STReBlog » Interviewing

Hiring Outlook Is Strong

Sun, 08 May 2011 04:27:38 +0000

The job market is looking up…so don’t miss out. This weekend we are publishing the largest hotlist of open job opportunities we’ve ever seen at STRe. To get a copy send an email to hotlist@stresolutions.com.

It’s important to evaluate your career goals to determine if you are on the right track. Many careers were put on hold, or even detoured during the recession. Now is the time to assess your current career track to determine if your career needs an adjustment. Here’s an article from Kathy Ullrich, another executive recruiter, with some career tips to refresh your job search.

11 Smart Career Tips for 2011
By Kathy Ullrich
Andy Warhol said, “Being good in business is the most fascinating kind of art.”
As a passionate executive recruiter, I couldn’t agree more, particularly when it comes to professionals being good in managing their careers. Here are 11 smart, specific career tips:

1. Look out for #1. Take responsibility for your own career development. Many large organizations have scaled back on training and development—a common outcome of the economic downturn—and small companies can rarely provide significant support. Simply put, your career rests in one set of hands: yours.

2. Be strategic. Have a long-term career strategy or, at the very least, a sense for where you’re headed. Ask yourself, “What do I really want to do?” or “Where do I see myself in five to ten years?” Seek people in similar roles and ask for their advice.

3. Work in step with your company’s goals. Connect the dots from your role to your company’s vision and key objectives. How does your work align with the organization’s goals? What can you do to maximize your contributions?

4. Be customer-centric. Whether your customers are internal or external, know their wants and needs, and be fervent about meeting them. Bring the voice of the customer into your day-to-day work and let it enhance your decisions and deliverables.

5. Collaborate. Working with and through others is requisite to innovating, creating, and producing business results. Adopt a mindset for teaming and collaborating, and put it into daily practice.

6. Hone your communication skills. Communication skills can make or break careers. Pick one area that needs your attention—considering skills such as listening, presenting, influencing, persuading, or distilling messages—and commit to improvement. Take a class, practice with a trusted friend or colleague, or join a group such as Toastmasters.

7. Cross over functionally. Many successful executives have risen through the ranks by taking cross-functional roles, such as moving from finance to sales or from marketing to IT. Follow their lead and you can grow your skills, your network, and your political capital.

8. Expand your experience. Volunteer for special projects or assignments that are outside your everyday role. Discuss your goals with your boss, an HR representative, or a senior leader, and ask for help in finding opportunities to broaden your experience base.

9. Find a guide. Mentors can serve as influential role models and provide important guidance for your career. Reach out to a potential mentor within your company or industry and see if he or she would be open to mentoring you for a specific purpose and timeframe.

10. Network—now. The best time to increase your network is today. Starting now, get involved in groups such as professional associations, charitable organizations, or even sports leagues. Step into leadership roles and make your expertise known.

11. Specialize. Today, companies look for specialists, not generalists. Develop a personal brand, distinguish your skills and strengths, and determine how to best market yourself.

Lessons from Lebron

Mon, 26 Jul 2010 04:54:34 +0000

I’ve read a few articles lately about the Lebron James media circus and it made me think about how he could have handled the situation better…and how all of us should be reminded that no matter what happens along our career path we need to be professional in our transitions. I know, sometimes you want to just to tell your boss everything that is wrong with your job, the company, and them! Especially if someone else is offering you that elusive promotion, higher salary, (and Lebron proved it’s now always about the money, at least not in the short term) or a better work environment. But in the midst of your excitement, remember to give notice and leave your job in a professional and respectful way.
Why? What difference does it make? It’s a cliché, but you never know when your paths will cross again, and you don’t want to burn bridges, and it really is a small valley. Unfortunately, I’ve heard several stories lately about candidates not giving proper notice (at least 2 weeks) or accepting a job offer and then rescinding it at the last minute.
Most hiring managers understand that there are times when an opportunity comes along that is “too good to pass up”. So while you boss might initially be upset when you give notice, if you leave on good terms, finishing your open projects, leaving solid documentation for your replacement it will go a long way to maintaining your relationship. If you’re working with a recruiter, use that person as an advisor and intermediary. A good recruiter can help smooth over even the most difficult of situations. In the end it all comes down to communications and expectations. It always pays to maintain open communications and to over deliver, even when you’re movin on!

What to do after the interview

Sun, 06 Jun 2010 19:32:03 +0000

We all learned Friday that job growth is not where we want it to be yet…at least not in the private sector. So there are still lots of people interviewing, trying to “get on the right bus”. I saw a blog called “Don’t Wait by the Phone” and it got me thinking, and commenting, so let’s go!
1. Write the thank you note. Write a note as soon as possible. What’s important is to write a note that stands out, and is engaging. I’ve seen (and received) too many notes that look like they came from a Microsoft word template. Make yours stand out by showing you understand what the priorities of the job are. Include a comment that integrates your skills and experience with what they’re looking for in the ideal candidate. [Hint: Always ask, what the key priorities of the job are, or what they are looking for in the ideal candidate.]
2. Self-assess the interview. While it’s fresh in your mind, evaluate your interview performance. No, I don’t mean “beat yourself up”, but I’ve found there’s always a thing or two that I think of and could have done differently. When I was interviewing for CFO jobs, my interview skills always improved as I interviewed more. I’d think of more examples of experiences that would highlight my skills, or questions I’d want to ask so I could evaluate the opportunity better.
3. Follow up with the person who scheduled the interview. Whether it’s a recruiter, a friend/networking contact, or HR, reach out and thank them for the opportunity to interview. Give them your assessment of how the interview went, your interest, and if appropriate, ask them about next steps.
4. Keep looking for/scheduling more interviews. No matter how well the interview went, keep looking for more opportunities. The goal is to have choices and options and not to put all your eggs in one basket. And I find candidates interview better when they fell confident about their “interview pipeline”. These are tough times, but don’t let the interviewers know it. Be cool and confident.

Remember, nobody bats 1,000. Set the right expectations for yourself. Do your best, learn from the interviews, and keep looking for that right opportunity. A positive attitude goes a long, long way.

Know your recruiter

Mon, 15 Mar 2010 03:34:41 +0000

I was just reading a blog for candidates entitled “Why finding a recruiter/headhunter should not be your first move”. I wondered what he was saying about my industry, so I read on. You can read the blog by clicking here.

While I agree that calling a recruiter probably shouldn’t be your first move, it should be near the top of the job hunting to do list. BUT, even before you consider placing a call, make sure you know who you’re calling and whether they will be helpful. How do you find that out? Call other candidates you know and ask for referrals.

While Lavie is correct in saying recruiters are paid by the employer and we are not in business to help candidates find jobs, a good recruiter will spend time with candidates who are referred to them by candidates/clients in their network. These are the recruiting partners you need to find. At STRe, we know we can’t place all the candidates who come through our doors, even if they are qualified for an open job order we’re working on. But we do know we can usually provide some bit of advice or guidance to most candidates–and that’s what we strive to do. Not only does it feel good to help out, especially in this market, frankly it makes good business sense. Candidates often become clients and if they have a good experience with STRe they will often tell others. We frequently have new clients tell us they heard about us from a candidate who had a good experience with us. And clients want their potential candidates for a job to be treated well by the recruiter that represents them and their company.

The article goes on to say that if a recruiter is not working in your field, it’s probably not a good person to work with. I agree. You need someone who can understand your qualifications and even highlight the skills and experience you have, but may have inadvertently omitted on your resume.

And lastly, unfortunately I have to disagree with the advice to apply for a position directly and Lavie says “because when you use a recruiter you add an extra layer to the screening process.” That’s the whole point! If you work with a recruiter who knows your field, interviews you in person, checks your references, this adds value to the hiring manager and you. At STRe, we use a presentation spreadsheet in addition to the resume for our Select Contingent Searches. This highlights the candidate’s skills and experiences as compared to the hiring manager’s key criteria. It improves the likelihood of the candidate getting hired and reduces the amount of time that hiring managers spend assessing and evaluating the candidates we present.

As a former CFO I understand the need for companies to lower their cost of hire. Unfortunately I have seen firsthand too many examples where well qualified candidates have submitted their resume for a position, never hear anything back from the company, and then can’t be represented by a recruiter because they’re already in the database. And sadly, even in this high tech age, it happens all too often. Candidates need to learn which companies have a good screening process of resumes from their website and which don’t. Because the reality is, you’re a finance professional, not a marketing guru. And sometimes your resume isn’t going to be an obvious fit through the “key word” parsing and you could get left behind.

Bottom Line: Take charge of your job search, work all angles, find trusted partners and you’ll be successful in any environment.

Just be straight with me

Wed, 03 Feb 2010 14:49:26 +0000

I like to think I don’t complain much, but when I am trying to find A-players for a client……and then the client goes silent and doesn’t communicate, it tests my patience. It’s not just about me…it’s about the perception it creates about the client’s company and employment brand. I think hiring managers sometimes forget that the hiring process puts them under a microscope. They’re not only hiring talent, they are representing their employment brand. The candidate’s first impression of the company is most often through the hiring manager. And it’s a lasting impression, whether they are hired or not. That’s why it’s so important to create a great first impression…on both sides.
Let me give you an example of a recent engagement we worked on. The hiring manager sent out an email to a number of recruiters. It was a juicy job order and we had some great candidates we were working with, so we sent a few resumes over. Eleven days passed, no word. The candidates were wondering what was happening. We told them we didn’t know, we didn’t have any word from the hiring manager. More follow up with the client. A week later I talked to the client and discussed the candidates. We agreed there was interest in moving forward some of the candidates. The client wanted to talk to one of the candidates directly. We let the candidate know. The candidate was waiting for the call, no time was set. A week went by and the client didn’t call. The candidate called us, any updates? We try to “cover” for the client. Another six days pass until the client calls the candidate and schedules an in person interview.
So what’s my point? Hiring managers are working with a recruiter, and may not think it matters if they have an active dialogue, keep them up to date. The reality is that we are representatives of the company in the candidate’s eyes. And while we will do everything we can to give a good impression for our clients, there comes a time when if the client isn’t straight with us, doesn’t have open communications, the candidate knows it.

It’s all about setting the right expectations. Remember that age old golden rule? Think about how you’d feel if you were candidate. If you let that guide your actions, your employment brand will be Stellar!

It’s a new decade; it’s a new ball game

Mon, 04 Jan 2010 02:41:49 +0000

Don’t know about you, but I’m glad to see us welcome in a new decade, change is good, and most people are ready for some positive momentum. I’ve been reading a lot about the positive economic indicators in the job market–if positive thinking can create jobs, there’s enough of it around to make it happen! Here’s a link to an article in the WSJ “Uptick in Executive Jobs Seen for 2010”, read it for yourself.
I’ve talked about the signs of improvement in the market in earlier posts, so let’s talk about what it means for candidates and clients. There are still too many candidates that are out of work despite their best efforts at networking, applying to company websites, and working with recruiters. If you’re one of them still on the sidelines, now is a good time to refresh your resume. I’m not talking a total overhaul, that’s probably not necessary. Reread the first page. Make sure you’re highlighting the contributions you made to the company in your last position, not just listing your responsibilities. Hiring managers are seeing too many resumes, make yours stand out by stressing the ways you’ve saved money, improved efficiency, or prepared a company for an IPO. Emphasis results, dollars saved, percent reduction in inventories, preparation of an S-1 that never got filed. They are all important.
And candidates, don’t forget, if you’ve done some consulting, even if it’s a short project, put it on your resume, it’s important. Perhaps you’ve worked with some colleagues on a pro bono basis to start a business, prepared a business plan to raise money, or volunteered for a non-profit. It makes your resume look fresh instead of stale.
Hiring managers need to be ready for the uptick as well. First and foremost, make sure you’re connected with your key employees to make sure they are engaged and motivated in their roles. Nothing makes people happier than contributing to a successful organization, so remind them how they are making a difference. And then, get a jump on top talent. “A” players are just beginning to consider jumping into the job market. Turn up your recruiting efforts a notch and get to these candidates before other employers do. It pays to be ahead of the curve. And carefully assess resumes, some of the candidates that are out of work are A players. You’ll benefit by finding those “needles in the haystack”. If you need help, call me, that’s our core competency!

First Impressions Count

Tue, 18 Aug 2009 04:49:49 +0000

I know…your mother gave you this advice when you were growing up, so how does it apply now? It just reminds me of the simple truths that permeate our lives. Simple advice, simple truths. Let’s talk about some examples.

• You really never know when you’ll run into a potential hiring manager, candidate, client, significant other, just fill in the blank. One of our account managers was walking his dog on a Sunday afternoon when someone jogged by and stopped to admire his dog, because it was similar to the jogger’s dog. Lo and behold they struck up a conversation, and the jogger was a venture capitalist. Now we recruiters would pay almost anything for an introduction to a VC, but when dog walking! You just never know.
• Last week my partner and I went to visit a potential new client. They are not a Silicon Valley icon, in fact they are a central valley family owned business. And what a first impression they made! Before we arrived we had an agenda (and remember, we’re trying to sell to them!), clear directions, and plans for a tour. Everyone we met from receptionist to tour guide was professional, knowledgeable, and polished. They ran a comfortable, but precise timetable. The tour was fantastic, humor mixed with story telling and history. After 2 ½ hours with the team I knew that ANY candidate I sent to this client would get the “royal treatment”, because if they treat their potential partners this way imagine how they treat potential employees! Simple stuff, but BIG impressions.
• But sometimes impressions can inadvertently go awry. Take one of our clients trying to close a candidate for a “hard to fill” position. The candidate had a great interview experience and really enjoyed the people on the team. There were high expectations on both sides. And as sometimes is the case, the salary discussions became a little uncomfortable. Our client wanted to participate in the “offer dance” and despite our best efforts, the candidate’s salary expectations were just a bit high. Unfortunately the client pointed out that the candidate was “unemployed” so their current salary was zero, which implied the candidate should be happy with any offer. In this case the client had a point, and the candidate did come to realize this, but the message was perceived to be delivered in a blunt, hurtful way that changed the candidate’s impression about the company and questioned their perception of the people. Five hours of interviews and endless hours of reviewing candidate and resumes gone in a 15 minute conversation. The message is, even if you are right, impressions still matter.

So what’s my point? Twofold, it’s that no matter what situation you’re in, whether it’s business or pleasure or both, remember that even the off handed, non-consequential comments you make can leave a big impression, and have a bigger impact, both positive and negative. Second, always be alert because you can never make a second first impression. Especially in today’s social network environment where the lines between business and friends overlap, it’s best to always be aware of the impression you’re making.

Only the Laid Off Need Apply

Tue, 28 Jul 2009 04:31:35 +0000

I was on vacation last week and was catching up on email last night when I came across an interesting article that is a great follow up to the WSJ article “Only the Employed Need Apply.” Paul Boutin in Wired writes, if you’ve been laid off in Silicon Valley, don’t fret – it just might be a good thing. “[T]o start the next wave of opportunities, we need to revive the kind of wanton cross-pollination that got us this far,” Boutin writes. “That’s why being pushed out the door could be just what you—and the Valley—need.” Boutin says he’s been fired five times since moving to Northern California in 1990 and has bounced back every time.

While being fired five times might be a bit hard to explain on the resume, it certainly proves that resiliency and hard work can get you employed! Here’s a link to the whole article.

How to ensure you’ll get comments on your blog

Thu, 16 Jul 2009 05:11:40 +0000

Bet you can’t guess what the topic of this article is from the title…..No, I’m not going to write about how you can log on and submit comments to my blog. But talk about creating a story that creates water cooler conversation (i.e. comments in today’s Web 2.0 world), the Wall Street Journal article entitled “Only the Employed Need Apply” was a lightning rod for comments!
If you didn’t see the article in the June 30th “Getting Ahead” section of the careers journal, you can check it out here. There are 144 comments and as I write this blog, the most recent comment was posted only 12 hours ago. And check out the “corrections & amplifications” note. Guess one of the companies featured in the story was getting overhelmed with calls from recruiters!

As I read the article I had mixed feelings. Sure, everyone wants to hire superstars, A players, best of breed employees. And of course they must all be working, not consulting, not out of work, because when would anyone ever let them go? Of course that’s just not reality. I don’t know the statistics, but particularly in Silicon Valley I have to believe there are a large percentage of A players that have been unemployed. If you’re taking a risk on start ups, there’s a risk the company won’t make it. And it’s not always well communicated to the team that the company is about to run out of money, or that they can’t raise their next round of funding because the market has tanked, or their niche has gone out of favor, or the VCs latest powerpoint slide presentation caused a tsunami of deep cuts at your company. And what about the fact that “success comes from being able to accept the risk of failure.” (1)

So, if you are in the unfortunate position of being unemployed in today’s market, here are a few suggestions:
• Focus your energies on your existing network of colleagues and co-workers. People who have worked with you before, seen you in action, will be your best referrals and references for your next position, even if you are out of work.
• Ask for recommendations on your LinkedIn profile. They do make a difference to recruiters who are sourcing candidates.
• If you take a consulting job to bridge the gap, UPDATE YOUR RESUME. We always recommend this to candidates in transition and I can’t tell you what a difference that makes. Same candidate, same skills, but all of a sudden they start getting calls when their resume says they are working.

And hiring managers, don’t always assume an unemployed candidate is a poor performer. Sure, a fair percentage of them are. We all know companies use economic downturns to cut out the bottom 10%. But a resume alone generally won’t indicate whose job was outsourced, which company cut a whole product line out and everyone with it, or which companies couldn’t get funding. Do your homework, do back door references, work with recruiters who thoroughly interview and assess candidates to understand if the candidate is the top or bottom 10%. If you do this, you can find great employees who will be totally committed, motivated and energized. It is well worth the time invested.
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(1) Daily Motivator email edition. June 19, 2009
Copyright (C) 2009 Ralph S. Marston, Jr. All rights reserved.

Elevator Pitches, practice makes perfect

Tue, 14 Jul 2009 04:16:11 +0000

I’m always amazed at how the simplest, most basic things can be SO critical and important. Like when someone comes up to you and says, tell me about you, or your company? And who better to speak about you than you? NOT…If you ask me some of my best referrals have been from other people who are a reference for me and can wax eloquently about what I do. Which brings me to the subject of today’s blog, the infamous elevator pitch. I know…everyone is always talking about it and sometimes the phrase seems overused, but I don’t think the reality of the importance of an elevator pitch is overstated. It seems straightforward, but how well does your personal elevator pitch roll off your tongue, especially when you aren’t prepared for the question?
I was very impressed when I received a cold call from a candidate I didn’t know. He left me a voice message that was so compelling I called him back, even though his skills weren’t in our target market. I just had to tell him how perfect his elevator pitch was. So, what impressed me? His message was clear, concise, and complete. It was everything I needed to know. Here’s the message (with the names and data changed):
This is Jim Smith and I was referred to you by my friend, Sally Jones. I am now looking for a new position and I need to determine if you recruit and do placements for a [insert appropriate position types] with 20 years of background in silicon valley. I am currently leaving a VP position at a small company [insert company name here, if appropriate] in Campbell that develops and manufactures subsensors. I also have medical product development experience and have interest in clean/green tech. Please give me a call to do a brief screen to see if I am a candidate who should begin to work with you. My cell phone number is xxx-xxx-xxxx and my home number is xxx-xxx-xxxx.
If everyone left a voice message, or sent an email like this to people in their network, recruiters and adapted it to hiring managers they would increase their successful “contact ratio”. Even though STRe doesn’t recruit for positions in “Jim Smith’s” area of expertise, we connected and realized that his brother-in-law and I worked together years ago and Jim is definitely someone I will refer if I learn of any appropriate opportunities.
Here are a couple of links to articles and clips I’ve reviewed recently on elevator pitches. Remember, tailor them to your audience, don’t oversell, and be sharp, concise and crisp. And practice, practice, practice.
Harvard Business Review
Wall Street Journal