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resumes RSS feed Tag: resumes

How to Customize the Sales Message for the Candidate

by Oct 30, 2014, 12:05 am ET

Bryan Adams-AES-033488Everyone loves a trip down memory lane. That’s why VH1 made those retrospectives about the 1980s, 1990s, etc. Admit it: once you caught five minutes of one of those shows, the next four hours of your life were forfeited.

A few years ago, when I was an IT recruiter back in Washington, D.C. (see what I did there? Clever, right?), one of my favorite parts of the job was getting to know each candidate and figuring out what their “story” was. What were their unique aspirations and hot buttons? How did they get to this point in their career? What were they passionate about in their lives? Being able to get to know someone, then matching them up with a company that matched their professional and personal ambitions was, to me, one of the best and most rewarding parts of the job. It was always a delight to follow up with them six months later and learn that they were indeed happy with the new direction in their career.

Any recruiter worth their salt will tell you that their ability to sell a candidate on a company or a job is their “raison d’etre” (for those of you who slept through French or Philosophy 101: reason they exist). Now, with skill set requirements and qualifications that rapidly evolve with each new technology and regulatory change, creating specialized pockets of highly competitive positions, this ability to differentiate an opportunity from the rest of the landscape has become more important than ever.

So how exactly, beyond sheer luck, do you ensure that “just right” fit? Let’s take a cue from VH1 and fire up a couple of classics for some help: keep reading…

Celebrate Resume Update Month by Updating Your Own

by Sep 25, 2014, 3:57 am ET

resumeWhen was the last time you updated your resume? And all those profiles on the business networks?

You’re a professional recruiter, so you don’t need to be told how important it is to keep a fresh, updated resume at the ready. But just in case, now would be a good time to make sure everything is current. It is, after all, Update Your Resume Month.

“Keeping your resume up-to-date is a lot like networking — it’s something you should always be doing whether or not you’re hunting for a new job,’ says author and noted career coach Fred Myers. Yet as that saying about the cobbler’s children having no shoes reminds us, it’s easy to overlook doing for yourself what you advise others to do. keep reading…

There’s a New Way for Students to Tell Employers They’ve Got an Offer

by Sep 3, 2014, 2:46 pm ET

Screen Shot 2014-09-03 at 11.45.10 AMA new and unusual offering called “Explore Your Options” gives students a place to spread the word about their job offers. keep reading…

Media Eating Up Religion-of-job-candidates Story

by Jun 18, 2014, 4:53 pm ET

Screen Shot 2014-06-18 at 1.36.41 PMA study published three months ago — March 24, 2014 — is quickly making the rounds in the media and social media. In brief, the paper says that in the southern U.S. states, only one religion is helpful for job candidates to have on their resumes. keep reading…

Examining Zappos’s ‘No Job Postings’ Recruiting Approach — Innovation or Craziness?

by Jun 2, 2014, 12:01 am ET

Inside Zappos profile pic - updatedThe new recruiting “no job postings” website of Zappos is truly unique.

First off, you have to give the Zappos team credit for eliminating anything in recruiting, because we have a long history in recruiting of adding but never subtracting approaches.

The new talent community declares the end to job postings and the painful transaction between applying for a specific job and getting a cold rejection. It further offers the opportunity to become “a corporate insider,” where you join the firm’s exclusive “talent community,” made up of interested prospects and applicants. In essence its own social network that the firm can use to keep in touch with applicants over time. It can also use the information that you provide during the increased interactions with recruiters to find the right job for you, even if it’s outside the typical jobs that you would have applied for.

This article critically analyzes this new approach in order to highlight possible advantages and problems with this approach for others that may be considering a similar move. keep reading…

Steps for Increasing Your Speed of Hire in Order to Improve Your Quality of Hire, Part 2 of 2

by May 5, 2014, 2:06 am ET

This continuation of the two-part article covers specific actions that corporate recruiters can implement to speed up their hiring during each individual step of the recruiting process. Part 1 covered the cost of slow hiring and some advanced steps on how to improve the speed of the overall hiring process.

Speed Improvements for Each Major Step of Recruiting keep reading…

Big Ideas for Recruiting Leaders — What if Davos Covered Recruiting?

by Mar 10, 2014, 5:58 am ET

world economic forumForward-looking executives seeking truly big ideas understand the value of the Davos World Economic Forum, where only thought leaders and the most senior executives at top global firms are invited to attend. If there were to be a Davos-type “big-idea session” covering strategic recruiting, this article covers the big idea topics that I would propose for the agenda.

The hectic world of day-to-day recruiting is often dominated by having to solve tactical functional problems like cutting cost per hire or identifying the correct recruiter req load. However if you are a recruiting leader who wants to make quantum improvements of more than 25 percent in your results, step back and focus exclusively on a few big ideas. Big ideas by definition are potentially high-impact strategic actions that are barely emerging, that are extremely difficult to implement, and that may become essential as the business or recruiting environment evolves and changes. Also because they require a dramatic change in thinking, almost all big ideas are instantly rejected by shortsighted individuals in recruiting.

The Top 15 Future-focused Big Ideas for Recruiting Leaders to Contemplate keep reading…

The Case of the Littering Job Seeker and the Embellished Resume

by Feb 28, 2014, 5:13 am ET

Today’s roundup is nothing more than a couple of videos strung together with a thinly disguised attempt to be instructional, mostly to avoid prosecution for intentional infliction of public humiliation.

But I gotta say, the videos were like watching a train wreck. You know it’s a disaster, but you just can’t help watching.

So, with that fair warning, I begin with an item out of St. Louis: keep reading…

The Top 25 Recruiting Trends, Problems, and Opportunities for 2014, Part 1 of 2

by Dec 9, 2013, 6:17 am ET

Even if you work in a corporate recruiting function with low resources or minimal expectations for change, every recruiter still has a professional obligation to maintain their awareness of the latest trends and predictions. I have grouped 25 predictions of the leading corporate recruiting trends for 2014 into four separate sections. Part 1 includes two sections that cover 14 new opportunities and continuing current trends. Part 2 (to be published next week) includes the final two sections, which cover 11 remaining trends that cover new challenges and areas that will continue to diminish in importance.

Section 1: The Hottest Recruiting Opportunities for 2014 keep reading…

The New Customer Service: Sue the Rude

by Oct 25, 2013, 6:45 am ET

NatalieGrantHermsPoor customer experience and air travel go together like poor customer service and banking. The only difference between today’s unhappy customer and last century’s is that social media has enabled the customer to tell the world.

So it’s no surprise that gospel singer-songwriter Natalie Grant-Herms took to Twitter and Facebook when a Southwest operations agent refused to allow her and her children to board when and how she wanted. keep reading…

5 Secrets to Effective Recruiting

by Oct 22, 2013, 6:17 am ET

Recruiting great employees is very difficult and, often is more complex than people perceive it to be. After running a headhunting firm for the past 10 years, I’ve learned that it is the little things which separate your ability to recruit the right job applicants.

Below, I’ve listed 5 of these secrets. keep reading…

6 Reasons Why Overachievers Frequently Under-deliver

by Oct 3, 2013, 6:30 am ET

As a fresh crop of recent college graduates hits the job market, big hiring enterprises are out to harvest the cream of the crop. Summa cum laud graduates from top-tier schools with focus, ambition, and confidence are ripe for the picking. After all, many of these dynamos possess the traits we look for in future leaders. But, be warned! A bodacious resume is not a true measure of future success. keep reading…

Now Hiring: No Experience Required

by Sep 25, 2013, 6:31 am ET

Bethany-PerkinsYou know how it works: if the candidate has the right number of years of experience, doing the right things at the right company in the right industry, voila! They make it through the applicant tracking system.

That’s not quite the case at one company, called Software Advice. Bethany Perkins heads up human resources and recruiting at the Austin, Texas, organization that’s not fixated on what many others are.

She and I talk about what criteria she looks for in a candidate — if experience is not the be-all-end-all — and how she judges whether people meet that criteria. We also touch on whether a college degree matters or it doesn’t.

The eight-minute video is below. keep reading…

A Simple Guide to Interviewing for Attitude

by Aug 20, 2013, 5:51 am ET

Bad attitude signMark Murphy wrote a terrific book on interviewing for attitude, which I highly recommend (also see this interview). His company, Leadership IQ, conducted an impressive survey discovering that 46 percent of new hires failed within 18 months, and that 89 percent of the time it was for attitude, not a lack of technical skills.

Interviewing for attitude presents a dilemma: Most people are on their best behavior when interviewing and even during their first 6-12 months of employment.

You may not realize you have a problem on your hands until the new hire has been trained and is a fully functioning part of your team. Knowing you’ll have to begin the selection process all over again — a long and costly procedure — makes it harder to part with the employee. Meanwhile, the good-natured people on the team have to pick up the slack, putting strain on your best people and leading to harmful side effects. Burnout, discontent with management, and customer service deficiencies are likely to develop.

Since this is a major problem in many organizations, guerrilla tactics are needed. keep reading…

Sacred Cows and Silly Practices Die Slowly in Recruiting

by Jul 29, 2013, 6:11 am ET

Recruiting is full of practices that seem to last forever. Unfortunately, many practices endure for years despite the fact that they add no value to the hiring process. I call these well-established practices “sacred cows” because many lon-gtime recruiters and hiring managers vigorously defend them even though both company and academic data shows that they should be discarded.

The need to identify and then kill these sacred cows was reinforced recently by some compelling research data revealed by Google’s head of HR, Laszlo Bock. For example, extensive data from Google demonstrated that five extremely common recruiting practices (brainteaser interview questions, unstructured interviews, student GPAs or test scores, and conducting more than four interviews) all had zero or minimal value for successfully predicting the on-the-job performance of candidates. But despite this hard data, practices like brainteaser interview questions will likely continue for years.

Recruiting Has a Long, Checkered History of Silliness keep reading…

The Future of Work

by Jul 3, 2013, 6:45 am ET

gigwalk_logoImagine a world without resumes. For some recruiters, it sounds like a dream; for others, a nightmare that would make it impossible to find people qualified to do the work.

Admittedly, we’re not there yet. But maybe we’re not as far away as we think.

A host of new apps for iPhone and Android have quietly begun changing the way work is done, and, like Google, they don’t care about your G.P.A., your transcripts, or your ability to answer brain teaser questions.

Most of us have heard of sites like Elance, Odesk, and places like Yahoo Contributor Network where freelancers can make money for their talents in writing, coding, graphic design. But a new wave of apps for iPhone and Android, including Gigwalk, Field Agent, and iPoll, are taking that premise a step beyond, parsing out work in the form of paid tasks, where your ability to complete the task is the only requirement. keep reading…

Why You Can’t Get A Job … Recruiting Explained By the Numbers

by May 20, 2013, 5:03 am ET

Is your “six seconds of fame” enough to land you a job?

As a professor and a corporate recruiting strategist, I can tell you that very few applicants truly understand the corporate recruiting process. Most people looking for a job approach it with little factual knowledge. That is a huge mistake. A superior approach is to instead analyze it carefully, because data can help you understand why so many applicants simply can’t land a job. If you can bear with me for a few quick minutes, I can show you using numbers where the job-search “roadblocks” are and how that data-supported insight can help you easily double your chances of landing an interview and a job.

Your Resume Will Face a Lot of Competition keep reading…

Are Job Boards Still Relevant for the Future of Recruiting?

by May 14, 2013, 6:45 am ET

Everyone seems to agree that generalist large scale job boards are in trouble, and others are profiting. The decline of the Monster share price to below five dollars, parallel to the success story of LinkedIn stock, and the recent valuation of Indeed.com nicely illustrates these shifting dynamics. Generalist job board revenue per posting is declining, and they are facing tough competition from smaller niche job boards, job aggregators, and social networks. Will job boards remain relevant in recruitment?

The main question is not whether job boards are relevant, but whether their search results are relevant for their users. Do job seekers find the job they want, and do employers find the candidates they need? It is a simple equation of attention and relevance, and currently the competition happens to play a better card on both aspects.

The typical job board offers this primary search interface to job seekers:

jobboard

keep reading…

5 Ways to Build a Crowdsourcing Strategy to Uncover Hard-to-Find Talent

by May 2, 2013, 6:45 am ET

Screen Shot 2013-04-25 at 12.12.58 PMHard-to-find talent isn’t interested in submitting resumes or engaging with career sites. These are busy people, deeply focused on a project or idea. Reaching them is not only difficult — it’s often next to impossible.

Many do not have an online presence. Most will not respond to emails, Tweets, or phone calls — if you are able to find them. They are known to their circle of friends and colleagues only, and participate online primarily in technical forums, professional sites, and through emails with associates.

An engineer I know is top in his chosen field. He is highly sought after by a small circle of technical experts for his depth of knowledge and experience. He has no LinkedIn profile, no Facebook page, and does not Tweet. He only answers his phone when he knows the caller personally. Yet, he regularly changes jobs depending on how interesting the project offered. He has never spoken with a recruiter (other than me as a friend). He finds his projects through his narrow but powerful network of fellow engineers.

How would a recruiter ever find him — or the hundreds of others who are similar? keep reading…

Jobs … Social Media … Applicant Tracking … It Must Be Another Launch

by May 1, 2013, 1:16 pm ET

Screen Shot 2013-05-01 at 10.00.44 AM“Imagine what the world of recruiting would be like if Twitter, Linkedin, Foursquare, and Monster combined into one awesome social recruiting platform that provides an easy way for job seekers and employers to connect in real-time.” That’s how Cedrick Dunn, founder of the Social Jobs Board, describes his company.

The Denver company has been working on its launch since about November of 2011. Employers (offerings are summed up briefly here) broadcast their jobs from their applicant tracking system or career site. Job seekers upload and send resumes to employers.

Of course, that’s just one of a long list of new companies, betas, updates, and so on. Here are a few more: keep reading…