Leveling the Field: Remaining Competitive in an Evolving Web Marketplace

Version changes. Upgrades. Migrations. The world of web is constantly evolving. Almost as quickly as my wardrobe in fall!

Case in point, some topics of interest:

• To HTML5 or not to HTML5?
• Is the web dead? Are applications taking over?
• Cross browser compatibility?
• Flash and iPhone? GASP
• The future of Flash?

One topic that is always mutually agreeable is the concept of keeping up with emerging trends and adding to your repertoire. You have to be better, faster, stronger (insert Kanye West) than your competition and sometimes as an individual keeping up with the Jones’ can be a monumental feat. The cost alone can sometimes be crippling.

HOWEVER – there are ways to put a little shine on your skills, a little polish to your portfolio, a little bedazzle to your business. Ok – maybe I’ve gone a touch overboard with the bedazzle but you get the jist.

We’ve come across 3 tools that can help you add to your arsenal without signing up for a coding class (although I’m not discouraging ongoing education):

1. PadPressed:
Make your Wordpress site an iPad app
http://padpressed.com/

2. SenchaTouch:
The First HTML5 Mobile App Framework
Sencha Touch allows you to develop web apps that look and feel native on Apple iOS and Google Android touchscreen devices.
http://www.sencha.com/products/touch/

3. Flash Catalyst:
Adobe® Flash® Catalyst™ CS5 software is an approachable new interaction design tool. Transform Adobe Photoshop®, Illustrator®, and Fireworks® artwork into expressive, fully interactive projects without writing code, and leverage the reach and consistency of the Adobe Flash Platform.
http://www.adobe.com/products/flashcatalyst/

Consider Me Your VERY own personal Jerry Maguire – Sans Tom Cruise

Recruiter. Headhunter. Staffing Consultant. Placement Specialist. Talent Acquisition and Retention Specialist. BLAH BLAH BLAH BLAH BLAH! Let’s call it what it really is – we are your Agent. OH YES – think Jerry Maguire “Show ME THE MONEY” Cuba Gooding yelling in the bathroom kind of agent. And no – I will not scream into the phone for you. I love you – but that just seems weird and it’s been done already.

I’ve realized recently that candidates typically fall into one of two categories:

• The first camp, we shall call them the “I don’t believe in your value” team – call Recruiters when they are in dire straits and send half-done resume updates/portfolio samples because let’s face it – they are at the end of their rope and don’t see the value that we (THE AGENT) can bring.

• The 2nd group, I shall call them the “I TOTALLY GET IT and will CERTAINLY partner with you to make magic happen” team – they are responsive, helpful, updates resumes AND portfolios accordingly and view us (THE AGENT) as a valued partner and resource in helping them secure their next engagement (I know – it’s not a movie but we can’t all live in the world of Mark Wahlberg (HELLO! ENTOURAGE MUCH) and Rene Zellweger).

So the tough question (DUM DUM DUM….) – how do we shift the court of public opinion in group one to join the happily ever after of group two?

It’s simple – change the mindset. Build the relationship. Court a little. In this land of speed dating and internet match making – the same cannot be applied to creating a valuable agent/talent relationship. So let’s get back to basics people! Get to know one another and the things that make each member of the partnership awesome. And for the love of god recruiters – DO NOT EVER USE THE WORDS “TOUCH BASE.” Would you want your girlfriend/spouse/family to call to “touch base?” I don’t think so.

BYOBM - If you've got it, flaunt it!

Spring has sprung! Birds are chirping, pedestrians are darting out in front of my car, I narrowly avoid running into people on bikes – seriously some of you people are slightly dangerous. Ahhhhh…. Summer is on its way. And to top it off I’m seeing signs of an upswing in the market. WOO HOO!!

Recently, I was fortunate enough to take part in a few events focusing on job hunting, technology, new products, etc. at the Microsoft building in Cambridge, MA. Can we talk about how awesome the facilities are? 3 words – fully stocked fridges.

Highlights of the meetings included an evening devoted to discussing how best to use social media in an organization, 4 hours of resume review helping professionals market themselves, and yet another evening devoted to proctoring presentations for MITX (Massachusetts Information Technology Exchange) technology awards. And now I shall share what I’ve learned. I feel the need to put a “Confucius Say” here but will refrain.

Social Media:
First and foremost - BYOBM!! Be your own best marketer. Social media is what you make it. Are you Twitter savvy? Perhaps you are able to connect with millions via a group on Facebook? Or even better- you can do both and they are linked together? ROCK ON. The evening (Girls in Tech – Using Social Media in your organization) had 4 panelists answering questions regarding this very topic and I realized something when I left that night – if you are putting yourself out there – whatsoever – it will bring a response. Twittering (sending Tweets), updating your Facebook status, creating content for a website or (giggle) a blog.
BYOBM and they will come….

Resume Review:
I’m sure most of you know by now – I love helping people with their resume. Why? No clue. I get giddy knowing that I may be helping that person. And when it works – I sing the following song. The other night a gentleman who I had helped in a VERY packed resume review session came up to me at another event and said “I got an interview by using what you told me.” I had one of those moments where I had to think of what my face was looking like at that moment – because inside I was jumping up and down. Small win for him, a huge joy for me. HOWEVER – the moral of the story is: tailor your resume. BYOBM – don’t assume that a company will “guess” that you have the skills. If they’ve taken the time to write a description – you need to take the time to acknowledge the description. Assume that the first person who sees your resume will have NO CLUE who you are or what you do – then what?

MITX Awards:
OK – I have to say helping with MITX was probably one of the COOLEST nights. Technology companies far and wide came to Microsoft to show off the newest concepts in several categories. My categories – gaming and rich media. Can we talk about how awesome the future of gaming and rich media is going to be? There’s nothing like sitting in a room with insanely smart people (MIT, Harvard, Yale, Carnegie Melon – the gang’s all here) and feeding off of their intelligence. Stay tuned IN folks – join industry groups. You will learn a lot and it will allow you to BYOBM at the events.

The moral: To succeed in this crazy world – you have to BYOBM (SERIOUSLY GIVE IT A SHOT), attempt to help others, and spend a few minutes with a nerd. Trust me.

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.

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?

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.