Posted on Sun, Jan 22, 2012
By Cindy Lu, CEO
Have you seen most every function within your organization impacted by economic conditions? Are you expected to do more with less? My observation is that Corporate Recruiting has been hit particularly hard.
Since recruiting is all about human capital - truly a company’s most valuable asset - trying to do more with less in this area can be felt - negatively - throughout an entire organization.
A strategic approach to recruiting - along with an understanding of shifting dynamics - is critically important as the demand for top talent builds in 2012….while the pressure for cost-efficiency remains.
Recruiting Passive Candidates: Understanding the differences between active and passive candidate recruiting will be a big competitive advantage in 2012. The typical process for searching out top-notch passive candidates takes more time and requires dedicated recruiters with industry-relevant experience and connections. The result, though, is high-quality candidates (versus quantity of resumes) and a high-quality individual who will positively impact the business.
This is particularly relevant as a recent Linked In survey found that among the 5,500 employed professionals it surveyed, 78% of them stated that they are interested in a new position, yet ONLY 18% of them had their resume posted anywhere. So, a full 60% needs to be found! A successful recruiter has the knowhow and contacts at targeted companies to recruit those top-notch “passive” candidates.
***Do you know how to find the high-quality passive candidates? Do you have the time? Do you have the industry-expert recruiters on your team with the “inside” connections?
Recruiting through Social Media: The use of social media is rising exponentially. Social media is where it’s at in 2012 – certainly not the job boards. Not only do 60% of employed professionals interested in a new job NOT have their resume posted on job boards (as noted above) but sifting through stacks of irrelevant resumes can be incredibly time consuming and aggravating for corporate recruiters with little time anyway. Successful recruiters must embrace the total social media approach, know the social sites, and navigate through them.to find the right talent.
***What is your social recruitment strategy? Do you know your way around? Do you have time?
Recruiting Metrics: The majority of companies measure recruiting by Time-to-Fill and Cost-Per-Hire. Focusing only on production-based outcomes can promote recruiting practices that don’t fully address the client need/satisfaction or talent retention.
***Do you have recruiting metrics in place in general? What about quality and retention metrics?
Recruiting Etiquette: It seems the high jobless rate over the past several years has some recruiters thinking its okay to be rude and disrespectful to applicants. Ask anyone doing a job search and you'll hear stories of companies (or the recruiters companies hire!) never calling them back or leaving them waiting for weeks. Common courtesy and respect for all candidates should be the rule. Not only because it’s the right thing to do, but think of the negative perception it casts on your company. Plus, consider where that candidate will “land.”
As competition for talent increases and more applicants visit employer criticism sites like Glassdoor.com, all recruiters need to make sure their approach is a polite and positive experience.
***Are all recruiters (including the ones you hire) representing your company well and protecting your reputation?
THE NOVO GROUP
The Novo Group, a growing managed recruitment firm with “nice people and a killer process” has developed an industry-unique approach to recruiting. Novo professional recruiters strive to develop a collaborative relationship with its clients…be an extension of the team….with scalability up and down depending on client need. Novo takes on diverse searches for a client simultaneously by matching industry-expert recruiters to each opportunity. Novo is dedicated to finding and presenting only candidates that clients want to interview (and hire). The Novo experience is a pleasant one for clients…complete openness, regular reporting, candidate data sharing. Bottom line, Novo delivers results…and very cost-effectively at that – Novo recruiters filled over 500 professional positions in 2011 at an average cost per hire of only 11%.
Cindy Lu, CEO; The Novo Group; 414.935.6401; cindylu@thenovogroup.com
Posted on Tue, Sep 13, 2011
Few functions within organizations have been impacted by economic uncertainty more than recruitment. In many cases, HR generalists have been forced to assume the role after their specialized counterparts have been downsized. At the same time, conflicting economic indicators have lead to a greater frequency of short-term hiring cycles. Looming large is the threat of employee churn once the recovery gains more permanent traction.
Even when hiring is this unpredictable, savvy HR Executives understand the strategic importance of a consistent, focused, recruitment function that can generate a pipeline of qualified candidates who are ready when needed. The question we’ve been hearing most frequently in the market as of late is how to staff an internal recruitment function when short, mid, and long term hiring needs are unpredictable.
The good news is, there are attractive options. The Novo Group’s proven, best-practice recruitment process, deployed by highly skilled recruiters, results in more qualified candidates at half the cost of contingent and retained firms. Instead of engaging in a series of one-off, costly contingent exercises, Novo forms a partnership with clients, helping to embed a deliberate recruitment process that acts as an ongoing resource to keep companies in front of hiring needs great and small. The Novo Group’s Corporate Recruiting Services range from full to partial outsourcing, including:
The Novo Group has built a flexible, scalable recruitment infrastructure that’s driven by superior process knowledge and enabled by robust technology and tools of every type. Novo’s clients love that they can simply tap into a fully managed service without having to make significant capital investments in an area where they may be lacking expertise or the time necessary to make informed decisions.
Novo’s recruitment infrastructure and process allows Novo to easily scale teams and resources up, down, and across functions in response to clients’ hiring cycles. And, Novo’s unique, hourly pricing model transforms recruitment into an easily manageable operating expense.
When you put it all together – people, process, technology, infrastructure, and the ability to measure performance, you’ll begin to understand how The Novo Group delivers more qualified candidates at a lower cost than other recruitment firms, while decreasing time to hire.
Read for yourself how Novo clients have benefited from Novo’s efficient, effective and customizable recruiting process:
Scaling to Need
Cheaper, Faster and Better
Posted on Mon, May 09, 2011
So, you've finally gotten the go ahead to add someone to your team. The role is a crucial one and the person you'd like to hire will need to be able to drive results quickly. Wouldn't it be nice if you could find someone who was working in a similar role that knew the ins and outs of your industry? This is where the plot thickens. Every hiring manager has thought it... "If I could find someone who was working in a similar role within my competition, they'd hit the ground running!"
Chances are that person is out there; working at this very moment on projects that will have prepared them for the work you'll want them to dig into the moment they step into your open position. They're not aware of your plot to recruit them; they're probably not even thinking (at this very moment) about making a career move. Their company, like millions of others, has been impacted by the economy and they're happy to be in a team that has weathered the storm. Today they are a known entity, already recognized for their accomplishments and retained when others were laid off. They may have a lot on their plate, but who doesn't right now?
As the economy continues to create uncertainty, passive candidates are less likely to consider taking the risk of losing the tenure they've maintained with their current employer. Doesn't that make you want them even more? The bottom line is that candidates that have gotten results in the last two years and have prospered within today's economic conditions are likely worth your time to pursue. Something tells me, that I'm stating the obvious here. So, let's talk about the candidate mindset and how momentum can affect your ability to land a passive candidate in today's economy.
Passive Candidate Mindset:
The candidate mindset and subsequently their experience should remain top-of-mind as you move through all steps of your recruitment process. They are in a stronger position in today's economy than they had been when there were fewer "active" candidates in the job market. Top performers will likely be open to new opportunities, but will need to be managed well to build their interest. Consider the following when reaching out to passive candidate;
- They are not "actively looking" and would probably not want their current employer to catch wind of any conversations with a Recruiter. So, calling into candidates should be done discretely and all attempts should be made to talk after work hours.
- Passive candidates will want to learn a lot of details about your company; they'll want to feel comfortable asking questions about your company's stability, market share, team dynamics, career growth, and overall company culture. They may require multiple points of contact to "warm up" to the idea of leaving their current role. Utilizing a third party Recruiter can help to create a buffer for that candidate "discretely explore" outside opportunities. Often times, passive candidates, feel comfortable talking to an "agency" recruiter to explore the details of a company and an opportunity without feeling vulnerable.
- As companies have downsized and top-graded, key individuals will often being doing the job of multiple people. They may harbor the lingering thought that their role today may not re-calibrate to a manageable workload in the near future. This is a key area to leverage when persuading individuals to consider new opportunities.
Build Momentum:
Most importantly, passive candidates need to feel the positive momentum of your search. Bottom line, top talent will need to feel like they are being pursued to overcome the risks associated making a significant change in today's marketplace. Each day that passes from the point of initial contact to the point of offer is a day that candidate will be evaluating the risk of leaving his or her current company. It is inevitable that extended periods of time between contacts and/or decisions will increase the perceived risk of leaving their current employer. Don't give them time to be nostalgic about their current employer, keep your points of communication moving forward to keep them thinking about your opportunity! Keep in mind the following steps when considering how to build momentum for your candidates;
- Start building your momentum at the beginning of your search! Your entire hiring team needs to be on the same page about what you want out of a candidate, on the front end, so that decisions can happen quickly on the tail end of a search. Take the time to calibrate your team on the role, the "must haves", and the nice to haves before you begin reaching out to candidates.
- Know your targets. You know who your competition is, but do you know the titles that would be relevant to pursue. Dig through your pile of business cards, review industry journals and/or membership lists from associations that your competitors are joining to compile a list of "target titles" among your competition. With targets in mind, develop a mindset of pipelining for those people/titles that would likely transition well into your open role and/or future opportunities. Give those target companies and titles to any Recruitment Vendors that you do business with, so that they can always be positioning your company to people that come into their network.
- Take a staggered approach to communication. Consider the fact that multiple conversations with a candidate, stretched out over the course of a search, will keep that person always waiting to hear more. Initial conversations should be focused on their needs and desires. All follow up conversations should then focus back on tidbits learned during that first conversation.
- Move through "formal interviews" quickly and with purpose. Passive candidates will be scheduling time off and will be on the alert for anything that would tip off their current employer about their time away from work.
- Seal the deal decisively! If you've calibrated your hiring team well, decisions should come quickly when the "right" candidate is interviewed. Passive candidates will be evaluating your team's ability to make a decision. More importantly their assessment of the risk related to leaving their existing employer will weigh heavily on how quickly your company can extend an offer.
Communicate with honesty and accuracy. If there are any delays in process that will impact the momentum of your search, communicate honestly with your candidates as to the factors behind the delay. The trust you will achieve with honest communication with your candidates is paramount to overcoming any delays in process.
Written by Monica Schmidt
Posted on Mon, Apr 18, 2011
By Cindy Lu for the April 2011 HRMAC Newsletter
With so much talent flooding the job market, why are many companies struggling to fill key positions? According to a Q4, 2010 LinkedIn survey of 5,000 U.S. employees, approximately 9 percent of the national workforce is actively looking for work, and among the ranks of the fully employed, an estimated 78 percent say they are willing to consider another job.
These findings add up to a large and growing talent pool from which to recruit. If hiring ramps up as expected this year, it's important that HR departments be prepared to go after high-caliber candidates aggressively. Without the right resources in place to identify, cultivate, and land high performers, your company may be left behind in the race for talent.
The catch is that the best-of-the-best will not seek your company out. Of the 78 percent of fully employed workers who are open to change, as cited by the LinkedIn survey, only 18 percent are actively seeking another position. That means 60 percent are passive candidates who are waiting for you to make the first move. If top talent truly is important to your company, you have to take a proactive approach to recruitment. To do that, it's critical to make an honest assessment of your recruiting model and resources to see if they are set up for success.
Here are a few key steps to consider when designing a highly effective and efficient recruitment model.
Rethink workload allocation. Most companies assign their internal recruiting or HR staff far too many positions to fill. In our experience, a good recruiter--especially one focusing on key positions--can only handle from three to 15 positions at any given time, but we see many companies expecting their recruiters to work on 50 or more positions at a time. Faced with an overwhelming workload, it's not surprising that many recruiters default to "post and pray" and hope for the best.
To structure a recruiter's workload, we recommend using activity-based costing principles to weigh the variables involved. Considerations include the number of searches required, the complexity of the requirements, the relative availability of the desired skill set, the number of hiring managers involved, and the geography of the search.
The demands of passive recruiting are intense. It takes considerable time to cultivate relationships, from identifying a likely candidate to making contact through call-backs to building rapport and trust over time. Allocate several hours per week per search--and unless your recruiters have enough time and capacity to do their jobs the right way, they will struggle to reach top candidates
Divide and conquer. Many companies would do well to follow the example of Google, a company that reportedly intends to double its workforce in the coming years. Google recruitment personnel are divided into skill-based segments that handle different elements of the recruiting process. Among the separate functions that might be appropriate for a smaller company are research, sourcing, phone interviewing, and internal client management. Rather than expecting one person to handle all elements of the candidate development process, identify the different strengths on your team and assign aspects of the workload accordingly. Don't expect one recruiter to be highly proficient at every touch point in the hiring process.
Follow the 10/100 rule. Allot more time to fill mission-critical positions that drive the company's top line. In our experience, it takes about 100 names to produce one hire for a key position and may take up to 10 hours a week dedicated to the task. The good news is that the majority of your hires are not for key positions. So stratifying how your recruitment resources are deployed can help you stretch a limited budget.
Pipeline now, or pay later. Organizations need to allocate time to developing relationships with potential candidates for mission-critical roles--above and beyond the time spent filling active positions. Set metrics for the number of proactive interviews to be conducted each week, for example, and document the time spent. Make it a priority for the department and for the company--convince hiring managers to set aside time each week to speak with potential candidates. That way, when it comes time for a critical hire, you will have candidates in the pipeline and not have to spend the time (and money) to conduct a complex search from scratch.
With the economy in recovery, the demand for quality employees will become acute at all levels within your organization. Don't wait until a stack of requisitions floods your in-box to take action. Get your recruiting process in shape now to position your company for success in the race for top talent.
To be better prepared for the hiring race, give The Novo Group a call @ 414.727.8755 and ask for Cindy Lu!
Posted on Wed, Aug 04, 2010
By Monica Schmidt
In my two years with the Novo group, I have had the pleasure of working with hiring teams within a wide variety of settings throughout my tenure as a Recruiter. I’ve recruited Technical Sales Engineers within obscure industries, Operations professionals in Juarez, Mexico (the “murder capital” of the world), Social Workers and Special Education Teachers for At Risk Youth, University Professors and Administrative roles (for smaller faith-based institutions), and Executive Assistants (“Work Wives” are particularly difficult to find in our century).
As a Recruiter, I will admit, I get fired up when I get to dig into a difficult search. I get a certain level of satisfaction from being able to fill a role that no one else has been able to fill. I have been fortunate to work within a business model that allows me to remain persistent on a wide gambit of searches that most third party agencies would step away from. So my proclivity for “digging in”, coupled with Novo’s business model allows me to revel in the searches that are often termed “mission impossible”.
As much as I enjoy “mission impossible” projects, I do feel obligated to let you in on a little secret. Sometimes the impossible can be made manageable if the hiring authorities address just a few common recruiting obstacles.
Lack of alignment between multiple decision-makers in the hiring process. This can happen in small privately held companies and in large matrixed organizations. Misalignment can often occur between the Hiring Manager and the Human Resources team. It can just as easily happen in the space between the Front Line Management Group and the Executive Team. Alignment can be out of whack between different departments within the organization. Think about it, when was the last time you heard “our hiring team has talked over the details of this role and we all agree on what we’re looking to find in a top candidate”.
Unrealistic expectations within your hiring team. Hiring teams have the perception that Recruiter’s will be able to find a candidate that has had “apples to apples” experience in every aspect of this new role. Better yet, in this economy, hiring managers often think they can get “more candidate” for their buck and they create a job description that comprises duties that would customarily have been separated across multiple positions. This pursuit of the “perfect” candidate is a recipe for a perpetually unfilled position.
“Out of Pocket” or non-responsive hiring teams. This one is fairly self explanatory. If your decision makers cannot carve time out of their schedules to define the search, review and interview candidates, than you are not going to fill your position.
Indecisive or inexperienced hiring teams. Another basic premise to filling a position, the hiring team has to feel comfortable assessing candidates and making decisions. Often times, hiring team members are selected due to their proximity to the job. Preparation for inexperienced hiring team members on the art of interview and selection will help to bring the team to a hiring decision in a more realistic timeline.
Unpleasant candidate interview experiences. I can’t tell you how many times I’ve listened to a candidate’s perception of the interview process and cringed at the lack of respect and courtesy they’ve been given. Believe it or not, candidates that have endured bad interview experiences will talk to their friends, family, colleagues, and internet blogs. When that “word on the street” accumulates, your ability to attract top talent will be significantly impacted making all positions within your organization difficult to fill.
Queue the music… dun, dun, dun, dun. These obstacles are fairly common, but are not insurmountable. I have found that Novo’s business model and recruitment tools to be very effective on more difficult searches. Each search has its own nuances, so the first order of business is to design a recruitment strategy that will engage the hiring team in working towards a hiring decision. I have found the following Novo tools to be crucial in facilitating alignment within even the toughest of searches.
Position Scoping. Novo’s process begins with an in depth Position Scoping conversation held with as many decision makers as possible. This allows us to understand the “must have” and “nice-to-have” requirements for the role. It also helps us to learn more about the dynamics of the hiring team, the culture of the company, and fine tune the interview process with multiple decision makers. This Position Scoping session is a crucial tool used to set expectations, establish process, and define timelines for our search.
Job Description. All searches begin with a Job Description, which will define the position requirements for external audiences. With information gathered during our Position Scoping session, we also include highlights of “What makes this a great opportunity” in the final Job Description we share with prospective candidates. This step is a crucial aspect of attracting top candidates within searches where we may need to establish and/or repair a client reputation within the marketplace.
Litmus Test. A Litmus Test is an internal document Novo produces to ensure alignment within the hiring team. Produced in tandem with the Job Description, the Litmus Test serves as a foundational candidate screening document to assess candidates on the “must have” and “nice-to-have” requirements of the role. This document also establishes the tone for the assessment of core competencies and/or soft skills of prospective candidates, by providing a list of behavioral-based Interview questions. This tool functions to solidify alignment within our hiring team, as we require all decision makers to provide input and sign off on it before we can begin recruitment. This approval process often serves as a point of calibration within hiring teams that may not have been on the same page going into a search.
Dashboards. Novo’s business model hinges on transparency, which is often the key to facilitating a hiring team through the sometimes tricky process of finding and attracting top talent. Our dashboards provide data; it’s as simple as that. This data captures names, titles and companies of candidates we’re pursuing, candidates perceptions of our Client Company and their position, salary data, and overall industry market intelligence gathered throughout the search. Our dashboards provide transparency to facilitate working together to alter position requirements, change the salary structure, and adjust our recruitment strategy in response to market trends.
Weekly Updates. One of the key aspects to Novo’s process is a weekly follow up call, which carves out time for decision makers to come together to discuss the search. This time spent together allows me to proactively assess the progress of our search, continue to set expectations, overcome obstacles in the search, adjust recruitment strategy and drive the process to facilitate a hiring decision. Even more important in a “mission impossible” search, I personally have used this time with hiring teams to breach gaps between departments, train and mentor inexperienced hiring teams on the art of assessment, further calibrate a team’s alignment, and provide candidate feedback on the interview experience.
With a high level of perseverance and the right process, mission impossible searches become filled searches. So, why do I gravitate to those hard-to-fill searches? The answer is simple; I enjoy the challenge of working with a team to facilitate alignment and decision making. There is a huge sense of accomplishment when you finally find a candidate that fits the unique needs of your client, work with that person through intensive hiring processes, extend them an offer, and finally hear a “Yes” from that one-of-a-kind candidate. Not to mention, the resounding “cheer of joy” within hiring team is often a much louder when they fill a role that, in many cases, had been open for months (sometimes years) before they got engaged with Novo. Maybe I’m just a sucker for a good celebration!
Posted on Mon, Jun 14, 2010
By: Beka Hanaman
We have all been a candidate applying for a job and praying that we get the job. Let’s take a minute to think about what made these experiences grueling and miserable vs. enjoyable and rewarding!
I would like to share my courtship with The Novo Group prior to being offered and then accepting the position with a fabulous company full of great people! I perceived early on that Novo was the perfect environment for me to achieve my professional goals and maintain a high level of success. I was in a position with a large Health Care organization that was full of politics and not much was being accomplished. I was very frustrated, but not desperate and told myself I would be patient for the right opportunity. I began to interview and look at different opportunities and it was through a referral from a hiring manager that declined me for her position that led me to Novo.
I had never heard of Novo, but was quickly introduced to their culture. I was approached and contacted numerous times throughout a 9 month period by the Novo Recruiter. I always felt that he was honest with me, interested in my background and felt that our meetings for coffee, etc had a purpose and was time well spent. I could have easily given up. In fact, I turned down other job offers during this time because I wanted to see what happened with The Novo Group.
I have been here for almost 2 ½ years and have never regretted my decision!
Here are 5 things that I believe made this Stalker/Candidate Relationship a Success!
- The Novo Recruiter was always honest with me regarding timelines.
- We had great communication and would touch base on a regular basis.
- We built a relationship that began very professional, but in the end I had a new friend.
- I was very upfront and honest about my career goals and ambitions.
- I always felt that we had a reason to talk/meet and we weren’t just wasting time.
Whether you are the candidate or the recruiter….Be HONEST! Talk OFTEN! REMEMBER….Good things come to those that wait!
Posted on Mon, Mar 29, 2010
By Allie Milbrath
Nothing is more important than the impression you give in a face to face interview. Recruiters and Hiring Managers can learn a lot about a candidate over the phone, but it is the face to face interview that will make or break your opportunity to receive an offer from the company you are interviewing with. We are in a new wave of interviewing. Ten years ago we would not have imagined substituting an in person interview with looking at someone through a computer screen. That is today's reality. Companies are interviewing via webcam, Skype and a number of interview specific websites to decide what candidates to actually meet in person.
Interviewing candidates costs money. In a time where companies are stretching their dollars, interviewing via webcam is a good business decision. This method saves money not only on travel and hotel stays, but more importantly, the hiring team's time. Interviewing takes the employee's time away from being productive with their own responsibilities. If you bring in a candidate that is clearly not a fit after sitting down with them for 15 minutes, you are stuck with them for at least a couple of hours. Online interviewing solves a big part of this problem. Companies are looking for the candidate to make a strong enough impression via webcam to ensure they will be worth the investment to bring in for a face to face interview.
In this new wave of interviewing, candidates are not always aware of the preparation necessary to nail the interview. There are several factors to consider before you appear on screen to a potential employer. Consider these pointers before your next (or first) web interview.
Lighting:
You do not want to appear as a shadow with no facial features. This happens often when a computer is set up in front of a window or a lamp. When light is coming in from behind you, it hides not only your beautiful face, but your expressions that are important in getting your point across. Make sure to have adequate lighting around the room. If you have too much you will appear to be very pale and again it will mask your facial expressions. Do some lighting tests with friends to get the right balance so you look your best.
Attire:
Carefully plan your attire when doing a web interview. As with any in person interview, a suit is necessary. The color of your suit is very important. If you have light walls, you will want to wear a dark suit and vice versa. If you wear a suit that is a similar tone to your walls, you will create the illusion that you have a floating head, which is distracting to the interviewer. Wear a high neckline, leave the dangling earrings on your nightstand and keep your necklace simple. Remember, the camera will focus on your chest up. There is no need for the interviewer to be forced to focus on anything but what you are saying.
Posture:
Sit upright in your chair. Slouching will force your face closer to the camera. You should keep your face about an arm's length away from the camera. If you are too close, the interviewer will be too acquainted with your pores and any skin imperfections. Also if you are too close and are using hand gestures, you may knock the camera off your computer if it is not attached already. Sit with both feet on the ground. If you cross your legs your shoulders have a tendency to turn on an angle. Remain conscious of your posture for the entire interview.
Where to look (VERY important!)
It is very natural to look at the computer screen while having a conversation online. However, when you do this it appears your eyes are half closed to the person on the other end. When the interviewer is asking a question, you can AND should look at the screen. You would be looking at them in an interview if you were across the desk for them, as you should over a web cam. When it is your turn to answer, look directly at the camera. This will reflect eye contact on the other end. Candidates make a real impression when they follow this practice. Just think of it like this, if you do not look at the camera, it would be like being across the desk from the interviewer and staring at the floor when answering their question. You come across as confident and more prepared if you follow this simple, yet extremely important detail
Test, practice and be prepared for problems:
Make sure you test your web cam prior to the interview. You do not want to panic if something is going wrong five minutes before the start of your interview. Make sure to test with a friend to ensure your lighting is right and the picture and sound comes through clearly.
Prepare for your web interview the same way you would for an in person. You can have some notes handy in case you draw a blank, but you cannot read off your cheat sheet. Practice answering interview questions for a few days before the interview to be prepared.
Always have your cell phone or land line handy when starting an interview. Web cams are not perfected yet and there are often sound problems. You may end up having to put your web cam on mute and call into the interviewer for sound. Even if you end up having to use a phone to communicate, it is still important to look into the camera.
The web based interview is just as important as a phone and in person interview. Make sure to follow these basic rules of etiquette. Remember, you are convincing the company it is worth the investment to bring you into their organization for a "real" face to face interview. Good luck and welcome to the interview of the future!
Posted on Tue, Mar 09, 2010
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.
Posted on Wed, Mar 03, 2010
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.
Posted on Mon, Feb 01, 2010
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!