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Archive for August, 2011

What Colors To Wear To A Job Interview

Posted by sweens on August 11, 2011

We all know that dressing professionally for a job interview can leave a good first impression with the employer, but what about the color of your attire? Have you ever wondered why doctors wear white or police officers wear blue? Or why black represents power and red implies passion?
Different colors influence people in different ways, emotions from trust to aloof and everything in between. Color psychologists and scientists have been studying the impact of colors for years and how people respond to different colors listed below. Keep this in mind when choosing what colors to wear to the job interview.

Black: Represents authority, power, and drama. Black can also make you appear unapproachable and overpowering. So avoid it when interviewing, unless in small amounts or as an accent color.

White: Symbolizes of purity, chastity, and cleanliness. White is a neutral color that goes with everything. It’s usually worn in shirts and blouses year round.

Blue: Signifies tranquility, authority, trust, and loyalty. It’s the best-selling color globally, and the one with the biggest success rate in job interviews. Blue is the ultimate “power color”.

Brown: Addresses credibility and stability. It’s the color of the earth and abundant in nature. Brown creates a neutral environment for open discussion.

Beige and tan: Similar to brown, are calming, stress reducing, earthy colors that invite communication. These colors are perceived as nonassertive and passive.

Gray: Denotes neutrality and sophistication. After blue, it’s the second most popular color to wear to a job interview. If you want to look confident without being overpowering in black, go for gray.

Red; Implies heat, danger, power, passion, and strength. The most emotionally intense color, red can stimulate a faster heartbeat and breathing. Use red as an accent color to motivate people to make quick decisions and increase expectations. It can also increase emotions during job interviews, so avoid wearing large amounts of red.

Orange: Like red, can stimulate strong emotions. Related to warmth and autumn, individuals who wear orange are perceived as having a strong personality. Bright orange, like bright red, will attract attention and induce intense emotions, so wear moderately in job interviews.

Yellow: Promotes a wide range of emotions, from cheer and goodwill to caution, and jealousy. However, people lose their tempers more often in yellow rooms than in rooms of other colors. It is the most difficult color for the eye to absorb, so it can be unbearable if overused. Wear in small doses in job interviews.

Green: Indicates nature, success, wealth, and security. A calming, refreshing color, green is the easiest color on the eye and most relaxing. Dark green is masculine, conservative, and implies wealth. People will feel comfortable with you without standing out in a job interview.

Purple: Symbolizes royalty, richness, power and sensitivity. It’s also the color of passion and love. Purple is often viewed as a “feminine” color, so avoid wearing purple when attending a job interview with a strong gender bias.

Pink: Inspires a variety of emotions, from fun and excitement to calm and low energy. Pink is viewed as a feminine color, and, like purple, should be worn with discretion in job interviews.

Information provided by, Moshin Manji, HRinmotion.

HRinmotion, your complete employment center.

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Article Source: http://EzineArticles.com/?expert=Moshin_Manji

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Tech companies going all out to recruit talent

Posted by sweens on August 4, 2011

Michael De Frenza scans the crowd of 50 or so well-dressed professionals mingling near a bar at the W Hotel in San Francisco’s South of Market neighborhood. De Frenza, a recent transplant to the Bay Area, is here looking not for a date, but for a job. Yet he’s far from desperate.

In five weeks, De Frenza, 34, has received five offers. “I’m taking my time trying to find the right fit,” he says.

I Love Rewards, which provides companies with services to motivate employees, arranges cocktail parties like this one every other week at the W Hotel to help recruit 40 people by Sept. 30 for a new West Coast sales office.

“Just in time for us arriving in San Francisco, the market has gotten extremely hot,” says CEO Razor Suleman. “San Francisco is coming back to the days when candidates have two or three job offers,” he says.

Competition for cloud computing engineers, security experts and mobile developers as well as sales professionals in the technology industry has gotten so fierce in the past six months that companies are going to greater lengths to woo prospective employees. They’re throwing lavish parties, handing out free food at conferences, doling out $50,000 signing bonuses, and offering perks such as free haircuts and medical care at the office.

Nearly full employment

The tech sector is fueling a job boom that stands in stark contrast to the malaise of the general job market. The nationwide unemployment rate ticked up to 9.2 percent in June, according to the Bureau of Labor Statistics. At the same time, the unemployment rate for tech professionals dropped to 3.3 percent, from 5.3 percent in January. “That’s pretty close to full employment,” says Alice Hill, managing director of technology career website Dice.com.

“It’s such a thin market, it feels like everybody is employed already,” says Adam Pisoni, co-founder and chief technology officer of Yammer, which sells software and services for social networking in the workplace. “Engineers have 10 recruiters calling them.”

The San Francisco company would like to hire between 50 and 100 engineers this year, Pisoni says.

Companies are employing a variety of strategies to attract talent. Saba Software and Digital River recently paid C-level executives $50,000 signing bonuses. “While signing bonuses at tech companies are not uncommon, their use has become more prevalent recently as the economy has improved and competition for talent has heated up,” says Aaron Lapat, managing director of the technology practice at executive recruiting firm J. Robert Scott.

Back to the boom times

Recruiting tactics from the late 1990s are starting to make a comeback, too.

In 1998, when Mark Barrenechea worked for Oracle, he hired an ice cream truck and parked it outside of then-competitor Siebel Systems. At the time, he was a senior vice president for applications development trying to find engineering talent. The bells and music would signal employees to come outside, he says.

In his current role as CEO of supercomputer maker Silicon Graphics International, Barrenechea uses a different tactic. “We haven’t had to resort to ice cream trucks and cocktail parties,” he says. Instead, SGI is going after employee referrals and targeting companies where there’s organizational change.

The CEO says the company has found supercomputing talent at Oracle’s Sun Microsystems and may find technical sales talent from Cisco’s upcoming layoffs. SGI plans to expand its sales force 10 percent this year, adding about 25 positions. Suleman at I Love Rewards also encourages employees to refer job candidates.

He’s offering a luxury trip to Las Vegas in September for any employee who refers a new hire. Even though each employee will stay in a suite, Suleman says it’s 80 percent less expensive than using a recruiter.

As companies compete for a limited talent pool, they’re upping the ante. “There’s so much poaching going on, and now we see the rise of the crazy perks,” says Hill at Dice.com. Hill says she’s seeing companies offer a range of services, from car washes and free haircuts to on-site doctors, dentists and notaries. “Qualcomm has a weekly farmers’ market,” Hill says.


No doubt these developments are a welcome change for workers after the recession. For companies, though, this means an increase in labor costs as salaries rise and businesses try to retain workers with perks and retention bonuses. It may also force companies to grant richer stock option awards to attract the right programming talent, according to a Fitch Ratings report released last month.

Stock awards up

The percentage that stock-based compensation makes up of total operating expenses can serve as a proxy for technology labor market tightness, says Jamie Rizzo, an analyst at Fitch Ratings. At Adobe, options and other stock awards accounted for 8.6 percent of total operating expenses in 2010, up from 7 percent in 2007. Intuit saw that number increase to 5.7 percent in 2010, from 4 percent in 2007.

The rush to find workers is symptomatic of a deeper problem in the tech industry. The supply and demand of talent is out of sync, says Professor Peter Cappelli at the University of Pennsylvania’s Wharton School. Companies are looking for exactly the skills they need today to deal with their clients.

“We don’t want to have to train anybody, and when those skills become obsolete, we don’t want to retrain them,” he says. Companies tend to hire people with IT engineering degrees, use those skills for five years, and then they want a new crop, says Cappelli, who researches human resource practices and talent management.

“It means they are hiring and laying off at the same time,” Cappelli says. “It’s a really bad thing for the economy and for the companies themselves, because it’s putting them at the mercy of the labor market.”

This article appeared on page D Р1 of the San Francisco Chronicle

Read more: http://www.sfgate.com/cgi-bin/article.cgi?f=/c/a/2011/08/02/MNMM1KIDEU.DTL&ao=2#ixzz1U424LNo3

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