How to Find a Job (when the economy sucks) Part 1 of 3

I recently gave a webinar on job hunting for Recruiters that were unemployed, under-employed or unhappily-employed. It seems to me that there is a need for this type of information, especially in these “interesting” times. That being the case, I have decided to post the slides and notes from my webinar here for all to use. Please pass on these notes to other recruiters, HR personnel, or anyone looking for a new opportunity. (Although it is slanted towards HR personnel, anyone can use the startegies cited herein.)

The title of the webinar was “Confessions of a Job Search Strategist.” Enjoy…

2002 was not a happy time for me; at least, not initially.

I was in a position where my wife laid off, I was laid off, I had a little one to take care of and bills that would not stop coming in. So, being the responsible man of the house I began looking for work in the the most common ways: Online job boards, newspaper classifieds, career fairs and networking groups. And the more I did those things, the more frustrated I became because I was not getting the results I needed. For the matter, neither was anyone else I was associated with as several people at the time were looking for work and all doing the same things I was.

And then it hit me, I said to myself, “Jim, do something different…” (And so I did)

I reflected on my many years in Recruiting and how I found people for opportunities I was trying to fill; then I simply put the process in reverse. The end result was a sort of push/pull strategy. On one end of my process, I would strategically circulate my resume to companies I was interested in and on the other end, I would position myself to be found by recruiters looking for passive candidates.

In our time together, I am going to show you things I did to find work in the last recession. I am also going to show you things I wish I had done in the last recession. Finally, I am going to show you how implementing all of what I show you here will place you in the most-desired position of all; referring jobs to others because you are already gainfully employed.

In preparing this webinar, I knew from experience that there were a lot of recruiters with profiles on Linkedin and inside Recruiter Networking groups, but I was curious as to how many actually had their resumes posted on a homepage somewhere. So I did the following search:

intitle:resume -jobs -sample -template -apply -submit recruiter education

At the time I ran this search, I found 16 resumes in the first 50 results. I also noticed that there were 11,900 results returned and all of them were not resumes. When I added city names and states, the results were (of course) significantly less. For example, when I added Houston, TX (194 results), San Francisco, CA (294 results) and Atlanta, GA (237 results). Of course, I could have played with that a bit more with area codes and other criteria, but I would still get a low return.

All of this suggested to me something that was very ironic; recruiters (overall) tend not to put their own resumes online. Go figure…

As I reviewed the resumes that returned in my search, what was also surprising was the fact that Recruiters did not classify themselves by the type of recruiting they did. As a Recruiter you know, going through a long list of search results can be tedious. Why not make it easier for the next Recruiter or Hiring Manager or HR Generalist? Should you decide to add your resume to a homepage, give it a title that would catch the attention of a recruiter.

Here are a few ideas:

  • Resume – I Recruited 25 Executives in 2007
  • Resume – I Staffed 18 Startups in 2007
  • Resume – Technical Recruiter – 5 Years Experience
  • Resume – I Recruit Recruiters
  • Resume – Recruiting Healthcare Professionals since 1997
  • Resume – Call Center Staffing – I put butts in seats

End Part 1


Nine reasons why recruiters never call you (and ways to convince them otherwise)

If you ever wondered why a recruiter never called you back, chances are these are the reasons why:

  • Situation: Too many responses and not enough time. One advertised job can bring as many as three hundred responses in less than three days. It is logistically impossible for a recruiter to reply personally to every applicant.  Job Seeker Advice: Network your way into the company. This is the best way to circumvent the tidal wave of resumes recruiters face daily.
  • Situation: There is a relevancy factor. Many resumes received are not even in the ballpark of what is being advertised. Simply put, some applicants are tossing their resume against the proverbial wall and hoping it sticks. These types of efforts are immediately recognized and consequently ignored. Job Seeker Advice: Make sure your resume is accented with keywords significant to the job you are applying for. (ONLY add those terms relevant to your experience.) I would also suggest a cover letter that extols your professional virtues pertinent to the employer.
  • Situation: Your resume did not make it through the OFCCP process. Even if you have the ideal experience and a recruiter would love to speak with you yesterday, you may have been randomly deselected from the process and the recruiter never had access to your information. Job Seeker Advice: Know that if the job description has required skills listed it is not negotiable by law. If you do not have one of the required skills listed, then do not apply. Also, pay attention to verbiage and the way your experience is described within the job posting. Use similar phrasing in your resume to maximize the chance of being selected in the recruiter’s search.

  • Situation: There is the issue of spam. Due to the overwhelming proliferation of unwanted solicitations of Viagra, prescription pills, easy lending, gambling and dubious business opportunities from African countries, it has become expedient for companies to initiate spam filtration systems. As such, some emails never reach their intended destination. For example, if you have the credentials of “Magna Cum Laude,” a spam filter may cite the term “cum” and label it as pornographic spam and delete it. Job Seeker Advice: Look for a return-receipt from the company database, an automated email that thanks you for applying and promises a follow-up if there is an interest. If you apply on line and do not receive an email confirmation within 24 hours, then resubmit your resume.
  • Situation: The position advertised is now “on hold” or cancelled all together. With the changes in the economy, huge waves of previously thought to be critical positions (if a company pays to post the job it is high priority) are put on hold or cancelled as there is internal squabbling to complete the dreaded re-organization or for budgeting purposes. Job Seeker Advice: Do not be discouraged or black list a company, because you do not get more than an automated response of application. Continue to apply to positions within a company even if you do not receive a call about a specific position.
  • Situation: The hiring manager wants to hire a friend, but must follow company protocol which includes publicizing the opening. Job Seeker Advice: No way to guard against this as many times the recruiter is oblivious to this fact as well. The good news is that you are front and center in the recruiter’s mind and will be on the short list for the next opening.
  • Situation: The hiring manager wants to promote someone internally, but wants to “window shop” before committing to the hire. As such, a job will be announced and each applicant will be measured against the standard of an established employee well-acquainted with the inner-workings of the company and the existent personnel. Job S eeker Advice: No way to guard against this as many times the recruiter is oblivious to this fact as well.

  • Situation: The hiring manager is on a never-ending quest for the non-existent “perfect candidate.” Generally the manager has the hope of an unrealistic list of skills that he wants an applicant to possess. Typically this “perfect candidate” will have senior-level knowledge from competitor companies but a junior to mid-level work history that makes him/her easier on the budget. Job Seeker Advice: As only the manager knows for sure what is in their head, the recruiter has the difficult task of qualifying you against ambiguous requirements. I have no way to advise you on this matter.
  • Situation: You were submitted to the company by a search firm. Job Seeker Advice: If a company has a job posted, then apply directly. A search firm opens doors into companies that do not initially post positions publicly due to cost or confidentiality. This is certainly true with executive positions or those that would negatively impact market share or position should the opening becoming common knowledge.
  • Situation: Search firms may charge a company as much as 30% of a candidate’s salary for their services. Not willing to take on that fee, some companies make it a policy not to deal with search firms. I suggest that before working with a search firm; ask them if they are presently representing a client. Job Seeker Beware: Some agencies make it a practice to secure a resume from an interested candidate first and then using it as leverage to secure a customer.

Good luck with your job search!

Jim Stroud

Come to the interview working, not looking for work

Okay, if you made it as far as the interview, you don’t want to blow it. (Agreed?) In my many years in HR I have been a silent observer on several interviews. Let me tell you some subtle, but definite “no-no’s” you may not be aware of.

1. Dressed up to the nines for an interview. Ask in advance what the attire is for the interview. If it is business casual and you arrive in a suit or vice-versa, you send a subconscious signal to the interviewer that you do not fit in with the culture of the company.

2. Do not say that I am ready to start immediately. Everybody says that! (Believe me I know.) You have to give the impression that you have already started and you just need them to acknowledge it. How do you do that?

  • Research the company from top to bottom; know who the key players are and call out a few of their names in passing.
  • Mention what the company is doing now and how you think they will succeed or fail in what they are doing.
  • Suggest a strategy of how they could proceed and detail how you would facilitate that change.
  • Listen carefully to what they want and be sure you can give it to them.

Let me give you an example of this…

Once upon a time, I worked for MCI in a newly formed startup division within Human Resources focused on Internet Research. (For the record, MCI was way ahead of the curve with using the Internet to recruit, but I digress…)

My resume was one of several to be considered for the position and I knew it, so I did something to put the odds in my favor. As the position itself was a newly created position, the requirements were not wholly stated but I did know that I would be used to source talent for their various facilities nationwide.

So what did I do?

I looked on their webpage, saw their openings, found some resumes on the Internet and sent them into my future boss. She was impressed and I got the job. (Hey Rachel Platt!) You see? The difference between the others and myself was that they came ready to work and arrived already working.

Want to go a step further and really impress them? Create a plan detailing what you plan on accomplishing in the first 100 days of employment! Make sure that you hit every immediate need that touches your position, forecast what will be required beyond that and address those issues in your strategy. Then, ask what additional milestones would have to be met to earn a promotion or performance bonus. The probable reaction? How soon can you start? (NOTE: This technique is used after you have completed a couple of interviews and the final decision is between you and the next guy. I recommend that it be you.)

3. Remember that until you land the job you want, looking for a job IS your job and you should treat it as such. Set your hours of operation, follow-up on your leads, maintain your contacts and be diligent in your pursuit. Create a mentality that you are not per se out of work, just operating in a new temporary position.

Good luck in your job search!

Top 10 jobs that do not require a College Degree

How many 6-figure jobs do you know that do not require a college degree? You may be surprised when you read the list I found.

These are the Top 10:

  1. Air Traffic Controller  – Average pay is $117,240.00
  2. Construction Manager – Average pay is $73,700.00
  3. Transportation Manager – Average pay is $73,080.00
  4. Elevator Installer – Average pay is $63,620.00
  5. Manager of Fire Fighting – Average pay is $62,900.oo
  6. Gaming Manager – Average pay is $62,820.00
  7. Dental Hygienist – Average pay is $62,800.00
  8. Nuclear Medicine Technologists – Average pay is $62,300.00
  9. Powerhouse Electrical Repairers – Average pay is $57,400.00
  10. Railroad Conductors – Average pay is $55,530.00

Want more? Check out these stats from CityTownInfo.com.

How to Google up Hidden Job Opportunities

In my previous post – How to find a job when the economy sucks (part 3), I mentioned that there were hundreds (if not thousands) of job boards online. I also said that Google indexes many of these job boards and as a result, you can search on job boards that you have never heard of. (Hey, as long as the jobs are there, what do you care about where its posted?)  Anyways, below is a list of search examples that you can use for your own job search.  They are all focused below on Recruiter jobs, so feel free to adjust these samples for your individual needs.

Okay, enough of that, here is the info…

Google Search Strings for Recruiters Looking For Work

1) To find Recruiter jobs in general:

intitle:recruiter (intitle:job OR intitle:jobs OR intitle:careers) (apply OR submit OR eoe)

Are you seeking an entry-level Recruiter position?
...

2) To find Recruiter jobs by a specific location: (I am using Atlanta as an example, but you can of course use any City or State you choose.):

intitle:Atlanta intitle:recruiter (intitle:job OR intitle:jobs OR intitle:careers) (apply OR submit OR eoe)

intitle:GA intitle:recruiter (intitle:job OR intitle:jobs OR intitle:careers) (apply OR submit OR eoe

(404 OR 678 OR 770 OR 912) intitle:recruiter (intitle:job OR intitle:jobs OR intitle:careers) (apply OR submit OR eoe)

.

3) To find Recruiter jobs according to quality of life:

Do you like to travel?
“ability to travel” intitle:recruiter (intitle:job OR intitle:jobs OR intitle:careers) (apply OR submit OR eoe)

Want to work from home?
(intitle:work.from.home OR intitle:virtual) intitle:recruiter (intitle:job OR intitle:jobs OR intitle:careers) (apply OR submit OR eoe)

Want to work in a fast-paced office?
.
Perhaps you prefer an office with a slower pace?
.
Need a position with great benefits?

.