Career Hub

Passive Candidates Can’t Be Passive Anymore

I’ve received at least two solicitations in my in-box this week for seminars on the best techniques for sourcing passive candidates. One was from Lou Adler, one of the gurus of best practices in hiring and interviewing. This is a trend that is growing, not going. Companies and recruiters are actively looking for top talent – top performers who aren’t looking for jobs. This doesn’t seem fair to the unemployed, but it’s a fact.

Where are companies and recruiters looking for these top performers? The Internet is the big target. They’re Googling, and they’re searching on-line networking sites like LinkedIn, Ecademy, and Ryze. And they’re using professional profile sites like ZoomInfo and Ziggs. The idea is to find “working talent” - those elusive passive candidates who are employed, productive, and theoretically not actively looking for a change.

This is happening because recruiters and companies are suffering the effects of massive “data dump” – "virtual overwhelm” from the thousands of resumes that flood their systems with unqualified or inappropriate candidates.

What does this mean if you are actively looking for a position?

Go play where they’re looking! Get yourself on-line, do it fast, and do it right. Build a web portfolio for a stellar web presence and get your brand, value proposition, job history, accomplishments, and bio on the networking and profile sites (be sure to thoroughly complete their forms and use searchable key words).

And if you are not looking – if you are a so-called “passive candidate”- please understand that your only job security is managing your career (no matter how content you are at your position). So you, too, should be actively managing your on-line presence.

Get proactive, because in today's job market, “passive” could very well mean “passed over.”

Welcome Home

"Welcome home" remarked the Customs / Immigration attendant upon inspection of my passport. "Welcome home." Little did she know that few other words could have more aptly expressed what I was thinking and feeling at that moment.

As I was pondering her cordial greeting, I realized that she'd communicated precisely what I needed to hear -- unsolicited words of caring, hospitality and warmth. And, so too, when it comes to the job search and interviewing process -- it is good to be mindful of the little things that you say (or do) to differentiate yourself from other candidates in a positive, constructive manner.

While it is imperative to articulate your knowledge, skills, abilities and competitive advantage, it is also worth paying attention to the seemingly trivial details often taken for granted, or overlooked. Kind words; simple acts; thoughtful gestures; sincere sentiments. Who knows -- you just might outshine your competition.

What is the Point?

This morning I started my day by going through my emails. It's Monday so there are a lot of them and I'm already swamped before I've finished my first cup of coffee. Which is why I was just incredibly annoyed to get this email from a job seeker who has obviously given very little thought either to the content of her email or to the recipient's needs:

"Good morning,

 

I am very interested in seeking a position with a Manhattan based organisation (Leadership and People Development) and enclose my Curriculum Vitae for your consideration.

I look forward to hearing from you..."

OK, first I'm not in Manhattan. Second, what do I care what you're looking for? No offense to this lady, who may be very nice, but I have my own problems and I don't even know her. Third, she has told me nothing about herself or what she has to offer my company. Fourth she hasn't even bothered to disguise the fact that this is a mass email - she even sent it to herself and blind cc'd me along with hundreds of other people no doubt.

Needless to say, I didn't look at her resume and I won't be contacting her. I truly hope this is not her only job search strategy.

Corporate Culture Reconnaissance

How do you find out the real story of a company's corporate culture and if you'll be a good fit? Here are a few ideas:

1. Drive by the company early in the morning, when everyone is getting to work, or during the afternoon, when everyone's leaving for lunch. You'll get an idea of how eager people are in leaving or getting to the office as well as what the corporate image is like.
2. Visit the company and check out the lobby. How are people interacting?
3. When you are on an interview, get a plant or office tour. What's the activity? How are people acting toward each other?
4. Ask friends or family members if they know anyone you can talk to who works for the company. Ask them questions about management style, people, what they do for fun, how long they work, and other related questions.
5. Check out www.vault.com for some insider information.

The more you know about a company, the better you can determine if it's the one for you. Keep in mind you'll be spending a lot of time there, 2080 to 2600 hours per year. Be sure it's a fit for you.

Couldn't Have Said It Better Myself

As usual, Nick Corcodilos ("Ask the Headhunter") dispenses great, pithy advice in his email newsletter. His latest was so great, I had to share it:

"Again and again I get blue in the face explaining that the best way to pursue a new job is not to talk about the job; it's to talk about the work you do with other people who do it. That leads to the fundamentally healthy, mutually beneficial relationships that drive your industry. Not coincidentally, that's also where jobs come from."

With this approach, you'll find it easier to make connections to the right people. You'll transform "job interviews" into "business meetings." And you'll boost your self-confidence - because your intent is not to "ask for a job" but to share valuable information beneficial to a colleague and his or her business.

Doesn't that feel better to you?

What do real estate and job search have in common?

Sorry. The title is a bit misleading.  There are three words in real estate that the professionals say are the key. They are "Location. Location. Location." In job hunting, there is also a common element for career success, "Follow-up. Follow-up. Follow-up."

Think about human behavior.  How often does any one do what they said they would do when they they said they would do it? This common lack of compliance applies to career connections and business relationships. Don't wait for a recruiter to get back to you if the time elapsed is longer than the expected turnaround time. Sure , cut them some slack, but not weeks and weeks, even months. Better to find out what is going on and then you can decide if it is time for you to move on to something else. Take initiative, take control of your job search project. Assume that it is the candidate's job to keep in touch, making polite inquiries and offering courteous reminders promoting themselves. Start by checking to make sure your resume got where you wanted it to go, find out who reviewed it, ask when a decision is expected, learn what the next steps are in the recruiting process. Ask how frequently it would be okay for you to check in with the employer.  Once you have established  good chemistry with a recruiter or hiring manager, leverage your investment by staying in touch even if you are don't make the final cut. Add this person to your professional network. Not only will this demonstrate to a prospective employer that you are seriously interested in collaborating,  but it could enable you to learn about new opportunities before they are advertised to the public.  Use any constructive feedback you glean to adjust your job search strategy and increase its future effectiveness.

Do You Know Who's Researching You Online?

On my Blue Sky blog, I just wrote about Colleen Kluttz, a TV producer, who blames her My Space profile for the loss of two freelance assignments.

She explained what happened to the Daily News:

"A friend of mine posted a picture of me on My Space with my eyes half closed and a caption that suggests I've smoked something illegal," says Kluttz.

While the caption was a joke, Kluttz now wonders whether the past two employers she interviewed with thought it was so funny. Both expressed interest in hiring Kluttz, but at the 11th hour went with someone else.

I talk to my clients all the time about the importance of branding themselves effectively online. Sometimes I feel like a broken record. But stories like Colleen's are only going to become more common as blogging and online networking grow in popularity.

So how do you manage your online image when blogs and social networking sites allow friends, family and even enemies to post comments about you?  Some would advocate staying away from these technological developments to avoid hurting your job search. But is it better to be invisible online? Will potential employers think less of you if they cannot find your name online?

Right now, I have more questions than answers, but one thing is for certain. The Internet is changing job search and there's no going back.

Immobilization

Just this week alone, two executives honestly admitted to me that they were immobilized ... basically stalled when it came to enacting carefully considered job-search plans. One has the "luxury" of being currently employed (and is generally satisfied, but is, at a different level, looking for something more). The other, surprisingly, had been out of work (obviously, well-funded) for nearly three years before seeking my assistance.

This is not necessarily a new phenomenon. Over the years, I've watched successful professionals succumb to inertia when it comes to actually taking those first job-search steps once they've got the foundation established (networking cards, new suits, current resume, new voicemail message, updated eyeglasses/hairstyle, etc.). For those that are reasonably comfortable, moving outside their true comfort zone into the quick-paced and, sometimes, angst-producing world of job-search networking, cold-calling, and persistent follow-ups can be a tad intimidating. But after making the decision to spend time and other resources 'getting to the dance,' it seems inefficient at best and a waste at the other end of the spectrum to simply idle.

What strategies work best to bring someone from a state of readiness to making something happen? Simply put: Deadlines. And an accountability partner. The best success comes--just as it does in the work environment--when there is a clear objective, measurable milestones, and accountability. All of this is likely to work best when there is a commitment in writing.

First, document your goal and include a timeline for that, as in, CFO of a top healthcare organization in the Southeast by the end of 2006. Whether on your PC or in a journal, compile all search-related activities in one place.

Next, structure weekly activities with interim deadlines to support your search efforts. Suggested activities include the following: Organize contacts from planner, Rolodex, and business card file into target groups. Based on the number, prioritize into groups of 25 with "A" contacts representing your best prospects, "B" the next tier, and so forth. Plan to begin calls/e-mails to each batch of contacts on a weekly basis. As the weeks progress, activities will be augmented by lunch meetings, talks over coffee, follow-up mailings of resumes/leadership addendum materials, etc. You'll also intersperse actual interviews, follow-up thank-you letters, second interviews, etc. All of these activities build momentum and energy for the search (and are typically a direct path to success).

The final step that makes all of the above as effective as possible? The accountability component. Checking in weekly with a close colleague* for support, encouragement, and grounding, when needed, is the essential link in the job-search mobilization game plan. (*Can also be a dedicated spouse or partner or a trusted career professional).

If you've found yourself at the starting gates of job search with everything literally ready to go but, somehow, inexplicably, minus the spark, try these strategies as a catalyst to energize your efforts!

Hey Hi Ho Hum

Have you noticed? "Hey" is the new "hi," the ubiquitous greeting that starts off most phone conversations, emails, and in-person meetings between Gen-Xers (and younger). As a Baby Boomer totally comfortable with "hi," I remember my grandmother's disapproval of its informality. But times change, standards change, and what's inappropriate in one age or to one generation is not so for another.

So what does this have to do with job search? It might have implications from both sides of the hiring desk.

If you're a candidate, you will want to do your best to match the tone of a target company and its people. So if your follow-up note to "Dear Mr. Forsyth" is responded to with a casual "Hey, Chris," then - without taking on a fake style that's totally foreign to you - you'll want to modify your formality just a bit so you don't signal a culture clash.

And if you're a hiring manager, don't get huffy if candidates take a "hey" tone that seems too informal to you. Keep an open mind and be aware that it's a generational and cultural norm, not an insult! Perhaps along with their talents they'll bring a breath of fresh air that will liven up your company.

Career Fear: Friend or Foe?

Lately, I've heard the word "fear" creep into several client conversations -- "fear of getting fired; fear of the new supervisor; fear of the revised commission structure; fear of not finding a job; fear of relocating family; fear of starting a business." Many, many fears. The thing about fear, as it pertains to career transition, is that is serves in a dual role of ally and enemy; only you can discern which role prevails. Listed below are a few pointers to help you deal with fear, as friend or foe, in your career journey:

F ace the fear. Name it. Claim it. Make it specific. I am afraid of this or I have a fear of that. Then, ask yourself this question -- is this fear helping me or hindering me in my career transition? Be honest. If your fear is supporting your efforts to move ahead, consider it your friend. If, on the other hand, your fear is hampering your ability to take needed steps, think about what you can do, starting today, to face your fear and make some needed changes. As one of my executive clients remarked, "you can't hold on and let go at the same time."

E  nvision. See yourself doing the very thing that you fear. Explore the gap between where you are now and where you would like to be. If a goal in your job search is to speak with 50 key decision-makers of manufacturing firms in the Midwest, and your fear precludes you from doing so, focus on a few easy, non-threatening steps you can take, starting today, to reach your target goal. Start small. Pick one name to contact. Call that one person and proceed from there. Continue to build on your small successes and gradually, you'll see yourself changing -- slowly, steadily, deliberately -- replacing fear with increased confidence while moving closer to your target goal.

A ction. Take action to address, manage, and/or conquer your fear. For example, if your fear is public speaking and your recent promotion calls for group presentations, consider taking a class to help you improve. Act, don't react. Ask others for help, support, and guidance. Reach out. You'll be amazed at what you can learn and discover to help you better manage your fear and move forward.

R eward. Recognize your successes and reward yourself. Make your reward meaningful and simple; something you know you can do and will do to celebrate better management of your career fear. You can do it!