What suggestions can be offered toward looking for a job/career if you're being contacted as a perfect fit but find out by no fault of your own(as a job seeker) that you didn't make the cut or rather continue to never get feedback/communication.
Let me iterate a bit.Let's say you are working with a couple of pro recruiters, or you contact certain HR's, etc.Either way the ones you are working with or ones that happen to contact you; they say "you're just what we're looking for" but you can't find out anything more than, we want to talk to you, you're contacted,some gibberish over the phone,maybe even an interview, you find out nothing and each & every time an instance like this occurs you feel like you're nothing more than a donkey that's being pulled without a rope just to see how far you can be pulled. So, you find new people to work with, the same results. But everyone continues to say "but there's jobs out there, don't let these type results hold you back". If you're always told "you're what we're looking for" but never seem to be the one they want, what might be some ideas to people so they'll quit feeling like a "donkey". Pondering thoughts I think.
I'm a guy that tries to view things from outside the box looking in. I can respect both sides perspective and aggravation,but when you continue to try everything you're told to try, you've spent dollars upon dollars for resume updates, skilled interview transactions, money to interviews, you appear to have the qualifications as stated; no matter what you seem to try you get kicked to the curb; & you're unemployed, & no money coming in; just how much should a person endure?
What exactly is the perfect person that employers are looking for.In that aspect since recruiters represent the employer since they're being paid, it appears to me that there's a lot of donkey's being pulled without ropes, professionals, lay workers,etc. A professional can not get a lay mans(Skilled labor, hourly salary) because they're just to over qualified & employers know one day they'll want to move on so forget being hired or even trying to start over. The professional can't get the professional jobs they apply for because they don't meet the qualifications although they're led to believe they do meet the qualifications. What exactly is the perfect fit? Does each line item that is being requested by the employer/recruiter have to be listed on a person's resume in order to be considered or is there an itty bitty bit of common sense in the playing that says this person has 5 of the top skills this employer wants and the other 2 can easily be acquired?
Everyone has seen it during their years in the working force. People didn't get their experiences from just book knowledge. They learned it on the job. I understand employers don't want to spend training dollars to train someone, but face it, there is no perfect person. Scientist, Doctors, even The President of the United States, are lacking something & is not perfect & will not be the perfect person for everything within a job posting. They will still have to be trained at some point to be efficient in that job/company or typically all the company is getting is a photo copy of the previous employer. The idea is to mold someone to be the culture of the company they are coming to work for not bring habits in from the previous company they worked for. If this isn't true and the perfect person has to reflect being the Holy Grail then there will always be nothing more than a bunch of unemployed people with a world of knowledge that keeps wishing to get feedback & the issues of getting the job force back working will never exist again & everyone will just become do- nothing-ers,and cost the economy even more dollars and put a larger burden on society creating more tax dollars that those are employed will be forced to pay.
Let's face it, commercial after commercial tells you that education is the key to becoming noticed. Upgrade your skills. Resume Companies pump advice like it's dollars being thrown out a window. Recruiters constantly updating their databases and calling people with fictitious jobs or posting fictitious jobs. The average person has become nothing more than a gambler in the job force. Some time in the future we'll probably start seeing billboards that reflect "Are you a career job-seeker with all the relevant requirements to get hired but find yourself hooked? You need Job-Seeker Anonymous. Admittance is the first sign to addiction and getting help. Call today for help. There's millions like you out there and there's people that want to help you"; if you have any money saved that is!
There's just so many spots under the interstate for people to live. How do you become the perfect fit that enables you to become a contributing member of society or end up a collector and contributor to the deficit? How much does a person have to endure to become noticed and quit being a donkey that's pulled without a rope just to see how far you can be pulled?
Monday, April 19, 2010
Friday, April 16, 2010
Does Being Frustrated or Aggravated on a Post Show a Lack of Professionalism?
Should aggravation and frustration reflect in post venues on how people really feel toward job-seeking and how they're being treated by asking for communication or should it be stifled and kept quiet since prospective employers and recruiters may use the information in judging people?
I would hope and I know it's not always so, that any potential employer just as any potential good recruiter doesn't take the frustration and aggravation that people impose on a discussion as nothing more than what it is. As I've stated in previous posts with all due respect to all those already employed feeding there families, paying their bills; I don't think anything anyone speaks or spoke about is meant directly, but how business is handled.
As a potential interviewee, a potential customer/client in future associations I would think that companies and recruiters would take their jobs quite professional and actually use threads to help them gain the trust of people/customers for use down the road. Particularly a discussion like some threads would be a map for "how do we do business" and "let's focus on being as professional as we can by using this information to make us better or make our company tops amongst the rest" Surveys are sent out by top companies from around the world asking "How are we doing". Well understanding what's being asked, then a thread should say a lot about "How are we doing" and not directly take it out against the people posting the unhappiness.
People are hungry, want to work and as a professional to a professional (companies, recruiters, etc) people want to be treated as professionals and not as cattle. That's not to much to ask. If in short the least people could be told during an initial conversation/interview/contact "Mr Doe, I apologize if you don't hear from me, but because of the present economic downturn our/my office has been completely backlogged so we're unable to answer everyone directly with information about where they stand on this position I'm interviewing you for, but understand that if you are qualified as the next step up toward this position, I will be in contact with you". You're interviewing/ talking to the person anyway, why can't something be respectably stated and the tone toward this particular group may subside knowing that people are now aware and won't be sitting around waiting.
If all the data that fills everyone's mailbox everyday states, follow-up, be persistence, don't you believe these professional societies and/or companies as professionals should show a slight bit of consideration towards professionals, other than a cold shoulder or quit asking for recommendations toward people who might know someone and quit filling mailboxes with bogus information that doesn't work or no one has intention on using?
I'm sure these people including myself on these threads don't want to see anyone fail or fall short of being jobless meaning recruiters also. In turn that's all people are speaking about is a little professionalism from those that have the ability in the positions they are in to show how professional they truly are and show a little compassion.
In concluding, I truly hope whomever reads these threads from the people they are/have interviewed shows a little professionalism and stops and realizes "I'm dealing with a professional and I can understand the frustrations that has built up over time and how much this person I'm interviewing or have interviewed really wants to work and bring his/her professionalism on board".
I would hope and I know it's not always so, that any potential employer just as any potential good recruiter doesn't take the frustration and aggravation that people impose on a discussion as nothing more than what it is. As I've stated in previous posts with all due respect to all those already employed feeding there families, paying their bills; I don't think anything anyone speaks or spoke about is meant directly, but how business is handled.
As a potential interviewee, a potential customer/client in future associations I would think that companies and recruiters would take their jobs quite professional and actually use threads to help them gain the trust of people/customers for use down the road. Particularly a discussion like some threads would be a map for "how do we do business" and "let's focus on being as professional as we can by using this information to make us better or make our company tops amongst the rest" Surveys are sent out by top companies from around the world asking "How are we doing". Well understanding what's being asked, then a thread should say a lot about "How are we doing" and not directly take it out against the people posting the unhappiness.
People are hungry, want to work and as a professional to a professional (companies, recruiters, etc) people want to be treated as professionals and not as cattle. That's not to much to ask. If in short the least people could be told during an initial conversation/interview/contact "Mr Doe, I apologize if you don't hear from me, but because of the present economic downturn our/my office has been completely backlogged so we're unable to answer everyone directly with information about where they stand on this position I'm interviewing you for, but understand that if you are qualified as the next step up toward this position, I will be in contact with you". You're interviewing/ talking to the person anyway, why can't something be respectably stated and the tone toward this particular group may subside knowing that people are now aware and won't be sitting around waiting.
If all the data that fills everyone's mailbox everyday states, follow-up, be persistence, don't you believe these professional societies and/or companies as professionals should show a slight bit of consideration towards professionals, other than a cold shoulder or quit asking for recommendations toward people who might know someone and quit filling mailboxes with bogus information that doesn't work or no one has intention on using?
I'm sure these people including myself on these threads don't want to see anyone fail or fall short of being jobless meaning recruiters also. In turn that's all people are speaking about is a little professionalism from those that have the ability in the positions they are in to show how professional they truly are and show a little compassion.
In concluding, I truly hope whomever reads these threads from the people they are/have interviewed shows a little professionalism and stops and realizes "I'm dealing with a professional and I can understand the frustrations that has built up over time and how much this person I'm interviewing or have interviewed really wants to work and bring his/her professionalism on board".
Tuesday, April 6, 2010
Does being unique have its place in the role of a job-seeker
I don't know anyone's circumstances that make them unique, but for me I would never put myself on a pedestal complaining about poor ole me.It's always stated put yourself in a displaced persons shoes,& then give opinions not just toward the poor ole me job seeker but with respect to recruiters.I don't think majority of people enjoy sitting & talking about themselves in a negative aspect.
It’s been spoken about the negativity shown and how unhealthy it is, but it's a time waster so no one has to face the fact that they should be looking for something. Well, in that same aspect recruiters respond with negativity also. There's nothing positive coming from recruiters or HR's that signifies anything other than people of this status are lousy people persons (not directed at anyone personally, just a generalized statement) and don't like people unless it's the perfect person they obtain the resume from where they don't have to do much leg work because it's all there for them in the resume. Job seekers on the other hand are edgy. It doesn’t make it any easier for the recruiter. As far as for recruiters it just seems to come across when talking with them as they're looking for the perfect resume, the perfect interview, the perfect person, now give me my dollars so I can find the next trophy.In reality I know you have to look for the perfect person for the position you're filling, but it's the smug attitude. However, it literally works both ways actually. No ones happy. But let's face it as humans we are all looking for the perfection that makes our jobs easier.
I see job seekers as sores, I see recruiters as medicine and band-aids applied to sores. There's an epidemic out there and if there's anything I think anyone can get out of a conversation like this; it might be that job seekers look up to recruiters and need their professionalism to help them. If it weren’t for the complaints and the poor ole me syndrome people would already have the perfection in their lives and wouldn't have to turn to the "professionals" to help them cure the sore. Sometimes comments get heated and some probably are taken personal, but consider the job seeker a small baby, and the recruiter the mommy. You get a lot of crying from a small baby, and that's their way of saying I need help from mommy to come running and assist.
I would like to learn more as I continue my bout toward employment how people handle situations to get past the issues of likes and dislikes about job-seekers and recruiters instead of "well, this happened to me". I like solutions.
For myself, I don't seek employment because I need to; I seek it because I enjoy working. That does make me unique. Fishing and cutting grass does get old. Not to mention I didn’t leave my previous job due to economic conditions, I left because of ailing parents and the ability to assist and help out in a situation whereas others had been caring for them and I had to do something to contribute. I agree with in discussions whereas no one owes anyone anything. The me syndrome is definitely prominent in today's society. I personally have talked to 3 recruiters in my lifetime. I’m definitely one of those that seek out the decision maker and follow the path of allowing me to speak with them directly. I’ve been successful in some aspects as well as not so successful in others. I believe we work hard for what we get including the next job. Charm, personality, credentials, professionalism and persistence to me is what gets you noticed.
It’s been spoken about the negativity shown and how unhealthy it is, but it's a time waster so no one has to face the fact that they should be looking for something. Well, in that same aspect recruiters respond with negativity also. There's nothing positive coming from recruiters or HR's that signifies anything other than people of this status are lousy people persons (not directed at anyone personally, just a generalized statement) and don't like people unless it's the perfect person they obtain the resume from where they don't have to do much leg work because it's all there for them in the resume. Job seekers on the other hand are edgy. It doesn’t make it any easier for the recruiter. As far as for recruiters it just seems to come across when talking with them as they're looking for the perfect resume, the perfect interview, the perfect person, now give me my dollars so I can find the next trophy.In reality I know you have to look for the perfect person for the position you're filling, but it's the smug attitude. However, it literally works both ways actually. No ones happy. But let's face it as humans we are all looking for the perfection that makes our jobs easier.
I see job seekers as sores, I see recruiters as medicine and band-aids applied to sores. There's an epidemic out there and if there's anything I think anyone can get out of a conversation like this; it might be that job seekers look up to recruiters and need their professionalism to help them. If it weren’t for the complaints and the poor ole me syndrome people would already have the perfection in their lives and wouldn't have to turn to the "professionals" to help them cure the sore. Sometimes comments get heated and some probably are taken personal, but consider the job seeker a small baby, and the recruiter the mommy. You get a lot of crying from a small baby, and that's their way of saying I need help from mommy to come running and assist.
I would like to learn more as I continue my bout toward employment how people handle situations to get past the issues of likes and dislikes about job-seekers and recruiters instead of "well, this happened to me". I like solutions.
For myself, I don't seek employment because I need to; I seek it because I enjoy working. That does make me unique. Fishing and cutting grass does get old. Not to mention I didn’t leave my previous job due to economic conditions, I left because of ailing parents and the ability to assist and help out in a situation whereas others had been caring for them and I had to do something to contribute. I agree with in discussions whereas no one owes anyone anything. The me syndrome is definitely prominent in today's society. I personally have talked to 3 recruiters in my lifetime. I’m definitely one of those that seek out the decision maker and follow the path of allowing me to speak with them directly. I’ve been successful in some aspects as well as not so successful in others. I believe we work hard for what we get including the next job. Charm, personality, credentials, professionalism and persistence to me is what gets you noticed.
Thursday, April 1, 2010
Has the past taught us anything
In a statement that was brought up in a discussion “people wouldn't be able to find a job without recruiters”. In today's world there may and I say may be some truth in some aspects of that statement, but that would probably be based on the job and the company.
Now don't get me wrong we all have jobs to do and some have more responsibilities than others, but in a world of companies wanting positions that are experienced in best practices, change management, and sustainable metrics how on earth is utilizing a 3rd party for these areas and many more not stated really beneficial.
Best practices as I see it is to quit giving HR departments projects to run in feasibility studies, how do we data archive, what color should the drapes be in John's office, etc. Put the burden back on the department that initially has always been the key to obtaining resumes, researching, and calling references instead of it being delegated to them for them to send out to a 3rd party that cost money when that money could be used to fulfill a needed position. That's best practices. I love technology, I follow technology within my given spectrum, but if all it does is confuse the issue and boggles the brain and is not very beneficial to the bottom line of the organization how can it be considered "best practices"?
Secondly, change management. Can you say the practice of farming out such an activity is really advantageous to change management? The old adage of KISS... Keep it simple stupid does have it's upside. Is this really a simplistic matter to go through ever so much of aggravation and discontent between recruiters and job-seekers? One can only assume when the anger occurs from a company toward recruiters and vice-verse how temperamental it becomes. It use to be cheaper to pay temp hires to come in and do HR's filing and leg work while HR initially reviewed resumes and passed them on to hiring managers. But companies have reduced that role from $9.00 and hour to a 25% or more cost value to use outside sources whereas if HR was properly doing their job or properly staffed with the significant experience to review and interview for the positions one could only imagine how much could be saved. The HR groups could be vital parts and a major contributor to the process instead of losing these funds to outside sources and gain back the respect that everyone so dislikes about HR’s nowadays. Outside sourcing is it really change management and really how cost effective is it? Train your people on the inside and let them do the remarkable work they were hired to do.
Thirdly and finally, sustainable metrics? In this context, the resolution for identifying improvements or rather, improving the quality of life. Is this really an improvement over what has taken place for centuries? Let's face it getting down to the bare metal of things; the wheel has already been invented. Why does the business world need another body to fulfill what initially was given to a department to perform. Was it that difficult? If the people you've hired in the HR departments can't understand the positions being asked to fill and we continue to hear the stories of 3rd party gatekeepers who have no knowledge of the terminology the company seeks how can this be an improvement in the quality of business.
I personally believe we’ve gotten relaxed in the business world. We use company funds to play golf, eat hardy lunches and sleep behind our desk and create wonderful attractive graphs that someone will use to tell us what departments aren’t doing their jobs causing outsourcing remedies. But yet we continue to pile on the projects that no one else wants to do on these what could be viable departments and just give the money away to those that are more than happy they’ve been given the opportunity to become part of the mix.
This is by no means an insult or meant as disrespect to recruiters, HR or HH’s. I realize the world has got more complicated with technology, but to say the least does the simplest task have to have chemistry labs next to them to get answers? It really makes no sense from a business standpoint. Maybe that’s why we’re paying Top Executives in major companies billions of dollars in bonuses for not doing their jobs, because we’ve gotten to complex!
Pondering thoughts!
Now don't get me wrong we all have jobs to do and some have more responsibilities than others, but in a world of companies wanting positions that are experienced in best practices, change management, and sustainable metrics how on earth is utilizing a 3rd party for these areas and many more not stated really beneficial.
Best practices as I see it is to quit giving HR departments projects to run in feasibility studies, how do we data archive, what color should the drapes be in John's office, etc. Put the burden back on the department that initially has always been the key to obtaining resumes, researching, and calling references instead of it being delegated to them for them to send out to a 3rd party that cost money when that money could be used to fulfill a needed position. That's best practices. I love technology, I follow technology within my given spectrum, but if all it does is confuse the issue and boggles the brain and is not very beneficial to the bottom line of the organization how can it be considered "best practices"?
Secondly, change management. Can you say the practice of farming out such an activity is really advantageous to change management? The old adage of KISS... Keep it simple stupid does have it's upside. Is this really a simplistic matter to go through ever so much of aggravation and discontent between recruiters and job-seekers? One can only assume when the anger occurs from a company toward recruiters and vice-verse how temperamental it becomes. It use to be cheaper to pay temp hires to come in and do HR's filing and leg work while HR initially reviewed resumes and passed them on to hiring managers. But companies have reduced that role from $9.00 and hour to a 25% or more cost value to use outside sources whereas if HR was properly doing their job or properly staffed with the significant experience to review and interview for the positions one could only imagine how much could be saved. The HR groups could be vital parts and a major contributor to the process instead of losing these funds to outside sources and gain back the respect that everyone so dislikes about HR’s nowadays. Outside sourcing is it really change management and really how cost effective is it? Train your people on the inside and let them do the remarkable work they were hired to do.
Thirdly and finally, sustainable metrics? In this context, the resolution for identifying improvements or rather, improving the quality of life. Is this really an improvement over what has taken place for centuries? Let's face it getting down to the bare metal of things; the wheel has already been invented. Why does the business world need another body to fulfill what initially was given to a department to perform. Was it that difficult? If the people you've hired in the HR departments can't understand the positions being asked to fill and we continue to hear the stories of 3rd party gatekeepers who have no knowledge of the terminology the company seeks how can this be an improvement in the quality of business.
I personally believe we’ve gotten relaxed in the business world. We use company funds to play golf, eat hardy lunches and sleep behind our desk and create wonderful attractive graphs that someone will use to tell us what departments aren’t doing their jobs causing outsourcing remedies. But yet we continue to pile on the projects that no one else wants to do on these what could be viable departments and just give the money away to those that are more than happy they’ve been given the opportunity to become part of the mix.
This is by no means an insult or meant as disrespect to recruiters, HR or HH’s. I realize the world has got more complicated with technology, but to say the least does the simplest task have to have chemistry labs next to them to get answers? It really makes no sense from a business standpoint. Maybe that’s why we’re paying Top Executives in major companies billions of dollars in bonuses for not doing their jobs, because we’ve gotten to complex!
Pondering thoughts!
What do we really know
In my thoughts I think a lot of recruiters and some HR people really don't know the jobs they enlisted to fill. So I don’t offend anyone, I didn’t say everyone!! I said a lot of and some. Anyone can read a description and match word for word, but what happen to finding the skilled candidate. Do people really sit and read resumes anymore or do they just let the computer dial up keywords.
I recently received a plug from a recruiter for a job I had years of experience in. However on the description it clearly stated PHD and a level 3 certs was required. Now the certs weren’t hard to obtain based on the qualifications but what was this guy thinking sending me the post for the job requiring a PHD? I said what the heck I have the experience why not give it a shot. I sent it in and they received it. I followed up and the Recruiter replied. The 2 major requirements were the PHD and the Level 3 certs. He stated I don't see it anywhere on your resume. DUH! I knew that. That's why I scratched my head in wonderment why he sent it to me to begin with. I guess I’m at fault because I should have initially just ignored the invite to send my resume in, but I simply thought that maybe with the experience at hand I might prevail.That was the only response I received. This simply told me that some don't bother reading resumes.
I realize there's a lot to read and go through. I've been there, done that. But what recruiters, headhunters and HR peeps may be missing is the old adage of a diamond in the rough. The ole saying that a computer is only as good as the information being put in. In this case extracted. They may just be missing out on a fine cut diamond in all the mix if they're not reading and physically doing some work instead of allowing electronics to persevere. I love my electronics and we all depend on them, but let's face it, sometimes the wheel has been invented and some still have no clue how to make it roll.
I like to think recruiters are no different than I am.I wake in the morning trying to fulfill my day. As stated this relates to some,not all.I have a time-line; a calendar system to follow in order to be successful. I drink my coffee;I eat my lunch;I even cook for the elderly so the ones I take care of have something to eat. My principals are no different than when I was employed.I followed a strategic mindset.Unlike the statistics of the average job-seeker spends 12 minutes a day looking for a job. I do feel like an exception to these statistics as I'm sure many do.I spend the rest of my day which can easily be 8 to 13 hours searching through approx.18 sites,physically reading, personalizing resumes, emailing, following up etc.I guess I could use the sites that guarantees they will send your resume to 87 sites for you freeing your time to watch Oprah, Judge Judy, but I like to know where my resume is going,who may be receiving it; what company I'm interested in working for. This in itself weeds out who I'm not interested in talking to. As a recruiter I would hope there are those that better fit the qualifications of recruiting by doing the same. Physically sorting reading trying to make the appropriate resumes fit the positions. I would hope those that fit the position know the important points for the job they're looking for applicants to fill. How many times (I can attest to it) the recruiter sent me computer listings that was contacted before even knowing anything about the individual that they quickly qualified as a potential applicant only to find out when they came in; the only words I can relate to was "You have to be kidding!"
You can't beat personalization.As a recruiter you also have the ability to weed out people you don't want to consider if you did the reading, research,etc.I've seen it also, hurry to talk to the cute secretary, time to play a round of golf, oh I have to leave early, time to read the news online. No wonder it takes so long to get through 300 resumes that's coming in. Honest day's work for honest day salary? hmm.. No wonder expenses are so high for so many companies. Everything does have its place.
Job-hunting is turning into the same game as everything else. I use to watch installers do jobs just to hurry up; get the check.Worry about the issues later when they come up. Now a days it doesn't matter how much experience you have; the dedication; input you've put into a job in order to use it down the road in a better position or a top company, people are just filling jobs just to get that check because the right keywords were used. As I was told by one interviewer that I truly enjoyed his take.He questioned but the relationship he made during the interview was something to appreciate.He was a headhunter, but he did his homework; knew what he was looking for,I could tell he actually read the resume. Although I didn't make the cut due to lacking one feature that was noticed during the discussion,I can honestly say this is how I would expect a recruiter to act. He stated I have to do a good job because I don't get paid until you get hired. But despite that statement, he covered the bases making me feel like I was a classic case knowing that his reading my resume and talking with me he could tell I was dedicated, wanting to work, honest, had integrity and a professional at what I did.If personalization was key many diamonds may be found that have otherwise been kicked back into the dirt.Can a database pull this information out or would you have not picked up on this unless it was a keyword? I follow technology, I believe in change, but some things you really have to question and wonder if it's really worth the time and effort. I agree with a co-writer that whether it's Attorneys, politicians, mechanics, real estate brokers... it applies equally to everyone. No-one owes anyone anything,but the ability to show people a little dignity, honesty and personalization will far outreach any technology we're using today or possibly even the future.
I recently received a plug from a recruiter for a job I had years of experience in. However on the description it clearly stated PHD and a level 3 certs was required. Now the certs weren’t hard to obtain based on the qualifications but what was this guy thinking sending me the post for the job requiring a PHD? I said what the heck I have the experience why not give it a shot. I sent it in and they received it. I followed up and the Recruiter replied. The 2 major requirements were the PHD and the Level 3 certs. He stated I don't see it anywhere on your resume. DUH! I knew that. That's why I scratched my head in wonderment why he sent it to me to begin with. I guess I’m at fault because I should have initially just ignored the invite to send my resume in, but I simply thought that maybe with the experience at hand I might prevail.That was the only response I received. This simply told me that some don't bother reading resumes.
I realize there's a lot to read and go through. I've been there, done that. But what recruiters, headhunters and HR peeps may be missing is the old adage of a diamond in the rough. The ole saying that a computer is only as good as the information being put in. In this case extracted. They may just be missing out on a fine cut diamond in all the mix if they're not reading and physically doing some work instead of allowing electronics to persevere. I love my electronics and we all depend on them, but let's face it, sometimes the wheel has been invented and some still have no clue how to make it roll.
I like to think recruiters are no different than I am.I wake in the morning trying to fulfill my day. As stated this relates to some,not all.I have a time-line; a calendar system to follow in order to be successful. I drink my coffee;I eat my lunch;I even cook for the elderly so the ones I take care of have something to eat. My principals are no different than when I was employed.I followed a strategic mindset.Unlike the statistics of the average job-seeker spends 12 minutes a day looking for a job. I do feel like an exception to these statistics as I'm sure many do.I spend the rest of my day which can easily be 8 to 13 hours searching through approx.18 sites,physically reading, personalizing resumes, emailing, following up etc.I guess I could use the sites that guarantees they will send your resume to 87 sites for you freeing your time to watch Oprah, Judge Judy, but I like to know where my resume is going,who may be receiving it; what company I'm interested in working for. This in itself weeds out who I'm not interested in talking to. As a recruiter I would hope there are those that better fit the qualifications of recruiting by doing the same. Physically sorting reading trying to make the appropriate resumes fit the positions. I would hope those that fit the position know the important points for the job they're looking for applicants to fill. How many times (I can attest to it) the recruiter sent me computer listings that was contacted before even knowing anything about the individual that they quickly qualified as a potential applicant only to find out when they came in; the only words I can relate to was "You have to be kidding!"
You can't beat personalization.As a recruiter you also have the ability to weed out people you don't want to consider if you did the reading, research,etc.I've seen it also, hurry to talk to the cute secretary, time to play a round of golf, oh I have to leave early, time to read the news online. No wonder it takes so long to get through 300 resumes that's coming in. Honest day's work for honest day salary? hmm.. No wonder expenses are so high for so many companies. Everything does have its place.
Job-hunting is turning into the same game as everything else. I use to watch installers do jobs just to hurry up; get the check.Worry about the issues later when they come up. Now a days it doesn't matter how much experience you have; the dedication; input you've put into a job in order to use it down the road in a better position or a top company, people are just filling jobs just to get that check because the right keywords were used. As I was told by one interviewer that I truly enjoyed his take.He questioned but the relationship he made during the interview was something to appreciate.He was a headhunter, but he did his homework; knew what he was looking for,I could tell he actually read the resume. Although I didn't make the cut due to lacking one feature that was noticed during the discussion,I can honestly say this is how I would expect a recruiter to act. He stated I have to do a good job because I don't get paid until you get hired. But despite that statement, he covered the bases making me feel like I was a classic case knowing that his reading my resume and talking with me he could tell I was dedicated, wanting to work, honest, had integrity and a professional at what I did.If personalization was key many diamonds may be found that have otherwise been kicked back into the dirt.Can a database pull this information out or would you have not picked up on this unless it was a keyword? I follow technology, I believe in change, but some things you really have to question and wonder if it's really worth the time and effort. I agree with a co-writer that whether it's Attorneys, politicians, mechanics, real estate brokers... it applies equally to everyone. No-one owes anyone anything,but the ability to show people a little dignity, honesty and personalization will far outreach any technology we're using today or possibly even the future.
Tuesday, January 19, 2010
Do You Want Your Organization to Prosper,Grow, Succeed?
SHAZAM
No it's not about The Strength of Hercules,The Power of Zeusa, The Great Courage of Achillesa, The Stamina of Atlasa, or The Wisdom of Solomna ........
No it's not about The Strength of Hercules,The Power of Zeusa, The Great Courage of Achillesa, The Stamina of Atlasa, or The Wisdom of Solomna ........
Have you ever purchased the wrong tool for the wrong job thinking this must be what I need?
Have you ever spent money on a particular tool only to find out it didn't stand up to what it was suppose to do or it simply broke?
With the right approach, a little warmth, a chilling desire your worries could be over!
Prominent Business Professional with extensive experience looking to Pursue Objectives that will service company's growth with high end goals and bottom-line results.
Areas of Business Success
Building Materials/Products Industry
Oil Service Industry
Management
Willing to relocate for great fit! All industries considered with given opportunity!
Building Materials/Products Industry
Oil Service Industry
Management
Willing to relocate for great fit! All industries considered with given opportunity!
What will be brought to the table for your success:
"High Performance"
"General Management, Operations Management, Production Management,
Quality Engineering Experience"
"Excellence"
"Strategical Soundness"
"Results Driven"
"Financially Oriented/Driven"
"Drives aggressive but Practical Strategic Planning for building Alliances"
"Manage Corporate Change"
"Implementing Initiatives that support Organizational Growth and Efficiencies"
"Practical Professional who builds successful relationships"
"Bottom-line Results"
- Knowledge extends into many facets of API, ANSI, ISO,NDT, MWD, ASQC, APICS, OSHA within the Oil Service Industry.
- Knowledge extends into many facets of IRC, KPI, BPM, JIT, B2B, B2C, JIT, DRP, ASCE, OSHA within the Building/Products-Residential/Commercial Industry.
Do you want your organization to Prosper,Grow, Succeed?
Don't let this successful tool pass you by. Limited to the first recruiter with good fit position to fill.
Limited time only while supply last!
Contact Dennis Morgan at morganden@aol.com or view full qualifications and summaries on
http://www.linkedin.com/in/denmorgan
Copy Right @2010 Dennis Morgan
Don't let this successful tool pass you by. Limited to the first recruiter with good fit position to fill.
Limited time only while supply last!
Contact Dennis Morgan at morganden@aol.com or view full qualifications and summaries on
http://www.linkedin.com/in/denmorgan
Copy Right @2010 Dennis Morgan
Saturday, January 16, 2010
How Affected are you at being Effective
As a Manager how effective are you? Do you sit around and do simple task? Do you ever have a game plan? In today's society of business it's quite simple to walk into our offices turn on the computer and read news, listen to music, check the stock market, read more news, see who's playing who in sports and what's the latest statistics of our favorite teams. We carry iPods and such where we left off of at the office and begin as we're getting into our autos or the next plane. But how effective are we as managers?
Is our goals to better the organization we work for? I think we've all been there where our time management probably needs a little jolting to get us back on track at times.
Let's examine what effectiveness is and how do we become more effective to our organization.
The wordnetweb.princeton.edu/perl/webwn defines "effective" as producing or capable of producing an intended result or having a striking effect. Simply stated as the cable guy would say "getter dun".
To elaborate on this and the "effectiveness" of this article let's ask some questions and define some rules to better educate ourselves on the proper effectiveness we can become at becoming more effective for our organization.
Peter Drucker states in one of his 39 published books about management "that in order to manage others we effectively have to know how to manage ourselves". I like that statement. That tells us in a lot of aspects to lead by example. If we can manage ourselves which does take some concentration and a lot of time, discipline. But it can be done. Do you focus on what needs to be done or do you simply put off what needs to be done and do the easy stuff first with intentions of getting to the actually important items that need to be done?
Do you have a plan? An action plan to put into effect to help you stay effective so you can focus on what needs to be done? Do you perform what is needed for the organization or simply what needs to be done because you're dictated to what's required or what you want to do? We all have to engage with what's required by anyone and everyone we work for. But stepping away from what is required by someone who's telling us what needs to get done; do we look at what is required to make our organization succeed? What does it take to make your organization win? It's not a matter of filling in numbers to see what you've sold, it's a matter of what's the plan to sell the product that will make those numbers. What will it take financially to be effective toward achieving those numbers that are plugged in to give us the ability to know if we succeeded or failed?
You have to ensure the plan effectively fits your organization. Keep in mind you have to take action when you create a plan. Sitting around toying with an idea wondering if it will work effectively doesn't do you or your organization any good if all you're going to do is think about it and not place anything into action. You have to do something with the idea or it's nothing more than wasted time. You know the ole saying "actions speak louder than words"? That statement is quite effective on our studies of learning just how effective we can be.
Accountability is very important toward carrying out effectiveness. You have to let everyone know what your plan is and who it effects as well who will carry it out and accomplish what's needed to be done. They need time tables. Times when things will be completed and times things are required to be completed. How effective can one be if you cannot meet deadlines?
Meetings need to be productive. I had a conversation with peers once on what makes a good meeting effective.Meetings are either effective or a waste of time there is nothing in the middle by any means. You have to have your agenda planned with all stake holders, and their involvement so they can be prepared. You'll need answers when your plan goes into effect. These key people can let you know what you're up against and if it can or can not be accomplished in the time frames you're requesting. Don't just have a bunch of people show up for a meeting and at that point decide that you're going to introduce your idea and hope that from a brain storming function you can lavishly obtain what you're looking for. It won't happen. Have everything scheduled with the proper people ahead of time and everyone comes together to bring their formulas and equations for the idea that needs to be accomplished.
As the manager you have the ability to run this meeting and ensure it kicks off on time effectively and runs smoothly getting all the information out that's required in order to effectively accomplish your needs. You don't need any side bar or interruptions. Get the information out and move on.
Always keep in mind what's effectively good for the organization not what's good for you or anyone else. As a manager your job is effectively do what's best for the organization. To many times we get tied up in details that keeps us back from the task we have to do to advance the organization in whatever it's purpose is. Although planning and scheduling is a great way to get things done and planning your time effectively will in turn effectively help the organization meet it's goal.
You have to effectively manage your resources and that being "time". If you can't manage time effectively how can you manage anything else and with out the ability to manage anything else how truely effective can you be? We're all given the same amount of time. Same number of hours each and every day as long as we're alive. If you can't make a plan to help you manage effectively and to effectively meet the objectives of your organization you've effectively lost and at this point you can honestly say how affected are you at being effective!
Is our goals to better the organization we work for? I think we've all been there where our time management probably needs a little jolting to get us back on track at times.
Let's examine what effectiveness is and how do we become more effective to our organization.
The wordnetweb.princeton.edu/perl/webwn defines "effective" as producing or capable of producing an intended result or having a striking effect. Simply stated as the cable guy would say "getter dun".
To elaborate on this and the "effectiveness" of this article let's ask some questions and define some rules to better educate ourselves on the proper effectiveness we can become at becoming more effective for our organization.
Peter Drucker states in one of his 39 published books about management "that in order to manage others we effectively have to know how to manage ourselves". I like that statement. That tells us in a lot of aspects to lead by example. If we can manage ourselves which does take some concentration and a lot of time, discipline. But it can be done. Do you focus on what needs to be done or do you simply put off what needs to be done and do the easy stuff first with intentions of getting to the actually important items that need to be done?
Do you have a plan? An action plan to put into effect to help you stay effective so you can focus on what needs to be done? Do you perform what is needed for the organization or simply what needs to be done because you're dictated to what's required or what you want to do? We all have to engage with what's required by anyone and everyone we work for. But stepping away from what is required by someone who's telling us what needs to get done; do we look at what is required to make our organization succeed? What does it take to make your organization win? It's not a matter of filling in numbers to see what you've sold, it's a matter of what's the plan to sell the product that will make those numbers. What will it take financially to be effective toward achieving those numbers that are plugged in to give us the ability to know if we succeeded or failed?
You have to ensure the plan effectively fits your organization. Keep in mind you have to take action when you create a plan. Sitting around toying with an idea wondering if it will work effectively doesn't do you or your organization any good if all you're going to do is think about it and not place anything into action. You have to do something with the idea or it's nothing more than wasted time. You know the ole saying "actions speak louder than words"? That statement is quite effective on our studies of learning just how effective we can be.
Accountability is very important toward carrying out effectiveness. You have to let everyone know what your plan is and who it effects as well who will carry it out and accomplish what's needed to be done. They need time tables. Times when things will be completed and times things are required to be completed. How effective can one be if you cannot meet deadlines?
Meetings need to be productive. I had a conversation with peers once on what makes a good meeting effective.Meetings are either effective or a waste of time there is nothing in the middle by any means. You have to have your agenda planned with all stake holders, and their involvement so they can be prepared. You'll need answers when your plan goes into effect. These key people can let you know what you're up against and if it can or can not be accomplished in the time frames you're requesting. Don't just have a bunch of people show up for a meeting and at that point decide that you're going to introduce your idea and hope that from a brain storming function you can lavishly obtain what you're looking for. It won't happen. Have everything scheduled with the proper people ahead of time and everyone comes together to bring their formulas and equations for the idea that needs to be accomplished.
As the manager you have the ability to run this meeting and ensure it kicks off on time effectively and runs smoothly getting all the information out that's required in order to effectively accomplish your needs. You don't need any side bar or interruptions. Get the information out and move on.
Always keep in mind what's effectively good for the organization not what's good for you or anyone else. As a manager your job is effectively do what's best for the organization. To many times we get tied up in details that keeps us back from the task we have to do to advance the organization in whatever it's purpose is. Although planning and scheduling is a great way to get things done and planning your time effectively will in turn effectively help the organization meet it's goal.
You have to effectively manage your resources and that being "time". If you can't manage time effectively how can you manage anything else and with out the ability to manage anything else how truely effective can you be? We're all given the same amount of time. Same number of hours each and every day as long as we're alive. If you can't make a plan to help you manage effectively and to effectively meet the objectives of your organization you've effectively lost and at this point you can honestly say how affected are you at being effective!
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