Q: Why do you have specialized practice groups?

A: The recruiters for each group cover a specific market area very well instead of trying to cover all markets. We find that this concentrated approach is more efficient.

Q: What do you mean by "making a market"?

A: Each group identifies new positions and candidates in their particular market on a daily basis. At any given time, they will have available positions and candidates for that market. Instead of waiting for responses to advertisements, we actively identify candidates by research/direct solicitation.

Q: How do you operate?

A: We try to develop firsthand knowledge of the client organization to understand the company and culture. We then use a proactive process to find the individuals who will best fit the client organization and the requirements of their position. Extensive research methods are used to identify the industry's highest performers and find the top talent who is not necessarily looking to be found. We reverse this process to match candidates with their ideal positions, providing full guidance and market exposure so that they can make an appropriate career choice. All information is kept in the strictest confidence.

Q: Where do you get your research?

A: Our database of companies and candidates has been built over 25+ years and we have compiled information on more than 148,000 companies. We also utilize various external databases. As of 2012, there were approximately 197,000 mid size companies ($10 million to $1 billion annual revenue) and 2,100 large companies (greater than $1 billion annual revenue) in the US.

Q: What is the search process?

A: Our recruiters draw up the specifications for a position and create a list of applicable "source" companies within the specified industry. Our recruiters then contact targeted individuals with information about the opportunity to identify ideal candidates for a specific position. Candidates are then screened to determine if they are appropriate to recommend to the client for an interview. We also examine the pool of candidates resulting from referrals and previous relationships.

Q: How do you screen your candidates?

A: The initial screening is based upon the parameters originally defined with our client. Time is spent getting to know the individual and learning more about past accomplishments. If he/she meets all the specifications and displays the desired human qualities, we then present the candidate to the client for the interview process.

HOW TO WRITE A TECHNICAL RESUME:

From our experience, employers for both full time and consulting candidates receive a high volume of resumes. Resumes come to employers through their website job descriptions, advertisements, career fairs, Internet postings, recruiting firms, etc.

There is a perception in the industry that there is a shortage of candidates. In reality, there is no shortage of candidates; there is a shortage of qualified candidates. If you are one of those qualified candidates and your resume is mixed in with every other resume received, you are going to get lost in the crowd.

Due to the large number of resumes being processed, if employers cannot quickly determine what is your qualification/background, they may skip to the next resume. The best strategy is to compose your resume so that anyone can determine what you know/what is your experience in less than 1 minute.

Use a contrasting font within each job description to highlight the industry involved, title, technology environment, main accomplishments/duties. Add a brief summary and objective section at the top. Do not include every single technology to which you've been exposed (see preceding paragraph); include only the ones you know well. Check spelling and grammar. Try to keep the resume to a maximum of 2 pages.

Ask someone who is not familiar with your professional background to look at your resume for 1 minute. If he/she can describe/understand what is your background in that time, your mission has been accomplished. A prospective employer will now be able to quickly determine what you know and what you want to do, and will separate your resume from the rest of the pack.

HOW TO PREPARE FOR A TECHNICAL INTERVIEW:

Sell yourself! Learn as much as possible about the position, the company, and the interviewers themselves. The more detailed information you have about the company and the position, the better prepared and more interested you will seem. Visit the company's web site.

Employers want someone who wants to work for them. Demonstrate this by:

1. PREPARING QUESTIONS. No matter how thorough the employer is in the interview,     you must ask questions. This demonstrates interest and thinking ability. 2. PRESENTATION. Smile; make eye contact; relax and feel confident; no nervous gestures.      If you were the interviewer, would you hire someone who is frowning, looking at the floor,      fidgeting, nervous, and responding with "Yes" and "No" answers only? Skills are not everything;      personality counts a great deal also. 3. PUNCTUALITY/DRESS. Be on time; memorize the name and proper pronunciation of the      person you will meet; dress professionally/appropriately for the company you will visit. 4. EMPHASIZING AREAS OF YOUR BACKGROUND. Think of specific examples that      demonstrate this. Practice at home how to/what to say to sell yourself and your ability.      If you don't have experience in one of the job requirements:         a) Explain that is why you are interested in the position; to gain experience in something new.         b) You are a quick learner and willing to work hard to eliminate that deficiency. 5. ASKING "WHAT IS THE NEXT STEP?" Tell the employer you were intrigued prior to the interview      and are now even more so. 6. PHONE INTERVIEW. Have your resume and paper/pen ready. Clear the room of kids, pets; turn      off music/tv; close the door. Use a landline unless youâ��re certain your cell phone signal is perfect.

Commonly Asked Questions:

Below is a list of commonly asked questions in an interview. Consider carefully how you would answer:

1. Tell me about yourself/Describe your background to me. 2. What are you looking for in a new position? /... in a new company? 3. What do you know about this position and company? Why are you interested? 4. What are your short-term and long-term goals? 5. What are your strengths? /What was your greatest accomplishment? 6. What are your weaknesses? /What was your greatest failure? 7. From whom have you learned the most? What was it? Why was it important? 8. How do you feel about your current manager? 9. What would you change at your current company? 10. How much money are you looking for? 11. What information is important to you in making a decision about this job change? 12. When are you available to work at this position?

What questions do you plan to ask the employer either about the job, company, or other things?

When you accept another position, your current employer will usually give you a counter offer to stay.

What is a counter offer?
It is any inducement (money, working conditions, promotion, etc.) from your current employer to convince you to stay after you�ve announced your resignation.

What will your manager say?
What will your manager say to retain you?

•       -   We really like you personally.
•       -   Iâ��ve been meaning to tell you about the new/exciting project/responsibilities
            we had in mind for you.
•       -   We were going to schedule you for training classes.
•       -   We were just about to give you a raise.

What will your manager be thinking?
What is your manager really thinking when you give your resignation notice?

•       -   The projectâ��s already behind schedule.
•       -   I already have to hire one person, this would make two.
•       -   I donâ��t want to retrain someone else.
•       -   Maybe I can convince him/her to stay until I can find a replacement.

What should you do?

•       -   Why didnâ��t your employer take care of you before? - Do you need to resign in
            order to get more money, etc.?
•       -   The money for the counter offer is probably your next raise early.
•       -   Your coworkers will resent the money, working conditions, promotion, etc. that youâ��ll receive.
•       -   From now on, your employer will feel uncertain about your loyalty/not fully trust you.
•       -   Your real reasons for leaving still exist (better commute, better technology/training,
            more responsibilities, better company).

All of the above is a hassle. Statistics show that you�ll still resign within the next six months anyway. You�re better off to just move on and gain the money, working conditions, promotion, etc. at your new company.