Laid Off – Now What?

Laid Off are words that carry a huge amount of uncertainty. The current economic situation in the U.S. is impacting a wide variety of industries, leaving many individuals unemployed and asking, what do I do now?

Coping with the emotions that come with the news of being laid off is hard and can make it difficult for you to focus on the details of what to address at that moment. This article You’ve Been Laid Off, Now What? Here are 3 steps to take if you lose your job, details some important items as to how you can protect yourself financially. In addition, as you begin your journey to finding your next career opportunity, check out CC Pace’s job postings and connect with our consultative recruiting team to see how they can be of help to you in your search.

The latest trend on TikTok is a game called “He’s a 10 but.” It’s a simple game where friends rank imaginary partners based on different traits. For example, he/she could be a 10 when it comes to looks, but he/she chews with their mouth open. That might be a deal breaker for some people and they might decrease the ranking on that individual to a 2 or maybe a 5.

The CC Pace Recruiting team decided to take on this little trend and have some fun with what it takes to be a great candidate! Watch and enjoy!

What makes a good recruiter? Well, it depends on who you ask. I’ve been in the industry for over two decades and generally see my fellow recruiting directors answer that question one of two ways. The first answer: a high-volume recruiter – someone who can source numerous candidates quickly and move on to the next requirement. This recruiter excels at meeting goals, is generally very organized, and is a transaction-oriented individual. The second response (and the answer I firmly subscribe to) is a high-value recruiter – someone who is more focused on building strong relationships with both candidates and hiring managers than they are on transactions and numbers.

As a candidate, you don’t want your career treated like just another number, so finding a high-value recruiter is important. You want someone who can help you identify if a position is a fit for now versus the right fit based on your values and long-term career goals. If you’re wondering how to tell a high-volume recruiter from a high-value recruiter, I’ve put together some of the top attributes to look for to ensure you aren’t selling yourself short next time you’re on the job hunt.

High-Value Recruiters Get to Know YOU vs Your Resume

High-value recruiters take the time to get to know you beyond your resume. They are great listeners and pick up on the subtle details that indicate if a position is going to be a good fit for your personality, career goals, and values. The relationship-oriented recruiter is focused on your long-term aspirations and considers how those align with an opportunity versus simply submitting you for positions for which you may be qualified. For example, if you have a relatively low-risk tolerance, make sure you have a recruiter who can walk you through all the considerations that moving from a full-time employee to a contractor imposes. This sort of move is more than just a salary and benefits conversation – it requires a level of consulting that a recruiter focused on value and your long-term goals are going to be willing to have, even if it means a missed hire for them in the short term in order to ensure the best fit. A great recruiter puts the candidate before the position at all costs as they are more interested in finding the right fit for both sides.

High-Value Recruiters Have a History of Success

As a candidate, you want to work with a recruiter who has been there, done that. It’s not just about the years of experience, but it really does make a difference when you work with a recruiter who has a relationship with the client and has a history of successful hires. Don’t be afraid to ask the recruiter to reference their past success at the company you’re interested in! This will help you understand the insights your recruiter may have that you couldn’t possibly get from a job posting or even a Glassdoor review.

This is one area in which a relationship-oriented recruiter will add value to your job search in more ways than you may imagine. For example, what does the recruiter know about the company culture that you don’t know? They have relationships with candidates who work there, so they have a clear sense of what it’s like to work for the client and can accurately describe the company culture, projects, and expectations. They know and understand client nuances (e.g., manager personalities, team dynamics, corporate culture) and have awareness of what you need to do in order to succeed in the interview.

A high-value recruiter will not only take the time to prepare you for the interview process but will also prepare you for success once you land the job. Great recruiters are the face of the company and it’s their job to ensure that candidates walk away from the experience feeling positive about an opportunity, even if it ends up not being the right fit.

High-Value Recruiters are an Open Book

A high-value recruiter should talk to you like a good friend and tell you what you need to hear over what you want to hear. As a job seeker, you want someone who will give you candid, honest, and constructive feedback and advice before you get to the interview. You don’t want a ‘yes man’ who only tells you what you want to hear – you want someone who can help you grow and put you in the best position possible to make a great impression on the hiring manager. A stellar recruiter will be honest with you, even if it’s uncomfortable (but will always do so in a professional and helpful way). The job may be out of your league or the money you desire may not be realistic. You may not like to hear these things, but it’s better to find them out before you get too far down the process!

High-Value Recruiters are Relationship-Oriented

Finally, one of the most important characteristics of a high-value recruiter is that they are driven by people, not numbers. You’ll know when you find them as they are laser-focused on your needs and finding out more about what drives you. They want to understand your goals, your expectations, and what job characteristics you prioritize over others. The value-driven recruiter keeps an open mind for the best long-term fit, not just the opportunity on the table.

These recruiters tend to be likable and build strong relationships with both candidates and hiring managers. There’s a level of trust on both sides, knowing that the recruiter is in it for the long haul and will go to great lengths to find the best fit for everyone because they value the relationship over a goal and would put that at stake just to get a hire. Their reputation, relationships, and referrals are more important than the instant gratification of a single transaction.

A high-value recruiter can make all the difference in your job search. When you find a recruiter who values the person over the transaction, they act like a consultant to your hiring process – advising you, redirecting you, and making sure you’re landing in the right place where you’ll be happy, have alignment with your career goals and are getting the best compensation possible.

One final piece of advice: when you find high-value recruiters, make sure you stay in touch with them, even after you have found the job because those connections can be invaluable to your career. If you have any questions about the recruiting process, feel free to connect with one of our recruiters today to see how we can help you find your next position!

Are you a seasoned Agile Practitioner interested in expanding services beyond yourself while providing strategic guidance to a variety of clients?

CC Pace is currently looking for a dynamic Agile Thought Leader who is ready to make an immediate impact and drive our Agile transformation services. The ideal candidate is local to the DC metro area, is comfortable making decisions and implementing innovative ideas. CC Pace will provide a flexible working environment and support interest in growing a personal reputation in the global Agile community, in addition to a competitive, comprehensive suite of benefits.

What will an Agile Thought Leader at CC Pace do?

Set the direction for our Agile transformation services, drive strategic imperatives, define Agile offerings, establish priorities and grow our Agile business
Represent CC Pace at conferences, through independently orchestrated thought leadership and by guiding client engagements
Provide strategic guidance to clients through enhancing, producing and delivering Agile training and coaching both in person and via alternative delivery modes
Build and mentor a team of consultants to deliver the services both with internal staff and business partners
Define and brand CC Pace while developing new relationships in the Agile community

Position Requirements:

Current certified Agile credentials or equivalent level of experience
Strong communication and presentation skills – must be versed at public speaking and a capable writer
Proven experience leading Agile engagements, including developing training materials and coaching at both the enterprise and team level
Ability to demonstrate leadership experience in IT delivery, including building and sustaining high-performing teams
Strong leadership skills that will support setting the direction for our Agile practice, managing a team of resources and driving the Agile offering and delivery strategies
Ability to provide ample thought leadership to further our footprint in the Agile community
Strong business acumen that will assist in supporting the sales & marketing efforts involving Agile transformation services

At CC Pace we have a strong referral program and encourage not only our employees but even those who don’t work for us to take advantage of it – so if you know someone who would be a fit for this position please refer them!

For more information regarding this Agile Thought Leader position, please contact Rechelle Card, rcard@ccpace.com

In our previous blog What Really Matters to Millennials Today, we discussed that more than one third of the workforce today are millennials. Employers are now asking themselves, what can we do to appeal this demographic?

How to Attract Millennials to Your Company highlights 4 key areas to consider when focusing on these job seekers to join your team:

Millennials Value Passion and Purpose
Allow Autonomy With Flex Hours
Don’t Ban Social Media
Revise Your Recruiting Process

This list is actually not limited to just millennials. Everyone, regardless of age, wants to feel passion and purpose, desires flexibility, uses social media and has changed the way they now job search. However, it is the millennials who have driven more companies to consider the importance of addressing what they have to offer. Are you ready to revamp and do what it takes to attract millennials?

Can you believe it is already 2018? Think about all the technological advances there have been in the last 10 years… no actually make that 5 years - it is truly unbelievable! All of this new technology has created a culture of “now”. Interested in watching something on TV – just stream it, “now”. Do you want to ask someone a quick question, no matter where they are – just shoot them a text, “now”. Do you want to order something and have it delivered today – just get online and order it, “now”.

Move that thinking to the human resources or recruiting department of an organization where they think, if only we could start to screen for this position “now”. If only we can confirm this candidate is as good in person, as they are on paper “now”. This is where the advantage of video interviewing comes into play.

This article, 15 Advantages of Video Interviews You Didn’t Know About, discusses how companies, both big and small, are using this technology to screen candidates, streamline the hiring process and save these organizations time and money. A video interview is a great way to connect with a potential employer, so be prepared as you begin your next job search and make sure you are camera ready!

We are currently seeking a Business Development/Account Representative in our IT Staffing Division to identify new business opportunities, as well as grow and maintain existing accounts. The role focuses on selling staff augmentation services – contract, temp-to-perm, and permanent IT placement positions. Within the role there will also be the opportunity cross-sell other CC Pace services, such as Agile Training, Custom Application Development and Financial Consulting services. Applicants must be highly motivated, outgoing, and relationship-focused.

Job Responsibilities

Establishing relationship with hiring managers, understanding their business objectives and needs, and working with the recruiting team to identify qualified candidates for opportunities
Generating business opportunities through cold calls, referrals, and business meetings
Gathering and qualifying job opportunities with hiring managers. Effectively communicating position qualifications with the CC Pace recruiting team
Developing account plans and strategies
Building long-term mutually beneficial relationships with clients
Managing on-going contact with clients and consultants to ensure both are equally satisfied

Job Requirements

At least 3 years of experience in IT Staff Augmentation as an Account Rep or Recruiter
Demonstrate strong drive for results and success; convey a sense of urgency to achieve outcomes and exceed expectations; persistent, despite obstacles, setbacks, and competing influences
Ability to build a network and mine for client contacts and accounts
Demonstrate self-motivation with the ability to establish goals and achieve results
Proven success achieving sales objectives and quotas
Strong interpersonal, verbal, and written communication skills
Ability to maintain a positive attitude in a fast-paced, ever-changing industry