[Greater-baltimore] FW: [Nfbmd] FW: Career Fairs and Open Houses Scheduled as of November 2, 2014 - #463 - Next listing set for 30 November 2014

[Danielsen, Chris]

From: Nfbmd [mailto:nfbmd-bounces at nfbnet.org] On Behalf Of Michelle Clark via Nfbmd
Sent: Sunday, November 02, 2014 10:27 PM
To: jobs at nfbnet.org
Cc: 'NFB of Maryland e-mail list'; 'National Harbor Chapter, NFB of Maryland Internet Mailing List'
Subject: [Nfbmd] FW: Career Fairs and Open Houses Scheduled as of November 2, 2014 - #463 - Next listing set for 30 November 2014
Importance: High

This post makes one give some serious thought to getting a  LinkedIn account. If it broadens the possibility of getting a  job, why not?

Michelle

Michelle

From: jimditt at careerfairs-eastcoast.com<mailto:jimditt at careerfairs-eastcoast.com> [mailto:jimditt at careerfairs-eastcoast.com]
Sent: Sunday, November 02, 2014 5:11 PM
To: Jim Ditt
Subject: Career Fairs and Open Houses Scheduled as of November 2, 2014 - #463 - Next listing set for 30 November 2014
Importance: High

Good evening,

Last Wednesday I had the opportunity to participate in quality panel with VSE's top recruiters discussing the key features recruiters look for in searching for qualified candidates to fit specific, immediate positions.  Here are some of the key points that came out of the discussion with a group of both job seekers and operating managers:


1.       Those resumes that came via the employer's web site were screened by a computer prior to the recruiter reviewing the resume.  Thus computes knock out those resumes that do not meet the minimum qualifications set for the position.

This deletes the majority of submissions that come in via the internet and email.   Thus, generic and non-focused resumes are screened out.

2.       Omissions that can cost the applicant include the failure to list a telephone number - unbelievable but true.  Email address, again a big surprise.

3.       No LinkedIn address on the resume slows the process and can set the resume at the bottom of the pile.

4.       Lack of specificity - example, as a Program Manager, what did you manage, what are the results of the actions.  What industry?

5.       94% of recruiters surveyed use LinkedIn as a primary source (Jobvite survey results - 2014; with Facebook at 66%, and Twitter @ 52%).

6.       Many firms have had to drop their Sourcing function so recruiters must do more of the basics as well, thus limiting the number of candidate investigated due to time limits.

7.       Resumes that show the applicant researched and addressed the requirements and responded quickly were filed in folders for quick referral when not seen as a leading candidate for current openings.

8.       Recruiters built and keep their own databases rather than referring back to corporate databases.

9.       LinkedIn continues to be the leading resource for searching, contacting, keeping tabs and vetting candidates prior to interviewing.   Also, for posting jobs, both on the employer's LinkedIn site and personally posting a current search.

10.   Effective recruiters use the maximum sources within the Professional and Social networks.  LinkedIn offers up to 50 groupings that recruiters will troll.

11.   Tenure and length of professional experience, then industry-related experience are key for considering a candidate.

12.   Everyone agreed that the search process for both the recruiter and the job seeker has tightened, become more professional with greater use of the Internet in all aspects of the search.

November is a time for much reflection and thanks with two holidays of value and importance.  Take time to honor both.  See you at the end of the month.

Jim Ditt
Progress comes from the intelligent use of experience.  ...  Elbert Hubbard
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