Are you looking for a job? Did you send your resume in to a potential employer? Keep one thing in mind – Everything you do and every conversation you have – IS AN INTERVIEW. Whether you are talking to the Manager, to Human Resources or to the Front Desk Receptionist, Everything is an interview.
Do not have a weird font or graphics on your resume
Do not have an unprofessional voicemail
Do not have an unprofessional email id
When meeting someone for coffee to network, dress professional and pay for the coffee
Be prepared – expect that person calling you to be an Hiring Manager
Respect and professionalism
Social Media – keep it professional. Companies will search your social media, be prepared and delete the party pictures from college.
When being interviewed or considered for a job, you are under a microscope. A lot of times the companies will look for a reason not to hire you instead of reasons to hire you. Do not give them a reason. The little things you do, do matter: Hold the door open when walking into a room or building, have good eye contact when speaking, have a firm hand shake, sit-up in your chair and speak slowly and clearly and thank them for their time and consideration.
Your resume will get you in the door but how you portray yourself will get you the job.
On Monday, I went to Ohio Recruiters Association, 2014 Fall workshop, in Columbus, Ohio attended by about 120 employment specialists. They had many interesting topics and sessions planned for the day, which included “Earning your MBA (Major Bank Account) in Recruiting”, “Recruiting Passive A-Players Your Clients Want to Hire”, and “Revolutionary Sourcing” . One of the main speakers, was Jordan Rayboy. Jordan has been recruiting since 2000 and is one of the top producing Recruiters, in the Country. I really enjoyed Jordan’s presentations and recruiting knowledge because it just made sense. How he conducts his business and how he recruits is very similar to my approach, he is a partner with the Client and the Candidate.
One of the topics and points Jordan mentioned were the 3 things candidates want. This was an excellent reminder, to all recruiters. Find out what the candidates are wanting and present this to the company, along with their resume/profile. In my opinion, if you understand these basic three things then you understand the candidate and what they are truly looking for. The three things are:
What is their motivation for change
What do they want, to be their next steps, in their careers. (What are their Hot Buttons)
Everyone is different and every company/position is different, as recruiter’s we need to understand who is the right fit – the best fit for each position.
You applied for a job and have received a call back to set-up an interview. Great!! Now what? It’s time for you to do even more research. As they say in Boy Scouts, “Be Prepared.” You need to learn and discover as much as you can about the Company, Job and even the Hiring Manager. Here are the 10 Things everyone should do prior to a job interview.
Go back and print out the job description. Study it. What does it really say the requirements are? What are the qualifications? Start writing down examples of what you have done and match that up to what the Company is looking for.
Google the Company. Have they been in the news lately? Are they a public company – can you find their last quarter report?
Google the Hiring Manager. Have you visited their LinkedIn Page? How long have they been with the company?
Read and Re-read the Company’s Website.
Visit your on-line profile. (you should have done this before you applied) but do it again. When you Google your name – what comes up? Do you have a professional image on-line?
Network – do you know anyone who works at the Company? Try to gain knowledge of the environment and atmosphere from current and past employees.
The economy is still tough and there are not as many jobs out there for all of the unemployed workers. Yet, every day I speak to unemployed Individuals who are not interested in working a contract job. Why? They tell me they are only interested in a PERM / Direct Hire Position’s. But Why? Why not a contract job?
You can gain experience, in a new industry or environment by working in a contract job.
Working a contract job is still better than not working.
Companies are hiring contractors to work on projects.
Companies will hire a known commodity over a new person – working a contract will get you in the door.
Some companies have hiring freezes – but can still hire contractors.
Yes – some contracting companies offer benefits.
Working contract does not look bad on your resume – It shows you are working and may gain you the extra experience for another role/opportunity.
When on a contract – EVERY DAY IS AN INTERVIEW. You never know what other job, in that department or another one, may come available.
You will meet New Hiring Managers, who may be able to give you a reference for other future opportunities.
If you find yourself looking for work, ask yourself…”Why not a contract job?”
Do you know what your first impression is on others? When speaking with Job Seekers what impression do you leave?
I believe first impressions are one of the keys to recruiting success. Everyone we talk to has a problem that they want us to solve.
If you are talking to a Job Seeker, for the first time, what is the impression you want to leave with them? Are they applying to your job advert? Were they referred to you from a friend? Are they calling you back? Why are they calling you and how can you help them out? How can they help you? Are you listening to their problem? All Job Seekers are not the same – do not treat them that way. You have to listen to what they are actually saying. Why are they looking for a new job? How can you help them? When I am talking to a new Job Seeker, I want them to know that I am their partner and ally, their Trusted Advisor. True, they may not be a fit for the job I am recruiting for but I want to give them some kind of advice or direction, to help them in their job search.
Too many recruiters treat the job seekers like a herd of cattle. Take the extra time (just a couple of minutes) and spend it talking with them. A majority of my candidates are from referrals. They reach out to me directly through LinkedIn, Twitter and Social Media. I can’t help all of them find jobs – not even close – but what I can give them is some advice and hopefully Hope, in their job search.
Let them know up front, what to expect from you and as a new Job Seeker, what you expect from them. Keep them in the loop the entire process. Don’t be afraid to give them the bad news as well as the good. Make them feel at ease while working with you and make sure they feel that they are an intimate part of this process. The new Job Seeker should be involved throughout so they can start feeling comfortable with how you recruit. As stated above, be their true Consultant and Trusted Advisor. This is your one chance to put yourself in that category with them, versus just another staffing firm.
Think back, on your last Job Seeker. What was your first impression, on them? Can you do better?
A Successful Recruiter needs to wear many hats. Recruiters do not just go out source/find new talent and move on. Recruiters need to wear many different hats and do many different jobs to be successful. Here is my list in Alphabetical order.
A Successful Recruiter is also a:
What other hats do you think a Successful Recruiter wears?
Do you have a lot of Meetings? How often do you meet? I think that sometimes we meet too often and lose productivity and sight of our goals. At the same time, it is also important to meet and know what the Recruiting team is doing and working on.
Do you have a virtual or in-house Recruiting team? Do you meet and review daily? I recommend implementing a Daily Recruiting Scrum. Scrum is not just an IT Term – it is an approach ( A Methodology) that can be used in other industries and jobs.
What is a Daily Recruiting Scrum? It is a Meeting that starts, on time daily (the earlier the better) with all members of the Team. Each person will discuss two things: What they did yesterday and what their plans are for today. It is a brief 1-2 minute sentence from each member. That’s it. Basic and effective.
This way everyone knows what each other is doing and what they did yesterday. It holds everyone accountable for what they said they are going to be working on. It is the place to ask for help if you need any. Try it and see what happens.
Recruiters – the first conversation you have with potential Candidates and Clients is one key that can lead to more success. Think about your conversations.
How was your introduction?
What are the key points that make you stand out, from your competition?
What can your Candidates and your Clients expect from you?
What do you expect from your Candidates and Clients?
I believe you need to set these expectations and make sure your information was presented correctly. There are too many recruiters who just go through the motions. Set yourself apart and let them know how you are different.
Having hired over 13,000 people in the past 10 years, I will tell you that the current requirements to hire a new employee have become daunting. I am beginning to think that a large portion of the unemployment rate is self inflicted. Each year, we are finding more ways to screen out candidates instead of finding ways to include or grow good talent. Here is listing of just a few of the hiring requirements that our members have had to comply with in order to be considered for employment.
– Resume submittal into an applicant tracking system
– Telephone interview
– Hiring Assessment (Six assessments is the highest number that I have heard of thus far.)
– IQ test (Yes, you read correctly.)
– Personal interviews (11 are the highest so far)
– Group interview (the largest panel has been 12 members)
– Requirement to submit a 5 minute, self-developed video of why you are qualified for the position.
– 15 minute stand-up presentation including a PowerPoint presentation.
– Submittal of a marketing or territory sales plan
– Submittal of your latest W-2
– Confidentially agreement and non-compete agreement
– Filling out an Application for Employment
– Drug and background check
– I-9 identification including 2 pieces of government issued ID or passport.
At any point in the hiring process, someone involved in the evaluation can say “no”. “No” is a safe answer. There is little risk in saying “no”. Saying “yes” commits you to the decision and to the success of the candidate. I’ll take the risk. Making a new hire successful is a responsibility that I accept.
Let’s trim down the list and say “yes” more often.
Why are you emailing the Client or Jobseeker every little question? I was talking with another recruiter about an open req. and their response was…I emailed them. My thought was….Why?
I find that too many Recruiters are hiding behind the computer. Do not be afraid to hear No or an answer you do not want to hear. Picking up the phone builds the relationship between you and the Client and you and the Job Seeker. Email can be a useful tool and complimentary tool but I believe your main source of communication should be the phone.
My challenge to you: Use the phone for everything for a month, change your habits and see how many more relationships and placements you can make. Stop hiding and let your voice be heard.
I was recently told about a new tool – Recruitin. I was told it let you X-ray LinkedIn, by creating the boolean for you, so I figured I would give it a try, last week.
First, make sure your web browser will allow pop-ups. You will need this turned on to get the results. After you are on the site, Recruitin, you just fill out the following tabs:
Country you want to Search. Use the pull down menu to select the country.
Job Title. Enter in the job title you are looking for. (also click the box for similar job titles. This way if you are searching for a Project Manager you will also pull up PM and so on.)
Fill out and list the location and key words. (Use a comma to separate the words. For example: Columbus, Ohio, OH, Engineer, PLC, automation, solidworks)
Exclude words. Do you have any words you do not want to search for, if so list them here, also separate by using a comma. If you do not have any words to exclude you leave it blank.
Degree. Use the pull down menu to select a specific degree or leave it blank.
Finally click the button – Find your people.
You will now notice a Boolean String at the top of the page. This is an X-ray string that is using Google to X-ray and deep dive into LinkedIn. You can either save the string or click on “open in Google”. If you click on open in Google, a new window will pop up with your results. You do not need to be connected to the people on LinkedIn to see the full names. It doesn’t matter if you are a first connection, second connection, or connected at all.
I also suggest you save your strings, if you wish to reuse them. You will see your saved strings on the right hand side of the screen.
Try it and play around with it. Recruitin has its own user guide here, if you need more help. I think it works pretty good. If you do not like writing your own strings and need some help – this could be a useful tool for you to use.
Have you ever had a candidate that you thought was a slam dunk. There was no way this candidate was not going to get the job. Then the phone rings and the client says they have chosen another candidate. Huh? What just happened? How did this Happen? This is not a time to get mad – use it to get better.
Look back into the 30 steps in the placement process. Did you skip a step? Most of the time, when a placement doesn’t happen you can trace it back to something that you, the Recruiter, missed or skipped.
Look back and think. How was your presentation? Was it complete or did you just send a weak description because you were sure you had it in the bag? Did you receive the up-front contract with the client company? What about your interview briefing and debriefing? Were you pre-closing? What could you have done better as a recruiter?
In this business we hear a lot of No’s. You can not get too upset when you hear a No – you have to strive to better your craft and reduce the percentages of No’s that you hear.
There is so much movement in the RPO space and some of you may be saying.. RP WHAT? Recruitment Process Outsourcing has been around for a few decades, but recently what was once a controversial concept seems to have beaten the perception held by skeptics that thought that “outsourcing” was a bad thing, or that it would just go away.
Several Higher profile acquisitions are beginning to make RPO a way of doing business that is not only effective but also competitive. IBM and SAP have acquired companies to serve as their RPO arm, but just remember bigger is not always better.
When you hire an RPO firm, they need to be a fit for YOUR culture. Often the first experience any new hire will have with your brand and hiring experience will be in the hands of the RPO firm you partner with. So ask yourselves, do you want a VENDOR or a PARTNER?
First off you have to decide WHY RPO?
I have a hint, its not always cheaper… but it should always be more effective.
When thinking about the cost of hire often times RPO services are not always cheaper… where you get your money’s worth is in reducing the time vacancies are open, because the cost of vacancy can cripple you, and it’s a silent bill that accrues interest and fees at an alarming rate. You need to increase deficiencies and remove barriers, while increasing candidate experience and brand awareness where
What are some of the benefits of working with an RPO?
Specialize in the process of hiring
Strong efficiencies based on bulk process
Reporting, Data, and Analytics
What can be some of the areas that could be an issue?
Getting both sides to agree on how to best represent the culture, while adhering to process
Change isn’t easy but it is necessary, if you don’t have a willingness to change, it won’t be any better
The RPO firm only worries if it is able to hit SLAs and KPIs and think that is enough. You need them to explain the data, be proactive and forecast not just react
Lack of flexibility / one size fits all approach. The process will work, but there will always be nuances that need tweaks to make it your own
Duplicate Efforts, internal partners don’t adhere to process and continue to duplicate efforts.
How do I know if I have the right Partner?
SPEND TIME at the delivery center
Be open to the expertise they have to offer, but really involve ALL key stakeholders in decisions around process and change
Give it a chance to work
Remember a partnership takes two … both sides have to work at the relationship