Hall Employment Now!

The Cutting Edge and Insiders Track of How to Gain Employment Quickly!
1. Auflage 2015
ISBN: 978-1-63192-742-3
Verlag: Bookbaby
Format: EPUB
Kopierschutz: Adobe DRM (»Systemvoraussetzungen)

E-Book, Englisch, 250 Seiten

Employment Now! The insiders track of how to gain employment quickly in today's job market was written to be a highly 'tactical and practical' way for people looking for a new job, looking to make a career change or anyone needing to find employment. From an entry level position to executive management, the content in this book is like no other! It contains exercises to help the reader develop a true plan as to how to structure and execute a highly successful job search. There are resume formats never seen in any other materials. Strategies to help newly hired people to get pay raises faster than ever before! And methods to help the readers keep the job of their dreams. This is not a philosophical journey. It is a highly structured format, game plan to help the reader find employment the fastest way possible and use the latest in technology to do so. We hope you love this book and look forward to any feedback. Oh.. it is also available on audio CD format, along with digital files for resumes, cover letters and follow up communications for the job search!

Autoren/Hrsg.

Hall, Steve

Leseproben

JOB SEARCHING -- “FINDING THE NEEDLE” NEWSPAPER ADVERTISEMENTS There are literally hundreds of ways to search for jobs. One way (and now considered the “old-fashioned” way) is the reading the newspaper. Certainly the web has taken down newspapers and definitely the employment classified sections. Still, there are companies who do use the newspaper and business entities that require positing positions in the local paper. For example, some government jobs do have some requirements to post jobs in print. In most cities, newspaper ads do contain a steady number of positions that are entry-level opportunities. The most common positions listed are sales, clerical, accounting, and service industries. Some newspapers have a business section that may also list positions, but if so, typically those are usually higher level, professional positions. Take a look at your local paper to see if it has ads in the business section. In the newspaper and other employment job posting avenues, sometimes you may see “blind box” ads. These ads run and are designed to advertise positions without revealing the company’s identity. Companies often place these ads to replace a current employee without the employee’s knowledge. Additionally, the company might not want the public to know which company has a vacancy. This allows this companies to respond only to resumes that most closely fit their employment needs and not to hundreds of unqualified candidates. It also reduces the number of phone calls to the human resource departments from applicants and search firms. If you respond to a “blind box” ad, read the advertisement very carefully. Check with your human resources department to find out if they have current openings in the advertised areas. The last thing you want to do is to respond to a “blind box” ad, only later to find out later it is your company that is running the ad! If it is, you might become a full-time, self-employed job seeker very quickly. Check it out! EMPLOYEE REFERRAL PROGRAMS Many of the larger companies have an “Employee Referral Program.” This is a monetary incentive program designed to use a company’s existing employees to recruit people into their organization. The employees who give referral candidates who are hired receive money for each successful candidate. This is a very inexpensive way for companies to recruit people, since most people usually associate with those like them. If a company has a great worker, that great worker will most likely know someone like him or her at another company and be able to get that person to consider making a change. Knowing this information, ask your friends at other companies you are interested in and find out if they have such a program. Your personal friends are a tremendous resource for networking and assisting in your job search. If your friends have a job referral program, it should motivate them to take an active part in getting you hired. Some companies with these types of programs do pay hundreds or even thousands of dollars for applicants who get hired! BY ALL MEANS, ASK! PLACEMENT AND CONTRACTING FIRMS Placement and contracting firms are a very good place to start, particularly if you have some good professional experience under your belt. Let me explain how they can help you in your job search. First, if you are just entering your job search, many of these placement firms have a temporary placement department which focuses on placing entry-level as well as seasoned professionals. Going into a new career, looking at a temporary position has many advantages for both you and the employer. As we discuss later in the book, most of a hiring decision is if you “fit into the organization” or the chemistry part of a company’s culture. Given you and another candidate, job skills being similar, a hiring manager will select the person “best suited” for the job and its environment. We’ll talk about how to do this, and beat out your competition later in this book. Landing a temporary position is a great strategy to get working right away, see if you like the company and people there, and determine whether the job is a good fit for you. In many cases, companies will hire a temporary person with the intent to make the job “permanent.” Obviously there is no such thing as a “permanent” job, except if you get the job as a United States Supreme Justice. Their jobs are for life. There are not many other jobs like that. Definitely consider taking on a temporary job. For more seasoned professionals (entry-level and middle management), placement firms can help with your job search. Typically they are contracted by companies to hire specific people with detailed job skills. Many times they are smaller firms without a traditional human resource department or are a large company with a high volume of openings and contracting with these firms to find candidates. They do much of the screening, job and education verification, and other verifications of their candidates, then pass on the candidate’s credentials to the prospective company for the human resource or hiring management there to decide if they want to bring the candidate into the company for more interviews. A couple of decades ago, there were a lot of these firms. However, since the popularity of the internet and job search sites, these types of placement companies have downsized. My advice is to seek out these firms in your area, connect with them, and see what they can do for you, given your specific job skills. Contracting firms do exactly that. They typically find people with highly developed professional skills such as computer programmers, recruiters, and those with other technical skillsets, and contract these people to their client companies. Jobs that are seasonal, a temporary large increase of job openings, and other flexibility factors are reasons companies will “rent talent” by hiring a contractor. Many times, a contract position could be for a specific time like ninety days or more, or set up for a specific project to be completed. Contracted positions, similar to temporary positions, again allow some of the benefits we spoke of. These positions allow companies to see how a candidate fits into an organization, how they can perform their job tasks, and whether they are a good fit for the company. Contracted positions also allow companies to pay for your services without the need to pay any benefits, saving them money and giving them the flexibility to terminate if for any reason they don’t like you or your job skills. In today’s employment environment, if a company hires you, and you are not a good fit for the company, unless there is a “probation period,” that company may have to go through a lengthy process of firing you, particularly if they do not want to pay any unemployment benefits. If you do get the opportunity to do a contracting gig, do it. When you are there, be sure to demonstrate your value to the organization, particularly if you want your contracting position to extend or become a full-time career. I will cover more on this subject later. SEARCH FIRMS Search firms are agencies that search and place high-level job seekers. They are usually paid a retainer or a percentage of the earnings for the successful placement of a candidate. Here is how they work: Most professional search firms have personnel who specialize in areas of expertise, such as accounting, sales, administration, and executive. These representatives make contact with employers and develop a relationship with the client company. The client then requests a particular person for a high-level or medium management position. The search firm representative then develops a list of qualified candidates, usually people already doing that particular job from targeted, competitive companies. Typically the search firm representative contacts these people to ask them if they are interested in a new employment opportunity. If the contact is interested, the representative requests a resume, often does an initial interview, and then refers the candidate to the client company. If their contact indicates they are not interested, the search firm representative usually asks if they know anyone else who might be qualified and interested in the opportunity. And the network continues on. With this process, search firm representatives quickly get well known within their respective fields, and establish their organizations as ones that attract excellent candidates for their clients. OUTPLACEMENT ORGANIZATIONS Outplacement companies are organizations that usually establish contacts with companies that are going out of business or downsizing. Although outplacement organizations are paid by companies to help place their laid-off personnel, outplacement organizations may be a good source of information. Some outplacement companies have open forum meetings where they exchange information with candidates as to where positions are available and to find out about the current job market conditions in their areas. You might want to contact them on your own, but don’t invest a lot of time unless you strike a chord with someone there. Studies show that search firms and outplacement organizations only account for about fifteen percent of placements, while approximately five percent from newspapers, about ten percent...