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Press Releases - Employment Articles on the Accounting and Administrative Staffing

 

Press Releases

 

Atlanta Accounting Staffing Firm Owner Offers Recession Employment Tips

With fast rising unemployment rates in Georgia and across the country, many professionals are looking for new ideas on how to be proactive and leverage technology in the job search process. Responding to accounting jobs ads and waiting for the phone to ring is simply not proactive enough in a deepening recession. This article provides a starting point for thinking outside the box with your job search.

Atlanta, GA (PRWEB) December 11, 2008 -- With fast rising unemployment rates in Georgia and across the country, many professionals are looking for new ideas on how to be proactive and leverage technology in the job search process. Responding to accounting jobs ads and waiting for the phone to ring is simply not proactive enough in a deepening recession. This article provides a starting point for thinking outside the box with your job search.

"I have sent out hundreds of resumes and the phone isn't ringing! "This is common feedback we are hearing right now from marketable candidates," says Nate Rozell, owner of SearchLogic Recruiting, an Atlanta based staffing and search firm with two specialized job placement focuses (Accounting and Administrative). Rozell says this kind of candidate frustration is common place in a down-market. "We saw this last back at the end of 2001 and 2002. From all the available data and our own observations it appears the job cuts will be deeper and the unemployment rate will be higher this time but it isn't permanent and things could be a lot worse. Job seekers looking for work in the Greater Atlanta area have the advantage of sheer volume of companies including the number of corporate headquarters and diversity of industries. We are not a one pony town like a Detroit." I have sent out hundreds of resumes and the phone isn't ringing!

When asked about helpful ideas on how to leverage technology with the job search process, Rozell had the following tips to share.

  1. We are encouraging people to leverage technology in a way that they never have in the past. One example is the use of social networking sites. In the past few years sites like LinkedIn and Facebook have reached a tipping point for entertainment and business use. LinkedIn has over 20 million users now and Facebook has almost 700,000 people in the Atlanta Network alone. The bottom line is these sites facilitate networking which is so critical without ever leaving the house. Get out there, create an account and start reconnecting with everyone you have ever known. I encourage candidates to make their linked in profile read like a well drafted resume and marketing presentation because when people visit, you want to make a lasting impression. You can even insert examples of your work or presentations you have done using a new Google application that integrates with Linkedin. The point is make the investment of time to learn how to use these sites effectively. You can find plenty of instructional content on the net for free.
  2. Work smart by using job boards to your advantage. Set up "job search agents" with popular job boards like Monster , Careerbuilder andYahoo Hotjobs http://www.hotjobs.com. It is easy to set up these agents with your ideal search criteria (the keywords of position titles you would be interested in) and new positions are emailed to you each day. Another popular website, Indeed http://www.indeed.com consolidates jobs postings from a variety of job boards including the ones listed above. Furthermore, once you have a list of companies looking to hire, use the LinkedIn People search to find hiring manager contacts at these organizations. It is ok to send your resume directly to Human Resources or the Corporate Recruiter but you may get further faster if your resume lands in the inbox of the person doing the hiring. Make it a goal to reach multiple contacts within an organization because maybe one person finds interest where another does not.

Rozell says these are just a few of the many tips his staff likes to share with candidates. For additional information on this article or to get registered as a candidate with SearchLogic, visit www.searchlogicrecruiting.com

Contact: Nate Rozell, President SearchLogic Recruiting LLC
Tel: 404-574-6620
Email: nrozell@slrjobs.com
Web: www.searchlogicrecruiting.com

President of Atlanta Accounting Staffing Firm SearchLogic Recruiting unravels the mystery of Hiring Top Talent

When it comes to hiring top Accounting Candidates in the Atlanta market, it pays to know what top candidates really want. "When we survey our top candidates; we consistently hear the same responses" says Nate Rozell, a ten-year veteran of the Accounting search industry in Atlanta, GA. Rozell, the Founder and President of SearchLogic Recruiting, specializes in placement of both degreed and non-degreed Accounting Professionals across a wide range of industries in the Greater Atlanta area.

Atlanta, GA (PRWEB) June 20, 2008 -- When it comes to hiring top Accounting Candidates in the Atlanta market, it pays to know what top candidates really want. "When we survey our top candidates; we consistently hear the same responses" says Nate Rozell, a ten-year veteran of the Accounting search industry in Atlanta, GA. Rozell, the Founder and President of SearchLogic Recruiting, specializes in placement of both degreed and non-degreed Accounting Professionals across a wide range of industries in the Greater Atlanta area.

  1. Top Degreed candidates almost universally want to know they have an opportunity to grow. Quite often this is confused by hiring managers as meaning they want a new title in six months. Although a promotion in title is part of the longer term plan; they really want to be mentored in a supportive environment and feel like they are growing their skill-set. An example Rozell uses is "Experienced Staff Accountants that do account reconciliations and make reoccurring journal entries all day get restless. They want to understand the bigger picture."


  2. Top candidates want balance. Rozell says one thing he often hears from hiring managers is that when you choose a career in Accounting you should know that overtime is the norm during certain periods. To a degree this is true but one of the top reasons people don't stay with companies is they feel like they are being taken advantage of. "We find that retention rates are greatest with companies that truly recognize and respect a person's life outside of work. Great lip service is paid to this as a benefit but when the rubber meets the road; many companies don't really support balance."

Rozell says once Hiring Managers take the time to understand what exceptional candidates look for; they should make an honest assessment of what they have to offer. "The responses discussed in this article are a great place to start but when you identify a strong candidate; take the time to find out what motivates him or her and show how your company can deliver on their wish list."

As a follow up the points above Rozell cautions "If a hiring manager is going to use a recruiter to find top talent it is imperative that they partner with someone that understands how to best match top talent with what you have to offer." The value of a good recruiter isn't just in finding a candidate with a resume that reads like the job description. Any hiring manager can find resumes on Careerbuilder.com or monster.com that read like the job description. A good recruiter already knows what you have to offer when they are in the due diligence phase with a potential recruit. A lot of time is saved with effective matching.

For additional information on this article or to discuss other best hiring practices, contact Nate Rozell or visit www.searchlogicrecruiting.com.

Contact:
Nate Rozell, President
SearchLogic Recruiting LLC
404-574-6620
http://www.searchlogicrecruiting.com

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