1.) Do they understand my needs? You need to understand if the person you’re dealing with truly has your best interest at heart. Is this just a stopgap for them? Or have they truly assessed your skill set? Ask around, do your homework, and see what people who have dealt with them in the past are saying.

2.) Have you been where I’ve been? It’s important that the company that’s placing you has a true understanding of industry nuances. It seems like it should be obvious but too often employees are taken advantage of and placed where they don’t fit. Ask them about their contacts and make sure they have relationships build where they’re placing you.

3.) What’s your level of support? What happens when you get placed and something goes wrong? Say you’re unable to get your time card signed and you don’t get paid on time. Is there going to be someone there to vouch on your behalf or does the relationship end as soon as you’re placed. Look for a partner, not just a placement.

4.) Do you offer professional development? Part of building a successful partnership is making sure both sides succeed and grow. Do you have the chance for professional development? Is it just a broad stroke approach or can you learn and improve in areas you’re truly interested in. Find out. It will be important in the long run.

5.) Would I recommend them to peers? If the answer is no, then chances are your peers wouldn’t recommend them to you either. Would you work somewhere like that? Probably not. Being comfortable and proud of your surroundings is what will ultimately decide whether you’re happy or not. Above anything else, peace of mind and satisfaction are the most important virtues in the workplace. Make sure they fit this criteria and everything else falls into place.

To continue this discussion, and leave a comment visit the INT forum.

As technology continues to evolve, job seekers need to find ways to adapt. Those who figure out how to utilize new programs and capitalize on trends will certainly have a leg up in the job market. Here’s a great post courtesy of David Talamelli, a Principal Recruiter at Oracle…

With the increased use of technology to search, identify and connect with candidates, I do believe technology will continue to shape and redefine the recruitment function. I think there are 5 trends that will we will see develop in the greater Recruitment Industry.

1) Web 2.0 technologies will continue to gain acceptance and usage in the Recruitment Industry as a viable means of sourcing and connecting with candidates. I believe many Recruiters are on the periphery of many of the Web 2.0 technologies with LinkedIn now being the common online social tool used by Recruiters. The uptake of Web 2.0 Technologies in the Recruitment Industry will expand into deeper and more meaningful conversations as we utilize the technology available (blogs, facebook, twitter, branding).

2) Candidates increasingly will gather information from multiple sources about a potential employer. It used to be a Job Description and information from a potential hiring manager/company was all a candidate had access to, to get information about a company or role. Now candidates can access an online community that openly shares information and experiences with each other about potential hiring companies/managers. Decisions about joining your organisation can be influenced by people and groups out of your network or association that you have no control over.

3) Recruitment will be a much more transparent function than it has been in the past. Recruitment is still about connecting with candidates and hiring managers. In today’s world however both candidates and clients alike have access to much more information about each other than ever before. We need to change our mindset to one where we share information about our processes and company (yes – the good, bad and ugly) rather than holding onto this information.

4) Our role as Recruiters is becoming a progressively more proactive service to our clients it will not only incorporate searching for and identifying talented individuals for our organisation but it also will include connecting with and engaging individuals/groups on employment branding. We will still be measured by hard targets such as number of placements, time to hire, candidate/interview/offer percentages, etc… however there will be more focus on soft targets or targets harder to measure such as employment branding, indirect hires, etc….

5) The ongoing shift from Job Boards to online networks will continue. Job Boards continue to play a part in the recruitment function however I think the trend of utilising other means of search will continue and there will be less reliance on Job Boards as a means of attracting candidates.

To continue this discussion, and leave a comment, visit the INT forum.

A member of my staff recently forwarded me an article that really grabbed my attention and I thought I’d share it with all of you. John C. Maxwell is an internationally recognized author, speaker and expert on leadership. He’s written over 50 books on the subject and the guy really knows what he’s talking about.

Recently, he wrote a piece that was featured on GIANT Impact’s website, a leadership development organization. In the article, Dr. Maxwell talks about how we’re all destined to fail at some point and it’s how you react at the moment that is what will truly define you.

Instead of me paraphrasing, read Dr. Maxwell’s article here. It’s definitely worth the read.

To continue this discussion, and leave a comment, visit the INT forum.

Recently, he wrote a piece that was featured on GIANT Impact’s website, a leadership development organization. In the article, Dr. Maxwell talks about how we’re all destined to fail at some point and it’s how you react at the moment that is what will truly define you.

Instead of me paraphrasing, read Dr. Maxwell’s article here. It’s definitely worth the read.

To continue this discussion, and leave a comment, visit the INT forum.

Regardless of where you stand politically, it was obvious technology played a huge role in determining the outcome of last year’s presidential election. President Barack Obama changed the landscape of technology in politics and rode the web 2.0 wave all the way to the White House. It’s also become clear that the technology-heavy election strategy is something the Obama administration plans to continue while serving in the White House.

Weekly YouTube webcasts and social network announcements are just a few of the holdovers from the campaign and now the administration has made two important appointments that could mean a lot to the technology industry.

First, Vivek Kundra has been named Federal CIO. Kundra’s resume includes time spent as CTO for Washington D.C. and before that he served as Virginia’s assistant secretary of commerce and technology. In his new role, Kundra will oversee IT specific issues including oversight of planning and spending along with information sharing, security and privacy. Read more about the appointment here.

Even further evidence of the new administrations commitment to technology is the announcement that Macon Phillips was named “White House new-media director.” Phillips will be responsible for extending Obama’s message and engaging the public using new media tools. That’s certainly something new and it will be interesting to see how that effort transpires.

For a president who owes much of his campaign success to technology let’s hope he continues to embrace it throughout his administration and leverages technology as an important industry that can lead us out of our current economic struggles. Time will tell.

To continue this discussion and leave a comment, visit the INT forum.

The environmental movement is another reason to keep jobs on U.S. soil too. Solving these issues is going to take the collective effort of a variety of industries right here at home. So regardless of where you stand on the debate, if you’re in the IT industry, at least be positive about the opportunities. Don’t believe us? Just take a look at these recent articles centered on the IT green movement. Read them here and here.

To continue this discussion and leave a comment, visit the INT forum.

The nervousness that permeates today’s business runs from top to bottom. CEO’s are worried about their businesses ability to survive through the recession and employees are worried about maintaining their jobs, feeding their families, and continuing to make their mortgage. Nervousness breeds skepticism which in turn can make for bad decisions all the way around…..this is where ethical practices can act as a front to stop this cycle.

As times get tough we’re compelled to do one of two things. Duck and cover and look out for ourselves or take stock of what’s truly important and invest in our people and relationships. While taking the first approach might buy you some time, it’s almost a guaranteed lose over the long run. Just ask Bernard Madoff.

I believe the way business persons and company’s respond in these stressful times will demonstrate their true character and define how they are judged for years to come.

Honesty will be paramount as we continue to navigate through the challenges ahead. Even if news is bad, being upfront with our employees and customers builds trust, respect and a sense of partnership that can very well make the difference between success and failure.

We are not alone in our challenges. Those who share them with us are looking for islands of stability and hope in the sea of turmoil. When we demonstrate the characteristics that exemplify good business done with good ethics we become that island. We become that place of hope that they can and will invest in. We become stronger for our efforts and we gain the reputation that will be remembered long past our current challenges.

To continue this discussion and leave a comment, visit the INT forum.