Career Tips - FootBridge Company

Build a Results-Driven Resume That Works as Hard as You Do

Real insights from recruiters who place professionals in energy, manufacturing, oil & gas, and industrial construction projects every day.

If you’re like most contractors, you didn’t get into this work because you love writing resumes. You know your tools, your process, and your role on-site, but when it comes to putting it all on paper, it can be challenging to determine what truly matters.

That’s where we come in.

At FootBridge, we’ve spent over 25 years helping skilled professionals secure roles across various industries, including energy, oil & gas, civil & commercial, manufacturing, power & utilities, renewables, and commercial construction. We’ve reviewed thousands of resumes and worked with hundreds of hiring managers who need to staff their projects fast with people who are ready to deliver from day one.

So yes, we know what makes a resume stand out and what usually gets it passed over.

Clarity beats flash every time.

We see this all the time: a resume packed with great experience, but we can’t tell what job the candidate wants. Or a layout so over-designed, it confuses applicant tracking systems (ATS) and makes the file unreadable.

The truth is, hiring managers aren’t looking for graphic designers. They’re looking for clarity. What role are you best suited for? Where have you worked? What tools, systems, and certifications do you have? Can you show you’ve handled real responsibility on real projects?

When you’re applying for commissioning work, QA/QC, project controls, or plant maintenance, you need a resume that communicates trust and capability. Quickly.

What we look for when we read a resume

We don’t expect everyone to have Ivy League formatting, but we do look for a few key things every time we open a resume:

A summary that tells us your role, background, and the industries you have worked in
Project-specific context (type, size, scope including whether it’s a refinery turnaround, utility-scale solar install, or food processing facility expansion)
Software and tools you’ve actually used like P6, AutoCAD, Fluke, SCADA, or SAP
Results, not just tasks. Think: “reduced startup delays by 15%” or “led 12-person QA/QC team”
Certifications that matter: OSHA 30, TWIC, NCCER, HAZWOPER, ASME Code experience
Clear dates, consistent formatting, and no major gaps without explanation

And if you’ve worked with FootBridge before, or with a client we know, definitely include that. A familiar name goes a long way.

“Can I use ChatGPT to write my resume?” Yes with a catch

We receive this question more frequently now, and the honest answer is yes, you can absolutely use AI tools like ChatGPT to help you write or refine your resume. In fact, it’s a great way to beat writer’s block or give structure to your thoughts.

But here’s the catch: you have to make it yours.

Let AI help you with the basics, like bullet points or a summary paragraph, but don’t rely on it to tell your story. Review everything it generates, replace the buzzwords with real-world details, and make sure your voice comes through. Hiring managers (and recruiters) can tell when something’s been copy-pasted without a second thought. So use ChatGPT as a drafting tool, not a substitute for your experience.

What hurts an otherwise strong resume?

Sometimes we’ll get a resume from someone we know is solid in the field, but the document doesn’t reflect that. Here’s what can hold good candidates back:

A vague or missing job focus
No mention of project environments or industries
Forgetting to include certifications that are often deal-breakers
Listing job duties instead of project impact
Gaps in work history with no note about contracting, travel, or personal reasons

Even a few of these can slow down the hiring process, especially when managers are moving fast.

Make it easy for us to help you

We’re not just reading resumes, we’re matching people to real-world needs. If your resume provides us with what we need upfront, we can pitch you faster, receive client feedback sooner, and move you toward interviews that lead to job offers. That doesn’t mean overselling. It means being clear about what you’ve done, where you shine, and how you’re ready to contribute to the next job.

The bottom line

In the end, your resume is your entry point into the project. When you’re applying to roles where timing, safety, and experience are critical, your resume should work as hard as you do. Let it speak for your professionalism, your field-readiness, and your ability to get the job done right. And if you’re not sure it’s hitting the mark? Let us take a look. We’ll tell you straight.

Need a second set of eyes?

We work with professionals across:

Power generation and utilities
Oil, gas, and chemical plants
Civil and commercial construction
Manufacturing and process facilities
Renewable energy projects

Whether you’re a commissioning lead, field engineer, QA/QC inspector, scheduler, or safety manager, we know how to help your resume land where it needs to. Send us your resume for a review. Let’s help you get the right role, so you can get back to doing what you do best.

Finding the Right Employee Just Got Easier

Managing your team’s fluctuating workload can be overwhelming, and hiring full-time employees can be costly and time-consuming. But what if you could add team members during periods of growth or uncertainty without the added overhead costs? That’s where FootBridge’s flexible contract staffing options come in, allowing you to scale up or down as needed while our dedicated staff handles all the searching, placement, and administrative tasks. From personalized and economical job searches, our adaptability ensures that you get the right people at the right time, and our support can help your business run more efficiently than ever before. Want to know more? Keep reading to discover how FootBridge allows clients in the oil & gas, energy services, process industries, manufacturing, and power & utilities industries to get the job done.

Tailored Searches and Specialized Expertise

Whether you’re looking for a senior project engineer scheduler or assembly technician, we can’t emphasize enough how our recruiters work diligently to maintain a vast network of qualified candidates. They conduct thorough screenings and assessments to ensure you’re only presented with the most suitable candidates for your needs but leverage industry knowledge and understanding to help navigate the overwhelming influx of resumes and find the perfect contractor or direct hire for your organization. From a recruiting perspective, a lot of work goes into finding the ideal candidate. For instance, FootBridge recruiter Liz Morrison delves deep into candidates’ desires and requirements to determine their decision-making priorities. If they refuse to divulge this information, she says it indicates a lack of seriousness, causing them to be removed from her radar.

Cost Savings and Time Efficiency

Cost savings and time efficiency are two significant advantages of working with a staffing firm like FootBridge, especially since companies, on average, receive 250 resumes per job posting. Therefore, instead of sorting through so many applicants, we manage the process and have additional candidates in mind that may be worth an interview. For instance, our client business manager, Ray LaMonica, still works with clients he first spoke to when he started at FootBridge over 10 years ago. It’s important to us that we directly impact the success of a client’s mission by eliminating lengthy and costly recruitment processes. From their perspective, clients often tell us we’re personable, knowledgeable, and easy to negotiate and work with, so they continuously utilize our services on subsequent projects.

Flexibility for Changing Needs and Workloads

Flexibility is crucial to any successful business, and working with a staffing firm like FootBridge allows clients to adapt to changing needs and workloads seamlessly. Whether a company needs temporary employees for a project or long-term staff for a growing department, we provide suitable candidates to ensure businesses can efficiently navigate through periods of growth, downturns, or unexpected changes without the hassle of traditional hiring processes. Behind the scenes, client business manager Josh Avin appreciates that he can approach staffing sales “his way.” In doing so, he emphasizes the team’s synchronicity as everyone follows the same fundamentals.

Access to Top Talent and Expanded Reach

By partnering with a staffing firm like FootBridge, clients gain access to a broader pool of qualified candidates, which expands their reach in the hiring market. We’re a fan of statistics, and according to a Harvard Business Review (HBR) report, managing fluctuating workloads and seasonal demands can be complex, but the hiring process becomes more straightforward with help from a staffing firm since we can quickly scale your workforce up or down by tapping into a flexible pool of qualified candidates. Whether you need temporary staff during a busy season or extra employees during an unexpected spike in demand, we ensure clients are always ready to meet changing workloads and seasonal demands.

Collaborative Partnership and Industry Insights

Partnering with a staffing firm is not just about finding suitable candidates for your organization. It’s about building a collaborative partnership and gaining valuable industry insights. Undoubtedly, we’re an extension of a client’s team as we work to understand their business goals and hiring needs. Plus, our deep understanding of current trends, market conditions, and the competitive landscape helps clients make informed decisions and stay ahead of the competition. With a staffing firm, you’re not just getting candidates. You’re getting a trusted adviser and partner in your hiring process.

Ready to take advantage of contract staffing? Contact FootBridge today to learn how we can help take your business to the next level.

Want to Get a Recruiter’s Attention? Update Your LinkedIn Profile with these Essential Tips

Are you looking to make your next career move? Having an updated LinkedIn profile lets recruiters know you’re open to new positions, including those we hire: oil and gas, energy services, process industries, manufacturing, or power and utilities. Keep reading to see how easy it is to draw more attention to your job-seeking intentions.

Tip # 1 Update your banner image

Action item: Update the banner image to something w/ more details about your industry.
Why this matters: Your banner image is a recruiter’s first impression of your capabilities. Having a custom-branded image shows polish and shows your level of professionalism.
Ideas for creation: At the very minimum, include a professional headshot.

Tip #2 Name Pronunciation:

Action item: Record your 10-second pitch to visitors of your profile. This can only be done in the mobile app under the top section of your profile.
Why this matters: This is a new opportunity on LinkedIn where you can record a 10-second pitch to let users know why they should engage with you in audio only.
Ideas for creation: Mention key points: For example: Hi there, I’m Mick Frederes with FootBridge, we offer strategic staffing solutions for Project Management, Construction Management, Project Controls, Engineering, and Project Support.

Tip # 3 Create a video:

Action item: Create your video (w/ great lighting) explaining what you can do for your LinkedIn connections. This can be a 30-second video pitch recorded on the phone and posted via the Linkedin app.
Why this matters: This is a great opportunity to pitch your skills to a recruiter right when they visit your profile. This is a new feature, and with new features, LinkedIn will start pushing them more and more–meaning getting in now can make a big impact.
Ideas for creation: For those who really want to make an impact, try using a tripod and a ring light and edit the video if needed. This video should be casual and can be filmed right on your phone. Not everyone has this capability yet, but if you log into the app on your phone and see that + button next to your profile image, you’re good to record!

Tip # 4 Create a catchy headline:

The trick here is to include as many keywords and searchable terms as possible. Example:

FootBridge Company offers strategic staffing solutions for Project Management, Construction Management, Project Controls, Engineering, and Project Support. Need help hiring?

Action item: Update your headline to be chock full of keywords recruiters may be searching to find you.
Why this matters: Your headline is the most searchable piece of your profile and the space that is most likely to pop up when people search for someone who can offer your services.
Ideas for improvement: Use the keywords most likely searched in your industry and job titles like project controller, facilities engineer, and construction manager. Also, add your personal website if you have one.

Tip # 5 Edit the link addition:

Action item: Add a link to any of your professional affiliations. Update with interesting items like previous projects or clients you’ve worked with.
Why this matters: This is a great place for recruiters visiting your profile to read why they should hire you.

Tip # 6 Update the About Section:

Updated 1st person bio to include key quantifiable takeaways (#’s, $’s, %’s)

Action item: Update your about section to include accomplishments such as summaries of your current role, how you can help businesses, and how your past experience puts you in a unique position to be a great resource.
Why this matters: This is how people get to know you, it’s also a very searchable area that will help you pop up more often in searches.
Ideas for Creation: Insert some top facts about you.

Tip #7 Recommendations:

Add 2 recommendations each quarter

Action item: Put together a list of 5-10 people who could provide you with recommendations. Then put together a message asking them to recommend you on your LinkedIn profile.
Why this matters: This will provide social proof to people who want to work with you. When you say it, it’s sales. When someone else says it about you, it’s a fact!
Ideas for improvement: Ask a client who can provide details of how FootBridge was able to help them.

FootBridge recruiters seek talented professionals ready to hit the ground running and immediately contribute to our client’s productivity. Contact us today to learn more about our employment opportunities.

Want to Land Your Dream Job? Check Out These Expert Tips From Top Recruiters in The Staffing Industry

The hiring landscape is ever-evolving, so candidates must constantly adapt to find job openings best suited to their skills, goals, and work ethics. But how do you land the right job when so many unknowns exist? Check out these expert tips from our recruiters who talk with candidates like you daily!

Know the significant challenges in your field.

Ask yourself the following: What are the biggest challenges currently facing professionals in the job you want? How are companies tackling these challenges? If you could change anything about this approach, what would it be?

The more you know about current market trends and hot topics, the more you can target your job search materials to communicate that you’re ready and able to tackle those challenges productively for a new employer. Instead of just learning about each employer, consider the problems they’re trying to solve, like managing complex construction budgets or compensating for supply chain disruptions, then show how you are an invaluable asset in solving those problems.

Focus on your accomplishments.

Once you know the industry’s challenges, look back at your career and education for tangible achievements. Then choose two or three accomplishments in which you addressed similar challenges. A good rule of thumb is to quantify, specify, demonstrate, and direct. And don’t hesitate to make these accomplishments the focal point of your application materials and interview answers.

Focusing on your accomplishments boosts your career search in two ways. First, it communicates to employers that you will succeed because you already have. Second, it gives you a confidence boost when you need it most.

Consider the employer’s point of view.

Every hiring manager has one question: “Why should I hire this person? What can this individual do for us?”

When creating a resume or preparing your interview answers, keep this perspective in mind – and answer this question whenever possible. Remember that a hiring manager doesn’t want to give you a job but to receive your best work. Be ready to discuss how your work fits into this company’s goals, culture, and structure, as past successes lead to future ones.

Network like crazy

Many jobs are found through personal connections and professional networks such as LinkedIn, AngelList, and Meetup. Being active on social platforms and channels increases visibility and opportunities. There are also great knowledge centers and discussion boards that offer a chance to learn even more about your industry of choice.

Work with a recruiter.

Working with a recruiter who knows your industry is hands down the best way to make your dream job come to fruition. Not only do you get the “inside scoop” on job openings and company culture, but you have access to a larger talent pool and better understand your role, job requirements, and obstacles versus a one-size fits all agencies.

At FootBridge Energy, our experienced recruiters strive to match top talent to great jobs. From quality engineers to project managers and technical expertise for staff augmentation, our recruiters and account executives have a knack for maintaining great client and contractor relationships resulting in flawless execution. Contact us today to learn more.

Job Success During the Covid-19 Pandemic

Congratulations to FootBridge manufacturing recruiter Cameron Richard who’s celebrating two years with our team! We couldn’t be happier to have him working with us, and to mark the occasion, we sat down with “Cam” to get his take on what it’s like to work in the staffing industry and how he found job success during the height of the COVID-19 pandemic.

Question: How did you learn about FootBridge and recruiting in the manufacturing industry?

Cam: I had an interesting career start. While at the University of New Hampshire, I majored in electrical engineering but switched to a finance major with a minor in economics. Upon graduating in 2020, at the height of the Covid-19 pandemic, plenty of companies were on hiring freezes. Fortunately, Danny (my brother) was working at FootBridge with the manufacturing team, and knowing my background, they took a chance on me.

Question: What was it like starting as a recruiter in the manufacturing industry compared to where you are now?

Cam: There was a steep learning curve, but Tony Blestis and the entire manufacturing recruiting team were great to work with and helped me learn the industry.

The biggest takeaway is that it’s not beneficial for the manufacturing client if a candidate works for a month and then realizes it’s not a good fit. Therefore, whenever I talk with candidates, which can be upward of 15 to 20 a day, I try to make sure the job resonates with the candidate and is one where they can succeed.

Question: What makes someone a good candidate for work in the manufacturing industry?

Cam: Anyone who is determined and willing to work extra hours to ensure the manufacturing job gets done. I look for hardworking, physically capable individuals who are willing to work in a clean room environment when needed. Manufacturing can be a rugged environment. You’re on your feet all day. A hardworking candidate could be someone from the trades, or restaurant industry, from the military, or have experience working as a mechanic or carpenter.

We fill day-to-day mechanical assembly positions, electro-mechanical assembly, shipping, receiving, material handlers, system technicians, and testing technicians for a well-known robotic manufacturer in the semiconductor industry. Anyone with hands-on experience or willing to learn about the industry could be an ideal candidate as the manufacturing industry requires using tools and working off instruction manuals.

Question: What makes FootBridge different from other manufacturing staffing firms?

Cam: That’s easy. We show up and have years of experience working in the manufacturing industry. Program manager Tony Blestis is on-site once a week to check in on candidates, and we have weekly meetings to discuss protocol, upcoming projects, staffing topics, and more. Plus, our team, from administration to accounting, energy, and manufacturing, are very supportive of one another. I feel like the team members push one another to succeed but are also there for each other when we have questions and need help.

Question: Are there any misconceptions when it comes to recruiting?

Cam: Yes, sometimes manufacturing candidates worry once a contract ends, they will be let go. While FootBridge hires contract employees to start, they can transition to a perm position if someone puts in the work.

Question: Any tips for candidates looking for work in the manufacturing industry?

Cam: It’s important to follow up after the interview as it shows myself and the client they are interested in the position. Also, be punctual. If we speak on the phone and I ask for a resume, the sooner they can get it to me, the better. These jobs don’t always stay open.

Question: On that same topic, what’s it take to be a good recruiter in the manufacturing industry?

Cam: A good recruiter is organized and communicative. Just as we want our candidates to be punctual, we must also be mindful and respect the candidates’ time. I always let them know if the position isn’t a good fit. When applying for jobs, I would rather hear that from the company I’m interviewing than nothing.

It also doesn’t hurt to be competitive. Seeing the GP reports pushes me to get my numbers as high as possible. It’s also a nice feeling to impact people’s lives positively. I’ve got quite a few people who thank me once we’ve brought them the job – for helping them out and for our time.

The manufacturing industry brings in hundreds of millions of dollars in yearly revenue. Strong candidates can look forward to overtime, benefits, and flexible schedules. Interested persons can contact Cam at: crichard@footbridgecompany.com.

7 Benefits of Working with a Staffing Company

There are many benefits of working with a staffing firm. From tailored searches to cost savings, flexibility, and managing unpredictable workloads, here are some of the (many) reasons to partner with one.

1) Shorten The Hiring Process

Companies, on average, receive 250 resumes per job posting. Rather than sorting through so many applicants, a staffing firm can manage the process and have additional candidates in mind that may be worth an interview. Client business manager Ray LaMonica still works with clients he first spoke to when he started in his role at FootBridge 10 years ago.

2) Manage Project Immediacy

It’s a regular occurrence in the energy, construction management, engineering, and manufacturing industries for companies to have to fill or backfill positions quickly. While human resources have many responsibilities, hiring in a client’s industry is the one thing we do. A staffing firm like FootBridge goes above and beyond for clients, sourcing the right candidate under tight time constraints, sometimes even getting candidates on-site the next day!

3) Hire the Right Candidate

When screening candidates, running through a scripted performance is the last thing on our recruiters’ minds. FootBridge recruiters don’t want to waste anyone’s time, much less their own, and are trained to recognize when a great candidate fits a client’s position. Even if a candidate doesn’t fit a hiring position, that’s not to say they aren’t a great candidate for future work; thus, our recruiters communicate with jobseekers often. FootBridge Recruiter Chris Mayfield enjoys getting to know job-seeking candidates because it helps him understand their wants and goals. He advises candidates to consider how a contract position will affect their overall life, not just the immediacy of the given job. He hopes a candidate will continue to work with him as he always has their best interests in mind.

4) Stay Competitive

To remain competitive, companies must hire smartly. After the COVID-19 pandemic, the economy has endured many fluctuations in the job market. Helping companies persevere throughout the great resignation are staffing firms. FootBridge recruiters connect companies to qualified candidates and specialize in assisting clients in creating strategic staffing plans, positioning them to recruit and retain the best talent available. Don’t hesitate to gain your staffing partner’s valuable input into your upcoming staffing strategy. Recruiter Mark Zaytzev enjoys working with candidates and wants job seekers to know it’s never about his success. It’s about the work accomplished between the candidate and the client as they collaborate on necessary and complicated jobs in the engineering, energy, and manufacturing industries.

5) Minimize Hiring Risks

When working with a FootBridge recruiter, you can be certain we are doing everything possible to get to know the candidate and be forthcoming about a job description. We aren’t just telling candidates what they want to hear and will never present a candidate who isn’t qualified for a position. FootBridge Recruiter Kate Gagnon enjoys connecting people with work they enjoy. When screening candidates, she takes note of measurable data such as budgets, timelines, accomplishments, and problems solved so she can present this information to the client and be certain of the candidate’s industry experience and expertise.

6) Deep Industry Knowledge

At FootBridge, we know the industries our clients are hiring. For instance, president and founder Todd Springer got his start working as a mechanical engineer at a nuclear power plant. He knows the industry and goes back many years with clients and candidates. Additionally, operations manager Joe Squires encourages his recruiters to work hard and smart. Asking questions is how we learn the business from a candidate’s perspective.

7) Lean Recruiting

Open communication is crucial to a successful job placement process. Just as a recruiter must provide the best information to candidates, we ask the same from clients. Sharing your company’s strategic staffing plan with your recruiter can help improve the quality of candidates for both your current needs and future goals. This long-term mentality can also help you build an ongoing partnership with your recruiting firm. FootBridge recruiter Liz Morrison believes open communication is crucial to a successful job placement process and advises candidates not to sell themselves short. She wants to know about an individual’s background to cater her search to their specific skill set.

Don’t let your recruiting process keep you from hiring top talent. If your company is getting bogged down with hiring practices, especially regarding contract workers, a staffing firm could be the solution. At FootBridge, our experienced recruiters specialize in helping our clients streamline the hiring process to attract and hire top talent. Contact us today to learn more.

Looking For Project Work in The Energy Industry? Discover How A Recruiter Can Help.

Senior recruiter Liz Morrison knows what it’s like to be on the candidates’ side regarding recruiting.

A former sales executive, senior recruiter Liz Morrison, admits her experiences with recruiters weren’t always the best. They lacked honesty and forthrightness, making her feel like she wasn’t top of mind. As a result, she gave up on them. However, after coming to FootBridge in 2019, Morrison discovered she’d been looking at recruiting all wrong and draws upon her previous experiences to let candidates in the energy industry know they’re her top priority.

“It’s important to be upfront and truthful with job seekers in the energy market,” notes Morrison. “I always accurately present the client – including who they are, the turnover rates, and ensure the candidate isn’t walking into a churn and burn environment.”

To get to the bottom of a candidate’s wants and needs, whether for a project controls position, engineer, or construction manager, Morrison takes the time to discover what their decision-making priorities are. If they’re unwilling to share, she knows the person isn’t serious about a position, and she’s not on their radar. Alternatively, candidates expect the same open communication from her, and it’s not uncommon for Morrison to check in with a candidate even if there is no job status update but to let them know she’s still awaiting information.

Morrison warns about these recruiting red flags. If a candidate has any of these characteristics, it’s a sign they aren’t up for the job:

Poor attitude
Negative personality
Not being upfront about their background

Ensuring candidates feel valued is at the top of Morrison’s to-do list

The communication continues once FootBridge hires a candidate. “People appreciate the follow-up,” Morrison says. “I’m the first line of contact for everyone I place.” As a result, candidates always receive prompt responses, so they’re never left wondering what now?”

It’s also not unusual for Morrison to check in on candidates throughout a project’s duration, and you can bet she’ll always ask, “How is everything going? Did they arrive safely at the job site, and more importantly, is the job everything the candidate expected on their end?”

Recruiting tips for job seekers

After talking with hundreds if not thousands of candidates during her career, Morrison has some must-have advice for energy job seekers.

Perform due diligence – A resume is a client’s first look into a candidate’s background. To that extent, Morrison advises job seekers to take the time to provide relevant information. If a candidate is applying for a specific job, she suggests editing the resume accordingly and remembering it’s OK for a resume upward of two to three pages. “If a candidate is abbreviating their resume and not including as many concrete project details as possible, they’re ultimately selling themselves short.”

Research the client – Morrison advises job seekers to know something about the client before the interview. To do what she calls “soul searching” well in advance, including how a candidate feels about travel and what it would mean to be away from family for an extended period.

Be forthright and honest – If a candidate isn’t willing to contribute to a conversation, it tells Morrison they aren’t interested in a job. The last thing she wants to do is waste her or the candidate’s time. If a candidate isn’t willing to offer up solid answers on their background, or if their attitude is off, it’s a red flag she wants to avoid.

There will always be fluctuations in the energy job market, and Morrison understands that candidates have plenty of choices for projects. Her goal is to ensure candidates know they have someone like her on their side. At FootBridge, our experienced recruiters specialize in helping you connect with the best job openings in oil and gas, energy services, process industries, manufacturing, and power and utilities. Contact us today to learn more about our employment opportunities.

A Conversation with Senior Recruiter Kate Gagnon and Tips for Today’s Job Seekers

Today we’re talking with FootBridge Senior Recruiter Kate Gagnon who interviews between 20 to 40 potential candidates a day to fill high-level positions within the energy and commercial construction sectors. From what to include on your resume to making sure your resume is visible on job boards, here are five tips to help candidates put their best foot forward.

Tip #1 COVID is no longer a good excuse for not working

The COVID-19 pandemic left many businesses struggling to staff, produce, and provide goods and services to the public. However, Kate notes it’s no longer a viable excuse for having a gap in your resume as two years later, more candidates than not are back at it.

“A consistently employable person would have found something by now,” says Kate, who suggests being honest and forthright with recruiters if you are just starting to look for work. “I want to know that a candidate was doing something during the work history gap. Perhaps they were furthering their education, completing certifications, or performing remote consulting work. The point is we want to see a candidate was being proactive and productive during COVID because it makes them more marketable.”

Tip #2 Tell us the details about previous work experiences

“If someone isn’t willing to provide me with quantifiable information, it raises red flags,” says Kate. “This tends to happen with industry veterans who have been working in the field for a very long time and believe it’s enough to say, well, I worked in this particular role and leave it at that.”

When a candidate leaves out information such as budgets, timeframes, and measurable data about a project, a recruiter can’t overtly know they are qualified for a position. Kate suggests wherever someone is in their job search, take the time to write down results from previous projects; otherwise, you may risk missing out on opportunities.

Tip # 3 Update your resume

Some candidates cut and paste job descriptions across multiple positions on their resumes. “When I see this, it tells me the candidate isn’t committed to detail, which may spill over into their professional work,” says Kate. “It doesn’t take me long to scan a resume for keywords and notice the repetition. A good resume will contain quantitative data, in what capacity and industry—the more specific, the better. Candidates can even visit our resource page for resume writing tips.

Tip #4 Have a presence on multiple job boards

In addition to applicant tracking systems, referrals, and networking, the easiest way for a candidate to be found by recruiters is through job boards, including specialty ones like engineering.com and constructionjobs.com. Also, keep in mind, LinkedIn is great for finding passive clients because it’s a place to post one’s resume without being obvious.

Tip #5 Avoid these recruiting misconceptions

“One common misconception is that recruiters are out to pay a candidate less so we can make more. Not true,” says Kate. “We are very much on the candidates’ side.” Finding highly specialized applicants in the energy and commercial construction fields is full-time work. These are senior-level individuals who are very specific to their industry and competitively compensated.

“Another misconception is that once the candidate is placed with a client, they never hear back from us,” says Kate. “Candidates enjoy working with FootBridge because we are a smaller staffing firm compared to some of the giants out there, so we are very responsive. To that extent, if someone calls me with a payroll or site question, my team and I can get to the root of the problem and solve it quickly.”

When asked about the most rewarding part of being a recruiter, Kate says she enjoys connecting a person to the work they enjoy. “It’s nice to know you’re helping people and doing good by them.”

FootBridge contract employees have a wide range of skills and come from various backgrounds. We look for talented professionals ready to hit the ground running and immediately contribute to our client’s productivity.

FootBridge uses an extensive local and national database to find the right position for you as a contract employee. Contact us today to learn more.

Nine Tips to Help You Craft More Strategic Interview Answers

If you want to stand out from other candidates in the job market, you have to be strategic about your answers. Not only is the interview a chance to showcase your achievements, but how you present yourself is sure to make an impact (both good and bad).

After interviewing thousands of job seekers, we have nine essential tips for crafting strategic interview answers to questions that are sure to come your way and make you stand out from the crowd. If you have an online interview, visit our article, “Acing the Virtual Interview, 7 Must-Have Tips in a COVID-19 World.

#1 Give a firm handshake.

If the interviewer extends their hand, shake it for a moment, and know this is your first opportunity to leave a lasting impression. According to LinkedIn, the meanings behind a handshake are many. A weak one conveys timidness, while too firm a grip might indicate arrogance. Studies show you want to opt for something in between and look at the interviewer as you introduce yourself in any business situation. Also, it’s polite to shake the interviewer’s hand again after the meeting and express your interest or non-interest in the position.

#2 The “what’s in it for us strategic interview question.”

Every interviewer has one key question, or if they don’t ask it, you can bet they’re thinking, “What’s in it for us?” Meaning, how does the company benefit from hiring you?

The key point you want to make with the interviewer is that hiring you offers them great value. To achieve this mindset, emphasize your skillset and do so with confidence. Central to the question “what’s in it for us?” is the question “How does this candidate add value to our company or team?” Discuss your accomplishments and strengths in ways that underscore your contributions and their value.

Suppose you are stumbling over your answers or have difficulties recalling ways you were able to solve problems in similar positions. In that case, the interviewer may doubt how you will perform if given the job.

#3 I want to work for your company because….

You may already know why you want to work in your chosen field or why specific industry interests you. However, to connect with a particular hiring manager, you’ll also need to focus on why you want to work for their company. Find something about this organization that inspires you and build it into your interview answers. You can achieve this by reviewing a company’s mission, values, and about us statements. Following up on these principles, you could say, “This position at (name of company) is an opportunity for me to….”

#4 Know your accomplishments.

Anyone can list skills in an interview, and many people do. However, the hiring manager is more likely to be impressed by tangible achievements. This question also provides insight into a candidate’s behavior and personality while also speaking to core values and work ethics. To prepare for this question, choose three to five major wins in your career to date that are relevant to the position for which you are interviewing.

#5 Practice storytelling.

Human brains remember stories more easily than lists of facts or data. Practice telling the story of each of your accomplishments in three sentences or less. Focus on the challenge you faced, the action you took, and the results of that act. In storytelling, this is called the elevator pitch and allows you to get right to the point rather than rambling and losing the interviewer’s interest.

#7 Go beyond your resume.

While the interviewer may ask specific questions about your resume, everything in your career to date is fair game as long as it helps demonstrate your value and passion for your work. Use non-resume accomplishments strategically to help create a fuller picture of your abilities and drive. It could be a hobby, public speaking, or other work-related interests.

#8 Plan your questions.

An interview is your chance to find out if the job is right for you. Think about the significant factors that dissatisfied you in previous employment and craft tactful questions that help you determine whether this opportunity offers an improvement over previous positions. There are plenty of resources to reference, including this one from thebalancecareers.com to help you brainstorm relevant questions that show your interest in a job.

#9 Identify the next steps.

Don’t leave anyone hanging. Before you leave an interview, or if it’s virtual, hang up, make sure you and the interviewer are clear on the next steps, including:

When can you expect to hear back?
What is the best way to communicate?
Should you send references?
Can you connect on LinkedIn?

If you’re looking for your next career move in the energy industry, contact the FootBridge Company today. Our recruiters help professionals connect with the oil and gas opportunities available now.