About those Gaps in Your Resume

posted by NextGen'rs |

Gaps in employment histories give hiring managers pause. This is okay, if the gaps can be explained well, but if they can’t, hiring managers are likely to think the worst. Often the gaps get attributed to a lack of motivation or skill, or other negatives you don’t want associated with you.

This can also happen to someone who’s stayed in a job for a long time and shown no progress in their career. And for people like this, there often is progress in their career, but it hasn’t been communicated or not communicated well. There’s likely been a change in scope, technology or other proficiency gains over the years that haven’t been spelled out in a resume or social media. It’s time to make all that explicit.

Even if you haven’t had a title change, it’s important to lay out a career progression so hiring managers don’t think you’ve stagnated in your post.

Assessing someone’s ability to be motivated is one of the hardest things a hiring manager can do, and it’s also the most important.

With that in mind, you should make sure your resume does a good job of not just summarizing the work you’ve done but how your motivation has led to growth and improvement and how you want to bring that asset to their organization.

The Big Recession

If you have a gap in your resume from say 2008-2011, most hiring managers will acknowledge this as an unusual period when many jobs were lost through no fault of the employee. If this includes you, then just be clear about why your job was downsized. If your whole department was let go, a hiring manager might ask for a reference to confirm that. Be as prepared as you can be.

Be Honest

“Fake it till you make it” is not going to work with employment gaps. Be honest about them and hit em head on. That doesn’t mean talk about how bad your boss was or really any negative aspect of it. Be as clinical as you can in portraying an objective event that you were a part of. Don’t worry, everyone has to explain these sorts of things, and if you do it well, you will be respected for it.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

Facebook is Killing Your Career

posted by NextGen'rs |

Even with the most private settings, your Facebook posts are not private. Anything you post, can and likely will be used against you — so maybe you want to remain silent? And maybe not, maybe you’d rather express yourself. If Facebook is where you want to do it, then go for it. Most people seem to understand the cost/benefit of social media and the thorny privacy issues that surround it, but what about trolling around and seeing what your friends are up to while you’re at work? Harmless right?

Not all tasks are the same. And it’s very normal to work for say 37 minutes then take a 6 minute break. Most peoples’ days aren’t regimented very cleanly, and most tasks don’t come in neat packages. But you have to make sure those “6 minute” social media breaks don’t stretch into a half hour or hour. And by the way, the best breaks are ones that get you on your feet and your eyes off your screens, but you probably know that already.

Social media frolicing at work might be a good habit to break, and there are some good services that can help. Freedom is probably the mostly widely used tool to manage your interaction with social media. You can use the Freedom app to set time restrictions on when you can use social media and limit its portal into your life.

You don’t hear too many people talking about the wonderful experience they had tweeting something or how much fun they had on facebook. Still it’s habit-forming, and especially alluring if you’re trying to avoid work. And this is where it really takes its toll.

If you’re avoiding a task that’s really difficult, escaping into social media and other distractions then you’re really doing your career and probably your sense of accomplishment some harm. As a treat or means of escape social media is fraught. If you really want to see that cat video then go ahead, but be careful, your job might not have 9 lives to fall back on.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

Twitter is the Place to Find a Job

posted by NextGen'rs |

This blog is an excerpt from: http://www.forbes.com/sites/ashleystahl/2015/11/12/how-to-get-a-job-offer-on-twitter/

Social media has overtaken the internet. Surveys reveal that 94% of recruiters use social media in their recruiting efforts, and at least 78% of recruiters have hired through social media. Most people think of LinkedIn for the job search social tool, but really the place to be is Twitter. If you don’t have a Twitter Job Search strategy, it’s time to get one started.

Here are a few tips:

Brand your twitter account in your niche.

Use a handle that is as close to your name (or your business name) as possible. This cleanup also applies to your tweeting activity: Share high value, high relevance content on a daily basis. (If that sounds too aggressive for your schedule, sign up for a free account on hootsuite and put your tweets on autopilot). The more valuable the content, the more targeted your following will be. It’s important you share content that is highly relevant so you’re seen increasingly as a leading voice in your niche.

Create a list of companies you want to work for.

The twitterverse is enormous. Go in with a clear idea on who you want to connect with, what you want that communication to look like, and what steps you can take to facilitate a phone call or coffee in person. Avoid the noise.

Find a key point of contact in each company.

Connecting with the right person is crucial, which means going beyond HR personnel to their more senior counterparts who have the real hiring authority. Try to establish a dialogue with the person who would be your potential boss. The beauty of Twitter lies in the ability to get down to the brass tacks immediately by letting people know what you’re interested in, and showing them that you’re committed to the same objectives through a direct tweet, retweeting content, and favoriting tweets.

Support and engage.

Once you are supporting your potential future employers on Twitter, the next step is facilitating the opportunity for them to have an interest in you as a candidate. You don’t want to come on too strong, so be patient: Consistent, polite support will pay off eventually. If the person is an engaged member of the Twitter community, he or she will tweet back at you eventually, giving you an opportunity to engage directly and direct message a request for a quick call or cup of coffee. Twitter will get you to that point, but effective cold networking is what carries it into a job offer.

Let Twitter guide your search.

You can learn a ton on Twitter simply by following conversations about your interests. For example, if you’re a job hunter, you might be interested to know that #hiring is most active on Tuesdays, as are other job-related hashtags such as #InternNeeded, #Careeradvice, #JobHunt, #JobSearch, and #JobTips. Another hashtag, #EntryLevel, is most popular on Wednesdays. Take the time to explore what others are talking about in your field of interest – it may guide you to employers or contacts you wouldn’t have found on your own.

When Twitter’s data team did an assessment of hiring conversations, it found that there are more than 3.5 million hiring-related Tweets per month. Clearly, the potential power of this platform needs to factor into your job hunt.

For those who haven’t spent much time on social media, Twitter can be understandably intimidating. However, don’t wait until you have a big following or a perfectly curated Twitter feed to get started: your dream job is out there, and it could be yours…for 140 characters or less.

Bad Employee Workarounds

posted by NextGen'rs |

Bad employees are toxic and sometimes it takes management a while to figure this out, let’s face it sometimes management never figures it out. But you can’t let them destroy your career, so here are some workarounds.

1. The Debbie Downers

You need people who aren’t afraid to voice criticism and give good feedback, but if the negativity seems like an obsession then you could have a problem. If they only see the bad in everything that’s being done, then it’s likely their whole outlook on the company has soured and it’s going to be a challenge to really engage with them.

How Do you Work with Them

Really you just have to not let their toxic outlook seep into you. Also, whenever possible try to get them to be proactive instead of just reacting negatively. Point them to things they can do to avoid these outcomes they look at so negatively.

2. The Drama Queens

These people work ceaselessly to show you how their struggles are far greater than yours. Their workloads are dizzyingly altitudinous compared to everyone else. They just work too hard but there’s nothing anyone can do because no one is good enough to do what they do. Your office likely has one of these types, and the damage they do in de-energizing the team often goes unnoticed.

How Do you Work with Them

The best thing to do is ignore these people when they self-aggrandize and pray your manager can see through it. Don’t add fuel to their fires by engaging and competing in how much greater your struggles are. Also, don’t be afraid to give some honest feedback. For example, “If you’re feeling overwhelmed and overworked, you should really talk to your manager.” And when you say it, make sure to stay calm and act rationally, so that you’re not adding to the drama.

3. The Victims

Victims blame others for their circumstances. Have you ever heard someone say the boss was out to get him or her? How about the person who blamed a missed deadline on the guys in accounting who “didn’t get the report to me on time?”

Co-workers with a victim syndrome constantly complain about everything bad that’s happening in their lives. What’s worse, they don’t believe they have any ownership or control of the situation, so in their eyes, everything is being done to them. They often suspect there’s some huge universal conspiracy that is firmly rooted against their success. And they love to talk about it.

How Do you Work with Them

Once again, a little spin can help resolve this one. Ask them what they could have done to avoid the situation. For example, “That’s too bad. What could you have done differently to make sure the accounting report was in your hands on time?” Empower them and make them own it. Or at least try.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

Microsoft’s Windows 10 Phones Won’t Get Android App Ports Anytime Soon

posted by NextGen'rs |

A phone that doesn’t play well with others is not going to be around very long, and the embattled Microsoft phone appears to be in even more peril. Microsoft’s audacious plan to bring apps from competing platforms to Windows 10 Mobile has hit a snag—at least for Android conversions. Microsoft’s tool to port Android apps to Windows 10 Mobile, dubbed Project Astoria, is delayed. Some reports say the tool may be canceled altogether.

“We’re committed to offering developers many options to bring their apps to the Windows Platform…The Astoria bridge is not ready yet,” Microsoft said in a statement to several news sites including Windows Central.

Read More.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

A Motivated Workforce Needs 7 Things

posted by NextGen'rs |

It’s Not You. It’s Your Culture, so I Guess It Kind of is You.

About two-thirds of respondents to polls say they are either not engaged or actively disengaged. Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. It’s a big problem, one that too few companies invest in. Most CEOs probably don’t have this motivation problem and might find it hard to relate to. Maybe this is why it’s such a vexing problem.

The Bad Boss.

Almost half of all workers poll as not being satisfied with their superiors. Poor communication and an inability to understand and play to employees strengths are big grievances. Being able to connect what an employee does to the company’s bigger picture and mentoring for advancement are also deficiencies noted.

Dead End.

Two thirds of all employees do not see strong opportunities for professional growth in their current role. Faced with unclear promotion paths and limited opportunities for mentorship and training, employees are uncertain about what lies ahead of them.

Insufficient Resources.

Whether it’s lack of training or resources, workers feel they do not have what they need to excel in their roles.

Let Them Know What They Do Matters.

Organizations are underperforming when it comes to showing how valued employees are, with only 21% of employees saying they feel strongly valued. Lack of appreciation and recognition is driving employees to feel undervalued. Given the premium Millennials put on feeling valued, this metric will only get worse.

Shout Out More Often.

When offered the opportunity, 44% of all employees will organically give each other recognition on a consistent basis. Relying solely on supervisors to offer recognition to subordinates is outdated. In today’s increasingly global business environments, there is a growing need to enable and encourage peer-to-peer recognition tools. This decentralizes recognition and empowers all employees to recognize great work and effort.

Peers—Not Money—Are the #1 Influence.

Compensation is now viewed as just the baseline reason for taking a job. Camaraderie plays the true motivating role in encouraging employees to outperform expectations.

https://www.tinypulse.com/2014-employee-engagement-organizational-culture-report

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

Telecom Unemployment Hits Big Low in October

posted by NextGen'rs |

The U.S. Bureau of Labor Statistics released unemployment figures for October and at 1.4%. This marks the lowest point for Telecom since even pre-Recession levels. Typically hovering around 4%, the unemployment rate for Telecom peaked at 11.5% in August of 2010 and has since moved downward steadily. In 2015 the number was under 2% for 4 of the 10 months, with October as the nadir at 1.4%.
The total number of Telecom workers has steadily declined as well, since 2005 when the workforce totaled around 1.1M. This past month the total number of telecom workers was tallied at 863,600, and has hovered around that number for most of the year.
Telecom companies have traditionally cut labor in the third and fourth quarters, so we could see this number move upwards. But right now the labor market is very tight for telecom. It’s unemployment rate is much lower than the overall unemployment rate of 5%, which has inched back up to pre-Recession levels.

What Does that Mean For Employees?

Congratulations you are in high demand and that means good job security

What Does This Mean for Employers?

If you’re looking for talent, the numbers are not on your side, and this means it’s time to adjust your hiring strategies.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

What 5G will Do to Designers

posted by NextGen'rs |

No Network Limits.

Speeds go up 1000x, so this isn’t like the “New and Improved” laundry detergent that gets your clothes maybe 3% cleaner. This will change everything, but how will greater access to just about everything affect the way you work? It means that you will have to set your own limit in terms of what you take in and look at for inspiration.

That’s So Last Year Becomes That Was So Three Days Ago.

Trends have been moving much more quickly in our social media world. Without network constraints this will accelerate more quickly for designers and eras will turn more into seasons.

Devices Will Be More Intuitive.

The machines will need us less (to tell them what to do) and will control more of our environment. The bad news is our species could be overtaken by machines but the good news is we may no longer need to set our thermostats every morning and evening.

Designs Will Be More Holistic.

The devices that win are the ones that play with others the best. This will create a more seamless use from home to car to work for all our gadgetry.

Virtual Reality is Next?

Facebook started with writing your thoughts then quickly turned to pictures and now video. What’s next? Well Facebook is betting on Virtual Reality, but it could lead to actual human interaction. Just kidding,virtual reality is more likely.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

You’re Ready to Quit. Not so Fast. Answer these Questions First

posted by NextGen'rs |

People, especially millennials are hopping jobs at an alarming rate. Maybe it’s just part of our new dynamic economy. More money and better titles often are easier to get with a job change than waiting on a promotion, but not so fast. Think about a few things first.

1. Is it really that bad?

Will it pass, this intolerable feeling about your job. Is it just a bad stretch or are you starting to connect a lot of stretches that could have long-term effects on your success? Don’t let roiled emotions make your decision, give it careful thought. Maybe a walk, a good night’s sleep. Go out to dinner and talk about it.

2. Is the Money that Bad?

College loans are no joke. How badly do you need money? It’s not everything, or so they say, but it’s pretty important.

3. Do You Have a Mentor?

This is maybe the most important intangible at your job. Is someone in management pulling for you? Is he or she getting good projects to you and teaching you things? This is a huge commodity. Do not undervalue it.

It’s a tough decision. Make it one you won’t regret later. This all becomes part of the story you tell about yourself that makes companies value you. You don’t want a story with all sorts of zig zags and blind alleys. You want a natural progression. Maybe it’s time you moved things forward, but don’t get impulsive. Jump when the time’s right.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

Hiring Managers Have this to Say to You

posted by NextGen'rs |

While all hiring managers are different, we’ve found there’s a remarkable similarity in the simple, standard things that they look for, or don’t want to see. Get these things right or their take away will be that this candidate just doesn’t get it, and doesn’t know how to deliver what I want. That’s not a good impression. Here are some simple insights we’ve gathered.

Your résumé should answer one key question.

It shouldn’t simply be you rattling off your job descriptions. It should show how you did something others couldn’t and hopefully how it has led you to be sitting in the chair opposite this hiring manager.

You can gain an edge with your cover letter.

It shouldn’t be a form letter that you’ve cut and paste different names onto. Make this personal and make an impact.

You can leave the subjective descriptions off the résumé.

Maybe you were excited while you were writing. It doesn’t impress us. Get back to the hard facts.

We may check references beyond your list.

But start by letting everyone know on your list that they’ll likely be called.

The phone interview is not a casual chat.

Don’t get bounced in the phone interview by not taking it seriously enough.

You can be too early to the interview.

Don’t show up more than 15 minutes early. No one will know what to do with you and it’s annoying.

We think a lot about your personality.

Work environments have grown more and more collaborative. We need to know your personality will work for us. It’s very important.

We want you to talk in interviews, but be concise.

We need to know all about you, but mental organization is important too. Don’t veer too far from the path you should be on.

Be honest in interviews, but not negative.

It’s better to say nothing at all then something negative when talking about old bosses and co-workers.

We want you to ask questions.

You’ve reacted to the questions, now show some initiative and curiosity and lead the discussion with some good questions for us.

Don’t forget the thank-you note.

And be quick about it, like the next day. An email is OK.

We’re hoping for some enthusiasm — but not desperation.

Hone your tone. Don’t overdo it, but show some energy.

About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.