Retirement

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?

 

 

 

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The Rise of the Corporate Entrepreneur

Posted on February 24, 2015. Filed under: Big Data, Career Management, CIO, Consulting/Contracting, 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 |

In my newly released book UNCOMMON with Brian Tracy, I wanted to focus on the concept of “corporate entrepreneur.” Thanks to feedback from my social media connections, I was able to gather some great data and comments on what corporate entrepreneurship means to today’s professional.

Below is an excerpt from the book. If you’d like to download the entire chapter, click on the cover graphic and I will send it to you! OR if you’d like to order a signed copy of the book, check out my exclusive offer.

stephen van vreede

Click on cover photo to receive rest of chapter!

 ______________________________

THE RISE OF THE CORPORATE “ENTREPRENEUR”

Let’s face it. The world of “work” is more uncertain than ever. It penalizes you for things you often can’t control … for being too “old,” too experienced, too qualified, too “educated,” too “expensive.” It might not reward you for this certification or that title. On top of that, corporate hiring processes are a sophisticated mess (to put it mildly), internal cultural and multigenerational conflict is commonplace, and many companies are struggling with how to retain their top talent.

As a result, professionals now make an external career move every 3 to 4 years. That means the average 30-year-old with 35 years (or more!) left in the marketplace can expect 10 or more company changes before he or she retires. Even if this professional were to beat the odds with an internal promotion or two, by say double, he or she could still be out in the market every 6 to 8 years.

If all that corporate “goo” isn’t bad enough, then there’s the job market “zoo” to contend with.

BUT THE GOOD NEWS IS THAT IT’S NOT ALL BAD NEWS!

Each day I work with professionals across the globe dedicated to building in career protection, and they are achieving tremendous results. Just like the rest of us, they face many of the same limitations: age, gender, level of experience, geographic restrictions, lack of credentials, market instability, and so on. The difference is in how they approach these limitations and build in their protection from the storm.

IS THERE REALLY SUCH A THING AS CAREER “PROTECTION”?

People tell me that “job security” is a myth today or that if you work for someone else, such as a corporation, you can’t really control your fate.

And I understand what they mean.

IT SEEMS LIKE SOMEONE ELSE IS HOLDING ALL THE CARDS.

 (For the rest of the story, click on the graphic above!)

Stephen Van VreedeAbout 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!

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Baby Booming to a Millennial Beat in Today’s Workplace

Posted on January 27, 2014. Filed under: Career Management, Job Market Trends, Retirement, Work Issues | Tags: , |

retirementIt certainly is an interesting time to be a professional, especially if you work in the technical arena. Now, more than ever, companies are putting more and more stock into discussions about “culture,” and “cultural fit” is of paramount importance to seemingly everyone. (My HR friends tell me it is ALL anyone cares about.)

The problem, of course, is that culture doesn’t mean the same thing to everybody (except maybe in the vague, general sense of “a nice place to work where all are valued”). And it is especially convoluted when it comes to the mixing of generations in the workplace.

In today’s world of work, with Baby Boomers working longer and with more and more Millennials entering the marketplace, the concept of culture and work environment is taking on a whole new meaning.

And the Millennials appear to be winning.

Companies are now putting huge amounts of resources into massive recruitment campaigns that cater to the work culture Millennials say they crave. Here are some of the things these young workers are looking for:

  • A “flat” work environment. Studies show that because they all received trophies in their childhood sports leagues just for showing up and because their parents let them have a say in making family decisions, the idea of a strict hierarchy in the workplace is not appealing. They expect a seat at the table…just because they are there, not because they have earned it.
  • Immediate attention. With the world at their fingertips, literally, Millennials are used to getting an immediate response. So they want feedback, positive feedback, and they want it now.
  • To work when they feel like it. Generally speaking, they want to make their own hours and to work from their own space. They are asking for more “me” time.
  • To get promoted faster. Although they respond in polls that titles and money “don’t matter” to them, they do seem to want promotions…and they don’t want to wait for them.

To read the latest in HR news, you would think these concepts are revolutionary and “new.” (When I started my first professional job, I thought I had a lot to say and I thought I should be promoted every few months too. So I’m not sure what is new about that exactly.) Of course, these same HR pundits also say that these Millennials have poor skills and don’t seem to be prepared for the professional work environment.

So where does this leave the Baby Boomers?

Well, if you’re like one of my recent clients, in a tough spot. After attending a workshop hosted by her employer’s HR department that was supposed to be a discussion on how the different generations need to respect one another, she walked away with a clear directive: Get on board the Millennial train. Millennials were told to try and be patient with these “poor” Boomers who didn’t grow up with text messaging and computers and who are more resistant to change, while Boomers were told not to “fear” the ultra-creative, innovative, fast-paced genius of their Millennial counterparts…even if they do lack basic professional skills and etiquette. But one thing was clear: It was out with the old and in with the “new”.

And hey, what about us Gen-Xers?

Apparently us Gen-Xers caught in the middle, well, we’re just confused…especially now that so many of us are stuck on corporate structuring panels implementing these Millennial cultural must-haves. What else can we do? Either we try and stretch out our cool, hip youth or we grow conservative and more traditional…either way we seem to lose.

(As a 40-something client told me recently, “I just want the company to be solvent and to offer me upward mobility and a certain sense of stability because, well, I have a house to pay for and kids to support and little hope of a pension. I don’t have retirement just a few short years away, and I stopped living with my parents a long time ago…so….yes culture matters but these other things matter more.”)

Maybe the part I find most interesting in the whole discussion is that no where does anyone seem to be talking about what’s best for business. I know, I know…companies are bad, greedy, etc. But, hey, like my client said, they do need to be solvent, right? I see lots of justifications for the Millennial culture about how companies will be more innovative if they succumb to it, but that’s more of a side note than a real cause-and-effect argument based on longevity and history or any real facts.

So, yes, culture is important.

But what that culture should be like and how it should operate is not a done deal…or is it? Now that so many companies are defining their work cultures in such a public way, through social media campaigns and online videos, are they really willing to sink or swim with them? Or will they just ride whatever tide comes along next?

Either way, Baby Boomers will find themselves marching to the Millennial beat….at least for the short term. And Gen-Xers, well, apparently we are just all out of tune.

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