Archive for category Employer

TRC Professional Solutions Recruiters Reveal What They Look For in a Resume

6 Second Rule- RecruitersAs the job market continues to evolve, a dynamic resume still remains the backbone of a job search. And for recruiters, it offers an overview of your skills, qualifications, and education that will ultimately determine whether or not you will be invited in for an interview. Today’s resumes are carefully crafted and formatted, serving as the gateway to the next step in your career.

A job study conducted by The Ladders reveals the average time spent by recruiters looking at a resume is around 6 seconds. Luckily, our recruiters have put together a list of 7 things you can do to help your resume stand out:

  1. Tell A Story: The common job trend of stating your responsibilities objectively has slowly faded away. In today’s job market, recruiters and employers are looking for your resume to tell a story about your experiences. Rather than list bullet points, illustrate a step-by-step statement that demonstrates how you met objectives and exceeded your goals. Use a balance of quantitative and qualitative data to bring your experience to use.
  2. Market Yourself Online: Make sure to put keywords from the job you want within your resume as much as possible in order for recruiters to find you in search engines. Doing this will drastically increase the amount of search results you will show up in. To be more specific, if you are an Electrical Engineer, include keywords and accomplishments such as “Programming” or “Design.”
  3. Show off Your Talent for Details: Make a statement that you are an IT Professional. Without explanation about what you have done, there is no frame of reference to consider you for a position, so make sure you are as detailed as possible. Being detail oriented is a skill set that needs to shine through!
  4. Convey Consistency and Quantify Your Accomplishments: Proofread your resume once completed to ensure punctuality, flow, readability, and tone are consistent. Simplicity goes a long way so try to steer clear of overwhelming the recruiter with too much text. While aiming to depict simplicity, quantify your prior accomplishments any chance you can. For example, instead of listing that you monitored or managed monthly budgets, specifically state how large the budget was.
  5. Categorize Your Resume Correctly: As you categorize your resume, keep in mind that your skill section should only list skills that you can be tested on today. Chances are that you will be asked about these during your interview, so if you are not able to perform these, then it might be best to leave them off.
  6. Be Careful When Formatting: Many times, if you use a special type of formatting, the website or job portal such as CareerBuilder or Indeed might not upload it properly. In order to avoid this, only use formatting tools for their intended purposes. Allow Microsoft Word to do this for you! Use borders for borders, underlines for underlining, and bullets for bullets. If you are asked to submit a resume via email, we also recommend to send this as a PDF file to avoid formatting errors from occurring when the recruiter reviews it.
  7. Don’t Limit Yourself to One Resume: Draft several resumes that focus on different aspects of your experience. If you are a Technical Manager who can program, create a resume that focuses on project management, one that focuses on programming, and one that does both. We promise the extra work will be worth it in the long run!

Crafting the perfect resume takes time and careful critiquing, but by following our suggestions, could help your resume stand out. TRC Professional Solutions has created a template that can be used for almost any tech related position, so be sure to click below to download:

TRC Professional Solutions Resume Template

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Insight from Recruiters and Recent Data Indicates a Candidate-Driven Job Market

job seekersIn today’s economic conditions, have you noticed a shift from an employer-based job market to a candidate driven one? If so, you’re not alone because over the past few years, there has been an adjustment in our nation’s hiring strategy. So the real question is, what are the driving forces behind these practices and what is causing them to change?

Zach Sines, Recruiting Team Lead for TRC Professional Solutions shares his insight on the candidate vs. client job market conditions. He states, “Today, the market is candidate-driven because there are less job seekers available for the positions clients are looking to fill. Candidates are more selective about what they want in a new role. Due to this shift, employee perks and benefits have significantly improved at multiple organizations. As a result, salaries are steadily increasing and employers are looking to hire more valuable employees.”

A recent report from the MRI Network Recruiter Sentiment Study reveals that 83% of recruiters described the labor market as candidate-driven, which is an overall 29% increase from 2011.

The study also reveals that 31% of candidates refused job offers due to accepting outside offers.

Other reasons candidates are rejecting these offers were of various reasons:

  1. Candidates accepted a counter-offer from their current place of employment.
  2. The salary and/or benefits package was lower than expected.
  3. Candidates had a change of heart regarding switching jobs.
  4. Relocating for the position was not a top concern for the candidate.

Newly created positions continue to be the top reason for job openings. Staffing firms such as TRC Professional Solutions can help locate and place candidates for opportunities at many well-known organizations. Job seekers and hiring companies can learn more about TRC Professional Solutions, or feel free to engage with us by providing your insight on today’s candidate-driven market.

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Is the “9-5” Work Schedule Staying or Fading?

9-5Times are changing and so is your average work schedule. Did you know that the first five-day workweek began in the United States in 1908? However, now more companies are allowing for their employees to telecommute and create their own schedules. A recent Millennial Report indicates that 45% of Millennials would pick flexibility over compensation. Take a look at the following factors that may cause this shift:

  1. “Hot Jobs” Allow for More Flexibility: Some of the hottest jobs on the market right now are tech related with a key focus in IT, Data, or Engineering. These types of positions are shown to have more leeway to telecommute. Also, with Social Media on the rise, multiple positions are being created to manage an organizations online presence. This also requires employees to manage these technologies beyond “normal” 9-5 working hours as consumers peruse Social Media late into the night.
  2. Advancing Your Education: Many businesses place extra focus into their employee’s career development. In order to achieve this, acquiring new skills and furthering their education is imperative. As a result, Millennials will be spending their time taking additional classes, workshops, seminars, etc. to stay marketable in this changing work environment.
  3. Big Data Dominates Corporate Structure: As we struggle to keep up with the latest and greatest in technology, companies are prepared now more than ever to set up their employees remotely. Meetings can now be done virtually and phone systems can be connected with our personal smartphones. If we have access to be just as productive as we would be in our office, are the set office hours necessary too?

Don’t get your hopes up yet! This will be a gradual process as you might begin to see employees working from home up to twice a week or an occasional switch in your schedule. If you have any feedback of what type of schedule you prefer, we would love to hear from you!

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4 Key Tech Trends to Watch for in 2015

trendsAs the technology industry continues to generate more career opportunities, employers are seeking specific skills to fulfill their open positions.

As job seekers continue to broaden their careers, take a look at the following trends to watch for in 2015:

  1. Shift from Temporary to Full-Time Employment: Business News Daily reveals, “Employers planning to hire temporary or contract workers in 2015, fifty-six percent plan to transition some of those workers into full-time permanent roles.” Studies have also shown organizations are planning on hiring more employees in 2015.
  2. Big Data: If you are in the tech industry, then you have probably heard this term. Big Data is one of the hottest topics within the job market right now. Organizations are determining how to use Big Data to help them operate it effectively and efficiently. The need for candidates who know how to, mine for, manage and use this data for businesses will continue to grow.
  3. Mobile Focus: Did you know that 86% of job seekers who have a smart phone would use it to search for a job, but 50% of career sites aren’t optimized for mobile? Moving forward, more companies are spending additional funds to ensure their technologies are mobile friendly, which will provide more opportunities for candidates with related skill sets who can fulfill these needs.
  4. Help Desk Roles: In 2015, there will be a higher need for staffing agencies to place candidates in positions catering to technical support and help desk associates. As technology continues to change, the number of devices and variety of hardware and software that organizations support will sky rocket. As a result, it becomes more difficult for organizations to support these platforms and hiring needs will increase.

The real question at the end of the day is, how can you, as a job seeker prepare for these trends? Stay on top of the latest updates within your industry, learn new skills to make yourself marketable, and over-prepare for the interview. If you have any other key technology trends to look out for in 2015, we would love to hear from you!

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Austin: Information Age City, No Exception to Skills Gap

austin, texasLike many U.S. cities, Austin, Texas has been recruiting the high tech industry for years, and now is home to hundreds of Information Age companies employing thousands of people.

And today, with so many new tech companies, the city is like most other cities across the nation in that it has experienced a shortage of local skilled workers to fill its tech jobs.

Rather than leave companies with no choice but to search outside the United States for skilled labor, city officials like Chamber of Commerce President Glenn West have insisted that the key to a promising economic future is to train and educate our citizens and youth for the jobs of the future. In Texas, the under-18 population grew 17% from 2000 to 2010 (that’s 6.5 times the national rate), and its workforce is expected to grow faster than the rest of the country between 2011 and 2014. Educational programs and job training are critical to turning this growth into an asset. Austin high schools have adjusted their curriculum and implemented courses aimed at engaging students in tech courses and producing graduates who are confident in math and science. And that’s an important start.

In the meantime, staffing firms like TRC Professional Solutions in Austin help locate and place hard-to-find skill sets for companies. A great staffing firm can help ease the pain of a talent gap by doing the legwork of locating and recruiting highly skilled professionals by placing them in the jobs they want, for the pay they deserve – resulting in a win-win for companies and professionals alike.

And in the long term, communication and collaboration between employers, communities, teachers, and youth will be crucial to closing the skills gap and setting our nation up for economic success in the coming years.

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Pay Raises Ahead in 2015!

pay raiseThis Christmas season, I bring you good tidings of great joy! No, not the ones proclaimed by the Angelic Host in Matthew, but ones from a recruiting leader on the front lines of the technical job market. I believe that we are at the beginnings of an uptick in salaries for IT and Engineering Professionals.

For purposes of my thoughts here, I am talking about pay raises in excess of 5%. According to the HR consulting firm, Mercer, the average pay increase for employees in 2015 will be 3%. For top performers, it will be close to 5%.

Here are 3 reasons why I believe more significant pay raises will be coming for Technical Workers in 2015 and beyond:

  • Improving Economy-While the economy isn’t growing at a record breaking pace, it is much better than it was 2 or 3 years ago. Keep in mind, that we had 5% growth in GDP in Q3 of 2014. The economy is also seeing positive trends in the areas of housing, job creation, gas prices and consumer sentiment.
  • Demographic Changes-An improving economy has led to an increased stock market. As I write this, the Dow Jones broke the 18,000 market for the first time. Many people who had put off retiring 5 years are ago are now financially able to do so. This shortage of talent has been particularly painful in the manufacturing sector where an aging workforce exists. There simply aren’t enough young people that choose the manufacturing field as a profession. I recently had one client tell me, that they anticipated losing nearly 40% of their Engineering workforce over the next decade due to retirements.
  • Supply and Demand-Employers are hiring again. In the recruiting world, we are now in what is known as a “candidate market.” This manifests itself in our world by counteroffers from current employers and candidates with multiple offers. Employers need to expedite the hiring process or risk losing top talent.

Pay raises are the primary “arrow in the quiver” of employers in the retaining key workers. Employees that recognize this early will be on the front lines of hiring and attracting the best talent.

I’d love to hear your thoughts!

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Why You Did Not Land the “Follow Up” Interview

interviewIf you are like the rest of us, then you have probably have gone through an initial interview process, but unfortunately never heard anything back about finalizing the “next steps”. Chances are, you thought you aced the interview, but were soon disappointed to never receive a response. Don’t worry- you are not the only one- we have all been there!

After all, one of the biggest complaints from job seekers is not hearing back from employers. We have provided some feedback as to why you may not have landed the “follow up” interview:

  • The Position May not be Available Anymore: Unfortunately, the recruiting process can change at any time. There are many outside factors that can come into play: the company might not be able to provide for this position financially or some candidates from within the organization decided to apply for the same job. It is also possible they have chosen to not move forward with hiring someone for this role. Bummer, we know!
  • Some People Avoid Confrontation: This is something to keep in mind during your job search. Due to the increasing amount of applicants, some hiring managers place their focus on candidates who will make the right fit for the open position and choose not to follow up with candidates they are not moving forward with.
  • Employers Are Still Deciding: Sometimes companies have not fully committed to creating a new position or may take their time sorting through candidates for the position. If this is the case, it doesn’t hurt to follow up with the hiring manager down the road!
  • Increasing Number of Applicants: In today’s competitive market, the HR department is swarmed with numerous applications, many of which are qualified for the current open position. There is also a chance your resume might have gotten mixed in with other applications. Now that you know this, go ahead and follow up with a “thank-you” letter and a phone call a week later thanking them for taking the time to meet with you.
  • There is Still Room for Improvement: First impressions are crucial, so make sure you arrive early and dress to impress. Work on your presentation skills by speaking confidently during the interview process and cater your resume and cover letter specifically to the position you are applying for.

The bottom line is that there could be many external reasons that could come into play when deciding who to hire. If you didn’t land that “follow-up” interview- don’t get discouraged- the right position may be just around the corner! If you have any experience of why you did not land that “follow up” interview, we would love to hear your story!

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