From Mark Farmer and Duane Hobbs, who stepped in last week and led the OCA meeting...
The combination of rainy weather and a lack of parking (SVC had both a seminar AND a tree blown down in the parking lot) kept the meeting smaller-than-average level of attendance, but the attendees were top of their field and compelling!
Of discussion was:
Crowdsourcing: What it means to Creatives
------------------------------------------------------
Discussed that crowdsourcing DOES radically affect creatives. It is hard when you've spent years developing and honing a craft that was once highly valued, but is now becoming commoditized. Never the less, arguing against evolution leaves you with the dinosaurs.
Evolvers may find themselves:
- Becoming the in-house creative that -- rather then produces from start to end -- now manages crowdsourced resources, educating the company on what quality is, what is needed and managing the crowdsourcers.
- There will ALWAYS be a place for specializing: that is, becoming one of the top 5% at doing ____X____
- Joining in the crowdsourcing
Social Media Metrics: Quantity vs. Quality
------------------------------------------------------
With Social Media becoming more and more evolved and valued, the question remains: How do you MEASURE its efficacy!? There are ways to measure ROI, but all of these ways NEED to differentiate between *quantity* (how many connections, subscribers or followers, how many page visits, how many re-broadcasts) and *quality* (was the re-broadcast in a positive light -- "you have to see this, it's so cool!" -- or negative "Watch this: BP STILL doesn't get it!").
Quality often requires a different, subjective standard of measure, but frankly, is more important in social media, than quantity.
In discussing social marketing's strategy of strengthening relationships, Duane added in a profound observation that "Asking people for something often strengthens the relationship," and companies AND people can use that, by judiciously asking others for something they are easily able to supply (opinions?) and willing to supply.
Resume Review and the Job Search
------------------------------------------------------
Members spent time critiquing others resumes. Duane observed he felt he would be FAR ahead if "If I spent as much time improving my resume and asking people out to coffee to learn about them as I do in applying [for jobs]", a point well made: Your resume is ONLY "marketing" for YOU. A/B test it and actively solicit consumer (erm... prospective employer) market research on it's efficacy in marketing YOU.
Duane offered to be a guinea pig on this one, committing to reporting to the group in 3 weeks HIS results in asking at least 3 prospective employers to critique his resume.
What Help Do You Need!?
------------------------------------------------------
We ended with a recommendation Gayle Rose had made some time ago: By going around the room, each person announcing what help or connection they needed assistance with this week; the entire room brainstorming connections and tangible help.
Showing posts with label Resume Tips. Show all posts
Showing posts with label Resume Tips. Show all posts
Wednesday, June 9, 2010
Thursday, May 27, 2010
Notes from 5/21/2010 - with Dan Ratliff, Sr Recruiter
At last week's OCA meeting, we got two treats in one. Dan Ratliff, a senior recruiter from Allyis, visited the group and talked up the company he's recently joined AND was able to provide a wealth of recruiting knowledge after having been at staffing agency, VOLT, for 7 years.
Dan's new position at Allyis has him working on staffing assignments for the consulting company, which does roughly 90% of their business with Microsoft. Out of Allyis' 200 employees, three quarters of them are V-dash consultants working on project-based roles for the software giant, with the other 50 employees working in-house.
From their web site: "Allyis offers solutions that help organizations excel in the next generation business environment where knowledge is king, agility wins, a new generation powers the workforce, and social technologies are part of normal business operations." The company has been recognized by the Puget Sound Business Journal as one of the fastest growing private companies over the past six years and has been honored as one of the "100 Best Companies To Work For" by Washington CEO Magazine, earning 1st place in 2008. Needless to say, these were some of the reasons Dan took the new position.
So, with all the consulting talk, what's this have to do with OCA?? Glad you asked. Dan's goal with Allyis is to leverage his extensive experience in the creative staffing arena to build out the firm's capabilities in that particular area. And, they have several marketing roles currently open.
Part two of our meeting had Dan answering a ton of questions from those in attendance about recruiting and HR tactics.
- The best way to work with a staffing agency or recruiter? "Transparency and open/honest communication." They want surprises as much as you do during the process.
- Dan's thoughts on where hiring is currently? Things are starting to pick up. However... hiring managers, unfortunately, still think they can drag out the recruiting process, waiting for the (unrealistically) perfect candidate, only to lose out to another company.
- Advice on how to break into some of the hotter job areas (social media, UX design, etc.)? "Networking." Take classes, get some experience, but more importantly, start talking to people in those areas.
- Resume tips? Spend much less time on a cover letter, and more time customizing your resume to the job you're seeking.
- His take on following up with recruiters: "Walk the fine line of being persistent, without being a stalker." Someone once waited at Dan's car to speak with him. It wasn't viewed as a positive thing.
Dan's contact info: dan@allyis.com
Dan's new position at Allyis has him working on staffing assignments for the consulting company, which does roughly 90% of their business with Microsoft. Out of Allyis' 200 employees, three quarters of them are V-dash consultants working on project-based roles for the software giant, with the other 50 employees working in-house.
From their web site: "Allyis offers solutions that help organizations excel in the next generation business environment where knowledge is king, agility wins, a new generation powers the workforce, and social technologies are part of normal business operations." The company has been recognized by the Puget Sound Business Journal as one of the fastest growing private companies over the past six years and has been honored as one of the "100 Best Companies To Work For" by Washington CEO Magazine, earning 1st place in 2008. Needless to say, these were some of the reasons Dan took the new position.
So, with all the consulting talk, what's this have to do with OCA?? Glad you asked. Dan's goal with Allyis is to leverage his extensive experience in the creative staffing arena to build out the firm's capabilities in that particular area. And, they have several marketing roles currently open.
Part two of our meeting had Dan answering a ton of questions from those in attendance about recruiting and HR tactics.
- The best way to work with a staffing agency or recruiter? "Transparency and open/honest communication." They want surprises as much as you do during the process.
- Dan's thoughts on where hiring is currently? Things are starting to pick up. However... hiring managers, unfortunately, still think they can drag out the recruiting process, waiting for the (unrealistically) perfect candidate, only to lose out to another company.
- Advice on how to break into some of the hotter job areas (social media, UX design, etc.)? "Networking." Take classes, get some experience, but more importantly, start talking to people in those areas.
- Resume tips? Spend much less time on a cover letter, and more time customizing your resume to the job you're seeking.
- His take on following up with recruiters: "Walk the fine line of being persistent, without being a stalker." Someone once waited at Dan's car to speak with him. It wasn't viewed as a positive thing.
Dan's contact info: dan@allyis.com
Thursday, March 18, 2010
40 is the new 60??
Yesterday I saw two articles about how hard it is for "older" workers to land jobs. The first was from CNN and provided "job tips for older unemployed workers." A quick scan of the article, and it referenced the AARP and its free Senior Community Service Employment Program (SCSEP). The article also provided some startling facts: "Unemployment for mature workers is up 331% over the past decade," according, again, to the AARP.
But this isn't anything I really need to worry about, right?? Well, article number two was from The Ladders and was titled, "Facing Age Discrimination As Young As 40."
Hey, wait a minute.
As it turns out, the article was written in August of 2008, shortly prior to the onset of the Great Recession - and just before many talented mid- to upper-level managers lost their jobs. It cites that "many companies have reservations about hiring older workers based on preconceived notions — namely, that they have reduced energy and higher salary expectations and are unwilling to learn new technology."
Higher salaries, sure... but reduced energy? Not willing to learn new technologies?
Define 'older.'
So, not only are many of us facing a crowded job market in general, but the article states that "the increasing pace of technological change, globalization and economic instability means age discrimination has crept into the lives of working professionals as young as 40."
Oh.
True, globalization has changed how things are being done, as off-shore resources have dramatically reduced the number of home-grown jobs. This is more prevalent, though, in the technology sector. I've seen web dev being off-shored, but you're not going to see many strategic marketing roles going to India, China, or Brazil.
But this isn't just about me. The topic of age discrimination has come up at numerous OCA meetings. "Should I 'hide' my age on my resume?" "Should I just focus on the past 10 years?"
There's no doubt our group skews older. The talent pool we have is extremely, for lack of a better word, talented. Ivy League educations, MBAs, former VP and Director-level titles, and in many cases, 15-20+ years of solid marketing experience. Sure, there are new ways of doing things and trends that affect marketing approaches and techniques - but do you think that hasn't been the case since these people first entered the workforce?
40 is supposed to be the new 30, not the new 60. If 40 means it's time to put me out to pasture, I'll go kicking and screaming. There was a time when I half-expected to be retired by 55. Now, with the way Social Security is, I'm expecting to work until I'm 70. So, I don't plan on running out of steam (or "energy" or the need to continually learn) any time soon. In fact, I'm just getting going.
Now, by even addressing this, am I setting myself up for possible discrimination? You tell me. You're reading it. It's a blog. Social Media. Wait a few, and I'll tweet about it, too.
But this isn't anything I really need to worry about, right?? Well, article number two was from The Ladders and was titled, "Facing Age Discrimination As Young As 40."
Hey, wait a minute.
As it turns out, the article was written in August of 2008, shortly prior to the onset of the Great Recession - and just before many talented mid- to upper-level managers lost their jobs. It cites that "many companies have reservations about hiring older workers based on preconceived notions — namely, that they have reduced energy and higher salary expectations and are unwilling to learn new technology."
Higher salaries, sure... but reduced energy? Not willing to learn new technologies?
Define 'older.'
So, not only are many of us facing a crowded job market in general, but the article states that "the increasing pace of technological change, globalization and economic instability means age discrimination has crept into the lives of working professionals as young as 40."
Oh.
True, globalization has changed how things are being done, as off-shore resources have dramatically reduced the number of home-grown jobs. This is more prevalent, though, in the technology sector. I've seen web dev being off-shored, but you're not going to see many strategic marketing roles going to India, China, or Brazil.
But this isn't just about me. The topic of age discrimination has come up at numerous OCA meetings. "Should I 'hide' my age on my resume?" "Should I just focus on the past 10 years?"
There's no doubt our group skews older. The talent pool we have is extremely, for lack of a better word, talented. Ivy League educations, MBAs, former VP and Director-level titles, and in many cases, 15-20+ years of solid marketing experience. Sure, there are new ways of doing things and trends that affect marketing approaches and techniques - but do you think that hasn't been the case since these people first entered the workforce?
40 is supposed to be the new 30, not the new 60. If 40 means it's time to put me out to pasture, I'll go kicking and screaming. There was a time when I half-expected to be retired by 55. Now, with the way Social Security is, I'm expecting to work until I'm 70. So, I don't plan on running out of steam (or "energy" or the need to continually learn) any time soon. In fact, I'm just getting going.
Now, by even addressing this, am I setting myself up for possible discrimination? You tell me. You're reading it. It's a blog. Social Media. Wait a few, and I'll tweet about it, too.
Wednesday, March 3, 2010
Notes from 2/26/2010 OCA Meeting, Job News
Welcome two new OCA members:
- John Dunn, who was most recently at James Farrell & Co., is an experienced logistics, procurement, and supply chain professional with extensive international experience.
- Avi Katzman, copywriter and content manager, was most recently in a marketing position at the law offices of Garvey Schubert Barer. Avi also has experience with media and event production.
Notes from last week:
During our last meeting of February, we took time out to review resumes. Several people braved the criticism and subjected their hard work to feedback - all of which was constructive.
If there was one consistency, it was that there was no consistency between formats and layouts. Everyone had a different style and approach, depending on what they felt worked well for them.
However, there was a general consensus about several items:
- No need for an objective statement. The objective of the resume is to get an interview for the job for which you're applying.
- A summary statement, on the other hand, can quickly convey your experience, skill set, and the value you can add to the hiring company.
- A list of qualifications / accomplishments toward the top provides a quick checklist for a hiring manager or HR rep to make sure you meet their requirements. This can also be modified to better match the job at hand.
Regardless of format or the font you use, get multiple people to look over your resume. Get feedback (don't worry, the feedback you get will also be varied), find mistakes or inconsistencies, and never be satisfied.
Click here to find other resume tip OCA blog posts.
Job News!
- Chris Lowe is on day 3 as a Recruiter, Enterprise Staffing at Starbucks Coffee Company. Congrats on the new job!
- John Dunn, who was most recently at James Farrell & Co., is an experienced logistics, procurement, and supply chain professional with extensive international experience.
- Avi Katzman, copywriter and content manager, was most recently in a marketing position at the law offices of Garvey Schubert Barer. Avi also has experience with media and event production.
Notes from last week:
During our last meeting of February, we took time out to review resumes. Several people braved the criticism and subjected their hard work to feedback - all of which was constructive.
If there was one consistency, it was that there was no consistency between formats and layouts. Everyone had a different style and approach, depending on what they felt worked well for them.
However, there was a general consensus about several items:
- No need for an objective statement. The objective of the resume is to get an interview for the job for which you're applying.
- A summary statement, on the other hand, can quickly convey your experience, skill set, and the value you can add to the hiring company.
- A list of qualifications / accomplishments toward the top provides a quick checklist for a hiring manager or HR rep to make sure you meet their requirements. This can also be modified to better match the job at hand.
Regardless of format or the font you use, get multiple people to look over your resume. Get feedback (don't worry, the feedback you get will also be varied), find mistakes or inconsistencies, and never be satisfied.
Click here to find other resume tip OCA blog posts.
Job News!
- Chris Lowe is on day 3 as a Recruiter, Enterprise Staffing at Starbucks Coffee Company. Congrats on the new job!
Wednesday, January 20, 2010
Notes from 1/15/10 OCA Meeting
Welcome to several new OCA members:
- Bill Munroe, high tech marketing strategist, who was most recently with Microscan as Vice President, Marketing & Corporate Development.
- Robert Lani, most recently a real estate professional, is looking to get back into marketing.
- Carol Tompkins, graphic designer, who was with the Seattle Art Museum before enrolling in a Web Design certification program.
- Bill Munroe, high tech marketing strategist, who was most recently with Microscan as Vice President, Marketing & Corporate Development.
- Robert Lani, most recently a real estate professional, is looking to get back into marketing.
- Carol Tompkins, graphic designer, who was with the Seattle Art Museum before enrolling in a Web Design certification program.
Huge thank you to Matt Youngquist, our guest speaker at last week's OCA meeting. Matt, a career coach who has helped thousands of people in the Puget Sound area, met with the group and answered all sorts of job search questions.
Q) How should we handle being labeled as "over-qualified"?
A) 1st, examine the reasons for the label: you can be considered a flight risk, more expensive than other candidates, and as a possible threat to the hiring manager - if they are insecure at all and worried that you could do or take their job.
How to overcome ... Anticipate the objection, and address up front during the interview. Get the discussion going, and be able to answer this question, "Why would your additional experience be considered valuable?"
Q) Should we "dumb down" our resumes?
A) Matt doesn't recommend it. It's extremely easy to vet candidates through sources like LinkedIn. You may want to modify some things, but you don't want to necessarily hide experience.
Q) Thoughts on cover letters?
A) Recommend a 'cover note.' Text only e-mail, with which you attach your resume, in the following format:
- I'm applying for the role of ___ that I saw posted on ___.
- Briefly discuss the single most relevant point, what you bring. Say something they haven't heard before or say it in a way they haven't heard before.
- Thank you very much. I look forward to hearing from you...
Q) How to handle a negative work history (ex. company went out of business)?
A) Frame around business circumstances, external factors. Never blame anyone.
Q) What trends are you seeing?
A) The market has picked up, and there's been a more positive vibe. More people are getting offers.
Q) Should we expect to lower our salary expectations? How to handle the salary question during interviews?
A) There's been a market adjustment, so be prepared to be flexible. Matt suggests the "RFP formula." R - give them a Range. Under $50k, provide a $10k range. $50-$100k, give a $20k range. $100k plus, $30k range. F - be Flexible. P - Probe back, ask their range.
Q) Phone interview advice?
A) Talk 1/2 as much - on the phone it will seem like double. Modulate your voice - you don't have the non-verbal cues to rely on. Have your notes with you - it's an open book quiz.
Q) Advice on the "greatest weakness" question?
A) Avoid the cliches. Now that job descriptions tend to contain everything and the kitchen sink, isolate something from the list that you don't have the amount of experience they're looking for. Make it something that's not a deal killer.
Q) Thank You notes.
A) Best is a handwritten note, e-mail at a minimum. Do NOT not follow up. Keep it short and sweet. If you feel you're an underdog or need to address something that could have gone better during an interview, it's OK to address a perceived weakness.
Q) Networking advice?
A) Don't make the mistake of only networking within your industry. Make a list of everyone you know. Send a note - you'll be surprised with who responds. Most people aren't truly networking. Don't just let people know you're looking for work. Ask for help: "Who do you know at Company X?"
Market yourself: 1)Message - develop a sticky, clever elevator pitch. 2)Reach - how many people are you talking to? 3)Frequency - continue to contact people on your list.
Q) What is the #1 thing that Matt says employers and recruiters tell him:
A) They are surprised at how candidates are not prepared. Spend hours preparing for interviews.
Friday, October 23, 2009
WordPress WorkShop - 10/28
Below is information on next week's WordPress Workshop, to be taught by Richard Geasey.
LOGISTICS
Date / Time - next Wednesday, 10/28, from 10:30am - 12:30pm
Place - SVC, Room 204 (so up a level from where we normally meet)
GOAL
To provide a basic intro to WordPress and how it can be used as a tool to create an online portfolio (and more).
AGENDA
-Difference between WordPress.org and .com, and why choose one versus the other
-Obtaining a great domain name
-Selecting a theme
-Installation and hosting
-Pages versus posts
-Plug Ins
-Widgets
-SEO
-On going maintenance and updating
Richard figures he can cover these topics in 90 min, using samples, and we'll have approx. 30 min at the end for Q&A and possibly hands-on help.
FURTHER DETAILS
Prerequisites: NONE
We realize everyone may be at various levels of familiarity with WordPress, from "I have no clue" to "I'm close to getting it, but just need help."
Cost: NONE
Materials: While there is no need to bring a computer, I'm going to bring my laptop. The SVC has Wi-Fi we can tap into. And if time allows, we might be able to look at some stuff hands on.
Disclaimer: While we're at the SVC, and they're providing space, this is not an SVC-endorsed course.
LOGISTICS
Date / Time - next Wednesday, 10/28, from 10:30am - 12:30pm
Place - SVC, Room 204 (so up a level from where we normally meet)
GOAL
To provide a basic intro to WordPress and how it can be used as a tool to create an online portfolio (and more).
AGENDA
-Difference between WordPress.org and .com, and why choose one versus the other
-Obtaining a great domain name
-Selecting a theme
-Installation and hosting
-Pages versus posts
-Plug Ins
-Widgets
-SEO
-On going maintenance and updating
Richard figures he can cover these topics in 90 min, using samples, and we'll have approx. 30 min at the end for Q&A and possibly hands-on help.
FURTHER DETAILS
Prerequisites: NONE
We realize everyone may be at various levels of familiarity with WordPress, from "I have no clue" to "I'm close to getting it, but just need help."
Cost: NONE
Materials: While there is no need to bring a computer, I'm going to bring my laptop. The SVC has Wi-Fi we can tap into. And if time allows, we might be able to look at some stuff hands on.
Disclaimer: While we're at the SVC, and they're providing space, this is not an SVC-endorsed course.
Tuesday, September 8, 2009
FREE Career Seminars with ProLango
At a couple recent OCA meetings, we've heard of a group over on the East side that is offering up free career seminars for the job seeker. Paul Anderson runs ProLango and bills himself as a "career psychology consultant."
In addition, ProLango is hosting a Career Mixer on Monday, September 21st, over in Bellevue. Click here for details.
"Using his background in psychology and communications Anderson specializes in helping his clients achieve stronger sales, effective communication, top careers, and masterful public speaking. His unique combination of communication and business psychology enables executives and businesses to significantly improve performance and productivity."
Upcoming seminars:
Resume Writing 2.0 Seminar
- Learn WHY your resume doesn’t work in Today’s market.
- The importance of personal branding and why it’s so useful.
- Do cover letters work? What purpose do they serve?
Career Search 2.0 Seminar
- Why is it so hard to find a job today?
- Why Social Media (LinkedIn, Facebook, Twitter) is the gateway to finding new opportunities.
- Where to find positions that are never posted publicly.
- What recruiters won’t tell you about your permanent hiring record
Psychology of Interviewing Seminar
- Why is it so hard to pass an interview?
- Take advantage of the number one hiring mistake that most managers make.
- How to leverage psychology to pass any interview.
In addition, ProLango is hosting a Career Mixer on Monday, September 21st, over in Bellevue. Click here for details.
"Using his background in psychology and communications Anderson specializes in helping his clients achieve stronger sales, effective communication, top careers, and masterful public speaking. His unique combination of communication and business psychology enables executives and businesses to significantly improve performance and productivity."
Upcoming seminars:
Resume Writing 2.0 Seminar
- Learn WHY your resume doesn’t work in Today’s market.
- The importance of personal branding and why it’s so useful.
- Do cover letters work? What purpose do they serve?
Career Search 2.0 Seminar
- Why is it so hard to find a job today?
- Why Social Media (LinkedIn, Facebook, Twitter) is the gateway to finding new opportunities.
- Where to find positions that are never posted publicly.
- What recruiters won’t tell you about your permanent hiring record
Psychology of Interviewing Seminar
- Why is it so hard to pass an interview?
- Take advantage of the number one hiring mistake that most managers make.
- How to leverage psychology to pass any interview.
Monday, August 31, 2009
Job News, Notes from 8/28 OCA Meeting
Job News... Sue Dietrich has accepted a job with Clearwire, as their new Advertising Manager, and will start next Tuesday. CONGRATS, SUE!
Welcome new members:
- Greg Roberts, communications / reporter - previously with the Seattle PI.
- Sean Linton, CPG sales professional / account manager - most recently with Cintas.
Last week Marc Tolan of Kelly Resources met with the group to talk about Microsoft and marketing contract positions. He reviewed the differences between V- and A-dash resources, and we discussed a multitude of things, including:
- There are several 'types' of employees at Microsoft, the most common being A-dash, meaning "agency," and V-dash, meaning "vendor."
- Agency jobs can last a max of 12 months, then a contractor must take a 100-day break. They can be hired full-time by Microsoft at any point, and any time over 40 hours is paid time and a half. Marketing positions are usually paid between $25 and $45/hr, depending on experience and title.
- Vendor jobs are overseen by the contracting company, have more flexibility with pay structures (as often the work is just billed through the company), and there are no time constraints that need to be met.
- There used to be 9 agencies that Microsoft worked through, but the 'approved list' was just recently increased to over 25 companies that place staff. These include Kelly, Corestaff, Act-1, MAQ, Excell Data, Aquent, Filter, Creative Circle, Creative Group, and others. (A list of those that we have connections with is forthcoming.)
- Marc recommends working with multiple agencies, but to make sure that if you're applying for a particular job, you apply through only one.
- For each position that he is working to staff, Marc can submit up to a total of 4 resumes.
- Typical timeframe to place someone is 3 weeks, but it can happen as quick as a week and as long as several months - depending on how quickly the hiring manager within Microsoft is moving.
- With regard to the idea of looking for full-time work while contracting: If you are working as a contractor, there is no legal obligation to continue with that contract. (Washington is an at-will state.) Obviously, it's up to you how you handle giving notice, etc.
- When presented with an opportunity by an agency, ask them what rate they are targeting for you in the position.
- Marc recommends to stay in touch with him (every couple weeks or so), but that he is actively looking to place people. "We both benefit if you're working."
Resume Tips
- "Position your resume to the job that you want, not the jobs that you've done." Tailor so that your relevant experience speaks to the qualifications and responsibilities of the position.
- Make sure the experience on your resume, if it's the same, matches the job description syntax. If they don't match, screeners (human or machine) could knock your resume out of the pile.
Interview Tips
- Marc mentioned a few useful questions to ask during an interview. About 20 minutes in, ask "If I were to join your team, what would be my biggest challenge?" This can bring up any perceived weaknesses, which you can then address during the rest of the interview.
If you feel you may run into the "... but you haven't worked with Microsoft before" objection, a question to ask could be, "What did you do to be successful here at Microsoft when you joined?"
Another question to ask at the end of the interview is, "If I were to join your team, what strengths do you feel I would bring?" This makes them reiterate the positive attributes you possess and will be the first thing they remember from the interview.
- One of the OCA members mentioned that you should literally state your excitement during the interview. "Before we get started, let me just mention how excited I am about this opportunity." You can also end with, "Have I conveyed how much I want this job?"
Marc's contact info:
Marc Tolan
Staffing Manager
Kelly Financial Resources Microsoft Team
425-746-8085
v-mtolan@microsoft.com
Welcome new members:
- Greg Roberts, communications / reporter - previously with the Seattle PI.
- Sean Linton, CPG sales professional / account manager - most recently with Cintas.
Last week Marc Tolan of Kelly Resources met with the group to talk about Microsoft and marketing contract positions. He reviewed the differences between V- and A-dash resources, and we discussed a multitude of things, including:
- There are several 'types' of employees at Microsoft, the most common being A-dash, meaning "agency," and V-dash, meaning "vendor."
- Agency jobs can last a max of 12 months, then a contractor must take a 100-day break. They can be hired full-time by Microsoft at any point, and any time over 40 hours is paid time and a half. Marketing positions are usually paid between $25 and $45/hr, depending on experience and title.
- Vendor jobs are overseen by the contracting company, have more flexibility with pay structures (as often the work is just billed through the company), and there are no time constraints that need to be met.
- There used to be 9 agencies that Microsoft worked through, but the 'approved list' was just recently increased to over 25 companies that place staff. These include Kelly, Corestaff, Act-1, MAQ, Excell Data, Aquent, Filter, Creative Circle, Creative Group, and others. (A list of those that we have connections with is forthcoming.)
- Marc recommends working with multiple agencies, but to make sure that if you're applying for a particular job, you apply through only one.
- For each position that he is working to staff, Marc can submit up to a total of 4 resumes.
- Typical timeframe to place someone is 3 weeks, but it can happen as quick as a week and as long as several months - depending on how quickly the hiring manager within Microsoft is moving.
- With regard to the idea of looking for full-time work while contracting: If you are working as a contractor, there is no legal obligation to continue with that contract. (Washington is an at-will state.) Obviously, it's up to you how you handle giving notice, etc.
- When presented with an opportunity by an agency, ask them what rate they are targeting for you in the position.
- Marc recommends to stay in touch with him (every couple weeks or so), but that he is actively looking to place people. "We both benefit if you're working."
Resume Tips
- "Position your resume to the job that you want, not the jobs that you've done." Tailor so that your relevant experience speaks to the qualifications and responsibilities of the position.
- Make sure the experience on your resume, if it's the same, matches the job description syntax. If they don't match, screeners (human or machine) could knock your resume out of the pile.
Interview Tips
- Marc mentioned a few useful questions to ask during an interview. About 20 minutes in, ask "If I were to join your team, what would be my biggest challenge?" This can bring up any perceived weaknesses, which you can then address during the rest of the interview.
If you feel you may run into the "... but you haven't worked with Microsoft before" objection, a question to ask could be, "What did you do to be successful here at Microsoft when you joined?"
Another question to ask at the end of the interview is, "If I were to join your team, what strengths do you feel I would bring?" This makes them reiterate the positive attributes you possess and will be the first thing they remember from the interview.
- One of the OCA members mentioned that you should literally state your excitement during the interview. "Before we get started, let me just mention how excited I am about this opportunity." You can also end with, "Have I conveyed how much I want this job?"
Marc's contact info:
Marc Tolan
Staffing Manager
Kelly Financial Resources Microsoft Team
425-746-8085
v-mtolan@microsoft.com
Tuesday, July 28, 2009
Job Search Tips
The following are tips forwarded by Ed Ferguson. He receives a newsletter, titled The CONDOR Report, from Connie Dorigan, the "Tech Talent Finder." Here is her company's web site: Dorigan.com
FIVE TOP SECRETS USED BY RECRUITERS
Good recruiters know exactly what it takes to find and land a new position for one of their top candidates. Action is critical...the Right Actions are essential.
1. Include Accomplishments on Your Resume
Most resumes resemble a Job Description rather than describing what you personally brought to your employer. You need to list accomplishments and the impact they had on your company. (Especially valuable are things you did that saved your employer money or time.)
2. Send Your Resume to the Individual Who Would Be Your Boss, or one level above your Prospective Employer.
It is the job of the Human Resource Department to screen OUT resumes. You dramatically increase your chances of booking an interview if you get your resume directly to the person who would potentially be your boss.
3. Handwrite Your Envelopes
Add: Personal & Confidential Most administrative assistants open the email for their employers. If they see a resume, they will forward it to the Human Resource Department. They will NOT open anything marked Personal & Confidential. This assures your resume will get in the hands of the person you have targeted.
4. Put Momentum behind your Search
You have to get your credentials in front of decision makers on a daily basis. If you are not working, you need to dedicate 40 hours a week to your job search. If you are currently employed, but looking for a new opportunity, you should dedicate at least 10 hours a week to your search.
5. Prepare your Questions in Advance
The questions you ask can help you uncover the priorities of the person who is conducting the interview, as well as the primary challenges of this position. Once you determine those priorities, give them sound examples of how your qualification can help solve their greatest challenges. Probing questions can help you ace out your competition.
BONUS TIP: If you interviewed for a position and did not receive an offer, contact that employer every three months for the following year. Often the person they hired did not work out, or other positions become available and your level of interest will often result in them contacting you for an additional interview!
FIVE TOP SECRETS USED BY RECRUITERS
Good recruiters know exactly what it takes to find and land a new position for one of their top candidates. Action is critical...the Right Actions are essential.
1. Include Accomplishments on Your Resume
Most resumes resemble a Job Description rather than describing what you personally brought to your employer. You need to list accomplishments and the impact they had on your company. (Especially valuable are things you did that saved your employer money or time.)
2. Send Your Resume to the Individual Who Would Be Your Boss, or one level above your Prospective Employer.
It is the job of the Human Resource Department to screen OUT resumes. You dramatically increase your chances of booking an interview if you get your resume directly to the person who would potentially be your boss.
3. Handwrite Your Envelopes
Add: Personal & Confidential Most administrative assistants open the email for their employers. If they see a resume, they will forward it to the Human Resource Department. They will NOT open anything marked Personal & Confidential. This assures your resume will get in the hands of the person you have targeted.
4. Put Momentum behind your Search
You have to get your credentials in front of decision makers on a daily basis. If you are not working, you need to dedicate 40 hours a week to your job search. If you are currently employed, but looking for a new opportunity, you should dedicate at least 10 hours a week to your search.
5. Prepare your Questions in Advance
The questions you ask can help you uncover the priorities of the person who is conducting the interview, as well as the primary challenges of this position. Once you determine those priorities, give them sound examples of how your qualification can help solve their greatest challenges. Probing questions can help you ace out your competition.
BONUS TIP: If you interviewed for a position and did not receive an offer, contact that employer every three months for the following year. Often the person they hired did not work out, or other positions become available and your level of interest will often result in them contacting you for an additional interview!
Monday, April 20, 2009
NOTES from Meeting #13 - April 17th (SVC)
WELCOME to four new members:
Lisa Ball (Graphic Designer / Marketing Specialist) Dale Cody (Creative Director, Interactive) Shannon Monts (Account Manager / Project Specialist) Jerome Thiebaud (Product and Marketing Manager)
ADMIN
Aquent 'breakfast club' at their office, April 23rd.
DAVE MILLER, from 24 SEVEN TALENT, was our guest speaker this week and provided his thoughts on "Rebranding your Resume." Notes below:
- Cover letters?? Yes!
Keep them brief and to the point: "My name is ___, and I've got experience in A, B, and C, delivering X, Y, and Z. Dave suggested adding a quote from one of your LinkedIn recommendations to the bottom of your cover letter to provide additional back-up to your qualifications.
- As for resumes:
Include a summary statement. Key words (which he recommends placing at the end of your resume) can provide info that shows you can 'check the boxes' for hiring managers. Dave prefers a chronological resume that highlights the functional achievements. PDF versions are great for designers, creatives - but they can't be read by automated systems. Word docs also allow for HR / staffing reps to cut/paste your resume into their formats. Including "interests" on your resume could help you stand out and connect you with the hiring manager. In today's world of information technology, a quick check on LinkedIn could provide these connections. Does age matter?? It shouldn't, but if you're worrying about dating yourself, leave off the dates from your Education section, and only include the most relevant experience. Summarize other info, if you need to, so that there aren't gaps. Titles - if yours don't map directly to what you're applying for, consider adding a 'functional title' to the front to help explain. Example: Project Coordinator / Project Specialist II. Create a .txt version of your resume by cutting/pasting into Notepad, and formatting so that it looks good but doesn't contain anything that could throw off an automated reader. Spell out industry experience.
Dave's contact info: dmiller@24seveninc.com
CENTERSTAGE THEATRE - Great 2nd working session with the production company out of Federal Way. A lot to do, and we're excited about working with them.
ADMIN
Aquent 'breakfast club' at their office, April 23rd.
DAVE MILLER, from 24 SEVEN TALENT, was our guest speaker this week and provided his thoughts on "Rebranding your Resume." Notes below:
- Cover letters?? Yes!
- As for resumes:
Dave's contact info: dmiller@24seveninc.com
CENTERSTAGE THEATRE - Great 2nd working session with the production company out of Federal Way. A lot to do, and we're excited about working with them.
Subscribe to:
Posts (Atom)