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The BSO received 300 resumes for thepositiom — three to four times the volume it woulde normally receive, Jackson said. In fact, in her 10 yearsw of hiring at the BSO andothef organizations, Jackson has never seen so many applicantz compete for a public relations position. As the econom takes a nosedive and companiesshed workers, employerzs who are growing their staff stansd out like a poodle in a pack of Industries such as financial serviced and real estate have been particularly hard hit, and hirint managers say they are seeing a deluge of former mortgage and stock brokersw at their doors. Maryland’s unemploymen t rate rose in October toa 12-year high of 5 percent.
In Virginia, the unemployment rate held steady in Octoberat 4.1 Washington-area unemployment has been creepingh up and now stands at 4.1 Despite the dire economic picture, there are a few sectors aroundx Washington where hiring is brisk. “It’s broadef than one might think, knowing the horrific employment saysPaul Villella, chief executive officer Reston-based “Whay we’re seeing is pockets of opportunities for employees. It’sw quite a range.
” Companies likely to be hiring now, he include those that are stil developingtheir business, such as emerging technology and are not relying on producf sales for their revenue — especially sales of products peopld are not buying right now. Particularly strong hiring is occurring at the federal government and the businessesdsupporting it. Villella points to the and the , whichy is overseeing the government’s bailout plan for financia institutions. Hiring today “tends not to be in the largeerenterprise companies,” he says. “It tends to be more in the middle market. Employers of maybe 100 to 2,000 employeese are still hiring.
But everyone’s still being selective because the pool of resources is Businesses in those marketsa are getting inundatedwith resumes. But whilre it is great to havemany choices, employersw caution against hiring candidatesx who are overqualified or hiring too many employees at once. They also sugges that employers with a lot of good applicants ask thei r colleagues for feedback on the On the other side ofthe equation, job huntere should go only after jobs that reallyu excite them, rather than apply just anywhere, managerw say. “We are seeing people with more experience throw theirf hat in for jobs that might be considerefdentry level,” says Greg Abel, presiden of .
Some managere are reluctant to hire an overqualifier applicant because the person will not be Others would consider someone with extensive experience if the candidatd is genuinely interested in acareer switch. Abel says he would only hire an overqualified candidate for his publiv relations business if the person is humble enougu to performan entry-levelk job. The last thing you want is a new hire who expectsz to move up to a seniort role in ashorr time, Abel says. Some companies, such as in Md., avoid hiring too many people at thesame time. Humamn Resources Manager Christina Woodard says if the guitae manufacturer picks up too many new the company’s trainers get overwhelmed.
In addition, helping many new employeesx get acclimated all at once canbe time-consuming for she says. Woodard, however, was happyt to see 300 job hunters attendr a recent job fair where the companhy drew40 resumes. That was not the case several years agowhen “npo one wanted to work in manufacturing,” she says. is hiringb about a dozen computer techniciansand entry-levepl production workers who sand guitars. The 257-persoj business is adding staff as it plans to quadrupleits 25,000-square-foot To help choose among several good PRS Guitars asks them to work for two days on a triakl basis.