Ready for new life in your search?

For anyone living in the Midwest this winter, you know what a struggle it has been.  Heck, we have clients in places like Atlanta and Birmingham that have experienced some form of winter weather in the past few weeks.  I did see a robin last week, and hopefully spring is not too far away.  Like the weather, this time of year can have an affect on how you are feeling about a search.

So as the snow melts here in Iowa and the trees begin to bloom again with new life, how does this relate to what a search looks like during this time of year?  There are several ways:

1)  People are generally in a better mood.  That may seem like a quote from a psychologist treating seasonal affective disorder, but it is simply true.  I often get a bad rap from my colleagues as I talk about weather all the time.  But it is a great ice breaker, and everyone this year is looking forward to spring weather and activities.  You can bet big money that it seeps into conversations about hiring needs as well.  You might as well take advantage of that.  Rather than mulling over how things may not be going your way in a search right now, add some positive attitude to every call, email, and meeting you have to make the most of the situation!

2)  As the weather heats up, so do the job boards and hiring needs.  The first quarter is always a time for companies to take a hard look at new hires for the year.  It does, however, take some time to implement some of the changes.  Add in some winter weather for cancellations, postponements, and delays, and right now could really be a good time to be looking for a new role.  Be diligent in watching LinkedIn updates, company websites, posting boards, social media, and any other source of news for hiring.

3)  Hiring needs to happen before summer.  As much as we all look forward to summer, in my house at least it goes by in the blink of an eye.  My kids are home from school, involved in camps all the time, going on vacation, playing baseball, and keeping me out of the office quite a bit.  Hiring authorities at companies are exactly the same way and face the same problems.  If a hire needs to be made before summer, it really needs to happen in March or April to get someone fully transitioned before the craziness of summer hits.

4)  Bonuses are paid out in February and March.  Not every company does this, but there are a large number that do.  If someone is waiting on an annual bonus before making a job change, it is bound to happen soon.  Then the musical chairs begins in full force.  Candidate A leaves Company A, creating an opening.  Candidate B takes the role for Candidate A and creates an opening at Company B.  So on and so forth until all of the good jobs are taken.  If you can time your communication well with these sudden changes, it can certainly serve a great purpose for your long term search.  This has happened twice with clients of mine in the last two weeks, greatly benefiting candidates I had in my pipeline.

What else can you do to infuse new life into your search?  Have you hit a tipping point where something good needs to happen to keep you engaged?  I would love to hear what has worked for you in the past or maybe even something you are going through right now.

Three types of searches

I don’t know about you, but for me the month of February is almost more of a time of reflection than December and January.  Instead of being so caught up in the moment closing things out in December, or trying to get things off to a good start in January, I find it much easier to focus on goals/accomplishments in the middle part of the first quarter.  Did we accomplish what we set out in the fourth quarter and 2013 in total?  Are we off to a good start for 2014 and doing what we need to do to ensure success in the new year?

As I have experienced these reflections I find myself thinking about the three main types of searches we conduct on a daily basis.  They are listed below with a brief description:

1)  Passive contingency - this is with an agency or carrier partner that agrees to look at a resume or two that we might come across and claim is a "must see".  No harm, no foul to take a peek.  Very little risk involved, and certainly no obligation to pay.

2)  Active contingency - this is with more of a valued partner that we have known for a long time and they trust us.  They seek us out to fill a critical position, a tough-to-fill position, or even sometimes a highly confidential role to re-fill someone who is going to be departing.

3)  Retained - this is when a client needs to brand a strong story in the market that they are serious about filling a position.  Or perhaps again need a high level of confidentiality and want us to source and screen candidates first for them.

In my opinion this is a linear progression as you look at these options.  Sometimes our clients think the only value comes with option #1.  But the depth of service and true value comes with the second and third options.  The clients that value us more are moving along that progression to move into a more active partnership where we can pro-actively tell their story, actually recruit candidates with something viable, and share those results in an open forum. 

The funny thing is that contractually there is no difference between option #1 and option #2.  Other than a higher level of trust and understanding with both parties.  We seek these relationships on a daily basis and find it is usually just a higher level of communication and sharing of information.  The more we know, the better we can represent our clients’ values, goals, and vision for growth.  Sometimes this happens naturally over time and more often than not it comes when our work is referred from someone who has worked with us in the past and knows the quality we seek to bring to every search.

Where do you fit into this list?  Are you seeking a valued partnership with a firm that will help tell your story to the broader market?  Or simply looking for a transaction to fill that spot that has been difficult to fill internally?  

We can help either way, but are always looking for ways to improve our process and infrastructure to become the preferred partner going forward.  Please let me know if there are ways we can be successful together in 2014 and beyond.  I am always happy to discuss trends in the market, where we are seeing our successes, and what candidates are looking for in a new employer in the new year.

Here’s to hoping your 2014 is off to a good start!

#ifyourehappy

As soon as I saw the Heinz Ketchup Super Bowl commercial last night, I knew I had to blog about happiness in a job search this morning.  One of my very first blogs was titled "Good things come to those who wait" and I referenced ketchup.  Hard to believe I am incorporating this condiment into another blog here in the new year.

Yet I thought it was entirely appropriate as I talk with candidates all the time that claim to be happy in their current job, and they are still searching for the next big thing in their career.  Today I would like to explore the idea of what NOT to do in a job search if you are indeed happy in your job.

1)  Do NOT enter into a job search with money as your main motivation.  If that is your goal, you could get exactly what you hoped for monetarily and absolutely hate your job.  You will look back at your former employer and wish you had never left.  It also creates a new threshold for the next job's salary range.  You will chase even more dollars to validate your decision to move yet again.  You will find yourself making even more money and possibly become even more unhappy with your daily existence.  Eventually you will fall back down to earth, take less money to re-gain some happiness, and wonder why you ever left the first job.

2)  Do NOT focus only on the negative aspects of your current job during an interview.  I hear feedback from my clients sometimes that blows my mind.  They ask the candidate what their motivation is for looking for a new job and they word vomit all kinds of issues at their current workplace.  Of which they have told me nothing about.  It is fear that a new employer would not understand why they would leave an employer where they are actually happy for the most part.  Instead they believe that it is better to disparage their current employer so that a new employer would have compassion and want to help "get them out" of their bad situation.  What really happens is that an employer hears that you are running away from a bad situation instead of running toward something better.  It is usually a huge turn-off.

3)  Do NOT be afraid to admit that the conclusion of a search could end with you staying put.  I tell candidates all the time that I am happy to assist in a job search, set up several interviews, and at the end of the day congratulate them that they found out their current job is the best one on the market for them.  The grass is NOT always greener on the other side of the fence.  You may need to jump the fence and take a peek sometimes to be convinced of it.  There is nothing wrong with recognizing this before you take another job and become miserable for a few months.

Bottom line is that if you are happy and you know it, don't just clap your hands.  Sit on them, don't go looking for another job for a while, and live in the moment.  If every candidate who had a bad day threw their resume on CareerBuilder and ran for the door, the employee retention rates at most major companies would be awful.

What have you done in the past when frustrated with an employer or boss, but you ended up feeling fine after a day or two to reflect?  How did you get through that situation?

How to get the attention of a candidate

Last week I spoke about how to get the attention of an employer.  So today I would like to explore the other side of the coin - as an employer how do you get the attention of a candidate?  Especially the ones that you hope to hire some day.

In this day and age of social media, multiple posting outlets, and word of mouth, it is fairly easy to attract attention in the job market.  But I added the caveat above to talk specifically about attracting the attention of the candidates you actually want to hire.  In the battle of quality over quantity, here are some tips we have seen work successfully:

1)  Be transparent.  I can understand that it is a slippery slope to share too much information with a candidate.  Especially if they are currently working for a competitor.  But I have seen many passive candidates in the past 6-8 months get turned off when employers seem to only tell them part of the story.  Whether it is something about the culture, the process, the infrastructure, or a recent departure of an employee, being too guarded can work against you.  Being honest and sharing some valuable information can show a candidate that you mean business and are not afraid to talk openly to make sure they know the full story of current working conditions and strategy going forward.

2)  Talk about recent hires.  I have actually used this one myself.  When we have a good client where we place multiple candidates, I am sure to tell a potential candidate about this fact.  It is amazing how much it puts someone at ease to know more about individuals that have recently joined the team.  It can help a candidate see how much they have in common with new hires.  In some instances they may even be a part of the interview process.  Even if a recent hire has not worked out, don't shy away from that necessarily.  It could show what doesn't work as much as what does.  And possibly prevent you from making another bad hire if the candidate you are interviewing turns out to have similar characteristics or traits.

3)  Outline benefits, both direct and indirect.  Far too often salary and job description are the only two things discussed in a first or second meeting.  Why not outline some of the perks your company provides?  Especially if you have a lot.  I have clients that have refrigerators stocked with free drinks and snacks for employees, jeans every day, shortened work weeks, ability to work remotely, ability to keep travel perks like hotel points and frequent flier miles, and much more.  Why not brag on these areas when first talking with a candidate to help pique their interest?

4)  Have a company Facebook page.  I know this one is debatable for some, but it has worked well for us as a company, and I have a number of clients that are beginning to embrace it more and more.  Your best bet is to have one company administrator that oversees content frequently so that employees aren't posting inappropriate behavior from a Friday night excursion.  But if you have having parties at work for a colleague who recently received an award, or having a baby shower, or a holiday party, this could really show the human side of your workplace.  This could factor into a candidate's interest in talking to you.

Bottom line is that more and more companies are pro-active in their approach to recruitment, and it is paying big dividends.  What else have you seen in the market that is successful?  Anything unusual or unique you have seen in the recent past?

How to get the attention of a recruiter

A common problem I hear from candidates is lack of response from recruiters.  It does not matter if it is a corporate recruiter or a third party firm like Capstone.  Candidates tend to send out a lot of resumes and communication after the new year, and oftentimes it is ignored, missed, or discarded.  So how can you be sure your information gets to the top of the pile?

1)  Do your homework and customize your communication.  Instead of simply sending your resume, but sure something in your email or phone call shows that you did more than click on a link to send your information.  Find out something about the hiring manager if you can and mention that in your initial message.  Research the company and see if you might have a common connection there.  Perhaps a friend, former colleague, or college classmate works at the organization and could provide a reference for you.  This takes a little more effort, but can really pay off.

2)  Always follow up an email with a phone call if possible.  On average I receive somewhere between 100-300 emails a day.  It is nearly impossible to reply to all of them, but I typically reply more quickly to candidates that also leave a voicemail.  Especially if it is a professional message and with a purpose.  Be sure when leaving the voicemail to reference exactly what you are calling about and what you emailed about before the call.  The more specific you can get, the better the response.

3)  Be persistent, but not pesky.  I try as best I can to reply to all messages in a timely manner, but sometimes it isn't possible with other priorities that pop up during the day.  If you don't get a reply, but follow up after a few days to check back in, that increases your chances of getting a reply.  I am also quick to apologize if more than a day or two has transpired.  Keep in mind, however, with the advent of caller ID that calling 10-12 times in a short period of time without leaving a message is not the definition of persistence.  That is called stalking, my friends.  

4)  Do NOT apply to multiple positions at one time.  Especially if you are not uniquely qualified for all of them.  It baffles me when a candidate applies for two customer service positions, one management position, and then three sales-related positions.  Quantity does not trump quality when applying for a job.  If I see multiple applications like that it tempts me to delete all of them without even reviewing the resume(s) of the applicants.  Pick the one that most closely resembles your professional background and then use some of the other techniques I have outlined above.

5)  Be courteous.  This may seem like common sense, but I could share story after story of candidates who are rude not only in their initial communication, but also with follow up.  I understand that as a candidate you may get frustrated with the process occasionally.  You need to learn to compartmentalize the bad experiences and stay positive going forward.  Don't take it out on the next person you talk with and expect them to be motivated to help with your job search.

There is no magic pill to get the attention of a recruiter, but hopefully these are some ideas that can be put into use as you continue your job search in the new year.  As always, I would love to hear from you if you have additional comments.  Have you had to do something unique in the past to get the attention of a recruiter?

Re-defining resolutions in the new year

I am on a three-year streak of keeping 100% of my New Year's resolutions.  Want to know my secret?  Each of the last three years I have set out to have NO New Year's resolutions.  I am three-fer-three on my goal and plan on keeping up this pattern for the foreseeable future.  I am two weeks into 2014 and have done a great job of still eating junk food leftover from the holidays, retaining my bad attitude about Iowa winters, and committing myself to be who I am and not try to change for the sake of a 30-day workout regimen.

Out of curiosity I Google the word "resolution" and the first definition that appeared was simply "a firm decision to do or not do something".  Then I wondered out loud if by NOT having a resolution was I really having a resolution by this definition?

Another definition was "the quality of being determined or resolute".  This one resonates with me.  Instead of doing something you probably should have been doing all year (like exercising) or NOT doing all year (like eating nothing but fried food washed down by light beer), this definition simply suggests that being determined is the path for a better journey.  Here are a few ideas to be resolute in your job search in 2014:

1) Be better at your current job, even if you don't want to remain there for the long term.  I read a quote recently that said if you really want to be noticed do what it takes to be noticed when no one is watching.  You might be surprised what is revealed about your character in this process.  It will also help your attitude tremendously when going into potential job interviews.  When asked about your job you can be more focused on accomplishments and daily execution of your job description instead of grumbling about what you don't like about your role or organization in general.

2) Always show progress.  Similar to point #1, always be improving your job skills, looking for continuing education opportunities, finding ways to participate more outside of the purview of your department, and make daily goals that can be achieved easily instead of monster goals that are unattainable.  Even if you have done the same job for the past ten years, there are always ways to get better as an individual contributor.

3) Don't change who you are.  Have you ever heard the phrase one body, many parts?  If you are really good at client service, don't try and be a salesperson.  If you do not have the skills to be a manager, but you aspire to that position for control, find other ways to manage that stress.  You can have control without having a management title on your business card.  Bottom line is to find your strengths, embrace them, and never stop getting better.

Instead of resolutions in the predictable sense of the word this time of year, how can you be more determined in 2014?

It is okay to be predictable during an interview

In the season of New Year's resolutions, fresh starts, clean slates, and new beginnings I have decided to talk about being boring and predictable in the new year.  After ten years of recruiting I can tell some mind-boggling stories about how candidates tried so hard to be "different" or "unique" that they ended up bombing the interview.

I understand that predictability can come with downsides, but let's explore some of the upsides for a minute:

1)  It can show consistency.  If you come into an interview wildly over-dressed or under-dressed or with bizarre answer to questions or trying too hard to make a good first impression it can backfire.  I had a number of clients last year call me to de-brief after a first interview only to tell me that the candidate was immediately taken out of consideration.  It was usually because of inconsistent answers to basic questions.  Don't try to spin a wild tale, but simply try to Keep It Simple, Sam.

2)  What you see is what you get.  If the person interviewing you is an avid hunter and you have never hunted a day in your life, don't talk about anything related to hunting.  Sounds like common sense, right?  Yet candidates fall into a trap when asked a question about hobbies or extracurricular activities, tell a little white lie, and find themselves in over their head.  That is incredibly easy to sniff out.  Instead stick to your guns and only talk about things that truly are important to you.  If you do that in your personal life, it will transfer more naturally to your professional life.

3)  It shows you are dependable.  This again may seem like a "no duh" type of comment, but it is so important to exhibit qualities early in an interview that you can be depended upon for the simplest of tasks.  If you are the last one out of the office at your current employer every night, why not tell the interviewer that you feel like that is a small yet important responsibility.  Big accomplishments that can be shown on a resume are usually preceded by taking care of the little things.

Don't hear what I am not saying here - you still need to work hard to convince an employer that you are the top choice for a job if you really want it.  But especially early in an interview it is much easier to turn off an employer by trying too hard with gimmicks and an unpredictable style as opposed to showing all of the qualities of an employee that will be consistent, transparent, and dependable for a long time to come.

There are many more that I could list, but as always I like to hear from my readers.  What are some examples you can provide of why it could be a good thing to be predictable in an interview?