Make it simple....it's been done before

It's a basic thing

The digital world is fascinating and all too often we get lost in all the gimmicks, gadgets and inventions. We tend to forget that at the end of the day, with all the technology at hand, it is the user who determines what is successful and what is not.

How does that translate into the world of talent, manager and hiring? For talent, being able to convey the usefulness of a technology, strategy or algorithm in the manner a user will understand is very important. The hiring manager is looking for someone who can apply progressive technical knowledge in real world scenarios.  Does your work help the business grow? Does your work improve the overall experience of the user? Does your work make life easier? Are you able to explain, in simple terms, the purpose of your work? Such a talent will stand out.

On the flipside, some of the best talent wish to work under leadership which knows how to apply progressive technologies and see that they are fully developed and employed. There is nothing more frustrating than working on project after project and never see it being used in the real world. Hiring managers must be able to show that their teams and department have existing products which have been successful.

If you are working with a recruiter...be up front about salary expecations and trust that they are the expert

The job market is turning around with more opportunities for specialized skill sets. However, the expectations and requirements are becoming much more stringent. When working with a recruiter it is essential that you develop a strong understanding and trust. Understand that the recruiter will be the expert on salary and, also, the effect of asking too much at the wrong time.

What to do if you are suddenly laid off while interviewing for new position?

First, call your recruiter and let them know. Let them know everything from the reason for lay-off, condition of your group, department, company, date of termination, severance and bonus. Recruiters can only be effective if they know what they are working with. If your bonus/severance is tied in to a committed end date 3 to 6 months from now, then this is information you must share with your recruiter. If you only reveal this information after you have accepted the offer from the client, it can only lead to an awkward process. No-one wants to start a job on a sour note. It will also put in to question your ability to see ahead and make sound strategic decisions.

Trusting your recruiter

As a manager of talent for almost 20 years, I have learned that the relationship that develops between talent and manager is key.

It's a new time and decision making is all important

We've been in tough economic times for over three years now and it appears that some sectors are improving but other areas of the economy are still having significant challenges. Large corporations who were the first to shed workforce and cut costs now have ample cash and are "able" to hire. The keyword is "able". They are still hesitant to pull the trigger and will only hire those who will add value. Hiring managers are being held to a much higher standard and they are being very careful when choosing their next hire.

With that being said, companies are not only looking to the hire best and the brightest but they also expect their new hires to be decision makers. Can they trust you to take ownership of projects, self-manage and make the right decisions without straining the existing resources? Can you step above your level and do more than is asked of you?

It's an interesting situation. Now is an opportune time for younger professionals to take advantage of openings at major organizations and step into positions they would never have dared accept or apply for a couple of years ago. These last few years have pushed the less experienced into roles and responsibilities much sooner than expected. This is a result of companies laying off those more experienced and carrying higher salaries. The hands on growth, experiences and responsibilities that many of the less experienced had been thrust into have allowed them to develop into much stronger and more viable candidates.

We have a new generation of talent. The conundrum? This talent doesn't even know how good it is. Some employers have caught on and are really throwing out the rule book when it comes to reviewing resumes on papers. Some smart recruiters are able to put very strong matches, who may not appear so on paper, in front of hiring managers who, soon after interviewing, respond emphatically and make confident offers.

If a hiring manager who sees beyond what you have on paper and extends an offer, then this is not the time to delay. Make a confident choice, be it yes or no, but do not wait. Do not juggle offers and pick out the best one. Do not go back and forth with salary negotiations. The hiring managers would have expected you to have done your homework and at the time you've gotten through to that final interview you should know if that's the job you want. You are a decision maker. Make that decision.

The best are getting multiple offers

What has changed in 2011 that we haven't seen in almost three years? The best talent are now receiving more offers. It is becoming a challenge for human resources, hiring managers and recruiters to secure talent and fill these jobs.

There are some interesting ways or approaches that are being taken to secure talent. However, I am writing this piece with the talent in mind. It's important to make the right decision and not ruffle feathers.

It's not about the money....

Before you even begin looking for a new job, look within first. Ask your company or supervisor if there is an opportunity for you to do more. The key here is "for you to do more". Don't simply ask for a raise. If there is really nothing else for you to do that will continue your growth and expand your skill set then, and only then, look outside. Putting money aside, identify the three things that you will need to see in your next position. This will be your reference when deciding which offer to accept.

Being in the top tier affords more opportunities but many of these opportunities will be masked with high salaries, hotelling (work from home) options, stock options and other superficial "benefits". When looking at these offers, ask yourself if the job itself has the three things that you are looking for. If not, then you may as well stay with your current job.

You've found the ideal job but your struggling and can bring your self to resign....

Think of the three things you need to see in your next job. Does this new job have those three things, if so, then it's no brainer....resign!

Your current employer counter.......

Never ever accept a counter. Almost 90% of those who accept a counter offer from their current employer are out of the job within a year. Just remember the three things you need to see. If your current employer does not adjust so that you do have these three things then why are you staying? You're going unhappy for longer at just a higher price. Besides your employer will not trust you, will not see you as reliable and, believe, will make sure that he has a replacement before you find a new opportunity.

If you will entertain a counter-offer from your current employer then stop your search.Go to your employer and say " I got this call from a recruiter who says that he has a position for me that is paying $x and would give me "y" responsibilities. I am not looking but it did make me curious. I am interested in "y" responsibilities and I would like to do that here. What steps would I need to take?"

The Government, after all, is not the most stable employer

Regardless of who is to blame, this past week's meltdown has left many panicking about their once so secure government jobs. As a result, almost everyone at once is now looking for a new opportunity. Unfortunately this does not make it any easier to find a position and it certainly makes hiring a much more arduous process.

If you are in the market for a new opportunity then now is the time to buckle down and shoot straight. A good recruiter will be your best option. This is not the time to juggle options or wait for the right opportunity. You will need to make the effort to find the right job. It will not come to you.

How do you make your search count? Research is key. Understand who you are and what you are looking for. Don't be overly ambitious with salary or growth expectations. Also, no matter how good you are, there is ALWAYS one other person who is just as qualified. Defining who you are and what you can bring to a future employer should be the focus. Have you ever responded to the query, "In under two minutes, define yourself as a professional." ? Most likely you have not and you are struggling to come up with something meaningful, concise and to the point. Try this model to help you come up with a definition of your professionalism.

For each organization you have worked, create the following profile:

Company name

Tenure

Industry

Your title

Skill sets used

Stand out projects or tasks

Run that little exercise and see what you come up with.

Welcome

I'm in the world of staffing, plain and simple. My goal is to help people find jobs and to grow into the careers that they want. The end game is not a complicated one but getting there seems to be quite an arduous process. Let' be honest, no-one ever really trains you on how to find a job. In college you may, at best, have the last few weeks of your 4 year stay somewhat tuned into your job search. On top of that, your career center is staffed by people who really have little knowledge of what it really takes to get a job. You have career development coaches, who, if you really ask them, have had absolutely no training in career development either. Let's not forget our recruiters. Most don't really care, truth be told, but there are some who you should live and die by. Those few, the cream of the crop, can and will take you to the next level.

In this blog I will share experiences of all kinds, give a little advice and throw out a few stats once in a while. I will certainly give my recommendations for the best networking events and give inside information, dare I say it, on who is looking for what and, in going against all that is recruiting, put you in direct contact with the person who needs to hire you.

I'll have interviews of successful professionals who may give insight on what you will need to do to make it to the next level.

I love what I do and I have been doing it successfully for over 15 years. I care for my talent and, at the end of the day, it makes me smile knowing that someone somewhere has gotten one step closer to their dream job.