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.

Part of my own strategy to build my brand, gain business, and establish myself as an expert in my field is by using my blog to write and interview other experts and companies promoting them while continuing to build and strengthen my own relationships. Last Friday was no exception. Through a simple LinkedIn invitation to connect message, (Yes, LinkedIn) I was able to secure an interview with best selling author, Jeffrey Gitomer. Jeffrey Gitomer is one of my favorite authors and speakers. While his followers and fans are generally sales professionals, I am a firm believer that each and every person works in sales in some form either as a job seeker selling yourself to a company, when dating or meeting your prospective mate (the ultimate sales job), and when making a major life purchase like a car or house. Solid sales, negotiation, networking, and presentation skills are all very important in all three of these scenarios.

Jeffrey’s three hour seminar touched a great deal on how a solid sales marketing and branding plan can impact your success. The bottom line is that people buy from people and those that are ordinary end up in second place. Sitting among the more than 300 in attendance, I was surprised to learn that less than 10% utilized social media tools as part of their sales, branding, and lead generation strategy. While Jeffrey discussed the power of social media and how it can help you engage decision makers as well as hiring managers.

He says, “The challenge is for you to understand is that we are the bailout. The challenge is not just about sales tips and ideas but what you do that’s pretty ordinary.”

Jeffrey encourages everyone to take control of their bailout and suggested that we can accomplish this in the following ways:

• Get a creative voice mail. Be different from everyone else. Humor is an excellent tool to define who you are and differentiate yourself from the rest.

• Schedule a three way lunch. If someone you want to meet is giving you the run-around, invite someone you know that they need to know with you to lunch. Call your contact & invite them again. You will build instant rapport and credibility with both parties.

• Be the Best. Don’t settle for ordinary. When you are the best at what you do, everything else shows up.

• Business cards matter. Find creative ways to keep people talking. Your business card is a representation of yourself. How do you want people to remember you?

• Get a flip. Video testimonial and video references are extremely powerful on your blog or website lending you instant credibility. Use a flip to interview experts and promote them on your blog or website building solid rapport and relationships not only with the interviewee but also your blog audience.

Check out my video interview with Jeffrey Gitomer below and don’t forget to visit his website at JeffreyGitomer.com. A special thanks to the Journal Record.

Photo Credit Gitomer.com & Active Rain.