Outside to Inside: Making the Switch

A newfound acquaintance asked me for my thoughts on making the switch from agency recruiting to corporate recruiting. I refer to this as inside recruiting vs. outside recruiting. While responding to her I thought, this ought to be a post!

I would first like to state my pseudo-biased opinion that recruiters who have worked on the outside first, make better inside recruiters. This statement is slightly biased, because that was my own career path. However, over the years I have recognized that I share some very common characteristics of the people who also started in agency. I call these foundational skills: Working with a sense of urgency and consultative style.

The world of agency is customer focused, fast paced and often feast or famine. Some work on straight commission, others earn 75% of their income through commissions. The outside recruiter also has fierce competition. Not only are recruitment firms a dime a dozen, but they compete with the employer's recruiter in an already saturated war on talent. I give big props to the outside recruiter. It's a tough gig, a lot of hours, super competitive and sometimes..... endless spinning in mud.

When a professional completes a degree in HR and ends up in corporate recruiting, they never had a chance to develop some of these foundational skills. They never had to work so hard to make sure bills were going to get paid or that they can eat. Therefore, the sense of urgency and the focus on the customer tend to be less developed.

I want to clarify that I am NOT saying that all insiders are without these foundational skills and all outsiders have them. I think we all know the world is not so cut and dry that we can stereotype like that. I am simply saying there are different competences that are developed specifically from environmental factors in agency and it's typical to see these in a person who has come from agency. It is the commission and competition that make it a hustle for the outside recruiter. That hustle though, is highly transferable if you chose to take your career to the inside. In fact, if you ask me, it's transferable to several different corporate positions. If I were an outside recruiter looking to make the move to the inside, I would be focused on these differentiators.

As far as tips for transitioning from the outside to the inside, I personally made the jump through a customer relationship. Maybe it was a stroke of luck that I was hired by a man who is married to a recruiter. He saw my hustle, knew there was a ton of hiring forecasted and had limited resources to make it happen. I had to prove myself. It wasn't easy, and it was a ton of work. I was able to save them money and in turn learned the motivations of the internal staffing function and how goals are vastly different. Eventually it helps to have some education around the HR function as a whole (like a PHR), but you also learn that over time on the job. Although, I have no regrets about my agency beginnings, I prefer my current corporate recruiting career. This is mainly due to the improved benefit plans and the stability of knowing exactly what my paycheck will look like on payday.

So... you want to make the switch?

1.)   Try before you by! How many times has an outside recruiter said that exact phrase?!!! There is merit in that phrase. I personally think that if you can take the risk; find a true temp-to-hire recruiter position. It's your foot in the door!

2.)   If you can't take the risk then... Start getting networked! Yeah-yeah I know you are a recruiter, who is already networked. I am not talking about candidates; I am talking about prospects. Make this about sales. Sell yourself as a safe bet to make the switch. This means:

• Go to local networking events and target the HR colored tags. Introduce yourself, tell them you're not looking to sell services, but rather get networked due to your desire to make the switch. www.networkafterwork.com is in most major cities and frequented by recruiters.
• Leverage LinkedIn. Connect and join recruiting and HR groups! Use the group membership to connect with high level corporate talent acquisition professionals who are also in the group. Let them know you are interested in making the switch. 
• Attend a conference and network there. ERE holds two a year, but you can also attend LinkedIn's or HCI's The key is in networking the right people and focusing your communications around your desire to make the switch. You are on the hunt for yourself and you will need to remember that first and foremost. Anything else is just an added bonus from the process!

3.)   Apply and provide well-written cover letters and follow up emails. Connect your expertise on the outside as an advantage, if given an opportunity to join their team.

Now I ask my recruiter friends, on both the inside and the outside, what did I miss? Any other suggested ways (examples or stories) on making the switch? Please help me and share!!!

Unlocking Motivations

Earlier this week someone quoted this common saying, "People don't leave because of the company; they leave because of their boss". In some cases that is true, but what about the people that liked their boss and moved on anyway? There are other motivations for moving on and frankly they don't always have to be negative!

I could go on for hours about motivations as they relate to corporate politics and life decisions, but in this case... moving on to a new job. Some people are motivated by money and some are motivated by recognition. I personally get motivated by the opportunity to learn something new and my own career progression. You may have a great boss and great relationships with your colleagues. The day-to-day environment can be stable and comfortable. The work can be interesting too, but at some point you may feel stagnant. As if you are on a hamster wheel...content, bored and moving in place.

I wouldn't classify this as disengaged, although some would argue you are in fact disengaged. The reality is that the person is engaged, but still unfulfilled. You can like your job, company, boss and work, but not be given development opportunities or a career path. There is no doubt in my mind that being your own advocate is critical to moving your career forward. You need to raise your hand for projects, ask for development, communicate the career path you are looking for and most importantly be open to feedback. However, if you advocate for yourself and still come up short, it should be no surprise when you leave for that very thing. I think the same can be said for relationships, but that is a whole different kind of blog and trust me I am better with career than love (insert self-deprecating laughter).

From a recruitment standpoint (I mean this blog is called Recruiting Diaries after all) it is critical for you to know your candidates motivations from the first call. If you get nothing else from your initial conversation... know their motivations!!!!

Why are you looking or open to a new opportunity?

Check the following:

• Location
• Work/Life Balance and Family
• Compensation
•  Benefits
• Challenge
• Development
• Recognition

Knowing motivations (in a very legal and non-discriminatory way) will help you determine if the position it right for the individual and the individual for the company. It also gives you an advantage in the negotiation and closing process. Knowing your candidates salary needs and motivations, help mitigate all of the unsuspecting road blocks. Knowing their career ambitions, development needs and past history, help you know how to sell the opportunity. Understanding their need for recognition, development needs, work history and past behaviors, help you determine if they will fit the culture and if the potential for engagement/retention is there.

Since when is Thank You not important?

Considering today's competitive job market, it blows my mind how many people don't send a thank you note. If you get the interview... you should thank them for their time and consideration. In fact, according to a recent study by TheLadders, 75 percent of interviewers report that getting a thank you note impacts their decision. Yet, still 10% do not send one and 21% only send a thank you sometimes.

There is the evidence folks and it takes so little of your personal time to do so. Furthermore, it gives you the perfect opportunity to reiterate why you are the perfect person for the job and touch on the statements they made during the interview that resonated with you personally/professionally.

My advice: No question, you must write and send a thank you note after each interview within 24 to 48 hours. This is per person and tailored specifically to that meeting. Additionally, make sure you have someone proof it, because typos can have the opposite effect you are trying to accomplish.

What about other important Thank You opportunities?

• Your customer's loyalty.
• Your customer giving you a foot-in-the-door.
• Your coworkers assistance when you were out sick.
• Your colleague in another department gave you speedy support on something that was critical to meeting a deadline.
• Your neighbor being kind by shoveling your portion of the sidewalk or bringing in your trash bin from the curb.
• Your family member who willingly watches your child.
• A friends help on a DIY home project.
• Your spouses ear when you need someone to lean on and vent to.

Everyday we have opportunities to thank people. A little bit goes a long way. These relationships (all of the above) enhance your life in ways that we rarely stop to consider and appreciate.

Now is my turn... I want to say THANK YOU to all my blog readers! I don't get a lot of comments, but the numbers of clicks, views and private messages shows me the tremendous support you give me. I appreciate it and hope that I will continue to provide valuable content in 2014.

Chemistry

"A band's only unique thing is its chemistry, especially if none of you are prodigious players or particularly handsome. The one thing you have is your uniqueness, so we hold on to that." 
- Chris Martin

I think the same applies to partnerships, teams and cultures... the chemistry is an integral part of how smooth, innovative and results oriented the operation can be. Chemistry is a hard thing to fake and not necessarily about similarities. I love witnessing scenarios where two opposite people create this scale-like dynamic between them. A bountiful balance of give and take, yin and yang, push and pull.... bouncing ideas off of one another, finishing each others sentences and each spoken thought builds upon the next in a fusion.

Ok, so maybe I got a bit poetic there... (guilty)

I have witnessed this and it's a total breath of fresh air. Even better when YOU find someone and experience that kind of chemistry first hand... knowing that this could be fate?! Maybe?

My really good friend Maambeamba Arthur-Price (she doesn't mind me shamelessly plugging her awesomeness) and I have that kind of chemistry. We finish each others sentences, highly respect the opinion of the other... we are honest with each other knowing that it only makes us both better. I had the pleasure of finding her, recruiting her.... closing her (which was a fete) and working with her. Since then, I have learned so much about myself and wonder if it wasn't fate to find someone like this to bring professional balance to my life. I have learned from her, she has learned from me...I would not be who I am today if this did not happen. Do not confuse this with mentor... not the same thing. Our chemistry is one of equality, learning and respect.

So, (getting to my point - I promise) when it comes to hiring.... isn't chemistry important? I get the value of behavioral based interviewing. I understand halo-effect and competence... but having interviewed for a job yourself (yes, you reader) have you had the moment when you questioned the chemistry of the team or your chemistry with the manager?

Will this work? Can I work for this person? Will I learn from this person? Will he/she make me better or hold me back from my true potential?

I think it's important and I know "I" wouldn't accept a job unless the chemistry was there and I felt I could learn from (the leader, the team, the challenges) them.

What are your thoughts on chemistry?
Have you witnessed a team or duo who have that  je ne sais quoi?

A band's only unique thing is its chemistry, especially if none of you are prodigious players or particularly handsome. The one thing you have is your uniqueness, so we hold on to that.
Chris Martin
Read more at http://www.brainyquote.com/quotes/keywords/chemistry.html#PRgRqp17Y4zSH9Ut.99

A band's only unique thing is its chemistry, especially if none of you are prodigious players or particularly handsome. The one thing you have is your uniqueness, so we hold on to that.
Chris Martin
Read more at http://www.brainyquote.com/quotes/keywords/chemistry.html#PRgRqp17Y4zSH9Ut.99

A band's only unique thing is its chemistry, especially if none of you are prodigious players or particularly handsome. The one thing you have is your uniqueness, so we hold on to that.
Chris Martin
Read more at http://www.brainyquote.com/quotes/keywords/chemistry.html#PRgRqp17Y4zSH9Ut.99

A band's only unique thing is its chemistry, especially if none of you are prodigious players or particularly handsome. The one thing you have is your uniqueness, so we hold on to that.
Chris Martin
Read more at http://www.brainyquote.com/quotes/keywords/chemistry.html#PRgRqp17Y4zSH9Ut.99

A band's only unique thing is its chemistry, especially if none of you are prodigious players or particularly handsome. The one thing you have is your uniqueness, so we hold on to that.
Chris Martin
Read more at http://www.brainyquote.com/quotes/keywords/chemistry.html#PRgRqp17Y4zSH9Ut.99

The Art of Rejection: Vital to Candidate Experience

Rejection... unfortunately something we all face at one point or another. It stinks being on the receiving end of it, but in life rejection is a necessary evil.

The reason I picked this topic today, is because of a conversation I had with a job seeker late last week. She said, "I am tired of applying and interviewing for jobs and never getting a call or an email back". I understood where she was coming from....if you took the time to apply, phone interview, take time off to go into their office; the least they could do is communicate their decision. However, being the one who delivers bad news more than good news gives me some ...er....perspective.

I understand that recruiters carry heavy work loads and don't always have the time to get back to everyone. I am not excusing it, because that is not my M.O. I have met recruiters that just don't like sending rejection letters or making that dreaded call. It's not fun. I get that, because I don't enjoy it either. One of the reasons that I love recruiting is giving someone who deserves the job - the job! The thing is, it IS a necessary evil... because it is vital to candidate experience.

So what about other forms of rejection? In Sales? In Sports? In getting picked last? In not getting the promotion? In not getting the guy/girl? We all have to experience this (unfortunately), but what I will leave you with is this... What did you learn from getting rejected? Have you taken the time to ponder that?

I am a firm believer in learning from negative experiences. Maybe you will practice more to make the team? Maybe you will learn to coach instead of play? So, you didn't get the promotion... what did the person have that you didn't? Was it a political decision? Should you develop your skills more in one area or another? Is it time to move on and get the recognition you deserve? You didn't catch that awesome fish in the sea... was it a blessing in disguise? Do you need to spend some time working on yourself?

There are a lot of questions you can be asking yourself when you experience rejection. I am not saying that you should blame yourself or be hard on yourself - that is NOT what you should do. What I am saying is that reflection is important. Understanding your weaknesses is a step forward in self improvement and I am a big advocate for self improvement (I have the braces at 34 to prove it!).

Now as for the Art of Rejection....

You have probably been subjected to the "sandwich methodology" - you know where you get two compliments sandwiched between the negative feedback (or in this case rejection). In HR, we tread lightly when giving feedback (if at all), because it mitigates risk. People misinterpret what you say sometimes, twisting kind feedback and turning it into a discriminatory remark. As such, a recruiter will never tell you exactly why you didn't get the job (or at least they shouldn't). Where the "art" comes in is... crafting a rejection that is not ego destroying.

For example: "Thank you for all the time you invested in our interview process. While your background was most impressive, we have decided to hire someone who better fit the requirements of the positions. We hope that we will cross paths again in the future. Best of luck in your search." Yes, there is a compliment in there, but it's not just a simple sandwich. It is more of a positive let down. This approach will leave a favorable impression of your company and is what the candidate experience friendly rejection should feel like. Positive, open for the future, encouraging respect for their time investment and still promoting the employment brand.

Thoughts?

The Job Hopper

Countless times this has been the road block for many talented individuals. Frankly, I've always wondered if this is a blessing or a curse. You are probably thinking... Blessing? How can she define it as such? Well the reality is you would have had to be hired for several jobs in order to be defined as a job hopper and that means you were chosen by the employer and embraced as part of their team. They saw potential and had hope in you. The fact is, there are many people out there that are not as interview savvy and did not get that frequent of opportunity to join. Isn't that sort of a blessing to have that type of skill? You also have to wonder if that skill translates to the important skills needed in this job!

Yeah, yeah US employers don't want to invest in a person's training and ramp to productivity, only to have to restart that process a year later. However, I have to wonder if they are leaving for a reason and don't actually have the intention of being a job hopper, but are instead being held back from their ambition, micro-managed to death, or avoided a lay-off (jumped ship).

So, how long is long enough? Say you were under the circumstances above, would you stay for the sake of longevity on your resume? A lot of people would... in fact I've heard that before so many times, "I at least have to hit the (#) mark before I consider leaving... I don't want to be perceived as a job hopper".

Don't get me wrong, I don't pick sides on this debate. I just think it is food for thought. So many employers disqualify a candidate based on resume alone because the candidate is perceived as a job hopper, but the reality is if you don't know their situation... how can you truly classify them as such and maybe, just maybe this person just had some bad luck?! The employer should use precaution for sure, but a flat out no seems rigid to me.

Maybe what we should be delving into is why they have made such poor employment decisions repeatedly and make them think hard about what they liked, didn't like and how your environment, managerial style and culture fit affect them in the role? Do they want the same things you are providing? Do their behaviors in past situations point to favorable future circumstances with you? AND... most importantly - Can you keep them?

Some risks are worth taking.... but you should also take the right precaution. Balance is key.

What sort of feelings do you have on the job hopper topic? Ever interviewed and hired someone who shocked you because they made the cut long-term?

Culture or Context?

Culture is one of those buzz words that candidates ask about and employers try to articulate, but in my opinion - you really don't fully know the culture until you are breathing it, living it and judging it for yourself.

Sure employers want to identify culture and use or spin it in a positive light for purposes of branding, attraction and retention. Why not use every arsenal possible?? However, the reality is that often times the way an employer describes their culture is not actually how being in the culture is. If you had an opportunity while investigating whether the company was right for you, wouldn't you like to ask several people of different levels how they would describe the culture of the company? Objective people that have no care for whether you get the job or not? The answers vary sometimes and don't always line up....but when they do, that is also something to pay attention to. I've experienced many cultures in my staffing days and then also as an employee for several.

I have defined a few below (but I am sure there are many other definitions my blogger friends have too):

Brainwashed: This is where the employee brand, mission, vision and values are drilled into the minds of all employees (over and over again) in an attempt to have a uniform voice. Makes sense strategically, but what happens when you start the job and you are subjected to said brainwashing only to find yourself in the job 3 months later going...this is well....Bologna!

Severed Voices: This is where there is no real message and no actual work done on defining the culture. When you ask multiple people, you get varying of answers. One says something cliche' like "we work hard, play hard", while another spouts off some canned response like "our culture is one of collaboration and innovation". These are meaningless to a job seeker because they do not actually represent the culture.

Real Transparent: Very rare, but sometimes employers are open enough to allow a candidate to shadow for the day or attend a company event with the hopes of allowing the candidate to define the culture for themselves. This is unique and it takes a level of confidence on the part of the organization to say, "Who am I to define it? Define it for yourself!"

Foundational: This is usually found in organizations that have the money to actually pull off the whole culture branding thing. There is a person in a desk that owns accountability for this and probably a team of deployment peeps as well. From the website, to the office and through on boarding - you see consistency and the culture is representative even when the honeymoon phase  is over. This is a hard fete and some big companies can't get there because their vision and corporate politics clash.

My advise to a candidate is this: Ask the culture question, hear the answers but know that you will never really know the culture until you experience it for yourself. Each person's experience and definition will vary inevitably. Even the company with the best plan for cultural immersion and employment branding still has the office gossip, the negative nancy, the company champion, the canned responder and the blank stare person.

When on the interview - take in your surroundings. Are people smiling? Are people working together? Or are they whispering by the water cooler? When deciding on the offer - visit the companies facebook and social media pages and look at their pictures and posts! Scope out the LinkedIn profiles of their employees and past employees too. If you see a ton of people who came and went - maybe that is a red flag, but maybe it's not. Be careful with sites like Glassdoor.com, because people typically review a company when they are pissed off. Very rarely do people go.... I love my company culture so much I think I will post a review on Glassdoor! What I think is the most telling is when a company has a high percentage of employee referrals!

So maybe the right questions are:

What percentage of your hires come through employee referrals?
What is the average tenure of your employees?
What do your people like most about the culture?
How can I get a better feel for what it will be like to work for your company?

Candidate Xperience

In my first post, I listed the candidate experience as one of the things that should be important to a Recruiter. This last week I had two examples of how this "Candidate Experience", at its basic element, is about being customer focused and your ability to build relationships - even if only for a week.

Case One: I referred my friend (let’s call him Ted for purposes of privacy) to a job posting by a professional acquaintance (Tiffany). Tiffany connects with Ted to discuss the details of the position and they move forward having Tiffany represent Ted for the role. During this process, Tiffany questions Ted’s integrity in his transparency of salary requirements. Ted takes offense because his integrity has never been questioned. In fact he is so adamant to prove his integrity, he is willing to prove himself through W2's and check stubs. While this is sometimes just part of the process; Tiffany back tracks realizing her delivery was poor and that she upset her candidate. Ted feels Tiffany does not have his best interest in mind, so he backs out of the process to interview for this job. Talk about LOSE/LOSE situation that could have been avoided!

Here’s the thing… if the recruiter had the candidates best interest in mind, as well as, her clients – she would not have approached the candidate in a way that was accusatory. If I were put in the same predicament as Tiffany, I would have asked the questions necessary for the client but also given the candidate the benefit of the doubt.

Suggestion: Emotional Intelligence is something that can be developed and it would have helped the recruiter with her delivery and her ability to understand her audience. Any business professional (HR or otherwise) should be developing their EQ quotient as it is a proven key indicator of success and even more so when your profession is with people! Daniel Goldman is a thought leader on this subject; you can follow him on LinkedIn!

Case Two: An old colleague (from a previous job) reached out to me. I maybe had 3 total interactions with him in 4 years, so it was a surprise to hear from him. He was looking for direction on his job search. I asked him, "why me"?  He said that all his past experiences with me were positive and he considered me trustworthy even though we were just barely acquainted. I was flattered to be chosen and happy to give him the direction he needed. I helped him narrow down the type of job he was looking for and the job titles he needed to search for. It felt good to give back - it was like chicken soup for my recruiter soul!

Here’s the thing….We should always treat the people we interact with respectfully and with a customer focus; no matter what their role or level. People remember when they have positive experiences and they are willing to be your internal and/or professional advocate. A sense of community is a huge advantage to a recruiter!

Suggestion: Give back what you know to others. You never know when that very person is helping you out in return. Karma is a beautiful thing!

In my opinion, The Candidate Experience is about being positive, helpful and focused on your customers’ satisfaction. In a Recruiters life, the customer is the hiring manager, the candidates (all in the pipeline) and the support professionals (inside your organization) that provide you the ability to successfully onboard a new hire. 

Look… I know we recruiters have large workloads and the whole life balance struggle.  However, I think the candidate experience also provides good recruiter karma! It not only proves your organization cares about your hire, but it helps before the hire with offer closing, networking/employee referrals and even helping an old colleague find a job. There is a great blog post on Smashfly about Candidate Experience, if your interested in a deeper dive, rather than my mumblings!

What examples do you have of The Candidate Experience either making or breaking the deal?