The Un-Official Start to Summer …The Valuable Life Lessons of a Summer Lifeguard

Posted by Dana Fink, Director of Staffing at Glenmont Group

As we enter the start of casual Fridays and Kindle reading lists, I recall a simpler time when summer jobs during school breaks were met with anticipation and dread. Waking up at the crack of noon, dropping a Pop Tart in the toaster and watching all of the game shows and “I Love Lucy” episodes you could stand might be far more enticing than setting an alarm, putting a polo shirt on and reporting to work. Valuable life lessons are learned on the the golf course or walking the neighbors Labradoodle. Labor reports show that the forecast  of jobs for summer employment have improved over 2011 . Prior prospects for summer work for teens were diluted by the large number of unemployed college graduates and laid off adults competing for the same jobs.  Hiring managers filling seasonal jobs are starting to realize the cost in hiring a recent college graduate or laid-off older worker (who takes such a job but continues their full-time permanent job search while needing time off for interviews) can prove less valuable than a  seasonal employee who embraces the job and wants to return year after year.

While paid office jobs are still fairly scarce, the tried and true summer jobs still offer skills that remain core competencies in any employment scenario. Puctuality, marketing, networking, and developing more mature communication skills are still at the epicenter of the most common summer jobs for teenagers. Caddies, babysitters and wait staff cater to adults who can prove to be valuable connections in a post graduates life, either as potential employers or references for full-time jobs. Speak to your kids about the entrepreneurial spirit needed to provide excellent customer service in exchange for continued employment or special gratuities.  Help them create a resume or a marketing campaign.  The lemonade stand could turn out to pay more than minimum wage when tips are factored in over a ten week stretch of time.

So while investment banks, law firms and corporations offer fewer and fewer internships - don’t discount the values your teenager can learn from smearing  some SPF 30 on their face and perfecting the art of whistle-twirling.

Social Media Takeover

Posted by Susan Beck, Project Coordinator at Glenmont Group

When I was a kid, my parents chose to place me in a small private school. I went there from Kindergarten through 5^th grade with the coolest 7 kids I knew. Starting 6^th Grade was a whole new experience for me, as I began public school and there were now 90 kids I could be friends with. For the first couple days, I came home from school, excited about all the new friends I was making. Of course, every time I told my parents about these new friends, my parents would ask two questions: “What is their last name?” and “What do their parents do?” Well, after a bit, I started anticipating the questions. I would find out last names, parents occupations, and where in town they lived…for starters. Back then, giving out that kind of information right when you met someone was not the norm. I was actually considered “the weird kid” for a bit because I liked to play 20 Questions. Nowadays, it isn’t all that uncommon to find out even more personal information from just a click of a button. A simple friend request on Facebook can give you someone’s last name, address, cell phone number, email, relationship status, photos of vacations, and even more. It seems as though what was once taboo is now commonplace.

Social media has blown up so much in the last 10 years. Some see it as an invasion of privacy, some see it as a way to keep in touch with friends, and some see it as a way to reach out to strangers with common interests. No matter where in the spectrum you fall, you have to admit that it sure seems like social media is running the world. No matter where you go, or what you do, you seem to find a link for Facebook or Twitter. I hear you can even buy tickets to a concert, connect your Facebook to the purchase, and see where your friends are sitting. The way it seems, internet socializing is even butting into real-life socializing.

Facebook has even supported applications like BranchOut and BeKnown which, essentially, make it LinkedIn. Now, Facebook isn’t just about networking with friends, but it is connecting business partners and clients. (Personally, I like to keep my professional life off Facebook. There is not much reason to cross the two.) Monster, who launched BeKnown (a professional networking app run through Facebook), is now using this business-networking app to go a step further. You can log onto your BeKnown/Facebook profile while looking for jobs on Monster to see if any of your connections work for the company you are applying to. While this can be helpful, it seems like an eager attempt to make BeKnown more public and Monster’s brand more prominent. In addition to this, it seems like Monster is desperately trying to hop on the social media band-wagon, while keeping it relevant to what they do.

Here is an article explaining the new feature on Monster in more detail:

http://bit.ly/KVmZFy

Taking Your Game to the Next Level

Posted by Geoff Zodda, Managing Director at Glenmont Group

I don’t know if you had the chance to witness Lebron James and the unbelievable game he played vs. the Pacers in the Eastern Conference Semi’s yesterday, but I did. The whole sports world is seemingly waiting for Lebron and the Miami Heat to implode like they did last year in the NBA Finals. It wasn’t going to happen in Game 4, though. Nope. Instead, James did everything in his power to change the perception the public has about him in big games, pouring in 40 Points, snatching 18 Rebounds, and dishing 9 Assists. That’s a stat line comparable to the NBA legends Lebron is often measured against. It was the type of performance that quiets the same critics who expect him to play every game like one of the top five players of all time, which he will likely be considered someday. This was an extremely gutsy effort that led an entire team to a dramatic and crucial 4^th quarter comeback that now has his team tied 2-2 in a 7-game series. But, let there be no doubt, Lebron James showed the global basketball community, the critics, and the non-believers alike, that he can shine the brightest in the biggest games, and he can use his unquestionably versatile talents to help achieve team goals when it counts the most. Just as Lebron is to professional basketball, the universe that encompasses law firms and corporations has their own standout leaders and superstars. Unfortunately, within the workplace, there are no best-of-seven playoff series, and you don’t have the benefit of a sold-out crowd, television and radio broadcasters, and video highlight reels to change the perception a company has of you. However, there are ways you can take your game to the next level, and be the employee that these organizations dream of.

Going the extra mile is a good start. Most individuals are happy with just doing their job to the best of their ability. Taking a proactive, team-oriented approach and pitching in to help others within your group, or even on projects that weren’t assigned to you, is a good way to gain positive recognition and eventually to be regarded as a leader.

Another method, especially for IT and legal professionals, is to get certifications and further training without asking your organization to sponsor it. I know this is a difficult one, but if you get further training in your specific area of expertise, without having your organization to pick up the bill, they will appreciate the lengths you’ll go to make yourself even better at your craft.

Last, but not least, when your manager is out of the office, take a leadership role. You don’t have to take charge of the group out of nowhere if it isn’t part of your designated responsibility, but lead by example. Don’t be a culprit of taking your foot off of the gas when your boss is out of the office. Use consistent performance as a way to show the team that you’re going to work just as hard or even harder when your manager doesn’t have his finger on the pulse of the group.

So, This One Time, At Band Camp…

Posted by Adam Weissman, Director, IT and Legal Technology at Glenmont Group

I am always intrigued, often confused, and sometimes impressed, by the methods by which people prepare themselves for job interviews. A big discussion topic in the employment world is, “How do I distinguish myself as a candidate for a job?” I have learned over the course of my life as a recruiter that assuming an individual’s innate ability to interview well (i.e. dress appropriately, make eye contact, articulate ideas and information in a detailed-but-concise manner, ask questions that are both relevant and appropriate for the circumstances and the specific job or company, etc.) without guidance, ends poorly more often than not. Every time a candidate (whom we represent) interviews with one of our clients for an open, viable position, the outcome is a direct reflection on both the individual recruiter and Glenmont Group as a Search Firm, good, bad or indifferent. Each interview conversation, for each job, with each organization, can and must be tailored in order to convey the right message and fit.

Regardless of the level of position we are recruiting for, any candidate who interviews with one of our clients, has been prepared for their interview by a Glenmont Group recruiter. We are not providing canned responses, confidential information, or question lists, as we find many interviewers want to elicit different information from one interview to the next. Clients sometimes even base their inquiries within the context of the conversation with that specific individual. Rather, we focus on counseling these talented professionals in their mindsets and overall approach to the conversations and meetings they are about to have – the exchange of information that, for some, could have a profound impact on their professional and personal lives.

Ahh, the ever-elusive, no-fail tactics to ace every interview do not lie here. However, I read an article this morning by Vickie Elmer on AOL Jobs that identifies one interviewing strategy that can be beneficial to prospective job applicants, particularly in the professional setting. Elmer encourages interviewees to give thoughtful consideration to personal stories that can provide potential employers a highly-relevant, valuable insight into the broader makeup and character of that individual.

http://jobs.aol.com/articles/2012/05/16/how-to-tell-your-story-in-a-job-interview/

Going Mobile?

Posted By Adam Malanaphy, Project Coordinator at Glenmont Group

“There were 5 Exabyte’s of information created between the dawn of civilization through 2003,” Eric Schmidt said (CEO of Google), “but that much information is now created every 2 days, and the pace is increasing.” As these vast quantities of data continue to multiply exponentially, the demand for information governance grows in direct correlation. Organizations that are tasked with processing this information through eDiscovery practices are becoming inundated with terabytes of data, and the increase in data creates a need for more time to effectively deal with this data. So the question emerges, how can eDiscovery organizations create more time to manage their data?

One trend that has emerged amongst top competitors within the eDiscovery industry is the concept of making their data accessible via mobile platforms such as iPhone, Blackberry, Droid etcetera. Let me fist explain that this process may be more complicated than one may expect at a glance. The fact emerges that providing mobile access to sensitive data requires a strategy that will ensure that the data is kept secure while being easily accessible to the organization’s relevant employees. Any firm that is planning to make the transition toward mobile accessibility must decide how much access to grant to each level of authorization and how to protect these levels by a series of passwords.

A recent article by Mark Gerow (Director of Aapplications and Business Process at Fenwick & West) that was featured in last month’s issue of LTN, summarized the steps his team took in order to bring their firm’s information base to the mobile platform. Mark spent a great deal of time deciding which method would be best. At first, they had contemplated creating an app, but this was quickly ruled out due to compatibility issues across the various cell phone service providers. It quickly became clear that a web-based approach would be best, as it would allow the information to transcend the boundaries of the typical iPhone application. The information was then password protected on different levels on a need-to-know basis, as suggested above. Mark has successfully brought his firm’s stored data to the mobile platform at a low cost by using his firms existing infrastructure in a new way. In conclusion, one of many effective ways to create more time is too provide employees with mobile access to important documents via a secure and protected web-based solutions.

Pick Up the Phone; It May Be Your Best Career Move

Posted by Joe Alonzo,  Director of eDiscovery/Computer Forensics at Glenmont Group

I have read a few recent articles/blogs about the benefits of using of a recruiter and what to expect from people in our business. Many of the benefits are self-explanatory like access to hidden opportunities, quick feedback/direct line of contact from hiring authorities, and strong representation when it comes to getting the ideal career.

There are a few benefits not mentioned in anything I’ve read that I think are worth highlighting.

Let Us Be Your Soundboard: While your recruiter may think she/he is bringing you the best opportunity, you may feel that after one or two rounds of interviews that this isn’t so. Sitting across the table from you during an interview is a very professional and cordial individual, sometimes more than one. Telling that person you have little or no interest in their company can sometimes be tough. Let us handle that, we are experts in giving bad news. Conversely, you may be very interested in this opportunity, but you see one or two problem areas. Mention these to your recruiter. There is a good chance we can iron out these small issues and work toward a competitive offer.

Negotiation:  While it’s true that most opportunities have a specific salary range offered, you can sometimes cost yourself several thousand dollars if you do your own negotiating. Remember, we negotiate all day, it’s our job. We will not out-price you for a particular role, but we will make sure you are getting your true market value when it comes to this opportunity. I recently had a candidate cost himself ten thousand dollars in salary because he listed a number lower than what was being offered.

*Tip: when filling out any job application, leave the required salary section listed as “OPEN” or “NEGOTIABLE”

Future Opportunities:  Maybe now is not the time for you to consider a career switch. A good recruiter will understand this and keep you in tune of future opportunities that match your background. Keep in touch with your recruiter. Having an open line of communication is the best thing you can do. An ethical recruiter will have a genuine concern for their candidates and the career moves they make.

Industry Intel:  Use a recruiter for intel on a specific company, whether you are interviewing through that recruiter or not. An honest recruiter will give you fair/unbiased advice even if it’s not their opportunity.

Next time your phone rings and you think it’s (the often persistent) recruiter calling, answer the call.  You will probably be happy you did.

Please feel free to contact me if you are considering beginning an interview process, or have questions in general about the job market.  I am always happy to help.

joe.alonzo@glenmontgroup.com

RESUME 101 — Back to Basics that People Seem to Forget

Posted by Dana Fink, Director of Staffing, Glenmont Group

Lately we have been challenged by candidates, asking for assistance with their resumes. Recruiters, as a rule, are resume readers, NOT writers. Resumes are a brief synopsis of one’s work experience. They are not Facebook bios or a Reader’s Digest version of your memoir.  No pictures, no interests, and the objective is obvious- you are seeking a new job. It is a marketing tool that gets about 6 seconds of a hiring manager’s attention.

I found a brief article written by Susan Lucas, an HR professsional, who has written numerous HR blogs and her writings have been used in HR certification and management training courses across the country. I hope this helps our readers find some pearls of wisdom.

How to Write a Resume: Dos and Don’ts

By Suzanne Lucas

Many people feel overwhelmed at the idea of writing their resume. How can you possibly describe your entire career in a page or two? But that’s thinking about the resume in the wrong way.
Remember this and commit it to memory: Resumes are marketing documents. They aren’t your life/work history. They aren’t required to show your failures and short coming. Their purpose is to quickly tell a recruiter/hiring manager that you have the qualifications to do this work.
Here are 5 Dos and 5 Don’ts for Resume Writing:
Do

• Put your jobs in reverse chronological order. Your last/current relevant job goes first. (You can choose to leave off an irrelevant, short term job.) Some people write “functional resumes”, but many HR managers view these as attempts to hide something unpleasant.
• Move your education to the end of the page. I know you’re proud of your school, but unless you’re a new grad, your degree in Economics and minor in Sociology should go after your work experience.
• Turn accomplishments into numbers. Some departments have 1 person, and some have 350. Quantify yours. “Managed a department of 12 analysts” is a lot stronger than “Managed a department.” Did you have budget responsibilities? “Managed a $2.3 Million budget” is very different from “Managed a $75,000 budget.” How many clients did you juggle? 1, 2, 25? Quantify.
• Identify your strengths. What skills keep popping up in job after job? Those are your strongest assets. Make sure to highlight them in your resume by placing them directly under the job title.
• Write out your description of each skill/accomplishment. People typically agonize over this stage. Should they write full sentences? Use bullet points? Arrows? Use a period at the end of each line, or perhaps a semi-colon or nothing? Truly, it doesn’t matter. Just be consistent.

Don’t

• Write paragraphs. A resume should be scannable. People like white space on resumes. Recruiters want to be able to glance at the resume and get the gist. Blocks of solid text require more attention.
• Make the recruiter guess what your actual job was. Put your titles in bold. Translate strange titles into descriptive ones. For example, if your title was “Community Rock Star,” write: Community Rock Star (Public Relations Specialist).
• Share Too Much Information. No birthdate, religion, hobbies, weight, social security number, marital status, links to Facebook or personal blogs, children, sexual orientation or life mission statements.
• Make your resume too long. 1-2 pages is the generally accepted length. Anything longer will likely get overlooked.
• Forget to proofread. Get your friend, your neighbor, your mother-in-law (she won’t be afraid to criticize) to look at it. You want them to look for spelling, grammar, and consistency. Does it make sense

To Accept or Not to Accept

Written by Geoff Zodda, Managing Director- Glenmont Group, Inc.

What goes through the mind of a candidate when they receive an offer?

Thoughts such as; Do I really want the position? Do I have enough information to accept the position? Am I comfortable with their team? Is my current dissatisfaction something that can be fixed? Am I making the move for the right reasons? Will I receive a counter offer from my current employer? What will I do if that does occur? Can I negotiate a higher salary, even though, I’d take the position either way? What will my co-workers think when I tell them the news? What is my long term future with this potential organization? Should I give my organization two weeks’ notice?

As recruiters we need to make sure all these questions are answered during the process, as opposed to when an offer is extended or afterwards. This will help ensure that your close ratio is high and the candidate is not second guessing and wondering if they were thorough enough throughout the process.

Ediscovery New Zealand Style

Posted by Kate Potters, COO, Glenmont Group

As I’m preparing to go on vacation to visit my daughter in New Zealand, eDiscovery is not on the top of my mind. However, discovery is a global issue and New Zealand is no different. Although less litigious than the U.S. or Europe, this island country implemented new discovery rules in February in direct response to the rising cost of discovery dealing with large volumes of ESI. Sound familiar?

More fascinating than the EDRM model and the technical aspects are the stories behind the cases themselves. Clearwell’s eDiscovery blog mentions a case in New Zealand involving an internet billionaire, Mr. Dotcom. That’s right – he officially changed his name. He’s involved in the largest copyright infringement case in history. The U.S. is looking to extradite him because his business allegedly allows users to illegally download pirated material. His website has been “seized pursuant to an order issued by a U.S. District Court.” Here is the story of his arrest at his mansion outside of Auckland, http://www.dailymail.co.uk/news/article-2089954/Megaupload-founder-Kim-Dotcom-sprang-electronic-locks-Bond-villain-lair-police-swooped.html

He was released on bail and waiting a hearing in August on his extradition to the U.S.

http://www.clearwellsystems.com/e-discovery-blog/2012/03/29/ediscovery-down-under-new-zealand-and-australia-are-not-as-different-as-they-sound-mate/

If you’re interested in learning more about eDiscovery in Oceania read The NZ E-Discovery Blog http://www.e-discovery.co.nz/blog/a-judicial-commentary-on-new-zealands-new-discovery-rules.html or http://www.e-discovery.co.nz/

I plan to forget about business for a while and have some fun, but if I happen to learn anything new, I’ll be sure to post a follow up!