Orion Recruiting Provides A First-Of-Its Kind Social Networking Forum For Financial Industry Job Seekers Nationally

August 18, 2009 at 2:54 pm | Posted in Uncategorized | Leave a comment
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This week’s post centers on the press release for our upcoming event: “Ask the Recruiter”.  We’ll get back to more personal branding topics next week!  [ap]

Utilizing the Web 2.0 social & business networking sites of LinkedIn, Twitter and Facebook, Orion Recruiting is launching a real-time job search advice round table, dubbed “Ask the Recruiter”.

Chicago, IL (PRWEB) August 17, 2009 — At a time when the U.S. national unemployment rate is at 9.4%, its highest in the last quarter century and the total number of those without jobs is at 14.5 million people, Orion Recruiting is launching a free service to help those in the financial arena with their job search.

Specifically, “Ask the Recruiter” is a real-time question and answer session for anyone who has job search queries.  This event was organized by Orion’s President, Andrea Persico, in order to provide guidance to the financial industry, a community that has seen significant cutbacks, an unheralded number of job losses and tremendous negative publicity.

Persico states, “A little-mentioned aspect of the current economic crisis is that the backlash has directly affected the ability of some really talented, hard-working professionals to get new positions, simply because of their industry affiliation.  Our main service vertical is capital markets, so we thought it would be a great idea to assist and advise potential candidates with their search needs.  And indirectly, if we help to heal this divide, then that’s even better, because not every single person is guilty by association.”

Orion is also utilizing the power of the social mediasphere to reach the largest audience and provide maximum benefit.  With more and more people joining web networking sites, the staff at Orion decided that Twitter and Facebook would be the best platform to connect with the public directly.  The event is also listed under the ever-popular business networking site, LinkedIn.

On Thursday, August 20th, Orion recruiters will be waiting online, in real-time, to answer questions on a variety of job search topics.  Possible subjects are limitless, but are sure to include discussions on the current state of hiring in the industry, resume building advice, interview dos and don’ts and compensation negotiation.  The first event begins on Twitter at 11AM and will last until 11:30AM, followed by a Facebook session from 11:30AM to Noon (CST).

“Basically, we’ve created an outlet to provide people with zero-pressure answers to their most pertinent job search questions.  You don’t need to be a current client to participate; you don’t need to be a candidate we’ve worked with in the past.  Because so many people have become unemployed in such a relatively short period, most haven’t been on an interview or updated their resume for quite some time.  My goal is to help them understand what it takes to catch an employer’s eye”, continued Persico.

Orion plans to have these events with regularity, as long as the demand stays strong.  Interested participants can register for the event in a variety of places, including:

Facebook:  http://tinyurl.com/oje9yw

LinkedIn:   http://tinyurl.com/qekvcs

The Orion Website:  http://www.orion-recruiting.com/contact/

About Orion Recruiting:

Orion Recruiting is a widely recognized leader in providing top talent to the financial services industry and currently has over 85 openings in trading and technology. Orion is a full-service firm – offering contingency, executive and consultative-based searches. With over fifteen years of financial industry experience, Orion specializes in filling trading, technical and management positions.

Additional information can be found at www.orion-recruiting.com

For more information contact:

Eva Knapp, Marketing Coordinator

Phone: (312)540-9594 ext 103


Ask Andrea…I am a Senior Level candidate and can’t seem to find a job – what should I do???

August 7, 2009 at 7:02 pm | Posted in Uncategorized | Leave a comment
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Job Qualifications are changing as rapidly as the markets themselves. A year ago everyone was desperate to hire the most technically savvy candidate they could find. If you made less than six figures you were quickly dismissed because it was assumed that you didn’t have the skills to fit these high tech roles. In the last year, like many markets, that paradigm has changed. Budgets are cut, firms are folding and suddenly the most sought after candidates of yester year are plentiful. Every day I speak with senior level candidates that can’t find work. Clients are indicating that they would prefer a more junior candidate and salary ranges are shrinking. The once expert is now looking for work and wondering what to do while they wait for their skill set stock to rise.

Be open
Consider jobs that you might not have considered before. I am starting to see an increase in companies that are hiring consultants, as they are viewed as less expensive than a permanent employee. Consider doing a job that you might have done a few years back. This may not freshen your technology skills, but will help round out your expertise in the long term. Sometimes you need to take a step back to move forward. Firms may only hire one manager to every five developers. The odds show that you would have better shot at a position as a developer. This may not be ideal and perhaps a bit of a hit to the ego, but it will pay your mortgage. Interestingly, taking lower level or consulting positions does have its advantages. As a consultant, you have flexibility to interview and look for other positions, in addition to filling in those taboo “gaps” on the résumé employers loathe. It will also expand your technical knowledge and process base. Often times, taking a lower level position can provide you with valuable insight that will also make you a better manager in your next role.

Know your bottom line
Figure out your bottom line. Look at your expenses and life style and determine what a reasonable salary expectation is. Look for short term contracts to supplement your income while you are looking.

Value your skills and get your resume and online profile in check

Write your resume to fit each job that you apply for. Don’t cloud your resume with experience that isn’t relevant to the job. The first person that will see your resume is most likely a recruiter or coordinator and all they are looking for is the specific requirements that are listed on the job. Write your resume for a recruiter. Remove any reference to your years of experience. Assumptions are often made about salary expectations skill level etc. based on years of experience. Don’t give prospective employers a reason to reject you. Look for industry trends and become knowledgeable on them. Today, a lot of firms are utilizing Agile/SCRUM methodologies and are willing to consider candidates without tactical experience that are familiar with it.

Work your intangibles
People want to hire people that they like period. Not much more to say there.

Market your Personal Brand
Get to know recruiters in your industry- yes a plug for me- but we are a necessary evil. Some firms don’t have recruiting departments and only use recruiters. My firm, once contingency-only, is currently expanding into the consulting world and is constantly working on positions that are not advertised on CareerBuilder or company websites. If you haven’t already established your personal brand, it is time to start. Next week we will talk about discovering and building your online brand.
In the interim here are few quick tips:

Social Networks and Twitter are the new Job boards. If you think there isn’t a place for you on LinkedIn or Facebook, you are wrong. Employers are posting positions to LinkedIn, in lieu of job boards. Twitter and Facebook job sites are steadily increasing.

Don’t be afraid to network. I am not a proponent of these out of work events which work well in other industries. Avoid looking desperate, rather attend industry specific events and present yourself as a “consultant”. Many events can be found on LinkedIn. Don’t hesitate on a “good” opportunity. For the time being think twice before you turn down any opportunity, in a few months you might be thinking- no “coulda shoulda woulda”.

For more tips attend our online event on August 20, 2009. “Ask The Recruiter” will be conducting a free one-of-a-kind, real-time webinar to answer job search questions LIVE! We’ll have one session at 11AM on Twitter and another on Facebook at 11:30 CST. Click here for more information and registration.

Ask Andrea…A Guide to Commonly Asked Recruiting Questions

July 10, 2009 at 3:03 pm | Posted in Uncategorized | Leave a comment
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Is formal business etiquette lost in the financial industry? Here are a few commonly asked questions regarding appropriate behavior during the interview process.

What should I do after the interview?

At the close of an interview it is appropriate to ask each interviewee for a business card or email address for follow up questions. A well prepared thank you note should be sent to each person that interviewed you. It should not be a form letter and should comprise of specifics from each exchange.

What are some mistakes to avoid?

A job search is like any other professional transaction and should be approached with proper business acumen. One area candidates sometimes neglect is paperwork/applications and responsiveness to interview requests. On more than one occasion, I have seen firms decide not to move forward with interviewing a candidate because a pre-employment test or application was not completed in a reasonable amount of time. The firms felt that it reflected poor follow through and an attitude of disinterest. Conversely, over eagerness can also be a deterrent. Give prospective employers ample time to respond to inquiries, a general rule of thumb is to follow up only once a week so that you don’t appear desperate. Keep in mind that if a prospective employer is not making an effort to stay in touch, they are probably just not that in to you!

Does anything I do after an interview even matter?

Yes. The interviewing landscape is increasingly arduous and, you need to do whatever you can to give yourself the competitive edge. If an employer interviews people with similar backgrounds and skill sets, a well crafted thank letter can be a point of differentiation. Some employers will decided in the first 15 minutes of meeting a candidate whether they fit the corporate culture. However, most will have a collaborative calibration process. A thank you note is a great way to provide additional color on questions you feel like you could have answered more effectively in the interview. It will also help to ensure that everyone you met with has positive experience.

Are thank you notes appropriate- if so, what should they say?

The thank you note should include the following:
• Any personal information that you discussed to help build the rapport…i.e. That’s so ironic that we are both Notre Dame Alums…isn’t it great that President Obama spoke at this year’s graduation!
• Reflect on specific skills or an aspect of the position that was discussed during the interview and relate it to one of your past successes.
• Mention something about the firm that impressed you and made you feel like it would be a great place to work.
• Ask a follow up question regarding the position- do not ask about next steps (you will look desperate) but more so a question directed to the specifics of the position.
• Reference Letters or References

Is it better to hand write or email a thank you note or do both?

Email – you never know how long snail mail will take and a hiring decision could be made before the letter even arrives. I do think that sending a hand written thank you note after an offer has been accepted expressing your excitement about the opportunity is an elegant touch.

How do I not look desperate?

Try to keep your questions position/firm specific. Do not contact an employer more than once a week if they haven’t gotten back to you. If you would like to know status, send notes that update the firm on your status updates vs. asking when you will be making a decision. i.e. I am in final stages with a few other firms…this should illicit a response from a prospective employer if they are interested in you.

When should I follow up after the interview?

It is best to compose the thank you letters as soon as possible following the interview while the details are fresh in your mind. Letters should be sent within twenty four hours of the interview.
Etiquette counts, it is important to comport yourself professionally throughout the process. Like interviews, follow up should be composed in a manner that will help you to establish a relationship with the firm. Demonstrate that you are friendly and affable. Who doesn’t want to work with someone they like?

Additionally, I would strongly advise that you use your personal and social network to find someone associated with the firm that recommends you. In financial firms, more than any other industry references and reputation are exceedingly significant.

Orion Recruiting Unveils Full-Service Consulting Practice for Trading Firms

July 1, 2009 at 4:44 pm | Posted in Uncategorized | Leave a comment
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Orion Recruiting has launched an expanded service set for its financial industry clients. This offering will dramatically enhance a customer’s ability to find and retain the highest caliber of talent through Orion’s high-end consulting practice.

Chicago, IL (PRWeb) February 12, 2009 — Orion Recruiting, a leading financial industry recruiting firm based in Chicago, has just announced the debut of a new practice area – Orion Consulting Services. The new offerings provide a range of Human Resource services for Orion’s financial and trading clients – from the outsourcing of an entire human resource department to the writing of job descriptions, competitive salary analysis, evaluation of the firm’s environment, and even the option to have a recruiter working on site throughout the duration of a particular candidate search.

By expanding its service set to include HR-based consulting, Orion presents a revolutionary type of recruiting that goes beyond simply searching for talent. Andrea Persico, President of Orion Recruiting, states, “We recognize the fact that a great many of our clients don’t require full-time Human Resources staff – Orion’s new practice area allows those types of firms to utilize our professional, high-quality services on an as-needed basis. We believe the industry has required this for quite some time.”

Another facet of this practice area focuses on Orion’s ability to setup, from start to finish, a firm’s foray into the world of college & campus recruiting.

“Many of the financial firms are looking for top talent right out of school. However, to be effective at this type of recruiting, there’s a great deal of planning, marketing and tactical execution that’s required to ultimately be successful. This is where we come in – leveraging our specialized industry experience in the campus arena to get our clients high-quality hires. At the end of the day, most firms simply want to focus on trading, yet not neglect the other areas of their business. We feel our outsourced college-recruiting service will go a long way towards helping companies achieve those goals,” Persico said.

About Orion Recruiting:
Orion Recruiting is a widely recognized leader in providing top talent to the financial services industry. Orion is a full-service firm – offering contingency, executive and consultative-based searches. With over fifteen years of financial industry experience, Orion specializes in filling trading, technical and management positions. Additional information can be found at http://www.orion-recruiting.com

For more information contact:

Phone: (312)540-9594

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