Every resume with Italics that I receive get’s formatted. Italics is more difficult to read. If you want to make a special point isolate that point in a separate section of the resume or within the responsibilities section.
If you or someone you know needs help with your job search feel free to call me toll free at 1-800-791-7794 for a brief consult.
You should never post your salary expectations anywhere. Most major job boards ask you what you are looking for and most give you the option not to say or to say “negotiable”. Never say what you are looking to make.
The reasoning for this is that a recruiter is thinking of a number. If you are too high above that number he will disqualify you based on salary. If you are too low, he may question how well you understand the market and know your worth. He may also doubt how good you are.
A very low salary for a very experienced professional is a red flag. It also places you at a negotiating disadvantage especially in contract rate negotiations. Permanent recruiters will probably try to get you to ask for the highest salary because this way it becomes a win-win situation. On the other hand, the more a recruiter can push you down on a contract, the bigger margin he can take from the client.
It’s a dog-eat-dog world whether we are working in a recession or the boom times. Never give away your hand first. Make the recruiter quote you first and go from there.
Don't show your hand first
In order to keep your benefits you must abide by several guidelines established by the Massachusetts DUA.
DUA matches records against Federal records and will catch and persecute you if you try to defraud the unemployment insurance system. Don’t do it.
Please consult the following document for all rules and regulations.
http://www.mass.gov/Elwd/docs/dua/P2594_508.pdf
If you or someone you know needs help with your job search feel free to call me toll free at 1-800-791-7794 for a brief consult.
In order to keep your benefits you must abide by several guidelines established by the Massachusetts DUA.
You may be able to have your benefits extended if you apply for additional training by the 15th week of your benefits.
Please consult the following document for all rules and regulations.
http://www.mass.gov/Elwd/docs/dua/P2594_508.pdf
If you or someone you know needs help with your job search feel free to call me toll free at 1-800-791-7794 for a brief consult.
In order to keep your benefits you must abide by several guidelines established by the Massachusetts DUA.
Let DUA know if you move. They are not going to search for you to send you a check and will end your benefits if your information is not current.
Please consult the following document for all rules and regulations.
http://www.mass.gov/Elwd/docs/dua/P2594_508.pdf
If you or someone you know needs help with your job search feel free to call me toll free at 1-800-791-7794 for a brief consult.
If I were searching for a job for myself, I would not send my resume to HR and wait for a phone call, I would go through my social network contacts and call every manager who I thought might be hiring recruiters. If they did not need a recruiter, I might offer them third party staffing services.
Some people view this as improper networking etiquette, but if I need a job, I couldn’t care less about propriety. Directly connecting with the manager can put you right at the top of the pile of resumes and since you are not an agency that needs a vendors list approval from HR, all you have to do is sell yourself to the manager, meet him for lunch or something. It is sales 101 and most people have no idea how to go about it. It’s also a numbers game. The more you sell, the more likely someone will buy.
Most “career coaches” will tell you to follow up with HR, but I take it a step farther and tell you to seek out the hiring manager. HR has a reputation for being a quagmire for resumes and to give them credit they get thousands of resumes. In addition to that, not all corporate recruiters understand what the hiring managers are searching for. By calling direct you take the uncertainty right out of the equation.
Finally, most recruiters don’t care if you are about to lose your house in a foreclosure. The only person who will take care of you is interestingly enough, YOU! This is why you have to take matters into your hands and sell, sell, sell!
For strategies on how to approach your job search please call me at 1-800-791-7794.
Article Title: Who’s Hiring at the Biggest Companies
Author Byline: CareerAlley
Author Website: CareerAlley.com
I’ve been reviewing the Best Companies across a series of posts (and we are only through 30% of those companies), but what about the largest companies? Many people feel better about being in a large organization, but who are they and are they hiring? Let’s cover a few (excluding any that have been covered in previous posts).
Good luck in your search.
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.
Today I experienced my very first unemployment insurance hearing. I was representing my company against a claim made by one of my former consultants. The following document is a must read for anyone looking to file for unemployment. It is essential that both employers and employees understand just how vague the law delineates why someone may or may not file for unemployment.
http://www.mass.gov/Elwd/docs/dua/P2594_508.pdf
Essentially, if you quit, get fired, or refuse a job you cannot file a claim. However, termination is a thorny issue and even quitting can be viewed from various angles differently.
If your claim is challenged by your former employer you will have an opportunity to present your case at a hearing. The reason the employer is interested in having those benefits denied to you is that their unemployment contribution to the Massachusetts unemployment fund is directly related to how many employees file for unemployment and how much they collect.
For this reason, your former employer may send a representative to present their side of the story. The hearing takes about an hour depending on the circumstances as a Massachusetts Division of Unemployment agent gathers your testimony under oath. I suggest not lying under oath whether you are the employer or the claimant.
If the employer succeeds in challenging your claim, you will be liable for all the money the State of Massachusetts paid you over those months. You may also be persecuted for fraud, although I suspect this rarely happens since employment law is designed to protect the claimant rather than cause additional pain.
On the other hand, if the employer does not show up within 10 minutes of the hearings official start, the case is decided in your favor by default. I saw a very happy claimant when he was informed that the employer had not shown up. Whether his claim was legitimate or not become irrelevant in the eyes of the Massachusetts once the employer defaulted on the hearing.
Whether you file or not is completely up to you. Know your rights, but also beware of the employer challenge and Massachusetts State Law about fraud. After the hearing, I have no idea which way the agent will decide.
This is a baffling question the answer to which I have not been able to figure out in the last 4 years. Why would a fully functional recruiting agency with all the tools and skills that another agency has hire another agency to find recruiters for itself?
Specialization and competitive advantage? I think not.
Today I was browsing through the regular craigslist job postings and lo and behold! A posting that describes a client like this:
“IT Staffing Recruiters - Base/TOP commission % on contractors (South Shore/Boston )
________________________________________
Reply to: salesjobs@affiliated-search.com [?]
Date: 2009-02-09, 3:47PM EST
We are seeking motivated IT Recruiters for our 100Mil $$ IT consulting client!
Our client has been providing Information Technology solutions and enterprise staffing services to Fortune 1000 and mid to small sized corporations, as well as Federal, state, and local governments for over 29 years.
Requirements
MUST have 5 + years recruiting IT consultants for a STAFFING COMPANY. Must prove a track record of success
NO CORPORATE RECRUITERS WILL BE CONSIDERED.
MUST have a strong motivation to win and be very organized.
Location: South Shore/Boston
• Compensation: 40,000 - 60,000 Base + Top Commissions = six figures at plan”
Aside from blatantly and illegally discriminating against corporate recruiters, who may very well be better sources then agency recruiters, the ad all but gives away the name of the company that has hired affiliated search services. It took me about 2 minutes to find a south shore agency in Norwell that is looking for recruiters. Another 3 minutes to know the names of most of their recruiters and their recruiting manager. And another 3 minutes to know the names of some of their clients and consultants.
Anyhow, back to my original point. Why could the recruiters of the client company not have sourced me directly? What prevented them from posting the ad on craigslist directly or, an even more novel idea… how about finding me on LinkedIn, MySpace, Facebook, or for gods sake on Google!? I am probably one of the most visible technical recruiters in the Boston area. Just search for “Boston Technical Recruiter” and you will find me! Sounds easy right? Yeah..
I first observed this ridiculous trend at Softworld where my recruiting manager used HireAlliance to staff the team. To give him credit he also posted on Monster at $400 a pop, but no matter how I tried to convince him, he would not use Craigslist. Not even after I had made the company hundreds of thousands off CL postings.
So I had this strange unoriginal idea back in 2006, why not source Facebook for recruiters? I compiled a list of 45 recruiters from the best staffing agencies in Boston and gave it to him. Did he call them? Nope.
Did he have a classic case of call reluctance or did he just not care to raise a finger to recruit the best team possible? I don’t really care.
What I know, is that I will burst before I use an agency to staff my recruiting team. Using LinkedIn alone I could probably source dozens of recruiters in a day.
Why pay a 20-25% fee for something that should come so naturally to a recruiter? A recruiting cold call is all it takes.
General Recruiting Advice, IT Staffing, Musings, Recruiting ToolKit
What is the best way to manage recruiters in your office? While some manager prefer a heavily hands on approach others are much more hands off. When does the hands on approach become too burdensome and curb the natural productivity of a recruiter and when does excessive hands off development lead to recruiter failure and potential burn out?
The best way to manage recruiters is with a limited hands on approach that does not stifle their natural creativity yet does not leave them with a feeling of “survival of the fittest”. Manager A will hover over his recruiters and demand that certain productivity markers be met. He will harp on these numbers daily, often coming around to make sure that the call volume is not sinking and that the submittal machine is in full swing. This manager will be keen on forcing the recruiter into his mold recruiting on positions that may or may not be good strategic fills. The most positive note of this style is that the recruiter will feel that the manager is there for him and will stay on his toes in terms of performance and actual labor input. One negative side effect is that this recruiter will not be able to recruit creatively and will find ways of foiling the statistics, whether by submitting unscreened candidates or calling though the white pages without focus to fulfill their quota.
The lax manager on the other hand will sit back and watch the machine run. If one cog in the machine is not operating at the production level, this manager will dully note this occurrence and will passively attempt t correct the behavior. At times, the manager will give no input into how the performance should be improved but will merely state that performance is not up to par and will leave it at that while the floundering recruiter will be left to wonder about what exactly is going on and why his numbers are not matching up to the company totals. The hand’s of manager will hire new employees and instead of hovering over them and ensuring smooth integration into the machine, will let them sink or float. IF the recruiter begins producing so much the better, if the recruiter flounders then a new body will be brought in to replace the dead weight.
The most effective method of managing is to fuse these two approaches and attempt to isolate the causes that are the destructive forces within each style. The perfect manager would bring on a new hire and coach them in the ways of the business. Even seasoned recruiters need this approach for the machine they are leaving is seldom the same machine that they are entering. The hand holding should depend on the maturity of the recruiter. If the manager hovers too much, the recruiter may become dependent and be unable to perform independently when weaned from the initial care of the manager. If the recruiter is let alone and allowed to continue his previous style of recruiting without early correction, the recruiter may waste valuable time in applying the wrong style to the current machine without proper adjustments. While senior recruiters should be encouraged to develop their own style within the confines of the recruiting strategy of the company, new recruiters should be supported until they are comfortable.
Survival of the fittest is a sound strategy for creating cut through recruiting practices and while it makes for effective sales people it undercut the team mentality that many companies are attempting to enact.
Thus a manager should be neither too hands off and reliant on numbers, nor too restrictive and vigilant of every phone call a recruiter makes. A golden rule should be to monitor progress without overly strict interference and harmful criticism that may jeopardize the employee team relationship by appearing to single out recruiters based solely on unsound statistical analysis.Technical recruiting and online entrepreneurship blog
