Carla--good point about about recruiting. As a recruiter, your job depends on matching the right candidate with the right job. As difficult as it is to pull someone out of contention, it is the right thing to do if the candidate displays a lack of enthusiasm. Like any kind of referral, your reputation often rests on someone else's suitability. That's one aspect of your job I wouldn't like.
Barbara - I'll take your last comment to mean you are looking to relocate to Nebraska!! Although most of my placements have been in "electronic-heavy" parts of the US, like California, Boston and Chicago, I'll see what I can do for you! Let me get to work on it :)
Sometime, technical leader likes your skiils and it becomes very easy to get job. Sometime also depends on urgent need of organization. The whole process is quite complex and demanding.
You are absolutely right. Now a day's finding a job after completing the course is a big job. Freshers are merely looking for an opening irrespective of domain or skills. They needs an entry and there after they are too conscious and choosy about their carrier.
I the high tech world I often see candidates who appear disinterested in the job, almost like the company would be a fool not to hire them. As an employer I wholeheartedly agree with your bullet points, especially number 4.
Good points, Carla. Going along with the point about enthusiasm, it is good for candidates to be interested enough about the employer to look up information about them before hand.
I have been speaking to alot of customers and partners lately and they have been having an influx of job candidates that have either left out important factors on their resumes OR flat out lied/made things up.
What would you do if you were hiring and came across a candidate that knew what they were doing well the credentials did not back them up?
@_hm Good point. If they really need someone right away, your odds of getting hired go up. If it is just one of those things they're considering, but they have several months to work it out, the HR people will probably screen through hundreds or even thousands of candidates before narrowing things down.
In regard to the question on resume blunders and credentials not being backed up. I would confront the person regarding errors or omissions on their resume. This gives them a chance to respond - there may be a good explanation, for ex. a typo in dates or other honest misunderstanding. But if the explanation isn't plausible &/or not corrected when brought to light, I would pull them out of the interview process. If someone lies on the resume, it makes their entire character suspect.
Point 2 and 4 are the solutions to that problem.As she rightly said, Finding a job is actually a job and so in that case i want to do my home work well on the company and also on my self ending with the resume which is the first thing the company sees before seeing me in person and so if that be the case , a great work should be done on the resume too with adequate update and accuracy.
EBN Dialogue enables and encourages you to participate in live chats with notable leaders and luminaries. Not only editors and journalists, but the entire EBN community is able to comment and ask questions. Listed below are upcoming and archived chats.
Archived Dialogues
Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Euro-Crisis: What It Means for High-Tech Firms Join EBN Editor in Chief Bolaji Ojo and Contributing Editor Jennifer Baljko on Thursday, July 12, at 10:00 a.m. EDT for a Live Chat on high-tech and Europe's economic difficulties.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.
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