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.

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

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:

• 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!

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

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

• 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!

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.

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.

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?

We Are Always Watching...

Social media outlets provide great insights to a potential candidate.  Let's say I find someone on LinkedIn Recruiter that I think looks great for the position I am looking for.  I will be the first to admit (and many recruiters will) that I am not only looking at your professional profiles, but I am going to look at your Twitter, Facebook, Google Plus, Yelp, and/or any blogs you write for or own.  I not only want to get a sense for who you are as a professional, but I want to see how you will be as an employee.

People make assumptions.  Lots of them.  How many times have you looked at someone's Facebook profile and said to yourself, "Joe Shmo is always partying" or "Mary Jane's updates are always her complaining about something".  I'm sorry to break it to you, but recruiters are doing the exact same thing.  We are people, after all.  If we see something we don't like, it may cost you an interview - or worse, a job offer.

So, what's killing your social networking profile, you ask?

Inappropriate pictures.  Mentions of excessive use of drugs and/or alcohol.  Complaints about work, or your boss.  Bad grammar.  

Employers are trying to get a picture of who you are as a professional, who you are at work and outside of work, how you interact with your colleagues.  Ultimately, they are trying to figure out whether you will be good for the culture, or whether you will be a parasite for it.

My suggestion:  Google yourself.  See what pops up.  Would a future employer be pleased with what they see?  Would you offer yourself a job?

Job Search Rules to Break

Click here for article - Ten Job Search Rules to Break

I saw this article posted on LinkedIn this morning.  For the most part, I think it's a great read for those on the job hunt.  There is so much unsolicited advice circulating about "how to look for a job".  In the end, it's all a process... sure.  But, it doesn't mean you have to play by the "rules".

I think the biggest take-away from this article is this:  The job hunt isn't what it used to be (think: social media).  The proactive candidates are the ones getting the jobs.  

The Worst Interview Mistakes & How to Avoid Them

As a recruiter, there have been plenty of situations that I have come across that have left me scratching my head.  I once had a candidate who came in to interview at a very business-formal office.  He arrived wearing sweatpants (not joking), then asked for a bathroom so he could change… into jeans and a t-shirt (also not a joke).  He asked me to take his bag to his car for him so that no one saw anything “suspicious”.  The interview day proceeded to unveil a slew of surprises – he didn’t know the company or position he was applying for, did not bring copies of his resume, did not have any questions prepared, and started using inappropriate language with the interviewer!  Little did he know that just because he was an employee’s son, it did not serve him well to disregard interviewing etiquette.

Below are some of the biggest interview mistakes.

1.       Weak handshake.  A good handshake can really make or break an interview; they help make those first impressions.  A handshake should be firm (but not too firm) and enthusiastic.  Maintain eye contact with the other party, and smile.

2.       Being late, sometimes VERY late, to an interview.  Nothing makes a worst impression on your interviewer.  It shows, not only disregard for their time, but also gives some insight to how you may be as an employee.  Leave absurdly early to ensure you are on time to your interview.  However, beware.  Do not arrive TOO early to your interview site.  “Only fools rush in.”  If you are early, head to the closest coffee shop or restaurant.

3.       Being rude to the receptionist.  Oftentimes, EVERY party involved in the interview process (from recruiter, to receptionist, to managers) take a part in the hiring decision.  If you are rude to the front desk, how will you act towards other colleagues?  Smile, be courteous, and treat them as if they are your employer.

4.       Dressing incorrectly.  The rule of thumb, “don’t judge a book by their cover”, goes completely out the window when it comes to interviews.  A lot of the time, the decision as to whether or not they like you is made within the first few minutes.  The remainder of that interview only helps the interviewer validate their initial judgment.  First impressions count.

5.       Bringing a friend.  We understand that you may have nerves, or that you needed a ride to your interview.  But actions like this scream “dependency” and most employers want someone who is independent and ready to do anything at a whim’s notice.   Leave them outside the building, and especially outside the reception area.

6.       Not doing homework.  Please, please, please.  Do research on the company that you are interviewing with.  Coming to an interview unprepared shows a lack of care and interest.  Learn about the company, the brand, its products/services, and competitors.  Formulate questions around information you find, and around things you did not – like, “what is the culture like?”

7.       Saying negative things about your former employer.  It is a shame you were fired, or that you didn’t get along with your boss, or that you hated the corporate structure.  Leave those feelings at home, and don’t ever badmouth your former workplace.  This will only brand you as a complainer.  Instead, focus on the positive things you took away from the experience and find ways to grow from it.

And finally…

8.       Name dropping.  Your attempts at playing the “I know so-and-so” can backfire terribly.  Many employers will, no doubt, contact these individuals and ask for “backdoor references”, and they may not come back favorably.  A better way to use internal contacts is to have your contact introduce you directly to the appropriate individual.

Bear in mind that these are just guidelines.  But also be aware that as much as you are being interviewed, you are interviewing the company for the best fit for yourself.  So, take an interest in your career path, and take these informative meeting seriously.