Fa La La La - Layoffs??

2008 – What a year! We have a historic President-Elect who we are hoping will inspire the American public. It has been officially declared that the United States has been in a recession for the past 12 months. Companies are laying off ten’s of thousands of workers while others are closing completely. And finally to top it off – a Journalist in Iraq attempted to hit George W. Bush with not one, but both of his shoes and almost succeeded. This one is definitely headed for the record books.

Of these moments, my guess is that most Americans are going into the Holiday season bracing for what 2009 will bring – more layoffs? Who will be next? The longest recessions on record since WWII have been 16 months total – are we nearing an end?

For those of you out there affected by the layoffs, I offer some tips on putting yourself back out on the market.
1. Sit down and spend part of an entire day on your resume. Whatever you do, don’t throw together your most recent job history out of anger and spite – because let’s be honest, it won’t serve to hurt the company – just YOUR job prospects.

2. Be very detailed with regard to how you can help the company with whom you are applying by utilizing cover letters, well thought out emails, etc. Be your own best marketer. (BYOBM) If you’re applying for a Project Management role, your resume should talk about Project Management skills and your cover letter should indicate your strengths with regard to – Project Management.

3. Send your resume to a friend to have them proof it for errors – you would be surprised at the amount of errors despite your best effort to read it dozens of times.

4. Take your suits to the dry cleaner – yes I know that the world is more casual, however, hiring managers want to see you in a suit. This goes for both men and women.

5. Sell, sell, sell – Post your resume, consult with Recruiters that you trust (like me), and apply to roles on-line. Don’t expect the job to come to you. (Sidenote: Keep a detailed list of jobs that you have applied to and be very clear with Recruiters regarding roles that you have applied to directly).

6. Carry copies of your resume with you. Do not assume that they have one printed out – take the burden off of them. They will notice. You can print at Kinkos.

7. If you have non-competes, have a copy with you so you can speak to the restrictions.

8. Have your references ready to go – already contacted, primed, and excited to talk about you. A big red flag goes up when a company asks for references, and the candidate answers “ummmm. Let me check on that.”

9. Be very clear about your salary needs but be realistic. You may have been making $150,000 last year, but have you done the research recently to see what folks are now making? I bet you’ll be surprised to see it has dropped somewhat. You must let them know your flexibility.

10. Eye contact, firm handshake, and enthusiasm – they go a long way.

Just some friendly advice to those job hunters unexpectedly tossed back on the market.

Frustration is spelled R.E.S.U.M.E.

Someday I hope to find whoever instructs my 10+ year veteran consultants to turn their incredible careers into one condensed page of confusion – and kick them in the shin.

Now I realize that there are SEVERAL schools of thought with regard to resume writing. Let’s face it – selling yourself on paper is probably one of the most difficult tasks other than perhaps – changing a tire without scratching your knuckles on the pavement. As the years have passed, I have found myself the career counselor to every friend of mine who begins a new job search and it always begins the same way “Can I send you my resume to take a look at?” Resumes are scary, tedious, and everyone had a different philosophy.

Case in point: The other day, I’m talking to a .Net Developer. 20 years in the business, several recent years of awesome .Net expertise – highly marketable background. He sends over his 1 1/2 page resume and I find that both pages are in tables – with no explanation of what his responsibilities were or what types of projects he was working on. It was in essence, a technical summary. I say to him “Do you have a resume that goes into a bit of detail?” His response “The last few recruiters I spoke to told me to put it in this format so I did.” My response – “Have you gotten any interviews with those recruiters?”

I have a philosophy with regard to resume creation. I’m putting it below – please feel free to share.

· First and foremost – unless you are a recent college graduate, a one page resume cannot possibly illustrate a lifetime of achievement. There is a healthy balance however, 10+ page resumes are never good either. Assume that an employer will look at your last 5 years – so make those last 5 years count. (Let go of the one page resume – seriously – put it in the garbage)

· Secondly – each candidate should have three versions of their resume on hand at all times. One that is catered to technology and process, another that is more narrative (your story telling resume), and one that lays out EVERYTHING in detail – it is ALWAYS a good idea to have something somewhere with detail so you can refer to it or cut and paste. If you’re dealing with a good recruiter who knows their client well, they will be able to tell you which version will help secure an interview.

· Finally - for the love – cater your resume to suit the job you’re applying to. Clients, while fabulous and incredibly intelligent, are not psychic. They cannot deduce from your resume that you in fact have every technology they are searching for unless they see it (or find it in a key word search) – help them out! My favorite conversations with consultants are typically about this very topic. They apply to an Oracle Financials Analyst role – and have no Oracle Financials listed on their resume. So I use this analogy – would you apply to be a Circus Acrobat with no mention of gymnastic or acrobatic training on your resume?

The moral of the story – I never placed said .Net Consultant because a week or so after our initial conversation and resume revamp session, I received an ecstatic email from him letting me know that he had gotten a fantastic contract in New York City and “Oh by the way your resume tips worked!” Now - if only I could parlay my helpful resume revamps into income or even better - charge a bag of Reese’s for each session.

You get what you pay for....

These last few weeks have been a rollercoaster – as a Head Huntress and as an American. Wall Street is in shambles, our bailout didn’t really do any bailing out, unemployment is going up, our Presidential candidates are debating but not necessarily answering any questions, people are scrambling to maintain standards of living, our greatest joy is the return of Tina Fey as Sarah Palin, Angelina Jolie and Brad Pitt are more popular than ever, and I can’t seem to understand the hiring patterns of our clients.

For example: Client knows they need a Senior Network Design Engineer – but only want to pay $65k for fear of running out of budget. However, they know that this person needs to have the skills of a $95k Network Design Engineer. But they hire a less qualified candidate to save the cash while simultaneously putting themselves at risk of a crippled Network – which is MORE expensive in the long run. Yeah – it’s a head scratcher.

Case in point: A couple of years ago, a certain retailer who shall remain nameless but has fabulous name brand products at discount prices – had a HUGE security breach. HUGE. Not little. MILLIONS of dollars huge. I was tasked with finding said client a Security Engineer who was well versed in ethical hacking. The budget - $75k. Now riddle me this – your entire company is compromised, you have lost the confidence of your customers, your name is synonymous with security breach, and you want to hire a SENIOR SECURITY EXPERT to fix the problem in a short period of time for fear that your company will tank, and this miracle worker who shall be the salvation of a multi-million dollar company is worth $75k? Again – another head scratcher.

If I buy a pair of $10 jeans – Should I be shocked that they don’t wash and wear well? If I purchase low premium insurance, should I be shocked that the medical coverage is lackluster? If I buy a $1 hamburger versus the $10 model at an upscale restaurant – should I expect them to taste the same?

If our current economic situation has taught us anything, it is that we truly get what we pay for and that we have to be realistic. Now I know the 1969 Rolling Stone’s song as well as any other that “You can’t always get what you want,” but isn’t it about time that we as Recruiters and Staffing experts helped our clients to realize what they need.

Using my superpowers for good....

When born with superpowers and upon the day of realization – the first step in the life of a Super Hero or potential Villain is the careful choosing of the name – or at least, that’s how it happens in the movies. As a Head Huntress, my first obvious choice would be The Head Huntress of the World or The Princess of Placement; however, in reality based upon an average day, my name should truly be something like The HR Defeater or perhaps Requirement Rambo or even on a good day The Feedback Fighter. What is my super power you ask? I have the same superpower every good Recruiter has – a facility for communication.

Often times in this crazy world of staffing, an average day can feel like an obstacle course or often times – a war zone. First, jump over the pond of requirements not truly needed but added for no particular reason, crawl under the HR radar, narrowly avoid being shot by the laser beams of HR mistrust, walk the tightrope of candidate love/hate, and lastly – fight the dragon of client non-response. And just when you think you’re safe in your trench – KABLOW!!!! You’ve just stepped on the mine of last minute negotiations and counter offers. However in this war, instead of a sword and shield – I have a laptop, telephone, occasionally a really good quality gel pen…. and my superpower.

Despite current economic problems and a large portion of our talent slated to retire, the business of staffing is still quite strong. Clients need talent, and the talent needs work. Seems like a win/win equation. However, somewhere along the way, our superpower, our ability to communicate, is turned against us and we find ourselves struggling with either the candidates or HR or a client for clarity. To my fellow super-recruiters out there; how do you combat the Kryptonite of a lack of clarity and non-response?

Where is MY tall, dark, and handsome???

The executive team meets – an agreement is reached. The job description is written, then passed on and edited, and revised, and reviewed, and edited to include the typical “works well with others” sections – and TADA. You have your typical job description.

I often liken job descriptions to personal ads just as I have likened recruiting to matchmaking. My consultants usually chuckle when I give them the following analogy:

“Job descriptions are like personal adds. If you’re looking for a wife or husband or soul mate, you put EVERYTHING down that would make someone perfect for you. For the ladies – tall, dark, handsome, successful, a great cook, loves kids, athletic, protective, great sense of humor, loves the theater and opera. However, when push comes to shove, we’ll relinquish a few once we meet our next-to-perfect. Maybe he’s shorter than we had hoped or not a world renowned chef and maybe.. just maybe.. he’s balding. It’s the same with companies and job descriptions – they will often relinquish a few must haves to get their next-to-perfect. Because lets face it – it’s very few and far between that Goldilocks strikes our lives and gives us that – just right.”

They giggle, and think back to a personal ad they’ve read or potentially written. And the lightbulb goes off – maybe I have a shot.

Putting this down makes me wonder – how often are we discounting candidates because they’re not “just right” instead helping them understand they could be “next-to-perfect?” Are we working with our candidates to help them sell themselves or simply doing those key word searches hoping with our fingers crossed to find our elusive Goldilocks?

Please Remove the Pirate Hat.......

In this generation of Millienials, fashion forward companies, and casual days extending far beyond Friday – I’ve found these past few years a surge toward a new interview attire spotted with individualism, artistic expression, and an emphasis on reflecting personal style. We’ve all had the candidate who showed up wearing something completely inappropriate – flips flops, Technicolor t-shirts, jeans, short skirts, torn pants, etc…. The list goes on and on.

However, the more I think about it, I can’t help but wonder. As Recruiters, how far should we be going to impress upon our candidates the importance of the first impression? Even after they have been told Business Attire (suit and tie), should we be delving deeper? Should our prep questions include extensive lists of “What not to wear?”

Here are a couple of my stories – Please share…..

Do you get HBO with those earrings?? – Candidate arrived at a very conservative client to interview and could not get through the metal detectors. In his ears were earrings that went through the earlobe and had been stretched to the width of a quarter. I begged him to remove the earrings; he refused and continued to refuse all the way to the client’s office. When I later told him that he did not get the job despite being their first choice because of his jewelry choice – the candidate said “Well I wish someone would have told me!!”

I didn’t catch that – Did you say you took cold medicine?? – Candidate arrived to interview for a position at the client company wearing a clip on pony-tail, short-skirt, and repeatedly fell asleep while interviewing because she had consumed cold medicine before walking into the building to avoid speaking with a stuffy nose during the interview. She also asked the manager for a “do over” when she sensed things going badly.

Hats need not apply!
Captain Jack Sparrow – the candidate wore a pirate hat – and despite my urging refused to remove it prior to the interview. I will never forget saying to him “But you really should remove the pirate hat….” And thinking to myself – this cannot end well.

Moral of the story:
To the candidates out there looking for a new job – please leave wild jewelry, mind-altering pharmaceuticals, and head accessories at home. Leave those for the company holiday party.

For my fellow Recruiters – sometimes no matter how much we fear upsetting a candidate, we have to get them to take off the pirate hat…….Even if it’s their lucky pirate hat.

And what do you do?????

“And what do you do?”…. pause. I answer “I work in IT Software Consulting and Staffing.” Longer pause and blank stares. I continue “Staffing…. Recruiting…? Ummmm.. I get computer people jobs at big companies.” Ahhhh – recognition spreads across his face and like those before him, he smiles and snidely replies “So… you’re a HEADHUNTER.”

Now – I realize that there are several terms out there describing what I do – but Headhunter is my least favorite. It has a negative connotation – similar to Lawyer or Telemarketer. But I realize that there are certain terms that people recognize. So I smile coyly and respond “No… I’m a Head Huntress.”

There are many industries out there with a bad rap – I’ve mentioned two prior but recruiting/staffing seems to have one of the worst raps and ironically, one of the most noble of purposes. We help people get jobs. Now – don’t get me wrong – there are always a few bad apples. A few “headhunters” who treat people like a commodity instead of a living, breathing being who is enlisting our help to garner work. But unlike those bad apples, I guess I tend to think of every candidate as a critic. Negative word of mouth is more damaging than any other type of critique so I view every potential candidate or potential placement, as a “Kelly the Head Huntress” critic capable of giving me a bad review and therefore – making me no better than those bad apples.

Thinking of this I have to wonder: How are we treating our candidates out there? In a time of recession, are we treating them less like people and more like an overabundance of wheat because there are less jobs and quite a few folks out of work?

This blog going forward – resume advice, job hunting advice, overall dialogue surrounding the big bad world of job hunting, funny stories, candidate nightmares, and how every now and again – we recruiters serve a very useful function.