Posted by Jason Alexander
I recently read this article on TechNews World and thought it spoke well to the direction that Cloud Computing is moving in. VMWare has just launched an operating system designed for the Cloud and defines the concept of "IT as a Service". We are seeing more and more work being done in the area of virtualization, for great reason, and I'm curious to see which direction vSphere 4 takes it. Here's the link - happy reading!
http://www.technewsworld.com/story/VMware-Shoots-for-IT-as-a-Service-With-Cloud-OS-66866.html
PS - We're on Twitter - Find us NOW
Tuesday, April 21, 2009
Friday, April 17, 2009
Job Seekers - Focus on your STRENGTHS
Posted by Jason Alexander
I'm often asked about how job seekers can best position themselves. Do companies want specialists? Do companies want generalists? Should I wear a suit? These are common questions. At the end of the day (pardon the cliche) you, as a job seeker, need to be sure that you know, understand, and can identify your strengths. As odd as this may sound, seeking a job is much like an election campaign. The most qualified candidate doesn't always win. More often than not, the most organized candidate is the one that comes out on top. In a job seeking campaign, the most important element is staying on message.
Employers don't want to hear how fast you come up to speed or that you are a quick study. Pardon the bluntness in this statement but that is much like a police officer listening to the line "I didn't do it". Employers want to hear about what you do well and what value you bring to the table. All too often, a job seeker will get baited down the path of subject matter where they are lacking expertise. For the most part, the candidate will realize this when it is too late. Employers don't want to hear about what you don't know. They want to hear about what you do know, what you can do, and what return they are going to get on their investment in hiring you. This message will come across if you are prepared and able to speak intelligently to what your capabilities are. Don't feel bad about what you don't know. Be confident in what you do know.
We have posted some job seeking resources on the following link: http://www.alexandertg.com/resources.php
I'm often asked about how job seekers can best position themselves. Do companies want specialists? Do companies want generalists? Should I wear a suit? These are common questions. At the end of the day (pardon the cliche) you, as a job seeker, need to be sure that you know, understand, and can identify your strengths. As odd as this may sound, seeking a job is much like an election campaign. The most qualified candidate doesn't always win. More often than not, the most organized candidate is the one that comes out on top. In a job seeking campaign, the most important element is staying on message.
Employers don't want to hear how fast you come up to speed or that you are a quick study. Pardon the bluntness in this statement but that is much like a police officer listening to the line "I didn't do it". Employers want to hear about what you do well and what value you bring to the table. All too often, a job seeker will get baited down the path of subject matter where they are lacking expertise. For the most part, the candidate will realize this when it is too late. Employers don't want to hear about what you don't know. They want to hear about what you do know, what you can do, and what return they are going to get on their investment in hiring you. This message will come across if you are prepared and able to speak intelligently to what your capabilities are. Don't feel bad about what you don't know. Be confident in what you do know.
We have posted some job seeking resources on the following link: http://www.alexandertg.com/resources.php
Wednesday, April 15, 2009
The Interview That'll Bag a Job...
Posted by Jason Alexander
Reference - Yahoo Finance & The Wallstreet Journal
In recent weeks, recruiters for Consolidated Container Co. have seen job candidates arrive up to an hour early for interviews. Other candidates have alluded to financial hardships while in the hot seat, and one person even distributed bound copies of documents describing projects he completed for past employers....
Full Article: http://finance.yahoo.com/career-work/article/106924/The-Interview-That-Will-Bag-a-Job
Reference - Yahoo Finance & The Wallstreet Journal
In recent weeks, recruiters for Consolidated Container Co. have seen job candidates arrive up to an hour early for interviews. Other candidates have alluded to financial hardships while in the hot seat, and one person even distributed bound copies of documents describing projects he completed for past employers....
Full Article: http://finance.yahoo.com/career-work/article/106924/The-Interview-That-Will-Bag-a-Job
Thursday, April 9, 2009
Optimism from New England Tech Execs
Posted by Jason Alexander (Alexander Technology Group)
Despite the eternal negativity, there is still plenty of positive activity out there. For people I’m regularly in touch with, I’m certain that my perception of the fact that companies are still hiring is wearing old and stale. The follow link is from the Edgar eView and show some compelling and optimistic statistics on how New England area tech execs are looking at the local economy.
http://www.edgareview.com/2009/new-england-tech-execs-surprisingly-optimistic-for-09/?contactID=54924400
Despite the eternal negativity, there is still plenty of positive activity out there. For people I’m regularly in touch with, I’m certain that my perception of the fact that companies are still hiring is wearing old and stale. The follow link is from the Edgar eView and show some compelling and optimistic statistics on how New England area tech execs are looking at the local economy.
http://www.edgareview.com/2009/new-england-tech-execs-surprisingly-optimistic-for-09/?contactID=54924400
Wednesday, April 8, 2009
Google reveals Data Center designs on YouTube...
Posted by Jason Alexander (Alexander Technology Group)
I noticed the following post on CNET recently that I really wanted to share. As of 4/8/09, Google provided a complete data center tour and design on youtube. The following link will take you to the article with video clips. Very interesting stuff an puts your idea of data center design in perspective.
http://news.cnet.com/8301-1001_3-10215392-92.html?tag=newsEditorsPicksArea.0
I noticed the following post on CNET recently that I really wanted to share. As of 4/8/09, Google provided a complete data center tour and design on youtube. The following link will take you to the article with video clips. Very interesting stuff an puts your idea of data center design in perspective.
http://news.cnet.com/8301-1001_3-10215392-92.html?tag=newsEditorsPicksArea.0
Tuesday, April 7, 2009
Hundreds of jobs applied to with no call-backs. Why aren’t people calling?
Posted by Jason Alexander (Alexander Technology Group)
Do I send a cover letter for every job I apply to? Do people read cover letters? How do I write my resume so I can compete with other job seekers? I’ve applied to hundreds of jobs and nobody has called for an interview; what am I doing wrong?
Down markets force job seekers to be innovative and quality-oriented in order to be successful. With that said, many (if not most) candidates are going about the process in a slightly backwards fashion. It is common practice, in the eyes of many job seekers, to send a stock resume with a custom cover letter illustrating why they are the perfect fit. In most cases the cover letter doesn’t make it to the hiring manager’s desk and, often times, the resume is discarded if the right key-words aren’t found in the top half of the first page.
Now, onto the important question… What is working in today’s economy? I challenge individuals to target a smaller group of positions that would utilize their specialty skills (as opposed to their general skills). In a down economy, there are plenty of generalists to go around so job seekers need to focus on best positioning and advertising their strengths. The #1 way to make sure this is clear to the hiring management of a prospective company is to be sure to tailor your resume for EVERY job you apply to. Without embellishing, be sure that your resume summary looks much like the job description you are applying to. A stock or template resume rarely paints an accurate picture in terms of how you relate to the specific job you are applying to.
This post was mainly intended to boost awareness of the fact that quality sells in the job application world. Too many people are mass-applying to positions on Monster with the same resume (for each role) and receiving no calls. Although it is difficult to maintain the discipline, people that take the time to customize every resume and cover letter they send tend to see better results. Also, as a teaser for later posts, don’t forget the importance of networking. Good luck!
Do I send a cover letter for every job I apply to? Do people read cover letters? How do I write my resume so I can compete with other job seekers? I’ve applied to hundreds of jobs and nobody has called for an interview; what am I doing wrong?
Down markets force job seekers to be innovative and quality-oriented in order to be successful. With that said, many (if not most) candidates are going about the process in a slightly backwards fashion. It is common practice, in the eyes of many job seekers, to send a stock resume with a custom cover letter illustrating why they are the perfect fit. In most cases the cover letter doesn’t make it to the hiring manager’s desk and, often times, the resume is discarded if the right key-words aren’t found in the top half of the first page.
Now, onto the important question… What is working in today’s economy? I challenge individuals to target a smaller group of positions that would utilize their specialty skills (as opposed to their general skills). In a down economy, there are plenty of generalists to go around so job seekers need to focus on best positioning and advertising their strengths. The #1 way to make sure this is clear to the hiring management of a prospective company is to be sure to tailor your resume for EVERY job you apply to. Without embellishing, be sure that your resume summary looks much like the job description you are applying to. A stock or template resume rarely paints an accurate picture in terms of how you relate to the specific job you are applying to.
This post was mainly intended to boost awareness of the fact that quality sells in the job application world. Too many people are mass-applying to positions on Monster with the same resume (for each role) and receiving no calls. Although it is difficult to maintain the discipline, people that take the time to customize every resume and cover letter they send tend to see better results. Also, as a teaser for later posts, don’t forget the importance of networking. Good luck!
Thursday, April 2, 2009
Compensation Decisions for the Long Haul
Posted by Jason Alexander
Whether through formal inquiry or informal advising, I’m asked daily for opinions in how to compensate new employees. Some of the questioning is based on factors which are unrelated to current economic conditions but most, if you reverse engineer their origin, stem back to the dilemma of talent acquisition versus long term talent retention. Over the last 12 months, most companies have been looking for ways to conserve funds whether through cost cutting, salary reduction, or even workforce reduction (layoffs). At the same time, companies are also hiring while, in parallel, trying to minimize the burn rate.
So, this now poses the most important question. What can I land a good employee for these days and what will it take to retain them? It is critical that both aspects of this question are addressed. Avoiding the temptation to low-ball an out-of-work employee for the sake of doing so will result in the distinct absence of a mass exodus when the market creeps back up into shape. For those of us that were in the business back in 2002 and 2003, we saw plenty of real life examples of this when the market rebounded in 2004 and 2005. The reality is that we’re seeing some of the same trends today. Organizations with money to spend are paying candidates 75% of their value without a long term retention plan in place. These are organizations that are begging to be used and discarded in a strong market.
Now, if you are on board with retaining a long term work force (which most people are on board with) there are options. The first option is to show a sign of confidence in a prospective employee by offering them, what I refer to as, strong market rates in a market that isn’t so strong. This goes a long way and typically isn’t forgotten. Most of these professionals have past colleagues that were low-balled and realize what a strong gesture it is to offer them appropriate wages when funds are tight. Option two is to bring an employee on board, acknowledge the current conditions, and let them know there is light at the end of the tunnel in terms of increased wages, bonuses, and creative means to result in a feeling of security.
Often times we hear the phrase “you only have one chance to make a first impression”. All too often, in the world of employer/employee relationships, we think this phrase pertains to the job seeker. I couldn’t possibly disagree more. In a down market, this phrase pertains, first and foremost, to the employer. If your first impression, to your employee base, is that of an unnecessarily frugal company that doesn’t pay people based on their value, that is a tough image to shake when the market turns around. Based on my experience, companies that have retained a long term workforce have been those that value employees, don’t prey on their vulnerable situations (especially when evaluating out-of-work prospective employees), and keep communication lines open.
Today’s market can make anyone blind to the long term vision of building their successful workforce. Many people and organizations are in survival mode and are “doing what they gotta do”. The advisable method of talent acquisition and retention is to evaluate the following hypothetical: What if we woke up tomorrow, the Dow was at 12K, unemployment was at 3% and there were twice as many open positions as there were good people to fill them. How would our employees feel about their jobs and current compensation? Your honest and objective results will dictate how you evaluate compensation decisions moving forward.
Whether through formal inquiry or informal advising, I’m asked daily for opinions in how to compensate new employees. Some of the questioning is based on factors which are unrelated to current economic conditions but most, if you reverse engineer their origin, stem back to the dilemma of talent acquisition versus long term talent retention. Over the last 12 months, most companies have been looking for ways to conserve funds whether through cost cutting, salary reduction, or even workforce reduction (layoffs). At the same time, companies are also hiring while, in parallel, trying to minimize the burn rate.
So, this now poses the most important question. What can I land a good employee for these days and what will it take to retain them? It is critical that both aspects of this question are addressed. Avoiding the temptation to low-ball an out-of-work employee for the sake of doing so will result in the distinct absence of a mass exodus when the market creeps back up into shape. For those of us that were in the business back in 2002 and 2003, we saw plenty of real life examples of this when the market rebounded in 2004 and 2005. The reality is that we’re seeing some of the same trends today. Organizations with money to spend are paying candidates 75% of their value without a long term retention plan in place. These are organizations that are begging to be used and discarded in a strong market.
Now, if you are on board with retaining a long term work force (which most people are on board with) there are options. The first option is to show a sign of confidence in a prospective employee by offering them, what I refer to as, strong market rates in a market that isn’t so strong. This goes a long way and typically isn’t forgotten. Most of these professionals have past colleagues that were low-balled and realize what a strong gesture it is to offer them appropriate wages when funds are tight. Option two is to bring an employee on board, acknowledge the current conditions, and let them know there is light at the end of the tunnel in terms of increased wages, bonuses, and creative means to result in a feeling of security.
Often times we hear the phrase “you only have one chance to make a first impression”. All too often, in the world of employer/employee relationships, we think this phrase pertains to the job seeker. I couldn’t possibly disagree more. In a down market, this phrase pertains, first and foremost, to the employer. If your first impression, to your employee base, is that of an unnecessarily frugal company that doesn’t pay people based on their value, that is a tough image to shake when the market turns around. Based on my experience, companies that have retained a long term workforce have been those that value employees, don’t prey on their vulnerable situations (especially when evaluating out-of-work prospective employees), and keep communication lines open.
Today’s market can make anyone blind to the long term vision of building their successful workforce. Many people and organizations are in survival mode and are “doing what they gotta do”. The advisable method of talent acquisition and retention is to evaluate the following hypothetical: What if we woke up tomorrow, the Dow was at 12K, unemployment was at 3% and there were twice as many open positions as there were good people to fill them. How would our employees feel about their jobs and current compensation? Your honest and objective results will dictate how you evaluate compensation decisions moving forward.
UNH IOL - Simply Amazing
Posted by Jason Alexander
I thought it appropriate to share my visit to the University of New Hampshire’s InterOperability Laboratory yesterday. While I had heard of the IOL many times, it was my first visit and, well, I’ll revert back to my title comment: “Simply Amazing”. The IOL is a place where companies, which you may have heard of, like Dell, EMC, and Cisco contract to test their products for successful interoperability with many other leading industry products. Although the IOL possesses a client roster that rivals any top tier commercial testing facility, two thirds of it’s employee base is undergraduate students gaining valuable hands-on experience. Students have the opportunity to play with the latest gadgets the industry has to offer, compile experiences which simply aren’t offered elsewhere, and nearly guarantee job placement upon graduation (at above average salaries in most cases). All of this right here in the granite state. I certainly encourage employers, students, and industry professionals to learn more about the IOL. The link is http://iol.unh.edu.
I thought it appropriate to share my visit to the University of New Hampshire’s InterOperability Laboratory yesterday. While I had heard of the IOL many times, it was my first visit and, well, I’ll revert back to my title comment: “Simply Amazing”. The IOL is a place where companies, which you may have heard of, like Dell, EMC, and Cisco contract to test their products for successful interoperability with many other leading industry products. Although the IOL possesses a client roster that rivals any top tier commercial testing facility, two thirds of it’s employee base is undergraduate students gaining valuable hands-on experience. Students have the opportunity to play with the latest gadgets the industry has to offer, compile experiences which simply aren’t offered elsewhere, and nearly guarantee job placement upon graduation (at above average salaries in most cases). All of this right here in the granite state. I certainly encourage employers, students, and industry professionals to learn more about the IOL. The link is http://iol.unh.edu.
The Interview Tool Kit
Posted by Jason Alexander
These days, more than ever, I’m asked how to properly prepare for an interview. There are many ways to answer this question but, in the interest of being concise, here is a basic tool kit that all interviewees should be equipped with.
Adequate Knowledge - I lead with this item because it is often the most overlooked and ignored essential in any job seeker’s arsenal. Adequate knowledge is defined as all of the following:
- Knowledge of the company
- Knowledge of the position
- Knowledge of your background and how it relates to the open role
- Knowledge of your strengths and abilities
- Most job seekers apply to jobs in bulk quantity and miss the opportunity by not obtaining adequate knowledge prior to the interview.
Proper Dress - I still hear stories, every day, about the right candidate missing out on the opportunity because she/he was not properly dressed. When in doubt, dress as professionally as possible. I’ve yet to hear a client say “hey, really loved the candidate but I couldn’t hire someone who wears a suit to an interview”.
Copies of your Resume - Many interviewees don’t bring copies of their resume along to the interview because they assume the hiring manager already has it. Whether the hiring manager has a copy already or not, the fact that you’ve brought multiple copies shows you’re prepared and comfortable with the prospect of meeting multiple people. Always have 5+ copies ready.
Portfolio and Two Pens - I always like to see applicants carrying a portfolio, folder, or attache of some sort. This binder should include a pad of paper and two pens. The paper should include questions that you prepared about the company, position or individual that you are meeting with. Having these questions written is positive and shows the manager you have prepared for the interview. Having two pens is important because one will inevitably die on you at the worst possible time.
There are certainly plenty more items that will prepare you based on the case-specific nature of your interview. The above goes for most all interview situations and represents the minimum requirements.
Posted by Jason Alexander
I’m happy to post the work of one of our key employees - Doug Fowler. Doug has put a great piece together for people that may be looking for some tips on “Networking” in today’s economy.
Network Your Way to Your Next Job. The Right Networking Mind-Set and Skill Sets for 2009
When you think about becoming a more skilled networker, you usually think about what you can do to network more effectively. While it’s important to know the right things to do while networking, it’s equally important to start thinking the right way to make your networking efforts are as successful as can be. Let’s take a look at some elements you’ll want to include to ensure networking success:
Preparation – Know What You WantStart by investing some time to clarify whom you want to work with, what skills you have to offer and what you feel you can contribute to an organization. Knowing whom you want to work with and what you have to offer makes you more strategic and confident as you meet and communicate with others.
Don’t Sell to Your Network–Educate ThemEducating your network about the type of business you seek is much more important to your success than ‘selling’ to others. We live in a “me first” society. Focus on being helpful to others. When you seek to bring value or render service to others first, you immediately activate the principle of reciprocation.
Good networkers should talk about more than just businessNetworking is about building personal relationships. The more I network, the more I’ve seen the power of personal interests in making connections. Networking is more than just meeting people, shaking hands and saying “I need something, maybe you need something too….”. Networking is building long term relationship with people.
Be Proactive with your interactionsAs you network, focus on creating and promoting a comfortable experience for both you and the other person. Let’s face it, not all of us were born with a magnetic personality. With that said, anytime you arrive at a meeting, social event, or networking event, be prepared with conversation topics. Accept that you will need to follow up and work hard to cultivate reasons for others to want to stay in touch with you.
Brand YouYour successful professional image projected through your speaking, written communication, and social and professional network branding will result in more opportunities for networking. Developing a great “brand” identity and maintaining a good online reputation, in addition to face to face, is of critical importance. Facebook, LinkedIn, Twitter, blogging, etc. are all mediums for creating your brand.
Staying ConnectedAs important as it is to in making the initial connection with someone, it is equally, if not more important, to stay in touch with your network. Follow up is of critical importance. Send an interesting article, point out a helpful website, share more info or tips about a subject you talked about, etc. Most of us wait to reach out to our network when we need something. The time to reach out to your network is now and always.
About the AuthorDouglas E. Fowler is the Business Development Manager with Alexander Technology Group. Alexander Technology Group (www.alexandertg.com) provides a powerful variety of custom IT staffing and recruiting solutions. With extensive industry experience and a compelling network offering access to highly qualified I.T. professionals, Alexander Technology Group is the ideal partner for job seekers and corporate decision makers.
Labels: MA, Massachusetts, New Hampshire, nh, staffing, technology
I’m happy to post the work of one of our key employees - Doug Fowler. Doug has put a great piece together for people that may be looking for some tips on “Networking” in today’s economy.
Network Your Way to Your Next Job. The Right Networking Mind-Set and Skill Sets for 2009
When you think about becoming a more skilled networker, you usually think about what you can do to network more effectively. While it’s important to know the right things to do while networking, it’s equally important to start thinking the right way to make your networking efforts are as successful as can be. Let’s take a look at some elements you’ll want to include to ensure networking success:
Preparation – Know What You WantStart by investing some time to clarify whom you want to work with, what skills you have to offer and what you feel you can contribute to an organization. Knowing whom you want to work with and what you have to offer makes you more strategic and confident as you meet and communicate with others.
Don’t Sell to Your Network–Educate ThemEducating your network about the type of business you seek is much more important to your success than ‘selling’ to others. We live in a “me first” society. Focus on being helpful to others. When you seek to bring value or render service to others first, you immediately activate the principle of reciprocation.
Good networkers should talk about more than just businessNetworking is about building personal relationships. The more I network, the more I’ve seen the power of personal interests in making connections. Networking is more than just meeting people, shaking hands and saying “I need something, maybe you need something too….”. Networking is building long term relationship with people.
Be Proactive with your interactionsAs you network, focus on creating and promoting a comfortable experience for both you and the other person. Let’s face it, not all of us were born with a magnetic personality. With that said, anytime you arrive at a meeting, social event, or networking event, be prepared with conversation topics. Accept that you will need to follow up and work hard to cultivate reasons for others to want to stay in touch with you.
Brand YouYour successful professional image projected through your speaking, written communication, and social and professional network branding will result in more opportunities for networking. Developing a great “brand” identity and maintaining a good online reputation, in addition to face to face, is of critical importance. Facebook, LinkedIn, Twitter, blogging, etc. are all mediums for creating your brand.
Staying ConnectedAs important as it is to in making the initial connection with someone, it is equally, if not more important, to stay in touch with your network. Follow up is of critical importance. Send an interesting article, point out a helpful website, share more info or tips about a subject you talked about, etc. Most of us wait to reach out to our network when we need something. The time to reach out to your network is now and always.
About the AuthorDouglas E. Fowler is the Business Development Manager with Alexander Technology Group. Alexander Technology Group (www.alexandertg.com) provides a powerful variety of custom IT staffing and recruiting solutions. With extensive industry experience and a compelling network offering access to highly qualified I.T. professionals, Alexander Technology Group is the ideal partner for job seekers and corporate decision makers.
Labels: MA, Massachusetts, New Hampshire, nh, staffing, technology
Subscribe to:
Posts (Atom)
