Six years ago, I had a baby boy. And while this was one of the happiest moments in my life personally, it was also one of the most stressful professionally. I had very limited maternity leave and, though it may sound illogical, I was terrified that I wouldn’t be viewed as valuable when I came back to work.

Even though struggles like mine and those around equal opportunities at work are still common for women, the good news is that in the past few years I have seen companies push for meaningful change when it comes to gender diversity and equality.

Many have started to set specific goals to recruit and hire more womenand give them the flexibility or executive support they need. Our most recent LinkedIn data shows that more and more women are taking on leadership positions, with software and IT seeing a 27% increase in female leadership hires over the past eight years. And as if the goodness of all this needed validation, research has proven that companies with a more even ratio of male and female employees are more productive, more innovative, and overall more successful.#ItsAboutTime  

Since today is International Women’s Day, we wanted to celebrate the efforts of these companies that have truly embraced hiring, retaining, and elevating women. Here are five that stand out, and we welcome you to join us on social if you want to share how your company pushes for gender equality:

1. Etsy’s “Hacker Grants” helped them grow their female engineer numbers by 500% in one year

80% of Etsy’s customers are women and, as of 2016, 54% of its employees are also women. That might make it seem like they were doing pretty will with regard to diversity, but that great representation didn’t extend to its engineering team,which was only 20.5% women just two years ago.

To turn things around, Etsy developed their “Hacker Grants” program, which provides talented women engineers with three-month scholarships to Hacker School (a.k.a. The Recurse Center), an intensive program that teaches engineers to hone and improve their skills. The unique program was super successful for both parties: Etsy’s applications from women engineers immediately skyrocketed, while the Hacker School significantly improved the gender parity in its classes.

Also, though Etsy’s team had realized that it was difficult to hire senior female engineers, the Hacker Grants program allowed them to bring in women at a junior engineering level and then provide them with valuable hands-on experience via the Hacker School.

2. Intel offers larger bonuses to employees who refer female candidates

At Intel, employees who refer a female (or minority) candidate that ends up getting hired are eligible for a double referral bonus of up to $4,000.This was an especially important initiative for Intel, where women made up only 20% of the company as recently as 2014—compared to 47% of the workplace overall.

No strategy leads to overnight results—but Intel has seen its female representation go up every year since making the commitment. In 2015, their first full year after announcing the new bonuses, 43% of Intel’s new hires were either women or minorities, including 40% of VPs. This was actually 3% above Intel’s target goal and significantly better than most of its competitors. Since then, other companies have followed in Intel’s footsteps, including Accenture and Microsoft.

3. Google improved its maternity leave benefits to boost female retention

When it comes to improving overall representation for women, retention is just as important as hiring. For example, a 2017 report from the Anita Borg Institute, which advocates for female representation in tech, found that even though tech firms are hiring more women, female employees have been leaving companies at a higher rate (5.7%) than men (5.1%) for two years running.

Google addressed this problem with one simple change: significantly increasing maternity leave benefits to five months.

“We give five months with full pay: salary, bonus, stock,” says Laszlo Bock, Google’s former SVP of People Operations. “We used to do 12 weeks of salary, and women who came back from leave [left] at twice the rate of men. Now it’s the same [for men and women].”

And as Laszlo points out, working to retain more female employees isn’t just good for diversity—it also makes business sense, given how much less expensive it is to retain an existing employee than to replace them.

“On the face of it, you’re losing [months] of a worker’s productive time,” says Laszlo. “But someone can pick up the slack. It more than pays for itself in not having to go recruit someone brand new.”

4. Accenture encourages a sense of belonging to attract and retain more female employees

Creating a “sense of belonging” for employees is one of the most important factors in improving diversity at any company. Realizing that, Accenture made “belonging” a centerpiece of its strategy to attract and retain more female employees.

Accenture recently set a diversity goal to grow its percentage of female employees to at least 50% by 2025—they were at 36.2% in 2016—but the real strategic work is being done behind the scenes by its TA team, led by Kim Cleaves.

Of Kim’s strategies for hiring more women, one of the most important is creating an environment where all employees can bring their “whole selves to work.” One way they achieved this is through their “Inclusion Starts with I” video, an internally produced video in which real employees share their honest opinions on inclusion and belonging in the workplace.The powerful result was so popular that Accenture ended up sharing it with the public.

“We embrace diversity as a source of creativity and competitive advantage,” adds Accenture’s Ellyn Shook.“As we work toward ‘50 by 25,’ our ultimate goal is to create a truly human environment where people have a real sense of belonging, where they can show up every day, be who they are and be their best, both professionally and personally.”

The approach seems to have paid off for Accenture: they tied for 2nd in a recent ranking of anonymous female employee scores by Fairygodboss, with 79% saying they’d recommend the company to other women.

5. Iceland’s new equal pay law makes the gender pay gap illegal

Yes, Iceland is a country, not a company—but it’s definitely worth mentioning the major stand it recently took against pay discrimination in the workplace with a new law that requires employers to pay men and women equally for the same work.The equal pay law was actually proposed on International Women’s Day in 2017 and went into effect on January 1st of this year.

Under Iceland’s new law, companies and agencies with 25 or more employees will be legally required to have their equal pay policies certified by the government, and fines will be given to companies that fail to prove they’ve achieved parity. The certification process ensures that companies don’t just commit to paying men and women equally—they have to actually follow through.

“I think that now people are starting to realise that this is a systematic problem that we have to tackle with new methods,” said Dagny Osk Aradottir Pind of the Icelandic Women’s Rights Association.

Iceland is obviously doing something right: they’ve been ranked as the world’s most gender-equal country for nine years running by the World Economic Forum (WEF) and have a plan to completely eliminate the pay gap by 2020.

Final thoughts

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We’ve compiled some of the latest statistics about women in engineering. You can find more of this data on the Society of Women Engineers’ research site: research.swe.org.

Freshmen Intentions to Major in Engineering, Math, Statistics, or Computer Science:1

  • 2006: 18.4% (men); 3.5% (women)
  • 2014: 26.9% (men); 7.9% (women)

Women Leaving Engineering/STEM

  • Over 32% of women switch out of STEM degree programs in college.
  • Only 30% of women who earn bachelor’s degrees in engineering are still working in engineering 20 years later.
  • 30% of women who have left the engineering profession cite organizational climate as the reason.

Degrees Awarded
38% increase in bachelor’s degrees awarded in engineering and computer science from 2011 (136,163) to 2016 (188,414).

  • 54% increase in bachelor’s degrees awarded in engineering and computer science to women from 2011 (23,606) to 2016 (36,453).
  • 3% of bachelor’s degrees awarded to women in engineering and computer science.
  • 6% of bachelor’s degrees in engineering awarded to women of color.

In the Workforce
Only 13% of engineers are women.
Only 26% of computer scientists are women.

  • Female engineers earn 10% less than male engineers.
  • 61% of women engineers report that they have to prove themselves repeatedly to get the same level of respect and recognition as their colleagues.

Top 10 Engineering Degrees for Women 2016-17

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Business Development Manager Lithium Batteries  

Job Code (02658822)

Location: Winston Salem Hickory NC greater area

Salary:       $80,000.00 – $115,000.00

Full Benefits:      Yes

Interview Exp: 

Customer base: Civil Electronics customers

Relo Exp:  Yes

TRAVEL: Regional/US – combination of flying/driving.

Job Description

  • We have an immediate opening for a Business Development Manager position. 
  • This role is responsible for the proactive identification and qualification of new Civil Electronics customers and markets in The Americas. 
  • The candidate must have the ability to be a self-starter and aggressively pursue and qualify new opportunities utilizing a multi-pronged approach including, but not limited to, primary and secondary research, industry tradeshow/conference identification, organization and attendance, organizing webinars, and leveraging existing customer relationships.

DUTIES INCLUDE (but are not limited to):  

  • Aggressively Identify and qualify new potential CE customers and markets.
  • Identify relevant industry tradeshow/conferences and create attendance strategies
  • Work in conjunction with Director of Marketing and Director of Sales to develop 3-5-year market strategies for target markets and applications
  • Visit and maintain contact with customers (existing and prospects), to be coordinated with the sales team, to develop and maintain market knowledge and gain an understanding of industry/customer requirements
  • Create market related presentations with input from commercial team
  • Create relevant and meaningful market collateral for Civil Electronics product lines
  • Coordinate, plan and execute additional marketing projects or activities as directed by Director of Sales
  • Create and manage Market Intelligence Database

MINIMUM REQUIREMENTS:

EDUCATION:  Bachelor’s Degree

EXPERIENCE:  5 to 7 years’ experience

SPECIFIC KNOWLEDGE:  

  • Knowledge or ability to learn demonstrated in primary lithium batteries, electronics, physics, chemistry
  • Five years of Business Development
  • Skilled in Market Research
  • Stellar oral and written communication skills
  • Strong technical aptitude
  • Ability to be a team player and work effectively across multiple internal business functions
  • Superior analytical skills
  • Positive attitude and strong desire to make an impact
  • Excellent organizational skills, detail oriented with the ability to manage multiple competing priorities
  • Proficient in Microsoft Suite
  • Experience in using/creating internet-based search algorithms
  • Must have a college degree in Business, Engineering, or related discipline
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Corporate Manufacturing Controller   

Job Code (651634)

Location: Rock Hill SC

     

Salary:       $95,000.00 – $120,000.00

Full Benefits:      Yes

Relo Exp:  Yes

Focus: Manufacturing Controller with FDA/GMP regulating experience such as Biotech, Pharmaceutical, Supplements, and related.

Target: CPA, Manufacturing, FDA/GMP

Industries: Manufacturing in a regulated environment FDA/GMP

Must have stable career path as a perm employee – no Consultants, Contract, or related.

Must have Regulated Manufacturing experience

Summary of the Position: 

Corporate Manufacturing Controller   

This position is required to support the accounting activities related to the various company entities.  

Maximize return on financial assets by establishing financial policies, procedures, controls and reporting systems.

Duties and Responsibilities:

  • Guides financial decisions by establishing, monitoring and enforcing accounting policies and procedures.
  • Oversees the accounting activities.
  • Provides status of financial condition by collecting, interpreting and reporting financial data.
  • Work closely with internal resources and our external accountants to prepare timely and accurate quarterly/monthly financial statements.
  • Work closely with our Information Technology staff to insure the accuracy and reliability of our business systems.
  • Complies with federal, state and local legal requirements to ensure that the Company stays in compliance with applicable laws.
  • Maintains financial and operational accounting staff by recruiting, selecting, training and developing the Accounting and Finance staffs.
  • Maintains professional and technical knowledge by obtaining and maintaining professional certifications.
  • Understand and develop solutions to complex accounting/business issues.
  • Protects Company assets by keeping financial and operational information confidential.
  • Assist in the design and implementation of an Enterprise Resource Planning system.
  • Perform other assigned duties as may be required in meeting company objectives
  • Communicate effectively with other departments within the organization and function within a team environment.

Minimum Requirements:  

  • Prior management experience working in an ERP environment is a plus.  
  • This job requires excellent written and oral communication skills.  This individual must have a proven track as a leader who is capable of working as part of a team.  
  • The candidate must have a strong desire to learn and be able to work independently to accomplish tasks. 

Education and Experience: 

  • The ideal candidate will have 15+ years of experience in accounting and financial management. At least 7 years of experience as an Accounting Manufacturing Manager and/or Controller.  
  • A bachelor’s degree in Accounting and a CPA designation are required.  
  • Public Accounting experience is a plus. 

Supervisory Responsibilities:   

Accounting Manager, Budget Manager and their respective staffs

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Director of Customer Service & Call Center   

Job Code (652079)

Location: Rock Hill, SC      

Lancaster, SC 

Salary:       $115,000.00 – $150,000.00

Full Benefits:      Yes

Relo Exp:  Yes

Industry: Supplement Manufacturing   

RESUME TARGET:

  • Five years of management experience in a professional customer service environment 
  • FDA regulated product support such as Food, Beverage, Cosmeceuticals, Medical Device, Biotech, Beverage, etc.
  • Customer Service and Business Partner Support teams   
  • Responsible for managing customer orders and return requests

 

Focus: Strong product name brand of Customer Service and Call Center

Job Description

We are looking for a Director of Customer Service to be responsible for managing Customer Service teams by ensuring quality and efficient service in an incoming/outbound call center.  The Customer Service Director is a key strategic and operational leadership role responsible for the development, continuous improvement and delivery of customer service.

Roles and Responsibilities:

  • Coaching and supervising employees in customer service and business partner support in order to achieve high performance
  • Generating regular statistics showing the quality and quantity of incoming and outbound calls
  • Working with internal departments to promote sales to new and existing customer accounts
  • Partner with management team to align customer service department policies and systems with the company’s objectives
  • Processing and following up with trade show leads for Agriculture veterinary and consumer division.
  • Processing and documenting information in the appropriate areas for the initiation of Suspected Adverse Events and Customer Complaints
  • Monitors programs and procedures to ensure on-time delivery and customer satisfaction
  • Provides feedback to the operations team to ensure all customers have accurate and timely information on order status and/or changes
  • Provide feedback to the organization regarding service failures or customer concerns
  • Work to stay current on customer service, sales and supervisory procedures and practices.
  • Developing and maintaining a streamlined means of communicating with sales managers to support sales efforts
  • Assists customer service and business partner support teams in troubleshooting orders that require special handling
  • Responsible for managing customer orders and return requests
  • Regular attendance is required
  • Other duties as assigned

Minimum Requirements:  

  • Must be detail oriented; possess exceptional telephone skills and written/oral communication skills.  
  • Strong interpersonal skills and the ability to work well in a team environment required.  Applicant must be proficient in MS Office Suite

Education and Experience

  • This position requires a bachelor’s degree or equivalent number of years of experience.  Applicant must possess a minimum of five years of management experience in a professional customer service environment.
  • Supervisory Responsibilities  
  • Customer Service and Business Partner Support teams
  • Recruiter to Recruiter Comments
  • -Must have good job tenure 
  • -Minimum of five years as a director in a professional customer service incoming/outbound call center environment
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Vice President, Business Development   

Job Code (644375)

Location:   Houston, TX 

Salary:       $160,000.00 – $190,000.00

Full Benefits:      Yes

Staffing Firm – selling to the Energy industry

Job Description

The New Business Development Lead is a high-level sales “hunter” role focusing on workforce solutions using a consultative approach to establish and promote sales in the Natural Resources/Energy industry.

  • The New Business Development Lead will secure new business across the entire workforce management spectrum—spanning staffing, RPO, VMS, MSP and Workforce Consulting for large enterprise-level sales.  
  • Expand and enhance business relationships with prospective customers to contribute to enhanced sales growth, profitability, customer satisfaction and market share in the Natural Resources industry.  
  • Responsible for researching assigned markets and proactively identifying and securing opportunities across all of our staffing, outsourcing, and consulting lines.
  • The New Business Development Lead is responsible for business development and sales of the entire suite of workforce solutions to new prospective clients across multiple geographies. This is a professional sales executive experienced in the Energy/Natural Resources vertical and understands the issues their prospective clients are facing and brings disruptive insight that challenges their thinking. 
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VP of HR

Job Code (02622235)

Location:Houston, TX

Salary:    $130,000.00 – $150,000.00

Full Benefits:  Yes

Comp Comments:  + bonus 10%

Industries: Multi-Site Distribution, Manufacturing, Job-Shop,

 

Must have 500 or more FTE’s with dominate hourly employees

 

Job Description

This is a highly respected leader in their industry that has a 100-year-old history.   They are experiencing a record sales year and have a very bright future.

 

The company is seeking out a strong VP level candidate with the following skills and experience:

Oversight of 3 US manufacturing locations and the HR staff at each location (50% travel required)

Work with and collaborate with 1 union facility

Broad background and experience in all aspects of HR

 

 

Essential Duties and Responsibilities:

  • Planning, designing, developing, and evaluating human resources policies and procedures that are in line with corporate objectives.
  • Manages all processes/policies relating to day-to-day human resources operations and compliance
  • Identify and implement corporate culture improvement imitative
  • Employee Development and Coaching
  • Compensation Planning including base salary, bonus, stock
  • Annual Performance Review process
  • Succession Planning and Strategy
  • Retention Strategies
  • Establishment of department accountabilities, including talent acquisition, compensation, training and development, performance management, talent assessment, records management, safety and health, employee relations and retention, and AA/EEO compliance.
  • Complying with federal, state, and local legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, and advising management on needed actions.
  • Periodic reporting on various reports on HR metrics to Executive Team.
  • Enhancement of department and company reputation by accepting ownership for accomplishing new and different requests and exploring opportunities to add value to job accomplishments.
  • Supervise direct staff of 6 in multiple manufacturing locations and total staff of 10

Job Requirements:

 

  • Bachelors’ Degree in Human Resource Management, Business Administration or a related field
  • Prefer Master’s degree or SPHR Certification.
  • Minimum of 10 years of HR or related experience, including a minimum of 5 years’ experience in a leadership role within Human Resources in a manufacturing or similar environment
  • Experience managing safety programs
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7 Keys To A Successful Job Search

 

 

Opinions expressed by Forbes Contributors are their own.

Nancy Collamer Nancy Collamer , Contributor

 

I’m always trying to keep on top of the latest career trends and recently read through the mother lode: The 2012 white paper published by the Career Thought Leaders Consortium. It’s full of useful tips, strategies and ideas for job seekers and I want to share my favorites with you.

 

The report summarizes the key findings of the consortium’s annual Global Career Brainstorming Day, an international, multi-city event that brings together nearly 100 career professionals — including coaches, resumé writers and college career services professionals — from the United States, Canada and the United Kingdom. “What’s consistent every year is the very fast pace of change,” says Louise Kursmark, co-director of consortium and one of the co-editors of the report.

 

Here’s what the experts said are seven keys to a successful job search in today’s competitive environment:

 

 

  1. Keep your resumé short and succinct. Despite reports of its impending demise, the experts said a resumé is still very much an essential tool of the job search. But hiring managers (and the computers they use to sort through resumés) are in a rush. So you need to format your resumé to be read quickly and in small bites. These days, a typical resumé is scanned for just six to 10 seconds, often on a mobile device.

 

Eliminate filler words, use numbers to quantify your impressive results (such as “boosted sales 83 percent”) and include relevant keywords that appeared in the job posting.

 

Limit your contact information to just one email address (old-fashioned AOL, no; contemporary Gmail, yes), one phone number and your LinkedIn profile URL.

 

 

 

Residential addresses aren’t needed, although it can be helpful to list your region (for example, New York Tri-State), so the employer knows you’re located near the open position.

 

  1. Create a portfolio of job-search documents. Want a way to distinguish yourself from the crowd of applicants? According to the Career Brainstorming Day pros, many job seekers are supplementing their resumés with collateral leadership briefs, blogs that establish their robust online professional identity and, among senior-level managers, one-page executive summaries.

 

  1. Consider hiring a coach to perfect your video interview skills. More employers are relying on Skype for long-distance and initial screening interviews. As a result, more job seekers are using coaches to help them excel in video presentations.

 

  1. Dive deep into LinkedIn. Over the past few years, using LinkedIn to find work has gone from a good idea to essential. “Having a sharp LinkedIn profile may be even more important than having a great resumé,” Kursmark says.

 

Nonetheless, the experts said, all too many job candidates fail to fully embrace this tool, especially older job seekers. To maximize the use of LinkedIn, engage more frequently with your LinkedIn networks. One of the best ways to do this is to actively participate in LinkedIn’s industry and interest groups.

 

 

Find relevant groups by going to your LinkedIn home page, clicking on the Groups tab and search the “groups you may like” or “groups directory” tabs. Then join a few groups and post links to interesting articles, participate in discussions and share helpful resources. You will become known as a go-to resource and improve the likelihood that you will get noticed by recruiters, referral sources and hiring managers.

 

  1. Use Twitter and other forms of social media to attract the attention of employers who are hiring. According to the white paper, “employers will move from using external recruiters to an internal hiring process that will depend heavily on identifying prospective employees through their online presence and through referrals of existing employees. Personal websites, social media presence, development of subject matter expertise and a well-defined personal brand will be the requirements for gaining the attention of prospective employers.”

 

  1. Limit the amount of time you spend on job boards. As Next Avenue has noted, job boards are one of the least effective ways to get hired. The Career Brainstorming Day experts said it’s generally only worth applying for a position through a job board if your resumé matches 80 to 85 percent of what an employer asks for in a posting.

 

Job seekers continue to be frustrated by computerized Applicant Tracking Systems that scan applicants’ resumés for keywords. “This finding underscores the importance of direct, targeted search with networking as its core component as the most important method for finding a job,” Kursmark says.

 

To maximize your chances for success using job boards, focus on smaller, regional and industry-specific job boards, as well as aggregator sites, like Indeed.com and Simplyhired.com.

 

 

  1. Start your search sooner rather than later.

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Five Job Search Tactics That Don’t Work — And Five That Do

 

 

 

 

Liz Ryan , CONTRIBUTOR

 

Opinions expressed by Forbes Contributors are their own.

 

If you haven’t job-hunted in a while, you might be surprised to see how the talent market operates now. Job-hunting has changed a lot.

 

Between 1995 and 2005, almost all of us learned how to fill out online job applications and then wait to hear back from employers. That is a waste of time these days!

 

If completing online job applications and waiting for responses is your entire job search strategy, you could be job hunting for years.

 

 

You are very unlikely to hear a peep back from employers when you pitch applications or resumes into their automated recruiting portals.

 

Stodgy, robotic resumes are another staple of a nineteen-eighties or -nineties job search that can only hurt a job-seeker now.

 

Here are five job search tactics that haven’t worked for years — and five new-millennium tactics that will help you find a job that deserves your talents.

 

Five Job Search Tactics That Haven’t Worked For Years

 

 

  1. Job fairs.

 

  1. Resume-blast services.

 

  1. Reaching out to strangers on LinkedIn to ask them to refer you into their company.

 

  1. Using the same resume for every job you apply for.

 

  1. Completing online job applications.

 

Job fairs used to be a great way to get hired, but then for some reason employers stopped allowing their recruiters to interview candidates live at the job fair. That makes no sense.

 

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Ten Signs You’re Shooting Too Low In Your Job Search

 

Dear Liz,

 

I’ve been job-hunting since October. Maybe I was naive thinking my job search would be quick and easy. I’ve been in the insurance industry for over twenty years.

 

I’ve been an agent, an office manager and held almost every insurance job there is.

 

I’ve only had one in-person job interview so far. I’ve applied for numerous jobs but in the other cases I either got a phone interview or no interview.

 

They keep telling me I’m overqualified for the jobs I’m applying for. If I’m overqualified doesn’t that make me the perfect candidate, because I can obviously do the job?

 

I thought if I took my target position down a level or two from the last few jobs I’ve held, I would get hired much faster. I’m applying for jobs I performed fifteen years ago and I thought that would do the trick but it’s not working.

Recommended by Forbes

 

I’m sick of job hunting. I would accept anything. I still have my savings and retirement accounts because I’ve been living frugally since October, but I’m tired of job-hunting and I want to be employed as fast as possible. What am I doing wrong?

 

 

Dear Harlan,

 

It sounds like you’re shooting too low in your job search, and that is almost always a show-stopper. Employers don’t want to hire people who could perform the job with one hand tied behind their back.

 

Here are some of the reasons why not:

 

  1. They are afraid you’ll quit for a better job the minute you have the opportunity to do so.

 

  1. They are afraid that even if you say “I’ll take this job, a lower-level role that pays less than I’ve earned since 2004 — no problem!” you won’t be happy. You’ll be antsy. They don’t need that.

 

  1. They want to hire someone they can train their own way.

 

  1. They get spooked by any candidate who seems to know more about the field than they do.

 

There could be an age-discrimination aspect depending on your age, but the key is that you are shooting too low and recruiters can tell that you’re doing so. They don’t want to hire somebody for whom this job is not a natural step along your career path.

 

How can we blame them for that? It’s fear that is making you shoot low in your job search and even though everyone can relate to that fear, the remedy for the fear is not to take any job you can get but to stop and think about what you do best and what you really want to do.

 

You have to do some reflection to figure out where your sweet spot lies — at the intersection of the things you do well, the things you love to do and the needs in the talent marketplace.

 

Your fearful mindset (“I still have my savings, but I’m sick of job-hunting and I want to be employed as fast as possible!”) is killing your job search.

 

People can read energy very well.

 

Fearful energy is not appealing in a senior-level candidate or any candidate. Your need to get hired fast is what’s artificially depressing your job-search altitude and keeping you from having the conversations you should be having with hiring managers in pain.

 

You have breathing room. You have your savings and retirement accounts. Take time to stop and figure out your next step. Give up the idea of getting any job at all. Employers want to hire somebody who is dying to do the job they’re hiring for — not somebody who’s merely willing to do the job because it represents a break from job-hunting.

 

Here are ten signs you’re shooting too low in your job search:

 

  1. Recruiters view your LinkedIn profile and say “Wow! You have lot of heavy-duty experience. Are you sure you’re interested in this much lower-level job?” They are skeptical. Do you think your hiring manager will be any less skeptical? Don’t use your precious mojo trying to talk anybody into interviewing you!

 

  1. When you show up for an interview or get on a call for a phone interview, the interviewer’s voice indicates surprise or puzzlement. They can’t match the person on the phone (you) with the job opening they’re ready to interview you for.

 

  1. Whenever you get a “no thanks” notice, it gushes about your vast experience and skills and closes with “….but we need someone with a background closer to the job spec.”

 

  1. Recruiters always express surprise that you’re willing to work for the salary number you give them. The gap between your expected salary target and your actual salary target is almost always a red flag for recruiters — whether you are asking for more or less money than the position pays.

 

  1. When you tell recruiters you’d be more than delighted to take a step down in your career they sound less than excited to hear it. Naturally they wonder “Why can’t this candidate get a job at their level?”

 

  1. On your job interviews, you answer every question with a precise, expert opinion on the spot. The interviewer is taken aback — maybe even intimidated. Most companies don’t hire people who intimidate their interviewers.

 

  1. You’ve heard at least one hiring manager say “Heck,you could do my job!” and they’re right.

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