Has a lack of activity on your LinkedIn profile page left you asking the question made famous by the 80’s hit song: “Don’t You Want Me?” Some wisdom from the ESP IT recruiting team in this second blog of our three-part LinkedIn Tips series will tell you how the middle of your LinkedIn page—the “experience” section—could be negatively impacting your professional image. While the opportunity to include as much IT work-history as desired can be an advantage for more seasoned IT pros, when used incorrectly the experience section may be holding you back. You won’t “be sorry” that you checked out our tips for cleaning up this tricky section.
To make a great impression, focus on the top portion of your resume. Recruiters and hiring managers are busy folk so show how great you are and make their job easier by keeping these 4 tips for the top in mind before submitting your resume.
1. Executive summary. Executive summaries can be very difficult to write; it’s not easy to summarize your career goals, winning personality, and culture fit in 1-2 sentences. But particularly for IT consultants, who may have a long list of experience, the summary is essential for helping you stand out and making it clear to those reviewing your resume where your experience lies. Be specific. Are you a developer with 8 years of experience in financial services? Include that in your summary. Make sure that this statement conveys a clear message about who you are and is tailored for the role.
-guest contributor, Joel Ingersoll
I’ve often suggested that LinkedIn could add an additional revenue stream by also functioning as a dating site for professionals. Beyond just including resume and professional groups that people belong to, most of us use our first day of work badge photo as our avatar giving us a well-manicured appearance that typical business casual doesn’t provide. And the recommendations! Just think of the blossoming of love that could come from an endorsement like this: “Tom is a hard worker and efficient. He sticks to the agenda in meetings and if you are willing to talk about network security, can expense your first date.” Zesty!
ESP is pleased to welcome Bill Quick as Senior Director of Sales and Recruiting. He is responsible for hiring and developing the sales and recruiting staff at ESP, defining career paths, streamlining processes and procedures to optimize efficiency, and helping define ESP’s long term strategic plan.
Prior to joining ESP, Bill was a Senior Staffing Specialist for Capella Education Company before joining Hyrian Recruitments Services as Sr. Manager of Clients Services and Recruitment. He managed staff in NY, LA, and Minneapolis in partnership with UnitedHealth Group.
As an IT professional you are luckier than you may think. Four information technology careers were listed in U.S. News Money’s list of the best jobs of 2012, with software developer ranking as the second best because of its role in the evolving IT world. Lucky you to be in the IT industry. There is always room to grow but things are definitely looking up, whether you’re looking for a new position or looking to fill an open one at your company.
Here in Minneapolis, 47% of open positions require post-high school education according to the Department of Employment and Economic Development (DEED,) and it’s safe to say that the majority of IT professionals have received this kind of education.
In Friday’s Minneapolis/St. Paul Business Journal, ESP was once again quoted in the Fast50 Feature. Here’s how Bob Hildreth answered their questions:
1. Please tell us about at least one “best practice” that your company uses that helps set you apart from the competition. What is the one thing that you do over and over again that helps lead to your success?
In the fast-paced IT industry, too often the focus is only on technical skills and past work experience. We know the importance of that when it comes to hiring, but we also see value in understanding a candidate’s interpersonal and soft skills. We’ve made it a best practice to spend a significant amount of time getting to know a candidate. We want to have an in-depth understanding of their career goals, personalities, and work styles to ensure the best fit for their careers and their future employer.
No one likes the tedious process of filling out an online job application. The hassle of typing in your information and job history into separate boxes over and over again can cause many applicants to walk away midway through the process, or not begin the application at all. *
LinkedIn plans to launch a new tool meant to streamline the application process for job applicants. Rather than fill out a separate application on every job board and individual company’s website, the Apply with LinkedIn button, will allow applicants to login to their LinkedIn accounts, answer only a few questions, and allow their LinkedIn profiles to do the rest.
Last week, ESP was ranked among the top 7 executive search firms in MN by the Minneapolis/St. Paul Business Journal. ESP ranked fourth in revenue, and third in number of placements for 2010.
With so many professionals looking for jobs while the economy slowly recovers, companies are getting flooded with resumes, and internal recruiters spend most of their time wading through them. They often only find one or two qualified candidates in the thousands of resumes they read.
A recent article in the Wall Street Journal (Recruiters Rethink Online Playbook) emphasized a change in internal recruiter tactics and company strategies for finding new employees. The article confirms what we’ve believed for a while, a recruiter who actively hunts for qualified candidates is more likely to find the right fit for a client’s needs. This means moving away from the online job boards and the hundreds or thousands of resumes job postings bring in and toward a more active search process.