NEWS + ADVICE
Interview with a Recruiter, Madonna Dougherty, Miklos Systems
Madonna tell us about yourself and Miklos Systems
I am the Human Resources Manager for Miklos Systems, Inc. (MSI) and have been with the company for nearly two years. As the HR Manager/Recruiter I am involved in several areas of HR, but my primary focus is on the recruitment and selection of cleared technical personnel for the company. MSI has been in business for over 20 years and became an employee-owned company in 2006. We specialize in providing software, systems, and network engineering services across the full spectrum of system and software development life cycles to our customers in the Federal Government. Our positions are located in the Northern VA/DC metro area.
Why do I want to work for MSI
Our company is unique because we are both small and employee-owned which contributes to our family-friendly atmosphere and ability to meet the needs of our employees. Being a small company, we are agile in our approach and can make decisions quickly. Our management team believes strongly in providing opportunities for our employees to increase their technical skills by means of additional training and an individual training budget which allows them to decide what kind of training will best prepare them for the next step in their career. Our President and CEO regularly makes himself available to talk to employees about their career objectives.
Tell us about the MSI hiring process
The hiring process begins with a telephone screen with me. If the prospective candidate and I agree that the position might be a good fit, then a follow-up in-person interview is scheduled with our President and Vice President. If after the management interview all persons remain interested, an interview is scheduled with members of our technical staff. This process can be as short as a week or it can take longer depending on everyone’s availability. Most of our positions require security clearances and most of the candidates will go through a screening process with our customer before final selection.
Do you target transitioning military
MSI’s workforce includes a number of veterans and we always are willing to support transitioning military. Our primary hiring needs are technical in nature and require clearances. We invite transitioning military members to apply to any and all positions that might be suitable for them. MSI also actively seeks out transitioning military through various job boards and recruiting events that support our veterans.
What types of cleared positions do you fill
MSI is always looking for qualified Java and Ruby software developers, SharePoint developers, Systems Engineers, Database Engineers and Network Engineers at various levels. Most positions require an active TS/SCI with Full Polygraphs.
Do you use social media to screen job seekers at any point in the hiring process
MSI frequently uses LinkedIn to view candidates’ profiles, but does not use other forms of social media as part of the normal hiring process. I am looking to see if the individuals have listed other experiences on their LinkedIn profile or any extracurricular activities/groups that they may be involved with. I’m also looking to see who their connections are in case they’re connected to one of our employees or someone else we might know.
What are the toughest security cleared positions for you to fill and why
The toughest security cleared positions to fill for our company are Java and Ruby software developers with full clearances. Candidates with these skills are high in demand and many companies compete for the same talent.
What advice do you have for security cleared job seekers
I really appreciate a candidate who is flexible. By that I mean someone who is willing to consider other positions or job locations and be flexible on salary. There are times when a candidate applies for a position and it’s just not the right fit, but sometime down the road I might have an opportunity that’s just right and I’d like to be able to maintain a connection with that person for when that happens. In these tough economic times and the Government driving down rates, it’s also important for candidates to be realistic about their salary expectations.
What’s the most inappropriate thing you’ve seen on a resume
I would prefer that candidates not include a photo on their resume. While recruiters can often find a candidate’s photo out on other sites where they might have a profile, I think it’s best not to include one. It’s not necessary in order to evaluate a person’s qualifications for a job.
What do job seekers need to know about your job as a recruiter
I am very easy to talk to and have the candidate’s best interests in mind. While I am always looking for talented individuals to become an employee-owner like myself, if the job is not the right fit for the candidate, then I wouldn’t want the candidate to take it. It’s important for both our company and the candidate to be happy with the decision to join MSI.
This entry was posted on Monday, September 08, 2014 8:38 am