Kristen Reese is the Director of Talent Acquisition for The Bozzuto Group. A graduate of Penn State University, she started her career as an Operations Manager in the hospitality space, transitioning into the talent acquisition field in 1999 and joining The Bozzuto Group in January of 2011.

Since their founding in 1988, The Bozzuto Group has built an award-winning portfolio of real estate communities. The Washington Business Journal has named Bozzuto one of the “Best Places to Work” in the greater Washington, D.C. area four times in the past six years (2005, 2009, 2010 and 2011). The Bozzuto Group was recently also honored as a best place for candidates to apply through the Candidate Experience Awards.

Your website describes The Bozzuto Group as a “privately held integrated real estate services organization that is ‘six companies in one’? What are the six different companies that make up Bozzuto, and how can job seekers learn more about them?

The Bozzuto Group is comprised of six companies: Bozzuto Management Company, specializing in residential property management, Bozzuto Construction, Bozzuto Development, Bozzuto Homes, Bozzuto Acquisitions, and Bozzuto Land Company. We are regionally based and nationally recognized for our expertise in the real estate space. You can learn more about us by visiting www.bozzuto.com.

The Bozzuto Group employs more than 1,100 people and has a strong financial position. We are large enough to offer stable, highly successful career paths, yet flexible enough for new hires to make a remarkable difference, right from the start. We have one of the lowest turnover rates in the industry and this year, just as we did last year, we will promote more than 100 of our colleagues into higher paying, career enhancing positions.

You’ve created over 35,000 homes and residential communities to date, what types of positions do you look for – and what jobs are you hiring for right now?

We hire between 300 and 400 employees each year; you can see our current openings here. While approximately 80% of our opportunities fall within our property management company, we also fill a variety of positions in our construction, development and home building companies. We also often have needs in our corporate departments such as Marketing, Accounting and Finance, IT and Human Resources.  Our opportunities range from entry level, to skilled trades people, to experienced hires and executive management.

In our management company, we regularly hire Sales and Service (Leasing) Associates and Concierges for our luxury communities. These are more entry-level opportunities.
We also hire Property Managers, Maintenance Technicians and Maintenance Managers to ensure our facilities and systems run at peak performance. In our construction company we are always looking for tenured Project Managers and Superintendents with multifamily or mixed-use building experience.

The Bozzuto Group was honored at the recent Candidate Experience Awards. What makes Bozzuto a great place to work at as well as to apply for jobs?

Bozzuto is a great place to work because our assets are our people and reputation. We treat our people well, and guard our reputation dearly. We offer our employees the opportunity to move ahead more rapidly than is possible at most other companies. Advancement depends on merit and we have yet to find the limits of the responsibility our best people are able to assume. Integrity and honesty are at the heart of our business. We expect our people to maintain high ethical standards in everything they do, both in their work for the company and in their personal lives.

We make a disciplined effort to identify and recruit the best person for each job. Although our activities are measured in millions of dollars, we select our employees one by one. In our business, we know that without the best people, we cannot be the best company. We also realize that many of our candidates are homeowners or apartment renters and have the potential to also be our customers. The candidate experience is very important.

Tell me about a recent hire you made. How did they get your attention and why did you hire them?

I’ll share with you the story of a candidate I had the opportunity to get to know. I received my undergraduate degree from Penn State and the day before I started working at The Bozzuto Group, a soon to be Penn State graduate reached out to me via LinkedIn.

He was a marketing major with a strong desire to break into the real estate industry.  He had completed an internship in the real estate field and had previously worked for his father’s construction business. He was willing to consider any opportunity that would enable him to learn.

I told him that I was transitioning jobs and encouraged him to follow up with me at Bozzuto once I got settled. He kept in touch, sent a resume and cover letter that was well constructed and thought out, as was his communication with me. He was diligent, proactive, professional and articulate. I was impressed.

Four months later we made him an offer to join us as a Project Engineer in our construction company and two months after that, when he graduated, he came on board.

What type of real estate experience do candidates need to have to work at Bozzuto? If they haven’t worked in real estate before, what’s the best way to learn about working in your field – and to prepare for an interview?

For our entry-level positions, real estate or property management experience is helpful but not required. We are looking for enthusiastic people who genuinely enjoy working with others and care about impacting people’s lives.  Creativity, concern, passion and perfection are our core values. For most of our Bozzuto colleagues, where you work is where our customers call home.  Individuals with backgrounds in hospitality, marketing, retail or customer service, to name a few, are just valuable to us as entry-level candidates with real estate experience.

Naturally, many of our higher level or specialized positions require measureable experience, certifications and/or specialized training.

But regardless of the skills and experience required for our opportunities, as our Chairman and CEO Tom Bozzuto would say – “We want to hire people who are nice!”

Do you use social media to engage candidates? What’s the best way a job search candidate can engage with you during the hiring process?

Yes. We use social media to promote our employment brand and to interact with candidates. Check out our YouTube channel to see our colleagues’ perspectives on the Bozzuto employee experience. You can also find us on Glassdoor.

You can also connect with Bozutto on LinkedIn, Facebook, Twitter, or foursquare.

Are there any questions that I haven’t asked that I should be asking? What’s the
question, and what’s your answer?

How should a candidate design their resume? What’s the best way to capture a recruiter’s attention?

The recruiter should be able to understand what you do, where you have done it and your measurable accomplishments within seconds of looking at your resume.
This information should be clearly visible, free of any spelling or grammar mistakes, and properly formatted. We hire several hundred people a year, but we receive thousands upon thousands of resumes. We aren’t able to carefully review every resume so we need to be able to see your value proposition at a glance.

Use it now—actionable—advice for job seekers:

Be humble and put your best foot forward in the interview. There is a lot of eager talent in the job market. Reputable employers have options. Invest some time into thinking about how you can add value to the company and how your experience will lend itself to the job you are applying for.
 

Margo Rose works at Jackson National Life Insurance, one of the fastest growing annuity providers inthe U.S. and a frequent recipient of best places to work awards. An advocate for job seekers promoting a positive candidate experience, Rose is the founder of Hire Friday, a free weekly Twitter chat and community for job seekers.

She has worked at Jackson as a recruiter and recently transitioned into a new role in Corporate Communications in Social Media strategy.
 

Throughout your career, you’ve recruited staff to build  highly productive and motivated teams. How do you identify candidates with the right combination of tech knowledge and teamwork? 

That is a good question.  A good technical assessment, followed by a technical interview is a good starting point.  It is important to make sure that the person with whom you are interviewing is a good fit with the team.  The EQ (emotional quotient) is often as important as the IQ. 

A good recruiter and human resources professional thoroughly profiles the position in such detail that they know exactly what the successful person in the position should be able to DO. 

A good recruiter can drill down the questions to the point where they know where a candidate’s knowledge and skills begin, and where they end.  This can be done in a very non-threatening way. 

Of course, it is incumbent on the interviewer to develop enough subject matter expertise that they can thoroughly screen the candidate in a way that pulls out the best from the candidate, while at the same time clarifies not just what the person can do, but also what the job requires.  
 

What types of jobs is Jackson hiring for right now?

We are a financial services organization, and our positions are quite specialized within our industry.  We are always on the look-out for great people.

Check out our career opportunities. Jackson is a great place to work, and career at Jackson is long-term smart.

What don’t job seekers know about working at Jackson that they should know? Any subsidiaries or websites other than Jackson.com that they should check for job leads?  (For example, McGraw Hill also includes Standard & Poors.)

All of the information about our divisions and subsidiaries are on our website at Jackson.com.  We provide retirement income and asset management products, and are one of the top three sellers of annuities in the United States.

Jackson offers an extraordinary corporate culture with competitive compensation and benefits packages.  We’re dedicated to providing a quality environment for our associates. In that endeavor, our corporate headquarters in Lansing, Michigan has on-site child care, a massage therapist that offers chair massages, and fitness classes.  Other locations offer stellar fitness centers, running and walking clubs, hiking trails, gourmet dining centers, and concierge services. In addition, for the busy employee, we offer discounts on products and services like rental apartments, your Verizon bill,  Weight Watchers, fitness centers, and much more.   We encourage our employees to have fun during their breaks; many of our locations have ping-pong and foosball tables.
 
What is most important is that we have a healthy and cohesive corporate culture; we put people first.  We engage in community service. For instance, recently, our team got off work early, put on our Jackson T-shirts and went to the Ronald McDonald House to prepare dinner for families who have children in the hospital. We have corporate philanthropy programs, matching gift programs and we support team volunteer projects. 

Not only do you feel great about the rewarding work you do, you’ll feel even more gratified about being a part of an organization that believes in being a good corporate citizen. Jackson encourages the spirit of community involvement.
 
Just go to our website, read our careers page, click on culture, and read our values.  You will see why Jackson is the employer of choice.

Are there any questions that I haven’t asked that I should be asking? What is your question and what’s your answer?
 

Ask me about the “candidate experience.” What are signs of a good employer that applicants should look for in the hiring process?

First and foremost, when you apply for a position, someone should be in touch with you right away. Even if it is written correspondence, rapid response is important. 

Letting candidates know that we appreciate their application, and saying thank you goes a long way.  We try to make sure that at every touch point we leave a good impression. 

Positive and consistent communication is also very important.  The personal touch is very important at each phase of the recruiting process. When we bring a person to town, we provide them with information about the city, and what it is that makes the city, state and company a great place to live and work. We want the candidate to feel good about applying for a position at our firm.
 

Use it now – actionable – advice for job seekers

Do a lot of research before you interview.

Know everything about the company, person, and team with whom you are interviewing.

One great strategy to prepare for interviews is to find and print out a positive news article about the company or person you are interviewing with, bring the piece with you to the interview and share it. This demonstrates your interest as well as lets the employer know that you care enough to leave something of value with them.

Networking should always be reciprocal, you want to be able to give to the experience.
 

At StartWire, we’re all about helping job seekers find work — and get more feedback from employers in the process. We love to share news about employers who hiring in large numbers.

So this week, we’re featuring an interview with C3/CustomerContactChannel, a global firm specializing in customer management. Recently C3 announced they were hiring for 2,000 jobs in the U.S.; you can find listings here or over on the C3 website.

We sat down with Bob Tenzer, SPHR, is a Senior Vice President of Human Resources for C3 to learn more about the company and what they look for when hiring. Over the courseof his career, Tenzer has held senior positions in HR at Veritas Bureau and Nieman Marcus. He’s also helped a previous employer, Precision Response Corporation (PRC) grow from 250 employees to over 10,000.

Tell us about C3. What kinds of services do you provide? What types of industries and employers do you work with? How are services you provide in the U.S. different from the services you provide overseas?

C3 provides turnkey customer management solutions in the areas of customers service, customer acquisition, retention and loyalty.  We do it across a number of channels including outsourced telephone support, email, chat, back office, social media and analytics.  Our services are custom developed for the client and the markets they serve.

I understand you recently announced the creation of 2,000 new U.S. jobs, with 500 or more jobs available per site in Tucson, Salt Lake City, and Waco, Texas. Are all of the jobs you are hiring for inside a C3 facility, or do you hire staff to work onsite as well?

For these markets, our teams work onsite at one of our new facilities. Our employee-focused corporate culture is built around team work, so we make the workplace a fun and inviting place to be.  In certain situations, we may have teams that work at a client location or even from home.

How does a candidate get your attention as a prospective employee? What do you look for?

We love enthusiasm!  Bright, engaged individuals with customer service experience looking for a career and not just a job are attractive to us.  Depending on client requirements, we may also look for specific industry experience or licenses.  Get our attention by applying online at our website, attaching a professional resume with an objective that tells us how we will benefit by hiring you.  

There’s an oft-quoted saying on Customer Service: “The Customer is always right.” Does this run true in the customer service industry across jobs and positions? If candidates for customer service jobs answer that question in interviews will they increase or decrease their chances of getting the job?

It’s really all about the customer experience.  The goal is to give the customer an outstanding experience with clear and accurate information.  Candidates who give us confidence that they will take great care of our clients’ customers increase their chances of getting a job.

Tell me about candidates you recently interviewed – how did they stand out, and why did you hire the ones you did?

We have been delighted at the quality of the workforce in the labor markets we have selected.  Those that stood out to me were professionally dressed, enthusiastic, confident, smiled freely and convinced me that they would make a difference in each customer interaction.

Do you have any “never do” tips for individuals applying for jobs?

I prefer the “always do’s”!  Always be honest in your experience.  Always have a well-organized, error free resume.   Always be prepared to show how you make a difference.  Always smile, be persistent and be prepared to show us what you can do for our clients’ customers.

Any bad assumptions you see job seekers make when applying to C3?

Just don’t assume we are like other call center providers!  We have a culture that is like no other.   We are accountable to our customers and to our employees.  We communicate regularly, openly and honestly and we give back to our employees and the communities we do business in.   We are a place to be for an entire career, not a stopover.

Are there any questions that I haven’t asked that I should be asking? What is your question and what’s your answer?

My question would be:  “What should I do to prepare for an interview”?   Aside from a resume and looking professional, my answer would be to learn something about the company you are applying to.  Look not only at the website but other social media such as Facebook to see what employees say about the Company.   Cultural fit is 75% of success. 

Use it now – actionable – advice for job seekers

Know who you are applying to.   Be prepared to discuss career aspirations, why you left jobs and how your experience is relevant.  Know something about the Company you are applying to.  Review your resume for accuracy and errors.  Most of all – be enthusiastic and show the employer what you can do!  

John McCallum, is a Senior Resource Manager at the Boston Office of Signature Consultants, an IT staffing firm with offices — and opportunities — across the U.S. In addition to his work at Signature, John is an avid player of team sports – baseball, hockey, and golf.We touched base with John to get his perspective on how to work as an IT consultant – or how to work inside Signature Consultants.

Tell me about Signature Consultants. I understand you were recently selected as the 2011 “#1 Best Staffing Firm to Work For” by Staffing Industry Analyst. How do candidates experience that as they apply for jobs?

Our recruiting model is predicated on the long term relationship, and our internal process is designed to ensure this. Our current and potential consultants recognize our hard work, dedication to the IT market place and the strength of our relationships with our clients and consultants. Candidates understand this right from the beginning.  We value our consultants and then we deliver with cutting edge opportunities.

How does a candidate get your attention as a prospective Signature Consultants employee? What do you look for?

The key things we look for in a potential employee are driven more by personality and soft skills rather than past experience.  Obviously, the more accomplished a candidate’s background in the industry the better, but someone who works hard, asks a lot questions, has a great attitude and has the aptitude for growth is a great fit.  This business is always evolving and there are always new things to learn. Those who have these traits seem to favor that dynamic naturally.

As a staffing firm, you hire for two different entities: 1. You hire employees to help your clients find staff, 2. You help clients find staff.

Can you talk a little bit about how you hire for each of these entities? Where are positions located? What types of positions are available right now? How is the hiring process different if you are applying to work with one of your clients than if you are applying to work at Signature Consultants LLC?

To evaluate our internal employees we hold fast to our values. We currently have opportunities open nationwide—for both sales and recruiting.  We have growing offices in Boston, Richmond, New York, Charlotte, Orlando, Fort Lauderdale, Chicago, Des Moines, St. Louis, Minneapolis, Dallas, Phoenix, and San Francisco.  

To evaluate our external consultants we use tangible measurements from their resume – longevity of assignments, market reputation of previous employers, education and length between assignments – to determine if we’d like to start a relationship.  If the criteria are met, we begin to build a relationship and gain a real understanding of their intangible skills – communication, professionalism, attitude, and motivation. We align them with our client base not only from a technical standpoint but also on how they’d assimilate into that respective culture.  As a whole, Signature averages 244 job openings per week across our five divisions – Local, National Accounts, Long Line, Signature ERP Solutions, and Hunter Hollis.  We service clients for immediate openings across the United States and Canada.

The hiring process internally is more subjective than externally.  We place an emphasis on an internal candidate’s potential ability to assimilate into our culture and acclaimed work ethic.  Externally, our focus must stay consistent with our tangible measurements to identify an ideal candidate for our clients’ specific needs.

Can you provide some best practices in working with recruiting and staffing firms?

Let’s say I interview for an opportunity that I learn about through your firm and don’t get selected. Can – and should – I stay in touch with you?

Consultants who are submitted or interview through us absolutely can and should stay in touch with us, and we’ll do the same. We know that we won’t hit 100% of our interviews and that great consultants are sometimes not selected.  We make a point to communicate to our potential consultants why they weren’t selected for a job. Our relationship model allows us to thoroughly understand those that we work with, and as a result we will submit to as many opportunities as they’re comfortable with and qualified for.  A transactional model lends itself to a “one and done” type of approach and that is the exact opposite of our business model at Signature. 

As far as best practices go, I always recommend consultants select a few reputable staffing firms to work closely with.  Be clear with the firm on your communication expectations and stick with the ones that are diligent with their follow up.  It is a surprising how many firms don’t call to tell candidates they have not been selected or even periodically check in to keep the loop closed.  Choose a firm that values relationships—with relationships comes respect and consideration.

Do you have any “never do” tips for individuals for working with recruiters?

We work with consultants that align to our own true values and beliefs. The values of honesty, respect, ‘friends first” and integrity are crucial for mutually beneficial relationships—and we preach this both internally and externally. 

Any bad assumption that you see job seekers make in applying for jobs at Signature Consultants?

Don’t assume that we are just a fun organization to work for. If you want to be a member of our team, you have to be ready and willing to work for the greater good.

If you are looking for a job, I encourage you to apply for a career here at Signature. Signature is an unbelievable place to work for, and we take care of our internal employees and ensure they’re thoroughly happy and enjoy being a part of a prosperous company.  With our culture comes our work ethic and dedication to being successful.

Are there any questions that I haven’t asked that I should be asking? What’s the question, and what’s your answer?

Where can I find out about jobs at Signature or opportunities with your clients?

Give us a call; you can find a listing of our offices and phone numbers here. As a firm, we have a commitment to understanding the needs of our clients — and of our potential employees. Building the relationship allows us to get beyond ‘buzzwords’ and to achieve a real understanding of your needs and how we may be able to work together. When I meet you live, I’ll figure out that question you should be asking, and I’ll let you know!

If you’re interested in one of our IT consulting positions, you’ll also find information on how to submit your resume here.

Use it now—actionable—advice for job seekers

Pleasure in the job puts perfection in the work. – Aristotle, (384 BC to 322 BC)

If you are reading this, chances are good that you may spend a lot of time in your chair. In 2006, the University of Minnesota did a study and found that sitting may be one of the biggest causes of American’s obesity crisis — the amount of exercise we did stayed the same for 20 years, but the amount of time we spent in our chairs increased by 8%.

Fast forward, five years — and 90% of us own at least one computerized device. 1 out of 2 of us owns — or will own — a smartphone by Christmas. We work everywhere.

Today, we profile a company that focuses on designing products for the changing world of work — and how they hire.

Steelcase Inc. is a global office environments manufacturer known for creating innovative workplace experiences and solutions that are nice to look at, ergonomically correct, and useful.

We sat down with Steelcase’s Nancy Hickey for a conversation.

As senior vice president, chief administrative officer for Steelcase Inc., Nancy Hickey is in the business of people.

With the company for over 25 years, she has interacted with employees from all facets of the business that contribute to the company’s strategic goals. In her current role, Nancy manages global functions such as corporate communications, human resources, corporate and community relations, facilities, sustainability, Steelcase University and cultural innovation. She appreciates the sense of camaraderie at Steelcase and credits her background in teaching to her ability to connect and communicate with coworkers all around the world.

What types of jobs is Steelcase hiring for right now?

There are a variety of positions currently available at Steelcase. Within our different brands, there are opportunities in business development, marketing, general management, finance and IT. There’s a healthy balance of opportunities across the company and around the world. We are a global company and while the positions I have mentioned are more North American-centric, we are also growing our presence in Asia and Eastern Europe, to name a few. Many of the job functions within the company offer the ability to work in different geographies or with colleagues from around the world. We have found this to be an interesting and attractive job feature for new hires, particularly Millennials and Gen Yers.

Your global headquarters are in Michigan, a state well known in recent years for an economic slowdown due to trends in automotive manufacturing.  Do you want to speak to any hiring you are doing to help statewide employment efforts?

We are based in Grand Rapids in the western part of Michigan, the opposite side of the state from Detroit and the auto hub. Many don’t realize that Grand Rapids is actually the second largest city in Michigan. Fortunately, we haven’t experienced as dramatic effects as the Eastern side of the state did. We want to see Michigan emerge as a strong state and we realize that the hiring we do contributes to the statewide employment efforts. I’ve greatly enjoyed my time living here. Our city is an incredibly robust with a strong base of philanthropy and community not to mention a strong work ethic.

Steelcase has forged a leadership role in manufacturing products that are ecologically responsible. Just as sustainability is an important aspect of your product design and manufacturing, is Steelcase a source of green jobs? If yes, what type of environmental education and training is helpful?

In many ways sustainability is a big part of the company’s culture, being a global manufacturer. It is important to us that potential employees have a heightened awareness of environmental and social sustainability. This isn’t hard to find in younger candidates who have been raised in the culture or in awareness of the importance of developing products that can be created without a negative impact on people or the environment.

Steelcase was a privately owned family business for 88 years; next year we will celebrate our 100th anniversary. Since 1912, Steelcase has been careful about the products we create and the processes we implement to make them. The question today is: How do we make products not only beautiful and well designed but healthy for its users while being easily recyclable? We design our products so that they have a positive impact across the product development life cycle – from beginning of its life to the beginning of its second life. For example, time and cumbersome products often deter people from recycling. One solution we’re particularly proud of is our Think chair, a product that someone could disassemble in less than five minutes with a common hand tool.  We put enormous effort into walking our talk when it comes to sustainability.

What don’t job seekers know about working at Steelcase that they should know? 

When I think back 25 years ago when I first started at Steelcase, large companies were building huge corporate campuses. We were – and still are – very good at controlling our supply chain so we can deliver premiere office environments for customers. Over time, we’ve become students of the workforce, and how it is changing. Work is no longer the same. We are constantly connected through our smart phones, laptops, social media tools, etc. Work doesn’t necessarily have to happen within the confines of an office space. So now, we focus on delivering premiere work environments that facilitate the ways people work today. Space needs to allow for team collaboration and multiple work functions. Part of the day you might want to be in a small space with natural light where you can read a contract, or you want to be in a bigger room to meet with a client, or to have a good conversation with colleagues in Europe or Asia via HD technology.

We still sell objects, but our direction is about helping create great experiences wherever work happens.

Any bad assumption that you’ve seen job seekers make in applying for jobs with Steelcase?

Don’t assume that the purpose of the interview is for me to tell you about the company. There’s no excuse for being unprepared. I expect everyone to have a certain level of knowledge and interest in the company before they talk to me – even a potential college intern. Show me that you understand what it is that we do – not necessarily every nuance of our industry – I want to use the time to  get to know you. I should also note that authenticity is important at Steelcase. This has been a place where I can be Nancy. It’s made me want to be a better me—not someone else. I know that all of my colleagues come to work every day with the intention of working hard and doing a good job. It’s a great environment to be in; it has nurtured me through the years.

Tell me about a recent hire you made – how they got your attention, and why you hired them.

Many of the candidates that I’ve hired share some common characteristics. First is intellectual curiosity; truly being curious and comfortable with that curiosity not just about what they do, but about customers, other opportunities inside the company, our industry, etc. Another trait is a sense of collaboration. You should be willing and able to share with others, work with others on a regular basis and support those around you. Lastly, applicants should also be willing to take the initiative within their potential new role. We can train you to do lots of things but you should take the initiative to use those skills. I am not the least bit interested in someone who comes to me and says, “What should I do today?”

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

Career opportunities with Steelcase are available online. We also utilize Facebook and other social media tools to engage with and attract potential employees.  

Steelcase Career Opportunities

Use it now—actionable—advice for job seekers:

I always say a career is like a puzzle; you have to look at the whole picture. Whether you are looking to go into finance, marketing, product design or sales, be open minded and take into account the whole experience – think about what it is you can take away from a particular role. Understand the many pieces of the company and be willing to learn about new things that might be the right fit for you. You’re not going to know enough unless you are open and aggressive learner.

Jordan Shaw is a Senior Corporate Recruiter in EMC Consulting’s  Application Infrastructure practice. EMC, a global provider of storage hardware solutions that promote data recovery and improve cloudcomputing — and ranked as one of the best places to work by Fortune magazine. Prior to working at EMC, Jordan has been a Senior Recruiting Consultant at Microsoft, Recruiting Manager for an Executive Search Firm and full cycle recruiter for local consulting companies.

We sat down with Jordan to learn about EMC, how he looks for new talent, and a few good tips.

Throughout your career, you’ve recruited staff to build teams for leading tech products. How do you identify candidates with the right combination of tech knowledge and teamwork?

Old fashioned headhunting. I start off with my network, move to social media, main stream job boards and then it is a lot of phone calls.

What types of jobs is EMC hiring for right now?

We are hiring across the board. You can find a list of current jobs on our career site.

My team (Application Infrastructure) is hiring for the following positions, these are all full time roles that can be based nearly anywhere in the United States with a Monday-Thursday travel requirement:

Exchange Migration Architects
Exchange Migration Project and Program Managers
Technical Delivery Managers
SAP Infrastructure Architects
SAP Team Lead QA
Practice Team Lead / Unified Communications
VDI Architect

You hire primarily for EMC Consulting. What don’t job seekers know about working at EMC that they should know? Any subsidiaries or websites other than EMC.com that they should check for job leads?  (For example, McGraw Hill also includes Standard & Poors.)

We are a large player in the Consulting world and have consistently had very positive gains (even in the down economy) and continue to grow at a healthy and robust pace. Check out our webite: www.emc.com/consulting

Any bad assumption that you’ve seen job seekers make in applying for jobs with EMC?

We are just a big data storage company. Certainly we have a foothold in that market but we are so much more.

Tell me about a recent hire you made – how they got your attention, and why you hired them.

I recently hired for a leadership position based in NYC. I got their attention through social media (LinkedIn) specifically. I hired them because they proved to be one of the most technically sound, detail-oriented, hard working, hungry and personable people I have come across in my years of recruiting, just the type of person I want in a leadership capacity.

Do you have any “never do” tips for individuals in working with recruiters? What are your pet peeves?

Asking “what does this pay” right away? I have a very large range I can offer someone based upon their skills and how the interviews go. I can’t answer that question well based on just viewing a resume.

Another pet peeve is when job seekers aren’t being honest about being serious in the job search and are slow to respond to emails and voice mails.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

Where do you find the majority of your candidates?

Most of my candidates are people I have had a dialogue with for months or even years that I stay in touch with. I often introduce myself to people on LinkedIn who are in my particular niche to open the door.

Use it now—actionable—advice for job seekers:

Make friends with recruiters, get to know them, keep track of the good ones and the bad ones. Reach out to the good ones to touch base every few weeks. Always offer something in return when asking for something, (candidate referral, a recommendation on LinkedIn, etc.)

Shanil Kaderali is the Manager of Talent Programs at WellPoint responsible for developing recruitment strategies, talent sourcing programs and diversity recruitment. He has held Recruitment leadership positions at companies including Cisco, Symantec and United Health Group and is well-regarded as a strategic thinker in Recruitment/Staffing. He resides in Los Angeles, CA and is involved in charitable organizations including Habitat for Humanity.

How does WellPoint, the nation’s largest provider of health benefits, find employees?

We use multiple forms of advertising that includes direct outreach, career web sites, job boards, and we rely heavily on referrals from our employees. We also attend events, have a dynamic career site, and maintain a strong online social media presence.

What types of positions are you hiring for right now? Any subsidiaries of WellPoint that job seekers should also be on the lookout for – and might not know about?

While we have a wide range of positions available, everything from customer service representatives to licensed and certified health care professionals, we are actively recruiting for IT workers.  Changes in health care technology have created a demand for candidates with experience in the information technology industry.

Our subsidiaries include Anthem Blue Cross, Empire, and American Imaging Management.  You can find a full list of them here; our career site also includes jobs at subsidiaries.

What makes a great candidate beyond doing research on WellPoint? Does it help – for example – to have an interest in the healthcare industry?

Demonstrating an active interest in the healthcare industry is key.  There are simple ways to do so.  For example, participate in LinkedIn groups that focus on the health care industry and your field of focus within the industry, develop connections with people who are in the health care industry and engage them by asking for advice on getting your foot in the door and volunteer with non-profits that have a health care focus and be sure to list this on your resume.

Any “never do” tips for individuals for working with recruiters? What are your pet peeves?

The resume is perhaps one of the most important tools to getting the job because at times it is the first thing the employer sees.  Therefore, the objective line of the resume must be clear and contain focused language about what you as an employee can do for the company.  Often, we see statements focused on the personal goals rather than a career goal that benefits the employer. 

Hobbies and extraneous interests don’t belong on a resume.  Your resume is a professional reflection of you.  So, keep it professional.

Make sure you use the spell check tool and avoid being verbose.  A concise, focused skills and experience driven resume that includes what would make you a valuable employee will get you noticed.

If you are using social media, be very careful of what you post.  

Above all, do your research.  Don’t ever go into an interview without knowing important facts about the company.

What’s the one thing people don’t know about your company that you wish they knew?

We are focused on improving the lives of the people we serve and the health of our communities. As a health care company, having a healthy workforce is important. So, we provide fitness and wellness programs for our employees.  And we take that commitment to health into the communities we serve by providing support to non-profit agencies that focus on health and well-being.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

What do job seekers often overlook in the process?

Preparing to ask their potential employers questions about the job and the company.  It’s really important to think about those questions in advance. Asking questions shows an interest in the job, the company, and the industry.

Use it now—actionable—advice for job seekers:

Use social media to network and make professional connections. Build relationships with people who work in the industry you are interested in working. Once you build those relationships, ask for professional advice.  They can perhaps lead to referrals and references.

On average, one of out every 33 candidates is going to get hired from an online source—such as a job board or a career site. If you are referred, your odds go up to one  in four. Those are better odds. 

Like what you’ve read? Catch more of StartWire’s exclusive insider Q & A interviews as well as the lowdown on companies that are hiring through news.startwire.com

Arie Ball is the Vice President of Talent Acquisition at Sodexo, the leader in Quality of Daily Life Solutions with more than 120,000 employees in the US and serving more than ten million customers daily.  Building on a career of operational management, Arie assumed a leadership role within human resources in 2004. In this role she leads the company’s first ever centrally managed, cross divisional recruitment organization that focuses on sourcing, attracting and recruiting top talent to Sodexo, and identifying internal employees for promotional opportunities.

Arie invites you to connect with her on Twitter, Linkedin and Facebook.

Sodexo isn’t just a leading provider of food services across industries, you are one of the top ten biggest employers in Europe. How do you find candidates?

Sodexo’s presence goes beyond Europe and the U.S. We’re the 21st largest employer worldwide. As such, we’re known as a leader for innovative methods to attract, source and retain top talent. We actively seek candidates through direct sourcing, our social media and talent communities, college and military recruitment, strategic relationships with professional organizations, employee referrals, our alumni and other sourcing tools.

How does a candidate get your attention?

Candidates who have thoroughly researched our company and tailored their resumes to match the posted job description are more likely to stand out to our recruiters. We like to see a direct relationship between a candidate’s qualifications and experience with the open position and providing concrete examples of accomplishments is a plus. And, candidates who network with our staff live or online get noticed.

What types of positions are you hiring for right now? Any subsidiaries of Sodexo that job seekers should also be on the lookout for – and might not know about?

Many view Sodexo as a hospitality company, but, we offer so much more. Jobs are available in IT, energy management, facilities, clinical nutrition, and more! And, we operate in several environments, including Hospitals, Senior Living, Colleges and Universities, School Districts, , Corporate Environments, Federal Government, Military Bases,  Remote Sites, Conference Centers, and Leisure & Entertainment.Some of our subsidiaries include Circles Concierge Service andComfort Keepers.

What makes a great candidate beyond doing research on Sodexo? Does it help – for example – to have an interest in the hospitality industry?

It’s more than having an interest in the industry – it’s about wanting to provide great customer service, to provide solutions that meet our clients’ needs, and a desire to improve upon on our existing models. And, great candidates can succinctly describe examples of their work and how they’ve achieved accomplishments that align with the work we’d expect from them.

Sodexo has built a strong online presence in social media. What’s the best way to engage you online? Anytime you haven’t hired a candidate because of information they shared online?

On the Sodexo Career Center site, our Network with Us page provides many venues from which to engage with us. We’re active on Twitter, Facebook and LinkedIn– along with other  platforms. To engage with us, don’t just follow us. Share information, ask a question, leave comments.  And, reach out to us in multiple places so we can be sure to connect with you.

Do you have any “never do” tips for individuals for working with recruiters?

When working with recruiters, never misrepresent yourself. Be authentic. Have integrity. Be patient. Be professional.  And, remember that not every job is going to be a perfect fit for you. If you don’t get the job, build a relationship with the recruiter. If you’re interested in working for the company, the recruiter may keep you on his or her list for other opportunities.

Any bad assumption that you see job seekers make in applying for jobs at Sodexo?

Often candidates will assume that just because they have the right background and experience that they’ll automatically move forward in the hiring process. But in this economy, some jobs can attract more than 100 candidates, so, it’s important for candidates to do everything possible to be competitive – research the company, tailor their resume to highlight key qualifications, and find opportunities to network with the company and stand out.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

What other factors should candidates consider when looking at Sodexo as a potential employer? What is the career growth potential?

A great feature of our company is our focus on development which makes it possible for an employee to have multiple careers without ever leaving Sodexo. Given our size, the fact that we’re in 80 countries and because we do so many different things, career paths can be varied. We invest in our employees and their career growth, and it’s not unusual to start in one career and move into something else.

Use it now—actionable—advice for job seekers:

Fully research the companies for which you want to work. Consider the qualifications required for positions and tailor your resume accordingly. Take advantage of opportunities to network with company employees to learn more and position yourself for opportunities. If invited to interview, come prepared to describe relevant examples that highlight your background, experience and how you achieved your goals.

Like what you’ve read? Catch more of StartWire’s exclusive insider Q & A interviews as well as the lowdown on companies that are hiring through news.startwire.com

We’ve been burning the midnight oil the last couple of weeks to pump out a new and improved job recommendations engine and dramatically expand our network of companies in our application update engine.  We’re happy to announce that we just rolled these great updates.  We hope you like the results. 

Here are the details:

• New & Improved Job Recommendations: Every time you track a new application with StartWire, our recommendations engine gets smarter. We analyze your applications,  look for key characteristics you like (and dislike) and use these to recommend better jobs.  You can edit and enhance these Likes and Dislikes on our new recommendations , tab with a few simple mouse clicks…so you can tune our engine to an even higher level.  Give it a try. The results are awesome…and as always…we’ll let you know about any Insider connections you have for any job we return!
• 1334 New Companies Added to the StartWire Application Update Engine: Job seekers and companies alike are ‘into’ our our application update engine. Job seekers love the fact we are closing the ‘black hole’ and companies are ecstatic about the fact we are helping their applicants feel better about their recruiting process.  Today, we’re happy to announce we’ve added 1334 new companies in the last month…bringing the total network to 4,000+ supported companies.

And BTW, last week was the best week in StartWire’s short life. New users, tracked applications, and site usage is going through the roof. Thank you all for spreading the love about StartWire. 

StartWire is completely free for job seekers; you can sign up here.

About StartWire

StartWire™ closes the ‘application black hole’ by providing job seekers with free, automatic updates on their job applications from over 4,000 employers via e-mail and text. StartWire™ also provides a suite of tools that streamline the job search process from recommendations on where to apply and friends who can help, to status indicators of your chances of getting a call based on your application date, the age of the job, and industry benchmarks.

StartWire™ launched in early 2011 to rave reviews and write-ups in US News & World Report, About.com, AOL Jobs, CNN, ERE, HR Executive Magazine, & Career Xroads. StartWire™ is the 1st product commercialized by StartDate Labs™ – a recruiting and job search technology incubator. StartDate Labs is based in Lebanon, NH.