Why I Take a Walk…

07/24/14 0 COMMENTS

My mind seems “full” lately — you may have experienced this. While I’ve committed hours and hours each day to absorb words, facts and figures, my devotion to “down time” has been — well, paltry. I’ve neglected that part of work life that we all need, to pause, reflect and process information. (Because of this, I’m certainly less productive.) Being busy is a great thing — information overload another. To be productive in life and work, we shouldn’t “bully our brains”.

I’ve recently read a fascinating article about how some of the most incredible individuals of the last 400 years, chose to spend their time. (See it here. More on the book Daily Rituals, by Mason Currey, here.) While their areas of expertise were varied (and remarkable), there was one obvious link among many of them: From Milton to Tchaikovsky, many set aside time for a daily walk. A few ventured alone. One with family.

Shame on me — I really know better.

Here are just a few of the benefits:

Digestion. I’m not referring to gastronomy — I’m referring to all of the information you’ve taken on-board today. It’s difficult to see patterns, and develop connections when your brain isn’t allowed the time to process effectively.

Fresh air. I love my office, but a change of scenery does help me to feel rested and refreshed. Unfortunately, I don’t have access to a beach, skyline or a handy mountain range to view, as some of my lucky colleagues. But the breeze is just as refreshing here in the mid-west — and the birds just as vocal.

Lowered anxiety. With our busy work lives comes our unshakable friend, anxiety. Physical exercise has great way of managing this nagging work life by-product. You simply have to make the commitment to incorporate exercise into your day.

Digital reprieve. Not sure how much time you must spend in front of a computer — but I do a lot of my work on-line. At times, I simply forget there is more to life than a keyboard.

I’ve committed 20 minutes each day this summer to get out and walk. Whether it’s a stroll around your office building, a nearby park, or a quick trek down the block to grab lunch and back — I challenge you to do the same.

Dr. Marla Gottschalk

Lennar Colorado Celebrates 60th Birthday At Its New Home Communities

07/14/14 0 COMMENTS

Date: 07/10/2014 | Colorado

For over 60 years, Lennar Colorado has had the reputation of building excellent homes of quality, value and integrity. Lennar has followed these same principles at their beautiful new home communities. These extraordinary new homes offer a tremendous value with tons of upgraded features already included. You are invited to come help Lennar Colorado celebrate during their 60th Birthday Sale happening July 7th to 13th!

As Lennar’s birthday gift to you, they are offering “60 Years, 60 Deals*” at select communities throughout the Denver area! Plus, $6,000 price reduction for this week only! You won’t want to miss out!

“We feel honored that we have been able to serve the needs of home buyers for so many years and are excited to celebrate this milestone with our buyers,” said Rusty Crandall, Division President. “From the beginning, our company has always catered to our home buyers and provided them with the superior care, quality and attention to detail that they deserve – this is also the standard we have used at all our homes across Denver.”

The communities offer a wide variety of floor plans ranging from 1,542 up to 3,937 square feet, two to five bedrooms, two to four bathrooms, and spacious living areas in 11 cities throughout Denver.

These communities include a high level of standard features and introduce a new level of upgrades in its Everything’s Included® package. Among the most noteworthy of these features are slab granite counter-tops, beautiful upgraded cabinetry, hardwood floors, full unfinished basements, air conditioning, Nexia™ Home Intelligence home automation* and much more.

For those looking for options for dual living situations, Lennar’s Next Gen® – The Home Within a Home® floor plan has been a favorite among buyers and presents a wonderful residence for multi-generational families. The Next Gen® suite is attached to the main home and includes a separate entrance, living space, kitchenette, bedroom and full bath. Lennar designed this floor plan to be incorporated into the main home floor plan in a way that allows it to be a separate space but also offers direct access from the main house, depending upon the family’s needs.

Denver is known for outdoor activities, such as, skiing, snowboarding, hiking and, exploring the variety of parks and trails the state has to offer. Colorado holds tons of family fun by taking in a Denver Broncos, Colorado Avalanche, Colorado Rockies, or Denver Nuggets game at the Pepsi Center or Coors Field.

Founded in 1954 as F&R Builders headquartered in Miami, Florida, Lennar Corporation began building their well-known reputation for high standards, quality construction and uncompromising value. In 1971, F&R became a public company under the corporate banner of Lennar and has since grown to become one of the nation’s leading and most respected home builders. Lennar has a longstanding history of building exceptional homes in only the most well planned and desirable locations throughout the country.

For further information, call 303-507-9393 or visit Lennar.com/Denver.

12 Habits of Successful Recruiters

07/08/14 0 COMMENTS

Being the best is no easy task. It requires hard work and discipline. It doesn’t take long to realize how dedicated you have to be at your craft, in order to be the best at it. The world’s best recruiters know and understand this. To excel at their craft, they have learned to develop a set of habits, which define the set of skills that make them part artist and part scientist. These big cats carry with them a set of 12 notable habits that highlight the makeup that makes them great.

1. Driven By Vision

The greats are always driven by their vision to be the best. The best recruiters have a vision that compels them to succeed. And what is that vision? It’s the ability to transform recruiting strategies from vision into reality that sets the tone for top recruiters. They know how to implement recruiting strategies based on their ability to prioritize, communicate, and use technology.

2. Know How To Prioritize

Part of being the best is being able to decide what needs to be done, in what order and when. Moving from one point to another requires prioritizing. The best recruiters get work done, because they are doers that can move from A to B as quickly as possible. They are able to prioritize tasks through to-do lists that can take as little as ten or twelve minutes to put together, and save at least two hours from wasted time and effort.

3. Personalize Communication

The best recruiters can amplify communication between employers and candidates, simply through personalized communication. They speak in a language that’s frank and straight to the point, but also sincere and genuine. They know that if they can effectively communicate an employer’s brand to candidates, then 68 percent of them are likely to accept a lower salary if given a great impression.

4. Practice Makes Perfect

When you’re the best, it’s because you never stop fine-tuning your craft. Top recruiters are always working to improve. They take the time to learn and get better by practicing what they have learned. It’s not uncommon to see recruiters spend at least three hours every day sourcing candidates. Getting better always takes time and effort. There may not be too many, if any, recruiters that don’t understand this.

5. The Trendy Type

The best can stay at the top of their game by applying forward HR thinking and trending strategies. They would see that 47 percent of Millennials admit to finding an employer’s online reputation on equal footing to the job being offered, as an opportunity to seize social HR recruiting, according to Spherion Staffing. Top recruiters are able to see what the year will bring them.

6. Tech-savvy

There are over 300 million users on LinkedIn, which makes for a fairly large playing field. Besides the obvious fact that recruiters need to be engaging candidates through social networks, they need to know how to use technology to their advantage. There’s a large pool of talent out there, and finding it may require knowing to use an applicant tracking system or conducting online video interviews. Whatever the case, the best recruiters have no trouble with using technology to handle their business.

7. Use Social Media

You probably won’t find too many recruiters that don’t operate in social networks to find candidates. Today, about 91 percent of recruiters are using social media networks to recruit candidates. And why wouldn’t they? The user bases on Facebook, Twitter, and LinkedIn are huge. These networks create an opportunity to engage with candidates in real-time and establish connections.

8. Talent Community Builders

Social networks are great for establishing connections, but what good is this connection in the long-term if you can’t harness its true power? Great recruiters not only work to match candidates and employers together, but to establish long-term relationships with both sides to build trust, customer loyalty, and referrals. According to the CIPD/Hays Resourcing and Talent Planning survey, the ‘war for talent’ rose from 20 percent in 2009 to 62 percent in 2013. Building a talent community or pool is a much more effective way to play the game.

9. Super Effort Trackers

Nothing spells disaster like not knowing where your effort is best being spent. The best usually know why they are the best. Top recruiters learn in what aspects of their work they excel in by tracking metrics that can tell a story of their progress. In 2013, 40 percent of employees who started out in a new position left their jobs voluntarily after six months, based on data from the workforce insights arm of credit-reporting agency Equifax. Top recruiters work to minimize this percentage; it does not count as a win and reduces the chances of receiving a referral. Knowing information like this tells them when something’s wrong and needs fixing.

10. They Go The Distance

The best recruiters always give it everything they got from beginning to end. They go all in. Matching candidates and employers correctly means the candidate is more likely to stick around because they are engaged. Companies with engaged employees earn two and a half times more revenue than companies with low engagement levels. Not only does everyone win when this happens, but the best recruiters know this kind of pay-off drives personal business results that are worth going the distance for.

11. Build Reputation

A smart recruiter keeps it real with candidates and employers. They do so because this is who they are. The best recruiters use their engagement, customer satisfaction, and candidate referrals to build a reputation for themselves. Candidate referrals tend to experience greater job satisfaction and stay longer at companies: 46 percent over 1 year and 47 percent over 3 years. It doesn’t happen overnight, but the best recruiters can build a candidate referral pipeline that they are known for, and have earned by being upfront about the recruiting process.

12. Ready For The Next Task

It’s never all said and done with the best. There is always a chip on their shoulders. Great recruiters are ready for the next candidate placement task or emerging recruiting trends. They are not afraid of tomorrow, because they are well prepared for it. They are target-driven, due to their vision they have turned into reality through their recruiting efforts.

Job-seekers! Actions you must take while seeking employment.

07/02/14 0 COMMENTS

1. Applying directly to job postings should represent no more than 20% of what you do. Getting referred to a job is 5-10X more effective than applying directly. If you’re going to apply, only apply to jobs when you’re a perfect fit for the skills and experience listed on the job description.
2. Leverage your understanding of the recruiter’s role. Most recruiters are extremely talented and want to work with the best people to craft great career moves.
3. Implement a 20/20/60 job-hunting plan. A job hunting plan requires a performance-based resume, an understanding of how recruiters find candidates, and applying through the backdoor. Networking is the key to the backdoor. It must represent 60% of what you need to do.
4. Focus on the job, not the money. It’s better to be underpaid than overpaid. Getting promoted or obtaining a big compensation increase will only occur after you’ve demonstrated great performance.
5. When asked, present your strengths and weaknesses via short stories. You must validate each of your strengths with a specific example of how it was used in a real job situation. In addition, you need to demonstrate how you’ve turned your weaknesses into strengths. Never say you don’t have any weaknesses! It means you’ve stopped growing.
6. Divide and conquer by asking the universal question. Very early in the interview, or phone screen, you must ask the interviewer to describe the focus of the job, some of the big challenges, and how the new person’s performance will be measured. Pick at least two from this list. Then prove each is your core strength.
7. Use the phone screen to minimize the impact of a weak first impression. Even if you make a good first impression, it’s important to ask the universal question (see above) early in the phone screen. Answering it correctly will increase the likelihood you’ll be invited to an onsite interview. This will help focus the actual interview on your past performance, instead of box-checking your skills and experience, or judging you on first impressions.
8. Uncover any concerns before the end of the interview. To determine where you stand, ask the interviewer about next steps. If they’re not specific, you probably won’t be called back. In this case, ask the interviewer what’s the biggest concern he/she has about your background. Then ask how the skill, trait or factor mentioned is used on the job. To overcome the concern, you’ll need to prove you can handle the requirement.

Getting a job for some is no fun. For all, it’s hard work. But working hard on the wrong things is a waste of time. So rather than complaining, take some advice from Jim Rohn: “Things will get better for you, when you get better.”

Women…What Not To Say When Negotiating Your Salary

06/24/14 0 COMMENTS

When you think back to your last job offer, were you happy with the result? I’m not proud to admit the number of jobs I accepted without attempting to negotiate anything, only to be discouraged about the outcome later (thankfully, I’ve learned my lesson).

Which is why I’m grateful there are people in the world like negotiation expert Victoria Pynchon who help people — especially women — learn how to navigate the world of money and power. If only I had discovered her sooner.

Victoria is an author, attorney, mediator, arbitrator and negotiation trainer and consultant. She is also the co-founder of She Negotiates Consulting and Training and the She Negotiates blog on Forbes. Although Victoria’s focus is now on closing the wage and income gap for women, she has been training lawyers and business people of both genders in mutual benefit negotiation strategies since 2005.

Here’s Victoria’s advice for what you should avoid saying when negotiating your salary or asking for a raise:

“I’m sorry.” Women tend to apologize for things they shouldn’t. I’ve been known to reflexively apologize to the furniture when I run into it. Apologizing in the negotiating room lessens the weight of your argument. Stay away from saying things like, “I’m sorry to ask for this, but I feel that I deserve a raise.”

“My market value is $90K/year but I’ll take $70K.” Don’t discount your worth right out of the gate with language like, “My rate is $5,000, but I’ll take $10.” You are already being valued less than you’re worth because you are a woman. Practice with a friend until you sound confident if you can’t actually BE confident. (Fake it until you make it.)

“Yes” (to the first offer). If you aren’t in a position to make the first offer (and make it more than you’re willing to take) then at least don’t agree to the first offer given to you. Your employer expects you to negotiate and has more authority than the first offer made. Say, “I appreciate your proposal. I did a little research on my current market value [handing the proposal over] and it’s 10 percent (or 20 or 30) more than that.”

“No” (if you believe you’ve reached impasse). The point of a negotiation is to drive the conversation to an agreement. Saying “no” closes off the conversation and makes it difficult to start back up. If your hourly fee is $350 but a potential client tells you he can only pay $200 per hour, instead of saying no, ask “What stands in the way of paying my fee?” Feel free to offer accommodations like payment over time or consider bartering services if that’s possible. Always be moving toward getting the deal you want.

Question marks (upswing) at the end of your statements. This tends to be a generational tick that Gen-Y women continue to misuse in business. “Like, I said to him ‘I need a raise?’ and he was all like ‘You’re lucky to have a job’ and then… ”

No, no, no, no. Do not use teen slang in business.

Not only does it tend to make you appear to be immature, it destroys any attempt to project an image of authority. The person with the greatest negotiation power is the person who appears to have the ability to walk away from the deal. I put the emphasis on “appears” because thousands of in-house and private firm lawyers – both men and women – answer the question “Are you in a weak bargaining position?” in the affirmative. Eighty percent of movie studio lawyers said they lacked bargaining power as did corporate executives, mid-level managers, high level consultants, and professionals of every stripe.

Once again, if you don’t yet possess confidence, fake it. Eventually you’ll grow into your own power without having sacrificed raises and promotions along the way.

Leadership…What is it and why is it so important?

06/17/14 0 COMMENTS

Can you name five people that you consider to be leaders? What makes them stand out? What qualities do they have  that signify leadership? Do you think anyone can be a leader  if they try? Do you want to be a leader?

Here are 10 characteristics that people identify as necessary to becoming a successful leader.

Honesty – People are not likely to follow someone they cannot  trust. This critical characteristic isn’t something that can be bestowed  on a person…you have to earn it. One way to do that is to make sure that your words match your deeds.

Integrity – The first cousin to honesty. Some will say that it means being strong and fair, but this says it best: Integrity is doing the right thing when nobody is looking.

Respect – R-E-S-P-E-C-T. So important we even sing about it! This is something else that must be earned. Respect involves showing  consideration and appreciation, and valuing yourself, others and the world around you.

Confidence – Don’t confuse this trait with being conceited or overly  egotistic. You have to believe in yourself or no one else will. Here’s an important tip: Have the confidence to say “I don’t know” when you  don’t…it can be a powerful skill!

Positive Attitude – Thinking about life as a glass being half full…not half empty. The ability to see the good in people and situations, and to be able to convince other to have that view, as well.

Caring/Compassion – The strongest leaders are known not only for caring about themselves and their families, but for caring about others in their community, as well. They have compassion about how their actions or decisions impact others.

Sense of Humor – Being able to find humor in even challenging situations is an important leadership quality. And being able to laugh at yourself in difficult times or over a mistake tells others that you are comfortable in “your own skin” and don’t take yourself overly seriously. In a team situation, humor can go a long way toward building morale and productivity.

Creativity – Thinking outside the box. Unleashing your imagination. It is important; however, to channel imagination toward planning goals and achieving them. This process helps transform imagination into reality and provides solid direction.

Passion – Webster’s Dictionary defines it as having, showing, or expressing strong emotions or beliefs. This word brings all the leadership characteristics into play. What can be more exciting and empowering than having absolute confidence and belief in a goal or objective.

Communication – Rule number one is to know what you’re talking about if you expect people to pay attention to what you say or stand for. Real leaders don’t try to get away with substituting fast talk for the truth. Rule number two: make sure that your message is true, accurate and correct; that it is well thought-out and reasonable; and that it is leading toward a specific goal or logical objective. It is how a person communicates that allows others to observe whether he or she possesses all those important leadership characteristics.

Cold Calling and How to Embrace It!

06/10/14 0 COMMENTS

COLD CALLING…those two words alone can instill fear and stress in even the best recruiters!
I remember being a fresh-faced recruiter, scared to speak to a live person on the phone, while another person in my office was sitting there and listening.
Don’t worry…we have all been through this and here are some things that new recruiters need to know and remember about COLD CALLING.

1) The phone is your friend…if you are not on the phone…you are not going to make $$.
2) Where do you think you are going to find the “passive candidates?” Not on your local social media site because the “passive candidate” is working hard at a job they like…that’s why they are ‘passive.”
3) Where do you think you are going to find the client who doesn’t have his job postings on ten sites and five other firms working one position? Cold Calling!
4) As soon as you realize that you are “selling an intangible opportunity” over the phone and there are only four things the prospective candidate or client will say, “Yes, No, Call me next week or Click”, you have won half the battle.
5) There are skills involved in Cold Calling that you will acquire the longer you do it, you need to be in the right frame of mind, you need to have your “tough skin” on, yet be personable and interested. You have to learn to ask the most intriguing questions to get them to speak about themselves and their companies and not give you one word answers. You need to be persistent, quick with knowledgeable information, and most of all…be professional.
6) Cold calling finds the prospects, builds your pipeline and creates follow-up opportunities through referrals…it is all about networking.
Cold calling works! It is proven effective to find both candidates and clients, it is a fast way to reach the decision makers, you quickly learn who the best prospects are, and nothing sharpens your skills like cold calling does but remember, it doesn’t matter how long or how good you are at cold calling…everyone has bad days…everyone gets beat up…you just have to remember…sometimes bad days are a good reminder that we can always get better…and tomorrow is another day and I am going to slam the phone!

Do You “Binge Work”?

06/03/14 0 COMMENTS

A recent Forbes.com article discussed the health concerns of employees working in excess of 8 hours per day and 60+ hours per week. Medical experts are seeing the signs of stress in employees who “binge work.” Heart disease and psychological stress are the leading causes of employees’ medical problems.
Further, binge-working can also have a disastrous effect on your family.

Employees logging excessive hours also fall into unhealthy traps of over-eating, binge drinking (caffeinated and alcoholic beverages) and not following any type of exercise routine. Often, these unhealthy habits lead to employees with symptoms of exhaustion and depression, which in turn, increases their requests for sick leave. In some cases, binge working leads to poor(er) work performance than if the employee had simply worked a regular 40 hour work week.

You might believe technology is to blame – with employees accessing email and instant messages all hours of the day and night; responding to colleagues 24-7.
But is it really the root cause?

Younger employees, determined to make certain their future is secure with their current employer, often take to social media to document their long hours. We’ve already seen news reports of deaths from working excessive hours in young banking and marketing professionals in Indonesia, China and the UK.

Does “being the employee of the year” outweigh the long-term health consequences, or even death?

As Posted by: Dave Sumner Smith, LinkedIn Group: Linked:HR (#1 Human Resources Group)

Be the Hiring Manager People Actually Want to Work For!

05/28/14 0 COMMENTS

Interested in boosting your pay grade? Then become the type of manager others will do anything to work for. Become a magnetic leader.

Contrary to popular belief, great leaders aren’t born that way. Most are developed, coached and mentored. Here are some best practices you can follow, no matter what your title:

1. Put your employees first

When in doubt, put the interest of your employees before your own self-interests. For example, it may be in your best interest to volunteer your department to chair this year’s charity event. After all, it would be such great PR for you and the rest of your team. But everyone has been working every weekend to complete a project on time. They’re already burned out.

Take a pass. Your team needs a break. There will always be other volunteer opportunities.

2. Go to bat for your employees

It may feel uncomfortable to ask your boss to reconsider a reorganization she’s been discussing with you, but perhaps you no longer feel the plan is right now that you’ve had time to think about it.

Be bold. Let your boss know you’ve had a change of heart. Tell her why, and be prepared to offer alternative solutions. Eventually, your employees will figure out you had the courage to push back when others would have retreated — and they’ll stick beside you in thick or thin.

3. Learn how to “manage up”

In the bestselling book, Suddenly in Charge, it talks about how managing up isn’t about brown-nosing. It’s about developing strong relationships with those above you and throughout the organization so you can get your people the resources they need.

In every organization, there are people who are somehow able to get what they need while everyone else waits on the sidelines. These are the people who have taken the time to build strong relationships up and down the organization. You can bet these types of leaders have no problem keeping top talent on their teams. Take note, and if an opportunity presents itself, ask for some tips.

4. Make yourself visible and accessible

Magnetic leaders are visible both inside and outside the organization. Get involved in an association related to your career. Whenever possible, step up and volunteer to take a leadership position.

You’ll be seen as top in your field based on your affiliation. Don’t be surprised if others come to you seeking advice or a position on your team.

5. Treat people like you’d like to be treated

This one seems so obvious, yet when is the last time you felt someone in management followed this creed?

In the book, Talent Magnetism, there is a story of magnetic leader Chris Patterson, CEO of Interchanges, who took it upon himself to personally help an employee who was in crisis. Patterson made it his personal mission to provide this employee with the best care possible during a life-threatening illness. He did so with compassion and conviction. This is a guy who is magnetic in every way.

Magnetic leaders are highly valued by their organizations and are compensated accordingly. It’s not just to reward them for their work; companies know these people are constantly being approached with offers from other firms.



Why Recruiters Are Necessary!

05/20/14 0 COMMENTS

1) Direct contact with hiring manager:

Recruiters spend days, if not weeks, working to build relationships with the person who will ultimately decide the fate of your future employment. Recruiters devote that time to learning what not only makes someone a good fit technically but also culturally and by the time your first phone call with a recruiter is over, you already know if you are one step closer to being that company’s next employee.

2) They know the ins and outs of the job description:

When you are reviewing a job description what are you doing first? Identifying if you match with the bullet points being advertised. You read the first seven bullet points and you think “well I match 5 of the 7 so I should be perfect!” What if what you didn’t know was that the two you don’t match are the two that are the most important to the hiring manager, and without it they won’t consider you? The Recruiter knows that. A good recruiter will know what areas of the job description are most important and which ones are secondary. By knowing this ahead of time you automatically can get yourself to the front of the line.

3) Provide career advice:

The recruiter’s job is to interact with thousands of job seekers a year. Recruiting is much like a batting average in baseball. Unfortunately success is determined by failing more than winning. They know what a bad interview looks like, and how it can be prevented. If you are an average job seeker chances are you are only interviewing a few times a year. Which means you only get a few shots at getting things right. Working with the recruiter allows you a chance to learn from others mistakes. If you can spend even 10 minutes with a recruiter finding out what makes a job applicant attractive to hiring managers, it can save you hours of wasted interviewing time.

4) Up-front honesty:

Unfortunately the true fact is that companies do not want to tell you why you are not a fit for them. They would like to have you believe “there was a better applicant”. And while that may be true, that still begs the question: what made them better? More experience? Better aptitude to do the job? Would they accept a lower salary? Hiring managers aren’t afraid to tell recruiters these answers because they know they do not have to tell the applicant themselves. So, as such, there is no fear of backlash by sharing this information with a recruiter. On the flipside the recruiter is not afraid to tell the applicant this information because ultimately they are not the ones who feel this way, it comes from someone else. When you are working with a recruiter you can get the black and white truth, no matter how harmful it may be.

5) Interview preparation:

To go back to point 3, the average job seeker is no expert at interviewing – at least you probably should not be (if you have job security). The recruiter, on the other hand, is. They know if the hiring manager prefers someone who dresses down, shows up 15 minutes early or has a firm handshake. These things are important in this day and age. Personally, I have had a candidate be declined a VP of Human Resources job because they did not send a proper thank you note. If you are interviewing on your own, how are you supposed to know that? Working with the recruiter allows you to know what will set you apart from the rest of the applicants. Maybe this hiring manager will only hire a team player, and while the candidate before you was unaware of that you walked in prepared to talk all about how you were part of a 10 person team that had to work together, and you brought examples to prove it.

6) Resume assistance:

While you may be an excellent writer, unfortunately you cannot have 15 different versions of your resume on hand to fit every job you apply for. And if you are like most professionals you have acquired a multitude of different skill sets throughout your career. Although it would be nice to label all of it, there just isn’t enough room. The recruiter knows what is most important to that hiring manager and what they look for first on a resume and they will ensure that the first thing the hiring manager reads is the same things that he/she is looking for.


Ultimately working with a recruiter will get you closer to that dream job you’ve been trying to land more than you could think, by separating yourself from the herd. Knowing what a hiring manager wants to see on a resume and what will set you apart once you land that interview will put you that much closer to acing the test. But don’t just work with the first recruiter who calls. Understand their market, clients and industry. If you are an IT Director looking for that executive level position it makes no sense working with the Financial Recruiter who specializes in tax accountants. The recruiter/ candidate relationship should be one of understanding what the two of you can do for one another. After all, this is your life were talking about.

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