Thursday, August 9, 2012
Help us - Help you.....
Recently, there have been several articles on the recruiting industry asking “What makes a good recruiter,” “What differentiates one recruiting firm from another,” “Do Recruiters all say the same things?” and my favorite article posted two weeks ago “A Recruiter’s Jerry Maguire Moment.”
First and foremost, I am a huge Jerry Maguire fan as I not only loved the movie but had the very same thing happen to me a few years before the movie came out. I distinctly remember the feelings of deep betrayal much like Jerry did when he was fired and lost all of his clients. Thank goodness I wasn’t fired, but I had many clients lured away years ago because I simply trusted in the wrong recruiters. Oh yes, there surely are good and bad recruiters and recruiting firms out there, but like anything – perform due diligence, spend the time preparing and meeting enough recruiters, and rely on your gut instincts and sound judgment and you’ll end up working with a very successful small handful of talented recruiters.
Let’s be honest and admit that we don’t graduate college wanting to be a Recruiter – it just doesn’t work out that way. There are no coffee mugs with “Recruiter “on them (which still secretly urks me) but I am very proud that I am a recruiter and of the recruiting industry. I can tell you first hand that the recruiting industry is a rough and tumble market to navigate through and oftentimes we are disliked for what we do.
As stated in the Jerry Maguire article – we spend our days getting people jobs, negotiating salaries, and benefits, and essentially fulfilling a real and true service to the public. We can be the crucial lifeline that someone needs to take care of their family but do we care? Is it us, or our careless manner that really turns those candidates, those people, even those parents off? What has recruiting become? If you read the complaints, criticisms, and critiques, it’s less about the business and more and more about the recruiters treating the candidates and clients alike like commodities rather than people. Has it really become about the bottom line?
I believe not, as I know that Recruiters are really good people. It isn’t an accident that these people have found themselves in this profession. It takes dedication, drive, insight, and a very sharp instinct for people. And believe me after spending twenty-seven years in the industry; it’s tough to be that good with people day in and day out if you don’t really care. You can’t fake it –at least not for long and I work with these people every day. We pour our heart and souls into what we do.
Over the past twenty five years I have seen the recruiting industry change dramatically and become a much more commoditized process. Sadly, it has become about the bottom line but not because of us. Many of our former large clients are now managed by VMS (Vendor Management Service) companies that supposedly help them streamline their processes and manage their costs. Back in the day, VMS companies simply remained behind the scenes to manage compliance issues and the inordinate amount of paperwork that is needed and generated in Human Resources. But due to tighter margins and greater financial rewards these VMS companies saw an opportunity and entered into the staffing arena.
Between these firms entering into the market, and the industry itself going through a massive change from smaller boutique firms to large international corporations seeking very small margins things have changed a great deal. Small margins equate to lack of direct recruitment which leads to resume slinging; essentially forcing recruitment companies to throw a specific number of resumes at any and all job orders within 24 hours, lest they be beaten by the 50 or more competitors these job orders are blasted out to on a daily basis. All of these resumes now end up in a portal oftentimes reviewed by one entry level HR assistant who has many other priorities and duties
Sadly, most mid-sized firms like The McIntyre Group no longer participate in these VMS programs. We don’t generally work successfully through a portal process either. We recognize and understand that hiring requires a keen eye for talent, long hours of diligent recruiting, and someone who is thoroughly training and immersed in our business. We still care and still have a choice –
I used to think years ago that I wanted to be the biggest – now I realize if I were, I’d be walking out with just the fish……………………
*Special thanks for the recruiter who wrote “A Recruiter’s Jerry Maguire Moment and glad to know that there are a few more of us out there doing the good work!
Tuesday, June 5, 2012
No Easy Street on the Admin Route
I am honored to have this blog post written about myself and The McIntyre Group:
http://9livesforwomen.com/2012/05/31/theres-no-easy-street-on-the-admin-route/
http://9livesforwomen.com/2012/05/31/theres-no-easy-street-on-the-admin-route/
Thursday, March 29, 2012
Oh the Places We'll Go: Recruiters, Human Resource Managers, or Private Investigators
Oh the places we must go these days when hiring a candidate. Dr. Seuss had no idea! This morning, we were advised that we will be required to fingerprint all temporary associates for a large Fortune 100 client. Better than this was an article that I read this morning about social media. Interviewers are now asking potential candidates for their Facebook Login and Password. To what lengths can we go and should we go before hiring a candidate? In my opinion, hiring authorities are starting to enter dark, uncharted waters in these tough economic times. Many paths could lead to legal disaster.
When Justin Bassett interviewed for a new job, he expected the usual questions about experience and references. So he was astonished when the interviewer asked for something else: his Facebook username and password. Bassett, a New York City statistician, had just finished answering a few character questions when the interviewer turned to her computer to search for his Facebook page. But she couldn't see his private profile. She turned back and asked him to hand over his login information. Bassett refused and withdrew his application, saying he didn't want to work for a company that would seek such personal information. But as the job market steadily improves, other job candidates are confronting the same question from prospective employers, and some of them cannot afford to say no. ~ Seattle AP
In their efforts to vet applicants, some companies and government agencies are going beyond merely glancing at a person's social networking profiles and instead asking to log in as the user to have a look around. "It's akin to requiring someone's house keys," said Orin Kerr, a George Washington University law professor and former federal prosecutor who calls it "an egregious privacy violation." Questions have been raised about the legality of the practice, which is also the focus of proposed legislation in Illinois and Maryland that would forbid public agencies
from asking for access to social networks.
Since the rise of social networking, it has become common for managers to review publically available Facebook profiles, Twitter accounts and other sites to learn more about job candidates. But many users, especially on Facebook, have their profiles set to private, making them available only to selected people or certain networks.
Companies that don't ask for passwords have taken other steps, such as asking applicants to “friend” human resource managers or to log in to a company computer during an interview. Once employed, some workers have been required to sign non-disparagement agreements that ban them from talking negatively about an employer on social media.
Asking for a candidate's password is more prevalent among public agencies, especially those seeking to fill law enforcement positions such as police officers or 911 dispatchers. E. Chandlee Bryan, a career coach and co-author of the book "The Twitter Job Search Guide," said job seekers should always be aware of what's on their social media sites and assume someone is going to look at it. Bryan said she is troubled by companies asking for logins, but she feels it's not a violation if
an employer asks to see a Facebook profile through a friend request. And she's not troubled by non-disparagement agreements. "I think that when you work for a company, they are essentially supporting you in exchange for your work. I think if you're dissatisfied, you should go to them and not on a social media site," she said.
More companies are also using third-party applications to scour Facebook profiles, Bryan said. One app called BeKnown can sometimes access personal profiles, short of wall messages, if a job seeker allows it. Sears is one of the companies using apps. An applicant has the option of logging into the Sears job site through Facebook by allowing a third-party application to draw information from the profile, such as friend lists. Sears Holdings Inc. spokeswoman Kim Freely said using a Facebook profile to apply allows Sears to be updated on the applicant's work history. The company assumes "that people keep their social profiles updated to the minute, which allows us to consider them for other jobs in the future or for ones that they may not realize are available currently," she said.
Giving out Facebook login information violates the social network's terms of service. But those terms have no real legal weight, and experts say the legality of asking for such information remains murky.
The Department of Justice regards it as a federal crime to enter a social networking site in violation of the terms of service, but during recent congressional testimony, the agency said such violations would not be prosecuted. But Lori Andrews, law professor at IIT Chicago-Kent College of Law specializing in Internet privacy, is concerned about the pressure placed on applicants, even if they voluntarily provide access to social sites. "Volunteering is coercion if you need a job," Andrews said. Neither Facebook nor Twitter responded to repeated requests for comment.
In New York, Bassett considered himself lucky that he was able to turn down the consulting gig at a lobbying firm. "I think asking for account login credentials is regressive," he said. "If you need to put food on the table for your three kids, you can't afford to stand up for your belief."
A few questions to ponder: are we outsourcing so much that we can’t ascertain from an interview what we need in order to make a proper hiring decision? Has the lack of face to face interviewing finally caught up to some companies?
My feeling on these issues is that it’s best to keep your private life, private. We are constantly having these discussions among colleagues at McIntyre and although many of our staff and interviewees are on all forms of social media, some are not.
I believe that we as Recruiters & HR Professionals should be aware of social media platforms like Twitter & Facebook, but should review them with caution and thought in mind and certainly not ask for login and password information. Social Media has made everything to accessible and available – I think we all need to pull back a little bit, apply some common sense and logic and appreciate that much of the information can be misleading and often blown out of proportion. In addition, with savvy internet graduates entering the workforce daily, I am certain this temporary faze of asking for log-in information and passwords will be short lived, as there isn’t a person that I can think of that would want to work for a firm that would ask for this kind of information. In addition, if potential employers start invading a candidate’s privacy as a common hiring practice, people will no longer reveal or disclose anything personal. What’s meant to be private should remain private, and these hiring tactics of getting Facebook account login information is too assertive for my liking. It crosses down a slippery slope of privacy invasion and, in my opinion, is not worth it. My advice, set up quality face to face interviews, use extremely reputable recruiters, make sure your firm and Staffing firm(s) run tight detailed background checks, and monitor and ensure your staff is conducting informative, practical hiring measures with multiple people.
Until next month, live with passion!
When Justin Bassett interviewed for a new job, he expected the usual questions about experience and references. So he was astonished when the interviewer asked for something else: his Facebook username and password. Bassett, a New York City statistician, had just finished answering a few character questions when the interviewer turned to her computer to search for his Facebook page. But she couldn't see his private profile. She turned back and asked him to hand over his login information. Bassett refused and withdrew his application, saying he didn't want to work for a company that would seek such personal information. But as the job market steadily improves, other job candidates are confronting the same question from prospective employers, and some of them cannot afford to say no. ~ Seattle AP
In their efforts to vet applicants, some companies and government agencies are going beyond merely glancing at a person's social networking profiles and instead asking to log in as the user to have a look around. "It's akin to requiring someone's house keys," said Orin Kerr, a George Washington University law professor and former federal prosecutor who calls it "an egregious privacy violation." Questions have been raised about the legality of the practice, which is also the focus of proposed legislation in Illinois and Maryland that would forbid public agencies
from asking for access to social networks.
Since the rise of social networking, it has become common for managers to review publically available Facebook profiles, Twitter accounts and other sites to learn more about job candidates. But many users, especially on Facebook, have their profiles set to private, making them available only to selected people or certain networks.
Companies that don't ask for passwords have taken other steps, such as asking applicants to “friend” human resource managers or to log in to a company computer during an interview. Once employed, some workers have been required to sign non-disparagement agreements that ban them from talking negatively about an employer on social media.
Asking for a candidate's password is more prevalent among public agencies, especially those seeking to fill law enforcement positions such as police officers or 911 dispatchers. E. Chandlee Bryan, a career coach and co-author of the book "The Twitter Job Search Guide," said job seekers should always be aware of what's on their social media sites and assume someone is going to look at it. Bryan said she is troubled by companies asking for logins, but she feels it's not a violation if
an employer asks to see a Facebook profile through a friend request. And she's not troubled by non-disparagement agreements. "I think that when you work for a company, they are essentially supporting you in exchange for your work. I think if you're dissatisfied, you should go to them and not on a social media site," she said.
More companies are also using third-party applications to scour Facebook profiles, Bryan said. One app called BeKnown can sometimes access personal profiles, short of wall messages, if a job seeker allows it. Sears is one of the companies using apps. An applicant has the option of logging into the Sears job site through Facebook by allowing a third-party application to draw information from the profile, such as friend lists. Sears Holdings Inc. spokeswoman Kim Freely said using a Facebook profile to apply allows Sears to be updated on the applicant's work history. The company assumes "that people keep their social profiles updated to the minute, which allows us to consider them for other jobs in the future or for ones that they may not realize are available currently," she said.
Giving out Facebook login information violates the social network's terms of service. But those terms have no real legal weight, and experts say the legality of asking for such information remains murky.
The Department of Justice regards it as a federal crime to enter a social networking site in violation of the terms of service, but during recent congressional testimony, the agency said such violations would not be prosecuted. But Lori Andrews, law professor at IIT Chicago-Kent College of Law specializing in Internet privacy, is concerned about the pressure placed on applicants, even if they voluntarily provide access to social sites. "Volunteering is coercion if you need a job," Andrews said. Neither Facebook nor Twitter responded to repeated requests for comment.
In New York, Bassett considered himself lucky that he was able to turn down the consulting gig at a lobbying firm. "I think asking for account login credentials is regressive," he said. "If you need to put food on the table for your three kids, you can't afford to stand up for your belief."
A few questions to ponder: are we outsourcing so much that we can’t ascertain from an interview what we need in order to make a proper hiring decision? Has the lack of face to face interviewing finally caught up to some companies?
My feeling on these issues is that it’s best to keep your private life, private. We are constantly having these discussions among colleagues at McIntyre and although many of our staff and interviewees are on all forms of social media, some are not.
I believe that we as Recruiters & HR Professionals should be aware of social media platforms like Twitter & Facebook, but should review them with caution and thought in mind and certainly not ask for login and password information. Social Media has made everything to accessible and available – I think we all need to pull back a little bit, apply some common sense and logic and appreciate that much of the information can be misleading and often blown out of proportion. In addition, with savvy internet graduates entering the workforce daily, I am certain this temporary faze of asking for log-in information and passwords will be short lived, as there isn’t a person that I can think of that would want to work for a firm that would ask for this kind of information. In addition, if potential employers start invading a candidate’s privacy as a common hiring practice, people will no longer reveal or disclose anything personal. What’s meant to be private should remain private, and these hiring tactics of getting Facebook account login information is too assertive for my liking. It crosses down a slippery slope of privacy invasion and, in my opinion, is not worth it. My advice, set up quality face to face interviews, use extremely reputable recruiters, make sure your firm and Staffing firm(s) run tight detailed background checks, and monitor and ensure your staff is conducting informative, practical hiring measures with multiple people.
Until next month, live with passion!
Friday, January 13, 2012
The Sound of Silence
Let this letter from a frustrated job seeker make us all realize the discourtesy and frustration that occurs when they are offered the sound of silence. This article was written by a job seeker and posted on Recruiting Blog.
I was laid-off from my job as a telecommunications operations manager a year ago and have since had multiple interviews with seven companies in the city and on Long Island. Without exception, every interviewer closes with, "Thanks for coming in; we'll let you know either way," or, "You'll hear from us in two to three weeks."
It is a hopeful three weeks and I regularly check my emails and voice mails for an answer. Ultimately, I rarely hear back from them -- even after several steps of the interview process. At first I took it personally, but have realized that completely disregarding people you were very courteous to three weeks ago has become the norm. I follow all the rules, including writing compelling cover letters, customizing my resume and composing subsequent thank-you letters, yet I end up with "radio silence" that is both deafening and frustrating.
Job seekers don't expect a response to every resume they send out, but if you are lucky enough to be invited in for an interview, I think most would agree they deserve some sort of answer afterward rather than being left to wonder.
Oddly enough, I've found that invitations for initial and follow-up interviews are quite expeditious, so I can only assume that once a choice is made (that doesn't involve you), you're off their radar for good. There is no phone call, no quick email with any one of the canned responses -- "Sorry, we're heading in a different direction" or "We've chosen another candidate, but thank you for applying."
After the promised waiting period, I naturally assume they have not selected me, but I am compelled to follow up and respectfully ask where I stand. Still my phone calls are unreturned and my emails are overlooked. What we job seekers see as initially being persistent, eventually feels like harassment when each inquiry gets no response. It's as if the company packed up and moved out.
I'm embarrassed that I have been reduced to politely following up every few days, but I cannot afford not to ask. I understand that my priorities are just that -- mine. I suppose employers do not have the time or inclination to be sensitive in this tumultuous economy, but it should not mean courtesy is pushed aside. They say the second best answer you can get while job searching is "no," but the worst is no response at all.
It would be good for all parties to be forthcoming with a truthful and quick response so everyone can move on. For 20-plus years, I've taken management and leadership courses, and what is constantly taught is professionalism, timeliness and honesty. This should not only apply internally but externally as well. I am not looking for a three-page dissertation on why I didn't get the job, but in this age of technology and automated emails, everyone deserves some sort of communication.
I suppose the hiring managers just don't care. So this is the reality -- and it's sad. The law of averages argues for putting lost causes behind you, moving on and pushing forward with other companies and opportunities. But as far as getting a response, I guess I'll never really get used to the sound of silence.
Wednesday, January 4, 2012
What you don't know CAN hurt you in today's job market!
Having been in the staffing industry for 27 years I wish to lend some honest guidance on tips and suggestions for a seamless job search. Soe of you may not be recent graduates or new to the job market but let’s be honest; we can always use a refresher course on interviewing tips. Or, perhaps you have a friend or family member that requires some assistance. I wish to offer some candid suggestions to save you from common pitfalls in the interviewing and job search process. My goal is to be refreshing and provide you with some valuable tidbits that perhaps you haven’t read or heard 1,000 times before.
If you’ve just graduated, are new to the market or are re-entering the workforce, you’ve most likely been wearing flip flops and sweat pants for the past four years; so let’s discuss dress attire. Casual attire is still unacceptable in the “real” business world, especially when interviewing. If you want a shot at the top jobs then you had better be more prepared and better dressed than your competition. Sure, some firms do allow casual attire. But leave the flip flops at home until after you’ve been hired. Remember if you want to get ahead and be taken seriously by your colleagues and peers, corporate dress attire sends a very powerful statement and message about who you are and how you wish to be perceived = Serious – Smart – Sharp.
What exactly is corporate attire? Buy yourself a good suit plus some nice accessories to mix it up. Men should buy a few ties in case of multiple interviews at the same firm, and have at least two dress shirts in case you get called back quickly for a second interview and haven’t stopped at the cleaners. I recommend a few different shirts for the ladies for the same purpose plus accessories. There is no need to break the bank – you can find a nice suit for a reasonable price. Stay away from anything that is trendy or will go out of style quickly. A classic style suit should last you for many years to come.
Now for some straight talk. Items that could potentially lose you a corporate job offer: visible tattoos, nose rings, multiple pierced ears, earrings in men, pierced tongues, multiple colored hair, open toe sandals, tall platform shoes, long decorative nails, chipped nail polish, halter tops, and mini-skirts – Whew, I think that sums it up. All of these items are unacceptable for the serious, career-minded individual. Self expression is great, but projecting a professional image is essential in the job interviewing stage. Once you are hired at a company and have the opportunity to meet fellow colleagues you can adjust your style accordingly. But pause for a moment and ask this question: “how many CEO’s, Presidents or high level executives do you see with any of the above?”
Keep your resume short, professional and always include the following: your email address, cell and home phone number. If you have an unprofessional email address or an unprofessional voicemail message – now would be the time to get rid of it. Many an interview has been cancelled because of this! Write an objective on your resume that is short and concise, but doesn’t box you into just one area. If you want a marketing position, write an objective that shows you want to enter into business with a few of your strengths included pointing to marketing. List all pertinent job information including summer jobs, part-time jobs, internships, and all school achievements including your GPA if over 3.0. Include any sports achievements, leadership positions and other achievements that would distinguish you from your competitors. List a few key interests that reveal insights into your personality. For example, a passion for chess shows strategic thinking, sports participation demonstrates competitiveness, etc.
Now let’s talk about manners as they matter quite a bit when interviewing and they seem to be scarce these days. At all costs never be late to an interview as it will leave a very bad impression in the interviewer’s eyes. However, if an emergency occurs call and apprise the interviewer of your emergency immediately. You should only bring two things with you to an interview: a leather portfolio with a paper pad and 5 copies of your resume. Leave everything else in the car including your cell phone. Lately candidates have been coming in with Starbuck’s Lattes, big overstuffed carry bags, and cell phones. This is completely unacceptable! While you are waiting for your interview be aware and attentive - don’t read or get distracted. Observe the environment that you are in and see if you can find anything that may prove to be useful during the interview. When someone comes out to greet you, get up and offer a firm handshake and your name. Always get up when someone enters a room – man or woman. If offered anything during the interview, politely decline. Your focus is the interview not beverages or food – they can distract and cause embarrassing circumstances! Never smoke before an interview (including during the car ride to the interview) chew gum or enter an interview with candy, mints or food.
Make sure that your resume is error free and grammatically correct. If you use “spell check” only, you could find that errors are not always picked up. Show your resume to your parents or a few select acquaintances and ask them to look for spelling or grammatical mistakes. Do not ask them to critique or rewrite your resume. Everyone will have a suggestion or opinion that will lend confusion and become a time waster. The best people you can ask to review your resume are recruiters, as we see thousands of resumes in any given month and know what the clients look for!
Stay tuned for the second portion of this article which will include: preparing for the interview, interviewing questions and pitfalls, and after the interview.
Best of luck!
If you’ve just graduated, are new to the market or are re-entering the workforce, you’ve most likely been wearing flip flops and sweat pants for the past four years; so let’s discuss dress attire. Casual attire is still unacceptable in the “real” business world, especially when interviewing. If you want a shot at the top jobs then you had better be more prepared and better dressed than your competition. Sure, some firms do allow casual attire. But leave the flip flops at home until after you’ve been hired. Remember if you want to get ahead and be taken seriously by your colleagues and peers, corporate dress attire sends a very powerful statement and message about who you are and how you wish to be perceived = Serious – Smart – Sharp.
What exactly is corporate attire? Buy yourself a good suit plus some nice accessories to mix it up. Men should buy a few ties in case of multiple interviews at the same firm, and have at least two dress shirts in case you get called back quickly for a second interview and haven’t stopped at the cleaners. I recommend a few different shirts for the ladies for the same purpose plus accessories. There is no need to break the bank – you can find a nice suit for a reasonable price. Stay away from anything that is trendy or will go out of style quickly. A classic style suit should last you for many years to come.
Now for some straight talk. Items that could potentially lose you a corporate job offer: visible tattoos, nose rings, multiple pierced ears, earrings in men, pierced tongues, multiple colored hair, open toe sandals, tall platform shoes, long decorative nails, chipped nail polish, halter tops, and mini-skirts – Whew, I think that sums it up. All of these items are unacceptable for the serious, career-minded individual. Self expression is great, but projecting a professional image is essential in the job interviewing stage. Once you are hired at a company and have the opportunity to meet fellow colleagues you can adjust your style accordingly. But pause for a moment and ask this question: “how many CEO’s, Presidents or high level executives do you see with any of the above?”
Keep your resume short, professional and always include the following: your email address, cell and home phone number. If you have an unprofessional email address or an unprofessional voicemail message – now would be the time to get rid of it. Many an interview has been cancelled because of this! Write an objective on your resume that is short and concise, but doesn’t box you into just one area. If you want a marketing position, write an objective that shows you want to enter into business with a few of your strengths included pointing to marketing. List all pertinent job information including summer jobs, part-time jobs, internships, and all school achievements including your GPA if over 3.0. Include any sports achievements, leadership positions and other achievements that would distinguish you from your competitors. List a few key interests that reveal insights into your personality. For example, a passion for chess shows strategic thinking, sports participation demonstrates competitiveness, etc.
Now let’s talk about manners as they matter quite a bit when interviewing and they seem to be scarce these days. At all costs never be late to an interview as it will leave a very bad impression in the interviewer’s eyes. However, if an emergency occurs call and apprise the interviewer of your emergency immediately. You should only bring two things with you to an interview: a leather portfolio with a paper pad and 5 copies of your resume. Leave everything else in the car including your cell phone. Lately candidates have been coming in with Starbuck’s Lattes, big overstuffed carry bags, and cell phones. This is completely unacceptable! While you are waiting for your interview be aware and attentive - don’t read or get distracted. Observe the environment that you are in and see if you can find anything that may prove to be useful during the interview. When someone comes out to greet you, get up and offer a firm handshake and your name. Always get up when someone enters a room – man or woman. If offered anything during the interview, politely decline. Your focus is the interview not beverages or food – they can distract and cause embarrassing circumstances! Never smoke before an interview (including during the car ride to the interview) chew gum or enter an interview with candy, mints or food.
Make sure that your resume is error free and grammatically correct. If you use “spell check” only, you could find that errors are not always picked up. Show your resume to your parents or a few select acquaintances and ask them to look for spelling or grammatical mistakes. Do not ask them to critique or rewrite your resume. Everyone will have a suggestion or opinion that will lend confusion and become a time waster. The best people you can ask to review your resume are recruiters, as we see thousands of resumes in any given month and know what the clients look for!
Stay tuned for the second portion of this article which will include: preparing for the interview, interviewing questions and pitfalls, and after the interview.
Best of luck!
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