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?

 

Advertisements

Final Round Interviews

Screen Shot 2014-10-09 at 1.59.07 PM

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!

Interview Question: What was the worst career move you have made?

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!

What did I do wrong??

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!

Hiring Process [infographic]

Image

 

Let’s take a look at this infographic.  What this is saying is that: for every 1000 people that see a job posting, only about 100 actually complete the application.  If the company you applied to uses a resume scanning software, only 25% of those applicants make it through to a live human being.  Of those 25% that made it to a live screening, only 4-6 get selected to interview.  Only about half of those interviewers get selected for final round interviews.  And, only ONE gets offered the position.

The numbers are shocking, aren’t they?  

So, now you ask… why isn’t my resume making it through?  Simple answer: you don’t have the right keywords in your resume.  This is how a resume scanning software works.   A recruiter puts certain keywords from the job description (example: enterprise sales, solution selling, consultative, SaaS, Cloud).  Any resume that comes through the system that does NOT have those keywords, automatically get thrown into the “reject” pile.  The resumes that DO have those keywords, move forward in the process.

“But, wait!  I’m qualified!”

While not all companies use this scanning tool, the ones who do are looking to narrow down their candidate pool to ones that have the highest probability of being a match for what they are looking for.  

“What does that mean for me?”

Take the time an customize each and every resume you’re sending in.  It sounds like a hassle, but as statistics show, you’ll have a much better chance of making the “cut” if you can identify keywords from the posting and insert them into your resume.  It takes a mere 5 minutes, and can save you the heartbreak of another rejection email.

 

As always, keep your head up!  The search for your dream job isn’t easy, but it WILL be worth it!  

Respect

I have to say it.  I hate it when I find the perfect passive candidate, who says they are selectively looking, who seemingly is perfect for the role I sought them out for, who said they were mutually excited to chat… falls off the face of the planet.  I get it, though.  I really do.  You may have spoken too soon, or now your boss loves you, or what if your boss finds out you’re interviewing!  I understand completely.  But,  if you’ve changed your mind about your job search, just tell me up front and honestly.  

“It’s not you, it’s me.”

You have to treat a job search like a relationship.  You don’t know what bridges you are burning, so keep everything nice and respectful.  You wouldn’t dump your girlfriend by completely ignoring her for a few weeks, right?  

Don’t answer that.

Whatever you do, be respectful of the recruiter’s time, and it will pay off in the end.  The recruiter at Company A (that you’re not so excited about) may end up being the recruiter for Company B (your dream job) some day.   We don’t forget names.  We don’t forget faces.  

We will forgive you if you say our company isn’t a right fit for you.  But, tell us that it isn’t the right fit for you.

 

 

Developing Employees

 

A colleague of mine sent this to me yesterday.  Couldn’t be further from the truth…

Image

 

 

Companies that fail to invest in their employees will lose their employees.  Companies that fail to invest in their employees will suffer as a corporation due to high turnover, lack of motivation, and generally unhappy employees.  

I am a firm believer that companies should develop their employees… not to fear that they will use those newly acquired skills/expertise to leave, but to believe they will be a better asset to their company.  

What will you do?