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The Degree on Their Resume–Fact or Fiction?

We found this on the Courier Post Online.
EDUCATION: Poll: It’s best to get a business degree

If hindsight is 20/20, new students may want to heed the advice of their predecessors, according to the staffing firm Accountemps.

Thirty-nine percent of executives said if they were in college today, they would choose a degree in business administration to best prepare for future success, according to an Accountemps survey released last month.

The other top responses were liberal arts (21 percent), accounting (14 percent) and computer science (11 percent).

The survey was conducted by an independent research firm and developed by Accountemps, which places temporary accounting, finance and bookkeeping professionals.

Corra is a big believer in higher education and is mystified that more young people do not at least obtain a bachelor’s degree in today’s highly competitive and very global marketplace. But, hey, nobody ever accused younger people of being overly endowed with good sense.

Then there are those who would like to fake their degree. They either went to college for a couple of years or, as Corra sometimes finds, they never went at all. So before you decide on that sincere looking face sitting across from you, be sure to run an education verification check along with a criminal check and social security trace.

As Corra says, check them out before you hire.

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Longer Resumes Give HR Managers More Information to Verify

Resumes Inching Up; Survey Shows Longer Resumes Now More Acceptable

BI) Michael Worringer

MENLO PARK, Calif. — The “keep your resume to one page” rule may be on its way out, a new survey suggests.While more than half (52 percent) of executives polled believe a single page is the ideal length for a staff-level resume, 44 percent said they prefer two pages. That compares to 25 percent polled a decade earlier who cited two pages as the optimal resume length; 73 percent of respondents preferred a single page at that time.Respondents also seemed more receptive to three-page resumes for executive roles, with nearly one-third (31 percent) citing this as the ideal length, compared to only 7 percent 10 years ago.Both national polls include responses from 150 senior executives — including those from human resources, finance and marketing departments — with the nation’s 1,000 largest companies. They were conducted by an independent research firm and developed by Accountemps, the world’s first and largest specialized staffing service for temporary accounting, finance and bookkeeping professionals.”Many employers are willing to spend a little more time reviewing application materials so they can more easily determine who is most qualified and act quickly to secure interviews with these candidates,” said Max Messmer, chairman of Accountemps.Although employers may be willing to review longer resumes, job seekers shouldn’t go overboard, Messmer noted. “Employers want to see that applicants can prioritize information and concisely convey the depth of their experience,” he said.
Corra never believed that keeping you resume to one page was a viable process. Some candidates have enough experience that could fill a small volume yet alone a single page. Brevity is often a blessing, but not when you miss the necessary facts.Still, you shouldn’t go overboard. As any HR Manager can tell you, they have enough of a pile of resumes on their desks that they don’t need your lengthy tome. As for you HR people, a longer resume may mean more facts to check out.When most people lie, they will most often lie about their education. So it pays to run an education verification check. Running a criminal background report should go without saying. Credit reports have become pretty essential, and Social Security Traces are basic but very essential in a world of theft identity and mismanaged information.

So read that resume with care and then check them out before you hire.

 
 
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You Need a Talented Bloodhound to Find the Fox

We found this article on Inc.com
Find the Fox

Someone on your target’s team wants to help you.

By: Stephanie Clifford


Selina Lo Ruckus Wireless

Selina lo rarely has an easy sale. She sells an imperfect product–a newfangled wireless router that handles video, voice, and data–to U.S. and global markets that aren’t always geared to multimedia Wi-Fi. As she puts it in her sales presentations, “We make the worst case suck less.” But the CEO of Ruckus Wireless, based in Sunnyvale, California, seems to be up to the job. When she was vice president of marketing at Alteon WebSystems, she was a major force behind its $8 billion acquisition by Nortel (NYSE:NT) in 2000. At Ruckus, which had revenue last year of $7 million selling the router and other wireless products, she has enlisted telecom customers from Belgium, the Czech Republic, and Hong Kong and has gotten $30 million from investors, including Motorola (NYSE:MOT) and Sequoia Capital.

Lo’s plan starts well before the meeting, when she unleashes her sales team to find what she calls “the fox.” The fox is Ruckus’ ally in the customer company, and it’s usually a technology person who’s unhappy with the current provider or is excited about working with Ruckus. The fox tends to be instrumental in setting up the first meeting. For her initial presentation, Lo selects the Ruckus attendees carefully, based on the names and titles of the client’s attendees. If she’s seeing a CEO, just she and her sales guy are usually enough. If it’s a more technical group, she’ll haul along a systems engineer or the CTO.

Lo then checks out everyone she’s meeting with, reading their bios and Googling them to see where they’ve worked. “You don’t want somebody to think you checked out their entire past,” she says, but “you try to strike up more links between you and that person.” While she takes the personal side, her sales team takes the strategic side, reading through the company’s press releases to find which other companies they work with and looking for transcripts or videos of top executives talking at conferences where they might say what their “pain points” are. That lets Lo aim her PowerPoint right at the customer.

“Some people just want to sell you something,” says Scott Ulsaker, video business manager for Pioneer Telephone in Kingfisher, Oklahoma. Ruckus “wants to know what works best for you. Their desire to work and integrate with us has probably been second to no other company we’ve worked with.”

Such efforts, Lo believes, can be harder for a woman. “When you’re a woman walking into a room of guys, which is probably 98 percent of my engagements, it can be a negative,” she says. “But you can turn it into a positive.” She often finds that the customer’s tech guys will push her on some issue they don’t think she knows, but if she responds well, she wins their respect. “When she gets up there, she really knows it,” says Bob Payne, one of her VPs of sales.

At the meeting, the Ruckus team attacks the room like a well-trained squadron. First, Payne introduces Lo to the highest ranking client. Just to make sure, he jots down everyone’s names and uses them in conversation so his teammates get them right, too. Lo sits across from the highest-ranking person on the customer’s team; “you want to be able to look that person in the eye,” she says. And Payne sits a little behind his customers, on their side. That makes it easy for them to whisper questions to him during the presentation. More important, it lets him watch when they take notes. If he sees them add a question mark to something, he’ll jump in to clarify the point.

Lo tries to augment the presentation with some schmoozing. “You have to establish your competence and your credibility, and then it’s time to know them personally,” she says. Especially if the fox isn’t high-ranking, she’ll arrange a dinner with him. “Having a dinner with that guy is usually very useful,” says Lo, “because he feels like, Wow, you are the CEO, and you would spend dinner with me?” She tries to win his loyalty and also get the scoop on his company. Whomever she’s having dinner with, she always watches her alcohol intake–to make sure it’s high. “Being able to outdrink your customers is a big plus,” Lo says.

Lo’s competitive side comes off as charming to most. But when she offends a client here and there, her sales guys step in to soothe feelings. Anyway, that competitive streak lands more clients than it loses.

Stephanie Clifford is a senior writer.

Corra knows this is good advice. But then how do you find the person who can not only sniff out the fox but charm him enough so that he becomes your advocate? Your Bloodhound must be a special person with natural talents and special skills. So, again, how do find that guy?

Sometimes they will rise to the occasion. Sometimes they make themselves apparently by behavior patterns and by exhibiting certain skills. When you are recruiting new executives you should use your preemployment screening program to help determine if your candidate had these skills. Extensive interviews and perhaps psychological testing are prime components in determining your charming Bloodhound.

An education verification check can be helpful, and a credit report may provide insight into how someone regards and structures his personal finances. An MVR report is not only indicative of his driving habits, but abstractly it may indicate any substance abuse problems.

So interview, screen carefully and perhaps employ psychological tests. Run background reports and check him out before you hire.

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Few Hires Means Better Selection of Candidates

We found this article on Political Gateway.

Report: U.S. employers to ease hiring

MILWAUKEE — U.S. employers plan to ease hiring this spring, a quarterly employment-outlook survey from the Manpower Inc. employment agency reported Tuesday.

“A look at the last three quarters of survey data suggests that employers are shifting into neutral when it comes to hiring,” Chairman Jeffrey Joerres said. “Companies expect to coast through the next three months without much growth in the way of staff.”

He said the “subtle” change “may not yet be perceived in the job market,” but it is “a break from the three-plus years of nearly unchanged hiring plans.”

Of the 14,000 U.S. employers surveyed, 28 percent said they expected to increase payrolls in the next three months, while 7 percent said they expected to trim staff levels, Manpower said.

Fifty-nine percent said they expected no change in the hiring pace and 6 percent said they were undecided about their hiring plans.

The U.S. figures were part of a quarterly Manpower survey of from nearly 50,000 employers in 27 countries and territories.
Copyright Political Gateway 2006©
Copyright United Press International 2006

Corra is not particularly thrilled about this news. A job slowdown can mean less work for us. It may also mean a general slowdown in the economy. Someone maybe should tell Alan Greenspan to be more discriminating about his speculations, before he creates a national panic. We shall just have to wait and see.

A job slowdown can also mean a better selection for the businesses who are still wanting and willing to hire. Instead of slim pickings, you may have the chance to recruit the more qualified people. Or not. Which means you better make sure they really pan out to be who and what they say they are.

So run background checks, including criminal and the Social Security Trace. For those with access to your financial material, your sensitive databases or intellectual property, you should most definitely run a credit check as well.

Check them out before you hire.
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