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Favorite Friday: Unemployed people suck, right? Let’s not hire them.

June 28th, 2013

I wrote this June 2010 and it is unfortunately still relevant: Unemployed people suck, right? Let’s not hire them.  Even if lawmakers put laws into place to penalize discrimination against unemployed people, it will still happen.  Just like age, race and other discrimination happens with recruiters, hiring managers, company owners, HR, etc.  Here’s the post from three years ago (there are 18 comments there… great stuff):

I must be getting grumpy in my old age, with all of this venting I’m doing!  This post really ticks me off.  I just wrote a post on Peter Newfield’s Career Resumes blog (I’ve been blogging there for the last many months) titled The Unemployed Will Not Be Considered.  WHAT??? It comes from a Huffington Post article of a similar name… go check out Peter’s blog to see what I wrote.

This practice is archaic and out of touch with reality.  Do these companies, discriminating against those who are out on the street for no good reason, really think that only looking at currently employed people is going to get them the best talent?

What a fallacy.

The companies listed in the HuffPo article include:

  • An “anonymous company” that has an opening posted at The People Place recruiting board.  Who made this decision, and why?
  • Benchmark Electronics, who defends the policy saying they don’t want to waste their time with unqualified applicants.  I get that… but that doesn’t mean you should cut out all unemployed people.
  • Sony Ericsson temporarily had this statement on their job descriptions: “NO UNEMPLOYED CANDIDATES WILL BE CONSIDERED AT ALL.”  Seriously, what outdated recruiting book did this come from??  At least they removed it once “it was noticed.”  (oops, one mark against copy and paste).
  • An unnamed restaurant in NJ, looking for an assistant restaurant manager…. must be currently employed.
  • An unnamed “top 25 CPA firm” in NYC, same thing.

Judy Conti (who needs my LinkedIn DVD – just look at her Profile!)  is the federal advocacy coordinator for the National Employment Law Project, and said some awesome stuff, including (read her comments in the last 2 paragraphs of the HuffPo article):

“In the current economy, where millions of people have lost their jobs through absolutely no fault of their own, I find it beyond unconscionable that any employer would not consider unemployed workers for current job openings,”

I agree.. beyond unconscionable.

 

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Affirmative Action and Diversity Recruiting a la Recruiting Animal #discrimination

May 2nd, 2013

I like the Recruiting Animal.  A lot of people find him offensive but he brings out real issues and doesn’t let you hide behind rhetoric.  You can hear his show on Wednesdays.

Here’s something he wrote on Facebook earlier this month (I’m posting with his permission):

Yesterday, on The Recruiting Animal Show my guest was Chris Fields.

He wrote a blog posting in which he declared: “We all know that diversity helps make everything better.”

I challenged him on this. How is a Greek programmer better than an Italian programmer? How is a woman programmer better than a man?

What about a Dutch accountant? Better than a Russian accountant?

He hadn’t thought the issue through and all he could say was, “The teams I’ve worked on have always been better when they were diverse. I don’t want to work on a team full of me.”

But, in fact, he also said that people are naturally attracted to people like themselves. That’s why every minority needs affirmative action.

Because most of the hiring managers are going to be from the majority population and they are naturally going to favour people like themselves. Inotherwords, everyone in the world is, by nature, averse to diversity.

So, if people like people like themselves, how can teams be better when they are diverse? Chris didn’t tell us that either. He wants to come back on the show. And maybe he’ll have answers then.

When Ed Newman was a guest (here’s a less-than-three-minute clip), he said that diversity programs are just to prevent the standard bias in hiring. But they don’t promote innovation through the hiring of diverse thinkers.

There are a lot of things to hate about affirmative action, whether you are a minority or not.

It is an ingrained part of HR and hiring… so for now, how do you get around any decisions based on discriminatory hiring and focus on talents, skills, deliverables, etc?

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ATE: Nick Corcodilos of Ask The Headhunter Fame

April 8th, 2013

I had the pleasure of interviewing and chatting with Nick Corcodilos for last week’s Ask The Headhunter.  It was a blast.  I had questions for Nick but the audience had a lot, too.

Here’s the conversation, enjoy!

Note: Vimeo video.  To make this full-size, push play and then on the bottom right click the icon that looks like this:

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Reed Hastings (Netflix) on Company Culture

February 14th, 2013

When I was in the MBA program “culture” was the big buzzword.  Companies that create a strong positive culture are companies where people want to work, and give 1,000%.

Companies with a weak culture have high turnover.

My wife and I were talking about “family culture” a few weeks ago.  Applying “culture” to something like family, neighborhood, etc. is kind of hard if you haven’t been indoctrinated with the concept of culture.

I want to share an amazing 126 slide presentation from Reed.  I know it’s long but this is an amazing slide on culture.  Consider this a “sharpening your saw” exercise, take the time to go through this.  Best presentation on culture that I’ve ever seen. It almost makes me want to go work at Netflix right now.

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Salary Surveys and Negotiating Your Salary (based on payscale, salary.com, etc.)

February 7th, 2013

This is from Nick Corcodilos’ newsletter: Will a consulting firm pay me what I’m worth?

In short, the answer is… just kidding. Read Nick’s answer.

Here is an interesting snippet from Nick’s response:

First, if you’re relying on salay surveys, know when to fold them. Generalized surveys are okay to give you an idea of salaries in a particular field, but they are not a good place to start negotiating your own salary.

I’ve always disliked the salary surveys and information online. I remember a boss I had who hated them because the numbers were unrealistic for our area, or our industry, or our company, or the position (or a combination of all of those).  But people would come in demanding what they found online, which was impossible.

Unrealistic expectations were set and people were disappointed.  It wasn’t good.

I’m sure the survey results have gotten better but I doubt using data from those websites as gospel truth is the best strategy.

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Crystal Ball Stuff: Top 7 Recruiting Fails For 2012

December 12th, 2012

You know I love reading Recruiting Blogs.  I get great insight from “the other side” of the job search.  I found a post I really liked titled: The Top 7 Recruiting Fails For 2012

One reason I love this post is that there is a lot of hype about new stuff for job seekers… but this post shows that not everything actually adds value.  Here are Jason Buss’s 7 failures, with my comments (out of bold):

#7 – Recruiting with Pinterest: I love what he said on his post: “Gag.  Enough said.”  Just because Pinterest is so successful, and it is “social,” doesn’t mean you should recruit there.  Maybe it has happened, but I wouldn’t recommend you spend time there.

#6 – Mobile Recruiting: Jason says there is still time left for this to work out, but it the idea of recruiting people using mobile devices as a tool just hasn’t happened… yet.

#5 – The Taleo Acquisition: If you apply to openings online, you’ve probably seen the  ”Taleo” name.  Oracle acquired them, but Jason says that was a failure.  Not sure what he thought the acquisition should lead to, but he says the acquisition was “catastrophic.” Not for the owners of Taleo… maybe for Oracle.  I’m not sure job seekers have seen any change, though.

#4 – Social Recruiting: Read the link on Jason’s post about social recruiting (not just Pinterest)…

#3 - Talent Communities: This idea is that companies would create communities they can tap into, more than just have a database of resumes they are creating.  I think this is going to be a hard nut to crack, but I have some ideas on how to crack it.

#2 – BranchOut: Wow.  The numbers are nasty on this one.  Read Jason’s post.

#1 – The Facebook Job Board: He’s sour on this… I’m not real big on job boards but I think Facebook might have a chance to provide value to people with job postings… only because they are so big and have so many “users.”   But, no one thinks the job board thing at Facebook has been successful.  It doesn’t matter.  Facebook has so much money this won’t make-or-break them, but it could be a strong revenue stream and they *could* reinvent the job posting world.  I doubt they will but they could.

There you go – again, I’m sharing this because I think understanding what recruiters think helps us with job search and career management.

Do you think any  ”failures” should be added to the list?


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Rant: Rubbish Job Search Advice

October 31st, 2012

I debated on writing this post, but I think it’s best I share my thoughts because the current information out there can really damage people new to the job search.

On a recruitingblogs post there’s a 10 things you should know to get a job you want post.

The first tip is horrible. It says to write your own CV/resume, because $50 is a waste of money for that.

If you pay $50 you did not get a professional resume writer.  You got a typist.

If I would have hired a solid professional resume writer I most likely would have avoided a lot of problems in my job search. I probably would have had more interviews, and possibly a job.

Instead I DIY’d my resume.  Everyone said it looked awesome.  But it was the thing keeping me out of interviews.

The second tip is horrible. Create an elevator pitch on video?  I’m not going to watch it, unless it is really really bad.  My guess is that yours will be mostly or moderately bad.  The only good video bios I’ve seen are produced by Video Bio.  Most people don’t know where to start, or what to say, or have it look good.  Most people can’t even get a good 30 second pitch for any occasion.

The third tip is good. I was at a conference a couple of weeks ago and at the recruiter panel they all agreed that even though they don’t read the cover letter the first time they do want it, especially if your resume makes it to subsequent rounds.  That’s when the cover letter gets read.  The resume writers at the conference said to err on the safe side and send one anyway, even if it won’t be read (which is better than not sending it and them wondering where it is!).  And, I hear the new cover letter is the email or LinkedIn message that you send around the time you apply.

The fourth tip is good. Be on LinkedIn.  Goes without saying.

The fifth tip is…. kind of okay, but I wouldn’t recommend it. I know people do it.  I would rather you spend time networking into a company WITHOUT a resume, though.

The sixth tip is good. You should definitely keep up on what your target companies are doing.

The seventh tip can be good (but controversial . I know some people who see great success with their job seeker clients distributing their resume widely.  You’ll find a lot of opinions on this, but my friends share success stories regularly, and if this tactic can get you and interview and a job, give it a look.

The eight tip is fine. Don’t worry about getting on a lot of social tools, though.  Figure out where your prospects are and spend your time there.  If they aren’t on Twitter, Pinterest or Google+, don’t waste your time. But I bet they are on LinkedIn.

The ninth tip is excellent. I just blogged about this, and have many posts about creating your own website.  It’s easy and free/cheap.

The tenth tip is good. I wouldn’t fret too much about this as long as you are communicating your LinkedIn profile, or blog or something like that, but it’s always good to know what people will find if they google you.

Okay, rant over.  Some good stuff, but watch out for the first two.  You might hear those again, but beware of bad advice.

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Webinar: I Have a Resume – Now What???

October 30th, 2012

Hey folks, still plenty of room for the webinar in one week at 11am EST, 8am PST.  Sign up here:

I Have a Resume – Now What???

This builds on Kim’s webinar from October titled: No Dream Job Yet? It Could Be Your Resume.  I have to figure out how to convert GoToWebinar’s crummy recording to a normal file… then I’ll post it.

In this webinar with Karen Huller we’ll learn about sharing your resume, and your brand, where to spend your time, and strategies in the job search.

Sign up here, and share this post with your friends/contacts.

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There is Nothing Special about YOU

October 17th, 2012

That’s right.  Nothing.

Before you get upset, please read this post by Greg Savage: There is nothing special about France…

It is brilliant.  Of course, there are plenty of special things about France, and Greg says so at the beginning.

And there are plenty of special things about YOU, and I hope I don’t have tell you that.

But when it comes down to it, there are certain strategies and tactics that are principle-based, and universal, and you can’t get away from them.

My comment to Greg’s post:

I LOVE this.  Makes me think about me as a job seeker, 6 years ago, I thought I was “special” and didn’t have to network… because my resume would carry me above and beyond the others I was competing against.  And about any client I ever had with “special” needs who really had the exact same needs as everyone else, but really just wanted to voice their position for 10 minutes so they could be assured I could accommodate their “special” needs.

I love the end where you say “Asking for the business is hard everywhere…”   Networking is always hard, not just for introverts. This concept can be applied to so many skills/tasks.

Are you thinking you are so special that you can get away from the basics?

If you think you are that special, we should probably talk.

Read his post here.  It’s brilliant.

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Top Five Websites for Job Seekers: #2 is Indeed

October 2nd, 2012
This is a week-long series going deeper into the Top Five Websites for Job Seekers (The JibberJobber List).  In this series I’ll explain WHAT TO DO with each website/tool.  The list:

#1: LinkedIn (Monday)

#2 Indeed (today)

#3 Idealist (Wednesday)

#4 Google (Thursday)

#5 JibberJobber (Friday)

On this post you can see ALTERNATIVES for each of these tools, as well as why I chose these 5 tools.

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Indeed is a job board aggregator.  Basically they spider the internet and find job postings, and then you can search from just one place to find all the postings online.  That’s the idea – they don’t list everything, but they do have a lot of postings from a lot of different places.

I’m not a huge fan of job boards. I think most job seekers use them wrong.  I want job seekers to spend their time better than I did in my job search… which means don’t apply all day long on job boards.  That usually leads to a lot of frustration.

What could/should you do on a job board?  Here are five things to do on Indeed:

  1. Learn about your profession and opportunities. No kidding… when I lost my job I had never heard of a “product manager.”  I finally learned about it while surfing around job boards, and coming across openings for a product manager.  For me, surfing through job postings helped me learn about roles I hadn’t known of, and hadn’t thought of.  It expanded my vision on where my career could head.  Also, reading job postings of somewhat similar jobs you are interested in might give you language to help quantify your skills and experience, helpful for interviews, networking, etc.
  2. Learn how to network into a company. Sometimes postings have names, phone numbers and email addresses.  Record those in JibberJobber and try and network into the company.  Sometimes those contacts will be AWESOME.  Other times they will be dead ends.  But you can start to map out a path to network into your target companies.  Many times you’ll take that information to LinkedIn and do deeper research to network into the right people.
  3. Learn about the industry. As you see postings in your industry from your target companies and their competition, you should be able to deduce changes and challenges within a company.  I recently saw someone on LinkedIn ask “why are there so many director level openings in our industry?”  This was information gleaned from surfing job boards.  Think about what you learn from this and what that means as far as positioning yourself and your expertise (and brand).
  4. Find language to help you polish your brand messaging. Many people in transition haven’t had to think about this stuff for a long time.  Looking at current job postings should help you find trends in language for professionals like you, and figure out what catch-phrases keep appearing.  You can incorporate these phrases into your branding statements (maybe not word-for-word).
  5. Find recruiters who might be right for you. I cringe when I see people say “I’m in a job search, do you know a recruiter in my area?”  I think: “if I told you who to talk to, I’m doubtful you’ll know what to say or how to say it!”  But spending a little bit of time on Indeed might help you identify key recruiters that you should develop relationships with… relationships that might be valuable to you over the duration of your career.

Can job boards play a strong roll in your job search?  Sure.  Use these tips and don’t waste time dumping submissions into the resume black hole.

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News: Did ya hear?  Indeed got acquired by a Japanese recruiting company for a lot of money. Most sites are guessing it was a $1B acquisition, one site said it could be as much as $4B.  Wow and congrats to them!

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