Archives for posts with tag: jobs

So you have been looking for a new gig for a while and finally you find one that is worth checking out.  You get on LinkedIn and see if you know anyone in your network working there now or even in the past.  You find out the company is indeed a place you could see yourself in the future and continue to take the next steps.    You ask your colleague to make an introduction for you with the hiring manager and you also apply online through the company website.

All of this assumes of course you actually HAVE a LinkedIn profile which you have been building as well as the fact you are utilizing the relationships you have been cultivating.  If however, for some reason you have not then please let me know and I would be more than happy to assist you.

Well your colleague makes the introduction for you through LinkedIn and your previous experiences coupled with your complete LinkedIn profile land you a telephone interview with the hiring manager.  It’s only 30-45 minutes, but you are certain you will wow her and she will want you to come in and meet the rest of the team right away.  As with most telephone interviews, this is just to screen you to see if you would be a fit with the team, to make sure your skills on your resume all match up, and what type of personality you have.  This is often done by an internal recruiter, HR, or someone else, but since you showed the gumption to seek out the hiring manager she decides to perform the phone screen herself.

Right away you know you are moving on to the next stage in the process.  You did your research and aside from the colleague making the initial introduction, you tell the manager about the multiple similarities the two of you share which you found out by following her on Twitter.  You tell her how your background is a perfect match for what they are looking for and how you would be able to come in right away and make a difference and how much value you bring and this and that and everything else.  And on and on and on.

While all of this is ok in moderation, that is the magic word at this stage of the game.  MODERATION.  You may be very well suited to have an immediate impact. But how do you know exactly what this organization is looking for or even this particular group?  More than likely you know what they do and what they are looking for by the job description, but all too often even the hiring manager doesn’t TRULY know what is needed so chances are slim you have any clue at all!

Again, I am not against selling yourself to some degree, but just make sure you don’t over do it.  In fact, I encourage you to sell yourself!   Interviewing is about you selling yourself and your skills while the company sells themselves and the opportunity.  In theory.  And while many have the misconception that a great salesperson is someone that talks a lot, that couldn’t be further from the truth.  They DO talk a lot, but if they are doing it properly, they are asking questions or if they are answering questions, they are keeping it brief.  When you are talking the entire interview of course you think it went well.  As humans we love nothing more than to hear our own name and our own voice.  So if YOU are doing all of the talking you think everything is going well and you are a shoe in for the job.  Again, this is wrong.

Almost 100% of the time when someone calls me after their interview and tells me they aced it and they are certain it will go to the next level or they will get the job I know I need to find someone else to fill the position.  There are times where that isn’t the case, but it’s rare.  Confidence is great and all, but you spent the whole time talking and didn’t give the manager the chance to get to really know you and build rapport.  In sales (and interviews) building trust and rapport is so important that you can toss everything else out the window if you don’t have it.  That is why I say it’s great in moderation, but just make sure you are having a conversation, not a monologue.  Ask how she progressed to the current position.  What drew her to the company when she first started?  Something!  When you actually converse it allows you to uncover some of the needs possibly not mentioned on the job description which will allow you to speak of your unique attributes and how they relate to the position.

One of the main, if not THE main reason for speaking too much is being excited and/or nervous.  Trust me, I am quite guilty of this.  This is why the importance of practice interviews is a constant subject when performing searches on interview preparation.  By knowing what you are going to say, you are able to listen more and when the time is right sell your skills which will in turn enhance your chances to beat out the competition. 

So next time you finish up an interview, look back and ask yourself if you did all of the talking.  If your answer is “yes,” it may not be the best idea to start writing your two weeks notice.  If the answer is “no,” it’s still not the best idea to start writing your two weeks notice, but the odds will be stacked higher in your favor and you may be that much closer to your next great opportunity!

What do you think?  Have you been in this situation before or know someone who has? Please leave me some comments below and remember if there is anything I can do to help with any of this please let me know as I am more than happy to assist with the difficulties of the job search.

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I don’t know how many times a day I hear “because of the economy” or something along those lines.  I’m tired of it.  It’s garbage.  Is it because of the economy you aren’t trying to meet someone new or learn a new skill or polish up the skills you have?  No.  It’s because of you and your attitude.  I am a firm believer that attitude is everything.  It can change your world.  For better or for worse.  While I do understand we as not only a nation, but as a world have many worries and are struggling, there are plenty of people still working hard and plugging along to create something excellent. 

I work mainly in the IT industry in Nashville, TN so I understand my viewpoint is a little different than many people.  Nationwide however, the IT industry hasn’t been affected nearly as much as most.  The same can be said for the overall market in Nashville as well. Despite what your friends, neighbors, and media tell you, there are jobs available.  Lots of them (932 in the Nashville area posted on Indeed.com between 8/11/2011-8/12/2011).  Are they exactly in line with your background or what you want to do with your career?  Maybe. Maybe not.  The point I am making is that positions are available.

If you are a job seeker, this should come as some good news and light at the end of the tunnel.  If you are a hiring manager, this should be cause for some worry.  Companies are starting to hire more and more everyday.  People are starting to look for new opportunities more and more everyday.  The competition is starting to heat up and unless you are prepared, you are going to get burned.

I don’t want to go on and on about how networking is the way to go because I am going to assume if you are searching for a new opportunity you already know that.  I am with my 5th company since graduating college in 2006 (http://www.linkedin.com/in/adambogren).  Every single job was the result of knowing somebody who was able to put me in contact with the right person.  I am living proof that networking can give you a huge advantage in the job market.  If you would like to learn how, leave me a comment and I will be more than happy to help you out!

What I DO want to weigh in on is the amount of open jobs and the amount of people who are about to start looking if they haven’t already.  There is a Manpower survey that says 84% of US workers will look for a new job in the coming year.  Then you add in the people already looking and the people who may end up changing their mind and start to look as well!  What does this mean to you, Mr. Hiring Manager?  Well, everything actually!

Let’s say you have an opening to hire a person who has XYZ skills.  She is great!  She gets along well with everyone on your team and she would be able to come in immediately and create an enormous impact.  The only problem is she is asking for a salary in the $65-70,000 range and the high end of your budget is $60,000.   Your search is a difficult one and you have been trying to find someone with this skill set for months.  What do you do?  Two years or so ago you could have offered the person $60,000 and she would have probably been ecstatic and accepted the offer on the spot.  That was two years ago when there weren’t many positions available and people were willing to accept any and every offer that came their way just to put food on their table.

Not the case anymore.  People are starting to look more actively and know that they are worth what they are asking for.  They have had time to do research, they have had time speak with recruiters and their peers.  Now interviewing with multiple companies is starting to be commonplace again.  People want to find somewhere they can feel appreciated and this doesn’t always relate back to the dollars.  That being said, if you are hiring someone and they tell you the pay range they are comfortable in, don’t try to low-ball them and offer less than their range.  If you want to low-ball them, make them an offer at the bottom number of their range, but if you expect them to accept then you better be offering a whole lot more to compensate for it.  If you really want to make them happy and show you are committed to them and their success with your company, offer them on the higher end of their scale.  If you don’t, another company will and you will be stuck offering candidate number 2 while your dream person slips away because you couldn’t spend an extra $5,000.  I do realize these things called budgets exist for a reason, but when hiring someone new, you need to realize there is this thing called competition.  And it’s really starting to pick up. Crunch some numbers on the amount of production you are missing out on because you need one more person to add to your team.  I will help you if you would like, but you aren’t going to like the number and you are going to realize that bumping up an extra $5,000 for an all star will more than come back to you in the future.

What do you think about the job market?  Are you starting to see things pick up at all?  Please leave me a comment and let me know what you think!  Thanks for reading!

I’ll be one of the first to admit it, searching for a new job is not an enjoyable process.  Not only do I know this from speaking with people on a daily basis about it, but I have also had my fair share of visits to indeed.com the past year and a half as well (3 jobs in Nashville since March 2010).  The good news about my expertise in hiring and firing is that hopefully I can help shine some new light on your search through some simple ABC’s – Attitude, Blogging, and Checking in.

Let’s face it, searching for a job, when done properly is a full time job in and of itself.  Constant emails, applications, meetings,  coffees, phone calls, and networking events.  It seems like a never ending circle which often times produces little to no results.  True, the results aren’t always immediate and can be somewhat disheartening.  We find an ad that looks like a great match and come to find out the position is already filled.  Back to the drawing board!  These feel like little failures, but being without a job already puts us down and then it just feels like you are being kicked while you are down.

Norman Vincent Peale once said “life for most of us contains many tough and difficult problems; we need all the confidence and reassurance we can get.  Nothing builds confidence and reassurance like a word of praise.  Nothing restores our self-esteem and recharges our batteries like a little admiration.”  When we are in our work environment, we have others who are in the trenches with us.  We can reach out to them, they can encourage us.  When we are out on our own in job search town, who do we have?  Few cheerleaders helping us along the way.

Attitude plays an extremely vital role in ones job search.  For people in sales, rejection is common, but it can still sting when going on that second month without a job.  The secret is the daily habits that we form.  The more you treat your job search like you did when punching the clock,  the more you will be able to stay focused and maintain a positive mental attitude.  Believe me, it comes across in all that you do and people notice it.

One way to help stay on track is to write a blog.  You may or may not already do this and you may or may not have any clue on how to get started.  The great thing is that it doesn’t even matter because you can change it up as you go.  I put off writing this blog for months until a few weeks ago I decided to just jump right in.  I hope the content is improving week by week, but who knows!  The point is, I am here showing my expertise and sharing my knowledge about job searching, career tips, recruiting, hiring, etc.  Writing a blog will help in showing you are an expert in your given field, build your online presence and show that you aren’t just sitting on your hands all day.  If you are still trying to get over the hurdle of writing or not, just remember that action cures fear.  Set it up and go for it!  Even if it is just strings of ideas, that is better than nothing and at least you are getting started.

Speaking of online presence, I won’t go into many details in this post, but if you haven’t started to build your online presence yet and you are looking for a new opportunity then you should skip the blog and go straight to LinkedIn.com and create a profile.  Right now.  Seriously, stop reading this and go create it!

OK, now that you have your shiny LinkedIn profile, your blog, and your great attitude, you actually get a job interview.  What do you do?  You’ve been in a slump and then out of nowhere you feel saved!  First of all, it’s not out of nowhere.  You have been putting in countless hours and things are starting to pay off!  So you get an interview, you prepare and do everything you are supposed to.  You feel like it goes well and you get home and are certain you are going to be the one they hire.  Write a thank you note to every person you met and let them know you appreciate their time and enjoyed learning about their great company.  Then what?  The waiting game begins, that’s what.

I am often asked, “Adam, how long should I wait to follow up or check in?  I really am interested in the job, but I don’t want to be pushy.  If I wait too long, maybe they won’t think I am interested.”  This can be a difficult situation, but it doesn’t really need to be.  As long as you remember to send an email after interviewing, that shows you are appreciative and do have at least some interest.  If you are working with a recruiter, they will let you know as soon as they know, trust me.  Try to remember the more people involved in the interview, chances are the longer it will take.  If you just met with a hiring manger and maybe the team lead, they can discuss you and other candidates if in the mix and probably make a decision fairly quickly.  If it is a whole team and they will all have input and then they need to let the corporate recruiter know and then she needs to let your recruiter know, it’s going to take a little longer.  All that being said, checking in is still a great idea as long as you aren’t doing it morning, noon, and night.  After the initial email, give it 3-4 days so everyone has a chance to give feedback.  If by the 5th business day you still don’t have any feedback, checking with the recruiter is ok.  If this interview is independent of a recruiter, maybe a short email to the person you had the most contact with saying you just wanted to check in and let them know you are very interested in learning what the next steps will be.  It doesn’t need to be long and elaborate, just enough to give a subtle push to show you truly are interested and not just testing the waters or sending emails because that is what you are supposed to do.  Sometimes the hiring manager really is that busy and is just having a difficult time getting around to doing all of the necessary steps in order to extend an offer.  Just have a good attitude about it, write in your blog how great the company is and check back in again after another week or so and continue to do so until you are hired there or somewhere else!

What are your thoughts on this?  Do you have any questions?  Please let me know in the comments section below!  Thanks for reading!

This is to all the managers, directors, C-level executives and anyone else with an interest in the company they own/work for.  If there is only 1 blog of mine which you read, make it this one.  I am here to help you avoid me.

Recruiter, talent acquisition specialist, headhunter, call me what you will, but at the end of the day, what I do is all the same in the eyes of most people.     I target the top talent in your company and I try to discover any source of dissatisfaction in their current working environment.  This usually doesn’t happen on the initial conversation, and it may take months before any true tidbits pop out, but they will.  It may just so happen that I call them on a Friday afternoon after they have an argument with you or you have dropped a bomb on them that the deadline for that project which once finished will give them the bonus they have been waiting for is now Monday morning and they may have to do some extra work over the weekend.  Jackpot!  Now that the plans for the weekend with the family have to be altered, other little instances which in the past were tolerable and minor at most now become larger than life.  This is where your top talent is now interested in learning more about coming on board to help build a new team in this company with cutting edge technology.

Meanwhile, you have already checked out for the weekend and made your way to the beach.  Sure you had some clients to meet on the way, but in all reality you were heading that way in the first place long before the appointment was set.

2-3 weeks ago, your top dog wouldn’t have even picked up the phone, now you may be doing some searching of your own on top of the fact that your special project probably won’t be receiving all the attention you had initially hoped.  Now with the abundant amount of information floating around and the ease at which someone can call or click and get an interview within no time it is more important than ever to make sure you are treating people in your organization from the bottom up with the respect they truly deserve.

Remember that huge lay off you had last year?  Dan (who was already overworked) had to pick up the slack for his three friends that you let go.  It was a tough decision I know, but you just had to do it.  Dan felt lucky you kept him and kept trudging along telling himself that since he is doing the work of 4+ people, he will be rewarded for it once things turn around.

Well it has now been a full year since you let Dan’s friends go and they have since found new, better jobs  making better money than they were before on top of a better work life balance.  That’s what everyone wants these days right?  Well it’s what Dan wants at least and seeing his friends have it while he does his work plus what they used to really is getting to him.  It may sound like Dan is out the door already, but if you get there before he does you may have a chance of stopping him.

It’s no secret money talks, but it might be a secret that money isn’t always loudest.  Lifestyle (flexible hours, work-at-home etc.), training and development, career tracks and promotion are other major factors people consider when checking out what their counterparts are up to these days.

How is that budget coming along now that things are picking up?  Dan has done a great job carrying the extra weight and your department now is swimming with their head above the water again.  How about a little bonus, or even better, a salary bump for ‘ol Dan’s efforts?  Maybe even a free flex day?  Are you back on track to hire someone else? Did Dan want to be in management someday?  This would be a great time to bring in someone for him to mentor.

Being able to do this would of course mean you need to know your employee’s and what makes them tick.  Let’s say you don’t.  I can still possibly save you.  Do you have a LinkedIn account?  How about Twitter?  Facebook?  Are you connected to Dan on any/all of the above?  For simplicity sake we are going to say you are connected via LinkedIn.

I watch LinkedIn like a hawk.  You know those updates that come across your screen every time you log on? “Mike updated his experience.”  “Sharron updated her education.”  “Becky updated her expertise.”  Yes, it is possible and actually probable that Mike has more experience today than he did yesterday, but it’s highly unlikely that is what he is updating.  Couple avenues here for Sharron as she possibly added her education to expand her network to people with whom she went to school.  (To network!) And maybe Becky DID just complete her 10,000th hour of work and truly IS an expert.  Again, lets just say that none of these people did just gain anything, in fact they had it all along.

A great way to be found for a particular job is to have the same title as your target position.  If I wanted to move on as a recruiter, that would be my title.  Headhunter, same thing.  As I mentioned, it is all the same most of the time and can just change from company to company.

So let’s say you notice Dan has updated his LinkedIn profile.  You look at his production and the past couple weeks it has dropped a little.  You know he is working night and day and you know he is underpaid for the work he does.  Chances are if he is updating his profile he is already contemplating checking out.  If you truly value him and want to keep him, RIGHT NOW would be the best time to look into one of the above mentioned perks.   Big or small may not even make a difference.  What WILL make a difference is you noticing his efforts.

This is a case where “a little can go a long way.” As long as you are sincere.
On top of updates in profile, new connections to competing companies may be a sign your top gun is about to take flight.

Right now more than ever is time to recognize what REALLY makes your company successful and that is the people.  More often than not, people don’t leave companies, they leave people.  If someone had to take on more responsibility or their job title has changed up a little bit, now would be a great time to make sure they are happy with their present situation.

To me it makes no difference, but I did say I was here to help.  If you don’t call Dan that’s fine because I sure will!

Did this hit close to home?  Leave a comment below and tell me about it!