In This Issue

Annette DiSano, Chief Operating Officer, NETSHARE, Inc. discusses post-recession opportunities for professionals considering career moves and for companies wanting to hire great talent.   full article
This quarter The STRe Solutions team discusses how a candidate can make sure his/her resume gets to the top of the stack and how a hiring manager can efficiently assess hundreds of resumes to find the best candidate.
Candidate Tip #112  Hiring Manager Tip #112  full article
• Liz Verea-Semion joins the STRe team as a Senior Account Manager.
• STRe adds Outsourced Solutions as a new service.
  full article
It's a complete food. Really!   full article

Articles

Career Management -- Post Recession
By: Annette DiSano, Chief Operating Officer, NETSHARE, Inc.

No, I don't have a crystal ball... and some days I wonder if we are really coming out of the recession, but there is some indication that the worst is behind us. Any time of great change presents opportunities, so, this may be time to consider your next career move. That being said, the following observations are based on the last five years at NETSHARE talking with both senior managers and hiring companies (and recruiters) on a daily basis. Economy labels aside, I offer the following considerations for those professionals who want to grow in their career and those companies who want to build winning teams, not just for this year, but over the longer term.

Professionals
First, really take stock and think about what you want in your career (i.e. industry, target companies, responsibilities) both long term and short term... then set out a plan to get there. Is there a set of experiences or specific skills you need in order to reach your ultimate goal? Do you have a mentor who can review your plan? This is your life we are talking about; be willing, dare I say enthusiastic, about investing in the planning.

Companies want solutions. Do the research to find out the challenges your target companies are facing and how you might help solve problems. Companies want someone who can increase the top line or improve the bottom line (through cost cutting). Everything in your resume should quantifiably address either or both of these objectives. If working for a particular company is important to you, then it is worth the time and effort to customize your marketing materials (cover letter, resume) to reflect your interest and fit with this target company.

Check your attitude, particularly during the interview process. Many professionals today are understandably depressed and/or angry; the rules have changed, things are far less predictable than they were. I sometimes hear, "Why does someone with my qualifications and experience have to work so hard to get noticed?" An actor I know made this observation about the art of auditioning. "No one wants to interview someone who is anxious or angry or just not pleasant to be around." Your audience will be more favorably impressed with a professional demeanor that supports, rather than detracts, from your credentials.

And last, make networking an everyday/ongoing activity; specifically with people who can further introductions in your target industry, discipline or target companies. The best way to broaden and strengthen your network is to offer to help others. It will come back to you in more ways than you can imagine.

Companies
Is there really a labor shortage of qualified professional candidates? From my perspective there are many qualified managers at the middle to senior levels across the spectrum of disciplines and industries. I believe that companies should focus on just two key areas when considering potential candidates; is the skill set/background right for the job and, perhaps more importantly, is the personality/character traits a good fit for your corporate culture? I am also puzzled by companies who will only consider candidates who are currently employed. In today's market, they may be ignoring a viable candidate pool of professionals who may be more qualified, and potentially a better fit than someone who is currently working.

Relative to fit, I encourage companies to consider the good athlete syndrome. If a potential candidate is a good cultural fit with the right experience, assess their ability to learn that technical aspect that they might be missing to make them a 100% on spec. It is my experience that this candidate will be a better long term hire than someone who can check all of the skill/experience boxes, but who does not meet the cultural fit.

Hiring practices that focus on fit and skill set, to the exclusion of lesser considerations will benefit both the company and the employee.

About the author: Annette began her career in brand management (CPG Fortune 500 companies); then broadened to executive positions within the consumer electronics industry. She is currently the Chief Operating Officer of NETSHARE, Inc., a membership organization supporting executives, across all industries and disciplines, with one-on-one customized service throughout their career. Annette can be reached at adisano@netshare.com.
Candidates and Hiring Managers: Maximize Your Experience with Recruiters

Our highest priority at STRe Solutions is building long-term relationships with both jobseekers and hiring managers. The Recruiter Relations section of our newsletter offers ongoing tips to help you maximize your experience with a recruiter, regardless of whether you're seeking top talent to seamlessly join your team or searching for your next ideal position.

This quarter's focus is on stacks of resumes. As a candidate, how do you make sure your resume gets to the top of the stack, and as a hiring manager, what do you do when you get hundreds of resumes!

Candidate Tip #112
Getting Noticed in the Stack of Resumes
All too often hiring companies are seeing hundreds of resumes in response to posting a job on their website, or on a Job Board. I remember a time in 2003 when I applied to a KIT list posting for a Marketing Director position. A couple weeks later the CEO called me and said one of my former managers had referred me to him. He hadn't seen my resume because he received so many responses to his ad.

In order to get noticed you need a connection to the hiring manager. First, find out who that is, and then figure out if there is someone in your network, colleague, former manager or perhaps a friendly recruiter who can make an introduction for you.

Make sure your cover letter/email is relevant. Let your contact know why you believe you are a good fit for the position and why they should spend their favor capital to make the introduction. Write an introductory email that your contact can easily forward on. If you have been a good networker and had the opportunity to do a favor for your contact in the past, they are most likely going to return that favor.

Hiring Manager Tip #112
How can I possibly handle the deluge of resumes that are in my Inbox?
It would be self serving if I just advised hiring managers to outsource this to a trusted recruiter, but it is a fact that most jobs are filled via networking. So, first send your request to your network and that should typically produce a small number of on target candidates.

Posting a job on your website may produce some candidates who are following your company or who are looking for this particular type of job. It may also produce a rash of contingent recruiters who collect resumes and look for companies where they can send the resume.

If you have an internal recruiting team make sure they understand what you expect them to screen for. Let them do the heavy lifting. You should have several must haves and then a short series of questions that your internal recruiter can ask the candidates to further understand their background.

And lastly, when you use an outside recruiter, make sure you select a firm that thoroughly assesses their candidates and presents only the top qualified candidates. Good recruiters will ask a lot of questions up front and meet their candidates in person to ensure a good fit.

STRe News -- STRe Expands Team and Services as the Economy Picks Up
Liz Verea-Semion joined STRe Solutions in August, 2010 as a Senior Account Manager. She is a former Finance and Supply Chain Management professional with experience in both private and publicly held companies in diverse industries including contract manufacturing, telecommunications, and behavioral health services. Liz's experience in these environments makes her an optimal partner for STRe Solutions' clients and candidates.

We are pleased to announce STRe Outsourced Services (SOS) with our first offering, Outsourced Accounting Services, to augment our current search and staffing business. The need for Finance and Accounting resources changes as a company grows and in this way STRe can tailor a solution by combining both consulting and new hires with outsourced accounting services. These accounting services provide high quality, efficient and flexible resources at a significant cost savings for our clients.

STRe Fun -- Chocolate: why should you care?

You may find it hard to believe, but chocolate actually is a complete food; it contains carbohydrates, fat and protein, as well as key vitamins and minerals. Chocolate provides a high energy food in a small portion, and also contains caffeine for another energy boost. The downside is that it does have a fair amount of calories as it also contains sugar. Chocoholics are dedicated to the enjoyment of chocolate and obviously appreciate the benefits of this delicious food!

Some signs that you are a Chocoholic:

  1. You are constantly singing "N.E.S.T.L.E.S, Nestle makes the very best... chocolate."
  2. You hide additional chocolate chips for later when baking chocolate chip cookies.
  3. You vacation in Hershey, Pennsylvania as often as possible.

Chocolate Banquet is a fun blog for all of you Chocoholics: www.chocolatebanquet.blogspot.com.