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!

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!

Social Recruiting

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

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

Still, what does that mean?!

To Recruiters, "social recruiting" means:

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

To Candidates, "social recruiting" means:

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

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

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

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

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

The Importance of Candidate Experience

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

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

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

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

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

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

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

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

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

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

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

** This blog appeared here on the SuccessFactors Blog

Discussing Flexibility

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

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

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

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

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

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

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

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?

Resume Tips

“Human being with human interaction skills.”

“Good at staring at a computer screen for hours.”

“Good at phone sales. Native language: American Sign Language.”

“Impeccable atenshion to detail,.”

I always wonder what goes on inside one’s head as they put together a resume.  As a recruiter, I have seen some pretty fantastic, arguably decent, and horridly terrifying resumes.  While I have to admit, the “bad” resumes are highly entertaining, an applicant must realize that they get an estimated 15-20 seconds of a recruiter’s time once they submit their resume.  And while that may not seem like sufficient time, to a recruiter, it is just enough.

That said, here are some of the best ways to improve your resume.

• Font:  Do not use a font size smaller than a 10.   Jamming your resume to fit into one page makes it hard to read.  Two pages is better than one sometimes.
• Header:  Your name should be a couple of font sizes bigger than the rest of your text.  Also, include your full contact information.  This includes address, phone number(s), and email address. 
• While we are on the subject, create a professional email address through one of the many free email domains available.  iWant2Party@hellokitty.com* does not bode well.
• Objective:  Avoid the “obvious”.  Statements like “I’m looking for a job” are assumed if you are submitted a resume.  Instead, customize your objective for each position you apply for. 
• Body:   List positions in reverse chronological order.  Make dates, companies, and titles easily findable.  In addition to listing responsibilities, also include your accomplishments (ie: “Made 135% of quota for 2011. President’s Club 2011. Highest new net business rate of 50 reps.”).  Keep in mind that your accomplishments will stand out more to the recruiter than your responsibilities.
• Explain gaps in employment.  This eliminates the guessing-game.  (ie: 2009-2011 Took a leave to care for an ill family member)
• If you are more than five (5) years out of college, you can omit the jobs you had while in school.  Unless they were relevant to where your career is headed, those positions are better left in the memory bank.
• Customize each resume you send to an employer.  Be sure to include relevant information, key words, and highlights that will showcase your skills.
• Spell check. 
• Spell check.  Again.

*Email address is fictional and is not a functioning email address.

** This blog appeared here on the SuccessFactors Blog

Your Resume: The Basics

Ok.

So you've finally decided to get off your butt and look for your dream job.  Whether you are a "freshie" (coming right out of school) or just someone who has been off the job market for 5, 6, 7, 15 years, the following rules will always apply.

• Make it readable.  6 point font is not okay!  After reading thousands and thousands of resumes, our eyes just aren't what they used to be.  If it is too difficult to read what you've accomplished, we will not read what you've accomplished!  If you are trying to squeeze your resume onto one page, throw that rule out the window; old habits die hard.  

• Tell me where you live and how to contact you.  Does that sound creepy?  It's not meant to.  A lot of positions will require a certain geographic territory.  Whether the office is based in San Francisco and needs an onsite employee, or the sales territory is in Chicago and needs a sales rep who already resides in the area and has a network.  You aren't fooling anyone if you don't put your location on your resume.  Address is not necessary, but City/State are appreciated.  Also, please make sure your email and phone number (the one we can reach you on most reliably) are on there.  And make sure they are correct.

• Make it chronological.  I've seen resumes where applicants list their experience by "relevance", which really confuses the heck out of me.  How did your resume jump from 1999 to 2013, back to 2002, to 2012, back to 2001?  I don't get it.  Again, if it's too difficult to read, we aren't going to read it.  Harsh, but it is the truth.

• Organize.  If you have more than 5 years of work experience after college, your Education section no longer belongs at the top.  Experience is worth more than your degree.  

• Quantify.  This is especially true for anyone in sales.  Quantify, quantify, quantify.  Tell me how much over-quota you did in 2013 Q1, Q2, Q3.  Tell me how much you make your fellow sales reps look like they're lazy!  If you saved your department $100k in licensing fees, tell me that.  If you oversaw 21 customers, tell me that too. 

• List skills.  Fluent in Spanish?  PowerPoint pro?  Excel guru?  While the position you are applying for may not require them, recruiters/managers are always looking for someone that can enhance their team.  What can you do for us?

This is just a short-list of "must haves" for a resume that will get a glance.  Do this, and you are well on your way to dream-job-success!

PS - Don't forget to spell check! 

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.

LinkedIn Fail...

Not a good look for a profile.  Let's be more specific, shall we?

Using Glassdoor in Your Job Search

When job hunting, how many times have you asked yourself:  Where do I start?  How do I know if this company is good for me?  What’s truly entailed in this position?  If you are anything like me, the answer is:  A LOT!  Starting your job search is, not only daunting, but complicated!

A good site that I have utilized in my own job searches in the past is Glassdoor.com.  This site gives access to a ton of job openings, and gives you an insider’s view of what it is like to truly work there.  These are unedited opinions and statements about the corporate culture, salary, benefits, and company reviews. 

Below, I will outline some questions to ask yourself in your job search, and great ways to utilize Glassdoor in helping you find your dream job!

"What kind of role am I looking for?”  Answering this is the first step in your job search.  Narrowing down your specialties and where your passion lies is helpful in determining which direction to steer your job search.   Utilize Glassdoor’s access to job postings by going to the “Jobs” tab on their webpage and start searching for jobs that fit your background/specialty.

“What kind of company do I want to work for?”  The possibilities are endless.  Software, finance, health care, education, government, venture capital backed start-up, established Fortune 500?  Each company has their own “personality”, so to speak.  Figure out what has worked for you in the past, what has challenged you, what continues to challenge you, and what motivates you.  Once you have done some deep digging, narrow down your Glassdoor search to companies that interest you.

How do I know this company is worth applying to?”  I recommend signing up for a free (and anonymous) Glassdoor account so that once you have narrowed down your search, you can read reviews of each company.  Glassdoor will provide you with unedited, unbiased reviews about said-company – from corporate culture to salary, and pros/cons of working there.   While the information can be helpful, take this information with a grain of salt (and not a “deal breaker”) in your job search.  Interviewing with a company is your best bet when it comes to figuring out whether or not it is the right place for you.

How should I prepare for the interview?”  One of my favorite features of Glassdoor is the access to previously used interview questions.  Some companies recycle their interview questions, and while what is depicted on Glassdoor is helpeful, it should be used as a preparation tool rather than a strict guide.  Having questions formerly used in real-life interviews helps to get your wheels turning and thinking outside of the box.  It can also give you some insight as to the type of candidate they are looking for.

What questions should I ask in the interview?”  This is always a tough section of the interview process.  What do you want to know about the company that isn’t already publically available on the website / Google?  Reading through Glassdoor reviews can give you insight to areas of the company you might have questions about, like “What is the management hierarchy like?” or “What does career progression look like if I started in this position?”

Closing the deal.  Another cool feature of Glassdoor is the salary component.  Once you are on a company’s Glassdoor page, there is a salary tab which gives you information on the low, average, and high end of the compensation scale for a particular position you are interested in.  I like this feature because I feel that it not only allows you to gauge the type of talent the company is interested in, but it also gives you the opportunity to inform yourself before an offer comes to the table.  An employer who is fair to their talent, retains their talent.

I wish you the best in your job search.  It’s tough, but with tools like Glassdoor, it can be a tad easier!  Chin up, and carry on!

What I actually do....

I got a chuckle out of this :-)

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?

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.

Working from Home (WFH)

I think companies should start looking providing this option to employees for a number of reasons.  While many employers fear the loss of control they have over their WFH employees, it's quite the opposite.  Let me explain.  As an employer, you have full trust and confidence in your employee and allow them to work from home when needed -- or all the time.  In turn, your employee feels like a trusted member of the team and ends up producing at levels beyond your expectations.  It is a win-win situation.  

Obviously, there are some drawbacks like maintaining culture or camaraderie.  But, from experience, that's nothing a weekly video conference call can't help.  A majority of my teammates are remote, but they are some of the best colleagues I have ever worked with in my professional career.

How many of you are more efficient working from home (WFH)?  I most certainly am.  I get more quality work done, am more focused, and have far less distractions.  

A huge plus: I can load the dishwasher in the 5 minutes of downtime I have.  

Find Me A Job...

As a Corporate Recruiter, I cannot begin to tell you how many times someone (acquaintances and strangers are equally guilty) will email me their resume and say "I'm interested in working for your company".

GREAT!

But, do us a favor.  Please go to our Job Board and find a position that interests you.  Tell us why you are interested and what makes you a good fit.  If we aren't the recruiter for that position, rest assured that we will forward your resume to the correct recruiter.  While we'd love to help find you a great job, it is not a good use of anyone's time to go back and forth, "Do you like this position? What about this one? Or this one?"  We don't want to make assumptions on what you are interested in and/or what you would be good at.

If you are interested in working for our company...

ABCs Backwards in Under 5 Seconds...

A resume opener like this is a welcomed break in my day.  I'm glad someone has a sense of humor!

6 Seconds

Click here for article - Is Your Resume 6-Second Worthy?

I will admit it.  Recruiters really do spend only seconds on your resume.  It's not you.  It's your resume.  We scan for pertinent skills, expertise, and related industry exposure.  Make your resume easy to read, easy to grab information from, and draw my eyes to something I want to see.

Entice me.

It's really like dating.  How much time do you spend gazing at someone before you determine s/he is worth a conversation with?  Not long.  In that conversation, how quickly do you determine if you continue talking to this person?  Fairly quickly.

Make your resume intriguing.  Make it your own.  Cookie cutter resumes are boring and a dime-a-dozen.  

Now... tell me about yourself.