5 Tips for Explaining Gaps in Your Employment History

May 20th, 2020 by Staff

There’s a misconception that it’s a red flag to recruiters if they see breaks in employment on a résumé. Job seekers tend to assume that companies prefer candidates with work experience that seamlessly flows from one employer to the next; many people worry about how to explain common occurrences such as being laid off, quitting a bad job before having a new one, taking an extended family leave or experiencing a personal emergency that temporarily takes them out of the workforce.

However, recruiters are used to dealing with candidates in these situations and rarely is it a cause for concern. It isn’t the break in employment that hurts a candidate’s chances at landing their next job, it’s often how they choose to describe the situation that mistakenly creates a negative perception of their temperament or abilities.

If you find yourself conducting a job search while unemployed or needing to answer questions about a previous gap in your employment, here are five tips to help you comfortably discuss your time out of the workforce and cast it in the best possible light.

1. Assume that recruiters have good intentions

Asking about why you are currently looking for a new job or inquiring about a gap in the years on your résumé is a routine practice for recruiters. They aren’t trying to uncover hidden secrets; they are simply making sure they can answer any questions about your background that may be asked of them later.

Recruiters are selective and do want to find and assess the best talent for their company or client, but that doesn’t stop them from hoping you’ll turn out to be a good match. When you prove yourself to be a strong candidate it saves them time and relieves some of the pressure to keep searching. If a recruiter wants to have a screening call or video interview with you, assume that they are genuinely interested in your background and are hoping that you are a fit.

2. Leverage familiar narratives

Most of the reasons that people find themselves unemployed are extremely common and can be explained quickly because recruiters and hiring managers are already familiar with the narrative.

Some examples of the kind of career disruptions employers run into again and again are: if you were laid off because it was (fill in the blank year when the economy was terrible or something bad happened in your industry), if a new CEO (or another senior leader) came in and replaced your entire team, or if your company was acquired, merged with another or went out of business. Employers also understand disruptions that are more personal, such as if you took time off to be a full-time parent, if you tried to launch a start-up but decided it wasn’t for you, if you or another family member had some medical concerns that needed to be addressed, or if your spouse’s career required a relocation.

These are the easiest explanations to give about an employment gap so if any of these situations apply to you, make sure you are simply presenting the recruiter with what is already a known and valid reason to be out of work. Don’t go into any additional detail about your departure or time off unless asked because there is a good chance that using one of these descriptions will be enough to satisfy their curiosity.

3. Be honest, but keep it light and positive

While everything you say in an interview needs to be genuine and accurate, it is not the place to share your most vulnerable stories. Recruiters and hiring managers don’t know you well enough yet to see your career journey and to appreciate what you have endured and learned.

Still…

To finish reading the full article by Kourtney Whitehead, go to: https://www.forbes.com/sites/kourtneywhitehead/2020/05/11/5-tips-on-how-to-explain-gaps-in-your-employment-history/#3324786f7fb5


2019 Engineering Salary Statistics – Engineers Get Top Pay

December 2nd, 2019 by Staff

Engineers Get Top Pay

What is an engineering degree worth? Year after year, engineering jobs are paid the highest average starting salary. According to the U.S. Bureau of Labor Statistics (BLS) engineers have a median annual wage of $91,010 and the engineering field projects to have employment growth of nearly 140,000 new jobs over the next decade. The bottom line: it is well worth the time and effort it takes to become an engineer. So how much do engineers make?

Industry BLS Stats Mean Entry-Level Salary1 Mean Annual Salary2 Top 10 Percent3
Biomedical Engineering National Labor Stats $60,958 $95,090 $144,350
Chemical Engineering National Labor Stats $65,618 $114,470 $169,770
Civil Engineering National Labor Stats $56,152 $93,720 $142,560
Computer Engineering Computer Hardware Engineers

Software Developers, Systems Software

$71,007

$68,436

$117,840

$114,000

$172,630

$166,960

Construction Management National Labor Stats $55,795 $103,110 $161,510
Electrical Engineering National Labor Stats $64,936 $101,600 $153,240
Environmental Engineering National Labor Stats $55,884 $92,640 $137,090
Electrical Engineering Technology / Mechatronics Recruiter $86,6904 $133,2804
Geological and Mining Engineering and Sciences National Labor Stats $61,977 $98,420 $151,030
Geospatial Science and Technology National Labor Stats $49,571 $68,340 $101,400
Materials Science and Engineering National Labor Stats $65,806 $96,930 $148,110
Mechanical Engineering National Labor Stats $61,538 $92,800 $136,550
Mechanical Engineering Technology National Labor Stats $44,274 $58,240 $85,430
Surveying Engineering National Labor Stats $48,360 $66,440 $102,220

1: Figures from payscale.com, October 2019
2, 3: Figures from National Occupational Employment and Wage Estimates, United States Department of Labor, October 2019
4: Mechatronics Figures from Recruiter.com for Private Sector, October 2019

Full article available here: https://www.mtu.edu/engineering/outreach/welcome/salary/


We’re Celebrating 25 Years!

April 4th, 2019 by Staff

Genie Matthews and Associates is proud to announce their recognition by National Personnel Associates (NPAWorldwide) for their 25 year tenure with the worldwide recruiting firm.   Genie Matthews and Associates offers professional recruiting services with a focus on technical management, engineering, and professional assignments in the chemical process, petrochemicals, pharmaceuticals, biotech, mining, fibers/resins, agrochemicals, and related industries.   Connect with us today and put our experience to work for you!

Visit us anytime here:  http://www.gmarecruiters.com

View our jobs here:  https://www.gmarecruiters.com/jobs/

#NPAWorldwide

 


Forbes has honored Genie Matthews and Associates

May 26th, 2017 by Staff

Forbes has announced the first ever Best Executive Search Firms in the U.S., and Genie Matthews & Associates is one of these incredible firms! Forbes collaborated Statista to release this first annual, highly exclusive America’s Best Executive Search Firms 2017 List.

The U.S. is chock-full of Executive Search firms, and they all claim expertise, but only the greatest have the right to be called one of Forbes America’s Best.   Connect with us today and see what we can do for you.

Read more or see the full list here:  https://www.forbes.com/best-executive-recruiting-firms/list/#tab:overall.


Genie Matthews & Associates named in NPA’s Top 25 Firms for 2016

April 17th, 2017 by Staff

One of the highlights of the NPA Global Conference each year is recognizing the top-performing firms and recruiters within the network and this year was no exception. In addition to presenting the Chairman’s Award, the Top 25 Firms were recognized.  Genie Matthews & Associates  ranked #16 in overall rankings among hundreds of firms, continuing a long standing tradition of placing within the Top 25 Firms of this prestigious network of recruiting affiliates.   Let our experience work for you!  Contact us today.


2015 Awards are presented…

May 6th, 2016 by Staff

Connect with a winning team!  Genie Matthews and Associates is very proud to announce recruiter and company awards for 2015.

Sr Recruiters,  GENIE MATTHEWS and JANET KING,  have both secured places in the NPAWorldwide Board of Directors’ Top 25 Recruiters of 2015 list this year.  Each will receive a plaque and a check for their hard work.  Great job Genie and Janet!

Genie Matthews & Associates, Inc.  collectively, was also recognized by NPAWorldwide as one of the Top 25 Revenue Achievement agencies for 2015 and was recognized in the #9 spot in the  IPA Agency Awards for 2015.


Top 10 Reasons to Call a Professional Recruiter

August 27th, 2015 by Staff

By Dave Nerz

I am a pretty independent and resourceful person. I like a good challenge. I am willing to try almost anything once. Maybe you are the same?

So when something breaks in my house, I will give it go and try to fix it myself. The air conditioner went out last week and I gave it a try. Flipping breakers, replacing filters, oiling fans, etc. No success. The feedback was pretty immediate, no cold air meant sleeping in a house that was near 85 degrees Fahrenheit, so fairly hot and uncomfortable for Michigan. Time to call a professional. Next day, the HVAC professional got us back on the path to cool air and comfortable sleeping.

When tax time comes around, I could do it myself for home, but the business is too important to mess with the do-it-yourself models. We are in business for reasons other than doing the taxes…that is something a professional needs to do. If I get a letter that requires legal review and attention, a professional is called in to help. Professionals serve a purpose and frequently do things better, more effectively and with less negative consequence than going it alone.

So what does this have to do with recruitment? These are tough times to find and attract qualified talent. So why are so many using employers using homegrown, do-it-yourself, and internal methods? Maybe independent recruiters need to better explain the value they deliver. Or perhaps being a professional recruiter is so easy anyone can do it?

Here are some reasons I think using a professional recruiter makes more sense than homegrown methods of recruiting.:

Top 10 Reasons to Call a Professional Recruiter

10. Hiring a recruiter keeps you focused on your core business.

9. Recruiters know employment law. One false move on your own could cost you way more than what you might save on a fee.

8. Recruiters can engage candidates that you cannot. For example, the best talent at a competitive business.

7. Your time is worth money. Your time and your staff time is not free.

6. Missing opportunities to get the right candidate can be very costly.

5. Recruiters will make you define the job requirements in a clear and accurate way. This gives you a higher likelihood of retaining top talent. People leave because the job was not what they were told it was.

4. Recruiters will find talent for you for years into the future once you have them on your radar. They may locate a talented candidate that is a super fit in your organization two years after a targeted search is completed.

3. Recruiters will help reduce the time to hire. Open positions are costing you money. Filling openings quicker saves you money.

2. Recruiters can negotiate salary, benefits and details less emotionally and with greater likelihood of success than you can directly.

And the number one reason you should hire a professional recruiter is:

1. A recruiter can make you money – if a professional recruiter finds even one significant candidate you might have missed on your own, or better yet, brings you a talented candidate long after a specific search is done, that candidate can drive thousands of dollars of profit to your bottom line over a 10-, 20- or 30-year career.

When it comes to attracting and retaining key talent, can you afford the homegrown, in-house method versus the use of a professional recruiter?

Read the original article:  http://npaworldwide.com/blog/2015/08/18/top-10-reasons-to-call-a-professional-recruiter/


How to Get Great Job References

August 19th, 2015 by Staff

You’re this close to landing a new gig, and your potential boss has asked for references. You jot down a few names, assuming it’s a formality. Mistake. Those references can make or break you: Approximately two out of three employers said they have changed their mind about a candidate after speaking with a reference, according to a 2012 survey by the job-search site CareerBuilder.com. Next time, remember these guidelines.

Don’t Blindside Your References by Listing Their Names Without Telling Them

Be sure to tell anyone you might list as a reference what job you’re applying for in advance, says Mary Ellen Slayter, a career expert at the job-search site Monster.com. Then make sure she wants to vouch for you. Ask, “Do you feel you can provide a strong reference for me in that role?” You want to make sure your reference is willing to say good things about you and can visualize you in this specific job. If she is unenthusiastic or voices concern about whether you’re right for the position, go to someone else.

Do Coach Your References

People are busy, so don’t assume they can recall that killer sales presentation that you did three years ago or that time you brought in two new clients in a week. Offer to help prep your reference by e-mailing details of your recent career achievements. “Make it easy by mentioning a few key skills and projects,” says Jaime Klein, the president of Inspire Human Resources, a consulting firm in New York City. The better you prepare your references, she says, the more willing they will be to help.

Don’t Assume the Employer Will Limit Its Check to the Names You Provided

Companies can call anyone you’ve ever worked with to ask about you. You have no control over what these people say, but that’s all the more reason to make sure that your own references sing your praises, says Abby Kohut, a career consultant who runs {{AbsolutelyAbby.com, a career-advice site. When choosing your references, think executives and direct supervisors, not cubicle mates. But don’t list bigwigs so high up the ladder that they barely remember you. You don’t want a potential boss to think that you’re forgettable

 

Read the entire article here:  http://www.realsimple.com/work-life/life-strategies/job-career/job-references


What are you waiting for? Push the EASY button.

July 29th, 2015 by Staff

The chemical industry is HOT!  If you have thought about a new position lately, now is the time to look.   We have great companies in need of qualified chemical engineers, electrical and maintenance engineers and a variety of related positions in the chemical and food processing industries.  Great opportunities are available from coast to coast.     Easy online application system or connect with us today and get started on your new career.  Genie Matthews & Associates brings decades of experience and a worldwide network of affiliated sources to your next job search.


GMA welcomes Dave Payleitner, engineering and technical recruiter!

June 22nd, 2015 by Staff

Dave brings a combined 25 years of successful engineering and technical recruitment experience within the refining, petrochemical, specialty chemical, telecommunications, manufacturing and EH&S markets.  He was previously an on-site RPO Sr. Recruiter for Honeywell’s UOP subsidiary, an international supplier of process technology, products and engineering services to the refining, petrochemical, gas processing and bio-renewable energy industries located in Des Plaines, IL.  Dave has also worked as a Sr. Recruiter with Motorola supporting the corporation’s Mobile Devices, Cellular Infrastructure and Enterprise Communications business units and also as a Sr. Recruitment Consultant in the retained search and research recruitment arenas. Put Dave’s expertise to work for you today. Contact him at dave@gmarecruiters.com or 847-736-2661.