Sales Hiring and Employment Advice

Tag Archives: recruiters

Are You Hungry For Success? Here’s How to Stand Out In Your Career
August 2, 2013
Sales Gravy

by Heather R. Huhman

Do you have a thirst for knowledge? Do you want to learn everything there is to know about your profession?

This type of drive is a form of curiosity many job seekers and professionals have. It’s what keeps people motivated during their job search and the desire to advance their careers. To be hungry for success is a great characteristic to have, and when you do, employers will notice.

If you’re trying to stand out to employers and recruiters during your job search, here are six ways where your curiosity will get you ahead in the game:

1. Show eagerness to learn. When you show your eagerness to learn, it displays how serious you are about developing your career. You can do this by continuing to attend informational interviews and job shadows. If you are currently in an internship, show your boss you are hungry for more by asking questions and having the enthusiasm to learn.

2. Stay current in the news. Every professional needs to stay current in the latest news and trends. Wherever you go, by staying on top of the news, you will be able to carry conversations during networking events and build connections with people. It’s also a good idea to pay attention to the latest trends in your field. This way, you will continue to learn new things and develop an interest in a variety of topics.

3. Reach out to employers about job openings. It doesn’t hurt to ask an employer if they have job openings available. Many times, job listings go unnoticed because they aren’t advertised on job boards and social media. Show you are proactive in your job search by reaching out to recruiters and employers about opportunities.

4. Develop your skills. Throughout your career, you should make it a priority to develop your skill set. As the workforce advances, you need to make sure your skills are up to par when you enter the job market. Job requirements continue to change each day, so make sure you are doing your best to develop your skills.

5. Discover new ways to challenge yourself. Do you ever wonder how far you can push yourself? By thinking of different ways to be challenged, you can discover new strengths and even weaknesses regarding your work ethic and character. It’s good for you to have an idea of what your talents are and what your potential is.

6. Think outside the box. Don’t be afraid to try something new during your job search. Whether it’s applying for a different job from your expertise or looking for a position in a different city, think of new ways you gain experience for yourself. Your career will continue to evolve over time, so be in tune with yourself and think of different ways your career path can go. Who knows, maybe you’ll go in a completely different direction in your career than expected.

To have curiosity in your job search can be a powerful tool. Employers want to see candidates who are passionate about moving forward in their career. If you can find different ways to stay hungry for knowledge and continue to be a lifelong learner, you will find your career to be much more rewarding.

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Heather R. Huhman is a Glassdoor career and workplace expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is also the instructor of Find Me A Job: How To Score A Job Before Your Friends, author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), and writes career and recruiting advice for numerous outlets.

Why Employers Need to Think Outside The Box to Grow Business
June 7, 2013
Sales Gravy

By Donna Fuscaldo

In order to grow and succeed, employers need to think outside the box – and that applies to hiring, too. You want employees that fit in with the culture of the company, but you don’t want a bunch of “yes” men and women who don’t deviate from the status quo.

“Companies need someone from the outside who has done it in a different way,” says Mark Jaffe, president of Wyatt & Jaffe, the executive search firm. “They need an infusion of other DNA that is compatible with their DNA but not identical.”

Diversity matters, but what it means to a company has changed over the years. In the past diversity was all about recruiting more women and minorities, but now it’s about attracting people from outside industries or backgrounds who can bring their experiences to the table. Companies that are serious about diversifying their talent pool know that the more willing they are to expand their horizons the better chance they will have of getting new ideas.

But, before a company can diversify, it needs to first determine how it wants to do that and what are the benefits of doing so. It’s not enough to diversify for the sake of diversification. There has to be a clear reason and value-add to hiring people outside their previous comfort level. 

The employers have to ask themselves: “What do I mean by diversity, and how will this benefit our business whether its service-, retail- or informational-oriented,” says Pat Sweeney, human resource manager at Old Colony Hospice and Palliative Care. “It’s important especially if you are visible and want the public you’re serving to see you are representative of them.” Take Sweeney’s company for an example. The hospice is located in a community that is home to vast array of ethnicities and religions, which is why the company goes out of its way to ensure the workforce matches that demographic. “It’s no longer one homogeneous group of people, it’s a mixture of many backgrounds,” she says.

In the past it was easy to find workers that matched the demographic of the company, but long gone are the days of placing ads in newspapers. These days, recruiters have to rely on job fairs, local colleges and universities and the Internet to find that talent, says Sweeney. “When it was print ads you could target neighborhood newspapers and specialty publications, but since recruiting is rarely done by print media you have to rely on technology, social media and employee referrals,” she says. “You have to go to the career fairs that will draw a wide, diverse labor market to it.”

Even more challenging to companies is diversifying to bring in different skill sets or different ways of thinking. After all, if the company operated in the same industry for decades and all it knows is that field, then their knowledge of the outside world will be limited. According to Jaffe, one way to tackle that is to look at other industries to find the right talent. “If you are in the agriculture business, maybe hire somebody that comes out of the consumer electronics industry who understands supply chain management,” says Jaffe. That person might not do exactly what your company does but he or she may possess the generic skills needed plus success in applying those skills in a different way. Jaffe points to the early days of the Internet as an example. Some of the most successful dotcom companies were run by non-tech CEOs.

To find those stars of other industries, employers have to do their homework to come up with a list of respected people in supply management, marketing or whatever role they are looking to fill. Once the company zeroes in on who it want to hire, luring them could be easy partly because of diversity. “If you’re trying to turn around your airline, you say to the person, ‘do you want to be a consumer electronics person for the rest of your life, or do you want to stretch yourself and expand your horizon,’” says Jaffe. Often people will jump at the chance to broaden their skills and resume.

Companies can even tap executives from competitors to diversify if the culture is different or the business approach varies, but for leaders in an industry they have no other choice but to look in other fields. “If you’re Starbucks would you go to the number two, three or four in your category to recruit people?” says Jaffe. “Why would you if you’re the top team?”

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Donna Fuscaldo is a freelance journalist hailing out of Long Island, New York. Donna writes for numerous online publications including FoxBusiness.com, Bankrate.com, AARP.com, Insurance.com and Houselogic.com. As a personal finance reporter for years, Donna provides invaluable advice on everything from saving money to landing that dream job. She also writes a weekly column for FoxBusiness.com focused on technology for small businesses. Previously, Donna was an equities reporter for Dow Jones Newswires and a special contributor to the Wall Street Journal. Through the Glassdoor Blog, Donna will provide tips on how to find a job and more importantly keep it.

How to Make Good Business Sense on Your Employment Profile
January 6, 2012
Sales Gravy

By Kevin W. Grossman

Tell a story, keep it real and make your business case.

“If there are employment gaps or stints shorter than a year, screen ‘em out.” “Why?” I asked.

“Because that means there are deficiencies, problems and/or they’re flaky job jumpers and can’t be trusted. We’ve got clients to service with viable candidates with continuous work, and that means at least one year per job,” the client services manager answered.

I frowned. “But, what if our matching software identifies them as viable candidates? Shouldn’t we still keep them in the short list?”

“No, screen ‘em out.”  “But that doesn’t make good business sense until they’re at least moved along the funnel and at least phone screened.”

The manager laughed. “Are you serious?”  Yes, I thought. I am.

That was almost 12 years ago when I worked briefly as an internal sourcer and recruiter for a recruiting software and services company.

I thought it was unfortunate then just I think it unfortunate now how we still hold these gaps and job hops against job applicants, especially those who have been out of full-time work for any length of time, even if they’ve cobbled together part-time or project work just to stay alive. (The contingent workforce is on the rise.)

Sure there were 120,000 jobs added last month, which seems like a job market that’s simmering, but 8.6% unemployment barely makes for an electric hotplate. Another 315,000 walked away from their job searches last month.

Or maybe there are those of you, like me, who’ve walked away from full-time jobs and experimented with entrepreneurial endeavors and self-employment and contract work, and may even continue to do so. Then begins the riddling of your resume with slight disfigurements that can be quite misleading. Wait, did I say resume? I meant your portable online profile.  Remember, I want the resume to die.

Here’s my advice to you job seekers who have any or all of the above in your work history:

Tell a story, keep it real and make your business case.

I mean, I can’t help you with backward employers whose HR pros, recruiters and/or hiring managers don’t look beyond the bullets on the paper, but you can still help yourself in the telling. I’ve been a writer throughout all previous professional incarnations, and still am, and although I’m learning every day, I understand a little about the mojo of good story.

For starters, do you know that section in your LinkedIn profile titled “Summary”? That’s an opportunity for you to do more than just say I’ve done blah, blah and blah, because that’s one of the first things folks scan when they’re looking at your profile, besides your picture. (And yes, it could be your “summary” atop your resume, if you insist.)

Use the professional “Summary” sections across all your online networks to immediately highlight:

  • Your career objective/s and/or what you love to do.
  • How your previous and current experience validates your career objective/s.
  • Your results and accomplishments and how they could benefit a future employer, partner and/or investor (hey, you never know) even if you’re not “in the market.”
  • Your personal interests and how those round out your world as well as for a future employer, partner and/or investor.

I’m working on mine even as I write this article. Write economically but make sure not to be too vague; specificity and the right keywords are critical for you to be found and get read. Use your voice and keep it real.

It’s really a never-ending story, one that you should review and revise regularly at least every few months to ensure you’re making your business case.

Because no one’s going to make it for you.

Kevin W. Grossman is the Chief Marketplace Evangelist at Fisher Vista, LLC and HRmarketer.com where he leads the strategic HR B2B marketing and business development initiatives. Kevin is also founder of Marcom HRsay, an HR B2B blog for the real world focusing on what helps the people thrive and businesses grow. Kevin has more than two decades of business experience including more than 10 years of HR marketplace experience. Kevin is a Top 25 Online Influencer in Human Resources according to HR Examiner as well as a prolific “HR business” blogger since 2004 primarily on Marketing to HR and Marcom HRsay. He has authored multiple articles on HR, leadership, HR technology, talent acquisition, talent management, workplace culture and much more. He’s also a partner and collaborator of the TalentCulture community with as well as a co-founder of the online Twitter chat #TChat and #TChat Radio.

The Glassdoor Team is a small yet seasoned group of individuals looking to provide greater transparency into one of the most important aspects of our lives – our jobs. Contributions to the blog are designed to present a unique perspective on current events, offer commentary on the inside workings on specific jobs at a multitude of companies, and provide details on the latest happenings from within Glassdoor.