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Wanted: Coders Who Can Cobol

TEN YEARS before man walked on the moon, a group of software engineers created the Common Business-Oriented Language—better know as Cobol— to standardize business computer programming.
Not long after, in the early 1960s, Bill Hinshaw began plying his trade as one of the thousands of Cobol programmers working in banks across the world. Now, more than 50 years later, the 76-year-old coder is still working in Cobol, much to his amazement.
“I was coming to the end of my career and I thought that Cobol might be going away,” says Mr. Hinshaw. “But it has actually grown.”
Indeed, despite its advanced age, Cobol is still the most prevalent programming language in the financial-services industry world-wide. Software programmed in Cobol powers millions of banking transactions every day and underpins critical computer mainframes.
And Cobol isn’t going away anytime soon. Banks and other companies have come to the uncomfortable realization that ripping out old mainframes is pricey and complicated. Transitioning to new systems is likely to take years, and besides, a lot of the older tech works just fine.
The problem is that Cobol isn’t popular with new programmers. So, with a generation of Cobol specialists retiring, there is a continuing hunt to find a new generation of programmers to service this technology.
In Texas, Mr. Hinshaw’s company, the Cobol Cowboys, a group of mostly older programmers, is training U.S. military veterans in the programming language. 

Accenture PLC is coaching hundreds of Cobol programmers every year in India and the Philippines to work at banks. In Malaysia, one consultancy that provides engineers versed in Cobol for its clients, iTAc MSC Outsourcing, has adopted the slogan “Keeping the Dinosaurs Alive.”
A host of companies offer online courses in Cobol in places like South Africa, India and Bangladesh. Developing economies are key technology-outsourcing centers for banks.
Can’t let go
Detractors say Cobol isn’t versatile and results in reams of code, because it is partly written in actual English words. It’s also used to configure mainframes, which isn’t exactly a career-enhancing proposition for young coders in an era dominated by cloud computing.
Still, for banks that expect to be tied to their old technology to some extent for the foreseeable future, fluency in Cobol remains key. While a bunch of smaller banks have successfully ripped out their old core processing systems, no major bank has dared to do so, says John Schlesinger, chief enterprise architect at Temenos, a company that sells software to banks. The cost of a major overhaul and the risk of a botched upgrade leaving customers without access to their bank accounts are too great, he says.
Several companies are making hay while the sun still shines on Cobol. 

Micro Focus International PLC is offering courses to some 400 colleges to train Cobol programmers. The company, one of whosespecialties is upgrading old computer systems, polled its customers last year and found that 90% plan to use Cobol systems for the next decade.
“We don’t see that demand going anytime soon,” says Derek Britton, who runs a unit at Micro Focus that modernizes old systems.
Nod to Hollywood
Mr. Hinshaw’s Cobol Cowboys— the name is a nod to the Clint Eastwood movie “Space Cowboys,” about a crew of aging test pilots—has a team of some 200 freelance coders. The average age is around 60. “They can work when they want to,” says Mr. Hinshaw.
“They can spend time with their grandchildren.”
When it comes to coding, age is in the eye of the beholder, says Mr. Hinshaw. Several other coding languages have comfortably slipped into useful middle age. For instance, the coding language “C”—one of the most popular of all time—is still widely used more than 45 years after it came on the scene.
And Cobol isn’t retiring on his watch, Mr. Hinshaw says. “I don’t see Cobol going away in my lifetime.”

Max Colchester is a reporter for The Wall Street Journal in London. He can be reached at 

Ranks of Women in Tech Show Slight Growth

by Steve Rosenbush of the Wall Street Journal

Good day, CIOs. Diversity is at the top of the corporate tech agenda, but scant progress is being made when it comes to expanding the ranks of women and minorities within the U.S. divisions of large companies, CIO Journal’s Sara Castellanos reports. Women were represented in 24% of technical roles this year, a slight gain over 2017, according to a survey of more than 628,000 technologists across 80 large companies. The study was conducted by, a nonprofit organization aimed at increasing the representation of women technologists. 
A broader view of diversity. Black, Hispanic, Native American, Pacific Islander and multiracial women accounted for about 13% of the technical roles, according to the report, which did not measure racial diversity last year.
The business case. “Diversity in experience and diversity in thought is going to produce much better solutions for our customers,” said Mary Beth Westmoreland, chief technology officer at Blackbaud Inc., a cloud software company for nonprofit and philanthropic organizations. Blackbaud was among the 80 companies surveyed for the study, which included American Express Co., Alphabet Inc.’s Google and SAP SE.

3 Qualities that make you an Effective Team Player

The term "team player" is so often used as an essential professional attribute that it’s become a well-worn cliché — but that doesn’t make it any less of a valuable skill to have if you want to be successful at work, regardless of your occupation or industry.

Being able to work well with others and being regarded by your colleagues as an effective team player can lead to a wealth of promising career opportunities. People will tend to seek you out when assembling teams for projects (which are more likely to be successful when the members of your team work well together), peers and superiors will turn to you for collaborations that can enhance your visibility and profile, you’ll increase your chances of impressing your colleagues and others will want to support you and celebrate your success as you climb your personal career ladder.

Although some folks seem to be able to work well with others no matter what the situation or mix of personalities they find themselves in, for others it’s not quite that simple. Not everyone is a natural team player, but everyone can become one with a little effort.

Yes, your work environment and the nature of the work you do will go a long way toward dictating what makes an effective team player in your world, but there are some fundamental personal qualities that most! effective team players seem to possess — and use — to their advantage when opportunities to collaborate arise. If you have the following three qualities, be sure to use them to your advantage at work and keep them polished and sharp.

If not, consider building these skills to maximize your chances of achieving success: 


Great team players typically have an abundance of patience in their reserves, which comes in really handy when juggling the diverse personalities and work styles of team members.

It can be easy to get frustrated in collaborative work settings, especially when one (or more than one) team member is tough to work with or tries to exert unwanted control over the group, or when the project doesn’t go as well as initially planned.

However, those who are known to be effective team members have the patience and self-control to keep themselves and others calm, cool and collected, which helps to keep colleagues and work projects on track.


A close relative of patience, flexibility allows team players to roll with the punches when things get volatile or tumultuous during a group effort at work and can pivot effectively when a project takes an unexpected turn or requires a course correction.

While some folks lose control when things don’t go according to plan during the life cycle of a project, those who are good team players are flexible enough to swerve when change is needed — without putting added stress or strain on their team members.


Reliability is where the "rubber meets the road" on a project, and effective team members consistently deliver in this area.

When collaborating on a project, they are well aware of what they are responsible for and make sure that they deliver as planned and on schedule, allowing their team members to focus on their tasks without having to worry about weak links, with the end result being that the collaborative effort becomes greater than the sum of its parts.

If you set your sights on strengthening your skills in the areas mentioned here, you will improve your ability to work with others and gain a reputation as someone people can count on in any collaborative situation, big or small.

Eric Titner has been an editor and content creator for more than a decade. His primary professional focus has been on education- and career-related topics. He currently lives in New York City.

Surging Business Sales Make Staff Retention a Must!

I came across this relevant article by Joyce M. Rosenberg of the Associated Press:

NEW YORK – Offers of training and stock in their new employer weren’t enough to keep four out of his five staffers when Dennis Chow sold his information technology firm in 2016.

Chow and the buyers learned one of the hard lessons of a business sale – despite their best efforts, some employees will leave. People departed from both companies when SCIS Security acquired Chow’s Houston-based Xtec Systems, most of them workers who didn’t like their new assignments.
"We lost maybe 25 percent of the overall workforce," Chow says.

As the number of small-business sales keeps rising, staff retention is a priority – especially since low unemployment makes it easy for many workers to find new jobs. Transactions tallied by online marketplace show more than 2,700 small businesses changed hands during the second quarter, the most since the count began in 2007. The trend is being driven in large part by retiring baby boomer owners.

One big problem can be a culture clash – staffers whose company is sold may be uncomfortable with their new bosses and how the business is now being run. A new owner may be more rigid about schedules or more of a micromanager. Staffers who worked with just a handful of people before might find themselves with dozens of co-workers, and miss the old camaraderie.

Bosses should focus on the quality of employees’ work life, says Mike Astringer, owner of Human Capital Consultants, a human resources provider. Money, whether it’s in the form or a raise or a bonus, may not work in the long run.

"The new acquirer and the seller need to really collaborate in the transition to make sure the culture not going to change, that the reason people work there is going to continue," he says. Critical to keeping staffers is not springing the ownership change on them at the last minute. That will only anger them and add to their anxiety and temptation to flee, Astringer says.

A new boss should acknowledge and validate staffers’ feelings, and not try pep talks to ease anxiety, says John Proctor, CEO of Ottawa, Ontario-based Martello Technologies. The information and communications technology company has made two acquisitions in recent years, giving Proctor experience with persuading reluctant staffers to stay.

"People aren’t praying at the altar of Martello. It doesn’t work like that," he says.
Proctor’s approach is to meet with staffers individually or in small groups, spell out his ideas for the company’s direction and ask employees about the roles they see themselves playing. He recommends listening rather than dictating.

"You’re giving them a sense of ownership instead of, ‘You’re going to be doing this, and you’re going to be doing that,’ " he says.

Still, Proctor warns owners to expect some friction. "You also need to be realistic that there will be issues and disputes and you must deal with those with an open and frank dialogue with all involved," he says.

It can be more difficult to retain staffers in some industries than others. David Crais, chief executive of CMG Carelytics, a health technology development company that has done several acquisitions, has found software engineers reluctant to be part of a company that’s growing by buying others.

"Many times, they’re driven by wanting to be part of a building process," says Crais, The more an owner can align a staffer’s needs with the company’s culture, the greater the chances of retaining employees, Crais says. He considers an acquisition a success if 70 percent to 75 percent of the staff is still there 18 months later.

John Ahlberg, whose technology support and management company has made several acquisitions in recent years, has been able to retain about a third of the staffers who joined his firm, Chicago-based Waident Technology Solutions. Those who left tended to be uncomfortable with the culture at their new company; for example, they were used to working on their own and had a hard time adapting to team work.

"With each person, we sit down and talk to them, and ask, ‘What are you doing now, and what skills do you have?’ " Ahlberg says. "But most of the conversation revolves around, ‘What are your hopes and dreams. What do you want to be doing?’ "Those conversations must be ongoing, Ahlberg says: "We sit with everyone regularly to make sure they are heard; we discuss the company expectations and define what is expected of them. We try to leave nothing vague."

Sometimes there isn’t much an owner can do. Steve Sargent hoped for an easy transition when he bought an automotive repair shop in Car y, North Carolina, in March and turned it into a Mr. Transmission/Milex franchise. He told the three staffers they could keep their jobs, but changes he made, including new technology to handle transactions and accounting, were troubling for the shop manager. Sargent provided training and tried to talk to the man, but couldn’t get him to open up about his frustration.

"He always said he wasn’t going to leave," Sargent says. But nearly three months after Sargent arrived, "he called me and said, I can’t do this anymore," Sargent recalls.  Sargent advises other owners to keep communicating, but be ready for people to quit.

"Not everyone will make it through the transition, so be proactive about looking for replacements before a person leaves," he says.

Perceptive Chosen as Fastest Growing in SC!

Perceptive Recruiting has been named one of the 40 fastest-growing companies in South Carolina for 2018 by SC Biz News!

Twenty large companies and 20 small companies have been named to the statewide Roaring Twentieslist presented annually by SC Biz News. This honor recognizes the state’s fastest-growing companies based on both dollar and percentage increases in revenue from 2016-2017.

In order to qualify for the Roaring Twenties designation, companies must have a physical presence in South Carolina and be a for-profit entity or a nonprofit organization (EXCEPT FOR: government entities and charitable organizations, including 501(c)3 organizations.  These types of nonprofits are not eligible).

Company size was determined by gross revenue: A small company was considered as having $10 million and under in revenue. Large companies were classified as having over $10 million in revenue. Small companies must have had revenues of at least $500,000 each year for the years 2015, 2016 and 2017.

Profiles of the winning companies will be published in the winter issue of SCBIZ magazine. The winners will be honored at an event on Oct. 25 at the DoubleTree by Hilton Columbia.

Six Benefits of Using a Recruitment Agency

Hiring a new employee is a time consuming yet a vitally important process. We take a look at some of the true benefits of using a trusted recruitment partner in the search for new employees.


In business, time is money and using a Recruitment Agency is a time saver. They will save you time because they take care of the beginning steps of the hiring process. If you post a job opening on traditional job boards, there is a strong chance you will receive hundreds of resumes and applications for any single position. Out of the hundreds of applicants, a significant amount will not be qualified or will simply not be right for the job. Finding the right applicants to interview will take a great amount of time and effort.


In addition to sorting through submitted applications, a Recruitment Agency will also have access to the best talent available. This includes access to talent that is currently employed elsewhere. These qualified individuals can work discreetly with a recruitment agency when they are looking for a new challenge and opportunity. Recruitment Agencies have their own database of qualified applicants that they can pull directly from.


It is often assumed that bringing recruitment in-house will result in a saving of cost to the business. Cost needs to proportioned to advertising your vacancy, which can prove expensive if posting single one-off jobs. Recruitment Agencies will often have allocations on the all the top job boards, so you can ensure that your job is advertised in all the correct places. Administrative costs also need to be taken in consideration of facilitating the process, sifting through the CVs, initial conversations, the list goes on – these all take time, and as we all know time is money. A Recruitment Agency is also there to help negotiate the best salary, giving you guidance and advice on what is fair and appropriate, but also what you might need to do to guarantee that top candidate that everyone else is after too!


The screening process when hiring has several layers. You need to run background checks on potential employees, follow up with references and conduct preliminary interviews to make sure the candidate matches the promises they make on their resumes. Again, these are vital steps that just take up time when you are conducting them on your own. A Recruitment Agency will see to it that these steps are taken care of before you meet anyone for your own interviews. You will feel assured that anyone you meet has already passed these tests.


A good Recruitment Agency is going to have a proven track record of finding the right employees for the job. When you meet with their narrowed down choices, you can feel more confident with your final hiring decision. Working with a Recruitment Agency will help you make a more assured decision.


Once you have developed a relationship with a Recruitment Agency that you trust, your future hirings will go even more smoothly. The Agency will be aware of the qualities that it takes to make the right fit within your company and what you expect from them. The next time you have an available position, you can fill it quickly and satisfactorily.
Article compliments of BlueSkies.

How to use time in between jobs effectively

By Eric Titner

For most people, filling the time in between jobs can be a real challenge. We want to make sure that we’re using this time to our advantage, but figuring out how to do so effectively — especially if it’s a longer time period than we’d like it to be — can be difficult. It’s really in your best interest to try to structure and make the most of this down time, both for your long-term health and happiness as well as to help set you up for your next job.

Build and maintain your network

In today’s job market, cold calling and responding to general job ads is far less effective than it used to be. These days, a significant percentage of new jobs are obtained by leveraging your network, which includes your personal and professional contacts. Building and maintaining your contacts is an invaluable use of your time, and who knows — it may not be long before one of your 
connections comes up with a job opening that perfectly fits what you need and can offer.

Look for contract/ freelance work

Just because you’re be tween full-time jobs doesn’t mean your time has to be completely work free. Many companies utilize contract and freelance staff for a wide range of projects.

Consider seeking out opportunities in your field or in an area that fits your background and skill set; not only will it provide you with some income, it will also help fill in any lengthy time gaps on your resume.

Plus, if you do a particularly good job on a project, you might be considered for a longer-term position when one becomes available.

Take a class

Keep your mind and skills sharp by continuing your education.

You can pursue a subject in your professional field — which may help you during your job hunt — or you can take a class in a completely unrelated subject area that interests you. Either way, your time will be well spent.


Another good use of your time and energy in between jobs is to volunteer. Not only will you be helping to support a worthy cause, you’ll also be keeping active and could even acquire some new skills. You may even discover some completely new interests, which may help reshape your! career aspirations.

Create a backup plan

If things just don’t seem to be going your way and the amount of time that you’re unemployed is becoming a problem, then you may need to invest some time in coming up with a backup plan.
Take some time to research alternate fields that interest you, industries where your existing background and skills may be easily transferable, and jobs that seem hot right now and have an abundance of openings. It may turn out that your backup plan pans out and leaves you happier and more fulfilled than your previous goals.

Just because you’re in between jobs doesn’t mean that your time can’t be well spent. Use the strategies and advice presented here to make sure you’re using this time to your advantage.

Eric Titner has been an editor and content creator for more! than a decade. His primary professional focus has been on education- and career-related topics. He currently lives in New York City.

How long should you stay at a job you hate?

Everyone goes into a new job with a sense of optimism. New place, new coworkers, new responsibilities — what’s not to be optimistic about? After that initial buzz, however, you suddenly realize: I hate my job. It’s rarely in your interest to quit on the spot when you have that revelation, so how long should you stay? Let’s look at a few of different scenarios:

When seriously bad things are happening.
If you’ve discovered that there are illegal or harmful things going on at work, or your work is causing you serious physical issues, then you should definitely consider getting out now. It’s a safety issue.

When you hate your boss, and your work is starting to suffer.

If your work is making you miserable and you just can’t seem to get along with your boss, then it’s time to start thinking hard about your exit strategy.

But if you can hold on for a few weeks or months while you start putting out feelers about a new job, then you should delay handing in that resignation letter.

When you’re bored or mildly unhappy.

If your job isn’t challenging you like it should or you have a general diagnosis of Over It-itis, then definitely start thinking about your next steps. Don’t quit just yet.! Because this isn’t an emergency, you have time to do some soul searching about why you’re unhappy at work and what you can do to fix that. You may find that adjusting your workload or taking on different projects could make you happier and more fulfilled.

Before you quit, talk with your boss (without issuing any ultimatums) and let him know you’re interested in taking on more opportunities, or changing up your role. If he’s receptive, then give these new responsibilities a try. If he’s not, or you’ve tried out this new regime and you’re still unhappy, then step up your efforts to find another job before you quit this one. Remember that fairly or not, it’s almost always easier to find a job while you already have one.

Here’s what you need to consider before you quit, under an! y of these scenarios:

What is my financial situation? Do I have enough savings to cover a potentially months-long job search?

Do I have some good potential job leads lined up, or an interim plan (like freelancing or consulting)?

Are there any skills I will need to build before I try to get a comparable job (or a step-up job)?

Is there anything that I could do or ask of my boss that would make my job bearable again?

It’s best to have a plan here; the last thing you want to do is quit your job in a huff, and then realize that you’ve made a mistake. Sometimes leaving is the right thing to do, and quitting ! can push you to move your career forward. But if you take that step before you’re ready, you could be opening yourself up to a period of stress and career upheaval unnecessarily.

Kate Lopaze is a career advice journalist for where this article was originally published. She investigates and writes about current strategies, tips and trending topics related to all stages of one’s career.

The best way to answer, ‘Why should I hire you?’


It’s the moment of truth: You’re on the job hunt, have landed an interview and it’s going well. You’re making a great impression on the person you’re meeting with, and it really feels as if you have this locked up. Then all of a sudden, you’re hit with the big question: "Why should I hire you?"

On its face, it may seem like an easy question, but that can be deceptive. There’s a lot riding on your answer (namely a new job), and the way in which you answer the question may reveal a great deal to the person who’s making the hiring decision.

Don’t worry — there are some effective strategies for how to handle this question that can help turn a good interview into a great one, ensure that you leave a positive, lasting impression on the interviewer and increase your chances of getting hired. The Balance, a personal finance website, published an article highlighting proven strategies for handling the, "Why should I hire you?" question. Consider taking advantage of the following tips: Build your pitch

Your answer to the question should reflect a deep awareness of the requirements of the position that you’re interviewing for, the needs of the company and the personality traits, skills and experience that make you an ideal candidate.

This means that you should always do your homework before getting to the interview, and you should be ready to confidently connect the dots between you, the employer and their needs. It never hurts to take a look at the keywords in the job posting and incorporate some of them into your answer. Still, you should always be ready to tweak your answer to reflect any new information you get during the interview.

Keep it brief

A good answer to the question should not be an endless soliloquy. Keep it short, simple and to the point.

Your one goal is to succinctly encapsulate why you bridge the gap between the position you’re vying for and the needs of the company.

Think a minute or two, tops.

Anything longer may exhaust the listener.

What makes you stand out?

It’s always smart to keep in mind that for every good answer you have for every interview question that arises, there’ll be a pack of other qualified candidates who are prepared with good answers, too. Make sure your response separates you from the crowd. Anything that makes you unique and could be viewed as a potential check mark in the "pro" column when hiring personnel are deciding about you is fair game.

Perhaps the interviewer mentioned that the company is seeking to expand its business internationally and you speak the language of a country that they may be looking to do business in — that could be a potential game changer.

Try to have your own game changer in mind when facing this question. Not only will you seem well-suited for the job, but it will also show that you’ve done your homework and know what the company is all about.

"Why should I hire you?" is a question that has the potential to leave you rambling while not saying much of anything.

Don’t waste your opportunity to create a powerful, pointed answer. Your interviewer will be impressed with your ability to summarize all you have to offer in a focused soundbite — you’ll look prepared, confident and responsible, all traits that are key to getting the job.

Eric Titner has been an editor and content creator for more than a decade. His primary professional focus has been on education- and career-related topics. He currently lives in New York City.

Candidate Q&A - Can I refuse to share my personal information?

Question: We are a small company. The owners want us to include personal information on their social media pages and be part of a monthly newsletter to clients. For example, information about what we’ve been doing with our families or favorite recipes. This makes me uncomfortable, as I want to keep my personal and professional lives separate. The owners are making this mandatory. Can I say no? — Michele L.

A: Yes, you can say no. But let me suggest another approach that involves conversation and compromise.  How about asking the owners to talk more about what they hope to accomplish by sharing such information?

Many businesses are eager to take advantage of the personal engagement that can be developed through social media or newsletters. However, sometimes they haven’t thought about the risks associated with putting such information out there.  Listen to their thoughts about why and how they want to use the information. Then share your concerns.

You might mention that publishing employee photographs or personal family information could potentially expose an employee or her family to security risks. Remind them that once photos and info are public, the company has little control over where they may end up.

You could suggest your company prepare an employee authorization/release to help owners understand they really should get your permission before sharing any personal information.
Now comes the compromise part. If your employer insists all employees participate, consider a middle ground. You could agree to post a favorite recipe, a photo of the family pet or other information that has less risk of revealing personal information than your picture.This could help your company meet its digital engagement goals and still keep most of your personal business offline.

Q: A recruiter requested that we FaceTime or Google Hangout as part of the interview process. This request made me uncomfortable. I pushed to meet in person, but the recruiter opted for a phone call. It didn’t go well. I feel the use of video is a way to potentially discriminate. (I’m in my 50s and African-American.) When I declined the video chat, it seemed as if the recruiter felt I was hiding something. What do you think about video interviews? Should I have said yes? — David L.

A: If you are unfamiliar with a new technology, it is understandable that it may feel uncomfortable, especially in the high-stakes context of a job search. But inevitably, the hiring process will reveal the candidate’s gender, race and age, so video interviewing doesn’t really present a significant additional risk.

Video interviewing is a growing technology used by employers in recruiting and hiring, and it is not going away. Not only can video help job seekers make a connection with a company earlier in the process without the added expense and disruption of an on-site interview, it allows recruiters to interview more candidates face to face earlier in the process.

Don’t let your discomfort with the technology be a barrier to using it. The secret to successful video interviewing is practice.  Try out different systems and setups. Watch how-to videos on YouTube for guidance on lighting and camera angle. Get comfortable chatting with friends on free video platforms such as Zoom and Skype.

Johnny C. Taylor Jr., a human-resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management.

9 things young job seekers say that wanna make me scream!

Just came across this fantastic, biting piece from Ted Williams of CharlotteAgenda:

Recently, I’ve been talking to more and more college students and recent graduates looking for jobs in advertising, marketing, media and communications. When I give job search advice, they look at me like I’ve got three eyes. Ugh.

Somebody is giving creative students awful job seeking advice. It’s likely somebody who’s never actually hired a young creative.
The stuff I hear from creative students drives me insane.
It makes me so mad that I want to join a university and develop programs that spit out highly employable, skill-rich graduates ready to dominate — instead of deer-in-headlight creatives unprepared and $120,000 poorer.

If you’re a creative employer, please join me in trying to rid these 9 things that young creative job seekers say.

Keep in mind that these thoughts are only for 20-something job seekers looking for creative careers. It’s different for people beginning careers in industries like finance and engineering, which have much more established career tracks.
uptown skyline sunset from wework

“I just applied for the social media manager position on the website, but I haven’t heard anything back. Weird, right?”

If a creative job has been posted online, you’re too late.
Job postings on creative roles from companies you’ve heard of receive anywhere from 300-500 applicants on average. If you’re just randomly sending your resume into an online job posting, you’re screwed. Stop it.

“I’m definitely not interested in a sales role, I’m looking for something in digital strategy.”

If you think sales is just for Michael Scott types, you’re wrong.
If you can’t sell, you’re limiting your creative career. Go sell something.
Some of the best experience you can get as a young person is software sales. Look at growing software startups like Passport, MapAnything and AvidXchange.

“There are no open job postings, so I didn’t reach out.”

Creative companies are ALWAYS hiring smart people that can solve problems.
Hiring you just isn’t that expensive. You likely cost between $30k-$50k. That’s just not material to most employers IF they’ve got a shot at landing their next superstar employee.
If a company has under 200 employees, go directly to the owner/CEO and tell them how you’re going to solve their problems and grow their business. “But that’s hard to do,” you say. Exactly.

“I don’t want to meet with the CEO and pitch ideas on how I’d grow her business.”

Let me guess, you want to grab coffee and “pick her brain on the industry.”
It’s exhausting for a creative leader to spend 60 minutes in small talk at the Starbucks on East Blvd in a brain picking session — all the time knowing that you’re just thinking, “Can you hand me a perfect job without me doing anything?”
Don’t put them through this torture. Don’t take, give. Add value by pitching solutions to the CEO’s problems.

“I’m not looking for a freelance, contract or internship position — I’m only looking for a full-time job.”

And I’m looking to only fly private.
Whether you like it or not, without a track record, many top tier employers will test you with project work. Always get paid (don’t do unpaid stuff), but take it seriously — creative leaders are always watching everything.

“I think my resume is perfectly polished”

Oh cool, you have your 3.5 GPA, college involvement and industry-specific internship showcased on your resume. Guess what? So does EVERYBODY.
The best way to get hired is to have a reputation, not a resume. And the best way to develop a reputation as a young person is to go launch stuff.
There’s just no excuse for creatives who haven’t brought an idea to market. Go launch an Instagram handle dedicated to local fashion and grow it to 10,000 followers. Go run an ad campaign for your favorite pizza joint that drove 50 customers on a Monday night. Go shoot 15-second Facebook food videos that never get under 5,000 views on Facebook. Go sell social media services to 5 small businesses.

“Haha, no I didn’t put Snapchat on my resume, but of course I know how to snap.”

But let me guess, you put “Proficient in Microsoft Office” on the bottom of your resume?
Keep in mind, you’re a subject matter experience on how communication works in the 18-25 demo. Act like one. It’s valuable.

“I don’t want to keep reaching out with good ideas because I’m scared of being annoying.”

Deleting emails is easy. It’s really not annoying. Management at creative companies and high-growth startups probably delete 200 emails each day from somebody pitching something.
“I’m not interested in this candidate because they send too many good ideas and they’re too ambitious,” said no employer, ever.
Be persistent.

“I’m just really eager to learn.”

Wait, that’s your pitch?
Your pitch is that you want an employer to pay you so that you can learn from them? I give up.

Older Workers Should Watch for these Trends

by Eric Titner

Attention baby boomers — not all trends are created equal. Each year, we see a variety of new workplace trends take hold, which often vary by industry, geography and even individual demographics. One of these factors is age — simply put, there are factors in the job world that affect older individuals differently, based on their level of experience, personal needs, comfort level in a rapidly changing work environment and longevity in the job market.

Baby boomers (individuals born between 1946 and 1964), face some unique issues and challenges in the work world. This aging population possesses a wealth of experience, knowledge and expertise, but is growing older in a workplace that increasingly prizes youth and vitality, and many are approaching the age where retirement is a consideration. According to a recent Pew Research Center study, approximately 29 percent of the workforce in the United States — which represents approximately 45 million workers — is part of the baby boomer generation. Although this number continues to shrink each year, it’s still a significant amount of people. Therefore, it’s worth taking a closer look at the trends these older workers can expect to encounter in today’s workplace.

More flexible work arrangements

Although this may not seem like much of a departure from the norm for younger workers, older workers who are typica! lly more used to the traditional Monday to Friday, 9-to-5 office arrangement may need some time to get used to the changing notion of what it means to be "at work." Advances in technology have made it easier than ever before to work remotely and telecommute — and older workers will get the opportunity to take advantage of the flexibility this allows.

Baby boomers who work in fields in which telecommuting is a viable option and possess the technical knowhow can expect to encounter more flexible work arrangements. This is often a good thing, allowing for a faster, easier and less expensive commute to the office — which might just mean walking into another room in your house.

Rise in contract employment

Another trend that may hit baby boomers harder than their younger counterparts is the change in how employers are hiring individuals to meet their needs. Many companies are embracing leaner approaches to staffing by using technology to get more work done with less people on their payrolls.
Companies are also increasingly relying on unorthodox work arrangements, relying more on contract, freelance and part-time workers to get things done.

These new workplace arrangements typically don’t include benefits like medical and dental insurance, which usually become more essential as workers get older, so workers are going to have to get creative and seek out alternative means for coverage. Another element missing from most forms of contract employment is retirement benefits, which will impact how workers prepare and save for retirement in the future.

Delaying retirement

A growing trend that many older workers are facing is the notion of having to delay exiting the workforce for as long as possible.

According to a recent article by U.S. News & World Report, this can be attributable to a wide range of factors, including older workers not having enough money saved, needing health insurance, desiring to stay active and productive and simply enjoying working and passing on their knowledge and skills to a new generation of employees.

These are the biggest trends older workers can expect to encounter in 2018. Those employees who will prove most successful in coping with a rapidly evolving workplace will stay one step ahead of these shifts and strategize accordingly.

Greenville Receives Top Honors from National Geographic!

National Geographic Travel is the latest to honor Greenville.

The travel magazine released its list of the best small cities in the U.S. this week, naming 29 "Cities on the Rise.

The list was sorted into 10 categories that the magazine said influence both residents and visitors.
Those categories are:

Most Hipster Friendly (coffee shops, tattoo parlors, record shops, vintage stores)
Musically Grooviest (music venues, live music, instrument stores)
Most Instagrammed (hashtags) 
Most Artsy (art galleries, art supply stores, art schools)
Best Groomed (barber shops, hair salons, hair removal services, cosmetic dentists)
Meatiest (butchers, delis, steakhouses) 
Sudsiest (breweries)
Most Dog Friendly (pet sitting, pet stores, pet groomers, dog friendly restaurants) (breweries)
Most Caffeinated (coffee shops) 
Greenest (parks) Greenville earned its spot as! one of the "meatiest" locales.

The city’s feature in the magazine notes Greenville’s number of butchers, delis and steakhouses, with a shout-out to Halls Chophouse.

Naturally, the feature also highlights Greenville’s Falls Park, the downtown spot that has become the face of the city.

See the full list at 

What NOT to include on your Resume...

We’re not telling you anything you don’t know when we say that today’s job market is intense, across industries and professions, every job opening is met with a rush of talented and qualified applicants from around the country, all vying for the same spot.

With hundreds of people applying for open positions, you’d better be sure that every aspect of your job-hunting game is razor sharp, including your resume.

If you’re sending out resumes with any of the following things on them, stop what you’re doing and make some changes — fast.

Salary requirements
Unless you’re responding to a job ad that specifically asks for your salary history and requirements (and if it does, include it in your cover letter), save the salary talk for the negotiation once you’re offered the job. Your first impression and your resume should be all about what you can offer a prospective employer, not what you require from them.

Personal social media links
Save your limited resume real estate for professional accomplishments and experience, not your social media activities. In fact, it’s much more likely that there are things on your social media pages that could dissuade potential employers from hiring you than convince them that you’re the perfect person for the job.

"Creative" fonts and images
Sure, it makes sense that you want to stand out from the job-hunting crowd and make a lasting impression on prospective employers, but using a magenta-colored font or embedding photos of you and your dog won’t bring you the kind of attention you’re looking for.

Hiring managers are busy people with limited time, and won’t sift through a maze of creative flourishes to get to the heart of your resume and figure out whether you have what it takes to handle the job. Help them by making your resume as professional and easy-to-follow as possible.

A boilerplate objective statement
A generic, objective statement is typically a waste of space on your resume, as it likely just repeats the messaging you have in your cover letter, and often is full of tired clichés (more on that later).
Besides, hiring personnel know that your primary objective is to get this particular job, or you wouldn’t be applying for it.

Outdated skills
Are you proud of your Word-Perfect wizardry or your ability to operate a fax machine?
That’s great, but keep it to yourself — shining a light on your mastery of outdated office technology will not only fail to impress potential employers, it will make you seem out of date.

Also, don’t bother talking about your skills with obvious office tools like Microsoft Word, telephones or email.

In today’s job market, your ability to navigate basic office technology is a given, not a bonus.

Resume clichés
Are you a "team player," your office’s "go-to person," or a "passionate self-starter"?

While these may all be true, these tired and worn phrases come off as weak and meaningless on resumes — they’re simply overused, generic clichés that have long since lost their ability to impress hiring personnel and make you stand out from the crowd.

Save your bullet points for targeted, measurable, results driven facts that drive home your perceived value as a prospective employee.

This one seems obvious, right? Well, you’d be surprised by how many people think that too, and then send out resumes with glaring typos on them. A nationwide survey released by CareerBuilder found that 58 percent of resumes received by those polled had typos. Sloppiness is not a good way to introduce yourself! to prospective employers!

After crafting your resume until it’s just right, be sure to check it carefully for errors — and then check it again.

Better still, have someone you trust review it as well. Only when you’re absolutely, positively sure that your resume is free from typos and mistakes should you even think about sending it out.

Along with your cover letter, your resume is going to serve as your first impression, so there’s simply no room for error. Make sure that the things mentioned here are as far from your resume as possible, and you’ll be sure to make a better impression on hiring managers and prospective employers.

Eric Titner is a career advice journalist for where this article was originally published. He investigates and writes about current strategies, tips, and trending topics related to all stages of one’s career.

How to Best Answer the top 4 Phone Interview Questions


You’ve submitted your resume for a job opening, and now you’ve got your first bite — a phone interview. You might encounter the phone interview for two reasons: You’re currently far away from the hiring company, or the company wants to do a preliminary screening.

Either way, it’s likely a precursor to some kind of physical meeting. The main goal is usually to see if you meet certain requirements and would likely be a good fit for the job. If a company has a lot of great-on-paper applicants for a single position, phone interviews are a way to narrow the candidate pool.

How do phone and sitdown interviews differ?

There’s the obvious format difference, for starters. Instead of physically sitting face-to-face and being able to read body language cues, you’re sitting by yourself. That can be a benefit, but also a drawback. You’re in a bit of a void, counting on your conversational skills to get you through to the next round.

Also, while an in-person interview is usually with the hiring manager, you may be talking to a human resources representative or a recruiter for a phone interview. It’s important to know who the interviewer is upfront. If it’s a recruiter or HR person, you can be a little more general.
If it’s the hiring manager, you should be more detailed about your qualifications.

How to prepare

Make sure your voice is calm, confident and conversational. It may help to to dress up in your normal interview clothes and call a friend or family member right before the interview to get into a conversational mode.

You want to come across as friendly and competent. Make sure you’re allowing the person to finish speaking before you answer, and don’t feel like you need to fill in any brief silences with nervous chatter.

Do your homework on the company, the job and the interviewer. The beauty of the phone interview is that you can have notes right in front of you, without the interviewer knowing you’ve got a crib sheet, or the talking points about your resume that you want to emphasize.

Lastly, make sure you’re settled in a quiet spot where you can conduct your interview in peace.
Here are some common phone interview questions, and how to approach them:

"Tell me about yourself."

Limit your answer to a few highlights about your career, especially those relevant to the job for which you’re interviewing. An elevator pitch comes in very handy here.
"What interested you about this job?"

This is where your preinterview research comes in handy. Talk about one of your goals that this job would help you achieve or mention something you like about the company.
Make it clear that this job is an opportunity you didn’t want to miss. The more specific and authentic your answer, the better.

"Tell me about your current/most recent job."

The interviewer isn’t necessarily interested in every one of your daily tasks, thoughts and opinions about the work.

Instead, focus on the parts of your job that relate most directly to the job you want, and highlight the accomplishments.

"Why are you leaving your job?"

Part of the phone interview process is weeding out people who aren’t a good fit. They want to know you’re not a flight risk or unable to work as a member of a team. The answer shouldn’t focus too much on what dissatisfies you about your current job. Instead, emphasize your goals and this new job.

A phone interview may not be the main interview in your hiring process, but it’s such an important first step that it should be treated every bit as seriously as any other kind of interview. Being prepared will help you be read! y to answer any question that comes your way.

Eric Titner is a career advice journalist for where this article was originally published. He investigates and writes about current strategies, tips, and trending topics related to all stages of one’s career.

Questions You Should Ask in an Interview

It's game time — the interview is here. You prepped well. You aced the handshake. anticipated the questions they asked and wowed them with your smooth, competent demeanor and relevant work anecdotes.

Or maybe it wasn’t your best interview (it happens) and you need a way to salvage the whole thing. Either way, as the interview is wrapping up, it’s time to close strong. This is your chance to leave a valuable impression on your way out.

At this point, most interviewers will open the floor to you by asking if you have any other questions. Before you simply shake hands and say "thank you for your time," consider asking these four questions! to finish strong: 

1. "How would you describe the culture here in the office?’* This question shows that you’re already thinking about how you can fit in and add value to this company. It also gives you an unofficial glimpse into what the company is like — information that you can’t necessarily get from online research.

The interviewer is unlikely to tell you the "warts and all" version, but it’s a good way to get an initial feel for whether the job will truly be a good fit for you.

2. "What’s been your favorite part about working for this company?"
This engages the interviewer’s personal side, letting them give an opinion that isn’t necessarily based on the c! ompany motto or the job description. The answer can be even m! ore revealing about the day-to-day life at the company than asking, "What’s the dayto-day like here?"

For example, at one interview I asked this question and was pleasantly surprised to find out that once a month the company throws a pizza party for employees and holds regular events like employee bake-offs and craft fairs. That told me that the company valued employee morale, and was a deciding factor when I accepted the job.

If the interviewer seems stumped by this question and has to think a while before answering, that may be a red flag, which is also good information to have.

3. "What experience best prepared you for working here?"
Again, this engages with th! e interviewer and gets him or her respond candidly without being too intrusive or personal. It also tells you about the kinds of skills that will serve you best in this role, regardless of what’s in the job description.

For example, if the interviewer tells you that working for a chaotic small company prepared her for the "all hands on deck' attitude of this place, it tells you that teamwork is prized here. You can respond by saying something like, "I thrive in that kind of atmosphere too. Working at a small mom-and-pop store taught me how valuable it is for everyone to pitch in to get the job done."

4. "How would you describe the leadership style here?"
Up to this point, it’s likely that the interview was focused on the job itself and your qualifications. This question opens it up a bit and tells you more about t! he expectations of the company for this job — whether it’s a hands! -on management kind of company (or potentially micromanaging), or a leadership style that relies on employees being more independent.

It also tells the interviewer that you’re thinking about creating a productive, in-tune relationship with your potential manager.

As with all interview questions, it’s important to read the flow of the interview. If you’ve covered any of these topics earlier, no need to rehash them at the end — it could look like you weren’t paying attention.

But making sure you have a potential list of thoughtful, engaged questions ready to go will help you finish the interview in a polished, professional way.

Kate Lopaze is a career advice journalist for, where this article was originally publishe! d. She investigates and writes about current strategies, tips and trending topics related to all stages of one's career.

Effective Networking Skills Key in Today's Job Market!

Here's a Summary of the Event Ever wondered how you could make yourself more comfortable with the mechanics of networking? Or if there was a way to strengthen the connection with your network contacts? Speaker Elizabeth Kunze's topics included:
  • Increase your comfort level in networking
  • Explore ways to make authentic connections with network contacts;
  • Examine your network strategically to determine if, where and how you may want to take proactive action to modify your network.
Speaker is Elizabeth A. Kunze, an Executive Coach and Corporate Trainer with more than 15 years’ of leadership development experience working with clients ranging from hourly employees and plant managers to senior leaders and CXOs. In her role as Executive Coach and Corporate Trainer, she has facilitated many seminars and workshops on Executive Presence, Networking, Entrepreneurship and Career Navigation. 
Elizabeth Kunze
Her Leadership Development practice entails working closely with leaders and organizations competing on a global scale in manufacturing, research, engineering, and technology. Prior to her current role, she spent more than 20 years in strategic marketing and business intelligence across a wide range of industries and organizations, mostly technical or engineering based. 
Elizabeth combines broad-based analytical and strategic thinking skill with extensive cross-cultural experience – including working with expatriate leaders on global and domestic assignments – as part of her Leadership Development practice.
UWIT is held monthly at City Range on Haywood Road.  Networking starts at 11:30 and lunch is served at 12:00.  Please register online  for future gatherings at   Walks-ins welcomed with cash or check payment of $20.  Contact Jill Rose at 864-908-0105 or for more information. 

That Salary Question!

Without a doubt, the "What is your desired salary?" question is one of the hardest to answer — either on a job application or in an interview situation. An online application doesn’t usually offer a box to tick for "I’d be willing to negotiate, within reason."

Don’t just make something up.

If you’re faced with a dropdown application box, remember that you have two tools available to you. First, do your research. Find out what the industry standard would be for that role in that geographical area, and ask for that (or a little higher or lower depending on your particular skills and experience). This is vital for not being weeded out based on asking for far too little or far too much.

Most companies have hiring policies that dictate they will pay new hires the midpoint of the stated salary range they are prepared to offer. Negotiation technique would suggest you ask for just a bit higher than the midpoint, in order not to be offered less than policy would get you.
Use your application to explain your reasoning.

A good use of your cover letter is to justify the number you selected. This is where you can add in that important sentence about being open to negotiation. Or explain, with numbers, why you feel a percentage increase from your former salary is called for — based on performance appraisals, market trends, new skills or experience, etc.

How to figure out and verbalize what you want.

There are different ways to go about this. You can ask for a flat salary number per year, which is usually negotiated and standard across a wide variety of industries and careers. Or, you might be looking for a job where you’re asked to state what you would expect to make per hour. In both cases, it’s important to ask for just a little more than you expect to be offered — usually 10-15 percent above what you really need to make.

In the case of hourly pay, make sure you’ve done the calculations to figure out exactly how much you need to make per hour to make ends meet. Most workers can expect to work about 2,000 hours per year. Don’t forget to factor in sick days and vacation time — for which you will often not be compensated in an hourly wage job. Don’t accept a job for less unless you absolutely have to!  And don’t forget to ask about overtime and bonus pay, if applicable, so you can factor that into your calculations as well.

Sometimes you’ll find yourself in a situation where you don’t particularly care what you make for salary, as this number might be standard or nonnegotiable in your industry, but there are specific benefits you’d like to negotiate towards. If there are any deal breakers for you in the benefits package, make sure to focus on these when asked about your salary requirements.

The bottom line.

Make sure you know the minimum you need to make. You can always use that as your answer, "I can’t accept this position for anything less than [AMOUNT]." And be prepared to hold to it. (These calculations are important and should be done with care.) If you prefer a softer touch, you can always answer, "I think [AMOUNT] would be a fair salary for this position."

Peter Jones is a career advice journalist for, where this article was originally published. He investigates and writes about current strategies, tips, and trending topics related to all stages of one’s career.

UWIT Lunch and Learn a Success

PMO’s – The Future, According to Gartner
Jennie Fowler, a Project Management expert, presented her view of the PMO looking ahead several years at the Upstate Women in Technology learning lunch on September 28th.  It was an eye-opening presentation on the IT Project Management Office and its future.
Did you know that Gartner predicts by 2020 that 60% of current IT Project Managers will be replaced by other roles outside of IT? 

Some questions that were covered in this luncheon were:
•  Where is project management headed by 2020?
•  Why are some current project management practices insufficient?
•  What new PM skills and capabilities are critical for your future?

UWIT president Jill Rose with Jennie Fowler
UWIT is held monthly at City Range on Haywood Road.  Networking starts at 11:30 and lunch is served at 12:00.  Please register online  for future gatherings at   Walks-ins welcomed with cash or check payment of $20.  Contact Jill Rose at 864-908-0105 or for more information. 

180 Day Onboarding Timeline Ideas For New Employees

Please include attribution to with this graphic.
180-Day Onboarding Timeline

12 Recruiting Statistics Recruiters Need To Know!

12 Recruiting Statistics That Will Change The Way Your HireThis infographic was crafted with love by Officevibe, the employee engagement survey software to help companies improve morale.

Perceptive Recruiting Featured in GSA Business Report

How to "Crush" your Phone Interview


So you have followed all the best resume tips and land yourself a job interview. You’re prepared to interview, you’re just not prepared to do it on the phone.

Here are nine ways to adapt your interviewing strategy to the phone format, without losing your cool.

1. Be ready
Sometimes you’ll be notified to schedule. Sometimes the call will come straight out of the blue. If you’re not somewhere where it would be convenient or possible for you to chat, ask the interviewer if it would be possible to fin! d a mutually suitable time. If not, don’t panic: You can do it. Once you’ve applied for a job — any job, make sure you start mentally preparing for the interview in case you find yourself thrown into one just by picking up the phone.

2. Be organized
Have a copy of the job description and whatever information you’ve gathered about the company at your fingertips before the call begins. While you’re at it, make sure to also have a copy of your resume and your application materials as well. Otherwise, the interviewer will be able to hear that frantic stalling and rustling around.

3. Be prepared
The phone interview is just like any other interview. You should be well versed in your answers to common interview questions, or questions you think will b! e likely to come up for that particular position.

The only difference is you’ll have to be charming without your knockout smile and friendly face. Try compensating with more vivid answers.
And cut the rambling and verbal fillers like "um," which will stand out more over the phone.

4. Smile
Seriously. Not only can people hear the difference when someone is smiling over the phone, smiling will have a massive effect on your demeanor. You’ll sound much more upbeat and confident.
Keep a mirror by the phone if you need reminding.

5. Use the Internet
If it would be too compli cated to explain something, or you want to be able to provide a visual! , try directing your interviewer to your website, portfolio or LinkedIn page.
That way, you can talk them through it during your actual interview, narrating each accomplishment for them.

6. Be easygoing
Initial interviews, par ticularly over the phone, are not the time to start making demands or asking very particular questions about personal time off, benefits packages or job duties. Make them want to talk to you again; hopefully that will score you a proper faceto-face interview where you can proceed with your usual interview protocol.

7. Be smooth
Just like in any other conversation, try and match the tone and speed and volume of your interviewer. Ask a friend to assess your telephone voice for you in a! dvance and give you feedback.

8. Be firm
Don’t let your interviewer off the phone without scheduling another interview. Or the name and contact information of someone you can be in touch with at the company to follow up.

9. Say thank you
Even though it’s a phone interview, the normal rules apply. That means a written thank-you, emailed or handwritten. Don’t be too pushy, but it’s always OK to subtly remind them of your strengths in your thank-you note.

Peter Jones is a career advice journalist for, where this article was originally published. He investigates and writes about current strategies, tips and trending topics related to all stages of one’s career.

Thought Leaders in Executive Recruiting

Our fearless leader Jill Rose was recently asked to participate in a roundtable discussion of executive recruiting trends and challenges:

Whether you  are a company seeking an executive or an executive looking for a new work environment, it is important to find the right match.  To do that, you can trust your instinct or you can find a professional firm that specializes in making that connection.  Here, we get insights on the world of executive recruiting from four industry experts in the Upstate. Their insight includes the challenges to executive recruiting in the Upstate as well as company trends when seeking the right fit.

Pick up a copy of the June 12th issue of GSA Business Report for the "rest of the story"!

Join a Talent Network!

I saw this article by Deanna Hartley of CareerBuilder in the Greenville News over the weekend, and found it a worthwhile read...

If you want to work for a company but can’t find open positions, or have been rejected for a position at your dream company, it doesn’t mean you’re out of luck. You may be the right candidate for the company you’re applying to, but not the best fit for any open positions right now. That means the right fit for you is still out there — and you can get closer to it by joining a talent network.

Talent networks are automated platforms where job seekers can enter their information into a company’s database with the goal of being notified of new job opportunities. It’s beneficial for the company because it allows employer! s to create a talent pipeline, and there are many ways job hunters can benefit from talent networks as well.

Here are a few:

1. It will give you a chance to understand the company better.

Companies today are increasingly leaning toward building and nurturing relationships with job seekers over time versus just looking to fill positions that may be open right now. Subscribing to a talent network opens the door to enabling employers to engage with you — and other candidates who have opted in to a talent network — more so than they would with other job seekers who don’t opt in. It will give you an opportunity to get to know the company, its culture and the expectations that are set for employees.

And you can leverage this additional insight when applying for future positions at the company.

2. It will save you time.

One pet peeve many job seekers complain about is that they’re forced to re-enter or resubmit the same information over and over again. With a talent network, you won’t need to re-enter your information because it already lives in the database.

Also, since you will be alerted to new relevant opportunities that will open up down the road, you won’t have to keep checking back in.

3. It will keep you top of mind for employers.

Even if your dream employer or employers don’t have any job openings at the moment, you don’t need to feel like you have to sit on the sidelines and wait. You can take a proactive step that could get you closer to landing that dream job when i! t becomes available. You’ll have a better chance of remaining on a company’s radar if you’re in their pipeline.

"It can’t hurt if it’s a company you’ve always wanted to work at," says Christy Hopkins, a human resources consultant and writer at Fit Small Business who also maintains an HR consulting and recruiting firm with small business clients. "If there are no open roles we are looking for that fit you, you can still submit your résumé to the general database. This is useful for us in that when a client comes to us for an urgent need — we can search our database and see if anyone fits their criteria by setting parameters around keywords and locations."

4. The talent network can do some of the work for you. 

We get it — you’re a motivated job seeker and you want to get out there and do the hard work of! finding the right job. But don’t be afraid to get a little help from! your friends — and in this case, a company’s talent network can be your best friend.

Some companies will go so far as to send you personalized alerts with jobs that best match your experience and interests. You will be able to make the most of tailored job recommendations and customized messages coming directly from the company itself.

Deanna Hartley is a writer for the Advice & Resources section on
She researches and writes about job search strategy, career management, hiring trends and workplace issues.

Archived Posts

09/24/2018 10:07:00 AM
Wanted: Coders Who Can Cobol

09/21/2018 08:44:00 AM
Ranks of Women in Tech Show Slight Growth

09/17/2018 09:54:00 AM
3 Qualities that make you an Effective Team Player

09/10/2018 09:48:00 AM
Surging Business Sales Make Staff Retention a Must!

08/17/2018 03:47:00 PM
Perceptive Chosen as Fastest Growing in SC!

08/15/2018 10:38:00 AM
Six Benefits of Using a Recruitment Agency

07/16/2018 09:05:00 AM
How to use time in between jobs effectively

06/25/2018 09:47:00 AM
How long should you stay at a job you hate?

06/04/2018 09:06:00 AM
The best way to answer, ‘Why should I hire you?’

04/30/2018 08:41:00 AM
Candidate Q&A - Can I refuse to share my personal information?

03/20/2018 11:25:00 AM
9 things young job seekers say that wanna make me scream!

02/11/2018 09:26:00 AM
Older Workers Should Watch for these Trends

01/22/2018 08:40:00 AM
Greenville Receives Top Honors from National Geographic!

01/22/2018 08:36:00 AM
What NOT to include on your Resume...

01/08/2018 09:59:00 AM
How to Best Answer the top 4 Phone Interview Questions

11/27/2017 11:20:00 AM
Questions You Should Ask in an Interview

11/13/2017 11:10:00 AM
Effective Networking Skills Key in Today's Job Market!

11/06/2017 08:46:00 AM
That Salary Question!

10/04/2017 01:12:00 PM
UWIT Lunch and Learn a Success

09/29/2017 10:08:00 AM
180 Day Onboarding Timeline Ideas For New Employees

09/26/2017 09:01:00 AM
12 Recruiting Statistics Recruiters Need To Know!

09/15/2017 03:45:00 PM
Perceptive Recruiting Featured in GSA Business Report

09/05/2017 11:15:00 AM
How to "Crush" your Phone Interview

06/14/2017 10:32:00 AM
Thought Leaders in Executive Recruiting

05/08/2017 08:58:00 AM
Join a Talent Network!