Hire Learning: The HirePower Resume and Cover Letter

Is your job search taking longer than you anticipated? It may have nothing to do with your skillset and everything to do with your resume. Employers look at a resume for an average of six seconds. If your most significant skills aren’t front and center, it could cost you the job. Bring HirePower your current resume and we can work with you to create exactly what employers are looking for. Don’t have a resume at all? Tell us your skills and previous work experience and we’ll work together to create the perfect resume for you.

An important thing to consider are the possibilities for the look of your resume depending on the field you are interested in. There are sort of unspoken rules of etiquette when it comes to a resume. For example, when interviewing for a more creative position you have the option of creating a more graphic resume with visual interest. When interviewing for a corporate position a very clean-cut resume is best. We can help you make that distinction and create the perfect resume for your field of interest and the specific employer you’re applying with.

Along with a clean resume, you need a well-written cover letter. This is the step that a lot of people struggle most with. It’s hard to determine what is worth mentioning and what isn’t. Working with HirePower, we can look over your list of skills and experiences and help you determine what is worth elaborating on in your cover letter and what is better left unsaid. Highlighting specific jobs and experiences in your cover letter can help you stand out among other applicants.

It’s important to remember that your resume and cover letter need to be tailored to each specific job you apply for. Some skills are applicable to certain jobs while others are not. Working with us will help you learn when to include what so that you’re sure to put your best foot forward for each interview.

Whether you need resume or cover letter help, we have years of experience to help you stand out and wow your potential employer.

Thanks for following along with our Hire Learning series detailing each of the advantages of working with a recruiter, specifically HirePower. Contact us today to get started!

Hire Learning: Know Your Worth

Have you ever been in a situation where you felt your skills and contributions were undervalued? Imagine feeling that way every day. Sometimes employers set a salary for a position much lower than it is actually worth. There are several reasons they may do this, but typically it all comes down to budget. It’s not that they do not value your work, they just know what they can get away with paying for it.

HirePower has info on the market you are looking at right down to the specific position you are planning to apply for. We use that information to identify pay ranges, duties of the position and much more. These insights allow us to provide the very best recommendations when it comes to fair compensation.

Don’t let yourself become trapped in a job paying lower than you’re worth. Working with HirePower will ensure that you are fairly compensated for the work you’re doing. We know what competitors are paying, what the company has paid in the past, and how far they are willing to go to make sure they hire the right person for the job.

HirePower will not settle for a salary below what you’re worth. We will negotiate with the company based on your skillset, previous salaries, and the company’s urgency to fill the position, ensuring you are offered the fairest salary possible. What are you waiting for? Contact us today to start your dream job search!

Stay tuned to our Hire Learning series as we continue to dive deeper into each of the advantages of working with a recruiter, specifically HirePower, in our next few blog posts.

Hire Learning: When Your Connections Aren’t Connected Enough

You probably hear all the time about how important connections are when starting your job search. Typically, asking your network of friends and professional acquaintances is one of the easiest ways to find out about the newest job opportunities in your area. Plus, your connections will know which jobs to tell you about because they know you best.

So what happens when none of your connections have any leads? That’s where we come in. We will take the time to get to know you, your skills and passions so we can become your most valuable connection. This information will allow us to explore our personal connections and job leads and recommend the very best options for you.

Are you interested in breaking into a very specific niche market but aren’t sure how? We’ll work to find jobs that fit that niche and your interests. Interested in working for a smaller company rather than a corporate environment? We have a network of smaller locally-owned companies that would be a perfect fit for you.

Working with HirePower means your list of connections is never exhausted. Contact us today and skip the hassle of online job searching.

Stay tuned to our Hire Learning series as we continue to dive deeper into each of the advantages of working with a recruiter, specifically HirePower, in our next few blog posts.

Hire Learning: Decoding Job Descriptions with HirePower

Let’s be honest, half of the job descriptions you read when job searching are convoluted, wordy and ultimately don’t tell you what you’ll be doing in that role. That’s where HirePower comes in. We know inside information to help you decide which jobs you actually want to apply for, tailor your resume to those jobs, and nail your interviews.

Sifting through one job description after another can be monotonous. Eventually they all start to run together. Granted, it is difficult to include every duty of a job, but working with us you will learn as much as possible before applying. Employers are going to detail the most interesting, exciting and specialized aspects of the job so people want to come work for them. We talk directly with companies to learn all of the ins and outs of a job so we can assure they are receiving the best candidates. That means we are able to offer you the best job to fit your skills and interests.

Another great perk of working with HirePower is that we have personal relationships with hiring managers and companies – we know what they really want. Say a job description requires a master’s degree, but you have a set of skills that are equally impressive. We can work behind the scenes with the company to help you land the job. Or say you find a job you want to apply for, but the company really wants to hire internally. We can work with them to set up an interview anyway or discover other options.

At HirePower we are dedicated to your success. Tell us exactly what you want to do and what skills you have. We will work with you to find the job of your dreams!

Stay tuned to our Hire Learning series as we continue to dive deeper into each of the advantages of working with a recruiter, specifically HirePower, in our next few blog posts.

Hire Learning: The Advantages of Working with a Recruiter Like HirePower

When starting the job search process, it can quickly feel like you’ll never see the light at the end of the tunnel—especially when you’re going it alone. It’s difficult to stand out when there are hundreds of other applicants who might be just as qualified for a position. You may apply for 20 jobs and only hear back from one or two, and often they’re not your top choices.

Working with a recruiter can make job hunting a breeze, at times even enjoyable. We know inside information that job search sites won’t tell you. This will help you stand out among hundreds of applicants and land the job of your dreams.

Often times, job descriptions offered on popular job search sites can be vague and usually aren’t an accurate representation of the job as a whole. We are able to cut through the clutter and tell you what the position actually involves, allowing you to apply for jobs you’re really interested in. Another perk: we can often find out how a company is willing to compromise when it comes to the job description. They may say they require a master’s degree, when in reality you have skills they are willing to accept as an alternative.

The most effective way to job hunt is through connections, but if your personal connections don’t have any leads it’s time to turn to job search sites. Working with us gives you access to our extensive network of connections. This keeps you from spending hours digging through the black hole that is online job searching, giving you more time to prepare for the interview for your dream job.

Another perk of working with HirePower is that we know what your skills are worth and what an employer should pay you based on those skills. Some employers are able to pay more than they say on the job description or in the offer letter. We can work with the company based on their budget to make sure you are fairly compensated for your skills and talent.

Do you have impressive skills and experience but aren’t sure of the best way to translate that to your resume? We can help with this too. Bring us your current resume and we will work with you to create a resume that’s truly reflective of your skills and talents.

Working with a recruiter is one of the best things you can do for yourself as you make your way through the job search process. Turn to the experts to ensure you are applying for jobs best suited for your unique skillset.

Stay tuned to our Hire Learning series as we dive deeper into each of the advantages of working with a recruiter, specifically HirePower, in our next few blog posts.



The Top Ways Candidates Want to Learn About Your Company Culture

Excerpted from LinkedIn

Your culture is the beating heart of your company. And understandably, most candidates want to get a real feel for what working at your company will be like on a day-to-day basis before they accept an offer. The question is: what’s the best way for you to show them.

To find out, we surveyed over 14,000 professionals around the world. It turns out, the number one way that candidates everywhere want to experience your culture it is in person, during a visit to your office. But, that’s not the only method: Here are the top five ways that they want to learn about your company culture:

Note: The percentages in the graphic above don’t add up to 100% because survey participants could select up to three options for how they want to learn about company culture.

1. The majority of candidates (51%) want to visit your office to learn about your culture

If you’re interviewing many candidates or any who live far away, bringing them all to the office can be tricky. But while video and phone interviews might be easier and cheaper, they simply can’t give candidates the same glimpse into your culture that an onsite interview offers. That’s why more than half (51%) of candidates are eager to peek behind the curtain in person in order to visualize themselves working there.

Office visits are especially important to candidates who weren’t previously aware of your company, with 59% of those surveyed finding it important compared to just 46% of those who already knew who you were. After all, it’s harder to commit to something you know little about.

While the data is fairly consistent across all age ranges and seniority levels, candidates at the VP level are generally more interested (63%) in visiting the office than others. Women are also slightly more likely to want to come look for themselves, with 54% interested as opposed to 49% of men.

There are plenty of ways to make an office visit a regular part of your interview process, from tours to open houses. You can also just take the candidate for a brief wander around before or after the interview—even a quick glimpse can tell them a lot.

And, If you find you can’t bring a candidate onsite, take inspiration from companies like Intuit and General Mills who are using virtual reality to provide candidates at career fairs a virtual tour of their office. You can also simply post a video tour of your office or a “day in the life” of an employee on your website.

2. 50% of candidates say they want to hear from the hiring manager 

The person who tells the candidate about your culture may matter more than you think, even if they’re saying the same thing. In fact, 50% of all candidates surveyed said that the person they most wanted to hear about culture from was the hiring manager.

This might be because people unconsciously respond best to their future boss. As the report revealed (and as we’ve seen for InMails, too), 56% of candidates are more likely to respond to outreach messages when they come from the hiring manager.


Candidates in the US (63%), China (67%), and Singapore (64%) are especially interested in hearing about your company’s culture from the hiring manager.

You can easily work a discussion into your office visits. Arrange with your hiring manager to chat about the culture during the candidate’s interview, or maybe conduct a tour of the office.

3. Almost half (46%) of candidates want to hear from your employees

It makes sense that so many candidates want to hear from current employees, since they’re the ones on the front lines that really know what working for the company is like. That’s just one reason why coaching employees to become brand ambassadors pays off in such a big way.

So make sure your candidates have a chance to hear from employees, during onsite interviews, open houses, and at career fairs, or even just through blog posts and testimonials on your website and social media.

One way to get started is by developing an employee ambassador program that both educates your employees on your brand messaging and encourages them to share what life at your company is like with their network.

4. More than a quarter (27%) of candidates want to learn about your culture from your website

Candidates are looking at your website—more than half (53%) say it’s their first stop when applying for a job. And, 27% want to learn about your company culture when they visit the site, so all those pictures of office shenanigans on your phone can finally be put to good use.

Candidates who weren’t previously aware of your company find the website more useful for understanding your culture (28%) than candidates who knew about the company already (22%). This could be because these are the candidates most likely to be researching you before applying or responding to your outreach. But since most candidates will refer to your website again before the interview, pictures and videos of your culture can get them excited to come and see it for themselves.

For a little inspiration, take a look at Lyft’s career page video, which perfectly showcases the company culture, without sacrificing any important information. Spotify is also clever and gives candidates a glimpse of what employees are like by showing their employee’s own Spotify playlists on the website.

5. 24% of candidates want to hear about culture directly from the recruiter

24% of survey respondents said that their recruiters best helped them learn about the company’s culture. In fact, 40% of all candidates surveyed said they want to learn about culture from the recruiter’s first outreach message.

In some countries in particular, candidates found the recruiter extremely useful for giving them insight into the company culture. In France, 43% said the recruiter had helped them best, with that number being even higher in Japan (63%).

If you want to be even more helpful, you can weave some tantalizing glimpses of your culture through every communication with a candidate by improving your storytelling skills. It could be as simple as telling them what a typical day in the office is like, or sending a personal note about what you love most about working there. It’s also a good idea to point them in the direction of employee blog posts, videos, and any other employee generated content.

Read this article on the LinkedIn Talent Blog HERE

5 Things New Hires Want During Onboarding

Excerpted from LinkedIn

Ah yes, that candidate you’ve been after has finally signed your offer letter. Time to watch them cruise on in and be successful.

Sadly though, that’s not how things work. Data shows that onboarding a new hire can make or break how their perceive the company and how productive they are. So if you want that new hire to stick around and kick butt, you need to make sure your onboarding process goes above and beyond.

To help you understand what you need to do to succeed, LinkedIn surveyed 14,000 global professionals about the types of onboarding techniques they preferred most in our newest study, Inside the Mind of Today’s Candidate,

The results were revealing—and somewhat unexpected. For example, despite the widespread popularity of bestowing swag on new hires, only 17% of all survey respondents named welcome gifts as “very useful” to their onboarding process. Respondents also didn’t insist on job shadowing (33%) or getting a welcoming shout-out at a staff meeting or department lunch (17%).

Most surprisingly, respondents of all ages, nationalities, and genders named the five exact same onboarding practices as most useful:

Read on for a helpful review of these top five onboarding activities—according to employees themselves.

Tactic #1: Make sure new employees get one-on-one time with their direct managers

Employees in every surveyed country overwhelmingly agreed that the best way to get ramped up and ready for work is to spend one-to-one time with their direct manager. A whopping 96% of respondents found these meetings to be at least somewhat useful, while 72% found them to be very useful.

Specific preferences varied by seniority. While all seniority levels preferred this onboarding technique, VP-level employees found it overwhelmingly valuable, with 80% rating the meetings as extremely useful. It could be that VPs, the lieutenants of your company, benefit most from leadership direction from the executives they report to.

Make sure that your hiring managers schedule one-on-one time with their new reports. This gives new employees time and space to hear about their responsibilities—and lay a solid foundation for their most crucial work relationship.

Tactic #2: Let your new hires know what’s expected of them in the long-term

Clocking in as “useful and ideal” for 67% of all survey takers, employees made it known they wanted a clear outline of upcoming expectations. Outside of knowing what to do, respondents cast their vote for learning how to do it well, long-term.

The Chicago Tribune found that a lack of career development is one of the top reasons people leave jobs. To climb ladders, it makes sense to let new hires in on where the rungs are, how many there are, and how far apart. Female professionals ranked this onboarding information particularly high, with 73% of women choosing it, versus 65% of men.

When employees know what’s expected of them in the long run—and how to succeed—they will be more likely to go above and beyond. Laying a clear outline of requirements and goals helps set the tone for success.

Tactic #3: Give employees an agenda for the first few weeks

Starting a new job is daunting. Unlike the first day of school, when everyone is new, your new hire is the sole novice among peers whose responsibilities are old hat. Setting up a schedule for the first few weeks can help ground new employees until they’re able to get into a routine of their own.

The study found this especially true among lower-level employees. 59% of junior-level employees liked the idea of a starter agenda, versus 53% in the C-suite. Younger and greener, these new hires need more direction at the get-go.

In line with the seniority breakdown, millennials were also more likely to prioritize an agenda for the first week. Companies that offer a concrete agenda convey that they prepared for the employee’s arrival and are excited for them to join the team. Without any direction, new hires—especially in the younger generation—may feel neglected.

Welcoming new employees with a clear schedule is a must: it’ll provide reassuring structure while they get their bearings and settle in.

Tactic #4: Remember to place a continued emphasis on company culture

More and more, we’ve seen companies place a premium on culture as a selling pointfor joining a team. But attracting candidates with your culture isn’t enough. Many employees prefer a formal introduction.

53% of global professionals surveyed said that receiving explicit background on their new company’s culture and values, whether through an employee manual or a chat with the boss, is very useful. Surprisingly, baby boomers were most likely to prioritize this cultural introduction, compared to other age groups.

It’s important to follow-up on the culture you’ve sold candidates on—and formalize it into your onboarding process.

Tactic #5: Help set up individual meetings to introduce new coworkers

New hires spend most of their time learning their responsibilities, but they also need to get to know their new teammates, too. To help with this, 52% of survey respondents prefer receiving a list of co-workers they should meet (or having a meeting set up on their behalf).

Respondents from the U.S. (60%) and France (61%) are most likely to ask for this onboarding tactic, compared to just 39% in Japan. Women were also more likely than men to prefer this onboarding activity, at 59% versus 49%.

There are plenty of ways to make a new hire feel comfortable and welcomed, but you can’t go wrong listening to what employees themselves say is most useful.

Read this article on the LinkedIn Talent Blog HERE