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In my experience as a recruiter, I have been told by managers, colleagues, and information from other staffing industry experts, that the easiest way to find candidates are referrals.  I have been fortunate enough to form relationships with most candidates that I work with to where they feel comfortable giving me referrals.   My question is to the few people that I run by that are so quick to say, “I’m not interested and NO I don’t know of anyone!”  

Oh excuse me ma ’mm or sir, was I so out of line to think that an IT professional with 15 years of experience in the industry may know of a person or two, maybe that they worked with in the past, that would be interested in new opportunities?  

I know the reason for most professionals reaction to recruiters is because at some point in their career they had a bad experience with one.   It is sad that we resort to allowing one bad experience to taint our perspectives and outlook on certain situations in life.   Please know that there are recruiters and people for that matter, who actually care about your best interests.   I take pride in knowing that when I am working with an individual, I do everything I can to make sure the position we are working towards is truly a better opportunity then their current role.   Just give it a shot and give a recruiter a chance.  We are not all cut-throat individuals who are only concerned with how much we can make off of you or where you can go to work next.  I can’t speak for the masses, but for myself and the other recruiters with Anchor Point Technology Resources, we believe in building relationships.  Once a relationship is established, both parties can then work together to find a position that would best fit with the candidate’s needs.   

With all that being said, I hope that the next time you are contacted by a recruiter for a position you take it as a compliment.  Even if you are not interested, try to think of someone who may be.  You are being contacted for a reason.  Your resume or profile must look like a great fit or it seems like you have are deeply rooted in the local market.   Oh yeah…. Let’s be honest with each other here...... Everyone knows a few people who are looking for work or fed up with their current place of employment! 

The Rise of Mobile Development

I remember when I got my first cell phone.  It was 2002 and I used it simply to call my parents when I needed them to pick me up after volleyball practice. I was one of the first kids in my class to have one and I was in junior high.

Today it seems most grade school aged children have their own mobile device. When I was in high school texting was on the rise and I became inseparable from my cell phone.  In college I got my first smart phone and my life changed. Today I own the iPhone5. I can access everything I need straight from my mobile device. I check social media sites, pay bills, review work emails, play games, etc. The evolution of mobile devices has been incredibly impressive the past 10 years. 

According to recent news articles it appears that with the expansion of mobile applications, desktop computers could become a thing of the past. So imagine what the next 10 years could bring?

As a recruiter, my advice for developers is to get their feet wet with mobile development. The potential in the future for an experienced mobile developer could be huge.

This video demonstrates what the future could bring for all of us. 

http://www.ubuntu.com/phone/ubuntu-for-android

So you just got your foot in the door at the company that you’ve been targeting for years and the interview for your dream job is tomorrow at 4PM. You’re understandably nervous, but don’t kick back and relax. It’s time to put the nose to the grindstone and prepare!

You start off by reviewing the job description and clicking around on the company’s website. Do you think that this is enough? I sure hope not….

In today’s market, you need to do much, much more…..

·         Do research on who you’re interviewing with

o   LinkedIn

o   Facebook

§  Sounds Odd, but Just Do It

o   A simple Google Search

·         Hop on Interview Tip websites, and get the 4-1-1 on how the company likes to interview

o   My personal favorite is GlassDoor, but there are tons of options

·         Write out answers to typical behavioral questions, i.e…..

o   Tell me about a time when you had to work with a difficult manager

o   Tell me how you start a project

o   How do you manage geographically diverse teams?

·         Think of off-the-wall questions…

o   https://www.linkedin.com/today/post/article/20130513133713-658789-12-unconventional-interview-entrepreneurs-should-ask?trk=tod-posts-art-

·         And do I even need to say these things?

o   Get your Suit Dry-Cleaned!

o   Get a Haircut!

o   Make the drive the Day before, so you know where you’re going!

o   Arrive 15 minutes early!

All of these things are so simple to do, and it’s shocking how many people don’t do these.

You’ve worked hard over the past 8 years to get a shot at landing this job, and here’s your chance. You owe it to yourself to give it your best shot, so PREPARE!

As a Louisville native myself, how could I not write about the Louisville Cardinals Men’s Basketball team?

This team’s hard-fought win over Michigan in the National Championship causes one to naturally reflect about the key occurrences of the game that made a victory possible.  Michigan came at the Cards with the Player of the Year and a miraculous freshman who couldn’t miss, but key individuals from Louisville’s team found an answer even as Michigan tried to storm away with the lead.

How did the Cards weather the storm? What does this have to do with an IT recruiting firm? I’ll tell you.

In the world of IT recruiting, the competitive nature of the business allows one to make an analogy for any sport on earth where there is a winner and a loser.   As a recruiter, I am constantly battling to find the best candidates for this or that position in order to stay a step ahead of other recruiting firms around the city, state, neighboring states, and the rest of the country.  At a given moment, a candidate will only be getting one job with one company through one recruiting firm (if they choose to use a recruiting firm at all), a situation which breeds fierce competition as teams of recruiters work together to make their respective company more successful than the next. 

Each team of recruiters is made up of individual role-players.  These role-players have developed and refined their abilities to find the right candidates for the right positions at the right time, and they know how to exert these abilities for their success.  Similarly, a basketball team has individuals with both natural and developed abilities that give them prowess in their roles on their team.  Both a successful recruiter and a successful basketball player are very aware of their own strengths and the strengths of their teammates, and can recognize the proper time to apply these strengths in order to have the best chances of being successful. 

What occurred in the National Championship game was the culmination of skilled individuals exerting their abilities at the proper time. This exertion is what made Louisville successful throughout the season and throughout the tournament.  Without contributions from players such as Luke Hancock, who hit a barrage of three-pointers to answer Michigan’s offensive onslaught, Louisville could have easily been left in the dust.  Likewise, Anchor Point’s success comes from its team of skilled recruiters using their connections and their knowledge of the industry to outstrip competing recruiting firms.  In the National Championship basketball game, and the national recruiting game, success is measured by the skill of the players, and each individual player’s ability to step up at the right moments.  This combination of skill, need, and timing can make any team successful, and has made Anchor Point what it is today.

                Spring is finally here; A season that reminds us of how beautiful nature truly is, as leafs bud on trees, flowers start to bloom, and the grass regains its plush green color.  It seems that the season change is a great motivator in people becoming more active outside and enjoying the weather.  After all, the sunshine is great motivation to get outside and enjoy the weather.  As the season changes from Winter to Spring, I am seeing some of the same trends in the staffing industry.   Candidates are becoming more active in their job search, willingness to field calls, and commitment to pursue new ventures. 

                I can’t tell you how refreshing it is to talk to “new” candidates.   As a recruiter, I source candidates from a variety of different avenues, one of which is the job boards. (Monster, Career Builder, Dice)   The same candidates are constantly on the “boards.”   

Folks who keep their resume posted on a regular basis, here is a little advice…Give it a break!   Take your resume down, do a quick spring cleaning (give it a new look, add new bullet points, reformat it) and then put it back up.   Trying something new will help your efforts in finding new employment. 

With that being said, if you are an individual who is not on the boards on a regular basis, but interested in getting your feelers out in your local market…. Post your resume.  If you are a new name, new resume, and quality candidate, you will likely get 20+ calls within the first week.  A new name and resume is incredibly valuable in today’s market.  We recruiters are sick and tired of seeing the same names and same boring resumes.  We want something new and finally it seems that the season is changing for us.    So as nature wakes up from its hibernation, I urge you to do the same.  Today’s IT market is booming and companies are starting to approve their budgets for new projects.  Do yourself a favor and see if the grass is truly greener on the other side! 

I read an article recently that got me thinking. It was titled, “7 Traits That Distinguish Super Successful People from Ordinary Ones.”  It was an interesting read. It highlighted some of today’s most successful and famous billionaires and what they did (or didn’t do) to achieve their incredible success.  Several of the takeaways from the article can be applied in recruiting and interviewing.

• Do what you love, but follow the money

This is true when engaging candidates in new opportunities. While the role might be exactly what they want in terms of job responsibilities and duties, it is mission critical that the compensation expectation also aligns.

• Imitate, Don’t Innovate

This “trait” was matched to Bill Gates as the founder of Microsoft. It embodies the age old saying, “good artists borrow, great artist steal”. This I think can be applied in software development. It is a sought after skill for a developer to take an already established line of code and make it better.

• Know-How is Good, Know-Who is Better

This is certainly true in the growing field of Information Technology and certainly appeals to me as a recruiter. In this ever tightening job market, accepted offers are made when there is an established human relationship. I encourage all professionals especially within IT, to establish a relationship with a recruiter. Because for all you know, your dream job may come across their desk one day. You definitely want to be the first person that recruiter calls.

Referenced Article Link:

http://www.inc.com/lewis-schiff/super-successful-wealth-building-traits.html

TechCrunch.com recently released projections from Gartner on Global IT Spend, and it’s very positive. They are projecting global spend to hit $3.8 Trillion (with a ‘T’). That’s a massive 4.1% jump over 2012. Here’s a link to the full article (http://techcrunch.com/2013/03/28/global-it-spend-will-rise-4-1-to-3-8t-in-2013-with-mobile-and-enterprise-leading-the-way/)  

So how does this affect us on a local scale? Well basically it means that it is a great time to be involved in anything IT. Gartner believes that the areas that will see the greatest % rise in spend are in Devices, and Enterprise Software. With that being said, Telco and Services will still hold the #1 & #2 slots in terms of overall spend.

If you have been waiting for the perfect moment to make a change or take on a new challenge, now is the time to start looking, as we are about to see a flood of new projects.

With that in mind, take some time this weekend (in between March Madness of course) to revamp your resume, dry clean that suit, and last but not least, reach out to a recruiter to take the pulse of the market. I’m sure that you won’t regret it!

In light of Marissa Mayer’s decision to eliminate telecommuting/work from home options at Yahoo, I felt this was a good time to touch on why this works for some companies and not so well for others. The reality is that it depends more on the employees than the company or the nature of their business.  Whether you agree with the decision or don’t, she evaluated each work from home employee’s production versus the employee’s that were on-site at Yahoo. The numbers spoke for themselves with on-site employees averaging as much as 20%-25% more production. The evaluation raises many questions and angered many employees of Yahoo, some of which are expected to leave Yahoo for new roles with companies that continue to embrace the work from home mentality.

Is this a decision that other organizations will make or be forced to make? Technology has allowed the workforce to become much more connected to work regardless, of whether they’re actually in their office or not.  This is a good thing when the freedom to do so isn’t abused and people are held accountable. As far as Marissa’s decision, this was a business decision that was based of numbers that were tracked for several months. She address by stating this will provide a much more collaborative environment where speed and quality are the focus.  The message that went to the Yahoo employees:

"To become the absolute best place to work, communication and collaboration will be important, so we need to be working side-by-side. That is why it is critical that we are all present in our offices," Jackie Reses, Yahoo's human resources chief, wrote in the memo sent out Friday. "Speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together."

Jessica Guynn, Los Angeles Times “Yahoo CEO Marissa Mayer causes uproar over telecommuting ban”

http://articles.latimes.com/2013/feb/26/business/la-fi-yahoo-telecommuting-20130226

Personally, I completely understand this decision. Can I do my job from home? Sure. Would it be nice to roll out of bed and be at work in 2 minutes? Absolutely. Would it be nice to not have to deal with a morning and evening commute? Sure. On the flipside, it takes collaborative effort for the majority of companies to push towards success. Would I be as effective from home on an everyday basis? No. In my case, there are way too many distractions. Yahoo has been losing ground to their competition for several years because of distractions! Marissa Mayer is gradually making headway in turning Yahoo back into a major player. I respect her for making a decision that she knew wouldn’t be popular and would ultimately cause some Yahoo employees to leave the company. I can't help but feel this is exactly what she planned.


 

                In a competitive job market, it seems that there are many factors that would lead to a company pursuing candidates for their job openings.  Of course, we all know the factors like relevant experience, education, certifications, or even past relationships or networks.  How about those factors that people “aren’t allowed” to take into consideration?  Take for instance age.  Could age be a deciding factor in finding new employment?  I read a recent article that was very insightful on this idea.  I am a person who can really appreciate finding the main point to an article in the introduction.  So here it is….  AGE CAN DEFINITELY BE A DECIDING FACTOR FOR EMPLOYERS IN HIRING NEW EMPLOYEES…… BUT ONLY IF YOU LET IT BE!

Author of this article “How To Get A Job Past 50,” Thomas Hart, made 4 simple points that I think are very accurate.

1)      Research the market rates for the positions that you plan on to apply for

Your most recent pay rate or salary is not always the market rate for your skill set is.  Take for instance the example of an individual who has been with a company for 20+ years and has moved their way up the corporate ladder and each time has received a promotion and a pay raise.  In some of these cases individuals are valuable to a company because of their tenure and are compensated very well to have them stick around.  It could also be seen on the other end of the spectrum.  Some individuals who have been with the same company have developed many new skill sets through their tenure and only received minimal pay increases each year and in the long run, have pigeon holed themselves into being undercompensated.   Either way,  if you are applying for positions and are noticeably under or over the market rate, it is a red flag to potential employers.

2)      Maintain your professional networks

Utilize your networks when pursuing new opportunities.  Do you know anyone who works for, or worked for the company you are applying to?  In a market where everyone is applying to any and every job possible to find employment, it is necessary to set yourself apart from the competition.  Being able to reference a current or past employee (who has left on good terms) is an easy way to do so.

3)      Don’t become obsolete

Make sure that you are keeping up with the technology and new skill sets within your field.  If you are in an industry that is very heavy on certifications, make sure you pursue certifications even while being unemployed.  If employers see that even as you were unemployed you were pursuing new certifications and keeping up with the current industry, it is a very good look.

4)      Preparation, preparation, preparation!

Making sure you are prepared is a necessity.  Not only when you get to an interview stage with a potential employer, but even before you apply.   Making sure your resume is prepared for each and every position you apply to.   If the job description states they are looking for a certain skill set, that you have, but is not listen on your resume, add another bullet point to show your experience.  I am not saying make a brand new resume that shows you are incredibly experienced with technologies and skill sets that you don’t have, because if you do that and get an interview request, they will find out!  Taking a few minutes before just spamming your resume out is a very beneficial practice.  Actually read the job description and figure out if you would be a good fit and how you can position yourself to be so.

Those are the four simple steps that were stated in the article.  There is one thing and in my opinion it is the most important of all.  ATTITUDE,  ATTITUDE,  ATTITUDE.   In my experiences, attitude is something that can control a situation.  Even from the beginning of the application process, keep a positive attitude.  Positive thinking is an approach that many people seem to neglect and wonder why nothing ever comes out of their job search.  Being on the phones talking to potential candidates day in and out, it is very obvious when I come across a candidate with a positive outlook on their job search.  Believe me, those individuals are much more enjoyable to work with. 

Remember, YOU control your own destiny in today’s job market!

Take a look at the article at this link!!

http://theundercoverrecruiter.com/job-past-50/?awt_l=A30OQ&awt_m=3WUNnxjqyeZ9aCN

The APTR team packed its bags and headed to Vail, CO to celebrate the success of the 2012 year and hit some of the best slopes in the country.

In case you didn’t know, we have a real mix of experience – both inside and outside the office. On the slopes, some of us (including myself) enjoy the steady green catwalks, while other more daring souls, John being one, test their limits on the black diamonds. Still there was room for Julie to perfect her technique at attacking moguls and for the first-time-skiers to get their bearings on a set of skis.  Best of all, no injuries!

We made a point to push each other to reach for our highest (figuratively and literally) potential in Vail and I’d say we all came back better and more confident skiers as a result.

There were nights to celebrate our unprecedented accomplishments of 2012 – these happened to be some of my favorite times. We told stories of our days on the slopes and strategized ways to make 2013 a year of success.

And like any proud Hoosiers, we managed to take over one of the local bars for the IU v. Illinois game. In a matter of minutes we had the placed transformed into Nicks on Kirkwood – or so we thought. The game didn’t end in our favor, but we managed to have a great time nonetheless. 

All in all, the trip was a great opportunity for us to grow as a team. Now, it’s time to get to work so we can have another great year at APTR. 

The Power of LinkedIn:

During my freshman year at Indiana University in 2008, my introduction to business professor challenged me to create a LinkedIn page and become an active member on this up and coming social networking website. As an eager young college student I happily complied with his suggestion and created one, as did most of my peers. Throughout my undergraduate work however, I rarely utilized LinkedIn, even as I began my internship and career searches. (Boy was that a mistake)

When I accepted my first job offer during my senior year in Bloomington I didn’t expect to be in the job market again for years. However, that first opportunity wasn’t a great for me as a young college graduate pursuing her first entry level position.

So less than nine months after I accepted my first offer, to my surprise, I was in the job market again. But also still working full time, making search efforts daunting. With this in mind, I needed my search efforts to be timely, yielding productive results. So I decided to give LinkedIn a try, as my professor had suggested years beforehand.

I invested less than 30 minutes to update my LinkedIn profile page to better represent my abilities and experiences. Then I utilized the job search functionality to the ideals I was looking for in my next career move.  Within one week, I had secured over 6 interviews for entry level positions in the Indianapolis area.  One of those interviews landed me here today, writing this blog.

Today, as a technical recruiter for Anchor Point Technology Resources, LinkedIn is a fundamental aspect of my day. It’s almost become like a Facebook, Twitter, or Instagram to me, as I am frequently refreshing my screen for updates and browsing profiles.  It’s a new social media addiction for me and one that produces beneficial results for my career.

I am on a daily basis amazed by the power of LinkedIn, especially as it continues to gain popularity and usage worldwide. 

As a LinkedIn advocate, I urge my network of peers, friends, and family to update their profile to accurately illustrate their skills, expertise, and current work situation.  In today’s market, we all know how critical it is to have an ever expanding network of trusted colleagues, resources, and references.

But as a recruiter, I can tell you it is utterly essential to be active on LinkedIn in order to best position yourself as a working professional. You simply will be overlooked for your next great career move if you don’t stay active on LinkedIn.

So as I mimic my college professor’s words of wisdom, I urge you to become an active LinkedIn member. Your career path and continued success will thank you one day if you do.

1) First and foremost, write your resume to reflect the position in which you are submitting. Your goal in sending a resume is to get an interview. Do not assume that the recruiter, hiring manager or HR will understand that you are a fit. They are looking for your resume to match their job description. If you are uncomfortable in rewriting your resume, ask the recruiter you are working with for suggestions.

2) Do not assume that a recruiter or hiring manager will read your resume entirely. Typically, hiring managers are being bombarded with resumes by HR, Recruiters, Internal referrals, etc. Make sure that the highlights are front and center and your work history reflects the job description you are applying for.

3) Your recent position or experiences need to reflect the job that the hiring manager is looking for. If a hiring manager does not see the experience quickly in the resume, they will move on. This doesn’t mean that you don’t have that experience; it means it most likely isn’t portrayed on the resume properly.

4) Always, write your resume to reflect the job that you are trying to get. I know that this can be time consuming but your resume is not going to be all things to all people. That's why the notion of a perfect resume whether it is one page, has references or a cover sheet is absurd. The only thing that matters is that it reflects the position in which you are submitting.

5) Do not procrastinate when actively searching for a new role. Remember that hiring manager’s time is limited and they typically get bombarded by multiple agencies and internal human resources when trying to make a hire. Once a manger has a few people scheduled to interview it isn’t likely that they will continue to schedule interviews.

Happy Holidays from Anchor Point Technology Resources. 

We wish you a prosperous and exciting 2013!

It’s wintertime again, and the Holidays are rapidly approaching. Some of us truly enjoy this time of year, and rightfully so. It’s a time to reconnect with old friends and spend some quality time with the family. But the reality is, if you are looking for a job, this can be a rough few months.

It’s Q4 and most companies have spent their hiring budgets for the year. It doesn’t help that it’s also the quarter where everyone is scrambling to use up the last of their PTO, or simply taking some time off. These factors alone can make a job hunt very difficult, but there are a few things you can do to make life easier.

• Know a Recruiter!
• Use Words/Phrases in your resume that get yourself noticed!
• Take time to Connect with People on LinkedIn

I know that I have preached this multiple times over the past year, but honestly build a couple of solid relationships with recruiters. Finding People and Jobs is our Job! Even if you can dedicate 8+ hours a day to your job search, why not double your chances? Simply hop on LinkedIn or Facebook or Twitter and reach out to us!

Another thing you can do to stand out from the crowd is to use different words and phrases than the standard “dynamic” or “specialized.” For reference, here’s the article that sparked this topic… http://www.businessinsider.com/please-stop-using-these-15-words-in-your-linkedin-profile-immediately-2012-12

What you want to do is speak in numbers, because this will translate into other environments. “Led a team of 8 .Net developers on a CRM customization project, which effected 3 business units over a 18 month span, and utilized a $1.3M budget”

Also try using a skills matrix or word bank on your resume to make your resume pop up in more searches! More Views = More Calls = More Opportunities.

But most importantly, keep your head up! Q1 is right around the corner!

With the last Presidential Debate wrapping up last night, many people are holding the candidates in personal voting balances.  One thing is certain in my line of work, many people are either ramping up their contract hiring due to the end of budgets, or completely holding out due to the unseen future.   That is exactly what it is, the UNSEEN future and I think that is what has people scrambling to make drastic changes in their workforces.

What is that makes companies rush into an influx of hiring vs put a hiring freeze on?  If you ask me, I think it is strategic from industry to industry.  Obviously there are a lot of topics being thrown around in this campaign that will have a large effect on specific industries.  Healthcare and Manufacturing being two of the larger industries that could be effected during this election.   This blog is not to pick sides on which candidate I think is more eligible to run the United States and get us out of crisis we are currently in.  It is simply to raise awareness to the current job market and industries that may be changing patterns in their workforce in the months to come.  I hope that this peaks interest for job seekers and gives them the motivation to research which candidate is going to create jobs,  specific to their industry and allow them to provide for themselves and their families.    As a recruiter, I would like to see nothing more than our economy getting repaired, regardless of what candidate does it, so I can find more jobs for more people! 

Happy Voting in this 2012 Election! 

If you had the chance to become a professional in your field without attaining higher education, would you do it? If you knew you could get the basic skills and learn on the fly, would that help make your decision? This is a question I see people struggle with from professionals of all ages and career levels.  This also came up recently when I was flipping through the channels and came across an interesting show.

As I sat down the other night, I turned the television on and came across a show on ESPN called 'All-Access Kentucky.'  The show spotlighted the phenomenon, known to some, as players going 'one-and-done.'  Per NBA rules, a high school player can't go straight to the NBA right out of high school.  Kids can go to one year of college or play one year in an overseas league and then enter the draft. Kentucky has made going to one year of college and then strait to the NBA draft famous by sending 15 players in a time period of just 3 years.

I don't want to get into a debate about if that is right or wrong, but it got me thinking about careers outside of professional sports. As a recruiter, I see resumes that highlight higher education over experience and vice versa.  I am sometimes asked, what is more important, and the easy and correct answer I think is both.

The real answer is that it can comes down to a lot of things like, what position is it, or what industry are you in, or what does the company value.  If you want to get even more specific, what does the person sitting across from the candidate in the interview think?  There is not right or wrong answer, and sometimes it just comes down to what makes the candidate themselves most successful. 

Not everyone is the same, and not everyone is going to take the same path.  I have seen people take the same path as the Kentucky Wildcat players that have done well for themselves, and I have seen people that have an abundance of educational achievements do just as well.

The question is still; would you go straight to the pros?  The answer is your own and the path you take will always have pros and cons.  My advice as a recruiter would be to make the most out of any path you take, and you can be very successful. 

Today’s Interview:

Congratulations, you have received an interview request-but the challenging part is yet to come, the interview.  Do your due diligence to be prepared for the interview.  Interview preparation should include research on the company and the leaders of the organization.   Also make sure you understand the role and position you will be successfully filling after nailing your interview.

Everyone knows the common interview questions to be prepared for; tell me about yourself, what’s your ideal career path, explain your most recent role.  But more often in today’s workplace there are interview questions that dig deeper-questions that elicit a thought provoking response.  Organizations today want to know that you can complete the scope of work outlined in the job description but also, sometimes more importantly, that your background and personality will match the organization’s culture.  According to TechRepublic here are the questions to watch for in today’s interviews;

• How’s your stamina?
• How hard have you been working in your current role?
• How do you react to being told “No”?
• Can you handle telling other people “No”?
• How good are you at actually handling change?
• When conflict arises on your team, how do you handle it?
• What have the last few years taught you?
• What type of people do you prefer to work with?
• How do you stay current?
• How would you describe your “perfect” job?
• If you could take back one career decision-what would it be and why?

Be prepared for your interview-do the research, expect the questions, and have confidence in yourself and the job is yours.

The growing popularity of smart phones is allowing people to stay in the loop with anything and everything that is going on in their lives. Though most people are taking full advantage of this technology, a handful of folks still aren’t up to speed with email, texting and keeping their mobile devices within reach at all times.

Recruiting with the expectation that a candidate has a mobile device is something that you will always want to keep on your radar.

A simple checklist to keep in mind during your recruiting efforts is below:

During your initial phone call, be sure to ask:

• Do you have their cell phone number?
• Do you receive/read emails on your cell phone?
• Do you receive texts on your cell phone?
  • Are you okay with business correspondence through texting?

Mobile Emails

• Make sure your emails are easy to read on mobile devices.
  • This includes size and color of text, font and graphics.
• Keep your emails concise and to the point
  • Long emails will be skimmed and candidates will skip over important content.
• Make sure the candidate does not have to scroll horizontally to read the email.
• Make sure hyperlinks are large enough to tap with a finger.
• Make sure the hyperlinks you include lead to mobile websites.

Kyle Doehla

kyle.doehla@anchorpointtr.com

http://www.linkedin.com/in/kyledoehla

317.225.4141 x732

This evening, I was watching an ESPN program; the program discussion was about confidence, and talent.  If an athlete lacks either, the likely hood of them making a career in professional sports is slim.The recruiting world ties closely the professional sports world in these same aspects.

Top Wide Receivers want one one on one coverage against the top cornerbacks, and show what they can do.  Arguably the best of all time and certainly while he was playing, Jerry Rice was a player who utilized his talent and confidence to become the NFL’s all-time leading receiver.  Today, Detroit Lions wide Receiver, Calvin Johnson is another Wide Receiver who is using a ton of talent and confidence to become one of the league’s best receivers.  Obviously, NFL wide receivers must have talent, but it’s the confidence in their abilities that makes some players great.

Great recruiters and salespeople bring confidence to their conversations.  Our positions can be a roller coaster ride at times, but top producers fully understand that they offer value their clients and consultants.  They face the most rejection in the industry, but adversity doesn’t get in their way.  No matter what chair you sit in, recruiters and successful people in general are focused, talented and most of all confident!

I have recently been working with a gentleman with strong technical background in our local market.  A very important portion in our process involves defining what our candidate’s hourly/salary expectations are.  When I initially spoke with him, I was surprised when we got to the compensation portion of the screening process that he didn’t really have any idea of what his market value was. In his defense, he had been a direct employee for the last 6 years and admitted to not having really explored what else was out there during that time period.  This is understandable and I do respect someone not exploring other options if not necessary. Where the problem arises is that many folks don’t know when is and when isn’t a necessary time to look for other options. In this person’s case, he had no idea that he would be in the market for a new position and it would be inside of 2012.

The market has changed tremendously since the last time he was on the job market. He even went as far to make the statement “I feel like I’m starting at square one”. When searching for a new position, it can become a full time job.  After getting a better understanding of his skillset and his expectations for his next role, I realized that he was an excellent candidate! I let him know what we had recently seen regarding client requests in comparison to his background.  I went on to share with him what hourly and salary ranges would look like respectively. He was very surprised to learn how different what he thought the value of his skillset is versus what he thought it was. 

I would encourage everyone to spend a few minutes doing a bit of research prior to putting themselves on the market. This will allow you to avoid over or under valuing your expertise and will keep this part of the process very simple. When looking for a new opportunity, putting in the research can make a big difference.  You never know what you may find or what it might cost you, if you don’t.

We’ve all heard the line “It’s not what you know, it’s who you know” to the point of certain nausea, but this adage carries more weight than you might think.

This adage is really at the core of what Staffing Firms or “Headhunters” do for a living. We are the group of people that may not be able to teach a class on AGILE Development or write 10 lines of Java code, but I can assure you that we know the people that can (which ultimately gets the job done, that’s the important thing right?).

I’ll give an example outside of the IT Staffing industry to prove that this adage rings true.  A good friend of mine recently purchased a motorcycle, and it simply wasn’t running correctly. He tried to fix the problems on his own with a little help from Google and YouTube, but it simply was not panning out, so he reached out to his network. Lo and behold, a distant class mate from high school (10+ years ago) turns out to be a motorcycle mechanic. They synced up, worked out a deal, and got it fixed. The value that his network provided was a $500 savings. Simply reaching out and asking for help, yielded a repair job at cost.  It’s not what you know, it’s who you know.

Whether you prefer attending Local User Groups, Attending Seminars in your Field, Scouring LinkedIn for Lost Connections, or even waiting on a phone call from me (a recruiter), it can never hurt to build your network.

With that being said, next time you receive a phone call from anyone here at Anchor Point, simply take the time to build your network. Who knows? We might have that perfect position that you’ve dreamt of, or even the perfect role that you didn’t know you were looking for.

Personal Networks are fundamental in growing your career, which can result in a higher salary or better working conditions.

So remember: It’s not who you know, it’s who you know from high school that can repair your new motorcycle.

Most people spend more waking hours working than doing any other activity so why not be happy while you’re doing it. As the job market begins to pick up, it’s a great time to make a move and one factor that could influence this move is your happiness in your current role.  As a recruiter, my first question is along these lines, are you unhappy with in your current position or what would make you happy in a new position? Is it a boss who is more available? More money? A more flexible schedule?  Do you want more responsibilities?

I came across an article, “The happiest jobs in America” which set out to determine what positions people found the greatest overall enjoyment in their position.  A website, CareerBliss.com, did a survey  and broke overall happiness into these 10 categories

·         Relationship with boss

·         Relationship with co-workers

·         Growth potential and opportunities

·         Company culture

·         Daily tasks

·         How much control over daily tasks

·         Compensation

·         Work environment

·         Company reputation

·         Job resources  

In thinking about a career change, position change or just overall looking for a new company, look at each of these areas and determine which are most important and which areas you might be willing to compromise. This will help you and your recruiter know exactly what will make your next position better than your current one.  I would suggest you actually sit down with a piece of paper and rate of a scale of 1-5 your thoughts on each of these categories. If your current company has horrible culture and your co-workers are awful but you love the responsibilities, ask yourself if you’re willing to leave your job for a better culture.  This will help you tremendously. For instance, if you go into an interview and you know you want better culture, ask about it during the interview.  Also, when you’re in the lobby, pay attention to how people treat each other and when you walk past desks, see if people are interacting or just look miserable.  This isn’t a 100% way to determine culture but will give you a general idea.

When I was reading the article I was shocked to find out who the happiest employees were in America, Software Quality Assurance Engineer. Yup, the folks who do software testing. This is great, an IT career is the happiest job in America. If you’re doing QA in Indianapolis and aren’t happy, please reach out. But really, there are dozens of industries and tons of jobs in the United States and the happiest employees just happen to be in IT. This should everyone working in an IT department hope that there are companies who are hitting the mark in these 10 categories.   My challenge to you is to decide if you’re happy with your current role and if not, decide what you would be happier doing or what type of company would you be happy working for, then give me a ring and let me help you find this new position.

Credit: 

http://www.forbes.com/sites/jacquelynsmith/2012/03/23/the-happiest-jobs-in-america/

 

When a hiring manager looks at your resume, does it present you in the same way that you would present yourself, your job, and your responsibilities in person?  I recently read an article that was rather comical yet had some great things to say about this very topic.  In most cases, we have learned through education or some other avenue, that what a hiring manager wants to see are words that jump out to them, makes your resume stand out, or LARGE words that describe your responsibilities.  Is this really the case or does it make you sound pretentious or even sound as if you are lying?

In most cases, we would never think to describe ourselves in person as we do on paper.  Take my current career for example.  I would never describe what I do as “Passionately and successfully managing the sourcing, delivery, and staffing of incredibly qualified candidates to fulfill client’s needs.”  Believe it or not, I see resumes all day that have statements like this ALL OVER THEM.  To some, that may seem like a great resume “bullet point.”  Statements like that do nothing but make me 1) laugh 2) think you are trying way too hard 3) move along to the next resume.  I would much rather see a statement that reads “Manage sourcing, delivery, and staffing of qualified candidates to fulfill client’s requirements.”  To me, it just gives the statement and resume more integrity when I see statements that I know are not stretching the truth.  A part of the article speaks to straying away from 10 specific words in a resume.  Although I believe that some of these words can be used in a resume to portray you accurately, the author has a great point.  In most cases, the words we use to describe ourselves in resumes are accurate when others describe us, but when we describe ourselves it makes us sound very arrogant. 

The list of words the author dives into are as follows:

Motivated, Authority, Global Provider, Innovative, Creative, Curator, Passionate, Unique, Guru, and everyone’s favorite…… Incredibly

Some of these descriptive words may seem like they would be a good idea.  As I described earlier, in some cases they may be, but take a look at the article as it goes into more detail on his reasoning.  One thing I did take away from this article is that if you are able to accurately depict what you are doing in your current and past work, and you truly are a (Motivated, Authority, Global Provider, Innovative, Creative, Curator, Passionate, Unique, Guru, and Incredible resource), hiring managers will be able to see that simply from your experience and responsibilities.

Here is a link to the article.  I think you will enjoy it!

http://www.inc.com/jeff-haden/10-ways-you-should-never-describe-yourself.html 

I recently read an article in the New York Times (Do Job Titles Really Matter?) regarding the significance of Job Titles, and it made me ponder the question: How Important are titles?

The author pointed out both side of the argument. On one hand, you have the group of individuals who care a great deal about their titles, and believe that titles carry a good deal of weight. The counter argument is that your title doesn’t matter; it’s your day-to-day duties and their impact on the organization. Personally, I prefer the latter.

Working as a Technical Recruiter (yes, that’s my title), I peruse hundreds of resumes each week, so I would like to think that I have seen about 98% of the IT Titles out there. I’ve seen everything from the standards, Senior Project Manager to Application Engineer, but I’ve also came across titles (yes, on resumes) like Master .Net Ninja and Mobile Rockstar. To me this screams that the societal norms surrounding titles are shifting, even if it’s just within the IT sector.

With that being said, I have had deals fall through because the position was titled an “Analyst” and not an “Engineer.” To me that’s absurd, but again there are some valid reasons for placing stock in a title. Some people believe that certain titles command more respect than others or that it means they’ve reached a life goal.  

Honestly, I can see some validity in that. But from my perspective, you could give me the title of “Voicemail Assassin” or “Introduction Facilitator” and that would not change my day-to-day role or view on my position.

There again, that is only my opinion. What do you think? Feel free to comment or drop me a piece of mail with your thoughts.

A Day at the Park with Anchor Point

This past weekend Anchor Point had the pleasure of hosting an event for our consultants at an Indianapolis Indians game. It was a great chance to socialize and relax outside the office. The kids had a great time running around and meeting Rowdie. 

Everyone had a great time kicking back with coworkers and soaking up the beautiful day.

On top of enjoying some great company the Indians beat the Syracuse Chiefs 14-6.

Thanks to everyone who was able to come out and enjoy the game.

LinkedIn is a growing social network for professionals. Hiring managers and recruiters even use it as a resource for finding candidates to fill open positions and reach out to people who look like they may be qualified for a job, whether they are looking for a new opportunity or not. What most people don’t know is that their LinkedIn profile can have a big impact on their chances of being contacted, and sometimes even landing the job.

Forbes has written many articles about the most common mistakes being made on LinkedIn profiles that people are completely unaware could be hindering their appeal to companies. I have summarized a few of the major faux pas below.

You don’t post a picture. It’s nice to see that someone is a real person that exists. The majority of people are not hired off of a phone interview, so it could be less likely you will be contacted by a recruiter or hiring manager if you choose not to post a photo. Visuals are important in the business world, and it can make you more appealing as a potential candidate if you have a polished, RECENT picture. That being said, choosing an appropriate photo is just as important. Keep it professional: leave your cats and kids out of it. Avoid glamour shots. And make sure you currently look like the person in the picture you’re posting. If a recruiter wants to meet you for coffee, they will expect the person in the picture to show up.

You don’t describe your job. Stating your title as “programmer” or “developer” doesn’t give people any real insight as to what you do from 9-5pm every day. A blank piece of paper with job titles will most likely not entice people to reach out to you. Three or four bullet points should be enough to give a quick summary of your day-to-day responsibilities for each job description. Another reason to add some detail is that buzz words can be searched for on LinkedIn. If you have one on your page, you are more likely to be contacted about the right opportunities that won’t waste your time.

You lie. Yahoo CEO Scott Thompson has proven that posting false information on your resume, or on any profile that potential employers have access to, is a big mistake. Whether it be your education or skill set, eventually the truth will come out. Sure, you may be hired up front, but over time someone will uncover the truth about your background and what it is that you are capable of contributing to the company.. and what you’re not. It is always better to be upfront about your skills, your job history and what degree you hold, rather than have it come out down the line and tarnish your reputation.

You have too many recommendations or none at all. Having no recommendations might convey that no one likes your work, you haven’t left that much of an impression on anyone, you haven’t formed any worthwhile relationships at your position, or you’re simply just not a good networker. On the other hand, it looks sketchy if you all of a sudden have ten recommendations in the same week. To make things easy on yourself, be continuously searching for recommendations, even when you’re satisfied with your job, rather than asking for dozens of recommendations only when you’re out of work.

Your page has no personality. Showing people that you have likes, interests, and hobbies makes you more approachable and helps recruiters remember that you are an actual human being, not just another cold call over the course of the day. It can make conversations more enjoyable if someone realizes they have something in common with you and can provide a bit of a personal connection. Believe it or not, some companies choose to hire you or pass on you based on whether your personality meshes with the rest of the organization or team. Bottom line: having a life outside of work makes you more interesting, as well as more marketable.

Making some of these simple changes to your LinkedIn profile could help you stand out as recruiters and hiring managers go through hundreds of candidates per day. So, click on your LinkedIn tab, and start making some improvements to your profile. It might even get you the job of your dreams!


 

From conversations that I have had as of late, I have noticed that a vast majority of the workforce is still too timid to make a career change. It’s true that the layoffs are still happening and the US Department of Labor continues to publish stats that say unemployment is sky-rocketing. These figures are probably true, when the market is looked at as a whole, i.e. across all industries and regions, but when the market is segmented into locations and industries; it is certainly not the case. I can tell you first-hand that the IT Job Market in Indy is booming!

It is a time of rebuilding, and businesses all around town are starting this process with IT. People are starting to re-think the way in which they do business, which calls for new pieces of software or hardware to support it. If you are reading between the lines, this means that they will need people to customize/test these products, implement the solutions, and then train the whole organization on the new tools.

So now is the time to make that switch to a new organization, get in on the ground-floor and become an invaluable resource.

Whether you are looking to try your hand at consulting or just looking to switch careers, don’t wait!

Just give it some thought, and then give us a ring to discuss your options!

I get an opportunity to work with many different people in many different situations. I recently had a chance to work with an individual that was recently laid off after 12 years of employment with 1 employer. Entering the job market after a 12 year hiatus can be a shocking experience, if you are not prepared. I wanted to explore a couple of things that have changed in the last 12 years and things you should consider if you are entering the market under a similar circumstance.

It is very important to realize that the possibility of being in your next job for 12 years is not impossible, but unlikely. Things change faster in today’s job market than they ever have, for large reason being that businesses provide services faster than they ever have. You need to be willing to look at all the options that are available for you. In addition, you need to be willing to explore avenues that you may have never considered such as consulting or contracting. Let me be clear, wanting a permanent position where you feel comfortable and want to provide your expertise for the next 12 years is not a bad thing! In fact, that is the type of mentality that I would want my employees to have. Recent statistics have show that the average term of employment in the U.S. over the last 10 years, is less than 3 years. This takes into account all forms of employment in the U.S. from high level executives to local gas station clerks. You may say well that makes more sense, does it?

With the economical ups and downs seen over the last several years, you most likely are related to or know someone who has been laid off from their position. With that being said, there are many reasons that folks can be relieved from their positions. Companies that are even performing at a high level always want to perform better. It is important to realize that companies sometimes first look to cut costs from within. There is no secret here, internal/permanent employees cost companies a lot of money. This number doesn’t just revolve around salary but also the benefits and additional perks that companies tend to offer to capture talent. This is where contracting comes into play and can provide companies the flexibility needed following tough internal decisions. Anchor Point works at several levels of employment from contracting, contract to hire and permanent. I don’t want to scare anyone from exploring permanent employment as Anchor Point provides that type of employment as well. However, don’t be too quick to turn down something that may be unfamiliar because with no risk there is no reward. We are happy to educate interested folks in the possibilities; you just have to be willing to listen.

LinkedIn has become a massive tool in the staffing and recruiting industry.  Known to most as a “professional networking tool,” LinkedIn is known to people in my profession a great tool to find a passive candidate.  Set up through personal networks, networking groups, and “people you may know,” this professional networking tool is now attracting a multitude of people from every professional arena.  If used properly, LinkedIn has incredible amounts of potential to find better jobs, connect with hiring managers, and connect with people who know the industry better than anyone…… RECRUITERS. 

When sourcing for qualified candidates, I utilize LinkedIn 100% of the time.  This tool has become a recruiter’s best friend and what seems as a nightmare for professionals who are happy in their current jobs and not interested in making a move.    This is very obvious by the conversations that many professionals have within the networking groups.  “Is there any professionals in this group or is it just recruiters?” or “This group was started for professional networking, NOT FOR RECRUITERS!”  

I understand that there have been some recruiters that give people in my profession a bad name.  Is it different in any other profession? I have received some pretty nasty responses to invitations to connect and emails inquiring information about candidate’s current situation.  Maybe it is just me, but why not connect? Why not be polite to someone who has such an incredible understanding of the market for your skill set?  Before completely rejecting an invitation to connect, think about the following questions first!

1. What if my work situation changes unexpectedly?

In most cases, you are in an Employment at Will agreement.  Which means, at any point the employer or employee can break the employment relationship for any reason.  Obviously not in a case where it could be classified as discriminatory or illegal, but you never know in today’s market.  My point being, recruiters know the market.  We have an upper hand on a lot of open opportunities that could be very useful for you if your current work situation changes unexpectedly!

2. Do I know of anyone who is looking for work? (Especially people with the same skill set)

Staffing and recruiting companies thrive off of referrals.  In some cases, they value referrals so much that they have instated a referral bonus program.  I have heard of some companies who pay out as much as $500 to someone whom simply leads them to an individual who turns out to be a great resource and gets placed into one their open positions.  Everyone knows someone who is unhappy in their current job or looking for new opportunities!

3. Is the grass really greener on the other side?

It very well could be!  You wouldn’t believe how many times I speak to people who are INCREDIBLY UNDERPAID for their skill set.  Some people have been locked into positions for 10+ years and have received small pay increases ever 1-2 years.  Yeah that looks great to you, but in some cases, companies tend to not  pay tenured employees what they are worth, based off market value.  Recruiters know what skill sets are hot!  They know what type of massive projects are going to happen over the next year and they know what skill sets are needed.  If they are contacting you, it is likely that you have  “HOT” skill set.

It starts at accepting an invite to connect and ends in a new opportunity in which you got a 25% pay increase.  Next time you receive an invite to connect via LinkedIn, give it a little more thought, instead of just declining. That recruiter could possibly have the next best thing for you and your family, especially if they are from Anchor Point Technology Resources!  

1.     Hidden Job Market.  Recruiters hold the hidden jewels of the job market, and here they are – undisclosed jobs. Many times, especially with Sr. level positions, companies have confidential roles that are for restricted eyes only. Companies then turn to recruiters for help with these positions. You cannot find these positions listed on Monster, or the various other job sites on the web. Imagine - your dream job may just be a recruiter away. This point goes hand in hand with #2.

2.     Connections. Recruiters have clout with hiring managers and Sr. level executives - many of us do not. You send your resume to numerous companies, and post your resume on various job sites to no avail. You still haven’t heard a peep. Recruiters have the connections to not only get you in the door, but also get feedback – whether positive or negative – rather quickly. Think of how many others are applying to the same job you are…tons. Hiring managers and HR personnel simply cannot and do not have the time to review every resume. A recruiter can guarantee that you won’t be just another resume in a pile; you will be sent to Sr manager who will review your resume. The value is tied to our daily process!

3.    Your value/Expertise. Are you underpaid? Overpaid? Are you ready for a Sr role? Are your technical skills up to par? There are a number of questions that can help you make an informed decision when it comes to strategic career planning, and a recruiter is a great resource to utilize. They can help you find answers and ask questions that will guide you to the right job and the right steps to take in order to advance your career. Best of all, this information is free, unbiased and essential when determining your position and worth in today’s job market.

4.     Long-term ally. Let’s say you found a recruiter, you find a job (whether it was their role or not), and you are now perfectly content, remember this may not always be the case. Come 3-5 years down the line you may decide to try your hands at a new company/role again. Or you may spend the rest of your days in the company you are working for, but may need advice when it comes to compensation, employee rights, etc… You now have an ally that is there for you to utilize. Recruiters (meaning legitimate, professional recruiters) are in it for the long haul. They are in the business of building relationships with both candidates and clients, and making sure both parties are equally satisfied. Therefore you not only gain a new role, but you also gain an important ally to guide you through your current and future career path. Again, the value lies beyond the here and now.

Now that you have crafted the perfect resume, do not let the incorrect use of there/their or your/you’re or even the infamous two/too/to mistake happen to you. It will make the impression that you just spent 15 minutes on your resume, not the 7 hours your actually did. Too (yes I am aware) of the easiest ways to avoid this mistake are: 1) Do NOT use contractions, 2) Actually have someone besides yourself proofread it!

Extras

If you worked at one organization for 4 years and another for 2 months, the organization that you spent 4 years at should have a lot more detail.  

If you are highly technical, provide a skills summary that shows all of the pieces of technology that you are familiar with, how many years of experience you have, and when the last time it was used.

If after reading this blog, you still do not think that you are heading down the right path, just give me a ring and I can walk you through it.

7 Networking Tips Job Seekers Should Know

No one said that the job search was easy. It is time consuming, exhausting and almost a job in itself. With some simple networking tips, you can make the job search a bit easier on yourself while also creating lasting relationships with industry connections along the way.

Networking can make a huge difference on you getting your next job, so don’t be shy and network!!!

Here is a list of helpful secrets from Career Expert Heather Huhman on how to help you get organized before attending a networking event or having an individual meeting.

1. Create an Elevator Pitch

You should have an idea about what you want to say, prior to any encounters. A good way to prepare for this is to create an elevator pitch, which is a 30-60 second summary about yourself. You want to get your point across quickly — and sell your personal brand. An elevator pitch is a great opening statement to have in the back of your mind if you ever need it.

2. Know What You’re Looking For

You should know what you hope to achieve from networking. It could be just to get contacts, get a job, or gain experience talking to people. Either way, you need to make it clear to yourself why you are doing this. Plus, you should have an idea of what industry you’re interested in and what type of job you are looking for. Research is something that should be done before you try to network with anyone.

3. Always Be Yourself

I’m sure you have heard this phrase many times, but while it may seem cliché, it is the truth. Being authentic is an attribute many employers and companies value.

4. Look to Expand Your Network

Something to remember about networking is that it is all about connecting with people. This means introducing yourself to individuals outside of your immediate circle. By expanding your network, it will help you gain knowledge — and eventually hopefully receive a job!

5. Make Sure to Listen, Not Just Talk

The people you’re networking with are most likely going to have some valuable tips and advice, so it is crucial you listen to them. Part of conversation is engaging others, and paying attention to another person is a great way to do this. Something to keep in mind is you should listen as much as you talk, if not more. You might be surprised by the information you come across from talking with someone. After all, the definition of networking is creating a two-way, mutually beneficial relationship.

6. Ask Open-ended Questions

It is a good idea to avoid asking questions that will lead to a yes or no answer because you’ll just graze the surface of conversation. Ask open-ended questions like who, what, when, where, and why. These types of questions will allow for a more meaningful discussion.

7. Follow up, Follow up, Follow up!

The final secret is one of the most important because it can lead to future meetings. After attending an event or connecting with someone, it is so imperative to follow up. This could involve sending them an email, handwritten letter, or calling them on the phone. It ultimately doesn’t matter which form of communication you use. After following up with them once, it is vital to stay in touch with them. You never know when they might be able to help you get an interview, or introduce you to another person who can take you places.

In today’s job market it’s not always easy to make yourself stand out from other applicants. There seems to be more and more over qualified people applying for a job they have more than enough experience and knowledge to do but that’s not always the best way to approach your new search. I stumbled upon an article this week that gave a couple great points about standing out.

Here is the short and quick of it

1. Find a new expertise –  stay true to your skills but evolve with the market into an up and comer in your industry
2. Don’t sell yourself short- if you find yourself without a job, don’t let yourself to take a position that is beneath your skill set. This position might be a temporary fill but could cause you to fall backwards and not be able to get back into the kind of work you love.  This will also lead an employer to question if you’re actually capable of doing the original job that didn’t work out.
3. Make yourself irreplaceable – take a core competency like systems analyst and specialize to be a financial systems analyst. Not only will you be able to do a normal systems analyst job but you can go into more specialized work in the financial industry.

With any new search there is always a little uncertainty but these few tips should make your search a little easier to set yourself apart from other applicants.

As a staffing agency, Anchor Point employees are seeing more of the same thing happening when we extend an offer to a candidate: the candidate’s current employer counteroffers. I recently came across an article in U.S. News & World Report that talked about this very dilemma, and I have highlighted the main points below.

At first you may be flattered by this gesture, feeling like your management must really value you as an employee if they are going so far as to outbid your new offer. However, accepting a counteroffer will most likely backfire in the long run. Here’s why:

1. When breaking the news to your employer that you are taking a new job offer, your employer might immediately panic about losing you, especially if there is an important conference coming up or deadlines to meet. They might need to keep you on temporarily. However, once the big event has passed, your employer, as well as other employees, may view you as the one who doesn’t really want to be there. If layoffs or cut backs start to happen, you will most likely be at the top of the list.

2. Your company might counteroffer simply to keep you on until they can find a replacement for you. In their minds, if you were looking for new opportunities before, you’re going to be looking for them again soon. Regardless, you will most likely be let go at some point once you indicate to your employer that you aren’t content being where you are. In fact, 70 to 80 percent of employees who accept counteroffers either leave themselves or are let go within a year.

3. If you were using an offer in order to get more money from your current employer, think what it took for you to get that raise. Why weren’t you able to negotiate an increase in salary yourself? It took your employer the thought of losing you as an employee in order to give you what you needed. This can only indicate that a raise in the future won’t come easily.

4. If money wasn’t your motivator in looking for a new position, then what was? Were you seeking a new challenge? Did you feel like an outsider? Were you underappreciated? Have you finally hit your breaking point with your boss? Accepting your company’s counteroffer isn’t going to change these factors that made you unhappy in the first place. You’ll likely be looking again even after getting the raise.

5. If you take a company or recruiter all the way through the entire hiring process only to accept a counteroffer from your current employer, you have most likely burned that bridge with the people working to get you a new opportunity. You can almost count on them not wanting to work with you in the future, as they will think you will back out and be a waste of their time again.

Of course there are always exceptions. Sometimes it may end up working out, and accepting a counteroffer could be in your best interest. However, whenever a counteroffer is involved you should take these points to heart and proceed with caution.

You can have the perfect resume and a compelling cover letter and show up for the job interview ready to impress, but get ready to forgo the job offer if one of these 10 things comes into play.

1. Being late. Arriving late to a job interview is often an instant deal-breaker. Hiring managers assume that you're on your best behavior while interviewing, so if you're late, they'll assume you'll be unreliable once on the job. Always allow more time than you'll need to get to your interview, so that you have a buffer in case something goes wrong.

2. Being unprepared. Asking questions about the company that could have been answered with some basic research or not seeming familiar with the job description tells the employer that you didn't bother to do your homework.

3. Not showing enthusiasm. A job candidate who seems lackluster or unenthusiastic about the job prospect will almost certainly become an employee who isn't engaged with the work. Employers want candidates who seem committed and excited, so don't hesitate to articulate your interest in the job.

4. Being rude to the receptionist. Don't just be on your best behavior with your interviewer; make sure that you're polite to everyone you encounter. Many interviewers will ask the receptionist what they think of you. If you were rude or arrogant, that's usually a deal-breaker.

5. Sounding bitter. Job searching is tough, especially in this market, but if you let an extended period of unemployment make you bitter, then you'll turn off potential employers. It's nearly impossible to hide bitterness if you feel it, so it's crucial to find ways to have a more positive outlook.

6. Not being able to give specific examples in response to questions. If you claim that you excel at problem-solving or that you're an innovative genius and then you aren't able to give specific examples, interviewers aren't going to believe you. Make sure to come to the interview prepared with specific examples from your past that show how you've used your skills at work.

7. Claiming you have no weaknesses. You might as well wear a sign saying, "I'm not being straightforward with you." If an employer asks you about your weaker areas and you can't or won't respond with a realistic assessment of areas where you could improve, you'll appear to be lacking in insight and self-awareness. You'll also make it impossible to have a real discussion about your potential fitness for the job. A good hiring manager genuinely cares about ensuring you'll excel at the job, and having an honest discussion of your fit is a crucial part of that.

8. Answering your cell phone in the middle of the interview. If you forget to turn your phone off and it rings, that's forgivable, but answering it isn't. If your phone rings mid-interview, look mortified and apologize profusely--and then turn it off.

9. Sharing inappropriately. Resist the impulse to talk about how much you hated your old company, or the fact that you dated your boss, or your family's medical problems. Employers want to know that you understand professional boundaries and have a sense of discretion.

10. Lying about anything. However much you might wish that you could change the facts about why you left your last job or say that you finished your degree when you really didn't, lying in a hiring process is an instant deal-breaker. Employers want to hire candidates with integrity, not people who show they're willing to lie. And while you might think you won't get caught, you never know whom your employer might know who knows the truth.

Let’s face it, life can throw all you for a loop sometimes. So regardless of your current situation, you should always be prepared for the unexpected. We have all heard this before, but not often enough, do we act upon it.

Take for instance, the recent dismissal of Peyton Manning from the Colts’ roster. Who would have guessed (even after he didn’t start last year) that he might not end his career here in Indy. I sure didn’t, but that’s just it. Change happens, so deal with it (and be prepared).

Now Peyton has found himself in the same position that many IT Professionals could find themselves in one day. Fortunately, there are things you can do today to help you tomorrow.

• Keep Your Skills Current!
  • It’s great that you are a Certified SCRUM Master, but when exactly did that happen again? 1998? Well then what have you done since then to better yourself?
  • This is a question that you should always be prepared for. Hiring managers want to see that you are motivated, and eager to learn new things (even if it isn’t work related).
    • If your reading a book on Philosophy (that counts), if you are pursuing your PMP (that counts), if you are a volunteer for a disaster relief agency (that counts)
    • Clearly, taking a class on AGILE today is more relevant that learning how to surf or ski, but none the less it shows initiative.
    • The important thing is that you are getting out there, getting exposed to new things, learning new skills
• Network!
  • Now if you are taking the above bullet point seriously, this should be cake.
  • Honestly, go out and go to IndyJUG if you are a Java Developer or trying to become one. Go to PMI meetings if you are a PM. If you are happy in your current role, take the call from the recruiter at 9AM. That last one seems a bit odd right? Not really. It is always good to have a recruiter on your side, through good times and bad. You just never know when change will happen, so fielding that call could be the difference between being unemployed for 1 week or 1 year.
    • What would Peyton do without an agent?
• Don’t Burn Bridges!
  • Yes, Indy might be the 12^th largest city in the US, but still word travels fast.
  • You just never know when you might run into the same folks you worked with a decade ago, so make sure however you leave an organization, do so on good terms.
    • That "kid" in the mailroom, might be a Director in 10 years

We all will go through ups and downs in our lifetime, but that doesn’t mean we can’t be prepared. Just keep learning new things, meeting new people (taking that call from a recruiter), and building relationships with them.

Today I have the great opportunity to write a blog post on the rare date of February 29th, the date most of us know as 'Leap Day' or 'Leap Year.'

Since this glorious day only occurs every 4 years, I thought I would list some well-known and not-so-well-known facts about the Leap Year. Get out your pen and paper folks; these are some good random facts to keep in mind for February 29th, 2016.

Famous people born on February 29

• Born 1976 - Ja Rule, rapper
• Born 1972 - Anthonio Sabato Jr., model & actor
• Born 1956- Aileen Wuornos, American serial killer
• Born 1916 - Dinah Shore, singer
• Born 1904 - Jimmy Dorsey, Prominent Jazz Big Band leader.
• Born 1792 - Gioacchino Rossini, Italian opera composer

Other Leap Year Trivia/Facts

• The town of Anthony, Texas, organizes a leap year festival. It proudly calls itself the leap year capital of the world and leap year “babies”, or leaplings, around the world come to its parade.
• In Greece, people believe it is bad luck to get married in a leap year. On the other hand, in Ireland, women can propose to a man.
• Superstitious Chinese believe that more accidents and mishaps occur during the leap month in the lunar calendar. They also think that children born in that month are harder to bring up. Nor are they keen to start a business or get married then.
• US Presidential elections and Summer Olympic Games are both held every four years and occur in the Leap Year.

Today, about 5 million people worldwide share a February 29th birth date.

Do you know any people who were born on February 29th? If not, I bet you could ask around and find someone in your network that has a Leap Year Birth Date or someone who knows a Leap Year Baby. 

A large part of what Anchor Point does is getting to know people on a personal level and finding out facts that normal consulting firms do not think or care to ask or know. Getting to know our consultants is what we are about and that is why we are now a well-known name in the Indianapolis IT Network. Whether it is finding out that they were born on February 29th, or any of the other 365 days of the year, having a more personable/hands-on approach with your consultants will make a Leap! of a difference in how you and your company grow.

Get to know your consultants and contacts! Who knows, they could have a birthday on February 29th!

 -KD

kyle.doehla@anchorpointtr.com

In the past, Indianapolis has simply been overshadowed by other large cities in the Midwest. (Chicago, Detroit, Louisville, Cincinnati)  As a recruiter, that has been a roadblock in sourcing qualified candidates for positions in the Indianapolis market.  Many companies and clients would like to see new resumes, new talent, and simply new people.  In order to make that happen, sometimes it is necessary to open the search for qualified candidates nationwide.

Hosting the Super Bowl made Indianapolis more than just an attraction to football fans across the nation.  There was an enormous buzz about how hospitable, kind, and impressive the city and people of Indianapolis were.  This has helped tear down the barrier for businesses in Indianapolis and more specifically, the staffing and recruiting industry. Massive projects are being launched all over the nation and although candidates are attracted to the compensation associated with these positions, I have also noticed their motivation to relocate to an area and city that peaks their interests. 

The NFL and other media outlets gave a positive message and outlook on the city of Indianapolis and more importantly, the culture of Indiana.  That message was heard nationwide and will be a recruiting tool in itself.  I am confident that these conversations will soon change and I will no longer hear, “Is there more than corn in Indiana?”  But instead it will be, “Indianapolis….. I have heard great things about the city of Indianapolis!”

It's a new year, and the usual predictions abound about what will be hot in 2012.  Based on what I've read and experienced first-hand, mobile recruiting is a recruiting trend we as recruiters should keep an eye on.  Prospective job seekers that aren’t currently using their smartphones during their job search, should be to maximize their search with the type of speed that only the mobile internet can provide.

 MSNBC recently reported that 25 percent of people use their smartphones rather than their computers for most of their Web surfing, so you can bet a lot of recruiting/ job hunting is taking place on mobile devices. This will most certainly only increase in 2012, so whether you are a recruiter or are a candidate seeking your next professional position, remember the internet is powerful tool that you now carry around in your pocket. In addition, this access allows for a much faster engagement process for all involved.

Have you ever left a job interview and thought you were the perfect technical fit but didn’t receive an offer? Is there more to it than just the right skill set? What intangibles are hiring managers looking for?  

This week I was forwarded an article by a hiring manager I work with and it gave me great insight into what sets one candidate apart from another. The article “Hire for Attitude” breaks down the idea that the hiring process attempts to not only gage skill set but also a candidate’s attitude. Organizations want to bring people on who have something to offer and are willing to learn and engage new concepts. The perfect candidate would have the skill set, the right attitude and a desire to learn and grow. While this person may not always exist it’s important to show the person you’re interviewing with that you have a desire to better yourself and not remain stagnant in your career. This same hiring manager refers to this intangible attitude piece as “fire in the belly”.

“Fire in the belly” can be explained as a go-getter, someone who is energetic and willing to tackle whatever problem comes their way.

Some of the ways this can come out in an interview is through your enthusiasm in answering questions, or giving examples of how you regularly read work related articles to enhance your knowledge about a subject. Interviewers will also listen to the grammar and verb tense a candidate uses to help determine a candidate’s drive. I’ve even seen candidates who based on their background and experience may not appear to be a fit for a position but fill it based on drive. This article and the conversations it has spurred have led me to leave you with this little piece of advice, be enthusiastic and passionate about the work you’re doing and want to do.

http://www.forbes.com/sites/danschawbel/2012/01/23/89-of-new-hires-fail-because-of-their-attitude/

It’s the beginning of the New Year, and people are making all sorts of resolutions. I am no different. However, this year I am not vowing to lay off the sweets or shed those holiday pounds. I’m taking a bit of a different direction than most, and I have decided to put more time and energy into building my network.

Out of everything that I have learned thus far in my career, the most important is that networking is vital for success. In our business, it is all about knowing who’s who in the local community. Today, there are a million different ways to meet new people, but I want to know which method YOU prefer.

We have all attended local group meetings, made cold calls, and utilized LinkedIn for referrals/general networking. But which method is the best? Each of them has their own unique strengths and weaknesses. Local Group meetings are great, because let’s face it, nothing can ever replace a firm handshake.  Cold calls also have their value, because you can reach more people, while still letting your personality shine through. Lastly, LinkedIn also has its place among my top networking tools, because there is simply not another outlet, where you can touch so many people.

But unfortunately, these channels can only reach so far. So here is why I am proposing two questions: 1) What other forms of networking are out there? 2) Which method do you prefer?

Please comment on this post or shoot me a piece of mail, and let me know your thoughts. With your help, let’s make my New Year’s resolution a success.

Thanks in Advance!

-Chris Alter
Chris.Alter@AnchorPointTR.com

Time is money at Anchor Point. Finding YOUR way to make the most of your work day is extremely important and is vital in the recruiting field. Everyone has different tips and methods on how they can maximize their productivity at work through time management;

Here is my top 10 list of things that will help you be a more productive employee:

1) Plan Each Day the Night Before

Before you leave work every evening, make a To Do list for the next day. This will prevent things from  slipping your mind the next morning and also give you a jump start on taking care of these tasks in the AM.

2) Prioritize your Tasks

On your To Do list, number the items based on their importance. This will allow you to focus on items that are urgent and close to the dollar, before moving onto less important tasks than can be taken care of later. 

3) Keep a list and cross off tasks when done

Check items off these lists as you complete them. This will help you keep track your progress and also allow you to feel a sense of accomplishment at the end of the day by seeing everything that you have been able to complete.

4) Say NO to unnecessary tasks

Realize whether a task or project is necessary or not. Do not waste your time on things that are pointless or likely to go nowhere. Remember, Time is Money.

5) Don’t spend too much time on one set task/project

Spending too much time on a project will only get you burnt out on it early on in the work day. You can always revisit the project later in the day, but changing it up will allow you to refresh your mind and come back to the task with some fresh ideas and strategies later on.

6) Limit your distractions– Facebook, chat, texts, etc.

Shut-off any distractions that will allow you to take attention away from your task or project. Use your breaks throughout the day to check on these everyday must-haves, but use your precious work time for work only.

7) Keep a running time on tasks

Set a timer on your task and move on after the time is up. This will help you with # 5. iPads and/or iPhones are great for this and there are many free apps that are available to assist you.

8) Take a break when needed

Breaks are important, not only for exercise of the body but also for exercise of the mind. Take a few breaks during the day, whether it is getting out of the office or walking around the building. This will allow you to refresh your body and mind and get back to work and be productive rather than lethargic.

9) Evaluate how you’re spending your time

Use your own tips for Time Management and Productivity. Modify them every once in a while to find what works FOR YOU, and if something isn’t working, change it! Keeping notes on this will help you keep track of what makes you better!

10) Eat, Sleep, Exercise and Repeat

A healthy diet, the right amount of sleep and regular exercise are vital in making sure you stay healthy throughout the year. Getting sick does not compliment your commission structure, preventing any illness will keep you from getting behind on work and allow you to stay on top and continue your road to success!

“The way we communicate with others and with ourselves ultimately determines the quality of our lives”

 – ‘Anthony Robbins,’ Self help author and motivational speaker

We sometimes take for granted that communication is involved in everything we do on a daily basis. In addtion, Communication comes in many different forms and realizing your audience can make you that much more effective in your own communication. Communication is the backbone of any relationship whether personal or professional.

From a recruiting perspective, I can’t stress enough the importance of communication. The relationship you establish with a recruiter can prove to be great experience. It may land you in your dream job, get you that increased wage you have been looking for or help you get into that company that you may not have the opportunity to get into on your own. None of this is possible without excellent communication from both parties.

Once the relationship has been established and the screening process begins, communication will ultimately play the biggest factor in your pursuit of the desired position. Why you ask? We as recruiters understand that our clients are looking for more than just an excellent technical skill set. They are looking for the “total package”. Keep in mind that a resume is just an introduction to your professional experience, how you present yourself and communicate that experience will prove to be more important during the screening process. Without the ability to communicate your experience effectively, you may ultimately miss out on your dream position. We want to provide you with the best recruiting experience possible and in order to do this, Communication is KEY

You are sitting at your desk and the phone rings…

“Hi, it’s Kyle from Anchor Point”

“Hi Kyle, I can’t talk right now, I am at work”

That’s ok, just wanted to let you know about an opportunity that your skills and background would be a good fit…will you have some time to chat later?”

“Nope, I am not looking for another job”   (click)

What just happened?  Well, you just let a golden opportunity pass you by.  The opportunity Kyle called about, was it perfect?  Maybe and maybe not, but what was perfect was a chance to talk to someone with great insight and knowledge on what is going on in Indianapolis when it comes to IT companies.  Why is that important?  It is important because you have a job.  You work in the local IT community, you are employed.  You have survived some tough times and have made it through budget cuts and layoffs and (shudder) rightsizing.  You made it through because you are good at what you do, and make others look good.  It is important because you could fill that job, or know someone who could.  Maybe you know someone who doesn’t have a job, and would be perfect.  Maybe your friend at the company down the street is looking (or should be)?  How would Kyle know that if you don’t find out what he is calling about?  How can you tell Kyle about your buddy who would be great at that job?  What happened was a missed opportunity…for everyone.

Yes, I know you like your job.  Yes, I know you don’t like being called at work.  So tell me when a good time is to talk I will call you back.  Let me call you back and learn more about you…your skills, your experience, what you like about your job, what you don’t.   Tell me what would be the perfect job, life balance, compensation.  Tell me who you know, and what is important to you.  

Tell me what you see going on in Indianapolis.  Ask me what I see going on.  Are most companies in Indianapolis going away from Application Development Project Managers and hiring Scrum Masters?  Are there Coldfusion shops in Indy.  Does anyone still use an AS/400?  Do I see more contract opportunities or direct hire opportunities.  Use the opportunity to learn more, and to help us learn more.  This is a small little network, this Indianapolis IT community.   Use the opportunity to learn and educate.  You may find out something that makes your job easier, or another job may make your life easier.

I understand you don’t want a new job today.  Give Kyle 10 minutes anyway.  He may have the perfect job for you, or at least some good insight.  You may eventually say no…just don’t say no first.

We get asked by job seekers all the time…why do companies do contract to direct hire instead of hiring directly?  I have heard many different “spins” as far as an answer to this question.  Here is the truth:

Companies do contract to hire as a benefit to both themselves, and the candidate they are hiring.  Companies spend lots of resources when hiring a new employee (much as candidates spend lots of resources finding an new opportunity).  In most cases, the hiring process moves fairly quickly.  Companies have needs, and perspective employees want to move to a new job, or secure a job.  The vetting process, while trying to be thorough, usually moves too fast for both the company and the candidate to get a true sense of what both have to offer.  The company is trying to get the best candidate possible, and will present the opportunity in the best light.  The candidate is trying to get the best opportunity, and present themselves in the most positive way possible.  Within the interview process, it is hard for both parties to get a true sense of one another.  Contract to hire gives both the company and the candidate a window, after starting the job, to get comfortable with all that each party has to offer.  For the company, it is an opportunity to see the candidate in action, and understand how they work and fit in to the organization.  For the candidate, it is a period that they can start the job, and make sure they are comfortable with all that the organization stands for, and is trying to accomplish.

The real benefit for each party is this:  For the company, if the candidate is not the right fit, they can make that decision within the contract time frame, and move on.  For the candidate, if the job isn’t what they expected or wanted, they can make that decision within the contract period, and put on their resume that it was a contract position (as opposed to trying to explain in the next interview why they left a “permanent” position in such a short time frame.   It really is a benefit to both parties, as everyone is looking for the best they can get…the best candidate, and the best opportunity.  The best benefit for the candidate?  If they do a great job in the contract period, they have some ammunition to get a better permanent offer.

So the next time you are presented with a contract to direct hire opportunity, take a good look.  It really is in your best interest.

Happy Thanksgiving, and welcome to the Holiday Season.   Many people say that this time of year is the worst time to make a career change.   Don’t believe it.  This is a great time to look for that next opportunity.   You have a built in excuse to contact friends, acquaintances, recruiters, hiring managers and people in your network.  Wish them all a Happy Thanksgiving, a Merry Christmas, a prosperous New Year, or a Season’s Greetings.  Send out an email, or better yet, a card with an update on your search. 

Companies this time of year are trying to use up budget, or are ramping up for a position that starts in January.   Don’t waste the opportunity to get in front of people who can help you search.  Recruiters at Anchor Point would love to hear from you.  Give us an update, send a new resume, or just call to say hi.  You never know when that right email, card or call will generate the offer of a lifetime, so don’t miss out this holiday season.

Integrity is a word that is thrown around a lot these days, but unfortunately many businesses and individuals do not give it enough real thought.

Here at Anchor Point, it is thought about on a daily basis, and we strive to uphold its true meaning. We believe that it quite simply means: Living true to your word, and most importantly, doing what is right.

Far too often in this business, do I hear of people leaving an engagement early (or without 2 weeks’ notice), canceling on an interview with an hours notice, or simply not showing up their first day. But this is a two-way street, I have spoken with many contractors, who have been led on by other vendors, not given any feedback at all, or blinding submitted around town. All of which baffles me, because this is no way to behave in any walk of life.

At Anchor Point, we uphold on integrity on all sides of the operation. Whether it is from the client side or candidate side, you can count on us to deliver what we say we will, provide timely feedback, and be true to our word.

Do what you say you will do, and do what is right.

We feel that this simple mantra is yet another factor that sets us apart from the herd. Let’s face it, there are numerous organizations that try to succeed in this very same arena, but few can come close to matching the value that we provide.

So give us a ring, and see what we can do for you.




 

“While it is important to grow a business, a consistent vision should never be sacrificed chasing an unsustainable growth strategy.”

                - 'Jim Collins,' New York Times, Wall Street Journal and Business Week bestselling author

In late January of 2011, I remember in detail the meticulous interview process that I endured for my current position as a Technical Recruiter for Anchor Point Technology Resources. During my interview with Jeff Kennedy, Director at APTR, our conversation went in many directions that ranged from the company work environment, to the hard work and dedication that the Technical Recruiter position entails. Having done much research on other Technical Recruiting positions at many of the larger IT Consulting companies in the area, I was not completely sold on the opportunity until Jeff discussed with me the Anchor Point business model that has continued to place them high above the competition in the Indianapolis market.

Jeff explained to me that the reason APTR's continuous success since it was established in 2004, was because we have maintained a consistent (but simple) vision of locating and creating strong relationships with the area’s top IT talent. Being able to continuously produce these superior resources has proven to consistently satisfy the long term needs of our growing client base.

More simply put, APTR focuses on “Quality over Quantity.”

By creating these lasting relationships with our clients, consultants and candidates that we’re in touch with on a daily basis, we are able to gather the vital information needed to provide our clients with top-tier talent; and our candidates with top-tier employment opportunities.

The relationships that we form with our clients and consultants at Anchor Point are built on the vision that we will be working with you throughout your entire career. This consistent vision and deep understanding of client/consultant wants and needs is what has allowed APTR to over QUADRUPLE its consultant base throughout Indianapolis and the Midwest in the past year.

Anchor Point has set a company goal of continuous growth and success, and maintaining this consistent vision of producing Quality resources is what has allowed us to evolve from a small boutique consulting firm to one of the most talked about IT Consulting firms in the Circle City.

My 8 year old son was struggling in school the other day, and his teacher ask him why he was having trouble concentrating.  He said "my little sister has been sick with the stomach flu all week and up all night and I have not been able to sleep".  His teacher sent my wife and I an email asking if everything was ok with his little sister (she also copied the Assistant Principal).  Trouble is, he doesn't have a little sister and no one has been sick in our house.  Exasperating for a Parent (Grandma and Grandpa thought it was funny), but a good learning tool for us to use on him...and for a job seeker writing a resume, or filling out a job application.

The moral of the story?   DON'T LIE!!

Good advice...especially while you are looking for a new opportunity, or trying to further your career.  Many companies use background checks through professional organizations, or at the least, check out LinkedIn and Facebook to learn more about you...so don't lie.  If you have hiccups on your resume, or your career path, or your credit...don't be ashamed to let your recruiter know up front.  It may not be important if it is flushed out up front.  The later issues come out in the interview process, the harder it is to explain, and more importantly, the harder it is to get the offer.

So, don't have a college degree?  Don't say that you do...it may not matter, but if it does, don't lie.  Maybe the company has a program that will help you finish your studies.  Position it that way ("I don't have a degree, but was hoping to finish it soon"). Fired from previous job?  It happens.  Be up front, and own it without blaming others.  That goes a long way with interviewers. Been convicted of a crime?  Own it and explain it and let them know you have paid for that mistake, and move on. Anything you think will be an issue...let your recruiter know.  They can help put it in the right light and let you move into your next position.

Remember, Mother knows best, DON'T LIE.

 

Welcome to the Anchor Point Blog!

The Anchor Point Blog is a weekly collection of information to help the IT community become more connected.  Here you will find technology trends, career advice, and information to help you do your job better, or your company become more successful.  So, stop by often and please comment on what you find…the better job we do, the better the community becomes.

We start this week’s blog with some networking basics.   Who you are on the internet is sometimes who you are to the IT community (prospective employers, prospective employees, clients, customers, contractors).  Creating and maintaining your web presence, not just your company’s…but your own, is a continual process.  Have you met a person at a user group that you have never met before?  Chances are you checked LinkedIn to get more information about them.  Looking at resumes?  LinkedIn, Facebook, current company’s website were probably used to learn more.  More so, those people are doing the same with you. 

So, update your LinkedIn profile (both company and personal), and keep your Facebook account somewhat professional.  Double check company website often, looking for mistakes, and potential ways to use it to make your company more relevant.  Do you blog?  Keep your professional and personal blogs separate (don’t advertise you are a clown for hire on the weekend on your professional profile site). Use social media to increase your reputation as a professional.  The more people learn about you on-line, the better opportunity you have to sell yourself to prospective employers, employees, contractors and customers.

Career Advice

When looking for a new opportunity, connect with us (ok, if not us, a reputable consulting firm, or us).  We have our fingers on the pulse of the local IT community…we know the jobs, the hiring managers and the opportunities.  We can point you in the right direction, give you resume help, interview tips, negotiating advice, and improve your visibility.  Finding the right job for your skills and what you want in a career is a moving target.  We will be happy to help you find your anchor point.

The Anchor Point Team (Pictured / Minus a couple) successfully weathered the storms and pulled off an amazing Tailgate Party!  Despite the outcome of the game and extremely wet day, a great time was had by all!  Our Anchor Point Recruiters and Account Managers greeted our happy tailgate guests and showed them how to have fun!  We also want to thank Dewpoint and Hitachi for joining us for the evening.

Date/Time: Thursday 09/15/2011, 5:30 PM.
PDUs:1.5
Location: The Mansion at Oak Hill in Carmel
On-Line Registration: Ends on Monday, 09/12.
Cost On-Line: Members $20 / Non-Members $25/
Volunteers $10/ Executive Board Members
Cost on Site: $25
Cancellations: $3.00 (accepted through 09/12)

GENERAL SURVEY

We will be conducting a general survey at each Program meeting. Your responses are very important to us and are evaluated to ensure that you continue to receive a very beneficial membership experience.  Please complete the survey card and place it in the container marked Surveys on the table in the back, thank you.

GENERAL NOTICE

Notice: Photographer on Premises: A photographer may be on site to document the PMI Central Indiana Chapter program activities. Photographs are the sole property of PMI Central Indiana Chapter. By registering for and attending these events, attendees understand that PMI Central Indiana may use the likenesses for future promotional purposes. If you do not wish to be photographed, please notify the photographer and/or videographer on site.

Colts vs Steelers
September 25th
Please contact Jeff Kennedy at jeff.kennedy@anchorpointtr.com to register today.