Candidate Services

You know you’re an Impact Player, so let Humana help you find the opportunity that will let you make your impact!

We strive to exclusively represent only the top talent – professionals and executives who are proactively pursuing or open to new opportunities on a confidential basis. As part of MRINetwork™, the world’s largest search and recruitment organization, we bring to your search not only our own 60-plus years of experience in executive search and recruitment, but the combined power of MRI Network with over 400 offices spanning four continents.

Your Career Counselor

We’ll act as your “Career Agent” marketing you to the people who are looking for your skills and talents. This puts you in a better position to negotiate.

Industry Knowledge & Expertise

We literally have hundreds of conversations with the decision makers of many companies every day. But we focus on certain industries where we can have the most impact and provide the greatest value. This means that we will be better able to guide you to the best opportunity.

Confidentiality

We are not a job board where employers can indiscriminately sift through resumes. We are very respectful of your confidentiality and will not release it unless you want us to.

Interview Coaching

We provide you with key information for your interviews including background on companies, the hiring authorities and what they are really looking for during the interview. You don’t have to do this alone.

Salary Calculator

Are you being paid what you’re worth? We know what the fair market value is and what you can expect or request.

On Demand / Contract Staffing Opportunities

“Temporary” or “limited time” employment is one of the fastest growing segments in recruiting. If you would like to investigate working on a “contract” basis, we can help you better evaluate the pros and cons of this work arrangement.

Humana is your individual solutions partner. If you’re ready to improve your life and your career, submit your resume for us to review.

Resume Advice

Answer some of these questions. We guarantee that you will come up with some new ideas about your job responsibilities and skills.

Can't think of anything to write down about what you do in your job?

What experience, skills, aptitudes, or traits do you have, or think you might have, that could be of some use to some employer?
What skills have you developed, at least to some degree that you have never used at work?
Do others at work or elsewhere, come to you for any kind of help? What kind?
Do you have military experience? Provide details such as branch, grade, specialty, discharge status, duties, accomplishments, medals, citations, or commendations. Did you receive promotions ahead of schedule?
Have you ever published an article, report, or anything, even as a volunteer? How about a company or professional association newsletter?
Have you ever given a talk, speech, or presentation, or provided training to anyone at work or elsewhere? Give the specifics.
Computer literacy and related skills: What platforms or operating systems do you use? List software, programs, internet skills etc.
What foreign languages do you know, and what is your level of skill in each (native speaker; fluent; moderate; phrasebook etc.)?
Do you have any special travel experience, domestic or foreign? If you studied, lived, or worked in a foreign country, how long were you there?

Responsibilities / Activities

How many people did you supervise? Orient? Hire? Train?
How large of a budget did you manage?
Who do you report to?
What was the highest level in the company that you reported to or communicated with directly?
Did you coordinate anything?
Serve as liaison between groups or key individuals?
Mediate between groups or individuals? Resolve any conflicts? Serve as mentor to anyone?
Did you do, or participate in, strategic planning?
Did you set or evaluate or participate in the setting or evaluation of policy?
Did you evaluate any individual or group performance, or any task or project research?
How did you relate to the product or service?
Did you communicate with customers? How?
Were you on any proposal teams, in-house or with a customer or subcontractor? Did the proposal succeed?
What was your function on the team, or your contribution to winning? Your team’s percentage of wins?
Did you communicate with suppliers or subcontractors? How?
Did you purchase services or supplies for the office, unit, or department?
Ever serve as a troubleshooter? In what area?
Did you back up someone? Who?
Did you do any surveys or other research or studies? Determine requirements?
Prepare recommendations?
Design or manage any processes, systems, or projects?
Organize any events, conferences, meetings? How many?
Did you administer anything?
Consult for anyone, inside or outside the organization?
Did you gain experience in any special use software? Analytical or evaluative procedures? Equipment or hardware?
What kind of writing did you do, for yourself or someone else? What did you write about?
Did you write any that was delivered to a customer as a product, or part of one?
How much reduction in costs or increase in profits did you contribute to?
Did you add any smoothness, quality, or economy of operation that noticeably improved the way things were before you assumed responsibility?
Any concrete or specific signs of the gain you achieved?
Did you propose, suggest, or initiate any programs, changes, or improvements that were implemented at least partly because of your initiative?
What positive results occurred?
What did you do as a volunteer, beyond the regular duties of your position?
Whether you were paid for it or not, what were you particularly good at that made a difference in how the office (job, project, assignment) progressed from day to day?

Awards / Recognition

Were you praised, recognized, or given a pat on the back for anything – a particular assignment, a method of working, a trait of character? How? By whom?
Were you promoted ahead of schedule?
Selected for any special responsibilities or programs?

Interview Tips

90% of hires are based solely upon the interview according to a Harvard Business Review study.

In fact, 63% of hiring decisions are made within the first 4.3 minutes of an interview (courtesy SHRM). So, the interview is probably the most important part of the hiring process. And that’s why you need to spend time with your personal recruiter to better understand whom you are interviewing with and the issues that you will be talking about during the interview.

You always need to “take temperatures” because people have minds and they’re changing them constantly. You need to listen to what they don’t say. Being prepared for an interview is vital. The following preparation is very unique and effective in conducting a positive interview.

People have to buy you before they buy from you.
People hire and accept emotionally first and justify logically later.
People are most sold by your conviction rather than by your persuasion.
Know your technology but think people.
The decision to hire is made in the first 5 to 10 minutes of the interview, with the remaining time spent justifying that decision.

What are the duties and responsibilities of the position I’m applying for? This is an excellent icebreaker question for the hiring authority and a great start to a successful interview. What percentage of my job is dedicated to administration, supervisory, and technical?
What is my number one priority that has to be done before I leave each day? Why?
What is the production or sales goals? What obstacles would prevent me from reaching my goals?
What are the short- and long-term goals set for the person in this position?
Have questions for the hiring authority. Questions must be written out before the interview, while avoiding the topic of compensation and benefits for the first interview.
Salary – this is a trap question. If the question is brought up a very good response is “I would like as much as the position will pay” OR “I am currently making $_____. Although I would like an increase, I don’t know enough about the opportunity to answer that fairly”). Be very careful that you don’t short yourself. Be sure to keep in mind your base salary, bonus program, stock options, gain sharing programs, performance bonuses, benefits, etc.
Ask for the job! “I haven’t interviewed in a while, what is the next step? Can we conclude our business today if all goes well?” Summarize what you’ve done that ties in with the new position and ask, “Do I have the qualifications you’re looking for?” then remain silent for an answer. If the hiring authority says, “I’m looking at other people,” you say, “How my qualifications match the people you’re considering.” Your #1 priority is to receive an offer, if this is a position that you desire, your #2 priority is to know the next step. Always send a follow-up message / letter!