By Gerry Crispin, SPHR and Mark Mehler
mmc@careerxroads.com
Since 1996 our Update has been published 10-12 times each year and aims to share commentary, observations, perspectives and data we come across during our staffing adventures. We hope you continue to enjoy it and pass it on to friends. All are invited to register for the Update for free. Coupled with our Bellwether, a provocative monthly look at trends we share with CareerXroads Colloquium members, we are always willing to challenge the accepted wisdom or poke a little fun at the staffing industry and ourselves in the process.
We invite you to keep in touch and join us during the year at the various conferences where we speak or simply attend.
The United States is last among developed nations in paying severance (1.78 weeks) according to notes compiled by John Kador writing in HRExecutive Online (from a Right Management 2008 global survey).
How to Find A Job (Fortune Magazine, 4/13) could have been a bit meatier but it is well written and includes some key stats - estimating for example that as many as eight people are available for every new job posted.
There were a few anecdotes we enjoyed in the article. One story was about an engineer who seriously studied the software of a firm with which he was about to interview. He managed to uncover three problems in the software code which he then pointed out in the interview. He got the job. We bet he didn't interview with the original development team.
It's a given, however, that scarce skills are not getting any easier to find even with all the layoffs - few folks are capable of analyzing software let alone uncovering flaws so it is no wonder that hundreds of unqualified folks are applying for each of your openings. Hopefully, many of them will figure out that submitting blindly is a waste of everyone's time.
Perhaps if they had more tools to level the playing field as an alternative to simply caving to an employer's recruiting process, otherwise known as the Black Hole Syndrome. Imagine if job seekers could:
1. Privacy is Your Choice. It cannot be
compromised for someone else's convenience.
Protect it!
If they ask for your SS# before you have an offer,
make it up!
If recruiters can see inappropriate content on your
Facebook page, shame on you!
But if they do see it and don't hire you, threaten to
sue their ass!
It is just wrong to ask for personal information
before a company has made you an offer based on
your skills, knowledge and experience. It is not illegal
to ask in advance (not yet anyway) but it is dangerous -
to you.
2. Go Mobile, Explore the Cloud. Fake it if you must
(since nobody really knows what these terms mean)
Walk into your next interview with a Smartphone in
your hand.
Type '#job' and your two best skills on twitter's
advanced search page. Once you find a search string
for a job that reflects your interest, type '#candidate
[your skill and location preference] on your twitter page
each morning.
3. Stand in the Light Where Recruiters Can See
You. They seldom search in the dark holes.
Join the largest national association in your
profession and every chapter in your city. Get access
to every directory.
Ask yourself who would I call first if I were a
recruiter looking for me. Make that person your friend
and referral.
4. A Company's Employee Value Proposition
(EVP) is A Virtual Mirror. Look Into It!
Study it. Confirm it. Relate to it. Choose it or move
on. Use it.
5. Transparency Doesn't Mean Naked. Seek
answers to the "Great Questions" that affect your
decisions without embarrassment. Ask as if you
already know the answer and choose the firms that
can answer them.
Since only 17% of practicing engineers are
women, could you share with me your distribution by
level?
You seem like a firm that is committed to
developing its people. How many of your employees
in similar positions to this one were transferred or
promoted last year? How many left?
6. Know The Answers to 5 in Advance.
"Hi. You and I went to the same school but
graduated at different times. I'm interviewing for a
position in your firm later this week and, before I meet
with HR and the Hiring Manager, I would like to test
out a couple questions I have about your firm on you
and see what you think the answers might be." (Later,
ask if they will be your employee referral)
7. Bait and switch: Bring Your Network To Your
Interview.
"I want to thank you for the opportunity to meet with
you today. I learned a great deal about your position
and am certain than I am a good match. I'm excited at
the prospects for how my success in this job will
make a difference for the company and I look forward
to successfully competing for this opening.
While I'm convinced you will eventually see me as the
top candidate (and I would be happy to return to
continue the discussion), if for some reason you
decide I'm not the best fit as you go forward, let me
leave you with two colleagues' resumes.
These are Professionals in my network that I've gotten
to know. These are people I'm planning to continue
networking with once I'm established me in a new
position.
8. Patience. Timing is everything. Your Only
Location Preference Is "Open".
You cannot accept an offer that won't be made.
Only negotiate after the offer is in your hand.
9. You Cannot Shake Hands With A Computer. All
Relationships Have Touch Points.
Get out and meet people. Create an online journal
of those you meet or have met and touched in person
and keep them apprised at least monthly with an
upbeat two paragraph summary of the last 4 weeks
and the possibilities you are still developing
10. There is only ONE answer to how you got here-
Employee Referral.
Never, EVER again complete an application
without one.
Can you add to our top 10? The more outrageous the
better. Send your suggestion to
mmc@careerx
roads.com
We typically have a lot of trouble applying to jobs during our annual mystery job seeker exercise. In our case, if we can't figure it out maybe we shouldn't get hired. For others however, especially those with disabilities, not being able to navigate a firm's staffing pages could result in far more serious consequences.
One of our colleagues brought a short Powerpoint to our attention. Prepared by the OFCCP's Office of Disability Employment Policy (ODEP), it reviews the compliance requirements, rationale and resources available for making online applications accessible for people with disabilities. We recommend every employer check it out (along with the materials it draws on).
The ODEP presentation is fodder for a more in-depth discussion your website design team needs to have. We doubt more that 5% of the Fortune 500 complies with the entire check list below:
We believe disabled communities will become more organized and aware of their power to lobby for their constituents. More firms will be targeted on issues related to fair and reasonable access to employment opportunities.
At the ERE Expo, recently concluded in San Diego, Gerry announced on behalf of the ERE Foundation (now in its fourth year), that a check for $50k was being sent to the Central Asia Institute, an organization which promotes and supports community-based education, especially for girls, in remote regions of Pakistan and Afghanistan.
The charity's founder, Greg Mortenson, described his journey in developing his life's work in a book, Three Cups of Tea: One Man's Mission to Promote Peace, One School At A Time.
The ERE Foundation (Educate a Child, Feed a Career) raises money from recruiters through various events including an auction at the Fall ERE conference. If your firm has products or services to donate, contact ERE directly.
Copyright MMC Group © 1996-2009 all rights reserved.CareerXroads
The Staffing Strategy Connection
By Gerry Crispin and Mark Mehler
mmc@careerxroads.com - 732-821-6652