Wow -- in this market, we who advertise jobs can get a lot of resumes!
Unfortunately, many of them are from candidates who do not meet the requirements of the particular job. As more people lose their job they cast a wider net in order to find employment. That is understandable, but can create a lot more work for those on my end of the exchange.
If you receive the resumes for your company -- how do you respond? Increasingly, the candidates I speak to say that they generally get no response at all. That is unfortunate and can create a negative impression of your company. On the other hand, one candidate today told me that he got a typed personal letter in response. That is simply amazing -- and not at all required.
While I certainly don't respond with a typed personal letter, I do try to make sure that every candidate does hear from me. As I can have 10 or more jobs posted at one time, it makes sense to streamline the process a bit.
1. I do not respond upon receipt of an emailed resume.
2. When I have reviewed the resumes (generally and ideally no more than 3 weeks after it has been sent to me) I respond with one of two auto text messages. Each candidate receives either a note that is a polite no thank you, or a note requesting time for a phone interview.
3. After the phone interviews,if the client does not want to interview a candidate, I call him or her to relay that information. Of course they get an immediate call or email if the client wants an in-house interview.
This system is a polite, fair way to correspond with the candidates and to let them know where they stand. Every company that posts jobs should develop a process that works for them -- and that informs the candidates of their status. It's the right thing to do.
Wednesday, December 10, 2008
Monday, December 8, 2008
Cover Letters
When it comes to cover letters, think of me as your 4th grade teacher. Mine was Miss Rollins -- and she was something -- fair, tough, and a stickler for grammar, spelling, and punctuation.
When my clients have jobs that require the successful candidate to write business documents I always require a cover letter. When the position requires professional writing skills, such as a marketing position, the cover letter is even more important. Each job position will emphasize that a cover letter is required and candidates who send resumes without covers will not be moved forward.
A candidate recently applied to two different jobs I have posted and his cover letters consisted mainly of my own bullet points preceded by a statement that he met all of the qualifications. That is not an adequate or helpful cover letter. He did not address our most important needs, he did not show how his diverse background could be used in this position, he did nothing to take what was on his resume and relate that experience to this job. Those are the things I look for in a cover letter.
If you send me a cover letter and resume, you don't have to please Miss Rollins -- and for that you should be grateful.
When my clients have jobs that require the successful candidate to write business documents I always require a cover letter. When the position requires professional writing skills, such as a marketing position, the cover letter is even more important. Each job position will emphasize that a cover letter is required and candidates who send resumes without covers will not be moved forward.
A candidate recently applied to two different jobs I have posted and his cover letters consisted mainly of my own bullet points preceded by a statement that he met all of the qualifications. That is not an adequate or helpful cover letter. He did not address our most important needs, he did not show how his diverse background could be used in this position, he did nothing to take what was on his resume and relate that experience to this job. Those are the things I look for in a cover letter.
If you send me a cover letter and resume, you don't have to please Miss Rollins -- and for that you should be grateful.
Blogging Along
"Do you Blog?" Asks one of my Linked In friends. Well, that is a good question. I have a blog but have not updated it lately and know that is not a good way to use a blog. Lynnelle Wilson of Bold Vision Consulting gave me a wonderful reason to blog during her Web 2.0 Seminar in November. Still my blog sits, waiting for me to write something relevant. How about a "tween" resolution? Right now, tween Thanksgiving and the Holidays, I make a resolution to blog a few times a week. In this market -- there are actually plenty of topics regarding hiring employees and finding a job.
Yes, I blog. And I will do so more often.
Yes, I blog. And I will do so more often.
Tuesday, October 28, 2008
What to do with all those applicants?
Hiring in this economy can be a challenge and can take more time than you expect or want. I just spoke with a sales manager who was pleasantly surprised by the number of applicants -- and very disappointed by the skills and experience of most of them. Here are a few quick ideas I gave her to help her move the process forward to the in-house interview stage.
1. Create a spreadsheet with a column for every important skill or attribute and evaluate the possible candidates for each attribute.
2. Set aside a few hours each week to evaluate the new candidates. Don't let them stack up to impossible numbers. Once you get going you can get through 10 an hour, so it needn't take long.
3. Don't waste time evaluating those who don't meet the minimum requirements. They may include people who don't write a grammatical cover letter - or any cover letter at all. If you require a cover letter (and you should for any position that requires the successful candidate to write emails or letters or ad copy or marketing pieces --or any important document for the company)then do not accept any resume that does not include a cover letter. If they need QuickBooks experience and don't have it, if they must have a college degree and don't have one -- then just send them a nice no-thank you and move on to the next candidate.
4. Do send every applicant a response. Create a "No-Thank-You" notice in clipboard or auto-text and send it to every candidate you will not move forward. Why should you take the time to send "No Thank You" notes? First of all, it is simply polite. You have asked them to submit a resume and cover letter, let them know that it was received and evaluated. Secondly, it will save you time from answering phone calls and emails from candidates who want to know, "Did you get my resume?" Finally, if your name and your company name is listed in the ad, you will want to create a positive impression by sending a polite response.
5. Phone screen the best candidates. Create a scripted phone screen and ask every candidate the same questions. Take down the answers to the best of your ability and you will have a way to evaluate their phone skills and their experiences and qualifications prior to a face-to-face meeting.
Now you can decide who to bring in for an in-person interview. More on that in the next blog.
1. Create a spreadsheet with a column for every important skill or attribute and evaluate the possible candidates for each attribute.
2. Set aside a few hours each week to evaluate the new candidates. Don't let them stack up to impossible numbers. Once you get going you can get through 10 an hour, so it needn't take long.
3. Don't waste time evaluating those who don't meet the minimum requirements. They may include people who don't write a grammatical cover letter - or any cover letter at all. If you require a cover letter (and you should for any position that requires the successful candidate to write emails or letters or ad copy or marketing pieces --or any important document for the company)then do not accept any resume that does not include a cover letter. If they need QuickBooks experience and don't have it, if they must have a college degree and don't have one -- then just send them a nice no-thank you and move on to the next candidate.
4. Do send every applicant a response. Create a "No-Thank-You" notice in clipboard or auto-text and send it to every candidate you will not move forward. Why should you take the time to send "No Thank You" notes? First of all, it is simply polite. You have asked them to submit a resume and cover letter, let them know that it was received and evaluated. Secondly, it will save you time from answering phone calls and emails from candidates who want to know, "Did you get my resume?" Finally, if your name and your company name is listed in the ad, you will want to create a positive impression by sending a polite response.
5. Phone screen the best candidates. Create a scripted phone screen and ask every candidate the same questions. Take down the answers to the best of your ability and you will have a way to evaluate their phone skills and their experiences and qualifications prior to a face-to-face meeting.
Now you can decide who to bring in for an in-person interview. More on that in the next blog.
Monday, October 6, 2008
LinkedIn, Skyping, and Getting it Done
Whew. More on technology -- and more on asking for help. In my previous post I discussed my current effort to get answers about Gmail, Google Applications and other tools that may help my business. The questions started from a conversation I had with my stepson, Mo. That led me to spend copious amounts of time examining Google and seeking product reviews. Then it hit me... as a member of LinkedIn perhaps I could use this network I had developed and ask for advice. So, last Friday I signed into my LinkedIn account and posted a question.
By Sunday morning I had received 11 thoughtful answers from real business owners. I was amazed. Some of those answers I forwarded to Mo and we had a terrific Skype conversation this morning. I'm making decisions and moving forward and - thanks to technology -- the decisions are informed and the action plan not overwhelming. I am really grateful to the person who told me not to try to link my email addresses to Gmail myself. And I'm even more grateful that our son volunteered to do that job. I have made a choice, and have three action steps to complete. That's progress.
Now, back to my real job. Resumes anyone?
By Sunday morning I had received 11 thoughtful answers from real business owners. I was amazed. Some of those answers I forwarded to Mo and we had a terrific Skype conversation this morning. I'm making decisions and moving forward and - thanks to technology -- the decisions are informed and the action plan not overwhelming. I am really grateful to the person who told me not to try to link my email addresses to Gmail myself. And I'm even more grateful that our son volunteered to do that job. I have made a choice, and have three action steps to complete. That's progress.
Now, back to my real job. Resumes anyone?
Thursday, October 2, 2008
To Google or Not to Google? That is the question.
Oh my.
As a sole proprietor (AKA The Boss), one of my continual challenges is keeping up with technology. That was a different sort of challenge with my last employer, who hated the Web and though it was just a fad. There, my choices were very limited. Now I'm The Boss and I can do whatever I want -- I just have to figure out what that is and how it will work for my business. I've found that we "early boomers" who do not work in technology industries, but who have mastered PCs or Macs -- or both -- have to work a bit harder to keep up with new options. I am not an early adopter. I'm a middle aged adopter and I often need help.
Now, our son Mo tells me to "Get out of Outlook!" As I am preparing to hire 2 employees for my virtual business within the next year, he suggests that I move all email to Gmail, sign up for Google Apps and "simplify". Right. Simplifying like that isn't easy or simple. As The Boss -- I have to make sure I know what I need for applications and how they have to work for my business. (Auto Text, anyone?) I then need to find out whether and how Google would better serve my needs -- or decide on something else. The biggest challenge will be that the switch to whatever application I pick will be up to me.
Mo made a strong case this weekend, but he lives in Santa Cruz, I'm in Maine and he doesn't know as much about my business as he does about his clients in California. Plus -- they have him and I don't! So, in addition to doing what I do (Maine's best Hiring Consultant), marketing what I do, and planning for growth I have to research my options. That means I have spent time Googling for answers and reading conflicting blogs and articles. I will talk with anyone who has an opinion and ultimately make my own choice. Then I have to make that choice work.
It isn't what I signed up for when I started Hire Well nearly 3 years ago. But it is definitely part of being The Boss. Stay tuned.
As a sole proprietor (AKA The Boss), one of my continual challenges is keeping up with technology. That was a different sort of challenge with my last employer, who hated the Web and though it was just a fad. There, my choices were very limited. Now I'm The Boss and I can do whatever I want -- I just have to figure out what that is and how it will work for my business. I've found that we "early boomers" who do not work in technology industries, but who have mastered PCs or Macs -- or both -- have to work a bit harder to keep up with new options. I am not an early adopter. I'm a middle aged adopter and I often need help.
Now, our son Mo tells me to "Get out of Outlook!" As I am preparing to hire 2 employees for my virtual business within the next year, he suggests that I move all email to Gmail, sign up for Google Apps and "simplify". Right. Simplifying like that isn't easy or simple. As The Boss -- I have to make sure I know what I need for applications and how they have to work for my business. (Auto Text, anyone?) I then need to find out whether and how Google would better serve my needs -- or decide on something else. The biggest challenge will be that the switch to whatever application I pick will be up to me.
Mo made a strong case this weekend, but he lives in Santa Cruz, I'm in Maine and he doesn't know as much about my business as he does about his clients in California. Plus -- they have him and I don't! So, in addition to doing what I do (Maine's best Hiring Consultant), marketing what I do, and planning for growth I have to research my options. That means I have spent time Googling for answers and reading conflicting blogs and articles. I will talk with anyone who has an opinion and ultimately make my own choice. Then I have to make that choice work.
It isn't what I signed up for when I started Hire Well nearly 3 years ago. But it is definitely part of being The Boss. Stay tuned.
Sunday, May 18, 2008
Bird in the Hand Syndrome
Over the past two months, it has taken a lot longer to find the best available candidates for a number of positions. One of my clients expressed his frustration and said, "I don't understand it! Millions of people are being laid off and I can't find anyone for this job." I gently reminded him that we don't have millions of people in Maine (1.4 million or thereabouts); and that many Maine companies are not laying off.
Instead of having more candidates -- we are seeing fewer this year. Why? Well, often the best candidates are those who are currently working and quietly looking. They have not great need to make a move but search the job postings periodically looking for the next logical step in their career. These workers have also heard the doom and gloom news stories and reports of lay-offs. To them, it seems safer to stay where they are than move to a new company. It's the "Bird in the Hand Syndrome".
Normally, I tell my clients that it takes 3 weeks to find the best candidates. Now, it can take up to 5 or 6 weeks. While this can be a burden on owners, managers and current staff, it is still preferable to rushing the process and hiring the wrong candidate. Take time, Hire Well, and get it right the first time.
Instead of having more candidates -- we are seeing fewer this year. Why? Well, often the best candidates are those who are currently working and quietly looking. They have not great need to make a move but search the job postings periodically looking for the next logical step in their career. These workers have also heard the doom and gloom news stories and reports of lay-offs. To them, it seems safer to stay where they are than move to a new company. It's the "Bird in the Hand Syndrome".
Normally, I tell my clients that it takes 3 weeks to find the best candidates. Now, it can take up to 5 or 6 weeks. While this can be a burden on owners, managers and current staff, it is still preferable to rushing the process and hiring the wrong candidate. Take time, Hire Well, and get it right the first time.
Subscribe to:
Posts (Atom)
