Blogging4Jobs

Geolocation systems seem to be on every social media expert’s mind these days.  Like any new technology, geolocation is an interesting and untested tool that I believe can be used as a way to further strengthen your company’s brand, drive consumers to your multiple locations, and as well as a great way to inexpensively market your business.  For the technology challenged, geolocation is the identification of the real-world geographic location of an Internet-connected computer, mobile device, website visitor or other. IP address geolocation data can include information such as country, region, city, postal/zip code, latitude, longitude and timezone.

I, myself have been toying with iPhone mobile geolocation applications like Gowalla and Four Square, learning how to navigate the systems while finding ways to leverage them for talent and recruiting purposes.  These tools while still in their infancy have a lot of potential for a new way in which to engage a different candidate audience while being to text, email, or call a connection while learning about their current interests, hangouts, and activities that these users devote their time and attention to.

For a recruiter who uses these tools, geolocation mobile applications can do the following:

• Provide you with candidate information beyond the basic resume and online profile.Learn about a user’s circle of influence and travel throughout a city.  (Especially helpful if you are recruiting within a large metro area.)

• Both applications notify your approved friends within the network of your whereabouts as well as providing the option to automatically update on Twitter and Facebook.  This could be helpful in using google and bing to search these networks and targeting your geolocation search.

• Develop strategies as to target certain areas your target candidate pool frequents.  Maybe there is a particular coffee shop or networking group that Audio Visual Engineers frequently visit during lunch or after hours.

• A method in which to learn and possibly disqualify candidates.  Like any online profile candidates often post inappropriate and incriminating information.

• Alert candidates to job openings within certain locations in the metro by including your contact information embedded within the location.  New founders of a location that has not been discovered by users can be customized to promote a service, location, or products.

Some concerns that can and will hold recruiters back from using these new tools as a recruiting source:

• It’s messy, time consuming and hard to search.  Gowalla offers a more robust search option allowing you to view locations by city and zip code.  Four Square does not.

• Not everyone is embracing this new technology outside of tech nuts and social media enthusiasts.

Geolocation applications are a hot topic in 2010.  I’m excited to see how professionals both inside and outside of recruiting will begin to use them to generate and grow their business.  Early adapters who develop strategies to leverage these new tools will be the clear winners as the race for talent continues to heat up while money conscious businesses look for ways to lower overall recruiting and business costs.

Photo Credit Antikewl

**This post is being featured on CruiterTalk as part of the 2010 Talent Carnival.  A special thanks to Ryan Leary.

Building a relationship with a recruiter is essential in your job search. You need to have respect for your recruiter. No matter what you have heard about recruiters or what you think of them, they are providing you a service and they could be your vehicle to a new job. I honestly think this is probably THE most important factor in building the relationship, and something that has been lacking whilst the market has been so buoyant.

As a Corporate Recruiter now, I see a change in people’s attitude when they change from thinking I am an agency recruiter to knowing I am truly representing my company. I don’t understand this. Recruiters will represent you into perspective clients, companies with jobs you may never hear of. Recruiters are always good to have on side, you should be using their skills and networks to your advantage.

If you are applying for a role it is up to you to build the relationship, and this starts from the initial interaction. From my point of view, a conversation beats an email. However the conversation needs to have meaning.

Please don’t call with a “I want to know more about the job”. Think about the ad.. think about how you can excel in it, and have questions which will help you tailor your cv to the role. Then tell them you will call them to discuss your potential suitability (at a certain time, get agreement on that) and stick to it.

Know this, you will only form a relationship if you can show, straight off the bat, that you will ad value to that Recruiter. Sounds crass doesn’t it? It’s true though, Recruiters literally get hundreds of calls and emails a day. Remember you are selling them something… yourself, being different and able to ad value to them makes a difference.

Once you speak to a Recruiter, modestly sell yourself, allow them to get to know you. When you get that interview, WOW them. Be open and honest, avoid game playing (For example, I’ve never seen the value of avoiding the salary question, as a Recruiter, it annoys me more than anything). No matter what you hear, I’m not convinced playing a game will give you an advantage one way or another, and I’m not sure you want a one up man ship, competitive style relationship with your recruiter. The more you get paid the more commission they make.. It is in their best interests to get you more. But also it is their job to help you realign expectations if they don’t match the clients budget. The Recruiters job is to find the right person for their client. Your job is to make them know that is you.

If your situation changes, (ie other job offers, the reason you were looking for a job disappears etc)let them know, give them honest feedback from your client interview, good bad or indifferent.

Again, treat them as you want them to treat you, but understand the dynamic of your relationship, you both have the same goal, just coming at it from different angles!

Photo Credit Unity

Dan Nuroo, our guest blogger is a recruiter based in Australia.  Dan has been in the Recruitment industry since 1997, where he started working for an IT Recruitment Agency. He worked in a number of roles there, from resourcer to Account Manager to general consultant. In 2002 he took the plunge into the world of Internal Recruitment and has been in his current role with DWS as National Recruitment Manager since then. He is a career Recruiter who is passionate about the industry, and when time allows he is active in a number of online Recruiting Communities.  Email Dan at Dan.Nuroo@dws.com.au or visit his blog, Say Something Dan.

Not too long ago I was inspired to create a directory of HR Bloggers.  Below is the most current list of current Human Resources or HR Bloggers.  This process has been amazing!  What I did not anticipate is the number of great new people I have met and HR resources I have learned about during the HR Blogger Project.  The HR blogging community is a fantastic group of people who are willing to share new ideas and support no matter what our HR background or experience level in the field.

The HR Blogger Directory is a ever-evolving list to showcase the numbers and success of HR blogging in our industry.

Please email me directly at jessica@xceptionalhr.com if you would like to be added to the list.  Please include your full name, the state in which your reside in, the name of your website, your website address, and your Twitter. If you are an international blogger, you are welcome to participate.  Please include your home country.

Don’t forget to leave a comment or drop me a line!

Alabama

• April Dowling’s HR blog called Pseodo HR.  Her twitter is @adowling.
• Ben Eubanks’s HR blog is called Upstart HR.  His twitter is @beneubanks.
• Kris Dunn’s HR blog is called The HR Capitalist.  His twitter is @kris_dunn.

Alaska

Arizona

Arkansas

California

• John Sumser is an HR blogger and strategist and has two separate sites- John Sumser & Top 100 Influencers.  His twitter is @johnsumser.
• Mark Bregman is a Recruiting and Headhunter blogger.  He blogs at Headhunter’s Secret Guide. His twitter is @bobexecsearch.

Colorado

Connecticut

Delaware

Florida

• Stephen M. Geraghty-Harrison’s HR blog is called HR Gumbo.  His twitter is @stephenmgharrison.
• Heather Vogel’s HR and talent blog is HR Whispherer.  Her twitter is @hrwhispherer.
• Mike Vandervort’s HR blog is The Human Race Horses.  His twitter is @MikevanDervort.
• Sharlyn Lauby’s HR blog is HR Bartender.  Her twitter is @sharlyn_lauby.
• Amitai Givertz’s HR and Recruitment Blog is Brown Bag Recruiter and also AmitaiGivertz.com.  His twitter is @amitaigivertz.

Georgia

• Stephanie A. Lloys’d HR blog is called Radiant Veracity.  Her twitter is @stephaniealloyd.
• Cathy Martin’s blog is called Profitability through Human Capital.  Her twitter is @cathymartin.

Hawaii

Idaho

Illinois

• Bryon Abramowitz’s blog is focused on HR Technology and is HR Technologist.  His twitter is @bryonabramowitz.

Indiana

Iowa

Kansas

• Anonymous Blogger, the Mommy X’s blog is called Mystery Mom.  Her twitter is @themommyx.

Kentucky

• Crystal Peterson’s HR blog is Criss-Crossed.  Her twitter is @crystalpeterson.

Louisiana

Maine

• Robert M. Smith, SPHR’s blog is HR blog called the Main HR Cafe.  His twitter is @RMSJrSPHR.

Maryland

Massachusetts

• Chris Ferdinandi’s HR & innovation blog is Renegade HR.  His twitter is @chrisferdinandi.

Michigan

• Deidre Honner’s blog is called HR Maven.  Her twitter is @thehrmaven.
• Shelly Constantine’s HR blog is called General Motivation.  Her twitter is@hrhelper.
• Joan Ginsberg’s HR blog is HR University.  Her twitter is @joanginsberg.

Minnesota

• Lisa Rosendahl’s HR blog is LisaRosendahl.com.  Her twitter is @lisarosendahl.
• Shauna Moerke’s HR blog is HR Minion.  Her twitter is @HR_minion.

Mississippi

Missouri

• Trish McFarlane’s HR blog is the HR Ringleader.  Her twitter is @trishmcfarlane.
• Jacqui Pointdexter’s Career & Job Search blog is Career Trends.  Her twitter is @valueintowords.
• Charles Judy’s HR blog is the HR Fishbowl.  His twitter is @hrfishbowl.

Montana

Nebraska

• Maren Hogan’s recruiting blog is Marenated.  Her twitter is @marenhogan.

Nevada

New Hampshire

New Jersey

New Mexico

New York

• Victorio Milian’s HR blog is Creative Chaos.  His twitter is @Victorio_M.
• Steve Boese’s HR Tech blog is aptly named HR Technology Journal.  His twitter is @steveboese.
• Matthew Cholerton’s HR blog is Everyone Hates HR.  His twitter is @everyonehatesHR.
• Warren Heap’s is the co-owner of the HR blog International HR Forum.  His twitter is @birchesgroup.

North Carolina

• Laurie Ruettimann’s blog is Punk Rock HR.  Her twitter is @PunkRockHR.
• Tammy Colson’s HR blog is Junk Yard HR.  Her twitter is @tlcolson.

North Dakota

Ohio

• Jennifer McClure’s executive coaching blog is Cincy Recruiter.  Her twitter is @cincyrecruiter.
• Margo Rose’s blog is HR Margo.  Her twitter is @hrmargo.

Oklahoma

• Jessica Miller-Merrell’s (that’s me) blog is a HR and job search blog and is Blogging4Jobs.  Her twitter is @Blogging4Jobs.
• George Bradshaw is the co-owner of the HR blog International HR Forum.  His twitter is @birchesgroup.
• Bryan Wempen’s Human Resources blog is Drive-Thru HR.  His twitter is @drivethruhr.

Oregon

• Lance Haun’s HR blog is Rehaul. His twitter is @lancehaun.
• Michael Krupa’s HR technology blog is Info Box.  His twitter account is @pdxmikek.

Pennsylvania

• Fran Melmed’s blog is an HR & communication blog called Free-range communication.  Her twitter is @femelmed.
• Karla Porter’s blog focuses on HR and human capital at Karlaporter.com.  Her twitter is @karla_porter.
• Shennee Rutt’s HR blog is Deeply Rutted.  Her twitter is @shennee_rutt.
• Rich DeMatteo’s job search & recruiting blog is Corn on the Job.  His twitter is @cornonthejob.
• Paul Smith’s HR blog is Welcome to the Occupation.  His twitter is @Pasmuz.

Rhode Island

South Carolina

South Dakota

Tennessee

Texas

• Franny Oxford’s HR blog is Do the Work.  Her twitter is @Frannyo.
• Joel White’s HR blog is Joel’s Views. His twitter is @jawconsulting.
• Michael Long’s Recruiting blog is Red Recruiter.  His twitter is @theredrecruiter.
• Chris Hoyt’s Recruiting & Technology blog is RecruiterGuy.  His twitter is @therecruiterguy.
• Lois Melbourne is the CEO of Aquire.  Her blog is Aquire Blog.  Her twitter is @loismelbourne.
• Larry Wilson has a an HR blog called HR Commons.  His twitter is @LarryHR.
• Kelly Mitton’s young professional HR blog is tHRyving HR. Her twitter is @kelly_mitton.
• Craig Fisher’s Career Branding blog is Fishdogs.  His twitter is @fishdogs.

Utah

Vermont

Virginia

• Pete Radloff’s blog is focused on Recruiting and is Recruiting in 3D.  His twitter is @PJRadloff.

Washington

Washington D.C.

• Mike Kohn’s HR blog is The HR Intern.  His twitter is @mike_kohn.
• Mark Stelzner’s HR blog is of the same name as his company, Inflexion Point.  His twitter is @stelzner.

West Virginia

Wisconsin

• Sarah White’s HR blog covers Technology at I’m So Corporate.  Her twitter is @sarahw79.
• Matthew Stollak’s HR and theory blog is True Faith HR.  His twitter is @akabruno.

Wyoming

International

Australia

• Sarah Nguyen’s Talent & HR blog is called Talentary.  Her twitter is @talentary.

Canada

• Geoff Webb’s recruiting blog is Radical Recruitment.  His twitter is @radicalrecruit.
• Erik Bartz’s HR blog is Pivotal HR.  His twitter is @pivotalHRcanada.

India

• BP Rao’s blog is People at Work & Play.  His twitter is @premrao.

United Kingdom

• Jon Ingham’s blog is Strategic Human Capital Management.  His twitter is @joningham.
• Matt Adler’s blog is Recruiting Future.  His twitter is @mattalder.
• Andy Headworth’s Recruiting & HR blog is Sirona Says.  His twitter is @andyheadworth.

Job fair season is upon us, and it’s a great opportunity to network with companies and recruiters. Print off multiple resume copies, have your personal and professional business cards handy, and look your best!

Approach each recruiter at your top companies and introduce yourself. Don’t forget to have your handshake ready! Inquire about opportunities at their company or any openings they are aware of. Make sure to get a copy of their business card and follow up with an email or handwritten note.

Recruiters, in general are a very networked bunch. This is a great way to find “unadvertised” openings that so many of the experts talk about while rapidly increasing your networking circle. Focus on building several solid and meaningful relationships with a handful of these recruiters. I recommend you offer to meet for lunch or inquire to set up an informational interview.

You’ll be amazed at your success!!

Happy Hunting!

Jessica

Dear bloggingforjobs,

I’ve been in the job search for 8 months. I’ve applied for over 150 jobs and interviewed 25 different times. I’m so fed up, frustrated, and feel like a failure. Can you please help me?

Jobless

**********************************************************

Dear Jobless,

I’m sorry you’ve been in the job hunt for so long. Depending upon the position you are looking for, your city’s job market, your qualifications and salary requirements, it can be a long process. As a rule of thumb for every $10,000 you will make in salary, add a month to your job search. For example, if you are in the $60,000 salary range, be prepared for your job search to last at least 6 months.

Since I have little information to go on, I recommend attending a resume and interview training. Many vo-techs or community colleges offer these free of charge or at low cost. If you are an executive level or above, I would recommend working with a Job Coach. Many firms provide you professional job search software, resume writing, and interview training for a fee of 10-15% of your new job’s annual salary. The service is not cheap, but these coaches are very connected and their job is to find you a job whether its in your current industry or not.

I also recommend reading up on industry requirements and new technology. Sometimes advanced training or certification can make all the difference. Volunteering is also a great way to develop relationships and partnerships that can aid in your job search. Take a look at my post on the 5 P’s of Marketing and creating a marketing plan that will help you in your job search.

Stay positive and best of luck in your search,

Jessica

Beginning next week, I will have a weekly segment called ASK the Recruiter. Please email me your question to jmiller-merrell@sbcglobal.net or visit my myspace page or linkedin page to ask your question.

One question will be selected weekly and posted on my blog. Don’t be shy. I know there’s a question you have been dying to ask a Recruiter or HR Professional.

Cheers! Jessica

Contact ME:
jmiller-merrell@sbcglobal.net
www.myspace.com/kansasgirl4133
www.linkedin.com/in/jmillermerrell

A phone interview is a great non-commital way for the recruiter to get a bit more information about you and how your skills and qualifications can be utilized in the position the recruiter is looking to fill. Typically, phone interviews last about 30 minutes. Generally, I ask about 4 questions.

One of my biggest pet peeves when I conduct the phone interview is the candidate not being prepared for the interview. Remember the name of the person you are supposed to interview with. Write it down!!! Because the interview is over the phone, it’s easy to do this. Prepare for the phone interview like any other interview. Dress for the interview. I’m not suggesting doning a suit and tie, just be comfortable. Have your resume, questions for the interviewer, and your STARs ready.

As I have mentioned in previous posts, keep a file of all the positions you have applied for, the name of the company, and the job descriptions. This will help you get a better idea of what skills to highlight in the phone interview. If the recruiter is looking for a payroll/HR admin who has Peoplesoft and crystal reports experience, you want to highlight your experience with these programs and not other programs like SAP and ADP. Without proper preparation, you could be showcasing the wrong skills and qualifications, thus, disqualifying you for the position.

Generally, I try to focus on three skills that the advertisement listed as requirements of the position. For the HR Admin position the ad might look something like this-

XYZ Corp is now hiring for HR Administrator/Payroll Clerk. Candidate must have 4 years experience with Peoplesoft and Crystal Reporting, Benefits administration, and Employee Relations. PHR certification is preferred but not required. Strong computer and Microsoft Office skills are a must. . .

Now, take three of these skills and highlight your own. Let’s go with Peoplesoft, Benefits, and Employee Relations. All three of these are important skills to have and are specific to a HR Admin. Strong computer skills are nice but someone who is a secretary could have computer skills. You want to set yourself apart from the rest. Use your STARs to highlight these three skills. See my previous post for more information about STARs.

It’s also important during the phone interview to keep distractions to a minimum. Don’t schedule a phone interview while you are babysitting your neices, walking your dogs, or cooking the kids dinner. Don’t laugh. These are some of the excuses I have encountered when interviewing a candidate. Make sure your phone is charged. Conduct your interview in a quiet place free of distractions.

As the interview questions come to the close, don’t forget to ask some questions about the position like, “How many people would I be processing payroll for and weekly or bi-weekly?” “Where is the position located?” “What are you (the interviewer) looking for in someone in the HR Admin/Payroll position?”

Like any good sale make sure to ask for the job. I recommend asking what’s the next step. Often times during the phone interview you will be invited for the face to face interview at the conclusion of the phone interview.

After the interview, I recommend sending a short email or snail mail thank you to the recruiter. Do this within one business day. You want to make sure and keep your interview and your qualifications fresh in the hiring manager’s mind. Don’t phone stalk the recruiter. They will contact you. Please understand that a recruiter will have many other positions they are recruiting for at the same time. A simple email or phone call to follow up a week to two weeks is appropriate. Do not call the recruiter more than twice a week.

I am often blown away by the tone and attitude of candidates who are calling me back to set up an interview. Yes, I called you and left a message but understand I am busy. Just last week I was out of the office for two days at job fairs. When I returned I had over 35 messages. When I called one candidate back, he told me that he thought I had died. (I’m not kidding!!!) I responded with no, I’m still here, but I’d love to set you up for an interview. Most recruiters would not be so forgiving. What impression do you want to leave your hiring manager with???

Next time. . . the art of networking