This morning I received a text that excitedly stated, “Got the job!!!!!” I was not so much surprised that she was selected as much as how quickly the offer came. It was only yesterday afternoon that she had been one of 15 interviewees vying for the same position, with 15 more scheduled for today.
It certainly is true that she must have done well in the interview itself, and been prepared to answer questions confidently. She also is a well-qualified candidate with an outstanding background – all important factors for landing the position. But there is one thing that most likely made the difference in her selection being made so quickly, and that is the simple act of following up after the interview with a Thank You note (email in this case due to time constraints).
Why did this gesture turn the tide? Because as is the case often with interviewees, a ranking order begins to take shape after each completes the interview. She obviously was the best candidate yesterday, and from what the company knew about the each of the 15 candidates scheduled to interview today, they felt there was no reason to waste their time with anyone else once they received her Thank You email. Specifically, the mentions in her note that indicated that she was truly interested in the position backed with examples why, and examples of how she hoped to contribute to the organization if offered the position. The note wasn’t complicated, but simple and straight to the point. Once they heard this from her, they pulled the trigger. It really can be that simple.
For more specifics on Thank You Notes, please refer to a previous post here. After an interview, a Thank You note can make all the difference by keeping you at the forefront of the interviewer’s mind when it comes time to make the choice on who is hired.
Friday, March 30, 2012
Thursday, March 29, 2012
Reference Checks: the "How", "What" and "Why" You Should Be Aware Of
I was posed a question earlier today by a job seeker regarding reference checks. Specifically, he wanted to know how often do prospective employers call to check references, and what specifically do they ask. It is an inquiry that comes up quite often, and one that is worth addressing for the benefit of others, particularly in knowing how the right references can benefit you. Conversely, bad references can be damaging, so be aware of some of the aspects prior to them being checked.
So how often DO potential employers check references? In my experience not as often as they should (which I believe should be 100% of the time), but enough to be concerned if you are not prepared. When you are asked to provide references, be absolutely certain that your references are aware that their names have been provided. There is nothing worse for a candidate than calling up one of his/her references, and hearing “who?” from the person on the other end of the line. I have had this happen a few times, but one time that stands out in my mind was a reference I was provided by a certain candidate. The credentials of the candidate were definitely impressive – he was the CEO of a well-known company in the area. The only problem was, he couldn’t for the life of him think of who it was I was asking him to provide a reference for. It turned out that this young man’s father was an “acquaintance” of this CEO, but in reality knew neither him nor his father well enough to vouch for either. It was embarrassing for him, and was a contributing factor in costing him the job.
Don’t rely solely on references you have provided being the only ones checked. I know people in HR departments at companies who have no qualms with calming any and all former managers, colleagues or personnel from the applicant company’s former HR department they can find. The reason of course is that most of the time a more candid picture will be painted by those who can serve as references but are not directly provided by the candidate. I have used this method to discover big discrepancies in the length of work service stated (by as much as 18 months), and in one case found out the candidate had never worked for a listed company at all! After one interview with a prospective candidate, there were enough red flags raised in the responses given that I was highly suspicious. That skepticism was confirmed when I contacted the Ivy League school the individual had supposedly graduated from and it was confirmed no one with that name had graduated, let alone attended school there.
Don’t be completely scared by this though, because as I mentioned previously, there are still a good share of companies and employers I come in contact with or work with directly that do not take time to check a single reference. I don’t agree with it or advocate it, but it happens. In a couple of my previous jobs before being a recruiter, I worked for organizations that didn’t call any of my references. In at least one position I remember my references not being called until several weeks after I had started, and even then I think they only called one, maybe two. I am of the opinion that this is a risky practice, but it does still happen.
So what specifically do prospective employers ask when they call? Well there are companies that out of fear of being sued have taken a stance on only confirming dates of employment, salary, and that the individual actually worked there. The trick I have found if I want more information is to try and contact someone a little further down the totem pole. They seem to be a little more open, and even eager in some cases, to share information someone at the top normally would not. Just be aware that it could go either way depending on who is called, and how willing he or she is to provide answers. Be prepared.
Then there is the concern of references that aren’t so much in your favor. Some in fact are downright bad. If you are worried about receiving a bad reference, how do you deal with it so that your chances for securing employment are not completely ruined? First, if you gather from the interviewer or hiring manager that reaching out to all references rather than just those you provide is the preferred method you may want to consider warning the potential employer that you may have someone (or more) who may not give you a completely sparkling reference. Tackling the issue head on and explaining your side of an issue is far better than letting them hear the other side with no frame of context first. Again, it is advantageous that those who can positively vouch for your work be solicited, and if you can encourage the prospective employer to also contact these colleagues, it certainly will help you. The other common option is to ask the bad reference if he/she would be willing to discuss the matter, and come to an agreement of some sort so as to not inhibit your ability to secure future employment. It could be that you left on bad terms and simply need to clear the air, or it could be much worse, where you believe the person is purposely or spitefully spreading untruths that paint you in a bad light. If this is the case, consider going directly to HR. The legal implications are enough to usually put a stop to it, bringing us back full circle on why so many employers have taken a position of only confirming or verifying information.
Above all, be aware of the types of references checks that can arise, and be prepared to use them to your advantage or negate the undesirable consequences.
So how often DO potential employers check references? In my experience not as often as they should (which I believe should be 100% of the time), but enough to be concerned if you are not prepared. When you are asked to provide references, be absolutely certain that your references are aware that their names have been provided. There is nothing worse for a candidate than calling up one of his/her references, and hearing “who?” from the person on the other end of the line. I have had this happen a few times, but one time that stands out in my mind was a reference I was provided by a certain candidate. The credentials of the candidate were definitely impressive – he was the CEO of a well-known company in the area. The only problem was, he couldn’t for the life of him think of who it was I was asking him to provide a reference for. It turned out that this young man’s father was an “acquaintance” of this CEO, but in reality knew neither him nor his father well enough to vouch for either. It was embarrassing for him, and was a contributing factor in costing him the job.
Don’t rely solely on references you have provided being the only ones checked. I know people in HR departments at companies who have no qualms with calming any and all former managers, colleagues or personnel from the applicant company’s former HR department they can find. The reason of course is that most of the time a more candid picture will be painted by those who can serve as references but are not directly provided by the candidate. I have used this method to discover big discrepancies in the length of work service stated (by as much as 18 months), and in one case found out the candidate had never worked for a listed company at all! After one interview with a prospective candidate, there were enough red flags raised in the responses given that I was highly suspicious. That skepticism was confirmed when I contacted the Ivy League school the individual had supposedly graduated from and it was confirmed no one with that name had graduated, let alone attended school there.
Don’t be completely scared by this though, because as I mentioned previously, there are still a good share of companies and employers I come in contact with or work with directly that do not take time to check a single reference. I don’t agree with it or advocate it, but it happens. In a couple of my previous jobs before being a recruiter, I worked for organizations that didn’t call any of my references. In at least one position I remember my references not being called until several weeks after I had started, and even then I think they only called one, maybe two. I am of the opinion that this is a risky practice, but it does still happen.
So what specifically do prospective employers ask when they call? Well there are companies that out of fear of being sued have taken a stance on only confirming dates of employment, salary, and that the individual actually worked there. The trick I have found if I want more information is to try and contact someone a little further down the totem pole. They seem to be a little more open, and even eager in some cases, to share information someone at the top normally would not. Just be aware that it could go either way depending on who is called, and how willing he or she is to provide answers. Be prepared.
Then there is the concern of references that aren’t so much in your favor. Some in fact are downright bad. If you are worried about receiving a bad reference, how do you deal with it so that your chances for securing employment are not completely ruined? First, if you gather from the interviewer or hiring manager that reaching out to all references rather than just those you provide is the preferred method you may want to consider warning the potential employer that you may have someone (or more) who may not give you a completely sparkling reference. Tackling the issue head on and explaining your side of an issue is far better than letting them hear the other side with no frame of context first. Again, it is advantageous that those who can positively vouch for your work be solicited, and if you can encourage the prospective employer to also contact these colleagues, it certainly will help you. The other common option is to ask the bad reference if he/she would be willing to discuss the matter, and come to an agreement of some sort so as to not inhibit your ability to secure future employment. It could be that you left on bad terms and simply need to clear the air, or it could be much worse, where you believe the person is purposely or spitefully spreading untruths that paint you in a bad light. If this is the case, consider going directly to HR. The legal implications are enough to usually put a stop to it, bringing us back full circle on why so many employers have taken a position of only confirming or verifying information.
Above all, be aware of the types of references checks that can arise, and be prepared to use them to your advantage or negate the undesirable consequences.
Tuesday, March 27, 2012
LinkedIn Is Still King, But Twitter is Up and Coming Among Recruiters
I did something in 2012 that I had been resistant to for quite some time: I started a Twitter account. Apparently I am not alone. According to a new report released by Bullhorn Reach (The 2012 Social Activity Report- The Definitive Look at Social Media Usage in Recruiting) that surveyed over 35,000 recruiters, an increase of activity on Twitter is expected among all in 2012. Part of this can be attributed to recent launch of the new Twitter business pages, but more of it can be ascribed to the fact that Twitter has not been tapped into fully yet by this group. My belief is that this is about to change.
The report findings conclude that recruiters are connected on all three networks, but are using LinkedIn and Twitter much more than Facebook to recruit talent. It is interesting to note that while LinkedIn is driving the most views and applications per job posted on the “big three” social networks, analysis showed that Twitter followers are much more likely to apply for a job than connections on LinkedIn or friends on Facebook. Why? I believe this is due in part to much larger networks on LinkedIn, where the intent is to continually increase connections in order to tap into more talent. At least for me, Twitter is a more targeted audience. In any case, it is important to understand how each of these social networks are being utilized by recruiters so that you can correctly set your strategy.
Some other findings of note from the research:
• While 21% of recruiters are connected to all three social networks, the data shows that 48% of recruiters are using LinkedIn exclusively and are not leveraging the other two networks for social recruiting
• LinkedIn is the most widely used social network for social recruiting, followed by Twitter and then Facebook
• Recruiters are rapidly ramping up their usage of Twitter (with over 100 million active users), and the site has become the second most adopted network among recruiters with 19% using it in combination with LinkedIn for recruiting
• Twitter followers are most likely to apply via a social network, with recruiters receiving almost 3 times more applications per contact from Twitter than from LinkedIn and 8 times more than Facebook
• Agency recruiters receive 11 times more Twitter applications and 3 times more LinkedIn applications than corporate recruiters using the same channels
Although LinkedIn still receives more applications and garners more views than the other two networks, Twitter is expected to narrow that gap this year. I personally did not fully realize the potential on Twitter, but am definitely beginning to understand it now. It would be several years, if ever, before Twitter catches up to LinkedIn. But job seekers cannot ignore these findings, especially when social networks play such a huge role in recruiting and job searching. And if you are a job seeker that has been resistant to joining the social media revolution, you are missing out on capturing a significant opportunity that could literally reduce your job search time to a fraction.
The report findings conclude that recruiters are connected on all three networks, but are using LinkedIn and Twitter much more than Facebook to recruit talent. It is interesting to note that while LinkedIn is driving the most views and applications per job posted on the “big three” social networks, analysis showed that Twitter followers are much more likely to apply for a job than connections on LinkedIn or friends on Facebook. Why? I believe this is due in part to much larger networks on LinkedIn, where the intent is to continually increase connections in order to tap into more talent. At least for me, Twitter is a more targeted audience. In any case, it is important to understand how each of these social networks are being utilized by recruiters so that you can correctly set your strategy.
Some other findings of note from the research:
• While 21% of recruiters are connected to all three social networks, the data shows that 48% of recruiters are using LinkedIn exclusively and are not leveraging the other two networks for social recruiting
• LinkedIn is the most widely used social network for social recruiting, followed by Twitter and then Facebook
• Recruiters are rapidly ramping up their usage of Twitter (with over 100 million active users), and the site has become the second most adopted network among recruiters with 19% using it in combination with LinkedIn for recruiting
• Twitter followers are most likely to apply via a social network, with recruiters receiving almost 3 times more applications per contact from Twitter than from LinkedIn and 8 times more than Facebook
• Agency recruiters receive 11 times more Twitter applications and 3 times more LinkedIn applications than corporate recruiters using the same channels
Although LinkedIn still receives more applications and garners more views than the other two networks, Twitter is expected to narrow that gap this year. I personally did not fully realize the potential on Twitter, but am definitely beginning to understand it now. It would be several years, if ever, before Twitter catches up to LinkedIn. But job seekers cannot ignore these findings, especially when social networks play such a huge role in recruiting and job searching. And if you are a job seeker that has been resistant to joining the social media revolution, you are missing out on capturing a significant opportunity that could literally reduce your job search time to a fraction.
Informational Interviews
I recently had a colleague who approached me for advice on transitioning her career to a particular industry. She had done a considerable amount of research on the Internet to learn whatever she could about the trade, but she still had many lingering questions. After discussing the possibility of this career shift for some time, I asked her if she had talked to anyone who actually worked in the industry to get a firsthand take on what it was like. She had not, and it hadn’t even crossed her mind as a possibility. I then spent the best five minutes of the entire conversation introducing her to informational interviews.
What exactly is an informational interview? In short, it is an interview conducted by a job seeker with the aim to gather knowledge or information about a particular industry or career path without directly asking for a job or employment. From an expanded view, an informational interview is an opportunity to network by making a great impression, which in turn can lead to introductions to others in the industry or career field. Not only can you enlarge your network, but also your future opportunities of securing employment at some point within the industry. You may even learn about the industry and decide it is not for you. The approach you take though is of the utmost importance. The following steps can serve as a guide for conducting informational interviews in a manner that will lead to success.
First, and above everything else, place this at the forefront of your mind: the number one rule for any informational interview is to ask for advice, NOT for a job, internship or favor. Informational interviews are not about asking for job leads; the point is to learn something of value.
The initial question is who to contact to interview? The answer is essentially anyone who has expertise or knowledge in the field you are interested in pursuing. One of the best groups I have found to work with are alumni networks and associations, and I am increasingly seeing colleges and universities around the country taking steps to better coordinate opportunities for young alumni to connect with established alumni for this purpose. Check with your career services department and ask if they have any type of alumni program in place. Other avenues can include friends, family members and colleagues either in the target industry or with connections to people in the industry. Don’t forget the power of social networking sites like LinkedIn, Twitter or Facebook either. For example, LinkedIn is stocked with a plethora of different groups for every career and industry out there. Spend some time on the forums for groups of interest and make connections. I have always found that there are people out there who are eager and willing to mentor or impart advice.
Next is the question of how to approach these people about conducting an informational interview. Keep in mind that there will be a number of people who are not aware of what an informational interview is. This is where you need to clearly explain your intent so there is no confusion. For me, I know when I approach people for advice in a complimentary or flattering fashion, it is much easier to get them to assist. If you approach them as an expert in their industry, I guarantee that 9 times out of 10 you will have no problem getting them to oblige. I must admit, it works on me too. The exact query depends on largely on the level you know each. If it is a friend or family member, it’s as easy as just asking. If it is a connection of someone else, perhaps a warm intro from them would be appropriate either followed up by a phone call or email from you. If it is someone you don’t have any connection with at all, a short and concise email is probably the best approach. Remember, these are busy professionals and should be showed respect for their time. It would not be a good idea to blindly call a company receptionist and start cold-calling people by asking for persons with specific job titles. Make the initial contact personal without being intrusive. The whole point is to contact them to see if they are interested in having a brief meeting or phone call. If someone declines move on to other contacts. If the person is receptive, set up a meeting that works with their schedule; after all this is to benefit you, not them.
Once the meeting is set, the rest is entirely up to you. What you take away from an informational interview depends almost entirely on how thoroughly you prepare for the meeting. An informational interview should ideally not take more than 10 or 15 minutes since you are asking for someone’s time, so BE PREPARED! Research beforehand about the industry or the company where the person works. Dress professionally, as you would with a job interview, and err on the side of arriving early versus barely on time or late. First impressions count! And lastly, have a set of questions ready to ask so that you can make the most of the get-together. I am a firm believer in personalizing questions based on what you want to know, but here are some examples of questions to give a guide:
• What about this industry made you want to pursue it?
• How did you break into this field?
• What do you like most about what you do, and what would you change if you could?
• What are the types of jobs that exist where you work and in the industry in general?
• What does a typical career path in your industry look like?
• What are some of the biggest challenges facing your company and your industry today? How about in the next 5 years?
• Are there any professional groups or associations that you suggest I should connect with?
• What’s a typical day of work like for you?
• What’s unique or differentiating about your company?
Whatever you do, don’t overstay your welcome. This is the quickest way to burn the bridge you are trying to build, so if you say 15 minutes, cut it off at 15 minutes. Unless they specifically give an approval to go longer, the interview needs to be ended by you. I’m not suggesting you set an alarm, clock watch the entire time, or cut the interviewee off mid sentence. However you do need to be respectful of their time.
Lastly, follow up! Please, please, PLEASE be sure to personally thank him/her not only at the end of the interview, but also with an email, handwritten note or thank you card. Gratitude goes a long way, so be sincere and thankful. If he/she brought up the possibility of connecting you with others in the industry, ask them about it later in a follow up email. If additional reading material was offered up, follow up about it. In essence, if the door was opened for further action, don’t slam the door shut. Otherwise you negate the entire point of conducting the interview.
Informational interviews are also a great way to practice for a real interview, and I have encouraged this especially among college students or new grads as a way to get their “feet wet” before diving in to a targeted job search head first. You could end up wasting a lot of time and energy in obtaining a job that you figure out in the first week is not for you.
I am a big proponent of informational interviews, because I have seen them work. The common threads among those who I have seen experience success with informational interviews include being proactive, professional, and grateful. Remember, it is up to you how much you derive from an informational interview, and it is your career that can be the beneficiary if conducted correctly.
What exactly is an informational interview? In short, it is an interview conducted by a job seeker with the aim to gather knowledge or information about a particular industry or career path without directly asking for a job or employment. From an expanded view, an informational interview is an opportunity to network by making a great impression, which in turn can lead to introductions to others in the industry or career field. Not only can you enlarge your network, but also your future opportunities of securing employment at some point within the industry. You may even learn about the industry and decide it is not for you. The approach you take though is of the utmost importance. The following steps can serve as a guide for conducting informational interviews in a manner that will lead to success.
First, and above everything else, place this at the forefront of your mind: the number one rule for any informational interview is to ask for advice, NOT for a job, internship or favor. Informational interviews are not about asking for job leads; the point is to learn something of value.
The initial question is who to contact to interview? The answer is essentially anyone who has expertise or knowledge in the field you are interested in pursuing. One of the best groups I have found to work with are alumni networks and associations, and I am increasingly seeing colleges and universities around the country taking steps to better coordinate opportunities for young alumni to connect with established alumni for this purpose. Check with your career services department and ask if they have any type of alumni program in place. Other avenues can include friends, family members and colleagues either in the target industry or with connections to people in the industry. Don’t forget the power of social networking sites like LinkedIn, Twitter or Facebook either. For example, LinkedIn is stocked with a plethora of different groups for every career and industry out there. Spend some time on the forums for groups of interest and make connections. I have always found that there are people out there who are eager and willing to mentor or impart advice.
Next is the question of how to approach these people about conducting an informational interview. Keep in mind that there will be a number of people who are not aware of what an informational interview is. This is where you need to clearly explain your intent so there is no confusion. For me, I know when I approach people for advice in a complimentary or flattering fashion, it is much easier to get them to assist. If you approach them as an expert in their industry, I guarantee that 9 times out of 10 you will have no problem getting them to oblige. I must admit, it works on me too. The exact query depends on largely on the level you know each. If it is a friend or family member, it’s as easy as just asking. If it is a connection of someone else, perhaps a warm intro from them would be appropriate either followed up by a phone call or email from you. If it is someone you don’t have any connection with at all, a short and concise email is probably the best approach. Remember, these are busy professionals and should be showed respect for their time. It would not be a good idea to blindly call a company receptionist and start cold-calling people by asking for persons with specific job titles. Make the initial contact personal without being intrusive. The whole point is to contact them to see if they are interested in having a brief meeting or phone call. If someone declines move on to other contacts. If the person is receptive, set up a meeting that works with their schedule; after all this is to benefit you, not them.
Once the meeting is set, the rest is entirely up to you. What you take away from an informational interview depends almost entirely on how thoroughly you prepare for the meeting. An informational interview should ideally not take more than 10 or 15 minutes since you are asking for someone’s time, so BE PREPARED! Research beforehand about the industry or the company where the person works. Dress professionally, as you would with a job interview, and err on the side of arriving early versus barely on time or late. First impressions count! And lastly, have a set of questions ready to ask so that you can make the most of the get-together. I am a firm believer in personalizing questions based on what you want to know, but here are some examples of questions to give a guide:
• What about this industry made you want to pursue it?
• How did you break into this field?
• What do you like most about what you do, and what would you change if you could?
• What are the types of jobs that exist where you work and in the industry in general?
• What does a typical career path in your industry look like?
• What are some of the biggest challenges facing your company and your industry today? How about in the next 5 years?
• Are there any professional groups or associations that you suggest I should connect with?
• What’s a typical day of work like for you?
• What’s unique or differentiating about your company?
Whatever you do, don’t overstay your welcome. This is the quickest way to burn the bridge you are trying to build, so if you say 15 minutes, cut it off at 15 minutes. Unless they specifically give an approval to go longer, the interview needs to be ended by you. I’m not suggesting you set an alarm, clock watch the entire time, or cut the interviewee off mid sentence. However you do need to be respectful of their time.
Lastly, follow up! Please, please, PLEASE be sure to personally thank him/her not only at the end of the interview, but also with an email, handwritten note or thank you card. Gratitude goes a long way, so be sincere and thankful. If he/she brought up the possibility of connecting you with others in the industry, ask them about it later in a follow up email. If additional reading material was offered up, follow up about it. In essence, if the door was opened for further action, don’t slam the door shut. Otherwise you negate the entire point of conducting the interview.
Informational interviews are also a great way to practice for a real interview, and I have encouraged this especially among college students or new grads as a way to get their “feet wet” before diving in to a targeted job search head first. You could end up wasting a lot of time and energy in obtaining a job that you figure out in the first week is not for you.
I am a big proponent of informational interviews, because I have seen them work. The common threads among those who I have seen experience success with informational interviews include being proactive, professional, and grateful. Remember, it is up to you how much you derive from an informational interview, and it is your career that can be the beneficiary if conducted correctly.
Monday, March 26, 2012
The Perils of Facebook - Reminders Every Job Seeker Should Know
In its recently released annual report, “2012 Bullhorn Reach Social Recruiting Activity Report,” the company presents some interesting findings on the three big social media networks (LinkedIn, Facebook and Twitter), and how much each is being utilized by recruiters. More than 35,000 recruiters were surveyed to compile the data that found 98% of recruiters use LinkedIn, 42% use Twitter, and 33% use Facebook. So even though only one-third surveyed are using Facebook, that still means a 1 in 3 chance a recruiter you have made contact with could check out your Facebook account. And the report also mentions that both Facebook and Twitter are highly underutilized, but they expect that trend to change in 2012. For purpose of this post, I want to focus in on Facebook in particular, and remind job seekers once again of the perils that can arise from information found on profiles.
If you are going to use Facebook as a professional vehicle instead of a personal or social tool, you should treat it as such. Clean up your profile and get rid of all irrelevant and personal information including personal pictures, dates that could give away your age (especially if you are older), family/marital status and anything else that may convey an unprofessional image. Make your profile picture professional, and all comments and posts the same. You also need to look closely at everyone you have as a friend. Is there anyone making crazy comments or posting anything on your wall that could turn a recruiter away? Take a close look at anything and everything you have “liked,” and ask yourself how a recruiter or prospective employer would view these choices? Be on constant alert for personal and private information of any kind that could potentially harm your job search.
Perhaps the best strategy if you still want to have your social outlet is to create two separate Facebook pages; one personal and the other purely professional. Do so by creating a variation on your name, or use a nickname for your personal page. And don’t forget to use a completely different email address for your personal Facebook page, while using a professional email address for your professional page. View your page as an opportunity to update your network on your job search, convey your brand, and share your professional expertise, much like you would with LinkedIn or Twitter. Become a “fan” of companies you would like to work for, or of industry leaders in your area of expertise. Most of all, be careful of interacting with anyone (friends, family) who will not help your professional image. Interact only with professional contacts, and your page will display professionalism.
Finally, if you would rather keep your Facebook page solely for socializing, make sure you have your page set on private so that it cannot be viewed by the entire world. You would actually be surprised at how many people I log on to Facebook to check out that do not have their privacy settings on. The following guide from mediabistro wonderfully covers the 10 Facebook privacy settings you need to know.
If you are going to use Facebook as a professional vehicle instead of a personal or social tool, you should treat it as such. Clean up your profile and get rid of all irrelevant and personal information including personal pictures, dates that could give away your age (especially if you are older), family/marital status and anything else that may convey an unprofessional image. Make your profile picture professional, and all comments and posts the same. You also need to look closely at everyone you have as a friend. Is there anyone making crazy comments or posting anything on your wall that could turn a recruiter away? Take a close look at anything and everything you have “liked,” and ask yourself how a recruiter or prospective employer would view these choices? Be on constant alert for personal and private information of any kind that could potentially harm your job search.
Perhaps the best strategy if you still want to have your social outlet is to create two separate Facebook pages; one personal and the other purely professional. Do so by creating a variation on your name, or use a nickname for your personal page. And don’t forget to use a completely different email address for your personal Facebook page, while using a professional email address for your professional page. View your page as an opportunity to update your network on your job search, convey your brand, and share your professional expertise, much like you would with LinkedIn or Twitter. Become a “fan” of companies you would like to work for, or of industry leaders in your area of expertise. Most of all, be careful of interacting with anyone (friends, family) who will not help your professional image. Interact only with professional contacts, and your page will display professionalism.
Finally, if you would rather keep your Facebook page solely for socializing, make sure you have your page set on private so that it cannot be viewed by the entire world. You would actually be surprised at how many people I log on to Facebook to check out that do not have their privacy settings on. The following guide from mediabistro wonderfully covers the 10 Facebook privacy settings you need to know.
Saturday, March 24, 2012
3 Precautions to Keep Your Job Search Discreet on LinkedIn
In a previous post I wrote about some of the mistakes most commonly made by job seekers who are conducting discreet job searches while still employed. Perhaps the biggest of these blunders is posting their resumes on job search engines such as Monster or CareerBuilder. Most companies have access to these sites, and job seekers don’t always realize their resumes will be plainly visible to their employers once posted. If the intent was to conduct a discreet job search, it is not so confidential at this point.
In line with advice I push over and over, utilizing LinkedIn should be a part of any productive job search. However there are a few things to be aware of when using LinkedIn that may blow up an otherwise inconspicuous search.
1. Hide your status updates – the problem with status updates is that they can be a direct tip-off of to employers and colleagues of your job search. A few reasons could be that you are receiving an unusually large amount of recommendations, you are making connections with recruiters, or you begin following a handful of companies on LinkedIn. Status updates on LinkedIn are in view for your connections to see, so take a few precautions to avoid being exposed.
Select Settings > Account > Customize the updates you see on your home page. In the pop-up window under General, uncheck the box that says New connections in your network. Scroll down under Groups, and uncheck the box next to Groups your connections have joined or created. Click Save Changes.
Click the drop-down menu under your name in the top right corner of the page, then select Settings. In the profile section, click Turn on/off your activity broadcasts under Privacy Controls. Uncheck the box that appears in the pop-up window and click Save Settings but don’t forget to turn it back on again afterward, or the right type of visibility later will not be readily seen.
2. Hide recommendations – believe it or not, you can receive unsolicited recommendations from people who you would not want displayed; recruiters or hiring managers. A perfect example would be a well-intentioned recommendation you receive from a recruiter with whom you just met, and impressed with you. You certainly do not want this type of recommendation available for all of your connections to view.
3. Remove connections – sometimes it just makes sense to remove connections, especially those who you do not want knowing that you are looking for another position. As an extra safeguard, you may just want to disconnect with colleagues, bosses, or anyone else who you are worried about catching wind of your job search.
In line with advice I push over and over, utilizing LinkedIn should be a part of any productive job search. However there are a few things to be aware of when using LinkedIn that may blow up an otherwise inconspicuous search.
1. Hide your status updates – the problem with status updates is that they can be a direct tip-off of to employers and colleagues of your job search. A few reasons could be that you are receiving an unusually large amount of recommendations, you are making connections with recruiters, or you begin following a handful of companies on LinkedIn. Status updates on LinkedIn are in view for your connections to see, so take a few precautions to avoid being exposed.
Select Settings > Account > Customize the updates you see on your home page. In the pop-up window under General, uncheck the box that says New connections in your network. Scroll down under Groups, and uncheck the box next to Groups your connections have joined or created. Click Save Changes.
Click the drop-down menu under your name in the top right corner of the page, then select Settings. In the profile section, click Turn on/off your activity broadcasts under Privacy Controls. Uncheck the box that appears in the pop-up window and click Save Settings but don’t forget to turn it back on again afterward, or the right type of visibility later will not be readily seen.
2. Hide recommendations – believe it or not, you can receive unsolicited recommendations from people who you would not want displayed; recruiters or hiring managers. A perfect example would be a well-intentioned recommendation you receive from a recruiter with whom you just met, and impressed with you. You certainly do not want this type of recommendation available for all of your connections to view.
3. Remove connections – sometimes it just makes sense to remove connections, especially those who you do not want knowing that you are looking for another position. As an extra safeguard, you may just want to disconnect with colleagues, bosses, or anyone else who you are worried about catching wind of your job search.
20 Twitter Hashtags all Job Seekers Should be Using
Twitter offers a number of tools that are extremely useful in your job search. Among these are networking, the advantage of becoming informed quickly of new job postings by recruiters or companies, and the ability to connect with others who share similar interests or who work in the same industry. If you are a job seeker currently, then you have most certainly been inundated with advice about using social media as a big part of your job search. Twitter is no exception.
There are 3 main reasons most job seekers use Twitter. These include:
- Networking: Any successful job search strategy should include 80% or more of your time devoted to networking (link here). Network with other professionals who share similar interests as you, whether that be with professionals in shared groups, similar professions, or with common interests, Twitter provides an excellent opportunity to network and get the beat on new jobs.
- Connecting with like professionals: Similar to LinkedIn, Twitter provides you the opportunity to locate and contact employees at specific companies. This is particularly important for building relationships with employees at companies where you are interested in working. Once in a while people include their email address in their profile, so you can easily contact them that way.
- Job Postings: As a result of the connections you make, you may have the opportunity to be apprised of jobs that you would otherwise not be privy to. Over half of the jobs that exist in the marketplace today are not posted on traditional job sites such as CareerBuilder, Monster or HotJobs. The only way you can find them is through internal sources.
There is one additional method you should be using on Twitter, and that is with hashtags. If you are not familiar with hashtags, they are the words you see in a tweet that are preceded by a number sign (#). The beauty of hashtags are that they allow others to view the aggregate of comments based on a specific hashtag. For instance, when a particular subject or issue becomes popular, the associated hashtag(s) usually trend; in other words many people are tweeting about the subject. You as a job seeker can effectively use hashtags to connect with others, network, or search for job postings. It is quite simple, and can be done by clicking the “# Discover” option at the top of your Twitter page, and entering the specific word preceded by a (#) sign.
I have assembled a list of 20 of the most common hashtags that job seekers should be aware of below:
#career
#careersearch
#compensation
#employment
#hireme
#hiring
#HR
#interviewing
#jobhunt
#joblisting
#jobposting
#jobsearch
#jobseeker
#jobtips
#needajob
#nowhiring
#recruiting
#resume
#training
#tweetmyjobs
Keep in mind, you can conduct Twitter searches as described above to locate jobs and opportunities, or you can draw attention to your own search by including any of these hashtags on your tweets. Many people have had great success tweeting messages with associated hashtags, allowing them to be visible to recruiters and hiring managers alike. I have even seen some creativity where job seekers have tweeted a hashtag like #resume or #CV, and included a shortened URL that directs the reader to an online link of their resumes. The possibilities are endless, and you may just find yourself in a new position as a result of your efforts with hashtags.
There are 3 main reasons most job seekers use Twitter. These include:
- Networking: Any successful job search strategy should include 80% or more of your time devoted to networking (link here). Network with other professionals who share similar interests as you, whether that be with professionals in shared groups, similar professions, or with common interests, Twitter provides an excellent opportunity to network and get the beat on new jobs.
- Connecting with like professionals: Similar to LinkedIn, Twitter provides you the opportunity to locate and contact employees at specific companies. This is particularly important for building relationships with employees at companies where you are interested in working. Once in a while people include their email address in their profile, so you can easily contact them that way.
- Job Postings: As a result of the connections you make, you may have the opportunity to be apprised of jobs that you would otherwise not be privy to. Over half of the jobs that exist in the marketplace today are not posted on traditional job sites such as CareerBuilder, Monster or HotJobs. The only way you can find them is through internal sources.
There is one additional method you should be using on Twitter, and that is with hashtags. If you are not familiar with hashtags, they are the words you see in a tweet that are preceded by a number sign (#). The beauty of hashtags are that they allow others to view the aggregate of comments based on a specific hashtag. For instance, when a particular subject or issue becomes popular, the associated hashtag(s) usually trend; in other words many people are tweeting about the subject. You as a job seeker can effectively use hashtags to connect with others, network, or search for job postings. It is quite simple, and can be done by clicking the “# Discover” option at the top of your Twitter page, and entering the specific word preceded by a (#) sign.
I have assembled a list of 20 of the most common hashtags that job seekers should be aware of below:
#career
#careersearch
#compensation
#employment
#hireme
#hiring
#HR
#interviewing
#jobhunt
#joblisting
#jobposting
#jobsearch
#jobseeker
#jobtips
#needajob
#nowhiring
#recruiting
#resume
#training
#tweetmyjobs
Keep in mind, you can conduct Twitter searches as described above to locate jobs and opportunities, or you can draw attention to your own search by including any of these hashtags on your tweets. Many people have had great success tweeting messages with associated hashtags, allowing them to be visible to recruiters and hiring managers alike. I have even seen some creativity where job seekers have tweeted a hashtag like #resume or #CV, and included a shortened URL that directs the reader to an online link of their resumes. The possibilities are endless, and you may just find yourself in a new position as a result of your efforts with hashtags.
Friday, March 23, 2012
College Students: Be Careful What You Tweet on Twitter
Put yourself in the shoes of someone like me for just a moment. Pretend that one of your top clients, a well-known and respected company, has asked for your assistance in finding the best candidate for a very desirable position that will be opening up. The ideal candidate will be a graduating college senior who has excelled not only academically in a specific major pertinent to the role, but who also has been involved in extra-curricular activities, and has demonstrated an acumen to excel. After some initial legwork, you start soliciting and accepting resumes from students across the country, and the pool is certain to be very competitive. Now it is not uncommon right now to have submissions for any open job end up in the hundreds, sometimes as high as 800 or more. For this case, let’s suppose 200 resumes are received. The challenge is to reduce this pile down significantly, and you do so based on factors such as highest GPA’s, outside activities, work experience and by making sure the applicant’s major is actually relevant to the position. At this point, you have now reduced the applicant pool down to the top 20 candidates on paper.
Okay, so now what? Well, this is where most of us turn to outside sources to find out more about each of the remaining candidates. The easiest way that is readily available for all to see: social media. According to a 2010 study by Cross-Tab Marketing Services, 75% of U.S. recruiters and human resources professionals reported that their companies required them to do online research about candidates. Furthermore, 70% of the surveyed recruiters said they eliminated candidates because of information found online. These are numbers that are hard to ignore, and being that this was research was conducted in 2010, I am willing to bet the numbers are higher today.
Facebook is the most mentioned culprit and offender in this scenario. If you have not taken steps to either cleaning up your Facebook profile or making sure it is set at complete privacy, you absolutely need to do so. The advantage of Facebook is the privacy feature, and most who understand the importance of using that tool have safeguarded themselves from being disqualified because of spring break pictures or questionable language. I don’t even need to bother mentioning LinkedIn, because although you should be, the majority of you are not using it, let alone posting on it. So this brings us to Twitter. Unlike Facebook or LinkedIn where typically you need to be a direct friend or connection to see what you’re posting, Twitter simply allows people to follow you – and to see all of your tweets. Now of course there is a safeguard in place that allows you as the user to lock out people you don’t want following you. But one very important thing you may be forgetting regardless of who you screen out is the use of hashtags. Once you hashtag your tweet with something like #Collegeproblems, it’s right there with the rest of the tweets for all of us to see.
The following are actual tweets from college students who have been in the running for positions. “Have been” are the key words. Jumping back to the previous scenario, if you are looking for the best candidate for your client (your reputation is also on the line), what do you think when you see regular tweets like these?:
“I haven’t accomplished anything.”
“Constantly checking my email hoping classes get cancelled.”
“10pm -- still haven't cracked open any books.”
“School tomorrow? Really?”
“Unsuccessful study day.”
“Feeling pretty careless this week.”
“Need to get back on it. I've been very unproductive since Monday.”
“I should hit the books tomorrow. But I probably won't...”
“No motivation to do anything today.”
“Homework should not be due the same night of the conference championship games.”
“I have really got to stop procrastinating.”
And my personal favorite:
“You can retake a class but can’t relive a party.”
I have limited the tweets drastically in order to keep this post at a PG rating. I’m sure you can use your imagination and visualize what the R and X versions contain. In any case, these tweets don’t really paint a picture of someone who seems terribly motivated or dedicated, do they? You can look great on paper (resume), but real life statements tell a different story. And they can work in your favor as well. Look at the difference in perception from these actual tweets:
“Waking up early to finish a paper.”
“So glad I decided to buck up and study. Sacrificed now for success later.”
“95 on my test! Glad I studied hard.”
“12 O'Clock and im just now goin to bed.. Gosh that was a lot of homework!”
The difference between both sets of tweets is that in the first, I see someone who would have a difficult time with motivation, would not be too enthusiastic about going to work, and who would struggle with procrastination. The second set shows me someone who is motivated, diligent, and willing to work for results. If your reputation is on the line, who would you choose to present to a client?
The bottom-line: be careful about what you post on Twitter (or Facebook or LinkedIn)! It may be funny now to tweet out things that get your friends’ attention, but it can hurt you when it comes time to find a job. If you need to create two separate Twitter accounts (one professional, one for fun), then do so. Just remember that we are able to learn things about people today that 6 or 7 years ago we could not have imagined. The example in this post is a scenario that occurs every single day. Don’t be the first tweeter; we are watching.
Okay, so now what? Well, this is where most of us turn to outside sources to find out more about each of the remaining candidates. The easiest way that is readily available for all to see: social media. According to a 2010 study by Cross-Tab Marketing Services, 75% of U.S. recruiters and human resources professionals reported that their companies required them to do online research about candidates. Furthermore, 70% of the surveyed recruiters said they eliminated candidates because of information found online. These are numbers that are hard to ignore, and being that this was research was conducted in 2010, I am willing to bet the numbers are higher today.
Facebook is the most mentioned culprit and offender in this scenario. If you have not taken steps to either cleaning up your Facebook profile or making sure it is set at complete privacy, you absolutely need to do so. The advantage of Facebook is the privacy feature, and most who understand the importance of using that tool have safeguarded themselves from being disqualified because of spring break pictures or questionable language. I don’t even need to bother mentioning LinkedIn, because although you should be, the majority of you are not using it, let alone posting on it. So this brings us to Twitter. Unlike Facebook or LinkedIn where typically you need to be a direct friend or connection to see what you’re posting, Twitter simply allows people to follow you – and to see all of your tweets. Now of course there is a safeguard in place that allows you as the user to lock out people you don’t want following you. But one very important thing you may be forgetting regardless of who you screen out is the use of hashtags. Once you hashtag your tweet with something like #Collegeproblems, it’s right there with the rest of the tweets for all of us to see.
The following are actual tweets from college students who have been in the running for positions. “Have been” are the key words. Jumping back to the previous scenario, if you are looking for the best candidate for your client (your reputation is also on the line), what do you think when you see regular tweets like these?:
“I haven’t accomplished anything.”
“Constantly checking my email hoping classes get cancelled.”
“10pm -- still haven't cracked open any books.”
“School tomorrow? Really?”
“Unsuccessful study day.”
“Feeling pretty careless this week.”
“Need to get back on it. I've been very unproductive since Monday.”
“I should hit the books tomorrow. But I probably won't...”
“No motivation to do anything today.”
“Homework should not be due the same night of the conference championship games.”
“I have really got to stop procrastinating.”
And my personal favorite:
“You can retake a class but can’t relive a party.”
I have limited the tweets drastically in order to keep this post at a PG rating. I’m sure you can use your imagination and visualize what the R and X versions contain. In any case, these tweets don’t really paint a picture of someone who seems terribly motivated or dedicated, do they? You can look great on paper (resume), but real life statements tell a different story. And they can work in your favor as well. Look at the difference in perception from these actual tweets:
“Waking up early to finish a paper.”
“So glad I decided to buck up and study. Sacrificed now for success later.”
“95 on my test! Glad I studied hard.”
“12 O'Clock and im just now goin to bed.. Gosh that was a lot of homework!”
The difference between both sets of tweets is that in the first, I see someone who would have a difficult time with motivation, would not be too enthusiastic about going to work, and who would struggle with procrastination. The second set shows me someone who is motivated, diligent, and willing to work for results. If your reputation is on the line, who would you choose to present to a client?
The bottom-line: be careful about what you post on Twitter (or Facebook or LinkedIn)! It may be funny now to tweet out things that get your friends’ attention, but it can hurt you when it comes time to find a job. If you need to create two separate Twitter accounts (one professional, one for fun), then do so. Just remember that we are able to learn things about people today that 6 or 7 years ago we could not have imagined. The example in this post is a scenario that occurs every single day. Don’t be the first tweeter; we are watching.
Thursday, March 22, 2012
7 Ways College Students Can Gain Work Experience While in School
During the course of my daily and weekly workload, I have the opportunity to work with my fair share of both recently graduated college students as well as students anticipating graduation. The biggest issue traditional college students (as opposed to working professionals who enroll in concurrent programs in the evening, or who go back to school later in life) face is a general lack of work experience. It becomes a catch-22 for many, because even a good number of entry-level positions require some experience, but how do you as a new grad gain experience without an opportunity?
The key to gaining professional experience while in college is to be proactive, and start early. Worrying about it during your last semester or two weeks before graduation does not qualify as starting early. Ideally students want to start thinking about ways to gain work experience the moment they step foot on campus. When graduation day arrives, and it comes times to find a real job, new grads who have some form of work experience most always have a distinct advantage over those who don’t. It makes a difference.
But how do you as a college student gain work experience while balancing academic responsibilities? The following are 7 ways that you can gain experience while in school, and that will profit your resume and your career in the future:
Internships – most are unpaid, but they provide an invaluable opportunity for hands-on learning in “on the job” experience. Internships provide the opportunity to put knowledge gained in the classroom and from textbooks to practical use. If you can afford to take an unpaid internship over a summer, or while concurrently taking classes, the value on a resume can springboard your career once you dawn the cap and gown. Sacrificing now will mean more money later. In many instances, interns who do well during this trial period (which is exactly what many employers view this as) may have the privilege of being offered a position upon graduation. And hey, you may even be able to gain some credits for it too.
Volunteer positions – not only can volunteering be of value to members of your community, but it is also a great way to explore career options while still in school. Just as you may have been directed to participate in community service projects and volunteering endeavors to boost your college application, these same activities provide value to your resume. In addition to opportunities to network, you may also be fortunate enough to pick up a mentor.
Unpaid positions with the school – these are usually pretty easy to find with your school, and thought they are unpaid, keep in mind the point is to gain experience. They also offer much more flexibility than other options as schools are usually more willing to work with class schedules than outside entities may be.
Part-time or full-time jobs in the summer, or during the school year – obviously if you can get a job that relates to your major, a part-time or full-time job is a tremendous benefit to a student. It can be challenging to balance work hours with school, but it is not impossible (I for one worked full-time throughout college). A job may be a necessity for many to in order to diffuse tuition and living expenses. Whatever the case, and whatever the position, look for opportunities to develop skills that will be of worth in your career down the line. Teamwork, communication, leadership and planning are all aptitudes that can be conveyed on a resume down the road.
Professor’s Aide – particularly for students who have a major in a discipline where classroom experience is valued, serving as a professor’s aide can only serve to bolster that resume once graduation time rolls around. Not only can hands-on experience be cultivated in student instruction, but you may also qualify for financial aid to pay for your studies as well.
Start your own business as an entrepreneur – now not every college student can become the next Bill Gates or Mark Zuckerberg, but transforming an idea into a small business can give you experience that will translate into worthwhile job skills in the future. You may even find yourself with the next big idea, like Facebook (Zuckerberg). Companies such as Dell, Time Magazine and Google were all started by college students; not too shabby.
Co-op jobs – these are great opportunities because they can provide you hands-on experience while you gain a few more academic credits. Most can also be classified as paid internships as an educational program in which students alternate periods of academic study in the classroom with periods of full-time co-op employment in positions related to their academic and career interests.
Regardless of what form of experience you choose to pursue, it is important that you do something. New graduates who have taken opportunities to complete an internship, balanced a part-time job, volunteered, or even started a side gig have more to offer a prospective employer than those who have not. I see it in the hiring every day. If you are currently a college student, or are planning on starting this fall, explore the options available to you and make a choice to pursue what you deem best. Don’t be afraid to enlist the help of a counselor, a professor or your peers for advice or assistance. Planning beyond just the GPA and/or extra-curricular activities can give your career a boost before you step foot off campus.
The key to gaining professional experience while in college is to be proactive, and start early. Worrying about it during your last semester or two weeks before graduation does not qualify as starting early. Ideally students want to start thinking about ways to gain work experience the moment they step foot on campus. When graduation day arrives, and it comes times to find a real job, new grads who have some form of work experience most always have a distinct advantage over those who don’t. It makes a difference.
But how do you as a college student gain work experience while balancing academic responsibilities? The following are 7 ways that you can gain experience while in school, and that will profit your resume and your career in the future:
Internships – most are unpaid, but they provide an invaluable opportunity for hands-on learning in “on the job” experience. Internships provide the opportunity to put knowledge gained in the classroom and from textbooks to practical use. If you can afford to take an unpaid internship over a summer, or while concurrently taking classes, the value on a resume can springboard your career once you dawn the cap and gown. Sacrificing now will mean more money later. In many instances, interns who do well during this trial period (which is exactly what many employers view this as) may have the privilege of being offered a position upon graduation. And hey, you may even be able to gain some credits for it too.
Volunteer positions – not only can volunteering be of value to members of your community, but it is also a great way to explore career options while still in school. Just as you may have been directed to participate in community service projects and volunteering endeavors to boost your college application, these same activities provide value to your resume. In addition to opportunities to network, you may also be fortunate enough to pick up a mentor.
Unpaid positions with the school – these are usually pretty easy to find with your school, and thought they are unpaid, keep in mind the point is to gain experience. They also offer much more flexibility than other options as schools are usually more willing to work with class schedules than outside entities may be.
Part-time or full-time jobs in the summer, or during the school year – obviously if you can get a job that relates to your major, a part-time or full-time job is a tremendous benefit to a student. It can be challenging to balance work hours with school, but it is not impossible (I for one worked full-time throughout college). A job may be a necessity for many to in order to diffuse tuition and living expenses. Whatever the case, and whatever the position, look for opportunities to develop skills that will be of worth in your career down the line. Teamwork, communication, leadership and planning are all aptitudes that can be conveyed on a resume down the road.
Professor’s Aide – particularly for students who have a major in a discipline where classroom experience is valued, serving as a professor’s aide can only serve to bolster that resume once graduation time rolls around. Not only can hands-on experience be cultivated in student instruction, but you may also qualify for financial aid to pay for your studies as well.
Start your own business as an entrepreneur – now not every college student can become the next Bill Gates or Mark Zuckerberg, but transforming an idea into a small business can give you experience that will translate into worthwhile job skills in the future. You may even find yourself with the next big idea, like Facebook (Zuckerberg). Companies such as Dell, Time Magazine and Google were all started by college students; not too shabby.
Co-op jobs – these are great opportunities because they can provide you hands-on experience while you gain a few more academic credits. Most can also be classified as paid internships as an educational program in which students alternate periods of academic study in the classroom with periods of full-time co-op employment in positions related to their academic and career interests.
Regardless of what form of experience you choose to pursue, it is important that you do something. New graduates who have taken opportunities to complete an internship, balanced a part-time job, volunteered, or even started a side gig have more to offer a prospective employer than those who have not. I see it in the hiring every day. If you are currently a college student, or are planning on starting this fall, explore the options available to you and make a choice to pursue what you deem best. Don’t be afraid to enlist the help of a counselor, a professor or your peers for advice or assistance. Planning beyond just the GPA and/or extra-curricular activities can give your career a boost before you step foot off campus.
Tuesday, March 20, 2012
Overcoming the “Overqualified” Tag
In an economy such as this, it seems that job seekers will apply to just about any open position out there, especially when desperation sets in. An extended job search takes an emotional toll, and leaves many wondering if they will ever get a job at all. And for those who are lucky enough to obtain interviews, there is one dreaded word that invariably comes up for many; “overqualified.” This is a quandary that is extremely common now, especially as companies eliminate positions, and merge two, three or even four titles into one. For professionals who have spent their entire careers progressing upward, it can mean that the only open positions they come across are at a level a step, or two, or three below theirs. They are finding themselves in a predicament of needing a job to pay the bills, but with experience, education or credentials that make them overqualified.
If you find yourself being told you are overqualified, don’t despair. There are strategies that can be successfully utilized to combat the overqualified label. I will also though throw out a warning - if these strategies are not in line with your actual views, or are not genuine to your situation, they will only serve as a quick fix with negative consequences. In other words, manipulating the system will eventually catch up to you.
There is one main concern that someone in my position has for candidates who fit in the overqualified category:
If hired, will you bolt for the first better opportunity that arises?
It is a legitimate concern, because employers have been burned in the past. It is a time consuming and costly process to hire and train an employee; a prospective employee who appears to be overqualified presents an inherent risk.
There are 2 big reasons a newly hired employee leaves:
1. He/she will become quickly bored in the position
2. He/she won't be satisfied with the salary
The best way to address being overqualified is head-on. There is no need to dumb down your resume, or try to appear to be less qualified. Tackle the situation by bringing up the issue first. Don't shy away from the fact that you are overqualified, but rather use it to your advantage by emphasizing that you have a wide range of skills to draw upon, and that you can be an asset in many different facets of the organization's daily business operations.
In an interview situation, make sure that you address the fact that you can stay motivated under any set of circumstances, and that you thrive on all types of challenges. This will help ease any reservations the company has that once you become bored, you will jump at the first sign of greener pastures. Also stress that although there may not be short-term prospects in respect to advancement or growth currently, you are certain that the economy will turn in the future and give opportunities to do so.
I would not recommend this in any other situation, and in fact you should NEVER be the one to bring up salary. However, this is one case where an exception can be made: bring up the salary, and that you expect to be realistic and that you have some flexibility. The key is to not lowball yourself by being acting completely desperate, but you definitely should tackle this up front in this type of situation versus leaving it to the end of the process (if it gets that far).
Convey to the interviewer that you are excited to learn as much as you can about their organization if given the opportunity to work for them (and don’t neglect to do your homework before the interview so that you have some good questions for them). Also make sure to emphasize that you are looking for STEADY growth in the long-term, not a series of quick promotions successively. Refer to the prospective employer as a “business partner” in order to relay a true sense of long-term commitment.
If you have solid lengths of tenure in previous jobs, make sure to point out your track record of staying for the long-term. This is a big plus and should help alleviate concerns on their end of you wanting to jump quickly.
Be enthusiastic! Enthusiasm goes a long way in making a positive impression.
Use your references to your advantage. The positive testimonials of others definitely help to support your cause (as long as they say the right things). Don’t be afraid to bring up the willingness of people who can speak on your behalf, and attest to your character, work ethic and previous professional contributions.
In some situations, you can actually mention you are looking for more work and home-life balance. You will need to read the situation and the interviewer properly, but this can be a way to diffuse concerns of leaving, particularly when your most recent positions have required far more responsibility and time.
Focus on explaining how your vast range of experience can be utilized by the company in numerous ways – mentoring less experienced employees, assisting other departments, optimizing processes, etc. Bring your unique value to the table.
Finally, one option I am seeing increasingly is the offer made by candidates to sign a contract committing to stay for a stated period of time, most commonly around 12 months. Do not bring this alternative up unless you are absolutely willing to follow through. You risk significant harm to your future career if you renege on this type of promise, so be 100% committed to the position and company before doing so.
There are many job seekers who have overcome the “overqualified” tag, and if you find yourself in this boat, so can you. Understand the ways people have done so, but be genuine in your approach. The strategies outlined above are not intended to manipulate the system. Rather they must be true to you. Otherwise you will do yourself a great disservice and ironically may harm those “greener pasture” offers that you had your eye on all along.
If you find yourself being told you are overqualified, don’t despair. There are strategies that can be successfully utilized to combat the overqualified label. I will also though throw out a warning - if these strategies are not in line with your actual views, or are not genuine to your situation, they will only serve as a quick fix with negative consequences. In other words, manipulating the system will eventually catch up to you.
There is one main concern that someone in my position has for candidates who fit in the overqualified category:
If hired, will you bolt for the first better opportunity that arises?
It is a legitimate concern, because employers have been burned in the past. It is a time consuming and costly process to hire and train an employee; a prospective employee who appears to be overqualified presents an inherent risk.
There are 2 big reasons a newly hired employee leaves:
1. He/she will become quickly bored in the position
2. He/she won't be satisfied with the salary
The best way to address being overqualified is head-on. There is no need to dumb down your resume, or try to appear to be less qualified. Tackle the situation by bringing up the issue first. Don't shy away from the fact that you are overqualified, but rather use it to your advantage by emphasizing that you have a wide range of skills to draw upon, and that you can be an asset in many different facets of the organization's daily business operations.
In an interview situation, make sure that you address the fact that you can stay motivated under any set of circumstances, and that you thrive on all types of challenges. This will help ease any reservations the company has that once you become bored, you will jump at the first sign of greener pastures. Also stress that although there may not be short-term prospects in respect to advancement or growth currently, you are certain that the economy will turn in the future and give opportunities to do so.
I would not recommend this in any other situation, and in fact you should NEVER be the one to bring up salary. However, this is one case where an exception can be made: bring up the salary, and that you expect to be realistic and that you have some flexibility. The key is to not lowball yourself by being acting completely desperate, but you definitely should tackle this up front in this type of situation versus leaving it to the end of the process (if it gets that far).
Convey to the interviewer that you are excited to learn as much as you can about their organization if given the opportunity to work for them (and don’t neglect to do your homework before the interview so that you have some good questions for them). Also make sure to emphasize that you are looking for STEADY growth in the long-term, not a series of quick promotions successively. Refer to the prospective employer as a “business partner” in order to relay a true sense of long-term commitment.
If you have solid lengths of tenure in previous jobs, make sure to point out your track record of staying for the long-term. This is a big plus and should help alleviate concerns on their end of you wanting to jump quickly.
Be enthusiastic! Enthusiasm goes a long way in making a positive impression.
Use your references to your advantage. The positive testimonials of others definitely help to support your cause (as long as they say the right things). Don’t be afraid to bring up the willingness of people who can speak on your behalf, and attest to your character, work ethic and previous professional contributions.
In some situations, you can actually mention you are looking for more work and home-life balance. You will need to read the situation and the interviewer properly, but this can be a way to diffuse concerns of leaving, particularly when your most recent positions have required far more responsibility and time.
Focus on explaining how your vast range of experience can be utilized by the company in numerous ways – mentoring less experienced employees, assisting other departments, optimizing processes, etc. Bring your unique value to the table.
Finally, one option I am seeing increasingly is the offer made by candidates to sign a contract committing to stay for a stated period of time, most commonly around 12 months. Do not bring this alternative up unless you are absolutely willing to follow through. You risk significant harm to your future career if you renege on this type of promise, so be 100% committed to the position and company before doing so.
There are many job seekers who have overcome the “overqualified” tag, and if you find yourself in this boat, so can you. Understand the ways people have done so, but be genuine in your approach. The strategies outlined above are not intended to manipulate the system. Rather they must be true to you. Otherwise you will do yourself a great disservice and ironically may harm those “greener pasture” offers that you had your eye on all along.
Monday, March 19, 2012
The Recruiter SCAM Using Job Boards
In a previous post, I spoke about the need to be cautious of recruiters who ask for a fee to place you or “connect” you with prospective employers (post here ). Recruiters are paid (or at least should be) by the client with which they place candidates. There should NEVER be a fee charged by a recruiter to a candidate to be sent on interviews or to meet with clients. EVER.
There are a number of such scams I will be addressing in upcoming posts, but for this particular discussion I want to address a scam some recruiters use with respect to job boards (i.e. Monster, CareerBuilder, etc.) The ruse proceeds as follows:
A recruiter advertises a job, or by some method entices you to submit your resume. The recruiter then sifts through the received resumes, and chooses what he/she deems to be the “cream of the crop.” He/she then makes sure the best resumes are not already posted online, substitutes your personal contact information with his/her own, and posts the newly modified resume on one or multiple of the aforementioned sites. Without you knowing, you just gained a job “agent” who is now in a position to field calls from interested companies on your behalf. The reason: the recruiter will now be in a position to charge a commission to the company if they indeed end up interviewing you and want to hire you. All the while, it will seem to you that he/she truly connected you with a “client.” Not the case at all.
Now this may actually end up being to your benefit if you actually end up with a job after all is said and done. But far more often than not, these tricks backfire, and end up doing damage to you as a job seeker. Your resume may end up banned by the company, and thus any possibility of a job prospect in the future. You also have no idea what the recruiter is saying about you, or how you may be misrepresented. One of the most damaging however come as a result of having your resume posted online when you are conducting a confidential job search. Although it isn’t your name, the rest of your work history and background are front and center for your HR department to view. It’s pretty east to connect the dots.
I have also seen this same type of tactic used in a slightly different way. Instead of posting your resume online, the recruiter applies directly to advertised positions with your qualifications and his/her contact information; all without your knowledge. The ruse is the same, and so are the risks of negative results for you.
For a number of reasons, I am not a proponent of posting your resume on job boards. You are following smart protocol, but at the same time running the risk of being exposed to this scam. Unfortunately, there is not an easy remedy for this issue. Unless you have access to view resumes on sites such as CareerBuilder or Monster, you will never know if it is posted on either (or others) without your knowledge. One of the biggest signs to pick up on is if a recruiter that you have never met or spoken with suddenly has a job interview set up for you. Reputable recruiters will at least take the time to screen candidates before submitting to clients. My suggestion is to develop a relationship with one or two recruiters, and avoid applying blindly to ads that don’t’ identify the recruiting agency, or that don’t identify the name of the company. If the ad description is vague, or refuses to name itself, it is probably a good idea to steer clear. Don’t let desperation come in the way of being savvy about your job search, especially when there are people out there ready to take advantage.
There are a number of such scams I will be addressing in upcoming posts, but for this particular discussion I want to address a scam some recruiters use with respect to job boards (i.e. Monster, CareerBuilder, etc.) The ruse proceeds as follows:
A recruiter advertises a job, or by some method entices you to submit your resume. The recruiter then sifts through the received resumes, and chooses what he/she deems to be the “cream of the crop.” He/she then makes sure the best resumes are not already posted online, substitutes your personal contact information with his/her own, and posts the newly modified resume on one or multiple of the aforementioned sites. Without you knowing, you just gained a job “agent” who is now in a position to field calls from interested companies on your behalf. The reason: the recruiter will now be in a position to charge a commission to the company if they indeed end up interviewing you and want to hire you. All the while, it will seem to you that he/she truly connected you with a “client.” Not the case at all.
Now this may actually end up being to your benefit if you actually end up with a job after all is said and done. But far more often than not, these tricks backfire, and end up doing damage to you as a job seeker. Your resume may end up banned by the company, and thus any possibility of a job prospect in the future. You also have no idea what the recruiter is saying about you, or how you may be misrepresented. One of the most damaging however come as a result of having your resume posted online when you are conducting a confidential job search. Although it isn’t your name, the rest of your work history and background are front and center for your HR department to view. It’s pretty east to connect the dots.
I have also seen this same type of tactic used in a slightly different way. Instead of posting your resume online, the recruiter applies directly to advertised positions with your qualifications and his/her contact information; all without your knowledge. The ruse is the same, and so are the risks of negative results for you.
For a number of reasons, I am not a proponent of posting your resume on job boards. You are following smart protocol, but at the same time running the risk of being exposed to this scam. Unfortunately, there is not an easy remedy for this issue. Unless you have access to view resumes on sites such as CareerBuilder or Monster, you will never know if it is posted on either (or others) without your knowledge. One of the biggest signs to pick up on is if a recruiter that you have never met or spoken with suddenly has a job interview set up for you. Reputable recruiters will at least take the time to screen candidates before submitting to clients. My suggestion is to develop a relationship with one or two recruiters, and avoid applying blindly to ads that don’t’ identify the recruiting agency, or that don’t identify the name of the company. If the ad description is vague, or refuses to name itself, it is probably a good idea to steer clear. Don’t let desperation come in the way of being savvy about your job search, especially when there are people out there ready to take advantage.
Friday, March 16, 2012
The Director of First Impressions – DO NOT take the influence of this Gatekeeper lightly
At a company I worked for prior to my days in recruiting, the Division President made a small decision that to this day stands out to me as brilliant: he renamed the title of the lobby receptionist to “Director of First Impressions.” How true this is! The Director of First Impressions is in a position to be the first line of contact people from outside the company has with the inside. Whether it is by email, via phone, or in person, don’t underestimate the weight this employee can possess.
The first person or company contact you will most likely have when showing up for an interview is the receptionist. This initial contact can literally shape your interview for better or for worse before you even step into the office of the actual interviewer. Just as the answers you provide to interviews question you may be asked are important, so too is your interaction with the gatekeeper. Her/his input about you could be solicited, and could make the slightest difference in being hired or not. Here are a few “Do’s and Don’ts” to keep in mind:
DON’T:
- treat the receptionist rudely or condescendingly! Don’t mistake what you may perceive to be as “low rank” as “no influence”, because you are gravely mistaken.
- act fidgety or impatient. This sends the signal that you are annoyed you have to wait.
- talk on or play games on your cell phone!
- Don’t interrupt the receptionist when on a call or while with another visitor.
DO:
- politely introduce yourself and make sure you ask for her/his name as well. Notice the positive effect it has when you address she/he by name.
- try to build a genuine rapport, but just be careful not to be too overbearing, pushy or annoying. Any of the latter will have the opposite effect
- conduct yourself as professionally in the lobby or waiting area as you would in the interview itself. Believe it or not there are many of us who actually ask the gatekeeper how the interviewee acted, what they read, what they did while waiting. Even the smallest action may not go unnoticed.
This advice though does not apply for interviews alone. As part of your job search you may find yourself hand delivering a resume to a company or calling the company to find needed information (i.e. a hiring manager’s name). The initial impression you make on the gatekeeper can determine whether your physical resume is passed on, or placed directly in the trashcan.
Above all, remember: you never get a second chance to make a first impression.
The first person or company contact you will most likely have when showing up for an interview is the receptionist. This initial contact can literally shape your interview for better or for worse before you even step into the office of the actual interviewer. Just as the answers you provide to interviews question you may be asked are important, so too is your interaction with the gatekeeper. Her/his input about you could be solicited, and could make the slightest difference in being hired or not. Here are a few “Do’s and Don’ts” to keep in mind:
DON’T:
- treat the receptionist rudely or condescendingly! Don’t mistake what you may perceive to be as “low rank” as “no influence”, because you are gravely mistaken.
- act fidgety or impatient. This sends the signal that you are annoyed you have to wait.
- talk on or play games on your cell phone!
- Don’t interrupt the receptionist when on a call or while with another visitor.
DO:
- politely introduce yourself and make sure you ask for her/his name as well. Notice the positive effect it has when you address she/he by name.
- try to build a genuine rapport, but just be careful not to be too overbearing, pushy or annoying. Any of the latter will have the opposite effect
- conduct yourself as professionally in the lobby or waiting area as you would in the interview itself. Believe it or not there are many of us who actually ask the gatekeeper how the interviewee acted, what they read, what they did while waiting. Even the smallest action may not go unnoticed.
This advice though does not apply for interviews alone. As part of your job search you may find yourself hand delivering a resume to a company or calling the company to find needed information (i.e. a hiring manager’s name). The initial impression you make on the gatekeeper can determine whether your physical resume is passed on, or placed directly in the trashcan.
Above all, remember: you never get a second chance to make a first impression.
Tuesday, March 13, 2012
Focus More on the “Hidden Job Market,” and Less Time Applying Online
What is the "hidden job market," and why is it so important to understand? In a nutshell, the vast majority of jobs out there are filled without ever coming to the public's view. That means no online ads, and in fact the statistics show that only about 10% of all jobs found are through online resources. And this brings me back to my 80/10/10 rule when job searching:
80% networking
10% with agencies/recruiting firms
10% applying to positions posted online, in a newspaper, or other publicly advertised method
As a recent example, a CFO position I placed garnered over 700 resume submissions, 95% of who were not close to being qualified. Some of this applicant pool included a grocery store clerk, warehouse foreman and a welder (and these are just a few I sampled out of the hundreds). The problem that we are facing is the "shotgun" approach so many applicants are using out of desperation; a number of them have told me they apply to everything in hopes that, although the position isn't in their particular field, maybe someone who reviews the resumes will just happen to be looking for someone like them for a different position. I can understand the thinking, because it is hard out there. The problem though is that it becomes even more difficult of course for the legitimate candidates to come to light. Beyond the online applications though, the best way by far to find a job is through networking. My process is to present the top 3 candidates to the client after thoroughly interviewing a much narrowed down group. Once in a while 1 candidate that is presented is from the online application pool, but most time 0; the other 2 or 3 candidates come from referrals or through contacting passive candidates on LinkedIn. For most positions though, I'm not even advertising and finding all of my top candidates from the latter.
The reason why it is so important to network is because about 80% of jobs out there are not advertised. They are only found through the "hidden" job market. The problem I find with most job seekers is that they are spending 80-90% of their time applying online, when only about 10% of jobs are found through that method. One last thing I would add for job seekers is to work the LinkedIn route to find and develop warm relationships through networking with employees inside target companies before jobs are posted, but more likely so that you have an inside track to the hidden jobs when they arise. Your chances are much higher when you are able to have your resume presented with a referral from the inside versus even needing to be at a point of following up with a hiring manager when your resume is among a pile of 500 resumes or more.
Recruiters use various methods for finding candidates - advertising online, referrals, LinkedIn, and drawing from candidates already in an Applicant Tracking System are the most prevalent. However, just as is the case on the job seekers side, our best success comes from facets of networking - referrals and LinkedIn. Consider an example of when I was asked to place a VP of Human Resources for a very specific industry. This was a search that would fit into the hidden job market, because I did not advertise it publicly. Instead, I conducted targeted searches on LinkedIn with search parameters fitting key words that would produce results of professionals who were at a Director or VP level in all of the specific industry companies in the US, and a few abroad. The list of names I came up with and began to contact would be considered passive candidates; people who were employed, not currently looking for a new opportunity, but not going to turn an ear away if contacted about a new position either. As I contacted each, some were interested, others were not, but all were to some degree willing to give referrals of others who they knew who would be interested. Now I have a solid pool of candidates from both LinkedIn and the referrals I received directly from the same people I contacted. The important thing is it literally took me a few days to come up with a candidate pool of 25 very good candidates.
In this case (and most cases), there is no reason to advertise a position like this publicly. Why? Because the chances of the exact type of candidate I am looking for seeing this online and applying for it are remote. The client needed someone who had experience at a high-level of HR, AND who has worked "X" amount of years in that capacity within this specific industry. What I can expect though is a ton of resumes from people who are nowhere near being qualified. It's a complete waste of time to advertise the position, because I know for sure I am at best going to get one or best case scenario two candidates who fit the bill. Networking however got me 25.
So in the case where 700 applicants are received, it's a mix of thinning down with an Applicant Tracking System, and then further narrowing it down by looking through each that made the cut personally. Can mistakes be made with Applicant Tracking Systems? Sure. But keep in mind that the biggest reason mistakes are made are because the searcher is not putting in the right key words to conduct it. In other words, the program is only as good as the input it receives. In this case though, it's very safe to say that when I am narrowing down the pool with a simple key word of "accounting (for a CFO position)," and 90% don't fit the bill, it's a pool that is filled with people who should not have applied in the first place. A sampling of resumes (which is easier and quicker to do once parsed in the ATS) confirms the findings; I manually look through 50, and guess what? Not a single one has an ounce of experience in accounting, let alone at the CFO level to run a $200 million company.
Now if I spend my time manually searching 700 resumes, I'm not using my time wisely, This is especially true when I already know from experience that I am looking for a diamond or two among the coal. I did something in 20 minutes that would have taken a few days of wasted time otherwise. As it turned out, there were 3 out of 700 I interviewed personally, and 1 of those 3 made the cut to be presented to the client. The other 2 candidates I presented to my client were found through referrals and LinkedIn. And the individual who got the job happened to be 1 of the 2 I found through networking.
The problem with posting any job online is the response garnered from people you don’t want. Back before my days as a recruiter when I was a Director of Finance and Controller, I would post a position on CareerBuilder when I needed a new employee, and without fail I would have 25 calls in the next 2 days: 15 from recruiters and 10 from people personally. The recruiters were asking for the opportunity to work on the position, the other people giving their pitches for the position. This was a number of years back when the economy was stronger. Can you imagine what is happening today when positions that received 60 resumes just 3 years prior now receive 700? I had a website for my company for a while, but after incessant calls and emails from people I would never place, I took it down. I was spending my time fielding unproductive calls when I should have been focused on finding the right candidates for clients. It’s the same thing with advertising publicly, and why job boards like Monster and CareerBuilder are sputtering. Conversely, it’s why LinkedIn is thriving. We find the best candidates hands down on LinkedIn, not on the other job boards. Flipped to the applicant side, it’s exactly why we promote the use of LinkedIn and networking. The problem is most people devote 90% or more of their time during a job search applying online, where less than 10% of jobs are secured. They should be spending that time networking where the 80-90% in the hidden job market come from.
80% networking
10% with agencies/recruiting firms
10% applying to positions posted online, in a newspaper, or other publicly advertised method
As a recent example, a CFO position I placed garnered over 700 resume submissions, 95% of who were not close to being qualified. Some of this applicant pool included a grocery store clerk, warehouse foreman and a welder (and these are just a few I sampled out of the hundreds). The problem that we are facing is the "shotgun" approach so many applicants are using out of desperation; a number of them have told me they apply to everything in hopes that, although the position isn't in their particular field, maybe someone who reviews the resumes will just happen to be looking for someone like them for a different position. I can understand the thinking, because it is hard out there. The problem though is that it becomes even more difficult of course for the legitimate candidates to come to light. Beyond the online applications though, the best way by far to find a job is through networking. My process is to present the top 3 candidates to the client after thoroughly interviewing a much narrowed down group. Once in a while 1 candidate that is presented is from the online application pool, but most time 0; the other 2 or 3 candidates come from referrals or through contacting passive candidates on LinkedIn. For most positions though, I'm not even advertising and finding all of my top candidates from the latter.
The reason why it is so important to network is because about 80% of jobs out there are not advertised. They are only found through the "hidden" job market. The problem I find with most job seekers is that they are spending 80-90% of their time applying online, when only about 10% of jobs are found through that method. One last thing I would add for job seekers is to work the LinkedIn route to find and develop warm relationships through networking with employees inside target companies before jobs are posted, but more likely so that you have an inside track to the hidden jobs when they arise. Your chances are much higher when you are able to have your resume presented with a referral from the inside versus even needing to be at a point of following up with a hiring manager when your resume is among a pile of 500 resumes or more.
Recruiters use various methods for finding candidates - advertising online, referrals, LinkedIn, and drawing from candidates already in an Applicant Tracking System are the most prevalent. However, just as is the case on the job seekers side, our best success comes from facets of networking - referrals and LinkedIn. Consider an example of when I was asked to place a VP of Human Resources for a very specific industry. This was a search that would fit into the hidden job market, because I did not advertise it publicly. Instead, I conducted targeted searches on LinkedIn with search parameters fitting key words that would produce results of professionals who were at a Director or VP level in all of the specific industry companies in the US, and a few abroad. The list of names I came up with and began to contact would be considered passive candidates; people who were employed, not currently looking for a new opportunity, but not going to turn an ear away if contacted about a new position either. As I contacted each, some were interested, others were not, but all were to some degree willing to give referrals of others who they knew who would be interested. Now I have a solid pool of candidates from both LinkedIn and the referrals I received directly from the same people I contacted. The important thing is it literally took me a few days to come up with a candidate pool of 25 very good candidates.
In this case (and most cases), there is no reason to advertise a position like this publicly. Why? Because the chances of the exact type of candidate I am looking for seeing this online and applying for it are remote. The client needed someone who had experience at a high-level of HR, AND who has worked "X" amount of years in that capacity within this specific industry. What I can expect though is a ton of resumes from people who are nowhere near being qualified. It's a complete waste of time to advertise the position, because I know for sure I am at best going to get one or best case scenario two candidates who fit the bill. Networking however got me 25.
So in the case where 700 applicants are received, it's a mix of thinning down with an Applicant Tracking System, and then further narrowing it down by looking through each that made the cut personally. Can mistakes be made with Applicant Tracking Systems? Sure. But keep in mind that the biggest reason mistakes are made are because the searcher is not putting in the right key words to conduct it. In other words, the program is only as good as the input it receives. In this case though, it's very safe to say that when I am narrowing down the pool with a simple key word of "accounting (for a CFO position)," and 90% don't fit the bill, it's a pool that is filled with people who should not have applied in the first place. A sampling of resumes (which is easier and quicker to do once parsed in the ATS) confirms the findings; I manually look through 50, and guess what? Not a single one has an ounce of experience in accounting, let alone at the CFO level to run a $200 million company.
Now if I spend my time manually searching 700 resumes, I'm not using my time wisely, This is especially true when I already know from experience that I am looking for a diamond or two among the coal. I did something in 20 minutes that would have taken a few days of wasted time otherwise. As it turned out, there were 3 out of 700 I interviewed personally, and 1 of those 3 made the cut to be presented to the client. The other 2 candidates I presented to my client were found through referrals and LinkedIn. And the individual who got the job happened to be 1 of the 2 I found through networking.
The problem with posting any job online is the response garnered from people you don’t want. Back before my days as a recruiter when I was a Director of Finance and Controller, I would post a position on CareerBuilder when I needed a new employee, and without fail I would have 25 calls in the next 2 days: 15 from recruiters and 10 from people personally. The recruiters were asking for the opportunity to work on the position, the other people giving their pitches for the position. This was a number of years back when the economy was stronger. Can you imagine what is happening today when positions that received 60 resumes just 3 years prior now receive 700? I had a website for my company for a while, but after incessant calls and emails from people I would never place, I took it down. I was spending my time fielding unproductive calls when I should have been focused on finding the right candidates for clients. It’s the same thing with advertising publicly, and why job boards like Monster and CareerBuilder are sputtering. Conversely, it’s why LinkedIn is thriving. We find the best candidates hands down on LinkedIn, not on the other job boards. Flipped to the applicant side, it’s exactly why we promote the use of LinkedIn and networking. The problem is most people devote 90% or more of their time during a job search applying online, where less than 10% of jobs are secured. They should be spending that time networking where the 80-90% in the hidden job market come from.
Monday, March 12, 2012
Utilizing Alumni as Part of Your Job Search
Network, network, network. If you’re like most college students nearing graduation and embarking upon that oft dreaded job search, you probably have heard this word used in succession three times so many times by now that it is driving you crazy. But keep in mind that there is a reason why your Career Services Counselor has repeated this so many times, and that is because it works. If you’re like most graduating seniors, you probably don’t have much work experience outside of waiting tables or odd jobs, and haven’t had an opportunity to build up much of a network yet. Don’t agonize, because one of the best networking tools at your disposal is actually right under your nose: alumni
But this article is not intended solely for new or upcoming graduates. Alumni can be utilized in all phases of your career, experienced or not. One golden rule I will emphasize though, before proceeding: only ask for help if you are willing to give back in the future; there’s a difference between asking for help versus a handout. There will be other alums that may need your assistance in the future, so give before you take, even if it is a promise to yourself in the future to pay it forward.
The first rule of thumb, and most important; utilize alumni only for the purpose of building relationships, NOT asking straight out for a job. The point is to cultivate a rapport that could potentially lead to leads on jobs in the future. Treat this as an informational interview, NOT a job interview! Alison Doyle of About.com has a great synopsis of how to conduct an Informational Interview. The people you're contacting are busy professionals, so afford them with the proper respect and courtesy they deserve.
One of the best ways to find alumni is through your college career center. An ever increasingly popular method Colleges and Universities are using now are online databases, chalk full of information on alumni working in a variety of fields and industries. Search the alumni directory if not online, or join your local Alumni Club or Association. Becoming active in an Alumni Group is invaluable due to the opportunities it provides for direct networking. When I lived in Las Vegas, the Notre Dame Club I was a part of had a game watch every football Saturday in the fall. And it was not only us at the sports bar. Clubs with alumni from Colorado, USC, Auburn, Nebraska, South Carolina and Washington were among a number of schools represented as well. Not every alumnus will be willing to assist, but I have found that the majority in some form or other will.
The key to effective alumni networking is to start early. In other words, if you are graduating in mid-May, don’t wait to start contacting alumni the week before. Don’t send spam or mass mails, and don’t cold call people! Instead, construct a polite and personalized email to ask them if they would be willing to spend a few minutes of their time providing insight into what skills their job requires and how to prepare yourself for a career in their field. Being as such, it will be much more productive on both ends if you target only those who are in a similar career of interest. You may be able to gain a mentor, and if you leave a great impression, they may even introduce you to others in their industry. Overall, focus on making real and meaningful connections. Remember: it’s not always the quantity, but rather the quality of contacts that make the difference.
With the increasing popularity of social media, take some time and search LinkedIn or Facebook to locate alumni groups of your institution. Twitter also provides a great opportunity to either follow career services departments or alumni from your school. Send a request to join them, identifying yourself with credentials that you are either a current or former student of the institution, then once added, actively participate. Utilize discussion forums and other features to make yourself known, and thus enhance opportunities to network.
Lastly, thank each alumnus who willingly helps for everything and anything they did for you, whether it's just responding to your email or helping you land an interview. Show gratitude! There is nothing worse than helping someone who takes it all for granted. Take the time to write a personal ‘thank you’ note or card in addition to the verbal or electronic thanks you send. Leaving a personal touch will leave more of a lasting impression.
Following proper etiquette will benefit not only you, but those who follow you. Missteps along the way won’t only burn bridges for you, but potentially for those who seek assistance afterward as well.
But this article is not intended solely for new or upcoming graduates. Alumni can be utilized in all phases of your career, experienced or not. One golden rule I will emphasize though, before proceeding: only ask for help if you are willing to give back in the future; there’s a difference between asking for help versus a handout. There will be other alums that may need your assistance in the future, so give before you take, even if it is a promise to yourself in the future to pay it forward.
The first rule of thumb, and most important; utilize alumni only for the purpose of building relationships, NOT asking straight out for a job. The point is to cultivate a rapport that could potentially lead to leads on jobs in the future. Treat this as an informational interview, NOT a job interview! Alison Doyle of About.com has a great synopsis of how to conduct an Informational Interview. The people you're contacting are busy professionals, so afford them with the proper respect and courtesy they deserve.
One of the best ways to find alumni is through your college career center. An ever increasingly popular method Colleges and Universities are using now are online databases, chalk full of information on alumni working in a variety of fields and industries. Search the alumni directory if not online, or join your local Alumni Club or Association. Becoming active in an Alumni Group is invaluable due to the opportunities it provides for direct networking. When I lived in Las Vegas, the Notre Dame Club I was a part of had a game watch every football Saturday in the fall. And it was not only us at the sports bar. Clubs with alumni from Colorado, USC, Auburn, Nebraska, South Carolina and Washington were among a number of schools represented as well. Not every alumnus will be willing to assist, but I have found that the majority in some form or other will.
The key to effective alumni networking is to start early. In other words, if you are graduating in mid-May, don’t wait to start contacting alumni the week before. Don’t send spam or mass mails, and don’t cold call people! Instead, construct a polite and personalized email to ask them if they would be willing to spend a few minutes of their time providing insight into what skills their job requires and how to prepare yourself for a career in their field. Being as such, it will be much more productive on both ends if you target only those who are in a similar career of interest. You may be able to gain a mentor, and if you leave a great impression, they may even introduce you to others in their industry. Overall, focus on making real and meaningful connections. Remember: it’s not always the quantity, but rather the quality of contacts that make the difference.
With the increasing popularity of social media, take some time and search LinkedIn or Facebook to locate alumni groups of your institution. Twitter also provides a great opportunity to either follow career services departments or alumni from your school. Send a request to join them, identifying yourself with credentials that you are either a current or former student of the institution, then once added, actively participate. Utilize discussion forums and other features to make yourself known, and thus enhance opportunities to network.
Lastly, thank each alumnus who willingly helps for everything and anything they did for you, whether it's just responding to your email or helping you land an interview. Show gratitude! There is nothing worse than helping someone who takes it all for granted. Take the time to write a personal ‘thank you’ note or card in addition to the verbal or electronic thanks you send. Leaving a personal touch will leave more of a lasting impression.
Following proper etiquette will benefit not only you, but those who follow you. Missteps along the way won’t only burn bridges for you, but potentially for those who seek assistance afterward as well.
Thursday, March 8, 2012
Why I don’t like “Elevator Pitches”
There was a scene in the recently released movie “New Year’s Eve” in which the characters played by Ashton Kutcher and Lea Michele are trapped in an elevator together for several hours. Now they end up (spoiler alert) sparking the beginnings of a romance by the end of their shared time on this elevator, but the first few hours were far from being affectionate. In fact they were downright painful, as both make negative assumptions about each other and neither are too pleased to be stuck in an elevator at all, let alone with a complete stranger. Now I know that this is an extreme example because of the length of time. But it can be really uneasy to be stuck with a stranger in most settings for even 30 seconds; become subjected to a sales pitch and that 30 seconds becomes 10 years. The doors to the subway, bus, or elevator cannot open fast enough. Remember Ned Ryerson from Groundhog Day?
Before I go any further, keep in mind that I didn’t say elevator pitches weren’t necessary, or that elevator pitches can’t serve a purpose. I just don’t like the vast majority of elevator pitches I hear. The problem with most elevator pitches is that they sound like scripted or memorized sales pitches. If you’re looking to repel someone quickly, use an unsolicited sales pitch on him/her. Also, why do people have to talk so fast when giving them? I understand it’s supposed to take about 30 seconds, but it’s not a race against the clock. This does nothing more than leave the recipient feeling like they were just struck by a tornado. I don’t know about you, but if my house were hit by a tornado, I don’t think I’d be too excited about it. If this is the feeling that results from your elevator pitch, I would not be very willing to listen, or help, either.
An "elevator pitch" is intended to present you and your offering in a casual and socially acceptable manner. It actually derived its name because it should be delivered in less than 30 seconds, or about the time an average elevator ride takes. The word “pitch” in and of itself implies that you’re selling something, and most people don’t like that. If your presentation is truly a pitch, then you’ve got it all wrong. And if you are too forward, come off as boring, or it sounds cheesy, you are better off keeping your mouth closed. It’s not an autobiography, either. Nobody cares about your science project in the 3rd grade, or the your favorite color at age 13.
The key to an effective elevator pitch is to deliver it so subtly that the intended recipient does not even realize it. In other words – wind it into a regular conversation naturally. If you can focus more on how to have a productive conversation with someone, you will be surprised at the opportunities that arise to steer the conversation into a direction that allows you to speak about what you would like. I’m writing this with the job seeker in mind, but it also can apply to sales, marketing, or promoting a product or service as well. One thing that I have always found effective is to ask sincere questions about him/her first (not too personal of course), and make him/her the initial focus. Give first, and receive later. The conversation most always will be reciprocated, and you will find yourself with an opportunity to convey who you are, what you do, and why they should they care………naturally. Real conversations lead to real results. The aim is to give you an opportunity in the future to speak more at length. If it sounds like a pre-canned or pre-rehearsed speech, or you’re regurgitating a memorized script, it won’t work.
In short, keep these few points in mind:
• The intended target did not sign up for a pitch – don’t deliver it as one!
• Talking way too fast is completely counterproductive – this isn’t a race against time.
• If it sounds like a pre-rehearsed speech, go back to the drawing board.
• Make it natural and conversational. Think beforehand about how to intertwine what you want to in a regular conversation, and practice it from that approach.
• Keep the conversation exciting – a boring delivery will bring a lackluster result
Before I go any further, keep in mind that I didn’t say elevator pitches weren’t necessary, or that elevator pitches can’t serve a purpose. I just don’t like the vast majority of elevator pitches I hear. The problem with most elevator pitches is that they sound like scripted or memorized sales pitches. If you’re looking to repel someone quickly, use an unsolicited sales pitch on him/her. Also, why do people have to talk so fast when giving them? I understand it’s supposed to take about 30 seconds, but it’s not a race against the clock. This does nothing more than leave the recipient feeling like they were just struck by a tornado. I don’t know about you, but if my house were hit by a tornado, I don’t think I’d be too excited about it. If this is the feeling that results from your elevator pitch, I would not be very willing to listen, or help, either.
An "elevator pitch" is intended to present you and your offering in a casual and socially acceptable manner. It actually derived its name because it should be delivered in less than 30 seconds, or about the time an average elevator ride takes. The word “pitch” in and of itself implies that you’re selling something, and most people don’t like that. If your presentation is truly a pitch, then you’ve got it all wrong. And if you are too forward, come off as boring, or it sounds cheesy, you are better off keeping your mouth closed. It’s not an autobiography, either. Nobody cares about your science project in the 3rd grade, or the your favorite color at age 13.
The key to an effective elevator pitch is to deliver it so subtly that the intended recipient does not even realize it. In other words – wind it into a regular conversation naturally. If you can focus more on how to have a productive conversation with someone, you will be surprised at the opportunities that arise to steer the conversation into a direction that allows you to speak about what you would like. I’m writing this with the job seeker in mind, but it also can apply to sales, marketing, or promoting a product or service as well. One thing that I have always found effective is to ask sincere questions about him/her first (not too personal of course), and make him/her the initial focus. Give first, and receive later. The conversation most always will be reciprocated, and you will find yourself with an opportunity to convey who you are, what you do, and why they should they care………naturally. Real conversations lead to real results. The aim is to give you an opportunity in the future to speak more at length. If it sounds like a pre-canned or pre-rehearsed speech, or you’re regurgitating a memorized script, it won’t work.
In short, keep these few points in mind:
• The intended target did not sign up for a pitch – don’t deliver it as one!
• Talking way too fast is completely counterproductive – this isn’t a race against time.
• If it sounds like a pre-rehearsed speech, go back to the drawing board.
• Make it natural and conversational. Think beforehand about how to intertwine what you want to in a regular conversation, and practice it from that approach.
• Keep the conversation exciting – a boring delivery will bring a lackluster result
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