Dear Tech Leader,
I had someone tell me the other day that he was so far along in his career that he “didn’t need to learn anything more about finding a job.” His exact words were “if you don’t know how to land a new job after 20 years of industry experience, then there’s something wrong with you.”
Wow! That’s an interesting perspective, especially considering how much hiring practices have changed over last 5-10 years (particularly with social media, HR integration, and recruiting on the rise).
My name is Stephen Van Vreede, and my team and I spend every day watching the IT and technical job market closely for my client members as a Technical Résumé Writer and IT Job Search Specialist, as well as a Technical Career Adviser to several news/industry outlets, like TechRepublic, Dice, the Linux Foundation, and CIO.com. And I can confidently say that the market is a “zoo” and that corporate hiring and retention practices are full of “goo” (aka, a hot, sticky mess).
Plus, I’m not sure how 20 years of industry experience necessarily equates to being a job search expert (hopefully you’re spending more of your career doing the job, not looking for it, right?)
Anyway, I did my best to explain to my friend above that our purpose here at ITtechExec was twofold: 1) to provide support during what has become a “zoo”-like hiring process (on a good day) by being the eyes and ears in the industry and 2) to offer both certainty that your materials position you for this process and convenience in helping to make sure your job search has the best possible “launch” and that your ongoing career management stays on track.
Of course you can do all these things on your own; that’s how you probably did them in the past. The point is that you no longer have to go it alone and hope that you are doing everything right. Support structures that are backed by a strong team are the hallmark of any strong business model, and they should be the hallmark of today’s wisest “corporate entrepreneurs” (sorry, that’s a shameless plug for my book UNCOMMON with Brian Tracy, Summer 2015, where I talk about “corporate entrepreneurship”).
Recruiter Engagement Crash Course
So with that said, we’ve devised some critical “crash courses” to support key areas in your job search efforts. Perhaps our most critical crash course, our Recruiter Engagement Crash Course, helps bring clarity to what is often a confusing and frustrating experience: dealing with technical recruiters. Created by Sue Sacco, our Concierge Job Search Agent, with materials compiled by Sheree Van Vreede, my bride and our quality control and market watchdog (she’s the thought leader who keeps us on the cutting edge of our industry), either Sue or I will work with you to help get you through the fog that often surrounds “recruiter speak.”
Because of the stiff competition in not just the hiring process but also in ongoing career management and advancement, we find that many of our client members toss up their hands when it comes to recruiters.
If you’re like the majority of our members, it often feels like they are talking in circles and you don’t have the time to figure out what they really mean.
You’re busy, well, working and innovating and taking care of your family and (hopefully) sleeping and, well, you get the picture!
That’s where we come in! We offer a customized, 1-1 crash course with me that is guaranteed to (1) get you up to speed without taking too much of your time (1-2 hours tops), (2) give you a strategy tailored to your goals (new job or future career advancement), and (3) provide you with the certainty that you need to know only what you need to know and the convenience of not having to spend hours of free time doing the wrong things or reading up on all the latest recruiting hype.
“I really thought I was prepared for everything when it came to my job search. I had worked with recruiters in the past, and it had been pretty straightforward, but that was when they came to me, not when I came to them. Little did I know just how perplexing they can be! I mean, how hard should it be, right? But before I knew it, they were giving me all kinds of runaround. I was just about to give up on them when I took the crash course with Sue. Thank God for Sue because she helped put me back on solid ground!” Rashma K., Plant Operations Director, Detroit, MI
How It Works
If you are currently engaged with recruiters, we can tailor the course to that experience. Or we can provide a general session, where we discuss various strategies on how to approach recruiters and what to expect from your discussions with them. Our crash course starts out with some preliminary information gathering that includes a few questions for you to answer. We will then prepare a report for you that we will share during a 45-minute phone/Skype session with you. We will also share course materials and provide follow-up to see how things are going after the course.
Sounds simple? It is!
Interested in Our Other Crash Courses?
In addition to the Recruiter Engagement crash course, we have three other courses, all focused on key elements of today’s job search/career advancement. Like this Crash Course, they are all customized, 1-1 sessions with course material, require no more than 1-2 hours of your time, and are just $295 each.
LinkedIn Crash Course: Because of the rising relevance of LinkedIn in not just the hiring process but also in ongoing career management, we find that many of our members are not really using it or are unaware of how best to use it for them. They know enough to dabble with it, and they know it is important, but they don’t have the time or energy to research how to become an “expert” at it. That’s where we come in!
Salary Negotiation Crash Course: Our most popular course conducted by me, here we dive into the nuances of salary negotiation to look at how to “win” by focusing the discussion on value, not experience. Most people try to negotiate from a position of experience, thinking that should “sell” it. Instead we devise a strategy for how to shift the discussion to one of value.
Video Interviewing Crash Course: The higher up the corporate ladder you go, and especially if you are dealing with global companies, the more likely it is that you will face video interviewing. This course includes a mock video interview session with subsequent analysis. Even if you don’t end up having a video interview, you can still benefit from a third-party analysis of your interviewing strategy (notice I did not say “skills,” I said “strategy”).
If you’re interested in more than one of our courses, we offer some bundled savings options:
P.S.: If you want to speak with me, feel free to email me at firstname.lastname@example.org or book a 30-minute free phone/Skype consult with me via my Calendar tool.
P.S.S.: Feel free to connect with me on LinkedIn too: