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!”

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.

1. 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.
2. Have an elevator pitch – Develop a 30 to 60 second script that best describes you, your current situation, and what you are looking for.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.
8. 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.
9. 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.
10. 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.)

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.

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.

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…

1. Make sure your resume clearly spells out all of your relevant skills for a specific job/desired position
2. Be friendly, open, honest, flexible and treat your recruiter with respect
3. Track where you send your resume and make sure your recruiter knows exactly where you have already applied
4. 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.)
5. Be clear on your expectations and express them openly
6. Understand how your recruiter is compensated and what motivates him
7. 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…

1. Be rude, dishonest or hide things from the recruiter
2. 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
3. Call him/her all of the time – discuss appropriate follow up with the recruiter
4. Let past frustrations or market conditions cause you to be negative
5. Spend too much time talking about minute technical details or industry jargon the recruiter might be unfamiliar with
6. Speak disrespectfully or condescendingly to the recruiter
7. Go around him/her (contact company directly) or go dark (disappear with no communication)

For Clients:

DO…

1. 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
2. Sell the recruiter on what makes your company a desirable place to work
3. 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
4. Give timely and detailed feedback after reviewing resumes, conducting phone screens and interviewing candidates
5. Be clear and open about your interviewing/hiring process and expectations
6. Understand how your recruiter is compensated and what motivates him
7. If your recruiter does a great job for you, thank him (send referrals, or recommend him to colleagues, send a card, etc.)

DON’T…

1. Negotiate hard on a recruiter’s rate – a reduced fee is often times a lower priority
2. Go dark (disappear without communication)
3. Withhold feedback – feedback is critical for refining a search
4. Circumvent the recruiter and contact the candidate directly
5. Have a disorganized interview process and or stall on making a hiring decision
6. Discredit a recruiter’s advice or recommendations – we know our candidates and the market
7. 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.