Why Educational Publishing and Educational Technology Companies should use a Niche Recruiter!
1. Recruiters spend every day, day in and day out, finding the specialized candidates you need. They don’t just talk to ad responses. They attend professional conferences and seminars talking to passive candidates and turning them into active candidates. They have in-house databases of thousands of candidates that do what you are looking for whom they can reach out to instantaneously to address your need. 2. Recruiters are terrific at defining your need and your ideal candidate. If there is an unusual aspect to the position, they can tell you the impact that will have on the search and the salary you will need to pay. The best recruiters have such a long tenure in their niche they can give you the pros and cons of your job description and set your expectations realistically. 3. Recruiters know how to package your position and your company to attract the best candidates. You know how to define your company, but recruiters know what aspects of that definition will appeal or repel candidates. They can match the candidate to your company culture. 4. Recruiters will fill your position more efficiently and quickly than your staff can. Specialized searches require learning curve time for talent acquisition staff. Niche recruiters don’t have that ramp up time, which saves you money. Do you want line managers and leaders in your firm, who know what the needs of the position are, spending time searching LinkedIn and Monster? 5. Recruiters are able to get inside information not typically available to you. Because they are a third party, not the employer or the potential employee, candidates will share concerns and issues with them more easily. This allows the recruiter to address those issues before they become a rejection or your opening. 6. Recruiters have credibility with hiring managers and candidates. Using a recruiter who is known in a niche space makes your internal staff more comfortable you are doing everything possible to fill their need, and that the candidates that will be sourced will be on target. 7. Recruiters keep you focused on filling the position. Because all they do is recruit in this niche, they aren’t distracted by a variety of different openings and different job responsibilities, as you are. 8. You won’t need to see as many candidates to get a top person hired. Specialized recruiters will have already screened the B and C candidates out. You will get fewer resumes in your in box but they will be right on-target. 9. Recruiter’s work is guaranteed. If you hire without a recruiter, all of the time spent on that hire is lost money. Recruiters will refund their fee if their candidate doesn’t work out. 10. Recruiters work on a contingent basis. What other professional service company will accept only getting paid once the job is filled? They receive nothing for their work in defining the job, selling the company, sourcing candidates, interviewing and prepping and negotiating the offer, unless they fill the position. This makes them very motivated to fill your position! If you are a hiring manager or HR Pro that would like the assistance of our HIGHLY NETWORKED team in the Educational and STM and Educational Technology spaces. let me know! You can reach to me at sganz@uspublishingjobs.com
One of the best ways to wrap up an interview in my mind
I think this is a great article on how to wrap up an interview: HERE’S A READY-MADE LIST OF ESSENTIAL QUESTIONS TO ASK IN AN INTERVIEW. At the end of an interview, you have the opportunity to pose your carefully prepared questions to the hiring manager. Since you’re under enough pressure already, here’s a ready-made list of essential questions to ask in an interview: 1. Why is this position vacant? It’s important to understand not only why the job is open but for how long it’s been vacant. The majority of vacancies are the result of an internal promotion or the departure of the previous post holder and are normally filled within a reasonable timeframe. If the job’s been open for several months, you need to know why. Did a previous candidate turn it down? If so, you need to know why before you leap into a potential lion’s den. Are the expectations of the job unrealistic? Is the compensation inadequate? If the job is a newly created one, you have an ideal opportunity to blaze your own trail. 2. What have your most successful candidates brought to the company? Another way of phrasing this is to ask about the characteristics of the company’s top talent. This question is a statement of intent about your determination to join the company’s elite performers. You may wish to emphasize your skills and achievements relevant to the role prior to posing this question. The answer will also give you an indication of company culture and help you to decide whether or not this job is the one for you. 3. What does success look like in the first 90 days? Ambitious candidates are eager to hit the ground running, and this question puts you among that group. Again it will reveal the type of company you may be joining. If expectations for the first 90 days are unrealistic, what will the role look like after six months? 4. What challenges will the candidate face in the first 90 days? Potential challenges may prevent you from achieving your agreed objectives in the first few months, so you need to be aware of them. Again, this question indicates your determination to succeed. It also gives the hiring manager the chance to come clean about the potential for internal conflict (and provides further insight into company culture). 5. What challenges is the company currently facing? Is the company making money? Has it had major layoffs in the past five years? How does it respond to a constantly evolving economic climate? How does it adapt to technological change? All of these issues are important to you as a potential new employee. If you were released from a recent job due to downsizing, you need to be confident that any company you move to is financially secure. 6. How do you retain your top talent? Successful companies implement career development programs for their employees with a clearly defined career path. This question reminds the hiring manager you are serious both in your application and your long-term commitment — but that commitment needs to go both ways. 7. Why do you work for this company? A hesitant or vague response should raise a red flag. You need to be confident that the company you are moving to rewards its staff and provides the opportunity for you to achieve your long-term goals. Michael Kingston is a top industry hiring manager with over 18 years’ experience. He is also author of the best-selling Pass The Job Interview guide. © 2014 Michael Kingston. Original publish date: 01.10.2014
5 signs your resume is not ready for today's job search
Insanity is often defined as, “doing the same thing over and over again and expecting different results.” We have another definition: gearing up for your next job or internship search with the same kind of resume you may have created three years ago. Today’s job market is not what it was even one year ago, just as the iPhone isn’t what it was even a day ago. Here are 5 signs your resume is not ‘job search-ready’ for today: 1. Not Using Active Voice Failing to use active voice in your resume not only saps power from your resume’s statements, it also bogs them down with unnecessary fillers (such as are, by, to, and and): Active voice creates confident-sounding sentences. (Active) Confident-sounding sentences are created by active voice. (Passive) If you’re worried about sounding boastful or blunt, backing up every statement with solid examples will diffuse that. Remember, your resume is your chance to showcase your accomplishments – and not just list your duties. Here are some examples of passive versus active voice: Passive voice: “Responsible for the delivery and execution of staff training and professional development services.” (The ball was thrown by me) Active voice: “Managed training and development programs for a staff of 20.” (I threw the ball) 2. Not Formatting Resume Keywords Correctly If hiring managers only spent six seconds per resume, Applicant Tracking Systems (ATS), the computer software used by 90% of businesses to help filter and select the best resumes, spend even less time to consider if a resume is qualified or not. Applicant tracking systems use a resume parser to track and extract resume keywords, the skills and qualifications that match skills and qualifications in the original job description. The more resume keywords the ATS can extract, the more qualified that resume is. So it’s important to include as many resume keywords as possible and format them correctly. Jobscan is an excellent resource to determine which resume keywords are the most important and how to format them. Resume keywords must be formatted to echo the exact formatting of the keywords in the original job description. To an ATS, there is a huge difference between Microsoft Excel and a solitary Excel. This is especially important to remember when changing your resume statements from passive voice to active voice. It might take some rewording (e.g., management vs. managing, supervising vs. supervisor vs. supervision) but the effort is well worth your time. 3. Not Using Numbers and the Percentage Sign Using quantified examples, paint a clear picture! If you helped increased a company’s profit, find out by how much. Recruiters won’t waste time on subjective phrases like “increased a company’s profit largely” or “contributed greatly.” Not only will a number be more recognizable to an ATS (adjectives mean nothing to them), it will have a more powerful effect on hiring managers. What would impress you more? Greatly increased sales during my tenure as sales manager Generated a 51.4%sales increase in 6 months 4. Holding Onto Unrelated or Old Experience According to careerbuilder, it’s okay to go as far back as 10 years. But with resumes, quality is always better than quantity. It depends on what kind of job you are applying for and what impression you want to make. If you want to show you have a long, solid work history and are applying to a job where you bring related experience, then pushing 15-20 years on your resume is fine. But if you are only putting on titles and dates just to have them, your resume will appear sloppy and grasping. If you are applying to job where you don’t have a lot of related work history, then carefully selecting which jobs you find have relevant, transferable skills to the desired job and then highlighting those skills is your best shot, even if that experience is scattered all across fields and years. Imagine yourself a film editor and the movie is your work history: you get to choose what to highlight and what to cut, what to turn the audience’s (recruiters’) attention onto and what to fast-forward through. Understanding exactly what impression you want hiring managers to have of you will help you decide what to keep and what to leave on the cutting room floor. 5. Not Creating a Brand When you finally get home from work and have some time to relax in front of the television, do you turn on Dancing With the Stars or American Idol or even The Bachelor/Bachelorette? Do you sometimes find yourself latching onto a certain contestant and begin rooting for them, even though they may not be the greatest dancer, best singer, or the prettiest? They just have that little extra something that other contestants (that are possibly more qualified and skilled) simply don’t have? Yet, you want them to win, and sometimes they do. That little extra something is a personal brand, what that sets them apart and allows people relate to and ultimately, remember them. On your resume, creating a similar persona will make hiring managers remember you. But that persona should be relevant to the job. The best way to find and display your brand (which will be relevant to the job and true to you) is to find patterns in your resume: What kinds of companies/fields you have found yourself pursuing? Why? Is a local, small-company feel more attractive to you than a fast-paced corporate ladder? Which skills have you found yourself most using in the past? (But remember, frequent or not, these skills should be relevant. When in doubt, always refer back to the original job description.) Which achievements, whether formally recognized or not, have you accomplished? Which behavior have employers and coworkers frequently praised you on? Resumes, and the hiring process that scans resumes, have changed quite a bit over the past three years. Is your resume keeping up? For this post, YouTern thanks our friends at Jobscan Blog. Thank you!
5 signs your resume is not ready for today’s job search
Insanity is often defined as, “doing the same thing over and over again and expecting different results.” We have another definition: gearing up for your next job or internship search with the same kind of resume you may have created three years ago. Today’s job market is not what it was even one year ago, just as the iPhone isn’t what it was even a day ago. Here are 5 signs your resume is not ‘job search-ready’ for today: 1. Not Using Active Voice Failing to use active voice in your resume not only saps power from your resume’s statements, it also bogs them down with unnecessary fillers (such as are, by, to, and and): Active voice creates confident-sounding sentences. (Active) Confident-sounding sentences are created by active voice. (Passive) If you’re worried about sounding boastful or blunt, backing up every statement with solid examples will diffuse that. Remember, your resume is your chance to showcase your accomplishments – and not just list your duties. Here are some examples of passive versus active voice: Passive voice: “Responsible for the delivery and execution of staff training and professional development services.” (The ball was thrown by me) Active voice: “Managed training and development programs for a staff of 20.” (I threw the ball) 2. Not Formatting Resume Keywords Correctly If hiring managers only spent six seconds per resume, Applicant Tracking Systems (ATS), the computer software used by 90% of businesses to help filter and select the best resumes, spend even less time to consider if a resume is qualified or not. Applicant tracking systems use a resume parser to track and extract resume keywords, the skills and qualifications that match skills and qualifications in the original job description. The more resume keywords the ATS can extract, the more qualified that resume is. So it’s important to include as many resume keywords as possible and format them correctly. Jobscan is an excellent resource to determine which resume keywords are the most important and how to format them. Resume keywords must be formatted to echo the exact formatting of the keywords in the original job description. To an ATS, there is a huge difference between Microsoft Excel and a solitary Excel. This is especially important to remember when changing your resume statements from passive voice to active voice. It might take some rewording (e.g., management vs. managing, supervising vs. supervisor vs. supervision) but the effort is well worth your time. 3. Not Using Numbers and the Percentage Sign Using quantified examples, paint a clear picture! If you helped increased a company’s profit, find out by how much. Recruiters won’t waste time on subjective phrases like “increased a company’s profit largely” or “contributed greatly.” Not only will a number be more recognizable to an ATS (adjectives mean nothing to them), it will have a more powerful effect on hiring managers. What would impress you more? Greatly increased sales during my tenure as sales manager Generated a 51.4%sales increase in 6 months 4. Holding Onto Unrelated or Old Experience According to careerbuilder, it’s okay to go as far back as 10 years. But with resumes, quality is always better than quantity. It depends on what kind of job you are applying for and what impression you want to make. If you want to show you have a long, solid work history and are applying to a job where you bring related experience, then pushing 15-20 years on your resume is fine. But if you are only putting on titles and dates just to have them, your resume will appear sloppy and grasping. If you are applying to job where you don’t have a lot of related work history, then carefully selecting which jobs you find have relevant, transferable skills to the desired job and then highlighting those skills is your best shot, even if that experience is scattered all across fields and years. Imagine yourself a film editor and the movie is your work history: you get to choose what to highlight and what to cut, what to turn the audience’s (recruiters’) attention onto and what to fast-forward through. Understanding exactly what impression you want hiring managers to have of you will help you decide what to keep and what to leave on the cutting room floor. 5. Not Creating a Brand When you finally get home from work and have some time to relax in front of the television, do you turn on Dancing With the Stars or American Idol or even The Bachelor/Bachelorette? Do you sometimes find yourself latching onto a certain contestant and begin rooting for them, even though they may not be the greatest dancer, best singer, or the prettiest? They just have that little extra something that other contestants (that are possibly more qualified and skilled) simply don’t have? Yet, you want them to win, and sometimes they do. That little extra something is a personal brand, what that sets them apart and allows people relate to and ultimately, remember them. On your resume, creating a similar persona will make hiring managers remember you. But that persona should be relevant to the job. The best way to find and display your brand (which will be relevant to the job and true to you) is to find patterns in your resume: What kinds of companies/fields you have found yourself pursuing? Why? Is a local, small-company feel more attractive to you than a fast-paced corporate ladder? Which skills have you found yourself most using in the past? (But remember, frequent or not, these skills should be relevant. When in doubt, always refer back to the original job description.) Which achievements, whether formally recognized or not, have you accomplished? Which behavior have employers and coworkers frequently praised you on? Resumes, and the hiring process that scans resumes, have changed quite a bit over the past three years. Is your resume keeping up? For this post, YouTern thanks our friends at Jobscan Blog. Thank you!
ProQuest Introduces “Access-to-Own” Demand-Driven Ebook Acquisition Model
In collaboration with libraries and publishers around the world, ProQuest will pilot a new ebook acquisition model called “Access-to-Own,” the latest in a series of flexible access models offered by the industry-leading information solutions provider. Access-to-Own facilitates title ownership by applying budget dollars spent on rentals to perpetual purchases. The model, which utilizes Demand-Driven Acquisition (DDA), addresses short-term loan (STL) pricing concerns and provides access to more front list content than may be available with short-term loans, and results in more content ownership.