This blog is for both job seekers and employers, and the main thrust of the topic is clarity of job duties and expectations. This is so important for both the hiring entity and the job seeker. The whole goal of the hiring process is finding the right fit. To do that you have to understand what you’re trying to “fit”.

We all know that the hiring process is arduous for both sides, so let’s try to minimize the bumps in the road. First bump – not being clear about what the job entails. For example, a job description that says “Project Manager” and gives a brief overview of duties such as managing the manufacturing process, being responsible for financial reporting for the department and reporting to upper management, don’t give a real picture of the work to be done and what the environment will be like. Savvy job seekers will of course go to the company website for more detail, but many times the company site is a puff piece used primarily for marketing, so we’re still in the dark.

Hiring a candidate who has no clue what they are actually getting into may ensure that their time in the job will be brief. If you aren’t clear about working conditions, how can you expect to find a good fit? None of us want to have to go through the hiring game any more often than we have to.

One new catch phrase for company hiring is “subject experts”. This means that at least for the screening and interview phase the people doing the talking actually know the job. These folks should also be part of the job description development for the position.

While no one wants to paint a negative picture of what it is like to work in the company, try to describe the work environment honestly. “Busy”, “fast-paced”, or “extremely detailed” as well as “work with heavy equipment in an industrial setting” are descriptors that give the studious job seeker clues.

An article in Staffing Management magazine, July-September2010, gave some pointers on the actual interview process that would increase chances of success for both candidate and company. The author, Stephanie Overman, provided these suggestions:
- Have on-site previews led by a trained facilitator
- Ensure that the previews give applicants a sensory picture of the environment
- Use subject matter experts to teach the true job
- Be honest about the worst parts of the job
- Schedule the previews early in the hiring process
- Let applicants meet a current high-performing employee

It does no one any good to misrepresent, whether it be the candidate overstating their skills or the company minimizing the tough parts of the job. Also important, don’t mislead the applicant about growth or promotion opportunities in the company. Good hiring makes for great long term employees and company success.

Tags: candidates, employee morale, hiring process, hiring talent, job application, job seeker

As the job market, especially in the tech industry in New Mexico, starts to rebound, your search for a new opportunity will give you more choices.  Once you have identified a good fit for your skills and experience, there is one more consideration before you go through the application process.  Will you LIKE working there, and will you fit? 
An article in Business Week April 12 noted that every company has its own corporate culture – its own special mix of values and rules that affect how you will interact with others and accomplish work.  Figuring out the unique culture for a company is not easy from the outside.  Breaking that code, however, can make or break your career with that organization.  Nothing is worse than going through the whole hiring process only to leave after three months because you and the organization just don’t mesh.
To find out if you will like them, you have to do your own “interview’ of the company.  There are a few obvious ways to pre-screen the employer, and some you may not have thought of.
Prior to applying, do your homework.  Go to the company website and see what kind of image they present to the world.  If the website is not well maintained and seems outdated that may indicate the sophistication level of their management group.  That doesn’t mean the company is not a good one, but just may be early in their development.  How does their “About Us” page present, and does it seem to meet your preferences?  Also look for the organization on any social media pages, and in the business news. In my experience, a candidate that showed up for an interview without a clue as to what our company did dropped way down on the list of potential hires, so this step also helps you shine in the interview.
Check out the company’s reputation in the community at networking events.  Sometimes the juicy stuff doesn’t make the news – but also beware of malicious gossip!  In New Mexico it is pretty likely that you can find someone who works there or knows someone who does, so use your connections.
At the interview:  pay close attention to what goes on around you.  Do the people there look happy and greet each other?  What is the dress code?  What is the work space like?  Is there a detectible stress level?
At your interview, ask some questions of your own.  What is it like to work there?  How does the company measure success?  Do they have company events to highlight success or explain new projects?  Does it feel like there is a team effort, or do you detect “silos” within the corporate structure.
Of course, never forget to put YOUR best foot forward, and hopefully you’ll land the job you’ve always wanted.  Good Luck!
 

Tags: hiring process, job, job application, job seeker

The March online job fair provided an excellent opportunity for job seekers to access some great jobs.  It also had an impressive list of company participants, including Ball Aerospace, Sandia and Los Alamos laboratories, ZTEC, TEAM, Emcore and many more (see “New Mexico Virtual Job Fair Highlights Technology Jobs” 3/15/2010). 

We hope you all had a chance to visit our fair and get the latest information on job opportunities in the technology sector in New Mexico.  This venue is a fairly new concept, but one that provides a much more intimate setting and interaction between the job seeker and the employer.  It is easy to get lost on the “big boards” and stressful to stand in long lines to be able to meet the company representatives.  We set out to provide a similar venue without a physical site, and it has worked well so far.

 
We’ll be doing more of these in the future, and will keep you posted. In the meantime, please visit our free high tech job site, www.nmtechjobs.org, and see what is out there!

Tags: applications, For Employers, hiring process, hiring talent, job application, job fair, job seeker

There’s an easy way to make a connection with technology employers that have good opportunities available.  Check out the online job fair sponsored by Technology Ventures Corporation and the NM WIRED Project.  The site is www.nmvirtualjobfair.com and the fair runs from March 15 through the 19th. 
The companies listed are looking for talent to help them in their growth and success.  They range from national laboratories to aerospace equipment development to robotic testing technologies.These companies are a very special part of the New Mexico economy, as they list quality jobs with great opportunities. 
The companies participating are:
Air Force Research Lab, Applied Research Associates, Ball Aerospace, Emcore, Hach Company, Introbotics, Los Alamos National Laboratory, Mechtronic Solutions, nanoMR, Polyflow Engineering, Sandia National Laboratories, Senspex, Star Cryoelectronics, TEAM Technologies, TMC Group, Xynergy and Ztec.
Why a virtual fair?  Right now time is money and many of these companies are busy creating, developing and selling the product.  They need the help, but don’t have a lot of time to spend at a job fair.  Also, the job applicants have a choice of many job fairs each month and it takes a lot of energy just to show up, much less stand in line to get a chance to share their resumes.  In our venue the employers are very aware that they will be getting resumes from the event and will be watching for them.  Candidates can view the jobs and review each company’s information without leaving home. 
Technology Ventures Corporation and NM WIRED both have a goal of helping high tech companies grow and helping develop a pool of technology-oriented job seekers to get these companies to the next level.  Check out the opportunities and information at the TVC website, www.techventures.org and www.dws.state.nm.us/NMWIRED.html.

Tags: applications, candidates, hiring talent, Hiring Trends, job application, job fair, job seeker

Employers may be missing out on a group of potential employees that can be loyal and productive workers because of caregiver stereotypes. Caregivers are perceived as not able to be fully engaged in their jobs, and therefore have been discriminated against in the workplace. What are the effects and how can job seekers overcome this perception?

An article in SHRM HR Magazine describes the case in Maryland where a state trooper was denied family and medical leave based on his department’s policy that only mothers can be considered primary caregivers. Another: a Maine insurance employee was passed over for promotion because she “had too much on her plate”. In both cases, and many others, legal complaints may be the result. The U.S. Equal Employment Opportunity Commission has added caregivers to the initiative aimed at investigating systemic discrimination.

The fact is that there are a huge number of workers who have some sort of family obligation, and most manage them successfully. The caregiver may have young children, older parents or possibly disabled partners to support, but want to maintain financial independence. They deserve the chance.

Job seekers can address this issue in an interview by talking about their work habits and dedication but this can be a delicate balance. They are under no obligation to reveal family situations as part of their interview and too much personal information is also a negative. Ultimately it is important to assure that they can do the job.

Employers need to realize that in today’s world, employee work habits are becoming an issue for the entire workforce, and that caregivers are just as likely to do a great job. Dealing with the realities of family life and the balancing act between career and family exists for everyone. The more progressive companies are flexible in managing the workplace, including work-from-home options when appropriate. The ultimate goal is – show up and do the work! That makes everyone happy.

Tags: applications, candidates, employee benefits, hiring talent, job application, job seeker