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What I Would Tell My 20-Year-Old Self...

I often think back to my college days and whether my choices may, or may not, have directed me to where I am today.  And the answer is a resounding YES.

The beginning of my college career was interesting.  I started off as pre-med / pre-pharmacy, and I KNEW I didn't want to pursue a career in healthcare.  Why I did it, you ask?  Because my parents wanted me to.  Not that they wouldn't have been happy with me having a career in business, but because in their generation, a career in healthcare meant stability and job security.  I struggled for nearly two years to tell them I didn't want to pursue their dream.  All the while, I was still taking courses I had absolutely no interest in.

Once I broke the news to my parents, I realized I was on my own now.  They knew nothing about any industry outside of healthcare.  I was left to navigate the rest of my adult life... by myself.  Scary!  

Over the second half of my college years, I found a major that was broad and useful in many aspects of "business".  I had two minors where I explored interests I had - like real estate, property management, and language skills.  In that time, I took internships in the hours I wasn't working or in school.  Some of those internships were absolute disasters; I'd go home hating my life and dreading the next 2 hour day I had to work.  Some of those internships really piqued my interest, and I continued searching for positions in the same category.

In the end, my decisions absolutely led me to where I am today.  What I didn't realize when I was 20, I realize now.  They say "hindsight is 20/20", and that couldn't be closer to the truth.

• Things are going to be hard.  Sometimes, very very hard... and both physically and emotionally draining.  And when you think you're going to give up.  Don't.  You have the capability to push through any tough phase because that's all it is - a phase.

• Don't study/pursue something just because someone else "wants" you to, or tells you to.  Your interests are your own.  You are a unique individual, and no one can tell you what you'd be good at.  Figure that out on your own.

• Take a personal finance course.  Once you realize you don't have the financial support of anyone else but yourself, you have to know how to best utilize your assets.

• Take a social etiquette course, where ever you can find one.  You may think it's ridiculous to learn how to fold your napkin when you walk away from a table, but you will likely have many business dinners in your future where this will come in handy.  

• Take a course in interviewing / resume writing.  Believe it or not, interviewing is a skill that can be taught.  And just as you learned how to write essays in middle-school, it's time you learn how to draw up a great resume.

• Start networking.  And never stop networking.  You never know when the person you are talking to in your 20s, will be the next-big-thing's CEO.  

• If there is only one thing you take away, make it this.  This is a marathon, and not a sprint.  You are not going to accomplish what you want without a few bumps along the way.  But each speed bump is just a reminder to keep yourself motivated, and to keep pushing forward.

What Not to Do...

Copy/Pasting an article from Business Insider.  Some people continue to amaze me.

Link to original article - HERE

Wall Streeters Are Passing Around This Awful Email A Wisconsin Student Sent To A Recruiter

PETER JACOBS OCT. 16, 2013, 11:07 AM 41,324 23

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Justin Sullivan/Getty Images

A student at the University of Wisconsin — Milwaukee is making waves in the financial world for all the wrong reasons after an awful email he sent to a recruiter is going viral.

The email — originally posted on BroBible — is a cringeworthy read in which the student reminds the recruiter about a zit he had when they met and reveals his fears about how a high-pressure job may affect his love life.

No update yet as to whether he landed his dream accounting job. We're skeptical someone would be dumb enough to send this but here's the full email from BroBible:

Subject: Question

Hey REDACTED,

We talked a couple weeks back at the UW-Milwaukee accounting night. (I was the one looking for equity research positions and had a zit on my lip that could have passed for a cold sore. Lol. Whew. It was not. You're probably like, "uh.. What?" Maybe that helps you recall, maybe not. Not completely important, I suppose.

Anyways, if you have a chance here is my question: (background first) I interviewed with BDO and Baker Tilly today, two firms that seem like good places to work, I believe they don't kill you like a big 4. Tomorrow I have an interview with Deloitte :O somewhere I thought I've always wanted to work. Obviously I don't have an offer so this is all hypothetical thinking, but if I get the job, the reality of the situation is that I'm getting old. 25. I know you can't force love and I know it just comes when you're not looking, but would working for a big four completely squash any possibilities for potential relationships if one came along? Is working for a big four a potential career - love trade off? I mean, I like money(as do most females) but love is...great :) What are your thoughts?

Thanks!

REDACTED

Sent from my iPhone

Read more: http://www.businessinsider.com/wisconsin-student-sent-worst-email-ever-to-a-financial-recruiter-2013-10#ixzz2huM6CDwU

Social Recruiting

What is this new term, "social recruiting", anyway???

Most common definition says it is defined as the process in which recruiters source for candidates via social mediums.

Still, what does that mean?!

To Recruiters, "social recruiting" means:

• ... that we can connect with top talent faster and better than ever before
• ... that we can build relationships with that talent for current or future hiring needs
• ... that "we" (recruiter and/or company) have a real voice
• ... that we can learn more about a candidate than what is portrayed on their resume
• ... that we can network faster and better than ever before

To Candidates, "social recruiting" means:

• ... that you can make yourself "findable" across social mediums
• ... that you can give yourself a human voice
• ... that you can tell your story, instead of the recruiter assuming what your story actually is
• ... that you can engage with employees and recruiters at the company you are interested in
• ... that you can provide (your) industry specific knowledge to those seeking it - be a subject matter expert (SME)

There are so many avenues that we engage with candidates.  To name a few (not an extensive list), the most popular are: LinkedIn, Facebook, Twitter, Google Plus. 

If you were to ask me how to start engaging in this new way of recruiting, I would tell you to network!  Go find recruiters from XYZ company on LinkedIn.  Connect with them, and engage with them.  Find the Facebook Page of XYZ company and engage with them - ask them questions, provide input on topics.  Start a Twitter account.  Post commentary on your industry, become a SME in it, provide your opinions on topics that are important to your industry, and don't forget to #hashtag.  

The best piece of advice I got when I asked about creating my "social profile" is to give myself a face.  If you look at my LinkedIn, Twitter and my blog, all my pictures are the same.  It makes me easily recognizable to those seeking me out.  

Good luck!  And as always, I'm all ears!

The Importance of Candidate Experience

Lately, there has been a lot of focus on the importance of candidate experience.  The value that candidate experience brings to a company is extremely powerful.  A poor candidate experience can ruin an otherwise great company and employment opportunity.  On the other hand, a great candidate experience has the power to give a company that competitive advantage in the hiring market place.

I have come to realize that there are just not enough “positive” candidate experiences out there.  In my own past job searches, I can’t even begin to count the lack of communication, lack of answers, and lack of genuine “care” for my candidacy.  Any offers I received, my preference almost always went to the company that provided me with the best overall interview experience – the one where the recruiter was responsive and kept me informed, where the managers were very informative and interactive, and where I felt I was being treated like a human being rather than a “just another resume”.

When I began my own interview process at SuccessFactors, I was overjoyed to find that my recruiter cared and made my interview experience fantastic.  I could not have asked for more.  As a company, SuccessFactors has always preached that we should “drink our own champagne”.  And, so here I am, as a SuccessFactors Recruiter, sharing how I hope to provide you with a great candidate experience.

SuccessFactors strives to keep as connected as possible with candidates through Twitter, Facebook, LinkedIn andGoogle+!

To me, the definition of candidate experience is how a company (and its recruiters) approach the recruiting process – how they interact with the candidate, how the candidate feels throughout the process, and ultimately how that all affects the candidate’s decision making process.  I firmly believe that recruiters have the power to influence an applicant’s attitude towards the company.  They are, after all, the first “face” of the company an applicant comes in contact with.

1)     Be warm and knowledgeable.  Answering all candidate questions with warmth and enthusiasm seems to matter heavily in the eyes of the applicant.

2)     You can never over-communicate.  “No news is good news” does not apply in recruiting.  As a recruiter, I try to let my candidates know of their application status weekly and will send them an email even if just to say “I don’t have an update for you yet”.  This goes a long way.  Be honest and keep the candidate as informed as possible – even if they are no longer being considered for the position.

3)     Offer feedback.  The interviewing candidate thought he was a good fit for the role, which is why he got to interview with the manager.  Offer to provide any feedback on why they did not get the job, where their weaknesses were, and/or how they can do better next time.  This falls under the “communication” category (see #2).

4)     Be reachable.  Whether it is by phone, email, or text messages, I try to make myself available to my candidates at all times.  I will answer promptly when they have questions about the interview process, interview preparation, or candidacy updates.  How many times have you felt your recruiter fell off the face of the earth?  Not with me.  I’m at your disposal for any question, big or small. On Twitter or LinkedIn.

In the end, when a candidate has a positive experience, whether they were offered the position or not, they are more likely to recommend the company to a colleague or another candidate, or return again in the future for a new opportunity.

That said, we promise to try to provide you with a great candidate experience.  And, if we’re not, please let us know so we can fix it!  We appreciate your interest and look forward to working with you.

** This blog appeared here on the SuccessFactors Blog

Discussing Flexibility

This is always a tricky topic to bring up.  Whether you want to be able to work from home a few days a week, work 7am-4pm to avoid rush-hour traffic, or take a 2 hour "lunch" to pick up your child from daycare and drop them off at home.  These are things to take into consideration when looking for a new opportunity.

When you approach the conversation of flexibility in the workplace depends on your situation.

If your situation absolutely requires flexibility (ie: your child gets off from school at 2:30pm and needs to be picked up and dropped off at grandma's at 3pm), it is best to bring this up almost immediately.  While the position seems to have been written for you, the manager may want their ideal candidate to be "butt in seat, 9-5, everyday".  It will be better, for all parties, to know up front whether or not this opportunity will be a fit for you.

However, if you are simply curious about the flexibility perks, my suggestion is to wait until you have an offer in hand.  Casually bring it up as a "curiosity", and use their answer to help you make your decision on their offer.

Remember, as much as the company is interviewing you, you are interviewing them.  As much as some of us like to believe that our careers lead our lives, that isn't always the truth.  Take a step back and evaluate your life, needs, and career.  The best fit for you will be the company that can fulfill all aspects that you are looking for.

And, as always... I'm all ears!