While you consider your answer, let me briefly introduce myself.  My experience in recruitment and selection extends over 30 years.  It includes 12 years of corporate HR experience with high-visibility HR organizations such as PepsiCo, Inc. and the past 18 years in executive search and HR consulting.  In 1986, I left Pepsi as Director of Staffing, and joined the nation’s largest executive search firm specializing in Information Technology recruitment.  Beginning in New York City, I was promoted within a year and moved to Chicago to manage the firm’s Chicago office.  In 1989, I left that company and started my own firm, Smith, Scott&Associates specializing in Human Resources and Information Technology recruiting and Human Resources consulting and training.  Since 1991, I have been an active faculty member teaching Recruitment and Selection (among other courses) at DePaul University in their #4 ranked MBA program (U.S. News and World Report’s “List of Top U.S. Universities and Colleges”).  In 2005, I joined the faculty of the University of Colorado as a Lecturer in the College of Business.  I have also trained over 1,000 people in my corporate seminars.  However, enough of my background, let's get back to our initial question.

THE ISSUES YOU FACE
IN ANY JOB MARKET

If you've been in the job market over the past 5 years, you have seen and experienced the fundamental changes that are taking place in the number/type of positions that are available and the manner in which companies recruit for them.  There are more people competing for each job and depending on the state of the economy--fewer positions available.  This scenario makes EVERY interview critical!  You can't afford to "blow" an interview and assume that there will be others as good.  During the "boom" mid-1990's, the scales were decidedly tipped in favor of the candidate.  There were so many companies seeking people, that you might have found yourself being able to choose from two, or even more, excellent opportunities.  That era, at least for now, is history, and the scales have tipped back in favor of the employer.

As a job seeker, you're faced with the reality of getting your resume selected from the 100's of competing resumes that are received by the company.  You're also faced with having to prevail in an interview contest that often includes 8-10 other "qualified" candidates.  These are big obstacles to be sure!

In this or any market, you know that overcoming these obstacles and finding a great job can be a difficult assignment!  I have written a book, Becoming a High-Impact Candidate_©, that will give you the information, technique and training you'll need to identify, locate and secure that great job.

Specifically, this is a 175+ page book that demystifies the process of recruiting and interviewing.  In addition to the topics listed opposite, Becoming a High-Impact Candidate_© also includes 4 self-assessment exercises that will help you to better understand what has made you successful in the past; and, what type of job, firm and corporate "culture" are best suited to helping you achieve long-term career success.

After implementing the methodology described in Becoming a High-Impact Candidate_©, you will have the knowledge, tools and technique necessary to succeed in any job market.

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CONTACT INFORMATION

I always invite feedback.  Should you wish to comment on any aspect of Becoming a High-Impact Candidate_©, please contact me via: