Recruiting In Yoga Pants

Dressing up is for suckers

Category: interviewing (Page 1 of 2)

Should You Research Your Interviewers?

April 14, 2023 /

Like most answers in recruiting, “it depends”. This may be very important in smaller companies. In larger companies, they may have whole policies around not sharing interviewer names SPECIFICALLY so you don’t get caught up researching the people you’re meeting with.

My number one recommendation is to check with your recruiter on what’s expected and/or BENEFICIAL for you to study up on before you interview.

I haven’t personally worked for a company where researching your interviewer ultimately made a difference. Sure it’s helpful to know some basics about the person you’re meeting with – more importantly, what areas or role related competencies will they cover with you? But knowing if you both like chocolate pudding? Eh… not so much.

Why? CONFIRMATION BIAS.

Let’s say you and the interviewer went to the same college. Interesting! You could certainly discuss your team’s football record, or your true feelings about your alma mater’s mascot. Do these things have ANYTHING to do with your ability to do the job? Nope.

As for me, I’d rather a level playing field where I’m judge on my ability to perform in the role based on my skills and background and NOT on the fact that we’re both Geminis who drive Jettas.

Ok maybe that’s a little hyperbole… but hopefully you get where I’m going with this.

IF you are going to research your interviewers, make sure you’re focusing on role related content and as much insight as you can get about the actual interview process.

Have you researched your interviewers before? How did it go? Let us know in the comments!

Check out this week’s video HERE

The “Right” Way to Reject A Candidate??

March 17, 2023 /

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

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

ALWAYS.

NEVER.

The two most dangerous words in recruiting.

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

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

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

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

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

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

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

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

Great – so what’s a job seeker to do?

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

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

What’s The RIGHT Number Of Interviews?

December 16, 2022 /

Ooooh people love to get mad about this topic.

Lots of people claim you only need ONE interview. Just the hiring manager, THAT’S IT! Others think anything beyond maybe three interviews borders on violating the Geneva Convention. What those folks neglect to understand is the most important question of all – what is the right amount of data needed to reach a hiring decision?

The reality – like so many things in recruiting – is IT DEPENDS.

Some roles can be quickly vetted in a couple of short conversations. Other roles need a deeper dive into multiple areas with different stakeholders. The missing piece (and what really sets job seekers off) is the lack of STRUCTURE AND CLARITY.

My number one piece of advice for any recruiters or hiring authorities wondering how to do this better? Establish your interview process before you ever start recruiting. Understanding exactly what you’re looking for in an interview process is the key to setting up a successful one.

Now that your interview process is created, share it! Candidates have the right to know EXACTLY what they’re signing up for when deciding to interview. Recruiters should be able to explain not only how many rounds but also a brief overview of the information that will be covered and how to best prepare.

Check out the video HERE

How To Request An Informational Interview!

December 9, 2022 /

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

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

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

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

Hi (Name),

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

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

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

Me

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

Hi (name),

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

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

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

Best,

Amy

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

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

Link to video HERE.

Can A Recruiter BLACKLIST A Candidate?

December 2, 2022 /

Y’all.

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

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

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

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

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

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

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

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

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

Recruiter Accountability! Candidate Edition

October 21, 2022 /

Who’s holding the recruiters accountable?

Everybody. Freaking everybody.

In the first of a 3 part video series, we’re going to dig into how recruiters are held accountable to (and by) CANDIDATES. Please understand we are talking about ACTIVE CANDIDATES here. Recruiters do NOT owe emotional labor to people who are not actively engaged with their clients/active requisitions. We DO owe accountability / closure to anyone we HAVE engaged with, even if it’s a simple “no longer under consideration” email after an application or a phone call after an interview.

So how does that work exactly?

ATS Reminders and SLAs

Many companies have rules around how quickly we need to respond or close out on active candidates. Some systems will have reminders, and some teams pull weekly status reports to make sure activity is progressing. We recruiters have to answer for any missed connections or lack of closure.

Candidate Contact Points

Now this may be an “Amy” thing – but something I have consistently done is made sure my candidates have my personal cell phone number so they can call or text me any time. Now the downside is that eleventy billion people have my number and I have an embarrassing number of unread texts / voicemails but I’m trying y’all!

Surveys

Not every company does this, but many have a post interview survey! This can be a free form text field, or perhaps “rate this process” on a scale of 1-5. Those surveys go to recruiting leadership AND they do get read and discussed! I’ve absolutely had to explain negative feedback or follow up on mistakes I’ve made (I told y’all I wasn’t perfect).

Any time we’re dealing with people (recruiters, candidates, hiring managers alike) there’s always a possibility of making mistakes. The most important thing we can do is try our best, get it “right” more often than not, and be willing to admit when we’ve screwed up / try to make it right if possible.

What would you add to help with accountability?

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.

What To Wear To An Interview!

September 9, 2022 /

Yay you got the interview!! Now what do I wear? Do I still have any suits? Will they still FIT?? Ok – yoga pants it is! (actually I totally wore yoga pants to my last few interviews. Got all the offers 😉 )

Here’s the thing – your personal experience with this may vary widely depending on any number of factors. The company’s culture, dress code norms or best practices. What’s comfortable FOR YOU PERSONALLY. Of course the pandemic has messed us up in all kinds of ways, moving many interview to a virtual set up. Don’t get me started on the effects of being locked down in my house where all the food is.

In this week’s AMA Friday video, there are a couple of key ideas to consider around dress code and how to navigate this:

Ask The Recruiter!

Seriously. The recruiter knows the company best. Ask if there are any specific expectations for the interview. What’s the typical dress code for day to day? Don’t feel embarrassed or uncomfortable asking! Recruiters WANT you to succeed, and we understand you literally have NO way of knowing this if you don’t ask. So please – ask.

What Makes YOU Feel Good?

OK – I get that biases still exist. I hate it, but it’s out there. Hairstyles, tattoos, piercings, you name it – no matter what your personal style is, there’s some jackass out there who will judge you for it. Let us pray it’s not one of your interviewers. If it is, I hope you have many other opportunities in front of you so you can turn that one down. Nobody should be shamed for their personal style.

Anyway, point being, what puts you in “interview mode”? Maybe that IS a 3 piece suit! Maybe like me, comfort is key. It could also be a significant piece of jewelry (lucky charm, anyone?) or a certain lipstick. In fact, I have a favorite red that I wear whenever I’m going into a critical meeting or speaking engagement. Even if no one else notices, I just FEEL empowered.

THAT is how I want you walking into you next interview. EMPOWERED to slay that job search dragon and come out the other side with an offer!

Check out the video HERE. I’d love to know what’s the CRAZIEST interview attire you’ve ever seen – or worn yourself!

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.

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