Confessions of an Executive Restaurant Recruiter » Advice for Recruiters

Tapping Into The Hidden Job Market

Chief Executive Restaurant Recruiter — Wed, 03 Jun 2009 19:00:42 +0000

Article Title: Tapping Into The Hidden Job Market
Author Byline: Lorraine Russo
Author Website: http://undergroundjobnetwork.com

Wouldn’t it be neat if there were a website somewhere with a button that said Click Here To Enter The Hidden Job Market? Well, we haven’t found that site yet, but we can tell you the hidden job market is within reach. Finding it, however, will require some work on your part, but it is work that will yield better search results and a new career.

We’ve received many emails from readers asking for advice on their resumes. While we are always happy to offer an objective view of a resume (e.g., wording, formatting, etc.), it is not enough if you are scratching your head trying to figure out why your job search isn’t working.

This article is one of five that will outline for you the steps to take to re-charge your job search and identify what has been holding you back from getting the job you want.

Step 1 – Self-Assessment (Know Thyself!)

By now, everyone has heard or received advice on how to conduct the perfect job search. Our readers here know that the jobs they’re looking for are not on CareerBuilder, Monster, or other job boards. Rather, the jobs they seek are hidden from public view and require a well-planned strategy to ferret them out. The strategy comprises five critical elements:

SELF-ASSESSMENT: Identify who you are—know and understand the unique strengths and knowledge you will bring to an employer.

RESUME ASSESSMENT: What does your resume say about YOU? Your skills, knowledge, and competencies? Is a chronological resume that simply lists the positions you’ve held? If your resume only cites what you’ve done, versus what you know and love, it’s time for a re-write!

JOB SEARCH ASSESSMENT: If you’ve been relying solely on job boards for your search, an overhaul of your search strategy is definitely in order.

RESEARCH: Identify the employers that need your expertise. Learn how to discover employers that look for the attributes you will uncover about yourself.

NETWORKING: Identify the people that might help you explore employment opportunities in your target companies. Using the many social networking outlets, such as LinkedIn or Facebook, as well as harnessing the power of a good Google search string, will help you find the people behind the opportunities.

Essentially, your action plan will follow this path: ASSESSMENT >> RESEARCH >> CONTACTS

1. SELF-ASSESSMENT

This is a crucial step that will help you determine the type of job or career you should be seeking. Most job seekers start out by assuming they will look for jobs in the same field or industry in which they’ve been working. While this assumption may have worked in the past, today’s job market requires out-of-the-box thinking and a process by which you can expand your job search outside of your typical comfort zone.

The Self-Assessment is a process by which you create an inventory of your personal and professional characteristics that can be transferred to multiple job types and industries. A prospective employer will expect you to apply what you know to help them solve a problem, which is why they’re looking to hire someone! In order for an interviewer to understand what you bring to the table, you need to be able to convey WHAT you know and HOW you will apply it on the job.

The items below came from The National School Boards Association website. While geared to educators, this list is an excellent compilation of self-assessment question that anyone can use.

Copy the following questions into a spreadsheet or other document. Title the first column ‘Questions.’ Add a second column called ‘Examples.’

Attributes

Do I view problems as opportunities?
Am I a priority setter?
Am I customer-focused?
Am I courageous?
Am I a critical and creative thinker?
What is my tolerance for ambiguity?
Am I positive attitude towards change?

If you answer ‘yes’ to any of these, provide an example of how you display these attributes.

Skills

Do I debate, clarify, and enunciate my values and beliefs?
Can I fuel, inspire, and guard the shared vision?
Can I communicate the strategic plan at all levels?
Do I ask the big picture questions and “what if”?
Can I support the staff through a change process?
Do I encourage dreaming and thinking the unthinkable?
Can I align the budget, planning, and policies with the company’s goals and vision?
Do I engage in goal setting?
Can I develop and implement action plans?
Do I transfer the strategic planning process to planning?

Not all of these may apply to you, but for the ones that do: How will you convey these skills on your resume–and to an interviewer?

Jobhunt.org also has some questions for you to think about:

In your past roles, what have you enjoyed the most?
Which skills gave you the most satisfaction?
Which skills did you like the least?
Which activities, when you do them, stress you out or depress you?
Do you prefer to use a few skill areas and be a specialist in one career option?
Do you like to use a broad variety of skills and be more of a generalist?

Once you’ve answered these questions (by providing examples), the next step will be to assess your resume in relation to what you’ve learned about yourself. Does your resume convey the attributes, skills, and knowledge that you’ve identified through the Self-Assessment process?

We would love to hear from you about how you may have changed your resume after completing this process!

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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Three Common Job Search Bobbles

Chief Executive Restaurant Recruiter — Sun, 10 May 2009 11:21:36 +0000

Article Title: Three Common Job Search Bobbles
Author Byline: Caroline Ceniza-Levine is co-founder of SixFigureStart (www.sixfigurestart.com), a career coaching firm that specializes in working with Gen Y young professionals. Formerly in corporate HR and retained search, Caroline most recently headed campus recruiting for Time Inc and has also recruited for Accenture, Citibank, Disney ABC, and others.
Author Website: http://www.sixfigurestart.com

The ball pops out of the shortstop’s glove, even though it went straight at him. “Oh, he bobbled it,” the sportscaster calls. It’s not a career-ender, but it may get the runner on, and maybe that runner will score. In the end, the bobble may be costly. Job search bobbles are small and may fall under the radar. But, they can be costly, so try to avoid them:

Presentation counts. Mickey Mouse dress socks peek from under a candidate’s slacks as he sits down. The candidate doesn’t get the job, as the employer interprets his choice of socks as a lapse in professional judgment. (True story, and this happened at the meeting when our client was going to make this candidate an offer!)

Timing is everything. Get to your interview fifteen minutes early. There may be forms to fill out. There may be security hurdles to clear in the lobby reception. There may be a slow elevator. All three apply to just one employer for whom I recruited.

Choose your words wisely. Your word processing program only catches words that are completely misspelled. It won’t catch words that are out-of-context. If a salesperson does “meat” clients, perhaps she should be a butcher. Even the most vulgar trader probably doesn’t work in “pubic” finance. There may be a “Colombia” University in Bogota, but not in New York.

In short, be conservative. Dress in proper business attire. Give yourself plenty of time to get to the interview. Proofread all of your correspondence. Bobbles are only funny on the highlight reel.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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Who’s Hiring in Human Resources?

Chief Executive Restaurant Recruiter — Mon, 23 Mar 2009 12:52:57 +0000

Article Title: Who’s Hiring in Human Resources?
Author Byline: CareerAlley
Author Website: http://careeralley.com

Yes, even HR professionals need help in tracking down job search resources. HR is a difficult job in the best of times, but in an environment where layoffs have become an everyday occurrence, HR has become a very stressful profession. That being said, there are opportunities for HR professionals, you just need to look in the right places.

HRJobs.com – Sounds like a logical place to start. This job search board, as I’m sure you’ve guessed, is focused on Human Resources. Their main page has a simple interface, their tag line is “No Banners. No Pop-ups. Just HR Jobs” and that seems to be the case. There are just four links on their main page: Find HR Jobs, HR Job Map and HR Connections (the last link is for employers to post HR jobs). HR Connections allows resume posting and displays a few examples of available jobs. HR Maps shows where jobs are located in the US. The “Find HR Jobs” did not return too many opportunities when I checked it.
HumanResourcesJobs.com – Another job search board dedicated to HR jobs. The main page of this site lists the total number of posted jobs (969 when I checked), along with the number of positions added in the last 14 days (496). The site offers registration, job alerts, resume posting and career resources. There is a basic search function on the main page, along with a short listing of the most recent job postings. The Career Resources page offers a number of career resources.
HR Personnel Services – This recruiting firm specializes in HR positions. They offer temp to perm, temporary and full time positions. Their site has a number of links down the left-hand side of the page with links to job listings, apply online, a list of offices and background on the firm. Clicking on “contact us” leads to a page with contact info (including email account) and a form where you can submit a question or request online. The “HR websites” link leads to a page that provides a number of links for additional services.
Human Resources International – “Your Partner in Human Resource Executive Search and Contract Staffing” is the tag line for this recruiting firm. With 10 locations across the US, HRI is a national recruiter covering the full range of HR job functions. From their site you can search for jobs, post your resume or have them contact you directly. You can also click “contact us” for a full listing of their locations, email addresses and telephone numbers.

Good luck in your search.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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Gift ideas for job seekers (and other career-minded folks)

Chief Executive Restaurant Recruiter — Mon, 15 Dec 2008 18:54:32 +0000

Article Title: Gift ideas for job seekers (and other career-minded folks)
Author Byline: Grace Kutney
Author Website: http://sweetcareers.blogspot.com

Do you have any job seekers, prospective interns or new professionals on your holiday shopping list? Here are some fun gift ideas for those career-minded folks for whom you may be shopping. I’ve tried to suggest gifts with varying price ranges and also offer ideas appropriate for close family and friends, and for colleagues with whom you may be less familiar.

ClothingI’ve encountered many students whose idea of dressing up for an interview is wearing jeans with no holes in them (understandably a step up if their daily attire consists of pajamas, sweatshirts and flip flops). As we all know, looking the part in a professional setting is important, but can be quite expensive. A few key wardrobe items will help get your job seeker, intern or new professional started in the right direction.

If purchasing clothing items as gifts, stick with conservative colors, such as black, charcoal, navy, brown and gray, however it’s alright for dress shirts or blouses to be a bit more colorful.For men, consider:

a suit $150 – $400+ at Men’s Wearhouse
ties $15 – $80+ at Overstock.com
a sport coat $80 – $275+ at Men’s Wearhouse
dress shirts $35 – $100+ at Nordstrom
slacks or khakis $40 – $100+ at Macy’s
dress socks $5 – $40+ at Nordstrom
dress shoes $45 – $200+ at Zappos.com

For women, consider:

suit jacket $60 – $200+ at Nordstrom
suit pants/trousers $40 – $200+ at Nordstrom
suit skirt $35 – $200+ at Nordstrom
blouses $30 – $300+ at Nordstrom
dress socks $6 – $40+ at Nordstrom
dress shoes $30 – $200+ at Zappos.com

Accessories

When it comes to accessories, again, stick with conservative styles. For example, choose a leather-looking laptop bag as opposed to a canvas one. Even with high-end items, select those with no or only conservative print. For example, most Coach monogram bags are fairly neutral, but a Juicy Couture bag may be a bit more edgy. With time and more experience, the gift recipient will eventually develop their own professional style, but for now, conservative items will act as foundational pieces upon which the rest of their wardrobe can be built.

Some items to consider:

leather, or faux leather padfolio $10 – $50+ at Office Depot
briefcase or laptop bag $25 – $200+ at eBags
handbag $30 – $500+ at Zappos
personalized business card case $6 – $40+ at Red Envelope
watch $40 – $150+ at Nordstrom

Gifts to stay organized

Staying organized is key to successfully navigating job search waters and is equally important when starting out in a new job.

Items to consider:

USB memory card (to save all those resumes and cover letters) $8 – $100+ at Walmart
A calendar or organizer to keep track of when application materials have been sent and when follow-up should occur $12 – $26+ at Office Depot
Rolodex $2 – $50+ at Office Depot or business card case $8 – $30+ at Office Depot

Memberships and subscriptions

Many college students, recent grads and young professionals would greatly benefit from membership in a professional association and from staying current with trends within their industry.

Gifts to consider:

One year subscription to a trade magazine (fees vary)
Subscription to BusinessWeek $46 or The Wall Street Journal $119,
One year membership to a professional association – remember that student memberships can often be more affordable than full membership (fees vary)

BooksThere are tons of helpful and interesting books out there for job seekers, new professionals, interns, and even for younger college students who are in the midst of choosing their major. Keep in mind that many college career centers also carry these or similar titles, but if your gift recipient loves books, they may want to have their own copy for their collection.

Titles to consider:

Specialized career books, such as “Great Jobs for Liberal Arts Majors,” “Careers in Focus: Computers,” “Career Opportunities in Marketing,” “Opportunities for Extroverts and Others Gregarious Types.” Most of these books can be purchased for less than $25 from Amazon or Barnes and Noble.
Internship directories, such as “Peterson’s Interships” or “Vault Guide to Top Internships 2008.”
Books for new professionals, like, “They Don’t Teach Corporate in College: A Twenty-Something’s Guide to the Business World,” or “10 Things Employers Want You to Learn in College.”
Choosing a major books, such as, “The College Majors Handbook” or “Smart Moves for Liberal Arts Grads: Finding a Path to Your Perfect Career.”

Occupation-specific tools

Keep in mind, your gift recipient may already own some of the tools for his or her trade, but may be longing for better quality versions. Hold off on buying these speciality items unless you know the exact tools and brands most sought after.

Here are some items to serve as examples:

art supplies for artists (prices vary)
gift certificate for professional headshots for performers (prices vary)
a cosmetic brush set for makeup artists $20 – $100+ at Crown Brushes

Miscellaneous

A box or boxes of blank thank you cards – keep them plain, nothing too flowery, cute or quirky. $5 – $25+ at Target
office supplies, like desk caddies, pens, and note pads $3 – $50+ at Office Depot

FREE Gifts

the names and contact information of some key industry professionals
set up an information interview with a professional in his/her field
your support and encouragement!

(Prices and merchant links are provided as a convenience and do not necessarily indicate an endorsement of specific merchants or their products.)

About the author: Career development professional with 10 years of experience in career advising. Specializes in working with undergraduate students with little-to-no work experience. Special interests include: international students, immigrant populations, parents transitioning back into the workforce, faith in the workplace, and Christian career counseling.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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Interview Questions for Employers

Chief Executive Restaurant Recruiter — Wed, 19 Nov 2008 12:06:44 +0000

Article Title: Interview Questions for Employers
Author Byline: by the medical sales recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/10/23/interview-questions-for-employers/

I am pleased to present this article from Alan Murray, webmaster of http://www.interviewquestions.name/, where Alan provides a lot of great interview advice.

Interview Questions for Employers
If you are tasked to conduct a job interview for your company, one of the most important things that you should always keep in mind is the fact that the main purpose of the interview is to get to know the candidate better. You are there to ask and listen, not to talk. To be specific, eighty percent of the entire interview process should be spent on listening to your candidate. Only twenty percent will provide you with a chance to talk- and that talking should be comprised of questions. To make sure than you can make the most out of your little talk, below are the major kinds of questions that you ought to ask:

Conflict Analysis
Provide questions that will determine if the candidate is capable of handling conflict, time demands, constraints, and criticism. You can opt to ask about the candidate’s experiences with a hostile client or colleague. You can also ask about their alternative plan of action once they are faced with unforeseen hindrances in achieving their goals.

Analytical Problem Solving
Ask questions that will help you determine if the candidate is capable of following a logical and systematic approach in solving a problem. You can ask the candidate to narrate a specific incident where he applied logic and good judgment in addressing a certain problem that he had in the past.

Decision Assessment
Include questions that will help you gauge if the candidate can make sound decisions quickly and rationally. Provide a specific situation that is mired with tension and pressure, then ask the candidate regarding the decisions that he will make along with the reasons that he have.

Work Commitment
These questions will give you an idea about the persistence and dedication of the candidate with regards to the job that he aspires. You can ask about the various factors that motivate and encourage the candidate. You can also ask about a particular situation when he was required to go beyond his normal duties in order to accomplish a certain task that was essential for his job.

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Twitter – salesrecruiter – Can we tweet?

Chief Executive Restaurant Recruiter — Mon, 27 Oct 2008 13:43:55 +0000

Article Title: Twitter – salesrecruiter – Can we tweet?
Author Byline: Medical Sales Recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/09/30/twitter-salesrecruiter-can-we-tweet/

I now rank 24,000 out of 35,000 on Twitter. I think I need more folks to follow and to follow me. If you are on there – look me up – “salesrecruiter”. Also, I have a page on Facebook, MySpace, Linkedin, etc.
Let’s connect? or twit or something.

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Graduate recruiting tip #11: Build a top-rate careers site

Chief Executive Restaurant Recruiter — Tue, 23 Sep 2008 11:14:25 +0000

Article Title: Graduate recruiting tip #11: Build a top-rate careers site
Author Byline: Susanna Cesar Morton of Recruitment 2.0
Author Website: http://blog.advorto.com/blog/2008/08/graduate-recr-1.html

You never have a second chance to create a good first impression.

Students are busy. They love the Internet. They will visit your website. So please, make sure you put your best foot forward and make your graduate site your most successful recruitment tool.

In many cases, the first time a potential employee is exposed to your company is through your web site. Your best candidates come though this channel, so its creation and maintenance deserve your utmost attention.

At the very least, your careers site needs to include an up-to-date listing of open positions and information about your company and its products. A fully developed site can include bells and whistles such as an online profiler, interactivity and streaming audio and video content.

Here are some things to think about when developing a top-rate careers site:

Understand your target group’s expectations, preferences and priorities.
Design a simple layout and navigation scheme around this, and test it on graduates.
Provide a job site map.
Include an RSS feed so potential applicants can get updates automatically.
Use their language – graduate lingo.
Keep a consistent employer brand throughout the entire website.
Explain your company’s recruitment process. Include a “How to Apply” section to lead a potential employee through the process, with a very prominent “Apply Here” button.
Include a list of compelling reasons to work for your company and don’t ignore the basics – include in-depth information about the job, and clearly articulate the interview and hire process.
Add a system for managing and tracking applications. An online application form has the benefit of standardizing information from candidates.
Have a mechanism to receive feedback, and then use this valuable information.
Use the fact that the careers page is often the most visited page on your site (after the homepage) to get much deserved budget from senior management.
Include a mechanism to get back to applicants quickly, and whether they will advance in your process. This will create a positive impression, not the sense of a “black hole”.
Above all, keep it easy to use and friendly.

A good example of a graduate recruitment site is www.hewittgraduate.co.uk. And check out Microsoft’s "Hey Genius" graduate recruiting site for some innovative ideas to say the least!

What have your experiences been creating careers site? Any tips to add? What is your favourite site? Least favourite site? Leave a comment and let us know.

-Susanna

PS — Our next post in this series is on "making use of video".

** This post is an excerpt from Advorto’s “15-minute guide to graduate recruiting”. You can download the full report for FREE at: http://www.advorto.com/GradGuide.aspx

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