Gregory Saukulak's Posts - RecruitingBlogs2024-03-28T18:37:03ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulakhttps://storage.ning.com/topology/rest/1.0/file/get/1526978619?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=22jn4m4vxosl3&xn_auth=noOvercoming the Challenges of the Open and Selective Networking Strategiestag:recruitingblogs.com,2012-06-05:502551:BlogPost:15666972012-06-05T14:10:14.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
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<span>In a previous Abacus Group blog post we examined the <a href="http://abacusgroupblog.blogspot.com/2012/03/open-vs-selective-linkedin-networking.html">Advantages and Disadvantages of Open Networking and Selective…</a></span></div>
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<span>In a previous Abacus Group blog post we examined the <a href="http://abacusgroupblog.blogspot.com/2012/03/open-vs-selective-linkedin-networking.html">Advantages and Disadvantages of Open Networking and Selective Networking</a> – the two major connection strategies for the professional social media hub LinkedIn. Although users will face obstacles regardless of their preferred approach, the application of certain tactics can significantly alleviate them and enhance one’s overall networking capabilities. Below are the previously identified drawbacks of Open and Selective Networking along with corresponding methods for overcoming them.</span><br/><br/><strong>OPEN NETWORKING</strong><br/><br/><span><strong>Disadvantage:</strong> Irrelevant newsfeed content and network updates. Exposure to spam and/or unwanted advertising.</span><br/><br/><span><strong>How to Overcome: </strong>Create a separate email address specifically for LinkedIn. This way you won’t be constantly bombarded with updates or invitations in your personal email inbox. In addition, you can utilize the Update filters (Coworkers, Groups, Shares, etc.) to reduce the amount of content displayed on your homepage. </span><br/><br/><span><span><strong>Disadvantage:</strong> </span>Connection to users in fields, industries, position levels or geographic locations that are neither beneficial nor interesting.</span><br/><br/><span><strong>How to Overcome: </strong>Using the Advanced Search function, you can filter your results for maximum relevance. If trying to find valuable second connections, simply check 2nd Connections, then filter accordingly in terms of industry, geography, keyword, etc. In addition, be sure to employ numerous relevant keywords in your profile. This will enable people who share your professional interests to find and invite you to connect with them.</span><br/><br/><span><strong>Disadvantage: </strong>Time wasted sifting through second degree connections for relevant users.</span><br/><br/><span><span><strong>How to Overcome:</strong> </span>Even if you aren’t finding the exact type of user you are looking for while exploring your 2nd Connections, you’ll still expose yourself to valuable information about the job market. For instance, are you frequently coming across second connections who list a particular skill in their profiles; you may want to follow up with additional research on what may be an emerging and important professional capability. Browsing your second connections at random may also be helpful in terms of discovering links to available jobs or other interesting professional content.</span><br/><br/><span><span><strong>Disadvantage:</strong> </span>Impersonal relationship with connections.</span><br/><br/><span><span><strong>How to Overcome:</strong> </span>If you take the time to regularly explore your connections’, frequently post status updates, and build a fully informative personal profile, then it’s likely that your relationship with connections will become increasingly more personal over time. By substantially projecting your employment history, career interests and your personality, as well as carefully examining others’ profiles, you’ll open yourself up to the likelihood of discovering beneficial networking opportunities. Moreover, you will increase the extent to which other users value you as a LinkedIn connection, thereby generating more intimate business relationships. </span><br/><br/><strong>SELECTIVE NETWORKING</strong><br/><br/><span><span><strong>Disadvantage:</strong> </span>Limiting the exposure of your organization, resume, website or other content to a finite number of users.</span><br/><br/><span><strong>How to Overcome: </strong>Maximize the impact of what that finite number of users will be able to see. Do you have a professional blog, Twitter account, personal website or other similar content that you’d like to share with your connections? If yes, be diligent about sharing with your connections. As you allow your close friends and acquaintances to learn more about your personal brand, you’ll elevate yourself in their minds, increasing your odds of a referral. </span><br/><br/><span><span><strong>Disadvantage:</strong> </span>Restricting yourself from access to potentially valuable connections.</span><br/><br/><span><span><strong>How to Overcome:</strong> </span>Yes, you are definitely going to have a smaller connection base as a selective networker. Therefore, the best course of action is to make the most of the connections you do have – particularly in the form of recommendations. Since you know all of your connections personally, you’ll easily be able to provide complimentary information on the profiles of some former or present clients, colleagues, partners or supervisors. Assuming these close connections return the favor, you’ll be able to show off several thorough and personal recommendations on your own profile. </span><br/><br/><span><span><strong>Disadvantage:</strong> </span>Corresponding only with those who you already know is contradictory to the objective of networking.</span><br/><br/><span><strong>How to Overcome: </strong>As a selective networker, you may not wish to connect with those who you don’t know, deeming them unnecessary or untrustworthy. However, you can benefit tremendously from talking to other professionals, joining groups, and actively participating in discussions. This will give you the opportunity to have meaningful conversations with others who can potentially become connections.</span>
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</div>Ace Your Next Interview: 16 Practice Question & Answer Strategiestag:recruitingblogs.com,2012-05-23:502551:BlogPost:15629942012-05-23T13:30:00.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
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<div class="post-body entry-content" id="post-body-7618686862558643102" style="width: 680px; font-size: 13px; line-height: 1.4; xg-p: relative; color: #000000; font-family: Calibri; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><div class="MsoNormal" style="margin-bottom: 0in;"><div class="separator" style="clear: both; text-align: center;"><a href="http://1.bp.blogspot.com/-Y2mYItj6xIM/T7veLhWooFI/AAAAAAAAHfc/O3sRnn9cp6A/s1600/QNA.png" style="text-decoration: none; clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><br/> <br/></a></div>
<img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557502284?profile=RESIZE_320x320" width="250" class="align-right"/><span style="font-family: Calibri,sans-serif; font-size: 11pt;">The interview process should begin well before arrival to an employer’s office. If you’ve recently been invited to interview for a position, you can boost your chances of success by diligently preparing</span><span style="font-family: Calibri, sans-serif; font-size: 11pt; line-height: 1.4;"> unique responses to common questions. While you won’t have access to the hiring manager’s</span> <i style="font-family: Calibri, sans-serif; font-size: 11pt; line-height: 1.4;">exact</i> <span style="font-family: Calibri, sans-serif; font-size: 11pt; line-height: 1.4;">questions in advance, you can be sure that at least</span> <i style="font-family: Calibri, sans-serif; font-size: 11pt; line-height: 1.4;">some</i> <span style="font-family: Calibri, sans-serif; font-size: 11pt; line-height: 1.4;">of the typical questions will be asked during your interview. Several of these questions are listed below along with corresponding approaches for effective answers. To best facilitate your preparation, the questions are categorized according to type:</span></div>
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<div class="MsoNormal" style="font-family: Calibri; font-size: 13px; line-height: 1.4;"><span style="font-family: Calibri,sans-serif; font-size: 11pt;">Before your next interview, take some time to jot down what you’d say in response to the following questions, and consider vocalizing your answers to yourself in the mirror or to a friend for maximum readiness. By doing so, you’ll automatically gain an advantage over the other job seekers – before you even walk in the door.</span></div>
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<tr style="height: 16.95pt;"><td style="border: 1pt solid windowtext; padding: 0in 5.4pt; height: 16.95pt; width: 475.75pt;" valign="top" width="634"><div class="MsoNormal" style="margin-bottom: 0in;"><b><span style="font-family: Calibri,sans-serif; font-size: 11pt;">1.<br/> Tell me a little bit about yourself.</span></b><i><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/></span></i> <span style="font-family: Calibri,sans-serif; font-size: 11pt;">Surprisingly, this “easy” question often stumps candidates, and since it will likely be asked early in the interview, you can’t risk fumbling through it. Provide the interviewer with a brief employment history, beginning with your earliest relevant role. Supplement this information with corresponding details, such as the reasons for your initial interest in the field, your future goals and how your experience relates to the position for which you are interviewing. Omit personal details unless instructed.<br/> <br/> <b>2. What adjectives would you use to describe yourself?<br/></b> You can really provide any combination of numerous positive descriptors, as long as they relate to the nature of the position. The challenge is to supplement your choices with detailed examples. If you call yourself “diligent,” back yourself up with an actual professional experience, i.e., “In my position as a software developer, I compensated for my teammate’s temporary leave by taking on extra responsibilities, while conforming to management’s deadlines.” This is an especially helpful example if the position for which you are interviewing requires regular overtime. Going for a position that<br/> requires a significant amount of client engagement? Describe yourself as “personable.” Were you told that the role won’t stick to a particular routine? Use the word “adaptable” to characterize yourself.<span class="Apple-converted-space"> </span><br/> <b><br/> 3. How would your co-workers describe you?<br/></b> For maximum effect in your response, try to quote or paraphrase things that specific colleagues have actually once said about you, including their names and positions in relation to you. While the descriptions need not be entirely positive, those that are negative should be complimented by your personal efforts to mitigate weaknesses. The priority is to use your responses to demonstrate your abilities to develop meaningful connections with colleagues, and appreciate their feedback about your performance.</span></div>
<div class="MsoNormal" style="margin-bottom: 0in;"><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/> <b>4. What motivates you to be successful?<br/></b> There are several possible acceptable answers, so feel free to provide more than one to enhance your credibility. You can say that you are motivated by recognition of your accomplishments, or by being part of a hard-working, synergetic team in which everyone contributes to some desired end. You could also say the opportunity to become a leader in the organization, industry or field is a motivator for you. Or you could cite that constantly being challenged is your biggest source of inspiration on the job.<span class="Apple-converted-space"> </span><br/> <br/></span></div>
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<tr style="height: 16.95pt;"><td style="border: 1pt solid windowtext; padding: 0in 5.4pt; height: 16.95pt; width: 475.75pt;" valign="top" width="634"><div class="MsoNormal" style="margin-bottom: 0in;"><b><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/> 5. What is your greatest professional strength?</span></b><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/> It’s helpful to have a few responses planned here, as the employer may be looking for multiple answers. Similar to Question 2, the strengths you provide should be relevant to the role with supporting evidence. Unlike that question, though, this query allows for greater ease in explaining to the interviewer exactly what it is that you do well; you aren’t confined to describing yourself using just a few adjectives. This is a great opportunity to boast about your technical skills. <span class="Apple-converted-space"> </span><br/> <b><br/> 6. What are the most important skills you developed in your previous role?<br/></b> Surely, several of the skills utilized in your past role are transferrable to the new position. Select two or three of these capabilities and explain the processes through which you developed them and apply their usefulness to the new role’s responsibilities. If you do this effectively, you’ll position yourself as a candidate with relevant qualifications that are directly applicable to the organization and the role you are interviewing for.<span class="Apple-converted-space"> </span><b><br/> <br/> 7. What do you consider your greatest achievement?<br/></b> The achievement you select should be professional, relevant, and fairly recent. Ideally, it should pertain to the responsibilities in the position you’re interviewing for, and should be supported by measurable improvements to your former team, department and/or organization. For additional credibility, highlight the extensive effort you put forth in order to achieve the desired goal.<span class="Apple-converted-space"> </span><br/> <br/> <b>8. Do you consider yourself successful and why?<br/></b> No matter what your level of experience is at this point, the correct answer in this instance is always “yes”. Don’t sell yourself short; this is your chance to tactically brag about everything you’ve done to become qualified for the position you now seek. The best way to do this is to talk about past goals that you have set, and how you consider yourself successful for having achieved them.</span></div>
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<tr style="height: 16.95pt;"><td style="border: 1pt solid windowtext; padding: 0in 5.4pt; height: 16.95pt; width: 475.75pt;" valign="top" width="634"><div class="MsoNormal" style="margin-bottom: 0in;"><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/> <b>9. What is your biggest professional weakness?<br/></b> Be careful with this question, as you do not want to expose a weakness that would hurt your qualification for the position, nor do you want to give a generic answer that is actually a strength,<br/> i.e., “I work too hard.” Your best bet is to discuss a skill that you haven’t had an opportunity to fully develop, or you are actively trying to improve. You could say, for example, “In my last position, I didn’t<br/> have much exposure to public speaking, but I look forward to the opportunity to give presentations in this role as needed” or “As a manager, I’ve realized I don’t always efficiently delegate work to my<br/> staff members and take on too much work of my own, so I’m currently working to reevaluate their duties based on individual performance.”<span class="Apple-converted-space"> </span><br/> <br/> <b>10. Describe a past conflict with a colleague, manager or client. How did you resolve it?<br/></b> It’s important to demonstrate your ability to work well with others. As such, you should focus on your ability to proactively initiate resolution with others based on the conflict described. Choose a minor issue, and then explain how you addressed the other individual to resolve it, thereby bringing about a<br/> more positive work environment.</span></div>
<div class="MsoNormal" style="margin-bottom: 0in;"><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/> <b>11. How do you respond to intense pressure at work?<br/></b> Every position is going to entail some level of pressure, so it’s in your best interest to respond as contently as possible, rather than to suggest that you crumble under stress. You could tell the hiring manager that you perform well under periods of intense pressure or that you operate best in a fast-paced environment. A different approach is to explain how you combat stress, i.e. developing better prioritization techniques, etc.<span class="Apple-converted-space"> </span><br/> <br/> <b>12. What is the biggest mistake you have made at work?</b><span class="Apple-converted-space"> </span><br/> Be honest, but don’t reveal a mistake that was seriously detrimental to your past organization or your career. The objective here is to concentrate on what you learned from the error to prove that you are<br/> capable of self-improvement. Therefore, briefly discuss a small, well-intentioned mistake, and then elaborate on how it was rectified and what you have gained as a result. </span></div>
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<tr style="height: 17.9pt;"><td style="border: 1pt solid windowtext; padding: 0in 5.4pt; height: 17.9pt; width: 475.75pt;" valign="top" width="634"><div class="MsoNormal" style="margin-bottom: 0in;"><b><span style="font-family: Calibri,sans-serif; font-size: 11pt;"><br/> 13. Why did you leave / why are you looking to leave your last position?<br/></span></b> <span style="font-family: Calibri,sans-serif; font-size: 11pt;">There are two possible approaches, depending on your situation. If the position you are interviewing for is significantly different than your past experience, you should explain why you are looking to make a career shift. For example, “Coming from public accounting, I have worked with several clients in the financial services industry. Through this exposure, I’ve developed a strong interest in the industry because of reasons A, B and C.” Or, if the position is a continuation of your current line of work, explain that your last role provided inadequate opportunities for professional growth. No matter what, do not talk negatively about your past responsibilities, supervisor or compensation.<span class="Apple-converted-space"> </span><br/> <br/> <b>14. Why do you want to work here?</b><br/> Your answer should reflect both your knowledge of the organization and your qualifications for the position. For example, you could explain that the company’s industry leadership and innovation are desirable, while adding that the position’s responsibilities align with your past experience. If part of your motivation includes a salary increase or mere desperation for a job, leave it out! Instead, be as specific as possible about what aspects of the opportunity encouraged you to apply.<span class="Apple-converted-space"> </span><br/> <br/> <b>15. Describe your ideal work environment.<span class="Apple-converted-space"> </span><br/></b> Align your answer to reflect the nature of the organization. If it’s a Fortune 100 company, explain why you enjoy large corporate environments; likewise, if a boutique firm, emphasize your ability to thrive in an intimate work setting. Another way to tailor your answer to the specific company is to talk about the level of interaction with various departments and levels of management. This is perfect if you’re in the earlier stages of your career and the position; you can discuss that you prefer gain exposure to all facets of an organization. Or, if you know the position entails extensive teamwork, you can describe your ideal environment as one that is very collaborative.<span class="Apple-converted-space"> </span><b><br/></b> <br/> <b>16. What are your salary expectations for this position?<br/></b> Be very careful not to fall into a trap here. Rather than providing a specific dollar or range, your best response is that you will consider any reasonable salary offer. This answer demonstrates that your priority is the job opportunity itself, rather than compensation or benefits.<span class="Apple-converted-space"> </span></span></div>
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</div>The Post-Interview Thank You Note: A Make or Break!tag:recruitingblogs.com,2012-05-16:502551:BlogPost:15598532012-05-16T14:12:35.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<p>Imagine that you have recently interviewed for the position of your dreams and walked away confident that you would receive a job offer. Professionally, there are very few greater feelings than sincere optimism about obtaining a role that could significantly advance your career. Now consider that, despite your outstanding qualifications and presentation, you find out that another candidate has been selected for the position. As you contemplate what could have possibly gone wrong, you…</p>
<p>Imagine that you have recently interviewed for the position of your dreams and walked away confident that you would receive a job offer. Professionally, there are very few greater feelings than sincere optimism about obtaining a role that could significantly advance your career. Now consider that, despite your outstanding qualifications and presentation, you find out that another candidate has been selected for the position. As you contemplate what could have possibly gone wrong, you eventually realize that you never sent a thank you note to the hiring manager.<br/> <br/> Often professionals make the mistake of neglecting to follow-up with a thank you note after an interview. Perhaps the relief of having survived a nerve wracking experience distracts them from completing this essential task, or the <a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557502649?profile=original"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557502649?profile=original" width="350"/></a>overwhelming nature of the job search process directs their focus elsewhere. Some candidates simply overlook the significance of the post-interview thank you note, deeming it an “old-fashioned” practice. Regardless of the motivations for failing to send this imperative communiqué, the error can cause an employer to eliminate a candidate from consideration. By forgetting to send a thank you note, the candidate indirectly projects a lack of interest in the position, and/or decreases the likelihood of being remembered by the hiring manager. Therefore, it is imperative that you conclude the hiring process by promptly sending a carefully written thank you note to the interviewer that incorporates the six guidelines below: <br/> <br/> <b>1. Show</b> <b>Gratitude<br/></b> Obviously, the thank you note functions to express your gratitude for the opportunity to interview with the organization. The hiring manager has allotted valuable time from his or her schedule to meet you with you. Therefore, before delving into the core of your letter, remember to be polite. The employer wants to know that you truly appreciate consideration for the position and their time. <br/> <b><br/> 2. Reiterate Your Enthusiasm<br/></b> Restate your passionate interest in both the role and the organization with supporting examples. An enthusiastic, high energy restatement of why you want the job will prove that your letter wasn’t written out of mere obligation, but out of sincere ambition. <b><br/> <br/> 3. Reflect on Interview Performance <br/></b> Serving as a self-marketing tool, the thank you letter should emphasize the professional strengths and accomplishments you discussed during the interview. This is your chance to remind the hiring manager why you are the best choice for the position. Additionally, use the thank you note to address any problematic aspects of your interview performance, such as your lack of qualification in a certain area, and how it will be overcome. In doing so, you will demonstrate your willingness to eliminate a weakness and alleviate objections to your candidacy. <br/> <br/> <b>4. Keep it Short and Sweet<br/></b> The thank you note is essentially the “home stretch” in the job search process; it’s unnecessary to go overboard, be long-winded or provide new, irrelevant information. After all, you already captured the hiring manager’s interest if you were granted an interview. That said, the thank you note should not exceed three paragraphs, and should only include the most important points possible. An extremely lengthy or digressive note risks the self-defeating possibility of remaining unread or being forgotten. To make the best impression possible, the note should remain concise and, therefore, memorable. <br/> <br/> <b>5. Send Electronically </b> <br/> While a handwritten note may seem endearing, a thank you letter sent within one day of the interview via email will help to convey the urgency of your interest in the position. This is especially true if the employer is looking to fill the position immediately, or if the organization’s large size could prevent the letter’s timely delivery.</p>
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<p><b>6. Proof Read</b></p>
<p>The biggest mistake you can make when sending a thank you note to a potential employer is not proofreading it. Sending a note with spelling or grammatical errors can not only be embarrassing, but it could cost you the potential offer. When an employer receives a correspondence that is hastily written and filled with errors this shows them that the author lacks the attention to detail and/or professionalism they require. <br/> <br/> A conscious effort to implement these suggestions into your next thank you letter can go a long way. Combined with strong performance in the other areas of the hiring process, the proper execution of the thank you note will help to increase your chances of success. <br/></p>Top 10 Benefits of Partnering with a Recruiter to Optimize Your Job Searchtag:recruitingblogs.com,2012-05-15:502551:BlogPost:15591502012-05-15T21:04:51.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<p>As a professional seeking new employment, you might find yourself asking, “Why should I use a recruiter for my job search when I can rely fully on internet job boards?” Although technology has certainly facilitated the hiring process, this common assumption fails to consider an abundance of additional resources that are offered only by recruiters. The following is a list of the 10 major advantages that can be gained through the use of a recruitment firm:<br></br><br></br><strong>1. Experience the…</strong></p>
<p>As a professional seeking new employment, you might find yourself asking, “Why should I use a recruiter for my job search when I can rely fully on internet job boards?” Although technology has certainly facilitated the hiring process, this common assumption fails to consider an abundance of additional resources that are offered only by recruiters. The following is a list of the 10 major advantages that can be gained through the use of a recruitment firm:<br/><br/><strong>1. Experience the refreshment of a human touch through the job search process.</strong><br/>Looking for jobs without a recruiter’s assistance can often feel impersonal. It may seem that employers only care about your qualifications, your resume and your ability to express yourself clearly and competently during interviews, without much regard for your individual needs. Recruiters, on the other hand, introduce a human element into the job search process; they understand, for example, candidates’ dissatisfaction in their current jobs, and genuinely want to help job seekers find roles that will enhance their quality of life and present opportunities for growth.<br/><br/><strong>2. Obtain new insights about your field of interest.</strong><br/>Functioning as gurus in your niche market, recruiters can provide incredibly beneficial information to job seekers. They are knowledgeable about the status of the job market, and are aware of which firms are looking to expand and which are looking to downsize. Additionally, recruiters are very familiar with the responsibilities, requirements and base salaries for a wide variety of positions within your field. <br/><br/><strong>3. Access positions that have not yet been publicized.</strong><br/>Through their direct relationships with hiring managers, recruiters are often made aware of new positions before they appear on public job boards. In the event that a non-publicized opportunity fits your background, a recruiter can let you know about it before the rest of your competition finds out. As a result, you will vie for the position with a significantly smaller applicant pool, thereby increasing your chances for hire.<br/><br/><strong>4. Learn how to improve your interview performance.</strong><br/>Since recruiters want only to see their candidates succeed, they will be happy to coach on how to best perform in an interview. Recruiters can offer guidance as to what types of questions will be asked and what types of responses will be deemed favorable.<br/><br/><span><strong>5. Let yourself be presented to an employer by a reputable source.</strong></span> <br/>When you apply for a position on your own, the employer most likely will have no idea who you are; you are merely a resume without a face or personality. By allowing yourself to be presented to the company by a recruiter, however, you bolster your chances of getting an interview through your connection to a credible source who can “sell” you to the employer.<br/><br/><span><strong>6. Diminish the burden of your own job search efforts.</strong></span> <br/>As a professional looking to transition to a new job, you may dread the idea of having to devote countless hours to browsing job postings. The role of the recruiter is to do much of the legwork for you. While you should not rely on recruiters entirely to guide you through your job search, they can certainly lighten the load on your otherwise busy schedule.<br/><br/><span><strong>7. Expand your network.</strong></span> <br/>A particular recruiter may not always have access to your ideal position immediately or be fully knowledgeable of the technical aspects of your search. They do, however, have a network of other recruiters in their firm who will likely be aware of a future opportunity or will be able to assist you with your particular area of professional specialty. <br/><br/><strong>8. Know in advance exactly what the employer is looking for.</strong><br/>While employers generally include a list of requirements for available positions, it is possible that some of their preferences will not be mentioned in the job posting. Recruiters, however, are given specific instructions for selecting candidates. They can let candidates know which skills to highlight in a resume, cover letter or interview to best appeal to the employers’ needs.<br/><br/><strong>9. Gather valuable feedback after an interview.</strong><br/>Most of the time, employers do not provide helpful feedback to candidates who are passed over. Those who are turned down after an interview are simply told that they have not been selected for the position, without further information. However, employers will often provide recruiters with specific reasons for rejection, which can then be relayed back to the candidates. Constructive criticism is necessary in helping candidates refine their approach in future interviews.<br/><br/><span><strong>10. Develop a long-term relationship for future opportunities.</strong></span> <br/>Working with a recruiter to find a new job is not necessarily a one-time engagement; by securing a new position with the help of a recruiter, you know that you can depend on him or her to assist you again in the future. A strong relationship with your recruiter can help you to acquire other opportunities as you progress in your career. </p>Phone Screens: Five Tips to Favorably Impresstag:recruitingblogs.com,2012-05-07:502551:BlogPost:15563312012-05-07T19:39:56.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<p>When beginning the candidate selection process for new positions, many employers conduct a phone screen prior to a face-to-face interview. Such conversations serve as a way for HR to confirm a candidates’ experience and qualifications, and to eliminate anyone who seems to be an overtly poor fit for the position. To ensure that you will advance to the next stage of the hiring process, you need to be equipped with not only excellent in-person interviewing…</p>
<p>When beginning the candidate selection process for new positions, many employers conduct a phone screen prior to a face-to-face interview. Such conversations serve as a way for HR to confirm a candidates’ experience and qualifications, and to eliminate anyone who seems to be an overtly poor fit for the position. To ensure that you will advance to the next stage of the hiring process, you need to be equipped with not only excellent in-person interviewing<a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557502715?profile=original"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557502715?profile=original" width="320"/></a> skills, but superior phone etiquette as well. Be aware that phone screens, unlike scheduled phone interviews, often take place without prior notice. Therefore, your familiarity with how to perform effectively is especially crucial in passing this sometimes unanticipated initial assessment. Here are five recommendations for conducting a successful phone screen.</p>
<div><br/> <b>1) Prepare in advance.<br/></b> If you’re looking to change jobs, chances are you’ve applied to multiple positions, and may not remember every specific detail about each one. In order to prevent being caught entirely off guard, compile an accessible list of job postings to which you have responded, complete with a few short, easily explainable notes about how your past experience, qualifications and accomplishments directly relate to the responsibilities of each position. To simplify things further, you should include some key words about the organization, its objectives and any relative news. Don’t prepare <i>too</i> many notes, though; otherwise, you run the risk of getting distracted in what is typically a very short conversation. <br/> <br/> <b>2) Call back later if necessary.<br/></b> As previously stated, phone screens are sometimes conducted without prior notice. There is a chance that you will not be in a private and quiet location when you receive the call. For example, if you’re at work, within earshot of colleagues or supervisors whom you would prefer not knowing about your job search, it would be best to defer the phone screen until a later time. The same rule applies to noisy city streets, social settings or areas with spotty cell phone service. The interviewer will appreciate your concern for making sure that you are in a quiet area in which you can speak freely about the position. <br/> <br/> <b>3) Sound confident and competent.<br/></b> One of the easiest ways to disqualify your candidacy in a phone screen is to sound unsure of yourself. Since the HR representative cannot see positive body language or a neat, professional appearance through a phone conversation, you will need to rely on confident, intelligent diction. Specifically, avoid using trivial words or phrases like “um,” “like,” or “you know,” and refrain from turning statements into questions. Applying the first suggestion, <b><i>Prepare in advance</i></b>, and having a basic outline of your main points sitting directly in front of you, you’ll be less dependent on “filler” language that will detract from your credibility. <br/> <br/> <b>4) Listen very carefully.<br/></b> Since you will be unable to rely on the interviewer’s facial expressions or body language to gauge whether or not you have made a favorable impression, make sure you listen to every sentence very carefully. If you need to, pause for a second before answering questions to make sure that your responses are thorough and you are getting your points across effectively. Although it may be tempting to spend the majority of the conversation thinking about what you are going to say next, you actually have to listen very carefully during a phone screen to ensure that you obtain all the necessary information about the position.</div>
<div><b> </b></div>
<p><b>5) Close professionally.<br/></b> Nothing says, “I’m not interested in this role” like closing with, “Thanks, bye.” If the interviewer doesn’t inform you about the next steps in the hiring process, be sure to show initiative by enthusiastically asking on your own. This will demonstrate that you’re serious about obtaining the position, not just anxious to get off the phone. Be sure to reiterate your interest and to thank the interviewer for the opportunity to speak with them.</p>Solutions for Candidate Selection: A Lesson for Employerstag:recruitingblogs.com,2012-05-01:502551:BlogPost:15526362012-05-01T15:48:13.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<p>As executive recruiters we are frequently tasked with facilitating the hiring process for employers. Making the right hiring decisions is critical for employers, especially with respect to senior-level positions. Of course, in practice, it is impossible to guarantee that the right decision is made 100% of the time, but following some simple guidelines can help increase this probability. The Abacus Group has compiled a list of mistakes made by employers during the applicant selection process…</p>
<p>As executive recruiters we are frequently tasked with facilitating the hiring process for employers. Making the right hiring decisions is critical for employers, especially with respect to senior-level positions. Of course, in practice, it is impossible to guarantee that the right decision is made 100% of the time, but following some simple guidelines can help increase this probability. The Abacus Group has compiled a list of mistakes made by employers during the applicant selection process and corresponding corrective actions.<br/> <br/> <span style="font-weight: bold;">Mistake:</span> During the interview, the employer bombards the interviewee with questions, thereby preventing the interviewee from properly evaluating the organization and job opportunity.</p>
<p><br/> <span style="font-weight: bold;">Resolution:</span> Treat the interview as a two-way street; recognize that the candidate, too, is trying to assess whether there is an appropriate match.<br/> <br/> <span style="font-weight: bold;">Mistake:</span> Job duties may seem monotonous or unappealing, so the employer understates the significance of such tasks, while emphasizing more interesting duties.</p>
<p><br/> <span style="font-weight: bold;">Resolution:</span> Be honest about responsibilities and expectations. Let the applicant know exactly what she or she will need to do in order to be successful in the role.<br/> <br/> <span style="font-weight: bold;">Mistake:</span> The employer assesses candidates based on standards set by an employee who previously held the open position.</p>
<p><br/> <span style="font-weight: bold;">Resolution:</span> Acknowledge the fact that, in cases of replacement, the new employee will never perfectly mirror his or her predecessor. <br/> <br/> <span style="font-weight: bold;">Mistake:</span> Interview performance and past experience are the only criteria used to evaluate the candidate’s potential to succeed in the role.</p>
<p><br/> <span style="font-weight: bold;">Resolution:</span> A candidate’s personality and cultural fit within the organization must also be considered. “Cultural fit” refers to the synergy between the candidate and the organization, including understanding of and agreement with the organization’s mission, comfort in the physical work environment and adaptability of the candidate’s managerial style.<br/> <br/> <span style="font-weight: bold;">Mistake:</span> The employer rushes the process by hiring the first candidate who seems to be a fit for position.</p>
<p><br/> <span style="font-weight: bold;">Resolution:</span> Exercising patience is of utmost importance. While there may be a sense of urgency in filling a position, the employer should be aware that hiring the wrong individual could be more costly than waiting a bit longer to make the right decision.</p>Dissecting the Interview Process: Guidance for Both Candidates and Employerstag:recruitingblogs.com,2012-04-30:502551:BlogPost:15520772012-04-30T17:00:00.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<p>For both job seekers and hiring managers in Accounting, Finance, IT and Administrative Support, interviewing is arguably the most difficult part of the employment process. From the candidate’s point of view, the idea of speaking directly with a potential employer can be stressful, as exact interview questions can never be fully anticipated. Even if the candidate is confident in his or her ability to succeed in the new position, there is a possibility for error during the interview. …</p>
<p>For both job seekers and hiring managers in Accounting, Finance, IT and Administrative Support, interviewing is arguably the most difficult part of the employment process. From the candidate’s point of view, the idea of speaking directly with a potential employer can be stressful, as exact interview questions can never be fully anticipated. Even if the candidate is confident in his or her ability to succeed in the new position, there is a possibility for error during the interview. Interviews can be challenging for hiring managers as well; unlike resumes, which provide objective presentations of candidates’ qualifications, the interview is more of a subjective process – so employers may struggle to distinguish the interviewee from multiple, equally talented candidates. The concerns of both candidates and employers can be alleviated significantly with the appropriate preparation. Below, the typical interview is separated into topics with corresponding guidance for each. By incorporating these techniques into the interview process, the candidate can maximize his or her marketability and the employer can select the best individual for an open position.</p>
<table class="MsoTableGrid" style="border-collapse: collapse;" border="1" cellspacing="0">
<tbody><tr><td valign="top" width="133"><h1 align="center"><span style="text-decoration: underline; color: #000000;"><strong><span class="font-size-3">Topic</span></strong></span></h1>
</td>
<td valign="top" width="252"><h1 align="center"><span style="text-decoration: underline; color: #000000;"><strong><span class="font-size-3">Candidate</span></strong></span></h1>
</td>
<td valign="top" width="253"><h1 align="center"><span style="text-decoration: underline; color: #000000;"><strong><span class="font-size-3">Employer</span></strong></span></h1>
</td>
</tr>
<tr><td width="133"><h1 align="center"><span style="color: #000000;"><strong><span class="font-size-3">Introduction</span></strong></span></h1>
</td>
<td valign="top" width="252"><ul>
<li> Prepare for the typical interview question, “Can you tell me a little bit about yourself?”</li>
<li> Concisely explain past employment experience, professional characteristics and key areas of interest that are related to the specific role.</li>
<li> The objective for candidates is to briefly and logically present themselves as suitable for the position.</li>
</ul>
<p> </p>
<p> </p>
<p> </p>
</td>
<td valign="top" width="253"><ul>
<li> Use this introductory question to determine how well the candidate can articulate his or her fit with the role.</li>
<li> Candidates who provide irrelevant personal information to introductory questions miss the mark.</li>
<li> Those who can effectively relate their current and past experience and accomplishments to the role have successfully answered the question.</li>
</ul>
<p> </p>
<p> </p>
<p> </p>
<p> </p>
</td>
</tr>
<tr><td style="text-align: center;" width="133"><strong><span class="font-size-3">Interest in the Organization</span></strong></td>
<td valign="top" width="252"><ul>
<li> Demonstrate a genuine desire to work for the company.</li>
<li> Research the organization’s competitors, objectives, accomplishments and challenges, and incorporate into the interview.</li>
<li> Leverage this knowledge to convey the intent of making personal contributions to the firm’s growth.</li>
<li> Showcase further interest by asking the interviewer what he or she likes about the firm.</li>
</ul>
<p> </p>
<p> </p>
</td>
<td valign="top" width="253"><ul>
<li> Determine whether or not the candidate truly wants to work for the firm.</li>
<li> Ideal responses include specific information about the organization and the industry.</li>
<li> Be wary of candidates who struggle to articulate their interest in the firm or provide superficial answers; such applicants are unlikely to be assets to the company.</li>
</ul>
</td>
</tr>
<tr><td style="text-align: center;" width="133"><span class="font-size-3"><strong>Nature of the Position</strong></span></td>
<td valign="top" width="252"><ul>
<li> Convey sincere interest in obtaining and excelling in the available role by providing specific examples.</li>
<li> Candidates must familiarize themselves with the responsibilities of the position in order to effectively explain how past experience, skills and knowledge will factor into their success in the role.</li>
<li> To gain additional insight and appear serious about the role, ask the hiring manager what challenges can be expected.</li>
</ul>
<p> </p>
<p> </p>
</td>
<td valign="top" width="253"><ul>
<li> Ascertain the candidate’s competency in handling the specific position.</li>
<li> He or she should be able to speak knowledgeably and confidently about the technical aspects of the role.</li>
<li> A successful candidate will provide valid reasons as to why he or she would be a good fit for this position.</li>
</ul>
</td>
</tr>
<tr><td style="text-align: center;" width="133"><span class="font-size-3"><strong>Strengths/</strong></span><br/> <span class="font-size-3"><strong>Weaknesses</strong></span></td>
<td valign="top" width="252"><ul>
<li> Be ready to supply at least three professional strengths.</li>
<li> Always be able to support strengths with very specific examples from positions held.</li>
<li> For example, if the candidate asserts excellent managerial skills, he or she can back up the claim by citing improvements made by a team under his or her supervision.</li>
<li> Questions about weaknesses are typically a bit more difficult, but the best suggestion for candidates is to discuss legitimate weaknesses that they are actively trying to improve and which do not affect their abilities to succeed in the positions being sought.</li>
</ul>
<p> </p>
<p> </p>
</td>
<td valign="top" width="253"><ul>
<li> Discuss strengths and weaknesses to gauge what value the candidate can potentially add to the organization, and whether or not the candidate recognizes and is willing to learn from mistakes.</li>
<li> Candidates who provide a list of strengths without substantial evidence lack self-awareness, are being dishonest or a combination of both.</li>
<li> The same applies to questions about professional weaknesses; the candidate should be able to comfortably discuss traits that need improvement.</li>
</ul>
</td>
</tr>
<tr><td style="text-align: center;" width="133"><span class="font-size-3"><strong>Compensation/</strong></span><br/> <span class="font-size-3"><strong>Benefits</strong></span></td>
<td valign="top" width="252"><ul>
<li> Never should the candidate bring up the topic of compensation or benefits.</li>
<li> If the interviewer asks for a desired salary for the position, the candidate should respond that “any reasonable offer that is in line with what the market is paying” is acceptable.</li>
<li> The objective is to emphasize that the job opportunity itself, rather than compensation, is the candidate’s major motivation for applying for the position.</li>
</ul>
<p> </p>
<p> </p>
</td>
<td valign="top" width="253"><ul>
<li> Candidates who ask about compensation or benefits during an interview are not focused on the opportunity itself.</li>
<li> If asked, and the candidate provides a salary number that is too high, the employer should question why he or she feels such a figure is deserved.</li>
<li> On the other hand, a candidate who gives a number that is far too low seems to undermine their own value.</li>
</ul>
</td>
</tr>
<tr><td style="text-align: center;" width="133"><span class="font-size-3"><strong>Closing</strong></span></td>
<td valign="top" width="252"><ul>
<li> Be sure to be prepared to respond if asked, “Do you have any other questions for me?”</li>
<li> Relevant questions for the closing of the interview help to solidify interest and indicate that the candidate has done research.</li>
</ul>
</td>
<td valign="top" width="253"><ul>
<li> A strong candidate will have some outstanding questions about the position or organization.</li>
<li> A weaker individual will draw a blank, conveying boredom or unpreparedness.</li>
<li> Let the candidate know the next steps in the firm’s hiring procedure.</li>
</ul>
<p> </p>
</td>
</tr>
</tbody>
</table>Select with Certainty: A Guide to Candidate Phone Screenstag:recruitingblogs.com,2012-04-27:502551:BlogPost:15512962012-04-27T20:45:53.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<div style="font-family: Arial,Helvetica,sans-serif;"><span class="font-size-2" style="font-family: arial,helvetica,sans-serif;">A previous Abacus Group Blog post called <i><a href="http://abacusgroupblog.blogspot.com/2012/04/phone-screens-five-tips-to-favorably.html">Phone Screens: Five Tips to Favorably Impress</a></i> explained guidelines for successful phone screens from the candidate’s point of view. Equally important to the hiring process is the employer’s thorough understanding of best…</span></div>
<div style="font-family: Arial,Helvetica,sans-serif;"><span class="font-size-2" style="font-family: arial,helvetica,sans-serif;">A previous Abacus Group Blog post called <i><a href="http://abacusgroupblog.blogspot.com/2012/04/phone-screens-five-tips-to-favorably.html">Phone Screens: Five Tips to Favorably Impress</a></i> explained guidelines for successful phone screens from the candidate’s point of view. Equally important to the hiring process is the employer’s thorough understanding of best practices associated with conducting phone screens. Given that phone screens function as a simplification tool, employers must administer them effectively to ensure that the most promising candidates are invited to face-to-face interviews. The primary objective of the phone screen – to reduce the number of candidates – is entirely missed if the employer cannot adequately discern anything of value about the candidate’s qualifications and personality. In order to utilize phone screens to facilitate the candidate selection process, employers must familiarize themselves with the following strategies:<a href="http://3.bp.blogspot.com/-tQ5xMzNcMPw/T5GqRJEaDoI/AAAAAAAAG98/E9XIUO16CKw/s1600/AbacusChecklist2.png" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img alt="CheckList" src="http://3.bp.blogspot.com/-tQ5xMzNcMPw/T5GqRJEaDoI/AAAAAAAAG98/E9XIUO16CKw/s320/AbacusChecklist2.png" title="CheckList" border="0" height="240" width="320"/></a></span></div>
<h2><strong><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;">1. Create a single introductory script</span></strong></h2>
<p><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Before you begin a series of phone calls, prepare an overview of the organization and a description of the position’s duties and requirements. Together, they will constitute a standardized, introductory guideline that can be used when speaking to each candidate. It’s helpful to compose descriptions of the organization and the position in your own words – rather than to read them verbatim from another source – to provide the candidate with a more personal understanding of both the culture of your firm and the objectives of the role. By explaining the organization and the position to the candidate in simple language, the conversation will flow more naturally, allowing you to better assess how well the candidate will fit in the role. In addition, the process of preparing this text in advance will help reinforce the profile of your ideal candidate. Note that your introductory speech should not last more than a few minutes, as you will need to allot the majority of the phone screen to asking questions.</span></span></p>
<h2><strong><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;">2. Carefully craft a list of relevant questions</span></strong></h2>
<p><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Your major objectives include both confirming the candidate’s qualifications and determining if he or she will successfully fulfill your organization’s needs. To do so, you must create a list of standard questions to allow yourself to objectively assess each candidate. Begin with basic questions in order to eliminate any candidates who overtly lack the experience or skills necessary to succeed in the position, including questions involving: <br/></span></span></p>
<ul>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Verification of past positions, duties and employment dates</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Verification of particular technical capabilities</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Verification of certain industry experience</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Explanation of current organization’s business</span></span></li>
</ul>
<p><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;"><br/> Once the candidate’s basic qualifications have been confirmed, you can proceed to asking questions related to their achievements and professional goals, focusing on:<br/></span></span></p>
<ul>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Major accomplishments in current or previous role</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Challenges faced in current or previous role</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">How current co-workers would characterize the candidate</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Reason for leaving current position</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Reason for seeking available position</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Management style</span></span></li>
<li><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Ideal work environment</span></span></li>
</ul>
<p><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><strong>3. Consistently ask additional open-ended questions</strong></span></p>
<p><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">When asking the questions listed above, constantly follow-up with additional questions such as, “Why did you do that?” in response to the candidate’s decision to pursue a career in a different industry or “What did you learn from that?” after the candidate discusses key involvement in a particular project. By consistently pressing the candidate for information, you will ascertain many important qualities, namely, their ability to think beyond standardized answers, their level of articulation and their capacity for responding quickly under pressure. Additional probing also helps to ensure that you are receiving the most honest answers possible. </span></span></p>
<h2><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;">4. Don’t rely on your memory...take notes!</span></h2>
<p><span class="font-size-2" style="font-size: small; font-family: arial,helvetica,sans-serif;"><span style="font-weight: normal;">Since you are likely to be screening multiple candidates in one sitting, you’ll benefit tremendously from taking notes about each person with whom you speak. To facilitate your note-taking, print multiple copies of your interview questions with blank space to jot down each candidate’s answers. Additionally, take notes about the candidate’s level of enthusiasm, including whether or not he or she had any questions for you at the end of the screen. Finally, it’s helpful to include a brief “scorecard” section for the candidate on each sheet of paper, in which you can quickly evaluate his or her performance in various areas (communication, technical knowledge, experience, etc.) on a scale of 1 to 5. By preparing sufficient notes both during and after the phone screen, you’ll save time and effort in determining which candidates should be further pursued for the position.</span></span></p>A Guide to Building an Effective LinkedIn Profiletag:recruitingblogs.com,2012-04-26:502551:BlogPost:15507702012-04-26T18:08:12.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
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<p><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">LinkedIn is undoubtedly one of the most important Internet resources for job seekers. Often providing your first impression to employers and recruiters, your LinkedIn account should provide a concise snapshot of your employment history, accomplishments, education and core strengths. It is therefore apparent that creating and maintaining an account on LinkedIn is critical for those who are serious…</span></span></p>
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<p><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">LinkedIn is undoubtedly one of the most important Internet resources for job seekers. Often providing your first impression to employers and recruiters, your LinkedIn account should provide a concise snapshot of your employment history, accomplishments, education and core strengths. It is therefore apparent that creating and maintaining an account on LinkedIn is critical for those who are serious about their current or future careers. However, many</span></span> <a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557502602?profile=original"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557502602?profile=original" width="204"/></a><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">professionals are unsure how to market themselves efficiently through their LinkedIn accounts. Such users may neglect key profile sections, write in an unappealing style or provide too much unnecessary information. In doing so, they are potentially limiting their opportunities for networking and new employment. To enable professionals to maximize their visibility to employers and recruiters, each section of the LinkedIn profile is discussed below, along with recommendations for positive exposure.</span></span> <span style="font-size: small;"><br style="font-family: Arial,Helvetica,sans-serif;"/><br style="font-family: Arial,Helvetica,sans-serif;"/><b style="font-family: Arial,Helvetica,sans-serif;">Name<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">Use the name you’re known by professionally, along with a certification like “CPA” or “CISA,” if desired. To avoid confusion, married women may wish to include their maiden name in parentheses.</span></span> <br/> <span style="font-size: small;"><b style="font-family: Arial,Helvetica,sans-serif;"><br/> Photo<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">Adding a photo to your LinkedIn account is more important than you may think. Given the high number of spam accounts, displaying a picture of yourself adds to your profile’s authenticity. In addition, it may bolster profile views from employers and recruiters, since a photo helps to humanize a page that is otherwise full of all text. Your photo of choice should be tasteful and professional. A simple, recent headshot, free of a distracting or inappropriate background, works perfectly for your LinkedIn account.</span><br style="font-family: Arial,Helvetica,sans-serif;"/><b style="font-family: Arial,Helvetica,sans-serif;"><br/> Headline<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">Headlines, which appear below the user’s name in a search, are another crucial component of the LinkedIn profile. The challenge of creating an effective headline is to capture someone’s interest in just a few words. In composing your headline, be sure to include who you are, along with your unique value proposition as a professional. Like an advertising slogan for a product or service, a headline should be concise, appealing and memorable for best results. </span></span> <span style="font-size: small;"><br style="font-family: Arial,Helvetica,sans-serif;"/><b style="font-family: Arial,Helvetica,sans-serif;"><br/> Summary<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">Longer than a headline, the Summary should be a factual account of your biggest accomplishments in various roles. The best summaries will avoid fluffy buzzwords like “detail-oriented,” “motivated,” “hardworking,” and “self-starter.” Such trite terms will do nothing to differentiate you from other professionals. Instead, capture the attention of employers and recruiters with numerically-supported achievements. Recommended items to be included in your summary are your years of experience, the total budget you oversee or the number of professionals you supervise in your current position. Write the summary with the objective of compelling someone to read the rest of your profile.</span></span> <span style="font-size: small;"><b style="font-family: Arial,Helvetica,sans-serif;"><br/> <br/> Skills & Expertise<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">The Skills & Expertise section is an essential profile feature that allows users to boost their visibility in searches. Professionals should be certain to take advantage of this section by including several keywords related to their experience, skills, certifications, position titles and software capabilities. Rather than having to incorporate keywords elsewhere on your profile, the Specialties function offers a simple opportunity for search engine optimization. For additional inspiration, research job positions of interest and take note of commonly used words or phrases in their descriptions. If any of these keywords apply to your experience, you can include them here, as employers and recruiters will be likely to research candidates in this way. </span><b style="font-family: Arial,Helvetica,sans-serif;"><br/> <br/> Experience<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">Functioning as a virtual resume, the Experience component should succinctly explain your responsibilities and achievements in all past and present employment roles. Be certain to include the start and end dates for each position, including months; failing to add timeframes to your job roles could signal suspicion to employers and recruiters. In addition, refrain from listing every single duty you performed in a given role. The objective is to keep the interest of the reader, so only post the most relevant information possible.</span></span></p>
<p><span style="font-size: small;"><b style="font-family: Arial,Helvetica,sans-serif;"><br/> Certifications<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">If applicable, you should absolutely display professional certifications on your profile. Since some positions require advanced designations. This will only help you stand out from the competition.</span></span><br/></p>
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<p><span style="font-size: small;"><b style="font-family: Arial,Helvetica,sans-serif;">Education<br/></b></span> <span style="font-family: 'Times New Roman','serif'; font-size: 12pt;"><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Be as thorough as possible in the Education section. Include both undergraduate and postgraduate schools and fields of study, along with any relevant honors or awards you received. If your GPA is relatively strong, feel free to include it here, too. As is the case with certifications, positions often call for a particular university degree. Don’t leave employers and recruiters guessing about what you studied in college (or whether or not you attended). Including your education is also a great tool for networking; people will respond positively to universities that are either well-known or they attended personally.</span></span></span></p>
<p><span style="font-family: 'Times New Roman','serif'; font-size: 12pt;"><span style="font-size: small;"><b style="font-family: Arial,Helvetica,sans-serif;"><br/></b></span></span></p>
<p><span style="font-family: 'Times New Roman','serif'; font-size: 12pt;"><span style="font-size: small;"><b style="font-family: Arial,Helvetica,sans-serif;">Recommendations<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">Recommendations greatly enhance the credibility of your employment and accomplishments. If you have not done so already, carefully choose and ask three past or present colleagues, superiors, subordinates or clients for brief recommendations related to your professional performance.</span></span></span></p>
<p><span style="font-family: 'Times New Roman','serif'; font-size: 12pt;"><span style="font-size: small;"><br style="font-family: Arial,Helvetica,sans-serif;"/><b style="font-family: Arial,Helvetica,sans-serif;">Additional Information<br/></b> <span style="font-family: Arial,Helvetica,sans-serif;">If you have a personal website, blog or Twitter account, definitely consider including these on your LinkedIn page. Incorporating multiple professional resources gives greater credibility to your professional online presence and unifies your</span></span> <span style="font-size: small;"><a href="http://abacusgroupblog.blogspot.com/2012/01/normal-0-false-false-false-en-us-x-none.html" style="font-family: Arial,Helvetica,sans-serif;">personal brand</a><span style="font-family: Arial,Helvetica,sans-serif;">.</span> <b style="font-family: Arial,Helvetica,sans-serif;"><br/></b></span></span></p>The Counteroffer: Why and How to Avoid This Losing Propositiontag:recruitingblogs.com,2012-04-25:502551:BlogPost:15502462012-04-25T20:28:11.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<div>When an employee informs their supervisors of their resignation, they are sometimes confronted by what is known as a counteroffer - <i>an employer’s “rebuttal” to the resignation in the form of a proposed salary increase or other perceived benefits</i>. </div>
<p><a href="http://3.bp.blogspot.com/-s4_KCjehEk8/T4hZ_BPujcI/AAAAAAAAG4k/CQvtg8PtBgo/s1600/CounterOffer.png"></a>Many misinformed professionals have no hesitation in considering a counteroffer. In fact, many will reason that a…</p>
<div>When an employee informs their supervisors of their resignation, they are sometimes confronted by what is known as a counteroffer - <i>an employer’s “rebuttal” to the resignation in the form of a proposed salary increase or other perceived benefits</i>. </div>
<p><a href="http://3.bp.blogspot.com/-s4_KCjehEk8/T4hZ_BPujcI/AAAAAAAAG4k/CQvtg8PtBgo/s1600/CounterOffer.png"></a>Many misinformed professionals have no hesitation in considering a counteroffer. In fact, many will reason that a salary increase in their present position alleviates certain difficulties or concerns they have in their current role. Additionally, submitting to the pressure of a counteroffer might simply feel like the easiest thing to do in an uncomfortable situation. For instance, the counteroffer may be incorrectly perceived as an easy way to acquire a monetary promotion and enables you to bypass the adjustments associated with transitioning to a new organization. In reality, although a counteroffer may seem like a tempting, even flattering quick fix for many employees, its acceptance should be avoided in order to protect your long-term career interests. <a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557502188?profile=original"><img width="300" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557502188?profile=RESIZE_320x320" width="300"/></a><br/> <br/> If you are among those professionals who, following the announcement of your resignation would consider a counteroffer, you may want to reconsider your decision. The list below details the most important reasons why, once you have stated your decision to leave your current organization for a new opportunity, you should not back down, even if tempted by higher pay:<br/> <br/> • <b>You’ve Wasted Your Time</b><br/> You have already applied considerable effort in obtaining a better opportunity, motivated by some particular dissatisfaction within your current role. Why give that up? By accepting a counteroffer, the only “benefit” you’ll enjoy after all that effort is a higher salary. Meanwhile, you’ll remain unhappy with your manager, colleagues, responsibilities, the organization itself, or whatever it is that initially triggered your decision to leave. And that higher salary may only be an upfront piece of any future raise you were going to get. Thus, your future raises will probably be greatly diminished.<br/> <br/> • <b>Professional Relationships Will Suffer</b><br/> You are going to significantly tarnish your relationship with both your supervisors and managers. Management may feel as though you pressured them into offering a higher salary, especially if your continued employment with the firm was important to them for the accomplishment of certain key objectives. As a result of these strained connections, you’ll be placed at a disadvantage in terms of receiving recommendations or referrals in the future. <br/> <br/> •<b>Poor Implications for Promotions</b><br/> The acceptance of a counteroffer implies that you are willing to take on additional responsibilities that you may be unprepared to handle. Unlike an organic promotion, your salary boost won’t be prompted by a display of outstanding performance or someone else’s resignation. Furthermore, you most likely won’t be considered by management for other promotions if the only way that you are able to obtain one is to admit that you have been offered a job at a higher salary.<br/> <br/> • <b>You Won’t Be There Much Longer</b><br/> Statistics show that employees who accept counter offers won’t remain in their current positions for more than one year. In fact, according to <i>US News,</i> between 70 and 80 percent of those who take a counteroffer will leave the organization within nine months. In this case, you’ll need to begin your job search all over again. <br/> <br/> Now that you understand the rationale behind rejecting a counteroffer, you should know how to avoid the proposition in the first place. Before you even approach management to let them know that you are going to resign, you have to be absolutely grounded in your decision to take the offer at the new firm. Any doubts will leave you vulnerable to the temptation of a counteroffer, so be sure to constantly remind yourself of why your decision to leave is the best path for your career. To solidify your decision about leaving your current position, put it in writing for management in the form of a resignation letter. The letter should include your intended last day with the firm, as well as a statement of the fact that your decision is final. Finally, you must reiterate the definitiveness of your resignation in person. If the inevitable counteroffer is made, you can politely decline while stressing that the opportunity – not the salary – offered by the new position is best for your career. <br/> <br/> Clearly, the resignation process will sometimes be difficult for professionals given the frequent use of the counteroffer tactic by employers. The bottom line is that accepting this type of proposition will only amplify your original job dissatisfaction and lead to your eventual resignation or termination.</p>How Virtual Footprints Affect Employmenttag:recruitingblogs.com,2011-10-21:502551:BlogPost:14464002011-10-21T19:19:14.000ZGregory Saukulakhttps://recruitingblogs.com/profile/GregorySaukulak
<h3 class="post-title entry-title">How Virtual Footprints Affect Employment</h3>
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<p>Typically, an individual seeking a job prepares, as is recommended, in the following ways: developing a valuable skill set; networking with professionals in his or her field of interest; writing a succinct, yet captivating resume; researching the organization for an interview, if such an offer is extended. However, many applicants neglect to consider a fifth, equally significant…</p>
<h3 class="post-title entry-title">How Virtual Footprints Affect Employment</h3>
<div class="post-header"></div>
<p>Typically, an individual seeking a job prepares, as is recommended, in the following ways: developing a valuable skill set; networking with professionals in his or her field of interest; writing a succinct, yet captivating resume; researching the organization for an interview, if such an offer is extended. However, many applicants neglect to consider a fifth, equally significant component of the job search process: the creation and maintenance of a respectable online image. The use of virtual background checks to dilute an applicant pool is now more prevalent than ever as the Internet becomes increasingly saturated by social media and user-generated content sites. Given the current economic conditions, especially those in the finance industry, applicants cannot afford to be excluded from consideration because of irresponsible Internet activity. Even employees satisfied with secure positions should be wary of their online history, for they, too, could be subject to unexpected checks. Accounting and finance positions beyond entry-level usually require extensive time and training; therefore, professionals should not let their valuable investments go to waste by leaving questionable virtual footprints.<br/><br/>To understand the severity of publicly posting harmful content to the Web, examine the following statistics about employers, recruiters and applicants, taken from a 2010 research study conducted by Microsoft:</p>
<ul>
<li>Search engines are used for 78% of applicant background checks by recruiters.</li>
<li>70% of recruiters will use an applicant’s online activity as grounds for rejection.</li>
<li>But only 15% job applicants believe their online reputation will hurt their chances of employment.</li>
<li>63% of recruiters examine applicants’ social media activity.</li>
<li>Offensive remarks about an applicant’s past employers, colleagues or friends, communicated via social media, are taken into consideration by 40% of employers.</li>
<li>The use of improper grammar online struck 25% of employers as an indication of poor communication skills.</li>
</ul>
<p>These figures have a number of implications for prospective employees. The first recommendation for cleaning up an online image is to Google your name to become aware of exactly what recruiters and potential employers are capable of finding. This initial step is the best way to determine exactly what information – either self-generated or written by a third party – exists about you on the Internet. From here, one can take appropriate action to remedy the content of the search results. Most likely, social media accounts are going to appear in a Google search. Keeping the research in mind, diligently modify your Facebook, Twitter, Google+ and other social accounts to reflect the concerns of employers and recruiters. Delete inappropriate pictures and offensive comments if found, and adjust privacy settings as needed. Finally, consider setting up Google Alerts to receive a notification each time your name appears in a Web post; this tactic will allow you to efficiently all relevant content in a timely fashion.<br/><br/>Maintaining a reputable status on the Internet entails more than removing negative content, however. In addition to deleting questionable photographs or videos, rude comments or other evidence of immature online behavior, applicants need to foster valuable personal material. Regularly updating a LinkedIn account, for instance, is an appropriate way to ensure that positive and professional data about is available to employers and recruiters. Abacus Group executive recruiter Jason Fleischer, quoted in a <a href="http://www.forbes.com/2009/07/01/online-reputation-protect-leadership-careers-networking.html">2009 Forbes article</a>, advises that those who are unemployed express, via LinkedIn, their desire for new job opportunities. Additionally, professionals may consider creating a personal blog or webpage that containing information about their career and interests. Such a website can effectively function as a “virtual business card,” according to a recent <a href="http://www.businessweek.com/business-schools/chat-transcript-managing-your-online-reputation-10182011.html#0_undefined,0_">Bloomberg Businessweek interview</a> featuring Todd William, founder of an online reputation management company. For only $10, an individual can register a domain of her choice, ideally his or her first and last name, to ensure the existence of favorable content about oneself on the Internet. In addition to serving as a virtual advertisement for a candidate, a meaningful personal website will divert attention from irremovable damaging material.<br/><br/>Overall, the research data urges all job seekers – as well as current employees – to sustain the practice of responsible Internet behavior. Building an admirable online reputation is not a one-time effort; rather, it must be maintained regularly though careful consideration and the promotion of beneficial content.<br/><br/><br/><span style="font-weight: bold;">Sources:</span><br/><br/>Berlin, Amanda. "<a href="http://www.forbes.com/2009/07/01/online-reputation-protect-leadership-careers-networking.html">How to Protect Your Online Reputation</a>."<br/><br/>Sullivan, Bob. "<a href="http://redtape.msnbc.msn.com/_news/2011/09/30/8044153-when-it-comes-to-online-reputation-lifes-not-fair-and-companies-arent-either">When it comes to online reputation, 'life's not fair and companies aren't either.</a>'"<br/><br/> <span class="st">Di Meglio</span>, Francesca. "<a href="http://www.businessweek.com/business-schools/chat-transcript-managing-your-online-reputation-10182011.html">Managing Your Online Reputation</a>."<br/><br/>Travis, Kate. "<a href="http://blogs.sciencemag.org/sciencecareers/2010/03/employers-consi.html">Employers Considering Applicants' Online Reputation</a>."<br/><span style="display: block;" id="formatbar_Buttons"> </span>Tynan, Dan. "<a href="http://www.itworld.com/it-managementstrategy/212115/seven-ways-rescue-your-online-reputation">Seven ways to rescue your online reputation</a>."</p>
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<p><span class="post-author vcard">Posted by <span class="fn">Lauren McGrath on <a href="http://abacusgroupblog.blogspot.com">http://abacusgroupblog.blogspot.com</a><br/></span></span></p>