All posts tagged The Smith Consulting Group

Driving Your Own Career

Lately in this incredibly candidate-driven market, I have seen posts outlining “Hot Jobs” and “We’re Hiring” (yours truly included in this mass) but as I was thinking about this it occurred to me, how many of you have really sat down to chart out a career strategy for yourself? Are you just cruising along waiting for something to happen TO you or are you being intentional about making solid career decisions FOR yourself? Is your career in an autonomous vehicle or are you at the wheel?

More than 80% of the candidates I have placed in the past 3 years (since I started tracking this metric) were not actively looking for a “hot job” when I called them. They weren’t actively looking but they were not necessarily planning to retire for their current firm either- most were just cruising along, “making the donuts” and not being intentional. My conversations start out as a soft inquiry about where they are in their career today and more importantly where do they want to go? What challenge do they want in the next position that they may not get if they stay where they are? How many people are in line ahead of them for that next career move? Are they getting the proper career mentoring from someone within the walls of their company? What shocks me so often is how complacent some people are about their own career. It’s as if they are waiting for someone else to be driving their career and not them.

It’s a good thing to be thinking about this at least once a year. If your company does regular annual reviews I suggest sitting down in a quiet area for an hour or two with a notepad and really thinking and reflecting about what you accomplished in the past year. What hurdles did you overcome? What have you accomplished? What is the next career challenge for you and what’s the timing on that? Does the next step include more education whether formal (as in a Master’s Degree) or informal such as getting a certification in your area of expertise? Will your company support and encourage this effort?

I believe that sometimes when you speak to a recruiter, some of these thoughts and ideas begin to bubble up to the surface and that’s never a bad thing. It doesn’t mean that you are going to go run out and look for a new job (although it might). Rather, it’s a careful, thoughtful and self-reliant way to take your career by the horns and drive it where YOU want to go.

Top

Juli Smith, President of The Smith Consulting Group, Featured in Engineering News-Record

FOR IMMEDIATE RELEASE:

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices, Featured in Engineering News-Record, How to Achieve Consistency in Finding and Developing Talent

By: Jim Parsons

Plano, TX 4/23/2018

Talent may be the most coveted commodity for contractors today, but a new study says that many firms have yet to craft strategies for attracting and developing individuals who will make up the next generation of leaders. And that, experts say, increasingly threatens those contractors’ ability to compete and ultimately to survive.

Admitting the dangers of making overly broad generalizations about large groups, Jackson, Mich.-based recruitment consultant Juli Smith nevertheless says millennials do want to be managed differently from their predecessor generations. Where baby boomers were happy to have a job, for example, millennials and younger Gen X workers won’t sacrifice themselves for a company.

“Having seen what their parents went through, work-life balance is very important,” Smith says.

Read more: https://www.enr.com/articles/44334-how-to-achieve-consistency-in-finding-and-developing-talent

Top

Being Respectful To Candidates in the Search Process

Being Respectful To Candidates in the Search Process

December 14, 2016

By: Anna Peters

The same tools that save recruiters time often make the application process feel robotic and cold, at least from the job seeker’s point of view. As you work to woo people into your company, it would be a bad idea to turn them off. You can use time-saving technology and still be respectful and applicant-centric.

Juli Smith, President of The Smith Consulting Group, agrees that the lack of respect for candidates has consequences. “It can be very devastating to hear nothing. Even bad news can be taken better than radio silence for days or weeks.” Candidates may have gotten used to being treated insignificantly during the job search, but that doesn’t mean they’ll put up with it for much longer. As companies start to figure out how to treat them better, you don’t want to be the last company standing with a humorless, disrespectful and overly-automated job application process.

Click here to view the full article.

Top

40-year old Intern? Re-Entering the Workforce After a Gap in Employment

I heard a great TED Talk on my way to work this morning by Carol Fishman Cohen talking about re-entering the workforce after a gap in employment. I see this quite often with women wanting to re-enter the workforce after raising their kids or even taking time off to care for an aging parent. How do you do it? What are the pitfalls and how can you package yourself to be appealing to a potential employer?

 

I hear questions from clients all the time like, “What’s she been doing for the past six years?” Or “Why hasn’t he or she worked in five years?” The employer’s concern can range from being afraid that the potential hire will be “technically obsolete” since software changes a lot in a multi-year period to just plain being rusty. I always suggest to put the gap in your employment on your resume as if it were a job with the dates you were out of the workforce and the reason for the gap. That way, the potential employer knows that you took 5 years off to raise your kids.

 

Prior to the economic downturn, most civil engineering firms were using AutoCad Land Development Desktop and now Civil 3D is pretty much the gold standard. So where do you turn to get up to speed quickly? Lynda.com has hundreds of tutorials on their site: everything from Civil 3D to Revit to the latest versions of Excel and it’s an inexpensive source that you can do on your own time. The onus is on you to try and get yourself back up to speed with technology, not the employer.

 

The other challenge you’ll face from a leery employer is starting back at your pay that you had when you were fully engaged in the workforce. Fishman-Cohen suggests trying to do a paid internship to re-enter the workforce and cited many Fortune 100 companies who are already setting up programs to hire and re-engage mid-career interns. While you may not be making what you want to make right out of the gate, it’s a great way to “try on” a company for size and allow them to see what you are really made of, too. The advantage to the employer is being able to see someone’s work ethic, their critical thinking skills and all the intangibles that are so hard to find. Software can be re-learned but a strong work-ethic and a great attitude are the gems to grab when you can find them! As the intern, you get a chance to see if the company culture is a fit while blowing the dust off your skills and re-engaging in the 9-5.

Top

President of The Smith Consulting Group, Juli Smith, Featured in GoodCall

FOR IMMEDIATE RELEASE:

President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices, Juli Smith, Featured in GoodCall, 40% of Women Engineering Students Earning Degrees Quit or Never Enter the Field, MIT Study Finds

Dallas, 9/22/2016

Engineering remains one of the highest-paid fields requiring only a bachelor’s profession, and much has been done to try to open the field to more women. But a recent study at MIT shows that 40% of women who earn engineering degrees either quit or never enter the field.

Juli Smith, president of the Smith Consulting Group, which specializes in civil engineering and IT, tells GoodCall that she’s spoken with many women engineers and the reasons for leaving the profession often vary by age. “Many experienced women hit the ‘good ‘old boy’ glass ceiling, rarely making it into the executive suite; they become disenchanted and they get into other careers.”

Read more: https://www.goodcall.com/news/40-women-engineering-students-earning-degrees-quit-never-enter-field-mit-study-finds-08493

Top

Juli Smith, President of The Smith Consulting Group, Featured in GoodCall

FOR IMMEDIATE RELEASE:

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in GoodCall, Companies Struggle Finding Workers in Five Fields

Dallas, 9/7/2016

While many college grads lament the difficulties of finding meaningful work with good wages, there’s another side to the employment story. Companies lament the difficulties of finding workers – especially skilled ones – and keeping them. According to Randstad’s 2016 Workplace Trends Report, 79% of hiring managers say it’s difficult to find applicants who meet the job description for open positions.

It’s a sentiment shared by Juli Smith, president of the Jackson, MI-based Smith Consulting Group – especially in civil engineering. Smith tells GoodCall, “If you were going into your freshman or sophomore year of college during the recession or graduating during the 2007-2011 years, there were very few civil engineering firms hiring interns.” As a result, she says many engineers went back to school and earned a degree in another field. “So now, there is a large vacuum for talent in the market for civil engineers with 5-10 years of experience.”

Read more: https://www.goodcall.com/news/companies-struggle-finding-workers-five-fields-08445

Top

Why would I use a recruiter?

That’s a very good question and one that seems to surface more during the good economic times. Here’s a few good reasons why it makes sense to further your career with the help from a good recruiter who works in your niche:

 

  1. Confidentiality– A recruiter is generally working with the hiring manager and the human resources team so your resume will be seen by a limited number of people. Recruiters rely heavily on referrals so it’s extremely important to maintain strict confidentiality to protect their reputation in the marketplace as being someone you can trust.
  2. Access– A good recruiter will learn your “why” and be able to match that up with clients who have similar cultures and they will package your background to present you in the best possible light to those firms who may have a need for someone like you. Good recruiters have relationships with firms who use them as an extension of their internal HR departments as talent scouts in the market. Many positions are filled without ever having been posted.
  3. Speed- A good headhunter will source the top opportunities, present them to you, arrange your interview, prepare you for the meeting, give you feedback after the interview and help negotiate your offer.

 

Anyone can sell their own home, but it’s simpler and faster to turn that over to someone who does it every day and the same holds true for advancing your career with the help of a recruiter.   The key is to develop a good relationship with a recruiter who specializes in your niche BEFORE you need one. You never know what crazy curveballs life is going to throw at you….AECOM acquiring URS?

 

The next time a recruiter calls you, talk to them and learn about their recruiting philosophy. Are they likeable or do you get the sense they just want to place you to collect a fee? Do they know your market? They should be a specialist in your niche. You wouldn’t have your local family doctor also repair a torn ligament in your knee. Good recruiters spend years developing specialized knowledge in a specific niche so it’s important to work with a specialist who knows your market. A relationship with a recruiter can mean access to plum opportunities in the market.

Top

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in Recruiter

FOR IMMEDIATE RELEASE:

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in Recruiter, 7 Ways Hiring Managers and Recruiters Can Work Better Together

Dallas, 2/12/2016

Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers! Have a question you’d like to ask? Leave it in the comments, and you might just see it in the next installment of Recruiter Q&A!

Today’s Question: The relationship between recruiters and hiring managers isn’t always so amicable. Let’s fix that: What are your top tips to help recruiters and hiring managers work better together?

It’s All About How You Communicate

“Set and share expectations for how you will communicate with each other. Don’t be afraid to share negative feedback about candidates with each other, and be prompt with your communication. Dragging the process out with delayed communication just hinders the relationship. Also, don’t communicate bad news by email. If you want to grow the relationship, pick up the phone,” says Juli Smith, The Smith Consulting Group, LLC.

Read more: https://www.recruiter.com/i/7-ways-hiring-managers-and-recruiters-can-work-better-together/

The post Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in Recruiter appeared first on Sanford Rose Associates.

Link to original source.

Top

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in LadyLUX

FOR IMMEDIATE RELEASE:

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in LadyLUX, The Best Careers for Women in 2016

Dallas, 2/5/2016

Opportunities for women in 2016 and beyond are far more vast than our grandmothers could have ever anticipated. And while women want to believe that wage inequality and workplace harassment are things of the past, it isn’t always the case.

Top careers to consider

Executive Search

“With all the press about glass ceilings and equal pay for women, there is no greater pay equalizer than executive search as a top career choice for women. As an executive recruiter, I have had the joy of personal and financial success based on pure meritocracy, independent of what a male boss thinks of me. If I work hard, I succeed,” said Juli Smith, president of The Smith Consulting Group.

Read more: http://www.ladylux.com/articles/the-best-careers-for-women-in-2016/

The post Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in LadyLUX appeared first on Sanford Rose Associates.

Link to original source.

Top

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in Jobvite

FOR IMMEDIATE RELEASE:

Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in Jobvite, How to Decline the Wrong Job Applicant

Dallas, 2/2/2016

By Matt Singer

Selecting the best candidate for a position means turning down dozens of other applicants that you interviewed or spoke to about the job. What, if anything, do you owe the ones you don’t select? Should you offer an explanation? What if they ask? How much feedback should you give?

Email is fine for candidates you never met with, but go the extra mile and pick up the phone for the people who made it to the final rounds of interviews. As President of The Smith Consulting Group, Juli Smith helps businesses find the right executives, and takes her personal experience into her own business.

“I interviewed for a sales position with a Fortune 500 company. I made it through four rounds of interviews, and it was between me and another candidate. I did not get the job, but I clearly remember how grateful I was for the personal call from the VP. He explained the reasons why they selected another candidate, and it allowed me to have closure. This was just prior to taking a job with MRI as a recruiter, so I remember what that felt like. I vowed when I became a recruiter to always tell the candidate something about why they didn’t get the job—to give them the dignity to move on. The VP had the courage to personally call me on the phone and not hide behind an email.”

Read more: http://www.jobvite.com/blog/how-to-decline-the-wrong-job-applicant/

The post Juli Smith, President of The Smith Consulting Group – A member of the Sanford Rose Associates® network of offices Featured in Jobvite appeared first on Sanford Rose Associates.

Link to original source.

Top
1 2 Page 1 of 2