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Our Mission

Get-Attention was founded because there are  too many great candidates who miss their perfect job opportunities. We see job seekers repeatedly making the same mistakes time after time.

A job search is a competitive endeavor. Hundreds of people apply for the same positions. Let others make the mistakes and miss the opportunities.

Get-Attention exists to teach you the skills you need to find a job. We’ve been recruiters and have led recruiting teams so we know the “insider secrets” that will help get you hired into a job in an environment to grow and thrive.

We love helping job seekers get the attention they deserve in their search. Our insider’s advantage will help you Get-Attention!

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Get-Attention are Experts in Hiring.


We know why resumes get chosen and what hiring managers are looking for. Find out how we can help you decipher the job search and candidate selection process.
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As a parent, you may not have been in the job market for years and aren’t even sure how to help your new graduate navigate through online applications, video interviewing and social media. You’ve just spent $200,000 on a four-year degree and now you’re wondering if your kid is going to ever find a job. Get-Attention can help.
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Services for Job Seekers

Get-Attention’s Instructors all have 15+ Years of Experience in recruiting and human resources. They literally have hired 1000’s of candidates for their companies.


Three Insightful Metrics to Boost Your Talent Acquisition

April 24th, 2017|Comments Off on Three Insightful Metrics to Boost Your Talent Acquisition

Thought leaders have been promoting the need for Human Resources to get on the bandwagon for using analytics in decision-making. Dr. John Sullivan has an interesting take on HR’s need to use metrics, especially in Talent Acquisition. Dr. Sullivan cites the Boston Consulting Group’s work with the World Federation of People Management Association “From Capability to Profitability – Realizing the Value of People Management” in 2012 that [...]

Four Steps for Recruiters to Move from Order-Taker to Talent Advisor

March 15th, 2017|1 Comment

You have probably read that Amazon is looking to hire 100,000 people this year, or that tech companies in Silicon Valley are having a war for women talent in the engineering fields. With these increased demands on recruiting teams, it can be easy for recruiters to fall into a reactive “order-taker” trap rather than assuming a strategic talent advisor role. Traditionally, a hiring manager recognize a need, [...]

Is Video Interviewing Right for Your Next Hire?

March 7th, 2017|Comments Off on Is Video Interviewing Right for Your Next Hire?

I wish I had a dime for every hour I've spent trying to sync up with promising candidates. Between playing phone tag and sending emails back and forth, the hours spent have surely turned into weeks and months, and over the years, adds up to a lot of dimes! The good news is that technology has helped with the recruitment process. Job boards, for example, help candidates [...]

  • Law

Three Strategies to Successfully Manage Distributed Teams

March 1st, 2017|Comments Off on Three Strategies to Successfully Manage Distributed Teams

In today’s global economy, you may find yourself leading teams with members spread across multiple time zones and countries. Both the different time zones and the diverse cultures can present huge logistical problems. Inevitably, someone always seems to be inconvenienced when asked to either wake up early in the morning or stay up late at night to participate in a virtual meeting or conference call.  Personally, I [...]

  • Law 8

Looking to Develop a Human Resources Roadmap? Start with Listening

February 22nd, 2017|Comments Off on Looking to Develop a Human Resources Roadmap? Start with Listening

When I began my last position in Human Resources Operations, the leadership team asked me to develop a new HR Information Systems roadmap as my first mission.  Since I lacked a deep technical understanding of the components of Workday, Jobvite, Taleo Learning Management, and various other information systems, the task presented a daunting challenge. To get started with the process, I embarked on a “listening tour.”  Instead [...]

How to Support Your Talent Acquisition Team with Flight-Risk Models

February 7th, 2017|Comments Off on How to Support Your Talent Acquisition Team with Flight-Risk Models

Last year at the ERE Recruiting Conference in Las Vegas, I presented a session about how analytics such as those associated with a Flight Risk model can help drive a comprehensive Human Resources strategy. Though Flight Risk models are a relatively new concept for HR, monitoring the “degree to which a top-performing leader or employee appears ready to leave current employment, presumably for a better opportunity elsewhere”(Bersin [...]