Executive Recruiting Service - Electromagnetic Engineering Opportunities

Link Partners

ERS-Antenna-1-bevel.gif (9519 bytes)

10207 Irish road - Goodrich, Michigan 48438"

Phone: 810-636-4330

Toll Free: 800-376-9874

Fax: 810-636-4350

uel, CA 926

ERS Antenna Is a search firm that has devoted the last nine (11) years to the Electromagnetic engineering Industry. We work with such specifics as Antenna Design, both RF and Infrared Low Observables, Radar Cross Sections, EMC/EMI, RADAR etc.

For a complete listing of current job openings just click on

"JOB OPENINGS"

Our Client Companies are a mix of Aerospace DOD and Commercial employers. Many of our positions are UNADVERTISED career opportunities that have been exclusively placed with E.R.S. to fill.

ERS Antenna maintains an extensive computerized data base that keeps us in touch directly with the Companies, and hiring authorities necessary to match your expertise with their needs. As soon as we receive your resume our search engine will match your talents with our database of existing opportunities.

We pride ourselves on finding engineers new positions and opportunities , discreetly, and quickly. These openings are available in your current locale as well as being spread around the country.

To visit our Resume Help Station, Click Here... Resume Help Station

{WHY WORK WITH A RECRUITER}

By, Joyce Lain Kennedy

Being introduced (to a company) by a well connected recruiter can stamp you as a quality candidate. A respected recruiter can send you through those higher doors that you can't dynamite open on your own.

But, remember: headhunters are third-party recruiters paid to scout for the best talent in executive, managerial, professional and technical fields.

A respected employment industry publication, The Fordyce Letter reports recruiting methods and satisfaction rates in its 1997 nationwide survey of 1,859 employers. An overwhelming 95% of respondents placed candidates referred by third-party recruiters in the top category-"better than average"-and said that third-party recruiters produce better candidates than any other hiring method.

On a satisfaction scale of a low of 1 to a high 5, recruiters had an average of 4. (No hiring method won a 5 score.) By contrast, employers gave a satisfaction rating of 3 to both advertising and in-house files. These numbers aren't hard proof, but, in my opinion, reflect a widely perceived view that if a headhunter brings you in for an interview, employers assume you're one of the chosen.

As one employer noted in the Fordyce Letter survey, "(getting above-average talent) is why we agree to pay the fee. If we wanted average or below-average candidates, they are available by the thousands."

Begin your (job) search by trying to interest recruiters in your candidacy because companies that are willing to pay substantial search fees for the best talent probably have adequate compensation budgets and will tend to view you as better than average.

Cultivate recruiters who can stamp you with a Good-Candidate seal of approval.

This article has been annotated from the, Los Angeles Times, December 14, 1997.