January 10th, 2013 by Sybil
If you are thinking of changing jobs…or are still in college, here are some planning tips for in-demand jobs for 2013 and beyond. The top 20 jobs with salary ranges were reported by Business Week magazine on 1/7/13:
- Sales representative/business development ($65,000-$75,000)
- Software design/development ($85,000-$95,000)
- Nursing ($35,000-$45,000)
- Accounting & finance executive ($65,000-$75,000)
- Accounting staff ($45,000-$55,000)
- Networking/systems administration ($65,000-$75,000)
- Administrative assistant ($35,000-$45,000)
- Business analysis (software implementation) ($85,000-$95,000)
- Business analysis (research) ($65,000-$75,000)
- Finance staff ($65,000-$75,000)
- Project management ($85,000-$95,000)
- Testing/quality assurance ($65,000-$75,000)
- Product management ($85,000-$95,000)
- Database administration ($75,000-$85,000)
- Account/customer support ($35,000-$45,000)
- Technology executive ($115,000-$125,000)
- Electrical engineering ($65,000-$75,000)
- Sales executive ($85,000-$95,000)
- Mechanical engineering ($65,000-$75,000)
- Government contracts administration ($55,000-$65,000)
Here are some industries that are in demand…
Recruiters: Online job advertisements for recruiters and staffing professionals in September increased 12 percent from September 2011 to more than 14,000, according to Wanted Analytics, a firm that tracks online job ads. Compared to the same time period in 2010, ads are up 29 percent.
Cloud Computing-Related Jobs: 1,700,000 cloud jobs go unfilled in 2012, according to a new report by Microsoft and market intelligence firm IDC. The reason was lack of training and certification to work in a cloud-enabled world. The report also found that demand for cloud- ready IT workers will grow by 26% annually through 2015. There is no one-size-fits-all set of criteria for jobs in cloud computing. Therefore, training and certification is essential for preparing prospective job candidates to work in cloud-related jobs.
CPA Specialists: If you have any of the following certifications/experience, you are in demand by this headhunter. Contact Sybil Goldberg for ongoing job opportunities in your specialty area.
September 27th, 2012 by Sybil
REMEMBER THESE TIPS WHEN WORKING WITH A RECRUITER:
- Recruiters don’t find people jobs: The average job seeker has it all mixed up – recruiters don’t go out and find jobs, recruiters find candidates. They match candidates with open positions given to them by their client companies. Recruiters are tasked with filling these job requisitions. If you’re planning on working with recruiters, understand that they are often looking for very specific types of candidates – don’t get offended if you don’t match.
- Recruiters are part of the bigger picture: With this in mind, job seekers should embrace one or more recruiters as part of their overall job seeking strategy – not as an end-all solution. Professional networking, social media sites, and other job seeking channels should still be utilized to maximize individual job leads. Job seekers should recognize that recruiters can open additional doors for them and are inevitably part of the larger job market landscape.
- Recruiters and job seekers need to work together: It’s all about teamwork. Job seekers should be honest about their credentials and in turn, recruiters will work hard to push their profile towards the right opportunities. Be open and upfront about your current compensation and future expectations and recruiters will get the interviews rolling. If everything works out, the recruiter makes a placement and you get a new job – both sides win when there’s mutual respect and understanding.
- All too often, job seekers throw themselves at recruiters and expect royal treatment. Candidates have a hard time accepting the fact that recruiters don’t work for them, but with them. Recruiters always have your best interests in mind (and they want you to get hired), but they can’t make individually tailored jobs appear out of thin air.
- Seeing eye-to-eye with recruiters isn’t all that complicated when you use their services as one of many valuable resources in your job seeking toolbox. If you are looking for a job, make sure you pursue every avenue available to you – and that working with recruiters in the correct fashion is part of your job search strategy.
Good luck on your job search. If you want to share your resume with our network of 900+ executive recruiters, just email your resume and answers to the following five questions to resume@spectra-az.com.
- Primary reason for your current job search.
- Minimum salary for researching matching job openings.
- Willing to relo? If so, where?
- Compensation history for last 3 years (please list base separately from commissions/bonuses).
- List at least 3 ‘bulleted’ strengths/accomplishments/selling points related to why you would be an excellent hire for your next employer.
September 7th, 2012 by Sybil
If you are interested in learning more about the requirements and job duties of a virtual recruiter, please click the link below. Spectra is now hiring virtual recruiters.
August 19th, 2012 by Sybil
We are experimenting with the Beta for Smarterer skills testing platform. Soooo…
why not have some fun while you also learn about Smarterer… a simple, fun, and authentic way to show what you know. Smarterer is a platform designed to score individuals on any and every digital, social, and technical skill under the sun. Using crowdsourced test design and a scoring mechanism similar to the one developed to rank chess masters, in just 10 questions and 60 seconds they can give you a valid score.
 Click here for testing your knowledge of using LinkedIn for recruiting. Have fun and feel free to give us feedback.
June 4th, 2012 by Sybil
Staffing levels in corporate accounting and finance are expected to remain stable in the third quarter, according to a recent survey of CFOs. But the same executives increasingly are reporting difficulty finding qualified professionals. Read full article here…
Sybil Goldberg, CPA/Headhunter is ready to help you find that next great career opportunity. Email sybilg@spectra-az.com for her ACCOUNTING & FINANCE special headhunter services! Don’t make a move without taking advantage of her 20+ years of recruiting experience and CPA credentials.
March 16th, 2012 by Sybil
Spectra is hiring virtual recruiters!
If you are interested in becoming a virtual recruiter (working from home part-time or full-time), please check our website Virtual Executive Recruiter for more information. Great income potential and stable career — and may be the perfect career path for you!
December 28th, 2011 by Sybil
 Here's hoping for some great career resolutions in 2012!
December 4th, 2011 by Sybil
Shopping for holiday gifts isn’t always the easiest thing
in the world. So, here are three ideas that I bet will work for
almost everyone on your shopping list!
(Maybe someone will even get one for you!)
Encouraging others to read and learn is never a bad option. The Kindle is an incredible option for a gift and considering the fact you can grab your hands on one for as low as $79. Right now you can buy someone an awesome electronic gift without breaking the bank!
If you’ve never read on a Kindle before, you are missing out. They are revolutionizing how content is being consumed, and clearing a ton of space on the bookshelves and landfills. The only downfall I see is they are also putting some bookstores out of business, but hey, the times they are a changing.
Reading on a Kindle is easy on the eyes, very convenient and I’ve found that I actually read much more because it seems quicker than reading a tangible book. Maybe it’s because there is often less words on a page and they are spaced out a bit more, so I tend to breeze through the pages.
THE KINDLE…
“I can’t think of a single other gadget that costs less than $100 that I’d actually recommend, which makes the new Kindle just about the best Christmas gift out there.” – Popular Science
THE KINDLE TOUCH…
“The Kindle Touch felt instantly intuitive to use, and I’m not even someone who’s great with gadgets. I definitely think EasyReach will make it more comfortable to read in bed, which is important to me.” – EW.com
THE KINDLE FIRE…The best Kindle on the market!
“The Kindle Fire is a 7-inch tablet that links seamlessly with Amazon’s impressive collection of digital music, video, magazine, and book services in one easy-to-use package. It boasts a great Web browser, and its curated Android app store includes most of the big must-have apps (such as Netflix, Pandora, and Hulu). The Fire has an ultra-affordable price tag, and the screen quality is exceptional for the price.” – CNET
Good luck with your shopping and enjoy the holidays!
September 12th, 2011 by
WHAT NOT TO PUT ON YOUR RESUME
When submitting your resume, don’t make these mistakes! According to a recent survey, hiring executives indicate the resume is where most job seekers make mistakes in the application process. So…if you are trying to get past the first round of your resume review, pay close attention to ‘what not to put on your resume’.
1. The Obvious…No Lies
Always represent yourself as accurately and honestly as possible. This goes without saying as usually any omission or misstatement on your resume (when checked by your prospective employer) may immediately take you out of the running.
2. Personal life
You should only include: full name and contact information, including email, phone number and address. Leave all other personal details off the resume. If your prospective hiring manager wants more information, they will ask. Use your own good judgment for exceptions to the rule.
3. Omit Photos
Omit photos unless it is common to do so in your industry. Although photos are present on several social media sites, let your employer discover those on their own.
4. Limit your Work History
Limit your work history to professional experience only and do not include hobbies or irrelevant job history. The exception may be for recent graduates or employees with only limited work experience. You only need to list past 10-15 years of work history unless you have upper level experience beyond that length of time.
5. Salary Requirements
Omit all salary information on your resume and only include in a cover letter if specifically asked by the prospective hiring manager. Then, of course, give them a range to avoid knocking yourself out of the running.
6. No Insider or Confidential Information
The current prospective hiring manager will know that you can’t be trusted with confidential information if you include these kinds of items from your current or previous employers. It is poor judgment and could open you up to a potential law suit.
7. No Negative Comments on How You Lost a Previous Job
Omit all negative comments regarding previous employment (if you left under negative circumstances). BUT…if asked to explain a negative about how you lost a previous job, bite the bullet and tell the truth. This will not contradict #5 above. Then, make sure to follow any negative aspects of previous employment by following up with strong positives in that position or other positions. Put emphasis on the positive – not the negative.
8. Don’t Oversell
Make sure your statements do not oversell or overstate your actual experience or responsibilities. You want the reader to truly understand what your real responsibilities and accomplishments were with your previous employers.
9. Have Your References Ready
Do not include “references available upon request”. Instead, have your references ready when asked for them
10. Don’t Make It Hard to Read and Understand Have Only 30 Seconds to Two Minutes to Make a Good First Impression
You only have about 30 seconds to 2 minutes to get the recruiter or hiring manager’s attention. Make a good first impression by keeping your cover letter brief and do not include too much information on your resume. Recruiters and hiring managers are busy and will, most likely, only scan your information at best.
11. OK to Leave Off the ‘Objective Statement’
Usually not necessary unless you are switching careers or have recently graduated. If necessary, you can include in a summary of your qualifications.
Wishing you success…
Spectra International
May 19th, 2011 by Sybil
Timing is everything because this is a GREAT time to learn how to become a virtual recruiter! Why? Because the old staffing agency model is slowly dying and being replaced by experienced virtual recruiters working from home! And, most importantly, there is a looming labor shortage being caused by the current generation of retiring Baby Boomers!
Up until the last couple of years, you HAD to work for someone else if you wanted to be in the staffing and recruiting industry! The overhead, franchise fees, office equipment, training, back office systems and memberships just made it too expensive to work on your own.
Recruiting Stays the Same … And Also Keeps Changing
Recruiting basics remain the same but the ‘recruiter’ job description is always changing. Since almost 60% of on-site recruiters were downsized or laid-off during the economic downturn of the past couple of years, some of those recruiters have ‘gone rogue’ and have discovered the wonderful world of independent recruiting – working from home. I doubt, though, that most recruiters understand that being a recruiter is one of the few jobs that actually lends itself to working remotely (virtually). In fact, recent studies show that virtual recruiters (those working from home) are actually MORE productive than on-site recruiters! Working primarily at home is the main difference between a virtual recruiter and the old staffing on-site recruiter role.
So…How Do I Become a Virtual Recruiter?
The most important step is to study the job description and daily habits of an experienced recruiter and determine if you have the skills, commitment and interest to make it as a competent, full-cycle, money-producing recruiter. Though the following requirements in the ‘recruiter’ job description are NOT all inclusive, they will give you a pretty good idea of what your daily tasks will be. The first set of requirements come from the traditional staffing agency ‘recruiter’ description and the second list includes qualifications that I would include for all forward-thinking, effective and successful future virtual recruiters:
Traditional Requirements for Recruiters
- Complete knowledge and control of ‘cradle-to-grave’ placement process (25 or so unique steps) including:
- relationship building through industry knowledge used in gaining trust and credentialing yourself as a valuable resource in soliciting job openings
- creatively recruiting, screening and interviewing the best possible candidates
- managing the entire interview process including debriefs and follow-up interviews
- controlling reference/background checks, offer, acceptance, compensation and all other critical aspects of a successful placement
- acting as liaison during the resignation, counter-offer, start dates and relocation details
- billing and collecting in accordance with your fee agreement
2. Meeting educational requirements (4 yr degree a plus) and/or industry specialization and training
3. Acting professionally and ethically at all times
4. Maintaining good time management skills; being self-motivated and results driven
5. Personable with good communication, listening and writing skills
6. Computer/Internet savvy with knowledge of social networking and other passive recruiting techniques
Future Qualifications for Virtual Recruiters
- Development of Just-In-Time talent identification and acquisition
- Always stay in learning mode; pay attention to industry/job trends in order to act as a true consultant to your clients
- Understand that job board candidates only represent 20% of the possible workforce; most candidates are happily employed and are NOT on the job boards
- Understand the baby boomer generation and looming labor shortages
- Know your metrics – and how to adjust them for best results
- Keep abreast of trends and innovative recruiting techniques to stay competitive in state-of-the-art recruiting practices
- Always be involved in training, training, training
- Listen twice as much as you speak; know the right questions
- Learn to leverage your time and grow your business through outsourcing
Sounds Complicated…Is It Worth It?
The answer is simple. A contingency fee recruiter can easily earn $50-$120K a year; in-house corporate recruiters with full cycle recruiting skills will earn $60-$95K or more. Contract recruiters make anywhere from $20-$75 per hour — depending on their skills and the industry. Not only can you earn a very generous income but you will have the luxury of working from home!
The Most Important Element of Your Success
The most important requirement for success in your new virtual recruiting career is …training, TRAINING, TRAINING! It’s like the old paradigm used when starting a new business of ‘location, location, location’. You must find a great training program and a mentor/coach who will help you stay focused in applying your new skills and guiding your career as a recruiter. Your comprehensive training will teach you all of the traditional and future qualifications listed above.
Recruiting is not rocket science! You are not born with recruiter skills – they are all learned. And, the recruiter with the best training and time management skills will WIN every time in this exciting career opportunity of the future.
http://ezinearticles.com/?How-Do-I-Become-A-Virtual-Recruiter?&id=6273896
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Spectra now offers three unique Virtual Recruiting Programs – all with free top-rated training. CLICK HERE for a free information packet or CHECK OUT THE THREE PROGRAMS HERE.
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