iPhone Apps for Job Seekers
Do you still remember the days of typing up a resume and cover letter on “linen resume paper” and mailing it to that anonymous post office box listed in the newspaper’s Help Wanted section? Believe it or not, that was less than 20 years ago. It hasn’t taken long for technology to completely change the recruitment landscape.
Today’s job seekers don’t need to devote an entire day composing the perfect letter, nor do they need to spend any money on ink or postage. That’s because job seeking has gone digital; and it is no longer limited to just your laptop or PC. A whole host of iPhone and smartphone apps are now available to help job seekers stay in touch with potential employers wherever they go.
Even before most Dallas job seekers meet with their first hiring manager or recruiter, chances are they’ve spent some time examining their options and aligning their career goals with the needs of the marketplace. Whether they know it or not, these activities are the start of a career action plan.
Perception is nine tenths of reality, or so the adage goes, and regardless of whether that’s fair, it is largely true. That means the cool Facebook pic of you in the marijuana T-shirt is likely to convince a hiring manager to go with another candidate.
This isn't an unusual practice for employers. You can read about dozens of incidents where current employees were fired for something they shared on Facebook.
As a job candidate, you trade on your skills. So it’s important you treat those skills as valued commodities.
That’s why the job description doesn’t matter. Yes, you read that correctly. The job description doesn’t matter.
Job descriptions are often written by committee, or at worst, by someone in another corporate department with limited understanding of what the hiring manager needs. Job descriptions, as a result often end up as a jumble of technologies, some of which don’t even go together.
The best approach is to self-determine your true skills, whether that be SharePoint development or Network Security Architecture. Tout those skills in clear and decisive language throughout your resume, and work with your recruiter, who will understand the priority skills for which a company is searching.
A good recruiter will know whether your core skill set is what the client seeks and will be able to work with an account manager to ensure the client looks at your list of valued commodities on a holistic level.
Your recruiter may even determine it is best to give you an overview of the hiring team and environment, rather than cloud your judgment and skew the power of your resume by showing you the client’s bloated grocery list of tech skills. As always, choosing a skilled recruiter is key.
If there is one thing that seems endemic to the IT industry, it is youthfulness and newness; the concept that results in tech professionals being almost obsessed with refreshing their skills.
Most IT pros are fully aware of how common it is for rapid changes in technology to change the landscape of their careers, and they know that the technology so much in demand today may not be popular tomorrow. Keeping up with these changes can feel a full-time job but it’s a necessity, especially if you are in mid-career.
GTN staffers raced to help the Dallas community on Saturday as part of the Dallas MK5K 2014.
The 10th annual 5k race and Fun Run raised more than $100,000 last year and supports women in need, particularly those facing issues such as breast cancer and domestic violence.
Employees at GTN Technical Staffing & Consulting in North Dallas organized a race team weeks ago with members training in preparation and talking enthusiastically about the opportunity to help out through their participation.
“It was cool to see so many people out early on a Saturday, supporting a great cause, and it was great that GTN organized a team to participate,” said GTN Recruiter Hilary Kuykendall. “It was a blast, and I can’t wait to do it again next year.”
Shown in the photo here (left to right) are: recruiters Hilary Kuykendall, Lesley Bautista and Cindy Adler, along with GTN owner Jim Bright.
A cover letter is just another opportunity for you to sell yourself to the hiring manager. Take full advantage of that advertising space and make it powerful and convincing.
How do you accomplish that? Sell, don’t tell. And by that, we mean: Use powerful anecdotes from your personal experience to illustrate your super powers.
For example, you might want to say: “I have excellent growth potential.” Your reader, though, may simply judge your statement as hype. After all, the average person is inundated daily with sales pitches and exaggerated claims. Instead, sell by providing a convincing story.
Try this: “I was hired as a junior administrative assistant and worked my way up through the ranks to become a department director.”
Your reader is more likely to be wowed by that example and to conclude: “Hey, this candidate has excellent growth potential.” Instead of “telling” the hiring manager something, you let the hiring manager come to his or her own conclusion.
It is, of course, the conclusion you wanted them to come to, all along.
If there is one industry that never gets "old" or feels mundane, it is the Information Technology business. It seems like every few months there is another new skill that must be learned in order to "survive" and thrive in today's new world of work.
In a study conducted earlier this year by Foote Partners, 500 IT managers honed in on the skills that may be needed in order to continue growing in your IT career. By examining these recognized areas of growth, you may be able to determine a focus for your own IT skills development over the coming months. A recent article published by Work Intelligent, "The 5 IT Skills Companies are Looking For Today", takes a closer look at the five most relevant and marketable skills for IT professionals today.
GTN Technical Staffing in Dallas is being highlighted by the National Center for the Middle Market at its October National Middle Market Summit. GTN was chosen for its strong position as a Middle Market company in the Dallas/Fort Worth metro.
The NCMM, which is a joint project between Ohio State University's Fisher College of Business and GE Capital, focuses research on Middle Market companies, noting that those are the businesses that drive the US job market and economic growth.
"Innovation is vital," GTN co-founder Jim Bright told NCMM, during an on-camera interview that focused on what drives the company's success. "Innovation comes from the relationship you have with people."
GTN Technical Staffing employs 280 full-time staff and provides staff augmentation and project staffing to other Middle Market and Fortune 500 companies across the US and in more than a dozen countries worldwide. GTN specializes in IT staffing, providing experts in a broad range of fields from cutting-edge mobile applications to high-security Data Center growth and management.
GTN is noted for its nimbleness and ability to flex and grow with client needs.
"Our decision making process is very lean," Mr. Bright said. "It's go, go, go.
Mr. Bright's business partner and co-founder, Greg Smith, added that GTN invests significantly in its employees, providing them daily and specialized training in order to thrive in a competitive market and to help set GTN apart from the competition.
"The biggest drivers of our success are our employees," Mr. Smith said.
We’ve all heard about those “whiz kids” who somehow managed to earn six-figure salaries before they turned 20; or that teenager whose mobile app made him a millionaire before his 18th birthday. But if you’re like me you are probably wondering: what is it that makes these young people so marketable to the big IT companies, and what do they have that you don’t have? Over the past few months, several media outlets have set out to answer this question. A few articles have explored what the top Silicon Valley firms are looking for in new tech talent.