Yes, Im a Recruiter... and No, I Cant Find You a Job

Yes, I’m a Recruiter... and No, I Can’t Find You a Job I love my friends; they are good people. However I am beginning to believe that I need to avoid talking about what I do as a profession. When you are in the recruiting industry, the people you socialize with believe you have this unlimited number of jobs for the taking. Almost like you have a job tree in your back yard with a plethora of jobs to pick from. There is a specific truth that is very self-evident in the recruiting industry, that candidates need to be aware of: Recruiters are  loyal to those that pay their bills. It may be blunt, but it is true. Whether you are an external or corporate recruiter, your success (and paycheck) is judged on how well you fill your openings. Success in recruiting is not judged on how well you find jobs for your friends or family. What I mean by this is I have to find a candidate for my opening; I cannot be your personal job agent. When it comes to finding a job through a recruiter, you have to be strategic about it. You should look at recruiting the same way you would the medical profession. If you met an orthodontist at a party you wouldn’t ask them to look at a problem you are having with your foot; that’s not their specialty. If you know I specialize in software programming recruiting what makes you think I will have a number of admin jobs available? It’s not my specialty and I will not be of much good use to you. I am not writing this to discourage those who are friends with recruiters. If you know a recruiter in your life you must be strategic with that relationship. Here are a few things to keep in mind: Know what you want I can’t tell you the number of times a friend has told me they want out of their current job, only to not have a clear defined idea of the type of job they are looking for. How do you expect me to help you when you have no clue what you are looking for yourself? Would you expect a doctor to diagnose you without you telling them first what is wrong with you? Don’t ask a recruiter to find you a job, ask them for their network Any recruiter who has been in the industry for many years has probably built a solid network and you should be taking advantage of this. For example: a friend of mine was recently looking for a Human Resources role. I let them know I haven’t placed an HR professional since 2009, so I won’t be much of good use. However I have a connection who  specializes in hiring HR roles. So I introduced the two to each other. That is how you should be handling your recruiter relationships. “I know you may not be able to get me a job; however do you know someone who specializes in placing my skill sets?” This is a much more effective question than “I know you place software programmers, so do you have an HR job?” So the next time I tell you what I do for a living, please don’t hound me to find you a job. While I am a good-hearted person and want to help out, it doesn’t benefit anyone if our goals do not align.

Writing Resume

Writing ResumeTo be able to write a resume, a freelance writer must also have knowledge of the various job-specific requirements. In order to be effective in writing resumes, a person needs to have a good grasp of their work profile. There are many things that are required in a resume and most importantly it should include work experience as well as educational attainment. A good summary of the requirements is written here.Jobs need to be organized in order to be effective. A person's work profile, their experience and qualification is a very important aspect of any resume. A freelance writer must ensure that these are included in the resume. The requirements and other relevant information are crucial for making sure that they are written efficiently. A good layout will help the reader to identify the section of the resume that they want to read.A main advantage of writing resumes is that they are designed so that they can be modified by a prospective employer. This makes them very v ersatile and useful for any type of business that requires detailed information about a person. A good presentation of a person's history and achievements will enable the potential employer to get a clear picture of who the person is and where they have been at.Each section of the resume is designed to capture the reader's attention. The chronological list of the past employment is the most appealing. If a person wants to be taken seriously, they should make sure that they include every entry in chronological order. If a person wants to be effective with their job applications, they should also use this method of writing resumes. This way they can be sure that the entries are all in order.The chronological listing of the past employment and educational attainment is one of the best ways of highlighting the accomplishments that a person has made over time. Another important feature to mention in a resume is the skills that the person possesses. This is the reason why such a person is able to achieve success in their field of employment.Since most people need a few more points than just the time spent at an office, a summary of the educational attainment is important. A freelance writer should not be afraid to include some details on how the person has been trained, worked on project assignments and achieved any other level of education that may be relevant. A good summary of qualifications is a must in a person's resume. Any type of qualification or level of achievement is considered an advantage in the eyes of a hiring manager.The full name of the person being quoted in the paragraph length resume is one of the most important aspects that a writer should focus on. They can include contact details on where the person can be contacted. The name and contact details are what provide the necessary detail that will help to land the person a suitable job.A freelance writer should not fear to mention their work experience. A good description of the past employment is always appreciated and it will help to highlight the amount of experience that the person has. Other work-related experiences may also be included.

Seven Signs You Should Leave Your Job

Seven Signs You Should Leave Your Job Times have changed in the job market and the ‘employee for life’ is a rare breed. Most workers move on and look for new challenges across the country and globe; according to this Daily Mail article the average employee has six different jobs throughout his or her career. Leaving a role is a tricky tightrope to negotiate and some people don’t get it quite right but if some or all of these seven signs apply to you, then it’s time to bail out. You’re bored This does not mean a lack of stimulus for an hour or two. This means a sustained, soul-crushing, deep despair at the lack of originality or direction in your role.  Meeting the same people and performing the same tasks endless times will create one of two scenarios: you’ll either slip into a cosy routine and be admired for your consistency, or your happiness will erode and you’ll become horrifically bored. If it’s the latter, leave. It feels right You’ll know. Somewhere in the back of your mind, a little idea or thought will grow. There might be nothing wrong with where you are, and you may have no destination in mind, but a voice will be telling you that there’s something better to work towards, through exploring, travelling, or taking a break. Once it starts growing it is very difficult to ignore â€" the only way to expunge it is to act on it. Have you experienced or are you experiencing these signs? Share it with us in the comments below or tweet us @mscareergirl.

What People Think I Do Meme - Careers

What People Think I Do Meme - Careers Last week or so has seen the popularity of the Careers Memes. Ive put together some of the funny ones I came across. Leave a link if you find more, time for some funny careers stuff! [tabs tab1=Online SEO tab2=Tech. Support tab3=Entrepreneurs  tab4=Journoulists  tab5=Lawyer] [tab id=1][/tab] [tab id=2][/tab] [tab id=3][/tab] [tab id=4][/tab] [tab id=5][/tab] [/tabs] 22

Focus on Resume - Improve Your Resume Now!

Focus on Resume - Improve Your Resume Now!If you are looking for a resume writing course to help you improve your resume, then consider taking a concentration on resume. You can find a large number of professional resume writing courses in almost every city around the country and online.If you are looking for more than just basic resume writing courses, you may want to consider going with career development courses that provide the opportunity to receive real-world hands-on training. It is always good to take an informal career education workshop. This can help you learn about what kind of jobs are available in your area.It is also a good idea to make sure that the curriculum they offer matches up with what you want to do. If you are already in the career field, you may be better off getting a certificate or some other training that is associated with your job. On the other hand, if you want to get a real job, you may not have the time to go through the career development courses tha t are designed to prepare you for jobs.A certificate is not enough to get a real life job that will provide the training and education that you need. In order to get a real job, you may need a Bachelor's degree, which may take many years to complete. When you are ready to get your Bachelor's degree, consider taking a concentration on resume, which can help you focus on what is most important to your future.One of the main focuses of a concentration on resume is to educate you on the basics of resume writing. When you take this type of course, you will learn the importance of the format and formatting that will help you put together a professional resume. You will also be trained on how to structure your resume.When you take a concentration on resume, you will also learn about preparing a resume for a small business or an individual. You will also learn about how to write the information that is in your resume and make it interesting and motivating.Many people believe that you do not need to be involved in any kind of formal career training to gain the information you need from career development programs. Some people may think that this is a waste of time and money because it is not going to get them where they want to go. However, you can often benefit from this type of education in addition to your current education.No matter which type of resume writing course you decide to take, it is important to remember that you are not obligated to take this type of course. If you want to keep doing your current job, you do not have to take this course. This is a great opportunity to get more education and knowledge so that you can get the best job possible.

Should You Take on That New Role

Should You Take on That New Role A client of mine was asked to take on a new role and asked me what he should consider in making the decision. We spend most of our waking hours at work. So when you’re in that fortunate position of deciding whether you should say “yes” to a new role or job offer, it’s important to get it right. In fact, it’s a golden opportunity. But it’s up to you to do the “due diligence” â€" the clear-headed thinking and research to make sure you have the information you need to make the best possible decision. Five Key Areas to Consider To help you do that, here are some questions to ask yourself as you consider the following five key areas: The Day-to-Day Job Your Reporting Line The Value Proposition The History The Fit The Day-to-Day Job Once you get past the initial joy of being wanted (plus an impressive title and pay package, hopefully!), what you will be doing day in, day out matters a great deal. With that in mind, here are some questions worth asking yourself. What will I be doing?Ideally these are things that you enjoy and that make the best use of your talents and build your capabilities. Who will I be interacting with?Your teammates, colleagues and clients play a key role in how much you’ll enjoy what you do. What is the environment like?This includes the physical space(s) you’ll be occupying as well as the cultural norms. Ideally, get a chance to at least walk through the office or areas you’ll be frequenting. See how you feel. Your Reporting Line This is about understanding who will determine your pay and promotion, and also about where you’ll be sitting within what I call the “power structure” of the organization and the industry. Your reporting line and where your role slots into the organization matter. This is what will drive your ability to be recognized for your excellent performance, and ultimately to develop your own clout. Here are some questions to help figure that out. Who will I report to? Do I trust that person? How are they regarded in the organization?You need to “hire” your boss carefully because the only way to “fire” your boss is to quit. Since no boss is perfect, what matters is to figure out whether you are compatible, whether they are trustworthy, and whether they are respected enough in the organization to be effective in advocating for you. Who (else) is sponsoring me?When you go into a new role, it’s important that someone (preferably quite senior and powerful) has an interest in your success and will give you “air cover” or support as you establish yourself. While your boss can and should play that role, there may be someone even more senior in the organization who has been part of the recruiting process and can help as well. It’s always good to have more than one senior person in your corner. How is the area positioned within the organization?Generally, it’s better to be in an area that’s respected internally, and on a positive trajectory whether that’s in size, stature or importance. For example, in one organization, finance may be seen as core to the business while in another it’s a tolerated support function. Just know what you’re getting into and how that affects your ability to deliver on your responsibilities as well as enjoy and feel proud of what you do. To what extent is my function important in the industry or marketplace?For example, are you learning how to do something that is likely to become obsolete in a year or two? Or is there likely to be an ongoing need for what you do? The Value Proposition What do I bring to the table?The extent to which you are using your best strengths and skills â€" the ones you more enjoy using â€" will determine how much you will shine. And it’s not just your strengths and skills that matter. It’s also the energy, enthusiasm, experience and wisdom you may bring. Getting clear on your part of the value proposition and what makes you a great candidate also helps you understand your negotiating leverage. What does the job bring to me?In addition to the day-to-day enjoyment we’ve already talked about, it’s useful to get a complete picture of the positives to you of taking on this role. Consider these criteria, and figure out which matter most to you at this stage of your career: Future career opportunities â€" where might this job lead next? To what extent is it a stepping stone to bigger and better roles? What have others gone on to do? Professional development â€" what skills will I develop? What experiences will I gain? Who will I be learning from and are there people who are likely to mentor and sponsor me? Will I have the degree of challenge I want? Visibility and connections â€" what relationship circles will you gain access to? How does this build your network? Autonomy â€" to what extent will you be able to manage your own time? What degree of flexibility will you have and in which areas? The History It’s useful to understand what’s happened to get you to this position of being considered for this role. Consider this part of the context, and it’s usually important to understand the context you’ll be stepping into. Whose idea was it? If someone is asking you to take on this role, why? And do they have the authority to hire you for the role? What happened to the predecessor? What have they gone on to do? Am I their first choice? If not, does that matter? What was it about the other person that made them a stronger candidate and to what extent might that get in the way of my success? Who would likely do this job if I said no? If the next choice is someone far junior to you, that’s useful information about the role. The Fit Finding a good fit is fundamental to having a successful career. If an organization or group is a poor fit, it will be a struggle just to keep up. Taking a job in an organization or setting that’s a poor fit is like flying into strong headwinds. You’re unlikely to get as far, it will take much longer to get there, and you’ll be burning fuel all along the way. How does this fit with my career goals? How does this fit with my personal and family goals? How does this fit with my values? Does this fit with who I am and what motivates me? Three Closing Thoughts There are three more thoughts that can help as you make your final decision. Consider the opportunity costEvery time we choose to take on one role, there are other opportunities that we have to say “no” to. So the Value Proposition â€" and indeed the entire package â€" has to be worth it not only on an absolute basis, but also relative to your other options. And include your current role as one of those other options. You’ve got to trust your gutOnce you do all this clear headed thinking and assessment, it’s time to step back and ask yourself, “What’s my instinct about this? What’s my gut feeling?” That’s where the analysis (“head”) and our feelings (“heart”) come together to form our most informed instinct (“gut”). Remember that life is shortAnd it’s up to you to put yourself in a position to enjoy what you do as much of the time as possible. I hope these considerations help you make your big decision so that your new role has the best chance of being positive and energizing. One where you can truly shine. And remember, there’s always room for negotiation. Which perhaps will be the topic of a future blog post… Leave a comment below and let me know which of these considerations is most important for you in deciding whether you should take on that new role.

Top 5 reasons to make your startup a great place to work - and how to do it - The Chief Happiness Officer Blog

Top 5 reasons to make your startup a great place to work - and how to do it - The Chief Happiness Officer Blog When I co-founded an IT company back in 1997 we had many dreams, but one overarching ambition: We wanted to make it a happy place to work. Wed tried working for organizations that cared only about sales, billable hours and profits and we were determined to break away from this mentality and make our company a place where people had fun, did great work, constantly learned and developed and had time for their private lives and families. It turned out that we were right on the money. The company became happy and successful and four years later when the dot-boom happened and the companys very survival was threatened, that is what saved us the fact that everyone at the company loved working there and were willing to go extraordinary lengths to save it. Quite simply, happiness at work saved our startup. Why make your startup a great place to work There is a lot of advice floating around for startups: You must find the right location, hire good managers, control your expenses, focus on sales, make a business plan, build a network, get legal help, get insurance, find good investors and much, much more. This is all great advice, but more than anything else, I believe that a startup benefits from one simple decision that many overlook: To make people happy at work. Why? Here are five reasons to make your startup a great place to work. 1: Everything works better in a happy company Studies (and practical experiences) show that people who are happy at work improve the bottom line because they: Are more productive Are more creative and innovative Give customers better service Are more motivated and dedicated Are more positive and optimistic Communicate better Are better at team work Are less stressed Take fewer sick days Sell more All of the above is crucial in any business but even more so in a startup where you really need people to live up to their very best individually and as a team. An established company can easily survive a quarter or two of mediocre performance whereas a startup needs to be functioning pretty much near its peak at all times. 2: Surviving hard times Most startups will face an oh-crap moment (and possibly several), where the whole thing threatens to come down around everyones ears. When funding dries up, investors change their mind, development misses a milestone or the competition beats you to the market, a happy startup with happy, dedicated people is much more likely to pull itself out from that situation. This is exactly what happened to our company. The entire IT market slumped after the dot-boom, and we suddenly found that our bank accounts were overdrawn and half our people were without work. We were in serious trouble. But because our people were so happy at work everybody pulled together and did whatever they could to save the company. Most notably, everybody took a 25% pay cut while we focused on bringing in new customers. It worked! Later that year every single consultant was working again. We were able to not only get our old salaries back, but to do so retroactively, so everybody ended up getting full pay for the whole year. This was possible only because people really liked the company and did their utmost to save it. 3: Pulling all-nighters One of the best and most fun things about a startup is creating extraordinary results together quickly. Though you can get people to pull all-nighters (or just work very hard) for many reasons, including fear, economic necessity or bonuses the very best way to get extraordinary results out of people is to make them happy. When a company genuinely cares about its people they return the favor to everyones benefit. 4: Its easy to make a startup happy Its way easier to build happiness at work into your startup, than it is to introduce it in existing organizations. And if you build happiness, fun, playfulness and camaraderie into the DNA of an organization from its conception then theres a much better chance that it will grow up to be a happy workplace. And the interesting thing is that most startups are happy. In a startup you often find positive people, theres huge amounts of learning going on because everybodys doing everything for the first time, information and decisions are shared because the company is still small and finding its way and so on, all of which makes people happy at work. But while happiness may come by itself in the startup phase, companies that dont actively focus on happiness at work may one day wake up to find that theyve turned into regular, boring, corporate-looking sweatshops. It happens to the best of us, and might play out like this: Three people get together in a garage and do something really cool Theyre having so much fun that it infects people around them who want to join in the fun The product is successful, more people sign on. Theyre in turn infected too The company grows to around 50 people, and someone (the bank, the vcs, etc) manages to convince the founders that they really need more structure They start appointing VPs, making rules, introducing structure fun and openess goes out the window One day they realize that working there is no longer fun is now mostly a struggle to meet the budget and maintain the organization The founders and/or key employees quit in disgust (or disgrace) and go on to found new startup hoping it will be more fun Many startups fall into this trap but the way to avoid it is clear: Build happiness into your organization from the beginning and keep focusing on it. Whenever the company is faced with a major decision, ask yourself: What decision will make us happy at work? 5: Its just nicer to be happy at work Seriously: Youre creating your own business from scratch here. Do you want it to be just another cubicle-infested corporate wasteland or do you want it to be somewhere people can be themselves, have a great time and unfold their full potential? The decision is in your hands and the choices made at the companys birth are crucial. How to make your startup happy Here are five things we did in our startup that made it happy and successful: 1: Hire happy people Dont just hire the best and the brightest; make sure to hire clever people who are also naturally happy. Theyre sure to bring you better performance in the long run. Avoid jerks at all costs, no matter how good they are. Jerks are deadly for a startup. 2: Hire whole people Hire people who have lives, well-rounded individuals who can contribute to your startup in more than one area. The pushy sales person who knows only sales or the OCD geek who only speaks java are not your best bet. Instead, go for people with positive interests outside of work who contribute to their community or to society. 3: Make room for fun Theres a certain amount of pressure involved in running a startup, but dont let that pressure get to you. A relaxed, detached, fun attitude allows people to do their best work. We took the whole company on two 4-day trips every year to develop ourselves and plan the future one in the autumn (typically to London, Rome or another major city), and one skiing trip in winter. Could we afford to close the company for a few days every year? Maybe not. But we knew we couldnt afford not to! 4: Avoid the cult of overwork Remember that more hours spent at work do not always lead to more results. All-nighters can be a lot of fun but dont overdo it. Time away from work increases peoples energy and creativity and is just as crucial for results as time at work. 5: Share ownership Yeah, I know: Sharing the pie means your slice is smaller. True. But if sharing the pie makes the pie bigger, then It may be a choice of owning 100% of a small pie or 75% of a much bigger one. In our company all employees were offered co-ownership after a 6 month trial period and it was definitely worth it. When everyone is an owner, you see every single person taking responsibility for the future success of the company. Start here So thats the argument: Unhappy startups are likely to die a quick death from bickering, infighting, inefficiency and lack of creativity and teamwork. Making your startup a happy place is the best thing you can possibly do for it and will help you attract talent and achieve better results all around. Of course theres a lot more you can do. Look here, here and here. The important thing is to decide to make your startup a happy workplace and to do something about it. And this is where you must begin: Take serious amounts of time in the startup phase to decide what kind of company you want by answering these questions: What will working there be like? How will the company be good for its people? How will you make work fun, especially when youre busy? How will you celebrate your successes? How will the company help people learn and develop? What has previously made you happy at work and how will you create more of that? What do other companies do that makes their people unhappy and how you can avoid that? Because designing your company right is as important as designing your product right! If you liked this post Im pretty sure youll also enjoy these: The Open Source Gold Mine eXtreme Projects Why job descriptions are useless and what to do instead Why secret salaries are a baaaaaad idea The cult of overwork Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related