>>> STEM What Technology Recruiters Look For
he secret is out! After surveying dozens of recruiters in our Tampa based Na- tional Recruiting Center (NRC), we nar- rowed down the top tips technology pro- fessionals can use to get noticed. From entry level to seasoned professionals, we asked our technology recruiters questions on how they search for candidates and what they look for on resumes, online pro- files and job applications.
T When it comes to your resume or appli-
cation, recruiters want to quickly find the most current information on your back- ground and experience. Especially in the technology field, an online resume is a must. An average of 46 percent of our recruit- ers surveyed say they use social media sites such as LinkedIn, Facebook, and Twitter to source candidates and view profiles of po- tential candidates. By updating your expe-
rience and contact information on these sites you can provide a recruiter with a fast and easy way to find your most up-to-date information. “With a quick glance on so- cial media sites like LinkedIn, we can usu- ally see what the candidate has been doing for the last year,” says Andrew Moberg, NRC Manager of Online Sourcing. Moberg suggests using combinations of verbs and nouns to describe what you do and what types of software you are using on social media sites and job applications. For example, don’t just mention you have experience with QA, instead specify that you have experience in testing web based applications
or reporting platforms.
Applying keywords and verbs help recruit- ers
better identify and search for your
skills. Moberg says the bottom line for can- didates is to have enough information on your resume, online profile or job applica- tion to show a recruiter who you are, and most importantly what you are capable of accomplishing.
Entry Level Candidates Entry level candidates are commonly
defined as those professionals with four years of working experience or less. Our recruiters surveyed say the best candidates in this category should have a bachelor’s degree and ideally technical certifications relevant to their specific field, such as A+, MSCE, CCNA/CCNP, or Oracle Profes- sional. However, if you don’t have a de- gree, Moberg says you should be prepared to explain what experience you have to compensate, whether it’s an internship or skills learned from a previous position. If you are looking for your first job in
the technology field, just over 90 percent of recruiters said the majority of jobs avail- able at the entry level can include work in desktop support, help desk, or administra- tion. These positions may provide the nec- essary experience you will need through- out your technology career and may also help you land your next job opportunity.
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“Our clients will always need desktop and administrative people,” says Moberg. “If you are getting into a large enterprise organization this is a great way to get your foot in the door.”
Mid-Level Candidates
Once you are ready to take the next step in your career, recruiters will expect you to have between five and seven years experi- ence. An overwhelming 83 percent of our recruiters surveyed also say experience with enterprise level clients is important at the mid-career level, no matter what size company you might want to work for in the future.
“Enterprise level companies want proof
that you are able to work with a larger in- frastructure and complex organization,” says Moberg. Candidates with enterprise level experience are also a hot commodity for smaller companies who want to grow their business. While it is important to have experience
with a large organization or infrastructure, recruiters typically look for that experience without gaps of unemployment. Before the recession, recruiters would likely overlook candidates who went without a job for months at a time. In 2011 though, recruit- ers now say they are more forgiving. They will now likely understand if you’ve had periods of unemployment. “We take unemployment gaps into con- sideration, but people still need to be able to show a constant career course,” says Moberg. “At this point you are likely an expert at something, so you have to be able to take 60 seconds to brag about yourself and tell the recruiter why they should con- sider you over others in the running for the same job.”
If you have been without a job for three months or more, Moberg says it’s impor- tant to get back into the game. Be flexible on your commute or willing to take a salary cut, but also let your recruiter know your career goals for getting back on the path to success.
The Black EOE Journal
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