Archive for February, 2008
February 29th, 2008
The third stage of selling yourself to the client is the follow-up. Â
This is the area where many people fall short, but is an area where you can really separate yourself from the competition! Make sure to send a hand-written thank you card to every person who interviewed you.  A simple “thank you” goes a long way when hiring managers are deciding between candidates who are very close in skill set. Â
The job market is very competitive. Give yourself every edge that you can. Market yourself to the client and give them no choice but to select you to join their company.
 Good Luck!Â
February 28th, 2008
The second stage of selling yourself to clients is the interview.
The hard part is done.  Prior to this, you were just another piece of paper on a desk. Now is your chance to shine. Dress professionally.  Smile. Educate yourself about the company.  Ask questions about the position you are interviewing for.Â
Make sure, especially if you are changing jobs, that you are clear on the expectations and what you are potentially signing up for. If the job offer comes in, then you are prepared to make an educated decision. Â
February 27th, 2008
There are 3 important stages when selling yourself to the client. The first stage is the cover letter and resume.
Make sure to tailor your cover letter and resume to the specific position you are applying for. In your cover letter, state the reason why you are qualified for their opening. Give industry specific examples and things that aren’t picked up on in a resume.Â
Keep your resume short and to the point. If your resume is more than 2 pages long, it is likely the hiring manager won’t take the time to review it in its entirety, and it may get pushed to the side. Â
February 25th, 2008
I often hear that we live in world of “who you know.”  There is no arguing the fact that those who have an “in” or know somebody at a company are going to have a leg up in the interviewing process. What do you do if you don’t have that advantage? Â
Separating yourself from the other applicants is critical. Hiring managers have stacks of resumes on their desk. Getting the chance to get in front of the company face to face is half the battle. It is your job to give them a reason to call you for an interview.Â
In a sense, you have taken on the role of a salesperson. Now it is time to sell yourself.Â
February 22nd, 2008
We’d like to hear from you- what experiences have you had with counter-offers? Have they been successful? Were you happy with the end result?Â
 Share your stories!
February 20th, 2008
Don’t play a counter-offer game without being aware that there could be consequences.Â
The negatives:
Accepting the counter-offer may only buy time for you to realize the other reasons you were looking to leave.Â
Your current employer now knows you have checked out of their organization enough to seek opportunities elsewhere. They may question your loyalty from that point on.
It is not always about money- is a raise going to solve the reason you were considering leaving?Â
Take careful consideration before deciding the best thing for your career, fulfillment, and happiness.
February 18th, 2008
When an offer is presented to an anxious interviewee, it may fall short of expectations. Some may feel an immediate response to decline an offer or start the counter-offer process. Â Before doing that, stop and think:Â
What is the main reason the offer fell short? What were your expectations?
Did you communicate your salary history and salary expectations?
Did you accurately understand the salary range on the position before entering into the interviewing process?
Are you hoping to be compensated for something the employer does not want to pay for? (Previous unrelated experience, travel expenses, childcare obligations, etc.)
Make sure you can answer the necessary questions before you go back to a prospective employer asking for something more. Going back responsibly with the facts as to why you are not excited about the offer will most likely end up with better results.Â
February 15th, 2008
When considering asking for better compensation at work, try putting yourself in your boss’ shoes. Are you making a difference at work by improving procedures and executing tasks that need to be completed in a timely and organized fashion?Â
Deciding to give someone a raise depends on several factors. Managers take overall attitude at work, performance of responsibilities, and goals for continuous improvement into consideration. Â
There have to be valid reasons for someone to be given more money for their work. If you are thinking about asking for a raise, evaluate your work performance. If you truly believe that you are worth more than your current salary, it should show in your daily tasks.
February 13th, 2008
How does society decide if someone is paid fairly? Are the people who do the hardest labor paid the most money? No, if that were the case, ditch diggers would receive larger salaries. Are the people who make the biggest difference in our community getting paid the most? No, if that were the case, teachers and police officers would be highly compensated.  Â
I believe an individual’s worth is directly related to how easily they can be replaced. There are many people that can dig ditches, teach, and protect our communities. Professional athletes, movie stars, and musicians are compensated with multi-million dollar annual incomes. Why? Because they have a skill that very few people possess. They are difficult to replace. Â
It’s been stated that no individual is overpaid; you are worth what you negotiate. If you feel you deserve more money, develop a list of things that you contribute to your company and make the case that you would be a very difficult person to replace. You will likely see an impact in your weekly paycheck.
February 12th, 2008
At QPS, we’re the employment experts- finding work for candidates and resolving client’s staffing needs is what we do best. We’d like to share with you some of the knowledge we’ve gained over the past twenty years in the industry. QPS’ blog will contain tips and tricks when it comes to resumes, interviewing, and salaries. We’re your resource on HR topics like unemployment and worker’s compensation. The professionals at QPS are your authority on everything career-related!
 Our team of bloggers include Todd Stone, branch manager, Brent Swanson, branch manager, Jeanine Randolph-Tagala, technical recruiter, and Ashley Allen, placement coordinator. Our team has twenty-four years of combined experience in the industry.Â
 We invite you to share your feedback and opinions with us and welcome any suggestions you may have!
