by Scott Fiore, TriStarr Staffing
While it may seem that in this age of electronic resumes and online applications, cover letters have lost their luster, I disagree. I believe quite the contrary, that they are more important than ever - if they are done correctly.
First - let's redefine cover letter a bit. In most cases today, resumes are submitted via email, or through an online job board. In the case of email - I recommend using the body of the email as your "cover letter". Attaching a more "traditional" cover letter to the email separately gives you less of a chance of having it seen. When submitting for a position through an online job board (CareerBuilder, etc.) you are generally provided the option to attach a "cover letter" or note to the hiring manager. Take advantage of these options.
Now let's move on to making the cover letter work for you.
First, do your homework and find out to whom to letter should be addressed. There are too many resources available today to help you find this information. So at least try. If you cannot find the contact - please address the letter / note "Dear Hiring Manager", or "Dear Sir/Madam". Stay away from gender specific language, or too casual an introduction like "Hi" or "Hey there". These are immediate turn offs.
Next, make the note short. Why are you writing? Show you have some knowledge of the company or position and have done your homework. Follow that with a short synopsis of your career - highlighting those areas that apply specifically to the position you are applying for. Finish by, again, noting your interest in the position and taking the next step, and sign off professionally.
Please, please, please make sure there are no typos, or grammatical errors. Have someone look at the note for you. Errors here (and in your resume) are the kiss of death. Also - don't ramble. A few short paragraphs is best. Remember you goal to to get the hiring manager to open your resume, and get you in the "yes / next round" pile. Often candidates include too much information a cover letter. Hiring managers in today's environment are looking for ways to exclude candidates to narrow their search - sometimes too much information can make it easy to move you to the "no" pile.
Finally - if an advertisement asks for specifics like salary requirements, willingness to relocate, etc - please answer these questions in the cover letter. The hiring manager wants to know for a reason, and omitting information when it's requested just simply shows you don't follow instructions, and odds are you'll move to the "no" pile fairly quickly.
I believe that cover letters are as important as ever. Make sure to include them when applying for a position no matter how you are doing so. Make sure that the letter lack errors, is relevant, and to the point, and sells your abilities and experience as they relate to the position. Remember the goal of the cover letter and resume are to get you an interview, not necessarily get you the job. Sell your strengths honestly. Good luck!
Monday, March 2, 2009
Wednesday, February 25, 2009
Are you really qualifed? If not please don't apply!
by Scott Fiore, TriStarr Staffing
As the job market has become "tighter" there is a trend developing that we tend to see in recessionary times; candidates are applying for every opening they see whether qualified or not.
Now - I understand that people are anxious, and need to find a job - however, driving a lawnmower around your yard doesn't qualify you to drive a forklift; two years of customer service experience doesn't qualify you to be a Chief Financial Officer, and scheduling your kids activities for ten years doesn't qualify you to be the Executive Administrative Assistant for a CEO!!
The good news is there are companies looking to hire good qualified people. If you are truly qualified for a position you see open, by all means apply for it. However, if you are obviously not qualified or experienced for an open position, please don't apply. There is little chance that you will be selected for an interview, and you simply make the hiring manager's job harder. And - if a hiring manager sees your resume two, three, or more times for positions you aren't qualified for, they will tend to pass it over when you actually are qualified for a position.
So, in short, please apply to jobs, that you are qualified for.
As the job market has become "tighter" there is a trend developing that we tend to see in recessionary times; candidates are applying for every opening they see whether qualified or not.
Now - I understand that people are anxious, and need to find a job - however, driving a lawnmower around your yard doesn't qualify you to drive a forklift; two years of customer service experience doesn't qualify you to be a Chief Financial Officer, and scheduling your kids activities for ten years doesn't qualify you to be the Executive Administrative Assistant for a CEO!!
The good news is there are companies looking to hire good qualified people. If you are truly qualified for a position you see open, by all means apply for it. However, if you are obviously not qualified or experienced for an open position, please don't apply. There is little chance that you will be selected for an interview, and you simply make the hiring manager's job harder. And - if a hiring manager sees your resume two, three, or more times for positions you aren't qualified for, they will tend to pass it over when you actually are qualified for a position.
So, in short, please apply to jobs, that you are qualified for.
Tuesday, February 24, 2009
What do you mean no one's hiring??
I'm going to try and buck the media trend and report on some good news for a change. Yes - I can see that there are people losing their jobs, and unemployment is rising.
But as I was sitting in our staff huddle this morning I heard how, again, one of our temporary employees was being hired directly by one of our clients.
As I looked back over the last couple of months, it seems that every week we have people moving on to direct positions with our clients. There are jobs out there! There are companies hiring! While the activity may be less than it was a year or two ago - it is still happening.
Just thought that I would pass that along!
Oh - and Happy Fasnacht Day! (Note - for those of you that don't know what that is - Fat Tuesday tradition here in Central Pennsylvania is to make a fat and calorie laden donut, cook it in lard, sprinkle it with sugar and "eat it for good luck".) See you at the gym later....
But as I was sitting in our staff huddle this morning I heard how, again, one of our temporary employees was being hired directly by one of our clients.
As I looked back over the last couple of months, it seems that every week we have people moving on to direct positions with our clients. There are jobs out there! There are companies hiring! While the activity may be less than it was a year or two ago - it is still happening.
Just thought that I would pass that along!
Oh - and Happy Fasnacht Day! (Note - for those of you that don't know what that is - Fat Tuesday tradition here in Central Pennsylvania is to make a fat and calorie laden donut, cook it in lard, sprinkle it with sugar and "eat it for good luck".) See you at the gym later....
Thursday, February 19, 2009
Separating Work and Play on Social Networks
As social networking explodes the lines between work and play are blurring. Typing in a status update "At lunch with my girlfriend" on a workday at 3:00 pm could be a problem if your boss is able to read it. There are simple ways to set up a Facebook page that you use for both work and play purposes.
How To Use Friend Lists, by Sean Daly, Staffing Specialist, TriStarr Staffing
To get started with Facebook Lists, you first need to build one. You can do this from your Friends page. (Click "Friends" in the blue bar at the top). On the left side of the page, click the button "Make a New List." Give it a title.
Now you'll have the option to add your friends to the list. You can either start typing in names one by one or click on "Select Multiple Friends" to add several people to the list all at once. (To add people, just click on their photos.) When you're finished, click the "Save List" button at the bottom.
Once you have some lists created, it's time to figure out who gets to see what. To edit your privacy settings, go to "Settings" at the top-right of the screen next to the search box. When you hover your mouse over the link, you'll see a menu appear; click "Privacy Settings"on this menu. On the following page, click "Profile," the top choice in the list of options.
On the profile privacy page, you have the option of customizing exactly who gets to see what. You can modify the following areas: Profile, Basic Info, Personal Info, Status Updates, Photos Tagged of You, Videos Tagged of You, Friends, Wall Posts, Education Info, and Work Info. If you're unsure of what any of those things are, click the "?" next to the item to read a definition.
Using the drop-down boxes, you can customize who gets to see your info: "Only Friends," "Friends of Friends," or "My Network of Friends." To lock down your profile to friends only, you could set all these to "only friends." But since you have now created specialized lists, you'll want to use these instead.
To do so, click the fourth option from the drop-down box: "Customize." From here, you can add lists of people who should NOT be able to see this part of your profile. For example, if you wanted to block a list of work colleagues or those in your family from seeing your status updates, you could do so here - just type the name of your list in the box "Except these people" and save your changes.
Note: you can also block certain people individually just by typing in their names, but given the ever-growing number of Facebook users, you're probably going to need a Friend List at some point. We recommend biting the bullet and creating your lists now instead of treating everyone as a one-off.
After you've saved your changes, you're done. You'll have your privacy back without having to change the way you and your friends use Facebook. Of course, keep in mind that nothing is foolproof - determined hackers can gain access to your account as can anyone who guesses your password....so maybe you shouldn't use your dog's name.
When lists are finally in place, you can assign new friends to a list right when you're accepting their friend request - just look for the option "Add to Friend List" before you click "Accept."
It may seem like quite a bit of work to set up, but you'll thank yourself for doing this later...like every Monday morning when you go back to work after a great weekend...or the next time you need to borrow money from mom and dad. You get the idea. Better safe than sorry.
How To Use Friend Lists, by Sean Daly, Staffing Specialist, TriStarr Staffing
To get started with Facebook Lists, you first need to build one. You can do this from your Friends page. (Click "Friends" in the blue bar at the top). On the left side of the page, click the button "Make a New List." Give it a title.
Now you'll have the option to add your friends to the list. You can either start typing in names one by one or click on "Select Multiple Friends" to add several people to the list all at once. (To add people, just click on their photos.) When you're finished, click the "Save List" button at the bottom.
Once you have some lists created, it's time to figure out who gets to see what. To edit your privacy settings, go to "Settings" at the top-right of the screen next to the search box. When you hover your mouse over the link, you'll see a menu appear; click "Privacy Settings"on this menu. On the following page, click "Profile," the top choice in the list of options.
On the profile privacy page, you have the option of customizing exactly who gets to see what. You can modify the following areas: Profile, Basic Info, Personal Info, Status Updates, Photos Tagged of You, Videos Tagged of You, Friends, Wall Posts, Education Info, and Work Info. If you're unsure of what any of those things are, click the "?" next to the item to read a definition.
Using the drop-down boxes, you can customize who gets to see your info: "Only Friends," "Friends of Friends," or "My Network of Friends." To lock down your profile to friends only, you could set all these to "only friends." But since you have now created specialized lists, you'll want to use these instead.
To do so, click the fourth option from the drop-down box: "Customize." From here, you can add lists of people who should NOT be able to see this part of your profile. For example, if you wanted to block a list of work colleagues or those in your family from seeing your status updates, you could do so here - just type the name of your list in the box "Except these people" and save your changes.
Note: you can also block certain people individually just by typing in their names, but given the ever-growing number of Facebook users, you're probably going to need a Friend List at some point. We recommend biting the bullet and creating your lists now instead of treating everyone as a one-off.
After you've saved your changes, you're done. You'll have your privacy back without having to change the way you and your friends use Facebook. Of course, keep in mind that nothing is foolproof - determined hackers can gain access to your account as can anyone who guesses your password....so maybe you shouldn't use your dog's name.
When lists are finally in place, you can assign new friends to a list right when you're accepting their friend request - just look for the option "Add to Friend List" before you click "Accept."
It may seem like quite a bit of work to set up, but you'll thank yourself for doing this later...like every Monday morning when you go back to work after a great weekend...or the next time you need to borrow money from mom and dad. You get the idea. Better safe than sorry.
Thursday, February 12, 2009
Job Description Do's and Don'ts
by Jeannine Hohman, HR Strategist, TriStarr Staffing
Job Description Do’s and Don’ts
In addition to defining the essential functions of a position, job descriptions can be helpful to us in various ways. They enable us to distinguish positions; determine exempt vs. non-exempt classification for FLSA purposes; determine pay rate; establish performance requirements and assist in recruitment efforts.
That sounds great, right? But what if you don’t have written job descriptions or they haven’t been updated? Below are some tips on the do’s and don’ts of preparing a job description:
DO talk with the supervisor or hiring manager
Creating a job description should be a joint effort between the supervisor or hiring manager and Human Resources. The supervisor of a department knows what is expected and can give specifics of the position.
DON’T start from scratch
Whether you are creating a brand new job description or updating an existing one, there is no need to start with a blank piece of paper. Starting with a good example can get you started on your way. Networking contacts and business associates may be a resource or various online sites can serve as a useful tool.
DO be specific
When it comes to defining the key responsibilities or essential functions of a position, it is important to be specific. For example, rather than just stating that a Human Resources Manager “is responsible for the day to day operations of the Human Resources Department”, it would be better to spell out some of the position’s essential functions. This may include “Plan, organize and facilitate all activities of the department” or “implement and annually update compensation programs”.
DON’T use Acronyms or Jargon
A job description should be clear employees and applicants. Acronyms or jargon that is specific to your organization can be confusing to others, especially in recruiting individuals who could come from a multitude of business backgrounds.
DO use accurate adjectives and action verbs
Be specific and use adjectives that reflect the position and duties accurately. For example, describe the pace of work or the work place environment by stating, “fast-paced” or “team-oriented environment”. Use action verbs in the present tense, such as “facilitates, develops or prepares”.
DON’T use words that may be interpreted as discriminatory
Avoid any language in a job description that could be considered discriminatory in any way. For example, do not use words that indicate gender or age such as “her position” or “his work station” or “young and able-bodied”.
Job descriptions are basically summaries or guidelines for a particular position. The document is not intended to list every detail of the position, mainly because business today is not static, but changing and developing each day. Job descriptions should provide a baseline, but not be so broad that they confuse or mislead managers, employees or job seekers.
Job Description Do’s and Don’ts
In addition to defining the essential functions of a position, job descriptions can be helpful to us in various ways. They enable us to distinguish positions; determine exempt vs. non-exempt classification for FLSA purposes; determine pay rate; establish performance requirements and assist in recruitment efforts.
That sounds great, right? But what if you don’t have written job descriptions or they haven’t been updated? Below are some tips on the do’s and don’ts of preparing a job description:
DO talk with the supervisor or hiring manager
Creating a job description should be a joint effort between the supervisor or hiring manager and Human Resources. The supervisor of a department knows what is expected and can give specifics of the position.
DON’T start from scratch
Whether you are creating a brand new job description or updating an existing one, there is no need to start with a blank piece of paper. Starting with a good example can get you started on your way. Networking contacts and business associates may be a resource or various online sites can serve as a useful tool.
DO be specific
When it comes to defining the key responsibilities or essential functions of a position, it is important to be specific. For example, rather than just stating that a Human Resources Manager “is responsible for the day to day operations of the Human Resources Department”, it would be better to spell out some of the position’s essential functions. This may include “Plan, organize and facilitate all activities of the department” or “implement and annually update compensation programs”.
DON’T use Acronyms or Jargon
A job description should be clear employees and applicants. Acronyms or jargon that is specific to your organization can be confusing to others, especially in recruiting individuals who could come from a multitude of business backgrounds.
DO use accurate adjectives and action verbs
Be specific and use adjectives that reflect the position and duties accurately. For example, describe the pace of work or the work place environment by stating, “fast-paced” or “team-oriented environment”. Use action verbs in the present tense, such as “facilitates, develops or prepares”.
DON’T use words that may be interpreted as discriminatory
Avoid any language in a job description that could be considered discriminatory in any way. For example, do not use words that indicate gender or age such as “her position” or “his work station” or “young and able-bodied”.
Job descriptions are basically summaries or guidelines for a particular position. The document is not intended to list every detail of the position, mainly because business today is not static, but changing and developing each day. Job descriptions should provide a baseline, but not be so broad that they confuse or mislead managers, employees or job seekers.
Tuesday, February 10, 2009
Two Simple Interview Tips to Set You Apart
Scott Fiore, TriStarr Staffing
There are two areas that you can focus on in an interview to help set you apart from the pack, and increase your chances of landing a job in these difficult times. The candidate pool is growing every day, and it's now more important that ever that once you land an interview that you make a strong impression. Two areas to focus on are confidence and preparedness.
Confidence. Hiring managers are looking for strong people to come in and get the job done. The confidence you project here is key. First, are you nervous? Sure!! Tell me that. Get the elephant in the room out on the table. "Hey, I am really excited about the opportunity to work for your organization, and you know, I'm a little nervous." You've just broken the ice, people naturally want to help, or rescue others in these instances. Once that's off the table, you can move on. Make sure you're well dressed (see a previous post), well groomed, and not disheveled. A well dressed, well groomed person exudes confidence (even if they are quite nervous). Make eye contact throughout the conversation. Confident people make eye contact. Now - that said don't make this a stare down contest. As my teenagers say, you don't want to be a creeper.
Preparedness. Be prepared. The scout moto. Well, it works. For goodness sake do your research. It's too easy these days. In many cases if you don't, consider yourself sunk. Other candidates will, and you'll be remembered for not being prepared, or serious enough to do the research. Have questions written down and ask them. Ask about the responsibilities, performance expectations, culture, etc. Save the salary and benefit questions for later interviews or the offer. If you've done your research, you know whether the salary and benefits are what you're looking for. And for goodness sake - don't ask about vacations in the first interview. You haven't even started, and you're looking for time off? Anticipate questions that you'll be asked and practice your answers. Ask a friend, or colleague to to a practice interview with you. Professional athletes practice all the time for a reason. Research the interviewer. Google her, look him up on LinkedIn or Facebook. Get to know as much as you can about them. Use this information when you are answering questions.
Being prepared and exuding confidence are key areas to help set you apart during the interview process. Focus on these areas and your chances of success will increase.
There are two areas that you can focus on in an interview to help set you apart from the pack, and increase your chances of landing a job in these difficult times. The candidate pool is growing every day, and it's now more important that ever that once you land an interview that you make a strong impression. Two areas to focus on are confidence and preparedness.
Confidence. Hiring managers are looking for strong people to come in and get the job done. The confidence you project here is key. First, are you nervous? Sure!! Tell me that. Get the elephant in the room out on the table. "Hey, I am really excited about the opportunity to work for your organization, and you know, I'm a little nervous." You've just broken the ice, people naturally want to help, or rescue others in these instances. Once that's off the table, you can move on. Make sure you're well dressed (see a previous post), well groomed, and not disheveled. A well dressed, well groomed person exudes confidence (even if they are quite nervous). Make eye contact throughout the conversation. Confident people make eye contact. Now - that said don't make this a stare down contest. As my teenagers say, you don't want to be a creeper.
Preparedness. Be prepared. The scout moto. Well, it works. For goodness sake do your research. It's too easy these days. In many cases if you don't, consider yourself sunk. Other candidates will, and you'll be remembered for not being prepared, or serious enough to do the research. Have questions written down and ask them. Ask about the responsibilities, performance expectations, culture, etc. Save the salary and benefit questions for later interviews or the offer. If you've done your research, you know whether the salary and benefits are what you're looking for. And for goodness sake - don't ask about vacations in the first interview. You haven't even started, and you're looking for time off? Anticipate questions that you'll be asked and practice your answers. Ask a friend, or colleague to to a practice interview with you. Professional athletes practice all the time for a reason. Research the interviewer. Google her, look him up on LinkedIn or Facebook. Get to know as much as you can about them. Use this information when you are answering questions.
Being prepared and exuding confidence are key areas to help set you apart during the interview process. Focus on these areas and your chances of success will increase.
Monday, February 9, 2009
You just never know....
As I drove into work today, there was no indication of the curveball that would be thrown our way this morning. As I was preparing for our weekly meeting / huddle / whatever you want to call it, I heard a loud noise, and poof - power goes out.
It turns out a transformer across the street blew up (technical term). Luckily we have a "disaster plan" in place and were able to quickly forward phones, make sure the file servers were okay, and being powered down correctly, etc.
It's mornings like this that I'm reminded how important it is to have procedures in place for situations like this that tend to catch us off guard.
So - my apologies for the late blog post today - I was a little distracted. If you don't have a plan for emergencies - I suggest you get one. If you have a plan, make sure it's up to date. Who knows what tomorrow - or later today for that matter - will bring.
It turns out a transformer across the street blew up (technical term). Luckily we have a "disaster plan" in place and were able to quickly forward phones, make sure the file servers were okay, and being powered down correctly, etc.
It's mornings like this that I'm reminded how important it is to have procedures in place for situations like this that tend to catch us off guard.
So - my apologies for the late blog post today - I was a little distracted. If you don't have a plan for emergencies - I suggest you get one. If you have a plan, make sure it's up to date. Who knows what tomorrow - or later today for that matter - will bring.
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