Every organization is faced with the reality that the Baby Boomers really are going to retire. We’ve been talking about this for years but the deep recession and slow recovery helped to obscure the issue. During this time, overall hiring was subdued and retirements were delayed. Now, as recovery has taken a stronger hold, concern around recruiting and retaining the most valuable employees is moving back onto the front burner. Generation X is a much smaller group than the Baby Boomers and the Millennials aren’t ready to move into the leadership roles. These realities, combined with the higher technical skills and educational requirements, will add to the challenge of finding and holding on to professionals with in-demand skills.
Today is Election Day and I think one thing we can all agree on, no matter what side of the aisle you’re on, is we will all be happy when it is over. I have never been more bombarded by ads in anytime that I can recall. Get it over with already. There’s so much gloom and doom talk regarding the employment numbers and percentages, however, I can tell you, as an IT recruiter, it’s just not the case in the IT world.
Celebrating with professionals from each of the staffing divisions within C&A Industries, Inc., Aureus Group was ecstatic to recognize the accomplishments of our 2012 Employees of the Year, Dale M. with Finance and Accounting and Pete D. with Systems, at the Annual Awards Dinner on Thursday, September 27.
Last week I got hit with the flu. It was horrible. I was exhausted, feverish, achy; I could barely eat anything; it hurt just to be awake. After a few days, I called to make an appointment with my doctor who diagnosed me with bronchitis and prescribed some antibiotics. I was in and out of the doctor’s office by noon. My family and I have been seeing this physician for 10 or more years. When I get sick, I know who to call. He knows me and my medical history. We don’t have to get to know each other; he can start helping me get better right away, instead of starting from scratch and filling out a bunch of bio and insurance paperwork. Makes sense, doesn’t it? I’m sure many of you know who to call when you get sick. But who do you call to ensure the health of your career?
“I am underpaid.”
“I can’t stand my boss.”
“I HATE my job.”
These are very powerful statements that I hear on a regular basis from normal people all around the country. These statements come from actuaries, bankers, food production professionals and sales people who are frustrated. Normal, talented, hardworking people are humbled every day by confounding professional situations that affect them both inside and outside the normal work hours – these frustrations permeate their personal lives, affecting spouses, children and others in their wake.
For every job opening, several resumes are typically submitted. Only some of them will result in an interview, and ultimately only one will get the job. So, if 50 people apply for a position and 5 get interviews, what about the other 45 applicants? Why didn’t they get a chance to talk to the hiring manager? In a hiring capacity, I see a lot of resumes every day – some stand out as “must calls”, others fall under “maybes”, and many can be easily dismissed. This leaves the question in most applicants’ minds: What can I do to make my resume stand out? I would like to share with you some common resume mistakes to avoid, and some of the things my “must call” resumes have in common.
I had one of those “ah ha” moments this past weekend, during a social gathering for an organization I’ve been volunteering with the past six months. The social was an opportunity for volunteers to meet one another and share experiences they’ve had through their participation in the program. I was looking forward to the event and shortly after I arrived, I found myself mingling with several volunteers and learning about why they chose to join this program. The gathering was proving to be a great success!
Over the past couple years, with an increasing number of employees being laid off and unemployment rates climbing across the country, we have been experiencing a primarily employer-driven market. Instead of posting job openings and praying that someone will apply, employers have been posting positions and then weeding through hundreds of resumes. Hiring managers have become more specific in their searches, screening out people who don’t have experience with the most recent version of a software package or who are missing one key word on their resume.
There are undoubtedly many different factors that contribute toward someone developing into a great leader. In previous Aureus Group blog articles, we’ve addressed the importance of demonstrating effective communication skills when interacting with colleagues in the workplace. Well what about emotional intelligence? How does one’s emotional intelligence impact their ability to be a top performer in the professional world?
When you hear the word “Recruiter”, what kind of person comes to mind? Someone who tries to trick you into taking a new job? Someone who forwards your resume all over town without discussing each opportunity with you, maybe? I have talked to many job seekers and employers during the past few years who think we are just that – questionable “salespeople” out to get you. I would be lying if I said that this is never the case. As with any profession, there are some pretty bad recruiters out there who give the rest of us a bad name. The thing is, if all recruiters were like the negative stereotype, there is no way I would still be doing this job.