Search I95 Business Magazine




How to Get Hired
The Insider's Perspective

August 2011

Recruiters and human resources professionals are the experts in how to get a job in corporate and non-profit America.

Jason Frett

Maele Hargett
Professionals For NonProfits

Renee McNally
HR Solutions

Applying relatively new tactics such as Skype and LinkedIn for employee searches, today’s hiring pros use social media and search Google for information on candidates. More common approaches of Craigslist and web classifieds for job postings also are employed. And, just how do these tools assist the hiring experts?

We’re up to the task of uncovering the tips, tricks and strategies used by the pros. To find out more, I95 BUSINESS spoke with two recruiters and one HR professional for the scoop on how jobseekers, as well as those currently employed, can get hired.

Maele Hargett, an account manager for Professionals For NonProfits, explains that she uses Skype since 80 percent of her position is phone and computer based. Skype also has allowed her to take on international searches.

Jason Frett is a SAIC corporate recruiter located in Abingdon and recruits not only for the Harford County location but also handles nationwide employee searches. Frett explains that social media is used “to leverage online presence, company branding and reach out to potential job seekers.”

Renee McNally is president of HR Solutions and offers a variety of human resource consulting and outsourcing solutions for small businesses. McNally’s company helps to minimize risk, save money and eliminate the headaches of managing employees.

Industry Trends in Recruiting

Without a doubt, companies are leaning on technology to recruit. With social media increasingly being used for recruiting, the web is a powerful tool for both jobseekers and recruiters. SAIC’s Frett characterizes job posting on social media as “how great companies promote job opportunities.”

Another trend in recruiting is the use of short videos and blogs as a means for employers to broadcast their open positions. This low or no-cost option is a trend that assists companies and non-profits in their branding and market awareness.

“[Social media] helps employers see our successful placements and hire us, and candidates see who we are working with and jobs that are available to them,” Hargett says.

Advice for Jobseekers

Recruiters and HR execs are quick to give advice to jobseekers. HR Solution’s McNally recommends, “connecting with as many people as you can!” She also encourages candidates to be careful about what is posted on the Internet. “A lot of employers will Google candidates to seeif they can gather any more info,” McNally asserts.

Frett encourages candidates to “be proactive, follow-through with job applications,” along with making those crucial post-interview contacts.

Innovative Resumes

Resumes continue to reach recruiters via email, web and mail delivery. The newest format is the video resume. McNally mentions that video resumes “can be dangerous for employers to use because of discrimination laws.”

The formatting of resumes has not changed much, according to our panel of experts. Frett explains that the electronic process of applying allows candidates to apply to more positions in less time.

“This also means companies receive more resumes for each position,” he says. “It is more important than ever to realize that resumes need to be concise and well written to provide employers a snapshot of your skills.”

Recruiters and HR employees also screen resumes with software to pull out keywords and run background checks. The importance of reference checks and accurate information on resumes is key.

Resume Formatting

“We have a [resume] database of thousands of pre-screened candidates where we can put in keywords a client is looking for and pull up a list of possibly ideal matches,” Hargett explains.

Job hunters are tasked with writing a resume that will be read by hiring authorities. How to stand out in a crowd of resumes? Frett recommends that the resumes be concise and well written, with current skills highlighted.

“Realizing the high volume of resumes a busy HR or staffing professional receives, it is essential that you don’t provide an easy reason to screen yourself out by doing one of the following: Having a resume with typographical errors; not including dates or including incorrect dates for your employment history; and including personal quotes that have been plagiarized,” Frett advises.

Tips to Land Any Level Job

The key to landing any job, from entry level to mid-level management to executive level may not be that elusive. Companies are searching for qualified employees on a daily, hourly basis. Hargett explains that her staffing agency is hired to search for the right people.

“When I have a C-Level position, I have people in mind that we have met with previously, and I begin with our database,” she reveals. “It is the same for every level … with high-level searches I have a hot list of people with certain skill sets in certain income brackets.”

At SAIC, Frett recruits for all levels of positions in his Abingdon building, everything from interns to management level. “We have science and engineering positions, including specific technical positions,” he says. “There are more opportunities in the mid-level technical and scientific.”

Why Work History May Not Matter

The issue of work history on resumes is debatable. McNally’s says that tenure does matter because employers don’t like to see job hoppers and gaps in resumes. “It’s always easier to get a job if you have a job,” she says. “At the same time though, there have been so many lay offs, that employers are more understanding of those who don’t have jobs.”

Frett’s corporate perspective is that work history gaps are not uncommon and not viewed as a problem. He views stability and consistency in progression of career as well as duration in assignments as highly important. “It is more important that candidates accurately and effectively communicate past positions and timelines,” he offers.

Who is Hiring?

Small and mid-sized businesses are looking for employees to fill multiple roles. These companies are looking for a “Jack/Jill of all trades” who can offer multiple skills to smaller organizations. Hargett says, “In the Baltimore area, specifically the types of organizations have been health or education related with the job titles related to development: directors of development, major gift officers, etc.” Hargett has some executive assistant positions as well but maintains that fundraising is a big priority [in the nonprofit world], and these tend to be the most popular jobs.

Large corporations such as SAIC are recruiting for a variety of positions and talents. Frett says, “We have current and ongoing requirements that support areas of cyber security, national security, energy, environment, critical infrastructure and health, ranging from entry level through more experienced professionals.” Job openings can be viewed on the web at Designed to be intuitive to enable easy navigation for job seekers, SAIC updates the website real-time as openings are approved. I95