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#JobSearch :Insider Tips on Working with a Recruiter. Here are Some Do and Don’ts to Get the Most Out of your Relationship.

February 27, 2021/in First Sun Blog/by First Sun Team

I occasionally get asked about recruiters, if the client should use one, what is the best way to work with them, and what I should expect to receive. Making the best use of recruiters is something that almost all major corporations do now. Taking advantage of someone that is trained to sort through people means less hassle for the company-and why not? Less hassle means fewer headaches for those businesses.

As you work with them, here are some Do and Don’ts to keep in mind to get the most out of your relationship.

DO THIS WHEN WORKING WITH A RECRUITER

Be clear about your career goals. When they know what you’re looking for, neither of you will waste time pursuing dead ends.
Be professional and polite, even if there’s no job offer. Never burn a bridge. You never know what may come along.
Work with recruiters who specialize in your field. Ask questions about their process and their experiences.
Let them negotiate the compensation package. You can get their feedback on the offer and let them present it to the employer.
Expect them to be your allies in the hiring process, letting you know who the decision makers are and the hot, internal issues.
Connect with them on LinkedIn, regardless of the job outcome. Keep those positive feelings about you flowing for the future.
Be a network contact for the recruiter. They will remember you positively if you provide a new contact for them when that next great opportunity comes along.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

DON’T DO THIS WHEN WORKING WITH A RECRUITER

Worry about how they get paid. That doesn’t affect how they work with you.
Use a cookie-cutter approach with every recruiter. Review their website and submit materials appropriately and communicate as they request.
Be difficult to find. Be active on social media; consider writing a blog, give presentations, raise your visibility.
Think they are the decision makers in the hiring process. They may have input, but someone else is deciding.
Think you are the right candidate for every job. You aren’t. But there is a right job out there for you.
Think they are career counselors. They can’t review your resume and figure out where you fit in an organization. That’s what a job coach is for.

Remember when working with a recruiter, the company is actually the client—not you! So, if they make a suggestion, take it! They are making it because they think it will increase your chances at an offer.

FSC Career Blog Author: Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

FSC Career Blog – February 27, 2021

How to Work With Headhunters…. Important Note -Headhunters Work for the Company that Hired Them, Not for You. (i.e. Not there to ‘find’ you a job)

January 11, 2021/in First Sun Blog/by First Sun Team

What is a headhunter?

There is a distinction between headhunters and recruiters. Headhunters tend to be more singularly focused on filling a particular role and actively seek out the perfect person for the job, whereas recruiters tend to work on multiple jobs at once and rely more on candidates finding them. “You’re going out to find people. You’re not waiting for them to come to you,” says Matt Clarke, managing director at recruitment firm Blackwood Associates LLC. “There are some people who are more proactive and there are others that are reactive. It’s more about the proactive approach.”

A headhunter usually tries to convince a high-performing worker to leave a job for a competitor, according to Mr. Clarke. “You’re recruiting someone out of their current seat based on a referral or knowing that they’re good in their current space.” This can be more challenging than trying to find a role for someone who is looking for a new job. “They’re happy and you’re motivating them to make a move.”

A headhunter usually tries to convince a high-performing worker to leave a job for a competitor, according to Mr. Clarke. “You’re recruiting someone out of their current seat based on a referral or knowing that they’re good in their current space.” This can be more challenging than trying to find a role for someone who is looking for a new job. “They’re happy and you’re motivating them to make a move.”

In brief:

Headhunters work for the company that hired them, not for you.
Talk to the people in your network to track down who is recruiting for particular roles.
Build a rapport and offer help to headhunters for benefits down the line.
Know which headhunters to avoid.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Do headhunters focus on people who are mid-level or higher?

Not necessarily. While some headhunting firms specialize in filling C-suite jobs, others fill jobs that require less experience. “It spans where you are in your career. It’s really more about your company’s focus,” says Mr. Clarke.

Headhunters don’t work for you, they work for an employer.

Headhunters primarily work with companies looking to fill a position. If you aren’t getting a call back from a headhunter, you are not alone. A headhunter’s focus in most cases is to devote his or her time to the client, not a job seeker who isn’t an active target. “Most recruiters work for companies that are paying them to find candidates,” says Stacey Staaterman, a leadership and career coach based in New York. “So, what’s most important for people on the job-search side is that they need to be sensitive to the fact that they’re not the first priority.”

Why would a company hire a headhunter?

Companies hire headhunters for a variety of reasons. “It could be that it’s a messy situation, so they need a recruiter to sell it,” says Roy Cohen, a career coach and author of “The Wall Street Professional’s Survival Guide: Success Secrets of a Career Coach.” Another reason could be the seniority of the role. Mr. Cohen says that recruiting for a very senior-level position, such as a division president or chief executive, can be a heavy lift and companies may prefer to use a headhunter with the expertise to find the ideal person from a “large universe of potential candidates.”If you are contacted by a headhunter, it helps to ask tough questions about why the role is open, because some of those reasons might not be positive for a candidate. “Be careful what you wish for when you do work with a recruiter. It could be they’ve been hired because the situation is one that has been problematic,” says Mr. Cohen. “Maybe there’s turnover, maybe the boss is a screamer. There could be all sorts of reasons they’ve hired this recruiter.”

How to find a headhunter to work with.

Since most headhunters are looking at a fairly small pool of people, you may have to get creative to get yourself on their radar. One way is to triangulate the jobs they are trying to fill by speaking to people in your own network in similar roles. “It’s about networking with people who work in the field that you’re looking for a job, because it’s likely that if you’re talking to people who are in visible positions in your field, they will have received calls from recruiters,” says Mr. Cohen. Find out who the headhunters are that are targeting them. There is often a virtuous cycle of people referring headhunters to their contacts when they themselves are not interested in positions.

You may need to tell people you trust in your network that you are open to talking to headhunters. Mr. Cohen says that this strategy is preferable to emailing several recruiters en masse. It is useful to develop a relationship with a headhunter that might pay off later. If you happen to be contacted by one for a position you have no interest in, think about how you might be able to help him or her with a solid reference to someone else in your own network. “I always tell people if they’re looking, identify a few headhunters that you can establish a bit of a rapport with so that they kind of know you and stay in touch,” says Ms. Staaterman. “Don’t be annoying—be helpful. If you’re not right for a position, give the headhunter a few names. That always creates goodwill.”

What are headhunters looking for and what are their motivations?

Headhunters look for high-quality candidates—who in most cases are already employed—and try to convince them to leave for a better job. Usually, they are trying to meet specific requirements from the company that hired them to fill the job, but sometimes they may look for less obvious candidates who might be an interesting wildcard. “There is a growing interest in having nontraditional candidates on the candidate list,” says Ms. Staaterman. “The term is a ‘cultural add.’ It’s essentially trying to bring something different into the organization,” she says. “Thanks to companies like Google, Facebook, Amazon, Apple, we have more awareness [that] having a diversity of thought, for many companies, is a good thing.”

How disreputable headhunters can harm you and how to avoid them.

You need to be smart about which headhunters you are willing to work with, says Mr. Clarke. You should make sure they are not trying to hire you for a job that someone else left due to an unresolved problem, such as the work culture or bad management. You also need to avoid working with headhunters who aren’t thoughtful about the jobs they submit you for. “If they’re just sending your résumé around to different firms—let’s use banks, for example—some headhunter gets your résumé, or some recruiter gets your résumé and they’re not professional, [or] good at what they do, and they start sending you around to different companies without telling you where your résumé has been sent in, that can absolutely crush your chances of getting jobs at certain places,” says Mr. Clarke.

WSJ.com | January 8, 2021 | and

#JobSearch : Why Is It Important to Keep Executive Recruiters Happy? The Six(6) Don’t.

November 19, 2020/in First Sun Blog/by First Sun Team

Executive recruiters are a very useful resource for employers in the hiring process. They can have a profound effect on whether or not you get hired. This means you need to keep them happy in order to ensure you get the job.

Here are some very important things to keep in mind that will help you keep recruiters happy.

1- Don’t be dismissive. Even if you’re happy in your current role, or just extremely busy, take a moment to speak to search consultants or to call them back. While you may not be interested in the position they’re seeking to fill, you may know someone who might be a good match. Search professionals appreciate getting references and practicing the law of reciprocity.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

2- Don’t surprise them. More importantly, don’t surprise their clients. If you have a blemish on your record, let them hear your version first, before they learn it secondhand.

3- Don’t embellish. Even at the highest levels of executive search, some candidates can’t resist the urge to embellish their resumes. Sometimes they don’t get caught. In nine cases out of 10, however, they do. Avoid the pitfall and be honest.

4- Don’t fail your own history test. It’s surprising how many candidates can’t recite their own professional histories in chronological order. Know exactly what you did and where and when you did it before meeting with a search consultant. And it’s a good tune-up for meeting with a prospective new employer.

5- Don’t neglect your homework. Some candidates will spend the first 10 minutes of an interview asking basic questions about the position and the company at issue, showing that they never bothered to read the search specification. Candidates who do independent research create a favorable impression and show their clear interest in the new opportunity.

6- Don’t forget your manners. When meeting with an executive-search consultant, remember that every word, gesture or inflection will be duly noted.

Keep these in mind and you will be able to keep your recruiter happy and get the job.

FSC Career Blog | November 19, 2020

#JobSearch : Best Practices for a Job Seeker’s Cover Letter. Great Eight(8) Points Checklist.

April 12, 2020/in First Sun Blog/by First Sun Team

In this technology-based age, many companies are foregoing cover letters in the electronic uploads for digital resume storage, but some systems allow cover letters to be added separately.

Recruiters may review the cover letter for various reasons, but here are a few discriminators used to consider or to reject a candidate.

1- What positive things do recruiters want to see in cover letters? The ability to write an idea concisely, proper grammar, spelling, and punctuation demonstrate a well-rounded education. Aesthetic placement of type font, white space, centering (vertical and horizontal) demonstrates a technical skill to use word processing software and awareness of creating a professional look and feel.

It’s hard to address a ‘real human being’ in any HR department. A Boolean search might bring up a point of contact in the company on social sites (company website, LinkedIn, or Facebook). If your query and find an employee’s name, they may be willing to share an HR rep’s name and contact info. ‘Dear sir or madam,’ is the professional alternative, if you can’t find any names.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

2- Cover letters should be one page – no more – with one-inch margins and 11 or 12-point type font (Arial or Times New Roman). If you can’t get the message across in three paragraphs, it’s too wordy. The contents of a cover letter should be concise and within those three paragraphs. A well-written paragraph has at least three sentences. Don’t start sentences or paragraphs with prepositions (e.g., and, but, because, etc.).

Recruiters prefer resumes and cover letters uploaded into Automated Tracking Systems (ATS) resume databases or may ask for an e-mailed resume. Copy and paste it within the body of the email, but place it after your signature line. You should have a very short notification, e.g., “Per request, please find my cover letter and resume after my signature for your consideration.” Computer viruses make recruiters nervous about attachments. Recruiters would rather have an opportunity to scroll down for information versus opening documents to save time and effort.

3- The first paragraph emphasizes the applicant’s interest in the company. Explain why you are targeting the employer and the job title. ‘Name drop’ a mutual contact if you have that advantage. “I am applying for the Whiffle Ball hole-driller position because your company’s reputation is stellar in the junior-league baseball industry for making the highest quality play equipment. Your emphasis on quality makes my skills as a driller a good match for (name of company)’s strategic objectives noted on your website.” This shows the applicant has performed research and shows the ability to communicate a point effectively.

4- Name-dropping might be impolite in some circles, but for job shopping, it might get your foot in the door. Mention a common contact to attract the attention of the recruiter. “Joe Bob, Pellet Supervisor in your molding plant, suggested my candidacy for this position.” Additionally, some companies provide incentives such as cash bonuses for employees, so this gives the recruiter documentation of the referral.

The cover letter is not your resume – provide a few salient points of interest in the second paragraph not already explained in the resume. “A recent trip to the Congo provided valuable experience in creating Whiffle Ball leagues for schools in a district with three different languages. This experience has enriched my capability to use diverse communications skills to ensure your company has effective methods of obtaining customer suggestions for where Whiffle holes are drilled in the balls. This explains the gap in employment for the summer of YYY and the change in my career from nursing hamster pups to drilling Whiffle balls.”

5- The third paragraph should emphasize availability and refer to attached (or uploaded) resume and availability for interviewing (either telephonically or in person), accompanied by phone and e-mail information. The applicant’s return address is already in the resume – don’t waste precious text or white space on repeat information.

6- The cover letter is not a place to try sarcastic or witty humor. With no context or visible body language, the attempt at humor may backfire. Write professionally. Emphasize what you can do for the employer versus asking them to do you a favor. Try to avoid using the word ‘I’ in the cover letter – it is, but it is not about you – it is about the company’s need to find a qualified candidate for a position.

7- Even English professors can misspell words or get a comma in the wrong place. Send the cover letter through the grammar and spell check several times and then read the letter out loud to a peer to ensure it makes sense. Just because a word is spelled correctly, doesn’t mean it’s correctly used (e.g., granite = granted, fast paste = fast-paced). Get an unbiased outsider to proof the letter, a teacher, mentor, or a student in AP courses to check the spelling. Look for sample letters on the Internet to compare.

8- The final piece of your cover letter is your signature. If you have your address on the resume and telephone number and/or email address in the third paragraph, all that is needed is a full name under a ‘wet’ signature. Applicants can scan a copy of their signature and insert the graphic to look like a real signature, which enables them to send the letter digitally without further scanning.

FSC Career Blog Author: Ms. Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, social media management, and print-on-demand author coaching and consulting. Reach her at: Dawn.Boyer@DBoyerConsulting.com or http://dboyerconsulting.com.

FSC Career Blog | April 12, 2020

#Resume : Why Job Seekers using ‘Free Software’ for Resumes May be Hurting Themselves.

April 7, 2020/in First Sun Blog/by First Sun Team

I sometimes encounter clients who are using free word processing software to write their resumes. This includes Open Office (e.g., Pages; Google docs; Libre; Apache). Why is this a bad practice for job seekers? Because most businesses require digital resume submissions and the resume must be saved in a file format those businesses use – including the international-standard of Microsoft Office. Job seekers sending out resumes in non-standard file formats are hurting their chances of being seen for their otherwise great experiences and job skills.

The goal of a resume is to stand out in a crowd; use the wording and descriptions to make the resume owner’s capabilities stand out – not the file formatting itself.

Free software is great when you are on a budget or lacking funds, and you are creating files or documents that only you will be using. Job seekers should understand the recruiter may not have Open Office on their computer and can’t download the software because their company may have restrictions on what is on company-owned IT equipment. Job seekers should not expect recruiters to go that extra mile to open the resume in a non-standard file format when they have dozens if not hundreds of other resumes submitted in the more standardized industry-use software to review.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

As a recruiter, I have encountered engineers who designed their resumes in a CAD program, graphic artists who submitted their beautifully designed resume in Photoshop or InDesign files (.psd; .ai; .indd – which are expensive software packages), and professionals using Google docs. Unfortunately, recruiters may not have those software packages on their computers, thus they are unable to open the resumes. Recruiters have a choice of 1) trying to open the file with what software is already on their computer, or 2) dumping the resume because they don’t have time to open ‘foreign’ files with so many other job candidates who are ‘following the rules’ of standardized file formats (e.g., Microsoft Office Word).

Google docs may have the file-sharing capability; the file owner may send a link to view the document or file, the recruiter may not have the ability to get past the password-protected firewall – encountering a ‘you need to request permission to access this file from the owner’ message (time the recruiter doesn’t have). Google Docs tends to not share the same formatting parameters. Docs created in Word and then shared with Google docs will have their formatting changed on the Google Docs platform. Google docs add leading line spaces in headers and footers and increase the size of bullets, so an original document resume created in Word at two pages, may result in two and a half pages in Google docs. This may irritate recruiters who are adamant about not wanting to read resumes over two pages long.

Open Office also deletes formatting when converting back and forth. Word documents can have formatting for indexing, Tables of Contents, etc., embedded in the document, but once it’s converted to Open Office – all that labor is wasted to create special formatting because it’s erased in the conversion.

If you are a job seeker and absolutely must use Open Office (Pages), type up the resume, then ‘export’ the document as a Microsoft Office compatible file (.doc) before sending it to recruiters or uploading it into resume databases. This will enable the recruiters to open the file on their computers because it will be compatible with their software. Worst-case scenario, you can use a text-edit program (loaded onto just about every computer manufactured) to compile the resume. While it won’t be pretty (baseline Times New Roman font, no capability for bold or italic text), it will have all your vital experience and job skills information in the text document to load it into any online resume database or job post as an official application.

The goal of a resume is to stand out in a crowd; use the wording and descriptions to make the resume owner’s capabilities stand out – not the file formatting itself. Avoid graphics, heavy use of tables, icons, and multiple fonts or sizes. That resume has to get through the initial firewall of processing in the upload before it can get seen by the recruiter. Use standard-practice software to get on an even playing field.

FSC Guest Author: Ms.Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, social media management, and editing/publishing/print-on-demand consulting. Reach her at : Dawn.Boyer@me.com or visit her website at

www.dboyerconsulting.com

FSC Career Blog | April 7, 2020

What Should I Be Adding To My LinkedIn Profile?

March 3, 2020/in First Sun Blog/by First Sun Team

This is a common question I hear, “I don’t know if this or that should be on there” or “I wasn’t sure so I just downloaded/copy/pasted my whole resume to my profile.”

While you want to establish the information you add is relevant to your brand and impactful, you don’t want it to be a duplicate of your resume. They are meant to complement one another. You want your reader to see a little more of a human side to you as well. Think of the LinkedIn profile as the friendly, humanized version of your resume.

Here are some things to think about when building and adding to your profile:

☑Fill out all the sections. Don’t leave anything blank. Fill in the volunteer, certifications, languages, projects, honors, awards. You can add PowerPoints, photos, samples of your work (I have these on my profile) coursework, and things you have done in your career.

☑Add a profile photo AND a background cover photo (get rid of that blue LI background!). This makes it uniquely you. I love seeing customized background cover photos on LI profiles. They definitely add personality and/or help brand the client by having a photo of the company, service or product they represent.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

☑ Write a headliner that sizzles. Instead of “Account Executive”, write “Account Executive specializing in the development of groundbreaking sales and service strategies internationally”. Add a little zing to it. Get your reader interested. Some even call the headliner “prime real estate” meaning it’s a great place to add keywords and branding that help direct LinkedIn’s algorithms to your profile. Get as clear and focused as you can. Add buzzwords if you know what they are. Not sure? Find jobs that interest you and notice the same words listed over and over? Add them. Don’t neglect this section.

☑ Create an About section that speaks to the reader. That section used to be more formal and many people wrote theirs like a biography–3rd person, boring, etc. These days, it’s all about the conversation. Get them interested in what you have to say. Write in the first person. It’s OK to be a little more human here. People expect it—and love it.

The About section should be engaging, interesting, and conversational. Think of it as if you are speaking to someone at a networking event. How would you speak? What would you say? You’d keep it professional but interesting, right? You want to tell a story about why you do this type of work and what makes it interesting. Be enthusiastic.

☑ Add Content! Make sure to add descriptions of what you do at your job. Add your daily responsibilities as well as your accomplishments. This is where I see clients fall short. They add their company and job title but nothing else. LinkedIn rewards content. While you don’t want to copy and paste chunks from your resume, you also don’t want to leave critical information out. Rewrite those areas but make sure to add content to your roles.

What were you most proud of accomplishing? What projects have you worked on that added value? What is interesting about where you work?You can also add numbers and percentages. If you are hesitant about sharing exact figures, you can say, “increased revenue 87% in two years”. Adding numbers adds to your credibility and gives the reader a glimpse of what you have done.

☑ Get a recommendation. A recommendation or two on your profile livens it up and gives you more credibility. What good do thousands of connections do for you if you don’t have one recommendation? It might feel awkward, but once you’ve asked it’s done and guess what? You’ll most likely get that recommendation!

☑ Create an endorsements section. Complete the skills and endorsements section and pin the top 3 that related to your job hunt. Again, these are key with algorithms and recruiter searches as well.

When all of this is done, remember the key to a strong LinkedIn profile is engagement. The more you use LinkedIn, the more it rewards you by showing your profile in recruiter searches. Reach out, plan on getting on LinkedIn 10-15 minutes every other day and watch it go to work for you.

FSC Career Blog Guest Author: Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

FSC Career Blog | March 3, 2020

#BestofFSCBlog : How Often Should I Be Posting (job boards) Resumes for My Job Search?

February 19, 2020/in First Sun Blog/by First Sun Team

When searching for a new career position, the job seeker has two options – as an active search or passive candidate. A passive candidate will update their resume, ensure their LinkedIn profile is robust and complete, and post their resume online to the big resume databases (e.g., Monster, Indeed), but then sit back and wait for folks to find them.

An active candidate will update their resume constantly (especially if still employed) and consistently post to open positions. They will also upload resumes into company resume databases, regardless of whether the business has an open requisition that matches their skills. The purpose of loading resumes into company databases is to help recruiters ‘harvest’ skills of qualified candidates from their ‘resume farm’ when that new job requisition is posted.

An active job seeker should be seriously networking with friends, peers, co-workers, clients, and industry group members. Statistics seem to support networking will result in hires for about 65% of the time. It’s also productive to be a part of a trade group or industry organization. For instance, MeetUp.com has trade groups from computer geeks and coding programmers to quilters and writers and website designers and marketers. Members in these network groups join to learn something new or interact with like-minded folks. Recruiters may pop in to scope potentially qualified candidates for future positions. The human resources organization, SHRM, has job opening posted on their website, as well as monthly meetings for continuing education credits, where sometimes as many as a few hundred HR-related members will show up, including recruiters.

Sales reps should track top clients’ point of contact – not just to respond to work-related communications, but to develop friendships beyond work. If the job seeker is an amazing salesperson or customer service rep, that customer will remember you and maybe a great source for industry job openings – as well as being able to provide work referrals.

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Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search: https://www.firstsun.com/fsc-career-blog/

What Skill Sets do You have to be ‘Sharpened’ ?

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One overlooked source is state employment agencies. The Virginia Employment Commission is an example. Job seekers can visit the website, create a profile, upload a resume, and post to positions online or wait until an employer reaches out. Some companies post open jobs to this resource to save recruiting costs (its free to Virginia-based companies). Other companies use this option to ensure Affirmative Action Plan goals by postings jobs to reach the minority, disabled, and veteran job seekers.

There is nothing wrong with driving around a geographic area and looking at businesses located within the desired commute. Alternatively, use Google maps to search. For instance, a Computer Scientist with a desired commute of no more than an hour from Gloucester uses the search term ‘Software Development.’ They may find a few software or IT companies in Gloucester, as well as a dozen potential employers in Richmond, Williamsburg, and Newport News.

So, the answer to the question, “how often should I be posting my resume into databases?” is varied. If you are unemployed, and a serious job seeker, then your full-time job is ‘looking for work.’ You should be posting resumes to job announcements and uploading the resume into company resume databases (ATS) for between 10-20 resume uploads and applications daily. Your goal is to get your resume into as many company databases as physically possible to increase the potential for ‘being seen’ by recruiters.

If you are a passive job seeker, then post your resume to the big databases once and ensure your LinkedIn Profile is ‘open for inquiries from recruiters.’ Both active and passive job seekers should revisit resume databases every 30 days to update (just add a line or space) by reloading the ‘updated’ resume to ‘trick’ the system into thinking it’s an entirely new resume. (Most job board or resumes systems push resumes down in the results queue as they age.)

How long should a job seeker expect to search for a position? If you have a well-written resume and are posting to the perfectly matched job descriptions and getting phone calls from employers for interviews (and you interview well), there is a loose standard for time expectations.

Before the 2009 market crash, during the economic boom, the expectations were an average of one month of job searching for every $10K in salary expectations over $40K annually. The present economic environment is similar, so if the job seeker is looking for a minimum of $60K annually, then about two months would be the average search. To reduce that time factor, it’s vital to post hard, post fast, and apply for the maximum daily time allowance daily. It usually takes about a week for valid job inquiries to come back from most recruiters who are actively searching for keywords and phrases in the resume.

FSC Guest Author: Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, and editing/publishing/print-on-demand consulting in the Hampton Roads and Richmond metropolitan areas. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

FSC LinkedIn Network | February 19, 2020

Number of words, including title and POC info: ~829

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Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner 20+ years, with her own consulting firm (CEO) in Hampton Roads and Richmond, VA. Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 822+ books on the topics of business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books. Her books can be found on Amazon.com under Dawn D. Boyer, Ph.D.

#CareerAdvice : #JobSearch -How to Respond to a Recruiter’s InMail on #LinkedIn . #MustRead !

August 19, 2019/in First Sun Blog/by First Sun Team

With a healthy labor market, record low unemployment and steady wage growth, U.S. job seekers are in the driver’s seat of their careers. Employers are eager to show you more than the basic job description. They are beefing up their employer branding, benefits, perks and insights into their company culture to attract you to their open jobs.

And one of the ways recruiters will reach out to you is via LinkedIn InMail.

InMail messages are private messages that allow recruiters, hiring managers and head hunters to contact you on LinkedIn without an introduction or contact information.

Receiving an InMail from a recruiter can make you feel special and in-demand, but like so many things in life, you only get one shot to make a great first impression. Sure, your profile and maybe your resume caught their eye on the social platform, but how you communicate when a recruiter reaches out to you is key.

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What Skill Sets do You have to be ‘Sharpened’ ?

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Seasoned recruiters have a keen eye and can spot red flags like dishonesty, misrepresentation and job seekers who are “wishy-washy” on whether they’d consider the opportunity. Therefore, whether you’re interested in the job or not, how you respond can speak volumes. Here are some tips on how to best respond to a recruiter’s InMail message.

If You’re Interested in the Opportunity:

Hi [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Recruiter name],

[Insert commonality or compliment here, such as, “Thank you for reaching out with this awesome opportunity” or “It’s great to connect with someone at XYZ company — I’ve admired your work]!”

I’m interested in [company’s] open [job title] role, would be interested in [hearing more about the opportunity, learning the specifics of the role, applying formally]. I’d love to get your thoughts on [your experience at the company, what the team is specifically looking for, why you felt I’d be a great fit]. Would you be open to [hopping on a call, answering 3-5 quick questions]? It would be so appreciated.

Thank you,

[Your name]

Why This Works: With this response, you show genuine interest in both the company and the role and show that you are proactive about suggesting next steps. Sure, it’s a job seekers’ market, but there’s no need to play hard to get. If you’re interested, then show it and don’t hesitate to share your interest and preferred mode of communication.

If You’re On the Fence:

Hi [Recruiter name],

Thank you for your InMail.

I’m pretty happy in my current role at [Company name], but I’d be open to discussing this opportunity with you. This role and company look to have some exciting potential and I never turn down a chance to chat about [insert compelling aspect of the jobs/company/industry].

Would it be possible for us to connect via phone next week?

I look forward to speaking!

Best,

[Your name]

Why This Works: Sure you’re satisfied in your current job, but if you’re open to the right opportunity, this response allows you to be both honest about your current feelings and leaves room for the possibility of a new role. It signals to a recruiter that you’re open to being sold on the role and considering a new company.

**If You’re Interested in the Company, But Not the Role:**

Hi [Name],

Thanks for reaching out to me for this role! I am actively exploring new opportunities, but would ideally like to find a position that would allow me to [work from home, expand on my marketing experience, step into the nonprofit space, earn at least $X annually, etc.]. It sounds like this particular role isn’t quite what I’m looking for, but do you happen to know of any other opportunities that may be a better fit? If so, I’d love to connect! [Or include a sentence with a link to another job opening at the company.]

I’ve attached my resume for your review and can be reached directly at [your email address and/or phone number] moving forward.

Best,

[Your Name]

Why This Works: If your dream company reaches out to you for a role that’s less than ideal, get your foot in the door by sharing exactly what you’re looking for. Don’t be shy about telling them you’re interested in the company and use the introduction as a way to explore alternative opportunities.

**If the Company & Role Are Not Interesting:**

Hi [Name],

Thank you for your note about [insert job title]. While the role seems interesting and the work your company is doing is impressive, I really love the company I currently work for. That said, if I am looking to make a change in the future, I will certainly be in touch.

Thanks again,

[Your Name]

Why This Works: For the sake of your professional brand and to show common courtesy, do not just ignore the recruiter. Even if the opportunity isn’t a right fit now, being humble and thankful are important traits when turning a recruiter down. There’s no need to dwell on why you’re not interested, or to provide excuses. Be direct and clear with your position, and like any smart professional, leave room for continuing the relationship down the line.

If Your Dream Job & Company Present Themselves:

Hi [Name],

Thank you for your note. Based on your description of the role, it sounds like a great job and aligns with where I’d like to take my career. I’m eager to learn more.

As you may have seen on my profile [or resume], I have [number of years] experience in [field/industry]. I’ve been consistently committed to [specific goal, skill or trait the new job entails]. In my current role at [Name of current employer], I recently [impressive accomplishment that relates to the new job] and [add mention of management experience or soft skills.]

Could we discuss this opportunity in more detail? I’d welcome the opportunity to learn more about the role and share how my skills and experiences would benefit [Name of potential employer].

I’m available to talk by phone on [List of dates and times you’re available]. I look forward to speaking with you.

Best,
[Your name]

Why This Works: While you may be jumping up and down with excitement because your dream company and job appeared in your inbox, there are better ways to convey your excitement than by sending a response full of exclamation marks and smiley-face emojis. Demonstrate your enthusiasm for the role by responding with a carefully crafted note that reflects both your skills as well as your understanding of the company’s business needs. This combo will show the recruiter that you’re absolutely worth an initial interview.

Remember, when speaking with recruiters on any medium, here are a few general tips:
1. Spark their interest.
2. Be natural.
3. Be direct.
4. Share insight into your decision.
5. Customize your templates.

It’s easy to get overconfident when a recruiter reaches out to you, but it is very important to leave a positive impression in every interaction.

GlassDoor.com | August 16, 2019 | Posted by Amy Elisa Jackson

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#CareerAdvice : #ResumeWriting -New Study: Professionally Written Resumes Score Jobs Faster & Earn More.

March 26, 2019/in First Sun Blog/by First Sun Team

If you’ve been in the workforce for years, chances are you’ve considered outsourcing the dreaded process of writing a resume. After all, needing a new jobis stressful on its own, then add to that the anxiety of capturing your entire work history and value into one or two pages. Hello, migraine.

However, a new study by TopResume may provide a proven solution. The resume writing service commissioned a study to determine if recruiters perceive candidates with professionally written resumes to be more employable, as well as if job seekers benefit from a professionally written resume.

Need Resume Updated or Done?? .…… Contact us at info@firstsun.com

The results? Recruiters valued candidates with professionally written resumes to be worth 7% more than when assessed using their self-written versions. Furthermore, candidates with professionally written resumes were more likely to secure interviews, land a new job sooner, and advance their career faster.

“Professionally written resumes increase a job seeker’s perceived value by providing a clear career narrative, a visually balanced presentation, and proof of the person’s abilities,” says Amanda Augustine, a certified professional resume writer and career coach.

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What Skill Sets do You have to be ‘Sharpened’ ?

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According to the data, candidates who invested in a professional resume reported:

32% higher rate of finding a job than those who wrote their resume themselves.
68% secured that job within 90 days of having their resume professionally written.
42% of them moved on to a higher-level position.

“Anecdotal evidence has suggested that professionally written resumes offer significant benefits to job seekers, but there was no data to confirm those advantages — until now,” said Jeff Berger, CEO and founder of TopResume, a Talent Inc. company. “Now, when job seekers wonder whether investing in this critical job-search tool will positively influence their candidacy, there’s resounding proof it will help advance their career faster and at a higher salary and title.”

If editing and tweaking your resume is causing you to go mad or you are still wondering whether your resume is strong enough to beat the competition, consider hiring help via TopResume, especially if you’re changing careers or transferring industries.

“When you’re changing careers, it’s assumed that your recent work experience will not perfectly align with the role you’re now targeting,” says Augustine. “To ensure your resume isn’t immediately trashed by the ‘bots’ or a recruiter, you need demonstrate that you possess the skills necessary to do the job well, even if this new job isn’t a natural next step after your previous role.”

That’s where transferable skills come in. “Some transferable skills are universal, regardless of the field: leadership, communication, analytical skills, and many others,” Augustine says. But “if you want to land a job faster and maximize your future paycheck, hire an expert to write it for you.”

GlassDoor.com | March 26, 2019

#CareerAdvice : #CareerTransition -‘You Have to Package Yourself Differently’; Company Veterans Explore New Horizons.

March 4, 2019/in First Sun Blog/by First Sun Team

Executives often find it hard to jump ship after helping to steer the same workplace for years.

They can lack a sizable network of outside contacts. Their job interviewing skills are rusty. And they worry about fitting in at a new employer.

Despite such hurdles, many longtime business leaders with strong track records are making the leap amid today’s booming job market, recruiters and coaches say. Since early 2018, executives have changed employers following tenures exceeding 12 years at major U.S. companies such as Amazon.com Inc., CSX Corp. , Intel Corp. , General Electric Co. , Nike Inc. and Starbucks Corp.

“Companies want seasoned leaders with broad experience who know how to tackle new challenges,” said Jane Howze, a managing director at the Alexander Group, an executive-search firm. “If somebody has moved around within a company and gotten promoted repeatedly during 12-plus years, that’s now a plus.”

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About two-thirds of U.S. recruiters report their clients often or almost always are more willing to consider long-serving executives than a decade ago, according to a January survey of 53 recruiters conducted for The Wall Street Journal by the Association of Executive Search and Leadership Consultants.

Yet company veterans looking to change workplaces sometimes struggle to devise ways to tout their protracted stints. “Long-tenured executives tend to lack confidence about what they have to offer the outside world, and they may lose perspective over time even if they’ve been successful,” said Rose Fiorilli, an executive coach.

Scott Schneider is one of several such job hunters whom she recently counseled on the issue. Hired by Ruder Finn in 1999, he rose to chief digital officer of the big public-relations firm. He sought Ms. Fiorilli’s assistance in summer 2017 and let her know he wasn’t good at self-promotion.

“I wanted to go somewhere that was not a replica of where I had been,’’ Mr. Schneider recalled. “I was worried I had been there for too long.”

With Ms. Fiorilli’s guidance, Mr. Schneider began pitching himself as a creative change agent rather than a digital officer. He said he realized that his skills, such as building a team of more than 40 designers and creative strategists, mirrored accomplishments of other creative leaders in his industry.

Mr. Schneider switched employers last October. He now is chief creative officer of Praytell, a new type of PR agency that heavily emphasizes social media.

Other longtime executives go one step further to reposition themselves. “You have to package yourself differently so you’re not identified too strongly with your latest employer,” said Deirdre Latour, who spent 14 years at GE.

When Deirdre Latour resigned as GE’s chief communications officer in 2018, she hadn’t gone on a formal job interview in eight years. PHOTO: PEARSON PLC

When she resigned as GE’s chief communications officer in March 2018, Ms. Latour hadn’t gone on a formal job interview in eight years. Her professional network was so closely connected to GE that fresh opportunities resembled her last GE role, she said. But running communications for another global business “might be totally the wrong thing for me.’’

That’s why Ms. Latour did mock job interviews with her coach, Angie McArthur. “She helped me explain how I might translate the broad scope of my GE skills to a new culture,” the executive said.

Pearson PLC soon wooed Ms. Latour to be chief corporate affairs officer of the global education company, and she joined the firm in January. She said she got off to a strong start at Pearson, thanks to widely applicable skills that she learned at GE—including a focus on execution and concise thinking.

Some veteran business leaders promote their ability to fit in again before a skeptical employer raises the question. An executive with 25 years’ experience at a big insurer said he took this approach after his eight-month search failed to produce an attractive offer. He hopes to work for a startup backed by private-equity investors.

“You may have trepidations about whether I can adapt to a new culture,” the executive said he told a private-equity firm during his initial interview in January. “I know I will fit in because I have done the homework on your company and myself.”

He’s currently a serious contender for a senior management spot at a health care startup owned by that private-equity firm.

Fresh gigs don’t always work out for senior managers with longevity elsewhere, though. Tim Stone became chief financial officer of SnapInc., the parent company of messaging app Snapchat, in May 2018 after roughly two decades at Amazon. He quit Feb. 5.

Snap, which is struggling, didn’t disclose what triggered Mr. Stone’s surprise exit. He declined to comment.

Adapting to a new workplace can prove tough for highly tenured executives because they often remain deeply loyal to the prior employer. Consider Monique Bonner. Following 16 years at Dell Technologies Inc., “I was definitely somebody who bled Dell blue,” she said.

Ms. Bonner became chief marketing officer of Akamai TechnologiesInc. in 2016. The network security provider uses a similar shade of indigo for its corporate color, but when Ms. Bonner jokingly told new associates that she now bled Akamai blue, “no one knew what I was talking about.”

Akamai colleagues gave her equally quizzical looks when she cited Dell acronyms—such as calling employee-wide meetings “AHODs” rather than “All Hands,” which is Akamai’s nomenclature.

“It takes time and diligence to break 16-year-old communication habits,” Ms. Bonner said. Nevertheless, her new employer “has been incredibly supportive,” she added. “I’m nearing three years at Akamai and couldn’t be happier.”

Author: Write to Joann S. Lublin at joann.lublin@wsj.com

Appeared in the February 21, 2019, print edition as ‘Company Veterans Ponder the Lure of Something New.’

WSJ.com

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