4 Steps to Find and Use Transferable Skills

4 Steps to Find and Use Transferable Skills


Transferable Skills

A career is an ever-evolving process. In some cases, changes in industry direction can make your work obsolete. A surprising number of current jobs are in danger of fading outof existence in the coming decades. The last recession alone changed the job landscape in ways no one had predicted. 

Successful professionals know how to cultivate and use transferable skillsto thrive in a shifting economic landscape. Even if your occupation isn’t in danger, you’ll need them for moving up and/or finding a new path if you’re unhappy with your current one.  

Transferable skillsare qualities that can be carried from one job to another, even into different fields.  

For example, the ability to program in Java doesn’t help if you decide to move from software development into sales management. You can use your talents in leadership, negotiation, and communication to take the leap. If you do want to stay in software, but want to lead the team, those same abilities prove you can take on more responsibility. 

Taking the time to cultivate these skills pays dividends in any career. Figuring out what they are and how to use them is more straightforward than it may seem.

1. Start with your resume

Brush off or write up your resume. Take a look at the responsibilities you’ve listed and the skills involved. Identify which are specific to your current work and which can be carried over. Rank these by your strength in each. This is your transferable skill list.

2. Break down your future direction

Take a look at where you want to go next. This could be into a new field or a path in your current niche. Find some job descriptions for positions within these paths. Find out which have qualifications that intersect with your transferable skills. Those are your best bets in making a move.

3. Network

Reach out to people in those fields you know or can connect to (via LinkedIn or other platforms). Let them know what you’d like to do, what skills you plan on leveraging to do it, and ask their advice on making your move. Make sure you include consultants at recruiting firms, as they’re the experts in navigating careers in their specialty areas. This networking can bring in sound advice and even interviews.

4. Market yourself

Using the knowledge you’ve gained, post your resume, and update your LinkedIn profile with an emphasis on your goal. Make sure you highlight the transferable skills that will make you attractive to decision-makers in the field. Use any advice you get in your networking to make sure you’re highlighting what they’ll be most interested in seeing. 

Take the Next Step in Your Career 

Managing your career, and helping you take your next step, is what Millennium Search is all about. We can help develop your strategy and bring the opportunities that will move you forward. Contact our teamto see what we can do for you.  

3 Tips for Recruiting During Low Unemployment

3 Tips for Recruiting During Low Unemployment

Recruiting During Low Employment

With the trend of record-low unemployment continuing into 2019, employers are struggling to recruit people in what was an already tight market. Finding talent is still the #1 issue facing talent acquisition teams.  

The candidate pool is projected to stay shallow for the foreseeable future, so companies need to embrace new, smarter recruiting tactics to succeed. Employers must focus on attracting passive candidates, or they’ll never have the options they need. This is true no matter the size of the company or its standing in the market.  

Here’s how you can step up your game. 

1. Partner with a skilled agency.

Internal recruiting teams have already done some adjusting in the last decade. Gone are the days when they would post positions and wait for candidates to come in. They still can’t match the focus and expertise of a specialized recruiting firm. Agencies are able to spend more time and energy cultivating passive candidates. They can also dismiss the wrong people before you even see them. This means you don’t waste your time sifting through bad matches.  

You need to make sure the agency is tuned into your exact needs, goals, and can effectively sell passive candidates on your opportunity. As an independent voice, they can often persuade a hesitant candidate more effectively than an internal recruiter.

2. Communicate what makes you stand out.

A lot of companies describe themselves as “employee oriented” or having a good “team environment.” These sorts of generic statements do nothing to make them stand out, even if they’re true. 

Every company has something unique to offer. You need to define and then broadcast it to every potential candidate. Your current team can help you figure it out. Why did they choose you over others? What keeps them wanting to work there? 

Once you know this, feature it on your social media, have your recruiting team promote it, and make sure your agency partners know to communicate it. This will give you an edge over companies with generic messaging. 

3. Continuous networking.

Most recruiting teams don’t spend time finding specific candidates unless they have a current opening requiring them. It’s an approach successful companies can no longer afford.  

There are certain skill sets a company will always need sooner or later. Have your hiring managers create a list of these skills. Communicate these skills to your recruiting team, and partners, so they’re always keeping in touch with the people who have them. This gives you a ready-to-go list of candidates the second you open a position.  

These tips are the starting point to making sure your recruiting efforts pay off, no matter what the unemployment rate.  

Finding the Talent You Need 

Millennium Search is your ideal partnerto help start-up and sustain these efforts. We can make sure you always have a line to the talent you need. Contact us today to craft and execute an effective recruiting plan. 

4 Keys to Gaining Candidate Trust

4 Keys to Gaining Candidate Trust

Gaining Candidates Trust

The increasing global talent crunch continues to change the dynamics of the recruiting world. With the unemployment rate at low levels, employers don’t have a large pool of out-of-work professionals to chose from. You have to pull in passive candidates to get the people you need.

According to research by LinkedIn, passive candidates make up 70% of your potential recruiting field. Talent acquisition teams have great tools available for locating and contacting these candidates. Convincing them to consider your opportunity is the real challenge. Trust is the key to making that happen.

Considering a new position is a real commitment. It involves:

  • Taking time for phone conversations with recruiting agencies and internal recruiting teams.
  • Doing interviews during regular business hours. They must give up significant time from their current job, especially if they’re located elsewhere.
  • Risk leaving what they know for something they can’t be 100% sure about before making the leap.

It cannot happen without trust. As Stephen Covey said, it’s the most essential ingredient in communications. They need to feel confident you are offering something they can’t afford to ignore. You, and your executive search partners, need to establish it from the moment you first engage them.

There are four key steps to doing this:

1. Ask questions and listen

You cannot gain trust without showing you have a genuine interest in them. That means finding out about their current situation, career goals, and tying it all back to what you can offer.

2. Be up-front to manage expectations 

Every company has shortcomings. You may not be the number one company in your field. Your competitors may have better bonus plans or benefits. It could be you’ve been through a tough couple of years.

Don’t try to gloss over your weaknesses, as they’ll always surface later. If you haven’t discussed them, it will come off as deceitful. Instead, present your strengths and weaknesses from the start, with an emphasis on how the pluses more than makeup for the minuses.

3. Lay out the process and stick to it

Once you’ve decided to go ahead with a candidate, explain the interview process and make sure the team follows through. This will show respect for their time, while also creating expectations you can hold them to. Consult with your hiring team beforehand to make sure it works for them.

4. Keep communicating 

The recruiting process has a lot of moving parts, so it’s a given it won’t always go to plan. This can happen without losing the candidate’s trust if you’re keeping them in the loop. Don’t leave it up to their imagination.

With all the pressures and options in the current job market, passive candidates will not give you their time if they don’t trust you. You need to work with your talent acquisition team, along with your recruiting agency partners, to make sure every candidate knows you’re considering their best interest.

An external agency is your number one ally in attracting passive candidates for several reasons.

  • They can do the deep-dive sourcing required to target the right candidates.
  • A well-regarded agency is viewed as an “honest broker” by the candidate, establishing trust from the first engagement.
  • Passive candidates tend to be more responsive with trusted third-party recruiters than the hiring company.

The trusted recruiting resource

Millennium Search is your ideal partner to make this happen. We have a long track record as a trusted recruiting resource for clients and candidates. Learn more about us and let us know what we can do to help you.

Talent Sourcing and How it Benefits Your Business

Talent Sourcing and How it Benefits Your Business

Talent Sourcing and How it Benefits Your Business


Talent Sourcing is a vital strategy for any company looking to compete in our talent-short economy. It’s the optimum way to find, engage, and network with the top talent in your field. The goal is to create a steady flow of prospects both for your current and future positions.  

The key to talent sourcing is making sure your talent acquisition team has a strategy in place beyond filling current openings. You need to create a process to continuously network in a way that lines up with company goals. It’s always in motion, making sure you’re connected to the best talent in your market. 

A significant draw to talent sourcing is to help target top talent. That’s not where the benefits end. 

Practice Talent Sourcing 

When you practice talent sourcing with a clear vision of company goals, the people you bring in make better long-term employees. This means nurturing a relationship with your candidates from day one based on how their motivations and aspirations line up with the company’s objectives and culture. This cultural matching is vital to creating stable, effective teams in your company. 

Engage with Right Talent Pools 

When you’re always engaged with the right talent pools, you start every search multiple steps ahead. You build inroads to candidate communities that are always ready to use. Building this from scratch for every opening wastes both time and energy.  

Gaining Market Insight 

It’s one of the best ways to get information on your market. When your recruiting team is talking to current and potential candidates, they’re getting news about what’s happening at your competitors. It’s a direct line to inside information. 

Improving Talent Acquisition 

It will improve your talent acquisition operation.You’re always evaluating what candidate sources work best, how attractive your descriptions are, and how effective your interviewing process is. A solid talent sourcing practice allows your talent acquisition team to avoid common pitfalls in hiring practices, such as taking too much time, having ill-prepared interviewers, and forgetting to sell the company. 

Setting the Tone 

It puts your entire organization on the same page.A well-implemented talent sourcing effort means all your teams, even globally, are using best practices. It also means their messaging is consistent with both candidates and the recruitment agencies you work with. 

Job seekers have become more sophisticated, with a variety of tools at their disposal. Talent sourcing is the best solution to stay ahead of this curve, as it will keep you evolving with the talent market. It will also give you constant visibility to that talent, creating an attractive, tailored image of you as an employer. 

Maximize Your Talent Sourcing Efforts 

A partnership with the right recruitment agency is one of the best ways to make sure you’re maximizing your talent sourcing efforts. Millennium Search can help you build and execute an effective strategy. Check out our solutions here and let us know what we can do for you. 

Millennium Search Delivers Key Hire Momentum for High-Growth Companies

CHARLOTTE, N.C., April 12, 2018 (Newswire) – Top boutique recruiting firm Millennium Search LLC helped high-growth startups kick off their 2018 Q1 with premier talent to lead product, marketing and sales teams. Clients partnered with Millennium Search because of their success rate finding the right talent for roles in-house domestically, located remotely and requiring international relocation. Millennium Search has a strong team of agile and experienced recruiters with exceptional sourcing skills within passive candidate networks. This positions the firm ideally as a recruiting partner for securely backed startups in expansion mode that do not have any time to waste filling leadership roles that will guide future growth of teams and product.


Two European-based, early-stage companies with secured financial backing have retained Millennium Search to deliver their first key U.S. hires to expand their presence abroad. A real estate tech firm is using Millennium Search for their #1 U.S. hire tasked with leading their U.S. sales. Concurrently, a cloud-based core banking platform counts on Millennium Search to add hires #3 and #4 to their U.S. leadership team in the roles of major account manager and lead architect. Because of the retained search approach, Millennium Search can provide a fuller focus and added resources allowing these European companies to prioritize their U.S. expansion with the right key leaders in place.


Millennium Search was able to evaluate the Bay Area landscape and deliver the right candidate with both the qualifications and desire to relocate to Sydney, Australia, within three months, bringing their in-depth knowledge of the advertising and marketing technologies and strong product management foundation to lead the product management team to the next level for one of the fastest-growing global performance marketing businesses.


From the Bay Area to New York City, companies producing technology that revolutionizes the internet services landscape have used Millennium Search to hire product innovators necessary to prioritize and develop product and solution positioning, reinforce core messaging and evolve roadmaps for key app features. Two such companies experienced success with Millennium Search in Q1, enabling them to advance their analytics, machine lLearning and AI, APIs and apps into the global e-commerce communities. Millennium Search has continued their search partnership to further build out one company’s product team by engaging in new efforts filling both a VP data products and a senior consumer products manager role.


The Millennium Search team’s impressive track record has led clients experiencing their first placement to engage their services for the long term as they continue with an eye towards growth deep into 2018. A Houston software company providing integrating compliance solutions has benefited from multiple hires delivered by the Millennium Search recruiting team for technical product managers that previous firms were unable to fulfill. The broad candidate network that Millennium Search is able to tap into is the reason another Texas-based, private equity-backed, SaaS solutions provider has filled several senior pre-sales engineer roles already this year. With candidate relationships cultivated across multiple decades, the Millennium Search network engages more talent, more quickly.


Industries across all sectors recognize the vital need for premier sales talent. Millennium Search specializes in filling roles for sales candidates that can be based anywhere within the country, given the depth of its network. Searches kicked off for Q2 include technical pre-sales/solutions architects and account managers calling on a variety of global accounts, retail, life science, government, education and digital banking verticals.

The Millennium Search approach works for emerging high-growth startups and technology companies climbing into Fortune 500 rankings as evidenced by these latest success stories. Millennium Search was established in 2003 and has become a premier executive search firm because of their trusted recruiting team of Sandy Bleich, Marc Fox, Kathy Gwozdz and Mark Cergol’s combined 40-plus years of experience placing talent into the full spectrum of roles across the U.S. and abroad including C-level executives, quota-carrying sales, sales management, marketing, senior level technical/engineering, pre- and post-sales, product management, business operations, UI/UX design and data/analytics.

For more information on Millennium Search or to speak to an executive recruiter, please visit http://www.msearchllc.com/for-employers-contact/.

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