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All responses Most smiled responses
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No matter what type of economy we're in, there is no need to pay for a recruiter. There are tons of firms out there where it is free for the candidate (they'll get the fee from the hiring company).
I'd recommend researching recruitment firms that are free or just keep at it yourself. You can do the same work! Drive around town and write down names of companies you see on buildings. Google companies that you're interested in. Talk to your friends. Attend social/professional networking events. The more you talk to people, the more leads you'll have (and it's still free!). -
You are correct! An interview is a two way street. You've got to sell yourself and so does the company! As an internal recruiter, it's my job to be a cheerleader for the company and discuss our best qualities. Just like any relationship, you should know what qualities, values, or personalities are most important to you. You should take the time to write these down and then ask questions during the interview to find out if the company matches them.
Is customer service a passion of yours? Ask about their customer service creed. If they don't have one, clearly customer service isn't a priority.
Is respect or integrity more important to you? Ask them about their corporate values (most have them).
If employee engagement and fun at work is important to you, ask about teams or leagues employees can participate in.
Take the time to interview the company. -
Take advantage of the resources around you. First (if you are currently employed), discuss training opportunities with your current manager. There are several CBT courses available that you can do from your desk. Additionally, check with the local library. Often they have computers for use. As well, there are multiple training classes you can take online. Lastly, check with local colleges or universities. Typically, they offer continued education classes and you may find something related to gaining computer skills. Best of luck!
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I don't know if there's one specific thing that I've seen that really threw me off kilter... The main thing that always throws me off guard and makes me ask "WHY????" is the format. Let me tell you... simple is always the better way to go. If it's too flashy, uses crazy font, or simply has no organization, I typically won't read it...
I think I'm going to start saving "bad resumes" as examples for people... Maybe that will help! -
You professional image is very important to developing your career. First, consider the qualities that you want to portray. Then, make a list of people you admire that represent those same qualities. The list may start out with "famous" people. When it comes to dressing for success, you may want to consider mimicking their style. Make sure that you add people to your list that work at your current organization, as well as people in your network (school, professionals in the same field, church, or other social activities). Take the time to sit down with these people. Ask them questions about tips they have for you to develop your personal image.
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I am 90% sure there's a Joey presently. I hope that he remains in my future too.
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I imagine that you're asking this question so that you know best "what not to do" during an interview. So, I'll describe the worst interview and then give you some lessons to remember along with it.
The worst interview was with a gentleman that had been unemployed for sometime. Because of his situation, he had created two resumes - one for entry-level positions and the second for more advanced positions. He was interviewing for a fairly entry-level position and, clearly, forgot which resume he was referencing in the interview. As well, a defined requirement for the position was advanced Excel skills and he rated himself as a 9 out of 10. He definitely was not a 9 out of 10 as he had, quite possibly, the lowest Excel scores of anyone I've given the test to. On top of that, a large part of my job as a recruiter is to weed out those candidates that will not fill it with the culture of the organization. Not only did I feel that he would not fit in with the culture, at one point, I became very uncomfortable sitting in the room alone with him.
So, what lessons should you take away from this story? 1) Although, I recommend customizing your resume to the job, there is no need to down-play or over-indulge your skill set, 2) There is a big difference between being confident and proud of the work you've done compared to being cocky and over-exaggerating, 3) Be honest, and 4) Be yourself. -
Oh wow! How sweet are you? Too bad this was anonymous... Otherwise, I'd thank you!
Although, this may not be the best forum to discuss my personal life... I will say this. Everything happens in its own time, and my time just hasn't happened yet. But I have confidence that the time will come when its right. -
Actually, not all employers check credit reports. It mostly depends on the type of company and type of position. For example, we typically do not check credit reports. However, we do always complete background checks and drug screenings.
However, to answer your question, I have heard of a candidate being turned down because of something on his/her credit report. Typically, they have been people applying for Financial, sometimes even, IT-related roles. -
Every hiring manager is different. Some managers may put more value on a degree over years of experience. However, I'm sure you're aware of the trend where it's no longer a high school diploma that's required, but a college degree.
I make sure to sit with each of my hiring managers to evaluate what their needs are. Some need a higher level of formal training, whereas others value the real world experience. However, have both doesn't hurt either. -
Great question! Let me just start by saying there are ALL TYPES of resumes out there.
When I first started as a recruiter, I was doing IT recruiting and only knew the 1 page rule... That quickly changed. I quickly learned that for technical resumes, they need to be longer. Especially for candidates with lengthy experience. Technical resumes require so much detail because you can't simply say that you worked with a specific technology (i.e. Cisco) because that could mean ANYTHING. As a recruiter, I need to know specifically what type of Cisco hardware, firewalls, switches/routers you have worked with. So, the 1 page resume immediately goes out the window unless you just graduated college and have no work experience.
In general, I do not pay as much attention to the length of the resume rather the quality of the resume. The quality of the resume encompasses not only the information provided, but the layout as well. A recruiter is most likely only going to scan the resume at a first glance so you want to make sure that the important information can be found quickly (i.e. education/certifications, job responsibilities, and achievements). If you catch my eye the first go-round, I'll look at it more in detail later. -
Traditionally, I've used either Career Builder or Monster. However, I've had to be a bit more creative with other postings. I've used LinkedIn, as well as sent out e-blasts to people in the industry.
It's about finding what works best for you, your company, and the specific position you're trying to fill. -
This is a tough one for me to answer. Mostly, because it consistently tugs at my heartstrings.
Its easy for me to say "Don't take it personally...", but I truly understand that it is VERY personal. Of course it's personal! Before I give you any advice... Let me give you some perspective and a little insight to how I function as a recruiter.
If a resume is handed or emailed to me as a referral from someone who works with me, I attempt to reply to either those individuals directly or the internal referral with the status of the position or their candidate's qualification.
If I post a position on one of the major job boards (Career Builder, Monster, Indeed, etc), I'm sure you can only imagine how many resumes I get a day. In every job description, I attempt to be VERY clear on what the requirements of the position are. So, I quickly go through all the received resumes and delete those that do not meet the basic requirements. You read that correctly... I delete them without responding. Then, I go through the remainder to look for the ones with the desired qualifications. The reason that this tugs so much at my heartstrings is that I WANT TO respond to every candidate, but it would be physically impossible to do so.
So, my first piece of advice... NETWORK, NETWORK, NETWORK. As for names. Talk to people. Let them know you're looking. You are ten times more likely to get your resume in front of the recruiter if you know somebody at that company than you are with simply applying online. It it impossible? Absolutley not.
Which brings me to my second piece of advice and I'm going to borrow the next quote from a famous poster "Keep Calm and Carry On". If is a very touch market out there right now, but I will tell you that things are picking up. Slowly, for sure, but they are picking up. Keep a think skin. Be persistent. DO NOT GIVE UP. The right job will come along. Everything happens in its own time.
Best of luck! -
First of all, Congratulations!!!
Now, for those pesky recruiters.... (just kidding).
First, make sure that if you do not want to be called any more that you remove your resume from the Job Boards (Career Builder, Monster, Indeed, etc). As a recruiter, those are the first places I go to look for candidates. If your resume is out there, I think that you're actively looking for a position.
Second, contact the recruiters that you worked with during your job search. Let them know that you have found a job and would like to remain as either an INACTIVE candidate in their database or to be removed completely.
Hopefully the calls will stop after that! -
You know... It does seem like that's the fad right now... Although, I'm not a huge fan of it. My goal is not to trick you or make you uncomfortable. I've been told often that my interviewing style is more conversational. I want to make sure that you not only have the right qualifications for the job, but that you're going to fit in with the culture of the organization.
However, simply because that's not my interview style, does not mean that it still does not happen. What I can tell you is to prepare for those "typical" questions. Here's a list of the top ten most frequently asked interview questions: http://distinguishingyou.blogspot.com/2009/06/another-top-10.html
Now, for the oddball questions... If you honestly have no clue what the interviewer is asking you, do not reply with "I really don't know". Instead, ask for clarification. Have them expand on the question, or give you an example. Hopefully, this will provide you a clearer picture as to what they are asking you. Best of luck! -
I was actually just having a conversation about resume objectives with a fellow colleague the other day.
Often, objectives can do more harm than good, especially if they are vague and lack any originality. If you're not going to take the time to right a GREAT objective, then you're better off not writing one at all. Let your resume speak for itself. No one says that its required and, quite frankly, most would not notice that it was even missing.
However, if you are going to take the time to write an objective... DO NOT be vague. Be specific. Take the time to not only customize your objective, but the ENTIRE resume to the job you're looking for. Here's the best "formula" I've found to help with writing an objective.
(BLANK LEVEL) position in (BLANK FIELD) where (BLANK EXPERIENCE) will add value to (BLANK AREA).
The level is what level of a position you're looking for... entry level, intermediate, senior, management, etc
The field is what field you're looking to go into... Sales, Finance, Marketing, Media Relations, etc
The experience is what you are bring to the table... # of years, education, industry knowledge, etc
The area is where your experience will add value... operations, customer service, project management, etc -
A woodchuck would chuck all the wood that the woodchuck could chuck if a woodchuck could chuck wood.
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Great questions!
The "desired salary" question is a tough one and requires the same amount of thought an effort as you would to applying for a specific position. Take the time to think about not only the dollar amount, but what benefits do you want as well. It's always okay to give a range rather than an exact number. Who knows? You may be willing to take a lesser salary if they give you an extra week of vacation or a company car.
As a recruiter, I despise when candidates say "negotiable" because it makes me think that you haven't put much thought into it. Of course, it's negotiable. Everything's negotiable.
The best piece of advice I can give is to ask the salary range up front so that you know what you're dealing with. Of course, salary isn't everything, especially if you're lucky enough to find your dream job... So, go ahead and ask the question, take the time to decide what your needs are and then communicate it effectively. It makes the offer process easier if all the cards are already out on the table. -
although this question is supposed to be anonymous... i know who you are... and if by new boyfriend, you mean my adorable bassett hound, doc... then yes! i have, in fact, met him!
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tiffany helmly’s Bio
i'm a recruiter and a trainer and i love every minute of it. the best part is being able to help others achieve their goals. i'm a learner by nature & love learning new things about life each & every day.
