CareerCurve™

I was reading a fascinating and hot-tempered discussion on LinkedIn that prompted a bunch of questions, as well as some of my own.  The question was about an applicant who received a job offer, but the company was trying to determine whether or not to rescind the offer. 

It turned out that she lied about being currently employed and three references from her previous employer verified the lie.  The truth came out when a past supervisor was asked to confirm her end date and it showed up in a standard background check.  The applicant’s explanation was that she was the sole breadwinner with three children who had been unemployed due to a layoff 7 months earlier.  She was desperate for work and knew (thanks to articles like this one from CNN) that many companies were taking the stance that they would not consider applicants who are currently unemployed, even if it was through no fault of their own.  In addition, her references were “glowing”, her skill set was strong and everything else checked out.   

Many participants in this discussion are HR professionals and the opinions were flying.  Here are some intriguing questions that were generated:

Is there room for compassion and empathy in HR? 

Should HR put the human back in human resources or is it all about policy?

Just because you have the legal verbiage in place to rescind the offer, is that the right thing to do?

Does any kind of lie mean someone is a liar or can there be exceptions due to circumstances?

Has HR created the need for applicants to lie by discriminating against the unemployed?

Are HR personnel more risk-averse than business managers?  Shouldn’t the big picture be assessed before deciding and shouldn’t that decision be a risk/benefit assessment?

What about the times HR lies to applicants?  (Everyone is happy here. We give reviews on time. We always give an annual raise of 3-5%.)  Should an applicant be judged so harshly if HR routinely does the same?

Isn’t the fact that her previous employer was willing to lie actually showing how valuable she was?

Would not rescinding mean HR has to change their hiring criteria or can these things be handled on a case by case basis?

This is just the tip of the iceberg as far as the many debates that took place in this discussion.  What do you think?  Have you ever hired someone who told a lie to gain employment? Do different types of lies mean different things?  Or is a lie a lie and does it mean the person is not trustworthy?  Do you automatically fall back on policy in a case like this?  Do you think companies have created this problem by refusing to consider the unemployed?  Is it black and white when making hiring decisions or is it HR’s responsibility to consider circumstances and motivation for lies?  As the economy has changed does HR need to make new accommodations?  Share your opinions and experiences in the comments.

YouTube is a platform that is fast becoming a huge tool for recruiters, hiring managers and job seekers.  There are many different ways this tool is being utilized.  The days of YouTube just being a collection of Funniest Home Videos are over.  Here are a couple examples of how video is being used in the job market.

Video Resumes – Yes, people are making video resumes and spreading the link all over social media.  While I wouldn’t recommend simply posting a video resume to YouTube because no recruiter is going to take the time to search for a candidate there, it can be effective if included as an additional link like an email address on ALL correspondence with your organization of choice – emails, cover letters, paper resumes. 

A video resume should be short, a minute or two, and should be explain your background in a story-like fashion.  It should also specify why you are the best person for this job and what value you would bring to this organization with the skills you possess.  In other words, the most effective video resume is one that is tailored to a specific job and organization just like a hard copy resume.  You should only do this if you have a lively and outgoing personality.  If you don’t think you could be comfortable enough to be engaging, don’t do it.  Remember the goal is for this to help you, not hurt you.  It is simple to upload and because you are in control of when it is uploaded, you can try it many times until you are happy with results before you choose to post it.  This should be one piece of an overall marketing plan, but if you can create a good one it will really set you apart in the job market.

Recruiting Videos – Many companies are using YouTube to create recruiting videos.  As you are targeting organizations you may like to work for, do some searching.  Search YouTube using the name of the company and other keywords such as recruiting, employment, or careers.  You will find videos on job opportunities, interviewing, working at a company, company culture, and benefits.

Video Interviews – Many companies are beginning to use video interviews.  Here is an example of the process:

• The company selects candidates for video interviews.
• Arrangements for an interview are scheduled – either at a company office, an off-site location with a webcam setup, or via a webcam sent to the applicant.
• A tutorial will provide instructions on the webcam and the interview.
• There will be 10 – 15 questions related to the job the company is hiring for.
• The applicant will have 30 seconds to read the question and two minutes to respond.

Here are suggestions for how to prepare for a video interview:

• Review all the instructions. Ask for help (which is typically available online or by telephone) if you’re not sure how the webcam works or if you have questions.
• Follow the directions.
• Dress appropriately in professional interview attire, just like you would for an in-person interview.
• Practice – if you have a webcam, record yourself to see how you appear on camera.
• Be aware of your surroundings and the lighting.
• Look at the camera, not down at the desk or table.

In short, treat this exactly the same way you would an in person interview.

Video in the job search allows you to be creative.  It also allows you an inside peek at what it might be like to work for a particular organization. 

Have you had an opportunity to use video in your search?  As an HR professional, has your organization invested in creating corporate videos to show your culture?  Has it been an effective interviewing tool?

LinkedIn is a definite must when breaking into the world of Social Media in a professional sense.   It has become my most used resource for finding information about companies, information about trends in certain industries, and information about people. There have been some changes to LinkedIn recently and I want to offer some resources for learning how to use it more effectively. 

Initially you want to create a profile.  It is very easy and LinkedIn is very good about pointing out the different ways you can provide a more comprehensive and complete profile.  Once you have that created I recommend you visit http://learn.linkedin.com to scroll through all the different areas, ideas, and technical information to get a feel for how to use this tool to your advantage, whatever your purpose.

One of the best ways to build a presence is to use groups.  This is a tremendous tool that can really help you stand out as an expert in your field.  You can share information, gather information, and create all kinds of opportunities for yourself.  This can help you find a new job or perform more effectively at your current position.  It also gives you an opportunity to follow, connect and interact with the top influencers in your field.  Here is a great resource for learning to use groups. Remember the culture of social media is to give.  Give information, share experiences and give advice.  By doing this you will build a network and provide yourself with improved career opportunities.

Lately it seems like everywhere you turn, there are articles and blog posts discussing using social media to find a job.  This can be very overwhelming, particularly for job seekers who have never used social media before.  I have summarized some helpful tips on using SM.  It can be a lot of fun but like anything else online, if there is not a plan, you can get lost for hours and not really accomplish anything.  I hope this will help someone  to be less intimidated by social media and use if effectively in the  job search.

1.  Just get started and don’t worry if it starts slowly.

First, set up profiles on Twitter, LinkedIn, and maybe Facebook.  Then think about who you would like to reach.  Realize that this is not about asking for jobs but getting to know the right people.  Read blogs that pertain to your area of expertise and just make comments.  Search for both people and subjects on Twitter and respond.  Search for subjects in discussion groups on LinkedIn and join those groups. Use these comments and discussions and tweets as a way to reach out on other forms of SM.  

2.  Remember the culture of SM is to give.

Give information, give product or industry knowledge, give suggestions.  You search Twitter for relevant subjects and follow the people who are discussing these subjects.  Most of the time they will follow you back.  Read blogs on your industry and comment on them.  Then search for the bloggers on Twitter, etc and use your comment as a way to connect with them.  If you can come up with valuable information for people it provides a springboard for many ways to build up your network.   Answer questions and provide solutions using your own network if possible.  All of these things are important but the most important thing to remember is to try to be connected to people at the organizations where you would like to work or who are hiring managers in your industry.

3.  Use SM to demonstrate your knowledge.

If you know a lot about something in your industry, follow the people in your industry and respond to tweets, comment on blogs, participate in group discussions relevant to the type of job you are looking for.  Anything to make yourself more visible and demonstrate your knowledge to the crowd that will be hiring you.

4.  Define your target audience.

It doesn’t matter if you have 10,000 followers on Twitter if the people who need to be impressed by your knowledge are not in that list of followers.  Also, remember that everything you do on SM is visible so be careful of political posts and pictures or status updates that you wouldn’t want a potential boss to see or read.

5.  When builiding your network, personalize your invitations to connect. 

Write something like, “I read your blog and commented about your most recent post.  This topic is very interesting and I thought you brought up some great points.  Can we connect?” in a LinkedIn invitation.  

6.   Set a strategy to leverage your network.

 An example of lack of strategy and incorrect use of SM would be for a job seeker to ask their networks if they have job openings.  That is not really the best way to utilize networking of any kind.  The best way to take advantage of your network using social media is to target companies who have the type of job you are looking for, and then use your connections to figure out how to get in the door of that organization.  Or target specific people (hiring managers) and try to connect to them through a SM platform like LinkedIn or Facebook.  Your networks can help you figure out who is connected to whom to help you with personal introductions. Think of it as a people or company search, rather than a job search. 

7.  Use a number of sites together. 

I consider LinkedIn and Twitter a must.  LinkedIn is the professional platform and Twitter is a great tool to search for organizations and people.  This allows you to follow them, read the things they are reading and find other ways to connect.  There are also a lot of niche SM sites out there that can be found by reading blogs and learning about the people who comment on those.   Subscribe to these blogs and comment regularly.   Once you are doing it, you will see how different names pop up repeatedly and different sites will be referred to consistently.  All of these things will tell you what you need to be reading and where you need to participate to build a following in your industry.

 8.  Be creative and aware that you can touch TONS of people.

I think the best thing about using SM for a job search is that you are able to demonstrate your knowledge and interact with many, many more people than you can using traditional job search methods.  Also, it demonstrates that you are progressive in that you have taken the time to learn how to use it.  It  allows you to include links on your signatures in any format – traditional cover letters, emails, your resume, etc.  For example, you can create a minute and a half video resume and post it on You Tube and then post that link all over the place.  Or include the link to your video resume on a cover letter, or in your email signature.  Use your profile links on all your correspondence.  Using SM for a job search allows you to be very creative.

9.  Do not disregard traditional job search methods.  Instead use SM to augment your search.

 The best job search strategy is a combination of the old and the new.  If you can engage in SM with employees of a company you’d like to work for or hiring managers in your industry, you can then take it to a personal stage with a little bit of trust and credibility already in the bank.  You can use whatever means possible to connect and engage with your target audience to turn a cold call or cover letter type of situation into a quick conversation between two people who already know each other.  For example, you may follow someone you need to know on Twitter.  They follow you back.  You comment back and forth and start a relationship.  You then use that to connect on LinkedIn.  There you see in the profile this person likes golf and so do you, so you now create conversation about golf.  The natural progression is the ability to call this person on the phone and have a conversation.   What would have been a cold call to try to meet someone is now a warm call because some conversation has already taken place. 

10. Have fun and use SM to keep your spirits up. 

You will also find that there are a lot of other people in the same boat – searching for a job.  Connect with other job seekers to share experiences, learn from others’ mistakes, and stay motivated by reading success stories.  Provide assistance everywhere you can and you will get the same in return.

I have recently been reading about jobless recovery and the effects this will have on both corporations and job seekers.  To begin with, the term “jobless recovery” refers to a specific type of recovery after a recession.  This recovery is defined as an increase in gross national product without an increase in employment opportunities.   Or at least without a return to the level of unemployment that existed prior to the recession.  I could go on and on about the whys of this and they all make sense to me, but I am more interested in the individual impact, specifically to our clients and candidates.  In other words, it is what it is, (one of my favorite sayings) so what do each do now?

For a job seeker there are many things to focus on throughout the search, but most boil down to self-management.  This has become the prevailing theme in what determines a successful job search (defining career goals, strategizing, executing said strategy consistently and with discipline,  being flexible, continually and actively learning, etc.)   Sometimes you just need someone holding you accountable to successfully maintain these goals.   It is a different world out there now where there are simultaneously more candidates and fewer jobs (meaning positions that were eliminated and will remain eliminated).  As a result, job seeking is a process to be finessed and managed, not simply an outline of steps to be taken to get the next job.  

For corporations who are managing this same trend, what are the biggest challenges?  Is it the emotional state of the remaining employees after a high impact restructuring?  Is it finding the resources to adequately cover the responsibilities formerly handled by the displaced employees?   Is a culture of mistrust and fear created?  Does it depend on how it is handled?  I know from my job within CareerCurve that the clients (corporations) go through their own brand of turmoil when decisions like this need to be made, but it would be interesting to better understand what it is like for them after the changes occur. 

Is anyone aware of some good conversation taking place on this topic that I may have missed?  I think many times the focus is on the displaced employee alone, but the reality is that this ”jobless recovery” affects individuals and corporations alike.  And then our society as a whole.  The impact is huge and I look forward to your comments and resource recommendations.