Good News for Job Seekers

Be sure to read Durbin's blog about "How to Get a Job." Because according to the WSJ (today's edition, B1), it's looking good for job-seekers...

"Job-Seekers from rank-and-file workers to senior executives are preparing their resumes for what may be the strongest fall hiring season in years."
According to the WSJ, the national unemployment rate, at 5%, is at the lowest level since September 2001; job searches are becoming shorter and job changes are becoming more frequent.

They offer a few things to consider before you make the leap:

1) Check vesting schedules for stock options, 401(k) matches.
2) Extend your health-insurance using Cobra, if not immediately covered by your new plan.
3) Check profit-sharing contribution date.
4) Decide about a 401(k) rollover: choose between new 401(k) and IRA.
5) Spend the money in your flexible-spending account.

Ok, this is all kind of no-brainer stuff, but it's a quick list of practical things to review before you fly.

Now, follow Durbin's advice and when you get that coveted interview, nail it to the wall.

Casting Call: Head of Human Resources ~ $4B Telecom Leader

Calling all HR Leaders! I'll be sending out my Jobster campaign in the next few days ~ be on the look-out for campaign that says something like:

Are you a human resources leader at the top of your game and
ready for your next big challenge? If so, this $4B telecommunications
leader could be your next stop on the road to greatness...

Are you ready to join my Talent Network yet?

Send me an email: jobster.texas@gmail.com

Jobster.Texas@gmail.com

If you have an interest in joining my Jobster Talent Network (where you'll get the inside scoop on all new jobs posted at our $4B wireless company), shoot me an email:

Jobster.Texas@gmail.com

Oh, and, if you need a gmail invite, let me know. I'll give you a two-fer: a gmail invite, and an opportunity to get in on the hottest talent network on the net...mine.

The Wireless Zen Master - Craig McCaw or Yoda?

Since I'm in the business of recruiting folks in to the wonderful world of wireless, I noted Om Malik's lil' diddy today on Craig McCaw - the wireless wizard (or as Om calls him, "the wireless zen master").

Having worked at a company (AT&T Wireless) which Craig built (originally McCaw Communications), I'm never surprised that this guy always has his hands in things that turn to gold (XO Comm's aside).


Be on the lookout for Clearwire - they could be coming soon to a city near you. And, they could be a great place to work (if the Wizard has anything to do with it).

Now, here's the part where I face north, throw salt over my left shoulder, bow three times and slowly chant, "Go Craig, Go Craig, Go Craig....."

Adding Value in Your Job

Here's a little excerpt from Price Pritchett's "New Work Habits for a Radically Changing World." Pritchett has good things to say about those people who are "putting in time," vs. those that are "adding value."

Make sure you contribute more than you cost.
Employees often mislead themselves, assuming they should get to keep their jobs if they're responsible and do good work. Some of them even have the idea that sticking around for a long time makes them worth more to the organization. Sure, experience may count for something. But maybe not.

The "loyalty" issue is sticky. People who have shown true devotion over the years should get points for that. No question, that's a real virtue. However, we must realize that we can use history to justify our continued employment for only so long. We still need to add value "now." And we should not confuse longevity with loyalty. The mere fact that a person has been on the payroll for years says nothing. You don't get points for just "putting in your time."

It's your "contribution" that counts. Not the hours (or years) you put in. Or how busy you are.

You'll be better off if you think in terms of being paid for performance - for the value you add - rather than for your tenure, good intentions, or activity level.

Prove your worth to the organization. Make a difference. Add enough value so everyone can see that something very important would be missing if you left.

And I would add (these are my words), be ready to articulate that value to a recruiter. It could mean the difference between an "offer letter," (good thing) and a "Thanks but no thanks phone call," (bad thing).

Is Recruiting responsible for Employee Failure?

Great blog by Steve Pavlina that comes courtesy of a blog currently on my read list: Summation; which comes courtesy of Michael Fitzibbon.

Pavlina hits a sensitive nerve that makes me wonder if "cheeks-in-seats" recruiting has something to do with employee failure. His blog title: 80% of Employees Fail Within the First 5 Years.

Truth in Recruiting ~ ala Levy

True to form, Levy puts out a great blog today on a dual platform: ERE Blog Network and recruiting.com - take your pick.

If you read this blog and don't have an opinion (one way or the other), please send me an email. I want to find the one person out in the blogosphere that can read this and maintain a standing heart-rate under 72.

Recruiting STRATEGERY

Ok, so I’m stealing a word from my favorite SNL episode where George Bush sums up his campaign in one word: STRATEGERY. But, you get the picture.

Most recruiters who fancy themselves strategic thinkers possess the following traits (at least some of these): Curiosity - Flexibility - Future Focus - Positive Outlook - Openness to New Ideas - Breadth of knowledge/interests.

What can you do today to increase your strategic-thinking skills?

Challenge your assumptions.
Never forget the infallible words of Ken Olsen, the founder and CEO of Digital Equipment Corporation, "There is no reason for any individual to have a computer in his home." Somebody at DEC should have challenged Mr. Olsen. Instead, they lost the opportunity to capitalize on the next biggest thing since sliced bread. Why? They were unwilling to change their assumptions about computers.

I recently talked with a successful VP of Marketing who was in the process of creating a new senior-level job in his organization. He was really excited because he’d just placed an ad on a “big” job board and couldn’t wait to see the resumes start pouring in (yes, he’s a Sr. VP). I inquired about the rest of his game plan and was informed that “this is it.”

Two days later…”My inbox can’t take it anymore! I’ve received 300+ resumes in two days and don’t have time to read through them….what do I do!”
He now has changed his assumption about recruiting. And, he’s a great candidate for Jobster.

Identify the critical factors that block or hinder greater performance, quality, or customer service.
What is preventing your team from achieving its potential? Which of these factors are considered to be “givens” (things the team believes will always exist)? Be aware that these givens are what your competitors will figure out how to change, so begin working on them “now.” Figure it out and attack it – fast.

Engage in “what-if” thinking.
“If we do this, what will our customers think and what will our next move be?”
Think through future implications and weigh the benefits and risks associated with your actions.

“You think you understand the situation, but what you don’t understand is that the situation just changed.” - Putnam Investments advertisement

Constantly look for new ideas and new approaches.
“Organizations can’t stop the world from changing. The best they can do is adapt. The smart ones change before they have to. The lucky ones manage to scramble and adjust when push comes to shove. The rest are losers, and they become history.” – New Work Habits for a Radically Changing World (Pritchett).

C’mon, it’s time we all engage in a bit of “strategery.” Like I always say, our customers deserve it, and it could impact your career, big-time. Just ask our President.

Developing a Strategic Recruiting Mindset

Blog-alert....this is not an easy, fun read. It is, rather, a quick way to evaluate your current strengths as a strategic thinker. Answer "yes" or "no" to the following questions and take the time to reflect on where you currently stand:

*Do you anticipate others' concerns?

*Do you strategize ways to get your ideas accepted?

*Do you periodically assess your team's contribution to achieving corporate goals?

*Do you and your staff brainstorm new ideas that could help the organization achieve competitive success?

*Are you up-to-date on new developments or activities (ex., new markets, cost-saving measures, etc.) occuring in other parts of your organization, as well as in your own?

*Are you aware of the latest trends in your industry?

*Can you list your major competitors' strengths and weaknesses?

*Are you familiar with what customers (internal and external) need and want in terms of products or services?

Ok, the questions could go on and on. Most of the time, we peruse this kind of stuff, but we don't take the time to "think" about what it really means.

Do your customers a favor...think about this. It could mean the difference between a green flag and a red flag at years' end when your customer is completing a "Recruiting Satisfaction Survey." And, it could make a big difference in your career.

More later on why this matters.

“Taylor Hicks” “Sarah Vowell” youtube

Job 'o the Week: Technical Evaluation Engineer (bilingual-Korean/English) Irvine, CA

Here's the Job o' the Week: hot off the press and located in Irvine, CA -

Technical Evaluation Engineer

We're looking for candidates with experience in the Mobile Handset Industry who will be responsible for researching new innovative technologies in North America and executing preliminary evaluations in terms of technical potential and feasibility by analyzing the technical data (that sounds like a mouthful, eh?).

Do you dig researching technical trends and new technologies in the mobile industry?

Do you love performing comparative analysis reports on similar technology and solutions?

Do you have the confidence to prepare executive summaries and detailed research reports and deliver the results to senior leadership?

If so, I think you are looking for us. And we're the kind of company that can launch your career, big-time.

Get my attention by sending your resume to: recruiting.tx@gmail.com

Include a paragraph of your greatest accomplishments in 2005 - go ahead, brag on yourself.

I look forward to hearing from you ~

Sr. Marketing Manager- Dallas, TX (email resume: recruiting.tx@gmail.com)

Looking for the Sr.-level Strategic Marketing super-hero who is crazy about doing analysis, research, designing, executing, and presentation development in our Dallas-based HQ.

Do you have experience in the wireless industry? Excellent. You might be a perfect fit.

Waiting to hear from you: recruiting.tx@gmail.com

Summer Jobs, Life Lessons

"I always believed that hard work and a certain pluckiness will get you ahead," so says G. Terry Madonna, 63, and director of Franklin & Marshall College’s Center for Politics & Public Affairs.

We've blogged about summer jobs before, and I thought this was a good way to wind down the summer. Interesting read about four people who endured the hell of a bad summer job...and lived to tell about it. Today, they are a college professor, a store manager, a county official and an entertainer.

Long live bad summer jobs.

Hello, yes, I need the phone number for Nokia, Ericsson, Kyocera, Motorola, Lucent, and Nortel...any city...any state...CDMA and GSM.

"Uh, yes operator, I need a telephone number for the most talented engineers that have wireless handset and/or infrastructure experience?"

"Right, we need a few Senior Engineers who really want to be known as the best & baddest Software Developers on the planet. Yep, they'll be in our wireless terminals lab."

"And, uh, we're also scouting out Staff RF Engineers to develop mixed signal and digital signal processing circuits and algorithms for high dynamic range wireless transceiver applications. Right, they'll be in our wireless systems lab."

"Well, sure, we've got a few more....our Marketing Department is looking for some folks to lead the way in Atlanta, Seattle, and Overland Park as Sr. Corporate Marketing Managers."

"And....our Product Development team is on the hunt for GSM Project Managers, Product Line Managers, and Terminal Performance Engineers."

"Hey, don't forget the Sales folks - we're looking for killer Sales instincts in California as well."

"What's that?" Oh, you can't give me their direct line? No sweat, just have them shoot me an email:

recruiting.tx@gmail.com

I can guarantee that within 5 minutes of receiving their resume, it will be in the hands of the best "wireless" recruiting team in the nation.

Haven't figured out who we are yet? Then you must not have received a Jobster campaign in your email inbox. Give it time...you will.

Are you a risk-taker? Check out, Summation

New addition to my daily reading list: Summation - check it out.....especially if you like taking risks!

Head People Jobster

I am diggin' this company. If you are passionate about HR/Recruiting and want to be in on the greatness that's going on in Seattle - then check out the Head People Jobster gig.

Dennis Smith, talent blogger

career interview job jobs wireless recruiting "google interview" "google jobs" microsoft recruiter google verizon sprint nextel cingular software hardware techie geek technorati "top links" yahoo flickr blogthings scobleizer

I like Jif, but, c'mon...

Erick, over at business2blog, posted a nice pic of the Jif Car (seen here). Does the Mini really want to be branded with Jif?

Didn't we see a post recently about a guy with an ebay ad selling his forehead for ad space? Yep, I found it.

Wow, we've come a long ways from print ads, eh?

How to Blog without getting Fired

You might want to keep this one close if your blogging violates corporate policy.



career interview job jobs wireless recruiting "google interview" "google jobs" microsoft recruiter google verizon sprint nextel cingular software hardware techie geek technorati "top links" yahoo flickr blogthings scobleizer

Management Simulations, Inc.

I don't typically do commercials, but I'm breakin' out of the box today.

With 35 of my corporate peers, I recently attended a week-long leadership training course. Assuming it was your standard training schtuff, I wasn't too jazzed about being out of the office for the entire week. Turns out, this wasn't your typical training class.

Craig Watters, Ph.D., CEO, of Management Simulations, Inc. served as our Business Coach throughout our week-long training - and I'll go on record as saying, outside of business school, it's the best corporate-sponsored training I've ever seen. It was made even better because, Craig, if not for his love of business, would probably be a successful stand-up in NY...this guy is a riot.

Check out their site here - everything you need to know about MSI.

Here's what we did - over a course of 5 days, we developed our business skills through a series of focused workshops and briefings while running a complex, multi-million dollar virtual company. Each person on our team got hands-on experience making management decisions, while receiving individual and group feedback from our Business Coach.

Was the investment worth it? I guess the proof will rear it's head over the next few months. But, I can say this - each of the 35 participants agreed with me and would jump at the chance to do it again.

MSI's training is highly-sought after by the likes of some very big & successful companies. Therefore, I can assure you they do not need my endorsement. But hey, it makes me feel important to throw out my own personalized mini-infomercial, so here goes......

Management Simulations, Inc. gets "two thumbs up!

Quit Wasting Time on People that Need to Be Motivated

Jim Collins (Good to Great and Built to Last) says that spending time trying to motivate people / manage people, is a waste of time. The key, he believes, is finding people who are self-motivated, and then creating a climate in which you don't do stupid things to demotivate already self-motivated people.

The core of his message:

"The need to motivate people melts away when you start with the right people."

Check out Anthony's Behavioral Interviewing for Dummies to help you get kick-started on finding the "right people."

Click here for 57 seconds of Collins talking about the need to find self-motivated people.

May the Nunchi Be With You

American Jedi's rely on The Force. Korean Jedi's use Nunchi.

Check out recruiting.com to see how Nunchi can ratchet up your interview skills.

Salesman of the Year or Recruiter of the Year?

This week at Recruiting.com

Check out this past week's worth of blogging over at recruiting.com

The Violent Job Offer

I've got to give credit to the Australian blogger for pointing me this direction - two recruiting clips worth the 15 seconds of viewing...maybe it will stir a couple of ideas in your recruiting noggin': flash movie and regular movie.
Or, it might convince you to get a new job (one you like), so you can start working again - even if people aren't watching!

The Boomers

Sumser's Interbiznet does a quick recap of the scenario soon to play out in the workforce once the baby boomer gen retires..."a much smaller workforce will take its place."

Recruiter's will have their work cut out for them for quite some time; seems to me.

recruiter's dumping ground part II

I'm still doing a bit of blogging on another blogging portal these days, but thought I'd drop a blog or two here every now and then...keeps me from forgetting my blogger.com passwords :)

Here's a blog you might find interesting on recruiting.com about Southwest Airlines and their customer service skills.

Jobless Claims Fall, Good Sign for Market

BusinessWeek Online says the Jobless Claims are Falling! Which might make it a bit more difficult for we in the recruiting business.

However..... if you are still looking, and you've got strong C programming skills, some hand-set experience (CDMA preferred, but hey, don't let it stop you) and....you're itchin' to work for a global company in the hottest wireless sector....you need to see me.

I'll let you trade in your poster board for a job.

recruiting.tx@gmail.com