How to Hack Your Job Search Part II – Personalize Your Candidacy

October 22nd, 2018 by ifi-admin


In our last candidate feature, we offered tips on how to hack your job search to “beat the ‘bots,” aka the Applicant Tracking System and its inherent keyword ranking. In this installment, we examine ways to inject some personalization into your job search.

Consider Your Target:

To be successful during a selection process, it helps to think like the hiring manager. Imagine the drain of reviewing hundreds of applicants who all utilize the same buzzwords of your trade. How can you set yourself apart? What does this particular company need and value most? What aspect of your candidacy will resonate with them, intrigue them?

Hiring managers like to be successful. Many fear making a bad hire. You need to break through the apparatus of the application process to come alive for them. Here are ways that can help:

At the Resume Level: Be 3-Dimensional

  • Don’t be afraid to share unique aspects of your interests. Talk about self-study projects, hobbies and tech experiments at home. By sharing “Other Interests,” your resume better describes all aspects of your personality and helps you stand out.

Network Among Peers

  • Attend and/or volunteer at industry and association events to get the inside track on hot trends, topics, and what’s going on at peer companies. It will help you stay confident at a future job interview. The connections you make at industry events can help you in two ways in your job search: 1. You’ll have inside contacts and 2. You’ll have information about the corporate culture.

Find A Mentor

  • Working with a mentor in your area of specialty is invaluable. In addition to helping grow your knowledge base, your mentor can provide an excellent recommendation to prospective employers.

Use Social Media

  • Keep your Linked-In profile up-to-date with your most current skills, projects and accomplishments. Leverage your social media profile by posting and sharing interesting industry-related articles, and follow or connect with as many people in the industry as possible. Your LinkedIn profile helps connect your skill set with your human side, so be certain to distinguish yourself.

Use a Specialist Recruiter

  • Specialty Recruiters have insight into the corporate culture at the companies you’d be applying to. They will understand how to best present your experience and skills to entice a hiring manager. They can offer objective guidance in your job search, and if all goes well, your next interview!

Personalize Your Interview

A valuable thing to remember in a job interview is that you’ve already been screened for qualification. The interview establishes whether there is a “fit”. You’re auditioning for the role of co-worker. How you communicate is as important as the content of that communication, and your soft skills are as important as your technical skills.

Research the profiles of your interviewers and look for areas of commonality. Educate yourself on the company’s goals, current projects, and pain points. Compile a list of thoughtful questions.

As the interview proceeds, if you really listen to the other person, and listen to find hints of what the person is interested in and excited about, you will quickly discover how to connect in an authentic way. Listen more than you speak, but connect by collaborating, not just selling your traits. If you can establish a rapport with your interviewer and create an affinity, that new job may be yours!

Are you ready to personalize your job search? Contact Phoenix Partners for help.


Beat the Fourth Quarter – and the Future – Tech Talent Crunch

October 2nd, 2018 by ifi-admin

Photo of a HR Director planning for the fourth quarter and future tech job crunch - with the help of Phoenix Partners Inc.
As fourth quarter rolls out, the rate of unemployment continues to decline in the Delaware Valley, increasing the steady pressure on talent acquisition. Year over year, the unemployment rate has dropped from 4.8% in 2017 to 4.1%, as reported last week by the Bureau of Labor Statistics.

The year-end countdown has begun with the waning sunlight, leaving companies in a time crunch to find highly skilled technical candidates to fill open positions or risk losing the budgeted allocation. Read the rest of this entry »


Candidates: How to Hack Your Job Search

September 18th, 2018 by ifi-admin

Photo of a man optimizing his resume to help avoid applicant tracking system filters, leading to a more successful job search

Those in technological roles know that new technology can be a double-edged sword. While “Skynet” hasn’t completely commandeered job search, the phenomenon of using software to evaluate candidates for a position by filtering resumes against keywords has certainly created the possibility that a talented and tech-savvy candidate could get lost in a black hole. Read the rest of this entry »


Managers: How to Tap Into the Pool of Talented Introverts

August 28th, 2018 by ifi-admin

In a climate where technical talent is in high demand, no stone should go unturned in the search for ideal candidates. However, your company may be missing out on a third to half of the talent pool if your hiring process, like most, favors extroverts.

While unintentional in most cases, extrovert bias is a natural outflow from an emphasis on interview performance. It’s easier to want to give the job to a candidate who exudes confidence and charisma and responds adeptly to curveball questions.

“Extroverts are more accomplished at describing their value. With soft-skills being an important element for teamwork, it’s tempting for hiring managers to favor people who seem the most pro-social,” says Kay Durkin, founder of Phoenix Partners.

“However, in technical fields, introverts with a capacity for complex problem-solving are often better suited to many positions.” Read the rest of this entry »


Candidates: Don’t Let Video Kill the Interview Star

August 6th, 2018 by ifi-admin

Photo of a job candidate having a successful video interview.

Video interviews continue to gain popularity among hiring managers in order to meet the rising demand for qualified candidates in a cost-efficient, streamlined manner. With more companies hiring for multiple locations across America (and globally), many HR departments are integrating video interview technology into their process, either as a supplement or an alternative to in-person interviews. What does that mean for a candidate like you? Read the rest of this entry »


Employers: Midsummer Situation Staffing Report

July 26th, 2018 by ifi-admin

Photo of a hiring manager looking for candidates in the very tight summer 2018  job market
This summer hiring managers and human resources personnel, together with Independent Recruiters, are feeling the squeeze. Midsummer was once the season for long walks in the sand, sunsets at the cottage or lazy days on the boat, but in 2018, the talent war has not paused to draw a breath.

With the Bureau of Labor Statistics reporting a 2.3% jobless rate for managers/professional workers, it’s little wonder.

Globally, employers continue to struggle to find workers with the right skills. According to ManpowerGroup’s 2018 Talent Shortage Survey, almost half of US employers (46%) said they can’t find the candidates with the skills they need, up from 32% in 2015. Many of the toughest positions to fill are categories of special interest to Phoenix Partners and its clientele, including Engineers (#3), IT (#6), and White Collar professionals (#8). Read the rest of this entry »


How Blockchain Might Affect Your Future Job Search

July 9th, 2018 by ifi-admin

Photo illustrating job candidates using blockchain technology to enhance their job search with Phoenix Partners

Many talented professionals are too busy to look for a new job. Working with an independent recruiter saves time and energy, but does not entirely eliminate the extensive tasks of on-boarding, credential checks, and other busy-work that is frequently redundant but critical to your successful selection for a desired position.

You’ve probably heard a lot of buzz about blockchain and cryptography, but if you’re like most people, you may have only a foggy notion of what it is and what it can do, specifically for you. Read the rest of this entry »


3 Ways Blockchain May Revolutionize Hiring in the Future

June 21st, 2018 by ifi-admin

Blockchain technology with abstract background - showing how it could revolutionize the hiring process

You’ve probably heard a lot of buzz about blockchain and cryptography, but if you’re like most people, you may have only a foggy notion of what it is and what it can do, specifically for you.

To understand the way in which blockchain technology may revolutionize hiring, it’s important to first have a clear picture of what it is, and why it’s different than databases or applicant tracking systems.
Read the rest of this entry »


Candidates: Mastering The Six Second Resume Quest

June 15th, 2018 by ifi-admin

Optimize your resume for applicant tracking systems and for readability with the help of Phoenix Partners

When sending your resume for a job opening, your first task as a candidate is to get past the gatekeeper, whether this is a recruiter reading your resume for a potential match or a Fortune 500 company looking for top talent. This is followed closely by the second quest, which is to engage your reader. Read the rest of this entry »


For Employers – Selecting the Right Recruiter

May 24th, 2018 by ifi-admin

In an article published by Australian NPA network member Scott Van Heurck of Wood Recruitment, he suggested that the three keys to the successful selection of a recruiter are diligence, trust, and value added. We thought this topic would be interesting to expand upon.

Types of Recruitment

Recruiting firms offer different types of search proposals, with different terms, so it’s important for employers to understand the distinctions in order to determine if a firm offers the type of recruitment desired.

The three types of recruiting searches usually performed are Contingency, Engaged, and Retained search. In a contingency search, the recruiter is only paid when successfully filling a job opening. In an engaged search which is almost always done on an exclusive basis, the recruiter is given a deposit to cover research and other upfront costs; the deposit is then deducted from the final placement fee on successful completion of the search. In a retained search, the recruiter, by contrast, is paid a retainer fee whether or not a candidate is hired.

Phoenix Partners performs both contingency and engaged searches for clients. In today’s competitive hiring climate, engaged searches usually warrant prioritized time and attention. Read the rest of this entry »


 
 
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