Focus Agency

The words...

2011-12-09T16:45:00.000-08:00

“like” and “you know” will slaughter an interview. The negative impression is immaturity, carelessness or nervousness. Be aware of what and how you are speaking. If you know this in one of your weaknesses, then practice with someone till those words are eliminated. Only critical if you want another interview with the company.

If you believe...

2011-12-07T16:55:00.000-08:00

applying online with a company that a recruiter is submitting your background to thinking your chances of getting hired are greater because it eliminates the fee cost for the company….THINK AGAIN! Your chances of receiving an offer are increased 87% through a recruiter because they walk you through the company’s process coaching you along the way sharing information not available online and provide you with valuable feedback you would otherwise not receive. They also negotiate the offer for you which usually results in a higher offer without jeopardizing your position. Let the recruiter do their job and refrain from the risk of vulnerability.

When asked to make a verbal presentation to a panel interview...

2011-09-23T16:42:00.000-07:00

plan your presentation for only the time allotted. Leave room for questions. And while confidence is appreciated, over-confidence may be deemed cocky.

Too many people send follow up emails after interviews without proofing them.

2011-09-08T16:10:00.000-07:00

In fact, ask a second set of eyes to read it before hitting that send button.
We’ve seen the worst letters come from the best resumes. And those letters will keep you from getting an offer…….promise!

Preparing for a phone interview. They can’t see you……….and you WILL be judged by your phone and listening skills.

2011-09-01T13:36:00.001-07:00

Be on time!
Have in front of you:
§ Your resume with highlights of pertinent skills and strengths
§ Company information
§ List of questions to ask
§ Bottle of water (beer may make you goofy)
§ Pen and paper
Listen to their questions. Answer in detail, but DO NOT ramble!

End call with a thank you, interest statement and ask what the next step will be.

Tips for phone interviews:

2011-08-25T16:49:00.000-07:00

Be on time.
Charge your cell phone.
A bottle of water nearby.
Have notes handy on company info, highlights of your accomplishments and questions to ask.

You will be judged by your phone voice……speak clearly and with enthusiasm. No one wants to hire a dud!

End interview by thanking them for their time, expressing interest in the job, and asking what the next step will be.

Your objective is to be invited for a face to face interview. Baby steps!

Your resume does count for something if not everything in getting in the door!

2011-08-16T14:44:00.000-07:00

It’s worth the price to have a professional resume writer write that resume for you.
Excellent qualified candidates are screened out because of grammatical errors, poor formation,
misspelled words (remember you can spell “their” 2 ways and spell-check will not correct you!),
inconsistencies (beware of using present tense verbiage for past jobs and past tense verbiage for the current job)or objectives that are too specific….or too general (either way, probably better not to have one). A resume is a form of advertisement, it is not an affidavit. You do not need to list all your jobs for the last 30 years.You do need to bullet your accomplishments and achievements.
Keep that resume to 2 pages unless a list of projects are requested.And finally, remove “references available on request”. Of course they are!

If your company still has a “live” person answering the phone...

2011-07-29T12:44:00.000-07:00

be sure to say your name when answering the phone. It’s quite frustrating for the person, customer or client to guess who they are talking to, and it adds friendliness to the call.

Why NOT to quote salary on an interview?

2011-07-27T15:21:00.001-07:00

If you over-estimate yourself, you will most likely be ruled out.
If you under-estimate yourself, the offer may come in lower than you’d like.

If asked, turn the tables and ask the hiring authority what their range is for the position or what they feel you’d be worth in this position.

DUI's can cost you...

2011-07-20T15:17:00.000-07:00

your job if you're in outside sales...don't take a chance and hire a designated driver! Too many employees have been terminated for this reason and find it very difficult to be re-hired or hired into a new company.

Poison phrases that will kill an interview:

2011-07-19T16:12:00.000-07:00

“Like, I’m really goood at……..”
“Ya know what I mean” at then end of each strong statement.
“Ya know” after every sentence
and my favorite…………………
“Does that make sense” (otherwise ya know, you’re really stupid!!)

Why say “NO” to a counter offer?

2010-12-13T15:49:00.000-08:00

What is a Counteroffer? A counteroffer is a proposal made by a company attempting to retain an employee who submitted a resignation. A counter offer can be a delicate situation and requires careful consideration.

Organizations suffer a significant void when an employee leaves, so counteroffers have become quite common. It makes sense to want to keep you. After all, they hired and trained you - made an investment in you; now they will have to find someone to replace you. A new employee search will require valuable time and resources. Training and developing a replacement will result in lost production and revenues until the employee is able to reach your competency level. The timing of your resignation will place them at a disadvantage. So, they want you to stay -- at least until they can find someone who can perform your duties for a salary less than what they had to offer in order to keep you.

Conventional wisdom dictates that you should never accept a counteroffer. Counteroffers serve as a Band-Aid on a chest wound. Generally, accepting the counteroffer will not heal the root of the problem. Examine your initial reasons for wanting to make a change; often the reasons people make job changes are for issues other than money. If this is the case, then it is likely you will return to those same issues if you accept a counter offer, after the initial glow of more money and feeling appreciated by your current company wears off.

There are always some risks in going into a new position with a new organization; however, there are also risks in accepting a counter offer. Depending upon the relationship you have with your manager and/or management team, and the corporate culture (values, attitudes, etc.) at your present company, accepting a counter offer could change how you are viewed. There is the possibility of being seen as disloyal (they will never trust you again), and if the outside offer came at a very crucial time — say, when losing you would have been disastrous to a vital project or the bottom line — you may cause some animosity if the employer feels there is no choice but to counter offer to keep you on board.

These feelings could pass in time, but it is also possible for you to be targeted for replacement (or passed over for promotion, important projects, etc.) at a time when it is more convenient for your current employer. You will constantly be looking over your shoulder. Anyone in the company who suspects or knows you were giving notice will now want to know why you didn’t leave.

We asked a Human Resource professional to comment on how she responded to a counter offer acceptance. Her response was quite interesting, and not surprising:
From any one that handed in a resignation that we gave counters to was only given a counter to buy us time to locate a replacement. Then we found a way to either discharge or demote the person. Usually within 6 months, sometimes less.

1) Once a we knew a person was looking, they were put on the top of the list for lay off in our contingency plans
2) Once we knew a person was looking, our faith in their company loyalty was diminished and many years passed before we regained faith in them
3) Sometimes we would counter with a title of “special project manager”, which allowed us time to find a replacement. Once the “special project” was completed, and there weren’t more “special projects”, we could lay him off.
4) If the promotion is to fill a current opening…….that’s one thing. however if it’s a new position, then your old position will need to be replaced and once that happens, then again it creates opportunity for elimination of your new position. (“sorry, we didn’t budget for this position”)
5) Once a counter was accepted, the next annual increase was either not given or given at a very reduced amount (sometimes it went 18-24 months)
6) Once a counter was accepted, the annual bonus was not usually given or given at a reduced amount
7) Once a counter was accepted, it gave us the indication that the person could be bought.
8) Once a counter was accepted, it told us that this person was not strong and could not stand by their decisions. The company lost respect for them and felt they could be manipulated.

If you have already accepted an offer from the new employer, it is often considered somewhat unethical to withdraw your acceptance based upon a counter offer from your current employer; however, you still have to do what is right for you.

In the end, after weighing all the factors and perhaps discussing them with family members, close friends or a mentor, you will need to make a decision. Ultimately, you need to do what is in your best short- and long-term interests. However, we have found that 82% of those people who accept a counter leave their employer within 6 months, either by their own volition or by the company’s manipulation. Sad, but true.

We also offer contracting services!

2010-07-15T13:33:00.000-07:00

Reduction in employment costs is always crucial, but the challenges imposed by the economy sometimes make it a priority for many companies. There are numerous ways in which the utilization of contractors can reduce these costs. The major ones are identified below:

· No employee benefits costs for medical, dental, vision, life insurance, and 401(k).
· No added expense for holidays, vacations, sick times, etc.
· No workers’ compensation claims or premium increases.
· No unemployment claims and associated costs when employees are terminated.
· No administrative costs for hiring and processing new paperwork.
· Candidates can be brought on board until the budget opens up and they can be hired permanently.

The hidden benefit is the ability to avoid the bad press associated with layoffs. In a world where employees blog and “twitter” about their employment experiences, it’s almost impossible to run damage control and keep negative information out of the media.

Our contract employees are offered health insurance (Anthem Blue Cross and Blue Shield, vision, dental and life insurance.

If you’re a hiring manager, you may ask, “Why should I pay an agency fee if I later find the candidate in my stockpile of resumes?”

2009-09-24T15:36:00.000-07:00

This may help to answer your question. What you have is just that….a stockpile of resumes. But for the work of the recruiter, you probably would not have called that person. That resume would not float to the surface of your stockpile and say "Hey……I’m here. Look at me!" By the time your recruiter has submitted a candidate to you, he or she has qualified this individual and marketed your job to create interest. In today’s job market with double digit unemployment figures, people are submitting resumes to job boards, blind ads and every job posting that remotely looks of interest to them. It takes many man hours to sort through those piles of resumes, and your time can be put to better use. If you calculate the cost of sorting, identifying, screening, calling (which you’ll need to do several times because you generally won’t reach them on your first attempt) and then interviewing ….and weigh all that against the service fee, your cost side will weigh more. Plus, your recruiter will keep you abreast of a candidate’s interest level, any objections, concerns or outside influences that could impact an offer. That’s worth money in the bank itself. Some recruiting firms (ours included) offer hourly services to sort, screen and call your stockpile of resumes………….something to think about.

Good News!

2009-08-24T16:30:00.000-07:00

We now offer contract work with competitive hourly rates and a full benefit package including: Health Insurance (at competitive rates), Flexible Compensation Cafeteria Plan (for out-of-pocket medical and dependent-care expenses), 401(k), Life Insurance, Long Term Disability, and Direct Deposit of Paychecks. Most of the contracts are 12 months with a good possibility of being hired full time afterwards. Here is a partial list of contract positions available:

Flight Software Engineer( Ada 95, OO, Embedded/Real-time, VxWorks, Flight Software) Silicon Valley (CA)

Technical Engineering Manager- Satellite Antenna Design (UHF, Mulit Beam Antenna, Phased Array, Satellite, Aerospace) Newtown (PA)

System Test Engineer (Test Equipment, Satellite, ATE, Aerospace, Defense, LabView, HP-VEE) Silicon Valley (CA)

Mechanical Engineer(Mechanical Engineer, ProE CAD) Silicon Valley (CA)

Subcontracts Administrator(Aerospace & Defense, FARS, DFARS, ITARS, Subconttract Administration) Newtown (PA)

Senior RF Systems Engineer (Microwave, Design, Filters, Multiplexers, Satellite, BSEE) Silicon Valley (CA)

Mechanical Engineer - MAGE(ProE CAD) Silicon Valley (CA)

Senior Satellite Antenna Design (UHF, Mulit Beam Antenna, Phased Array, Satellite, Aerospace) Newtown (PA)

Phased Array Aperture Design Engineer (Phased Array Design Engineer, Antenna, RF) Boulder (CO)

Sr. Phased Array RF Circuit Design Engineer(Phased Array Design Engineer, RF, Electronics) Boulder (CO)

Sr. PeopleSoft Financial Business Analyst (Senior PeopleSoft Business Analyst, CPA) Silicon Valley (CA)

Mechanical System Test Engineer (Test Equipment, Satellite, ATE, Aerospace, Defense, Shock, Vibration, Acoustic, Thermal) Silicon Valley (CA)

Logistician II (Logistician ) Silicon Valley (CA)

Materials and Process Engineer (Engineer 3) Silicon Valley (CA)

Senior Satellite Battery Systems Engineer(Spacecraft, Satellite, Battery, EPS, Aerospace, Power,
Subsystem) Silicon Valley (CA)

Please email or contact us for more information.

INTERVIEW TO GET THE JOB!

2009-08-11T15:18:00.000-07:00

If you’re just job shopping, then skip this ……it’s designed for the individual who really wants to get a job offer.

The first phase of the hiring process is CRITICAL. The result of the first introduction to the company’s representative, whether it be by phone or in person, will determine the company’s interest in moving forward. And …you want them interested! Go for that offer………. what you then do with it is up to you.

This is a game where strategy is involved. And it’s never been easier to play because of today’s technology and social networking. But you can still blow it if you don’t follow a plan.

Every job opening is different in some way. You need to find out what is critical in filling that job, and what can they do without. Then apply your skills and background accordingly. After it’s decided that you have the qualifications, the hiring authority still needs to determine if it’s a cultural fit. The best qualified engineer at Microsoft may be a duck out of water applying at Boeing. We’ve seen the best skilled candidates on this earth get passed by because someone in the company didn’t feel it was a “fit”. Bummer.

Follow up is also important, however, don’t be a pest. A nicely composed thank you email or letter should include a cordial “thank you” for their time, a paragraph outlining why YOU feel your background would be a good match for the job, a comment regarding something discussed on the interview and finally a call to action, ie:”I look forward to hearing from you next week OR I look forward to meeting the panel next Tuesday”. We recommend having someone you trust who knows how to write to proof your letter before sending. We can’t count how many times a candidate lost consideration due to spelling errors or poorly composed letters.

Unless you were instructed to call the hiring authority, I would not do so right away. And for heaven’s sake, if you do call, be sure it’s during business hours.

We offer private consulting to help coach you through the interview and hiring process. Remember, however, if a company needs to hire a dentist, they are not going to hire an ophthalmologist…….no matter how good he is!

Call for scheduling and pricing at 805-527-9700 or email us at consult@focus-agency.com

People can handle delays if they are given specific time frames.

2009-07-28T14:33:00.000-07:00

True story…..so we hear. Twenty yrs ago an industry survey was conducted on response time regarding service calls. Pitney Bowes had 1 ½ hour service call response time advantage over Xerox. Pitney thought this would be a great marketing tool, but what they discovered was that customers preferred Xerox, even though the response time was 5 hours versus 3 ½ hours to Pitney because Xerox gave a specific time that they would arrive at the destination which allowed the client to plan accordingly. With Pitney Bowes, they didn’t know when they’d be coming within that 3 ½ hour time frame.

Moral of the story……give people (candidates, recruiters, company hiring authorities) specific time commitments of when you’ll follow up with them and you’ll have their respect, trust and loyalty. And………..they’ll like you more!

In this economy, is it wise to hire someone who needs to relocate for the position?

2009-07-01T14:04:00.000-07:00

You want to hire the best person for the job, and if that person requires relocation, consider the value of bringing that individual on board versus the investment and risk. In today’s market, relocating a family can present challenges. For instance, moving someone from the mid-west to a much higher cost of living area may encounter a last minute turn-down unless all relocation issues are addressed up front, including but not limited to 1) will the spouse be able to find new employment or transfer within their company? 2) is the new school system acceptable for the children? 3) will they be able to find affordable housing? 4) will they be able to sell their current house……and what options are available if they don’t? On the other hand, because it is a buyer’s market, this may be the best time for someone to take advantage of relocating.
Some people are willing to walk away from their home (letting the bank foreclose) because they bought in an inflated market and know that selling their current home would be a losing proposition. Your recruiter will be able to help you with this decision. Candidates usually disclose insightful information with their recruiter that is not be divulged on an interview, so take advantage of this time to have serious discussions with your recruiter which may help strategize and determine if this is an investment worth taking.

Will sharing too much personal information during an interview sabotage your chances of getting hired? Absolutely!!

2009-06-19T16:59:00.000-07:00

Too many people make the mistake of revealing too much personal information once they become comfortable during the interview process. To follow are true cases where too much wrong or impertinent information was reveled during the interview which ultimately cost the candidate the job:

-Bringing up the trials and tribulations of my divorce during the interview.
-Pulling out a complete portfolio of your dog’s photos to share with the hiring authority.
-Sharing your pregnancy details and morning sickness ailments with the hiring authority.
-Talking about last weekends drinking party.
-Discussing up your zodiac sign and talking about how it relates to the position you’re applying for.
-Calling the hiring authorities “honey” or “sweetie” during an interview.

Stay focused on your accomplishments and achievements. There will be plenty of time to share personal facts AFTER you start!!

Employer/Client Question

2009-06-05T12:47:00.000-07:00

How in-depth should a company investigate a candidate’s background prior to bringing them onboard?

Background checks can be quite expensive depending on how extensive you want the report to be, how many years back you want verified and how many different counties you want researched. Some counties do not subscribe to a database and therefore information may be missed unless an investigating company physically goes through the county records. If the new hire will be responsible for signing company checks or handling company funds, we strongly recommend a thorough background investigation.

In the end, spending the extra money may save you thousands of dollars in company funds and the hassle of firing and possibly having to prosecute.

Employer/Client Question

2009-06-03T16:32:00.000-07:00

How do I, the hiring authority, disqualify candidates applying for positions that they easily qualify for, but do not fit the profile, culture or who may be highly over qualified?

This question is quite common during a recession.....especially THIS recession where many Baby Boomers who might have taken their retirement now need to continue working because their retirement programs are worth so little, or because the Gen-X kids have moved back home. And.....they need a job! One needs to be very careful not to discriminate! When you know the position you're hiring for requires a 10 year commitment, can you rely on someone who has already retired from one company or has 30+ years of previous experience to be dedicated 10 years from now?? What about the person who was earning $150K and now tells you he can live happily on $85K?

Well, the truth be told...maybe he can! His expenses may be such at this time that he no longer needs the higher income, especially if the job requires no relocation on his part. If the work necessitates someone with solid proven experience, an overqualified Boomer candidate may be the "ticket". And his knowledge will be invaluable! So, how do you separate those candidates from those just looking for a transitory job till the economy turns around? A skilled recruiter does the work for you by asking many behavioral style interviewing questions. So, put your mind to rest, and call us with the job specs!!

Employer/Client Question

2009-06-03T16:17:00.000-07:00

Is it better to hire an employed or unemployed candidate?

An unemployed candidate is generally available immediately, however the downfall is that, if they are exceptional, they are probably looking at multiple opportunities, weighing their options and comparing offers. Investigate closely their reason for being unemployed...general lay off? position eliminated? (not uncommon with so many M&A's)? or was he/she one of the weakest links? In today's market the employed candidate may not necessarily be the most attractive hire, especially with counter offers being so prevalent. Obviously, if the individual has been specifically recruited for a particular position, it is unlikely that they are looking at other opportunities, which is good for you. However, you will be battling an earnest attractive counter offer from their current employer, and ....once it is known that they are entertaining the idea of leaving, competitive companies will jump on him/her like a bulldog on a lamb chop! At this point, keep your recruiter close and informed because after you begin background check, the word will spread that the candidate is looking....so be prepared to act fast with an offer. In fact, I recommend making the offer PENDING background to affirm the commitment from the candidate. This will not necessarily guarantee a start date, but it's a step in the right direction. Your objective is to hire the best candidate and have them START. Once on your payroll, take good care of them, especially during the indoctrination period, to ensure that another recruiter or company competitor doesn't snag them away.

Employer/Client Question

2009-06-03T16:11:00.001-07:00

Why are search firms reluctant to reduce their fees if companies are willing to give them exclusive future business or multiple openings?

The search business is not a commodity business. Candidates are not stacked on a shelf waiting for a recruiter to call them. The search process is an arduous and time-consuming process, and each search assignment requires the same amount of dedication to complete it successfully. Overhead costs and employee/staff pay out is not reduced simply because a client has more than one opening. On the other hand, if a client has two openings identically the same and in the same geographic region, then the search effort may warrant a reduction if two people are hired from the initial pool of candidates. By the way, if you have an urgent need for a position that must be filled quickly, and you want to see your recruiter hustle, offer them a "bonus" if they bring you a qualified candidate who is hired within a certain time frame. As an added incentive, you may also want to offer your recruiter chocolate or scotch, whichever is more fitting. (kidding......or maybe not!)

Employer Client Question

2009-06-03T16:02:00.000-07:00

Why are recruiters in such a hurry to "get 'er done"?

Companies like to take their time when making a decision for critical openings. Sometimes it involves 3 to 5 interviews with participating hiring authorities before we are prepared to extend an offer. After all, the more people involved with the decision, the better and more confident decision we will make.

We understand the importance of your "Hiring Process", however, once a candidate is engaged (which involves special recruiting skills) and is interviewed by you, it is important to maintain the candidate's level of interest. Delays will cause a candidate's enthusiasm to wane and sends a message that there is a lack of confidence in his/her abilities or in the company's management process. (not a message you want to send, especially since the candidate will be looking at a counter offer later) If there is an unforeseeable delay, then, at the very least, stay in contact with the candidate, notifying the recruiter that you are doing so. If the reason for "time" is to reorganize a department, or terminate an employee, or tweak (notice I said tweak, not drastically change) the requisition specs, or to arrange testing (drug, physical, etc), or background investigation.........I suggest making the offer with a delayed start date PENDING those matters, and get that candidate OFF THE MARKET! Once he/she has accepted an offer, they generally will not begin interviewing with another company......unless the company belongs to Uncle Louie and includes an inflated compensation plan with company equity! Also, be forewarned, once you have begun calling the candidate's references, the word will be "out" and, as sure as the sun will come in the morning, other companies will begin pursing him/her, especially if the candidate has a "nitch" background. So, you may want to ask yourself if you are willing to risk losing that candidate for time.

Employer/Client Question

2009-06-03T15:58:00.000-07:00

Why should we permit you, the recruiting firm, to deliver an offer to a candidate when, in fact, the candidate will be coming to work for US? I think some recruiting firms just like the control factor.

By the time you're prepared to make a job offer, some time may have passed since the first meeting with this individual. Enthusiasm may have waived, other job offers may be on the table, and personal situations may have changed, just to name just a few. The search firm is usually aware of these potential obstacles and can help buffer them before extending the offer, eliminating any delays or turndowns. It's always a joy to deliver an offer that you know will be accepted......We can LET YOU KNOW IF THAT WILL HAPPEN. We can also inform you if we see a potential delay or turndown should your offer be less than what the candidate is expecting or needs. Many times, a problem occurs when the hiring client surges ahead, delivers the offer expecting the candidate to joyously accept, only to hear, "I'll need to get back to you in a week or so"......and then comes to us and says, "Fix it!" By that time, it's too late. Generally, once the candidate has received the offer, the ball's in their court and the wooing is over. So let us successfully complete the search process......that's what you're paying us to do.

Don't Lie!

2009-06-02T16:18:00.000-07:00

Some friends or even business associates may tell you it’s okay to fabricate a degree or extend work dates, especially if these dates go back to the 80’s. ITS NOT OK! There’s a big chance that you will get caught. Companies hire outside investigators to confirm information on an application or resume. If its determined to be fraudulent, you will NOT be hired. If you’re already working with this company, chances are more likely than not, you WILL BE TERMINATED! So, how far back in dates should you go when writing that resume? A resume is an advertisement, not an affidavit, so it’s acceptable to only list dates going back 10-15 years depending on your length of work history. Keep it to 2….3 pages at the most if there are details (Ex: IT or Engineering) and these details are pertinent to the job. Also, unless you’re quite adept at writing, it may be wise to invest in a resume writing service. We’ve seen many people disqualified because of grammar or spelling (yes, even with spell-check) or misuse of words in their resume. Shame to have a door closed before an interview is even scheduled.

A true example of how a search firm works on your behalf.

2009-06-02T16:17:00.000-07:00

John (not his real name of course) was scheduled to meet a hiring authority after hours for his interview. John had experienced a really rough day at work and, although he had allowed for plenty of time to make his interview, John had not counted on traffic traveling at a snail’s pace. He was 15 minutes late and quite irritated by the chain of events that day. Result was a “bad” interview and the hiring authority informed the recruiter there was no way on God’s green earth that John would be considered for the job. The recruiter was determined to change his mind, and after 15 minutes of relentless bantering, convinced the hiring authority to give John ONE more chance with a second interview. Result……John was hired and lived happily ever after at the company! (as far as we know anyways)

What NOT to do on an interview!

2009-06-02T16:14:00.000-07:00

TRUE STORY.....executive candidate on final interview with the President of a large well known corporation. He arrived well groomed in a beautifully expensive taylored suit, power tie, shined Florsheim shoes.............and now to his demise........a white sheer nylon button down shirt clearly showing his lovely matted, dark, curly, chest hair beneath. He did NOT get the job. What a surprise.LESSON LEARNED-either wear an undershirt or shave the chest if you're going to insist on wearing a transparent shirt to an interview! Unless you're applying for a job with You Tube or as a rave night club promoter.