Month: March 2014

March 31, 2014

The Seventh Commandment: Thou Shalt Have Three Questions Prepared.

It might be up for some debate, but in my humble opinion the most important question asked in an interview is if YOU have any questions.

If you haven’t shined up until this point, here’s you chance. You’re holding the conch Ralph. Use it.

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When an employer asks you if you have any questions they’re shining the spotlight on you. They’re giving you one last chance to impress. You need to be prepared to take full advantage.

When an interviewer says “That about wraps up what I had to say. Do you have any questions?” And you respond “No, you did a pretty good job of explaining everything.” I can guarantee that you’re not getting the job.

In essence what you have said is: “No, I just came to hear about the job because I need a job and I’ve applied to hundreds, and I need money, so why doesn’t someone just give me a job already? I can do this one. Tell me when to start.”

No manager wants to think of theirs as just another job. Some employers think their job is so special that if you’re not doing cartwheels over it in the office, you’re probably not excited enough to be doing it.

The best way to show interest is to ask questions. It shows that you’ve done some research. It shows that you know something about the company and want to know more. It shows that you’re thinking about yourself and your career and the value that this position could add to your resume. Most importantly: It shows that you’re looking for more than just any paycheck.

Nobody wants to hire the person that shows up, punches the clock in, does only what their job description entails of them and punches the clock out. Don’t be that person.

Where do you come up with these questions? Do a Google search of the company. Have they been in the news recently? Have they just been acquired by a major Fortune 500 company? Surely you must be seriously interested in how that will effect the team, the department, your position, etc.

Maybe the company has recently done some important work in the community and you want to know if that’s something you’d be able to get involved in. Maybe they’ve just won a prestigious award. What better way is there of getting on an employer’s good side then asking them to talk about their recent success?

Remember, an interview is two sided. When a hiring manager asks you if you have any questions, they do want to make sure you’ve done some homework and have an active interest in their opportunity. But you also need to make sure the opportunity is right for you. Any good employer will appreciate you doing this. And what better way to do it than ask questions in the interview?

Ask how big the team is. What direction they are headed in. Any new initiatives for growth. How much growth. Why did the position become available. And so on. Be inquisitive. Know what you’re getting yourself into.

So have three questions prepared. Why three? Because some of them will get answered during the interview. That’s inevitable. You want to be sure that you have enough prepared so that, come time, you’re not only ready to take over the conversation, you’re ready to Own It.

Mike’s Personal Pointer: Of these three questions, two of them should be related directly to the position, the department, the company, etc. However, one great question that I always encourage candidates to ask is: Based on our conversation and the requirements for the job, how do you see me fitting in? This question requires you to have built good rapport. Don’t ask it if you know the interview has gone south.

However, if things are going well and your confidence is high, go for it. Put the employer on the spot. This gives you a chance to get feedback before the interview is over, but more importantly, it gives the employer a chance to address any problems or concerns on his or her mind that may have never occurred to you.

Maybe there was a misunderstanding about something in your past experience. Maybe a certain turn of phrase caught them off guard. Maybe there’s a gap in something you said that hasn’t quite been explained away. It could be anything for all we know. Nobody knows anything.

The Moral Of This Commandment: Managers want to hire people who are passionate about their opportunity, their company, their way of doing things. They need to be able to picture you as someone they’d be happy working with. If you have questions prepared to ask the interviewer you’ll look inquisitive, excited and prepared to name a few. If you don’t have any questions prepared you look like you’re just out to collect a pay cheque. No employer really wants to hire that person. Don’t be that person.

The Client Interview Ten Commandments

March 26, 2014

The Eighth Commandment: Thou Shalt Always Leave a Good Impress at Reception

True Story

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Bob steps to reception and introduces himself with a smile. It’s 1:20 pm and he’s arrived for his 1:30 pm interview with the VP of Finance. He’s wearing slacks, dress shoes and a navy blue blazer. The receptionist gives him some paperwork to fill out. As she hands it off Bob notices her ring.

“That’s an interesting ring you’re wearing.”

“Thanks my boyfriend got it for me when we were in Australia.”

“Yeah? How is it there? I say I’ll go every year.”

“It was one of the best experiences of my life.”

“Were you there for work or pleasure?”

“It was only a week for vacation. I’d move there in a heartbeat if I could.”

“I hear a lot of people say that.”

A man approaches, hand extended. “You must be Bob.”

The VP of Finance leads Bob into an interview room.

Bob aces the interview.

On the way out Bob thanks the receptionist, says it was nice meeting and wishes her a good day.

…

Ken steps up to reception and introduces himself with a smile. It’s 1:50 pm and he’s arrived for his 2:00 pm interview with the VP of Finance. He’s wearing a dress shirt, tie and a black blazer. The receptionist gives him some paperwork to fill out. As she hands it off Mark notices an attractive woman who steps up to reception. “I’m going downstairs you want anything?”

“Nah I’m okay, I go on break in fifteen. Thanks though.”

Mark’s gaze follows the woman to the elevator. “She work here?” He asks the receptionist. The receptionist affirms. “Hopefully all of them that work here look like that.”

A man approaches, hand extended. “You must be Mark.”

The VP of Finance leads Mark into an interview room.

Mark aces the interview.

He smiles and nods at the receptionist on his way to the elevator.

…

The next day the VP of Finance can’t make a decision. Along every interview stage no one has been able to decide whether Bob or Mark would be a better fit. Each aced every interview. He has an idea.

The phone at reception rings. “Yes Mr. VP?”

“Tiffany, you remember those two guys that came in for the interviews yesterday afternoon?”

“Bob and Mark, sir? Sure, I remember them.”

“Did you get any read off either of them?”

“Was Bob the one who was asking about Australia? Yeah, he noticed my ring and was asking about my trip. He also said something about a wife. He was nice on the way out.”

“What about the other one.”

“He was nice too. We didn’t talk as much. He did say one thing…”

“Yes?”

“He made a bit of a comment when Angela came over to ask if I wanted anything downstairs.”

“What kind of comment?”

“Well, I don’t know how he meant it, but it came off as a little..I don’t know…sexist. But I don’t know. He didn’t really say anything when he left.”

…

Bob gets the job.

The Moral of This Commandment: You never know where a hiring manager will turn to help sway a hiring decision when the race is neck and neck. The receptionist is your first and easiest opportunity to make a good first impression. Use it to your advantage. If the receptionist gets bad vibes off you, (s)he will let anyone know if they ask. Please don’t be the person who gives the receptionist bad vibes.

The Client Interview Ten Commandments

March 24, 2014

The Ninth Commandment: Thou Shalt Assume A Blazer is Appropriate Attire

If you don’t own a blazer, stop reading, make the conscious decision to invest in yourself, and go get one.

The blazer is the most versatile article of clothing in any professional wardrobe.

It looks great on men

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It looks great on women

It elevates that shirt and tie to a new level of professionalism

And it transforms jeans and a t-shirt into something work appropriate

If you’re ever in doubt about what to wear in an interview, Wear a Blazer.

If the hiring manager comes into the interview room in a suit and tie, at least you’ll be wearing a jacket that shows you’ve made an effort to look professional. And if the hiring manager comes in wearing a polo and khakis, you’re not so overdressed to appear as though you wouldn’t fit in to the culture.

Show me one other article of clothing that can do so much.

Dress is very important in an interview. Improper dress can result in an immediate bad first impression.

Again, FIRST IMPRESSIONS ARE IMPORTANT.

You don’t want to blow your shot before even making it into the office.

You’d be surprised how many people will show up to interviews in shorts, t-shirts, jeans, sneakers or hats, if you don’t tell them otherwise.

The Moral Of This Commandment: Making a good first impression counts. You want to make sure you are dressed to impress. Ask your Recruiter for insight into what the company culture is like. If they assure you it’s okay to wear jeans, then wear jeans, but a blazer can make just about any outfit, no matter the style, into something smart and professional.

March 21, 2014

The Tenth Commandment: Thou Shalt Not Arrive Any More Than Ten Minutes Before The Interview

Here’s scene for you:

INT. – OFFICE – AFTERNOON

A clock reads 2:10 pm. A MAN sits in a chair in front of a desk. His
VP looms above from behind it.

VP: What do you mean you lost it?
MAN: It was on my phone. I was in the club. There were these girls.
I don’t know what happened to it.
VP: Where are the back up files?
MAN: What back up files?
VP: Do you know how embarrassing it will be for this office if those files
aren’t sent by 4:30 today? I could lose my job.
MAN: I’ve got an idea.
VP: It better be a damn good one.
MAN: I could —

He is cut off by A BUZZ.

RECEPTIONIST: Paul, someone here to see you.
VP: Who is it?
RECEPTIONIST: She says she’s a Developer.
VP: A Developer? That’s not for another 20 minutes.
RECEPTIONIST: She’s here now whenever you’re ready.

The intercom clicks. The VP turns back to the Man.

VP: Just what I need, this, and now a
f&@king Developer who can’t tell time. It never ends.

If you schedule a meeting with me for 2:30 pm and I get a call from reception at 2:10 pm saying you’re here, I hope you brought reading material. You’ll be waiting.

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If you show up ten minutes before an interview it looks punctual, professional, prepared, and probably several other positive adjectives starting with P.

If you show up more than ten minutes early it looks like you’ve got nothing better to do. Well guess what? The hiring manager probably has better things to do and they’re probably doing them as you sit in the waiting room. They don’t need to be interrupted twenty minutes before their next scheduled task.

You don’t want to make a bad first impression.

First impressions are everything. Don’t blow your’s before they’ve even met you.

I know what you’re thinking:

But this is Canada. People are Nice here. We have Beavers and Maple Syrup and Royal Canadian Mounted Police. They Understand.

Yes, but this is also Toronto where we have the TTC, The Toronto Maple Leafs and The Don Valley Parkway.

Some people won’t understand.

Why risk it?

The Moral of This Commandment: Be punctual, be professional and if you can impress the manager that is so picky they’re ready to take you out of the running for showing up too early, you’ll be able to impress anyone else.

March 19, 2014

The Client is God: The Ten Commandments of Client Interviewing

As a Recruiter you’re taught to believe several things:

1) Know The Best And Don’t Bother With The Rest.

2) If You’re Not Buying, You’re Supplying.

And

3) The Client Is God

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In the eyes of the Recruiter, the client is that power that watches over and keeps everything on course. The Client is an all seeing, all knowing, omniscient being that always ensures the agency can keep the lights on.

As a God the Client can be nurturing.

Or punishing.

That’s why we need to prepare you before meeting them.

Luckily, after years of searching, I have been sent down the Client Interview Ten Commandments to deliver to you.

Follow them and glorious utopia will be yours. Disobey them and let the fires of hell consume you.

10. Thou Shalt Not Arrive At Reception More Than 10 Minutes Before The Interview
9. Thou Shalt Assume A Blazer Is Appropriate Attire
8. Thou Shalt Always Leave A Good Impression At Reception
7. Thou Shalt Have Three Questions Prepared
6. Thou Shalt Know Who They Are Meeting With
5. Thou Shalt Carry Mints
4. Thou Shalt Not Take Thy Former Employer’s Name In Vain
3. Thou Shalt Not Talk About Salary
2. If Brought Up Thou Shalt Revert All Salary Negotiation Back To Thy Recruiter
1. Thou Shalt Not Attempt Contact With The Client

Once it’s over you can thank them for their time. Get up. Shake their hand and tell them it sounds like a great opportunity and you look forward to hearing their feedback.

Don’t forget to now call your Recruiter and tell them everything.

We’ll go over each one of these Ten Commandments in detail over the next couple of days.

March 17, 2014

The Leads Aren’t Warm: Three Ways Recruiters Get Job Leads

The Recruitment business is first and foremost a sales business. Sales are based on leads. The warmer the lead, the easier the sale.

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We’re all looking for the good leads. The good leads keep us employed. And in this business, the best ones come from you.

Yes you.

And there are ways to get them from you:

1) You know when we ask you if you got that bank job on your own or through an agency?

That’s because we want to know if that company works with agencies. They do? What a coincidence, I work for an agency too. Maybe I should give them a call.

If we’re in good standing, I’ll ask who you were reporting to. If you give me their title it’s off to LinkedIn to get their name, but you’ll also have that information if I’m lucky.

Just one meeting and I now know that X hiring Manager at Y company hires Marketing Managers and they use agencies to do it. That’s a warm lead. I like warm leads.

2) You know how we ask where else you’ve applied or are interviewing?

I legitimately want to know. If you’ve applied directly to a position at Joe’s Chicken Shop, it wouldn’t make much sense to send your information there. They know about you and it doesn’t look good on either of us if I’m applying you for the same thing.

If you’ve had your third interview with the bank this week and are expecting an offer, I’m going to wait until next week to see if you got it. If I book you all over town only for you to go off the market, we both look bad again.

But the leads are also getting warm. It’s good intel to know what companies are looking for people with your skillset. If you got the interview through an agency, even better.

This is where you want to make sure you trust your Recruiter. I’ve know some who would interview candidates to figure out where they were interviewing. They’d then call up the Hiring Manager and say: Hey I heard you’re hiring a Marketing Manager and met with Sally? I just met with Sally too and if you liked her, you have to meet with Brenda before making a decision. She’s got all that Sally has and more. When can I book her?

3) Your References.

We’re Recruiters. Give us a list of hiring managers and their contact information and we’re going to call them. It’s what we do.

Know This: In most cases we’re not doing this to thwart you or derail your chances of getting a job. Some shifty salesmen may try, but that’s why it’s up to you to ask enough questions to make sure you’re not dealing with one of them.

I’d like to think we’re being the Good Samaritan and helping.

Good leads mean more job opportunities. If you trust your Recruiter and think they stand for good business, why not help them? The lead you give could potentially score someone else a great job. The lead someone else gives could potentially score you a great job. Remember that movie where the kid from The Sixth Sense gets shanked?

Think of it like that.

If we help each other and work together, everyone wins. Share the love and if the leads are good, the more people we’ll be able to help before we get fired.

March 14, 2014

The Recruiter’s Red Pen

The Recruiter’s Red Pen is a new feature that will appear on Notes From The Recruitment Desk every Friday. Our Recruitment professional will take his red pen to several sections of an anonymous resume and make notes based on what he thinks, followed by an assessment.

If you wish to be considered for future installments, please forward resumes as Word documents with all personal information removed to michaelllippert@gmail.com

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PERSONAL
SUMMARY

A confident and reliable IT
Support Engineer with extensive experience working with computers (I assume that if you’re working IT you have experience with computers. What you do with them is what I’m looking for) routers,
switches (What kind? If I need a Cisco expert, these general terms will not turn up in my search) and any support (“Any support” is a very broad term. Do I call you if I can’t get my internet working or if the entire Network is on the brink of collapse?) issues raised to the Service Desk. I gain the
Customer’s trust by continually exceeding their expectations (Really, how?), looking after
them and their environment (Look after them? Do you bring them meals? Do you do their dishes?). Also have experience in Mortgage industry as
Business Analysis and Customer Service Representative (Wow, left field. This is not getting you a help desk position. If you want to be a BA, write a separate resume for that). I look after people (Me too. So?).

SKILLS/EXPERIENCE

Customer Service (This is a soft skill. Anyone can say they have it. Lead with technical skills most relevant to the job)

Networking

VOIP (Avaya? Cisco?)

1st-2nd line issues

Infrastructure Support

VPN

Training Employees and Team
Members

ITIL (But not ITIL certified?)

Business
Analysis/Mortgage Experience (Remove)

CERTIFICATIONS – EDUCATION

ITIL Foundation in IT
Service MGMT (Your certifications tell me more than your Skills section. Maybe consider removing it altogether and moving this up)

Cisco Certified Network
Associate CCNA

Cisco Certified Network
Associate Voice CCNA Voice

Cisco Certified Design
Associate CCDA

Cisco Certified Network
Professional CCNP

Network +, A +

University of BC Mortgage
Securities Course

Bachelor of Arts, Trent
University

Networking
Technology Diploma, Herzing College

PROFESSIONAL
EXPERIENCE

(Company Name Removed)

Senior
Service Desk Engineer September
2012 – Present

·
Support LAN/WAN in Cisco environment (Size of environment please).

·
Support Cisco VOIP environment; Cisco Call Manager 8.6.2.20000-2/Cisco
Unity 8.6.2.20000-76.

·
Installation and
Troubleshooting Cisco 7941,7942 VOIP phones (How many? In an office? A call centre?)

·
Strong
knowledge of voice engineering principles and concepts. (OK)

·
Update ACLs and create/troubleshoot VPN
connectivity on Cisco ASA 5520.

·
Knowledge in Remote
Access VPN (Client-Site) and Site-Site VPN. (I have knowledge of the moon. Doesn’t mean I’m going to fly there any day soon)

·
Create technical training documentation for staff
and post information onto In House knowledgebase. (As much as I love someone to know how to post information, I’d rather know what impact this information had on the staff) (In-House Knowledgebase might not mean anything to some people. Consider a new phrasing)

· Created various Standard Operating Procedure (SOP)
documents for review by Senior IT Management. (Just because they were reviewed by the Senior IT Manager doesn’t mean they were reviewed well.)

·
Remote administration and
management of customer premises equipment. (What kind of equipment?)

·
Create (Administer sounds better. Especially if the description asks for Exchange Administration) new email and
network accounts using Exchange 2010 and Windows 2008 Active Directory.

·
Sound
knowledge/experience with Exchange 2010 and AD Windows 2008. (For my money this is the same point as the one above)

·
Knowledge of switching
concepts, access ports and trunking. (Glad you have that knowledge, because I don’t. Nor would I know what you’d do with it)

·
Grant
access to Exchange 2010 inbox(s), calendar(s) and network folders and files
(Windows 2008). (I’m not prone to deja vu but I feel like I’ve read this point somewhere before)

·
Strong PC skills (Windows, PC Hardware, Internet Browsers,
Networking). (More repetition)

·
Excellent communication skills, effectively communicates with
staff to discuss issues and triage issues. (If your resume speaks to me, I’ll know you can communicate. Don’t waste a bullet on this)

(Company Name Removed) Nov
2011 – Sept 2012

Senior Helpdesk/Desktop/Network Support
Specialist (You’re a lot of things to a lot of people. If you’re applying for Help Desk positions, be a Senior Help Desk Support Specialist. If you’re applying to Network positions be a Senior Network Support Specialist. Don’t try to be all things to all people)

·
Troubleshooted/supported LAN/WAN in Cisco
environment.

·
Provided Network and Desktop Support which includes
connectivity issues involving network cabling, and network services such as DNS,
DHCP, HTTP and FTP. (Awkward. Need tightening)

·
Provided Support for Citrix Environment. (What Kind?)

·
Provided IP networking support on Cisco Routers and
Switches for VLAN environment.

·
Enabling switch ports for end users to establish
connectivity with their VLAN.

·
Installed workstations and configure laptops for
end users including Windows 7, MacBook Pro and MacBook Air, Wyse Zenith and
Wyse Zenith Pro devices. (Windows 7 and MacBook Pro are your end users?)

·
Assisted with research and implementation of new
Helpdesk Software and Asset Management tracking system. (How much assistance. What was the final impact of your contribution? Which ATS?)

(Company Name Removed) April
1998 to May 2000

Business Analyst/Payment Processing
Supervisor (Not only is this experience over a decade old it’s irrelevant to what you’re currently doing. Get rid of it.)

Assessment

If I had a broad, generic Help Desk or Network admin position I may give this person a call to get more information. In IT the biggest concern is buzz words. Sometimes a job just comes down to whether the person has the right mix of technologies or not. This resume has a good smattering of Cisco technologies and such. But while I can tell the environment this person is working in, it’s hard to gauge the scope or importance of their work. Providing network support could be as simple as going to someone’s desk and giggling some cables or as advanced as routing entire networks. With more focus on actual accomplishments and less on simply stating technical environments, this resume would be much more appealing.

March 13, 2014

Great To Finally Meet You

Half an hour late this morning. “Signal Problems.” Again.

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Urgent message from my client. She just walked in on the Executive Assistant I sent last week doing some photocopying.

Great to finally meet you. Did you have any trouble finding the place?

You remember, this isn’t a job interview, right? Think of it more as an assessment. It’s a way for me to get to know what you bring to the table and a way for you to better understand who I am and what I do.

My main interest throughout this entire time is to see how much preparation you’ll need before I send you to meet with a client. If I think I can work with you, great. If you come off as someone I wouldn’t be comfortable putting my reputation on the line for, thanks for coming in, but maybe next time.

Remember, a Recruiter’s reputation is only as good as his talent. If I’m pushing second rate talent all over the city, soon no one is going to want to work with me. So if I’m lending you my reputation, I’m expecting you to be good with it.

During the meeting there are two kinds of things I look for. The first are formalities.

These are all important. The less prep I feel I need to put into you the better. But don’t sweat it if they aren’t perfect. These things can be easily coached on.

What I’m really looking for is this:

And these:

I want to know that you’re smart, ambitious, have great ideas, strive for the best and know a thing or two about what you’re talking about.

If you can engage me on a subject that I know nothing about, then I’m impressed. That means that you could probably engage a hiring manager as well. I like that.

If you start talking about yourself and this happens:

Chances are you won’t fare much better with the client. Better luck next time.

When I ask you questions about your resume, I’m not just looking for you to just tell me what you did. I’m looking for you to tell me a story. I want tales of dragons slain and damsels saved. I want to hear of heroes rising and villains falling. Paint me pictures of working against insurmountable odds and succeeding in the end. I want to know what you’ve done that would make someone say YES to hiring you.

I want to know that you’ve got the stuff.

At the end of the day I can get you the interview, I can prep you for the interview, I can tell you everything I know about the client, and I can even provide feedback from people who interviewed before you. But if you don’t have the stuff, I can’t find it for you. Better luck next time.

Once you’re done telling me the Story Of You, we need to discuss your preferences. This part is important. This is the part where you tell me about what you’re looking for. It’s imperative that you be as honest and specific as possible.

If you say you’ll work anywhere in the GTA but on the day I call with a position in Markham you change your mind; that’s probably going to be our last phone call. And if you tell me you don’t have any industry preference, but say you’d rather hold out for something in retail when I call with a job at a bank, you’re going on the DO NOT USE list. The Recruitment industry is small. We talk to one another. You don’t want to end up on the Do Not Use List.

We ask these questions because we want to know how we can best serve you. The more specific and honest you are with us, the better suited we are to find you a job. If you have an idea of where your next position should be, great. I want to hear about it. Then I want to formulate a plan on how we’re going to get you there.

When we’re done with our meeting one of two things will happen. I will either put your resume here:

Or here:

If I put your resume in the filing cabinet it’s because you probably told me that you’d work anywhere, at any company, for any price. Wouldn’t we all? You’re resume will be stored in a folder of people with similar backgrounds. If I ever get a job in for something like that, I’ll look through that folder and maybe you’ll get a call.

If
I put the resume on my desk it means you’ve impressed me and I want to
work with you. It also means we’ve got some work to do.

March 11, 2014

Meeting a Recruiter

If you’re meeting a Recruiter, it’s for one of three reasons:

1) You applied for a job they posted. They think you look like a good fit on paper. It’s time to see if you deliver the goods.

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2) They found you on a job board or LinkedIn. They thought you looked good on paper. It’s time to see if you deliver the goods.

3) They’ve interviewed four people that they’ve put forward for jobs this week. Alas policy requires them to interview five. They don’t want to get fired. They suppose you’ll do.

No matter what the reason you’re meeting with a recruiter, don’t worry about it. All that matters is that someone is giving you the opportunity to tell your story. Even if you’re no more than quota to the person you’re meeting with, do everything you can to impress them. If they expect nothing of you and you end up making them feel like this:

The chances of them going back to their desk and trying to find you a job are pretty good. If not, that’s their loss. Onto the next one.

When you’re meeting with a Recruiter, know this: It’s not a job interview. Just because we meet with you does not mean we guarantee to find you a job. We make a promise to our clients that we meet with every person we represent before sending them over for review. So that’s what we do.

Some Recruiters will only go as far as the phone screen, submit your resume based on that and wait to book a meeting until seeing if the client schedules an interview. The logic behind this is that there’s no bother in us meeting if the client has no interest.

This is called Paper Pushing.

This is called Throwing Spaghetti At a Wall and Seeing if it Sticks.

This is called Lazy.

Don’t stand for it. Insist on coming in and sitting down with the Recruiter REGARDLESS. You may think that they’re saving you time and effort. I know you don’t want to ride the TTC Downtown in the middle of the day unless there’s going to be something in it for you. I don’t blame you.

But guess what? If you don’t meet the Recruiter before they submit your resume and the client says Thanks, but not a fit for this one, you’ll probably never hear from them again.

Why?

Because in this scenario the Recruiter doesn’t owe you anything. They’ve placed a bet and are hoping for the best. If you end up getting called to an interview, awesome. That makes their numbers look good. Hopefully you’re still available and interested. If not, it’s no skin off their back. They’re already looking for the next batch of people to push onto the next job.

Let’s have a quick word on this:

PAPER PUSHERS MAKE THE RECRUITMENT INDUSTRY WORSE FOR EVERYONE.

Clients pay us good money to find quality talent for them. If all the Recruiter is doing is forwarding anyone who halfway looks like they could be a fit and hoping HR will book an interview, they’re not doing their job and eventually their luck will run out. Avoid them. And PLEASE, whatever you do, DO NOT LET THEM SPAM YOUR RESUME AROUND THE CITY. Know your Recruiter and know where your information is being sent. If someone is responsible for handling the one document that is a clear and accurate representation of you, don’t you think you should at least meet them first?

Besides, a good Recruiter should want to meet you. It’s their job to interview people! If they know their business, their client, their industry, their whatever, then they should have the insight and experience to be able to guide you and get you one step closer to the job. You can submit your resume to any job yourself and hope for the best. I’m paid because I know what it takes to help get your foot in the door. I have to trust that you have what it takes to go all the way and you have to trust in my ability to get your there. For that, we need to meet.

Tomorrow we’ll talk about preparing you for our meeting and what is expected of you during that time.

March 7, 2014

Resumes Part 2: Nobody Likes To Read

Monday morning, 9:00 am.

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I can’t wait to read that pile of Information Architect resumes that came in over the weekend…

Said no Recruiter in the history of ever.

Why?

Because NOBODY LIKES TO READ.

If someone’s job in the agency is to do nothing but read resumes, you can pretty much guarantee that they’re the most junior person on site. In fact there’s only one person in the office getting paid worse than the resume reader.

Because nobody likes to read.

I don’t like to read. HR doesn’t like to read. The Hiring Manager doesn’t like to read.

Which means your mission, should you choose to accept it, is to write a resume that makes several people who don’t like to read, want to read it. Got it? Good luck.

When I read resumes I’m doing so to figure out who I want to call. I have a stack of 50 for one job. Ideally I want 3 to put forward to the client.

To find those 3 I’ll have to call at least 10.

During my first skim of the pile I’m looking at the basics. Do you live within range of the position? Do you have the minimum experience the job description requires? Are there any careless mistakes? Etc.

At this point, I’m looking for a reason to help the environment.

Next up I want to find the one’s I’m seriously going to consider reading. Those will include people with industry experience, anyone with “nice-to-haves,” those with similar past job titles or those wild cards that don’t fit the bill 100% but maybe if you get them on the phone they’ll tell you something interesting. If you have those things, make sure they are front and centre.

We’re down to about fifteen. I’ve e mailed the others to let them know that I’ll keep them in mind for anything else that they might be good for.

Now, to read a bit more in depth. If I’m looking for a System Administrator and your job title has been System Administrator for the past five positions, that sounded promising. But titles can be misleading and in the majority of cases are totally irrelevant. So I want to know exactly what you were doing in as few words as possible.

Having the correct Buzz Words that let me know you know something about what the job deception is asking for is important in making it this far.

But I also want to know: Do you sound like you know what you’re talking about? Did you in some way make a significant impact on something? Did you win an award? Do you have something that makes you look better than everyone else? And maybe most importantly, do you make a compelling case for how awesome you are?

And now we’re down to 10. Congratulations. You’re one of the lucky winners who are getting a call to talk about this job.

Don’t break the bank celebrating yet, though. The finish line is still a long way away.

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