Job Boards Pitfalls Posting Resume Amid Privacy Concerns
I receive dozens of calls and emails every week on the subject of whether posting your resume is safe or should send that job boards pitfalls and privacy issues in red flashing lights. Here are a few job search tips to help you choose for a career search. Do NOT post your name, email address, resume, phone number, current and previous employer, and education information for all to view on a job board.With a labor participation rate at the lowest since the mid-1970s, there are millions of “wishers” (the un/under educated, inexperienced, under/over qualified), that make up a large chunk of the resumes on job boards. You simply get lost in the shuffle.
Job Boards Pitfalls – Overexposure of your Resume
There are three types of job boards. First is the “major” such as Monster, CareerBuilder, The Ladders, etc. Second are the niche such as oilandgaspeople who claims to have 5,843 Active Recruiters 163,926 candidates or MedRepCareers which focuses on medical services, medical devices, and pharmaceutical sales jobs. Third are the job aggregators such as Indeed.com and SimplyHired.com. If you choose to use the former’ let this be a warning : job boards pitfalls and privacy issues means you will likely to receive loads of emails about jobs related to “insurance and financial sales or analysts”, car sales, and “temporary full time jobs” offered by RPOs (recruitment processing outsourcing firms) or IT engineering services companies.
Job Boards Pitfalls of Suspect Privacy Issues
Never show WHO your current employer is; instead use “Fortune 500 Widget Manufacturer” or Mid-Cap Widget Vendor”. Mention type of degree – not the university.NEVER post your resume/CV to a job board. Avoid the job boards pitfalls by NOT posting your resume/CV itself as it is the worst one-size-fits-all presentation tool ever imagined. Instead learn to create a ‘confidential profile”. Do this in MS Word, but post it in PDF. Here is what a careers focused profile should look like:
- Executive Summary – 200 word max overview of your experience and the top 2-3 accomplishments plus your career objective.
- Education, Amount of Travel willing to do (%), and Work Authorization Status
- Work Experience (always start with current and work backwards): type of company, your title, # years, and any promotions or special recognition
- Product or Service Lifecycle experience and your accomplishments
- Project or Leadership Roles (w/ team size/budget/sales volume/IP developed/problem fixed, etc..
- Your depth of Relationships. You do NOT need names; rather titles, last date connected, if internal or external customer/vendor, and if sales please include quota vs. actual numbers AND the sales cycles.
- Relocation Considerations
- This last one is OPTIONAL. Desired Compensation – what you DESIRE to have in base and bonus and/or commission – NEVER mention what you are making now.
Now on the other side of job boards pitfalls in your careers search, we look at the executive recruiter side. Here’s the tricky part – everyone thinks they are an “A Player” – reality check is less than 15% of the entire workforce is that. Next in line are the “B Players”, who compromise 30% to 35% of the workforce BUT in fact produce 8 to 10 times LESS than “A Players”.
For the 55% or more of any workforce they are “C players”. They can/will be replaced by automation or better people when production in the role becomes vital to the organization.If you speak with a retained search firm where they do not have a current search ideal for you, make sure you reconnect with them regularly every few months to get updated on potential careers and opportunities.
Choose to Post on Job Boards or Work with a Recruiter?
When choosing whether to use job boards in your career search or respond to an executive recruiter’s posting, another good reason for choosing the latter is that if your public resume is public or you have “I am seeking a job” or “I am looking for a career opportunity” in the title of your social profile, a good executive recruiter likely won’t touch you with a 10 foot pole.If you have your resume posted on several job boards, most recruiters will not be interested, but be forewarned, many corporate HR departments utilize RPOs (recruiting process organizations) usually based in some 3rd world country who will search and find your resume sending it to literally hundreds of companies. Talk about overexposure – the read is “what;s wrong about this person?”.
If in the end of the job boards pitfalls vs executive recruiters choice, if you choose an executive recruiter, find a good one and then network using social media and offline events to develop a relationship with him/her to enhance careers search.
Interview Thank You Letter Email or Snail Mail?
In this day of hyper electronic communication interview thank you letter by email can often be overlooked and deleted. t’s easy for recruiters and Hiring Managers to get lost in the maze. While I have nothing against emails, texts, tweets, etc., etc.,
I tend to sometimes forget the advantage of personal touch of an interview thank you letter sent via snail mail, right to the interviewers door. Email lacks personality and effort.
It seems to me that the personal touch of snail mail is becoming the way of the dinosaur. But don’t discount the impact that a hand written interview thank-you letter can have on or influence a situation like an interview.
Interview Thank You Letter via Snail Mail Works
I know a Human Resource Manager with a renewable energy power provider who had set up an interview with three qualified people for a VP level position in her company. All three people interviewed with the CEO of the company. All three did very well.It was going to be a tough decision for the CEO. Two of the candidates sent very appropriate emails to the CEO thanking him for his time and stating their intentions to want to join the company.Those emails were sent the day after the interviews. The third candidate went home and wrote a hand written interview thank you letter on professional looking stationary and sent it out snail mail that day. It also arrived the next day.
Snail Mail is not Thrown Away as Often as Email is Deleted for Interview Thank You Letter
Well, as it happened, this CEO was very impressed by the actual hand written letter and was a big believer in the snail mail personal touch. Funny thing is the HR Manager told me she thought it was “old school” and out of touch.How wrong she was. Suffice to say the third candidate got the offer and accepted the position. Moral of the story for candidates and recruiters: don’t be so involved in the age of electronic communication as to forget that people still connect with you on a personal level. This “personal touch” using snail mail tells someone about your customer relationships and your service delivery philosophy, especially in the interview thank-you letter.
Top 3 Leadership Skills Desired by Board of Directors
Investors are usually attracted towards companies that have great potential, not only in the present, but also in the future. That means, business organizations are always on the lookout for talented and skilled leaders who possess the top 3 leadership skills most desired and can contribute greatly to their goals. When it comes to interviewing leaders, Executive hiring managers are keen on how you value yourself in terms of potential to be a part of their organization. The competition is fierce; as a potential candidate, you need to stand out.
Most candidates have earned degrees that are complimentary for the role he / she seeks, but if you are looking for a way to put yourself in a new level from your competition, you need
Top 3 Leadership Skills include Social and Organizational Skills
In every profession you take, communications skills are crucial. Being articulate is the top skill that executive hiring managers seek in candidates. Effective solutions, innovative concepts, and new techniques may not do any changes when you cannot get your ideas into words to relay to senior executives, investors, and/or colleagues. Communication skills also include attentive listening, speaking fluently, and organized writing. As such, social skills are at the forefront of the top 3 leadership skills most desired by the Board of Directors.
Executive hiring managers need leaders who can explain what others are talking about and also arrange these thoughts, ideas, and concepts in a comprehensive manner. Even if you are working remotely and your connection to your company is through the computer, you still need efficient communications skills to interact with your colleagues, clients, and team through chats, video conferencing, phone, and emails.
Working in a business organization means that you will be working with people. Communication does not only mean relaying what you want to express through words, but through your actions as well. Most, if not all jobs require effective social skills to interact efficiently with their colleagues, clients, suppliers, and senior management. Working within teams needs competent social communications that can maximize productivity and resolve issues. Knowing when to engage in interactions that is either casual or professional with colleagues and clients, because senior management want their leaders and employees to have good relationships with everyone.
Being organized leads to being efficient and transparent. Organized documents, efficient schedule management, coordinating resources, and effective task designation. When you follow an organization, it is easier for not only senior management, but for the team you lead to know and understand how you work. Being organized can mean from how well you arrange your desk and files, how you send reports at a certain period of time, and how often you have team meetings to update on everyone’s progress. As one of the top 3 leadership skills desired, companies need leaders who can stay focused on projects and remain organized until it is completed. One of the most important organization skills is to meet deadlines. Using time wisely makes all the difference between success and failure of your company.
Top 3 Leadership Skills includes Motivations
Senior management needs people who can identify problems and solve them. Critical thinking helps in seeing beyond the information presented all the time. Analyzing allows you to think up of new angles on how to approach a problem. There may be better ways to solve this particular problem that hadn’t been tried yet previously. Problem solving helps us make decisions amidst challenges. Whether problems are big or small, you have to analyze it in different angles and solve problems as quickly as possible. This why motivations is one of the top 3 leadership skills desired.
Motivation skills are important when you are interacting with colleagues and clients. People do better when they love what they are doing. When you are motivated, you find it easier to get up during the morning and look forward your day in the office. The compensation, including options and/or equity, can motivate you, but senior management and investors / stakeholder want to hire leaders that can contribute to their organization’s goals and success. Motivation can help you cope with stress and handle problems in the workplace well and is ideal in succession planning.
Senior Executive Management and Functional Leadership Recruitment
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Fundamental Leadership Training is Key to your Company’s Success
Successful businesses are identified by their fundamental leadership training as they go hand in hand. Such executive managers are individuals who have been properly vetted, trained, and placed in positions where they can thrive. But getting there requires following a carefully crafted plan to ensure each leader’s success. By adhering to fundamental leadership training, companies can avoid mistakes and the consequences of the same.
Appoint a mentor. Assign each new leadership a mentor, preferably a seasoned senior executive who can offer moral support, answer questions, and discuss solutions to problems.
Monitor and provide feedback. An initial key in fundamental leadership training is that every new leadership hire enters a learning curve and works toward a goal of becoming an independent leader. Your company must outline concrete steps to help each individual reach expected goals or thresholds along the way. Monitor the new senior management hire’s progress and provide feedback as needed. Take corrective action when necessary.
Supply supplemental training courses. Courses including elevating decision making, best leadership ethics, problem-solving methodology, entrepreneurial leadership, and customer experience are just a few options available. Review executive evaluation procedures.
Good Onboarding is Part of Fundamental Leadership Training
While HR policies work for most employees, the executive evaluation process is unique in that it measures the impact on the company’s essential point. Many companies make the fatal mistake of using a one-size-fits-all onboarding process driven by Human Resources which is really nothing more than an abridged orientation. Onboarding must be customized for each new leadership hire.
Articulate management systems. Besides understanding HR policies, equip new leaders with the tools necessary to conduct performance reviews, and manage discipline issues.
Understand work styles. No two leaders are alike, with unique personalities and work styles evident. Make allowance for differences, while also helping trainees identify their strengths and weaknesses. Use this information to form management teams where different levels of managers complement each other.
Solve problems before they spiral out of control. Conflict is a human element, although most people do not acknowledge it, choosing to avoid the same. Fundamental leadership training includes conflict resolution strategies in place and enable all senior managers to take their problems to the top.
Ensuring Success with Fundamental Leadership Training
A carefully implemented and executed management training program is your business’ assurance that the people you appoint are the best ones suited for the position. Anything less and employee morale, customer satisfaction, and business profitability will suffer, leading to high turnover costs and potential harm to your enterprise.
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Renewable Jet Fuels Viability in Commercial Flights
Renewable jet fuels changed in 2016 when regular flight operations of United Airlines started using RjF. This marked the beginning of commercial-scale usage of the alternate jet fuel by aviation industry. As of today the commercial viability has been achieved for renewable jet fuels through demonstration of techno-economic feasibility for production path-ways (processes) namely HEFA (Hydro-processed Esters and Fatty Acids) technology and FT (Fischer-Tropsch) technology.
Next in the line is DSHC (Direct Sugar to Hydrocarbons) which is currently undergoing pilot projects for demonstration of its viability. Similarly, development work is under way for renewable jet fuels production through other technologies like HDCJ (Hydro-treated De-polymerized Cellulosic Jet), ATJ (Alcohol to Jet) and APR (Aqueous Phase Reforming).
Renewable Jet Fuels Development
Such development projects are now receiving funds from the governments and additional support may be forthcoming in the form of government incentives regarding tax breaks and mandatory use obligations) essentially required for reducing the production-cost-differential of renewable jet fuels and petroleum jet fuel for commercial aviation and aerospace by the EPA has established procedures for analyzing submitted petitions for life cycle GHG emissions associated with new fuel pathways.
Specifications for jet fuels are defined under ASTM D1655 and they mainly focus on performance properties like heat content (BTUs per lb), combustion properties, freezing point, viscosity, thermal stability, material compatibility and related safety hazards.
For standardizing purposes ASTM D7566 is the standard for certification of Synthetic Fuels, which also include renewable jet fuels, in consultation with ASTM D4054 for guidance related to testing as jet fuel alternative RJF. The drop-in RJF need to be additionally certified for equivalence in specification to jet fuels under the ASTM D1655 for direct mixing in aircrafts with being separately tracked for approval.
RJF is now available as a “drop-in” alternate fuel with performance and safety specifications equivalent to petroleum jet fuels. As such, RJF use does not require any modification in jet engines and this provides an opportunity window for the aviation industry to contribute towards reducing emission of greenhouse gases.
After proving its technical viability, the remaining major obstacle for viability of renewable jet fuels is related to production and consumption “scale-up”. This is expected to be overcome soon as commercial airlines start making medium to long-term fuel supply contracts with commercial producers of renewable jet fuels.
Commercial use of RJF will also get a boast as International Civil Aviation Organization (ICAO) has agreed global market based measures (GMBM):
“Carbon Offsetting and Reduction Scheme for International Aviation (CORSIA) to address any annual increase in total CO2 emissions from international civil aviation (i.e. civil aviation flights that depart in one country and arrive in a different country) above the 2020 levels, taking into account special circumstances and respective capabilities.”
Investments in Renewable Jet Fuels
Blending is another area where RJF power generation producers are actively engaged with RSB (Roundtable on Sustainable Biofuels) for certifying blended fuels which are a mix of petroleum fuel and biofuels from special crops grown for the purpose. In South Africa Sunchem’s nicotine-free tobacco plant Solaris is an example of producing RJF through blending of biofuels with petroleum Jet-A fuel.
Such efforts will standardize the production and use of blended RJF while ensuring economic, environmental and social concerns of the society. The biofuel industry is targeting to achieve a 50% reduction in GHG emissions over the life-cycle through use of blended RJF in a ratio of 30% biofuel mixed with 70% of petroleum fuel.
An innovative approach to achieve the economy of scale and to reduce the financial costs in production of RJF is manifested by equity investment by United Airlines and Hong Kong based Cathay Pacific in Fulcrum BioEnergy Inc., Nevada, California.
Both the airlines, Cathay Pacific and United Airlines, in addition to equity investment have long term renewable jet fuels RJF supply contracts with Fulcrum BioEnergy. The Nevada based production facility having a capacity to produce 11 million gallons of fuel is expected to be operational in 2018. It is evident that aviation industry is gearing itself to implement the GMBM by the year 2020 for which renewable jet fuels is the light on the horizon.
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