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November 4th, 2011
 4 cool events you should know about.
5 tips to make them work best for you.
Networking. Ugh. The very word conjures up images of sports jacketed dweebs pressing business cards into each others’ sweaty palms in a cheesy hotel ballroom. You might think that, if you want to stay busy doing what you love (or you need to add talent to your own business), that’s the bullet you’ll have to bite. Not so. A few organizations in the Portland and Denver/Boulder tech sectors have figured how to make networking so fun and easy you won’t even know you’re doing it. It won’t feel like work—unless you consider hoisting a pint of beer to be work.
Unlike those stuffy hotel events, the scene at these tech sector events is casual and unpretentious. Located at interesting eateries or taprooms, they encourage attendees to ease naturally into productive conversation. Of course, there’s a very coherent method at work. Not only is it easier to meet people, but those individuals are more likely to let their guard down, allowing you to see how well they’ll play with your team. Another plus: you can usually get in at a low cost—often just the price of a beverage. The trick is to make room for serendipity. Keep your eyes open and you might also find a running partner (or a date!) right along with a paying gig.
Four must-attend events:
Read on to learn about four networking events taking place in November. Each one is carefully crafted to put you in the same room with other like-minded people and get you talking.
Ever notice how fragmented the tech community can be? We decided to do something about it. Portland’s New Tech Society, brings together a diverse group of technologists from a variety of backgrounds and industries to “imbibe, collaborate, rinse and repeat” at a local bar. Its next event takes place Thursday, November 10th at The Thirsty Lion Pub. Event Details.
Since its beginnings in 1999, PDXMindShare has evolved into one of Portland’s premier get-togethers for technology professionals. For that reason, we decided to sponsor its November meeting! Drop by BRIX Tavern on November 16 and meet some of Portland’s savviest tech geeks! Event Details.
Boulder Denver New Tech meets each first and third Thursday of every month. Five presenters are given five minutes to demo a tech project they’ve been working on, followed by five minutes of audience Q&A. Time is set aside for networking before and after the event. Event Details.
Smile! It’s Monday! So goes the rallying cry of Mobile Monday. This 10-year-old global community with chapters in Boulder and Denver connects developers and other professionals in the mobile industry for networking and to share ideas. Event Details.
How to get the most from your experience:
Google the phrase “networking tips and tricks” and you’ll get over 500,000 hits. Our advice? Skip all that and keep these basic guidelines in mind:
Expect a little. Offer a lot. Instead of jumping into the action to get leads, why not try giving them? As you move about the room, you might be able to connect two people who haven’t met, but should. When you help other people connect and get to know each other, they’ll do the same for you.
Cut the jargon. You’re going to meet people with a variety of job titles and skill sets, so be sure to talk in plain English. When you first meet, be ready to describe what you do in the simplest terms possible. (You might even want to practice on, say, your mom.)
Listen. When someone is talking to you, maintain eye contact and avoid the urge to scan the room no matter how dull he or she might be, because you never know how that person could help you later on. Ask open-ended questions—especially those that make use of the words “Why?” or “How?”— and then pay attention. You might learn more than you thought possible.
Know your limits. Alcohol often flows freely (or at least cheaply) at these events, so be careful. Have a good time, but remember that your next boss or partner might be in the room too.
Most importantly, have fun. Keep an open mind. Prepare to be amazed at the magic that can happen over a pint of beer and a friendly chat.
Tech professionals flock to cities like Portland, Boulder and Denver, not just for the job opportunities, but also for the beer, bikes and year-round outdoor recreation. Since our professional life and social life overlap anyway, why not make it official? Catch one of these cool networking events and have a good time getting to know people just like you.
Posted by admin at 9:27 pm | No Comments »
October 27th, 2011
By Shannon Malcom Peters
Interviewing is never easy– it takes time and can be stressful. The first stage of the hiring process is usually a phone interview. Phone interviews can be tricky, especially since you aren’t able to read your interviewers facial expressions and body language during the call. It’s also easy to underestimate the importance of a phone interview. Many people dismiss it as trivial parts of a long job search process…don’t! A phone interview is actually the most important step because without success, you’ll never get to the next step or land the job.
Follow these phone interview tips to help you succeed or improve your chances:
1. Stand up – Standing up while on the phone will help you feel less nervous and will allow you to project your voice better.
2. Look at your resume – Have a copy of your resume in front of you so you can see what the hiring authority is seeing.
3. Dress for success – Dress in business attire or what you would wear to an on-site interview. This will help you feel as if you are interviewing in person.
4. State your name – Answer the phone with your name to avoid an awkward start to the call. This lets the person on the other line know exactly who you are and saves them the time of asking for you.
5. Use a land line – Only use a cell phone if you are stationary and know you will have good reception. Do not risk being mobile and dropping the call.
6. Maintain focus – Make sure you are in a place that is quiet and free from distraction (i.e. emails popping up, barking dogs, screaming kids, etc.)
7. Remember to smile – Even though the interviewer can’t see you, he/she will perceive the energy and enthusiasm you bring to the call.
8. Actively listen – Watch the flow of the conversation. Be mindful of a balance between who is talking and who is listening.
9. Don’t interrupt – Be sure to avoid cutting the interviewer off. Try counting to three after they pause before you speak.
10. Be honest - If a major distraction occurs during a phone interview, mention it. The worst thing you can do is attempt to cover something up that takes you out of the moment–it could make you look like you’re not paying attention. An interviewer will most likely appreciate that you mention any issues. Remember: they are human too!
11. Don’t talk money – Compensation and concerns about money should be discussed later in the process. If a manager brings up the topic, keep your answer simple by telling the employer that you need a better understanding of the total compensation package before you can state your desired salary.
12. Have questions ready – Choose questions that show you’ve done your homework about the company, their product/service and their online presence.
13. If you want the job, say so – The goal of a phone interview is to get a face-to-face meeting; don’t be bashful about expressing your interest and requesting an in-person meeting.
14. Say “Thank you!” – Be sure to thank the interviewer for his/her time and again, let them know your level of interest. Then send a thank you note an hour or two after the phone interview.
We hope these tips help you succeed in your next phone interview and get you one step closer to winning the job!
And remember: “If it is to be, it is up to me!”
Posted by admin at 5:51 pm | No Comments »
October 4th, 2011
by Brett Henry, Technical Recruiter
 Whether you are actively looking for a new job, have no immediate plans to change jobs, or are simply poking your head out to see what is out there, building your network is vital to your career advancement. The professional climate can change as quickly as an autumn day in the Northwest and the more people you have in your network, the easier it will be to “weather the storm.” Below are 10 important steps you can take to ensure you will not be left in the cold the next time you find yourself looking for a new career opportunity.
- Always network – Networking is a skill that should be developed over time and constantly. It is not something you should do only when you need something.
- Have an elevator pitch – Develop a 30 to 60 second script that best describes you, your current situation, and what you are looking for.
- Broadcast your message – If you are actively looking for a job, deliver your “elevator pitch” to everyone you meet or already know. They might not be able to help you directly, but their network of people may lead you toward the next step in your career. Try spreading your message through social networks and email as well.
- Maintain your relationships – It is easy to invite people to join your network on LinkedIn but it is a lot more challenging to maintain contact with them. Make time in your schedule to stay in touch. If you only connect with your contacts when you need something, they are less likely to help you when you need it most.
- Build your network – Keep building your network. Join a LinkedIn user group, contact an EdgeLink recruiter, or seek out a recommendation or introduction from one of your existing contacts.
- Be generous –Giving without the expectation of receiving something in return is an excellent way to build your network—and it feels good! Find what is important to members of your network and assist them when it is at all possible.
- Show your face – Sometimes you will not feel like it, but afterward, will usually be glad you did… Force yourself to get out and go to networking events. There are tons of local user groups, MeetUps and groups on LinkedIn that sponsor monthly networking events.
- Meet other connectors – It is not necessarily how many people you know, but rather knowing the right people that can help you get connected. Focus on developing quality relationships, especially people who know lots of other professionals.
- Manage your expectations – Networking is a lifelong skill that develops with time and effort. You may not see a direct effect from networking immediately. If you maintain your connections, over time, your chances of benefiting from those relationships will be far greater.
- Stay positive – Perhaps the most important thing you can control when networking is your attitude. Looking for a job can be frustrating and can wear you out. People are naturally drawn to positive energy and enthusiasm and are less likely to respond and help if you appear frustrated and negative. Find ways to regain balance and maintain perspective so you can keep a smile on your face.
Networking is like a 401k plan – the earlier you start, the better off you will be. So what are you waiting for? Put yourself out there and begin building your network today!
(Speaking of networking, we have an event for the local tech community happening every last Thursday of the month. Join us at the next New Tech Society happy hour.)
Posted by admin at 3:58 pm | No Comments »
August 30th, 2011
by Kira Dennison Capen, Account Manager – Contract Services
Technical Staffing has become a more viable option for IT departments across multiple verticals. On a more regular basis we are finding our clients are utilizing Contract IT talent which allows companies and hiring managers the flexibility they need to ramp short term projects, align with specific skills sets and mitigate risk. In addition, there are the significant long term benefits of allowing hiring managers more time to accomplish their business goals and manage their employees.
Here are our 5 top reasons to hire contract IT talent:
Align With a Specific Set of Skills
When an IT organization faces the challenge of having to ramp up specific skill sets in a short period of time what do they do? Niche skills are tough to find. It is not likely that your company has set aside money for recruiting and training for a specific skill set. By utilizing an IT staffing company you get two for one: access to a talent pool that meets the needed skill set without the cost of bringing on a full time employee.
Ramp a Short Term Project
Imagine, if you will, you have to roll out a product in a seemingly short period of time. This is a scenario not unlikely to occur in the technical world. Hiring a contract Engineer or Developer to help ramp a project for a one to two month period allows your organization to meet ever-demanding deadlines.
Can’t find a Full Time Employee
It is no secret that the IT market is tightening up and the hard to find “rock stars” are fewer and farther between. When the hiring manager needs someone yesterday, moving through the sometimes lengthy search and interview process is not an option. Bringing on temporary technical talent can help fill the “time lapse” between putting out a requisition for a new employee and actually finding the perfect fit.
Try before You Buy
When a Hiring Manager needs to fill a certain skill set and is not sure whether it is a long term (permanent employee) fill or short term need, they have the option to bring on a contractor to figure out if they are a good fit for the organization, team, and project. In the same respect, the contractor has the ability to get a feel for the organization to determine if it is the best fit for him as well.
Risk Mitigation
By hiring a staffing firm, you delay the costs associated with processing and administering payroll and benefits. Because your contract employee works for the staffing agency, unemployment benefits do not affect your bottom line. In addition, companies can save roughly 20-25% of the cost of having a full time employee. Using temporary and employees on payroll in place of regular full time employees will reduce employment risks. By going through an agency, companies can mitigate the risk of improper classification of independent contractors (which can lead to fines from the Department of Labor and IRS and exposure to an expanded audit). In cases like these, many recent court cases have resulted in settlements in the millions.
Many companies today have been tasked with being more flexible and having a broader set of skills in the fast paced technology environment. By utilizing contract technical staffing, your company can be more efficient utilizing resources without the commitment of a full time employee — Now that’s savvy business. 
Posted by admin at 6:08 pm | No Comments »
June 28th, 2011
Job hunting can often be feast or famine. Nothing for months; then suddenly you are faced with multiple job offers.
So, what do you do when two or more job offers come in at the same time? Have a system and a sense of “multiple job offers etiquette.” Job seekers who follow a few strategic guidelines will not only be more confident in their decision, they will also lay the foundation for future opportunities.
Many job seekers start their search by prioritizing their job criteria. This helps in guiding their search, negotiating and ultimately making a decision. But if you do not have criteria set, don’t panic — simply pull out pen and paper and do it now. We suggest you create the following three categories:
- Must Haves: List everything that is an absolute must-have for you. This will likely include items such as salary minimums, work schedules, industry and role.
- Deal-breakers: List anything that is beyond the bounds of what you’re comfortable with. This might include ethical considerations, a commute that is too far, or expectations about working unreasonably long hours or weekends.
- Would Be Nice: List things that would be icing on the proverbial cake. These are things that won’t make or break a position, but could swing you in a close call. These might include a casual dress policy, participation in charity work, or generous vacation time.
After reviewing your two offers against these lists, you should have a sense of which one best meets your criteria. If you remain torn, consider negotiating with the one that comes closest to meeting your criteria. Inform the potential employer that you have another offer that has come in higher on an aspect that is important to you, and would they consider matching it? Regardless of what they say, it doesn’t hurt to ask.
The Art of Saying, “No”
On the other hand, if you are clear on which offer to accept, it is important that you decline the other one with professional finesse. In turning down an offer, take great care not to offend, call into question your decision-making process or burn any bridges. Here are a few guidelines to follow:
Do:
- Be gracious
- Be general/generic
- Leave the door open for future conversations
Don’t:
- Be specific
- Give reasons
- Open yourself to discussing terms
To illustrate, here is how that conversation might go:
I’ve decided to go with another offer, but wanted to let you know how much I enjoyed hearing about your company. I would like very much to stay in touch. Is it possible to keep the door open for future conversations?
If the hiring manager or recruiter persists in inquiring about your reasons, remain firm and say:
After carefully weighing the two offers and positions, I’ve decided that this one makes the most sense for me at this point in time. Again, I very much appreciated the opportunity to learn about your company and hope to stay in touch.
While your reasons may be completely valid, openly communicating them runs the risk of bruising egos, severing ties or even discrediting your decision-making. So, be gracious and non-specific when you turn down a job offer: You never know when you might be doing business with the company in question — or back on the job hunt altogether.
Posted by admin at 10:30 pm | No Comments »
May 25th, 2011
 by Justin Brewington, Technical Recruiter – Direct-Hire Services
In our previous blog article, “How to Find a Good Recruiter: Six Useful Questions to Ask,” EdgeLink Technical Recruiter, John Kahlil Somera explained the process of identifying and qualifying a recruiter from a job seeker’s perspective. I would like to expand on the topic by asking, “once you have found a great recruiter, what’s next? How do you ensure your relationship is a productive one?”
First off, just like any other professional in the services industry, recruiters rank and prioritize their customers (clients and candidates). It should go without saying that we appreciate customers who are polite, open, honest, respectful and responsive. The foundation for productivity is built during the first conversation/meeting so make sure your first impression is a good one.
If you are ill-mannered, condescending, not forthright with information, or inconsiderate of a recruiter’s time, you immediately become a lower priority. Like you, we too are busy balancing multiple priorities and have to focus our efforts on what will provide us the greatest chance for ROI and success. I say “greatest chance” because (from a direct-hire perspective) EdgeLink, like a lot of agencies, is contingency-based; meaning we don’t get paid unless a successful hire is made. Given the context, we unfortunately, can’t help everyone so we have to spend our time finding the most marketable candidates and focus our efforts on companies who view us as valued partners and offer us timely feedback.
That being said, do a great job of selling the recruiter on yourself/company. For job seekers, if you make me believe, I will advocate for you to companies with no active openings and/or lend my personal network. Make sure the recruiter is clear on everything you bring to the table but if you are not one of the most qualified, don’t take it personally. In most cases the company pays the agency to deliver the most qualified people who meet strict parameters. The service is free so you have nothing to lose but everything to gain. For companies, if you make me believe, I will gladly call into your competitors, have a compelling story to tell, and be more effective at direct-recruiting. Like Jerry Maguire says, “help me, help you.”
Good recruiters are well connected and influential people. From Malcolm Gladwell’s, “TheTipping Point,” we are often times “connectors”, “mavens” and “salesman.” That is, “we help ideas, products, messages and behaviors spread like viruses.” Take full advantage of the service and achieve the maximum potential by following the Do’s and Don’ts listed below:
For Job Seekers:
DO…
- Make sure your resume clearly spells out all of your relevant skills for a specific job/desired position
- Be friendly, open, honest, flexible and treat your recruiter with respect
- Track where you send your resume and make sure your recruiter knows exactly where you have already applied
- Communicate for your audience (i.e. if you are an engineer and the person you are speaking with is not technical, then speak at a high level.)
- Be clear on your expectations and express them openly
- Understand how your recruiter is compensated and what motivates him
- If your recruiter helps you, take the time to thank him or her. (send him a card, recommend her to colleagues or take him out to lunch, etc.)
DON’T…
- Be rude, dishonest or hide things from the recruiter
- Say things like “I would never say that to a hiring manager or “I would never say that in an interview” – think of recruiters as the initial interview
- Call him/her all of the time – discuss appropriate follow up with the recruiter
- Let past frustrations or market conditions cause you to be negative
- Spend too much time talking about minute technical details or industry jargon the recruiter might be unfamiliar with
- Speak disrespectfully or condescendingly to the recruiter
- Go around him/her (contact company directly) or go dark (disappear with no communication)
For Clients:
DO…
- Meet with the recruiter, show him your office and introduce him to your team – the more familiar he is with your environment the better his ability to make a great match
- Sell the recruiter on what makes your company a desirable place to work
- Provide complete job descriptions and compensation information (salary range, bonus, benefits, stock etc.) – offering this information up-front will save everyone time in the long run
- Give timely and detailed feedback after reviewing resumes, conducting phone screens and interviewing candidates
- Be clear and open about your interviewing/hiring process and expectations
- Understand how your recruiter is compensated and what motivates him
- If your recruiter does a great job for you, thank him (send referrals, or recommend him to colleagues, send a card, etc.)
DON’T…
- Negotiate hard on a recruiter’s rate – a reduced fee is often times a lower priority
- Go dark (disappear without communication)
- Withhold feedback – feedback is critical for refining a search
- Circumvent the recruiter and contact the candidate directly
- Have a disorganized interview process and or stall on making a hiring decision
- Discredit a recruiter’s advice or recommendations – we know our candidates and the market
- Create and extend an offer without consulting your recruiter first
At the end of the day, good recruiters can be trusted business partners; we deserve your respect and appreciation; we are helping people in the advancement of their careers and are delivering talent that helps companies meet both their short and long term initiatives. If you take time to consider the tips I’ve shared, your next recruiter might just become your new best friend and work harder for you than ever before.
Posted by admin at 9:29 pm | 1 Comment »
March 30th, 2011
HOW TO FIND A GOOD RECRUITER: Six Useful Questions To Ask
by Kahlil John Somera, Technical Recruiter
 Are you currently working with a recruiter to help you find a job? If so, does the recruiter meet, exceed or fail your expectations? How do you know that you are working with a good recruiter? The titles: Recruiter, Headhunter, Staffing Specialist etc. are used interchangeably within the staffing industry. Whatever title a recruiter holds, the expectation remains the same – to help you find a job! Understand one thing; a recruiter can never promise work — They are there as a resource for you in your job search. They become just another option for finding job opportunities.
It is worth emphasizing that it is important for you to find a recruiter that specializes in your industry (i.e. medical, IT, or finance). One way to go about finding an established, qualified staffing company is through the American Staffing Association (www.americanstaffing.net). Most legitimate recruiting agencies are members of this group. Another effective way to find a credible recruiter is by asking friends, family, or colleagues. Networking and referrals are frequently a tried and true method for finding reliable resources and building positive working relationships.
Once you do find a recruiter, you still need to make sure that they have your best interest in mind and that you can trust him or her to be a positive resource in your job search. Meeting a recruiter in-person is an ideal first step. Then, you are able to place a face with a voice and genuinely engage in a discussion regarding your background and job search. This is all part of the relationship-building process.
Here are some questions to consider that may help you assess the recruiter and your comfort level in working with him or her:
- How long have you been recruiting? While you should not use time as a measure of a recruiter’s skills and abilities; if can often tell you a lot about the recruiter’s business approach, confidence, interest in helping you, and level of humility. Are they sincere? Do they describe how they can help you, as opposed to bragging about the great things he or she may have accomplished? With regard to length of experience, I have seen junior recruiters come into a job and hit the ground running. There are many inexperienced recruiters who naturally have an ability to build relationships and assess people’s backgrounds effectively. At the same time, there are senior recruiters who still don’t know how to work with people in a sincere or competent manner. Experience is always nice to have, but that does not determine the recruiter’s ability to effectively help you No matter, how much experience a recruiter has, be it two years or twenty years, you can learn a lot by asking this question.
- What do you feel are my marketable skills? A good recruiter will build relationships by listening and and understanding what kind of opportunity you are looking for and what your strengths are. The recruiter should be able to assess your hard skills and soft skills in an effective and almost immediate manner. They should know what kind of candidates their clients are seeking and what skill sets are in demand in your professional market.
- How many candidates have you placed in the last year? Success rate is important. A recruiter’s ability to help professionals find work is demonstrative of his or her skills in recruiting, assessing, and delivering to companies and professionals. Bottom line, that’s the reason you want to work with a recruiter in the first place.
- Do you think you can help me find a job or place me soon? This is a legitimate question to ask any recruiter. Of course, they cannot promise you work, but this question will let you know how effective this recruiter will be for you. Sometimes there will be qualified jobs available for you to assess; sometimes there may be none at that time.
- How should I communicate to you? Communication is a key component to building a positive working relationship with a recruiter. A recruiter will expect you to call them when they leave a message or reply when they email you. They should have the professional etiquette to return your calls and emails as well.
- If they haven’t done so already, ask the recruiter what expectations they have of you? Listen to what he or she has to say and collaborate to form a plan that will work for both of you. That way, you can limit the potential for surprises in the recruiting process.
Keep in mind that, ultimately, the responsibility for finding your next job falls on your shoulders. Recruiters, staffing agencies, and networking can help widen and improve your job search, but only you can control the direction of your search and results through your efforts and attitude. You must maintain an activity level that keeps you moving forward. There is a job out there for everyone — so remain persistent, stay positive, and take action!
EdgeLink is in business to positively impact the lives of the people and the companies we touch. We are a Technology Staffing Firm based in Portland, OR and Denver, CO. If we may be able to assist you in your job search, don’t hesitate to contact us.
Posted by admin at 9:15 pm | 3 Comments »
March 9th, 2011
I just received a two-page cover letter written in a very small font. It is 472 words long; made up of 6,613 characters, 17 paragraphs and 82 lines. You get the idea… It was too long!
Dear Job Seeker,
I can understand how you might be eager to share with me the extent of your vast and valuable experience, but for a minute, before you compose your introduction letter, think of the person tasked with reviewing your resume; I am busy, swamped with more than just cover letters and resumes to read. I want it simple, to the point, concise.
If you aim to create an application to that gets attention instead of one that gets immediately deleted or becomes the object of procrastination (until it sinks to the bottom of a hiring manager’s inbox), then please, KISS (Keep It Short, Silly.) Think of the most compelling reasons why you think you would be an ideal match for an employers need. Draw parallels between the job description and your relevant skills and achievements. Make it brief and compelling. When in doubt, try bullet points!
Please save the rest for an interview setting. If you truly have the chops, your previous titles, qualifications and accomplishments will shine through on your resume (and of course, remember to keep that relevant and concise too!)
Thank you for your time and consideration of this matter.
Sincerely,
Posted by admin at 7:06 pm | No Comments »
March 2nd, 2011
What is the status of the economy? How’s the job market? We’ve all heard and asked these questions A LOT over the last couple of years. General economic conditions are trending positive, but there are still numerous people unemployed or underemployed – nationally, the unemployment rate is 9% as we brace, for what many call, a “long-sustained recovery.” Forbes recently released its list of best and worst job markets in the country. With Washington DC, Boston and Austin topping the list, you may wonder where we stand here in Colorado and Oregon?
The graph below shows the relative employment growth for CO based on a baseline number in 1994
COLORADO:
Relative Employment Performance
Let’s start with Colorado. As we can see from the graph above we have managed to stay above the average market in the U.S. and are currently on the rise. Colorado’s employment growth rank from ’09-‘11 is currently 14th in the nation.
Our ability to stay above the median is due to unique strengths associated with the state. Along with a well-educated population and an above-average median household income our strengths can also be attributed to a diversified economic base with numerous growth industries. Weaknesses? Rising congestion in urban areas, highly cyclical inflow of capital to advanced technology industries as well as interstate trade being limited by distance to other large population centers are local issues.
These are the facts of our current condition and as a professional constantly involved in the growth of employment opportunities, I can personally say I’ve seen the job market begin to revive. New positions are being created, new companies are beginning to emerge and competition is thriving. While we definitely still have room to improve as a state, I think we are getting there. As spending increases and jobs are created I’m excited when talking with clients and hearing the “fire” and enthusiasm once again.
The graph below shows the relative employment growth for OR based on a baseline number in 1994
OREGON:
Relative Employment Performance
Like Colorado, Oregon has been able to stay above the national employment trends and from, ’09-’11, is ranked 18th in employment growth. Strengths include: diverse economy with substantial international presence, low energy costs courtesy of a network of hydroelectric plants as well as strong migration trends. Conversely, though, Oregon is experiencing strict environmental regulations, high corporate and personal income taxes and exposure to volatile Asian currencies and manufacturing industries. Our Portland office is buzzing with the same enthusiasm regarding the renewed energy in the Oregon market. It’s great to once again, see the economy begin to fire on all cylinders.
Here at EdgeLink, we understand the market from a hiring perspective as well as a job-seeker’s perspective and are dedicated to helping. A targeted approach, focused expertise, trusted partnerships and a career-minded team are the attributes that separate us and truly allows us to be a key player in the industry. Founded in 2003, our company has grown significantly, even despite the tumultuous market conditions over the last couple years. Why are we in business? Simply put… “We’re in business to positively impact the lives of the people and companies we touch.”
Posted by admin at 7:13 pm | No Comments »
January 27th, 2011
by Mike Miadich, Founder and Manager, Contract Services
“Why you????” 
How do you differentiate yourself from your competition? Now that’s a common question and a typical answer might be its “our people”, “our relationships”, “our process”, or “our reputation”. Being in a service industry I suppose all these are correct to an extent; however, I’d like to offer deeper dive.
People:
Hire people of character and ability. Character is who you are, defined by your actions; reputation is what others perceive you to be. I follow the “4E +1P” model of hiring from Jack Welch’s book, “Winning” (I highly recommend reading it). Beyond plain old passing the litmus test of hiring for intelligence, maturity, and integrity, we hire people who have the ENERGY to sustain work levels throughout the day, people who have the ability to ENERGIZE others, and are able to make DECISIONS in a timely manner. Those who can EXECUTE in their job function is a distinctive characteristic. In fact, someone can have all the other characteristics, but if they cannot execute they (and you) will suffer. Finally we look for the “p”: people who have PASSION for what we do. An individual who has passion typically has the desire for growth and longevity in their profession. Hire for character and ability consistently you’ll have a team of winning individuals that can deliver.
Process:
Focus on Exceptional Customer Experience. Our mission is to positively impact the lives of the people and companies we touch. It is painted on the walls in both our Portland and Denver offices and is the guiding principle from which we follow. Words have meaning when you live by them. Providing an exceptional customer experience throughout the entire recruiting process is the action we take to meet our mission. This means working hard to source, assess and deliver exciting job opportunities for our candidates, and exceptional candidates for our clients. The process is ever evolving and its how we execute that defines us. When all is said and done, what was the experience felt by all? How can we improve on it?
Relationships:
The human touch–People don’t care how much you know until they know how much you care. A business relationship starts when people get to know of each other; they form an opinion, view the service offering and compare it alternative choices. Treating people with respect; actively listening, demonstrate honesty and candor, be accessible and communicate effectively. Relationships are developed, deepened and retained over time through trust and competence. People have options; and the opportunity to work with them can be lost at any time.
When it comes down to it, we’re in the service business. We’re expected to provide a service that is of high quality, timely in nature at an affordable cost. But we feel people deserve more. They deserve an experience that is exceptional, they deserve to work with people of character and ability, and in a relationship they can count on time and time again.
Now, might I ask, why you???
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Posted by admin at 4:47 pm | No Comments »
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