Recruiting In Yoga Pants

Dressing up is for suckers

Author: Amy Miller (Page 1 of 4)

The ONE Thing Job Seekers Can Control

January 4, 2021 /

 Y’all I’m going to drop some very loving truth bombs right now. Prepare yourself.

No one – NO ONE – is responsible for your job search but YOU – the job seeker. Not recruiters. Not hiring managers. Not HR. Not your momma. ONLY you. While any number of these people can help you as you navigate your search, the actions you take are ultimately yours and yours alone. 

Of course the obvious push back to this (and rightly so) is that job search is so f*cking confusing. Apply to everything. Don’t apply to anything. Network. Show your value. Have 47 versions of your resume. Don’t make a resume at all. Stand out. Stand in. Stand over there. Stand on your head.

 

 

WHAT IS A JOB SEEKER TO DO?

There is exactly ONE THING in this entire process start to finish that is 100% in YOUR control. That is the information you choose to provide to a company/hiring manager/recruiter. It is usually in the form of a resume, possibly a cover letter, and almost certainly information in an online application. Before we talk about that, let’s start by getting clear on some of the fundamentals. The usual caveats apply here – your personal mileage may vary. Your friend’s neighbor’s cousin’s ex-boyfriend once dated a girl who’s sister had a COMPLETELY different experience. Cool. You’re free to chase whatever thought leader feel good nonsense you like. If you’re open to some tough truths that may give you a fresh perspective, read on!

Job Descriptions

MOST job descriptions are written by business leaders. A lot of the formatting or required fields are created and approved by HR, Marketing, and Legal – but typically the meat of the JD is created or at least influenced by the managers, who know what it is they want to hire for. We hear a LOT of complaining about “entry-level” job descriptions requiring 5+ years of experience. Guess what? Those roles are not entry level. I am not sure why they are classified as such – they’re not. This article from Indeed describes “entry-level” as follows – 

 

  • “Degree not required” entry-level jobs: These types of entry-level jobs do not require a college degree and may not require any previous experience. Examples of jobs in this segment include data entry, technicians, retail and sales positions and administrative positions.
  • True entry-level jobs: True entry-level jobs are those that you can typically get upon graduation from college. These positions require applicants to have an undergraduate degree and possibly internship experience. Examples of true entry-level jobs can be found in the career fields of marketing, healthcare, law and finance.
  • “Professional experience required” entry-level jobs: This type of entry-level position requires applicants to have at least one to three years of full-time, professional experience in the field. Employers are looking to fill these types of roles with professionals that require minimal training and guidance during on-boarding. These entry-level jobs are commonly found in the areas of business, science and technology.
Now most of us would agree that that requiring ANY experience makes a role by definition *not* entry level, but there you have it. Fortunately, depending on the organization – “experience” MAY include research projects, internships, or certain academic experiences. This is also a good time to point out that a number of large companies, particularly in tech, have a very specific model for hiring new grads. There are literally entire groups of recruiters dedicated to Campus Hiring – college students and fresh grads often find themselves frustrated by trying to apply to industry roles (aka NOT true “entry level”) with companies who’s recruiters aren’t even allowed to talk to them. More on that in an upcoming AMA video. 
 
Of course mistakes are still made. Lots of fun is poked at ridiculous postings like the one asking for 12 years of experience in a 6 year old technology. It’s embarrassing, funny, and thankfully RARE. 
 
Speaking of Job Descriptions….
 
Basic Qualifications
 
For companies in the US subject to OFCCP requirements, Basic Qualifications (BQs) are NOT negotiable. EEO rules require these companies to create minimum qualifications that can be measurable and easily identified on a resume. Frequently Asked Questions found here provide a pretty decent breakdown of what a BQ actually IS, along with some other info. A lot of job seekers make the mistake of assuming this only applies to federal contractors – while this is technically correct, any company doing business to the tune of 10K or more annually is a Federal Contractor. Looking at you, most big tech companies. And banks. Basically anyone who does business with the government. This could be selling cloud services, advertising, equipment… the list is probably a lot longer than you think. Bottom line, companies have a responsibility to make BQs as minimal and fair as possible, but job seekers ALSO have a responsibility to make sure their application speaks to their fit for those qualifications.
 
If you’re “close” – it may make sense to apply anyway. Smart recruiters will look at these “near miss” applicants and try to map them up to more junior roles or short list them for future hiring needs. They may also use them as a reason to go back to the hiring manager and say “LOOK AT ALL THE NEAR MISSES WE HAVE” – and come away with a newly redefined role that you’re now a perfect fit for.
 
Companies (and their hiring managers / recruiters) have a RESPONSIBILITY to be as clear, succinct, and reasonable as possible in their job postings. I understand this is not always the case. As job seekers, we can’t control that. We can only work with the information we have, and respond accordingly. Which means…
 
Resumes
 
Ah… NOW we’re at the part that you can control, full stop. We’ve found a job that’s right for us. We meet the qualifications, and we’re ready to apply! If you’re worried about the dreaded ATS, watch this video. Even though we’ve told you time and again about humans reviewing your resume, it’s important to note what those humans are looking for. Generally speaking, they want to see “proof” that you can do the job. Context is important – just matching keywords rarely gets you past a quick view. Your resume is usually the first thing a prospective hiring manager or recruiter will read from you. It’s also the one thing that is completely within your control. 
 
YOU get to control what is in your resume. You decide the format, the context, the keywords. While there is a lot of guidance out there, including some worth every penny resume writers, it’s still YOUR resume, and you get to decide what to put on it. There’s literally no one policing this. So why wouldn’t you choose to optimize it for the people you want to read it?
 
I’ve shared the story before about the job seeker I was attempting to help who wanted a job as a forklift driver. He couldn’t understand why he wasn’t getting calls, as he had significant experience in this field. When he showed me the resume he was using to apply, there was not a single mention of forklifts. None any of the certifications he had. NOTHING that would indicate he’d ever set foot in a warehouse. There was NO changing his mind that online applications and the assholes behind them weren’t at fault. What he failed to accept was that his resume, the information he was providing, was completely on him. He couldn’t control what companies were posting. He couldn’t tell them which ATS to use, or how to structure interviews. The information he was putting in front of them? That was all him. And he refused to see the errors he was making. 
 
As a job seeker, you can’t guarantee job descriptions will be well written. You can’t be sure the recruiters on the other end of the ATS knows what they’re looking for. You can’t even really predict the format of an interview and can only do your best to influence the outcome. You CAN control the information you’re putting forward as an introduction. Instead of bitching that a company is focusing on required skills, maybe just take a minute to make sure you’re talking about your expertise in said skills? We hear this a lot in industry changers – for example, a job seeker noted they use “EPC” in their industry, whereas in tech the terminology would be “engineering supply chain”. Now we can agree that any recruiter or hiring manager worth their ATS log in could recognize interchangeable terms like this, why leave it to chance? The more you mirror the language in the JD (aka what the managers are looking for), the less you have to worry about silly “keyword” matching. 
 
YOU decide what companies you want to apply to.
YOU decide which roles you fit the qualifications for.
YOU decide what information to put forward in the application, networking email, and resume.
 
For more insight, check out my All About Resumes Playlist – and take charge of the one thing you are fully in control of.
 
 

How To Beat The ATS (and get immediately rejected!)

October 12, 2020 /

What’s old is new again, y’all!

That tired, old “tiny white font” hack is back on the internet, this time in the form of a TikTok video. Now I don’t actually HAVE TikTok, so we’ll have to settle for a link to where I was recently subjected to this horror – someone’s LinkedIn post.

edit: I now have TikTok. My kids are embarrassed beyond belief. Here’s my response.

The general idea is that you can trick “the bots” (yeah, the ATS bots that don’t exist. I know. Stay with me here) by adding the Job Description to your RESUME in TINY WHITE FONT! White, so it’s not visible. Tiny, so you don’t have a weird bunch of “empty” space. The goal here is to pack your resume FULL of the necessary keywords so you get past the (imaginary) bot. I mean, how could you NOT be a perfect fit for the job, when you’re resume is basically the job description??

If you suspend all logic, you have to admit there’s a certain kind of magic to this. Sort of like the same kind of wonder little kids have when their parents convince them Santa Claus is real. I mean, there’s just enough evidence (the presents, the cookies consumed, the reindeer hoof prints) to PROVE that THIS IS REAL.

Except the parents who are buying the gifts, eating the cookies, and making hoof impressions know better.

The big difference here though, is there’s no harm in believing in some fat guy in a red suit. Using the aforementioned trickery in your job search though, can actually cost you. Let’s dive into a few possible scenarios, AKA things I’ve personally seen happen as a recruiter –

1. A real person looks at your resume. Assuming your resume is not a fit otherwise (minus the white font trickery), we never know you even tried that, and just reject. Because… you don’t meet the basic qualifications. This is literally the first and most important rule. Good news, we don’t know you tried to scam us. Bad news, you never got past the first screen anyway.

2. A real person looks at your resume. There’s some interesting / relevant experience, but the recruiter doesn’t see a particular technology that they know the hiring manager is looking for. So a little CTRL-F – word shows up… GASP! In TINY. WHITE. FONT. Reject. Congratulations, you’ve just convinced the recruiter that you’re probably shady and we have other candidates to look at. Next.

3. A real person looks at your resume. You clearly meet the basic qualifications, and get passed on to the hiring manager. If you’re lucky, the tiny white font trick goes unnoticed, and you move through the recruiting process.

4. A real person looks at your resume. Not a fit for the role you applied to, but you stay in the database. Some time later, the same recruiter (or even a different recruiter) runs a search, and guess who’s resume shows up? Boolean search shows the relevant terms highlighted in… wait – what’s this? TINY WHITE FONT? Ugh. Reject. The recruiter moves on to other candidates.

Bonus Point – the recruiter is so annoyed they put a note in the database that you came up in a search using a tired old “hack”. Future recruiters steer clear. I’ve absolutely seen this happen at a small, privately held company as well as in agency. If you still don’t believe me that this is old news, check out this article from 2010. It’s as bad an idea now as it was then.

Now many people will argue with me that there’s NO WAY a real person looked at their resumes. Sometimes, that’s absolutely correct. Knock out questions, roles being closed/internal transfers pending, maybe we already have a large number of prospects… bulk dispositions CAN happen, though I would not say it’s “the norm” and not nearly as common as folks may think. Even when it DOES happen, guess what? A PERSON made that decision. And set up the ATS to do it. My coffee maker may turn itself on at 6 am every day, but only because I told it to.

There is a common misconception that if you only have enough keywords packed into your resume, you’re going to get past the gatekeepers (robotic or otherwise). Ok… and then what? I’m even willing to play along that all recruiters are just out here playing buzzword bingo and submitting unqualified candidates based on a keyword match. How far does that actually get you? Do you think you’ll even get an interview if you truly don’t possess the qualifications for the role?

Visible Confusion | Know Your Meme

Sorry y’all – not how it works. You’re going to have to be able to perform the job. If you CAN perform the job, taking time to actually illustrate that in your resume from the start is always going to be the smart play here. Anything else is just sleight of hand, kind of like sneaking presents from Santa under the tree.

Eventually, kids grow up and know better. Let’s hope job seekers will follow suit.

How To Land Your Next Role In 5 Easy Steps

June 17, 2020 /

hahahahahaha.

 
Y’all I couldn’t even TYPE that title without laughing. As if it’s that simple. 
 
 
BUT WAIT! What if we COULD distill the process down to a reasonable, repeatable, 5 step process? Let’s discuss.
 
 
I actually DO believe we can create a simple roadmap for finding your next role. Here are the steps I came up with – let’s pick them apart down below.
 
 
  1. Determine the companies you’d like to explore / could see yourself working at
  2. Look at their open roles, apply to ones you clearly fit the qualifications for (caveat – employers have a responsibility for being clear and concise in their postings – I know this doesn’t always happen)
  3. Threefold networking – Recruiter/Peers/Leaders – more on that and how to get templates below
  4. In tandem, make sure your trusted network knows you’re open, what you’d like to do and what you’re good at – they may often recommend companies you may not have considered or that didn’t make the cut in step 1
  5. Rinse and repeat as needed
 
 
 
So why does this WORK? The key to all of this is QUALITY OVER QUANTITY. So many job seekers (and God love ya recruiters are lousy for this too) think that “if I just spam ENOUGH PEOPLE SOMEONE WILL RESPOND”. 
 
 
Oh nay nay. 
 
 
In step 1 we are carefully curating a list of companies we could see ourselves working at. There’s no magic number or criteria here. YOU decide who makes the list. Maybe it’s all of FAANG. Maybe it’s anywhere within a 10 minute commute. Could be 3 companies, could be 30. You decide. Although 30 you might want to break down into 3 separate efforts. 🙂 Check out my video on Dream Jobs HERE.
 
 
GREAT! You’ve got your list. On to step 2. Now check out their careers pages. Look for roles that light you up. Do they actually hire what you do? That’s a good place to start – once you’ve found a role (or maybe a few in HUGE companies) start working on those applications! The key here is to make sure your resume is well targeted to the job description and those pesky Basic Qualifications are clearly addressed. If you’ve already created your master resume and are targeting a handful of related roles, this should not take more than an hour or so. This is TIME WELL SPENT. The better targeted your profile and resume are to the needs of the role, the more likely it is a recruiter will contact you. That said, we’re not going to sit around and wait. WE ARE HUSTLERS AND READY TO MAKE SHIT HAPPEN!
 
 
So now we’re at step 3. NETWORKING. Yes applying is important – but that doesn’t mean you can’t use every means available to you to get noticed. Job seekers often default to contacting recruiters – which is a GREAT idea, if they’re the right ones. I wrote about networking with recruiters HERE. You can also email me with “NETWORKING”  in the subject line for updated templates and more guidance on how to reach out to recruiters, possible peers/colleagues, as well as potential hiring managers.
 
 
Whew! We can see the finish line. Now here’s the part where you call on your friends and family. If you’re open to a change, TELL PEOPLE! Your colleagues, neighbors, your kid’s t-ball coach, all these people know other people. Now this is not a license to spam everyone with your career problems, but if you know the guy across the street works for your dream company, hit him up at the next HOA meeting! It can be as simple as “hey I’m looking for my next career move and applied to a role at XYZ Firm. How do you like it there?” See where the conversation takes you. If neighbor guy is uncomfortable, he’ll change the subject pretty quickly. Let it go. OR – he could be like most decent humans and tell you all about it. Maybe even offer to refer you! Employee referrals are fantastic when done right. I actually landed my current DREAM JOB after grabbing a glass of wine at happy hour with one of my girlfriends. She works for a company I had actually avoided for years. I’d interviewed a couple of times but didn’t have the best experience previously. While hearing about how much she LOVED her job I knew I had to at least throw my hat in the ring. Nearly 6 months later I’m the happiest I’ve ever been career wise! Take the shot.
 
 
Ok Amy I did all that and I STILL don’t have a job!! NOW WHAT? Well, do it again. That’s step 5. You may run through this exercise a few times before you get THE call. This is why it’s so important to start with a (very) short list – give your resume and application (and networking emails and outreach) the right attention up front. You can do it again with the next few companies. And the next. And the next. I’m not asking you to limit the number of applications or outreaches – I’m asking you to do it strategically, methodically, and with the other person in mind. No spam. 
 
 
This FEELS like a no-brainer to me, but somehow seems to really piss off the so-called experts. You’ll recognize them by their constant shouting about how “the process is BROKEN” and telling you to stay away from people like me. They may also be selling something and are often found hollering at me in the comment sections of everything I say or do on social media. 😉 There is no one size fits all foolproof solution. The minute I try to create that, some fool will come along and prove me wrong. Look, this is YOUR career – you decide where you’re going and how you’ll get there – I just happen to think I’ve got a pretty reasonable map. 
 
 
 

How To Land Your Dream Job In 1,472 Easy Steps

May 8, 2020 /

I get asked a LOT how I got into Big Tech. If you’ve been following me for a hot minute, you know I’ve been recruiting since the dark ages and in tech for a while now too. I’ve been there, done that, got several t-shirts.

Still, when people ask me “how did you end up in THAT job?” – the answer isn’t terribly exciting, helpful, or that interesting. Simply put, I hustled. I mean I worked my ASS OFF to learn my industry. I made friends. I asked questions. I begged people to mentor me. I EARNED IT.

It took a long time.

Let’s go aaaaaallllll the way back to my childhood. I was a dirt poor little girl in the literal middle of the country. I was an only child (until my brother came along when I was 12). I didn’t know my dad then. My mom worked 2-3 jobs at a time to keep me in a single pair of shoes I was not allowed to wear except to school and church – to keep them nice. We couldn’t afford a second pair. I was the poorest kid I knew growing up (maybe others just hid it well, I don’t know). I had dreams of maybe someday renting my VERY OWN trailer with the money I’d make working at Walmart (one of our town’s biggest employers). I sometimes fantasized about living in France. I didn’t really believe it would ever be possible.  Technology was something for “fancy people” and only rich kids went to college. Amazon and Google weren’t even invented yet when I was growing up. Microsoft was in it’s infancy.

I’ve worked for all three since then.

I married too young (as one does when they don’t know they have other options). I had kids early (because I was married and that’s what you do). I found myself alone on the other side of the country, getting divorced at the tender age of 24 with two kids under 5. I had been working as a temp, finally bulldozing my way into a role in the advertising department for a global staffing agency. I was making $10 an hour and struggling to make ends meet.

My rep from the Employment Guide (remember when we used to PRINT ads? good times) told me I’d be a great recruiter. I didn’t even know what a recruiter WAS, but found out pretty quickly they can make a lot of money. I jumped in with both feet. I did not make a lot of money. At first. That came later.

You may be wondering why I’m telling you all this. I need you to understand – no one invited me to this party. I wasn’t supposed to have this career. I never went to college (oh some CC classes, but that was in the 90s! And I’m pretty sure I got a D in English anyway).  All I really had going for me was determination and a refusal to give up. EVER. I didn’t even know what I wanted to be when I grew up. Just… not poor. 

How did I get into my dream job(s) at such amazing companies? For me, it’s really simple. I found what I love to do. I am OBSESSED with recruiting. I love it. I love everything about it, even the bad stuff. It’s a CRAFT, a SERVICE, an amazing peek into the human psyche and understanding why people do what they do. It’s solving really big, complex business problems by just making connections. Every single day, I am living my dream.

I know you’re still asking – BUT HOW DID YOU GET HERE! Why did Microsoft hire me? Then Google? Finally Amazon? I could tell you all about the networking I did. Tirelessly applying to role after role. Attending Chamber of Commerce mixers trying to meet people “in the biz”. Dressing up in my polyester knock off suits trying to impress people who terrified me. I could tell you all that, but it really doesn’t matter. Because everyone’s journey is different and there are no secret handshakes.

Your path is going to look very different. The things that worked for me may not work for you, and that’s ok. You may end up at Google right out of college, and I’ll be just as proud of you as I am the weary single dad who taught himself to code at night after the kids went to bed. 

We all start somewhere. Some of us are a lot further back from the finish line than others. Some are running a completely different race, and that is ABSOLUTELY OK! YOU determine YOUR dream. Don’t let anyone stop you. No matter where you start.
Baby Recruiter 🙂 1976

Your Recruiting Message Sucks. Here’s Why.

February 8, 2020 /

Y’ALL I CAN’T THIS WEEK.

I’m week four into an epic new job. I’m finally starting to figure out what I’m going to be doing here (and it’s soooooo exciting!!!!!) but I’m also super sick which is just making me cranky. Enter this week’s AMA Friday – check out the video here –

So! Turns out I am 100% that bitch who gets all judgy and whatnot when people spam me. Who would have thought? I know a lot of you are wondering just what is WRONG with me, that I get all annoyed by a perfectly reasonable (!!) inmail (INMAUL) that I could just simply ignore, or perhaps respond with a polite “no thank you”.

I could. But I won’t.

Here’s why it matters. Every shit message y’all send that shows absolutely no regard for the person on the receiving end makes it harder for the rest of us. Now, a lot of the time many of us will say “that’s ok! It makes me look better by comparison! Keep being awful!” which is certainly one way to look at it. However, it doesn’t do anything to combat that sinking feeling prospects get when faced with one more stupid outreach from a recruiter. They are opening our missives (if at all) with dread, not anticipation.

But Aaaammmmyyyyy….. I HAVE to send 8 billion messages to get enough candidates in the pipeline!!!! Oh really? Do you REALLY? I say NO but that’s a post for another time. Let’s start slow. Here are THREE THINGS I want you to think about before sending that next message. And for any victims of these messages, feel free to use this as a marker of whether or not the recruiter deserves a response!

1. The message is clearly targeted to ME
This is not a hard one, y’all. Get my name right, for starters. Give me some indication of WHY I made your list. Don’t give me that lame shit about “I saw your profile and you’d be perfect for”. Not falling for it. Tell me what specifically makes me interesting to you.

2. Make it PERSONAL
I talk a lot about emotional currency – basically, tap into something that will get my (the prospect’s) attention! What can you glean from my profile that would grab me? I know this is easier said than done for a lot of prospects, but honestly – someone like me makes it too easy. Yoga pants. Dogs. Pinot Grigio. I am a simple woman. Tell me you like my YouTube videos and I’m yours.

3. Give me a CALL TO ACTION
Something I can move on. Maybe it’s an invite to call you directly on your personal cell after hours. Maybe it’s a link to a really kick ass article about whatever it is your company is working on. Remember, you’re just trying to get me connected for the next step (usually a recruiter phone screen) so give me something to work with here.

That’s it! This is not rocket science. This is simply taking FIVE MINUTES to respectfully craft a message that respects the other person’s time. It’s really that easy. Now if you STILL don’t believe me, let me share a cautionary tale of my own.

Many years ago I was working for a very small company and just starting to dabble in tech. We had this cool new tool called LINKEDIN RECRUITER where we could send messages to people without being connected to them! Groundbreaking! So I’m happily sourcing away for an IT manager of some sort, and I find myself a nice long list of people who could do this job. I write a quick little inmail (INMAUL) and fire it off to 20 people. At the same company. With roughly the same titles.

Guess what happened. No really. Just guess.

One of these high level / big tech smart guys called me. That’s right, he picked up the phone, looked up my company’s phone number, and had the receptionist connect him to my desk. Imagine my horror when he says “Amy, I’m calling to give you a little advice“.

Here’s what happened y’all. My message went to a bunch of people, at the same time, who all knew each other. They worked on similar teams and probably crossed paths often. One happened to mention a shitty message he got (FROM ME) and another said, “hey” and a third said “but” and the rest is history.

That’s right, these folks all got together, shared the messages, and had a good laugh at my expense. One fella was kind enough to call me and tell me about it. Now – he was SO KIND. He didn’t yell at me or berate me. He DID tell me that I’d get a lot more positive responses if I treated each person like an individual and reached out accordingly.

He was right.

I don’t remember much about that conversation, to be honest. Couldn’t tell you the guy’s name, or even his specific title. I do remember he worked for a VERY large well known Seattle based tech company that shall remain unnamed. 🙂 I DEFINITELY remember the very valuable lesson I learned that day about the importance of personalization and really being thoughtful and deliberate in my messaging.

I’ve made a lot of mistakes since then and will make a lot more. Sending bulk messages is not one of them.

Showing Your A** on Social

January 28, 2020 /

Real talk – I’ve met some of the most amazing people through Social Media. That’s right. My online shenanigans have resulted in real world friendships and I could not be more grateful.

Then there’s the asshats.

Yep, I said it. Some of you are just hellbent on showing your ass on social media. Here’s the thing you might not know about me –

I’m not afraid to show my ass too.

A visual representation of my timeline most days

I’m rather “visible” on all things social. I write, I make videos. Sometimes I put pictures of my dogs on Instagram. The only thing I DON’T do is post much about my kids. (That’s the ONE thing I keep super private so don’t even think about it). Me? I’m fair game. I speak my mind often and loudly. While I recognize I in many ways “represent” my employer, the opinions I share on Twitter or Facebook are mine and mine alone. In fact, the first time someone tagged my employer on Twitter trying to call me out for some alleged awful thing I said I cried. I thought I was getting fired – our social media team laughed and welcomed me to the internet.

Fast forward many years later to TODAY. The more my career has progressed, the more senior roles I’ve held, the bigger the companies I’ve worked for… some people just can’t help but see me as a target. There are two really weird phenomenons I’m noticing on social, and I am not quite sure how I feel about either one. Other than annoyed, of course.

The Bully Shamer

I recently went through a tough learning experience with someone I thought I knew (from IRL interactions). We’d often disagreed and poked at each other quite a bit over the years. All in good fun, I thought. Then this person started really drilling in to things like my word choice, telling me what I was “allowed” to say as a TA professional. Every part of my language, writing, and experience was picked apart. I was accused of all sorts of high crimes – most notably “shaming” of job seekers and fellow recruiters. For the most part I brushed it off, figuring this was just a little over the top ribbing that was starting to sting a bit. The final straw was when this person blocked me after publicly telling me to go f*ck myself and sending a personal message about my terrible online persona.

I’ll admit that was a tough one to bounce back from. I like being liked! It was kind of hard to think there’s a person out there who literally thinks I shame candidates and bully fellow recruiters. I have PAGES of screenshots of various interactions, and I have come to realize that some people are just not going to like you. We all see the world through the lens of our own experience. If that experience causes you to think I’m a jerk, I can’t tell you you’re wrong. But I also don’t have to stick around to listen to it.

The Tagger

Oh THIS is an old fave. I have lost count of the number of times a complete stranger has said “Amy Miller is a recruiter for @Company AND SHE DID THIS AWFUL THING!” I mean… do you think the CEO is going to call me into his or her office for a good scolding? Worse, do you think I’ll get FIRED? Is that what you want? What kind of person wants to get someone FIRED for disagreeing with them on social media? What kind of attention is it that you’re trying to bring to yourself by doing something like this? I genuinely don’t get it. While I’m careful to not talk about my current employer (whoever they may be) on social or my YouTube channel, it’s not hard to confirm. By tagging said company in whatever you’re bitching about, you really look like an asshole.

Here’s the thing about me. I believe in transparency. I believe sunlight is the best disinfectant. I will call out bad BEHAVIOR publicly, but I don’t believe in “cancel culture” or putting individuals on blast just because they say something I don’t like. In recruiting in particular, I recognize that demanding people do things “my way” or only use words I approve of is a recipe for disaster. I am guilty of speaking (typing) without thinking and have owed people apologies more than once. It’ll happen again, I’m sure.

One of the questions I often ask myself in these online interactions, is how do I want people to SEE me? I hope they see a few things.

I was helpful
I was thought provoking
I was funny
I cared

Most of all, I was authentic. If you ever meet me in person I don’t think you’ll be very surprised. My “online persona” (awful as it may be) is actually, authentically me.  And my dogs really REALLY like me. So I’ve got that going for me, at least. 😉

Recruiting IS a Service – Here’s Why

January 13, 2020 /

What do recruiters actually DO, anyway?

I answered this in last week’s AMA Friday – you can check out the video here –

 
 

So while the general idea of this week’s episode is that recruiters are NOT in the business of finding people jobs, it also created some questions. Several folks expressed some disbelief, confusion, and a couple people outright disagreed that recruiting is indeed a SERVICE. Here, in my not so humble opinion, is exactly WHAT it is that recruiters provide. Enjoy!

1. Consultation(s)
Ok then – we have a position to fill! This is where it all begins – the initial contact with the hiring team. We often refer to as an intake meeting, or something similar. Regardless of what you call it, this is the time to set some serious expectations and get LOTS of information on what exactly it is the new hire will be doing. A recruiter is not an order taker. Let me say that again for the people in the back. A RECRUITER IS NOT AN ORDER TAKER. If your hiring manager wants to hand you a job description, waves you away and tells you “I’ll know it when I see it” that is NOT a partner, you are NOT providing a service, and I am really really sorry about how much you’re fixing to hate your job. This should be a DISCUSSION (maybe multiple discussions) to fully vet what exactly is the business problem we’re trying to solve and what kind of talent we think we need to solve it. This is not a one way conversation – recruiters should also be setting expectations with hiring managers and guiding next steps/future meetings all the way through onboarding the new hire. Recruiters and hiring managers should be meeting regularly to discuss status, what’s working (or not), and keep each other informed of any new updates, changes, or challenges.

2. Search
Right! We have what we need to execute a search. Next steps can vary widely – maybe we post a really great targeted job ad (Katrina Kibben of Three Ears Media is your person if you need help here!).  Maybe you search your database (if you’re not, what’s wrong with you?). Maybe you do some deep web boolean magic. You’re probably doing all of the above. This would also be the stage where you are vetting / presenting qualified and INTERESTED prospects to your hiring managers. Clear feedback is crucial. If managers are saying NO find out WHY. It’s possible you missed something in the intake meeting. Perhaps something has changed and the hiring manager didn’t loop you in. Test and test again that you are actually searching for the right kind of person and asking the best possible questions during your screening. EVERYONE will thank you for not wasting their time.

3. Interview Process
If you’re really lucky, you’ve got schedulers and coordinators who can manage calendars. I hate this part because I SUCK at it. I can barely manage my own calendar. However, it’s my job to be a coach throughout the process. I make sure my candidates have a thorough understanding what they’re interviewing for and what we expect. I spend as much time with my candidates as they need and do my best to always be available for check ins or questions. Read more about interview prep HERE – it’s that important.

4. Closing
Yes, sadly this will be closing the loop with candidates who aren’t getting an offer. I hate this part. I hate hate hate it with every fiber of my body. But, it’s a necessary evil and important part of the process. Done decently well, these candidates will maybe take your call the next time there’s a role they might want to hear about. Then there’s the FUN closing! You guessed it, making an offer. My absolute FAVORITE part of the job.

5. Offer Negotiation
Sure, this could be part of closing, but it’s so complex I’m giving it it’s very own step. There’s usually a lot of back and forth here, and it starts way back when we’re first working on a strategy with the hiring teams (what can we afford to pay / what level are we thinking of hiring at, etc) AND kicking off with candidates (what would it take for you to say yes). These are rarely one time conversations. It’s usually an ongoing discussion that drives closer and closer to the “magic number” with every step. Don’t even get me started on competing offers and the mental gymnastics we go through trying to anticipate everything that could get in the way of the win.

6. Onboarding
Hey… you made an offer, it was accepted, and your work here is done! Right? RIGHT? Sad to say, no. It’s most definitely not. While MOST candidates will follow through with their “yes”, there are always risks here. This is often when buyer’s remorse can set in. Staying close to your candidates (and keeping your hiring managers close to them too!!) is CRITICAL. In an ever tightening labor market counter offers are more common and looking better all the time. If you’re not keeping your candidates and new hires as excited and engaged as they were when signing their letter, you’re missing a seriously important step.

While this is by no means an exhaustive list or complete description of everything related to the service (YES IT’S A SERVICE) of recruiting, hopefully it gives a bit more insight into this crazy industry. Most recruiters are doing this 10, 15, or 50 times over (ok 50 is a stretch – you can read what I really think about req loads for more on that). Not every position is created equal, and so the level of service provided can vary. Anything surprising on this list? What would you add?

AMA Friday Y’All!

January 3, 2020 /

In my never ending quest for transparency in the Recruitersphere, behold – my latest passion project –

Ask Me Anything Friday!

Every week I’ll pick a topic and address in a quick (5-7 minute) video. Let’s see how many people we can help and annoy. 😉

In today’s video, I break down the ATS!

Here’s the the deal – ATSs are a necessary evil and recruiters rarely have any influence over which ones we get to use / how they’re built. So we do our best. As a job seeker, here are the key things to keep in mind –

Resume Parsing
This is essentially the tool pulling out information from your resume/application/LinkedIn profile/whatever and putting it into the proper form fields in the ATS. Your name goes in the “name” spot. Current employer, skills, etc. That’s it. It’s not intended to shred your information, or delete your resume if it doesn’t like your font. I’ve NEVER known of an ATS that deletes resumes. I’ve seen profiles from 10+ years ago in databases I’ve worked in.

Key Word Matching/Ranking
Each ATS (and recruiter behind it) operates a little differently. Generally speaking, companies have certain compliance requirements and can only consider applicants for specific roles who meet the basic qualifications. Basic qualifications can usually be found in the job description. I pulled this example from a Recruiter posting at my previous employer –

Required/Minimum Qualifications
  • 3+ years of experience in technical talent acquisition (e.g., recruiting, sourcing), HR experience, or industry experience related to role
Additional or Preferred Qualifications
  • LinkedIn Certification
  • Preferred recruiting experience in full stack engineering disciplines; experience hiring for Devices/hardware is a plus.
  • Cleared and Govt. hiring experience preferred but not required

The only thing I’m REQUIRED to have (and which should be clear from my resume) is 3 years or more of experience. That will likely ensure a live person looks at my application. However, those additional/preferred qualifications will put me higher on the shortlist.

How Do Recruiters Use Their ATS Anyway?
That can vary widely depending on the ATS itself and of course, the recruiter. Here’s how we SHOULD be using it – as our first step in sourcing / outreach. If someone has gone to the trouble of completing an application it probably means they’re really interested in our company. Why would we NOT start there? It’s not just about active applicants for specific roles (though that’s important too). It’s searching across the whole population for people who could be a GREAT fit for a given position, and for whatever reason they just haven’t applied to THAT role.

What say you fearless readers? How has your experience been on either side of the dreaded ATS? Share your successes, horror stories, and yes, any robot sightings in the comments!

With Gratitude

December 23, 2019 /

Image result for thank you

I THINK this will be my last post for the year. MAYBE. Who knows, I may find myself between Christmas and New Years, kids tucked in with their new toys and hubby distracted by the really cool gift I’m hiding from him…. and have something to say.

But probably not.

So with that dear readers, thank you. I thank you from the bottom of my heart for your support, comments, private messages and emails. Thank you for READING, thank you for asking the hard questions, thank you for making me think. A handful of you were total assholes but that’s ok, I learned from you too.

I’m excited to take some much needed time off and spend time with loved ones. I’m grateful for new opportunities that await me in 2020 – keynoting Talent42, continuing to write and speak, an upcoming blog re-launch, and offering more 1:1 coaching sessions. I have some big plans brewing, and I’m excited to share the new Recruiting in Yoga Pants world with you soon.

Recruiters, thank you for all you do to connect people with opportunity. I know as well as anyone how thankless this job can be. You are so often the unsung heroes of talent acquisition, working tirelessly behind the scenes to make shit happen. I appreciate you.

Hiring Managers – (I know at least 3 of my HMs read this blog 😉 hi) THANK YOU for your partnership. THANK YOU for taking chances on people who may not look “exactly right” on paper. THANK YOU for explaining your super technical world to me. THANK YOU for being the best partners a recruiter could ask for. None of this is possible without you.

To my candidates past, present and future – I don’t even know where to start. Just… thanks for being you. For all the candidates I’ve been fortunate enough to place in new roles, THANK YOU for trusting me with something as MAJOR as a job change. Present candidates, be patient with me. You’re never far from my mind. Future candidates? I look forward to meeting you. 🙂

I have the best job in the world. Full stop. I don’t know many people who picked recruiting on purpose, so I’ll just say I’m glad this crazy industry found ME and has given me 20+ AMAZING years.

Here’s to the next 20.

What to Wear to an Interview

December 2, 2019 /

Image result for dress for the job you wantThere sure are a lot of experts out there telling us what we shouldn’t wear to interviews and/or the workplace. One author proposes a no bling rule (check out my response here). Someone else says no yoga pants (thanks for inspiring this blog!). And now we have NO ORANGE CLOTHING.

Yes, I understand that not all companies are the same. While I, in tech, can get away with pink hair and Star Wars t-shirts, I know that this would not fly in a bank in my Midwestern home town. I encourage you to employ some common sense and ask your recruiter / friends / colleagues who are in the know. Besides that, there is one simple rule that everyone – regardless of the position – should follow.

Wear what makes you feel great.

That’s it! That’s the rule. Here’s why. An interview is your one big chance at making an epic impression. You’ve probably already made a positive one – after all, they’re inviting you to meet a bunch of folks and are SERIOUSLY considering you for their open positions. That is a great sign! It means they like you enough to invest hours of employees’ time to get to know you better.

What they are probably NOT doing, is judging you over the color of your sweater.

Hey if orange is your color, ROCK IT. I would look like a washed out pumpkin, but you’ll pry my leopard print scarf out of my cold dead hands. There are certain outfits and accessories that just make me feel like I have my shit together. And when I feel like I have my shit together, I come across as WAY MORE CONFIDENT.

Who doesn’t want to wear confidence to an interview?

Here’s a fun fact about me. Red lipstick is my super power. I have no scientific proof to back this up. I cannot tell you that I’ve received amazing offers because I wore red lipstick. I can neither confirm nor deny that my most popular speaking engagements, webinars and trainings were the ones where I was rocking the red. I can tell you, without hesitation or reservation, that I feel better/smarter/more confident when I have my lippy war paint on.

It’s going to be too much for some people. A company, hiring manager, or recruiter who looks at this shameless selfie and says “oh no she’d NEVER fit HERE” – well, they’re right. And I wouldn’t want to.

I am SO fortunate to be at a place in my career (at least right now 😉 ) where I can carefully pick and choose who I want to work with and where. I know not everyone is this lucky. So recruiters, here’s some unsolicited advice for YOU.

Don’t allow your hiring partners to pull this shady stuff. Just don’t. If you’re unsure how to push back on bad feedback, call me. I’ll walk you through it and give you some ideas on how to re-center the discussion on what matters.

Candidates – send me your super power selfies! Show me what you’re rocking for those important interviews. I’ll draw a name at random and send you a little something to thank you for being a faithful reader and supporter of my little blog. You can always find me at amy@recruitinginyogapants.com, put “SUPER POWER SELFIE” in the subject line so I don’t miss it.

Now go conquer that interview!

« Older posts

Subscribe to Blog via Email

Enter your email address to subscribe to this blog and receive notifications of new posts by email.

© 2024 Recruiting In Yoga Pants

Theme by Anders Noren — Up ↑