J Patrick + Associates Blog

Inside Steps on Career Advancement

Posted by Daniel Sullivan on Thu, Jun 04, 2015 @ 10:00 AM
career advancement
We all strive to be our best and develop successfully throughout our career. Successful recruiting agencies can help you in this process. In a changing marketplace, understanding the distinction between Career Advancement and Career Development can help clarify your goals and prime you for success. At J. Patrick & Associates, we understand employment dynamics and how to make them work for you.

Career advancement is generally thought of as an increase of skill or responsibility in the same role for which one was originally hired. Pursuing companies which support additional training and certification add value and supports career-advancement. In the AV/VTC/UC sectors, certifications such as CTS-i, CTS-d, CEIDA, Crestron DMC-D, and Extron are great when it comes to career-advancement over time.


Certifications build legitimacy as you advance in your career, but career development focuses on long-term professional development. If career advancements are the pages in a book, career developments are the chapters. Career development benchmarks include increased base-rate of pay, improved compensation packages, increased responsibility and the possibility of contributing to the long term direction of the company. Becoming an organizational decision maker is a hallmark of Career Development.


While discrete skills make up part of the career cycle, compensation packages and corporate culture engage the lifestyle needs of employees. Both specific skills and lifestyle needs are important.


Compensation packages vary between companies and the specific needs of employees. For example, the compensation package found attractive to a recent college-grad will look very different from the ideal compensation package sought after by an established professional.


The executive recruiters at J. Patrick & Associates have placed hundreds of candidates in the AV/VTC/UC sectors. We can help you find the kind of work and compensation packages that meet your needs.


Companies are stronger when talent is rewarded with the opportunity of career-advancement and the stability conferred by compensation packages with an eye towards career-development. Recognizing the interplay of these two factors can help you determine the next steps in your career. For more information on employment in the AV/TC and UC sectors, visit www.jpatrick.com/av-vtc/ or contact one of our sector specialists to see what J. Patrick & Associates can do for you.


Related Blogs:



Tags: Recruiter Tips, AV/VTC/UC, Career Strategies

Short-Term Employment Contracts Increasing in Popularity

Posted by Daniel Sullivan on Tue, Sep 23, 2014 @ 09:00 AM

describe the imageIn today’s economy and fast-paced, ever-evolving business market, hiring full time does not always make sense.  Your company may have a hiring freeze that prohibits you taking on a new staff member full time, reduce tax risks associated with 1099 independent contractors, avoid the negative press that comes with having to lay workers off, or evaluate a candidate’s skills prior to offering direct employment.  As such, many employers are looking for short-term workers to help meet deadlines or take on special projects.

For this reason, short-term contracts are becoming increasingly popular.  In fact, 80% of companies in corporate America use some form of contract staffing.  And now, a new partnership between executive recruiters J. Patrick and Associates and Top Echelon Contracting is making it easier than ever for employers to find great short-term talent.  

J. Patrick and Associates pairs companies with the right candidates, and Top Echelon then facilitates the short-term hiring process, creating an easy system for companies in the market for new hires.  Employers simply authorize billing by singing a weekly timesheet, and pay an invoice.  The Top Echelon team takes care of all administrative paperwork related to payroll, unemployment, workers’ compensation, taxes and benefits.  Additionally, Top Echelon completes background checks on employees and facilitates insurance protection.

Here are some of the biggest benefits to hiring short term:

  • Reduced employee costs: No workers’ compensation, employee benefits, added expenses for holidays, sick time and vacations, or administrative costs to worry about. Contract staffing also minimizes the risk of IRS and state audits because of worker misclassification.

  • Flexible, sole-sourced staffing: Match staffing levels to workload and individual project requirements to gain fresh, exciting new talent.  The hiring process is accelerated compared to a lengthy direct placement cycle, and contracts can be terminated at any time.  All of your staffing needs are also handled by one contact, so your company can minimize the hassle of coordinating invoices, payments and project needs with multiple staffing and recruiting vendors.

  • Temp-to-direct conversions: This essentially creates a prolonged trial period during which an employer can “try before they buy” to ensure the candidate(s) fit the corporate culture.

  • Maintaining budget controls: Contract staffing allows you to fill needed resources with a simple purchase order (PO), rather than depleting your capital budget.  With JP+A staffing solutions, companies can accelerate project pace and meet / exceed completion deadlines while eliminating unnecessary overhead.

Employees benefit by receiving full health, dental, vision, life and accidental death insurance as well as a 401 (k) savings plan.  Top Echelon also offers comprehensive insurance protection for hiring companies.  

For more information about how J. Patrick and Associates and Top Echelon can help your company with smart short-term staffing solutions, visit www.jpatrick.com.

Tags: Recruiter Tips, Job Search, HR and Hiring

Optimizing the SaaS Sales Funnel

Posted by Daniel Sullivan on Tue, Sep 09, 2014 @ 09:00 AM

Optimizing the SaaS Sales Funnel: Strong Prospecting and Negotiation Skills Are Just Part of the Process


An increasing number of business leaders around the world are now choosing to invest in cloud-based applications and services.  In fact, the global Software-as-a-Service (SaaS) industry is thriving, with an expected 2016 Compound Annual Growth Rate (CAGR) of 19.5 percent.


This strong avenue for revenue means that competition is heavy in the SaaS industry, so that even the best solutions will not sell themselves.  The sales process is shifting away from sales-based marketing to primarily education-based selling.  Advanced, multichannel, content-driven strategies, now used by 93 percent of global B2B marketers, are required to connect with business leaders and influence purchases.  Here are some ways that content is being used to drive sales:


Content educates customers: Customers today want to see more than just a spec sheet before making a purchase—especially when it comes to buying software.  They want to watch videos, read blog posts and listen to podcasts.  To further inform their decisions, they also desire to see case studies and white papers about how other companies benefitted from the same solution.


Content generates leads: A great piece of content will be shared across social media channels, and will be discoverable on Google.  This attracts new leads and helps drive unique visitors to websites.  And by analyzing click rates and downloads, salespeople can analyze great prospects worth following up with a call.


Today’s high demand for content is creating a youth movement in the SaaS industry. Companies are looking for young sales professionals—primarily 26 to 34-year-olds—who have grown up accessing content on the Internet and are, therefore, more expert at social media than some of their senior counterparts.  The current market demands that these salesmen hit the ground running and reach key targets easily and quickly.


Strong selling mechanics are just a small part of the SaaS sales process.  Today’s SaaS companies are investing in young talent with the intention of molding these professionals into high-end inside sales leaders who can generate business through referrals.  In order to be considered in today’s competitive, data-driven market however, candidates must also add a few new skills to the resume: creative and technical writer; strong prospector, lead nurturer and speaker, effective cross and up-seller; and expert marketer.


As an executive recruiting firm that focuses on Executive Management, Sales, Marketing and Technical roles within Information Technology markets, J. Patrick and Associates has a firm grasp of today’s evolving SaaS industry and professional candidate pool.

Looking to fortify your team with qualified SaaS salesmen?  We can help.

Are you a candidate seeking a position in the SaaS industry that satisfies the requirements mentioned above?  Contact us today!

Tags: Recruiter Tips, SaaS, HR and Hiring

6 Little Known Reasons Why You Can Get Hired in November and December

Posted by Daniel Sullivan on Fri, Nov 15, 2013 @ 10:00 AM

6 Little Known Reasons Why You Can Get Hired in November and December

Screen Shot 2019-05-09 at 1.15.57 PM

By Lisa Rangel


When I was a search firm recruiter, I found getting hired during the holiday months of November and December was very feasible and were often close to my top billing months for the year. Yet all I hear from job seekers and corporate recruiters this time of year, “The holidays are slow for hiring.”  Well, don’t believe it!  If you are still energized, then keep your job search going through the holidays. Here are 6 Little Known Reasons Why You Can Get Hired in November and December and how your efforts can pay off:

(1) I found that jobs open at the end of the year were often business-critical functions within the organization and, therefore, companies hired in November and December quickly when a close-to-the-right candidate surfaced. If the position was not pivotal, then the company would have hired in January, if they could.

(2) Organizations on a fiscal calendar year always tried to use budget dollars and/or fill approved openings to not lose the money or head count for the following year.

(3) Candidates who are suitable for open jobs during this time have a greater chance of getting hired since many of their competing candidates postpone the search until January—candidates still in the job search game are up against less competition in November and December.

(4) With holiday parties and “thank you to our vendor/client” events, it is an exceptional time for candidates to network without actually looking like they are job hunting. Additionally, because business for some industries could be slower during this period, this time is ripe for being able to dart out for an interview without raising eyebrows.

(5) Companies that have a strategic plan to hiring tend to want to seek out talent in December, since it is a down time for many US-based organizations. Reactive companies may sit out on the side lines until their next opening comes around in the New Year, but better quality companies take action during December to court the best people to add to their ranks.

(6) If a US-based candidate is targeting a global company that organization may not slow down during US holiday periods. Keep in mind that every culture may not celebrate a holiday during November or December. So if international assignments are what a candidate is seeking, whether the candidate is US-based on not, stepping up the search during this time can improve the odds of landing a global role.

Bottom line is if you are exhausted and need a break or if you have family obligations that are preventing you from conducting your job search, then post pone the search until January. There will certainly be positions to apply for during the New Year. However, if you are still pumped up to do a search, then keep going. Do not stop simply because you ‘heard’ it is slow. Capitalize on what the season offers job seekers. Make the most of the lower volumes of candidates applying and the increased amount of social opportunities the season provides. Get hired in November and December with your committed efforts…Best wishes to you!

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

Tags: Recruiter Tips, Job Search, Job Interviews, Career Strategies

Recruiting and the Five Forces

Posted by Daniel Sullivan on Fri, Nov 01, 2013 @ 10:00 AM


Revisiting Michael Porter’s classic work, “The Five Competitive Forces That Shape Strategy,” offers some insights on the state of the niche recruiting industry.  The article puts forth a model that is intended to get managers and investors thinking about competition structurally. 

The five forces are the direct competitors in an industry, buyer negotiating power, supplier negotiating power, the threat of new entrants to an industry, and the threat of substitution.  These forces are in turn affected by secondary factors such as technology, industry growth rate, and government regulation.  Viewed through a broad lens, Porter’s model focuses on the forces that define a firm’s business environment in addition to assessing the effects of direct competitors’ actions within it.

Not surprisingly, the launch of LinkedIn Recruiter (LIR) has sent shockwaves through the executive recruiting industry.  It is just the kind of disruptive technological factor that causes a rebalancing of Porter’s forces within an industry.  In short, LIR is a database that offers hiring firm access to over 238 million job candidates bundled with a talent management system and analytics platform.  This platform would appear to reduce the time/cost barrier to entry for in-house HR managers who could now use this subscription service instead of retaining an outside recruiting firm.  Based on Porter’s model, one might initially conclude that the launch of LIR led to a strengthening of several forces within the executive recruiting industry, including, increased customer negotiating power, the threat of substitution and the entry or enhanced participation of other players in the market (both LIR and hiring managers).  After all, the hiring firm could now purchase a $400/month subscription to LIR and forego an upfront fee required by a recruiter.  The hiring firm could now choose to substitute LIR for the services of a recruiter and manage large amounts of talent-search data and processes in-house.  Lastly, the hiring firm could utilize LinkedIn services intended to enable the hiring manager to more effectively taking the do-it-yourself road to procure new hires.


However, this isn’t the full picture.  LIR is only as good as the person using it; smart hiring managers recognize that the costs of vacancy have a far more significant impact than the cost of hiring a recruiter.  Put simply, the database of potential candidates is just a tool used at the beginning of the hiring process to establish a baseline.  Note also that it doesn’t reflect intangible, but important, aspects of human resource management.  That is to say, that wrong hiring can negatively affect a company’s corporate culture and generate costly internal stresses.  An understaffed firm is statistically more likely to experience higher turnover.  The Labor Department estimates it costs an average of one-third of a new hire’s annual salary to replace him or her.


While the power of the LIR database is potentially immense, it doesn’t convert interest to intent.  This is where the value of a recruiter cannot be eroded because sourcing talent is just one step of the hiring process. J. Patrick + Associates (JP+A) has weathered this kind of disruption before in the mid-1990s, with the rise of sites like Monster.com and Career Builder.  While these entities promised to be the universal recruiting solution to a hiring firm, in the end, they turned out to be not much more than glorified classified ad boards.  What was true then is still true now; unlike a massively computerized checklist, recruiters bring deep, industry-specific knowledge, strong, enduring relationships, and hiring experts to the hiring process.  The recruiter is equal parts consultant, advisor, researcher and counselor to both the candidate and the hiring firm.  A good recruiter builds trust, and this takes time and commitment.  Recognizing that sourcing is just the first step, the recruiter then translates interest to intention and walks the potential candidate through the process by preparing, communicating, qualifying and following up on each phase in the hiring process until the candidate has been successfully on-boarded by the hiring firm.  Dedicated and experienced recruiters like JP+A will always add value because databases simply can’t replace them. Too many skills are required to be a quality recruiter and these take years to develop.  There are no short cuts. This brings us back to Porter’s ruminations: it is precisely these skills which differentiate the recruiter from an online service and enable him or her to offer enduring, competitive value in the face of a structurally changing business ecosystem.


When you need to assemble a talented, motivated, and dedicated team it’s time to consider a firm with proven expertise and resources, like J. Patrick & Associates, to provide the results your business demands.

Build Your Team! Start Here

Tags: Recruiter Tips, Job Search, Job Interviews, Career Strategies

How To Have The Right Job Find You

Posted by Daniel Sullivan on Tue, Oct 22, 2013 @ 10:00 AM

describe the image

Looking for a New Job? Make Sure The Right Job Can Find You!


Make no mistake--being found by the right job is not a passive job search tactic. Eliminate the vision of sipping margaritas on the deck waiting for recruiters to call. Today’s job seeker must put a lot of thought and hard work into ensuring she/he is a part of communities where hiring managers source for viable candidates.


There is much written about how to find the right job.  However, one of the most overlooked items in a strategic job search plan is how to ensure the job seeker is searchable—or how to have the right job find you.  With the prolific rise of the internet to source candidates by corporate and search firm recruiters, it is paramount that job seekers take steps to ensure they can be located and sourced for the positions they seek.


Recruiting for an open position by posting an ad is one of the last tactics a recruiter wants to utilize. It is a waste of their time to wade through a flood of resumes, which often contains many poorly-qualified candidates.  So it is not very effective for job seekers to apply through a job board posting. Recruiters source and recruit--and candidates that are present and active in those pools get attention. So how do you become that candidate?  Read on to find out what you should be doing to be able to be found by the right job! 


  • LINKEDIN TITLE: Ensure the title of your LinkedIn Profile states your situation and what you are looking for in your next role. It helps your network help you.  For example, do not have your title be simply “SVP – Strategic Marketing.”  Instead, have it read, “Marketing SVP | Consumer Products | Digital & Traditional Strategy Expert“


  • SOCIAL MEDIA STATUS UPDATES: Stay present in the information stream by regularly updating your social media status.  This way, you keep yourself visible to your connections and audience.  Out of sight is out of mind--in order to be thought of for particular roles, you need to be present and top of mind. 


You can update your status by offering pertinent industry information, attendance to virtual and live tradeshows, participation in industry learning events, volunteer activities, or athletic and hobby achievements.  This way you are branding yourself as well as demonstrating that you are a life-long learner     and an active-in-the-world type of person. This is highly desirable to prospective employers.


  • BE SEARCH TERM RICH: Hiring managers use search terms to locate candidates for the positions they are looking to fill. Ensure your online resume, social media profiles, status updates, user group discussions and blogs all have relevant key words peppered throughout the text. The more search terms you have that are well-placed, the more you increase your chances of being discovered in a recruiter search.


  • YOU CAN NEVER HAVE TOO MANY FRIENDS: Ensure you qualitatively maximize your connections, friends and tweeps. This does not necessarily mean you just randomly increase your numbers, but do thoughtfully to expand your reach within each social media medium.  Specifically on LinkedIn, the larger your connection base, the exponentially larger your third degree reach is to search for prospective hiring managers within your target company list.


  • JOIN RELEVANT SOCIAL MEDIA GROUPS: If you have exhausted your connections for the moment, you can increase your reach through joining relevant social media groups. Find groups in your present discipline, previous fields, industries you have interest in, geographical relevance, etc.  This optimizes your search results by expanding the pool of networks.


  • JOIN LIKE-MINDED USER/INDUSTRY GROUPS: This can be done both virtually and physically.  For example, financial recruiters often seek out executives through groups like Financial Executives International or Financial Executive Networking Groups. IT recruiters source candidates in online user groups on gaming, specific programming languages, products, and shareware. Become an active participant at the in-person events as well as in virtual discussions and see how you get noticed for your knowledge and generosity with information. Follow up with new and previously-known contacts after the group’s get-togethers. Contribute to online publications and newsletters. Again, stay visible so you can remain top of mind.


  • ANSWER QUESTIONS & INQUIRIES: Offer insight to specific questions posed by individuals both inside and outside your network. Often it can be awkward to introduce yourself to someone. But if a person you would like to engage poses a question in an online forum, feel free to offer your expertise or insight to break the ice.  This is a great way you can begin to develop a relationship with that individual.  Plus, you never know what recruiter is reading your answer and taking note of what skills and knowledge you may have to offer.


  • GIVE TO GET: This is a universal networking mantra. All the previous tips have this underlying philosophy as its basis. When applied to job seeking, give leads to others that are not fully suited for you. Offer candidate referrals to corporate and search recruiters.  Post resources that can be helpful to those in your industry/discipline. You can be helping people within your network even as you are looking.  In turn, when positions applicable to you arise, your network will remember your generosity and want to assist you. Metaphysically speaking, if you are giving to the world, somehow the world gives back! It may not come back to you exactly from sources to which you gave, but it will come back, often from unexpected places.


These are a few ideas to jump-start your job search.  Use them to ensure you are not only seeking the right job, but also can be FOUND by the right job!   In no time, you will be on your way to a great new chapter in your career!  

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

Tags: Recruiter Tips, Job Search, Job Interviews, Career Strategies


Posted by Daniel Sullivan on Fri, Oct 18, 2013 @ 10:00 AM


describe the image

It can be extremely frustrating and demoralizing to not get any response from search firm recruiters after you have submitted your resume to them. You may feel you’re perfect for the job posted and know you can succeed at it, however you never hear back.  It is hard not to take things personally.  However, there are some easy solutions to keep you upbeat about your job search, and get better results! 



(1)   Set yourself up to succeed.  Know your background and see if it matches what recruiters are looking for.  If you are missing even one piece of what is being sought, they won’t be sending your resume to their client. If you know you have a background that is lacking what the recruiter needs, no matter how well-qualified you are, you are wasting your time.  Stop approaching recruiters and instead find other channels to present and market yourself and your experience.  Network, apply directly on company websites, and update social media to ensure you are active and top of mind. 


(2)   Commit to doing the work YOURSELF needed to execute an effective job search plan. There are no short cuts. Do not pay someone to do the dirty work. If you need help, pay someone to show YOU how to do it correctly. But the key is to do it yourself.  If you need to update your credentials, learn about what is going on in the industry you want to be in, or grow your network, do it.  There is no time like the present!


(3)   Be Creative In Your Job Search. Use venues that increase your chances of being reviewed and called for a particular job.  If you have a background that is not going to be attractive to search firms, then choose other venues: Use target company lists, industry-focused job boards and networking groups.  Utilize LinkedIn and other social media sites.  Check out company websites, career fairs, and even volunteer in relevant fields. 


(4)   Quality over quantity.  Better to create a target list of companies and do research. It is more effective to mindfully pursue 30 leads directly than to send a mass, impersonalized, poorly-targeted email to 3,000 people.  The less effort you put in, the less results you get back.


(5)   Commit to have the best branding presentation ever. So many cover letters and resumes are poorly written, formatted in an amateur manner or simply do not do the candidate any justice.  Make sure your communication documents (resume, cover letter, LinkedIn profile, networking communications, and blogs) help put your best foot forward.  This will ensure you are not automatically disqualified due to careless errors or omissions. 


Using these 5 suggestions may not be a guarantee that you will get a call back for every position you apply for.  However, being proactive and using all the opportunities out there will help you remain upbeat and in control of your job search!

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

Tags: Recruiter Tips, Job Search, Job Interviews, Career Strategies

11 Reasons Why Recruiters Don’t Call You Back

Posted by Daniel Sullivan on Tue, Oct 15, 2013 @ 10:00 AM

11 Reasons Why Recruiters Don’t Call You Back


describe the image

Frustrated by search firm recruiters not calling you back after you have submitted your resume to them?  Feel you’re perfect for the job posted and baffled by the fact that you haven’t heard back?  Here are some answers as to why you haven’t heard back, and some things you can do to better optimize your job search. 


(1)      YOU may think you’re qualified, but that does not mean THEY think you’re qualified!

Search firms are paid a significant fee to evaluate candidates that the client company cannot find on their own. They are charged with having to determine if a candidate will exceed expectations for that client in the given job. The client company gives the search firm a series of parameters to meet that justify paying a fee to the search firm if the candidate embodies those requirements.


Frankly, it just does not matter that you think you can do the job. The search firm has to ensure you have ALL of what their client expects:  the proper years of experience, company caliber exposure, demonstrated track record of results, culture fit potential, professional training and educational credentials. If you are missing even just one piece of it, typically you will not be considered by the search firm and your resume will never be submitted for the job. 


As long as you have not been contacted by the search firm or submitted to the company by them, apply through a different venue (networking, applying directly to the company website, etc) that does not add a fee to your head if hired.


(2)      Search firms are not paid by you, and therefore, do not work for you.

Reputable search firms are only paid by their client company. The company is their client--not you, and they do not exist to find you a job. Credible search firms do not accept fees from candidates for representation to companies, and only get paid when they actually make a placement for a company.  If your background will ensure that they get that placement fee, rest assured that they will contact you.


(3)      You paid a firm to send your resume to 1,000 recruiters…and it shows.

If you are doing a mass emailing, you cannot expect personalized response results. Even a very successful direct email campaign has a response rate of just 1-2%.  If you have a properly targeted, well-written direct campaign to 1,000 contacts, you will get 10-20 quality calls. If you have a well-written campaign sent to a random sampling of recruiters, you may get 5-15 calls from recruiters who may not place what you do.  And if it is an untargeted, poorly written campaign, no one will call—or you will receive calls to sell you job search services since you clearly need some help!



(4)      Search firms don’t place what you do.

You are a Medical Director of a Big Pharma Firm and the recruiter places digital media experts within advertising agencies. You live in Wyoming and the recruiter works with companies in Illinois and Texas.  No matter how great you are and how good your experience and achievements are, you are not getting the call. It is important to know the capacity of the search firm before you send your resume.


(5)      The search firm has no idea what you do.

Your resume is filled with so much corporate-speak and fluff that they have no idea what you do.  Saying “Leader in the industry” does not help anyone understand what you do. What kind of leader? What level of leader? What industry?   What did you achieve? If the recruiter has to work at figuring out what you do, you are not going to hear from them.

(6)      They do not have the right job for you.

The search firm actually thinks your background is amazing. They know what you do and are impressed where you do it and how you have done it. But they simply do not have the right job for you. Given that recruiters need to focus on finding candidates that can fill their jobs to make a living, they most likely will not have time to call you.


(7)      Your background is not worth a company paying a fee.

This may sound harsh, but it is true.  If you are unemployed or you have too many jobs in a short period of time, you may fall into this category.  If you do not have a series of promotions or you have an eclectic group of varied experiences, you are in this boat, too. This is a simple economics issue.  The supply of these types of candidates is too great right now and companies will not pay a fee unless your background is worth it.


Accepting this fact about yourself does not mean you are doomed to not find a great job. It just means you will probably not find one through a search firm. This really is not that bad of a situation. Search firms account for a very small percentage of hires in the US.  Most hires are made through networking!  So companies will hire you, just through other venues without the price tag attached—so go to those venues!


(8)      The search firm is overwhelmed and, unfortunately, cannot get back to every applicant with the “Thanks, but no thanks” email.

Don’t take it personally when recruiters do not call to tell you that you are not right for the job. Do not cause yourself added stress by thinking it is personal—it is simply a logistics issue regarding limited resources.  With the volume of resumes that third party and corporate recruiters receive in today’s market, it is physically impossible to get back to everyone. To help ease the rejection you might feel, set goals for outbound activity each week, knowing that only a certain percentage will reap results. It is all a numbers game.



(9)      Your resume has been posted on all the job boards for a long time.

Companies pay recruiters to find candidates they cannot find themselves. If your resume is posted on many job boards for any significant length of time, you are not exclusive. You are readily available and easily found. When I recruited, I had company clients tell me I could not submit candidates that were found on the job boards--even if I sourced that candidate myself or the candidate was referred to me!  As frustrating as it was, I understood.  Why would they pay a recruiter for someone they could easily find on their own? 


Does this mean you should not be on the boards? Not necessarily. It depends on your story.  If you are not working or know that your company is going to be laying you off and you cannot be without a job, do what you have to do to get that next job.  If you know you will not be well served by recruiters, then you must use other means.  But consider being selective and not post yourself everywhere. Or consider submitting to job postings only. The best option is to commit to networking within the target company list you create and approach contacts directly.


(10)  You are looking to switch careers or start your career.

You are a successful pharmaceutical sales manager, who just recently graduated with a bachelors in accounting. Now you are looking to get an entry-level position in accounting.  The best option is to contact companies directly for a position in your new career. A recruiter cannot help new college graduates or individuals who want to change careers. Why? Remember, recruiters get paid by clients to find candidates who have had prior success in a job similar to the one they need to fill. A company is not going to pay a recruiter to hire someone to start a new line of work with no proven track record in the field.


(11)  Don’t test the waters on the recruiter’s time.

On paper, you may appear too comfortable in your job.  Recruiters want to work with candidates who want to make a move.  If it seems you may be shopping or comfortable, but not serious about a new position, your resume will be passed over. Reformat your resume to show career progression, achievements and promotions.  If you present yourself as someone out looking for the next ripe opportunity and who gets results, you increase your chances of getting the call.



You may find that you identify with a few of the reasons and fall in a few categories above.  Does this mean you are not destined to find a job?  Absolutely not!!  This is a lesson in marketing and economics.  Instead of expecting results from recruiters, you need to present your background in venues where you will be reviewed and perceived as a valuable candidate that should be hired!



Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.


Tags: Recruiter Tips, Job Search, Job Interviews, Career Strategies

How Being Private Is Affecting My Job Search

Posted by Daniel Sullivan on Fri, Oct 11, 2013 @ 10:00 AM

How Being Private Is Affecting My Job Search

Is Being Too Private Killing Your Job Search? Four Ways to Use Social Media and Be Found Online!

A high-level executive is eager to find a new job.  He uses Facebook for personal things, is present on Linkedin but barely uses it, and sees no value in Twitter.  He states he is looking diligently at job boards and networking strategically but has gotten nowhere in his search. He believes it is vital to maintain his online privacy, and it seems to be working:  he is so private, no one can find him!  It is impossible in this day and age to conduct a job search without using these social media tools in a robust and proactive way. 

There is one thing most people looking for a job may not realize: Recruiters automatically filter out the less technically savvy from their applicant pools by using these tools. So make sure you are present in these mediums, or consider yourself filtered!

There are certainly legitimate safety reasons for some to remain under the radar and off the grid. I am not advocating publishing your social security number or the answers to your banking security questions on public domain. However, with the exception of a select few individuals, both passive and active job seekers need to have a branded presence on the web to ensure the other aspect of their search strategy can be effective. Everyone must have a vibrant online presence in order to be found by the right people--those who can lead to the next opportunity.

  • Have at least 250 LinkedIn connections. 

-          You are already on LinkedIn, so make it work for you. If you consider people on all levels from many different aspects of your life (professional employment, education, childhood, family, friends, neighbors, vendors, clients, service partners, personal services, hobby enthusiasts, extracurricular activities…you get the idea.), you can reach this connection threshold. This will improve your qualitative search result dramatically to yield you better job search leads.

-          Side consideration: If you are thinking, “LinkedIn never really worked for me.”, ask yourself, “Do I REALLY work it?”  Would you walk into a networking event, not speak to anyone, and then come out and say “Wow, what a waste of time…no one spoke to me and I did not receive one lead!” Of course not!  You need to think of LinkedIn in the same way--use it to proactively reach out to others to make it work for you.

  •  Strategically use Facebook contacts to help your boost your job search network. 

-          Using Facebook for mostly personal stuff is okay, but consider contacting certain people offline to connect with them and determine if you can help each other out in a professional and meaningful manner.  You won’t be able to help everyone and everyone will not be able to help you, but all you need is a few key contacts to help bring you to the next level in your search.

  • Start using Twitter, even if you don’t tweet!

-          If you are not sure what to say in the 140 character limit, then don’t say anything!  Instead, create an account to follow recruiters in your industry and/or discipline that post positions in which you have an interest. You can be a silent presence on Twitter until you are ready to tweet—which may be never. But until then, do not let this goldmine of opportunity pass you by.

  • Create a searchable webpage housing your resume, achievements and means of contact.

-          This page only needs to include your general location, phone and email. Specific identifying information does not need to be listed. Even general location does not matter if you are open to relocation or are looking for virtual positions or jobs that naturally require significant travel.  You can even create an email address for your public page that is different from your personal email address.  As hiring managers run searches for what you do, doing this ensures you can be more easily found by them.

With many cases of identity theft occurring every year, online privacy is obviously extremely important.  But when you need to advance your career, get out of a dysfunctional company or end your time in transition, there is a way to prudently advance your online professional profile that doesn’t risk your security.   Otherwise, you have to consider the consequences of staying hidden and determine if it is a cost you are willing to pay in the form of stagnant career or unemployment.


Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

Tags: Recruiter Tips, Social Media, Job Search, Job Interviews, Career Strategies

The Three Components of An Effective Branded Resume

Posted by Daniel Sullivan on Fri, Oct 04, 2013 @ 10:00 AM

The Three Components of An Effective Branded Resume




By: Lisa Rangel, Chameleon Resumesdescribe the image


The most effective resume is a branding document showcases a job seeker’s previous experience in a way where a prospective employer can see how the job seeker’s expertise can work within their organization. When this happens, the prospective employer sees how the job seeker’s experience can help their organization achieve results and will call the job seeker in for an interview.  A traditional resume, that only houses job duties, does not outline achievements and is visually boring cannot stand up to a well-branded resume.  

There are three things that differentiate a branded, contemporary resume from a more traditional one:  Searchability; Results, and Size & Scope.


Can your resume ensure that you are found in an online search by a prospective employer, whether that resume resides in an applicant tracking system (ATS) or is the basis of your keyword optimized LinkedIn profile? A successful job search in today’s times has two active components.  The first component is to perform the actions that help you find the right job. The second is to include the activities needed to enable the right job to find you. A keyword-optimized resume that is searchable enables hiring managers and recruiters to find you when looking for talent with your skill set.

In this digital age of LinkedIn, Facebook, and online resume pages, finding the perfect candidate is driven by various search engines.  It is absolutely vital for your resume to house keywords and phrases used by hiring managers in searches so your resume can be found. If your resume can’t be found, it won’t be read and you will not land an interview; it’s that simple. 

If you don’t know what terms to include, use an employment website or job board to look for positions in which you are interested.  Including the phrases and words from these postings naturally in your resume, alongside your achievements for each of those functions will improve the likelihood that your resume will be found in employer searches.  


Every job seeker out there today needs quantifiable results on their resume. Results are what employers want, and in order to sell yourself, you need to demonstrate what you were able to achieve.  Here are some examples of questions you might ask yourself to help define your results:

-          If you upgraded software, what were the labor cost savings?  How much employee payroll time was saved by the conversion?   

-          If you launched a marketing campaign for a major consumer products firm, what was the ROI on the marketing dollars spent for the product launch? In what time frame was the profit/revenue realized? 

-          If you managed a pharmaceutical drug development department, how many drugs did you bring to market? What revenues did those products generate? How long was the process?

Size and Scope

Understanding the size and scope of your previous companies helps the hiring manager determine how you can fit into their organization. Saying you did something without the context to support the statement leaves a gap in understanding. Tell your prospective employer about the environment in which you performed these tasks.  Here are some examples of how to put size and scope into each point on your resume:

-          Did you manage an IT department of three, thirty or one hundred and thirty employees?

-          What was the technology budget that you were accountable for--$10,000, $100,000 or $1,000,000?

-          How much savings did your last three IT initiatives generate?

-          How many new employees did the 10-person team you supervised get promoted in the past twelve months?

There is no right or wrong answer to any of these questions, but it starts to flesh out the details of the types of environments in which you have performed, and paint a picture for the prospective employer. 


Your resume is part of your employment brand and it needs to tell the story of your experience, achievements, and include information about the environments in which you worked.  Additionally, what it says about you should be reflected in a consistent manner on your LinkedIn profile, Facebook page, and online resume page.  This ensures that you are found in job searches, can demonstrate that you achieved measurable results, and that you are the excellent fit that the hiring managers are seeking. 


Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

Tags: Recruiter Tips, Job Search, Job Interviews, Career Strategies