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!
Showing posts with label advice. Show all posts
Showing posts with label advice. Show all posts
11.09.2013
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."
10.21.2013
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!
8.30.2013
Generation: Technology
When I started recruiting, LinkedIn had just started "taking off", LinkedIn Recruiter had not yet gained its momentum, Facebook Pages didn't exist, and neither did #hashtags. Over the course of my career, I've had to adapt to new technology, new applications, new ways of thinking. What would happen if I didn't? I'd fall behind and become irrelevant to my career.
I oftentimes get questions about why people are getting overlooked. One quick glance at their resume usually provides me with the answer: they haven't kept up with technology. By example, if you're in accounting and still keep the books by pencil and graph paper, your "kind" is becoming extinct.
Companies want to hire the candidates who are up-to-date on systems and technologies they are currently using. In this day in age, it is an expectation (not a qualification) to: operate a Windows operating system with ease, know how to use MS Office (at very minimum Word and Outlook), know how to operate an office phone system, know how to use a smartphone.
Technology is always changing. Industries are ever evolving. If you don't keep up, you will be left behind.
8.25.2013
The Salary Question
Ask 10 people, get 10 different answers.
As a recruiter, I always ask my candidates what their current compensation package is (or their last compensation package if they are not employed). Why do I ask? Because I need to know where along the price spectrum you fall. We have to make judgement calls on whether you are going to be a fit for the position we are talking about. Are you getting paid what you're worth? Why not? Are you out of our price range? Are you within the range we have budgeted for?
Candidates young and old (but mostly young) argue with me on this one.
Illegal? No. Blunt? Yes. Don't get me wrong, I used to play that game with recruiters also. You were taught to never show your cards, to see how much you can get from a future employer without actually telling them how much you are worth.
On the flip side, this question is a great opportunity for you to tell the interviewer exactly how much you are worth.
You get the picture. When we say that our budget is between A and B, there is always a little wiggle room. Even if we say there is not.
So, how much do you make?
As a recruiter, I always ask my candidates what their current compensation package is (or their last compensation package if they are not employed). Why do I ask? Because I need to know where along the price spectrum you fall. We have to make judgement calls on whether you are going to be a fit for the position we are talking about. Are you getting paid what you're worth? Why not? Are you out of our price range? Are you within the range we have budgeted for?
Candidates young and old (but mostly young) argue with me on this one.
Recruiter: "What is your current compensation package?"
Candidate: "I get paid what I am worth... what are you prepared to offer for this position?"
Recruiter: "We've budgeted for a base salary of 65-75k with a 10% bonus. Are you within this range?"
Candidate: "I don't want to give you my salary information. I was told it was illegal."
Illegal? No. Blunt? Yes. Don't get me wrong, I used to play that game with recruiters also. You were taught to never show your cards, to see how much you can get from a future employer without actually telling them how much you are worth.
On the flip side, this question is a great opportunity for you to tell the interviewer exactly how much you are worth.
Recruiter: "What is your current compensation package?"
Candidate: "My base salary is currently 90k with a 10% bonus."
Recruiter: "Well, unfortunately, we've budgeted for a base salary of 65-75k with a 10% bonus."
Candidate: "I understand that I may be out of your budget, but I've brought value to the organization by ..."
You get the picture. When we say that our budget is between A and B, there is always a little wiggle room. Even if we say there is not.
So, how much do you make?
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