When approached with a chance to help out a family in need and the community of Indianapolis for Habitat for Humanity, we jumped at the chance! The day started off with a threat of rain and a very muddy job site in front of us. I was a little skeptical what we would be able to get accomplished under these circumstances. I can say without a doubt that we not only accomplished a lot but we accomplished far more than I anticipated.

With a team a willing and capable individuals, it was amazing how quickly things began to take shape.  The majority of our group had previous experience in the construction field which gave us the chance to help others who had not. We were able to focus on separate areas and apply our expertise which allowed the some of the less experienced folks to work on things they felt comfortable with. Before I knew it, we were eating lunch and had made some serious progress. We had fully installed a new gable on the roof, felted a little less than a third of the house, knocked out a large portion of the gutter board installation, finished installing the Tyvek and put in a new window.

By the end of the day, the house was dry and looked noticeably different than when we had arrived that morning. It was nice to know that we were helping a family out by stepping outside of the day to day which we all tend to get lost in. We were all tired at the end of the day however, that only added to the since of accomplishment that we all felt as the day came to a close.

Thanks to John Galligan for putting together a team of friends and clients who were very determined to knock out as much as possible in a day! With a little guidance for from our Habitat for Humanity job site leader, the day turned out to be nothing short of a success.

I encourage everyone to step outside their box for a good cause. Look up your local Habitat for Humanity contact and volunteer! They are always looking for folks of all skill levels to help out with builds. It was work and we were all very tired however, that was completely overshadowed by the sense of accomplishment we all walked away with at the end of the day. Pay the opportunities that you have been granted forward, you’ll be glad you did!

In light of Marissa Mayer’s decision to eliminate telecommuting/work from home options at Yahoo, I felt this was a good time to touch on why this works for some companies and not so well for others. The reality is that it depends more on the employees than the company or the nature of their business.  Whether you agree with the decision or don’t, she evaluated each work from home employee’s production versus the employee’s that were on-site at Yahoo. The numbers spoke for themselves with on-site employees averaging as much as 20%-25% more production. The evaluation raises many questions and angered many employees of Yahoo, some of which are expected to leave Yahoo for new roles with companies that continue to embrace the work from home mentality.

Is this a decision that other organizations will make or be forced to make? Technology has allowed the workforce to become much more connected to work regardless, of whether they’re actually in their office or not.  This is a good thing when the freedom to do so isn’t abused and people are held accountable. As far as Marissa’s decision, this was a business decision that was based of numbers that were tracked for several months. She address by stating this will provide a much more collaborative environment where speed and quality are the focus.  The message that went to the Yahoo employees:

"To become the absolute best place to work, communication and collaboration will be important, so we need to be working side-by-side. That is why it is critical that we are all present in our offices," Jackie Reses, Yahoo's human resources chief, wrote in the memo sent out Friday. "Speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together."

Jessica Guynn, Los Angeles Times “Yahoo CEO Marissa Mayer causes uproar over telecommuting ban”

http://articles.latimes.com/2013/feb/26/business/la-fi-yahoo-telecommuting-20130226

Personally, I completely understand this decision. Can I do my job from home? Sure. Would it be nice to roll out of bed and be at work in 2 minutes? Absolutely. Would it be nice to not have to deal with a morning and evening commute? Sure. On the flipside, it takes collaborative effort for the majority of companies to push towards success. Would I be as effective from home on an everyday basis? No. In my case, there are way too many distractions. Yahoo has been losing ground to their competition for several years because of distractions! Marissa Mayer is gradually making headway in turning Yahoo back into a major player. I respect her for making a decision that she knew wouldn’t be popular and would ultimately cause some Yahoo employees to leave the company. I can't help but feel this is exactly what she planned.


 

1) First and foremost, write your resume to reflect the position in which you are submitting. Your goal in sending a resume is to get an interview. Do not assume that the recruiter, hiring manager or HR will understand that you are a fit. They are looking for your resume to match their job description. If you are uncomfortable in rewriting your resume, ask the recruiter you are working with for suggestions.

2) Do not assume that a recruiter or hiring manager will read your resume entirely. Typically, hiring managers are being bombarded with resumes by HR, Recruiters, Internal referrals, etc. Make sure that the highlights are front and center and your work history reflects the job description you are applying for.

3) Your recent position or experiences need to reflect the job that the hiring manager is looking for. If a hiring manager does not see the experience quickly in the resume, they will move on. This doesn’t mean that you don’t have that experience; it means it most likely isn’t portrayed on the resume properly.

4) Always, write your resume to reflect the job that you are trying to get. I know that this can be time consuming but your resume is not going to be all things to all people. That's why the notion of a perfect resume whether it is one page, has references or a cover sheet is absurd. The only thing that matters is that it reflects the position in which you are submitting.

5) Do not procrastinate when actively searching for a new role. Remember that hiring manager’s time is limited and they typically get bombarded by multiple agencies and internal human resources when trying to make a hire. Once a manger has a few people scheduled to interview it isn’t likely that they will continue to schedule interviews.

This evening, I was watching an ESPN program; the program discussion was about confidence, and talent.  If an athlete lacks either, the likely hood of them making a career in professional sports is slim.The recruiting world ties closely the professional sports world in these same aspects.

Top Wide Receivers want one one on one coverage against the top cornerbacks, and show what they can do.  Arguably the best of all time and certainly while he was playing, Jerry Rice was a player who utilized his talent and confidence to become the NFL’s all-time leading receiver.  Today, Detroit Lions wide Receiver, Calvin Johnson is another Wide Receiver who is using a ton of talent and confidence to become one of the league’s best receivers.  Obviously, NFL wide receivers must have talent, but it’s the confidence in their abilities that makes some players great.

Great recruiters and salespeople bring confidence to their conversations.  Our positions can be a roller coaster ride at times, but top producers fully understand that they offer value their clients and consultants.  They face the most rejection in the industry, but adversity doesn’t get in their way.  No matter what chair you sit in, recruiters and successful people in general are focused, talented and most of all confident!

I have recently been working with a gentleman with strong technical background in our local market.  A very important portion in our process involves defining what our candidate’s hourly/salary expectations are.  When I initially spoke with him, I was surprised when we got to the compensation portion of the screening process that he didn’t really have any idea of what his market value was. In his defense, he had been a direct employee for the last 6 years and admitted to not having really explored what else was out there during that time period.  This is understandable and I do respect someone not exploring other options if not necessary. Where the problem arises is that many folks don’t know when is and when isn’t a necessary time to look for other options. In this person’s case, he had no idea that he would be in the market for a new position and it would be inside of 2012.

The market has changed tremendously since the last time he was on the job market. He even went as far to make the statement “I feel like I’m starting at square one”. When searching for a new position, it can become a full time job.  After getting a better understanding of his skillset and his expectations for his next role, I realized that he was an excellent candidate! I let him know what we had recently seen regarding client requests in comparison to his background.  I went on to share with him what hourly and salary ranges would look like respectively. He was very surprised to learn how different what he thought the value of his skillset is versus what he thought it was. 

I would encourage everyone to spend a few minutes doing a bit of research prior to putting themselves on the market. This will allow you to avoid over or under valuing your expertise and will keep this part of the process very simple. When looking for a new opportunity, putting in the research can make a big difference.  You never know what you may find or what it might cost you, if you don’t.

I get an opportunity to work with many different people in many different situations. I recently had a chance to work with an individual that was recently laid off after 12 years of employment with 1 employer. Entering the job market after a 12 year hiatus can be a shocking experience, if you are not prepared. I wanted to explore a couple of things that have changed in the last 12 years and things you should consider if you are entering the market under a similar circumstance.

It is very important to realize that the possibility of being in your next job for 12 years is not impossible, but unlikely. Things change faster in today’s job market than they ever have, for large reason being that businesses provide services faster than they ever have. You need to be willing to look at all the options that are available for you. In addition, you need to be willing to explore avenues that you may have never considered such as consulting or contracting. Let me be clear, wanting a permanent position where you feel comfortable and want to provide your expertise for the next 12 years is not a bad thing! In fact, that is the type of mentality that I would want my employees to have. Recent statistics have show that the average term of employment in the U.S. over the last 10 years, is less than 3 years. This takes into account all forms of employment in the U.S. from high level executives to local gas station clerks. You may say well that makes more sense, does it?

With the economical ups and downs seen over the last several years, you most likely are related to or know someone who has been laid off from their position. With that being said, there are many reasons that folks can be relieved from their positions. Companies that are even performing at a high level always want to perform better. It is important to realize that companies sometimes first look to cut costs from within. There is no secret here, internal/permanent employees cost companies a lot of money. This number doesn’t just revolve around salary but also the benefits and additional perks that companies tend to offer to capture talent. This is where contracting comes into play and can provide companies the flexibility needed following tough internal decisions. Anchor Point works at several levels of employment from contracting, contract to hire and permanent. I don’t want to scare anyone from exploring permanent employment as Anchor Point provides that type of employment as well. However, don’t be too quick to turn down something that may be unfamiliar because with no risk there is no reward. We are happy to educate interested folks in the possibilities; you just have to be willing to listen.

1.     Hidden Job Market.  Recruiters hold the hidden jewels of the job market, and here they are – undisclosed jobs. Many times, especially with Sr. level positions, companies have confidential roles that are for restricted eyes only. Companies then turn to recruiters for help with these positions. You cannot find these positions listed on Monster, or the various other job sites on the web. Imagine - your dream job may just be a recruiter away. This point goes hand in hand with #2.

2.     Connections. Recruiters have clout with hiring managers and Sr. level executives - many of us do not. You send your resume to numerous companies, and post your resume on various job sites to no avail. You still haven’t heard a peep. Recruiters have the connections to not only get you in the door, but also get feedback – whether positive or negative – rather quickly. Think of how many others are applying to the same job you are…tons. Hiring managers and HR personnel simply cannot and do not have the time to review every resume. A recruiter can guarantee that you won’t be just another resume in a pile; you will be sent to Sr manager who will review your resume. The value is tied to our daily process!

3.    Your value/Expertise. Are you underpaid? Overpaid? Are you ready for a Sr role? Are your technical skills up to par? There are a number of questions that can help you make an informed decision when it comes to strategic career planning, and a recruiter is a great resource to utilize. They can help you find answers and ask questions that will guide you to the right job and the right steps to take in order to advance your career. Best of all, this information is free, unbiased and essential when determining your position and worth in today’s job market.

4.     Long-term ally. Let’s say you found a recruiter, you find a job (whether it was their role or not), and you are now perfectly content, remember this may not always be the case. Come 3-5 years down the line you may decide to try your hands at a new company/role again. Or you may spend the rest of your days in the company you are working for, but may need advice when it comes to compensation, employee rights, etc… You now have an ally that is there for you to utilize. Recruiters (meaning legitimate, professional recruiters) are in it for the long haul. They are in the business of building relationships with both candidates and clients, and making sure both parties are equally satisfied. Therefore you not only gain a new role, but you also gain an important ally to guide you through your current and future career path. Again, the value lies beyond the here and now.

You can have the perfect resume and a compelling cover letter and show up for the job interview ready to impress, but get ready to forgo the job offer if one of these 10 things comes into play.

1. Being late. Arriving late to a job interview is often an instant deal-breaker. Hiring managers assume that you're on your best behavior while interviewing, so if you're late, they'll assume you'll be unreliable once on the job. Always allow more time than you'll need to get to your interview, so that you have a buffer in case something goes wrong.

2. Being unprepared. Asking questions about the company that could have been answered with some basic research or not seeming familiar with the job description tells the employer that you didn't bother to do your homework.

3. Not showing enthusiasm. A job candidate who seems lackluster or unenthusiastic about the job prospect will almost certainly become an employee who isn't engaged with the work. Employers want candidates who seem committed and excited, so don't hesitate to articulate your interest in the job.

4. Being rude to the receptionist. Don't just be on your best behavior with your interviewer; make sure that you're polite to everyone you encounter. Many interviewers will ask the receptionist what they think of you. If you were rude or arrogant, that's usually a deal-breaker.

5. Sounding bitter. Job searching is tough, especially in this market, but if you let an extended period of unemployment make you bitter, then you'll turn off potential employers. It's nearly impossible to hide bitterness if you feel it, so it's crucial to find ways to have a more positive outlook.

6. Not being able to give specific examples in response to questions. If you claim that you excel at problem-solving or that you're an innovative genius and then you aren't able to give specific examples, interviewers aren't going to believe you. Make sure to come to the interview prepared with specific examples from your past that show how you've used your skills at work.

7. Claiming you have no weaknesses. You might as well wear a sign saying, "I'm not being straightforward with you." If an employer asks you about your weaker areas and you can't or won't respond with a realistic assessment of areas where you could improve, you'll appear to be lacking in insight and self-awareness. You'll also make it impossible to have a real discussion about your potential fitness for the job. A good hiring manager genuinely cares about ensuring you'll excel at the job, and having an honest discussion of your fit is a crucial part of that.

8. Answering your cell phone in the middle of the interview. If you forget to turn your phone off and it rings, that's forgivable, but answering it isn't. If your phone rings mid-interview, look mortified and apologize profusely--and then turn it off.

9. Sharing inappropriately. Resist the impulse to talk about how much you hated your old company, or the fact that you dated your boss, or your family's medical problems. Employers want to know that you understand professional boundaries and have a sense of discretion.

10. Lying about anything. However much you might wish that you could change the facts about why you left your last job or say that you finished your degree when you really didn't, lying in a hiring process is an instant deal-breaker. Employers want to hire candidates with integrity, not people who show they're willing to lie. And while you might think you won't get caught, you never know whom your employer might know who knows the truth.

It's a new year, and the usual predictions abound about what will be hot in 2012.  Based on what I've read and experienced first-hand, mobile recruiting is a recruiting trend we as recruiters should keep an eye on.  Prospective job seekers that aren’t currently using their smartphones during their job search, should be to maximize their search with the type of speed that only the mobile internet can provide.

 MSNBC recently reported that 25 percent of people use their smartphones rather than their computers for most of their Web surfing, so you can bet a lot of recruiting/ job hunting is taking place on mobile devices. This will most certainly only increase in 2012, so whether you are a recruiter or are a candidate seeking your next professional position, remember the internet is powerful tool that you now carry around in your pocket. In addition, this access allows for a much faster engagement process for all involved.

“The way we communicate with others and with ourselves ultimately determines the quality of our lives”

 – ‘Anthony Robbins,’ Self help author and motivational speaker

We sometimes take for granted that communication is involved in everything we do on a daily basis. In addtion, Communication comes in many different forms and realizing your audience can make you that much more effective in your own communication. Communication is the backbone of any relationship whether personal or professional.

From a recruiting perspective, I can’t stress enough the importance of communication. The relationship you establish with a recruiter can prove to be great experience. It may land you in your dream job, get you that increased wage you have been looking for or help you get into that company that you may not have the opportunity to get into on your own. None of this is possible without excellent communication from both parties.

Once the relationship has been established and the screening process begins, communication will ultimately play the biggest factor in your pursuit of the desired position. Why you ask? We as recruiters understand that our clients are looking for more than just an excellent technical skill set. They are looking for the “total package”. Keep in mind that a resume is just an introduction to your professional experience, how you present yourself and communicate that experience will prove to be more important during the screening process. Without the ability to communicate your experience effectively, you may ultimately miss out on your dream position. We want to provide you with the best recruiting experience possible and in order to do this, Communication is KEY

We get asked by job seekers all the time…why do companies do contract to direct hire instead of hiring directly?  I have heard many different “spins” as far as an answer to this question.  Here is the truth:

Companies do contract to hire as a benefit to both themselves, and the candidate they are hiring.  Companies spend lots of resources when hiring a new employee (much as candidates spend lots of resources finding an new opportunity).  In most cases, the hiring process moves fairly quickly.  Companies have needs, and perspective employees want to move to a new job, or secure a job.  The vetting process, while trying to be thorough, usually moves too fast for both the company and the candidate to get a true sense of what both have to offer.  The company is trying to get the best candidate possible, and will present the opportunity in the best light.  The candidate is trying to get the best opportunity, and present themselves in the most positive way possible.  Within the interview process, it is hard for both parties to get a true sense of one another.  Contract to hire gives both the company and the candidate a window, after starting the job, to get comfortable with all that each party has to offer.  For the company, it is an opportunity to see the candidate in action, and understand how they work and fit in to the organization.  For the candidate, it is a period that they can start the job, and make sure they are comfortable with all that the organization stands for, and is trying to accomplish.

The real benefit for each party is this:  For the company, if the candidate is not the right fit, they can make that decision within the contract time frame, and move on.  For the candidate, if the job isn’t what they expected or wanted, they can make that decision within the contract period, and put on their resume that it was a contract position (as opposed to trying to explain in the next interview why they left a “permanent” position in such a short time frame.   It really is a benefit to both parties, as everyone is looking for the best they can get…the best candidate, and the best opportunity.  The best benefit for the candidate?  If they do a great job in the contract period, they have some ammunition to get a better permanent offer.

So the next time you are presented with a contract to direct hire opportunity, take a good look.  It really is in your best interest.