Jobing.com: Reno Community Blog

Hiring or Not - Don't Let Your Employment Brand Slide - Randy Anderson - Jobing.com Community Relations - Reno

Tue, 10 Nov 2009 23:00:00 GMT

This content is provided by Doug Mayes, Jobing.com Community Relations Director.

Fellow Employers,

In our tough economy, it seems that employers and HR professionals fall into two divergent camps, both of which can pose significant challenges and opportunities.

Camp 1. I'm hiring. With what news people call a "flood of talent" on the market, some will say you have an embarassment of riches. Some will say you have the opportunity to get the very best...on the cheap. However, you may feel quite differently. Perhaps you're overwhelmed with unsolicited responses. If you post a job, your email system goes berserk and you're so buried that you can't give people the attention required to make a strategic decision. Some candidates who are motivated by financial pressures from recent layoffs, are applying to all sorts of jobs indiscriminately further compounding the issue. You may be dealing with candidates who are bitter or feel entitled to a job. Just because they were a big deal at their last job doesn't mean they're right for your organization. I bet you're feeling this pinch, whether you'd admit it in polite conversation or not.

This landscape poses real management challenges for the HR professional. I was recruiting in the pharmaceutical biz when the 911 recession hit and I saw this situation play out with some of my clients. Some companies abused the buyer's market treating people like cattle, artificially driving down wages, and generally forgetting what it's like to be a job seeker. Although they got fat off the land for a hot minute, I think this treatment caused employees to behave like mercenaries. Since relatively little effort was made to create a compelling employment brand or establish engagement upon hiring, employees soon split for the next big thing. They felt "disposable", so they took their passion, skills, and brain power to the competitor down the street.

Other companies saw this as an opportunity to get the right people on the bus. They did this by communicating their employment brand. They built great employment pages on their websites that communicated their culture. Remember Google? Nobody did this better than Google! Southwest Airlines was superb as well. They invested in high-touch candidate application systems with automated email responses. They kept their name top-of-mind by being active in the community. They created strong relationships with colleges to ensure a pipeline of talent when the market inevitably tightened. All these branding efforts helped them whittle down the giant stack of resumes and make strategic hires. Thus, we came up with the basic equation of my business. Strong employment brand=Strong company.

Camp 2. I'm not hiring. Many wonderful companies have been set back on their heels. Hard working HR people in these organizations perservere in a pressure cooker of layoffs, personal uncertainty, and unemployment claims, all the while trying not to be a "cost center." God forbid you should appear too expensive. Touchy-feely things like an employment brand may be the last thing on your mind. They're the provenance of $500/hr consultants.

Careful now...although it may be easy to toss aside the brand you worked so hard to create, consider the risks. In tough times your employment brand is even more important. Candidates believe what they hear, especially if it's bad. What message are you sending to your potential candidates? Are you on top of your PR strategy? Is your company just recuperating between rounds, or are you down for the count permanently? Surely, you care about every single one of your employees and the way you treat them on the way out will help you or haunt you when this economy turns. Building your employment brand is never a bad investment and by doing this you'll be prepared to rocket out of the gate before your competitors when our economy rebounds. We must think strategically about all this stuff, even though things are wild right now.

Preparing for Your Next Interview - Randy Anderson - Jobing.com Community Relations - Reno

Tue, 10 Nov 2009 09:08:47 GMT

Congratulations on getting that interview! You’ve been sending out resumes and applying for jobs online. You crafted that perfect cover letter, found a position you qualify for and have been selected for an interview! That’s awesome! Celebrate for a few minutes but then it’s time to prepare for it.

Research – Do your best to research everything you can prior to the interview. Of course you’ll study up on the company but also look into their competitors and the industry as a whole. Find out as many specifics about the job as you can. See if the company website has info about the recruiter you’re interviewing with. Look for recent news articles too. You’ll touch on a few things naturally while interviewing. This will make you look good.

Questions – Write a list of questions to ask. Typically the interviewer will ask what questions you have toward the end. If they don’t bring it up go ahead and tell them you have a few questions. Having good questions shows that you care enough about the position to be well prepared.

What to Bring – Be sure to bring several copies of your resume. I would make it a point to also bring a few covers letters and printed references. Of course, store everything in a professional portfolio. Make sure you have a pen or pencil with you too.

Getting There – Confirm the address and print a map. Make sure you understand exactly where you’re going. Ask about parking beforehand. The last thing you want is to be late because you’re lost or didn’t know where to park. In case of emergency bring the company phone number with you. Call if you’re going to be late for any reason.

You’ve gotten your chance. Make the best of it. Good luck!

Make Extra Cash For The Holidays! - Randy Anderson - Jobing.com Community Relations - Reno

Tue, 10 Nov 2009 09:08:23 GMT

Need some extra cash for bills or gifts around the holidays? Have you considered a position with UPS??? UPS is hiring Part Time and Seasonal Package Handlers and Seasonal Driver Helpers at a location near you.

UPS offers exceptional perks and benefits for permanent Full AND Part Time employees, including paid healthcare benefits. Long-standing company policies, such as employee ownership, equal opportunity, and promotion from within, have helped to foster employee dedication, making UPS a preferred employer.

World’s Most Reputable Companies, Best Places to Work, 50 Best Places to Launch a Career, 50 Best Companies for Minorities are just a few of the Employer of Choice Awards UPS has received.

Being a part of our team is not just a career — it’s an opportunity of a lifetime. JOIN US!

Why Social Media Matters in Recruitment - Randy Anderson - Jobing.com Community Relations - Reno

Fri, 30 Oct 2009 08:56:02 GMT

This is a post by Jobing.com Social Media Manager, Brett Farmiloe. Thanks Brett

In case anyone was wondering what the fuss is with social media, here it goes.

What is social media?

Social media is an integration of words, pictures, video and/or audio with an element of human interaction. (Essentially, the words, pics, videos are the "media"...the human interactivity of commenting on a Twitter status update, tagging someone in a Facebook photo, watching a video on Youtube and forwarding on to your friends...that's the "social" element of the umbrella term, 'social media'.)

A couple other fun stats to throw around about social media:

3 out of 4 Americans use social technology - Forrester Research, 2008 (Meaning, not just Gen Y. This means that my mom and my dad are my friends on Facebook.)

Visiting social sites is more of a popular online activity now than checking personal email, Nielson 2009

93% of social media users believe a company should have a presence in social media (meaning, users are open to being a fan of your company on Facebook. It's not intrusive if your company is on there...as 300,000 businesses have found out on Facebook (currently, 300,000 business have Facebook pages)

Of the 4,000+ tools that can be grouped into the growing 'social media' bucket, there are only about 4 or 5 that matter when it comes to recruitment.

1) Facebook. The reason it matters in recruitment?

There are over 300 million users on Facebook.

There's no other social media site or tool that's better to brand your company. On a fan page, you can share video about what it's like to work at your company, show them what it's like to work at your company with photos, and you can post status updates that go directly to a fan's home page. Plus, there are a couple recruitment applications that integrate your jobs into Facebook and allow fans to share these jobs with their friends (Jobing offers this application, plug intended.)

2) Twitter. The reason it matters in recruitment?

You have to look at Twitter as a chat room and as a listening tool. You listen to the people you're following, and you chat with the people who are talking about your company by monitoring with tools such as Tweetdeck or Twitter Search. All Twitter is good for is for your company to interact with potential candidates so it positively impacts your brand.

3) Linkedin. The reason it matters in recruitment?

Allows recruiters to mine a database of resumes (aka Linkedin profiles) to find potential candidates.

4) Youtube. The reason it matters in recruitment?

Video arguably is one of the best branding tools for a company. Youtube is one of the largest search engines on the internet. Put the two together and you've got a winning social media site.

5) Myspace. The reason it matters in recruitment?

Myspace is the forgotten son of social media. The other week I was in Texas and asked a woman who was the HR manager for a call center if she had looked into using Myspace to recruit. She responded by saying that Myspace was full of pedophiles and teenie boppers...which may be true, but it still doesn't change the fact that more people go to Myspace than Twitter and Linkedin. The numbers and traffic alone make Myspace a tool to keep in the tool belt.

Whew! Those are the tools that are slowly changing the world of recruiting...

Brett Farmiloe is the social media manager for Jobing.com. He'd love it if you became a fan of Jobing on Facebook, and a follower on Twitter. Ecstatic, actually. Also, feel free to contact and connect with him on Facebook, Twitter, Linkedin, or by good ol' email (brett(at)jobing.com) for any social media questions.

Job Seekers Want to Hear from You! - Randy Anderson - Jobing.com Community Relations - Reno

Fri, 30 Oct 2009 08:55:29 GMT

As part of my job here at Jobing.com I receive a lot of feedback and comments from job seekers. The number one comment lately has been a lack of communication from employers. People who interview for positions aren’t hearing back from the employers. Often times, the interviewee has been told, “We’ll follow up with you either way.” These job seekers use words like frustrated, insensitive, demoralizing and inconsiderate. Most of them would love a simple note saying the position has been filled.

We’ve all been stretched at work recently as companies must find ways to become more efficient. Sending out a quick email to everyone who interviewed for the position isn’t that tough. It could come from HR or the hiring manager. The job seekers don’t care. They just want to know. If the fear is starting a confrontation use a no reply email address. Better yet, tap in to the potential of your ATS and let the technology work for you.

This little bit of goodwill can go a long way for your company reputation, referrals and even the bottom line.

Better Position Yourself through Education - Randy Anderson - Jobing.com Community Relations - Reno

Thu, 29 Oct 2009 07:46:50 GMT

What does it mean to “sell yourself”? It’s ensuring that your resume makes it to the top of the stack, or that your name is on the short list of preferred candidates. Sure it starts with a good cover letter. But does it really start there? It’s having confidence in yourself and your abilities in order to convince others that you are the perfect person for that incredible job that you really want.

In order to be the best, you have to know that you’re the best, and that means you have to do your homework. That’s right, education. There are many jobs out there but you may not have the right background. Well get it. You may be busy with a job that you don’t really want, but it pays the bills. Or you may be collecting unemployment for the time being, but that won’t last forever. Take a big tug on those bootstraps and earn the education that you need to better position yourself, professionally.

Going back to school… the idea is quite inspiring, really. But where will you find the time? You have it… you just need to carve it out of your schedule. The good news is that you live in the day-in-age of the Internet and what an awesome tool that is. Because of its widespread access, there are some really great online education options out there that offer you the opportunity to study wherever and whenever you want. The fact of the matter is, online education is booming right now and because of the competition, you have some excellent options.

So here’s the drill: finish your bachelors, get your masters, differentiate yourself with a specialized certificate in an up-and-coming field like Sustainability Leadership, Software Engineering and Networking, or go global with an international business doctorate. Do your homework. Research your options. You may be surprised at the educational opportunities that exist today within our pivotal global economy.

Sell yourself with confidence, knowing you have the right education. Research your educational opportunities at JobingEducation or learn more about one of our sponsored schools, UC Irvine - Extension or California (online certificate programs) or California Intercontinental University (CalU – online master’s and doctorate degrees). Use your time wisely to better your life and let the bidding begin!

The Social Side of Recruitment Advertising - Peter Weddle - WEDDLE's

Thu, 15 Oct 2009 09:54:26 GMT

The utility of social media sites as recruiting resources has been challenged by a recent Workforce magazine article on the compliance issues and potential adverse impact of over-relying on them. The social aspects of our profession remain important, however, even in what have traditionally been unsocial sourcing methods. Indeed, the Internet has actually created a social side to online recruitment advertising.

There are five dimensions to the social side of posting a job ad on the Web:

· The sites you select;

· The title of your posting;

· The content of your posting;

· The follow up communication with applicants; and

· The candidate experience that follows your advertising interaction.

What’s social about these advertising activities? Let me explain.

The Sites You Select

The key to effective online recruitment advertising is to initiate a social interaction with the right candidate population. And to do that, you have to advertise on the right sites. Unfortunately, there is no one site that will connect you with 100% of your target demographic. Shotgunning your ad out over the Web simply makes your organization look as if it doesn’t know what it’s doing. A better strategy, I would suggest, is to select 7 specific sites using the formula 2GP + 3N +2D:

· 2GP or general purpose posting sites where you can probe the full range of prospects online;

· 3N or niche sites where you can plumb the full depth of the candidate population—use one site that targets the occupational field for which you’re recruiting, one that covers your employer’s industry, and one that specializes in the geographic location of your opening; and

· 2D or diversity sites so that you ensure (and prove) that you’re making a good faith effort to tap all of the talent in the candidate population.

The Title of Your Posting

The title of your posting is your greeting to candidates. It’s how you introduce your organization and its brand as an employer. The surest way to get the interaction off on the wrong foot is to use bureaucratic position titles—Research Scientist VI—or unintelligible abbreviations and in-house jargon. On the other hand, you can effectively convey a “candidate friendly” message by providing a title which enables the reader to decide quickly and accurately if the opening is for them. Such a title has three elements that form the acronym LSS:

· L or the location of the job—generally people want to work where they live;

· S or the skill and skill level required to perform the job—Senior Pharmaceutical Research Scientist; and

· S or sizzle—some aspect of your culture, compensation system or community that will set your ad apart and make it especially intriguing or appealing.

The Content of Your Posting

The surest way to be viewed as an anti-social advertiser is to create a posting that is uninformative, incomplete, boring, filled with misspellings and grammatical errors, or all of the above. You’re trying to establish a relationship with the best candidates, so show them the same courtesy and respect that you would like to be shown if you were in their shoes. What does such an ad look like? It has five sections that form the acronym S-ABC-S:

· S, the Summary or first four lines of your ad are your invitation to top talent to read on—if you create an interesting and compelling message, they likely will (even if they’re employed), while the opposite message will ensure they won’t (and all you’ll get are the most desperate of applicants);

· ABC or the body of the ad—it presents the position’s requirements and responsibilities but does so from the candidate’s perspective, and what they want to know about are its Advantages (for them), its Benefits (tailored to them) and the Capabilities they must have to be successful in the role;

· S or the Sign-off is best viewed as a call to action—encourage the reader to take one or more of three steps: apply for the position, refer it to others (because top talent knows other top talent) and/or opt-in to an ongoing dialogue that you maintain with potential applicants.

The past five years have seen advertising, in general, become much more interactive and engaging, especially online. Those of us who are trying to sell the best prospects on our organization’s value proposition as an employer would do well to follow that trend and focus on the social side of our recruitment advertising. I’ll finish the last two of the five dimensions of that strategy in my next column.

Thanks for reading,

Peter

Visit me at Weddles.com

Peter Weddle is the author of over two dozen employment-related books, including Recognizing Richard Rabbit, a fable of self-discovery for working adults, and Work Strong, Your Personal Career Fitness System.

Keep in Touch with Talent - Randy Anderson - Jobing.com Community Relations - Reno

Thu, 15 Oct 2009 00:00:00 GMT

As a recruiter in today’s marketplace there’s no doubt you see a lot of great candidates. Some of them you just have their resume. Some of them you interviewed. At some point in the future, when unemployment shifts again, you’ll be wishing for the days when good applicants were easier to come by. What are you doing to keep in touch with these people?

I recall years ago a software company in California that received recognition for a system they developed to keep in touch with great applicants. Some candidates were narrowly edged out during interviews. Some were people honing their skills and would develop into future talent. Whatever the case, this company wanted the ability to stay in touch.

The organization designed a special page on their website which contained company information and the status of upcoming positions. They told people what skills would be desired in the future. A monthly newsletter went out via email. By adding a little marketing twist, people became interested in the company and were hopeful a position would open up fitting their skill set. People told their friends and colleagues about this cool company. Those people got in on the action.

You know how things turned out. The employment market tightened up. Good people, especially skilled people, were becoming very tough to find. The organization I mentioned was easily able to find the people they needed while other organizations struggled. They were able to move quickly, make great hires and the business prospered!

How to Deal With What Used to Be Called Failure - Peter Weddle - WEDDLE's

Wed, 14 Oct 2009 08:50:24 GMT

Most of us go into a job search thinking we may be a little rusty, but confident that, basically, we know what to do. Then you do it, and the galling indifference and humiliating rejection begin. Employers don’t acknowledge your resume submissions, executive search and staffing firms don’t return your calls, and recruiters act as if you are damaged goods. It’s hard not to feel as if you’re a failure.

And yet, you’re not. Let me say that again: You are not a failure. You are not a loser or a deadbeat or a flop. Your belief that you are (or your concern that may be) is based on two misconceptions. You think your career should unfold in a straight line. And, you believe that today’s job market is just like those of the past, only tougher.

Those views are widely held, and they are completely wrong. They may have been correct in the 20 th Century, but today, they’re as accurate as a stock broker’s predictions. So when you buy into them, you throw yourself into a well of defeat that leaves you believing that you’ve done something wrong. Or, that you haven’t done something right. Whichever it is, the conclusion you draw is the same: you’ve let yourself and your family down.

It’s a terrible self-indictment, and you don’t deserve it. Let me say that again: You are not a failure. Only you can get rid of that felling, however, and there’s only one way to do it. You have to clear up those misperceptions. You have to view the job market and the workplace as they actually are. Not as they used to be or you wished they were. Do that, see today’s world of work for what it really is, and you will turn what used to be called failure into what is now genuine success.

Correcting the Misperception of a Straight Line Career

You have probably never thought about it much, but if you’re like most of us in the workforce, you assume that a career will unfold today just as it did in the last century. Your progress in the workplace will trace a straight line. You’ll begin at point A and if you do well, you will move up to point B and from there, you will advance to point C and so on. Ever onward and ever upward.

The image of this traditional kind of movement, of course, was the career ladder. It prescribed one way up and you either kept moving along the rungs or you fell off, got pushed off or retired. The dynamic was Darwinian, but at least you always knew where you stood.

Well, that career ladder is now gone. It’s been tossed out by employers that can no longer support the human resource management infrastructure to manage your career for you (and everyone else). The straight line approach has, as a result, been replaced by the zigzag career. Ever forward, but not necessarily always up.

The image of this new kind of movement is the career jungle gym. As you may recall from your schoolyard days, the jungle gym had two alluring qualities. First, you got to pick your own way forward—there was no teacher and today there is no employer telling you where to go. And second, sometimes you might move straight up, but occasionally you would move from side-to-side and even down and around to get where you were going. There was no discredit, disgrace or dishonor in the path you picked, because (a) everyone got to pick their own way and (b) if you kept your eye on your goal, you would eventually get there. The same is true with your career.

Correcting the Misperception of a Normal Job Market

It would be reassuring, I guess, to believe that today’s job market is just like the ones of yore, only tougher. If that were true, we would at least know the rules of the game. Unfortunately, however, it’s not. The rules have changed, and we must adapt if we want to succeed.
Historically, we had a “come as you are” job market. In other words, the skill set you had in your last job was sufficient to find a new job. All you had to do, therefore, was update your resume, send it out to a bunch of employers, do a little networking around the edges and bitta-bang, bitta-boom, you would land a job that was as good as or better than the one you had before.

Today, the opposite is true. If you are in transition, the skills you had to be effective in your last job are not sufficient to find a new one. If you have any doubt about that, consider this: given a choice between two equally qualified candidates, one who is employed and the other who is in transition, recruiters will select the employed candidate 99.9 percent of the time. Why? Because, whether it’s true or not, they believe the employed person is more capable and therefore more likely to make a valuable contribution to their organization.

How can you overcome such a disadvantage? You have to reinvent yourself even as you are looking for a job. Update your skill set or add a new skill that will enable you to apply what you can already do in a broader set of circumstances. Enroll in an academic or training program or take a course from your professional association, and then, add that fact to your resume. Such a notation demonstrates that (a) you understand the importance of always getting better in today’s workplace and (b) you take personal responsibility for doing so. Those two attributes will help to set you apart in the job market and restart your career.

Looking for a job in the current environment is definitely frustrating and often discouraging. It does not, however, make you a failure. Let me say that again: You are not a failure. What’s happening today is simply proof positive that the rules of the game have changed. If you change with them—if you correct the way you look at the job market—you’ll have what it takes to turn what used to be called failure into the modern definition of success.

Thanks for reading,

Peter

Visit me at Weddles.com

Stay Positive, Ask Around and be Flexible! - Randy Anderson - Jobing.com Community Relations - Reno

Wed, 14 Oct 2009 00:00:00 GMT

A friend of mine recently lost his job. We spoke shortly thereafter and he was doing several things that really impressed me. I’m certain that he will find employment soon as a result.

1. Stay Positive – When losing a job, your first reaction might be anger, resentment, sadness, etc. The sooner you clear your mind of these thoughts the better off you’ll be. Wallowing in self pity will not help your cause. Instead, look for positives. Maybe you’ll really love your next job! Maybe your next employer will pay you better, treat you better or give you better benefits! Perhaps you’ll find a new passion!

2. Ask Around – My friend did a number of smart things right away. He spoke with his former co-workers about finding a new job. Several had suggestions based on things they noticed and had even interviewed for recently. My friend also visited the company he worked for prior to his last job. They are currently in talks about getting back together. Lastly, he shot an email to his address book mentioning his need to look for work again. I’m certain at least a few people will recommend a contact, resource or actual job opening.

3. Be Flexible – If you are currently out of work, take stock of how long you can reasonably pay the bills. Some of us are in better shape than others. Based on this, determine how flexible you must be. Maybe you’ll have to accept a little less money this time around. Perhaps you should consider a slightly different field of work. Take a transition job if that makes sense. Heck, I’d deliver pizzas, shuffle boxes in a warehouse or bus restaurant tables to stay busy and pay the bills. There are many things available that still allow time to focus on finding something you really like.

This blog was originally posted several months ago. My friend ended up taking a relatively low paying position with a retail store near his house. He intended to keep the job until finding something in his field. Since then, several other employees left the store and my friend developed a great rapport with the owners. He's been trained for all positions, was upgraded to full time, has received two raises and sees a management opportunity coming up soon!!!