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. Doesnt mean the first 20, could be the last. Doesnt 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 dont get looked at. Just be aware of the risk.
d. It never hurts to ask! For example, "Hi, Im sorry for this unsolicited e-mail but I am looking for."
a. Positions evolve.
b. What is advertised and what is actually hired can end up being two different things.
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 thats what it takes to get name of hiring manager from receptionist.
d. Dont be shy. What the worst they can say. What, ...youre aggressive? We dont 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. Dont assume they have your resume, and that if they have it, theyll find it they wont.
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. Dont give excuses.
g. Do not send attachments. If youre 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. Dont 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, "Thats great, because Im 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. "..Im 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. Dont 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 youre open to negotiation. Opportunity for you and the company should be the focus.
d. Do not focus on compensation. Focus on opportunity.
e. CNETs first offer is their best offer. Although they are open to negotiation.
See Meeting Description