- 15 Non-Certified IT Skills Growing in Demand
- How 19 Tech Titans Target Healthcare
- Twitter Suffering From Growing Pains (and Facebook Comparisons)
- Agile Comes to Data Integration
Computerworld - Things Recruiters Don't Like
Applying for a job that you're not remotely qualified for can't do you any harm, right?
It can actually hurt your chances of getting a job for which you're a good fit, according to a survey of 1,500 recruiters and hiring managers conducted by Bullhorn, a Boston-based company that provides hosted staffing software to recruiting firms. Respondents were asked to rank negative behaviors that job seekers engage in, and applying for a job that's way out of your league was the faux pas deemed most inappropriate by the largest percentage of respondents (30%). Many others ranked that indiscretion near the top, and 43% said they would blacklist such job seekers by suppressing their names in resume searches.
Here are some of the other behaviors that ranked among the worst:
aC/ Exaggerating qualifications.
aC/ Focusing on salary above all other factors.
aC/ Responding to a posting for a job that, while it may be in your field, requires much more experience than you have.
aC/ Calling or emailing more than once a week to ask for updates.
When asked which attributes would differentiate job applicants with similar backgrounds and qualifications, 57% of the respondents cited the way a candidate's personality fit with the hiring company. And while 32% of the respondents said that the names of previous employers could set an individual apart, fewer than 4% said that "the name of the school they attended" would help truly differentiate a candidate.
Ask a Premier 100 IT Leader: Chris Miller
The CIO at Avanade answers questions about communicating with a global team and the viability of a continuing career in IT.
I'm overseeing a global team right now. Naturally, communication is key. Do you have any advice on how to keep the lines of communication open and running well? Treating team members equally regardless of physical location and holding all employees to the same expectations and standards are key to building a high-performing global team. Working across time zones can be especially difficult, but sharing the burden of inconvenient meeting times across the team will go a long way toward showing that you understand the challenges. Also, taking the time to interact informally and socially with remote co-workers just as you would with someone in the cubicle or office next to you can strengthen connections with your team members.
Our team uses enterprise collaboration tools to stay in touch. We have a platform that takes advantage of technologies like social networking, unified communications and videoconferencing to foster collaboration and knowledge sharing. While the technologies used to enable such interactions may differ from company to company, it's important to encourage a culture of collaboration. We have only 30% of our IT employees in our corporate headquarters, with a sizable offshore team and employees spread across Avanade's global locations, so our employees have had to find ways to work effectively as a global team. I also believe that it's hard to replace in-person meetings, so I encourage our leadership team to visit our locations every 12 to 18 months.
Originally published on www.computerworld.com. Click here to read the original story.