11.11.2013
CHANGES: Moving forward, please visit: liannegong.wordpress.com
I'm looking forward to hearing from you!
11.10.2013
11.09.2013
A Day In the Life
A colleague of mine called me this morning to ask for some insight as a Corporate Recruiter. On what? On LinkedIn and how we (corporate recruiters) see a candidate's profile. She wanted my insight since she comes from the Agency Recruiting side -- a WHOLE different ballgame over there.
She asked. I answered.
Q: What do you look for in a candidate's profile?
A: I am looking for completeness. I want to see a full name, where you are located, what industry you're in. I want to see accurate dates of employment, where you are/were employed, and what you did/do at your place of work. I want to see a picture; I want to see a human face behind these words that are on their profile. Above all, I want to see a story. I want to know how they got to where they are today.
Q: Anything else you look for?
A: Oh yeah. I want to see recommendations from colleagues, managers, people who have interacted with them. If their LinkedIn network is small, I tend to second guess my reaching out to them - at least via that medium. Their college degree(s).
Q: What pet peeves do you have about some LinkedIn profiles?
A: Where do I start? Why do people think that by hiding their names, they're doing themselves any good? I guess, unless they don't want to be found. But professionally speaking, why wouldn't you want to be headhunted? Also, I understand why one might refuse to disclose their current company's name, but why must all the companies in your profile be anonymous? What is the point of that? All job titles and no job duties. This doesn't help me! Help me, help you.
Q: What do you think about LinkedIn Groups for networking?
A: They're a GREAT networking tool. I don't know why more people don't participate in them. Not just to be members, but to be contributing members. Engage with the folks in the group. Ask questions. "Networking" isn't just handshakes anymore!
Q: How many resumes do you review daily that come in from your ATS (Applicant Tracking System)?
A: 30-ish per position, daily.
Q: How many positions do you normally hire for at any given time?
A: On average, anywhere between 8-15.
Q: That's a lot of resumes. How many profiles do you review on a daily basis via channels like LinkedIn, Twitter, Facebook, etc?
A: I'll look at about 500 daily, in addition to whatever resumes came in that day.
Q: How do you have time to read all those resumes??
A: Read? I skim. I'm scanning for the most important pieces of information that I need to make this person qualified for the role. If it's not on their profile/resume, I'm moving on. Definitely under 30 seconds per profile/resume. So, if they want to be "seen", they have to make sure they have the information we're (recruiters) are looking for.
Q: Isn't that unfair?
A: No, I don't think so. Nature of the beast, I guess. Dog eat dog world. If you want it, make it happen.
I find that a lot of "job seekers" lackadaisically go about their job search. They tirelessly send resumes and are upset when they don't hear back. They want to be headhunted, but their online presence is minimal. A little fine tuning will do wonders! I have faith in you.
Good luck! And as always... I'm all ears!
She asked. I answered.
Q: What do you look for in a candidate's profile?
A: I am looking for completeness. I want to see a full name, where you are located, what industry you're in. I want to see accurate dates of employment, where you are/were employed, and what you did/do at your place of work. I want to see a picture; I want to see a human face behind these words that are on their profile. Above all, I want to see a story. I want to know how they got to where they are today.
Q: Anything else you look for?
A: Oh yeah. I want to see recommendations from colleagues, managers, people who have interacted with them. If their LinkedIn network is small, I tend to second guess my reaching out to them - at least via that medium. Their college degree(s).
Q: What pet peeves do you have about some LinkedIn profiles?
A: Where do I start? Why do people think that by hiding their names, they're doing themselves any good? I guess, unless they don't want to be found. But professionally speaking, why wouldn't you want to be headhunted? Also, I understand why one might refuse to disclose their current company's name, but why must all the companies in your profile be anonymous? What is the point of that? All job titles and no job duties. This doesn't help me! Help me, help you.
Q: What do you think about LinkedIn Groups for networking?
A: They're a GREAT networking tool. I don't know why more people don't participate in them. Not just to be members, but to be contributing members. Engage with the folks in the group. Ask questions. "Networking" isn't just handshakes anymore!
Q: How many resumes do you review daily that come in from your ATS (Applicant Tracking System)?
A: 30-ish per position, daily.
Q: How many positions do you normally hire for at any given time?
A: On average, anywhere between 8-15.
Q: That's a lot of resumes. How many profiles do you review on a daily basis via channels like LinkedIn, Twitter, Facebook, etc?
A: I'll look at about 500 daily, in addition to whatever resumes came in that day.
Q: How do you have time to read all those resumes??
A: Read? I skim. I'm scanning for the most important pieces of information that I need to make this person qualified for the role. If it's not on their profile/resume, I'm moving on. Definitely under 30 seconds per profile/resume. So, if they want to be "seen", they have to make sure they have the information we're (recruiters) are looking for.
Q: Isn't that unfair?
A: No, I don't think so. Nature of the beast, I guess. Dog eat dog world. If you want it, make it happen.
I find that a lot of "job seekers" lackadaisically go about their job search. They tirelessly send resumes and are upset when they don't hear back. They want to be headhunted, but their online presence is minimal. A little fine tuning will do wonders! I have faith in you.
Good luck! And as always... I'm all ears!
11.04.2013
Going About Your Job Search
I had drinks with a former colleague of mine last night who, unfortunately, is on the job hunt. Over the course of two hours, we sat talking about the types of companies that are popping up, the ingenuity (and sometimes, pure chance) of the people creating these companies, the opportunities he's interested in, the companies he's interested in, and what he'd love to be doing.
In listening to him talk about how he is going about finding opportunities for himself, it made me realize how many different approaches people take to navigate the job market. Maybe you are using one of these strategies. Maybe you aren't using any of them at all. Perhaps you could use a fresh set of techniques to assist you in your search.
I'll outline some of the most common...
Job Boards. Oh, the tried and true job boards. There's something to be said about them. They've existed this long because the strategy works. There's a demand and a certain means to find that supply. Easily searched, easily found. It is a win-win for both employer and job seeker.
Target Companies. Who wouldn't want to work for a sexy "brand name" like Facebook, Google, or Pinterest? We all know those companies and many want to work for them to have the company name on their resume. In the same regard, however, there are smaller niche companies that tend to attract certain candidates. In the same way, those job seekers specifically target opportunities at those companies.
Corporate Recruiters. As a Corporate Recruiter, I say with certainty, that people search LinkedIn for "Corporate Recruiter" and connect with all of them with a note saying something in the likes of "I'm interested in working for your company. Please contact me so we can chat."
Agency Recruiters. An agency recruiter is one that is contracted out to many companies to fill roles. They usually have a book full of listings they are trying to fill. While they are acting as these company's recruiters, they are also building relationships with people like you. Learning about your likes, dislikes, career history, career progression, and dreams. I see them as match makers. If you are in a niche market, find a recruiter that specializes in your trade.
Networking. How often have you heard the phrase "It's not what you know, it's who you know"? There's a lot of truth that rings behind this statement. Someone you meet today, could very well be tomorrow's founder of the next-big-thing. Your dad's old high school teammate and now fellow Board Member, is now the CEO of *insert big company name here*. And your ex-girlfriend? Well, she's the lead recruiter for that position you so eagerly have your eye on.
LinkedIn. LinkedIn is a great way for job seekers to follow companies, find job postings, figure out the people who posted the job posting, and network with people who currently (or formerly) worked there. Using LinkedIn to network (see above) is also a great use of time for job seekers. One day, it'll certainly come in handy.
Social Media. With the popularity of sites like Facebook and Twitter, finding an opportunity via this medium is becoming a new trend. There are millions of people and companies that have accounts on these networks and "social recruiting" is a growing trend in the recruiting world. Find, follow, and interact with those companies/individuals that interest you.
Now, you are probably sitting there thinking "Which technique works the best?" My honest answer: All of the above.
Happy hunting!
In listening to him talk about how he is going about finding opportunities for himself, it made me realize how many different approaches people take to navigate the job market. Maybe you are using one of these strategies. Maybe you aren't using any of them at all. Perhaps you could use a fresh set of techniques to assist you in your search.
I'll outline some of the most common...
Job Boards. Oh, the tried and true job boards. There's something to be said about them. They've existed this long because the strategy works. There's a demand and a certain means to find that supply. Easily searched, easily found. It is a win-win for both employer and job seeker.
Target Companies. Who wouldn't want to work for a sexy "brand name" like Facebook, Google, or Pinterest? We all know those companies and many want to work for them to have the company name on their resume. In the same regard, however, there are smaller niche companies that tend to attract certain candidates. In the same way, those job seekers specifically target opportunities at those companies.
Corporate Recruiters. As a Corporate Recruiter, I say with certainty, that people search LinkedIn for "Corporate Recruiter" and connect with all of them with a note saying something in the likes of "I'm interested in working for your company. Please contact me so we can chat."
Agency Recruiters. An agency recruiter is one that is contracted out to many companies to fill roles. They usually have a book full of listings they are trying to fill. While they are acting as these company's recruiters, they are also building relationships with people like you. Learning about your likes, dislikes, career history, career progression, and dreams. I see them as match makers. If you are in a niche market, find a recruiter that specializes in your trade.
Networking. How often have you heard the phrase "It's not what you know, it's who you know"? There's a lot of truth that rings behind this statement. Someone you meet today, could very well be tomorrow's founder of the next-big-thing. Your dad's old high school teammate and now fellow Board Member, is now the CEO of *insert big company name here*. And your ex-girlfriend? Well, she's the lead recruiter for that position you so eagerly have your eye on.
LinkedIn. LinkedIn is a great way for job seekers to follow companies, find job postings, figure out the people who posted the job posting, and network with people who currently (or formerly) worked there. Using LinkedIn to network (see above) is also a great use of time for job seekers. One day, it'll certainly come in handy.
Social Media. With the popularity of sites like Facebook and Twitter, finding an opportunity via this medium is becoming a new trend. There are millions of people and companies that have accounts on these networks and "social recruiting" is a growing trend in the recruiting world. Find, follow, and interact with those companies/individuals that interest you.
Now, you are probably sitting there thinking "Which technique works the best?" My honest answer: All of the above.
Happy hunting!
11.02.2013
11.01.2013
My Challenge for You...
I recently made a decision to pursue a new opportunity. I want to share my story to, perhaps, inspire you to challenge yourself to take chances and to never stop taking chances.
As a recruiter, I always tell candidates that I headhunt, "It's just conversation until an offer is in your hands. It's always good to see what's out there." When the time came when someone headhunted ME, I was not a hypocrite. I took the call, and I listened. I answered genuinely. I am honest when I say that I actually got very nervous because I had the chance to interview with many of the C-level execs with whom I'd be working very closely with - something that has yet to happen to me in my career.
Don't get me wrong. I was not looking for a new position. I loved the company I was working for. I loved my team, and my manager. In fact, I had never worked for a better company, team, or manager EVER in my career.
Why did I take the call?
Because I don't like the feeling of regret. How would I know this new company wasn't the perfect chance for me to showcase my skills? The simple answer is: I wouldn't. Not unless I took the time to learn about it.
Just as much as they were interviewing me for the role, I was interviewing them for a personal fit. I'm a firm believer that culture drives a company. I have been in situations where I "dulled" my personality to fit the culture of the company I was interviewing at, for those interviewers who would never get my humor or my personality. The outcome of that was dismal. I did not enjoy my time there, and that was no one's fault but my own. It wasn't a fit for me.
So, in this interview process, I was myself. I asked about things that were important to me. I joked around with them to see how well I'd be able to work with them. How much were they engaging with me, and me with them? In the end, I realized it was a good fit all around - job duties, growth, culture, opportunity.
This new venture will be a different one for me. This new company is a start-up. I will be one of two recruiters during this company's hypergrowth mode. I will be staffing this amazing start-up with some of the best talent out there. Where before I was following policies and procedures already set in place before me, I now will be helping to develop these policies and procedures for those following me. It's exciting, nerve wrecking, and motivating all at the same time.
My challenge for you is to never close any doors because you never know when opportunity will come knocking (cliche much?). Any decision you make today will help develop you for tomorrow.
Things to take away:
As a recruiter, I always tell candidates that I headhunt, "It's just conversation until an offer is in your hands. It's always good to see what's out there." When the time came when someone headhunted ME, I was not a hypocrite. I took the call, and I listened. I answered genuinely. I am honest when I say that I actually got very nervous because I had the chance to interview with many of the C-level execs with whom I'd be working very closely with - something that has yet to happen to me in my career.
Don't get me wrong. I was not looking for a new position. I loved the company I was working for. I loved my team, and my manager. In fact, I had never worked for a better company, team, or manager EVER in my career.
Why did I take the call?
Because I don't like the feeling of regret. How would I know this new company wasn't the perfect chance for me to showcase my skills? The simple answer is: I wouldn't. Not unless I took the time to learn about it.
Just as much as they were interviewing me for the role, I was interviewing them for a personal fit. I'm a firm believer that culture drives a company. I have been in situations where I "dulled" my personality to fit the culture of the company I was interviewing at, for those interviewers who would never get my humor or my personality. The outcome of that was dismal. I did not enjoy my time there, and that was no one's fault but my own. It wasn't a fit for me.
So, in this interview process, I was myself. I asked about things that were important to me. I joked around with them to see how well I'd be able to work with them. How much were they engaging with me, and me with them? In the end, I realized it was a good fit all around - job duties, growth, culture, opportunity.
This new venture will be a different one for me. This new company is a start-up. I will be one of two recruiters during this company's hypergrowth mode. I will be staffing this amazing start-up with some of the best talent out there. Where before I was following policies and procedures already set in place before me, I now will be helping to develop these policies and procedures for those following me. It's exciting, nerve wrecking, and motivating all at the same time.
My challenge for you is to never close any doors because you never know when opportunity will come knocking (cliche much?). Any decision you make today will help develop you for tomorrow.
Things to take away:
- Network. Always. And never stop.
- Answer recruiters' emails, every time, even if it is just to tell them you are not interested.
- Be yourself. I find that so many people try to be someone else come interview time. I get why you do that. But don't. You are who you are, and many companies will hire for culture fit. And if it isn't the right culture for YOU, in the long run, you probably won't be happy.
- Take chances. Put yourself out there, and do not fear being rejected. Each "no" is one step closer to the "yes".
- Be honest. With yourself and with anyone you talk to. Talk about your dreams and your desires, your strengths and your weaknesses. Don't ever be afraid to confront your weaknesses to make them your strengths.
In the words of James Altucher, "Choose yourself."
10.25.2013
10.21.2013
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.
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.
10.16.2013
What Not to Do...
Copy/Pasting an article from Business Insider. Some people continue to amaze me.
Link to original article - HERE
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.
Read more: http://www.businessinsider.com/wisconsin-student-sent-worst-email-ever-to-a-financial-recruiter-2013-10#ixzz2huM6CDwU
Link to original article - HERE
Wall Streeters Are Passing Around This Awful Email A Wisconsin Student Sent To A Recruiter
Justin Sullivan/Getty Images
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!REDACTEDSent from my iPhone
Read more: http://www.businessinsider.com/wisconsin-student-sent-worst-email-ever-to-a-financial-recruiter-2013-10#ixzz2huM6CDwU
10.11.2013
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:
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!
10.07.2013
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!
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!
9.30.2013
What Happens When You Assume...
I oftentimes get asked by friends to make edits to their resumes. I actually really enjoy doing this. It allows me to do a few things:
By example, I recently was helping a friend edit their resume. The resume went back and forth with some edits, both on formatting and content. My friend's final draft came back with a note saying, "I took your edits and am using them as a guideline for interview questions, and I have answers prepared for them." The suggested edits were not in the resume.
Good luck! And, as always... I'm all ears!
- Sharpen my own skills
- See where "the norm" is for resume writing
- Realize where a lot of people go wrong
By example, I recently was helping a friend edit their resume. The resume went back and forth with some edits, both on formatting and content. My friend's final draft came back with a note saying, "I took your edits and am using them as a guideline for interview questions, and I have answers prepared for them." The suggested edits were not in the resume.
I cannot emphasize this enough - DO NOT ASSUME. Do not assume anything. Do not assume you will GET that interview to tell the interviewer your answers to the questions he wants to hear. Do not assume that the recruiter knows what you are talking about when you say "Displayed great communication skills" (what does that even mean??).
Leave nothing to chance. If you want someone to know, tell them. You may feel it will sound redundant if/when you get that interview, but at least you have covered your bases.
So, as you are preparing your resume, ask yourself:
- What do I want the reader to know?
- What do I know about my skills/qualifications that the reader does not?
- How can I explain this to a reader who doesn't have a background in what I do?
- How can I show the reader that I am good at what I do?
- How can I make myself stand apart from everyone else?
- What kinds of questions would the reader have for me? How can I best answer them?
- How can I make my resume easy for the reader to pinpoint me as the best candidate?
Good luck! And, as always... I'm all ears!
9.25.2013
Sample Resume Format
After looking at so many hard-to-read resumes, I have a "tried and true" resume template for you to follow.
As you can see below, all dates line up on the far left which makes it easy for me (the recruiter and/or the hiring manager) to know your chronological work history, when you worked at XYZ-Company, how long you were there, what types of positions you held, and where any possible gaps in your resume may be (don't try to hide these gaps, we will find them).
And, as always... I'm all ears for questions and/or comments! Let me hear ya!
As you can see below, all dates line up on the far left which makes it easy for me (the recruiter and/or the hiring manager) to know your chronological work history, when you worked at XYZ-Company, how long you were there, what types of positions you held, and where any possible gaps in your resume may be (don't try to hide these gaps, we will find them).
And, as always... I'm all ears for questions and/or comments! Let me hear ya!
First Name Last Name
Street Address | Email address | Best phone #
OBJECTIVE
< Enter a compelling reason why you want to work for this company >
EXPERIENCE
2010 - Present Company Name Company City, State
Title
- Responsibilities (quantify quantify quantify!)
- Responsibilities
- Responsibilities
2009 - 2010 Company Name Company City, State
Title
- Responsibilities
- Responsibilities
- Reponsibilities
EDUCATION
2000 School Name School City, State
Name of major, certification, or degree completed
SKILLS
- Skill
- Skill
- Skill
9.23.2013
Maintaining Recruiter Relationships
In the world of recruiting, building and keeping relationships are key for both parties. As a recruiter, it benefits us to “keep tabs” on our best candidates, even if we don’t have an opportunity for them right now. At some point down the line, we will have the perfect opportunity for you and we will reach back out to you to check your interest. As a candidate, it is in your best interest to maintain a good/professional relationship with your recruiter since they may have the keys to your dream job… in a couple of months.
I cannot tell you how many times I have cut someone out of my network simply because they called 10 times too many in the course of a week, or how many times candidates lowered their “professional wall” because they were not an active viable candidate.
Maintaining recruiter relationships is good. Setting expectations and boundaries are better. Here are some ways to make the most out of your recruiter:
1) Know your skill set. I have received a number of emails from a number of candidates expressing interest in any and all job openings posted to our job boards. Did you read the opening and the requirements? If you don’t have the skill set we are looking for, you will likely not hear back from us.
2) Be positive. “Do you KNOW who I am?? I am ’s #1 sales rep and your email is offensive, rude, and unwanted. Please take me off your spam list.” You got it. Coming off as rude will, almost always, put you immediately into our “trash” file. We are just doing our jobs, and our jobs are to find the best talent out there for our company. A “thanks, but no thanks” works wonders, and may work in your benefit down the line.
3) Network. Whether you are working with an agency recruiter or an in-house recruiter, it’s likely that you have a network of colleagues (or former colleagues) that they may be interested in. Making this relationship a mutually beneficial one will help keep you on top of a recruiter’s mind. On the other end, connect with the recruiter via a social media outlet like Twitter or LinkedIn. Many recruiters are utilizing Social Media tactics to attract and advertise to new talent.
4) Mind your manners. When I was in sales years and years ago, I remember being trained by the renowned motivational/sales trainer, Zig Ziglar. While the outline of his presentation was “Will + Skill + Refill = Success”, he stressed the importance of etiquette. Calling four times a day, leaving no messages, “Following up on my follow up” emails are not the way to win anyone. A call/message and/or an email once a week is fine. Anything more and you run the risk of making yourself look like a pest. Sell yourself appropriately.
5) Express thanks. Today’s recruiters are very proactive, versus the reactive nature of yesteryear’s. We are headhunting and talking to candidates who are not actively pursuing other opportunities. We don’t win over every candidate, but we appreciate your appreciation. Always.
As a recruiter, I ask you to heed some of the above advice. In return, we promise to keep you in mind for your dream job, speak great things of you to hiring managers, and to provide you with valuable and constructive feedback.
** This blog appeared here on the SuccessFactors Blog
9.19.2013
"15 minutes can save you 15%"
I had to share this.
We had a resume sent to us. It's unfortunate that he sent us his auto-insurance quote instead. The good news? He got the safe-driver's discount. If that doesn't have "hire me!" written all over it, I don't know what does!
#resumeFAIL
9.18.2013
Does this make me look fat?
Congratulations!
You have been invited for an onsite interview at the company you've had your sights on for months. Aside from being prepared for the interview (e.g.: reading up on the company, knowing about the person/people you will be interviewing with, having a list of questions you want to ask them about the company and the position), deciding what to wear is just as important.
I tend to go by the rule, "You can never be overdressed." This is true in almost any scenario. This is especially true in interviews. Whether you're interviewing at a chic start-up company in Silicon Valley (y'know, the ones that wear flip flops and baseball hats to work), or a prestigious Fortune 500 company, I suggest the following guidelines.
Men
Women
As shallow as it may sound, first impressions are everything. You will be judged by what you are wearing, how you present yourself, your handshake, your eye contact, and your confidence levels.
Someone I know once told me, "Look good, feel good, play good" [SIC]. Couldn't be further from the truth.
If in doubt, keep this in mind:
GOOD LUCK!
You have been invited for an onsite interview at the company you've had your sights on for months. Aside from being prepared for the interview (e.g.: reading up on the company, knowing about the person/people you will be interviewing with, having a list of questions you want to ask them about the company and the position), deciding what to wear is just as important.
I tend to go by the rule, "You can never be overdressed." This is true in almost any scenario. This is especially true in interviews. Whether you're interviewing at a chic start-up company in Silicon Valley (y'know, the ones that wear flip flops and baseball hats to work), or a prestigious Fortune 500 company, I suggest the following guidelines.
Men
- Dark suit. This means black, brown, navy. Solid color or pinstripes. Please, no obnoxious plaid or polka dots.
- White shirt. Go with the crisp, white, button down shirt. Leave the print and colored shirts for the holiday parties.
- Tie. I feel this is optional. But, should you choose to wear a tie, go with a power color - blue or red. Make it your "statement" piece.
- Dress socks. You laugh, but I'm serious. Please wear tall dress socks. I have had candidates come in wearing white tube socks.
- Nice shoes. Polish them. Make sure the laces are not tattered. Shoes say a lot about a man.
Women
- Dark suit. Again, this means black, brown, navy. Solid or pinstripe. Skirts are ok, but keep them conservative - no more than a couple inches above the knees. Although, I do feel like women have a little more flexibility in this option. I don't feel a jacket is always necessary, as a sweater (in a neutral, solid color) should do just fine.
- Simple jewelry. Don't wear anything that will distract you, distract the interviewer from you, or that will make a lot of noise when you move (think: bangles).
- Pull your hair off your face. Yes, bangs are pretty. But no one wants to see you fumble with that piece that gets in your eye one too many times.
- Same rule applies. Wear nice shoes. Flats or a shoe with a 1-2" heel should work just fine.
As shallow as it may sound, first impressions are everything. You will be judged by what you are wearing, how you present yourself, your handshake, your eye contact, and your confidence levels.
Someone I know once told me, "Look good, feel good, play good" [SIC]. Couldn't be further from the truth.
If in doubt, keep this in mind:
GOOD LUCK!
Captain Amazing
Just came across this profile today. His name?
I'm glad you're amazing. I sure wish your profile was too. . .
I'm glad you're amazing. I sure wish your profile was too. . .
9.16.2013
Why Corporate Recruiting?
How / Why did you get into recruiting?
That's a question I got when I was interviewing. It's also a question I frequently get when talking to friends.
My journey to the Corporate Recruiting world started in 2004. I was finishing school, interning for a private money management company in their sales department. They brought me on full time once I finished school, and I went into a sales role. Cold calling. Appointment setting. Tracking the money I was bringing into the firm. I was better at sales than I ever thought I could be, especially in an industry I honestly knew nothing about. I made a lot of money. But I wasn't happy.
What was missing?
In sales, it's very much about "how can you help ME?" When, in turn, I really wanted to help THEM. I wanted to provide them with their best options - whether or not it was truly with our firm. I started thinking about a way to combine something I was good at (sales) with something that would make me feel good about what I was doing for a living.
In 2008, I was approached for an internal position as a Corporate Recruiter, and I jumped at the opportunity. What better way to fill that void I felt! I landed in a position where I would "sell" the managers on candidates that I was presenting to them, where I would "sell" the candidate on what makes our company great to work at, where I fulfilled my own desire to be helpful. I was helping a company fill its organization with great talent, while helping someone looking for a great "home" to display their expertise.
Selfishly, I made the move for myself.
And in the end, that decision to move out of sales, away from the big money income, the glorious "President's Club" trips, and the pretentiousness of being the best has left me feeling extremely fulfilled in my career.
I have considered moving to the agency side of recruiting, but I want to feel like I am helping to grow ONE organization. I want to live, breathe, and BE the culture I am promoting and supporting.
I love what I do. I love the feedback I get from managers when I find their perfect candidate. I love the emails I get from candidates saying they had the best candidate experience and "THANK YOU for helping me."
I am a matchmaker. I am the one who walks away with a sly smile knowing that all is right in the world for *this* exact moment.
Now... let me ask you... why do you do what you do?
That's a question I got when I was interviewing. It's also a question I frequently get when talking to friends.
My journey to the Corporate Recruiting world started in 2004. I was finishing school, interning for a private money management company in their sales department. They brought me on full time once I finished school, and I went into a sales role. Cold calling. Appointment setting. Tracking the money I was bringing into the firm. I was better at sales than I ever thought I could be, especially in an industry I honestly knew nothing about. I made a lot of money. But I wasn't happy.
What was missing?
In sales, it's very much about "how can you help ME?" When, in turn, I really wanted to help THEM. I wanted to provide them with their best options - whether or not it was truly with our firm. I started thinking about a way to combine something I was good at (sales) with something that would make me feel good about what I was doing for a living.
In 2008, I was approached for an internal position as a Corporate Recruiter, and I jumped at the opportunity. What better way to fill that void I felt! I landed in a position where I would "sell" the managers on candidates that I was presenting to them, where I would "sell" the candidate on what makes our company great to work at, where I fulfilled my own desire to be helpful. I was helping a company fill its organization with great talent, while helping someone looking for a great "home" to display their expertise.
Selfishly, I made the move for myself.
And in the end, that decision to move out of sales, away from the big money income, the glorious "President's Club" trips, and the pretentiousness of being the best has left me feeling extremely fulfilled in my career.
I have considered moving to the agency side of recruiting, but I want to feel like I am helping to grow ONE organization. I want to live, breathe, and BE the culture I am promoting and supporting.
I love what I do. I love the feedback I get from managers when I find their perfect candidate. I love the emails I get from candidates saying they had the best candidate experience and "THANK YOU for helping me."
I am a matchmaker. I am the one who walks away with a sly smile knowing that all is right in the world for *this* exact moment.
Now... let me ask you... why do you do what you do?
Questions to Ask in an Interview
Interviewer: Is there anything I can answer for you?
Candidate: No, I think I know everything I need to know.
Let's face it. Do you really know EVERYTHING you need to know about the company you're interviewing at?
You should assume that every interviewer will allow you an opportunity to ask questions of them. I urge you to ask them! Engaging the interviewer shows them that you are a part of the conversation, and that you are interviewing them as well. After all, you will have to be working with them. On top of looking like you are genuinely interested in the company and the team, it shows you came prepared.
Below, I list some of the types of questions you can consider asking your potential-future-employer:
- Future of the industry (ie: cloud technology, solar, potato powered cars)
- Growth of the company over the past few years
- Planned future growth of the company
- Company culture
- Team structure / hierarchy
- Opportunity for growth
- The interviewer's career path
Things you should avoid asking:
- Salary (unless the interviewer brings it up)
- Benefits (unless the interviewer brings it up)
- Soft benefits
- Paid Time Off / PTO
- Sabbaticals
- "Bring your dog to work" day
At the end of the day, remember that an interview is just a conversation. It should never be question-answer-question-answer. Make it interactive; make it a give-and-take. Don't be afraid to ask questions mid-interview. Don't be afraid to interject if you are confused about the job duties.
Just as much as the company is interviewing you, you are interviewing them.
Just as much as the company is interviewing you, you are interviewing them.
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