Today I had the pleasure of having someone stop their search with me. Yes, stop their search. The reason it was great is because it helped us avoid a terrible Counteroffer situation (and this recruiter some heartburn!)
The candidate I was representing is a great guy, good skills, good personality, basically a top candidate. He was worried that he had hit a financial ceiling at his job and he felt stuck. So we started looking, even going so far as to have him go out on interviews.
As a matter of loyalty, he decided to go to his current employer and tell them his plans. This is a good source of action if you like your job, but just feel stuck in some aspect. This candidate's issues were financial and long term growth.
So today I got this email (shared here with his permission):
"As a courtesy to my present employer, on Monday I informed them of my intentions of leaving the company.
This created a bit of a panic among the managers and the owner, resulting in several phone calls and discussions that left them all on edge.
Over the past two days me and my coworker have been involved in several meetings regarding the direction of the company and our roles in it.
The end result is that they (the managers/owner) have offered us both generous pay raises as well several other promises.
While as I said initially my decision to leave the company was not a purely a financial issue, everyone does have a price.
And one of the reason I did start looking for another job was due to the fact that I was concerned I was going to hit a salary cap in the near future.
Even though I may be capped now due to this raise, this raise is big enough jump and that it would effectively cover all my raises for the next 10 years.
I thank you for all your efforts at this time I will be staying with my current employer."
I sent him an email praising his actions. This avoided so many strained, tense phone calls. Yay!
So, a happy ending. My candidate got to handle his business in a professional way, with a positive outcome. His employer didn't lose an asset. And I get to focus on other activities.
Friday, August 26, 2011
Wednesday, May 13, 2009
Remember who you are
I had a call yesterday with a really nice lady that I am representing on her job search. I was calling with feedback and I heard something sad in her voice. She was talking to me about how hard the job search is. No feedback, no calls, no response.
Believe me, I know. The process of finding a job is challenging, even in the best of times, but somehow it is more fun when there are many options. The challenges are just different: who to go to work for, who has better benefits, which is closest to home, who will pay more?
In times like these, it's good just to get a phone call. And sometimes those don't come often. What to do?
Most important is to remember to not take it personally. As hard as it may be, because it is personal, you cannot allow the innate rejection to enter into your psyche. Every day I make unique, marketing calls. Many are not returned, some folks when we connect actually yell at us, or even hang up! Can you imagine that? I always think to myself, if you knew who you were talking to, you'd be so thankful! You wouldn't hang up on me. Or maybe something more sinister, like what goes around, comes around.
No matter how this process makes you feel, you must remember all the wonderful things you bring to the table. And know that it's just a matter of time, you'll be picked up by a company and you'll be appreciated for all of the wonderful things you bring to the table. Email me if you need a pick me up! ahayes@walker-elliott.com
Believe me, I know. The process of finding a job is challenging, even in the best of times, but somehow it is more fun when there are many options. The challenges are just different: who to go to work for, who has better benefits, which is closest to home, who will pay more?
In times like these, it's good just to get a phone call. And sometimes those don't come often. What to do?
Most important is to remember to not take it personally. As hard as it may be, because it is personal, you cannot allow the innate rejection to enter into your psyche. Every day I make unique, marketing calls. Many are not returned, some folks when we connect actually yell at us, or even hang up! Can you imagine that? I always think to myself, if you knew who you were talking to, you'd be so thankful! You wouldn't hang up on me. Or maybe something more sinister, like what goes around, comes around.
No matter how this process makes you feel, you must remember all the wonderful things you bring to the table. And know that it's just a matter of time, you'll be picked up by a company and you'll be appreciated for all of the wonderful things you bring to the table. Email me if you need a pick me up! ahayes@walker-elliott.com
Thursday, April 30, 2009
Questions answered Part 1
I know so many wonderful people! I think that must be one the great things about my role as a recruiter. This post is a series of questions from my friend Alex. Alex owns Benoit's Backyard Botanicals (he's also a very talented MIS guy). Not only is Alex an awesome guy, but he's helped our family build a backyard garden to grow veggies. (If you are interested in getting in touch with Alex, let me know!) Part 1
Question 1 "How do you handle an interview you have been selected for that has a job posting description that sounds ideal, but during the interview you find out the job description the interviewing panel is describing, doesn't match what was on the job description that was posted?"
Answer 1 "If you are in an interview (woo-hoo), and you realize the position has morphed from your original understanding, it is important to interview to the best of your potential. Often positions change, either due to a shift in priorities or because while the client was interviewing, other points became more important. All is not lost. If you realize that you no longer either find the role ideal, or feel you don't match, still interview in an interested and tuned-in way. You never know what the group knows and it's hard to come back and show enthusiasm on the back end."
Question 2 "Do companies post jobs knowing that they are not hiring anyone?"
Answer 2 "Yes. Companies keep posting jobs even when they are on a freeze. Basically the companies know that this situation will end too, and finding good, qualified candidates will again be an issue. So, posting these roles is their way of remaining visible."
Question 3 "How do you handle a situation during an interview where you don't feel comfortable answering a question?"
Answer 3 "That's a tough one. I believe it depends on the nature of why you don't want to answer the question asked. If it's a question about money and you are concerned that you'll box yourself in, you can try to push the conversation back to your interest in the opportunity. If you are worried about a past employment relationship and how it ended, etc., it's important to not be sour grapes and to spin things in a positive way. I think it would be good to role play this if you are concerned. If the question is actually one of those taboo type questions (religion, politics, etc.), again, I'd try to steer the conversation in an another direction."
Alex has a couple of other great questions. I'll save those for my next post. Build a garden in your backyard, grow your own veggies, what could taste better (call Alex!)
Question 1 "How do you handle an interview you have been selected for that has a job posting description that sounds ideal, but during the interview you find out the job description the interviewing panel is describing, doesn't match what was on the job description that was posted?"
Answer 1 "If you are in an interview (woo-hoo), and you realize the position has morphed from your original understanding, it is important to interview to the best of your potential. Often positions change, either due to a shift in priorities or because while the client was interviewing, other points became more important. All is not lost. If you realize that you no longer either find the role ideal, or feel you don't match, still interview in an interested and tuned-in way. You never know what the group knows and it's hard to come back and show enthusiasm on the back end."
Question 2 "Do companies post jobs knowing that they are not hiring anyone?"
Answer 2 "Yes. Companies keep posting jobs even when they are on a freeze. Basically the companies know that this situation will end too, and finding good, qualified candidates will again be an issue. So, posting these roles is their way of remaining visible."
Question 3 "How do you handle a situation during an interview where you don't feel comfortable answering a question?"
Answer 3 "That's a tough one. I believe it depends on the nature of why you don't want to answer the question asked. If it's a question about money and you are concerned that you'll box yourself in, you can try to push the conversation back to your interest in the opportunity. If you are worried about a past employment relationship and how it ended, etc., it's important to not be sour grapes and to spin things in a positive way. I think it would be good to role play this if you are concerned. If the question is actually one of those taboo type questions (religion, politics, etc.), again, I'd try to steer the conversation in an another direction."
Alex has a couple of other great questions. I'll save those for my next post. Build a garden in your backyard, grow your own veggies, what could taste better (call Alex!)
Friday, April 24, 2009
So busy - not time to blog. I wanted to end this week with a cautionary tale (that reminds me of the Disney movie Hercules). This time in the market is not a time to falsely enhance your resume, experience or background.
It is more important than ever to be completely honest and be on board with full disclosure.
I once interviewed someone that said he went to University of Baylor - and while that was a red flag, I didn't say anything. Later we found out he didn't have a degree, and he said he did only because one of his mentors told him nobody checks that stuff out. THAT'S WRONG. Everybody checks everything. Education, employment dates, criminal background, credit (sometimes), everything.
And it goes without saying that there is zero tolerance for fibbing. Or stretching the truth.
We worked with a really nice guy some time back and he didn't have a degree, but he had dates of education to show that he attended school. And we had a client that was willing to 'hear the story' but as I dug for the story, it wasn't one to pass along to the client. So my advice was, delete the education. Not having the degree was fine, having a lame story was hurting him.
Bottom line - full disclosure. And KNOW the client will be checking everything out.
It is more important than ever to be completely honest and be on board with full disclosure.
I once interviewed someone that said he went to University of Baylor - and while that was a red flag, I didn't say anything. Later we found out he didn't have a degree, and he said he did only because one of his mentors told him nobody checks that stuff out. THAT'S WRONG. Everybody checks everything. Education, employment dates, criminal background, credit (sometimes), everything.
And it goes without saying that there is zero tolerance for fibbing. Or stretching the truth.
We worked with a really nice guy some time back and he didn't have a degree, but he had dates of education to show that he attended school. And we had a client that was willing to 'hear the story' but as I dug for the story, it wasn't one to pass along to the client. So my advice was, delete the education. Not having the degree was fine, having a lame story was hurting him.
Bottom line - full disclosure. And KNOW the client will be checking everything out.
Thursday, April 16, 2009
Job Portals and Kindergarten Registration
Last week I had the joy of getting our son pre-registered for Kindergarten. I thought I was prepared, and by prepared, I mean organized for this event. (We are not talking about the emotions of the event, we'll save that for August.) I had the children with me, but I was not concerned, as I was sure I'd be in and out of there and on to other errands. I had the instructions, our son's social security card, our tax evidence of home ownership, a utility bill, and shot records (had to have these faxed to me at the school, but that's another story).
I sit down and start some paperwork and the volunteers start asking me for stuff. I think to myself, I have it all. EXCEPT his birth certificate. I tell them I'll run home and get it, I even think this will be quick, but I quickly realize I don't have their birth certificates! How can this be? So, we add the errand of going to the county tax office to buy birth certificates. (I bought our 3 year old's too, won't be caught off guard again!)
I say all of this because this registration process reminds me of going on a companies website or job portal to apply for a job. Since the last time I looked for a job there were none of these technical applications, AND as recruiters we hardly work with portals the way our candidates must, I was genuinely surprised how difficult applying to on-line portals is for people. I found out helping someone near and dear to me.
First of all, it's completely impersonal, there is no one to talk to, to ask questions of, to help you. Secondly, the actual process of applying takes a long time, anywhere from 20 to 40 minutes. At times you feel like you must match perfectly or your application will be thrown out (irrational, but a real feeling). AND, the worst part is you don't know if anyone even looks at your information.
This post is really to commiserate with you all who've walked through this process. It is painful, without obvious rewards, but necessary. Kind of like going to the dentist and kindergarten pre-registration.
The difference between this impersonal process and working with a recruiter is what I love. Your recruiter will ask all kinds of personal questions so that they can sell your story. I believe this makes all the difference. So I think a marriage of some on-line applying and working with a recruiter is the right way to go. But please talk to your recruiter about the strategy so that you don't present yourself to something that your recruiter could work on for you (they'll do such a better job than that on-line portal!)
Until next time -
I sit down and start some paperwork and the volunteers start asking me for stuff. I think to myself, I have it all. EXCEPT his birth certificate. I tell them I'll run home and get it, I even think this will be quick, but I quickly realize I don't have their birth certificates! How can this be? So, we add the errand of going to the county tax office to buy birth certificates. (I bought our 3 year old's too, won't be caught off guard again!)
I say all of this because this registration process reminds me of going on a companies website or job portal to apply for a job. Since the last time I looked for a job there were none of these technical applications, AND as recruiters we hardly work with portals the way our candidates must, I was genuinely surprised how difficult applying to on-line portals is for people. I found out helping someone near and dear to me.
First of all, it's completely impersonal, there is no one to talk to, to ask questions of, to help you. Secondly, the actual process of applying takes a long time, anywhere from 20 to 40 minutes. At times you feel like you must match perfectly or your application will be thrown out (irrational, but a real feeling). AND, the worst part is you don't know if anyone even looks at your information.
This post is really to commiserate with you all who've walked through this process. It is painful, without obvious rewards, but necessary. Kind of like going to the dentist and kindergarten pre-registration.
The difference between this impersonal process and working with a recruiter is what I love. Your recruiter will ask all kinds of personal questions so that they can sell your story. I believe this makes all the difference. So I think a marriage of some on-line applying and working with a recruiter is the right way to go. But please talk to your recruiter about the strategy so that you don't present yourself to something that your recruiter could work on for you (they'll do such a better job than that on-line portal!)
Until next time -
Thursday, April 9, 2009
A question and answer
One of my favorite contacts asked me a great question yesterday, I'll pose it here:
"I did have one idea/question come to mind the other day while talking to some other people in the IT industry. Do you all have project work? What's the difference in "project work" and "contract work"? Sorry, the terminology has always thrown me for a loop. That's the problem with a lot of job ads as well. I have skills, knowledge, training, and degrees, but when I read some of the job descriptions...they are so vague that they leave me feeling that the position may not be a good match at all. Some of them I wonder if they will ever be filled because they sound like real people positions but someone's wish list that is not realistic. Sorry, I went there. Any guidance or help you can give in decoding some of the terminology would be more than welcomed, my friend."
First of all, the terminology. When you are talking to a recruiter it's important to understand what they are saying and we (recruiters) think about job opportunities in 3 ways: contract, contract to hire and direct hire. Contract means that the client company has a project and there are terms associated with the work that needs to be done. Contract is a temporary relationship. There is work that need to be done, and the company is not adding headcount. Contract to hire usually means that there is a permanent position available, but the company wants to work with a person prior to making a full-time, direct hire offer. Direct hire means there is a full-time role available wherein the company want to make a new hire a permanent member of the team.
When it comes to contract you should really consider how the taxes are handled, but that is a topic for another time.
It's always okay to ask what someone means by "project work", but more often than not I think it means contract.
As far as ads go, remember that the folks writing the ads are not professional writers (neither is this writer!) So, depending on how requisitions are written within each organization (does HR do it, or does the hiring manager do it?), you can be sure they are putting everything in the req. And I mean everything. Just as there are no perfect jobs, there are no perfect people. More often than not, if you have most of what they are looking for, or even what you think the pertinent part of the job order is, I'd say you should present yourself. (Or have your recruiter present you!) The worse they can do is not set up an interview, but if you present and you get an interview, then maybe your soft skills will make up for the few things you are lacking in the job description.
I interviewed a really cool lady yesterday, she was so knowledgeable in her niche. Unfortunately I didn't know ANYTHING about her niche, so I felt for a good part of the conversation that she was teaching me her niche, instead of what I usually do, which is get to know the person. It was the first time in a while that I felt like that. I say all this to say, each job we do has buzzwords - and when we are talking to someone new and we use our personal lingo, it can often be difficult for that person to understand where we are coming from. I think it is perfectly okay to ask a lot of questions so that you feel totally okay about the information you are receiving. Most people are willing to explain themselves (as was my new contact).
Thank you AH (my friend that posed the question). Please let me know if I can help in any other way. (BTW my friend AH sells Avon, please let me know if you need a really good Avon Sales Rep. I'm sure she'd love new clients, too.)
Wednesday, April 8, 2009
How to work with a recruiter
This post is about how to properly work with a recruiter, defining roles and setting expectations. The role is very personal - not unlike doctor/patient, attorney/client, etc. To be successful a good deal of information must be shared. A speaker at our association meeting, Jon Bartos (executive coach), summed it up really well, and I thought it would help.
Your recruiter's role is as follows:
- Will act as your talent agent.
- Will present you to companies that will benefit from your skills and experience.
- Will find companies that meet your requirements for the best next step in your career.
- Will present you in a positive manner.
- Will set up all interviews, taking care of all the details.
- Will prepare you before interview. Discuss with you details about the hiring manager, the company and the job description, including what they look for in a successful candidate.
- Will debrief you after interviews, openly and honestly addressing any concerns the company might have.
- Before the final interview, will be sure questions of compensation and benefits are answered so that the situation be a win-win one for you and them.
- Will walk you through the resignation process and cover the counteroffer.
- After you join the new team, will follow up with you.
- Will work with you throughout the process, handling issues, no matter how small.
Recruiters really want to partner in your success, be your talent agent for the rest of your career.
Your role as the candidate is as follows:
- You need to be as flexible as possible when scheduling interviews and time to talk with the recruiter.
- If your recruiter leaves you a message or sends you an email, you should respond with in four hours.
- Your recruiter will commit to openness and honesty at every stage of the process, the same is needed from you.
- It is imperative to bring questions or concerns to your recruiter's attention immediately.
- Your recruiter will ask your interest level from time to time, so be thinking about that as you go through the interview process.
- If your interest wanes throughout the process, let your recruiter know immediately.
- If you are considering another opportunity now or during the process, let your recruiter know.
- It may be necessary for you to redo your resume, put together a list of career highlights, provide verification of achievement (where applicable) and/or produce a copy of the previous year's W2 or a current pay stub. (Most of these are usually at the client's request.)
- To be really successful, it is important for your to work closely with your recruiter and to be able to trust one another completely.
- Your recruiter will work with you to create an offer that you are willing to accept in principal before it is officially presented by the company.
Be really sure to agree on communication methods, communication timeframe, interview process for the position, compensation that is acceptable to you, open and honest communication, and the ability to accept offer on your behalf (this is called PTA - permission to accept and I suggest you talk with your recruiter about what that means).
I'm hoping this helps make the foundation of your relationship with your recruiter strong.
I have some questions I've been asked to answer and I will do so in my next posts. If you have a question, please let me know! Post here or email me at ahayes@walker-elliott.com.
Your recruiter's role is as follows:
- Will act as your talent agent.
- Will present you to companies that will benefit from your skills and experience.
- Will find companies that meet your requirements for the best next step in your career.
- Will present you in a positive manner.
- Will set up all interviews, taking care of all the details.
- Will prepare you before interview. Discuss with you details about the hiring manager, the company and the job description, including what they look for in a successful candidate.
- Will debrief you after interviews, openly and honestly addressing any concerns the company might have.
- Before the final interview, will be sure questions of compensation and benefits are answered so that the situation be a win-win one for you and them.
- Will walk you through the resignation process and cover the counteroffer.
- After you join the new team, will follow up with you.
- Will work with you throughout the process, handling issues, no matter how small.
Recruiters really want to partner in your success, be your talent agent for the rest of your career.
Your role as the candidate is as follows:
- You need to be as flexible as possible when scheduling interviews and time to talk with the recruiter.
- If your recruiter leaves you a message or sends you an email, you should respond with in four hours.
- Your recruiter will commit to openness and honesty at every stage of the process, the same is needed from you.
- It is imperative to bring questions or concerns to your recruiter's attention immediately.
- Your recruiter will ask your interest level from time to time, so be thinking about that as you go through the interview process.
- If your interest wanes throughout the process, let your recruiter know immediately.
- If you are considering another opportunity now or during the process, let your recruiter know.
- It may be necessary for you to redo your resume, put together a list of career highlights, provide verification of achievement (where applicable) and/or produce a copy of the previous year's W2 or a current pay stub. (Most of these are usually at the client's request.)
- To be really successful, it is important for your to work closely with your recruiter and to be able to trust one another completely.
- Your recruiter will work with you to create an offer that you are willing to accept in principal before it is officially presented by the company.
Be really sure to agree on communication methods, communication timeframe, interview process for the position, compensation that is acceptable to you, open and honest communication, and the ability to accept offer on your behalf (this is called PTA - permission to accept and I suggest you talk with your recruiter about what that means).
I'm hoping this helps make the foundation of your relationship with your recruiter strong.
I have some questions I've been asked to answer and I will do so in my next posts. If you have a question, please let me know! Post here or email me at ahayes@walker-elliott.com.
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