Community Blog: Jobing.com Community Relations - Portland

Fellow Employers,

In our tough economy, it seems that employers and HR professionals fall into two divergent camps, both of which can pose significant challenges and opportunities. 

Camp 1.  I'm hiring.  With what news people call a "flood of talent" on the market, some will say you have an embarassment of riches.  Some will say you have the opportunity to get the very best...on the cheap.  However, you may feel quite differently.  Perhaps you're overwhelmed with unsolicited responses.  If you post a job, your email system goes berserk and you're so buried that you can't give people the attention required to make a strategic decision.  Some candidates who are motivated by financial pressures from recent layoffs, are applying to all sorts of jobs indiscriminately further compounding the issue.  You may be dealing with candidates who are bitter or feel entitled to a job.  Just because they were a big deal at their last job doesn't mean they're right for your organization.  I bet you're feeling this pinch, whether you'd admit it in polite conversation or not. 

This landscape poses real management challenges for the HR professional.  I was recruiting in the pharmaceutical biz when the 911 recession hit and I saw this situation play out with some of my clients.  Some companies abused the buyer's market treating people like cattle, artificially driving down wages, and generally forgetting what it's like to be a job seeker.  Although they got fat off the land for a hot minute, I think this treatment caused employees to behave like mercenaries.  Since relatively little effort was made to create a compelling employment brand or establish engagement upon hiring, employees soon split for the next big thing.  They felt "disposable", so they took their passion, skills, and brain power to the competitor down the street.     

Other companies saw this as an opportunity to get the right people on the bus.   They did this by communicating their employment brand.  They built great employment pages on their websites that communicated their culture.  Remember Google?  Nobody did this better than Google!  Southwest Airlines was superb as well.  They invested in high-touch candidate application systems with automated email responses.  They kept their name top-of-mind by being active in the community.  They created strong relationships with colleges to ensure a pipeline of talent when the market inevitably tightened.  All these branding efforts helped them whittle down the giant stack of resumes and make strategic hires.  Thus, we came up with the basic equation of my business.  Strong employment brand=Strong company. 

Camp 2.  I'm not hiring.  Many wonderful companies have been set back on their heels.  Hard working HR people in these organizations perservere in a pressure cooker of layoffs, personal uncertainty, and unemployment claims, all the while trying not to be a "cost center."  God forbid you should appear too expensive.  Touchy-feely things like an employment brand may be the last thing on your mind.  They're the provenance of $500/hr consultants. 

Careful now...although it may be easy to toss aside the brand you worked so hard to create, consider the risks.  In tough times your employment brand is even more important.  Candidates believe what they hear, especially if it's bad.  What message are you sending to your potential candidates?  Are you on top of your PR strategy?  Is your company just recuperating between rounds, or are you down for the count permanently?  Surely, you care about every single one of your employees and the way you treat them on the way out will help you or haunt you when this economy turns.  Building your employment brand is never a bad investment and by doing this you'll be prepared to rocket out of the gate before your competitors when our economy rebounds.  We must think strategically about all this stuff, even though things are wild right now. 

Research – Do your best to research everything you can prior to the interview.  Of course you’ll study up on the company but also look into their competitors and the industry as a whole.  Find out as many specifics about the job as you can.  See if the company website has info about the recruiter you’re interviewing with.  Look for recent news articles too.  You’ll touch on a few things naturally while interviewing.  This will make you look good.

Questions – Write a list of questions to ask.  Typically the interviewer will ask what questions you have toward the end.  If they don’t bring it up go ahead and tell them you have a few questions.  Having good questions shows that you care enough about the position to be well prepared.

What to Bring – Be sure to bring several copies of your resume.  I would make it a point to also bring a few covers letters and printed references.  Of course, store everything in a professional portfolio.  Make sure you have a pen or pencil with you too. 

Getting There – Confirm the address and print a map.  Make sure you understand exactly where you’re going.  Ask about parking beforehand.  The last thing you want is to be late because you’re lost or didn’t know where to park.  In case of emergency bring the company phone number with you.  Call if you’re going to be late for any reason.

You’ve gotten your chance.  Make the best of it.  Good luck!

UPS offers exceptional perks and benefits for permanent Full AND Part Time employees, including paid healthcare benefits.  Long-standing company policies, such as employee ownership, equal opportunity, and promotion from within, have helped to foster employee dedication, making UPS a preferred employer.

World’s Most Reputable Companies, Best Places to Work, 50 Best Places to Launch a Career, 50 Best Companies for Minorities are just a few of the Employer of Choice Awards UPS has received. 

Being a part of our team is not just a career — it’s an opportunity of a lifetime.  JOIN US! 

In case anyone was wondering what the fuss is with social media, here it goes.

What is social media?

Social media is an integration of words, pictures, video and/or audio with an element of human interaction. (Essentially, the words, pics, videos are the "media"...the human interactivity of commenting on a Twitter status update, tagging someone in a Facebook photo, watching a video on Youtube and forwarding on to your friends...that's the "social" element of the umbrella term, 'social media'.)

A couple other fun stats to throw around about social media:

3 out of 4 Americans use social technology - Forrester Research, 2008 (Meaning, not just Gen Y. This means that my mom and my dad are my friends on Facebook.)

Visiting social sites is more of a popular online activity now than checking personal email, Nielson 2009

93% of social media users believe a company should have a presence in social media (meaning, users are open to being a fan of your company on Facebook. It's not intrusive if your company is on there...as 300,000 businesses have found out on Facebook (currently, 300,000 business have Facebook pages)

Of the 4,000+ tools that can be grouped into the growing 'social media' bucket, there are only about 4 or 5 that matter when it comes to recruitment.

1) Facebook. The reason it matters in recruitment?

There are over 300 million users on Facebook.

There's no other social media site or tool that's better to brand your company. On a fan page, you can share video about what it's like to work at your company, show them what it's like to work at your company with photos, and you can post status updates that go directly to a fan's home page. Plus, there are a couple recruitment applications that integrate your jobs into Facebook and allow fans to share these jobs with their friends (Jobing offers this application, plug intended.)

2) Twitter. The reason it matters in recruitment?

You have to look at Twitter as a chat room and as a listening tool. You listen to the people you're following, and you chat with the people who are talking about your company by monitoring with tools such as Tweetdeck or Twitter Search. All Twitter is good for is for your company to interact with potential candidates so it positively impacts your brand.

3) Linkedin. The reason it matters in recruitment?

Allows recruiters to mine a database of resumes (aka Linkedin profiles) to find potential candidates.

4) Youtube. The reason it matters in recruitment?

Video arguably is one of the best branding tools for a company. Youtube is one of the largest search engines on the internet. Put the two together and you've got a winning social media site.

5) Myspace. The reason it matters in recruitment?

Myspace is the forgotten son of social media. The other week I was in Texas and asked a woman who was the HR manager for a call center if she had looked into using Myspace to recruit. She responded by saying that Myspace was full of pedophiles and teenie boppers...which may be true, but it still doesn't change the fact that more people go to Myspace than Twitter and Linkedin. The numbers and traffic alone make Myspace a tool to keep in the tool belt.

Whew! Those are the tools that are slowly changing the world of recruiting...

Brett Farmiloe is the social media manager for Jobing.com. He'd love it if you became a fan of Jobing on Facebook, and a follower on Twitter. Ecstatic, actually. Also, feel free to contact and connect with him on Facebook, Twitter, Linkedin, or by good ol' email (brett(at)jobing.com) for any social media questions.

We’ve all been stretched at work recently as companies must find ways to become more efficient.  Sending out a quick email to everyone who interviewed for the position isn’t that tough.  It could come from HR or the hiring manager.  The job seekers don’t care.  They just want to know.  If the fear is starting a confrontation use a no reply email address.  Better yet, tap in to the potential of your ATS and let the technology work for you.

This little bit of goodwill can go a long way for your company reputation, referrals and even the bottom line.  

In order to be the best, you have to know that you’re the best, and that means you have to do your homework. That’s right, education. There are many jobs out there but you may not have the right background. Well get it. You may be busy with a job that you don’t really want, but it pays the bills. Or you may be collecting unemployment for the time being, but that won’t last forever. Take a big tug on those bootstraps and earn the education that you need to better position yourself, professionally.

Going back to school… the idea is quite inspiring, really. But where will you find the time? You have it… you just need to carve it out of your schedule. The good news is that you live in the day-in-age of the Internet and what an awesome tool that is. Because of its widespread access, there are some really great online education options out there that offer you the opportunity to study wherever and whenever you want. The fact of the matter is, online education is booming right now and because of the competition, you have some excellent options.

So here’s the drill: finish your bachelors, get your masters, differentiate yourself with a specialized certificate in an up-and-coming field like Sustainability Leadership, Software Engineering and Networking, or go global with an international business doctorate. Do your homework. Research your options. You may be surprised at the educational opportunities that exist today within our pivotal global economy.

Sell yourself with confidence, knowing you have the right education. Research your educational opportunities at JobingEducation or learn more about one of our sponsored schools, UC Irvine - Extension or California (online certificate programs) or California Intercontinental University (CalU – online master’s and doctorate degrees). Use your time wisely to better your life and let the bidding begin!

I recall years ago a software company in California that received recognition for a system they developed to keep in touch with great applicants.  Some candidates were narrowly edged out during interviews.  Some were people honing their skills and would develop into future talent.  Whatever the case, this company wanted the ability to stay in touch.

The organization designed a special page on their website which contained company information and the status of upcoming positions.  They told people what skills would be desired in the future.  A monthly newsletter went out via email.  By adding a little marketing twist, people became interested in the company and were hopeful a position would open up fitting their skill set.  People told their friends and colleagues about this cool company.  Those people got in on the action.

You know how things turned out.  The employment market tightened up.  Good people, especially skilled people, were becoming very tough to find.  The organization I mentioned was easily able to find the people they needed while other organizations struggled.  They were able to move quickly, make great hires and the business prospered! 

1.        Stay Positive – When losing a job, your first reaction might be anger, resentment, sadness, etc.  The sooner you clear your mind of these thoughts the better off you’ll be.  Wallowing in self pity will not help your cause.  Instead, look for positives.  Maybe you’ll really love your next job!  Maybe your next employer will pay you better, treat you better or give you better benefits!  Perhaps you’ll find a new passion! 

2.        Ask Around – My friend did a number of smart things right away.  He spoke  with his former co-workers about finding a new job.  Several had suggestions based on things they noticed and had even interviewed for recently.  My friend also visited the company he worked for prior to his last job.  They are currently in talks about getting back together.  Lastly, he shot an email to his address book mentioning his need to look for work again.  I’m certain at least a few people will recommend a contact, resource or actual job opening.

3.        Be Flexible – If you are currently out of work, take stock of how long you can reasonably pay the bills.  Some of us are in better shape than others.  Based on this, determine how flexible you must be.  Maybe you’ll have to accept a little less money this time around.  Perhaps you should consider a slightly different field of work.  Take a transition job if that makes sense.  Heck, I’d deliver pizzas, shuffle boxes in a warehouse or bus restaurant tables to stay busy and pay the bills.  There are many things available that still allow time to focus on finding something you really like.

This blog was originally posted several months ago.  My friend ended up taking a relatively low paying position with a retail store near his house.  He intended to keep the job until finding something in his field.  Since then, several other employees left the store and my friend developed a great rapport with the owners.  He's been trained for all positions, was upgraded to full time, has received two raises and sees a management opportunity coming up soon!!!

1.       What education and training is needed?

2.       What does a recruiter want to see on a resume when hiring in this field?

3.       What are the opportunities for advancement?

4.       Which of your strengths are suited / or not suited to your field of interest?

5.       Do the salary expectations, work hours, and other work conditions appeal to you – do they meet with your requirements?

For further information please use the Bureau of Labor Statistics website at www.bls.gov – there you can find a wealth of information that can give you some general answers to the questions above.  Paired with some straightforward advice from a professional already in the field, a person can make informed choices about how to navigate changes in their career.  

Someday we’ll write a book and be famous like the authors of Fish!  Until then we’re focused on our goal of connecting  local employers with local job seekers.    I will say however, that having this shared goal amongst all employees is the first step toward making Jobing.com a fun place to work. 

Most of us in the HR world know of the Fish! Philosophy.  If you don’t, look into it soon.  It’s a great story.  Take a few minutes to rethink their 4 basic principles and how you can positively affect the morale in your workplace. 

1.       Play

2.       Make Their Day

3.       Be There

4.       Choose Your Attitude

Make work fun.  Increase employee engagement.  Improve productivity.   Increase profitability.  Become a more successful organization!

My first suggestion is take a deep breath and survey the situation.  Remember, things could be worse.  You could have zero qualified applicants and upset hiring managers staring over your shoulder.  Look at this as an opportunity to find talented people.  The results can have a dramatic impact on your organization.  Seize the chance to help your company grow and succeed in a down economy.  Imagine sitting down with your boss in several years and being able to say, “Yes, that was me who hired Maria, Brian, Kathy and Luther back in 2009.  They were great hires that helped our company survive the economic downturn.”

Take a look at the most successful people in your company.  What attributes do they have that make them such a great fit?  List these out and create interview questions that uncover these things in your applicants.  Consider pre-screening questions to help narrow your list.  Think about personality tests.  You want people who fit your profile and are willing to work hard.  Every company in today’s economy needs people who seek a challenge and strive to win.

Is it time to upgrade?  There are a lot talented people available in today’s market!  Yes, it can be difficult from a morale standpoint to replace existing employees with new people but think about what is best for your organization going forward?  Personally, I’d rather have people who fit the mold and work hard than cater to people happy to have a job.  You make the call. 

Lastly, make sure you develop a strong applicant pool.  Be honest and have good communication with the people you interact with right now.  Keep good notes.  Without a doubt, people will accept jobs they are not entirely happy with.  By keeping things professional, you’ll have a chance at these superstars when future positions open up.

Use the surplus of talent available today.  Hire the right people.  Position yourself for future hires.  Do these things and you’ll look forward to that meeting with your boss!

Big thanks to my buddy and colleague Rex Fozzard who suggested we post this idea. 

Here's how it too often goes down:

Recruiter:  So what type of work are you looking for?

Candidate:  I just need a job.  I can do anything, and I'll take anything 

Recruiter:  Oh, ok, well let me get back to you on that one.  (Recruiter looks for the EXIT sign and splits)

Oops, guess that didn't go so well.  Let's go to the play-by-play and figure out how this potential career match went off the rails. 

1.  The recruiter was testing your knowledge of the company and your response didn't address your knowledge of what they do.  Research the company prior to meeting with the recruiter and you'll have a better answer to this question.  Visit their website, and look them up on Jobing.com.  A better response might sound like this.  "I know that your company is a leader in field X and since I have ten years experience and a passion for that field.  I would like to learn more about your opportunities in that area." 

2.  Your response didn't address what you bring to the table for the company.  We all need a job in part because we all need to pay our rent.  The recruiter understands that too.  However, the recruiter's main responsibility is to get the right people on the team and grow the company.  Their main responsibility is not to provide a livelihood for you.  Sorry, these are the facts.  To learn more about what the company is looking for, ask questions.  What skillsets are they looking for?  Do your skills match their needs?  How can someone like you help the company meet its needs?  What type of person succeeds in their company?   

3.  Desperation isn't an attractive characteristic in a date or a candidate.  By admitting that you're willing to take anything, you give the recruiter no reason to believe that you won't take off when something better comes along.  Easy come, easy go.   

1. Choose the right attitude first!

Right now is the time to get very real about the attitude you bring into the actual interview. In this situation, there are often multiple candidates that will bring similar skill sets to the table. Optimism, dedication and wiliness to do what it takes are the attitude that will be welcomed and appreciated.  Now is the time to truly recognize and show how you personify your company’s mission and values. Know before you go into the interview that this is the right company for you, even through this hard time, and know why. This will be a question. Be ready to answer it with a great attitude.

2. Get Noticed.

As you prepare for your interview, reconnect with supervisors you may not have spoken with in awhile. Remind all people involved in the decision making process why you were hired in the first place. Set yourself apart from the competition and show them why letting a great person like you go is the wrong decision. Be very real in this connection, as "kissing up" or "faking it" will be read easily. Your boss will have a direct influence on your re-hire. Now is the time to show your commitment and enthusiasm for the roll.

3. Take this Seriously.

This interview should be treated with the same time, dedication to detail, and attention you paid to the interview that got you hired. You are reigniting your company's interest in YOU as the best candidate for the job. Dress professionally, even if your workplace does not require it. Bring an up-to-date, polished resume that speaks directly to the skills/talents/experience you  bring to your current roll. Be ready to talk about yourself and show all of the accomplishments you have had in your tenure. Sell yourself, but make sure you do not sell yourself short.

4. Be Prepared.

Not only should you have a resume that reflects the position, but also be ready to provide evidence of your successes.

- Bring a list of accomplishments/awards.

- Be prepared to discuss your strengths as it pertains to the job.

- Discuss what you bring to the job that others cannot.

- Be confident in your experience and background at the company and in the industry.

- Have specific examples that speak to your experience:

               -In service, discuss issues you have resolved.

               -In sales, discuss sales goals reached/exceeded.

               -In operations, discuss solutions to issues or processes you have implemented.

This is not an easy topic, nor is it an easy activity. Yet, you will set yourself apart from the pack if you come in prepared with a great attitude. In the time up to your interview, do not dwell on the negative emotion; just get ready to be your best.

1.     The Culture is Unique
2.     Employees understand how their position impacts the success of the organization
3.     Employees are provided the resources needed to do their job
4.     Company policies give employees the flexibility to manage their personal life
5.     Senior leadership shows genuine interest to the employees
6.     People in the work group work well together
7.     Employees are paid fairly for their work
8.     Appropriate transparency to employees from management
9.     The organization has a commitment to their community

As you know, if your employees aren’t happy than your organization will suffer. In this business climate I encourage every leader to make employee satisfaction a priority.

I am often asked this. I mean, after all - does it really make a difference, is it really of value?

For me, the answer is yes! I truly believe getting your certification is of value and can make a difference in both securing employment, while providing you a level of credibility among your peers and with your employer (current and future). As a professional in any field, taking the time to earn appropriate certifications and maintain them is important. We often look for accountants to have a CPA, and project managers have their PMP. So shouldn't an HR professional do the same?

Of course, if the certification itself and body of knowledge that comes from preparing for and completing the certification exam doesn't have value to you as an individual, then taking the test is just an exercise in regurgitating information. If your passion isn't to be the best you can be in the profession, then this test and the re-certification process will take a great deal of time that is better suited towards exploring something that will help you be the best at what you aspire to do.

I won't lie - the test is challenging, it isn't just a no-brainer fill-in-the-bubble exercise. By preparing for the exam either through the SHRM learning system, a local certification course, or by going through one of the published study guides you can purchase at most bookstores, along with meeting the experience guidelines that are provided via the HRCI website, you will put yourself in the best position to succeed. As a bonus, the study process will probably re-familiarize you with some aspect of the HR practice that you either have not touched in a while, or haven't yet worked with in your career - which certainly can pay you immediate dividends even before you sit for the exam.

I passed my PHR exam many years ago, and then took my SPHR exam a few years later. To this day I still say with pride that I am a certified professional, and I work to stay current with my certification. Do I believe it added value for me? Absolutely! Which is why I always recommend the process to anyone who is passionate about their career in Human Resources.