It’s an “evolution”

My husband and I are firm believers in “evolution”. I’m not talking about the process by which living organisms are thought to have developed and diversified over the course of history, but rather the process by which we live and set goals. Let me explain.

 

Every year, every birthday, every job, every home, every time in our lives we should strive to make it better than the last. Like most things in life, evolution is never linear. But to trend upwards, to be able to say that I’m healthier, happier, more engaged, more “complete” today than I was yesterday makes me incredibly happy.

 

I’ve been lucky that, throughout my career, I’ve been able to make this same kind of upward trajectory. There have certainly been times where I questioned what I was doing, why I was doing it, and for whom I was doing it for. Over the course of the last 13 years, I lived by something an old mentor told me, “Strive to make yourself uncomfortable. That’s where you’ll grow the most.”

 

I have made a lot of mistakes, leapt (and tripped face first) over hurdles, turned my back on opportunities, and have jumped because someone told me to. Every single decision I have made, good or bad, has led me to where I am today, and, for that, I am thankful.

 

We may not all start off in a career/job that we dream of, but the ultimate goal is to get that place where everything feels “right”. I encourage you to make yourself uncomfortable.

 

Try something that you didn’t think you’d do… professionally, or personally. Be like Nike and “just do it”.

 

 

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2018 SKO Reflection

Allow me a moment of reflection.

 

This week, Pluralsight held its Sales Kickoff in Orlando, Florida. Over 300 individuals in the sales organization, together under one roof, celebrating the huge year we had in 2017 and planning for 2018 success. To hear the tremendous feats that we accomplished this year left me walking away from each session with a smile.

 

What made me smile more was meeting many of the 200+ sales hires my colleagues and I have made over the last 12 months. Those individuals who made an impact in 2017. Those individuals who will make a huge impact in 2018.

 

But, what made me smile even more was the fact that every single person we met was here for the same reason… and that energy overflowed! They all believe in what we are trying to accomplish as a company. They feel the passion that exudes from our leadership. And they all want to work together to lead towards success. The intensity is contagious!

 

As we move into the week after Kickoff, I leave you with this message…

 

Find a company whose mission and values you can truly stand behind. It is then you will do the best work of your life.

 

Love what you do.

 

 

Recruiting is like sales

I come across profiles of candidates who I think would make great recruiters. . . but their background isn’t in HR/Recruiting. How can that be, you ask?  It’s simple. Recruiting is JUST like sales. The roles are analogous; they are one in the same.

Hear me out.

Sales / Job description

  • Identify target audience (enterprise, mid-market, small business, tech, healthcare, finance, government, etc)
  • Prospect and cold call
  • Follow up on warm leads (ie: inbound leads)
  • Peel the onion and find pain points
  • Close business
  • Get contracts in place

Recruiting / Job description

  • Identify target audience (sales reps, field marketing, financial analyst)
  • Prospect and cold call
  • Follow up on warm leads (ie: inbound applicants)
  • Peel the onion and find pain points
  • Close candidate
  • Get contracts in place (ie: employment contract)

I’ve seen a number of people successfully make the move from sales to recruiting and they’ve done amazingly well. Sales is a grind. But, guess what? So is recruiting.

I made the change from sales to recruiting back in 2007 and haven’t looked back. I loved the grind and I loved the commission checks, but something was missing. Read more here.

What do you think? Are sales and recruiting closely aligned?

 

Final Round Interviews

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As this quarter starts coming to a close, I have a handful of candidates entering final stage interviews.  They will meet the CEO, and we will either pull the trigger and make them an offer… or they will be left by the wayside.  With that in mind, I thought I’d take the time to shed some light on these nerve-wracking final interviews and give you some insight from the “inside” (generally speaking).

So, you applied for Position ABC at Company XYZ.  You’ve been through a phone screen, a 1st round interview, a 2nd round interview, perhaps a 3rd round interview, and you’ve been invited back for a final round!  Congratulations!

If we take a look at this logically, you would not have made it as far as you have if a) they didn’t like your resume b) you weren’t able to showcase your expertise, or c) they didn’t like you.  I bet that’s some weight off your shoulders, huh?

“But my final interview is with the {enter fancy title here}!!!”  How is this any different from the former interviews you have encountered?  This {enter fancy title here} is just another human being, just like you are.  And, if you’ve been following my blog for a while, you know my favorite saying… it’s just a conversation!

What can you expect in a final interview?  Great question.  If you’ve made it this far, the team is confident in your ability to deliver what is needed in the role.  They know what they want, and you have it!  Below are some general things final interviews are looking to cover (not an exclusive list):

  • How much do you want to work here?  Very important information.  There are the people who are running away from their current jobs, and then there are the people who are running towards this new opportunity in front of them.  Most companies want the people who are running towards them versus the other option.  Running away is never a good sign.  Why are you running?  What will happen here if you find yourself hating your job?  Will you run?  Tell them – better yet, show them! – how much you want to work there.  Show your excitement for the role, the company, and express your genuine interest in the industry.
  • Career path.  What’s the end goal for you?  We have to make sure our expectations align.  If you are coming in today as an Account Executive, and want to be CEO in the next 2 years… I’m not sure this is the place for you.  If you are coming in today as a Financial Analyst, and 3 years down the line you want to be a Finance Manager… let’s keep talking!  Make sure you know where you are, and where you are going.  Make sure the company lines up with what you want for yourself.
  • Culture fit.  What does this even mean?!  A company’s culture defines them.  It is the characteristics, values, and beliefs that make them who they are.  It is the “personality” of the company, if you will.  Do you fit into that personality?  Does it fit you?

As with any interview, come prepared with questions.  Show your interest in the company, and show you’ve done your research.  Interviews are two-way conversations.  As much as we are interviewing you, you are also interviewing us.  Take your time to get your questions answered, and we will do the same.

As always… head up, chin down!  Good luck!

I never heard back. Why?

There comes a time when everyone thinks, “I thought I interviewed well.  What happened?  Why didn’t I get through to the next round?”  I think it’s human nature to always be asking “why”.  Let’s split this into a few scenarios:

You submitted your resume, but never heard back.  Why?

  • Before I make the decision to email/call you back, I look at your Facebook page, your Twitter profile, your blog posts, your Google+ page.  I Google you.  I have seen the rants about your job, how much you hate your boss, how you can’t wait for the day to be over.  I have seen the, sometimes, “unclassy” pictures of your drunken stupor from last weekend.  Would you hire you after seeing these things?
  • Your grammar.  Did you pass 2nd grade?  If so, I expect you to know the difference between “their”, “there”, and “they’re”.  Not only is this a poor reflection on you, but I risk my reputation as a recruiter as well.
  • Your resume is hard to read.  Why is it not in chronological order?  How long did you work at XYZ Corp?  When did you leave XYZ Corp?  Why is the font so small???  
  • Your resume is lackluster.  I can tell when you just copy a job description into your resume.  That’s great.  But tell me what YOU did in that role.
  • Your resume lacks information I want/need to see.  You’re in sales, and you don’t tell me how AWESOME you are at closing deals?  Why not?  Are you not proud of your accomplishments?  Things that make me go “hmm” will quickly put you in the reject pile.  

I had a phone interview with the recruiter, but never heard back.  Why?

  • You didn’t do your research.  Tsk tsk.  Always – ALWAYS – do a little reading on the company you’re interviewing with beforehand.  Know what their offerings are, know who their target clients are, know what questions you want to ask.  What else can you research?  The recruiter.  Find out where they went to school, their career history… use it to your advantage.  Build rapport with them off of any commonalities you might have.
  • You talk too much.  Long-winded answers rarely get you anywhere.  Why aren’t you listening to questions I’m asking?  Why aren’t you answering my question directly?  What are you dancing around?  Nerves are hard to overcome in interviews, I get it.  But you have to listen for cues.  What is the recruiter asking of you?  What kind of information does the recruiter need to evaluation your background? 
  • Your answers sound rehearsed and redundant.  Are you telling me the same thing using different words?  Have you said these sentences/phrases over and over in front of a mirror, and in every interview?  We can hear these nuances.
  • You don’t follow directions.  I found you on LinkedIn, I already have access to your profile.  When I ask for a resume, please send it to me.  Don’t direct me back to your LinkedIn page.  Not following an “ask” is a tell-tale sign of how much you want something.  
  • You interview poorly.  I have said it a million times, “interviews are just conversations”.  We are here to learn about each other.  I talk to some candidates where I feel like I’m trying to pull teeth.  Brag about yourself!  Be confident in your abilities.  Ask questions right back at the recruiter.  Just as we’re interviewing you, interview us!

I had an interview with the hiring manager, but never heard back.  Why?

  • Lack of detail.  By the time you’ve gotten to the hiring manager, they are looking for details on why you’d be great at a job.  If you can’t back up statements like “I’m a successful sales rep” with things like “I achieved 200% of my quota YOY by continuously prospecting my territory, fearlessly hunting and cold calling, and continuously analyzing my plan of attack”, the hiring manager isn’t going to be able to assess how well you’d do here.   
  • You didn’t send a “thank you”.  Call it what you will.  Some hiring managers don’t care.  Some do.  Some make it a “mandatory”, while others are just a “nice to have”.  But, why not increase your chances by taking 2 minutes out of your day to email them?  Show them you want it!

Job searches are hard.  Some would say, interviews are harder.  They’re stressful, they put you in a position of vulnerability.  Approach your job search like you would any other tough situation in life — head on!   

Remember… head down, chin up!  

 

This is why I love what I do.

Let’s start off with this.  For those who haven’t read my blog on the importance of candidate experience, click here to read why I think this is so important.

I’ll give you a minute to read.

Today, I received an email from a candidate I’ve been working with for months.  I’ve said it before, and I’ll say it again.  Candidate experience is my #1 priority.  I would rather hire less people and give them 100% of my efforts, than to hire a ton and to give them 50%.

Emails like the one below make me happy.  They let me know I have done right by (one of) my client.

 

To all the candidates out there, don’t hesitate to show your recruiter some love.  They really do appreciate the kind words, and it makes our day!

Burning Bridges, Part III

People continue to amaze me.  And, unfortunately, not always in a good way.  

LinkedIn is, as defined by Google:

… the world’s largest professional network with millions of members and growing rapidly. We can help you: Establish your professional profile and control one of the top search results for your name. Build and maintain a broader network of professionals you can trust.

The key word here is “professional network”.  A professional network, as defined by Wikipedia:

… is a type of social network service that is focused solely on interactions and relationships of a business nature rather than including personal, nonbusiness interactions

Check out this beauty of a LinkedIn message I received on Friday:

BURNING BRIDGES.

Since when has LinkedIn started allowing this?  I guess they don’t and can’t control what people do.  But… What made this person think it was ok for them to solicit an “honest and happy relationship” on LinkedIn?  Let alone, send it to about 10 different people in bulk?  

If being a recruiter has taught me anything, it is to personalize every message you write to target your audience.  This person obviously didn’t heed this lesson.  Oh, the irony.