You’re searching for a job in the IT field and you know that an IT recruiter would help you in the search. But how do you find a recruiter? And more importantly, how do you find a recruiter who will have your best interests at heart? Read on for tips on how to find a good IT recruiter.

How to find IT recruiters

One of the best ways to find a recruiter is to ask colleagues or friends if they have any recommendations. This way you’ll get immediate feedback on who is considered a good recruiter; you won’t have to guess.

But if no one you know has a recommendation, you can still find recruiters by doing a search in a search engine for ‘recruiters’ or ‘IT recruiters.’ You may also wish to add a search term for your geographic location. This should give you a good list of recruiters in your area.

Ensure your recruiter is a good fit

It’s a good idea to interview a potential recruiter and make sure that they will be a good match for you. If you can, meet with the recruiter in person. This helps you determine if they will work out for you, and it also helps the recruiter to tailor the job search specifically for you.

Find out if the recruiter has knowledge about your specific segment of the IT industry. Discuss your goals and needs with the recruiter. Be honest in what you are looking for, and ask the recruiter for some honest feedback. Share as much information as you can, because the more the recruiter knows you, the better they will be able to help you find the job you want.

Work with the recruiter in your job search

Once you have found a good recruiter, make sure to keep the lines of communication open. If you interview with a company, let the recruiter know what you felt about it. Again, the more a recruiter knows about you, the better they can meet your needs. If you don’t hear from your recruiter in a while, get in touch and get an update. Be proactive – don’t assume that the recruiter is sending your resume out. Make sure you are aware of what the recruiter is doing for you.

Working with an IT recruiter can be a very beneficial way to boost your job search, but it is important to find one that is a good fit for you. If you find a good recruiter, you can rest assured that you will benefit greatly when looking for IT jobs.

http://Smartjob4me.com is the IT recruiter that can help you find your dream job!

Article Source: Find an IT Recruiter

I was looking through some of the career advice on Monster reference a blog I was reading. Based on the blog, I checked into some of the advice given on the site reference negotiations. During the due diligence, I came across a link that describes negotiating skills. Here is the article referenced: Five Negotiating NO-NOs.

I did not agree with some of the details, specifically this area:

Mistrusting the System

Many job seekers operate under the assumption that employers will, without exception, try to lowball them, no matter how well-qualified they are for a position. While there are employers who pay employees below industry standard, you should never enter a negotiation with a them-versus-me mentality. And don’t assume that just because you’ve researched a job’s market value, you’ll get an offer within that range. While market averages are good barometers of pay averages, they’re just that — averages.

The fact is, many companies have a predetermined budget for every position and have pay ranges and benefit packages based on their established compensation hierarchies. An offer may boil down to a take-it-or-leave-it proposition, only because that’s all the budget allows for the position, not because the employer is trying to take advantage of you.

I look at this advice and we know what side of the fence the author was coming from. Coming from a site like Monster, one who’s revenues are generated by employers - it is obvious the article is written with a distinct sense of bias. As a recruiter, and yes someone that is paid by the employer, I have the information available to me that is not know to the candidate. My job is to mediate the difference and bring both parties together. But here are some facts you need to understand:

Most of the time, companies do low ball. Specifically they expect to negotiate and starting from a higher point only makes them less flexible when determining the ultimate ceiling they are willing to pay.
There should not be a them vs you mentality as that could cause lasting issues as your career with the company progresses. However, you must understand that you starting point within the company is a key indicator of your value to them, plus will dictate raises and compensation as time moves forward.
Market ranges….this article suggests that not being paid within the average is okay. That is hog-wash. For the most part, those averages are low and usually somewhat dated. They key barometer is looking at the company’s key competitors in the market, seeing what they are making in similar roles and thus understanding what the market is paying.
The ranges that this article is suggesting are HUGE. I have worked in this industry for 10 yrs, and most of the ranges for jobs are quite large. Once you get above 70k, most of the job ranges look like 68-85k depending on skills. Companies always come back telling candidates that they are missing this and that, therefore determining their pay to be on the lower side.
Negotiations are easy. Simply put, these skills that are discussed here are elementary and not meant to be used by true professionals. Companies expect professionalism and you should expect the same. In the due diligence process of collecting information, one of the compenents of this gathering is budget and compensation. If you are using a recruiter, this is easy. Get to the bottom of it. The recruiter should know the range, but most importantly know the trends of the hiring managers, and specifically within 5k what that manager is looking to pay. Move the range from 68-85k, down to 73-78k. Then you really know where the mind of the manager is previous to going in.

I would love to hear some more about this subject and how other people suggest handling negotiations…..

Jason Monastra is a 10 year veteran in the recruiting industry and current partner with United Global Technologies, www.ugtechnologies.com, a leading recruiting and consulting firm serving the IT and engineering vertical based out of Charlotte NC.

Jason Monastra maintains a major career advice and job search blog at www.lambentpath.com, making it easy to access key informational points to better help navigate your search for your next position.

Article Source: Negotiation of Offer

The potential for the mobile has increased enormously with a total of 15 million mobile users in the US, of this massive 30% of people are using their mobile phones to conduct internet searches. It is even possible to link into an executive search job site, which cleverly have employed an alert system which is activated every time an addition is made to their databases. This then has the capability of sending out an alert every time a candidate’s profile matches a job which is available. This system of things cuts down on time and saves the candidate from having to register each time, further applications are generated electronically which saves time and means you can use this system whilst on the move.

Google and MSN are two search engines which have made adaptions to their pages and these changes allow for the viewing of their information on the small screen of the mobile phone. In the not too distant future the jobs boards may also seek to adopt this method and thus gain an advantage over the competition in the area of executive job search.

A willingness and a degree of flexibility is needed to be able to adapt to these new ideas and this is particularly important if you are to take advantage in the area of executive job search. By using this new and fast technology you will be able to apply for that new job wherever you may be, this will have great advantages in this busy and pressurised world we now live in. Time spent in the past on searching through the media for jobs, then having to write letters etc will be a thing of the past. A job application made whilst travelling to work on the train at 8.00 am could be with the recruiter within minutes. How exciting is that idea!

In the current hard times we are living in we all need to face the stark reality that our jobs are no longer for life, it may be necessary over the course of your career to change jobs several times and also to face the grim reality and hardship of redundancy, often on more than one occasion . On the positive side there are now many opportunities for retraining with the potential for new qualifications to be gained also, and the future for executive search jobs can only improve with the advent of such great leaps forward which are now being made available to us all with the use of your own mobile phone.

John Bult runs an internet jobs board for executive search jobs in the UK

Article Source: The Future of Executive Search Jobs and the use of the Mobile Phone

If you want to be successful in searching for a job in these difficult economic times there are three key things you need to be doing. They are each to do with marketing yourself and include your resume, networking and your pitch. I will explain each of these in this article and how you can use these to rise to the top of the list. Remember - This is all about You.

A resume is the most important document in your bag of goodies. As you work to get your information into the hands of Hiring Managers put yourself in their shoes. What are they looking for? Does your resume stand out? It must portray you as someone who can add value to the organization from day one. You are limited to a short period of time when a Recruiter reads your resume and you must take advantage of every second to make an impression. Make sure you have the right keywords in your resume. Once you have completed the resume then you can move on.

It is often said that Networking is the key to finding a job and in my time as an Outplacement consultant I can confirm that to be true. Well over 85% of all my clients find their next position through a friend of a friend, or an alumni group, or through another organization that they belong to. Never dismiss a contact because you think they won’t know the right people. I could tell you any number of stories that would prove you wrong. Network, Network and Network and if that fails start Networking.

We are not intrinsically comfortable with Networking, asking other people for help, or in this case ‘advice’ we think shows weakness. Nothing could be further from the truth, great strength is required to contact someone you have never met and ask them for advice that could help you in the transition. Get to it!!

Our final item is ‘The Pitch’, the answer to the question ‘Tell me about yourself’ or ‘How do you see yourself fitting into this organization?’ These are both great questions when you understand what the interviewer is looking for. The interviewer is looking to hear about you strengths, abilities and skills and how they will benefit the organization. They are not looking to know when you last had a vacation (unless it is pertinent to the position) but they do want to hear what you did at what job that is relevant to them.

Practice a standard version of this in front of the bathroom mirror, when you have an interview research the company and the position and focus your pitch at the requirements.

The three steps we have discussed follow a logical pattern, prepare the resume that will get you in the door for an interview, network like crazy to extend your reach when it comes to finding opportunities and lastly practice the 90 second drill that will allow you to demonstrate very quickly that you can deliver the goods.

Be successful and do not give up!

Barry @ virtualjobcoach.com
- Your personal job-search assistant.
http://www.virtualjobcoach.com

Article Source: Three Things You Need To Know About Job Search In Difficult Times

Job recruiters, often referred to as headhunters or employment agencies, are a valuable resource for businesses, allowing them to land qualified candidates even if they are not actively seeking employment. These firms invest all of their time and energy into finding employment opportunities. This is time the employer doesn’t have to spend researching candidates.

Recruitment firms offer benefits to both the employer and the candidate looking for a job. One benefit is that job seekers can gain access to high-level positions that normally are not openly advertised to the public. Additionally, the recruitment firm presents the candidate’s qualifications and credentials in a professional manner and often helps them negotiate compensation packages. The fact that many companies are impressed with potential employees who come with representation from a reputable firm increases the probability of a perfect match.

If a particular company needs a financial manager or a technology manufacturer requires a marketing specialist, a good recruitment firm offers a specially selected list of candidates who qualify for the position. After the employer looks over the firm’s list and makes a decision, the recruiter places a phone call to the chosen candidate and attempts to pique their interest in the employer.

Most recruitment firms work on a retainer or contingency fee basis. Their fees are generally based on an estimated one third of the new employee’s annual salary. There are however, some cases where the firm accepts all or portions of their fee in the terms of equity in a flourishing organization.

Despite the close association, you should always remember that there is a difference between an employment agency and a recruitment firm that connects candidates with potential employers. Some candidates prefer to use firms paid for by prospective employers opposed to paying for placement, a move that tends to work out for both parties.

This article was written on behalf of Martin Ward Anderson who provide finance recruitment for accountancy jobs and banking jobs

Article Source: Why do businesses use recruitment firms to find candidates?

In all the years that I have been working as a career and job coach I am always amazed at how many managers tell me they have no time to update their resume and keep their network active. “I know I should,” they often say, “but I just don’t have the time.” For continual career success these two activities are imperative.

It is really sad because if a lay off comes these are the same people who will find it difficult to launch their job search quickly. It doesn’t have to be that way! Here are three “must do” career success activities.

The first is to write down your accomplishments for the year. With a current list you are ready for a career discussion with your boss, a recruiter or your next employer.

Accomplishment statements are written in a specific way. Some call it the PSR format. First state the problem you were trying to solve, then say how you solved it and finally you give the result of your solution.

By spending an hour or two a month writing these accomplishments down in a notebook it will be easy to update your resume. You simply select from your list of accomplishments the few that are most applicable to the job description that you are responding to.

A side benefit for the list of accomplishments is you are ready for a yearly appraisal with your boss at any time. Bosses rarely remember what happened two or three months ago unless you remind them!

Business networking is also important for career success. Keeping your network active can be fun as well as beneficial. Everyone has had colleagues and managers that have left the company to move on to other companies. To stay connected simply pick up the phone to say hello.

By calling them regularly you stay in the top of their mind. You may find there are ways you can help them. When you need help they will be ready to return the favor. Try this with friends and family as well.

There is a lot to learn from making these calls. By hearing what others are doing you may in fact discover an opening that is your dream job. Sometimes a colleague can help you solve a problem you are working on. Staying connected and involved with your network will pave the way for you whenever you need it.

Finally it is important to keep adding to your business network. One way to do this is to attend some meetings of organizations either business related or social (church groups, country clubs etc.) For an investment of a few hours a month you could meet two or three new contacts. Each contact then goes on your contact list for calling!

If you are like the majority of people I talk to you have not updated your resume with your most current job and you’ve let your business network languish. The good news is that if you follow these three simple steps you won’t be left high and dry during a business downturn and you are positioned for great career success.

Alvah Parker is a Practice Advisor (The Attorneys’ Coach) and a Career Changers’ Coach as well as publisher of “Parker’s Points”, an email tip list and “Road to Success”, an ezine. Subscribe now to these free monthly publications at her website http://www.asparker.com/samples.html You may also contact Alvah at asparker@asparker.com or 781-598-0388.

Article Source: Career Success - 3 Surprisingly Simple Ways to Bullet Proof Your Career

This article is about successful job interviewing, focussing on the non-verbal communication that takes place during an interview.

This includes how to make an immediate positive impression.

We are constantly told that this is VITAL.

So it’s pretty clear we’d better get off to a good start!

Get yourself into a positive frame of mind.

Employers like positive, “can do” personalities.

Positive body language, stand tall, shoulder back.
Smile, plenty of eye contact.

Firm handshake, though NOT crushing, don’t slouch.

Think energy,

Think enthusiasm,

Though don’t take it too far, excited puppy stage is too far!

What were doing here is increasing our likability score with the interviewer.
Likability in hiring terms comes down to confidence, and all this behaviour speaks confidence, without shouting arrogance.

Having researched and prepared properly, you will have interpreted the most important skills and personality traits that the company will be looking for, and have aligned these with your own experiences and skills.

You’re off to a great start; and your solid prep work will now kick in…
you have every right to be confident!

Listen very carefully.

Listening is a far too rarely used; demonstrate it.

Take your time and ask questions if you are unsure of something.

Now the whole point of this article is to convey that the WAY that you say something can be far more important than the content itself.

Not advocating enthusiastically talking RUBBISH!

Am advocating keeping your energy, enthusiasm, and passion going throughout the interview.

In your answers, and body language.

An average answer delivered with enthusiasm is better than a great answer delivered without.

As a recruiter I am always looking out for tools or techniques that will help my candidates perform with enthusiasm through interview.

It’s not easy, interviews can be a daunting experience, wanting to do well often induces nerves, and other performance dampening effects.

I think extensive preparation is a fantastic antidote to interview nerves, and have also had candidates tell me that hypnosis can help.

But most recently a friend of mine told me about a DVD of Interview tips.

That had worked for him.

Slightly skeptical, I bought it and reviewed it

After viewing and listening (it comes with a CD, for listening on the way to your interview), I believe this is an excellent medium for conveying not only great technical interviewing skills, but also demonstrating the way to inject enthusiasm and energy into your answers.

DVD is an enjoyable and multi sensory experience which I believe lends itself perfectly to training such a grey and subjective area.

I plan to review more of these products, and would recommend them to everyone who is looking to add an enjoyable and highly effective training aid to their interview skills arsenal.

Read my review http://www.sentient-recruitment.com/experts-guide-interview-skills.html

or Visit us for more interview tips http://www.sentient-recruitment.com/interview-tips.html

Article Source: It’s Not What You Say, But the Way That You Say It!

Doug Compton, a laid off 43-year-old operations executive, was frustrated. His efforts to find a new six-figure executive role had resulted in only two interviews in six months. And, although he’s growing his list of contacts, Doug’s networking hasn’t resulted in any real job leads, either.

Doug always landed a job quickly but that was over 10 years ago. Based upon his results this time around, he knew he had to change his job search strategies. “But to what?” he asked himself.

Top executives, like Doug who were upper-level managers, Presidents, Vice Presidents, Directors and CEOs, and who are looking for their next position often experience these same results. Many like to blame the economy, their age, or their networking efforts. However, none of these factors are the main cause behind their lack of results.

Now, $100k+ executives must shift how they approach their executive-level job search campaign.

Landing a top role in a company is tricky. It entails presenting your potential, not your past. It includes defining yourself within your network as a top talent. There is a mix of elements in an executive presentation – both in print and in person– that “gets the ear” of the top CEO or President.

The New 7 Elements of an Executive-Level $100K+ Job Search Campaign

- Being Tops in the Industry: A CEO wants to hire only the best. When CEOs are looking to fill their top ranks of decision-makers, they want to know that the executive they hire is at the top of his or her game.

- Had Name Recognition: Top decision makers looking for thought leaders first look within their network. Rarely is a $100K+ executive level position filled through traditional job banks. Even if a company hires an executive search firm, the recruiter still looks to find the candidate that has name recognition in the industry,

- Easily Found, But “Not Looking”: 100K+ executives who can be wooed away from their current positions are the most desirable. Leaders who distribute their resumes or profiles on every available job board give the impression that they are “damaged goods.” The trick, then, is to be easily found through their network or on the Internet but give the appearance that they are NOT looking for a position.

- Considered a “Thought-Leader”: Presidents or Boards of Directors who offer positions to high-level $100K+executives want leaders who have a persona with a point-of-view. This does not mean that an executive must go out and try to be a celebrity. But, as I state in my book, Market Your Potential, Not Your Past, having a point-of-view means that one is known for having an opinion about how to move forward in a crowded industry. They have unique opinions on how to find new markets to offer products and services, and/or gather new potential customers to a brand.

- Distinctively Different than Others: Do you know the number one reason why high-level executives fail in their positions? It’s because their leadership style can’t or won’t fit the culture of the company. Offers given to top executives include those who not only do their job well but also those fit the cultural style of the company.

- Message-Ready and Visible: Today everyone checks everything out on the Internet. To “Google” is now a verb as well as a noun. Yet getting visible on the Internet requires a strategy and a thematic message. You must also execute that strategy consistently. It is well known that top ranking executive search firms first search the Internet thoroughly before presenting a candidate to a company. Therefore, if you are invisible your chances of finding that next $100K+ executive level position will be significantly reduced.

- Extensive, Engaged, and Active Network: Finding a top executive-level position quickly depends on how large one’s network is and how active it is in helping you find that next 100K+ career. If your network is small, then you are asking each member to do a lot on your behalf. But if your network is large, then a small amount of effort from each individual can yield lots of leads.

These seven elements should be part of every executive’s game plan when trying to find a new $100K executive-level position. For most, however, building these elements into an executive career campaign takes time.

What can your do if you need a job right away?

Landing a $100K+ Executive Level Career Position

The answer is to begin where you are. It’s what I call, “building the wall and fighting the battle at the same time.” There are no short-cuts. But you can improve your odds by just beginning to incorporate these elements. Even a little movement in this direction begins to set you apart as a “must-have” executive.

And that’s the point, isn’t it?

$100K+ Executive-Level Career Coach Karen Armon prepares leaders around the world for their next move.Her popular book, Market Your Potential, Not Your Past, is a hit among executives who desire a clear-cut, systematic game plan that drives their careers forward. Now get her new FREE eBook, “Ten Micro-Trends that Impact Executive Careers Today,” & take a critical look at today’s marketplace at:http://www.marketyourpotential.com/ebook.asp

Article Source: $100K+ Executive Job Search: 7 New Secrets to Finding Your Next Executive Level Position in 90 Days

This is another trick question and if you are not prepared - it may take you by surprise. This is the type of mind game that some job hunters thrive on, and others dread. There are recruiters that will actually first verify that your ex-boss is listed as a reference. Then they will ask the question and take notes and then would call the ex-boss to compare. But most would only ask the question as a fun way to open a discussion about personal and professional qualities. If you are not prepared though - you may not be able to see the fun in this.

OK - now here is what the interviewer is really trying to learn about you, when asking this question:

1. It is not about the ex-boss, but about how you would see yourself through the eyes of the ex-boss. It is one thing to say how you feel about yourself and it is another to say how your supervisor may have felt. It is often relatively easy for a recruiter to see if the candidate is prepared for this question or not. But preparation is not necessarily what they are looking for - it is the unique insight. I had one person say to me in an interview, when answering this question “He would probably describe me as a bit lazy!”

2. With your answer you will reveal a lot about your professional and personal value system. This is valid no matter how prepared or unprepared you are. The way you approach your answer will highlight what you think is important in terms of professional qualities and this is what the recruiter is really interested in.

3. If the interviewer sees that you are surprised by this question she would be able to see also how fast you think on your feet and how comfortable and confident you are with your message. Your confidence and quick reaction may have a bigger impact than what you say. As Marshall McLuhan put it — the medium is the message.

http://www.careerconceptz.com/

Article Source: Question 5: How Would Your Boss Describe You?

This is the heart of a behavioral job interview. This is where people prepare most and this is where it gets most personal. It is not about the team, or the department, or the company - it is about you. You need to tell the story of what you had done. So candidates who have difficulty talking about themselves and especially difficulty “bragging” about their accomplishments can be at a disadvantage. Another issue usually comes when a candidate has prepared multiple answers and does not want to limit herself to just one “greatest” achievement. In this case it may be a bit easier if she would use the count-down approach. It would go somewhat like this: “Among the top 3 thing I accomplished as a manager, was this one project, where … Another accomplishment I am really proud of is … And the number one accomplishment in my professional career so far is … !”

OK - now here is what the interviewer is really trying to learn about you, when asking this question:

1. The greatest achievement question is usually pretty straight forward to answer and most recruiters are really looking for examples of past behavior as a predictor for the future employee you will be. Often the “how did you accomplish” part is omitted in the question, but make sure you give it as part of your answer. The circumstances of a simple month-end general ledger close can sometimes provide enough drama, which in turn would show how great you are.

2. Sometimes discrepancies and warning signs will pop-up and raise red flags in the mind of the recruiter so watch for relevance in your answers. If you are applying for a store manager position and tell the interviewer that your greatest accomplishment was the punk-rock CD that you produced and recorded in your basement a couple of years ago - it would be pretty obvious where your heart is.

3. What you consider an accomplishment is also another helpful way for the recruiter to tell about your business and professional goals. People tend to speak about what they like, so if for instance a candidate describes a managerial project as her greatest accomplishment, then this is usually a pretty good sign that she liked being a manager.

http://www.careerconceptz.com/

Article Source: Question 6. What Was Your Greatest Achievement and How Did You Accomplish It?

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