Lindsay Group, Inc. Blog

Attention Job Seekers!!!! Now more than ever social media websites such as Facebook are being used by Hiring Managers as a way to get to know you before they bring you in for an interview. Take a minute to consider who may be viewing your Profile Picture, comments, etc.

 Simply put, if you were a Hiring Manager and saw your Facebook profile, would you hire you?  

 As a Job Seeker, you must put your best foot forward with all aspects of your job search, to include Social Media. Before it’s too late, replace the Facebook pics that would make your grandmother blush with ones that would make her proud.  You know the ones I’m talking about……”Two bottles of Jack, one in each hand, a cigarette dangling from the mouth while dancing” Pic and your profile name reads “Mr. Right”. And let’s not forget the “Seductive, model-pout-lip” Pic!  These must go! At least while you’re looking for a new career anyway. 

Once you realize that Hiring Managers are using Social Media to view perspective hires before an interview, why not use that as a leveraging tool to set you above your competition? Be imaginative! How about a profile pic of you having Thanksgiving dinner with your family? Think about it, if Hiring Managers are using Social Media as a tool, shouldn’t you? 

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There is one basic step in the submittal process that most people skip over when submitting their resume to a job posting on a job board or directly on an employer’s website.  When you submit your resume you should, no you MUST also accompany it with a small paragraph in the comments, notes, remarks, or email section that is provided. The “write up” should be tailored to the specific job posting highlighting your skill set and how it mirrors what the employer is looking for. This is not a cookie cutter blanket statement to be copied and pasted to each job you submit yourself to. In fact, doing so could actually be to your detriment because it appears that you didn’t even read the job description and couldn’t take the time to speak specifically to what the employer is looking for. Yes,  It will take you extra time and effort to speak to each job posting you are qualified for, but isn’t the goal to get the hiring manager to open and read your resume?  You see, by giving them a small paragraph write up, you are dangling the carrot and enticing whoever reads it to open your resume and look at your skills and accomplishments because after all, you just told them you have what they are looking for!  

Trust me, this works! The next time you submit your resume, spend the extra few minutes selling yourself to the employer by explaining how your skills match what they are looking for in their job description. Remember, you only get one chance to submit yourself, so shouldn’t you do everything possible to increase the odds of your resume being opened and actually read?

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When the right candidate comes along, hire them!

When employers give recruiting firms a new job requirement, the expected result is a steady stream of qualified, quality candidates to interview.  There are many variables that impact a job requirement such as:  skill set, culture fit, location, communication skills, salary, benefits and much, much more.  The more variables involved the fewer candidates available in the talent pool and vice versa, less the variables, the more candidates available.

Here lies the challenge:  When a recruiting firm receives a new job requirement loaded down with so many variables that there may only be a few qualified candidates, if any at all, how can they produce for the client the steady stream of quality candidates they are expecting to see?  Even the most experienced and savvy recruiter can do all the creative recruiting in the world but at the end of the day, the candidate pool only yields so much talent.  Let's say through these efforts, the firm identifies a few qualified candidates. One person stands out as a superstar, a walking hire, the perfect candidate that not only meets but exceeds every requirement.  After the client completes the interview, they are blown away by the candidate’s performance but want to see more of the same caliber before making a decision.  

This leaves the client with a decision to make: 1. Wait to see if the staffing firm can find additional talent and take the risk of losing the candidate they have already identified and like? Not a good choice. If the candidate is good, chances are they are actively interviewing and/or being actively solicited and won’t be on the market long.  2.  Lower the amount of variables in the job requirement, freeing up more candidates in the talent pool?  This isn’t a good choice since anyone else identified will have fewer of the desired qualifications. 3.  Hire the candidate already identified? Bingo! The ideal candidate has already been identified, pull the trigger and make the offer.  

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