Whether you’ve been in the full-time work force for a week or a couple of decades, you’ve probably noticed that there is no shortage of “career advancement” advice out there. But have you noticed that most of that advice is pretty narrow? So narrow, in fact, that it goes in one direction only: up, up, up. Any great career coach, recruiter or mentor can give you solid advice on how to ascend the all-important promotion track. But what if you love what you’re doing right now? What if you don’t have the skills – or the aptitude – to take on that job one rung up the corporate ladder? Conversely, maybe you’re one of the growing number of successful professionals who are more than qualified to succeed in that bigger job – but you just don’t want it. You may fear that it would rob you of precious family or social time.
As a candidate, you’ve probably gotten plenty of advice on how to get your resume past the ATS (Applicant Tracking Systems, those AI-powered screeners most employers and recruiters use these days).
That’s all very useful. But how will your resume fare in the next round? How do you survive the human scan?
What Every Recruiter Can Do to Reduce Candidate Flake-Outs
How many times have you gotten word from your client that a top candidate you presented and endorsed has failed to show up for their interview?
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The delicate matter of setting and managing client expectations in a competitive industry sector can present a dilemma for even the most experienced recruiters. Achieving the all-important retained or even exclusive assignment can be at times be a feat in itself in markets where candidates are queueing up for vacancies – but what of the industries where the so-called ‘war for talent’ is well and truly raging?
As an entrepreneur running a small-but-growing business, your hiring decisions are some of the most critical – and risky – decisions you will make. Every organization, regardless of size, is impacted by every new hire. But the smaller your company, the bigger the impact. Indeed, a study conducted by Guidant Financial and LendingClub found that for small business owners especially, employee recruiting and retention is a challenge in a strong labor market.
So how can you make sure you’re bringing in the right person, every time?
You’re looking for your next career move, and you’ve drawn up a list of target employers. How many of those are small companies that may not have the obvious pull of an instantly recognizable brand like Apple, Google or Microsoft?
Big doesn’t necessarily mean better in career terms. Here we present some of the advantages of working with smaller organizations:
You have an interview lined up. You’ve rehearsed answers to typical questions and you’re fairly confident you’re prepared for whatever the hiring manager will fire your way. You may know what you should say, but are you certain about what you shouldn't?
At SkyWater Search, we specialize in a number of disciplines and are often asked for advice on how to secure a job in a specific sector. Here, we explain what it takes to succeed in the role of sales engineer.
