How You'll Search for a Job in 2016



Many people take the New Year as an opportunity to start fresh in a new job. The good news is that there will be plenty of openings to suit a wide range of seekers as CareerBuilder reports that over 100 occupations in the U.S. have more job posting activity than hiring month to month and a recent report from a record 78% of hiring managers anticipate more hiring in the first half of 2016 compared to the second half of 2015.

For those looking to hire, Dice found that companies are taking a greater interest in candidates with less experience. More than a quarter (27%) of hiring managers said they plan to hire entry-level candidates and 62% said they’re looking for those with two to five years' experience.

Finding and applying for those open positions may be taking on a different look in 2016. For example, the Boston Consulting Group and Recruit Works Institute surveyed 13,000 individuals from 13 countries and found that 55% of searches globally happened through Internet job sites. The survey also revealed that 35% used a smartphone to look for jobs. Here are some other ways the job search process is shifting.



In a study of hiring trends in the U.S., iCIMS discovered that approximately 1.1 million (almost 10% of all applications) were submitted with social media profiles. The computer services industry had the highest percentage of applications submitted via social networking tools, the study found.

Tom Gimbel, founder & CEO of LaSalle Network, a staffing and recruiting firm headquartered in Chicago, says that social media has also become a more popular way to search for a job. "Facebook and Twitter are great, they give insight into the culture and give background knowledge that’s not on the company’s website," he says. Gimbel believes LinkedIn is still the biggest tool job seekers use. "In 2016, I think we will see more and more companies posting their open positions to LinkedIn, so it will be a strong job board."


Jim Hemmer, CEO at employee recognition software company WorkStride, believes that social media and job platforms will become a necessary part of applying for any position. "Employees today are no longer looking at only what the company ‘advertises’ the job or company environment to be," he says, they will conduct their own research, a "reverse reference check," before applying or accepting a position. "Sites such as GlassDoor, LinkedIn, and Facebook are popular ones that can provide a more "authentic" view of true company culture," Hemmer says.


Don’t discount the power of a cup of coffee when you are looking for a new job. "Job seekers should take advantage of every opportunity to get face-to-face with potential employers, whether at a full networking event or simply chatting over a cup of coffee," says Sara McManigal, vice president of talent at Emma, an email marketing firm.

Informal conversations at various local meet-ups inspired McManigal to host their own event called the "Leave Your Suits at Home Job Fair" to recruit for the sales team. "It allowed us to have a series of short, informal discussions with prospective candidates, which can be more revealing than even the best resume," she says.


McManigal believes that candidates should be looking beyond the actual nuts and bolts qualifications required for a role. "Yes, experience is important, but we also want to know who you are and what drives you," she says. "Not every applicant will have all the skills listed in the job posting, but an experienced candidate with the drive to learn and succeed has a real shot," she explains, and when the values of the candidate and company align, it works to everyone’s advantage.

This approach might also help narrow skills gaps in high-demand professions. But Vivek Ravisankar, co-founder and CEO of HackerRank argues that despite the prevailing wisdom, there is no engineering skills gap. "There are millions of skilled computer programmers in the world, but companies aren't looking for them in the right way." Thanks to narrow job descriptions, some people aren’t even aware that they might be a good fit for a position. Ravisankar believes that in the coming year, more candidates will turn to platforms like HackerRank to showcase their skills before ever filling out a job application. "Skill will become more important than where you went to college, where you worked, and your age or gender," he says, "Companies, too, will be forced to adjust their hiring processes to optimize for talent."


Anthony Smith, CEO and founder of Insightly, a customer relationship and project management platform, believes that candidates’ flexibility will be key in the coming year when applying to companies with multiple locations because one may have the right position. Smith also notes, "Don't discount a company based outside your current location as many companies these days offer remote work opportunities."


Video platforms such as CareerSushi and ClincHR are providing a platform for candidates to set up video profiles for themselves for recruiters to get a more realistic picture of their interpersonal skills than a traditional resume can provide.

Chris Brown, vice president of human resources at West Corporation, InterCall’s parent company, believes video interviews are also here to stay as hiring resources are limited.

For recruiters, platforms such as HireVue can accelerate the interview process. For example, Jim Oddo, the senior vice president of HR at Frontier is in charge of hiring over 1,000 new employees and took the "video-first" approach to vetting talent. So far, it’s given Frontier access to talent pools that are marginalized by traditional hiring methods, such as veterans. Frontier increased veteran hiring from 7% to 10.4% using digital interviewing.

"Being comfortable with these tools and presenting a concise picture of your profile is going to be just as important as time spent on resume building," Brown says, adding "Candidates who are able to master the video interview process are going to be ahead of the curve in the hiring process."


Alon Zouaretz, founder and CEO of Talsona, a technology company that helps with team building, says it's less and less effective for candidates to apply for jobs (and companies to post them) as an unfocused mass, on the big sites and job search engines. "We see a big trend in candidates being very focused around specific industries, driven by their specific interests in finding and making their career moves," he explains.

One way he sees them doing this by building relationships with companies and people within companies first, rather than just applying for a specific position on a job board.

In addition to learning about the company and its culture and getting a referral, it will help the resume process. "By the time the referred resume hits an inbox, it’s tailored to something specific between the company and the candidate—seeding the groundwork for positions based on the person’s interests and skills, as well as where the company is at directionally and in the position they are trying to fill," he says.

(via Fast Company)


Converged Technology Group IDs Eight Ways Video Enhances HR Recruitment Efforts



ISLANDIA, N.Y., Oct.  29, 2015 /PRNewswire/ -- When a company hires a new employee, the expectation is that the organization's overall productivity will increase. Locating, interviewing, hiring, onboarding, training and retaining qualified candidates, however, is both time consuming and costly. The goal of today's human resources (HR) professional is, therefore, to find and hire the best available talent and to integrate new employees in a way that moves them from newbies to significant contributors in the most cost-effective and timely way possible. According to Converged Technology Group (, an award-winning Managed Services Partner (MSP) serving clients throughout the Northeast, successful HR professionals have discovered they all have one secret in common, and it's one that propels them – and their organizations – to the front of the race for employee ROI: video collaboration.

"In partnership  with Cisco, we recently held an event focused on the use of video throughout the recruitment process that drew widespread attention from people in a variety of HR roles, including recruiters, learning and development professionals, as well as C-level executives," says Leo E. Galletta, President and CEO, Converged Technology Group. "The event showcased the strategies, capabilities and technologies required to engage the broad spectrum of a multi-generational workforce. During the event, we performed live demonstrations of video collaboration tools, something which all of the attendees said they found to be relevant and extremely valuable. Why did an event focused on the relationship between HR and IT resonate so well among traditionally non-technical line-of-business professionals? Because companies are having very different conversations today about business outcomes and the best ways to recruit, develop and retain top talent – and most have realized that technology is the key."

The ROI of Video Collaboration

Today's HR professionals conduct worldwide searches to fill key positions, and they need the technological tools that can help them do it. To expand their search and attract an increasingly technology-dependent millennial workforce, recruiters must embrace video and use it to its fullest extent to increase their company's return on human capital.  Experts agree that video is quickly becoming an HR pro's most valuable tool: Studies show that video yields 35 percent greater year-over-year improvements in time to hire and 32 percent greater reductions in costs per hire.1 To help HR, IT and the C-suite see eye-to-eye, Converged Technology Group has identified eight important reasons to embrace video collaboration in the recruitment, development and retention process:

  1. It's Personal: Interviewers can more effectively and efficiently pre-screen candidates face-to-face via video than they can over the phone.
  2. Putting it all Together: Group interviews are becoming more commonplace, and video allows hiring managers to assemble remote resources to conduct an interview on short notice.
  3. Part of the Team: When relocation isn't a possibility, video makes it easier to hire, train and retain remote workers where they are, yet still have them feel like a valued part of the team.
  4. Warming Cold Feet: Staying connected with employees in transition by beginning the onboarding process before they arrive keeps new hires engaged from the day the offer goes out until their first day on the job.
  5. Anywhere, Anytime Communication: Video allows for instant communication between colleagues, giving new hires a feeling of connectedness from the start that speeds the onboarding process.
  6. Experience Matters: The days of using post-it notes and rotary phones to conduct business are gone; tech-savvy millennials expect to work in a connected, digital environment and are actually shopping for employers that offer them the kind of "connected workplace" experience they envision.
  7. A Balancing Act: Because the line between work and personal time has blurred, employees want to be equipped with the tools they need to be as productive at home as they would be in the office, giving them the option of building a more flexible schedule and a better work-life balance.
  8. Love of Learning: Video helps learning and development managers present training that is more compelling and engaging, something which ultimately translates to better organizational return and employee retention.

1 Aberdeen Group: "Bridging Distance in the Talent Lifecycle"

More Information:

About Converged Technology Group

Converged Technology Group is an award-winning Managed Services Partner (MSP) focused on improving IT performance and business outcomes while lowering the cost of technology support for businesses in healthcare, financial services, education, retail, legal and other cutting-edge industries. Located in Islandia, NY, and New York City, Converged Technology Group provides enterprise networking, collaboration, virtualized data center, cloud solutions and managed services to both regional and multinational corporations. The company provides business-critical uptime all the time, and helps clients design, implement and operate their IT infrastructure, communication and computing systems for the greatest return on their IT investments. For more information on Converged Technology Group, please contact us at 631-468-5728 or, and visit our website at

(via PR Newswire)


How to Answer the Most Common Restaurant Job Interview Questions


As with any other interview, there is always an uncertainty in the types of questions you may be asked by the hiring manager. However, the best approach in tackling interviews is preparing in advance. So to start, here are some common questions that you may face:

Tell me about yourself.

Typically, this will be the very first question you will be asked. Provide a brief, one to two minute introduction about yourself. Summarize main points, such as, the specific position you are applying for, past positions/roles that you held and general experience. Also, inform the interviewer of your times of availability.

What is your greatest strength?

This is the chance for you to highlight yourself. Focus on your key strengths and speak with positivity. In addition, make sure your strength is relative to the position you are applying for. For example, if you are applying to be a prep cook, it is best to not state that you are a good writer. Instead, mention how you are hard working or that you are comfortable in fast-paced environments.

What is your greatest weakness?

Following most strength questions, the interviewer may ask you about a weakness. The best way to respond to this daunting question is with the 'two-part answer' method. First, make the confession, then recover. Describe in short what you are weak at, then spin that response to how you would be to able to overcome or resolve the issue. Managers like to hear about the positives, rather than the negatives. 

Tell me what you know about our restaurant.

Before the interview, do some research. Find out what you can about the restaurant and the person you will be interviewed by. Has the restaurant been in the news? Is it particularly known for something? Who is the person who is in charge of hiring and what is their professional background? From your answers, recruiters will try to find out whether you have genuine interest in the business, and see if you will be motivated to work there, as opposed to another restaurant.

What qualities make you a good addition to the team?

Here, explain why you are an excellent candidate for the position. Recount an experience where you performed exceptionally. If you are seeking a job as a server, tell about a time you provided great customer service. Discuss how you were a team player and were able to bring satisfaction to the patrons.


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