Career Management Alliance Blog

I think it’s intriguing to learn about what recruiters talk, and learn, about.  Understanding what they are paying money for and what they are trying to incorporate into their business can help you understand how to better position yourself, whether you are in an active or passive job search. Here’s parts of an agenda (full agenda here) from a recruiter conference… do you see a consistent theme?  Browse through these and then I’ll make a conclusion at the end of the post: Continue Reading »

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…and other assorted baggage. There is no Candidate Experience. Plato's search for a higher reality of 'ideal' forms was as ethereal as the eternity that staffing has spent (and will spend) searching and benchmarking the 'ideal' candidate experience… without return. It is time to grow up and let ‘them’ take responsibility for their own experience. Continue Reading »

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Career Solvers has formed a relationship with The Execu|Search Group to help expose our clients to a top-tier recruiting firm and a variety of exclusive job opportunities. All Career Solvers clients have the option of having their resumes placed in The Execu|Search Group’s applicant database where they may be considered for future openings in their field. The Execu|Search Group is a full-service recruitment, temporary/consulting and retained search firm serving the City of New York and the Tri-State area. Headquartered in New York City, they have three additional offices located in Bridgewater, New Jersey; Parsippany, New Jersey; and Purchase, New York. Continue Reading »

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Whether we are career coaches, professional resume writers or job seekers, we want to know what’s current and what’s out-of-date when it comes to resumes and interviews. Here is an opportunity for recruiters and hiring managers from across Canada to have their say and let us know what they look for in resumes; whether they bother to read cover letters, and what are their pet peeves. Continue Reading »

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People often ask me, “What are the best fields to transition into; and where will the real growth be over the next several years?” Of course, my answer always depends on when I’m asked this question! It seems that the data keep changing, as the economy continues through its cycles of ups and downs (mostly downs). However, ExecuNet published a piece a few days ago which seemed quite accurate to me. Not only did ExecuNet list the fields they recommend for career growth; they also provided some insight into hiring trends from the perspective of Executive Recruiters. Below is the important information ExecuNet published. – FRM

Continue Reading »

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Executive recruiters are pinning their hopes for corporate hiring over the next 12 months on the healthcare, clean/green technology and life sciences industries, among others. They project an average 14% gain in search assignments during that same period, according to ExecuNet market data. The life sciences and high technology industries are also expected to ratchet up management-level hiring, based on the projections of 173 executive search firm recruiters. The healthcare industry has consistently rated as the top projected management jobs producer over much of the past year. Continue Reading »

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Employers and recruiters are using social networks – online and offline - more than ever before, according to the second annual 2009 Jobvite Social Recruitment Survey. Here is how employers are using social networks to recruit:

• 80% use or are planning to use social networking to source candidates
• 77% use social networks to find passive candidates (not actively seeking employment)
• 76% plan to invest more in employee referrals
• 46% will spend more on social networking
• 36% will spend less on job boards

Why has social networking become a contender in the recruitment process? Two simple reasons: better quality candidates and lower cost to the employer or recruiter. Dan Finnigan, President and Chief Executive Officer of Jobvite, says, “The economy has spurred a fundamental change in how recruiters find candidates and how people find jobs. The good news is that referrals and social networks provide a high quality, low cost way to hire and for that reason social recruitment will continue to grow even as the economy improves.” Continue Reading »

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Cindy writes: I have been reading your stuff on the internet and found it to be very helpful. I have a question on what my approach should be next for a job I really would love to have. This is how the process has played out:

1. 30-minute call with the recruiter
2. 5-hour group interview with five key people
3. Second interview with Global HR and second with two people I would work with as part of a team

The recruiter said he got great feedback after the first interview. Continue Reading »

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In April I posted a survey asking employers [in a pretty in-your-face-manner] "How prepared is your recruiting process to handle job seekers with disabilities". My ERE blog on the subject that month, emails to clients and friends, tweets and requests by folks with large databases (like David Mendoza who prompted the survey in the first case during an earlier conversation) drove very large n umbers of folks to read...but not complete the survey. Many told me later that so little was being done they were embarrassed to say "no" to everything. That said about 40 firms, half were very large, did complete the survey. Mark and I will have a private open mike webinar for those firms who did respond in August. We'll have a public discussion of results later for those interested. Continue Reading »

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Over the past year and a half, I’ve penned a couple of posts (CFOs as CEOs and Decade of CFOs) on the trend of CFOs moving into the CEO seat. In  a new article for  CFO Zone, Christopher Langhoff, who conducts financial officer assignments for Russell Reynolds, chimes in on what he is seeing.

Here are a couple of snippets ... but if you’re a CFO aspiring to be a CEO, at some point you might want to read the entire, albeit brief, article: Continue Reading »

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