Modern technologies will change the way you apply for jobs...

Accessibility of internet enabled technology and mobile devices has, and will continue to change the way we look at recruitment and how job seekers will apply for roles... SOON 

Many of you have seen this photo of St Peter's Square - which went viral a month or two ago.  Great depiction of how epodemic change is, and how we interact with the world around us changes as a result.

Mobile Recruiting

This is a hot topic among the corporate recruiters and agency recruiters out there these days.  Companies are trying to stay ahead of the curve, and be able to cater to a more savvy candidate base, meeting applicants' needs for convenience / time / desire to apply which have now become an issue.  

As an internal corporate recruiter, I know that it's painful to apply for roles, especially when you are putting your information into multiple Applicant Tracking Systems, and having to re-enter the same info over and over again. 

My team is looking at how we can reduce the pain in the application process, while still getting the information we need from candidates, in order to reduce our efforts too. 

Some businesses have optimized their web application processes to enable Mobile Applications - which would give you a quicker, simpler, easier-to-view experience on your mobile device.  This increases the applicant pool for us, by eliminating some of the tedious work on the part of the applicant, and making job postings available to individuals who may be on their phone or tablet, not at a desktop computer. 

A lot has changed in applying for a job over the years!!

Great graphic I found online.

Not all businesses have made the decision on their strategy around Mobile, and Social Media recruitment, so you have to be patient.  This is unchartered territory, and very little data exists to show the value it will add to a business long term.  Don't judge a company, for not having the coolest website, or the best Social Media presence.  It may mean that they are a little more conservative, or dont have a strategy in place... YET.  They may want to see how things play out in the industry before commiting valuable resources to this emerging technology.

This means, being patient, and working with the systems that were created 5-10 years ago, if you want to work for some leading companies. 

It may be painful, but it will get better. 

Guest Blog: Value Added Skills

I got a POKE the other day from a contact of mine on LinkedIn - chastising me for not having updated my blog since last summer.  :)

Nice to know people are actually wanting more, or care to hear what I have to say!

I threw it back at him to write me a guest blog - or at least give me some ideas - and he took the challenge! 

Les Iharosy, is a very well rounded professional in the Transportation industry... who loves to solve challenging and complex Transportation and Logistics issues.  Check out his LinkedIn profile for a full understanding of his background. 

He penned the following from the candidate perspective; feel free to post any comments or rate the value of these types of blog entries for us below.  - Thanks!

Value Added Skills

There may come a time when it becomes necessary to make changes in your professional career path and you are faced with searching for new or alternate employment. 

As you search through the various job banks looking for your next position, take a little time and reflect upon what you may have already accomplished in your work life.  Particularly, if you have been fortunate and accumulated extended periods of tenure, you no doubt have also gained significant experiences and perhaps unique skills along the way.  Now would be a good time to look back in retrospect and identify those experiences and skills.   This can be an excellent opportunity to enhance your marketability to prospective employers.  You may have taken numerous courses over the years, been part of significant projects, or been tasked with implementing cost reduction initiatives.  You may have more skills than you first thought.

Your unique skills and tapestry of experiences may set you apart from the many other candidates vying for the same roles that you are interested in.  This may be enough of an edge to position your own candidacy to make the short list, something we all want when career change is contemplated.

In my own experience, twice now I have been able to significantly leverage added skills to roles and expand positions with positive results. 

Present your skills and talents to the best of your ability, the results will always be worth the effort.

“ …do better if possible, and that is always possible…”

 

cuppa java please!!!

Wake yourself up with a cuppa delicious brew - then get down to business.

As I am sure many of you do, I use my BlackBerry as my alarm clock... which is awesome, but also very dangerous.  I tend to hit the "disarm" button, (ok... maybe the snooze button a few times first!) and then look at the little red star, symbolizing my neverending stream of emails. 

I have made a rule for myself - not to lay in bed and browse through them, as I can not commit to remembering everything I have looked at and hence had a tendency to forget what was already read, and what I needed to atend to. 
For the job seeker - especially the not-working job seeker - the temptation of laying in bed, surfing the web and "phonemailng", can be extremely tough to say no to... but try the alternative:

•   Get up and put some real pants on!    LuluLemon just announced that their famous Luon Pants are being recalled, as they are nearly sheer!  (this is no attire to be conducting a job search in!)
•   Get to your stations!   Set up an area in your house that is seperate from the TV, bed, and any other loungy area in your home.  It doesn't have to be a hard wooden chair, but somewhere you feel like you can focus.
•   Plan / Organize the day!    This is a key step - you can quickly get distracted in this land of social media!  With the number of different ways to communicate with people, and the variety of distractions, block off time for the important things;
• check emails and flag which ones you need to respond to
• checking job boards
• setting up email alerts
• connecting with key folks on LinkedIn
• thank you emails - to those folks helping you in your searc
• phone calls - plan who you want to try to reach out to that day, and set time aside for it to prepare for the calls
•   HYDRATE!   This can be coffee, tea, or whatever you fancy; never underestimate the power of a great coffee shop to kick-start your energy levels, and motivate you to try harder to find that dream job!

Selling Yourself: The Likability Factor

So I know it's been a while, when my FATHER asks if I can update my Blog. :)  I told him to write something inspirational and of course he obliged!

 

Guest Blog - Selling Yourself: The Likeability Factor
 - Lawson Bell

Lawson Bell spent many years in Sales, and was a District Manager and International Business Development Consultant in his last role prior to retirement.  A philosopher at heart, and coach to those who are receptive and worthy, he has been a great inspiration to me when I need motivation, as well as an objective ear when I need to bounce ideas off someone unbiased to keep me balanced. 

 

 

Have you ever exited an interview with a "good feeling" about how things went?  A sense of excitement about your prospects of success?  I submit that you got that feeling because you either connected on a human level with the interviewer or sensed that they connected with you.

 

There's an old sales adage: PEOPLE BUY FROM THOSE THEY LIKE, all other things being equal.  Similarly, when in an interview setting, if all other hiring requisites are met and two people are deemed equal, the "human factor" can play a significant role in getting hired. 

 

So how does one become liked in an interview?

People "like you", not for your degrees or job experience, but rather for your human qualities. For example, one of the most endearing qualities one can portray is self awareness and how effectively you use it.  Other examples of human traits that draw others to liking you are:

• honesty, confidence, candor, empathy, curiosity, humour, politeness, manners, humility, competitiveness, work ethic, and lateral thinking.

All come with the caveat of being appropriate to the situation. 

 

The first step in sales is to: KNOW YOUR PRODUCT - in this case, that's you! 

The first step is to have a frank discussion with an objective person that knows you well; take an inventory of those positive human traits that distinguish you from others. As Zig Ziglar would say: "Give yourself a check-up from the neck-up".

• Determine how these qualities have worked for and against you.
• Which do you over use?
• Under use?
• What will you do to improve yourself?

Obviously, if you don't possess certain attributes you can't portray them, but you can commit to improving yourself - which when coupled with concrete action steps can turn a negative into a positive.  Being self aware is a highly sought after trait!

The second step is to: KNOW YOUR CUSTOMER, in this case the interviewer.

This is often a dynamic process, and, as you typically don't get to know much about the interviewer prior to meeting them, you must pick up and react to receptivity signals as they come up. I find that in addition to info on job and company, if I make one of my objectives during the interview, to understand the motives and objectives of the interviewer, that areas of common respect and appreciation will inevitably present themselves.  This will lead to some of my personal qualities comming through. Obviously, any prior pertinent  information such as motivation, interests, personality type etc. can provide some insight as to areas of commonality and in turn, those personal attributes which may appeal to the person. 

How readily you perceive and adapt to the interviewers motives and objectives, can demonstrate without ever saying it,  a lot about your empathetic and interpretative skills which in turn can contribute to that desired " good feeling".

 

In the final analysis:

You want the interviewer to have that "good feeling" about you, during and after the interview. By knowing yourself and role playing ways in which you can subtly showcase your "personal best" human traits, you will go a long way to realizing this goal, and improve your success in selling yourself.

Switching Teams?

Picture this…

You are Michael Phelps

Canada has an opening on their Olympic Swim Team, and for some reason, you want to switch teams and win Gold Medals for Canada instead.  (Assume for the sake of argument that there are no limitations as to citizenship etc.)

Although Canada is very interested in winning Gold Medals, when the initial shock and awe of Michael Phelps walking into their Aquatic Centre wears off, they are probably going to wonder about your motivations.  WHY does Michael Phelps really want to join OUR team???? 

Our Team is a proud bunch, and we want to win our Medals with people who truly want to be sporting a Maple Leaf, and drinking Maple Syrup from the jug.  So Michael, you have some convincing to do...

When pushed, you come out with a more realistic answer:

“I love swimming for the US, but I am marrying a Canadian, and we are moving to Toronto, so I can’t swim for the US anymore…”

Even though this is a logical answer, and any team would be empathetic to your situation (heck! A man’s gotta swim!), Canada will struggle to feel good about the reason, as you haven’t really said why you WANT to join Team Canada. 

(and if you're still wearing your "stars and stripes" to the meeting, they'll never see you as a Team Canada athlete!)

Yes… this is a ludicrous example, because obviously this blog is about finding a job.  The illustration is important though.  If you are currently interviewing for a new job, you have to convince the new Team that you want to work for them, no matter how logical the reasons are for you needing to.  They want to feel that you are buying into their company, that you like the products / services /culture, etc. and believe that this company is the best one for you.  Still being respectful of your current company, you need to sell them on why you PREFER their team to your current one.  (bragging about your previous company's "stars and stripes" in the interview is probably going to dissuade a new Team to pick you up... not encourage them to. )

The team is going to want to know that you are interested in them, and are passionate about their business.  THIS is what get’s you hired.  NOT just the coincidence that you happen to live in the town they operate in.

Switch teams for the right reasons, and make sure that the new team feels the love!



GO Canada! Your Olympic Resume

As we're all tuning in to the Olympic games this month, and cheering for our respective countries, we celebrate the diversity of all the athletes, but also the common goal - to win on an even playing field.


This made me think of how different the cultural customs are in various countries, in searching for a job.  I don't know A LOT about getting a job in another country, but I do know there are some things that just don't fly when you make the move to Canada, so you need to GO CANADA! when searching for a role here.

There are a lot of laws and policies to support fairness and equity to all citizens in Canada, especially when it comes to employment.  Consider this our even playing field... and your job search is like qualifying for the Olympics - you have to play by the rules, or you may disqualify yourself.


With your resume, you can either positively differentiate yourself, or you can disqualify yourself before you even get off the starting blocks.

In Canada... the following things on a resume are not acceptable:

• marital status
• your age / your date of birth
• your kids names
• the year you were married
• who your parents are 
• your religion
• your birth place

In some countries putting information like this on your resume is the common practice.  I have heard stories about people in other countries hiring based on who someone's parents are, or if they are married etc. ... this may still happen in Canada, but it's not an open practice, and certainly not looked favourably upon by the general public.  It also puts employers in a difficult position, as HR professionals are not supposed to store personal information about candidates such as their age, race, religion etc.  

By putting this kind of information on  your resume, it actually shows hiring managers and recruiters that you aren't yet familiar with the Canadian culture, and the political correctness  we try to exude.


What is going to get you the job, is your experience, your transferable skill set, and your accomplishments; not where you're from, or how many kids you have.  Diversity is valued in Canada, that's one of the reasons we all LOVE living here!  Cheer hard this month, and get inspired about your own competition...

Train, work hard, and push yourself to greatness in your job search!

Honesty is the best policy

I know that sounds cliche, but I do truly believe that candidates who fib about details of their last job ending, or try to finesse the dates on their resume, either get caught, or have more trouble keeping the details straight without getting caught.  You will find that people are more empathetic than you think, and have the capability of understanding gaps on your resume (as long as you are prepared to explain them), as well as reasons for leaving roles.  If you were downsized, I know of no one who is going to think poorly of you; some things are out of your control.


Typical Un-Truths:

• A candidate leaves Company A, goes to Company B, only to find out it's not a fit at all after 2 months, and then joins Company C.  Now they're looking for a new job... they choose to omit Company B all together on their resume.  You may think that this makes a lot of sense... who wants to show a small blip like 2 months on their resume??  Isn't that harder to explain than a gap? Or perhaps just squeezing the dates in Company A and Company C to avoid having a gap at all???   I strongly disagree with this mentality, and have seen instances where the candidate in question interviews with a new business, only to encounter someone who knows precisely what happened in this person's 2 month stint at Company B.  Now what??  If the candidate just told the truth, people could empathize with him/her, as we know that not all jobs / companies are the perfect fit for everyone.  If the candidate had the bravery to just explain it, then I as a recruiter would respect that person more for that quality, and would be less likely to hold it against them.  Not to mention that dates which are untrue can be found out quite quickly through background checks.

• A candidate is approached by an Agency Recruiter, who is presenting them with a fantastic opportunity with Company X.  The candidate neglects to mention that they just recently (or within the last year), applied to a posting / submitted their resume online to Company X.  The Recruiter invests time, and puts energy into submitting this candidate to their client, only to find out that the candidate has already contacted Company X directly.  Why is this wrong? If the Company hasn't contacted you in response to submitting your resume, why shouldn't you try another avenue of approach?  External Recruiters get paid to find talent which a company hasn't already got.  If you have previously submitted your resume, why would a company pay an Agency a fee to turn you up? 

• If you were let go because you had a conflict with your boss, you should probably find a different way of presenting that information, but be as honest as you can.   It is actually OK to have differing opinions and working styles, and you may have been outed to make room for a new boss's "dream team" employee.  Some things are explainable, but don't lie; it will catch up with you.

• The other one that usually gets caught out is when you say you've been downsized, as your job was eliminated, along with a number of other people in the company... then the recruiter (who is sometimes pretty smart), goes online, and sees your job posted on their corporate website.  If you were fired, you may as well fess up to it. 

Keep it real - make your mind up that you will be as honest as you need to be, and don't outright lie when asked... it will eventually catch up with you - and people are more understanding than you would imagine.

the email confirmation....

DON'T rely on the email alone

In this age of endless emails and easy information sharing, the potential for info to slip through the cracks and people to forget to send all the emails they have promised to by the end of the day, is getting higher and higher.  (let's not even talk about junk mail)

YES.... this means that I've had a few incidents recently where I have confirmed meetings, or rather, half confirmed interviews with candidates, but have forgotten to send the promised email as a means of a final confirmation.  AND... as I'm sitting around waiting for my candidate to show up a few days later, it hits me; They're not going to show... 'cause I forgot to send the damn email. 


Then I have to go explain this to my client, and eat some serious humble pie.

My lesson?

That I ought not promise to send out this magical email to people, if I am overloaded on the day of.  I always end up talking candidates through the interview info over the phone when I am booking it anyway... but the minute I say "I'll send you all of this info in an email to ensure you have it", they stop writing this stuff down.  Bugger.   

Can't blame someone for not showing up to a meeting they don't have the info for.  I guess......

Your lesson?

Don't stop writing down every word that comes out of your favourite Recruiter's mouth.  They are human too, and you don't want to miss out on an opportunity to meet with a future employer, no matter the reason.  

Also, if you are promised an email, and you don't see one come through, please make the call and follow up with the Recruiter, to ensure they didn't forget to send it, that things have changed, and my personal favourite.... that you're confirming things are still on.  You will win brownie points for being organized and proactive. 

- Your sometimes over-committing and under-delivering Recruiter.

the kind of feedback you don't want to give...

Take it from me... it is HARD giving someone feedback, and I've had to give quite a bit in my 7+ years in the business.
I'm not naming names, but everyone has something to learn from the bits below, and my mom tells me that giving feedback is character building....

•    Smoking right before you come into an interview.... don't do it.  I know that Interviews are stressful, and you may need a nic fix before you sit through an hour of torture, but please give your interviewer about a 10 minute grace period - and some major gum time before you enter the interview.
•    Same goes for smoking & coffee... nothing beats a Timmy's (or Starbucks) first thing in the morning... but please don't forget to brush or chew some serious gum before the interview.
•     SMILE! (nuff said)
•    Deodorant - wear it. Can't stress this enough.  If you are scent sensitive, there's an app for that.
•    Perfume / Cologne - please wear responsibly
• Eye Contact....... I can't say enough about this.... look at me when I'm speaking, and please don't look at the table when you are speaking.  It's not nice to stare, but several seconds of straight eye to eye combat is not creepy. 

I think that the reason these topics are generally more sensitive to approach than others like "you have something in your teeth"  or "your tie is crooked", because they have to do with that person's personal routine.  Just remember, that how you take feedback (Constructively vs. Personally), can impact your ability to get a job..... And if someone has worked up the courage to give you this feedback, it's usually to help you, not pick on you.



Are you a Foodie???

Have you ever felt like the cat that swallowed the canary?  That's how I feel about working for a company that is passionate about food! 

I am thrilled that I get to share recipe ideas around the water cooler, and it's even highly acceptable to darken the doorway of the VP's with tales of last night's dinner party... I'm pretty much in Heaven.  Between the freshly baked scones, to the gourmet Olive Oils and Aged Balsamic Vinegars, to the Panetone, to the BBQ Sauces, to the Ice Creams, to the Freshly Cooked Turkeys right out of the oven.... I can't wait to come into work to see what delights are around the corner each day :) 

(Not to mention "Confectionary Corner", where all the vendor samples go to die!)

WHY am I writing about this???

Well.... I guess it's because even the most basic food lover still needs nourishment... they need to put food in their mouths, and we make choices every day on what that mix will be.  SO WHY.... when I ask in an interview... "what is your favorite food??"  IS IT SOOOOO HARD TO ANSWER THIS QUESTION? 

Let's play a little pre-interview game. 

Finish the following sentances with the most common answer:

• I work at Style at Home Magazine because I'm passionate about __________________.
• I work at Wrigleys and I love ____________________.
• I work at Louis Vuitton and I carry my money around in a ___________________.
• I work at Apple, and I phone people on my ________________________.
• I work at Tim Hortons and I drink ____________________.

When going on an interview with these companies or any others.....

• If you are going to an interview at Apple, you best not bring out your Blackberry in the middle of the interview.
• If you don't know the first thing about DIY, and don't care about what the "in" colours are this season.... you best not expect to NAIL the Style at Home Magazine interview... even if you are in Finance. 
• If you go to an interview at Tim Hortons, please GOD don't stroll in with your half finished Starbucks drink!?!?
• If you go to an interview at Louis Vuitton... save your money for the employee discount ;)  but obviously... if you have a real Louis Vuitton bag... bring it out of the vault!
• If you are going to an interview at Wrigleys ......... spit your gum out before the interview... but you get my point!

LESSON?
Come prepared to talk about what the folks in that business are generally known to be passionate about.  You may be interviewing for a role which doesn't require you to be a FOODIE, or whatever the company's IT topic is, but you may be sitting across the table from someone who is.  This may be the icing on the cake (sorry - couldn't resist another food reference) when you are being compared to similar skilled candidates.  It's another form of being prepared for your interview. 

(as I now work at Sobeys),  I always suggest that candidates spend some time walking the stores so they can get a sense of the current business model, products, and try some of the private label food (or at least familiarize themselves with it). 

Whether it's a retail store, or a google search... spend some time getting to know your future employer, so you can relate to the employees you meet on topics that matter to them.

When in Rome......

...try the pizza!

The other side of the desk - A Recruiter's tale

I have now been at Sobeys for almost one year - wow that's hard to believe! - and I am thoroughly enjoying things on the other side of the desk.


Often, I get asked what it's like to make the transition from Agency recruitment to Internal recruitment... primarily by curious Agency Recruiters, who are craving a new challenge, or seeking a different pace.   So, I thought I'd write a little bit from my new perspective, for those considering a change.

Biggest Change:

- Being able to go up to the VP's desk and collaborate any time you want.  NOW... I don't suggest that these folks aren't busy, but being in the same building and having access to them is a bonus.  I may have been lucky in the past with some of my clients (external), as I didn't have too many situations where I couldn't pick up the phone and speak to someone, but it's a lot different being internal HR.  There is also a huge sense of trust and collaboration, which wasn't always forthcoming from the agency desk.

The Boss's Perspective:

I'd say it's pretty important, to ensure that you and your boss are on the same page when it comes to recruitment methodology...  I really lucked out when I joined Sobeys... My boss was extremely receptive to the approach I have...  (I guess he wouldn't have hired me if he wasn't?!?)   ha ha ha.

Resources at your fingertips!

- Biggest difference in the "research" side of things, is that I am not doing as much internet research as I am networking and picking employees brains.  This is a refreshing change... much more interactive, and engaging!  I have discovered that some of the most departments stereotypically known to be dull and lifeless are the most fun!  (naming Legal and Audit in this mix!)  You know who you are!

Time Management:

I've found that having been on the sales side of things (External), I am finding that things in HR are much more measured and accounted for... SO...for my inner ADD Sales Goddess, this has been an eye opening experience. I am thoroughly enjoying it though, and wouldn't trade the experience for anything.

Hours of Operation:

NOT less crazy and hectic a pace as External Recruitment.  If anything, I have put MORE hours into this role than any of my other jobs.  The same candidate challenges exist... people just can't come see you at 2 in the afternoon on a work day..... oh... and they give you a laptop... so you can work from home too!!! Goody goody gumdrops.

Satisfied Customers....

You see them all the time, and you get to visit the candidates you have successfully placed into your company.  Sometimes, if you're lucky, the leaders come visit to thank you for the efforts you've made.  This is much more gratifying on the internal recruitment desk.... but only marginally :)


I am sure there are hundreds more anecdotes I could share, and if you want to know anything - don't hesitate to ask!  :)


Happy job hunting!
E.

It's a cruel summer....

Yes... that was a reference to Ace of Base, and I realize that some of you may not even know who that is!?!  I am just using a little humour to lighten the mood in this cruel employment season!

You may be suffering from a cruel summer if:

• you haven't heard back on an interview process in over a week
• you've been involved in an interview process for over 2 months, and are waiting with baited breath for yet another stage of interviews
• you are applying to jobs and your resume is being sucked into the black hole / vortex, never to be heard of again
• you are sweating to the oldies, in your suit for a job interview in 40degree weather
• you have had an interview cancelled or re-scheduled at the last minute due to cottage brain

There is no cure for summer - except to relax and enjoy it.  You can only control your own actions, so don't spend time fretting over what other people are or are not doing. 

Here are some simple facts for candidates to remember:

1. Kids are off on holidays from school - that puts added pressure on parents (your interviewers), who are focusing on getting home earlier, vacation arrangements, and organizing chaos at home.
2. It's Cottage season!!!  Forget about the Friday afternoon interviews... and your audience won't be focused on Monday mornings for the most part either.
3. Not everyone can take vacation on the same week.  SO - this means that processes will take longer, as if you have multiple stakeholders to meet in a company, there will be delays between meetings due to scheduling issues.
4. People are busy!!  Summer is often a big build up for organizations who are focused on performance heading into busy season (Back to School / Fall Baking Season to name a few), and they are usually doing it a few people short in their departments.... because of vacations.
5. Sign off is a very important part of any hiring process; someone has to approve your big fat paychecks!  This person also may be on vacation at some point this summer, which may hold up your processes further.

So when these reasons... or others similar to the  above become a source of frustration for you in your job search, the most important thing to remember is that it's not personal, and you can't do anything about any of these things.  Hiring processes take almost twice as long in the summer; people have lives, they are distracted, and despite you needing them to help you get a job, it's not going to do you any good to stress about it, or hound them, or any of those futile actions which will only alienate people.

Sit back, enjoy the summer, go with the flow, and good things will happen.  You can't force someone to hire you, and you can't make things go quicker.  You can endear people to you by being patient, and being respectful of other people's hard earned time off.

Have a great summer!!!!

It's spring cleaning time!!!

Everyone is cleaning house, prepping gardens, and getting rid of the cobwebs.  This is also a great time to do some spring cleaning on your job search. 

Here are some tips to get started:

• go through your resume, and tidy / refresh / update it with all of your winter accomplishments

• go back through the roles you've applied to over the winter, and keep a list of companies / roles which you've already approached; you've been meaning to do this, and this will come in handy when you get that flood of calls from recruiters calling you about your new fresh resume! 

• touch base with your recruitment partners, letting them know how much you appreciate their keeping you in mind, and let them know what you've been up to.  You may wish to note that you are simply updating them, so no need for a response,  unless they have something that suits your background. 

• update your LinkedIn status bar once a week or so; this is a great soft way to show up on your connections' radars, and pass the word on to your colleagues!

• book at least one networking event per month; there are plenty of events going on - as we're officially in Canadian "patio season" (meaning over 10 degrees with the patio heaters on!)  For events within your space, have a look at LinkedIn... there are plenty of events listed, and you can actually see who's attending!
  
• If you are one of the lucky people who has found your new dream job, do send a note to all those people who helped (however minor their role) in your job search; letting them know that they can take you off of their radar, and share the good news with them! :)  This is what makes our jobs a pleasure, and nothing motivates people to find their dream job, like hearing that someone else has one!

Happy Cleaning!!! 

(if you have any other tips, please do share your best!)

Are you busy?

Your number one priority is to get a new job!!!  It's a full time job for you, and one that you are committed to every minute of the day - right??? (well within reason). 


So when you get a live person on the phone, or a lead on a job that you are interested in, you take action!  You storm the castle and you take no prisoners.   Good stuff!

JUST HOLD ON A SECOND...

You need to consider who you are contacting about this job, and what's on his / her plate.  A good candidate can spoil their chances of even being considered for a position, by being inconsiderate of the person they are approaching to help them acheive their goal.   Most recruiters have multiple priorities / jobs which they are working on at any given time.  

(One of my clients currently has 65 open jobs on her desk!)  

Recruiters are getting plenty of phone calls and emails from people daily to ask for a moment of their time, and they can't possibly get to everyone immediately. 

You want to catch them at the best time, ensuring you are being considered in the best possible light, and with the appropriate amount of attention being paid to your resume / file.   People aren't really good at mentally switching gears that quickly, so I suggest a quick  

"is now a good time for you?" or, " are you busy at the moment?" 

can really go a long way to capturing the right kind of attention.  

How not to become a stalker:

• Give someone time to respond to your call / message / email.  Hounding them is not going to win their favour.
• Email is a great way to stay top of mind, and get your name in front of a Recruiter's eyes (as opposed to filling their voice mail box daily
• Send a recruiter your resume before you call them, or launch into your story; I always like to have a resume in front of me when I am talking through someone's background, as I retain more info that way!
• Don't push your way into someone's office; if a Recruiter has time to meet you they will, and if they can't spare the time from their busy day, then don't push it!

Resume DON'T # 13,243

Once upon a time, I was searching on Workopolis.com for candidates, and came across someone who met some of the criteria in my search. 

I thought... "hmm this person looks good - I'll add them to my system and give them a call". 

As I was adding the resume to the system, I hit "select all" and "copy" (as you do...)

This particular candidate had quite a bit of white space at the bottom of their resume, which as it turns out... wasn't white space at all.  And of course when I highlighted everything the white space showed a giant paragraph.

The candidate had used white font, to include a quite elaborate text at the bottom of the resume, with intimate details of their life, etc.  It was QUITE long, and waaaay too personal.  Not sure if it was a mistake or not, but double check your resumes to ensure you didn't hit PASTE by accident!

Some things you just don't want to put on your resume.

To Contract... or not to Contract...?

So, I often get push back from candidates who are reluctant to take a contract, as they see this as a negative.  This could be a side-effect of the typical candidates who I work with - Supply Chain / Procurement professionals, who are paid the big bucks to be cost conscious and risk adverse for their companies.  Why then would I expect them to be willing and ready to jump into a short term engagement with little stability, and which has no benefits?  Well there are some great positives to the Contract world. 

Contracts are great when:

• you want to try out a different industry "You don't have food manufacturing experience".  This is a classic!  Companies stick to what they know, and they are reluctant to hire someone on a permenant basis with little "proven track record" of experience in their specific industry.  It's not rocket science... most of us are capable of picking up new industry idiosyncracies, but when a Contract opportunity is available, a business is usually more lenient on this "industry experience". 
• you are between engagementsShowing that you worked through a "lay-off" period, or similar, is better than being unemployed for 6-18 months.  If you have to take a step back / sideways, just to keep yourself busy, and current, then at least try to get some different exposures, so you are still learning. Companies want to know that you're not going to be rusty when they look to hire you for permenant gigs!
• you would like to gain more experience Companies are more likely to "forgive" some of the experience you don't have, when they are hiring on a contract basis, as they realise that they are in a position where not as many "ideal" candidates are going to be interested.  I am not suggesting you are a misfit if you take a contract, but it's a great way for you to expand your experience!  How many people have been turned down for great roles, given the reason that "you don't have the experience we're looking for".  HOW are you supposed to GET that experience if noone gives you the chance!?  - Contracts are how!
  

Some food for thought....

• Even permenant opportunities have 2 week notice clauses, and can end at any time
• Most full time permenant opportunities have a 3-6 month probationary period - at which point an employee has as much security / benefits as a contractor
• Contracts usually offer a higher compensation range compared to equivalent roles in the market
• A good employee is a good employee!  Most companies will try to keep someone who is a great fit for their team and their business needs.  If they are unable to extend / turn permenant your role, they will most likely be very happy to refer you to their colleagues, and will provide a great reference!

Try out Contracting... you may never look back!!!

Picture This!

One of the major questions I get from job seekers is whether they should post a picture of themselves on their LinkedIn profile, Twitter, etc. 

"Is this really going to help me in my job search?"  

"Someone could discriminate against me based on what I look like."   

"I have a baby face, and a photo could work against me in acheiving a role as a senior professional." 

etc.

I understand the reason for their concern, but would advocate the picture on LinkedIn / Twitter for a few big reasons:

1. LinkedIn is a networking site.  You are meant to have met these people if you are connecting to them, and or you are intending to meet with them at some point.  If you only met someone in passing at a live networking event, and that person would likely remember your face as opposed to your name, then the picture will ensure that they connect to you.  Also - for people you are only connecting to online, it's nice to put a face to a name, and it subconsiously allows that person to feel a more personal connection.  If you don't post a photo, you run the risk of people being able to say no quicker.

2. If you are looking for a job, and are qualified for the positions a company has available, it shouldn't matter what you look like.  If a company / individual at a company is going to discriminate against you based soley on your LinkedIn picture, then did you really want to work for them anyway????? (that's not the corporate culture I'd want to work within!)  Your experience will speak for itself.  As long as you have a PROFESSIONAL photo up, you're doing as much as you can.

tips for professional pictures - DIY style:

• Dress up - business casual or business attire should be worn... no tank tops, T-shirts, etc.  Guys.... golf shirt minimum.  You want your future employer to be able to envision you working for them.
• No sunglasses - even if you are on the golf course!  Again - this is supposed to be a professional networking photo.
• Head & Shoulders - not the shampoo (although that's not a bad idea either!)  - Make sure that your photo is only from the chest up - and ensure you're not showing too much cleaveage ladies!!
• No Logos- ok...so I am committing a major faux pas on my profile at the moment, as I have my company logo on there - to help promote the new brand launch... but guess what.... I'm not looking for a job at the moment!  YOU are.... so please do have your own picture up to ensure you are maximizing your personal brand exposure.
• Minimal Distractions - Try not to have too much going on in the background of your picture... if you are at a party, or wedding, it's not uncommon to see people drinking and carousing in the background... let's not have your future hiring manager thinking you're at a bar etc. (Also - try not to have photographs in the picture behind you)

Happy Snapping! :)

One for all you Procurement and Supply Chain people out there!

Here's my analogy for the day - Job Seeking and RFPs. 

If you've ever participated in an RFP process; either on the Client side, or the Vendor side.... you will get what I'm talking about here.

You recieve a job description from Company X...

Think of a job description as an RFP, that a company has put out there, hoping for vendors to respond with relevant information for their review.  They have a need, they have detailed the way that they want that pain fixed, and have asked for someone to show them skills that will satisfy that need.  They didn't just write down random bullet points; these are the functions that this role is responsible for, and skills which the company has had trouble finding someone to do.  Hence why they're looking for a new employee!

You send a resume...

If you were a vendor, responding to an RFP, you would ensure that you tailored your information to the requests specified by the company, perhaps accompanying that information with some additional benefits you can provide as a service / product offering.  Your resume is a dynamic document, which you can change, depending on the type of job you're going for. 

Most of us have more experience than we could ever capture on a 2-3 page resume; so what do you elect to put on this magical document which is meant to represent YOU?   Try to satisfy the points requested in the job description first, and then augment your resume with some additional skill sets you bring to the table, which are relevant to the company / department / function at hand. 

Company X recieves your resume and reviews it in comparison with their job description...

If you were in charge of reviewing a number of RFP responses - you would most likely only review the ones which answered the questions / gave you information which you had requested.  Otherwise, one could feel that the vendor didn't take your RFP seriously, or wasn't able to perform the function / service you had outlined as your need. 

As a candidate, please think about this... Recruiters have got a limited amount of time to go through resumes recieved via job postings.  They will look for ones which relate to the job posting, through titles, key words, and relevant examples outlined in the resume.  If you don't enhance your resume, and tweak the experience you have down on paper to suit the roles at hand, you are really leaving something on the table, and risking being seen as a serious candidate in consideration for the role you want.