Tips for Conducting a Confidential Job Search

Many people conduct a job search while still employed and understand that this could jeopardize their current position. Realistically, it must be understood that there’s no way to guarantee a confidential job search and you should be prepared if your employer becomes aware.

However, here are a few common sense suggestions:

Given that it’s difficult to find a new position if you can’t network, be selective in who you tell. Pick only those you truly trust and ask them to relay any opportunities they are aware of directly to you and only you. There’s no need to divulge information about why you wish to change jobs, just the ability to articulate the type of position you want to pursue. Merely sharing your mission with others does not automatically result in job opportunities coming your way. You will need to be methodical about following up.

Give your contacts the names of specific companies you would like to work for and ask who they know you could contact. It’s wonderful when the person mentions you to the staff member, but it’s risky. This is especially true if you’re in a small or “everyone knows everyone” type of industry.

It’s not uncommon for an employer to search the online job sites for names of employees to see if their key staff are job hunting. Be very cautious (don’t actually) post your resume to job sites where it can be discovered by anyone. Don’t tweak your LinkedIn.com profile with information that could tip off your boss.

Consider having a “blind” version of your resume. Instead of your name, use something like “confidential.” While your current employer might be a big selling point in terms of securing a new position, resist the temptation and use a generic company name and description. You can explain why you’re keeping your information confidential in your cover letter, which would also have generic information.

There are also some “no brainers.” You would never conduct a job search while at work, would you? Of course not. More than one employee has been terminated because of such poor judgment. Of course you wouldn’t use your employer’s resources (phone, copier, printer, email, etc.) to conduct your search. Remember the commercial depicting the boss telling a subordinate in a staff meeting that he found her resume in the printer? Use only your personal contact information on your resume. Create an email address specifically for the job search, sam@gmail.com.

Consider using a recruiter to market your resume, but get it in writing that yours is a confidential search. Many employers hire recruiters to conduct confidential searches for candidates and it’s perfectly fine for candidates to do the same. The recruiter can put your information out there and vet the opportunities for you, all the while protecting your identity.

At some point, you will need to divulge your name to a potential employer. The further into the selection process you are before you have to give up your identity, the better. At that point, it’s a good idea to tell your current boss that you’re looking at another opportunity and deal with the consequences.

It’s difficult to conduct a confidential job search, but not impossible! Unfortunately, there’s no an “invisibility cloak!”

IT'S THE LITTLE THINGS

Truly, it is the little things, and usually the person doing or saying the little thing has no idea what a big thing it can be to the recipient.

In a two hour span this morning, a client canceled an order we had worked on for days, an associate decided to just not go to work and didn't call, and a competitor was awarded a contract we bid on (way low but not low enough it seems). Just when I was ready to go home and start the day over, the phone rang. A lady we found a job for a few months ago was calling. She said she just wanted to tell us how thankful she is and how much she loves her job and how she wouldn't have had this opportunity if it weren't for Remedy.

All the other "stuff" just drifted away. I felt warm, fuzzy and positive again. The fact that the work we do does make a difference to people was something I needed to be reminded of at the time. To the caller, it was just a phone call, a little thing. To me, it was a pleasant and welcome thanks, a very big thing.

Looking for Work? Check Your Work Ethic!

Don't let poor work habits keep you from finding work. It's said that finding a job is a full time job, and your job search needs to be approached with the same good behavior. Exhibiting good work habits when seeking employment is just as important as it is when you have a job.

What, specifically, is involved? Dependability, Motivation, Initiative.

Dependability - it's so important to be punctual, reliable, and honest, all the same traits that make you an exceptional employee. Be punctual for your interview. Recruiters and hiring managers are on a schedule and if they accommodate someone who is late, other applicants may be effected. Be reliable and bring the information and materials requested. Certain documents are necessary to complete the hiring process and without them, you run the risk of not being hired. Resist the temptation to exaggerate your experience and skills. It's likely your employment background will be verified and having discrepancies uncovered will certainly cost you the job.

Motivation - exhibiting enthusiasm and taking responsibility for your own job search is key. If you don't show energy in participating in the process, the hiring manager will assume you won't show energy at work either. After looking for work for months, it can be a challenge to be positive and energetic, but do your best!

Initiative - Take charge of your job search. Be proactive. Reach out. Develop and use your network. Research the companies you apply with and use that knowledge in your interactions. Take the initiative to find out what the environment is and act accordingly. Follow up with a thank you after each interview. Stay in touch with the recruiter. Displaying the ability to act independently sends a huge message to the decision maker and goes a long way in differentiating you from the competition.

The traits that enabled you to be successful in your prior employment are the same traits that will land you a new position!

How to Get The Most From Your Staffing Provider, Part III

For employers who staff through a temp-to-hire model or use a large number of contingent workers:

1. Treat your staffing provider as a partner.

2. Communicate any information that affects them and their service to you. What they don’t know can hurt you.

3. Include your staffing vendor in meetings so they are up to date on the company’s policies, procedures, business initiatives.

4. Encourage supervisors and managers to meet with the staffing company’s representative regularly.

5. Seek input from your representative. He or she may have information about your workforce that you need to know.

6. Encourage your provider to hold quarterly or semi-annual business reviews presenting the FTE, total hours worked, total spend, turnover, reasons for turnover, state of the labor market, and any initiatives that will improve the quality of the service you are receiving.

7. In order to avoid co-employment issues, the staffing representative should conduct all employment related activities and discussions with their associate, including coaching and counseling.

8. Require your staffing provider to live up to their service level agreements, but assure they are being compensated appropriately. Staffing is one of those things representative of “you get what you pay for.”

How to Get The Most From Your Staffing Provider, Part II

1. After completing an interview, tell the recruiter what you did or did not like about the candidate. He or she has provided you with the best candidate according to the understanding of your requirements. By giving your feedback after the interview, the recruiter can refine the criteria he or she is using. If you did not select a certain person but don’t offer any explanation, the recruiter doesn’t know what to do differently in sourcing the next applicant.

2. The staffing company will offer the assignment to the associate on your behalf. Remember, the person is their employee. However, if there is information you want the employee to have prior to starting, the staffing coordinator can save you time by including that in their orientation. It’s also very helpful if the new associate knows what to expect when they arrive on the first day.

3. Expect to be contacted on a regular basis regarding the associate’s performance. By providing timely feedback, problems can be corrected before they become serious. Part of the fee you pay is for your staffing company to handle performance counseling if necessary, including termination.

4. Remember, the associate is the employee of the staffing firm, not your company. And the staffing company is responsible for all employment related activities and communications, which helps avoid any co-employment issues.

5. Give detailed information about how you want your invoice to appear. Do you need it broken down by department or location? Is the billing address different from the service address? Would an electronic invoice work better for you? Do you want copies of timecards attached? Communicating these details up front prevents issues with billing down the road.

6. Pay the invoice in a timely manner. The staffing company is basically making you a loan until you pay them. They have paid the person working for you and they are out that money until reimbursed.

7. Most importantly, stay in communication with your staffing provider. They should be consistently keeping you updated on progress toward filling your position and checking on their associate after the position is filled. No news is not good news, in either direction! Provide them the feedback they need to do a great job for you!

How to Get The Most From Your Staffing Provider

By following these suggestions, you can maximize the return on your investment with your recruiting firm:

1. Lead time – as soon as you realize you’re going to need some staffing assistance, contact your provider. The more lead time they have, the greater the odds they’ll find just the right person.

2. Be specific – when giving a staffing order to your provider, provide as much information about the job as you can. A receptionist in one company may have very different duties from a receptionist in the company across the street. Give a written job description if at all possible. Be detailed about the requirements – how much experience, how advanced, what programs and software,. What are the characteristics of a successful employee in the position? What’s the schedule? How long is the assignment?

3. If the position is temporary or temp-to-hire, the associate is the employee of the staffing company and they will decide on pay rate. However, if you can provide a range that you typically pay, it gives the staffing coordinator an idea of what is appropriate. This also prevents the associate from being paid higher than the salary the company will offer when they become their staff member.

4. If there are particular cultural criteria that affect the success of an employee, share these with the recruiter. Is this a laid back office? Is it highly structured? Do people socialize a lot? Would an introvert be more comfortable than an extrovert?

5. What is the dress code? If business casual, what does that mean in your company? What are the expectations regarding appearance?

Part II will have additional suggestions for getting the most bang for your staffing buck!

Job Seekers! Mind Your Manners!

As recruiters, we speak with many job seekers every day, and we are seeing some amazing behavior lately. It’s a tough job market, so maybe this is the time to sharpen your interviewing skills and more importantly, your manners!

Please don’t come in dressed like you just got out of bed. Good grief, take a shower, comb your hair, ladies put on some makeup, and dress in the nicest clothes you have. Pay attention to your grooming. You’re competing against hundreds of other applicants. Set yourself apart.

Don’t react negatively to the employers’ screening process. If asked to provide information a second time, provide it. If asked to take assessments, take them. Heavy sighs and eye-rolling send the wrong message. You’re being assessed on your behavior as well as your skills.

Of course you are frustrated and worried about being unemployed, but arguing with the recruiter will not get you a job. Yelling at someone can’t cause them to suddenly have an opening. And when they do have a position available, you won’t be considered.

Insisting you are qualified for work for which you have no experience doesn’t help. Do describe the background you have that fits the position, but don’t argue that you should be considered if you’re told you don’t match the requirements. The employer knows the qualifications. Arguing only leaves a bad impression and takes you out of the running if a position comes up for which you are qualified.

It’s difficult to be told you’re overqualified. However, employers are genuinely leery of hiring an overqualified person because, from prior experience, they know they’ll lose the employee to the first better opportunity. Don’t tell the interviewer you’re willing to take a lesser position because you just need a job. That makes you sound desperate and certainly doesn’t bring comfort to the employer. And employers have many resources to verify applicants’ backgrounds, so be honest.

Selling yourself doesn’t mean being demanding, launching into a long dissertation about why you’re the best, or leaving in a huff when you’re told there’s nothing available. It does mean presenting your resume, asking and answering questions, and making a good impression because you’re polite and agreeable.

There’s polite persistence, and then there’s annoying stalking. Questioning the recruiter’s honesty or attacking them personally won’t create a job where there isn’t one. Ask if there’s been any change since the last time you spoke, and when would be a good time to check back. Let the recruiter know you’d like to be considered when a position opens. The recruiter will remember you (in a positive way) when there’s a job available.

Employers honestly wish they had positions available. We work hard to stay positive when we have to say “no” all day to people who need employment. Unfortunately, we can’t create jobs out of thin air. What we can do is be honest with you and share any advice and information we have. Our job is to find you the best job possible, so trust us to understand our openings and who is best qualified.

Contact as many places as you can, stay in touch, keep at it - because that’s the only way you’ll snag that elusive opportunity when it does present itself. And for goodness sakes, mind your manners!