Q TIPS:
Quick and Quintessential Career & Job Tips
Job-hunting tips from the August 4, 2003 issue of
QuintZine.
More companies than ever are recruiting candidates on their own company Web sites, reports Kris Maher of The Wall Street Journal.
Even if companies are cutting back on costly newspaper ads, more are posting jobs on their corporate sites, reports Maher, citing
Gerry Crispin, a principal of CareerXroads, a Kendall Park, NJ, recruiting-technology consulting firm, who estimates job-seekers
can find up to 90 percent of the openings that exist at a given time by sifting through the career pages on employers' Web sites,
in addition to searching other Internet sites and traditional media. Writes Maher: "It's customary for many companies to post an opening
on an internal Web site available only to employees so that staffers can see it for about a week, before posting it on the external corporate
Web site, where outsiders can spot it... After the first week, some job postings may be sent to job boards as well. After about two weeks,
company recruiters are more apt to place a newspaper ad or hire a recruiter to locate candidates. Ideally, you want to apply for a
position soon after employees become aware of it, before it's posted beyond the corporate Web site. Job-seekers who stick
to big commercial job boards, such as Monster.com, HotJobs.com, and CareerBuilder.com, are sure to miss many openings that are posted only
on corporate Web sites. One way to find openings that aren't listed on job boards is to visit sites that aggregate jobs from corporate sites,
such as DirectEmployers.com."
Some of America's leading companies will be recruiting experienced professionals and college seniors for a wide-range of positions
in all fields at several Women For Hire events this fall. Admission is free, and job-seekers are invited with resumes in hand
to come prepared to meet HR representatives from top companies throughout the country in every prominent line of business.
All majors and fields of experience are encouraged to attend. Women for Hire advises attendees to research the participating
companies to familiarized themselves with employer business structures,
staffing needs, and requirements. A list of the positions being recruited for is available on
Women for Hire's Website
by clicking on the city in which you plan to attend an event.
Business attire is required. No pre-registration is required.
Simply present one copy of your resume for admittance.
Have plenty of copies available to distribute to the companies
you're interested in. Don't forget to submit a copy of your
resume to the Women for Hire site.
Cities, venues, and dates:
Boston - October 16 (Swissotel)
New York - October 21 (Manhattan Center)
Atlanta - October 30 (Cobb Galleria)
Dallas - November 4 (Adam's Mark)
Chicago - November 6 (Navy Pier)
Washington, D.C. - November 13 (Sheraton Crystal City)
All events are from 10 am to 4 pm.
Here's what recruiters of MBA candidates value in recent grads -- according to information gathered by
Harris Interactive and offered in The Wall Street Journal Guide to the Top Business Schools in 2003. The percentage
of recruiters that feel these skills/characteristics are important in MBA grads:
Communication and interpersonal skills (90 percent)
Ability to work well within a team (87 percent)
Analytical and problem-solving skills (86 percent)
Ability to drive results (81 percent)
Leadership potential (74 percent)
Fit with corporate culture (73 percent)
Strategic thinking (65 percent)
Lowest rated?
entrepreneurial skills (26 percent)
strong international perspective (21 percent)
awareness of corporate citizenship issues, such as
corporate and social responsibility (15 percent)
More companies than ever are recruiting candidates on their own company Web sites, reports Kris Maher of The Wall Street Journal.
Even if companies are cutting back on costly newspaper ads, more are posting jobs on their corporate sites, reports Maher, citing
Gerry Crispin, a principal of CareerXroads, a Kendall Park, NJ, recruiting-technology consulting firm, who estimates job-seekers
can find up to 90 percent of the openings that exist at a given time by sifting through the career pages on employers' Web sites,
in addition to searching other Internet sites and traditional media. Writes Maher: "It's customary for many companies to post an opening
on an internal Web site available only to employees so that staffers can see it for about a week, before posting it on the external corporate
Web site, where outsiders can spot it... After the first week, some job postings may be sent to job boards as well. After about two weeks,
company recruiters are more apt to place a newspaper ad or hire a recruiter to locate candidates. Ideally, you want to apply for a
position soon after employees become aware of it, before it's posted beyond the corporate Web site. Job-seekers who stick
to big commercial job boards, such as Monster.com, HotJobs.com, and CareerBuilder.com, are sure to miss many openings that are posted only
on corporate Web sites. One way to find openings that aren't listed on job boards is to visit sites that aggregate jobs from corporate sites,
such as 