[HISTORY] - [JOB SEARCH TIPS] - [NEXT MEETING] - [MEETING NOTES] - [RESOURCES]

Following text based on notes taken by Bill Stansfield and Myrna Faulds.

Human Resource Panelists: Sean Lally from CNET Networks, Candiece Lindstrom from Randstad Creative.

Company Background of Panelists
CNET Networks: 200 employees worldwide, 800 overseas. HR processed 6 offers letters just this week. At any given time there are 15 - 20 open positions.

Randstad Creative: 3rd largest employment solution company in Bay Area, 5th largest worldwide. 1200 offices in Europe, over 450 in US

Hires come from the following areas, in order or priority
a. Employment from Within: current and previous employees offered opportunity to apply.
b. Employment by Referral: applicant referred by current employee. High volume this way.
c. New applicants: resumes received from new job applicants. 20 or so get looked at at a time. Doesn’t mean the first 20, could be the last. Doesn’t necessarily mean the best. The odds can be very similar to Lotto.
d. Call back in action for recent open position: 3 ex-employees (called first), 10 referrals (culled through next), over 200 resumes (scanned). To sift out 20 resumes, will scan 50 - 60.
e. Note: WebGrrls (SF and Silicon Valley), CraigsList lists also get scanned. Guerrilla tactics are used as necessary when looking for specific applicant/skills level. Keyword searches are a powerful tool. Be aware of them.

The Hidden Job Market
a. Apply for a job at something you may not want. There maybe another job in the wings that are Not published that you Are suited for.
b. You need to have an in! Try to find someone who knows someone. Use networking opportunities such as those provided by NBMA.
c. Check links on Venture Capital (VC) companies websites/board of directors links for openings! Go to VC websites Portfolio links and check out postings for these startups. These usually don’t get looked at. Just be aware of the risk.
d. It never hurts to ask! For example, "Hi, I’m sorry for this unsolicited e-mail but I am looking for."

Job Descriptions
a. Positions evolve.
b. What is advertised and what is actually hired can end up being two different things.

Getting Noticed
a. Our speakers were split on the effectiveness of cold calling
b. All contact makes a difference: contact once via e-mail, go twice through a friend, go three times through another friend. To get noticed you have to be persistent.
c. Call five times if that’s what it takes to get name of hiring manager from receptionist.
d. Don’t be shy. What the worst they can say. What, ...you’re aggressive? We don’t hire aggressive people?
e. Send resume three times or follow-up.
f. Follow-up! Very important and keeps you in the mind of the recruiter!
g. Be creative! Successful hire case study: applicant used CNET ball tucked away on her website. The link was to a list of top 100 reason to hire them.
h. Always resend resume in follow-up e-mail contact. Don’t assume they have your resume, and that if they have it, they’ll find it — they won’t.
i. Hunt them down. There is no over the top!

Recruitment Agency Variables
a. Contingency vs retained vs in-house? Find out about the differences. Ask.
b. If you are using a recruiter/creative agency, make sure to set the ground rules. Tell them not to send resume without your express permission. Miscommunication here can harm you.
c. An agency that charges for their services is NOT a good agency! If they want to charge you..run away!

Resumes In Review
a. A No can take 7 seconds. A Yes will take much longer.
b. Cover letters are not the meat. Keep them simple and short. Sean does not read them!
c. Make the resume and cover letter are relevant to the open position. Resume reviewers find high proportion of resumes received do not address the needs/skills desired.
d. In the cover letter and interview. State why you are good at the role the company needs filled. Custom build. You should have at least 3 templates.
e. Focus on the current position being applied for. Rewrite your resume Each Time for Each new position. Make sure your resume reflects the skills they are looking for.
f. Companies screen people out. Frame yourself in the best possible light. Don’t give excuses.
g. Do not send attachments. If you’re not sure bout correct format, you may do both: ascii and attachment. Give reviewer the choice.
h. Scanning criteria:
1. Is this person local?
2. Do they currently have a job? Where are they today. It is easier to get a job if you Have a job.
3. How long have they been there?
4. What is their education? Does Not even have to be a college graduate but looking for whatever information this can provide.
5. Do they have marketable skills? What are they?

Before and After The Interview
a. Don’t piss HR off! It is possible to bypass HR, but be sure to include then in your communications!
b. Say to yourself: My Goal is to get an offer. What do I have to do to maximize my chances to get an offer?
c. Find out what the criteria are you will be evaluated against. What skills am I going to be measured against? Make sure to ask at interview.
d. Positions evolve. They will shift to hire a good candidate.
e. Be flexible about the position. The goal is to sit in the office.
f. If they want 40+ hrs., you say, "That’s great, because I’m working 120 hrs."
g. They say, "Can you start in a week?" You say, "I can start today!"
h. Your goal is to get an offer. Be as hirable as possible. "..I’m not saying to lie but.."
i. If yours is a case of being overqualified for a job, state how the company will increase your personal growth and how you can add value down the road.
j. When people say they are "containing costs" that means layoffs are around the bend. Layoffs are about reorganizing.

The Compensation Conversation a. Don’t give salary info away. Try not to reveal desired salary during the negotiation process.
b. You have two ears and one mouth. Use them proportionately.
c. Look at this as a tennis match. Always get the ball back to the interviewer! Focus on benefits, company culture, etc. to lob it back. Say you’re open to negotiation. Opportunity for you and the company should be the focus.
d. Do not focus on compensation. Focus on opportunity.
e. CNET’s first offer is their best offer. Although they are open to negotiation.

See Meeting Description

Following text based on notes taken by Myrna Faulds.

Success Story Panelists: Jill Nightingale from CNET Networks, Larry Pickard from WebWare Corporation, Ron Severdia from Delaplaine Creative.

Resources
a. Marin Tech Finders
b. Can’t find your work on a site for a no longer existent company? Check out www.archive.org.
Job Search Organization
a. Proven method: Use recipe cards to keep track of contacts. List name, contact info, date of last contact. Be consistent. One card per person.
b. Always follow-up on any contact with a Thank you letter. This demonstrates a certain level of civility.
c. Hold onto the HR person’s name. They can pass along leads if so inclined.

Getting Noticed
a. Call in even if they say not to. What have you got to lose?
b. You can always find Something wrong with a potential employer’s website. Write it in to them. Let them know. Doesn’t take a long time.
c. Determined enough? Build a website for when applying for specific job to answer to those needs. Perhaps have a template available for reuse.
d. Successful hire story: Applicant went in for an interview, found out potential employer was interested in developing an intranet, so developed a prototype intranet over the weekend. Went the extra mile. Spent a weekend basically without sleep... he got the job!

Resumes In Review
a. Avoid incorrectly addressed resumes. Recent example: Resume addressed to Razorfish actually sent to other potential employer.
b. Play the numbers game. What do you have to lose?
c. Use visual aids. Place your resume on a website.
d. Create a website just for your resume. www.yourname.com
e. Read the job description and answer to it in your resume. Don’t waste your or theirs. Example: Job posting received 1000 responses. 90% clearly did not match skill set desired. Read what’s needed. Answer to that.
f. Put yourself in the shoes of the hiring manager. Ask yourself what would You like to read or not read.
g. The 5:15 rule. Takes reviewer 5 minutes to read what it takes 15 minutes to write.

Before and After The Interview
a. Before going in for the interview, ask about attire: business or casual. Shows you pay attention to the details.
b. Always do a "leave behind": could be an additional document showing example of work.
c. Make sure every single person in the room is listening to what you’re saying. Make sure people are on board.
d. Stay positive. Surround yourself with positive people.
e. Smile when speaking on the telephone. People can hear your attitude come through.
f. Say "I want to work for you." Be clear about wanting the job.
g. You should get feedback on your interviewing techniques. Videotape yourself. Find out what your body is saying. Figure out what you want it to say.
h. Network afterwards. If you see an article that might be related to a potential employer’s industry or interests, send it in to them/send them link. Say, "Thank you, here’s an article that made me think of you." Get noticed.

The Compensation Conversation
a. Don’t give salary info away. Perhaps ask, "Well, how much would you pay someone with my expertise?" or "What is your scale and I’ll know if we’re in the same ballpark?"
b. You have two ears and one mouth. Use them proportionately.
c. Look at this as a tennis match. Always get the ball back to the interviewer! Focus on benefits, company culture, etc. to lob it back. Say you’re open to negotiation. Opportunity for you and the company should be the focus.
d. Do not focus on compensation. Focus on opportunity.
e. CNET’s first offer is their best offer. Although they are open to negotiation.

Miscellaneous
a. Difference between an entrepreneur and a job seeker? An entrepreneur creates opportunity. A job seeker looks for opportunity.

See Meeting Description