Looking great on paper

Do You Stack Up?

Not too long ago, I met a couple friends for dinner. These were girls with whom I had gone to junior high and  high school; we had a great time reminiscing and talking about the “good old days.”  One of these ladies had been working in Iraq for several years and we were glad to have her back in the states now. Our dinner was to celebrate her relocating with her new husband to the other side of the country. While we were sad to see her leave once more, we were glad she was not boarding a flight to the Middle East.

We stopped by a local hangout to just sit and chit-chat before our night ended. We talked about everything from the boys we knew in junior high to trying to manage our own college-aged children. While we were discussing, a “loud-mouth” one table over interrupted our conversation claiming to know more about what we were talking about than we.  It turns out, he was one of the guys we knew from our younger years.   And he hadn’t changed much.  He was still obnoxious and he was still 12 years old.

He told half-truths and out-and-out blatant lies for thirty more minutes before we tried to slip out unnoticed.  He was exactly as we had remembered and we were disappointed.  Some of us have grown up and others never will.  Why is it that many stay trapped in the way they are comfortable and never expand or grow?  Blustering, lying, smirking, berating, and general know-it-all attitude can spoil anyone and then every recipient, as well.

Here’s a twist: How many of us look good on paper?
It will get you in the door, but not your name on it.

Several years ago, I was working on a retained search for a Director of Nutrition with a large health care facility.  The hospital’s influence was far-reaching with several satellite facilities plus rehab centers, health clubs, and nutritional centers.  I was excited about the assignment and identified several candidates within a few weeks who were presented and received with optimism.  The lead candidate was flown in from the other side of the country, invited for an on-site day-long interview process.  I received a call from the VP of HR asking if I had ever seen the candidate – I mean actually laid eyes on him.  . Of course, I hadn’t; it was not an executive-level search and this was pre-Skype.  Where was Green Job Interview when I needed them…

The candidate I sent in was interviewing for a Director of Nutrition. Unfortunately, he weighed about 400 pounds and had trouble getting around the hospital campus, having to stop to catch his breath often and wiping the spittle from the corners of his mouth.  Not the best candidate for a position in nutrition, eh?  He looked great on paper. Regrettably, paper doesn’t hold up under a lot of weight.

Play on words, maybe. But nonetheless, true.

Rayanne Thorn, @ray_anne is the Marketing Director for online recruiting software company, Broadbean Technology.  She is also a proud mother of four, happily engaged to Tom, residing in Laguna Beach, California, and a daily contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

Your past is not...

I am waxing nostalgic. What is it about the past that keeps us in it? Or keeps us reverting to it or, sometimes, avoiding it? Do we value it as history and what we can learn from it or is it simply too difficult to let go? From reviewing a résumé to conducting professional reference interviews, we are often drawn to the past and what we can learn from it. There has been a consistent message over the last couple years, that your résumé is dead.

That’s right, I said it. So have many others.  Many people will be offended or want to tear my head off, but I am merely repeating what is already been said.  Again. As a matter of fact, back in 2007, Michael Fiore rang an early death knell with his white paper, “The Traditional Résumé is Dead…” I think I can hear a fugue playing in the background. Fiore states, “As the volume of résumés increases, the quality will not – this is, in my opinion, an inevitable result of human nature. With such a huge volume of incoming résumés and applicants, it will be virtually impossible for humans to physically sort through the number of résumés that will be received.” Oooo, was he foreseeing the future? He then goes on to praise applicant tracking systems. Of course, that was almost five years ago…, oops, there I go digressing to the past, again.

Think of how much technology has altered the state of business over the last five years. Do you use the same tools that you used five or ten years ago? I hope not. When was the last time you actually applied for a job through your own website or someone else’s? Have you tested the process to make sure it is clean, clear, and that an applicant isn’t getting worn out or feeling dejected by the process? How do you review a résumé? Are they a waste of time for you and do you rely more on the phone interview or first on-site? Do you follow the words on the paper, letting only those words guide your gut?

While the title may seem a recruiter revolt, Kristi Daeda concludes her article, Is the Résumé is Dead with, “Until more corporations, and their recruitment systems, embrace the social media revolution, the paper résumé is here to stay.” Well, more corporations are embracing social media.  And a challenge to Daeda’s statement is as simple as applying for a job online…, no paper involved there. Most organizations require a potential candidate to fill out an application online prior to even the first interview.
I once applied for a position that required I give my social security number and bank information before I even spoke to a representative or recruiter. I asked, “Excuse me, do you require all applicants to give this information before you even conduct an interview?”  The idiot manning the application process seemed surprised by my question and said, “Why yes…”  I walked out. Can you blame me? No one had even shook my hand and I barely received a hello before a clipboard was shoved across a messy desk to me. Sounds to me like a death, of sorts. But what is it, exactly, that has died?

I just want to make sure we are grieving the right loss.

“It’s never safe to be nostalgic about something until you’re absolutely certain there’s no chance of its coming back.”~Bill Vaughn

Are civility and manners ringing the same bells as the résumé?

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

PIVOTAL QUESTIONS

We often see lists of questions the candidate/job seeker/applicant should ask during an interview, as well as lists of questions the interviewer/recruiter/hiring manager should ask.  Maybe there is a better way.  Maybe they can work from the same list.

This list was devised to prevent last minute candidate fall-out and control the spin of the interviewing and hiring process.  So, either side can use this list to streamline the process and ask or answer pivotal questions.

1. Tell the applicant why the position is open. The job seeker should know whether or not this is a newly-created position or why the previous employee is no longer holding that position. Were they fired or let go? Did they quit? Were they promoted? Were they recruited to another company? Are there any residual hard feelings that may affect a new hire? These questions have important answers that should be shared with an invested candidate, from the beginning.

2. Tell the applicant about any challenges that a new hire would face in this role. Has the job function recently expanded for this role? Has the territory been increased? Decreased? Did the last employee leave a mess behind? Is there sufficient administrative support? What type of management style will a new hire be reporting to? Transparency is imperative for retention.

3. Describe “a day in the life” for a new hire. Will the placement need to be a road warrior? What are the hours and days expected to work? What is the work space like? How often are there mandatory staff meetings? A candidate who knows the job is more likely to make a clear and educated decision about moving forward or backing out before the last hour.

4. Divulge expectations for this hire. What is expected for the first week? The first year? What will success look like for a new hire? How is that success measured? What would be considered outstanding? Allowing the candidate to really view and fully understand the job description eliminates not only issues at negotiation time but also the probability of having to redo a search at no additional fee, not to mention the time required.

5. Expose any reservations about the applicant. Is the candidate less than enthusiastic about the position? Do they lack the required education? Will they fit in with the company culture? Is there a concern about personality clashes? A candidate deserves to know these things; these types of apprehensions do not just vanish into thin air. Again, this speaks to retention.

With both sides of the process in the know, a right decision is more likely to be made.  And isn’t that was everyone wants?

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

This is a quick round-up of my unDirty Dozen – Tips to get your resume and/or application noticed based on your character and ethical behavior.

1. Prove on your resume or cover letter that you have three important characteristics:  Intelligence, Energy and Integrity.  Show hire-ability.   Add an instance that demonstrates one or all of  these under your most recent job or project.

2. Include a reference letter or letter of recommendation with your cover letter from a colleague or supervisor that attests to your character.

3. If you are invited for a phone interview, Google the company – know who they are and what they do.

4.  Have your resume reviewed by a recruiter and several friends who will give you the critical feedback.

5.  A good recruiter will be able to ascertain within 10-15 seconds of reviewing your resume or application whether or not you will even get a call. Make something stand out at the top of the resume or cover letter.

6.  Do NOT use cliche buzz words on your resume such as - thought leader, expert, guru, etc. – most recruiters will stop reading and immediately dismiss your application.

7.   Take the first phone interview time slot offered - shows keen interest in the  position.

8.  Ask pertinent questions during a phone interview – this shows your intelligence and interest in the company and position.

9.  Do NOT go around the recruiter. If the company advertises online and has an online application process, apply online - it is NOW a digital world –If someone wants your resume on paper, they’ll print it.

10.  Make sure EVERY online profile testifies to your desirable qualities. Recruiters will Google your name – will they be happy with what they find?

11.  Get a referral from a current employee of the company where you are applying. Sometimes, it really is “who you know”.

12.  Be ETHICAL. Would you hire yourself?  If you wouldn’t hire you, why should anyone else?

Baker’s Dozen Bonus:

13.  Do NOT Apply for a Job for which your are unqualified.  Pretty simple.

When simply getting past the front door is so very difficult, why not do all you can to stand out among the masses that apply?

*For more detail on each tip, visit Part 1 6 Tips and Part 2 6 More Tips

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.

In a previous post, I addressed how character and integrity should be king when hiring or retaining talent.  I am often disgusted by the stories I hear and those of which I have been a part that prove, sadly, unethical behaviour is alive and well.  In my own case, the deplorable practices were performed by those senior to me, those who should have known better or didn’t really care.  Therefore, as reason might dictate, most individuals must look within themselves and/or follow leaders with a proven track record and either pattern yourself after them or build your own ethical blueprint – one that becomes clearly evident by your own actions, by the reputation your build over time, and by the questions you ask and those you answer truthfully, and by your past/experiences and how your represent them.

Ethics and proving character can be a difficult hurdle when it comes to securing an interview, let alone a new job.  I have been a recruiter for years and have worked for many organizations that put character first.  I have never invited any jobseeker in for an onsite interview until I determined some semblance of “character” during a phone interview or as a result of a personal referral.  If a candidate, initially, doesn’t fit in with the culture of the company during this early stage of the hiring process, they never will.  And if it can be ascertained that the applicant is even the slightest bit sycophantic, they will never pass an interview with the hiring manager or a direct supervisor.

I have put together a list of tips to aid jobseekers in showing their best face, letting the light of their character shine through loud and clear.  It is my hope that with this modest list, a general understanding of how a recruiter thinks will result.

1. Whenever possible, indicate on your resume that you hold three vitally important characteristics:  Intelligence, Energy and Integrity.  Employers seek these in every applicant, Every.  Single.  One.   These three qualities show hire-ability.   Simply add an instance that demonstrate these under your most recent job or project (this could even be a school-based project.)

2. Include a letter of recommendation with your cover letter from a previous colleague or supervisor that simply attests to your possession of these three qualities. If a previous employer indicates they would hire you again, if given the opportunity?  All the better.

3. If you are invited in for an on-site, face-to-face interview, prove your intelligence and interest with a strong understanding of the position and the company, itself.  Do the online research necessary, make some calls to contacts or past employees who may have valuable insight or could directly refer you.

4. PLEASE have your resume reviewed by a recruiter and several friends who will give you the critical feedback you need– maybe there is something key missing or misrepresented that you are just too close to see.

5.  THIS you SHOULD KNOW:  A good recruiter will be able to ascertain within 10-15 seconds of opening your resume or application whether or not you will even get a call or second look.  Make something stand out at the top of the resume or within the first paragraph of your cover letter.

And the last tip for today:

6. Be very careful of the use of the cliche buzz words of the day - thought leader, expert, guru, etc. – these are an instant turn-off to most recruiters and most recruiters will stop reading and immediately dismiss your application / resume.

Enjoy your weekend, the rest of my list will appear in my next post!

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.

In Part 1 of “It’s a Dry Powder Market,” I introduced the dry powder theory. The dry powder theory is an investment term used to describe tactics investors employ during an economic recession where they maintain a very liquid amount of assets that are quickly available to adjust to the turbulent market.  Companies keep cash (the most liquid of assets) in their bank accounts and reserves to account for the volatile market.    And because talent is the most expensive form of capital, companies forgo hiring permanent employees and opt for other strategies like work redistribution and the hiring of interns and contract and temporary employees.

Temporary and contract employees are extremely liquid.  Here today and gone tomorrow.  Companies opt to pay larger contract or hourly rates of pay rewarding these type of employees for the risk associated with a temporary position.  Companies can quickly eliminate this type of overhead without costly severance plans, benefit payments, and guilt associated with layoffs and corporate restructures.

A large number of companies are employing this type of hiring in 2010 just in case.  A candidate can compete in a Dry Powder Job Market not just against other candidates but also the economy by considering the following:

• Demonstrate Value. It’s no secret the job market is extremely competitive.  A job seeker must be on their game and demonstrate during every opportunity that they are the best investment a company can make.  This starts with your online presence and LinkedIn profile.  Companies want to see how your experience and success can translate into revenues for their company.  Focus on quantitative figures and numbers when describing your responsibilities and projects.
• Be Aggressive. Bring your A Game at every opportunity.  Companies have access to hundreds of high quality candidates.  Use testimonials and references to get your foot in the door.  Don’t wait for your interview.  Connect with company representatives from the moment you know there is an opening but with great care.  Consider your strategy and competition in everything you do.
• Be Creative. A simple resume and cover letter is no longer enough.  Consider coming with a marketing pitch, an idea to promote their product, and presentation to lower their expenses and increase efficiency.  Give them an idea or solution they can’t live without.  Look to your professional network to seek ideas and recommendations outside of your market or industry.  Creativity matters.

**Look for Part 3 of “Dry Powder Market” discussing market strategies and one job seekers aggressive move that got a company’s attention.

Photo Credit Warning Signs Direct.