Preting Consulting is a small woman-owned/veteran-owned company that works diligently to find and hire the best talent. Preting team members have multiple roles and all members of the team help with recruiting. Because of this a candidate may work with a dedicated recruiter on our larger programs, but may also speak with a Program Manager (PM) very early in the process. For a candidate, one great part about working through the Preting hiring process is the direct connection with the people who know the most about the programs.
Frequently Asked Questions
- How can a candidate make a great first impression?
We appreciate when a candidate has reviewed our website, or at least our Careers page, and job descriptions. Sometimes we send a candidate some initial baseline questions to ensure we can discuss positions that are the best fit. Answering these questions in a timely manner is a great sign a candidate is interested in the position, and will be engaged in the hiring process.
- What are some qualities you look for as you assess a candidate for a position?
- Responsiveness to emails/calls – We live in a fast-paced world, made even faster by the ubiquity of modern communication tools. When an unforeseen event interferes with a candidate’s hiring process, the best way to ensure continuity is to communicate the issue as early as possible. This allows us to maintain your placement and manage opportunities as they develop.
- Missing a call, but following up – Events outside of a candidate’s control sometimes interfere with scheduled calls. The best way to remain in consideration for an interview is to follow up with an email, text, or phone call as soon as possible. If a candidate can communicate with us within 24-hours, we can often save the missed opportunity and help them remain in consideration for an interview.
- Email grammar and structure – Due to the nature of our business, most first impressions are communicated in written form. It’s always beneficial to review a note and double check spelling before hitting the “send” button, and It never hurts to include greetings, salutations and closings in written communications. Sometimes short messages are fine, useful even, but it’s always helpful to more fully express yourself in initial communications. Many of our positions require written communication abilities, so projecting competency in documented communication displays professionalism and care for your work.
- What are the Biggest Mistake you see on Resumes?
- Poor grammar or spelling – Correct grammar and spelling on a written representation of your professional skills quickly displays your abilities and expertise. As with all professional correspondence, it’s always beneficial to review your resume for spelling, grammar, and formatting before submitting it to a recruiter.
- Pro tip – use present tense for your current position and past tense for all past positions.
- Specificity – It’s helpful when candidates describe their specific roles or responsibilities in previous programs or projects. If possible, clearly articulate how you helped make a program or project a success. It will go a long way toward assisting us in placing you in the best position possible. Describe what you did to make the program a success, or describe how you helped create, develop, or improve the program. Doing so can benefit the employee by eliminating questions from reviewers about your previous responsibilities and abilities.
Pro tip – Unexplained gaps in employment make it difficult to understand a candidate’s full abilities, and we recommend clearly documenting a full timeline with explanations to limiting questions or removal from consideration.
- How can a Candidate impress you?
When a candidate is professional, nice and respectful, we notice. Top candidates clearly show these traits whether talking to a recruiter, manager, admin specialist, or owner of the company.
- What are the biggest mistakes a candidate can make in an interview?
From our experience with in-person interviews and telephonic interviews, candidates who are unprepared to have a conversation about their background and skill sets, do not perform well. Part of this preparation is reviewing one’s resume, being able to speak to skills and experience, and dressing professionally. Finally, candidates should work to present themselves as a good candidate for the position while not over selling oneself.
- What questions do you want candidates to ask?
We like when candidates ask about the future and what to expect next. Also, specific questions about the job are always good as it shows a candidate is prepared and has thought about themselves in the position.
- Why should candidates choose Preting over other large or small companies?
We, like many companies in the defense contracting field, are involved in crucial, mission-focused work within the federal government. Where we begin to separate ourselves is with our culture – we provide a user-friendly small business feel with a very intentional focus on our employees’ careers. The feedback from current and former employees emphasizes they like the hands-on staff and ability to communicate with “Team Preting” at all times.
- What’s the best way to get a job at Preting?
We recommend keeping your skills current and your resume up to date. Also, if you know someone already working at Preting, we have a great referral program, and their endorsement will only help the review process. If you do not know anyone, the first step is submitting a resume against a position or through our website. Visibility is key!
Research the company, clean up your resume, network, be professional, communicate, and ask good questions. This is good advice for any job, but Team Preting wants to help you improve these skills for long term professional growth with our company and beyond.
Check out our Careers page for more information on how to apply for positions: www.preting.com/careers.