Your online image

It's amazing how quickly it's become part of the candidate screening process to do a Google search. It's simply part of the must-do checklist for recruiters and hiring managers.

Online personal and professional image, just like everything else, continues to get more complex. Here are the pieces of the puzzle that we have noted, and we're interested in other aspects that you think are important.

1. Your online profiles. All of your social and professional networking sites (LinkedIn, Facebook, etc.) plus the membership associations on which you've posted profiles. It's easy to lose track, so we recommend keeping a master list and updating all of them when there's a job or career change. We expect that all profiles will tell basically the same story, and it looks less than professional when they don't. If there's a site with an account you don't use anymore, close it.

2. Personal stuff. It's an inherent part of the experience of social sites to share photos and personal artifacts. Since a potential employer can see anything that's public, you can use your privacy settings to keep exposure more exclusive when it's warranted.

3. Expertise and opinions. This is an area where many are currently stumbling. Posting opinions on your own blog, posting on others' blogs, and reviewing books or events are great ways to heighten your online profile and establish your expertise. There are a couple of pitfalls, however. First, take great care that your posts are as well-written and error-free as possible. Do check your spelling, punctuation, and grammar, as others may judge your eligibility for employment based on what you write. Second, be aware of the effect of displays of attitude. It might feel great in the moment to sound off, but a potential employer might draw a conclusion you wouldn't like about your fitness for being part of a team.

Please tell us about other aspects of online image that you think are important or that we might be missing.

The ones that get away

We're involved with uniting people and jobs on a daily basis, and we also hear lots of stories about how employers go about their hiring processes. We recently heard a story that's a good example of how a hire falls apart needlessly in the final stages.

The scenario went like this: Search requirements that were hard to fill; ideal candidate with the desired niche background and stellar references, who really wanted the job; and a good fit between candidate personality and employer culture. 

The problem: The employer failed to find out what was really most important to the candidate until the offer was made. It turned out that the candidate was not primarily motivated by salary, but rather by quality of life issues, including vacation and flex-time. While the candidate was perfectly happy with the salary/bonus offering, the employer was unwilling to match the candidate's desire for vacation to match his current job and professional association expenses.

The outcome: The candidate turned down the offer and decided to continue searching.

The cost to the employer: Thousands of dollars in time and hard costs; the continued vacuum of productivity with an empty chair; and the loss of good will and perception as an employer-of-choice.

What's the potential lesson? Employers, make sure your offers are accepted by using professional search consultants, either internally or externally. The willingness to adapt compensation packages to accommodate the differing needs and desires of potential employees can go a long way to securing (and keeping) exactly the talent you need. If your HR or internal recruiter tells you what the people want, and it's not unreasonable, be willing to provide it! And a good external recruiter or consultant, brought in for even just a part of the process, can ensure a happy ending.

Do you have a story about a candidate that got away or an offer that you amended to get the hire made? Or an offer that you turned down because an employer was unwilling to work with you on some aspect of it? Tell us! We love stories! (Just leave the names out to protect the guilty...)

Counting our blessings

During this Thanksgiving week, we are thankful for many things about how we make our living at LandaJob.

We are thankful for the robust, dynamic advertising and marketing community we serve in this wonderful city.

We are thankful for the elite group of client companies we serve, both large and small. Our clients are smart, capable, and a joy to work with.

And of course we are thankful for the fabulous individuals we get to know in the course of scouting talent. For whatever value we are able to provide them in their job searches, we are grateful.

Last but not least, we're thankful for one another. To be blessed with work that feels meaningful, and to get to do that work with people you care about... Well, that's just the best.

Leaner staff, more work, what to do?

In times like these, our work shifts with the market. 

Many employers who have had to cut staff are faced with needing to produce just as much output as before. Our job becomes to remind them of the benefits of using temporary workers:

1. Just-in-time solutions. A good temp staffing partner (like LandaJob, of course) can get someone plugged in immediately, to keep the overworked team members from leaping off the ledge. Sometimes even the same day! (Example: an in-house agency that needed a proposal proofread overnight -- Done!)

2. Flexibility. The option to use a temp for anywhere from four to forty-plus hours a week. On-site or off-site. Schedule, then cancel, then schedule again. Dictate custom specifications for talent and experience. (Examples: a consulting firm which needed a specialized researcher for a period of weeks, different number of hours each week; a design firm which has pre-selected a mini-roster of graphic designers that fit their needs, using them on as as-needed basis.)

3. Convenience. Make one call (to LandaJob, of course) instead of coordinating everything yourself. We arrange scheduling, screening, follow-ups... everything. (Example: an agency which has a roster of freelancers, but everyone currently busy or not returning calls.)

4. Peace-of-mind. A temp is employed by the staffing firm (LandaJob, of course) and so we take care of paying the employee weekly, plus their payroll taxes and federal withholding, keeping our clients out of IRS difficulties and 1099 headaches. (Example: an in-house creative services team which uses temporary staff seasonally to handle extra workload.)

The smart employers keep their permanent staffs happy with all the resources they need. We're just happy to help.

What are some ways that temporary staff have helped your company?

Need extra $$ for the holidays?

As you can well imagine, we get lots of calls, these days from candidates who are looking for extra work. It's the economy, the holidays right around the corner, and , who knows, boredom. So, we decided to post some opportunities on our website that are not our own search assignments and some aren't even industry-related. Perhaps you will have an interest, or send them on to someone who might.

Go to http://www.landajobnow.com/static/jobListings.html
and scroll to the bottom of the page.

A few words for the job hunt

As much as we can, we try to listen to the experiences of job-seekers. This includes those who are looking by choice (to move up or out, or make a career shift), those who've been laid off, and those who are returning to work (moms, for example). We also talk to hiring managers every day. So, that means we hear a lot of stories, and we have a pretty good view of what seems to be most effective in a job search.

Here are a few of the things we see people do who have the shortest time-to-hire.

1. They hold themselves accountable for making a certain number of fresh contacts every week. Rather than just recycling old contacts, they find ways to make new connections. They mix it up, reaching out to companies they've researched and in which they have an interest, as well as applying for posted positions.

2. They do a really good job of articulating what they can offer to a team. The best ones talk about their value in terms of deliverables, rather than strategy and planning. Employers want to hire people who can get stuff done. They tend to hire people who demonstrate they can walk right in and do that stuff.

3. They get out of the house, or out of the office. Every week they show up someplace where they can meet new people at a meeting or program, or they volunteer for an organization where they'll make new contacts, or they join a special-interest club where they can generate fresh energy.

We admire these successful job-finders, so we thought we'd share these lessons we've learned from them. 

Tell us what advice you might share. What's worked for you? What tips do you have for others?

HOT JOB

One of our agency clients needs:

AE/Coordinator for a temporary assignment. Minimum 1 year agency experience and, natch, flexibility are ideal!

Making a second impression

We're frequently asked advice about what's the best format for a thank-you following an interview. Practices and preferences have changed radically over the past few years, and continue to change. How does a candidate know what to do?

There are still three basic choices: the postal business letter; the hand-written thank-you note (either mailed or hand-delivered); or the email. We know employers who have strong preferences toward one method. Sometimes you can make a phone call to someone within the organization and find out (or you can ask your trusted recruiter). 

Many hiring managers prefer the efficiency and immediacy of the email. But be sure you proofread carefully so that you have a 100% error-free communication.

Then there are those who respond better to the hand-written thank-you note. Works well for candidates who have good (or at least passable) handwriting and who have chosen a professional-looking note card or stationary.

If the job involves business writing of any kind (proposals, plans, newsletters, reports, articles, blog posts, etc.), the traditional business letter still can be very impactful and persuasive, especially if you want to stand out from your competition.

And, don't forget to thank everyone you met, not just the hiring manager. Frequently they'll be asked for their opinion about you.

So, there's no one-size-fits-all answer to the thank-you question. What are your thoughts?

Scholars party!

The Ad Club Foundation will honor the 08/09 scholarship recipients at the Ad Club at 1025 Jefferson on Friday, 10.3, at 5 p.m. Congratulations to the 20 local students who are bravely studying to enter the world of advertising!

To learn more about available scholarships, as well as the Ad Club Foundation, visit: http://www.kcadclub.com/

The Lost Art of the Job Description

Okay, so maybe it was never a found art. But it seems like it's harder to find job descriptions that have all of these three key ingredients:

1. What the job actually consists of. What would this person really be doing in an average week/month?

2. How this function fits into the organization. Who are the other members of the team? How does this team interact with other teams or groups to produce products or services? 

3. What the company or organization provides, and for what customer groups or audiences.

What if employers were to incorporate all of these elements into their descriptions? Would it be easier to find qualified candidates? 

We think probably so. But, we're grateful anyway that they need our help. And sometimes we start with an overhaul of the job description.

Yay! Hallmark!

The ONLY KC based company on this year's "100 Best Companies" list by Working Mother magazine! Makes me wish I'd had children.

Venting? Anonymously?

Just saw the jobvent.com site where disgruntled employees can register their complaints and their kudos -- anonymously -- for all the world to see. Oh boy.

Employers are ranked on criteria such as Pay, Respect, Benefits, Work/Life Balance, Career Potential/Growth, etc. A lot of what I read seemed petty and narrowly focused ("...the worst supervisor EVER", "you have to suck up to the right people") but there were legitimate learnings (as the big boys say) for those employers who are taking the long view and truly see their employees as their biggest asset.

From scores of -8222 to positive scores in the hundreds, it's clear that people would rather pan than praise. At least on this site. I was cheered by the review of one of our local financial services employer which said: "Good company for benefits but they have this Kansas City attitude where they only go by the book." With all of today's financial news, may we hear a round of applause?

Hot Job
Senior Copywriter
Delicious opportunity for a seasoned copywriter with style, insight, experience and proven results to create campaigns encompassing print, direct and broadcast. Ideal candidate will have 5 to 10 years agency experience, backed by a solid book and broadcast reel featuring healthcare or consumer-focused work. Agency has strong leadership and terrific C.D.

Six Degrees of References

Hot Job

Public Relations Senior Account Manager

Develop and manage regional and national media relations programs. Requires strong track record of media relations successes, from strategy through execution, plus some crisis communications background. Must be prepared to handle complex workload while creating breakthrough ideas. Agency experience preferred.

Hot Tip

Your References Can Be Your Most Precious Asset

As competition heats up for some categories of jobs in marketing/communications and sites for resume harvesting become ubiquitous, the references of the job seeker can become his/her best asset.

It's a good idea to protect and maintain your references with your very best efforts.

We suggest you try to keep track of your key former supervisors and co-workers for at least five to seven years past your active association. As your jobs and responsibilities change, you may need to have some new testimonial quotes about different aspects of your experience or contributions. It's always a sad surprise to talk with job candidates who cannot provide contact information for former supervisors. Sometimes that can keep you from delivering a reference that could seal the deal.

Be sure to alert your references when you're getting ready to share their information. These contacts are golden, and you want to keep them in the loop and protect them from being contacted by those companies in whom you are not truly interested.

Many people forget that clients and vendors (current or former) can be extremely effective references. They can speak to your professionalism, knowledge, relationship-building skills, ethics, and much more.

Why not look for creative ways to use quotes from your references? What if they could spice up your cover letter or be used as extra flavor in your resume? We've seen that make the difference in who gets the interview.

And at the end of the process, a stellar reference can make the difference in who gets the offer.

First Post! What took us so long?

Hot Job
Art Director
We are currently seeking a Senior Art Director for a perm position. Our client is an ad agency in Kansas City. Ideal candidates will have a minimum of 5 years of agency experience, will collaborate with account planning and creative teams to develop concepts and execute work that meets objectives and strategies. Having fun most days is a prerequisite. This individual must be a self-starter with proven experience/knowledge of InDesign, Illustrator, Photoshop, Quark and other applicable programs. Must have an excellent portfolio and stellar presentation skills.

Hot Tip
Why Your Best Intentions Go In Their Trash
I read a resume critique today that, alternately, took my breath away and gave me hope. In a season of name-calling, trash-talking political incivility, here’s something you need to know if you’re in a job search:

Only a few, very few, people are going to tell you the truth.

Let’s start with your resume. Does it really make you stand out from the crowd and command the attention of the HR staff and hiring manager? Are you (shudder) using the same templated resume and cover letter for every submission? Does this document, your digital stand-in, represent you and the contributions you could make to a new employer?

Remember that the best resume — not always the best candidate — gets to the next step: an interview.

Don’t attempt to close the deal (get the job) with your cover letter and resume. What you’re after is a face-to-face with people at the employer/company who can begin the exchange of information (your skills and experience with their needs). Take it one thoughtful, well-researched step at a time.