December 28th, 2011 by Sybil

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

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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

1. 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.

June 2nd, 2010 by Sybil

Time for a blog!  With each daily newspaper, TV news broadcast or email subscription, I discover a new stress in my life. 

Here are my own personal stress makers in no particular order: 

Unemployment (that’s a big one for an executive search/staffing firm), higher taxes, budget cuts, North/South Korea standoffs, Israel and the Mid-East crisis, the Afghanistan war being the longest in our history, nuclear arms for Iran, the SUNS losing to LA, politicians and their daily antics, athletes/celebrities/CEO’s making more money than anyone should be entitled, housing declines/short sales/foreclosures, the oil spill, Jack Bauer having to leave the country again, gas prices, boycotts, innocent children drowning in backyard pools and/or being killed by being in the wrong place at the wrong time.

To these stress makers, I ask:  “What can I do about it?  How do I stop the stress when I have no control over your issues or your actions?”

I find it more and more difficult to focus on the positive, good and lasting values I have always followed and admired.  Am I admitting that I am tired of it all?  Yes, I am.  Am I the only one looking for some good news and solutions?  Am I the only one trying to figure out where we all went wrong? 

So, I am ready to listen to your suggestions.  Maybe if f you add your own stress maker to my list along with your BEST ‘stress buster’ solution, that may be helpful to me … and the rest of the world trying to figure out where we all went wrong.

On a positive note (my glass is always half full), please check out our nationwide job listings at www.spectra-az.com/candidates.html  and nominate yourself for those that match your background/skills.  We have also launched a new free career portal with great resources for our job seeker friends at www.spectracareer.com. 

Wishing you great success…

June 26th, 2009 by

This blog is the interactive exchange of ideas between job seekers, employers and professional recruiters. Here is where our executive (and virtual) recruiters come at the end of the day to unwind, chat about the day and answer those burning questions you’ve always wanted to (but were afraid to) ASK A RECRUITER.First, some basic ground rules. All profane, inappropriate or off-topic posts will be automatically removed (at our discretion). After three (3) posts have been removed/stricken, you will no longer be able to participate in our blog.

So c’mon, what are you waiting for? Here’s where job seekers, employers and professional recruiter’s welcome your questions, experiences and valuable insights into employment, hiring and the job market. Come back often to enjoy a glimpse into the inner-minds of these people to challenge us and teach these old dogs some new tricks!

Whatever it is you have to share; at the Spectra Blog, we’ll always be talking about Helping America’s Most Important Resource — People!!

The Spectra Recruiters

June 25th, 2009 by