Many times job search mistakes are derived from everyday habits of the job searcher. Such as grammatical errors, dated resume format, or just forgetting to do the simple things such as identify your employers industry on the resume. Do you really want the reader of your resume to stop reading your resume because they cannot determine the industry category of your employers?

Be a positive communicator and work with the recruiter who has reached out to you. They may or may not have polished skills but they do have what you don’t have – and that is a potential job offer.

Being honest and direct will serve you well. That does not mean you have to tell everything with the initial contact.

If the recruiter is an external recruiter the per-qualifying process will be much more involved and time consuming. If you are speaking and working with an internal recruiter who is an employee of the hiring company then they many not be as complete with their per-qualifying process. However, consider yourself luck if you submitted to a large company direct and they replied. Large companies get overwhelmed with so many unwanted resumes. Many times your resume may not get looked at for a period of time or just mis-placed in a large pool of resumes.

For more this video may provide some good insights.

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As the hiring environment evolves and matures we are seeing more jobs that require a constant increase in technical skills of some type.

Employers are focused on candidates who are flexible in numerous categories such as travel, remote work, future promotion with relocation, taking classes, ability to train others, and strong interest in the entire company process.

Employers are targeting subject matter experts.

In the past, hiring was all about the over-all skills, ability to promote, excellent communicator, and team player. The exact job or industry match was not as important in the past. Now it is all about the alignment of your skills and experience with the employers current needs and environment. Many times the direction is to find an employee from a competitor.

We are seeing a revival in American manufacturing after many years of plant closings that went to other countries. New graduates should have a strong track record of on-site co-op work with a manufacturing employer to add to your hands-on knowledge base.

With this American manufacturing revival related to experienced candidates, it is still all about the alignment and experience with the employers industry and/or processes. What requirements follow are successful track record, positive personality, team-work abilities, engendering trust, communication, and leadership. Targeting manufacturing employers who use similar processes will get the desired attention from most employers.

Many job movements during your over-all career path are frowned upon. The red flag is employment tenure of less than 36 month. If you have employment tenure of less than 36 months numerous times in your career there are definite red flags.

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Each specific job requires certain personality traits that are not always obvious over a video chat.

That means there are certain personality traits that are highly desired no matter what the job.

Calm assertive – the ability and motivation to move forward.

Engendering trust – giving co-workers and managers the confidence that you will do what you say and cultivate an honest respect and relationship with others.

Confidence – having confidence in a positive healthy manner will prompt others to work with you.

Willing to be wrong – If you are willing to be wrong then you are willing to have or listen to a new idea.

Stepping out of your comfort zone – In the willingness to fail, the extraordinary will often appear.

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