Resume "Psychology"

Can anyone here read Greek?  γνῶθι σεαυτόν   transliterated: gnōthi seauton ....in other words, "KNOW THYSELF".

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:  http://www.youtube.com/watch?v=8XHkMPA1334  - A great parody song showing a piano player with his compilation of "all about me" songs, extolling the virtues of well....himself.

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.

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:

1.  Human Resources and/or Recruiters. 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?  KEY WORDS - 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.

2. Hiring Managers.  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 HOW DID YOU USE THE TECHNOLOGY.  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.

3. Team Members.  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:  "Can I work with this person everyday" 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.

4.  Executive Management.  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 QUANTIFIABLE ACCOMPLISHMENTS.  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.

 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:
 - Contact information (keep it professional)
 - Resume Length (most tech resumes should be 2-4 pages)
 - Aesthetics (use appropriate bolding, readable font + size, bullets not paragraphs, white space)
 - Format (Experience, Education, Awards, Industry Involvment, etc.)

More coming soon.....

Life is Baseball.....Baseball is Life

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.

1. Tony Gwynn.  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.
2. Adam Dunn.  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.
3. Barry Bonds.  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.  

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. 

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.

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.

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?"

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!

Be Careful What You Ask For...

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".

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".

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 right job comes along".

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.  RIGHT 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.

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":

1. 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?  
2. 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.
3. 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.
4. 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.
5. 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.

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.