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!
Showing posts with label employment advice. Show all posts
Showing posts with label employment advice. Show all posts
Friday, September 11, 2009
Wednesday, July 8, 2009
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!
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!
Friday, June 5, 2009
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!
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!
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