Job Search News From ITS
Leading Provider of Job Hunting Assistance
Here is a random selection of recent press releases. Reload this page to see a new set. All our press releases can be viewed through the links here organized by month. We pack these with helpful insights and suggestions for those looking for a new job.
What Distinguishes You in a Crowded Employment Market
Denver, CO — May 1, 2006
What distinguishes you from your competition? Why should an employer select you over the many other applicants for the same position? What added value do you bring? According to ITS, job seekers need to have credible and compelling answers to these questions if they expect to prevail in today's highly competitive job market.
We market our clients based upon pliable skills. Each resulting in techniques obtained or lacking for job hunting success. Each being a benefit in your move forward towards a new and better executive job.
With an experience base of many thousands of clients, ITS maintains that executive or professional job seekers today typically are unable to identify 50% of their own assets and skills, simply because they are too close to their own situation. That is why new clients are asked to complete an online Marketability Evaluation, a Behavioral/Personality Assessment and a Career History and Marketability Profile (CHAMP) prior to launching their job search campaigns.
These tools enable ITS professional consulting teams to identify 15 to 25 additional skills or distinguishing characteristics which, if properly communicated to employers, can often result in more offers in far less time than might otherwise be possible. Assets that job seekers frequently overlook include common things such as leadership skills or the ability to build, manage and motivate a team, as well as many more specific strengths, such as being able to shift priorities in rapidly changing situations.
For additional information get our free book "The ITS Professional Job Changing System" by Bob Gerberg, contact Carter Scott at 1-866-304-6900 or visit http://itspersonalmarketing.com.
Our founders are high level executives, each with 20 year's experience in recruiting and career services. With an entirely new concept and substantial funding, we attracted other highly experienced professionals who have become major shareholders in the firm. The collective wisdom our career executives possess from managing tens of thousands of successful searches is considerable.
News Contact: Tom Lever
60 Percent of Job Seekers Change Industries
Denver, CO — May 18, 2006
When you are thinking about changing jobs, you need to take a close look at yourself and the industry you're working in. For better or worse, you will quickly find that, compared to a decade ago, you have changed, your career field has changed, and your industry has changed.
Today, you must be prepared to market yourself with sufficient skill and integrity to attract employers in many industries. People who see themselves as specialists, or in one industry, may mistakenly believe they are locked into one type of business.
Others feel they have few available options because they are generalists. The reality is that executives of all ages are making moves into new careers and frontier industries. Many find such choices allow them to have greater income and more challenge. In this section, we will share some basics we have learned from the many executives we have helped to change industries.
Initial help involves doing an exhaustive analysis to surface your assets. Then match them against a range of opportunity areas. The key point to remember is that transition to a new industry is easier than it used to be. Historically, people have overrated the barriers and underrated their abilities to make contributions in new areas in a relatively short time frame.
As a rule, identify a range of possibilities that people may not have uncovered, or considered on their own. Of course, we also consider traditional areas and large firms. Ultimately, clients select their own goals.
We tend to favor growth industries. Why? Because a fast growing firm generally means higher pay, faster promotions and more valuable stock options giving people a meaningful chance of accumulating some wealth and job satisfaction. Stated another way, with all things being equal, why join a firm in the steel business or other mature industries where stock options may prove meaningless?
Growth companies are usually driven by shareholder value. Every employee receives more options each year. In private firms, employees often receive options to buy stock at only 10 percent of the price extended to VCs.
Of course, there are restrictions regarding tenure with the company. But if a person joins a growth company, they have the potential at any age for compensation in stock options that can go far beyond their salary
For additional information get our free book "The ITS Professional Job Changing System" by Bob Gerberg contact Carter Scott at 1-866-304-6900 or visit http://itspersonalmarketing.com.
Our founders are high level executives, each with 20 year's experience in recruiting and career services. With an entirely new concept and substantial funding, we attracted other highly experienced professionals who have become major shareholders in the firm. The collective wisdom our career executives possess from managing tens of thousands of successful searches is considerable.
News Contact: John Singleton
ITS Cites 'Achievement Pyramid' as Key Factor in Job Search
Denver, CO — May 22, 2006
Bob Gerberg Jr., CEO, contends the "Achievement Pyramid" is emerging as a key factor in job search today. ITS (http://itspersonalmarketing.com) is the nation's leading firm in providing technology and team resources to assist professional, managerial and executive job seekers. It also serves employers sponsoring outplacement services.
"In today's competitive market," Gerberg pointed out, "it isn't enough merely to list your achievements. You've got to figure out which ones are most marketable, most in demand in your job market. Those are the achievements that should be positioned prominently in your resume. If possible, the others should be communicated to show strong supporting strengths. If you have achievements in operations and sales, for example, and the operations skills are in demand, they should be emphasized, with sales positioned secondarily as an additional strength that has enabled you to contribute in many areas.
But looking beyond the resume to letters and interviews, you need to go past that. You have to take the achievements at the top of the pyramid and show how they apply to the employer's current challenges. At ITS, we spend a good deal of time with our clients on defining the precise areas where a client will be able to make the largest contributions. They're then prepared to make the employer's future the primary subject of discussion, bringing in stories about their 'top of the pyramid' achievements only after focusing on what the employer needs and wants. Any job seeker today needs to follow this principle if he or she wants to get the full attention of a potential employer."
News Contact: Ron Clarsons
ITS
pr@newcareersonline.com
http://itspersonalmarketing.com
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