When asked about candidate job search tips, I always think of one area first-- resumes!
Before working in the hiring industry, I always just figured that people knew how to construct a professional resume. Or if they didn't know, they would look to places like Google, or refer to a resume template in Word, for guidance. Now that I review resumes on a daily basis, I am shocked at the quality of some of the resumes I receive.
Now I understand that unless you have attended a resume workshop at some point in your life, it can be hard to begin. However, I think many people underestimate just how important a solid resume really is. You are conveying a message about what type of person you are, and worker you will be, with your resume. It is your first, and many times only, chance to make a good impression. And while you may indeed be an industrious employee, it means nothing if you can't back it up with your resume.
Keep in mind, a good resume is one that is easy to read, consistent in format, highlights a candidate's important accomplishments, and is engaging. A resume should never list personal information, be sloppy or inconsistent, or contain vague information. Always ask yourself, "What does my resume say about me"?
In closing, a good resume is a necessity. At Safari Solutions, we review hundreds of resumes each week. And it's always the well-constructed resumes that stand out from the crowd. If you are having trouble with you resume ask for help. Ask a friend, look up good examples on the Internet, or ask a teacher or professor. In any job search, a professional resume is the first step!
I’ve been reading Nadira Hira’s blog, The Gig, for a while because as a “Cusper” straddling the line between Gen X and Gen Y, I am fascinated in all the attention that generational differences get. Also because Safari Solutions has been helping launch a new company, Slingshot, that specializes in helping Gen Y prepare for and land their dream jobs.
Today she brings up a volatile topic among Gen Y and Cuspers like me, changing jobs frequently. My husband and I are the only ones in our circle of friends who are still with the same company that we started with when we graduated college. We are also more satisfied with our careers than most of our friends. Not sure if we can say that one caused the other, but still an interesting coincidence.
As a recruiting specialist, I’m concerned about a candidate who has made so many poor major decisions in their life. None of the positions that you found were a fit? Are you not putting the time into your job search to truly discover what the opportunity is like? Or are you misrepresenting yourself and getting into situations that are not a fit?
When you make a hiring decision how much do you consider job tenure? What do you think about candidates who change jobs frequently? Is it a sign that they are adventurous as Nadira points out? Or do you prefer more traditional loyalty from your potential employees?
Sounds great, yes? But, great passive candidates are just an illusion. There is a reason why they are called "passive." It's because they are "passive." They generally do not move into action until someone pushes them to do so which is not a characteristic of an "A" player.
"A" players will do one of 2 things. 1.) They will never leave their current position because they are superstars and compensated handsomely. They are loyal and passionate about the company they work for. Or, 2.) They are proactively looking for a better job so they can reach their potential.
There is nothing passive about "A" players. "A" players are proactive. Passive candidates are simply content to be average players . . . waiting for recruiters to call to push them into action.
Is this the type of employee you want on your team? My guess not. Passive candidates are plentiful. They just are not "A" players.
Over the next few days I am going to point out some of the unique issues that employees of a small businesses often face. As with most things, just knowing what these issues are is beneficial. Acknowledging them and being open to doing what you can to resolve them will go a long way in keeping employees happy. Also, addressing these issues in an interview will help paint a realistic picture of the position and help candidates make an informed decision before the accept.
Lack of a peer group
There just isn’t anyone to cover your shift. Typically with small businesses there is no one else who is doing exactly what you are doing which makes it difficult to really develop a true peer group. Yes, small businesses tend to be very close knit, but that doesn’t happen over night and it is like a “family” not like friends. You just don’t build a professional network in the same way that you would in a larger company. So encourage your employees to get out and network. Even if business development isn’t part of their job description. It will still benefit your company and it will definitely benefit them.
When job boards first emerged as a key hiring tool for employers there were only a few industry giants. Now, the market has exploded with new players! With over 4,000 job boards, it is easy for small businesses to be confused on where to spend advertising dollars. Select the right recruiting tool for maximum results!
General Job Boards: Monster and CareerBuilder remain the largest and most cost effective options for mainstream positions like administration, accounting, sales, and general management.
Niche Sites: A great tool for identifying hard to find talent. Requires some trial and error as the volume of applicants may be low, yet the quality of candidate is generally high.
Aggregators: Job boards like Indeed & Simply Hired pull job postings from other sites. Your company’s career site postings can be listed on them for free!
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