Over the past several months, we’ve gone back to the issue of privacy in the job search more than once. There are concerns with resume postings on job boards leading to identity theft, as well as searches attracting the attention of current employers. Resumes are poached and sold and passed from site to site without job candidates ever knowing it. It’s a cause for frustration, and something that needs to be fixed. However, today we’d like to hit on another breach of privacy that seems to be getting a little out of hand.

We know that recruiters are just trying to do their jobs, but the desire to do that job should never come at the expense of somebody’s privacy:

“Today I received an email…The recruiter of said email extolled the virtues of working for Home Depot, how this was an “exciting time” for Home Depot, blah blah blah about Home Depot. The email then informed me that I was to respond with my resume and the best times to be contacted. Fairly innocuous so far, yes? Well, I then noticed that this email was addressed to 117 people (myself included) in an open cc…what about the professionalism here? Of the 116 others, there were many with anonymous email addresses, but there were many more with work addresses. Aside from trying to poach those who are otherwise gainfully employed, there should be a professional courtesy extended to those being contacted by not revealing where they work to others. After all, HR people network a lot and talk even more.” (From HR Lori)

Spam is bad enough. Spam that divulges even a modicum of personal info is way beyond. It’s not too hard to handle, though. A quick delete here, a filter there, and you might have at least one less recruiter to deal with. It’s when the telephone comes into play that things can turn ugly in a hurry:

“A recruiter called me at my employer’s number. My local isn’t well known so the call got transferred to another location and my colleague answered it. ‘Are you interested in technical architect positions in”…I forgot the company. I just kept answering with ‘no,’ without specifics, since I didn’t want to say anything within earshot of my colleagues. ‘Could I refer someone?’ I said no. Maybe I could think of someone, like people in my orgs, but since she interrupted me, I could not switch contexts easily and answer her question. Her last question was, could she get my email?” (From Miguel Paraz/Migs)

We all have to make a living, and we know how tough it can be for recruiters out there. But there has to be a better way. One that doesn’t, you know, intrude on a person’s privacy or put them in an awkward position at their place of business. Privacy is key, and with the right search tools recruiters and true candidates (both quiet and active) should be able to communicate freely and effectively. Unfortunately, until we establish a system that actually matches the right candidates to the right recruiters to the right jobs, you can expect to be bothered at work and to have your privacy thrown out the window on a fairly regular basis.

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[Daily Post from itzbig] The itzbig Blog: Plan B: The Needle in the Haystack Job Search

“The perfect Plan B job search will allow you to give a comprehensive description of your perfect job. It won’t limit you to that good old location and salary that seem to be the only things many job boards are concerned with… you’ll be plugging away at your current job, and one day your search tool will let you know that it has found the job you had only ever dreamt about. That’s the power that an effective Plan B search could, should, and will have.”

Hire Calling: Why passive candidates are really better
Why we need a solution for “passive” job seekers:

“Candidates who are happy (or at least not unhappy) at their current job are more likely to stay at their next one.”

Resume Redesign: How to Stand Out In a Job Interview — Tips on Getting the Job You Want

“Prepare by doing your homework
Do your homework on the company as well as the position. Get up to date on the company’s current business issues so you can address any questions about direction and opportunity. Develop a list of questions prior to the interview to demonstrate your interest and curiosity about the company.”

College Recruiter: High School Students Have Unrealistic Career Expectation

“In my conversations with employers of Gen Y students, many complain that their high school and college aged employees have unrealistic expectations about the type of work that they are qualified to do and how hard they need to work in order to succeed. While I’ve often chalked that type of talk up to the perennial tendency of older generations to look with disdain upon younger generations, there is some empirical support for the concerns being expressed about Gen Y.”

Tallahassee: Cover Story: Workforce pro gives her top 50 job seeking tips

“1. You have a job. Finding a job is a job. So treat it like one. Devise a plan of action and carry it out. Don’t just spend an hour or two a day and then give up. No business could continue to operate if it were only open a couple of hours a day.”

Gautam Ghosh: There are no comfortable jobs in HR

“‘If recruiting is tough, then what is a comfortable role in HR?’
Performance Management is about making sure goals are aligned, people are assessed and given correct feedback and low performers are counseled.
Compensation is about creating pay for performance so that it is equitable and yet factors in individual performance and motivates people to strive harder, and to yet keep within organizational budgets.
…As you can see there are no comfortable jobs in HR. So if you seek a HR job because you want to be ‘comfortable’ re-assess your needs. Go join the government or something!”

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“I have in all truthfulness been looking for an alternative job for nearly fifteen years. Yep, none of these spur of the moment career searches that peter away to nothing when faced with an awesome pile of possibilities that would take an archivist a full year to locate the elusive “needle in a haystack” job that might or might not be the one. I was not looking for a job via a casual glance through a Sunday newspaper whilst sitting out in the garden with a freshly brewed cup of coffee and mulling over mowing the lawn. My fifteen year search for employment has been ongoing, intricate and in-depth.” (From The Center for Career Growth and Advancement)

Most of us can relate to the above quote in some way. Even if we’re not actively pursuing a job, there is always that ongoing search for the perfect spot at the perfect company. In a way, it’s the ultimate Plan B search. One that won’t end until that “un-findable” job is found.

So, how do you go about finding the needle in the haystack? Ask 1,000 people and you’ll probably get 1,000 different answers. However, most do at least subscribe to the philosophy that you need to know yourself to know your perfect job:

“If you know your strengths and weaknesses and what you want in a career, then you have a much better chance of finding your perfect job. Finding that dream position starts with understanding your personality, values and what drives you.” (From IT Job Coach Blog)

OK. So you have a firm grasp on who you are and what you want. Now what do you do? Well, with the right Plan B job search you can make your way through all the hay without traveling the world or dedicating all of your time to the search. The perfect Plan B job search will allow you to give a comprehensive description of your perfect job. It won’t limit you to that good old location and salary that seem to be the only things many job boards are concerned with. It will get to the core of what you’re really looking for. Better yet, it will do the looking for you, and it will let you know when the needle has been found. You won’t be bombarded with countless job opportunities that don’t really even fit what you’re looking for. Instead, you’ll be plugging away at your current job, and one day your search tool will let you know that it has found the job you had only ever dreamt about. That’s the power that an effective Plan B search could, should, and will have.

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[Daily Post from itzbig] The itzbig Blog: Holy Job Search, Batman!

“That’s why so many people (at least those fond of super heroes) relate to Batman. After all, they think, if we had the right tools we could make things happen, too. Yes, here’s where we proclaim that job candidates can transform themselves from mere mortals to superheroes by following Batman’s example. (Full disclosure: the kids were watching Batman last night and it’s stayed on our brain.) But back to the point. If candidates can assemble the right tools, they can get much closer to finding that dream job.”

AskStudent: Job Interview review, tips and tactics

“You’d be surprised by the number of applicants who know nothing about the company at which they’re interviewing. In the interviewer’s mind, an applicant who’s unfamiliar with the company or industry isn’t a serious candidate, or worse, isn’t motivated or competent enough to become knowledgeable at a key time.”

Generator Group Blog: What Motivates a Recruiter?

“Many firms working in the talent acquisition space often push for the highest possible salary for their candidates. It’s a perception to hiring managers that holds true given that contingency agencies typically base their fee structure on the candidate’s base salary.
Of course any recruiter hopes for a compelling offer and we all know that the financials within an offer often times hold the most weight. The difference comes in the motivations of each recruiter.”

Now Hiring: Handling the delicate issue of salary negotiations

“We are often asked questions about how to handle the delicate issue of remuneration during the recruitment process so we thought we would share a few tips on some of the basic do’s and don’ts.
DO
- be honest and open with your recruiter or interviewer about your salary requirements…
DON’T
- pretend you are Donald Trump and that your excellent negotiation skills will get you twice the salary you’re currently earning. Remember recruiters and experienced interviewers do this all day every day. If you are not Donald Trump then your best negotiating technique is honesty and openness.”

Small DJ: Scam Job Emails And How To Identify Them

“Working from home is becoming very popular nowsdays. There are stories about people making thousands of dollars a month by just sitting in front of the computer a few hours a day. Are these stories true? Few are but majority are make-ups to lure you into a trap. Nothing in the world is for spam alert. Many home-based jobs are just too good to be true.”

Maven Mapper: Giving it Away for Free in an Interview

“The Wall Street Journal covered an interesting topic today. It was the concept of interviewees going into situations with prospective employers and providing a great idea or even drafting some sample work or projects, which the company later uses without hiring the interviewee or paying them for their efforts.”

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Superman was faster than a speeding bullet, more powerful than a locomotive, able to leap tall buildings in a single bound, and he could do all that other stuff that garnered him the title “Super.” Spiderman could sling webs and sense danger, and Aquaman–well that guy could really swim. But what about Batman? He had no innate super powers. He was just a regular man with a trusty ward and the greatest utility belt the world has ever known; just a normal guy who used the best tools at his disposal to fight the good fight.

That’s why so many people (at least those fond of super heroes) relate to Batman. After all, they think, if we had the right tools we could make things happen, too. Many job candidates are under the impression they can go from mere mortals to superheroes if they follow the example of Batman. (Full disclosure: the kids were watching Batman last night and it’s stayed on our brain.) But back to the point. Here are the tools that so many candidates are relying on. Unfortunately, there might not be a worthwhile one in the bunch.

Tool #1: The Resume/Cover Letter
There’s an ongoing debate as to what makes the perfect resume and cover letter. In fact, it’s such a popular debate that there are a number of companies dedicated to giving you advice on every aspect of your resume:

“With employers receiving hundreds of resumes you must make sure that your resume hooks an employer’s attention within a 5-second glance. A great way to do this is to use job titles and skill headings that relate to and match the jobs you want.” (From Winning Tips…)

So, you use your resume, and it’s the best one ever written. It then sits atop a pile of 500 other resumes, gets glanced at, and eventually forgotten about.

Tool #2: The Recruiter
Loyal sidekick? Added tool to the belt? Arch-nemesis? The recruiter has been seen as all of those things, but great recruiters are still truly an asset to job candidates. The best have seen and done it all (so to speak) and they often know job candidates better than the candidates know themselves:

“As an IT recruiter I have had the experience of interacting with thousands of IT job seekers through the years and some of them truly impressed me with their approach and conduct and left in me an inedible mark and a positive influence. Unfortunately I cannot say the same for majority of the job seekers.” (From A Recruiter Diary)

So there are great recruiters out there, but unfortunately there isn’t a great way for those recruiters to find the right candidates, let alone match those candidates to the right job.

Tool #3: The Search
Here’s where things truly fall apart. As we’ve said so many times before, there just isn’t an effective search that connects candidates to recruiters and hiring managers or that helps candidates see how they stack up to other candidates, where they need to improve, and why they didn’t get the job. These searches basically lack just about everything that all parties need to conduct a successful search.

So, job candidates are going out on their searches with nothing of real use to them. Try as they might, they can’t make the transformation into superhero, because they just don’t have access to the tools they need. That is changing, though. A match-based, interactive, user-friendly solution is on its way. It’s the first of its kind, and soon candidates will be equipped with the proverbial utility belt that will give them powers (or at least opportunities) they never knew they had.

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[Daily Post from itzbig] The itzbig Blog: Are You the Best One for the Job?

“Some would suggest that bringing up other candidates in an interview isn’t a good idea, as it takes the focus off of you. Others would suggest that even if you do ask the question you’re not going to get a thorough response. No, there has to be a better way; one that allows you to see how you stack up against other folks out there. You should also be able to see a breakdown of what a company is looking for, and how you compare in each category. Even a simple breakdown would let you say ‘hey, I’m lacking in experience, but my skill set ranks at the top.’”

Beyond HR: Innovation in Recruiting and HR

“So here’s my first jab at that debate: PricewaterhouseCoopers. Consistently listed among the top ‘deal undergraduate employers’ in Universum Communication’s annual employer survey, PricewaterhouseCoopers is a glimpse into how execution and a genuine understanding can help vault an organization’s “employer brand” into the stratosphere.
Students consistently cited the firm’s care and attention to its employees as a big reason they were sold to come on board. Intern training is another highly recognized program that helps people gain a glimpse into how PwC conducts business from within. Overall, students liked the firm because it ‘provides a basis for anything that you want to do in life.’…
Sexy? No. Effective? No doubt.”

Confessions of a Jersey Goddess: Big Brother’s Watching!

“Finally, I give advice on jobseeker pitfalls from actual expereince as a job recruiter. Uh, I did try working full-time as a job recruiter for two months
People, don’t use some crazy screenname email address as your professional, career contact email address. It’s easy to open a separate account for professional correspondence. A stupid screenname can also hurt you in job hunting.”

Miguel Paraz: I am not looking for a job
One of the dangers of certain jobsites- you might get a call at work!:

“Ms. Recruiter asked, I got your name through ‘Link In’ website - realized after a while it was LinkedIn. Instead of contacting me through LinkedIn, she probably searched for my employer’s name and got their website, where the number was posted.
‘Are you interested in technical architect positions in’ … I forgot the company. I just kept answering with ‘no,’ without specifics, since I didn’t want to say anything within earshot of my colleagues. ‘Could I refer someone?’ I said no. Maybe I could think of someone, like people in my orgs, but since she interrupted me, I could not switch contexts easily and answer her question.”

HR Lori: A Recruiting No-No

“Today I received an email from a company called HRWorks. The recruiter of said email extolled the virtues of working for Home Depot, how this was an ‘exciting time’ for Home Depot, blah blah blah about Home Depot. The email then informed me that I was to respond with my resume and the best times to be contacted. Fairly innocuous so far, yes? Well, I then noticed that this email was addressed to 117 people (myself included) in an open cc: This pisses me off to no end”

Job Search Campaign HQ: For Inspiration

“…unlike a military raid, recruiters don’t take hostages, they simply offer better opportunities for potential candidates to consider. Employees are not owned; they choose what is best for themselves and their families. If they opt to take advantage of a new opportunity, the shame should not be upon the recruiter, but rather on the former employer for ‘taking them for granted and not insuring that the best opportunity was being delivered!’”

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Welcome back. We hope everyone had a wonderful holiday.

We know it can be a struggle to get back into the swing of things after the long weekend, piles of turkey, and various slices of pie, but there’s a topic we think is worth talking about today that doesn’t have anything to do with food or football: Candidate Comparison.

Now, most think of candidate comparison as a problem for hiring managers or recruiters. It’s something that those groups have to go through in order to find the right person for a job. That’s true. But we’re talking about candidate comparison from the candidate point of view. We’re taking the old “what does that person have that I don’t have?” approach to things today. This question shouldn’t be one that’s asked simply out of frustration. It should be asked to help you improve your chances of getting the next job you apply for.

After all, knowing what you’re up against can give you an edge:

“Who’s the competition? If possible, determine how desperate is the employer to fill in the position, how many other candidates are being considered and how you measure up to them.” (From Notes to Self)

OK. So how do you get to know the competition? Well, some suggest that in this “candidate friendly” job market, you can simply ask the interviewer:

“Here are some questions that applicants may ask recruiters, managers,
HR pros, and others. Some of them you may start hearing more often as
the balance of power continues to tilt toward employees…

“How do I compare with the other candidates you have
interviewed?” ( From 200 Questions Job Candidates May Ask Your Company)

Some would suggest that bringing up other candidates in an interview isn’t a good idea, as it takes the focus off of you. Others would suggest that even if you do ask the question you’re not going to get a thorough response.

No, there has to be a better way; one that allows you to see how you stack up against other folks out there. You should also be able to see a breakdown of what a company is looking for, and how you compare in each category. Even a simple breakdown would let you say “hey, I’m lacking in experience, but my skill set ranks at the top.” Of course, a system that allowed you to perform in depth comparisons would give you a better idea of what you can do to increase your chances of getting your dream job or to up your market value.

“Candidate Comparison” for the benefit of the candidate is crucial, and we’ll make sure candidates can take advantage of it soon.

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[Daily Post from itzbig] The itzbig Blog: Happy Thanksgiving

“For our part, we have much to be thankful for. We’re thankful for all of those that have supported us on a new venture. We’re thankful to those who have, for no other reason than to lend a hand, joined our advisory councils and registered for the Beta. We’re thankful for all of the job candidates, recruiters, hiring managers, and fellow bloggers that have lent us their advice, their quotes, their horror stories, their successes, and their thoughts on the future. We’re thankful to all of those who continue to challenge us on a daily basis, inspiring us to move forward.”

Beyond HR: The End of the Job Interview? Seth Godin’s Thoughts

“According to him we should:
1) Admit that we’ve got this whole interviewing process backwards.
2) Re-examine the ‘why’ behind most hiring decisions.
3) Have a ‘guided tour’ of our organizations and the opportunity in question ready to go for any candidates who apply or are recruited directly.
4) Abolish one-on-one interviews and instead place candidates in situations where they would actually be doing the work they’re being interviewed for.”

Guerrilla Job Hunting: The 1-2-Punch Interview Answer

“I look the boring candidate right in the eye and say, ‘You’re wonderful. Your experience is unbelievable. But I’ll bet you’re having a tuff time getting the type of gigs you deserve’.
As she smiles and nods her head, I go for the jugular. ‘I can tell you why but you need to be open to hearing what I have to say.’ When she agrees, I proceed:
‘You’re really smart but you’re boring! Fortunately, you can fix that in about 10 seconds by learning how to give a 1-2 punch interview answer.’”

Human Resources Blog: Hiring Managers Report 5 Most Common Lies’on Resumes

“The most common résumé lie cited by hiring managers is stretched dates to cover up employment gaps, with nearly one-in-five hiring managers saying they have found this on a candidate’s application. Other top résumé lies include:
Past employers (18 percent)
Academic degrees and institutions (16 percent)
Technical skills and certifications (15 percent)
Accomplishments (8 percent).”

Business Toolkit: What are Job Seekers looking for?

“Here they are in order of importance - the top ten organization characteristics that matter most to job seekers:
1. Offers challenging and interesting work - 60%
2. Recognizes and rewards accomplishments - 58%
3. Provides an opportunity for fast career growth and advancement - 44%”

Beyond HR: Firing Your Gatekeepers

“Question: who or what keeps you from doing remarkable things for your organization?
In most companies, there are gatekeepers…those people or processes that have become so ingrained into an organization that they prevent things that go WOW from happening.
In one company, it’s the technology that everyone has to use on a daily basis. The technology bogs down innovation, productivity, and inspiration.
In another firm, it’s the person who always says ‘we can’t do that.’ ‘We can’t change the reporting structure.’ ‘We can’t send them a large fruit basket…it costs too much.’ ‘We can’t create a different work flow process because it will screw up all the other business units.’ ‘We can’t hire this person because we don’t have approved headcount.’ ‘We can’t…we can’t…we can’t…’
…Fire them. Fire all the gatekeepers.”

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By Hank Stringer

“We can only be said to be alive in those moments when our hearts are conscious of our treasures.”
~Thornton Wilder

It’s so easy to get caught up in the day-to-day; the problems with an industry, the shortcomings of a job board, the failure of your alma mater to return to the National Championship. While in the moment, these might seem as though they are the most important things in the world. However, when you step back and take a pause, things become a little clearer, and you realize that there is so much more to consider. That’s the beauty of Thanksgiving. We get that little nudge that reminds us of all the people in our lives that are truly the most important things in the world.

For our part, we have much to be thankful for. We’re thankful for all of those that have supported us on a new venture. We’re thankful to those who have, for no other reason than to lend a hand, joined our advisory councils and registered for the Beta. We’re thankful for all of the job candidates, recruiters, hiring managers, and fellow bloggers that have lent us their advice, their quotes, their horror stories, their successes, and their thoughts on the future. We’re thankful to all of those who continue to challenge us on a daily basis, inspiring us to move forward.

Most of all, we’re thankful for friends and family who tolerate late hours and late night ramblings; who endure our multitude of faults without complaint. We’re thankful for all of those who put the needs of others before their own needs.

Enjoy the holiday. And enjoy spending time with the people you’re most thankful for. If you’re traveling, please be safe. We love “making good time” as much as anyone else, but if you get there an hour later than you hoped, it’s OK. We’ll be back on Monday to take on the industry once again, but in the meantime we’d like to say one more “thank you” to all of our readers who keep this thing going.
Take time to thank our maker for all that we have. Enjoy your family, the food and the few days off. Have a Happy Thanksgiving! Have a great holiday weekend and come back on Monday when we’ll resume posting again.

“As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them.”
~John Fitzgerald Kennedy

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[Daily Post from itzbig] The itzbig Blog: Job Boards: Can We Make the New School, Old School?

“Now, there’s nothing wrong with glam rock. We all know it can be really catchy, and it did lead to some of the most creative fashion trends of the past several decades. But we on the job boards have been stuck in the genre for too long. It’s time to move forward. While the past may hold some answers, the future of recruiting should be something different and something better.”

Guerrilla Job Hunting: Interview question: Greatest Strengths and weaknesses?

“So you forgot or your ex boss was the moron brother of the owner. Now what?
Be consistent with what you think they would say as a reference. Always turn a negative into a positive. Cite an example of a minor weakness and how you have overcome it or are currently working on it.”

Recruiting in China: Six Steps for First-Time Job Hunters

“Step 1: Pinpoint Your Direction.
After four (or five, or six) years of college, you are completely certain about what you want to do, right? If not, now is the time to determine what your strengths are and identify what kind of careers suit you. Are you someone who loves to be around people? Or are you happier crunching numbers or creating computer programs? Consider all of your strengths, weaknesses, likes, dislikes and interests when thinking about your career plan.”

BlogERP: A Couple of Things Caught My Eye Today

“Recruiting — Recruiting is like marketing — It is like sales, marketing and supply chain management. All of the disciplines are important to apply. As I have said in previous posts, when was the last time your recruiting organization talked to people in those other parts of the organization to understand best practices.”

Healthcare Recruiter: Don’t Be a Turkey about Your Search

“I also want to remind those of you who are seeking a new practice situation, that this time of year can be great from a job search perspective. From my vantage as a recruiter, the holiday time is often one of the best times of the year to catch both candidates and hiring authorities. It is a time for healthy reflection about personal and professional wants and needs – again for both sides of the job search equation.”

WorkUSA: Job Interview Tips

“Showing respect and a certain degree of formality towards your potential employer are other important interviewing tips. Use the person’s titles, such as Mr and Ms and their last name. Do not assume that you are on a first-name basis with the inte
rviewer unless they explicitly ask you to be.”

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