How To Be a Candidate Recruiters Will Notice By Elisabeth Greenbaum Kasson
For one thing, the slack economy and transitions within IT have created a double-edged sword. Megan Slabinksy, District President of Robert Half Technology for the U.S. West Coast and Western Canada, sees some companies requiring too much of prospective applicants. “They’re asking for people with multiple skill sets, who are also highly specialized in one area,” she says. “Companies often have an employee, who over the years filled many roles and moved on. Instead of creating a job description based on need, companies create a job description based on that employee. We may have qualified applicants but the hiring manager will see that skill set, honed over years, as non-negotiable.”
Terri Davis, Director of Client Services at Decision Toolbox’s Dallas office, adds another rub: Some clients “aren’t willing to wait for a good candidate to meet the learning curve on new tech.” That’s a byproduct of the industry’s climate — cautious growth — so excellent candidates are passed over, even if there’s ample evidence they could quickly acquire new skills.
“Candidates can’t fix the hiring managers, who are very picky right now,” adds JR Fent, managing partner at JR Fent Los Angeles. But, he says, while managers are looking for candidates who are spot on, “there are still ways to break in.”
And what are those ways, please?
First, move your job search away from the computer and invest considerable time to networking in-person.
Next: You may hate this term, but you’re your own best branding opportunity.
Then, of course, there’s research.
Finally, pay careful attention to your resume, and be aware of \