What Recruiters Want From Job Seekers

As a part-time recruiter, I look for very specific things - the vast majority of which is overtly stated in the posting while other things are less tangible and more difficult to articulate or quantify. Professionalism, presentation, good writing skills and genuine interest are also a measure of whether the individual will be the right fit for the job and company culture. I'd also like to "piggyback" on this notion and add a few points.

Candidates should also clearly identify the skills, knowledge and experience they bring to bear when communicating to search firms (which answers the question, "Why should I consider you as a serious candidate?"). In addition, candidates should clearly outline what positions they are targeting, their desired salary range, desired industries and desired geography.

I will hasten to add that receive many resumes and am surprised by the number that do not make the effort to include an introduction, but rather, simply attach their resumes and rely on the search contact to decide these things. This comes across to many recruiters as an impersonal "assembly line approach," lazy or otherwise does not portray the candidate in the best light. This results in the candidate being set aside for not investing the time and energy to demonstrate genuine interest in that opening by matching their skills to the job opening or job type. In short, the candidate has wasted an opportunity to put their best foot forward (and this may have future repercussions if that candidate plans to apply to other jobs).

I also have observed that some candidates do not understand how to work with search firms. Many jobs are posted as "Confidential" or simply advertised as blind (without divulging the employer's identity) due to a variety of reasons. Most times, a search firm is contingently engaged, meaning that they do not get paid by an employer unless they successfully place a candidate. Unlike retained search firms that get paid regardless, contingent search firms "protect" the anonymity of the employer as their livelihood depends upon it. I have had two prospective candidates ask me where the job is located and who the employer is just this past week. I have also had candidates apply to or otherwise contact a company once they've learned who the employer is. A few did so innocently, yet, this can create issues as many employers will not touch that candidate if their is a lingering question about whether they came directly or first learned of the position through the search firm. Some employers have excellent relationships with their search partners and want applicants to come through that channel while others want to save money and have the internal resources and time to sift through resumes and screen candidates. Many candidates do not understand this. As a general rule, although employers prefer to save money, some simply do not have the bandwidth to cope with the onslaught of resumes, even if they start out thinking that they can. I am frequently brought in as a consequence of this.

Lastly, candidates should bear in mind that not all search firms or employers have the most updated version on Microsoft Word. They attach documents such as .docx formats that cannot be opened by many. With the deluge of resumes received, most employers and recruiters will not take the time to circle back with such prospective candidates. This simple tip can help keep candidates in the game.

I hope this assists the many jobs seekers out there to best position themselves to land their next great job ... sooner than later!

A Tip on a Best-Kept LinkedIn Secret: The Benefits of Joining Groups

For those of you who have been beating the bushes and are discouraged because you are seeing the same jobs everywhere you look, if you have not already done so, sign up for as many groups as possible (you can now join 50). LinkedIn now allows "Open Groups" and also offer "SubGroups" that do not count against your total limit of 50. Using Groups may be one of the most critical uses of your time and if done diligently, will be key in your job search efforts.

1) Uncover hidden jobs: Employers and search firms post their jobs free on LinkedIn groups. The competition is lower as many jobs are not widely advertised elsewhere (or at all). This is especially true of contingency search firms who operate on 100% commission and are trying to keep their costs down. LinkedIn or other social networking sites are often the only way to spread the word about open jobs.

2) Access to many more LinkedIn Members: When you join a group, you have the option of de-selecting a box that allows other group members to contact you. Most of those who join groups do not UNclick the box. This has a two-fold benefit:

a) When you do a search by people or company, you can freely send in mails to other group members who have not UNclicked the box. These in mail messages also allow you to write slightly longer messages (as opposed to "Get introduced to others"). In addition, if memory serves, you can only get introduced to up to five new connections at a time.

b) Those in your group show up as 1st degree connections. This may be a flaw on the Linkedin system, but if so, it provides an advantage.

c) It is easier to connect to those already in your group. Carefully do so by referencing that you share a group. Be mindful that it is better to do this after you have shared something in common such as attending a group function or commenting on the same discussion. BEAR IN MIND THAT LINKEDIN ONLY ALLOWS 5 "Don't Knows" BEFORE THEY SANCTION MEMBERS.

d) The more members you are connected with (in your Connections Tally), the more searches you will turn up in. When employers and search firms do searches, in addition to searching on keywords (those in your headline, in particular), since Linkedin only returns 300 searches at a time (unless those searching have a premium membership for which they pay and receive more results), the more people you are connected to, the greater the potential for the results you desire.

3) Some groups offer networking groups (phone or local face-to-face meetings) that may prove to be useful in your job search. At a minimum, you can connect with others who are in transition and make valuable friendships.

4) You can start a discussion and establish visibility and credibility as a subject matter expert.

5) Free Advertising: You can also start a discussion to promote yourself and spotlight some of your key skills. (This can be used IN ADDITION TO your own status update bubble on your profile--another free commercial)

6) If you see a discussion about a job opening, you can reply privately to the employer/search firm that posted it. Even if the job is not ideal, you can leverage the opportunity to introduce yourself for future opportunities. Again - more exposure.

TO JOIN A GROUP:
Click on "Groups," then "Group Directory," then type in relevant keywords to find groups that are geared toward the career you are in, the career that you are hoping to be in or other groups that will provide you with the right networking ideas and/or people. Good luck!

Question About LinkedIn and Companies You Have Worked For

How do you handle the Experience section of your LinkedIn profile when there is more than one name for your company in LinkedIn?

Ex: I worked for Maersk Inc. However, there is also a Maersk Line. Some of my recommendations come from Maersk Line. I have been including both companies in my experience, but this looks extremely unprofessional. This is true with more than one company on my profile. In some instances the names are not even close because the parent company's name is completely different.
You can check my profile to get a better understanding.

Anyone have this problem as well?

Thanks and God Bless,

G

Dear G:

From my standpoint, the name of your company, parent company and any subsidiaries with that root name (Maersk) is so unusual and distinctive, that it would not have raised an eyebrow at all. There are many companies such as Proctor & Gamble that have many brands under them that are totally different than the P&G name. If would not be unusual if you were in a position where you had visibility by these other entities, you might get a recommendation from one or more of these related companies that do not bear the same name as the actual entity you work for.

Moreover, I have been recommended by vendors, suppliers, ad agencies and others affiliated with companies for whom I've worked. The main thing is that they thought I was worthy of their recommendation and took the time to write one. If a prospective employer ever has a question about what my relationship was to these individuals at these other companies, then it's easily explained. I believe this would be the same in your case.

Another thing that sometimes occurs (especially in today's economy and it is prevalent in certain industries such as financial services), is that one company acquires or merges with another or as was the case with the company I work for, spins off from another company. More specifically, I worked for Cardinal Health for over three years, left, and after five years, returned. This was a "feather in my cap" and looked good on my resume, as this demonstrates that my prior employer valued my work enough to rehire me. Then Cardinal Health spun off to form CareFusion. Early on, it had no brand equity as it was newly-formed. Although it is a market leader today, I still note the original name (in a parenthetical like this) after "CareFusion Corp." so that it is clear that I was rehired.

Bottom line ... from my perspective, it does not look unprofessional or suspicious in any way. It may provoke a question from time to time, but I believe that you can easily address that. The important thing is to get as many recommendations from as many different types of work relationships (supervisor, head of department, peers, vendors, subordinates, co-workers, etc.) as possible.

I hope this helps put things in context and has ameliorated any concerns you have.

M2

What Pointers Can You Offer for a Telephone or Face-To-Face Interview?

This week, two clients asked me this, adding that they do not have ALL OF THE BACKGROUND required. Below is my combined answer.

1) Do your homework on the company/Be prepared: Research the company on their website if they have one. Use the information you found and weave it into the conversation to demonstrate your energy level and interest. (e.g., "I noticed on your website that you [FILL IN THE BLANK]." Then come up with a question such as, "What specifically are you doing to address that?")

2) Go to the library and look up the business on "ReferenceUSA." If you have a library card, you may be able to access this database from home (as you can in California, and even export a list of employers to an Excel spreadsheet).

3) Try to find out what their top 3 business objectives and challenges this year are. If you cannot do figure that out, simply ask them AS EARLY AS POSSIBLE IN THE INTERVIEW so that you can craft a few answers around those three things.

4) Type up your CARS (Challenges-Actions-Results) as a "cheat sheet," and highlight "trigger" words." Use this as a quick reference document during interviews. CARS are stories built around your best resume bullets (effectively-written resume bullets should contain the ACTIONS you took to solve a problem/address a task and the outcome/results (meaning, WHY you took those actions), or a few words about HOW you took action), so that your personality and style differentiate you from others. From there, you need to write add the "Challenge" piece which is the BEGINNING of the story. All good stories have a beginning, a middle and an end. Therefore, since resume bullets typically state the middle and the end, you need to be ready to explain the beginning circumstances (Challenge). If someone says, "Tell me about that." you should have the beginning of the story ready.

5) Have an "antidote" to any areas where you fall short in case they address them. For instance, if they want an MBA, are you willing to get one? That may make a difference. If they want XX experience, do you compensate by making it up in other ways, or can you take a workshop to get it or volunteer somewhere to fill that void? I told one client to go onto their website and download their software tutorial or free trial to at least be familiar with it. I also urged him to "Google" the topic AND go on www.youtube.com to see what videos may exists on that software.

6) At the end of the telephone or in-person interview:

a) Ask if there is anything that has not been covered that they have concerns about (any outstanding questions) in terms of your capabilities/ability to do the job. If so, address them on the spot.

b) Ask what their time horizon is for moving forward and what the process/next steps are.

7) If you can get in front of them, bring a 3-ring black binder (or formal portfolio from an art supply store) with work samples. This packs a powerful punch for the following reasons:

a) It will show you are prepared

b) It sets you apart from other candidates

c) It demonstrates that you care/want the job

d) It will aid in the decision-making process and the reference-checking process as you are supplying proof that you've done the things they need you to do

e) It will market other skills you have that they may not have thought about, but may need

f) It will reinforce your capabilities as they are SEEING work samples vs. just HEARING about them (most people process and retain information that is presented visually. (The ability to hear AND see improves their likelihood of remembering your unique talents)

g) It will calm your nerves and let you explain the events leading up to the development of that piece with confidence and passion as you point to something and take the attention off someone looking at you. Be sure to tell in "CAR" (a story) format how things unfolded, being careful to detail the thought process you engaged in to get from “Point A” to “Point B.” (Rehearse a few times with someone!!!)

Hope this helps others, too!