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Recruiting: The You in Social Media

By: Allie Milbrath

A lot of candidates are not aware or unsure how their profiles on social networking sites like Twitter, MySpace, Facebook and LinkedIn are perceived by potential employers. Do recruiters and hiring managers even look at these sites when considering a candidate? The answer is yes, and although social networking is in its toddler phase, it is here to stay and you need to be aware of how it can affect you.

I worked with a candidate about two years ago for a sales position in the Midwest. This candidate had a great background for my client. He was articulate, energetic and seemed to be the perfect fit. This candidate went through six interviews and did a fantastic job each round. When it came time to check references, a search was done for the candidate on MySpace. The content and pictures this person had on their page prevented them from getting the offer. My client dismissed him from the process and moved on.

Facebook has become a powerhouse in the social networking world in the last few years. Facebook allows you to connect with friends, join various groups in which some are professional while some are for fun, you can even read or create a blog. It also allows you to enter in your personal information including where you work and your education. What most probably do not realize is that Facebook is also becoming a favorite sourcing tool for recruiters.

Social Networking Sites: A Recruiter's Advantage

If I am looking for a Controller with Big 4 experience, I can easily source hundreds of names by searching Big 4 groups on Facebook. From a very quick search I have names, locations and most importantly: a picture. Let's just say a picture is worth 1000 words and although you can't judge a book by its cover, if there is a picture of a half dressed person with two bottles of beer in their hand, I can probably assume the conservative culture of my client isn't going to be a fit. I can also attempt to join a group (and most of the time, I am granted my request) and gain more information on members such as what other groups they belong to. To each their own, but a good rule of thumb is if you would not want your Mother to see a group you joined, or a picture you posted even if it was all in good fun, keep it off!

LinkedIn is my favorite professional tool to use. LinkedIn allows you to connect with other professionals and people you have done business with. It is almost like having a picture of your business card out there for all to see. By choice, one can also include his/her past employer, which makes it more like a resume versus a business card. You choose your settings and you choose whom you connect with. Seems harmless right? For the most part it is, but you do want to have selection criteria of who is allowed to connect with you. Unless you change your settings, your connections can be viewed by your other connections. Employers are using this to conduct references. There are ethical issues behind this and a great deal of discussion around what is appropriate and what is not. However, if you are connected with someone from a former employer that the recruiter you are working with knows, or potential employer knows, (it happens a lot, six degrees of separation proves to be a real thing and in a lot of markets, like Milwaukee, it's more like three degrees of separation) they just need to make one phone call to get a back door reference. If you burned a bridge, and let's hope you learned from it, do not connect with that person or employer on your LinkedIn profile.

A Shared Secret

If you think it is difficult for others to see what social networking tools you are using, you are mistaken. I want to let you in on a well-kept secret that many do not know about because I want you to be informed. Most have Googled their name. Now when you Google your name, your Facebook page is attached as well as "friends" names. Try http://www.wink.com/ or http://www.yoname.com/. These two sites will search the Internet for your name and once you learn how to use it, one can find what you thought was personal and private information. Again, there are a lot of ethical conversations that are being discussed regarding if recruiters should be going to these sites to find out more personal information on candidates. The fact of the matter is they can and will.

I encourage people to use social networking to their advantage. Recruiters are relying on social networking sites more now than ever, even more so than job boards. Be responsible on how you use social networking and you will not run into problems with your current employer, or on your next job search. It is very hard to erase history from the Internet and with our culture becoming more technology focused, always be cautious. Keep those pictures from a wild Halloween party to your own personal photo album; think twice about the following: what groups you join online, blogs you write and whom it is you connect with. Being connected is very important; it is how you use this tool that makes all the difference in the world.

Hi My Name is (insert your name here) and I Am Addicted to Social Networking

By: Allie Milbrath

There are different opinions on how social networking websites can impact a business. Social networking membership continues to rise among 30+ year old adults. Does work productivity have a risk of suffering because of this, or are these tools to make professionals more efficient? There is a big difference between using these sites to be more efficient at your job and using them for social and entertainment purposes.  If you find yourself distracted at least three times a day logging onto social networking sites like Facebook, MySpace and Twitter, you may have a problem that can affect your career. 

Take an example that many of us have experienced:. An email pop up from a social networking site, you stop working to see who is communicating with you,  someone "commented" something really funny about your status on Facebook, you stop the project you are working on to quickly comment back... After all it only takes a minute! But then you log on, and OMG, my friend posted new pictures from the weekend, I HAVE to look at them quickly. Twenty minutes later you finally get back to that project. These little breaks add up quickly and cost you more productivity than you realize.

However, there are some professional advantages to having access to social networking sites. There have been studies in Europe that actually show an increase in efficiency when using social networking. There are professions that use these sites to connect faster with other professionals. Recruiters and sales people can make the argument that they use social networking sites as an innovative, efficient way to connect with prospects.

Business owners can use social networking sites to get their name into the market place. An example would be a "friend" on Facebook that posts his bar's specials daily. This is an efficient, cost free marketing strategy that reaches a large network.  Twitter is another popular site. A connection may update their status that they are looking to connect with a local architect. This reaches everyone in their network, who then leverages their network and within minutes they send back a recommendation for an Architect.

Business leaders in Milwaukee have mixed opinions on this subject. Small business owners see this as a vital tool. However, they are not sure how much their employees are using it for professional versus personal use.

Larger organizations have the ability to track your internet usage and see exactly how much time you spend on each website. A large, well known Milwaukee organization recently had to give out written warning in regards to overuse of Facebook. Another violation would lead to termination. Imagine having to explain that in an interview for your next job!

The first step to overcoming the threat of wasting away valuable work time to social networking is to not connect these sites to your work email. It is difficult for many professionals to concentrate on a report they are working on, or sales calls they need to make when they see the email pop up that someone, most likely in their personal life, is looking to connect about something that could quite possibly, be more entertaining than the job they are doing. 

Even if you take it off your work email, and make the switch to your personal email; there is still your cell phone. It is relatively easy to connect your social networking sites to your cell phone. This makes it even more difficult to stray away from social networking distractions. Unless you absolutely need to be connected because of your job, find a way to disconnect during the day. If this presents a problem that you could miss important calls, I would suggest taking the applications off completely. You have your personal time to get caught up. Again, this is only if you do not need these sites to be efficient in your role.

Everyone has to take responsibility for how they use these tools. If you know what your network of friends and acquaintances are doing on an hourly basis, you are abusing your ability to use these sites at work and it is time to cut the cord to social networking during work hours. Your performance is constantly being measured and that is arguably more important than knowing the exact minute your best friend from grade school joined a new fan group. Use these sites to your advantage to make yourself more efficient and do not become reliant on these sites as entertainment to get you through your day. And by the way, if your job isn't holding your interest enough to stay away from social networking, it may be time for a career change.

Resume Writing Tips (from a Recruiter)

By: Allie Milbrath

I spend about 15 seconds looking at a resume to decide if it is worth reading on or not. About 30 seconds later, I decide whether I am going to call the candidate or not. Some may think that is rude and unfair due to all the hours you put in to make sure it best reflects your work history-no matter what, you deserve a phone call right?

Unfortunately in today's market there is just not enough time on the recruiter's hands for that courtesy. Many job seekers are too thorough, add unnecessary content to their resume and do not focus on the right things, leading the recruiter to put it to rest . . . in the trash can.

I talk to a lot of candidates on a daily basis as a recruiter. Whether I am talking to an active or passive candidate, there are a lot of questions around what to include in a resume and many people have different ideas on what should be and should not be included in a resume. Should you list all the responsibilities from your job description, give the reasons why you separated from a former employer, fill in reasons for gaps in employment history? I recommend no to all of these. Hiring managers are looking for one thing that can get you a phone call to explain all the other aspects of your job. They are looking for accomplishments. It is that easy. Let's take an example.

Resume A says: "Part of strategic forecasting team," as one of their bullet points. Short and concise right?

Resume B: "Strategic forecasting team that led to a 95% accuracy among our top 10 key accounts. Our strategic team was named Top Forecasting Team for three consecutive years due to our accuracy and innovative technique."

As a recruiter I see Resume A as someone who may be part of the strategy team which is great, but is not clear if they are a leader and I have no idea what they have contributed so I'm going to assume they did not achieve anything of significance otherwise they would have documented it. Resume B displays responsibility AND accomplishment. Most hiring managers will have a general idea of what your responsibilities are from your title. You can turn any bullet point you have on your resume to reflect an accomplishment versus just listing responsibilities. All you need to think about is how you have been successful with each job responsibility that you have. Your SUCCESSES are the most important items to communicate on your resume. You can go into more detail about your day to day activities and give more examples of your accomplishments in the interview. It takes ACCOMPLISHMENTS and SUCCESSES to get the opportunity to interview with the hiring team.

Some jobs are easier than others to showcase accomplishments. But there is a simple exercise that everyone can do to come up with the proper bullet points on their resume. Simply reflect on your current job. What are your top 3 successes? What are your top 3 challenges that you have overcome? Answer these questions and you already have 6 bullet points! Remember to always turn the challenge into a success. If you think about your challenges and the steps you have taken to overcome them, you will differentiate yourself and increase your chances of getting that first call.

Most would be extremely surprised at what some feel necessary to share on a resume. For fun I thought I would share some statements for you. These are actual resumes I have received. Keep in mind we are an executive search firm and work on high level positions, yet these candidates have never been given the right guidance on what to include, and not include on a resume.

"October 2005-present: Currently doing awesome, wonderful things" This is coming from a senior level technology manager in a Fortune 500 company.

"Education: Hard Knocks 1983-2012 expected" This came from a professional in sales! Sure it's a little funny, but it is going to prevent this person from getting a call.

This is an excerpt from an objective on a resume we received for an Account Executive role: "I think this is a great opprotunity. I am available tomarrow to discuss the opprottunity. I am interested because your client was a reccomended emplowyer from another friend of mine." Spell check is a great invention . . . only if people use it!

This came from an applicant through a job board posting and sometimes you have to answer pre-qualifying questions. This candidate went overboard. "Security Clearance: Super-duper, double-dog no security clearance at all. I have access to the copy machine. Is that worth anything?" Number one, I do not get the copy machine reference, and number two, what was this person thinking?

Please, please, please keep personal notations off your resume. Example: "Marital Status: Engaged, but actively considering new prospects." "Hobbies: cooking when I have nothing to do, dancing when I go out to have fun, cleaning also when I have nothing to do." "Interests: Making money so I can move out of my parent's house" "Interests: eating at fancy restaurants"

You will not engage a recruiter or hiring manager by including any of the above tactics. You will have the interview to showcase your personality and flair. Interviewers will more often than not ask you about your interests and what you like to do in your spare time. Stick to your professional accomplishments and you will get the interview. Lastly, the old rule of keeping your resume one page doesn't exist anymore. After all, it usually takes more than one page to document all your successes!

The Truth about Sales Recruiting

 By Cindy Lu
 
Recently, many of our clients have been taking proactive steps to hire "hunter" sales talent to drive the TOP LINE.  "Hunters", defined as the sales professionals charged with bringing in new business, are of the rarest breed to find, court and hire.  After many years of recruiting sales professionals for fast growth companies, I have seen what has worked well and not so well.  Let's start with some lessons learned:
 
•    If the recruitment process starts when there is a need it is too late - recruiting top sales talent is an on-going process and can not be treated as a single event
•    Candidates' past track records alone cannot predict future success.  A thorough review of the  environment where they have been successful should be carefully examined
•    Many companies have a solid understanding of the sales metrics required to win a new client yet there is little to no tracking on what it takes to hire top sales professionals
•    When the CEO and Sales leadership are accessible when courting top talent, recruitment has a powerful hook to get a top performer's attention

There are many companies doing a great job growing their TOP LINE through the recruitment function and we have highlighted some of the most impactful:

•    Due to the importance of courting and selecting sales "hunters" in a growing business, separating the sales recruitment process from other corporate roles pays dividends
•    Growth companies recognize top sales professionals make career changes on their time, not the companies courting them. Know the importance of identifying the "A" players in their industry and nurturing this "pipeline" of sales talent over time
•    Companies that view "attitude and aptitude" over industry expertise have reaped great rewards - sometimes the desire and energy to learn a new field can surpass a track record or a "been there and done that" attitude.  If a professional views their next career move as a step up they are more likely to pursue it with vigor and a fresh perspective
•    Sales hiring can be one of the most emotional hires; using HR or a 3rd party to conduct an independent evaluation of your candidates reduces turnover

The reality is that without people ready in place to drive revenue your firm cannot be nimble enough to not only survive but prosper in the long run. Novo can help you set strategy and get people in place to develop and grow your business – give me a call at 414-727-8755 x123 or email me at cindylu@thenovogroup.com.

The Importance of Strategy During Layoffs

By Cindy Lu

Nobody wants to do it... Yes - I am talking about layoffs. When repeated and unplanned downsizing occurs, an organization's effectiveness can come crumbling down. Done with careful planning and the proper experts involved, downsizing can be an organizational lifesaver and an assistant to building your brand. The means by which you treat your transitioning employees truly matters - both to them and the employees that remain.  I would like to offer insight on how you can preserve your organization's intellectual capital, maintain morale and retain your most valued asset - high performing dedicated employees, while downsizing. 

We all have big changes in our lives that are more or less a second chance.

- Harrison Ford.

What every transitioning employee needs is a second chance to prove that they are valuable - and the best way to do this is show them support following their layoff - helping them find, prepare for and interview for their next career opportunity. In showing support of transitioning employees an employer can effectively build loyalty while branding themselves as a company that cares. As an added benefit to your budget, it can help prevent costly COBRA and unemployment claims.  This is where having outside help can really make the difference, regardless of whether or not you have a solid Human Resources Department. Outplacement firms vary in their approach, offerings and of course, cost and should be thoroughly evaluated. The following can be used when evaluating what Outplacement can do - remember this is not just about helping employees move on - it is about how well you will position your firm to the market moving forward. Some of the things you should consider: 
•    Your outplacement firm should require to be a fully participating member of your strategic planning team
•    They should be valued advisors providing critical reality checks during your difficult times
•    You should expect honest, real-world answers to your questions - even if they aren't what you want to hear
•    They should know or get to know your company well - understanding history, goals, corporate culture, values and employees
•    You should plan on working with them as if they are an extension of your team - and that the relationship will be a long term agreement
•    Sometimes the employees you displace are not the "A" players you had hoped - outplacement firms should be aware of this and can many times turn those missed opportunities into a new chance for the displaced employee to succeed in a different environment
•    They should understand that the relationship is really 3 sided - working with your internal team, the out-placed employees and the company brand
•    Plan on disagreeing with your outplacement provider, but also plan on trusting them... they are the experts

Bottom line - outplacement can be a small investment that will give the separating employee an added advantage as they look for their next job or career.  I have also included some top reasons why allocating dollars to outplacement will position you, your company and the separating employees for success.

1.    Outplacement reduces the cost of separation in the form of soft (employee morale) and hard (potential litigation) costs.
2.    The current job market is difficult at best - outplacement helps give candidates a much needed edge in the competition.
3.    Today's outplacement programs will cater to the EMPLOYEE needs - and will be highly customized to each individual.
4.    Outplacement can protect a company's corporate image as wel as the employment brand when implemented with thoughtfulness.
5.    Outplacement helps employees move on, and do so quickly - reducing time spent focusing on perceived negativity with the former employer.
6.    Providing outplacement helps employees and managers who are "left behind" feel better about the situation.

Recruiting in Recession

We all know that cutting costs is one of the biggest goals of companies in the current recession. But does this mean cutting the quality of talent at the same time?  The good news is that it does not have to happen this way! The solution is recruitment process outsourcing (RPO).  This relatively new process involves outsourcing your human resources department to an outside party who in turn searches, filters, interviews and presents possible candidates for specific opportunities.  Whether you are a large multi billion dollar company looking for a CEO or a mid market company searching for an account executive, RPOs can help you find the right candidate efficiently, effectively, and most important economically.

Pulled from an online source, the following are the greatest attributes of an RPO firm:

QUALITY TALENT: Providers of Recruitment Process Outsourcing have the required processes, expertise and an extensive database of resumes and the networking required to source all types of candidates.

COST SAVINGS: RPO is cost-efficient and helps organizations save up-to 20-30% of recruiting costs. It clearly reflects savings in the per-hire cost parameter in the HR budget.

RECRUITING FOCUS: RPO model allows the company’s managers and human resources staff to focus their efforts on the company’s core business while also ensuring a supply of high-quality staff members for all positions.

SPEED: “Time to hire” is a very critical factor in the recruitment process. A Recruitment Process Outsourcing (RPO) provider will find it much easier to analyze their database and create a pool of candidates that is ready to be interviewed.

ACCOUNTABILITY: The RPO contracts are built on top of tight service levels where the payouts are proportional to the performance of the vendor. This brings accountability and partner approach to talent acquisition, which is essential for the overall success of both the parties. "

(http://s-2.info/talent-management-in-the-times-of-downturn.htm)

Diversity Recruitment Overview

In a global marketplace, where the world thrives on differences rather than similarities, businesses are in constant efforts to diversify their work place. Now, more than ever, businesses are implementing diversity recruitment strategies with the goal of finding individuals that are of different races, ages, gender, sexual orientation, and even religion for hire. Although the main goal of these strategies is to recruit and hire based upon differences from their existing employees, the ultimate goal is diverse employee retention. The purposes of diversifying the work place are not only to encourage acceptance and better a businesses innovation and problem solving skills, but to also meet the demands of customers at large who demand a voice and understanding.

The first step in any diversity recruiting strategy is to attract diverse talent. Using external networks and forging relationships with different minority organizations is a great place to start when looking to hire diversity. A business must be able to show people of diverse cultures that they are understanding of their differences and embrace the characteristics that make them unique. By showcasing diversity in advertising, website, promotional brochures, etc. a business is able to highlight their acceptance and bring a sense of comfort and support to potential employees.

The next step is to ensure a proper interview is conducted in order to proceed. It is very important not to make the diverse candidate feel different or excluded during the interview. The major efforts of the interviewer should be towards highlighting an environment of support and acceptance, while the interviewee will be focused the company's accomplishments and benefits.

Finally, employee retention is the main goal for any diversity recruitment strategy. All employees must be aware of their differences in order to take advantage of the diversity of cultures at hand. It is important that all employees recognize the benefits of working in a diverse environment, specifically:

• Better decision making
• Improved problem solving
• Greater creativity
• Innovation

In return, working together and understanding the advantages of doing so, will lead to enhanced product development and successful marketing to different types of customers. With all of the relationships and successful communication between employees, an environment of acceptance and support will build and help to retain diversity within the workplace.