RECRUITERS FOR INFORMATION TECHNOLOGY PROFESSIONALS 680 Partners, LLC (212) 931-5311 www.680partners.com A&S Resources Staffing, Inc. (770) 469-1858 www.asresources.net A. Davis Grant & Company (732) 463-1414 www.adg.net A. E. Feldman Associates, Inc (516) 719-7900 www.aefeldman.com Adams & Ryan, Inc. (212) 697-7087 www.adamsandryan.com Ajilon Finance (202) 452-0001 www.ajilon.com Akin & Associates (760) 929-9897 www.akinassoc.com Alden Staffing (914) 253-6622 www.aldenstaffing.com Allen Consulting Group, Inc (314) 984-9909 www.allencg.com Amber Systems Group, LLC (920) 322-9011 www.ambersystemsgroup.com Ampersand Associates, Inc. 404-812-8923 www.ampersandinc.net CN Associates (415) 883-1114 www.cnassociates.com Collins & Associates (269)372-4300 www.collins-associates.com Columbus International Group (843) 973-3500 www.columbusgroup.net Commercial Programming Systems, Inc. (973) (323) 851-2681 www.cpsinc.com Compton & Associates (904) 824-8422 www.comptonsearch.com Computer Careers (417) 781-2929 www.computercareers.net Computer Management, Inc. (410) 679-7000 www.technicaljobs.com Computer Strategies, Inc. (520) 577-7117 www.computerstrategies.com Connexion Systems & Engineering (978) 579-0030 www.csetalent.com Data Search Network, Inc. (954) 312-0187 www.dsninc.com David Powell, Inc. (650) 357-6000 www.davidpowell.com
Ancilla Resource Corporation (630) 724-0700 www.ancillaco.com Bartz & Partners (952) 417-2500 www.bartz-partners.com Baytech Solutions, Inc.. (415) 401-6500 www.baytechsol.com Be Your Best, Inc. (770) 565-0979 www.beyourbestinc.com BeechTree Partners, LLC (312) 794-7808 www.beechtreepartners.com Bente Hansen Executive Search (858) 350-4330 www.bentehansen.com Blaney Executive Search (978) 371-2192 www.blaneyinc.com Bradford Consulting (817) 741-0854 www.bradfordconsulting.com Business System Technologies Corporation (732) 67-0589 www.e-businesssystem.com Business Systems of America, Inc. (312) 559-9222 www.bsofa.com Cars Group International (586) 445-0488 www.carsgroup.com Carter McKenzie, Inc (973) 244-6060 www.cartermckenzie.com Cerebral Connections (760) 487-1323 www.cerebralconnections.com Chapel Hill Solutions (919) 928-1105 www.chapelhillsolutions.com DBL Associates (310) 545-8121 www.dblsearch.com Diedre Moire Corporation, Inc. (609) 584-9000 www.diedremoire.com DillonGray (925) 846-9396 www.dillongray.com DM Stone Recruitment Solutions. (415) 391-5151 www.dmstone.com Don Allan Associates Inc (800) 291-6900 www.globalstaffing.com E O Technical (203) 797-2653 www.employops.com ExecuSearch USA (813) 659-9665 www.execusearch.net Executive Recruiters Agency Inc (501) 224-7000 www.execrecruit.com Executive Staffing, Inc. (305) 253-0098 www.execstaff.com Fern G. Stasiuk Executive Search, Inc (845) 621-2966 www.bestweb.net/~fernfgs Finance & Accounting Search Team (314) 371-3278 www.fastsearch1.com Gallin Associates, inc (727) 944-3300 www.gallinassociates.com GoldStar Global (866) 587-3523 www.goldstar-global.com Greywolf Consulting Service, Inc. (512) 732-0700 x205 www.greywolfconsulting.com
5 REASONS WHY RECRUITERS ARE USING TWITTER FOR RECRUITMENT AND WHY JOBSEEKERS SHOULD TAKE NOTICE! By Teena Rose, a highly endorsed, highly referred resume writer with Resume to Referral. You can reach her at (937) 325-2149 or via her website. Teena provides daily job alerts which many of her clients love! #1 Twitter is free; and with the cost of business sometimes being a hefty burden, even recruitment firms can t resist the charms of a no-cost, useful online tool. For recruiters seeing a decline in assignments, free services such as Twitter can offer needed relief to a weighed-down operating budget. For jobseekers: Twitter is free, even to Jane and Joe Jobseeker. If recruiters are using Twitter to attract ideal job candidates, it seems only fitting that jobseekers should put themselves in the position to be attracted. #2 Twitter provides a substantial reach for recruiters, putting them in touch with prime job candidates that few other online services provide. Building hundreds of followers within a few short weeks is very doable, so Twitter can certainly put recruiters in touch with followers (jobseekers) quickly as well. For jobseekers: Twitter puts you within tweet reach of recruiters. #3 Twitter offers a formal and informal platform for recruiters to open conversations. Recruiters strive for the best job candidates, which usually means cherry picking prime candidates away from competitors. Twitter certainly offers one more method of contact to pick. For jobseekers: Make yourself accessible to recruiters by learning about their current and continued recruitment needs. Take an active interest in keeping up on recruiter posts, recommending colleagues or associates when the need arises [keep in mind not each job posted will be perfect for you, but might be perfect for someone in your network don t forget to feed your network!]. #4 With Twitter having an estimated 3.3 million registered users 1, building relationships and keeping in contact with colleagues and industry groups has never been easier. The next generation of the Internet is about building relationships, and Twitter s neighborhood provides an ideal platform for doing it. For jobseekers: Use Twitter to find and build relationships with recruiters who are ideal matches for you. Focus on those specific to your ideal job title and target industry. #5 Twitter has created a community for recruiters to learn, and pass on those teachings. A recruiter would be wise to build their brand and network by using what they learn, or what they know, and passing it on to others. For jobseekers: Consider yourself a funnel for information. Sift through what you receive, and pass on only what s of importance to those who follow you that includes passing on job leads and job-search tips too. When the time is right, those on the receiving end of your tweets will return the favor by making you privy to job leads as well. Get Yourself a free copy of Get Job Leads Fast Using Twitter by visiting: http://www.resumetoreferral.com/blog/book-get-jobleads-fast-using-twitter 1 http://recruitingblogs.ning.com/profiles//blogs/why-recruiters-should-use
5 TIPS TO ENSURING YOUR RESUME PRODUCES TOP RESULTS By Teena Rose, a highly endorsed, highly referred resume writer with Resume to Referral. Want to connect with Teena? Connect with her by sending a LinkedIn invite to admin@resumetoreferral.com. Then, follow her on Twitter @ http://www.twitter.com/teenarose. A professionally written resume is an important component to any job search. The overall effectiveness of the document however depends on certain variables; such as how/how often the resume is used, the types of marketing/submission strategies, and the continued relevance of the resume s content. Concentrating on these important aspects (and others) ensures the resume will produce the all-important interviews that we strive for. You see the resume one way, but hiring managers see it differently. 1. Use your resume as it is geared not how you see it. You see the resume one way, but hiring managers see it differently. It s true. You quickly spot all the things that match the hiring company s job requirements, but all too often, hiring managers painstakingly look for those skills that you see so easily. For example, think about an experienced purchasing agent. Hiring managers will only see purchasing skills in the resume, unless the proper steps have been taken to gear the resume appropriately. Crossing over into another career is doable, but certainly a move that requires preparation from you and definitely for the resume as well. 2. Persistent actions, not blind submission. Taking a persistent and consistent approach to submitting your resume is one aspect of job search that few jobseekers take seriously not necessarily because of the inability to be assertive, but rather due to the large task at hand. Job searching can be exhaustive, and individuals tend to lose initiative after receiving any degree of rejection. Submitting one or two resumes every day or so allows the jobseeker to remain active in their search, yet allow enough time to focus on other aspects of their lives. Job searching can be exhaustive, and individuals tend to lose initiative after receiving any degree of rejection. Need tips for focusing your job-search efforts? Start by building a list of industry-specific employers that best match your skill set and current career focus. Avoid applying to anyone and everyone what some might call a spitball approach. Create a new list each week, submit your resume and introduction cover letter accordingly, and follow-up with each at some point over the next 5-8 business days to ensure receipt of your submission. By conducting follow-up, you put yourself on the phone with a company rep, which also enables you to answer any questions they may have about your skill set, resume, or whatever. 3. Add an eye-catching, action-provoking introduction to your resume. Marketing professionals will tell you that the best marketing material has a hook : something that will make the reader take action. Relative to job searching, a hook should cause the reader to call for an interview, or possibly discuss your candidacy further with a colleague. There is no clear definition of what a hook actually can or cannot be, but it should answer two or more of the following: (a) How is this candidate different from the others applying? (b) Does this candidate s resume clearly outline and focus upon the company s requirements, rather than cloud this information with irrelevant content?
(c) Does this candidate possess the educational requirements specified? (d) Does the candidate possess the minimum knowledge, skills, and abilities to satisfy the company s short- and longterm goals? 4. Your resume should be a key. Envision each available position as a door lock, and your resume as the key that allows you passage. The resume should be a certain shape and size for the first lock, but require modification or a completely new design for the next. No surprise, job roles vary from one company to the next, and are rarely identical. Some require a straightforward set of job duties, while other companies need their employees to wear many hats. Take a secretary, for example. The job responsibilities for a secretary vary tremendously. Modifying the top section of the resume is generally the only upkeep required to ensure the resume continuously fits the lock of the door you re trying to enter. Yet other modifications, such as rearrangement of categories/headers, replacing certain keywords or key phrases, and the restructuring of employment details, may be some of the additional changes that are needed. The idea is to continuously customize the resume to fit the employer s point of entry. 5. Present your resume to your network both online and offline. Networking is still the tried-and-true king relevant to an effective job-search campaign. Today, however, job seekers are taking their campaigns online due to the ease of researching hiring companies, locating job openings using only 2 or 3 keywords in their favorite search engine, and resume submission.... spitballing your efforts has proven time and time again to be a huge waste of time. Although establishing and building an online network can be time-consuming, spitballing your efforts has proven time and time again to be a huge waste of time. Experts believe jobseekers that don t leverage their networks ultimately spend extra time, effort, and resources to produce the same results that come from networking. Taking a serious approach to your job search campaign is mandatory to securing a favorable return from the resume. Avoiding some of the largest pitfalls that many job seekers fall into, will enable you to conduct a strategic and effective campaign that s designed to get a job in the least amount of time.