and last name, first name "dot" last name or simply your first name with some easy to type number are all possible options that present a more professional images from the very start. Use your more personalized email for just friends and family.

    2. The Lack of Cover Letter
    When you send an emailed resume, do not just send a blank email. Especially when sending your resume to a staffing company, you should indicate which position is of interest to you. Include a short paragraph regarding your experience and how it applies to the position available.

    3. Do Not Carbon Copy
    Frequently, we receive emails from candidates who carbon copy multiple staffing companies at the same time. Do not do this. You should be sending an individual email to each company to which you are applying. If you must email multiple companies at once please be sure to blind carbon copy.

    Tuesday, September 22, 2009

    Why Your Resume Gets Tossed

    On the front page of Yahoo! this morning is this great article on reasons your resume may not be considered for a position.

    Why Your Resume Gets Tossed
    by Sara Goldsmith, WetFeet.com

    The average recruiter sees 5,000 resumes a year. Any legitimate reason she finds to make one disappear makes her life that much easier -- and yours that much harder. Here, top-level recruiters reveal how candidates blow their chances to get a foot in the door.

    Numbers Don't Add Up

    If accomplishments can be quantified, do it -- but use discretion. Brandishing borderline performance numbers signals a lack of experience and bad judgment. "Phrases like 'managed a budget of $500,000' or 'led a team of two' might catch my eye in a bad way," warns Olaf Weckesser, a former recruiter for McKinsey & Co. Better to spin it as "managed company's largest budget."

    Adds Alexandra DeMarino, a Citigroup recruiter: "If a small number is impressive, you absolutely have to put it in context." Because you can't provide context for academic numbers, don't include GMAT scores below 650 if you're targeting a top firm. DeMarino suggests bragging about nothing less than a 3.7 GPA.

    Formality Takes a Vacation

    Don't succumb to the informality of email. "If you send a cover letter by email that starts with 'Hi,' it and your resume will probably end up in the trash," says Cynthia Shore, an assistant dean at the University at Buffalo School of Management and former director of its career-resource center. Treat an email as you would a proper letter: Instead of "Hi," write "Dear Mr. Case." Instead of "Thanks," conclude with "Sincerely."

    Keywords Are Overused

    It's true that recruiters sometimes use scanners to sort through resumes looking for certain keywords. But resumes appear contrived when candidates consciously try to include them. Describing a business-development position using such terms as "needs assessment" and "contract analysis" in order to squeeze in more keywords is a misguided strategy. Assume that a human being -- not a computer -- will be reading the resume. After all, these days fewer than 25 percent of all recruiters even use scanners.

    Things Get Too Personal

    "If you mention your age, we have to trash your resume," says Jeremy Eskenazi, vice president of talent acquisition at Idealab!, the California incubator firm. Since it's illegal for a company to solicit a candidate's age, race, or marital status during the hiring process, firms have adopted a "don't tell" policy to avoid potential bias suits. Many won't risk even having it handed to them.

    It Looks Too Fancy

    "A recruiter who receives resumes in pretty plastic folders will likely toss them," says Dave Opton, CEO and founder of ExecuNet, an online executive recruiting service. "I don't have time to take the damn things apart." Another faux pas: Folding a resume so that it fits into a standard business envelope. Heavy-stock paper that retains its crease can be a nuisance. Says Opton: "They're easier to store and photocopy if they're flat."

    Also, don't try to differentiate your resume with boxes or ornate lettering. When recruiters see a resume that's designed differently, they think the person's trying to hide something. Instead, focus on content. Your resume will rise to the top of the pile.

    Want more? Visit CareerTV.com for this video on keeping your resume out of the trash. For more articles on resumes and cover letters, visit WetFeet.com.

    Monday, September 21, 2009

    Marketing Assistant

    DISCOVER STAFFING is currently seeking candidates for a Maternity Leave position in the Kennesaw area. Must have 3-5 years of administrative experience, marketing preferred. Must be able to multi task, have good organizational skills and good communication skills. Must be proficient on MS Word, Excel, and PowerPoint.

    Please submit your resume to laura@discoverstaffing.com for consideration. Candidates must be local to the Kennesaw area. Only qualified candidates will be considered.

    Ways to Blow an Interview

    MSN Careers gets it right again with this great article on how not to make a good first impression.

    7 Ways to Wreck Your Job Interview
    By Robert Half International

    Performing well during the job interview is one of the most important steps in the hiring process. Every candidate wants to impress a prospective employer, but, despite his or her best efforts, not all do. Often, a simple mistake can cause an applicant to blow the entire meeting. Here are some errors to avoid:

    1. Arriving late
    Getting to an interview on time or, for that matter, a few minutes early is an easy way to impress a prospective employer. Arriving late is not only unprofessional, it also shows the hiring manager that you have little regard for his or her schedule. It also calls into question your ability to show up to work on time, one of the most basic aspects of any job. Plus, arriving late could cause you to miss the meeting altogether if the interviewer has another appointment.

    2. Being rude to the receptionist or assistant
    Some candidates don't think it matters if they're dismissive of the hiring manager's assistant when arranging the interview or get upset at the receptionist because he or she mispronounced their name by mistake. After all, this person isn't the one making the hiring decision. But you may be surprised to learn that six out of 10 executives polled by Robert Half said they consider their assistant's opinion important when evaluating potential new hires. So remember to be polite and respectful to everyone you interact with during the hiring process.

    3. Acting like you're the only person there
    Consider this scenario: After you've checked in for the interview, you make a quick phone call to give your friend a blow-by-blow description of last night's party, speaking so loudly that everyone in the office can't help but hear you. That's the wrong approach. It's better to sit patiently and peruse any company literature in the lobby. Doing so demonstrates common courtesy and can help you learn more about the firm and its needs.

    4. Going into the interview unprepared
    Far too many candidates fail to properly prepare for the interview, believing that they can "wing it" and still make a strong impression. The savviest job seekers spend time considering questions the hiring manager will likely ask, so they can answer confidently during the meeting. They also research the employer ahead of time so they can explain how their skills match the open position, and also highlight their true interest in the company and position.

    5. Appearing arrogant
    Confidence is key for any applicant to possess, but taking it too far is sure to make you stand out -- for the wrong reasons. Boasting about your abilities ("I was the best worker my previous employer had ever had!") is a good way to appear arrogant and come across as someone who may have difficulty collaborating with others.

    6. Not asking questions
    As the interview winds down, the hiring manager will likely ask if you have any questions. Your answer should be yes. But your questions should go beyond "How much does the position pay?" and "How many days of vacation can I expect?" Although compensation and benefits are important components of any job, broach these subjects only if the prospective employer has expressed serious interest in hiring you -- usually not until the second or third interview. More appropriate questions for a first interview include "What will my specific duties be?" "What are your top priorities for this position?" and "What does a typical day in this position look like?"

    7. Not following up
    Even if you feel you aced the interview, it's not a good idea to simply sit back and wait for the hiring manager to call with an offer. Sending the hiring manager a brief note after the interview allows you to thank him or her for meeting with you, and can emphasize your interest in the position.

    Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit www.rhi.com.

    Thursday, September 17, 2009

    Inside Sales

    DISCOVER STAFFING is currently seeking candidates for an inside sales position in Suwanee. Will be making outbound calls, cold calling and account maintenance. Must have excellent verbal and written communication skills. Must have 2+ years experience in telephone sales or sales support. Equipment sales experience helpful. Bachelor's degree or equivalent experience, science or math background preferred. Interest in environmental issues and world events helpful. Must be able to pass a credit check.

    Please send your resume to laura@discoverstaffing.com for consideration.

    Wednesday, September 16, 2009

    Warehouse/Office Assistant

    DISCOVER STAFFING is currently seeking candidates for a welding company in Suwanee.
    This position is not a welding or production position
    Must have the following experience:

  • General Office Experience
  • Proficiency in MS Excel
  • General Warehouse Experience including picking and packing
  • Welding Wire Knowledge
  • Inventory Control
  • Inside sales including Cold Calling and CRM Experience

    Please send your resume to laura@discoverstaffing.com for consideration. Only qualified candidates will be considered.
  • Tuesday, September 15, 2009

    How not to interview

    I liked this article posted by MSN Careers on the biggest interviewing blunders.

    The Worst Interview Faux Pas
    Hiring managers give their worst experiences

    By Anthony Balderrama, CareerBuilder.com writer

    Most job seekers have a case of the jitters before going on a job interview. Anxiety's normal, but almost always those butterflies were in your tummy for nothing. The interview goes well, you don't make any serious mistakes and you exhale the moment you walk out of the room.

    Sometimes, however, the interview goes terribly wrong. We're not talking about little mistakes, like spilling coffee on your shirt while you're in the waiting room. No, we're talking about the odd behavior that 99 percent of us wouldn't commit. Hiring managers have given us some examples of the worst missteps they've seen in interviews, and we've compiled the best.

    Here are eight interview faux pas hiring managers have witnessed and that you should avoid if you want to get hired.

    1. Bad manners
    "A cell phone goes off -- which you should just apologize for and turn off promptly, but I've had candidates look at the number, which really ticks off an interviewer." - Connie Thanasoulis-Cerrachio, co-founder of SixFigureStart Career Coaching

    "[The candidate asks,] 'When can I start?' Presumptuous and inappropriate." - Will Robinson, co-founder of VirtualJobCoach

    "'Do you have something to eat? I am hungry.'" -- Robinson

    "One candidate opened his briefcase and started snacking on crackers while interviewing." - Kent Johnson, partner with Davinci Search

    2. Being weird
    "Strangest thing ever -- a [University of Chicago] MBA student was doing very well during an interview, when a tape recorder spilled out of his briefcase. Very, very odd. He would have gotten a call back for a second round, but not after we saw that tape recorder. We still don't know what that was about! But we stayed away -- big time!" - Thanasoulis-Cerrachio

    "I've heard some interesting ones, but the most bizarre was a prospective hire asking me if I was Jewish. Any religion would have been weird to inquire about in that situation ... maybe she was trying to form a bond?" - Justin Seibert, president of Direct Online Marketing

    3. Giving a bad reason for wanting the job
    "One answer to a question about why the applicant was looking to change jobs left me speechless. The candidate, a 20-something with about five years of work experience, said, 'Well, I've been twiddling my thumbs for six months.'" - Dana Byrne, manager of talent acquisition and professional development at RMJM

    4. Letting nervous tics control you
    "You shouldn't repeat a phrase over and over again. I had one candidate say 'There it is' at the end of about seven or eight responses. Very annoying and not impressive." - Thanasoulis-Cerrachio

    "Nervous leg bouncing syndrome: I once had a candidate who rocked her leg so much that she was physically moving during the interview. We ended up hiring her, which was a huge mistake -- one of the worst hires ever." - Thanasoulis-Cerrachio

    5. TMI
    "I once had a candidate tell me her last boss was a drug addict and did cocaine regularly. Talk about inappropriate disclosure. I am sure there was a much more tactful way to talk about why she left the job." - Raquel Garcia, president of Silicon Valley Human Resources

    "[One candidate said,] 'I'm a little worried about the background checks. Do you guys do background checks? Because my credit is terrible. I'm trying to get it fixed, but the credit agencies are a joke.'" - Brett Coin, vice president of business development for Resume Donkey

    "In response to, 'We'd like to offer you this job. When can you start?' [the job seeker] replied, 'I don't know what to say. I've been through 16 interviews and no one has offered me a job.' This came from the mouth of my junior designer, who was referred to us by one of our clients. Tip: Be ready to accept a job. Like the Oscars, you might want to practice your speech. Not every employer is as forgiving as we are." - Nance Rosen, CEO of Pegasus Media World

    "[I was asked,] 'What is your drug-testing policy?'" - Robinson

    6. Poor presentation
    "Another candidate wore a skimpy sequin dress and fedora hat to an interview claiming she just came from a photo shoot. We all guessed it was a bit more of an X-rated photo opp." - Johnson

    "Candidate: Hi, I'm [so-and-so]." (leans in towards us).
    Recruiter: (leans ever so slightly away to minimize the odor)." - Mary H. Roome-Godbolt, HR recruiter for Cox Communications Northern Virginia

    "I once had a recent graduate who looked fantastic on paper, but showed up wearing flip flops. During the interview, he would lean back in his chair, flex his hands over his head and he even said several curse words in his responses. It was so bad I e-mailed him afterwards to point out his most obvious blunders!" - Nickie Doria, marketing director for Emmer Development Corp.

    "One huge pet peeve is when an applicant comes in smelling like a smoke stack! It is a free country, and I realize that there are no laws against smoking cigarettes in the workplace, but that is no reason to come in reeking of smoke. People get nervous and might want to puff a quick cigarette before the interview, which is understandable, but when they arrive smelling like smoke, it is a real turn off." - Doria

    7. Coming unprepared
    "I happen to be hiring right now. One line that is a definite door-closer, that I have surprisingly heard several times: 'No, I haven't really had time to look at your Web site yet' or words to that effect. How interested should I be in a candidate with such a low level of interest in and knowledge about our company?" - Alexander Seinfeld, executive director at Jewish Spiritual Literacy, Inc

    "In response to the interview question, 'So what do you want to do next?' The worst answer of all is to say, 'I'm totally open ... I'll do anything,' or 'I'm completely flexible ... I can go wherever the company's greatest needs are.' This answer leaves the hiring manager with the burden of figuring out where the candidate belongs in the organization, and no hiring manager has the time or energy to do that kind of work. And with the economy the way it is today, candidates are feeling the need to be flexible and keep their options open, and I am hearing from hiring managers [frustrated] over this kind of answer." - Jeanne Knight, career and job search coach

    8. Forgetting to clean up digital dirt
    "Of course, for those who are MySpace and Facebook junkies, make sure your pages are set to the private setting. We actually had a girl apply for a leasing position with one of our companies, and she did very well during the interview. Later, the manager wanted to learn more about her, and found that her MySpace name was ... well somewhat promiscuous at best! Needless to say, she never even got a call back! - Doria

    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.

    Thursday, September 10, 2009

    Perils of Facebook

    After President Obama's speech to the students earlier this week, the Internet has been buzzing with his warning about Facebook. It is true that individuals should be selective regarding the information posted on their social networking profiles. As this article from MSN Careers explains, more and more employers are googling this information as a screening tool.

    More Employers Screening Candidates via Social Networking Sites
    Five tips for creating a positive online image

    By Rosemary Haefner, Vice President of Human Resources at CareerBuilder

    Gone are the days when all job seekers had to worry about was their résumés and cover letters. Today, those documents remain a staple of the job-search process, but they are joined by a growing phenomenon: social networking.

    Forty-five percent of employers reported in a June 2009 CareerBuilder survey that they use social networking sites to screen potential employees, compared to only 22 percent of employers last year. Eleven percent of employers plan to start using social networking sites for the screening process. More than 2,600 hiring managers participated in the survey.

    Of those who conduct online searches/background checks of job candidates, 29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search blogs while 7 percent follow candidates on Twitter.

    Additionally, 16 percent of workers have used similar social networking sites as part of their job search.

    "In this difficult job market, online networking is an important piece of the puzzle for workers wishing to build professional relationships, and ultimately, connect with their next great job," said Liz Harvey, senior director of online products for CareerBuilder, which just launched its own online community BrightFuse. "With more than 1.6 million users, BrightFuse.com has become a thriving professional community. Workers of all levels can use BrightFuse.com to have that important open dialogue -- while promoting themselves and recommending others."

    While social networking is a great way to make connections with potential job opportunities and promote one's personal brand, job seekers must ensure they are using these sites to their advantage by conveying a professional image and underscoring their qualifications.

    Many job seekers seem to be doing this, as 18 percent of employers said they found content on social networking sites that encouraged them to hire the candidate. Some examples include:

  • Profile provided a good feel for the candidate's personality and fit within the organization -- 50 percent
  • Profile supported candidate's professional qualifications -- 39 percent
  • Candidate was creative -- 38 percent
  • Candidate showed solid communication skills -- 35 percent
  • Candidate was well-rounded -- 33 percent
  • Other people posted good references about the candidate -- 19 percent
  • Candidate received awards and accolades -- 15 percent

    Many job seekers, however, are doing the opposite and not being mindful at all of the content they're posting online.

    Why employers disregard candidates after screening online

    Thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate, including:

  • Candidate posted provocative or inappropriate photographs or information -- 53 percent
  • Candidate posted content about them drinking or using drugs -- 44 percent
  • Candidate bad-mouthed their previous employer, co-workers or clients -- 35 percent
  • Candidate showed poor communication skills -- 29 percent
  • Candidate made discriminatory comments -- 26 percent
  • Candidate lied about qualifications -- 24 percent
  • Candidate shared confidential information from previous employer -- 20 percent

    Here are five tips for job seekers to keep a positive image online:

    1. Clean up digital dirt before you begin your job search. Remove any photos, content and links that can work against you in an employer's eyes.

    2. Consider creating your own professional group on sites like Facebook or BrightFuse.com. It's a great way to establish relationships with leaders, recruiters and potential referrals.

    3. Keep gripes offline. Keep the content you post focused on positive things, whether it's related to professional or personal information. Make sure to highlight specific accomplishments inside and outside of work.

    4. Be selective about whom you accept as friends. Don't forget others can see your friends when they search for you. Monitor comments made by others and consider using the "block comments" feature. Even better, set your profile to "private" so only designated friends can view it.

    5. If you're still employed, don't mention your job search in your Tweets or status updates. There are multiple examples of people who have gotten fired as a result of doing this. In addition, a potential employer might assume that if you're willing to search for a new job on your current company's time, why wouldn't you do so on theirs?

    Rosemary Haefner is the Vice President of Human Resources for CareerBuilder.com. She is an expert in recruitment trends and tactics, job seeker behavior, workplace issues, employee attitudes and HR initiatives.
  • Tuesday, September 8, 2009

    Account Services Coordinator

    Thank you for your interest in this position. Our client has filled this opportunity at this time and are no longer accepting resumes. Please continue to check back for our most up to date job listings

    DISCOVER STAFFING is currently seeking candidates for an Account Services Coordinator in Alpharetta. Will be responsible for processing orders, informing customers on pricing, shipping dates, delays, etc. Will enter data into the computer system and review orders for accuracy. Will maintain all documentation. Track pending POs, route orders to shipping, follow up on delivery, respond to customer questions. $15-$16 per hour, temp to hire opportunity. Must have previous experience with business to business account services in a high volume environment. Must have excellent written and verbal communication skills. Experience in a product based company helpful.

    Please send your resume to laura@discoverstaffing.com for consideration. Must be local to the Alpharetta area and have reliable transportation. Only qualified applicants will be considered.

    Tuesday, September 1, 2009


    DISCOVER STAFFING is currently staffing for a Telesales position in Lawrenceville. Candidates must have experience with cold calling, be comfortable on the phone and have excellent communication skills and telephone etiquette. Will be making calls nation wide to offer the sale of the client's products. $14 per hour. Hours are 9-6 or 10-7.

    Please send your resume to laura@discoverstaffing.com for consideration. Candidates must be local to the Lawrenceville area and have reliable transportation.

    Tips for Getting Your Resume Seen

    Yahoo! had this great article posted in their Life section this morning. I thought the information was too good not to share.

    Six Tips for Following Up on Your Resume
    by Liz Ryan
    Monday, August 31, 2009

    Yes, you have to submit your résumé electronically. But there's still plenty you can do to get your résumé seen by the real decision-maker

    Dear Liz,

    I spotted what looks like the perfect job for me and I sent a résumé in to the company's online application system, as was required. But it has been a week and I haven't heard anything. Now I'm wondering whether I should have done more research to find an alternate conduit to the hiring manager, and wondering whether there are additional steps I can take to boost my chances of getting an interview. Any suggestions?


    Don't worry—sending a résumé into the Black Hole (AKA lobbing a résumé into the HR pipeline) is almost always a requirement these days, even if you have a more promising entrée to the organization. You'd need to have that résumé on file in order to get an interview, so you haven't wasted any effort. Still, there are lots of steps you can still take to increase the probability of getting an interview for the job. Here are six of my favorites:

  • Start with LinkedIn to see whether one of your first-degree connections is connected to a relevant person (someone who works in the department where there's an opening, a peer in another department, or best of all, the hiring manager) in the hiring department. If you do have a two- or three-step relationship to that inside person, ask your first-degree connection to make an introduction for you. (You can do this by clicking on the "Get Introduced Through a Connection" link on your "target" person's profile page.)

  • Next, I'd e-mail a group of your friends and colleagues (using bcc: all) to ask whether anyone has a lead on a person inside the employer (and your target department, if possible) and might be able to make an introduction for you. Not everyone checks his or her LinkedIn in-box (and not everyone belongs to LinkedIn) so sending an e-mail blast is a great backup step.

  • If you can make contact with a person inside the company, your aim is a five-minute phone call to learn more about the organization and the open position. You won't ask your brand-new acquaintance to pass along your résumé (that's forward and presumptuous, since the person doesn't even know you) but you'll ask smart questions about the role. With luck, your new contact will offer to help or, at least, to keep you posted as résumés are reviewed and interviews are scheduled.

  • Check the employer's Web site and use the research site ZoomInfo to see if you can locate the hiring manager's name. And, of course, you should Google the hiring manager, but in a really smart way: Search the company name plus the hiring manager's most likely title, like this: Director Marketing ABC Products.

    If the hiring manager in your sights has made any speeches, published any articles, given any interviews or been in the news for any reason lately, you may pull up his or her name this way as well as find out something a little more about him or her. Be sure to search using Google News, not just Google.

  • If you find the hiring manager's name, send a hard copy of your résumé and a customized cover letter to him or her directly. I suggest old-fashioned U.S. mail, as an uninvited e-mail message in someone's in-box isn't typically viewed as welcome and is also easily overlooked.

    It's easy to get the organization's snail-mail address from its Web site; all you need is the hiring manager's name, title, and that street address to send off a résumé/cover letter packet directly to the decision-maker.

  • As you write your customized cover letter for the presumed hiring manager, be sure to focus more on the organization and its needs than on your own background and skills. (Of course, you should do this any time you are corresponding or speaking with someone about a job.) Superior to the standard "I saw your opening for a Marketing Research Manager" is "Congratulations on the launch of your Tastylocks edible hair gel line. That should be a sensation at HairExpo this fall!"

    There is an element of luck in getting an interview, but you can do more than toss a résumé into the hopper and wait for a phone call. You can work assiduously to find contacts who can put in a good word for you, make introductions for you, and fill you in on the issues that are top-of-mind for the employer you're targeting. When you spot a job you know you'd love and would thrive at, don't hesitate to call on your network to help make it happen. That's what your network is there for!

    Liz Ryan is an expert on the new-millennium workplace and a former Fortune 500 HR executive.