Recently I read an article which was building a case to hire overqualified candidates for your open positions.  With the economy making a slow comeback there are more candidates applying for positions which may be overqualified for their skill set.

 A positive of hiring an overqualified resource is the flexibility they can bring to the team due to their previous roles. They may be able to bridge any gaps in your current team. Another is the motivation it may bring with the existing team to continue with their performance and the mentoring which may transfer in a given team.  The last positive is achieving more value as you may get more than you paid for with an overqualified resource.

 The pitfalls to avoid is to have a realistic interview and take time to outline how their role will be in the team.  Ensure there are parameters expressed to the candidate as to his or her role.   If there is an opportunity for continued growth in the company be sure to discuss the growth potential.  The pay scaled may be tapped out with an overqualified candidate, so you may need to set the direction of possible next promotions to retain the staff member.  

 The next time an overqualified resume passes your desk take the time to explore the candidate as it may pay dividends to really find out the capabilities of the candidate.

If you are in the job market you may want to review your social networking sites to ensure your online reputation is not hampering your efforts to land your next position.

A full 70% of surveyed HR workers in the U.S. admitted to rejecting a job applicant because of his or her Internet behavior. 

86% of U.S. HR staffers surveyed indicated that a good online reputation can have a positive impact on a job candidate’s chances. 

The above results in a recent Microsoft based survey definitely reinforce the point that one needs to be wary of what you post to your social networking sites and more importantly what your friends may be posting to their sites. 

If you are active in social networking be sure to review your content and you may want to pay attention to what your friends have posted about you as well.  The phone that also is able to snap a picture makes it all too easy for content which may not be flattering to your online image to be posted within minutes.  

As the economy improves there is likely to be a larger shift in workers accepting alternative offers.

Cost cutting actions made by US Employers in 2009 have contributed to a decline in the morale and commitment of workers, according to an annual study by Watson Wyatt and WorldatWork.  

The 2009/2010 US Strategic Rewards Survey found that employee engagement levels among all employers dropped 9 percent since 2008.

Engagement is how committed the workforce is to their current organization.  Lower engagement of workers can lead to a loss of productivity, quality, and customer service.    36% of top performers say their employers’ situation worsened over the past year.  Having your top performers not happy could be detrimental to an organizations future human capital retention.

The following is part of the study conducted by 1,300 workers.  These surveys were conducted in May 2009.

Disengagement:

Percentage of Top-Performing employees who say they:

41%  Believe that pay and benefit changes made by their employer in the past year have had a negative effect on work quality and customer service.

29% Are less confident in management’s ability to grow the business.

26% Are less likely to be satisfied with advancement opportunities at their company.

14% Are less likely to want to remain with their companies vs. take a job elsewhere.

Source:  Watson Wyatt and Worldatwork’s 2009/2010 US Strategic Rewards Survey, HR Magazine November 2009.

HR Managers and executives should review these numbers and ask how it may effect their overall position and whether actions taken due to the economy may contribute to dis-engagement of their workforce.   As the economy gathers steam there will be ample opportunities to re-engage their workforce.  

CNNMoney.com posted an article the topic of which was interview blunders.   OI Partner which is an outplacement consulting company compiled the list and provided commentary on why these blunders stand out.  As I reviewed the list I agreed with all the points.   I believe many IT people do #3 all too often.   I have had many interviews where the individual seems to be distracted.  In fairness I do tend to call candidates at the spur of the moment so if you get a call and are not in a place to give an interviewer your undivided attention let them know they have caught you flat footed and offer an alternative time.   

 Here are the most common errors career coaches at OI Partners see — and how to fix them:

10. Over-explaining why you lost your last job. It’s okay to mention that your last position was eliminated, but then move on to what you can do for this employer.

9. Conveying that you’re not over it. “During interviews, some people are acting wounded, angry or sad,” Schoonover says. These are normal emotions after a layoff but they don’t belong in a job interview — or you may “seem unstable and communicate that you don’t grasp the business reasons for layoffs,” he adds.

8. Lacking humor, warmth, or personality. Many anxious job candidates are “one-dimensional during interviews, and are too focused on getting their talking points across,” notes Schoonover. “Don’t forget to show qualities that can be a real plus in the decision-making process, including humor in good taste, warmth, and understanding.” One thing interviewers want to know, of course, is how pleasant you would be to have around the place every day.

7. Not showing enough interest or enthusiasm. After all, “companies are looking for people who are excited about working with them,” Schoonover says.

6. Inadequate research about a potential employer. It’s essential to be up on the latest news, so be sure to Google the company before the interview. Be prepared with well-informed, thoughtful questions about its products or services and its future plans. Many applicants aren’t bothering, Schoonover says, and it shows.

5. Concentrating too much on what you want. Focus more on what the interviewer is saying. Listening carefully is crucial in steering the conversation toward how you would fit in and what you have to offer.

4. Trying to be all things to all people. “Devote most of your effort to talking about what you know you do well, and don’t try to stretch your actual qualifications too far,” Schoonover advises. A good rule of thumb: Don’t apply for any job unless you have at least 75% of the stated qualifications.

3. “Winging” the interview. Schoonover hears from many hiring managers that candidates often aren’t ready to answer difficult questions. So rehearse. “Prepare and practice a 90-second verbal resume, and some answers to possible questions, so that you come across as succinct,” he suggests.

2. Failing to set yourself apart from other candidates. “You have to make the strongest possible case for why you are the best person for the job,” Schoonover says. “Specifically address what impact you can have on sales, profits, costs, or productivity within the next three to six months. Use quantifiable achievements from past positions to back up your performance promise.”

And the No. 1 mistake OI Partners’ coaches see job hunters make:

1. Failing to ask for the job. “You have a much better chance of getting the job if you ask for it,” says Schoonover. “Close the interview by summing up what you can bring to the job, and ask for the opportunity to deliver those results.”

I attended an HR Conference earlier this year.  Invariably every session seemed to cover or circle back to social networking and how as a recruiter you need to be “out there” in all the social media.  And here I thought I was covered with Linkedin!   Evidently I was way behind.  So, with some trepidation, I took the plunge and set up a Facebook account.  I can’t say I have found a new hire, but I have not flooded my Status with IT Requests just yet. I am saving up for a really good one! I did run across an article which reported several Tweets and Status Updates which actually cost an employee their job.    One Tweet expounded on how great the job was under the influence of marijuana.   There was also the facebook story of an employee calling in sick with a family emergency. His boss was not happy with his posting pictures of his Halloween costume from the party he happened to attend at the same time as the “family emergency”

I still can’t come up with a solid reason why I need to Twitter and am glad to hear that a large percentage of folks who do have rated the content as useless blabber. 

Another issue is the friends you invite and what they post.   That long lost friend from high school, 20 years removed just may create perception problems for you in the event they post some not so flattering picture or remark that associates itself  in some way shape or form to you.  Hopefully folks cruising Facebook will exercise some give and take on passing judgment, but if you are on facebook be cognizant of what is on your site from time to time.

Happy Thanksgiving!

CNNMoney.com recently posted the Top 50 jobs in America.   Several IT jobs made the top 50 list.   Money and Payscale.com rate the Top 50 careers with great pay and growth prospects over the next 10 year period. 

Information Technology had a great showing on the list with seven IT related positions ranked in the top 50.   Below are the results of the seven positions with their ranking and projected job growth over the next 10 years.    

Ranking            Job Position/                                         Job Growth % 

On List Title                                                      10 year forecast

5                      IT Project Manager                              16%

12                    Software Developer                              28%

17                    IT Business Analyst                              29%

28                    Technical Writer                                   20%

30                    Telecom. Network Engineer                 53%

39                    Computer Software Prog Mgr              28%

40                    Applications Systems Analyst               29%

Just the other week I had a candidate who asked me the bill rate and I responded with a range where I thought would make the individual competitive. Prior to the rate question I had asked him to elaborate on his experience. He provided me with very little feedback, which left me wondering how much depth he really had with the tool.

I indicated that in order to be competitive I felt we need to be around XX. He did not think my number was competitive and went on to chide me on how he felt “Competitive” was a very weak and lame word in itself, that he, ”does not compete” and that he, “provides a highly skilled service”  I wasn’t inclined that day to argue the point, knowing I had another candidate who provided me with a very detailed four paragraphs which clearly outlined his background.  His depth with the tool was evident, and I moved forward with him.

Any client will have limits on pay rates and we always assume that there is outside competition on any given client. A recruiter can give a ball park number which we think would get the client interested. However the client will want a resume and if the resume lacks enough depth on it and the rate is higher than others we will not get the call to have an interview.

Negotiating your rate will depend on various factors which have to be taken into consideration. The first one to consider is location of the project. Every region or city’s cost of living will be different. Will you need to travel if so how much travel expense will you incur for travel and temporary housing.

Duration is another important variable as it has a great effect on the first variable which is location. A longer term duration typically allows for a reduced expense on the travel side as a 6 -12 month lease is usually available versus a monthly rate.

Another consideration is the benefit package. Does the consulting company provide benefits such as Medical, Dental, Short/Long term Disability and 401(k)? What are the premiums for these benefits and how important are these benefits to you.

How many of the skills requested do you have? If you have all the skills required and several of the beneficial skills you are a much stronger candidate.

Will you be able to gain additional skills to improve your marketability in the future? How long have you been out of the workforce is another factor to consider as possible tradeoffs to consider in your final rate.

Eventually the recruiter will ask the salary question and likely not until he has a good idea of your experience with the required and beneficial skills. If you are pressed with the salary range question the subject is open for discussion so offer a range. If you are negotiable on that range indicate that prior to stating the range.

Many times when I ask the compensation question, I am asked about my experience with the client and if I have a feel for what the client may tolerate. Many times we do have a good idea, either through past experience or as is sometimes the case, being explicitly told by the client upfront. However, as the IT industry has hot skills, niche skills and the combination of separate skills, which all must be factored in when submitting a final bill rate to the client. As mentioned previously, typically there are others aggressively pursuing the same position.

Your best bet is to be flexible and talk through the rate question to formulate a number you and the recruiter and hopefully the end client will all feel good about.

Over the years I’ve read tons of articles on what you should and shouldn’t include in your resume.  Each comes from a different industry and point of view.  Not everything is applicable to every industry or position.  As an IT recruiter, I’ve seen a lot of good and bad resumes over the years.  From these, I have compiled a list of tips to help you get your resume from my inbox and into the decision-makers’ hands faster and generally with a higher degree of overall success.

Don’t zip your resume.  

If your resume is really that large that it has to be zipped, then it is an autobiography and not a resume.  I am not impressed that you know how to zip it.  The exercise of unzipping a 2 page resume will not earn you points with a recruiter.

Don’t bold key words in your resume

Have you ever tried to read one of these at length? I may be seeking other words than the 50-70 words that you may have decided are important for me to see.  A red flag goes up that you are an expert at “Buzzword Bingo” and not an expert at those listed.

Don’t list the exact same functions on every job

We do like to see some details, but when you use the exact same, or virtually the same, verbiage on 3 projects we can’t help to wonder what you really did.  Show your wordsmith and communication skills – this is especially important if you are a business analyst or documentation writer. 

Refrain from including a separate Accomplishments section  Listing a whole page of accomplishments should be saved for your annual Christmas list and not your resume.  Tell me about each of them under your actual work experience where they occurred.   Listing them in accomplishment form will only have me asking you to “Prove it.” 

Give me some background

Many times technical resumes jump into the deep IT  verbage which I am interested in but I would also would like to see if you can explain how your project supported your previous employer.  Consider your resume as if you were telling it to Grandma, give me a paragraph on what the company does as there is  a good chance I may be unaware of the company or industry for that matter.  Draw me into why your project was significant and what it accomplished.  Most IT projects solve a business problem, enlighten me on what it was.

Formatting

Refrain from tables or a lot of formatting in your resume.  Many times what is aligned when you send it may not be presented correctly in the reviewers system. Also, many recruiters reformat your resume into their template before presenting it to clients, so having to strip out complicated table formatting and so forth can significantly slow down your resume from reaching the client.  Keep it clean and simple!  When in doubt, ask for an example of what the recruiter considers his/her “dream format”.  Unlike those who zip, make my life easier with your format, and this “will” earn you points!

According to a Careerbuilder sponsored report  18 percent of the roughly 2,500 hiring managers surveyed have reported seeing more job seekers try unusual tactics to gain attention in 2009.   Up 6% from the previous year.

Some of the better ones are listed below:

     Candidate sent a shoe with a resume “get my foot in the door”

     Sent a cake designed as a business card to include a picture of candidate

     Dressed as an Easter bunny due to proximity to Easter

     Candidate staged a sit in in the lobby

     Candidate washed cars in the parking lot

My personal hiring experience cannot top the above mentioned tactics.  However, at my previous employer I did come across the most unique resume.  The position I was seeking to fill  was a graphic artist .   The resume was a 5×5 folded heavy stock paper which opened up to five pages.  Each page was a different theme and the writing flowed in random fashion.  If that was not impressive enough, the resume was encased in a wooden frame from which the resume slid out.  The wooden frame was decorated  as well.  The candidate was demonstrating first hand his ability to be creative.

The hiring manger was impressed, however the resume was over 2 weeks old and the position was filled.  The hiring manager definitely would have brought in the candidate for an interview.    

Before trying an extreme tactic you may want to call to ensure the position is still open.   As for the resume, I displayed it on the filing cabinet as it was an attractive piece.

In IT recruitment it is easy to say that it is never the same day twice but last week really seemed to be a diverse week in regards to the technologies I was seeking for our clients at QA Technologies. 

The requests were released on a daily basis and did have a decent time to to complete and with the staggered release they were not all due on the same day so I could keep my recruiting cycle moving and still sound like I had it together when talking with the candidates.  At least I think I sounded that way,, applicants can be too polite sometimes so maybe they just did not want to risk offending me.

It started with a COBOL Developer with a few caveat requests specific with two other technologies which were foreign to me and a lot of candidates as well and also some PL1.  Did I mention it was for 3 months… 

Next was a Filenet Administrator for an upgrade in Filenet, to include a  lot of Java and Web Development and DB2 or UDB experience.

Follow up those two with a J2EE Developer with Websphere experience.  The plus skill was to have previous experience within the business/industry knowledge.

Lastly was the Business Objects, Crystal Reports guru with 3 years of Java and web based development as well as UDB experience.   

The good news is I did have candidates to submit so at least I managed to find resources for the clients.