The Perfect Fit

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.

Can You Afford To Turn Down A Job Offer?

It depends . . .

There are lots of reasons to jump on a particular opportunity, and probably an equal number which would suggest, you should keep looking. 

You have to be happy doing whatever it is you're doing professionally, or your work, your employer (and their clients/customers) and yourself will inevitably suffer.  Possibly all three.  It seems obvious that if you're employed, you should always be looking for that next opportunity for career advancement.  It doesn't necessarily come around very often, but when it does, you should be open to hearing about it and ready to pursue it (see "Are You Ready For Your Next Career Opportunity?".  If you're unemployed, the thinking will necessarily and understandably be different.

If you are unemployed and have the emotional and financial wherewithal to keep looking, I would suggest that if there's any doubt about whether you're going to like the job, keep looking.  Marketing and advertising opportunities are slowly increasing.  If you're unemployed, you should be working every day to identify those opportunities that will excite you and reward you professionally (it's a full time job to find a full time job).  You accomplish that by networking with friends and colleagues and online research (not "just" job boards!).  If you're unemployed, have you given enough thought to what you actually want to be doing and who you want to be working with/for?

It's amazing to me how many people actually take the time to research whether or not they want to work for a particular employer (not as many as you'd think).  Rather, (especially if unemployed) they will fire their resumes off based on a job description, without knowing anything about the employer.  I realize this changes if someone is unemployed, but if the position ends up not working out, permanent damage could be done to your career path. Why would you take a job you don't like or really want?  The point is you should be job searching proactively, not reactively.

You should be able to describe (at least to yourself) the sorts of positions you're looking for, and understand why they appeal to you.  Similarly, you should know why something isn't right for you.  The better you're able to describe that to yourself, and those who are trying to help you network and identify opportunities, the better off you're going to be.

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? 

The Next Six Months . . . Emerging Employment Trends

I had the opportunity to listen in on a webinar last week, presented by Kevin Wheeler founder of The Future of Talent Institute and respected author and lecturer on employment and recruiting issues.  He made some very insightful comments about where he thinks the employment market is headed, especially in the near term of the next six months.  You can listen to the entire webinar here.  Here are some of the highlights I thought you'd find interesting, with my thoughts interspersed.

We all know that the unemployment rate is currently 10.2%, suggesting that there are loads of potential employees on the market.  While there are in fact too many hard working Americans who can't find a job, there are still going to be shortages of potential employees in many highly skilled positions.  Why?  Because as a result of downsizing, layoffs and the like, many top performers (especially in the marketing community) have decided to start their own businesses.  "Self employment grew seven times faster than wage and salaried employment from 2002-2006."  We're becoming a nation of entrepreneurs.  There are currently over 4% of contract workers, the highest number in years.  Another illustration is www.elance.com has recently passed the $200 million mark for freelance work delivered. 

Women are overtaking men in the workforce.  Manufacturing and construction jobs are down, traditionally employing men.  At the same time, healthcare jobs are up, traditionally employing more women than men.  Women are graduating from college in much higher numbers than men.  Women are moving into more management roles, and as a result will change the culture of work substantially.

Kevin points out that there is a rising "culture of sustainability".  There's more thinking for the future, more thoughts of "sustaining" . . . everything.  Growth rates will slow, including spending.  There will be more savings, the idea that "simple is good" will prevail, "just enough" will be enough.  The focus will turn to Reuse/Recycle/Retain/Refresh . . . instead of more and more, newer and newer.

"The idea of Retrain/Redeploy/Refresh will be the hallmark of employment."  One of the things employees want most from their employer is "training" or "education" . . . professional growth which supports personal growth and happiness in the workplace.  Employers will take existing employees and train them for the future, rather than replace them.  There could be more promoting from the inside (even if they're not the "perfect fit") re-training where necessary.  Retraining will be much more commonplace.  Barriers to internal movement (either upwards or laterally) will be removed.  E.g. Internal candidates will no longer have to "apply" for a position as if they were an external candidate, thus removing a "barrier".

Employers and recruiters will seek fewer, better candidates.  There will be more effort (assessment) to find great cultural fits, then training the person for specific skills.  Once internal recruiters have determined that the right candidate is not within the company, outside recruiters will be used more frequently to find those exceptional performing candidates.

Technology obviously is going to play more of a role in recruiting and hiring.  Kevin believes that social communities will develop and flourish in narrow vertical categories.  There will be video "everything", including as it relates to an employers online "brand identity".  There will be virtual tours, online interviews, video assessment and simulations to help determine degree of fit and skills.  Both employers and employees (candidates) will build online identities and then relationships.  Resumes will be replaced with "Profiles".

The idea will be for the best employers to "attract" the best employees through effective communication of a culture that's supportive and nurturing for the long term.  I started telling my clients years ago that they need to spend more time and effort retaining existing employees. 

The workplace is changing.  Savvy employers are planning for the future, and how to identify and hire those employees who can help them succeed in the future.  Savvy employees are participating, communicating and growing . . . always.  Being content (and complacent) is not enough.  The world's changing, we all need to find a way to keep up with it.

Are Employers "Paralyzed by Perfection" in their hiring?

This week I've started wondering if employers are literally unable to hire because of a need for "perfection" in candidates.  Some of the interviewing processes seem so complex with so many interviews, sometimes stretching out over weeks and including multiple senior executives, I don't see how they actually can get anyone hired.  It's like approval by committee, it never works!  There's such a fear of hiring the wrong person, that the company is completely paralyzed by the search for (their perception of) perfection.  They end up not hiring anybody . . . imagine what that costs!

As an example, a candidate I'm working with sent me the following email.

"Wanted to also let you know that I've made it to the fourth round of the interview process with a private company in St. Louis... a Director of Marketing position. After my resume made the cut, I've had three different telephone interviews (HR Director, interim Marketing Director and VP of Marketing). Got the call yesterday for a personal interview. As far as I can tell, they're down to 4-6 candidates so I've got
my fingers crossed. If I can pass this phase, I think there's one more round of interviews with the President for the last 2-3." 

It was about three days later, I received this note from the same candidate,  "So I made it through seven face-to-face interviews and five phone interviews in five different 'phases' with the same company, only to learn last week that they have renewed their search and still haven't found "the right candidate."  Said they'd received over 300 resumes.  Hard to believe they couldn't find ONE candidate they believed could do the job. Oh well, live and learn."  A total of 12 interviews before this company decided this isn't the right candidate?  Wow!  How could it possibly have taken that long to make a "No" decision?  What was everyone talking about for all that time?   Imagine the time and expense in that many interviews with "4-6" candidates?  Does that company have any idea what they're looking for? I think not. 

The same thought of "paralysis through perfection" comes to mind when I hear horror stories about putting candidates through "Personality Profile or Assessment Testing".  You know, the kind of test that's generally taken online (pr sometimes in person) by the candidate?  There are loads of them out there . . . Caliper, Wonderlick, DISC, Kolbe, Myers-Briggs.  Some companies have the candidate complete more than one!  In many cases the current employees of the hiring company haven't even taken the tests, so there's no benchmark for performance in their own culture.  It's a very good idea for those involved in the hiring process to take the same test they're asking candidates to take . . . or why bother?

Testing seems like just one more level of "CYA" on the part of the hiring authorities . . . one more hurdle in the search for candidate/employee perfection.  I understand how some in occupations, testing is a good idea . . . airline pilots jump to mind, but I'm skeptical about it's value in many, many other functional roles.

Thoughts?  Have an interview or job search horror story to share?

"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

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. 

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?"

Working With Headhunters, Part II

A couple of weeks ago I received an email from Jeff, a candidate I didn't know who was suggesting that all recruiters are frauds and/or liars, and should be avoided.  If you haven't seen that yet, you should read it first.

I've had a couple of friends email me after that post, saying how unusual (strange?) it was for Joel to write to me to get advice on where he can publicly post information on how inept and/or (worse) deceitful recruiters are.  It seemed strange to them.  It was strange for me too . . . Nonetheless, I felt compelled to reply.

I've since received a follow up email from Jeff . . .

"Thank you for taking the time to respond to my e-mail. As an update and for your information,  I offered the recruiting agencies that I referred to in my email  the link  to look at  the e-mail that I sent you. Not one of the recruiting  agencies had the  professional courtesy to  get back to me.

It appears to me Bob  that  you are the only recruiter I have had the opportunity to interact with that has any professional ethics or is concerned  as to how people view recruiters.

If you decide to publish this e-mail please let me so I can  refer other people to the link."

Best regards,  Jeff

There you go . . . another tiny tale from the world of social networking and marketing.  Dealing with "human assets" in headhunting is fascinating.  There's never a dull moment!   I'm looking forward to what might be next!

Working With Headhunters . . .

I received the following email yesterday from a candidate I don't know.  I was surprised at his previous experiences with recruiters. 

I realize how anxiety provoking it is to be out of a job, and I understand how people in that position need and want help.  I also realize that people without jobs frequently turn to recruiters they may know or have heard of, for assistance and support.  They want that recruiter to "help them find a job". 

Here's the email I received:

“My name is Jeff and I live in Schaumburg, Illinois. I saw your information on RecruitingBlog.com.  I have been out of work for the past six months and working towards finding full time employment.  Over the years I have not been impressed with  or feel very  good about recruiters  and what they do. However, recently I offered another opportunity to three different recruiters  that I would work with  them follow their instructions, guidance,  speak with them whenever they contacted me and really believe that my opinion of them would change.

I can tell you now   that I have wasted my time and my original impression of recruiters is the same. They can not be trusted to work for a job seeker and a  potential employer  equally.  If you would like in another e-mail  I would be very pleased to name the three recruiting forms that I am speaking  about and offer you specific instances of my frustration  and disappointment with recruiters.

If  you can guide me in the right direction or forum that I can publicly state the recruiting firms,  specific instances of their lies and deceit without being sued I  WANT TO SHARE THAT INFORMATION WITH PEOPLE THAT ARE DISAPPOINTED WITH RECRUITERS so other job seekers that are   looking for employment do not waste one more moment of their time like I did with these recruiters.

I look forward to hearing back from you. Bob please do not be like the other recruiters  that I have spoken with and just dismiss my opinion and no follow through on your part. Granted, not all recruiters are painted with the same brush however, when multi bad experiences  are the outcome of dealing with recruiters a large generalization  of all recruiters  is the end result.”

I (obviously) felt like I needed to try to respond to this candidate.  If I didn’t respond, I’m sure that I’d simply be additionally re-enforcing his perspective of how incompetent and untrustworthy recruiters are.  As I was writing my response, it occurred to me that his disappointment and my response might provide some sort of perspective for others who are considering working with recruiters.  As I’ve mentioned previously in this blog, “Retained Recruiters Add Value To Relationships”.

"Thanks very much for your note.  I’m sorry to hear that you have not been satisfied with your experience with the recruiters you mention.

I hope you’ve had a chance to visit our website (below), to find out a bit more about my company and me.  There is additional information available at my LinkedIn profile.  I encourage you to invite me into your LinkedIn network.  I also invite you to follow my blog “The Perfect Fit” at www.TheMarketingHeadhunter.com.  I hope you'll add it to your feeds.

I am not in the business to “bash” any of my colleagues in the field, although it is clear that some do the job better than others.  I do not know any of the recruiters you mentioned personally.  I do know that some recruiters have different approaches than others.  There is no one “right” way to do our job.  I also know that there are always two sides to every story, so I’m not willing to make a judgment on what other recruiters did or didn’t do, or why they acted the way they did. 

Clever Resumes That Don't Work!

I continue to be amazed at the approach some professionals take to creating a resume.  I know that in the business of creative, people try to be just that . . . creative, or clever.  They try to stand out by doing something "different".  There are also those that just don't understand (or don't care to, in favor of a portfolio) how very important a resume continues to be.  I received three examples of these in the last week, and was compelled to write about it once again.

The first example was a Group Account Director out of New York.  He had a resume that contained some of the biggest agencies in the industry.  He seems to have succeeded at many of those companies, although it was difficult to know for sure because he didn't include any accomplishments on his resume.

He decided to choose the "clever" route by scanning each of the business cards in his career and creating a document with each of these cards, and the clients at that particular agency (that we're guessing he worked with).  There are several problems with this approach.  I've already mentioned the lack of accomplishments, additionally there was no way to parse any of the information into a database, because of the (scanned) files used to create the document.

Like it or not, the reality is that every recruiter and Employer now has some sort of database, we call it an "Applicant Tracking System", that is used to file resumes for easy retrieval later by keywords or titles.  It is incumbent on an applicant to provide their information in a format that is easy to include in those databases.  All can deal with Word.docs effectively, and most can handle pdfs.  If you create a resume that cannot be "parsed" into a database, you won't get into that database.  It's just too time consuming to import all the information manually.  This Group Account Director never made it into our database.

Another "clever" approach was delivered to us by a Creative Director, Writer who is also living on the East Coast.  His approach was to use (what I can only call) "funky" spacing throughout his resume.  My first reaction was that this guy must be in the typo hall of fame!  I was so amazed that a writer could make so many "mistakes" that I finally realized that he was trying to be clever . . . it didn't work.  Not only did it seem silly, there was no point or value gained.  The worst part was that this resume could also not be parsed into the database.  He had inappropriate spacing in his name, so the database couldn't handle it.  Same issue with some of his employers and titles of previous positions.  He didn't make it in either.

One other example is from another Creative Director, Writer from Chicago.  This resume wasn't so much clever as ineffective.  He had his name and title.  Then he proceeded to list all the agencies he'd worked for (again, impressive names in the industry), but there were no dates of employment included.  There were no achievements, whatever.  Incredibly, there was no contact information!  No phone, email, website . . . nada!  The only way I was able to respond to him was because he had emailed this document to me!  There's more . . .

I've said what wasn't included in this resume.  After the information he did provide, his name, title and companies he'd worked for (about 1/4 page worth of info.) he proceeded to provide two and one half pages of clients he'd worked for, and what he did for them (e.g. print ads, collateral, TV and Radio, etc.).  There was no discussion about client results, no link to a portfolio, or even mention that one was available! This is not an effective approach.

I realize that few are experts in resume writing.  It's one of those documents we all hope we never have to actually create.  My advice is to have one written, and update it periodically as needed.  It is essential to quantify achievements, not list responsibilities.  Basics like your contact information, employers, time of employment and title are obvious (one would think) essential elements.  I have an article on my website called "Prove Value", that has proved helpful to many.  If you'd like sample resume formats, just send me an email, and I'd be happy to supply them.

I also offer a resume and/or portfolio consulting service, the information for which is also available on my website.   Just click here and then let me know if I can be of any service.

Replace Resumes With Social Media?

A friend sent me an email a couple of days ago and asked "are resumes dead?".  After giving it some thought I decided no, but their role is changing.

Resumes are still essential documents in providing a concise overview of your employment history.  I am constantly working with my own candidates (and others), trying to explain that the resume must "Prove Value".  The resume document must "sell you" to your prospective employer, to the point where you get that interview.  The resume is no longer the only tool you can use in that effort to impress future employers.

I've said it before, I'll say it again . . . LinkedIn is becoming a standard addition to any/every resume.  A recruiter and/or employer will check out your LinkedIn profile as additional valuable information.  If you don't have a LinkedIn profile, it's a bit unusual.  If it's not thoughtfully and thoroughly completed, including recommendations, it may not be an asset to you.  On the other hand a complete and well written profile that is accompanied by recommendations can be of additional benefit to you.  Why not take advantage of this additional tool?

I'll also repeat once again that candiates need to make it as easy and convenient as possible for an employer (or recruiter) to add their information to a database.  Everyone is used to doing that with a resume (don't send us to a website to find your resume, just because it's already there . . .).  Once a candidate is in our databases, it's easy to add a huge amount of additional informaton, documents, links, etc...  Getting you into the database is a time consuming operation.  If an employer or recruiter has the ability to have you upload your own resume and supporting information, do it.  Follow up with an email to the recipient.

I responded to an inquiry of  a Creative Director-Writer candidate in New York City and asked him to upload his information to our website.  Instead, he responded, telling me all his information was on his LinkedIn profile.  He missed the point . . .

If you're more creative, then you need a website or blog of your own to show your work and/or what you care about (blogs can be free!).  We're looking for people who live their life and approach their career with enthusiasm, motivation and passion.  If you're a photographer, you should be shooting pictures all the time.  If you're a writer, you should be writing and if you're a painter, you should be painting.  You do these things because you can't stop yourself from doing them, not because someone is paying you to do them . . . that's passion.  If you've got it, share it!

My friend was wondering why, with all the social media sites out there packed with so much information, why is a resume still needed?  It's needed because it's a document you craft to highlight your strengths, and selected achievements throughout your career.  It should make it easy for the reader to understand who you are, how you do what you do and how you've added value to your previous employers.  It should hammer those points home to the point where the employer feels compelled to call you . . . immediately.

Fellow blogger Zoli of Cloud Ave addressed this same issue in a post a while back "Resumes Are Dead!  Social Media Is Your New Resume."

The point here is that the more thought or art, or content that you can contribute, the better.  We're all impressed with those who are ambitious, motivated and who contribute.  We're also interested in what you have to say and how you say it!  Use every tool available to let us know why you're the most outstanding candidate for a position.

Find Your Perfect Fit For A Marketing Job

I had the opportunity to meet with a friend of a friend this morning, to see if I might be able to help his networking efforts in search of his next career opportunity.  As a St. Louis Marketing Headhunter, I value the opportunity to help friends and/or colleagues in whatever way I can.  As I was talking with him this morning, I realized I can help you as well.

This gentleman is already doing a very good job, of looking for a job.  He realizes it's a full time effort, and he's doing it the "right way", by networking like crazy.  He has an excellent resume, and a terrific attitude . . . two of the major ingredients in support of that marketing job search.

As we talked, I was able to help him find ways to fine tune his efforts.  We talked about LinkedIn and the value it has.  He can improve his presence on LinkedIn, which will have at least two direct benefits . . . It will allow him to research those companies he's interested in working for (he has a very good idea of just who his target companies are, from a demographic perspective) and he will be able to better find warm introductions to those prospective employers.

He's a smart guy, who is capable of researching and identifying those companies who might best be able to use his skills and experience.  He's also going to identify those companies that he'd like to work for (a novel idea that surprisingly few people utilize). Once those companies are identified, he can look at their "Careers" section to see if they're looking for any positions that fit his interests and background.  I encouraged him to identify as many of those companies that he might like to work for as possible . . . like 40 or 50!

Here's the trick!  There's a website out there called "Watch That Page".  It is a sensational tool, in that it allows you to bookmark any page on the web for free.  When the content of that page changes, if you've bookmarked it with Watch That Page, you'll be immediately notified of the change(s) by email!  Very, very cool.

I encourage you to do the same thing.  Get as proactive as possible with your job searching efforts.  Don't just wait around.  The best advice . . . network as hard as you can.

When the time comes that you've identified an opportunity and been invited into that first interview, check out some articles on my website that I hope will be of value to you.

Retained Recruiters Add Value To Relationships

One of the most fundamental reasons to hire a retained recruiter is credibility, for both the recruiter and the client (and by extension, the open position).  At a certain level of employment, probably Director and above, candidates understand the difference between a retained headhunter and one who works on a contingency basis.  Many of my colleagues are paid on a contingency basis, and I have the utmost respect for them.  I prefer the “partnership” that results when the client has some skin in the game.  I enjoy the ability to spend time understanding my client, their business and the open position.

It’s become more apparent to me as I work on more senior level searches that premier candidates are interested in the relationship between the recruiter and the client.  One of the first ways a candidate can make that determination is by asking flat out, is this a retained search?  That happened to me several times last week.  It’s difficult to gain a candidate’s trust, when as a contingency recruiter, you can’t (even) tell them the client’s name in preliminary conversations.

Candidates appreciate the fact that a retained search indicates that the client has made a commitment to the recruiter in the form of advance payment (the retainer or engagement fee).  The headhunter is then accountable to the client.  Retained recruiters tend to have closer relationships with their clients and know their clients’ business and the particular position open better than contingency recruiters.  Retained search means the client trusts the recruiter.  Candidates like that trusting relationship and tend to be more willing to enter into a serious conversation more quickly.  They also tend to respect and trust the headhunter.

The Greatest Opening Line . . . Ever!

It figures that after my post of just over a week ago, "Opening Lines For Cover Letters" that I would receive another cover letter with an opening line that just blows the others away.  I couldn't stop myself from sharing this one too.  I'm not trying to be cruel here.  I'm sure the writer sent this with sincere feelings and in the hopes that it would in some way provide insight into the personality, goals and values of the candidate.

I'm afraid it probably does just that.  The reader of this opening line has to assume that it is heartfelt and appropriate.  The only other possible assumption is that this person has a rather oblique sense of humor that was lost on me.

What's the line you ask?  Here you go:

"Hi, my name is Tom and I'm a Taurus. I enjoy long walks on the golf course, Cajun food and Rock and Roll. I'm looking for someone who shares my passion for great creative and who isn't afraid to take things to the next level. Let talk and see if we connect – I could be the one you've been looking for."

That's the opening line for a Creative Director position.  Sounds sorta like a personal classified looking for someone to date.  I suppose it might have impact on some employers . . . but I'm inclined to doubt it.  Maybe Tom pasted in the wrong copy from a document he was previously working on . . .

I had to respond and let him know he wasn't quite right for this particular search.

We work in a glorious industry.  You never know what might be next!

Opening Lines for Cover Letters

I was speaking with a candidate yesterday for this Dallas CD search, and he mentioned he'd read my last posting on job descriptions and cover letter responses.  He made the comment to me that he had a lot of friends who didn't think the cover letter was "very important".  It is.

I thought maybe a good way of illustrating the point from my side of the desk would be to share some "opening lines" with you.  It didn't take me more than 15 minutes to go through responses and pick these as examples.  I don't want to be cruel or rude about this.  I realize that everyone isn't an expert in how to respond to an employer or recruiter to express interest in a job opportunity (which is part of the reason I'm writing this blog to begin with!).  My goal is to help you understand from the recipient's perspective (mine) that some of this just doesn't work.  A typo is death.  You will (instantly) be disqualified for a typo!  Take your time.  Think about what you're saying and target your response.

Here are some examples:

"As a Creative Director, I am currently looking to make a transition into a more challenging position . . ."

"Please recognize that my formal education and recent job experience are exactly what your organization needs to expand in a positive direction."

"Hi, my name is Annie, I read the requirements and qualifications posted about this job and would like to know more. It definitely peaks my interest, and is the avenue I want to take in the next step of my career."

"I am a talented and fun designer looking for employment in the Dallas area."

“Creating enticing visual concepts for direct mail, catalogs and target base marketing, I am experienced and well-versed in SC3, InDesign . . . “

“Your open Creative Director - position caught my attention because my experience aligns nicely with the requirements.  I would be interested in learning more.”

"I am interested in the position you are looking to fill. I believe that I am uniquely qualified and have the skills that you are in need of."

"“I am an inspired and highly experienced communications professional who partners with my clients and colleagues to create brands that are differentiated from the competition and highly relevant to the customer. I am well qualified for this position. What more, one of my strongest abilities . . . “

"I do work that works.
Work available upon request."