All consultants have dealt with the adolescent recruiter. I'm talking about the one who asks you the same questions repeatedly likely because they weren't listening the prior 5 times they asked the same question. Sometimes their sales-driven account managers have their hands in puppet master position, so they're trained to wait to overcome objections about salary, location, and responsibilities instead of listening to what candidates have to say.
Also in the pre-pubescent vain, many recruiters want what they want when they want it and become unbearably impatient when they don't get it. They will ask you to "modify your resume" in order to "fit my client's needs," and when you describe your skills as they relate to the job description, they'll say the words aren't an exact fit and you need to do it again and do it now. How many of you have had the following conversation:
You: Okay, I've added in my specific experience as a web copywriter.
Recruiter: But all this says is that you've written web content in marketing environments.
You: Right.
Recruiter: But I wanted to know about web copywriting.
You: But I just said that...
Recruiter: Why don't you just take out all that stuff about web content and replace it with descriptions of your copywriting experience. And get it to me within a half an hour. My client needs it right away.
Like our youth, the average recruiter can't communicate in synonyms. In fact, you have to be so literal to get their attention that my best advice is to copy and paste the job description into the summary section in your resume. That way, at least the recruiter will be able to rely on the smidgen of knowledge they have and read something they have committed to memory. God forbid they ever have to think for themselves.
Monday, April 18, 2011
Sunday, April 17, 2011
The Rate Pirate Recruiter
The consulting and contracting space is the Wild Wild West with laptops and crackberries. It's 30 vendors working with one client on a position that possibly 10 people in a local market are remotely qualified to do. It's "preferred vendors" getting a head start in calling the few, the proud, the keyword-matched. So as a consultant, how does one weed through the herd and find the recruiter who "gets" their resume?
In this economy, with so many staffing firms working on the same positions, consultants have the liberty to reject overtures from recruiters who seem shifty. It's rarely, if ever, a prudent idea to work with a recruiter who isn't looking to build a relationship with you. If the recruiter who contacted you is simply looking to use you for one job, there is no harm in passing on their inquiry and seeking out a more thorough recruiter to help you land the position.
Also, I'd be wary of any recruiter who is clueless as to why you're qualified for the position and only called you because you "matched a few keywords." In the age of job boards and ATS platforms, many recruiters who call you will not have actually read your resume. A recruiter who doesn't read resumes is like a point guard who doesn't work on ballhandling. When we're talking about the most basic requirements of your role and your unwillingness to perform them, it's an easy call: avoid at all cost.
Finally, recruiters will often treat consultants like petty, pathetic half-wits because the job market has been tight. Do not ever allow a recruiter to place you in an uncomfortable spot when it comes to salary. You know what you're worth. Don't lose sight of that. If a recruiter offers you a rate that is significantly lower than your market value, feel free to take a pass. Remember, there is a more ethical recruiter who is also working on that same position who isn't trying to commit a "margin jack."
I know it's hard when you're frustrated about your search prospects, but don't lose faith in yourself and your accomplishments. They're contacting you for a reason. You match a job description because you're capable of performing the requirements set forth by the client. So don't let an unethical rate pirate recruiter discourage you under any circumstances. There are plenty of honest, sincere, ethical recruiters who are chomping at the bit to do the right thing.
In this economy, with so many staffing firms working on the same positions, consultants have the liberty to reject overtures from recruiters who seem shifty. It's rarely, if ever, a prudent idea to work with a recruiter who isn't looking to build a relationship with you. If the recruiter who contacted you is simply looking to use you for one job, there is no harm in passing on their inquiry and seeking out a more thorough recruiter to help you land the position.
Also, I'd be wary of any recruiter who is clueless as to why you're qualified for the position and only called you because you "matched a few keywords." In the age of job boards and ATS platforms, many recruiters who call you will not have actually read your resume. A recruiter who doesn't read resumes is like a point guard who doesn't work on ballhandling. When we're talking about the most basic requirements of your role and your unwillingness to perform them, it's an easy call: avoid at all cost.
Finally, recruiters will often treat consultants like petty, pathetic half-wits because the job market has been tight. Do not ever allow a recruiter to place you in an uncomfortable spot when it comes to salary. You know what you're worth. Don't lose sight of that. If a recruiter offers you a rate that is significantly lower than your market value, feel free to take a pass. Remember, there is a more ethical recruiter who is also working on that same position who isn't trying to commit a "margin jack."
I know it's hard when you're frustrated about your search prospects, but don't lose faith in yourself and your accomplishments. They're contacting you for a reason. You match a job description because you're capable of performing the requirements set forth by the client. So don't let an unethical rate pirate recruiter discourage you under any circumstances. There are plenty of honest, sincere, ethical recruiters who are chomping at the bit to do the right thing.
Sunday, April 10, 2011
A Great Interview Tip: How to handle irate clients
"How do you handle an irate customer?"
Everybody who has worked in any client facing industry has been asked this question in some fashion. It's not a difficult one to answer, but a lot of job seekers get tripped up in vagueries. For instance, one candidate with whom I conducted an interview told me the following:
"Well, I like to calm them down, make them relax, and try and get them to explain the situation to me."
That sounds wonderful. But are you talking about a dissatisfied customer or a forlorn child on Christmas morning? Answers like these make any recruiter turn their head. You could ace an entire interview, but one vague answer can take you down several notches in a competitive candidate pool.
Admittedly, I have a standard answer for this question. It's an honest answer, and yours should be too. If you make up a story to sound like a good potential employee, any recruiter worth their salt will see right through you. And in this tight economy, it's safe for jobseekers to treat every recruiter who is actually employed as an industry expert.
This is my personal favorite answer:
"I try to be a good listener, understand what the client is saying , and try to help them."
I suppose the candidate who provides this as a response wants a cookie for not saying "I don't pay attention, I don't empathize, and I attempt to do as much direct and collateral damage to their existence as possible." Seriously, do not ever seek out credit for performing the most basic responsibilities of your position. You have to stand out. It's your job to prove that you go above and beyond the job description.
So on this question, your answer should sound like you, not like a job search blog. Your should, in your own way, express that you're better, more intelligent, nicer, a better dancer, and superior lacrosse player than the previous person who interviewed for the role. Focus on concepts that you utilize. Demonstrate that you engage in a customer service process that will succeed within any business model. Speak with passion and principle; since your potential employer has dispatched Super Recruiter to find candidates who will believe in the company's mission and vision.
In the end, no set of words I can teach you will make you a believable problem solver. But if you approach handling this interview question with a philosophical foundation rooted in your own core beliefs, you're already halfway there.
Everybody who has worked in any client facing industry has been asked this question in some fashion. It's not a difficult one to answer, but a lot of job seekers get tripped up in vagueries. For instance, one candidate with whom I conducted an interview told me the following:
"Well, I like to calm them down, make them relax, and try and get them to explain the situation to me."
That sounds wonderful. But are you talking about a dissatisfied customer or a forlorn child on Christmas morning? Answers like these make any recruiter turn their head. You could ace an entire interview, but one vague answer can take you down several notches in a competitive candidate pool.
Admittedly, I have a standard answer for this question. It's an honest answer, and yours should be too. If you make up a story to sound like a good potential employee, any recruiter worth their salt will see right through you. And in this tight economy, it's safe for jobseekers to treat every recruiter who is actually employed as an industry expert.
This is my personal favorite answer:
"I try to be a good listener, understand what the client is saying , and try to help them."
I suppose the candidate who provides this as a response wants a cookie for not saying "I don't pay attention, I don't empathize, and I attempt to do as much direct and collateral damage to their existence as possible." Seriously, do not ever seek out credit for performing the most basic responsibilities of your position. You have to stand out. It's your job to prove that you go above and beyond the job description.
So on this question, your answer should sound like you, not like a job search blog. Your should, in your own way, express that you're better, more intelligent, nicer, a better dancer, and superior lacrosse player than the previous person who interviewed for the role. Focus on concepts that you utilize. Demonstrate that you engage in a customer service process that will succeed within any business model. Speak with passion and principle; since your potential employer has dispatched Super Recruiter to find candidates who will believe in the company's mission and vision.
In the end, no set of words I can teach you will make you a believable problem solver. But if you approach handling this interview question with a philosophical foundation rooted in your own core beliefs, you're already halfway there.
Recruiting is not carpentry
I can speak to this particular issue from the perspective of both a recruiter and a candidate. I get literally dozens of calls every week for positions that have nothing to do with my background and skillset. This is the downfall of searching for keywords and not actually reading resumes and understanding job descriptions. It's sad, but true.
But I can empathize with why some of the recruiters who call me despite my completely off-kilter-for-this-position skill set. How many recruiters have worked for an account manager who used expressions like "hammer those phones?" The answer would be most of us. It's a common philosophy with so-called "old school" sales guys: they swear by the "contact sport" theory of recruitment. You know, the more people you contact the better your chances are. This is a quantity vs. quality argument, plain and simple.
It's also archaic and borderline barbaric. When I hear account managers say "the same techniques that worked 20 years ago will work today," I try my best not to start laughing like a hyena who bathed in tequila. But it's difficult. I know making a lot of phone calls gives me more chances to find a good candidate. It makes sense. But in the age of job boards, social media, and more intelligent gatekeepers; what's the point?
If managers are running companies on an efficiency model, how can one argue that thoughtlessly pounding, hammering, and nailing the phones is an effective use of time? Calling the right candidates is a far more useful technique. Realistically speaking, I could make 50 calls to candidates varying from good fits to "they matched one keyword." Or, I could make 20 calls to excellent candidates, get 5 referrals, and submit a bevy of qualified potential commission checks...err, candidates. What sounds like a better idea?
A good recruiter is analytical and thorough. Recruitment isn't telemarketing. It isn't door-to-door sales. It's solving a puzzle. And you can't solve a puzzle with the contents of a toolbelt.
But I can empathize with why some of the recruiters who call me despite my completely off-kilter-for-this-position skill set. How many recruiters have worked for an account manager who used expressions like "hammer those phones?" The answer would be most of us. It's a common philosophy with so-called "old school" sales guys: they swear by the "contact sport" theory of recruitment. You know, the more people you contact the better your chances are. This is a quantity vs. quality argument, plain and simple.
It's also archaic and borderline barbaric. When I hear account managers say "the same techniques that worked 20 years ago will work today," I try my best not to start laughing like a hyena who bathed in tequila. But it's difficult. I know making a lot of phone calls gives me more chances to find a good candidate. It makes sense. But in the age of job boards, social media, and more intelligent gatekeepers; what's the point?
If managers are running companies on an efficiency model, how can one argue that thoughtlessly pounding, hammering, and nailing the phones is an effective use of time? Calling the right candidates is a far more useful technique. Realistically speaking, I could make 50 calls to candidates varying from good fits to "they matched one keyword." Or, I could make 20 calls to excellent candidates, get 5 referrals, and submit a bevy of qualified potential commission checks...err, candidates. What sounds like a better idea?
A good recruiter is analytical and thorough. Recruitment isn't telemarketing. It isn't door-to-door sales. It's solving a puzzle. And you can't solve a puzzle with the contents of a toolbelt.
How should a down economy impact recruitment practices?
It shouldn't, really.
What?
Regardless of whether we're in a boom or a recession, the same principles should be exercised. You should be analytical, smart, persistent, aggressive, ethical, sincere, dependable, communicative, and professional. I don't see how the Dow should impact any of those behaviors.
I suppose the one aspect of the job that's most directly impacted by the economy is my methodology for time management. Because there are more candidates in the market than at any time in my career, you have to spend more time and energy weeding through the herd so to speak.
Also, spend a lot more time on the phone with that guy. We all know that guy.
Guy: Yeah, I saw that you posted an ad on dice for a software developer.
Me: Sure am. Are you interested in the position?
Guy: Definitely.
Me: Okay, so tell me about your background?
Guy: Well, I've been working with computers for about 15 years now.
Me: What kind of work have you been doing?
Guy: World of Warcraft, Dungeons and Dragons...
Me: So you play video games, or do you design them?
Guy: Oh, I just play them. But I'm a fast learner.
Me: Look nerd, just because you live in your mom's basement and play computer games doesn't mean you can develop software.
Guy: But this is a java position. I love coffee.
Me: You're an idiot.
I feel the need to bathe after talking to that guy 5 times per day. That example may be slightly hyperbolic, but you'd be surprised how close some unqualified candidates come to reaching this level in their job search. In the past, I'd get resumes from forklift operators for a posted software engineer position. I got baristas trying to become DBAs. I even got ex sandwich artists thinking that their skill with lettuce could make them a great graphic design candidate.
Look, there's nothing wrong with any legal job. If it puts money in your pocket and food on the table, then by definition its respectable. That being said, it's a sad situation when people are so desperate for work that they apply for jobs they're clearly not qualified for just because...well, because it's a job. Really, I empathize with your plight. But the time you spend calling about a job you're not qualified for could be spent polishing up your resume, or calling someone for a job you are qualified for. I know it's hard out there, but by making such specious attempts at outreach, you're making it even harder for yourself. And more importantly, for my brethren in the industry.
What?
Regardless of whether we're in a boom or a recession, the same principles should be exercised. You should be analytical, smart, persistent, aggressive, ethical, sincere, dependable, communicative, and professional. I don't see how the Dow should impact any of those behaviors.
I suppose the one aspect of the job that's most directly impacted by the economy is my methodology for time management. Because there are more candidates in the market than at any time in my career, you have to spend more time and energy weeding through the herd so to speak.
Also, spend a lot more time on the phone with that guy. We all know that guy.
Guy: Yeah, I saw that you posted an ad on dice for a software developer.
Me: Sure am. Are you interested in the position?
Guy: Definitely.
Me: Okay, so tell me about your background?
Guy: Well, I've been working with computers for about 15 years now.
Me: What kind of work have you been doing?
Guy: World of Warcraft, Dungeons and Dragons...
Me: So you play video games, or do you design them?
Guy: Oh, I just play them. But I'm a fast learner.
Me: Look nerd, just because you live in your mom's basement and play computer games doesn't mean you can develop software.
Guy: But this is a java position. I love coffee.
Me: You're an idiot.
I feel the need to bathe after talking to that guy 5 times per day. That example may be slightly hyperbolic, but you'd be surprised how close some unqualified candidates come to reaching this level in their job search. In the past, I'd get resumes from forklift operators for a posted software engineer position. I got baristas trying to become DBAs. I even got ex sandwich artists thinking that their skill with lettuce could make them a great graphic design candidate.
Look, there's nothing wrong with any legal job. If it puts money in your pocket and food on the table, then by definition its respectable. That being said, it's a sad situation when people are so desperate for work that they apply for jobs they're clearly not qualified for just because...well, because it's a job. Really, I empathize with your plight. But the time you spend calling about a job you're not qualified for could be spent polishing up your resume, or calling someone for a job you are qualified for. I know it's hard out there, but by making such specious attempts at outreach, you're making it even harder for yourself. And more importantly, for my brethren in the industry.
My first brush with recruitment...and a humiliating internship diary
It was the summer of 2002. I had landed an internship with a promotions company...at a bar. I was 23 years old at the time, so I was legally able to participate in all of the extra-curricular activities summer in Chicago had to offer. Of course, said internship prevented me from having any fun.
This is the evolution of my job description:
Interview day: I'm going to work in outbound telephone party promotions. Sweet!
Next day: I've got special skills (i.e. a great "presence" and an excellent voice). I'm going to work on tv commercials for the facility. Outstanding.
Still that day: You're going to be our publicity intern. You get to write press releases for bands that play our venue. That's awesome squared! (And get me a coffee)
Next day: We need 40 telemarketers. So it's your job to screen the voice mails from job seekers and evaluate them based on their communication skills. Ummmm, I've never done this before, but I'll try anything once. (And get me a coffee)
Next day: We need to train them. You're a good writer. Can you throw together a training manual? I'm sure I can. (Don't forget to get us coffee. We need coffee.)
Next day: Listen, I know I'm paying you $6.50 an hour plus one meal per shift, and I'm only paying you for half of your hours worked, and you're working from 9AM until 11PM regularly, but I'm going to need you to help us run our training program. Whoa, whoa, whoa. This is more than I bargained for in every way...besides money, of course. (By the way, I hate coffee.)
Next week: I know I promised you the chance to write press releases, but I need you to stay on interview scheduling, screening candidates, and working on training. Also, can you handle employee relations? The staff trusts you. Alright, now you're just getting silly. (Maybe you should lay off the Carmel Macchiatos.)
Next week: The commercial project is on hold. The co-owner is going to keep writing the press releases. But we have several disgruntled telemarketers, several openings for new telemarketers, and more situations that need conflict mediating. I won't pay you any extra, but can you get on that? I'm a nice guy, but even the most eager employee has to tap out at some point in time. (Take your coffee and shove it somewhere warm and dark.)
You get the point. So by the end of the summer, I had staffing and recruitment experience, payroll experience, employee relations and conflict resolution experience, and training experience. None of which had anything to do with the job I signed up for. Nine years later, I'm happy that I did.
This is the evolution of my job description:
Interview day: I'm going to work in outbound telephone party promotions. Sweet!
Next day: I've got special skills (i.e. a great "presence" and an excellent voice). I'm going to work on tv commercials for the facility. Outstanding.
Still that day: You're going to be our publicity intern. You get to write press releases for bands that play our venue. That's awesome squared! (And get me a coffee)
Next day: We need 40 telemarketers. So it's your job to screen the voice mails from job seekers and evaluate them based on their communication skills. Ummmm, I've never done this before, but I'll try anything once. (And get me a coffee)
Next day: We need to train them. You're a good writer. Can you throw together a training manual? I'm sure I can. (Don't forget to get us coffee. We need coffee.)
Next day: Listen, I know I'm paying you $6.50 an hour plus one meal per shift, and I'm only paying you for half of your hours worked, and you're working from 9AM until 11PM regularly, but I'm going to need you to help us run our training program. Whoa, whoa, whoa. This is more than I bargained for in every way...besides money, of course. (By the way, I hate coffee.)
Next week: I know I promised you the chance to write press releases, but I need you to stay on interview scheduling, screening candidates, and working on training. Also, can you handle employee relations? The staff trusts you. Alright, now you're just getting silly. (Maybe you should lay off the Carmel Macchiatos.)
Next week: The commercial project is on hold. The co-owner is going to keep writing the press releases. But we have several disgruntled telemarketers, several openings for new telemarketers, and more situations that need conflict mediating. I won't pay you any extra, but can you get on that? I'm a nice guy, but even the most eager employee has to tap out at some point in time. (Take your coffee and shove it somewhere warm and dark.)
You get the point. So by the end of the summer, I had staffing and recruitment experience, payroll experience, employee relations and conflict resolution experience, and training experience. None of which had anything to do with the job I signed up for. Nine years later, I'm happy that I did.
Friday, April 1, 2011
Taking a look at a course about blogging
I'm evaluating a multi-media course on blogging from the folks at Simpleology. For a while, they're letting you snag it for free if you post about it on your blog.
It covers:
- The best blogging techniques.
- How to get traffic to your blog.
- How to turn your blog into money.
I'll let you know what I think once I've had a chance to check it out. Meanwhile, go grab yours while it's still free.
How Lebron’s Decision Enhanced Kevin Durant’s Brand
It was a sports moment that will live in infamy. LeBron James, the Akron-born savior of the Cleveland Cavaliers, resorted to a self-aggrandizing, nationally televised prime time special to announce to the world that the free agent was “taking his talents to South Beach” and joining the Miami Heat. The arrogance with which LeBron delivered his decision to leave his home state and desert the fan base that reared and nurtured him permanently damaged the LeBron James brand. LeBron’s whole image was based on him being a “fun loving guy” who was willing to sacrifice for the team and the teammates for whom he cared so greatly. His prime time shrine to his own ego completely altered Madison Avenue’s and NBA fans’ perception of the self-proclaimed “King James.” The prodigal son with the prodigal talent had been reduced to the greatest sports villain this side of the late George Steinbrenner.
The day before, another phenomenal talent, Oklahoma City Forward Kevin Durant, quietly signed a contract extension to remain with the only NBA franchise he has ever known. Durant, became the supernova “next big thing” in professional sports in his breakout 2010 season, agreed to terms without fanfare, without television cameras, and without the hype of celebrity. Durant could have allowed his contract to expire so he could be courted by bigger markets with bigger bankrolls, but he instead chose to peaceably remain loyal. The quiet, humble Maryland native stayed true to who he was by announcing his future plans without any “hoop”la.
The business lesson in this is clear: the company that stays true to its brand and the principles that comprise it is the company that ultimately emerges victorious. In a competitive business climate, customers have multiple options in a diverse marketplace. Adhering to core beliefs and being honest about who you are to the people who care the most are central to winning in a challeniging marketplace.
Kevin Durant went on to represent USA Basketball in the World Championships last summer, unselfishly leading his team to a gold medal. LeBron refused to join that same team due to his pending free agency. Two amazing talents with two similar opportunities who chose two completely different ways to cope have been called the “future” of the NBA. Despite their many similarities, one has set himself up as the ultimate “bad guy,” while the other is garnering the respect and admiration for integrity that your company should pursue.
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