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Who are YOU? New tools help employers/recruiters/interested parties find out!

As you probably  know, I have accounts on LinkedIn, Twitter, Facebook, and many more sites.  All designed to drive you back to me – when you are a) looking for a job (I love to meet cool, talented people) or b) need talent (I find talent and assess culture fit for sport, outdoor and lifestyle brand companies).  On all of these sites, you will find updates on what I am up to (related to work, career tips, personal life, weather, cool websites, etc.).  It gives insight into what I am thinking about…and, hopefully, insight into why you should make me your recruiter.

Last week, I happened upon a website called Tweet Psych.  It’s a website that psychoanalyzes your tweets to show “who you are.”  Check out mine:

Good to see the positive part.  Phew.

Oral fixation?  Narcissim?  Sexual Fixation??  Yikes!

 

See how it suggests other people that “think like me?”  Interesting!  I love twitter for the ways you can meet people (all over the globe) that you might never have connected with otherwise.

The only downside is you need 1000 tweets or so to be really accurate.  So, for me, it might be a while.  So, it’s rudimentary, at this point, but interesting, nonetheless. 

Read the blog on the science behind it here.

As it happens, last week I was recruiting for a Product Manger job for an HR Software company…and happened to interview candidates who make HR software.  Software that manages payroll, application process, background checking, etc., etc.  I learned that companies are working on developing background checking software that searches (quickly & efficiently) social media.  Certainly, this software (and it’s variations) will ultimately include a similar type of psychological analysis.   Perhaps even measure your rating against the “culture rating” of a company. 

This begs the question?  Who are YOU?  What do your statuses/updates/comments say about you?  Are you sending “Big Beers”/”slaps on the butt”/”Kinky kisses” to friends?  Are you a positive person? A negative one? Do you complain about your employer?  Your manager?  Badmouth your company?  Do you party a lot?  Are you a conservative/liberal?  Do you talk down your co-workers?  Have a positive/negative bias toward sex/religion/race, etc?  Do you believe in the right to choose?  Do you believe gay marriage should be legal?

Here’s news for you…whatever you put out there…”they” will find – and you will be judged by it.  And, they are working on new ways to analyze YOU.  So, think about it.

Manage your brand.  Brand YOU.  If you feel the need to be verbose, lock it down…as much as possible…but…know that it probably won’t do any good.

Ultimately, the truth is: you can't help but reveal yourself. (My favorite expression in recruiting!)

Think Strategically When Building your Network

Think about your network.  Who is in it?  Current and former colleagues, family, recruiters, volunteer organizations, gym friends, the person next to you in yoga, friends from college, your hairstylist, the person next to you on the soccer field sidelines, your tennis buddies.  You get the idea.  It’s everyone!

When thinking about your network (your circle of friends & acquaintances) – decide what you will use your network for.  If it’s a recommendation on a hair salon, restaurant, daycare, etc., it might be fantastic as is.  But, if it’s for your next career move, you need to think strategically – while you are still in your current job.  

Like anything, you need to decide where you want to go, before you can get there.  So, where do you want to go?  Perhaps you want to move up in your job– so, once you hit the top (or as high as you can go at your org)…where will you go next?  This involves a little research.  

Consider the following:

1. Take a look at industries and companies you may be interested in working for – and build a list.  Glassdoor is a great tool for this (though a little light in the sport/outdoor area).  It offers information on salaries within organizations, reviews on the companies, questions the company asks during interviews, and assessments on how hard the interviews are!   You can search by city/state, too.  A quick search on the Portland, OR area, yields 627 results (Are there really 627 companies in PDX? Nutty!)

2. Diversify.  Look inside and outside your current industry.  Your next career move may not be within your current industry (if you want to stay in the same location, keep the kids in school, support your partner’s job, etc.).  So, consider looking at industries that are complimentary to your current one – and add companies to your list.

3. Think geographically.  Perhaps your goal is to move to Southern CA at some point (beach, sea, sun…ahhhh).  Start expanding your network in the area to which you would like to move - now.

Start with LinkedIn – and link to all your friends, colleagues, associates, etc.  Then, start reaching out to people to build your network for your next opportunity.  Ask for introductions – and start meeting people now!  Interact on the message boards, go to face-to-face events (a great way to strengthen an online relationship)…offer to help others – and they’ll be ready to help you when you need it in the future.

Ask yourself: Will my network perform the way I want it to – when I need it?  If not, start strategizing!

Don't Try to Fit a Square Peg in a Round Hole

I read this Harvard Business Review blog article the other day and it really resonated with me.  The Reason?  Well, this is how my dad approached my report card.  Ignore all the A’s…and ask me why I got a B.  I know he meant well – but it always rubbed me the wrong way.

During my early years of management, I was a guilty perpetrator of this review format.  (The apple doesn’t fall far from the tree, I guess).  But it was a stint as a GM for a company where I learned the value of focusing on strengths.  I took the reins of a 100+ person company from a domineering “Do as I say” type of owner.  I came into an operation that had significantly low morale, full of employees feeling brow beaten in their roles.  What an eye opener!

The one thing the owner did correctly (in hindsight) was refuse to give me any “preconceived notions” about how things should be run, how the company was running right now, who the “players” were,  etc.   So, I walked in on my first day without any idea about who were considered the strong performers and who the owner felt should be out the door.  I began by meeting with my team individually and finding out their stories.  Naturally, everyone was pretty wary of divulging too much to the “newcomer” but gradually I built trust within the team and began to see what was really going on.

After a few weeks, my boss said she’d like to get rid of the team members that weren’t performing. In particular, one person who was heading up a division that was critical to our success.  A person, who in my opinion was invaluable, he did a lot of things really well, but was responsible for a few things that didn’t match up with his strengths. 

So, instead of trying to fit a square peg into a round hole...I "changed the hole." I switched around the responsibilities to maximize his strengths and minimize his “weaknesses” (giving him more responsibilities in areas where he shined and less where he didn't - and moving some responsibilities to another team).  And voila!  Immediate improvement in the use of company resources and in his job satisfaction.

When an employee is in a role where they are “in over their head” or responsible for areas for which they are not competent or not able to use their strengths, they feel it as much or more than you do as a manager (hard to believe I know).  They feel fear, shame, embarrassment, anger and resentment.

When looking at your team’s performance – think about whom you are “using” to the company advantage (and by default their advantage) and who you aren’t.  It’s your responsibility as a manager to draw out these strengths and help your employees succeed.  If they aren’t successful – they’re in the wrong role … and the onus is on you to make things right, if at all possible.

This “strength analysis” is, quite obviously, particularly important when hiring.  Think about your team in terms of their strengths…and assess what strengths you are missing from your team and hire for those.  Work with your recruiter on your needs – and make sure your interview process draws out the answers you will need to make a successful hiring decision. 

Your new employee, current employees, and company will thank you for it!

Creating Your Network (gag)

Last week, I did a webinar for the OIWC on “Creating and Maintaining your Network.”  It gave me the chance to think about networking and how I have incorporated it into my life.

When “networking” first became the big buzzword years ago, I went out and tried it…and hated it.  Yes, HATED it!  For me, it was all a forced, awkward, and orchestrated encounter – with a clear underlying motive.  To get something.  Even if it was only a business card, a name, whatever!  It was a nightmare for me.  

So, I wrote it off as something someone else should do.   (Someone desperate!)

Instead, I went about my merry way, meeting interesting people, connecting, staying in touch, reconnecting if it had been too long, making introductions, sharing stories, talking about industry trends, communicating news, etc.

Well, lo and behold…without knowing it, I had become an excellent little networker! Whoops!

Without even knowing it, I was freely and easily building a group of interesting business and personal contacts.  I challenge you to consider looking at networking a little differently – make it fun!  And, make it part of your lifestyle.  

Consider what  Penelope Trunk, said recently in her blog: 

“Even though Baby Boomers have been telling their kids forever to network. Networking is a dirty word to Gen Y. (Think about it: A Boomer says, "I'm going to a networking event." A Gen-Yer says, "I'm going to a party.") To young people, networking is sort of like job hunting: Both are for people who don’t have a grip, because if you’re smart, networking and job hunting are like breathing. You do it all the time, so you don’t need to talk about it. It only comes up if you stop and want to start again.”

If I were to choose between a networking event…or a party?  Party.  Definitely.  My mom’s always told me, “All you ever want to do is go to a party!” (this wasn't a compliment in her eyes).  Apparently, there was something to what she said.

So, don’t go out and "force" a network.  Relax, be confident, enjoy, meet people, make connections, go to parties, tell stories, make intros, share stories…and voila!  You’ll have a network.  And, as you make friends,  they will be more inclined to be part of your life – and recommend you for opportunities or introductions.

Easy peasy.  (Why didn’t anyone say this in the first place?)

Move the process along, people!

I spoke with a candidate today – that told me that he has been interviewing with the same company for several weeks now.  He spoke to the HR contact (3 times); then went in for an interview with that same HR person, and has yet to meet with the hiring manager; or in his words, “anyone who really knows anything about the job.”  This process has taken 3 weeks!

While it is a buyer’s market – and employers hold all the cards (at least for now), I encourage employers to move the process along as quickly and efficiently as possible.  Candidates are most excited about a job when first exposed to the company and position.  The more time that lapses between initial conversations and hiring decisions, the more the candidate begins to think that the company doesn’t have its “stuff” together.

When a candidate has to wait to get a decision on moving to the next step for a couple weeks – they begin to think that you are:

a) not serious about filling the position.

b) not really interested in them and are stringing them along until you find someone better.

c) are completely unorganized and forgot about them already.

So, once you start the hiring process, keep it moving.  And, if something changes – and you have to put a halt to the recruiting for a bit, the job is on hold, you have hired internally, or any number of crazy things that can happen – communicate with the candidate.

Candidates who receive consistent communication (even if it’s “I haven’t heard yet,” “the hiring manager has been sick,” OR  “we are still interviewing other candidates”) feel that they know where they stand and are a respected part of the process.

Don’t just leave it hanging.  It casts a poor impression on you, your company, and the employment brand.  I guarantee you that they will tell two friends, who will tell two friends…and it will make it even harder to hire the right person next time!

Creating a Job Search Strategy

When looking for a new job, we highly recommend you create a job search strategy. Lay out your game plan for finding employment and you will be more likely to find a job than if you just haphazardly send resumes to companies (aka "The black hole!").

1. Contact your recruiter.  Do you have a recruiter that you turn to for career advice? Building a relationship when you have a job can really help you when you need to find a job. Often, recruiters only want to talk with you when they are hiring for a position that you are a fit for, however, a good recruiter is always looking to build their network so they should always be open to people who need guidance/advice. Let your recruiter know you are back on the job market and see if they are working on any positions that you'd be a fit for or if they have any advice.
2. Make a list of companies that you want to work for. This list should have 6-10 companies that you think would be a good fit for you. Maybe it’s a company you always wanted to work for, that you admire or you know people who work there and love it.  Be sure to think geographically, too. If you live in the northeast, but don’t want to relocate, maybe applying for a job in Oregon isn’t a good idea. :)
3. Research those companies. A few minutes online, and you can learn a lot about companies that you are interested in.  Read their mission statements and value statements.  Do their values line up with your values? If not, try to find companies where you would align with their corporate culture. Many companies believe that you can’t teach culture.  If your culture doesn’t match the company, then you won’t be fit for the job. Make it easier to move through the interview process apply to companies where you have similar beliefs.  Do you do a lot of volunteer work? Apply to companies that offer 40hrs of paid volunteer time!
4. Once you have a list of 6-10 companies that you are interested in, check your network.  Do you know anyone at these companies?  Ask your recruiter if she/he has any contacts that they can put you in touch with for an informational interview.  If you know someone at any of these companies, let them know you are interested in a position at their company; ask if they are hiring & for what positions.  If they aren’t hiring, see if they can help you get an informational interview with someone in the HR or Staffing Departments.  Also, see if they would be willing to make an introduction to the leader of the department for which you would like to work.  In Sales?  Ask to meet the Sales Director.  In Marketing?  Ask to meet the VP of Marketing.  
5. If you don't know anyone at the companies you are interested in, check LinkedIn.  Search by the company name, and try to find people in the department you want to work in and reach out!  If they are open to receiving InMails, InMail them directly (fastest route to success) or ask for an introduction through a connection. Be sure to follow up with a request to connect directly and stay in touch.
6. Join professional development organizations that support your goals.  The Outdoor Industries Women's Coalition (OIWC) is a great organization in the outdoor industry.  The OIWC mission is to "equip, educate and support women in the outdoor industries to recognize their professional goals." With a membership in the OIWC ($45 a year) you can reach out and connect to leaders at companies in the outdoor industry for which you want to work! 

We all know how important it is to build a strategy in our job. During interviews people always talk about their ability to be strategic and tactical so try to be strategic in your next job search.  It'll give you a path to follow and we hope it helps you be more productive in your quest to find a new position.

Managing your References

I read an article this past week on the importance of references and wanted to add my two cents.  

The reference checking process is interesting.  Some companies wholeheartedly believe in them, while others adamantly don’t – as they believe “no one gives a bad reference.”  Sadly, this isn’t the case – as I have checked references on candidates that have come back negative.  And, have even said, “I don’t know why he keeps putting me as a reference!”  Yikes.  So, be sure you properly vet your references and/or prepare them for the reference check process.

Here are some tips on handling references:

1. Protect their privacy.  Don’t add your references’ names and contact information on resumes you post to the web.  They will get contacted (or spammed).  So, save them some grief.  And if they find out you were the cause, they may be upset.  I suggest you only give your references when it is time - post interview.

2. Fully prepare your references.  When you are at the reference check phase with a company, call your references before submitting their contact information.  Be sure to:

a. First, make sure you know that the reference you are giving is a “huge fan” and wants to see you succeed.  This will come out in their voice and energy (as well as speed with which they get back to the potential employer). 

b. Confirm they are willing to serve as a reference – for a specific position.  Yes, specific position.  Make sure you know they think you would be an excellent “Sales Manager” rather than an individual contributor.  They must have in their head (in advance) why you will be a good fit.  You need to provide this to him/her – as your reference won’t have any of these details (may not know the company, context, etc.).

c. Coach them on what you want them to say.  You probably know where the potential hiring company thinks you might fall short.  So, coach your reference to "shore up" this potential weakness in advance of the conversation.  Perhaps you are trying to get a job doing something where you have little experience – make sure your reference can provide examples of how you have tackled this challenge in the past (learned quickly, taken on a new responsibility with success, etc.). It’s critical that your reference not get blindsided and say the wrong thing.

d. Follow up with the reference after the call.  Thank them for their support and ask them what they thought of the call.  Any “sticky questions?”  This will give you insight as to what the potential employer is worrying about (if anything).

If you follow these guidelines, you are sure to win the job!  Good luck!

plum comments: I have posted my resume on "all the career sites" and no one is calling. What's up?

There are a lot of websites where can post your resume for recruiters and employers to find you, however, most of the sites require recruiters and employers to “subscribe” to access the database.  For example, action sport candidates may decide to post their resume to Malakye (great niche site, by the way); but recruiters must have a subscription to the site to view it.  It costs $825 for one month of access to their resume database.  To access Monster (National Search), recruiters/employers pay $975 for 2 weeks of resume search – but recruiters are restricted to viewing only 500 resumes! Careerbuilder charges $600 for 2 weeks access (300 resume views a day).  Expensive? You decide!  

In the current economic climate, many employers are cutting back and not subscribing to these databases, simply because they are hiring less, so your resume may never be seen.  

What should you do to make sure people see your resume?

We recommend you post your resume (profile) on LinkedIn, since it is free for all employers and recruiters. Post your resume and link to your friends, associates, former colleagues, etc., to improve your visibility. (You can upload your contacts to LinkedIn through their “Import Contacts” tools).  Be sure to invite us to join your network here and here!  We have a few thousand direct connections and by linking to us, you will be increasing your visibility exponentially.  

Finally, consider joining groups (as we have suggested in the past) to improve the likelihood of being found by recruiters and employers looking for people like you.

Looking for a new job? Tips for using Social Media...

Are you looking for a new job?

Here's a great article, courtesy of Mashable that has some sound and creative tips for getting a new job via social media.  And remember, when you "create yourself" online - think about it!  Social networks blur the line between professional and personal, so be careful what you put in your profile.  Check out our blog article from last September for more: Is your Social Networking Site Working Against You?

Growing your Network through LinkedIn Groups

Consider joining groups with like personal and professional interests.  When joining a group, you instantly expand your network.  

Go to your LinkedIn home page (www.linkedin.com), log in, and then, select Groups on the left hand margin.  LinkedIn describes a group as:

“LinkedIn Groups allows you to join and organize communities of professionals who share a common experience, passion, interest, affiliation or goal. LinkedIn Groups features offer members a private space to strengthen old business contacts, and to be introduced to new ones. The space offers a forum for topics to be discussed and solutions to be discovered. Group members are also able to communicate freely with one another through LinkedIn messaging.”

Once there, click on Groups Directory and start looking for groups that interest you.  Some of the groups that plum is a member of include:

Action & Sport Innovators

Action Sport Networking

Apparel Executives Forum

Brand Management

Brand & Communications Management

eMarketing Assocation Network

Global Fishing (gotta have fun, too, right?)

Innovative Marketing, PR, Word-of-Mouth & Buzz Innovators

Outdoor Business Network

Outdoor Sporting Goods Connection

Public Relations and Communication Professionals

Recruiting Professionals Network

Retail Advertising and Marketing Association

Sports Industry Network

and many more...

You can also find many alumni organizations (Nike, adidas, Timberland, and even NOLS).  This can help you reconnect with people you know from previous organizations. And look to see if your university has a group too!

You can choose to allow members of the group to inMail you directly.  (you can update this in your settings for the group - see below)

This increases your visibility amongst recruiters seeking you out in professional arenas.  You can join 50 groups (and once there, you can withdraw from those you aren't interested in...to add others).  Be sure to remove the logo from your profile (unless you want them showing) and determine whether or not you would like to receive a digest (daily or weekly) of communication from the group.  Consider creating a mail folder in order to keep your inbox from becoming cluttered.

There are some great groups related to apparel, footwear, marketing, sport, and outdoor!

Check them out and join to instantly increase your visibility - and your network!