Recruiting

No More Excuses! Today’s a New Work Day

Posted on July 21, 2015. Filed under: Career Management, Interviews, Job Search Tips, LinkedIn, Personal Branding, Recruiting, Salary |

career changeIn my household, we have kind of a silly ritual. Whenever my wife or I or our daughter launches into a long list of reasons why we haven’t done something, or can’t do something, one of us says, “No more excuses. Today’s a new day.”

Although each of us cringes a little when we’re called out on our excuses, more often than not, the truth is that we have been hiding behind one or all of them. They’re comfortable. They help us rationalize why we have been putting this or that off. And sometimes it takes a little push to get us out of that cozy lull we’ve been in.

Does that describe you when it comes to your career progression? Do you have a list of excuses a mile long and several feet deep? I bet many of them are even very reasonable ones. The problem is, of course, that even if they are valid, they are still holding you back from progressing in your career. A valid excuse is not necessarily a good excuse to stay in that comfortable place. If you stay there too long, you might be in for a rude awakening.

So, no more excuses! Today’s a new day!

Not too long ago, my team and I introduced 4 “crash course” options. These are 4 great ways you can begin to work toward your career progression without getting in too deep, too fast. Think of them as baby steps, but key ones, because they will get you a solid primer of what to expect in today’s tech job market and a starting point for launching that career move you’ve been putting off.

SPECIAL 10-Day Promotion

To help give you a gentle nudge, we are even offering a 10-day promotion on each of our courses. From today, July 21, to Thursday, July 30, if you send me an email at Stephen@ittechexec.com with the subject line “Crash Course Promo”, we will send you a special promo code to give you $50 off each course. Our courses are normally $295 each, but for the next 10 days, you can get them for $245 each.

By the way, that’s $50 off each course, so if you reserve a spot in two, then you get $100 off!

Four Crash Course Offerings

All four of the courses outlined here are conducted by either myself or Sue, our concierge Job Search Agent. They are all one-on-one, don’t require too much of your time (usually 1-2 hours at most), and highly valuable because of how market relevant they are,

Instead of basic pre-recorded webinars that speak generally, we offer them as customized, 1-1 training.

You can learn more and reserve your spot in the personalized “course” today by clicking on the links with each course description. Don’t forget to email me at Stephen@ittechexec.com, though, for the $50 off promo code!

LinkedIn Crash Course: Because of the rising relevance of LinkedIn in not just the hiring process but also in ongoing career management, we find that many of our members are not really using it or are unaware of how best to use it for them. They know enough to dabble with it, and they know it is important, but they don’t have the time or energy to research how to become an “expert” at it. That’s where we come in!

Salary Negotiation Crash Course: Our most popular course, here we dive into the nuances of salary negotiation to look at how to “win” by focusing the discussion on value, not experience. Most people try to negotiate from a position of experience, thinking that should “sell” it. Instead we devise a strategy for how to shift the discussion to one of value.

Video Interviewing Crash Course:The higher up the corporate ladder you go, and especially if you are dealing with global companies, the more likely it is that you will face video interviewing. This course includes a mock video interview session with subsequent analysis. Even if you don’t end up having a video interview, you can still benefit from a third-party analysis of your interviewing strategy (notice I did not say “skills,” I said “strategy.”

Recruiter Engagement Crash Course: As you work with Sue on either obtaining our customized recruiter list or the full-service recruiter matching campaign (where Sue takes the list and makes the introductions on your behalf), or if you go about it on your own, you will begin to engage with recruiters who respond and show interest in you and your background. Sometimes it is great; other times it is a confusing world. When recruiters come to you, things can be good, but when you reach out to them, then things can get complicated. I have many recruiter connections, and admittedly, they will tell me that they often say one thing when they mean another. So it is wise to get educated on “recruiter speak.”

 

 

About Stephen—-

Stephen Van Vreede is not your average IT/technical résumé writer. He provides career strategy and concierge job search solutions for senior (15+ years) (ITtechExec) and up-and-coming (NoddlePlace) (5-15 years) tech and technical operations leaders. Stephen and his team focus on building simplified, targeted, and certain career move campaigns, be it an external search or an internal promotion. He is co-author of UNcommon with career development leader Brian Tracy (out June 11, 2015). Contact Stephen directly at Stephen@ittechexec.com or send him an invite at https://www.linkedin.com/in/stephenvanvreede. To see whether Stephen and his team are a good fit for you, take their free (and anonymous) 1-minute compatibility quiz, Is the ITtechExec Approach a Good Match for You? Also, feel free to take his complimentary resume self-assessment quiz, How Certain Can You Be About Your Technical Resume? You might be surprised by what you find out!

Read Full Post | Make a Comment ( None so far )

IT Project & Program Management Recruiters: Where Are They?

Posted on March 17, 2015. Filed under: Executive Job Search, International Job Seekers, IT networking, Job Market Trends, Job Search Tips, Recruiting |

project managementI know what you might be thinking: How hard is it to find recruiters who place for IT project and program management?

The issue isn’t so much that they don’t exist; the issue is how to sift through the vast field of technical recruiting to find the ones who specifically place in the project/program management realm.

Typically, most candidates will not do that. Or they will start out trying to do that and then give up in frustration. (There are only so many hours you can devote to proper LinkedIn searches and so many hours you can devote to calling/e-mailing recruiter after recruiter to see whether he or she is a good fit.)

Furthermore, most candidates still believe that locality is the #1 factor in picking a recruiter. So they just look for ones close to their home and start calling.

The truth is, though, that recruiting is not as local as it used to be.

And all recruiters don’t recruit for all types of positions.

The most common scenario we find is that candidates spend a lot of time calling around or doing online searches, eating away a lot of their job search time, only to find out they weren’t using the right parameters to identify the recruiter in the first place.

Even worse, they end up engaging with a recruiter who might sound good on the surface but doesn’t really place in their field of interest (or at their salary range).

So, yes, there are lots of recruiters out there who place for IT project and program management; the question is how much time do you need to devote to finding them?

OK, so now you might be thinking, “Well, I only need one or two and I’m good.”

That’s true if you luck out and find ones who need you right now. (Maybe that is how it used to go. They came to you, or when you went to them, it was so simple.)

Chances are, though, in today’s job market, you will need to reach out to several recruiters before you find one who fits your parameters and who has a viable position for you. (Watch out…some might engage with you but not really have what you are looking for right now; instead, they might see you as a fit for something else, something you aren’t going for; you can waste a lot of time on this!)

So, here’s the deal: Save yourself hours of frustration and research. Don’t exhaust it on trying to find the recruiters. Instead spend the time engaging with the right ones.

Too much precious job search time is spent on the administrative details when there are options out there to alleviate that.

Plus, they cost much less than several months of LinkedIn Premium subscriptions!

My advice: Get a specialized directory of IT project/program manager contacts and be done with it! Or take it a step further and have a customized list created by a job search specialist just for you!

In an instant, you’ll be ready to get started and you can focus your time on more valuable things, like proper engagement with this recruiters once you do reach out to them.

Doesn’t that sound like a better plan?

 

About Stephen—-

Stephen Van Vreede is not your average IT/technical résumé writer. He provides career strategy and concierge job search solutions for senior (15+ years) (ITtechExec) and up-and-coming (NoddlePlace) (5-15 years) tech and technical operations leaders. Stephen and his team focus on building simplified, targeted, and certain career move campaigns, be it an external search or an internal promotion. He is co-author of UNcommon with career development leader Brian Tracy (check out his exclusive offer). Contact Stephen directly at Stephen@ittechexec.com or send him an invite at https://www.linkedin.com/in/stephenvanvreede. To see whether Stephen and his team are a good fit for you, take their free (and anonymous) 1-minute compatibility quiz, Is the ITtechExec Approach a Good Match for You?

 

 

 

Read Full Post | Make a Comment ( None so far )

Is Your Technical Recruiter Right for You?

Posted on March 3, 2015. Filed under: Big Data, Career Management, CIO, Consulting/Contracting, cover letter, Cyber Security, Engineering, Executive Job Search, Healthcare IT, International Job Seekers, Interviews, IT networking, Job Market Trends, Job Promotion, Job Search Tips, LinkedIn, Manufacturing, Personal Branding, Product Development, Programming, Project management, Recruiting, Resumes, Retirement, Salary, social media, Software Development, STEM, Technical Infographics, Technical Sales, Technology, Women in IT, Work Issues |

 

technical recruiterOutside of lack of response during your job search, the next most frustrating issue is spending too much time talking to the wrong people.

And this is particularly true when it comes to technical recruiters.

I watch candidates on a regular basis jump through hoop after hoop for recruiters, writing special presentations and bios, changing this and that on their resumes, and showing up at this and that meeting only to find out that the recruiter doesn’t really have openings for their specific background or salary range.

It’s a big waste of everyone’s time. And it can be A LOT of time. But it happens all the time.

So what can you do about it? It starts with proper matching.

Most candidates are under the impression that if a technical recruiter is in their geographical area and is willing to speak with them, then he or she is a good match. But it goes further than that. You need to know if he or she has placed people with your skills/industry background and at your salary range before, and geography is no longer the indicator it used to be as many recruiters place people over a much broader region than they used to.

So it start by doing your research.

Of course, research takes time.

A lot of time. Even with LinkedIn and premium search tools, you still have to have set parameters and know how to research them. It can take hours of precious job search time to find just one or two.

And then you still have to know how to approach them, engage with them, and make sure they really are the good fit they appeared on paper.

It’s why so many candidates give up.

But there is a lot of value in finding the right technical recruiter because when the match is right, the whole process is much easier. Not to mention the fact that recruiting is on the rise and will continue to play a large role in the hiring process in 2015.

So if finding the right technical recruiter is important to you, there are ways to make it easier. You can simply tap into a general directory of technical recruiters already prepared with full contact info. Or you can take it a step further and engage a recruiter matching solution where you can work with a concierge service to have a customized list of recruiters built for you and your needs by a technical job search specialist (not to mention get good guidance on how to approach the recruiters).

It’s not that you can’t do it on your own; it’s that you no longer have to.

(Also, check out our directory of 800+ project/program manager recruiters or directory of CIO recruiters.)

About Stephen—-

Stephen Van Vreede is not your average IT/technical résumé writer. He provides career strategy and concierge job search solutions for senior (15+ years) (ITtechExec) and up-and-coming (NoddlePlace) (5-15 years) tech and technical operations leaders. Stephen and his team focus on building simplified, targeted, and certain career move campaigns, be it an external search or an internal promotion. He is co-author of UNcommon with career development leader Brian Tracy (check out his exclusive offer). Contact Stephen directly at Stephen@ittechexec.com or send him an invite at https://www.linkedin.com/in/stephenvanvreede. To see whether Stephen and his team are a good fit for you, take their free (and anonymous) 1-minute compatibility quiz, Is the ITtechExec Approach a Good Match for You?

 

 

 

Read Full Post | Make a Comment ( None so far )

« Previous Entries

Liked it here?
Why not try sites on the blogroll...

Follow

Get every new post delivered to your Inbox.

Join 9,591 other followers

%d bloggers like this: