hiring manager

Even if your hiring manager knew you before you applied, they are taking a risk to hire you.

But if they don't know you beforehand, you're asking to take a huge risk on you.

Learn how to get employers to take a risk on you, by reading:

https://recareered.infusionsoft.com/app/hostedEmail/3195477/0777ba658a86d961

How can you encourage a hiring manager or recruiter to find you, when you're looking for a job?

Learn how to be where employers and recruiters are looking ... and list what employers are looking for, at:

https://recareered.infusionsoft.com/app/hostedEmail/2194719/174cd05e305527e7

Many candidates think that employers just look for experience. Candidates may also overlook that most employers may give even more weight to accomplishments.

Understanding how an employer views each will shed some light on the importance of both experience and accomplishments in your resume.

Hiring managers view experience as possessing the minimum skill level to accomplish a task.

From most candidate's point of view however, unless you expect ageism, number of years of experience signifies greater skill.

So who are you, anyways?

Your hiring manager also wants to know who you are, not just what you do.

Few candidates communicate this effectively.

Most people use a resume and other marketing materials to tell a hiring manager what they are - an accountant, a software developer, a customer service manager, an administrative assistant.

Few candidates are effective in telling a hiring manager, HR rep, or recruiter who they are.

Learn more about 6 ways to show an employer who you are ...

Does your resume tell your audience WIFM (What's In it For ME - the candidate), or does your resume describe WIFT (What's In it For Them - the hiring company)?

Unfortunately, most of the resumes I see now, and have seen through out my career are the WIFM variety, and fail to capture the hiring manager's attention ... because quite frankly, the hiring manager isn't so concerned about what you want.

The hiring manager is primarily concerned about WIFT - what their company wants.

Hi All,

I am a hiring manager and was interested in utilizing a skill assessment service in order to evaluate IT skills for candidates before sending them off to our project managers for interviews.

We are going to be adding 10 developers to our team.

The company i was refered to is called ConsulCheck, their website is www.consulcheck.com.

I am new to this type of service, does anyone have experience using these types of services for their IT hiring process?

(University of Chicago Press Journals) Does the race of a hiring manager influence who gets hired? A study in the Journal of Labor Economics this month suggests it does.

(August 19, 2008) - LiveHire.com has implemented a new and improved Interview Room for seeing and hearing candidates in Real-Time.

It’s the next best thing to actually being in the same room. By scheduling, recording and reviewing video interviews, LiveHire helps in reducing costs and saving time for employers.

You can utilize the integrated Resume viewer, whiteboard, file-sharing and note taking functionalities.

It is easy and simple to set up an interview with our integrated scheduler and calendar.

I was a Unix, C, C++ programmer for 17 years then got out of IT during the 2001 dot com crash (to teach Junior/High School).

Teaching was/is rewarding but I want to finish my working years in IT. I've been taking some steps (updating my training, etc...) to return to IT but am wondering if my age will be a barrier.

I wanted to ask you code warriors out there if you have many fifty year old programmers in your IT groups?