10 Reasons Why Now is Still a Great Time to be a Recruiter

There may be times where one looks at the big picture and wonders, what is coming?  In our day and age in Staffing/Recruitment we are the pilot of our own destiny. A Pilot must train hard, and keep their skills sharp, in order to successfully fly.  As I went to the March Field Aviation Museum recently nothing was more readily apparent.  But now is still a GREAT time to be a recruiter because no profession challenges and builds you like recruiting does.

Some Trends to Watch:

1. How will Social Media affect change in recruitment now that LinkedIn has been acquired?

2. How will Job Boards affect our Recruiting efforts in the future now that Monster has been acquired?

3. How will Indeed.com continue to change the Recruiting Landscape?

4. Will Artificial Intelligence forever alter sourcing/recruitment?

5. What new approaches will need to be taken in the future as recruiting changes?

6. What approach will be needed to engage the millennial generation as they continue to rise in industry?

7. How will society embrace a Labor Shortage when multiple Baby Boomers suddenly retire?

8.  How will different generations come together in the workplace, and what type of leadership may be needed?

9.  What Macro and Micro Level environmental factors will be important in the coming years?

10. How will HR be transformed and in what manner will this take place?

Even in spite of all of this and the dialogue that is continuing about these very matters, is recruiting still a great place to be and can you make a solid career of it for the long haul?  Is there ambiguity? The answer is a resounding yes to both questions.  These environmental factors give us pause for a huge challenge, yet they are also the very reasons a career in Recruiting/Staffing is still powerful beyond measure.

10 Reasons Why Now is Still a Great Time to be a Recruiter:

1. Although changes persist – the human element will never fully go away.  If you fear for the future consider that robots, artificial intelligence, and other matters are not the end all be all of staffing.  A personal touch will always be needed.  I see tools perhaps embracing strengths of AI, but nothing more.  Worry not about this as human to human contact will always differentiate a business in the staffing scene.  Rather – look at AI as an opportunity to streamline your operation and see it is supplementing what you do.  Human Innovators and recruiting landscapes will need creativity and focused approaches of strong thought leaders.  You can make a difference and find success by being creative and innovative in how you “disrupt” your recruiting world.  Human beings can embrace change, and we need thoughtful and inspiring recruiters to lead the charge and lead the way.

2. You are Able To Help Build Careers. Helping professionals to build their careers is of vital importance to success.  There is no greater driver in this profession than that.  Day in and day out – you will be given moments of challenge, but the one motivator is being able to help a professional rise in their career.

3. You Build Relationships with All Kinds of Professionals. At times you will be exposed to all manner of professional backgrounds, experience skill sets, etc.  But nothing is more invigorating, exciting, and interesting then engaging someone who is a Thought Leader in their field.  You will meet professionals who are just getting started, and work with mid-level, managerial, executive candidates across the spectrum.  There is something very uplifting about seeing different professionals succeed.

4.  Innovation & Recruiting Reinvention Will Open Doors.  Reinvention and Innovation will drive new Recruiting Mantras and outcomes.  It is important to see that technology will continue to shift.  Career Opportunities will open for Staffing Professionals out of the traditional disciplines.  I can think of many Recruiting Professionals who go on to own their own business, who disrupt the whole industry by new ways of viewing the world, and create new products to help stream-line the staffing function.  Doors opening as a result of new technologies, and new tools will open new industries, and new opportunities to invent, re-define, and innovate are abounding in our space.

5. You Learn to Brand Yourself.  I can think of no other professional focus other than staffing that requires one to reinvent and rebrand themselves multiple times as changes come.  You learn as a staffing professional to brand yourself, to change your voice, you give yourself opportunity to shine and build partnerships across boundaries. You learn to find your voice, and stand out in a crowd.  You learn business discretion, and when to stand up firmly for a cause.

6. You are Taken Out of Your Comfort Zone. Recruiting takes you out of your comfort zone, and that is a good thing.  It is inspiring to find yourself finding success and building success after you learned to overcome areas you never thought possible.  Staffing allows you to do this.  Do you remember the first time you made a cold call to a candidate?  Do you remember your first intake session with a manager?  Over time you learn to reinvent and overcome your comfort areas, and as a recruiter grows so too does their confidence.  No other profession may challenge you as much, or give you a greater return on investment.

7.  You are The First To Learn New Technologies.  We are the first to learn new technologies and focus on new ways of doing business.  We engage candidates in new and innovative ways.  Video Conference interviews, Company Events, and many more steps allow you to be strategic in how you engage talent.

8.  You have a Built In Support System for your Career.  Regardless of what happens in industry you always have a built in network.  Recruiters/Staffing Professionals are some of the most supportive people I know.  It’s because of this I feel grateful to have this line of work because I know if something ever were to happen with layoffs, an economic shift, etc, I would always have a ready network to help me get back on my footing again.

9.  You Are in A Position to Give Back.  We all play the role of Career Coach at times, and that gives us power to help others success.  I don’t think anything is more rewarding than hearing a candidate say “Thank You” for giving them hope in their job search, or giving resume advice, or a hand up.  I greatly enjoy that.

10. You get to See Even the Toughest Managers Show Appreciation.  The most fulfilling of all outcomes is knowing that you made a difference for the toughest of hiring managers, resolving a search that tested your recruiting mettle and finally making a match that helps build confidence and removes the anxiety that manager felt.

That about sums it up.  You are indeed the pilot of your career and on the way can help others to “Fly”.  I think I am very blessed to be in this profession.  As I attended SourceCon last week I learned some valuable focus points that should help me continue to build my staffing “wings”.  But here we are in one of the GREATEST professions on earth.  Despite the changes that may come, staffing will always be there.  No amount of change in technology or in our tools will ever take away the human element of staffing.  I still firmly believe that.  And growing one’s success is what staffing is all about


Questions to Ask During an Interview

14 Questions Job Candidates Should Ask to Impress Interviewers

Written by Lindsay Kolowich | @


“Do you have any questions for me?”

We’ve all been on the receiving end of that question in an interview. If you’re prepared, you’ve probably got some good questions you usually cycle through.

But we want to be better than “good” in an interview. We want to be standout candidates that hiring managers are excited to extend an offer to.

One thing you can do to separate yourself from other applicants? Ask good questions. 

Download our free resume templates here to help you create a standout resume. 

“I’m always surprised at the lack of good questions candidates have, and I always respect the candidates that ask insightful questions during interviews,” says Andrew Quinn, VP of Learning and Development at HubSpot.

To help you prepare to stand out at your next interview, here are some questions that’ll make hiring managers’ ears perk up. Try them at your next interview and see how the conversation changes.

14 Questions Hiring Managers Wish You’d Ask During Job Interviews

1) How does this role contribute to larger company goals?

It’s not terribly difficult to find a candidate that can execute on a role. It is terribly difficult to find a candidate that can not only execute on their role, but also understand how it fits into larger goals. This includes being able to self-manage, prioritize high-value activities, and grow their role in a direction that aligns with the company’s growth.

How It Helps You

This information can be hard to come by if your company isn’t very communicative or transparent, so this is a good chance to get that information while the gettin’s good, and use it to guide your decisions if you land the role.

2) What do the most successful new hires do in their first month here?

This question shows that you’re the type of person who likes to hit the ground running, instead of spending a week filling out HR forms. It also shows that you recognize patterns of success and want to replicate only the most effective performers.

How It Helps You

Every company has its weird nuances, its own environment, and its own unspoken expectations. This helps you start with a little bit of the insider info so you don’t suffer a case of “if I knew then what I knew now” in six months.

3) What metrics would you use to measure success in this role?

Asking a question like this shows that you’re goal-oriented and aren’t afraid to be held accountable for those goals. You don’t shirk accountability. You welcome it — and will work hard to hit the goals you’re responsible for.

How It Helps You

It’s shocking how many people don’t actually know what they want from their employees beyond a vague idea of some work that needs to get done. Asking this question will force a hiring manager to figure it out — and then can communicate it to you, so you can execute on it.

4) What are some of the challenges or roadblocks one might come up against in this role?

A question like this indicates that you’re already envisioning yourself in the role and thinking through a plan of attack, should you land the gig. It’s also a sign that you’re well aware that no job comes free of roadblocks. It shows that not only are you not afraid to deal with those challenges, but you’re also prepared for them.

How It Helps You

The response you receive should help you better understand some of the less-than-ideal aspects of the job — difficult colleagues, bureaucratic processes, internal politics, and so on. You can use that information to decide that the role really isn’t a good fit for you … or that you’re up for the challenge.

5) What is the biggest challenge the team has faced in the past year?

While the interviewer might be trying to paint a pretty perfect picture of what working on the team might look like, asking this question will help you uncover some of the realities the team has been facing recently. If you end up joining, you’ll inevitably hear about these challenges — and you may have to help solve them, too. This is a question our senior sales recruiter Katie Donohue says she likes to get during interviews.

How It Helps You

It really helps to know what challenges you could find yourself or your team up against ahead of time. In some cases, it could affect whether you accept the role. Not only that, but learning about these challenges could give you some great insights into the steps the team has taken to overcome these challenges already.

6) Why did you decide to work at this company?

This question gives an interviewer a chance to do two self-serving things: talk about themselves and perform a no-holds-barred sales pitch on the company. For promising candidates, the sales opportunity is welcomed. And most people love any excuse to talk about themselves. ;)

How It Helps You

This gives you insight into what motivates your future colleague or manager, as well as insight into what the company offers its employees. If those all line up with what you’re looking for in a job, you’ve got yourself a good fit.

7) You’ve been at this company for while. What keeps you motivated?

If your interviewer has been at the company for several years, understanding why could give you some really interesting insight into the company, how it treats its employees, and a taste of what motivates the people who work there. Plus, it shows you’ve done your research on the interviewer, which is always an impressive sign.

How It Helps You

Depending on the interviewer’s answer, you might learn something about the company’s career training, leadership opportunities, workplace flexibility, internal job opportunities, and more. You might dig a little deeper by following up with related questions, like, “What do you enjoy most about working here?”

8) Where do people usually eat lunch?

Do they take the time to go out? Do people bring lunch but eat in groups? Do folks normally eat at their desks because they’re too busy to socialize? Asking this question serves as a great way to find out a little bit about the company culture. Plus, this is a more lighthearted question that might relax a stiffened atmosphere or lead to a conversation about shared interests.

How It Helps You

Along with learning about company culture, it doesn’t hurt to get a few good lunch suggestions for the future.

9) What is your company’s customer or client service philosophy?

This is an impressive question because it shows that you can make the connection between how the company thinks about its customers and the end result. In other words, how the customer is treated on a day-to-day basis, and in turn, how that shows up in the product.

How It Helps You

While you might be able to find a canned response to this question on the company’s website, it’ll be useful — and possibly eye-opening — for you to hear it more candidly from an employee. How the company treats its customers could end up informing your decision to join if you are offered the job, especially if you’re applying for a job where you’ll be communicating directly with customers.

10) What are some of the less tangible traits of successful people at this company? 

Ever work with people that just get it? That’s who hiring managers are looking for. This question demonstrates that you understand a job is about more than just going through the motions. Successful people have a specific frame of mind, approach, attitude, work ethic, communication style, and so on — and you want to know what that mix looks like at this company.

How It Helps You

Because these characteristics are often hard to pin down, this question forces a hiring manager to articulate that “it factor” they’re really looking for — even if it wasn’t written in the job description.

11) What behaviors does the most successful member of the team exhibit? Please give me an example.

Asking a question like this shows you’re interested in getting a practical example of what success looks like to the manager of the team you’d be joining. Plus, when you phrase the question in this way, “you leave no room for a hypothetical answer,” says Dave Fernandez, a recruiting team lead here at HubSpot. Instead, you’re pushing the hiring manager to think about their top performer.

How It Helps You

Because this question forces an example, the answer to this question will give you a strong idea of what success actually looks like. That way, you’ll learn what it takes to impress your colleagues and be a star candidate.

12) What behaviors does the member who struggles most on the team exhibit? Please give me an example.

Follow question #9 with this question, and you’ll show the hiring manager that you’re really trying to get a concrete idea of what to do and what not to do as an employee on the specific team you’re applying to join, says Fernandez. And while this question can make a manager uncomfortable, it’s impressive because it shows that the candidate is not afraid to ask tough questions.

How It Helps You

First, you’ll get an idea of what poor performance looks like, which will help you set expectations for the position. Second, you’ll learn how the hiring manager handles a tough question like this — which can teach you something about how office politics are handled in general.

13) How do you deliver negative feedback?

If you would be working with the person interviewing you, this is another tough question that can give you some insight into how the team works. It pushes the hiring manager to think about how he or she would handle an uneasy situation, while at the same time showing your level of maturity in that that you (realistically) expect to receive tough feedback sometimes.

How It Helps You

Just like different people take negative feedback differently, different people give negative feedback differently. Does this person tailor their feedback approach depending on whom they’re giving feedback to? Do they make feedback a two-way street? Their feedback style — especially when it comes to negative feedback — will help you understand how well you would be able to work with them.

14) Do you have any questions or concerns about my qualifications?

This question shows that you’re not afraid of critical feedback — in fact, you welcome it. Interviewers tend to make note of red flags — whether it be something on your resume or something you said — to discuss with a colleague following the interview. This question gives them the green light to ask about any of the things that are holding them back from being 100% on board with hiring you.

How It Helps You

You get a chance to address concerns face-to-face without being too confrontational. This could be the difference between an offer and a rejection — or maybe even a higher opening offer.

Please share some other interview questions you like to hear as a hiring manager in the comments, and explain why it’s so helpful or encouraging to hear from a candidate.

Editor’s Note: This post was originally published in June 2014 and has been updated for freshness, accuracy, and comprehensiveness.

4 Things Employers Want From Job Candidates

Ace the interview by putting yourself on the other side of the table.

Hiring was underwhelming in March, according to a new ADP Employment Report.

When you describe your value, interviewers are listening for specific examples from your work history.

Have you ever wondered how hiring authorities go about the process of figuring out who to interview and what to ask when they meet candidates face to face? Leslie Gurka and Joel Brodsky can tell you. They have spent their professional careers as educational leaders in the New York Public School System. Now, they consult schools systems around the U.S. on a variety of issues, including how to effectively hire the best teachers and administrators, as part of the Executive Leadership Institute team.

While their focus is on the educational system, their concerns, methodology and insights apply broadly to almost any hiring situation. In order to whittle down a large group into a manageable pool of candidates, they initially screen out résumés missing key ingredients, like licensing credentials. They regularly eliminate candidates whose writing reveals poor grammar or punctuation, and they critically assess the overall look and format of one’s résumé and cover letter or writing sample.

Gurka and Brodsky recently discussed the whole hiring process with me. Below, they describe how they go about figuring out what to ask during interviews and how they ferret out winning from losing candidates:

1. Specifics. After you’ve been interviewing for any period of time, you can easily spot someone who is out of their depth by their vagueness. Gurka eschews people who are too general in their interviews, and she always wants to know why a candidate is interested in a specific job at a specific time.

She cites a general and unimpressive statement as something like: “This is a wonderful school, and I want to work here to help students.” Instead, she looks for what she calls a “business-specific” answer. For example: “I want to work at this school, because it services underprivileged students, it services a wide diversity of students, and it has a focus in the arts.”

Tip: Do your research, and be prepared to show that you know something about the employer and to relate that to your abilities and interests in a compelling fashion. Show why you belong in that environment.

2. Team acknowledgement. You might think of a teacher as independent in his or her classroom, just as with so many other roles in America’s workplaces. Yet, Gurka is careful to pay attention to the ways people project themselves into the roles they seek. For example, if someone continually says things like “I’m going to do this or that” or “in my last role I did A, B and C,” it shows the person is focused more on her own accomplishments than on how she fits into an overall team effort.

Gurka looks for people who give at least a nod to others. You might say: “as part of the faculty, I did …”, “along with my colleagues, I did …” or “If hired for this job, I’d look forward to contributing to the overall effort by doing …”

Tip: Of course, you need to identify your strengths, contributions and value. However, you should take pains not to take sole credit for shared accomplishments or for the role you have played in relationship to others.

3. Demonstrated value. “I’m looking for creativity,” Brodsky says. “I’m looking for someone who really loves kids and is excited about the job. And lastly, I’m looking for someone who is willing to learn.”

He continues: “But, if someone came in and said: ‘I love kids, I’m excited about this opportunity, and I’m willing to learn, I would assume its a prepared answer and I would not be impressed.” He prefers more creative responses that show the candidate’s value, he says, “by bringing up stories that really illustrated how they have these qualities and desires.”

Moreover, Gurka isn’t about to let someone off the hook by claiming he or she has a passion for something. She follows up by asking: “Tell me something about your past that illustrates the passion you are talking about.”

Tip: Spend some time thinking about the role you seek to fill, the values a successful candidate will need to demonstrate and how your past actions have shown you to be that kind of person. Put simply: Show, don’t just tell!

4. Unique contributions. “We know that every serious candidate has all the qualifications, so the question that often comes up is: Why should I select you for this particular position compared to the many other candidates?” Gurka says. “I’ve always asked candidates that question point blank.”

She continues: “People who knock that question out of the park are the ones who speak directly to accomplishments and experiences that they’ve had in the past.”

Tip: To be taken seriously, be prepared to authentically speak from your experience. Think about stories to share that demonstrate the value you bring to your next employer. And, most importantly, don’t hesitate to share why you want to make a contribution to the team you seek to join.

Arnie Fertig, MPA, is passionate about helping his Jobhuntercoach clients advance their careers by transforming frantic “I’ll apply to anything” searches into focused hunts for “great fit” opportunities. He brings to each client the extensive knowledge he gained when working in HR staffing and managing his boutique recruiting firm.

Why Recruiters May Want Active Candidates More Than Passive Candidates

In professional recruiting circles, a lot of attention is paid to so-called passive candidates. In theory, these are people who only get jobs when recruiters reach out and ask them. Happily employed and fully engaged in their current job, they are supposedly prized precisely because they aren’t looking.

This notion, which fuels much of the Recruiting Training industry, depends on a number of odd arguments.

Somehow, the thinking goes, a person who is happily engaged in their current job always makes a better employee. While it is true that the flattery associated with trying to poach someone from their employer is great for the potential employee’s ego, the costs associated with targeting and convincing a happy employee to leave their job drive all labor costs up. You certainly wouldn’t expect a poached employee to move for lower pay.

This is why the practice of targeting and recruiting passive candidates has the net effect of driving overall labor costs up. Once the incumbent team figures out that the new players are making better wages, the internal pressure to provide across the board salary increases grows quickly. It’s a genie that can’t be put back in the bottle.

Now, consider the motivational difference between someone who actively wants the job and someone who has been persuaded to take it. Which of the two has a deeper intrinsic motivation to over deliver? The active candidate has to prove merit while the passive recruit has no hurdle to jump. A critical component of managing employees who have been persuaded to take a job is the implicit sense of entitlement that distinguishes them from their active brethren.

Perhaps this is why, in spite of all of the hyperactive recruiting trainers, that 80% of all hires are active candidates.

According to a recent survey by the CareerXRoads team, over 80% of all new employees are hired from the ranks of active candidates. It’s sort of easy to understand. Active job hunters are easier to negotiate with, have a vested interest in trying harder and are easier to get started. There are no messy non-competes, end date negotiations, counter offers or last minute vacillations. The active job hunter lands a job and then has the opportunity to earn it.

One of the astonishing, self-serving fantasies that the proponents of the passive candidate foolishness seem to miss is the fact that almost everyone has had some time on the ‘bench’ in the past 20 years. Wicked economic downturns, disruption from new technologies, re-engineering, outsourcing and bank failures have all contributed to the realities of contemporary economic life. If you haven’t spent time looking for work, it’s most likely because you are one of those bottom kissing toadies who always navigate the layoffs. Political aptitude is more important in those cases than actual competence.

So, in spite of the realities, the folks who train recruiters continue to rely on the fantasy that their team is somehow so compelling that top flight players, deeply engaged in their work, will flee on a moment’s notice to come to work. According to these sages, the only real contributors are the ones who have managed to survive the ups and downs of the economy without ever spending time looking for work. It really isn’t like that in the real world.

People who actively seek their next opportunity come willing to learn, qualified and motivated. They are taking charge of their destinies and navigating forward.

Passive candidates are just that. Passive.

5 Ways to Keep Employers Interested After an Interview


Interview Shaking HandYou’ve just finished a phone interview with an employer. Although you’re feeling positive about the interview, the employer said they would only be in touch if they don’t find someone more experienced. Feels like a slap in the face, right?

If you find yourself in this situation after an interview, it’s easy to jump to conclusions. Your first thought after a bad job search experience might be the employer will never contact you. You could also make the decision to forget about the interview and move forward with the rest of your job search. Regardless of how you’re feeling about the interview, don’t give up hope just yet.

There’s a secret to getting noticed by employers after an interview; you need to keep them interested even if they don’t hire you for the position. If you can make a good first impression and catch an employer’s interest, they’re bound to keep you at the top of their list of potential candidates.

To keep an employer interested in your application, it’ll require some action on your part. Here are five ways you can keep your application at the forefront of an employer’s mind during their hiring process:

1. Take initiative. 

If the interview didn’t end as you had hoped, it’s up to you to keep your name fresh in the interviewer’s mind. Take initiative to follow up with the interviewer and establish a connection. Even if the employer cannot offer you a job, find out if they can keep you updated about future job opportunities. This way, the interview doesn’t go to waste and you have a new connection.

2. Read between the lines during communication.

Once the interview is over, take notes of the positive and negative feedback you received from the interviewer. For example, the employer said you’d be a stronger candidate if you had at least one year of experience. Instead of ignoring the interviewer’s feedback, inquire about internship opportunities. This shows your eagerness to learn and your interest in the company.

3. Gauge the employer’s attitude.

Paying close attention to how you receive feedback from the employer can be a good indicator of whether you should keep in touch. If the interviewer or hiring manager seemed very friendly and timely with your follow up emails, this could indicate you have the opportunity to continue your relationship with the employer.

4. Float around their chain of command.

Believe it or not, there are a number of ways you can get your foot into a door at a company. Let’s say your initial contact with the employer was through human resources. This is a great way to get your foot in the door, but it doesn’t get you to the people who make the final hiring decision.

Consider reaching out to professionals who work in the department you’re trying to land a job with. Connect with them on LinkedIn or email them with questions you have about the position and learn more about the company. If you make a good impression, this is a great way to move your name to the top of the list of candidates to consider.

5. Keep employers informed.

It’s always a good idea to keep employers informed about your job search, especially if they gave you serious consideration for the position. This shows employers you current interest in the position and whether they should consider you for future opportunities.

Employers pay attention to job seekers who put in extra effort to maintain a relationship after the interview. As you continue to keep employers interested in your application, remember to be professional, friendly, and considerate of their time.

60+ Hot Tips for Summer Jobs and Where To Find Them

Author: Jacob Share




Knowing this can open your eyes to options you haven’t already thought about.

A summer job can be any of the following:

  • a job that only happens in the summertime
  • a job whose timing this year happens to match up with the coming summer
  • a job related to something that experiences a temporary or regular hiring boom, such as in the summer
  • a regular job that a company temporarily gives to a lower-salaried person until a full-time hire is found, such as a student available in the summer

In other words, if you’re NOT a teenager, student or graduate, most summer jobs will probably not be relevant to your career unless you want to test a new direction or you work in a seasonal industry.

That said, you can use a summer job as a way to get your foot in the door of a targeted company, and then impress the employer into hiring you full-time.


Now let’s take a look at what’s so special about summer job hunting.

Target industries that boom in the summer

Entertainment and tourism-oriented businesses do better in the summer as people go on vacation, everyone knows that, right? Yet there are lots of other industries that boom in the summer too for less obvious reasons. Read on for ideas below.

Be the first to apply …

Many summer jobs require little to no experience. To save time and money, many employers will hire the first reputable (read: trustworthy) candidates that apply.

… But you don’t have to be the first to apply

Many summer job openings are already filled by April, but with all that time until the jobs actually begin, things can come up and plans can change. Candidates may decide they prefer other jobs or not to work at all, and employers may realize they need more help than anticipated.

Treat application forms like resumes

Many summer jobs, such as at fast-food restaurants or retail stores, will want you to submit an application form instead of a resume (which many teens might not have anyway).

Spend the time to complete any forms correctly. If the form needs to be filled in by hand, take a few copies in case you make a mistake you can’t correct. Like with a resume, have someone reliable proofread your applications before you submit them.

Stay open to working multiple jobs

If you read my summer job history, you’ll notice that during 3 different summers, I worked more than one job. That was never planned in advance – although it could have been – but if you keep your eyes and ears open and stay ready, you can quickly jump to a better job or just another one if your first one ends early.

Experiment and take risks more readily

Are there are any job search tactics you’ve been too shy to try on your long-term career job search? Give them a shot during the summer when there’s less at stake. You’ll learn what works for you and what doesn’t, and build more confidence for when you really need it.

Play up your specific qualities

If you’re a teenager or student, aim for jobs where having a flexible schedule is important, or dealing with other teenagers and students.

If you’re an adult, aim for jobs where employers will feel more comfortable by your experience, or where you’ll need to work with people who might be uncomfortable dealing with teenagers and students.

Don’t start your own business unless…

… you can clearly make money immediately, or you won’t need to.

Summer is short and if you try the wrong idea, you might waste the whole summer without any returns for your efforts.

DO start your own business during the summer if you’re not desperate for cash right way and are hoping to time things so that earnings will arrive after the summer when you’ll need them more.

Aim to return next summer

Make this your last summer job search by impressing your employer so much they’ll want you to come back next summer.

When the summer ends, ask about returning and try to get a date during the year when you can followup for confirmation.

With those tips in mind, here are lots of ideas where to look for summer jobs.



Previous summer employers – call to see if you can have your old job back or a new one

Your family business

Your friend’s family business

At home i.e. get paid for chores or odd jobs in your house and/or the neighbors’

Get your parents to ask their friends

With your friends who have already lined up summer jobs that might need more people

Student career centers

Local employment services and bureaus

Store & restaurant windows

Shopping malls / shopping centers

Public bulletin boards, such as at community centers, churches, synagogues and mosques

Ads in local, regional or national newspapers

Classified ads in local, regional or national newspapers


Job boards – search for summer-specific openings

Summer-only or seasonal job boards – just google “summer jobs”

Online forums where people chat about summer plans

Twitter accounts that list summer jobs

Facebook groups and pages, both general and those only for summer jobs

Classified ads online, such as on the Craigslist site for your area

Search the websites of local newspapers for articles about companies that are hiring this summer


As promised, this list should inspire you to find summer jobs that others haven’t even imagined:


Summer schools (for teachers)

Summer camps

Schools, camps and programs for special needs kids

Doctor’s offices

Medical and/or dental clinics


Customer service centers / call centers

Companies that offer internships

Software testing (QA) & summer projects at technology companies

Lifeguards at community pools/beaches/gyms/camps

Beaches – selling t-shirts & other gimmicks

Ice cream parlors, outdoor cafes and other dessert places

Amusement and theme parks

National parks


Stadiums, arenas and other sports event venues

Rental agencies – cars, trailers, boating, apartment rentals

Photo studios, shops and camera stores

Toy stores

Golf courses, tennis courts, parks and anywhere people pay to play sports

Movie theaters

Bars and clubs

Restaurants and fast-food branches


Mother’s helpers and au pairs

Babysitting as daycare centers close


House-sitting as people go on vacation


Tourism jobs such as guides, trip organizers, drivers, greeters, museums, guards, flea markets

Annual festivals in your city or region

Businesses that need to prepare for the fall season, like the textile & school supplies industries (shipping departments)

4 Common Mistakes Everyone Makes When Rushing to Apply for the “Perfect Job”


Invest in Yourself by Caris Thetford
Career Guidance

About The Author

Caris Thetford is a counselor who is fanatical about personal growth and development. She is particularly interested in encouraging women to reach their full potential. She encourages student development through various roles at Tarleton State University.

Why IT Skills are the Backbone of a Strong Resume


Deciding which skill sets to add to your resume as you adapt it to various positions can be difficult. Do potential employers care about the many volunteer programs you have been a part of, or are they more interested in the numerous minor achievement awards that have been bestowed upon you. One thing is certain; no matter what career you are applying for, employers are intent about seeing what IT skills you can bring to the table.

The idea might be somewhat surprising, but nearly every career-level position out there today requires some level of technical knowledge. The more you have, the more likely finding a job will be a breeze.

Here are just a few positions that value IT skills more than you would think.


Careers in the healthcare industry have sincere need for professionals with IT skills and capacities. Many major technological advances in the field have been slow to take effect because of the necessary time to retrain busy doctors and nurses that have been practicing for years. As these individuals reach retirement age and new positions open up, hiring managers are looking to hire people who are versed in current hospital tech, and are willing to take on new technical challenges as they arise.

And they are sure to arise; new technology is being implemented in healthcare every day to help doctors better understand their patients. For instance, researchers in University of Cincinnati’s Health Informatics program tested the advantages of implementing geographic information systems into medical research. They found the technology to be promising, but concluded that many facilities did not have the capacity to take advantage of it at this time, but likely would begin implementing it in the near future.

Library Science

When thinking of places where IT skills are highly valued, libraries may be one of the last places to come to mind. In reality though, librarians have adapted to the age of technology. They are often some of the most well-versed individuals in finding valuable research information through technical avenues and can be a massive asset in any project.

In fact, in many places it can be difficult to acquire a position at the local library without a considerable IT skill set. Librarians are expected to be able to help visitors from all over the world navigate their e-library, where many books in the collection have been scanned into the system and can be ‘checked out’ online. Librarians are often now considered the managers of massive databases of information.


Perhaps even more surprising than the need for IT skills in library positions, is the need for IT skills in career-level construction positions. Although a great deal of the work within the field is still very hands-on, computers have made a major impact on the industry. Computer-based programs have allowed for far greater accuracy in field and greater communication with architects and engineers off-site.

Because of this, many site managers must be proficient in the use of these programs to direct employees and complete their job. For many large projects, the use of computers for analysis of work processes has enabled contractors to both promote workplace safety and reduce the overall budget. Furthermore, the technology has allowed for greater project collaboration, which can keep everyone from plumbers to electricians on the same page.

The addition of IT skills to your resume is a huge advantage no matter the position you are applying for. Even in the most unlikely careers, this type of experience makes for a significant bonus to hiring managers. Clearly, IT skills have become the backbone of any strong resume out there today.

About the Author: Brittni Brown is a current Masters student at the University of Idaho. In her free time she enjoys a variety of outdoor activities including hiking, biking, and rafting.

3 Powerful Reasons Why You Should Run a Background Check on Your Candidates




In the US, background checking has proven to be an enormous benefit to employers in mitigating this risk. A report published by HR Management Magazine documents the ROI of dollars spent on background checking as 937%. According to the US Small Business Administration, for every dollar an employer invests in employment screening, the return on investment ranges from $5-16, resulting from improved productivity, reduced absenteeism, lower turnover – and decreased employer liability. The economics of background checking are simply too striking for employers to ignore.

Here are three powerful reasons why you should run a background check on all your candidates:

1. Hire legal workers

Hiring someone without the right to work in the US could get you fined up to $10,000 per employee. According to a 2013 report by the Department of Homeland Security, the estimated size of the illegal immigrant population living in the US was 11.4 million. Unauthorized immigrants account for about 5% of the US workforce, with the highest concentrations being found in California, New York and New Jersey.

Running a “Right to Work” check takes just a few hours and gives you the peace of mind to hire with confidence.

2. Hire safe workers

Ensuring the safety of workers is a key responsibility for all employers. According to the National Employment Law Project, over 65 million individuals in the United States have a criminal record and almost 1 million of those are registered Sex Offenders. For certain roles, such as those which involve contact with children or the elderly, criminal background checks are a legal requirement, but it is recommended that all employers carry out a basic level of criminal check on their employees. Employers in the delivery, transport or car-sharing space are also advised to carry out “Driving Record Checks” to ensure that their drivers are safe and qualified to drive.

3. Hire honest workers

In the 2014 Global Fraud Study, survey participants estimated that the typical organization loses 5% of revenues each year to fraud. The median loss caused by the frauds in the study was $145,000 and 22% of the cases involved losses of at least $1 million. Whilst the impact is severe for all businesses, it is the smallest organizations which tend to suffer disproportionately large losses due to occupational fraud. Many organizations spend a lot of time and money to recover the costs of fraud but are often unable to do so completely. At the time of the survey, 58% of the victim organizations had not recovered any of their losses due to fraud, and only 14% had made a full recovery.

It may not be possible to predict the future, but it is possible to be informed of the past. Many cases of occupational fraud are linked to other crimes such as identity theft. By running a simple SSN Trace and “Document Image Check”, you can be sure that your future employees are indeed who they say they are and thereby less likely to pose risk to your business.

Ready to make background checks an essential part of your hiring?

To prevent these risks, there’s a clear need to put systems in place to prevent employee malfeasance and minimize the costs of bad hires. In the past, recruiters had to carry out background checks manually and manage several processes in order to do so. Today, there is an easier way: you can deploy background checks in seconds. Onfido, the leading background check provider integrates seamlessly with modern ATSs like SmartRecruiters, and allows you to run faster background check, in just one click.

Onfido’s integration with SmartRecruiters empowers you to incorporate background checks directly into your hiring workflow and see the results right from the candidate profile page inside SmartRecruiters.

To start requesting SSN, Document, National Criminal or other background checks, head to Onfido’s page in the SmartRecruiters Marketplace today.


This article was written by Husayn Kassai, CEO and co-founder of Onfido. Onfido delivers next-generation background checks, helping the world’s most innovative businesses verify anyone, anywhere. Built on intelligent technology and supported by specialists, Onfido is a faster, simpler and more cost-effective way for businesses to carry out identity verification and adverse history searches on their applicants. Onfido works with over 600 clients globally, including Morgan McKinley, RelayRides and Handy.

5 Reasons You Need a Staffing Firm

5 Reasons You Need a Staffing Firm
By: Melissa Cooper

Are   more time, a deeper hiring pool, and more qualified candidates important to your Human Resources department? We’ll wait while you give three resounding “Yes!” replies.

Hiring a new employee is sort of like picking out an engagement ring. In both cases, you browse through a variety of choices before making the perfect choice.

However, unlike the act of picking out an engagement ring, finding and hiring the perfect candidate to fill a position takes a lot of time and manpower. Many HR departments and senior managers don’t have the time and resources they need to really make sure the hiring process runs smoothly.

When this is the case, HR departments and hiring managers can turn to staffing firms to help. In doing so, they can not only save time, but also gain access to a deeper, more qualified talent pool – a total win.

If your business is a startup or striving to get to the next tier of venture capital financing, you can often benefit from leveraging your internal leadership team’s network to build a your initial pool of employees. By turning to people with whom your leaders have worked successfully to build profitable ventures in the past, you can assemble a “boots on the ground” team to get your company off the ground.

However, hiring in this fashion is difficult to scale, and in order to meet your financial goals, you’re going to need a pool of candidates who can step in and make an immediate difference.

This is where a staffing firm can step in and help. Not sure if a staffing firm is right for you? Check out these five benefits that staffing firms can bring your business today:

1. More Effective Sourcing

The best and most attractive candidates won’t be posting their resumes on job boards. They know that the best time to look for a new job is when you don’t need one. Select talent is also highly selective. A staffing firm stays in touch with its candidate base and knows when someone is seeking a new job before their resume ever touches the Internet.

2. Get in Touch With Your Competition’s Top Talent

Sure, you may have an in-house recruiter, but they’re going to have a difficult time scoping out the talent at your competitors’ offices. This is especially key when trying to source for and fill higher-level roles.

An external recruiting firm, on the other hand, will have a much easier time calling and emailing the employees of your competitors. They can talk with candidates during lunch hours, after business hours, or on weekends. Given that they are external recruiters, they will probably raise fewer suspicious eyebrows than your own in-house recruiters would, meaning they can chat with the competition in peace.

3. Sell Your Brand Better

An external recruiting firm sells your company and your opportunity. Industries are small, and people know each other. Often, a candidate will demur from pursuing an opportunity at a given company if they have heard something negative about that company.

A third-party recruiter from a staffing firm will have an easier time convincing reluctant candidates to give your company a shot. Whereas candidates may not trust your in-house recruiters, they’ll be more likely to speak frankly with third-party recruiters. Staffing firm recruiters can, in turn, dispel any myths or rumors the candidate may have heard about your organization.

4. Better Negotiations

Candidates find it easier to talk with headhunters than companies about their salaries. They can test the waters of their desired compensation levels without concern that the company will deem them over- or underqualified as a result. Companies, meanwhile, can hold firm in their offers without worrying that they may offend the candidate.

5. 360-Degree Feedback

Headhunters can act as additional ears to the ground. A good headhunter will follow up with each candidate after placement to gather feedback. Concerns that might otherwise go undiscussed can be communicated directly to the company. The company can then address those concerns and set the new hire up for success – and a lengthy tenure at the organization.