I feel we have gotten carried away on a tangent. I was simply asking for advice on how to find more candidates.
One person asked for an example of what resumes I was receiving and I provided an example (and apparently not a good one). The issue at hand isn't about experience, and certainly not age. The issue is that I am looking for a more effective way to find candidates. Emailing four mailing lists and posting on Reddit has netted me a grand total of three resumes. Nowhere in any of this have I said the person had to be under a certain age as that is not of any importance. If anybody has information about how to better find candidates I would appreciate it. On Mar 6, 2012 11:36 AM, "John BORIS" <[email protected]> wrote: > Evan, > Based on the last reply I have to chime in with the same statement. I > left the Fed after 31 years and took the leap to the private sector and > within 6 months was out on the street. When I went on the job search I > got told by one young interviewer "Do you think at your age you can be > up for the challenge of this job?" I looked right at him and chuckled. > Picked up my resume and tapped him on the head as I walked out and said > "You are dangerously close to a discrimination battle but you and this > job aren't worth it." I then thought long and hard about dying my hair, > heck I was only 48 (I am now going on 63 and I am glad I will not have > to go this root again ...hmmimg no real wood to knock on here). But I > was making a career change and I was ready for the challenge of starting > over. > > One would think that this "drive" you are looking for would be brought > out in the interview process. It boggles my mind that a person who might > be in their late 20's or early 30's would not have any drive. That is > who you are speaking about. In a round about way you are looking for > someone in the age range from 22 to 27 that has very little experience. > > > Think about it. What if that person was stuck in that position because > they needed the money and they could not make a move until now. > > John J. Boris, Sr. > > "Remember! That light at the end of the tunnel > Just might be the headlight of an oncoming train!" > > > >>> Evan Pettrey <[email protected]> 3/6/2012 11:20 AM >>> > John, > > I completely understand where you're coming from and don't disagree. > However, this position is designed to bring somebody in, get them some > certifications, get them security clearance, and then bill them out to > clients (usually takes about a year). After that year period, when > they > move on to billable work, we think bring in another jr. person, and > the > cycle repeats itself. > > The people who come in through this position generally have very > exciting > careers while with our company because they are in a position where > their > positions change based upon their experience. Perhaps in year 2 > they're > working in a secure environment certifying machines fulfill the > security > requirements. Year 3, they are deploying ArcSight environments. Year > 4, > something else. The position grows with them. > > For those reasons, it is more important to me to find somebody who is > hungry and motivated to advance in their career (which is why I would > shy > away from a person who is seeking a jr. level position 10 years into > their > IT career). > > > I appear to have struck a chord with some and I apologize for that. I > realize the people who are on this list that would fall into this > category > likely have a very good reason since they are passionate enough about > their > careers to get involved with IT outside the workplace. However, for > every 1 > person like yourself, there are a number of others who don't have the > same > background that you do. > > > -Evan > > > > >
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