Order a free hardcover copy of UNcommon by Stephen Van Vreede and Brian Tracy (continental U.S. only) at http://ittechexec.com/free-chapter-of-uncommon/
The document summarizes a job networking event discussing building professional networks and resumes for the new Web 2.0 age. It provides tips on customizing resumes for hiring managers spending little time reviewing each one, highlighting skills and achievements. It also discusses using social media and online profiles to expand one's network and maintain an up-to-date online presence for opportunities.
The document discusses strategies for job seeking in the current post-recession tech market. It describes how the market has changed from high growth in the 2000s to much lower growth and more competition today. It recommends a multifaceted approach, including generating job leads through ads, networks, and cold outreach; marketing yourself through profiles, CVs, and social media; and preparing effectively for interviews. Personalized outreach to recruiters and potential employers is emphasized over more passive strategies.
Better learning outcomes in 2014 focus learning on jobs, skills and require...Human Capital Media
If you have a learning culture and an LMS in your organization, how do you enable your colleagues to find appropriate learning to close skills gaps, accelerate onboarding effectiveness, support career mobility or drive productivity and performance? Your learning and development team is building and sourcing great, instructionally valid content. However, unless this content is mapped to what you need people to do, aligned to your operational goals and defines what good looks like, it’s not going to impact the big ROI numbers such as EBITDA, profit, COG, risk management and customer retention.
There is a path you can take to quickly focus these learning activities and align them to what you need your organization to do. As the year marches on, time to market of development programs is critical to capitalize on their impact.
In this webinar, IBM’s Gordon Ritchie will discuss:
The effect of learning on achieving business goals and results.
Case studies and research of successful organizations in delivering impactful learning strategies.
Five key best practices for a successful learning management program.
How a competency-based approach can accelerate learning impact and the ROI of your learning investments targeting your colleagues’ jobs.
Talent Sourcing and Matching - Artificial Intelligence and Black Box Semantic...Glen Cathey
A deep dive into resume and LinkedIn sourcing and matching solutions claiming to use artificial intelligence, semantic search, and NLP, including how they work, their pros, cons, and limitations, and examples of what sourcers and recruiters can do that even the most advanced automated search and match algorithms can't do. Topics covered include human capital data information retrieval and analysis (HCDIR & A), Boolean and extended Boolean, semantic search, dynamic inference, dark matter resumes and social network profiles, and what I believe to be the ideal resume search and matching solution.
The document discusses open innovation and introduces a game to teach its concepts. It begins by asking participants to provide their name and interests. Then, it poses scenarios where participants must decide between open or closed innovation strategies from the perspective of managers at Facebook. Next, it introduces the concept of the innovation cycle and how open innovation can help "break" a closed cycle. It then presents a game where participants try to identify the first computer mouse. Finally, it discusses the Disciplined Business Model Canvas as a framework for connecting new technologies to economic value through business models.
Guide for a Winning Interview is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
The document outlines seven common "sins" or mistakes that recruiters make and provides recommendations to improve recruiting practices. The sins include failing to nurture candidates, not tracking recruiting metrics, neglecting to continuously source new candidates, having a weak employment brand, relying only on outdated recruiting methods, failing to obtain executive support, and assuming candidates will naturally find available jobs without proper outreach. The recommendations emphasize using candidate relationship management systems, social recruiting, employee referral programs, communication campaigns, and demonstrating recruiting ROI to executives.
The document discusses seven common "sins" or mistakes that recruiters make. These include finding candidates but then forgetting about them, not tracking where candidates are coming from, not actively feeding the recruiting funnel with new prospects, neglecting the company's employment brand, relying only on outdated recruiting methods, thinking recruiting is just basic marketing so executive buy-in is not needed, and failing to demonstrate the value of new recruiting techniques to executives. The document provides recommendations for how recruiters can correct these mistakes, such as using candidate relationship management systems, tracking and reporting on recruiting efforts, engaging in proactive social and employee referral recruiting, strengthening the employment brand, using an intuitive recruiting platform, and obtaining executive support through regular reporting.
The document summarizes a job networking event discussing building professional networks and resumes for the new Web 2.0 age. It provides tips on customizing resumes for hiring managers spending little time reviewing each one, highlighting skills and achievements. It also discusses using social media and online profiles to expand one's network and maintain an up-to-date online presence for opportunities.
The document discusses strategies for job seeking in the current post-recession tech market. It describes how the market has changed from high growth in the 2000s to much lower growth and more competition today. It recommends a multifaceted approach, including generating job leads through ads, networks, and cold outreach; marketing yourself through profiles, CVs, and social media; and preparing effectively for interviews. Personalized outreach to recruiters and potential employers is emphasized over more passive strategies.
Better learning outcomes in 2014 focus learning on jobs, skills and require...Human Capital Media
If you have a learning culture and an LMS in your organization, how do you enable your colleagues to find appropriate learning to close skills gaps, accelerate onboarding effectiveness, support career mobility or drive productivity and performance? Your learning and development team is building and sourcing great, instructionally valid content. However, unless this content is mapped to what you need people to do, aligned to your operational goals and defines what good looks like, it’s not going to impact the big ROI numbers such as EBITDA, profit, COG, risk management and customer retention.
There is a path you can take to quickly focus these learning activities and align them to what you need your organization to do. As the year marches on, time to market of development programs is critical to capitalize on their impact.
In this webinar, IBM’s Gordon Ritchie will discuss:
The effect of learning on achieving business goals and results.
Case studies and research of successful organizations in delivering impactful learning strategies.
Five key best practices for a successful learning management program.
How a competency-based approach can accelerate learning impact and the ROI of your learning investments targeting your colleagues’ jobs.
Talent Sourcing and Matching - Artificial Intelligence and Black Box Semantic...Glen Cathey
A deep dive into resume and LinkedIn sourcing and matching solutions claiming to use artificial intelligence, semantic search, and NLP, including how they work, their pros, cons, and limitations, and examples of what sourcers and recruiters can do that even the most advanced automated search and match algorithms can't do. Topics covered include human capital data information retrieval and analysis (HCDIR & A), Boolean and extended Boolean, semantic search, dynamic inference, dark matter resumes and social network profiles, and what I believe to be the ideal resume search and matching solution.
The document discusses open innovation and introduces a game to teach its concepts. It begins by asking participants to provide their name and interests. Then, it poses scenarios where participants must decide between open or closed innovation strategies from the perspective of managers at Facebook. Next, it introduces the concept of the innovation cycle and how open innovation can help "break" a closed cycle. It then presents a game where participants try to identify the first computer mouse. Finally, it discusses the Disciplined Business Model Canvas as a framework for connecting new technologies to economic value through business models.
Guide for a Winning Interview is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
The document outlines seven common "sins" or mistakes that recruiters make and provides recommendations to improve recruiting practices. The sins include failing to nurture candidates, not tracking recruiting metrics, neglecting to continuously source new candidates, having a weak employment brand, relying only on outdated recruiting methods, failing to obtain executive support, and assuming candidates will naturally find available jobs without proper outreach. The recommendations emphasize using candidate relationship management systems, social recruiting, employee referral programs, communication campaigns, and demonstrating recruiting ROI to executives.
The document discusses seven common "sins" or mistakes that recruiters make. These include finding candidates but then forgetting about them, not tracking where candidates are coming from, not actively feeding the recruiting funnel with new prospects, neglecting the company's employment brand, relying only on outdated recruiting methods, thinking recruiting is just basic marketing so executive buy-in is not needed, and failing to demonstrate the value of new recruiting techniques to executives. The document provides recommendations for how recruiters can correct these mistakes, such as using candidate relationship management systems, tracking and reporting on recruiting efforts, engaging in proactive social and employee referral recruiting, strengthening the employment brand, using an intuitive recruiting platform, and obtaining executive support through regular reporting.
Future of the CXO Fractional - Paul Whitley - Fractional CFO that helps busin...pwhitley100
My name is Paul Whitley, and I help businesses grow exponentially. I am a strategic Fractional CFO and Transformational Technology Leader with extensive experience in creative problem solving, operations management, coaching, mentoring and training. I’m a Servant Leader with a real passion for helping both large and small companies’ setup and implement financial, operational and digital transformation initiatives that improve processes, reduce expense and drive bottom-line profits….
Your top performers are your organization’s most sought-after resource. With the proliferation of sources like LinkedIn, your people’s accomplishments are constantly on display to your competitors. Even in a tight economy, recruiters are doing whatever they can to woo your best employees. And while you can’t stop competitors from asking your top performers to leave, you can take steps to ensure their answer is no.
We know that pay, benefits and relationship with one’s manager all impact retention, but what employees want more than a raise is work that aligns with their skills and interests. In fact, the No. 1 influencer of job satisfaction is having the opportunity to use skills and abilities.
Join Steve Parker, SPHR, Vice President at SumTotal Systems, as he discusses:
-What your top performers truly care about and why they leave when they do.
-How learning can be a catalyst for performance, engagement and retention.
-How to avoid one-size-fits-all leadership development programs and deliver hyper-personalized experiences to drive retention.
-How to use technology as an enabler and overcome obstacles like lack of insight.
Are your Perks Competitive for Technology Professionals?Talent Point
Bonuses are not as important to technology professionals as other benefits like training, career development, and flexible working arrangements. Only 5% of respondents considered bonuses one of the most important benefits, while 20% prioritized skills growth opportunities. Soft benefits like learning and development programs that allow employees to grow their skills were viewed as more valuable than traditional perks like healthcare and pensions. To attract talent, companies should tailor their benefits packages to individual employee needs and preferences, offer flexible working arrangements, and promote a culture of continuous learning.
Working from Home - Should You Offer It?Talent Point
Working from home is something many people are interested in. But is it a good idea to offer it to your tech teams? And do they even want it? We investigated.
Reinventing the Job Search - A Thought Experimentsparrk_co
In this document, we take a look at the current structure, key players, funnel metrics and recent deals of the job search industry.
We then dive into a thought experiment designed to help reimagine the job search industry and generate great ideas for a startup in this space!
This is a weekly issue of Sparrk (https://sparrk.co), a community where entrepreneurs work together to reinvent major industries, value chains, iconic products, and key processes and functions, because working at full speed on a mediocre business idea is perhaps the worst form of waste!
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
Today’s business world is increasingly complex, virtual and requires proficient English skills — and companies are struggling to find the right learning solution.
"A brand’s site is the face of a company; the go-to place where potential customers and investors go to learn more about the brand, the team, and the service or product you are offering. Getting venture capital funding for your startup can be
a roller coaster ride. The last thing you need to be worried about is whether your
site is making your company look small and unimpressive.
Before you take your pitch before investors, make sure that you’ve considered these key elements of your site to ensure you are setting up your company for success." by Uptrending
33 most-recruited-jobs in 2018 According to LinkedIn Talent SolutionsIta John
This week, LinkedIn Talent Solutions released their hot job survey which is useful for career direction for anyone who wants to know the nature of the job to go into
Create your customized strategy to maximize your return on the time you invest networking. Know the secrets of what to do BEFORE, DURING and AFTER a networking event to turn new connections into referrals and value added relationships.
7 new rules for writing the perfect cover letterSumit Saini
The document provides 7 tips for writing an effective cover letter:
1. Focus the cover letter on demonstrating interest in the company and how you can help them, rather than focusing on yourself.
2. Keep the letter short at 3 paragraphs or less so it can be read in 10 seconds. Catch the reader's interest in the first sentence.
3. Pick 2-3 skills from the job description and provide examples of how you have those skills. Back up claims with numbers.
4. Do not just rehash your resume but highlight relevant experiences and exceptional achievements.
5. Address the cover letter to the specific hiring manager.
6. Customize the tone of the letter to the
SOA is an evolution from past approaches and focuses on using existing systems, data, and processes, only adding new technology when needed. It is designed for change and adaptive reuse of services rather than being tightly coupled and built in isolation. SOA involves cataloging all business processes and services to create a shared, reusable architecture and vision for flexible business process execution across systems. The first steps typically involve process discovery and documentation rather than trying to define a rigid template or roadmap.
This document discusses lessons learned from 20 years of self-employment as a technical communicator. It covers how work is changing with more virtual and dispersed teams, and project-based work. This environment is well-suited for independent technical communicators. Some challenges of self-employment include setting rates, finding clients, managing money and taxes, and preventing isolation. Key lessons are to develop strong client relationships, meet deadlines, find a support team, and maintain a flexible mindset.
Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
The document summarizes a job fair and training expo hosted by Zylog Systems and Monster. It provides tips on resume design, job searching techniques, and how to effectively use applicant tracking systems. Attendees can create a personal portfolio, learn about resume templates and formats, and get advice on highlighting accomplishments and tailoring resumes for specific job postings. Professional recruiters will be available to review resumes and provide career advice.
1. The document discusses the role of chatbots in improving the HR experience for both employees and employers. It outlines how HR chatbots can provide quick answers to employee questions, allowing HR staff to focus on more important tasks.
2. Some benefits of HR chatbots for employees include getting direct and quick access to HR, receiving relevant answers from searchable databases, and easily sharing anonymous feedback. Employers can benefit from problem tracking, consistent company messaging, and increased efficiency.
3. Effective use of HR chatbots also presents challenges around data security, legislation compliance, adaptability over time, and comprehensive data logging. Proper deployment models and defined scopes of use are important to address these challenges.
The document outlines plans to expand a company dashboard and profiles on a platform. It discusses adding case competitions, quick contests, a GrouperTank feature to track student engagement, and job postings. It provides details on setting up and managing each of these areas from the company perspective.
This document provides a catalog of programming for the podcast "Own Your Career" hosted by Rod Colón. The catalog includes over 30 podcast episode summaries organized under categories such as business intelligence, finance, job search, interview, networking, and personal development. The podcast episodes provide advice and strategies for developing a successful career and managing oneself as the "CEO of Me, Inc.".
The document provides guidance on job searching in a difficult economy. It emphasizes the importance of networking, being flexible in expectations, and using all available tools and resources. Key points include developing your personal brand on websites and taking a new approach to searching beyond just job boards. The last section focuses on networking strategies and outlines an elevator pitch example.
The document provides 8 tips for improving technology job postings:
1) Write postings as marketing tools to appeal to candidates rather than as job descriptions.
2) Speak to what motivates candidates like challenging work, growth opportunities, and impact.
3) Describe benefits rather than just listing features or facts about the company.
4) Draw candidates in with identity questions in the first few sentences.
5) Use industry standard terms rather than internal acronyms.
6) Enhance formatting with bulleted lists, color, and white space.
7) Make the application process quick and easy on your website.
8) Get help rewriting postings
2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @...Susanna Frazier
A compilation of key presentation slides from the 2017 Spring SourceCon.
Slide order: Keynotes > Purple Squirrel > George Boole > Anonymous.
#SourceCon
Future of the CXO Fractional - Paul Whitley - Fractional CFO that helps busin...pwhitley100
My name is Paul Whitley, and I help businesses grow exponentially. I am a strategic Fractional CFO and Transformational Technology Leader with extensive experience in creative problem solving, operations management, coaching, mentoring and training. I’m a Servant Leader with a real passion for helping both large and small companies’ setup and implement financial, operational and digital transformation initiatives that improve processes, reduce expense and drive bottom-line profits….
Your top performers are your organization’s most sought-after resource. With the proliferation of sources like LinkedIn, your people’s accomplishments are constantly on display to your competitors. Even in a tight economy, recruiters are doing whatever they can to woo your best employees. And while you can’t stop competitors from asking your top performers to leave, you can take steps to ensure their answer is no.
We know that pay, benefits and relationship with one’s manager all impact retention, but what employees want more than a raise is work that aligns with their skills and interests. In fact, the No. 1 influencer of job satisfaction is having the opportunity to use skills and abilities.
Join Steve Parker, SPHR, Vice President at SumTotal Systems, as he discusses:
-What your top performers truly care about and why they leave when they do.
-How learning can be a catalyst for performance, engagement and retention.
-How to avoid one-size-fits-all leadership development programs and deliver hyper-personalized experiences to drive retention.
-How to use technology as an enabler and overcome obstacles like lack of insight.
Are your Perks Competitive for Technology Professionals?Talent Point
Bonuses are not as important to technology professionals as other benefits like training, career development, and flexible working arrangements. Only 5% of respondents considered bonuses one of the most important benefits, while 20% prioritized skills growth opportunities. Soft benefits like learning and development programs that allow employees to grow their skills were viewed as more valuable than traditional perks like healthcare and pensions. To attract talent, companies should tailor their benefits packages to individual employee needs and preferences, offer flexible working arrangements, and promote a culture of continuous learning.
Working from Home - Should You Offer It?Talent Point
Working from home is something many people are interested in. But is it a good idea to offer it to your tech teams? And do they even want it? We investigated.
Reinventing the Job Search - A Thought Experimentsparrk_co
In this document, we take a look at the current structure, key players, funnel metrics and recent deals of the job search industry.
We then dive into a thought experiment designed to help reimagine the job search industry and generate great ideas for a startup in this space!
This is a weekly issue of Sparrk (https://sparrk.co), a community where entrepreneurs work together to reinvent major industries, value chains, iconic products, and key processes and functions, because working at full speed on a mediocre business idea is perhaps the worst form of waste!
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
Today’s business world is increasingly complex, virtual and requires proficient English skills — and companies are struggling to find the right learning solution.
"A brand’s site is the face of a company; the go-to place where potential customers and investors go to learn more about the brand, the team, and the service or product you are offering. Getting venture capital funding for your startup can be
a roller coaster ride. The last thing you need to be worried about is whether your
site is making your company look small and unimpressive.
Before you take your pitch before investors, make sure that you’ve considered these key elements of your site to ensure you are setting up your company for success." by Uptrending
33 most-recruited-jobs in 2018 According to LinkedIn Talent SolutionsIta John
This week, LinkedIn Talent Solutions released their hot job survey which is useful for career direction for anyone who wants to know the nature of the job to go into
Create your customized strategy to maximize your return on the time you invest networking. Know the secrets of what to do BEFORE, DURING and AFTER a networking event to turn new connections into referrals and value added relationships.
7 new rules for writing the perfect cover letterSumit Saini
The document provides 7 tips for writing an effective cover letter:
1. Focus the cover letter on demonstrating interest in the company and how you can help them, rather than focusing on yourself.
2. Keep the letter short at 3 paragraphs or less so it can be read in 10 seconds. Catch the reader's interest in the first sentence.
3. Pick 2-3 skills from the job description and provide examples of how you have those skills. Back up claims with numbers.
4. Do not just rehash your resume but highlight relevant experiences and exceptional achievements.
5. Address the cover letter to the specific hiring manager.
6. Customize the tone of the letter to the
SOA is an evolution from past approaches and focuses on using existing systems, data, and processes, only adding new technology when needed. It is designed for change and adaptive reuse of services rather than being tightly coupled and built in isolation. SOA involves cataloging all business processes and services to create a shared, reusable architecture and vision for flexible business process execution across systems. The first steps typically involve process discovery and documentation rather than trying to define a rigid template or roadmap.
This document discusses lessons learned from 20 years of self-employment as a technical communicator. It covers how work is changing with more virtual and dispersed teams, and project-based work. This environment is well-suited for independent technical communicators. Some challenges of self-employment include setting rates, finding clients, managing money and taxes, and preventing isolation. Key lessons are to develop strong client relationships, meet deadlines, find a support team, and maintain a flexible mindset.
Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
The document summarizes a job fair and training expo hosted by Zylog Systems and Monster. It provides tips on resume design, job searching techniques, and how to effectively use applicant tracking systems. Attendees can create a personal portfolio, learn about resume templates and formats, and get advice on highlighting accomplishments and tailoring resumes for specific job postings. Professional recruiters will be available to review resumes and provide career advice.
1. The document discusses the role of chatbots in improving the HR experience for both employees and employers. It outlines how HR chatbots can provide quick answers to employee questions, allowing HR staff to focus on more important tasks.
2. Some benefits of HR chatbots for employees include getting direct and quick access to HR, receiving relevant answers from searchable databases, and easily sharing anonymous feedback. Employers can benefit from problem tracking, consistent company messaging, and increased efficiency.
3. Effective use of HR chatbots also presents challenges around data security, legislation compliance, adaptability over time, and comprehensive data logging. Proper deployment models and defined scopes of use are important to address these challenges.
The document outlines plans to expand a company dashboard and profiles on a platform. It discusses adding case competitions, quick contests, a GrouperTank feature to track student engagement, and job postings. It provides details on setting up and managing each of these areas from the company perspective.
This document provides a catalog of programming for the podcast "Own Your Career" hosted by Rod Colón. The catalog includes over 30 podcast episode summaries organized under categories such as business intelligence, finance, job search, interview, networking, and personal development. The podcast episodes provide advice and strategies for developing a successful career and managing oneself as the "CEO of Me, Inc.".
The document provides guidance on job searching in a difficult economy. It emphasizes the importance of networking, being flexible in expectations, and using all available tools and resources. Key points include developing your personal brand on websites and taking a new approach to searching beyond just job boards. The last section focuses on networking strategies and outlines an elevator pitch example.
The document provides 8 tips for improving technology job postings:
1) Write postings as marketing tools to appeal to candidates rather than as job descriptions.
2) Speak to what motivates candidates like challenging work, growth opportunities, and impact.
3) Describe benefits rather than just listing features or facts about the company.
4) Draw candidates in with identity questions in the first few sentences.
5) Use industry standard terms rather than internal acronyms.
6) Enhance formatting with bulleted lists, color, and white space.
7) Make the application process quick and easy on your website.
8) Get help rewriting postings
2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @...Susanna Frazier
A compilation of key presentation slides from the 2017 Spring SourceCon.
Slide order: Keynotes > Purple Squirrel > George Boole > Anonymous.
#SourceCon
This document discusses understanding today's dynamic workplace and how to adapt to today's job market. It notes that the workplace is constantly changing due to factors like globalization, technology, diversity, and downsizing. It also discusses that employers are increasingly hiring temporary workers and consultants instead of long-term employees. The document provides tips for adapting to the current job market, including analyzing your interests, skills, and goals, and understanding what employers are looking for in candidates such as communication skills, teamwork, adaptability, and professionalism.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
2010 ONREC Sourcing Summit - Can we really \'click\' our way to the best cand...Steve Lowisz
The document discusses traditional versus online sourcing methods and metrics related to source of hire. It notes that relying exclusively on online or offline methods can be problematic and that an integrated strategy is needed. Multiple discussion topics are presented, including the need to consider different generations and build profiles targeting specific skills rather than individual job requisitions. Effective measurement of sourcing results and developing the right talent for sourcing roles are also addressed.
The document provides an overview of trends in the information technology field, including green IT, increasing salaries for IT workers, growth in cloud computing, and increased mobility. It discusses how green IT is leading companies to look to their IT departments for solutions to reduce energy costs and environmental impact. It also notes that while salaries for IT workers have increased slightly recently, they are likely to level off as more people enter the field. The document concludes by explaining how cloud computing adoption is growing rapidly as companies virtualize their infrastructure, and how mobility now involves enabling mobile access to data through various devices.
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
WHITEPER Relationship Based RecruitingFadi Bishara
The document discusses relationship-based recruiting as an effective hiring strategy for startups. It describes relationship-based recruiting as utilizing a recruiter's existing relationships with both employers and candidates to find the right matches, rather than sorting through large numbers of resumes. This targeted approach saves companies time compared to traditional hiring methods, while also giving access to a pool of top talent specifically suited for innovative technology companies. The document advocates that relationship-based recruiting through a professional recruiter can provide major financial and time advantages that are critical for startups.
9 Tips on How to hire Tech Talent when you are not a TechieInterview Mocha
Looking for the tech talent, without being a tech expert yourself can be difficult. Here are few ways on how to hire tech talent that can help you find the great developer.
This document provides guidance on finding and hiring the best talent. It discusses challenges facing businesses in today's competitive marketplace and reasons for hiring issues. The document outlines six phases for an effective hiring process: developing a clear job description, writing an enticing job advertisement, using prescreening tools, screening and interview techniques, and properly timing job offers. It emphasizes preparing well-defined job descriptions and decision criteria to conduct objective candidate evaluations.
Are you looking for a professional and compelling tech resume that stands out from the crowd? Look no further! The "A_Good_Tech_Resume.pdf" is a comprehensive and well-crafted document designed to showcase your skills, experience, and achievements in the world of technology. With search engine optimization (SEO) in mind, this description highlights the key aspects of the resume to ensure maximum visibility and impact.
This tech resume is meticulously tailored to catch the attention of hiring managers and recruiters in the fast-paced and competitive tech industry. It begins with a powerful summary that encapsulates your expertise, highlighting your technical proficiency and problem-solving abilities. By incorporating industry-specific keywords strategically throughout the resume, it is optimized to rank highly in search engine results.
The resume's structure is clean, professional, and easily scannable, making it effortless for recruiters to identify your qualifications and accomplishments. It includes a comprehensive skills section that showcases your proficiency in a wide range of technical tools, programming languages, frameworks, and methodologies. This emphasis on your skill set ensures that employers quickly grasp your capabilities and potential contributions.
The work experience section demonstrates your career progression and tangible contributions to previous employers. It highlights your accomplishments, showcasing successful projects, process improvements, and any measurable outcomes you achieved. By incorporating relevant metrics and quantifiable achievements, this resume demonstrates your impact and adds credibility to your claims.
Furthermore, this tech resume places significant importance on your educational background, certifications, and professional development. It ensures that your academic achievements and ongoing commitment to staying up-to-date with the latest industry trends and technologies are prominently displayed.
To enhance your resume's visibility, it is crucial to include relevant industry-specific keywords throughout the document. By aligning your qualifications with common search terms used by recruiters and employers, this resume maximizes its chances of appearing in search engine results.
In summary, the "A_Good_Tech_Resume.pdf" is a meticulously crafted and SEO-optimized resume designed to impress hiring managers in the tech industry. With its strategic use of keywords, emphasis on skills and accomplishments, and clean structure, this resume will undoubtedly enhance your chances of securing interviews and landing your dream tech job. Download the PDF now and take the first step towards a successful tech career!
How to Land Your Dream Job Without Applying 'Online' - A Better PLAN For Stud...Ita John
This document outlines a multi-step process for university students and graduates to land a job upon graduation. The process includes developing an employability plan, assessing skills, gaining relevant work experience, networking, optimizing profiles on websites like LinkedIn, writing strong resumes and cover letters, practicing interviews, and negotiating salary. Case studies are provided of graduates who used this process to secure a job in their field. Students are guided through each step from freshman year of university through securing post-graduation employment.
This document discusses different approaches for sending InMail messages to passive candidates on LinkedIn. It provides dos and don'ts for these messages. The dos include starting a conversation, making it personal, including a strong subject line, being brief, and mentioning shared connections. The don'ts include listing all job specifics, including the job title or ID in the subject line, using jargon, and asking for a resume immediately. The document emphasizes avoiding jargon and business speak, and putting oneself in the candidate's shoes.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
The document provides details about the agenda for a presentation including sessions, speakers, and topics. Some of the session topics include responsive design, leadership for introverts, scenario-based design, blogging, multi-channel content publishing, volunteering to advance your career, making products interesting, the future of knowledge transfer, using cloud technology, the role of technical writers, managing client expectations, using plain language, HTML5, CSS, mobile outputs, and responsive design. The closing session will include a lightning talk on happiness and well-being and a session on technical writing for FDA-regulated industries.
Do you have what IT Hiring Managers are looking for?Kelly Services
The document discusses what IT hiring managers look for in candidates. It states that Kelly Services can help develop careers in IT as they work with 95% of Fortune 100 companies. While technical skills are important for securing interviews, hiring managers also emphasize interpersonal skills and finding candidates that fit the company culture. Nearly 70% say cultural fit plays an important role in evaluations. Ideal candidates are described as having a combination of strong technical skills, interpersonal skills, and cultural fit.
This document contains materials to help write a cover letter for a CIO position, including two sample CIO cover letters. The first sample cover letter emphasizes the candidate's 9 years of technology experience helping employers achieve goals on time. The second sample cover letter highlights the candidate's 5 years of experience as a successful CIO at AutoNation, Inc. supervising a team of 20 employees. The document also provides a link to additional free resources on the 4career.net website to help with cover letters, resumes, interview questions and answers, and interview thank you letters.
How to Get A Job Without Applying 'Online' and Not Hearing Back - A Step-by-S...Ita John
Here's how Norwood Employability supports you from job search to an offer letter in hand by guiding you one-on-one toward taking these nine simple actions.
The document provides information about career opportunities for young Americans seeking employment abroad in Europe, with a focus on jobs in countries with the highest GDP. It discusses the roles of manufacturing engineers and quality engineers in the automotive industry, who work to ensure vehicles can be efficiently assembled and meet high quality standards. The document also includes an interview with a software developer named Jordan Scheller about his career as a web developer.
Similar to 16 secrets to surviving today's technical job market (20)
Stephen Van Vreede has over 13 years of experience in technology operations, infrastructure, and strategy. He holds an MBA from Villanova University and a BS from the University of Maryland. Currently, he works as a principal solutions architect and resume writer & career coach, having launched his company ITtechExec to provide resume and career services for technology leaders.
The document discusses building career protection in corporate America by adopting an entrepreneurial mindset. It recommends professionals create opportunities pipelines, learn to watch market indicators, build a personal brand, avoid getting trapped in networking loops, and conduct informational interviews to gain control over one's career trajectory. The goal is to anticipate changes and guide perceptions of one's achievements in order to maintain relevance and attract strategic connections that can lead to new opportunities.
How to Get a Whole Lot More Than Just Another Technical ResumeStephen Van Vreede
This document discusses how traditional resumes are no longer sufficient on their own for job searches. It promotes using a resume portfolio approach that includes additional documents like a LinkedIn profile, cover letter, bio, and other marketing materials. The portfolio approach provides more space to focus on benefits to employers rather than just listing credentials. It also allows information to be "dripped" to employers over time through a process of introduction, discussion, and reassurance of fit. Research shows this portfolio approach can reduce job search times by up to 74% compared to the national average.
This document discusses the career services firm ITtechExec and how it has evolved beyond traditional resume writing firms. It describes how the founders realized technical professionals needed specialized help navigating the complex job market. While ITtechExec started by writing resumes, it recognized clients required ongoing career preparation and protection strategies. The document outlines how ITtechExec developed full-service support through understanding technical leaders still obsess over resumes despite doubts about their effectiveness alone in today's hiring landscape.
This document introduces the team at ITtechExec that provides resume and career services. It describes the founders Stephen and Sheree Van Vreede, as well as partners Sue Sacco and members of the writing team including Kalindi, Richard, and Chris. The team has extensive experience in technical writing, human resources, recruiting, and job search strategy to help technology and engineering professionals with their resumes, LinkedIn profiles, and career goals.
The document provides 14 tips for using LinkedIn to build a professional network. It emphasizes that LinkedIn is essentially a numbers game and encourages growing one's network of 1st and 2nd level connections. It recommends connecting with alumni, military contacts, and civic groups to leverage shared backgrounds. Additionally, it stresses engaging with one's network by providing value and making introductions instead of letting connections remain inactive.
The document discusses three types of networkers that people may encounter: Enthusiasts, Skeptics, and Dejecteds. Enthusiasts respond quickly and want to help, but require gratitude. Skeptics are more cautious and need to build trust before helping. Dejecteds shut down contact. The document provides advice on interacting with each type, such as setting up informational interviews with Enthusiasts, taking time to converse with Skeptics to ease concerns, and moving on from Dejecteds.
The document provides guidance on following up after an employer profiling job search campaign. It begins by recapping the employer profiling process, which involved developing resume materials, identifying target employers, researching contacts, and making introductions.
It describes the typical stages contacts may be in - Enthusiasts who readily agree to meet, Skeptics who are cautious but can be convinced, and Dejecteds who don't respond or aren't interested. It provides tips on nurturing each group, such as expressing gratitude, following up regularly with Enthusiasts and using email to build rapport with Skeptics before requesting a phone call. The overall goal is to leverage initial connections into a stronger professional network.
The document provides steps for optimizing a recruiter matching campaign. It begins by discussing following up with recruiters who responded initially. It recommends researching the recruiters on LinkedIn and alumni databases to find connections before responding. The steps include prioritizing recruiters who share connections and mentioning the connections in initial responses. It also recommends setting calendar reminders to follow up periodically with recruiters. Finally, it suggests researching non-responding recruiters and reconnecting by mentioning any found connections. The overall goal is to build an ongoing recruiter network pipeline for future career opportunities and protection.
This document provides guidance on completing and optimizing your LinkedIn profile. It includes tips on updating your name, headline, profile photo and custom URL. It also provides examples and character limits for filling out key sections like summary, work experience, education and additional information. The document advises backing up your profile, turning off activity broadcasts before editing, and rearranging sections as needed. Completing these recommended profile fields can help improve searchability and connections on LinkedIn.
This document provides guidance on resume essentials and the job search process. It discusses that the most important element of a resume is formatting it for the audience - HR representatives, recruiters, or hiring managers. Resumes should focus on how the applicant can solve business problems rather than just presenting work history. The document also recommends free national job sites to search, using social media like LinkedIn which most recruiters use, and caution when using other social media professionally.
This document outlines strategies for developing effective resumes for technology professionals. It discusses setting the scope and requirements, defining the target market, and creating a value proposition. It also covers developing the strategy by defining the project scope, analyzing stakeholder needs, and crafting an overarching brand theme. Additionally, it addresses common challenges technology professionals face in resumes and provides suggestions for addressing issues like job hopping or having a niche set of skills.
Your resume and personal marketing documents are crucial tools for fueling employer interest, driving credibility, and securing new job opportunities. These materials should highlight your relevant skills, qualifications, and achievements in a concise yet compelling manner tailored to each specific role. With an optimized resume and supporting documents, you can effectively market yourself to prospective employers and take your career to the next level.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
16 secrets to surviving today's technical job market
1. 16 “Secrets” to Surviving Today’s
Technical Job Market
AKA…
“How to Avoid Becoming
Part of the 95%”
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2. Successfully Delivering Messaging & Job Search Solutions for CIOs, CTOs, Tech Executives, Tech Experts
& Business Leaders at Top National & Global Companies, Start-Up & Venture Capital Firms, Government
Agencies and Contractors, Such as:
3. #1. Recognize that résumés
aren’t dead, but they are ailing.
95% of technical professionals will all do the same thing; the same thing they’ve always done...
They’ll toss out a résumé (even maybe a decent one) and then hope for the best.
But there are so many more tools at your disposal today, from project highlights options to
innovation pages to LinkedIn profiles to online bios, and hiring is going more and more social.
So although the traditional résumé is still required, employers are slower to pull the trigger when
vetting talent, and they often need more of a push than the résumé gives them.
That’s why some technical pros (the 5%) have made a radical adjustment over the past year, to
continue to embrace the chronological résumé (because it still serves a purpose) but to build in
addenda or portfolio pages to go along with the résumé that, when used properly, can help build
in flexibility and prepare you to face different hiring scenarios.
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For more on
this, check
out
“How to Get
a Whole Lot
More Than
Just Another
Technical
Resume.”
As featured in:
4. Your Technical Résumé Portfolio Arsenal Options
• Chronological Résumé
• LinkedIn Profile
• Cover Letter
• Marketing Brief
• Bio
• Thank-You Template
• Infographic Résumé
• Problems-Solutions-
Results (PSR) Page
• Innovation Page
• Testimonials Page
• Project Highlights Page
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For more on why we advocate for a portfolio approach, check out our presentation, “Move Over Resume, Hello Portfolio.”
But it all boils down to one thing: We’re interested in doing what works. Aren’t you?
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5. How certain can you be about your
current résumé?
If you’re starting to wonder how effective your current résumé
would be in today’s market, we’ve designed a short quiz
(takes ~1 minute to complete):
How Certain Can You Be About Your Current Technical Résumé?
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6. #2. Brush up on those
soft skills.
Today’s tech industry is asking more from its tech
leaders than just tech knowledge and
certifications (although they remain important
too). It wants to see strong soft skills as well.
For more on this, check out our article “The
Softer Side of Tech” (http://ow.ly/uNgUE).
6
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7. #3. Be prepared for
non-techies competing
for tech leadership roles,
at least in some places.
Here are some key attitudes that are now starting to take hold in this arena (again, right or
wrong, good or bad):
• Soft skills are more important than tech skills.
• Non-tech people can learn tech “on the fly.”
• Business intelligence is an avenue into the tech world.
• We can never have too many project managers.
The general advice to non-techies is to brush up on some tech “lingo” (aka computer code) and
sell, sell, sell those communication and fast-learning skills.
Therefore, those with a technical background need to be prepared to showcase how their
experience, combined with the soft skills, makes them a MUCH better asset.
A portfolio helps do that because (1) your 95% of your competition will certainly not have
one and (2) it can showcase both sides of you, from the knowledgebase to the soft skills.
I know, I know…you shouldn’t have to go to that much trouble, right?
Your experience should be enough, right? In a rational world, maybe…
Many job market watchdogs think the
tech job market is ripe for non-tech
people because soft skills are so
paramount. Some non-tech companies
are embracing this.
The general belief, right or wrong, is
that “anybody” can learn tech…at least
enough of it to get by (while the rest is
outsourced to service providers
anyway…the true “techies”).
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8. #4. Don’t ignore technical
recruiting!
Take ‘em or leave ‘em…recruiters are here to stay…at least at the moment, and especially in
the technical arena. If you know how to use them to your advantage, they can be a great
pipeline for you throughout your tech career. But not all of them are right for you, and you
can waste a lot of time on them if you are not properly matched with them.
For a more in-depth look at technical recruiting, check out
“How You Can Leverage Recruiters to Build a Career Protection “Pipeline” :
http://ow.ly/viTjn
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9. 9
There’s no doubt
social recruiting on
LI is on the rise.
The stats paint an
interesting picture:
• 93% of recruiters use LinkedIn
to find talent
• 89% of them are hiring from
LinkedIn
Click on
image
to find
out
more
For 5 years in a
row, tech
recruiters have
reported “a lack
of skilled
candidates as
their greatest
challenge and
social media as
their greatest
opportunity.”
(study by
Bullhorn)
This should be
good news for
properly
positioned
technical
pros…
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10. How does your LinkedIn profile
rate?
To help you get a better feel for where you currently stand with your
LinkedIn profile, I’ve developed a simple self-assessment survey you can
take that is quick to do, free, and helps you compare your profile against
those that are having more success on LI in building a recruiter “pipeline”:
LI Profile Optimization Self-Assessment
10
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11. #5. Think audience, audience,
audience, not you, you, you.
A lot of tech pros (that 95% again) make the mistake of thinking that technical fields come
down to credentials and background only and overlook a key ingredient: audience.
It’s important to know what matters to your target market, and it isn’t always what you
think it is. In fact, hiring decisions today are often less made on credentials alone. (In fact,
they are more often made based on benefits; so think benefits, not features!)
Don’t get fooled into thinking that just because you work in tech you know what companies
are looking for in regard to tech. You might just be surprised to find out that your perception
is much different from the hiring reality.
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12. #6. Understand how a portfolio
solution can maximize your personal
branding.
Companies want to see how you problem solve, how you lead,
how you apply your tech skills to business solutions, and the types
of soft skills you excel at. Again, when done properly and when
submitted properly, having additional options to the traditional
resume can help you meet this demand.
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For more on what we mean by “portfolio,” please check out http://ow.ly/viT6C
As featured in:
13. Meet John Chavner from our CIO.com Resume Makeover Series
He was a senior/executive IT leader who was having difficulty representing his experience in a way that was most
relevant to today's market. Here's how he tells it:
"While I have always had positive feedback on my resume, this makeover process for me was about getting the
presentation of the content positioned for today's marketplace. A favorite saying I once heard rings true in this
case, 'Presentation will dictate response'," says Chavner.
When we began working together, I challenged John to set aside his understanding of conventional resume wisdom
to look at what is really working in today's hiring process. As a result, we began building more of a portfolio-based
approach, something that is often overlooked but highly effective.
The first document we created was John's traditional resume, but in addition, there were specific projects to which
he wanted to draw attention, including a stint as a CIO for SkyFiber. Therefore, we created a Project Highlights
document that included additional background and details of his three most important initiatives, which helped to
provide richer context about his career, knowledge, and achievements.
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14. To read more about the process we went through, check out the following article
written by Sharon Florentine of CIO.com, where she highlights both John and I:
Resume Makeover: Presentation Dictates Response
In the end, John received interview offers within days of submitting his new portfolio approach, and he summed up
his experience as follows:
"I figured my resume was something I should just be able to do on my own. But the finished results exceeded my
expectations, which was surprising. While I had no preconceived ideas of what the completed document should
look like, I did not know that Stephen could organize such a radical transformation with the same basic
information. He was able to tell my story better than I was. My resume is now a proper marketing document and
not just a list of facts and numbers," Chavner says.
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15. #7. Capitalize on tech as a
strategic business partner.
The general consensus is that tech as your “friendly” neighborhood strategic business
partner will manifest itself through the use of all kinds of new and “hip” titles (let’s face it,
the easiest way to look like you are making a transition is to change a job title!).
Here are some we have come across and that will ramp up throughout the new year:
• Business Intelligence Analyst: Now, this title isn’t exactly new, but it is generally
new to the IT arena now that big data is driving focus on business intelligence.
• Director of IT Infrastructure: The idea behind this title is strategic visioning, advising
CIOs (or whatever title they will be going by soon) on such things as the best
networking and cloud-based technologies for your organization.
• Chief Knowledge Officer: Although there seems to be a lack of agreement on
exactly what this role entails, generally speaking, it is a subject matter expert in the
company’s industry that also has expertise in technology [you know, a little
knowledge can sometimes be a dangerous thing :-)].
• Technology Solutions Engineer: This title is the very essence of the transition in tech
for this role is meant to look at all kinds of business problems and produce various
options, using technology, to solve them.
For more on this, check out “IT: Your Friendly Neighborhood Strategic Business Partner”.
Tech knowledge in combination with
business acumen/industry experience is
often king in today’s hiring decisions…or
at least companies claim that it is.
15
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16. #8. Welcome the era of
women in STEM.
According to the latest reports, females could be the answer to helping to “stem”
the talent shortage across STEM fields.
According to recent reports, 45% of the MIT student body alone is female,
showing a closing of the gender gap in this arena.
For a more in-depth discussion, check out She-Geeks: Is This The Era of Women
in STEM?
Also, see our highlight in MORE magazine: Should Women Learn to Code?
16
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17. #9. Don’t be caught with your tech career
pants down: Jobs are plentiful, but length of
job search is holding steady.
Despite the plethora of job openings out there, the length of
time out in the tech job market is holding steady:
1 month/$20K in salary
That’s 5 months for a salary of $100,000.
17
With the 5%
who are
building
technical
resume
portfolios,
however, we
are seeing the
average
search drop
by as much as
74!
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18. #10. Dare to be different: Don’t get
sucked into the job board black hole.
We get it. They are alluring. They advertise hope. They make it seem easy.
Sometimes they actually work.
In reality, they are extending the job search process with 100-150 candidates submitting resumes for every 1 job posting.
Jobs boards continue to be the least effective job search method; yet they remain the one most used.
There are other options!
You don’t have to be a slave to such an ineffective method, and it can be made easier than just attending networking mixer after
networking mixer…In 2015, ITtechExec introduced concierge-style job search solutions that went outside of job boards to put our
clients in contact with companies through other avenues. It takes some leg work, for sure, but the amazing results have
convinced us that Job Boards are too ineffective to rely on them soley.
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Job searching isn’t about 1
method; it’s about a diversified
approach. Why not create as
many pipelines as you can?
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19. Are you prepared today for
tomorrow’s career move?
To help you get a better feel for where you currently stand in preparing for
tomorrow’s career move, I’ve developed a simple self-assessment survey you
can take that is quick to do, free, and helps get you thinking about where you
are and where you need to be:
Career Move Preparation Self-Assessment
19
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20. Maybe you can relate….
A lot of times we know what we “should” do, but
either we don’t do it or we just wait until we have to
because:
• We no longer have the ambition we once did
• We have kids to raise and focus on
• We believe the obstacles we will face in the
market are too overwhelming or exhausting to
face
• Work no longer matters much
• We’re too busy
• We always figure something out when we need
to
• We’re not really sure what we want to do next
• We have external concerns that weigh on us
• We have other unfulfilled goals and dreams
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21. If any of that sounded like
you, that’s OK
Check out some of our client stories and how they ended up:
• Making It Through the Tech Career “Goo”
We also have a presentation done for our PMP and program management
clients that pertains to other positions as well. It highlights 2 of our clients and
the experience they had in the market:
• Branding Secret for PMPs and Project/Program Managers: The Portfolio
Approach
If you’re wondering whether ITtechExec might be a good match for you, take
our 1-minute anonymous compatibility quiz:
• Is the ITtechExec Approach a Good Match for You?
21
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22. #11. Don’t chase after
Google so much.
Of ALL the companies in
the U.S., 99.5% have less
than 100 employees.
Most job seekers fail to match themselves up
with smaller companies, targeting instead the
bigger fish (along with everyone else).
But the smaller companies are starved for
strong tech talent and typically have less
bureaucracy when it comes to hiring.
An effective Employer Profiling campaign can
help open doors in this area.
Yet, 95% of all tech candidates keep
chasing the .5%, the Googles and
Apples and IBMs.
That opens the door for opportunity if
you’re willing to do a little research
and dirty work first.
22
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23. #12. Don’t wait for your
credentials to do the
talking.
Although certain certifications, degrees, and other credentials
have a lot of value in today’s market, they still don’t “sell”
themselves (or you) the way most tech pros think they will.
You still need to know how to position them in the market.
When it comes to specific skills, we have written extensively on
the latest skills in demand by today’s companies.
You can visit Co-Founder Stephen Van Vreede’s blog. Here are
just a couple articles he has posted there as a sample:
• There’s Value in That Security Clearance
• Do You Have a Top-Paying IT Certification?
23
How much have you
invested in the Technical
Career you've built so far?
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24. #13. Know location, location, location and
industry, industry, industry.
It’s important NOT to confuse your location or your industry as indicative of the
entire state of the tech job market. Find out where opportunity lies.
Here are some differentiators:
• The U.S. Manufacturing Job Turnaround?
• The Engineering Job Market: 2014 and Beyond
• What to Expect When You’re Expecting Healthcare IT
24
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25. #14. Recognize that
you’re employer loves
you, really, it does; it just
has a funny way of
showing it.
With companies crying out for more sophisticated talent, they claim they
are starting to appreciate the talent they do have more.
BUT just because companies are talking “retention” doesn’t mean they
are just going to give away bonuses and salary bumps (or at least good
ones).
More than likely as Baby Boomers continue to retire and other talent
leaves for another opportunity, these companies are still going to do
what most companies do…make you compete for the openings left
behind.
In other words, even with this push for retention, if you want to stay,
you’re still going to be asked to work for it AND a portfolio approach is
definitely the way to go because an internal job promotion is the
RISKIEST career move there is, believe it or not.
For more on this, check out “Employer Retention Will Be on the Rise: Will
You Be Prepared?”
25
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26. #15. Think Quality AND Quantity when it comes to social media,
LinkedIn in particular.
For more on this, check out our post called “The Age-Old Social Media Quality vs. Quantity Debate”.
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Does today’s job search and social media all just seem like a big game to you? Honestly, it kind of is. Technology, as
much as we love it, has taken the traditional job search process and made it more convoluted…and expensive. The good
news, however, is that some tools are opening up opportunities that were much harder to find before.
The challenge is in knowing which game is worth playing for you.
Check out my own career story for why I do what I do.
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27. So like it or not, if you plan to be in the tech job market for the next 5, 10, 15+
years, what is your answer to this market going to be?
Getting your resume ready is a start, but it’s only a start.
At the same time, though, you don’t need to do everything (or buy everything!).
You can waste a lot of resources doing that.
27
This should be a
no-brainer, BUT
But that’s not the end of the “secrets”…
Let’s Do What Works*
Set up your complimentary Upcoming Career Move Prep Session with Technical Resume Writer & Career Strategist, Stephen Van Vreede.
Simply click on the calendar image below to schedule your appointment. (If you can arrange to have Internet access during the call, then
he can share his desktop presentation with you.) You will receive 1 confirmation email and 1 follow-up note from Stephen sent through
our Appointment Core admin:
It’s not. Very
few pros are
willing to adapt.
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stephen@ittechexec.com
As featured in:
28. #16. Don't Get Stuck in
the Muck with the 95%
If you just plan for one career
move at a time, no matter where
you are in your career, you could
be making an expensive mistake.
OK, so along with still putting all their eggs in
the proverbial “resume” basket, most
technical professionals also fail to be “ever
ready.”
They know they kind of need to be, but they
get stuck in that period of time where work
and life take over, and the last thing they
want to do is keep their resume, much less a
portfolio, updated.
But Proper Maintenance Is the Key to the
Whole Thing!
With the rapidly shifting market we seem to
be in, and career moves happening every 3-4
years or less, technical professionals in
particular are being forced to keep their
options open, at all times.
28
Yes, expensive.
Career services and job search support solutions are booming, especially in tech, thanks
to growing demand (lots of career moves and lots of competition for positions) and to
social recruiting processes (companies are vetting candidates much more now).
So you can expect prices to double for these services over the next few years.
At the same time, when uncertainty hits, if you are not prepared for the market as it is
then, any amount of employment gap hurts your wallet. It’s extremely expensive to be
out of work, and employment gaps make life even tougher, especially with recruiters.
866.294.1324 (Text or Call)
stephen@ittechexec.com
As featured in:
29. ITtechExec’s own Stephen Van Vreede alongside business guru Brian Tracy
released best-seller unCOMMON in 2015. Click here to receive a free
hardcover copy shipped right to you (no s/h; continental US only):
Get a Copy of unCOMMON
29
866-294-1324 (Text or Call)
stephen@ittechexec.com
30. Background on Stephen Van Vreede & ITtechExec:
30
From Tech Job Market Zoo to Corporate Goo...
How to Protect What You’ve Built So Far.
First and foremost, I am a sci-fi fantasy NUT. I read as much of it as I can possibly get my hands on. I'm also a golf
"daydreamer," which means at this stage of my life, I get to daydream about being on the golf course more than I
get to play it. Keep in mind that I do live in Rochester, NY, where we see sun for a solid 14 weeks a year, IF we're
lucky, and that's about it, so there's that (and, thus, why I am inside reading a lot). :-)
When I am not daydreaming about golf or geeking out on sci-fi, I run, alongside my wife, Sheree, and our Job
Search "Agent", Sue, an innovative small business called ITtechExec that recruits on behalf of up-and-coming
"tech" leaders, which includes IT operations, engineering, supply chain/logistics, manufacturing, project/program
management, CIO/CTO, and more.
Unlike traditional recruiting, which works for the hiring organization, our company works on behalf of the
individual as an advocate in the process providing, in addition to résumé design, what we call "concierge job
search solutions." It is a cutting edge approach in which a high-quality service partners with a high-quality
candidate.
This way we help professionals navigate through the job search process, from designing résumé portfolios to
conducting concierge job searches.
To learn more and see some samples of our work, check out:
• How to Get a Whole Lot More than Just Another Technical Resume
866.294.1324 (Text or Call)
stephen@ittechexec.com
31. Background cont.:
31
From Tech Job Market Zoo to Corporate Goo...
How to Protect What You’ve Built So Far.
Here is how we describe our approach:
“You know, some people just toss their résumé up on a job board and hope for the best. It's like wanting to be
movie star thin and never working out. Your odds of success are pretty poor. Our solutions were built in reality.
Landing that great opportunity requires hard work and dedication in today's world; the 1990s and 2000s tech job
market is no longer; you've got to "work out" more now, so to speak. But it's not all bad because what we've done
is create an approach that comes up alongside you and makes the weights a little lighter; takes some of the
pressure off; and keeps you from just ‘hoping.’ Why do people pay for fitness trainers? Do they really not know
how to do a push-up? Run on a treadmill? No, they hire a trainer because they want to succeed, and they know
they need someone with the right background to get them there. They still have to show up; the trainer makes it
more manageable...in our case, it's even better because we do some of the heavy-lifting and we help you realize a
better livelihood. And who doesn't want that?”
866.294.1324 (Text or Call)
stephen@ittechexec.com
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