J Patrick + Associates Blog

The proliferation of data center and cloud use across the business world is creating enormous opportunity for IT professionals.  In the banking industry, for example, 64 percent of activity currently takes place in the cloud, having doubled since last year. 

As a result of this dramatic growth, IT is evolving from a maintenance role into a strategic and revenue-generating aspect of daily business.  U.S. News, for instance, named the positions of Software Developer and Computer Systems Analyst first and second on its list of the Top 100 Jobs of 2014, respectively.   As more businesses move their operations into the cloud, which and in doing so rely heavily on data and colocation centers, businesses are recognizing the inherent importance of having access to IT leaders that can produce profits.

This means that the role of IT leaders in business is in a state of flux.  Positions once focused primarily on IT and digital savvy are transforming to include customer-facing responsibilities—like the Chief Information Officer (CIO).  While some industry experts are questioning the future of existence of the CIO, others suggest that the role is simply evolving.  In fact, recent research indicates that the workload and complexity for CIOs in fields such as healthcare is actually expanding—and will continue to do so in the future.

Moving forward, as the cloud takes center stage in the business world, it is imperative that businesses fill in-demand roles with experts that can oversee long-term technical projects while managing operations, people, budgets, consultants, outside vendors and unionized workforces at the same time. 

This creates added pressure on hiring professionals, who now have the additional challenge of identifying the innate business qualities and highly technical abilities that competent professionals possess to fit this new ‘back-office to boardroom’ niche.  This challenge is further compounded by the necessity to not only onboard, but also retain and nurture these individuals to make the most of a company’s initial investment.  The result of a bad hiring decision could cost a company an average of 30% of the professional’s first-year potential earning, according to the U.S. Department of Labor.  As the median salary for CIOs tops six figures, this can be quite a substantial loss for any employer.  That is why this level of strategic hiring requires a specialist. 

J. Patrick and Associates (JP+A) is unique from other executive recruiting firms in that it holds all of the tools necessary to link the best companies with the most qualified industry talent.  JP+A works directly with hiring managers and executives in industry-leading Colocation and Data Center infrastructure firms, Cloud or Software-as-a-Service (SaaS)-based product and service providers, and various other technology sector companies to identify the most in-demand skills and current professional requirements for Data Center Management, Security, Storage, and other Cloud/SaaS/Virtualization-related placement. 

For more information about J. Patrick and Associates, click here.

Organizations everywhere are choosing to bypass purchasing on-premises equipment in favor of renting hosted space and equipment.  Referred to as colocation, it provides rapid scalability, tremendous cost savings, secure connectivity and all of the stability and protection that is needed to gain a competitive edge in today’s market.

For this reason, colocation is a hot commodity as the market is currently undergoing a 15 percent growth rate that is expected to last through 2014.  And industry pundits are projecting that this growth is far from over, as it is anticipated that it will reach $10 billion by 2017.

As a result, job seekers stand to benefit significantly since manpower is needed to support this growing industry.  Colocation is fueled by data center infrastructure such as racks, servers, cables, switches and power.  Data centers are massive facilities that require both advisors and operators to function properly.

Here are some of the jobs that you can expect to find opening up in this space, and what each position entails:

Solutions Architect:  This position mandates having the highest level of pre-sales technical compliance on the data center team.  Solutions Architects typically involve managing multiple projects at once, and therefore require advanced knowledge in developing and guiding IT projects.  The Solutions Architect is responsible for developing technical project components and standardizing central processes.

Colocation Engineer:  Colocation Engineers are most often involved in providing developing technical designs for colocation, but also have a hand in providing technical support, presenting projects to clients and working closely with them to deliver need-based solutions.  This position mandates a thorough understanding of the technical components of network infrastructure.

Director of Product Management: Colocation services need to be created, priced and sent to market—and this falls under the responsibility of the Director of Product Management.  This position oversees not only data center space, but also power and cooling needs.  Essentially, Product Managers ensure that the colocation center is both marketable and profitable.

Cloud / Colocation Services Sales Executive: Once the services are created and sent to market, someone needs to make sure that the space will be rented out to businesses.  This is where Sales Executive come in.  Sales Executives are one of the main arms of the colocation enterprise as they are responsible for filling seats and making sure the operation brings in enough business to stay afloat.

Operations Manager:  Operations Managers take care of the technical components of a colocation center.  Colocation centers typically guarantee maximum uptime, and these are the people that make sure the promise does not go unfulfilled.  Operations Managers oversee the team that provides day-to-day technical maintenance and support in the colocation center.

Datacenter Technician:  Technicians are perhaps the ones who are most immersed in the daily ins-and-outs of colocation center operations, as they are the ones responding to service tickets and fixing equipment.  They work directly with hardware such as fiber optic cables and servers.

Facilities Engineer:  Colocation centers have a lot of other components outside of the network, such as water pumps and treatment systems, HVAC, generators, UPS, electrical distribution and network monitoring systems.  Facilities Engineers provide the equipment that keeps the network healthy.

Systems Administrator:  Systems Administrators typically install, configure and fix computer networks for end-users.  These administrators are responsible for service delivery and applications that are based off-site.  They typically take an active role in managing network processes for customers.

For more information about how J. Patrick and Associates, a firm specializing in data center and IT firm recruiting, can help you find quality and qualified colocation experts to fortify your team, click here.  If you are an experienced industry professional with a strong track record of success as well as technical depth and innate business savvy, contact us today.

When your organization needs to quickly source multiple candidates across multiple disciplines and even multiple geographic markets, securing the services of a specialty firm has clear advantages.  An experienced recruiter has a long track record of success doing just this for numerous clients.  Now, you are probably thinking (correctly) that using a recruiter to fill multiple positions will net you a discount on a per hire basis. Yes, this is true, and not to be understated. However, the requirements of a hiring firm that needs to fill several positions nearly simultaneously to facilitate, say a major expansion in to a new geographic market, are considerably more complex.  Understanding these dynamics is JP&A’s bread and butter.  Let’s look a bit further and see how a specialty recruiting firm can offer you both lower costs and speed to market, without sacrificing quality.

Stressed out Internal HR Systems

We’ve blogged about the increased pressure on the HR department in a typical mid-sized IT firm before.  Your labor resources continue to shrink while demands continue to pile up in both hiring and other core HR functions.  Now, you have to find and onboard a whole raft of new-hires.  In the case of a single hire, you’d already need to commit valuable internal resources to sorting through dozens or hundreds of resumes from job seekers.  Now magnify that by an order of 10, or even 20.  After all, it stands to reason that to hire more people, you’ll need to be looking at a much larger pool of candidates.  A specialist recruiting firm like JP&A can take this off your plate, allowing you to allocate internal resources to other mission-critical tasks.  Now let’s compound volume with time constraints.  Say your firm could search through an immense pool of candidates.  Could you still expect to find the best potential hires within a tight timeframe?  Your firm is better off engaging a firm like JP&A, which is already prepared and positioned to do the legwork for you.  Then, after screening and interviewing, you choose from only the top candidates available.

Benefits of a Specialist Firm

What does a firm like JP&A bring to the fight?  Here are a few of the key factors effecting the hiring cycle for which a specialty firm had already developed a process:

• Identifying Sources of Candidates: JP&A sources the available applicant pool using traditional sources of candidates but also leveraging a continually growing proprietary database that gives us unique reach into a reservoir of new potential hires with focused, specific skill sets that meet your needs.  Our track record is a testament to the fact that we access the right candidates, and place them when and where our clients need them.  In fact, many of our former job seekers are now in hiring positions.  We didn’t just help them get hired, we built lasting relationships and now, when they need both quality and speed - many of them turn to JP&A.

• The Hiring Calendar: JP&A is ready and able to meet your target dates. Responsiveness, agility and dedication are fundamental and inherent in everything we do.  Securing a firm to provision multiple hires requires a commitment.  In order to facilitate your success, we are prepared to dedicate our firm’s resources to a time commitment that far exceeds that required by other, single-hire recruiting processes.
• Market Insight: JP&A has been around nearly two decades. Over this time, we have developed a clear vision of the IT business environment and workforce landscape; not only as they stand today, but where the industry is heading in the future. Trust us to know the hiring and job requirements in your industry,  helping you find the right candidates for your mission-critical positions, and ensuring your business is poised to meet the larger requirements of an evolving business environment.

Opportunity is a fleeting thing.  If you’re not in position to take advantage of it, it will pass you by. Don’t sacrifice speed, quality, or cost. When you need to find the most qualified candidates to fill key positions, it’s time to consider a firm with proven expertise and resources, like J. Patrick & Associates, to provide the winning outcome your business demands.

If, like many IT HR professionals, you’re operating at maximum bandwidth, working with an executive search firm has clear benefits.  Some of these are readily apparent from the beginning.  For one, your firm saves time and money. There is no need to devote valuable internal resources to sorting through dozens or hundreds of resumes from job seekers.  A specialist staffing firm does this for you; and after screening and interviewing, you choose from only the top candidates available.

Speaking of the best candidates, specialized firms such as J. Patrick + Associates are continually sourcing new potential hires with focused, specific skill sets that meet your needs.  With the ability to leverage a continually growing proprietary database that matches your target demographic, these experienced professionals can illuminate an ever-expanding network of candidates for your firm to choose from.  Out of this bigger and better pool, new and higher quality candidates emerge.

Next, and most important to your bottom line, a search firm enables you to minimize risk and the associated cost of a bad hire.  According to the Harvard Business Review, as much as 80% of employee turnover is due to poor hiring decisions.  Furthermore, the Labor Department estimates it costs an average of one-third of a new hire’s annual salary to replace him or her.  What’s worse, the costs associated increase the further up in the organization the change occurs.

The right executive search firm offers you the necessary tools to prevent this and maximize your hiring ROI.  Although you probably already know this, one alarming item to consider is when the job market is tight, finding the right person becomes even more challenging.  It’s in times like these that a top firm offers your business some less obvious capabilities, adding even more value when you need to fill critical positions.  Firms like J. Patrick + Associates know the IT and telecom industries inside and out, and bring the best industry practices to the critical task of job placement. 

Industry Trends and Market Intelligence

Another reason to use a firm focused on specialized placement is their knowledge of workforce trends within the IT and telecom industries. A good niche firm understands the impact these can have on your business. A niche recruiter can help advise you to make strategic hiring decisions that not only meet your immediate needs--finding the right person for that key position right now--but also ensure you’re positioned for the larger demands of an evolving business environment.

Agility

In comparison to a traditional agency, with a specialist firm you’re already on the same page, and together, you’re ready to take decisive action.  This is something you won’t find easily somewhere else.  You can expect a top firm like J. Patrick + Associates to know the hiring and job requirements in your industry, to be prepared to address critical issues, and to leverage unique industry insight to help drive your most favorable hiring decisions.

Long-Lasting Relationships

Veteran firms have been placing the best-qualified candidates at top tier IT and telecom businesses for nearly 20 years.  That’s no accident; it’s the proven result of a winning track record.  Over the years, countless hours have been spent building enduring professional relationships with former candidates.  Many of these former job seekers are now in hiring positions.  Who do they turn to when they need both quality and speed? J. Patrick + Associates.  The reason is simple--because of the long-term trust we’ve built between our firm and our clients.

Contact JP+A Now

When placement costs can exceed the annual salary of each candidate, it’s a significant expense you simply can’t ignore.  So, if you need to find the best-qualified people to fill key positions, it’s time to consider a firm with proven expertise and resources.  Choose J. Patrick and Associates to provide the winning outcome your business demands.

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Everyone wants to know what to ask for when conducting an interview.  They wonder “should I keep it simple and not overwhelm the candidate?” or the opposite; “I should definitely ask challenging, in depth questions to really see what this person is all about."  The best thing to do is mix it up.  This gives you the best chance to really find out who you are potentially hiring. 

Here are the 5 Questions you should ask when interviewing:

1. What are your weaknesses?

This is a great question to ask because it really makes the candidate think about themselves and identify the need for personal improvement.  The person that says they don’t have weaknesses isn’t honest with themselves and you, how could they effectively represent your company to your customers?

2. What is your greatest strength?

Unlike the last question, about weaknesses, this question is strictly a singular question.  If you ask someone about their strengths, plural, they’ll start listing of the things that YOU want to hear.  An added bonus to this question is that it helps ease nerves to start the interview.  I recommend this to be one of the first interview questions.  People like to talk about themselves in positive ways, it shows you what they can do and helps get the interview going smoothly.

3. Where do you see yourself in 5-10 years?

Finding out the mental goals of the candidate, is key to help a company in the long run.  This question also lets the candidate take a step back and really think about what he or she would like to accomplish and allows you to put their goals in perspective with the company’s.

4. Talk about a time in your life when you had to overcome obstacles

This is a key question because it helps reflect the attitude and determination of the candidate.  I remember when I first got this job, I was asked this question and it really made me think about hard times in my life and getting through them.  No matter what the trial or tribulation is, the candidate should have an anecdote that they are aware of and that can help them through other difficult times. 

5. How would a best friend/family member describe you

I believe this is one of the most key questions you could ask a candidate in an interview.  The reason for this is that it’s not only how the perceive themselves, but how others perceive them.  Another good aspect of this question, is that it helps the candidate indirectly describe what’s good or bad about themselves that they wouldn’t tell if asked the directly.

Asking the right questions are important to helping your company staff and position itself with the best employees to ensure future growth.

By Jake Pinto

RELATED BLOG:

7 REASONS YOU NEED TO TALK TO A RECRUITER 

A successful business hinges on hiring employees who offer the highest potential to get the job done the way you want it done. For a sales position, this means finding people who demonstrate a knack for generating sales. Separating good salespeople from mediocre ones is easy to do when you use a sales assessment test.

Sales assessment testing offers a useful tool for identifying the most promising salespeople from a pool of qualified candidates. Companies need to sift through many applicants to fill sales positions. It can be costly to make a mistake with a hiring decision.

Using a sales assessment test removes the guesswork from the process. It weeds out applicants who do not possess enough sales potential and shine a light on the ones who demonstrate a natural sales ability.

A typical sales assessment test puts applicants on equal ground. An employer can obtain information on an applicant that goes beyond a resume or cover letter and helps them identify which candidates have attributes needed for a specific sales position.

Some attributes measured through a sales assessment test include:

• Competitiveness

• Persistence

• Self reliance

• Energy

• Determination to make sales

A good sales assessment test can be a useful tool for measuring areas of performance. It covers all of the bases where salespeople will be tested in their real jobs. These performance areas include:

• Finding Prospects

• Closing Sales

• Call Reluctance

• Self Starting

• Teamwork

• Building Relationships

One thing a sales assessment test should be designed to do above all else is to measure a wide cross section of skills and traits that will come into play while doing everything from generating a lead to closing a sale. Different types of tests are available to test different skills.

Cognitive tests are useful in measuring reasoning, memory, speed and accuracy in how a person approaches tasks related to their job. Personality tests measure what traits are in an applicant's personality and predict how those traits will influence their job performance. Integrity tests are predictive in nature because they are designed to analyze if a person will engage in detrimental conduct such as stealing or missing work frequently once they are hired for a sales position.

Any sales assessment test you use should include certain key elements to maximize its effectiveness. The test you use should be valid and reliable. It should administer a testing procedure that uses no form of discrimination. The test should also be current with changes in job requirements or the sales industry and apply those changes to the test.

Somes sales assessment tests that are both popular and effective:

1. Brooks Group TriMetrix Sales Assessment Test

2. Objective Management Group 

3. Resolution Systems Inc. 

Guest Blog Post by Maria Botta

“As consumers spend more and more time online, it’s critical for marketers to reach our consumers at the right time, with the right message, communicated in the right way. Tools that help drive those insights help us stay on the cutting edge.” - Gayle Fuguitt Vice President, Consumer Insights, General Mills

Most of my career I have worked as a producer on a variety of projects from commercials to corporate videos and everything in between. But in the last 3 years I have gone from producing traditional video communications, to video content specifically for online dissemination.

As we witness the evolution of the internet, going from a static environment to that of moving images, marketers are creating online video for everything.

This evolution has created a new medium in itself, completely different from the old time platform of TV, so it's no surprise that this new medium presents a challenge to advertisers and marketers on HOW to message the audience. The online environment has infinitely more channels, and there is lots more content. Research shows that creating quality original content represents a huge opportunity for brands, because original content has the best effect on consumers' recollection of brands, as well as fostering positive sentiment.

I suggest that instead of thinking of “adapting” a :30 or :60 ad made for TV, create a video specifically designed to engage online audiences.

In the past 24 months alone, I have worked on 5 different online video projects, for 5 very different clients, with very different communication goals. All of them chose to include online video as a cornerstone to their overall marketing strategy - and all have achieved great results by doing so.

Below are 3 examples of the projects I have worked on.

For General Mills, we created 20 "How to videos" in English and Spanish. The videos where then deployed on their proprietary microsite as well as on several independent channels including youtube.

Cookies

A film for the NROTC for the US Marines, geared to the parents of prospective NROTC candidates.

NROTC (Naval Reserve Officer Training Corps) Marine Option

While at Graduate School at Thunderbird, I directed and produced for the Marketing Department 4 candid student interviews, that are used on their YouTube Channel and for recruiting.

Executive MBA Student Perspective - Choosing Thunderbird

All of these projects involved telling a story, an entertaining story that connected with their audience and compelled them to listen and watch.

The growth of online video has been exponential

According to a recent study by emarketer, US online video ad spending will grow by 43.1% in 2012 making it the fastest-rising category of online spending.
The total US internet audience viewed an all-time high of 42.6 billion videos in October.

“It's still going to be about the people who can tell a story, you can own the TV network or outlet but you need to hire the people who can tell the story or you won't own it for long.” - Michael Eisner, former CEO of Walt Disney and founder of The Tornante Company

One of the reasons that marketers are moving towards online video content is the growing number of eyeballs watching content online. The 2010 study from the Pew Internet & American Life Project, indicates that 69% of adult internet users, or roughly half of all U.S. adults (52%) have used the internet to watch or download video.

It's not only important to produce a good quality video that engages with your audience, but it's equally important to deploy the content on all relevant platforms, including social media and proprietary websites. Your video can be as simple as the ones I featured, or as complex as creating webisodes.

Still, there are some challenges, including understanding how to properly measure ROI. However, there more emerging technologies that do a better job at measurement - this is all very fluid stuff because constant refinements are happening everyday.

If your company is not using video communication as part of your marketing strategy, you are missing an amazing opportunity to really connect with your audience with a message that is relevant.

In another encouraging sign for hiring demand for Information Technology candidates, I have seen multiple examples of Sales Engineering managers loosening their requirements for new hires, and looking outside their traditional talent sources for exceptional candidates.

A number of recent searches have cropped up where companies hiring sales engineers have been asking for candidates outside of traditional pre-sales support roles, such as post-sales account manager, project managers, and product delivery/implementation types.  Even technical trainers and some sales reps with the required technical depth.   This openness means that hiring managers are exhausting the pool of available strong candidates, many of whom have simply withdrawn from interviewing for new jobs because they are making or exceeding their sales targets (and the accompanying commissions) and have a strong pipeline of sales prospects for quarter-end/year-end sales accelerators (where the scores can really change!) as well as for Q1 2012.

A window of opportunity has opened for external and internal candidates in highly-technical customer-facing roles to leverage the mix of technical depth and personal communication skills and land a lucrative Sales Engineering position, even from outside of a particular firm.

If you are looking to make a transition into Sales Engineering but don't know where to start, check out our Sales Engineer Jobs page.  Our Telecommunications, Applications, Information Security and Systems Integrator customers are hiring aggressively, and I foresee this trend continuing. 

Just make certain that you have a strong technical base in the product or services area that the hiring firm when you apply.  Technical and market domain knowledge, as well as a strong personal presence, and communications skills (for product demos, webinar, presentations, RFPs, etc.) are the ingredients for successful Sales Engineer.

Good luck!

Dan Sullivan

Check out all our current available Sales Engineer Jobs by clicking here.  

Also look at our recent Sales Engineer placements here. 

Today's HR professionals can feel the constant shifts of the ground beneath them. Everything is in flux.  The job market has shifted dramatically over the past few years. As AI takes center stage in both the tech world and everywhere downstream of it (which is, you know, everywhere), recruiting professionals are left with the dizzying task of finding qualified people to fill jobs that are no longer what they once were, and won’t be what they currently are for long. 

In case you’ve never thought about it, HR professionals post jobs that thousands of candidates peruse and submit resumes to. They then sort through those thousands of resumes in search of a diamond. The problem here is that diamonds are small and easy to miss when they’re hidden in mountains of coal and cubic zirconia. There must be a way to make your resume shimmer enough to catch these prospectors’ eyes. 

If you’re a graphics person, you can always send out cleverly branded and watermarked resumes, but what about the rest of us?  How can we stand out? We need an “it” factor, the written equivalent of a pocket square. 

If you're applying for jobs and not getting any feedback, it could be that you’re using a cookie-cutter cover letter and resume that are also being deployed by thousands of your peers.  HR people are painfully aware that most people blast off the same content to dozens of jobs without stopping to consider their target audience. They’re sifting through 1000s of resumes for haystack needles, for the candidate who looks like they were ready to begin yesterday. 

The question, then, is how to create that impression of readiness in a way that is eye-catching without being so eccentric that it’s repellent. For starters, consider taking the following suggestions:

1. Read the Job Description.  This seems too elementary to explain, but many people apply for jobs that sort of look like they might be right for them. This is understandable if you are looking for a job because you don’t currently have one. Unfortunately, shouting “please just give me a job!” at the sky and blasting reems of resumes into the void doesn’t work that well. Read the fine print, see if the job is really the right fit for your skill set, expertise, experience, and interests. If so, take the time to customize your resume. If not, forgo the spray-and-pray and continue your search. 
   
   
2. Write a New Cover Letter.  You've read the job description and decided that the job is as good a fit for you as you are for it. GREAT!  Now, write HR and tell them.  Be straight up. Point out all the outstanding reasons why you'd be the perfect candidate for the job.  Not any job, but their job. Note the details they mentioned in the job description and demonstrate how you're a match.  In other words, make their job easy.
   
   
3. Show, Don't Tell.  Your resume is a highlight reel of your career.  Show that you really fit their description. If the company wants to know if you've worked with big budgets, show them by highlighting when and how you've worked with big budgets in your resume.  Include specifics. By highlighting your specific experiences as they relate to their position, you're making it easy for them to want to meet you.
   
4. Trick Out Your LinkedIn Page.  I can't tell you how many people don't take advantage of all the cool features LinkedIn offers.  You can upload portfolios, graphics, job descriptions, get recommendations, and more. Just make sure all the details are up to date and match your resume.  

Take your time while you search for work.  Think quality, not quantity.  By refusing to contribute to the deluge of mediocre matches, you are taking a strategic stance with your career search that will put you in a much better position than the alternative approach. Keep in mind that you deserve to find the right fit.

When searching for a job, you spend so much time preparing for interviews and trying to impress employers it is easy to overlook a simple question, “Do I actually want to work here?”  

Being offered a job is exciting and you may be tempted to jump on the first opportunity that presents itself, but before you accept an offer many factors should be carefully considered to make sure this is the right place for you.  If you are planning on working full time, that time is equivalent to one quarter of the hours in the week.  You should be confident that this time you spend is going to satisfy you financially and is compatible with your skills, lifestyle, and career ambitions.   Here are the top 4 factors you should carefully access before saying yes to any job offer.

Who wants to work in a place where they don’t fit in?  Learning about the company’s Work Environment can help you determine whether a job is right for you.  Consider the firm’s dress code, company size, company culture and values and if they are a family friendly workplace.  If you are working in a comfortable environment where you feel happy, you will be more productive.  The work environment also includes what type of job security you will have.  Start-up companies are less stable than mature companies and if it is a mature company, research how well they have been performing and if they are well respected in your industry.

Benefits can be worth up to 30% of your total compensation.  Look beyond your salary figures to see what other financial perks come with the job.  Familiarize yourself with the medical, dental and vision insurance that is offered and what kinds of plans they have.  Also, does the company have a pension plan or 401(k) plan and do they match your contributions?  Other financial benefits that you should consider are tuition reimbursement programs, signing bonuses, and relocation reimbursements.  See if the job offers flexible hours or if telecommuting is an option as these are benefits that could cut down cost of commuting or work with your schedule.  

The Location of the job is a serious factor to consider.  Is relocation an option and is the cost of living in the new place different than where you currently reside?  For any job, relocating or not, consider what your commute is going to be like.  For car travelers, will you be able to get to work without sitting in stressful traffic?  Fluctuating gas prices, road tolls, and parking fees are all costs associated with your commute.  Don’t forget to investigate public transportation options or see if your company has a carpool.  The commute to work 5 days a week can set the tone for how you feel stepping into the office first thing every morning.

The right job should both sharpen and improve your skills while utilizing your talents and challenging you.  Ask yourself, “Will this job take me to where I want to be in my career?   People change jobs an average of ten times during their career and with each job change you should feel you are moving up on the career ladder.  However, make sure you are not applying for jobs that you are not qualified for.  HR can blacklist you if you are applying for jobs that are not a fit for your capabilities.

by guest blogger Colleen Moran

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