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The People Bank

Student Job Search – Job Fairs

April 17th, 2012

April 2012 – It’s JoCareer Fair, Student Employmentb Hunt Time

It’s the time of year when graduates and summer students are typically filled with fear, excitement and anxiety. Its job hunt time!   Graduates wonder whether past educational choices and academic performance will lead to a fulfilling career and life.  Summer students flood the market is search of high paying jobs that will define future resumes and pay off student loans.   Career fairs are calling!

The following article is a reprint of Bruce Sandy’s article published in the Globe and Mail on Wednesday, Apr. 11, 2012 on how students (or any job seeker) can make the most of a job fair.  The bullets are highlights from the Globe article with a few extra hints from this employment guy.

  • Select career fairs that focus on your interests and expertise
  • Get the schedule in advance so you can see guest speakers and meet the right people
  • Get a list of exhibitors in advance and research the companies
  • Before you attend, follow the exhibitor companies on Linkedin and facebook
  • Before you attend review the companies’ job boards and websites
  • Update your resume and make a few versions with varying emphasis
  • Make as many copies as exhibitors and put them on a memory stick
  • Put a copy of your resume on your smartphone so that you can upload it through an App
  • Clean up your personal websites and social media pages (delete the frat party pics)
  • Practice your elevator pitch
  • Dress for the job.  Career fairs are mini interviews (Think of it as employer speed dating)
  • Don’t be shy. Introduce yourself to everyone
  • Follow up with email and a connection on LinkedIn
  • Always send your resume in a MSword format so that corporate applicant tracking systems can read it
  • PDF or Photoshop resume formats are not compatible with the employer’s Applicant Tracking System (ATS)
  • Do not use Skydrive or any other file sharing system to send your resume

Career  fairs are a great place to make connections and learn about opportunities.  With just a little preparation, you can stand out from the crowd.

From the Globe & Mail

The question

I’m attending a job fair and I want to know how I can best prepare myself, what I need to bring (résumés, business cards, etc.) and what I can expect. How do job fairs work and what are my chances of gaining employment from one of them?

The answer

Job fairs are hiring events organized by business, trade or human resource associations, specific businesses, business schools, or public-sector organizations, where a number of prospective employers purchase booths and send representatives and sometimes guest speakers to promote their organizations or companies to prospective employees and managers. The whole point of job fairs is for employers to attract the best and brightest candidates to fill current and future positions.

 

In order to prepare for the job fair you will want to be clear on what type of positions you are looking for, in what sectors, and in which companies or organizations. You will also want to find a job fair or fairs where these companies or organizations will have a presence.

Once you have selected the job fair to attend, then go online or get a copy of the schedule, which outlines which companies will be there and what events are planned, such as guest speakers. Develop a strategic action plan that includes which companies and individuals you are most interested in speaking to , how much time you will spend with each representative, and what you will want to leave with them.Be prepared so you do not get overwhelmed and distracted by the number of employers and events: You want to make the best use of your time at the fair. Networking, making a positive first impression on prospective employers, and developing key contacts for follow-up after the event will be your key priorities.

Do your research on the companies/organizations that will be at the job fair. Concentrate on the companies that you are most interested in working for. Check out the company website, annual reports, the organizational chart(s), position descriptions, special planning documents, and any relevant newspaper or online news articles.

Update your résumé so that it reflects your current experience, objectives and interests. Make sure that you customize your résumés and your cover letters to match the needs and the positions advertised by the companies that you are interested in.

Update your personal website. Clean up your social media sites such as Facebook, Myspace, etc., ensuring that you remove any inappropriate photos and comments. Update business websites such as LinkedIn to ensure your profile is current and reflective of your education, job experience, skills, and talents, as well as what you are looking for in a position.

Practice your presentation and interview skills with a career coach, counsellor, friend or family member. Videotape them and get candid, constructive feedback on your appearance, your body language, your tone, your voice, and your presentation style. Take notes and ask for clarification on suggested changes.

At the job fair, introduce yourself to the company representatives and tell them you are interested in working with them. You can also indicate that you have done your research on the company. Ask them what positions they are recruiting for and what their ideal candidates are for the positions.

Follow up with all the company representatives you meet with an e-mail and a response letter (and a résumé if you did not give them one at the fair), indicating what a pleasure it was to meet them and that you are looking forward to a formal interview and the opportunity of working with the company. You will want to also include a brief summary of your conversation and what you can do for the company. Make sure that you let them know why you are the best candidate for the position(s) they are looking to fill.

Bruce Sandy is principal of www.brucesandy.com and Pathfinder Coaching & Consulting in Vancouver.

http://www.theglobeandmail.com/report-on-business/careers/career-advice/ask-a-career-expert/ask-a-career-coach/whats-the-best-way-to-make-use-of-a-job-fair/article2396090

 

Jobs According to Statistics

April 8th, 2012

According to Statistics Canada, the Canadian job market seems to have miraculously jumped in March.  The reporting bureau says that job creation remained flat through the second half of 2011 and continued to remain ho-hum through January and February 2012 but leaped forward in the most recent reporting month.

See the Statistics Canada Labour Force Survey for March 2012 – http://www.statcan.gc.ca/daily-quotidien/120405/dq120405a-eng.htm

Other statistical and anecdotal evidence tend to support a more logical conclusion that the Canadian job market has been growing moderately ever since May of 2009 with the occasional event driven blip and typical seasonal trends.  In other words, I think Statistics Canada is does a good job of demonstrating how messed up government can be but does not do a great job with Statistics.

An example of the silliness reported by Statscan is their alleged decrease of 24,600 jobs in education within a one month period.  Seriously?  Do our school boards ever lay-off or cut back in March?  Maybe the bean counters are considering all of the contract, term and supply teachers who don’t get paid during spring break?  Statistics Canada reports estimates based upon surveys which is not a reporting of fact.  We know there were no big layoffs in education last month.

National Post

 National Post article.

The Canadian Staffing Index, which is reported monthly by the Association of Canadian Search, Employment and Staffing Services and the Staffing Industry Analysts, says there has been a constant increase in temporary and contract hours throughout 2011 and the first quarter of 2012 which is always a 3 month leading indicator of permanent and full-time employment growth.  And the US Department of Labour has been reporting month over month gains which a great indicator that our largest market for manufacturers and resources is growing and recovering.

Take a look at our websites and job postings and you’ll see that there are jobs!

Design Group Staffing   www.dg.ca

Inteqna     www.inteqna.com

The People Bank – Aimco Staffing   www.thepeoplebank.com

Placement Group   www.pgstaff.com

“Knock wood” – I’m confident that job growth will continue in Canada until at least November when the typical seasonal slowdown occurs and our unemployment rate will continue to improve into the late fall.

 

How can a staffing agency help you leverage technology to find the best candidates?

April 8th, 2011

The days of placing an a “Help Wanted” advert in a newspaper and waiting for the phone to ring are long gone—and every staffing agency worth their salt knows it. You can count on today’s placement firms to help you leverage technology to find the best candidate. Here are some of the ways a good staffing agency can help:

Know who you are looking for: The staffing agency representative will sit down with you and help narrow down exactly what set of skills and experience you believe the open position needs. The more fine-tuned the description ends up, the better. The descriptors you pick—like work history, titles, education, skills and talents, all will form the basis for an effective on-line search.

Make use of the today’s tools: The staffing agency will search their regularly updated electronic database and will help you mine LinkedIn, Facebook, and other social media sites for likely candidates. They will even help you search on the field “Recommendations” -a useful category- as networking has moved to cyberspace. Good references from experienced people in the industry usually point you in a useful direction.

Find Passive Candidates: It’s the employment equivalent of the lament, “All the good ones are married.” Top talent often already has a job, but that doesn’t mean (particularly in this economy), that everybody isn’t interested in hearing about a better offer. The agency will help you fill your company’s LinkedIn page and Facebook profile with information that will attract talent just browsing the web for what is happening in your industry. If they like what they see, they may contact you.

Discover the needle in the haystack: Your HR department will be overwhelmed with candidates responding to just about any open position and inflating their qualification to make their square peg fits your round hole. A staffing agency will sort out who truly is qualified;  run background, education, work history and credit searches;  handle preliminary interviews; conduct any testing required, and present you only with a short list of truly good candidates for the position. They will also add to their own database, any “runners-up” to be better able to suggest recruits for any future position in your company.

Network for you-Everyone who presents a resume for a position provides a stepping stone to many other people within their sphere of friends and colleagues. A good agency will ask for contacts, even if a candidate doesn’t accept the job. Most people are happy to pass on the names of their friends who might be just the right fit for your company.

Put your ad in the right places: There are giant job boards—like Monster.ca—who have grown so big because people searching for a job actually use them. A smart staffing agency will make sure you get your share of qualified applicants from such boards, but they will also advertise your position on niche and industry-specific boards—seeing to it that you also reach a narrower and more focused pool of potential applicants.

Make better use of your own system: You may have a system tracking resumes you’ve received (or that system may just be a file cabinet for those resumes under 90 days old.) A staffing agency will make use of that yet-to-be mined treasure, going back over the resumes received to see if anyone should be contacted again. HR departments rarely have the time or the manpower to tap this source effectively.

The People Bank has been providing permanent, contract, and temporary personnel for thousands of top firms for more than three decades and stands ready to help you find the top talent you need.