Why I Want to Be YOUR Friend
February 3rd, 2012 TweetI like to help people. It’s a part of my nature, and it’s a large part of why I enjoy recruiting so much. Being able to find someone their dream job, or coach them in the right direction for their career brings me a sense of accomplishment and satisfaction. In order to do my job successfully, I have to network – a LOT – and building lasting relationships is key for me to thrive. Some recruiters are all about numbers, and of course I am to some extent; numbers are definitely an important part of the game. But as most know, quantity doesn’t always mean quality, and I’d much rather focus on delivering high-quality candidates to my clients than throwing a bunch of average resumes their way. When I speak with candidates, I look for several things; obviously, skill-set is a big factor, but so is the connection I have with them. I’d like to think of myself as an easy-going person, and I can get along with almost every personality; if I can connect with someone on a personal level, it makes it that much easier to represent them to my clients. Not only does it make it easier to represent someone, but it also means that my clients will be more likely to choose that person! When I first started recruiting for IT positions, it was extremely overwhelming, especially coming from a corporate job where I mostly recruited for customer service reps. Can you say CULTURE SHOCK? While unemployment rates are lower than they have been in 3 years, they’re still higher than they should be, but jobs in the IT world are easily found. I went from corporate recruiting to agency recruiting, and turned into what felt like a telemarketer. Since I’ve recruited for IT I’ve been yelled at, purposefully ignored, and cut off by countless potential candidates, because (imagine an angry voice) “You’re the 10th recruiter that’s called me today!” Now, don’t get me wrong, I can see how having 10 recruiters calling a day is cumbersome, but wouldn’t you rather be bombarded by calls than not to receive any at all like the situation millions of Americans are currently facing? I’m not like the other 9 recruiters; of course I want to hit my numbers and make money, but I also genuinely want to help people – it makes me happy! If a candidate isn’t going to give me the time of day, why would I want to make the effort to help them find a better opportunity? I would also like to point out that agencies provide a service to their clients, whether they be companies we work with or candidates we call. I don’t make a dime until I place someone in a job. All the resume-editing, interview prepping, and any other coaching (and most of the time I must do all of the above) is free of cost to my candidates; I don’t get paid until my client finds a match. By the way, I have to edit resumes – not just re-format them – more than 95% of the time before I send them to companies! (Did you know that?) This post is more of a personal note, I think; I realize that there are recruiters of all personalities, but I think my eagerness to help really sets me apart. I hope my candidates know that I really care about them and I want them to be the best they can. I may be easy-going, but I have no problem telling someone I won’t submit them because they’re not a fit for my job; I refuse to purposefully set someone up for failure. However, if I can build that relationship with a person from the start, I’ll think of them anytime a position opens that is similar to their skill-set, and they’ll be the first on my list of people to call. I firmly believe that strong relationships are important to being successful (for all of us!), and that’s why I think we should be friends! 
Rule #1 of Social Media: ENGAGE, ENGAGE, ENGAGE!
January 31st, 2012 Tweet
It’s been a while since I’ve blogged (6 months, geez!), and maybe this topic is a bit ironic considering; but it is important, none the less (so let this be a lesson for me, too). I don’t know about you, but I tend to go through social media “junkie” phases… I’ll be addicted for a few months, checking Twitter and LinkedIn multiple times daily, and then one day – BOOM! I’ll get burned out or busy and completely fall out of the social media world. Recently I started a new role with a somewhat “start-up” company, which is great, because it forces me to get creative with candidate searches because there is absolutely no candidate base already built into our applicant tracking system. That means that I have to heavily use social media to recruit candidates. Since I’ve gotten back onto the social media scene, I’ve noticed an influx of activity, including finding candidates through Twitter and LinkedIn, as well as other outlets. Now, this doesn’t only work well for recruiters – it works well for candidates, too! The best jobs I’ve had have been found through social media – I’ve NEVER had to apply online to companies to find my next position, and as this article states, employers are using social media more than ever to find top candidates. Speaking of ERE (which is where the link I posted is from), I had the pleasure of attending the 2010 spring ERE Expo for recruiters, which was a fantastic learning experience. It was at this event I learned about the first rule of social media, though at that time I didn’t fully understand it. Now that I am building a completely new network, I understand the first rule of social media (and this was a key point in one of my sessions at the ERE Expo) – ENGAGE, ENGAGE, ENGAGE! It didn’t strike home until now, since I have recently started needing to rely on social media so heavily; in order to be successful on the internet there must be consistency and constant interaction between other social media users. It really is true, and as simple as it sounds, it does take concerted efforts to continue to build that online presence. Since I’ve been back in the soc-med game, I’ve gained more Tweeps (is that what they’re still calling them these days?), firmly connected with more people on LinkedIn, and have had more influence on my social media followers. As a prospective employee I’ve gained more lee-way the more I use social media outlets, and as a recruiter I’ve gained access to candidates otherwise inaccessible. So, let this be a lesson to us all – engage more to get more results, and like working out, consistency is key!
“Multi-tasking is IMPOSSIBLE”
August 23rd, 2011 Tweet
Sorry for the non-updates… Work and life have been crazy lately! Plus, I’ve had trouble of thinking of things to write about – I recently switched from corporate recruiting to agency recruiting, so I’ve been in that transitional “learning curve” phase. Until the other day. So I was recruiting for this awesome work-from-home opportunity – 2 month contract for a technical writing position. Easy for someone with that type of experience, plus it’s WORK FROM HOME – tons of people would love that opportunity, especially if they’re in the process of job-hunting! So I run across this lady’s resume – she used to contract for my former employer, so I’m already excited because I know we’ll share something in common, and it will be easy to strike up a conversation with her. So, yay, I’m excited! Phone rings, she picks up, I introduce myself, yada yada… At first things are going great – I tell her about the opportunity and she’s instantly interested (awesome!). We’re about two minutes into the conversation; I ask her a question and she responds while she’s eating (first red flag on my part). She says “I am SO sorry! I’ve been on the phone all day – this is the first chance I’ve had to eat anything today.” As a recruiter, normally I’d end the conversation right then (because, if you didn’t already know, it’s extremely unprofessional to eat while you’re talking to a potential employer on the phone…), but she had been so pleasant since we started talking, I let it slide. So I start going into some basic questions my client wanted us to ask all candidates before sending them in for consideration. The questions were basic – “How many pages were the documents you handled in previous assignments? What steps did you take to get documents approved?”, etc. I get to a question about multi-tasking. Something along the lines of “How many documents did you work on simultaneously, and how many were in your queue?” Well, she did not take to this question well; the tone in her voice went up an octave (and not in a good way), and she started telling me about how it was “impossible to multi-task” (though she was eating and talking on the phone at the same time), and how if someone wanted her to multi-task then they probably expected way more out of her than she was able to give. I tried to explain to her that these were routine questions and we had to ask all of our candidates. She got very frustrated at anything I said and was almost yelling at me (because that’s the best thing to do to someone who’s giving you a job opportunity). Anyways, I ended the call, and obviously didn’t consider her further. I didn’t think of it at the time, but when she told me multi-tasking was impossible I wish I would have said, “But you can eat and talk on the phone to me at the same time?” I’m not really much of a smart-ass during business hours, though. However, I thought it was a good lesson – don’t be a hypocrite and say it’s impossible to multi-task while doing so yourself!
The Dreaded Double Submittal – What it is and How to Avoid it
May 22nd, 2011 Tweet
If you’re working as a contractor, chances are you’re working with multiple agencies to find your next job. Working with more than one recruiter can be very beneficial – you can find more opportunities and it increases your chances of landing a position more quickly. But are you keeping track of where they are sending your resumes? If not, you run the high risk of having your resume getting submitted by more than one recruiter, which means you’ll find yourself automatically disqualified for the job (and you may not even know it!). What is a double submittal? It’s when your resume is submitted by more than one person to the same position. You may think the more times I’m submitted to a position, the better my chances of my resume being considered – WRONG! So then, why do you get disqualified for multiple submissions? Hiring managers receive a LOT of resumes from multiple recruiters – this helps ensure recruiters send valid, qualified candidates. There are shady games played in agency recruiting; some will even “phish” resumes by sending in any resume they have that matches. OK, here’s how to help avoid the double submittal! In an industry with so much time-sensitive competition, there are bound to be those who try to trick the system and cheat. Have you ever been double-submitted? What steps did you take to ensure it didn’t happen again?
Sorry I didn’t call to cancel my interview – I had a family emergency!
May 21st, 2011 Tweet
Have you ever made up an excuse to reschedule an interview? I’ve heard almost all of them, from transportation issues to oversleeping (at least they were honest…) to accepting another job – but the one I hear most frequently is the conveniently vague and half-assed “family emergency”. I get why people think using “family emergency” is a good idea – it’s not specific and it can be a touchy subject, so they don’t have to come up with some elaborate story to back it up. And if a recruiter digs in and asks what happened there’s an almost unlimited list of reasons, and anybody can come up with at least one on the spot! Here’s the deal… Calling or e-mailing me two or three days after your scheduled interview letting me know you were not able to make it due to an unexpected family emergency is, quite frankly, UNACCEPTABLE. That may seem a little harsh, and maybe it is, but not without good reason. One of my biggest frustration as a recruiter is spending a large amount of time working with a candidate just to be stood up without prior notice. Not only does it piss me off, but if I’ve already spoken to a client about someone and the client is interested, then it makes both me, as well as the candidate, look bad. Not to mention, I’ve completely wasted time (which means money in my world) when I could have focused my energy on someone who is genuinely interested in the position. Now, I realize things happen that are out of are control and we have to re-adjust our schedule accordingly. But think of missing an interview like missing work – if you “no call no show” to your job and don’t have one hell of an excuse, you’re most likely going to be canned. While you won’t be fired for missing an interview, don’t expect to be considered for a position with that company again (you’ll be added to the ”do not call” list). If you’re genuinely interested in a position, it’s important to communicate with your potential employer if a situation arises! Recruiters are accustomed to hearing excuses, and we can normally sense if someone is not being honest. If you’re not 100% sure you want to be considered for a position, don’t commit to an interview – it’s better to decline at first then to no show and miss being considered for other opportunities in the future. Image: jscreationzs / FreeDigitalPhotos.net
Communicating with Professionalism
December 31st, 2010 Tweet
We all come from different cultures and backgrounds, and we should be proud of who we are and where we come from. I’m from Texas, where “y’all” is a common contraction–I use it multiple times everyday, even in professional situations. When I travel to other states, people immediately notice my “accent” (apparently I have a Texan accent?) and when I say “y’all” I normally hear chuckles or a cliched joke about Texans (which I don’t mind, because, hey, at least it’s easy to recognize where I’m from!). However, in some instances it’s not appropriate to use my native slang, becaues even though it’s common down here, some people think it automatically denotes that I’m a hillbilly. For example, I recently interviewed over the phone for a recruiter position in New York within my company and “y’all” slipped from my mouth a couple of times. I tried to backtrack and correct myself, but there was silence on the other end of the line–the interviewer probably deducted “five points” from for my lack of intellignece (that’s just a metaphor, by the way). What I’m trying to say is that even though we all come from different backgronds, it’s important to keep in mind that the way we speak and present ourselves is judged by others, whether we like it or not. What may be deemed as professional at one place of employment may not be at the next. So, when you’re searching for a job, it’s important to make sure to communicate in an appropriate manner. That means taking out the everyday slang you are accustomed to using and replacing it with completely socially acceptable professional language. That doesn’t mean you have to speak with a heightened vocabulary (though, it may help in some situations), but just make sure you don’t use words at which others may raise their eyebrows. Learning to communicate professionally will not only help you succeed in an interview, but will also help you grow throughtout your entire career. It’s something that I constantly work on, and you should too! Image via http://www.toonpool.com/user/250/files/dancing_hillbilly_playing_banjo_466725.jpg
UPDATES COMING SOON
December 30th, 2010 Tweet
I FINALLY got a new computer and internet for home! For the past year, I’ve only had my work laptop (which, of course I only ever use for work functions), and I’m finally freeeeeee to visit any site I please (even though, the first time I logged onto facebook I was almost hesitant since I’m so used to using my iPhone now!). Here in the VERY near future I will be updating a lot of stuff on here–lots of new blogs (I’ve had lots of ideas but no time to write at work), new layout, new pages, and more. I’m excited to hear your feedback and connect with y’all, so stay tuned!
Referrals: To send or not to send… That is the question
September 30th, 2010 Tweet
Recruiters receive referrals on a daily basis. For me they are one of my main sources of hire, but sometimes I am overwhelmed by them. Why, you ask? Because more than half of the referrals I receive are candidates I wouldn’t ever call. It gets frustrating because everyone thinks their referral is the candidate for the job, and a lot of times that is not the case. Here are a few things to consider before sending me their names: 1) Job history. I understand that your boyfriend’s sister’s husband’s nephew badly needs a job and seems like a nice guy, but if you know that he has had four jobs in the past year, it’s probably not a good idea to send him to me for consideration. Recruiters are looking for the best candidates, and one of the traits we look for is stable job history. If he’s a job-hopper, I’m not going to call (unless there are extraneous circumstances). 2) Qualifications. If you refer someone for a supervisor position, make sure you know they already have supervisory experience, preferrably in the same industry. I can’t tell you how many times I’ve had someone refer a candidate for a specialized position, and then when I look at their resume they don’t meet any of the requirements listed on the job description. It just wasted 30 seconds of my time, and in recruiter-world, that’s precious time spent on an unnecessary task. 3) Don’t ask me to schedule him or her for an interview. Just because you work here doesn’t mean they will get one. Of course it helps to know someone who can help get a foot in the door, but if they aren’t one of the best candidates then I’m not going to send them for further consideration. I don’t want to waste the hiring manager’s time by sending them someone I already know they’ll say no to, and I’m not going to put myself on the line for a bad referral. 4) Your referral is a reflection of YOU. Sometimes things don’t work out with good referrals, and that’s not your fault. However, if you send me name after name and none of them are up to par, I’ll probably stop taking the names you give me seriously. I know it’s hard to find a job these days, and it’s hard to watch friends and family search continuously with no light at the end of the tunnel. One of my favorite things about recruiting is helping people find jobs they will enjoy and succeed in, but in doing so, I must make sure that they are the best candidate for the position. Recruiting is my profession, so while I appreciate referrals and will review their applications, let me do my job and recruit the position myself! If I feel they are a fit, I will pass them along. If they aren’t, they may have to search elsewhere.
The Power of a Positive Attitude
September 23rd, 2010 Tweet
I recently did a presentation about the effects of having a positive attitude. It’s something I believe in strongly, and if you’ve read my other posts, you can probably tell I’m an optimist–sometimes probably too optimistic. Don’t get me wrong, I have my bad days (we all do), but I’ve learned how to cope with those and take negative situations and make them into positive learning experiences. I don’t dwell on the past or the “what ifs?”, and I don’t have any regrets, because all of my mistakes have made me into who I am today (and I like myself!). Being unemployed for an extended period of time can really affect your outlook on life–I know people who haven’t been employed in a long time and are still hunting for a job, and there is definitely a noticable difference in their attitudes and confidence levels from the time they were employed to now. And it’s understandable–after applying for position after position after position, it’s easy to start feeling hopeless (and in some cases, even worthless). It’s important to remember that you’re not alone–there are millions of others going through the same hardships that feel the same way as you. I know it is easy to start feeling down after numerous, seemingly unsuccessful attempts, but it’s important (as the song says) to “dust yourself off and try again (♪you can dust it off and try again, try againnnn♪♪).” Here are a few things to remember when looking for a job: 1) When you apply to a position online (and most companies now require this), depending on the position, you can be put into a pool of thousands of other applicants. (For example, my most recent Customer Service Billing position had 2,500 applicants for a class of 34–there’s NO way I can contact every single person!) It’s important to make sure your resume include key words listed in the job description so it has a better chance of getting noticed. Try to find out who the recruiter is (or an HR rep) so that you can send them a friendly e-mail letting them know you’re interested in the position and why you’re the most qualified. 2) Make sure you actually are qualified for the position. There’s no way you will be contacted if you don’t meet the basic qualifications, so do your research! 3) When you are contacted by a recruiter, make sure to sound pleasant and friendly. No one wants to hire a Negative Nancy or a Debbie Downer! 4) And finally, learn from your experiences. Have you been receiving letters or e-mails notifying you that you are no longer under consideration for a position? Find out why! E-mail your recruiter or the person who interviewed you, and ask for specific feedback. Take note of what they say, and use their advice to help you become a stronger candidate for the next go-around. Stay positive throughout your job hunt so that you can be as creative and productive as possible (negativity demeans creativity and productivity) to help you land employment. They say when one door closes another opens. Sometimes it just takes a little bit of hard work to find the open one. Good luck with your search! Top image via http://www.flickr.com/photos/jonmcgovern/3199154697/; not sure where the baby image is from, so if it’s yours, let me know so I can give you credit! 
Don't burn your bridges!
September 15th, 2010 Tweet
Recently I was assigned to be the new recruiter for one of the hardest positions to fill—Residential Sales Consultants (door to door sales). Fine with me, because I love a good challenge. Finding RSCs is a difficult task because 1) it takes the right type of person to fit the job, 2) with the economy the way it is, a lot of people are scared to work off of commission, and 3) I have to find candidates from various sources besides our normal job postings. Don’t get me wrong, there is a lot of money to be made as an RSC, but the candidate pool is much smaller than all of my other positions. So, when I search for candidates externally (through CareerBuilder, Monster, etc.), I typically send e-mails out first with the job description and a list of basic questions about the position. If I don’t receive responses, I’ll send it one more time a couple of days later and then follow it up with a phone call. This morning, I sent out a follow-up e-mail to one sent a couple of days ago, and received a rather harsh response from a candidate: Let’s take a moment to dissect this response. 1) The candidate loaded his resume into CareerBuilder on August 5th, 2010. Obviously he was interested in hearing about new job opportunities with other companies. If he is “so committed” to getting customers to switch to his company, why is he sending out his resume? 2) The run-on sentences do not give the bachelor’s degree he listed on his resume very much justice. (In an earlier post, I said that if you can’t spell correctly or use proper grammar, recruiters are going to wonder how you earned your degree in the first place. This is exactly what I was talking about!) 3) Either his e-mail inbox is duplicating e-mails, or he clearly isn’t very good at math—he somehow managed to “receive” seven e-mails, when I only sent him two. This e-mail really irked me, because all I was doing was finding out if he would be interested in hearing more about a possible opportunity. But what really got to me was the fact that he didn’t think twice about sending me (a recruiter) a rude and uncalled for e-mail in all CAPS (basically yelling at me over the internet). What did I do when I received this e-mail? Aside from blogging about it, I documented it in our Applicant Tracking System. Now any recruiter who works for the same company can see what he wrote me. UGH, writing about this definitely helped me vent, but what I really wanted to do is convey how important it is to always be professional, no matter the situation. This particular candidate probably won’t contact me about his interest in positions in the future (and if he did, he’d be too little too late), but I’ve had several other instances where candidates who have already burned their bridges try to re-build them, and it doesn’t work. A first impression is lasts the longest, and if you make a bad one, it can come back around to haunt you eventually. You may not even know it. This candidate works in the same type of industry in the same city as me, and there’s a chance that one day his response will come back to bite him, and now there’s nothing he can do about it. Remember—ALWAYS think about how something you say/write is going to be perceived by others! Image via http://thewordvixen.files.wordpress.com/2010/07/burning_bridges1.jpg
