Category Archives: Recruiters Thoughts

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Security Clearance, “In Many Cases It’s Better Than Having an MBA”

CAREER HACK: If you are in an area where Security Clearance positions are in demand consider applying for these positions and gaining clearance. If you are able to receive Security Clearance it can boost your salary by 25% on average while providing stronger job security.Career Hacker careerhacker.com Bill Inman Employment Jobs Interview Resume Blog Success Boss Work Hiring

Would getting a security clearance be better than getting an MBA degree? The Associated Press in their article “Security Clearance a Valued Resume Credential” discusses the advantages of having this clearance which is in high demand. Here are some highlights from the article:

  • Job candidates with security clearances are hotter-than-ever commodities in the Washington area and elsewhere, due to higher demand, tighter security requirements and a wave of baby-boomer retirements”
  • “If a soldier has good skill sets in the IT arena, he’ll have a job offer in five minutes”
  • “We see people hoping to retire, and their employers are pleading with them to stay. They say, ‘We’ll pay you another 30 grand to stay on board.”‘
  • “Estimates are that there are 100,000 unfilled security-clearance jobs, many of them in the Washington area, the largest market for such positions.”
  • “Those with security clearances earn an average 25 percent more than similarly skilled workers who lack them. That gap has been widening, too.”
  • “It’s in many cases better than having an MBA.”

Security Clearance a Valued Resume Credential. [Associated Press]

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Career Hacker * http://www.careerhacker.com * By Bill Inman * http://www.billinman.com

How Companies Find Candidates to Hire

A CareerXRoads study presents information on how employers are finding candidates to fill their jobs. The chart below shows that Employee Referrals and the Internet make up over 50% of all hires. College hires are gaining momentum as is Direct Sourcing from competitors and other companies.

From this information one can see that networking online (through social networking sites and blogging) and off (through co-workers and friends) is critical to your next career move.

Hiring Sources

CareerXRoads Sources of Hire Survey. [CareerXRoads]

Also see:

Look Within Your Current Company for Job Openings. [Careerhacker – Bill Inman]
Small Talk, Big Career. [Careerhacker – Bill Inman]
Blogs ‘Essential’ to a Good Career. [Careerhacker – Bill Inman]
Workers Not Using Social Networking to Find Jobs but Employers are Looking. [Careerhacker – Bill Inman]

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Career Hacker * www.careerhacker.com * By Bill Inman * www.billinman.com

25% of Hiring Managers Use Internet Search Engines to Screen Candidates… 51% Didn’t Hire Because of What They Found

logos.gifAccording to a survey by Careerbuilder, over a quarter of hiring managers have looked at the web before making a decision to hire a candidate for a job opening. Over half of those have made a decision not to hire someone based upon what they saw.

Here are the things that hiring managers are finding about job candidates online:

  • 31% – candidate lied about qualifications
  • 25% – candidate had poor communication skills
  • 24% – candidate was linked to criminal behavior
  • 19% – candidate bad-mouthed their previous company or fellow employee
  • 19% – candidate posted information about them drinking or using drugs
  • 15% – candidate shared confidential information from previous employers
  • 12% – candidate lied about an absence
  • 11% – candidate posted provocative or inappropriate photographs
  • 8% – candidate’s screen name was unprofessional
  • People now more than ever should realize that what they do online may have serious financial consequences for them in the professional world. On the other hand ‘smart’ professionals will use these tools to create a positive personal brand that will be easily referenced. On the positive side hiring managers found the following about job candidates:

  • 64% – candidate’s background information supported their professional qualifications for the job
  • 40% – candidate was well-rounded, showed a wide range of interests
  • 34% – candidate had great communication skills
  • 31% – candidate’s site conveyed a professional image
  • 31% – got a good feel for the candidate’s personality, could see a good fit within the company culture
  • 23% – other people posted great references about the candidate
  • 23% – candidate was creative
  • 19% – candidate received awards and accolades 
  • Read Careerbuilder’s recommendations and the full article at:

    One-in-Four Hiring Managers Have Used Internet Search Engines to Screen Job Candidates. [Careerbuilder]

    Also read:

    Employers Google Job Candidates, Check Social Networking Web Sites. [SmartPros]

    Employers Turn to Blogs to Screen Job Seekers. [Jist]

    Social Networking – Workers Not Using to Find Jobs BUT Employers ARE Looking

    c0028979.jpgEmployers are looking online to find out more information about who they are hiring. If you have a profile on any of the social networking sites – MySpace, Friendster or Facebook – you may want to get 360-degree feedback of what you have posted (from peers, managers, friends,etc.) It may help you to gain or cost you that new job/promotion. Why not use it to your advantage? See the following blog for an additional perspective.

    Workers Not Using Social Network Sites to Find Jobs, But Employers Are Looking. [Spherion Career Blog – Kip Havel]

    Prediction: Social Networking Sites to Be Home to More Resumes

    2983478191.jpgWill social networking sites become the next Monster and Careerbuilder housing millions of resumes? People are starting to think so. With 93 million U.S. profiles on MySpace alone recruiters and HR personnel are already starting to use online social networking resources to find candidates. Consider using these resources to get noticed by a company in need of your skills. Read more in the following article.

     Prediction: Social Networking Sites to Be Home to More Resumes. [ Business & Legal Reports – BLR]

    Hiring IT professionals in a tight labor market. (Applies for all skills types)

    dice logoDICE is the largest Information Technology niche recruiting site on the Internet. One of the questions on the DICE 2006 IT Recruiting Trend Survey (sent to IT Hiring Managers) is:

     “How are you dealing with the tight tech labor market?”

    The checkbox answers provided are:

    • Increasing social networking activities
    • Buying more online job board services
    • Attending more job fairs
    • Placing more newspaper ads
    • Offering bigger employee referral incentives

    These answers provide some basic venues where ALL workers can benefit through marketing themselves.

     Social Networking – If you do not already have your profile up on one or more of the social networking sites (i.e. LinkedIn, MySpace, Yahoo 360…) you may want to consider posting your profile there. Recruiters are looking. If you dont know what social networking is read this Wikipedia entry on Social network.

    Job Boards – You should have your resume on job boards if you are looking for a new job. That is a no-brainer. Consider though should your resume be confidential or public? If confidential be prepared to have a colleague or even your own company know that you are on the market. Post your resume on all the big boards (Monster, DICE, Careerbuilder, HotJobs, Craigs List) and on the small job boards as well (IT niche, local, and industry focused – there are too many to name).

    Job Fairs – Attend as many job fairs as you can. Sometimes this can be tough because most do happen during the middle of the work day. Keep an eye out in your local paper for advertised job fairs. Like online job boards, if your search is confidential be prepared to bump into someone you know at these job fairs and maybe someone from your own job department.

    Newspaper Ads – Do read and reply to as many newspaper ads as you can. Make sure that your resume is scanable and if there is an opportunity to email make the your primary option. Once paper resumes get to most large HR departments they are run through a digital scanner and then OCR’d (Optical Character Recognition) to turn all of the analog words into digital representation. Many times, if your resume does not have a format that the OCR software likes, key information can be ommitted – like your contact information.

    Employee Referrals – If you have a friend, or even just a contact, who works at a company that you want to get into leverage that. Ask them to walk your resume into the HR department or directly to the hiring manager and/or to provide you with a list of openings that might suit your skills.