The Resume Black Hole Disappointing Proof from CareerXroads

The Resume Black Hole Disappointing Proof from CareerXroads In a Wall Street Journal blog post (For Job Seekers, the Black Hole Persists), theres disappointing and perhaps disgusting proof that the resume black hole is there.  Like anyone in a job search needs to read an article to know its there. But for the rest of the world theres no question. Thanks to Mark Mehler and team at CareerXroads, who put together a fake resume each year and send apply for jobs at companies listed on Fortunes best companies to work for list, we can see how these best companies treat applicants. If this is how the best companies treat applicants, how do the worst companies treat applicants? To be fair, the list is of the best companies to work for, not companies who have the best, most respectful hiring process. Employers (should) know that if you are rude and disrespectful to a job seeker during any part of the hiring process, they remember your company and form new opinions about your products and services that run deep and stay for a long time. Here are some highlights from the blog post:  his CV was loaded with the keywords needed to float to the top of today’s automated job-applicant software. So in this test, they are playing to the ATS algorithms.  Note this is not about networking in, talking to the hiring manager, etc.  Its all about the resume strategy, and, optimizing the resume.  Yes, do that, but also network into the company!!! He was also not a real person, a fact noted at the bottom of his one-page resume.  Later in the blog post you learn that only 2 out of 100 companies spotted that.  Of course an ATS isnt going to look for some statement that this is a fake resume, but from this might we deduct that 98% of companies have no human involvement for much of the process? Mark Mehler, founder of CareerXroads, suggests that recruiters [only] read the first three paragraphs of a resume.  Lesson?  Make those first three paragraphs awesome and engaging! 64 never sent Stein any notification that he was not being considered for the job for which he had applied. This has bothered me for a long time.  Companies, please  give me ANY notification of a status update!!!  I know you have legal and HR breathing down your necks to say nothing, but for goodness sake, be humane! Theres still a lot of work to do. Im not talking about automated technology.  Im talking about basic, respectful communication, and managing expectations. Until that gets figured out, folks, please do not solely rely on the spray-and-pray resume blasting strategy.  No JibberJobber user should ever say Ive sent out 1,000 resumes and I got nothing no leads.  Maybe you will send out 1,000 resumes, but JibberJobber users should use a networking strategy that far outweighs any time spent sending emails and applying to jobs online.  I know it seems harder, but this is how youll get closer to getting your next dream job!  Make me proud! The Resume Black Hole Disappointing Proof from CareerXroads In a Wall Street Journal blog post (For Job Seekers, the Black Hole Persists), theres disappointing and perhaps disgusting proof that the resume black hole is there.  Like anyone in a job search needs to read an article to know its there. But for the rest of the world theres no question. Thanks to Mark Mehler and team at CareerXroads, who put together a fake resume each year and send apply for jobs at companies listed on Fortunes best companies to work for list, we can see how these best companies treat applicants. If this is how the best companies treat applicants, how do the worst companies treat applicants? To be fair, the list is of the best companies to work for, not companies who have the best, most respectful hiring process. Employers (should) know that if you are rude and disrespectful to a job seeker during any part of the hiring process, they remember your company and form new opinions about your products and services that run deep and stay for a long time. Here are some highlights from the blog post:  his CV was loaded with the keywords needed to float to the top of today’s automated job-applicant software. So in this test, they are playing to the ATS algorithms.  Note this is not about networking in, talking to the hiring manager, etc.  Its all about the resume strategy, and, optimizing the resume.  Yes, do that, but also network into the company!!! He was also not a real person, a fact noted at the bottom of his one-page resume.  Later in the blog post you learn that only 2 out of 100 companies spotted that.  Of course an ATS isnt going to look for some statement that this is a fake resume, but from this might we deduct that 98% of companies have no human involvement for much of the process? Mark Mehler, founder of CareerXroads, suggests that recruiters [only] read the first three paragraphs of a resume.  Lesson?  Make those first three paragraphs awesome and engaging! 64 never sent Stein any notification that he was not being considered for the job for which he had applied. This has bothered me for a long time.  Companies, please  give me ANY notification of a status update!!!  I know you have legal and HR breathing down your necks to say nothing, but for goodness sake, be humane! Theres still a lot of work to do. Im not talking about automated technology.  Im talking about basic, respectful communication, and managing expectations. Until that gets figured out, folks, please do not solely rely on the spray-and-pray resume blasting strategy.  No JibberJobber user should ever say Ive sent out 1,000 resumes and I got nothing no leads.  Maybe you will send out 1,000 resumes, but JibberJobber users should use a networking strategy that far outweighs any time spent sending emails and applying to jobs online.  I know it seems harder, but this is how youll get closer to getting your next dream job!  Make me proud!

Making Calm Out of Chaos Recruiting Yogini Jodie Garrison Tells All

Making Calm Out of Chaos Recruiting Yogini Jodie Garrison Tells All This post is sponsored by MightyRecruiter. Be sure to join their webinar  with Jodie Garrison, Zen Recruiting: A Recruiting Yogini Shares Secrets to Staying in Flow, on August 9th. Let’s face it: recruiting is a high-stress profession. To do the job right, recruiters must possess a trifecta of traits: a high-level of organization, a penchant for engaging with a variety of different people, and the ability to hold the needs of their clients and the needs of their candidates in equal balance. It’s a tall order, especially with the number of open jobs at a near-record high. In an industry where the expectation of high performance can create a very high-stress environment, it’s easy for even the most successful recruiters to just burn out. That’s why today’s hiring market demands that recruiters pay more attention than ever to finding balance. Enter Jodie Garrison, a recruiter with nearly a decade of experience. Touted as the Recruiting Yogini, Garrison is the senior tech recruiter for ARM with expertise in recruiting sales, IoT, CPU, wireless, and more. After years of studying yoga to manage stress, Jodie has used her experience to develop tips and tricks to help other recruiters and hiring managers stay sane in the face of insane stress and pressure. Mighty Recruiter spoke to Garrison about her August 9th webinar, Zen Recruiting: A Recruiting Yogini Shares Secrets to Staying in Flow, the parallels she’s found between yoga and recruiting, and the concept of ‘recruiting from the heart.’ How did recruiting and yoga become entwined in your professional life? I started doing yoga at the same time that I started my staffing company because I probably would have lost my mind otherwise. My mom had turned to yoga [to manage stress], and she was so enthusiastic that it was contagious, so I got into it. I did the Kundalini yoga teacher training. That’s the yoga of awareness, the yoga of chakras. It’s mostly sitting on your butt chanting, but there are also a lot of physical aspects to it. Yoga is something that I’ve come to not just for the physical practice, but also as a mindset and as an approach to daily living. With each breath, you’re connecting your heart and your mind. With Kundalini yoga, you focus on breathing and thinking, ‘How can I be of service?’ With every breath, you’re getting a new chance to get back to your purpose. How did you come up with the moniker the ‘Recruiting Yogini’? The title Recruiting Yogini actually says more about my sense of humor than it does about my passion for yoga or recruiting. One parallel between yoga and recruiting seems to be about balance. Obviously, balance is critical in yoga. I’ve heard from recruiters and hiring managers time and again that it can be difficult for them to maintain a balance between the busy work required to do the jobâ€"writing job ads, scheduling with candidates, responding to emailsâ€"and the human elements that are needed to do the job well. Do you have any advice on how recruiters can achieve better balance in their professions? With yoga and how yoga informs the work life, it comes back to focus. When you can train your mind first through concentration, then into the silence of meditation, you are creating space. It is similar to focusing on what matters most at work. On a very high level, whether you’re a recruiter or not, you need to focus on your purpose and the key relationships in your life. When we concentrate on the professional relationships where we share a purpose, that’s our happy place. If you are feeling scattered, or pulled in lots of different directions, focusing back on those key relationships can turn it back around. It all comes back to what is our purpose. And the practice of yoga brings us back to our purpose, who are we, how we can help, how we can serve. What are your top tips for keeping your Zen as a recruiter? Focus on offers, interviews, and covering reqs (requisitions/vacancies). I mean that’s so basic, but those three things are all that recruiting is, really. The ability to focus is really key, and the ability to switch off and to give yourself time to refresh and recuperate is also critical. There are a lot of recruiters who burn out; they could be phenomenal but they get sick of the grind. Sometimes, we all need to shut it completely down and get fulfilled. I recommend a daily time, weekly time, monthly, even quarterly time to do something for yourself, for your family, or for your tribe. Schedule those days. You’ve got to create that space for renewal so that you can bring your heart into recruiting. In both yoga and recruiting, flexibility is an important attribute. Can you talk about how the ability to be physical and mentally flexible are related? In some ways, it’s a mindset. With physical flexibility, it’s a sensitivity to feeling the stretch in the belly of the muscle, and not pushing to the extent where you’re going to get an injury in a tendon or ligament. It is having that sensitivity to understand that balance of, “I want to push myself” and do it safely so that you are finding the tension and the discomfort, but not pain. In recruiting, the flexibility is very relationship-driven; we’re constantly ringing people up who don’t expect our call or talking to employed candidates who may not be looking for a new job. Either way, we are inviting people into what can be a pretty stressful experience. A job change can be almost as stressful as a death or a divorce, so we have to have a sensitivity to that discomfort. We have to see where that person is and help them push through the discomfort, and drive the conversation forward, hopefully without causing pain. In your webinar, you talk about “recruiting from the heart.” Can you say more about that concept? The benefits of recruiting from the heart [is] about my passion for working with hiring managers. Again, I think that we talk a lot about horrible or positive candidate experiences, but we don’t provide enough information or support to hiring managers. As a result, sometimes hiring managers are left in the dark. I think a lot about bringing lightness to the process, about not holding our processes like dogma, about using new tools and experimenting with shortcuts. It’s also about leaving behind tools and processes that aren’t working anymore. I think a lot about how to keep things simple. When you are recruiting from the heart, you’re giving yourself space to fall back in love your purpose as a recruiter. One last question about yoga: What’s your favorite yoga pose and why? That’s easy; it’s Savasana or Corpse pose. I like it because anyone can do it; it’s very simple, it’s easy to teach, and it’s not a pose we hold enough. Letting the ground support us, connecting with the earth, breathing deeply, trusting the universe, trusting Mother Earthâ€"whatever you want to call itâ€"it’s about giving yourself time to breathe and giving the parasympathetic nervous system time to balance. We just don’t do it enough. Want to learn more about how to keep your cool despite the chaos? Register today for MightyRecruiter’s webinar with Jodie Garrison, Zen Recruiting: A Recruiting Yogini Shares Secrets to Staying in Flow, on August 9th.

How to Use Facebook to Get You a Job

How to Use Facebook to Get You a Job When it comes to Facebook, most career advice sites are unanimous: The best practice, they say, is to avoid using the social network at all, or at the very least to keep your profile private. It is not difficult to understand how this conventional wisdom came to be. After all, we have all heard the horror stories of individuals who post drunk, slovenly photos of themselves to Facebook, only to realize that shockingly! this does not endear them to recruiters or hiring managers. The long and short of it is that unwise social media use can cost you your career prospects, which is why many career advisors say it is better to steer clear, or else to make sure potential employers do not have access to your private Facebook account. This advice is not necessarily wrong, but it does offer a narrow view of online reputation, and a diminished understanding of just how powerful it can be. It may be true that a bad online reputation can hurt your career prospects, and that unwise social networking can prove disastrous. The inverse is also true, however. A positive online image can enhance your career prospects, and sound social media use can help to cast yourself as a more appealing figure among recruiters. The bottom line: Recruiters and hiring managers are often inundated with resumes and applications, and as such they turn to social networks to help them weed out red flag candidates. By keeping your profile private, you can neutralize the threat of those red flags (the slovenly photos, and so on). By keeping it public and using it to enhance your appeal among recruiters, however, you can cast yourself as a truly standout choice for the job! Using Facebook to Boost Your Online Image Still, the question remains: How can Facebook be used to advance your career prospects? We all know what not to post, but what should we post to our Facebook pages? There are several considerations to make here: The first one is obvious. You should make sure that, somewhere on your Facebook page, there is a link to your resume. You can do this by including a simple link to your LinkedIn profile. Some will question this, asking if it is really necessary; after all, can a recruiter not simply look to your LinkedIn page? Sure but the simple act of putting that link on your Facebook account shows that you are serious about your career, and zealous to seize whatever opportunities you can. On a related note, there is not necessarily any harm in letting potential employers know that you are, in fact, interested in finding work. This is not recommended for those who are currently employed, and do not wish for their employers to know they are looking elsewhere! For others, however, making it clear that you are in the market for a new job can only help your chances of using Facebook to effectively network. You can also use Facebook to showcase your professional interests, in a way that a resume or a CV will not allow. For instance: Are you a member of any industry organizations or professional associations? If so, seek them out on Facebook, and make sure to like their pages. Again, this serves to showcase how serious you are about what you do, for the benefit of potential employers! In a similar way, you can use Facebook to show off your personal side, in a way that would simply not be appropriate on your resume. When going through a stack of resumes, hiring managers do not want particularly care about your hobbies or your family interests; that is not what a resume is for, and it is frankly irrelevant to whether you are qualified for a particular job. However, by using Facebook to talk about a few of your hobbies, you can show how a different side of yourself, and perhaps come alive for recruiters and hiring managers! One more thing you might think about including on your Facebook page: Information about non-profits and charities that you support. This goes a long way toward showing off how conscientious you are, which goes over big with companies that take social responsibility seriously. You can accomplish this by liking the pages of your favorite non-profit groups. Generally speaking, you should avoid overtly political or potentially controversial organizations; and, you should always avoid open bragging about your charitable giving. Liking the appropriate pages is enough! Online Reputation, Facebook, and You These days, everyone has an online reputation so why not make an effort to make sure yours is positive? It all starts by cultivating a strong and positive social media presence. By being shrewd about it, you can ensure that your Facebook profile is actually helping you land job interviews and impress employers. Author:  Mike Zammuto is the COO of www.reputationchanger.com.

6 Things You Should Accomplish Your First Year at a New Job

6 Things You Should Accomplish Your First Year at a New Job There are some key milestones that every new employee should achieve within their first year at a new company. How you fit in with your team and your professional growth the first year can determine your success in the years that follow. Make those first 12 months count. By integrating yourself into the company culture and showing enthusiasm for the work you’re doing, you begin to earn the respect of your colleagues, which leads to more interesting projects and greater opportunities. At least once a quarter, review this list to make sure you’re doing what you need to set up the right foundation for a long and prosperous career. Think 3 moves ahead Think about how your actions will be perceived and what happens next. The best chess players think several moves ahead before making a decision. You can approach a similar strategy for your job. I like to think of my career as a puzzle that I’m putting together one piece at a time. Each piece is based on the relationships I’m building, the tasks I’m completing, and the projects I’m a part of. Think about where particular actions or tasks may lead you and whether it’s the direction you want to go in. Speaking of thinking 3 moves ahead, what should you never ever do no matter what? Do not act like you’re too good for an assignment. This will lead you to a dead end. Whether you’re inputting numbers into a spreadsheet or making copies, do not complain or think for a second that you’re above this. Just like anyone else at the company, you need to pay your dues. Once you prove that you have a good attitude and are open to anything that comes your way, people will trust you to be involved with higher-level projects. Keep a brag list Start a brag list of what you have been working on since getting hired. You’ll thank yourself (and me!) when your midyear and year-end evaluations come up. Keep a list of all of your accomplishments and major contributions to the team, regardless of how minor you think it is. You can always filter the list later in the year if certain items pale in comparison. We’re so focused on the task at hand at times that we don’t realize what we’re accomplishing on a larger scale. Not to mention it will be impossible to remember everything when it comes down to listing your accomplishments. Get in this habit early so that you have everything you need for performance reviews and bonus time. Follow Through on Your Promises If there is something you mentioned during the hiring process that your interviewers were impressed with, make it your mission to demonstrate this while on the job. Within 2 weeks of starting my job, I was asked to present on a recent article focusing on social media and mobile applications because I had talked about it during my interview. It’s great to have a niche at work and having your name come up in conversation when a particular topic is mentioned is never a bad idea. Establish Your Reputation Think of your first 3 months at your new job as an extended interview. If you come to work on a daily basis feeling like you need to prove something, you will naturally work harder and make a greater impact. Although it’s wonderful that you have a job, you need to prove to your company that you deserve to be there and that this will be a mutually beneficial relationship. Set goals for yourself in the beginning that go beyond your manager’s expectations. Your first few months at work may be pretty mellow because you need to be trained and can’t jump right it in immediately. This is a great time to build relationships and see if anyone on the team needs help with projects they’re working on. Just because you’re new, doesn’t mean you’re the only one that needs help! Do what you can to establish a positive reputation for yourself, which will follow you throughout your time at said company. Don’t be Afraid to Ask (Thoughtful) Questions As a new addition to the company, asking questions is critical to help ensure you understand what is being asked of you. Asking intelligent questions shows that you are engaged and interested in the task at hand.   Never be afraid to ask someone to clarify an issue. It may be common knowledge to veterans within the company but it’s uncharted territory for you. If there is even a hint of uncertainty in a conversation, I like to restate what I’ve been asked to do to have the opportunity to fill any gasps and also to demonstrate my understanding of the situation or project. This is so much better than assuming you’ll figure it out and then spending hours on a project that doesn’t meet the expectations of your manager because you never took the time to clarify. Hint, be resourceful and see if you can figure something out for yourself first by doing your own research or using the all-knowing Google. If the answer goes beyond your standard search engine or other resources available in the company, then proceed with confidence. Be Engaging By the end of your first year, and probably way before that, you should know the names of your immediate colleagues and some background information on what makes them who they are. Do they live in the area? Do they have kids? What do they like to do for fun? In my first year at my current job, I was surprised to find out that one of my coworkers also plays in a local band. Hint, you can find out really interesting things when you go out for happy hour! Take the initiative to meet people beyond your comfort zone. Whether it’s in the bathroom, hallway, or elevator, say hello and you’ll thank yourself later. Taking the time to get to know your team beyond the tip of the iceberg shows that you care about the people you work with. It also helps you create roots and become a vital part of the group. Each connection you make with someone can lead to a number of great opportunities that you can’t possibly predict. Avoid getting to know only co-workers who are in a leadership position. You’ll only create a reputation for yourself you don’t want and it will alienate you from the team. Build relationships with everyone, including the administrative assistant, parking attendant, janitor, and hall monitor, regardless of whether or not they can do something for you. Networking begins the first day of your new job and continues throughout your career. Ultimately, you should never forget why you were hired in the first place. This may be a great chance for you to build your career and establish yourself but also remember that you were hired to help advance the goals and objectives of the company. What you accomplish in your first year will really set the stage for you. Prove yourself. Follow through. Be enthusiastic. Be reliable. If you take the time to build worthwhile professional relationships and   earn the respect and trust of others, you will truly be on your way to a meaningful career.

10 Tips to Improve Employee Health and Wellness CareerMetis.com Employee Wellness

10 Tips to Improve Employee Health and Wellness CareerMetis.com Employee Wellness Photo Credit â€" Flickr.comExperts say thathuman capital is one of the most important foundationswhen it comes to running a business. It’s the employees who are truly running the frontline business, so in a way, they represent your company’s image and reputation.A healthy employee workforce easily translates into a productive and well-managed organization. Prioritizing your employees’ wellness could do more good for the company that you could ever imagine.If you wish to improve your employee wellness program, we have some tips for you. This guide will help you pinpoint what you need to include and tweak your employee wellness program not only for the good of your employees but also for your business.evalHere are 10 tips on how to ramp up your employee health care offering:1) Focus on prevention rather than cureWhen your employees get sick, every single day spent on leave could be an opportunity missed for the business. Productivity goes down as well as the quality of work.The m ain issue about the majority of healthcare programs is that they only address illnesses when they occur, instead of promoting preventive measures. Consider offering flu vaccinations, regular group exercises and calorie-count based meals in canteens. These are just some basic examples of promoting a healthy lifestyle, instead of focusing solely on work and on existing illnesses.2) Implement strict adherence to health rulesCheck on your employee service manual and incorporate some rules that would help encourage a healthy work environment. For instance, try to adopt a flexible working hour schedule to help employees have enough time to rest at home according to their preference.Other rules like prohibiting employees from eating lunch on their desk would encourage them to make the most of their lunch break.3) Promote a reward systemAll work and no fun make a job tedious and dull. What you need to do is to incorporate fun activities like a Biggest Loser competition, veggies eating or an ything that could contribute to the team’s goal of advocating a healthier lifestyle. This way, the employees would have an incentive to switch to a healthy life.4) Implement an imposed breakevalIn the case of a 9-5 desk job, a lot of scientific studies show that anemployee tends to become more productive if he or she gets enough breaks from his or her desk job.Staying in front of the computer for long hours uninterrupted could pose danger to health. You may impose mandatory short breaks to encourage the employees to stretch or help them feel more relaxed.5) Promote an active lifestyleAny form of exercise does not only helps improve the cardiovascular system but alsohelps in improving memory. You can easily promote an active lifestyle among the employees by incorporating a jogging or bike trail to entice them to get up and be more active.You may also outsource instructors, yoginis, or even a Zumba trainer to have a scheduled group activity at least once a week. The simplest way to achieve this, however, is to encourage your employees to use the stairs instead of riding the lift.6) Educate your employeesevalA crucial aspect of wellness people often overlook about is education. All employees must not only practice a healthy lifestyle but also learn the proper science behind it, and more fact-based improvements. The easiest way is to recruit experts, dieticians, and physicians who specialize in health care and wellness.7) Promote sustainable wellnessThe secret to achieving a healthy workforce is to adopt a long-term sustainable lifestyle amongst the employees. This is very important when it comes to a lifestyle change. It could be as simple as imposing an all-veggies or all-fruits day where junk foods and sweets are not allowed.Also, try to encourage a work culture that avoids unhealthy practices like smoking and more importantly, illegal drugs.8) Study various health insurance plans with employee-eccentric benefitsOne of the most crucial aspects that make an em ployee stay longer is the long term benefit that comes with a job. Study different health plans along with the inclusive benefits â€" free services, extendable services to dependents and other health-related assistance.9) As much as possible, discourage bringing home of workWhile physical health is crucial, an employee’s mental well-being is equally important. One of themost notorious culprits behind stress is work-related problems. Try to adopt work-life balance advocacy by prohibiting your workers to bring home their laptops and other work-related gadgets.All work must only be done within the premises of the company, so employees could relax and focus on leisure at home. Another way to focus on an employee’s mental well-being is to promote mental health awareness is through a mandatory team-building activity that will engage employees in an activity beyond work.10) Support farm to market agricultural projectsWhen it comes to promoting healthy eating habits,nothing compares to fresh produce. These are the organic products that could be purchased directly from the farmers. A lot of business communities throughout the region are yet to gain access to agricultural groups, more commonly known as the farmer’s markets.Measuring the monetary returnsThese tips might be helpful but they will come at a cost. However, the cost will also have its corresponding returns. Revamping your health and wellness program may appear to hurt the financial statements a bit initially, but the benefits will surely be reaped by the employees and the company.It’s a mutual service to each other, and will also diminish employee turnover rate. Looking at a cost-benefit analysis, an increase in productivity associated with a healthier workforce will boost company operations and in turn, will ramp up revenue growth and net income.evalIn the end, you owe your business’ day to day activities to these people. If you are willing to allocate a certain budget to ensure their well-being, t hen it’s going to be easy for them to give the favor back in return.With the right strategies and health care program, your business will surely be taken care of, just like how you take care of the people behind it.

8 Links to Whos Hiring in Technology - Vol 1 - CareerAlley

8 Links to Whos Hiring in Technology - Vol 1 - CareerAlley We may receive compensation when you click on links to products from our partners. Suggested Reading:Land the Tech Job You Love (Pragmatic Life) Statistics, we love to quote them. And you know what they say so many statistics, so little time. But there are some interesting statistics regarding Tech jobs like, did you know that Atlantais a top ten places for tech jobs? Yes, you are reading this correctly (doubt me?, click the link). Im sure that most people would never guess the remaining 9. So whats my point? You need to be open-minded in your job search and leave no stone unturned, you just never know where an opportunity will turn up. Job search is an art. In addition to the traditional search (job boards, headhunters, etc.) that EVERYONE is doing, you need to think outside of the box and look for opportunities where fewer people are likely to look. Leverage your search engine skills and look for those unlikely combinations that will translate to better odds for you. Go where few men have gone before and there will be less competition and more opportunities. Tech Job posts are among the most popular, so I thought it would be a good idea to both recap and provide some interesting links to help in your search. Technology Jobs Monster Most of the top job search sites have focused job search pages for many job functions, and Monster is no exception. Their Tech job search page is well put together and easy to read. Top of the page has a listing of Tech related jobs functions (Applications Engineer, Data Analyst, etc.). Click any of these to view a page listing jobs for this function. You can narrow the search (location, etc.) by using the additional criteria on the left hand side of the page. Below this are featured jobs, click on these to link directly to the job. The bottom of the page has additional career advise and services, right hand side of the page has a basic search function. Jobs-to-careers.com While this site is not specifically focused on tech jobs (and indicates that there are over 4,700 tech jobs in NY), most states and many cities have similar sites dedicated to Tech (and other careers). Not much on the main page here, and if you cant figure out how to get to the next page, perhaps Tech is not a career for you. The next page has tabs at the top for Job Seekers, Partners and Job Fairs. Click on Job Seekers to link to a page with additional links to Search for Jobs, Search for Employers (dont forget the strength of applying directly on employer sites), Training and more. Enter your city, put in your criteria and off you go. Computer Profiles Computer, Tech IT Job SearchResources is the tag line for this link. Top of the main page has tabs for Job Search and Post resume. The left hand side of the page has the basic job search function as well as links for Create a Resume, Set-up Job Alerts and Review saved jobs. Featured recruiters are also listed on the left. The center of the page has Browse Jobs by job function followed by jobs by location and Latest News in Technology. The right hand side of the page has the latest jobs as well as a salary survey. information-technology Thingamajob This is another job search site with a targeted search on information technology provided by Thingamajob.com. The top of the page has tabs for Create an Account, Post your Resume, Login, Find a Job and more. There is a basic search function right below the tabs, followed by Information Technology jobs by subcategory. At the bottom center of the main page has a listing by state. Left hand side of the page has a number of links to subcategories by function and state as well 15 Links to Help Find Your Job in Technology These links, provided by About.com, has a number of links to articles and resources to help you in your Tech job search. JustTechJobs This site, as you might suspect, focuses on job search for Technologists. There are tabs at the top for Searching Jobs, Posting a Resume and About Us. Clicking on the About Us link launches an amazing page with 120 related websites which are specific to your technology specialty. The main page lists Recent Tech Jobs on the left-hand side, with a quick search at the top Tech news feeds below. Hewlet Packard HPs career website provides an overview of the company with links to Search Job and Submit your Profile on the left of the page. Their are separate tabs for Students Graduates and Diversity. Searching all HP jobs returns over 5,000 opportunities (additional technical jobs can be found under other categories). Cracking the Tech Career: Insider Advice on Landing a Job at Google, Microsoft, Apple, or any Top Tech Company This bookgives a little more information on where to find jobs. With any luck you will source a number of interesting job search ideas. We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Google+ what where job title, keywords or company city, state or zip jobs by What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to find the opportunities that help you grow your best career. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

Tips For Writing A Resume For College Students

Tips For Writing A Resume For College StudentsWhen you write a resume for college students, there are several important tips for writing a resume that will help you achieve your goals. While doing this, you should also be careful about not using the same ideas as for example for graduate school students or those applying for PhDs. These are different from the college graduates in terms of experience and level of education, but your overall goal is the same.It is hard to write a resume if you don't know what you want to get out of it. For example, when you do this with an older client, do you want them to know that you know what you are doing? Or do you want them to know that you have done well? This is one of the hardest questions to answer, because your answers will depend on your current and future needs.Do you want them to think you're qualified for the job they are trying to fill? Or do you want them to see how much effort you put into your job search? If you can put yourself in their shoes and see what kind of candidate you want to hire, you will have a much better chance of achieving success with your job search.One of the first steps to take when you are writing a resume for college students is to consider who you want to meet. Remember that if you are targeting college students for job openings, it will be some time before you see an offer, and even then it may not be a final offer. So, when you are writing the job description, you will want to go for a clearer direction of what the position is for.Once you have decided what the job is for the student's college career, you need to go about writing your resume accordingly. Just because someone has a degree from a local college does not mean that they are the best candidate for a job opening at another college. You need to think about how you will match up your education and skills to the job requirements.When you are writing a resume for college students, keep in mind that you will have to incorporate yo ur academic records into the resume. If you want to prove that you were really smart and very sharp, you need to include your SAT scores and test scores. This will give the college recruiter a great idea of how you will apply your education to the position, and it will show how your grades reflect your ability to handle academic challenges.Keep in mind that colleges are looking for students with relevant educational experiences. If you were a star athlete in high school, keep that in mind as you are submitting your resume. If you didn't play sports, but you are good with numbers, then you need to include those numbers in your resume. Keep these things in mind when you are writing a resume for college students.In writing a resume for college students, you need to think about what you want to get out of the letter. Keep in mind the specific requirements for each job opening, and think about the experience and education that you would bring to the organization you apply for.