Recruiting In Yoga Pants

Dressing up is for suckers

Category: communication (Page 2 of 3)

No Feedback? No Problem!

October 7, 2022 /

Ultimately, feedback doesn’t REALLY matter.

Ok maybe that’s some crazy thing I made up to protect my own sanity. Recruiters have been candidates too, you know. And I’ve certainly had my share of failed interviews.

As a recruiter, there are THREE THINGS I know for sure when it comes to feedback. That feedback is HIGHLY DEPENDENT on the following:

  • Company norms/expectations
  • Team needs
  • Role specifics

We know that interviewing is a data collection exercise that tells us if we do or do not have a fit for those three things – does the person fit the org (culture fit…?) does the person add needed skills / experience to the team, and will the person be successful in this role / level. Now these expectations should be laid out during interview prep and such, but the interview is an opportunity for decision makers to learn enough about you to say “yes” or “no” to these decision points.

Sometimes, the answer is no.

That does NOT mean you’re not a great (insert title here) – it simply means you weren’t the right fit for that specific company/team/role. Sometimes one of these topics, sometimes all of them. Sometimes, it’s literally timing.

The only thing that matters is does this impact your ability to apply or interview again.

Follow me through on this – just because THIS role on THAT day isn’t right, can I still apply in the future? Can I be considered for a different role or team? Should I wait a year or more?

THAT is the only kind of feedback I personally care about. I know that what Company A thinks or me (good or bad) is not in any way related to or shared with Company B, which may think I’m great.

Don’t let a lack of feedback hold YOU back from moving forward. We’re not going to change a decision that’s already made, but we can definitely spend that emotional energy on future opportunities.

Unsuccessful Interview = Waste of Time?

September 30, 2022 /

This is a tough one y’all.

A lot of job seekers are understandably frustrated when they get rejected after an interview. The process can be absolutely grueling at many companies, and a lack of feedback (or God forbid – closure!) can feel like salt in the wound. Believe me, I get the urge to go straight to LinkedIn and fire off a post asking how Company had the actual audacity to interview me knowing they weren’t going to hire me. (Yes, we’ve all seen posts like this)

EXCEPT – the company likely did NOT know they were not going to hire you. That’s why they interviewed you. To figure all that out. Check out “What’s The Point Of An Interview Anyway” for more on that topic.

So what’s a job seeker to do? Even if we have the most positive outlook on this, being rejected still stings and doesn’t get us any closer to a regular paycheck. NOW WHAT?

Change your thinking.

We tend to look at interviews as a one time event that results in a clear yes or no. While this is technically true, what if I told you that you could use your interview as a networking opportunity? Think about it – whatever field you’re in, you’re likely going to interview with people who also do the same thing. If you’re an electrical engineer, I would be SHOCKED if you didn’t have at least one electrical engineer on your interview panel. This pretty much goes for almost any industry, don’t you think?

So here’s the specific next step I want you to take. Once the interview dust has settled, the decision is in, closure has been received, send a note. This will likely be a LinkedIn message or invite, unless you have specific contact info for folks you met (which frankly, is pretty rare). Try something like this:

Hi Interviewer,

Thanks so much for the time you spent interviewing me last month (or whenever) for the (Title) role. I was bummed to hear from (recruiter) that I wasn’t selected, but I really enjoyed getting to know everyone and would love to keep in touch for future opportunities.

I hope you’ll consider connecting, and I hope our paths will cross again in the future!

You

So why does this work?

Simple! You’re just making friends/connections with people in your industry. Now this isn’t an immediate fix or automatic re-consideration of your interview – it IS an opportunity to stay connected to someone who does similar work. That person may go work for a new company, and when asked “who do you know” by their new recruiting team (I promise you we do this) well – they know YOU!

The reality is this – we’re not going to overrule a hiring decision. While it would be WONDERFUL to get feedback, I want you to also keep in mind that feedback is highly subjective and only relevant to three things:

  • The Company
  • The Team
  • The Role

If you want to work for that company in a different capacity, it’s fine to ask if it makes sense to reapply, target different roles or different levels. Also find out if there’s a cooling off period (of course I have a video on that TOO). Beyond that, feedback about this specific interview may not be as actionable or constructive as you might hope. My failed interview at Meta did nothing to keep me from moving on to Google.

Now go make some new professional friends! You never know what doors they can open in the future.

Automation In Recruiting??

September 16, 2022 /

Yes, dear readers. Even I, Bot Slayer of Recruiting, believes in automation done right.

Automation can be such a time saver when implemented correctly. Repetitive tasks like note taking, or scheduling can be automated (or at least made easier) with technology. Where I’ve personally seen the biggest impact is through SOURCING.

Shout out to my friends at HireEZ! I use this AI sourcing tool ALL THE TIME. In fact, I don’t go to a new hiring manager meeting without labor market insights. I encourage my sourcers to use the AI sourcing function. It’s been an absolute game changer for me over the last 10 years or so I’ve used it. There are other similar tools out there so this isn’t necessarily a plug for one particular system, but I do love it and encourage you to check them out!

Like any form of automation, the tools are only as good as the recruiter using them. We can screw up badly if we have the wrong inputs. It’s a fact. THAT is how you get mismatched outreach, or delivery driver roles texted to you at 6 am. Someone used their “automation” badly.

Very, very badly.

As always, holding the end users (in this case, recruiters) accountable is a GOOD thing – automation is only as positive or negative as the person wielding it. Keep that in mind and ASK the recruiters representing the companies you want to work for.

Remember what happens when you ASSUME. Get the facts straight from the source instead.

How To Answer “What Do You Know About Our Company?”

August 19, 2022 /

Not a fan of this question y’all.

Ok – it’s IDEAL if a candidate does a little research on an organization before starting the interview process. Is it a DEAL BREAKER though if someone hasn’t? This recruiter doesn’t think so!

As for me, I prefer to frame the question a little differently – “what can I tell you about our company?” This creates an opportunity to ask literally anything – you might have already done a ton of research and are looking to verify what you know! You may know absolutely NOTHING – and that’s ok too.

For the very first introductory call, I have zero expectations of what you should already know.

Unfortunately there are recruiters and companies out there who use this as a pass/fail question. If you haven’t done minimum research, they won’t proceed with your candidacy. While this is absolute LUNACY to me, I’ve come up with a few suggestions on how to prep for those intro calls in case you run into those gatekeepers in the wild.

Research the RECRUITER

Typically your first contact is with a recruiter. This is especially true for agency represented opportunities. Some third party recruiters won’t even give up their client’s name until they get you on the phone! (how the heck are you supposed to research THAT…) Here’s the deal – recruiters are gonna tell on themselves. Check out their content, their communication, expectations they share broadly. You can learn a lot about the kind of person you’re potentially working with by watching how they communicate with the masses!

Prepare Questions

Let’s say you DO take a few minutes to google the company. You can pick up some PR blessed insights of course. Glassdoor ratings, Blind posts, there’s usually no shortage of information out there. But is it ACCURATE? Hard to say. Simply having a sense of the company’s purpose (ABC Company is the largest widget manufacturer in the Midwest!) might be a good start. Now let’s fill that in:

  • How does this role/team fit into the larger organization?
  • Besides what’s publicly available, what can you tell me about growth plans or expansion?
  • Is there anything you can share about Hiring Manager’s leadership style/deliverables/future state of the team?

Remember Why You’re Here

Interviewing is a data collection exercise – on both sides. The introductory conversation is simply that – an introduction to the team, potentially hiring manager, team members. You’re going to learn more with every interaction, and should feel comfortable asking questions that matter and provide data YOU need to know before moving to each next step. You don’t have to know it all going in, but you have the right to get it all as you go through their interview processes.

Want more insights? Check out the AMA Friday video on this topic HERE.

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 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

How To Network With Recruiters On LinkedIn

September 25, 2019 /

On average, I receive anywhere from 10-50 LinkedIn connection requests a week. While many are just “want to connect” messages, a WHOLE LOT are asking for my help or advice on how to get a job with my company.

I can probably provide actual, specific value to approximately 3% of those people.

This post is for the rest of you.

Image result for linkedin networking funny

So you want to work for a company. Awesome! Totally makes sense to connect with recruiters, because we are after all the mythical gatekeepers to all the jobs. Networking with recruiters at your target companies is a GREAT idea – as long as you’re hitting up the right ones. I work exclusively with a very specific business group within a giant organization. I know a fair bit about how we hire hardware engineers, especially for my client team. The rest of the company, not so much.

1. FIND THE RIGHT RECRUITER
If the goal is to connect someone who can help you get hired, then you need to look for recruiters who actually hire whatever it is you do. Recruiters are generally pretty good at sprucing up their profiles and dropping the right keywords. I did a quick search for finance recruiters at my company and had several viable hits in the first page. The key here is finding recruiting contacts that are probably responsible for filling the roles you’re interested in.

2. BE SPECIFIC IN YOUR REQUESTS
I get a lot of “just want to connect” requests which is TOTALLY fine – I’m a fairly open networker, so odds are I’ll accept. Hopefully you find value in content I share or maybe it leads you to another connection that can help you get wherever you’re trying to go. If you’re looking for a specific “in” or have questions let us know! It feels really good to help – I love it when someone reports back that they got their dream job or made a great connection because of something I said or did. Also, if I work here, it’s because I WANT TO. So I want you to want to, too. But I NEED you to be really clear with what you need from me and how I can help. A lot of you might be reading this because frankly, it’s the best response I can give you.

3. THINK BEYOND RECRUITING
Yeah, I know, we’re the mythical gatekeepers holding all the keys to the kingdom and bestowing offers on those we deem worthy. Hah. Sure we are…. can you imagine? No, actually we are more like connectors and collaborators, trying to bring two people (or more) together for the purpose of one great hire. It’s hard, but very, VERY important work. I would never suggest going AROUND a recruiter, but maybe just maybe… there’s another way? Who better to ask about what it’s like to work as a Software Engineer for Really Cool Company than a fellow Software Engineer already doing it? Even better, what about the Software Engineering Manager you could maybe work for someday??

Here’s what I know for sure – hiring managers ultimately feel the MOST pain of an open role. I have anywhere from 15-25 roles I’m recruiting for any given day. My primary focus is talking to people who can do one of those jobs. Nearly as important is making connections / talking to people who are qualified / potentially interested in doing similar jobs in the future. A hiring manager for a specific role is feeling an immediate pain on their team. Many of them even go so far as to post “We’re Hiring” in their LinkedIn headline! Find managers at companies you want to work for referencing things you want to work on. Be clear in your intentions, and specific in your requests. Help us help you!

I do not know any recruiter who intentionally withholds information or refuses to respond to candidates just to be a jerk. I promise – if you ever feel “neglected” or think that a recruiter is treating you poorly by not replying, there’s probably more to the story! Finally, as much as I hate templates, here’s once you can use as a starting point for your next outreach. PLEASE modify to fit your personal style, voice, and how you communicate.

Hi (recruiter name),

I am a (job title) working with (company) and am interested in learning more about how (company) hires (titles). I have applied online to (position), and found your profile which said you hire (titles).

I’m not sure if my application has made it to your desk, but I wanted to express my interest directly. You can learn more about me here (linkedin profile, personal blog, link to resume, WHATEVER). If I am a fit for any (title) roles you’re working on, I’d be happy to set up a call to discuss further. You can reach me directly at (email) or (phone).

If I may be a better fit for another (role/team/recruiter), please feel free to forward this email to the appropriate contact – I’d really appreciate it!

Thank you,

(you)

Easy peasy! Now why does this work? A few things – you’ve giving me CLEAR info that I can work with – you’re a this, looking for a this, at my company. Cool. You recognize that I actually recruit for relevant roles, which is like 8 billion bonus points. You applied online (yay! especially for big companies – we really do fish in our own pond) and you’re giving me contact info in case I want to immediately jump on the phone before you change your mind. 😉 Finally, you’re giving me permission to share (sooo helpful – I’m way more inclined to forward to my friends when I know you’re ok w/ it) and also not applying a ton of pressure to respond. It’s an open ended “hey if we fit let’s chat” and not a forced “I REALLY WANT TO NETWORK WITH YOU AND ASK YOU TO SOLVE ALL MY CAREER PROBLEMS”.

So there you have it. A peek into the brain of an overworked, stressed, and ultimately really wants to be helpful recruiter. Try it and let me know how it goes! Send me your results to amy@recruitinginyogapants.com – I’m opening up 30 minute coaching sessions to the first 5 job seekers who give this a try and share their feedback. Please put in the subject line “NETWORKING WITH RECRUITERS RESULTS” so I don’t miss it.

Happy connecting!

Interview Prep Advice For Candidates Who Don’t Want It

August 8, 2019 /

I’ve been in the people business for 20 years. That’s a REALLY LONG TIME to do one thing. I’ve done it a lot of different places, but they all have something in common – interviews are hard.

I don’t care how long you’ve been working in your chosen profession. I don’t care what your degrees are in. I don’t care if you are the world’s foremost expert in basket weaving – someone, who has the authority to recommend you for a job, is coming to judge your basket.

Don’t you want to know what they’re hoping to see?

Candidates who dismiss interview preparation or recruiter advice from the start are doing themselves a tremendous disservice. Don’t believe me? Let’s meet Cliff (not his real name, but he looks like the guy from Cheers. Uncanny, actually – since he also KNOWS EVERYTHING).

Many moons ago I was a starving agency recruiter searching for a CFO for a solar start up. Our client specifically wanted someone from a utility background, and was willing to train up on the intricacies of solar AND start up world. The role was a tremendous opportunity for someone to come in to the C-suite with a fast track to CEO, as our client was a serial founder and wanted to turn over the reins to his new hire. After much searching, I found Cliff – his background had been primarily in public utilities in the right geographic area – he knew the players and was itching to get into something “new”. Win Win!

I talked to the client about Cliff’s background and concerns around not having previous start up experience, and the client explained why that didn’t matter. What he REALLY wanted to see was energy and confidence that the person could learn. As long as Cliff could deliver THAT, he was IN! His background could not have aligned any better.

I’m STOKED, and can’t wait to give Cliff the good news plus share some interview prep. We had some standard prep we sent everyone, but we also targeted certain things we learned / knew about the organizations we were retained with, to help our candidates put their best foot forward. I schedule the call with Cliff, letting him know what we were going to cover. When I called him, I barely get a sentence out when he says –

“No offense, Amy – but I’ve been interviewing since you were in diapers. I don’t need any help.”

Now my dumb ass, being a young recruiter kinda new to this exec search stuff, backed down. Big mistake. HUGE. I left Cliff to his own devices, where he promptly went into the interview and shit the bed. When debriefing with the client, he was sad. Cliff had a great background, exactly what he was looking for, but repeated several times “but I haven’t worked in solar/start up before”. Over. And over. Maybe it was nerves, maybe he thought the client didn’t already know that. What I know FOR SURE, was that I could have TOLD Cliff we’d talked about that, vetted it, and how to discuss (be confident in what you DO know and focus on how you’ll ramp up!). But unfortunately, Cliff already knew everything and cost me a massive fee.

Sigh. I had to call Cliff, and let him know. Guess what Cliff said. NO REALLY GUESS.

“Gee Amy, I wish you had told me that.”

YOU DON’T SAY!

Well Cliff, I tell you what. You’ve RUINED everyone else’s chances of escaping my prep calls! EVERYONE GETS A PREP CALL!

I have never forgotten Cliff. These days, if a candidate tries to squirm out of my excessive prep, I tell them Cliff’s story. I tell them MY story – I’m a professional recruiter who interviews people ALL THE TIME, but being on the “other side” of the desk is different! And scary! And hard! Y’all know I’m a recruiter who does this every single day – when it was my turn to be the interviewee – I realized just how little I knew about my now employer’s expectations and how they were going to “grade” me. I’m so grateful I listened to my recruiter and soaked up the many prep documents she sent me ahead of time. I also work exclusively with managers, so I get to remind them how THEY are vetting candidates. When you’re interviewing someone for your team, don’t you want them to have taken advantage of EVERY opportunity to be ready? The answer is a resounding YES.

So for candidates who still think I’m full of shit, here’s what I want you to consider before your next interview:

  • You’re probably interviewing once every few years at best. You are not a “professional” interviewer. You’re a professional something else and probably amazing at it. Please – let us help you with this part.
  • Interviewing is a TEST. I tell my engineering leaders all the time – “you’re probably REALLY GOOD at math. You do math every day. Math is your thing, you can do math in your sleep. Now you have to prove it. Remember the SATs? Did you study for those? SAME CONCEPT.”
  • With some exceptions, your recruiter wants this as badly (if not more so) than you do. We are literally in the business of delivering offers. We can’t do that if you don’t pass the interview. Trust us, we don’t want to mess this up. We have NOTHING to gain by giving you bad advice or steering you wrong.
  • You CAN ignore us. Maybe the prep doesn’t make sense, or you have an inside track (friends at the company, whatever) that completely runs contrary to what your recruiter is telling you. That’s OK! You can’t ignore what you don’t have in hand. Give us a chance. Take what works. Unless the recruiter is a total idiot, they probably have at least one or two helpful nuggets. It’s worth your time to take the call.
I am EXCEPTIONALLY lucky that I work with some of the smartest people on the planet. My company has a very high bar, and we offer lots of advice on how to navigate our challenging hiring process. I love when my candidates not only embrace my help, but ask lots of really great questions and take the time (weeks!) to really study up and make sure they’re putting their absolute best self in front of the interviewers. If you’re going to take the time to meet with interviewers, do yourself a favor and take any and all opportunity to knock it out of the park!

Pick Your Thing. Then Never Shut Up – Part 2

June 28, 2019 /

I posted earlier this week about why I talk so much about work and yoga pants. Check it out here. If you’re already familiar or maybe haven’t read it yet, the TL:DR is it’s not really about yoga pants.

It’s about a child who grew up brutally poor in the middle of the country.

It’s about a girl who didn’t know college was an option (I didn’t even know student loans were a thing – college was something “rich kids” did).

It’s about a mother of girls who knows she can’t 100% protect her daughters from harassment. Also, a mother of boys who worries about her sons.

It’s about a baby recruiter who, before accepting a job she knew nothing about, had to scramble to buy a cheap polyester suit in order to impress her new boss.

It’s about a tired, crabby OG Tech Recruiter, well past 40, and working for one of the most well-known brands on the planet. Also, sick of everyone’s shit.

In a rare moment of vulnerability,  in a Facebook recruiting group, I shared a few stories that had “shut me up” in the past. Why I never spoke up in meetings, why I changed jobs every three years, why I second guessed myself and my profession constantly. Here are just a few examples of my why –

  • The boss that pulled me aside and spent 10 minutes talking about how distracting my cleavage was. I had to go home and change.
  • The VP that told me in a staff meeting to leave a very complex, formula filled Excel report to “the fellas” because women aren’t good at math. “The fellas” all laughed.
  • The transfer I didn’t get because I was “too emotional to be that far from corporate”. Never mind that I had started my career with said company “far from corporate” and was promised the transfer to a new location if I launched that location well. First office launch in company history with zero Day 1 issues. It took me 3 weeks to get my boss to admit why a mediocre white man someone else was selected for the job over me, all while blaming the higher-ups who stopped taking my calls. I trained the guy who got the job I wanted. I flew back to corporate and quit.
  • The manager who, after I shared the shocking (to me) news that I was pregnant, told me repeatedly I should have an abortion or my career would suffer. As if that wasn’t enough, a co-worker kept trying to introduce me to her friends that were looking to adopt. I never asked for this kind of help, nor was I the one to tell the co-worker I was pregnant. 

Here’s the thing – we don’t talk about this stuff. Maybe to our closest friends and family, and only after extracting promises to NEVER TELL A SOUL. It’s embarrassing, we think of all the things we “should” have said. The nagging voice that wonders if somehow, we did something to deserve it.

Now here we are – I run my mouth like it powers the electrical grid and take all kinds of heat over silly chats about yoga pants. I DO wear yoga pants to work, I DO like being comfortable, but most of all I embrace the feeling of being able to brush off the haters and call out someone when they cross the line. It’s a liberating, empowering feeling. I don’t need anyone rushing to my defense, but certainly appreciate when it happens.

Here’s my request of you cranky old chicks like me. Whenever you hear about harassment – regardless of age, socio-economic status, race or ethnicity, gender (or anything else) – instead of just shrugging and reminding us all how “no one would talk to me like that – I’M A STRONG WOMAN” why don’t you use that power to help a sister out? It might look like changing the topic of the conversation. It could be a smile and hand squeeze to the woman who CAN handle her business, but will be eternally grateful for your encouragement. It could be telling the dumb ass offender to pipe the f*ck down and think about the consequences of their bullshit – up to and including a throat punch maybe (she says only somewhat jokingly). It is MOST DEFINITELY saying “hey – I used to be terrified to stand up for myself – this feels like something that would have silenced me 10 years ago. Can I do anything to support you?”

I see you. I hear you. I want to be brave enough to stand up for you and talk about things that matter. Now maybe you better understand why I “practice” on yoga pants.

Pick Your Thing. Then Never Shut Up.

June 26, 2019 /

Way back in the day I had what my team affectionately called my “Branch Manager Suit”. It was a beautiful dark blue pantsuit I probably bought somewhere like Charlotte Russe or maybe Marshall’s (what, it was the 90s and I was poor). All I know is when I wore this suit I turned heads, got complimented, and was treated like a dang professional!! Dress for the job you want, or something. I desperately wanted to be a Branch Manager for my staffing agency, and though it took some convincing, I GOT IT.

Fast forward a little bit – I wanted a bigger challenge, so volunteered to move to California to run a BIGGER office. I was leading two tiny branches out of Seattle and Portland, and was ready for the big time! Oh if I’d only known… I was about to be thrown to the wolves disguised as the Good Old Boys Club. I spent my last year at said agency being shushed, having my ass grabbed, and generally patted on the head and/or ignored. (being ignored was usually better)

Fast forward to present time – I’ve spent the last 20ish years in staffing/recruiting of some sort, and have seen some pretty great and pretty awful things in that time. Especially around giving women a voice. In an industry that is female dominated (how many female recruiters do you know vs male?) there sure are a lot of men in charge. In fact, even in cases where my direct boss was a woman, the leaders above her have been predominately male.  (I’ve had some AMAZING male bosses – present leaders especially. Don’t miss the point.)

Recently, a question was posed in a Facebook discussion asking if women recruiters struggled with being heard. It referenced a tweet where a woman expressed gratitude for the men on her team who made sure to include her / give her room to speak up and a manager who values feedback and diversity. Which is great, right? Allies are allies. BUT – a lot of the comments in this discussion were from women who’ve never had a problem being heard, or learned to speak up for themselves and don’t tolerate such foolishness.

Good for you, but that’s not been my reality.

See, all the way back to my Branch Manager Suit and my Boys Club Staffing Agency days, I was silenced. Silenced by my own fears and insecurities. Silenced by the very real possibility that I’d get “in trouble”. Silenced by the knowledge that someone who had more clout/street cred/confidence/lack of self-awareness would push back, laugh at me, or worse.

No ma’am – I had to find my voice. Now don’t get me wrong, I was getting a bit louder, a bit tougher, with every professional success. At any rate, I started writing. All the way back in maybe 2011ish? I started blogging and people started listening. A few people liked what I had to say. Some didn’t, and I had my share of keyboard warriors coming at me. Every time I took a stand and STAYED STANDING, I got a little stronger. A little bolder. A little less likely to back down.

These days I’m a big champion of recruiting in yoga pants (surely you saw that coming 😉 ). I still get into heated debates over it, which if you think about it – borders on ridiculous. Does it really even matter in most cases, especially for tech recruiters? But I digress. The point is, I found my voice. I found that thing that I’m willing to take a stand on, push back on, and defend. It’s a silly little thing, really. But over the years I’ve been hollering about this, I’ve developed a (even thicker) thick skin. I don’t care so much if someone doesn’t like me. It’s just freaking yoga pants. And if I can take a stand over yoga pants, dammit I can take a stand on shit that matters too.

For the first time probably ever, I commented on a friend’s Facebook page about something political. I don’t do politics on Facebook, just a personal choice I made. Stand by it, but this particular situation had me so worked up I had to share my thoughts. It wasn’t well received by everyone (no opinion ever will be, trust me on this) but it felt good to speak my mind. It felt good to be HEARD.  I didn’t die. Didn’t lose my job, wasn’t shunned by society, no animals were harmed in the making of my commentary. Just little old me, small town girl from Kansas, having a voice. And using it.

I realize a lot of people will read this, maybe scratch their heads or even laugh at it. All good, my friends. I hope somewhere some young woman who’s tired of being spoken over finds a thing. Maybe it’s yoga pants. Maybe it’s being vegan. Maybe it’s smashing the f*cking patriarchy. Find your thing. I’ll be here to listen.

Looking for more? Check out Part 2 HERE

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