Articles by: DCA
The quickest way for your resume to get thrown out is to submit it with mistakes. Beyond the obvious grammatical and spelling that will cause your resume to immediately be rejected, there are 5 other BIG mistakes to be aware of and stay away from:
1) Not including keywords that match the job. Your resume must show that you are qualified for the job, so include keywords on your resume to refer to the specific position. You have very little time to grab a hiring manager’s attention so don’t send a generic resume. You will be lost in the pile.
2) Focusing on the wrong thing. Candidates often explain their responsibilities but forget to include results. Set yourself apart from the pack by highlighting specific accomplishments. The more quantitative, the better. In fact, numbers and metrics speak louder than words.
3) Being too modest. Don’t forget to include any awards or recognition you’ve received such as “President’s Club Member” for being over quota by 25%. Also include any community service awards you received. Hiring managers look favorable upon people who not only work hard at the office but make a difference in the community as well.
4) Leaving unanswered red flags. Candidates usually wait until the first interview before addressing any gaps that may be on their resume. Big mistake. Most candidates won’t even make it to a first interview if the issues are not explained on their resume, cover letter or even LinkedIn profile. So if you moved around a lot in your career, it would be to your benefit to explain the reasons for your movement.
5) Writing too much. When writing your resume be as succinct and concise as possible. Keep your resume to 1 or 2 pages max. Bullet points and short paragraphs enhance readability. Limit your resume to the last 10 – 15 years of work experience. You don’t need to include everything you ever did.
If you have any stories about resume blunders, please share or comment below.
The Direct Companies of Direct Recruiters, Inc. and Direct Consulting Associates, recognized the Best of Best for 2016.
Congratulations to all our winners!
Charles oversees and manages DCA’s recruitment team and works closely with clients to understand and satisfy their recruitment needs. He is committed to quality and results and the success of DCA.
Frank Myeroff, DCA President, stated “A great recruiter and recruiting manager possess certain qualities that we see in Charles. He exemplifies the excellent listening skills, relationship building abilities, team building skills and business savvy required. In addition, Charles will always go the extra mile to find the best IT talent for our clients. The fact that he gives us his best everyday, is why he is our Recruiter of the Year.”
Contact Charles Aiken III at 440-996-0867 / firstname.lastname@example.org.
Shayla serves as an IT Recruiter for DCA. On a daily basis, she identifies, screens, and qualifies IT consultants and candidates for open positions. She is top notch when it comes to matching the right consultant with the right opportunity. Shayla is very goal oriented and loves to take on new challenges. Nothing is too big for her to tackle.
“What I like best about Shayla is that she digs in and welcomes each assignment with high energy. Our team can always rely on her to overcome any obstacles in order to deliver results. She is certainly a go-getter,” commented Frank Myeroff, DCA President.
Contact Shayla Jastrzebski at 440-996-0873 / email@example.com.
DRI’s Operations Employee of the Year: Jordan Freireich, IT Manager
This award goes to excellence in overseeing the daily operations of DRI & DCA.
Jordan Freireich works closely with President, Dan Charney and COO, Shel Myeroff. Jordan is responsible for all aspects of the technology database for DRI, which includes maintaining their software, as well as implementing and training the DRI team of new program features which will increase productivity and efficiency. Jordan’s strong organizational skills combined with his keen attention to detail enables him to look for innovative ways to enhance the company’s performance.
“Jordan makes a positive impact on both DRI & DCA through technology and operational efficiency. He continuously implements innovative solutions to business processes and effectively manages and executes IT strategies,” said Dan Charney, DRI President & CEO. “Everyday he displays excellence and true commitment to the success of our companies.”
Contact Jordan Freireich at 440-996-0587 / firstname.lastname@example.org.
This award recognizes an employee who is a top producer that displays leadership, hard work and dedication to DRI’s process and values.
Jason Herbert has worked with clients to find high-impact talent to build their teams for over 10 years with DRI. He is committed to quality and results, while developing and maintaining long-term relationships with client companies. He makes it a priority to assess client staffing needs and expectations, to find talent required for long-term growth and success.
According to Dan Charney, DRI President & CEO, “Not only was Jason a top producer in 2016, he has consistently gotten better and built his practice over the past ten years. He is a leader within our great organization and I am proud to honor him.”
Contact Jason Herbert at 440-996-0591 / email@example.com
DRI’s Rookie of the Year: Doug Kellermeyer, Project Manager of Government Technology & IT/Cybersecurity.
The award goes to an outstanding employee who has been at DRI for eighteen months or less, and has shown a high level of performance throughout DRI’s approach to the recruiting process.
Working closely with Ryan Lange, Partner, Government & Security, Doug qualifies and recruits candidates to find the best cultural and organizational fit for his clients. He is determined, goal-oriented, and driven to develop new skills and take on complex challenges.
According to Ryan Lange, “In just 18 months, Doug has showcased the abilities it takes to become a consistent top-performer and leader here at DRI. There were 8 other individuals that could have been named DRI’s Rookie of the Year, but in the end Doug’s performance combined with his commitment gave him the edge. He is the first person to arrive to the office and last to leave. If Doug continues his commitment and development, he will have a very bright future here at DRI.”
Contact Doug Kellermeyer: 440-996-0876 / firstname.lastname@example.org.
January 5, 2016
By Christy Fox, Marketing Specialist
A new year brings new opportunities to make positive first impressions, whether it’s with new clients, networking connections, or with job interviewers. Especially in job interviews, hiring managers are looking for a certain skillset, but research is showing that building rapport is becoming increasingly as important. This could be described as communication that develops trust, chemistry, and establishes good relationships.
In a recent study led by Brian W. Swider, Georgia Institute of Technology, 163 mock interviewers were rated by competency after introductory small talk with an interviewer. The study showed that those who sparked a sense of trust with the interviewer received higher overall scores than those who did just as well on the interview, but did not build the same chemistry as the others (Wall Street Journal).
Although interviews can be nerve-wracking, it is important for candidates to show personality and try to build chemistry with the interviewer. Here are 3 tips to building rapport during an interview:
1. First and foremost, remember basic interview etiquette. Make sure that your appearance is appropriate for your interview and the job itself with how you dress and accessorize. Aside from dress, be aware of your body language and what you might be communicating with it. Make eye contact, smile, and avoid sitting with legs and arms crossed. Additionally, be polite and genuine when answering interview questions.
2. Find common ground with the interviewer. Making small talk is the key to building rapport, especially by finding shared experiences the two of you have in common. This can be done by actively listening to the interviewer, or simply paying attention to your surroundings. For example, you may walk into your interviewer’s office and notice that you are a fan of the same sports team, which immediately gives you a way to make a connection with him or her. Take note to analyze the situation first and be certain that the hiring manager is open to small talk to avoid coming off as too familiar and casual.
3. Show your personality. Interviews are chances to show off your personality that may not be obvious on your cover letter or resume. Being prepared to discuss your experience with real-life examples of work related other activities you are involved in. Remember to be yourself in your interview no matter how nervous you might be, and have a sense of humor. It is important to showcase the qualities that will give the interviewer a sense of how it might be to work with you.
Building rapport is a useful skillset to have not only for interviews, but also a variety of professions. What strategies have you used to build rapport during interviews?
The following are seven talent trends shaping the HIT workforce in 2017:
- C-level title of chief robotics officer rises. Expect more than half of healthcare organizations to have a chief robotics officer (CRO) by 2025. Since healthcare is an industry where robotics and automation play a significant role, the CRO will have a similar status to that of the CIO today within the next few years. The CRO and their team will manage the new set of challenges that comes with Robotics and Intelligent Operational Systems (RIOS). They will translate how to use this technology and how it is linked to customer-facing activities, and ultimately, to organizational performance.
- Talent raids to acquire HIT leaders. Top-tier HIT talent is a core factor in the success of any healthcare organization. Yet there is an insufficient talent pool from which to acquire IT leadership. This labor shortage is causing those on the front lines to talent poach from other healthcare organizations. Right now, the competition for highly qualified and experienced leaders is at an all-time high due to several factors including an underinvestment in leadership development and tighter operating margins that influence workforce strategies.
- Videoconferencing for telehealth grows in popularity and jobs. While not exactly new, videoconferencing is gaining popularity in healthcare due to the advances in HIT infrastructure and communication as well as the need to serve the aging population and those residing in remote areas. Healthcare practitioners are increasingly adopting these interactive video applications to offer better access to healthcare as well as deliver improved patient care at reduced prices. Additionally, patients are finding benefits to using this real-time, two-way interaction since it enables healthcare providers to extend their reach of patient monitoring, consultation, and counseling. The most popular HIT professionals sought after in videoconferencing are implementation specialists and telehealth directors.
- Burgeoning cybersecurity job market. Healthcare organizations of all sizes are in the hunt for skilled cybersecurity professionals. Just about every day there’s a story regarding a data breach incident within the healthcare industry. Many of these incidents could be attributed to unfilled cybersecurity jobs. Since the current demand is greater than the supply, a career in this sector can mean a six-figure salary, job security, and upward mobility. The cybersecurity industry as a whole is expected to grow from $75 billion in 2015 to $170 billion by 2020, according to Forbes.com. In addition, the demand for the cybersecurity workforce is expected to rise to 6 million by 2019 with a projected shortfall of 1.5 million.
- Working remotely fully takes off. Working from anywhere and at any time will become a normal every day thing. By 2020, it is expected that 50 percent of workers in the US will be working either from home or another remote location. Having virtual employees is not only a way to get things done round the clock, without commuting, and with hard-to-find skill sets, but is also a way to meet the needs of employees who don’t live near the organization.
- Boomerang employees more common. Boomerang employees are employees who leave an organization only to return back to that same employer sometime later. Rehiring these former workers are on the rise. With HIT talent at a premium, it only makes sense. HIT Managers know that hiring back someone they know is easier than recruiting new blood plus it saves money on training and development. In addition, there’s an immediate ROI.
- 3D technology careers wide open. Everyone is talking about 3D printing these days. It is expected to be the top medical innovation in 2017 for the reason that it could change everything for transplants and prosthetics through customization. As the 3D industry continues to evolve in 2017, the job market is wide open. In fact, jobs are appearing faster than candidates can be recruited. Young HIT professionals, especially software developers, should see this market as having huge potential for beginning a new career.
December 13, 2016
Direct Consulting Associates (DCA) is pleased to announce that Thomas M. Clark has joined them as the Vice President of Operations.
Tom’s recent experience in Executive Recruiting and Critical Staff Augmentation are the perfect complement to his business, healthcare, and extensive leadership experience. Tom’s track record of success within the Direct Companies includes building and leading the Military Transition Practice, Military Leadership Excellence Practice, and Supply Chain & Logistics Practice areas at Direct Recruiters, Inc. over the past 2 years.
“We were very pleased when Tom accepted this position,” says DCA’s President, Frank Myeroff. “Tom is a proven leader who has the experience and track record of delivering results. He’s the right person to build on DCA’s success and lead us to the next phase.”
Tom is a former U.S. Army Captain and Airborne Ranger that led troops in combat in the global war on terrorism and served as a subject matter expert on logistics. After his military career, Tom successfully managed high growth, multi-division, multi-billion dollar businesses and led teams at organizations like Staples, Cardinal Health and Cleveland Clinic. He is a passionate executive level leader and is a certified Lean Six Sigma Black Belt. He has a proven track record in for-profit, nonprofit, government, publicly traded, and privately held organizations.
Tom is a Supply Chain Services Management Officer Graduate from the US Army Quartermaster Center & School, Fort Lee, Virginia and earned his Bachelor of Science in Business Administration from John Carroll University, Cleveland, Ohio with a dual major in Business Management and Logistics.
In his new role, Tom oversees the day-to-day operations and focuses on strategic planning and goal-setting to support the growth of DCA. In addition, Tom assesses new business opportunities and believes that real success is achieved by delivering exceptional results and building long-term relationships.
DCA is the relationship-focused IT staffing firm that assists top-tier organizations with recruiting and acquiring high-impact IT talent for mission-critical technology initiatives throughout the country.
To contact Thomas M. Clark, 440-996-0874 or email@example.com.