How To....Find Your Perfect Job!
All the information you'll ever need to take control of your career!
Published every other Thursday by Find Your Perfect Job Coach
March 12,2009 2009
Volume v, issue 6
STOP GIVING AWAY YOUR POWER - part 1
The reason hiring authorities control the interview process is because job seekers let them, especially in these days of "Give me a job! ANY JOB!!!!" From the moment a candidate begins their job search, right up until the offer – when they suddenly decide to show they're not a push over by negotiating - most job seekers don't realize how much they allow themselves to remain powerless, or the consequences of doing that. This issue and next, we'll be looking at this problem closer.
Nobody is drawn to a needy person, and we've all known someone who was like that - and most likely it destroyed your friendship or relationship. Freshman year in college, I had a friend who never ended the phone conversation, so I would. Really beautiful, intelligent girl. She'd always try to cement something first - happy hour, another phone conversation, whatever. She always wanted to go to the caferia or the sorority house together. She did this with everyone. It drove me nuts. I couldn't get rid of her until I finally, basically, said "Please. Leave me alone." I saw her years later at a reunion - she was still a mess.
She was desperate for a friend. You're desperate for a job. Get the parallel?
The majority of people interviewing rail in frustration against the process. But in fact, most never connect the process with the concept of power - much less that they give that power away - and if you're stressed because you need a job, then on top of that, your desperation is coming off you in waves. You undermine yourself.
Too many candidates are under the impression that they must submissively answer questions until they’re invited to ask them. They don't want to make a bad impression or cause the interview to dislike them. They hasten to answer every question in a convincing way instead of thinking critically about what the question is and the meaning behind it.
There are ways of creating a dialogue and obtaining information that don't take the control away from the interviewer, but that don't give it away either.
Keeping your power begins with knowing what you want in your perfect job, and you find that out by taking a microscope to every single job you've held. You examine who you worked for, what bosses you liked or didn't and why, what made you irritated, what worked for you, what didn't, what gave you enjoyment, at what parts of your jobs you excelled and what parts you hated. Examining those issues helps you to discover what you want and what you want to avoid, and it's this knowledge that shapes what you need to find out when you interview.
Unfortunately, instead of building a foundation and then beginning their search, most job changers jump headfirst into the market, and frequently end up deluding themselves about what's important. As a result, you make decisions based on irrelevant and unimportant information. You miss the red flags because you're not objective and detached. You rationalize the reasons for your gut telling you there might be a problem.
Since you don't know what you want, you don't know what you need to be discovering, or how to uncover it. All of this puts you at the mercy of the hiring authority.
One of the ways it happens is remaining silent after you've answered a question. To radically change the subject is to take control of the entire interview, and that's not your place. But neither must you sit quietly and wait for the next question.
Instead, tag on your own question at the end. When he says, "Tell me about a time you……" Answer, and finish with "Is that skill something that's important?" He'll say, "No," or "Yes." If it's "No," ask what some of the important characteristics are. Other appropriate ways to throw the ball back in the interviewer' s court are:
Do you find that to be true?
Is that something this company values?
Is that important to you?
Would you agree with that?
Do you see that fitting in with what you’re looking for?
Is that an advantage to you?
Essentially, you're probing, and you're connecting it to your answer. His answers eliminate any assumptions you might otherwise make. They let you know where you stand, what you need to elaborate on or clarify, and what you might as well stop talking about, because it's not important to the interviewer.
Additionally, candidates often provide explanations before asking their questions. When you want to know something, just ask the question. Explaining not only apologizes for asking it, but it indicates your preferred answer. Consequently the answer may not be what you want to know, it may be what the interviewer wants you to think.
Asking questions that stay on topic and create a dialogue allows you to retain your power. It also tells the interviewer that you know what you're looking for and that you're there to find out if this company meets that outline or not. That, alone, makes you stand out in the interviewing crowd.
I know from the days of being a recruiter and discussing candiates they saw before they engaged me, and following up with them on interviews I set up, how important it is that an interviewee not come across as unfocused, desperate, unprepared, or unaware. So any interviewer worth his salt will appreciate your discernment. Any one who doesn't may be on a power trip, and you don't want to work for them anyway.
But the irony is - the less focused and the more desperate you are, the more likely you are to land a job in a place you'll grow to hate, because the healthy companies who are looking for focused, confident employees will turn you away
Thursday, March 26, 2009
www.indeed.com - Simply a one-stop shop for job seekers. Free to sign up
Indeed is a search engine for jobs - with a radically different approach to job search. In one simple search, Indeed gives job seekers free access to millions of employment opportunities from thousands of websites. Indeed.com includes all the job listings from major job boards, newspapers, associations and company career pages - and they continue to add new sites every day.
Article: How to Work with Executive Recruiters
How to Work with Executive Recruiters
A step-by-step guide on how job seekers can work effectively with
executive recruiters.
Elizabeth Bennett
You met with a recruiter, but now she’s not responding to your
e-mails. Maybe your background is perfect but you don’t make it past
the phone screen. How could it be that you’re “not a good fit” when
you’re so clearly made for the position?
TheLadders spoke with several current and former third-party
recruiters, as well as job seekers, to learn more about the nuts and
bolts of the process of working with a recruiter.
Job hunters tend to view recruiters as an unfortunate necessity in the
search process, regarding them as the people who don’t respond and
don’t really know what the hiring company is looking for.
It turns out that many job seekers have misconceptions about the most
basic role of a recruiter. “They don’t understand that we don’t work
for them,” said Greg Bennett, a headhunter at the Mergis Group in Cary,
N.C. “We work for the client” — the hiring company.
In this Package:
Why Employers Use Executive Recruiters
Your Role - And The Recruiter’s
Five Ways to Make Your Recruiter’s Job Easier
Three Lessons I Learned from Executive Recruiters
Download this Package as a PDF document.Below are some typical
scenarios in which job seekers may20find themselves. We asked the
recruiters what’s happening at their end.
Scenario One: You think you’re a perfect fit for the position, yet the
recruiter isn’t responding to your application or your follow-up calls
and e-mails. Potential red flags may include:
You’re not qualified for the job.
Like it or not, your work experience may not fit the bill. It could be
that the hiring company is looking for 10 years of sales experience and
that your 15 years in sales is not attractive. It’s also possible that
you didn’t read the posting closely, or at all. “When a job seeker
ignores certain stipulations such as a listing that requests local
candidates only or has degree requirements that don’t match, it becomes
evident that they are answering postings without reading them,” said
Sherry Brickman, a partner at Martin Partners, a retained search firm
in Chicago. “This is a waste of time for everyone involved as well as
frustrating for a recruiter.”
You’re a good fit but not an ideal fit.
“[Third-party recruiting] agencies get paid a lot of money to find
people that a corporation in need of staff can’t,” according to Michael
Rosenberg, manager of sales, productivity and performance at
TheLadders. “And with a 15 to 25 percent fee going to the recruiter,
corporations want to make sure they hire the exact right person.9
D In
plenty of cases, almost isn’t good enough, especially now that
recruiters are pulling from a larger applicant pool.
Your recruiter — or the hiring company — isn’t effectively
communicating the job specifications.
Sometimes recruiters aren’t able effectively to express what their
client is looking for, a result of their own limitations or their
client’s lack of specificity. The larger the organization, the more red
tape there is, according to Rosenberg.
Your e-mail subject line could be slowing down the process.
Effective subject lines in e-mails should reference the position you’re
applying for, rather than “Hello” or “Intro,” Rosenberg said. If a
recruiter is sorting through hundreds of e-mails a day, it makes her
life easier if she receives a cue about the contents of the e-mail.
Your resume may not be conveying your story at a glance.
With so little time to devote to each resume, make it easy for
recruiters to find what they’re looking for: your last employer and
position, your tenure there, and the three most relevant bullet points
based on the job you’re applying for. If a quick scan doesn’t yield a
compelling career narrative, Rosenberg said it’s possible that your
application will never make it beyond the inbox.
Misspellings of any kind turn off some recruiters.
Typos may leave the impression that you don’t pay20attention to details.
Double- and triple-check your cover letter and resume. Better still,
have someone with an eye for detail proof it.
A generic cover letter could be your undoing.
Recruiters may read the lack of specificity as lazy and/or uncaring,
Rosenberg said. Tailor each letter to the particular company, industry
and position to which you’re applying.
Superlatives may be getting in your way.
For instance, calling yourself the “best” or “greatest” CPA without
supporting evidence can be perceived as cocky. “It suggests the job
seeker is way too sure of himself and may be tough to work for,”
Rosenberg observed. “A recruiter could build a story in their head
before they even get you on the phone.”
What can you do? Not much if you’re not qualified, but applying for a
specific job and making sure that you’ve dotted all your “I’s” and
customized your cover letter will at least ensure you’re getting the
attention you deserve.
Scenario Two: You didn’t make it past the recruiter’s phone screener.
Your general attitude could be a mismatch with the hiring company.
For instance, your professional- yet-serious demeanor may not work in a
setting where a sense of lightness and humor is considered a priority
for managers, said Harold Laslo, a staffing specialist at the Aldan
Troy Group in New York. Don’t tak
e it personally. The longer a
recruiter has worked with the hiring company, the better he’s able to
evaluate your candidacy.
You didn’t listen to the questions.
During phone screens and interviews, less is often more. Whether the
cause is nervousness, self-absorption or other limitations, candidates
sometimes provide far more information than a question warrants,
according to Marian Rich, a recruiter with Bonell Ryan, a retained
search firm in New York. Rich said she often asks candidates to give a
quick overview of their careers, probing for details later in the
process. “I'm always dismayed at how many candidates launch into an
in-depth and very lengthy response,” Rich said. “It can put me off and
will certainly raise the question of whether or not this candidate will
interview well with a client.”
What can you do? Follow up with the recruiter to ask her why you’re not
a good fit. She should be able to provide a concrete reason. If she can
do that — and you trust her assessment — let her know you’d like to be
considered for future positions.
Scenario Three: You met the recruiter in person, but now he doesn’t
think you’re right for the job.
Your work style may not be suited to the position.
For example, the recruiter may determine that you thrive in structured
work settings, but the hiring company is looking for someone who =0
D
functions best in an unstructured environment. Once again, recruiters
who have placed candidates with the hiring company have a good sense of
who would succeed there. It is well within a job seeker’s rights to ask
how long the recruiter has worked with a certain company, said Laslo of
Aldan Troy.
Your personality may not be a match for certain company or department
cultures.
For instance, you may think your ambition and assertive personality
could only be an asset, but it could signal potential challenges at
some firms. “If a candidate has career aspirations and I pick up that
they may not have patience before they see advancement or will be
badgering HR in regards to advancement, they may not be right for
certain companies,” Laslo said, adding that small companies tend to be
more focused on personality than large ones.
What can you do? Talk to your recruiter and find out exactly why you’re
no longer in the running. Gather as much information as you can and ask
if there’s anything about your personal performance that you could
improve.
Career Advice from TheLadders
How to Work with a Recruiter
Recruiter Relationships: Job Search Essentials
Working with a Recruiter in a Buyer’s Market
Credibility with Your Recruiter
Scenario Four: The recruiter is being vague about why the hiring
company doesn’t want to proceed with your application.
She may not have=2
0all the information.
Recruiters agree that at each point in the application process your
recruiter should be able to cite specific reasons why she (or the
hiring company) doesn’t think you’re a suitable candidate for the job.
But recruiters don’t always have that information if the hiring company
is reticent to disclose it for legal or other reasons, said Rosenberg.
She may be reluctant to talk about personal quirks.
If the hiring company is troubled by your lack of personal hygiene, for
example, the recruiter may withhold the information if she thinks it’s
not constructive.
What can you do? Strike a friendly tone when probing for details. Help
the recruiter understand that you value his feedback and would
appreciate any information he’s able to supply.
A step-by-step guide on how job seekers can work effectively with
executive recruiters.
Elizabeth Bennett
You met with a recruiter, but now she’s not responding to your
e-mails. Maybe your background is perfect but you don’t make it past
the phone screen. How could it be that you’re “not a good fit” when
you’re so clearly made for the position?
TheLadders spoke with several current and former third-party
recruiters, as well as job seekers, to learn more about the nuts and
bolts of the process of working with a recruiter.
Job hunters tend to view recruiters as an unfortunate necessity in the
search process, regarding them as the people who don’t respond and
don’t really know what the hiring company is looking for.
It turns out that many job seekers have misconceptions about the most
basic role of a recruiter. “They don’t understand that we don’t work
for them,” said Greg Bennett, a headhunter at the Mergis Group in Cary,
N.C. “We work for the client” — the hiring company.
In this Package:
Why Employers Use Executive Recruiters
Your Role - And The Recruiter’s
Five Ways to Make Your Recruiter’s Job Easier
Three Lessons I Learned from Executive Recruiters
Download this Package as a PDF document.Below are some typical
scenarios in which job seekers may20find themselves. We asked the
recruiters what’s happening at their end.
Scenario One: You think you’re a perfect fit for the position, yet the
recruiter isn’t responding to your application or your follow-up calls
and e-mails. Potential red flags may include:
You’re not qualified for the job.
Like it or not, your work experience may not fit the bill. It could be
that the hiring company is looking for 10 years of sales experience and
that your 15 years in sales is not attractive. It’s also possible that
you didn’t read the posting closely, or at all. “When a job seeker
ignores certain stipulations such as a listing that requests local
candidates only or has degree requirements that don’t match, it becomes
evident that they are answering postings without reading them,” said
Sherry Brickman, a partner at Martin Partners, a retained search firm
in Chicago. “This is a waste of time for everyone involved as well as
frustrating for a recruiter.”
You’re a good fit but not an ideal fit.
“[Third-party recruiting] agencies get paid a lot of money to find
people that a corporation in need of staff can’t,” according to Michael
Rosenberg, manager of sales, productivity and performance at
TheLadders. “And with a 15 to 25 percent fee going to the recruiter,
corporations want to make sure they hire the exact right person.9
D In
plenty of cases, almost isn’t good enough, especially now that
recruiters are pulling from a larger applicant pool.
Your recruiter — or the hiring company — isn’t effectively
communicating the job specifications.
Sometimes recruiters aren’t able effectively to express what their
client is looking for, a result of their own limitations or their
client’s lack of specificity. The larger the organization, the more red
tape there is, according to Rosenberg.
Your e-mail subject line could be slowing down the process.
Effective subject lines in e-mails should reference the position you’re
applying for, rather than “Hello” or “Intro,” Rosenberg said. If a
recruiter is sorting through hundreds of e-mails a day, it makes her
life easier if she receives a cue about the contents of the e-mail.
Your resume may not be conveying your story at a glance.
With so little time to devote to each resume, make it easy for
recruiters to find what they’re looking for: your last employer and
position, your tenure there, and the three most relevant bullet points
based on the job you’re applying for. If a quick scan doesn’t yield a
compelling career narrative, Rosenberg said it’s possible that your
application will never make it beyond the inbox.
Misspellings of any kind turn off some recruiters.
Typos may leave the impression that you don’t pay20attention to details.
Double- and triple-check your cover letter and resume. Better still,
have someone with an eye for detail proof it.
A generic cover letter could be your undoing.
Recruiters may read the lack of specificity as lazy and/or uncaring,
Rosenberg said. Tailor each letter to the particular company, industry
and position to which you’re applying.
Superlatives may be getting in your way.
For instance, calling yourself the “best” or “greatest” CPA without
supporting evidence can be perceived as cocky. “It suggests the job
seeker is way too sure of himself and may be tough to work for,”
Rosenberg observed. “A recruiter could build a story in their head
before they even get you on the phone.”
What can you do? Not much if you’re not qualified, but applying for a
specific job and making sure that you’ve dotted all your “I’s” and
customized your cover letter will at least ensure you’re getting the
attention you deserve.
Scenario Two: You didn’t make it past the recruiter’s phone screener.
Your general attitude could be a mismatch with the hiring company.
For instance, your professional- yet-serious demeanor may not work in a
setting where a sense of lightness and humor is considered a priority
for managers, said Harold Laslo, a staffing specialist at the Aldan
Troy Group in New York. Don’t tak
e it personally. The longer a
recruiter has worked with the hiring company, the better he’s able to
evaluate your candidacy.
You didn’t listen to the questions.
During phone screens and interviews, less is often more. Whether the
cause is nervousness, self-absorption or other limitations, candidates
sometimes provide far more information than a question warrants,
according to Marian Rich, a recruiter with Bonell Ryan, a retained
search firm in New York. Rich said she often asks candidates to give a
quick overview of their careers, probing for details later in the
process. “I'm always dismayed at how many candidates launch into an
in-depth and very lengthy response,” Rich said. “It can put me off and
will certainly raise the question of whether or not this candidate will
interview well with a client.”
What can you do? Follow up with the recruiter to ask her why you’re not
a good fit. She should be able to provide a concrete reason. If she can
do that — and you trust her assessment — let her know you’d like to be
considered for future positions.
Scenario Three: You met the recruiter in person, but now he doesn’t
think you’re right for the job.
Your work style may not be suited to the position.
For example, the recruiter may determine that you thrive in structured
work settings, but the hiring company is looking for someone who =0
D
functions best in an unstructured environment. Once again, recruiters
who have placed candidates with the hiring company have a good sense of
who would succeed there. It is well within a job seeker’s rights to ask
how long the recruiter has worked with a certain company, said Laslo of
Aldan Troy.
Your personality may not be a match for certain company or department
cultures.
For instance, you may think your ambition and assertive personality
could only be an asset, but it could signal potential challenges at
some firms. “If a candidate has career aspirations and I pick up that
they may not have patience before they see advancement or will be
badgering HR in regards to advancement, they may not be right for
certain companies,” Laslo said, adding that small companies tend to be
more focused on personality than large ones.
What can you do? Talk to your recruiter and find out exactly why you’re
no longer in the running. Gather as much information as you can and ask
if there’s anything about your personal performance that you could
improve.
Career Advice from TheLadders
How to Work with a Recruiter
Recruiter Relationships: Job Search Essentials
Working with a Recruiter in a Buyer’s Market
Credibility with Your Recruiter
Scenario Four: The recruiter is being vague about why the hiring
company doesn’t want to proceed with your application.
She may not have=2
0all the information.
Recruiters agree that at each point in the application process your
recruiter should be able to cite specific reasons why she (or the
hiring company) doesn’t think you’re a suitable candidate for the job.
But recruiters don’t always have that information if the hiring company
is reticent to disclose it for legal or other reasons, said Rosenberg.
She may be reluctant to talk about personal quirks.
If the hiring company is troubled by your lack of personal hygiene, for
example, the recruiter may withhold the information if she thinks it’s
not constructive.
What can you do? Strike a friendly tone when probing for details. Help
the recruiter understand that you value his feedback and would
appreciate any information he’s able to supply.
Article: Maintaining and bulding your network is key
Article: Maintaining and building your network is key
By The Pachera Group Executive Search
Be honest. How much time do you devote to building your personal or business network? Do you spend 15 minutes a day? Ok, how about 30 minutes a week?
Make Time To Network Online and Offline
If you answered yes to the latter, don't worry because you are in good company. Most people spend 60 minutes or less a month on maintaining or building their network. It's not that people don't want to have hundreds of movers and shakers in their network. It's just that the stuff of life gets in the way and pushes this extremely important task to the back burner. Actually, "task" isn't quite the right word...networking is more rightly called a "discipline" .
"Job seekers and executives routinely admit that one of their regrets (prior to losing their job or quitting a job they didn't like) was that they ignored their network," says Mike Vanneman, partner with The Pachera Group, an executive recruiting firm. "All of a sudden, they look at contacts in their Blackberry, Outlook or (gasp!) their dog-eared day planner and realize the only people in their "network" are family members, former classmates or people with whom they would have preferred to lose touch."
Networking Must Be One Of Your Top Priorities
Building and maintaining your network has to become a top to-do item! At the very least, once a week and ideally every day. Why? Because your network is tantamount to food, water and shelter! It is an asset that pays dividends in the present and in the future. For this reason, it's a good idea to consider investing in one or a couple time saving online job search tools. This way your time can be focused on expanding your network and getting out there meeting new people.
The good news is that the rise and popularity of sites such as LinkedIn, Plaxo Pulse and even Facebook makes building a network easy and even fun.
All you need to do is:
1. Make the decision to start or restart your networking efforts
2. Commit yourself to networking at least one hour per week and ideally for 15 minutes each day
3. Set a goal for how many contacts or connections you want to establish each month
Networking Requires Constant Care and Nurturing
While networking online, be somewhat selective. Invite people that you either already know or who have been recommended to you by a trusted friend. Be careful of what you post on your page. Whatever you post is there for all to see! Be consistent with your online message and professional profiles. Networking sites are like gardens, they require constant care, feeding and nurturing. Don't let content stay up for too long. Change your profile picture periodically. Contribute to conversations and join discussion groups in your industry.
Use Time Saving Job Search Tools
Using online networking sites and job search time-saver tools should become as much a part of your personal workflow as e-mail and your mobile phone. Maintaining and expanding your network on a daily basis is essential especially in today's times because you never know when you may need to reach out and connect with someone.
The Pachera Group Executive Search works with technology and media clients nationally in search of sales, marketing, business development and technology leaders. Their unique advantage is their partners --- they have all been successful operational executives in the fields they now practice in. Learn more at www.thepacheragroup .com or blog.thepacheragrou p.com.
By The Pachera Group Executive Search
Be honest. How much time do you devote to building your personal or business network? Do you spend 15 minutes a day? Ok, how about 30 minutes a week?
Make Time To Network Online and Offline
If you answered yes to the latter, don't worry because you are in good company. Most people spend 60 minutes or less a month on maintaining or building their network. It's not that people don't want to have hundreds of movers and shakers in their network. It's just that the stuff of life gets in the way and pushes this extremely important task to the back burner. Actually, "task" isn't quite the right word...networking is more rightly called a "discipline" .
"Job seekers and executives routinely admit that one of their regrets (prior to losing their job or quitting a job they didn't like) was that they ignored their network," says Mike Vanneman, partner with The Pachera Group, an executive recruiting firm. "All of a sudden, they look at contacts in their Blackberry, Outlook or (gasp!) their dog-eared day planner and realize the only people in their "network" are family members, former classmates or people with whom they would have preferred to lose touch."
Networking Must Be One Of Your Top Priorities
Building and maintaining your network has to become a top to-do item! At the very least, once a week and ideally every day. Why? Because your network is tantamount to food, water and shelter! It is an asset that pays dividends in the present and in the future. For this reason, it's a good idea to consider investing in one or a couple time saving online job search tools. This way your time can be focused on expanding your network and getting out there meeting new people.
The good news is that the rise and popularity of sites such as LinkedIn, Plaxo Pulse and even Facebook makes building a network easy and even fun.
All you need to do is:
1. Make the decision to start or restart your networking efforts
2. Commit yourself to networking at least one hour per week and ideally for 15 minutes each day
3. Set a goal for how many contacts or connections you want to establish each month
Networking Requires Constant Care and Nurturing
While networking online, be somewhat selective. Invite people that you either already know or who have been recommended to you by a trusted friend. Be careful of what you post on your page. Whatever you post is there for all to see! Be consistent with your online message and professional profiles. Networking sites are like gardens, they require constant care, feeding and nurturing. Don't let content stay up for too long. Change your profile picture periodically. Contribute to conversations and join discussion groups in your industry.
Use Time Saving Job Search Tools
Using online networking sites and job search time-saver tools should become as much a part of your personal workflow as e-mail and your mobile phone. Maintaining and expanding your network on a daily basis is essential especially in today's times because you never know when you may need to reach out and connect with someone.
The Pachera Group Executive Search works with technology and media clients nationally in search of sales, marketing, business development and technology leaders. Their unique advantage is their partners --- they have all been successful operational executives in the fields they now practice in. Learn more at www.thepacheragroup .com or blog.thepacheragrou p.com.
Mortgage Company is looking for MORTGAGE SPECIALISTS in Santa Ana CA.
Mortgage Company is looking for MORTGAGE SPECIALISTS in Santa Ana CA.
Minimun 3 years experience
Number of Openings: 19. Salary $17.00 to 19.00/hour Long Term
assignment. 40plus workweek.
Responsible for performing a variety of loan documentation duties on
complex loan packages to ensure compliance with Company policies and
procedures for loan products. Functions include: processing, closing and
compliance for loan products; interpreting policies while analyzing
applicant, property and documentation; ordering all required
verifications, documentation and subsequent follow-ups; may provide
guidance and training to other loan documentation team members. May
manage an assigned pipeline of loans and/or assign new loans to other
loan team members. May act as a liaison between lenders and legal
department.
High school diploma and minimum three years related mortgage experience.
Benefits:
It is important to be aware that employers may or may not provide
benefits for all positions, and some employers may require a specific
time period before some or all benefits go into effect. Please contact
the employer for specific benefit information.
Medical, Dental, Vision, Life Insurance, etc.
Report in person: Aerotek
1971 E 4th St., Suite 130
Santa Ana CA 92705
Contact: Chris Wood
Contact Phone: Chris Wood
(714)347-1250
Fax: Chris Wood
(714)347-1290
E-Mail: cwood@aerotek.com
Leonard Barrales
Job Development Supervisor
(562)946-2237 Ext. 275
Lbarrales@sassfa.org
Minimun 3 years experience
Number of Openings: 19. Salary $17.00 to 19.00/hour Long Term
assignment. 40plus workweek.
Responsible for performing a variety of loan documentation duties on
complex loan packages to ensure compliance with Company policies and
procedures for loan products. Functions include: processing, closing and
compliance for loan products; interpreting policies while analyzing
applicant, property and documentation; ordering all required
verifications, documentation and subsequent follow-ups; may provide
guidance and training to other loan documentation team members. May
manage an assigned pipeline of loans and/or assign new loans to other
loan team members. May act as a liaison between lenders and legal
department.
High school diploma and minimum three years related mortgage experience.
Benefits:
It is important to be aware that employers may or may not provide
benefits for all positions, and some employers may require a specific
time period before some or all benefits go into effect. Please contact
the employer for specific benefit information.
Medical, Dental, Vision, Life Insurance, etc.
Report in person: Aerotek
1971 E 4th St., Suite 130
Santa Ana CA 92705
Contact: Chris Wood
Contact Phone: Chris Wood
(714)347-1250
Fax: Chris Wood
(714)347-1290
E-Mail: cwood@aerotek.com
Leonard Barrales
Job Development Supervisor
(562)946-2237 Ext. 275
Lbarrales@sassfa.org
Monday, March 23, 2009
Belkin International, Compton, CA - Product Manager(s)
We have an amazing career opportunity' s here at Belkin International for Product Managers. We are currently a 1.2 billion dollar organization, but bursting at the seams and need assistance getting us to the next level. Could this be you?
If you are open and interested in a new opportunity, or know someone who is, please forward your contract informtion and convenient time to speak.
For more information, please view our career website: www.belkin.com under careers.
Thank you for your time and consideration.
Carla Jordan
carlaj@belkin.com
310-604-2371
If you are open and interested in a new opportunity, or know someone who is, please forward your contract informtion and convenient time to speak.
For more information, please view our career website: www.belkin.com under careers.
Thank you for your time and consideration.
Carla Jordan
carlaj@belkin.com
310-604-2371
Office Manager and Structural Engineering Designer openings
Please see the openings below-possibly someone at EU fits the bill on them!
Best Regards,
Mitch Seigel
Principal
Nine Dot Marketing
2967 Michelson Drive, Suite G296 , Irvine , Ca 92612
Phone (949)336-7939, Fax (949)336-7938
mitch@ninedotmarketing.com
www.ninedotmarketing.com
Structural Engineering Designer
1. Candidate must be proficient in knowledge of the latest and earlier versions of Autocad by Autodesk.
2. Five years of experience as a minimum is expected in the field of structural design work.
3. Must have 10 years overall design experience.
4. Candidate must have the ability to perform the required tasks of putting toge ther a set of structural base sheets from architectural plans provided by the project architect.
5. Candidate must be able to visualize and block out the details required to fully develop the set of structural construction documents. Details should be developed to the point of markup by the project engineer for completion.
6. Candidate must be able to fully dimension with accuracy all aspects of the requirements for the structural drawings.
7. Ability to adjust to office standards currently in place at the firm.
8. ; Must be able to back check one’s own work prior to release for checking by the engineer in charge.
9. Experience in seismic retrofit of building structures, post tension concrete, structural steel, masonry, and wood framing are required or preferred.
10. Candidate must be a self starter and conscientious worker with flexibility to work in the ever demanding atmosphere of deadlines.
11. Interested candidates will be asked to perform some of these requirements on a two (2) hours exam prior to engagement.
Office Manager A good candidate for this position should p ossess be an efficient multi â€" tasker, independent and have strong follow through skills. This person must also possess a strong work ethic, sunny attitude and good leadership skills.
· Manage Deltek or other project management software.
· Lead the office in following through with all procedures and projects.
· Track all projects from proposals to contract to billing.
· Manage all accounting staff, A/R, A/P, banking an d billing.
· Manage cash flow administration.
· Basic human resources administration in conjunction with HR Executive.
· Manage all insurance, leases and other administration resources and contracts.
· I/T support management.
Best Regards,
Mitch Seigel
Principal
Nine Dot Marketing
2967 Michelson Drive, Suite G296 , Irvine , Ca 92612
Phone (949)336-7939, Fax (949)336-7938
mitch@ninedotmarketing.com
www.ninedotmarketing.com
Structural Engineering Designer
1. Candidate must be proficient in knowledge of the latest and earlier versions of Autocad by Autodesk.
2. Five years of experience as a minimum is expected in the field of structural design work.
3. Must have 10 years overall design experience.
4. Candidate must have the ability to perform the required tasks of putting toge ther a set of structural base sheets from architectural plans provided by the project architect.
5. Candidate must be able to visualize and block out the details required to fully develop the set of structural construction documents. Details should be developed to the point of markup by the project engineer for completion.
6. Candidate must be able to fully dimension with accuracy all aspects of the requirements for the structural drawings.
7. Ability to adjust to office standards currently in place at the firm.
8. ; Must be able to back check one’s own work prior to release for checking by the engineer in charge.
9. Experience in seismic retrofit of building structures, post tension concrete, structural steel, masonry, and wood framing are required or preferred.
10. Candidate must be a self starter and conscientious worker with flexibility to work in the ever demanding atmosphere of deadlines.
11. Interested candidates will be asked to perform some of these requirements on a two (2) hours exam prior to engagement.
Office Manager A good candidate for this position should p ossess be an efficient multi â€" tasker, independent and have strong follow through skills. This person must also possess a strong work ethic, sunny attitude and good leadership skills.
· Manage Deltek or other project management software.
· Lead the office in following through with all procedures and projects.
· Track all projects from proposals to contract to billing.
· Manage all accounting staff, A/R, A/P, banking an d billing.
· Manage cash flow administration.
· Basic human resources administration in conjunction with HR Executive.
· Manage all insurance, leases and other administration resources and contracts.
· I/T support management.
Long Beach Career Fair (April 7, 2009)
One Day.
Dozens of Employers.
Meet Your Next Employer Face to Face.
Long Beach Career Fair
Tuesday, April 7
11:00 AM to 2:00 PM
Holiday Inn Long Beach Airport
2640 Lakewood Blvd
Long Beach, CA 90815
Dozens of Employers.
Meet Your Next Employer Face to Face.
Long Beach Career Fair
Tuesday, April 7
11:00 AM to 2:00 PM
Holiday Inn Long Beach Airport
2640 Lakewood Blvd
Long Beach, CA 90815
The Orange County Business Service Center is proud to present:
The Orange County Business Service Center is proud to present:
Mayor Sukhee Kang – City of Irvine – Keynote Speaker
“Learn How to Survive in Today’s Economy – Saving Money, Saving Energy, Saving Employees”
Wednesday, April 1, 2009
8:00 am –10:00 am
at the
Coastline Community College
Garden Grove Center
12901 Euclid Street, Room 122
Garden Grove, CA 91840
(there is no charge to attend this event)
The event is focusing on implementing “green practices”
to reduce business overhead costs to ultimately maintain your employees jobs
The Honorable City of Irvine Mayor Sukhee Kang will be Keynote Speaker at a business seminar hosted by the Orange County One-Stop Center. Mayor Kang will highlight the Green Ribbon Committee’s efforts in the City of Irvine and introduce prominent speakers who will discuss: using or producing organic or recycled materials, reducing packaging in products sold and using renewable energy in day-to-day operations. Additional topics will include: more resource efficient programs in energy, waste management, recycling, sustainability, transportation such as carpooling and water conservation.
Participating employers and speakers will include, Southern California Edison, Sam's Club, Greenwala, Southern California Gas Company, Western Research Application Center (WESRAC), California Employment Development Department Workshare and SCS Engineers/City of Irvine Public Works & Redevelopment. The event is sponsored by Sam’s Club and will take place at the Coastline Community College Garden Grove Center, 12901 Euclid Street, Room 122, Garden Grove, CA on April 1st from 8 am to 10 am. Light refreshments will be served and there is no charge to attend. For further information, please contact, 949-341-8019.
The Orange County One-Stop Centers, supported by the County of Orange and Orange County Workforce Investment Board is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. Requests for services, aids, and/or alternate formats need to be made prior to the event by calling California Relay Service TTD/TTY 1-800-735-2922 or 711.
Mayor Sukhee Kang – City of Irvine – Keynote Speaker
“Learn How to Survive in Today’s Economy – Saving Money, Saving Energy, Saving Employees”
Wednesday, April 1, 2009
8:00 am –10:00 am
at the
Coastline Community College
Garden Grove Center
12901 Euclid Street, Room 122
Garden Grove, CA 91840
(there is no charge to attend this event)
The event is focusing on implementing “green practices”
to reduce business overhead costs to ultimately maintain your employees jobs
The Honorable City of Irvine Mayor Sukhee Kang will be Keynote Speaker at a business seminar hosted by the Orange County One-Stop Center. Mayor Kang will highlight the Green Ribbon Committee’s efforts in the City of Irvine and introduce prominent speakers who will discuss: using or producing organic or recycled materials, reducing packaging in products sold and using renewable energy in day-to-day operations. Additional topics will include: more resource efficient programs in energy, waste management, recycling, sustainability, transportation such as carpooling and water conservation.
Participating employers and speakers will include, Southern California Edison, Sam's Club, Greenwala, Southern California Gas Company, Western Research Application Center (WESRAC), California Employment Development Department Workshare and SCS Engineers/City of Irvine Public Works & Redevelopment. The event is sponsored by Sam’s Club and will take place at the Coastline Community College Garden Grove Center, 12901 Euclid Street, Room 122, Garden Grove, CA on April 1st from 8 am to 10 am. Light refreshments will be served and there is no charge to attend. For further information, please contact, 949-341-8019.
The Orange County One-Stop Centers, supported by the County of Orange and Orange County Workforce Investment Board is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. Requests for services, aids, and/or alternate formats need to be made prior to the event by calling California Relay Service TTD/TTY 1-800-735-2922 or 711.
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