Wednesday, February 10, 2010

1.: Opportunities for a Helpdesk Manager - Northern NJ

Posted by: "cgs_managing_partner" mszot@cgsonline.com cgs_managing_partner

Tue Feb 9, 2010 6:06 am (PST)

CGS Technology Associates has been a pioneer in providing information technology professional services and solutions to Fortune 500 companies in Telecommunications, Financial Services, and Pharmaceuticals industries. CGS's success is the direct result of extraordinary people and their ability to exceed the expected standards in delivering their services.

CGS Technology Associates is currently looking for experienced Helpdesk Manager for one of our clients in the Life Sciences industry..
The Helpdesk Manager is responsible for the operations of the Helpdesk support staff by managing schedules of staff activities along with tracking incidents and problems that are reported to the helpdesk. Supervises a team of 4-6 support staff who are the first line of communication for users requests needs and takes responsibility for the end-to-end delivery of technical support services and helpdesk functions.

Duties and Responsibilities:
Oversee and supervise Helpdesk Staff (4-6) and establish accountability for staff scheduling, quality handling and resolution of tickets, escalations and morale at multiple locations.
Conduct training of support staff on operational procedures and troubleshooting techniques; Provide end-user training as needed to reduce recurring calls to the helpdesk.
Report staff discipline issues and schedule performance evaluations.
Work closely with other IT groups (Infrastructure, Enterprise Applications, etc.) to proactively identify and resolve issues that affect the end-user experience.
Monitor E-mail, V-mail, and Call center software queues; answer central helpdesk line as needed.
Provide management reports on helpdesk operations and issues regarding the support of Information Technology resources.
Provide technical guidance in activities associated with the identification, prioritization, and resolution of reported problems either by telephone or in person.
Establishes documentation for installation and support procedures.

Requirements:
Bachelor's degree from an accredited college with 3-5+ years of working experience in IT as the lead on a call center with 4+ people dedicated to answering phones and a second group responsible for second level support.
Strong customer service and analytical skills, interacts effectively with internal business groups to provide excellent IT services and solutions.
Excellent verbal and written communication skills are required.
Prior experience in Life Sciences industry a plus.

Technical skills:
Basic understanding of Remedy (or equivalent call center ticket system)
ITIL principles and experience
Experience with Windows 2000, Windows XP, Mac OS 10.x and Microsoft Office is required.
Advanced MS Outlook 97/98/XP/2003 is helpful.
Experience with PDAs and Blackberrys is preferred.
Advanced Windows XP/2003 Background (3-5 years)
Intermediate understanding of computer networks
Advanced PC Desktop/Workstation
Understanding of Active Directory
Advanced HW SW Installation
Intermediate DHCP/DNS Knowledge

How to Apply:
Email your resume in word format to: Jobs@CGSonline.com
In the subject field of your email, please include the position Title from this posting
Please make sure to include your Name, Current Address and Phone number in the email

To view all of CGS's Current Opportunities, please visit our website at: http://www.cgsonline.com

Thank you

CGS Technology Associates
485E US Route 1 South
Iselin, NJ 08830
Email: jobs@cgsonline.com
Web: www.cgsonline.com
Office: 732-750-4141

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

2.: Manager Desktop Support Services - Northern NJ

Posted by: "cgs_managing_partner" mszot@cgsonline.com cgs_managing_partner

Tue Feb 9, 2010 6:11 am (PST)

CGS Technology Associates has been a pioneer in providing information technology professional services and solutions to Fortune 500 companies in Telecommunications, Financial Services, and Pharmaceuticals industries. CGS's success is the direct result of extraordinary people and their ability to exceed the expected standards in delivering their services.

CGS Technology Associates is currently looking for a Manager of Desktop Services for one of our Life Sciences clients.

Responsibilities include:
Design and implement standards, processes and services that facilitate business agility and the efficient use of technology investments
Drive user satisfaction with all IT related services as they are delivered via the Desktop
Provide leadership and guidance for Desktop Security
Establish and socialize desktop standards that are adhered
Review all new desktop technology that is proposed for use within the organization and collaborate with Enterprise Architecture on delivery of standards
Create appropriate metrics to determine the effectiveness of the operation and further judge client/customer satisfaction
Process and resolve Desktop Incidents to ensure rapid 'return to service'
Design and deliver programs, processes and procedures resulting in continuous improvement of desktop and workplace productivity tools
Evolve new technology concepts into innovative solutions to complex architecture and business operations challenges
Maintain and apply current knowledge of technology, keep abreast of new and emerging technologies and determine if/how they can be used to add value to the business
Support and develop a pipeline of the technical expertise that will be required to meet long-term business goals
Communicate the "big picture" to enable others to align plans/priorities with the long-term needs of the company
Drive evolution and adoption of modern automated management and reporting solutions

Basic Qualifications
B.S. degree in a technical discipline such as Information Technology or Computer Science
Minimum 5-7 years experience with Windows Desktop technology including trouble shooting and platform analysis
Minimum 4 years leading and motivating complex teams to achieve on-time completion of projects

Additional Qualifications
Ability to manage staff and projects in multiple locations
Strong working knowledge of Windows Operating Systems, Microsoft Exchange, MS Office Communication Server, and associated Office products
Demonstrated understanding of various Collaboration tools, technologies and associated services
Experience with Desktop Security
Understanding of desktop software distribution technologies in a large enterprise environment such as SMS, SCOM.
Significant experience with all aspects of technology life cycle including planning, acquisition, introduction, operations and retirement
ITIL - Understanding of Change & Release Management and a grounding in Technology Governance (Policy, Standards, Process Development & Outreach)
Ability to create TCO models and determine ROIs when making technology decisions
Strong problem resolution skills and a "can do" approach to getting the job done
Self-starter that demonstrates initiative and ability to work independently with little supervision
Able to quickly learn a broad array of desktop technologies and apply knowledge to real-world problems
Ability to work effectively under aggressive timelines and high pressure situations
Proven ability to identify and remove project obstacles or barriers on behalf of the team
Known to deliver clear understandable instructions and coaching to others within the team
Proven project management and customer service skills with demonstrated planning and organization skills
Excellent written and verbal communications, effective interpersonal skills, and strong formal presentation abilities
Experience in the Life Sciences industry

How to Apply:
Email your resume in word format to: Jobs@CGSonline.com
In the subject field of your email, please include the position Title from this posting
Please make sure to include your Name, Current Address and Phone number in the email

To view all of CGS's Current Opportunities, please visit our website at: http://www.cgsonline.com

Thank you

CGS Technology Associates
485E US Route 1 South
Iselin, NJ 08830
Email: jobs@cgsonline.com
Web: www.cgsonline.com
Office: 732-750-4141

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

3.: Article: Keeping Up With the Current State of Recruiting (Workforce.

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:22 am (PST)

Here Today, Gone Tomorrow: Keeping Up With the Current State of Recruiting

As future trends quickly become today's best practices (or yesterday's
news), the following three areas carry the biggest pain points: technology,
social recruiting and a changing workforce.
By Jamie Minier
URL: http://www.workforce.com/archive/feature/26/56/15/index.php

http://www.workforce.com/images/drp/drp_w.gifhen it comes to talent
acquisition, revising a recruiting strategy can be daunting.

With more recruiting channels than ever before in a quickly changing
landscape, many HR executives are finding it difficult to keep pace. Add
competing priorities that extend beyond talent acquisition and increased
pressure to lower cost and improve quality and time-to-fill, organizations
are finding it increasingly difficult to do on their own.

As future trends quickly become today's best practices (or yesterday's
news), the following three areas carry the biggest pain points:

Technology:
From applicant tracking systems to state-of-the-art sourcing software,
recruitment technology has significantly evolved over the past 10 years,
offering solutions for every part of the process. Today, recruitment
customer relationship management (CRM) tools are gaining noteworthy
attention, as are Web 2.0 tools that help support employment branding and
communication. However, unable to afford costly mistakes, many companies are
forced to think twice before making an investment.

Consider this:

* By integrating into an applicant tracking system, recruitment CRMs
help drive the recruiting life cycle, manage the volume of applicants, and
can provide valuable reporting on the back end to help streamline efforts
for continuous improvement.

* Today's leading CRMs also give you the ability to simultaneously
post on hundreds of job boards and offer overnight search capabilities
through defined criteria for increased efficiency to pinpoint the right
talent.

* A recent Aberdeen report titled "Employer Branding: How to Grow,
Measure and Manage Your Company's Perception" reported that the adoption
rate of Web 2.0 tools that enhance employment brand will increase more than
100 percent in the next year.

Social recruiting:
As Recruitment 2.0 continues to evolve, social media, networking and
micro-blogging are driving the recruiting transformation of the future. With
traffic at the big job boards in decline, best-in-class companies are
shifting their focus to direct outreach and passive recruiting initiatives.
However, considering current trends like job-board aggregators, and tools
such as LinkedIn and Twitter being nonexistent five years ago, it can be a
challenge to determine what's here to stay, what's worth the investment, and
what's gone tomorrow.

To that point:

* Nelson Online recently reported about 60 percent of people on
Twitter end up abandoning the service after a month.

* According to the professional networking platform LinkedIn, the site
receives 1.5 million new members every month, currently totaling more than
40 million.

* A recent AfterCollege survey of 670 college students found that more
than 82 percent of respondents use social networks on a regular basis.

Changing workforce:
At 70 million strong, Gen Y will soon become the largest generation in
the workplace. And, say many researchers, they'll be unlike any generation
that has ever come before. With predictions from the Bureau of Labor
Statistics that the American workforce will drop by 8 percent between 2010
and 2020, it is vital for companies to understand and embrace Gen Y's unique
workforce attitudes and values in order to attract and retain top
performers. With extreme expectations and untraditional demands, many
companies currently struggle between new versus old employee expectations
and management.

Consider this:

* A survey conducted by the Australian Experimental Learning Centre
found that 64 percent of Gen Y employees intend to stay less than two years
with their employer.

* The American dream for Gen Y is time not money; salary is no longer
the biggest bargaining tool.

* According to Gen Y member and speaker Peter Sheahan, most members of
Generation Y will have 25 jobs in their lifetime.

As talent acquisition and recruiting trends evolve, companies are left
with a number of options: stay the course, build it in-house, partner with a
recruitment process outsourcing provider, or some combination of the
preceding.

Regardless of strategy, it's time for companies to view talent
acquisition as a vital strategic solution to overall business plans.
Organizations that do not embrace the changing landscape and simply stay the
course will be at a significant disadvantage.

As the talent acquisition evolution continues, enterprises committed to
understanding and managing these changes will see considerable payoff to
their bottom line, increase their competitive edge and further reinforce
their brand as an employer of choice.

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

4.: Video Resume: Should an Older Job Seeker use it? (InternsOver40)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:22 am (PST)

Monday, February 8, 2010

Video Resume: Should an Older Job Seeker use it?
In a competitive job market, it is extremely important for job seekers to
stand out from the crowd of qualified applicants, which is why many
professionals are turning to video resumes to effectively market themselves
to potential employers. Video resumes are especially helpful for candidates
who can effectively sell themselves on camera, but don't necessarily have
extensive experience to put on a written resume.

Many times, job seekers only get one chance to make a first impression on an
employer. In the past, this impression was in the form of an 8 ½ x 11 sheet
of paper. As video resumes become more mainstream, professionals must
re-think how to effectively portray themselves as an attractive job
candidate on paper and through a video resume. Below are the top ten tips
candidates can use when making a video resume:

1. Keep it short and simple. Video resumes should be one to three minutes in
length and should not exceed five minutes. It should entice employers to
want to interview the candidate without giving too much information. It is
important to stay focused and remember sometimes less is more.

2. Be professional. It is okay to infuse the video resume with personality
and humor, but it is best for the candidate to stay away from outrageous
on-camera antics (such as dancing or playing a sport) that would not be
applicable characteristics for the position of interest.

3. Let your personality shine. Candidates should have an idea of what they
would like to say in their video, but they should try to keep it as natural
as possible and not sound scripted. Professionals should use the video
resume to show off their personality and soft-skills that may not be
tangible on a written resume. Remember to maintain eye contact and to smile
throughout the video.

4. Plan ahead. Think of your video resume as a story. It should have a
beginning, middle and end. Job seekers should remember to introduce
themselves at the beginning of the video and give employers a reason to
continue watching. It is also important to remember to thank the employer
for their time and to reinforce interest in the position at the end of the
video.

5. Dress appropriately. A video resume should be treated like a
preliminarily interview, so it is important to dress professionally and be
aware of the background before taping a video resume. By dressing in casual
attire, it may send the wrong message to potential employers.

6. Honesty is the best policy. The same rules apply in a video resume as a
written resume. Candidates who lie about skills or past employment history
to impress employers will likely experience let downs and job
dissatisfaction in the long run. Lying on a resume is also the fastest way
to become disqualified for a position once the employer discovers false
information.

7. Do a practice run. Candidates should film a few practice runs of their
video resume to make sure they are comfortable in front of the camera. Once
they are confident with their video, they should play it back a few times to
make sure the lighting, background & sound are okay. It can also be helpful
to get feedback from others to make sure nothing was missed. Practice on a
friend!

8. Highlight top qualities. It is important for candidates to highlight
their top qualities and demonstrate how they would bring value to an
organization. Remember to use quantifiable results when possible and
highlight any specific accomplishments or special abilities that relate to
the open position.

9. Watch for wild gestures. It is acceptable for a candidate to use their
hands during a video resume, but they should keep it to a minimum and also
avoid any other gestures that could distract the employer, including tapping
their hands or using slang or filler words repeatedly.

10. End with a call to action. The point of the video resume is to land an
interview in person, so candidates should end with an invitation for the
employer to learn more about them in person.

Once the video resume has been created, job seekers should start developing
a plan to promote their video to potential employers. The first step is to
upload their video resume online and research available sites that offer a
video resume feature, FREE Online
<http://internsover40.4jobs.com/SAMPLE-CAREER-PORTFOLIO-RES> Career
Portfolio. A video resume can also be distributed to networking contacts and
should be included when applying for future positions.

URL:
http://internsover40.blogspot.com/2010/02/video-resume-should-older-job-seek
er.html?utm_source=feedburner
<http://internsover40.blogspot.com/2010/02/video-resume-should-older-job-see
ker.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+Interns
Over40+%28Interns+Over+40%29>
&utm_medium=email&utm_campaign=Feed%3A+InternsOver40+%28Interns+Over+40%29

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

5.: Article: How to Stay Positive in a Bad Job Market (AssociatedContent

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:24 am (PST)

How to Stay Positive in a Bad Job Market

Things Have Been Tough, but There Are so Many Positive Things You Want to
Accomplish!

By Adam Schenck

URL:
http://www.associatedcontent.com/article/2660027/how_to_stay_positive_in_a_b
ad_job_market.html?cat=31

In a pessimistic environment, a positive outlook is a valuable commodity.

Are you looking for a job or for new ways to make income? It's really a bear
out there; one needn't look far to see the challenges of the Great
Recession: jobless friends, a dour media, not to mention you, the under- or
unhappily-employed. Trillions of dollars simply disappeared from the world
economy, and it's likely that you've felt the effect on your own pocketbook.

On a personal level, I am job-searching myself right now, not because I
don't make enough money to support myself, but because I have multiple
part-time jobs, none of which provide me with health insurance. With the US
heading toward 50 million people without health insurance, I'm one of many.
But the job search is really hard! One needs to be honest without looking
through rose-colored glasses. I've made a list of strategies that are useful
for keeping a positive outlook while job-searching in a bad economy:

1) Avoid negative media reports. Control the "company" you keep. Over the
last year-plus, the news media -- internet, radio, TV, print -- have made
the economy the top story, and who can blame them? People are struggling,
whether that means being out of work or underemployed. The facts can be
overwhelming. But if a fact is contagiously negative, don't deny the fact,
just don't keep company with it! I find this an effective way to avoid a
pessimistic attitude. Instead of listening to the negative news, I keep
company with books and media that have universal insights independent of the
current economy.

2) Commiserate with people like you, or who may even be worse off than you.
This strategy seems to contradict the first one, which is to keep good
company. Usually, our culture blames the victim for their unfortunate
status, but believe me, in this economy, there are a lot of hyper-talented
people frustrated with unemployment or underemployment. Won't their
pessimism or struggles contaminate the positive energy you are trying to
build?

My experience is just the opposite. I have been feeling pretty frustrated
with my own job search, and my goal is a full-time job with a health
insurance benefit. But a few nights ago I went and had dinner with three
people who are living in the same house -- all of them unemployed! My own
frustrations suddenly appeared selfish. While I have three jobs, albeit
three part-time jobs, here were three people with more experience and
qualifications than myself who have no work. I came to realize that my
current situation is not so bad, and also that my goal is actually quite
reachable. I just need to network and catch a break!

3) Remember: You're the one who will get hired as long as you can
demonstrate that you bring value to an organization. How many rejections can
you take? Some people can't take any, so they never try. They accomplish
nothing, but they don't fail. If you can take one rejection, you can take
ten, and then a hundred, even a thousand. You can be fearless in the face of
infinite rejection.

Kobe Bryant is one of my favorite athletes, although he's not as well-liked
as some other sports celebrities. But within his profession of NBA
basketball, he is the most respected player because of his willingness to
take the final shot of the game. But how many final shots has he missed?
Many. But when he takes that final shot, does he worry that he's going to
miss? No, he's fearless. Kobe could miss a thousand times and still believe
the final shot will go in. Kobe's LA Lakers were blown out by the Boston
Celtics in the 2008 Finals. But where was Kobe the very next year? His team
won the championship -- moving from rejection to success was as simple as
keeping at it.

4) Do the task at hand. Another metaphor is, "Tend your garden." People are
attracted to optimism, especially in an environment of pessimism. One cliche
you've probably heard is, "Do what you love and success will follow." Well,
that's not a very complete way of putting it. A better way to put it might
be this: Focus on what you contribute and how you create value, and the end
result will present itself. This cliche I find very true: We all get what we
seek in this world. In a bad economy, a positive outlook is itself a
sought-after commodity. A pessimist taints his or her contribution or may
not contribute at all, or even take away from others. The world needs
positive people who create value so much that it's only a matter of time
until you reach your goal.

5) Get out of the house. Turn off the TV. Stop staring at the computer
screen. Get regular exercise. Seek out new people and experiences. I think
of negativity as a cloud. If you're stuck in the fog, what does it take to
get out? Well, take a walk and be patient, and the fog will disappear. It's
not enough to notice negative thought processes -- one must take action to
get rid of negative thinking!

These are the strategies that I use to stay positive in a bad job market.
One of the most encouraging things I have read is this: Imagine that our
economy has 10% unemployment. That means that 90% of people are employed.
10% is a lot of people to be unemployed, but 90% is a much larger number,
and those 90% of people include people unhappy in their jobs and people that
may retire or get sick or die suddenly. How many of the 90% could you make a
bigger contribution than, with your positive attitude and value-creation?
It's not the economy that's holding you back, it's your own unwillingness to
keep your mind flexible and your outlook positive.

_____

2010 C Associated Content, All rights reserved.

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

6.: Article: Is Your "About" Page Real, or Just Real Phoney? (The HR Cap

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:25 am (PST)

Is Your "About" Page Real, or Just Real Phoney?

About pages - they're everywhere these days. Whether you have a bio on your
company's site, you own your own business and have to tell people who you
are, or simply have a bio via twitter, Facebook or LinkedIn, you've got
choices to make regarding how you position yourself.

<http://www.careercapitalist.com/.a/6a00d8345275cf69e20120a870ef04970b-popup
> About-me-2Are you an expert, a working (wo)man, or something in between?
Remember - if you leave bio tools blank, you're still making a choice -
you're telling the world that you're afraid to take a stand. If I see that
as someone who hires a lot, that's OK, I just think you're a nice compliant
sort- but I probably have zero expectation that you're going to come in and
WOW me if you're not brave enough to position yourself via something as
static and available as an "about" page on LinkedIn. Job history only on
LinkedIn? Cool. I'll be back when I need a safe choice.

Why is the "About" page on my mind? Because Jason Seiden brutally hacked
some poor unsuspecting company that clearly didn't get it. More
<http://jasonseiden.com/this-is-bs-personal-branding-too-far/> from
JasonSeiden.com:

"What happens when personal branding goes too far? When it leaves others
(aka "me") with the impression that you think you're MORE THAN AWESOME;
YOU'RE A PIVOTAL PLAYER ON THE MOST PHENOMENAL, BESTEST, MOST PERFECTEST
TEAM EVER CONCEIVED IN SOMEONE'S WHOLE BRAIN.

EVER. That's how I felt when I read <http://brillstreet.com/leadership>
Brill Street's About Us page-I got that, "Yep, they're the best. just ask
them!" feeling inside.

And there's their wunderkind Talent Manager, who makes me want to hang it
all up and go fetal in the corner. Armed with a Bachelor's in cognitive
science, she "thoroughly understands the mind" and "has become an expert in
the areas of Talent Acquisition, Career Coaching and Organizational
Development." Wow. If there's one thing I've learned after 6 years of
studying management at the world's foremost business institutions, nearly 2
decades in and around entrepreneurs, executives, managers, recruiters,
coaches, and OD professionals, and hours upon hours reading papers by
<http://www.wjh.harvard.edu/%7Ejgreene/> guys like this and meeting
<http://www.twitter.com/ewmonster> guys like that, it's that I could never
master all three of those areas in my entire lifetime, even if I tried."

When I first read Jason's post, I have to admit, I thought it was a little
mean. Then it grew on me, and I learned from what he shared and basically
decided you have three choices when it comes to an "About" page and how you
position yourself:

1. Go with the Brill Street approach. Say you're the expert even if you're
not or at the risk of seeming plastic to the world around you. LOTS of
companies and people doing this.

2. Tell the world who you are. Tell the world who you are not. Be
confident in the fact that by not trying to be all things to all people,
you'll be more attractive to the people who are really looking for what you
have to offer. This is similar to the Seth Godin "tribes" approach, and
it's clearly the authentic way to go.

3. Be scared. You think the Brill Street approach sucks, but you just don't
have the moxie required to tell the world who you are/aren't.

I've got news for you. #2 is the only way to go. It builds trust and
authenticity, but it requires you to tell the world what you think sucks.
Take a stand. People like it and the people who don't won't be nearly as
active in being critical as you think they will be. I reworked my LinkedIn
bio and <http://www.linkedin.com/in/krisdunn> came up with this:

"Who am I? That's an easy question - I'm a VP of HR type who has led HR
practices in Fortune 500s and venture capital-held startups. I work for a
living, and believe if you aren't an active recruiter/talent agent as an HR
pro (regardless of title or position), you're overhead. I cringe when peer
HR types act like administration is job #1 and allow it to dominate their
professional identities. I cringe again if they make no attempt to be an
active recruiter.

BOOM! If you like that description, you'll like me. It's that simple.

I'm also among the most transparent HR pros you can find, and here's why. I
care so much about the art of HR that I've started two blogs
(www.hrcapitalist.com and www.fistfuloftalent.com) with the goal of building
a community I could learn from. I've been putting my thoughts down every
business day for 3 years.

That means what you see is what you get. I can't hide, and if I ever pulled
the blogs down, Google would probably haunt me forever anyway."

Let me know what you think, because there's no such thing as a perfect
"About" page. There's only Brill Street pages and blank pages.

URL:
http://www.hrcapitalist.com/2010/02/is-your-about-page-real-or-just-real-pho
ney.html?utm_source=feedburner
<http://www.hrcapitalist.com/2010/02/is-your-about-page-real-or-just-real-ph
oney.html?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+hrcapit
alist+%28The+HR+Capitalist%29>
&utm_medium=feed&utm_campaign=Feed%3A+hrcapitalist+%28The+HR+Capitalist%29

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

7.: Article: Recipe for Success With the Hidden Job Market (breakthrough

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:26 am (PST)

Recipe for Success With the Hidden Job Market

Introduction
The Hidden Job Market is a phrase representing the 70% of all jobs that are
unadvertised. Advertised positions comprise the remaining 30%. The percent
of unadvertised opportunities has been steadily increasing because companies
are finding ways of filling their staffing needs without having to formally
announce positions and spend money on advertising. Social media strategies
have become a chief recruiting tool so people seeking opportunities can do
quite well if they understand how to navigate this terrain.

What is a Workable Method?
My definition of a workable method for accomplishing a goal is that it works
most of the time. If a method works less than 25% of the time, or, if it
takes a very long time to produce the intended result, it is NOT a workable
method.

The traditional job search model, i.e. resume, cover letter, blanketing
companies with your information and hoping you will generating interest,
going on interviews hoping to get a second one, etc. is a model that works
too infrequently to be a workable method. Most people know this but they
cling to it anyway because they simply do not have an alternative. Now, you
do. People also cling to outdated methods because they are terrified of
admitting they don't have a real answer or solution.

In the steps below, you will learn a real, workable method for locating,
creating and solidifying a large variety of profitable opportunities. Some
of these may turn out to be traditional salaried employment and others may
take different forms such as consulting, independent contract work,
projects, partnerships, paid internships, freelance opportunities, etc. The
bottom line is that they all have one thing in common-putting cash in your
bank account.

Utilizing a Systems Solution
By embracing and applying the steps below, you will also transform how you
think about yourself, your value in the marketplace, your communication and
relationship skills and your level of confidence. You will no longer be at
the effect of economic conditions.

This is an example of a systems solution where all aspects of a situation
are carefully considered rather than using Band-Aids which aim to solve a
large problem with a superficial, one dimensional solution.

I recommend that you print the 10 steps for achieving success in the Hidden
Job Market below, and use it as checklist as you progress through your
job/career transition process. If you would like some assistance in
completing these steps, we're available to help. Just send us an email to
support@breakthroughcoaching.cc CLOAKING and we'll respond promptly.

10 steps for achieving success in the Hidden Job Market

Step 1: Give Up the Job Seeker Label
Declare yourself to no longer be a job seeker and stop telling people you
are looking for a job. This is perhaps the most difficult step, but it is
the most important.

There may be a temporary vacuum caused by not knowing how to think and speak
of yourself but not to worry, this gap will be replaced very quickly with a
new, refreshing and empowering sense of professional identity, one that
restores a sense of clarity, dignity and sense of personal power to your
professional life.

Step 2: Adopt a New Empowering Identity
Declare yourself to be a problem solver, solution provider, fulfiller of
unmet needs, consultant, advisor or mentor, whichever name appeals most to
you. Choose a name you really like and one that you can identify with
easily.

If you cannot think of a good name, brainstorm with your friends or coach if
you have one but most importantly stop talking about getting a job and being
hired unless you like having doors slammed in your face.

Labels are a form of branding or positioning which either open doors or
close them. The employee label is a diminishing, self limiting label that
often results in giving your power away. This is ultimately damaging to your
self esteem and self respect.

If you feel you must continue to use this job seeker label, get yourself a
hat (a baseball cap) and place the label "employee" on it. Then on a second
hat place the label "The Real Me". Then, when you are functioning in the
capacity of job seeker, wear the employee hat and at other times wear the
hat "The Real Me".

To make this exercise really powerful, confine your actions with each hat to
behaviors that are consistent with that label. Now notice the feelings you
have when wearing each of your hats.

Step 3: Get to Know the New You
You will need to spend some time getting to know the new you, the person
associated with the Real Me Hat. With support, you will find this to be a
fun, exhilarating and immensely validating adventure.

Your challenge is primarily in letting go of old outdated notions and
beliefs that no longer serve you and which are simply no longer effective in
the marketplace. The world has changed. It is time to wake up.

See my article Winning in a World Without Jobs at http://bit.ly/tYShB if you
are new to these changes or need a refresher. Acknowledging the truth about
this to yourself may be difficult in light of the fact that so many advisors
continue to tell you to revise your resume yet again and to do more
networking.

Note: Networking is meaningless term unless you understand precisely what it
means and have the tools and skills to bring about the end result. Without
having all the tools, you are likely to get yourself more frustrated. The
chain is only as strong as the weakest link.

Step 4: Translate Your Accomplishments into Solutions and Value
Most people are aware of their accomplishments but are often unclear on how
their skills, talents and experiences translate into solutions and value to
organizations. Since it is critical for you become clear and articulate
about your unique value, it will be important to extract your special
problem solving abilities from your accomplishments.

The easiest way to do this is to start with one recent and important
accomplishment. Go back in time to just before your accomplishment happened
and take a visual snapshot in your mind of the state of affairs in the
organization or environment in which you were working. Then ask yourself
this key question: what were the chief problems or needs that existed? Write
them down.

Now fast forward to right after you completed your accomplishment and once
again, take a snapshot of the situation and environment. Ask yourself these
questions and write down your answers.

. What changed from one picture to the next?

. How did the change occur?

. Utilizing a problem-solution framework, what were the solutions
that made the critical difference?

. What previously unmet needs got fulfilled?

. How did you personally create and implement these solutions?

Instead of focusing on your talents and skills that you usually take for
granted, focus instead on the value that you brought to the situation. Now
continue this process with your remaining accomplishments. When you have
done this exercise with all of them, take a step back and look for the
dominant pattern of solutions and value that you repeatedly bring to each
situation. If you look closely, you will find this pattern. This will then
become the focal point in your letter of introduction in step 6 below.

Step 5: Stop Using a Resume
A resume is a fundamentally limiting tool because it promotes the label of
you as a job seeker. The resume is also an ineffective marketing tool
because the intrinsic expectations and formal rules of resumes prevent you
from selling yourself on paper in a compelling and effective manner.
Professional resume writers may disagree but their "improvements" are still
limited to a defined context.

If you decide to actively pursue the 30% of advertised positions, use a
functional resume only and keep a chronological work history separate from
this document. Only provide your chronological work history if requested in
an interview but otherwise do not even speak about it. Why?

Chronological resumes are NOT effective marketing tools no matter how well
they are written. They will also tend to pigeon-hole you into a stifling
corporate mindset. A good example is the familiar gap in your resume, used
by interviewers all the time to disqualify you.

Do you really want to play this game? Do you insist on punishing yourself in
this manner? Here is a good response to the question "what were you doing
between job A and Job B?"; "I was living my life, how about you?"

Step 6: Develop and Use a Letter of Introduction
In the place of a resume you will learn to use an amazingly powerful
document called The Letter of Introduction. The advantages and uses of this
tool are vast. The longer you use it, the more you will marvel at its many
applications and level of effectiveness.

Even the act of writing this letter is transformational because it opens the
door to a freely expressive channel in you which allows you to convey who
you are, the greatest value you have to offer and what you are seeking.

The letter of introduction works equally well as an prelude to a serious
business conversation and a networking interaction which can put you in
touch with key people very quickly. You may want to have a few versions of
your letter for different purposes. Learning to write and utilize a letter
of introduction begins to awaken you to the world of effective marketing,
something significantly absent in most job seekers.

The Letter of Introduction has several main components which are as follows:

. Opening paragraph to establish rapport and your reason for writing

. A Second paragraph honing in quickly and powerfully on your major
value to organizations

. A short bulleted list of examples where you implemented solutions
validating your assertion

. A Third paragraph briefly summarizing the most ideal projects for
you.

. Final paragraph expressing why a phone conversation would be
beneficial to both of you. This is virtually always the intended outcome of
the letter.

. Important: Never use the words job, employment, interview, getting
hired or salary anywhere in your letter!

In our Breakthrough Coaching programs, you will acquire in depth tools and
support for writing and utilizing your letter of introduction. To schedule
your complimentary consultation, send us an email to
support@breakthroughcoaching.cc CLOAKING with some good times in your
schedule to chat.

Step 7: Use Social Media Strategies to Identify Matching Problems and Needs
Once you know your specialty as far as solving problems and satisfying
needs, your next step is to use all online and offline resources to identify
potential sources of these needs. A good way to start this process is by
asking a series of marketing questions that will allow you to effectively
hone in on your target market and speed up the process of locating key
people that match your profile. Here are some sample questions to get you
started:

. What is your major targeted industry?

. What is your ideal company or organization?

. What are the primary problems or needs you have identified to be
your greatest strengths?

. What are the people within organizations most likely to have
direct involvement with these needs or problems?

Once you have answered these questions you can then start your search and
sorting process. You will want to concentrate on LinkedIn and Twitter to
establish connections but another great resource will be industry specific
networks and contacts.

Step 8: Begin Conversations With People Matching Your Profile
As soon as you locate people who appear to be connected to your target
market or industry, it is important to be proactive, to reach out and make
contact. If you have some inkling that a person has a need you can address,
it is best to make contact right away but be sure to establish rapport and
make a connection before diving into the specifics of the situation.

The art of relationship building and relationship based selling is one of
our most powerful courses at Breakthrough Coaching. To learn about it, send
us an email at support@breakthroughcoaching.cc CLOAKING .

You will also find that you can share your goal and directly ask people for
referrals to people and organizations that match your profile. Sending them
your letter of introduction is usually ideal at this juncture especially if
they give any indication of interest or receptivity.

Be sure you have a clear plan on how you are going to present yourself and
the best way to interact with new contacts. You can work out these details
with your coach if you have one and if not, you can do some role plays with
friends or family. The aim is to get comfortable and confident with your
approach and get it refined to the point where you can carry the
conversation forward to completing a deal if appropriate.

Step 9: Complete Profitable Agreements With Best Organization(s)
Once you have started a conversation and identified the need or problem
which matches your area(s) of expertise, you are ready to move into
negotiation and make something happen.

This can be a very quick and straightforward process when you have really
clicked and have what the person needs. In other situations it may take
several meetings to complete the deal.

Either way, you will want to be clear on the entire conversation and sales
process and also clear on how you will take the person through the important
steps. This is a stage where having a buddy or a coach for brainstorming is
important. Role playing is the perfect tool for gaining clarity, skill and
confidence in presenting yourself.

At Breakthrough Coaching, supporting people with mastering their sales
process is our forte. Just email us at support@breakthroughcoaching.cc
CLOAKING and we'll get back to you asap.

Step 10: Utilize an Effective Learning, Coaching System to Ensure and
Accelerate Your Success
If you feel able and confident completing all these steps on your own,
great. Go for it! On the other hand, if you would like some assistance,
we're available to help you.

The ideal starting point is our no cost phone consultation in which we will
assess your personal situation and then devise a complete plan of action
tailored to your personal needs. Just send an email to
support@breakthroughcoaching.cc CLOAKING including times you're available to
chat by phone and a brief description of your situation. We'll get back to
you asap with a good time to schedule.

Keep in mind that most significant growth and learning in life takes place
in the context of supportive relationships. No matter what your
circumstances may be, working in partnership with others will have profound
impact and value.

If your tendency until now has been to operate as the lone ranger, it is
time to reach out and connect with others. Our Breakthrough Alliance page on
facebook is a community of people supporting one another. Check out our page
and join us at http://bit.ly/7XzkE.

All the articles and blog entries on our website, breakthroughcoaching.cc
will prove very useful too. Just go to breakthroughcoaching.cc and click on
the article link located on the main menu.

Feedback, Comments and Questions
I hope that these steps have been helpful to you. Please send your feedback,
comments and questions to howard@breakthroughcoaching.cc CLOAKING .. This
allows me to continue refining the materials so it helps more people!

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

8.: Social Media

Posted by: "YvonneH" yhanna32@yahoo.com yhanna32

Tue Feb 9, 2010 10:01 am (PST)

IN LESS THAN 15 MINUTES A DAY,

YOU COULD BE USING LinkedIn LIKE A PRO!

Is your LinkedIn profile REALLY working for you?...Are you one of the many LinkedIn users who still isn't sure if it is time well spent?

DON'T GET FRUSTRATED! Attend this seminar to learn how to use LinkedIn to grow your business, position yourself as an expert in your field and stay connected with your digital relationships as well as your real life contacts!

Join the Meadowlands Regional Chamber for a Lunch seminar featuring Marc Ensign of Sound-N-Vision

Thursday, February 25th

12:00pm - 2:00pm

$20 Members $30 Non-Members

Courtyard By Marriott Lyndhurst

1 Polito Avenue

Lyndhurst, NJ 07071

Expect To Learn:

· How to make an impact with your online profile.

· LinkedIn etiquette – don't be "that guy!"

· How to bridge the gap between your online and offline networking.

· How to get your company in the game.

· …and much more!

http://meadowlandsnjcoc.weblinkconnect.com/cwt/External/WCPages/WCEvents/EventDetail.aspx?EventID=476

Phone:
201-896-6666

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

9.: Article: Time to Revamp Your Resume With Results (eWeek)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 11:14 am (PST)

Sunday, January 24, 2010 1:34 PM/EST

Time to Revamp Your Resume With Results

In tougher economic times where competition for full time work with benefits
is fierce, how do you stand out from a crowded pack of IT workers? For
starters, you need a resume that speaks results, say resume writing experts.

It's not enough anymore to simply rest on your skills and experience, you
need to put some serious thought in to how your resume will be read by its
audience (who are sometimes non-technical)--an audience that wants to
understand what impact you had with your skills and experience on business
results, and wants to understand it quickly.

Start by sitting down with a blank sheet of paper or word processing
software and answer, in as much detail, the following three questions (which
have come from career
<http://cuberules.com/2010/01/07/the-3-questions-to-ask-when-writing-your-re
sume/> expert Scot Herrick at Cuberules.com):

* How did I make money for my employer?
* How did I save money for my employer?
* Did I make a process more efficient to help productivity?

Not sure if you save any money for your company? Herrick puts it in context:

Not every employee can do work that generates revenue for their company. But
every employee can work on ways to reduce the costs of doing business for
the department and help the department stay on or beat their budget.

The value of cost savings is that the dollars drop directly to the bottom
line (which is why companies, unfortunately, like laying people off because
it drops straight to profitability...). So cost savings can actually be more
important than increased revenue, especially in the Great Recession.

Answering these questions means thinking a little bit more like a financial
analyst. Your resume should highlight your strengths, and should depict
specific situations that had a cause and effect. The golden rule, say career
and resume writing experts, is that every bullet point under your job titles
should have a resulting impact, as in, this process was broken, I fixed it,
and it resulted in "X" amount of productivity or revenue or cost savings.

This could mean doing some research on your company's financial statements,
annual reports and your own performance reviews to pull out specific things
to add to your resume.

URL:
http://blogs.eweek.com/careers/content001/hiring/time_to_revamp_your_resume_
with_results.html

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

10.: Article: How do I go about looking for a new job after being fired/t

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 12:43 pm (PST)

Tuesday, February 9, 2010

How do I go about looking for a new job after being
fired/terminated/downsized

Let me first state that the chances are quite good that at least once in
your life you are going to be dismissed from your employer, no matter how
well you perform or how nice a person you are... companies go through
cycles, and every few years (especially in a weak economy) they reduce their
workforce. I know that my comments don't help take much of the sting from
their actions, but my point is that you can't sit around being discouraged
-- you need to use the time to evaluate your career and get back into the
job market.

I suggest you take the time you've been given for a career tune-up:

1. Decide on a career path or change. Take the time to decide whether
it's time for a career change or simply a job change.

2. Tune up that resume. If you haven't kept your resume current, now is
the time to spend some critical time getting it in shape.

3. Resolve whether you are staying or relocating. It's the perfect
opportunity to evaluate where you want to work and live.

4. Network, network, network. It can't be said enough.networking is the
best way to find a new job, and even though it may be difficult facing your
network after being fired, you have to do it. Learn more about networking
<http://thecareerguide.blogspot.com/search/label/Career%20Networking> .

5. Revisit your references. Besides keeping your references informed
that you are back in the job market, it's also a good time to evaluate your
reference list.

6. Be prepared to work. Okay, I acknowledge it's a cliche, but looking
for a new job is hard work - and you better be prepared to put in the hours
necessary to line up a few new job offers.

7. Face the tough question. Why were you dismissed? Word gets around. At
least be prepared to answer why you left your previous job.. and never, ever
blame a former supervisor or employer -- and don't make excuses.

8. Be prepared for rejection. It's natural to be a little sensitive
during these times, but you need to develop a thick skin and deal with the
degree of rejection that occurs in any job search. Keep looking forward.

by <http://www.quintcareers.com/career_doctor_cures/fired_downsized.html>
Randall S. Hansen, Ph.D.

Real Bonanza of over 20,000 free Computer Tips n Tricks that will rock your
PC. For natural smile of your computer. visit .
http://www.ComputerTipsnTricks.com <http://www.computertipsntricks.com/>

url:
http://thecareerguide.blogspot.com/2010/02/how-do-i-go-about-looking-for-new
-job.html

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

11.: JOB: Business Analyst needed in NJ or CT - 6+ months contract (Linke

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 12:44 pm (PST)

Business Analyst needed in NJ or CT - 6+ months contract

email cv to sbabul@pioneerdata.com

Location: Morris Plains, NJ OR Groton, CT - please specify which location
would be your preference to work at.

Duration: 6+ months contract

Project Description and Scope

This project will integrate and align core monitoring tools (infrastructure,
middle tier and applications) and processes. Aspects of the project include
1. Scale environments

2. Deploy integrated solution
3. Monitor applications, infrastructure and middle tier environment
4. Retire legacy monitoring solutions
5. Integrate legacy sites into the integrated monitoring solution
6. Align operational processes against integrated toolset

Resource Requirement:

Business Analyst (1)

Position Overview - The Business Analyst (BA) will support the company's
Enterprise Life Cycle (ELC) process and documentation. The BA will deliver
documents and artifacts as required by the ELC and project plan for the
integration project. The BA will work with the core project team, project
manager, program lead, stakeholders, and vendors to drive and document:
- requirements

- user acceptance

- test planning

- use case development

- process and activity flows

- requirements traceability

- project support and analysis

o Responsibilities

- Documents and analyzes required information and data for integration
project

- Leads/participates in requirements meetings and working sessions with
vendors and project team

- Analyzes operational work process and policy documents against project
integration requirements and ITIL v3

- Prepares requirements, specifications, use cases, metrics, business
processes and activity flows/diagrams, and recommendations

- Understands technical design specifications and may define test conditions

- Develops accurate and complete test plans and may participate in actual
testing activities

- Coordinates and supports resources responsible for conducting user
acceptance testing to ensure documentation of test results

- Assists in enforcement of project deadlines and schedules

- Good analytical skills with the ability to communicate effectively, both
orally and in writing

- Works effectively with project team, stakeholders, and vendors

- Prioritizes multiple tasks effectively

- Assists project manager executing project plans and may act on his/her
behalf

o Deliverables

- Stakeholder Analysis

- Requirements Elicitation Interviews

- Business & Functional Requirements Specifications

- Business Process Flows

- Use Cases

- Process and Activity Diagrams/Documentation

- Data Dictionary

- Requirements Traceability Matrix

- User Acceptance Training

- As needed project support, analysis, documentation

o Training and Education

- BS in Business Administration, Computer Science or Systems Engineering

- ITIL v3 certification is a plus

- BA certification is a plus

o Experience

- 8+ years experience as a Business Analyst

- 4+ years experience leading/participating in large projects ($1M+)

- Experience with MS Office, SharePoint, Visio

- Prior experience in implementing a global infrastructure monitoring
process preferred

- Experience with HP Business Availability Center, EMC Smarts/Ionix, CA
eHealth is a plus

URL: http://www.linkedin.com/groupAnswers?viewQuestionAndAnswers=
<http://www.linkedin.com/groupAnswers?viewQuestionAndAnswers=&discussionID=1
3622460&gid=29008&trk=EML_anet_qa_ttle-dnhOon0JumNFomgJt7dBpSBA>
&discussionID=13622460&gid=29008&trk=EML_anet_qa_ttle-dnhOon0JumNFomgJt7dBpS
BA

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

12.: Article: RESUMES - They Make You or Break You (Find The Perfect Job)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 3:51 pm (PST)

RESUMES - They Make You or Break You

Brochures are created so that those who are considering buying a product - a
hot tub, a car, a dishwasher - can collect them, study them, and see which
products they want to examine more closely. In other words, they're used to
provide comparisons and to narrow down the search prior to purchasing.

Your resume functions in exactly the same way. You're selling a product, and
the product is you. Since your resume is your brochure, it vastly affects
the number of responses you receive in the same way that a product's
brochure affects the interest of people contemplating buying that product.

What do you look for in a brochure to help you decide if you want to look
closer at that model or make? The layout of the brochure. If it's visually
inviting to read. How easy it is to locate the information you want.
Features. Benefits. Details. Attributes unique to that model or style. Yet
the majority of job seekers' resumes lack that, providing only generic
information instead. In a car brochure, it's the difference between "0 to 60
in 3.5 seconds with smooth acceleration to180" and "Drives fast."

Like brochures, books, and people, a resume is first judged visually. When
the layout is poor, the font is tiny, it's difficult to discern one job from
another or locate specific information, a resume is rarely given a second
glance.

It's human nature to default to no. When someone is faced with a stack, or
an email inbox full of resumes, the objective is to narrow it down. The
result is the person screens out, rather than in. In other words, they're
looking for reasons to disqualify you. Your resume with a poor layout maybe
be read briefly, but only half heartedly, because the reader is already
biased against you since your resume is hard to read. They'll look at it
because they feel they should, but unless they see something outstanding,
they've already made a decision.

The objective of your resume is to eliminate questions, eliminate confusion,
and eliminate the reader having to think. It's to facilitate the absorption
of information and the understanding of your unique accomplishments, easily
and quickly. The failure of over 90% of resumes to be able to do this is why
so many people have spectacularly low response rates. In fact, even most
good response rates could still be increased.

Let's start with the basic layout and components. The Objective, which used
to be the leadoff paragraph, is dead. You'll benefit much more by a Profile
or Summary that provides information about both your skills and your
personality traits. It's also helpful to have a bulleted list in columns of
your specific skills such as: P & L Responsibility or Offshore/Domestic
BPOs, and this list is an ideal place for keywords.

In the body of your Profile, stay away from trite phrases such as "proven
ability," "results-oriented," "strong work ethic," and "team player."
Instead, focus your individuality. Rather than borrow phrases from some
other resume, list your skills and traits on a blank piece of paper. Start
with that. Keep the paragraph to about six or seven lines maximum, because
more than that is too dense of a text block and is visually uninviting.

Next is your experience. Make use of different font sizes and attributes to
help differentiate the company from your title. Done properly, the reader's
eye picks up the differences, and the information is transmitted to the
brain, enabling the reader to understand instinctively what he's looking at
simply by the formatting and its repetition from company to company

Remembering that you want your resume to eliminate questions and provide
information, for each job, give a short description of the company.
Providing brief information about the size of the company, what it does, and
who its market is allows the hiring company to place your experience in
relation to what they're looking for. Doing this also helps the hiring
company to track the progression of your career in conjunction with your
title and responsibilities.

The most critical part of your resume, however, is your bulleted
accomplishments, because the point of a resume is to show your uniqueness
and provide a strong picture of not only what you can do, but how well you
do it. And here is where 98% of all resumes fail, because instead, they list
responsibilities.

The confusion between an accomplishment and a responsibility is the
difference between generating excitement and making a bland statement. It's
the difference between being invited in for an interview..and getting no
response at all.

A responsibility is part of your job description, and is the same for the
person who held the job before you, and will be the same for the person who
replaces you. All over the world, what you do is also being done by
thousands of other people in thousands of other companies. And yet,
everyone will perform that function differently, contributing in different
ways and producing different outcomes.

An accomplishment, therefore, is what differentiates you from those
thousands of others. It's a results-oriented statement that shows the
benefit of hiring you by showing what you can do. It says, "I know what
you want done. I've done that successfully for my previous company;
therefore, I can do it successfully for you. When you hire me, you aren't
risking an unknown. You're hiring someone who has a done that aspect of the
job and done it well."

Compare these two:

* "Managed construction of 2 luxury hotels in Tri-City Metro area,
each 12 stories." - This doesn't say if the hotels went up on schedule or if
the projects came in under budget. It doesn't say if you took them from site
work up, or if the person handling them was fired and you were promoted,
successfully rescuing the project.

The same bullet, reworked from a responsibility to an accomplishment:

* Rescued $245m project in Tri-City Metro area; 2 luxury hotels each
12 stories, brought project in on time and under budget.

The first one elicits a "So what?" response. The second one says you're
someone worth talking to.

Interviewers want answers, not questions. Since the responsibility statement
doesn't indicate how well you performed your job, it's easier not to invite
you in for an interview. Interviewers assume you don't have anything to say,
because you didn't say it. They don't care that perhaps you didn't know how
to say it. If your resume doesn't sell you, it's not their problem. It's
yours.

The second most common problem is length. Keeping a resume to one page is a
myth that needs to be debunked. A one-page resume often means a tiny font
and squishing the contents onto the page, which makes it visually
unappealing. It also often means sacrificing valuable information. The only
person who should have a one-page resume is someone recently out of school
who hasn't yet acquired enough experience to warrant more than that.

A second reason people erroneously believe a resume should be one page is
because many resumes are scanned, and no one reads more than one page.
Recruiters - 3rd party or in-house - may let the software decide who comes
to their attention, but after that, it's the actual resume that functions to
narrow the process. As the process moves on and people are interviewed by
people, resumes are read. They're read, and they're compared. If no one
reads past the first page, it's because the resume has nothing to say. And
unfortunately, that is often the case, even of many professionally written
ones.

Resumes of senior executives can sometimes be three pages to sufficiently
convey the depth of their experience and skills, both tangible and
intangible. What happens when people try to stick to a regimented length is
that they compromise the benefits of the product - themselves - and don't
provide the buyer with enough information to make a decision.

The difference between a third-party recruiter's response to your resume and
a company's response is that recruiters screen in, not out. Companies do the
opposite. If your experience looks applicable to a recruiter's search but
your resume is appalling, recruiters should call you anyway. Companies
won't.

A few other important points to follow:

. References should not be listed on your resume. "References
available on request" is the proper phrase.

. PROOFREAD, PROOFREAD, PROOFREAD. Then have someone else
proofread it.

. If you created letterhead on Word, cut and paste it onto the
first page. Letterhead put into a header causes the letterhead to appear on
every page, creating confusion. Letterhead signals Page One. Subsequent
pages should have your name and the page number at the top in a font size
consistent with the one you've used for the main body.

. Use margins of 1". Anything wider is too much white space, and
unnecessarily increases the length. Anything narrower crowds the page.

. Arial is more effective that Times New Roman, because it's a
sans serif font and thus cleaner and easier to read. Anything else may not
translate effectively.

. Use white or ivory paper with black ink. Dressing it up with
fancy report covers, creating a title page with your name, or putting your
picture on it is not a good idea.

Your resume is a screening tool, not only for the company, but for you. It's
the point man on your job search. It needs to screen you in for the
opportunities that you are targeting, and it needs to do that by being read,
not ignored. If your resume receives anything but 100% of the interviewer's
attention, your resume isn't doing its job. If you want to get in the door,
your resume is the only way to open it.

If you have questions about resumes or anything else, here are various ways
to reach or find me:

Email: Judi@FindthePerfectJob.com
<http://us.mc823.mail.yahoo.com/mc/compose?to=Judi@FindthePerfectJob.com>
Facebook fan (community) page: www.Facebook.com/HowToCareerCoach
<http://jobadviceblog.com/wp-admin/www.Facebook.com/HowToCareerCoach>
Website: www.findtheperfectjob.com
<http://www.findtheperfectjob.com/>

Free bi-weekly Q & A teleseminar (ask your question and register)
www.AskFindthePerfectJob.com <http://www.askfindtheperfectjob.com/>

LinkedIn: http://www.linkedin.com/in/judiperkins

Twitter: @how2careercoach

RESUME CRITIQUES

For critiques and assistance with your resume, below are the only two resume
writers I endorse.

Melanie Szlucha <mailto:melanie@interviewcoaches.com>
melanie@interviewcoaches.com

Debra Wheatman <mailto:dwheatman@resumesdonewrite.com>
dwheatman@resumesdonewrite.com

Please tell them I sent you. While I receive no remuneration for the
referral, I would like them to know that I'm helping them out!

Thanks

Judi

----------------------------------

BIO:

Judi knows how hiring authorities think and how they hire. In her 22 years
in the recruiting industry, she has consulted with hundreds of hiring
authorities about hiring filling positions from entry level to C-level
executives - across the US, in lots of different industries, all management
levels and all salary ranges. She's seen and discussed over half a million
resumes, followed up on interviews, discussed candidate behavior, planned
hiring strategies, and seen the detailed workings of the hiring authority's
mind. You benefit from significant depth and breadth of insight, and
understanding into a very wide spectrum of hiring perspectives, having been
part of more hiring experiences in one year than most
hiring-authorities-turned-coaches participate in during their entire
careers.

Source: Find The Perfect Job! Newsletter, 2/9/2010

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

13.: Article: Top 5 Reasons Why Job Hunters Fail (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:39 pm (PST)

Top 5 Reasons Why Job Hunters Fail

Employers are being extraordinarily picky about whom they offer a job to.
Recent US Labor Dept reports show that the number of people looking longer
than 27 weeks has continued to grow each month during the last year. In this
tough market, one slip-up on your resume, or goof at the interview, and
you're dead in the water. Many common mistakes can be avoided. I divide my
time between talking to hiring executives, HR folks and working with job
search clients. This gives me a very broad view of what people do that
works, and what trips them up - often without realizing it.

To shorten your search length to re-employment, here are the top reasons job
hunters fail.

1. Failure to quickly sell your accomplishments and results. Resumes
get glanced at and rejected in 15 seconds or less. Generic job descriptions,
vague, and unfocused resumes don't work. Employers now complain that most
applicants simply don't have the skills to DO the job. The Internet's ease
of use and the job hunter's 'click and send' mentality has added to this
problem-increasing by the thousands the number of resumes received. This has
made it very hard to get noticed.

Robin's Success Tip: Take the Resume assessment quiz to determine if your
resume will standout. Your resume needs to scream actions = results. Be
specific and show where you saved money, made money, saved time or increased
productivity. Use action verbs like streamlined, created, implemented - to
show you're a take-charge, get-the-job-done kind of person. Limit your
resume to no more than 2 pages. When applying online always follow up by
mailing a 'hard copy' resume - it doubles the chance of getting noticed.

2. Not writing a cover letter. Human resources managers state that
cover letter writing is becoming a lost art since job hunters think they can
skip this step especially when they apply electronically.

Robin's Success Tip: A well-written cover letter has great power with
employers and should always precede any resume sent. Simply make one
document including both cover letter and resume. Open the letter with a
powerful first paragraph that sums up your related experience, key
strengths, skills and accomplishments you have to offer. Hiring managers
continue to state that your cover letter demonstrates your communication
skills and a well written one can capture the interview. Read more about
<http://www.robinryan.com/blog/?p=428> improving your cover letters in
Robin's recent blog post.

3. Not knowing how to control the interview. Dressing inappropriately,
wasting time on lengthy discussions of your life story, not appearing
confident, not being well-informed about the company, and nervousness, gets
you off to a bad start - a start from which you may never recover. Employers
often make snap decisions and many confess that they often mentally dismiss
a candidate during the first five minutes after meeting them.

Robin's Success Tip: Immediately address the top strengths you have to
offer, display enthusiasm for the job, show you have the potential to learn,
grow and produce on the job. Start the interview in the best possible way:
when the interviewer asks the, 'Tell me about yourself' question, forget an
autobiography. Use the 60 Second Sell (outlined in Robin's book+ audios 60
Seconds and You're Hired). This technique has you analyze the job duties the
employer wants accomplished, then select your top five selling points. Link
these together into a few sentences and you've created your 'verbal business
card'.

4. Flustered or stumped by tough interview questions. Today's job
hunters seem quite unprepared when they finally get to meet an employer face
to face. They haven't thought out the some of the tougher typical questions,
such as: why should we hire you or tell us about your worse boss or why did
the company let you go and keep someone else? Hiring managers say candidates
seem to lack self-confidence and fail to convince the interviewer they can
do the job.

Robin's Success Tip: Be ready for tough situational questions. This style of
interviewing is prevalent. The interviewer probes to determine how you have
performed in the past. Specific examples of past performance are required.
These questions include: "Tell me about your worst boss." "Describe a recent
work mistake." "What is your greatest weakness?" Do not torpedo your chances
saying the first thing that comes to mind. Write out your answers to these
kinds of questions before the interview. Try to put a positive spin on the
experience. Say nothing degrading or negative about your former boss or
company. Practice your answers making good eye contact to more effectively
display confidence during the interview.

5. Not asking intelligent questions. Hiring managers complain that all
the candidate cares about is how much we'll pay them, do we offer medical,
and often insist they want more vacation - all in the first interview. Other
candidate often search for something to ask - seeming spacey or uninterested
- this comes across poorly.

Robin's Success Tip: Most employers listen intently to the questions you ask
as a sign of how you'd think, and act, on the job. Impress the employer with
good probing questions about job duties and management styles. That's the
best way for you to determine if you really want to work for the company.
Avoid asking questions about salary or benefits. There's plenty of time to
secure a higher salary after you've been chosen for the job. Good questions
to ask include: "Could you describe to me your management style?" "Where are
your major concerns that need to be immediately addressed in this job?" "How
have or do any budget cuts effect the department?"

- Robin Ryan

Robin Ryan is a bestselling author of 60 Seconds & You're Hired!; Winning
Resumes; and Winning Cover Letters Over 40 & You're Hired; Soaring On Your
Strengths; and What to Do with the Rest of Your Life. Robin has a busy
career counseling practice providing individual job search services, resume
writing and interview coaching to clients nationwide. Robin Ryan has
appeared on over 1000 TV and radio shows including: Oprah, Dr. Phil, Fox
News, and CNN. Find more job search help at: www.RobinRyan.com.

C Copyright 2010 Robin Ryan. All rights reserved.

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3802&new
sletter_id=830&archive=1> &id=3802&newsletter_id=830&archive=1

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

14.: Article: How to Humanize Your Job Search (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:54 pm (PST)

How to Humanize Your Job Search

Question: If you've ever been hired without first meeting the employer in
person, open your window and scream "Yes!"

Hear anything?

Neither do I.

Until more scientific proof turns up, just agree with me here: You can't get
hired by a computer or over the phone.

Before you can work for people, you have to meet people.

And the more people you meet, the faster you'll get hired.

Here are three ways to do so, using technology to humanize your job-search
efforts .

1. Meet the bloggers

First of all, you need to recognize the value of blogs as a way to connect
with employers.

"Educating yourself by reading blogs can help you do better interviews,
write a better cover letter, and stand out as a well-informed candidate,"
according to Willy Franzen, founder of OneDayJob.com
<http://www.OneDayOneJob.com> .

By reading and posting comments on the leading blogs in your industry, "you
can connect with bloggers and build a relationship with them, which can lead
to a job," says Franzen, who has met people for coffee who contacted him
after reading his blog.

Before asking to meet anyone, however, ask yourself this: What value can I
provide in exchange for their time? Franzen offers the following ideas: pay
for coffee, share a news item or relevant story, bring business leads, or
give feedback to help them in their job.

If you're always asking and never giving, you'll rarely get people to meet
or return your calls.

Remember: The more personal connections you make, the faster you can meet
your next employer. So try reading blogs with the goal of building
relationships with -- and, ideally, meeting -- the bloggers who write them.

What if you can't meet top bloggers in your industry? At the very least,
post helpful comments on their blogs, with links to your web site or
LinkedIn profile. Reason? Smart recruiters regularly scan blogs looking for
smart comments from smart people -- like you.

2. Connect with your future co-workers

In today's economy, businesses are increasingly relying on current employees
to reach new hires, according to Phil Gardner, Director of the Collegiate
Employment Research Institute at Michigan State University.

"It's clear that companies are looking for a lot more referrals to cut their
hiring costs. For example, instead of coming to campus on multiple
recruiting trips, they're coming once and then trying to get referrals after
that," says Gardner.

Anything you can do to meet and build relations with people at your target
employer can produce referrals . that lead to a job.

Start by showing your friends a list of the 20 companies where want to work.
You can even post this list on your blog, or your profiles on Facebook or
LinkedIn.

And, again, offer value first to anyone you want a relationship with later.
This can be anything from your time, your expertise, a link to an article
you found using Google.com/alerts <http://www.Google.com/alerts> -- use
your imagination.

3. Humanize your LinkedIn profile

The recommendations that people post on your LinkedIn.com profile carry a
lot of weight. They serve as powerful testimonials, proving the claims you
make about yourself. And hiring managers read them closely to make sure they
call the best candidates.

"A long list of LinkedIn recommendations can be a valuable trump card -- the
difference between landing a position in a glutted job market, or not," says
publicity expert Joan Stewart (PublibityHound.com
<http://www.PublicityHound.com> ).

Here are four ideal times to ask for a recommendation on LinkedIn, according
to Stewart:

* Someone calls or emails to compliment you on your blog, newsletter,
an article you've written, a story about you in the newspaper, or any other
facet of your work.
* A past or current client tells you how much they enjoy working with
you.
* You make contact with a former co-worker you haven't seen in awhile.
If you like and trust each other, ask!
* You give free professional advice to someone who asks for help and
they reply, "How can I return the favor?"

Note: It's not enough to ask for recommendations. Successful people are busy
people, often too busy to write exactly what you'd like them to say.

So, it's fine to email "talking points" to people you want recommendations
from. In effect, you write the recommendation, then ask them to modify as
needed. In most cases, they'll use your wording.

Now, go out and make your own luck!

- Kevin Donlin

Kevin Donlin is contributing co-author of "Guerrilla Marketing for Job
Hunters 2.0." Since 1996, he has provided job-search help to more than
20,000 people. For a free glimpse, visit Guerrilla Job Search System
<http://www.kickstartcart.com/app/?af=390801> DVD.

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3801&new
sletter_id=830&archive=1> &id=3801&newsletter_id=830&archive=1

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

15.: Article: WhiteSmoke Tip of the Day: Common Errors in English

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:54 pm (PST)

From: info@whitesmokemail.com <info@whitesmokemail.com>
Date: 2010/2/9
Subject: WhiteSmoke Tip of the Day: Common Errors in English

Hey you guys,
Hope you are all doing well, and ready for today's topic.
Auxiliary-Verb-Agreement!

Auxiliary-Verb-Agreement is one of the most common errors in English, so I
decided to help you avoid making this mistake.

Let's get started.

Auxiliary verbs are helper verbs - they are small action words that can help
to express the mood or tense of regular verbs.
"Auxiliary" means "to help or support", and that is exactly what auxiliary
verbs do.

Step 1 is recognizing where you need an auxiliary verb, to affect the
tense/mood of a main verb.

Step 2 is ensuring agreement between the subject and the auxiliary verb (in
addition to the main verb).

10 modal auxiliary verbs - verbs which are only auxiliary, and are never
used alone:
can, could, may, might, ought, shall, should, will, would, and must

All 24 auxiliary verbs (including modal verbs):
am, is, are, shall, should, be, being, been, was, were, will, would, has,
have, had, do, does, did, can, could, may, might, must, ought

The key is to make sure the number of the subject matches the number of the
verb.
Singular subjects = singular form of auxiliary verbs.
Plural subjects = plural form of auxiliary verbs.

Examples:
* Some of the books are missing. (are = plural; is = singular)
* She does not have your red bag. (does not = singular; do not = plural)
* The vegetables were growing in the sun. (were = plural; was = singular)

Fixing Auxiliary-Verb Agreement Mistakes with WhiteSmoke

Auxiliary-Verb Agreement Error #1:

Amy's parents is going to the theatre tomorrow.

WhiteSmoke's Suggestion:

<http://www.whitesmoke.com/assets/images/auxverb1.jpg>

WhiteSmoke's Explanation:
The subject is plural (Amy's parents), so the auxiliary verb "are" is
plural.
"Is" is the singular and therefore incorrect verb form.

Auxiliary-Verb Agreement Error #2:

Look how much rain are falling outside!

WhiteSmoke's Suggestion:

<http://www.whitesmoke.com/assets/images/auxverb2.jpg>

WhiteSmoke's Explanation:

The subject is single, or a countable noun (rain), so the auxiliary verb
"is" is singular.
"Are" is the plural, and therefore incorrect verb form.

Auxiliary-Verb Agreement Error #3:

My little brother do his homework before he goes to sleep.

Whitesmoke's Suggestion(s):

<http://www.whitesmoke.com/assets/images/auxverb3.jpg>

WhiteSmoke's Explanation:

The subject is single (my little brother), so the auxiliary verb "does" is
singular.
"Do" is the plural, and therefore incorrect verb form.
Hope you all find this information helpful in avoiding embarrassing
mistakes.
Have a lovely day y'all,
See you soon.
Keren White

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

16.: Article: 5 Resume Tips: Do What Most Job Seekers Don't (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:58 pm (PST)

5 Resume Tips: Do What Most Job Seekers Don't

When it comes to writing a great resume, there are no hard and fast rules or
specific formats that you should adhere to; however, your resume should be
targeted to each specific job that you are applying to. In addition, it must
be concise, clear, command attention and stand out from the pack.

Include a Title for the Job You Want

Use a professional title for the position that you want. An improper job
title will only serve to position you at a level far below the
responsibility or salary level you are seeking to achieve. Including a job
title can greatly increase the number of interview calls that you get for
higher positions and improve your chances of clinching a higher salary - and
when you start at a higher salary, your career growth is also accelerated.

Include an Executive Summary (what you can do for them) - Not an Objective
(Me-focused)

An executive summary should be clear and well defined, consisting of a short
paragraph or four to five bulleted points. It should focus on how your
skills can benefit the employer, not on what the employer can do for you.
Using action words will help to convey you as an intelligent and active
individual capable of making contributions to accomplish company goals.
Highlight your strengths and achievements clearly and quickly. Recruiters
and hiring managers want to see information that is to the point, and hardly
have time to dig for buried nuggets of information hidden in your resume.

Include Relevant Information

Let's state the obvious - your resume is targeted at landing interviews. In
effect, you are advertising your capabilities and experience. Therefore, you
need to provide precise, accurate and relevant information. Your resume
should be able to convey relevant information, but at the same time, the
resume should also convey a message that if the hiring manager buys this
product (YOU) it will lead to positive and direct benefits in specific areas
where their needs exist (the job).

Brag - With PROOF!

When it comes to your resume, you can forget modesty. Brag if you have
irrefutable proof that establishes you as an outstanding performer (notice I
didn't say exaggerate or lie). Give your resume an accomplishment-driven
profile. Accomplishments are results you produce by resolving problems, or
when you overcome a real or perceived obstacle. Mention any project that you
spearheaded that served to heighten employee morale, revenues or company
savings. Formulate 'Problem-Action-Result' (PAR) statements to convey your
ability for producing similar or better results in your future employment.

Highlight Achievements - NOT Responsibilities

Although important, listing responsibilities should not form the focus of
your resume. Responsibilities are passive - achievements project you as an
active, dynamic individual. When you are seeking a higher position, your
achievements rather than your responsibilities acquire crucial importance -
so don't clump the two together. Write a paragraph giving an overview of
your responsibilities and then highlight your achievements with bullets.
When you want to sell something, you must make it stand out.

Having a well-written resume is crucial when it comes to getting interview
calls. Following the 5 tips above will ensure that you maximize your
chances.

- Heather Eagar

Recognized as a leading expert in the employment search industry, Heather
Eagar is passionate about providing working professionals with current,
reliable and effective job search tools and information. If you need to hire
a resume writing service, Heather offers reviews of the top companies in the
industry at www.ResumeLines.com

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3800&new
sletter_id=830&archive=1> &id=3800&newsletter_id=830&archive=1

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

Create New Topic | Visit Your Group on the Web

Put your Career Networking Group network to work ...
Join the CNG LinkedIn Group.
[Link is on the CNG Yahoo! Group home page.]

Change settings via the Web (Yahoo! ID required)
Change settings via email: Switch delivery to Individual | Switch format to Traditional
Visit Your Group | Yahoo! Groups Terms of Use | Unsubscribe

Wednesday, February 10, 2010

[CNG] Digest Number 1893

Messages In This Digest (16 Messages)

Messages

Posted by: "cgs_managing_partner" mszot@cgsonline.com cgs_managing_partner

Tue Feb 9, 2010 6:06 am (PST)

Posted by: "cgs_managing_partner" mszot@cgsonline.com cgs_managing_partner

Tue Feb 9, 2010 6:11 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:22 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:22 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:24 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:25 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:26 am (PST)

Posted by: "YvonneH" yhanna32@yahoo.com yhanna32

Tue Feb 9, 2010 10:01 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 11:14 am (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 12:43 pm (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 12:44 pm (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 3:51 pm (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:39 pm (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:54 pm (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:54 pm (PST)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net eric_s_nilsson

Tue Feb 9, 2010 8:58 pm (PST)

No comments:

Post a Comment

Twitter / newyorkitjobs

Twitter / NYC_Tech_Jobs

Followers

Blog Archive