Where YOUR Job Is and How to Get To It<br />This presentation was given as a courtesy to Experience Unlimited as part of o...
Today’s Goals<br />
Hiring volatility is  increasing: How do you plan?<br />12<br />Past<br />Present - Future<br />10<br />8<br />6<br />4<br...
4<br /><ul><li> Do I have to use HR?
 Should I use an agency?
 Can I get the budget?
 This is going to be painful!
 I don’t have the time!</li></ul>Hiring Managers AND Candidates are Frustrated<br />Company Recruiting Department<br /><ul...
 Do I fit the culture?
 Why do I never hear back?
 Do they know I exist?</li></li></ul><li>Accolo: A New Model to Hiring Performance<br />On-Demand Recruiting Capacity<br /...
6<br />Hiring Managers AND Candidates Find Success<br /><ul><li>Easy
My questions
My criteria
Broad reach
Workflow managed
WOW!
Real Job
Fair consideration
Follow-up!
Candidate Bill of Rights</li></li></ul><li>7<br />Demand More - Candidate Bill of Rights<br />Confidentiality – The candid...
10 Universal Hiring Best Practices<br />Must be the path of least resistance for hiring managers<br />Treat every job as u...
Only one rule - there are no rules<br />Illegal<br />Immoral<br />Or Fattening<br />As long as it’s not<br />
Having a Plan<br />And<br />Choosing the Right Opportunity <br />
Focus: <br />Narrow number of opportunities and select the right job for you <br />Focus: <br />Information Gathering and ...
Basic Rules:<br />Find the person through your life network<br />Purpose: Information gathering only (non threatening)<br ...
Sal Monella <br />
Passion<br />Experience<br />Education<br />
The Job Search Process<br />Get Hired<br />Drive negotiation verbally<br />Know your parameters<br />Seek win-win<br />Get...
Your Master Resume<br />
Work Your Network <br />
Meet Kim<br />Found VP Sales & Marketing job on Craigslist<br />Looked at company, location, and possible pain points<br /...
Understand the Company’s Pain <br />Understand the company’s pain<br />and how you can help<br />
Ask the hard questions<br />How are you feeling about the company?<br />Why is job open?<br />How will this person’s succe...
Use the recruiter’s priorities to your advantage<br />
A day in the life of a recruiter<br />
Reduced budget<br />25-40+ to 1 ratios<br />No outside help<br />Average 150+ applicants for each job<br />Dissatisfied Hi...
Make it easy for the recruiters<br />
Getting Noticed<br />Finding a job is a contact sport! <br />
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Job Seekers Where The Jobs Are And How To Get Them For Web 2 16 10

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Find YOUR job - Presentation to Experience Unlimited by John Younger on 2/16/10

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Job Seekers Where The Jobs Are And How To Get Them For Web 2 16 10

  1. 1. Where YOUR Job Is and How to Get To It<br />This presentation was given as a courtesy to Experience Unlimited as part of our commitment to helping improve the job search and hiring challenges.<br />Any referrals to companies and individuals looking to fill jobs are greatly appreciated.<br />February 16, 2010<br />John Younger<br />President & CEO<br />Accolo<br />jyounger@accolo.com<br />415.755.1202<br />
  2. 2. Today’s Goals<br />
  3. 3. Hiring volatility is increasing: How do you plan?<br />12<br />Past<br />Present - Future<br />10<br />8<br />6<br />4<br />2<br />Recruiting needs<br />0<br />Recruiting staff<br />3<br />
  4. 4. 4<br /><ul><li> Do I have to use HR?
  5. 5. Should I use an agency?
  6. 6. Can I get the budget?
  7. 7. This is going to be painful!
  8. 8. I don’t have the time!</li></ul>Hiring Managers AND Candidates are Frustrated<br />Company Recruiting Department<br /><ul><li> How do I get through?
  9. 9. Do I fit the culture?
  10. 10. Why do I never hear back?
  11. 11. Do they know I exist?</li></li></ul><li>Accolo: A New Model to Hiring Performance<br />On-Demand Recruiting Capacity<br />Accolo Certified Hiring Consultants<br />and<br /> Recruiter Network<br />81% Very Satisfied<br />6 Days to Present<br />&lt; 7% of Base Salary<br />Universal Hiring Best Practices<br />Hiring PerformancePlatform<br />Hiring Knowledgebase<br />Hiring Intelligence<br />5<br />
  12. 12. 6<br />Hiring Managers AND Candidates Find Success<br /><ul><li>Easy
  13. 13. My questions
  14. 14. My criteria
  15. 15. Broad reach
  16. 16. Workflow managed
  17. 17. WOW!
  18. 18. Real Job
  19. 19. Fair consideration
  20. 20. Follow-up!
  21. 21. Candidate Bill of Rights</li></li></ul><li>7<br />Demand More - Candidate Bill of Rights<br />Confidentiality – The candidate’s information is not shared outside the company<br />Credibility – Real jobs open with the intent to fill them<br />Accuracy – The description accurately describes the need, including the company hiring<br />Fair Consideration – Each person should be fairly and thoughtfully considered<br />Consistency – All candidates objectively considered <br />Follow Up – Everyone deserves follow-up and closure, regardless of the outcome<br />Preparation – Each candidate to be provided with relevant information to interview well<br />Respect – Sensitivity to the time committed in the process at every stage<br />Communication – Every inquiry is worthy of a timely response<br />Information – Each applicant to receive the necessary information about the company<br />
  22. 22. 10 Universal Hiring Best Practices<br />Must be the path of least resistance for hiring managers<br />Treat every job as unique<br />All stakeholders deserve to be treated with courtesy, respect and complete confidentiality<br />Referrals are the best source of candidates<br />All sources should be included in the recruiting process<br />Recruiting approach should be responsive to different job types <br />Diversity sourcing should be included with every job<br />Every Candidate deserves genuinely fair and equal opportunity<br />All Candidates deserve follow-up and closure<br />Accurate EEO data capture and applicant tracking are non-negotiable<br />
  23. 23. Only one rule - there are no rules<br />Illegal<br />Immoral<br />Or Fattening<br />As long as it’s not<br />
  24. 24. Having a Plan<br />And<br />Choosing the Right Opportunity <br />
  25. 25. Focus: <br />Narrow number of opportunities and select the right job for you <br />Focus: <br />Information Gathering and Expanding Network<br />Start of Search<br />Accept Job<br />Time<br />
  26. 26. Basic Rules:<br />Find the person through your life network<br />Purpose: Information gathering only (non threatening)<br />Know as much as possible about the person, company and industry<br />Understand the economics of their business<br />Have a specific resume for that company, but only as a point of reference – you are not asking for a job<br />Come bearing gifts<br />Send a hand written thank you note within a few days<br />Send another gift 3 weeks later<br />Recontact once cross center line that now looking for job<br />Send another gift<br />
  27. 27. Sal Monella <br />
  28. 28. Passion<br />Experience<br />Education<br />
  29. 29. The Job Search Process<br />Get Hired<br />Drive negotiation verbally<br />Know your parameters<br />Seek win-win<br />Get Noticed<br />Express Interest<br />Send Job-Specific Resume and cover letter<br />Interview<br />Follow-up<br />Job Search<br />Target Companies<br />Desired Locations<br />Prepare “Master” resume<br />Plan search strategies<br />Exploration<br />Research and evaluate careers and opportunities<br />Determine Preferences<br />Active Networking<br />Set Goals<br />Assessment<br />Interests<br />Skills<br />Values<br />Personality<br />
  30. 30. Your Master Resume<br />
  31. 31. Work Your Network <br />
  32. 32. Meet Kim<br />Found VP Sales & Marketing job on Craigslist<br />Looked at company, location, and possible pain points<br />Applied and got turned down<br />Used LinkedIn to find out more about Exec Team <br />Contacted CEO (me) directly by phone and email<br />Asked for coffee conversation – gave sales & marketing strategies that she found worked in the past<br />Stressed openness to employment structures and higher variable comp.<br />Started work several months ago<br />
  33. 33. Understand the Company’s Pain <br />Understand the company’s pain<br />and how you can help<br />
  34. 34. Ask the hard questions<br />How are you feeling about the company?<br />Why is job open?<br />How will this person’s success be measured?<br />What impact does this job have on the company’s success?<br />
  35. 35. Use the recruiter’s priorities to your advantage<br />
  36. 36. A day in the life of a recruiter<br />
  37. 37. Reduced budget<br />25-40+ to 1 ratios<br />No outside help<br />Average 150+ applicants for each job<br />Dissatisfied Hiring Managers<br />Upset Candidates<br />Limited knowledge of job details<br />
  38. 38. Make it easy for the recruiters<br />
  39. 39. Getting Noticed<br />Finding a job is a contact sport! <br />
  40. 40. Answers sure to ruin an interview<br />Q. What do you consider your greatest strength?<br />Where do you see yourself in five years?<br />How do you rate your ability to understand a new task quickly?<br />Have you been convicted of a crime?<br />How would others describe your personality?<br />A. I can sit at my desk for hours and look busy.<br />Bermuda.<br />Pardon me?<br />You did say “convicted” right?<br />I’m generally confused and confrontational. <br />
  41. 41.
  42. 42. The Killer Resume<br />Be specific<br />Brief - no more than two pages<br />Aligned specifically for the job<br />Compelling - Make them want to learn more<br />Use action words<br />Use measurable terms<br />Describe your results realistically<br />Emphasize job-related skills<br />Have at least 3 people “scan” your resume<br />
  43. 43. The Killer Resume<br />Don’t<br />State your salary requirements<br />Include unnecessary personal information<br />Write vague or wordy sentences<br />Use adjectives<br />Send multiple copies to the same recruiter/department<br />Use fancy typeface<br />List References<br />
  44. 44.
  45. 45. The Right Protocol<br />Follow the company’s requested process<br />Leverage personal and professional contacts<br />Follow-up if you don’t hear something within one week<br />Send additional job-related information such as an article or white paper you’ve written<br />Respond quickly to any requests for additional information<br />Don’t outsmart yourself<br />Always send thank you notes<br />
  46. 46. The Interview<br />
  47. 47. This is your opportunity to present yourself as the best qualified candidate for the job by highlighting relevant skills and experience<br />
  48. 48. Know your:<br />Compensation requirements<br />Commute tolerance (during rush hours)<br />Environmental fit with the company<br />Company history<br />Acceptable work/life balance<br />
  49. 49. Company<br />Department<br />Candidate<br />Team<br />I<br />Interviewer<br />Behavioral Questions - Be Ready!<br />World<br />
  50. 50. Interviewing<br />Every question is an opportunity to convey your value<br />Interviewers want to see how you interact with them personally<br />Arrive early<br />Be Positive<br />Listen Carefully<br />Be natural and relaxed<br />Be brief and direct when answering questions<br />Be self-assured and honest<br />Maintain eye contact<br />
  51. 51. Get Hired<br />
  52. 52. Closing the deal<br />Discuss all key terms and conditions before they are written in an offer letter<br />Be ready to accept if your terms are met<br />If you have another opportunity pending, be up-front and honest<br />Be responsive to requests for additional information<br />Be realistic about the value of your skills<br />If you accept, show up on the first day<br />
  53. 53. Where YOUR Job Is and How to Get To It<br />This presentation was given as a courtesy to Experience Unlimited as part of our commitment to helping improve the job search and hiring challenges.<br />Any referrals to companies and individuals looking to fill jobs are greatly appreciated.<br />February 16, 2010<br />John Younger<br />President & CEO<br />Accolo<br />jyounger@accolo.com<br />415.755.1202<br />

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