Posts tagged: recruiters

Why Grit, Not IQ, Predicts Success

I wish someone had told me this when I was in middle/high school.

I am thinking of two mid-30′s business leaders.

One went to Yale and had a lot of advantages in life. He’s good looking in an Abercrombie kind of way, soccer star… you know the type. The other is also good looking (by that same standard) and athletic. He has a degree from a state school. His parents are teachers.

If IQ or ‘what college you attended’ or grade point average were the measures of success – the Yalie should win. But  something else is really at the heart of  business ‘success’ and it relates to:

– whether you see obstacles as opportunities or things that slow you down.

One way to to learn about obstacles as opportunities — is to grow up WITHOUT advantages. This builds grit and grit builds success. I wrote a post a few year back about people who failed time and again. Michael Jordan and Ulysses S. Grant. I had a college professor tell me I’d never graduate from college. Haha. I showed him.

Bottom line is — if you think that people who went to Ivy League schools are automatically successful, I ask you to think again.

As a country, we are suffering from ‘elitism fever’ (we think we’re better than others) – but deep in our hearts we know – the American spirit is grounded in pure grit. So next time you go to hire someone, why not ask… what obstacles have you overcome to be here? That might tell you everything you need to know.

Image credit: Elia Locardi

The Most Important LinkedIn Page You’ve Never Seen…

July 2006 Scavenger Hunt"most exotic animal for your location"Happy FIRST Birthday Tai Shan, Born July 9, 2005 Tai Shan Holds Zoo's Hopes, Public's HeartStaff Birthday Wish: Longer Stay for Cub, 1By Karlyn Barke...

LinkedIn (LI) is my favorite social site. Why? Because they built a ‘professional’ social site that truly adds value.

Initially, LI gave users something valuable.. an electronic Rolodex. The site helped us understand to increase the value of our already valuable connections (and gave us tools to use them more effectively). In my recent post, ‘Because Every Job is Temporary…” I discussed the fact that we all need to be looking for work — all the time. Therefore, building a network, helping others and keeping our skills up to date are critical.

Then they made it problematic for people to ‘spam’– if you said you didn’t know someone… they got bounced from LinkedIn temporarily. When they said they valued our privacy, they meant it (unlike some others…)

Once they gave us this tool (for free), they then helped us to build connections across industries, interests, commonality — with groups etc.

So, what’s this page I’ve never seen? It’s called Talent Solutions and it is part of the LinkedIn Recruiter offering which is only visible to companies that pay to use the sourcing and hiring tools. Recruiters can see all your information, but you can’t see them. Think no one is watching you? Think again. If you are actively adding to your skills, building your connections, interacting with people and posting your blog/slideshare/other content regularly, then you are the kind of candidate many recruiters are looking for.  The real reason you should care about LinkedIn… explains more.

Like the Panda in the picture… you have to work for your food, even if the tree is right in front of you.

Photo Credit: Tai Shan, National Zoo Panda dbking

Tweet That Job: Recruiters Love Twitter, Do You?

If you are a job hunter and you are not using twitter, perhaps you want to think again. Why? Check out this article, Top 5 Twitter Apps for Recruiters.  If you’re one of those people who still thinks twitter is stupid, then skip this post. If your mind is open, keep reading.

If recruiters need automated tools to help them post their jobs to twitter… then it must be worth checking out.

Let’s run through a few of the reasons WHY recruiters use twitter:

  1. It’s free
  2. It’s easy
  3. It has broad reach
  4. It separates out the ‘dinosaurs’ from the people who get it

I hear this from some job seekers.. ‘but I have all this experience… they should want to hire me for that, not for whether it tweet or not.”

This is true… you do have excellent experience… but so do lots of other people. And those people have updated their skills, are engaged with the world and want to be connected and learn new things. Argue with me all you want. It doesn’t change the facts.

My friend Charlene Kingston has an fantastic eBook to help you get started. Twitter for Beginners. She also has awesome tools, eBooks and online sessions for small business people. Check it out. She rocks.

The “Skate to Where the Puck’s Going To Be” Career Management Philosophy

Recently I came across an article titled, “7 Jobs You Never Heard of and Why They’re Awesome,” e.g. futurist, greensman (not keeping the putting green nice..) and parabolic expert. Do you think these sounds silly? Think again.

It might seem odd to remember elevator or telephone operators, but what about travel agents, department store clerks (try to find one these days) or assembly line workers. Ten years ago a fair number of people held these jobs.

Today a lot of people have titles that didn’t exist 10 years ago, e.g. Director of Inbound Marketing, Content Marketer, Java Developer, .net Developer or Internet Security expert, etc.. If you believe what Wayne Gretsky (aka the great one… hockey player) said, “Skate to where the puck’s going to be, not to where it has been…” and apply that to your career,  it’s possible that your next job could be something you’ve never even heard of.

If you were born after 1980… it’s very likely you will have a job that hasn’t even been invented yet (not to mention being actively engaged in creating new companies.)

When I speak to educators I remind them that it is their responsibility… along with business leaders… to find out what skills will be needed and to start today to create programs to prepare our future employees. And this is not just for young people! Boomers and Gen Xer’s need to change too.

Because if we, as Americans, don’t figure this out…someone else in the world will and if we think the economy is ugly now…

This is not the ‘responsibility’ of politicians and/or ‘someone else’. Each of us must be prepared. Consider the shark or crocodile– they’ve been around a long time while many other creatures have become extinct. Adapt or die.

Image credit:  Oldster’s view

Guerrilla Hiring (Not Hiring Guerillas)

I often talk with job hunters, HR folks and recruiters about how hiring continues to evolve; think mobile/social recruiting.

When I read this post about a woman who recently applied to,  interviewed for and landed a job in less than a week; I was amazed (job on east coast and she lived on the west coast!)

Here’s her story…

“So, on a fluke, I emailed them my resume. By the next afternoon, I had already done a Skype™ interview with HR and they assigned me a project so they could see my work. I emailed my project, they loved it and offered me a job. I was on an airplane that Sunday and started work on Monday!” What’s on Karen’s Plate

Let’s examine this. She…

1) Wasn’t even looking for a job., she ‘stumbled’ across this posting and decided it was her dream job

2) Sent a resume and someone actually looked at it (wow)

3) Interviewed via Skype™  (candidate and hiring manager actually saw each other, felt the mutual energy, etc.)

4) Completed an assignment (wow again). (So this means that the company actually knew enough about the job to have an assignment that an interviewee could complete and then they made it easy for her to submit it.)

5) Evaluated the organization – I wonder what they did to help her understand their culture? (Made interviewing completely painless!)

Of course all interviews can’t happen like this but imagine streamlining the process to even vaguely resemble something like this. What if you Skype interviewed several candidates? If they don’t know how to use Skype — do you want to hire them? and… can you use Skype?

As a hiring manager, do you have an ‘assignment’ for your short list of candidates?

As someone how waited months for a job to — ‘get approved’, ‘open up’, have a new ‘description/classification written’, etc., this whole thing blows me away. In a good way!

Image credit: Philhill.net

 

6 seconds = How Long Your Resume Gets Looked At…

Have you ever been on the hiring side of a resume? It’s not fun.

You often feel like this guy. Overwhelmed by ‘paper’ and buzzwords that don’t tell you anything.

Before you spend more time and get more opinions about your resume, check out this article, “How Recruiters See Your Resume…” Take a look at the heat map associated with this article.

It tells us that the more structured your resume, the easier it is for those 6 seconds to be productive and get you into the consideration pile vs. the no way pile.

The goal of the resume is to… wait for it… get you an interview! Be sure to think of it that way. It’s not to document your entire work history.

By the way, how’s your Linked In profile? Do you have 300 connections? Do you belong to several groups? Have you uploaded your PowerPoint presentations? Do you answer questions? Make sure you include a live link to your Linked In profile from your resume.

Now go forth and streamline that resume!

Image credit: Career Insider

Go Ask Alice – She Followed Directions…

The world of marketing is full of musts.  You must tell the story, you must use a powerful image, blah, blah, blah.

Well, one must that many people ignore is the ‘CALL TO ACTION’. Yes, that’s right. Once a customer comes to your website, store, whatever… you need to tell them what you want them to do. Sounds pushy, maybe… but any good sales person will tell you that asking for the business is one of the most important parts of closing the sale.

Typical resumes do not include a call to action but why not? Do we make it a ‘no-brainer’ for someone to contact us, either by email or by phone? Do you put a QR code on your resume that leads to your website, blog, or a video of you describing your fabulous skills? Is your email link live? Are each of your company/organization links live?

Here’s a very cool article on 10 effective ways to build web-based  ‘calls to action’ that can really make a difference.

Remember, don’t try harder, try different. Make your resume stand out.You can do it.

photo credit: Web Design tuts+

Pay Me To Interview, Pay Me to Work.

Oh my but the world of job search is changing in so many ways, I feel like my head is going to explode.  This article, “How Real Time Web Changes Job Search,”is jammed full of ideas, websites and concepts relating to job search.

If you are in HR or looking for work; you need to read this article. Here are just few of the highlights:

- On Twitter alone “more than a million tweets about job openings go out every month from 6,000+ employers and 7,700+ job channels via TweetMyJOBS.com

- The traditional job board is disappearing and being replaced by ‘direct sourcing’ which is when hiring decision-makers “identify, reach out to, engage, and convert” only the highly desirable candidates. Passive candidates become the new gold. The better your digital footprint, the easier you’ll be to find.

- Job sites are adding “Who do I know”? buttons to their sites so you can see who you know at a company without going to Linked In.

And one of my favorites… Paid Interviews.com. It actually pays candidates when they successfully interview (read: get hired) and has a virtual water cooler feature which is “a place for candidates to talk about their past employment experiences, it’s like Amazon product ratings, but for companies. It’s a place where you can get unbiased answers about employers around the world.”

If you’re a company with a lousy culture… the good old days might be evaporating before your very eyes. Between sites like paidinterviews.com and glassdoor.com and social networking; hiding is going to get tougher. Ahhh, transparency. Welcome.

Photo credit: http://itaysworld.com/blog/2009/03/03/funny-money-but-of-the-real-kind/

The Coming Battle for Talented Employees

It may be hard to believe but many Human Resource professionals are gearing up their recruiting efforts. While the economy isn’t exactly humming, the job market is heating up and companies are actively looking for ‘bench strength.’  In a 2010 survey titled, Job Seeker Nation, it was reported that we are rapidly becoming a nation of ‘free agents’ who are continuously alert for opportunities. And by the way, this is a good thing. Try this on for size…

I know keeping up our skills is hard and that trying to make sure we’re networking and connecting is a pain. But consider the alternative. “If you don’t like change, you’re going to like irrelevance even less,” said General Eric Shinseki, Chief of Staff, U. S. Army. He wasn’t referring to the job market but, it does apply.

Each of us needs to be thinking about being a proactive career manager. Are you diligently building your network? Are you getting training? Are you actively discussing key aspects of change in your field?  Do you read blogs that are relevant to your industry? Are you out of your comfort zone?

I want to be one of those people that companies are willing to fight to recruit. How about you?

Are You CEO Material?

A lot of us think if only I were in charge… things would be different. I’d make this happen; I wouldn’t let that happen. We’re sure we could do better.

But the truth is that if you’ve ever been responsible for the livelihoods of other people, you know that it’s not easy. If you are a thinking, caring individual; carrying the fate of a family’s paycheck in your hands is daunting.

In the world of  CEO’s, certain people immediately come to mind: Bill Gates, Steve Jobs and Warren Buffett.  Do you think they are good or bad CEOs? Well, it’s hard to argue with success but I wonder what really does make a good chief.

So I turn to a man whose opinion I admire, Peter Drucker. Here’s an article he wrote for Harvard Business Review in 2004 titled, “What Makes an Effective Executive.” In it he says that effective leaders follow 8 simple rules; the last of which is “think and say we, not I.”

Here’s another perspective from the researcher Jim Collins, (Good to Great).  “The best CEOs in our research display tremendous ambition for their company combined with the stoic will to do whatever it takes, no matter how brutal (within the bounds of the company’s core values), to make the company great. Yet at the same time they display a remarkable humility about themselves, ascribing much of their own success to luck, discipline and preparation rather than personal genius.”

We get to act as CEO’s of our lives, our families, our careers and perhaps a few other opportunities. Are you confident in your abilities and contribution but humble about how outcomes are achieved? If you are, then maybe the ‘you’ company is on its way to being successful.