Wireless Executive Recruiter

How to avoid embarrassing recruiting calls at work

It amazes me how many times while calling a perspective job candidate, that I call someone in the middle of a meeting, or inappropriate time at work.

You would think in this world of technology that can make an unmanned space vehicle go to Mars, a sheep genetically grown from a test tube and Dick Clark still look the age of forty when he is actually one hundred and ten, that they could create a way for job searchers to have their phone calls go somewhere before their cell phones.

Now with gmail, hotmail, yahoo mail and other free email services, people have handled the problem of receiving email at work from headhunters and companies.   In addition, with so many people today only having a cell number, how can one receive those inappropriate calls at work?

Well, believe it or not there are actually several solutions–

Tossable Digits is a virtual number, meaning you can use it for a while and when you no longer need it, as if after finding a job, you just toss it away.  Some of the features include.

# Do Not Disturb:
Control when callers can reach you!
You decide when you want to receive calls by restricting the times that your calls are forwarded to you. If a call comes in after hours, your caller can leave a message on your voicemail.

# Advanced Voicemail:
Listen to messages via phone, web or email!
If you’ve activated voicemail on an Extension or Virtual Number, and a call is received during a time you have restricted, callers will be asked to leave a voicemail, which you can later retrieve via their website, phone or email as an MP3 attachment.

# Call Screening:
Hear who is calling before you answer!
Tossibile Digits’ advanced call screening system asks callers to identify themselves by recording their name. When a call is forwarded to you, you’ll hear your callers recorded name and can choose to accept or decline the call. If you decline a call, your caller will be forwarded to voicemail without knowing their call was declined.

Now, I have not personally used this service but a friend has and loves it. It is not free, but not too expensive,  running about $5.00 a month.   If it saves you from getting busted by your current employer because of your talking to potential new employers, it is worth it.

Now with a little bit of “googling” you can find other similar products, but with slightly different features. Google Voice and 3jam are among others, all of which approximate the cost of a ring tone or two per month and are well worth it.

My favorite and the one I use all the time is Magic Jack. For a one-time fee of $40.00 you have a VOIP line that you can call at no cost, anywhere in the US. You have voice mail, music on hold, can pick your area code, and check your messages online from a received email. It is A killer. In addition, to renew each year the cost is only $19.95. I am on my second year and love it.

The point is this — don’t get your “butt in a sling” at work while driving in your car and answering your speaker phone. Just Because the number is in your area code, and you think it is someone you know, it could very well be a recruiter calling  about a job you’re not even interested in. In fact,  he may be calling you because you forgot to take your resume off Monster three months ago,  when you got a new job.

I know about this from experience. I have been that recruiter and it was ugly, real ugly.

I have often run into situations that this statement is true. The act of interviewing like dating can make candidates as well as interviewers act in irrational and even down right crazy ways. Candidates lose perspective and take everything way too personally and interviewers totally lose sight of what is common courtesy and sometimes even common sense.

Here are some real life examples:

A candidate was interviewing for a development job. She was living on one side of the Country and the job was on the other side of the Country. After two very good phone screens,  the recruiter working with the candidate followed up with the company to see if they were ready to fly her out for a face to face. Instead to the recruiter’s surprise, the hiring manager said he had already left the candidate a message that they wanted to make her an offer.

Now you would expect her to think what great news! “They love me so much after two phone screens they want to make me an offer!”

Well think again…

Now compare this to dating, you have been on two dates and suddenly you get a phone call from budding romantic partner saying they love you & they want to move in.
How do you think most people would react?

Nine out of Ten would be a bit freaked out by this. “Will he ask to marry me in a weak?” “Hell I have never even been to where he lives it could be a rat hole?”  “Is he a serial killer?”

And sure enough the candidate freaked out as well saying she was “feeling pressured” asking “is there something wrong with this job”. The recruiter thinking fast worked it out for her to go for a face to face so she could see the area & also the office. But by that time the damage was done. The candidate suddenly got sick, and could not be reached because of a sore throat and could not talk on the phone. Two days later she texted the recruiter she had taken another job.

Lesson learned: Doing things in the right order does matter in interviewing, dating and disarming a bomb. Cutting the blue wire before red can be very dangerous.

Now on the flip side to this often candidates move to fast and talk themselves right out of a job before they even know it is right for them.

For example: A candidate submits their resume through a recruiter for a sales job. They receive an initial phone screen from human resources. During the call the HR person tells them to their dismay the position requires you to be in the office every day & that the commissions for this job is expected to be 30K less than was represented to them.

Unfortunately it is not that unusual to have HR & the hiring manager have different ideas as to what the job requires or even pays. That is why recruiters are so determined to speak with the hiring manager to take a job order.

Well now back to the example. The candidate in a very upset tone calls the recruiter who set them up for the interview and say’s that even if they want another interview that he is not interested now as he was lied to about that position was a virtual office & commissions were uncapped.

So after a long conversation the recruiter calms the candidate down enough & assures them that the job is in a virtual office & the pay is uncapped because that’s what the hiring manager said. So a second interview occurs & the candidate actually gets job.

Lesson Learned: Interviewing & relationships are a work in progress. A job description often evolves as candidates are interviewed & priorities change. Also the truths you have on the first date as you are trying to impress the person in front may be quite a bit different 3 weeks later after you have had two or three dates.

Now besides the dating comparison, both these examples show why having a recruiter is an important component in many hiring processes. Would A-Rod or Payton Manning think of negotiating their own contracts, of course not!

Unfortunately not every company can afford using recruiters or have a strong internal recruiting staff and actually do a good job of hiring on their. But still there is nothing like having a Jerry Maguire to navigate you through the “match.com” mine field called interviewing.

I know I had you at Hello…

Okay, so you posted your resume on every job board. You applied to 50 different jobs posted on company websites. You sent your resume to a Bazillian “Resumeblasting” services. But, still there you sit watching Judge Judy on the WB with little to no firm job prospects. Perhaps it is time to look“Beyond the Job Boards” and use some unique methods of job sourcing previously known only to recruiters.

As a recruiter we are introduced to many training methods in finding new clients and potential candidates. There is a whole industry built around training recruiters. As many recruiters have a high percentage of their income based on commissions, so effective tools for recruiting is essential.

Recently I attended a webinar like no other. This took many of the methods recruiters use & put it into a way that applies to the job seeker including:

-How to determine WHAT markets are hot & have the most positions.
-How to find WHERE the open jobs are that are not posted in your field.
-How to find out WHO is the person hiring for the jobs.
-How to get the email & phones of HIRING MANGERS for these jobs.
-How to use SOCIAL NETWORKING SITES to find these jobs & people.
-How to create a BRAND that draws people to you.

The name of the seminar is Beyond Job Boards: Use No-Cost Social Networking and Web 2.0 Search to Uncover Full-Time Careers and Freelance Work

You can find out more about the webinar & who is doing it here: Beyond Job Boards!

When I first started this blog I did it because so many people were asking my advice that I did not have time to address them all. Having a place to send them that answered their “frequently asked questions”
has worked well for me & the response so far has been very positive. But, I realize that there are other people who have already done an excellent job of covering topics on the job hunt, so why “re-invent the wheel”.

Therefore, from here on in, combined with my typically irreverent and questionably humorous brand of
editorial, I will be presenting information that others have put together that I have reviewed and feel can supplement my writings. If you have questions for me on this or have material you would like to suggest for this blog, please email me at cschumacher@electronicsearch.com for questions.

Also, check me out at www.mobilewirelessjobs.com, where I am “the keeper of the blog”, on a site for people looking for jobs in Mobile & Wireless Content.

Carl Schumacher.

 

Here are ten simple rules to writing an effective resume. Violation of these rules can cause pain, heartache, cramps, irregularity and even worse…

You won’t get the interviewed for the job you want! 

1. Style & Font are least important:  If I help someone “tweak” their resume and the style is OK, I try not to change it. (Style meaning what kind of bullet points they use or whether they block things off with lines, etc.)

2. Length is even less important: Too many people worry whether their resume is 1 page, or 2 pages etc. A resume is as long as it needs to be to get the point across.

3. Simple is best: If something is confusing or redundant, change it.

4. Be consistent: Having dates as 3/09 in one place and March 2009 in another or using seven different fonts is not what you want.

5. This is not an art project: The color purple should never appear on a resume unless you are Barney the Dinosaur and even that is questionable.  Please, no pictures unless you are looking for a job in the Philippines; for some reason, every resume I have ever seen from there has the candidate’s picture on it.

6. Your resume is a marketing tool: It is meant to represent you at your best.  It should be accurate but does not have to include every detail of your life…especially if it makes you look weird or stupid.

7. It should read like a book: Title at the top, (name, address, email, phone, etc.), syllabus underneath (accomplishments or skills), chapters below (Job history, education etc.). Chapters are read in chronological order and make sense.

8. The Summary and Accomplishments are critical to getting someone to read your resume: They need to be strong and engaging. If you can get a WOW! out of someone’s mouth when they read your accomplishments, you have done your job.  The Summary and Accomplishments should change depending on the job you are applying for.

9. Spell check and have others proofread your resume to make sure it makes sense: Having several typos on  your resume makes you look like a dork.

10. Rules are just guidelines: If, by not following some of these rules, or for that matter, anyone else’s rules for writing a resume, makes it better, then don’t follow them. Heck, after all, it is your resume.

OK, so you have been laid-off, downsized, riffed, let go, fired or maybe you even quit. Before you rush to put your resume on Monster, Careerbuilder, Hotjobs, Dice or Florida Alligator Wrestler Jobs, or all of the above, take a minute and ask yourself a question:

 

What job do I really want to do? Well, Bill Gates isn’t handing over controlling interest of Microsoft and Bono hasn’t mentioned he is looking for a replacement at U2, so those choices may be gone, but there are certainly others. 

 

Leaving your job is a very destabilizing situation, and depending on if you have money put away or are given some kind of a severance, can even be a threat to your survival. But no matter what the case is, it is a time of transition that is for sure. Now during a time of transition, why not do a little reflection. Dig down deep and see what you really want to do.

 

Here is what I suggest, write down 20 jobs or careers you would like to do. If you write down the King of France or a Cage Fighter as your choices, the process may take a bit longer, so stick with jobs in the realm of possibility. But that does not mean you cannot think out of the box and get creative. If you have been looking to start that website business selling antiques your Grandmother left you, write that down as one of the choices.

 

Now after you have written your 20 possibilities, it is time to look at their feasibility. Here is an example: you have worked at a company for 15 years and have done a lot of product management, product marketing and marketing in general and in the course of your work you have helped negotiate several contracts and played a key role in bringing in business for your company.  Now, you have never really been a sales person or really even a Business Development person, but you have great customer facing skills and also have been the key subject matter expert in a number of sales. A natural progression for you would be Business Development Manager or an Account Manager. Actually, I see this type of job progression all the time.

 

Ok, so you have decided that you really want to go for a job as a Business Development Manager.  Great! But, what about the fact that your resume has no real Biz Dev. experience? Unfortunately, in this current economy there is not a lot of people hired based on what they might be able to do at a job. Maybe “gleaning” your resume to the biz dev. role will be enough. A professional resume writer, career coach or counselor can do wonders on a resume if the person really does have the experience but his resume just needs shaping to be focused properly.

 

But, sometimes this just can not be done. Then it is time to do something to bridge the gap. Perhaps a sales training course? Or, maybe you need to take a job in sales or business development that is a little lower pay and responsibility than what you are used to. That way, you can work there for a few years and when it is time to really go for that dream job, you not only have the desire and skills to do it, you also have the quantifiable experience.

 

But why not plaster your resume across every job and resumeblaster service on the planet, and then do your reflection? As they say, isn’t job hunting “a game of numbers”? Yes, most definitely it is! But, here is something that can happen. You right away slap together a resume that is nicely done, but very general and immediately you start getting calls and even interviews. Awesome! Unfortunately though, after 3 months of you turning down jobs you didn’t like, and companies turning you down because you were not a right fit for the job, you’re worn out and depressed because of how bad the job market is. But, did you really know what job you wanted in the first place? Trying to drive to Las Vegas without a map or real plan on how to get there, you will end up in Idaho.

 

 

So, to sum this all up: In life there are times when a moment of reflection is in order, a baby is born, someone dies, the Cubs win the World Series, or you need to find a new job.  Take that time to reflect and reevaluate.  Who knows? Maybe those clothes you never threw out from the 80’s could be used for your new cage fighting job. The sky’s the limit! 

It is Critical when you do your first phone screen with a company you know your goal in doing the phone Screen, and also what the goal of Human resources is, as they are totally different.

 

Your goal is simple, to get a second interview!

 

You must speak on the phone again with a potential decision maker or in person with a peer of the hiring manager or directly with the hiring manager.
 
Your phone interview is not to get the job. You may be many steps away from getting the job, and if you get too far ahead of yourself, you may never make it to another interview. Walk through the interviewing process a step at a time.

HR’s goal is also simple. To screen you out!

 

Imagine your interview is like American Idol and you think you are speaking to Paula Abdul or Randy Jackson on the phone, but in both cases, it is really Simon Cowell in disguise.

 

Now this is no statement as to the actually personality of the HR person you are speaking to, but rather the role that this HR person has been thrust into.  The HR person must be cut-throat.  Why?

 

Here’s the reason. HR has a lot people to talk to, especially in this challenged economic market. Say HR has 1000 people applying for a single job opportunity. HR has whittled down the 1000 applicants to 100 actual persons that make it to the selections that are qualified for some consideration for hiring.  After a bit more scrutiny, HR whittles some more and gets the stack of applicants down to 20.

 

From these 20 applicants, HR needs to phone screen them to find 5 strong applicants to present to the hiring manager. From that 5 they are hoping to get 2 to 3 that will make it too the second round.

How does HR do the whittling? Throughout the process, they look for red flags or factors where you are not confident, not direct or determined in your approach toward getting the job.  Yes, they are looking to knock you out of the contest, send you back to your home town, back to sing karaoke.  You’ll get no record deal, no tour with Clay Aiken or Fantasia.

 

Now how do they screen you? They may have a bunch of prepared questions, or use some kind of rating system. They’re are a multitude of different ways to evaluate you, but it really comes down to one simple thing, what can they find that is wrong with this candidate so they can screen them out.

 

 

The majority of HR people are not qualified to determine if you can do the job technically. They are talking to you because on paper based on what they know you can do the job. They will usually defer a “technical” or “skills” first interview to a second phone or face to face interview.

 

 

 HR will interview you on are topics like these:

 - resume details

- job history

- career goals

- communication skills

- relocation

- attitude

- how close you live to the office

- what you know about the company

 

Now Lets look at some resume details. You can bet that if there are details in your resume that could come under question, they will be.

 

Say if you had 2 or 3 jobs that were only for a year. Be prepared to have good answers for why this is. Answers that make sense and that you can speak confidently and in a “matter of fact” nature.

 

If your answers come out weak or stumbled, your history baby, Simon will “send you packing”.

 

A pointed question about career goals can also be very tricky, such as “what are your career goals” or “where do you see yourself in three years”.  For instance, if you are interviewing for an engineering role, and your answer is “my career goal is that someday I would like to be an engineering manager”. Your answer may be interpreted as ” this person wouldn’t be happy in a mere engineering role since he’s looking to be a manager”.

 

As a recruiter, I have had this kind of comment come back to me too often. So when I prep a candidate I do my best to get what the career path of the job is so this won’t happen.

 

What you can do is respond to this question if HR asks “what are your career goals”?

Your answer could be “well this position really fits what I am looking for in my career right now. What is the next step in this job and how long does usually take to get to it?”

 

That way if HR answers “oh in 5 years they might consider you for a management role.”

You can reply with “Oh great well that’s something to work for” and you have dodged a bullet.

 

Recently I had a candidate who was asked by HR to respond to this question:

 

“So how long was your commute to the interview?” asked the HR rep.

“Oh about 1 1/2 hours by train,” the candidate replied.

“Would it be better if you could work from home sometimes?” asked HR.

“Sure, that would work well,” the candidate replied.

 

The feedback that came back was this: “The candidate is unhappy with the commute and would rather work from home sometimes.”

Now this particular candidate had other things that made them not right for the role, but this was an example of how things can be perceived in an interview.

So how do you assure yourself the best chance of getting past the mine fields of the HR phone screen. 

 

1. Do your homework:

Study the job spec. and really know their website.  Many times I have had candidates say that they were very glad they studied the company’s website as they were asked questions about the company they would not have otherwise known. Plus this helps you have good questions to ask.

 

2. Don’t say too much:

“Any thing you say can and will be used against you”. Be personable, be confident, be prepared, but do not talk too much. No matter how much you feel a connection with the HR person interviewing you, they are not your friends so definitely do not “open up” to them or “spill your guts”. Keep it professional and brief.

 

3. Don’t get ahead of yourself.
Questions about “flex time”, or “4 day weeks” are definitely not to be discussed. Even salary should be only touched on if they bring it up. It they do bring it up, tell them what you made and that you are flexible on the salary based on the position. Ask them what the position pays. Even if it is not quite at the level you are looking for don’t get into a discussion about it. Many times companies will pay more than what HR thinks they will pay. But if you do not interview with the hiring manager you will never find this out.

 

4. Give them a reason to call you back.
Preparing a few questions only the hiring manager can answer is a good way to promote them having to talk to you. Also ask when you can come in to their office to interview. In sales you have to ask for the business. Interviewing is selling yourself, so if you goal
is to get to the next interview, tell them you are very interested in the company and when could you come into to meet the team and interview. It shows confidence and interest, something all people respect in a person.

The point of this blog is that although a first phone screen with HR is often compulsorily and only the first step in the interviewing process. If it is not treated correctly it will be your last interview. For although you will never ever be hired for a full time job with just a phone screen, you will never be hired at all if you do not get beyond it.

 

Just think if Kelly Clarkson stumbled her way through singing “Feelings” for her original tryout on American Idle, you wouldn’t hear her on the radio every 15 minutes.

 

 

The title of this Blog is a bit insulting and rightly so. It is meant to get your attention so that you do not pass over the article - - to make you take notice !!!

If you were driving down the street and you saw a Billboard but you couldn’t make out what it said because the worlds were too small and the message was hidden in a thousand words, you would probably not understand it or crash your car trying to figure it out.

But on the other hand, if it said “EAT AT JOE’S” there would be no mistaking the message.

So is my message when referring to your resume. If you were trying to show something to a monkey you wouldn’t do it quietly or subtlety. You would be obvious about what you were doing. You’d talk simple to a monkey — Monkey want a Banana? Monkey want a toy? — straight forward and obvious.

So how does simple talk, monkey talk, apply to a resume?

As a recruiter. when I am sent an unsolicited resume or one that just lands in my inbox without me asking for it, I read it quickly. I am looking for the general gist of what it is about. Do I have a job for this person now, later or never. If it is later, I take a minute to review it. If it is never I take even less time. The “now” resume I will read in detail.

But if it is not obvious to me what your resume is about, what you are looking for, what your skills are, I could easily pass you buy. A candidate’s submission that could be a “now” resume can easily be missed.

Let’s take for example a resume from Joe who sells software to wireless clients. Joe’s resume needs to spell out who he’s selling to, how much he sold, how much his quota is and how he achieved or exceeded it. Plus, if Joe knocked it out of the park by hitting a quota of 150%, this statistic had better jump out on the resume, bold-faced and blazing across the top of the resume.

Having placed many sales people, I have learned the hard way that when the client throws the resume back in my face because this blazing info was not included. A sales resume is not the exception to the rule. Every resume needs a bold-faced listing. Show a little confidence in your resume. Speak out. It never hurts.

In my business, we are submitting resumes for specific jobs. That means we have job-specific specifications. In “monkey” terms, — state the obvious, say what you do, say it boldly, say it so that it’s obvious, meet the specifications, tell me what you do best, tell me what you have achieved that apes (mimics) the job-specific specifications — because if you don’t, your resume won’t be a “now” resume to anyone who reads it.

Companies speak in their own language or nomenclature. If you have the exact skills in your resume that meet the job-specific specifications, and you call these exact skills “email marketing” and the company calls it “viral marketing” or “ECRM Marketing”, change your verbiage to read what the company is asking for on your resume. Make it obvious

Make it so that a Monkey could figure out that you’re the one for the job!

When you give a resume to a company, either through a recruiter or directly, you do not see the path that your resume takes. Your resume can pass through an “applicant tracking system” that looks for specific keywords. This “monkey-like” system only reads for key words — no key words and the monkey understands nothing.

Take my advice. Make your key points bold, clear and obvious. Always assume the person reading your resume is a Monkey.