Hello Everyone
I am working on a search for a VP Engineering for an Israeli business unit of an American company. The technology is networking / bridges. The person will manage approximately 150 people and will report to the VP in California. The American company is a $1 billion technology firm based in California.
If you have any questions whatsoever, please do not hesitate to ask.
We are seeking someone with full life cycle product development background, preferably hardware with software which drives it. As the position is in Israel we are seeking someone who might be working in the U.S. who is ready to go back, or someone who is there now who has a global view.
Thanks for networking with me.
Janice
925.287.8785
JLitvin@MicroSearchSF.com
Wednesday, October 1, 2008
Sunday, September 21, 2008
How to Demonstrate Ability to Learn New Software
How do you demonstrate your ability to learn new software to a potential employer?
This is an excellent question and a tricky one to answer. I believe that one of the best tricks for software engineers is proving they know new software. So my answer would be by proving that you've done it before. How? Show that you've been using something like C# for example, since it came out. The savvy hiring managers will be able to see that you learned it on the fly or by taking a class, which you can mention under "Education and Training" on your resume.
Also, the cover letter is a great place to talk about your history of learning new software. I wouldn't spend more than a couple of sentences on it.
The 3rd thing you can do is ask one of your references to comment on your ability to learn. Good references are worth their weight in gold so choose them wisely, keep in touch with them, and notify them when they're going to be called.
You could also get one of your references to write you a reference with this issue addressed on your Linkedin profile and then copy and paste that comment into your cover letter.
One final note: the summary section of the resume is an excellent area to discuss this type of soft skill. Then use the body of the resume to back up your claim. Under each new job you can put your newest Software/Language skills and technology first.
For more resume advice, feel free to get in touch by commenting on this blogpost.
This is an excellent question and a tricky one to answer. I believe that one of the best tricks for software engineers is proving they know new software. So my answer would be by proving that you've done it before. How? Show that you've been using something like C# for example, since it came out. The savvy hiring managers will be able to see that you learned it on the fly or by taking a class, which you can mention under "Education and Training" on your resume.
Also, the cover letter is a great place to talk about your history of learning new software. I wouldn't spend more than a couple of sentences on it.
The 3rd thing you can do is ask one of your references to comment on your ability to learn. Good references are worth their weight in gold so choose them wisely, keep in touch with them, and notify them when they're going to be called.
You could also get one of your references to write you a reference with this issue addressed on your Linkedin profile and then copy and paste that comment into your cover letter.
One final note: the summary section of the resume is an excellent area to discuss this type of soft skill. Then use the body of the resume to back up your claim. Under each new job you can put your newest Software/Language skills and technology first.
For more resume advice, feel free to get in touch by commenting on this blogpost.
Wednesday, September 17, 2008
Job Market Still Healthy
According to last Friday’s Wall Street Journal the job market is not totally down the tubes. There are a couple of lights at the end of the tunnel.
According to Sarah Needleman’s article, “Executive Job Market Still Healthy”, industries that will continue to have a high need for experienced talent are life sciences, health care and industrial manufacturing. Furthermore, executive openings lie in marketing and sales, supply-chain, and sustainability positions.
Needleman goes on to state that networking is going to be the best way to find a job.
So if you are finding yourself out of a job now or in the near future, start calling everyone you know, beginning with people you most recently worked with or for. Also, if you’re not on Linkedin yet, now is the time to write your bio and build your network.
Feel free to post your comments here or ask any questions about resumes, interviewing, Linkedin, or online networking.
According to Sarah Needleman’s article, “Executive Job Market Still Healthy”, industries that will continue to have a high need for experienced talent are life sciences, health care and industrial manufacturing. Furthermore, executive openings lie in marketing and sales, supply-chain, and sustainability positions.
Needleman goes on to state that networking is going to be the best way to find a job.
So if you are finding yourself out of a job now or in the near future, start calling everyone you know, beginning with people you most recently worked with or for. Also, if you’re not on Linkedin yet, now is the time to write your bio and build your network.
Feel free to post your comments here or ask any questions about resumes, interviewing, Linkedin, or online networking.
Thursday, September 4, 2008
Is "Facebook friending" okay for Thank-You Letters?
Today I was asked whether it was appropriate to "Facebook friend" your interviewer after an interview and whether "IM speak" was okay in an email thank you note?
"A resounding 'no'," was my answer. Under no circumstances should a candidate ever "facebook friend" a thank-you letter or use IM-speak. Communication with a potential employer should still be done as formally as an email allows. In other words, proper grammar and punctuation need to be considered. Candidates will want to remember that all correspondence with a company indicates many things about candidates, including their writing abilities and style, as well as their ability to conduct themselves in a professional manner.
With that said, I would add that if the person is applying for a job at a very hip internet startup that requires them to be using facebook or IM as part of their responsibilities, then perhaps other forms of communication would be okay because techno-savvy skills would be required in that type of company.
Whether one is being hired to write or not, one must always remember that writing skills are always being evaluated because the ability to communicate with the team or other members of the company are important even if you work in a solitary type of position. There is almost always a boss or subordinate who need to be informed of status, problems, etc.
So a thank-you letter should take the following form: first, thank the people by name if possible for their time during the process and for their information. Then reiterate why you are qualified for the position based on information gained during the interview. For example, "I know that my background is a perfect fit for the software development position because of my technical skills, my ability to communicate with business partners and my ability to present to management."
And, when should a cover letter be sent? No more than 24 or 48 hours after an interview.
Feel free to send specific questions or comments to: JLitvin@MicroSearchSF.com or post a response here.
"A resounding 'no'," was my answer. Under no circumstances should a candidate ever "facebook friend" a thank-you letter or use IM-speak. Communication with a potential employer should still be done as formally as an email allows. In other words, proper grammar and punctuation need to be considered. Candidates will want to remember that all correspondence with a company indicates many things about candidates, including their writing abilities and style, as well as their ability to conduct themselves in a professional manner.
With that said, I would add that if the person is applying for a job at a very hip internet startup that requires them to be using facebook or IM as part of their responsibilities, then perhaps other forms of communication would be okay because techno-savvy skills would be required in that type of company.
Whether one is being hired to write or not, one must always remember that writing skills are always being evaluated because the ability to communicate with the team or other members of the company are important even if you work in a solitary type of position. There is almost always a boss or subordinate who need to be informed of status, problems, etc.
So a thank-you letter should take the following form: first, thank the people by name if possible for their time during the process and for their information. Then reiterate why you are qualified for the position based on information gained during the interview. For example, "I know that my background is a perfect fit for the software development position because of my technical skills, my ability to communicate with business partners and my ability to present to management."
And, when should a cover letter be sent? No more than 24 or 48 hours after an interview.
Feel free to send specific questions or comments to: JLitvin@MicroSearchSF.com or post a response here.
Friday, July 25, 2008
Janice Litvin is featured on Monster.com
Hello Everyone
This week I was quoted by another career writer on Monster.com.
The article is about negotiating salary when making a career change.
You can click on the link below to read the article directly.
This week I was quoted by another career writer on Monster.com.
The article is about negotiating salary when making a career change.
You can click on the link below to read the article directly.
Feel free to get in touch if you have any questions or would like any advice about your job search.
I am looking for online job seekers to interview for my upcoming book. Thanks.
Janice
JLitvin@MicroSearchSF.com
http://career-advice.monster.com/salary-negotiation/career-changers/negotiate-career-change-salary/home.aspx
Thursday, May 8, 2008
What's the Big Deal About Recruiters?
So what’s the big deal about recruiters?
As an ex-contingency recruiter, I can tell you that good recruiters are worth their weight in gold. The problem for many candidates is that they don’t know a recruiter they can trust.
When searching for a new doctor, what do you do?
You seek references from people you know and trust. The same is true for any professional you need to work with and is especially true in the case of recruiters. You are trusting them with your career and you want to feel that they are going to behave in a respectful and trustworthy manner. Once you do find a recruiter you connect with, it is smart to keep in touch so that you can work with them again in the future.
Interviewing Recruiters
When “interviewing” recruiters here are a few questions you might want to ask:
Resumes
It may be good for them to modify your resume or it may not. You can ask to see it once it’s changed. Resume writing is a skill in and of itself, and a good recruiter will know what works for their clients. If the client cannot see within 5 seconds why they should meet you, then the recruiter has not done their job.
Before going out on an interview you should know from your recruiter why you are a great fit for the position and what your weaknesses are. This is crucial or you won’t be able to play up your strengths. Try to get the honest scoop so you can prepare yourself properly.
Who is paying the bill?
Let’s face reality. Recruiters are paid by the client, but they tend to get more personally involved with the candidates, so it is a bit of an odd relationship. The better you treat them the better they’ll treat you, unless you’re dealing with a shark. Sharks can work with you, but are really in it for themselves. I once had an old family friend who was a shark at recruiting and did well for his candidates. One just needed to understand where he was coming from and what he could and would do for his candidates. He was, by the way, very close to his clients so he understood what made them tick.
If a recruiter is a smart and savvy business person, then s/he can help you immensely. Their job is to keep their ear to the ground and know what’s going on in your industry…who is hiring and who is not? If they haven’t been around your industry (IT, Finance, HR, Corporate Communications, whatever) for awhile, then you may not want to work with them.
Salary
Be honest about your situation and your salary, or you will be wasting your time and theirs. Try to make sure that the two of you are on the same page. If you are too high or too low listen to them, they have their finger on the pulse. Be realistic.
When switching from one type of company to another sometimes you get priced out. For example, a Big 4 consulting firm tends to pay a little more than a Fortune 500 corporation. So be prepared and do your own research.
Also if you are not really serious about taking a new job, then it’s really not fair to waste the recruiter’s time. I once had a candidate who said yes, every time I asked if I could send his resume out. He was strong at what he did and seemed, in the end, to just want to find out what he was worth so that he could renegotiate his salary with his current employer. He never once took one of the offers I worked hard to get for him. I eventually got the message and stopped working with him.
Where is your resume going?
You need to know where your resume is going before it goes there. If you have already been presented to a particular company they need to know. They also need to know which department or group within a department you have been presented to.
Whatever you do, do not try to work with many recruiters at once. That is the kiss of death because if several recruiters are working with the same corporate giant, then you will end up in the middle of a conflict. The corporation will drop you like a hot potato rather than get into a fight. The only time this is not true is if different departments are already working with different recruiters.
In conclusion, there are many good recruiters out there. You need to do your research in order to find them. Once you do, you will have a friend for life and will be able to count on them the next time you want to change jobs. Eventually when you become a hiring manager, you will even be able to call on them to assist you in filling slots for your team.
As an ex-contingency recruiter, I can tell you that good recruiters are worth their weight in gold. The problem for many candidates is that they don’t know a recruiter they can trust.
When searching for a new doctor, what do you do?
You seek references from people you know and trust. The same is true for any professional you need to work with and is especially true in the case of recruiters. You are trusting them with your career and you want to feel that they are going to behave in a respectful and trustworthy manner. Once you do find a recruiter you connect with, it is smart to keep in touch so that you can work with them again in the future.
Interviewing Recruiters
When “interviewing” recruiters here are a few questions you might want to ask:
How long have you been recruiting?
Which companies are your top 5 clients? How long have you been working with them and how many people have you placed there?
What is your specialty or niche? What industry and what level?
What positions do you have open now?
How do you manage your clients? In other words, how do you handle them when they say they don’t like a candidate? Do you say, “fine, okay” or do you push back and try to get specific feedback in order to help the candidate?
How many times have you met in person the hiring managers you represent?
Are you willing to meet me in person?
How quickly do you get the feedback on the resumes?
How quickly can I expect to be interviewing or will you be able to give me honest feedback on my resume?
Speaking of resumes, how much do you modify my resume before you present it?
Resumes
It may be good for them to modify your resume or it may not. You can ask to see it once it’s changed. Resume writing is a skill in and of itself, and a good recruiter will know what works for their clients. If the client cannot see within 5 seconds why they should meet you, then the recruiter has not done their job.
Before going out on an interview you should know from your recruiter why you are a great fit for the position and what your weaknesses are. This is crucial or you won’t be able to play up your strengths. Try to get the honest scoop so you can prepare yourself properly.
Who is paying the bill?
Let’s face reality. Recruiters are paid by the client, but they tend to get more personally involved with the candidates, so it is a bit of an odd relationship. The better you treat them the better they’ll treat you, unless you’re dealing with a shark. Sharks can work with you, but are really in it for themselves. I once had an old family friend who was a shark at recruiting and did well for his candidates. One just needed to understand where he was coming from and what he could and would do for his candidates. He was, by the way, very close to his clients so he understood what made them tick.
If a recruiter is a smart and savvy business person, then s/he can help you immensely. Their job is to keep their ear to the ground and know what’s going on in your industry…who is hiring and who is not? If they haven’t been around your industry (IT, Finance, HR, Corporate Communications, whatever) for awhile, then you may not want to work with them.
Salary
Be honest about your situation and your salary, or you will be wasting your time and theirs. Try to make sure that the two of you are on the same page. If you are too high or too low listen to them, they have their finger on the pulse. Be realistic.
When switching from one type of company to another sometimes you get priced out. For example, a Big 4 consulting firm tends to pay a little more than a Fortune 500 corporation. So be prepared and do your own research.
Also if you are not really serious about taking a new job, then it’s really not fair to waste the recruiter’s time. I once had a candidate who said yes, every time I asked if I could send his resume out. He was strong at what he did and seemed, in the end, to just want to find out what he was worth so that he could renegotiate his salary with his current employer. He never once took one of the offers I worked hard to get for him. I eventually got the message and stopped working with him.
Where is your resume going?
You need to know where your resume is going before it goes there. If you have already been presented to a particular company they need to know. They also need to know which department or group within a department you have been presented to.
Whatever you do, do not try to work with many recruiters at once. That is the kiss of death because if several recruiters are working with the same corporate giant, then you will end up in the middle of a conflict. The corporation will drop you like a hot potato rather than get into a fight. The only time this is not true is if different departments are already working with different recruiters.
In conclusion, there are many good recruiters out there. You need to do your research in order to find them. Once you do, you will have a friend for life and will be able to count on them the next time you want to change jobs. Eventually when you become a hiring manager, you will even be able to call on them to assist you in filling slots for your team.
Tuesday, March 18, 2008
How To Get Found by Recruiters
Hello and welcome to Janice Litvin’s Blog…
Since I have been recruiting for many years in Silicon Valley, I have advised many people about all aspects of their job search, including: online job finds, resume writing & uploading, interviewing, negotiating salary, & overcoming hidden objections.
More advice can be found at my website, www.microsearchsf.com
I have started this blog to create a dialog with a wide audience of job seekers needing advice. All requests are welcome, no matter where you are in your job search.
As time permits, I will add advice that I hear myself telling candidates on a daily basis.
Today’s job search tips are about …
How To Get Found by Recruiters
Tip #1:
Upload your resume on any of the job search sites including monster, Yahoo/Hotjobs, Dice, Careerbuilder (and any local sites such as bajobs). Don’t just search these sites for jobs. If you are worried about being found by your current employer, you can use a confidential identity with a confidential email address.
Tip #2:
Create a bio for free on Linkedin and clearly explain what you are looking for. Then begin to network with others in your field and “link” to people you know. If you have not already done so, start with Linkedin as it seems to be the most popular. Other social networking sites include: Facebook, Spoke, & Ryze.
Tip #3:
Create your own resume website for free on Yahoo / Geocities, or anywhere else. Then recruiters can find you. Be sure to include at least an email address.
Tip #4:
I am offering free personalized advice about any aspect of your job search for a limited time as research for my upcoming book about online job search & recruiting. Privacy will be strictly respected.
Write to me here at the Blog or at JLitvin at MicroSearchSF dot com.
Thanks for visiting.
Janice
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