The Perfect Fit

Finally, Unlocking The Secrets To LinkedIn!

I've written about LinkedIn in the past, and discussed what a valuable tool and resource it can be for career growth.  It will only be valuable if proper time is devoted to building, then nurturing one's online Profile and presence.  That can sometimes  be more difficult than you'd think.  LinkedIn is not terribly intuitive, and can sometimes be hard to use and maybe even obtuse. 

I want to thank Nate Kievman and his team for unselfishly conductiong  over 40 hours of research and then sharing it.  They have produced the most complete "Guide to LinkedIn" I've ever seen.  I wanted to share the information as soon as I could!  Learn more about Nate with his LinkedIn Profile!

This post is for you, please comment and suggest additions below. We consider this post to be the Ultimate LinkedIn Resource Guide for Using LinkedIn. This page is the result of more than 40 hours of work from our team here at Linked Strategies, aimed at providing a consolidated resource for anyone needing information about LinkedIn.

LinkedIn is an ever increasing Professional Network. Currently at 135+ Million users (Jan 2012), the platform is used by professionals around the world, including job seekers, human resource departments, sales, business development and professionals of every sort. LinkedIn is one of the world’s most ideal professional business tools online today. The following are resources for everything on LinkedIn you would need for research, resources, “How To’s”, strategies, insights and much more.

Founded

May 5, 2003

Company Overview	LinkedIn is the world’s largest professional network on the Internet with more than 100 million members in over 200 countries and territories. The LinkedIn website launched in 2003 and currently counts executives from all Fortune 500 companies as members.
Mission	Connect the world’s professionals to make them more productive and successful.
Contact Information	LinkedIn’s Phone Number: 650-687-3600 How to reach a live person: Press 1 when recording begins Email: customerservice@linkedin.com Hours of Operation: Mon-Fri: 9am-6pm PST

Company Background (Source: http://press.linkedin.com/about)

• LinkedIn started out in the living room of co-founder Reid Hoffman in 2002.
• The site officially launched on May 5, 2003. At the end of the first month in operation, LinkedIn had a total of 4,500 members in the network.
• As of September 30, 2011, professionals are signing up to join LinkedIn at a rate that is faster than two new members per second.
• The company is publicly held and has a diversified business model with revenues coming from hiring solutions, marketing solutions and premium subscriptions.

LinkedIn Facts (Source: http://press.linkedin.com/about)

• As of November 3, 2011, LinkedIn operates the world’s largest professional network on the Internet with more than 135 million members in over 200 countries and territories.
• Fifty-nine percent of LinkedIn members are currently located outside of the United States.
• There were nearly two billion people searches on LinkedIn in 2010. Based on third quarter 2011 metrics, LinkedIn members are on pace to do more than four billion searches on the LinkedIn platform in 2011.
• Headquartered in Mountain View, Calif., LinkedIn also has U.S. offices in Chicago, New York, Omaha and San Francisco. International LinkedIn offices are located in Amsterdam, Bangalore, Delhi, Dublin, London, Melbourne, Milan, Mumbai, Munich, Paris, São Paulo, Singapore, Stockholm, Sydney, Tokyo and Toronto.
• The company’s management team is comprised of seasoned executives from companies like Yahoo!, Google, Microsoft, TiVo, PayPal and Electronic Arts. The CEO of LinkedIn is Jeff Weiner.
• LinkedIn is currently available in fourteen languages: English, French, German, Indonesian, Italian, Japanese, Korean,Malay, Portuguese, Romanian, Russian, Spanish, Swedish and Turkish.
• As of September 30, 2011 (the end of the third quarter), LinkedIn has 1,797 full-time employees located all around the globe. LinkedIn started off 2011 with about 1,000 full-time employees located all around the globe, up from around 500 at the beginning of 2010.

LinkedIn Statistics (by Linked Strategies on Youtube)

You can also see this video at the LinkedIn Statistics Video blog post.

LinkedIn’s Official Resources:

Overview

• What is LinkedIn?
• Training Resources
• Customer Service
• LinkedIn Help
• LinkedIn Support Center
• LinkedIn Sign In / LinkedIn Login Page
• LinkedIn Products
• LinkedIn Statistic Resources
• LinkedIn Blog
• LinkedIn New Features
• LinkedIn User Agreement
• LinkedIn Service Provider Directory
• LinkedIn Mobile Apps
• LinkedIn Terms of Use

The 50 Best Recruiting Blogs!

I received an email this morning from Alissa Alvarez, telling me that my blog had been selected as one of the 50 best recruiting blogs in the country!  I'm very pleased, and humbly flattered! I'm re-publishing Alissa's blog in the hopes that many of you will find some valuable tips in the blogs of other recruiters!

With many qualified people out of work and looking for jobs, you might think it’s one of the easiest times to be a recruiter. Yet finding potential employees with the right talent, skills, and drive is never easy, regardless of the size of the pool of applicants or the type of businesses with which you work. Knowing what to look for and how to match the right person to the right job is something that can take a long time to learn and a lifetime to perfect, something most recruiters know all too well.

Whether you’re new to recruiting or an old pro, there’s always something new to learn about the profession and ways to make yourself better at what you do. One of the best ways to do that in today’s world is through the help of recruiters and HR experts who share their skills on blogs, both independently and through their agencies. Here, we’ve compiled a list some of the best recruiting blogs out there, in no particular order. Take a look — you may just learn a few new tricks that can help make you a standout at your job, helping not only you, but also your company and the people you hire, get ahead.

I think Alissa Alvarez missed an excellent site.  My friend Jim Durbin at The Social Media Headhunter is an excellent blogger and recruiter.  I thank Jim for his advice and help in getting this blog started!

News

Make sure you stay in the loop when it comes to industry news by following these blogs.

Here's the rest of the article and the listing of 50 Best Recruiting Blogs.

"Navigating The Job Market", Are Marketing Jobs Tougher To Find?

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I'm pleased to have been interviewed for my client Bozell's (yes, that Bozell!) quarterly pubication, "Think".  This article was written by Robin Donovan, Managing Partner of Bozell.  Please check out her award winning blog: www.menologues.com! 

The Latest from Bozell

Things are tough all over. The economy is taking its own sweet time rebounding, and certain key indicators are continuing to nosedive. Getting jobs in any industry, in any market, presents a challenge, and marketing job searches have some added barriers to success.

The daunting challenge of finding a job in marketing has spawned a plethora of books and articles on the subject. David Dirks, author of Job Search Marketing: Finding Job Opportunities in Any Economy, has practically made a career of advising folks on how to find that most elusive of positions.    

In addition to his recent book, Dirks hosts a weekly radio show called “Job Search Marketing.” Dirks espouses creating your own personal marketing and branding campaign, and his book provides strategies and tactics designed to shorten the duration of your search.

So why all the fuss over finding jobs in marketing? Are they really that much harder to find than jobs in other areas? Theoretically these are intelligent, well-educated people who know how to persuade others. Shouldn’t they excel at landing a job?

Unemployment is high nationally, and decidedly higher in select pockets of the country. Marketing jobs have morphed over time, which has added levels of complication to the search equation. Coinciding with a dip in respect for marketing professionals in general, companies have cleverly saved money by merging marketing positions with other disciplines, such as engineering, or saving money by promoting administrative people into lead marketing positions at a fraction of the cost. This trend has significantly reduced the number of marketing positions available, as well as the level of overall marketing excellence.

St. Louis Marketing recruiter Bob Bishop believes that 9/11 created a black hole in marketing employment: “7 out of 10 marketing resumes stopped wherever they were in 2001, the level of very successful people that were getting laid off was astounding.” Bishop believes that it has taken top management 10 years to begin to prove the worth of marketing by showing a resulting return on investment from campaigns. He believes the need for a tangible ROI could be one reason behind the fact that digital has become an absolute point of entry when hiring marketers.

The good news, Bishop said, is that things are finally starting to loosen up a bit. In fact, in his blog, The Marketing Recruiter, he claims that problems are beginning to arise “because hiring managers are aggressively trying to increase human capital to reach their 2011 revenue goals. Having the right people in the right seats is key, and we see many companies take too much time when seeking to hire good talent.”

So with a light finally shining at the end of the tunnel, what are some of the other key points to consider in order to land one of these plum positions? Don’t just sit around and respond to job postings. Instead, Bishop recommends that you market yourself to the companies where you would like to be employed.

Most job seekers, marketers included, just sit around getting hurt feelings when they send a resume and don’t hear back right away. They develop the attitude that “nobody likes me.” Thin skin like that can really tank a search effort. Bishop suggests self-expectation management. Understand that those hiring have a mountain of paperwork to wade through just to see your resume. Try not to be so thin-skinned—and get busy marketing yourself.

Bishop believes the most likely path to gainful employment is to market yourself just as you would any other product. If you have the resources to create your own “look,” even better. Bishop recommends identifying a list of fifty companies by whom you would like to be employed. Determine the people within those companies who need to be aware of and impressed by your personal brand. He strongly admonishes any job seeker who emails or calls asking for a response, or even implying they’re looking for one. Don’t place any more demands on the already busy people you’re trying to impress—just keep building your own brand equity over time.

A simple, personalized and mailed message should be sent to each name on your list every few weeks. It should be a campaign as opposed to a one-shot effort. “Surprisingly, nobody does this,” Bishop said.

Bishop also acknowledged LinkedIn as the king of business networking. Get your profile up and completed, if you haven’t already. Start building a base of meaningful recommendations as well.

For a professional marketer, these suggestions for a proactive approach to a job search should be second nature. Do unto yourself as you would like to get a job doing unto others.

How To Find Headhunters, Executive Recruiters And Consultants In St. Louis And Elsewhere

I had several calls last week asking "what do you do"?  I explained that I'm a consultant and retained recruiter with an expertise in marketing, advertising and communications.  When the caller realized that my area of expertise did not match up with theirs, invariably the caller will ask if I know how to find other recruiters.  Well, yes I do. 

I thought I'd write a post compiling some of the regional and national websites that can help you find a recruiter by geography AND specialty.  There are dozens of sites that can help do this, but I have the names of several, so I thought I'd share them with you.

Regionally, the Missouri Association of Personnel and Staffing Services (MAPSS) has a website at www.MAPSS.net.  At the top of the landing page, you can search member specialties, or just click here.

Here are some other sites for both regional and national identification of recruiters who might be able to help your search.

The National Association of Personnel Services (NAPS), Premier National association of recruiters and staffing professionals.  You can match specialty and geography here.

NAPS above, awards a credential . . . a certification for those professionals who make the committment to undergo additional training and who want to be recognized as recruiting and employment law knowledgable experts.  You can find a list of those recruiters at another NAPS site, here.

The Kennedy Directory, venerable listing of retained and contingency recruiters by region and specialty.  Likely the oldest and most comprehensive directory out there.  Paid subscriptions, either online or print.

The Recruiters' Connection, a newer, free and online solution

The Recruiter Network, free service to distribute resume to appropriate recruiters

The Recruiter Directory, free online resource allowing recruiters to identify up to five areas of special interest/expertise.

St. Louis Business Journal's Resource Directory, free, no search for specialty capability (until you open a company to see their Profile).

There are of course scores of other listings . . .  there are niche job boards, etc..   It shouldn't be terribly difficult to find recruiters in your geographic area and with knowledge of what you specifically do.  Contacting them, delivering all your information and then diplomatically (and patiently) staying in touch in the long term is the idea (hand written notes, rather than emails go a million miles!).  It's possible you won't hear very much from the recruiter . . . until your name pops up for a search they're working on.  Believe me when I tell you that at that point, they'll get in touch with you promptly!

One other piece of advice . . .  address the recruiter by name.  Don't send a blast to several (or scores) recruiters at once.  I get those email blasts with resumes every day . . . probably a dozen a day.  If the candidate can't even take the time to address me by name, I don't have the time to deal with them.  They simply get deleted.

In addition to all those "Impersonal" resumes, I get another dozen or more each day with my name in the salutation.  I'm impressed when they write me a cover letter, and actually mention something about my website or blog, so I know they've spent some time to get to know my company.  I like that.  I like that the candidate is diligent enough to want to know who they're contacting for employment assistance.  That's the sort of candidate I'll start to try to develop a relationship with.  Once again, quality beats quantity every time!

 

Social Media Shouldn't Cause Your Career To Crash!

We all know that social media can be a very positive force in networking, advancing your career and if necessary, supporting that job search.  We also know that as professionals, it's essential to be careful what's out there in our online profiles.  If you don't think that recruiters, hiring managers and employers don't "really" look at your online presence, you're wrong!  It's that simple.

I liked this blog I read yesterday, and decided to share Tim Tyrell-Smith's thoughts with you.  His LinkedIn Profile and Group can be found on his blog on job search strategy.  We appreciate his thoughts:

"It’s a good thing no one is watching.

Because I saw a ton of tweets yesterday where someone in a job search was crashing and burning on Twitter.  And I’ll bet I could find a few on Facebook.  Maybe less so on LinkedIn. 

Whoops! Turns out people are watching.  People in HR, recruiting.  And potentially your hiring manager.

Just like someone is always there to watch you fall when skiing or snowboarding.  And, interestingly, the poor guy to the left has fallen on a really well-groomed hill.  Twitter is kind of like that hill.  You can have a nice enjoyable ride on Twitter.  Networking and making new friends.  You can also make a mistake and fall flat on your face.

How many of you hiring managers are looking at Twitter pre-interview?

And how many of you candidates are putting on the wrong kind of show?

Here are 10 examples based on a simple Twitter search of “job interview tomorrow” (the bold type is mine – the rest in quotes is real):

1.  Desperation: “I need this job tomorrow I hope the interview goes well….it better lol!”

2.  Graphic: “Job interview tomorrow f__kkk!”

3.  Bad Impression: “i got an interview tomorrow wit a job i applied for online *sticks out tongue & does bbm dancing face* what now HOE”

4.  Over-Exposed: “Woooooo Job Interview Tomorrow now ill have 2 Jobs and a Full time band. Bye Bye Free Time”

5.  Scary: Have an interview tomorrow for a long term temp assignment. Surely, dressing up as a Dracula will get me the job, right?”

6.  Conflicting: “i got a job interview tomorrow, i hope my job doesnt call me today askin me to come in tomorrow unless its around 3″

7.  No Bull: “job interview tomorrow better scratch up on how to talk bs!”

8.  Unqualified: “Phone interview tomorrow for a job I’m not qualified for, so that’s always fun. Let’s see how I can bulls__t my way out of this one.”

9.  Way: “Holy s__t, no way. Actually have a job interview tomorrow!”

10.  Spinning Yarn: “Ahh! I just rolled another interview into my “churches help job seekers” story. am scrambling now for additional story. deadline tomorrow!”

So why am I sharing these examples?  I don’t need to embarrass anyone.  But I do need you to pay attention.

Because the hiring market is starting to pay attention to people exposing their job search journey on Twitter.

So is my advice to stay off Twitter?  Of course not.  Use Twitter with a purpose and you’ll get great value during your job search.

Here’s a tweet I’d like to read from a candidate:

“Interviewing tomorrow for my dream job at @XXCompany.  Excited to share what I can do.”

How would you write one?"

Prohibited Employment Policies/Practices

According to the EEOC (The United States Equal Employment Opportunity Commission): "Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit."  We all know that perspective, and think we understand it.  To read a summary of those employment practices that are specifically prohibited by the various appropriate Federal laws, go here.

As I mentioned in my previous post, one of the practical results of equal employment practices is the applicable Federal law relating to using photographs on your resume, or by inference, using photographs at any time through the employment application process (e.g. photos on resumes).

I've received a number of resumes over the years with photographs on them.  It's sort of ironic that the photographs are usually of attractive young women.  It's obvious that a photograph at the very least identifies the applicant's gender and race/color and/or ethnicity.  Each of those characteristics is protected under Federal law.  The employer (every time I use the word "employer" in this article, it also refers to recruiters) is not allowed to use any of those characteristics as a part of the application process.  The only certain way to insure that an employer won't  (can't) use them, is to not give employers that information.

The EEOC specifically states: " . . . employers should not ask for a photograph of an applicant. If needed for identification purposes, a photograph may be obtained after an offer of employment is made and accepted."  Employers should not ask for a photograph . . . that's clear.  It's also clear from EEOC rulings and case law, that a photograph should simply not be apart of the application process.

In this world of websites, social media, LinkedIn and Facebook, much of the content might have been created in support of the employment (job search) process, what's one to do?

Here are my suggestions to utilize social and new media, without compromising employers and getting the attention of the EEOC.

You should not:

• Include a photograph on your resume or any support materials created by you and used as a component of the application process.

• Include a photograph on a blog or website (created by you or soemone you hire) that you use as a part of the application process.

What about LinkedIn and the profile photograph?  Many professinoals use LinkedIn in support of the employment application process.  So far, there is no case law that suggests that the profile photograph on LinkedIn cannot be utilized.  That's not to say what rulings will happen in the future.  Relative to the speed of the EEOC and Federal Courts, LinkedIn is a relatively "new" phenomenon and may very well be dealt with in a larger context than it "contains a photograph".  (I consider Facebook to be personal, and LinkedIn professional . . . so I'm not dealing with Facebook now).

You can include your LinkedIn Profile link on your resume.  I cannot send your LinkedIn profile to my client as part of my introduction process.  I cannot send a website with your picture as part of my introduction process.  It is permissable (so far) to include your LinkedIn Profile link on your resume (even with the profile picture).

This is important, because once employers see your picture as a result of how you apply, or introduce yourself, they have to disregard you as a candidate.  They may or may not inform you of that decision.  Don't put them in the position of having to make that decision.  Become a candidate based on your experience, passion and goals . . . not your looks!

"What Are Your Salary Expectations"?

I received a LinkedIn message this morning asking a question that frequently comes up . . .

"My position was recently terminated and now I'm going online to apply for positions and all of the positions ask what salary I''m looking for or what did I make before? How can they ask those questions before they've even met me? And it seems if i don't answer those questions NOW I can't even get a meeting. Is there anything to do to avoid doing that as I feel like it prices me out of the job before I've even been in the running."

I don't like it when companies ask that question, but I do understand it.  Employers have to have some idea of previous compensation, because it can frame your expectations (and need) for future employment.  We all realize that "it's not all about money", but if there's a significant discrepancy between your past income and the value of a particular position, you're going to be screened out.

The general perception is that if you're not making as much as you did previously, you're not going to be content, and you're going to jump to another job that pays more as soon as you find it.  That concern will limit an employer's interest and willingness to invest in your training for the future.

I tell my clients not to ask the question about salary expectations, and my candidates not to answer it.  The real question is what's the position worth, given the amount of responsibility and the level of experience needed.  The skill set required also will influence the positions value and resulting compensation.  At the same time, I think it's fair for a company to know what you've made in the past . . . just not what you want to make in the future.

Frankly, one solution to this issue is to spend less time with online "job boards".  They are not very efficient for senior level people, whose time would be better spent networking, and making more of an effort to target specific companies and "communities".  The big job boards (as opposed to more niche sites) are not perceived to have the best candidates, because those candidates are not "passive" . . . they're looking for a job.  The resulting perception can be that they're "never happy" where that are (the grass is always greener . . . ), or that they "aren't loyal".  LinkedIn is different . . . and valuable.

13 Ways Your Resume Can Say "I'm Unprofessional"!

I was reading through some materials on Electronic Recruiting Exchange and found this article that I thought has value and should be shared.  You would think that professionals understand how important every element of a resume is.  I can testify that many do not.  I can tell you that I have seen every one of these mistakes, and many others . . .

If you're going to take the time to create a resume (and everyone should have one ready, you never know when a new opportunity may arise), please compose it like your career depends on it . . . because it does!

Hiring pros share the faux pas they find in real resumes, including wacky e-mail addresses, defunct phone numbers and cookie-cutter templates.

By Lisa Vaas

"No offense, thebigcheese@domain.com, but if nobody has told you yet, we’re telling you now: That e-mail address is not making you look particularly professional.

Unprofessional e-mail addresses are just one way of sending hiring managers the wrong message. If you want to be taken seriously when you apply for jobs, you need to put some polish on your resume, your cover letter and everything contained therein. Hiring professionals repeatedly run across these red flags that scream “unprofessional.” A number of recruiters and HR managers shared with TheLadders common errors from their own professional experiences.

1. Random/cute/shared e-mail accounts

E-mail accounts are free. There’s no reason not to sign up for your own. Yet many mid-career professionals share an e-mail account with a significant other or the entire family, generating addresses such as dickandjane@domain.com or thesmiths@domain.com..Also stay away from cutesy addresses. After all, butterfliesaremyfriend2010@domain.com, you can always share your admiration of Lepidoptera with colleagues after you’ve been hired. Ditto for offensive, flirtatious or sexual e-mail addresses.

Think we’re exaggerating? These are actual e-mail accounts cited by Jillian Zavitz, who’s responsible for hiring as the programs manager for TalktoCanada.com, an online English language-training course based in Canada. (We’ve changed the domain names to protect the innocent.)

Instead, adopt an address that incorporates the name you use professionally on your resume and cover letter.

2. Failure to proofread

Deidre Pannazzo, executive director at Inspired Resumes, said it’s “amazing” how many people submit resumes that contain “numerous typos and misspellings.” Even better than spell check, she said, is to have a friend review the document for you.

“Make sure your dates are consistent, and that you don't confuse your story with overlapping time lines,” she said. (For an in-depth look at how to tackle proofreading your resume, click here.)

3. Bikini pictures

Resume experts advise against attaching pictures or any image files to a resume. They can “choke” an applicant tracking system (ATS), the software that automatically scans and parses resumes. (Click here for an in-depth look at how your resume is handled by technology after you press submit.) In addition, hiring professionals warn against giving anyone a reason to prejudge and form a negative opinion based on your appearance. Indeed, some HR departments will immediately discard resumes with photos to avoid any possible accusations of discrimination on this basis.

But still applicants send photos. Most troublesome of all, said Zavitz, are the beach shots. “(No) pictures where you are in a bikini at the beach (real story, and it wasn't a flattering picture either) or at a New Year’s party with your friends (obviously drunk). Not cool.”

4. Unprofessional voicemail

If your resume is strong enough to convince the recruiter or hiring manager to reach for the telephone, be sure what he finds at the other end of the line represents you in the best light – that means your voicemail or whoever might answer the phone.

Marlane Perry, managing director of the Executive Search Division of Magill Associates, said she is unimpressed when a phone number on a resume leads her to an unprofessional recorded voicemail or a conversation with a third party who can’t be trusted to take a message. “If you don't trust your roommates to answer the phone and take a decent message, then only list your cell phone,” she said.

5. Lazy words, ‛etc.’

Perry said that use of “etc.” on a resume is a sign of laziness: The job seeker obviously “can't even take the time to list out all of [his] duties.” She has seen the error on both junior- and executive-level resumes. Another no-no is saying "same as above" anywhere on a resume. “If you had similar job functions at your last two jobs, summarize the responsibilities and then bullet out some of your accomplishments,” she suggested.

6. Cookie-cutter resumes

Samantha Goldberg is a celebrity event designer and TV personality who’s always looking for employees for administrative duties or to help plan an event. She said she often reviews resumes and cover letters that aren’t even vaguely customized for her business.

“It’s more like ‛Mad Libs’ — they just fill in our name as they send them off!” she said. “Just once, I would love to have them describe me on the cover letter instead of saying that they respect my career status and have been following my career.”

On many occasions, Goldberg said, she specifically lists a prerequisite of at least three years’ experience with planning events that does not include friends, family or applicants’ own weddings. “They obviously don’t read my prerequisites and send an e-mail stating that even though they haven’t orchestrated events for anyone they have always been told they should be in the industry if I would just give them a chance.”

7. Everything but the kitchen sink

“I don't care, nor have time, to read about your life story,” Zavitz said. “If you can't whittle your resume down to a page or two at max, I will not read it. If it's not related [to the job or your work history], don't include it.”

8-13 ad infinitum...

Larry Lambeth, president of Employment Screening Services Inc., which helps companies review job applicants, offered a laundry list of professional gaffes he’s seen on resumes and job applications:

• Listing a spouse as a reference
• Not spelling out the name of an employer or school (“LSU” instead of “Louisiana State University” or “ZDE” instead of “Ziff Davis Enterprise”)
• Not providing a city or state for an employer or school
• Omitting the area code from a phone number for a reference or employer
• Providing only a first name for a supervisor or reference
• Including phone numbers that are no longer in service for references or employers."

I have another posting from a while back, where I talk about "How To Get Your Resume Read".  You can read it here.  I would also refer you to our website, for the single best article on what makes for a powerful resume.  Here's the article (available as a PDF), "Prove Value".

Fake References, For A Real Price

A colleague of mine just sent me an article with a link to a company from which you can "Buy A Job Reference" . . . Unbelievable!  Need to fill in a gap of unemployment or replace a bad work history?  Buy a job reference starting from the low price of $39.95 for one month and up to 5 references! Seriously!

Here's a little snippet from their site . . .

"You apologize for nothing.  And sure, sometimes that means burning a few bridges with fiery tirades and oversized truth bombs. But you're just keeping it real. Which means that you need an ally who will do anything possible to help you in your quest for realness. Even if that means lying like no one's ever lied before...

Introducing "Buy a Job Reference", a new service that sets you up with fake references and expertly tells tall tales on your behalf for the next time you're hunting for a job/apartment/mate, taking calls now.

Now, we feel obliged to tell you this: this site is dodgy as hell and potentially illegal, and we're not saying
you should do this, but what we are saying is it's nice to know there's someone out there who has your back and will tell the story the way it deserves to be told.

So when your next employer calls, your new reference will expound on your finer qualities and send you an email saying how their little tête-à-tête went."

There's another site called CareerExcuse.com, for "Outsourcing your job references"!  It brightly states,

“Our employment verification process takes the frustration out of your job search and eliminates annoying blots on your resume.”  Further, they go on to describe themselves as a “one-on-one personalized job reference service.” Among its offerings:

• Choose your career history
• References from bankrupt companies
• Positive responses need to compete against hundreds of other applicants.
• Create your career history (!)"

The brazenness of this whole approach is just amazing to me. Maybe I'm naive . . . As I was reading through the Buy A Job Reference site, I found myself literally shaking my head in disbelief!  I smiled and laughed out loud . . . but it's not really funny!

Job references aren't the only thing they'll fake for you . . . ever had trouble renting an apartment because of a "inconsistent" payment history?  No problemo!

Legal or not, there are candidates who will try it, especially in today's job market...  While I understand that someone who needs to feed their family will do what they need to survive, fraud like this seems inappropriate.

This is just one more reason for recruiters and employers to spend the time necessary for the due diligence required for in depth background and reference checks . . . not just a couple of cursory questions.

I'm curious what you think . . . !

 

How To Get Your Resume Read!

I heard it again today, “I’ve applied to 300 jobs in the last month.”

WHAT????

Why would anyone waste their time like that? Sounds to me like this person was simply doing the “Click and Go” dance with his computer. I certainly understand the desperation that comes with the economic climate we all live in today, but I’m concerned.

If a job seeker would just sit back for a few minutes and consider a plan of action, concerning the goals for the day and write it down, then the day’s efforts might be a little more fruitful! More focus would be given to the list below and less work would be done with better results.

Not all recruiters search the same way for potential candidates. They don’t post job descriptions the same way. They don’t read resumes the same way. They certainly don’t communicate the same way, which is often to the disadvantage of an excellent candidate. They all have differing levels of concern for things like ethical values, integrity and credibility. Some recruiters are educated and some are not. Some have common sense and some don’t have any sense at all.

I can’t begin to tell you how any other recruiter will process your resumé, even if I think I know them. What I will tell you is how I process resumes, and what I expect before I receive it from you. These tips should help you, by giving you the best possible chance at getting an interview…if you are honest with yourself as you prepare your resumé!

Reason #1.
You’ve given me what I want by reading the job description COMPLETELY! If you haven’t, why would you apply? Would you only read what stands out on a medicine bottle, only to find out later that there are side effects (in the small print) that may adversely affect your health? The health of your personal economic stability depends on reading completely.

If you are just posting resumes everywhere, hoping one will stick; you’re wasting YOUR time. Give me what I want by writing a short and concise cover letter. It should include a short summary of your experiences that “MATCH” the job description. If they don’t match, DON’T APPLY! If a job description is short and vague, contact me and ask for any clarification I can offer.

Make SURE you are qualified before you apply. You’ll save yourself a lot of precious time by focusing on the importance of being qualified. I don’t currently work with clients or other recruiters that will accept a candidate that has skills that are “transferable.” You are either qualified to the specifics of the job description, or you are not.

Social Media Can Propel Your Career Growth

While that headline seems ridiculously obvious, apparently not everyone gets it yet.

It's amazing to me how few marketing professionals really take advantage of the possibilities that social media provides.  These are the people who are supposed to be learning how to utilize social media for the benefit of their clients.  I have to wonder if they're qualified to give that advice, when they apparently don't have any idea how to use it themselves.

I'm in the preliminary stages of conducting a search for mid-level designers and Sr. level account people with packaging experience.  I've just found two potential designers, and one account person that I wanted additional information on, beyond what's already in our database.  Neither designer had a portfolio online (that I could find), and neither had provided me with portfolio samples when they originally contacted Bishop Partners.

My first step was to go to their LinkedIn profiles.  While all three had LinkedIn profiles, they were not detailed enough to be of any real value.  Only one of the three had a personal email available. One of the designers had a dead link to a Creative Hotlist portfolio, and the other had an Etsy portfolio page with nothing on it!!  Between the three of them there was only one LinkedIn recommendation.  These "professionals" are missing an opportunity to be "found" for a potential career opportunity.  Believe me when I tell you, I'm not the only person searching.

The point is, if you're going to spend time on professional social media (LinkedIn, Plaxo, any number of others) do yourself a favor and add some detailed information that tells the reader what you've accomplished, what your passions are and why/how you're adding value to your employer and/or your clients, your community, etc..  You should have recommendations.  When you're complimented by a client, co-worker or boss, ask that person to "put it in writing for you" (and add it to LinkedIn for you).

I know you've heard this before, but headhunters and employers really do use online resources as means to identify specific professionals for job opportunities.  The better "face" you put on your online social media efforts, the better it will be for you.  Make it easy to be found by detail (and keywords) in your profile.  I think letting the public see a gmail or hotmail account is a reasonable thing to do.  If you're going to network, allow (help) someone to contact you.  A weak effort is almost worse than none at all.

Companies Should Send Candidates Thank-You Notes, Too

That's the headline in a recent Ad Age article.  Sub-Head, "It's a Great PR Move for Prospective Employers".  I completely agree with Paul Gumbinner, the author of the Ad Age article. Paul writes,

"After an interview, it's surprising that only about 60% of candidates send a thank-you note (an even smaller percentage sends them after visiting with a recruiter). Aside from being an expression of good manners, a short note expressing interest can go a long way toward promoting a person's candidacy.

Of course, much has been written about thank-you notes in terms of job seekers. But I wanted to tackle something that, to my knowledge, has not been suggested before: Interviewers should send them to candidates, as well.

I would like to propose that this should be the policy at every advertising agency."

It should be a policy at every single employer, period . . . not just agencies.  I know most job seekers would say, "Hey, how about a simple acknowledgment of my interest in your company?"  It's extremely annoying to me that the vast majority of employers (75%+ ?), don't even bother to acknowledge receipt of a resume or inquiry.  Most employers are a black hole for resume submissions and as such, are committing PR suicide.  I've written about this previously with "Screw You, Candidate!"

In the near future, skilled employees are going to be at a premium.  Once you factor in their experience, career goals and fit with an employer's culture, they will be even more limited.  Yet, companies don't take the opportunity even acknowledge an interested candidates' resume.  They should thank every single applicant and treat each one with respect.  Respect is the foundation for retention and for hiring.  If respect exists in a corporate culture, so does employee retention.  You can't recruit someone with disrespect!

Respect (obviously) even goes beyond retention and recruiting.  It shouldn't exist for self-serving reasons.  It should exist because it's the right way to do things . . . everything.

Yesterday, I tweeted the article "Respect: A Key Ingredient for innovation".  The Innovation Tools blog goes on to state:

"Respect is a key ingredient for successfully bringing a new creation to market. In other words, innovation. At the highest level, senior managers should have respect for both the future of the organization and for the people they are responsible for guiding.

The senior management team needs to be seen by the troops as having their best interests in mind, and not just pumping up the stock price. If the senior managers are viewed within the company as being self-serving and unconcerned about the long-term success of the firm, the creativity and focus needed across the company will not flourish."

Why is a lack of common sense, civility and respect so much the norm?  Is it laziness, selfishness or (heaven forbid) expense?  Do employers consider themselves to be "too busy"?   How many of you will ever work for a company who never bothered acknowledging your interest or failed to treat you with respect?

Are You Ready For Your Next Career Opportunity?

I had a candidate apply for an Account Supervisor position yesterday.  My client is in Dallas and I know this candidate is overqualified for an Account Supervisor level position.  It's not unusual for those who have been without a job for several months to start aiming a bit "lower", just so they can get employed again.  I responded to the candidate and pointed out that the position was in Dallas, and that perhaps he'd missed that.

I thought his reply to me was pretty interesting, and shows some of the frustration not only of those who are currently out of work, but also for workers who are employed.  They're looking too (see my posting "The Next Six Months . . . Emerging Employment Trends") . . . The market is just starting to turn from being one of Employer driven, to the candidate having a bit more leverage.  It's not as easy to find that leadership candidate as many think.  As I've written and Tweeted before, it's never easy finding top performing leaders who fit into a particular company culture, and have the same sort of vision of and goals for the future.

Here's how the candidate replied to me:

Thanks for the information on Dallas position. I assumed that there was not relocation available. That seems to be the case with most jobs nowadays. I've been looking for a couple of months now. There are some opportunities, but even more people looking for them. It's tough enough to be competing against some of the quality of communications professionals out of work, but you still have to compete against those looking to change jobs. I sometimes wish that those with a job would take a break from looking, then that way those of us without one could compete for the open positions. I've run into that a couple times already.
 
Thanks also for keeping in mind for any positions that come up.

I'll just say once again that it's important for every employee to "manage their career".  You need to be ready for a change, should you identify the right opportunity.  You should have your resume and portfolio current, and ready to present.  You should have your online profile(s) in order and up to date.  You should make sure that every tool you have to sell yourself to a prospective new employer is ready to go at a moment's notice.

It would be very unfortunate to miss your next great promotion and/or career opportunity, because you're not ready for it.  Are you ready for a phone call from a recruiter tomorrow? 

"Recruiters are driving me nuts. What should I do?"

I know from being a marketing and advertising recruiter for over eight years now, that candidates rarely hear back from employers.  It's an annoying fact of life that I just don't understand.  I believe that recruiters, especially retained recruiters have to be held to a higher standard.  My job is to develop a relationship with those candidates I'm working with for the benefit of the clients I'm working with.  My job is also to respond to candidates' inquiries and to do my best to manage their expectations.

I also know that most candidates just don't understand how retained recruiters work.  I've blogged about the difference between retained and contingency recruiters in the past and I know I'm going to be doing it again in the future.

I ran across another blog posting in one of the online recruiter forums I stay in touch with.  This blog is written by Sarah Welstead and I think has an interesting approach to answering the question in today's headline.   Retained recruiters should NOT be driving you nuts!  Let me know what you think . . .

"Because I've worked in the recruiting industry for a while now, but am not actually a recruiter myself, scarcely a week goes by that I don't get an email from someone - a friend-of-a-friend, a spouse-of-a-friend, a child-of-a-friend - telling me that they're having unsatisfactory interactions with recruiters, and asking what they should do about it."

via community.ere.net

Who's Hiring? What's Hot? Marketing Hiring Trends . . .

I've had three candidates this week ask me for my opinion on the "hiring environment", regionally.  After answering each of those inquiries individually, I've just received a fourth and decided to respond here.  The questions most frequently asked are:  Are many (any) places hiring?  What types of jobs are being hired for right now?   I'll take them one at a time.

Whether or not "many" places are hiring is relative.  Companies and agencies are hiring, but obviously on a very conservative, selective and thoughtful basis.  Both agencies and corporations have opportunities.  It's safe to say that employers are looking for absolutely top-notch candidates.  Every company is running as "lean" as they can possibly afford to.  Any new hire has to be able to add significant value, if not generate revenue, right away.

The hiring environment is improving.  I've seen improvement in activity since the middle of the summer.  Activity is continuing to increase.  Industry wide, temporary and/or contract positions are seeing more action, which is a recognized precursor to hiring for permanent positions.  If a company loses a valuable employee through attrition, that position might have to be replaced simply because staffing is so "lean" that there is nobody else who will have the time to be able to also do the work of the lost employee. 

There are agencies and corporations who are taking this opportunity to aggressively hire new employees.  They're looking to take advantage of top notch talent to grow for the future, wanting to be perfectly positioned when the economy starts really humming again.  Many are replacing existing employees with new employees who they feel can better deal with the marketing communications evolution into the future.  (If you're not enhancing your own knowledge and skill set, you're quickly becoming obsolete.)  Companies are "top-grading" from the Board level to entry level.  No company can afford to have someone who is not contributing and adding value.  If they're (you're) not, they (you) could be gone.

In both corporations and agencies, new business development is a sought after skill set.  People who have consistently demonstrated success at sales are in demand . . . and probably always will be.  People who understand how to go beyond what's expected to add value, wear multiple hats, and contribute beyond their literal job description . . . top performers (at every level) . . . will always have opportunities.

It's not surprising that new media, online marketing, electronic communications . . . call it what you will, is changing rapidly.  Almost every position I've recruited for over the past year, on both the client and agency side, had a new media component to it.  Whether a VP of Marketing, or a Group Account Director, fluency in online marketing (as evidenced by participation) is becoming an essential component of every marketing functional position.  It's a very good idea to have a professional presence online.

My suggestion is to always be ready for whatever the future may hold.  You should have all appropriate materials (resume, portfolio, online profiles/presence) updated and ready to go.  The economy is not necessarily out of the woods yet, and it's likely that unemployment is going to continue to increase.  You need to be ready to start a job search should you find yourself laid off.  You should be ready to respond to a new opportunity, professionally and promptly. 

Start positioning yourself as a thought leader and top performer in whatever your function is.  Be proactive!

Get to Know A Recruiter In Your Specialty

Unemployment is at 9.8% and climbing.  We're starting to consistently (but slowly) see that economic indicators are suggesting that the worst of the downturn is behind us.  Nobody knows the pace of recovery.  Employers are starting to think about hiring and employees are starting to think about new opportunities.  The unemployment rate of 9.8% is misleading, outstanding employees remain special and sought after.

According to Ted Konnerth of Egret Consulting,

"Monster and the Human Capital Institute recently found that 84% of employers felt their employees were content, while 58% of their employees expressed that same feeling. In more detail, 79% of employees are more likely to be seeking jobs elsewhere. 50% are concerned about top performers leaving their company and 57% believe employers exploited the recession to drive longer hours and lower pay from their employees."

There are successful companies who are working to identify those employees who they want to hire.  Those employees who the employer feels are going to be able to lead their company into the next phase of growth.  These companies are not waiting for a recovery, they're moving to make themselves a more powerful player now.  There are any number of surveys indicating that there is going to be renewed hiring in the next six months.  Are you ready for that next career move?

Do you know a recruiter who specializes in your area of expertise?  If not, do some research and find someone you can trust.  Get referrals from friends and colleagues.  There are going to be premier opportunities that are not advertised.  They're going to be filled by hand-picked candidates who are already successful, happy and motivated by what they're doing right now.  That candidate will be enticed to leave for an even better next career opportunity.

Hiring has already started.  We saw an upturn in mid-Summer.  Are you ready?  Are you happy?  Are you being professionally challenged . . . and rewarded?  Are you growing professionally?  Are you being professionally (and as a result personally) fulfilled?

Take a look at that resume.  Make sure it's updated with your latest "accomplishments", as opposed to "responsibilities".  I have a terrific article on my website that talks about how to create an impactful resume.  You can see it here.

If a recruiter calls with that next superb opportunity, be ready to respond!  Get to know a headhunter who specializes in what you do . . . introduce yourself and let them know you're always interested in moving your career forward.

If you're successful and respected in the marketing, corporate communications or advertising specialty, feel free (and encouraged) to visit our website at www.Bishop-Partners.com, and upload your resume, confidentially of course.  We'll respond to you!

Differences Between Retained and Contingency Search Firms

As a retained marketing recruiter, I develop relationships with both my clients and my candidates.  Those relationships often turn into friendships, even if a candidate ends up not being the candidate who is offered the job.  That relationship is developed because of a trust the client or candidate puts into the retained recruiting relationship.

The retained recruiter functions as a partner with the client, helping them identify and hire the very best candidates available for the open position.  We also have to partner with the client by talking about the position and making judgments about the viability of the "match".  The way to know that a candidate can succeed in the long term with one of our clients, is to get to know that candidate very well.  It sounds simple, but the reality is getting to know the candidate is essential . . . and time consuming.

I'm not knocking contingency recruiters, they certainly have their place and can succeed for their clients.  There are differences in the approach.  Many of those differences are based simply on the amount of time a recruiter can spend talking with and understanding a candidate.  A powerfully great hire is all about more than the resume . . . in fact the resume and finding the proper skill set is the easiest part of the recruiting process . . . it's everything else that's difficult, and it's that "everything else" that's essential for long term success for the candidate in the client environment.

The business models for retained and contingency recruiters are substantially different.  The fact that contingency recruiters have to be spending half their time finding their next "job order" (as we call it), obviously diminishes the amount of time they can spend on existing searches.  In turn, they can't spend the time with each individual candidate that a retained recruiter can.  Their incentive is to get as many candidates in front of the client as possible . . . and quickly . . . before another contingency firm beats them to the punch! 

Here's a list of some of the fundamental differences between the retained and contingency models:

Retained:      Represent employer clients only.
Contingency:      Can and do represent individuals seeking placement.

Retained:      Conducts assignments on an exclusive basis only.
Contingency:      Are usually in competition with other similar firms or agencies for the placement.

Retained:      Professional recruiting staff tends to be compensated on a salary, bonus, profit-sharing basis with incentives for client business development.
Contingency:      Professional staff tends to be compensated on commissions for placements made.

Extreme Cover Letters (That Don't Work!)

I'm conducting a national confidential search for a Creative Director for an out of town client.  In addition to the normal approach of researching and calling into targeted (competitive) companies for passive candidates, I've posted the position on a couple of specialty creative job sites.

I received two cover letters today, that are remarkable in their own way.  Both fail miserably I think for obvious reasons.  I thought I'd share them with you because most people just don't understand how ineffective these approaches can be.  They basically serve to disqualify the candidate immediately.

The first Creative Director has quite an ego.  The letter is all about him . . . I've tried to deliver the format the way I received it:

"I am a
self-motivated creative super star who is unafraid to push the boundaries in order to achieve greatness! My specialty is putting the WOW factor into every facet of what I do, from creating eye-popping graphics to writing attention-grabbing copy. If it can be printed, read or otherwise visualized, I have done it in my 15-year career. My vast experience includes both corporate and agency-based creative, management of large and small teams, direction over design and production as well as mastery of Mac-based systems inside and out.
In the workplace, I
am personable and easy to talk to. I can handle criticism as easily as praise and respond to suggestions or instructions in a positive, forward-thinking manner. My colleagues often seek me out for solutions to help them better perform their own tasks.
My ideal scenario
is to find a company or agency who can utilize my talents to their full extent.
As many things as I have accomplished thus far, I have only scratched the surface of my potential. Your company will reap the rewards of the continuing growth and evolution of my career, resulting in a mutually beneficial situation. I am seeking a salary range beginning at 65K per year, but am certainly flexible, given the right opportunity. I have also filled out a profile and uploaded a resume on your site.
Please click the
following link to view my portfolio of recent work:
http://www.coroflot.com/acmecreativeguywithmassiveego
I look forward to
speaking with you further so we can begin our new relationship together soon.
Thank you for your time and consideration."

I know this next one will speak for itself:

"Hi. Attch. is a R.
Thx, DCU"

The idea is to let the company know you want to work for them, and why.  It shouldn't be all about you, it should be all about what you can do for them. 

Proud To Be In IRSA, International Retained Search Associates

Remember that club in high school that you so wanted to be a part of, but were never invited?  Or more recently,  that exclusive professional organization or association that so attracts you, but membership is by invitation only . . . and you aren't so presumptuous to think you'll ever be invited?  Well, IRSA is just that sort of association for me and Bishop Partners, LLC . . . IRSA stands for the International Retained Search Association, and I was invited to be a member in January of 2008.

Since that time, IRSA has been refining its role and value to the members.  I'm pleased to have lead the drive for a new identity and positioning for the organization.  The re-branding effort was lead by St. Louis' own branding and design consultancy, Yank and LImey.  My good friend Ben Franklin, who in my opinion is one of the best designers of brand identify anywhere, created our new logo and identity.

I'm also proud of the new website we've just rolled out.  To view it, click here.  My fellow IRSA members trusted me to direct the design and development of the site, which is intended to highlight the value that IRSA members consistently deliver to their clients.

IRSA is a group of about 25 retained recruiters, all of whom are leaders in their specialties.  Most have been retained recruiters for decades, and know exactly what they're doing.  Many are such accomplished recruiters, that they are routinely chosen to train other recruiters at national association gatherings, like the NAPS (National Association for Personnel Services) event coming up in Las Vegas.  To get an idea of what those events are like, you can check it out here.

From the moment I heard about IRSA, I was hopeful to become a member.  We meet twice a year to intensively discuss and share best practices with each other.  Since there is no "right" way to succeed at recruiting, different people have different approaches.  The glory of IRSA is that the members are very willing to share all their methodology with fellow members.  The value of that open sharing and mutual support is absolutely immeasurable.  It's not an exaggeration to say that every IRSA member is a better recruiter as a result of their involvement.

This association also helps each member recruiting firm provide additional support and capability to all of our clients.  Since the organization is truly international, with firms from every continent except Africa and Australia (at the moment), existing client relationships can be leveraged to provide those clients with additional capabilities and service all over the world.  The client can rest assured that they will be dealing with an experienced retained recruiter with the highest ethical standards and success rates.

I also work with a number of candidates who are interested in working in other countries.  IRSA will give Bishop Partners a far better opportunity to be able to move those candidates to spectacular opportunities in other cities from Beijing to Paris.  It's an exciting additional capability.

I'll also have the ability to provide candidates for our partners in other cities, who are looking for premier performers in the areas of marketing, advertising and corporate communications. 

Working With Headhunters, Part III

It's interesting to me to see which posts elicit responses and which do not.  If you haven't been following the saga surrounding the provocative email I received from candidate Jeff, you might start by reading Working with Headhunters and then Working with Headhunters, Part II.

Here's another thoughtful comment that was emailed to my by my friend John Salazzo, Director of Marketing for Craftsmen Industries, the leading manufacturer of customized vehicles for the event and promotion industry.

"I know its strange to hear from me twice in the same week but I saw your post on Plaxo about recruiting and had to make a comment.

I’ve been on the other side of the equation for years, hiring and working with recruiters. You know I haven’t worked with you yet so please realize this is from my experience with others. There are two important points I’d like to make.

Point One is that many recruiters don’t really do their homework and confuse quality with quantity. Some just aren’t good listeners and feel that through their salesmanship they can convince a company that the three selections are right for them when they are not. Additionally, the fee structures are high, especially when the recruits they send are not the right fit. One more thing, some recruiters take weeks to “comb over resumes”, I can tell you from this side, we all feel its an excuse for the high rates. Its especially true when the 3 resulting candidates are completely unimpressive.

Point Two is that many unemployed people are scared, desperate and naive about recruiters. They need to understand that they are the inventory for the recruiter. You work for the Company, he is your client. If there is no demand from a client for their skill and qualification set then they won’t get contacted every week by the recruiter. I don’t touch the spaghetti sauce until I’m making spaghetti—sorry for the poor metaphor. Recruiters can get a bad wrap from both sides. The candidates feel they are ignored after several very good conversations with the recruiting firm (“why don’t they call anymore”) and recruiters get burnt by candidates and companies. The candidates inflate their resumes and experiences, which makes the recruiters look bad and the companies either try to “backdoor” the recruiter or don’t really know what they are looking for.

It’s a tough business, especially now. I hope your experiences have had none of the above. I’ve used recruiters in Boston, NYC and London and there is a common thread. Recruiters are in business to make money. They exist to deliver a quality product at a perceived value, to meet a requirement. Like I said, it’s a tough business but I’m glad folks like you are in it."

I would love you to post that response as a comment on my blog at www.TheMarketingRecruiter.com.  Your comments are well put and to the point.  One of the reasons I’m writing this blog is for exactly these sorts of reasons.  I’m trying to help candidates better understand what recruiters do and how they do it.  Your note moves that conversation forward.

Thanks John.

I understand that many candidates don't know what to expect from a recruiter.  I try to manage expectations from the first contact. I try to be clear on my website, when I talk about "What should you look for in a recruiter?"