For 16 consecutive years, Bristol Associates and Spectrum Gaming Group have surveyed casino gaming executives from around the country about their career goals, job satisfaction, and outlook on the industry. The data we’ve gathered provides insight into the factors that are most important to executives when pursuing a new position and their perception of the casino gaming industry as a whole. This year we received over 1,300 responses—the highest number of participants in our survey since inception.
by Nora Bright and Ben Farber
In the search for a new hire, Executive Recruiters and hiring managers may review quite a few resumes. With a lot of competition for jobs, a candidate’s resume needs to stand out. Bristol’s President, Ben Farber, and Vice President, Nora Bright, offer firsthand advice on what to include that will set your resume — and yourself — apart.
We asked the professionals in our network, what is the most “out of the box” interview questions you’ve ever been asked? Winners of this Bristol Associates’ contest were rewarded with a Starbucks gift card.
by Jenae Nordman and Nora Bright
A job search is two-sided: it’s a candidate’s quest for the perfect new job and an employer’s hunt for the ideal new hire. A candidate looks for a position that will utilize his or her specific skill set, accommodate individual personality traits and provide a forum in which they can excel. An employer looks for the right qualifications, someone they determine will be a “good fit” within the company and whom they feel will also excel in their position.
But even when these two sides of a search appear to align, the candidate still doesn’t get the job.
This is the third installment of our series “Ask a Recruiter,” in which we pose a question to our executive recruiters about hiring, interviewing, the job search, and more. If you have any questions you’d like to have answered in this series, please leave them in the comments.
We frequently get this question from the candidates we speak to–Should I get an MBA? We asked our executive recruiters Jenae Baguley, Peter Stern, and Ben Farber to lend their expertise and tell us how they view an MBA on a resume.
Has your resume become bloated or outdated? A concise and up to date resume can give you an edge over other candidates. Remember that keeping your resume up to date is essential even when you’re not actively searching—you never know when you’ll get a call from a potential employer or recruiter.
Video interviews have become an essential tool for many of our client companies in the hiring process. Conducting interviews through Skype or other platforms helps our clients to evaluate a candidate’s presentation and communication skills before conducting time-consuming in-person meetings.
Due to the growing popularity of video interviews, it is important for jobseekers to learn how to interview well through this medium. We have found that many candidates still feel uncomfortable with the technology and are unsure how to make a good impression digitally. Similar to an in-person interview, video interviews require preparation and practice. We decided to compile the advice we give candidates who are getting ready for a video interview below.
If you are currently looking for a new job, you know how frustrating the job search can be. It is easy to get discouraged when your search is proving fruitless. However, there is always more you can do to improve yourself as a job seeking candidate. Here are three tasks you can complete today in order to better your chances of landing your dream job.
This is the first installment of our new series called “Ask a Recruiter”, in which we pose a question to our executive recruiters about hiring, interviewing, job search, and more. If you have any questions you’d like to ask for this series, please leave them in the comments.
Question: What makes a candidate stand out to you (aside from obvious qualifications)?
Kelly Nelson, Executive Recruiter specializing in the Hospitality and Tourism industries
When I review a candidate’s resume I am focused on his or her career path and history. I am looking for a steady progression with reasonable tenure in each position. It is not unusual for an individual to change positions more rapidly early in their career. This is not a problem provided that the moves seem rational and obviously progressive. [pullquote] I am looking for a steady progression with reasonable tenure in each position.[/pullquote]
However, If this trend continues later in the career with numerous assignments lasting less than two years – it generally is a red flag. It is also problematic if the recent career moves are regressive – positions with lesser responsibility and decreasing compensation.
My suggestion is that candidates be very careful when considering a new position – is it clearly a move forward? Does the position represent growth? How will the move be perceived? Is the market position of the company consistent with prior assignments? These are basic principles for candidates to consider in terms of long term career building and what I look for any time I review a candidate.
Nora Bright, Executive Recruiter specializing in the Nonprofit and Arts industries
I have had candidates send me hand-written notes in the mail after I’ve spoken with them on the phone about an open position, or sent them off to an interview. Even if this particular job opportunity doesn’t end up working out, the candidate’s extra effort can make them stand out in my mind for future opportunities. [pullquote]I really appreciate when candidates make a special effort to say thank you.[/pullquote]
Recruiters are often seen only as an intermediary- we aren’t always thanked by candidates for our hand in the hiring process, even when we help them get a new job. So I really appreciate when candidates make a special effort to say thank you. It also shows that the individual is thoughtful and detail-oriented- qualities which will impress our clients.
We are excited to kick off Bristol Associates’ latest survey that will analyze restaurant industry preferences among management-level professionals, and we would love to have you participate. The national survey is designed to explore which segments of the industry restaurant professionals prefer to work in and why. The survey should take no more than 2 minutes to complete.
Thank you in advance for your time! We look forward to sharing the results with you.