What should you do?
Ask pertinent questions about the company. If you are applying for a more "strategic role" ask a question about their strategic approach to a certain situation that you have uncovered in your "Research about the company".
Ask the hiring manager about themselves. Usually, I would suggest a segue of "I am an avid learner and hope that my next professional opportunity will help me grow professionally. I am not ignorant to the fact that one of the most important people in my learning/growing process will be my direct boss (hopefully, this is the hiring manager that is interviewing you), please, could you tell me a bit more about you, so that I may better understand who I will be working with?".
Finally, ask for feedback. In the end when they say "do you have any other questions", I would ask "how did I do?" and ask for the job. Yes, that's right. Ask for the job. If you want it, don't be afraid to say "Hi, so, I am really excited about this job. When can I start!!!!". Yes, yes, I know you don't want to sound desperate.
But, you asked "how can i stand out". Well, don't sound desperate, sound excited! You'll be remembered.
Tuesday, September 16, 2008
Wednesday, July 30, 2008
Hey Check it out, I was recently interviewed for the Metro Newspaper. I've copied the article below, but you should still be able to see the article online at http://www.metronews.ca/toronto/Work/article/84384
I quoted it below.
The demoralizing job search
Every no you receive brings you closer to that yes, career counsellor says
AMANDA TRUSCOTT, FOR METRO NEWS
July 16, 2008 02:43
Getting over the blues that accompany constant rejection can be one of the biggest hurdles for job seekers. It certainly was for Konstantinos Kasekas, who finished grad school only to find out that the jobs in his chosen field — strategic management — had dried up almost overnight.
“I’d probably get one response for every hundred resumés that I sent out,” he says. For six months, he sent out between 20 and 30 resumés a day, to every job posting he could find.
“There was definitely a sense of desolation,” he says. Eventually, he realized he had to change something. He began volunteering and, before long, he made connections that led to a sales position with a job-posting company.
It wasn’t the managerial position at a bank or insurance firm that he’d hoped for, but it led eventually to his career as a recruiter for Hudson Recruitment, one of the world’s largest recruitment firms. It’s not what he went to grad school for, but, he says, “Am I happy? Absolutely.”
Paul Copcutt, founder of Square Peg Solution, a career-coaching firm based in Dundas, Ont., advises job seekers not to take rejection too personally.
He says one way to help yourself feel better is to make what he calls a “success file,” a presentation binder filled with letters of congratulations, recommendations, photos, or newspaper clippings that provide examples of your achievements.
Zel Spillman, a career counsellor at the University of Toronto, says it’s important to stay upbeat because employers often interpret depression as a lack of enthusiasm for the job.
Instead, he says, job seekers should try to get excited about rejections. “The more no’s you get, the closer you’re going to get to that yes,” he says.
He adds, however, that after a certain point, constant rejection can signal a problem with your approach.
It’s a numbers game, he says, but sending out as many resumés as you can is not necessarily the best way to play it.
“The temptation is to do a sort of shotgun approach and try and apply to everything that you think you fit, but what you’re doing is diluting your effectiveness, stretching your resources, and increasing the number of times that somebody’s going to say no to you,” he says.
A better approach, he says, is to spend more time on fewer applications, targeting the specific companies and positions you’re interested in.
If you get an interview, prepare beforehand and follow up afterwards, Copcutt advises. He recommends sitting down after every interview and taking notes on what went well and what didn’t. Then, if you’re rejected, you’ll have a better idea about what to change next time.
Also, he says, “The thank-you note goes such a long way. Thank you after an interview, but also thank you after a rejection, because it’s unusual. People wouldn’t normally do that, and that really sticks out in an interviewer’s mind.”
I quoted it below.
The demoralizing job search
Every no you receive brings you closer to that yes, career counsellor says
AMANDA TRUSCOTT, FOR METRO NEWS
July 16, 2008 02:43
Getting over the blues that accompany constant rejection can be one of the biggest hurdles for job seekers. It certainly was for Konstantinos Kasekas, who finished grad school only to find out that the jobs in his chosen field — strategic management — had dried up almost overnight.
“I’d probably get one response for every hundred resumés that I sent out,” he says. For six months, he sent out between 20 and 30 resumés a day, to every job posting he could find.
“There was definitely a sense of desolation,” he says. Eventually, he realized he had to change something. He began volunteering and, before long, he made connections that led to a sales position with a job-posting company.
It wasn’t the managerial position at a bank or insurance firm that he’d hoped for, but it led eventually to his career as a recruiter for Hudson Recruitment, one of the world’s largest recruitment firms. It’s not what he went to grad school for, but, he says, “Am I happy? Absolutely.”
Paul Copcutt, founder of Square Peg Solution, a career-coaching firm based in Dundas, Ont., advises job seekers not to take rejection too personally.
He says one way to help yourself feel better is to make what he calls a “success file,” a presentation binder filled with letters of congratulations, recommendations, photos, or newspaper clippings that provide examples of your achievements.
Zel Spillman, a career counsellor at the University of Toronto, says it’s important to stay upbeat because employers often interpret depression as a lack of enthusiasm for the job.
Instead, he says, job seekers should try to get excited about rejections. “The more no’s you get, the closer you’re going to get to that yes,” he says.
He adds, however, that after a certain point, constant rejection can signal a problem with your approach.
It’s a numbers game, he says, but sending out as many resumés as you can is not necessarily the best way to play it.
“The temptation is to do a sort of shotgun approach and try and apply to everything that you think you fit, but what you’re doing is diluting your effectiveness, stretching your resources, and increasing the number of times that somebody’s going to say no to you,” he says.
A better approach, he says, is to spend more time on fewer applications, targeting the specific companies and positions you’re interested in.
If you get an interview, prepare beforehand and follow up afterwards, Copcutt advises. He recommends sitting down after every interview and taking notes on what went well and what didn’t. Then, if you’re rejected, you’ll have a better idea about what to change next time.
Also, he says, “The thank-you note goes such a long way. Thank you after an interview, but also thank you after a rejection, because it’s unusual. People wouldn’t normally do that, and that really sticks out in an interviewer’s mind.”
Thursday, June 19, 2008
Is linkedin dead?
Many of my colleagues know that I have been obsessed with linkedin. Many job seekers I speak with understand that I am a bit of a linkedin evangelist. I mean, why not? The concept is sound; A social network for professionals. No file sharing, no "let's see your pictures from your vacation", no "let's write embarrassing comment on your wall". Rather, it's a simple group of Business professionals networking to advance their professional Goals. And hey! there's not shortage of members; When I joined there were 5 Million members, today, the linkedin membership sits at about 22 Million, and is growing at a rate of 1 million members per month.
This all sounds great...but what if you are a real networker? What if you are one of those people that network for the sake of networking? What if you're really popular, and are a magnet for contacts? Many professions in high network traffic roles, ARE such people. In linkedin terms, these people are called "Super networkers" and they, (like me, I guess) were early linkedin adopters. In many cases, (Read: Vincent Wright, Shally Steckerl, Christian Mayaud) many of those adopters became Linkedin evangelists. We told our friends, we told our contacts, I even put an invitation to link in in my signature file. Then we proceeded to network with other like minded individuals via linkedin. Suddenly, our network began growing exponentially. As evangelists of what was a grassroots organization, these early adopters were ecstatic to be supporting a good idea, turn great. The founders of linkedin, were quick to acknowledge many of these early evangelists...
Then, about 1 year ago, somethingbad happened, something really really bad: Riding the wave of fame, linkedin changed. The founding executives moved on, and new management was brought in. Suddenly, an organization that was once dedicated to social networking, and to supporting their super networkers (Vincent Wright, with over 1000 linkedin related groups had the linkedin graphics design team, design a linkedin-centric logo for his biggest group; Mylinkedinpowerforum) re-focused their targets on Profits. Now don't get me wrong, I believe in making money, in fact, I am personally on the most expensive linkedin account, the $200/month professional account. And so, in the beginning of this change, I was content...sure, they wouldn't stroke our egos any more, but the tool was effective, and efficient, and more and more I became dependent...
Then, one day a few months ago I noticed that linkedin was beginning to hang...It slowed down. Then a few weeks later, I notice a number of my contacts disappearing...then, critical failures would occur in the middle of my search. My linkedin homepage would cause my whole browser to crash! What was wrong? I emailed the Customer Service Department...and got nothing.
Then one of my fellow networkers posted their own complaint, on another board. The gist of the response? (I'm paraphrasing) "You super networkers represent on 0.1% of our network. To become that connected, you obviously are using linkedin in a way that it wasn't meant to be used. You are TOO connected, and it's all your fault. We know that your profile is failing you, and we have no plans on fixing your problems any time soon. Fixing the problems for super networkers is at the bottom of the priority list....
So now, for the last several weeks I have been getting Error messages when ever I try to run a search. Finally, after absolute frustration with my account, my company contacted the sales person who charged us $200/month for 40 users.
His response was even BETTER than the hearsay "The best short term fix would be for Konstantinos to disconnect from a few other "super users" or LIONS as that would be the quickest way to restore the normal behavior. ". That's right everyone. The best way to make linkedin work for you, is to reduce the size of your network.
Well, I wasn't the only person to be alienated. Most recently, Vincent Wright, the former Linkedin Super user/evangelist canceled his subscription to linkedin.
More and more recruiters are using linkedin at alarming rate. And why not? It's a great recruitment tool. However, as these recruiters continue to join and grow their network, the number of "Super users" is going to increase too! And these aren't just any type of users...Many Recruiters purchase the most expensive linkedin packages to ensure premium exposure and utility of the platform?
So what is the future of linkedin? I am not sure. But, earlier this week the company was estimated to be worth over $1B USD. Perhaps the investors know something that I don't know. But, it does seem like simple math to me. Continue to alienate your biggest client group, and eventually, they will leave. The customer may not always be right, but if you tell them often enough, then they will tell their friends and begin looking for the next community to welcome them with open arms. With the Social networking fad is at it's all time peak, I suspect that this kicking of their biggest paying client group / target demographic (read: Recruiters) while they're down down (many can't even get their home page to load), is not the best business practice...Especially when groups like Ning, and BlueChipExpert and Plaxo, continue to push for growth.
Moral of this story. Continue to use linkedin, it is still a very effective marketing and networking tool for Business Professionals...but if you are an avid networker, and are hell bent on growth, I would think twice before you start using linkedin as the platform for your efforts.
This all sounds great...but what if you are a real networker? What if you are one of those people that network for the sake of networking? What if you're really popular, and are a magnet for contacts? Many professions in high network traffic roles, ARE such people. In linkedin terms, these people are called "Super networkers" and they, (like me, I guess) were early linkedin adopters. In many cases, (Read: Vincent Wright, Shally Steckerl, Christian Mayaud) many of those adopters became Linkedin evangelists. We told our friends, we told our contacts, I even put an invitation to link in in my signature file. Then we proceeded to network with other like minded individuals via linkedin. Suddenly, our network began growing exponentially. As evangelists of what was a grassroots organization, these early adopters were ecstatic to be supporting a good idea, turn great. The founders of linkedin, were quick to acknowledge many of these early evangelists...
Then, about 1 year ago, somethingbad happened, something really really bad: Riding the wave of fame, linkedin changed. The founding executives moved on, and new management was brought in. Suddenly, an organization that was once dedicated to social networking, and to supporting their super networkers (Vincent Wright, with over 1000 linkedin related groups had the linkedin graphics design team, design a linkedin-centric logo for his biggest group; Mylinkedinpowerforum) re-focused their targets on Profits. Now don't get me wrong, I believe in making money, in fact, I am personally on the most expensive linkedin account, the $200/month professional account. And so, in the beginning of this change, I was content...sure, they wouldn't stroke our egos any more, but the tool was effective, and efficient, and more and more I became dependent...
Then, one day a few months ago I noticed that linkedin was beginning to hang...It slowed down. Then a few weeks later, I notice a number of my contacts disappearing...then, critical failures would occur in the middle of my search. My linkedin homepage would cause my whole browser to crash! What was wrong? I emailed the Customer Service Department...and got nothing.
Then one of my fellow networkers posted their own complaint, on another board. The gist of the response? (I'm paraphrasing) "You super networkers represent on 0.1% of our network. To become that connected, you obviously are using linkedin in a way that it wasn't meant to be used. You are TOO connected, and it's all your fault. We know that your profile is failing you, and we have no plans on fixing your problems any time soon. Fixing the problems for super networkers is at the bottom of the priority list....
So now, for the last several weeks I have been getting Error messages when ever I try to run a search. Finally, after absolute frustration with my account, my company contacted the sales person who charged us $200/month for 40 users.
His response was even BETTER than the hearsay "The best short term fix would be for Konstantinos to disconnect from a few other "super users" or LIONS as that would be the quickest way to restore the normal behavior. ". That's right everyone. The best way to make linkedin work for you, is to reduce the size of your network.
Well, I wasn't the only person to be alienated. Most recently, Vincent Wright, the former Linkedin Super user/evangelist canceled his subscription to linkedin.
More and more recruiters are using linkedin at alarming rate. And why not? It's a great recruitment tool. However, as these recruiters continue to join and grow their network, the number of "Super users" is going to increase too! And these aren't just any type of users...Many Recruiters purchase the most expensive linkedin packages to ensure premium exposure and utility of the platform?
So what is the future of linkedin? I am not sure. But, earlier this week the company was estimated to be worth over $1B USD. Perhaps the investors know something that I don't know. But, it does seem like simple math to me. Continue to alienate your biggest client group, and eventually, they will leave. The customer may not always be right, but if you tell them often enough, then they will tell their friends and begin looking for the next community to welcome them with open arms. With the Social networking fad is at it's all time peak, I suspect that this kicking of their biggest paying client group / target demographic (read: Recruiters) while they're down down (many can't even get their home page to load), is not the best business practice...Especially when groups like Ning, and BlueChipExpert and Plaxo, continue to push for growth.
Moral of this story. Continue to use linkedin, it is still a very effective marketing and networking tool for Business Professionals...but if you are an avid networker, and are hell bent on growth, I would think twice before you start using linkedin as the platform for your efforts.
Friday, May 23, 2008
When Good Recruiters Get Bad Managers
Hey Everyone. this is a great article that was originally published by Kevin Wheeler, the original article can be found here.
When Good Recruiters Get Bad Managers
How to lead your team better
Frank Johnson was an experienced recruiter who had worked for two previous companies. He had recently started as a technical recruiter for a fairly large, high-tech firm in Silicon Valley. Frank had developed a recruiting process that worked well for him. He was an excellent sourcer, and he found talented candidates even when other recruiters struggled. That was the primary reason he had been hired.The director of staffing had heard about his sourcing skills and wanted him to teach the other recruiters some of his techniques. Frank was excited to work for a well-known organization and have the opportunity to recruit top-notch people. But, Frank was also very good at closing candidates and had been the top recruiter for his previous employers. He started this new position in the hope that he would be challenged by a more experienced and qualified leader and that he would have a shot at the director job at some point.
But, in little less than three months, Frank was ready to quit. His manager was demanding and expected detailed accounting of the time Frank spent on each assignment and what he did each day. He was expected to handle more than 25 requisitions as well as spend a significant amount of time coaching and teaching his fellow recruiters. On top of that, he was learning to use the talent management system and the other tools that were necessary for communicating with candidates and hiring managers and for reporting. Frank's boss also had difficulty making decisions, and this was driving Frank crazy. One day, the boss would agree to something and promise to get it done and then come back a few days later and say he had changed his mind.
During his negotiations for the position, Frank had been promised more freedom and fewer requisitions; he had not gotten any inkling that his boss was such a micromanager or had such a hard time sticking to a decision.
This is a classic situation: A good recruiter with a strong record of achievement runs into a manager who is insecure and is most likely struggling to keep his own job. Frank's options within the organization are limited, but he should have little problem finding a better position elsewhere.
Inside this organization, Frank can wait it out and hope that his current manager quits, gets promoted, or moves on. He can try to negotiate for more room to do things his way, perhaps by getting the boss to agree to some measurable objectives or mutually agreed upon outcomes. He can just ignore the boss and see if his skill and success will cause the manager to ease off on the requirements. But, any of these strategies are risky and unpleasant.
Good Leadership
Hundreds of books are written on leadership every year, and leadership training programs are ubiquitous. Almost everyone who has worked for a large organization and has a leadership role has taken a class or two (or three) in management fundamentals or leadership. Yet, many recruiting functions lack good leadership. And, when that is the case, the best recruiters — those like Frank — tend to quickly leave.
I define good leadership as the ability to build and maintain a group that performs well against its competition. If you can hire and motivate a team of people to consistently outperform everyone else, then you're a good leader.
Leadership is not about knowing what everyone is doing all the time, nor is leadership about giving orders or directing work. Those might be useful skills for a manufacturing supervisor, but they are much less useful in a recruiting environment. The four themes that I present below are found in almost all the literature about leadership, even though they sometimes have different names.
Good leaders strive to get consistent results through their people by practicing the following:
Integrity
Effective leaders keep their word and fulfill their promises. In Frank's case, the manager did not follow through on what he had said in the interview, nor did he and Frank have the same expectations about the job. Without integrity there is no trust, and without trust there can be no real security or commitment.
If you make a promise to one of your recruiters, keep it or carefully explain why you can't. Don't commit if you cannot deliver.
Decisiveness
Decisiveness is about making prompt decisions, and about making tough decisions which you back up and enforce. Waffling, changing your mind, and switching back and forth between possible solutions are the elements for failure as a leader.
One of the things that I hear frequently in my consulting work is that the leader takes too long to make a decision or changes his mind partway through a project without an explanation. Often, the indecisiveness is caused by internal politics or the manager's own lack of confidence in what his leadership will do, but it doesn't change the need.
Frank's manager failed here as well, and couldn't even stick with what he had promised in the interview.
Competence
Leaders do not have to be an expert in everything, and usually cannot be. But they do need to have a basic level of expertise and enough wisdom or experience so that they can evaluate issues and make informed decisions. This is why experts are often promoted into leadership positions, but, by itself, it is not enough to make a good leader.
We don't really know the background of Frank's manager, but he seems to lack wisdom in making decisions and in talking to Frank.
Vision
Perhaps the most important of all these is the ability to explain the purpose, meaning, and significance of an undertaking; to generate enthusiasm and excitement; and to build a team with a vision of where it is headed.
Frank was looking for someone to challenge and excite him, not someone to watch every move he made. We all want to be motivated to do more and to beat the competition. Without leadership willing to help create this excitement, not much gets done.
If you are a recruiting leader or want to be one, these are good themes to incorporate into your daily life. You will find your retention rates go up, your recruiters will be more engaged and committed, and you will make much better hires.
Monday, May 12, 2008
Great Resume Website
If you're looking for a great resume writing website, check this one out. It's awesome!
http://www.rockportinstitute.com/resumes.html
http://www.rockportinstitute.com/resumes.html
I'm a YahooGroup Moderator!
Hi Everyone, I just wanted to announce that I am officially a Co-Moderator of two different discussion groups on Yahoo!.
If you are presently working in North America or WANT to work in North America, I urge you to join our job posting group. It is free to join, and has some real interesting jobs posted, quite regularly. To join click on the link below.
Both are projects of mylinkingpowerforum.com
http://finance.groups.yahoo.com/group/MyJobTIGER
On the other hand, if you are a recruiter and are using linkedin.com as a networking tool, I strongly urge you to join our other discussion forum,
http://tech.groups.yahoo.com/group/LinkingRecruiters/
a Discussion group dedicated to the discussion of the efficient use of linkedin as a Recruitment and Social Networking tool.
See you there!
2K
If you are presently working in North America or WANT to work in North America, I urge you to join our job posting group. It is free to join, and has some real interesting jobs posted, quite regularly. To join click on the link below.
Both are projects of mylinkingpowerforum.com
http://finance.groups.yahoo.com/group/MyJobTIGER
On the other hand, if you are a recruiter and are using linkedin.com as a networking tool, I strongly urge you to join our other discussion forum,
http://tech.groups.yahoo.com/group/LinkingRecruiters/
a Discussion group dedicated to the discussion of the efficient use of linkedin as a Recruitment and Social Networking tool.
See you there!
2K
Wednesday, April 2, 2008
Great article: how to deal with Recruiters
I found this article while surfing the net. It is recommended reading for anyone and everyone who are looking to begin their career search in earnest. for the original article, go to
http://www.cfo.com/article.cfm/10553203/1/c_2984279?f=home_europe_featured
http://www.cfo.com/article.cfm/10553203/1/c_2984279?f=home_europe_featured
What You Don't Know about Headhunters: 10 Tips
Understanding what makes recruiters tick is a vital but often overlooked component of the job hunt. In a shaky economy, it may be more crucial than ever.
David McCann, CFO.com | US
January 18, 2008
At long last, you have made the tough decision: it's time for a new job. Or maybe someone else decided that for you. Whatever the motivation — new owner, new boss, company going bankrupt, getting fired after a restatement — the first thing to do is find some executive recruiters. Right?
At this point, you might as well. But it would have been smarter to forge relationships with recruiters when you weren't in such a hurry to move — that way, a recruiter could have contacted you as positions became available. Not only is that how they prefer to work, it's a far surer path to making a change than pushing the panic button and expecting something to happen overnight.
Understanding what makes recruiters tick is a vital but often overlooked component of the job hunt. Here's what you need to know:
• The right recruiter. There are two kinds of recruiting firms: contingency and retained. The contingency firms get paid only when a candidate they found gets hired by a client. "There are some good ones, but many of them just throw a lot of spaghetti at the wall to see what sticks," says Lorraine Hack, a partner in the financial-officer practice at Heidrick & Struggles, a retained firm. "If you don't want your résumé to be all over the place like the daily news, you might not want to go that route." Companies hire firms like Hack's on retainer to identify candidates, thoroughly learn about them, and present a short list to be interviewed. But the lower the salary allocated for a slot, the less likely retained recruiters are to take on that search, so recruiters paid via contingency fees are frequently used to fill lower-level positions.
• E-greetings. To make initial contact with a recruiter, send an E-mail. "Some candidates think paper résumés stand out, but E-mail is interactive — I can just hit 'reply' to get back to you," says Hack. And her opinion about cold calls: "Very poor." Some recruiters, like Chuck Eldridge, managing director of the financial-officers practice at Korn/Ferry International, don't mind a phone call or even a brief visit to get acquainted — to a point. "I can't do that with every finance person in the country," he says. Which brings us to the next point.
• It's a rat race. Working on about 10 searches at a time, a recruiter might make five calls to prospective candidates per week on each search, according to Hack. That's 50 calls. Each client wants weekly telephone updates on the search progress, which eats up several hours. Candidates who pass initial muster must be interviewed, followed by a written report to the client; this process takes a couple of hours a pop, and sometimes a whole day, if the recruiter must travel to do the interview. That's not to mention their own intracompany meetings or the small matter of finding new business.
Why should you care? "If you call a recruiter and they don't call back, it isn't necessarily because they have a bad feeling about you — it's that they're overwhelmed," says I.H. "Chip" Clothier, managing partner of HFC Executive Search. "There's an assumption that if you call someone they're going to call you back, but it physically can't work that way." Also note that while you may be out of a job, calling recruiters every week for an update is not productive and likely will just annoy them.
• Poor returns. On the other hand, recruiters take a dim view of you not returning their calls. Aside from providing all information about your accomplishments and employment history, the single most important thing to do when making a career change is to return phone calls, according to Eldridge. "It's simple, but the number of people who don't return calls is unfortunately very high," he says.
• It's a cold world. Cold-calling not only can be an annoyance to recruiters, as indicated previously, it's also not likely to land you a job in the short term because headhunters generally do very specific searches. The vast majority of positions they fill are the result of their own proactive searches. Even if you get through to the recruiter and ask what searches are in progress, finding a match is a longshot. "Our clients usually have precise requirements for what they want," says Eldridge. "A lot of times people will try to 'bend' their résumé to fit the situation, but I have to tell them I can't — the client was very clear."
• Heavy hitters. Don't make the mistake of assuming that a recruiter is a lightweight go-between that you cursorily pass by on your way to the real interview. Retained recruiting firms play an enormous role in helping determine who gets hired. If you don't ace your interview with the recruiter, you will never get to see the actual employer. And do not assume you can b.s. the recruiter because he or she knows little about finance. Hack, for instance, is a former CFO, and Eldridge had a long career at a Big Four accounting firm.
• Back-scratching. Among the best ways to build a relationship with recruiters is to help them succeed. If one calls you about a job that is not right for you, make every effort to refer him or her to someone else who might be more appropriate. "I don't forget that, and I try to pay those little dividends back," says Clothier.
• A wide net. Don't limit your efforts to network with recruiters to E-mails and phone calls. "Getting to know recruiters through other means is smart," says Clothier. There are professional conferences, finance-industry events, and networking organizations such as the Financial Executives Networking Group, where you can rub elbows with recruiters. "Those are great opportunities for getting to know somebody face-to-face in a 10-minute conversation that can be followed up on later," he adds.
• On the record. Most major recruiting firms offer Websites where you can enter your profile and a résumé into a database that all of the firm's search professionals can tap. The information can be updated at any time; if you are moving to Denver, say, make a note of it in your online profile, which typically will trigger E-mail alerts to the firm's finance recruiters.
• The ship is already sinking. And, yes, do not wait until you are in trouble or transition to start calling recruiters. "It is extremely unfortunate that so many people don't network or do it too late," says Eldridge.
Friday, February 15, 2008
Is there a problem with being overqualified?
...There is definitely a problem with being overqualified for a role. The braver more mature hiring managers will even be happy to tell you why! And while there are many reasons and excuses, I find that the most important/primary reason is simple; Retention!
In most cases, a hiring manager is usually responsible for a business unit or a certain business function, aside from hiring. As a result, his/her main goal is to fill a role with someone who will ideally be there for a very, very long time, because, the fact of the matter is...if you are TOO good for your job...you'll get bored and quit very very soon. Leaving the hiring manager with the difficult task of looking o RE-fill your role sooner than he'd like.
Exacerbate the "pain" by the thousands of dollars in "down time", that the open position will cost the company, the stress on the team for taking up the slack, and the time the Hiring Manager has to take away from Managing the rest of the business functions, and suddenly, you understand why no one wants to hire a quitter! I know, that it can seem very, very frustrating when you are out of work, and looking for a job, but, this is the candid perspective.
From an HR perspective (which is the one I am aligned with myself) however, you should not be in a role that bores you. Once one has enough money in the bank to meet your physical needs, then the best workers need to be challenged to remain happy.
Take away the challenge, then what are you left with? Boredom...And let's be fair; once you are bored then your productivity drops, then you begin looking for another job...thus, increasing your frustration all over again, leaving your former employer with the thankless task of having to fill the same role again, all over again.
Just my two cents. And one of the key reasons my clients don't like overqualified people.
In most cases, a hiring manager is usually responsible for a business unit or a certain business function, aside from hiring. As a result, his/her main goal is to fill a role with someone who will ideally be there for a very, very long time, because, the fact of the matter is...if you are TOO good for your job...you'll get bored and quit very very soon. Leaving the hiring manager with the difficult task of looking o RE-fill your role sooner than he'd like.
Exacerbate the "pain" by the thousands of dollars in "down time", that the open position will cost the company, the stress on the team for taking up the slack, and the time the Hiring Manager has to take away from Managing the rest of the business functions, and suddenly, you understand why no one wants to hire a quitter! I know, that it can seem very, very frustrating when you are out of work, and looking for a job, but, this is the candid perspective.
From an HR perspective (which is the one I am aligned with myself) however, you should not be in a role that bores you. Once one has enough money in the bank to meet your physical needs, then the best workers need to be challenged to remain happy.
Take away the challenge, then what are you left with? Boredom...And let's be fair; once you are bored then your productivity drops, then you begin looking for another job...thus, increasing your frustration all over again, leaving your former employer with the thankless task of having to fill the same role again, all over again.
Just my two cents. And one of the key reasons my clients don't like overqualified people.
Tuesday, February 12, 2008
What's the best way to used linkedin in my job search?
Linkedin is possibly the greatest networking tool for someone in your situation. Personally, I can't help you, as my firm focuses exclusively on job seekers at the Sr. Manager level, and up. BUT, that doesn't mean I can't give you some solid advice.
Steps to successful networking via linkedin:
a) Find the top 3 industries you feel you could best leverage your experience in (we can talk about the "why" later)
b) find the "Top 50 Employers in Canada" or if you're in the US, money.cnn.com and Fortune have similar lists for each industry, or find the best 2-4 companies in each of the 3 industries that you find in section a. using the top 35 list, and other sources.
c) go to linkedin and identify everyone in your/our network that you feel are important roles in each of these companies...and network with them. Call them directly, or send them an email. Talk to them, let them know what you are doing, and listen to what they have to say. If you are new to an industry, talk to Industry experts, and really listen to their insight...And after 10-15 minutes of listening. Ask them "Do you know anyone that would be interested in someone with my skill sets? Or that I could network with to help identify potential opportunities?".
Hopefully, this will give you a new solid list to work from as you begin your job search effort.
I don't have any upcoming opportunities that you'd be a good fit for (mostly because I work on more senior roles), but, again, go through my network, and if there is anyone you need help connecting with, please, use me as a reference.
Good luck,
Konstantinos Kasekas
Steps to successful networking via linkedin:
a) Find the top 3 industries you feel you could best leverage your experience in (we can talk about the "why" later)
b) find the "Top 50 Employers in Canada" or if you're in the US, money.cnn.com and Fortune have similar lists for each industry, or find the best 2-4 companies in each of the 3 industries that you find in section a. using the top 35 list, and other sources.
c) go to linkedin and identify everyone in your/our network that you feel are important roles in each of these companies...and network with them. Call them directly, or send them an email. Talk to them, let them know what you are doing, and listen to what they have to say. If you are new to an industry, talk to Industry experts, and really listen to their insight...And after 10-15 minutes of listening. Ask them "Do you know anyone that would be interested in someone with my skill sets? Or that I could network with to help identify potential opportunities?".
Hopefully, this will give you a new solid list to work from as you begin your job search effort.
I don't have any upcoming opportunities that you'd be a good fit for (mostly because I work on more senior roles), but, again, go through my network, and if there is anyone you need help connecting with, please, use me as a reference.
Good luck,
Konstantinos Kasekas
I just finished my MBA and I am looking for work, what do I do?
"...thanks for reaching out, and more importantly, CONGRATULATIONS on finally finishing the MBA - it's a great way to tell employers "See, I can finish anything I set my mind to!".
As for your career search, there are several ways you can go about it, but if you have already graduated, then you are a few months behind the program!
Your search should have begun months ago, during the last term/semester of your program. I am sure there were several corporate recruiters attending job fairs throughout the year on campus, and I hope you made it out to see them. If you did, your best bet is to start calling everyone you are interested in working with. Then, let them know what type of role you are interested in. Sending a generic resume with a generic cover letter, is a sure way to get your resume filed in the round "G" filing cabinet, under the desk, or sent to the bottom of the pile...Unless of course, the employer is desperate, in which case...you should ask yourself; do you really want to work there?
Go to your career centre; part of the criteria when those magazines evaluate a Good B-School is their placement rates. It is in your school's best interest to get you a job ASAP (That's what keeps THEM in business and high on the "Top X" list), so go, check out your career centre, talk to a Councillor, and see how they can help you, you'd be surprised at the wealth of knowledge they have at their fingertips.
Do you know what type of job you are looking for? Sure, it's easy and great if you have a specialized degree, but what if you don't? Figure it out. It's important, not just for personal growth but to help hiring managers/recruiters etc. see how they can fit you into their puzzle. Don't make me, or some hiring manager have to figure it out, because we are usually only worried about filling the precise openings that are on our desk/division/mandate (the alternative is that we will be out looking for our own jobs, quite quickly). So, very quickly, you need to be able to tell them "Hi, I am looking for X job, in Y division, do you have any opportunities for me?".
Now pay attention to this part: If they say "no, I can't help you", you're immediate follow up question should be "Do you know anyone that has such an opportunity, or that I could network with to identify such a role?".
This is a very important question, so don't forget to ask.
Anyway, this is a start. Of course, check the job boards, and see what's there...but, most importantly NETWORK NETWORK NETWORK! my tool of choice is linkedin. If we aren't already connected, connect to me by going to my linkedin home page, and connect. My address is on my site, add me. www.linkedin.com/konst2k I accept all invites. Then, explore my network and see who can help you find your dream job. If you need to use me as a reference, email me at my address, and tell me why.
That's it for now!
Good luck.
2K
As for your career search, there are several ways you can go about it, but if you have already graduated, then you are a few months behind the program!
Your search should have begun months ago, during the last term/semester of your program. I am sure there were several corporate recruiters attending job fairs throughout the year on campus, and I hope you made it out to see them. If you did, your best bet is to start calling everyone you are interested in working with. Then, let them know what type of role you are interested in. Sending a generic resume with a generic cover letter, is a sure way to get your resume filed in the round "G" filing cabinet, under the desk, or sent to the bottom of the pile...Unless of course, the employer is desperate, in which case...you should ask yourself; do you really want to work there?
Go to your career centre; part of the criteria when those magazines evaluate a Good B-School is their placement rates. It is in your school's best interest to get you a job ASAP (That's what keeps THEM in business and high on the "Top X" list), so go, check out your career centre, talk to a Councillor, and see how they can help you, you'd be surprised at the wealth of knowledge they have at their fingertips.
Do you know what type of job you are looking for? Sure, it's easy and great if you have a specialized degree, but what if you don't? Figure it out. It's important, not just for personal growth but to help hiring managers/recruiters etc. see how they can fit you into their puzzle. Don't make me, or some hiring manager have to figure it out, because we are usually only worried about filling the precise openings that are on our desk/division/mandate (the alternative is that we will be out looking for our own jobs, quite quickly). So, very quickly, you need to be able to tell them "Hi, I am looking for X job, in Y division, do you have any opportunities for me?".
Now pay attention to this part: If they say "no, I can't help you", you're immediate follow up question should be "Do you know anyone that has such an opportunity, or that I could network with to identify such a role?".
This is a very important question, so don't forget to ask.
Anyway, this is a start. Of course, check the job boards, and see what's there...but, most importantly NETWORK NETWORK NETWORK! my tool of choice is linkedin. If we aren't already connected, connect to me by going to my linkedin home page, and connect. My address is on my site, add me. www.linkedin.com/konst2k I accept all invites. Then, explore my network and see who can help you find your dream job. If you need to use me as a reference, email me at my address, and tell me why.
That's it for now!
Good luck.
2K
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