Some people mentioned some additional places to post - I would add places like Craigslist and LinkedIn. You could also consider Monster and Careerbuilder. Those sites make it so easy to *apply* that you often get very unqualified people just throwing their resume in. It costs some $ to post on some of those boards.
In general right now i think in big metros there are a lot of IT jobs, so it's hard to find good people right now. If you are open to considering relo, one option might be to advertise in other markets and make it clear you offer relo. (and this might work well with the idea i mention below) Perhaps a way to find candidates in your target segment is to find alumni job mailing lists (and linkedin alumni job groups) for various universities and community colleges - especially if you can find ones that your current employees graduated from. Recent grads might be signed up for those mailing lists. Finally - go higher touch - attend various local technical group meetings (local LISA groups, lopsa groups, local perl groups, so on), grow relationships, and perhaps you'll meet people who are looking. This is definitely higher effort - because i don't think it works very well to just do drive by visits to announce you have a job opening. When there is someone well known within a local technical community offering a job it usually carries a lot more weight. Good luck! Dana On Tue, Mar 6, 2012 at 9:14 AM, Evan Pettrey <[email protected]> wrote: > 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 >> >> >> > > > > _______________________________________________ > Discuss mailing list > [email protected] > https://lists.lopsa.org/cgi-bin/mailman/listinfo/discuss > This list provided by the League of Professional System Administrators > http://lopsa.org/ > -- Dana Quinn [email protected] _______________________________________________ Discuss mailing list [email protected] https://lists.lopsa.org/cgi-bin/mailman/listinfo/discuss This list provided by the League of Professional System Administrators http://lopsa.org/
