Best Keywords for Your Resume

http://www.monster.com/technology/a/best-keywords-for-your-resume

By Sarah White

It’s hard getting your resume in front of a hiring manager. The economic downturn, coupled with an increase in technology, can make it feel like you are sending your resume into a void, never to hear back. Chances are, there is a hiring manager or recruiter on the other end that is overwhelmed with resumes, scanning them to find keywords that will make them put a resume in the yes pile. The same goes for electronic recruiting systems that scan through resumes, searching for the right words on your resume or CV.

While you can’t read the minds of recruiters – or computer programs for that matter – there are ways to tailor your resume so that a human or bot will pick up on keywords and give your resume a second look. We spoke with a number of people in the tech industry who are experienced with sorting through IT resumes and asked them what keywords catch their eye during the hiring process.

 

Read the article at: http://www.monster.com/technology/a/best-keywords-for-your-resume

Disruptive HR: Take a Look at Tomorrow’s Workforce

Tom Gillaspy at Oct MNTRN event

how today’s demographics will shape your organization tomorrow

HOW WILL YOUR ORGANIZATION RESPOND?

Thanks to Tom Gillaspy, longtime MN State Demographer, for presenting to the MN Technical Recruiters Network at Health Partners this week.

We are living in unique times, Tom says. Think, global aging which really means a global – yes, global – shortage in the workforce. The shortage comes by way of an unprecedented number of REPLACEMENT openings on top of newly created positions, along with economic growth in developing nations. Does your team have a plan for identifying and attracting talent in history’s most competitive hiring environment?

Continue reading “Disruptive HR: Take a Look at Tomorrow’s Workforce”

Recharge Your Job Search

The Career Transition Connection at Woodbury Lutheran Church is in its 17th year of Helping People Find New Work!

SEPTEMBER EVENTS ARE OPEN TO EVERYONE…

September 11th – Resume Reviews are performed in the Chapel Room adjacent to the Fireside Room from 5:30PM to 7PM prior to the group meetings. Recruiter Julie Desmond will review your resume and give helpful tips to make sure you stand out in the crowd.

 

September 11th  – Featured Presentation   Nathan Perez will be presenting; Networking For A Job”.  Nathan Perez is co-author of “The 20 Minute Networking Meeting, How Little Meetings Can Lead To Your Next Big Job”, and founder of 20-Minute Communications, LLC. He is a career consultant who helps job-searching professionals reposition themselves for the Hidden/Invisible Job Market through networking, online presence, resume reconstruction.  We are excited to have Nathan at the CTC for the first time!

 

September 25th – Mock Interview Sessions with professional recruiters from 5:30PM–6:45PM in the Fireside Room Ashley Kolodzek leads the sessions that are held prior to the 4th calendar Thursday CTC meetings each month. Sessions start promptly at 5:15PM and cover preparation for interviews as well as actual mock interviews.

 

September 25th   – Featured Presentation  – LaBarre Spence will be presenting; Seizing the Opportunity:  Answering “Walk Me Through Your Resume” with Confidence”. How you respond to this common opening question can make or break your interview.  We’ll cover how to build a great answer. Preparing for this question forms the foundation for the entire interview.  You may even look forward to interviewing. LaBarre is the Associate Director of the Graduate Business Career office at the Opus College of Business at the University of St. Thomas.  He coaches and consults with MBA students and alums.  He has 14 years of experience in career and leadership coaching including 7 years at the Carlson School.  Prior to that he worked in marketing, consulting, training and development and quality.

 

Reminder that we have a “Career Transition” resource shelf containing reference books related to career development and job searching topics that may be checked out.  This is located in the church’s library on the main level. 

 

Cookies and coffee will be served.  Everyone is welcome to attend free of charge.  The Career Transition Connection (CTC) meets the second and fourth Thursday’s of each month throughout the year except on Holidays at Woodbury Lutheran Church.

All featured presentation meetings are from 7:00PM until 8:30PM. On the second and fourth Thursday’s of each month,  the forum consists of guest speakers at each meeting who focus on the needs of those in transition.  Each meeting also allows time for networking, sharing success stories and general Q&A.

The goal of the CTC @ WLC is to reach out for support to those people in career transition or thinking of transitioning in a Christian support environment.

For more information, feel free to contact Woodbury Lutheran Church directly at 651-739-5144.

Woodbury Lutheran Church is located at 7380 Afton Road in Woodbury, MN. 55125.

On LinkedIn:        http://www.linkedin.com/groups/Career-Transition-Connection-3393314

Website:               http://www.woodburylutheran.org/ministries/caring/careertransition/

Member of:          International Association of Employment Web Sites (IAEWS)

 

Moving Up – GKA Names Tom Goettl VP

GKA VP Tom Goettl

GKA VP Tom Goettl

 

George Konik Associates Promotes Tom Goettl to Vice President

Promotion reflects continued demand for engineering/IT recruiting and staffing in Minnesota
MINNEAPOLIS (July 16, 2014) – Twin Cities-based engineering/IT recruiting and staffing firm George Konik Associates (GKA) has promoted Tom Goettl from Senior Recruiter to Vice President.
In his new role at the second generation family-owned business, Goettl assumes responsibility for staff hiring and development, overseeing client placements, maintaining client relationships and new business development.
“Demand for engineering and IT staff in the region has never been higher,” said Brad Konik, president at George Konik Associates. “With Tom’s expanded role, the firm is not only positioned to respond to today’s client recruitment and staff needs but also adapt to the rapidly changing recruiting and staffing landscape. Under Tom’s guidance we’ll implement strategies to harness developing technologies to benefit clients and employees.”
Goettl has worked exclusively in staffing and recruiting industry since graduating from Winona State University in 1997. Following graduation, he joined GKA as a Recruiter then in 2003 he left the firm for a position with a national staffing company. Goettl returned to GKA in 2009 as Principal Recruiter.
“Working for a company that is committed to its employees is empowering; it’s what every job seeker strives to find,” said Goettl. “At George Konik Associates, that is the culture Brad (Konik) has developed. In my expanded role at the firm, my goal is to continue to foster the culture and work ethic that sets George Konik Associates apart from other recruiting and staffing firms.”
About George Konik Associates
George Konik Associates, Inc. (GKA) has been providing staffing solutions to Twin Cities and western Wisconsin businesses since 1974. The second generation family-owned business is solely focused on meeting the engineering, architecture and IT staffing needs of its clients. Through its long-term relationships with candidates, clients, and employees, GKA provides the fastest and easiest link between employees and employers. For more information on the Edina, Minn.-based GKA, visit http://www.georgekonik.com.
###

GKA Tom Goettl

7 Habits Opportunity

7 Habits.

Our friends at Franklin Covey asked us to spread the word. I attended this event a few weeks ago and learned a lot in a short time. I recommend…

Celebrating 25 years of helping millions of people around the world improve their effectiveness, the new 7 Habits of Highly Effective People Signature Edition 4.0 has been developed with an intense focus on helping participants internalize and sustain 20 behaviors that will change the way your teams work together. More relevant than ever, this new program contains the timeless principles you love with new tools, activities, and videos.

Join us for a Morning Preview Event.

While your competition can copy virtually every other advantage you have, they can’t copy your people and how they behave when they are together. Real impact comes when everyone in your organization is going in the direction you want them to go, speaking the same language, and operating with the same set of values. This morning preview event will be an excellent foundation to discover how The 7 Habits can be implemented within your organization to help individuals and teams become more effective.

Tuition for this event is $49 per person. Each event is scheduled from 9:00 a.m.–12:00 p.m. Click on the city below to register for that event, or call 1-800-235-1706.

Stay for the Afternoon Certification Event.

We’re hosting an afternoon certification immediately following the morning overview. During this session we will take a deeper dive and explore each habit so you can understand how The 7 Habits can serve as a framework for you organization. There is no cost to attend this session, but it ensures you will have all the necessary information to get a fast start when you are ready to implement this solution.

This is a complimentary event and is scheduled from 12:15 p.m.–3:00 p.m. (Lunch included). Click on the city below to register for that event, or call 1-800-235-1706.

Free Resource List for hiring Disabled, Minority and Veteran candidates for OFCCP Compliance

Hiring Integrity

By Susan Seward Founder Hiring Integrity LLC

Federal Contractors have been busy updating their HRIS systems and  AAP reporting to meet the expanded OFCCP regulations that are now in play for hiring Veterans and people with disabilities.  The essence of the regulation that went into effect March 24th 2014 is any Contractor that receives revenue from the Federal Government beyond $100,000 is now required to hire protected status Veterans and people with a disability, as a percent of their workforce.  The OFCCP has determined the hiring benchmark for MN federal contractors is 6.2% and the compliance clock starts with the first date of your 2014 AA plan.

While being able to capture pre and post offer self disclosure statements and AAP reporting is important, I believe developing a long term sustainable recruiting plan that targets hiring Veterans and people with disabilities is the most important area of focus for Federal…

View original post 156 more words

Unemployment for MN Military Veterans tops 14%

Recruiting challenge for 2014 – bring unemployment down below 14%

Hiring Integrity

High Veteran Unemployment in Minnesota Deserves Attention because hiring Veterans is good for employees and employers

By Susan Seward, http://www.hiringintegrity.com

As we enter into a New Year, my resolution is to help spread the word among employers that we can do a better job in our recruiting efforts through increased hiring of military Veterans. Current unemployment results for Gulf War Veterans nationally is 9.9% which is well above the national unemployment rate of 7.3%. In MN, that number is even higher: Veteran unemployment in MN is at 14.1% (Bureau of Labor Statistics, 2012 Current Population Survey).

OFCCP regulations on hiring Veterans changes as of March, 2014, requiring all Federal Contractors to increase their Veteran hiring actions, reporting, and hiring results.

Hiring Integrity, LLC and http://www.hiringintegrity.com help companies understand and manage OFCCP changes by providing recruiter training and consulting on process improvements and best practices in talent acquisition strategy. Our resources…

View original post 96 more words

Harsh!

Some call it coaching. Some call it criticism. Whatev. Like vaccinations and weekday morning workouts, if it’s supposed to be helpful, it’s probably going to hurt… just a little. Last week, Bella came into my office with excellent qualifications. And a typo-filled resume. And a letter of recommendation dated 1993. When the bleeding is coming from every orifice, where to start to stop it?

Coaching has to start from the positive. There is something right going on here. What is it? In Bella’s case, it was a skill set that nobody else in Minneapolis has. Specific knowledge and experience in a niche industry. “Bella,” I said, “you’ve got all the right skills for the job you applied for.”

But… “We need to pull your story together. You know you’re good. I know you’re good. How are we going to convince the manager that you know more than anyone about this job?” By framing the question in a positive light, Bella understands that we’re on the same side and we are going to work together to bring the manager on board. In coaching, how you ask the question matters more than why you ask it.

Now, set some expectations. “This position requires strong attention to detail. It’s going to be extremely important to demonstrate that throughout your application. Let’s run a spell check on your resume and see what we need to do to perfect it.” There. The typos are on the table. Let’s let the computer call out the errors, keeping our relationship neutral.

Finally, about that letter of recommendation. Bella was so proud to have worked for that company back then. But something that occurred 20+ years ago is only relevant insofar as it got you to where you are now. I was a pretty good athlete in 1993, but no one has offered to draft me for anything more than a slow pitch softball team in a long time. So what have you done lately, Bella? Let’s look at getting letters about how great you are now.

Coaching. Criticizing. Tomayto. Tomaato. Focus on the results you want by keeping your buddy focused on those results. It isn’t personal. It’s critical.

Oracle Developers: Anyone home?

Image credit: “love Don’t live here anymore…” – © 2009 Robb North – made available under Attribution 2.0 Generic
GKA has multiple openings for talented Oracle Developers in Minnesota and Virginia.  These are direct hire positions that pay the kind of competitive wage you deserve… plus benefits!  Developers, contact me for information.  $1000 referral or sign-on bonus (Yes – you can refer yourself – or someone else).