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Recruiters for Energy Professionals

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When employment agencies just aren’t enough, utilizing job boards and recruiters to boost your job search efforts can be an ideal solution. The following list of sites enables you to submit your resume to job boards and recruiters that are perfect for your energy background. Energy professionals such as Ecologists, Directors of Projects, Solar Technicians, Policy Analysts, Sustainability Consultants, and Energy Engineers should fair well with the following list of job boards and recruiters that cater to green, renewable energy jobs.

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Recruiters for Energy Professionals

  1. 1. RECRUITERS FOR ENGINEERING PROFESSIONALS 3RSearch Consultants (832) 476-8728 www.3rsearch.com Blackwood Associates, Inc. (860) 489-0494 www.blackwoodassoc.com Advanced Search Group Inc (630) 734-1010 www.advancedsearch.com Bryant Bureau (586) 772-6452 www.bryantbureau.net Advancement, Inc. (847) 247-2100 www.advancement.com Business System Technologies Corporation (732) 671-0589 www.e-businesssystem.com American Engineering Corporation (406) 676-5026 www.aec777.com Career Management Group, LLC (973) 428-5239 www.careermgmtgroup.com AmiTech Group (913) 707-1066 www.amitechgroup.com CareerSMITH, Inc. (949) 760-8666 www.careersmith.com Anderson Bradshaw Associates (713) 869-6789 www.andersonbradshawassociates.com CBI Group, Inc. (800) 875-1292 www.cbisearch.com Austin Allen Company (901) 756-0900 www.austinallen.com Civil Search International, LLC. (480) 820-8663 www.csijobs.com Avery James, Inc. (310) 342-8224 www.averyjames.com Client Service Systems, Inc. (605) 362-8176 www.clientservicesystems.com Benamati & Associates (303) 467-7885 www.benamatiassociates.com Construction Resources Group, Inc. (727) 578-1962 www.crgexecutivesearch.com Benchmark Recruiting Services, Inc (201) 907-0066 www.benchmarkrsi.com Davis-Burns Group (770) 650-0056 www.davis-burns.com Bennett, Allen & Associates (704) 541-5891 www.bennettallen.com Downing Teal, Inc. (303) 321-3844 www.downingteal.com Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert admin@resumetoreferral.com * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
  2. 2. Downs Associates (501) 868-7117 www.downssearch.com Pmcareers (516) 672-2714 www.pmcareers.com E O Technical (203) 797-2653 www.employops.com Principal Resource Group (530) 478-6478 www.prgnc.com Executive Recruiters Agency, Inc. (501) 224-7000 www.execrecruit.com Robert Drexler Associates, Inc (201)760-2300 www.engineeringemployment.com Executive Search Group, Inc. (207) 510-6666 www.executivesg.com The Alliance Search Group, Inc. (515) 984-9211 www.alliancesearchgroupinc.com FoxLight, Ltd. (831) 663-2999 www.foxlight.com Ward & Associates (630) 717-6111 www.robertward.com G Adams Partners (312) 577-5648 www.adamspartners.com General Recruiters A D & Associates Executive Search, Inc. (770) 393-0021 www.adaexecsearch.com Gate House Consulting (615) 952-3771 www.mfgengineerjobs.com A Hire Connection, Inc. (909) 592-0516 www.ahireconnection.com Hanna & Associates, Inc. (719) 266-5575 www.ahanna.com Abeln, Magy, Underberg & Associates (952) 476-4938 www.abelnmagy.com JDG Associates, Ltd. (301) 340-2210 www.jdgsearch.com Adam Zak Executive Search (847) 304-5301 www.leanthinking.net Moffitt International, Inc. (908) 709-1680 www.emoffitt.com Adams Consulting Group, LLC (212)566-7600 www.acgresources.com MR of Sioux Falls (605) 367-6939 www.agoodjob.com National Executive Resources, Inc. (303) 721-7672 www.nerisearch.com Onesource Professional Search (985) 727-2060 www.onesourcepros.com Parkwood International (972) 668-9855 www.parkwoodintl.com Advice Personnel, Inc (212)682-4400 www.adviceny.com Aegis Consulting (212) 687-2200 www.aegisnet.com Affinity Executve Search (954) 404-6952 www.affinitysearch.com Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert admin@resumetoreferral.com * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
  3. 3. 5 REASONS WHY RECRUITERS ARE USING TWITTER FOR RECRUITMENT — AND WHY JOBSEEKERS SHOULD TAKE NOTICE! By Teena Rose, a highly endorsed, highly referred resume writer with Resume to Referral. You can reach her at (937) 325-2149 or via her website. Teena provides daily job alerts — which many of her clients love! #1 Twitter is free; and with the cost of business sometimes being a hefty burden, even recruitment firms can’t resist the charms of a no-cost, useful online tool. For recruiters seeing a decline in assignments, free services such as Twitter can offer needed relief to a weighed-down operating budget. For jobseekers: Twitter is free, even to Jane and Joe Jobseeker. If recruiters are using Twitter to attract ideal job candidates, it seems only fitting that jobseekers should put themselves in the position to be attracted. #2 Twitter provides a substantial reach for recruiters, putting them in touch with prime job candidates that few other online services provide. Building hundreds of followers within a few short weeks is very doable, so Twitter can certainly put recruiters in touch with followers (jobseekers) quickly as well. For jobseekers: Twitter puts you within “tweet reach” of recruiters. #3 Twitter offers a formal and informal platform for recruiters to open conversations. Recruiters strive for the best job candidates, which usually means “cherry picking” prime candidates away from competitors. Twitter certainly offers one more method of contact to pick.  For jobseekers: Make yourself accessible to recruiters by learning about their current and continued recruitment needs. Take an active interest in keeping up on recruiter posts, recommending colleagues or associates when the need arises [keep in mind not each job posted will be perfect for you, but might be perfect for someone in your network — don’t forget to feed your network!]. #4 With Twitter having an estimated 3.3 million registered users1, building relationships and keeping in contact with colleagues and industry groups has never been easier. The next generation of the Internet is about building relationships, and Twitter’s neighborhood provides an ideal platform for doing it. For jobseekers: Use Twitter to find and build relationships with recruiters who are ideal matches for you. Focus on those specific to your ideal job title and target industry. #5 Twitter has created a community for recruiters to learn, and pass on those teachings. A recruiter would be wise to build their brand and network by using what they learn, or what they know, and passing it on to others. For jobseekers: Consider yourself a funnel for information. Sift through what you receive, and pass on only what’s of importance to those who follow you — that includes passing on job leads and job-search tips too. When the time is right, those on the receiving end of your tweets will return the favor by making you privy to job leads as well. Get Yourself a free copy of Get Job Leads Fast Using Twitter by visiting: http://www.resumetoreferral.com/blog/book-get-jobleads-fast-using-twitter 1 http://recruitingblogs.ning.com/profiles//blogs/why-recruiters-should-use Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert admin@resumetoreferral.com * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
  4. 4. 5 TIPS TO ENSURING YOUR RESUME PRODUCES TOP RESULTS By Teena Rose, a highly endorsed, highly referred resume writer with Resume to Referral. Want to connect with Teena? Connect with her by sending a LinkedIn invite to admin@resumetoreferral.com. Then, follow her on Twitter @ http://www.twitter.com/teenarose. A professionally written resume is an important component to any job search. The overall effectiveness of the document however depends on certain variables; such as how/how often the resume is used, the types of marketing/submission strategies, and the continued relevance of the resume’s content. Concentrating on these important aspects (and others) ensures the resume will produce the all-important interviews that we strive for. You see the resume one way, but hiring managers see it differently. 1. Use your resume as it is geared — not how you see it. You see the resume one way, but hiring managers see it differently. It’s true. You quickly spot all the things that match the hiring company’s job requirements, but all too often, hiring managers painstakingly look for those skills that you see so easily. For example, think about an experienced purchasing agent. Hiring managers will only see purchasing skills in the resume, unless the proper steps have been taken to gear the resume appropriately. Crossing over into another career is doable, but certainly a move that requires preparation from you — and definitely for the resume as well. 2. Persistent actions, not blind submission. Taking a persistent and consistent approach to submitting your resume is one aspect of job search that few jobseekers take seriously – not necessarily because of the inability to be assertive, but rather due to the large task at hand. Job searching can be exhaustive, and individuals tend to lose initiative after receiving any degree of rejection. Submitting one or two resumes every day or so allows the jobseeker to remain active in their search, yet allow enough time to focus on other aspects of their lives. Job searching can be exhaustive, and individuals tend to lose initiative after receiving any degree of rejection. Need tips for focusing your job-search efforts? Start by building a list of industry-specific employers that best match your skill set and current career focus. Avoid applying to anyone and everyone — what some might call a spitball approach. Create a new list each week, submit your resume and introduction cover letter accordingly, and follow-up with each at some point over the next 5-8 business days to ensure receipt of your submission. By conducting follow-up, you put yourself on the phone with a company rep, which also enables you to answer any questions they may have about your skill set, resume, or whatever. 3. Add an eye-catching, action-provoking introduction to your resume. Marketing professionals will tell you that the best marketing material has a “hook”: something that will make the reader take action. Relative to job searching, a hook should cause the reader to call for an interview, or possibly discuss your candidacy further with a colleague. There is no clear definition of what a hook actually can or cannot be, but it should answer two or more of the following: (a) How is this candidate different from the others applying? (b) Does this candidate’s resume clearly outline and focus upon the company’s requirements, rather than cloud this information with irrelevant content? Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert admin@resumetoreferral.com * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415
  5. 5. (c) Does this candidate possess the educational requirements specified? (d) Does the candidate possess the minimum knowledge, skills, and abilities to satisfy the company’s short- and longterm goals? 4. Your resume should be a “key.” Envision each available position as a door lock, and your resume as the key that allows you passage. The resume should be a certain shape and size for the first lock, but require modification or a completely new design for the next. No surprise, job roles vary from one company to the next, and are rarely identical. Some require a straightforward set of job duties, while other companies need their employees to “wear many hats.” Take a secretary, for example. The job responsibilities for a secretary vary tremendously. Modifying the top section of the resume is generally the only upkeep required to ensure the resume continuously fits the lock of the door you’re trying to enter. Yet other modifications, such as rearrangement of categories/headers, replacing certain keywords or key phrases, and the restructuring of employment details, may be some of the additional changes that are needed. The idea is to continuously customize the resume to “fit” the employer’s point of entry. 5. Present your resume to your network — both online and offline. Networking is still the tried-and-true king relevant to an effective job-search campaign. Today, however, job seekers are taking their campaigns online due to the ease of researching hiring companies, locating job openings using only 2 or 3 keywords in their favorite search engine, and resume submission. “ ... spitballing your efforts has proven time and time again to be a huge waste of time.” Although establishing and building an online network can be time-consuming, spitballing your efforts has proven time and time again to be a huge waste of time. Experts believe jobseekers that don’t leverage their networks ultimately spend extra time, effort, and resources to produce the same results that come from networking. Taking a serious approach to your job search campaign is mandatory to securing a favorable return from the resume. Avoiding some of the largest pitfalls that many job seekers fall into, will enable you to conduct a strategic and effective campaign that’s designed to get a job in the least amount of time. Resume to Referral, Top-Endorsed Resume Writer on LinkedIn (in business since 1999) Teena Rose, 13-Year Resume Writing Professional/Career & Job-Search Expert admin@resumetoreferral.com * resumebycprw.com Office: (937) 325-2149 * Fax: (877) 570-8415

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