It is very frustrating to be looking for a job and feel like you're just running in place. Don't let your job search go stale. Here is a great article from, of course, MSN Careers on what might be going wrong.
Top 10 Reasons Your Job Search Isn't Working
By Rachel Zupek, CareerBuilder.com writer
You don't get it: You've scoured the Internet for jobs. You've blanketed the market with your résumé. You've sent a basic cover letter with every application. Why isn't anything happening?
While simply submitting your application materials and waiting for an opportunity to fall in your lap might have been enough to land a job at one time, the frustrating reality of today's job market makes that type of job search impossible. Instead, today's job seekers must go above and beyond if they want to stand a chance at landing a great opportunity.
Competing for work requires full engagement but generates significant momentum, says Jim Villwock, author of "Whacked Again! Secrets to Getting Back on the Executive Saddle." But many job seekers get distracted in their searches and get frustrated when they don't see results right away.
"Initially, it is overconfidence that the process will be easy and [that] time should be carved out for family, sports and other activities that were neglected when working. The opposite is true. Getting a job is usually more work than being employed," Villwock says. "The core mistake is not procrastination, not working on a résumé or not going to a networking meeting. It is not knowing the process and working the plan to get the job that you deserve."
Here are 10 reasons your job search might not be succeeding:
1. You aren't networking
No one can help you find a job if you they don't know you need it. Your friends, family and previous employers all know someone who knows someone, so utilize their knowledge and connections as you look for work.
Additionally, make yourself (and your job search) visible on social and professional networking sites like BrightFuse, Facebook or LinkedIn. According to a survey by Robert Half International, 62 percent of executives think professional networking sites will be useful while searching for candidates in the next few years. Thirty-five percent of respondents said they would use social networking sites as a recruitment resource.
2. You're skipping the cover letter online
For some reason, people can't get used to the idea of submitting a cover letter online, so they just skip the step altogether. Wrong move, people. Your cover letter is your chance to make a good first impression or address any inconsistencies on your résumé. When sending your application via e-mail, your cover letter serves as the body of the e-mail and your résumé is attached.
3. Your cover letter is generic
Now that we know you have to send a cover letter, the next step is making sure that it's not generic. You need to tailor each letter to a specific job and person, while clearly identifying the aspects of your background that meet the employer's needs, says Ane Powers, managing partner at The White Hawk Group, a career management firm.
"Your cover letter is your ticket to the interview. The ticket is voided and placed in the 'thanks, but no thanks' pile if it doesn't scream, 'I am a perfect fit for this position,'" she says.
4. You're procrastinating
Oftentimes, when we don't see the results we want, we get frustrated and worried. After applying to so many jobs without hearing anything, you just don't have the energy to update your résumé, write a targeted cover letter or follow up with a hiring manager, so you put it off until tomorrow, then the next day and the next day. But why put off until tomorrow what can be done today? Your dream job is not going to fall from the sky, so continue to endure and be proactive in your search.
5. You're searching for jobs only on the Internet
While job boards and company Web sites are a great starting place to find a job, the majority of open positions are never advertised, Powers says. Communicate with people who can help you: Human resource managers, recruiters and successful professionals will all be key in discovering new opportunities.
6. You're not doing your research
This might be the most basic piece of job advice out there, yet some people still choose not to follow it. Executives polled by Robert Half said 25 percent of candidates didn't have any knowledge of the company or industry to which they're applying.
Things change every day in business, especially in today's market. It's important to know of any changes going on at the company where you're applying. If you are applying for work in a new industry, do some research to prove that you can be a valuable addition to that field.
7. You're blanketing the market with your résumé
"Attractive candidates demonstrate strategic marketing. Blanketing the market with your résumé demonstrates desperation and lack of strategic thinking," Powers says. Don't send résumés to every single job opening out there. Identify the organizations that meet your requirements and go from there.
8. You're not following up
Too many job seekers assume that if they haven't heard back from an employer, it's because they've been shot down for the position. While that may be true, there is also every possibility that your résumé never made it to its final destination or it got lost in the flood of submissions. Eighty-two percent of executives say candidates should contact hiring managers via e-mail, phone or personalized letter within two weeks of submitting their résumés, according to Robert Half. Just contact the hiring manager to say that you wanted to confirm your application was received and ask if he or she needs anything else from you.
9. You have too many distractions
Try to focus on only your job search for a couple of hours each day -- don't check your personal e-mail, make phone calls or surf the Internet (unless it's for jobs).
"Conducting a job campaign is a full-time job. As with any job, to achieve results, one needs to set goals and develop an action plan to achieve the goals," Powers says.
10. You don't ask for the job
Many candidates are shy about being too outspoken or upfront about their desire for the job, but many hiring managers will be impressed with your candor.
"Employers are looking for candidates who are excited about the position," Powers says. Be forward and ask for the position by telling the interviewer why it is a good fit for you and the organization.
Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
Contact DISCOVER STAFFING to find out how we can help you with your job search.
North Fulton: alpahretta@discoverstaffing.com
Gwinnett: gwinnett@discoverstaffing.com
Wednesday, June 10, 2009
Tuesday, June 9, 2009
Receptionist/Office Assistant
DISCOVER STAFFING is currently seeking a candidate for an office assistant/front desk receptionist position in Alpharetta. Will be answering and directing calls, filing for all departments, checking mail, tracking sales, processing reports, stuffing checks and invoices for mailing and other office duties as needed. Must have knowledge of MS Word, Excel and Outlook. Experience with an AS400 system helpful but not required. Must be reliable and dependable. Temp to Hire opportunity starting at $12/hour.
Candidates must be local to the Alpharetta area and have reliable transportation. Please email your resume to laura@discoverstaffing.com for consideration.
Candidates must be local to the Alpharetta area and have reliable transportation. Please email your resume to laura@discoverstaffing.com for consideration.
New Job Hunting Techniques
MSN Careers offers great advice on the job search for the 21st Century.
4 New Ways to Job Hunt
By Anthony Balderrama, CareerBuilder.com writer
You've probably had one or several bosses who told you to "think outside the box" and "come to me with solutions, not problems."
So if you're unemployed and competing with a record number of job seekers in today's economy, you can't help but think that flashy and outrageous is the way to get noticed. And maybe it is for some people, but not everyone is willing to stand at a busy intersection wearing a sandwich-board sign that says, "Hire me!"
Where does that leave you, a job seeker who needs some way to make your résumé look more attractive than the 50 other ones in the stack?
Fear not: The rules of job seeking are in constant flux, and employers are looking for an impressive candidate, even if his or her credentials are unorthodox. The following are some examples of what other job seekers are doing to get an edge over other applicants.
1. Start a blog
Doesn't it seem as if everyone and their mother has a blog these days? Except you, that is.
Find a subject you're knowledgeable about and start writing. Compose articles that illustrate your command of the topic and that can serve as resources for someone. Over time you'll accumulate an impressive collection of work, says Lauren Milligan of ResuMAYDAY, a company that helps job seekers craft résumés.
"It doesn't really matter what type of job you are seeking; there is always an angle that will interest people," Milligan says. "If you are a financial manager, write about how a family's investment strategy should change during a recession, or how to research an investment opportunity to avoid the next Bernie Madoff. If you are an administrative professional, write about time-management strategies or online tools that help you through your day."
She stresses that you don't have to be looking for a writing job to get an employer's attention.
"Doing this will let potential employers know that you are engaged at an expert level and will gain insights into you as an employee that won't be available to other candidates," Milligan says. "It will also let employers know that you are comfortable with online tools. In other words, this is a great way to gain a competitive edge."
2. Facebook / LinkedIn / BrightFuse
Even though social networking isn't the technology fledgling it once was, it's still new on the scene in terms of job seeking. We hear about people who get caught lying on their Facebook profiles, but people are getting hired via networking sites, too. You can use your education and work history fields to create a new form of résumé. Search your friends list for valuable contacts or join professional networks that can help you find a job or at least get the word out that you're looking.
"Technology doesn't replace the networking step of the job search, but it can certainly make it easier and faster," says Lynne Sarikas, director of the MBA Career at Northeastern University's College of Business Administration. "Social networking sites can help you identify appropriate contacts for networking."
3. Twitter
On Twitter, which is a different kind of networking site, you can leverage contacts in the same way, only you can Tweet about your job hunt and people can stumble upon your profile more easily.
Your profile or Tweets can link to your personal site, whether it's an online portfolio or blog. Not only will you make new contacts, but you'll also have a larger audience viewing the hard work you put into your site, which can impress a potential employer.
4. Virtual career fairs
If you dislike the idea of taking your suit to the cleaners and finding a sitter for the kids just to head out to a job fair, then stay at home and go online.
"[Virtual career fairs are part of] a growing trend among employers looking for a new, cost-effective way to recruit high-quality talent as well as tech-savvy job seekers," says Jennefer Traeger, who works with Unisfair, a virtual job-fair provider. The global aspect of virtual fairs removes geographic obstacles that otherwise complicate job searches.
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.
4 New Ways to Job Hunt
By Anthony Balderrama, CareerBuilder.com writer
You've probably had one or several bosses who told you to "think outside the box" and "come to me with solutions, not problems."
So if you're unemployed and competing with a record number of job seekers in today's economy, you can't help but think that flashy and outrageous is the way to get noticed. And maybe it is for some people, but not everyone is willing to stand at a busy intersection wearing a sandwich-board sign that says, "Hire me!"
Where does that leave you, a job seeker who needs some way to make your résumé look more attractive than the 50 other ones in the stack?
Fear not: The rules of job seeking are in constant flux, and employers are looking for an impressive candidate, even if his or her credentials are unorthodox. The following are some examples of what other job seekers are doing to get an edge over other applicants.
1. Start a blog
Doesn't it seem as if everyone and their mother has a blog these days? Except you, that is.
Find a subject you're knowledgeable about and start writing. Compose articles that illustrate your command of the topic and that can serve as resources for someone. Over time you'll accumulate an impressive collection of work, says Lauren Milligan of ResuMAYDAY, a company that helps job seekers craft résumés.
"It doesn't really matter what type of job you are seeking; there is always an angle that will interest people," Milligan says. "If you are a financial manager, write about how a family's investment strategy should change during a recession, or how to research an investment opportunity to avoid the next Bernie Madoff. If you are an administrative professional, write about time-management strategies or online tools that help you through your day."
She stresses that you don't have to be looking for a writing job to get an employer's attention.
"Doing this will let potential employers know that you are engaged at an expert level and will gain insights into you as an employee that won't be available to other candidates," Milligan says. "It will also let employers know that you are comfortable with online tools. In other words, this is a great way to gain a competitive edge."
2. Facebook / LinkedIn / BrightFuse
Even though social networking isn't the technology fledgling it once was, it's still new on the scene in terms of job seeking. We hear about people who get caught lying on their Facebook profiles, but people are getting hired via networking sites, too. You can use your education and work history fields to create a new form of résumé. Search your friends list for valuable contacts or join professional networks that can help you find a job or at least get the word out that you're looking.
"Technology doesn't replace the networking step of the job search, but it can certainly make it easier and faster," says Lynne Sarikas, director of the MBA Career at Northeastern University's College of Business Administration. "Social networking sites can help you identify appropriate contacts for networking."
3. Twitter
On Twitter, which is a different kind of networking site, you can leverage contacts in the same way, only you can Tweet about your job hunt and people can stumble upon your profile more easily.
Your profile or Tweets can link to your personal site, whether it's an online portfolio or blog. Not only will you make new contacts, but you'll also have a larger audience viewing the hard work you put into your site, which can impress a potential employer.
4. Virtual career fairs
If you dislike the idea of taking your suit to the cleaners and finding a sitter for the kids just to head out to a job fair, then stay at home and go online.
"[Virtual career fairs are part of] a growing trend among employers looking for a new, cost-effective way to recruit high-quality talent as well as tech-savvy job seekers," says Jennefer Traeger, who works with Unisfair, a virtual job-fair provider. The global aspect of virtual fairs removes geographic obstacles that otherwise complicate job searches.
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.
Monday, June 8, 2009
Overqualified?
MSN Careers doesn't disappoint. In today's job market, there are lots of seekers looking for jobs that may not reflect exactly what they were doing before they lost their most recent job. Here are suggestions on how to handle the situation when it comes up in the interview process.
What to Do When You're Labeled 'Overqualified'
By Rachel Zupek, CareerBuilder.com writer
Sherry Shealy Martschink, 57, is a former state legislator, state senator and workers' compensation commissioner for South Carolina. She's a recent law school graduate and has experience in journalism, marketing and education. For the past few years during her job search, she's been told -- in not so many words -- that she's overqualified.
"Sometimes the opposition is in the tone of voice rather than the actual wording of the questions and comments," Martschink says. "An employer may say something like, 'We are hoping to find someone who will make a career here' or 'Why would you want this job after doing such-and-such?' Another type of question has to do with whether I could be a team player after being in such leadership positions."
How does Martschink respond to such opposition? Plain and simple:
"If I weren't willing to do the work, I wouldn't be applying for the job," she says.
Geoff Tucker, who has a college degree and six years of experience in his field, has faced opposition more than once during his job search. In one interview, the hiring manager started with, "We both know you're overqualified," but went on to say she wanted to do a "gut check " to determine if Tucker would be OK with the tasks he'd be handling.
"In other words, she wanted to see if I was OK with being versatile to the point of helping clean around the office and refilling the toilet paper in the bathroom," Tucker says. "I affirmed that I do not have an issue with doing tasks that maybe I haven't had to do in awhile. I am not that egocentric and I don't regard these tasks as 'below me.'"
Many job seekers wonder how being qualified can be a bad thing, but it's a Catch-22 that many job seekers face today. They can't get hired for positions relevant to their experience so they apply for jobs at lower levels. The problem is that they can't get hired for those positions, either, because they're overqualified.
"Employers are in the catbird seat," says Kathryn Sollmann, co-founder and managing partner of the Women@Work Network. "The high volume of job seekers makes it possible for employers to hold out for their ideal candidates. You're not an ideal candidate if you have held a more senior position in the past; employers assume you will leave as soon as you find something at your normal level."
What's the deal?
Assuming you'll jump ship when the economy turns around is only one of the many objections employers have to hiring overqualified candidates. For one thing, many job seekers assume that their high credentials automatically mean they are skilled for a more junior job. But, Sollmann says, just because a position is less senior than the one you previously held does not mean that you have the appropriate skills to succeed in that role.
"Take an administrative position, for example. Many mid- to senior-level job seekers haven't done anything remotely administrative for years," she says.
Right or wrong, other assumptions hiring managers might have about hiring overqualified candidates include:
You'll be bored and unmotivated
The salary will be too low for you
You'll be unhappy
You'll leave the minute something better comes along
You could possibly steal his/her job
You won't be able to step down from a leadership role
Hiring managers take overqualified candidates seriously only if they are convincing about a valid reason they want to take a more junior-level job, Sollmann says.
The best reason is saying you have decided that you don't want to work crazy schedules and are interested in a better work/life balance, she says. If that's the truth and you're truly not looking over your shoulder for a senior-level job, employers will consider you for a more junior job.
Tucker says the doubt he gets from hiring managers regarding his experience is unfair.
"They should consider my above-par qualifications as a way to gain additional capabilities on their staff and team. I will bring just as much passion to this role as I would any other," he says. "I would not apply for a job if it weren't a fit for me. It's about the work I'm doing and the contributions I'm making that matter."
If you're being told you're overqualified during your job search, here are seven ways to convince your interviewer otherwise:
1. Admit that you're worried, too
Tell the hiring manager that you are also concerned that it might not be a fit, suggests Duncan Mathison, co-author of "The Truth about the Hidden Job Market." Promise that if at any point during the hiring process you think the job appears too low or not one where you will bring the full engagement needed to excel in the position, you will withdraw your candidacy. Your willingness to walk away tells them you are motivated if you stay in the game.
2. Take salary off the table
Make it clear that you're flexible about salary and that your previous earnings are not relevant to your current job search.
"Tell the hiring manager that you work for both green dollars and personal satisfaction dollars," Sollmann says. "Lately you've had a deficit in personal satisfaction dollars and you want a chance to try something new."
3. Put the issue out there
Ask the interviewer if he or she sees any positives or negatives to your candidacy based on your higher qualifications. Get the issue on the table so it can be addressed, Mathison suggests.
4. Use your accomplishments
"Tell the hiring manager that you're proud of your accomplishments and you have proven to yourself that you can perform at a more senior level," Sollmann says. "Now you're not interested in chasing titles and promotions. You want to make a contribution at a compelling company."
5. Distance yourself from your higher qualifications
Be empathetic to those parts of the hiring manager's job -- indicate that you have a clearer understanding of what a manager needs from his people.
"For example, say you were a manager and are applying to an individual contributor job," Mathison says. "Tell the hiring manager that you are looking for a job that would give you more hands-on technical work and give you a break from the people management and corporate politics."
6. You want to learn
If you've held more senior positions at a different kind of company or in a different industry, tell the hiring manager that the best way to really learn about a new industry is from the bottom up, Sollmann says.
7. Make a commitment
"Tell the employer that you know that job hopping is a major don't in the business world. Say that barring unforeseen circumstances, you are ready to make at least a two-year commitment to the company," Sollmann suggests.
Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
What to Do When You're Labeled 'Overqualified'
By Rachel Zupek, CareerBuilder.com writer
Sherry Shealy Martschink, 57, is a former state legislator, state senator and workers' compensation commissioner for South Carolina. She's a recent law school graduate and has experience in journalism, marketing and education. For the past few years during her job search, she's been told -- in not so many words -- that she's overqualified.
"Sometimes the opposition is in the tone of voice rather than the actual wording of the questions and comments," Martschink says. "An employer may say something like, 'We are hoping to find someone who will make a career here' or 'Why would you want this job after doing such-and-such?' Another type of question has to do with whether I could be a team player after being in such leadership positions."
How does Martschink respond to such opposition? Plain and simple:
"If I weren't willing to do the work, I wouldn't be applying for the job," she says.
Geoff Tucker, who has a college degree and six years of experience in his field, has faced opposition more than once during his job search. In one interview, the hiring manager started with, "We both know you're overqualified," but went on to say she wanted to do a "gut check " to determine if Tucker would be OK with the tasks he'd be handling.
"In other words, she wanted to see if I was OK with being versatile to the point of helping clean around the office and refilling the toilet paper in the bathroom," Tucker says. "I affirmed that I do not have an issue with doing tasks that maybe I haven't had to do in awhile. I am not that egocentric and I don't regard these tasks as 'below me.'"
Many job seekers wonder how being qualified can be a bad thing, but it's a Catch-22 that many job seekers face today. They can't get hired for positions relevant to their experience so they apply for jobs at lower levels. The problem is that they can't get hired for those positions, either, because they're overqualified.
"Employers are in the catbird seat," says Kathryn Sollmann, co-founder and managing partner of the Women@Work Network. "The high volume of job seekers makes it possible for employers to hold out for their ideal candidates. You're not an ideal candidate if you have held a more senior position in the past; employers assume you will leave as soon as you find something at your normal level."
What's the deal?
Assuming you'll jump ship when the economy turns around is only one of the many objections employers have to hiring overqualified candidates. For one thing, many job seekers assume that their high credentials automatically mean they are skilled for a more junior job. But, Sollmann says, just because a position is less senior than the one you previously held does not mean that you have the appropriate skills to succeed in that role.
"Take an administrative position, for example. Many mid- to senior-level job seekers haven't done anything remotely administrative for years," she says.
Right or wrong, other assumptions hiring managers might have about hiring overqualified candidates include:
Hiring managers take overqualified candidates seriously only if they are convincing about a valid reason they want to take a more junior-level job, Sollmann says.
The best reason is saying you have decided that you don't want to work crazy schedules and are interested in a better work/life balance, she says. If that's the truth and you're truly not looking over your shoulder for a senior-level job, employers will consider you for a more junior job.
Tucker says the doubt he gets from hiring managers regarding his experience is unfair.
"They should consider my above-par qualifications as a way to gain additional capabilities on their staff and team. I will bring just as much passion to this role as I would any other," he says. "I would not apply for a job if it weren't a fit for me. It's about the work I'm doing and the contributions I'm making that matter."
If you're being told you're overqualified during your job search, here are seven ways to convince your interviewer otherwise:
1. Admit that you're worried, too
Tell the hiring manager that you are also concerned that it might not be a fit, suggests Duncan Mathison, co-author of "The Truth about the Hidden Job Market." Promise that if at any point during the hiring process you think the job appears too low or not one where you will bring the full engagement needed to excel in the position, you will withdraw your candidacy. Your willingness to walk away tells them you are motivated if you stay in the game.
2. Take salary off the table
Make it clear that you're flexible about salary and that your previous earnings are not relevant to your current job search.
"Tell the hiring manager that you work for both green dollars and personal satisfaction dollars," Sollmann says. "Lately you've had a deficit in personal satisfaction dollars and you want a chance to try something new."
3. Put the issue out there
Ask the interviewer if he or she sees any positives or negatives to your candidacy based on your higher qualifications. Get the issue on the table so it can be addressed, Mathison suggests.
4. Use your accomplishments
"Tell the hiring manager that you're proud of your accomplishments and you have proven to yourself that you can perform at a more senior level," Sollmann says. "Now you're not interested in chasing titles and promotions. You want to make a contribution at a compelling company."
5. Distance yourself from your higher qualifications
Be empathetic to those parts of the hiring manager's job -- indicate that you have a clearer understanding of what a manager needs from his people.
"For example, say you were a manager and are applying to an individual contributor job," Mathison says. "Tell the hiring manager that you are looking for a job that would give you more hands-on technical work and give you a break from the people management and corporate politics."
6. You want to learn
If you've held more senior positions at a different kind of company or in a different industry, tell the hiring manager that the best way to really learn about a new industry is from the bottom up, Sollmann says.
7. Make a commitment
"Tell the employer that you know that job hopping is a major don't in the business world. Say that barring unforeseen circumstances, you are ready to make at least a two-year commitment to the company," Sollmann suggests.
Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
Pet Peeves from Recruiters
The front page of Yahoo! today featured a link to Hotjobs and an article recently posted about the mistakes that job seekers can make in the presence of recruiters. Recruiters are often the key to new opportunities as many companies are using temporary and temp-to-hire staffing to help them find the best talent in a market that is saturated with job seekers. You never know if or when a recruiter is able to find a match for you, so it never hurts to maintain a good relationships with all the companies that you work with.
Recruiters Reveal Pet Peeves About Job Seekers
Recruiter Roundtable Looks at Flaws to Avoid
by Yahoo! HotJobs
The Recruiter Roundtable is a recurring feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:
What is your biggest pet peeve about job seekers today?
The Price of 'Perfection'
My biggest pet peeve is perfect candidates. They only had successes, are perfect and can't see any improvement to make on themselves -- except maybe to "work a little less." People who are too insecure to admit their shortcomings or even their mistakes make me feel that they lack good emotional intelligence. In all the reference checks we reviewed at Checkster, none were 100% positive, so be realistic. If not, you will be seen as either not daring enough to perform difficult things, or stuck in a myopic belief that you are perfect.
-- Yves Lermusi, CEO, Checkster
Clueless Candidates
As a recruiter, there have been countless times when job seekers have asked, "What position is this for?" Job seekers shouldn't just apply to any job. They need to spend their time effectively finding jobs that are a match for their skills and interest.
-- Nga Nguyen, Technology & Operations Group Recruiter at Wells Fargo
Short-Cut Introductions
With more people looking for work in today's economy, I've been seeing an increase in what I call "lazy introductions" come across my desk. It goes something like this: "I'm writing you to introduce myself. I live in New York and I'm looking for a job," and in the signature is a link to a LinkedIn profile or possibly a resume. A brief introduction should come with a background, highlights, and reason for connecting. A job search is a job in itself and requires some personalization and effort for each and every introduction.
-- Lindsay Olson, partner, Paradigm Staffing
Can't Connect the Dots?
My biggest pet peeve is receiving resumes or applications that describe background and work experience wholly unrelated to the position being applied for. Also there is either no supporting material or a generic cover letter that fails to connect the dots between what's on the application and what's in the posted job listing.
-- Noah Apodaca, lead recruiter for staff at the University of California, Irvine
Don't Go Generic
Job seekers hurt their own cause when they don't focus on specific ways they can help potential employers and instead simply mass distribute their resume. Individuals need to show hiring managers what they can do for the organization, not the reverse. Thoroughly research companies where you want to apply, customize your resume and cover letter for each opportunity, and in your communications with employers highlight your accomplishments and skills that demonstrate how you can positively impact the firm's bottom line.
-- DeLynn Senna, executive director of North American permanent placement services, Robert Half International
Please cantat your nearest DISCOVER STAFFING branch to see how we may be able to help you:
North Fulton: alpharetta@discoverstaffing.com
Gwinnett: gwinnett@discoverstaffing.com
Recruiters Reveal Pet Peeves About Job Seekers
Recruiter Roundtable Looks at Flaws to Avoid
by Yahoo! HotJobs
The Recruiter Roundtable is a recurring feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:
What is your biggest pet peeve about job seekers today?
The Price of 'Perfection'
My biggest pet peeve is perfect candidates. They only had successes, are perfect and can't see any improvement to make on themselves -- except maybe to "work a little less." People who are too insecure to admit their shortcomings or even their mistakes make me feel that they lack good emotional intelligence. In all the reference checks we reviewed at Checkster, none were 100% positive, so be realistic. If not, you will be seen as either not daring enough to perform difficult things, or stuck in a myopic belief that you are perfect.
-- Yves Lermusi, CEO, Checkster
Clueless Candidates
As a recruiter, there have been countless times when job seekers have asked, "What position is this for?" Job seekers shouldn't just apply to any job. They need to spend their time effectively finding jobs that are a match for their skills and interest.
-- Nga Nguyen, Technology & Operations Group Recruiter at Wells Fargo
Short-Cut Introductions
With more people looking for work in today's economy, I've been seeing an increase in what I call "lazy introductions" come across my desk. It goes something like this: "I'm writing you to introduce myself. I live in New York and I'm looking for a job," and in the signature is a link to a LinkedIn profile or possibly a resume. A brief introduction should come with a background, highlights, and reason for connecting. A job search is a job in itself and requires some personalization and effort for each and every introduction.
-- Lindsay Olson, partner, Paradigm Staffing
Can't Connect the Dots?
My biggest pet peeve is receiving resumes or applications that describe background and work experience wholly unrelated to the position being applied for. Also there is either no supporting material or a generic cover letter that fails to connect the dots between what's on the application and what's in the posted job listing.
-- Noah Apodaca, lead recruiter for staff at the University of California, Irvine
Don't Go Generic
Job seekers hurt their own cause when they don't focus on specific ways they can help potential employers and instead simply mass distribute their resume. Individuals need to show hiring managers what they can do for the organization, not the reverse. Thoroughly research companies where you want to apply, customize your resume and cover letter for each opportunity, and in your communications with employers highlight your accomplishments and skills that demonstrate how you can positively impact the firm's bottom line.
-- DeLynn Senna, executive director of North American permanent placement services, Robert Half International
Please cantat your nearest DISCOVER STAFFING branch to see how we may be able to help you:
North Fulton: alpharetta@discoverstaffing.com
Gwinnett: gwinnett@discoverstaffing.com
Thursday, June 4, 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!
Please contact your nearest DISCOVER STAFFING Branch office for more information on how to apply with our company.
gwinnett@discoverstaffing.com - serving North and South Gwinnett and Peachtree Corners
alpharetta@discoverstaffing.com - serving Alpharetta, Roswell, Sandy Springs and Marietta
And More!
Please contact your nearest DISCOVER STAFFING Branch office for more information on how to apply with our company.
gwinnett@discoverstaffing.com - serving North and South Gwinnett and Peachtree Corners
alpharetta@discoverstaffing.com - serving Alpharetta, Roswell, Sandy Springs and Marietta
Tuesday, June 2, 2009
More Advice About Cover Letters
In today's job search climate of instant resumes through the Internet, many people are neglecting the cover letter. MSN Careers, one of my favorite places for good career advice, has posted this article on cover letters.
7 Ways to Make Your Cover Letter Stand Out
By Selena Dehne, Jist Publishing
Let's face it: There's only so much your résumé can do. In fact, it can be jam-packed with impressive stats, industry lingo and design elements that rival those showcased in job-search books and still end up in an employer's stack of rejections.
To avoid this fate, it's essential to show employers that you're more than the bullet points and clipped phrases listed on your résumé. You've got a personality, passions, goals and career experiences that make you unlike any other candidate for the job. It's up to you to share this information in your cover letter in a way that dazzles employers and strengthens your résumé.
Cover letters provide opportunities that résumés don't to inject your personality, says Katharine Hansen, Ph.D., author of "Tell Me About Yourself: Storytelling to Get Jobs and Propel Your Career." "You can engage the employer, make an emotional connection, show results and become instantly memorable by writing at least one paragraph in the form of a powerful story," Hansen says.
She suggests that job seekers use their cover letter to tell stories about their interests or passions for a career field or to detail successful projects, accomplishments, solutions, results and more. In her book, Hansen outlines the following do's and don'ts for cover letters that tell such stories:
Do make the letter as concise as possible.
Employers are spending less time reading cover letters than they used to. Ideally, your letter should be about four paragraphs, and one of those should tell a story.
Don't neglect the "story line" in the rest of the letter.
Even if only one paragraph in your letter is in story form, try to integrate the story's theme throughout your letter and tie it together by briefly referring to the story in your final paragraph.
Do make your stories specific and quantify results whenever possible.
It's always easier for the reader to picture you succeeding on the job when you describe a specific situation. In addition, employers are attracted to numbers that indicate results.
Don't write your autobiography.
Telling a story doesn't mean describing your entire career; that's what your résumé is for.
Do tell relevant stories.
Tell only the stories that are relevant to the employer's requirements, the problems you can solve, and the results you can achieve. If the relevance isn't immediately obvious from your story, help the reader make the connection by pointing out the skills and qualifications the story illustrates.
Don't overlook story cues in want ads.
Study the want ad that describes the position that interests you. When writing your cover letter, strive to ensure that it responds to the ad's intent. To do this, incorporate the job posting's keywords and the tasks or responsibilities that are mentioned into your cover letter.
Do use some of the employer's messages and language.
Go to the employer's Web site or pick up print publications about the organization. Pick out buzzwords and phrases. Play these back to the employer in your story. Employers who read language-mirroring stories conclude that the job seeker "gets it."
Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/).
For more information on DISCOVER STAFFING and how we may be able to assist you in your job search, please contact your nearest DISCOVER STAFFING branch:
North Fulton - alpharetta@discoverstaffing.com
Gwinnett - gwinnett@discoverstaffing.com
7 Ways to Make Your Cover Letter Stand Out
By Selena Dehne, Jist Publishing
Let's face it: There's only so much your résumé can do. In fact, it can be jam-packed with impressive stats, industry lingo and design elements that rival those showcased in job-search books and still end up in an employer's stack of rejections.
To avoid this fate, it's essential to show employers that you're more than the bullet points and clipped phrases listed on your résumé. You've got a personality, passions, goals and career experiences that make you unlike any other candidate for the job. It's up to you to share this information in your cover letter in a way that dazzles employers and strengthens your résumé.
Cover letters provide opportunities that résumés don't to inject your personality, says Katharine Hansen, Ph.D., author of "Tell Me About Yourself: Storytelling to Get Jobs and Propel Your Career." "You can engage the employer, make an emotional connection, show results and become instantly memorable by writing at least one paragraph in the form of a powerful story," Hansen says.
She suggests that job seekers use their cover letter to tell stories about their interests or passions for a career field or to detail successful projects, accomplishments, solutions, results and more. In her book, Hansen outlines the following do's and don'ts for cover letters that tell such stories:
Do make the letter as concise as possible.
Employers are spending less time reading cover letters than they used to. Ideally, your letter should be about four paragraphs, and one of those should tell a story.
Don't neglect the "story line" in the rest of the letter.
Even if only one paragraph in your letter is in story form, try to integrate the story's theme throughout your letter and tie it together by briefly referring to the story in your final paragraph.
Do make your stories specific and quantify results whenever possible.
It's always easier for the reader to picture you succeeding on the job when you describe a specific situation. In addition, employers are attracted to numbers that indicate results.
Don't write your autobiography.
Telling a story doesn't mean describing your entire career; that's what your résumé is for.
Do tell relevant stories.
Tell only the stories that are relevant to the employer's requirements, the problems you can solve, and the results you can achieve. If the relevance isn't immediately obvious from your story, help the reader make the connection by pointing out the skills and qualifications the story illustrates.
Don't overlook story cues in want ads.
Study the want ad that describes the position that interests you. When writing your cover letter, strive to ensure that it responds to the ad's intent. To do this, incorporate the job posting's keywords and the tasks or responsibilities that are mentioned into your cover letter.
Do use some of the employer's messages and language.
Go to the employer's Web site or pick up print publications about the organization. Pick out buzzwords and phrases. Play these back to the employer in your story. Employers who read language-mirroring stories conclude that the job seeker "gets it."
Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/).
For more information on DISCOVER STAFFING and how we may be able to assist you in your job search, please contact your nearest DISCOVER STAFFING branch:
North Fulton - alpharetta@discoverstaffing.com
Gwinnett - gwinnett@discoverstaffing.com
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