What Does the Recent JobsInME Survey Mean to Employers and Candidates?

I participated in the survey that JobsInMe conducted this spring and was pleased to see that most hiring managers agree that fit and personality are key to getting the position. In the article, JobsInME's Margaret Hansen said that "personality and fit for a particular job get a higher score".

Absolutely.

In this market, there is a tendency to apply to "any job that's close" and to talk the hiring manager and yourself into a particular job because you need one. This rarely works out for anyone. At worst that could cause you to fail at the job and get fired. Other potential outcomes include leaving voluntarily when the "right" job comes along and having a short job on your resume for years; or staying where you aren't happy and aren't celebrated.

Margaret points out how important it is to know yourself and what would be the best opportunity for you. I suggest that job seekers take the time to list all the aspects of their perfect job: duties, potential for advancement, location, pay, hours, environment, type of company, etc. Once you've created that list, refer to it often. If you've worked in a corporate setting and dream job is at UNUM, you don't want to accept a position at a small locally owned firm with 10 people. You won't be happy there.

Employers, will this new hire work in a noisy setting with a lot going on all the time? Or is the office isolated and very quiet? The same person will not be happy in both environments. Be honest, but not discriminatory. Fit is about company culture, assigned tasks, environment, dress code, communication style and other such aspects. The full-charge bookkeeper who has worked for 12 years in a small, very professional law office may not easily transition to a gritty environment in a car repair shop. The skills may be the same, but the fit must be considered. Once you and your team have identified what type of person would best fit this organization, make sure the entire process from advertising to interviews and reference checks screens for these attributes.

Candidates, even if you are the best potential fit for the organization, they will never know if you don't show them that in your cover letter and resume, of if your cover letter or resume have serious errors. There is simply no excuse for mistakes in these documents. Read the ad carefully and refer to the most important aspects mentioned. If your personality and fit seem to meet those they are seeking--for heaven's sake let them know! Don't simply drag out a generic letter that doesn't address their specific needs.

If the employer stated that the new hire needs to be ready to turn on a dime and change focus easily, mention how you thrived in a similar previous setting. If you are the bookkeeper mentioned above and your family owned an auto repair shop for years, highlight that aspect of your experiences in your cover letter--if you really want to move back into that environment.

Hiring Well takes time, effort and energy. Get it done right the first time, by knowing in advance what would be a good fit for you or for your company.

Parental Support

One of the great things about being a Hiring Consultant is the opportunity to meet so many interesting people -- business owners, managers, and candidates. This week I had the opportunity to talk with someone who didn't fit any of those categories when the father of a potential candidate contacted me.

It happens more than one would think. At least a few times a year a mom or dad will call, generally because their "baby" lives out of state and has expressed an interest in moving back home to Maine. Often moms are all over that and start doing the research, checking out JobsInME, networking with friends, and calling people like me. This may or may not be great for the family dynamics. I can assure you that it is never a good tactic for a job search. The contact this week reached new highs (or lows) of parental uber support.

It started with an email in which the gentleman in question (let's call him "Dad") contacted me saying he wasn't a recruiter nor a candidate but that he was interested in one of my ads and may have some people to refer to me. So I called him. We discussed the job a bit. With any call of this type I don't reveal much more information than can be found in the ad. Then Dad told me the real reason for his call. He has a son (let's call him "Son") who he thinks would be great for this job. But Son isn't working out of state, he is right here in Maine. So why did Dad call?

Evidently, Dad is managing his son's career as if he were managing the career of an actor or golf pro. Son is working in the same industry as Dad and when Son graduated from college, Dad said, "I placed him with XYZ company." Dad didn't think Son received enough mentoring there but. "I let him stay in XYZ for two years and then brought him to DEF Group, unfortunately it is a similar situation." (Lack of mentoring.)

Dad said he knew the manager at DEF and (real quote), "I interviewed (that manager) for Son". I asked a few clarifying questions and yes, he did have lunch with and interview his son's potential employer and to see whether it would be a good fit for Son.

I was stunned, but I successfully remained neutral until the end. After a bit more discussion, Dad asked if he could have Son call me and I said that Son would have to read the ad, and respond like every other candidate before I would talk with him. I did also say that I would be happy to receive and review Son's information. Dad still wanted Son to call me and I requested again that he not call prior to sending the information. I was frankly done with Dad. We ended the call cordially but I did let him know that if Son applies and is moved forward, I would advise my clients not to meet with Dad at all. I stated "You will not interview my client."

I have not received any information from Son. Frankly, I suggest he move to Seattle.

Hiring and Hire Well, LLC in 2010

At just $3000.00 per position,

you can afford to Hire Well

Happy New Year.

If you live in Maine, you may have attended a recent presentation by USM Economist and Professor Charlie Colgan's economic forecast for Maine, and you have certainly heard or read a news report on the topic. (If you haven't attended one of his public presentations, you may hear his speech here.) He is reasonably certain that we are now pulling out of the recession, but he does not believe that we will reduce unemployment anytime soon.

Hire Well helps small companies hire key

personnel, getting it right the first time.

What does that mean for employers, particularly those who are hiring? Well for one thing, it means we will continue to see huge numbers of applicants for most positions. Despite that, we will have a hard time finding qualified candidates for some positions, as families move to other areas and fewer workers move to Maine. Maine's smaller companies, who have limited human resources personnel will either have to spend more time finding the best available candidate -- or will hire quickly and hope for the best.

Save time. Save money. Call Hire Well.

So, in this New Year, like every other business owner, I have been taking a look at what Hire Well, LLC offers. Are our services relevant? Do we deliver on what we promise? Do we charge a fair price and can we profit at that price? Do companies and organizations need our services? I believe the answer to all of these questions is "Yes". So, how can I effectively market Hire Well, LLC? Networking, limited advertising, networking, referrals, networking, social media, and networking. I have found that advertising in Mainebiz has been an effective advertising venue for Hire Well and have continued to advertise during the recession. The message from Hire Well's upcoming ad as been presented (not subliminally) here.

Charlie Colgan ended his talk with this observation: The challenge for the next decade is to change our attitude from that of a Zero Sum Society of I win-you lose.

Whether you are building a company or seeking a position I wish you peace, health, and prosperity for 2010 and beyond. I hope we all win.