I'm not sure why there are so many Network and Infosec Engineers looking for work. It seems the area of embedded software programming is what's in demand. That's what the jobs I am working on require. Sometimes I know a candidate has the ability to learn a new specific hard skill, but in this newer economy it is an employer's market and they can wait for the perfect score. If I am working on a job that requires C or C++ programming experience and I get a hundred resumes that don't have that reflected, I will definitely call the five who do.
Here's some food for thought when one starts to think poorly of recruiters: how many recruiters are out there looking for work? All ...in the same boat? It is a different world. In the .com heyday, BSEE graduates in programming received starting salaries of 75-80k plus hiring bonuses to make websites! What goes up must come down and...and eventually back up it will go. Kirk Cordell : Staff-Net, LLC : tel 323/465-9404 : www.staff-net.net -----Original Message----- From: Richard Nakano [mailto:[EMAIL PROTECTED]] Hello All, As a recruiter, I can tell you that many factors go into connecting with applicants who send in resumes. We are a small staffing company and right now we are receiveing hundreds of resumes each day. Unfortunately we are not able to always get to every one of them. We have to prioritize which resumes we review and whom we are able to respond to each day based on which requirements are the hottest each day. Here are a few things that I, personally find makes it easier for me to review all of the relevant resumes. First, please identify which specific position you are applying for in the subject of the e-mail. This can be by specific job number or by job title or type. Always write in a little bit of a cover at least that tells a little bit about yourself and the type of position you are looking to find. Such as"Network Security Engineer with 10 years of experience with .. ... . . . . " This will help the recruiter determine if you are a fit for the hot roles they are working on at the time. This may mean that they will pass on looking at your resume right when they receive it but will better allow them to go back to you when they are working on that specific role. Also, remember that recruiters, both internal and external are at the mercy of the hiring manager they are working with. There are many times we get openings from a manager and start working on them, only to have the manager come back in a few days and say "hold off" for a little while as they are going to re-org, or look at their budget or that the bean counters said that they need to look at someone who is an internal referral first. In these cases, we will generally keep positions posted in the hopes that we will be able to work on this again in a few days with the manager, but have to put it on the back burner for a few days. If a specific position interests you, I suggest, as Peter said, to follow up your resume submittal with a phone call. Find out for yourself why you have not been contacted. It may also be that the company does not have the resources to update its web postings all of the time and some positions may have been filled but due to personnel constraints they are not able to update everything right away. I don't mean for this to sound like HR personnel and recruiters are lazy, but in times like this, you need to help the recruiter a little bit in order to increase your chances of being seen. With so many people looking for work, there are just not enough hours in the day to get back to everyone. Hope this helps, Richard Nakano TecNet Contract Services (650) 917-9187 X 17
