There was a reporter for the local paper who covered the local professional football team and the National Football League. He made a great statement once about mediocrity. He said, “Many years ago, there were 12 National Football League teams and 12 good quarterbacks. Now there are 32 teams and 12 good quarterbacks.” Wow. What a comment on mediocrity.As a job seeker, and I’m sure I speak for almost all job seekers, we tend to downplay recruiters and HR professionals in our job searching lives. We all have had the situation where an executive recruiter never returned our call even after they recruited us for a job opening. It’s so disappointing.

To us, they’ve been mediocre performers.

It’s partially a sign of the times. It seems like nobody returns calls these days. We also have to realize that the executive recruiter works for their clients and not for us.

It seems that there so many recruiters and so few good ones.

Executive Recruiters in a Whole New Light

Quite some time ago, an executive recruiter was helping me to change my resume for a job he had. He gave me a statement which, to this day, is one of my major branding statements and a substantial part of my 30 second speech!

I have had quite a few recruiters contact me and remain interested despite my never quite fitting their opportunities (at least yet). It really is incredible to see their level of interest when so many others won’t even take our calls or respond to our e-mails.

I had an executive recruiter, after hearing about a company that interviewed me rejecting me, go back and make an offer to the company to try to get me hired as a temp with an option to hire so they could see how good I was. That’s innovative thinking!

Advice for Job Seekers

So my advice for job seekers is to network with recruiters. Follow up with them. Keep yourself in their minds as they receive new positions. Make it so they are always thinking of you. I try to let those executive recruiters who have been good to me know every week or two that I am still available for work and am looking. They really appreciate it and it keeps me fresh in their minds.

For me, there has been such a payoff because I have had recruiters remember me and call with opportunities that otherwise may have not been sent to me.

So recruiters can be a great friend to someone looking for a job. No, there aren’t great recruiters on every agency or company team, but if you look some are out there. Find them, stay in touch, treat them well, and good things will happen.

Henry Motyka is a guest blogger for Blogging4Jobs.  His work experience is very eclectic covering fundraising, finance, & consulting.  Plus, he’s an MBA.  Connect with Henry on Twitter @henrymotyka or on LinkedIn.  

Photo Credit Preview-Property. 

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.  

Every day brings new challenges to face and conquer. Whether or not you are able to triumph will depend upon, not only skill, but also resolve. Distractions line the way, as does discouragement. And as you age or become more entrenched in your work, the distractions change, as do the things that discourage you. I guess I am feeling my age these days. I don’t feel older but I’m one of them smart chicks; I know I am, older, that is.
Whenever I hear or read about discrimination, it is someone else facing it, not I. While I would not claim my life and the path I have trod as easy, I would not say it has been so overwhelming to be insurmountable. As I age and as younger generations surround me with their mad skills, their crazy knowledge, and understanding of technology, as well as their seemingly better way, I realize that I am on the back side of life. And I wonder how can it be? I still feel eighteen.

The last couple of weeks have brought this more into the forefront of my mind. Why? Because it is being spoken of, I suppose. I have a brother and friends who still cannot secure work and they are questioning if it is their age.  And after speaking with them all, it is clear that they are experiencing ageism.  There are a few that have had senior leadership positions for most of their adult life and now they find themselves “over-qualified” and unemployable.  Displaced Workers.  I still feel like I am brand-spanking-new to biz and the corporate world, ever intrigued and plagued by my desire to learn as much as I can every day. But when I look around my place of employment and I realize I am the elder in the room, it sometimes scares me.

Not that I am 48, I love being my age. Not that I have a few gray hairs and some smile crinkles to match; they are not wrinkles yet – really, they aren’t. Not that I feel like I cannot keep up or that I have “brain fog” – a term I learned a couple years ago from Recruiting Animal. Not that I have ever felt inadequate or insecure in my work or even my knowledge.

What I fear is that others will think those things.
That others will assume that my boat is getting further away from the harbor.
That conclusions will be jumped to, as I have witnessed happen to my older friends.
But wittingly enough on my part, I love the blue ocean. So, I don’t mind being away from a seemingly safe harbor. I thrive on finding that better way, on building a strong foundation around me and under whatever project on which I am working. How safe is a harbor that shackles you and keeps you from exploring. Neither Magellan nor Ponce De Leon have anything on me. My fountain of youth is what lies at my finger tips – the internet, a phone number dialed, press releases, and web copy written, whatever fantastic new technology with which I get to play ends up in my hands and a pen that takes frantic notes when information comes my way – that’s my fountain. I plan on drinking from it for a long time to come.

**The Fountain of Youth is part of a series about Discrimination, watch for more.

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.  

Rayanne On Hallowed Google Grounds

Five years ago, I sat in a conference room interviewing a woman for a Manager of Training position.  A vast, highly polished oak table separated us as we conversed and I tried to lull the candidate into my web of “start-up joy“. She leaned across the table, allowing her weight to bear down a bit, as she balanced on her elbows.  ”I’ve just returned from Dubai where I managed corporate training for a rather large start-up; I understand the entrepreneurial mentality,” she exposed in almost hushed tones. I joined in her surreptitious nature, leaned forward, and urged, “Do tell.” She expanded only slightly and then went on about the several training books and articles she had co-authored – my head was spinning as I thought, “Then why the heck are you applying for a $45,000 a year job?” My response bordered on incredulousness as I asked, “Really?” with a twinkle. She proceeded with these candidate words of death, “Yes, you should google me.”

I sat back in my chair and forced a look of ease across my face and only half listened to the remainder of her responses. Why had I rebelled against her eager words to win me over? I was not only turned -off but mildly appalled.  The forthrightness in her behavior should have made her a rock star candidate, right? Maybe I should have googled her before I even invited her on-site, that seems to be proper protocol nowadays. No matter, the damage was done and the effect had been real.

Fast forward to another time when I was the interviewee. A phone interview is not the best way to make that first impression, however, sometimes there is no other choice. I was being interviewed for a Manager position with a national placement firm. The opportunity was tremendous and exposure would have been fantastic – just what I had been priming my career for. The conversation somehow turned to branding and I relayed how important I believe personal branding to be, how I, personally, valued an online presence, and how imperative I believe it to be in business today and then,  – before I could stop myself, the candidate words of death rolled out of my impetuous mouth, “You should google me.”  Had the interviewer been sitting across a beautiful conference table from me, he would have seen my hands fly up to cover my reckless mouth as my head banged relentlessly on the table. How could I have been so stupid? How did I let it happen? Unbelievable. I did have a follow-up interview with the CEO a few days later, but I knew my candidacy was in the dumpster.

So, what if I had nailed that particular interview? Where would I be now? Those words either saved me or kept me from the greatest job of my career.  How we view the land mines we trespass upon will determine the effect they have. Throughout our work lives, we will encounter times when we should’ve, could’ve, would’ve. I like writing about Butterfly Effect moments.  There have been so many for me, I am sure for you too.  The Butterfly Effect?  It is based in chaos theory and comes from the idea that the slightest alteration in the flap of a butterfly’s wings may illicit minuscule changes that could, ultimately, alter the path of a tornado thousands of miles away.   A small change that produces significant effects

Every word you say, every step you take determines how your tomorrow will be.  When I write, I explore this and I share stories of regret, good fortune, and valuable lessons.  They may not always be a lesson for you, but most assuredly, they are lessons for me – hopefully, lessons learned.  I love to write poetry, blogging sprouted organically from that on MySpace several years ago. Blogging was never meant to be my grand exposition, though the journey and my destiny seem to be intertwined with the release of truth – what I like to call Burning Fear.  And truth?  It is indeed stranger than fiction.

**The Art of Exposition is an ongoing series about small life lessons and the truths we often neglect.

Rayanne Thorn, @ray_anne is the North American 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.

It’s been nearly two years since I started livestreaming my Job Search Secrets webshow to educate job seeker on the unwritten rules of the job search.  And for nearly the past two years, we’ve been live every Sunday night.  And I’m excited to announce a change in day and time to better accommodate viewers.  The show starting April 12th streamed live every Tuesday afternoon at 3 PM EST.  Replays will still be shown at Sundays at 9 PM EST to also accommodate other viewers.  You are also welcome to tune in at any time by visiting the show’s website on Mingle Media TV, Job Search Secrets.

The show (live show from March 2010 above) which has been in production for almost two years is the first ever job search webshow where guests are skyped in live to talk to about topics relating to HR, recruiting, and the job search.  One of my favorite features is the ability to also interact with my live viewers and take their questions in our show chat room while they watch the show.  The show currently averages 2,000 live viewers.  And over the course of the show, we’ve had a live botox injection, shows live at SXSW, and topics discussing the latest job search and internet technology.

So tune into our show every Tuesday starting April 12th at 3:00 PM EST.  If you are interested in learning more, be sure to visit my Job Search Secrets page here at Blogging4Jobs.  I’m also in the market for interesting guests.  Feel free to send me an email or contact me directly to talk about being one of my featured guests.

See on next Tuesday at 3 PM EST and thanks to my friends at Mingle Media TV for their continued support.

Photo Credit Nicolera Shotte.

Have you ever noticed how once you hit 40 (or it seems so to some), there are young vicious sharks swimming around you on your search for work? They act friendly, but you just KNOW that they are circling and waiting to have you for lunch. I’d like to give you a few tips on how to keep the sharks at bay¦

1. Never and I mean NEVER use the word old to describe yourself. Good grief, if you’re not 80 you’re not old to begin with and need slapped upside the head just for saying it. Saying that you’re getting old is like opening a wound and dripping blood in the water. Stop it!
2. Feeling squishy and slow among your 12 year old coworkers? Let me break it to you¦ Watching American Idol while eating chips and playing couch potato isn’t going to advance you career, only your waist. Get up off your butt and get active.
3. And if you try to get active and suddenly EVERYTHING hurt¦ Get over it! It will! I don’t know how many people give up after the first time they exercise simply because it hurts. Don’t overdo it, but don’t mosey through the neighborhood without breaking a sweat and call that enough. Sweat, baby, sweat!
4. When you do exercise, listen to something upbeat. Smooth jazz may keep you from getting violent on the drive home, but goodness it will do NOTHING for a workout. Think of it this way, if the music can cause your pulse to pick up just listening or watching the video, imagine what it can do for a workout.
5. Another don’t is the constant complaining about the younger former bosses and fellow workers¦ It makes you look like the curmudgeon of the office and like you should be saying something like When I was a kid, we walked 10 miles to school, uphill, both ways. Complaining gets you nowhere, fast!
6. Understand that you should be at the top of your game and you’re never too old to take classes and seek professional development. The only way to stay on top is to be a continuous student.
7. And finally¦ Be active in your community and make a difference in lives. There’s a much bigger world than just the only you live in. Look out for more than just you and your own. This keeps you active, your resume current, and an impact that can advance or build a career.

Follow these guidelines and not only will you stand a chance with the sharks, but you might just become a force to be reckoned with (instead of sleeping with the fishes).

Like what you see?  Vote for Angela’s blog post by leaving a comment so she can win a $100 gift card and be named the winner of the Job Search Blogger Contest.

Angela Current, CPRW is a Certified Resume Writer/Career and Interview Coach offering no nonsense approach to job searching and career advice, as well as serving as a freelance writing fiend on a number of topics. A cancer survivor that has a heart for those job hunters with unusual circumstances, like survivors returning to work and the 50+ worker. Love a challenge!