Get to Know GMA! Meet Kara Chadwick – Sr. Recruiter

January 17th, 2024 by Staff

At Genie Matthews & Associates, we love forming personal connections with people in every aspect of our lives.

Just as we enjoy getting to know our clients and candidates on a deeper level to provide the best service for their individual needs, we want to provide insight on who we are beyond our professional expertise!

Our staff highlight of Kara Chadwick.

I’m Kara Chadwick, Sr. Recruiter with Genie Matthews and Associates.

After earning a BA in Public Policy Analysis from UNC-Chapel Hill (Go Heels!), I began my career in the cellular phone industry as a sales associate. I advanced quickly to District Sales Manager of Eastern NC/SC.

Following an outside sales role that proved too far from home, Genie welcomed me into the business in 2007. For almost 4 years, I learned the ropes of technical recruiting. I fell in love with the challenge of helping clients find great candidates and, in turn, helping great candidates find their next career opportunity.

In 2010, I ventured into the financial industry, and 1.5 years later I determined it was not the field for me! I came back to GMA for 2 years until deciding to seek a position working outside of my home office.

I accepted a recruiter role at my community hospital, recruiting nurses and other healthcare professionals. During that time, I completed my MS Management degree from Southern New Hampshire University. I was promoted to manage the hospital’s 400+ volunteer – Volunteer Services Department.

9 years later, with a husband, 2 small children and life happening all around, I once again asked Genie if I could come back to recruit with her – she said yes! 😊 I am excited to continue and grow our recruiting journey together!

Want to learn about our team and what sets us apart in this industry? Let’s get to know each other! Contact us for more information and let us know more about you!

2024 Engineering Salary Statistics

May 22nd, 2023 by Staff

Average Engineering Salaries

What is an engineering degree worth? Year after year, engineering jobs in the United States and abroad are paid the highest average starting salary.

How Much Do Engineers Make?

Engineers get top pay. According to the U.S. Bureau of Labor Statistics (BLS) engineers have a median annual wage of $100,640. The engineering field projects to have employment growth of 6 percent from 2020 to 2030. Nearly 146,000 new engineering jobs will be created over the next decade. One thing is certain: engineers will continue to play a major role in shaping the world of tomorrow.

So how much do different engineering careers pay? Review average engineer salaries by specific discipline or field:

Salaries by Engineering Industry
Industry	BLS Stats	Mean Entry-Level Salary¹	Mean Annual Salary²	Top 10 Percent³
Aerospace Engineering	National Labor Stats	$89,464	$127,090	$176,280
Biomedical Engineering	National Labor Stats	$65,904	$108,060	$159,130
Chemical Engineering	National Labor Stats	$70,555	$117,820	$171,400
Civil Engineering	National Labor Stats	$61,597	$97,380	$138,690
Computer Engineering, IT Engineer	Computer Hardware Engineers Software Developers	$75,069 $70,115	$140,830 $132,930	$208,200 $198,100
Construction Management	National Labor Stats	$60,449	$112,790	$163,390
Electrical Engineering	National Labor Stats	$71,403	$114,050	$166,970
Engineering Management	National Labor Stats	$99,000	$163,310	$221,550
Environmental Engineering	National Labor Stats	$61,184	$101,670	$150,840
Electrical Engineering Technology	Recruiter		$68,310⁴	$99,810⁴
Geological and Mining Engineering and Sciences	National Labor Stats	$69,879	$101,290	$158,540
Geospatial Science and Technology	National Labor Stats	$59,952	$75,300	$107,600
Industrial Engineering, Manufacturing Engineering	National Labor Stats	$71,896	$98,560	$134,990
Materials Science and Engineering	National Labor Stats	$71,550	$105,420	$162,300
Mechanical Engineering ME Salaries Details	National Labor Stats	$67,038	$100,820	$151,260
Mechanical Engineering Technology	National Labor Stats	$70,042	$111,280	$168,320
Mechatronics Engineering, Robotics Engineering	Payscale	$89,948	$89,948¹	$133,000¹
Surveying Engineering, Geospatial Engineering	National Labor Stats	$82,411	$71,060	$106,880
1: Figures from payscale.com, accessed May 2023 2, 3: Figures from National Occupational Employment and Wage Estimates, United States Department of Labor, dated May 2022 4: Electrical Engineering Technology figures from Recruiter.com for Private Sector, accessed May 2023

FULL ARTICLE AVAILABLE HERE: https://www.mtu.edu/engineering/outreach/welcome/salary/

Genie Matthews Ranked 10th of 1400+ NPAworldwide Recruiters

April 22nd, 2021 by Staff

We are proud to announce that Genie Matthews, President and Sr. Recruiter of Genie Matthews & Associates, has been named as the #10 Recruiter on this year’s NPAworldwide Top 25 Recruiters list! The awards were presented recently at the NPAworldwide Global Conference.

In addition to Genie’s individual award, Genie Matthews & Associates continues to be recognized as a Top 25 Recruiting Firm – ranking 16th overall this year.

Ranked among more than 1400 recruiters and 500 firms by the NPAworldwide Board of Directors, Genie Matthews & Associates continues a long-standing tradition of excelling in this prestigious network of recruiting partners.

Connect with our award-winning recruiting firm today, and let us put our experience to work for you!

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

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