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Your #Career : This Is How To Stand Out When #Recruiters Come to Your College…Recruiters from Top Companies Share What Impresses Them.

Graduation season can be nerve-wracking, from final exams and papers to finding a job to start paying off student loans. So when your dream employer sends recruiters to campus, meeting them and convincing them you’re a good fit can feel like a game with sky-high stakes.

Recruiters from top companies say catching their attention requires prepping for and conducting your interview in a smart and savvy way. And while some of the advice might seem basic, most of them said they are surprised how many students don’t do much to differentiate themselves. Here, they share their insights to help you stand out in a good way.

GO BEYOND BASIC HOMEWORK

“Do your homework,” is standard advice when preparing for a recruiter meeting or interview. But, when you meet with one of the team members at Intel, it helps to go beyond the basics, says Barbara Fisher, vice president and chief human resources officer of Intel Talent Management. Knowing the company’s financials is one thing. Knowing where it’s making investments or facing strategic challenges is something else.

“Everyone can use the buzzword, the artificial intelligence, or machine learning, or Internet of Things, but what is it they’re doing in there?” she says. “If it’s Intel, what are some of the challenges in their process, technology, or some of the opportunities that they’re seeing in autonomous driving? If you just dig in a little bit to the company, [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][you’ll] understand it a little bit to have an intelligent conversation.” Good places to look include the company’s investor relations section as well as trade media.

And, while you’re at it, if you know who the recruiter is in advance, do a little digging there, too, says Sjoerd Gehring, VP of talent acquisition and people experience at Johnson & Johnson. Check out their public social media accounts, especially LinkedIn and Twitter, and find out if you have common interests. It’s another way to show that you’re interested in making a connection to the recruiter and the company, Gehring says. If you’re going to a job fair where there are many recruiters, pick your top four or five and spend more time with them, engaging them in conversation and asking questions about the roles, instead of trying to hand out your resume to as many recruiters as possible, he adds. Opt for quality interactions instead of quantity.

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What Skill Sets do You have to be ‘Sharpened’ ?

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PERFECT YOUR PAPERWORK

No matter how many times it’s repeated, candidates still don’t ensure that their resumes are error-free and up-to-date. Even a simple unclear date can take you out of the running for important opportunities, says Cindy LogginseBay’s director of university recruiting and programs. For example, eBay doesn’t hire students who have graduated as interns. If you’re a senior who needs an extra semester to graduate and are going back to school in the fall, failing to update your resume to reflect that could knock you out of the running for an internship, she says. “Make sure your date is accurate when you’re presenting it to people, because that again shows really that you want to be here,” she says.

Job search and information website CareerBuilder conducts an annual survey of outrageous resume mistakes. In the 2016 survey, one respondent reported that an applicant’s last name was auto-corrected from “Flin” to “Flintstone.” His first name was Freddie. Another respondent recounted that an applicant claimed they had “great attention to detail,” but “attention” was misspelled. Given that about 43% of recruiters look at a resume for less than a minute, typos are a quick way to eliminate candidates for sloppiness.

KNOW YOUR STORY

While it may seem like a smart strategy to not share goals or job interests that may limit the opportunities to match you to open positions, being a generalist is actually more of a risk, Gehring says. The job market is thriving and applicants have many choices. “And so, if you play the generic game—”I can work anywhere or in any industry, in any company, or in any kind of role”–that might be true, but you unintentionally almost disqualify yourself from many of those opportunities,” he says. “What companies are looking for is if you have a very well-articulated point of view in terms of why you want to work for that company in that industry, and the impact you want to have in that job.”

Gehring recalls one memorable candidate whose mother had recently been diagnosed with a particular form of cancer. The candidate confessed that she felt helpless She wanted to work Johnson & Johnson as a recruiter to find scientists and doctors on the oncology team to who may be able to find a cure for that cancer. “I thought that was a very powerful articulation of what she ultimately wanted, the small impact of the small role that she wanted to play in that scenario,” he recalls.

Beyond that, it’s a good idea to connect your campus experience to your desired role, says Jacob Spangler, a management consultant with Accenture and the campus recruitment lead for the University of Texas at Austin. When Spangler meets with prospective hires at the university, he is impressed when students take what they’ve done during their university careers and relate it to how they can make a difference for Accenture.

“They don’t really emphasize that they’ve got the skills that we’re looking for already it might not be manifested in the most obvious way but students can do a huge benefit for themselves by kind of amping them up and really trying to find that what they do, piecing the story together of the activities that they do and how that fits into a consulting internship or a marketing internship or whatever it is that they’re applying for,” he says.

He also encourages students to be authentic. Consulting is a people business, and if you’re too concerned about fitting in to show some personality, that could be problematic, he says. A recruiter may see dozens of students in a day, and he’ll tune out canned answers and buzzwords. “I’d much rather have an authentic conversation to figure out what we’re really getting–not just the facade you’ve created up front,” he says. Plus, if you’re faking who you are because your “real” self might not fit in, that’s probably not the right place for you, anyway.

DON’T ASSUME “NO” IS “NEVER”

Even if the recruiter meeting doesn’t turn into a job, don’t give up, Gehring says. Keep in touch with the recruiter, network with people at the company, and keep applying for job openings, he says. The company built a recruitment tool called J&J Shine which lets applicants track their progress, read relevant job-search content, and get feedback and skill development resources to help them improve for next time or to find more relevant jobs for them. “So, a no for a job hardly ever is a no on J&J,” he says.

ABOUT THE AUTHOR

Gwen Moran writes about business, money and assorted other topics for leading publications and websites. She was named a Small Business Influencer Awards Top 100 Champion in 2015, 2014, and 2012 and is the co-author of The Complete Idiot’s Guide to Business Plans (Alpha, 2010), and several other books.

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FastCompany.com | May 5, 2018 | BY GWEN MORAN 5 MINUTE READ

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Your #Career : 7 Ways To Make It Easier For #Recruiters To Skim Your #Resume …Recruiters Rarely Read your Resume from Start to Finish. Follow these Tips in Order to Grab their Attention Right Away.

It’s easy to think that after all the work you’ve put into perfecting your resume, recruiters will at least spend the time thoroughly reading it from start to finish. Unfortunately, this is usually not the case. Recruiters are generally very busy. 

Resume-writing blogger and long-time recruiter Steve Wang says, “During my more busy weeks, sometimes I have to fill as many as 15 positions at once, and when each position gets over 100 applicants, I can only afford to spend a minute or two on each resume.”

So, like anyone faced with a whole lot to do, recruiters take shortcuts. Instead of looking through every single application carefully, they’ll simply skim through each resume to see which ones might be worth taking a closer look at. Because of this, it’s crucial that even a quick glance at your resume will leave readers awestruck. With this in mind, here are some techniques you can dish out to make your resume super easy for recruiters to skim through and understand.


Related:Here’s Exactly What To Put On Your Resume To Land An Interview


USE STANDARD HEADINGS

I get it, you want to get fancy with your headings to stand out from the pack, but doing so can have the unintended consequence of making your resume way harder to skim. Recruiters are used to reading the same old headers over and over again. If you change “Work Experience” to “Work Background,” that can throw off a recruiter’s rhythm–even by just a little. So when it comes to resume headings, stick with what is tried and true.

DIGITIZE YOUR NUMBERS

When it’s time to decide whether to spell out numbers on your resume, you might find yourself in a dilemma where you’re unsure whether to use APA or MLA style rules to approach this common concern. While it’s great that you’re paying attention to this type of detail, it’s a lot simpler than you think. Just write your numbers as digits to make information like numerical achievements nice and easy to spot. Whether you follow APA or MLA protocol is the least of anyone’s concerns here.

Related:Exactly How To Format And Save Your Resume (And Why It Matters) 


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What Skill Sets do You have to be ‘Sharpened’ ?

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LIST ALL YOUR SKILLS SEPARATELY

Some job applicants like to intertwine their skills with their job experience. If they used skills A, B, and C while working for Job X, they’ll mention those skills in the same section of the resume that describes the job. While this is certainly a fine way to format your resume, it’s still important to have a separate section that lists out all your skills in their entirety.

USE SHORT BULLET POINTS

One to two lines is an okay length for bullet points. If they get any longer, not only will your resume become more difficult to understand, but it can also hint that you’re trying to get at too many different things at once. Instead, keep your bullet points short, sweet, and to the point.

CHOOSE THE RIGHT TEMPLATE

Some resume templates do a far better job than others at making your content aesthetically pleasing and easy to understand. Make sure that the template you use is taking full advantage of techniques like bolding, USING ALL CAPS, italics, underlining, and even colors to make information like job titles, company names, and dates more distinguishable from one another.

Here’s what I mean:

Job title, Company Name, New York, NY May 2016–Present

This would be considered hard to read. While everything is bolded and italicized to differentiate the entire line from the rest of the resume, individually, the job title, company name, location, and date are hard to distinguish.

Job titleCompany Name, NEW YORK, NY May 2016–Present

Here the formatting is far superior. The job title, company name, location, and date all have their own unique style, which makes everything much easier to discern.

If you’re ever unsure about whether a particular resume template might be easier to skim than another, simply test them out by skimming them yourself.

ALIGN DATES TO THE RIGHT

Keeping all your dates to the right allows you to create a clear timeline of your resume. If a recruiter wants to check to see if you have any work gaps, all the recruiter needs to do is look over to the right and all the dates will be lined up as clear as day.


Related:Add This To Your Resume After Deleting Your “Objective” Statement


BEGIN EACH JOB DESCRIPTION WITH A SUMMARY

In some cases, even though each individual bullet point on a resume may be easy to comprehend, sometimes they don’t paint a clear picture of the job applicant collectively when put together. This difficulty is exacerbated when bullet points describe assorted one-off achievements at a particular job. To alleviate this issue, it’s often a good idea to use your first bullet point to give a short summary describing what the core of your job is all about. This way, recruiters can better contextualize how your later bullet points fit into the bigger picture of what you do.

Getting recruiters to thoroughly read your resume is a luxury you have to earn. By making your resume more skimmable for recruiters, you’ll position yourself as a strong candidate worthy of being taken seriously.


This post originally appeared on Glassdoor and is reprinted with permission.

 

 

FastCompany.com | March 22, 2018 | BY PETER YANG—GLASSDOOR 4 MINUTE READ

#Leadership : Do These Things To #ReduceTurnover Among Your #BestHires …It takes Work to #Retain #StarEmployees . Here are the Steps you Can take to Stop Losing them to “Better Offers.”

If there’s anyone more hopeful than a new employee showing up to her first day on the job, it’s the hiring manager who offered it to her.

Call us hopeless romantics, but we think there’s something really special about a candidate and a company coming to an agreement and choosing to embark on a relationship together–albeit a business one.

But what happens when the relationship goes south and the employee decides to move on? There may not be actual tears, but it can still feel like heartbreak to the recruiter, hiring manager, and leadership team that had high hopes for the future.

So, what can you do when you’re tired of losing employees to “better offers”? Here’s what five recruiting and hiring pros would do to reduce churn and improve employee engagement and retention:

1. BE HONEST ABOUT THE DOWNSIDES OF A POSITION

It makes sense to try to put your best foot forward in the first stages of the interview process. After all, that’s what job candidates are doing, too. But Chuck Solomon, cofounder and COO of LineHire, says that it’s in the best interest of long-term employee retention to be upfront about what a job is really like without candy coating the truth or trying to ignore potential challenges within a job.

“It may sound quaint, but I believe authenticity is key to reducing churn and increasing employee retention,” says Solomon. “Recruiters should be honest and accurate in describing both the pros and cons of the job–after all, once on board, the candidate is going to learn firsthand themselves. I’m not suggesting you should ‘air the company’s dirty laundry,’ but there are ways to tell a candidate that this is a challenging position. That way you’re only bringing in staff members that are up for the challenges.”


Related: Why MailChimp Doesn’t Let New Hires Work For Their First Week On The Job 


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What Skill Sets do You have to be ‘Sharpened’ ?

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2. CLOSE THE LOOP ON NEW HIRE DATA

Find the best person, hire them, and move on. Sound familiar? If that’s your approach to most of the positions you fill and you want to reduce churn, Mikaela Kiner, CEO and Founder of uniquelyHR, wants you to think about following up and tracking how your candidates work out in the role.

“Recruiters always believe we’ve found the absolute best candidate for the job, says Kiner. “After all, that’s why we hired them! But too often, we don’t know what happens once that person joins the company. Did that person become a superstar, did they plateau, or were they eventually let go for poor performance? If recruiters can work with HR and hiring managers to get data on the quality of the people they’ve hired, they can spot trends and then use that data to improve the screening and recruiting process.”

“For example, what skills and qualities are common to the most successful hires?” continues Kiner. “Failures are also a good source of learning, because if you make a note of red flags during interviews of people who don’t succeed, you can be on the lookout for similar candidate qualities in the future.”

3. LISTEN TO AND REWARD EMPLOYEES BEFORE THERE’S A PROBLEM

Brianna Rooney, founder of software engineer recruiting company Techees, works in a high turnover industry placing software engineers at tech-focused companies in the Bay Area. In her line of work, it’s common for people to leave every year, and if someone has been with their company for three years, it’s a downright miracle. Why? Because most companies say they don’t have time to deal with employee retention or simply don’t want to know the bad things about their company.

“I can’t tell you how many times a company will try to give a raise or actually listen to an employee when it’s way too late,” says Rooney. “Everyone wants to save money. It’s hard to keep giving raises. Yet, think about how hard it is to find good people. People you trust to work hard, honestly, and efficiently.”

“If you don’t have the budget for a salary increase, make sure they understand that,” Rooney continues. “Talk to employees, make them know how important they are. Don’t just wait for quarterly or yearly meetings. You need to care before you ‘have to,’ and it has to come naturally.”


Related: 5 Red Flags That You Made A Bad Hire


4. RECRUIT QUALITIES THAT MAKE FOR GOOD OFFICE POLITICS

Are office politics always a bad thing? No, says CEO and The Compass Alliance author Tim Cole. They can be good or bad for an organization depending on how they are directed. But if you’re in a position where you need to reduce churn, your politics are likely unproductive. It’s critical that you start screening candidates for qualities that are conducive to healthy office politics.

“Bad office politics implies backstabbing and conspiring for personal gain,” says Cole. “An organization that tolerates that type of behavior faces the long-term effects that always follow, like low engagement, loss of productivity, and attrition.”

Cole adds: “Companies that recruit for collaboration skills and capacity for problem solving can often direct office politics in a more positive direction and use them to streamline workflow with behind-the-scenes discussions and gain consensus on critical job decisions away from the boardroom.”


Related: This Nordic Company’s Four Secrets To Hiring (And Keeping) Great Talent Anywhere 


5. RALLY YOUR TEAM AROUND A COMMON “WHY”

Low employee retention and low engagement go hand in hand, so if you’re struggling with a need to reduce churn, you are likely struggling with employee engagement, too. Zach Hendrix, cofounder of the lawn service app GreenPal, grew one business from 1 to 100 using a simple but profound engagement strategy: rally employees around the central “why” of their jobs and the business as a whole.

In his first business, much of Hendrix’s operating core was comprised of Guatemalan immigrants who would come to the United States for several consecutive lawn mowing seasons and save as much money as they could to improve the lives of their families back home by building homes, ranches, and setting up farms stocked with cattle.

To fuel his team through the tough times, including the economic recession of 2009, he rallied them around their “why.” At weekly meetings, they would give progress reports on how projects back home were coming along and display picture collages of homes, farms, and businesses in Guatemala in the office and shop.

There’s nothing more frustrating than waving farewell to an employee you had hoped would stick around long-term. And while there are many reasons you’ll need to say goodbye to employees over the years–relocations, promotions, and career changes among them–there’s a lot you can do to make sure that your company isn’t the reason employees leave. Consider how you can apply these tips to your recruiting and hiring process to reduce churn to help your candidates stick around.

 

FastCompany.com | February 26, 2018 | BY SARAH GREESONBACH—GLASSDOOR 5 MINUTE READ

#Leadership : The Bottom Line On Why You Can’t Fill Jobs…Here’s What I Hear from Employers: We can’t Find Talent. We can’t Keep Talent. We can’t Keep Talent Engaged.

From my perspective, there certainly is a disconnect. Here are the facts. Unemployment in the U.S. is 4.7 percent, which is down from last month’s figure of 5.0 percent and the new Job Openings and Labor Turnover (JOLT) report for April has just been released. There are now over 5.7 million job openings, which equals last July’s peak on records going back to 2001. This problem isn’t going away anytime soon.

Free- One Dandilion Full & another Empty

As I travel around the country, here’s what I hear from employers:

  • We can’t find talent.
  • We can’t keep talent.
  • We can’t keep talent engaged.

Here’s what I hear from those who are seeking employment: 

  • I can’t get past the Applicant Tracking Systems.
  • I apply for jobs and never hear back.
  • I’m perfectly qualified. I suspect my age is the problem.

Here’s why you can’t fill jobs and what you can do to change this.

You don’t know where you are going. I always tell my clients that we first have to establish where we are going before we can figure out how to get there. I use the example of someone in Detroit who is planning a trip. Is the goal to visit Canada, which is a stone’s throw away or is it to go to South America? Canada is an easy jaunt, that doesn’t even require packing a lunch. South America is quite a different story.

Decide where you are going in terms of your talent strategy, before mapping out your entire plan to get there. By doing so, you’ll be able to find a direct route that will get you to your destination in a timely and cost efficient manner.

You’re too tentative. Have you ever been in a situation where someone really wanted you, more than anyone else? They may have wanted you for a particular role in their company or you may have been their first choice to take to the prom. In both cases, you were most likely pursued.

Hiring managers need to pursue talent the same way they would go after a ticket to a sold out Bruce Springsteen show–with gusto! Do whatever is required to get the attention of the person you’ve identified as “the one” for your team. Don’t stop until you get a yes!

 

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You’re focusing on the wrong things. I get how you want your applicant tracking system to completely integrate with your Human Resource Information System and you are investing heavily to make this so. However, given today’s unemployment and JOLT numbers, you’ve got bigger fish to fry.

Processes are not going to get your job filled. To do so, you need people whoknow how to attract and retain talent. This requires transforming your hiring managers into talent magnets. Doing so, will help you dramatically reduce the time it’s taking you to fill your current job openings.

Your applicant experience is dreadful. We always tell job candidates they only have one chance to make a great impression. Well, the same holds true for employers. I hear tons of horror stories from candidates regarding their experience with a company’s interviewing process. Many are relieved when they never hear back from the employer, as they can only imagine how awful it might be to work in this type of environment day in and day out.

Treat your applicants as well as you treat your customers and you’ll be golden.

Your hiring managers don’t know how to hire. Where is it written that upon promotion to management, you automatically acquire the assessing candidates gene that seems to be missing from many hiring managers? Most hiring managers have no idea how to hire. I can say this as I’ve taught thousands of hiring managers how to select for success. One such hiring manager comes to mind. She said the following to me after attending a course I facilitated on Selecting for Success.  “I’ve been interviewing for years and now I finally know why I’ve been asking these questions!”

Now that I’ve exposed the real truth about hiring managers, it’s up to you to help these people dramatically improve their ability to select new hires. Believe me when I tell you that most will be eternally grateful that you are finally giving them support.

Stop eliminating candidates based on salary. Many companies toss out anyone who is asking for more money than we are willing to pay. This usually results in a huge chunk of the talent pool–those over the age of 40–being tossed out as well.

Take a few moments to have a conversation with a candidate before discarding them because of money. By doing so, you may find that many candidates are more flexible on salary than you had originally thought.

Roberta Matuson is the author of Talent Magnetism, Suddenly in Charge and the forthcoming, The Magnetic Leader. Subscribe to her e-newsletter here.

 

Forbes.com | June 8, 2016 |