Thursday, August 30, 2007

Y is for You're Kidding, right?

We all know that one key hurdle in the job hunt is making your resume stand out from others. (See my post on “Representing Yourself in Writing” from Definitive Job Hunt)

BUT, you don’t want your resume ending up the laughing stock of the office that receives it either. (And yes, we Headhunters are brutal when we see a bad resume.) Unfortunately, that is exactly what one job seeker became today!

Here's how:
Instead of an objective, the resume in question had a list of adjectives that conveniently formed the acronym “TALENTED” (Uh-oh, just one line in and the cheesiness meter is already in the red…)

The second page however, broke the cheesiness meter entirely, as it consisted solely of a list of “reasons to hire” this candidate – 26 reasons exactly, A to Z.

I really wish I could share the entire list with all of you, but it’s actually marked “copyright 2007”. Here instead are a couple of the "most compelling" reasons:
B is for Brains
J is for Justifable
X is for X Marks the Spot

I just don't even know what to say other than (and this will come as no surprise to my regular readers) F is for FREAKSHOW!

Tuesday, August 28, 2007

Stupid Candidate Tricks

I was talking with a friend of mine that does some hiring for his organization. We started talking about what I like to call “Stupid Candidate Tricks”. This is when an interviewee does something so completely out of left field that it leaves you almost speechless.

I say almost speechless because you can still usually manage to say, “I’m sorry, I don’t think this is going to work.”

Past Stupid Candidate Tricks Include:


  • Opening a meeting with the HR Director by giving her a BIG HUG! (lucky it wasn’t the Evil HR Lady!)

  • Dropping numerous “F-bombs” during the interview & plant tour

  • Wearing a large gold medallion (think Flava Flav and his big clock) and a light spring jacket throughout the interview

  • Having false teeth fall out during the first 20 minutes of an all day interview

But I’m pretty sure this recent one takes the cake… I like to call it "A Fish Called Freakshow"

A candidate was coming to Grand Rapids for an interview. It was about an hour long drive, and the interview was scheduled to take up most of the day was to be followed by dinner. This was apparently much too long for the candidate to leave her beloved pet alone, so she arrived at the interview carrying a small glass bowl containing her goldfish. The entire department was relieved when they were able to convince the candidate that the fish would be safe in the office while the group went to dinner. (I hope they didn't go for sushi!)

Monday, August 27, 2007

The Next Generation

As I mentioned, we have two interns working with us this fall, and I would like to preface this post with a disclaimer: Both of them have been doing a fantastic job, and that the following (at least so far!) does not apply to them. Okay, that being said...

This weekend I had a conversation with a friend of mine that is a professor at large public university here in west Michigan. We were discussing the things undergraduate students do to irk him. His primary complaints? A lack of responsibility or sense of accountability, general laziness and poor quality of work combined with an expectation of high grades in return! (The "A for Effort" mentality) Of course, dishonesty and cheating really top the list, but those are not as widespread, at least we hope not!

So today when I read Rowan's post on The Next Generation of Job Hunters discussing the issues he's seen with recent graduates and their general disregard for accuracy and quality. I thought I'd put my two cents in on the topic as well:

Rowan suggests adding this little disclaimer to job advertisements:

Please remember that this application is all we have to go on - if it is careless or sloppy, we can only presume that you are careless and sloppy. Here at XXXX, we pride ourselves on providing 100% accurate service to our clients. One misplaced word or comma in a contract could leave a client vulnerable to litigation. Therefore, spelling, punctuation, grammatical or formatting errors in your application will not be tolerated. One error and you are in the bin. Don't say we didn't warn you...

(It was my turn to spray hot caffeinated beverage from my nostrils on that one!)

And here is my advice to all you new grads and soon-to-be job seekers of this generation:

Before Graduation:

  • Start now by taking responsibility for your academic career (translation – it wasn’t the professors fault you failed economics if you didn’t bother to read the text or even show up to class!)
  • Make an effort to understand the business world before you try to join it; learn what “professional attire” is and embrace it

When seeking employment:

  • Write carefully worded, clear, concise resumes, cover letters, thank you notes, etc. with zero errors and remember, spellchecking doesn’t know the difference between their vs. there, hear vs. here and [my personal favorite] inconvenience vs. incontinence
  • Practice your verbal presentation skills – work hard to eliminate vocalized pauses (err, umm, ah, and the MOST irritating “like”)

When entering the workforce:

  • Apply those lessons about taking responsibility to your new job
  • Give your work the same attention to detail that you gave your well written, error free communications

So what am I saying? – In short, “Don’t be a slacker!”

(I really hope there are not any spelling errors here!)

Tuesday, August 21, 2007

The Definitive Job Hunt – Part 6

And now, my final installment in Rowan Manahan's “Definitive Guide to Clearing Job Hunt Hurdles”.

After much blathering on, we’ve finally reached the final step: Starting the New Job

So, here we go:

A few simple tips for Employees:
  • Make an effort to meet everyone and figure out what they do (this is critical especially if you aren’t sure what you’re doing there yet!)
  • Don’t be afraid to speak up if you aren’t getting the training you need
  • Don’t assume that things work they way the did at your last job or that the way you did things at XYZ is better
  • Don’t bad mouth your old job/boss to your new co-workers

A few simple tips for Employers: (Yes, you have a part to play here!)
  • Make sure the new hire has a desk, a computer, and all the tools they need
  • Develop a plan for training this person BEFORE they start; make sure you follow that plan!
  • If at all remotely possible, assign this person a mentor or at least a guide
  • Create opportunities for the new person to meet others (take the group to lunch, etc.)
  • Check in with the new person frequently to be sure they are getting what they need

In general, both parties need to communicate effectively throughout this ‘on-boarding’ phase. If you don’t - you’re building a dysfunctional relationship from the beginning.

That’s all I’ve got to say – Hope I’ve been a bit helpful.

Oh yeah - one last thing - don't forget to say "Thanks!" to your friendly neighborhood Headhunter!

Monday, August 20, 2007

Definitive Job Hunt - Part 5

Rowan Manahan, from Fortify Your Oasis, has tapped me to be part of his online collaboration: “The Definitive Guide to Clearing Job Hunt Hurdles”.

After a brief reprieve from my rants, I’m back with -

Step 5: Getting the offer you can’t (or at least won’t) refuse

Talking about salary obviously ignites some debate in the blogosphere (as evidenced by this post from the Evil HR Lady), but here’s my take on the “offer stage”.

There is a story that goes something like this:

Reaching the end of a job interview, the human resources person asked a young applicant fresh out of business school, "And what starting salary are you looking for?"

The applicant said, "In the neighborhood of $125,000 a year, depending on the benefits package."

The interviewer said, "Well, what would you say to a package of five weeks' vacation, 14 paid holidays, full medical and dental, company matching retirement fund to 50 percent of your salary, and a company car leased every two years, say, a red Corvette?"

The applicant sat up straight and said, "Wow! Are you kidding?"

The interviewer replied, "Yeah, but you started it."

This moral of this story – know what you are worth & be realistic. If you’re expecting a salary that’s ridiculously far out of the range – you’ll certainly be disappointed in any offer that comes your way.

As with all parts of the job hunt, going into salary negotiations armed with information is the key.

First, evaluate what you are making now and understand the monetary value of your full compensation package. (For example, base salary, bonuses, what are you paying for benefits, what is the value of the benefits, do you have a car allowance, how much did your employer contribute to your 401k last year?) This is why we ask potential candidates, “What is your base salary?” and “What did your w-2 show?”

Second, research the “going rate” for someone in your field. (I like salary.com for this part.)

Now, don’t expect too much – you’re extremely likely to get a bump in salary when you change jobs, but it’s unlikely that you’ll double your salary overnight.

What you will most likely see is a significant but reasonable raise – depending on your industry, career, experience, and how close to that “going rate” your current salary is.

Finally, establish your “yes” and “no” points. To do this, we will ask a candidate “So if the offer comes in at $XX, with relocation and a car allowance, can I accept on your behalf? In short, know your bottom line.

The reality is, this is kind of a difficult topic for me. Since as recruiters we usually know what the company is prepared to offer and what the candidate is prepared to take; a level of knowledge makes all of this much easier! (One reason it's good to work with a recruiter!)

Oops!

Oops - I've let two weeks pass without updating my blog! Bad Bad Karen!

So sorry - I've been personally swamped with car maintenance and making the Michigan county fair circuit with Figure 8 (who is currently running 3rd in points for the year by the way!)

I've also been been busy celebrating our firm's achievement of our yearly revenue goal a full 3.5 months early! (And that's a celebration that takes a little recovering from!)

I've also been busy getting two interns started with the firm, which is a first for us, and something I'm sure will produce at least one blog-worthy incident.

With that said - I'm ready to continue on the topic of "The Definitive Job Hunt".

Monday, August 6, 2007

The Definitive Job Hunt – Part 4

Rowan Manahan, from Fortify Your Oasis, has tapped me to be part of his online collaboration: “The Definitive Guide to Clearing Job Hunt Hurdles”. Today's installment:

Step 4: Pre- Employment Testing (it's more than just fill this specimen jar these days!)

First, I want to say that although there is much more to pre-employment testing than just the standard drug screen; clearly you should avoid failing your drug screen.

When it comes to drug screens, also avoid:
  1. Asking, "It’s just a urinalysis, right?" (uhm – are you saying you’d fail another type?)
  2. Trying to “fool” the drug screen in any number of creative, yet disgusting, ways. You're going to get caught - no really, you are! (unless you're interviewing with Major League Baseball, then maybe not!)

But enough on that. There are many other types of pre-employment testing, psychological evaluations, sales testing, personality assessments, etc.

If you allow the test to make you nervous you’ll probably do worse than you would normally.

It’s good to know the test is coming, and you may want to find out as much as possible able the testing involved, but as a rule, you can’t “fool” these tests.

Keep in mind that there is a reason the company is asking you to take or endure whatever test, they believe it works; if the test says you won’t be a personality fit in the organization, do you really want to work there anyway?

For example, I once (in a moment of utter insanity) applied for a job at a financial services firm. I did not know it when I scheduled the interview, but this was a sales (read as “telemarketing”) job. I was asked to take a computerized “assessment test” that asked me all sorts of questions about my willingness to bend the rules, and whether I thought ethics were “flexible”. I’m pretty sure I failed the test, because I didn’t even talk to anyone before being told “we don’t think this is the right fit for you”. I thought, if my answers to those questions were not the ones they wanted, I don’t think this is a fit either!

These tests are becoming more and more commonplace in the job hunt market – I guess we just have to live with it.

Friday, August 3, 2007

Definitive Job Hunt - Part 3 (Addendum)

Ask a Manager commented on my last post "I was interested that you wrote that the best interviews are the ones where the interviewer does most of the talking. I've rarely heard that said and I wondered if you'd elaborate on it more?"

And of course, I'd be happy to do so!

While doing most of the talking, hopefully the hiring manager is sharing with you the real meat of the job, and giving you insight into the problems that the successful candidate will be expected to solve. (This is critical to being able to "close the deal" at the end of the interview.)

But probably the biggest reason is that when the hiring manager starts doing most of the talking, that usually means they've taken over the "selling" role in the interview process. This role reversal is usually a sign that the interview is going well!

I also make a point to tell candidates that "the best interviews are when the hiring manager does most of the talking" because when a candidate is actively thinking about letting the interviewer do most of the talking, they are less likely to ramble (the big pitfall for most candidates.)

Hope that clears things up a bit.

But now I must "Ask a Manager": How do you know when the interview is going well, from the hiring side?

Thursday, August 2, 2007

The Definitive Job Hunt - Part 3

Rowan Manahan, from Fortify Your Oasis, has tapped me to be part of his online collaboration: “The Definitive Guide to Clearing Job Hunt Hurdles”.

Step 3: Blowing them away in the interview (even without weapons of mass destruction!)

Much like "writing a better resume" there are tons of resources on effective interviewing. A shameless plug here for my firm's website and it's rather handy section: FAQ's for effective interviewing. (Can you tell I did our content development?)

In my time with a third party recruiting firm, I've heard lots of feedback from perspective employers. From that, here are my big no-nos:

Rambling, babbling and in general talking too much:
This is by far the most common bit of negative feedback we hear. How do you avoid it? Well, especially for those "nervous talkers", prepare in advance.
Most everyone knows the basic questions you're going to be asked in a interview, "Tell me about yourself" "Describe your experience with ..." etc. So, take some time to think about what your answers to those questions will be. Now, trim those answers down to NO MORE than 60 seconds, and you'll do much less inane babbling. Don't forget you can always ask if the interviewer needs more information.

Not knowing why you are there
Companies expect those seeking employment in their organization to know something about them. Know why you are interested in working for XYZ company, or what challenges attracted you to this position.

Acting like a Know-it-all, arrogant or conceited
Yes, you should "sell" yourself in the interview, but you wouldn't be there unless they already thought you could do the job. Stick to quantifiable examples of your achievements and discuss your role as part of a team (if that's the case.) Again, it's best to have the examples prepared in advance, so that you can articulate them clearly and evaluate your statements in advance for "bragging".

Not asking any questions
The best interviews are those where the interviewer does most of the talking. Ask relevant questions about the job, the management style, growth opportunities, company culture etc. Again, think about these questions in advance. (Sensing a trend here.)

Not "Closing the Sale"
This is a tough one, throughout the interview you should have learned what the company or department is "missing" as the job goes unfilled. At the conclusion of the interview summarize your understand of their needs and how you can bridge the gap. This is one you'll have to be working on throughout the interview. Brush up on your active listening skills and take notes if you need to (especially useful on phone screens!)

Overall, well prepared candidates are much more successful in interviews! Investing the time up front to prepare answers, research the company and position, and think about the questions you will have, pays off in the end.

Next Step: The dreaded pre-employment testing (it's more than just fill this specimen jar these days!)

Wednesday, August 1, 2007

The Definitive Job Hunt – Part 2

Rowan Manahan, from Fortify Your Oasis, has tapped me to be part of his online collaboration: “The Definitive Guide to Clearing Job Hunt Hurdles”.

Step 2: Representing Yourself in Writing

There are tons of resources on how to write a better resume. My firm has accumulated a pretty extensive advice section on our website on How to Format A Resume and Writing A Better Resume.

And I’ve done my far share of ranting about resume writing before, so to avoid beating a dead horse, I’ll keep this short.

Here are my 3 things to keep in mind:

1. Follow these simple rules to all written communication with your potential new employer:
  • Check, Check, Recheck and then check again for spelling and grammar errors
  • Keep the tone professional
  • Don’t ramble (don’t do this in the interview either!)

2. When communicating by email – be sure your email address is sending the right message. (Hint if your moniker contains "hot1", ends in “4u”, or makes any reference to your anatomy go to gmail or yahoo and set up an address you can use just for professional correspondence) Yep, I've ranted on this before too!

3. Check your image - keep in mind that your potential employer isn’t going to just look at the information that you willingly provide – have you Googled yourself lately? I recently interviewed a potential intern, and after viewing her MySpace page, I found it difficult to take her seriously. What’s on your MySpace page? (or your Blog for that matter!)

Next Step: Blowing them away in the interview (even without weapons of mass destruction!)