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 linkedin. Show all posts
Showing posts with label linkedin. Show all posts
11.09.2013
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!
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!
9.18.2013
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. . .
8.30.2013
8.22.2013
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?
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?
8.19.2013
What Every College Student Should Post on LinkedIn
Click here for article - What Every College Student Should Post on LinkedIn
As I source through LinkedIn profiles every day, I come across recent college grad profiles that are blank. Absolutely BLANK. Their profile has nothing more than their name. And so many recent grads come to me and ask, "Why can't I get a job?".
What gives?
I'll tell you. LinkedIn is vital to your job search these days. Recruiters use LinkedIn to find you through searching for keywords, location, job titles. If you don't have words on your profile, you are being overlooked. So, yes... you have to have pertinent information in your profile to get found.
While we are on the topic of Social Media....
These days, it's so much more than a resume and/or a cover letter. It's about your social media presence. What are you posting on Facebook, Twitter, Foursquare, Google +, LinkedIn? Are you posting anything at all? Recruiters and your future employers are watching (not to sound creepy...). You are who your social-media portrays. Take down (or make private) your college photos, clean up your Twitter language, put up a LinkedIn profile that represents who you want to be seen as.
This doesn't just target the "recent graduate" audience, but, rather, everyone.
As I source through LinkedIn profiles every day, I come across recent college grad profiles that are blank. Absolutely BLANK. Their profile has nothing more than their name. And so many recent grads come to me and ask, "Why can't I get a job?".
What gives?
I'll tell you. LinkedIn is vital to your job search these days. Recruiters use LinkedIn to find you through searching for keywords, location, job titles. If you don't have words on your profile, you are being overlooked. So, yes... you have to have pertinent information in your profile to get found.
While we are on the topic of Social Media....
These days, it's so much more than a resume and/or a cover letter. It's about your social media presence. What are you posting on Facebook, Twitter, Foursquare, Google +, LinkedIn? Are you posting anything at all? Recruiters and your future employers are watching (not to sound creepy...). You are who your social-media portrays. Take down (or make private) your college photos, clean up your Twitter language, put up a LinkedIn profile that represents who you want to be seen as.
This doesn't just target the "recent graduate" audience, but, rather, everyone.
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