tag:blogger.com,1999:blog-55389909789422172082024-03-05T19:35:59.871-08:00Hire-RightAs a professional recruiter, I've realized that everyone has their own hiring style and process. Let's talk about what works, what doesn't work, and how we can all improve our success in attracting, hiring, and keeping the right people.
http://www.linkedin.com/in/trevorsmith26
@TrevorMaxSmithTrevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.comBlogger29125tag:blogger.com,1999:blog-5538990978942217208.post-29800607480455984352018-02-23T09:56:00.003-08:002018-02-23T15:08:09.722-08:00Why I'm not a "Social Recruiter" <div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiO0m1m32PZ-aJ9yF-lfQi5mB9-fRJVprB_epWmgWrXgmYPPJObKFcVd1qhAJAZaqFRHzrVvbVZ3-dBc738WSfI0oiDnFFCkIzfd5w9_DhzlXV6z5cjtQ5RoKq6-rIsmcx9gtea4X3kIT6N/s1600/social.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="194" data-original-width="259" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiO0m1m32PZ-aJ9yF-lfQi5mB9-fRJVprB_epWmgWrXgmYPPJObKFcVd1qhAJAZaqFRHzrVvbVZ3-dBc738WSfI0oiDnFFCkIzfd5w9_DhzlXV6z5cjtQ5RoKq6-rIsmcx9gtea4X3kIT6N/s1600/social.jpg" /></a></div>
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I know that I am going against the "popular" grain here...but I am not a social media recruiter per se. Everything you see or read about now days (especially on Social Media) from other recruiters or "brand managers" or "talent engineers" or whatever they call themselves these days - is focused on how important a social and branding strategy is to recruiting.</div>
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I'm not here to disparage that...I'm guessing that social media really works for some folks. But...I'm also here to be honest and say - it doesn't work for me! There...I said it...social media DOES NOT help me recruit top talent.</div>
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*One caveat here....I do not include LinkedIn as social media....I consider it more of an online resume and professional media forum (though some people seem to be trying really hard to make it more like Facebook).</div>
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Here are the numbers from my nearly 20 years of recruiting experience (for those who need data):</div>
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Number of placements from different social media sources - </div>
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<ul>
<li>Twitter - 0</li>
<li>Facebook - 0</li>
<li>Instagram - 0</li>
<li>SnapChat - 0</li>
<li>YouTube - 0</li>
<li>Pinterest - 0</li>
<li>Google+ - 0</li>
<li>MySpace - 0</li>
<li>Online blogs - 0</li>
</ul>
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Rather than taking the time to throw that into a spreadsheet and google how to do a "SUM formula", let me do the math for you. 0 placements over my entire career from social media sources. ZERO.</div>
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Now - if you were to include LinkedIn, then the answer might be 200-300?. If you were to look at non-social media sourcing, the answer would literally be 1000's. </div>
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Again, I'm not saying it doesn't work for some recruiters....just sharing my experience with you. </div>
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My real reason for the post is perhaps an explanation to myself...I've been justifying having Twitter, Facebook, Snapchat, etc. on my phone for years. The justification always being - well, I'm a recruiter and I need them to be successful at work. Social Media is the new recruiting Mecca....</div>
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Truth be told, social media on my phone is nothing more than a time-suck. It has become a thing for me to open and check almost without even conscious awareness. I am weak...I get sucked in. I end up spending valuable time reading about politics, news, sports, and opinions from people who I really don't care what their opinions are. I've found myself disliking friends and even family...not even to speak of complete strangers...because of their opinions. Perhaps I just follow the wrong folks...or bots. But I've hung it up (mostly). I'm done.</div>
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I've deleted my Facebook account entirely (after just taking it off my phone a few weeks ago), I've removed Twitter and SnapChat from my phone. I've found myself so much more content with life and so much less stressed by the contention and division that may or may not even be real in this country and world....btw, who even knows what is real and what is fake on social media anymore. People that I care about can connect with me by phone or text or....heaven forbid...in person! I still have a Twitter account that I Buffer professional links to (at the same time as LinkedIn - thank you Buffer)...but no longer can check it from my phone. I'd have to actually login from my laptop to check it now...which I don't.</div>
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Again - not preaching here...spend your time how you'd like. I'm just done spending mine on social media and justifying the accounts for "work purposes"...</div>
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I carry a book now and my life is better for it.</div>
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Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-72389820284849927302017-07-21T08:28:00.000-07:002017-07-21T08:28:16.823-07:00The "Compensation Conversation"<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgamdnhV2e1PbJmi77huwatbox1HabqPaH0SRacWbKvWJw0i8JJkVy-DzRzNP2FSkLhVrbzjy9j4SHWs5mQ3jee_ls5fgJo9Qq6HpkZAL1djNglXhWzS8rI-ZMC5XIXBHT7fPIVf5i94Q0C/s1600/money.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="160" data-original-width="284" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgamdnhV2e1PbJmi77huwatbox1HabqPaH0SRacWbKvWJw0i8JJkVy-DzRzNP2FSkLhVrbzjy9j4SHWs5mQ3jee_ls5fgJo9Qq6HpkZAL1djNglXhWzS8rI-ZMC5XIXBHT7fPIVf5i94Q0C/s1600/money.jpg" /></a></div>
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Ahh yes.....the "Compensation Conversation".<br />
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Let's face it, no matter who you ask about this subject, you'll get a different opinion. Candidates, recruiters, hiring managers....each of them have not only a different interest and view point, but different situations even within their own ranks. I truly believe that this is one of the most talked about areas of a job search - where people on all sides (candidate, recruiter, hiring manager) want to make this black and white....and guess what....it is anything but "black and white".<br />
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To consider some of the things that go into a compensation perspective, let's start by simplifying and talking mainly about base salary + bonus. Sure there are a ton of other things that fit under the compensation umbrella (ie...benefits, culture, perks, flexibility, growth, etc.), but those are too difficult to discuss all at one sitting. Let's focus mainly on base salary and "guaranteed" or at least "expected" bonus.<br />
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Here are some things to consider from each of the different players:<br />
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<b><u>Candidate</u></b> <br />
Remember, what you make is NOT your personal or implicit value....but it is your current MARKET value. That means a few things.<br />
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<ul>
<li>You should do your homework and research to get a sense for the market value of those similar in experience to yourself. Take into consideration things like: size of company, geography, years of experience, education, titles, demand vs supply.</li>
<li>Talk to people (you trust) that are doing similar work to you, check out online calculators, talk to recruiters or career coaches...gather data (but take it with a grain of salt or two and be realistic in the data sources).</li>
<li>Do math and stuff. Do you know how much your benefits cost? How about your commute? Vacation time? Unless you put a $ on cost, you can't really compare them to a potential new offer. Spend the time to figure out exactly what your budget is...this gives you flexibility in what new compensation ranges you can actually consider and how much different salaries will actually change (or not) your current lifestyle. This is vital when making a change as big as a new job!</li>
<li>What is your value currently...well, if you only have one job and no offers...your current compensation IS your market value. How much does your current company value you? Be realistic here...sometimes your current company values you more than a new company will...sometimes less. Perhaps it's time for a conversation about growth and comp increase instead of time to look around...</li>
<li>What is supply/demand like currently for your skill set? How many job openings do you see posted? Last time on the market, how many offers did you have (and what has changed since then - for better and worse)? Remember: interest is not interviews, interviews are not offers....offers are king!</li>
<li>It's crucial to know whom you are competing against for the role as well. Are there internal candidates being considered? How many qualified candidates have applied so far? How long has the role been open? Is it filling a gap for someone that left, or brand new?</li>
<li>How do your skills/experience compare with a similar role at a new company. Keep in mind that the more of your positions/roles there are at a company, the better knowledge of market value they will likely have. Most companies will compare you against who they already have and adjust offers accordingly. </li>
</ul>
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<b><u>Hiring Manager</u></b></div>
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As difficult as it is, remember that you are dealing with people here....that's right....PEOPLE, not resources.</div>
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<li>Most hiring managers have a budget that they need to adhere to. Often a hiring budget is based on a few things, including: </li>
<ul>
<li>What are the current team members in and outside of this role making?</li>
<li>What did we pay last time we hired this role (and how recent was it)?</li>
<li>What is current market supply/demand for this skill set?</li>
<li>What else needs to get accomplished with this budget amount? </li>
<li>Do I have any flexibility on salary, bonus, or benefits?</li>
</ul>
<li>Keep in mind that some managers are building a team, some just filling a need. This could have a huge impact on any new offers.</li>
<li>How many QUALIFIED candidates am I seeing for this role. The more good candidates a company has access too, the less likely they are to go outside of the established budget. If there are choices in applicants, most managers will stay on budget - even if you are the right fit...you might not be the right fit for the established budget (and yes, that matters to a company).</li>
<li>Do I have anyone internally that is interested in and qualified for this role? Promote or hire internally first when you can. It is often a better long term fit, better for team morale, better for culture.</li>
<li>As a manager, please remember that $5K up or down has a much bigger impact on a candidate than it typically does on a team budget or company. It could be all the difference in the world to someone that is trying to make a move make sense. </li>
<li>You should always make the best offer you can - and let them know that up front. If you are trying to save a few $ by low balling...not only are you at risk of losing a good candidate, but also getting a good candidate and establishing a poor culture.</li>
<li>Finally - just like a candidate, you should know the market. Do research, find mentors and colleagues at other companies (that you trust), use online tools.</li>
</ul>
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<b><u>Recruiter</u></b></div>
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Yep...recruiters often have a role in this as well. You should know their role too.</div>
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<ul>
<li>Know the recruiter's role in this. There are things you should have a basic understanding of when it comes to recruiters:</li>
<ul>
<li>Agency Recruiter - this is a recruiter that isn't employed by the company you are interviewing with. They are typically compensated in one of 3 ways:</li>
<ul>
<li>Contingency - meaning that they work for free until they place a candidate. Usually they will get "x"% of the first year salary or total estimated compensation that is paid to the candidate. Meaning, if a candidate is paid $100K and the rate is 25%, the recruiting agency will be paid $25K. </li>
<li>Retained - meaning that the agency has already been paid part of the percentage up front, another third is paid when interviews take place, the final third when a candidate is placed and starts for the company.</li>
<li>Negotiated contract - meaning that the agency has a flat fee per head (regardless of what the compensation of the candidate is).</li>
</ul>
<li>Contract Recruiter - this is a recruiter that is contracted by the company and paid an hourly rate. Most contracts are for a time period, not for an actual number of hires.</li>
<li>Corporate Recruiter - this is a recruiter employed by the company...typically on salary, sometimes HR, sometimes outside of HR.</li>
</ul>
<li>Once you know the recruiter's stake, it's easier to determine if they are advocating for you or the company....or both. </li>
<ul>
<li>Agency recruiters on contingency don't get paid unless you get hired. They get paid based on what you make. Keep in mind that the fee does not "come out of your salary" - this is a common misconception. They want you to make as much as possible (it helps their fee go up)...but let's be realistic...they want the company to hire you too (some money is better than none)...so it's a balance for contingent recruiters. They also are incentivized to make sure that you are the right candidate - as most have a guarantee that a placement will stay at least 90 days or more. They can be your ally (if you find a recruiter that you trust and can be open with) or your enemy (there are plenty of bad recruiters out there). Yes, I know that the fee looks huge, but remember, most recruiters only see a percentage of that (unless they are a one person show)...the company takes a huge chunk, and other people involved in the process do as well. I say that so you as a candidate know that $5K isn't really that much more or less to a recruiter in the end either...meaning, they won't want to lose a deal (either way) over what amounts to a few hundred dollars or less in their pocket.</li>
<li>Contract and Corporate recruiters are typically paid a set rate independent of how many people they hire. That is a good thing for you as a candidate - if they are hiring well. If they are not, they won't last long. Typically, they'll have a good idea of what the salary range really is. They don't ask typically to negotiate you down...they just don't want to waste the hiring manager's time if you are not in or close to the established range.</li>
</ul>
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There are certainly a number of things that this post doesn't cover when it comes to compensation. It's difficult to be all-inclusive in this type of forum. Other things to consider would certainly be things like culture fit, mission, cool projects, growth potential, stability, perks, benefits, flexibility, commute, company brand....the list goes on and on. I've also seen that it usually comes back to base salary as the focal point though, because benefits don't pay bills. </div>
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I guess what I'm trying to get across to all sides is this...compensation is a complex issue. In my opinion, it is best approached early and often in a job search. It should be a transparent conversation (understanding that certain things may not be able to be fully transparent) and happen with an open enough mind to see that there are at least 3 (sometimes more) sides to the conversation to consider, empathize with, and understand. I hope this helps someone.</div>
Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-10678773690689888232015-02-18T17:52:00.000-08:002015-02-19T12:52:28.101-08:00Is Voice Mail Dead?<div class="separator" style="clear: both; text-align: center;">
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">The greatest debate about "what is proper" since
etiquette gurus arm-wrestled to decide where the salad fork should be placed is
upon us....</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">"To leave a Voice Mail.....or not to leave a Voice
Mail"</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">While I'm certain that there are many polls and stories and
heaven forbid...blogs...out there on this subject - and many are probably about
as opinionated and worthless as this blog - I do want to give some context and
numbers from a study quoted in PC Mag (September 2012). It says:</span></div>
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<i><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">"A new report from USA Today and VoIP firm Vonage
confirms what was already fairly obvious: Voicemail is dying. In
preparing data for the paper, Vonage found that the number of voicemail
messages left on user accounts decreased 8 percent in July compared to a year
ago. The data also indicated that checking your voicemail is an even bigger
hassle than leaving someone a voice message. Retrieved messages fell 14 percent
among Vonage users during the same period."</span></i><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"></span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">So I ask myself...2+ years after this study... "Is
Voice Mail Dead?". </span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">My answer is (in my usual non-committal, afraid of maxims
and ultimatums and dictums)...it depends.</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I've asked around my office. The sales people tell me
that when calling clients or potential clients they always leave a voice mail
for business related calls - and sometimes for personal calls. The
recruiters tell me that when calling candidates or potential candidates they
only leave a voice mail after 2 missed calls or so - and rarely for personal calls.</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">The average age of my sales people is 40-45. The
average age of my recruiters is 34-40. Interestingly to me, the average
age of managers that my sales people are calling on are 40-50....the average
age of tech candidates that my recruiters are calling is 20-35. </span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Why do I bring this (age) up? Because voice mail is
for old people of course. Just kidding....or am I? </span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">My own voice mail behavior/etiquette <span style="mso-spacerun: yes;"> </span>you ask?.....</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Well, personally - I HATE VOICE MAIL. I unequivocally
shudder every time I see the flashing light on my office line, or the little
mailbox on my cell phone. Call me lazy, but for me to take the time to
dial in to the voice service and enter a password, then click digits and listen
to blah blah blah, then click more digits to delete the message I've hardly
paid attention too...but just want to get the light to stop flashing - YOU'VE
LOST ME!</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">If you need me and I don't pick up the phone, email me or
text me or tweet at me or skype me or IM me...just don't make me expend the
effort of clicking through and pretending to listen to your poorly contrived
and long-winded voice mails.</span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Then again - I am an <b>absolute hypocrite</b>. I will
call candidates and clients and leave a voice mail and put them through the
same HELL that I just described I hate going through. But, I do choose
wisely who will be the recipient of that HELL. If I'm calling someone who
I think is over 40 - I leave a message, if under 40, I don't. I'll then
follow up on all recipients with an email or text message - depending on if I'm
calling a land line or cell phone. </span></div>
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<span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Why do I leave a voice mail, even if I hate it so
much? </span></div>
<ol start="1" style="margin-top: 0in;" type="1">
<li class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I'm lazy. I ignore the fact that it takes me less time
to leave a voice mail than text/email, but the recipient more time to
retrieve the voice mail than read a message.</span></li>
<li class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I’m afraid. I was trained as a salesperson to
"leave no stone unturned"...meaning I'm afraid if I don't leave
a voice mail, it is that one person that loves voice mail and hates
email/text messages - and now I've blown it.</span></li>
<li class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; mso-list: l0 level1 lfo1; tab-stops: list .5in;"><span style="mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I’m an ageist. I think older folks still prefer
voice mails to texts.<span style="mso-spacerun: yes;"> </span>It gives them
the warm fuzzies of the “personal touch”.<span style="mso-spacerun: yes;">
</span>Younger folks – you millennials – don’t even bother…tweet, IM, or
text me.<span style="mso-spacerun: yes;"> </span>Even email is getting
antiquated….</span></li>
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Do people actually listen to my voice mail?<span style="mso-spacerun: yes;"> </span>I don’t seem to have any better response rate
to voice mail than I do text or email.<span style="mso-spacerun: yes;">
</span>Perhaps I’m not good at creating a message that is concise or important
or easy to respond to – as my sales guys say is essential.</div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhP2eDrVbUdQaHeD3xld7kmqcE8IB7-4ri6SPkyEoD26vzEGSjTdcbKgtwwW502NPA-4nm9C7QErcWyps01cL4exzXl1GREvL8IMj7GpA-ELE2FaB5gs3oWwxlCadvL7A3UTGMkEsCGs_Xi/s1600/message+in+a+bottle.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhP2eDrVbUdQaHeD3xld7kmqcE8IB7-4ri6SPkyEoD26vzEGSjTdcbKgtwwW502NPA-4nm9C7QErcWyps01cL4exzXl1GREvL8IMj7GpA-ELE2FaB5gs3oWwxlCadvL7A3UTGMkEsCGs_Xi/s1600/message+in+a+bottle.jpg" height="133" width="200" /></a></div>
<br />
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
Perhaps Voice Mail…..is no better than a message in a bottle…..DEAD. </div>
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<![endif]-->Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-62652781404982837862014-12-18T17:19:00.000-08:002014-12-18T17:19:28.889-08:00Does Corporate Culture really matter?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFEjpKd46MUrVi4_vs4bNGvdfhcLlf16xbwgQuybCqyGZcFm7lOI7Px3xxdbRfyS_tGf378OxPqTAmrDEqgd6yhhzMQrUHgDHW-zIX9mkmuJpYYlALh6v8t_Add08XkkN_ofkJt3oNQ60S/s1600/company+culture.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFEjpKd46MUrVi4_vs4bNGvdfhcLlf16xbwgQuybCqyGZcFm7lOI7Px3xxdbRfyS_tGf378OxPqTAmrDEqgd6yhhzMQrUHgDHW-zIX9mkmuJpYYlALh6v8t_Add08XkkN_ofkJt3oNQ60S/s1600/company+culture.jpg" height="320" width="309" /></a></div>
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So, the new buzz in recruiting circles these days is “Corporate
Culture”.<span style="mso-spacerun: yes;"> </span>After all, if you listen to or
read the thousands of blogs that recruiters like me post out there day after
day…then money no longer matters…it’s all about finding a company culture that
fits you best.<span style="mso-spacerun: yes;"> </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Darn “Millennials” are screwing everything up.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Does culture really matter that much?<span style="mso-spacerun: yes;"> </span>I’m not saying that a good company culture
doesn’t play a part in hiring decisions…but is it really the most important
things to people these days?<span style="mso-spacerun: yes;"> </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Ok…let’s make the assumption that corporate culture is the
ultimate way of attracting talent to your company.<span style="mso-spacerun: yes;"> </span>If that’s the case, then 95% (or more) of the
companies out there looking to hire top talent are doing it wrong right
now.<span style="mso-spacerun: yes;"> </span>Take a look at any job board and
tell me what you see.<span style="mso-spacerun: yes;"> </span>Companies typically
list the following in a job posting:</div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l1 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Short summary of what the company does
(industry, product line, etc.)</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Required skills, experience, and education</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Technologies used</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Position responsibilities</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Location</div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l1 level1 lfo1; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Sometimes a compensation range</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If culture is what attracts “Top” talent, why do companies
rarely mention anything about their corporate culture?<span style="mso-spacerun: yes;"> </span>Sure there are a few that use culture as a differentiation…. examples would include:<span style="mso-spacerun: yes;">
</span>Zappos, South West Airlines, Apple.<span style="mso-spacerun: yes;">
</span>But are they attracting the top talent with culture
differentiation?<span style="mso-spacerun: yes;"> </span>I can’t speak to South
West or Apple, but I have recruited for Zappos in the past, and I’ve had as
many skilled software developers turned off by their “culture” as turned on by
it.<span style="mso-spacerun: yes;"> </span>Honestly…most didn’t seem to care
much…they just asked what projects they’d be working on and how much they could
make.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
So if the new “corporate culture” differentiation model is
so great, why are most companies slow to adopt it in their own job postings /
talent acquisition marketing campaigns?<span style="mso-spacerun: yes;">
</span>My best guesses are as follows:</div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo2; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Most companies don’t have a discernible /
definable culture</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo2; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Whomever is putting the job descriptions
together isn’t concerned with culture attracting talent</div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo2; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Companies don’t have a culture that they think
will attract top talent</div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo2; text-indent: -.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>Hiring managers really don’t care about culture
fit…they just want talent fit</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Questions, Questions, Questions…..perhaps I’ll find the
answers soon.</div>
Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-1627621353605801032014-11-07T09:21:00.002-08:002014-11-07T09:22:50.659-08:00You WILL Fail - deal with it.<div class="separator" style="clear: both; text-align: center;">
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<span style="font-size: large;">“Many of life's failures are people who did not realize how
close they were to success when they gave up.” </span><br />
<span style="font-size: xx-small;">― <a href="https://www.goodreads.com/author/show/3091287.Thomas_A_Edison">Thomas
A. Edison</a></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Just a quick word to every job seeker, recruiter, or person
that ever thought about just quitting….DON’T.<span style="mso-spacerun: yes;">
</span>Life unfortunately is as much about failures as it is about successes…you
should embrace both and figure out how best to react…that is where the real
growth occurs.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I work with job seekers every day.<span style="mso-spacerun: yes;"> </span>They all want to find a great company with a
great position and great compensation.<span style="mso-spacerun: yes;">
</span>In fact…don’t we all want that?<span style="mso-spacerun: yes;">
</span>Sometimes I wish we could redefine the vernacular that we are all
accustomed to.<span style="mso-spacerun: yes;"> </span>I wish we could show that
success is actually defined by effort…not by achievement.<span style="mso-spacerun: yes;"> </span>Don’t get me wrong…I’m not a big proponent of
the “everybody gets a trophy” mentality…what I am saying though is “Don’t give
up….keep pushing and you’ll get it”.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Let me share some numbers from my own experience.<span style="mso-spacerun: yes;"> </span>Most companies that use a recruiter have
already exhausted their own “internal pipeline” of referrals and have also made
some sort of an effort to advertise the opening (job boards, company website,
social media, workforce services, etc.).<span style="mso-spacerun: yes;">
</span>By the time I see an opening as a recruiter that a company wants me to
fill, they have seen 10-50 resumes already on average.<span style="mso-spacerun: yes;"> </span>Let’s just go with 30 as an average.<span style="mso-spacerun: yes;"> </span>That is 30 people that have already failed
(to obtain this job)!<span style="mso-spacerun: yes;"> </span>Most companies
will engage 2-3 recruiting agencies on a contingency basis.<span style="mso-spacerun: yes;"> </span>Common rule of thumb in recruiting is to send
over 3-5 candidates for each opening a company has engaged you to search
on.<span style="mso-spacerun: yes;"> </span>3 agencies x 5 candidates each = 15
more candidates (if you are keeping track, that is 45 candidates so far for the
opening).<span style="mso-spacerun: yes;"> </span>In order for a recruiter to
find 3 qualified candidates to send to a company, industry average dictates
that you will speak with 10 people to find one who is both qualified and
interested in the position.<span style="mso-spacerun: yes;"> </span>More math you
ask???<span style="mso-spacerun: yes;"> </span>…An additional 30 more conversations
with people.<span style="mso-spacerun: yes;"> </span>But….not so fast….not
everyone picks up the phone or responds to a recruiter’s email.<span style="mso-spacerun: yes;"> </span>On average…it takes 100 calls/emails to speak
to 10 people as a recruiter.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="text-align: center;">
<u>Let’s summarize:</u></div>
<div class="MsoListParagraphCxSpFirst" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>One job = 30 failed internally generated candidates</div>
<div class="MsoListParagraphCxSpMiddle" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>3 recruiting agencies = 15 candidates presented</div>
<div class="MsoListParagraphCxSpMiddle" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>15 candidates presented = 15x10 conversations or
150 conversations</div>
<div class="MsoListParagraphCxSpLast" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span>150 conversations = 1500 calls/emails</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What does this all mean?<span style="mso-spacerun: yes;">
</span>On average, for one person to “succeed” or “accomplish” landing the job….1529
other people failed. </div>
<div align="center" class="MsoNormal" style="text-align: center;">
<span style="font-size: 26.0pt; line-height: 115%;">1529 failures</span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Obviously there are many factors that make this number move
up and down for each open position that I see, but the point is simple.<span style="mso-spacerun: yes;"> </span>YOU WILL FAIL.<span style="mso-spacerun: yes;"> </span>Everybody does.<span style="mso-spacerun: yes;"> </span>One of the first things I tell a new
candidate is – rarely do I place someone on a first contact…but we’ll work
together to find the right fit…it might be now – it might be a year from
now.<span style="mso-spacerun: yes;"> </span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The best advice I can give a job seeker (or a new recruiter
that keeps hearing people say “no thanks..not interested in a change right now”)
is:<span style="mso-spacerun: yes;"> </span>Get used to it, embrace it, learn
and grow from it.<span style="mso-spacerun: yes;"> </span>You will fail…we all
do.<span style="mso-spacerun: yes;"> </span>Just don’t quit.<span style="mso-spacerun: yes;"> </span>You might be the next person on the list a
recruiter is about to call for a position that is a perfect fit for you.</div>
Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-41833611197410130812014-02-17T17:31:00.000-08:002014-02-17T17:31:46.394-08:005 Reasons NOT to use a Recruiter<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiZvh2IxelwWh68Br7iYQdhKITzsY8z3HigHRH17rrrKllEXIZQhYp5sYGHiiTOOdx4DF5n9bQrIFgdTpoAVqMmae1HusUjuSfT7751ipBLL6H9lOA5wo3waewmaeELwn7jIC4xo6OudB8v/s1600/stophand.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiZvh2IxelwWh68Br7iYQdhKITzsY8z3HigHRH17rrrKllEXIZQhYp5sYGHiiTOOdx4DF5n9bQrIFgdTpoAVqMmae1HusUjuSfT7751ipBLL6H9lOA5wo3waewmaeELwn7jIC4xo6OudB8v/s1600/stophand.jpg" /></a></div>
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Never thought you'd see this coming on a Recruiter's blog right? Without further ado....<br />
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1. <u><b>SALARY IS MORE IMPORTANT THAN FIT</b></u> - If money for this particular hire is tight....then stop. Don't call a recruiter to help you if you are worried more about your salary range than you are about finding the right fit for the role. Don't get me wrong....salary and budget parameters are important, but many companies worry so much about "fitting a range" that they miss the best fit...over pennies. Recruiters are trained to find the best fit - period. Is it okay to have restrictions?... sure...but be flexible. I realize many hiring managers that don't work with recruiters regularly will automatically assume that a recruiter is just trying to "push the price up" to get a bigger fee...honestly, the benefit of pushing a salary up is minimal for most recruiters. You need to remember that (especially in IT), there is more demand than supply...you'll need to entice the "best fit" to leave something good.....for something better.<br />
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2. <u><b>YOU HAVEN'T ALREADY DONE AN EXHAUSTIVE INTERNAL SEARCH</b></u> - Nothing will kill your workforce's drive to succeed and loyalty like hiring from the outside without first searching inside. Make sure that you've looked at all possible candidates internally that might be ready for a new role and new responsibilities. Also - make sure you have a referral bonus or some type of program in place to provide incentives for your own workforce to share their network. If they like working for you, they'll want their friends and people they trust to work there as well.<br />
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3. <u><b>THE DECISION MAKER/HIRING MANAGER ISN'T ENGAGED IN THE HIRING PROCESS</b></u> - If the decision maker doesn't have the time to take the following steps, then the position isn't ready to be filled yet: describe the position in detail, speak about the daily duties and goals for the next person to fill the role, review resumes within 24 hours of receipt, interview qualified candidates within 48 hours of reviewing resumes, provide feedback on interested candidates. If there is no time set aside for talking with candidates that might be interested, you will do more damage to your company's reputation than anything else. Good candidates not only have more than one option, they also look for potential employers that make good impressions. Who wants to work for a company that can't respond to a request in a timely manner?....it screams "hi, come work for us...we are completely disorganized and/or disinterested".<br />
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4. <u><b>THE POSITION IS JUNIOR OR ENTRY LEVEL</b></u> - You should rarely spend money on a recruiter to fill entry-level or junior level roles. Save your bucks to hire a recruiter when you have a mission or time critical role that needs an expert. Refer back to #2 - you should have internal people that love to work for you....each of them have a network of friends that can fill those roles. If that doesn't seem to work, try developing an internship program - or speak with your local colleges and other educational organizations. They are always looking to help place people that they've trained - usually with no charge.<br />
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5. <u><b>YOU DON'T HAVE A VALUE PROPOSITION</b></u> - Why should someone come to work for you? Why is it better than what they are already doing? What will they gain from this role? If you can't answer these simple questions, then you'll struggle to find the right person...and so will a recruiter. Again, the market is run by supply/demand and most people aren't looking to make a lateral move....it's much easier and less risky to stay put....unless there is a value to a move. Your job is to show them the value in joining your team. Value is not just compensation....it could be growth opportunity, cool projects/technology, great team atmosphere, special benefits and perks, stability, risk.....all of these will entice good candidates. Remember, people typically don't change jobs on a whim....they do it to gain value!<br />
Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-45133156120652609452013-11-22T12:17:00.000-08:002013-11-22T12:17:42.760-08:00Structuring a Resume<div style="text-align: center;">
<img alt="" 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" /> </div>
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Here are some of the notes from the breakout/work group session that I led at last night's Utah Java User Group meeting. It was pretty well attended and built on the concepts that I posted in my last blog dealing with the "Psychology of Resume Writing".</div>
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Since the last session was focused more on identifying the various audiences for your resume and what their particular needs are....I wanted to focus this session on more of the nitty-gritty actual content and "words" that go into a written resume - rather than just dealing with conepts.</div>
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For the reader - keep in mind - this is focused on resume writing specifically for the Technology industry. Though many of the concepts and applications will carry over to any industry...I do have a significant and current level of experience in Tech - and thus, dealing with hundreds of technical resumes and hiring managers/audiences.</div>
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Again - please also remember that there is absolutely no such thing as a "Silver bullet" when it comes to writing resumes. Every company and every manager within a company may have a different idea of what the "right resume" looks like....so my focus is more on a universal and easy to adapt resume that is "good" for most companies and audiences. </div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixbA4fmpeWTiEFyznHGKzeHgF8CY7vVlsLtGcrHYq5io0qMg6YXAo9IyXl15I4R_-seDiLfCvpiQapNa-MokiKnJKoRC7ptcXqiExxkwPAO_d_X4qy6e8tNBEXaBjiiSFtHB7oJPXLhN_O/s1600/silver+bullet.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="140" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixbA4fmpeWTiEFyznHGKzeHgF8CY7vVlsLtGcrHYq5io0qMg6YXAo9IyXl15I4R_-seDiLfCvpiQapNa-MokiKnJKoRC7ptcXqiExxkwPAO_d_X4qy6e8tNBEXaBjiiSFtHB7oJPXLhN_O/s200/silver+bullet.jpg" width="200" /></a></div>
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So - with all of those disclaimers...here are some of the concepts and real-life scenarios that we discussed as important to structuring a good resume in the Technology Industry today.</div>
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#1 - <u><b>Is your resume EASY to look at?</b></u> Aesthetically pleasing resumes are always going to have a better chance of arriving to the correct audience...plain and simple. Here are some things to consider when structuring a resume:</div>
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<li>Font - make it easy to read and nothing "funk"...now is not the time to be creative with fonts.</li>
<li>Bold, italics - Use it judiciously and consistently. DO NOT bold every key word or technology...it just ends up looking like BOLD-Vomit on the page. Bold and italicize things like company name or your title...use it to differentiate, not overpower the content.</li>
<li>Indentations, spacing - again, most importantly, be consistent. White space is good, but don't have more white space than content.</li>
<li>Bullet points - always, always use bullets - it is so much easier to scan than paragraph form.</li>
</ul>
#2 - <u><b>Career Summaries and Technology Key-word Lists/Tables</b></u> - NO. These typically turn out to be space wasters. Summaries have a tendency to no longer be summaries...but take half or an entire page. As for Tech buzz lists...no!!! Every technology that you use should be in the content or responsibility section of where you are describing what you did, how you did it, why you did it, and what your specific role was with each company. There is no need to pull all the technologies out into a table or list that should be in your content anyway. Managers know buzzwords...they don't want to see a list of them...they want to see what you did and how you used those tools. <br />
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#3 - <u><b>Work History</b></u>. Always include name of company, your title(s), and most importantly..dates of employment (months and years). If you choose to leave off any of this information, it typically will do more damage than good. Your audience will wonder why you didn't include specific dates, titles, and former employers...and unfortunately might assume the worst. Don't let them assume...make it clear where, what role, and when you were contributing with your skills. I do get the question occasionally, "what about confidentiality on current or past employers?". I don't know of any recruiters or companies that will hire you without knowing where you currently are working - many need to know for verifications and to make sure that they aren't breaching any non-solicitation or other agreements with companies that they may partner with.<br />
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#4 - <u><b>Gaps</b></u>. In your work history, this is why dates are imperative for a hiring manager. Remember...a resume isn't written for you...it's written for someone trying to hire you. Fulfill there needs...don't try to cover things up. Most managers view a 3 month or less gap between roles as "no big deal". If you have something more - or significantly more - address it. It is much better to address gaps professionally rather than letting them make their own false assumptions. Be concise, and save the intricate details for the interview...but don't leave them wondering. And don't think that they won't notice.....they ALWAYS notice.<br />
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#5 - <u><b>Description of roles/responsibilities</b></u>. This might be the single most important section of any resume. Remember your audience again. Describe how you will help their organization...don't just give you old job description. Focus on accomplishments! Here are some quick tips:<br />
<ul>
<li>Words/Phrases to avoid: "involved in....", "participated in....", "part of a team that....". These phrases are so generic. Companies don't want to know what your team did...they aren't hiring your team. Tell them your specific role and what you did. Don't make them guess if you were 90% involved or assume that you were 5% involved/participated in...or just showed up for a few general meetings. Show them YOUR value to their company/team.</li>
<li>OARs: When you are up a creek...you need an OAR! </li>
<ul>
<li>O - Opportunity. What was the situation, problem, or opportunity you are solving?</li>
<li>A - Action. What action did YOU take, what tools did you use and why?</li>
<li>R - Result. What did you accomplish? How did you save the company time or money...or make the company money? How did you help the bottom line???</li>
</ul>
</ul>
#6 - <u><b>Contract vs Perm</b></u>. Again - there is too little time and too many other candidates to let you potential employer make assumptions. A 3 - 6 month stint as a completed contract looks much different to an employer than a 3 - 6 month stop at a company as a perm employee. Don't let them guess. Tell them which of your roles were perm and which were contract/consulting. They don't want to hire you and then have to replace you in 12 months. <br />
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#7 - <u><b>Education - what should I include?</b></u> Most companies will now not only do a criminal background and drug test, they will also verify employment dates and educational achievements (degrees mainly). Why? Because it's cheap to hire someone to do it...and nobody wants to hire a liar or deceiver...bad for business. Here is what I recommend you include:<br />
<ul>
<li>Dates of completion - on all degrees and certifications</li>
<li>Name of Institution and location</li>
<li>Area of Study - specifically on the type of degree you earned</li>
<li>Classes? - typically I advise against this unless something is extremely relevant to a company or industry or role...or you are fresh out of school and need to demonstrate some additional experience.</li>
<li>GPA - again...I advise against it...especially if it is not SUPER high (like 3.8 or better)...even then, I rarely have a company ask about a GPA - unless again the candidate is new and has little to no experience professionally.</li>
</ul>
#8 - <u><b>Length</b></u>. Let the weeping, wailing, and gnashing of teeth begin. I can spend an hour or more justifying my opinion (and am happy to do so....give me a call sometime). But for keeping this blog post readable....in Technology, no more than 4 pages and no less than 2 pages is my general rule. Are there exceptions you ask? Sure....but they are VERY rare. If your resume is one page because someone told you it has to be...EVOLVE. If you have more than 2 years of experience, I'd better see more than one page. If you give me more than 4 pages...I probably won't read it at all. Most managers I work with share this sentiment....it's not that we're lazy...but let's be realistic about things. Nobody makes money reading resumes at work.<br />
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#9 - <u><b>Spell Check, proof read, then have someone else proof read for you.</b></u> 'nuf said...you'd be surprised at some of the stuff I see on a daily basis with resumes.<br />
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There it is folks, for more details or discussion points, hit me up. We had a great round-table discussion that brought up many questions and topics that just can't be covered in a blog forum like this. I'm always happy to discuss and help (and hear other opinions and ideas).</div>
Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-90181907914609157922013-10-18T07:58:00.002-07:002013-10-18T07:58:31.729-07:00Resume "Psychology"<div class="separator" style="clear: both; text-align: center;">
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<span style="font-size: small;"><span style="font-family: inherit;">Can anyone here read Greek? <span style="color: black;">γνῶθι
</span><span style="color: black;">σεαυτόν</span><span style="color: black;"> transliterated: </span><span style="color: black; font-style: italic; font-weight: bold;">gnōthi</span><span style="color: black; font-style: italic; font-weight: bold;"> </span><span style="color: black; font-style: italic; font-weight: bold;">seauton ...</span><span style="color: black; font-weight: bold;"></span><span style="color: black;">.in other words, "KNOW THYSELF".</span></span></span><br />
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<span style="font-size: small;"><span style="font-family: inherit;"><span style="color: black;">When talking about the resume as a tool, we often fail to realize that the resume really isn't about us. It is and must be about the AUDIENCE. There is a great clip on YouTube: <a href="http://www.youtube.com/watch?v=8XHkMPA1334">http://www.youtube.com/watch?v=8XHkMPA1334</a> - A great parody song showing a piano player with his compilation of "all about me" songs, extolling the virtues of well....himself.</span></span></span><br />
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<span style="font-size: small;"><span style="font-family: inherit;"><span style="color: black;">If we approach a resume and writing our resume with the "It's all about ME" mentality then you are going to run into one huge problem: It's really not about you.....it's about what your audience wants and needs. I love this quote: "The starting point for ALL successful communication is becoming aware of the intended audience and approaching them on an appropriate level." C'mon people...we've all got a bit of "salesman" in us...this is sales 101. You have to know what your customer wants.</span></span></span><br />
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<span style="font-size: small;"><span style="font-family: inherit;"><span style="color: black;">So let's identify who the audience for our resume is - and what it is they want (incidentally, I googled the phrase "what do technology companies look for in a resume" and there were over 107,000,000 unique results....yeah, that is about right). First, the who. Think of your own company or any company that you've worked for in the past. In their hiring process, who is it that is a part of the process and actually sees the resume. Most companies have the following players involved:</span></span></span><br />
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<span style="font-size: small;">1. <u>Human Resources and/or Recruiters</u>. The average HR or Recruiter doesn't even read your resume. In fact, nobody really "reads" your resume....except you. Everyone scans. We all have hundreds of other things to do. Here is the honest truth - I've been recruiting for around 14 years, doing some quick math...that is probably between 400,000 and 600,000 resumes I've reviewed. I average around 100 per day. Most recruiters and HR folks spend and average of 6-10 seconds looking at your resume. What are they looking for? <b>KEY WORDS</b> - in other words key technologies. Make sure that they are in your resume so you don't get sorted out. Most companies and recruiters use some type of ATS and search tool that works on Boolean logic. They don't understand the technology you use, but know the tools and things associated with what their tech stack is. If you don't have it on your resume somewhere, chances are, you won't even get noticed. They are also looking for reasons "NOT" to forward your resume to a manager. Be aware of any goofy contact info (emails like ikillsmallanimals@gmail.com or nymphogirl@juno.com or anarchist@hotmail.com - and yes, I see that all the time as a recruiter), any gaps in your resume between jobs, etc.</span><br />
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<span style="font-size: small;">2. <u>Hiring Managers</u>. Hiring managers don't read your resume either...but they are very different from HR and recruiters. They are super busy with production and the last thing they have time for is resume reviews. They want to see less resumes, not more. The over-riding emphasis a hiring manager has is - "Can this person do the job, so I don't have to keep worrying about reviewing resumes and doing interviews that take time away from my team's production". Content is key for hiring managers. Not key words, not lists of technologies, but <b>HOW DID YOU USE THE TECHNOLOGY</b>. What were the tools you used and why? How did you use the tools? Do the tools apply to my company environment? If I hire you, are you going to be a drain on my already limited time? Keep in mind that you need to be specific in your content so that hiring managers KNOW what you do/did, instead of guessing at a general technology list. For example: rather than, "Used SQL to query the database", something like, "Utilized aggregate functions and inner joins to create complex SQL queries across 10 Oracle databases and 3 terabytes of data, resulting in valuable and actionable reporting that ultimately increased ROI for the marketing department" will have a much greater impact on a hiring manager. You didn't just fill the basic "duties", but you brought value.</span><br />
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<span style="font-size: small;">3. <u>Team Members</u>. Most managers will involve a team in the resume review. Probably because they just don't have time to review every resume, also perhaps because they don't want to be the only one in the process - just in case they hire "the wrong person" (discussion for another blog, another day), but also because ultimately, you will be a part of a team and everyone will need to be able to work together to accomplish the team and company goals. So what do team members look for? Most importantly to the team are the questions: "<b>Can I work with this person everyday</b>" and "Is this person going to cause me more work or hand-holding". Again, content and description of accomplishments is key - but remember to balance it with humility...or more importantly believability. Nobody wants to work with a huge ego or an I can do everything type of personality.</span><br />
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<span style="font-size: small;">4. <u>Executive Management</u>. Most executive will glance at your resume at best. It's probably more crucial to have this down pat verbally for the interview, than in the resume, but it's great to be able to actually have it documented in your resume as well. All executives care about the same thing.......MONEY. It's all about the bottom line at this level - and that is a good thing....that's what keeps companies running and growing and paying your salary. You want execs who care about money, money, money. So what are they looking for in an employee? Plain and simple. How can you SAVE their company money, or MAKE them money. That's the bottom line! In other words, focus your resume on <b>QUANTIFIABLE ACCOMPLISHMENTS</b>. This is more difficult, but absolutely imperative. Know what your value is/was at every company and every position you've held. Get it in writing/documented in your resume, and embed it in your mind for the interview.</span><br />
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<span style="font-size: small;"> So - for a quick reference, here are some ideas to keep in mind for each of the audiences we've discussed for your resume. We can get into more specific detail with my next entry. Keep in mind the following when preparing to write/re-write your resume:</span><br />
<span style="font-size: small;"> - Contact information (keep it professional)</span><br />
<span style="font-size: small;"> - Resume Length (most tech resumes should be 2-4 pages)</span><br />
<span style="font-size: small;"> - Aesthetics (use appropriate bolding, readable font + size, bullets not paragraphs, white space)</span><br />
<span style="font-size: small;"> - Format (Experience, Education, Awards, Industry Involvment, etc.)</span><br />
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<span style="font-size: small;">More coming soon..... </span><br />
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Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-55724680509641319482013-03-13T23:16:00.000-07:002013-03-13T23:16:36.175-07:00Life is Baseball.....Baseball is Life<div class="separator" style="clear: both; text-align: center;">
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I am a certified baseball junkie....guilty as charged. Baseball to me is the perfect metaphor for life and everything in it....including recruiting. The great recruiting trainer Danny Cahill said that there are three general types of candidates in the world. I agree. But....let me put it in terms I understand...baseball terms.<br />
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<ol>
<li><u><b>Tony Gwynn</b></u>. This is my guy! I loved watching this guy hit - absolute artistry. Tony was the guy that no pitcher ever wanted to face. Why?....because there was no pitch you could throw him that he couldn't do something with. Tony was disciplined. He flat out did not swing at a ball outside of the strike zone. To make matters even tougher for pitchers, he would not only not swing at pitches outside the zone (forcing you to make great pitches in the zone)....if the pitch was great - and one he couldn't do much with....he'd just foul it off and make you do it again. Tony was like that annoying leadoff hitter who didn't really want to get a hit, he just wanted to see every pitch in your arsenal. He wanted to make the pitcher work at every one of his at-bats. Sometimes, the pitch count could reach double digits. Tony swung at his pitches. Period.</li>
<li><u><b>Adam Dunn</b></u>. This dude swings at everything. Yes...everything! In 2012 he had 222 strikeouts in 539 at-bats. That means there was almost a 50% chance that every time he got an at-bat he would whiff. Adam never saw a pitch he didn't think he could reach - much to the delight of opposing pitchers. Ok, ok...I'll be fair to Adam...he also had 41 home runs that year (giving new meaning to the phrase: "All or nothing"). But for our analogy, he just couldn't help himself....first pitch, there is a pretty good chance he was taking a hack at it. I seriously doubt any of his at bats made the pitcher even think about a double digit pitch count.</li>
<li><u><b>Barry Bonds</b></u>. Ok - somewhere in between was a guy like Barry. Say what you want about his steroid use or bad attitude or whatever....dude could flat out hit. Sure, he struck out a bit....but he also walked a ton. Barry was that perfect blend of swing at anything close that he could drive - and - don't swing at any crap. Love him, hate him, doesn't matter...if you ever watched the game of baseball and loved it....you had to watch this guy and love him as a hitter. </li>
</ol>
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So what's the point right? Well, simply put...every candidate is either Tony Gwynn, Adam Dunn, or Barry Bonds. They are all great hitters, you just need to know what you are going to get with each one. <br />
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Adam is that candidate that is going to want to hear about every job, take every interview, see every job description. He is going to think he is a fit for everything and yeah...he's going to swing and miss a lot of the time (probably even more than Adam's 50%). If you know that going in, you can adjust. Make sure to present only opportunities that you think are a great fit - be judicious in presenting him to your clients. <br />
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Tony is just the opposite. He is the candidate that is NEVER looking, never interested in seeing new opportunities, always happy with his job. While it's probably not entirely true, Tony is the guy that is only going to look for a job when he is out of work. He knows exactly what he wants, and if you are lucky and pay attention, you just might be the recruiter to help him find it.<br />
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Barry on the other hand is where we live. Barry is 70% of the candidate pool out there. Barry candidates will take a look, will swing at a pitch even when it's not perfect. You just need to make sure you aren't passing by Barry candidates because you think that they are Tony candidates. While they aren't "looking" or may classify themselves as "passive"....you need to know how to find they pitches that they like and love. Try the dialogue like this: "Candidate, I've worked with quite a few people over the years like yourself - who are happy with their current situation. That is great....but....we both know how quickly things can change in this industry and how "happy" can quickly turn into "hey...I wonder if there is something better". I just want to take a minute to make sure I know what "something better" is for you. What is it that if I come across it.....I need to call you and let you know about?"<br />
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Barry is gonna strikeout a few times, hit some doubles and singles too....but oh boy, when you find a pitch that is close....it'll go, and it'll go far and quick. HOMERUN baby!Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-35649069761190843922012-07-24T17:29:00.001-07:002012-07-24T17:29:26.807-07:00Be Careful What You Ask For...<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjz-6I9LZivHfCJ8Cf3gp0U0TAWUaUJPwI73OzUG2lNxo1TtRmnE-wM1WZHiV9JE7HtL075a9HG7_3h_lP-fYAX0e7oWeWb3-Mx4oONmkLc7OHakTzQDmsPxjK7aX5PuSuDobKmhXVnpdRL/s1600/201885_face_-_suspicious.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjz-6I9LZivHfCJ8Cf3gp0U0TAWUaUJPwI73OzUG2lNxo1TtRmnE-wM1WZHiV9JE7HtL075a9HG7_3h_lP-fYAX0e7oWeWb3-Mx4oONmkLc7OHakTzQDmsPxjK7aX5PuSuDobKmhXVnpdRL/s1600/201885_face_-_suspicious.jpg" /></a></div>
<br />
<br />
As a recruiter, one of the most common things I hear from clients when taking a new job order is, "I want PASSIVE candidates only". Sometimes it also comes out as, "No job board candidates please....we pay for you to find us candidates that we can't find ourselves".<br />
<br />
For me as a recruiter, those are two completely separate discussions. Let's just deal with one today though...specifically: "I WANT PASSIVE CANDIDATES ONLY".<br />
<br />
Let's first define "passive candidate". I guess if we get really snippy and particular, then "passive" is actually defined as "receiving an action without responding to or initiating an action in return". In other words, a passive candidate by this definition simply isn't going to respond to any new opportunities....no matter how great the opportunity or "pitch" may be. Certainly not the definition that is used commonly in job search today. Here then is a better definition for "passive candidate" as is used in our common/present vernacular: "A passive candidate is a qualified candidate for employment who isn't
necessarily looking for work, but who may be interested if the <b style="background-color: yellow;">right job</b>
comes along".<br />
<br />
I get it....employers want a candidate who isn't really actively looking for new jobs, but is a "diamond in the rough" that they just happen to overwhelm with their own "right" job. <b style="background-color: yellow;">RIGHT</b> is the key word here....this is what we need to explore and to understand in order to truly find the elusive passive candidate, and then get them to accept a new opportunity. <br />
<br />
What does the RIGHT job look like for a passive candidate? This will vary as much as the candidates themselves vary, but here are a few keys to what can make up the "right job":<br />
<br />
<ol>
<li>Compensation. Compensation is a combination of salary and any bonus opportunities. In my experience, most candidates in seeking new employment will be looking for an 8-10% increase in their current total compensation in order to truly consider a move. Remember...that is the average/active candidate....what about the "passive" candidate who has no other reason to leave their current job? </li>
<li>Benefits. This will not only consist of medical, dental and other insurance options, but also how that equates to real dollars and tangible coverage (ie..monthly premiums, contribution of employer, coverage, deductibles, etc.). Benefits traditionally also incorporate things like vacation time or PTO, company perks, discounts on services or goods, retirement, equity, etc. Again, most active candidates are looking for better or at least equal benefits....what about passive candidates? Be creative....benefits range from traditional to very non-traditional...set your company apart.</li>
<li>Work/Life Balance. The ability to have some time to be productive, but not completely married to a job is becoming more and more in demand. Obviously each candidate will have a difference in what they truly want and need, but interestingly enough, geography can play a big part into what is the "norm" for work/life balance. Hours spent at work (both required and expected - they aren't always the same), the ability to work from home (scheduled or for emergencies), flexible schedules, etc. all play a big part.</li>
<li>Company Culture. Most people want to "like" where they work...not just "tolerate" it. Some even need to "love" where they work....and a few poor souls "hate" where they work. Culture is hard to define, and even harder to explain to someone that isn't a part of the culture. It combines management philosophies with people and personalities. Does everyone want somewhere "fun" to work....definitely not...but everyone wants to be comfortable at work. Nobody wants to worry about their job security, and few want to be micro-managed. Motivation by fear is the least powerful motivator of all...and usually leads to the biggest turn-over.</li>
<li>Opportunity. Do I have a chance to grow? People innately want to grow and learn and produce....basically we all want to better ourselves in some way. Growth doesn't necessarily mean promotions or raises or management opportunities (though they are all included as well in this topic). Some people are looking for personal growth, skills growth, or even growth in responsibility. Not everyone wants to manage, but almost everyone wants to be valuable and continue to add value to a company or group.</li>
</ol>
<br />
Employers...when you are looking for PASSIVE candidates, please keep these things in mind. Here is where a good recruiter comes in. Most candidates realize that the recruiter is an advocate, so hopefully they'll be a bit more open with a recruiter than they will with a potential employer. A good recruiter will dig in and see what really could motivate a move. As an employer, understand that to truly get a passive candidate to leave a situation that is clearly already comfortable for them, you'll need to step up to the plate and offer better than average Compensation, Benefits, Work/Life Balance, Company Culture, or Opportunity. Be Creative, Be Honest, and Be An Industry Leader. If you understand and can do this, then that elusive "Passive Candidate" is yours to have.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-75278670597905050842012-06-29T13:49:00.000-07:002012-06-29T13:49:42.965-07:00Are you a "job-hopper"...or at least accused of being one?This is a wonderful blog published on my company's website...written by our most successful recruiter (Bethany Canner). If you've ever wondered how to address the problems associated with frequent changes of employment, this is a MUST READ!!!<br />
<br />
<h2>
<a href="http://parallelhr.com/blog/how-to-address-job-changes-reasons-for-leaving-past-employers/" target="_blank">How to Address Job Changes & Reasons for Leaving Past Employers</a></h2>Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-46417331973223363152012-05-25T15:02:00.001-07:002012-05-25T15:02:47.966-07:00Parallel HR Solutions in Forbes Magazine!<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7QlvQaXKUfYXTKbhobMb2cj9s1vmCPuQlBvpGdcAt6Vsr2WOW5a-ZOQs_6cc_uLQ7tL4p8YfAPScOcV52tmrwga0VzfpBt9loLSCh3Q6HccDUq6yPSpBnePsPywTgAz6lf8e7BZQhwhji/s1600/Forbes2012.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7QlvQaXKUfYXTKbhobMb2cj9s1vmCPuQlBvpGdcAt6Vsr2WOW5a-ZOQs_6cc_uLQ7tL4p8YfAPScOcV52tmrwga0VzfpBt9loLSCh3Q6HccDUq6yPSpBnePsPywTgAz6lf8e7BZQhwhji/s400/Forbes2012.jpg" width="302" /></a></div>
<br />Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com1tag:blogger.com,1999:blog-5538990978942217208.post-67388212647944766902012-02-20T20:02:00.000-08:002012-02-20T20:09:29.165-08:00PLEAAAAAASE Don't Go!!!!!!<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEicAUMGr8SbTGfBUwtCNrmp5V5OIng_wzA_2bpzQxKK7GNCu3s8VWyDEh5oPNlihKEAxT7-TI9fH3G50wud_0fBh3bdgLczAKPdhCyrAVn97zE3ZCTX0UEzlxVs6QvLiJ3__8Cws0EeSK4r/s1600/pleading.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" lda="true" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEicAUMGr8SbTGfBUwtCNrmp5V5OIng_wzA_2bpzQxKK7GNCu3s8VWyDEh5oPNlihKEAxT7-TI9fH3G50wud_0fBh3bdgLczAKPdhCyrAVn97zE3ZCTX0UEzlxVs6QvLiJ3__8Cws0EeSK4r/s320/pleading.jpg" width="213" /></a></div>Sure, everybody loves to be loved. Maybe even more sadistically, we all assume (or even quietly hope) that we are irreplaceable as employees. Yeah, it would be nice if we were so important that our soon-to-be former employers just crumbled under the pressure of carrying on without us. But let's be real...life goes on.<br />
<br />
Nevertheless....employers still panic sometimes when the bomb drops that you are leaving the company. That either results in a police escort out of the building...or....a counteroffer. Here is some additional wisdom from Danny Cahill and myself about counteroffers. In short...here is why you should never accept a counteroffer...even though we all secretly hope to get one.<br />
<br />
Why you should never accept a Counteroffer:<br />
<br />
<br />
1. Why did you have to resign to get a counteroffer? Weren’t you worth it before?<br />
<br />
2. Where did the money come from? Is it just your next raise coming early?<br />
<br />
3. Your loyalty will always be in question.<br />
<br />
4. Your company will exact revenge by promoting someone else.<br />
<br />
5. The feelings that made you want to leave initially will return once the heat of the moment passes.<br />
<br />
6. You will regret lacking the courage to make the change you knew was best for your career.<br />
<br />
7. Once trust is broken, it cannot be repaired. Nothing will ever be the same.<br />
<br />
It's true people...just move on. Yes it's wonderful to know that our employers love us. Rather than offer you a counter...that just won't work out (industry statistics show that most employees that accept counteroffers are either fired or leave within 6 months), ask your employer to show their appreciation for your work in the form of a good reference (written or verbal). It's time for a change.<br />
<br />
In the immortal words of George Costanza, "It's not you....it's me".Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-36650582685346281972011-12-04T21:22:00.000-08:002011-12-04T21:22:15.023-08:00Harper...continued...<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiQz5jM6A_dqtCow2YIsLeYpthT_wH-ttLH3yeZLaKpuhpLrbMf3UmvZeaeVIrkeG4la8ZDliB_Jr3C0YR5SnUHNC9vKPYoFZxPRE3HwZUfuhQa1kkEa4odVo20U1XcmP9q2-dbT4vzpmP4/s1600/8658.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" dda="true" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiQz5jM6A_dqtCow2YIsLeYpthT_wH-ttLH3yeZLaKpuhpLrbMf3UmvZeaeVIrkeG4la8ZDliB_Jr3C0YR5SnUHNC9vKPYoFZxPRE3HwZUfuhQa1kkEa4odVo20U1XcmP9q2-dbT4vzpmP4/s320/8658.jpg" width="309" /></a></div><br />
To continue on with the theme of the last blog-post...and to impart more of the wisdom from Danny Cahill's book, "Harper's Rules"....here are some of Harper's thoughts...and my own...on how to end the relationship. In other words.....how to quit your job gracefully and professionally. Remember last month's post....if it's time to go, then there is no time like the present to start a new adventure.<br />
<br />
How to terminate a relationship...(quit a job).<br />
<br />
<br />
1. Use direct, simple language. (Deliver the bad news in one sentence. Don’t say, “This is really hard for me, but…” or “I think” or “I don’t know how to say this…”.)<br />
<br />
*I know that you think you are softening the blow, but really...it's time to just make a clean break. Your boss will appreciate it, and it's just the best way to handle a difficult situation. Be decisive...don't give them any reason to try to counter and talk you into staying....even though they will try.<br />
<br />
2. Realize that this is not an exit interview. (This is not the time to tell them what went wrong. There are two kinds of breakups….the kind where you don’t really want to break up, but are trying to change the other person’s behavior…or the kind where you just want out. You just want out.)<br />
<br />
*The time for changing the relationship has passed...that should've happened during your periodic reviews. You can't change a company's culture...you either adapt to it, or leave.<br />
<br />
3. Never burn a bridge. (Offer 2 weeks' notice and let them know that you’ll work hard and not disparage the company.)<br />
<br />
*Depending on your industry, many company's just walk you out the door. Don't take it personally, they are just doing what is standard for protecting their company intellectual property. Even if you think that they will "walk you out" immediately....offer to stay on and transition your replacement or knowledge to whomever it needs to go.<br />
<br />
4. Ask for a commitment to give a verbal reference.<br />
<br />
*Some companies have a policy in place that won't allow this. Most employees will give you a good reference anyway - assuming that you don't burn a bridge and that you've earned their respect. Don't assume anything. Ask for a cell phone and email address if they give you their commitment.<br />
<br />
5. Offer to submit, for documentation, a written letter of resignation.<br />
<br />
*Again, this is not an exit interview or a "tell-all" magazine headline. Just keep to the specifics of your last day, your offer to stay for 2 weeks from the date of verbal resignation, etc. <br />
<br />
<br />
I'd also like to suggest that if you do have an exit interview, you should make sure to use the time to discuss any business that needs to be taken care of before you leave the premises. For example - get a copy of any documentation that you've signed (non-compete agreements, severance packages, etc.). Also, here is the time to make sure to discuss and get in writing any compensation, bonuses, etc. that you are owed. Make sure you know the company's policy on payments and the laws governing the workforce in your state. Also, make sure to get any HR questions you may have answered - like benefits, cobra, etc. Make sure you also return any company property and equipment. <br />
<br />
Surely every break-up doesn't go easily. Follow these suggestions and at least you'll know how to act when a "wrench" get's thrown into the works. Remember...never....never...never ever...accept a counter offer. More on why not to come.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-91489148665718973652011-11-09T17:26:00.000-08:002011-11-09T17:36:06.250-08:00Harper's Rules - a great book by Danny Cahill<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEidpcxDhJRoRDY1R6g1eBxVQ-drh16yRZlQrOYWBi1mvV2zOZUiUmxyxhlGdps5c414CLbhuorckR8i-xqRTwAGQns-E3RC5WELmoaqQ7BrmZU96rtuSFj_MPxhgTy1cJp8tWvh3florhWw/s1600/T-Book-239.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 147px; height: 200px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEidpcxDhJRoRDY1R6g1eBxVQ-drh16yRZlQrOYWBi1mvV2zOZUiUmxyxhlGdps5c414CLbhuorckR8i-xqRTwAGQns-E3RC5WELmoaqQ7BrmZU96rtuSFj_MPxhgTy1cJp8tWvh3florhWw/s200/T-Book-239.jpg" alt="" id="BLOGGER_PHOTO_ID_5673174756979864210" border="0" /></a><br /><br /><br /><br />I recently finished a great book for all recruiters and job seekers alike. Danny Cahill is one of the best recruiter and sales trainers that I've had the chance to listen to/read. You can check out his work at: http://www.accordingtodanny.com/<br /><br />So, I found it easier for me to pick some of his techniques up by summarizing his character (Sr. Recruiter) Harper's Rules for job seekers. Here is a small slice for anyone thinking that it might be time to change jobs....or "get some feelers out".<br /><br /><!--[if gte mso 9]><xml> <w:worddocument> <w:view>Normal</w:View> <w:zoom>0</w:Zoom> <w:trackmoves/> <w:trackformatting/> <w:punctuationkerning/> <w:validateagainstschemas/> <w:saveifxmlinvalid>false</w:SaveIfXMLInvalid> <w:ignoremixedcontent>false</w:IgnoreMixedContent> <w:alwaysshowplaceholdertext>false</w:AlwaysShowPlaceholderText> <w:donotpromoteqf/> <w:lidthemeother>EN-US</w:LidThemeOther> <w:lidthemeasian>X-NONE</w:LidThemeAsian> <w:lidthemecomplexscript>X-NONE</w:LidThemeComplexScript> <w:compatibility> <w:breakwrappedtables/> <w:snaptogridincell/> <w:wraptextwithpunct/> <w:useasianbreakrules/> <w:dontgrowautofit/> <w:splitpgbreakandparamark/> <w:dontvertaligncellwithsp/> <w:dontbreakconstrainedforcedtables/> <w:dontvertalignintxbx/> <w:word11kerningpairs/> <w:cachedcolbalance/> </w:Compatibility> <m:mathpr> <m:mathfont val="Cambria Math"> <m:brkbin 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font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} </style> <![endif]--> <p class="MsoNormal">Should you leave or should you stay?</p> <p class="MsoListParagraphCxSpFirst" style="text-indent: -0.25in;"><span style=""><span style="">1.<span style="font: 7pt "Times New Roman";"> </span></span></span>If you are acting like you are leaving your job…then you are leaving your job.<span style=""> </span>(taking calls/emails from recruiters, looking at job boards, posting resume, etc.)</p> <p class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><span style=""><span style="">2.<span style="font: 7pt "Times New Roman";"> </span></span></span>If you were unemployed and had a chance to interview for the job you are already in…would you?<span style=""> </span>Would you be interested in looking at other opportunities? (If you are staying at your job just because you are already in it, then you should leave.)</p> <p class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><span style=""><span style="">3.<span style="font: 7pt "Times New Roman";"> </span></span></span>Was it ever what you really wanted?<span style=""> </span>(Did you compromise when you took this job?)</p> <p class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><span style=""><span style="">4.<span style="font: 7pt "Times New Roman";"> </span></span></span>If you didn’t have bills or obligations, would you stay at your job?<span style=""> </span>(“Money is how adults keep score…it counts, but it doesn’t keep us happy.”)</p> <p class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><span style=""><span style="">5.<span style="font: 7pt "Times New Roman";"> </span></span></span>Do you believe what they tell you at work?<span style=""> </span>(Has your boss or employer lost your trust?<span style=""> </span>If so, that is an obstacle you cannot overcome.)</p> <p class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><span style=""><span style="">6.<span style="font: 7pt "Times New Roman";"> </span></span></span>Do you love your job, but feel uncomfortable in your company culture?<span style=""> </span>(Cultures do not change…you either assimilate or leave.)</p> <p class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><span style=""><span style="">7.<span style="font: 7pt "Times New Roman";"> </span></span></span>Are you staying because they “need you right now” or because you “can’t do that to your colleagues”?<span style=""> </span>(Get over yourself…your company will not only survive, but thrive with someone in your seat who is happy at work.)</p> <p class="MsoListParagraphCxSpLast" style="text-indent: -0.25in;"><span style=""><span style="">8.<span style="font: 7pt "Times New Roman";"> </span></span></span>Has your body already told you to leave, but you are hard of hearing?<span style=""> </span>(Pain is the way of demanding change.)</p> *******************<br />By a copy of the book here: http://www.accordingtodanny.com/products.aspx?stype=4<br /><br /><br /><br /><img src="file:///C:/Users/tsmith/AppData/Local/Temp/moz-screenshot.png" alt="" /><img src="file:///C:/Users/tsmith/AppData/Local/Temp/moz-screenshot-1.png" alt="" />Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-24099966368840832302011-07-13T20:09:00.000-07:002011-07-13T20:22:28.340-07:00The One Minute Manager....my thoughts...<img 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" alt="" /> <span style="font-size:85%;"><span style="font-weight: bold; font-family:arial;" >The One Minute Manager - my thoughts.......<br /><br /><br /></span><br /><span style="font-family:arial;">So I just finished the book by Kenneth Blanchard, </span><span style="font-style: italic; font-family:arial;" >The One Minute Manager</span><span style="font-family:arial;">. What an easy read and insightful book. I have heard this referred to as a "must read" for every manager. The book is about 40 minutes of reading and full of insightful and simple tips on how to be effective leading people, leading businesses, and ultimately...leading yourself.</span><br /><br /><span style="font-family:arial;">The book basically boils down to 3 "secrets" of being a One Minute Manager. Namely:</span><br /></span><ol style="font-family:arial;"><li><span style="font-size:85%;">One Minute Goal Setting </span></li><li><span style="font-size:85%;">One minute praising </span></li><li><span style="font-size:85%;">One minute reprimands </span></li></ol><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><p style="font-family:arial;"><span style="font-size:85%;"><strong>SECRET ONE: One Minute Goal Setting</strong></span></p><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><p style="font-family:arial;"><span style="font-size:85%;">Employee submits one-minute, one-page set of goals<br /></span></p><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><ol style="font-family:arial;"><li><span style="font-size:85%;">Agree on your goals </span></li><li><span style="font-size:85%;">See what good behavior looks like </span></li><li><span style="font-size:85%;">Write out each of your goals on a single piece of paper using less<br />than 250 words </span></li><li><span style="font-size:85%;">Read and re-read each goal, which requires only a minute or so each<br />time you do it. </span></li><li><span style="font-size:85%;">Take a minute every once and a while out of your day to look at your<br />performance, and </span></li><li><span style="font-size:85%;">See whether or not your behavior matches you goal</span></li></ol><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><p style="font-family:arial;"><span style="font-size:85%;"><strong>SECRET TWO: One Minute Praising<br /></strong></span></p><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><p style="font-family:arial;"><span style="font-size:85%;">When an employee does something right they are immediately praised for a minute.<br /></span></p><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><ol style="font-family:arial;"><li><span style="font-size:85%;">Tell people right from the start that you are going to let them know<br />they are doing well. </span></li><li><span style="font-size:85%;">Praise people immediately </span></li><li><span style="font-size:85%;">Tell people what they did right, be specific. </span></li><li><span style="font-size:85%;">Tell people how good you feel about what they did right, and how it<br />helps the organization and other people that work there. </span></li><li><span style="font-size:85%;">Stop for a moment of silence to let them feel how good you feel. </span></li><li><span style="font-size:85%;">Encourage them to do more of the same </span></li><li><span style="font-size:85%;">Shake hands or touch people in a way that makes it clear that you<br />support their success in the organization<br /></span></li></ol><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><p style="font-family:arial;"><span style="font-size:85%;"><strong>SECRET THREE: One minute reprimands</strong></span></p><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><p style="font-family:arial;"><span style="font-size:85%;">When an employee does something wrong they are to be reprimanded for a minute.<br /></span></p><span style="font-size:85%;"><span style="font-family:arial;"> </span></span><ol style="font-family:arial;"><li><span style="font-size:85%;">Tell people beforehand that you are going to let them know what they are<br />doing and in no uncertain terms. </span></li><li><span style="font-size:85%;"><strong>The first half of the reprimand:</strong> Reprimand people immediately </span></li><li><span style="font-size:85%;">Tell people why they did wrong, be specific. </span></li><li><span style="font-size:85%;">Tell people how you feel about what they did wrong - and in no<br />uncertain terms </span></li><li><span style="font-size:85%;">Stop for a few seconds of uncomfortable silence and let them feel how<br />you feel. 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style="font-size:85%;"><span style=" line-height: 200%; font-size:9pt;color:navy;" >"When someone asked Einstein what his telephone number was - he had to look it up in a book. He never cluttered his mind with information he could find somewhere else."</span></span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:85%;"><br /><span style=" line-height: 200%; font-size:9pt;color:navy;" ></span></span></p><p class="MsoNormal" style="font-family:arial;"><span style="font-size:85%;"><span style=" line-height: 200%; font-size:9pt;color:navy;" >I also loved the book in summary.....you don't have to fully understand the "why's" of being a One Minute Manager to put it into practice. In fact, putting it into practice immediately and being able to laugh at your own mistakes will make you a better One Minute Manager.</span></span></p><p class="MsoNormal"><span style="font-size:85%;"><span style="font-family:arial;">Great book.....great concepts.</span></span><br /><span style=" line-height: 200%; Verdana","sans-serif"; font-family:";font-size:9pt;color:navy;" ></span></p>Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-45091275053567357512011-06-22T10:32:00.000-07:002011-06-22T10:36:09.418-07:00This is an EXCELLENT article from Judith Aquino at Business Insider that I just had to share! Here is the original link: http://www.businessinsider.com/headhunters-reveal-11-ways-to-ruin-your-chances-of-getting-a-job-2011-6?op=1<br /><br />Check it out! It is called:<br /><br /><h1>Headhunters Reveal 11 Ways To Ruin Your Chances Of Getting A Job</h1><div style="overflow: hidden; color: rgb(0, 0, 0); background-color: transparent; text-align: left; text-decoration: none; border: medium none;"><br />Read more: <a style="color: rgb(0, 51, 153);" href="http://www.businessinsider.com/headhunters-reveal-11-ways-to-ruin-your-chances-of-getting-a-job-2011-6#ixzz1Q1lHViye">http://www.businessinsider.com/headhunters-reveal-11-ways-to-ruin-your-chances-of-getting-a-job-2011-6#ixzz1Q1lHViye</a><br /></div>Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-36326741844675880102011-04-06T19:32:00.000-07:002011-04-06T19:59:56.694-07:00Mmmmmm.....bacon!<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhz_yCsWT9eCFqtjhvF3qPLnzaN2T7_wo1tBR9PqM4iaEf63YQhFzhR3Z9tecz2Kqtk5MQPk97s5ybTRdVUL7cc_RmtfIUFRk7fRjUN52fKmXPl6E64R-JBH2SeIse_VLt_DujFSudEgzTC/s1600/crispy_bacon_1.jpg"><img style="float: right; margin: 0pt 0pt 10px 10px; cursor: pointer; width: 200px; height: 150px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhz_yCsWT9eCFqtjhvF3qPLnzaN2T7_wo1tBR9PqM4iaEf63YQhFzhR3Z9tecz2Kqtk5MQPk97s5ybTRdVUL7cc_RmtfIUFRk7fRjUN52fKmXPl6E64R-JBH2SeIse_VLt_DujFSudEgzTC/s200/crispy_bacon_1.jpg" alt="" id="BLOGGER_PHOTO_ID_5592667927400506930" border="0" /></a><br /><a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg2rafUwitUM-z8xlIHRBpKHLZHZ6OxtI5r4JsKAp2L34ZLAWcvYT7i8LyZr2fHqu8_6FTOyIkwEvLImOo-JC6DmOEHiOT2ImKR7r_fxJuzFlmIwhPznVr0HM5bs_PCLmLKyPw_Dv0u9PB0/s1600/paul_erdos2.jpg"><img style="float: left; margin: 0pt 10px 10px 0pt; cursor: pointer; width: 168px; height: 200px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg2rafUwitUM-z8xlIHRBpKHLZHZ6OxtI5r4JsKAp2L34ZLAWcvYT7i8LyZr2fHqu8_6FTOyIkwEvLImOo-JC6DmOEHiOT2ImKR7r_fxJuzFlmIwhPznVr0HM5bs_PCLmLKyPw_Dv0u9PB0/s200/paul_erdos2.jpg" alt="" id="BLOGGER_PHOTO_ID_5592667793098753714" border="0" /></a><br /><br /><br /><br /><br /><br /><br /><br />I was able to participate in a great training today as part of my company’s weekly recruiter huddle/training session. The training subject matter today dealt with “Referrals” – specifically, how to obtain more referrals and make our jobs as recruiters easier. The training – though a few years old – was by a wonderful trainer in the recruiting industry named Danny Cahill (<a href="http://www.accordingtodanny.com/">www.accordingtodanny.com</a>). On a side note, I find his trainings not only useful, but also entertaining. Of few of the concepts and examples of the Cahill training were definitely worth discussion, along with a few points I’ve considered important as well.<br /><br />How many of you know what the Erdos number is? Ok…then how about the Bacon number? Yes…yes…as in the popular 90’s game “Degrees of Separation from Kevin Bacon”. Well, the Bacon number is actually a play on the original “Erdos number”. Paul Erdos (1913-1996) was a Hungarian mathematician who spent many of his later years living in a suitcase and writing/co-authoring mathematical papers with any colleague that would provide him room and board….at least 1525 of them. As a tongue-in-cheek tribute by fellow mathematicians, the Erdos number was a measure of the “collaborative distance” between any mathematician and their link to Erdos via other writers, and a humorous measure of their “mathematical prowess” based on how close the association was. In modern terms…how close you are to Kevin Bacon determines your “prowess” as an actor/actress.<br /><br />Most mathematicians are connected to Erdos with a number of 8 or less…the average number being 4. Now, there is a point to referencing the Erdos number and the Bacon number or degrees of separation. My point…the world is a small place….and getting smaller every day. As either people looking for a new job or companies/hiring managers looking for the right person, we are not far from the perfect person!!! Our separation from what we are looking for is only a matter of finding the right person to help us out. And here is the best part….you never fully exhaust a network…people meet new people and open new gates every single day!<br /><br />As a recruiter for the past few years, I’ve found that sometimes the best candidates are referrals from other candidates. Not only do Java developers hang out with other Java developers, but they also know database administrators, and QA Engineers, and sales people, and accountants, and managers, and receptionists, and buyers, and etc. etc. etc. Think about your own job and circle of friends…do you only talk to the people that do the exact same thing as you do? Of course you don’t…in fact, if you are anything like me, you probably spend more time talking to people that don’t do what you do for a living – because you are interested in learning more about the world around you.<br /><br />So here are a few things that I think prevent us (whether as job seekers, hiring managers, or recruiters) from maximizing our ability to obtain referrals.<br /><br />1. <span style="font-weight: bold;">Ask</span>. That’s right…just ask. Sometimes the simplest solution solves our most difficult problem. I am a believer that people for the most part WANT to help others. Especially if you have some type of a connection to them. I don’t have any empirical evidence, but as a recruiter for over 10 years, I’ve seen plenty of people willing to help others get a job – for no other reason than they “just wanted to help”.<br /><br />2. <span style="font-weight: bold;">Be honest when you ask</span>. Nobody wants to fill tricked or mislead. Be very upfront when you ask someone for help finding a job, finding a person, or whatever. Again, people want to help…they don’t want to be tricked into helping! I have made many calls or sent many emails over the years to people that didn’t fit any job I was currently trying to fill, but simply to ask them who they know that might be a good fit. I believe people respect you for being direct, and it has kept me in the industry for many years.<br /><br />3. <span style="font-weight: bold;">Give referrals</span>. Maybe another way to look at this is to “add value”. It’s much easier to ask for something important if you are also willing and able to give something important back. I’ve often been given the “what are you doing?” look by managers when telling candidates about jobs that I’m not recruiting on or won’t make any money on….only to receive the benefits down the road when they refer me great candidates.<br /><br />4. <span style="font-weight: bold;">Join groups</span>. There are networking groups out there for just about every profession, all you have to do is look, ask, join, and then contribute. There are networking groups for people looking for work – through government, professional organizations, and non-profit groups like churches. Join, go to the meetings, exchange ideas, learn something new…and most importantly – go back to suggestions #1, 2, and 3….ask, be honest, add value.<br /><br />5. <span style="font-weight: bold;">Technology is your friend</span>. Some of the best ways to build your network include Social Media tools like LinkedIn, Facebook, Twitter, etc. LinkedIn has groups with job postings, discussions, people looking for work, idea exchanges, professional seminars, everything you can think of to help build your network. Facebook is a great place to exchange ideas and ask for help from friends and family. You’d be surprised about how many people will go out of their way to help you.<br /><br />Looking for connections? Check my network and link to me at <a href="http://www.linkedin.com/in/trevorsmith26">w</a><a href="http://www.linkedin.com/in/trevorsmith26">ww.linkedin.com/in/trevorsmith26</a> or <a href="http://www.twitter.com/trevormaxsmith">www.twitter.com/trevormaxsmith</a>Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-14219864249982499912010-11-23T09:54:00.001-08:002010-11-23T09:55:19.661-08:00A Resume is Not Enough - by Holly PaulThis is such an excellent blog, that I thought I'd share it. The weblink is http://www.thetowerlight.com/2010/11/a-resume-is-not-enough/<br /><br />A Resumé is Not Enough<br />18 November 2010 By Holly Paul, US Recruiting Leader, PwC LLP No Comments<br /><br />Perhaps you’ve heard about LinkedIn, the professional social network, but you’re not sure exactly what it is. Or you’ve set up a LinkedIn profile, but you don’t really know what to do with it.<br /><br />For students who are accustomed to Facebook, LinkedIn can feel like a foreign land — a bit uncomfortable and a bit intimidating. It’s true that LinkedIn is a different world from more socially-minded online networks; however, it is a world where students need to be. If you are a student or recent grad who is looking to build your career prospects, setting up a professional profile and becoming active on LinkedIn are absolute musts. Here are the key reasons why.<br /><br />Important people are Googling you.<br /><br />First and foremost, LinkedIn is about professional visibility. When a networking contact, grad school admissions officer or prospective employer types your name into a search engine, you want that person to find something more than your Facebook profile or an article from your college newspaper quoting your opinion about what band should play at spring fling.<br /><br />By having a LinkedIn profile, you’ll guarantee that at least one search result is providing information about your professional accomplishments and goals. LinkedIn profiles rank very highly in search results (almost always on the first page), so having a LinkedIn profile is like a business having a listing in the Yellow Pages: it shows that you are proactively taking part in the professional community. Just as you build your professional visibility by showing up at a company information session, industry association conference or networking event, you need to “show up” online as well. LinkedIn is the place to do that.<br /><br />A resume is no longer enough.<br /><br />In today’s ultra-competitive job market, a good resume is not the only tool required to land a position. Online portfolios, blogs, Twitter feeds and other virtual tools are helping people present their credentials in new ways. Smart students know this and manage the online representations of their credentials as carefully as they craft their resumes and cover letters.<br /><br />LinkedIn profiles can supplement the contents of your traditional one page resume in several ways, even if you don’t have much paid work experience. On your profile you can include volunteer positions, extracurricular experience, Web links to examples of your work and recommendations from people who can vouch for your skills and talents. To make sure that people find of all this supplemental information, be sure to include a link to your LinkedIn profile on your resumes, business cards and in your email signature.<br /><br />Relationships are crucial to your career success.<br /><br />We all know that success is not just about what you know, but whom you know. Another important reason for students to have professional online profiles is to use social networks to build and maintain professional relationships. A LinkedIn presence facilitates networking, and the earlier you begin to network, the more robust your professional relationships will be throughout your career.<br /><br />“I don’t know anyone!” Many students will protest this advice, but this is another important reason to join LinkedIn. By uploading your online address book to LinkedIn, you will discover that you know more professionals than you might think. This includes family, friends, neighbors, former teachers, professionals, work and internship colleagues and many others. And all of these people can potentially lead to connections with hundreds of other people and opportunities. Remember that people are in a different mindset when they are in the professional environment of LinkedIn, so even people you see every day will interact with you in a different, more professionally focused way on the site.<br /><br />LinkedIn also helps you maintain your relationships over time. It can be difficult to keep in touch with the various people you meet in your career; however, when you have a strong online network, you can have small, frequent interactions — like commenting on someone’s status update or answering a question in a group discussion — that keep your relationships strong.<br /><br />Building a global profile<br /><br />Finally, a professional online profile is an essential step toward a global presence and a global network. In nearly every professional field, international relationships are a valuable asset and can lead to exciting opportunities. Almost half of LinkedIn users are outside the United States, representing over 200 countries, so it’s the perfect place to keep in touch with friends you have met while studying abroad, international classmates and alumni and new connections from across the globe.<br /><br />If you don’t have many global relationships, you can make a few on LinkedIn by joining an internationally focused group or participating in some discussions on international issues. Within LinkedIn, there are countless opportunities to forge new relationships and learn about different perspectives from around the world. Of course, none of that can happen unless you sign up and join the conversation!<br /><br />In the end, building a professional presence and growing your professional network on LinkedIn are great ways to declare to the world that you are here, you are ready to contribute and you are eager to make your mark on the world — the online world and the real one.<br /><br />Holly Paul is the US Recruiting Leader for PwC LLP (PwC). PwC employs 30,000 people in the United States and is one of the top recruiters of college students in the country.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-25607313283107155542010-10-08T11:11:00.000-07:002010-10-08T11:15:09.115-07:00Interview Questions NOT to AskThis is too good not to re-post! Original link is http://bit.ly/avB6el<br /><br /><span style="font-weight:bold;">All-Time Deal-Killing Questions to Ask on Your Interview<br />10 Questions Guaranteed to Keep You Unemployed</span><br /><br /><br /><br />By John Kador, Monster Contributing Writer<br /><br />Whenever I meet people who routinely interview job candidates, I always ask them to tell me the worst question they were ever asked by an applicant. I’m constantly startled by what some applicants apparently believe is in their interests to ask. Here are 10 of the worst, most self-limiting questions that applicants have actually asked and the (usually unexpressed) comments of the recruiters who fielded them:<br /><br />1. How many warnings do you get before you’re fired?<br /><br />The better question is: How many warnings do you get before you’re hired? The answer is one. Thanks for providing it.<br /><br />2. Is job sharing a possibility?<br /><br />Possibly, but does this mean you can’t give us a commitment for full-time work?<br /><br />3. Can you tell me whether you’ve considered the incredible benefits of telecommuting for this position?<br /><br />Why do you want to get out of the office before you’ve even seen it?<br /><br />4. Is relocation a necessary part of the job?<br /><br />The very question raises doubts about your willingness to relocate. Even if the person selected for the position is not on a relocation track, the negativity of the question makes me wonder whether you’re resistant in other areas as well.<br /><br />5. I understand that employee paychecks are electronically deposited. Can I get my paycheck the old-fashioned way?<br /><br />You’re already asking for exceptions. What’s next? And are you afraid of technology?<br /><br />6. I won’t have to work for someone with less education than I have, will I?<br /><br />We’ll spare you that possibility. You clearly have a chip on your shoulder. Why should we take a chance that you don’t have other interpersonal issues?<br /><br />7. Can I see the break room?<br /><br />Sure, it’s on your way out.<br /><br />8. What does this company consider a good absenteeism record?<br /><br />It starts with guaranteeing your absence.<br /><br />9. What is the zodiac sign of the company president?<br /><br />Not sure, but his sign is opposite to yours. There will never be conjunction.<br /><br />10. Is it easy to get away with stuff around here?<br /><br />It would be a challenge even for someone with your credentials. Too bad we’ll never find out.<br /><br />Yes, Virginia, There Really Are Dumb Questions<br /><br />It’s hard to generalize about such stunningly bad interview questions, but they all are forms of “me” questions -- questions that appear to put your needs before those of the employer. The best interview questions focus on what the applicant can do for the company, not what the company can do for applicant. Remember, interviewers will be asking themselves, “Do I really want this person in the next cubicle?” Be certain that the questions you ask don’t raise barriers or cause interviewers to doubt your professionalism. Remember, your goal in the interview is to get an offer. Once you have the offer, that’s the time to ask what the company can do for you. <br /><br />Rules for Asking Better Interview Questions <br /><br /> * Ask Open-Ended Questions: Closed-ended questions can be answered “yes” or “no” and begin with words such as “did,” “have,” “do,” “would” and “are.” Open-ended questions usually begin with “how,” “when” and “who” and create opportunities for a conversation and a much richer exchange of information.<br /> <br /> * Avoid “Why” Questions: Queries starting with “why” often come off as confrontational and can make the interviewer defensive. Reframe using “how.”<br /> <br /> * Avoid Long Questions: One point per question, please.<br /> <br /> * Avoid Obvious Questions That Are Easy to Look Up: Otherwise you look lazy.<br /> <br /> * Avoid Leading Questions: Leading questions signal the interviewer that you are looking for a specific answer or are being manipulative. <br /> <br /> * Ask Questions the Interviewer Can Answer: Want to make interviewers defensive and uncomfortable? Ask them questions they don’t know the answer to or can’t answer because of confidentiality. <br /> <br /> * Get to Yes: Your goal is to end the interview on an affirmation. In fact, the more “yeses” and statements of agreement you can generate, the better off you will be.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-46707347204369722412010-05-26T20:51:00.000-07:002010-05-26T20:59:58.012-07:00Does the Pirate Code apply to job hunting?<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBN-0UNcj5LaSgts4HGZliu5d2D9JuTdn4ogZOt85BNVQJe087BeDSb9GL8_FwpIpLNo3dRrE_mSFv32UbjJo4qZfYFy0G0rGC3Kl3j7Jy0qmkWlvHfCc9AbRL_9mK_cH10pYBIDT9pX6e/s1600/Pirate+code.htm"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 276px; height: 400px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBN-0UNcj5LaSgts4HGZliu5d2D9JuTdn4ogZOt85BNVQJe087BeDSb9GL8_FwpIpLNo3dRrE_mSFv32UbjJo4qZfYFy0G0rGC3Kl3j7Jy0qmkWlvHfCc9AbRL_9mK_cH10pYBIDT9pX6e/s400/Pirate+code.htm" border="0" alt=""id="BLOGGER_PHOTO_ID_5475792906194694818" /></a><br /><br /><span style="font-style:italic;">“... first, your return to shore was not part of our negotiations nor our agreement, so it must do nothing, and secondly you must be a pirate for the Pirate's Code to apply and you're not, and thirdly <span style="font-weight:bold;">the code is more of what you call guidelines than actual rules</span>, welcome aboard the Black Pearl, Miss Turner ...” - Captain Barbosa </span><br /><br />Funny, these are the same words that come to mind when I come across job descriptions. How many times as a recruiter have I been given a job description that really is “more of what you call guidelines than actual rules”. There is absolutely nothing wrong with it, but it is powerful knowledge if you are aware of it. Is it a hard and fast rule that job descriptions are just guidelines?...no, but it happens more often than not.<br /><br />To understand how to use this to your advantage as a job-seeker, you need to understand how most job descriptions come to pass. More importantly, as my last blog discussed, you need to understand how/why a job opening is created in the first place. New job openings are typically created by a couple of reasons:<br /> <br />1. It is an existing position that needs to be re-filled due to attrition or promotion.<br />2. It is a new opening created by a business need/purpose.<br />3. It is an opening similar to something else the company is already doing, but created to supplement due to an increase in workload.<br /><br />Once a position is identified and recognized as needing to be filled, a job description is created. The description is typically written by either a manager or by human resources. I’ve seen that in most cases, managers don’t have a ton of free time to be sitting around writing intricate job descriptions, and many human resources professionals really don’t have a deep understanding of the position and required skills. Not pointing fingers here….just the plain truth! <br />In order to be efficient, most managers and or human resource personnel will find a previously used description and use it. That is a good way to start, but often the position, project, duties, and personnel around the opening have changed since it was last open. Often the time is just not available to sit down in an exit interview and have the person who is leaving or being promoted put together a “job description” and list of their day-to-day tasks. This usually results in a job description that contains a “laundry list” of skills, duties, and requirements. <br /> <br />As a recruiter, I have the benefit of being able to talk to the hiring manager and ask the questions like:<br /><br />• What does the typical day look like for this person/position?<br />• Which of the skills on the job description are “nice to have” and which are “absolute necessity”?<br />• What were the strengths of the last person in this position? Weaknesses?<br />• Do you want a new employee with the same skill-set as the former employee?<br />• If I can’t find a person that is a 100% fit, will 90% work? 80%? 70%?<br />• What type of personality is going to function best in this position?<br /><br />As a job seeker, you should be thinking about the same types of questions. Take some time to see if you know of anyone in the company that might be able to help you understand the need better. Most importantly, approach the job description and your resume/cover letter with a few things in mind including:<br /><br />• What skills on this description match my expertise? Write your resume/cover letter highlighting those skills.<br />• What requirements are not as good a fit? Write your resume/cover letter to show your exposure to these technologies/skills or technologies/skills similar to those required and how you’ve used them.<br />• Identify the skills you do not possess. Why don’t you have these skills? Is there a way you can obtain them?...ie books, training, mentoring, etc?<br />• Always remember, your resume <span style="font-weight:bold;">MUST</span> be customized to each position/description. It is a way for you to get an interview, not to talk about everything you’ve ever done! Talk about your other skills and what you can bring to the company in the interview…use your resume to show them that you are either an exact or at least a very close match!<br /><br />Use these tips. They will definitely help you obtain more interviews and make more valuable connections during your job search. Don’t forget, getting the right job is work….hard work. Approach your search with the same tenacity that you will approach the job once you land it. <br /><br />For more tips, stay tuned.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-68218539640982670792010-03-09T08:58:00.000-08:002010-03-09T09:00:19.163-08:00Don't Be Afraid of Change<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://t1.gstatic.com/images?q=tbn:uURFXs3MubSJYM:http://3.bp.blogspot.com/_Vr8Xl0cbUZA/SOtQgcIMVUI/AAAAAAAADog/erh9h35CYIU/s400/Image%2B%253D%2BDon%27t%2BBe%2BAfraid%2BOf%2BChange.jpg"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 95px; height: 124px;" src="http://t1.gstatic.com/images?q=tbn:uURFXs3MubSJYM:http://3.bp.blogspot.com/_Vr8Xl0cbUZA/SOtQgcIMVUI/AAAAAAAADog/erh9h35CYIU/s400/Image%2B%253D%2BDon%27t%2BBe%2BAfraid%2BOf%2BChange.jpg" border="0" alt="" /></a><br /><br /><span style="font-weight:bold;">“Opportunity is missed by most people because it is dressed in overalls and looks like hard work.” - Thomas Edison</span><br /><br />The key to being successful as a job seeker often times comes down to our ability to recognize change. Plain and simple…CHANGE…embrace it, anticipate it, and most importantly – benefit from it. Understanding change, requires a better understanding of the “hidden job market”.<br /><br />What is the “Hidden Job Market”? Quite simply, the hidden job market is the market of jobs that are open, yet generally unadvertised. To understand this hidden job market, it’s easiest to understand the process of job creation…in other words…how jobs are created.<br /><br />Job creation is the result of either a problem or an opportunity arising in an organization. In the most basic terms, the job creation process is set in motion because something has changed. Change can occur either inside or outside of the organization. Sometimes changes are positive (market growth, increased sales, new product line, etc.), sometimes they are negative (unsatisfactory performance, turnover, etc.). Either way, change is good for you as a potential job seeker.<br /><br />The next step in job creation occurs when the organization recognizes the problem or opportunity. Sometimes this happens immediately, sometimes it is even anticipated…often times though, it takes weeks or even months to be recognized. As a job seeker, this can be a very good spot to take a proactive approach to the job search. Once the organization recognizes the problem or opportunity, it creates a job to solve the problem or capitalize on the opportunity.<br /><br />Here is where the “fun” begins. Once a job is created, the obvious next step is for the employer to fill the vacancy. At this point, what does the employer do to fill the position? <br /><br />The first place that most employers turn to fill a vacancy is within their professional network. The professional network for a business consists of:<br />1. Hiring Manager’s trusted friends and colleagues.<br />2. Internal employees’ trusted friends and colleagues.<br />3. Hiring Manager’s and employees’ professional network.<br /><br />The next place that most employers will turn is asking for referrals from the professional network. At this point in the job creation process, the opening is not advertised…therefore “hidden”. As we discussed last month, some professionals estimate that 80% of the jobs are filled at this point.<br /><br />Here is a list of questions that should guide the job seeker:<br />• What companies are going through changes?<br />• What is the change they are going through?<br />• What opportunity does this change create for me?<br />• Am I a part of this company’s professional network?Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-86974052357504301292010-02-10T13:48:00.000-08:002010-02-10T13:53:58.601-08:00Is Your Job Search Like Bill Buckner?<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgMO3qC_ktKZGDiuN5Lf2efT-pVWemFZ72i9Pw5pVJ3kTypJGRUsjLAKwUN1rkAWXj4sE01v-hF6yatxkRtjGaTH_6ZwDgOv7QoLmKzfL3VWUaQbCaEqp8yip5O9MrHIaPQwq5CinmEJZiw/s320/signed+stanlye.jpg"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 320px; height: 255px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgMO3qC_ktKZGDiuN5Lf2efT-pVWemFZ72i9Pw5pVJ3kTypJGRUsjLAKwUN1rkAWXj4sE01v-hF6yatxkRtjGaTH_6ZwDgOv7QoLmKzfL3VWUaQbCaEqp8yip5O9MrHIaPQwq5CinmEJZiw/s320/signed+stanlye.jpg" border="0" alt="" /></a><br /><br />Are you Bill Buckner?<br /><br /><br />Ok…I admit it. I am a huge baseball guy. You may even call me a baseball geek. It’s early February and I’m already wondering how close we are to having pitchers and catchers report to MLB training camp. (Seven days or so in case you are wondering). <br /><br />This time of year, my mind always wanders in two distinct directions. First, what is my team going to do this year to shore up their pitching and power hitting deficiency? Second, I can’t help but go back to the best Fall Classic of my life – the 1986 World Series and famous/infamous (depending on your side of the ledger) “Buckner Ball”.<br /><br />Let me just relive the moment for my own amusement. Late October, Game 6 of the World Series, Boston leads the best-of-seven series 3 games to 2, and has a two-run lead with two outs in the bottom of the tenth inning. New York has 3 straight singles to tie the game and then Mookie Wilson, of the Mets, steps up to the plate. After fouling off hundreds of pitches (or several anyway), Mookie hits a slow ground ball down the first base line towards Buckner (an All-Star first baseman). “Billy Buck” had quite literally fielded thousands of these ground balls through his career (though originally an outfielder). This was just another routine ground ball….field it, step on the bag, game over….Boston Red Sox break the “curse of the Bambino” and are World Champions.<br /><br />Then it happened. The routine ground ball somehow goes right under the glove of Buckner and dribbles into right field – allowing Ray Knight to score the game winning run. Mets win!...then come back to win the Series in Game 7. Yes…I’m a huge Mets fan.<br /><br />So what does any of this rambling have to do with Job Searching? Everything in fact. “What are you doing to find a job?” This is a question I ask people at least 5 to 10 times each day. The answers are surprising. Typically, the answer is, “Well, I check Monster.com and I’ve talked to a few recruiters.”<br /><br />So how important is your job search? Is it really only important enough to check a few job boards and send an email to a recruiter or two? Well, most of the candidates I speak with are really just doing what they’ve done in the past. It’s not that they don’t care…it’s more that they are creatures of habit, and have done it this way…many times. So many times, in fact that the job search for many has just become a matter of routine. A routine that is so in-grained in many job seekers, that they just take their eyes off the ball and it trickles in to right field and costs them the game, the World Championship, and immortality (the good kind, not the “Buckner” kind).<br /><br />Yes, times have changed and there is definitely more to finding the right career spot than checking a few job boards, talking to a few recruiters, or gasp……looking at the classified ads in the paper.<br /><br />Do you know about the “Hidden Job Market”? Some professionals say that nearly 80% of openings are filled before they ever become public. If that is the case, then a true job search needs to be able to both identify and penetrate the “hidden job market”. If you are unable to access the hidden market, you risk competing for the 20% of advertised positions with all of the other job seekers.<br /><br />If you are looking for a new opportunity, do you know:<br />• How jobs are created…and what sets the process in motion?<br />• What is the first step an employer generally takes to look for candidates?<br />• If the first step doesn’t work, what is the next step?<br />• Finally, when the job becomes public/posted, how do you get noticed?<br /><br />More information to come. Stay tuned, and Go Mets! I hope we get some pitching this year.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-56660803784194699542010-01-07T13:49:00.000-08:002010-01-07T13:52:21.683-08:00The Benefits of Contract Workers<span style="font-weight:bold;">Would your business benefit from contract/temporary help?</span><br /><br />Patricia Schaefer wrote a great article for Business Know-How (<a href="http://www.businessknowhow.com">www.businessknowhow.com</a>) that I thought I’d summarize and add some thoughts to. You can find her article in it’s entirety at <a href="http://www.businessknowhow.com/manage/hire-temp.htm">http://www.businessknowhow.com/manage/hire-temp.htm</a><br /><br />Since the birth of the Temporary Staffing industry in the 1940’s, the industry has evolved from “seat-warmer” type of fill-in employees to the highly skilled (and highly courted) valuable contractors. The use of these highly skilled employees has become the norm across most industries, from health care to construction to information technology. In fact, according to the US Bureau of Labor and Statistics, the temporary work industry has grown 5 times more than national employment.<br /><br />In evaluating your business needs, keep in mind some of the benefits of utilizing contract employees including:<br /><br />1. Flexibility your business needs to adjust quickly to workload fluctuations. Some of the reasons the companies hire temps include:<br />• Employee absences due to illness, vacation, disability or maternity leave, or sudden departure.<br />• Peak periods, special projects, product contracts, etc.<br /><br />2. The ability to maintain staffing flexibility. Right now, the employment pool increasingly consists of a mix of temporary and full time employees. This creates a more efficient workplace and provides greater opportunities for both employees and employers. <br />• Contract work appeals to many types of workers including workers with: specialized skills, flexible hours, family commitments, education upgrades, industry expertise garnered from working with various clients.<br /><br />3. Ability to evaluate talent. Many companies utilize temps in different ways to assist in the hiring process. <br />• Contractors are a great way to continue to produce at high levels while searching for a full time employee. <br />• Many companies also use agencies as a resource to hire the same worker for different projects at different times – which can lead to a hiring commitment. <br />• Companies can use contractors and evaluate them for full time openings with little commitment – if it’s not the right fit, the contractor can easily be replaced. <br />• A temporary or project assignment can also server as a “working interview”.<br /><br />4. Savings of time and money. In the short term, it is generally more cost-efficient to hire contract employees versus full time employees. The responsibility that an agency covers (financial burden) with a contractor can include:<br />• Hours and money spent recruiting/sourcing candidates.<br />• Screening, interviewing, testing, hiring candidates.<br />• Payroll expenses, payroll and withholding taxes, paperwork.<br />• Training.<br />• Unemployment and workers’ compensation insurance.<br />• Employee benefits – medical, dental, vision insurance, retirement/401k, holiday pay, vacation time/pay, etc.<br /><br />5. Contract employees provide specialized skills and industry experience. Contract employees today are highly skilled professionals that can tackle one-time projects with time and scope limits. They bring with them a wealth of experience in specific technologies and skills, along with different perspectives from other industry leaders.<br /><br />6. Long-term relationships with a staffing agency. When you find a company that continually provides the contract employees that work successfully with your company, you can establish a long lasting relationship that positively affects both parties. A good (even exclusive) relationship with a good agency can help you more easily achieve your company goals. <br /><br />How about concerns? One of the biggest concerns that companies deal with in evaluating their need for temporary or contract workers is the question of reliability. Some surveys conducted in the industry find an assumption that contract workers are generally less reliable than their permanent employee counterparts.<br /><br />Joe Broschak, Assistant Professor of Organizational Behavior at the University of Illinois at Urbana-Champaign, shared some of his findings about a study of temp workers: “On average, these temporary workers displayed better performance relative to goals compared to their full-time counterparts.” For those temps later hired as full-time employees, Broschak reported that “they continued to become better workers after becoming permanent.”<br /><br />The time is here. If you aren’t using contract employees, it’s the first of the year and a great time to evaluate your business needs and goals. Ask yourself the question: “Would your business benefit from contract/temporary help?”Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0tag:blogger.com,1999:blog-5538990978942217208.post-29166106141029201902009-12-09T09:23:00.000-08:002009-12-09T09:30:15.403-08:00Are you out of your mind-set?So Happy Holidays to everyone. While typically I like to discuss hiring tips and techniques directed more towards hiring managers than job seekers, I’d like to go a little different route this month, and focus these remarks towards job seekers. Let’s face it, at some time or another….we are all job seekers.<br /><br />Most people have been affected in some way by the economy. Either you’ve lost your job, lost a portion of your income, made a change to a new career, or at least know someone that has. I’d like to focus on a subject that is extremely important for finding success as a Job Seeker……….. “job seeker mindset”.<br /><br />So what is the “proper” mindset a job seeker should have to ensure success?<br /><br />In very general terms, there are most commonly 2 schools of thought…both very distinct in their differences. <br />• Mindset #1: Supreme confidence… “This job is mine!”<br />• Mindset #2: Cautiously optimistic… “Here we go…get ready to hear “No”.”<br /><br />So which is best? What is the secret to cultivating a successful mindset?<br /><br />Mindset #1 is a very upbeat and positive attitude towards the “hunt”. People with this type of mindset feel that every job is theirs to have and it’s just a matter of getting in front of the decision maker. This attitude is very “here is what I can do for you” in its mode of delivery. This job seeker looks at the search/interview process as a sales process, ie… “I’m the product and I’m showing you the benefits of buying me.”<br /><br />Mindset #2 is more passive, often classified as “realism”. People with this type of mindset feel that the right job is out there, but there are also other candidates who may be more qualified or a better fit. This attitude is very “I am a good fit, but it’s your decision” in its mode of delivery. This job seeker looks at the interview process as an explanation of what they can do for the company, but in a more passive fashion than #1.<br /><br />In order to understand the “best” mindset for success, let me draw upon some of the things I’ve observed about hiring over the span of my career as a recruiter. I don’t want to call these “Hiring myths” or pretend they are the “absolute” in truth….just observations:<br /><br />1. The candidate with the best qualifications DOESN’T always get the job.<br />• Qualifications are important, but so are other factors including: personality, relationship to the company (personal or professional), compensation requirements, appearance, upside/growth potential, etc.<br /><br />2. Not every position goes to the person that “sells themselves” the best. <br />• Selling yourself as a candidate while important, comes naturally to some people….and some hiring managers are looking for those who can “sell themselves”…but not all.<br />• If the sole purpose of your interview is to “sell”, then you may miss very important information regarding the opportunity. Is it really right for you, your skills, interests, and short/long term career goals? Are you answering honestly, or just trying to give the interviewer “what they want to hear”? Are you identifying potential concerns that could keep you from being successful at this opportunity or with this company?<br /><br />3. “Who” you know often out-weighs “What” you know.<br />• I am convinced through my own job searches and my experience as a recruiter that companies and managers typically want to surround themselves with people they trust and like. Yes, it is only one factor, but an important one. Look back at how many jobs you got through a personal network or recommendation…it does matter!<br /><br />4. Skills, knowledge, and experience are all essential to landing the right job, but be careful of where you place your emphasis.<br />• While there is rarely (if ever) a detriment to training, skills, and experience, be careful to understand that the hiring manager may rank the importance level of each differently than you. Some managers think certain skills are more important than others…some weigh experience heavier than others…some weigh education and training differently. Be aware that what you think will make you successful in the job may be different than what they think.<br /><br />Ultimately, my point is that either mindset can be effective or ineffective – depending on your own personality and that of the hiring manager. While I am always one to advocate the importance of being able to sell your skills and have confidence, I also try to prepare every candidate for the reality that…this is a long process and there will be ups and downs….so get ready for some rejection (it helps you grow if you know what to do afterwards).<br /><br />One of the most important things I’ve learned over the years is something that every recruiter probably tells every candidate: “The best time to look for a job…is when you have a job!” Job seeking and successful searches are always a factor of confidence and comfort. If you aren’t comfortable in the interview, the resume writing, the negotiation, or the search itself, your results will reflect it. Choose a mindset that works best with your personality and most importantly, try to identify what each hiring manager is comfortable with as well. Don’t force a square peg into a round hole…because the hiring manager won’t either.Trevorhttp://www.blogger.com/profile/10947123714031298147noreply@blogger.com0