Wednesday, February 17, 2010

[CNG] Digest Number 1900[2 Attachments]

Messages In This Digest (13 Messages)

Messages

1.

Article: Aging Tech Workers Still Suffering Through Unemployment (CI

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 16, 2010 8:43 am (PST)



Monday, February 08, 2010 12:10 PM/EST

Aging Tech Workers Still Suffering Through Unemployment

If you read all the headlines for studies about IT worker confidence and
technology spending expectations like I do for this freelance writing gig,
2010 would seem like the year technology workers are on a full jobs rebound.
Yet, when you get into the meat of those reports, there is usually an
underlying thread of caution or qualification below the rosy headline.

You can't blame marketing and public relations departments on behalf of
these research wings for trying to find positive news in a tough climate. We
had so much negativity last year, who wants to read more depressing news?

The truth, however, is a bit murkier if you are out of work or have been for
a while. Most career experts and economists tout technology jobs as some of
the brightest for future growth. Read a Forbes list on the best jobs and
best careers, and you will find technology jobs rank highly. Even the U.S.
Department of Labor sees high growth opportunities in tech.

Looking at some of the other numbers recently put out by the Bureau of Labor
Statistics, however, is honestly sad news. Over 40 percent of the unemployed
have been out of work for nearly seven months, and the average unemployed
worker comes in over 30 weeks.

Many are still suffering through unemployment. The unemployment rate may
have dropped for January to 9.7 percent from 10 percent, but for some
technology workers, those up and down rate fluctuations are a news story
with little resonance.

If you are an aging technology worker, the challenges are tough and fraught
with life-changing decisions. Do I make a career change? Do I gain new
skills? Do I go in more debt to receive
<http://blogs.eweek.com/careers/content001/certification/it_certifications_g
et_a_renewed_focus_for_unemployed.html> new skills? What can I really
<http://www.eweek.com/c/a/IT-Management/Silicon-Valleys-Wage-Crash-by-the-Nu
mbers-564272/> afford?

Take a look at a few threads of a piece on long-term
<http://www.usatoday.com/money/economy/employment/2010-02-08-jobless08_ST_N.
htm> unemployment by USA Today:

[Chris] McKenzie, 40, has been out of work since he was laid off from a
$60,000-a-year job at a small technology company last March. "The only jobs
I have been offered won't even allow me to cover bills," he says. "You build
a lifestyle around the job you think you're going to have forever."
McKenzie, his wife and two boys don't go out much anymore. They think twice
about visiting friends to watch football, which would mean spending money on
gasoline, beer and snacks.

And this, from the same article:

Rob Phipps, 49, of Sandwich, Ill., thought he had braced himself for the
worst. When he lost his job as a software engineer for a big
telecommunications company, he figured it would take six to 12 months to
find another job. That was 17 months ago. He gets up every morning and looks
for work.

Phipps keeps busy by reading up on the latest technology, watching movies
and playing Scrabble with his wife. "I've repainted most of the house," he
says. "I've got two bathrooms to redo. I'm always hoping I don't have time
to rip [a bathroom] apart because I get a job. ... You start climbing the
walls. You've been solving problems for 25 years, and your mind is sharp.
You want to get back to work."

My apologies for the depressing news, but despite the research with positive
spin, it can be healthy to remind each other that we still have a long way
to go here.

So you know, I'm currently enrolled in project management professional
coursework. I know IT has been hit hard, but I believe strongly in this
industry's ability to innovate, adapt and evolve--and I believe strongly in
the ability of technology workers to adapt. I believe IT will be strong
again, and that is not spin. I believe it.

Consider these posts in your job hunt:

* IT
<http://blogs.eweek.com/careers/content001/job_hunting/IT%20Certifications%2
0Get%20a%20Renewed%20Focus%20for%20Unemployed> Certifications Get a Renewed
Focus for Unemployed
* Time
<http://blogs.eweek.com/careers/content001/hiring/time_to_revamp_your_resume
_with_results.html> to Revamp Your Resume with Results
* Security
<http://blogs.eweek.com/careers/content001/hiring/security_skills_and_securi
ty_jobs_are_in_demand.html> Skills Are in Demand
* Good
<http://blogs.eweek.com/careers/content001/hiring/good_job_references_you_ne
ed_them_more_than_ever.html> Job References: You Need Them Now More than
Ever
* Specialized
<http://blogs.eweek.com/careers/content001/hiring/specialized_it_skills_to_d
ominate_2010_tech_jobs_report.html> IT Skills to Dominate 2010 Tech Jobs:
Report
* Tips
<http://blogs.eweek.com/careers/content001/employment_economics/tips_for_tec
hies_how_to_focus_on_finance.html> for Techies: How to Focus on Finance

Source:
http://blogs.eweek.com/careers/content001/job_hunting/aging_tech_workers_sti
ll_suffering_through_unemployment.html?kc=CIOQUICKNL02162010MOD3

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2.

Article: 5 Resume Tips from the Reluctant Expert (InternsOver40)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 16, 2010 8:43 am (PST)



5 Resume Tips from the Reluctant Expert
Posted by : Matt Durfee

Despite the claims and critiques of what seems to be an endless supply of
so-called resume-writing experts, there simply is no universal "right way"
to write a resume. Unsurprisingly, it is not uncommon to get confused given
the contradictory advice you can
http://4.bp.blogspot.com/_MQYqokt5jJk/S3nGNZjbWLI/AAAAAAAACG0/V7o6Ye63_AE/s2
00/c164356_s.jpgexpect from multiple sources. So while I have some very
clear thoughts on how to write an effective and professional resume,
ultimately you will need to decide what works for you, your situation and,
ultimately, your comfort level. Even then, expect to continuously modify,
update and edit your resume as you incorporate new or different styles,
content and concepts. With that in mind, I'm offering the following
suggestions I highly recommend for anyone writing and distributing a resume.

Professional Objective & Profile: One of the things I always want to see in
a resume is the Professional Objective & Profile section just below the name
and contact information. I call this the "billboard within the billboard" as
it summarizes key information about the applicant in the already abbreviated
format of the resume itself. While people may argue this approach
potentially limits their opportunities within an organization, I can only
tell them what I typically did as a corporate human resources executive when
reviewing resumes without this section - I tossed them in the reject pile.
When literally thousands of resumes have been dropped on my desk, I wanted
to sort through them as quickly and efficiently as possible. And if someone
didn't provide a brief overview of their qualifications, I simply was not
going to spend the time to determine if the jobs I had open fit their
particular interests and skills. My feelings were, "If they don't know what
they want to do, I'm not going to figure it out for them." This may seem
harsh, but it is reality. Your goal is to get the recruiters to review as
much of your resume as possible. To entice them to do this, make it as easy
as possible by including a Professional Objective & Profile section.
Otherwise, just like I used to do, they may not give your resume more than a
cursory glance.

Quantify accomplishments: Prospective employers consider a number of factors
when determining which candidates match the requirements for an open
position. While skills, experience and education are all important, the
demonstrated ability to get measurable results will add significant
credibility to your qualifications. For instance, while many salespeople may
be able to talk a good game by highlighting their activities (e.g., "Called
on key customers in major markets."), I am always more impressed with
statements quantifying specified accomplishments (e.g., "Increased sales
revenue by 45% annually over a three-year period."). So while activities are
nice, results are a whole lot better.

Summarize the unimportant: For individuals who have changed careers and
their previous experience is not relevant to their current career
aspirations (or if they are concerned about age discrimination), one tactic
is to summarize the earlier jobs and experiences under the heading Previous
Experience at the bottom of the Experience & Qualifications section. For
example, "Prior to 1982, I gained valuable computer experience and was
promoted to various roles of responsibility including system analyst,
programmer and billing coordinator." If age is not a concern, you can add
the span of years such as, "From 1994 to 1998, I gained valuable experience
. . ." In this manner, you are submitting a factual resume without revealing
too much about the jobs you had when President Obama was still in grade
school!

Keep it short: The resume is not intended to represent a comprehensive
history of all of your accomplishments, talents and awards. Depending on
your years of experience, background, professional or occupational standards
and career pursuits, the resume may be as short as one page (e.g., young
college graduates) and as long as three (e.g., seasoned executives).
Anything more than three pages and a recruiter may find it too cumbersome
and detailed and end up setting it aside in favor of more reader-friendly
resumes.

Fax it: Not long ago, employer fax machines were constantly buzzing, beeping
and cranking out incoming resumes. With e-mail, they are much quieter - but
not abandoned. Because recruiters and hiring managers generally receive few
faxes, faxing your resume may help it stand out from the e-mail crowd and
increase the likelihood it will be read. Be sure to include a cover letter
when faxing your resume.

URL:
http://internsover40.blogspot.com/2010/02/5-resume-tips-in-less-then-5-minut
es.html?utm_source=feedburner
<http://internsover40.blogspot.com/2010/02/5-resume-tips-in-less-then-5-minu
tes.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+Interns
Over40+%28Interns+Over+40%29>
&utm_medium=email&utm_campaign=Feed%3A+InternsOver40+%28Interns+Over+40%29

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3.

Article: Yes, Cover Letters Still Matter (Dice.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 16, 2010 12:44 pm (PST)



Yes, Cover Letters Still Matter

Fortune's article on the
<http://career-resources.dice.com/articles/content/entry/sas_google_network_
appliance_among> 100 best companies to work for includes mini interviews
with a number of HR managers, many of which provide a peek into the hiring
processes of some of the world's most prestigious organizations, and
insights into how those involved approach the task of evaluating all those
candidates on the way to a hire.

Lynn Franklyn, HR manager for the supermarket chain Wegmans, had an
interesting reply when asked what she looks for first.

"I usually go right for the cover letter, because resumes are all very
similar. I look for a candidate to engage me and to really get a glimpse of
who that person is. What do they know about us as an organization? Can they
clearly define how their values and their skill set match up to what we
offer as an organization?"

True, Wegmans isn't a tech company, but it's famed for its logistics
operation. It's interesting to note the HR manager there keys in on the
cover letter - especially when we hear from a lot of job seekers who've been
advised to "not worry" about writing one.

While there are certainly aberrations - some recruiters don't want them, and
professionals with extensive contacts might not need them - most candidates
benefit greatly from using a cover letter, especially when applying directly
to the company. If someone disagrees, do your research. Check with
accredited experts and read interviews with hirers. I've seen good cover
letters expedite searches hundreds of times. But don't take my word for it -
take Ms. Franklyn's.

-- Warren Simons

URL: http://www.linkedin.com/news?viewArticle=
<http://www.linkedin.com/news?viewArticle=&articleID=110243569&gid=1071897&a
rticleURL=http%3A%2F%2Fcareer-resources.dice.com%3A80%2Farticles%2Fcontent%2
Fentry%2Fyes_cover_letters_still_matter&urlhash=7uTX&trk=news_discuss>
&articleID=110243569&gid=1071897&articleURL=http%3A%2F%2Fcareer-resources.di
ce.com%3A80%2Farticles%2Fcontent%2Fentry%2Fyes_cover_letters_still_matter&ur
lhash=7uTX&trk=news_discuss

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4.

Article: 8 Job-Hunting Mistakes You Don't Want to Make: Advice from

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 16, 2010 12:44 pm (PST)



8 Job-Hunting Mistakes You Don't Want to Make: Advice from the Pros

Imagine that you arrive 30 minutes late for an interview... your clothing is
inappropriate, you forgot your resume, and you have not done the preparation
to answer the interviewer's questions effectively.

Relax... that would never happen, right? But you may be continually making
less obvious mistakes in your interviews and job search without even knowing
it.

Career pros across America say job-seekers make the same mistakes all the
time. Here are some of the most common job-hunting mistakes that can prevent
you from landing your next job and progressing up the career ladder.

1. Lack of Focus

Todd Bermont says the No. 1 mistake he sees is that people do not know what
they really want to do for a living. "That comes across loud and clear in
job interviews," Bermont said. "The competition is fierce, and job-hunters
will be competing against people that know exactly what they want and are
passionate about it."

"Before embarking on a job hunt, you must determine your ideal job and go
for it," Bermont explained. "Otherwise it is like going on a vacation
without deciding where you want to go before you start driving.

If you don't know your destination, how can you map out a route?"

Debra Davenport, PhD, CEO of Davenport/Folio, a career consulting firm based
in Los Angeles and Phoenix, AZ, agreed. Davenport said that the No. 1
job-hunting mistake that she sees is people who are "pursuing jobs for which
the applicant has no interest or passion. Most people I counsel have never
really taken the time to discover their right livelihood, and that is the
most critically important thing that everyone should do. You really should
love your work."

According to Orville Pierson, a senior vice president at Lee Hecht Harrison
(LHH), a NJ-based global outplacement company, and author of The Unwritten
Rules of the Highly Effective Job Search, McGraw-Hill, far too many people
make the mistake of only having vague goals, like that they are "looking for
a management job" or "a job with a dynamic fast growing business."
Job-hunters also sometimes say that they don't want to limit their options
and are open to any type of job opportunity. But, Pierson explained, these
unfocused job-seekers fail to appear interested in anything but getting on
someone's payroll. "Their search is too diffuse," Pierson said. "They do not
communicate enough specific value."

2. Lack of Preparation

The No. 2 biggest mistake, according to Bermont, is lack of preparation
before job interviews. With ready access to information via the Internet,
this deficiency seems improbable, but it is true. Bermont says that
job-seekers need to spend a minimum of four hours of preparation and
practice time for every hour of scheduled interviews.

Maurene Hinds, author of The Ferguson Guide To Resumes And Job-hunting
Skills: A Step-by-Step Guide to Preparing for Your Job Search, Furguson
Publishing, agreed. "Prepare. Prepare. Prepare," she emphasized. "This
applies to all aspects of the job search process. For example, be prepared
to fully commit to the job-search process from the beginning. Know the job
market, salary ranges for your target position . When asked to interview,
conduct company research to better answer questions and prepare questions
for interviewers. Read up on interviewing techniques to be prepared for
tricky questions and uncomfortable situations."

"Job-seekers who research as much as possible on potential companies and job
offers will feel more in control of the process and likely find positions
that they will be happier with than people who do not prepare and research,"
Hinds added.

Pierson said that most job-hunters do not put enough time into their job
search. Even when people put in enough hours, Pierson commented, they often
fail to allocate time in productive ways. Pierson said endlessly revising
resumes is one "time-wasting mistake." Another mistake is "spending hours
wordsmithing cover letters." Instead, the main focus should be on developing
contacts and networking with prospective employers.

One of the biggest mistakes while looking for a job is "not taking looking
for a job as a job," commented Anthony W. Beshara, Ph.D., president, Babich
& Associates, a Texas-based placement and recruitment firm, and author of
The Job Search Solution: The Ultimate System for Finding a Great Job Now,
AMACON. Job-seekers need a "failure is not an option" mentality, they need
to be "passionate" and have an "I'll do what it takes mentality."

3. Lack of Confidence

This mistake goes hand-in-hand with preparation because preparation gives
the job-seeker a sense of self-confidence. "Preparation and confidence are
key," commented Bermont. "Just like a football team will practice an entire
week for one game, job-hunters need to prepare and practice for interviews."

Diane Stafford, workplace and career columnist at the Kansas City Star,
agreed that it is integral to project confidence. "Don't let your anger or
despair show in your voice. Employers are looking for good attitudes. Do you
best to show it."

4. Relying Only on Posted Openings

Pierson said that many job-seekers pursue only announced openings and do not
use proactive approaches. "This can be translated as they only use the job
boards and neglect networking," Pierson commented. "A well-planned search
covers all the bases."

Hinds agreed. "A common mistake is not being proactive enough in the job
search. It's easy to post a resume online and hope for the job interviews to
come in, but in reality, that's often not enough. People need all methods
available, not just online resources. One of the best ways to learn of
opening is through networking contacts. However, using all the methods
available can help ensure a successful job search."

"There are at least 2 million people emailing resumes to advertisements
posted on the web... It is estimated that 2 to 5 percent of the people that
email a resume get any response, and that includes rejections. I tell
candidates that it is a total waste of time," Beshara said.

5. Sending out Inadequate Resumes

It is important to craft an effective resume and cover letter. It is
important to customize the cover letter and each resume to the opportunity,
Bermont said.

Career-seekers are advised to avoid the temptation to send their resume only
the HR department of a company. Bermont said that job-seekers should take
the time to research a company and send their resume instead to their
prospective new boss in the department that they want to work.

6. Talking Too Much in the Interview

Hey, guys "shhh" listen up! Bermont says many job-seekers talk way too much
in their interview. It is also important to listen carefully when your
interviewers are speaking. To find out more about effective interviewing
techniques.

7. Not Realizing it is a "Number's Game" when Networking

According to Pierson, job-seekers, "Don't realize it is a numbers game or
they seriously underestimate the numbers needed."

Research done by Lee Hecht Harrison reveals that over the last 15 years, the
average job-hunter in the $30,000 to $100,000 salary range talks to 25
different decision makers on the way to being hired by one of them. "These
are not 25 interviews. Most are brief, informal conversations. Five are
interviews or very serious conversations," Pierson said.

According to Pierson, the average person talks to 14 people when networking
to get the opportunity to talk to one decision-maker (i.e., the person with
hiring authority.) "Many job-hunters make the mistake of seriously
underestimating the numbers required for success," Pierson said.

8. Job Searching Without a Plan

Most job-seekers do not take the time to write up a list of prospective
employers and a job-search plan. According to Pierson, this plan is an
important part of your job search because it allows the job-seeker to be
proactive rather than reactive. "It focuses the search. It lets you know
what to do every week. It is also an excellent networking tool . not having
one is a serious mistake."

Pierson advises job-seekers to "make a solid plan and follow it. Be
systematic, not random in how you approach it. Track your progress as you go
and tweak the plan as needed."

by Sharon Reed Abboud

Real Bonanza of over 20,000 free Computer Tips n Tricks. visit .
http://www.ComputerTipsnTricks.com <http://www.computertipsntricks.com/>

Posted by Obaid's World at 4:37 AM
<http://thecareerguide.blogspot.com/2010/02/8-job-hunting-mistakes-you-dont-
want-to.html>

URL:
http://thecareerguide.blogspot.com/2010/02/8-job-hunting-mistakes-you-dont-w
ant-to.html

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5.

Article: Hiring Manager of Mine - You Just Want to See Who Else is O

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 16, 2010 12:44 pm (PST)



Hiring Manager of Mine - You Just Want to See Who Else is Out There?

"I really liked him. He's qualified, he'd be a good fit for the team. We all
like him. But who else is out there? I just want to see who else is out
there."

http://static.reelmovienews.com/images/gallery/hes-just-not-that-into-you-ph
oto.jpgAs a recruiter, you've heard this before. And I've been on the other
side of this equation as a job seeker too. When I was looking to leave my
first HR gig, I was making the rounds about town talking to prospective
employers. There was a specific gig I wanted - and I thought I had aced the
interviews. I was pretty sure the team loved me. Three rounds of interviews
later, after having played every single step perfectly, my would-be manager
called me. "We really like you... but..." And then that big, fat, BUT. "But,
we want to see who else is out there. I want to be clear that this isn't to
say that we didn't like you. You're still our top candidate. But we just
want to re-recruit and see who else is out there so you'll hear from us in a
bit." With that, she pretty much stabbed me in the heart and then twisted
the knife swiftly 180 degrees - because if I really was number one, the top
candidate as she said, if they really liked me, why look elsewhere? Why
prolong the search?

I didn't hear from them for almost two months. I pretty much assumed the job
wasn't mine and moved on. But then they happened to call me with the "good
news" - two months later - that the job was mine. They looked around for
others, they did some more interviews... but I was still their top
candidate. Hooray! It took everything in me to not say... yeah, I could have
told you I was your top candidate months ago - instead, I said I'd take the
job and gave my two weeks notice. I'll never forget that feeling though - of
being number one, but not really.

Here's what happens so very often. As a recruiter, you introduce a handful
of candidates. Maybe you've done a majority of the legwork already and
present your hiring manager with the top two or three. You know one of them
is "the one." You know it deep down in your gut. Said candidate goes through
interviews with some potential peers and the hiring manager. They knock a
whole bunch of socks off. And then the hiring manager says it. "I liked him
- but who else is out there? I just don't want to make a decision off of
meeting only a few folks. I need to see more."

So, what's a recruiter to do?

It's a tough call. On the one hand, you might have some backup candidates
lined up. But if you and the hiring manager both know that you probably have
"the one," why bring more candidates through just for the sake of
interviewing more? Especially if it's at the risk of losing "the one." It's
difficult after all to tell someone that they're the one, but not really -
and I know first hand. You run the risk of sending mixed messages. And let's
not forget about that pang of guilt you'll feel when you know you may just
be literally parading around a few candidates through your offices who don't
even really have a chance.

But in not bringing more candidates through, is there an alternate risk?
Maybe there is someone else out there who is the "true one." Then
potentially there's an issue with skewed comparisons based on a small sample
size. I liked this piece from Trizle recently which illustrates the example
perfectly. But at what point do you have the right sample size? Who decided
interviewing at least four, or at least five, or fill-in-the-blank with your
number of choice, was best practice?

The scenarios can vary, I know. But here are my two cents. If both your gut
and your hiring manager's gut tell you this person is "the one" - go for it.
Even if you've only interviewed two. Even if you normally interview five
candidates per position before making a selection. And especially if you
recruit for and hire for this particular position semi-often. You know what
an A-player looks like when you see her. So pull the trigger and make things
happen. Otherwise... well, it's a tough message to get across. I like you,
but I just want to see who else is out there. You've gotta push back on your
hiring manager, ever so gently, and remind them of the risk you run of
losing said A-player.

And as for you? I say it all the time. Just remember - recruiting is just
like dating. You're our top candidate, but we still want to see who else is
out there = I like you - but I'm just not that into you.

Editor's Note - Jessica Lee is a senior employment manager for APCO
Worldwide, a global PR firm based in D.C. Like many upscale HR pros, she
spends half of her time on recruiting, the other half on ER, Training and
OD. When she's not hammering a candidate to determine Motivational Fit,
she's thinking about the future of HR, wondering how she can avoid using the
job boards (but of course not rely on just social media) to fill the next
spot in her organization. Oh yeah, and she's SPHR certified!

URL:
http://www.fistfuloftalent.com/2010/02/you-just-want-to-see-who-else-is-out-
there.html?utm_source=feedburner
<http://www.fistfuloftalent.com/2010/02/you-just-want-to-see-who-else-is-out
-there.html?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+Fistf
ulOfTalent+%28Fistful+of+Talent%29>
&utm_medium=feed&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%2
9

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6a.

Systems Engineer - EO/IR Expert - Per. Surveillance -  Up to $160K+

Posted by: "gary_wright@verizon.net" gary_wright@verizon.net   wrightassociates

Tue Feb 16, 2010 1:12 pm (PST)




Open & Active as of 02-16-2010

Please feel free to refer this position to people you know who may be a good
fit. Referrals appreciated.

Position Title:

System Engineer – EO/IR Experts – Per. Surveillance – N. MA, DC, or N. AL –
Relo Assist - Up to $160K+

Compensation - Base Up to $160K+ DOE – Bonus – Comprehensive Benefits

Local Candidates Only – Relocation Assistance Possible to one of the 3 Areas
for Strong Match

Must be a US Citizen with an Active Secret or TS/SCI Clearance or have had
one within the last 2 years.

Positions can be located in either N. MA, or the DC Area, or N. AL.

This role requires a strong systems level EO/IR/Sensor technology
background, including in depth technical knowledge of HW - FPGA's –
Sensors - Software & how these technologies are integrated.

Company:

My client, a public company approaching $200M+ in revenue with a strong cash
position, is the leading provider of computing systems and software for
data-intensive applications that include embedded computing systems and
software that combine image, signal, and sensor processing with information
management for data-intensive applications. They architect comprehensive,
purpose-built solutions that capture, process, and present data for defense
electronics, homeland security, and other computationally challenging
commercial markets.

Competitive Base Salary + Bonus + Comprehensive Benefits

Position Summary:

My client is looking for a Recognized Technical Expert in the persistent
surveillance marketplace - (EO/IR, & Sensors)

As a Market Segment Systems Engineer you will be part of the Technology
Office reporting to the CTO with a dotted line to the Product Management
group.

Position Responsibilities:

· Gather and define system engineering requirements for a segment
(EO/IR, & Sensors) in persistent surveillance

· Convey those requirements to internal / external constituencies
with the twin goals of: - Ensuring the right technical information to make
product architecture decisions - Generating business development
opportunities for current and future product and / or service offerings.

· Work closely with Business Development and Product Management to
make product roadmap decisions that will fuel future growth

· Promote products and services in the context of solving
system-level problems. Work with Product System Engineers to help translate
market requirements into product requirements.

Required Skills and Competencies:

· BS/MS degree in engineering or computer science.

· A minimum of 10 years system engineering experience - analyzing,
designing, and building end-to-end C4ISR Systems with a strong emphasis on
the target market segment. (Persistent Surveillance)

· Must have strong subject matter knowledge in one or more of the
areas regarded as Persistent Surveillance – EO/IR & Sensors or other related
technologies – Need to be able to work directly with clients
gathering/determining requirements, doing technical design and architecture
and acting as a bridge to Product Engineering & Product Line Management.

2 Key Points:

1. We need people that have been actively involved in the development of
EO/IR sensor processing systems, so they understand the key technology
drivers associated with doing these kind of things.

2. Scope of technology understanding (embedded processor, switch fabric,
environmental specifications, software at multiple levels, OS, signal/image
processing libraries, middleware and overall application categories.

· Prior experience evaluating various hardware / software technology
tradeoffs in the development of a system-level C4ISR solutions.

· Prior experience planning technology insertions and evaluating
technical refresh levels.

· Prior experience providing direction and guidance to less
experienced engineers across a cross-functional engineering organization.

· Must be a US Citizen with an Active Secret or TS/SCI Clearance or
have had one within the last 2 years.

Contact Information

Send resumes in Microsoft Word format only as an attachment – Please
indicate the title of the position in the subject line of your Email. Please
indicate how you meet the requirements.

Gary Wright - President – Wright Associates
Phone - (508) 761-6354
Email - replywrightassociates@verizon.net - WEB Site –
www.wrightassociates.org

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7.

Senior Manager (Institutional Strategy & Analysis) - Jersey City NJ

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

Tue Feb 16, 2010 1:26 pm (PST)



Senior Manager (Institutional Strategy & Analysis) Leading Competitive Intelligence Group
Jersey City, NJ

If interested please email your resume, compensation and proficiency level in access, Excel & Powerpoint to elisa@thepattongroupllc.com. Please make sure your resume clearly highlights your relevant experience.

Company is a leading organization that has provided brokerage and investment services for over 30 years. Listed in Forbes as one of America 's best big companies1, the Company offers a full spectrum of investment services, including a leading active trader program, intuitive long-term investment solutions and a national branch system.

Role:

The Senior Manager will be an integral member of the Institutional Strategy & Analysis team, leading the Competitive Intelligence group which is primarily responsible for:

§ Supporting strategic objectives through evaluation of marketplace trends

§ Benchmarking success relative to key competitors and identifying opportunities to further differentiate and gain market share

§ Partnering with sales, product, and operations teams to provide business insights and consult on strategic implications

§ Developing presentation content for management and external audiences

§ Measuring, analyzing, and reporting business performance

§ Providing ad hoc and ongoing decision support to senior management by engaging in data analysis and research

Responsibilities:

§ Develop and maintain a strong knowledge of financial services industry competitors and trends through continuous examination of industry periodicals, investment community analysis, Web browsers and search engines, and other available sources (field personnel, industry experts, etc.)

§ Gain experience in rapidly growing RIA marketplace at one of the industry´s leading firms

§ Develop knowledge of unique product lines and value-added services while building an internal network

§ Add value in a multi-faceted role enabling broad responsibilities and challenges

§ Gain exposure to senior management

§ Contribute to an entrepreneurial, performance-based culture

§ Become an expert on the performance of our key competitors, including their client offerings, financial performance, hiring and other key developments

§ Work closely with business segments to understand and address their key competitive intelligence needs; analyze and report on competitive advantages / gaps

§ Identify product development, service and pricing opportunities, provide early warnings about product or service deficiencies, changes in market share, and business drivers

§ Analyze monthly / quarterly performance results of key competitors relative to company; develop summary-level reporting / presentations to communicate key takeaways to senior management in a timely manner

§ Engage in research to develop profiles on competitors in the RIA custody and trust custody businesses, blending quantitative and qualitative information

§ Proactively communicate key competitive intelligence to target audiences throughout the organization in a timely and relevant fashion

§ Assume primary responsibility for structuring the problem solving process, assigning work, coaching team members, and managing day-to-day interactions with client

Requirements:

§ Bachelor's degree, preferably with some coursework in business, economics, statistics, or management

§ 5-15 years work-related experience or equivalent

§ Demonstrated experience with strategic analysis, business analysis, financial planning & analysis, competitive intelligence, equity research, or consulting capacity

§ Knowledge of the financial services industry

§ Interest in the wealth management and trust/custody segments of financial services

§ Superior analytical skills and desire to learn

§ Strong leadership skills with ability to achieve results by working through others

§ Attention to and appreciation for detail with proven ability to manage multiple tasks and deliver quality outcomes within short timeframes

§ Ability to exercise good judgment with a high standard of integrity

§ Proven creativity and resourcefulness in uncovering sources for secondary data.

§ Effective self-starter that drives change

§ Excellent written and oral communication skills

§ Proficiency in Microsoft Excel, Access and PowerPoint required

Elisa Sheftic

Senior Managing Director - Executive Search
The Patton Group LLC
elisa@thepattongroupllc.com
(201) 788 7283

http://www.linkedin.com/in/elisasheftic
*Feel free to connect with me on linkedin*

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8a.

CNG - Your Job Search at the Library, 2/18/2010, 6:30 pm

Posted by: "CareerNetworkingGroup@yahoogroups.com" CareerNetworkingGroup@yahoogroups.com

Tue Feb 16, 2010 3:25 pm (PST)



Reminder from: CareerNetworkingGroup Yahoo! Group
http://groups.yahoo.com/group/CareerNetworkingGroup/cal

CNG - Your Job Search at the Library
Thursday February 18, 2010
6:30 pm - 9:00 pm
Location: Bernards Township Library, Basking Ridge, NJ
Street: 32 South Maple Ave
City State Zip: Basking Ridge, NJ 07920

Notes:

"Your Job Search at the Library"

Presenter: Ruth Lufkin, Supervising Reference Librarian

TOPIC
"Your Job Search @ the Library" will feature creative ways to find golden opportunities through mining the Library's resources.

Our presenter, Ruth Lufkin, will discuss and demonstrate online and print tools that make career exploration and transition easier, and showcase materials of special interest to job seekers. She will describe ways to prospect for information on particular industries, pinpoint potential employers, and dredge for nuggets of company data. Online resources that are available remotely to every library card holder in New Jersey will be highlighted, as well as those specifically available at Bernards Township Library.

SPEAKER

RUTH LUFKIN: Ruth is the supervising reference librarian at the Bernards Township Library. In this position, Ruth has worked with job seekers who are trying to find information that will help them find their next employer. Ruth developed this presentation as a way to support job seekers -- and anyone interested in learning what reference resources are available at theiri public library

POLLS

Please let us know if you are going to come to this CNG meeting. This helps us make sure we have the right room size and enough chairs for everyone.

To register for this meeting, go to the CNG Yahoo!Groups site by clicking on: POLL

AGENDA

6:30 PM
Participants begin to arrive & network with peers.
7:00 PM
Workshop: "Your Job Search at the Library"
Moderators: Ruth Lufkin
8:15 PM
CNG announcements
20-second introductions by each attendee
Peer networking and tidying meeting room
8:50 PM
Adjourn
9:15 PM
Optional: Many attendees reconvene at The Store Restaurant & Bar a few blocks away to continue informal networking

DIRECTIONS

I-287 to North Maple Avenue exit toward Basking Ridge
Go about 1.5 miles on North Maple Avenue
As you enter Basking Ridge, North Maple Avenue becomes South Maple Avenue
Bernards Township Library i

All Rights Reserved
Copyright © 2010
Yahoo! Inc.
http://www.yahoo.com

Privacy Policy:
http://privacy.yahoo.com/privacy/us

Terms of Service:
http://docs.yahoo.com/info/terms/
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9.

Article: Great Cover Letters Lead to More Job Interviews (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 16, 2010 4:29 pm (PST)



Great Cover Letters Lead to More Job Interviews

C Written By Jimmy Sweeney President of CareerJimmy and Author of the brand
new, Amazing Cover Letter Creator
<http://nettemps.amazingcl.hop.clickbank.net>

Searching for a job? Moving in a new direction? Changing professions? Take
this step to win that interview for your dream job. Spend more time and
energy writing cover letters that are job-specific.

Go the Extra Mile

Having a degree or work experience in business administration or accounting
or nursing is not enough. You must show the hiring manager your specific
job-related abilities, leadership strengths, and communication skills across
the board. Being able to work with a variety of people, respond to crises,
and meet unexpected challenges are now more important than ever. If you
can't, someone else will. In today's tight job market, hiring managers have
the advantage. So you must show them why they need you!

Use Proven Methods

How can you do this? "By using tried and true professional job-search
tools," says California-based Karen P. O'Connor, professional writer and
career expert.

Take seriously the importance of writing what she calls "a sizzling cover
letter--one that captures the hiring manager's imagination with a great
headline, [THREE-TIME CUSTOMER SERVICE AWARD WINNER SEEKING A POSITION AS A
CUSTOMER SERVICE MANAGER] job-specific details, [trained and retained more
customer service representatives in my first five years than at any time in
the company's history] a clear understanding of the company's objectives, [I
am eager to show by my actions your objective that customers come first.]
and how you can fill those needs competently and with commitment [I welcome
the opportunity to prove myself to you.]"

Be Sure to ASK For What You Want

Close the letter, O'Connor suggests, "by asking for what you want. 'May I
come in for an interview?' or 'I'd appreciate meeting you in person to talk
further.'"

Searching for a job may be more challenging now than it was even two or
three years ago but every day men and women are interviewed and hired to
fill the openings that exist. You can be one of them. "Start with a great
cover letter, keep an open mind, and focus on gratitude," says O'Connor, "as
you anticipate your new job. It will come."

- Jimmy Sweeney

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3811&new
sletter_id=833&archive=1> &id=3811&newsletter_id=833&archive=1

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10.

OLM N2N Employment Network Schedule of Events: March

Posted by: "Bob" bob_longo1@yahoo.com   bob_longo1

Tue Feb 16, 2010 5:02 pm (PST)





OLM Neighbor to Neighbor Employment Network

Schedule of events: March ¡V We meet every Wednesday At 7:00 PM, everyone is welcome

-2/17/10 *CANCELED*

-2/24/10 *DO NOT FORGET* Business networking event ¡V Everyone is invited, please invite your employed friends

-3/3/10 Searching for employment beyond the 9 dots - Nancy Stomber

-3/10/10 Dealing With a Multi-Cultural Population - Ritu Chopra

-3/17/10 Topic; Positioning Yourself in A Difficult Job Market - Lloyd Feinstein

-3/24/10 Business networking event ¡V Everyone is invited, please invite your employed friends

-3/31/10 Social Networking - Diane Brescher

Our Lady of the Mount church
167 Mount Bethel Road
Warren, NJ 07059
(908) 647-1075
Fax: (908) 647-7885

www.olmwarren.org

Join us if you can and bring a friend

Our job search / networking group meets in the Father Peter room Wednesdays at 7:00 PM

We are open to anyone; employed, unemployed, underemployed or those willing to help others find positions

Our aim is to mentor job seekers and match them with employers

Come strengthen your individual network

Directions to the Church from Route 22

„Í Take Route 22 to Warrenville Road
„Í Coming FROM THE EAST, turn RIGHT onto Warrenville Road
„Í Coming FROM THE WEST, turn take the jug-handle LEFT onto Warrenville Road
„Í Go about 3 miles, you will pass through the center of Warren
„Í Watch for "Scarpellinos", a house-restaurant on your right with a white picket fence
„Í The next turn on your right leads you into the CHURCH parking lot

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11.

How Recruiters Read Resumes In 10 Seconds or Less

Posted by: "Frank Carabellese" mfmcara@optonline.net   fcarabellese

Tue Feb 16, 2010 5:35 pm (PST)




I came across this on LINKEDIN and thought it would be good to share it with
everyone:

<http://impacthiringsolutions.com/careerblog/2010/01/18/how-recruiters-read-
resumes-in-10-seconds-or-less/> How Recruiters Read Resumes In 10 Seconds or
Less

The 10 or 20 seconds it takes to read a resume seems to always generate a
lot of controversy. Candidates comment on how disrespectful it is, how one
can't possibly read a resume in that time and some get angry at recruiters
when we talk about this. I hope this article will help everyone understand
how we do this. I realize that some still may not like it and will still be
angry, but at least you can understand how it works.

First let me say as a recruiter for 30 years, I'm sure I have reviewed over
500,000 resumes. I can't prove this but I'm reasonably confident that this
is the case, as this is only an average of about 46 a day. I know many days
I have reviewed hundreds of resumes and most in less than 20 seconds. I
would say the average is probably around 5 to 7 seconds.

So for the record when you hear or read about, "reading a resume in 20
seconds," that isn't completely true. It is more than likely, "reviewed the
resume in 20 seconds."

Here is my process for getting through 100's of resumes in a short period of
time. Others may have different ways and I welcome your comments.

I set up a hierarchy of certain "must haves" or you're out, so at first I'm
really just box checking. Generally, 80% of the time these are my knock out
blows. There are exceptions to each of these, but I'm dealing with the 80/20
rule. These are not cumulative times. This is box checking, if I see any
one of these as I scan your resume you will be excluded.

1. Location. If the client is in Los Angeles, CA and you aren't - goodbye.
Few if any clients want to relocate anyone in this economy, and I believe
most shouldn't have to. Especially in a huge metropolitan area like Los
Angeles. If they do have to consider relocation the position has to require
some very unique experience that few jobs do. I can do this in about 1
second.

2. Industry. If my client is in banking and your background is primarily
manufacturing - goodbye. These two often are so different that the client
isn't open to considering such different industries. This works both ways,
if you have a manufacturing background I'm not going to consider someone
with banking. 2-3 seconds to determine this.

3. Function. If I'm doing a sales search and your background isn't sales -
goodbye. Generally companies are paying recruiters to find them a perfect
fit. We never do find a perfect fit, but we have to be very close. They
don't need a recruiter to find them someone in a completely different
function. 2 seconds to figure this one out.

4. Level. If I'm doing a VP level search and your title is "manager" and you
have never been a VP - goodbye. There are exceptions to this, but again it
is the 80/20 rule. Again, clients pay me to find them the perfect fit. It is
generally way too big of a jump from manager level to VP level, all other
things being equal. It works the other way too. If I'm looking for a
manager and you are a VP - goodbye. I know you are qualified to do a manager
level role, but it is clear you have grown past. Most clients and recruiters
aren't willing to take the chance that when a VP level position comes along
that you won't be gone. Less than 5 seconds to figure out.

5. Recent Experience. There is some overlap on this one. If I'm searching
for someone with international sales experience in the aerospace industry
and the last time you held an international sales position in this industry
was 20 years ago and since then you have been in retail - goodbye. I can
find people with more relevant experience and that is what my client expects
me to do. 5 seconds to do this.

6. Education Like it or not, I will only work with people that have a
college education and most of the time a master's degree. This is mainly
because, as I indicated before, I need to find the very best for my clients.
I realize an education doesn't mean by itself that the candidate is the
best, but it is one qualifier of many. Also all of my clients require at
least a BA.

7. Turnover. If you have had 6 jobs in the last 4 years, or have a track
record of high turnover - goodbye. I realize there are good reasons for
turnover and that falls into the 20% of the 80/20 rule. I can't define high
turnover, but I know it when I see it. 3 - 5 seconds.

8. Functional resume. I don't read them. It is obvious when one has a
functional resume they are trying to hide something and I'm rarely going to
take the time to attempt to figure it out. 1 second.

9. Obvious things such as, spelling errors, poor format, errors in grammar,
too long, verbose, rambling, if even after reading it I still can't figure
out what you do, etc. 5 - 10 seconds

After all this, 80 - 100% have been eliminated. If there are any left, then
I will take the time to actually read them in detail.

Frank

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12.

LinkedIn Outlook Toolbar

Posted by: "Doug Herman" dcherman@gmail.com   dherman62

Tue Feb 16, 2010 5:35 pm (PST)

[Attachment(s) from Doug Herman included below]

> Has anyone used the LinkedIn Outlook Toolbar? If so, what was/is your experience. It's functionality just seems to good to be
> true. I am concerned that it will interfere with my Outlook and cause unanticipated problems.
>
> Thanks,
> Doug Herman
E: dcherman@gmail.com
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . .

Attachment(s) from Doug Herman

1 of 1 File(s)

winmail.dat
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13.

Networking - IT/Business

Posted by: "Aharon A. Fischman, MBA" afischman@att.net   afischman01

Tue Feb 16, 2010 9:30 pm (PST)

[Attachment(s) from Aharon A. Fischman, MBA included below]

CNG,

I have been out of work for close to a year. In this difficult climate, it's all about networking, so I am trying to reach out to as many people as possible. While not everyone is in the position to hire, you may know somebody who is looking for someone with my qualifications, or you may have heard about something that hasn't been published yet. Any and all leads are appreciated.

I have over 15 years of technology experience that started with my BS in Management Information Systems followed by an MBA in Marketing in 2000. I have worked in Finance, Telecommunication, Internet Telephony and most recently in Hospital Billing Systems. I have managed projects with internationally based team members, managed a professional staff and was responsible for technical needs of a department of over 100.

I am open to any opportunities, but my ideal position would be one where I can combine my technical skills and business knowledge to improve an existing working environment. I have attached my resume for you to look at or forward to anyone you think might be interested.

I can be contacted at this email address (afischman@att.net) and am available on my cell phone at (201) 572-0001. Please contact me with any questions or comments. Any and all leads are appreciated.

I thank you for your time and thoughtful attention,

Aharon Fischman

afischman@att.net

www.alluregraphics.com\A_Fischman_Resume.pdf

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