Make it Easier for Them to Hire You

Heads up, job-seekers! It appears that hiring is on the increase. We're not promising anything, mind you, but here's what you really need to know:

You have to make it easier for those in H.R. and recruiting. Here's a list of Don'ts:

*Don't be coy and send a recruiter a message that you might want to "take a look around"; you're either motivated to make a change or you're not and when we're busy, we don't have time to help you figure that out. So we go with the talent who's persuaded us that they're ready, willing and able to present themselves professionally.

*Don't ask to "get together to talk about my future". A career coach is the path you need if you want to talk about it. Recruiters and human resources pros are looking for very specific skills, backgrounds, and education to fill positions with narrow requirements.

*Don't label your resume "resume". Make sure it has your name on it. Most of us are deluged with job-seekers and it's easier to find you digitally than it was in the old paper system, but this recession has everyone strained for resources when we're receiving hundreds of inquiries every week.

*Don't wander into the job hunt without the necessary tools. As with everything else in life, you'll get out of it what you put into it. Here are a couple of resources: bi-weekly e-newsletter at www.asktheheadhunter.com (free) and our career portal, www.mylandajob.com, also free.

silver lining?

For so long in the advertising and marketing business, it seemed that employees' skill sets became narrower and narrower. I'll always remember the first British designer I interviewed. His portfolio was a mix of the usual ads, identity/logos, etc. and then! wallpaper design and textile pieces and more! He had worked as a graphic designer, a product designer, and gasp! a sales professional (of the product line he had developed).

And, oh boy, did he have a tough time finding his next job. All the employers he met in our market wanted to see something more traditional, more narrow. There was a pattern then of becoming more specialized, within any discipline, to improve ones' upward mobility, hireability, compensation, etc.

This recession seems to have changed that somewhat. A generalist who can adapt to change quickly and maintain a good attitude is looking better to many employers: http://www.workforce.com/section/recruiting-staffing/feature/multiskilled-employees-sought-versatility-becomes-a/index.html

And that British designer I was so impressed with? He did stay in KC (yay!), had a good job in product development for a long time, and now is very busy with his independent design work.

Going Clubbing

It makes my heart beat a little faster. Well, it certainly made me smile. One of my favorite candidates returned my call this afternoon, apologizing for the delay (we have a temporary opportunity for him!). He said he'd been at two different job clubs today and was "going clubbing" again tonight.

Everyone says that networking is THE way to find that next job and there's no more focused way to network for a new job than at a job club. Most jobseekers, sadly, say things like "pffft" when we mention it. There's a great list available for metro Kansas Citians here (http://www.jccc.edu/home/depts.php/S00011/site/JobClubs) thanks to Johnson County Community College and you can easily find them in your community, too. You may have to try more than a few before you find one that fits your needs best; smart jobseekers are regularly attending more than one.

The fellow I mentioned? He sounds more confident and that's priceless!

Telling the Truth

I just read a post from a recruiter about this subject and it's worth repeating: Human Resource departments and recruiters need to tell job-seekers the truth. About their standing and their chances at any given job. We live and work in a nice town. A really nice, civilized, put your blinker on before you change lanes kind of place.

And the problem with that, at times, is that hiring managers won't always tell you the harsh truth. Kathryn, our senior recruiter, has dubbed it killing them with encouragement. Too often we hear "I had an interview with _______ and they said they would get back to me. But I haven't been able to get anyone on the phone in the (gasp) months since." Yes, we're all sitting amid stacks or bits/bytes of resumes, but we need to do a better job of responding to people who are interested in employment with our companies.

We pledge to provide feedback as soon as we get it -- the waiting is no fun -- and to offer advice, when asked, about any part of the job hunting process.

Why you need to use a recruiter

A major employer in our industry (but not in our city, so don't try to figure it out) made an offer to a candidate with sterling web/interactive/social media experience for a VP position. From the start, the employer said "No problem, we'll pay your relocation costs." Then, oops ... we meant we'll pay $3,500. After a lot of negotiation , the employee and employer agreed on a more equitable, but not full, relocation package. And then the official offer letter arrived. The position was listed as "Manager". You won't be surprised to hear that the jobseeker said no thanks. But you might be surprised that the employer kept trying for an acceptance from the candidate for another few weeks.

All in all, the employer spent more than 4 months wooing, then screwing, this candidate. The short-term costs (all the company's effort and time and trips for visits, etc.) are one thing ... the long-term cost to their reputation is incalculable. A good recruiter can either manage the process more effectively or stop it, when either party is unreasonable.