Recruiting In Yoga Pants

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Category: candidates (Page 1 of 3)

Facts VS Opinions

May 5, 2024 / / 0 Comments

No really. There is a difference.

This came to an amusing yet frustrating head recently when I had the audacity to share an amazing post from my friend Dan (DanFromHR). You can read it for yourself HERE. The heart of Dan’s post was a factual explanation of how many companies navigate high cost of labor (HCOL) areas. To recap, in the US at least – there are going to be higher paying markets (most notably NYC, Bay Area, Boston) that will have a premium adjustment based on the COL in that area.

This is a FACT.


I know this is a thing that is known or proven to be true because I have worked for numerous companies that have created pay ranges and COL adjustments based on location for years. I have made PLENTY of those offers. I’ve even in rare cases been able to offer someone the choice between locations – many opted for the lower COL areas (Seattle vs Sunnyvale, for example) because the 10% or so premium wasn’t worth the lowered buying power. Cost of LIVING (not to be confused with cost of LABOR) is definitely a factor those new hires took into consideration before choosing their final offer location. I respect that choice.

What does this look like in action? Let’s say a national company is hiring in Kansas City. They also have offices in Ft. Lauderdale and NYC. Most of the country is probably going to be in what we call “standard” comp ranges. The average compensation for a marketing manager is 80-120K, with 100K being the “midpoint” or 1.0 compa ratio. (Here’s a great video on compa ratios from my pal Jessica from Workology)

It would not be crazy to assume that the 80-120K range is used in both Kansas City, Ft. Lauderdale, and many other areas. Where folks land in that range of course is subject to a WHOLE LOT OF THINGS I talk about in this 2nd of a 3 part video series on compensation. Now let’s also assume that the company has done their due diligence re: COL (high, low and standard) and that range for those areas is pretty darn great.

Oh – but now we’re expanding in NYC…. and the market laughed at our range. More due diligence is done, and a new “premium” is established – the range for that same role, level, and job family is now 96-144K (a premium bump of 20%) and a midpoint of 120K in NYC.

Now someone moving from Boise has interviewed and been given the opportunity to select their next location. We’ll happily hire in KC or NYC – and we’re approved to make a stellar 1.05 CR offer! That would be 105K in KC, or 126K in NYC. Both offers (in our hypothetical yet fact based scenario) would be strong offers for the role, level and markets.

Of course cost of LIVING is a whole other personal topic and one job seekers should definitely consider before choosing which location / offer makes sense for them. I just ran these calculations this morning and y’all….

YIKES! Now there are a thousands of reasons why folks would prefer one location over another, and there are no “wrong” answers to your personal life choices – just what works best for you. For me, being a Midwest native who doesn’t particularly enjoy big cities, I’m taking KC all day long. The fact that I would have SO MUCH MORE buying power is an absolute plus.

I’ve seen cost of labor premiums average between 10-40% from the lowest to the highest. I’ve NEVER seen on at 69% and certainly not 189% – which is what folks would need to make to maintain the same standard of living AND keep up with housing costs.

Yet with all these FACTS – I’m still expected to believe that companies are wrong for having premium locations based on the cost of doing business in said locations?

But I digress. Let’s get into OPINIONS.

Folks had some strong opinions about my post. There is absolutely nothing wrong with hating this concept. I get that remote work has thrown some complications – and many orgs still honor whatever geographic ranges they’ve established. For example, a company is authorized to do business in every state east of the Mississippi – they’ll likely have a range established for the Eastern half of the US and maybe a “Virtual-NY” range for the higher COL areas. Is it “fair” to pay someone in Bentonville 105K and someone in Brooklyn 126K for the same role and level? I have no idea. But it can definitely be “factual”.

I find it fascinating and a little sad when people start losing their minds over these concepts. I was called rude, dismissive, told the recruiting org at my ENTIRE COMPANY was not “trustworthy” – all because I dared to speak FACTUALLY about how compensation is structured in many orgs.

Can you imagine? I mean even just writing it out I’m struck by how sad and hilarious that is. Being literally angry at a stranger you’ve never met because they dropped a FACT?

“But I don’t like it” – you’re entitled to that opinion

“It’s not fair” – you’re entitled to that opinion

“Companies should do this other thing instead” – also entitled to THAT opinion!

There’s nothing inherently WRONG with disliking the way this company or that operates. There’s nothing wrong with expressing those opinions, asking WHY, and making suggestions about how you’d like things to be.

There’s something VERY wrong with attacking the messenger because you don’t understand the difference between facts and opinions.

Interestingly, no one bothered to even ASK my opinion. Nope – they jumped straight to insults and accusations. At least a couple of people think I’m some sort of corporate bootlicker who supports suppressing wages. Because… I provided… factual…. information.

Here they are – the opinions NO ONE BOTHERED TO ASKED FOR.

  • Everyone deserves an opportunity to earn a living wage.
  • Compensation ranges and inputs used to determine offers should be fair and transparent.
  • Virtual compensation ranges need some inspection and explanation.
  • No single person, company, or team has this all figured out.
  • Taxes and inflation are too damn high.

Finally, I REALLY believe most recruiters who talk about these topics are genuinely doing our very best to provide insight and information to help job seekers navigate this stuff more effectively.

Oh and honorable mention to the assclown who went on a “liking” spree of all the comments attempting to hurt my feelings (lol as if I had any left) and who ALSO made a snarky comment about my “influencer” status. Imagine the hilarity that ensued when I went to check if we’d interacted previously (we’d been 1st level connections). I found an unread message from this individual… wait for it…. asking me to USE MY INFLUENCE to get eyeballs on one of his posts.

You can imagine how I responded to that.

Maybe It’s All Made Up

March 16, 2024 /

I know as well as most of you that there’s not shortage of clout chasers on social media.

I can’t assume that everything folks say on there is true. Especially when it flies directly in the face of common sense and compliance.

EVEN MORE ESPECIALLY when I know the players involved and can say with one million percent confidence 𝒕𝒉𝒂𝒕 𝒅𝒊𝒅𝒏’𝒕 𝒉𝒂𝒑𝒑𝒆𝒏.

I have to work on letting go of things I can’t control and stay out of discussions that are not beneficial to me or my audience.

What I WILL continue to focus on is elevating my profession to the best of my abilities, working with my leaders to create fair and equitable job postings followed by a compliant hiring process, and make the best damn offers I can to folks who trust us with their careers.

The rest of the dopamine circus can three ring without me.

Before we go… let’s talk about my silly little tweet pictured above.

Here’s the problem – it’s widely reported that women apply to roles they meet ALL OR MOST of the qualifications for, and men will apply when only meeting some. I’ve even some statistics say women apply when they meet 100% of the requirements (logical) and men apply when they only meet 60%.

I know in MY world as a serious and sane recruiter who understands the definition of the word “required” – this simply means that men are going to get rejected more often. Too many times though folks interpret this to mean that women should ALSO shoot those long shots. Too many times what ACTUALLY happens is those well qualified women get passed over for someone’s frat bro or the CEO’s nephew.

If you’re a recruiter or hiring leader serious about increasing representation of under represented employees, let’s chat. Getting serious about what is ACTUALLY required and staying true to a fair and compliant process will get you there. Otherwise you’re at MAJOR risk of “going with your gut” – which doesn’t always work out for the very people you claim to care about. 🤷‍♀️

RECRUITER OUTREACH! Hey Recruiters! How’s YOUR Messaging?

May 26, 2023 /

Ok I’ll admit it. I’m guilting of SENDING this tired old message: 

“I came across your profile and was very impressed with your background! I’d love to talk to you about opportunities!”

Ugh. How embarrassing.

Here’s the thing recruiters. When we’re initiating contact, we have a responsibility for making the message worth responding to. Of course not all messages deserve (or will get) a response, and that’s ok! But we still need to at least put some effort in. 

The biggest challenge for many recruiters is balancing PERSONALIZATION with VOLUME. This is hard! I get it’s not always possible to spend tons of time on every single individual message. However, candidates don’t care about your volume problems. They care about getting messages meant for them that are worth replying to.

Instead of preaching at you about this, I’m going to tell you exactly how I do it.

Campaigns!

I actually do like automation when done correctly. I have a CRM that I can create “campaigns” in, meaning I can select candidates and start an email drip campaign. I can just set it and forget it, until I get a response – which then turns into a personalized recruiting process. I do it like this:

Start with a specific role

I don’t randomly reach out to people for coffee chats or just to hop on a call. I have stuff to do – most importantly, fill these damn reqs! If you’re getting an email from me, it’s because I think you might be a good fit for one of my open positions. By having a clear target, I can also share important stuff like compensation, location, and what makes the role cool (check out my pal Nic’s excellent post on this topic!)

So I have my list of folks I think might be good, and I will do small batches – maybe 10 at a time – so I can tweak the email to personalize a bit (who wants the same generic email EVERYBODY got? Boring!!) My first email goes something like this:

“Hi (prospect),

Amy from (Company), reaching out for the nefarious purposes of stealing you from your current job and convincing you to come do (cool stuff) here! I checked out your (resume, profile, blog, whatever) and thought there might be a fit based on (specific thing).

I don’t want to assume you’d be open to a change, but in case my timing is right, here’s a link to the role and (something cool, compensation, etc). You can learn more about (company, team, project) here (include link, articles, whatever).

Most importantly, I’d love to learn more about what kind of work lights you up, in case I have other positions now or in the future that might be worth talking about.  

You can reach me any time at (contact info) or feel free to book something directly at (calendar link). I look forward to connecting with you!

Me“

My goal here is to give enough information to actually act on, but also keep it short enough with a clear call to action that prospects can respond quickly if they want.

2nd Outreach

Ok maybe that wasn’t exciting enough for you. Or you missed it. Or just didn’t want to respond. Some candidates have actually told me they purposely wait for a 2nd or even 3rd email to make sure the recruiter is serious!! WHO KNEW?? So if the first email doesn’t get a response, number 2 goes something like this:

“Hi (prospect),

Hey there, following up on my email last week. I’d love to chat with you about a position I’m recruiting for – here’s the info (add job posting link, data included in first email) I sent – I’d love your feedback on it even if my timing is off!

We recently announced/shared (something cool), you can read about that here (include link or articles, depending on what you’re sharing)

If you’re open to hearing more, would love to connect live! You can reach me at (contact info) or book time whenever is convenient at (calendar link).

Thanks,

Me“

My goal here is to simply send a friendly reminder with an extra tidbit that may help convince someone to talk to me – or at least tell me no thanks. I’ll accept closure!

3rd & Final Outreach

Ok this is where I lose some recruiters. I am personally not interested in harassing people. I will send 3 emails, and if I get nothing back, I can take a hint. I have other prospects to move on to and I am not interested in wasting my time nor do I want to bug a prospect! It goes a little something like this:

Hey (prospect),

Just closing the loop with you. We’re still looking to hire for (role), but totally understand if my timing is off or the role just isn’t right for you at this stage of your career. If anything changes on your end please get in touch! If you know anyone in your network who might be interested in hearing about the role, please feel free to forward my info and I’m happy to share more!

Thanks for letting me invade your inbox – happy to connect in the future if you’re open.

Me”

I have a roughly 80% response rate to the 3rd email. That’s damn good for cold recruiter outreach.

I know some folks may think this is boring, or too focused on the role, but here’s my thought process. I’m trying to RECRUIT someone. They know it, I know it, why would I pretend this is anything but an attempt to get them in process with my company? Secondly, these are TEMPLATES – I fully expect anyone who wants to try this method to spice up their messages. My ACTUAL messages are a little funnier and include some cool stuff not shared here – give yourself permission to get creative!

Check out this week’s video HERE

RECRUITER OUTREACH! How Candidates Can Respond (without losing your mind)

May 19, 2023 /

We’ve all seen this tired old message:

“I came across your profile and was very impressed with your background! I’d love to talk to you about opportunities!”

Honestly y’all I catch MYSELF typing that some days and I immediately send myself to time out to think about what I’ve done.

Terrible. Terrible opener and I hate myself for sometimes starting with it.

Alrighty now that we have THAT covered, let’s get real. Some messages are going to be GREAT. Highly targeted, full of useful insights, and a clear call to action. Others, not so much – and it’s hard for job seekers to know which ones deserve a response!

Pro tip – not every message deserves a response.

The key takeaway here is deciding how much emotional energy you’re willing to invest in this conversation. Make no mistake job seekers – even subconsciously you’re investing! Taking the time to read the message. Considering your response. Picturing yourself interviewing. How life changing the role could be if you get an offer…. you know the feeling.

I want you to give yourself permission to NOT attend every conversation you’re invited to. Well intentioned recruiters may try to convince you that you should take EVERY call (especially THEIRS!) in the name of networking. To that, I say hell no. Protect your time, space, and energy. You’re going to need it for the REAL opportunities coming your way!

If the message gives you the necessary info (job description, compensation, location, etc) AND you’re interested, it’s perfectly ok to say so! If there’s not enough detail or you’re simply unsure how to respond? Here’s some templates you can use as a starting point to continuing the conversation.

Interested / open to work

Ideally, the message includes a clear call to action. It’s ok to simply acknowledge that and follow whatever guidance has been provided. If the message is not that clear, try something like this:

“Hi (Recruiter),

Thanks so much for reaching out! I am excited to learn more about (company) and (role). As an experienced (title), I’m actively searching for a role where I can (work you love). I’m open to (locations, titles, any relevant role related insights) with a target compensation of ($X).

I’m available for a call/interviews (availability). I look forward to connecting with you!

You“

Not interested but could be convinced

“Hi (Recruiter),

Thanks for reaching out. I’m not actively looking, but open to hearing about opportunities that may be significantly better than what I’m doing today. I’m currently a (title) where I (overview of work). I would be open to roles were I can (dream scope) in (location, hybrid, remote). In order to seriously consider a change, I would be looking for at least $X in total compensation.

If you have roles that align, I’d be happy to schedule a chat to learn more. Please send over more information about (job description, company, compensation) and I’ll get back to you right away.

Thanks,

You“

These templates are meant to be edited to reflect our own personal voice, wishlists, and expectations. It is critical that you understand your own job search boundaries. Many job seekers fall into the “all do anything!” trap and the reality is that can cause more harm than good. If you don’t have a target, how can you know where to aim? Take the time to really think about what you’re good at, where you could exchange that labor for money, and what that compensation needs to be to make sense for you. Don’t be afraid to take control of the conversation! You deserve nothing less.

Check out this week’s video HERE

Should Recruiters Read Every Resume? Part 2 – How To Do It!

May 12, 2023 /

Once again, full disclosure – I do not speak for every recruiter who ever existed. While my personal philosophy is that every direct applicant deserves fair consideration, I am well aware that there are crappy recruiters out there – some of them have actually left the industry and become coaches or thought leaders who like to brag about how they did their jobs poorly…. but that’s none of my business.

So what can recruiters DO when they’re overwhelmed by applicants with no end in sight?

First of all, some insight into how I have managed this throughout my career.

Job seekers and recruiters alike must understand that not every open position is bombarded with applications. Some may get thousands overnight. Others a few hundred… over weeks. There are as many variables as there are positions and companies – which is to say a metric sh!t ton. Job seekers need not worry about this – recruiters most definitely should.

I’ve worked in a variety of large and small companies working on highly specialized niche roles and entry level, high volume roles. My process for both (and everything in-between) can vary greatly depending on my workload, available tools/processes, and support. In those smaller companies (and even large companies when working on highly specialized roles) I just reviewed them all.

All of them. With my eyes. Usually in 10 seconds or less.

Here’s how that works: I dedicate the first hour or so of my day to cleaning up my applicant buckets. I literally block DAILY TIME to do exactly this part of my job – and it’s ultimately about 10-20% of my work week. I go into each requisition, review the basic qualifications and any notes I have so I am clear on my criteria, and do a quick pass. I can quickly move applicants to either clear yes or clear no piles. Yesses I come back for a more thorough review – nos I can get through in 10 seconds or less per resume. Here’s how. By doing this every single day, I’m usually able to keep up with applicant volume, which tends to slow down after a few days anyway.

But what about high volume roles?

Here are TWO specific, real world examples I lived at Google and Microsoft. Note this is based on my actual experience when working there – things may have changed, so verify with current recruiters if you’re curious.

High Volume Evergreen Reqs

Google posts “evergreen” roles – meaning positions that are intended to be a single entry point for multiple positions across various locations. I would work with my hiring managers to open internal roles, with specific criteria for our team. These reqs would be tied to an evergreen posting, and a Channels Specialist would review all those (millions) of incoming resumes then match them up to internal roles. Literally an entire team of screeners whose job was to review ALL incoming applications.

Boolean String Search

At Microsoft, we would do what we called a “boolean pull” – This was in an archaic old homegrown ATS called “e-rec” (we lovingly referred to as e-WRECK) – based on the needs of the role, I would hand my recruiting coordinator a basic boolean string, and they would run a search on everyone who met the criteria I set up. Those folks were pushed to “recruiter review” and I would look at the ones that were most likely qualified. Based on the results, I may still spot check the applications that weren’t pulled through, but it was very much directed by me as the lead recruiter – no bots! Shortly before I left Microsoft, we moved to iCIMS – once that ATS was in place we had KNOCKOUT QUESTIONS!! Woot!! These would be written by me, and I would configure the settings to disposition anyone who answered “no” to compliant, relevant, yes/no questions specific to the role I posted. While I could still spot check “rejected” applicants, I would normally find a good shortlist in the applicants that made it past this first screen.

Knockout Questions

I’ve already mentioned these, but they are a great and fair mechanism to help job seekers opt out. I realize that folks are going to insist on shooting their shot, and again – you’ve got the job search ammo to share? Knock yourself out. If you don’t meet the qualifications (or say no to those required questions) – we’re not going beyond your submittal. And lying on those questions? Well, those notes will live in the ATS long after you’ve and the recruiter have moved on… for me, not worth the risk.

So what’s a recruiter to do?

Inspect your req load

Do you have multiple positions for the same kind of talent? WHY are you posting the same position over and over again?? Look into a pooling or parent req which can compliantly be the “funnel” for multiple hiring reqs. By having a single entry point for applicants, you’re not bouncing around from role to role trying to catch up and undoubtedly reviewing duplicate submittals.

Set time constraints and realistic goals

Sorry recruiters, managing incoming applicants IS a critical part of your job. If you don’t want to do it? Don’t post roles. Go throw them in the hidden job market and give the rest of us a break. Carve out daily time (ideally) to heads down focus on clearing out your applicant buckets. This is time well spent – I promise.

Leverage compliant filters or knockout questions

There’s nothing inherently WRONG with these mechanisms, as long as applicants are getting fair consideration. See if your ATS is set up to allow for these options. It’s also ok to spot check your results to ensure not not missing great talent.

Remove postings

I mean it. If your roles are overwhelmed with applicants, take them down. TODAY. Get through the pipeline you have, and if you still haven’t hired (or built enough of a short list) you can post again. It’s absolutely ok to empty your cup before fill it up again.

Recruiters – if you’re still not sure how to dig out from your overwhelming workload, let’s set up some time! If you’re open to a coaching session with me, I will gladly talk through your concerns and see if we can get you some support or at the very least, some requests you can make of your leadership to solve these recruiter woes.

This week’s video available HERE.

What Does Your Social Media Content Say About You?

April 7, 2023 /

This might sting a little.

Now I say this as someone who is pretty darn transparent on social media… I’m far from the example anyone should be following! That said – I am a recruiter, and I read profiles for a living (along with some other stuff 😉 ) So what is an active job seeker to do? Now this is not your profile – we have another video about that you can check out HERE. We’re talking about posts, comments, and engagement.

Get ready for some very loving truth bombs…

Truth Bomb #1 – Your posts are incredibly vague

You’ve seen them – “don’t ignore my post!” or “I need a job!” Well, yes. I believe those things are true. Unfortunately a lot of those posts don’t say much else. They often lack context or a clear call to action – so what’s a reader to do? Unfortunately a lot of readers will make comments like “you got this!” or the dreaded “commenting for reach!” but seriously…. does that actually get you anywhere?

Truth Bomb #2 – your post is about YOU, not how you solve THEIR problem

This one sucks. I want you to think about this though – there’s a difference between “I need” and “I can do”. One is self-serving, the other is value adding to the audience. The reality is a stranger on the internet doesn’t care if you’re about to be homeless. YOU care, hence your content asking for help. The readers of your content? Not so much. They have their own wishes/needs/agenda, and if you speak to that, you’re way ahead of your competition. Instead of “I need a job” try “I am excited to land my next role where I can provide X by doing Y” or something to that effect.

Truth Bomb #3 – you need a talent shaped box

Another tough one – so many folks are hesitant to get too specific. If I post about how great of a recruiter I am, and that I’m really good at sourcing engineers, no one will consider me for a marketing gig! Well… that may be true… but are you QUALIFIED for a marketing gig? It’s absolutely ok to consider a career change – and your content should speak to that. The reality is the more targeted and specific your pitch is, the more likely it’ll get noticed by the right people!

The goal is to create a mental picture of how you can solve someone’s problem. Companies hire people to DO things. Buy, sell, build, consult, influence, direct, manager, manufacture… you name it. Show you can do that thing, and watch your engagement go up.

Check out the video HERE.

The “Right” Way to Reject A Candidate??

March 17, 2023 /

Y’all. Why are recruiters the way they are??

Alrighty let’s dig in – a recent LinkedIn post had my head spinning. It said (I’m paraphrasing a bit here) that recruiters should ALWAYS reject candidates over email and NEVER by phone or video call.

ALWAYS.

NEVER.

The two most dangerous words in recruiting.

But let’s get back to this idea around rejecting candidates. First of all, we have to acknowledge the very real rule that many companies have – CALL. That’s right. The last several employers I’ve personally worked for had a rule that if someone had gone through a full interview round, they got a CALL with the news (good or bad).

Now unfortunately many of those companies also have no feedback rules… so that call can be a little awkward in spite of our best intentions. Here’s how I do it:

Interview Prep
During this conversation, I let my candidates know two things: 1. I’m not able to provide specific feedback and 2. I will pre-schedule our outcome call if possible OR send them a link to schedule a call once we have a decision. If I’m able to kick off my candidate’s interview day (probably 70-80% of the time) I use those few minutes to schedule our follow up conversation. If I don’t do a kick off, I send an email include my calendar link so candidates can self schedule. It looks like this:

Hi CANDIDATE, thanks so much for taking the time to interview with us! I have an update for you. Here’s a link to my calendar (hyperlinked 15 min time slot) – feel free to schedule whatever works best for you. Otherwise, feel free to text me directly at (number) whenever you’re free for a chat.

I really want my candidates to feel empowered to tell me what works for them, and particularly WHEN works for them – no one should get a “surprise” call especially if it’s’ bad news.

The Call
This is more or less the “script” I follow when having this conversation. It should be an organic, free flowing conversation and candidates should feel comfortable asking questions or sharing any feedback / thoughts they may have about the process or anything else!

Hey Candidate, unfortunately we didn’t get the outcome we had hoped for. While we won’t be moving to an offer on this role, we definitely saw strengths in (positive areas).
(If true/appropriate) We didn’t see enough (strength / scope) in X, but would love to keep in touch for (future role, different role/level).

Obviously every recruiter needs to pick the language, style and verbiage that works best for them AND follows their company policy. This is also a good time to share if there’s a cooling off period, or if/when a candidate should follow up for future opportunities.

Great – so what’s a job seeker to do?

Clarify timing! It’s perfectly acceptable to ask the recruiter WHEN you can expect an answer. If the recruiter doesn’t offer to schedule something, request it yourself! Get confirmation on when you’ll hear back, or confirm yourself when you’ll be following up.

For more thoughts on this, check out the video HERE.

Resume & Job Search Advice – Who Do You Trust?

March 10, 2023 /

This can be tricky.

I’ll be the first to admit that it can be very difficult to know who to believe. A common complaint from job seekers is there is no single “right” way to do… well… any of this.

Let’s take resumes for example. This recruiter said 1 page only. That recruiter says PDF only. And another random recruiter is picky about font size.

Sigh. I’m exhausted just thinking about it.

Here’s the thing though – there is no universal standard to MOST of this. I’d like to think we can all agree that clean, concise, and clear accomplishments are key. So what’s a job seeker to do?

Relevant Advice

Let’s face it – not all advice on the internet is meant for you. And that’s ok! Even in my recruiting world, I’m pivoting from engineering to high volume production hiring. The advice I give MY candidates will shift greatly – because it’s a very different skill set with a different set of expectations, resume guidance, and interview best practices. Make sure you’re asking questions (and following the guidance of) people who actually KNOW what you’re trying to learn – and can help you get there.

Trusted Sources

Before you take advice from ANYONE, you should vet them! If we’re talking resume advice, recruiters are often a great source for feedback because they are ultimately your audience. Don’t you want to know what the person responsible for reading your resume wants to see? Career coaches and resume writers can also be great – but are they familiar with your particular industry, seniority, and skill set? Like recruiters, coaches and writers can be generalists too – but are they knowledgable about the companies and industries you want to work in? Do they have the trust of recruiters and hiring leaders? Are they trusted or even recommended by recruiters (check out my list here).

Ultimately, you have the responsibility and opportunity to decide what’s best for you. YES, there’s lot of advice out there – and lots of self-proclaimed experts that have perfected the manipulation game and only want to get their hands on your hard earned money. Some services (if it’s affordable for you) can be worth every penny. Sometimes you just need to focus on QUALITY advice, and stop trying to listen to everyone.

For more on this topic, watch this week’s video HERE.

How To Request An Informational Interview!

December 9, 2022 /

Basically, networking. But networking with AN AGENDA!! My favorite kind!

So how do you do that exactly? Easy – four simple steps:

  1. Set Your Intentions! This is critical at the beginning of ANY job search but before you start asking people for help, make sure you know WHAT it is you want help with! Are you trying to pivot to a new industry? Relocate to a new area? Pick up a new skill? Now that you have an “ask” – put it out there! This can be a LinkedIn post, a tweet, wherever the people you want to reach are hanging out.
  2. Engage with experts! Once you make your request, folks will either start sharing THEIR expertise or recommend names for you to follow. GO DO THAT. Follow, connect, comment, share… Learn everything you can from what’s already available and what folks you’re being introduced to can offer you. You’ll probably find that many of your questions are already answered in existing content.
  3. Send targeted 1:1 requests! This does not HAVE to be a 15 minute “can I pick your brain” call. It can be a carefully written email asking for 3 specific things – make it easy to respond! If I know EXACTLY what you want, I can almost always pretty quickly write a response or drop a link that answers your questions.
  4. Show gratitude. That’s it. Lots of coaches and “experts” will claim that you MUST “build a relationship” or “show your value” before asking for anything in return. I don’t think so! Again, you’re seeking to learn something from folks who know what you don’t. It’s perfectly ok to not have anything to offer – yet. Simply showing gratitude and promising to pay it forward is all the thanks a lot of folks need (or expect).

Here’s a template you can use when you’re ready to hit step 3:

Hi (Name),

We recently connected/(name) recommended you as someone to talk with about (industry or topic). I am (quick intro) hoping to learn more about (topic).

I’m hoping you can give me some guidance on (bullet points).

If there is anyone else in your network you recommend I follow or other resources I should check into, I would be grateful! Thanks in advance for your guidance!

Me

Let’s say someone like me wanted to pivot to career coaching (bwhahahahaha wouldn’t that piss some people off). I’d write something like this, to coaches I admire or have been referred to me:

Hi (name),

We haven’t met, but your name came up in a conversation about coaching and I would love to understand a bit more about your industry. I’m a tenured recruiter in the Seattle market mostly focused on tech, and I am interested in exploring full time coaching. I recently read (something they shared/wrote) and was intrigued by (takeaway). Specifically, I’d love to learn more about:

  • recommended certifications / industry trainings
  • Workload balancing / how you structure your day
  • Business development / advertising of your services

I would welcome any other suggestions or topics you think I should research. Thanks so much for taking the time to read this! Hope to hear from you soon.

Best,

Amy

Easy peasy! Not every informational HAS to be a phone call or video chat. You’re requesting information. That’s it. That’s the purpose of the informational!

Not try it for yourself and let me know how it goes!

Link to video HERE.

Can A Recruiter BLACKLIST A Candidate?

December 2, 2022 /

Y’all.

I’ve seen some recruiters say some pretty crazy stuff in the last couple of decades, but the idea that we (they) can actually BLACKLIST someone is… well. a bit out there for me.

Let me explain – but first let’s unpack the definition of “blacklist”

Alrighty! So CAN recruiters “blacklist”? Not necessarily… but what could happen:

Recruiters can record specific, actual conversations or communications that happen between recruiter/hm and candidate. So – if you cuss out a recruiter it’s quite likely that will be documented in the ATS and recorded for future recruiters to read.

Of course recruiters ALSO have the authority to decide who they want to work with and submit to hiring managers. It would be VERY UNETHICAL to not submit a candidate solely because you don’t like them. It would be REASONABLE to not submit a candidate because of repeated or highly problematic behaviors.

I don’t say any of this to freak people out. MOST recruiters are fair, realistic, and understand the difference between data points (had a bad day) and trends (consistently inappropriate or poor behavior).

Finally, if a recruiter is recording personal biases or making decisions based on anything OTHER than fit for the role / verifiable data points, it can reflect very badly on THEM.

Bottom line – NO – recruiters typically do not have the authority or influence to “blacklist” anyone for any reason – but they can definitely track factual data and let the actual hiring authority (typically hiring managers) decide for themselves.

The Golden Rule – treat others how you want to be treated – is always a best practice no matter what side of hiring you’re on.

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