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Job Search Tip of the Week #19 (2019)

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Job Search Tip of the Week #19 (2019)

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Are You Prepared for a Real-World Job?


Nowadays, having the technical knowledge and programming skills (yes, even from a great undergraduate or grad school) doesn’t mean you’re employable!

Recent STEM graduates are entering a job market that values their “hard skills” — their knowledge and technical competencies in the disciplines of science, technology, engineering, and math. Yet these same candidates are running into trouble because of a lack of “soft skills” — the capabilities necessary for successfully navigating the real-world workplace. If you can design a killer app in a day but can’t manage to show up to work on time or lead a team meeting, you could be in danger of missing out on job opportunities.

Candidates lack soft skills

Time notes that the majority of employers say that job applicants’ lack of these “soft skills” is making them unfit for hire:

  • Interpersonal communication
  • Motivation
  • Punctuality
  • Critical thinking
  • Problem solving
  • Organization
  • Collaboration

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Job Search Tip of the Week #17 (2019)

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The Long-Term Perks of Behavioral Interviews




Hiring today faces an unusual problem: too many applicants. The economic downturn has resulted in a glut of skilled candidates in the high-tech job market. How do employers decide among them?

More and more are turning from traditional interviews to formats that offer a more well-rounded view of the candidates. Behavioral interviews, for example, can help an employer determine whether a candidate has the right combination of skills, experience, and cultural fit to make a lasting difference in the organization.

Subtle differences, profound results

The difference between behavioral and traditional interviews can be subtle, but each type produces different responses.

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Job Search Tip of the Week #16 (2019)

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A New Look at the Tailored Résumé and Cover Letter




Hiring managers are most concerned that it’s hard to find IT pros with the skills employers need. One reason for this perceived “talent shortage” is that companies are looking for more than head-down programmers and cookie-cutter IT worker ants. Businesses today need IT pros with diverse skill sets and significant business savvy.

So how do you develop your résumé and cover letter to convey to hiring companies that you bring so much more to the table than just what’s in their job description?

To articulate your ability to apply your tech skills with a business mindset, start by thinking about the company’s biggest problem, then tailor your résumé and cover letter to show an employer how you can help solve that problem.

Reorg your résumé

First, you must do your homework. Don’t just read the job description. Get on the company’s website and learn about its approach and business model. As you research, ask, “Why do they need someone for this job? What challenges are they facing that I can address?”

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Job Search Tip of the Week #15 (2019)

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Your Résumé Is Sabotaging Your Career




When you create your résumé, are there certain phrases or terms that you rely on to impress potential employers? If so, you might be falling into the résumé jargon trap. Relying on empty phrases or clichés creates a document that means nothing to potential employers — or worse, damages your credibility.

“Strong” is weak

Your résumé should offer a snapshot of your “greatest hits,” revealing the reasons you’re the right person to hire. If you fill it with phrases that are so vague as to be nearly meaningless, then you aren’t using the space wisely.

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Job Search Tip of the Week #14 (2019)

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The Value of Volunteering to Your Career

Happy National Volunteer Month!





“Those who bring sunshine to the lives of others cannot keep it from themselves.” With those words, Peter Pan author J. M. Barrie was referring to how with volunteerism we bring happiness onto ourselves. However, it appears that lending a helping hand does well not only for our souls, but also our résumés!

Recent research suggests that giving back can give you an edge in the job market. For example, LinkedIn found that one out of every five U.S. hiring managers has hired a job candidate based on their charity work. Clearly, there’s something alluring about hiring a volunteer!

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Job Search Tip of the Week #13 (2019)

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So, You Want to Be a Manager?




You’ve been a software developer for several years and have gradually taken on more responsibility for coding projects. You’re likely in a lead or senior developer position, and beginning to wonder whether it’s time for you to advance into more of a supervisory role. But is development management the right next step for you?

Should you take on a management role?

To answer that question, consider why you want to be a manager. Are you looking for a salary increase or more authority? Have you gone as far as possible on your company’s developer track and, though you love to code, you’re feeling unchallenged in your current position? Are you looking to advance your career?

If the answer to any of these questions is “yes,” then you may want to think again. Several developers who have moved into management (such as Steve Yegge, Stephen Haunts, and Bruce Walton) cite these as good reasons not to become a manager.

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Job Search Tip of the Week #12 (2019)

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Don’t Just Look for a Job: Create One!




The “dream” job: It’s everyone’s … well … dream. But is it really the elusive goal most people think?

Career experts say no. In today’s workplace, the ability to innovate and take initiative is as or more important than many traditional job skills. You can have your dream job — with a little hard work. The trick is to identify and pursue opportunities to create your ideal job.

Have a vision

You can’t hit a target you can’t see, so your first task is to have a specific vision of what your job — and your success — will look like.

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Job Search Tip of the Week #11 (2019)

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The Benefits of Candidate-Focused Recruiting




Among recruiting firms, there’s a growing shift towards attracting candidates by making their needs and objectives top priority. A recent survey by LinkedIn and Qualigence International points to the “candidate-focused approach” as a primary recruiting trend. What does this mean for hiring firms — and for job seekers?

What candidates want

With a dearth of potential candidates in the IT industry, hiring managers find themselves vying for new employees in a competitive atmosphere. The survey reports that recruiters are focusing on certain areas. For example, 57% plan to ramp up social recruiting efforts, and 17% seek to make more long-term candidate placements.

However, the survey also shows that many recruiters and hiring companies are missing the point. They make mistakes by failing to do things such as taking candidates’ diverse skill sets into account, demonstrating respect during their interactions with candidates, or maintaining consistent communication.

The personal touch

What can businesses do instead? The IT staffing specialists of Chase Technology Consultants (CTC) are experts in attracting high-quality IT candidates from which client companies can find employees that meet their specific requirements. Providing job seekers with a CTC point of contact — a face and a name — helps to humanize the application process, increasing the likelihood that candidates will report a positive experience about an organization’s job application process.

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Job Search Tip of the Week #10 (2019)

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Find Your Tailor-Made Job




How can you find the perfect job? A recruiter can help. At Chase Technology Consultants (CTC), we have tools to find the right match between employers and job seekers.

Client meet

In a “client meet,” CTC representatives meet with a client company at the client’s site to see the company in action, and to gather the intel job seekers really want to know about a potential employer: its history, company size and dynamic, goals, open positions, and most of all — what makes it an exceptional place to work.

This meeting helps to bring the potential role to life for our recruiters. We really dig into the details, like where the company’s been and where it’s going, why the role is open, what the work environment and team culture are like, what skills are required and preferred for the role, what intangibles the ideal candidates should or should not possess, the ins and outs of the open positions, noteworthy benefits and perks…In turn, we share this valuable information with the candidate so he or she can better prepare for the interview. This enables the establishment of a more efficient and effective hiring process.

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