Often, as a recruiter, I ask candidates to provide me with references - whether the potential employer asks for them or not. The reason for this is that you get a better view of the whole candidate, over a simple interview and test approach.
In the modern world, most references are done by telephone interview, and last around 10minutes - hearing a tone of voice is better over a managed letter.
But, the thing that always amazes me is that the reference person is often more nervous than the candidate! So, here are a few tips on how to warm/be a reference for someone.
For Candidates seeking references:
First of all, candidates pick your references. I know this may sound strange, but honestly I don't want to talk to your dog walker or cycling buddy. Pick people who you have ideally worked with, or known for a long time and that you keep in touch with. Secondly, brief them - from my point of view, there's nothing worse than dumping your best friend in it, to end up with a bad reference. Thirdly, don't pick people you can't give a full briefing to - why you are looking at leaving, why you think this job is great.
For referee's:
If you are the reference point, then firstly say thank you and then: think! Say no now if you have a doubt over later. Secondly, give the candidate a set of details on which the reference taker can contact you - yes, employers do become suspicious if you give too many references. Thirdly, prepare - I often just jot a few notes down on when we meet, and the candidates history, and the date of the last time we worked together/met. Finally, you can refuse to answer any question - there is no right/wrong/have to question!
Referencing is a good way to get a view of a candidate, and as a reference point you have nothing to lose - hey, they may even offer you a job opportunity (around 15% of candidates for a recruiter come through referencing)
Friday, 4 July 2008
Tuesday, 1 July 2008
Is desire and passion enough? Or do employers only care about direct experience?
Robert asks: Even in the relatively new world of sustainable building and clean energy, employers consistently require extensive and focused experience in their specific fields. Particularly in a field that elicits such a strong emotional draw, why don't more employers place a higher value on passion and a desire to make a difference?
In Answer:
In the majority of markets, there are enough people who are qualified to do the job, that employers can raise the bar sufficiently and just take the cream. After that they shop for enthusiasm - it called reducing the risk of delivery
In other markets, even when skills are rare and employers find it tough filling positions, employers like to think they are getting the best beyond their competitors. Its called pride in the company
My view is that, in the area of sustainable building and clean energy, that the technology is still developing fast; and that secondly its a tough sale convincing developers to take an greatly over-regulation product which reduces their margin over a regulation product. On both counts, companies would therefore seek well educated and experienced individuals to keep their own technology moving forward and those who can explain the resultant benefits to gain more sales.
Can I guess that your question is brought about Robert by the pile of rejection letters on your own desk, from applying for such positions where you are technically under qualified? Personally, if I was you and I was WHOLLY that enthusiastic about sustainable building and clean energy (two areas, so pick the one you are most enthusiastic about - if I was neutral, I would pick buildings over energy: more of a long term career on easier financed projects), I would pick out the five top companies I really wanted to work for, and having done some research write direct to the President/CEO in a clear letter stating why I wanted to come work for them and what excited me about them/their product. I would include a focused CV/Resume, citations and letters of recommendation from both senior co-workers and customers on projects I had delivered, and may even include a short personal statement/paper on why I was so enthusiastic on this area, where I saw it going in the future, the problems and how to address them.
My only question - if you are that enthusiastic, what have you got to lose?
If you need any help, just drop me a line. I normally place at least one really enthusiastic but clearly under qualified person in that method a quarter - you just need to be enthusiastic enough.
Good Luck!
In Answer:
In the majority of markets, there are enough people who are qualified to do the job, that employers can raise the bar sufficiently and just take the cream. After that they shop for enthusiasm - it called reducing the risk of delivery
In other markets, even when skills are rare and employers find it tough filling positions, employers like to think they are getting the best beyond their competitors. Its called pride in the company
My view is that, in the area of sustainable building and clean energy, that the technology is still developing fast; and that secondly its a tough sale convincing developers to take an greatly over-regulation product which reduces their margin over a regulation product. On both counts, companies would therefore seek well educated and experienced individuals to keep their own technology moving forward and those who can explain the resultant benefits to gain more sales.
Can I guess that your question is brought about Robert by the pile of rejection letters on your own desk, from applying for such positions where you are technically under qualified? Personally, if I was you and I was WHOLLY that enthusiastic about sustainable building and clean energy (two areas, so pick the one you are most enthusiastic about - if I was neutral, I would pick buildings over energy: more of a long term career on easier financed projects), I would pick out the five top companies I really wanted to work for, and having done some research write direct to the President/CEO in a clear letter stating why I wanted to come work for them and what excited me about them/their product. I would include a focused CV/Resume, citations and letters of recommendation from both senior co-workers and customers on projects I had delivered, and may even include a short personal statement/paper on why I was so enthusiastic on this area, where I saw it going in the future, the problems and how to address them.
My only question - if you are that enthusiastic, what have you got to lose?
If you need any help, just drop me a line. I normally place at least one really enthusiastic but clearly under qualified person in that method a quarter - you just need to be enthusiastic enough.
Good Luck!
Monday, 30 June 2008
Do employers really need recruiters?
Emrah asks: Do employers really think recruiters know better who is the best choice for them, or are they actually looking for someone to blame when choices go wrong?
In Answer:
Employers who use recruiters for EVERYTHING are probably those you don't want to work for - low wages, high turnover, poor staff relations: they need a PR company more than a recruiter!
Employers who use recruiters for specialist staff and positions, use them for developing new divisions and as part of a development strategy which includes both internal and externally sourced new blood are those to work for.
The continual tension will always be there between recruiters and HR departments - after dealing with months of sick leave, absent employees and accidents, the odd bit of proving your worth and having some fun on a recruitment exercise must be great for most modern HR professionals. The modern internet tools also mean that's a real value add for them over a recruiter on the average position.
The best chance of finding out which type of employer you are looking at is to ask the recruiter how many similar positions they have recruited for before, and why? Unless its a new division or new blood development, and if its in the hundreds per annum - avoid!
Good recruiters use their understanding of a company, department, and/or Team to make matches for the company. Their business development, interviewing skills, and their hard work make the difference.
Here are a couple of questions that any great recruiter should be able to speak to:
1. How do you adopt your recuiting style to fit my company's needs?
2. Describe my company's culture?
3. Tell me what candidates succeed most often at my company?
4. What interviewing strategy will you employ for this position?
A greqat recruiter has thought about and can answers these questions without skipping a beat.
In Answer:
Employers who use recruiters for EVERYTHING are probably those you don't want to work for - low wages, high turnover, poor staff relations: they need a PR company more than a recruiter!
Employers who use recruiters for specialist staff and positions, use them for developing new divisions and as part of a development strategy which includes both internal and externally sourced new blood are those to work for.
The continual tension will always be there between recruiters and HR departments - after dealing with months of sick leave, absent employees and accidents, the odd bit of proving your worth and having some fun on a recruitment exercise must be great for most modern HR professionals. The modern internet tools also mean that's a real value add for them over a recruiter on the average position.
The best chance of finding out which type of employer you are looking at is to ask the recruiter how many similar positions they have recruited for before, and why? Unless its a new division or new blood development, and if its in the hundreds per annum - avoid!
Good recruiters use their understanding of a company, department, and/or Team to make matches for the company. Their business development, interviewing skills, and their hard work make the difference.
Here are a couple of questions that any great recruiter should be able to speak to:
1. How do you adopt your recuiting style to fit my company's needs?
2. Describe my company's culture?
3. Tell me what candidates succeed most often at my company?
4. What interviewing strategy will you employ for this position?
A greqat recruiter has thought about and can answers these questions without skipping a beat.
Over 40 make overs and CV/Resumes
Frank asks: Although I am a male, I found the article in this Thursday's WALL STREET JOURNAL of interest. It was about makeover's to get a position when one is over a certain age. What did you think of the article? What about resume makeovers? Personal appearance makeovers? What works? What does not?
WSJ article
In Answer:
As with all CV/Resumes, there is no one style that meets all needs. Candidates who are over 40 years of age have certain strengths and liabilities: the resume must be written to highlight the former and diminish the latter.
It is vitally important to remain current in your field; no excuse for not being aware of people and industries in your region. While this is important for all age groups, it is even more important for those who are older:
The following programme should help:
Step # 1 is to find a resume writer/coach/strategist with whom the candidate can partner to develop a strategic plan. SWOT analysis is a good way to start this process.
Step #2 is for the candidate reflect on past accomplishments - the method called S-T-A-R, S-A-R, C-A-R, or P-A-R is widely recommended by career professionals is an excellent approach to identifying what the candidate can offer to future employers or clients. This process should reveal the unique value proposition and/or brand of the candidate - a key piece of the strategic marketing plan.
Step #3 is a resume and/or networking profile that communicates the information identified in Step #2 above - it needs to be clear, concise, and compelling. I frequently suggest that less is more for seasoned candidates, and especially those who are beginning to search for a new opportunity while full-employed. A networking profile is more conversational, and it doesn't scream, "Buddy, can you spare me a job..." The 1-page profile can be combined with a traditional reverse chronological resume that will look familiar to decision-makers and HR personnel.
Step #4 is to target industries and companies who can benefit from what the candidate has to offer.
Step #5 is to network, and prospect - online and warm networking, research, follow-up, and give to others as you go. Remember that networking is a reciprocal process; your contacts are not tissues to be used and discarded.
WSJ article
In Answer:
As with all CV/Resumes, there is no one style that meets all needs. Candidates who are over 40 years of age have certain strengths and liabilities: the resume must be written to highlight the former and diminish the latter.
It is vitally important to remain current in your field; no excuse for not being aware of people and industries in your region. While this is important for all age groups, it is even more important for those who are older:
The following programme should help:
Step # 1 is to find a resume writer/coach/strategist with whom the candidate can partner to develop a strategic plan. SWOT analysis is a good way to start this process.
Step #2 is for the candidate reflect on past accomplishments - the method called S-T-A-R, S-A-R, C-A-R, or P-A-R is widely recommended by career professionals is an excellent approach to identifying what the candidate can offer to future employers or clients. This process should reveal the unique value proposition and/or brand of the candidate - a key piece of the strategic marketing plan.
Step #3 is a resume and/or networking profile that communicates the information identified in Step #2 above - it needs to be clear, concise, and compelling. I frequently suggest that less is more for seasoned candidates, and especially those who are beginning to search for a new opportunity while full-employed. A networking profile is more conversational, and it doesn't scream, "Buddy, can you spare me a job..." The 1-page profile can be combined with a traditional reverse chronological resume that will look familiar to decision-makers and HR personnel.
Step #4 is to target industries and companies who can benefit from what the candidate has to offer.
Step #5 is to network, and prospect - online and warm networking, research, follow-up, and give to others as you go. Remember that networking is a reciprocal process; your contacts are not tissues to be used and discarded.
Wednesday, 25 June 2008
Length of CV/resume for a freelance employee
Neil asks: I've been around for sometime - 16 SAP projects - and in consequence my CV is getting rather long (4 pages[1]). I've been reading around and it seems the current trend is to keep it to two. 8086 assembler and mainframe Adabas/Natural aren't exactly a key selling points for an R/3 specialist, and I've forgetten them anyway! So should I just lump all of the ancient history into one group and give a breif general summary? Clearly the most recent work will remain in detail, but at what point(s) should I start transitioning to briefer overviews and/or mentioning in passing? Looking forward to hearing your opinions. Note: this is just the English version; the bilingual one with French goes to 8
In Answer:
Your CV is a selling document of you and your work experiences for the post you are applying for, NOT a whole career portfolio. Employers or agencies will only be interested in the last five years/three positions, which ever is longer - anything before that can be summarised.
As a contractor in temporary positions, you could summarise some placements on employer or types/skills of work you were doing to reduce the apparent "jumping" such an acceptable career path entails, if you are concerned and are looking to move into a permanent placement.
Think of it this way - if you were the recruiter/HR professional reviewing CV's all day, you would look for the strong candidates with the clear skills and experience the advert stated the post required. Hence, your cover letter and first half page of your CV has to tick those boxes, or why would they want to look any further? Your cover letter and first half page of your CV hence are key, and anything else is best described as interview fodder to check how you have managed your career.
At the end of the day, its your CV so you need to choose how to portray yourself - but a CV written for a specific post shouldn't need to be longer than 2 pages, which with a cover letter makes 3 sheets of paper.
Good Luck!
In Answer:
Your CV is a selling document of you and your work experiences for the post you are applying for, NOT a whole career portfolio. Employers or agencies will only be interested in the last five years/three positions, which ever is longer - anything before that can be summarised.
As a contractor in temporary positions, you could summarise some placements on employer or types/skills of work you were doing to reduce the apparent "jumping" such an acceptable career path entails, if you are concerned and are looking to move into a permanent placement.
Think of it this way - if you were the recruiter/HR professional reviewing CV's all day, you would look for the strong candidates with the clear skills and experience the advert stated the post required. Hence, your cover letter and first half page of your CV has to tick those boxes, or why would they want to look any further? Your cover letter and first half page of your CV hence are key, and anything else is best described as interview fodder to check how you have managed your career.
At the end of the day, its your CV so you need to choose how to portray yourself - but a CV written for a specific post shouldn't need to be longer than 2 pages, which with a cover letter makes 3 sheets of paper.
Good Luck!
What's it called: Resume, Curriculum Vitae or CV?
Jennifer asks: From a North American perspective, technically, the resume and the CV are two very different documents, but those terms are often used interchangeably, which seems to create confusion for everyone involved (including me!). We often have students that come in saying an employer has requested a CV, not knowing if the employer really wants a resume or a true CV, or what the difference is. My understanding has always been that the resume's primary focus is experience, while the curriculum vitae's focus is scholarly pursuits (i.e. research, publications, conferences, etc.). Based on this, there are very few industries for which a true CV is required, and they are used most frequently by people with doctoral degrees (most of us wouldn't really have anything to put on a CV!). The structure, content, and expectations of a CV are very different than that of a resume. So I think it is confusing to job seekers, for example, when people say "Your CV shouldn't exceed 2 pages in length." Since they list everything, CVs are often 30+ pages in length! I'd like to get feedback on how you use these 2 terms, either when hiring or providing job search assistance. Do you use them interchangeably? Does the term CV have a different meaning in your industry? If so, what do you expect to see in this document?
In Answer:
A few mixed metaphors and meanings there.
For a physical paper/s that summarise your skills for a job or post, or your career history, the terms are....
- Resume is the standard term in North America
- Curriculum Vitae is the standard term in all other English speaking locations around the world (often in those shortened to CV, occasionally replaced by Resume by younger age groups), and all French speaking locations
- In Germany its called a Lebenslauf
There is an amendment to the above, where by some US Ivy League university people, educators and scientists with long academic qualifications use the term Curriculum Vitae when referring to their full resume, as opposed to a piece created for a job application. Personally, I think the term portfolio is a better word to use, as then many other relevant pieces to a lifetime of work and achievement can be inserted.
Hope that helps!
In Answer:
A few mixed metaphors and meanings there.
For a physical paper/s that summarise your skills for a job or post, or your career history, the terms are....
- Resume is the standard term in North America
- Curriculum Vitae is the standard term in all other English speaking locations around the world (often in those shortened to CV, occasionally replaced by Resume by younger age groups), and all French speaking locations
- In Germany its called a Lebenslauf
There is an amendment to the above, where by some US Ivy League university people, educators and scientists with long academic qualifications use the term Curriculum Vitae when referring to their full resume, as opposed to a piece created for a job application. Personally, I think the term portfolio is a better word to use, as then many other relevant pieces to a lifetime of work and achievement can be inserted.
Hope that helps!
Professional versus self written CV/Resume
Patty asks: I am a mid level marketing/printing professional looking to update my resume. Do you think hiring a professional resume writer is a worthwhile expense?
In Answer:
There is no right or wrong answer - it all depends.
Firstly, on your ability to communicate; secondly on when you last changed employers; and thirdly on the position you are aiming for/the unemployed state you find yourself in.
If you can't communicate in words, changed employers last over 10years ago, and are currently unemployed - Yes, its worth it. If you are a journalist, changed employers less than 18mons ago (because you were head hunted, not sacked), and are going for your dream job - then No.
If like the majority you are in the middle, then consider the skills a professional CV/Resume writer could bring to your career choice and speed of employability. A good third party could point out skills you didn't realise you had, and which the market needs. Good CV/Resume writers can by default be career advisors, but look for those who undertake it as part of their brief if you decide to employ a professional CV/Resume writer.
At the end of the day, its your career and hence your CV/Resume - who ever writes it for you.
Good Luck!
In Answer:
There is no right or wrong answer - it all depends.
Firstly, on your ability to communicate; secondly on when you last changed employers; and thirdly on the position you are aiming for/the unemployed state you find yourself in.
If you can't communicate in words, changed employers last over 10years ago, and are currently unemployed - Yes, its worth it. If you are a journalist, changed employers less than 18mons ago (because you were head hunted, not sacked), and are going for your dream job - then No.
If like the majority you are in the middle, then consider the skills a professional CV/Resume writer could bring to your career choice and speed of employability. A good third party could point out skills you didn't realise you had, and which the market needs. Good CV/Resume writers can by default be career advisors, but look for those who undertake it as part of their brief if you decide to employ a professional CV/Resume writer.
At the end of the day, its your career and hence your CV/Resume - who ever writes it for you.
Good Luck!
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