Announcing 4th of July Career Counseling Special – Only $150!

Until midnight (ET) July 4, 2017, I am pleased to offer 50% off my full-service unlimited Job Search Planning Career Counseling Package.   The service includes:

  • A 2-hour Skype consultation to create a job search plan, which includes:
    • a discussion on building your own brand
    • a review of your needs/wants
    • researching tips
    • networking (including real world and LinkedIn
    • a critique and editing of your cover letter and resume
    • and interviewing
  • Mock interviews prior to actual interviews
  • Unlimited phone and e-mail follow-up until you get your next job!

This offer ends midnight July 4, 2017, at midnight (ET) and is limited to 10 job seekers.

After you have paid, please email your resume and, if you have one, a sample cover letter, to Bruce Hurwitz at bh@hsstaffing.com. I will call you within 24 hours to setup your Skype interview.

To pay visit:  http://www.hsstaffing.com/4th-special.html

Job Alert: IT Project Manager and IT Account Exec – Hoboken, NJ

IT Project Manager – Hoboken, NJ   (20 minutes from the Port Authority)

Are you looking for a career move to a company where the environment aligns to your career goals?Are you unafraid of new challenges?Are you comfortable with a reasonable amount of change and fluid reporting structures?Would you like to work at the “best college” in the industry, one of the few companies that can claim to have been listed seven consecutive years by Inc. Magazine as one of the nation’s fastest growing privately held companies?And do you want to work in a culture that promotes unlimited learning,entrepreneurship and opportunity?Then continue reading.

The Project Manager (PM) will be responsible for the overallon-time and on-budget delivery of successful technology installations, along with developing and communicating work plans, managing deadlines and coordinating the Network Engineering team’s activities and sub-team activities.He/she will be responsible for defining and agreeing on deliverables and milestones, setting and controlling scope.Additionally, the PM will be responsible for communicating client status and vision to the company’s management and any other project shareholders.Projects tasks will include the definition of user requirements, strategy for project delivery, process measurements, test plans and implementation approach.The PM will be continually tested and will deal with a wide range of challenges.

While the PM will be expected to travel to clients (85% local), this is primarily an on-site position.The PM will have dotted line management responsibility for a team of six engineers, including senior engineers.

The ideal candidate will be energetic, good at assessingsituations, and possess both problem solving skills and the soft skills necessary to know when to compromise. They must have a strong technical background especially familiarity with Microsoft infrastructure, as well as Cloud experience. Additionally, they must be a multi-tasker who can simultaneously oversee projects, deadlines and competing priorities.

Veterans are encouraged to apply.  LOCAL CANDIDATES ONLY!

Specific Skill Requirements

  • Project Management skills necessary to prioritize and manage day-to-day activities and deliverables of the team
  • Act as a liaison between business and technical staff at all levels
  • Support, lead and assist internal customers with requirements definition, project definition, and project planning
  • Establish and maintain effective working relationships will all stakeholders in project to assure success
  • Prepare project plans, tollgate documentation and reports
  • Work closely with customers, developers or (AND?) vendors to manage issues, scheduling, etc., as they arise
  • Monitor progress of each project at every phase of the process, doing everything possible to avoid delays and costs
  • Prepare and submit proper close-out documents to all parties.  Assist customers with cost-benefit analyses and business cases to support new project proposals
  • Develop and maintain a detailed understanding of business processes and applications, customer needs and priorities
  • Experience identifying process changes; ability to design and help implement revised processes
  • Experience with preparation and delivery of communications to all levels within an organization
  • Manage dispatch team (TBD)

Experience

  • Minimum 2 to 3 years’ project management experience
  • Technical experience with Microsoft products, the Cloud, Firewalls, Storage Media, and Mobile
  • Effective written and oral communication skills
  • Excellent customer services skills
  • High level of consistent organizational skills
  • Attention to detail in handling and tracking technical issues

Education

  • BS in Computer Science, IT Management/Project Management preferred
  • Microsoft certifications a plus
  • PM Certification NOT required

To apply please submit your resume as a Word Document to bh@hsstaffing.com.

***************

IT Account Manager – Hoboken, NJ  (20 minutes from the Port Authority)

If you are looking for your next job, then this position is not for you.If you are looking to advance in your career, continually learn and work in a dynamic fast-paced environment, then you should continue reading.But only if you have a passion for IT.You need to read the literature out of enjoyment, not duty.IT needs to be not just your career but your hobby. You understand all the capabilities of your cell phone, you’re fascinated by all things digitally transformed, and you know that the “The Cloud” is not something that’s over your head. As for your skills and experience in sales, you need to be a prospector.You can’t be someone who waits for the phone to ring!

If this sounds like you then you are encouraged to join one of the few companies that can claim to have been listed seven consecutive years by Inc. Magazine as one of the nation’s fastest growing privately held companies.They have a culture that promotes unlimited learning, entrepreneurship and opportunity.

As an inside sales support representative you will be pivotal in executing the company’s growth strategy.You will be in contact with IT managers, CFOs and COOs of small and medium-sized blue chip clients, assisting them in resolving their technological challenges.

Veterans are encouraged to apply.  LOCAL CANDIDATES ONLY!

 Qualifications

  • Possess the personality to successfully engagement with C-Suite executives and senior managers
  • Excellent written and verbal communication skills
  • Proven track record as a strong prospector
  • Positive attitude and desire to work in a rapid-growth professional environment
  • Technical aptitude: Either you are in love with technology or you have a desire to learn how technology impacts business and have the aptitude to understand its impact
  • Phenomenal phone skills with the ability to convey enthusiasm and energy
  • Positive attitude and desire to work in a rapid-growth professional environment
  • Minimum of 2 years’ of continuous employment history

Position Responsibilities

  • Manage client expectations and deliverables
  • Complete outgoing calls to follow-up on existing technology contracts and purchases
  • Complete outgoing calls to leads provided by the Marketing team
  • Explain the company’s value proposition
  • Distribute marketing materials to prospects as needed
  • Schedule 2-5 qualified new account  appointments per week
  • Work with Marketing to develop customer touches to enhance connect rate with prospects
  • Self-motivated and achievement oriented

Required Skills

  • Prior business-to-business calling experience
  • High school diploma required.  Minimum Associates degree in Business or Technology.
  • Knowledge of and experience with managing customer expectations
  • Strong technical aptitude and knowledge, along with the ability to translate the complexities of technology to a lay person’s language
  • Excellent time management and organizational skills
  • Excellent written and verbal communication skills

To apply please submit your resume as a Word Document to bh@hsstaffing.com.

Dealing with Health Issues in a Job Interview and the Power of Networking

A few years ago I was invited to participate in a panel discussion on interviewing which was focused on veterans and the disabled. (And, no, I was not crazy about the juxtaposition but I understood the intent of the organizers and let it go.) One of the attendees, I believe he was a veteran, asked the question, When should I tell an employer about my disability?

The panel moderator asked one of the other panelists to respond. She said, “As long as it has nothing to do with your ability to do the job, say nothing.”

This is not an uncommon response. A few months ago I spoke to a group of students. One asked the same question. Before I had a chance to respond, their teacher said, “After they offer you the job.”

Terrible advice! Almost as bad as the response of my former fellow panelist.

What’s the problem?

You have a disability. It has nothing to do with your ability to do the job, so you don’t tell the employer. That may be fine. But what if the employer looks at it differently? What if the employer is thinking safety? They are located on the 20th floor of a 30-story building. What if there is a fire? You’ll still get the job only now the employer will know to report the issue to the building’s Safety/Security Director before there is a crisis. But there is now the little matter of the boss now thinking to herself, What else didn’t he tell me?

You have a disability and it is related to the job. You follow the teacher’s instructions and after you are offered the job you say, “Oh, by the way. I have this disability which means I will need this ‘reasonable accommodation’.” Well, the employer doesn’t agree with your definition of “reasonable” and, moreover, she does not like the fact that you waited until the last minute to tell her. (In fact, you literally wait until the first minute to tell her!) It looks like you are preparing for a lawsuit, not a new job! So she rescinds the offer because of the “accommodation” issue but, more importantly, because she does not trust you. What else are you hiding? Employers do not like to be surprised.

So my advice was always to do the following. We’ll use a veteran as an example.

The veteran is ushered into a conference room for the initial interview. After the pleasantries are over he says,

“Before we get started let’s address the 800-pound gorilla in the room. I know you can’t ask, but we all know you are thinking about it. So let me tell you upfront, I have no disability.”

The unspoken issue is no longer an issue and the employer likes the candidate because he was honest and showed that he understood her concerns.

Second scenario:

“Before we get started let’s address the 800-pound gorilla in the room. I know you can’t ask, but we all know you are thinking about it. So let me tell you upfront that I have X. That means Y. From the perspective of the job, it should have no impact but I will need the following ‘reasonable accommodation’.”

The employer is now happy. She has a candidate who understands her concerns and took the initiative to raise a delicate issue. And he is honest and forthright. He explained it. She understands it. It is not a last-minute surprise. She agrees with his definition of “reasonable.” The issue is no longer an issue. Now let’s start the interview!

How do I know that I am right and you deal with health issues up front?

Simple: It has worked for me!

I had a health issue at the end of May. I spent two days in the hospital and five in a dump of a nursing home (out of which I checked myself). One of the first letters that I opened when I got home informed me that my doctor had closed his practice and had transferred it to a new group of physicians. So in addition to having to deal with Social Services, I needed to find a new primary care physician, who referred me to two specialists and then I had to deal with tests, etc., all while trying to complete the paperwork for Social Services, a document which is a foot in height!

And, while doing all of this, I had to cope with the stress of an unknown health issue and financial worries. Meaning very little sleep and very little appetite. (If you want to know how to lose 25 pounds in a month, give me a call. On second thought, don’t!)

It took me a couple of weeks to get over what I had gone through and get control of what I was going through. My concentration was shot. I could not read and I could not write. I was obsessing over my situation. Never a good thing.

So how did I turn things around? I took my own advice!

First, networking. I reached out to everyone for whom I had an email address and with whom I had worked, primarily those individuals who knew me from my days with the local Chamber of Commerce. There were a lot of people I had helped with free advice or introductions. I had the network and I was going to use it.

So I wrote to everyone. Basically, they all got the same email. It began by my briefly explaining what had happened and that I was now medically fine and could return to work. I also told them that because of the bills that were pouring in (don’t ask!) I could no longer afford to work on a commission basis and would even consider a “job job.” I highlighted for them my skill set, attached a copy of my resume and told them that they could share it, and the email, at their discretion.

The following day Outlook started to hum and the phone started to ring. While a good percentage never responded, those that did first were concerned about my health and then they had specific employment-related questions. The end result:

One paid me a retainer, and has yet to give me the search! Another introduced me to his HR director who offered me a consulting gig to help her screen candidates. Others introduced me to their friends via email. I have had half a dozen phone interviews with friends of friends. In each case, I begin by reassuring them that I am fit to work. No restrictions. No “accommodations” of any type required. And in each case, without exception, they have all thanked me for being honest and upfront with them and broaching the subject myself.

Bottom line, by being honest and upfront, I have uncovered jobs that are not being advertised and have had one job created just for me. I turned being sick from a negative into a positive. If I can do it, why can’t you?

(Another advantage is that I now have a new appreciation for what some of my long-term unemployed career counseling clients were going through!)

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Bruce Hurwitz is an executive recruiter and career counselor. (Don’t miss out on his discounted Summer Career Counseling Special!) He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that!

Bruce is a recognized authority on job search and career issues, having been quoted in over 700 articles, appearing in some 500 publications, across the United States, and in more than 30 foreign countries. His posts on LinkedIn have been read over 350,000 times and have garnered national and international media attention, including television appearances on Fox Business Network and Headline News (CNN).

An advocate for the protection of job seekers, visit the homepage of his website, www.hsstaffing.com, to read about questionable offerings of so-called job search assistance companies and to learn about his upcoming speaking engagements. Follow him on Twitter at @HurwitzStaffing.

Lastly, he can help you make the most out of LinkedIn by doing the mundane tasks so that you are free to do what only you can, grow a real-world network of potential employers, clients or customers, as the case may be, thus allowing you to achieve whatever it was that brought you to LinkedIn in the first place.

The one thing older candidates should focus on in job interviews

I am an addict. When my copies of Inc. and Fast Company magazines arrive every month, I stop everything I am doing and read them, cover to cover. I’ve literally read every word in them this century. I always get valuable insights. This month’s issue of Inc. was no different. In his article, “You’re Never Too Old to Start a Business,” Gary Vaynerchuk made me rethink the advice I have given in the past to older workers.

Don’t get me wrong, I take nothing back that I have written or said. But Mr. Vaynerchuk came up with something that I readily admit I had not considered.

I always tell older candidates to focus on the one thing younger candidates don’t have: experience. But thanks to Vaynerchuk I would spin it differently:

Imagine the scenario: You have the interview. You are addressing the interviewer’s concerns about you. You have made it clear that you don’t want her job and that you are looking for something long-term. And you have been talking about all the great things you have done. You mention your network. You emphasize that you can “hit the ground running” as your only learning curve is to learn the “company way.” But now you add something new:

There’s one other thing that I want you to consider. When you hire me you hire someone who has had to deal with adversity. I know how to handle a crisis. I no longer panic. I passed that stage a long time ago. I can calmly analyze a bad situation and keep it from becoming a disaster. I keep things in their proper perspective. I know what to do and what not to do. I know what to say and not to say. I don’t make matters worse.

And then, shut up!

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Bruce Hurwitz is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that!

Bruce is a recognized authority on job search and career issues, having been quoted in over 700 articles, appearing in some 500 publications, across the United States and in more than 30 foreign countries. His posts on LinkedIn have been read over 350,000 times and have garnered national and international media attention, including television appearances on Fox Business Network and Headline News (CNN).

An advocate for the protection of job seekers, visit the homepage of his website, www.hsstaffing.com, to read about questionable offerings of so-called job search assistance companies and to learn about his upcoming speaking engagements. Follow him on Twitter at @HurwitzStaffing.

Job Alert: Accountant – Northern New Jersey

Growing Northern New Jersey Certified Public Accounting firm is seeking qualified candidates for an excellent career as a Senior Accountant to be responsible for all aspects of client engagements including tax planning, compliance, financial statement compilations, reviews and audits.  Salary will be commensurate with experience.  Business casual environment, medical benefits subsidized by firm, 401K with up to 4% match.  Looking for a motivated self-starter who wants to advance quickly.

Responsibilities:

The individual will be working in all aspects of accounting, tax and audit.  Will be working closely with the Managers and Partners on all projects.

  • Tax Compliance, planning and research
  • Work closely with partners, supervisors and other staff on audits, reviews, compilations and write-ups.
  • Apply knowledge of tax forms, basic tax concepts, computer applications and other source material to prepare tax returns, projections and other data in order to prepare U.S. individual, corporate and partnership tax returns.
  • Keep abreast of current and emerging technical developments.  Develop specialized technical expertise.  Prepare and present assignment deliverables to clients and ensure client satisfaction
  • Some travel required to clients

Job Qualifications:

  • B.S. in Accounting
  • Minimum 4+ years of public accounting experience
  • CPA or working towards certification
  • Proficient in Excel, Word and Quickbooks
  • Comfortable with multi-tasking, being responsible for multiple assignments and meeting deadlines.
  • Experience with CCH Prosystem and Drake tax software a plus
  • Experience with complex tax returns, compliance and financial statements.
  • Bilingual Chinese a plus.

Use technology to continually learn, share knowledge with team members, and enhance service delivery.

Interested candidates should send their resume to Bruce at bh@hsstaffing.com.

On Bald Spots, Women’s Undergarments and Multiple Resumes

It seems that in every generation a gender is made to look foolish. (P.T. Barnum would be proud!) In the 1990s it was men. If you had a bald spot the solution was a can of spray paint or, as I like to call it, “hair in a can.” Con the woman of your dreams into falling head (pun intended) over heels for you and pray you never have to take a shower or that she starts running her fingers through your mane!

Now it’s the ladies’ turn. Not being able to sleep, I turned on the television in the wee hours of the morning and had a good laugh. I don’t remember the name of the product but the company was hocking a modern corset (there is really nothing new under the sun!) guaranteed to give the wearer an instant hourglass figure. Of course, if the new form attracts the man of the wearer’s dreams, no advice was provided for the consequences of the removal of said garment.

This reminded me of a recent exchange I had with a job seeker who insists on having a different resume for every job for which he applies. This was not just someone who tweaks his resumes, he rewrites them. Significantly, he would change job titles and not just responsibilities and accomplishments. That’s called lying and is not something that I ever condone.

My warning to him was that one day, when he does well in an interview, and an employer starts checking references, the lies in his resume will become apparent. Next time I will continue the thought with…much like the bald spot after the shower and the true figure after the removal of the modern corset.

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Bruce Hurwitz is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that!

Bruce is a recognized authority on job search and career issues, having been quoted in over 700 articles, appearing in some 500 publications, across the United States and in more than 30 foreign countries. His posts on LinkedIn have been read over 350,000 times and have garnered national and international media attention, including television appearances on Fox Business Network and Headline News (CNN).

An advocate for the protection of job seekers, visit the homepage of his website, www.hsstaffing.com, to read about questionable offerings of so-called job search assistance companies and to learn about his upcoming speaking engagements. Follow him on Twitter at @HurwitzStaffing.

Stupid Reasons for Not Hiring: Issue 3 – Too Smart

This is the third in what I hope will be an ongoing series about stupid reasons employers give for not hiring someone. The first dealt with being too attractive, and the second being unemployed. This installment is based on the Comment of a reader. If you have an example of a stupid reason for not hiring someone, please share it as a Comment and I may write about it. As I mentioned in the first article, I am interested in stupid reasons, not illegal ones.

Smart employers know to hire people who are smarter than they are. If you know more than your hire, you will be micromanaging them. Not good for a long-term relationship. Plus, what advances will they bring to your company? Doubtful there will be any.

Of course, the exception is an entry-level position where you are hiring based on potential, not experience. But then you want to mentor and train. It is the best investment a company can make in its future. But only if it is an entry-level position.

There are a lot of bosses who do not want to hire people who may challenge them. These bosses should not be bosses. Someone once said, You never want to be the smartest person in the room. That’s true. And if you are the owner of the company, you never want to be the smartest person in the company. By definition, you will be the most knowledgeable about a great many things, but you don’t want to be the smartest.

Of course, if a candidate is smarter than the interviewer, they have to be smart enough not to make the interviewer feel uncomfortable or threatened. And they most definitely have to be smart enough not to appear to be an obnoxious know-it-all who is not a team player, is not willing to learn, and thinks he or she is better than everyone else. In other words, the “too smart” candidate cannot be “too smart” for their own good.

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Bruce Hurwitz is an executive recruiter and career counselor. He has helped scores (thousands if you include attendees at his presentations) of people, including veterans, not only change jobs but, on occasion, change careers. Having successfully transitioned from academia to non-profits to the recruiting industry, he has been there and done that!

Bruce is a recognized authority on job search and career issues, having been quoted in over 700 articles, appearing in some 500 publications, across the United States and in more than 30 foreign countries. His posts on LinkedIn have been read over 350,000 times and have garnered national and international media attention, including television appearances on Fox Business Network and Headline News (CNN).

An advocate for the protection of job seekers, visit the homepage of his website, www.hsstaffing.com, to read about questionable offerings of so-called job search assistance companies and to learn about his upcoming speaking engagements. Follow him on Twitter at @HurwitzStaffing.