February 24th, 2015
It’s almost that time of year again. Unfortunately, I don’t mean spring. Even though we are battling snow and ice here in New York City, the days are starting to get longer and before you know it we’ll be at graduation season. Graduates are putting in their resumes, hoping to secure a position by the time they walk across the stage, diploma in hand. In the staffing industry, we are seeing potential internal candidates taking the time to apply to multiple positions and take the best fit, rather than taking anything that crosses their path. Unlike the past few years, 2015 graduates may have job choices.
For some, there is a road laid out for additional school or volunteering abroad. But for many others who may have graduated without a clear path in mind, finding a position that can turn into a career can be hard. While scrolling through the pages of some of the biggest career sites, I found myself cringing at all of the all caps “ENTRY LEVEL, PAID TRAINING, NO EXPERIENCE, EARN $120K RIGHT OUT OF COLLEGE”, positions that are listed over and over again. It gives great sales positions a bad name.
It makes me think about our own sales people and what they must have thought when joining a sales team. Because, in the end, staffing is sales; and if anyone says differently, then they’re doing it wrong. Staffing is about selling your search services to your client and then turning around and selling the position to a qualified candidate. There is a lot of relationship building, trust, and understanding in between. And, at the end of the day, you do help someone with their career.
If the “ENTRY LEVEL EARN UP TO $120K” positions sound too good to be true, they probably are. Free training? Well…I would hope so. Training should be part of a company’s desire to have the best staff in the industry. There are buzzwords to make graduates feel like they can snap up six figures without lifting a finger. From cold calls to intense competition, unreasonable quotas, to surviving solely on commission; I can understand the “scary” part.
When I look around the Talener Manhattan office, I don’t see that. I won’t deny that it is a sales environment. We sell our services; the drive to make money lives in every single one of our recruiters. But there is more. It is energetic, exciting, with intense team comradery, and a drive to match the right candidate with the right client. What it isn’t…is scary.
There are days where every client called will be a “no” or your star candidate will take a different job that you knew nothing about, but that is part of the intensity of sales. We hire recent graduates to instill sales best practices. A good entry level sales environment does more than provide a competitive base salary and benefits—it provides training, support, help, and guidance. Everyone inherently needs this when they start their sales career.
As Sir Richard Branson said, “Train people well enough so they can leave, treat them well enough so they don’t want to.”
If you are interested in a job with Talener and you are a recent graduate (or have a few years of experience!), please get in contact with us. Marina Star, our star internal recruiter, is searching for leaders to join our teams in New York City, Boston, Chicago, Washington DC, San Francisco & Los Angeles. Contact her today at MStar@talener.com or apply directly here.
Tags: Class of 2015, entry level, First Job, Graduates, Job Boards, jobs, May 2015 Graduates, Sales Experience, Sales Jobs, Talener, Talener Boston, Talener Chicago, Talener Los Angeles, Talener New York, Talener San Francisco, Talener Washington DC, training
Posted in Career Tips, Talener Blog
August 8th, 2014
Dating and interviewing: we’ve heard the comparison a million times before. But for two new ventures, the key to more effective recruitment may lie within technology that’s already being used in more personal ventures: the online dating industry.
Jobr, a new smart phone app, has looked to the popular dating app Tindr for inspiration in simplifying the job search process. Just as Tindr connects with Facebook, the app uses LinkedIn data as a launching point to create a short profile based on your job history and skill areas before allowing you to browse through potential openings in your area. The heart of the app is the right-left/yes-no swiping that’s so familiar to fans of Tindr. The ambitious mission to simplify communications between job hunters and hiring managers may be a welcome change to burdensome, lengthy job applications and registration systems, but will professionals take this more casual, app-centric approach to the job hunt seriously?
In a similar vein, eHarmony recently announced their own foray into the crowded job search space: Elevated Careers. Recognizing that the average American employee only lasts around 4.6 years at a job and noting the low divorce rates of eHarmony marriages, the online dating giant is looking to use a similar algorithmic approach to professional matchmaking. While the service hasn’t launched yet, at the core is quality over quantity and speed – drilling job success down to the primary basic of personality and cultural factors.
Tags: job search, job search tool, LinkedIn, online dating
Posted in Career Tips, Current Events, Talener Blog
August 1st, 2014
Let’s do a quick comparison. Think of an online directory of technology or startup companies. Now imagine the technology company section of the yellow pages (remember those?) from thirty years ago or so. Those old company names? Probably more cut and dry, flat-out descriptive (International Business Machines Corporation,) acronym-heavy, “figureoutable”(Microcomputer + Software = Microsoft), or simply based on the company’s cornerstone product or service (xerographic technology = Xerox.) In contrast, it seems like many of today’s companies read more like a jumble of Dr. Seuss character names, cutesy portmanteaus or a seemingly normal word twisted with a funky spelling or “ly” or “err” thrown on the back end.
In truth, naming your company is probably one of the biggest, early challenges a new business faces. And while sometimes the spark of inspiration is there from the start, leading to a sensible and “just right” name, in all likeliness, it doesn’t turn out like this. Instead, deciding a company is a serious exercise in brainstorming, thesaurus crawling, list making, research, testing and debate.
We put together some helpful resources from around the internet with advice for naming your new company, application or service. Take note that some of these pieces contain conflicting advice, but we wanted to show a range of opinions when it came to naming best practices.
3 Tips for Naming Your Business in the Modern, Mobile World via Entrepreneur.com
- Short & Memorable: Some of the best company names contain 5 – 10 letters in their name, many with a hard consonant and/or a repeating letter.
- Thinking beyond the website: Today picking a business name takes more than just confirming that it hasn’t been copyrighted before and that your ideal website domain is available. Take into account social media accounts that may use similar names and the search results that pop up when searching your new company’s potential name.
Before naming your startup, read this via The Next Web
- The Excuses Behind Poor Names: Julian Shapiro outlines some of the common excuses used to justify bad names, which include a lack of knowledge about your own business, laziness, and arrogance.
- Using the Power of Online Tools: Included are some action-oriented suggestions for selecting a great name, utilizing keyword generators and domain portfolios for inspiration.
10 company name types on TechCrunch: Pros and cons via The Name Inspector
- Breaking Down Name Types: The Name Inspector checks into the good, bad and the ugly in the diverse variations in company names, from the punny to the purposely misspelled.
If after checking out some of these sites you’re still unsure of the direction you should go in, you could always just head over to Buzzfeed’s helpful Startup Name Generator.
Tags: branding, startups, technology
Posted in Career Tips, News, Talener Blog
May 27th, 2014
Graduation season is in full-swing and around the nation commencement speakers are offering words of wisdom to students embarking on the next step of their life journey. U.S. Navy admiral and University of Texas, Austin, alumnus William H. McRaven returned to his alma mater with a powerful speech that will resonate with everyone – from graduating college seniors to seasoned professionals who have been in the workforce for decades.
Among McRaven’s advice are the following life lessons learned during the grueling six-months of basic training:
Start the day right by making your bed. The small chore will kick off a day of tasks and will help things in perspective as a reminder that the little details matter in life.
If you want to change the world get over being a sugar cookie and keep moving forward. Those in boot camp who didn’t pass uniform inspection (which is everyone at some point) are required to trudge through water fully-clothed and roll around in the sand until they are a fully-covered “sugar cookie.” While many complain about the seemingly-meaningless task – those who understand the practice in patience and fortitude make it through to the entire training period.
Sing when you’re up to your neck in mud. Even the most oppressive task can be lightened when a team member rises to the occasion and tries to motivate the team (through song or any other motivational advice).
Tags: Career advice, life advice
Posted in Career Tips, Talener Blog, Talener Culture
May 6th, 2014
It’s no surprise that working at a startup is markedly different from your more traditional corporate office job. With slim budgets and an eye always on growth, employees are expected to be masters within their job’s specialty area, brand evangelists who are able to promote the company’s mission, and have the highest level of dedication.
But what other work traits are typically desired at startups? Our employee Tim Olesnavage recently spoke with Leslie Stevens-Huffman from Dice News about what startup clients are looking for in their next employee. Among the list of desired traits:
• Resiliency: The ability to keep running and find solutions in the face of recurring roadblocks.
• Self-Motivation: Limited direction and management means employees must be able to take initiative and be comfortable making risky decisions.
• Flexibility: From a tech perspective, typically super specialists aren’t needed. Instead you should be comfortable working across all stages of the development life cycle as you’ll probably be expected to code, test, architect and interface with initial customers.
To see what else startup founders are looking for, check out the complete list on Dice News.
Think you fit the bill of the ideal startup employee? Search our board for the newest startup jobs!
Tags: Career advice, Startup, startup jobs
Posted in Career Tips, Talener Blog