How to WOW Candidates…

Wow! Where Do I Sign? …Impressing potential employees.

 

It’s nothing new to hear that competition for talent is tough. Attracting the right people is undeniably important. So how do you get it right just out of the gates? Wowing and wooing potential employees doesn’t have to involve a lot of splashy gimmicks, but rather a lot of listening, thoughtful planning, and salesmanship.

 

The thoughtful planning should happen both before and after the interview. Thinking of the interview as an invitation helps color the entire process with courtesy. Besides reviewing in advance what you want to learn from candidates as well as what they will need to learn from you, take steps to make candidates feel as welcome and comfortable as possible. Arrange for any reasonable accommodations that they request, and reimburse all travel and meal costs. For out of town candidates, small details such as timing a break between flight arrival and the interview to allow the candidate to refresh or eat a meal are generally appreciated.

 

If the candidate arrives the evening before the interview, arrange to have a company welcome pack at the front desk upon check in. Besides company propaganda, this could include information on your community that is available from your local Chamber of Commerce or Visitors’ Center. If the spouse is traveling with the candidate, include his or her name on the packet and include information on local attractions, housing and job information, a list of recruiters in the area, as well as a list of Web sites that can direct the candidate and his or her family to even more information about the area.

 

Enough time should be scheduled with each candidate to allow for a relaxed, unhurried interview. The first impression of the office environment is as important as the initial impression you make on the candidate as the potential employer. When the candidate arrives, take him or her to a comfortable room where he or she can sit and read prior to the meeting. And make sure you’re on time. Being late is impolite and reflects poorly on the company.

 

The interview should, ideally, be a structured but relaxed conversation, not an overly formal review of the candidate’s resume or an intimidating question-and-answer session. Try to be mindful of talking too much. Let the candidate do most of the talking and pay attention. Preparing professionally and having a conversation with the candidate establishes rapport and increases the chances that he or she will respond honestly. The importance of this cannot be over-emphasized because at this point you need to discover what really matters to the candidate. This means including the candidate’s personal life (read: family and lifestyle) in the hiring process.

 

Being familiar with the candidate’s background, experience, and career aspirations all help you understand his or her vision so you can “show and sell” how your opportunity can help achieve those goals. Likewise, uncover the candidate’s motivations – is it mostly money, or what about quality of life? Do you offer childcare on site? Gym corporate discounts? Pension? Flexible scheduling? Do you live in an area with great beaches, hiking trails or other enticing natural features? Play up every attraction – every angle – you have, and let the candidate know that you recognize that there’s life away from work. This could tip very even scales your direction when a hot prospect is comparing your offer versus another.

 

Close the interview by explaining what happens next in the hiring process and thank the candidate for his or her time. Timeliness is especially critical now as delaying offers generally costs employers the most in-demand candidates. The top 10% will be gone after the first week, so minimize inefficiencies and approval delays. If there is an unavoidable delay, however, have the hiring manager call the candidates to let them know where things are in the process, and provide a date when they can expect to know an outcome.

Resume Design: Tips and Templates that get Results!

By Rikka Brandon and Erin Mayer

 

Employers prefer crisp-looking resumes that get to the point. If your resume is wordy, unappealing visually, or boring- it will get tossed in only minutes.

Layout  
Add interest and clarity by using bullets, indents and varying font styles (such as bold and italic letters). Avoid using unconventional fonts or adding photos or graphics.

Length  
The general rule is: one page for early-career (entry level to 5-10 years); two pages for mid-career candidates. 

Job Data  
Provide the reader with relevant detail about your past and present employers, such as product information, size and physical location.  How many did you manage both directly and indirectly? What was your territory? Who were your customers, etc.

Measurables  
Quantify your job duties, reporting relationships and achievements with actual numbers.  Especially in the building industry, numbers are key.  You should be able to back up these tangibles with proof, as well.

Job and Education Dates
Make sure the dates are clear and without gaps. If you’re a mid- to late-career candidate, you can save space by lumping early-career jobs together. I would recommend NOT putting in phrases like ‘over 25 years experience in’ as it can age you rather than make you look experienced.  If you’ve got a role on your resume that is from years and years ago and is of no relevance to the position you’re seeking- leave it off.

Degree Credentials
Please be accurate-and honest. Misrepresenting your degree is unethical, and could result in consequences that are embarrassing-or worse.  Add in any certifications, awards, trainings, etc.  If you are currently working on a Six Sigma Black Belt- say that! If you’re only two classes away from an MBA, do tell!  List as many as you can that showcase your qualifications and ambition.

10 Keys to a Dynamite Resume!

By Rikka Brandon

To help you construct a better, more powerful resume, here are ten overall considerations in regard to your resume’s content and presentation:

1. Position title and job description. Provide your title, plus a detailed explanation of your duties and accomplishments. Since job titles are often misleading or their function may vary from one company to another, your resume should tell the reader exactly what you’ve done and how well you did it.

2. Clarity of dates and place. Document your work history and educational credentials accurately. Don’t leave the reader guessing where and when you were employed, or when you earned your degree.

3. Explicitness. Let the reader know the nature, size and location of your past employers, and what their business is.

4. Detail. Specify some of the more technical, or involved aspects of your past work or training, especially if you’ve performed tasks of any complexity, or significance.

5. Proportion. Give appropriate attention to jobs or educational credentials according to their length, or importance to the reader. For example, if you wish to be considered for an engineering position, don’t write one paragraph describing your current engineering job, followed by three paragraphs about your summer job as a lifeguard.

6. Relevancy. Confine your information to that which is job-related or clearly demonstrates a pattern of success. Concentrate only on subject matter that addresses the needs of the employer.
 
7. Length. Fill up only a page or two. If you write more than two pages, it sends a signal to the reader that you can’t organize your thoughts, or you’re trying too hard to make a good impression. If your content is strong, you won’t need more than two pages.

8.  Spelling, grammar, and punctuation. Create an error-free document that’s representative of an educated person. If you’re unsure about the correctness of your writing (or if English is your second language), consult a professional writer or editor.

9. Readability. Organize your thoughts in a clear, concise manner. No resume ever won a Nobel Prize for literature; however, a fragmented or long-winded resume will virtually assure you of a place at the back of the line. 

10. Readability. Be sure to select a conventional type style, such as Times Roman or Arial, and choose a neutral background or stationery. If your resume takes too much effort to read, it may end up in the trash, even if you have terrific skills.

Finally, I suggest you write several drafts, and allow yourself time to review your work and proofread for errors. If you have a professional associate whose opinion you trust, by all means, listen to what he or she has to say. A simple critique can make the difference between an interview and a rejection.

Reviewing your Recruiting Process

Have you ever wondered about your candidates’ experiences when applying for a position with your company? Even if your business is in the minority of organizations that isn’t strongly affected by the tight labor market, gauging the effectiveness of your recruitment process is a smart business practice that affects your employer brand for better or worse.

 

One of the first steps in reviewing your recruiting process is to consider your job descriptions. Are they accurate? Compelling? Lacking in detail? It’s in everyone’s best interest for the applicants to be fully aware about the specifics of the job, including the physical requirements, type of workplace, relocation considerations, opportunities for advancement, and salary range so that applicants can self-screen and make decisions on that basis. The beauty of using the web to recruit is that you are not limited by space to describe your opening.

 

Job descriptions are also valuable tools to get your candidates excited about your opportunity. Include any information on benefits, stock options, or other unique perks your company may offer. Creatively re-thinking the job title can also be beneficial in terms of sparking a job seeker’s interest.  Think: Super Star Branch Manager Needed or Project Manager with Sign-on Bonus.

 

Next, consider your job posting. Where and when did you post? If you’re doing it right, you should expect 10-15 qualified candidates. If you do a lot of online postings, Friday afternoons is not an optimal time as job hunting is no longer tied to the Sunday paper. Instead, Monday through Thursday is usually the busiest time for job boards because people look while they’re at work.

 

One very effective way to test your process is to utilize “mystery shoppers.” Commission people to be phantom candidates who will apply for positions, submit “perfect resumes,” and even interview with your company to let you know what was frustrating, where they wanted to quit, what was helpful, and in general, how they found the experiment. This will indeed deliver the moment of truth about your recruiting process.

 

Other considerations include the time it takes to get through the entire recruiting process (at a minimum, you should average one step per week as the all-star candidates won’t be available for long) and a review of your compensation. Salary.com offers an easy way to check if your offerings are competitive.

 

Finally, do you sell yourself? Similar to creating compelling job titles and descriptions, making your voice heard amid the cacophony of employers vying for job seekers’ attention means you need to convince candidates why they should work for your company. Taking this to the next level, sit down with your leaders and figure out a way to do this in a way that attracts the kinds of candidates you most want to hire. None of these ideas take a tremendous amount of time or money to implement, but putting them into practice can pay big dividends in terms of beefing up your recruitment machine for the long haul.

Thanks, But No Thanks…Why Candidates Decline

by Rikka Brandon, February 2009

The interview was brilliant. Your candidate seemed excited and ready to become part of your team. Details were discussed almost as an after-thought. Everything was perfect. Or so you thought, until the prospective employee blind-sided you with a courteous decline. What happened? If you’ve discovered yourself in this position a time or two, it pays to take the time to evaluate all the nuances of your company’s hiring process.

 

Go back to the initial point of contact. Whether it was over the phone, in person, or even if the candidate met with someone else from your company, how was he or she treated? When most other things like compensation, benefits, and type of work are considered equal, little things like the friendliness of staff or energy in the work environment can easily tip the balance in favor of one job over another. This is crucial even during the initial screening phase when there may be a large pool of candidates. Who wouldn’t prefer the red carpet treatment versus the feeling of being one of the herd. In the same manner, cancelled or postponed interviews, dull interviews, and delayed hiring decisions leave a bad taste in the mouths of candidates with options. If they aren’t treated professionally early in the relationship, they certainly wouldn’t expect to be later. First impressions weigh in.

 

Lack of enthusiasm is another reason candidates decline. Recall the Cheers sitcom jingle… “You wanna go where everybody knows your name, and they’re always glad you came…” If candidates don’t feel your excitement to have them join you, why should they be excited? Have the company president or other senior executive make a personal and persuasive call to add their weight to the offer. And don’t just wing it, plan what to say, and even test it out on others involved in the hiring process to get their feedback. Sound ridiculous? Remember… it’s not playtime for talent, it’s often an all out war.

 

So maybe the offer was extended with aplomb, but the candidate still says nay. Then check out the offer itself. Did it propose any “wow” factors or other compelling features that would make the candidate feel important? Maybe you completely missed the target, and instead bombed with a deal breaker. Identifying the candidate’s priorities and turn-offs early in the process saves both parties’ time and energy. For instance, a cut in pay is a common deal breaker. For candidates with options, it’s critical to stay on top of current salary and bonus information. Working with a recruiter can be particularly helpful as they have ready access to information on salaries being paid by comparable companies. Also, Homefair.com offers a free salary calculator that factors in cost of living comparisons.

 

The other side of the coin then, is over-focus on pay without considering other factors like personal life. How many seemingly flawless job offers have been foiled due to a spouse’s refusal to relocate? Too many to count. Think about it. The spouse has probably never been to the new town, knows no one, has no job, and if there are children, would have to uproot them as well. How excited would any of us be? So, right from the start, the candidate’s family should be involved in the process, right down to paying the added expense of flying them all out and arranging for them to be educated about the town, its job opportunities, schools, etc. Inviting the spouse to lunch or coffee with people from the company also helps him or her feel more involved and comfortable with the potential life change.

 

As with most functions in business, the art of salesmanship during the hiring process helps ensure a bevy of talented employees in your ranks. How your organization interacts with candidates from the very first impression to the last goes a long way in determining how those individuals feel about your company. So even if one of those talented candidates gets away for reasons beyond your control, you still have their respect, which in turn improves your brand, your image, and may possibly land you other opportunities for referrals down the road.

 

 

 

 

 

Gurus to attend International Builders’ Show in Las Vegas

For more than 64 years, THE INTERNATIONAL BUILDERS’ SHOW … aka “IBS“, has been the building industry’s defining business event.

We’re excited to attend! Both Rikka Brandon and Erin Mayer will travel to Las Vegas on Monday, January 19th to meet with clients and potential clients as they showcase their products at the Las Vegas Convention Center.

We’re proud members of the NAHB and are pleased to show our support. 

If anyone, client or candidate, would like to schedule a meeting the week of the show, please connect with Rikka Brandon at Rikka@BuildingGurus.com or Erin Mayer at Erin@BuildingGurus.com