Scion Staffing (www.scionstaffing.com), San Francisco’s award winning technical staffing firm seeks a new Director of Engineering for our client, an established, prestigious, and growing
corporation in downtown San Francisco. This is an opportunity to lead Engineering for the leading provider of integration platforms for the cloud, web, and enterprise.

This is an exceptional opportunity to work in an open, fun, creative environment on a team of driven experts with motivated and fun, polished co-workers. This position offers exceptional earning potential, career
opportunity growth, benefits, travel opportunity, stock options, and more! And best of all, this is a job you will love.

Please take a look at the following description and reply with your resume if you are interested in learning more about this opportunity.

About:

In this position thousands of companies, partners, vendors, and customers will rely on your integration platform and software daily. This
is a high visibility position! We are looking for an impact player to own and
passionately lead the engineering for this cutting-edge, best-in-space, open
source platform.

We seek only motivated and hungry Engineering Directors interested
in growing in their career, further expanding a very successful corporation,
that want to take significant leadership, work independently supported by a
great team, and push the envelope to be continuously learning, and growing
professionally.

We seek:

• · A Scrum Master
• · Technical brilliance
• · Open source and SaaS passion
• · Startup experience, and follow-through with the different
  company growth phases.
• · Distributed systems architecture; large-scale environment
  experience.
• · Multi-tenant, cloud experience.
• · C-Level, Investor, Vendor, Partner, and Team presentation
  skills.
• · Ability to design and deliver a new service within weeks.
• · Strong leading, management, recruiting, and mentoring
  skills.
• · Understanding
  of, and opinions on, the latest technologies and their pros/cons.

Responsibilities:

• · Release a high quality product on time every month.
• · Recruit, mentor, motivate, challenge, and reward your team
  of top engineers.
• · Weave your passion for user experience through all aspects
  and layers of our product.
• · Maintain attention to detail and demand for exceptional
  work.
• · Foster
  a collaborative environment with cross-functional teams, aligning priorities,
  milestones, and schedules.

Technical Environment:

• · Integrating
  enterprise, web, and cloud
• · Open
  Source. Apache Tomcat, and company platform
• · GWT,
  Java, JavaScript, REST, MongoDB, Spring, Maven, Unix
• · Getting
  away from legacy Java stacks and going ”lightweight”
• · Flexible
  culture of iteration. Lean and Agile/Scrum.

Compensation/Perks/The Offer:

• · Strong
  starting base salary of $175,000 DOE.
• · Pre-IPO
  stock options!
• · Amazing
  benefits package: medical, dental, vision, 401k, awesome vacation policy, company
  outings and play!

· Strong,
established revenue growth; big company and top VC backing.

• · New
  offices in SF, close to downtown BART
• · Startup
  mentality, flexibility, and no micromanagement.
• · HOT
  space in cloud, platform, and integration.
• · Award-winning
  products with established clients in top global corporations, banks, consumer
  internet, etc.
• · Great
  team. Flexible, collaborative, smart culture.
• · Lots
  of room for career growth, quickly.

Apply:

For immediate consideration please email your resume and more
about yourself attn: Isaac Schild, to info@scionstaffing.com.
Tell us what drives you!

Contact: Isaac Schild

Recruitment Expert

Scion Staffing | Technical

576 Sacramento St. | 2nd Floor

San Francisco | CA | 94111

www.scionstaffing.com

Scion Staffing, Inc. – is an national award winning executive search firm and
temporary staffing agency. Scion
Staffing was recently awarded to the: “Top
Retained Executive Search Firms,”Business
Times List, 2011, “Top Contingency Executive Search Firms,“ Business Times List, 2011, AND, “Largest
Staffing Firms in the Bay Area,”
Business Times List, 2011.

CONFIDENTIALITY
NOTICE: This electronic mail transmission may contain privileged and/or
confidential information only for use by the intended recipients. Any use,
distribution, copying or disclosure by any person, other than the intended
recipients is strictly prohibited and may be subject to civil action and/or
criminal penalties. If you received this transmission in error, please notify
the sender by reply e-mail or by telephone and delete the transmission.

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Scion  Staffing, Inc. (www.scionstaffing.com),  a full service national staffing firm have been retained to conduct a search for
IT staffing sales professionals for all experience levels.

Are you looking for a sales job that you will love? Do you want to
work for an expanding successful company in San Francisco, CA where real
opportunity for professional growth and development exists?

We seek high-energy, customer-facing, high-impact business developers for an IT
recruiting company. If you have experience selling to HR executives and technology
directors, and are hungry to be successful and work on a fun team – this opportunity
is the one for you!

In fact, there are four different openings based on regions; downtown
San Francisco, South Bay, Peninsula, and East Bay!

This is a wonderful opportunity to work with a well-established brand, with
deep resources in an outside sales/ business development role selling IT Staffing
services.

Totally compensation for this position ranged depending upon performance from $100,000
to $200,000 depending.  This position includes a starting
base salary of $65,000 plus an exceptionally competitive commission structure,
and full benefits package.

Requirements:

• Two to ten years of sales experience selling to HR and
  or Technology Directors.
• Understanding of IT recruiting principles.
• Driven, polished communicators.
• Hungry and open to learning.
• On-site/ in area required (not a telecommute
  position).
• Contract recruiting background is a big plus.
• If you are full-desk, customer-focused, and interested
  in on-site downtown SF, East Bay, Peninsula, or south Bay work, please reply
  directly to this posting with your resume.

Apply today! Send your resume to info@scionstaffing.com.

About our search firm:

Scion Staffing is an award winning staffing firm headquarted in San Francisco, CA.  Over the past few years, our firm has had the pleasure of successfully assisting
hundreds of local employers. No matter the requisition or size, our track record and recruitment prowess has made us one of the top recruitment firms in
California. Additional information about our firm and success can also be found  online at www.scionstaffing.com, or in the 2010/2011 Business Times list of top staffing firms.

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BOSTON, Nov. 1, 2011 — Scion Nonprofit Staffing opened a new office in Boston this week to better meet the recruitment demands of local nonprofits organizations and foundations.  This is a trend not new to Isaac Schild, CEO of Scion Staffing, who launched Scion Staffing in 2006, a national firm that exclusively staffs nonprofit organizations, and helps people find work in the sector.

“Jobs in nonprofits are expanding at a faster rate than the for-profit sector.  In fact, Boston is one of the new hotbeds for nonprofit jobs and organizational growth. It is a part of the big four. Boston, New York, DC, and San Francisco are literally booming with new nonprofits launching daily.”

Isaac explains, “The reason for this is simple, it where our workers want to be.  Every day we see more Gen X’ers, and Gen Y workers starting nonprofit organizations, demanding socially conscious positions, striving to help their communities, and being more selective than ever before.  There has been a great increase in demand for both temporary nonprofit workers and permanent executives in Boston.”

Growth rates for nonprofit organizations in Boston, and in the US, are dramatically on the rise. According to Guidestar.com, an organization that tracks the sector, in Boston proper alone, there are 10,840 registered nonprofit organizations.  For a population that boasts only 617,594 people, that equal’s one nonprofit organization for every 56 Boston residents.

Schild believes, “young talent and future leaders in our work force are more interested in taking jobs with a social purpose.

In the past 30 days, over 865 nonprofit positions have been listed on www.indeed.com, 600 new nonprofit jobs have been posted on www.craigslist.com, and 374 on www.idealist.org, a website that specializes in nonprofit job announcements.

The Boston nonprofit market is simply on the rise, and younger jobseekers are very much paying attention.

About Scion Nonprofit Staffing:

Scion Nonprofit Staffing specializes in providing executive search services and interim temporary staffing support exclusively for the nonprofit sector. Founded by nonprofit staffing experts and human resources professionals we understand how to effectively recruit for nonprofit organizations, foundations, and educational institutions.

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My recommendation for a creative job searching strategy in this job market is to do anything and everything. “Cast a wide net” is our usual advice, but nowadays you have to cast a wider net. Network, get on LinkedIn, Facebook, and go to job fairs. Send your resume in to those staffing firms and then call them until they answer the phone. All of us recruiters are slammed right now. We’ve had virtually 50 times the amount of candidates as we have jobs. In some areas maybe 100-200 times the amount of candidates, or more.

I’d suggest touching on some of the websites I’ve listed below. I also recommend figuring out the key words that describe your particular job skills and typing that into Google. For example “Outside Sales Jobs Cleveland.” Be flexible, able to work temp, temp-to-hire, on the weekends, or at 1-2 day gigs. Any way “in” these days is something to seriously consider. You could impress the right person at the right time. Some folks don’t want to bend too much in their strategy because they’ve done the same thing for 10-20 years. It’s all about being “Gumby” and flexible and creative. You’ve probably seen the stories on the news. Some people have put up billboards advertising their availability for work, and many people have stood downtown and along busy streets with a sandwich board that says “Harvard Grad- will work for food.” Why not do it?

Don’t spend 90% of your search on the internet. You have to diversify your job searching techniques. Spend 40% of your search time on the internet, 30% calling staffing firms, 20% Networking – meeting people face-to-face, and 10% keeping a smile on your face, exercising, meditating, or doing something to get out of your mindset. It’s easy to get stuck searching and searching on the internet and before you know it the day is over. It’s easy to allow yourself to get negative and self-defeating.

Keep it real. Remember everyone else is job searching on the internet. Your resume is going in to a black hole if you just search and click to submit your resume on the job boards. Networking and calling companies work very well if done with diligence and tact. If you’re able to relocate at the drop of a hat, make sure to put that on your resume and your online networking profiles and job-board resumes. Candidates who are bi-coastal are securing jobs faster. NYC or SF. LA or Chicago. I’ll go anywhere I can find work.

Here’s some of the newest and hottest, and also most-established internet job boards:

www.indeed.com and www.simplyhired.com, where you can type in your key words and the city you’d like to work and they filter job postings from hundreds of job boards onto their one streamlined web site.

www.monster.com

Use Monster’s resources to create a killer resume, search for jobs, prepare for interviews, and launch your career.

www.craigslist.org

Craigslist provides forums for jobs. Large SF Bay Area Network- growing in other cities/markets across the country

www.hotjobs.com

Find your dream job! Search for jobs, post your resume

www.idealist.org        

Global clearinghouse of nonprofit and volunteering resources        

www.opportunityknocks.org

www.careerbuilder.com

We also recommend to our candidates to do a little reading up on some of the best links to job-search sites:

http://quintcareers.com/

http://career-advice.monster.com/

http://www.jobgoround.com/

http://forum.simplyhired.com/

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It is vital that before you go into an interview that you have properly prepared yourself to talk. But before you can talk about yourself and the company you first need to do your homework.

So do read their website cover to cover, re-read and memorize the job description you are interviewing for, and look up your interviewers on LinkedIn, Youtube, Facebook, and Twitter, to have a better understanding about where they are from, where they have worked, and who they are. Trust me, it helps! But at the same time make sure not to divulge to much personal info about them, or ever be anything but 100% formal!

Ex: If you learned that are passionate followers and attendees of Burning Man, don’t mention it, perhaps they do not want their co-workers to know! By divulging to much personal information about your interview you may look odd, or like a stocker. There is a fine line so just stick to the basics. Talk about where they are from, lived aboard, or went to school.

In your research, do try to find a news story about them, or watch a YouTube video the company may have been in – they offer wonderful clues into the culture of where you are interviewing.

Look, interviewing is a technique. And the most important thing that you can do to prepare is to practice and know what you are going to say before you say it! Here is an easy approach for preparing for any interview, be it for a mail clerk position, or VP level.

Step one: make up, and formulate an answer for the most popular questions that will be asked of you.

Think about it, most employers always ask the about the same questions, or at least will include some similarities in questions when they bring you in.  You may also be thinking, what about the “odd-ball questions,” that are sometimes asked like: “If you were a car what kind of car would you be and why?” These, can sometimes be asked, but are normally not really relied upon to decide if you are a good candidate or not.  So, try not to worry about the unexpected. Odd questions are generally used, just to make the interviewer feel less square, and feel more cool. So just act like they are a fun question and you cant go wrong. Instead, turn your attention to prepare yourself for what you can expect. This is proven to be the best way to be successful in an upcoming interview.

Here’s a tip – know, and get used to the idea that at least once (probably twice) you will get tongue tied or stumble answering the questions. DO NOT PANIC! This is NORMAL! All candidates do this, just move on.  So take you time and don’t worry if you do. If you even need to buy a second to regain your composure, or think about what you will say, just ask them to repeat the question and take a deep breath.

The best way to knock an interview “out of the park,” is to practice, practice, practice, answering the most popular questions out-loud. Grab a friend, or if your buddies are too busy, make flash cards and repeatedly make yourself answer the questions aloud while sitting at a table.

In a perfect world, you should have another person mock interview you to prep. There is not better way to prepare. Give them the following questions and tell them to throw in some questions of their own. Tip – do not at any time break character or start talking about how you are doing with your mock interviewer! Always pretend like you do not know them, and talk to them like the interview is really happening.  

Following are a list of popular and great questions you should prepare yourself with. Know these forward and backward and you are on your way to rocking the interview!

Top General Interview Questions

1. Tell me about yourself.
2. Why are you interested in this position?
3. What would you do for us that someone else can’t?
4. What about this position do you find most attractive? Least Attractive?
5. How long would it take for you to make a meaningful contribution?
6. How do you describe your personality?
7. What would you say are the major personal traits/qualities this job demands?
8. Describe to me how this job would relate to the overall goals of the company?
9. What aspects of your job do you like best?
10. What aspects of your current job do you like the least?
11. Of all the work you have done, where have you been the most successful?
12. How do you make yourself indispensable to a company?
13. Why do you want to work in this position?
14. What do you look for in a job?
15. What are the three most important responsibilities of this position?
16. How long would you stay working at a position such as this?
17. What do you see yourself doing ten years from now?
18. Tell me about a time when your course load was heavy. How did you complete all your work?
19. Tell me about a time when you had to accomplish a task with someone who was particularly difficult to get along with.
20. If you were hiring for this job, what would you look for?
21. What are you looking for in a job?
22. Why should we hire you?
23. What would your most recent employer say about you if we asked?
24. Have you ever been asked to leave a position?
25. What salary are you seeking?
26. What is your greatest strength? Weakness?
27. Do you have any questions for us? 

 Top Management Questions

1. What is your management style?
2. What did you look for when you hired people in the past?
3. What do you see as being the most difficult task in being a manager?
4. What is your biggest weakness as a manager?
5. How many people did you supervise on your last job?
6. Give of an example of problem that occurred with a subordinate and how did you resolve it?
7. How do you motivate others?
8. Give of an example of a training program you lead or created?
9. Please give an example of your experience with budgets or project management? What are you strengths in the area?

Step two: anticipate what they might ask you about and practice answering these additional questions as well! Normally your biggest clues on what will be ask to you, is listed on the job description. Expect a question, or the interviewer to want to talk about each bullet point in some way. So do your research and spend time thinking about the job and the responsibilities if you really want to land it!

Step three: repeat.

Step four: read these additional tips to prepare yourself! http://scionstaffing.com/09/candidate-center/interview-tips/

For more information about nonprofit jobs please visit: http://scionnonprofitstaffing.com.

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It is important while looking for work – that you stay on top of the new recruiting trends and useful job board for modern recruiting. The following sites are listed at the most active recruiting sites in the US. They are ranked below by Inbound Links, Alexa Rank, and U.S. traffic data.

1 | Monster.com

5,200,000 – Inbound Links | 26,337,561 – Compete Monthly Visitors | 9,900,000 – Quantcast Monthly Visitors | 438 – Alexa Ranking.

2 | CareerBuilder.com

22,737,000 – Inbound Links | 13,131,958 – Compete Monthly Visitors | 12,100,000 – Quantcast Monthly Visitors | 329 – Alexa Ranking.

3 | indeed.com

5,011,000 – Inbound Links | 4,200,000 – Compete Monthly Visitors | 12,200,000 – Quantcast Monthly Visitors | 749 – Alexa Ranking.

4 | Hot Jobs

4,118,000 – Inbound Links | NA – Compete Monthly Visitors | 8,800,000 – Quantcast Monthly Visitors | NA – Alexa Ranking.

5 | SimplyHired.com

3,785,000 – Inbound Links | 5,332,644 – Compete Monthly Visitors | 10,900,000 – Quantcast Monthly Visitors | 2,064 – Alexa Ranking.

6 | Job.com

38,956 – Inbound Links | 5,094,755 – Compete Monthly Visitors | 3,400,000 – Quantcast Monthly Visitors | 1,790 – Alexa Ranking.

7 | snagajob.com

12,792 – Inbound Links | 3,463,320 – Compete Monthly Visitors | 3,300,000 – Quantcast Monthly Visitors | 2,518 – Alexa Ranking.

8 | USAJobs.gov

70,604 – Inbound Links | 2,964,569 – Compete Monthly Visitors | 2,100,000 – Quantcast Monthly Visitors | 2,758 – Alexa Ranking.

9 | AOLJobs.com

6,496,000 – Inbound Links | NA – Compete Monthly Visitors | 882,000 – Quantcast Monthly Visitors | NA – Alexa Ranking.

10 | Employment Guide

1,240,000 – Inbound Links | 1,308,478 – Compete Monthly Visitors | 1,100,000 – Quantcast Monthly Visitors | 10,003 – Alexa Ranking.

11 | Dice.com

98,319 – Inbound Links | 894,506 – Compete Monthly Visitors | 543,000 – Quantcast Monthly Visitors | 2,560 – Alexa Ranking.

12 | TheLadders.com

54,324 – Inbound Links | 1,020,326 – Compete Monthly Visitors | 463,000 – Quantcast Monthly Visitors | 3,185 – Alexa Ranking.

13 | Jobster.com

75,179 – Inbound Links | 737,657 – Compete Monthly Visitors | 628,000 – Quantcast Monthly Visitors | 12.398 – Alexa Ranking.

14 | Vault.com

76,552 – Inbound Links | 409,362 – Compete Monthly Visitors | 634,000 – Quantcast Monthly Visitors | 10,707 – Alexa Ranking.

15 | Job Bank USA

30,000 – Inbound Links | 442,677 – Compete Monthly Visitors | 634,000 – Quantcast Monthly Visitors | 14,908 – Alexa Ranking.

For more information about nonprofit jobs please visit: http://scionnonprofitstaffing.com.

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Think about it, HR is paid to be the gate keeper. Here are some key points you need to know to get your resume out of the first round, and allow you to speak to the decision maker.

What HR is paid to look for…

First look at the job description that you are applying for. HR people are like machines. Overworked and short on time. Each job that they are recruit for has four main requirements that they are looking for. Show them CLEARLY that your resume has these four requirements and you are in! Following are some tips on how to do that.

What to include in your resume to get you out of the first round…

Re-read the job description. Then boil the job description down to the four main ingredients that they are seeking.  If you want to get the job you will need to add skills section for each of the four main components of the job description they are looking for.  People naturally want to interview the individuals that have the title of the requirement that they are seeking. Thus, if you are trying to get a research job – unless you have a “research skills” section on your resume – you may not get the interview. It is that simple. But add a skill section for each of the main areas they are seeking in their job advertisement and you will get called.

Here is an example of an EA to a President job. For most of these they looking for you to have (1) prior experience supporting a C-Level exec, (2) research/writing skills, (3) polished communication abilities, and (4) prior experience in their industry. You could boil down most EA jobs to something along these lines. Thus, you should add the following skills section to your resume.

(1)  EA Support Skills

(2) Writing and research skills

(3) Communication Skills (examples of complex work matters you have led in discussions, or examples of dealing with difficult people or situations)

and (4) Industry Passion (these show your passion for what they do. And can be magazines you read, or even events you have gone to.)

Use this system for any job you want and think like a HR person! What are the four items they have been asked to screen for? Do you have skills sections on your resume for each one? If not, add them – because you are missing something.

Try this for yourself – and see the difference it makes.

For more information about nonprofit jobs please visit: http://scionnonprofitstaffing.com.

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Take a deep breath. Ok, one more. Now repeat after me. “I am going to get help with my resume before I apply to one more job”, and “I am going to get my dream job this year.”

According to unemployment numbers for the first time in a long time, we are bouncing back from huge losses. The truth is that the economy is already starting to recover but many people do not know it. This is because it has not yet been publicized, and because our economic employment symbols and benchmarks always run many months behind.

Guess what that means for you ‘job seekers’ out there? For the next three month we are in a new “golden era of job seeking.” Consider me your new employment fortune teller.

That’s rights, now more than ever is your time to shine and go nab your dream job.

Here is why:

Point one, employers have started to hire again. They are right now as we speak hiring new HR staff, and new admin assistants that will later play their part in a hiring trickle down effect in corporate and nonprofit positions.

The rule of thumb is first comes HR, and then comes everybody else. Companies and organizations do not hire new HR unless they are planning some pretty serious ramp ups in the future. This is what the big bosses are communicating to us RIGHT NOW from this behavior.

Point two, the media (the loudspeaker of information on the job market – TV, Web, and Print) has not yet started running big articles saying companies are now fully on the move. Now they have run some successes, but in the big picture more of the information being released is still on the negative side. Believe it or not, this is helpful to most jobseekers in an expanding employment market in many ways.

The good news is it will take three to six months for this to change and the media to rebound. Why is this good? It is a general rule of job seeker employment behavior that not until positive expectations about the job market change do most passive job seekers join the job hunt. Note: the most experienced candidates are these – and they are the ones you don’t want to go against for your next job.

What does this mean? It means, right now, you can apply for a job, and have a higher chance of being the most qualified candidate, and you have less competition to get it.

Here is why, the best and most qualified of all candidates are people that already have the exact job you are applying for. Only in a competitive job economy (one that is growing) are passive more experienced job seekers fully open to changing jobs and applying for new ones.

This is why for the next three months, in the first part of 2010, it is truly the new golden era of job seeking. The best candidates are too terrified to take a new jobs, most have not even started looking, and employers have been waiting (they fee like) way too long to hire. The hiring decision makers have been dying for help – for too long! So get your resumes ready and rewrite your best cover letter because for the next three months it is your time to shine!

Just note: as soon as people start to move again, and the individuals that dislike their jobs are willing to quit, and when experienced executives start looking elsewhere – the era will be coming to a close and the market will be on its way to being fully competitive again. It is true that more people are out of work than ever. Everybody knows that. But it is also true that many of the best candidates are not even yet looking for work! Either they have been out of work so long they feel out of touch so they are not applying, or because they are still stuck in their old jobs and are not willing to risk a new one yet. I say, use this to your advantage.

Point three. More jobs are hiring that people know about. Thousands of new jobs are created every day. Even better for the job seeker, less people are actively looking right now because most of America thinks our industries are on a hiring freeze.

The truth is more people have been hired in the past three weeks, than I have seen in the six months before it combined. So get out there and make a positive change for yourself. But please note: if you have sent out more than five resumes and cover letters and have not gotten an interview yet – more than likely your resume has been not properly tailored to fit the job description, and or you need to get more experience through volunteering or training. If you think this might be you, please read on in our blog to get the right advice on how to change this.

For more information about nonprofit jobs please visit: http://scionnonprofitstaffing.com.

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Ok, lets start with the benefits:

(1) They Are Attractive To Work At Because They Are Mission Driven And They Offer A Do-Good Feeling From Working At Them.
o At a nonprofit you can work someone you actually care about. And because of this (in the job-seeking stage) they also expect you to offer more than just a resume match.
o To secure a position you will need to demonstrate a personality fit, and your proven passion for their mission.
o Even your outside activities all matter to nonprofit employers.
o Bottom line: nonprofits are looking for people who care about their purpose as much as they do.
o As long as you are active in pursuing your interests this will help you, but in situations where job seekers have been passive about volunteering, or working in for such a purpose this will work against you.

(2) Another Big Benefit Are “The People” In The Sector.
o We are progressive, open to change, and care about our communities; where else can you find this?
o In general nonprofit employers truly care about their staff and are normally open to committee decision making.
o This is different than for-profits. For-profit companies are top down only decision makers (traditionally) and normally do not “discuss” their decisions openly before they are made in the same way. This is a great strength but also a great challenge. For this reason expect the hiring process to take a bit longer.
o Though the process is time intensive, it is also offers stability, reliability, and employee buy in. Things that are very important when considering nonprofit leaders are responsible to boards, and many times must justify their decisions. Another benefit of difference in seeking in the nonprofit sector is that it allows us to passionately work in an area without appearing like “fanatical jobseeker.”
o If you approached a for-profit with as much direct experience as many nonprofit jobseekers do, you would probably be labeled a stalker or out for personal gain. Honestly, try telling a Finance Director at Gap Inc., that you watched them speak at the most recent event at Masconi Center, that you volunteered at their two last gala/events since 2005, met their personal assistant at an art show last week, read the last three publications they had written, that you are very devoted what they do, and really want to work with them. They will be either terrified of you, or expect you to do their laundry.
o Nonprofits are different. You are expected to network in their area of expertise, read their works, meet their employees, and volunteer at their events. In fact that is fastest way to get hired at one.
Unlike for-profit corporations the information you need to secure a job lead is very available in the nonprofit sector. You always here people say this, getting a job is all about networking. For better or worse, finding the best job for you often comes down to knowing the right people. Maintain relationships from past jobs, internships and volunteer experiences.” Thus, having the correct experience volunteering, and the right approach is a strong way in.
o Remember that in the nonprofit world it is much better publicized when their events are, and how to get involved with an organization.
o Each of these are opportunities to get your foot in the door.
o So, go to their website, and you will find many doorways in.
o Information on how to volunteer, and even the Executive Director’s email is normally located right there.

The Challenges
(1) Finding the position you are right for and sticking with it. (RECUITERS SEE THIS EVERYDAY!) If you can choose a position that you are interested and stick with it you will always be employed.
o Story: many people always say, “wow I would be great at event planning,” but only stay in the position (if they can get it) for a year to three.
o This is the same for Grant Writers, why are they so in demand? This is because most people do not stay in the area, or only dabble in their creation.
o The key is to find a position/area you are right for and sticking with it.
o This is the key to your professional success and it is also your hardest decision.
o Don’t go from development back to programs.
o Don’t go from operations to marketing.
o These leaps are very hard to pull off.
o Decide what you want to do today and start working in it; if you don’t have enough experience in it to get paid yet; volunteer.
o If you are senior level and are not working in it now, better join a board.

(2) Choosing and sticking to a general area of interest and overall mission or niche within the nonprofit sector.
o Jobseekers everyday are surprised when they are not selected for an opportunity, and may have come in second or third in the interview process.
o I would say 8 out of 10 times it is because another person had prior exact industry experience in the position.
o So, if you are working in education, stay in education, if you are working in a religious organization stay in what you know.
o Of course people also get board and need change. This is the biggest challenge in nonprofit job-seeking: finding an area that you like and sticking to it.
o Remember you are most qualified for working in the area you are currently in, so choose wisely the positions and roads you enter.

(3) In the nonprofit sector we are very diverse in ethnicity, but not always diverse in beliefs within each organization. This can be limiting in some ways.
o Since we are mission driven entities and most nonprofits hire individuals that morally agree with their actions, this can limit our expose to outside beliefs and competitive information.
o Organizations hire individuals aligned with their mission, and normally do not hire disinterested perspectives.
o This is also why having an active board is so important for nonprofits, and also why we hear in the recruiter sector “I don’t want a yes person,” from executive directors.
o This problem does not exist as much for the for-profit sector. Disinterested perspectives and stockholders are actually required for may many larger for-profit corporations.

(4) Lastly, understanding the truths behind some of the myths of the nonprofit sector is also a challenge and can prove very helpful. Here a few that are talked about quite a bit and some that I also found discussed on Idealist.org:

Myth (1), “No one makes any money in the nonprofit sector.”
This just not true, in fact $670 billion are earned by nonprofit organizations annually, and one in twelve Americans work in the nonprofit sector.

Myth (2) Working for a nonprofit is not really a career path.
o In reality, the nonprofit sector provides many people with a lifetime of exciting work.
o Nonprofits also tend to offer young people more leadership opportunities than other sectors.

Myth (3) Everyone that works in the nonprofit sector is nice. Though I must say that the sector is filled with many happy people, it is also filled with difficult personalities, big egos, and office politics as well.

Myth (4) The nonprofit sector is not competitive.
Organization at time do compete with each other for funds, grants, and on certain issues, organizations may have missions that are in direct opposition to one another (such in the case of abortion, or the environment/development). You have to be competitive as jobs seeker as well, and make sure to market yourself fully and honestly.

Myth (5) Working for a nonprofit is just like volunteering, this in not true. Nonprofits rely on volunteers however they are often shielded from the organizational, financial, or issues relating to time working in the field.

For more information about nonprofit jobs please visit: http://scionnonprofitstaffing.com.

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OK, it’s true we are experiencing a slight bounce back in the economy. So, now is the time to go out there and get that new job you always wanted. If you know it or not, right now, before every one and their brother is out there looking again is the best time to possible to look for a new opportunity.

It was announced that our most esteemed economic adviser for the United States just days ago – “the end,” of the most intense recession since the great depression.

It is clear that job loss over the past two years has been stifling. But to us this feels more like a similar premature announcement that was made five years back about the war in IRAQ. Look, the real truth is that the world at large, and the United States PEOPLE THEMSELVES have control over our own economic destiny.

According to Economic truths – what ever the people feel is the current climate is – controls what our economy does. What I can say is this. Companies at this point today are beginning to place their toes in the water. But for the most part they are only hiring positions that lead to sales or new business development. Not until there is also a national decision to hire support positions and more services are we truly out of the woods.

Right now people are unsure, but begining to believe, and because of this the economy and job market is going to waiver up and down for the next while until people start believing that something else will occur. You should also expects stocks to do the same.

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