Travis Webb Metro Market Manager

1. Travis Webb Metro Market Manager © 2010 Robert Half Technology. An Equal Opportunity Employer.

2. Robert Half International Founded in 1948 Pioneer in specialized staffing services Ranked number one in our industry in FORTUNE® magazine’s list of the “World’s Most Admired Companies” (March 22, 2010) Robert Half Technology Provides highly skilled IT professionals Conducts ongoing research on IT workplace trends Respected resource on IT hiring and employment Company Overview

3. The IT Hiring Environment Technical Skills in Demand 2011 Salary Trends The Value of Certifications Soft Skills in Demand Landing a Job Today’s Discussion

4. National starting salary ranges for IT positions in the United States and Canada Trends affecting IT hiring Areview of in-demand skills and attributes Advice on building strong IT teams and maintaining employee morale Staffing for success The 2011 Salary Guide

5. Interim and full-time placements made throughout the year from our offices in the United States and Canada Local insight from our staffing and recruiting professionals throughout our branch network Exclusive workplace research we conduct among CIOs and other executives An analysis of the current hiring environment and an extrapolation of current trends into 2011 Sources of the Data

6. Solid IT teams are essential for firms to remain competitive 64 percent of executives interviewed said understaffing was an issue Firms are adding to IT teams to support a number of initiatives Companies remain highly selective when choosing candidates Most IT hiring activity is in healthcare, manufacturing, nonprofits, oil and gas, and high tech The IT Hiring Environment

7. Programming Skills most in demand… Technological proficiency Business mindset Security

8. Skills most in demand, con’t… Infrastructure support Networking Electronic medical records

9. Current Need For … All trademarks contained herein are the property of their respective owners.

10. On average, IT salaries in the United States are expected to increase 3.4 percent Salary ranges for select positions (national averages*): Information Systems Security Manager $99,500 - $137,750 Network Administrator $55,750 - $82,750 Web Developer $58,000 - $94,250 Desktop Support Analyst $46,500 - $68,250 Help Desk Tier 2 $36,750 - $47,750 2011 IT Salary Trends *Refer to the Robert Half Technology 2011 Salary Guide to adjust salaries for your local market using the city variance index numbers provided in the guide.

11. Possessing specialized skills can provide candidates with additional pay on top of theirbase salary* Technical Skills Can Boost Salary • Cisco network administration skills: 9% • Java development skills: 7% • LAMP: 7% • Linux/Unix administration skills: 8% • .NET development skills: 7% • SharePoint skills: 11% • Virtualization skills: 8% • VoIP administration skills: 8% *Source: Robert Half Technology 2011 Salary Guide. Add the percentages shown, based on national averages, to IT salaries for select positions listed in the guide.

12. Provides clear evidence of an individual’s knowledge of a particular technology or practice Demonstrates candidate’s initiative Essential to lifelong learning In-demand certifications include: Cisco Linux Microsoft Project management Security The Value of Certifications

13. It’s not just about the technology Leadership abilities Customer-service mindset Ability to work under pressure Written and verbal communication skills Ability to align business and IT goals Soft Skills in Demand

14. Job Search Challenges Step out of your comfort zone Entertain new ideas Don’t be too proud to ask for help Don’t be a Lone Ranger

15. Getting Started Focus on transferable skills Develop a strategy Network actively Cast a wide net Be flexible

16. The Visible and Invisible Job Markets Visible Job Market: Reactive Invisible Job Market: Proactive Want ads Online (RetirementJobs, CareerBuilder) Company websites Staffing companies • Unadvertised • Internal job postings • New positions

17. Networking Effective tools Professional sites Associations Casual conversations Personal approach 1:1 is best Be proactive Continuous process Stay in touch with peers Meet new people Work to help others Give to receive

18. Elevator Pitch • Concise summary: • Who you areWhat you offer • What you need • Craft different versions • Modify as necessary • Practice makes perfect

19. Elevator Pitch Your name Your most recent position Key strengths or accomplishments Reason for leaving last position What you’d like to do next

20. Getting the Resume Right Visually appealing

21. Getting the Resume Right At-a-glance format

22. Getting the Resume Right Multiple resumes

23. Getting the Resume Right Use of keywords

24. Getting the Resume Right Clear examples of accomplishments

25. CAR Statements hallenge: The conditions under which you did the work action: What you did, actions you took response: The business impact of your actions 25

26. Biography One-page narrative (3-5 paragraphs) Write in the third-person Conversational, easy to read Convey uniqueness Include “WOW” factor 26

27. Informational Interviews Build rapport Present your elevator pitch Ask for referrals, leads, advice Thank you, next steps 27

28. Success With Phone Interviews Be punctual Use a landline Quiet, please Use notes Speak clearly Smile! Follow up 28

29. The In-Person Job Interview The hiring manager is evaluating: Your abilities Your motivation Your personal qualities

30. Responding toLikely Questions Can you tell me about yourself? 30

31. Responding toLikely Questions Why did you leave your last job? 31

32. Responding toLikely Questions How much do you know about our company? 32

33. Responding toLikely Questions What are your strengths? Weaknesses? 33

34. Responding toLikely Questions Most significant accomplishment? 34

35. Responding toLikely Questions Why do you want to work here? 35

36. Interview Intelligence It takes hiring managers just 10 minutes to form an opinion of job seekers. You will meet with greater success if you interview during the morning hours. Hiring managers often ask others, such as receptionists or assistants, for their opinions on prospective hires even if they weren’t involved in the interview. True or False? 36

37. Overcoming Potential Obstacles Issue: Long Tenure Solutions: Show career progression Emphasize performance Promote stability

38. Overcoming Potential Obstacles Issue: Age Bias Solutions: “Age neutral” materials Avoid dating yourself “Well-qualified” language Interest in technology Emphasize flexibility

39. Overcoming Potential Obstacles Issue: Defeatism Solutions: Attitude is everything Put the past behind you Be receptive

40. Evaluation and Follow Up Send thank-you notes 40

41. Evaluation and Follow Up Follow up with a phone call 41

42. Evaluation and Follow Up E-mail a news clip of interest 42

43. Evaluation and Follow Up Stay in touch 43

44. Our Salary Calculator • Online Salary Calculator makes it easy to quickly look up a single position and customize salary data for your city • Access the Salary Calculator, and the latest insights on hiring and compensation trends, at: www.rht.com/SalaryCenter

45. Travis Webb Metro Market Manager © 2010 Robert Half Technology. An Equal Opportunity Employer.