More on Working With Recruiters: Present your Complete Work History.

The fundamental questions the hiring manager must resolve are; can he do the job?  Will he do the job?  And, will he fit with our management style?  The first question is fairly objective whereas the other two are a bit more subjective.  As a third party recruiter it is my job to make the subjective issues more objective.  One of my colleagues is fond of what he calls the "5 C Model."  When evaluating candidates he likes to get a positive check-off for competence, character, cultivation, (building teams, developing people) changeability (adaptability), and culture.   I like this model!  


The ability to adapt to the employer's culture may be the most important attribute the candidate must demonstrate, especially for the more mature candidates.  To help the hiring manager evaluate the candidate's “fit” we must understand the candidate's complete job history.   I realize that many people recommend crafting a resume  that excludes jobs held prior to the last ten years.   The theory being that anything prior to the last ten years is not relevant and will reveal your age.   I have argued that whereas this may be acceptable for internal recruiters, external, third-party Executive Recruiters want your entire work history.  My clients are not hung up on age as much as larger, Fortune 500-Companies.  They are more interested in experience and the ability to fit within their culture.  This requires us to dig deep into the candidate's background.


Personally, I like to begin with the fundamentals.  There is an old saying to the effect that; "people don't change, they just get worse." A bit tongue-in-cheek, to be sure, but it does contain a kernel of truth.  Stated another way, one's strengths and weaknesses become more entrenched over time.  That is why I am interested in the fundamentals.  I want to know about those early jobs as they set the foundation for your career.   The early employers reveal a lot about your initial training and development.  It speaks to the types of cultures you have worked in and become adept.   Companies, especially large well-established companies are known for their strengths.  To build a career as a Sales and Marketing Professional most people want to begin their career with a top-tier Consumer Packaged Goods Company.  If you want to build a career in Accounting, working for a major public accounting firm is the gold standard.   You get the idea.   No, I do not believe that foundational experience trumps all other experience.   All things being equal, your first jobs are an accurate predictor as to your career trajectory.  So why wouldn’t you present this vital information to a recruiter?


The last 10 years  have been bleak for many job seekers.   The recent economy has resulted in a number of short-term jobs and long periods of unemployment for some.  If this is your situation, wouldn't it be better to show your employment stability.   Job stability or lack thereof is revealing.  One should have been with an employer long enough to gain relevant experience and to show significant accomplishments, but not so long that one cannot adapt to a new situation.  The longer you work for a company the more entrenched you become in their management style and culture.  Long job tenures make it more difficult to adapt to the next situation.  If you have reviewed a lot of resumes, you will note that people who have worked 10, 15, or 20 years for one employer often follow that situation with a number of jobs of a shorter duration.  I believe that those short-tenure jobs are transitional, helping the candidate shed old habits and learn to adapt to new cultures.   This is certainly something I want to know as I qualify my candidates.


Knowing how a recruiter thinks and works will help you become a better candidate.  Be prepared to discuss your full history to help the recruiter do his due diligence.  This will work to your benefit and establish a solid relationship with your recruiter.
 

Thank you for visiting my blog.
Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

More on Working with Recruiters: Be a Competitive Candidate!

As I mentioned in my last post, my recent searches are generating a very high volume of candidates.   Most are gainfully employed.  It is clear that there is a lot of competition for jobs, especially for a step up, or a better situation.  If you are serious about landing a new job, you must be a competitor! 

These five points will set you apart from the rest of the field!

1. Demonstrate your match to the job requirements.
2. Prepare for all interviews and conversations.
3. Turn your accomplishments into short stories.
4. Build a Support Team.
5. Be an Effective Communicator

The first step is critical to getting onto the playing field.    You must demonstrate your bona fides and make an impactful impression.  You will need to tailor your resume to put emphasis on your fit with the company’s requirements.  One classic technique is to develop a two column hand-out that lists the job requirements in one column, and qualifications in the other column.  This is a useful document to engage the recruiter and can be helpful during the interview process.  I encourage my candidates to present that document to the interviewer at the beginning of their discussion.  In most cases it will become the agenda for the interview.  It would also be helpful to present a top-ten list of your key accomplishments.

Preparation and planning is key to success in any endeavor.  Competing for a job is no different.  You must understand the situation and adapt.  Understand the company’s selection process.  Do they use a structured interview process, if so, which model?  How many people will you talk with?  What is their role in the hiring decision?  How will you interface with those people on the job?  Be sure to have an idea as to the background of each of those folks to help you establish a bond.  Do you know the company culture and its values?  What about the performance of the company’s key products and services?  The more you learn during the recruiting and selection process, the less you will need to learn when you join the team.  This will not go unnoticed.

The absolute best way to convey one’s accomplishments during an interview is by telling stories.  When talking about your accomplishments keep the STAR acronym in mind.  Your interviewer will be interested to know the situation, “ST”; the alternatives you evaluated and the action chosen, “A”; and the result of your actions, “R”.  Hiring managers are very interested to learn about your problem-solving skills.  You should be prepared to discuss the implementation of the corrective action, especially if it required the management of a team.  Stories make an impact!  They engage the interviewer and will be remembered.  For greater impact, add in some humor and key learning.

Landing a job is a team effort!  After you have your bona fides established and great stories to tell you need a team to help sell your case.  Your team will consist of the external recruiter, any external parties who may have connections to the hiring manager, company employees who will be a part of the hiring process, and of course, your references.  Let these people know of your interest in the position and your top three qualifications to do the job.  Court them and win them over.

Finally, keep all relevant parties updated as to your interest in the position.  Send thank you notes to everyone you meet for an interview.  Remember, your thank-you note is another opportunity to sell yourself and to express your continued interest in the job.  Keep your references in the loop, primed and ready.   Communicate frequently with your recruiter to stay current on the search, and to respond to any important questions.

Ensure that you stand out from the crowd by your enthusiasm and professionalism!  Understand that no matter how strong your background, there are many other viable candidates in the queue.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

More on Working With Recruiters: Your Top Five Priorities

Staying with the theme for the past few posts it seems appropriate to complete my thoughts on this issue.  For you seasoned-hands this post may be redundant.   Even so it offers useful reminders.  The overarching point is to be a serious candidate.  When presented with an opportunity, after the appropriate due-diligence on your part, make a commitment to pursue the job or not.  Let the recruiter know your decision as soon as possible!  Don't underestimate the importance of this initial step.   If you have not worked with this recruiter before, this is your opportunity to make a new connection who could play a vital role in your career.  If this situation is not right for you, explain why and describe situations that would be a better fit.  Be a resource by offering names of other potential candidates.   

Having established the overarching framework to build a solid relationship with a recruiter, these five points will set you apart from the rest of the field! 

1. Be competitive; assume that the recruiter has plenty of viable candidates.  

2. Present a resume that includes your complete work history; it is relevant and important. 

3. When you are scheduled to talk with the recruiter, be prepared. 

4. Make it easy for me to find you and don't make me chase you down when I need you. 

5. Check in from time to time to reaffirm your interest and receive updates.    

In a recent search I generated almost 200 candidates.  In fact, this has been a fairly consistent response rate for the past few years.  If you are serious about the job in question, you must be a competitor!  Ensure that you stand out from the crowd by your enthusiasm and professionalism!  Understand that no matter how strong your background, there are many other viable candidate in the queue. 

Point number two may be contrary to advice you have received.   Job seekers want to get their foot in the door with the hiring manager.  Age discrimination is a real issue. I get it.  However, this is not an appropriate strategy when working with third party recruiters.  It looks  deceptive.  News-flash!  Most of my clients are not hung up on age.  They are looking for experience and competence.    So, be sure to have a resume that provides your complete work history.  One way or another I will get that information from you, so save us both a lot of time and effort. 

As to point number three; help me help you.  When we agree on a time to talk, be prepared to talk.  Find a quiet place where you won't be distracted.  Make sure you are on a land line or have a very reliable cell phone connection.  Have your resume in front of you so that we can discuss your credentials. 

Point number four should be obvious.  Be accessible to the recruiter!  Many of my candidates are employed so taking my phone call or answering emails during working hours is difficult.  Responding to text messages is a lot easier.  The point is to be accessible to your recruiter and help her understand how best to reach you and the constraints you are working under. 

Finally, check in with the recruiter from time to time to reinforce your interest, to get a status update, and to determine if any additional information is required.  A regular check in can be very useful. 

If you follow these guidelines you will be viewed as a savvy candidate.  Understand the needs of your recruiter to help him help you!  You may not get the job in question but you will certainly make a favorable impression.  Favorable impressions lead to future opportunities!     

  

Thank you for visiting my blog. 

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment. 

  

Jim Weber, President 

New Century Dynamics Executive Search 

www.newcenturydynamics.com