Media reports late last week showed that the economy actually grew and 200K+ new jobs were secured to start off the year.  As a recruiter in digital media, this doesn’t surprise me so much. In fact, if you looked at digital media alone as an index of the strength of our economy, you’d be hard pressed to think America was suffering financially!

My firm is pretty darn busy helping clients staff up for these first few months of 2012.  And, because driving revenue is the #1 priority for companies in the digital media business, sales jobs are hot right now.  On fire. It’s February, which means year-end bonuses have been handed out and there’s a flurry of activity and movement. Account Executives, Sales Managers and the likes are getting calls left and right regarding job openings.  Some are good and some are, or could seem, kind of sucky.  The question is, how do you break through the clutter and convince the best in the business to choose you over the other guy?

Here are my top five suggestions on how you can do just that…

#1 – Develop a Positioning Strategy

I’m sure your marketing team has done a bang up job creating presentations and other collateral that clearly spell out the advantages of investing in your company for your customers.  Why not share this with any internal and external recruiters you are working with so they can properly “sell” your company to potential employers?

#2 — Evangelize Your Company

Tell candidates how much you have grown.  Use numbers that show revenue and employee growth.  Tell candidates that this is a place that people WANT to work and prove it thru data.  If you’ve got a staff longevity story, share it.  If people are apt to get promoted, show statistics or give examples.  If the positions you are filling are all add-to-staff, sing that story out loud.

#3 — Share Unique Benefits

Do you offer a dry cleaning stipend?  Three weeks vacation at the very start?  Casual Fridays, half-day Fridays in the summer?  Think about the various perks that your company offers and make sure to use it as part of your pitch.  As our society grows, our employees want a better work/life balance.   Promote the fact that you take care of your employees, beyond the expected paycheck.

#4 – Show Respect

Even if you interview someone and you know they are not right for the job, show some respect. Remember, that person has a life and a place on this planet, just like you.  Plus, he or she may be very well connected in the industry and could spread some pretty nasty things about your company.  If they feel really snubbed, they might even Tweet or turn to Facebook, where they could lambast you in front of hundreds of people in the business. Be nice. Even if it hurts.

#5 — Show some Empathy

When you’re hiring, you’re also busy with your own every day job responsibilities.  It can be really difficult to stop and just focus on the interviewee when you sit down.  Try not to make the candidate wait too long after your scheduled meeting time.  Remember, he’s taking time out of his regular job as well to meet with you.  Close your door, turn off your cell phone and don’t take any interruptions. Better yet, meet the candidate outside the office so you KNOW you won’t be distracted. Show the candidate that he or she has your complete attention.  I can’t TELL you what a difference this will make in having someone great WANT to come and help you be successful.

Carpe diem

 Jane Ashen Turkewitz is Client Development Director for TalentFoot Executive Search.

You’ve heard me say before that the best way to get hired is to make and foster relationships, then network, network, network. I met Camille Fetter – Founder and Managing Partner of TalentFoot –  almost 2 years ago when we were introduced by a mutual connection in the digital media industry.  Since that time, she has turned to me for some contract work and we have bounced lots of ideas off one-another.  I like her – alot.

Unbeknownst to me, Camille had some ideas of her own in terms of working together on an every day basis! And, now, after many conversations, discussing her needs – as well as mine – we have come to a terrific agreement that’s a win-win for both parties.

I got a job because I put myself out there, talked to a ton of people, who then recommended me to others and eventually connected me with someone who I respect and admire.  I hope now that 2012 is upon us, all of you will do the same. Put yourself out there. Talk to people.  Make relationships.  Build upon them.  Doors will open – I promise you!

I still plan to “talk turkey” with all of you and hope you will all choose to tune in when I do.  Until then…Carpe Diem.

Yikes!

This particular client had been working as a perma-freelancer within the organization for over a year and was pretty alarmed by the changes.  So far, he has kept his job while the departed in the division have yet to be replaced.   I asked him to try to look at the situation in a different light, ecouraging him to put forth his resume with a note saying something to the effect of “I’d like to throw my hat in the ring to secure a permanent position on your team.  I have been working as a freelancer for over a year and I know the ropes and how to get things done.  Although I regret that others lost their jobs, I am very enthusiastic about the direction you and the executive team are moving in.  I would be eager to discuss this new direction, some ideas I have and how I can help bring the changes you envision to life.  Attached is my resume for your consideration….”

My client was very uncomfortable with my proposal and told me that “I didn’t understand what was going on internally.” Well, it’s true, I’m not there and I’m not the one experiencing the turmoil. It’s normal when something like this happens to be agitated, upset and frightened.  But, what I tried to show my client is that there are always two ways to look at a situation.  ”Stop looking at the negative and see the positive.  You ARE still there.  The executive team doesn’t know you.  And, you have an advantage over an outsider – you know how the company operates and you can get things done quickly and effectively because of that.”

Did my client follow my advise?  I don’t think he did, which is too bad.  After all, what does he have to lose?  Nothing.  He can only gain by putting forth the effort.

After each blog post I sign off by saying “carpe diem.”  Sieze the day.  It’s the people who are willing to take chances, are confident and aggressive  that move forward in their careers.  So the next time there’s a shake up in your department/company, after the initial shock evaporates, if you are still around, seize the day. Try to make something good come out of it. Take the “glass half full” approach to the situation.

Carpe Diem….

I kind of ripped this guy a new asshole because the entire premise is so discriminatory.  My father could have been an abusive drunk, my mother could be deceased and I could be single without a family picture to show.  But, I also could have worked my butt off and pulled myself up by my boot straps to make something out of myself.  That shows perserverence, drive and passion.  But, I guess that’s not important to Nick.  So be it.

Today,I received an email today from “Shannon,” who says, after reading this post:  ”Hiring is discrimination all around.  You presume someone would be a good fit based on the discrimination of a resume and where they went and what they did.  Based upon an in-person, face-to-face interview and what the gut tells them, is also another presumption that is discrimination. I come dressed appropriately, yet I do not mesh with your personality  and even though I have proven job performances, you are NOT going to hire me based upon your discrimination and your gut…”

Shannon goes on about the entire hiring process being discriminatory by its very nature. It got me thinking.

According to Webster, discrimination means “prejudiced, prejudical outlook, action or treatment.”

Is a resume a discriminatory tool?  I suppose there are some aspects to it that could be.  The hiring manager could certainly discriminate based on schooling.  As a recruiter, I’ve had clients who have requested that candidates only come from Ivy Leagues or top tier univerisities.  That’s a form of discrimination in terms of elitism and I’m never happy when a client makes this decision.  And, as a resume writer I often tell clients to delete any political affiliations because it can spark negative judgements amongst hiring managers who don’t share the same political beliefs.  Politics do not belong in the workplace. It’s just too divisive – and this holds true when it comes to a resume.

However – the resume is not a place for you to simply state where you have worked or gone to school.  It’s a place for you to spell out your accomplishments in your career.  It’s a place for you to outline how your path has made you the perfect candidate for the job you are applying for.  There’s nothing prejudicial about that.  If you don’t have the background or skills or “chops” for the job, you’re not going to get the interview.  That’s not discrimination – that’s qualification.

As to the in-person interview, I don’t believe, as Shannon does, that making a judgement call about someone’s personality – or lack thereof – is discriminatory.  If I’m the hiring manager and I find you to be abrasive and/or I don’t think you will get along with my team, then there’s a validity to that.  If I don’t like you because you are a woman or you are obese, well that’s a different story.  I wonder what Shannon thinks about the dating process.  If I meet someone and am not attacted to them or don’t feel as though they share my core values, is that discriminatory?  That would be a bold use of the word and I think it’s wrong.  The hiring process is not perfect. There are elements of it that can, and often are discriminatory (to my dismay).  But, overall, I think it’s a mistake to say the entire system is prejudicial even if certain people within the system are predisposed to prejudices.  What do you think?

Carpe diem…

I stumbled onto your blog today and found the resume and cover letter tips very helpful. I’m a reporter looking for my next job, and there’s something I keep wondering about — you suggest ending a cover letter with “I’ll call you to set up an interview.” It’s advice I’ve seen in lots of places, but many, if not all, of the job listings I see say “No phone calls.” One even said that anyone who attempted to call would be automatically disqualified. Many of them also say that due to the volume of responses, only people selected for an interview will be contacted.

Here’s the reality.  If the ad basically says, “don’t call us, we’ll call you,” then, my feeling is you don’t call. Chances are, it’s a human resources department running the ad and the recruiters in that department are digging thru tons of resumes to find ones that fit the job description.  If you call them, you’re probably not going to get anywhere because they’ll get pissed off that you didn’t follow directions and are resenting the fact that they have to field your call, vs. get thru their work piles.  Then the call will turn awkward and you won’t get anywhere anyhow.

However, I do suggest trying to find out who the hiring manager is and sending your resume directly to him or her and seeing where that gets you.  This involves being agressive and some of you might not be comfortable doing so.  BUT, there’s another way to look at it.  Instead of thinking of this as a negative (i.e., being pushy), position it as a positive.  If you follow up with a phone call to a hiring manager, you could say something like:  ”I’m calling you directly, Mr. Hiring Manager, because I’m not looking for just any old job.  I’m looking for a job with your company. I’m being very selective in my search and focusing on a hand full of organizations that I feel I can contribute to.  Yours is one.  Can I bring you a cup of coffee and come in for an interview to discuss that job you need to fill and my qualifications?”

If you are reading this and you say, “But, Jane, what if the company name isn’t listed?”  Well, then to put it bluntly, you’re shit out of luck.  Ok, that’s not really true as a whole – just with this company. Obviously you’ve got no company name, you’ve got noboday to reach out to.  I would say, if you don’t get some sort of email acknowledgement that your resume was received, it can’t hurt to reach out again and make sure that your resume went thru. That, unfortunately, is about all you can do.

Remember, human resource folks are truly inundated with thousands of resumes.  If everyone called they wouldn’t be able to vet though the resumes and do their jobs.  That’s why they put in the “no call” clause.  Make sure your resume REALLY speaks to the job you are going after and then they should be calling YOU.

Hope this helps! Carpe diem…

Today, I’m going to provide some critical advice to you – the job hunter — and the mistakes I see regarding recruiter interviews.

Now that I’m recruiting again, I can’t believe the errors candidates are making with me and another recruiter that I’m partnering with.  It’s actually mind-boggling.  There’s no follow-up, a lack of communications, negativity, an air of desparation, just to name a few. Is it because candidates feel so burnt out that they just don’t care?  Is it that you are working with so many recruiters that you are not forming “true partnerships” with just a select few?  Is it that candidates just don’t get what recruiters really do?  I’d love your feedback so keep the comments a-comin’!

Per example:  I recently spoke to a digital sales candidate who I’ve known for years who has been out of work for about 6 months.  I introduced her to one of my partners, Camille, who potentially had a job for her in L.A.  When she spoke to Camille, she gave her the most incredible “tude” you could ever imagine.  The candidate I’m referring to has been living in NY but moved to LA.  For years, she’s been saying she would love to move  but she didn’t TELL me she actually took the plunge.  So, when Camille asked her “so, I hear you’d like to get a position in L.A?..,” my candidate snarkily retorted, “well, yeah, there’s a reason I moved out here.”  (You could just hear the: “duh, you f-in’ idiot!” intonation).  Uh, interview over.

I was mortified and embarrassed to have introduced this person to Camille and, guess what?  I’ll never call her again.  Ever. That means, she’s effectively closed the door on a good number of job opportunities that could have come from at least 2 recruiters (because I won’t refer her out to any other recruiters either).  Not smart.

I could go on, but instead I think the best thing to do is to give you my TOP 10 Nuggets of Advice for Having Success with a Recruiter:

1) Pick a select few recruiters that you trust and respect.  Don’t spread yourself out so thin that you develop a “tude” everytime you speak to a recruiter.

2) If you are partnering with a recruiter for a particular job, keep the recruiter abreast of what’s going on in the interview process.  I’ve already told you to only work with recruiters you trust and respect, so you know that they will be keeping you abreast of what’s going on as well.

3) Please don’t tell a recruiter: “I would never say this on an interview, but…”  Guess what? You are on an interview.  Don’t forget that the recruiter is evaluating your every word and deciding whether or not to send you in for jobs.  They are the gatekeeper to a host of opportunities and you want them to throw away the lock, not put up barbed wire.

4) Don’t let a recruiter know that you are desparate – even if you are.  Nobody wants to hire someone who is desparate.  Hiring managers want to know what you can do for them, not what they can do for you.  If you come off desparate with a recruiter, they’re not going to want to send you in for interviews for fear that you will bomb. It’s hard to position yourself as someone who can make a “difference” in a company when your every word reveals that you are completely stressed out about needing a job.

5) Don’t be rude or nasty to a recruiter if you expect her to submit you as a candidate.  Ain’t gonna happen.

6) Leave the negativity at home. (This really should be #1.)

7) After you’ve gone on an interview that a recruiter sent you on, call her and let her know how it went, what your concerns are, or any questions you might have.  If the recruiter calls you after an interview, don’t wait 3 days to call her back.  Chances are her clients is looking for feedback from her. And, your lack of response will definitely turn her off and effect her decision as to whether or not she wants to work with you again.  If she doesn’t want to work with you again, doors of opportunity close.

8) If you are heavily interviewing and are close to a job offer, let the recruiter know.  She might be able to use this as leverage to get her client to move quicker.  At the very least, it is important to let anyone you are interviewing with know the status of your job search.

9) Don’t tell the recruiter that your salary requirements are one thing and then go on an interview that she set you up with and say something completely different.  Chances are, the recruiter already told her client what your money look like.

10) If you were laid off, don’t lie to a recruiter about it.  If she’s in your industry, she’ll have a ton of contacts and can easily find out the real scoop. And, I can tell you right now, if anyone lies to me,  I’ll never call him again.

Carpe diem…

One candidate, who took a job primarily for this reason, found herself in a quandry when, after only five months, her mentor-boss, whom she took the job to work for, decided he was not happy and left the company.  Another candidate who went to a start-up, primarily to work for a particular individual, was not happy when just a few months after he was hired, the company was bought by an established ad network. Boom, just like that, he had a different boss.

Yes, it’s important to like the person you work for.  Yes, it’s important to respect the person you work for.  And, yes, it’s important to feel as though you can learn and grow professionally through the directives of a strong boss.  But, it’s not a good enough reason to make a move.  Always evaluate the opportunity in its entirety before jumping ship.

Some of the things you should consider investigating before you do make a job change…

1) Find out if anyone has held your position before you?  What happened to that person?  Did she leave on her own fruition?  If so, how long was she there before her departure?  If it was only a few months, that could be a red flag.  The best thing to do in this situation is to ask to meet with some of your potential co-workers and see if you can get a feel for their state of mind and morale. You might be able to do a little covert digging and even find out that person’s name, and contact her to politely ask if she has any advice before you make a decision about whether or not to fill her shoes.

2) Make sure you clearly understand what will be expected of you. If you are in sales, find out your quota and client/agency list.  If you’ve got a $3MM annual quota to fill but are given a completely developmental list, perhaps you will be setting yourself up for failure.

3) Without sounding like you don’t want to work hard and you’re not willing to put in some overtime, ask pointed questions about the work/home-life balance? Again, you don’t have to ask the boss – get some face time with your peers in the office.  Find out about the culture. Ask what time the usual day begins and ends.

4) If you are taking a job mostly because you really admire the person you’ll be working for, the next question is a moot point.  But, if you don’t know too much about your future boss, get an idea about his/her management style. If you know you don’t like to be micro-managed, then working for a hands-on manager might not be your best bet.

I’ve said it before and I’ll say it again….interviewing is a two-way process.  They are not only choosing you.  You are choosing them.  Make sure to select wisely.

Carpe diem….

Without further adieu, Derek has been kind enough to guest blog for me today and tell you about key social media management tools he uses to get the most out of LinkedIn…

Derek recommends and explains below:

Nutshell Mail

One of the things I find most frustrating about social networks is you need to go through a number of irrelevant posts to get to the juicy details. Do you really care that someone is enjoying a cup of coffee or connecting with a facilities manager in Boise? If you value your time, but still want to follow the action, I find Nutshell Mail by Constant Contact very useful. Here’s why:

1) I can set the delivery time based on my needs.

2) I can receive a summary of what’s happening in my network, including a breakdown of important information like when connections change jobs as well as other relevant news (new connections/status updates).

However, what I do find frustrating is I can’t select the feeds I’m most interested in. I hope this will change sometime soon.

Tweetdeck

Tweetdeck has evolved into the industry standard for managing the various social networks in our lives (LinkedIn, Twitter, Foursquare, Facebook). The advantage of Tweetdeck is their strong relationship with LinkedIn. In fact, Tweetdeck was one of the first companies to use the LinkedIn API on their platform.

What I like about Tweetdeck is I’m able to see what my network is up to in realtime, while having the ability to select the updates most important to me.

What’s also great about Tweetdeck is the application is designed for both iPhone/iPad and Android systems which is terrific for the on the go executive.

Hootsuite & Seesmic

The main difference between Hootsuite/Seesmic and Tweetdeck is the former are web-based applications (meaning they can be accessed via multiple computers). What I find challenging is both applications lack customization. You’re receiving feeds you may not be interested in (connections, status updates, etc). However, they’re very useful if your company prevents downloading external applications. Also, one can scroll through their updates faster than on the LinkedIn site (automatic loading of streams).

Thanks, Derek, for highlighting some fantastic tools!  Carpe diem…

I downloaded the app this morning. The interface is clean and easy to navigate.  I was immediately prompted to put my employment history in – just my job titles, company names and years of employment.  When I go to my BranchOut profile, there is a complete list of all the companies where my friends work.  The number of friends I have that are employed at each company are listed below.  If you click on each of the company names, you get a list of jobs that are open as well as a list of my friends who currently work or have worked for the company in the past. (If the friend was a past employee, their dates of employment with that company are listed.)  So, for example, I have one friend who works at Apple (sad, I know). When I click on Apple, I get five pages of of job listings that the company is advertising.  It’s well organized and intuitive.

There is also a tab at the top that says “Friends.”  When I click on this, I can see a list of all my friends, along with a synopsis of where they work and have worked in the past.

When I was recruiting, Facebook was a key tool in my arsenal for finding people.  If I needed to hire someone with experience, for example, in selling mobile advertising, I would go to FB and do a search for friends I had who worked for mobile companies.  Then I’d do a similar search regarding my friends’ friends.  If I found candidates, I’d send them an introductory email through FB.  With BranchOut, it makes it that much easier for recruiters to do this kind of research and outreach.

It seems as though I’m not the only one who thinks BranchOut has got something here.  Since launching in July, 2010, they have raised $6M in Series A funding from Accel Partners.  Check out the video below and download when you get a chance.  I think, if you are looking to make a career move, you’ll be using it quite a bit….

Carpe diem...

Brothers and sisters cloaked in Red death.

Towering  sentinels  smoldering  in White ash.

A Blue spirit  frozen  in  time.

A Trojan Horse upon our soil.

Insidious  and indiscriminate,

Impregnating  our soul.

Stars and stripes comfort, but don’t assure

Salty  tears of despair, fear and ire.

A nation in mourning

Seeking justice and then peace.

A fierce determination

Born from destruction  and death.

United we stand

Bruised and berated.

United we stand

Red, White and Blue.