Hey guys, Just wanted to give a quick over view as to the benefits package that
Z-Tech STaffing provides to all of our consultants. I think it speaks to the fact that we place high value on our employees, and the quality of life they have in and outside of the work place.
To the candidateds that we slam dunked December with, THANK YOU!! You guys do rock!!
To the candidates that I have yet to work with, take a look at our benefits package, and lets plan to have a cup of coffee together soon!
2011 is going to be amazing! Happy New Year!
Benefits:
> At Z-Tech Staffing we pay 100% of medical insurance coverage for all of our consultants working at least 37.5 hours a week.
> In addition: Z-Tech consultants will be paid a full day's wages for the 6 major Holidays.In addition, PTO hours will accrue at the rate of one paid hour off for every 24 billable hours (to equal 80 hours per year).
> Z-Tech also provides 401K match up to 4% and a Roth option.
> We also provide all of our consultants with Life Insurance and Short Term Disability Insurance.
Wednesday, December 29, 2010
Monday, November 22, 2010
End of 4th Quarter, going into 2011!
A really cool thing is happening in the job market! All job predictions point to early 1st quarter of 2011 being a peaking point. So many clients have forecasted projects and positions needed to support them, that quarter one should be a very good thing. If you are looking for a job in IT, or looking at coming available in the 1st quarter of 2011, just know that in the job market, things are looking up!! I've had such an amazing year, and am so excited to go into 2011 with the best of the best!!!
Here's to 2011 rocking out out!
Power to the people and whiffle bats!
Here's to 2011 rocking out out!
Power to the people and whiffle bats!
Wednesday, September 15, 2010
Don't forget to ask why a job is open....
Listen guys.. I can't tell you how many times I've asked a client why a position is open, and in response I get a blank stare. Allot of candidates don't think its a big deal to know why a position is open. In fact, Allot of agencies don't care either. But the truth is, Its one of the most important questions you can ask, The reason being is if there has been an company expansion or internal promotion, or some other reasonable circumstance that has lead to the position being open, then you can know you are walking into a stable work situation. That also speaks to the culture of the company over all. However, If the position is open for the 3rd time in 1 year, and there is a defined pattern of turnover, that in itself will speak to the management style of the company. High turn over if one is the most defining marks of a ineffective management. If the shelf life of any employee directly under that manager is less than 2 years, thats your que to run away like crazy!!!! Good companies tend to provoke strong loyalty from their employees. Life does bring situations that bring job changes, which create job opening. However, Just be careful to slow down enough to ask the right questions.
I love this article: http://www.managerwise.com/article.phtml?id=298
One of the statements that stands out to me is : People don't quite companies, They quite managers.
Be smart in your interviewing. Don't be afraid to ask qualifying questions, and good luck in 4th quarter 2010!!
I love this article: http://www.managerwise.com/article.phtml?id=298
One of the statements that stands out to me is : People don't quite companies, They quite managers.
Be smart in your interviewing. Don't be afraid to ask qualifying questions, and good luck in 4th quarter 2010!!
Wednesday, July 14, 2010
Death by counter offer!
So, you have to admit, it is flattering when you hand your boss a letter of resignation, and all of a sudden the person who has not appreciated you, willfully not acknowledge your worth and value, and has kind of been the reason you felt like a piece of ca-ca for the last six month NOW is saying to you... "I want you to stay, and here's what I'm willing to do to get you to stay."
This, my friends, is called THE COUNTER OFFER.
Tempting as it may be, statistics show that most people who accept counter offers generally do not stay with that company for more than 1 year after accepting.
Some reasons to not accept may have already entered your head. You may be thinking, "Why did my boss not recognize my worth before he was at risk of losing me?" It's pretty much money in the bank that down the road, the same boss who has been an absolute jerk for the last 6 months will indeed remember that you were going to "break up" with him and either make your life miserable or do his best to give you the oust!
This is a solid thought to keep in your equation when facing a counter offer. BUT it's also important that you go even deeper with the reasons to accept or decline a counter offer. I am a candidate-centric recruiter, so I have to remind you of the road that led to the decision to exit your current work situation.
Write down the following questions , and I really challenge you to be brutally honest with yourself when answering them:
1) What series of events led you to the point that you felt you needed to make a change in your employment situation?
2) On a normal day at your work, how do you feel when you leave at the end of the day?
3) How do you feel when you are going into work?
4) Has your boss/employer kept their word?
5) Do you feel appreciated or devalued in regards to your work environment?
6) Here's a hard one: Are your growing and thriving or just surviving?
7) Are you under a glass ceiling at your work?
8) And finally, does your boss believe in you, or does s/he belittle you?
Once you've answered these questions, then revisit the counter offer from a logical approach. You need to be deaf to the flattery you feel in the moment of receiving a counter offer and remember what brought you to the place of deciding to make an employment change. You may write down these questions and determine that maybe you don't need to make the change. BUT If your answers gave you a clear picture of an atmosphere that left you feeling unappreciated, stunted, and like a cog in the boss's machine, then those feelings alone are reason to not go back into that dysfunctional work relationship.
Lets get real. Words, raises, and flattery somehow give off amnesia as to why we're needing to leave. Not unlike when you break up with someone who doesn't value you. You know, that person who consistently demonstrates they are self absorbed and always forgets your birthday! For some reason, momentary flattery makes us forget all of the valid reasons we need to make a change.
In conclusion, If you need to move on, Don't cripple yourself by accepting a counter offer. Don't devalue your worth by choosing to stay in an environment that has a track record of keeping you under a glass ceiling. Don't allow the feelings of momentary flattery give you amnesia.
Power to the people!
Shawna Frommelt
Sr. Technical Recruiter
If you are on Twitter: Lets follow each other:
http://twitter.com/ShawnaFrommelt
I welcome connections on Linkedin:
http://www.linkedin.com/in/shawnafrommelt
This, my friends, is called THE COUNTER OFFER.
Tempting as it may be, statistics show that most people who accept counter offers generally do not stay with that company for more than 1 year after accepting.
Some reasons to not accept may have already entered your head. You may be thinking, "Why did my boss not recognize my worth before he was at risk of losing me?" It's pretty much money in the bank that down the road, the same boss who has been an absolute jerk for the last 6 months will indeed remember that you were going to "break up" with him and either make your life miserable or do his best to give you the oust!
This is a solid thought to keep in your equation when facing a counter offer. BUT it's also important that you go even deeper with the reasons to accept or decline a counter offer. I am a candidate-centric recruiter, so I have to remind you of the road that led to the decision to exit your current work situation.
Write down the following questions , and I really challenge you to be brutally honest with yourself when answering them:
1) What series of events led you to the point that you felt you needed to make a change in your employment situation?
2) On a normal day at your work, how do you feel when you leave at the end of the day?
3) How do you feel when you are going into work?
4) Has your boss/employer kept their word?
5) Do you feel appreciated or devalued in regards to your work environment?
6) Here's a hard one: Are your growing and thriving or just surviving?
7) Are you under a glass ceiling at your work?
8) And finally, does your boss believe in you, or does s/he belittle you?
Once you've answered these questions, then revisit the counter offer from a logical approach. You need to be deaf to the flattery you feel in the moment of receiving a counter offer and remember what brought you to the place of deciding to make an employment change. You may write down these questions and determine that maybe you don't need to make the change. BUT If your answers gave you a clear picture of an atmosphere that left you feeling unappreciated, stunted, and like a cog in the boss's machine, then those feelings alone are reason to not go back into that dysfunctional work relationship.
Lets get real. Words, raises, and flattery somehow give off amnesia as to why we're needing to leave. Not unlike when you break up with someone who doesn't value you. You know, that person who consistently demonstrates they are self absorbed and always forgets your birthday! For some reason, momentary flattery makes us forget all of the valid reasons we need to make a change.
In conclusion, If you need to move on, Don't cripple yourself by accepting a counter offer. Don't devalue your worth by choosing to stay in an environment that has a track record of keeping you under a glass ceiling. Don't allow the feelings of momentary flattery give you amnesia.
Power to the people!
Shawna Frommelt
Sr. Technical Recruiter
If you are on Twitter: Lets follow each other:
http://twitter.com/ShawnaFrommelt
I welcome connections on Linkedin:
http://www.linkedin.com/in/shawnafrommelt
Monday, July 12, 2010
Closing to the next step in your interview!
Try to remember that last interview you went on. Go to the last moments before it ended. That spot where the hiring authority says to you "Do you have any questions for me?” That spot is the area I want to talk about. That little question is your doorway to allot of information (and we all know the worst question to have is no question at all). Its that exact moment where I coach every candidate I have to ask for the next step. For some reason though, I've seen allot of people think that they don't have a right to ask for the next step, or they think since they are interviewing the hiring authority must assume they want the job. I disagree.
If you are in the final running against several other candidates for a position, it's reasonable to believe that every person who has got to that stage in the interviewing process is technically qualified. SO, if all things are equal, what’s the tiebreaker for the hiring authority? Why do they pick 1 candidate of equal skill set above the others? 9 times out of 10 in that scenario, they will pick whom they like and whom they remember. When you ask for the next step it immediately puts you into that category.
Think about it like this: In 1 weekend you go out on 3 dates. All brunette, all smart, all the same type. ALL THINGS ARE EQUAL! At the end of the date 2 of the 3 say to you "Thank you, talk to you soon." ( ….talk about a cliff hanger! A- you don't know when "soon" is, and B- you're not too clear if they are just being polite or really do want to see you again. ) Now at the end of the date with the 3rd brunette, they look at you and say, "I really had a blast! When can we do this again?" (This speaks for its self. It’s clear what their intention is, and you aren’t left to try and figure out what’s going on in their head. ) So, Of the 3 dates, who is the person you are most likely comfortable enough with to ask out on a 2nd date? Think about it.
I love good examples, so, here's a real life one: I had 3 candidates up against 1 job. All 3 were pretty good. 2 of them were more senior level and 1 was mid level. All 3 interviewed well, but of the three only 1 asked for the next step. (The mid level candidate) The next day, he was the one offered the job at the same pay scale as the senior candidates. When the hiring authority was asked why he picked this candidate above the other 2 he said, " He was the only one who told me he wanted this position.”
Candidates, at the end of your interview, if you really aren’t that impressed with a company after a “ 1st date”, then no harm, no foul. You can simply walk out at the end, and keep looking. No 2nd date required. You do have that right. HOWEVER, if you want the job, then let them know you want it. Don’t assume they know your intention. Say the words.
Power to the people!!
If you are in the final running against several other candidates for a position, it's reasonable to believe that every person who has got to that stage in the interviewing process is technically qualified. SO, if all things are equal, what’s the tiebreaker for the hiring authority? Why do they pick 1 candidate of equal skill set above the others? 9 times out of 10 in that scenario, they will pick whom they like and whom they remember. When you ask for the next step it immediately puts you into that category.
Think about it like this: In 1 weekend you go out on 3 dates. All brunette, all smart, all the same type. ALL THINGS ARE EQUAL! At the end of the date 2 of the 3 say to you "Thank you, talk to you soon." ( ….talk about a cliff hanger! A- you don't know when "soon" is, and B- you're not too clear if they are just being polite or really do want to see you again. ) Now at the end of the date with the 3rd brunette, they look at you and say, "I really had a blast! When can we do this again?" (This speaks for its self. It’s clear what their intention is, and you aren’t left to try and figure out what’s going on in their head. ) So, Of the 3 dates, who is the person you are most likely comfortable enough with to ask out on a 2nd date? Think about it.
I love good examples, so, here's a real life one: I had 3 candidates up against 1 job. All 3 were pretty good. 2 of them were more senior level and 1 was mid level. All 3 interviewed well, but of the three only 1 asked for the next step. (The mid level candidate) The next day, he was the one offered the job at the same pay scale as the senior candidates. When the hiring authority was asked why he picked this candidate above the other 2 he said, " He was the only one who told me he wanted this position.”
Candidates, at the end of your interview, if you really aren’t that impressed with a company after a “ 1st date”, then no harm, no foul. You can simply walk out at the end, and keep looking. No 2nd date required. You do have that right. HOWEVER, if you want the job, then let them know you want it. Don’t assume they know your intention. Say the words.
Power to the people!!
Wednesday, June 30, 2010
Interviewing is a 2 way conversation, contrary to popular belief!
So, How may of us have been in an interview that felt like a doctors exam? Sterile, not really knowing what to expect, and then hoping that it ends in your favor!
I'm of a very different school of thought than most when it comes to the interviewing process. I think it should be a give/take scenario. Both the candidate and the hiring authority have a responsibility to be engaging and transparent. Think about interviewing the way you do dating. Would you want to go on a second date with someone who isn't happy, and/or doesn't seem to be all that interested in you? Are you genuinely interested in continuing the pursuit of a relationship with some who isn't showing the same amount of interest that you are, or maybe they are a nice person, but simply is not the right person? Of course, most of us would say no to the above questions, but for some reason we choose to ignore the obvious signals that possibly an employment opportunity doesn't fit where we want to be. We give up long-term options for short-term pay off. It’s kind of a form of career speed dating. Allot of activity, but not much you can take home to the family! ;-)
So, then of course the next question is " How do I avoid this when interviewing?"
Here are a few keys that will help you get the information you need to really know if you do indeed want to move forward in the process:
1) Almost every interview starts off with the employer saying in one form or another " Tell me about yourself." This is a very, very slippery slope! I cannot express enough to be careful here. Don't just start rambling on about your self.
You may say allot of valid stuff, but there is an incredibly high chance you are not going to say the key things they are looking for. Remember, the hiring authority has a problem that is most likely not in the job description. It’s your job to find out what the problem is, so you can address it specifically. (Don’t shoot blindly. Find out what your target is.)
THIS IS HOW YOU DO THIS: When they say" Tell me about yourself" Keep it short and sweet, and the flip the question.
EXAMPLE RESPONSE: I've been a SW Developer (insert career) for over 10 years, and I'm very interested in your company, but before I go any further, since this is the 1st time I'm talking with you directly, can you tell me what you specifically are looking for in the person that will fill this position? (That’s flipping the question)
2) Once you have flipped the question, STOP TALKING!!! Let them answer it. You need to hear them tell you the details that are not in the job order. Basically, you need to hear their pain, because once you have that information, now you are no longer in a generic interview. Once you have that information, you then can address the real problems they need solved, and you will also get a clear picture of what the work environment is that you are interviewing against.
3) Once you have the information you were looking for, whatever you do, don't just say," I can do that." Or " I have done that." Go into your work history and give them examples of where and how you have solved that type of problem before. Demonstrate what you can do, by describing what you have done. Give them a verbal picture of how you functioned in a similar situation. By giving an example, you are giving two answers in one response. A-1) I have done this before, and A-2) I can do this for your company.
I'm of a very different school of thought than most when it comes to the interviewing process. I think it should be a give/take scenario. Both the candidate and the hiring authority have a responsibility to be engaging and transparent. Think about interviewing the way you do dating. Would you want to go on a second date with someone who isn't happy, and/or doesn't seem to be all that interested in you? Are you genuinely interested in continuing the pursuit of a relationship with some who isn't showing the same amount of interest that you are, or maybe they are a nice person, but simply is not the right person? Of course, most of us would say no to the above questions, but for some reason we choose to ignore the obvious signals that possibly an employment opportunity doesn't fit where we want to be. We give up long-term options for short-term pay off. It’s kind of a form of career speed dating. Allot of activity, but not much you can take home to the family! ;-)
So, then of course the next question is " How do I avoid this when interviewing?"
Here are a few keys that will help you get the information you need to really know if you do indeed want to move forward in the process:
1) Almost every interview starts off with the employer saying in one form or another " Tell me about yourself." This is a very, very slippery slope! I cannot express enough to be careful here. Don't just start rambling on about your self.
You may say allot of valid stuff, but there is an incredibly high chance you are not going to say the key things they are looking for. Remember, the hiring authority has a problem that is most likely not in the job description. It’s your job to find out what the problem is, so you can address it specifically. (Don’t shoot blindly. Find out what your target is.)
THIS IS HOW YOU DO THIS: When they say" Tell me about yourself" Keep it short and sweet, and the flip the question.
EXAMPLE RESPONSE: I've been a SW Developer (insert career) for over 10 years, and I'm very interested in your company, but before I go any further, since this is the 1st time I'm talking with you directly, can you tell me what you specifically are looking for in the person that will fill this position? (That’s flipping the question)
2) Once you have flipped the question, STOP TALKING!!! Let them answer it. You need to hear them tell you the details that are not in the job order. Basically, you need to hear their pain, because once you have that information, now you are no longer in a generic interview. Once you have that information, you then can address the real problems they need solved, and you will also get a clear picture of what the work environment is that you are interviewing against.
3) Once you have the information you were looking for, whatever you do, don't just say," I can do that." Or " I have done that." Go into your work history and give them examples of where and how you have solved that type of problem before. Demonstrate what you can do, by describing what you have done. Give them a verbal picture of how you functioned in a similar situation. By giving an example, you are giving two answers in one response. A-1) I have done this before, and A-2) I can do this for your company.
Sunday, June 27, 2010
He who has options wins!!!
I can't get over how the quickly market is shifting in favor of the candidate! In all of 2009 and going into 2010, there have been so many highly qualified people looking for work, that companies could take their sweet time deciding who they wanted to hire. Due to offshoring, lay offs and downsizing, companies knew (just by the sheer volume of applicants that they were seeing) that there were more candidates than there were jobs. They knew they could pick and choose and take as long as they wanted without running the risk of losing the talent pool in front of them.
It was when we stepped into 2nd quarter that I started to really see the pendulum swing in the other direction. I'll give you an excellent example:
A few months back I was working with two clients that had a job order for almost the identical requirements. The cross over skill set was a 9.5 out of 10. Pay scales identical, skill set the same, and both clients in the same industry. They are both known for hiring the best talent, being a very good place to work, and they both wanted a very senior person.
I had several solid candidates against both positions, but one really stood out above the rest.
Both companies showed genuine interest right away. So far, this is a really good thing.
However, the company that the candidate favored most (we'll call them Company X) had a pretty drawn out interviewing process, and simply wasn't nimble enough to be able to execute thier process quickly. One Friday, Company X called and informed us that they wanted to bring in the candidate for the final step in the process (still a good thing). However, they were having to juggle some schedules internally, and told us they would let us know some time early the next week what day would work for them. I gave my candidate a call, and gave him the good news. He was so excited. It was a solid company, excellent pay, and the location sealed his interest.
Fast forward to Monday afternoon. Company X called and informed us that it will have to be the next week before they can coordinate everyone to be in place for this interview. I then call my candidate, and let him know the time line. Just about an hour later, another interview is offered to the candidate with a 3rd company (Company Z). I firmly believe that a person with no options will make a decision based on desperation. Give that same person options, and they'll make a desicion that will have longevity to it. So I advised him to keep his options open and he goes on the intertview the following day (Tuesday).
Let's recap: 1 candidate and 3 companies want him, but he still is most interested in company X. (Keep in mind , All 3 of the companies knew the candidate had been part of a very recent layoff, and was actively looking. Also, They each knew he was in the interviewing process elsewhere and would be at the offer stage very shortly.)
So, Now we are at Wednesday and company Z calls and extends an offer to the candidate. Wednesday! Their interviewing process was 72 hours from asking him to interview, to extending him an offer. He was thrilled , but didn't want to burn a bridge with company X. So, we called company X and advised him that the candidate had a pending offer. Company X still wanted him, but had no ability to modify thier interviewing process, because it was designed to function in a candidate heavy market, not the market where people have options and you have to move quickly. In the meantime, Company Z needs an answer by Monday of the following week. When the candidate realized company X didn't have any flex in thier process, and then added into the equation that company Z knew they were at risk of losing him so the executed quickly, He decided to not wait, and he accepted the position with company Z.
Weekly, I have seen candidates become unavailable quickly due to having other employment options. I am now finding myself having to withdraw candidates from clients due to other clients simply moving swiftly in their process. Frankly, I think its a very cool thing. In an ideal market it would be great to simply have an equal balance of power. You know, one where employers execute their hiring process in an effective time line, and candidates aren't having to wait by the phone for weeks on end! But since the employment market always seems to be in favor of one side at a time, I think the wisest way to navigate through this is to do exactly what this candidate did... be honest that you have other options, be willing to look at those options professionally, and then when its time to make a decision, you can make an educated, well thought out one that isn't riddled with questions that were never asked!
Only one word of caution: Candidates, be wise in this change of momentum. Choose to be honest about your options. If you are geuinely interested in a company, let them know your time line and if you have other things on the plate. Don't over play your hand. Keep your options open, but also keep your mind open!
Good luck to all of going into quarter 3 of 2010!
It was when we stepped into 2nd quarter that I started to really see the pendulum swing in the other direction. I'll give you an excellent example:
A few months back I was working with two clients that had a job order for almost the identical requirements. The cross over skill set was a 9.5 out of 10. Pay scales identical, skill set the same, and both clients in the same industry. They are both known for hiring the best talent, being a very good place to work, and they both wanted a very senior person.
I had several solid candidates against both positions, but one really stood out above the rest.
Both companies showed genuine interest right away. So far, this is a really good thing.
However, the company that the candidate favored most (we'll call them Company X) had a pretty drawn out interviewing process, and simply wasn't nimble enough to be able to execute thier process quickly. One Friday, Company X called and informed us that they wanted to bring in the candidate for the final step in the process (still a good thing). However, they were having to juggle some schedules internally, and told us they would let us know some time early the next week what day would work for them. I gave my candidate a call, and gave him the good news. He was so excited. It was a solid company, excellent pay, and the location sealed his interest.
Fast forward to Monday afternoon. Company X called and informed us that it will have to be the next week before they can coordinate everyone to be in place for this interview. I then call my candidate, and let him know the time line. Just about an hour later, another interview is offered to the candidate with a 3rd company (Company Z). I firmly believe that a person with no options will make a decision based on desperation. Give that same person options, and they'll make a desicion that will have longevity to it. So I advised him to keep his options open and he goes on the intertview the following day (Tuesday).
Let's recap: 1 candidate and 3 companies want him, but he still is most interested in company X. (Keep in mind , All 3 of the companies knew the candidate had been part of a very recent layoff, and was actively looking. Also, They each knew he was in the interviewing process elsewhere and would be at the offer stage very shortly.)
So, Now we are at Wednesday and company Z calls and extends an offer to the candidate. Wednesday! Their interviewing process was 72 hours from asking him to interview, to extending him an offer. He was thrilled , but didn't want to burn a bridge with company X. So, we called company X and advised him that the candidate had a pending offer. Company X still wanted him, but had no ability to modify thier interviewing process, because it was designed to function in a candidate heavy market, not the market where people have options and you have to move quickly. In the meantime, Company Z needs an answer by Monday of the following week. When the candidate realized company X didn't have any flex in thier process, and then added into the equation that company Z knew they were at risk of losing him so the executed quickly, He decided to not wait, and he accepted the position with company Z.
Weekly, I have seen candidates become unavailable quickly due to having other employment options. I am now finding myself having to withdraw candidates from clients due to other clients simply moving swiftly in their process. Frankly, I think its a very cool thing. In an ideal market it would be great to simply have an equal balance of power. You know, one where employers execute their hiring process in an effective time line, and candidates aren't having to wait by the phone for weeks on end! But since the employment market always seems to be in favor of one side at a time, I think the wisest way to navigate through this is to do exactly what this candidate did... be honest that you have other options, be willing to look at those options professionally, and then when its time to make a decision, you can make an educated, well thought out one that isn't riddled with questions that were never asked!
Only one word of caution: Candidates, be wise in this change of momentum. Choose to be honest about your options. If you are geuinely interested in a company, let them know your time line and if you have other things on the plate. Don't over play your hand. Keep your options open, but also keep your mind open!
Good luck to all of going into quarter 3 of 2010!
Friday, June 25, 2010
Who are you following?
Today I read an email from a dear friend and mentor of mine...heres a bit of it...
" Take a look around you. Take inventory of who you are giving a voice into your life and career.
Choose to always keep people in your life who will inspire you....become a ninja at ignoring anything less. Remember, Who you are listening to, is who you are going to mirror...
If you are following someone who is at best average, that is exactly what you will become. Don't you dare ever follow average! "
" Take a look around you. Take inventory of who you are giving a voice into your life and career.
Choose to always keep people in your life who will inspire you....become a ninja at ignoring anything less. Remember, Who you are listening to, is who you are going to mirror...
If you are following someone who is at best average, that is exactly what you will become. Don't you dare ever follow average! "
Subscribe to:
Comments (Atom)