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Looking for Jobs…In the New Environment

Ingrid Baker — Wed, 04 Jan 2012 18:54:34 +0000

The Wall Street Journal (Marketwatch, January 1, 2012) suggests that job seekers need to be creative and flexible to land and keep a job. There are a number of reasons given for this statement, and I thought they were worth reviewing.

Employers are staying lean, and staff levels aren’t expected to increase much in the next months. That means that the existing staff will have to respond to a wide variety of demands. As workers shift around some of these positions may be available, but they may have changed significantly in breadth and skill requirements. Employers also want workers who are able to adapt quickly to new responsibilities as companies try to stay competitive in a changing economy.

Opportunities may be there in industries that the job seeker isn’t familiar with. Economists do project growth in the health care market, professional services such as accounting and legal, retail sales and management and certain manufacturing jobs. For each of these industries there are some special skill requirements or education. Manufacturing may require some occupational training, but that can be accessed thru many community college programs. The retail industry, sales in particular, requires interpersonal skills.

So, what is a job seeker to do? Ideas presented in the article include highlighting the applicant’s creative skills to show their ability to adapt to new duties. Technical literacy is really a basic must in most companies, including health care, where much of the business end of the industry is going automated. If you are well versed in electronic data handling – they will want you!

Project management and communications skills are abilities that are valued across many industries, and finding workers able to communicate clearly is getting harder to find among today’s applicants. Job seekers need to work hard at honing their verbal and writing skills to differentiate themselves.
Then, use marketing skills to get the point across. Use social media (with taste and skill please) to reach prospective employers. Understand in advance what the company values. For example, a law practice will want to add skilled members that can bring in more business. That asset is also valuable in other industries, so use your contact list appropriately. Package your skills to show how you will add value to the organization – and be able to back it up with examples. No “puffing”!
As always, good luck.

Employing Interns Successfully

Ingrid Baker — Thu, 03 Nov 2011 15:40:56 +0000

Hiring interns for an organization can be extremely beneficial for both the employer and the intern. Some large organizations that have lots of hiring opportunities have special departments dedicated to promoting their internship programs and providing selection and orientation support for same. A special report done thru the Society for Human Resource Management outlines opportunities and pitfalls in managing an internship program of any size.
The pros:
- Employers are able to hire interns at a lower salary for the cost of giving training. Interns usually work for a short time without benefits.
- These interns are then a great resource for potential hires. Not only are they familiar with the work, but the employer has much better knowledge of the intern’s skills and work ethic – much more than can be gained through the basic interview.
- The employer gains brand recognition and the appreciation of the community for providing these opportunities to inexperienced workers. The internship program can also be a key component of the company’s diversity efforts.
- Interns also benefit. They can gain a real-world view of a particular industry or job before they devote considerable effort to qualify for the positions.
- In the present economy, this can be an extended job interview, giving the intern the opportunity to demonstrate their abilities.

The other side:
- Be careful not to discriminate against older workers when looking for interns. The perception is that these jobs go to young graduates, but there are many older workers wanting new skills.
- Interns sometimes perceive that they are not subject to employer’s policies even if they sign the appropriate documents. Similarly supervisors may think the same way. Abuses of internships by both parties can lead to legal claims and end up being more of a hassle than the program is worth. The key, of course is clear direction and careful management by the supervisor, with the help of the Human Resource group.
- Foreign workers on a visa do take internship jobs, and so the visa requirements need to be carefully managed as well.

Companies need to set clear goals for their internship programs and make certain they are reaching them. The primary reason a company has this program is to have access to a pool of possible hires. If the company can’t identify good candidates in this pool, then it isn’t being managed correctly. If the company isn’t able to add new employees, the time spent on training may not be worth it, even though it contributes to the business community overall.

Each company has its own special needs, and decisions about internships need to fit these needs.

Green Jobs Highlighted for New Mexico

Ingrid Baker — Fri, 02 Sep 2011 20:54:35 +0000

The New Mexico Department of Workforce Solutions (NMDWS) received an individual State Labor Market Information Improvement Grant, in the amount of $1,250,000, to gather information on employers and opportunities in New Mexico in four key sectors:
* Renewable Energy;
* Green Clean Manufacturing;
* Energy Efficiency; and
* Research, Development, and Administration.

Research is being conducted by the Arrowhead Center at New Mexico State University. ER&A will conduct an educational inventory with the assistance of the New Mexico Public Education and Higher Education Departments. Ultimately, survey results and data will be provided to job seekers, educational institutions, business communities, and state agencies to help guide the State Energy Sector Partnership and Training grant efforts. (see below)
Another goal of the grant is development of the Mobile Green Jobs Workforce Center (MGJWC), whereby job seekers will have access to new computer workstations, software, and online services resulting from the Grant research utilizing this new resource. The MGJWC will be more responsive to the targeted population needs by making resources available to job seekers in all areas and communities with the most need, such as the state’s rural population, isolated Native American tribal areas, and other underserved communities. The MGJWC can also serve as a training center to promote workforce information and other topics at mass layoff rapid response locations around the state. All the data collected and outlined under this Grant will provide essential information to help stimulate the growth of New Mexico’s new green economy and help fill the job market void left by recent business contractions and closures.

State Energy Sector Partnership Program
The goal is to establish a statewide approach to job seeker training in renewable energy/energy efficiency occupations in solar, wind, green building/energy efficiency and biofuels. These are identified as sectors active in the State with a potential for job opportunities in the future. The oversight council, a subcommitte of the State Workforce Board will work to identify industry needs and job opportunities to make sure that training matches with the sector needs.
To be eligible for training candidates must be over 18 and 1) have a Social Security number, 2) have the right to work in the U.S., and 3) comply with Selective Service registration requirements (for males)
AND
Be included in one or more of the following groups:
1. An incumbent (currently employed) worker in need of skills upgrades for a solar, wind, biofuels, green building/energy efficiency green job;
2. A displaced (currently unemployed) worker ;
3. A woman;
4. A veteran or qualified spouses of a veteran;
5. A high school dropout; and/or
6. meet low-income eligibility guidelines.
To apply for this program complete the SESP training pre-application, available at the project website, www.greenjobs.state.nm.us, and take it to your local Workforce Connection Center. Your nearest Workforce Connection Center can be found by visiting http://www.dws.state.nm.us/dws-offices.html.

Recruiting On Social Media

Ingrid Baker — Tue, 09 Aug 2011 15:48:00 +0000

Ok, on the one hand social media is creating havoc in the workplace. On the other hand, it is the latest job recruiting tool for professional recruiters. An article in the Wall Street Journal talks about recruiters and the sites they turn to when “trolling” for candidates.

In recent history Monster.com was a major player. There was a fee for employers to post their jobs online. Then things started changing. Craig’s List was one place where jobs started appearing. Then companies developed their own accounts on LinkedIn, touted as a professional site for networking. There they posted jobs and participated in discussion groups related to their businesses. LinkedIn developed a hiring solutions segment with tools to help recruiters in their search. The site has a reputation for having a comprehensive resume database, and is a go-to site for executive talent.

Now..we have Facebook entering the market. Companies have also developed accounts on these sites, and post jobs and videos of current employees on the site. There is much discussion among the various website companies as well as recruiting professionals about using this tool. On the one hand, LinkedIn execs said that users regarded LinkedIn as their professional life, and Facebook as personal. In their focus groups, job candidates were sharply averse to being contacted through Facebook for jobs. On the other hand, Monster.com execs acknowledged that the Facebook recruiting platform is growing rapidly. Their company has launched their own Facebook append it has grown to 800,000 users in a couple of months.

Right now all the players are seeing an increase in activity and revenues. The future, however, seems to be in the social networking arena, with more and more companies adding those skills to their recruiting departments. As individuals spend more time on the social networks, the recruiting power of these sites can only grow. One reason Facebook is a target for the recruiters is that individuals spend a lot more time on the site, and one company found that candidates are 50% more likely to apply for positions found through Facebook than other means.

The result of all this discussion seems to be that both companies and job seekers are going to have to spend some time developing their skills in using the social network sites. Just what we all need – more lessons to learn! Good hunting, all of you.

Tech2 Job Fair Reminder

Ingrid Baker — Wed, 27 Apr 2011 15:04:15 +0000

The spring Tech2 Virtual Job fair begins next week (May 2-6) so don’t forget to visit online. This is one job fair you can attend from home or anywhere. Just go to www.nmvirtualjobfair.com Monday morning and see the current list of companies and opportunities.
This is a time when job seekers should take advantage of whatever opportunities arise, and technology companies are hiring. The jobs are mainly high tech, but there are also business and leadership opportunities available. Make sure your resume meets the suggested requirements for the job, and is clear and concise. Find something you are interested in and post away!
For those of you who do “attend” we would like to get your feedback on the site and the event. Let us know if you found what you were looking for. Send comments to the Contact link on the site. See you there!

Baby Boomers Having a Hard Time Finding Work

Ingrid Baker — Mon, 11 Apr 2011 12:54:04 +0000

There was an interesting story on CBS Sunday Morning on April 3 concerning unemployment among baby boomers. They opened the story at a Florida job fair where there were 2000 applicants, many of which looked closer to retirement age. The premise was that people over 50 are having a hard time getting hired if they have been laid off.
Here are some interesting statistics: people over 50 are actually less likely to be laid off, but those who are struggle to find new opportunities. Laid –off workers 34 or younger have a 36% chance of finding a new job within a year, according to the story. For those in their 50’s or older it is only 24%. For job seekers over 62 the number is even lower.
There was a survey done by a Texas A&M professor in which over 4000 fictitious resumes were sent out in response to job ads, using high school graduation dates from the late ‘50’s to 1986. The survey found that employers were 40% more likely to go for the younger applicants.
That’s a real problem because more and more boomer are continuing to work as their retirement nest egg shrinks. These people are a new underclass that could end up being a huge burden on the government. Many are finding jobs well below their skill levels, which also affects their ability to save. Some are giving up all together and using unemployment benefits as they can – or finding other ways to get by.
Why the differences? There is a perception that older workers will cost more, that their benefits will cost more, and that they are more demanding in their jobs. There is also the idea that folks slow down with age, even though this older generation is a lot more healthy and energetic than those in the past. Ultimately many employers are opting for “young and cheap” versus mature and experienced.
So – my question is, is this really true for high tech companies? It seems that technology companies, especially new ones, need experienced professionals to help them grow and be successful. In the searches on our job site, nmtechjobs.org, many of the opportunities say “experience preferred”. True, there is a choice between a newly graduated PhD with no experience and the latest info vs. a veteran who knows the ropes. Also true that the more cutting edge tech companies have products so new that there aren’t likely to be very many with appropriate experience for the technology. In the end, the industry does value and need its experienced workers. Good luck!

Check Your Resume Against These Suggestions

Ingrid Baker — Fri, 04 Mar 2011 15:46:10 +0000

It is really difficult to write a good resume because you want to tell folks all the good things about you – but they just want to know if you can do the job! I’ve discussed resumes from the employer angle a number of times, and they are searching for truthfulness and a fit. They are also trying to get some sense of the person and their work style. Because they may receive PILES of resumes for a position, the more clearly and concisely you present your skills, the more likely your submittal will get noticed.
There is an art to focusing in on the skills a prospective employer will want while still presenting the breadth of talent that you offer. A number of websites offer general tips for presenting your best side.
One service, #1 Resume Writing Services, provides a simple list of 10 tips online. The list is as follows (for further discussion see the Resume site):
- Use titles or headings that match the job you want (assuming they are accurate!)
- Use design that grabs attention, so they’ll notice your resume in the pile
- Create content that sells – the art of descriptive phrases that attract attention
- Quantify, and use power words – numbers are powerful in themselves when describing achievements
- Analyze ads and job descriptions to identify key words – clues as to what the employer is asking for
- Identify and solve employer’s hidden needs – things like “plays well with others”
- Sell the benefit to employers of the skills you have – don’t just list the skills
- Create an image that matches the salary you want – such as the number of years of experience
- Prioritize the content in the resume – make sure the important stuff is at the top
- Most important – tweak and target your resume and cover letter for the job you seek. Highlight the skills you have relevant to the position.

After you have done the work and have targets in mind, have someone familiar with the industry review your resume. They can help you with target words and presentation. Also our High Tech Job Forum will do a once-over for you free of charge. We work with a number of high tech employers to help them recruit and would be happy to give you a sense of whether you are on target.
Good luck!

Job Seeker Strategies

Ingrid Baker — Thu, 10 Feb 2011 00:22:11 +0000

NPR presented a program Tuesday, February 8 on “All Things Considered” on how to search for jobs effectively. They interviewed folks in the recruiting field as well as hiring managers in large companies.
One contributor suggested that finding a job requires the same type of marketing as starting a new company. A recruiter with a large firm said that now 70% of jobs are not published. Even without publishing jobs, large companies receive almost 10 resumes for each position in the company, whether it is an open position or not.
So – what to do? Throughout the last few months there have been multiple articles on job seeking tips, and having watched this process I think we can boil them down to a consistent list.
First, just mailing out resumes blindly gets you nowhere. You have to have a contact to help you get a foot in the door – just to get them to read the resume! I remember getting a series of resumes, all from New York, all with cover letters in the same format. It was obvious that some recruiting firm was providing a template and probably charging for the service, but it didn’t get points with our hiring people! It was also fairly obvious the “applicant” knew nothing about our company
This brings up another point. Always do thorough research of the company you are targeting. Your cover letter (VERY IMPORTANT) should show that you know exactly what the company is about and should be able to address why you want to be a part of the team.
Your job search has to include visiting the employer somehow. If you can find a contact in your network, use it! If not – try a people search on Linked In to find contacts in companies you are targeting.
By the way, one recruiter estimated that you have to make at least 100 contacts a month in a successful search (and that doesn’t mean just dropping off a resume). Remember you are marketing yourself and so the effort compares to trying to sell an idea or product to customers. It’s tough right now, but perseverance pays off.
Here’s one idea, and a reason you NEVER burn bridges when you leave a company. One job seeker pulled up her employment history and contacted old employers asking if there was an opportunity for her. She got a job with a company she had worked for 10 years before, in a temp position! This is a good strategy for job seeker and employer – the employer has some knowledge of the applicant which helps in the vetting process.
Hard work, and sometimes depressing – but keep your head up and keep hunting!

Job Upswing In Technology Sector

Ingrid Baker — Wed, 12 Jan 2011 15:59:07 +0000

An article in Time (January 17, 2011) as well as other business publications, predict that those working in the technology sector should fare better this year. The Time article gave a number of statistics that are interesting to those seeking jobs. The volume may not be what it was, but there are definitely opportunities.
Jobs in network-systems and data analysts are the second only to biomedical engineers in growth in that sector. Companies have been spending more on software and computer services, and internet marketing and social networking companies are doing well.
Health services is another area of positive growth, and again requires training and education, just like the technology services areas. In fact, the Time article shows that in 2011 and 2012 over 37% of the new jobs will require a bachelor’s degree or higher.
There is also some good news for the manufacturing sector, as some companies are going to lean manufacturing and bringing the work back to the states. Various companies have stated that they want more control over their process and product. General Electric’s head of technology for the appliance section sees lean manufacturing as a way to lower manufacturing costs as much as 30%. Unit labor costs have fallen across the country.
In New Mexico the growth is slow, and appears to be focused in manufacturing and mining sectors. The UNM Bureau of Economic Research predicted that it will take years to replace the 50,000 jobs lost in the state. The Bureau director predicts that the job growth for 2011 will be about 1.3%. The manufacturing sector accounts for about 3.5% of GDP in New Mexico, as opposed to approximately 9% of GDP nationally.
The New Mexico Manufacturing Extension Partnership works with New Mexico manufacturing companies to improve processes and increase efficiency. Ron Burke, Center Director, said that in the last 5 years the number of manufacturing companies in the state dropped from 1700 to 1500. On the other hand, those who have survived the downturn are coming out strong, and some even have a backlog of orders – hopefully that means more job opportunities in the industry. Ron said that one reason for the successful survival of these businesses is that they have worked on training employees and improving their processes.
Let us hope that these smart technology and manufacturing companies in our state can add good jobs for the people here who have great skills and need them!

Social Media Recruiting

Ingrid Baker — Tue, 07 Dec 2010 18:01:42 +0000

The movie “The Social Network” has stirred interest again in the many ways social networking can be used. One market that is expanding rapidly is online recruiting and hiring for corporations and even small companies.
An increasing number of recruiters and organizations are turning to LinkedIn, Facebook, Twitter and more obscure niche social networking sites to speed up the recruitment process and reduce costs. The process does, however, need to be managed appropriately.
As I browsed LinkedIn I saw company (group) memberships that allowed current and past employees to join, and there were job listings on the site. Some provided alternative links for non-employees to check out jobs. I also noticed that companies join professional organizations in their industry and through that link attract more-qualified candidates for their needs.
There are a number of ways to use the social media to recruit. Company blogs may include job opportunities with links to social media sites provided. For a specific set of skills a company may post a technical question on their network and use the responses to identify a potential recruit. The social networks also provide another way for a company to highlight their organization to attract a specific group of people. Organizations may encourage employees to create a LinkedIn account to enhance its employee referral program.
Cautions for companies diving in to the new social media – don’t stop using your other sources, but allocate efforts among the different recruiting tools. Also, make sure that your application process is sophisticated enough for the new group of tech-savvy applicants. Seamless processes help insure that the folks you are interested in will get through. Otherwise they may just get impatient and move on to another opportunity.
For job seekers, the trick is to get involved in these networks by searching for appropriate groups and individual links that further your career search. As mentioned above, getting involved in discussions related to your experience could get you noticed by a recruiter. Make sure that your own social network page is professional and targeted to the market you are interested in.
As always, good luck!