The hunt continues – for good jobs and for good candidates.  The rules for hunting have changed somewhat as companies downsize, but need qualified folks for the jobs they have left.  Candidates have a harder time making connections and getting noticed in the crowd of job seekers. 
There are all kinds of new social networking venues for both companies and candidates to use, including LinkedIn, Facebook, MySpace and so many more. 
First important thing – don’t get too cute!  The resume/Facebook/LinkedIn information should fit the industry you are in and be appropriately professional.  Photos should look somewhat businesslike unless you are in the entertainment industry.  Likes and hobbies aren’t as relevant as past education and experience so keep that list under control.
Second important thing – if the company with job openings has a well-visited site, they may not post on the job boards, but just sort through the applicants that actually check out their company.  I have had some recruiters say that the big boards produce TOO many resumes, and many that aren’t applicable.  So – look for sites that are specific to the industry you are interested in.
Third important thing – it is worth keeping a resume active on  some of the niche sites (such as our site, www.nmtechjobs.org) as companies sometimes search in advance of a new contract or business expansion to see what types of candidates are available in their field.  It can serve as an introduction for you to companies you might not reach otherwise.
Good hunting!

Tags: applications, candidates, For Employers, hiring process, hiring talent, Hiring Trends, industry news, job seeker, job seeker attitudes

An amendment to the Fair Credit Reporting Act was introduced in July of 2009, and hearings are being held now.  Called the Equal Employment for All Act (HR 3149), the act would prohibit employer use of consumer credit background checking on prospective and current employees unless the job involves national security or requires significant financial responsibility.  Employers would still be able to use background screening for a criminal record, etc.
Reasoning behind this was given as “credit checks have a discriminatory impact on racial minorities and violates the letter and spirit of the Civil Rights Act”.  The hope would be that the legislation would open up jobs for those who qualify in spite of a poor credit history.
Employers claim that there is no need for this, as there are remedies provided in the Fair Credit Reporting Act.  In testimony before the Subcommittee, SHRM representatives said that credit histories are merely a part of the puzzle, and that they are necessary because previous employers are reluctant to give a detailed assessment of former workers’ performance history and the hiring agent has to find other avenues to collect information.
There are other reasons for using credit checks.  The National Retail Security Survey estimates that retail lost $14.4 billion in 2009 attributable to employee theft.  A report on Occupational Fraud and Abuse said that financial pressures (living beyond financial means) or (experiencing financial difficulties)  were the most common warning signs resulting in workplace fraud.
SHRM conducted a survey regarding employer use of credit info.  They found that credit checks on all job candidates is the exception – only 13% of organizations do so.  Others do so only for select jobs involving financial responsibility.  Most use the credit check as a final screen, only after a contingent offer.  This gives the candidate plenty of opportunity to explain their credit issues.
One other thing to consider is the current economy, and the resulting credit problems the unemployed encounter.  These are unusual times, and that factor has to be considered when interviewing candidates.  Overall the objective is just to be fair as we evaluate our candidates or employees.

Tags: applications, candidates, hiring process, hiring talent, Hiring Trends, industry news, job seeker

Tags: applications, candidates, hiring process, hiring talent, Hiring Trends, industry news

The ultimate goal of job hunting – getting hired!  There are a lot of people working hard at the hunt, so I thought maybe it was a good time to talk about success stories.
First there is the gentleman who attended the recent Kirtland Air Force/Hispano Chamber of Commerce job fair in Albuquerque.  He came prepared and was able to visit with a company representative about his skills and interests.  From that meeting he was invited for a formal interview, and was hired for a $50K a year job.
Then there was the person who was laid off from an out-of-state technology company and was networking in New Mexico.  He contacted the Technology Ventures Corporation recruiting service and shared his resume both on the free job site, nmtechjobs.org and with me.  I noticed that his skills and experience seemed a great fit for a local tech company.  They didn’t have any posted openings, but when I forwarded the resume they recognized his talent and added him to their team. 
One more example is the woman who was laid off from a local technology business and decided to strike out on her own.  Using the contacts and experience she had gained in her former position, she joined local professional organizations and contacted colleagues she knew in her field.  The result of her hard work was a successful consulting business.
So – keep looking, and be creative (an overused term but appropriate).  First and foremost always be prepared for an opportunity by having business cards and resumes at hand.  Dress professionally for any occasion where there might be an opportunity to make a contact to start you on the road to a new career, and keep your schedule flexible so you can take advantage of these opportunities.
Good hunting!

Tags: candidates, hiring process, hiring talent, job application, job fair, job seeker, job seeker attitudes

Insufficient background checks make headlines for the company involved – not a place most employers want to be.  There are many reasons to do background screening; company security, client safety and just plain verification of the truth.  The one thing to be careful of is what service you pick for these checks.
Online searches pop up a number of companies offering “free” background checks.  Upon further investigation one of my colleagues discovered the company was a front for another entity based on an offshore island.  I’m thinking data mining or worse.  When you request a background check on a job applicant you  give the service company a lot of personal information on the person (after they have signed all the appropriate releases, of course).  Your company is responsible for making sure the information is secure.
In the past my source for companies in this business as been local employers that do a lot of hiring.  It is safe to assume they’ve done some checking of their own.  I then contact the service company and ask for information and references, which they should be able to provide.  Then select the types of information you need for this particular position.  The price varies depending on how much detail you want.  An interesting part of most screening is the credit report, and this may be the first clue to problems the applicant is having.  Obviously if the person will be driving  for the company, a check for any tickets or DWI arrests is in order.
In the course of our search online my colleage found a newly formed licensing group, the National Association of Professional Background Screening, that has set accreditation standards and offers educational services to members.  There is contact information provided and they would probably be able to give you names of companies that serve your area. 
Most of all, make sure that access to these reports, once you get them, is restricted to “need to know”.  The person receiving the reports should be able to interpret results, and these can then be addressed with the applicant if there is an issue.
Good luck!

Tags: applications, candidates, hiring process, industry news, job application