Welcome to our first post in our “I Wish My Recruiter Knew”series! We polled our clients, candidates and social media followers, asking them to answer a question that most search firms don’t dare ask-- what’s on their minds.
Below is the first response we received-
A CANDIDATE ASKS:
It’s funny how little credit people give to themselves, and others. I recently came across a scenario where I was on the fence about reaching out to a past business connection regarding an opportunity I was recruiting on…It had been several years since we had spoken-would they remember me?
SCORE!!… I found the proverbial needle in the talent haystack.An inside sales rep for my client, a web conferencing software company. It all happened rather quickly and my client was thrilled. When I called them to share the good news, their reply was “…bring me more JUST like her…” My success turned into another job order!
This made me think: If I could create a template of the perfect candidate, what would it look like?
When it comes to compensation, who do you think cares more about money- the employer or the candidate? Both, of course! Unfortunately, sometimes organizations are just not able to get to market compensation, but still need to make great hires to sustain and grow their enterprises.
One of the biggest misconceptions business leaders have about data scientists is this: They have some sort of mysterious, magic formula to extract meaningful insights and solve all of their organization’s problems…If I had a dollar for each time I’ve had to remind clients that there is no one secret formula, I would be a rich man! Here’s the reality:
In the current jobseeker’s market, companies-especially in the tech industry, are competing to attract and keep top talent. Some organizations are getting creative by offering major perks- from game rooms, catered lunches, childcare, to unlimited vacation time. But what about the hiring process? Why aren’t most companies changing up their hiring methods?
Yes I stole your food from the office fridge. And I’ll probably do it again. And not because I’m hungry, but because it annoys you so much.
The first time I had merely forgot my lunch and it occurred to me that just like there is a five second rule when pizza hits the ground, there should be a 3 month rule for untouched yogurt.
As software sales recruiters, part of our jobs is advising my candidates on how to best nail their interviews and get the positions they covet. While many “Don’ts” are no-brainers (aka..dude, don’t show up in your sweatpants!..), some need to be reiterated every once in a while. Here are our top 5:
It’s very easy to become complacent when it comes to your career, especially at a job that pays decently well and comes with a good group of co-workers. Maybe your job isn’t what you want to do for the rest of your life, but you start convincing yourself, “This is fine—it’s not my dream job, but it’ll do for now…”
As my boss Danny Cahill famously says at his training seminars,“salespeople enjoy the world’s only job security.” This is indeed a fact, yet I’ve never understood why some candidates (particularly in the sales world) say that they are looking for a more “stable” opportunity, by gearing their search towards bigger companies.