A Tale of Two Recruiters

Recruiters reach out to me 2-4 times a week either via e-mail or phone.  I make it a point to respond to their e-mails or take their calls because you never know what opportunity is knocking.  Most times, the position is not of interest to me.  Sometimes the position is: a) too junior a level, b) requires significant relocation, c) not a good fit, d) not interested in the company for a variety of reasons (corporate culture or demonstrated ethics primary among them), and e) other.

If the position is not for me, I will try to refer someone who may be a better fit, or someone I know is looking for a new (or any opportunity).  I only refer people I can vouch for, because it is my reputation on the line.  Similarly, I keep any confidential information the recruiter has shared with me confidential (such as the potential employer’s name) because I believe it is unethical to do an “end around” the recruiter.  I am not a recruiter, nor do I desire to be one.  If a recruiter offers a “referral fee” I will gladly accept, but I make no demands for such an arrangement.

 As the title of this post implies, I was recently contacted by two recruiters with opportunities for me.  As the man says “the names have been changed to protect the innocent”.  Let’s call them “A” and “B”.  Recruiter A contacted me first and is in the HR department of what is a Fortune 500 company which used to be listed as one of the DJIA 30.  Recruiter “B” is the owner of a small company.  Both recruiters found me through LinkedIn.

 A sends me a message through LinkedIn:

Keith,

I came across your impressive background through LinkedIn and would be interested in talking with you about a Process Operations Technician opportunity in [REDACTED]. I would love to connect with you to see if you or anyone in your network might be interested in a position within [REDACTED]. Please let me know if you’re available to discuss; thanks for your time.

A few days later, I get a message from B:

Hi Keith,

I hope this message finds you well. I am doing a search for a Site Manager, to manage 4 people at a customer site in the greater [REDACTED] area. This will have great visibility within a multi-billion dollar organization. There will be limited travel, but work onsite with the customer to integration chemical solutions with a Fortune 100 company. This is a newly created position, due to growth in business. This is person will be the “face” to the customer and really help forge a strong relationship with them. Let me know if you OR anyone that you know would be intersted in this growth opportunity.

Regards,
[REDACTED]

Note that I have removed identifying information as to the location (local to me) and company.  It should also be noted that these opportunities were with different companies.  Both messages are quite similar in tone, and I responded to both “A” and “B” that I would be happy to discuss these opportunities with them.  Reading the messages, it sounded as if I were overqualified for either position, but since I do work with Senior level students at UB, I could give either of these recruiters more appropriate leads.

This is where the stories diverge.

It was the best of times

I received a call from B’s office; his associate is filling me in on the details.  It soon becomes clear that the position “Site Manager” is a position where what is managed is the inventory and usage of hiring company’s materials on a customer’s site.  Some technicians report to this position.  After a few minutes, I am told the proposed pay range and learn it is close to what I was making 10-15 years ago, and the position requires a BS level Chem E with 5-10 years experience.  After learning that the associate had not checked my profile, she agreed that my background and experience made me somewhat overqualified.  I offered that I could possibly refer some people, if she sent me her contact information and the position description.  I received the information and passed it on to a younger engineer whom I think would be a good fit.  I also notified the recruiter that I had forwarded the information.

It was the worst of times

I never heard back from A.  Well, not exactly.  A few days after the initial LinkedIn contact, I received an e-mail from the corporate recruiting computer:

[COMPANY LOGO REDACTED]

 Dear Keith,

Thank you for recently applying to the position of  Process Operations Technician in [REDACTED].  In order to be considered for the position further, we need to collect some additional information from you regarding your background and experience.  Please [LINK REDACTED] to return to the website to finish your profile and assessment. If you have any problems during the application process, please contact us at [REDACTED].

 We appreciate your interest in [REDACTED] as a potential employer.

 Sincerely, 

[REDACTED] Acquisition Team

This was quite a surprise to me.  I never spoke to A to gauge whether or not I was interested in the position.  Even if I were, I would not have applied through a “recruiting computer”; it is my policy to end any conversation when one of the steps is to apply through a company website.  I followed the link and had to answer a number of questions (and upload a resume – which I did not do – instead leaving a message that I did not know what I was applying for), declined to take a pre-employment physical and drug test, and made an outrageous (for them) salary demand, before I could look at the position description, which was clearly for an entry level job.

I have managed to contact A’s company; they assure they will remove my record from their database.  In addition, I have sent a strongly worded – but polite – reply to A demanding an apology.  If none is forthcoming, I may have to actually contact the company’s HR department and set up a phone conference to get satisfaction.

And maybe name names here.

To All New (Or Soon To Be) Graduates

Congratulations on your impending graduation.  It is certainly an achievement you should take pride in.

Please note that I am not in a position to hire any staff for the forseeable future.  However, I would suggest that you try to find a suitable position with one of the larger design firms such as Jacobs or Fluor.

The reason I suggest large engineering houses is the new reality of project engineering.  In the past, all the major chemical companies had their in-house design firms.  That was then, this is now.  Most of the large companies use their R&D people to develop the process and leave the “heavy lifting” of design and construction to outside contractors.  They do this to limit their liability and to focus on their core business – chemical manufacture.

At such a firm, you will gain valuable insight as to how engineering happens – the concept of the process, the specification of the process vessels and instruments, the piping design and layout.  Just because you have attained a significant academic degree, you need to understand your limitations and minimal real world experience.  You will probably be working with people who have been doing the art of process design for 20 or more years; take the opportunity to learn from them.  Not all engineering knowledge resides in books.

You should work to understand the actual practice of Engineering.  Engineering is everything from the big picture to the tiny details – and the details are what costs real money to either the client or your firm.  Every decision has consequences and you need to think these through before you settle on a course of action.  Over time, and with experience, those decisions will become easier to make but do not fall into the trap that all decisions are easy to make.

Ultimately, you should strive to obtain your Professional Engineering license (PE, PEng in Canada, Chartered Engineer in the UK).  In the long run it will open you up to new opportunities and show clients that you are serious about what you do.

It can be a long and profitable career, but it will take years of hard work and effort.  Remember that even though you are about to graduate, in 5 years you will be the person that the new grads will consider “over the hill”.

So I wish you the best of luck in your carer.

Pennsylvania in March

We are gearing up for our visits to Pittsburgh on 10-11 March and Philadelphia on 31 March-1 April.  Response so far has been encouraging.

Springhill Suites at the Pittsburgh Mills Mall is our location for Pittsburgh.  We have 4 courses on the schedule:

• Effective Engineering Project Management Skills (3/10)
• Intro to Statistical Design of Experiments (3/10)
• Implementing an ISO 14001 Environmental Management System (3/11)
• Intro to Optimization Strategies (3/11)

We will again be at the Villanova Conference Center in Radnor, PA (near Philadelphia).  We are offering a wide variety of courses over the two days:

• Thursday, 31 March
  • Basics of Filtration
  • Survey of Fuel Ethanol Processes
  • Effective Engineering Project Management Skills
  • Solvent Removal From Solids
  • Agitator Design Principles for Biofuels (2 day course, continues on Friday)

• Friday 1 April
  • Process Plant Capital Cost Estimating
  • Intro to Optimization Strategies
  • Implementing and ISO 14001 Environmental Management System
  • Gasification of Coal and Biomass: Principles and Applications

Because some of our instructors are outside contractors, we ask that you sign up early for the Philadelphia dates.

I hope to hear from you soon and see you there!

Economic Update

Sorry for the time between posts.  We are starting to see some thawing in the job market for engineers, and generally for higher experience levels.  LinkedIn, as well as other sites have numerous postings looking for qualified individuals in the US and around the world.  So perhaps there is hope.

Now for a few minor points for recruiters and job seekers.  These are my pet peeves, and your mileage may vary.  Take the following with a grain of salt.

Recruiters:

• On LinkedIn, a post that is titled “I’m Hiring” is a waste of time.  I personally don’t look at them anymore.  If you are interested in attracting candidates, spell out at least the position description and discipline.  If you can’t be bothered to tell me what you are selling, I can’t be bothered to look.
• Also, a location, either state or region goes a long way towards getting interest.  Yes, some people may be desperate for any job, but why not tell people where it is located.  Unless you’re trying to hide something.
• How about putting any special requirements for residency?  Those of us in the US automatically assume that you need valid permission to work in the US to apply.  Some jobs require US citizenship (security concerns).  One posting months ago for a position in Saudi Arabia was aimed at men only.  One woman thought that was outright sexist (it was) and posted her thoughts to the thread.  She removed it after I sent her a note explaining that women were not allowed to work in Saudi Arabia.
• It may be helpful for recruiters to allow private messages (the “Reply Privately” option).  I cannot tell you how many times I did not reply to postings because the recruiter does not accept private messages.

Seekers:

• Especially on LinkedIn, you should watch your responses to job postings.  If you are out of work, that is one thing, but if you are already employed and looking to change, think before you post!  I’ll bet some of your connections are coworkers, and that could lead to unpleasant conversations, especially with superiors.
• Don’t be desperate.  Recruiters and potential employers can sense desperation as well as a shark can sense blood in the water.  Don’t apply for everything; a little selectivity goes a long way.  Face it, the more things you apply for, the more times you’ll be rejected.  If you are looking to get your dreams crushed on a regular basis, by all means apply for every job that is out there.
• Give the recruiter time to do their job.  Just because you sent a resume yesterday, don’t assume you are at the top of the TODO list.  Everything has a residence time.  Some people do not check their e-mail every 2 minutes.  This goes for the recruiter and the hiring manager.  Give any contact a week.  Follow up with an e-mail first.  Do not pester the recruiter; that will not win you any points.
• One hint for those looking for opportunities in the US: in general, if you don’t have a right to work in the US (i.e., citizen, green card, visa, etc.) assume that you will not be considered so don’t bother to apply.

Good luck in your search.

Update (4 Feb 11):

A reader makes the following good points:

If you qualify for 80% of the job posting, don’t apply. With the number of people that are searching for jobs, 80% isn’t enough to get your foot in the door. If you’re at 95+% of the posting and what you’re missing is something minor go ahead.

A reminder to seekers about timing is that with the advent of internet posting, anyone who posts a job is going to get flooded with resumes. The bulk of them will not meet the qualifications for the job but still need to be gone through by the recruiter/HR to identify the candidates. I’d even say that a week may be too early but contact should be made within two weeks.

Both excellent tips for job seekers.

Agitation

Technology seminars, that is.  We are happy to announce our two 2-day seminars on agitator design.

First, Agitator Design Principles for Biofuels is aimed towards people who must specify, purchase or optimize fluid agitation equipment used for Biofuel applications. Such applications include, for example, simple tanks containing solutions, broth and slurry tanks, compounding tanks and fermenters/bioreactors. The application technology ranges from simple to complex. A basic Introduction to general agitator design principles is given, but the focus is specifically on applications found in the Biofuels Industries.  This 12 course will be offered on May 5-6, 2011 in Cincinnati, OH and on June 27-28, 2011 in Buffalo, NY for $495.  A full course agenda can be found here.

Second, Agitator Design Principles for Bioprocessing and Pharmaceutical Applications is targeted towards people who must specify, operate, purchase or optimize fluid agitation equipment used for Bioprocessing and Pharmaceutical applications. Such applications include, for example, simple tanks containing CIP solutions, broth and slurry tanks, compounding tanks and fermenters/bioreactors. The application technology ranges from simple to complex, and the construction methods range from standard to highly sanitary. A basic Introduction to general agitator design principles is given, but the focus is specifically on applications found in the Pharmaceutical Bioprocessing Industries.  This 13 PDH course will be offered March 31-April 1, 2011 in Philadelphia, PA for $495.  A full course agenda can be found here.

Both courses are taught by Greg T. Benz, of Benz Technology International, Inc.

A Late Addition

We are pleased to add one late edition to our offerings, Process Plant Capital Cost Estimating, an 8 PDH course directed to those individuals that are involved in project management, process evaluation and design, capital cost estimation for process plant projects and other users of engineering cost data.

Process Plant Capital Cost Estimating is taught by Mr. Kevin M. Green and is offered on the following dates:

• Buffalo, NY on January 7 and June 20, 2011 (also available as a live webinar)
• Binghamton, NY on January 28, 2011
• Philadelphia, PA on April 1, 2011
• Albany, NY on June 3, 2011

We hope to see you soon.

Two New Additions

We are pleased to announce two more NEW 8 PDH courses for 2011.

First, Effective Engineering Project Management Skills will guide the student through a step-by-step process of analyzing how best to manage a project.  Learning how to best implement project management practices will enable you to improve your project outcomes and allow you to manage your projects and other responsibilities at the same time.

Effective Engineering Project Management Skills is taught by Ms. P. Anne Gaspar is offered on the following dates:

• Buffalo, NY on January 4 and June 9, 2011 (also available as a live webinar)
• Binghamton, NY on January 27, 2011
• Pittsburgh, PA on March 10, 2011
• Philadelphia, PA on March 31, 2011
• Syracuse, NY on April 14, 2011
• Albany, NY on June 2, 2011

Second, Implementing an ISO 14001 Environmental Management System is intended to provide a general introduction and an understanding of the requirements and the approach to developing an ISO 14001 environmental EMS for an organization.

Implementing an ISO 14001 Environmental Management System is taught by Ms. P Anne Gaspar is offered on the following dates:

• Buffalo, NY on January 10 and June 14, 2011 (also available as a live webinar)
• Binghamton, NY on January 28, 2011
• Pittsburgh, PA on March 11, 2011
• Philadelphia, PA on April 1, 2011
• Syracuse, NY on April 15, 2011
• Albany, NY on June 3, 2011

 We hope to see you soon.

Our Green Initiative

Our green initiative is twofold – to save us some green and to potentially put some green in your pocket.

Let me explain.  Printing and mailing is a very expensive proposition; e-mail is much more cost effective.  So to help save us on some printing and mailing costs, I am starting a little contest.  The Grand Prize is $280 worth of PDH – that’s a full 8-hour course or four 2-PDH webinars (your choice).  There will be up to SIX prizes of  $70 worth of PDH – either a FREE 2-PDH webinar or a $70 credit towards the purchase of an 8 PDH course (again, your choice).  I say up to six because if only 4 people enter, I can only award the grand prize and 3 of the other prizes.

So how does one enter?  Simple.

1) Between now and 31 March 2011, when you join our e-mail list (free), you will be entered for the drawing.

2) If you purchase a course from us, that counts also.

3) Refer a friend – have then drop us a note at info AT aurora-analytics DOT com and mention your name (and e-mail) then both of you are entered.

Please no-emails in the comments below, because you just know that you’ll get spammed by the spambots.  And you can be sure that we won’t sell your e-mail. 

I know times are tough, so please only one entry per person.

I’ll even enter people who bought a course since 1 Nov 2010.

Because that’s the kind of guy I am.

New Course Offerings for 2011

We are happy to announce 2 new 8 PDH seminars for 2011.

First, Basics of Filtration covers the important aspects filtration theory including important characteristics and properties of fluids and solids in filtration and testing procedures and scale up.  In addition, there is an introduction to filtration equipment, covering design, uses, and selection of equipment based on continuous and batch filtration applications.  Different types of filter media are reviewed, along with ancillary equipment and a discussion of filtration process control.

Basics of Filtration, taught by Mr. Green, is offered on the following dates

• Buffalo, NY on January 3 and June 16 (also available as a live webinar)
• Binghamton, NY on January 27
• Cleveland, OH on February 18
• Philadelphia, PA on March 31
• Albany NY on June 2

Next, we are pleased to announce Solvent Removal from Solids.  This course is taught by Mr. Joe Bonem and covers the mass transfer and equilibrium considerations when stripping volatile solvents from solids, including polymer-solvent systems.  The removal of solvent from solids (polymers, films, construction materials, mine tailings, etc.) is a vital step of many manufacturing processes. However, it is often not well understood. This lack of understanding has caused some to conclude that all that is required to remove the solvent is to increase the solid’s temperature to the boiling point of the solvent. This is erroneous when either or both equilibrium and kinetics are considered.

Solvent Removal from Solids is offered on the following dates (all dates 2011):

• Cleveland, OH on February 18
• Phailadelphia, PA on March 31
• Buffalo, NY on June 23 (also available as a live webinar)

In addition, we are bringing back our courses on Optimization Strategies and Gasification of Coal and Biomass.  The schedules for these courses are:

Optimization Strategies:

• Buffalo, NY on  January20 and June 3 (also available as a live webinar)
• Cleveland, OH on February 17
• Pittsburgh, PA on March 11
• Philadelphia, PA on April 1

Gasification of Coal and Biomass:

• Cleveland, OH on February 17
• Philadelphia, PA on April 1
• Buffalo, NY on June 21 (also available as a live webinar)

Keep watching this space for additional courses!

They like us! They really, really like us!

Ok, let’s be real.  Many people go to training sessions and fill out a “how we did” survey.  Most times, people just fill them out as a duty, giving the course or instructor ratings of 4 or 5, typically out of politeness.  Or, if the course was truly bad or not a good value all 1s.

We have to keep them on file to prove that we gave them out.  Of course we look at these to see if we truly missed the mark and we get stuff from comments – we always ask for ideas for courses people would like to see.  Sometimes we get a good laugh – like the person who rated the facilities a “4” because the room was too dark (it would have been a simple fix to turn on a light).

But what we look for the hand written comments that tell us if we really did a good job or not.  Anyone can circle a 5 and go on their way.  But for someone to take the time to write a note on a survey means they wanted it to be read.  Ditto for those who send e-mails.

And if they wanted us to read the comments, we figure we should let everyone read them.  Of course, we give only first name, last initial, and location.

So here are samples of what people who attended one of our sessions had to say.  I’m hoping that one day soon we can add your comments here as well.