December Hiring Myth

December is often mistaken as a month of “nothing happening” on the hiring front. An idea exists that hiring managers push off the selection process until January either to save money on the old year’s budget or to avoid the time associated with starting a new employee during the busy schedule that accompanies end-of-year deadlines and holiday vacations.

But the December myth is just that, a myth. In fact, many hiring managers actually feel increased pressure to fill open slots before the end of the year.

People who wait or think that those December jobs might be available after the first of the year might miss a golden opportunity. The end of the year often brings “use them or lose them” deadlines at many companies. If hiring managers don't fill open positions before the New Year, they risk losing the open slots.

So what should your company do to be certain the hiring process doesn’t slow down during December?  Here are some things to consider.

1.    1.  Is your website mobile responsive? With the smart phone, many people do not even use a laptop anymore.

2.     2. Once the candidates can find the jobs, how easy is it for them to apply? Too many pages and forms to fill out and candidates will move on to a more user-friendly job opening.

3.    3.  Do you have an employee referral program? Do your employees know what it is? Share this information with your employees on a regular basis.

4.     4. Avoid scheduling challenges for interviews when hiring managers are traveling. Thanks to the accessibility of video conferencing capabilities, many resources are available to conduct the interviews via video conference. Utilize this tool to your advantage during this time of year.

5.    5.  Don’t let a lot of time go by from the first time you interview the candidate to the second interview. If you like the candidate, move quickly in the interview process. Chances are that you are not the only company who is interested in hiring this person.

6.     6. Make certain your hiring managers are educated on the state of the current job market. It should be a priority to interview candidates as soon as possible or risk losing the great candidates to proactive hiring managers.

7.     7. Flexible contract workers help to fill in the gaps during the hiring process. 

Scot Dickerson, CPC 
Capstone Search

Why Should You Always View a Person's LinkedIn Profile Before Accepting Their Request?

There is no question about it, we depend more and more on technology to do our jobs. The technology we use can be a wonderful tool, naturally, but it also creates more opportunity for thieves to gain access to our financial information or infect us with whatever the flavor of the day virus happens to be.

We have to stay on our toes constantly to avoid any number of scams happening on a daily basis. We are all familiar with the emails asking for help because the person is stranded in a foreign country. Typically when I get these I’ve never heard of the person, but today I received one from someone I actually know. Well, their name anyway.

I can spot these things a mile away. But these people doing these scams are getting better and better and more sophisticated all the time. Much of it simply comes down to common sense. But a good rule of thumb is to never open a link emailed to you unless you can verify the source as credible.

These scam artists have now made their way into LinkedIn. It was just a matter of time. But it again is just about being aware. Keeping your eyes wide open. Don’t open links from any one of your connections unless you can verify that this is a real person.

Yes, fake profiles are being added to LinkedIn every day for the sole purpose of scamming you or infecting your computer. Many people simply accept requests from other LinkedIn users without even looking at their profile. So a good word of advice: always check out the person’s profile before you accept the invitation. But review it closely. You might be surprised what you find out.

This applies to recruiters as well. If you get an invite from a recruiter, please check them out. Make certain they are a real recruiter.

To get deeper into this topic I’d like to share a link to an article, How Hackers are using fake LinkedIn profiles to steal your information.

By the way, this is link is from a trusted source, me!

Scot Dickerson, CPC
President

U.S. Work Visas - How Many Are There?

Did you know there are almost 60 different types of temporary U.S. visas in addition to several routes to permanent residence (known as a “green card”)? Unfortunately, green card applications usually take a long time, so even if this is the ultimate goal, you will probably need to begin by applying for a temporary work visa.

So let's lay this out as this topic is oftentimes a discussion with both our clients and candidates who have questions about the processes. There are three main categories of U.S. work visas for professionals. I hope this information proves helpful, and will serve as a resource to you the next time a situation pertaining to visas arises.

H1B VISA

The H1B visa is probably the most well know. This is for Specialty Occupation Workers.

Congress determines how large the H1B quota should be. These quotas can run out rather early in the fiscal year.

The US H1B visa is a non-immigrant visa that allows US companies to employ foreign workers in specialty occupations that require theoretical or technical expertise in specialized fields such as in architecture, engineering, mathematics, science, and medicine. Under the visa a US company can employ a foreign worker for up to six years.

Applying for a non-immigrant visa is generally quicker than applying for a US Green Card, therefore the H-1B visa is popular for companies wishing to bring in staff for long-term assignment in the US.

Individuals are not able to apply for an H1B visa to allow them to work in the US. The employer must petition for entry of the employee.

The job must meet one of the following criteria to qualify as a specialty occupation:

1. Have a minimum entry requirement of a Bachelor's or higher degree or its equivalent.
2. The degree requirement for the job is common to the industry or the job is so complex or unique that it can be performed only by an individual with a degree.
3. The employer normally requires a degree or its equivalent for the position.
4. The nature of the specific duties is so specialized and complex that the knowledge required to perform the duties is usually associated with the attainment of a bachelor's or higher degree.

For you to qualify to accept a job offer in a specialty occupation you must meet one of the following criteria:

1. Have completed a US bachelor's or higher degree required by the specific specialty occupation from an accredited college or university.
2. Hold a foreign degree that is the equivalent to a U.S. bachelor's or higher degree in the specialty occupation.
3. Hold an unrestricted state license, registration, or certification which authorizes you to fully practice the specialty occupation and be engaged in that specialty in the state of intended employment.
4. Have education, training, or experience in the specialty that is equivalent to the completion of such a degree, and have recognition of expertise in the specialty through progressively responsible positions directly related to the specialty.

TN1 VISA

Canadians can often gain entry to the US with greater ease than others; this preferential treatment for Canadians is linked to treaty provisions within the North American Free Trade Agreement (NAFTA).

While there are many NAFTA related visas, the most useful one is the TN1. The TN1 visa was modeled on the H1B; it may only be used where the employer is based in the US, and the candidate is a professional in a specialty occupation.

Where a candidate, by their profession and nationality, qualifies for the TN1 visa, it has the following advantages over the H1B:

1. It is granted for one year, but can continue to be renewed indefinitely.
2. It can be applied for at the border with the US, and is usually granted immediately.
3. The documentary requirements and procedure is far less burdensome than the H1B visa.
4. The TN1 is granted for a specific employer. If needed for more than one employer, multiple TN1 applications need to be made. Self-employed professionals would not be able to come under this particular visa category, and may consider the E2 Treaty Investor category under NAFTA.

While it is possible to apply under the TN1 visa with minimal documentation, it is prudent for candidates to arm themselves with the following documents at the border with the US:

1. A description of the position from the US employer. This should also confirm that the candidate will be a direct employee, and state the salary level. Further, some information about the nature of the employer's business should be included.
2. Proof of the candidate's qualifications, including, where appropriate, confirmation of the US equivalency of any foreign qualifications.
3. A copy of the candidate's resume (curriculum vitae).
4. The original Canadian passport (if applicable), and, if relevant, copies of the candidate's previous passports, visa stamps, and I-94s.
5. A copy of the employment contract.

F1 VISA

The F1 visa category is reserved for academic students enrolled in colleges, universities, and other academic institutions. Upon graduation, the F1 student may apply for the OPT (Optional Practical Training)visa program. Students studying with an F1 visa are eligible to work in the USA under the OPT visa program, which affords the student the opportunity to apply theoretical knowledge obtained in an academic program to a practical work experience. Any employment opportunity that the student encounters must be directly related to his or her major field of study in order to qualify as OPT. OPT may be full or part time, depending on the circumstances and may take place anywhere in the country. F1 students can transfer / change status directly from F1 to H1B by obtaining a suitable H1B sponsorship position with an H1B sponsor company. However, many students choose (or find themselves requiring) to use the OPT visa program as an interim measure in the overall process of getting to H1B visa status. 

Scot Dickerson, CPC 
Capstone Search

One Stop Shop for the Job Seeker: Career Strategies Quickguide

Through the years I’ve written numerous articles and blogs about various points of the interview process. These information writings have included topics such as the following:

Pre-interview Preparation 

Face-to-face and Video
Conducting the Interview
What to Wear/What Not to Wear
Interviewer Styles 

And the list goes on...

I was quite pleased to run across this Career Strategies Quick Guide created by Human Resources Services, Inc. There are endless resources available to job seekers, but what I like about this Quickguide is that it pulls it all together into one simplified resource for the job seeker.

Here it is:

You've all heard the saying "knowledge is power". This is especially true when applied to the interview process. You will have the power it takes to win the job if you enter the interview process prepared!

HRS has proudly released for viewing the revised adaptation of a well-received HRS Career Strategies Quickguide. After extensive research and partnership with thousands of world class corporate hiring authorities plus the successful guidance of tens of thousands through the job search process, we know we've answered here the most critical and frequently asked questions...

http://askhrs.com/millinterview.html

Scot Dickerson, Capstone Search

Resume Writing Services: Good Value or Bad Deal?

When involved in a career search every detail is equally important. We talk about the interview process and how to prepare and present. We talk about what to say and what not to say. However, what typically gets you the interview? The marketing piece of course. So what is the marketing piece you ask? It is simply your resume.

If you’ve been job searching for some time without success, it may not be what you’re saying, but how you’re coming across on paper. That’s where a resume writer can be a good resource tool for you.  Resume writers are not just professional writers, but they’re experts in making your resume stand out from the rest of the applicant pool.

Here’s why a resume writer could be a good investment for you.

1. Let’s say you’re not gifted in the art of writing. Let’s face it, not everyone is, just like everyone can’t be an actuary. Everyone has their individual strengths and weaknesses.
2. So if crunching numbers and manipulating data is your game and not words, and you find yourself struggling to express your previous work experience...well a resume writer can help. He/she can discern what needs to be on your resume (and perhaps more importantly, what doesn't), and express it all professionally.
3. You might need an expert to help you through the writing process if you have a hard time talking about yourself, much less writing it all down on paper. There's no shame in getting help with this because writing about yourself is one of the toughest assignments, and you're often your own worst critic.
4. A professional resume writer will know how to spotlight your most worthy accomplishments because they are looking at them with fresh, unbiased eyes. Let them turn your resume into something that’s personable and professional. 

If you want to make a professional resume, take advantage of resume writing services. All people who are either weak in writing or cannot organize their ideas, thoughts, experiences and qualifications, can take assistance of these resume writing services. However, you should take care of the reputation of the service providers. This is an internet world and you will come by hundreds of fraudulent service providers who are after your money.

We have come across a service that we feel comfortable recommending to job seekers. If you need assistance with your resume check out Pinnacle Resumes. You can learn more about Pinnacle Resumes by clicking here.

Scot Dickerson, CPC
President

Capstone Search

“Money don't get everything it's true.” – John, Paul, George & Ringo

Sometimes it takes major life events to help us put things into true perspective. I’ve always been a big believer in pursuing things that bring you great joy and satisfaction because some day you may wake up and be 50 years old and say to yourself, “Wow, I’m 50 years old. Sure wish I had taken that trip. Or, wish I would have taken that job. Or, wish……”

No regrets I say. By the way, nothing wrong with 50. But you get my point.

So here are quotes we’ve all heard:

“Live every day as if it were going to be your last; for one day you’re sure to be right.”

Harry Morant

“Don’t be fooled by the calendar. There are only as many days in the year as you make use of.”

Charles Richards

“As you grow older, you’ll find the only things you regret are the things you didn’t do.”– Zachary Scott

“If you wait, all that happens is that you get older.”Larry McMurtry

But sometimes we get hung up on little things. For example money. We are presented with a unique opportunity. An opportunity that does not come along often. Maybe an opportunity we may not see again. Yet we look too much at the money. We can’t see the forest for the trees. Money can’t bring job satisfaction. Employees are most satisfied when they find their work interesting. Using your talents, engaging in challenging projects, and diversity keep work interesting.

Sometimes it takes a short term monetary concession that will soon be forgotten to secure that unique opportunity. Getting hung up on money can lead to regrets later.

More quotes:

“Money has never made man happy, nor will it, there is nothing in its nature to produce happiness. The more of it one has the more one wants.”
Benjamin Franklin

“Money was never a big motivation for me, except as a way to keep score. The real excitement is playing the game.” 

Donald Trump

“You can only become truly accomplished at something you love. Don’t make money your goal. Instead, pursue the things you love doing, and then do them so well that people can’t take their eyes off you.” 

Maya Angelou

Scot Dickerson, CPC
President

Get a Real Job Mr. “Recruiter!"

So here’s the scenario:

 While we are traditionally a direct placement firm, we have a contract employee solution for firms seeking contract staffing. We have had a Work Comp Adjuster contract employee out on assignment with an insurance carrier, and this contract employee has been assigned a pending case load of claims for one of this carrier’s larger organizations. This organization for the carrier was looking to hire an adjuster to handle their claims internally.

The organization had this position posted to their website. A “recruiter” saw this adjuster job posting, then went onto LinkedIn and found a profile for a Work Comp Adjuster and presented/referred this profile to the organization for review. The organization actually knew the candidate who was presented by this “recruiter” because it was the contract employee handling their claims through the carrier as mentioned above.

Now the organization feels obligated to pay this “recruiter” a fee because he “referred” the candidate to them. Okay let’s stop right there. I had never heard of this “recruiter” beforehand, so I took to Google to do a little research. They call themselves an IT recruiter. They are located in CA. So….

First thing to take note is that this person is outside their area of expertise. They are not an insurance recruiter. They do not recruit claims. They recruit IT, or so they state.

Next thing to take note. This type of practice is precisely what gives the recruiting profession a bad name. The good, respectable recruiters are constantly battling this type of behavior. It is not acceptable to ambulance chase in our profession. Respectable recruiters don’t peruse employer websites looking for openings, then locate a profile on LinkedIn, and then send in that profile with never even telling the candidate. This is a completely unacceptable practice.

To make things even worse, the organization tells us that this “recruiter” was hard to reach, did very little to assist them when they did start the interview process, and the candidate even stated that the “recruiter” bullied and threatened them.

Get a real job Mr. “Recruiter,” there is no place in this profession for people like this.

Dear Hiring Manager/HR Professional,

This is not an acceptable practice. You do not owe this “recruiter” anything. First, you knew the candidate before this “recruiter” ever shared the LinkedIn profile with you. Second, the candidate didn’t even know their profile was being sent to you. Third, this “recruiter” had no business sending you this profile…period. Their tactics are despicable.

Scot Dickerson, CPC
President, Capstone Search