Recruiting In 3D

Why Giving Notice Matters

Welcome to 2015, and another year of unlimited possibilities and opportunities. Among these opportunities, for many people, landing a new job is by far one of the most exhilarating feelings one can experience. With this new job so many possibilities are abound: a fresh start, higher pay, more responsibility and/or management potential, and a whole new world of challenges to be taken head-on. It’s understandable why people are excited and why they immediately turn focus to their new future surroundings.

However, too often people make the mistake of leaving their old job without sufficient (or any) notice period to their employer. This is a tragic, yet wholly avoidable mistake. Again, it’s entirely understandable that excitement really takes over, but it is equally as important that you keep in mind the long-term ramifications of leaving a job without proper notice. Read More

Personal Branding – More than just “vanilla”

I had the opportunity to co-write a post with Susan Strayer on her site about personal branding. I think it’s about time we put what that is into perspective. I think we’ve covered a great deal of bases and I hope you have some time to take a look.  You can find the post here.

If you don’t know Susan, and/or have not had the pleasure of working with or talking to her personally, I can tell you that there are few people in the business that have as deep a scope of knowledge as she does. I’m honored to have had a chance to collaborate with her.  Be sure to follow her on Twitter  – she has two handles: @SusanDStrayer  and @DailyCareerTips

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Back from Hiatus – All the Fun of a Vacation without the Vacation

So it’s been a while since I put any new material up here. Since the end of the year, I’ve had my share of things going on which kept me away from contributing here – but not from all sites (more on that below). So let’s see, what have I done since the end of 2010:

  • Potty trained a two year old – when in doubt, offer M&Ms. TRUST ME my wife on this one
  • Started my MBA program, and am about half way through – Kicking ass and taking names with straight A’s. Anyone who knew me in college in the late 90’s knows that A’s for me in Accounting and Economics classes defy all known logic. Coming in 2012/2013 – Yours Truly with an MBA in Human Resources Management.
  • Continuing to build upon the foundation for the recruitment process at my current employer. Adding many needed processes, some of which are tedious. Raise a glass if you’ve ever had to implement a Digital I9. Now chug said glass, because it can be mind-numbing.
  • Remodeled the bathroom – much needed. One day I’ll post a picture of the rug that was our bathroom floor in that room for years. (Nausea sets in)

I’ve been fortunate to be asked to guest blog on a few sites and also had a short stint as a ghost blogger on a site that gained huge popularity in a short time frame. Alas, it is no longer, but it was a GREAT ride while it lasted and it was great to have a forum to talk about the real issues with pure anonymity.

I’ll have a guest spot as a co-blogger coming up soon on a very popular site, and I’m excited about the content. It gave me yet another outlet for my snarky side. (MOI?)  It’s a great piece and I’m excited to see the reaction from the community at large.

One of the best parts of my hiatus was having the chance to participate in the planning for recruitDC, a great networking event for recruiting professionals in the DC area, which I spoke at last year. This year I was a part the planning committee, which was a great opportunity to work with some of the most incredibly talented recruitment minds in the DC area and beyond – but in a more behind-the-scenes fashion. It was a tremendous success, and I’m looking forward to the next event where we can build upon the success. I’ll have a full rundown of that event, but here’s a peek at the slide decks to whet your appetite.

I could add in 100 other points of minutiae here and bore you to death (HEY, wake UP!) but I won’t. Instead, I’m just going to jump back in to the routine and get back to doing what I do, adding my two cents in about the world of work, HR, and Recruiting – with the occasional foray into some non-recruiting topic.  I’ll have some new content coming, including my takes on:

  • Employee Referral Programs
  • The new laws that are making life in recruiting and HR more difficult by the minute
  • Reference checking tips for candidates

Keep an eye out for a badly-needed site redesign which I’ll be working on this summer. It may even be time to pony up for a URL. Maybe.

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Showing up late for an interview? There’s just no excuses.

I never understand it when a candidate shows up late for an interview. It’s a job interview, and presumably since you scheduled it, employers assume you want the job. I mean, I JUST don’t understand when a candidate shows up 30 minutes late and expects that the employer will still want to conduct the interview. Would you show up to your wedding 30 minutes late? (If the answer is yes, its likely best to stick with the singles scene for while)

While life indeed “happens” – traffic occurs (especially if you live here in DC!), kids get sick, and clocks lose power occasionally, there are things you have in your power to ensure that you can reduce the potential for you to be late for a job interview.

  • Leave with plenty of time. If you know that a commute to a certain area can be hectic, give yourself plenty of time to get there. Get there too early? I’m sure one of these places would be happy to take your $5.25 for a latte while you prepare further for the interview. Additonally, try to schedule your interview at non-peak times of the day if you are going to a place that is notoriously traffic-laden in the AM or PM rush hours.
  • Map it out and take a test drive prior to the interview. Saying that you got lost on the way to an interview tells an employer that you A. Don’t know how to use technology (specifically a GPS) OR B. Didn’t bother to map out the locale. With as much technology as we have on smart phones these days, everything can be found with a few slides of the thumb.
  • Have backup alarms to get you up well ahead of time. “I overslept” just doesn’t work for employers. You have an alarm clock, your cell phone, the old school telephone (yes, ask someone for a wake up call if that is a challenge for you)

Always have a plan and stick to that plan. You get one shot your potential employer to make your 1st impression. This is one of the easiest slip-ups to control, so take ownership of it. Employers remember who was late, and who stood them up. The memory of a good recruiter is a vast expanse that holds more long term tidbits than should be allowed by law. They will remember you. Make sure its for the right reasons.

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You are the Red-Headed Stepchild. Embrace it.

Recruiting is classically the red-headed stepchild of any organization. It’s just a fact of life. You’ve known it, you’ve either embraced it or you’ve spent the better part of your career trying to fight it. But when it boils down, we hear the same things. “Its an operational role”, “They are not a revenue-generating department” “All they do is shuffle paperwork”. Yep, all of these sound familiar to you if you have been in recruiting for any significant period of time.

Is it true? Probably not. Think about it – sure, we are an operational unit, and yes, we probably are responsible for more deforestation than any other team in a company (But we’re all starting to digitize, right?!?). What I cannot get over, and trust me I’ve fought this battle in my head for years, is the “non-revenue generating” claim. Exactly who do you think produces the candidates from thin air who DO generate the revenue? Without a strong recruiting function, there aren’t any “rainmakers”, “sales kings” or any other fancy name you want to derive. We may not hit the P&L as “sales”, but almost all of our jobs involve a level of sales, and showmanship.

What we really need to do (and this includes me, TRUST ME), is to just embrace the fact that there are some perceptions we may just never overcome, no matter how much data and “metric-y” information we provide. What you can do, is to build a trust and rapport with those in your organization who will ultimately recognize the value of a strong recruiting function. By doing this, you’ll be building an army of supporters who can voice to the organization that they just can’t live without you. Having that voice be speaking on your behalf will ultimately get you the seat at the table you so desperately want. That, and solid data to prove what you contribute. Not just time to fill, and applicant source data. Data that speaks to the revenue generating side – cost effectiveness, business savvy with contracts (job boards etc.) How much money did you save by employing your vast set of skills. Sales folks don’t just say “hey I closed 3 deals this month!”. They say “hey I closed 3 deals this month worth $425,000!” You can be an efficient recruiter, but be sure to quantify HOW efficient you’ve been.

If you don’t, the beatings will continue.

Authors Note:
Sadly, I wasn’t sure sure how the phrase “red-headed stepchild” came about, but I got curious and looked. You should too. Looks like we have Charlie Sheen to thank, at least in part.

Thanks Charlie - you've doomed us all.

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