JOB SEARCH TOOLS

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Career Planning.
We help you achieve both your personal and professional goals.

When you decide to take your next career step, write out your personal and professional goals to see if they align. The following questions can help you clarify your objectives:

• Why are you in the field in which you are currently working?
• Are your talents and personality traits being fully utilized?
• Are continuing education and training high priorities where you work?

After you have answered these questions, take the following next steps:

• Career management. Take control of your life by taking positive steps to achieve your objectives.
• Support. Be sure that your family endorses your choices. You'll be able to move faster when an offer is tendered.
• Networking. Your career network should include friends, current and former colleagues, vendors, industry contacts, recruiters, teachers and classmates.
• Skills. Today's economic environment is constantly changing. Make sure your skills are up-to-date.

Confidentiality and Protecting Your Privacy

Posting your resume on a public job board can be hazardous. You never know who will see it. Our website is not a public job board.
It's a secure database accessible only to Recruit 360's professional recruiters who understand the importance of privacy when making a career move.

We safeguard your confidentiality throughout the placement process. The only way we can attract the best talent is to ensure our candidates' confidentiality.
I'm ready to fill out my profile now!

Resumé Tips
Create a winning resume. What to put in, what to leave out.

Can’ t think of anything to write down about what you do in your job?
Answer some of these questions. We guarantee that you will come up with some new ideas about your job responsibilities and skills.

• What experience, skills, aptitudes, or traits do you have, or think you might have, that could be of some use to some employer?
• What skills have you developed, at least to some degree, that you have never used at work?
• Do others, at work or elsewhere, come to you for any particular kind of help? What kind?
• Do you have military experience (include Coast Guard and merchant marine)? Branch, grade, Specialty? Active duty, reserves, national guard? Discharge? Duties? Accomplishments? Medals, citations, commendations? Promotions ahead of schedule? You can treat military experience either here, as general background, or list each position as an employer in the Resume Questionnaire. Don’ t forget, military training can be particularly useful in private industry if it is relevant to your objective.
• Have you ever published an article, report, or anything, even as a volunteer, even in your company professional association newsletter?
• Have you ever given a talk, speech, or presentation, or provided training to anyone at work or elsewhere? Give the specifics.
• Computer literacy and related skills: What platforms can you use (PC, Apple, Unix, etc.)? Which one are you most comfortable with? What operating systems are you familiar with (DOS; Windows NT, 95, 98; OS/2; Unix; Apple; other)? If you program, which languages do you know, and what is your level of ability or experience in: What programs, or kinds of programs, have you designed or helped design or debug? What Internet research tools are you familiar with? What programs are you familiar with (word processors; spread sheets; data bases; groupware or PIM’ s, such as Lotus Notes, Groupwise, Ecco; graphics, desk–top publishing, etc.); office suites (Suite; Microsoft Office; Word Perfect Office); LAN or WAN system software? (If you know the latest version, mention it, as in "Lotus Notes v. 4." If you’ re not familiar with the latest version, give only program’ s name.)
• What foreign languages do you know at least somewhat, and what is your level of skill in each. I.e. native speaker; fluent; moderate; phrase–book; write easily for professional purposes?
• What planning or analytical tools are you familiar with (critical path? PERT; quality function deployment; etc.) ?
• What experience have you had as a manager of or participant in TQM? CQI? Business process reengineering (which version: general structure/function analysis or computer systems analysis)?
• Do you have any special travel experience, domestic or foreign? If you studied, lived, or worked in a foreign country, how long were you there? Did you live in  an American enclave?

Responsibilities, Activities

• How many people did you supervise? Orient? Hire? Train?
• How large a budget did you manage?
• Who do you report to?
• What was the highest level in the company that you reported to or communicated with directly?
• Did you coordinate anything?
• Serve as liaison between groups or key individuals?
• Mediate between groups or individuals? Resolve any conflicts? Serve as mentor to anyone?
• Did you do, or participate in, strategic planning?
• Did you set or evaluate or participate in the setting or evaluation of policy?
• Did you evaluate any individual or group performance, or any task or project research?
• How did you relate to the product or service?
• Did you communicate with customers? How?
• Were you on any proposal teams, in–house or with a customer or subcontractor? Did the proposal succeed?
• What was your function on the team, or your contribution to winning? Your team’ s percentage of wins?
• Did you communicate with suppliers or subcontractors? How?
• Did you purchase services or supplies for the office, unit, department?
• Ever serve as a troubleshooter? In what area?
• Did you back up someone? Who?
• Did you do any surveys or other research or studies? Determine requirements?
• Prepare recommendations?
• Design or manage any processes, systems, or projects?
• Organize any events, conferences, meetings? How many?
• Did you administer anything?
• Consult for anyone, inside or outside the organization?
• Did you gain experience in any special use software?
• Foreign languages?
• Analytical or evaluative procedures?
• Equipment or hardware?
• What kind of writing did you do, for yourself or someone else (e–mail, correspondence, memos, reports, concept papers, plans, proposals, office newsletter, etc.)? What did you write about? Did you write any that was delivered to a customer as a product, or part of one?

Achievements, Accomplishments

• How much reduction in costs or increase in profits did you contribute to?
• What did you do?
• Did you add any smoothness, quality, or economy of operation that noticeably improved the way things were before you assumed responsibility?
• Any concrete or specific signs of the gain you achieved?
• Did you propose, suggest, or initiate any programs, changes, or improvements that were implemented at least partly because of your initiative?
• What positive results occurred?
• What did you do as a volunteer, beyond the regular duties of your position?
• Whether you were paid for it or not, what were you particularly good at that made a difference in how the office (job, project, assignment) progressed from day to day?

Awards, Recognition

• Were you praised, recognized, or given a pat on the back for anything–a particular assignment, a method of working, a trait of character? How? By whom?
• Were you promoted ahead of schedule?
• Selected for any special responsibilities or programs?

Interviewing.
Prepare for the interview. What to ask, what you may be asked.

You always need to "take temperatures" because people have minds and they’ re changing them constantly. You need to listen to what they don’ t say. Being prepared for an interview is vital; the following preparation is very unique and effective in conducting a positive interview.

Things to remember:

• People have to buy you before they buy from you.
• People hire and accept emotionally first and justify logically later.
• People are most sold by your conviction rather than by your persuasion.
• Know your technology, but think PEOPLE.
• The decision to hire is made in the first 5 to 10 minutes of the interview, with the remaining time spent justifying that decision .

The Candidate Preparation:

Please take these notes to the interview and practice the anticipated questions that may be asked and your answers to those questions. Be sure to practice these steps out loud to yourself before the interview.

• What are the duties and responsibilities of the position I’ m applying for? This is an excellent icebreaker question for the hiring authority and a great start to a successful interview. What % of my job is dedicated to administration, supervisory, and technical? (should = 100%)
• What is my number one priority that has to be done before I leave each day? Why? (priorities are personal.)
• What are the production or sales goals? What obstacles would prevent me from reaching my goals?
• What are the short and long term goals set for the person in this position?
• Have questions for the hiring authority. Questions must be written out before the interview, while avoiding the topic of compensation and benefits for the first interview.
• Salary – this is a trap question. If the question is brought up a very good response is "I would like as much as the position will pay" OR "I am currently making $_____. Although I would like an increase, I don’ t know enough about the opportunity to answer that fairly." Be very careful that you don’ t short yourself. Be sure to keep in mind your base salary, bonus program, stock options, gain sharing programs, performance bonuses, benefits, etc.
• Ask for the job! "I haven’t interviewed in a while, what is the next step? Can we conclude our business today if all goes well?" OR summarize what you’ve done that ties in with the new position and ask, "Do I have the qualifications you’re looking for?" Then remain silent for an answer. If the hiring authority says, "I’m looking at other people," you say, "How do my qualifications match the people you’ re considering."
  (Your #1 priority is to receive an offer, if this is a position that you desire, your #2 priority is to know the next step.)
  ALWAYS SEND A FOLLOW–UP LETTER.
• After you leave the interview, it is very important that you call us immediately

Interviewing Do's and Don'ts

Interviewing Do's

• Arrive 10 minutes early. Being late to an interview is never excusable.
• Clarify questions. Answer the interviewer's questions as specifically as possible. Relate your skills and background to the position requirements throughout the interview.
• Give your qualifications. Focus on accomplishments that are most pertinent to the job.
• Anticipate tough questions. Prepare to turn perceived weaknesses into strengths.
• Ask questions. An interview should be a mutual exchange of information, not a one-sided conversation.
• Listen. Concentrate not only on the interviewer's words, but also on the tone of voice and body language. Once you understand how the interviewer thinks, pattern your answers accordingly and you will be able to establish a better rapport.
• Dress appropriately. Make your first impression a professional one.
• Be professional. Smile, make eye contact and maintain good posture.  These are simple but important things that are easy to forget to do during an interview.

Interviewing Don'ts

• Don't answer vague questions. Ask the interviewer to clarify fuzzy questions.
• Don't interrupt the interviewer. If you don't listen, the interviewer won't either.
• Don't be overly familiar, even if the interviewer is.
• Don't ramble. Overlong answers may make you sound apologetic or indecisive.
• Don't lie. Answer questions truthfully.
• Don't express resentment. Avoid derogatory remarks about present or former employers.
• Don't wear heavy perfume or cologne. The interviewer may not share your tastes.

Closing the Interview

Job candidates often second-guess themselves after interviews. By asking good questions and closing strongly, you can reduce post-interview doubts. If you feel that the interview went well and you want to take the next step, express your interest to the interviewer.  Try an approach like the following: "After learning more about your company, the position and responsibilities, I believe that I have the qualities you are looking for. Are there any issues or concerns that would lead you to believe otherwise?"

This is an effective closing question because it opens the door for the hiring manager to be honest with you about his or her feelings. If concerns do exist, you may be able to create an opportunity to overcome them, and have one final chance to dispel the concerns, sell your strengths and end the interview on a positive note.

A few things to remember during the closing process:

• Make sure that you have thoroughly answered these questions during the interview: "Why are you interested in our company?" and "What can you offer?"
• Express appreciation for the interviewer's time and consideration.
• Don't expect an offer to be made or a specific salary to be discussed during your first interview.

Follow-up

After your interview, follow-up is critical. When you get in your car, immediately write down key issues uncovered in the interview. Think of the qualifications the employer is looking for and match your strengths to them. A "thank you" letter or email should be written no later than 24 hours after the interview. Be sure to call your recruiter to discuss your interview and your next steps.

Resigning Gracefully.
Resign from your current job without burning bridges.

Congratulations! You've landed the job! Now you are faced with the delicate challenge of resigning from your current employer without burning bridges, and saying good-bye to friends and colleagues.

Your Recruit 360 recruiter will help you draft your resignation letter. Then, you will make an appointment with your manager to respectfully explain your decision. Your manager needs to hear that your decision is firm and final and that you are committed to your new employer. Express appreciation for the opportunities that your former employer has given you.

Be careful not to get lured into any discussions other than your resignation, such as how your employer wants to handle your final weeks or the transition of your current responsibilities and projects.

Counter-offers.
Flattering, but are they in your best interest?

While counter-offers may be tempting and even flattering, there can be pitfalls that you need to be aware of. Ask yourself these questions:

• Will your loyalty always be in question?
• If there are future cutbacks, will you be the first to go because of concerns about your loyalty?
• If you accept the counter-offer for more money, are you just giving your employer the time they need to locate and select your replacement?
• Will your career track remain blocked if you accept it?
• Will your responsibilities be expanded?
• Will you have to report to a person you don't respect?
• Will you receive next year's raise or bonus early?
• Is the counter-offer a ploy to avoid a short-term inconvenience by your employer?
• What are your realistic chances for promotions now that you have considered leaving?

As attractive as counter-offers may appear, they can greatly decrease your chances of achieving your career potential.

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