Dear %%if(%%firstname%% is empty,"Colleague",%%firstname%%)%%:
Welcome to this issue of Automation.com's e-Hiring News...
In this Issue
Featured Articles:
Concept of Selling the Job and/or Company - Part I
Concept of Selling the Job and/or Company - Part II
I was reading an article recently about the current real estate market and the different things that home-sellers are doing to try to attract buyers. Right now there are anywhere from 5-8 homes for sale for every buyer in the market. Homes are taking several months to sell. One creative seller put a new car in their driveway with a sign that read “Get this new 2006 Toyota with the purchase of our beautiful home”. Others are offering vacations or large home theater systems to anyone who buys their home.
What these sellers are doing might seem like desperate tactics, but they are simply trying to differentiate their house from the several other houses that a buyer will look at before making a decision. In many cases the buyers are looking at several homes in the same neighborhood, built by the same builder, with roughly the same floor plan. There are a lot of similarities between the real estate business and recruiting/staffing. As employers, you are synonymous to the home seller, and of course the candidates, or potential candidates, are the buyers. We are entering into a job market where employers need to differentiate themselves from the competition. The first step in doing that is in your job advertisement. If you scroll through a list of job ads on any Internet site, more than likely most of them will read the same. They usually contain the following 3 parts:- A short blurb on the company; where they are and what they make or provide
- A list of job responsibilities
- A list of required skills
- What is GREAT about your company
- What is GREAT about your community
- What is GREAT about the job
Try not to put restrictive or filtering comments like: “A minimum of 10 years of experience is required.” If candidates have 9 years of experience and decide that they aren’t qualified, you might have allowed the best candidates to filter themselves out. Don’t worry about getting lots of resumes, that’s what you want. It takes just a minute of your time to filter a non-qualified resume, and YOU need to be the one filtering, not the candidates.
Lastly, leave off the mind-numbing stuff like “Must be able to lift 50 pounds”. If someone is applying for an Engineering job, this line is very confusing and degrades the quality of the position. If your company truly requires this of your Engineers, provide this information along with the job application that only your final candidates will receive.
There’s no need (yet) to offer the free car with every job, but there is a need to differentiate your job from all the others. Start by taking the time to write the type of ad that will grab the candidate’s attention and set you apart from all the others in the neighborhood.
If you have any comments about the newsletter or would like more information about our job posting services, feel free to contact us or call us at 877-300-6792.Alan Carty, President
The following is an example of a job posting created by one of our automationtechies recruiters. A quality candidate was attracted to the job description and hired for the position. We recommend that you use this job posting, along with the suggestions from Alan Carty, as a guideline when you are creating your own.
This job is located in beautiful Rock Hill South Carolina, a great place to live and raise a family in a small town setting. You could either live in Charlotte, NC and reverse commute, or live in quiet Rock Hills and be just minutes from a thriving city. Our client is a well established, publicly traded company that is looking someone with expertise in controlling high precision mechanisms (servo motors). This is not a job for someone that utilizes off the shelf servo controllers, but someone that can develop controllers using embedded software, control software and firmware. The successful candidate will have a thorough understanding of real-time high speed digital control, mathematical algorithms and, control modeling. If this sounds like you, APPLY for this position and well contact you immediately, if not sooner. JOB QUALIFICATIONS: Education and Training:BS in Electrical and Electronics Engineering with Computer Science background. Experience:
5 years of experience developing real-time control software. Knowledge, Skills & Abilities:Required:
Knowledgeable in control theory.
Experience in programming real-time high speed digital control.
Experience in developing embedded software including programming advanced electronics devices such as DSP and FPGA.
Experience implementing mathematical algorithms.
Programming knowledge using C, C++ and assembly languages.
Desirable:
Knowledge of Physics and Optics
Concept of Selling the Job and/or Company - Part I
One of the major reasons the hiring process so often ends without success is because most hiring managers neglect to sell their job and their company to the prospective employee. What this means practically is that they get so used to being pursued by candidates and so used to creating the air of "I've got the job. If you want it, then you’ll have to pursue me and do exactly what I want," that when they get down to the final candidates they want, they have not created an atmosphere of mutual benefit.
Read more...
Concept of Selling the Job and/or Company - Part II
In Part I of this two part series, we discussed some of the reasons why companies neglect to or don't sell their opportunities to the candidates they want to hire. We tried to communicate how such an atmosphere gets created and how detrimental it is to a hiring company and individuals. The archaic attitude that "we have the job so we control the process and candidates should flock to us" just doesn't attract good quality candidates much less retain them.
Read more...
Be sure to take a look at our latest Salary Survey Results. We received a total of 1704 responses from all over the world, with 1072 responses from the US.
View Salary Survey Results.Post jobs, read articles and hiring tips, view testimonials and much, much more at our Career & Job Center, the industry's preferred resource for posting automation, process control and instrumentation job opportunities.
Remember, in addition to being posted in the Job Center, your job will initially be displayed on the Automation.com homepage and in the next issue of our e-Newsletter.
We hope you enjoyed this e-hiring update.
If you have any comments or suggestions regarding the content in this e-newsletter please don't hesitate to contact us via email or call 1-877-300-6792.
Kia Weller
Marketing & Communications Specialist
Kelly Carlson
Office Administrator/Recruiting AssistantView our Privacy Policy
For automationtechies recruiting and contract staffing services, please visit www.automationtechies.com.