Should You Seek Temporary Or Contractual Employment While Searching?

Written by David Richter


Continued from page 1

The steady rise in temporary employment and contractual assignments is a definite indicator, not only ofrepparttar state of our economy, but of things to come. Employers are realizingrepparttar 136783 many benefits of hiring temporary and contract employees. They donít have to go through allrepparttar 136784 screening and interviewing that is typical for permanent employees; they donít have to pay benefits; they can try out a person without any obligation to hire if it isnít working out; and they can convert a temporary or contractual employee to permanent status oncerepparttar 136785 person has proven themselves.

At this time, there is a coupling of two factors: employers are seeking more people for temporary and contract jobs that used to be strictly for permanent employees, and job seekers are taking longer to find permanent employment. It would appear that temporary employment and contractual assignments represent ideal solutions.

Copyright © 2005 TopDog Group All rights reserved.

David Richter is a recognized authority on career coaching. His extensive knowledge and experience gained from many years in recruitment, outplacement and career management has allowed David to formulate powerful strategies anyone can use to secure interviews and receive offers. David holds Masters in both Engineering and Counseling Psychology. Visit David's site for free tips, strategies and other career resources http://www.procareercoach.com


Using Recruiters: How To Get A Step Ahead Of The Crowd

Written by David Richter


Continued from page 1
One ofrepparttar best ways to capitalize on a recruiterís mission is to post your resume torepparttar 136752 career sites. Using keyword searches, recruiters will find you as long as your resume comes up a match. While this may not seem like a very strong proactive approach, it is by farrepparttar 136753 most sensible. Recruiters do not work for you; they work for employers. They are in business to help companies find people, notrepparttar 136754 other way around. Attempting to contact a recruiter regarding a particular job will only lead to disappointment. Do not be surprised or put off if your calls and emails are not returned. Their allegiance is to their client,repparttar 136755 employer who is paying their bill. Having said that, it may be advantageous for you to present yourself to recruiters as a potential fee-paying client once you have been converted from candidate status. If, for example, you are a middle manager or decision-maker, this point can be easily made. You can also name-drop a referral to meet with a recruiter. Recruiters strongly favor these types of candidates. In a letter to a recruiter specializing in your field, make a case for yourself inrepparttar 136756 strongest and most specific way possible. Recruiters play a tough game yet serve a valuable purpose. They do not work for you, yet you can formulate an approach for working with them. By utilizing recruiters in your overall job search efforts, you will find yourself a step or two ahead ofrepparttar 136757 crowd.

Copyright © 2005 TopDog Group All rights reserved.

David Richter is a recognized authority on career coaching. His extensive knowledge and experience gained from many years in recruitment, outplacement and career management has allowed David to formulate powerful strategies anyone can use to secure interviews and receive offers. David holds Masters in both Engineering and Counseling Psychology. Visit David's site for free tips, strategies and other career resources http://www.procareercoach.com


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