The latest news, trends and information to help you with your recruiting efforts.

Posted December 06, 2006 by

What Employers Really Want…

If you’re a job search candidate looking to bestow gifts upon the recruiters of the world, here are seven packages they would love to unwrap this holiday season…
1. Resumes that really fit
If your resume isn’t a fit for the job, don’t send or submit it blindly! Recruiters are rewarded for fit so if your an unclear or unlikely fit, you better have an internal ally who can lobby for you.
2. Candidates that aren’t stalkers
Recruiters don’t mind a call every once in awhile for you to check in on your status or see if they are interested. But when you start to call multiple times a week (or even a day) you’ll get a shoulder colder than Minneapolis this time of year.
3. Perfect grammar and spelling
This time of year everyone in the office is looking for a laugh. So if your cover letter proclaims that “your the won for the job,” don’t be surprised if you never hear from us.
4. Commitment
Slowdowns at the office and sheer boredom may mean you start to send out resumes willy nilly. Please don’t. If you’re not serious about moving on, please don’t waste my time or yours!
5. No more vanity
As the job market starts to get stronger, candidates start to get more cocky. Please don’t focus on what’s in it for you. Instead, focus on telling me what you can do for my company.
6. Make our lives easier
Really understand what we are looking for. If you help us understand why you are the perfect candidate for the job, we can better convince other internal employees of the same thing. Make it easy for us to make your case!
7. Don’t be an online embarrassment
We’re starting to Google you and look at your MySpace and Facebook accounts. Don’t get us all excited that you’re a great candidate for us only to find out your MySpace page is full of activities that would make an employer blush!
And please, no more fruit baskets. We like coffee and chocolate.

Posted November 14, 2006 by

Still Searching for the Offer

I get so depressed when I cannot immediately find the work I want to do. It isn’t clear what I’m doing wrong and many times it seems as though the thing that’s holding me back is that I’m a minority. I have a Master’s in my field of endeavor and a lot of solid experience. What else should I do to get myself positioned for the right offer?


Posted November 11, 2006 by

Not Doing Assignments that Don’t Apply

My career coach has started giving me exercises to do in relation to my job search and identifying my personal skills and interests. Some of the exercises require me to talk about things I haven’t done yet. I think it would be best for me to ask to be excused from doing the exercises where I have no experience.


Posted November 11, 2006 by

Sidestepping the Mentor

I’ve been assigned a mentor and coach for my internship as well as my real job search. While this person is very talented and knowledgeable because of their vast amount of experience, I simply do not like them. As a consequence, I do spiteful things like pretending to have been working on a work assignment in order to have an excuse for not following the coach’s advice. In the alternative, I simply ignore what they’ve told me. The other thing I do is talk to them about coaching I’ve received from other people and how well the other advice proved to be.

Should I just tell them that I have no respect for them and that it’s best that we part ways?


Posted October 22, 2006 by

An Exercise on Interests

Some of the interns have read the career development exercises for this month but not yet done it. They may be wondering about the relevance. I’ll explain.

We have interests that drive our enjoyment of our work and keep us motivated. Because the interest is keen, we’re more likely to do our best work. That then results in our becoming invaluable assets to wherever we are dedicating our energies.


Posted October 22, 2006 by

Static and Dying Jobs

My heart breaks each time I read an intern blog about the entry-level job their pursuing. So many are seeking filler positions such as data entry, secretarial, order clerk, postal worker. Yet at the other end of the spectrum, each one talks about the degree they’ve recently earned. What I want to do is have a live session with them to talk about more strategic ways to market their selves, to have more confidence in their abilities and the proper way to demonstrate that confidence, and how to talk about the knowledge and abilities they’ve gained from the edudation they’ve ained so that they may enter the initial stages of their true career path. Alas, at this point in time, I cannot have that live session. But I feel it in my bones. The day is coming.

Until the day that I can have that live session with our interns, I’ll have to write these blogs and post them in strategic places where I believe the interns will read them. And that is why today I’m posting a new blog in this space.


Posted October 16, 2006 by

An End to the Talent War?

The second largest school district in the country, and therefore one of the pacesetters, is the Los Angeles Unified School District. This is the nest from which our future workforce emerges. It is on its underpinnings that we rely on getting the best of the best. But LAUSD has long suffered from the black eye of not producing sufficiently trained and educated people from whom recruiters and employers may select their skilled talent.

However this past Friday, in a controversial move, the LAUSD announced its selection for the person to succeed retiring Superintendent Roy Romer. Retired Navy Admiral David Brewer. Brewer, in his acceptance speech, spoke of transforming the school district and the education one can expect from it into a world-class district where the fruits of its effort will be able to think and compete on a global basis.

The LAUSD has in recent years begun to pull itself out of nearly last position as far as academic performance testing, quite the opposite of its position in the late 1950s and 1960s of one of the top-scoring districts in the country.

There are many issues that confront the school district and its administrators in delivering quality education that produces the types of workers and leaders businesses need and demand in today’s and tomorrow’s business environment. With Brewer’s acceptance remarks, it appears he plans to take on these issues and bring his constituency (which he sees as not just the students but the businesses and people within the school district) to winning the war for skilled talent.

Posted October 16, 2006 by

A Primer on Interviewing for an Internship

No matter what time of year, it isn’t too early to start thinking about where to intern and how to interview for that position. Some of the preliminary steps to getting the interview are determining what type of work you want to do and then researching the companies that offer that type of work. Those subjects will be dealt with in their turn at another time. But for now, let’s focus on some essentials of interviewing for the internship.

Internships are geared toward providing a person with insider experience of the environment. You get to know the people, the office, the industry. Most importantly, you get hands-on experience with the work so that when your internship is completed, you have the fundamental skills and then some. You’re a valuable player. And given that you’ve done a good job during the internship, you just may have a permanent job offer waiting for your acceptance.


Posted October 04, 2006 by

HB500 Strive to Survive the Talent War with Recent College Grads

The indicators from all directions point to the fact that this is an excellent time for recent college graduates. Although many may not see it, employers are avidly seeking skilled labor (meaning people with communication skills, computer savvy, analytical and problem solving) and knowledge workers for their business initiatives. According to Jesus Chavarria, Editor and Publisher of Hispanic Business magazine (HB), the HB500 companies are definitely in this mode. However, the highly-sought new talent is difficult to find. That in turn is creating a talent war that according to Pasadena executive recruiter and CEO of Fluhrer & Davis, Alan Fluhrer, began around the middle of this year.


Posted October 02, 2006 by

Observing National Disability Employment Awareness Month

The month of October is a busy month as relates to observations. Of the several, Roy Grizzard, Assistant Secretary for Disability Employment Policy of the Department of Labor today released an announcement of the Department’s recognition of individuals with work differences.

There are resources, recognition dates, and programs to assist employers, job seekers, and college career counselors in opening the diversity doors and creating employment empowerment for those typically called “disabled.” One of the most significant programs encouraged by the Department is mentoring. Having a counselor who can guide a worker through the intricate employment maze and over the rungs of success is imperative to anyone’s career. One who can help an intern or “young” worker navigate these trails is a proven factor to success on both sides.

So many times individuals with disabilities are rejected from employment opportunities because of their observed impairment without testing or asking if they feel they can perform the essential functions of the job with or without reasonable accommodation. It would behoove us to face the facts of workplace access and the opportunities that abound in creating a diverse environment.