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Use Cleverness with Caution in the Interview

Use Cleverness with Caution in the Interview



Tom Musbach, Yahoo! HotJobs

Well-meaning job seekers sometimes get too creative when making their cases to potential employers, such as the candidate who said he was "allergic to unemployment."

The contrived allergy and other wacky pitches were revealed by hiring executives in a recent survey by Accountemps, a large staffing service for financial professionals.

 

Creativity Can Backfire

The group of 150 senior executives offered several other examples of candidates going too far in their attempts to stand out:

  • "One candidate said that we should hire him because he would be a great addition to our softball team."
  • "A candidate sang all her responses to interview questions."
  • "One individual said we had nice benefits, which was good because he going to need to take a lot of leave in the next year."
  • "An applicant once told me she wanted the position because she wanted to get away from dealing with people."

The statements above reflect poor approaches to an interview question that is very common: "Why should I hire you?" Career experts offer several alternatives that can help job candidates respond more successfully.

 

Read more...
 
End of the Year Is Prime for Job Hunting

End of the Year Is Prime for Job Hunting


According to conventional wisdom, there's no worse time to search for a job than when the year is winding down. But sometimes conventional wisdom isn't entirely accurate.

The truth is that the end of the year may be the best time to find a new job. Here are five reasons:

1. You face less competition. Buying into popular theory, many job seekers halt their quests for employment in November and December, choosing to save their efforts for when the calendar changes. But take a glimpse at the want ads, and you'll see that employers haven't stopped looking for talent. With fewer candidates vying for the same number of positions, you may have an edge over the competition, unlike no other time during the year.

2. More employers are hiring. Many firms, especially retail companies, increase their hiring efforts in winter to meet rising demand for their products and services. Even though seasonal jobs are often temporary, many hiring managers view these positions as extended, on-the-job interviews and offer full-time employment to promising hires.

3. Companies have budget surpluses. Some employers hire new workers at the end of the year because they have not yet used all of the funds they set aside earlier for adding new personnel. If the hiring managers don't increase headcount during the final two months, they may lose that portion of their budgets and be unable to bring aboard new employees at all.

4. It may be easier to secure an interview. Things often slow down at the end of the year due to vacations and the winter holidays. As a result, hiring managers may be less busy than usual and have more time to review your resume or call you in for an employment interview.

5. You'll get a jump on things. Even if some firms wait until the beginning of the year to add headcount, that doesn't mean they've stopped collecting resumes and considering candidates. By submitting your application materials now, you'll be first in line when the hiring process gets in full swing again.

As 2008 comes to a close, remember that employers are always on the lookout for strong professionals, especially in fields such as accounting and finance and information technology, where skilled workers are in short supply. That means there's no wrong time to look for your next job, no matter what conventional wisdom says.

 
Aerospace faces engineering shortage

The assembly lines may not be on the verge of grinding to a halt, or the launch pads about to be put into mothballs. But major problems in the supply of engineers in the aerospace industry are undoubtedly looming on the horizon.

For an industry whose self-image is one of thrusting achievement and pushing the technological envelope, the realities of company demographics make sobering reading. The workforce is ageing and the point is approaching at which the number of retirees will no longer be matched by the arrival of new entrants from universities and colleges.

Read more...
 
Oddball Interview Questions

Oddball Interview Questions

How to Handle Random or Bizarre Queries

By: Robert McCauley

"If you could be any animal, what would it be?" Hiring managers are increasingly posing such off-the-wall queries during job interviews in an effort to gauge a prospective employee's fit with the company's corporate culture.

Robert Half International polled executives to find out the strangest questions they have ever been asked during an employment interview. Their responses illustrate just how unusual some of the questions you may encounter can be:


  • "If you were having a dinner party and could invite three famous people, who would they be?"
  • "What's the last book you read?"
  • "What did you want to be when you were 10 years old?"
  • "What classes did you like in high school?"
  • "What would I find in your refrigerator?"
Read more...
 
The Global Source for Quality Engineering Talent Recruitment

ASQ Network

Our firm is dedicated to the recruitment of top ASQ talent in Quality Engineering and Continuous Improvement fields.  We are knowledgeable in every part of Quality Systems and Six-Sigma manufacturing philosophies (AS9100, TS16949, QS9000, ISO9000, ISO13485).  Our ASQ membership enables us to consult and screen individuals according to strictest guidelines focusing only on the best engineers in that network.  We also serve a multitude of industries and clients, giving us a wider opportunity base within the field of Quality Engineering.  These industries include but are not limited to: Aerospace, Automotive, Medical Device, Industrial, Foods, and Energy.

TS16949/AS9100

For over 10 years, our staff has specialized in the recruitment of Quality engineers in the Automotive field.  Our firm was founded during the transition from QS9000 to TS16949 systems filling the increased need in Quality Engineering.  We have been recruiting NADCAP and AS9100 Quality systems leaders for over seven years with proven success.  As Aerospace and Defense ASQ quality specialist, we take pride in working with our clients to get the best result possible from their engineering recruitment efforts.  We understand the demanding nature of quality recruitment in aerospace manufacturing, and know how to execute the best recruitment strategy.

Energy Distribution

As the governments’ expectations for energy companies to create "Greener" solutions rise for the future, so does the need for improved quality systems.  This dramatic need for Quality Engineering talent will create a void even during a recession, and it is important to have the very best recruitment efforts.  Our firm has been identifying ISO9000 quality engineers in power distribution for over 10 years giving you access to networks deeper than your typical online resources.

Six-Sigma

We also specialize in the recruitment of continuous improvement engineers and Six-Sigma Black Belts for many different manufacturing disciplines. We have seen a shift by many companies to implement leaning strategies into their business structure.  We also find many of the Quality specialists we enlist have strong leaning,  continuous improvement backgrounds, and are also recognized by the American Society for Quality (ASQ) as Certified Quality Engineers or Managers (CQE, CQM).  Continuous improvement in quality processes is the future, and we are at the forefront in this recruitment effort.

ISO9000

Industrial entities are constantly increasing their product quality to the customer by implementing the best talent and technology possible.  As new quality procedures and expectations come into play, it is important to keep up with the demanding times and maintain a consistent flow of new ideas and solutions.  As ISO9000 engineering recruiting specialist, we separate ourselves by maintaining a large network of industrial quality talent to help us identify the proper engineers when timing is mission critical.  By keeping our network current we are able to find candidates within seven working days.

 
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