Here’s the latest list (below), from the February 4, 2008 edition.  Find the full Fortune 100 list online.

It’s worth noting that eBay is the only company listed on the Fortune 100 that is in Utah.

Notes:
N.A.: Not available. U.S. employees includes part-timers as of time of survey. Job growth, new jobs, and voluntary turnover are full-time only. Revenues are for 2006 or latest fiscal year. All data based on U.S. employees.
* Average annual pay: yearly pay rate plus additional cash compensation for the largest classification of full-time salaried and hourly employees.

If you’re vying for a position at a company, there is a fine line you must walk between looking like everyone else and being so different you don’t fit in at all.

Here’s a few simple ideas I can suggest for getting around the gatekeepers, receiving straight feedback, and (if you’re right for it) the job.

• Research: Candidates who do their research on their target company immediately jump ahead of the rest when all skills are equal. And, don’t just regurgitate what the website says, dig deeper. Find out competitors, read analyst reports, blogs, insider opinions or comments left around the web by employees. Really look into the organization!A key research item people don’t consider is the people who you may know that work (or have worked) for that company. Respect their time (a.k.a. buy them lunch) and see how they would recommend you move forward with approaching the company.
• Focus your Message: No joke, I received a resume today that said, “Objective: Any management position anywhere in your company.”  I have no idea what the rest of the resume said because I moved on instantly.Your goal is to coordinate all of the various skills and items on your resume into a cohesive, easilly-digested, sugar-coated tablet of skilled resume goodness. It needs to be an authentic representation of who you are (and what you’ve done), but it also needs to easilly/bluntly/obviously answer the question: “What will do you do for me that nobody else can do?”The most-crucial step of focusing your message is to also focus on your target audiences*! Will you speak to a recruiter first? A hiring manager? A gatekeeper of some other sort? If you’ve done enough research, this should be clear.* I made “audiences” plural on purpose. Don’t think for a second that your messaging to the recruiter and the VP should be the same!
• Consistently Deliver the Message: Red flags get drawn all over your application when your story seems to change without rhyme or reason.Know your availability, know your schedule, know your salary expectations, and above all, know your elevator pitch – cold.Your presentation to whoever you speak with, on the phone, by email, or in-person, should reflect both the intensity and passion you want to bring to the job, plus your humanity and personality that would make working with you a breeze.Candidates who shift their message, or push too hard with their message, are equally as likely to be turned down as candidates who don’t have a rational message at all.

What other things have YOU done to find success with standing out from the crowd? Please share!

Checkout medical jobs at Health Jobs USA.

Angel Matos is led away by his coach after kicking the match referee

And, sometimes, things simply don’t turn out as you planned it. But, like most things in life, its not what happens to you, but how you react to what happens that matters. And, yes, there is a right way and a wrong way to handle job-search defeat.

… and there’s also a very wrong way.

I thought of this when I learned about Cuban Olympic Taekwondo competitor Angel Matos, who lost his match due to what he felt was an unfair disqualification… he took too long for a medical injury break.

Feeling that you were disqualified unfairly is one thing, but how he reacted to the disqualification is totally something else, and totally inappropriate:

From AP: “Cuba’s Angel Matos deliberately kicked a referee square in the face after he was disqualified in a bronze-medal match, prompting the World Taekwondo Federation to recommend he be banned for life.”

Angel Valodia Matos (L) kicks Taekwondo Referee Chakir Chelbat of Sweden after being disqualified from an olympic match

Matos was winning 3-2, with 1:02 left in the second round, when he fell to the mat after being hit by his opponent, Kazakhstan’s Arman Chilmanov. Matos was sitting there, awaiting medical attention, when he was disqualified for taking too much injury time. Fighters get one minute, and Matos was disqualified when his time ran out.

Matos angrily questioned the call, pushed a judge, then pushed and kicked referee Chakir Chelbat of Sweden, who will require stitches in his lip. Matos spat on the floor and was escorted out. [Source: NBCOlympics.com]

Watching video of the altercation makes it clear Matos was warned of the timing, and apears to have been disqualified fairly.

In terms of job searching, there are countless reasons why a company may have disqualified you from landing the current position. Whatever they tell you may seem trite or even insulting… if they deliver the news at all.

But again, it’s how you react to the dissapointment that can make all the difference. Here’s some possible reactions that might not land you a job there, but will ensure you don’t get “banned for life” in terms of possible employment by that company, or the people who work there:

1. Thank them graciously.
   Some thoughtful, but simple thank-you notes to those who interviewed you could go a long way to making sure you aren’t a sore loser. Keep it very simple:
   Mary,Thank you for considering me for your position. Sorry it didn’t work out this time, but I am glad you found the right match. Good luck with your endeavors and please let me know if there is anything I can do for you in the future.

   Take care,
   [Signature & contact information]

2. Don’t go away mad, but please… go away.
   For some, thank-you notes might seem too out of character. No problem. But, emails or voicemails pleading or begging for another chance just adds insult to the situation–for you, and the company that turned you away.Just let it go. Really, it’s better that way.
3. Don’t let grudges develop.
   If you see these people at events or other functions, be cheerful and cordial. Ask a polite question about the project you were being considered for, but BEWARE not to show off, or get overly exuberant with your former would-be employer that you end up making a fool of yourself (think: lampshade images from company christmas party-kind of foolishness).Be courteous and genuine, but be BRIEF. Wish them well, and be on your way.

What do you think? How have you handled losing a job opportunity better than Matos lost his gold-medal opportunity?

We’ll be taking resumes and conducting interviews, and likely playing some pretty mean Mario Kart on the wii.

SOS Engineering & Technology
1256 S. State #101 (West Doors)
Orem, Utah 84097

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The key is to control what you can control, knowing that you are as ready as possible. Here are some other tips to help you out:

1. Attend to your surroundings.
   Taking a tip from Penelope Trunk, make sure your surroundings are right. Be ready, place and time. This is a crucial first step that many people overlook. Life is busy, but being ready speaks a lot:

   “Don’t take the interview when you are at your desk and can’t talk freely. Don’t take the call when there is too much noise in the background. And don’t walk from one place to another because the breathlessness that comes from walking and talking at the same time subconsciously conveys lack of authority to someone who doesn’t know you.”

2. Keep Notes at the Ready
   This is an excellent benefit to phone interviews… you can keep NOTES!

   Maureen Crawford Hentz over at QuintCareers says it like this. You should “consider keeping some notecards or an outline in front of you to remind yourself of key points you want to cover with the interviewer. You don’t want your responses to sound scripted, but you don’t want to fumble for important points either. Do also have your resume in front of you so you can remember highlights of your experience and accomplishments.”

3. Get Some Practice

   Alison Doyle at About says, “Talking on the phone isn’t as easy as it seems. I’ve always found it’s helpful to practice. Have a friend or family member conduct a mock interview and tape record it so you can see how you sound over the phone. Any cassette recorder will work. You’ll be able to hear your “ums” and “uhs” and “okays” and you can practice reducing them from your conversational speech. Also rehearse answers to those typical questions you’ll be asked. “

4. Know your skeletons
   Nobody’s perfect, but everyone has reasons things happen. Be ready to answere questions about things like “job hopping, being fired. Avoid weak excuses. NEVER CRITICIZE YOUR FORMER EMPLOYERS.Role-play and rehearse your responses to difficult or uncomfortable issues that may come up in the conversation.” [Source: HimJobs.com]

1. Real and Wage Inflation
2. Intense Competition for Talent
3. Corporate cost-cutting
4. High Energy/Commute Costs

The hardest part to pin-down is that the economic indicators show a market that is schizophrenic. Utah’s high tech job market is part recessionary and part booming. There’s both signs of weakness, but signs of boom-cycle madness.

If there were ever a time to unveil the invisible hand and see what’s really going to happen to this economy over the next six-12 months, now is the time… those who navigate this juncture well stand to gain a lot of opportunity, while these massive icebergs of clashing forces might very well crush entire sections of our economy and workforce if we’re not paying close attention.

Real and Wage Inflation

The Fed won’t admit there’s inflation yet, even though everyone else is worried about it… but one trip to the grocery store tells you a dollar doesn’t go as far these days. This plays into issues 3 and 4, and is the driver for issue 2.

Bottom-line: If the same amount of money you made last year isn’t cutting it, talented people will demand higher wages for the same jobs they were doing a year ago.

If the company they currently work for won’t pay up, no problem, they’ll just move.

Intense Competition for Talent

As a recruiter, I use every tool I can find. The job boards, these days, are as silent and un-exciting as a Hillary Clinton rally in Payson. The war for top-talent has moved from remote, tactical operations using unmanned email probes and remote-controlled resume submittal to (continuing the analogy) hand-to-hand, street fighting. Candidates are being approached at every angle, from every recruiter, in very creative ways…. and they’re getting hired, too!

At the Blogger Dinner last Thursday, Steve Spencer quipped something like: This is just like the late 90s. It doesn’t matter if you can actually do any of the stuff on your resume, but if you have the right acronyms, you’re hired!

(And, yes, Steve’s company is hiring… tell ‘em I sent ya)

Corporate Cost-Cutting

Client after client of mine has issued cost-cutting warnings. Several more companies are putting in-place hiring freezes, readjusting their priorities, laying people off or closing down all together.

This hyper-sensitive focus on costs can be unacceptable to a workforce already in high-demand.

One jobseeker for a Salt Lake-based IT Outsourcing firm told me last Thursday that his current employer has”implemented a new performance-based pay plan where you get a “very low base wage” and, if you hit certain quotas every day, you will get paid more.

The story goes that these employees, if they are industrious little busy bees, can earn even more than they have been making, but the employees don’t quite see it that way.

“Its a joke,” my jobseeker friend told me. “I’ve done the math. It is impossible to make anything close to what I have been making. I am outta here.”

There’s bound to be losses when a company needs to refocus. A recent article by Tiffany Hsu in the Baltimore Sun explains this very well:

“It costs a lot to let someone go,” said Don McNamara, president of Heritage Associates Inc., a management consultant company based in Laguna Niguel, Calif. “So we’ve got to circle the wagons and pull in a little bit.”

Businesses, he said, can cross-train employees in multiple roles to boost productivity and restructure to remove inefficiencies…. but employers can’t cut too many expenses and perks without risking driving workers away.

“You’ve got to be sensitive to your people and make sure morale isn’t one of the things you cut,” McNamara said. “If this comes as a surprise to them, they might be tempted to update their resumes at another company.”

High Energy/Commute Costs

Even thinking about high gas/energy prices makes me exhausted, but the simple fact is we are receiving regular calls and updates from our candidates seeking more commute-friendly work options, telecomuting, shorter commutes, or other benefits to offset the incredible rise in fuel costs this last year has seen. For once, the State has taken a lead here, generating (I predict) pressure on many new fronts to allow employees to have more control over when, where and how much they work.

On the flip-side, a lot of people who otherwise want to keep their current job are interested right now in part-time, flexible, contract-based work options too. That is an unforeseen consequence of these higher prices.

Summary

At the end of the day, companies are asking their employees to do more with less, while these same high-demand employees are not afraid of feeling out their options and making a more lucrative move if needed.

I fear, for companies too cost-conscious, this will become a race to mediocrity unless they very creatively examine their work demands, and be very open and honest with their employees. Find out what they need/want and even while cutting costs, you can make work fun and, heck, maybe even more productive.

Girl Geek discussion at BarCamp London

A few days ago, I was part of an interesting conversation. I had a lunch meeting with three managers of a department for one of my clients. One (male) had just completed several first-round interviews with candidates I had provided. Another manager (female) asked him a very simple, but awkward question:

How many girls did you hire?

Of course, I chimed in quickly that our candidates are selected solely on skill-match, qualifications, education and relevant experience and NOT on their gender… which is the truth.

However, a few days later that comment is ringing in my head.

Its not that I have never recruited a woman to fill a job… we do it a lot… but there is no denying it that, if I was to take a look at the gender of my candidates, most of them are male. Of course, I don’t TRACK that sort of thing in my office.

Also, my company is likely one of the most fair/balance organizations I’ve ever worked for in terms of men/women employees…

About a month ago, Gizmodo published a story reporting that Girl Geeks are “On the Rise”

the male-dominated era of technology and gadgets may be coming to an end. Some activities, such as using a DVR to record a TV show, or streaming movies or games, are more popular amongst women than men.

But, when it comes to filling technical jobs with a balanced number of male/female candidates, where ARE the girl geeks?

I have a few theories:

• My recruiting processes are structured in such a way that our jobs are just not interesting to female applicants?
• Girl Geeks have secret clubs that they tell nobody about… and they share their jobs with each other only.
• Girl Geeks have a drive and purpose that is different than the current bulk of candidates I work with. It appears that many professional women I know have a strong entrepreneurial “I can do it myself” streak… maybe “workin’ for da man” (pun only half-way intended) is even LESS interesting to women?

Please comment, below… especially if you are a girl-geek and you have some insight for me?  I would especially like to know if, as a woman, you feel the existing job-search “system” out there is unfair to you, and why…

The Anonymity Problem for Job Seekers

The simple fact of the matter is, the Recruiting Industry has long been too sympathetic to the employer or hiring manager, and far too hard on the seeker.

Regularly, I have HR/Hiring managers confess to me their worst sins… like throwing out a whole stack of resumes or deleting their whole “candidates” folder in their email program “on accident” because they needed to clean up space on their hard-drive to make room for their grandson’s little league photos.

At the end of the day, I do believe job-seekers work too hard to have their careers tossed into black holes, set to puree, and hopefully something turns out at the other end.

More than that, McGovern is right–truly excellent, talented candidates who are currently employed can’t afford to be found looking around.  In an economy like ours where “bouncing back” from being fired would be relatively hard… passive candidates need better tools to keep their identity private when job-seeking until they are ready to reveal it.

ItzBig’s subtitle says it all: “Be Found — Not Found Out” I wish them all the luck.

Jessica Petersen, Senior UI Designer at local tech company Omniture, posted the following to the local Utah Graphic Arts Foundation email list, which I think is a great set of rules for interviewing if you’re a graphic designer or otherwise vying for a creative position. With her permission, I share what she asked of the group. Your feedback is appreciated!

I have interviewed candidates for design positions within my organization for quite some time. It is my opinion that every good designer should always follow these rules when interviewing:

1. Always send samples of your work when applying for a position. Your design is what sells you!
2. Prepare yourself. Be ready to think on your feet.
3. Bring a copy of your resume.
4. Bring your portfolio - preferably in print format. (Yes, even web material. Don’t assume your interviewer will have a computer on hand.)
5. Consider bringing a giveaway so that the interviewer will remember you. (Business card, CD, etc.)
6. Always send a thank you email/note after the interview.

I have performed numerous interviews outside of Utah, in which all of these items are quite standard. So, I was shocked to say the least, when candidates did not come prepared.

Has anyone else had this experience? What are your thoughts on interviewing for a position? Do schools in this area prepare students for interviewing for a design position?

Thoughts? Comments? Please leave them!