What Is Your Plan B Resume Writing

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Presentation to Job Networking Group on how to brand yourself during a job search

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  • What Is Your Plan B Resume Writing

    1. 1. RUMC Job Networking Event What is your “Plan B” Building a resume that will open doors in the new Web 2.0 revolution
    2. 2. What is your “Plan B” agenda <ul><li>Employment Trends </li></ul><ul><li>What’s this Social Media Resume anyway? </li></ul><ul><li>My resume…and the new 2.0 revolution </li></ul><ul><ul><li>Titles, Dates & Accomplishments / Features & Benefits </li></ul></ul><ul><ul><li>Do’s and Don’ts </li></ul></ul><ul><li>Researching Companies and Leveraging your Network </li></ul><ul><ul><li>Professional / Personal Networking Groups </li></ul></ul><ul><ul><li>Research tips </li></ul></ul><ul><li>Interviewing Tips </li></ul><ul><ul><li>Fear of interviewing (who’s in control?) </li></ul></ul><ul><ul><li>Skill Sets, Compatibility and Interest </li></ul></ul>
    3. 3. Agenda <ul><li>Employed – Consulting - Unemployed? </li></ul>The best time to hear this presentation is while you are employed and are not in Crisis management mode. Professional Networking (Netweaving) should be a Mission Statement and adopted as a way of life . Regardless of where you are in your career path, you’ll want to adopt and Implement what you learn today.
    4. 4. Employment Trends 1999- 2008 Y2K 9/11 Dot.com Real-estate Boom Real-estate Bust <ul><li>Government involvement </li></ul><ul><li>Subprime tools </li></ul><ul><li>Mortgage Back Securities </li></ul><ul><li>ARM loans </li></ul><ul><li>Prime rate </li></ul><ul><li>adjustments </li></ul><ul><li>Stimulus pkg </li></ul>
    5. 5. The Economy
    6. 6. Employment Trends 1974-2008
    7. 7. Is anyone still hiring?
    8. 8. Monster Job Views vs. US Unemployment Rate 800 views per job posting in bad times - 150 views per job posting in good times
    9. 9. Post and Pray Method Spherion Stats: Only 15% of all placements come from the Monster Boards
    10. 10. What is the value of your professional network? <ul><li>How can I build a network of qualified professionals? </li></ul>How many Centers of Influence do you know? Do people know what you do as a profession and do they aware of the value you may provide to your network?
    11. 11. NetWeaving Evaluations NetWeaving is a “Pay It Forward” form of networking based upon the Golden Rule and the belief that, what goes around. . .DOES come back around! <ul><li>Is there someone I know who would </li></ul><ul><li>benefit knowing or meeting this person? </li></ul>2. Could this person provide information and/or resources to someone else I know? 3. Has this person impressed me so much that I need to get to know him or her better, and if they continue to impress me with their exceptional quality, make them a part of your Trusted Resource Network? &quot; The Heart and Art of NetWeaving “ Bob Littell, Chief NetWeaver www.netweaving.com
    12. 12. NetWeaving Objectives <ul><li>Be a connector of other people with </li></ul><ul><li>their Needs, Problems & Opportunities in </li></ul><ul><li>mind not yours. </li></ul>2. Position yourself as the “no-strings-attached” resource for others and establish yourself as The “go-to” person. 3. Constantly be on the lookout for persons who are “ best of breed ” at what they do and when you identify one, stay in touch and add to your trusted network. &quot; The Heart and Art of NetWeaving “ Bob Littell, Chief NetWeaver www.netweaving.com
    13. 13. Building Your Professional Network Professional #3 Referral #2 Referral #1 Referral #4 Referral 15 – 20 Referrals in the life of a Professional Network
    14. 14. Resumes My resume and the new Web 2.0 revolution!
    15. 15. Today’s resume are simple <ul><li>Nice clean lines. </li></ul><ul><li>Easy to read </li></ul><ul><li>Plain paper </li></ul><ul><li>No color </li></ul><ul><li>Nothing fancy </li></ul>
    16. 16. The Web 2.0 Résumé <ul><li>By Marci Alboher </li></ul><ul><li>Industry Resume Specialist </li></ul><ul><li>A while ago, I blogged about spiffing up your résumé . Now I am </li></ul><ul><li>starting to think the paper résumé may soon go the way of the eight- </li></ul><ul><li>track tape , Betamax and the manual typewriter </li></ul>
    17. 17. The new 2.0 resume for the next 21 st century <ul><li>Hyper links: </li></ul><ul><li>Networking Profiles </li></ul><ul><li>Published letters </li></ul><ul><li>Sample projects </li></ul><ul><li>Awards </li></ul><ul><li>Press and News </li></ul><ul><li>Photos </li></ul>
    18. 18. The new 2.0 resume for the next 10 years Tom, I am researching new 2.0 resume trends and was linked to your social media resume during my search.  I would expect as a CFO/CIO, that your time is very valuable but should you have time to respond, it would be great to hear about your experiences with the new media.  Example: Has your response been positive from your new 2.0 resume or has the response rate (good or bad) been difficult to manage?  Do you have a few lessons learned from the process?   Your feedback would be very beneficial.    Warm regards, Daniel Daniel, It has been very positive.  I also feel good about the fact that I have a place where I can keep things current and have all applicable content in one convenient location.  While I am not actively looking, should that time come I believe I have a very effective and efficient way to communicate my experience and skill set. Tom Kelly | CFO/CIO
    19. 19. What is this? <ul><li>Mike May 29, 2008 10:01 AM </li></ul><ul><li>@mikeneumann, Smart Cards - 10 years, appdev, devmgr,PM, biz dev, ISO/IEC editor, consultant. 3GI/RSA Security/Schlumberger/Axalto/StepNexus/ind consult. </li></ul>
    20. 20. Twitter resumes: You're a... lobster? <ul><li>Mike May 29, 2008 10:01 AM </li></ul><ul><li>@mikeneumann, Smart Cards - 10 years, appdev, devmgr,PM, biz dev, ISO/IEC editor, </li></ul><ul><li>consultant. 3GI/RSA Security/Schlumberger/Axalto/StepNexus/ind consult. </li></ul><ul><li>Peter West May 29, 2008 10:56 AM </li></ul><ul><li>@WestPeter Senior Consultant, Continuous Innovation - Putting knowledge to work </li></ul><ul><li>(knowledge processes, graphic models, technical writing) </li></ul><ul><li>Gabriel Gasparolo May 29, 2008 11:09 AM </li></ul><ul><li>polyglot programmer (fluent c++, java, js, css, xslt, perl, python, php, groovy) polyglot </li></ul><ul><li>speaker (fluent spanish, english) motto: KISS! </li></ul>
    21. 21. What should you be doing? <ul><li>Mike May 29, 2008 10:01 AM @mikeneumann, Smart Cards - 10 years, </li></ul><ul><li>appdev, devmgr,PM, biz dev, ISO/IEC editor, consultant. 3GI/RSA Security/Schlumberger/Axalto/StepNexus/ind consult. </li></ul>
    22. 22. My resume…for the web 2.0 revolution <ul><li>Big Cast Net or Dart Gun? </li></ul>One page or two? Chronological or Functional? How do I compete with the other 15 million candidates? To have better results with your resume, you need to understand what’s going on at the Hiring Manager & corporate HR level. (a day in their shoes)
    23. 23. DoubleStar survey The survey was sent to recruiting leaders and decision makers in mid- to large-sized organizations across all industries . (September 2008) The results are not a summary of best practices but a snapshot of current actual practices as they exist today. • 95% of organizations are operating without a dedicated sourcing function. <ul><li>28% of organizations reported that their human resources dept were performing all of the sourcing. ( 70% of organizations were outsourcing) </li></ul>The biggest barrier to recruitment success are the ability to find quality candidates and process delays caused by internal hiring managers . • Only 21% of organizations are using Web 2.0 tools for recruiting, with only 1% considering themselves experts. LinkedIn and industry-specific sites were reported as being the most effective. Reality for Corporate Recruiting Initiatives
    24. 24. Linked In Survey Understanding the pain that hiring managers have helps us understand how to prepare for the resume presentation & interview process.
    25. 25. Professional Resume Reviews <ul><ul><ul><li>Resume F ACTS: </li></ul></ul></ul><ul><ul><li>Most Hiring Authorities are experts at making </li></ul></ul><ul><ul><li>“ widgets” but are terrible at interviewing </li></ul></ul><ul><ul><li>9 out 10 candidates will not be able to design an </li></ul></ul><ul><ul><li>effective or “Achievement” based resume. </li></ul></ul><ul><ul><ul><li>They are excellent Accountants / Web Programmers but they are terrible resume writers. </li></ul></ul></ul>
    26. 26. Professional Resume Reviews <ul><ul><ul><li>Resume Facts </li></ul></ul></ul><ul><ul><ul><li>Hiring Authorities or Decision Makers review and eliminate resumes quickly (10 seconds or less) on 3 critical points </li></ul></ul></ul><ul><ul><ul><li>Titles </li></ul></ul></ul><ul><ul><ul><li>Current Title must be similar to position they are trying to fill </li></ul></ul></ul><ul><ul><ul><li>Dates of Employment </li></ul></ul></ul><ul><ul><ul><li>C andidate should have stable work history) </li></ul></ul></ul><ul><ul><ul><li>Responsibilities / Accomplishments / Feature & Benefit </li></ul></ul></ul><ul><ul><ul><li>Skill sets and accomplishments should match critical needs for position </li></ul></ul></ul>
    27. 27. CareerBuilder.com <ul><li>Stand out. </li></ul><ul><li>Many of the hiring managers (43 percent) said that they </li></ul><ul><li>spend a minute or less looking at résumés. Think of your </li></ul><ul><li>résumé as a written audition. </li></ul><ul><li>You have a limited window of opportunity to have the </li></ul><ul><li>attention of the hiring manager, so make the most of it. </li></ul><ul><li>Focus on specific accomplishments and tangible, positive </li></ul><ul><li>results that you achieved at previous jobs. </li></ul>
    28. 28. Professional Resume Reviews <ul><li>Titles </li></ul><ul><ul><li>(Current Title must be similar to position they are trying to fill) </li></ul></ul><ul><ul><ul><li>If your clients are looking for a Staff Accountant, you can’t </li></ul></ul></ul><ul><ul><ul><li>present a Financial Analyst </li></ul></ul></ul><ul><ul><ul><li>If your clients are looking for a Controller, you can’t present Accounting Managers </li></ul></ul></ul><ul><ul><ul><li>If your clients are looking for a Controller, you can’t present a </li></ul></ul></ul><ul><ul><ul><li>CFO </li></ul></ul></ul>
    29. 29. Professional Resume Reviews <ul><li>Dates of Employment </li></ul><ul><ul><ul><li>Candidate should have stable work history </li></ul></ul></ul><ul><ul><ul><li>Transitional work history is a major “pink flag” and many times the most critical indicator for passing on resumes </li></ul></ul></ul><ul><ul><ul><li>Long term “contractors” </li></ul></ul></ul>
    30. 30. (4) The Face To Face Interview <ul><li>Responsibilities </li></ul><ul><ul><ul><li>Skill sets and accomplishments should match critical needs for position </li></ul></ul></ul><ul><ul><ul><li>SAM statements should support critical needs or “pain points” </li></ul></ul></ul><ul><ul><ul><li>Highlight areas of major concern </li></ul></ul></ul><ul><ul><ul><li>Down play areas of responsibility that do not apply </li></ul></ul></ul>
    31. 31. Clint Black (Identifying the pain) <ul><li>“ Put yourself in my shoes” </li></ul><ul><ul><li>Hiring managers are busy people, hiring is not their primary job </li></ul></ul><ul><ul><li>They are looking for people </li></ul></ul><ul><ul><ul><li>That will require minimal training and supervision </li></ul></ul></ul><ul><ul><ul><li>That will make them look good </li></ul></ul></ul><ul><ul><ul><li>That will help them have shorter work days or allow them to focus on other things </li></ul></ul></ul><ul><ul><ul><li>That will be low maintenance </li></ul></ul></ul><ul><ul><ul><li>That will be loyal, dependable, hard working </li></ul></ul></ul><ul><ul><ul><li>That will help them make more money and advance their career while making their life easier along the way </li></ul></ul></ul><ul><li>The resume creates a hypothesis. The phone screen and/or interview validates or disproves </li></ul>
    32. 32. Sample Resume <ul><ul><ul><li>(Name) </li></ul></ul></ul><ul><ul><ul><li>Street, City, State Zip </li></ul></ul></ul><ul><ul><ul><li>Phone </li></ul></ul></ul><ul><ul><ul><li>E-mail </li></ul></ul></ul><ul><ul><ul><li>OBJECTIVE </li></ul></ul></ul><ul><ul><ul><li>A career growth oriented position in Project Accounting where 7 years of experience will help </li></ul></ul></ul><ul><ul><ul><li>promote company objectives. </li></ul></ul></ul><ul><ul><ul><li>PROFESSIONAL HISTORY </li></ul></ul></ul><ul><ul><ul><li>(Name of Company) (Dates worked) </li></ul></ul></ul><ul><ul><ul><li>Construction Company specializing in retrofit of underground fuel tanks. Revenue grew from $1.5M in </li></ul></ul></ul><ul><ul><ul><li>1996 to current $7M. Responsible for information systems management, multi-state sales and use tax and payroll. </li></ul></ul></ul><ul><ul><ul><li>PROJECT ACCOUNTANT - Managed accounting staff of up to nine. Directed all financial reporting and accounting for multiple construction projects utilizing Oracle accounting software. </li></ul></ul></ul><ul><ul><ul><li>21% decrease in direct cost --designed and implemented new marketing concepts. </li></ul></ul></ul><ul><ul><ul><li>17% increase in profit margin -- through in-depth financial analysis and material price negotiation. </li></ul></ul></ul><ul><ul><ul><li>Upgraded project workflow and quality control by implementing job-costing system </li></ul></ul></ul><ul><ul><ul><li>Migrated accounting system from QuickBooks through Timberline to Oracle Financials. </li></ul></ul></ul>
    33. 33. Career Counseling <ul><ul><li>CANDIDATE NAME, CPA, CMA </li></ul></ul><ul><ul><li>1945 Very Important Road NW </li></ul></ul><ul><ul><li>CAREER PROFILE </li></ul></ul><ul><ul><li>Over 8 years experience working in fast-paced, dynamic work environments. Self-starter accomplished in </li></ul></ul><ul><ul><li>developing new programs and processes and facilitating change to meet organizational operating and </li></ul></ul><ul><ul><li>financial objectives. Skilled in building effective teams that deliver results. </li></ul></ul><ul><ul><li>PROFESSIONAL HISTORY </li></ul></ul><ul><ul><li>Freddie Mac June ’00 – February ‘06 </li></ul></ul><ul><ul><li>Freddie Mac is a stock-holder owned corporation chartered by Congress in 1970 to keep money flowing </li></ul></ul><ul><ul><li>from mortgage lenders in support of homeownership and rental housing. The goal of the Mission Division </li></ul></ul><ul><ul><li>is to work with lenders to deliver affordable mortgage products to consumers and partner with local and </li></ul></ul><ul><ul><li>state governments, non-profit organizations and non-lender participants in the housing industry to Provide the innovation necessary to continue record growth of homeownership in America. </li></ul></ul><ul><ul><li>Controller, Mission Division – Responsible for annual plan and budget ($75M), management reporting, risk </li></ul></ul><ul><ul><li>management, affordable housing program oversight, salary actions, month-end accounting activities and </li></ul></ul><ul><ul><li>performance metrics. Managed staff of seven. </li></ul></ul><ul><ul><li>Achieved highest customer satisfaction scores – implemented customer satisfaction survey and linked results to employee performance objectives </li></ul></ul><ul><ul><li>30% reduction in operational risks - established risk management framework to identify department trends, systemic risk and control issues; developed plans to mitigate identified risks </li></ul></ul><ul><ul><li>20% increase in operational efficiency – identified workforce gaps and developed training plan to enhance employee skill sets </li></ul></ul>
    34. 34. Career Counseling <ul><ul><li>EDUCATION & CERTIFICATIONS </li></ul></ul><ul><ul><li>BBA, Accounting </li></ul></ul><ul><ul><li>The University of Texas </li></ul></ul><ul><ul><li>MBA, Accounting and Financial Management - December 2006 </li></ul></ul><ul><ul><li>Keller Graduate School of Management </li></ul></ul><ul><ul><li>Certified Payroll Professional (CPP) </li></ul></ul><ul><ul><li>Certified Public Accountant (CPA) Candidate - January 2007 </li></ul></ul><ul><ul><li>TECHNICAL SKILLS </li></ul></ul><ul><ul><li>Proficient in using MS-Office Suite, MS Project, PeopleSoft 8.3, ADP Enterprise, </li></ul></ul><ul><ul><li>ADP PCPW, ProBusiness, SAP, Ceridian, Tesseract, Business Objects, ReportSmith, </li></ul></ul><ul><ul><li>Concur and Hyperion </li></ul></ul><ul><ul><li>PROFESSIONAL AFFILIATIONS </li></ul></ul><ul><ul><li>American Payroll Association </li></ul></ul><ul><ul><li>American Management Association </li></ul></ul><ul><ul><li>Institute of Internal Auditors </li></ul></ul>
    35. 35. Sample Resume (feature or benefit) <ul><li>Professional work experience: </li></ul><ul><li>Cedar-Sinai Medical Center, Los Angeles, CA Aug 2004 – Present </li></ul><ul><li>Financial Management Analyst </li></ul><ul><li>Serve as department Liaison to the Cedar-Sinai Health System. </li></ul><ul><li>Responsible for managing & communicating financial information to Cedar- </li></ul><ul><li>Sinai’s research community and General Accounting as well as external funding </li></ul><ul><li>agencies. </li></ul><ul><li>Perform analysis on various government and privately funded grants to ensure </li></ul><ul><li>PIs follow guidelines and adhere to contract limits. </li></ul><ul><li>Keep management & PIs informed on non-research projects to ensure spending </li></ul><ul><li>stays within budget. </li></ul><ul><li>Assist Community Relations & Academic Affairs department with financial </li></ul><ul><li>reports for major donors and management; to ensure donor restrictions are </li></ul><ul><li>met in timely manner so hospital may keep lasting positive relationship. </li></ul><ul><li>Perform analysis on various ad-hoc assignments by the director with minimum </li></ul><ul><li>supervision. </li></ul>F F F F
    36. 36. Sample Resume (feature or benefit) <ul><li>Glenayre Technologies, Inc. Atlanta, GA 10/03 – Present </li></ul><ul><li>Senior Internal Auditor </li></ul><ul><li>Provide cross-functional project management to sustain Sarbanes-Oxley Compliance for a $270 million company. </li></ul><ul><li>Led successful cross-functional project management effort during first year implementation of Sarbanes-Oxley compliance. </li></ul><ul><li>Primary interface between management and external auditors for Sarbanes-Oxley year-round risk assessment and management attestation. </li></ul><ul><li>Perform financial, operational and compliance audits of key areas including software revenue recognition. </li></ul><ul><li>Provide guidance to management and employees on the effective design and implementation of internal controls to mitigate identified risks. </li></ul><ul><li>Responsible for implementing corporate-wide governance program and provided training on corporate compliance and ethics program. </li></ul><ul><li>Provide support, research and risk assessments to the Audit Committee and the Board of Directors as required. </li></ul><ul><li>Supervise, guide and evaluate work product of Sarbanes-Oxley Contractors. </li></ul>F F F F
    37. 37. Sample Resume (feature or benefit) <ul><li>McKesson Provider Technologies Atlanta, GA (‘05 – Current) </li></ul><ul><li>Sr. Financial Analyst </li></ul><ul><li>Responsible for monthly P/L forecasting for business units/reviewing and communicating variance </li></ul><ul><li>explanations on month end results to business unit managers </li></ul><ul><li>Developed FY07 Budget for business units </li></ul><ul><li>Involved in preparing month end management reporting package to assist executives in reviewing the </li></ul><ul><li>performance of their business unit </li></ul><ul><li>Premiere Global Services Atlanta, GA (’97 –‘05) </li></ul><ul><li>Sr. Telecommunications Cost Analyst/Financial Analyst (’02 – ‘05) </li></ul><ul><li>Performed analysis on new supplier contracts/ Renegotiation of existing contracts – provided results to management to drive additional costs savings from the network </li></ul><ul><li>Key person in the litigation and follow through for PTEK/MCI/WorldCom Settlement ($25.0M) </li></ul><ul><li>Involved with forecasting monthly/yearly telecommunications spend for Conferencing division </li></ul><ul><li>Provided weekly forecasts to executive management on month end revenue </li></ul><ul><li>Audited Telecom invoices – validate proper billed amounts </li></ul>F F B
    38. 38. Sample Resume (feature or benefit) <ul><li>PricewaterhouseCoopers LLP Atlanta, GA Jun 2004 - current </li></ul><ul><li>Senior Associate </li></ul><ul><li>Audit of investment management companies, which includes master-feeder funds, domestic </li></ul><ul><li>hedge funds, offshore hedge funds, SEC registered 40 Act funds, and collective funds. </li></ul><ul><li>Audit of domestic retirement pension plans. </li></ul><ul><li>Audit of client’s control environment as it relates to SAS 70 report issuance. </li></ul><ul><li>Supervised associate staff members and report to engagement leaders/managers. </li></ul><ul><li>Draft budgets and monitor engagement economics/profitability. </li></ul><ul><li>Cayman National Corporation Grand Cayman Feb 2003 - Nov 2003 </li></ul><ul><li>Vice President & Manager of Accounting </li></ul><ul><li>Annual consolidated budgets. </li></ul><ul><li>Consolidated quarterly and fiscal year end financial statements </li></ul><ul><li>Schedules for external audits. </li></ul><ul><li>Monthly management reports and departmental (cost/revenue centers) reports. </li></ul><ul><li>Statutory financial returns. </li></ul><ul><li>Shareholders’ quarterly reports. </li></ul><ul><li>Administration of the share register. </li></ul>F F
    39. 39. Before Resume <ul><li>AUTOMATIC DATA PROCESSING (ADP), Alpharetta, GA April 2005 - present </li></ul><ul><li>Director, Service Delivery </li></ul><ul><li>I am currently responsible for the oversight and management of contracted deliverables. </li></ul><ul><li>I manage the implementation and analysis of quality measurements to ensure service is </li></ul><ul><li>being delivered in accordance with defined service level agreements. I work closely </li></ul><ul><li>with clients to project risk, implement recommendations regarding business and process </li></ul><ul><li>optimization, profit improvement, internal control, and compliance. Additional </li></ul><ul><li>responsibilities include: </li></ul><ul><li>Managing to client service level agreements to ensure metrics are achieved and fees at </li></ul><ul><li>risk are minimized </li></ul><ul><li>Implementing process improvements to increase quality, operational efficiencies and </li></ul><ul><li>profit margins </li></ul><ul><li>Ensuring processes are in compliance with Sarbanes – Oxley and SAS70 regulatory </li></ul><ul><li>requirements </li></ul><ul><li>Managing internal and external client relationships and facilitating frequent </li></ul><ul><li>communications </li></ul><ul><li>Performing root cause analysis and implement solutions to mitigate risk </li></ul><ul><li>Driving effective dashboard reporting for Comprehensive Outsourcing Services </li></ul><ul><li>and related operational processes </li></ul>F F
    40. 40. After Resume <ul><li>Automatic Data Processing (ADP) April 2005 - present </li></ul><ul><li>An $8.5 billion information-based Company with over 590,000 clients worldwide specializing in </li></ul><ul><li>advanced, employer-related functions that require extensive transaction processing, recordkeeping, </li></ul><ul><li>technology, up-to-date best practices and information reporting. </li></ul><ul><li>DIRECTOR, NATIONAL ACCOUNT SERVICES - Responsible for payroll, call center, garnishments, tax filing and SLA reporting. Manage staff of 14. Direct the day-to-day operations and the continuous improvement process to increase quality, profit margins and implement operational efficiencies. </li></ul><ul><li>13% decrease in operational expense – redesigned and implemented processes and procedures </li></ul><ul><li>27% reduction in fees at risk - managed to and exceeded client service level agreements </li></ul><ul><li>Prepared and distributed monthly and quarterly performance reports to the Executive Working Committee </li></ul><ul><li>Implemented policies and procedures to ensure compliance with Sarbanes – Oxley and SAS70 </li></ul><ul><li>Managed internal and external client relationships and facilitated recurring meetings </li></ul><ul><li>Performed root cause analysis and implemented solutions to mitigate risk </li></ul>
    41. 41. Research every opportunity <ul><li>eNetworking </li></ul><ul><li>Researching Companies & Leveraging your eNetwork </li></ul>
    42. 42. Online Networking Pros <ul><li>Blogs, social networking sites and automated biography tools have made: </li></ul>Data more current and complete Passive candidates more visible
    43. 43. Web Based Networking Sites
    44. 45. Only Include “Trusted” Professionals Centers of Influence (COI’s)
    45. 47. Reference Search Reliance Trust 2007 2008
    46. 48. Reference Search 75 people in my network
    47. 49. Job Search
    48. 50. Job Search
    49. 51. Research who you know at HDR
    50. 52. Research the companies before sending your resume Use eNetworking tools to call everyone in your network who may have worked at the company or knows anything about the company There are three departments that you can always call to find out information <ul><li>Accounts Receivable Department </li></ul><ul><li>Sales Department </li></ul><ul><li>IT Department </li></ul>Goal: To find competitive information about critical needs (pain)
    51. 53. Interviewing Tips
    52. 54. The problem with the interview! <ul><li>A study was conducted by Gallop- 178 clients were interested in a common problem- Is there a common “type” or attributes of great sales people that we can proactively look for as we grow our sales force </li></ul>As a group would we all agree that the “interview” is a sales process? <ul><li>Of the US population they discovered there are 15-20% people working in sales. (1/5 = Sales) </li></ul><ul><li>Only about 3% of those people are really suited to succeed in a sales role. </li></ul>
    53. 55. Critical facts to know about the interviewer <ul><li>Hiring Managers have a greater fear of failure ( making a bad hire ) than the person being interviewed and the consequences of making a bad hire is greater than making a pore employment decision. </li></ul><ul><li>Most Hiring Managers are excellent at making widgets but they are terrible at reviewing resumes or conducting interviews. </li></ul>
    54. 56. Structured Interview Outline 80/20 rule <ul><li>Candidate Interview Prep Outline: </li></ul><ul><ul><li>Skill Sets </li></ul></ul><ul><ul><li>Compatibility </li></ul></ul><ul><ul><li>Interest </li></ul></ul><ul><ul><li>Follow Up </li></ul></ul><ul><li>80/20 – 20/80 rule </li></ul><ul><ul><li>80% skill sets / 20% compatibility (first 30 minutes)   </li></ul></ul><ul><ul><li>80% compatibility / 20% skill sets  (last 30 minutes)  </li></ul></ul><ul><ul><li>At the beginning of the interview, skill sets are the primary focus but once the interviewer is confident that candidate’s skill sets will help them sleep better at night, compatibility becomes the primary hiring motivator. </li></ul></ul>
    55. 57. Structured Interview Preps Objective 1: Highlight applicable Skill Sets Skill sets are the primary concern for the Hiring Manager at the beginning of the interview and that quickly transitions to compatibility once the skills sets are identified. If you can’t communicate ( sale ) your skill sets as it relates to the job you’ll never get to the most important compatibility conversation. Candidate Positioning Question 1: Defining your skill sets: I’ve researched the company and reviewed the responsibilities; however, please give me an idea of what you need accomplished with this position say in the first 6 months to 2 years?
    56. 58. Structured Interview Preps Objective 2: Highlight culture Compatibility It is critical that you find common ground with the Hiring Manager as they not only want qualified people to work with; they also want employees they enjoy working with. People who have the same passions, goals and work ethics work well together! (Common Ground)    Candidate Positioning Question 2: Communicating their Compatibility: As I’ve stated before, I’ve researched the company and position and I find it to be very compatible with my career goals.  I would be very interested in how you would describe the company culture and why did you decide to work here?
    57. 59. Structured Interview Preps Objective 3: Communicate Interest Hiring Managers rarely make emotional commitments (Employment Offers) without knowing it will be received positively!  It is important that you close the interview by letting the Hiring Manager know you are interested in continuing the relationship (even if you are not sure). It may take several interviews to discover all the facts about the opportunity and your goal is to make the SHORT LIST! Candidate Positioning Question 3: Communicating Interest in moving forward : I am confident that what you outlined today is very consistent with my career goals and qualifications; I am very interested in moving forward, what is our next step?
    58. 60. Structured Interview Preps Objective 4: Timely and Professional Follow Up Instruct the candidate to call you immediately after the interview and while the interview discussion is fresh on their mind. Should they want to proceed or not proceed, you’ll want all vital information back as soon as possible to help guide both parties in the next step. Remember, Time kills all deals and if you can’t get critical information back to your candidates or clients in a timely manner, they may move into “Plan B” and take the second best candidate or the second best offer.
    59. 61. Questions? <ul><li>Questions? </li></ul>

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