1.) Attention to detail –If you are going to state you have attention to detail, everything you do from the start of communicating with your potential employer must prove you have attention to detail. Otherwise you are wasting your time. For example, you send a very well-crafted cover letter stating you have an eye for detail but then they forget to attach the resume. It happens to the best of us. Though, this mistake is a huge reflection that you in fact do not have an eye for detail since you missed a very important step. Basically, you can’t say you have an eye for detail and then fail to deliver it.

2.) Proofread – A good employer hiring for a position typically will check your resume and cover letter for typos. For example, you do a sales presentation and have your assistant make the power point slides. During your dry speech, the audience chuckles from time to time. Little did you know the slides had one major misspelling of “public option” where the “l” was missing. Failure to proofread your resume and cover letter is a direct reflection that you are not thorough and you rely on spell check to do your job.

3.) Preparedness – Displaying a lack of preparedness on your part can certainly move you to to the “not selected” category. You should know as much as you can about whom you are interviewing and engage that person on a level that they will enjoy. For example, after your interview you thank Matt for meeting with you. Unfortunately though, Matt is not the interviewers name; it is Mike. Mike brushes it off thinking maybe he misheard you or maybe you had a momentary lapse. Then, at the lobby door, you again thank Matt. After the second time using the wrong name, Mike decides not to hire you. Knowing everything you can about the job, company and interviewer will move you one step closer to getting the job.

4.) Phone and e-mail correspondence – We all have private lives but we also have professional ones too. It is important to ensure you are using a professional email address, ring tone, voicemail message and so on especially when you are in search of a job. For example, a potential employer receives your email with your resume but at first glance, the employer thinks it is spam because the email address is from “hunkaburninlove@yahoo.com.” There are plenty of services out there that offer free email to where you can create your own professional email address. The last thing you want is a potential employer to overlook your email or to hang up once they hear your unprofessional voicemail.

Honesty is overrated – Answering interview questions truthfully is of course the right thing to do. Sometimes though, too truthfully can get you ex’ed from getting a job. For example, you are at an interview and asked, “If you were hired and six months later another opportunity presented itself, would you go on an interview for that opportunity?” Many people say yes to this question but in all actuality, it is best to say no. It helps reflect loyalty to the job. Another example is if you had a gap in employment of 18 months and you in an interview you were asked why. It is best not to give answers like, “I had a nervous breakdown from my previous job,” or “Um, yeah…..I just needed a break from the whole work thing. Wow!” Though you want to always be honest, it is possible to be too honest and it hurt your chances for the job.

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.

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.

Since we opened in 2000, a lot has changed. The IT industry is constantly evolving and new trends and developments seem to pop up everyday. We have the privilege of being directly involved with the moving landscape and it’s always exciting to see the changes from our vantage point.

Right now we’re in the midst of one of those moments in the IT industry where things are changing. As new methods of communication and development continue to evolve, we thought we’d outline a few of the directions we see the IT industry going.

Mobile Device Development

Cell phones, smart phones, PDA’s. These things are no longer a luxury, they’re critical mass. That’s opened up a whole new world to developers who now have a platform to create their own programs and applications. The key was monetizing the trend, something Apple has done quite effectively. Even though they take a portion, developers finally have the opportunity to put their craft to work and get paid for it.

Open Source Development

The open source movement is alive and well for business and developer’s alike. Companies are more often likely to reach for a free, open source solution, rather than an off-the-shelf piece of software with a price tag.

Mashups

Now more than ever developers and IT professionals are finding ways to piggy back off each other. It’s creating some astounding developments and Mashups seem to be one of those. Taking code written by another and integrating it into your program is one area of growth we don’t see slowing down anytime soon.

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

Building employee loyalty is the most important thing a company can do. It obviously fosters a healthy work environment but having loyal employees makes everyone look good and ultimately increases your bottom line. But building employee loyalty is a process, especially in the IT industry where so many have been abused over the years. Just hiring someone doesn’t mean they’ll trust you and buy in to what you’re selling. Here are three things to ask as an employer or an employee that will lead to immediate satisfaction and long-term loyalty:

Support begins once the hire is made – Everyone feels good in a new hire situation but those feelings can quickly disappear if you’re not supporting your new hire. Show that you’re there for them, back them up, be a resource for questions and concerns and you’ll foster a sense of trust and commitment that will go a long way for both sides.

Make sure payment arrives on time – It seems obvious but no issue looms larger over the IT industry and can be more damaging than not getting paid on time. It should be obvious – you put in the time, you get paid on time. Unfortunately, that’s not always the case. Do whatever you have to do to ensure all of your employees are paid on time. Usually it’s a simple step. Take it, and you’ll be appreciated.

Keep working past the first assignment – When an employee starts an assignment that’s the perfect time to start thinking about the next one. Show them that you’re looking out for their future and you’ll build the kind of credibility and trust that leads to a great reputation.

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

A healthy work environment is built on a foundation of trust. Nothing derails work environments and relationships faster than unanswered questions and skepticism. Unfortunately, in the IT staffing industry, these are common problems. We regularly see individuals who have been abused by the system. They feel their wellbeing comes second to a companies need. Instead of taking the time to understand the need of both consultant and company, staffing firms often choose speed. That’s how you lose trust and that’s how you lose good people. It just doesn’t make good business sense. Here are a few of the best practices we’ve identified for building a healthy and trustworthy IT work environment…

· Take the time to understand an individuals strengths. It will help you place them in the right situation that benefits everyone – consultant, client and yourself.

· Show appreciation through action. Kind words are great but backing them up with necessary support and benefits is key.

· Provide resources for professional development that help individuals continue to advance their career.

· Be transparent in company announcements. Communicate with employees and consultants directly as situations arise.

· Once placed, don’t leave a consultant hanging. That’s the most important time to continue communication with both client and consultant to make sure each is thriving.

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

Obviously technology is changing and it’s given rise to a myriad of new job searching techniques. We see these all the time in our business.

If there is one rule of thumb we can point to it’s that while social networking, text messaging, and other emerging digital platforms are valid and important, they’re still not as good as professionalism when it comes to securing a new position.

For more on this topic check out Rachel Zupek’s article on Careerbuilder.com.

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

Cloud Computing appears to be the next big thing in IT. Until recently I had never heard the term and had no idea what it meant. While attending a SalesForce.com seminar I was introduced to and provided a 1000 mile view of what Cloud Computing was. Needless to say this brief introduction left me with more questions than answers about what Cloud Computing was.

What is Cloud Computing?

I have heard it described as “Liquid Paper” in that it covers up mistakes related to your IT infrastructure. I have also heard it described as a way to deliver services rather than applications that is completely independent of platforms or physical hardware.

In one word I would describe Cloud Computing as outsourcing. By engaging a Cloud Computing Vendor you are in essence pushing some of your responsibilities off to another company and accessing data, applications etc. through the web.

In my early research I thought Cloud Computing was only for and provided by companies that offer SaaS (Software as a Service) like Salesforce.com. I quickly learned that there is a big push for complete virtualization and companies like Amazon EC2 are offering IaaS (Infrastructure as a Service) as well.

What are the benefits of Cloud Computing?

One of the greatest advantages I see with Cloud Computing is the reduced strain on a company to deliver its employees the software/hardware they need to be successful. Your Cloud Vendor is responsible for delivering the applications and infrastructure you need to be successful. This allows users of Cloud Computing to focus more heavily on their core business. Allowing them to dedicate more time to what they do best.

Cloud Computing also centralizes data. How many of us have lost important documents as the result of some type of hardware failure? Storing data in a central location and connecting to the Cloud to retrieve it as needed places less emphasis on the peripheral portions of a company’s infrastructure (desktops, laptops and PDA’s) and gives users a place to go to get everything they need no matter where they are.

What dangers are associated with Cloud Computing?

A major concern for all potential users of Cloud Computing would be the loss of control of your applications and infrastructure. In some instances your Cloud may be present in many different regions or countries. How will you know if your Cloud Vendor will honor your local privacy requirements?

Another major concern is data recovery. By consolidating data into one area companies expose themselves to significant data loss if something goes wrong with their Cloud. Does your Cloud Vendor have a comprehensive data recovery plan? Do they back up your data? Where is that data housed and how quickly can it be accessed in the event that something goes wrong?

Finally, long-term viability should be a major concern for anyone considering the use of Cloud Computing. As Cloud Computing becomes mainstream there will be numerous vendors vying for market share. Some will flourish and others will fail. What happens to you if the company you have partnered with fails? How will you retrieve your data? If you can retrieve it, where will you put it? During the transition period how will your employees operate?

Useful resources

If you are interested in more information about Cloud Computing please look at the links below. I have found them very helpful in my search for a better understanding of Cloud Computing:

http://webtrends.about.com/od/enterprise20/a/cloud-computing.htm

http://www.youtube.com/watch?v=6PNuQHUiV3Q

http://blogs.msdn.com/vasudevk/archive/2009/02/14/advantages-of-cloud-computing.aspx

http://www.infoworld.com/article/08/07/02/Gartner_Seven_cloudcomputing_security_risks_1.html

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.