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?
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!
I have gotten this interview question a few times in my career, and every time I thought to myself, “Well, that’s negative, isn’t it?” But, as you take a step back and think about why the interviewer is asking it, you begin to realize exactly what they are trying to figure out.
If you ask me what my biggest career move, this is how I’d answer:
Out of college, I entered the world of sales. I was good at it and made a lot of money. I made a natural progression into Recruiting. But, there came a point where I wanted to see what else I could do. So, I left sales/recruiting and was hired as the Executive Assistant to the CEO of a biotech company. It was a role completely foreign to me, but one that I wanted to explore. I wanted to see what else I was capable of.
Within a few months, I knew that I had made a huge mistake. I was miserable, and immediately started my job search. It had absolutely nothing to do with the company or the people I worked with. It was me.
I quickly learned that I was a proactive employee. I like being responsible for my day. I like knowing that I will “fail” if I don’t continue to put in work. I like knowing that the work I put in today, pays off tomorrow. I learned that some people are reactive employees, and like being given projects to be done on a deadline. I was not that person.
Being proactive is like a game to me. I’m competitive by nature and can’t just stand by and watch things happen. And, that’s how I landed back in Recruiting. My work is measurable and defines my success.
So, my “mistake”? Going outside of my comfort zone.
The real question behind the real question?… What lessons have you learned along the way?
As always… head up, chin down! GOOD LUCK!
Have you ever:
- Sent an email to a recruiter… and never heard back?
- Applied for a job… and never heard back?
- Interviewed… and never heard back?
Let’s face it, the answer is a resounding “YES” to all of the above. Don’t be shy. We have all been there. Even the best of us have struggled in our job searches. And that’s ok! So many times, I get asked “What did I do wrong?”
I can sum it up into one word: PRESENTATION. This applies to anything and everything involved in an interview process.
Imagine the following scenario. You email a recruiter, “Hi there, I’m intrested in the sales postion your posted on LinkedIn. Selling SaaS software is my life, and I can’t wait to here from you!” What’s wrong with this? You want me to believe you’re great at what you do if you can’t use spell check? Your crazy. (See what I did there? :))
Let’s try another scenario. You sent your resume into the “resume black hole”. Why didn’t you get a call back? I can go on and on and on about reasons why you didn’t. But, let me list the most common. 1) You weren’t a fit for the role. Did you read the job description? Do you have the required hard skills? 2) Your resume says another company’s name in the Objective. “I want to help build NOT-YOUR-COMPANY’S brand to it’s potential.” Great, good luck with that! 3) No contact information. Surprised? Don’t be. A lot of times, candidates do not provide a good phone number or email address for us to reach them. If we can’t reach you, how can you be considered for the role?
Ok, one more. You got the call back! Congrats! You interviewed with the team, thought it went well, and… nothing. I will say that it is NEVER ok for a recruiter/company to not provide you with an update to your candidacy. But what could have possibly gone wrong? You thought you had it in the bag! Again, PRESENTATION. Did you research the company? Were you an off-the-wall bundle of energy interviewing at an old-school, play-by-the-rules corporation? Did you wear jeans and a t-shirt to a super formal workplace? Perhaps your thoughts were all over the place, or maybe you were a nervous wreck.
The moral of the story is: presentation. Be diligent with you who present to your potential future employer. How do you want them to see you? What kind of person do you want them to view you as? What is it they will gain by hiring you?
As always… head up, chin down! Good luck!
Friends, we have all been there. The wonderful world of dating! Whether you are still courting your neighbor, flirting with every cute girl that walks into your office space, spending your time with your one-and-only (for now), or fully committed to Prince Charming… we have all “been there”. The trials and tribulations of dating teaches us so many things in life.
… Like how to job search!
What?! Seriously, Lianne? Yes! Let me explain.
PART 1: Finding the “one”
- Setting standards. As in dating, we need to know what we want. If you have no direction, how will you ever find Mr. Right? Take your standards and apply them to your job search. What are you looking for? What excites you? What is an absolute deal-breaker? What are you willing to compromise on? Do you have your heart set on anything?
- First impressions matter. Ask anyone about what they first noticed about their partner? For fun, I asked my sister’s boyfriend and he responded, “How put together she was compared to everyone else”. Couldn’t have said it better. What is going to set you apart from everyone else? How will the employer remember you, and not the guy who interviewed before you?
- Desperation stinks. Who wants a stage-five clinger? Don’t be that person. Employers want to know they are hiring someone with options, not someone who will take the first thing thrown at them. They want to know they are investing in YOU and what you bring to the table.
- Be yourself. You want your date to like you for who you are… not who you pretend to be. In the same regard, employers want to hire YOU! Not who you are pretending to be. Facades only get you so far.
- Two way street. Dating is a two way street. Do you like me as much as I like you? No? Then it probably will not work out in the long run. A job hunt is the same way. While it may work in the short-term, the company has to be just as much a fit for you, as you are for them.
- No big egos. Big egos are a turn-off in almost any situation. Need I say more?
PART 2: Stages
- Courting. Flirting with disaster? Luring the forbidden? Whatever you call it, you need to find a way to make them notice you! How will you do that? Wearing a big sparkly hat at the restaurant? Maybe. In a job search situation, being an industry expert certainly sets you apart.
- Dating. This is essential. It is where people learn about each other, where they learn whether or not they like what is under the makeup, where they determine if you fit their “standards” (see Part 1, #1). Dating is like interviewing. It’s a time for both parties to ask questions, to probe and to prodder about things that they want to know about, to find out what they love and hate about you.
- The Close. After a few weeks, you know you’re 100% into her. You want to spend all your time with her, and no one else. You know you’ve found the match! Now what? Close to deal. Make her your “better half”. Just as in dating, when you find that company that is a mutual fit, find a way to seal the deal. Sell them on your ability to transform their organization.
What do you think now? Dating and job searching are pretty similar, huh? That’s what I thought.
I wish you all a life full of happiness together 🙂
As always… chin up, head down!
I am an optimist. I always try to find the best in people… Until I encounter something ridiculous. I am always surprised by what I encounter on a weekly basis as a recruiter.
When interviewing with a company, the rule of thumb “don’t burn bridges” applies greatly. I had a candidate who was interviewing for one of my open positions. Seemingly great background, good personality match, and he and I had a great conversation. But, we aren’t moving forward with him… And here is why:
- Hung up on his interviewer. He was mid-conversation with the Hiring Manager (HM) when the HM asked a tough question about management, who he works under, etc. Understandable question since HM used to work for this candidate’s current company. The candidate must have been terrified because he quite literally hung up on the HM, and was not reachable after that.
- Was misleading about their employment. As mentioned above, the HM had previously worked at the candidate’s “current” company. I put current in quotes because the candidate was no longer an active employee. Naturally, we (recruiters) will find out as much as we can about a candidate through means of our own. As I’ve mentioned in previous posts… We know people, who know people.
- Hit on the recruiter. Check out the final email I received (below). This is not ok. Ever.
My advice? There is a way to bow out of an interview (or anything, really) gracefully. Don’t burn bridges; you never know when you will need that network.
Interviewer: Is there anything I can answer for you?
Candidate: No, I think I know everything I need to know.
Let’s face it. Do you really know EVERYTHING you need to know about the company you’re interviewing at?
You should assume that every interviewer will allow you an opportunity to ask questions of them. I urge you to ask them! Engaging the interviewer shows them that you are a part of the conversation, and that you are interviewing them as well. After all, you will have to be working with them. On top of looking like you are genuinely interested in the company and the team, it shows you came prepared.
Below, I list some of the types of questions you can consider asking your potential-future-employer:
- Future of the industry (ie: cloud technology, solar, potato powered cars)
- Growth of the company over the past few years
- Planned future growth of the company
- Company culture
- Team structure / hierarchy
- Opportunity for growth
- The interviewer’s career path
Things you should avoid asking:
- Salary (unless the interviewer brings it up)
- Benefits (unless the interviewer brings it up)
- Soft benefits
- Paid Time Off / PTO
- “Bring your dog to work” day
At the end of the day, remember that an interview is just a conversation. It should never be question-answer-question-answer. Make it interactive; make it a give-and-take. Don’t be afraid to ask questions mid-interview. Don’t be afraid to interject if you are confused about the job duties.
Just as much as the company is interviewing you, you are interviewing them.