Blogs

The Recruiter’s Dozen: 12 Resume Tips to Kickstart Your Job Search

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Guest blog spot by Outside-In® Team Member Caitlin Olszewski

Writing your resume for the approval of a hiring manager can always be a frustrating challenge. At Placers, we are often sought after for job application and resume advice. We’ve put together this carton of tricks and tips to take your resume from scrambled to sunny-side up.

  1. Read and re-read the job description. Are you a good fit for the position? Read the job description carefully to ensure that you meet the requirements and would be a viable candidate for the position.
  2. Stay focused. Keep your resume clear, concise, and tightly focused on the job you are seeking.
  3. Market yourself. Think of your resume as a representation of your own personal brand. Market it with strong words and a clean, crisp design that makes you stand out.
  4. Action words speak louder. Use actions words such as executed, administered, and directed when describing your accomplishments.
  5. Put your best font forward. Don’t get crazy or kitschy with fonts. (I’m talking to you, Comic Sans and Papyrus.) Stick with appropriate fonts like Arial or Times New Roman.
  6. Keep it short & sweet. Try to keep your resume to one page if possible. Multiple-page resumes often drown in a sea of candidates navigated by recruiters and manager sailors with short attention spans.
  7. Know the lingo. Use industry keywords and phrases within your resume to attract the experts and put you a cut above the rest.
  8. Make sure it can be copied. Chances are, your resume will be copied and scanned quite a few times while it makes its way to key industry players. Print your resume on 20-24 lb. paper to ensure that it copies clear and sharp.
  9. Wear your heart on your resume. Low on work experience? Be sure to list volunteer work.
  10. Brag a little. List all associations, memberships, and relevant awards.
  11. Habla Español. Knowing another language is what could put you a step ahead of another bueno candidate. Don’t forget to include any knowledge of other languages!
  12. Impress in 10 seconds. The “10 second test” is a term recruiters often use to describe how quickly they can tell if you are a good fit for the job or not based on your resume. This ain’t their first rodeo—grab the recruiter or manager’s attention and retain it using the above steps to find success in your next job search.

Time Has Come Today!

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Whenever I approach my business development day I often feel like I can hear the old Chambers Brothers song in my head with “Time Has Come Today” echoing and reverberating around my office! Time!!!! Time!!!! Time!!! There seems like there is never ever enough of it for doing sales the right way. The song is eleven minutes long by the way—about as much time as it takes to really plan your sales day!

ID-100248281So for you time-pressured folks with sales responsibilities here are my greatest hits:

  • Focus on the right target customers. You may like certain customers and enjoy the conversations. We all have legacy and long-term customers that we are friendly with. The key is to focus on the right type of prospect and to define it.  
  • Have the right service or products to offer. Many small businesses start selling and servicing to anyone that will buy. This pays the bills and keeps the lights on. However, very quickly an organization needs to make a strategic decision with its resources and focus on selling the right size products and services. If your customers buy too little your costs of sales rises too high!
  • Don’t quit on your pipeline. Too many times sales professionals stop following up on leads and prospects. Social media is riddled with articles and blogs on this topic alone. However, we still stop too early. It takes 6 to 10 attempts to make something happen. Too many sales professionals stop after 1 or 2. Is it mental approach or organizational skills? Either way, time is the enemy!
  • Have a plan. Block your time. Be organized and know what you’re doing before you start. Do your research in organized times. When you’re making calls and sending notes do it in blocks. MOST block their time but do not prepare their work!
  • Create balance. Why do some people hit quota and most don’t? Some of it is about how you spend your valuable time. Do you make the extra call or do the extra work? Do you think long term and invest in key relationships? Do you add value to the people you meet and network with? It took me 20 years to become an overnight success! Get it? If you think about today’s or this month’s quota you may win for a month or two—but not in the long run. Sales is a balance of short and long term with activities, with your pipeline and size deals, and in your overall mindset!

Now the time has come! There’s no place to run! Time! Time! Time!

IT Skill Sets Top Hard-to-fill Recruiting Challenges

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What skill sets are you having the most difficulty recruiting?

Staffing Industry Analysts conducted a survey to find out and discovered that IT tops the list for hard-to-fill recruiting challenges. This comes as no surprise to our resident IT staffing guru, Zach Werde.

Here’s what SIA found: “Across all occupational categories, the skills most-frequently cited as difficult to recruit were those associated with managing and modifying company-wide enterprise software –SAP was commonly mentioned, as were other enterprise software providers. It’s notable that this set of skills was the most-frequently cited recruiting challenge in both 2014 and 2013. The second most commonly cited IT skill recruiting challenge was Java, which was likewise frequently mentioned in our 2013 survey.”

To learn more, we talked with Zach who says, “I love working on SAP & Java roles. That’s kind of my bread and butter, especially SAP.” We asked him why these skill sets are so difficult to recruit. Here’s what he said:

“The short answer is supply and demand.

The long answer, there is simply a huge shortage of IT workforce in the United States — especially on the niche, complicated roles like SAP, Salesforce, Java, even .NET, etc.  For these types of roles, somewhere between 1 out of 10 and 1 out of 100 of the available candidate pool are Unites States born citizens that randomly decided to become an SAP Business Objects Consultant or something like it. And the other 90 to 99% of the work force are not US born citizens.  They are foreign nationals working in the US with an H1 work visa or EAD that allows them to live and work in the US — because the US has a shortage of available workforce.

After this, it gets really complex, but the bottom line is in order to successfully staff for these positions you need to understand the market and also how to navigate third party employers. Why? Because all of the people that have these skill sets are essentially “owned” by the people that hold the H1 work visa and you have to go through them to find the talent.”

So there you have it. You knew they were difficult roles to staff but now you understand more about why they are hard-to-fill positions. And why you need to connect with people like Zach. Are you having IT staffing challenges? Connect with us at Placers today.

Results are based on findings of Staffing Industry Analysts’ 2014 Contingent Buyer Survey, conducted in April 2014, and reflect the opinions of buyer respondents from 175 large (1000+ employee) companies.

Image courtesy of FreeDigitalPhotos.net

Peggy Eddens, CHRO of WSFS to Guest Speak at Outside-In Seminar

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Talent Strategy: How Employee Engagement Pays Off

The talent experts at the Outside-In® Companies have teamed up with Peggy Eddens, ‎the EVP of Human Capital at WSFS to present at our July Talent Seminar!

WSFS Bank Human Capital under the direction of Peggy Eddens has seen employee engagement climb to new levels of success. The institution is serious about customer service and research shows a high correlation between the engagement levels of employees and the satisfaction of customers. During this workshop you will learn about the unique, targeted approaches that are being employed to influence employee engagement at WSFS.

Further, you will gain insight into how talent strategy can have a dramatic impact on the financial performance of the firm. While other banks did well to weather the storm during the recent recession WSFS grew market share and improved financial performance. This vibrant program will give participants new tools to focus on people as the competitive advantage of the firm.

Join us and take the first steps to developing a new talent strategy playbook.

Get your ticket on Eventbrite today!

7:30-8:00 AM     Enjoy breakfast and coffee and meet some new people!

8:00-8:45 AM     Talent Seminar Presentation by presenter, Peggy Eddens

8:45-9:00 AM     Q&A

This Talent Seminar has been submitted for HRCI credits.

About Presenter: Peggy Eddens, WSFS

Peggy H. Eddens was appointed Executive Vice President and Director of Human Capital Management in 2007, and named Chief Human Capital Officer in 2012. Prior to joining WSFS, she served as Senior Vice President of Human Resources and Development at NexTier Bank in Butler, Pa from 2003-2007. Her financial services career began in Pittsburgh at Mellon Bank where she held a variety of training and human resources management positions for over a 20 year span, culminating in her role as First Vice President and Regional Human Resources Director for Citizens Bank following the merger. She received her MS in Human Resource Management from LaRoche College and her BS in Business Administration from Robert Morris University.

Peggy is very community involved and serves on the Junior Achievement (JA) of DE board and is a member of the JA Leadership Council. She is also on the board for Delaware Humane Association (DHA) and chairs the DHA Personnel Committee. She is a member of the University of Delaware Employer Advisory group and has served as the program director for the University of Delaware School of Continuing Studies for the Strategic Human Capital Certificate program. Peggy also serves on the Events Committee for the Little Sisters of the Poor. She volunteers as a guest presenter for various local colleges and has been a key note speaker for affiliated organizations, across the country.

Peggy married her high school sweetheart, Greg and they have two sons. She and her husband live in Hockessin. Her hobbies include bird watching, walking, reading and shopping! And Peggy is a die-hard Steelers and Penguins fan too!

Have questions about Outside-In® Seminar / Talent Strategy: How Employee Engagement Pays Off? Contact us.

Servant Leadership: Vacation & Days Off

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At Outside-In® Companies, we work hard to share content and to communicate regularly with our employees, customers, and other key stakeholders. When this week’s marketing went out, mostly automatic responses came back. “I am sorry I am out of the office until July 7th, the 14th, or whatever it might have been. Please contact (fill in the blank) if you have any urgent matters.” I stopped and thought about all those that left working—those employees who got the extra call, email, or workload because you or someone else was out on Holiday.

ID-100135888Don’t get me wrong, everyone needs (and earns) their time off. Generally speaking, the average employee never seems to take all the time off that they have earned. However, with technology only a touch screen away, work always seems to get in the way.

I have a culturally-led goal for Outside-In® Companies—for leaders to encourage the newest or least senior person get that choice week or Friday off before the Holiday weekend. Leaders should be in the office working and getting things done. And yes, you should close the office down. (I am not bragging but four of my leaders were working and wrapping things up long after 5pm on July 3rd so that others could get started on their long weekend).

The average leader works so hard to climb the corporate ladder, to have the title, company car, three-week vacation, or big bonus that we have forgotten what servant leadership is all about.  To be a servant leader, you need to anticipate and meet the needs of your employees. You must be honest, direct, and fair. Leaders must share the truth. Especially when it prevents an employee from being good or great in what they do.

However, being a servant leader also means showing sacrifice and equality. If you expect your values to be real and for all to be equal, you must show it in your actions and policies. Next week take a look around the office. Are all the leaders on vacation and the employees working hard? Or is their servant leadership in place? Either way, all can live this trait. Take on the burden and offer to close the office for someone. That is what servant leadership can be; especially when your staff is getting the job done!

Peggy Eddens, CHRO of WSFS to Guest Speak at Outside-In Seminar

  by    0   0
Talent Strategy: How Employee Engagement Pays Off

The talent experts at the Outside-In® Companies have teamed up with Peggy Eddens, ‎the EVP of Human Capital at WSFS to present at our July Talent Seminar!

WSFS Bank Human Capital under the direction of Peggy Eddens has seen employee engagement climb to new levels of success. The institution is serious about customer service and research shows a high correlation between the engagement levels of employees and the satisfaction of customers. During this workshop you will learn about the unique, targeted approaches that are being employed to influence employee engagement at WSFS.

Further, you will gain insight into how talent strategy can have a dramatic impact on the financial performance of the firm. While other banks did well to weather the storm during the recent recession WSFS grew market share and improved financial performance. This vibrant program will give participants new tools to focus on people as the competitive advantage of the firm.

Join us and take the first steps to developing a new talent strategy playbook.

Get your ticket on Eventbrite today!

7:30-8:00 AM Enjoy breakfast and coffee and meet some new people!

8:00-8:45 AM Talent Seminar Presentation by presenter, Peggy Eddens

8:45-9:00 AM Q&A

This Talent Seminar has been submitted for HRCI credits.


About Presenter: Peggy Eddens, WSFS

Peggy H. Eddens was appointed Executive Vice President and Director of Human Capital Management in 2007, and named Chief Human Capital Officer in 2012. Prior to joining WSFS, she served as Senior Vice President of Human Resources and Development at NexTier Bank in Butler, Pa from 2003-2007. Her financial services career began in Pittsburgh at Mellon Bank where she held a variety of training and human resources management positions for over a 20 year span, culminating in her role as First Vice President and Regional Human Resources Director for Citizens Bank following the merger. She received her MS in Human Resource Management from LaRoche College and her BS in Business Administration from Robert Morris University.

Peggy is very community involved and serves on the Junior Achievement (JA) of DE board and is a member of the JA Leadership Council. She is also on the board for Delaware Humane Association (DHA) and chairs the DHA Personnel Committee. She is a member of the University of Delaware Employer Advisory group and has served as the program director for the University of Delaware School of Continuing Studies for the Strategic Human Capital Certificate program. Peggy also serves on the Events Committee for the Little Sisters of the Poor. She volunteers as a guest presenter for various local colleges and has been a key note speaker for affiliated organizations, across the country.

Peggy married her high school sweetheart, Greg and they have two sons. She and her husband live in Hockessin. Her hobbies include bird watching, walking, reading and shopping! And Peggy is a die-hard Steelers and Penguins fan too!

Have questions about Outside-In® Seminar / Talent Strategy: How Employee Engagement Pays Off? Contact us.