Thursday, May 28, 2009

[WNO] Digest Number 204

Messages In This Digest (4 Messages)

1.: GENERAL: Some Thoughts on Being "Overqualified" From: john sampson

2.: Sr. Business Analyst in King of Prussia PA From: Keith Bogen

3.: Diversity Manager - Greenfield IL From: Keith Bogen

4.: Senior Human Resources Specialist - Mt Laurel, NJ no relo From: Keith Bogen

View All Topics | Create New Topic

Messages

1.: GENERAL: Some Thoughts on Being "Overqualified"

Posted by: "john sampson" jcsspike@yahoo.com jcsspike

Wed May 27, 2009 6:28 am (PDT)

Overcoming the `Overqualified' Label
By Rebecca R. Hastings, SPHR, December 2007

[ From SHRM's HR Careers Articles ]

Applicants who are rejected for being "overqualified" sometimes wonder what's really behind the label and what they can do to make their resume more palatable to prospective employers.

One reason hiring managers avoid applicants with experience at higher levels than a position calls for is they fear the applicant is going to try to get their job, says Gail Aldrich, SPHR, an executive coach in Genoa, Nev., and former chief membership officer for the Society for Human Resource Management. She says another concern is that the applicant is trying to get a job while they look for another, higher-level job, which means it will have to be filled again soon.

Such concerns can be overcome if the applicant can persuade the employer that he or she is specifically seeking a lower-level job, says Jack Heyden, co-author of Winning the Job Race: Pathways Through Transition (Gray Hair Management, 2005) and partner, senior coach and mentor at Gray Hair Management. "People get hired because they successfully convince the hiring manager they are the best solution to that person's problems."

Overcoming Obstacles

Aldrich says applicants need to anticipate the hiring manager's concerns, acknowledge that they have had higher-level experiences during the interview and then explain why they are seeking a particular job with less pay and responsibility. For example, they may be new to a community, exploring a new specialty area of HR or be seeking more work/life balance. "Rather than getting defensive about it, we need to put out there what we are doing and to acknowledge the interviewer' s fears," she says. "Make it clear that it's not out of desperation, it's out of choice."

Such a choice might require a reduction in financial expectations. "People don't want to be classed as overqualified but also don't want to take less money than they are worth," says Tom Gimbel, CEO of LaSalle Network, a Chicago-area staffing and executive search firm. "You've got to come to a decision about where you want to work, in what role and what you're willing to be paid for it."

Aldrich suggests that applicants take the initiative to raise likely objections to their candidacy by saying something like "You are probably wondering why I want this position given what I've done in the past" or "You're probably wondering how I would feel working for a younger boss" or "You're probably wondering how much longer I plan to continue working."

But Gimbel says job seekers need to be open to other alternatives when they hit the overqualified road block. "You have to show you are flexible with doing contract work and consulting and may even take a lower-level job in a specialty area of HR in which you have no experience," he says, even if that means saying "I've been in HR—is there another role I could go into that would make me a better HR person?"

Resumes Should Reflect Reality

Experts agree that HR professionals should not bury their qualifications on a resume. "Almost every resume I saw in a recent executive search left about 20 years of the work experience off the resume," says Jo Bennett, partner at executive search firm Battalia Winston International. She says this is common for HR resumes, which she says are some of the worst she has seen. The result of this practice, she says, is that executive recruiters have to ask applicants routinely whether all of their experience is on the resume.

Resumes without dates makes it look like the applicant is trying to hide something, says Heyden, which leads the recruiter or hiring manager to wonder what else the applicant is hiding. He says most people don't do a good job of hiding information on their resume. For example, the first title listed on the resume may be clearly beyond entry level. "There's always a telltale sign," Heyden says.

Aldrich says there's room for some flexibility when it comes to summarizing experience gained early in a career. "But I wouldn't try to pretend on the resume that I was 30 when I was 50," she cautions.

The resume format should enhance an individual's skills rather than hide experience, Aldrich adds. "I don't mind seeing skill-based resumes, but it does pop up in my mind when I see one that the candidate either doesn't have enough experience or they have too much," she says. "I want to see generally how many years of experience they have."

Bennett says applicants may also choose to omit a Ph.D. from a resume, a practice she objects to. "People should put everything on the resume. You are who you are," she says. "You may miss out on an opportunity, but there may be a good reason why you should miss out on that opportunity, " she adds.

"The moment you start to apologize for who you are … you are in trouble," Gimbel says. "Be proud of who you are, but don't flaunt what you have." Instead, Gimbel suggests, the applicant should consider how they can add value and fit in with the company.

"I wouldn't leave any of my degrees off," Aldrich agrees, no matter how desperate someone is to get in the door. "Someone's going to find out." And this may create an unintended consequence when the information comes out later, possibly leaving the employer feeling as if they've been duped. "It undermines trust in the working relationship, " she says.

It's Not About Age

HR job seekers may struggle with the overqualified label more than those in other professions. "I think we're probably more sensitive to age discrimination in the HR field because we've probably seen it happen to others," Aldrich says.

Although Bennett acknowledges that age discrimination could be a factor with some employers, she says the real issue is that recruiters are looking for someone that is appropriate for the job. She says companies seek people who have a lot of energy and enthusiasm, candidates who are positive and will see the job as a step in the right direction for their career.

"People don't so much care about the age of the individual, but they do want to know if it's an appropriate job and that they'll work long enough to have an impact," Bennett says. "Most companies are really looking for someone who has a five- or 10-year runway."

Aldrich says HR professionals have a real opportunity to stop age discrimination. "We're the ones who are going to see this happen not only to us but to other employees as they age. We have an obligation and an opportunity to change that," she says. "We have to challenge our own assumptions, and we need to challenge hiring managers who in a subtle or overt way make assumptions about people based on age."

But Aldrich says those fearing the overqualified label should take heart. "Overqualified applicants are going to be increasingly acceptable as baby boomers exit the labor market," she predicts. "Companies are going to need them."

June 2nd No Mtg Pompton Lakes
June 9th - Tues - Reg Mtg 6 pm - New Addr - Carnevale Center 10 Lenox Ave Pompton Lakes 07442 Rm 009 - bring 15 copies of resume
July 7th Dinner Mtg - Eli Amdur - Why is Your Transition Taking So Long

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

2.: Sr. Business Analyst in King of Prussia PA

Posted by: "Keith Bogen" keith.bogen@yahoo.com hrslugger2002

Wed May 27, 2009 6:59 am (PDT)

We currently have a contract to hire opportunity for a Sr.
Business Analyst at a major company in King of Prussia, PA.
The specs are as follows:

* Must
have excellent customer facing experience.
* Must be proactive with all
client and team members to ensure all project timelines are
met. * Must have
experience supporting projects through each phase of the SDLC.
* Must have experience with
IIBA / UML / RUP. * eCommerce
experience is a desired skill set.
* Experience with
international experience with localization / taxes is desired

Job Description:

The Business Analyst will use analytical, technical and
organizational skills and experience to facilitate the
identification and implementation of business and systems solutions in a
rapidly growing and evolving retail e-commerce business.

The Business Analyst is the primary liaison between the
business community, technology organization and external partners
for all project requirements during the analysis phase of a
project. He or she is responsible for proactively conducting interviews
with all project stakeholders to elicit functional requirements,
modeling those requirements in an organized manner, then managing
and communicating those requirements throughout the project life
cycle. Upon establishment of the requirements baseline, he or she will
address change management issues and assist in test planning.

The Business Analysis team seeks to develop creative
solutions to meet business needs while respecting and complying
with company and IT standards and guidelines. The work
products generated by the Business Analyst will provide the
foundation for all new software design and development, process
reengineering, and quality assurance practices. The Business
Analyst should have experience using an accepted industry-standard
software development methodology. Expertise in the Rational
Unified Process (RUP) or similar methodology would be of benefit.
The Senior Business Analyst will report to the Business Analyst manager, but
will be expected to be able to work independently and also lead and
mentor junior team members.

A Senior Business Analyst will be expected to have superior
proficiency in the following areas:

Business Modeling: The successful candidate will
demonstrate the ability to build models and use cases that clearly
depict process flows relating to specific business requirements.
The Business Analyst must use a combination of graphical
information and text in natural language to convey business, system
and functional requirements to both business and technical
staff. Candidate should have solid experience using and interpreting
UML.

Requirements Analysis:
A successful Business Analyst will possess strong analytical
skills and be expected to have expert ability in eliciting,
documenting and evaluating business requirements which involve
multiple organizations and technical topics. Business Analysts will
interface with subject matter experts in marketing, finance,
merchandising, fulfillment, business development, customer service
and technology departments and should be able to decompose high level
ideas into detailed specifications.

Communication and Interview Skills:
The Business Analyst will spend a great deal of
time conducting interviews with business partners and facilitating
requirements elicitation sessions. He/She must have the
ability to communicate effectively with technical and non-technical
personnel. He/She must have the organizational intelligence to ask the
right questions in order to gather and evaluate requirements for
project elements that will require software development work.
Candidate must be able to communicate information needed to fulfill
these requirements effectively to partners, business and technical
staff in both oral and written forms.

Critical Thinking:
The candidate must have strong critical thinking skills
which involve the ability to identify and summarize the problem,
question, or issues. He/She can identify necessary or probable
assumptions or presuppositions and determine when additional information is
needed for a given purpose. He/She can construct deductive and
inductive arguments and construct/critique analogical arguments and
explanations. He/She is able to understand and evaluate causal
arguments and explanation along with assessment of common types of
statistical information, generalizations, and reasoning. He/She can define
measures of performance to place on system solution.

Minimum Requirements: *
Demonstrated success in requirements modeling * Can
consistently and effectively document requirements using use cases and
practical UML *
Applied knowledge of the SDLC and software development methodologies * Ability
to prioritize tasks/objectives with strong organizational, administrative
and analytical skills *
Ability to perform Root Cause and Decision Analysis, Analysis of Alternatives,
Risk Management and System Design Concept Validation * Has
excellent interview skills, oral and written communication and
presentation skills with individuals at all levels of the organization * Has
a broad-based knowledge of business information systems and processes. * Demonstrates
the value of being a team player through his/her actions * Self-motivated
and detail-oriented * Insists on producing
quality deliverables * Bachelor*s degree in a business or
technology major or equivalent experience * Five+
years of experience in business modeling, requirements management,
analysis and design

Larry
Brazong
Sr.
Vice President of Staffing
Choice
Systems and Consulting
51 E.
42nd St. @ Grand Central, Suite 1610
New
York, NY 10017

646-254-4343
lbrazong@choiceco.com

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

3.: Diversity Manager - Greenfield IL

Posted by: "Keith Bogen" keith.bogen@yahoo.com hrslugger2002

Wed May 27, 2009 7:44 am (PDT)

Job ID: 13218
Posting Title: Corporate Manager, Diversity Services
Work Location: Deerfield, IL
Regular/Part- Time: Full-Time Regular
Required Relevant Experience: 5 years
Education Required: Bachelors Degree
Travel Required: Yes - 15%
Job Description:
Walgreens (www.walgreens. com) is the nation's largest drugstore chain with fiscal 2008 sales of $59 billion. The company operates over 6,500 drugstores in 49 states, the District of Columbia and Puerto Rico. Walgreens provides the most convenient access to consumer goods and cost-effective pharmacy, health and wellness services in America through its retail drugstores, Walgreens Health Services division and Walgreens Health and Wellness division. Walgreens Health Services assists pharmacy patients and prescription drug and medical plans through Walgreens Health Initiatives Inc. (a pharmacy benefit manager), Walgreens Mail Service Inc., Walgreens Home Care Inc., Walgreens Specialty Pharmacy LLC and SeniorMed LLC (a pharmacy provider to long-term care facilities). Walgreens Health and Wellness division includes Take Care Health Systems, which manages convenient care clinics and worksite health and wellness centers at more than 600 locations.

Ranked 5th among food and drug retailers on Fortune's "America's Most Admired Companies" list, Walgreens offers challenging and rewarding career opportunities in a friendly, diverse, inclusive and respectful environment, with excellent benefits including:

Company-matched profit sharing contributions
Stock purchase discount program
Employee store discount plan
Commuter train shuttle service
Flex-pay
Medical/Dental plan

As the nation's leading pharmacy, we seek professional individuals to fill key positions at Walgreens, ensuring our leadership and taking us to even higher levels of growth, profitability, innovation and customer service. Walgreens is an equal opportunity employer and welcomes individuals of diverse talents and backgrounds. Walgreens promotes and supports a drug-free and smoke-free workplace
Responsibilities:
The Corporate Manager of Diversity Services will be responsible for the following:
1) Managing and developing equal opportunity (EO), affirmative action (AA), and diversity programs and plans for Walgreen Co.
2) Managing EO/AA updates, including applicant tracking, transaction analyses, availability, and utilization analyses.
3) Implementation and management of compliance (i.e.,
EEO-1, VETS 100, etc.) and diversity reporting for Walgreen Co.
4) Assisting the Director of Diversity Services in managing employment, equal opportunity/ affirmative action, and compensation- related projects impacting EO/AA and diversity efforts; works with departments on the development, implementation and maintenance of applicant, selection, hiring, promotion, termination, organizational hierarchy, EO/AA, and performance management and other related systems, programs and plans.
5) Managing a team of 3 professionals and an adminstrative assistant.
Qualifications:
Qualifications for this position include: 5+ years working with Executive Order 11246 (Affirmative Action), Compliance Audit/Reviews OFCCP experience, knowledge of employment and labor laws required. 5 years leadership experience required. Strong presentation and verbal/written skills. Analytical skills as well as strong decision-making and problem solving skills are necessary.

https://careers. peopleclick. com/JobPosts/ Client_Walgreens /BU1/External/ pck347-45909. htm

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)

4.: Senior Human Resources Specialist - Mt Laurel, NJ no relo

Posted by: "Keith Bogen" keith.bogen@yahoo.com hrslugger2002

Wed May 27, 2009 7:44 am (PDT)

Senior Human Resources Specialist - CANON - Location: Mt Laurel, NJ (No Agencies Please)

We have an exciting opportunity for a Senior Human Resources Specialist who will be responsible for providing comprehensive Human Resources support which includes employee relations, recruiting, personnel documentation, job evaluation, compensation, change management and benefits. Acts as a liaison between departments/ divisions, all levels of line and staff management, compensation and benefits department, legal counsel, and outside service providers. May coach other Human Resources representatives.

Job Requirements

* Bachelor's degree in business, psychology or human resources required.
* Minimum of 5 years recent Human Resources work experience including; Employee Relations, Staffing, Benefits, and Compensation.
* PHR,SPHR Required

No relocation available.

https://jobs- cusa.icims. com/jobs/ 2439/job

Back to top
Reply to sender | Reply to group | Reply via web post
Messages in this topic (1)