What it takes to be an IT Recruiter

Do you have what it takes to be an IT recruiter?

First you might be wondering what the heck an IT recruiter does?

Sourcing, recruiting, interviewing, references, background checks, contract negotiations, client/candidate account management, social media outreach, presentations/meetings...

That doesn't sound so bad. It might even sound fun (because it is fun!) But let me tell you, it's not always fun and sometimes it's downright heart-breaking. Somedays it can be a non-stop rollercoaster ride.

One minute you're presenting a job offer to a great candidate who's thrilled to get the job. The next your trying to find out and explain to a client why a great candidate failed to show up for an interview.

Sometimes you call people who forget that they posted their resume and they treat you like you're calling them in the middle of dinner to sell windows. Then the next person you call treats you like you're calling to inform them that they just won the lottery (and they make up for the not so great calls!).

That's just the candidates. Clients are a whole different ball game.

As a Hiring Manager, it can sometimes be forgotten that the "perfect" candidate may have two or three other job offers. This is when you have to be creative and use your negotiation skills!

It's not only people that make the job challenging. The job is inherently difficult because it is our job to fill the "hard" job orders (but nothing is impossible!). Easy jobs are the jobs that companies can easily fill themselves. We get the challenging job orders for people with niche skills sets and specialized experience.

Day in, day out, we are looking for people that are difficult to find because the few people who do meet the job requirements are happily employed or not easily found. That's when you have to think outside the box and do some serious headhunting (which is my favourite part - you get to be a candidate detective!) You have to search high and low to find the right candidate for an opportunity that also meets their needs/career aspirations - and you have to find them before your competition finds them (I like to think it's similar to "The Amazing Race")

So do you have what it takes to handle the rollercoaster ride? There are up's and down's but trust me the hills are the best part!

• Do you thrive on challenge?
  



• Are you willing to work whenever you have to connect with people to fill the job?




• Do you love to help people hire the right people and find the jobs that will make them happy?




• Do you love to learn?
  



• Do you love to hunt?




• Do you love to solve difficult problems?




• Do you love to network?




• Do you love, love, love technology!!!

Then you just might love being an IT recruiter as much as I do :-)

Other Posts by Michelle De Rubeis

Where are the Women? Connecting Women and Technology
iPad versus Playbook Debate Revisited
Steve, Mark and Jim: Who Made 2010's Nice List?
How to Sparkle in a Room Full of Diamonds

About the Author

Michelle De Rubeis
Technical Recruiter, StaffLink Solutions
Website: http://www.stafflink.ca/
Email: michelle@stafflink.ca
Twitter: Twitter.com/stafflink1
LinkedIn: Linkedin.com/in/mmderubeis

IT Job Market 2011: Is This a Candidate’s Job Market?

Who has the most power in the marketplace these days? Is it the candidate or the employer?

According to Statistics Canada our jobless rate is at 7.4% (http://reut.rs/jzgrHv ). This is at our lowest rate since June 2009, which was the beginning of the recession.

As the jobless rate decreases the power grows for technology job candidates. If you are in the manufacturing industry there are still struggles ahead.  My expertise is around the  technology world, and we are starting to see evidence of an emerging  candidate's market.

What are some of the signs of a candidate's market?

1. Competition for candidates. Now it's normal for us to see candidates with multiple offers, but this didn't happen a year ago.
2. Empowered Candidates. Candidates are actually turning down reasonable job offers. One year ago candidates would jump at the first offer.
3. Employers are looking to fill teams. Some of our clients are winning projects and need to fill teams of 5 to 10 people or more. A year ago many of our clients were cancelling projects.
4. Less outsourcing. Fewer clients are outsourcing projects overseas which means more competition for candidates. Businesses have become very selective about what they outsource abroad. This means more jobs locally. Recently we had a client that did a cost comparison between outsourcing a team of three from India and hiring three local contractors. After considering the costs and the importance of delivery deadlines, they chose to hire local contractors because it was less expensive to do the work locally.  
5. Small businesses are hiring. One of the main causes for the decrease in the jobless rate is the increase of self-employment and the success of small businesses. Over 30% of our job orders are now coming from small and medium sized businesses that are growing.

It's not a candidate's market for all candidates at this point. But the candidates that have the power these days are obviously the ones that are in demand.  In my next article I'll tell you exactly which candidates are wielding the most power in the technology job market.

Related Articles

• IT Job Market 2011: Is This a Candidate's Job Market?
• 10 Tips to Capture Hot Candidates
• Canada's Summer Job Market is Sizzling
• Welcome to Toronto, Silicon Valley North
• Top 10 IT Skills in Demand 2010

Written by:

Tim Collins, President and Owner, Stafflink Solutions

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

How to Handle Behavioural Interview Questions

Have you recently shown up to an interview feeling fully prepared to prove that you would be the best person for the job?

You thought you had it all figured out and had come prepared to tell the interviewer why you would be a perfect fit for the position.

However, when you sat down and the interviewer started asking you questions about your past work-related behaviour, it threw you off your game. You were not prepared and could not remember examples of your behaviour in past jobs. Who knew that the way you handled a difficult situation with a co-worker on your IT team several years ago would be pertinent in obtaining a new position?

Behavioural interview questions have become widely popular with interviewers. This is when an interviewer asks you a question where you are required to describe a specific example of past work-related behaviour. This technique is so popular that today it is rare to go through an entire interview without being asked at least a few of these types of questions.

The reason is that employers believe past work-related behaviour is a good indicator of future behaviour. If you could convince a team to work on a project they were less than thrilled about in your last job, then you could probably be a great Team Leader today.

Here are some tips on being successful at answering behavioural interview questions:

Show You Are Competent:
There are no right or wrong answers to behavioural interview questions, although there are definitely certain competencies and skills that employers are looking for when they are analyzing the behaviours you describe in your answers.

The best way to answer successfully is to think about what types of behaviours and competencies that the employer is looking for in the specific role and then come up with examples where you have demonstrated these in your past jobs.

Be Prepared:
Go through the job posting and do your research on the company. What does the company value? If the job posting is looking for someone with proven customer service skills, then come up with an example where you successfully dealt with a difficult customer in the past. If it says they value organizational skills, then they may ask you to talk about a time where you had a lot on your plate and had to prioritize.

If you take the time to think about the role, then it will not be too difficult to pinpoint some of the questions that may be

Stay On Topic and Answer the Question:
Get to the point. Have a game plan on how to answer behavioural questions in general. First, describe the situation, then how you reacted and why, and finally, describe the result, or what your actions accomplished. Do not go off on tangents or get off topic. Make sure you answer the question that is asked and try not to be too long winded when doing so.

Prove You Can Do the Job
Behavioural interview questions are a great way to prove that you are the right person for the job. They can be prepared for easily and allow you to demonstrate that you have the reactions and competencies necessary to be successful in a role. So be prepared and embrace your chance to be direct. Be ready to prove that you have previously used and demonstrated the skills that the job requires.

Although behavioural question can be difficult to answer on the spot when unprepared, they should be easy to predict, related to the job, and an advantage for someone who has the proper qualifications.

Written By Dan Leibner
email: daniel.leibner@gmail.com
http://ca.linkedin.com/pub/dan-leibner/21/a8/9b9

http://twitter.com/#!/DLeibner

Related Articles
How to Sparkle in a Room Full of Diamonds
What Should I Wear to an Interview for a Job?
10 Job Networking Strategies to Consider if You're a Newcomer to Canada
How to Land a Job in 7 Seconds
What's Your Superpower?

How to Sparkle in a Room Full of Diamonds

Phones are ringing, calendars’ are booked and recruiters are drinking more coffee -- it can only mean one thing… job openings! The good news? The job market is turning around. The bad news? The competition is fierce.

The amount of well qualified candidates looking for new opportunities is tremendous. So how do you stand out in a group of front runners? How do you make your mark? More specifically, how do you prove to prospective employers, that you are the one worth investing in? When the competition is close and many applicants fit the position, the best thing you can do is find a way to shine.

Don’t worry, I’m not asking you to stand outside an employer’s office with a stereo above your head singing a song to the hiring team. I am simply asking you to put in that extra effort.Not sure where to start? Not a problem. I’ve started a list of some creative ideas that will help you make your mark. Test a few out and see what you can add.

1) Watch Your Manners: Reaching out for a handshake, remembering names and saying thank you can go a long way. Manners not only demonstrate your professionalism but they make employers feel valued.

2) Find Shared Interests: Look around the employer’s office – what is hanging on the walls? You can tell a lot about a person’s interest by their office environment. If you see a fishing picture, strike up a conversation about your last fishing trip. Maybe everyone can do the job but not everyone can listen to someone talk about their eight hour fishing expedition.

3) Promote Yourself: If you look through your office, chances are you have a few promotional items from various companies. Why do they do this? So you remember them! Whether it is creating your own portfolio, blog/website or handing out a personal business card – find a way to promote your personal brand.

4) Snail Mail: In today’s fast-paced environment, an email may seem like the most appropriate form of communication to send a thank you letter. It’s fast, quick and convenient. However, if you want the job – convenience should not matter. Yes, it is true that most employers will want to receive a thank you letter within 48 hours of your interview. So why not express post a hand written thank you letter? Snail mail (that isn’t a bill) always catches my attention.

5) Sizzle in Style: One of our very own Stafflink employee’s used this trick. He wore a baby pink dress shirt to stand out among the sea of black suits. Whether it’s wearing your favourite red dress or sporting that bright bold tie, find something in your closet that helps give you that extra punch. Some people might be taken back if you show up in a bright orange suit, but a bright purple tie just might make you the perfect amount of memorable.

Not every idea will suit everyone. Pick something that feels comfortable and honest. The point is to find a way to show your personality, passion and drive to prospective employers. If you are truly passionate about a position, demonstrate that passion and there will be no stopping you. As a wise philosopher once said, “Wherever you go, go with all your heart.” – Confucius.

Do you have any tips for standing out in the crowd while you're searching for a job? Please share your strategies in the comments.

Related Articles:
What Should I Wear to an Interview for a Job?
10 Job Networking Strategies to Consider if You're a Newcomer to Canada
Build an e-Resume Portfolio Site with WordPress
How to Land a Job in 7 Seconds
What's Your Superpower?


Written by: Michelle De Rubeis, Technical Recruiter, StaffLink Solutions Ltd.
Website: http://www.stafflink.ca/
Email: michelle@stafflink.ca
Twitter: Twitter.com/stafflink1
LinkedIn: Linkedin.com/in/mmderubeis

IT Resume Template: Optimize Your Resume for Job Boards and Recruiters

I see hundreds of resumes a week so I really appreciate a well formatted resume that enables me to quickly skim to the information I need to know. Here’s an IT resume template that is optimized for job boards and looks good to recruiters too.

Keyword Resume Template

Tips to Balance Keywords with Readability

1. Highlight your accomplishments. These differentiate you from other candidates. It’s even more impressive when your tie your accomplishments in with your job experience.

2. Keyword dumps don't work. You may be tempted to try to trick the search engines into putting your resume at the top of the list by dumping a load of keywords on the first page. When I see a keyword dump and no real experience on the first page of a resume I assume that this person is not qualified.

3. Highlight specific capabilities within your description of each job in your Employment Experience section. Describe the technical skills, communication skills, organizational skills or management abilities you demonstrated in that role.

What did I miss? Please comment and share your resume writing tips.

Related Articles:

• 10 Job Networking Strategies to Consider if You're a Newcomer to Canada
• 3 Resume Publishing Tools to Pump Up Your Job Market Value
• Build an e-Resume Portfolio Site with WordPress
• Your Resume Isn't Only About You, It's About the Reader Too
• Resume Tips from a Guy Who's Place 1000 People
• How to Get a Recruiter to Open Your Resume

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

Welcome to Toronto, Silicon Valley North

A tech revolution is taking off right here right now in Toronto. What does that mean for you and me? It means exciting work opportunities and fierce competition for creative technical talent.

Why are companies such as EA, Apple, Microsoft, RIM, Disney, Facebook, Twitter and Google partnering with and buying Toronto tech companies?

1. Excellent People – Mark Zuckerberg, founder of Facebook says it best, "We have not once bought a company for the company. We buy companies to get excellent people."
2. Great Schools – Toronto has access to a wealth of talent being produced in schools like Waterloo (Masters Program in Technology Entrepreneurship), University of Toronto, Sheridan College, Queens University, and many others which have world renowned Technology and Engineering programs.
3. Community – Toronto has a community of young tech entrepreneurs who are building word class companies and networking at camps, informal meetings and through social media sites like Sprouter.
4. Government Tax Credits – SR & ED (Scientific Research and Experimental Development). “SHRED” gives millions in stimulus dollars to small and medium sized businesses. CEO of Polar Mobile, Kunal Gupta, says he “briefly looked at outsourcing to India or China but between the talent and the tax credits, we realized it was cheaper to do it in Toronto.”
5. Extreme Labs creates an environment for developers to build companies and follow their dreams. They run a very cool training program for young entrepreneurs who are given $5000 and during a 12 week session create products that are presented to a group of VC’s and investors (Dragon’s Den Style). The three companies that were successful last year raised 1.5M.
6. Funding – Money is becoming more available to entrepreneurs. Companies such as Tech Capital, RBC Ventures, Blackberry Partners Fund, Extreme Venture Partners and Growthworks are investing millions in technology startups.
7. New Devices – This tech trend has staying power. Smart phones are selling more rapidly than PC’s. Tablets will gain market share as the price point comes down over the next 6 months. Apps are driving sales of these devices.

Let’s look at some of the recent amazing success stories of Toronto companies:

• Polar Mobile – 6 million downloads of their apps – Sports Illustrated, Time, Food Networks, CNN, CBS, NCAA Sports, and 500 new apps to come for Microsoft
• Five Mobile – custom apps for Rogers, Disney and Sony Pictures – one of their apps for the The Score has over 6 million downloads
• Rypple – just raised 7M – their software integrates smartphones and office email
• Extreme Ventures – invested in 14 tech start ups – 250 staff – one of their companies BumpTop recently sold for a rumoured 35M to Google
• Sysomos – allows corporate clients to analyze Twitter and Facebook conversations – sold last summer for 35M
• Endloop – fantastic app called iMockups that gives developers a template for developing apps on an iPad – all object oriented

Toronto is an exciting place to be right now if you have an entrepreneurial spirit and you’re interested in app development. We are fortunate to have a number of these companies as our clients.

Action Points

• Talk to us about the possibility of working for one of these companies. Email us at cooljobs@stafflink.ca.
• Join the conversation and network with entrepreneurs. Join Sprouter, a Twitter-like community for startups and entrepreneurs, and answer the question “What are you working on?”
• Read more about the tech revolution in this November 2010 Toronto Life Feature Article "Download My App" posted by Kunal Gupta of Polar Mobile:

Tech Kings - Toronto Life Article

   

Related Articles

Top 10 IT Skills in Demand in 2010
Canada's Summer Job Market is Sizzling
10 Job Networking Strategies to Consider if You're a Newcomer to Canada
The Job Market Longtail

Written by Tim Collins Stafflink.ca
timc@stafflink.ca
www.twitter.com/stafflinks
www.linkedin.com/in/timrcollins

What Should I Wear to an Interview for a Job?

Your appearance, your smile and your handshake create that all important first impression. You know what they say--people form a lasting impression within 20 seconds of meeting you. I've also read that people know in the first 20 seconds whether they would be willing to hire you. The first impression has very little to do with your words and a great deal to do with your attitude, energy and appearance. Why not tip the scales in your favour with a great outfit.

I was struggling with what to blog about this week when I stumbled upon this awesome little video from Harry Rosen. Harry Rosen caters to men but I think the principles apply to everyone. Even if the office you are interviewing at has a business casual dress code you still need to take special care with choosing what to wear to the interview.

With few exceptions you should dress more formally for an interview than you would normally dress when you go to work. The care you take with your personal appearance implies respect for the employer and interest in the job.

But please don't feel like you have to run out to Harry Rosen and spend $1000 for a new suit! You can put together a great outfit for a much lower price if you shop around a bit. You might have to invest a few dollars in tailoring and dry cleaning to make the outfit look perfect, but it will be worth it.

So here's the video for what it's worth!



Related Posts:
Five Tips to Stay Motivated During the Job Search
How to Land a Job in 7 Seconds
The Hidden Job Market: How Tim Got In!
Interview Dos and Don'ts

Written by Laura Upcott
http://stafflink.ca/
laurau@stafflink.ca
http://www.twitter.com/lauraupcott
http://ca.linkedin.com/in/lauraupcott

10 Job Networking Strategies to Consider if You're a Newcomer to Canada

Newcomers to Canada frequently ask me how to get a job in their field. I wish I had a magic formula. You found your way to Canada. I'm sure it wasn't easy. You bring with you a treasure trove of knowledge, experience and potential. You also bring a determination to make a contribution and a fresh perspective that our economy needs.

I've seen countless people succeed in the same situation that you find yourself in now. So it is with sincere admiration that I offer these suggestions. I trust that you will find your way to the work experience you are seeking. And in the process you will enrich your community.

I talk to many newcomers who are established as highly-demanded professionals in their field. Usually I'm trying to recruit them for a job. At least 70% of our placements are people who've immigrated to Canada. How did they do it? Luck? Connections? A well written resume? Here are a few ideas you could consider in your quest to jump start the next leg of your career.

1. Reach out to people you know who've come to Canada and landed in good jobs. Ask them how the did it.
2. Informational interviews. Arrange to meet with people who are currently working in your field, not to ask for a job, but to ask for advice on how to break into the marketplace.
3. Participate in blogs and usergroups in your field. Make comments. Answer questions. Provide technical advice. Seek out opportunities to demonstrate your expertise and help others.
4. Mine LinkedIn. Complete your LinkedIn profile including a friendly photo. Network to find others on LinkedIn that you might know through a friend. Link to your personal blog/website or portfolio from your profile. Join special interest groups that are related to you field. Participate actively by starting discussions and commenting on other people's discussions. Promote others.
5. Participate in professional networking events like camps and meetups to get to know people working in your field.
6. Offer a free trial run of your services (aka volunteer work or and an internship) to entice people to give you a chance. This creates a Canadian reference for your resume. You don't need to mention on your resume that it was volunteer work.
7. Create a personal website to market your services. Use it as a platform to showcase your expertise and find work. Tell your story of coming to Canada - people love stories and they might be inspired to help you. Include a "Hire Me" or "Work with Me" link to tell people how to hire you. Add a jazzed up version of your resume or portfolio.
8. Blog about topics of interest to potential employers/clients and people in your field. Publish your articles on your personal website and broadcast links to your blogs on LinkedIn, Twitter, Facebook and and special interest groups where people with your skillset (including potential employers) hangout.
9. Communication skills. It's the one requirement you see on nearly every job description. If you find that people have difficulty understanding you in conversation, check out LearnSpeakLive.ca for information about free language instruction program in the Greater Toronto Area.
10. Be Persistent. Creating a personal brand is hard work. As you implement the above strategies you'll be "self-employed". That entrepreneurial spirit is popular with employers these days - especially startups and technology firms. Eventually you'll connect with an employer who will be delighted to hire you.

Please share your tips for getting established in a new job market. Did I miss anything? What works for you?

See also

• 3 Resume Publishing Tools to Pump Up Your Job Market Value
• Build an e-Resume Portfolio Site with WordPress
• Canada's Summer Job Market is Sizzling!
• Top 10 IT Skills in Demand 2010
• The “Canadian Experience” Myth Exposed

Posted By Tim Collins, President and Founder,

Stafflink Solutions Ltd

http://www.stafflink.ca/

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

Canada’s Summer Job Market is Sizzling

The technology job market is hot this summer. Check out this recent headline in the Huffington Post: Need A Job? Try Canada, Where Hiring Is Booming And Home Prices Are Rising. The article mentions that with a population that’s one tenth the size of the US, Canada created 10,000 more jobs than the USA last month.

Summer is typically a slow time in the job market. Not this year. The Canadian economy created 93,000 jobs in June according to Statistics Canada. The new jobs are primarily in Ontario and Quebec. In June Ontario added 60,000 new jobs and Quebec added 30,000 new jobs

We focus primarily on IT job placements at Stafflink. The majority of new hires we were involved with in June and July came from financial services (primarily banks and insurance companies), software and mobile companies. For hard-to-find skill sets like J2ME, Derivatives or Android our candidates have been receiving multiple job offers. It’s been a couple of years since we’ve seen this level of competition for candidates.

The new jobs Stafflink has been working to fill are evenly split between permanent-fulltime and contract. Compare that to 12 months ago when 90% of the job orders we received were for short term contract opportunities.

I believe that this strong job market will continue. Why? How can we ensure our continued success?

• Innovation. Our clients are developing new products and product lines with innovative research and development that is helping to drive the increase in new jobs, mostly in the technology sector.
• Stable banks create a secure environment for new business development and growth.
• Education. Schools need to offer the courses people need to develop the skills that the current economy demands.
• Diverse workforce. Multiculturalism is our strength. Employers who value qualifications from other countries gain access to a larger talent pool. Having people with diverse backgrounds at the table brings more creativity and innovation.

Go Canada! Canada is poised for continued success and strong job creation because of our diverse, well-educated and innovative people.

Sources:
http://www.huffingtonpost.com/2010/07/09/need-a-job-try-canada-whe_n_640555.html
http://www.thestar.com/business/markets/article/834018--tsx-closes-up-on-jobs-data

Related Articles:

Top 10 IT Skill Sets in Demand in 2010
The Future's So Bright You Gotta Wear Shades

Its Time to Spring Forward

The Job Market Longtail

Tim Collins, President and Founder,

Stafflink Solutions Ltd

http://www.stafflink.ca/

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

More Sourcing Secrets: 3 Tips to Get More Out of Your LinkedIn SITE Searches

In my last post, Sourcing Secrets: Getting the Goods out of Google with “SITE” Search, I showed how to use "SITE" searches with LinkedIn.
Now I’d like to share three very valuable Google search strings that can help you get more out your LinkedIn searches. These tips will help you expand your network and even reveal private profiles.

Tip One: Use - (minus sign) to Eliminate Unwanted Results
The - (minus sign) character acts as the command "not" which helps to focus your search results. For example, you can use the - symbol to identify specific keywords you do not want to see in the results. Perhaps you’re looking for a mid level manager but you don’t want to see senior level individuals. You could add the syntax -director to help eliminate individuals at the Director level. Also, when searching LinkedIn with Google be sure to add the syntax -inurl:dir and -inurl:directory to your searches. This eliminates directory pages from your search results. Directory pages are essentially lists of links and provide no valuable information.


Tip Two: Search Outside of Your Expanded LinkedIn Network
If you conduct an advanced search on LinkedIn and discover a candidate with a private profile, note the revealed information. Generally, they will reveal the company the individual works for and their title. Use this information to conduct a LinkedIn SITE search on Google. For example, if you come across a profile that shows the individual worked at "Company ABC" and they were a "Business Analyst", go to Google and type in the syntax site:linkedin.com "Company ABC" "Business Analyst". The search results will reveal people with public profiles on LinkedIn who have worked at "Company ABC" and were a "Business Analyst". With a little luck, you just might discover the name of the individual you are hoping to contact.

Tip Three: Join groups!
Joining groups on LinkedIn will help expand your network and give you access to valuable candidates. However, as most recruiters are aware, some groups are closed or have criteria based membership. Conducting a group search on Google can help you gain access to candidates in these exclusive groups. To reveal candidates with public profiles who are members of a group use the syntax site:linkedin.com (inurl:in OR inurl:pub) followed by the group you would like to find. For example: site:linkedin.com (inurl:in OR inurl:pub) “HRPA”.

Related Post: Sourcing Secrets: Getting the Goods out of Google with “SITE” Search

By: Michelle De Rubeis, Technical Recruiter, StaffLink Solutions Ltd.
Website: http://www.stafflink.ca/
Email: michelle@stafflink.ca
Twitter: Twitter.com/stafflink1
LinkedIn: Linkedin.com/in/mmderubeis

...

Sourcing Secrets: Getting the Goods out of Google with “SITE” Search

Most recruiters spend endless amounts of time with various search engines seeking out the perfect candidate for a specific role. Learning creative ways to find those “hidden candidates” can be very useful, especially for those hard to fill roles.

Today I was lucky enough to participate in Bill Radin’s webinar “Google Search Strings for Social Networks” led by Mark E. Berger. During this session, I learned the value of conducting “SITE” search techniques on Google, specifically for social network websites such as LinkedIn and Twitter.

What is a “SITE” search? Simply put, it is a Google search which allows you to search inside one website at a time.

How to conduct a "SITE" search?
To conduct your own “SITE” search, simply go to http://www.google.com/ and type in the syntax site: followed by the site you want to search. For example, site:linkedin.com. Once you have written this syntax you can add other specific keywords and criteria you are looking for such as site:linkedin.com “quality analyst” “greater Toronto”.

What are the benefits of a "SITE" search? You can reveal candidates that may not be accessible directly through the site’s built in search features. If you are to conduct a search on LinkedIn through the advanced search option, you are limited to profiles in your expanded network. By conducting “SITE” searches on LinkedIn through the Google search engine, you have access to all public LinkedIn profiles. Most people have public profiles therefore SITE searches on Google can substantially increase the amount of candidates you have access to, especially as a free member.

See Also: More Sourcing Secrets: 3 Tips to Get More Out of Your LinkedIn Site Searches

By: Michelle De Rubeis, Technical Recruiter, StaffLink Solutions Ltd.
Website: http://www.stafflink.ca/
Email: michelle@stafflink.ca
Twitter: Twitter.com/stafflink1
LinkedIn: Linkedin.com/in/mmderubeis

...

Resume SEO Part 2: Keyword Resume Template

A reader asked me to provide a resume template to demonstrate the tips in Resume SEO: How to Pump Up the Keywords Without Turning Off Recruiters. Here's the link to the document I created in response: Keyword Resume Template. Thanks for suggesting it!

I created this template with technology specialists in mind. We're an IT staffing company so that's what I know best. However, I think it could be adapted for other fields.

I modified an existing MS Word template and added some keyword sections headings to make the resume more readable and more SEO friendly. I inserted some tips to explain my reasoning.

Here's the result:

I hope you find this resume template helpful. Your questions, comments and suggestions for improvement are welcome!

Related Articles:

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

Resume SEO Part 1: Pump Up the Keywords Without Turning Off Recruiters

How do you add keywords to your resume and still make it readable? The secret is to insert keywords in places that help both recruiters and search engines to quickly skim your resume and determine if you're qualified.

What is Resume SEO? Recruiters use keyword searches to mine for resumes in job boards and resume databases. SEO (Search Engine Optimization) for resumes means including enough of the right keywords in your resume so that your resume gets picked up by search engines during a keyword search.

Define keyword. Keywords are nouns, phrases and buzzwords or jargon that detail your skills and relate to the position or industry. Examples: MS (Microsoft), PM (product manager), SQL Server, HR (human resources), MBA, technical writer, data delivery, administrative assistant, developing, creating.

Keyword dumps don't work. You may be tempted to try to trick the search engines into putting your resume at the top of the list by dumping a load of keywords on the first page. When I see a keyword dump and no real experience on the first page of a resume I assume that this person is not qualified.

How to Balance Keywords with Readability

1. Add Keyword Summary section to your resume: It's probably best to limit this to less than 50 keywords. Section out the Keyword Summary with the same formatting that you use to define sections in the rest of your resume. This enables the recruiter to quickly skim the heading and move to the next section.
2. Insert a Technical Environment description (or Skills Summary list) with each job in your Employment Experience section. Use a subheading to separate this list from the list of skills and accomplishments for that job. The Technical Environment/Skills Summary helps recruiters determine what specific skills you used for each position.
3. Insert a Technical Skills table that shows all programs, software and technical skills you know well and the number of years of experience you have with each. IT recruiters love these tables because it helps them quickly figure out if you have the required number of years of experience.
4. Within your description of each position in your Employment Experience section highlight specific capabilities such as technical skills, communications skills, organizational skills or management abilities you demonstrated in that role.
5. Use different keywords forms. If you use “coordination” in your Skills summary, use “coordinate” in the body of your resumé. Use both full keywords and acronyms.
6. Don’t go overboard! Your resume still needs to be readable.

Read Next: Resume SEO Part Two: Keyword Resume Template

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

The Hidden Job Market: How Tim Got In!

Here's an excerpt from Katherine Moody's interview with Tim Collins:

Tim Collins is founder and President of Toronto-based Stafflink Solutions, a full service permanent and contract IT recruiting firm. I’m delighted to have had a chance to talk to Tim Collins recently about how he got 4 jobs through the hidden job market mechanism. And how networking has helped his company, Stafflink Solutions, have its best year ever! Continue...

Listen to the interview
See a transcript of the interview

About the Author
Katherine Moody is a networking guru and job search coach. For more tips on navigating the hidden job market I highly recommend Katherine Moody's blog HRJobSecrets.com. Follow Katherine on Twitter @justathought99.

Your Resume Isn’t Only About You, It’s About the Reader Too

Write your resume with the reader in mind. Put your audience first if you want to get past the gatekeepers.

Who are the gatekeepers? It depends on three things: where you’re at in your career, your professional network and whether you’re using job boards.

If your career and professional network are well-established you'll probably bypass the gatekeepers. If someone is moving from Apple to Google either they’ve been headhunted or they have a relationship with someone at Google. Their resume will not be the door opener. In fact they’ll only need a resume if someone from HR requires it as a formality.

What if you’re not at that stage in your career? Then your resume has to appeal to two gatekeepers: the resume search engine and the human recruiter who stumbles across your resume with a keyword search or when you apply directly to a job post.

Search Engine vs. the Recruiter
A search engine doesn’t care how long your resume is or how it’s formatted. It’s is only looking for keywords that match a search query. But if the search engine does match your resume to a job then readability is a crucial differentiator.

Recruiters are very concerned about readability. Use consistent fonts and formatting, engaging language, and put the most relevant information first. Recruiters only take a few minutes to figure out if you’re qualified. They depend on you to make it easy for them to skim your resume and decide whether or not to give you a call.

Hook the reader on the first page. Generate enough excitement to entice the person to turn the page instead of moving onto the next resume. Action words, your achievements and accomplishments will make the person want to keep reading. Describe an accomplishment that shows specific tangible improvements that are relevant to the job you’re applying too. For example, if you’re a QA manager describe how you achieved a 10% decrease in bugs when you successfully implemented a new bug tracking tool within budget.

Don’t Bury Your Experience. When I see a resume that lists skills or methodologies on the first page and no job experience my recruiter radar wonders whether this person has the work experience for the job.

How far back should you go? Some people say that your resume should only cover the past 10 years. I believe that a detailed description of 7-10 years of experience followed by a bulleted list of your additional experience should suffice. For example, an IT project manager who was a programmer analyst earlier in their career should have detailed descriptions of their project management experience followed by a section summarizing the analysis, design and programming they did earlier in their career. Information about complementary experience early in your career could be the differentiator that gets you the job.

Final word: It’s okay to brag when you are writing a resume, just remember that you’re not getting paid by the word.

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

Resume Tips From A Guy Who's Placed 1000 People

With this economy it’s not unusual for a single job post to attract hundreds if not thousands of resumes. How can you make yours stand out?

I look at a 100+ resumes a day. Every time I open a resume I hope that this will be the one. Here’s what inspires me to pick up the phone and give you a call.

Resume Dos

• List your work experience first. For each position include the company name, location, and months and years worked.
• Include a chart that lists your skills and the number of years of experience that you have with each skill. This helps me quickly access whether you have enough experience.
• List relevant keywords for each position you held. I look for a correlation between your keywords (technical environment) and the work you actually did in each job. (This improves your standing with the resume parser too.)
• Make your resume readable – consistent formatting (spacing, fonts and bolding) is very important. You may have the best skills in the world but if your resume isn’t readable you won’t make it past the resume screening stage.

Resume Don’ts

• Don’t make me dig deeper than a page or two to figure out if you’re qualified.
• Don’t have a five sentence career objective. Your objective should be 1 -2 sentences at the most. I’m looking for proof that you’re qualified and a lengthy objective just seems like filler.
• Don’t fill the entire first page with a list of skills and keywords. I need to see your actual experience with each of those keywords.
• Don’t have a half page long list of achievements and activities for each position. Please be concise and list only the points that are most relevant to the job you’re applying for.

The person reviewing your resume is in a hurry. Make it easy for them to figure out that you’re qualified. No one is impressed that a resume is 10 pages long. But I am very impressed when I’m able to figure out that you’re qualified within the first few pages.

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

Kawasaki's “1 Page Resume” Rule Revisited

What is the ultimate length for a resume? It depends. A one-page resume might be appropriate when you’re a junior candidate. But if you’re more experienced you’ll need several pages to show your stuff.

In my controversial blog, “Guy Kawasaki’s 1/2/3 Rules of Resume Writing,” I quoted Kawasaki’s resume rule #1:

1 page long. When some job candidates read this, they will think, "Guy is referring to the hoi polloi and unwashed masses, not me. I have ten years of experience at four different companies covering five different positions. My resume needs to be two--maybe even three--pages to adequately explain the totality of my wonderfulness. And the more I mention, the more the company might see things that they like." As a rule of thumb, if you can't pitch your company or yourself in one page, your idea is stupid and you suck respectively. (Ref.: Guy Kawasaki, Reality Check: The Irreverent Guide to Outsmarting, Outmanaging and Outmarketing Your Competition (Hardcover), page 327)

With great respect and admiration for Guy Kawasaki, I must admit that the last sentence in this quote is a tad harsh. The 1 page rule seems a tad unrealistic too. Well, maybe more than a tad.

When I was in my final year at Waterloo University I was advised to aim for a 1 page resume. That made sense at the beginning of my career. I landed a job with Quantum Technology Recruiting for my first post grad placement and the rest is history. But now that I’ve been in the industry for nearly 20 years would it be advantageous to squeeze my qualifications into a one page resume? Not likely.

Kawasaki was writing with Silicon Valley in mind. In my neck of the woods (Toronto, Canada) employers and recruiters expect see more detail than you can fit comfortably on one page. Still, I do prefer to read resume that doesn’t require me to dig deeper than a page or two to figure out if the person is qualified.

The power of Kawasaki one-page rule is that it reminds us that a resume is a sales document. Have respect for the reader. Be concise and focussed. Use active language and concrete examples to prove your qualifications. Put your human reader ahead of the resume parser algorithm that scans for keywords.

Maybe you can trick the parser into putting your resume at the top of the list by padding your resume with keywords. But when the recruiter sees that your entire first page consists of lists of keywords and no real experience some red flags will go up. Remember, it’s a human reader, not a computer, that decides whether the pick up the phone and give you a call.

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

How to Land a Job in 7 Seconds

What does the weather, last night's Raptors game or traffic conditions have to do with landing a job? A lot if you want to make a good impression.

It only takes about 7 seconds to decide if you like someone. If you put a handshake and sincere goodwill in those first 7 seconds, you'll probably make a good impression. Follow up with a little friendly chitchat and you've set the tone for a productive meeting of minds.

Attitude trumps skills. Translation: employers will hire a friendly motivated candidate who's willing to learn over a more qualified candidate with a questionable attitude. And that judgement is made in a snap.

Stick to safe topics. Small talk gives people something to do while they get a feel for each other. The topic isn't that important as long as its familiar to both parties and offensive to neither. The Raptors is only a good icebreaker if you know you're with a basketball fan. But most people can appreciate the challenge of bad traffic or the euphoria of the first warm days of spring.

Feelings trump words. Neither of you is likely to remember much of what was said in  those first few minutes. You're both too busy reading each others expressions, body language, mood and attitude. You're making a split second judgments about the person's personality, confidence, and sincerity. You can't help it - it's automatic and mostly unconscious. But you can improve your chances of making a good impression.

Lighten up. Begin a meeting with light comment. It doesn't have to be a joke. Prepare a few opening comments before arriving then say what feels right at the time.

Harness the power of small. Be polite. Open doors. Offer sincere appreciation. Pay for the coffee. It goes a long way.

Listen. Jay Leno makes every guest the centre of his attention. This works in a job interview too. Ask questions. Give the interviewer the opportunity to tell their story to an engaged and curious audience.

Be a detective. Whenever I enter somebody's office I look for pictures, diplomas, sports equipment, clues. It helps to engage people about something they care about: a family photo, their alma mater (you can research this before a meeting), a new laptop or smart phone. Note these things in your CRM. Remember to mention how well their university is doing in the NCAA tournament during your next meeting and I guarantee the rest of your conversation will be smoother.

Small Talk is like putting. The more you practice it the better you get.

Tim Collins

Stafflink.ca

timc@stafflink.ca

www.twitter.com/stafflinks

www.linkedin.com/in/timrcollins

The “Canadian Experience” Myth Exposed

I spoke recently with a candidate who had immigrated to Canada within the last three years. He has a PHD in software engineering from a very renowned school in China. He was nervous to apply for a position with only three years of “Canadian experience”. That hit home with me because I have personal experience with the sting of those words.

We use this ugly phrase “Canadian Experience” yet everyday I meet very skilled people who are doing unskilled work. The way I see it “Canadian Experience” is a myth that prevents highly educated and experienced Canadians from getting the work they are qualified to do.

When my wife immigrated to Canada she was high school age according our system yet she was already attending college in the Philippines. The majority of my wife’s relatives are engineers. Yet they have had an extremely difficult time finding work in their field of expertise here in Canada.

In schools in the Philippines a passing grade is 75%! Our passing grade is 50%. So if you’re comparing apples to apples who do you think has a stronger education and a deeper understanding of the theory required to be effective at their job?

We need to stop under-valuing qualifications from other countries. If a job is governed by Canadian laws and regulations, i.e. architecture or dentistry, why not set up an immigration job integration program to allow people to work in their professional fields. It’s a huge waste of talent to welcome professionals to Canada and then require “Canadian Experience” to work in their field.

Often new comers to Canada take “interim” jobs to support themselves and their families. They don’t always have the resources to evaluate and accredit their backgrounds. WES (World Education Services) is a nonprofit organization that evaluates international credentials for a reasonable fee. Their mission is to facilitate the integration of internationally educated individuals into the employment and education environment of their newly adopted country.

Back to my candidate who was concerned about his lack of “Canadian Experience”. I assured him that I recognized the value of the training and experience he'd received abroad. He’s a top caliber candidate and he needs to stand true to his knowledge and abilities. When I presented him for the opportunity our client agreed with me. He’s interviewing this week for the job: a Sr. Level opportunity with a Tier 1 organization. I think he has a good shot at getting the job.

The Job Market Long Tail

Chris Anderson's The Long Tail: Why the Future of Business is Selling Less of More describes how shifting technologies create opportunities for some businesses and ruin others. It turns out that when we have unlimited access to everything for nearly free we purchase more niche products and less blockbusters. How has the Long Tail influenced the job market?

New EmployersAmazon, Ebay, iTunes, Craigslist, Huffington Post, Netflix, Youtube: What do these companies have in common? They've created empires around new technologies and our insatiable desire for greater choice at a lower cost. Meanwhile newspapers, record labels and retailers that deny the trends and continue "business as usual" are threatened with extinction. The power has shifted along with employment opportunities.

Job Boards vs Classified AdsWhen was the last time you checked the classifieds for job postings? Job search and recruiting methods have moved online. Your professional profile consists of more than a resume: online portfolio, Twitter account, blog, postcasts, Youtube videos, Slideshare decks are all great ways to show what you've got.

Virtualization and Cloud Computing
People with virtualization and cloud computing skills are in big demand according to a recent posting on ReadWriteCloud:

The fastest growing skills are for virtualization, which is at about 2,000 ads, up 21% compared to last year. Cloud computing is showing popularity, too. Last year there were zero jobs posted.This year there are more than 300.
Large companies from a number of industries are hiring virtualization pros, showing the demand is not just from technology companies.

Flexible Work ArrangementsThe beauty of cloud computing is that it makes it easier for you to work from remote locations like a home office, the airport or Starbucks. Virtual teams and virtual companies are becoming more common thanks to Google Docs and webcams.

Entrepreneurship
Even if you work for someone else's company it pays to think like an entrepreneur. If you want to be valuable to your employer be on the lookout for ways to improve processes, products and services. Businesses stay competitive by employing creative people who are willing to think for themselves.

Personal branding

The world gave you control over the means of production. Not to master them is a sin. - Seth Godin, The Linchpin

The barriers to publishing a website, a blog or a book are crumbling fast. At the very least most people are micro-blogging via Twitter, LinkedIn or Facebook. These platforms are a great opportunity for you to build a professional network and a community. Many people are creating strong personal brands that showcase their skills and even pay the mortgage.

How has the Long Tail affected your career?

Tim Collins
Stafflink.ca
timc@stafflink.ca
www.twitter.com/stafflinks
www.linkedin.com/in/timrcollins