Posting your resume online?

Recently a job seeker reached out to us seeking advice on their search. It was the first time they had proactively searched for a job, and they were baffled by what they had experienced thus far. This person posted their resume on line and was immediately bombarded with calls and emails about 100% commission sales jobs. He had no experience in sales nor did he have any interest in sales.

My first piece of advice: if you post your resume online, expect to get these types of calls regarding sales roles. Firms looking for sales people typically have individuals on their staffs that peruse the resume databases looking for job seekers and reach out to anyone and everyone in hopes of getting a bite.

1.   One way to manage this is to create a separate email account for your job search. At least your email inbox won’t be flooded with this kind of contact.

2.   Don’t include your phone number on your online resume/profile unless you are prepared for these types of calls.

3.   Specifically and clearly state in the profile that you create that you are not interested in commission based sales opportunities. It won’t stop all of these inquires, but if they are respectful it will at least cut them in half.

Some other tips:

1.     Create an internet friendly resume written with keywords that directly pertain to your background and experience because it will be read by a company ATS (applicant tracking system).

2.     Utilize the online job boards’ job email alerts and RSS feeds. 

3.     Write a cover letter speaking to the job you are applying for. 

4.     Keep your job search organized. Most online job boards allow you to save your searches in your account, so be sure to take advantage of this. Also, keep a log of the positions and organizations to which you’ve applied.

5.     Only apply to openings you are qualified for. Applying to numerous jobs that you are not qualified for is never a good idea. Another position may become available later that you are perfect for, but because you applied to a job earlier that you weren’t qualified for your credibility with the organization will be ruined.

6.     Keep your information up to date. Your resume must have current dates and contact information. Your employment and salary history must be exact.

7.     Double, triple, quadruple check your resume and online profile information for misspelled words and proper grammar.

8.     Your resume title/subject line/objective statement in your online profile is important. Be certain it is accurate and professional. 

Scot Dickerson, Capstone Search

Choosing your Professional References

While recently working with candidate in preparing their client presentation, I asked for professional references. Standard procedure. This experience reminded me however as to the importance of carefully selecting whom you provide as your references. There are numerous writings on the internet regarding this topic, and I don’t want to reproduce what is already readily available, but instead just take a moment to stress the importance of this part of your job search. This candidate provided high profile co-workers from a previous employer; not only peers but supervisory types of references. The candidate provided references that were in a position to be able to accurately speak to their work product and provide a positive reflection upon the person’s abilities and work they had done at this past employer. Well, they could have anyway. The problem with these references was that the company had a policy against providing opinion, aka: references, regarding former employees. So all these references were basically under a gag order by their employer. So bottom line, none could help. All positioned well to be excellent references if only they could have spoken to me. Instead I only got title and employment dates. That was not so useful.

So I asked the candidate to consider other individuals they worked with at this employer that have since left. That is one possible solution anyway. So we are still working through that but it certainly reminds me of the importance of considering whom you use as references. And in this case, know the company’s policy of providing references. Be certain to talk to each reference to see if they are in a position to be able to provide useful information.

In the spirit of this topic I have included a link to an article on TheLadders.com that adds some additional useful information regarding references. It’s a quick read. Straight and to the point.

http://www.theladders.com/career-advice/how-to-choose-job-references

Scot Dickerson, CPC
President

Capstone Search

Company Recruiting and Staffing Plans for Remainder of 2014

I just returned from an industry conference that I attended last week. I always get a little anxious about being away from my business while attending these events but once I’m there, I’m always reminded of the value in being part of the conference. There are so many things the attendees take away from these conferences, and similar events, such as this one; the renewed connections with people that you can gain value from. Very much like the value of the job seeker networking that I've talked about in past blogs. 

Simply reconnecting with people adds great value. It also re-energizes me about how I go about my business and always creates a desire for me to re-exam how I approach what I do. In the spirit of this reawakening about taking a look at my own business, I thought it lends to a great segue into my clients taking a look at their recruiting and staffing game plan for the remainder of 2014.

Staffing is about more than just filling open positions. A company must look at current and future staff with future business goals. If a company is expanding into new states, seeing an increase in net written premium, and/or developing new products, they will need a larger and more diverse workforce. So a proactive approach is required.

1.     Create a Plan

·         Do changes require more staff?

·         Is remote an option to fill upcoming needs?

·         Create a plan for your future staffing requirements.

2.     Develop a Recruitment Strategy

With your staffing plan in place, you have a defined picture of the types of employees you need to recruit. The next step is finding them. If you need more entry level employees, develop relationships with local colleges to funnel recent graduates into your business. If you need more senior employees, work with a staffing firm to help you identify the right candidates.

3.     Give proper attention to Retention

Keeping your productive employees is just as important as recruiting new ones. If an employee leaves, it can create a huge hole in your workforce. Make employee retention a priority, and find meaningful ways to incentivize employee loyalty.

4.     Rely on Contract Employees as Necessary
A staffing plan is not exclusively about adding full-time employees. In order to meet the demands of specific projects or especially busy periods, it may be more cost-effective to bring in contract employees for temporary fill-in.

Scot Dickerson, CPC
President

Capstone Search

Job Interviews - Details Do Count

I've blogged about proper attire to wear to an interview before, and proper interview preparation and presentation. Here are some real life experiences I've had relating back to feedback I've received from hiring managers after they've interviewed a candidate. Good illustrations to my previous points.

The below are samples of real feedback I've received, and it is clear that details do count. 

• Scot, great candidate, but he actually propped his feet up on my desk while we were talking. I like candidates to be relaxed, but that was a little too far.
• Scot, the candidate was technically solid but they should have worn long sleeves. They had numerous scrapes up & down both arms. That came up in conversation and the candidate told me they had been transporting chickens in and out of cages the day before.

• Scot, great candidate but they really should have brought another set of interview clothes. We met for dinner the night before the interview and the candidate got spaghetti sauce on their shirt. The next day during a full day of interviews in the office, they had that same shirt on with that same stain.

• Scot, I liked the candidate’s technical claims experience, but I just can’t get past the strong smell of alcohol on their breath.

• Scot, overall solid candidate, however details can be everything. The candidate came to the interview in a suit, but their shirt was partially untucked and their tie was loose. It just didn't seem appropriate for a first meeting.

• Scot, I understand that not everyone can afford a new suit, but this candidate’s suit was clearly way too small and very outdated.

• Scot, I really like the candidate but honestly could not get a word in edge wise during the interview.

• Scot, good candidate but they blew it with me when they described their previous supervisor as a “crazy witch.”

Scot Dickerson

Capstone Search

Background Checks - What You Need To Know

Background checks have become increasingly more common as part of the selection process. Typically the background check is not completed until it is determined that an offer will be extended or an offer has been extended. What I’m referring to is the credit, criminal background check. However most companies will also check previous employment and education. These repots often completed by a third party vendor can uncover not only legal or criminal issues but also verify information found on resumes such as college degrees, previous employment and perhaps even professional licenses.

Some companies may just want to verify basic information while others may be digging deeper. For example if the position includes dealing with company finances the company may want to check to see if the candidate has had any bankruptcy which could point to the candidate having a problem handling their own finances effectively.

If unfavorable information is found on a background check it does not necessarily mean that the candidate will be eliminated. Employers may consider the severity of the issue. They may even give the prospective employee an opportunity to explain the situation. Given the state of the economy the last few years, bankruptcy and other financial issues are not uncommon. The attitude about bankruptcy has changed as well. It is not an immediate knockout these days.

The bottom line however is this…if you know you have an issue talk to the employer prior to the background check being completed. If there is an issue, it will be uncovered. It is always easier to explain something before verse after. Explain the situation in detail. If there is any documentation be prepared to share that as well.

This applies in particular to bankruptcies. There is no shame and again, it will be uncovered. It is something that typically can be explained to an employer’s satisfaction.

Scot Dickerson, CPC 
Capstone Search

Do Personality Tests Really Determine If You're a Good Fit For a Job?

From what I've seen more companies are having applicants take personality tests. The question as always still lingers however, do these tests actually help figure out whether a person is a good fit for a job?

According to a 2011 survey completed by SHRM (Society for Human Resource Management), nearly 20% of employers use personality tests to help with hiring.

The tests are designed to measure attitudes, emotional adjustment, interests and interpersonal skills. For example, they might include questions about whether an applicant likes parties and social events or dislikes being told what to do.

Some critics say personality assessments disqualify candidates for the wrong reasons. Others raise the question, is the test being used by the hiring company the right test. For example, the Myers-Briggs Type Indicator (MBTI) is not meant to be used in selection situations. The technical manual even goes so far as to say this and it is generally used for team-building.

There are multiple factors that can impact a person’s performance and a hiring company needs multiple steps in the hiring process to make an informed decision, keeping in mind there are no sure bets. The selection process is an attempt at identifying the best candidate to the best of the hiring teams’ ability given the information they have at hand at that moment. 

The typical process could include: resume; application; interviews (minimum three, including initial phone interview); employment and credential verification; background check if required; reference check (minimum two); income verification; assessment tool; team meeting.

I’m all for the use of assessment tools if they are used to help identify areas to focus on during the actual interview.  I admit, however, that I’m not a big fan of the all or nothing process used by some companies with the assessments. Testing can be a tool used to ask more informed questions that help you dig deeper. I believe that testing should be a guide and not a fixed label.

There seems to be a trend where these assessments are being used to rule people out without even an interview verse using them as a tool. What are your experiences?

Scot Dickerson, CPC
President

Capstone

How to Stand Out at This Year's Holiday Party... In a Good Way

Here we are headed towards the end of another year. And December means that it’s that time of year for the company holiday party. My resident staff expert on fashion, which definitely is not moi, shared some advice on what to wear that will help you stand out (in a good way, not in a, “I drank one too many glasses of holiday cheer!” way).  Great piece that is always worth referencing: Eat, Drink and Be Classy: Do's and Don'ts for the Office Holiday Party, by Emily Gladnick:  http://www.thedailymuse.com/lifestyle/eat-drink-and-be-classy/

I would also like to share a fun article (below) from Businessweek that gives some solid advice on dos & don’ts as you head to that company event. Happy holidays!

Avoid Twerking and Other Holiday Office Party Advice, by Karen Cates:  http://www.businessweek.com/articles/2013-11-25/avoid-twerking-and-other-holiday-office-party-advice

Scot Dickerson, CPC
President

Capstone Search