June 3rd, 2014 by Staff

Susanne recently placed a Sr. Environmental Engineer at a $100k+ salary and outstanding benefits with one of our world leading clients.   Looking for a change?  You could be next.     Contact Susanne today at susanne@gmarecruiters.com  or 704.997.8127 for expert assistance with your career search.

Another great placement experience…

April 30th, 2014 by Staff

CONGRATULATIONS  Janet King on placing a Plant Manager in Minnesota!   Janet worked diligently with our affiliate agencies to produce another satisfying candidate experience and placement.  Great job Janet!

Placed in less than 30 days…

April 30th, 2014 by Staff

CONGRATULATIONS to Genie Matthews on placing an Operations Manager in Nebraska!  Great Job Genie!   Connect with Genie today for your personalized experience.

Value is in the eye of the beholder…what does your resume say?

April 3rd, 2014 by Staff


Defining Your Value Proposition?
{Click on the title above to read the original article on Careerrocketeer.}

A newly coined term that has become ubiquitous over the past decade in the Job Search sphere is Value Proposition. You’ll read and hear about it in association with networking, writing a resume and conducting an interview. The first step in defining your Value Proposition is also where many go wrong; they fail to understand that value, just like beauty, is in the eyes of the beholder. To find your true value you must first know what people need and want from you more so than concentrating on what you have to offer.

IN A RESUME: In many new style resumes you will find various sections titled Value Proposition. Some include a text box listing highly desired skills and keywords under the section heading of Value Proposition. Some resumes include a section where they expound on valuable character traits an employer desires and title this section Value Proposition. Some resumes will list relevant achievements and accomplishments and this area is called Value Proposition. All three approaches can be successful in a resume as long as you know what the employer values most and where and how to visually place it in the resume for maximum effect.

IN AN INTERVIEW: Here too value is in knowing what the employer needs and values most in this hire and addressing that point above all others.

For instance: Company A looking to hire a new Sales Manager might consider long established customer relationships in their field as the most important value in a new hire. Company B in the same field might consider the ability to build and lead a team from scratch as the most valuable asset in a new hire. Company C also in this field might value the ability to change the existing culture and sales process as the most valuable asset in a new hire. Finally Company D in this same field might consider the ability to set goals and monitor revenues and budgets as the most valuable factor in a new hire.

As a seasoned Sales Manager who excels at all of the qualities listed above you need to know the importance each of the employers places on each skill and ability and how much and when to emphasize each during an interview so you are offering the employer maximum value for their specific need. If you focus your Value Proposition in the interview on the wrong values the company will view you as a highly qualified candidate but not the one we need to hire at this time.

IN NETWORKING: This is where I will often cut against conventional opinions. I feel your Value Proposition is molded around what you can offer to others and not about what they can do for you. For instance, when you’re participating in a 1-2 minute round robin networking event with 10 other people, 9 of them will tell you about themselves and I propose you spend your time telling the other 9 people what it is you can do to help them.

The same holds true when you make a new contact. Don’t start off telling them what you need from them or what you can offer someone they might know. Start off by telling them what the value in knowing you is for them. It can be your willingness to introduce them to others, your willingness to share nonproprietary business information, your willingness to help them on a task or project they are having difficulty with. This is a real Value Proposition they will remember you for.

This same wisdom holds true when you propose to connect on LinkedIn. Tell the person why you can be a valuable contact for them and invite them to use you, reciprocity is a given but they will be more receptive knowing the connection is a 2-way street.

Will your application make it to the Finalist List?

March 20th, 2014 by Staff

You’ve put a lot of time and effort in perfecting your resume…Follow these tips to make sure your application doesn’t end up in the trash…

see the original article here….http://govcareers.about.com/od/JobSearch/tp/10-Mistakes-That-Will-Get-Your-Job-Application-Thrown-Away.htm

When hiring managers post jobs, many times they get many more applications than they care to go through. They want to find that needle in the haystack that is the perfect person for the job, but it can be incredibly tedious to go through a pile of applications.

Hiring managers look for things to weed out people who are unlikely to be successful in the job. They also want to get the hiring process over as soon as possible, especially if the position has been vacant for a while.

Don’t make your application one of the first ones discarded. Avoiding these common job application mistakes will help keep your application out of the garbage before the hiring manager gets serious about compiling a list of finalists.

1. Not Following Instructions on the Job Posting or Application Form

Like in grade school, the instructions for any assignment are incredibly important. Most people have had the experience of a teacher handing out a quiz with directions at the top saying to write your name and answer none of the questions. This trick is designed to teach students the importance of reading directions before beginning a task.

Some adults still haven’t learned that lesson. Follow instructions in thejob posting and on the application form. Failing to do so will get your application thrown away because it shows the hiring manager that you lack attention to detail.

2. Leaving Fields Blank on the Application
 Human resources professionals and attorneys spend hours creating and revising application forms. Leaving fields blank leaves the hiring manager with less information about you than he or she has about other candidates.Much like neglecting the application form’s directions, leaving fields blank shows a lack of attention to detail. Tossing incomplete applications is an easy way for a hiring manager to cut down the number of applications that must be considered.

3. Turning in the Application Late

There is no legitimate excuse for turning in an application late. Even if you discover the job posting until two hours before it closes, you must get the application turned in on time. Hiring managers have very little information for basing their decisions. If the only thing you have ever turned into this person is late, that doesn’t bode well.If a hiring manager already has a sizable applicant pool by the closing date, the hiring manager may discard all applications turned in past the deadline. Hiring managers cannot toss out one late application simply for lateness without doing the same to all late applications. As long as they do this with all late applications, they are justified in doing so.

4. Spelling and Grammatical Errors

Spelling and grammatical errors look unprofessional on job applications. If you know you’re a bad speller or self-editor, get someone to proofread your application or at the very least run it through the spell check feature of a word processing program. One or two errors probably won’t get your application tossed in the garbage, but several of them will. 

5. Not Explaining Gaps in Employment

in employment are not always a bad thing, but they do raise a red flag for hiring managers. If left unexplained, hiring managers will assume the worst.When you have a gap in employment, be sure to explain what happened. Don’t let a hiring manager assume you were fired for cause when you really left to take care of a sick parent or newborn child.

If you left on bad terms, say so. It is better that a potential employer find out this information from you up front than later in a reference check with a previous supervisor. You may have only a small box on the application to enter your explanation, so be careful how you write your reason. If the space is available and it is appropriate for the situation, explain what you learned from that experience.

6. Not Including All Required Attachments

When a job posting requires more than a completed application form, the organization is telling you that they will use these additional materials to make the hiring decision. If you omit these materials, the hiring manager is missing information to compare you with other applicants. Therefore, the hiring manager will throw out applications that do not include all the required attachments.

7. Failing to Tailor Application Materials to Each Job

When you apply for a job, you want to show the hiring manager that you are the right fit for the job. The best way to do this is to tailor your qualifications to the knowledge, skills and abilities listed in the job posting. Whether accurate or inaccurate, failing to do this shows the hiring manager that you do not care enough about getting the job to spend the time to thoughtfully consider what the job entails and how to show that you can do it.Experienced managers can spot a person’s base cover letter. If you don’t take the time to write a new cover letter or at least edit your default one, why should a hiring manager take the time to read what you send in for every other job?

8. Applying to a Job You Are Obviously Overqualified For

Hiring managers want new hires that are a good fit for the position and will stay for a reasonable amount of time. Someone with a doctoral degree and 20 years of experience in academic research who applies for an administrative technician position can obviously perform the tasks required for the job; however, this person is almost certainly a bad hire. Such an individual is overqualified for the position. This person would find the position boring and would begin looking for work soon after coming onboard.Applying for a position far beneath your credentials looks suspicious. Hiring managers wonder what went wrong in previous jobs that cause you to seek for a job that appears beneath your abilities.

9. Applying to a Job You Are Obviously Unqualified For

Do not apply to be an astronaut if the last math class you took was Algebra II. Applying for a job you are obviously unqualified for wastes your time and the employer’s time. If you do this consistently, you will develop a reputation for taking wild shots in the dark with your job applications, so when people see you apply for a job you’re qualified for, they’ll be less likely to take you seriously.

10. Leaving the Reader Confused

When hiring managers look at application materials, they want a clear and concise picture of what each candidate will bring to the job. Using too many big words will bore readers and make them want to stop half-way. Be as brief as possible while giving a thorough explanation of your work history and why you would be good for the job.Make sure that your ending and beginning dates for each job are accurate. A typographical error on a year will confuse readers. It could look like you have an unexplained gap in employment or that you held two jobs at the same time when you really did not.



Congratulations to Janet King, Sr. Recruiter

February 26th, 2014 by Staff

Janet recently placed an EHS Coordinator in less than 90 days through our affiliate networks.  Great work Janet!   Give Janet a call or email now to get started on your next career move.   janet@gmarecruiters.com     225.892.2196

Genie Matthews & Associates receives 2013 North Carolina Excellence Award

January 28th, 2014 by Staff

January 28th 2014 – Genie Matthews & Associates has been selected for the 2013 North Carolina Excellence Award amongst all its peers and competitors by the Small Business Institute for Excellence in Commerce (SBIEC). Each year the SBIEC conducts business surveys and industry research to identify companies that have achieved demonstrable success in their local business environment and industry category. They are recognized as having enhanced the commitment and contribution of small businesses through service to their customers and community. Small businesses of this caliber enhance the consumer driven stature that North Carolina is renowned for. Genie Matthews & Associates has consistently demonstrated a high regard for upholding business ethics and company values. This recognition by SBIEC marks a significant achievement as an emerging leader within various competitors and is setting benchmarks that the industry should follow.

Calling all chemical engineers and more! Put this great team to work for you today!

July 23rd, 2013 by Staff

CONGRATULATIONS to Kara Smith, Genie Matthews & Associates Inc., NCFA-670, on being the #1 Counselor for April 2013 in the IPA network.   Genie Matthews & Associates has achieved the #14 spot on the Top 25 firms with IPA year-to-date 2013.    Our commitment to our candidates and client companies goes far beyond finding you a job.  We want to enhance your career with opportunities in world leading organizations.   Connect with us today.  Let’s get started on your career goals.

Top 10 Cities for a Great Career in Chemical Engineering

July 23rd, 2013 by Staff

Baton Rouge is the place to be for chemical engineers, as the city ranks top 10 in ValuePenguin’s report on the “Best Cities for Chemical Engineers” to work.

The report ranked U.S. cities based on salary, cost of living and concentration of chemical engineers in the city as a proportion of all occupations relative to the national average.

Baton Rouge ranks third, with a median salary of $108,240, 1,340 chemical engineer jobs, with a score of 93 for cost of living, which was based on data sourced from Sperling’s Best Places cost of living calculator.

New Orleans ranked 20th, with a median salary of $94,480 and 250 jobs for chemical engineers.

Baton Rouge had the highest location quotient, which can be inferred to mean a relatively high demand for chemical engineering services, according to ValuePenguin, a group that analyzes and produces research, reviews and data on a variety of topics.

Click on the link below for the complete list of top 10 places to be if you are a chemical engineer.

Top Cities for Chemical Engineers

Interview Blunders and what NOT to do!

July 17th, 2013 by Staff


Top 20 Interview Howlers


Here at Recruitment Buzz we have trawled the web and sourced the 20 most incredible candidate blunders. If you thought you had seen and heard it all, take a look at these…



1. Candidate answered their mobile phone and asked the interviewer to leave her own office because it was a “private” conversation.

2. Candidate told the interviewer he wouldn’t be able to stay with the job long because he thought he might get an inheritance if his uncle died – and his uncle “wasn’t looking too good.”

3. Candidate asked the interviewer for a ride home after the interview.

4. Candidate smelled his armpits on the way to the interview room.

5. Candidate told the interviewer he was fired for beating
up his last boss.

6. Candidate took out a hair brush and brushed her hair mid-interview.

7. The candidate talked about promptness as one of her strengths after showing up 10 minutes late.

8. The candidate took off his shoes during the interview.

9. The candidate asked for a sip of the interviewer’s coffee.

10. Candidate told the interviewer she wasn’t sure if the job offered was worth “starting the car for”.

11. Candidate said he had had to quit a banking position because he was always tempted to steal.

12. Candidate denied that he had a cell phone with him even though it could be heard ringing in the briefcase beside him.

13. Candidate asked to be paid “under the table.”

14. Candidate commented that he would do whatever it takes to get the job done, legal or not.

15. Candidate called his wife to see what they were having for dinner.

16. Candidate called in sick to her current employer during the interview, faking an illness.

17. Candidate said he didn’t want the job if he had to work a lot.

18. Candidate flushed the toilet while talking to interviewer during phone interview.

19. Candidate said he didn’t like getting up early and didn’t like to read.

20. The candidate wore a Boy Scout uniform and never told interviewers why.