Dana Lee, CPC, CTS

I spend hours weekly changing, tweaking or revising resumes. It’s not my favorite way to spend my time at work, but it must be done!

As a hiring authority, I give a resume approximately 15-30 seconds before I determine whether or not I am going to call the candidate and do a basic pre-screen.

What am I looking for in those resumes?
1. Grammar, punctuation and spelling (Is “PowerPoint” spelled correctly? What about “liaison?”)
2. Consistency in margins, font and font size
3. Highlights of qualifications and skills required for the position at or near the top of the resume
4. Bullet points highlighting job duties (not the abilities needed to do the job, but the duties themselves)
5. Experience in the job for which the candidate has applied
6. Did the candidate use a pre-formed template in their word processing program to create the resume, or did the candidate take the time to set up their own format? (Most hiring authorities prefer the second.)
7. Does the candidate have strong tenure? (If not, are there reasons for leaving highlighted in the resume, and are they feasible?)

Of course, these are just the top criteria for a strong resume. If the resume meets these criteria, I’ll dig deeper.

In today’s world, hiring authorities are looking for reasons to rule candidates out of a job, rather than rule them in. There are so many great candidates looking for jobs, that it’s easy for them to get lost in the “black hole” of resume submissions. It’s imperative that their resumes be the best possible marketing collateral about them and their search.

Fall is in the air and the DFW area is seeing the light at the end of tunnel! What tunnel is that you ask? The recession tunnel! We’ve had more calls from clients about job openings these past 2 weeks than all year! This gives us something to really celebrate, as it should you the job seeker.

To help you get ready for the interviewing you will doing as we see the market continue to pick back up, I’ve compiled a list of interviewing Do’s and Don’ts.

*Do arrive 5-10 minutes early. This means actually in the lobby, not the parking lot. Do not however arrive any earlier than that, you will be in the way. Hiring managers have a very busy day and have set aside a certain time and amount to spend with you, so make sure you stay within that frame.

 *Do research the company. Check our their website, read articles on them, look up employees on Linkedin. Do your homework!

 

*Do dress to impress. Everyone should have black, conservative interviewing suit in your wardrobe, they never go out of style. I heard that Macy’s is having a sale….so go out and invest in your future.

 

*Do practice in the mirror smiling and answering questions, or even better, have a close friend, your spouse or if you are working with an agency, ask your recruiter to role play with you. This will help get you ready and calm your nerves.

 

*Don’t be a “Chatty Cathy”. Have a few questions ready, but don’t interrupt, or talk over the hiring manager. Wait to ask your questions until the appropriate time…when they ask you if you have any questions…(not rocket science).

Remember to keep these in mind when you are called upon for interview and you will have the tools you need to be on your A game…along with a goodnight’s sleep before hand

Amanda Stark is an Executive Recruiter with the Delta Dallas Accounting Team. Reach her at 972-788-2300 or astark@deltadallas.com

By Cecile Webster, CPC, CTS

One of the best experiences a recruiter can have is to sit down with a candidate that is comfortable, confident and real. They look you in the eye, precisely expound on their experience, listen when you are talking, and make a good impression when you send them to a client. They are authentic.

Conversely, it’s painfully awkward to interview a candidate that is “putting on a show” for you. It’s embarrassingly evident when a candidate is saying things that don’t quite match who you perceive that they are. Recently, I interviewed a candidate that was dishonest with me. When she started talking about her background, she wasn’t herself. She was overconfident and pushy. After years of recruiting, you learn to trust your instinct. Her skills were on target, her personality was good, she was polished, but there was something that didn’t sit well with me. I did some research after our interview and found a mark on her background. This situation stimulated a lot of questions for me.

What made me suspicious of her before I found out that she was hiding something? What were the indicators? The only conclusion I came up with was that she wasn’t real. She wasn’t being authentic, and I knew it. During the interview experience I felt that she was covering something, and it left me with a negative feeling.

Consumers are the same way. The consumer of 2009 is part of the new collective conscience that is a little more cynical, and desires a genuine interaction with the people they do business with.

Recently, I had the opportunity to read Authenticity by James Gilmore and Joseph Pine II. Gilmore and Pine take a long hard look at the post-modern consumer and what makes them tick. Today, they assert, consumers are looking for an authentic, memorable experience.

Remember when quality was king? It is now a given. Consumers today assume that you will deliver a product that is easy to attain, at a reasonable price, with high level service and quality. These are no longer points for differentiation, they are expectations. Apparently, a revolution has occurred and authenticity has replaced quality as the criteria of concern when making a purchase.

I guess we should clarify what authenticity means. For business purposes, it is basically the perception that you are who you say you are (as a company) and that what you are selling is what you say it is. This starts with honestly knowing and admitting who you are in the first place. When a consumer encounters you and your product, how do they perceive you?

Gilmore and Pine have created a practical book that will help to guide your company on its way to honest self and consumer perception. They call this “rendering authenticity” and they very clearly assert that this will become a skill that is just as important as “controlling costs” or “improving quality.”

There are some axioms contained in Gilmore and Pine’s authenticity paradox that you should keep in mind on your journey to authenticity. They are:

• If you are authentic, you don’t have to say you’re authentic.
• If you say you’re authentic, then you’d better be authentic.
• It’s easier to be authentic, if you don’t say you’re authentic

I highly suggest that businesses read this book and re-tool their identity and marketing strategies for a consumer that demands experiential authenticity. Be real with your customers. Make your message congruent with your core values. The result will allow you and your company to join the revolution of reality that is already raging.

Cecile Webster, CPC, CTS is an Executive Recruiter with Delta Dallas. Reach her at cwebster@deltadallas.com or 972-788-2300.

For more articles like this one, please visit Hire View Magazine or email twoods@deltadallas.com for more information.

by Kim Follis

Recessions create leaders. These days, as part of the leadership team here at Delta Dallas, I find myself recounting my earlier recession experiences to my team. During the first recession I went through in this industry, I was clueless. During the second, I almost went down for the count. When this recession came along, however, I just looked up and said “Bring it on!” It has been important for my team to know that I can relate to the challenges they are experiencing in this recession.

In times of uncertainty, it is natural for people look to those in charge – their leaders – for guidance. My team is reassured by the fact that this is my third recession and I am still ready for the challenge ahead. In any difficult time, people start to look around to see if their leaders have the qualities they perceive to be most important in a person worthy of following.

We have an open atmosphere here at Delta Dallas. From my desk I can hear almost every conversation in the office. Lately, I have been intently listening to our recruiters’ conversations about leadership. Every day we discuss what qualities our candidates desire in a potential manager. We also converse with clients about what leadership qualities they are looking for in an employee. It turns out; there are a few qualities that consistently rise to the surface during these conversations. They are:

Vision: The ability to give direction.
Motivation: The passion to carry you through what you need to accomplish.
Confidence: The strength of belief in oneself.
Initiative: The fortitude to make decisions and do what needs to be done.
Knowledge: Not only possessing the information, but sharing it with others.
Productivity: Bottom line, quantifiable results.

Here’s the eye-opener, though. My staff has actually been discussing the characteristics that I look to develop in them. My goal is to build more than a team. My goal is to build a team of leaders.

I have been particularly interested in the relationship between leadership qualities and productivity lately. As I have been reading, I have found that some of the experts believe that it is a leader’s responsibility to maximize team productivity and to contribute by example – and I agree with a majority of their comments. However, the most important productivity factor in our office is developing the leader within each of our employees. It is much easier to set goals for your team and be done with it than it is to make efforts to develop leaders. But in my experience – individuals who can lead themselves have higher production levels. Ancient Taoist Lao Tzu said, “Give a man a fish; feed him for a day. Teach a man to fish; feed him for a lifetime”. It has been more important to teach my team the life skills of goal setting, accountability, and measurement. These personal leadership tools will help them to maximize their production as individuals and for our company.

Are you ready to develop individual leadership in your team? It is a process, but you can begin to guide and grow your internal leaders by teaching them what the essentials are. This week, take a few of your top producers (they will be the best team members to begin with) and ask them to answer the following questions:

• Do you have clearly-defined SMART (Specific, Measurable, Achievable, Realistic, Time-Bound) goals related to specific job responsibilities?
• Have you defined systems, procedures and processes in place for each job task?
• Do you have an understanding of the acceptable measurement tools for the job at hand?
• Are you evaluating your work regularly and the results you have obtained?
• Do you have the adequate tools/skills available to accomplish the defined goals?
• Do you have the authority and decision-making ability to complete the required tasks?
• What motivation is present to drive needed results?

As your employees work through these questions, they take on the responsibility for their own productivity and differentiate themselves as company leaders.

Creating leaders has many rewards. In the past few months I have been inspired by the leaders in my own staff. Their feats of leadership, risks toward personal accountability and personal productivity have amazed me. One of our consultants came up with a new hiring solution to meet the financial/guarantee concerns of a client creating a win/win situation. Another consultant worked with a client to explain the importance of weekly one-on-ones with her staff in order to review departmental goals and expectations. I have even seen our team of grown women celebrate each other’s weekly accomplishments with whistles, pom-poms and silly string . . . creating a sense of community and motivation for the week to come.

As a leader, let it be known that you expect leadership qualities in your staff and provide support . . . but press your team to come up with their own creative solutions. You will be doing your employees a favor by preparing them for the times ahead. The economy to come will require that employees think creatively and offer far more value than just filling a cubicle. Talent will be a critical factor for workers and corporations in the new economy. By mentoring your employees, you are preparing them for maximum production and developing your company culture for the future ahead.

Kim Follis is Vice President for Delta Dallas. Reach her at kfollis@deltadallas.com or 972-788-2300.

You know the old saying, “Never work with kids or props?”

What about, “Kids say the darndest things?”

Well, yesterday we got to work with our kids, and they did say the darndest things!  It was the first ”Bring Your Child to Work Day” at Delta Dallas.  We had six children between the ages of seven and ten, and it was a hoot!

They filled out employment applications, interviewed with recruiters and learned the interview process from start to finish.  They had to answer the age-old question, “What do you want to be when you grow up?” as well as other questions about expected salary, hobbies, likes and dislikes.  Needless to say, the answers about salary were quite revealing!  One nine year old said that he expects to earn $20,000 per week, while another said that she wants to earn $10,000 per year (she thinks!).  When it comes to career paths, we had everything from dancing to teaching to professional baseball (guess who expects to make $20,000 weekly?!).  The most popular hobby, across the board, was playing video games.

Our children answered questions that our candidates answer every day. The difference is that they answered like kids. They answered with frank honesty, and they were comfortable in their own skin. They didn’t hesitate with or “over-think” their answers. Admittedly, there was a lot of fidgeting, (not recommended interview behavior) but overall they were a pleasure to interview because they found pleasure in the process.  It’s definitely something to consider.

They also spent some time watching the recruiting team at work and, by the time they left, were able to answer questions about what their moms and dad do every day.  Of course, they also went bowling, played video games and watched a movie!  Not a bad way for them to spend their first day in the corporate world!!

Thanks to Don Crawford, our CEO for a wonderful day!  We can’t wait until the Second Annual “Bring Your Child to Work Day!”

Dana Lee is an Executive Recruiter with Delta Dallas. Reach her at dlee@deltadallas.com or 972-788-2300.

Don Crawford, President and CEO

Posted a job on one of the job boards lately? Good luck with that! LOL – All you wanted was to interview a few people to replace your now lackluster administrative assistant.  Now, with your posting,  you have 8,000 resumes to go through from anyone who can spell “monster” or “career”. All of the applicants say that they will be the “best” admin. for the job, and few have the requisite skills that you need. Get real!

 Okay, this may seem like shameless advertising, but let’s think this through realistically. You have a job to do – and unless you are a recruiter, I am sure you are much better doing what you are paid to do rather than evaluating resumes, skills and personalities.  There are few times when you don’t need a recruiter (never…*cough*cough*) and high or low unemployment conditions are not those times.  You need to make the right hire now more than ever. And even though writing a check to a staffing firm is difficult  in this market, you need to “topgrade” your staff now, today, pronto.  Price Pritchett wrote a great book about topgrading. I highly suggest you read it and take action. If you want outside help, call me. I will help you.  My apology for the mini-ad blog but the clock is ticking and companies need to consider ramping up their teams (or re-vamping their teams) with a few high performers who will be able to lead new hires as economic recovery ensues.

I had a day to myself recently, and decided to beat the heat at a movie.  While I waited in the lobby, I saw a gentleman in shorts, t-shirt and tennis shoes (with his sunglasses on, no less!) approach the manager on duty.  He said that he was looking for a position; she told him what positions they were filling, and gave him an application form to complete.

What struck me as odd in this situation was the fact that this was a grown man – not a high school student out for the summer, or a college student looking for flexibility in schedule.   While I tried to mind my own business, all I could think about what the first impression that he gave to the manager.  I understand that he was not applying for a management or professional role, however he was applying for a job. 

Times have changed when it comes to appropriate work attire – no doubt about it.  Fifteen years ago, men wore suits and ties; women wore panty hose.  Most companies have gone to a “Business Casual” dress code now, and are more lenient in their office attire.   If you see people in suits now, it is because they are either in sales or interviewing for a new position.   

Think of the first impression you want to give a hiring authority.  Do you want them to see you ready for success?  Or do you want them to think that your job search is an afterthought, which might leave them to believe that your work ethic leaves something to be desired as well?

Know the environment of the company with whom you are interviewing.  If you are going to be working in a corporate environment, you need to be prepared to dress professionally for the interview.  Suits are still necessary for corporate interviews; if you have never had to wear suits before you need to invest in one or two good ensembles.  For women, it is acceptable to wear pant suits with coordinated jacket and pants. Panty hose are not a necessity any more (as I sit in the July heat, I am so grateful for that!), but professional shoes are.  No strappy sandals for an interview!  If you arrive at the company and notice that you are overdressed compared to the staff, bring it up in the interview – they will see it as a sign of initiative, that you were paying attention to your surroundings, and that you care about the environment that you hope to join.

If you are interviewing for a position where employees wear uniforms (such as movie theatres), it is still important to put together a strong presentation.   While a suit might be overkill for such a situation, there is a proper look to leave the right impression.  Professional slacks, a button down shirt and nice shoes would probably work well.  Make sure the items are well pressed, too!

Remember…You never get a second chance to leave a first impression.  It’s better to be overdressed than under-dressed…even if you are only applying for a position at a movie theatre.

Michelle Cook, CPC, CTS is Vice President with Delta Dallas

 

Companies need motivation, especially during tough economic times. When you think about it, the success of any facet of your business can almost always be traced back to motivated employees. Unfortunately, motivating people far from an exact science, there is no secret formula.

There might be a lower emphasis to motivate employees since there probably won’t be much jumping around to other companies, but just because employees stay doesn’t mean they will be motivated to perform their jobs at high levels. Quality will suffer as a result. This is why companies still need motivation during both good and bad times.

From productivity and profitability to recruiting and retention, hardworking and happy employees lead to triumph.

Here are some ideas I have come up with on how to motivate:

Start with YOU
It’s amazing how, if you hate your job, it seems like everyone else does, too. If you are very stressed out, it seems like everyone else is, too. On the other hand, enthusiasm is contagious. If you’re enthusiastic about your job, it’s much easier for others to be, too. Also, if you’re doing a good job of taking care of yourself and your own job, you’ll have much clearer perspective on how others are doing in theirs.

A great place to start learning about motivation is to start understanding your own motivations. Think about how your job is configured to support your own motivation, and what can you do to better motivate yourself? The key to helping to motivate your employees is to understand what motivates them, so what motivates you?

ASK
Each person is motivated by different things. You can find this out by asking them, listening to them and observing them.

Create a check list of possible motivators. Fill out the list yourself and one for your employees and then have each of your employees fill out the list for themselves. Compare your answers to theirs. Recognize the differences between your impression of what you think is important to them and what they think is important to them. Then meet with each of your employees to ask what they think are the most important motivational factors to them. Lastly, take some time alone to write down how you will modify your approaches with each employee to ensure their motivational factors are being met.

Here are a couple of ideas:

• Time Off
• Flextime
• Working from home
• Consider, for example, time with family, recognition, a job well done, service, learning, etc.
• Moving physical location of office/cube
• New job title

Goals
Establish goals that are SMART:

Specific
Measureable
Acceptable
Realistic
Timely

Clearly convey how employee results contribute to organizational results. Employees want to know that what they are doing does make a difference. This realization often requires clear communication about organizational goals, employee progress toward those goals and celebration when the goals are met.

Recognition
When employees have done a good job, particularly when they’ve succeeded in a challenging assignment, nearly all want to be recognized for doing so. When this doesn’t occur, the result often is de-motivating (a “what’s the use, nobody cares” attitude). But when honestly and genuinely offered by supervisors and other management, praise and recognition can be one of the greatest motivators.

Have Fun
The reality is that too few people are having fun at work. And there is plenty of evidence that suggests employees who have fun at work make more money for their employers, miss less work, are more creative, and are ultimately have increased job satisfaction.

Don Crawford, President and CEO

Do you really want a job?

The realities of economic struggles have been punching people in the gut for about a year now. The protective bubble over the Dallas/North Texas area has been unable to sustain the overwhelming effects of the national economic decline. Tough times are here and the Dallas workforce has been forced into dealing with the issues that accompany the current situation.

Do you really want a job? If you have been outsourced, downsized, let go, re-organized or just fired and find yourself unemployed…then you must decide if you really want a job. If you happen to have a job at the moment - don’t think that you get off easy. You have to decide whether you want the job you have. Now.

Before the economic downturn, we had all gotten pretty spoiled in the area of work/life balance. If something was out of balance, it was the life side of the scale that usually got our attention. Like it or not, things have changed for most of us now, and it’s “who really wants a job” time. “Showing up” and even “working hard” are not going to cut it. If you really want a job or really want to keep the one you have – then it is time to pony up and deliver service with that desire. Companies are not in a position to coddle, inspire, or wait on your potential to show its pretty face. If you want a job, or want to keep the one you have, you are going to have to suit up and kick some butt every day.

Candidates: Show up earlly for those interviews. Wear your best suit. Do some research on the company. Be ready to tell your potential employer how you will make a positive impact on their business if they hire you. Yes, you can do this for any position in any company. Show some passion and ask for the job. Be able to articulate why you want the job and why you are a good choice.

Employees: Show up on time. Dress for success. Find ways to make more business happen. Promote something. Anything! Make a difference in how your co-worker, department or company is able to succeed. Get busy and do something. Do something over and over again until something works. Your company needs your all out effort and if you really want a job, you had better give it to them.

We have many candidates that want and need work, so if you don’t think your employee is giving their all, call me, and I will help you find someone that will. If you don’t want your job, call me - and I will help your employer find someone that does. Finally , if you don’t have a job, and you really want one – well…I am sure you are already one of our candidates, aren’t you?

Don Crawford is President and CEO of Delta Dallas. Reach him at dcrawford@deltadallas.com or 972-788-2300.

OK…If we’ve said it once, we’ve said it a hundred times.  We’ve written articles, given workshops, previously blogged and had counseling sessions with candidates about it.  What is it?

It’s your online brand!

Are you on Facebook?  Twitter?  LinkedIn?  MySpace?

What does your online profile say about you?  Is your profile picture on the conservative side, or does it show you at a wild party, possibly in a compromising position?  Do you have photo albums of you tanning yourself on the beach in a too small bikini?

In today’s world, if you post something online, you can be assured that a hiring authority will find it.  Google yourself!  What do you see?  Is it something that you want the HR Director of your target company to see?  If not, change it.  Make your profile private.  Change the pictures.  Keep the pictures on the conservative side. 

Once you make the changes to your profile, have someone else check it.  Is it truly private?  Is it professional (or at least conservative)? Or would there still be questions?

We had a candidate lose a job opportunity this week due to a Facebook profile.  She had an amazing first interview with a company and was about to be called back for a second.  Then the hiring authority searched her name online.  Sure enough – there were plenty of pictures and posts that made him hesitate.  He decided to release her from the search. 

Don’t lose a job before you have a chance to interview! Remember – if it’s online, it’s public property!!

Check out the article that Kim Follis, VP of Operations, wrote last month for our e-zine.  In it, there are some great dos and don’ts listed for social networking.  http://magazine.deltadallas.com/328/?mtcCampaign=7235