Written by Miriam Spinner
Looking for a new job is like looking for the right partner. The process is fraught with frustration, empty mailboxes, and uncomfortable first time face-to-face conversations. What can be more challenging is the waiting, maybe even months, for a response. A final gut-wrenching rejection can take you to a downward spiral of feeling unwanted, heartbreak or disappointment.
The good news is if you understand how the recruitment cycle works, and you think like a hiring manager, you can proactively manage the process. You will learn to face setbacks with ease, and deal with those crushing moments. So don’t wait for the ship to come in, but rather swim to it by learning techniques and tricks, and land your dream job!
“The lights literally went out”, and at that moment Jessica Pierce, the keynote speaker, knew she was out of a job. Jessica knew about recruiting from her ten years working at Intel. She wanted to help people write resumes, and her passion was to volunteer. She went to her church, and they gave her a room to offer resume advice. This marked the beginning of what is known today as Career Connectors.
Recruitment Life Cycle
“How can you put your brain inside the brain of people that are hiring?” Jessica asks the attendees. First, learn about the Recruitment Life Cycle. There are multiple screenings that take place. Candidates do not realize that there are many steps, and it could take up to 6 weeks to receive a response. The cycle depends on the individual company. One attendee shared that she had nine interviews. They want to be sure they are hiring the right person. And, if you receive and offer, don’t respond right away.
How Companies Find You
Job seekers typically begin their search with online postings and boards. You apply for 100 openings, and you receive no response. Recruiters start with people that they know, and they like.
Tip: Get in front of the hiring manager.
Employers offer attractive referral programs for the following reasons:
• The employer liked you, so you probably know someone that has a similar work ethic. • Save money on the recruiting expense• Different pool of candidates, and outside the recruitment systems
Tip: We love to work with people we like – Be Likeable
Recruiters receive thousands of applications through job boards. They enter key words so although you may be a perfect match, this channel is a matter of chance. Indeed is a job board that crawls all the sites, but there is a time delay.
Recruiters use LinkedIn to gather information about you by reviewing your profile. They can learn about your interests and groups, in addition to your competencies.
Tip: Make sure you connect with the company and the employees. Think about the companies that interest you. List about 10 target companies and document ways to connect with them.
Facebook is used for employer branding. Use Facebook to learn more about the company and the latest information.
Recruiters are asking themselves, “Do you have what we need to fulfill this job?” They are thinking about what the candidate can bring to them immediately. They are not teaching you, so avoid using terms such as “I can learn”, or “I don’t know”. Figure out ways to connect your skillset to what they need.
Jessica used a marketing example to illustrate how to connect your skills to their need. You can adapt Search Engine Optimization (SEO) or social media experience in one industry to a different industry. Showcase your skillset even if it is not a direct match. Think about how you can apply your skills, your accomplishments, and tell them what you did. An example is “tell me about a time you were able to manage a successful project?”.
You might also consider training, writing a blog, writing an article, volunteering or helping a business owner to acquire new skills sets.
Jessica asked the audience “Do you have the behavior style to succeed in a particular company?”. At Google, for example, their values might be flexibility, and jeans attire vs. at IBM they might have more structure and a more formal dress code. Know who they are, and know who you are. The DISC assessment will help you understand who you are, and it is a free resource. Other assessments are Predictive Index and Myers and Briggs.
Tip: Know the company, your competency, and your character.
You can have all the right competencies and character traits, but chemistry is the hardest since it is a gut feeling. Jessica reminds us of the importance of listening to our gut, and if something doesn’t feel right, be nice and wrap it up.
Try the handshake exercise that Jessica offered to the audience. Match the handshake style with the person that initiates the handshake. If the handshake is light, respond light. If you receive a hard handshake, respond in kind.
Know your Employer
Be prepared, arrive 5 to 10 minutes early. Be familiar with company news and initiatives such as a food drive. Drive to the location, and notice what the employees are wearing. Your attire should be one step above it.
Make sure there are no controversial comments such as political statements. Candidates were not hired due to social media comments. As an employee, you are a representative of the company.
Krista Ambrosino, Employee Relations Advisor
Krista’s mom worked at USAA, and her excitement was passed on to Krista. Krista received a large reimbursement for her Bachelor and Master’s tuition expenses. USAA employees love talking about the mission. They are grounded in it. USAA is the provider of choice for military families. USAA sponsors volunteer events on site. There are 16 paid volunteer hours.
The business is financial ranging from mortgages and financial advice to banking. The headquarters office is in San Antonio, Texas. There are 4,000 employees in the Phoenix office.
They are looking for successful results in a strong academic program, passion for growth, military service, shared core values and knowledge of financial services.
Current openings are in auto insurance sales and service representatives, mortgage processor, auto adjustor and bodily injury professional. Other openings include software engineering. Go to USAAjobs.com and setup a key word search for a full view of openings.
Atrilogy Staffing Solutions
Rodney Rihela, VP Sales & Recruiting
Rodney encourages you not to be frustrated with the process. Atrilogy was established in 2000, and is a privately held information technology consulting and staffing firm. The headquarters office is in Irvine, California. There are 45 internal employees, and 150 consultants.
Atrilogy believes in embracing technology. Digital or recorded interviews using web cams are upcoming new ways to screen applicants. The advantages are managers and candidates can conduct the interview at their leisure. Southwest Airlines currently uses this method. You need to make sure the lighting is right, and the technology works.
They currently house 238,000 resumes, and 20 recruiters are working on 75 jobs at any time. Reach out to their recruiters on LinkedIn for status. The opportunities are contract, contract to hire or direct hire. Current openings are in Quality Assurance Analysts, Developers, Software QA Testers, Oracle Engineers, Scrum Masters and Programmers.
Go to http://atrilogy.catsone.com/careers for current opportunities.
Dream Center Education Holdings
Jonathan Tummavichakul, Talent Acquisition Specialist
Dream Center Education Holdings is moving toward a nonprofit center. Their three brand offerings are Argosy University, South University, and The Art Institutes system of schools. They prepare employees to make an impact through relevant education. Their degrees range from behavior health, nursing, information technology to culinary and fashion.
The Phoenix campus is located at I-17 and Dunlap. The administrative offices for online programs are co-headquartered in Chandler. A full tuition grant is a benefit to you and your family.
Open positions include Business Analyst, VP Marketing, Academic Counselor, Admissions Manager, HR Generalist, Talent Acquisition Recruiter and many faculty teaching opportunities. Other jobs open include on the phone – entry level with no experience. Go to the website for other opportunities.
Jason Jones, Sr. Admissions Advisor
Coder Camps is available to a student that wants to learn web and software development. Their approach to teaching assumes the student is a beginner. It is fast paced, and you lean on the students around you for additional help. Jason’s wife participated in the program, and she is killing it!
There are 250,000 vacancies in the industry, and a 2% unemployment rate. The average annual compensation entry level is $ 60,000.
Sheila Coulam, Director of Programs for Career Connectors, closed out the meeting by reminding the attendees that no-cost employment resources are available at Goodwill Career Services. Additional services are also available during breakout sessions to help with resumes, LinkedIn profiles, education, professional photography shots, and career and financial coaching. Online resources can also help with a DISC assessment, or additional information through the event recap blogs. Be sure to download your professional portrait.
The next Career Connectors event is in Gilbert on November 21rst, featuring Tom Gammon on the topic, “Seven Simple Things for Career Transition”. View the calendar more detail on upcoming events.
A message to leave you with as you embark on the at times not-so-fun journey:
Just like the swimmer learns new techniques to land on that ship, you too can get out there and adapt the practices that you learned today!