Even when a company isn’t hiring, the informational interview can still be a great opportunity for candidates to create meaningful relationships within target organizations. LinkedIn is a great tool for finding connections within your network through which to request these informational discussions. The key to using informational interviews effectively in a job search is advance preparation.
Informational interviews are, by nature, informal. It’s a nice touch to offer to meet outside the office and buy a cup of coffee or lunch for the decision maker who is giving you his or her time. As a job seeker you should not make the mistake of thinking that this more informal meeting requires any less preparation than a formal job interview.
Their purpose is twofold- the first, as the name implies, is to gather more information about a company that you are interested in working for. The second, far more subtle, purpose, is to create a connection that will allow you to showcase your value to an organization in a less traditional setting. Thus, preparation is key. It’s critical to research the organization, and indeed the individual, that you desire to meet; ideally before requesting their time, so that you are prepared to clearly and knowledgeably exchange information during what is likely to be a brief meeting.
Preparing an agenda for the interview shows the manager that you respect the time they have allotted for you and that you have a clear focus. The questions that you ask should reflect that you have done research on the challenges currently facing the organization and that you have an understanding of what you can contribute to solutions. Never ask a question during an interview- any interview- that you could have answered with a Google search ahead of time. This level of preparation, respect, focus, and interest in the needs of the organization will ensure that you create an outstanding impression.
An informational interview should never be an obvious plea for a job. If conducted properly, the interview will focus completely upon the organization, and the manager you’re speaking with. If you do proper research beforehand and ask the right questions, you will come away with some great new information. Your opportunity to shine even further will be in the follow up. Of course, you should always express your gratitude for the opportunity to meet, and send a note of thanks.
It is through proper follow-up that an informational interview’s value for both participants becomes apparent. Once you have gathered your information, what you do with it creates your opportunity. Use the knowledge you gained to do still more research on the company, industry, and competitors. Then you can follow up with and reach out to the manager by summarizing relevant articles, presenting solutions that you have formulated, and any relevant research that may be of value to them. This type of continuous follow up creates an impression of you as a self-motivated, forward thinking problem solver, and when you are on target with your observations and suggestions, you will have established yourself as a resource they will value.
When they do have or hear of an opening or a vacancy that you can fill, you will be positioned properly to seize the opportunity. Keep in mind that even if the informational interview doesn’t lead to a more formal interview and then job offer, at the very least you will have extended your network, increased your visibility, helped develop your personal brand, and expanded your knowledge base.
An informational interview is always a winning opportunity with the right level of preparation and execution.
Wednesday, April 29, 2009
Tuesday, April 28, 2009
Seven Ways to Stay Motivated During a Job Search
"Success is what happens when preparation meets opportunity"- Seneca
For many people, one of the toughest things about finding themselves unemployed is staying positive and focused during the job search. It's all too common to spend several weeks dealing with the emotional impact of the loss of a job, only to fall into a pattern of depression and inertia that is difficult to break free of. Remaining enthusiastically and confidently motivated during your job search can be challenging at times, but it can make all the difference in the world when you are meeting with a potential employer.
There are several strategies that I endorse for job seekers.
1. Approach your job search as you would a project at work. Identify your goals, potential problems, and target completion date. Sketch out a plan of action.
2. Maintain a routine consistent with your working day. Make yourself a schedule, with goals for each day related to your job search, and force yourself to stick to it. An example would be a goal of identifying and researching two potential employers and making three phone calls per day, and attending two networking events per week.
3. Get out of the house. Go to the library, local resource center for job seekers, or coffee shop. Join local professional organizations, and attend workshops, employment fairs, and classes for job seekers. Be visible!
4. Get organized! Use a system that makes sense to you to track and record the efforts you are making in your job search. Keep notes on: which jobs you are interested in; research you do on potential employers; which positions you've applied for; events you attend; contacts you make; copies of cover letters and Thank You notes you send; and most important- write down your plans to follow up. A master calendar where you can jot reminders, events, appointments and interviews is crucial! These notes are also valuable because they will help you see patterns emerging so you can change your tactics as necessary.
5. Just because you aren't drawing a paycheck doesn't mean you can't use your skills. Volunteer your professional services in your community; organize your own local networking organization for professionals in your industry; write a White Paper; or start a professionally relevant blog. By staying attuned to trends and challenges in your field, you remain relevant.
6. Be accountable. Share your goals and timeline with someone- perhaps another job seeker- and ask them to help you stick to your plan. Return the favor. Knowing that you will have to check in to report your progress regularly will help you find that extra motivation when you need it most.
7. Finally, find and utilize healthy methods of dealing with stress. Practice positive thinking. Exercise, journaling, volunteering, talking to friends, prayer, or meditation- all are good stress relievers and can help you maintain perspective and stay focused.
For many people, one of the toughest things about finding themselves unemployed is staying positive and focused during the job search. It's all too common to spend several weeks dealing with the emotional impact of the loss of a job, only to fall into a pattern of depression and inertia that is difficult to break free of. Remaining enthusiastically and confidently motivated during your job search can be challenging at times, but it can make all the difference in the world when you are meeting with a potential employer.
There are several strategies that I endorse for job seekers.
1. Approach your job search as you would a project at work. Identify your goals, potential problems, and target completion date. Sketch out a plan of action.
2. Maintain a routine consistent with your working day. Make yourself a schedule, with goals for each day related to your job search, and force yourself to stick to it. An example would be a goal of identifying and researching two potential employers and making three phone calls per day, and attending two networking events per week.
3. Get out of the house. Go to the library, local resource center for job seekers, or coffee shop. Join local professional organizations, and attend workshops, employment fairs, and classes for job seekers. Be visible!
4. Get organized! Use a system that makes sense to you to track and record the efforts you are making in your job search. Keep notes on: which jobs you are interested in; research you do on potential employers; which positions you've applied for; events you attend; contacts you make; copies of cover letters and Thank You notes you send; and most important- write down your plans to follow up. A master calendar where you can jot reminders, events, appointments and interviews is crucial! These notes are also valuable because they will help you see patterns emerging so you can change your tactics as necessary.
5. Just because you aren't drawing a paycheck doesn't mean you can't use your skills. Volunteer your professional services in your community; organize your own local networking organization for professionals in your industry; write a White Paper; or start a professionally relevant blog. By staying attuned to trends and challenges in your field, you remain relevant.
6. Be accountable. Share your goals and timeline with someone- perhaps another job seeker- and ask them to help you stick to your plan. Return the favor. Knowing that you will have to check in to report your progress regularly will help you find that extra motivation when you need it most.
7. Finally, find and utilize healthy methods of dealing with stress. Practice positive thinking. Exercise, journaling, volunteering, talking to friends, prayer, or meditation- all are good stress relievers and can help you maintain perspective and stay focused.
Friday, April 24, 2009
Working with Recruiting Firms, Part II
**Thanks to Jeff Jefferson of Actum, Inc for this two part guest post about recruiting. Learn more about Jeff and join his network on LinkedIn here.**
The main thing to remember about any recruiting firm is this; they don’t get paid unless they place you, so immediately there is a vested interest in you being a fit for one of the jobs that they are working to fill. In most cases that’s a good thing, but unfortunately, in some cases it is a bad thing. Here is what I mean, if the recruiter doesn’t have the right motivation (i.e., “right candidate, right job, right time”), or the experience, you could end up as a square peg being stuffed into a round hole. There are a percentage of recruiters out there, that are merely playing the numbers game. They are trying to throw spaghetti at the wall and seeing if anything sticks. In a lot of cases recruiters are managed to a weekly quota that measures the number of resumes that they send to a client company and even the number of candidates that they personally interview, regardless of whether or not they have a job for that person. That is where it can be a big waste of time for a job seeker. In most cases though, a seasoned recruiter has both the relationships, and the knowhow to match candidates to appropriate job opportunities quickly, and if not they will be completely up front with you and let you know that. Quality recruiters are also masters of follow up, if they say they will call you, they call you. I have heard all too often stories of candidates interviewing for jobs, and not getting so much as an email from their recruiter to let them know the feedback from the hiring manager. If I had a nickel! Not all hiring managers give the recruiter feedback, but the recruiter should always let the candidate know, even if they themselves have no idea. You deserve a simple email, or call.
Remember those contract jobs that I referenced earlier? Well, recruiters are the only people who are able to help you get those jobs, and in a down economy, that’s not always a bad way to go. There are also a large number of companies who prefer to hire their permanent employees through an initial contract assignment; these are called contract to hire or temp to perm assignments, and the contract terms typically range from 3 to 6 months. I am a fan of these types of placements because both the employer and the employee get an opportunity to make sure it is a good fit. Again, I have heard a lot of horror stories about these types of placements, so you have to make sure that your recruiter is someone you can trust. Some recruiters will tell you it is a contract to hire when it is a contract only, so that is a very appropriate discussion to have in the interview with the client.
Choose your firm carefully.
Its important to work with a firm that is reputable. If you are looking for work, make sure that you ask around and see which firms your co-workers and friends have used in the past that have treated them right, and obviously make sure that you pick an appropriate firm based on your skill set. If you have zero experience working with recruiters and your friends aren’t able to refer you to anyone, you can turn to users groups, or associations for referrals. Recruiting firms will regularly provide sponsorship for these organizations, and their networking events are a great way to get to introduce yourself directly to many recruiters. Most important of all, use your gut when working with a recruiter. If you feel like they have your best interest at heart, and they are following up consistently and providing opportunities, then you can get a lot out of the relationship. My biggest piece of advice is, “don’t knock it till you’ve tried it.” During my career as a recruiter I personally placed hundreds of people, and a 99+% of them were completely happy with the process, and landed great jobs.
The main thing to remember about any recruiting firm is this; they don’t get paid unless they place you, so immediately there is a vested interest in you being a fit for one of the jobs that they are working to fill. In most cases that’s a good thing, but unfortunately, in some cases it is a bad thing. Here is what I mean, if the recruiter doesn’t have the right motivation (i.e., “right candidate, right job, right time”), or the experience, you could end up as a square peg being stuffed into a round hole. There are a percentage of recruiters out there, that are merely playing the numbers game. They are trying to throw spaghetti at the wall and seeing if anything sticks. In a lot of cases recruiters are managed to a weekly quota that measures the number of resumes that they send to a client company and even the number of candidates that they personally interview, regardless of whether or not they have a job for that person. That is where it can be a big waste of time for a job seeker. In most cases though, a seasoned recruiter has both the relationships, and the knowhow to match candidates to appropriate job opportunities quickly, and if not they will be completely up front with you and let you know that. Quality recruiters are also masters of follow up, if they say they will call you, they call you. I have heard all too often stories of candidates interviewing for jobs, and not getting so much as an email from their recruiter to let them know the feedback from the hiring manager. If I had a nickel! Not all hiring managers give the recruiter feedback, but the recruiter should always let the candidate know, even if they themselves have no idea. You deserve a simple email, or call.
Remember those contract jobs that I referenced earlier? Well, recruiters are the only people who are able to help you get those jobs, and in a down economy, that’s not always a bad way to go. There are also a large number of companies who prefer to hire their permanent employees through an initial contract assignment; these are called contract to hire or temp to perm assignments, and the contract terms typically range from 3 to 6 months. I am a fan of these types of placements because both the employer and the employee get an opportunity to make sure it is a good fit. Again, I have heard a lot of horror stories about these types of placements, so you have to make sure that your recruiter is someone you can trust. Some recruiters will tell you it is a contract to hire when it is a contract only, so that is a very appropriate discussion to have in the interview with the client.
Choose your firm carefully.
Its important to work with a firm that is reputable. If you are looking for work, make sure that you ask around and see which firms your co-workers and friends have used in the past that have treated them right, and obviously make sure that you pick an appropriate firm based on your skill set. If you have zero experience working with recruiters and your friends aren’t able to refer you to anyone, you can turn to users groups, or associations for referrals. Recruiting firms will regularly provide sponsorship for these organizations, and their networking events are a great way to get to introduce yourself directly to many recruiters. Most important of all, use your gut when working with a recruiter. If you feel like they have your best interest at heart, and they are following up consistently and providing opportunities, then you can get a lot out of the relationship. My biggest piece of advice is, “don’t knock it till you’ve tried it.” During my career as a recruiter I personally placed hundreds of people, and a 99+% of them were completely happy with the process, and landed great jobs.
Wednesday, April 22, 2009
Tips for Staying Unemployed
With so many experts regurgitating the same career advice, it is enough to make job seekers wonder what on earth they are supposed to do to stand out from the crowd and get hired. After awhile, the advice just becomes noise and nothing sticks. So I’m not here to tell you how to get hired. I am here to tell you how to stay unemployed in your elusive pursuit of a white collar professional career. I have been witness to every scenario I have outlined below (many more times than the opposite) and let me tell you, it works. These memorable tips will keep you from getting the job you deserve.
When you decide a never ending job search is no longer right for you, try the complete opposite of everything you are about to read. You will discover getting hired on your next interview is a pretty good feeling too.
Rule #1: It is all about YOU.
Rule #2: Repeat Rule #1
You’ve heard the old adage that your resume and connections get you the interview, but the interview gets you the job. However, that probably sounds so old school to you.
After all, the hype right now is around social media to build your networks and fast track the whole process. Who needs to worry about preparing for an interview when you have 1,372 followers on Twitter and 500+ connections on LinkedIn? Granted, most of these people you have never spoken to in real life, but hey it’s a numbers game and you feel like you’re winning.
Let’s start with that great resume of yours. More pages the better! Hiring managers love the five-page resume because they have so much extra time on their hands to read through all those bullets. Besides, the magnitude of your experience could never be summarized in one or two pages.
The next step is to blast your resume out to as many job postings as possible (Really, no one else is taking this approach). Maintain your focus as a job seeker, and not as a problem solver. Employers prefer to meet with people who appear desperate for jobs rather than with people who are eager to address their organizations’ needs.
Once your resume gets broadcast on job boards, LinkedIn, and Twitter, third party recruiters will definitely be in touch. They all work feverishly to earn a commission on your placement.
Avoid the sincere and seasoned recruiters (with the placement results to prove it) who actually have a direct relationship with the hiring manager. These are the same recruiters who will follow up with you when they say they will, and who only present candidates who are fit for their client (stay away from them if you want a job!). Instead, use multiple recruiters you don’t know to apply for the same job at a single client. This will endear you to the hiring manager and demonstrate how committed you are to getting the job.
Do not attempt to use your network to schedule informal discussions with decision makers at the organizations for which you are interested. Nobody drinks coffee these days so an informational interview one morning would be of no interest. Steer clear of career support groups that simply use the internet to meet up in person. This type of activity will unfortunately hold you accountable every week to getting hired.
Once you have formal or informal interviews falling into place, there is no need to do any more work. Walk into every interview completely unprepared. Better yet, treat it like a closed book exam. You are simply demonstrating how you would approach working there. Use that ragged old padfolio from your junior year class project to hold an extra copy of your resume and work examples. No need to bring in any notes because, good news, you did not do any research on the organization.
The interview should really be all about you and what the position will bring to your life. Therefore, it is important to focus only on your own needs and what the organization will be able to offer you during the interview. Don't waste your time attempting to problem solve for the company during the interview, after all, you don't know a thing about its corporate culture, the challenges of the business, sources of revenues, or business model. While you probably had ample time to look up all that information on the internet prior to the interview, why would you? There will be plenty of time for you to learn all of that after you're on the payroll.
During the interview, you will likely be asked to talk about your experience and accomplishments and how they have prepared you for the position for which you are interested. You could have documented your own success stories and practiced delivering them in a succinct and meaningful manner for weeks prior to your next interview, but I am sure you had more critical work to do on Facebook editing your status. Instead, feel free to steer the conversation toward your lousy former boss, latest personal problem, or a controversial political gripe. This way, the interviewer gets a taste of the real you - not just the achievements on your resume.
It is important to use as much meaningless jargon as possible during the interview, so as to appear to be extremely articulate. Don't give short, simple answers - give as much detail as possible, no matter how irrelevant. The more YOU talk, the less work it is for the interviewer, and the more intelligent you appear! Don't hesitate to interrupt during questions, for example, "I can see where you're going with that thought, Bob, and here's what I know...." It will also give the hiring manager the opportunity to check his Blackberry messages while you keep talking.
Eliminate wishy washy words like "think" from your interview vocabulary. You should appear supremely confident, even arrogant. Remember - your attitude and demeanor should always communicate the wonder of YOU, leaving no room for doubt in anyone's mind! If the interviewer seems annoyed by this, don't take it personally, after all, they are probably threatened by your obvious superiority.
When asked if you have any questions for the hiring manager, don’t bother asking any questions about the organization’s needs. Instead, ask questions about the company’s benefits, your expected salary, and the size of your new office. In fact, be sure to state your salary demands even before an offer is made. That way, you can jump ahead to getting everything you want.
Being too polite during the interview is another strategy to avoid. For example, opening doors, greeting people warmly, and remembering everyone's names just makes you look like a brownnoser.
Finally, sending a thank you note after the interview is overkill. It has been reported that only five percent of job seekers do so, and the last thing you want to do is stand out.
Keep up the great work!
Brent Peterson
Founder, Interview Angel
www.interviewangel.com
When you decide a never ending job search is no longer right for you, try the complete opposite of everything you are about to read. You will discover getting hired on your next interview is a pretty good feeling too.
Rule #1: It is all about YOU.
Rule #2: Repeat Rule #1
You’ve heard the old adage that your resume and connections get you the interview, but the interview gets you the job. However, that probably sounds so old school to you.
After all, the hype right now is around social media to build your networks and fast track the whole process. Who needs to worry about preparing for an interview when you have 1,372 followers on Twitter and 500+ connections on LinkedIn? Granted, most of these people you have never spoken to in real life, but hey it’s a numbers game and you feel like you’re winning.
Let’s start with that great resume of yours. More pages the better! Hiring managers love the five-page resume because they have so much extra time on their hands to read through all those bullets. Besides, the magnitude of your experience could never be summarized in one or two pages.
The next step is to blast your resume out to as many job postings as possible (Really, no one else is taking this approach). Maintain your focus as a job seeker, and not as a problem solver. Employers prefer to meet with people who appear desperate for jobs rather than with people who are eager to address their organizations’ needs.
Once your resume gets broadcast on job boards, LinkedIn, and Twitter, third party recruiters will definitely be in touch. They all work feverishly to earn a commission on your placement.
Avoid the sincere and seasoned recruiters (with the placement results to prove it) who actually have a direct relationship with the hiring manager. These are the same recruiters who will follow up with you when they say they will, and who only present candidates who are fit for their client (stay away from them if you want a job!). Instead, use multiple recruiters you don’t know to apply for the same job at a single client. This will endear you to the hiring manager and demonstrate how committed you are to getting the job.
Do not attempt to use your network to schedule informal discussions with decision makers at the organizations for which you are interested. Nobody drinks coffee these days so an informational interview one morning would be of no interest. Steer clear of career support groups that simply use the internet to meet up in person. This type of activity will unfortunately hold you accountable every week to getting hired.
Once you have formal or informal interviews falling into place, there is no need to do any more work. Walk into every interview completely unprepared. Better yet, treat it like a closed book exam. You are simply demonstrating how you would approach working there. Use that ragged old padfolio from your junior year class project to hold an extra copy of your resume and work examples. No need to bring in any notes because, good news, you did not do any research on the organization.
The interview should really be all about you and what the position will bring to your life. Therefore, it is important to focus only on your own needs and what the organization will be able to offer you during the interview. Don't waste your time attempting to problem solve for the company during the interview, after all, you don't know a thing about its corporate culture, the challenges of the business, sources of revenues, or business model. While you probably had ample time to look up all that information on the internet prior to the interview, why would you? There will be plenty of time for you to learn all of that after you're on the payroll.
During the interview, you will likely be asked to talk about your experience and accomplishments and how they have prepared you for the position for which you are interested. You could have documented your own success stories and practiced delivering them in a succinct and meaningful manner for weeks prior to your next interview, but I am sure you had more critical work to do on Facebook editing your status. Instead, feel free to steer the conversation toward your lousy former boss, latest personal problem, or a controversial political gripe. This way, the interviewer gets a taste of the real you - not just the achievements on your resume.
It is important to use as much meaningless jargon as possible during the interview, so as to appear to be extremely articulate. Don't give short, simple answers - give as much detail as possible, no matter how irrelevant. The more YOU talk, the less work it is for the interviewer, and the more intelligent you appear! Don't hesitate to interrupt during questions, for example, "I can see where you're going with that thought, Bob, and here's what I know...." It will also give the hiring manager the opportunity to check his Blackberry messages while you keep talking.
Eliminate wishy washy words like "think" from your interview vocabulary. You should appear supremely confident, even arrogant. Remember - your attitude and demeanor should always communicate the wonder of YOU, leaving no room for doubt in anyone's mind! If the interviewer seems annoyed by this, don't take it personally, after all, they are probably threatened by your obvious superiority.
When asked if you have any questions for the hiring manager, don’t bother asking any questions about the organization’s needs. Instead, ask questions about the company’s benefits, your expected salary, and the size of your new office. In fact, be sure to state your salary demands even before an offer is made. That way, you can jump ahead to getting everything you want.
Being too polite during the interview is another strategy to avoid. For example, opening doors, greeting people warmly, and remembering everyone's names just makes you look like a brownnoser.
Finally, sending a thank you note after the interview is overkill. It has been reported that only five percent of job seekers do so, and the last thing you want to do is stand out.
Keep up the great work!
Brent Peterson
Founder, Interview Angel
www.interviewangel.com
Monday, April 20, 2009
Does your online persona work against your career goals?
If you have been reading my blog for awhile, by now you know that I encourage you to thoroughly prepare yourself for interview situations in several ways, including research, review, and taking appropriate action to communicate your value to employers.
While these are extremely important and can either make or break your chances of generating a job offer, the truth is, if you don’t refine and maintain a professional image long before the interview, you may never have the opportunity to walk through that door in the first place. Organizations today have many methods of screening applicants prior to ever contacting them to schedule an interview. One of the easiest and most obvious places for you to begin to control your image is right in front of you- the internet.
If you are using a social networking site like MySpace, Facebook, LinkedIn, ClassMates, or Twitter, or if you have a personal blog, it’s time to go over it with the same fine-toothed comb an employer would. Four out of five organizations now report that they routinely search these sites and Google candidates before contacting them for interviews. In addition, since many employers now monitor employees as well, it's a wise practice to begin policing yourself now- after all, no one wants to get "Dooced"!
During a job search, you have by default become a salesperson, and your product is YOU. You have to develop an internal PR department to monitor that your every action, both online and in person, sends the correct message about your personal brand. It’s easy to unintentionally broadcast inappropriate, overly revealing, or negative messages about yourself on these sites if you fail to consider their value as branding tools. There is nothing professional about posting photos of your night life, vulgar language, or comments that reflect any potentially controversial beliefs or associations on these publicly accessible pages.
And remember- just because you may not be concerned about this now, doesn't mean it may not be a major problem later in your career. A wise man has said- "Once on the internet, always on the internet" and truer words may never have been spoken. You forever lose control of the material you post, how it is used, and who sees it the moment you hit “enter’, so be judicious. Don’t forget to take the next step and click through to the sites of your online friends that may be linked to your page- they may have posted pictures or comments about you that could be damaging as well.
Beyond content, inferences can be drawn by your use of these sites. Updating all day every day with every minute detail of your life tells an employer something about how productive you’re likely to be. So too does having multiple sites and pages that need attention regularly, or content that is out of sync with the message you’re trying to send professionally. Beware also who and what you are linked to online- having a large number of friends with unsavory profiles, or linking only to celebrity gossip sites, for example, sends a message in and of itself.
Conversely, thoughtful use of the internet- having a large and relevant professional network and a businesslike, unique and thoughtful blog or website with a dedicated following, can be quite attractive to an employer. Your personal brand is made up not only of your accomplishments, but also of every single person, group, image, comment, and site you allow yourself to be associated with. Choose wisely.
While these are extremely important and can either make or break your chances of generating a job offer, the truth is, if you don’t refine and maintain a professional image long before the interview, you may never have the opportunity to walk through that door in the first place. Organizations today have many methods of screening applicants prior to ever contacting them to schedule an interview. One of the easiest and most obvious places for you to begin to control your image is right in front of you- the internet.
If you are using a social networking site like MySpace, Facebook, LinkedIn, ClassMates, or Twitter, or if you have a personal blog, it’s time to go over it with the same fine-toothed comb an employer would. Four out of five organizations now report that they routinely search these sites and Google candidates before contacting them for interviews. In addition, since many employers now monitor employees as well, it's a wise practice to begin policing yourself now- after all, no one wants to get "Dooced"!
During a job search, you have by default become a salesperson, and your product is YOU. You have to develop an internal PR department to monitor that your every action, both online and in person, sends the correct message about your personal brand. It’s easy to unintentionally broadcast inappropriate, overly revealing, or negative messages about yourself on these sites if you fail to consider their value as branding tools. There is nothing professional about posting photos of your night life, vulgar language, or comments that reflect any potentially controversial beliefs or associations on these publicly accessible pages.
And remember- just because you may not be concerned about this now, doesn't mean it may not be a major problem later in your career. A wise man has said- "Once on the internet, always on the internet" and truer words may never have been spoken. You forever lose control of the material you post, how it is used, and who sees it the moment you hit “enter’, so be judicious. Don’t forget to take the next step and click through to the sites of your online friends that may be linked to your page- they may have posted pictures or comments about you that could be damaging as well.
Beyond content, inferences can be drawn by your use of these sites. Updating all day every day with every minute detail of your life tells an employer something about how productive you’re likely to be. So too does having multiple sites and pages that need attention regularly, or content that is out of sync with the message you’re trying to send professionally. Beware also who and what you are linked to online- having a large number of friends with unsavory profiles, or linking only to celebrity gossip sites, for example, sends a message in and of itself.
Conversely, thoughtful use of the internet- having a large and relevant professional network and a businesslike, unique and thoughtful blog or website with a dedicated following, can be quite attractive to an employer. Your personal brand is made up not only of your accomplishments, but also of every single person, group, image, comment, and site you allow yourself to be associated with. Choose wisely.
Thursday, April 16, 2009
Effective Networking 101
How to Effectively Incorporate Networking Into Your Job Search
There are no rules, when it comes to networking
o Forget the old saying; it is who you know, but it is also what you know. Make sure you’re downloading your skills to the right people.
o There is no bad time to network. Grocery store, Starbucks, birthday parties, etc…
o Develop a mini-network of networkers. Meaning, solicit others share your cause and your objective.
"Sir, please step away from the computer"
o Look for face-to-face networking opportunities; you can build relationships through your computer, but not with your computer.
o Make sure you’re attending multiple (and different) networking events each week, and month
o Rule of thumb, if you recognize more than 5-10 people in the audience, it’s time to RSVP to a new event.
Identify what your trying to achieve through networking
o In this case, it’s looking for a job
o Target companies, staffing firms or positions that you’re interested in
o Attend events that maybe sponsored by these “targeted” companies. Develop a networking “buddy”
o Develop your 15 second elevator—focus on more on strengths, less on skill set and industry
Ask the Question
o If you don’t ask questions, you’ll never know the answer
o Identify the “give and take” moment: Be prepared to listen and offer to help others, but don’t forget to ask for assistance, a contact or follow-up meeting
Follow-Up and Deliver
o Follow-up is the hardest (and most often neglected) part of networking.
o If you offered to do something for someone else, don’t forget to deliver!
o Use social media tools to keep in touch, ask for a follow-up meeting (one on one), and send a thank you email
o Most important, do not stop developing your network. Continuously prioritize networking on your “to-do” list
This guest post was graciously provided by Jill Lemon, Career Consultant with Momentum Resources, Inc. Thank you for sharing this valuable information, Jill!
There are no rules, when it comes to networking
o Forget the old saying; it is who you know, but it is also what you know. Make sure you’re downloading your skills to the right people.
o There is no bad time to network. Grocery store, Starbucks, birthday parties, etc…
o Develop a mini-network of networkers. Meaning, solicit others share your cause and your objective.
"Sir, please step away from the computer"
o Look for face-to-face networking opportunities; you can build relationships through your computer, but not with your computer.
o Make sure you’re attending multiple (and different) networking events each week, and month
o Rule of thumb, if you recognize more than 5-10 people in the audience, it’s time to RSVP to a new event.
Identify what your trying to achieve through networking
o In this case, it’s looking for a job
o Target companies, staffing firms or positions that you’re interested in
o Attend events that maybe sponsored by these “targeted” companies. Develop a networking “buddy”
o Develop your 15 second elevator—focus on more on strengths, less on skill set and industry
Ask the Question
o If you don’t ask questions, you’ll never know the answer
o Identify the “give and take” moment: Be prepared to listen and offer to help others, but don’t forget to ask for assistance, a contact or follow-up meeting
Follow-Up and Deliver
o Follow-up is the hardest (and most often neglected) part of networking.
o If you offered to do something for someone else, don’t forget to deliver!
o Use social media tools to keep in touch, ask for a follow-up meeting (one on one), and send a thank you email
o Most important, do not stop developing your network. Continuously prioritize networking on your “to-do” list
This guest post was graciously provided by Jill Lemon, Career Consultant with Momentum Resources, Inc. Thank you for sharing this valuable information, Jill!
Wednesday, April 15, 2009
Taking the Mystery Out of Working With Recruiters, Part 1
***Jeff Jefferson, founder of Actum, Inc, located in Richmond, Virginia, has graciously provided this content to the Interview Angel blog. Thank you, Jeff!!**
The Role of the Recruiter-
Two things to remember about recruiters, 1. they are in the business of building relationships directly with the people who do the hiring, and 2. there are a lot of them out there. Companies are increasingly “outsourcing” non-revenue producing activities, and recruiting is one of those activities, so my point is this, recruiters aren’t going anywhere, and they can and should be part of your job search. Also, there are a large percentage of permanent job openings that never get advertised, and an even larger number that are contract or contract to hire only openings (more on that later). Recruiters are your only option for getting those jobs, and they can be great jobs with great employers.
Let me pull back the curtain on the types of recruiting firms.
Having worked at one of the largest recruiting firms in the country, and then starting one from the ground up, I feel pretty confident that I know how a vast majority of recruiting firms operate. There are really 4 types of firms for most purposes. The Big Boy, the multi-national, multi-vertical mammoth staffing company is the first type. This type of company is on many of the “vendor lists” for the large companies, and may or may not have small and medium sized clients. They may have dozens of recruiters sitting in your town, and a lot of them are not very far removed from college. Think “Boiler Room” meets a J-Crew add. This type of firm will almost always operate with a separation of duties, meaning that one person at the firm is the recruiter, who interfaces with you the candidate, and there is another person who interacts with the client and that person is called the Account Manager, or Sales Executive, etc… When working with the Big Boy, make sure you are aware of your specific recruiter’s skill level, as they will typically have very high turnover and hire a lot of greenhorns. The advantage of working with the Big Boy is their coverage. If you get with a good recruiter, they have a very broad view of the local employment market, and may be able to market you to many companies, increasing your odds, if you get with a bad one, it’s a crap shoot.
Next you have the Disadvantaged vendor. These are the firms that are designated as either women or minority owned and they are highly sought after by larger employers through their diversity supplier programs, so they are on all the vendor lists. They will range in size and makeup; they may resemble the Big Boy, however, they may not even have a representative in your town. If they have a local presence, the standard rules apply when working with them, if you get a call from their recruiter across the country, or even across the globe, all bets are off.
Next is the Regional Player, they are a lot like the Big Boy, but will typically do a lot of business with small and medium sized businesses. The large employers know who they are, but haven’t added them to the “vendor list” because they aren’t a national vendor or aren’t a Disadvantaged business. However, they will still work with the large employer as a “sub-vendor” through the Big Boy, or the Disadvantaged firms. They will typically have a good relationship with the person doing the hiring especially if they are working through the non-local Disadvantaged guys. Their recruiters will more than not, know a good bit about the specific jobs, and should be able to have an appropriate conversation with you about your background. The advantage with the Regional Player, is that their real target market is typically the small and medium sized employers, and right now in our current economic and employment situation, these are the companies that are doing the lion-share of the hiring.
Last but not least is the Boutique Firm, which is the small specialty or niche provider. This provider may separate duties, but more than not, these guys run a “full desk”. That means that the same person that is recruiting is also courting the local businesses for opportunities. These guys will typically only recruit for specific skill sets or technical expertise, and they will have very specific clients. They will know their clients well, and you will find that they will typically be versed in your area of expertise, because that is all they do. If you end up on the phone or in the office of one of these recruiters, its for a reason, they probably have a job for you. The only catch with these guys is, size; they may only fill one or two positions per month, so relationship and timing are key when dealing with the Boutique.
Read about how to work effectively with recruiters in Part II.
About the author:
Jeff Jefferson has successfully helped to grow multiple staffing and recruiting companies into industry leaders in their respective markets. Throughout his career he has focused on only two things, his clients, and his contractors. Check out his linkedin page at www.linkedin.com/in/jeffjefferson, and you will find numerous recommendations from both. While building his “book of business” Jeff has always taken the mindset that if you focus on solving your customers’ problems by providing the most qualified candidates possible for their hiring needs, you will be successful in the staffing business. The beauty of that mindset is that most people in the business do not share the sentiment, and it has helped to make Jeff one of the most successful staffing executives in the business.
The Role of the Recruiter-
Two things to remember about recruiters, 1. they are in the business of building relationships directly with the people who do the hiring, and 2. there are a lot of them out there. Companies are increasingly “outsourcing” non-revenue producing activities, and recruiting is one of those activities, so my point is this, recruiters aren’t going anywhere, and they can and should be part of your job search. Also, there are a large percentage of permanent job openings that never get advertised, and an even larger number that are contract or contract to hire only openings (more on that later). Recruiters are your only option for getting those jobs, and they can be great jobs with great employers.
Let me pull back the curtain on the types of recruiting firms.
Having worked at one of the largest recruiting firms in the country, and then starting one from the ground up, I feel pretty confident that I know how a vast majority of recruiting firms operate. There are really 4 types of firms for most purposes. The Big Boy, the multi-national, multi-vertical mammoth staffing company is the first type. This type of company is on many of the “vendor lists” for the large companies, and may or may not have small and medium sized clients. They may have dozens of recruiters sitting in your town, and a lot of them are not very far removed from college. Think “Boiler Room” meets a J-Crew add. This type of firm will almost always operate with a separation of duties, meaning that one person at the firm is the recruiter, who interfaces with you the candidate, and there is another person who interacts with the client and that person is called the Account Manager, or Sales Executive, etc… When working with the Big Boy, make sure you are aware of your specific recruiter’s skill level, as they will typically have very high turnover and hire a lot of greenhorns. The advantage of working with the Big Boy is their coverage. If you get with a good recruiter, they have a very broad view of the local employment market, and may be able to market you to many companies, increasing your odds, if you get with a bad one, it’s a crap shoot.
Next you have the Disadvantaged vendor. These are the firms that are designated as either women or minority owned and they are highly sought after by larger employers through their diversity supplier programs, so they are on all the vendor lists. They will range in size and makeup; they may resemble the Big Boy, however, they may not even have a representative in your town. If they have a local presence, the standard rules apply when working with them, if you get a call from their recruiter across the country, or even across the globe, all bets are off.
Next is the Regional Player, they are a lot like the Big Boy, but will typically do a lot of business with small and medium sized businesses. The large employers know who they are, but haven’t added them to the “vendor list” because they aren’t a national vendor or aren’t a Disadvantaged business. However, they will still work with the large employer as a “sub-vendor” through the Big Boy, or the Disadvantaged firms. They will typically have a good relationship with the person doing the hiring especially if they are working through the non-local Disadvantaged guys. Their recruiters will more than not, know a good bit about the specific jobs, and should be able to have an appropriate conversation with you about your background. The advantage with the Regional Player, is that their real target market is typically the small and medium sized employers, and right now in our current economic and employment situation, these are the companies that are doing the lion-share of the hiring.
Last but not least is the Boutique Firm, which is the small specialty or niche provider. This provider may separate duties, but more than not, these guys run a “full desk”. That means that the same person that is recruiting is also courting the local businesses for opportunities. These guys will typically only recruit for specific skill sets or technical expertise, and they will have very specific clients. They will know their clients well, and you will find that they will typically be versed in your area of expertise, because that is all they do. If you end up on the phone or in the office of one of these recruiters, its for a reason, they probably have a job for you. The only catch with these guys is, size; they may only fill one or two positions per month, so relationship and timing are key when dealing with the Boutique.
Read about how to work effectively with recruiters in Part II.
About the author:
Jeff Jefferson has successfully helped to grow multiple staffing and recruiting companies into industry leaders in their respective markets. Throughout his career he has focused on only two things, his clients, and his contractors. Check out his linkedin page at www.linkedin.com/in/jeffjefferson, and you will find numerous recommendations from both. While building his “book of business” Jeff has always taken the mindset that if you focus on solving your customers’ problems by providing the most qualified candidates possible for their hiring needs, you will be successful in the staffing business. The beauty of that mindset is that most people in the business do not share the sentiment, and it has helped to make Jeff one of the most successful staffing executives in the business.
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