It is estimated that recruiters now account for filling about 1/10 of all job openings. Most recruiters are reputable, and strive to work ethically. However there are some that don’t. I am reminded of this again today, and thought I would share this scam with you.
In a nutshell, here’s how it works: This particular scam happens when you are searching for a job while currently employed. You respond to an advertised job by applying, and/or have posted your resume online. In either case, a recruiter has a copy of your resume and contacts you. He/she has a great job opportunity, and your background is an ideal fit. The tip though is that he/she wants to make sure you are currently still employed. Why? Because the intent in this scam is to be the first recruiter to have the opportunity to recruit a new job……..yours. Unbeknownst to you, your boss receives a call from this recruiter after speaking to you, and informs him/her that you are intending to leave the company, and that he/she would love the opportunity to present candidates to fill it. Talk about a stab in the back. But when a recruiter has no boundaries, it happens. Now you really will be looking for a job……unemployed.
It is important to utilize a recruiter (or recruiters) as part of your job search. Just make sure you have a solid relationship, and that you know what kind of track record he/she has. Ideally, the best time to do this is before a full-fledged search for employment. If you know people who have been placed by a particular recruiter, or have positive referrals, it’s probably a good bet. Also, it may seem intuitive to contact many recruiters, but this can actually backfire on you. I have spoken to this in a previous post, but essentially it can cause problems when it’s time to be represented as a candidate, and you may get someone who doesn’t know the first thing about you which will reflect negatively when you are presented to the company.
Just be careful about who you contact, where you submit a resume, or posting your resume online at all when you are conducting a job search while employed. Ideally if you can build these relationships of trust prior to conducting a search, then that will be the most beneficial to you. Avoid falling for this scam, or others while searching. Keep in mind that a few recruiters have their own best interest in mind, not yours.
Wednesday, August 31, 2011
Sunday, August 21, 2011
Use creativity when sending your resume, but AVOID GIMMICKS
One of the biggest frustrations job applicants experience when sending resumes to companies is in making sure they were indeed received. Many organizations are experiencing application rates as high as ten times or more the norm, and it is becoming more difficult to ensure your resume is not just lost in the shuffle. There are a few things to keep in mind, and a few ways you can track your submission.
Unfortunately, with high submission rates also come challenges in viewing all resumes. Applicant Tracking Systems (ATS) can help alleviate much of this burden, but as I will explain in a forthcoming blog post, they are not always 100% efficient either. If a company does not have the luxury of using an ATS, then a manual undertaking becomes quite overwhelming. If 700 resumes are submitted, and the unfortunate soul charged with sorting through the applications finds 20 or more “good” resumes in the first 200, you may arbitrarily be out of luck. If you are applicant number 201, your resume won’t be seen. It’s not fair, but in some cases it’s reality. So, you need to know if your email was received and opened.
The simplest way is to pick up the phone, call the employer, and say something to the effect of: “I’ve been having some issues with spam filters and wondered if you could verify that you received the resume I emailed you?” If you are savvy enough, you can use this as an opportunity to get the ear of the hiring manager or recruiter, and if leveraged properly could turn into an interview.
There are many free email notification services out there such as MSGTAG (www.msgtag.com). And you can always Google phrases such as “read receipt email” and “delivery receipt email” to find similar remedies.
Ideally, you want to have a direct contact in the company who can walk and hand deliver your resume directly to HR and/or the hiring manager. This of course is only ideal, and not often possible. Even so, there are still many ways to make sure your resume makes it to her/his desk. If you don’t have a direct contact, make one. Do some legwork on LinkedIn, conducting a search for employees currently employed with the target company. Make contacts at LinkedIn.com and Facebook. Call the company and ask for the correct spelling of the person in charge of your prospective opportunity. If the situation seems okay, consider hand delivering your resume to the company’s front desk attendant.
Another way is to physically print and send your resume with a cover letter directly to the hiring manager via snail mail. Take an unblemished white paper copy of your resume and print it on nice paper at a place like Fed Ex/Kinko’s. Then send it in an 8 x 11 manila envelope. If you are going to do this, then stay the professional route with a cream or light colored paper. Professionalism is the number one priority on any creative method you utilize. Beyond that, it’s becomes games and gimmicks.
I have seen resumes show up in bright neon green, pink, yellow and orange. I have had resumes come in paper that is slightly bigger than normal resume paper, the theory being that it will get noticed when stacking it with normal paper. I have seen and heard of the corny gifts showing up with the resume, including the shoebox with one shoe, a resume, and a note saying “just trying to get my foot in the door.” Sure these things get noticed, but mainly for the wrong reasons.
The day I start putting resumes at the top of the pile based on the gimmicky way I received it is the day I should probably call it quits in this business. I feel confident in saying that the overwhelming majority of my peers would agree 110%. A resume with extreme graphics or completely crazy formats has a place; in fields related to design or artistic expression where you are using the opportunity to showcase relevant skills. In most professional businesses, it comes across as ridiculous. And the common thread I have noticed in the gimmick-filled resumes: the candidates are usually not qualified. They are screaming out for attention.
Don’t expect a positive response if you send a resume with pop-up features or in a color that cannot be safely viewed without sunglasses. We don’t care if R2D2 shows up and plays a hologram message, or if your resume contains a computer chip that plays music. At the end of the day, the evaluation is made on the relevancy of the skills, background, and abilities of all candidates in order to find the best. Gimmicks will get you noticed, but not for the right reasons. Place the focus of your resume on your accomplishments, relevant background, personality, and unique skills that put you in the best light. Apply for positions that you are a good fit for. Doing so will put your best foot forward, and garner the right attention.
Unfortunately, with high submission rates also come challenges in viewing all resumes. Applicant Tracking Systems (ATS) can help alleviate much of this burden, but as I will explain in a forthcoming blog post, they are not always 100% efficient either. If a company does not have the luxury of using an ATS, then a manual undertaking becomes quite overwhelming. If 700 resumes are submitted, and the unfortunate soul charged with sorting through the applications finds 20 or more “good” resumes in the first 200, you may arbitrarily be out of luck. If you are applicant number 201, your resume won’t be seen. It’s not fair, but in some cases it’s reality. So, you need to know if your email was received and opened.
The simplest way is to pick up the phone, call the employer, and say something to the effect of: “I’ve been having some issues with spam filters and wondered if you could verify that you received the resume I emailed you?” If you are savvy enough, you can use this as an opportunity to get the ear of the hiring manager or recruiter, and if leveraged properly could turn into an interview.
There are many free email notification services out there such as MSGTAG (www.msgtag.com). And you can always Google phrases such as “read receipt email” and “delivery receipt email” to find similar remedies.
Ideally, you want to have a direct contact in the company who can walk and hand deliver your resume directly to HR and/or the hiring manager. This of course is only ideal, and not often possible. Even so, there are still many ways to make sure your resume makes it to her/his desk. If you don’t have a direct contact, make one. Do some legwork on LinkedIn, conducting a search for employees currently employed with the target company. Make contacts at LinkedIn.com and Facebook. Call the company and ask for the correct spelling of the person in charge of your prospective opportunity. If the situation seems okay, consider hand delivering your resume to the company’s front desk attendant.
Another way is to physically print and send your resume with a cover letter directly to the hiring manager via snail mail. Take an unblemished white paper copy of your resume and print it on nice paper at a place like Fed Ex/Kinko’s. Then send it in an 8 x 11 manila envelope. If you are going to do this, then stay the professional route with a cream or light colored paper. Professionalism is the number one priority on any creative method you utilize. Beyond that, it’s becomes games and gimmicks.
I have seen resumes show up in bright neon green, pink, yellow and orange. I have had resumes come in paper that is slightly bigger than normal resume paper, the theory being that it will get noticed when stacking it with normal paper. I have seen and heard of the corny gifts showing up with the resume, including the shoebox with one shoe, a resume, and a note saying “just trying to get my foot in the door.” Sure these things get noticed, but mainly for the wrong reasons.
The day I start putting resumes at the top of the pile based on the gimmicky way I received it is the day I should probably call it quits in this business. I feel confident in saying that the overwhelming majority of my peers would agree 110%. A resume with extreme graphics or completely crazy formats has a place; in fields related to design or artistic expression where you are using the opportunity to showcase relevant skills. In most professional businesses, it comes across as ridiculous. And the common thread I have noticed in the gimmick-filled resumes: the candidates are usually not qualified. They are screaming out for attention.
Don’t expect a positive response if you send a resume with pop-up features or in a color that cannot be safely viewed without sunglasses. We don’t care if R2D2 shows up and plays a hologram message, or if your resume contains a computer chip that plays music. At the end of the day, the evaluation is made on the relevancy of the skills, background, and abilities of all candidates in order to find the best. Gimmicks will get you noticed, but not for the right reasons. Place the focus of your resume on your accomplishments, relevant background, personality, and unique skills that put you in the best light. Apply for positions that you are a good fit for. Doing so will put your best foot forward, and garner the right attention.
Saturday, August 20, 2011
Post-Interview Thank You Notes
As part of any job search, you should always plan on sending thank you notes after interviews. It shows that you genuinely have an interest in the company and position, and even more importantly it can have an impact on the interviewer’s decision. I often am asked what type of thank you note is the best – via email, typed letter, handwritten, or just a phone call after. The answer really depends on the audience, and those are observations to keep in mind as you are interviewing.
There are different schools of thought on the type of correspondence to use, but personally I like the handwritten thank you note that comes in the mail. The reason is simply that a personalized note written on a card is the only type I seem to remember. I think it has an impact when someone takes the time to write a note on a card and send it, particularly in this day and age when almost everything seems electronic and impersonalized. I have found that most people don’t take the time to do this which is also probably a reason it makes an impression.
That’s not to say that an email or a typed thank you note are not good alternatives also, but you have to take the time to observe the personality of the interviewer in order to determine if these are a good fit. If he/she is extremely business minded, then a typed letter is probably better. If it seems like his/her desk is weighed down by paperwork from 6 months ago, a note via mail may just be added to the pile. An email may work better in this case. If the decision on the job will be made in a relatively short amount of time, snail mail may not make it before that choice is made. An email right after the interview would probably be the best option. And some interviewers prefer a phone call. If he/she seems to not be a fan of email, smart phones, or technology in general, a voice mail would be advisable.
Regardless of which method you use, it is important to make sure a thank you note is part of your interview process. It 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.
There are different schools of thought on the type of correspondence to use, but personally I like the handwritten thank you note that comes in the mail. The reason is simply that a personalized note written on a card is the only type I seem to remember. I think it has an impact when someone takes the time to write a note on a card and send it, particularly in this day and age when almost everything seems electronic and impersonalized. I have found that most people don’t take the time to do this which is also probably a reason it makes an impression.
That’s not to say that an email or a typed thank you note are not good alternatives also, but you have to take the time to observe the personality of the interviewer in order to determine if these are a good fit. If he/she is extremely business minded, then a typed letter is probably better. If it seems like his/her desk is weighed down by paperwork from 6 months ago, a note via mail may just be added to the pile. An email may work better in this case. If the decision on the job will be made in a relatively short amount of time, snail mail may not make it before that choice is made. An email right after the interview would probably be the best option. And some interviewers prefer a phone call. If he/she seems to not be a fan of email, smart phones, or technology in general, a voice mail would be advisable.
Regardless of which method you use, it is important to make sure a thank you note is part of your interview process. It 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, August 19, 2011
5 Things to do Before a Job Loss to Help you Prepare and Survive Financially
This is a great article from Forbes magazine earlier this month that addresses 5 ways to prepare yourself financially just in case you lose your job. I definitely thought this was an article worth sharing:
http://www.forbes.com/sites/ellendorle/2011/08/09/5-things-to-do-before-a-job-loss-to-help-you-prepare-and-survive-financially/
http://www.forbes.com/sites/ellendorle/2011/08/09/5-things-to-do-before-a-job-loss-to-help-you-prepare-and-survive-financially/
The pitfalls of posting your resume online
When you are in the midst of a job search, posting your resume on sites such a Monster and CareerBuilder seems almost like a no-brainer. The more exposure you have, the better…..right? How will recruiters and hiring managers find you if you don’t post your resume all over the web? Although it may seem counterintuitive, there are some pretty conclusive reasons why you may want to rethink this.
The most obvious reason why you shouldn’t post your resume online would be because you are currently employed. If you are conducting a secret job search, and put your resume online, your intentions are not so secret anymore. Most companies have access to Monster and CareerBuilder, and your name on a resume will be plain to see. This could cause issues for you come the next round of layoffs. After all, you’re planning to leave anyway, right?
Another reason (and you may have experienced this before) is that you don’t want to put yourself in “claim of rights” war with recruiters. What happens is that when a company decides to hire for a position, they will contact a few recruiting agencies to assist them in the search for the right candidate. They usually will also post ads on the major sites to try to find the right candidates themselves. Suddenly you have 5 agencies contacting the exact same candidate resumes as found on Monster or CareerBuilder (or both), and it becomes a race against time to be the first to make contact with candidates, and thus secure “rights” over them. It becomes further complicated if you as a candidate apply for the job directly with the company. Now your resume is in the company’s database as having applied directly, and 5 recruiters are staking claims on you to present to the company for an interview. If you are the ideal candidate, this can destroy your chances entirely. How do 6 parties decide who gets credit for the candidate? It’s almost impossible to do. Believe it or not, and I have seen this happen many times, because a fair conclusion cannot be determined, the candidate is dropped altogether. Unbelievable I know, but that is the nature of the business.
So how do you avoid situations like this? Become a passive candidate. Don’t post your resume online at all!
As recruiters, we like passive candidates. You’re much more attractive. Think of it as the guy who no matter how hard he tries just can’t get a girlfriend. He does anything and everything to get a girlfriend, but it just isn’t working. Now you can probably imagine this guy from people you have known or observed in real life. He’s that guy who oversteps his bounds, is too aggressive, and overly obsessed with this pursuit. Rather than attracting women, he’s actually repelling them. There is an air of being desperate that follows him, and women aren’t finding that too attractive. As long as he continues down this road, the girlfriend will never happen.
Now assume this same guy realizes what he’s been doing wrong, and starts making steps to change those things. Eventually he gets that girlfriend. Now, instead of women being repelled, they are attracted to him. If you have seen this happen before, they literally start coming out of the woodwork. Why? Because he suddenly became more attractive by virtue of having a girlfriend and thus something they want to be but can’t have. This same reasoning holds true when searching for job candidates. Who wants the job seeker who has posted his resume all over the internet where anyone can find him? There is a school of thought among some hiring managers and recruiters that only desperate and unqualified job seekers post on sites like Monster or CareerBuilder. We want the gems. We want to find the people who have jobs and are tremendous assets to their companies. If you are good at what you do, why would you have to post your resume? The recruiters and hiring managers will be attracted to you.
If you aren’t visible on Monster or CareerBuilder, then how do they find you? I can’t stress this site enough, but the answer is LinkedIn. Passive candidates on LinkedIn who are currently employed but aren’t adverse to listening to other offers are the most attractive candidates out there. These are the gems that not everyone can find. This is why it is so important to complete your LinkedIn profile and build your network (refer to my earlier blog post on LinkedIn). More hiring managers and recruiters are using LinkedIn now than other sites, so make sure you are present there so you can be found.
Think about some of these reasons before posting your resume everywhere. It may just save you from losing opportunities you otherwise would have secured.
The most obvious reason why you shouldn’t post your resume online would be because you are currently employed. If you are conducting a secret job search, and put your resume online, your intentions are not so secret anymore. Most companies have access to Monster and CareerBuilder, and your name on a resume will be plain to see. This could cause issues for you come the next round of layoffs. After all, you’re planning to leave anyway, right?
Another reason (and you may have experienced this before) is that you don’t want to put yourself in “claim of rights” war with recruiters. What happens is that when a company decides to hire for a position, they will contact a few recruiting agencies to assist them in the search for the right candidate. They usually will also post ads on the major sites to try to find the right candidates themselves. Suddenly you have 5 agencies contacting the exact same candidate resumes as found on Monster or CareerBuilder (or both), and it becomes a race against time to be the first to make contact with candidates, and thus secure “rights” over them. It becomes further complicated if you as a candidate apply for the job directly with the company. Now your resume is in the company’s database as having applied directly, and 5 recruiters are staking claims on you to present to the company for an interview. If you are the ideal candidate, this can destroy your chances entirely. How do 6 parties decide who gets credit for the candidate? It’s almost impossible to do. Believe it or not, and I have seen this happen many times, because a fair conclusion cannot be determined, the candidate is dropped altogether. Unbelievable I know, but that is the nature of the business.
So how do you avoid situations like this? Become a passive candidate. Don’t post your resume online at all!
As recruiters, we like passive candidates. You’re much more attractive. Think of it as the guy who no matter how hard he tries just can’t get a girlfriend. He does anything and everything to get a girlfriend, but it just isn’t working. Now you can probably imagine this guy from people you have known or observed in real life. He’s that guy who oversteps his bounds, is too aggressive, and overly obsessed with this pursuit. Rather than attracting women, he’s actually repelling them. There is an air of being desperate that follows him, and women aren’t finding that too attractive. As long as he continues down this road, the girlfriend will never happen.
Now assume this same guy realizes what he’s been doing wrong, and starts making steps to change those things. Eventually he gets that girlfriend. Now, instead of women being repelled, they are attracted to him. If you have seen this happen before, they literally start coming out of the woodwork. Why? Because he suddenly became more attractive by virtue of having a girlfriend and thus something they want to be but can’t have. This same reasoning holds true when searching for job candidates. Who wants the job seeker who has posted his resume all over the internet where anyone can find him? There is a school of thought among some hiring managers and recruiters that only desperate and unqualified job seekers post on sites like Monster or CareerBuilder. We want the gems. We want to find the people who have jobs and are tremendous assets to their companies. If you are good at what you do, why would you have to post your resume? The recruiters and hiring managers will be attracted to you.
If you aren’t visible on Monster or CareerBuilder, then how do they find you? I can’t stress this site enough, but the answer is LinkedIn. Passive candidates on LinkedIn who are currently employed but aren’t adverse to listening to other offers are the most attractive candidates out there. These are the gems that not everyone can find. This is why it is so important to complete your LinkedIn profile and build your network (refer to my earlier blog post on LinkedIn). More hiring managers and recruiters are using LinkedIn now than other sites, so make sure you are present there so you can be found.
Think about some of these reasons before posting your resume everywhere. It may just save you from losing opportunities you otherwise would have secured.
Salary requirements: should you disclose it in your resume or cover letter?
When it comes to salary requirements, if a job ad doesn't specifically mention it, then DON’T offer it. Most ads don’t ask for salary requirements, but when they do, there are reasons for doing so. The most prominent is to weed out candidates who are out of the desired range. If your salary requirement is too high, you will most likely be screened out because the company assumes you will not be happy working for less than you desire. On the other end of the spectrum, if you state a salary that is lower than they intend to pay, then you may be shooting yourself in the foot assuming that you make it through the interview process. Either way, it is important to do your homework before you rule yourself out.
The first rule of thumb when asked to provide salary information: DON’T lie about compensation from past positions. It’s very easy to verify with just a phone call, and if you burn this bridge of trust, you can pretty much kiss any chance you had goodbye. Be honest and provide truthful information. Sure, it may be tempting to overstate your salaries because you are aiming for a higher paying job, but eventually it will catch up to you.
So how do you answer the salary requirement question, and not be discarded? Do some research and see if you can figure out what range the salary they will offer would fall in. For your part, state a salary range instead of a specific amount. You probably don’t want a range of $30,000, so staying within $5,000 to $10,000 is reasonable. And make sure your range is realistic. I remember quite well the interview I conducted a few years back for a VP of Human Resources. The majority of candidates I brought in to interview were at the level of compensation the client was willing to offer. This was because of the scope of responsibilities, size of the company, and number of direct reports. In this particular case the salary was right around $130,000. One of the last candidates to come in had passed the screening because she had not been forthright about her salary history. I did my homework, and knew she was currently making $65,000. And her salary was right in line for the scope of responsibilities she had. I was curious when I asked her about her salary requirements to see what she would say. She didn’t hesitate to respond $130,000. I nicely explained that I had researched her current position and knew she was only making half of that amount currently. After an awkward silence, the interview abruptly ended.
The point is, her expectations compared to her skills were completely unrealistic. If you are not within the range they want to pay, either high or low, it’s probably not worth the time to apply. I have seen companies that ask for salary requirements and then state a range of compensation based on experience. The ranges can fluctuate substantially, for example $70,000 to $100,000 depending on skills and background. The reason they do this is because they have not completely decided what exactly they want the position to entail. By evaluating a pool of applicants, they may be able to hone in on candidates that possess qualities they feel would best fit the company. Sometimes that means they figure out candidates in the $70,000 to $75,000 range will suffice; other times the $90,000 to $100,000 applicants appear to be the best fit. Don’t automatically assume that you fall at the top end of the range. More often than not I see the applicants who believe they are at the high end are in reality the ones who are actually at the lower end. They eliminate themselves quickly.
So how do you present salary requirements when requested? Unless asked specifically to state your requirements on the cover letter, you will want to create a separate “Salary Requirements” addendum that lists your salary history and clearly states your desired salary. This can be submitted with the resume and cover letter when you apply. Some additional tips in this regard include:
• Stating that you expect competitive or fair compensation based on the position, particularly if you feel you are underpaid now
• Expressing your salary flexibility
• Stating that you would prefer to discuss salary in an interview, but also make sure to reinforce the fact that you do not believe the range offered will be an issue
• Stating that your salary requirements are negotiable based upon the position and the overall total compensation package, including benefits and perks - this includes bonuses, amounts paid by the employer toward medical premiums, 401k matching, stock grants or stock options, and paid time off. Evaluate the package as a whole
The last bit of advice is whenever possible, let the employer bring up compensation. In an interview setting, this will work wonders. I will talk more to this in another post, but to negotiate the best possible salary for yourself, let your skills, background and qualities do the talking; if you do your chances for a higher offer go up significantly. There is a psyche about the perception of actually being interested in the job versus only being interested in what it pays.
The first rule of thumb when asked to provide salary information: DON’T lie about compensation from past positions. It’s very easy to verify with just a phone call, and if you burn this bridge of trust, you can pretty much kiss any chance you had goodbye. Be honest and provide truthful information. Sure, it may be tempting to overstate your salaries because you are aiming for a higher paying job, but eventually it will catch up to you.
So how do you answer the salary requirement question, and not be discarded? Do some research and see if you can figure out what range the salary they will offer would fall in. For your part, state a salary range instead of a specific amount. You probably don’t want a range of $30,000, so staying within $5,000 to $10,000 is reasonable. And make sure your range is realistic. I remember quite well the interview I conducted a few years back for a VP of Human Resources. The majority of candidates I brought in to interview were at the level of compensation the client was willing to offer. This was because of the scope of responsibilities, size of the company, and number of direct reports. In this particular case the salary was right around $130,000. One of the last candidates to come in had passed the screening because she had not been forthright about her salary history. I did my homework, and knew she was currently making $65,000. And her salary was right in line for the scope of responsibilities she had. I was curious when I asked her about her salary requirements to see what she would say. She didn’t hesitate to respond $130,000. I nicely explained that I had researched her current position and knew she was only making half of that amount currently. After an awkward silence, the interview abruptly ended.
The point is, her expectations compared to her skills were completely unrealistic. If you are not within the range they want to pay, either high or low, it’s probably not worth the time to apply. I have seen companies that ask for salary requirements and then state a range of compensation based on experience. The ranges can fluctuate substantially, for example $70,000 to $100,000 depending on skills and background. The reason they do this is because they have not completely decided what exactly they want the position to entail. By evaluating a pool of applicants, they may be able to hone in on candidates that possess qualities they feel would best fit the company. Sometimes that means they figure out candidates in the $70,000 to $75,000 range will suffice; other times the $90,000 to $100,000 applicants appear to be the best fit. Don’t automatically assume that you fall at the top end of the range. More often than not I see the applicants who believe they are at the high end are in reality the ones who are actually at the lower end. They eliminate themselves quickly.
So how do you present salary requirements when requested? Unless asked specifically to state your requirements on the cover letter, you will want to create a separate “Salary Requirements” addendum that lists your salary history and clearly states your desired salary. This can be submitted with the resume and cover letter when you apply. Some additional tips in this regard include:
• Stating that you expect competitive or fair compensation based on the position, particularly if you feel you are underpaid now
• Expressing your salary flexibility
• Stating that you would prefer to discuss salary in an interview, but also make sure to reinforce the fact that you do not believe the range offered will be an issue
• Stating that your salary requirements are negotiable based upon the position and the overall total compensation package, including benefits and perks - this includes bonuses, amounts paid by the employer toward medical premiums, 401k matching, stock grants or stock options, and paid time off. Evaluate the package as a whole
The last bit of advice is whenever possible, let the employer bring up compensation. In an interview setting, this will work wonders. I will talk more to this in another post, but to negotiate the best possible salary for yourself, let your skills, background and qualities do the talking; if you do your chances for a higher offer go up significantly. There is a psyche about the perception of actually being interested in the job versus only being interested in what it pays.
Friday, August 12, 2011
BEWARE: online job search sites that require YOU to pay a fee
As an unemployed individual in this economy, there inevitably comes a point (for most) when desperation starts to set in. Beware: there are people waiting in the wings to prey on this type of anxiety, and they are good at it too.
Be very cautious of websites that require the payment of a fee for job search assistance. Some make guarantees that you will find a job, while others promise to connect you with multiple recruiters in your industry.
Signing up is easy, there’s a great sales pitch, and an innovative approach. They lure job seekers with a 30-day money back guarantee, and a promise of one month free. So after trying it out for a couple weeks, you’re not satisfied. You decide to cancel, and the runaround begins. You’re asked to fill out a link, but your membership doesn’t cancel. You call customer service and are sent another link, but it doesn’t work. Now you have to fax a cancellation letter. That mysteriously never makes it. Another call to customer service lets you know it’s just a matter of filling out some info on the website and it will be cancelled. But it never is.
In the meantime, you are billed numerous times, and the hoops to jump through in order to get a refund are endless. It probably won’t happen. And for those who do run the course, the outcome is usually the same; no results. You also figure out that the jobs that are posted on the website are also found on most free websites, and no recruiters contact you.
Now don’t get me wrong. I’m not talking about professionals who can legitimately provide interview coaching, skills enhancements or other career training. These can be extremely beneficial for active job seekers, and in fact many of these activities are encouraged. What I am talking about are companies or individuals that make guarantees about job placements or interviews for a fee. Let me explain why.
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. There is no need to. The average recruiting fee is 25% - 33% (and in some cases much more) of the first year salary of the candidate placed. That means that a recruiter who places someone at $100,000 a year would expect to make a commission of between $25,000 and $33,000 (on average). It can be a very lucrative business, but keep in mind that sometimes to find that “perfect” candidate a recruiter has to weed through hundreds of prospects. In most firms the recruiter would take home about half of that figure, with the other half going to the firm. Even at that rate, only 8 placements during a year would equate to $100,000 take home. That is conservative for many in the business. To find those 8 placements, a recruiter will literally go through hundreds and even possibly over a thousand candidates. It’s a pretty small percentage who actually get placed, but for the recruiter to do his/her due diligence, it is necessary in order to find the best person for that job.
Now think about how this applies to the companies that are charging fees to job seekers to “connect” with recruiters, or better yet are “guaranteeing” job placement. The example I used is pretty conservative; 8 placements from a pool of about 1000 people. That translates to less than 1% of the same 1000 obtaining a job through that recruiter in that particular year. Yet companies or individuals are willing to take your money when they know full well there is about a 99% chance nothing will come of it. And that is IF you are actually contacted by a recruiter at all.
Look at it from another angle. If these companies were so sure that you would get a job, why would they need to charge you at all? Moreover, charging people period would actually not be in their best interest because the more people they could attract and place, the more money they would make. A fee would actually serve as a huge deterrent. As a hypothetical example, let’s say a “job placement company” attracts 500 people who sign up during a month. I don’t know what the actual numbers are, but I’m guessing on basic math alone that in order for the company to make money, this is a workable number. The key is “in order to make money.” IF they are referring all 500 of these people, who are all subsequently placed by recruiters, now you are looking at HUGE $$$$$. Let’s say the average starting salary is $60,000. At 25%, that’s a $15,000 commission on each. With 500 placements, that’s $750,000 in commission, all in the space of a month. Surely the “job placement company” isn’t going to let recruiters take that entire pot. After all, it was them who referred all 500 people to these recruiters in the first place. It is only fair they get a share of the pie as well.
And yet, they still charge you $39.95 a month?
The reality is that it is complete nonsense. They provide nothing more than what a job seeker can do on his/her own, and in most case a lot less. Times are tough and there are too many of these bottom-feeding sites around preying on the desperation of job seekers, and stealing their money. Just remember, if you see claims such as a “95%” success rate, or “guarantees,” my advice would be to turn the other way and run until you are completely out of breath. Then run some more. If it sounds too good to be true, it probably is. If nothing else, encourage them to pursue a career in recruiting. If they can translate that type of success even marginally as a recruiter, they can retire in 3 months.
Be very cautious of websites that require the payment of a fee for job search assistance. Some make guarantees that you will find a job, while others promise to connect you with multiple recruiters in your industry.
Signing up is easy, there’s a great sales pitch, and an innovative approach. They lure job seekers with a 30-day money back guarantee, and a promise of one month free. So after trying it out for a couple weeks, you’re not satisfied. You decide to cancel, and the runaround begins. You’re asked to fill out a link, but your membership doesn’t cancel. You call customer service and are sent another link, but it doesn’t work. Now you have to fax a cancellation letter. That mysteriously never makes it. Another call to customer service lets you know it’s just a matter of filling out some info on the website and it will be cancelled. But it never is.
In the meantime, you are billed numerous times, and the hoops to jump through in order to get a refund are endless. It probably won’t happen. And for those who do run the course, the outcome is usually the same; no results. You also figure out that the jobs that are posted on the website are also found on most free websites, and no recruiters contact you.
Now don’t get me wrong. I’m not talking about professionals who can legitimately provide interview coaching, skills enhancements or other career training. These can be extremely beneficial for active job seekers, and in fact many of these activities are encouraged. What I am talking about are companies or individuals that make guarantees about job placements or interviews for a fee. Let me explain why.
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. There is no need to. The average recruiting fee is 25% - 33% (and in some cases much more) of the first year salary of the candidate placed. That means that a recruiter who places someone at $100,000 a year would expect to make a commission of between $25,000 and $33,000 (on average). It can be a very lucrative business, but keep in mind that sometimes to find that “perfect” candidate a recruiter has to weed through hundreds of prospects. In most firms the recruiter would take home about half of that figure, with the other half going to the firm. Even at that rate, only 8 placements during a year would equate to $100,000 take home. That is conservative for many in the business. To find those 8 placements, a recruiter will literally go through hundreds and even possibly over a thousand candidates. It’s a pretty small percentage who actually get placed, but for the recruiter to do his/her due diligence, it is necessary in order to find the best person for that job.
Now think about how this applies to the companies that are charging fees to job seekers to “connect” with recruiters, or better yet are “guaranteeing” job placement. The example I used is pretty conservative; 8 placements from a pool of about 1000 people. That translates to less than 1% of the same 1000 obtaining a job through that recruiter in that particular year. Yet companies or individuals are willing to take your money when they know full well there is about a 99% chance nothing will come of it. And that is IF you are actually contacted by a recruiter at all.
Look at it from another angle. If these companies were so sure that you would get a job, why would they need to charge you at all? Moreover, charging people period would actually not be in their best interest because the more people they could attract and place, the more money they would make. A fee would actually serve as a huge deterrent. As a hypothetical example, let’s say a “job placement company” attracts 500 people who sign up during a month. I don’t know what the actual numbers are, but I’m guessing on basic math alone that in order for the company to make money, this is a workable number. The key is “in order to make money.” IF they are referring all 500 of these people, who are all subsequently placed by recruiters, now you are looking at HUGE $$$$$. Let’s say the average starting salary is $60,000. At 25%, that’s a $15,000 commission on each. With 500 placements, that’s $750,000 in commission, all in the space of a month. Surely the “job placement company” isn’t going to let recruiters take that entire pot. After all, it was them who referred all 500 people to these recruiters in the first place. It is only fair they get a share of the pie as well.
And yet, they still charge you $39.95 a month?
The reality is that it is complete nonsense. They provide nothing more than what a job seeker can do on his/her own, and in most case a lot less. Times are tough and there are too many of these bottom-feeding sites around preying on the desperation of job seekers, and stealing their money. Just remember, if you see claims such as a “95%” success rate, or “guarantees,” my advice would be to turn the other way and run until you are completely out of breath. Then run some more. If it sounds too good to be true, it probably is. If nothing else, encourage them to pursue a career in recruiting. If they can translate that type of success even marginally as a recruiter, they can retire in 3 months.
Wednesday, August 10, 2011
How to effectively use LinkedIn
Any job seeker, whether employed or unemployed, should be using LinkedIn as part of his/her job search. In fact, because of the many networking opportunities LinkedIn provides, it should be a good portion of the search. If you haven’t used LinkedIn much, or even at all, don’t worry. I’m going to give you some tips on how to create and utilize your profile so that it will optimize your job search efforts.
The first tip is to start using LinkedIn before you need it. Ideally this would be while you are still gainfully employed, and long before that unforeseen layoff. You want to be able to build your network of contacts so that if that day comes, you will be prepared to immediately utilize your connections to find a new position.
Never leave your LinkedIn profile unfinished! The best way to think of it is like a search engine, but not for a website…….it’s to find you. Include parts of your resume, and key words for your industry. You will see when building your profile that the more positions, education, skills, and recommendations you list, the easier it will be for recruiters and hiring managers to find you. The vast majority of recruiters and hiring managers alike are using LinkedIn to source candidates for open positions, so the more visible your profile the better.
You can also increase your visibility by answering the “answers” section. Respond to questions, and ask a question if you need information or assistance.
Build up your connections. You can do so by adding professional colleagues, former classmates, past employers, friends and even family. The more contacts you can build, the greater the span you will have when it comes to searching for specific companies, industries, or names of people. Your contacts have the potential to help you grow your career or find a new job Unlike CareerBuilder or Monster, where you post a resume and wait for employers to contact you, LinkedIn gives you an opportunity to be proactive. You have the tools at your disposal to conduct searches that will lead you directly to people in your industry, or within target companies.
Start by searching for specific companies and/or industries. You can do this by searching the company directory on LinkedIn within your industry, or target industry. Locate companies in the city you live in, or in cities you hope to relocate to. Then search your network (”People Search”) for that particular company name. As long as you have built up your contacts, you will be amazed at the names that pop up. Now you have people you can contact directly! Why is this so important? It’s important because a good number of the positions that exist out there are not advertised online. Having a direct contact is the only way you will find out about new jobs at that company.
I also suggest you search for jobs on LinkedIn within the job search section. Some jobs posted there will not be found on other sites, so it is important to look regularly. You can search the Jobs section by keyword and location, or use the Advanced Search option to search by more specific criteria.
Another important thing to do is get recommendations. These can essentially serve as built-in references for those who come across your profile. The more you have, the better. Join employment groups, college alumni associations, and employer alumni associations. Joining groups will help tremendously in networking, and even in building your own network of connections.
As a warning, LinkedIn is meant to be a site for professional networking. Treat your posts as if you were on a job interview. LinkedIn is not the place to be posting funny pictures, offensive material, or other information that could hurt your professional reputation. Be very careful about what you do on Facebook too (see my previous post entitled “Let Social Media (Facebook) be your friend, not your enemy”).
By following these suggestions, you too can experience the results so many others have on LinkedIn. You will be more likely to be found by hiring managers and recruiters, and you can expand your network of contacts substantially. Hopefully you will find the same results as those who found new jobs through LinkedIn as well.
The first tip is to start using LinkedIn before you need it. Ideally this would be while you are still gainfully employed, and long before that unforeseen layoff. You want to be able to build your network of contacts so that if that day comes, you will be prepared to immediately utilize your connections to find a new position.
Never leave your LinkedIn profile unfinished! The best way to think of it is like a search engine, but not for a website…….it’s to find you. Include parts of your resume, and key words for your industry. You will see when building your profile that the more positions, education, skills, and recommendations you list, the easier it will be for recruiters and hiring managers to find you. The vast majority of recruiters and hiring managers alike are using LinkedIn to source candidates for open positions, so the more visible your profile the better.
You can also increase your visibility by answering the “answers” section. Respond to questions, and ask a question if you need information or assistance.
Build up your connections. You can do so by adding professional colleagues, former classmates, past employers, friends and even family. The more contacts you can build, the greater the span you will have when it comes to searching for specific companies, industries, or names of people. Your contacts have the potential to help you grow your career or find a new job Unlike CareerBuilder or Monster, where you post a resume and wait for employers to contact you, LinkedIn gives you an opportunity to be proactive. You have the tools at your disposal to conduct searches that will lead you directly to people in your industry, or within target companies.
Start by searching for specific companies and/or industries. You can do this by searching the company directory on LinkedIn within your industry, or target industry. Locate companies in the city you live in, or in cities you hope to relocate to. Then search your network (”People Search”) for that particular company name. As long as you have built up your contacts, you will be amazed at the names that pop up. Now you have people you can contact directly! Why is this so important? It’s important because a good number of the positions that exist out there are not advertised online. Having a direct contact is the only way you will find out about new jobs at that company.
I also suggest you search for jobs on LinkedIn within the job search section. Some jobs posted there will not be found on other sites, so it is important to look regularly. You can search the Jobs section by keyword and location, or use the Advanced Search option to search by more specific criteria.
Another important thing to do is get recommendations. These can essentially serve as built-in references for those who come across your profile. The more you have, the better. Join employment groups, college alumni associations, and employer alumni associations. Joining groups will help tremendously in networking, and even in building your own network of connections.
As a warning, LinkedIn is meant to be a site for professional networking. Treat your posts as if you were on a job interview. LinkedIn is not the place to be posting funny pictures, offensive material, or other information that could hurt your professional reputation. Be very careful about what you do on Facebook too (see my previous post entitled “Let Social Media (Facebook) be your friend, not your enemy”).
By following these suggestions, you too can experience the results so many others have on LinkedIn. You will be more likely to be found by hiring managers and recruiters, and you can expand your network of contacts substantially. Hopefully you will find the same results as those who found new jobs through LinkedIn as well.
Tuesday, August 2, 2011
Cover Letters.....how important are they really?
I’m often baffled, amazed, and even disgusted at the prices I see resume writers charging for cover letters. It seems in some cases, the lure is to advertise a lower priced resume, only to promote “necessary” add-ons such as cover letters and thank you notes in order to substantially raise the price.
So do you actually need to send a cover letter each time you apply?
The answer is definitely YES.
BUT, don’t spend an inordinate amount of time making it perfect. Why? Because at this point in time in a down economy the number of resume submissions has increased by over 10 times the norm in many cases. This means that jobs that would normally see 50 resumes submitted are now seeing over 500. We simply don’t have time to do anything other than quickly skim the resume, let alone read an entire cover letter.
Don’t let the increased number of resume submissions scare you though. In reality 80% - 90% of resumes submitted to these positions are from people who won’t be considered because they don’t qualify In a down economy such as this, the level of desperation has skyrocketed, and people are submitting their resume to every single job posted out there……literally.
Another very important reason to submit a cover letter with your resume: we notice if you don’t. As strange as it sounds, I have found myself on resume number 52, and suddenly thinking to myself how lazy this applicant must have been for not including a cover letter. It’s also at this point I realize I haven’t so much as skimmed the actual content in any of the letters from 1 to 51; I only noticed it was present. The point is, even though time limits a reader’s ability to do much more than skim resumes, the absence of a cover letter leaves a negative impression. Again, it doesn’t need to be perfect, but it should be accompanying.
So what is that important information that is typically included in a cover letter?
Examples could include the reason for wanting to transfer industries, an impeding move to a city across the country, or explaining a gap in employment. These are all still factors that are extremely important to convey, but because cover letters aren’t always being read, they have to be conveyed in the resume. Including this info briefly in your Profile accomplishes the same purpose, only it’s likely to be read since it’s among the opening statement(s) of your resume. I cannot stress how important it is to tailor your resume to the intended each time before submitting, and areas that typically would be covered in a cover letter must be present in your resume.
If nothing else, it is standard to include the company name, address and if possible the name of the contact person at the top. A concise summary of the skills and abilities you possess that are pertinent to the position should comprise the main parts of the body. Make sure you clearly state the position you are applying to. The most important element you should include is your achievements/accomplishments, and these can be pulled directly from your resume and placed in a bullet pointed list within the letter itself. Make a clear separation in the middle of the page, with a line or two of white space surrounding it. If nothing else, someone who skims the letter will be drawn to your achievements, and thus is more likely to have a piqued interest in looking at the resume.
Don’t get me wrong, because I am not trying to completely downplay the importance of the cover letter. Just keep in mind that in an environment where applicants are at astronomical levels, the important elements normally covered in a cover letter need to be covered in the resume. And whatever you do, don’t pay hundreds of dollars for a bunch of variations that most likely won’t be read anyhow.
So do you actually need to send a cover letter each time you apply?
The answer is definitely YES.
BUT, don’t spend an inordinate amount of time making it perfect. Why? Because at this point in time in a down economy the number of resume submissions has increased by over 10 times the norm in many cases. This means that jobs that would normally see 50 resumes submitted are now seeing over 500. We simply don’t have time to do anything other than quickly skim the resume, let alone read an entire cover letter.
Don’t let the increased number of resume submissions scare you though. In reality 80% - 90% of resumes submitted to these positions are from people who won’t be considered because they don’t qualify In a down economy such as this, the level of desperation has skyrocketed, and people are submitting their resume to every single job posted out there……literally.
Another very important reason to submit a cover letter with your resume: we notice if you don’t. As strange as it sounds, I have found myself on resume number 52, and suddenly thinking to myself how lazy this applicant must have been for not including a cover letter. It’s also at this point I realize I haven’t so much as skimmed the actual content in any of the letters from 1 to 51; I only noticed it was present. The point is, even though time limits a reader’s ability to do much more than skim resumes, the absence of a cover letter leaves a negative impression. Again, it doesn’t need to be perfect, but it should be accompanying.
So what is that important information that is typically included in a cover letter?
Examples could include the reason for wanting to transfer industries, an impeding move to a city across the country, or explaining a gap in employment. These are all still factors that are extremely important to convey, but because cover letters aren’t always being read, they have to be conveyed in the resume. Including this info briefly in your Profile accomplishes the same purpose, only it’s likely to be read since it’s among the opening statement(s) of your resume. I cannot stress how important it is to tailor your resume to the intended each time before submitting, and areas that typically would be covered in a cover letter must be present in your resume.
If nothing else, it is standard to include the company name, address and if possible the name of the contact person at the top. A concise summary of the skills and abilities you possess that are pertinent to the position should comprise the main parts of the body. Make sure you clearly state the position you are applying to. The most important element you should include is your achievements/accomplishments, and these can be pulled directly from your resume and placed in a bullet pointed list within the letter itself. Make a clear separation in the middle of the page, with a line or two of white space surrounding it. If nothing else, someone who skims the letter will be drawn to your achievements, and thus is more likely to have a piqued interest in looking at the resume.
Don’t get me wrong, because I am not trying to completely downplay the importance of the cover letter. Just keep in mind that in an environment where applicants are at astronomical levels, the important elements normally covered in a cover letter need to be covered in the resume. And whatever you do, don’t pay hundreds of dollars for a bunch of variations that most likely won’t be read anyhow.
Monday, August 1, 2011
Let Social Media (Facebook) be your friend, not your enemy
As a job seeker, social media can be your best friend. It also can become your worst enemy. When it comes to Facebook, it is probably a good idea to set your profile privacy parameters in a manner that does not let the public see your personal exploits. Think of it as another “reference check.” If you are posting pictures showing you engaging in sketchy behavior, or making posts that could be construed as offensive or discriminatory I nature, you could be ruled out automatically by an employer. And just because you set your privacy settings or detag yourself from pictures, realize that they still exist. Once something is posted online, it never totally disappears.
Just to go ahead and answer it…….yes we do check out profiles on Facebook. A citation in the Bloomberg article notes that a study by Harris Interactive found that 45% of employers surveyed were using social networks to screen job applicants. Keep in mind that the article was written in September of 2009, so that number has most likely risen substantially since then. It may seem completely innocent or done out of frustration at the time, but comments and posts can prove detrimental.
The following articles speak more about the potential pitfalls of Facebook.
http://www.forbes.com/forbes/2011/0718/features-facebook-social-media-google-destroy-job-search.html
http://www.businessweek.com/careers/workingparents/blog/archives/2009/09/jobs_facebook_and_the_clueless_generation.html
The final post from a blog shows real life stories where people lost their jobs because of poor social media etiquette. Just as a caution, there is some language that may be offensive. I am including this as an example of what really happens out there though just to serve as a reminder.
http://blog.brand-yourself.com/social-media/social-media-news/social-media-etiquette-horror-stories-top-5-ways-to-lose-your-job-via-social-media/
Use common sense, and treat Facebook as you would a professional job interview. If you wouldn’t mention something there, then you wouldn’t want to display it on Facebook either.
Just to go ahead and answer it…….yes we do check out profiles on Facebook. A citation in the Bloomberg article notes that a study by Harris Interactive found that 45% of employers surveyed were using social networks to screen job applicants. Keep in mind that the article was written in September of 2009, so that number has most likely risen substantially since then. It may seem completely innocent or done out of frustration at the time, but comments and posts can prove detrimental.
The following articles speak more about the potential pitfalls of Facebook.
http://www.forbes.com/forbes/2011/0718/features-facebook-social-media-google-destroy-job-search.html
http://www.businessweek.com/careers/workingparents/blog/archives/2009/09/jobs_facebook_and_the_clueless_generation.html
The final post from a blog shows real life stories where people lost their jobs because of poor social media etiquette. Just as a caution, there is some language that may be offensive. I am including this as an example of what really happens out there though just to serve as a reminder.
http://blog.brand-yourself.com/social-media/social-media-news/social-media-etiquette-horror-stories-top-5-ways-to-lose-your-job-via-social-media/
Use common sense, and treat Facebook as you would a professional job interview. If you wouldn’t mention something there, then you wouldn’t want to display it on Facebook either.
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