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Walker Elliott NAPE Summit 2017

Walker Elliott is proud to announce that we will be attending and exhibiting at the 2017 Annual NAPE Summit in Houston at the George R. Brown Convention center. NAPE will run from February 15th-17th. The NAPE Summit is one of the largest and most successful conferences of its kind anywhere in the world for the Upstream Oil and Gas industry. For over 10 years the team at Walker Elliott has been a proud participant at the NAPE conferences.

As a recruiting firm with specialization in the Upstream Oil and Gas industry we feel a strong commitment to attend the annual NAPE conference. Our recruiting team strives to provide the best in business consulting and recruiting services to our clients-regardless of the market conditions. The NAPE conference allows us to meet with our clients and the industry experts personally. This allows us to stay on the forefront of the industry.

If you are attending the NAPE SUMMIT, please stop by and meet with us. We will be at booth #2225. We have some very fun prizes to give away this year. Throughout the conference we will be giving away wines from one of our favorite local companies: The Nice Winery. They produce a line of wines from grapes grown in Mendoza, Argentina, Napa California and Texas. You can find out more about them on their website: www.nicewines.com.

In addition, we will also hold drawings for Gift Cards throughout the conference-your choice of Best Buy or Apple Store. Don’t forget to stop by our booth #2225. Drop your card off for a chance to win! See you there!

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Congratulations to new Pinnacle Society Member

Walker Elliott is pleased to extend congratulations to Neerav Parikh for his acceptance into The Pinnacle Society. The Pinnacle Society is The Premier Consortium of Industry-Leading Recruiters in North America.

 

Walker Elliott is proud to have three members of The Pinnacle Society. To become a member of a recruiter must demonstrate five years of consistent top performance, demonstrate community service, and a willingness to share and train others. Neerav joined Walker Elliott in August of 2010 as a new recruiter. He very quickly learned the market and has an impressive track record in the Oil and Gas market. To be accepted into The Pinnacle Society is the goal of almost everyone that works in the recruiting field and an honor actually held by few. Congratulations Neerav!

To learn more about Walker Elliott visit our website at www.walkerelliottlp.com.

To learn more about The Pinnacle Society visit their website at http://pinnaclesociety.org/.

See:

Neerav Parikh – LinkedIn Profile

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Walker Elliott presents: The Cat in the Hat

Walker Elliott recently had the privilege of working with the Spring Branch ISD with a wonderful volunteer activity at one of the districts early learning centers. One of our long term clients Seitel initiated this program 4 years ago. Their employees would dress up as the characters from the book The Cat in the Hat and they would put on a performance for the kids at one of the early learning centers. Their performances were such a great success that the district challenged them to reach out to other companies to spread this program to other early learning centers in the district.

We were thrilled to be invited to participate in this program. Our Walker Elliott employees put together costumes and practiced to be ready to perform for the kids. We were able to entertain kids from both The Wildcat Way and Bendwood. After the performance each child was presented with their own copy of The Cat in the Hat. All the books were personally autographed by “The Cat” and by “Thing One and Thing Two”. It was a wonderful experience.

 

 

 

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A Recruiters View from the Energy Capital of the World: Walker Elliott announces a free Job Search Workshop

Walker Elliott understands that so many talented individuals have been affected by the Oil and Gas market. We have searched for a way that we could help and are excited to announce that we have partnered with Andrew Castillo to host a free “Job Search Mastery” workshop.

This event will be led by Andrew Castillo along with the Walker Elliott recruiting team. Andrew Castillo is a public speaker and performance coach. He and his team help individuals, teams, and organizations communicate more effectively and work more efficiently. Andrew and his team have been presenting Job Search workshops since 2009 and recently published eBook Job Search 2016; Find and Land THE job.

This free event will be held in two half-day sessions focusing on the skills and tips required to help you land your next job:

Covered material will include:

  • Personality profiles
  • Networking Skills
  • Resumes
  • Applicant Tracking systems
  • Online profiles

 

Although this is a free event, seating is limited and early registration is required. For additional information please click on the banner above or here.

 

 

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A Recruiters View from the Energy Capital of the World: Perhaps you need a flexible hire?

In a landscape of news filled with layoffs, we also see many startup ventures in the Oil and Gas industry. These exciting new firms are often starting with a core team of 3-4 people and financial backing from one of the Energy based Capital investment firms.

We’ve recently filled several roles with just this type of firm. They needed fast hires and needed them to be flexible in nature.

Client one: This client approached us needing a Reservoir engineer to assist in economic and field evaluations but they couldn’t commit to a direct hire just yet. Being a startup firm they wanted the expertise of a recruiting firm to help in the search. Our solution was to bring to the table a former Manager of Reservoir Engineering that was recently caught up in a layoff. They hired him on a full time contract basis. They have the option for full time hire if the market stabilizes. This solution has worked really well for both parties, the engineer is working in a challenging role that fully utilizes his experience, the client has the expertise they need with a contract hire with the option for both to commit to a full time hire down the road.

Client two: This client approached us with an immediate but part time on call need for a Development/Exploitation Geologist as they build their start up team. We successfully located a Consulting Geologist who was in between projects. This solution has worked out well for both parties. Our client has access to a top Geologist without having to make a full time commitment. The Geologist has an opportunity to stay engaged in the market.

What are your needs in the market? Contract often proves to be a great solution for both the candidates and the client companies. Candidates can keep their skills up while still earning a nice income, clients can have access to top tier talent on a flexible basis as they wait for oil prices to stabilize.

If you are interested in more information about flexible hires please feel free to reach out to one of our consultants at Walker Elliott.

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A Recruiters View from the Energy Capital of the World: A Candidate’s Success Story

Recruiters have the unique experience of sharing in the life stories of those we represent. When the economy is booming, we get to share in stories of success and advancement, but when the market moves down we experience the all-too-often surprise of the layoffs, the difficulty of transition, and the struggle to gain their job-search footing in a rapidly changing market.

Yet, it’s often in these markets that we get to encounter the most remarkable people. These are the ones that approach their job search head on, with drive and determination.

I received an email today from that type of individual. Previously, he had been the IT Director of a Houston-based Energy firm earning a great salary, solid benefits, and bonus when his role was eliminated. He is one of many outstanding IT leaders that we have seen affected by the energy markets here in Houston.

Today he sent me his “success story.” Part of his success, of course, is that he is now happily employed again, but to me the real success lies in his attitude.

His message was so great that I asked his permission to share some of his thoughts:

Hello all, A Happy Valentine’s Day to all!

A quick note to let everyone know that my job hunt was a success!  I started work February 1 in the role of Director of Enterprise Solutions.  These first two weeks have been an exciting immersion into an excellent culture, office and group of coworkers.

It was stressful but in a genuine way I enjoyed this transition period.  It gave me the time I needed to reset my perspective and reconnect with my family.  I started my social media push and began work on building my “brand”.  I am trying to engage the twitter-verse and add to the discussion on IT leadership, technology and renewable energy.   I am thrilled and grateful.  But in a weird way I will miss being “out of work” because I was so busy doing things that were close to my heart – spending time with people I know and love – giving as well as receiving

I continue to hear about struggles in the Houston job market.  We cannot seem to catch a break on oil prices.  The only advice I can offer to people still looking for work is to focus on transferable skills and do not be too quick to turn down an opportunity based on perceived problem areas like “a difficult commute”.  And keep in mind that it is a buyer’s market right now for talent so be prepared to accept slightly less by way of compensation.

Thank you for all your support.

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NAPE Summit 2016

Walker Elliott is proud to announce that we will be attending and exhibiting at the 2016 Annual NAPE Summit in Houston at the George R. Brown Convention center. NAPE will run from February 10-12th. The NAPE Summit is one of the largest and most successful conferences of its kind anywhere in the world for the Upstream Oil and Gas industry. This will be our 9th year to be exhibiting at NAPE. Our conferences attended include the Winter Summit, the Summer NAPE, and also the Denver NAPE.

As a recruiting firm with specialization in the Upstream Oil and Gas industry we feel a strong commitment to attend the annual NAPE conference. Our recruiting team strives to provide the best in business consulting and recruiting services to our clients-regardless of the market conditions. The NAPE conference allows us to meet with our clients and the industry experts personally. This allows us to stay on the forefront of the industry.

If you are attending the NAPE SUMMIT, please stop by and meet with us. We will be at booth #2658. We have some very fun prizes to give away this year. Throughout the conference we will be giving away wines from one of our favorite local companies: The Nice Winery. They produce a line of wines from grapes grown in Mendoza, Argentina, Napa California and Texas. You can find out more about them on their website: www.nicewines.com.

In addition, we will also be drawing for the new Apple Watch. We will have this drawing on Thursday at noon. Don’t forget to stop by our booth #2658. Drop your card off for a chance to win! See you there!

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A View from the Energy Capital of the World 2016: Big Crew Change

We are starting 2016 with a continued drop in the price per barrel. As recruiting and consulting specialists in the Upstream Oil and Gas industry we hear the stories every day about how this profound drop in price is affecting our clients and in particular those individuals that have been laid off. The price drop is also making its mark on the future of the talent landscape moving forward.

While it is anyone’s guess what the price will do in 2016, it does not take an expert to know what a prolonged drop in price will do to the talent pool in this industry.

It is a well-known and documented fact that the Oil and Gas industry is heavily loaded with Baby Boomers. By some estimates 50% or more of the engineering and geoscience professionals will be retiring or will be eligible for retirement in the next few years. This has actually been termed the “Big Crew Change”. This fact coupled with the tremendous amounts of layoffs may be setting the industry up for a talent shortage in the coming years.

We are hearing an interesting trend from a number of our clients that are baby boomers. We’ve talked to many individuals that are choosing retirement early due to this downturn. These Baby boomers have already experienced the downturn in the 80′s and have planned their exit strategies over the last 5 years. After “toughing it out” before they are ready to move on from the industry. We’ve also hear from some of the baby boomers that they are choosing to step aside so that some of the younger talent can keep their jobs. They understand that the industry will need the critical talent once the price stabilizes.

In either scenario, the industry may be losing long term talent that will be difficult to replace.

While layoffs are often a necessity to companies in order to survive, the Oil and Gas industry still needs to continue to mentor and develop the next generation of technical professionals.

Walker Elliott can help our clients in this area. We can help with retention strategies after layoffs, short term contractors, or even internships for the recent graduates.

For further reference see the following articles:

http://magnaes.com/oil-and-gas-baby-boomers/

http://www.ogj.com/articles/print/volume-112/issue-10c/regular-features/journally-speaking/the-big-crew-change-is-here.html

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Walker Elliott service project: Trees For Houston

Earlier this fall, the Walker Elliott team enjoyed a beautiful September day at Project Chrysalis Middle School planting trees with Trees For Houston. The team broke out their gloves and shovels to plant sixteen young cedar elms and oaks beside the school’s pavilion. We enjoyed kicking off Trees For Houston’s planting season with a day of digging, planting and putting roots down.

Trees for Houston is a local non-profit whose goal is to improve the environment and community be planting trees in the Houston area. Over the course of their 30 years serving the Houston area, Trees for Houston has planted nearly half a million trees as well as providing information on their website to help Houstonians learn more about how to plant trees, which trees to plant, and when to plant them.

The Walker Elliott team enjoyed working with Trees for Houston and look forward to the great work the Trees team will do in the future! Find out more about

Trees for Houston at their website: http://www.treesforhouston.org/about-us-overview

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Why you weren’t called for that perfect job

If you’re an active searcher for new work opportunities, you probably know this feeling too well. You see a posting for a job that’s near home, well compensated and best of all, you’re well qualified. But, then after a few days, you still haven’t heard back for an interview. Once in a while, that just happens. But, if over and over again your resume doesn’t get you called, it may be time to take another look at your resume.

 

As both a Recruiter and an Account Manager, I have the added benefit of working with candidates as well as directly with the hiring managers.  This allows me a unique perspective.   I want to help candidates have the best chance at the right job for both sides. This often means helping a candidate tailor his/her resume, since it is the first impression to hiring authorities. Employers will draw conclusions from its quality and it continues to be an important part of the hiring process. �

 

Although writing resumes can often be tedious, you need a strong resume if you’re looking for new work opportunities. It’s not enough to be qualified; you have to sell yourself with an outstanding resume. Here are some tips for making sure your specs are up to spec.

Style:

  • A resume is different writing than normal everyday communication. Think brief and precise. No pronouns. No be verbs (is, was) or auxiliary verbs (do, did, have, has) and modals (could, might, would).
  • Make sure your grammar is impressive. Correct capitalization. Excellent spelling (“their, they’re, there”). Present tense for current role; past tense for prior roles. Keep your lines short and declarative, in first person without pronouns. E.g. “Designed and implemented software,” as opposed to “While there, I designed software, etc.”

 

Content:

  • Many candidates look for several different titles or roles at the same time, depending on their interests, talents and experience. If that’s you, you’ll want to have a separate resume for each role, reorganizing each resume to highlight the relevant experiences for each role sought. If you have done Project Management but stayed hands on as a developer too, you won’t want to send a resume geared towards a PM role if you are applying for a Sr. Developer role. It goes without saying that you of course need to stay honest about your experience but it is ok to highlight different capabilities in different versions.
  • Employers assume you are listing your skills in a declining order, so order your experiences to reflect the needs of the company and to reflect your strengths and interests. If you don’t like project management, don’t put it at the top of your skills. If you’re primarily experienced at C#.Net, for instance, then don’t bury it in a sea of technical abilities. Put it front and center.
  • If applicable, include metrics. Quantifiable data looks really good in experience. And make sure you detail how your technical skills were used in your previous roles. (“Designed and implemented software using PHP, MySQL, Apache and Linux”). And feel free to get more specific about what exactly you accomplished in each task or role. (“Provided software support to over 30 partnered clients with x total users”).
  • It might be tempting to hire a freelancer to write your resume. While it’s certainly important to take your resume to a talented resume-writer for revision, you need to be the author of your credentials, because only you will be able to accurately portray your experience in a meaningful way.
  • Cookie-cutter resumes can be smelled from a mile away. Make sure the content in your experience is accurate to you specifically. You don’t want to sound like a job description.
  • Unless you personally helped with an accomplishment, leave it off. You don’t want to accidentally lead potential employers into thinking you can do more than you actually can.

     

Format:

  • The goal of a resume is to detail experiences efficiently to an employer. Even if you can write beautiful paragraphs about your experience, job history really needs to be shown in bullet points.
  • Consistency is key! One font style is best with only titles of sections or roles being in a large font size. The simpler a resume, the better. Choose one primary font. Then bold and underline as appropriate to give the document a structured, logical look.
  • Be cautious about your use of charts, grids or graphics to structure your document, for simple, yet serious reasons: Often times formatted resumes won’t return your file in an applicant tracking system or computer system. For instance, if you write your technical skills in a box, and then I look for “.Net Developer” in my computer, many times your resume won’t get pulled, even if you match my search. It also will not convert over right to various operating systems and may come through the ATS looking very bad by the time the hiring manger sees it.
  • Did I mention simple is better? Doc. Format is generally the best format for submitting resumes to applicant tracking systems or even directly to recruiters. Although these systems are continuing to update, there are many that don’t import PDF’s or docx cleanly.  And since they don’t import well into older ATS systems, they are not always searchable. Many recruiters will need to ask you for a Word document anyway as they usually will remove your contact information and replace it with theirs. So save having to send two over to begin with and start with an editable Word format.

     

The art of finding work can be complicated, and at times it might seem overwhelming, but a good recruiter can help you make a resume that is as impressive as you are. Just remember that your goal is to honestly reflect your experience in a persuasive way. You’ll be amazed at how much a good resume will open new doors in your job search.

 

Related articles:

https://www.linkedin.com/pulse/gone-six-seconds-why-i-passed-your-resume-danielle-krause

http://www.huffingtonpost.com/quora/4-resume-blunders-that-dr_b_7842408.html

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A Recruiters view from the “Energy Capital of the World”

It’s been a little over a year since we’ve seen the price per barrel start its fall. As we move towards the close of the year it is a good time to reflect on this price and how we’ve seen this affect the Houston recruiting market. Some sectors have responded positively.

Industries such as the Petrochem and Refining have added this year in response to the lower prices. Other industries have also responded with an increase in hiring this year such as retail, entertainment, healthcare and certain sectors in the manufacturing industry.

But in Houston, the Energy Capital of the world, many are affected negatively by the price per barrel drop. We’ve heard from way too many of our clients and candidates about layoffs this year and many of these talented individuals are still in a career transition heading into the end of the year.

However, we’ve seen a few glimmers in recent months that are worth sharing.

Our hiring activity in our upstream oil and gas division has seen a steady increase in hiring activity for the last 3 months. In fact, our placement activity (offers extended and accepted) in the last three months has been considerably more than the entire first 6 months of this year. The second half of 2015 is on track to double the first half of the year in overall Oil and Gas hiring for our team.

The positions in the last three months have been the better paying “game changer” candidate searches. This shows us that our clients are starting to look for strategic hires to be in place for their 2016 plans. Most of our sources are telling us that they think the prices have started to stabilize and that we will see a steady but perhaps gradual increase in the price per barrel.

So, if you have been affected by the price per barrel this year-here are just a few tips for job searching in the 4th quarter:

•    Don’t listen to those who tell you that the 4th quarter is not the time to look for a job. In all my years of recruiting often the 4th quarter is the busiest. This year is definitely trending in this direction.
•    Looking for a job is a full time job. It requires the same dedication that it took to get your degree and to succeed at your previous jobs. You should be doing something every day on your search
•    The internet is a necessity. You need to have your profile out on a number of sites including: LinkedIn, Indeed, OilPro and others. If you need suggestions on where your profile should be and what it should look like please feel free to reach out to us.
•    It’s okay to consider contract consulting roles.
•    It’s also okay to consider some step back in compensation—but if you do make sure you get a good sense of your ability to get reviews and raises once the price per barrel normalizes.
•    Watch the job postings frequently—in this type of market you want to be one of the first to apply to a job, you don’t want to be at the end of the queue.

Remember, the market ebbs and flows. We have been able to see signs of improvement already, and hopefully those continue to increase into the next few months. So keep your head up, work hard in your job search and prepare for exciting new opportunities.

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Staying mentally healthy between jobs

This summer has seen many jobs added to the marketplace. In fact, recent reports show over 200,000 new jobs added in August. And yet, thousands of skilled workers are struggling to find work, and it goes without saying: The job search is frustrating and can feel defeating. For many, long-term unemployment is a source for anxiety and depression. Here are a few tips to maintain your mental health when you’re in a work transition or just in-between.


Snowball your tasks.

Lethargy is dangerous! Whenever stresses start to stack, the combined weight can make us feel sluggish and unmotivated. Plus, there are a hundred things to worry about and not many have easy solutions. Start with a few easy tasks each day to help your brain feel successful. Then find one or two more difficult problems to solve and focus a few hours to making the calls, filing the paperwork, writing the letters, etc. You’ll be amazed how a few, focused hours of productivity can lighten your mood.

 

Start each morning with something refreshing.

Each person has their own way of refueling. Find yours and start your day doing whatever that is. For many, spending fifteen minutes meditating can make the day seem more approachable and exciting. For others, maybe all you need is a quick jog in the early morning.

Fight the urge to sleep in. Try finding a fight-song and play it while you get ready in the morning. Can’t think of one? Try this classic.

 

Stay connected.

A limited income might mean less time out with friends and family. Try and monitor how much time goes between important conversations. Invite friends over for an easy night in. It might be a great time to reconnect with people you haven’t spoken with in a while. Don’t be afraid to vent to loved ones, but make sure to try and keep a positive outlook. Being between jobs has been shown to cause frustration and fallout that can strain important relationships, so having fun with loved ones is a must for your long-term health.

 

Reframe your situation.

It is not a personal failure to have not found the right work fit for you. The reality of the market is that there are many well-qualified, hard-working people who struggle to find meaningful work. It’s important to put your situation in perspective and not rehearse negative thoughts. Kick self-deprecating thoughts to the curb and remind yourself of your strengths. Focus on leads and again, try to be optimistic. Not only is optimism more enjoyable, it’s also good for your health.

 

Related Articles:

http://www.apa.org/pi/ses/resources/indicator/2012/04/unemployment.aspx

https://www.psychologytoday.com/blog/the-mindful-self-express/201110/preserving-mental-health-during-unemployment

http://www.theatlantic.com/business/archive/2014/06/the-mental-health-consequences-of-unemployment/372449/


 

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Spinning a wide web

In the past several years, networking has become a buzzword. As recruiters, our work involves quite a bit of it. For instance, we keep up with contacts to be in the know about new work opportunities and are constantly researching and making new relationships. But everyone should develop their personal networks.

It may seem counter-intuitive for a recruiter to advise someone to make their own connections, but it isn’t! We want each of our candidates to create their professional networks for a few reasons.

Sharing opportunities with your consultant helps us to know more about your interests and which type of jobs are exciting to you. When you tell us about your professional web, we get a better idea of which job will fit you best. If you see leads, tell your recruiter. Lots of times, recruiters have already built a relationship with someone in the company you’re excited about, and we can help you get in.

Of course, networking is not easy, but there are some simple ways to establish yourself in your network. Here are three tips which will send you in the right direction.

  1. Complete your LinkedIn profile. LinkedIn is a professional networking tool. And although it is a type of social media, it is not the same as Facebook! Fill in as much information about yourself as you can. The more you write, the more employers will find you when searching for candidates.

     

  2. Be careful the types of posts you make on LinkedIn. Try and keep your page as professional and objective as possible. And if you’re a young professional, make sure that your social pages aren’t hurting your professional pages. More on this here.

     

  3. Add everyone to your network that you can. Pluralizing your network helps you to hear about market news and work opportunities more quickly, which could give you an advantage in the marketplace.

And remember. Potential employers will look at your LinkedIn to see who you know. If they see that you are well-connected, it’ll raise their interest in you as a candidate, and it may spark a conversation if they learn that they share some of your contacts. Therein lies the beauty of networking: Growing your network strengthens the networks of people who know you.

 

Related articles:

http://www.forbes.com/sites/glennllopis/2012/05/29/7-reasons-networking-can-be-a-professional-development-boot-camp/

http://www.entrepreneur.com/article/248812

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Three-Year Sales Growth of 115% Lands Walker Elliott on the 2015 Inc. 5000 for Third Year in a Row

Inc. Magazine Unveils 34th Annual List of

America’s Fastest-Growing Private Companies—the Inc. 5000


 

Houston, TX – August 24, 2015 – Walker Elliott has once again been named to the Inc. 5000 list of the nation’s fastest-growing, privately held companies, placing number 3039 in 2015, reflecting a three-year growth of 115%. Walker Elliott previously appeared on the Inc. 5000 in 2013 and 2014, and the Houston Business Journal Fast 100 in 2012 and 2013, and Largest Houston Direct Hire Recruiting Firm 2014 and 2015.

 

Walker Elliott is a technical search firm based in Houston, recruiting upstream oil and gas technical professionals nationwide and IT professionals across Texas. Their focus on building relationships within these disciplines has allowed them to find exceptional active and passive candidates for even the most challenging-to-fill positions.

“I am very proud of our team landing on the Inc. 5000 for a 3rd year in a row!” said Betsy Elliott, Managing Partner.  “Our continued success in this rapidly changing marketplace comes from the dedication and caliber of our recruiting professionals. The team at Walker Elliott has extensive tenure and expertise within their specialized niches of Oil and Gas, Information technology, and Healthcare IT. This allows us to consult and advise our clients through the entire recruitment process – building strategies that allow us to do more than provide talent that meets their immediate technical needs – but is also the right long-term strategic match.”

 

Methodology

The 2015 Inc. 5000 is ranked according to percentage revenue growth when comparing 2011 to 2014. To qualify, companies must have been founded and generating revenue by March 31, 2011. They had to be U.S.-based, privately held, for profit, and independent–not subsidiaries or divisions of other companies–as of December 31, 2014. (Since then, a number of companies on the list have gone public or been acquired.) The minimum revenue required for 2011 is $100,000; the minimum for 2014 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Companies on the Inc. 500 are featured in Inc.’s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/5000.

 

About the Inc. 5000

The Inc. 500|5000 is a list of the fastest-growing private companies in the nation. Started in 1982, this prestigious list of the nation’s most successful private companies has become the hallmark of entrepreneurial success. The Inc. 5000 Conference & Awards Ceremony is an annual event that celebrates their remarkable achievements. The event also offers informative workshops, celebrated keynote speakers, and evening functions. For more information on Inc. and the Inc. 5000 Conference, visit http://www.inc.com/.

 

About Walker Elliott

The recruiting team at Walker Elliott is comprised of the finest career consultants in the industry. Years of experience recruiting the best engineering, oil and gas, and information technology candidates have given us a profound understanding of our clients’ needs. To ensure our clients’ long-term success, we must excel at attracting and retaining the best, most-qualified candidates in a competitive field. To that end, we establish close, constructive partnerships with our client companies and perform efficiently and effectively while meeting their needs. We believe a compelling referral is the most powerful advertising.

 

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Getting your resume noticed when you submit to an Applicant Tracking system

Resume Tracking Systems

Looking for a job used to involve submitting your resume to a person, typically HR, who reviewed it and then made a recommendation about bringing you out for an interview. Much of what has been written about how to write a successful resume revolves around making your resume stand out from other resumes when a person is reviewing them. Although this is still a very important quality of a great resume, first your resume has to make it through and past the Applicant Tracking systems.

Most studies report that somewhere between 50-75% of the companies now use applicant tracking systems. With more and more companies implementing Applicant tracking systems (ATS) and Candidate portals, your resume has to make it past the internal ranking system of the ATS to even be seen by a real person. In addition, your resume has to be formatted in such a way that it can be easily and accurately “parsed” into the ATS.

ATS Ready Resume

Getting your resume “read” properly by the ATS is your first priority. Most ATS systems utilize a common “parsing” technology. The parsing systems have more difficulty in bringing in resumes with lots of formatting, columns, and tables. In addition, many of the parsing systems don’t bring in PDF’s, HTML, or .DOCX so it is best to keep your resume in a .doc format to insure that the system can parse it in and accurately pull the relevant information off the resume. Other formatting tips include putting key skills or projects into a bullet point format and avoid overusing graphics, logos, and pictures on your resume

Optimize Your Resume

Optimize your resume to match the job listing. We’ve all heard about Search engine optimization when it comes to building websites that will get noticed. The same principles apply now to your resume. The ATS systems are trained to pull relevant information from your resume that matches the company job description. How well your resume matches will determine how your resume is ranked. Your ranking in the system will ultimately decide whether your resume gets reviewed by a human. Older ATS systems would often just count the times a buzz word or key word appeared on your resume. The more times the terms were there the higher your resume would be ranked. The newer ATS systems use a different approach which is “contextualized search”. In a “contextualized Search” process the ATS system not only looks for certain key words it also looks to see if you are using them in a meaningful way.

You can maximize your optimization by:

  • Use the same type of verbiage as the job description. For example: if the job calls for extensive “Project Management” your resume should have the words ‘Project Management’ together somewhere on your resume in order for the system to “see” you as a match.
  • Embed your technology terminology in a realistic way throughout your resume. Just listing your technical terms at the top of the resume is not enough. You have to show where and how you used the technology. You can’t assume that just having the technical terms once in your resume will get your resume reviewed. You should show your technical terms at every job.
  • Don’t “overdo” the technical terms. Putting .NET on every line of your resume may actually get you screened out as many of the ATS systems are designed to look for a “believable use” of the terminology.

There is no rule that requires a one page resume. One page resumes can actually hurt when you are applying to an ATS if you cut out critical information. A resume can be several pages long as long as the information is relevant and current.

Ideally your resume should specify where your work experience begins by calling that section of your resume “Work Experience”. Make it easier on the system by putting company names first and then the dates employed. Don’t break down one job into multiple “dated” jobs.

Conclusion

So, in the end why is this important and relevant to you? In a study by a California based research and consulting firm; Bersin and Associates created a resume that was an ideal match for an open position. When the resume was parsed into the ATS, much of the work experience was lost and not pulled in for ranking because the dates of the experience were before the job and the formatting was not “standard”. This one small issue with formatting caused the resume to only show a 43% match to the role. We’ve seen in our own business dealings with clients that operate on ATS systems that great people are often screened out because they didn’t pull their buzzwords and technology down into their work experience or they leave specifics out of their resume. Often people assume that anyone who looks at their resume will understand what they’ve done and that they should have to detail it out. But first the computer must understand what they’ve done before your resume can get read by a person.

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Connections

The Right Connections are the Sparks of Greatness.

In theory, professional recruitment is a simple concept: An empty position exists. An eligible person fills the spot.

At Walker Elliott, we offer recruitment services that go beyond that theory. We are relentless in our pursuit of participants who are not simply willing, but impeccably suited for each other, meshing in terms of goals, talent, environment, culture, and expectations for the future.

We get to know the Company

Companies are much like people in that they each come with their own personalities: big, small, formal, casual, serious, fun, etc. It is important for us to know the company so that we can find the right people for their environment.

We get to know the Candidates

To find that perfect candidate we need to get to know them as a person and not just a list of buzzwords. We are looking for that strategic person, the game changer, or that critical fit.

Speaking of buzzwords

We speak the language of our clients; we work tirelessly to keep up with the technology of our industries. We invest time and money in attending conferences, continuing our training, and refining our knowledge of our core markets. So whether you need a DBA that has SQL SERVER and PostgreSQL, or a Reservoir engineer that has experience in the Marcellus Shale play, or a HealthCare IT professional that has Cerner experience you can trust that we will know what that means.

The Result

We have a high rate of employee retention. This is because we look at the picture as a whole so that we can meet the needs of the employers and candidates—making that Right Connection.

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Walker Elliott participates in FIT Company Houston

This is the second year that Walker Elliott has participated in a fitness challenge hosted by The Fit Company, an organization out of Austin which is dedicated to helping people and companies thrive through fitness.  It’s an invite-only event that’s exclusive to business leaders and companies that make fitness and health a priority. There are competitions in Dallas, Houston, Austin, and San Antonio Texas.

 

Walker Elliott competed in the Houston event held on February 21, 2015. We had two teams; a competitive team (consisting of Marcques, Marianne, and Diana) and a relay team (Tonya, Megan, Stephanie, and Ali). The team collectively trained for 5 months to prepare themselves for the big day motivating each other to exercise, eat healthy, and be health conscious.

The competition was comprised of 3 obstacles: Obstacle 1–Strength, Obstacle 2—Agility/Endurance, Obstacle 3—5K Run.  Each individual partook in each obstacle with the intent to complete it as quickly as possible.  Scores were based on completion of the course and how quickly it was completed.

There were 4 total Divisions for the “Fittest Company”: Large, Medium, Small and Micro. The scores were compiled from both the competitive and relay teams.  Walker Elliott came in 2nd place in the Micro Division.�

Each member on the competitive team also competed on an individual basis. There were approximately a total of 44 females and 79 males who competed in the competitive event. Marianne ranked and came in 2nd in her division- Fittest Executive and 6th overall.  Marcques ranked 14th and Diana ranked 29th.

The Walker Elliott team exceeded expectations at this challenge, but more importantly, each participant has consciously made the effort to live healthier lives and improve overall well-being.  “We are so proud of our Walker Elliott team. Everybody worked really hard and we look forward to participating again next year!” said Betsy Elliott—Managing Partner Walker Elliott LP.

To learn more about Walker Elliott visit our website at www.walkerelliottlp.com.

To learn more about FIT Company visit their website at http://fitcompany.com.

 

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Congratulations to new Pinnacle Society Members

New Pinnacle Society Members

Walker Elliott is pleased to extend congratulations to Nina Buck and Marianne Thai for their acceptance into The Pinnacle Society. The Pinnacle Society is comprised of 75 Recruiters in the direct placement and search industry representing the highest volume recruiters in North America.

Top 75 Recruiters

Walker Elliott is proud to have two of the 75 top Recruiters. To become a member of a recruiter must demonstrate five years of consistent top performance, demonstrate community service, and a willingness to share that train others. Both Marianne and Nina are founding members and Partners at Walker Elliott which was established in 2006. They have an extensive track record of success in their niche. To be accepted into The Pinnacle Society is the goal of almost everyone that works in the recruiting field and an honor actually held by few.

To learn more about Walker Elliott visit our website at www.walkerelliottlp.com.

To learn more about The Pinnacle Society visit their website at http://pinnaclesociety.org/.

See:

Nina Buck – LinkedIn Profile

Marianne Thai – LinkedIn Profile

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Will Oil Prices Affect 2015 Hiring?


Those living and working in the center of the Oil patch tend to watch Oil prices very closely. So when the news outlets start bringing in their panels of ‘experts’ to talk about the future of the oil and gas industry that generally gets our attention. A drop in the price per barrel can have a dramatic affect budgets and hiring trends. We reached out to the true experts in the field to get their thoughts on this recent drop in the price.

We surveyed over 200 Independent Producers and Operating companies to get their thoughts as well as their response to the price of oil. Overall we received very interesting information so we thought we would take the opportunity to share.

Response

When the price of your product drops 20% one would wonder if the US Oil industry is in panic mode? No industry likes to see their product drop in price overnight. However, due to the considerable investment the oil producers make in their product, they have a long term perspective. Our clients are thoughtfully watching the prices. Cautious yes, panicked—no. Several of the responses stated that they had been expecting a price correction because of the increased production.

Many have hedged their prices for the next two years so a temporary dip in prices will not affect their business model.

Others will modify their business to remain profitable. For example cutting back on the number of rigs but increasing the production from the remaining rigs. They are modifying their production plans to reduce the cost and still produce the same amount of oil.

The overwhelming response was business as usual.

Christopher Helman on Forbes.com wrote an excellent article about the current oil price drop: Why Harold Hamm Isn’t Worried About Plunging Oil Prices.

Impact on Job Market

The question for us is how this will impact the current job market. Will these companies keep hiring, increase, decrease, or layoff?

In the near term there were no mentions of a cut in hiring. Most have a calendar year budget and will continue to fill their current staffing requirements. So the follow up question would be how it would affect next year’s hiring budgets. I think there are two aspects to this problem: perceived future price trends, and rate of retirement.

Most of the 2015 budget cycles are determined in the fourth quarter. If companies believe that prices will drop below $70 they might trim their hiring budgets. Most of our clients did not see this as a trend so for now we don’t see evidence that 2015 hiring will be impacted by current market trends.

There is a second potential impact on 2015 hiring and that would be the retirement of current staff. The current oil boom has kept many baby boomers working and delaying their retirement plans due to lucrative packages. If profits and therefore bonuses decrease in 2014/2015 then there is a chance that these boomers might retire. An exodus of this nature would increase the need for qualified employees in an already tight employment market.

For now, as long as the prices are more than $70 most of our clients see little change in their short term business.

To find out more about Walker Elliott click here, to look at our current oil and gas jobs click here.

Source of crude price chart from www.nasdaq.com

 

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Three-Year Sales Growth of 80% Lands Walker Elliott onto the 2014 Inc. 5000 for Second Year in a Row

Inc. Magazine Unveils 33rd Annual List of

America’s Fastest-Growing Private Companies—the Inc. 5000

 

Houston, TX – September 5, 2014 – Walker Elliott has once again been named to the Inc. 5000 list of the nation’s fastest-growing, privately held companies, placing number 3847 in 2014, reflecting a three-year growth of 80%. Walker Elliott previously appeared on the Inc. 5000 in 2013 and the Houston Business Journal Fast 100 in 2012, ranked number 55, and 2013, moving up 11 places to number 44.

 

Walker Elliott is a technical search firm based in Houston, recruiting upstream oil and gas technical professionals nationwide and IT professionals across Texas. Their focus on building relationships within these disciplines has allowed them to find exceptional active and passive candidates for even the most challenging-to-fill positions.

“Our success comes from our experienced team, long-term relationships in the marketplace and our ability to deliver top professionals for difficult-to-fill searches,” said Betsy Elliott, Managing Partner. “Our recruiting professionals average 14 years in tenure and bring extensive expertise and relationships within their specialized niches. This allows us to consult and advise our clients through the entire recruitment process – building strategies that allow us to do more than provide talent that meets their immediate technical needs – but is also the right long-term strategic match.”

 

Methodology

The 2014 Inc. 5000 is ranked according to percentage revenue growth when comparing 2010 to 2013. To qualify, companies must have been founded and generating revenue by March 31, 2010. They had to be U.S.-based, privately held, for profit, and independent–not subsidiaries or divisions of other companies–as of December 31, 2013. (Since then, a number of companies on the list have gone public or been acquired.) The minimum revenue required for 2010 is $100,000; the minimum for 2013 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Companies on the Inc. 500 are featured in Inc.’s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/5000.

 

About the Inc. 5000

The Inc. 500|5000 is a list of the fastest-growing private companies in the nation. Started in 1982, this prestigious list of the nation’s most successful private companies has become the hallmark of entrepreneurial success. The Inc. 5000 Conference & Awards Ceremony is an annual event that celebrates their remarkable achievements. The event also offers informative workshops, celebrated keynote speakers, and evening functions. For more information on Inc. and the Inc. 5000 Conference, visit http://www.inc.com/.

 

About Walker Elliott

The recruiting team at Walker Elliott is comprised of the finest career consultants in the industry. Years of experience recruiting the best engineering, oil and gas, and information technology candidates have given us a profound understanding of our clients’ needs. To ensure our clients’ long-term success, we must excel at attracting and retaining the best, most-qualified candidates in a competitive field. To that end, we establish close, constructive partnerships with our client companies and perform efficiently and effectively while meeting their needs. We believe a compelling referral is the most powerful advertising.

 

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Walker Elliott ranked 1436 on Inc 5000

 

Since 1982 Inc magazine has compiled a list of the fastest growing private companies. This list is now the Fast 500|5000. In order to be eligible you must have 4 full years of income data with the first year having at least $250,000 and the final year with at least $2 million. The growth rate is calculated over a 4 year period.

Walker Elliott made the 2013 list at the 1436 spot! We also were 29th in Houston and 63rd nationwide in the Human Resources category. To see Walker Elliott’s Inc 5000 profile click here and our spot in the list here. To see the full Inc 500|5000 list click here.

Congratulations to the staff of Walker Elliott!

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Walker Elliott Ranked 44 in Houston Fast 100

On Friday August 1 The Houston Business Journal revealed their Houston Fast 100 list for 2013. This is a list of the Houston fastest growing private companies. To qualify for the list the company had to be in business for at least 5 years, have revenues of at least one million dollars, and show growth over a three year period. This was the second year that Walker Elliott submitted its financial information and we were ranked 44 on the list. See the full list here. You can read more about Walker Elliott LP here.

The announcement was made at a lunch at the Hilton Americas Hotel on Friday, September 6, 2013. It was an exciting event for Walker Elliott.

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Thank You Letter

Good business manners pay off.
After any interview with a prospective employer, you’ll go a long way toward making a lasting impression by sending a thank-you letter promptly. We can’t overemphasize the importance of its being thoughtful, relevant, and, of course, grammatically and typographically correct. Here’s a sample letter to get you started.

Sample Thank You Letter

Date

(Person Interviewed With)

(Title)

(Company’s Name)

(Company’s Address)

Dear (Person Interviewed With),

I certainly appreciated the privilege of interviewing with the (Company’s Name) team for the position of (function). After getting to know you, (the firm), and the area, I feel that this position offers me a promising opportunity.

I believe the position you are seeking to fill presents an exciting challenge to anyone who is committed to success in this field. I also believe that my experience and background uniquely qualify me to meet that challenge.

As requested, I have enclosed a completed application for my employment, as well as my expense voucher (if applicable), along with copies of airline and hotel receipts for your records (if applicable).*

I appreciate the chance to be considered for the position and thank you for your interest. I look forward to hearing from you very soon!

Sincerely,

 

*The paragraph regarding applications and expenses would be applicable to your Human Resources thank-you only. Delete from all other letters.

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Walker Elliott makes HBJ’s Fast 100

Walker Elliott made the Houston Business Journal’s Fast 100 list for 2012.  Each year the companies who have generated at least $1 million in revenue last year, are more than five years old and demonstrate significant growth between over the last three years, can submit their financials to the Houston Business Journal.  The Houston Business Journal compares the companies and then ranks.  This year Walker Elliott was notified that we made the list!   The final list will be presented on September 7.

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