Careers & Resources-

Choosing NSI

Founded in 1988, NSI has set the standard for attracting and retaining the best Professionals in the business. As a NSI candidate (either consultant or direct-hire), we will enhance your career by:

Providing you access to the Fortune 1000 companies and small businesses that have the opportunities you want. For more than two decades, NSI has developed working relationships with the national businesses to support their staffing needs. Since our clients count on us to bring them qualified talent, we are able to market your skills to a variety of prospective employers.

Assigning you to a professional recruiter to assist you throughout your job search. During this process you can expect courteous treatment focused on determining your requirements and career goals.

Matching your needs to our client's requirements in an effort to find the "perfect fit".

Giving our recruiters will provide you with all of the information regarding who the client is, detailed descriptions of responsibilities, pay ranges, and expected contract lengths, before asking for submitting you. Additionally, when being submitted to large organizations, the job identification number or manager's name will be freely given.

Coaching you on proper interviewing techniques prior to the client interview. After the interview, your recruiter will "debrief" with you—gathering your input and providing feedback from the client.

Choosing contracting firms to partner with is an investment of your time. When chosen, they are an investment in your future. NSI is dedicated to providing first class customer service and support to our employees and contractors. Please see below for Contracting FAQs.

What is Consulting or Contracting?

Contract consultants are hired by companies, on an hourly basis, to use their skills for a specific project or for a set period of time - usually the time it takes to complete the project. Upon completion of the project, the contractor may be released to seek other opportunities. Consultants are paid for each hour that they work. In addition to highly competitive pay rates, benefits are available to contractors that work with NSI. Although the earning potential could be higher, it is important to consider potential downtime between assignments. Clearly, "job stability" for direct-hire employees is decreasing. Recent corporate and dot.com layoffs prove that not all "permanent" jobs are permanent. As a consultant, "career stability" is achieved through the advancement of technical skills, industry experience, reputation, and knowledge.

What should I look for when working with a consulting firm?

As a consultant, the challenge of securing your next assignment can be overwhelming. Improving your exposure to potential contract opportunities decreases the risk of unwanted downtime. Professional staffing firms have the network and infrastructure to make smooth transitions between assignments.

Your first indication whether you should partner with a contracting firm is the screening process.

  • Are you treated professionally?
  • Do they invest in innovation to increase the match between you and the job?
  • Are you treated as a person?
  • Do the opportunities match your skill set?
  • Are you given full information about the position?
You should be told who the client is, detailed descriptions of responsibilities, pay ranges, and expected contract lengths. Additionally you should insist that you be informed before your qualifications are submitted to a client. When being submitted to large organizations, the job identification number or manager's name should be requested, and freely given.

When selecting consulting firms that will best meet your long-term needs, you also should seek the answers to several key issues:
  • What is the agency's track record?
  • Does the agency invest in staffing innovation?
  • What is their customer base?
  • Do they specialize in industries that match your skills?
  • What is their commitment to quality?
  • Are you fully briefed on the client prior to an interview?
  • Can they provide employment opportunities geographically suited to your needs?

What skills are companies looking for?

In recent surveys among our many clients the need for "soft skills" are frequently emphasized. Proficient technical skills are important but the ability to communicate, be a team player, and understand customer needs, will set you apart from other contractors.

Employee Benefits

The management of Northwest Software is committed to providing a benefits program that enriches the employee's career with the company. Below are benefits you can enjoy:

Direct Deposit

No need to drive to the bank or wait for your funds. NSI Employees are eligible for direct deposit.

Medical/Dental Insurance

Employees are eligible to enroll in NSI's then medical insurance plan on the first day of the first month following 30 days of employment or following an initial probationary period of 90 days. NSI pays 100% of the Employee medical insurance premium for all salaried employees. Employees may add dependents to the plan or upgrade to richer plans by paying their premiums on a pre-tax basis. NSI provides a voluntary dental plan as well.

Vacation, Personal and Sick Leave

All salaried employees accrue vacation, personal and sick time with a maximum accrual of two weeks each year. Employees terminating while on client projects that haven't been completed, or without giving two weeks notice will not be eligible to cash their accrued vacation balances. Eligibility: Full-time salaried employees.

Referral Incentive

As a NSI employee, if you refer a senior professional or technical IT consultant to NSI, you will receive an incentive after the person has provided service for three months and at least 500 hours. Contact the office for more details.

(The information given above is a summary only and is subject to change at any time as we are constantly seeking ways to enrich and expand the benefits we offer)
Interview Tips and Blogs

Interviewing Resources

  1. Effective interviewing (Click to view)
  2. Monster resources (Click to view)
NSI Recruiter blogs

Topic: Seeking advice on how to stand out amongst the many job seekers. As a recruiter I recommend:

Create an engaging resume. Avoid words like that merely describe what you did; replace them with what you accomplished, your direct contributions, and how you exceeded expectations. A hiring manager wants to read about your skills, abilities, and accomplishments, not a job description of what you did.

Be proactive. Waiting for a response to your posted resume should be a small % of your job search strategy. When you see a job posting online, research the company and create a cover letter and resume that highlights how your skills apply to that company specifically. Then follow up with a phone call a day after submitting your electronic application or resume.

View yourself as a problem solver. A company with a job opening has a problem to solve (they are understaffed and work is piling up). You want to sell yourself to them as being able to solve their problem. Sure you may lack the specific experience they want in the perfect employee, but you have skills a, b, and c that will help them solve their problem. The training and experience you will gain from the job is SECONDARY to them, so focus on them, them, them.

Lastly, be energetic and enthusiastic. Avoid sounding desperate to an employer.

----------Posted on LinkedIn by NSI Recruiter:: Randy Aquino

Topic: How do are you successful as a recruiter?

To remain successful as a Recruiter, I think of my job similar to a Miner. Mining processes involve prospecting for ore bodies, analysis of the profit potential of a proposed mine, extraction of the desired valuable materials and finally reclamation of the land to prepare it for other uses once the mine is closed.

My clients depend on my talents to find a value added candidate to respond to their organizational need. These strengths include:

Prospecting for my clients individuals who fit the skill, environment and project specification. There are two key aspects. First, expanding my mine/network, by building partnerships with candidates to develop and maintain a relationship, to have a strong knowledge of the candidate’s skill sets and needs. Second, being creative, as mentioned above it is not effective to just rely on keyword hits big job board resume searches. Creative sourcing includes alternatives like Linked In and maintaining market intelligence for creative sourcing criteria.

Analysis of candidates "fit" for my client’s need. Screening includes assessment of skill, environment and project specification. Along with good communication, strong listening and analytical skills are imperative to fully qualify the value of the candidates for your client.

Extraction, this is the strongest value I can provide as a Recruiter. Careful work is needed after identifying the “gold” candidate in placing them in the hand’s of my client. Resume and interview coaching skills are a must to aid the human element of our candidates, which Recruiters have zero control over. Maintaining integrity and honesty consistently closes the loop.

Reclamation, maybe is not the best direct analogy, as nothing is lost if you follow the above steps successfully, either if the candidate is selected or not. Partnerships with clients and candidates are strengthened with my dedication to integrity and honesty.

----------Posted on LinkedIn by NSI Recruiter: Sara Morrow

Call or e-mail us today to get the help you need: 503-629-0303 or webmail@nwsi.com
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