Hello? Hello! Anyone Out There? Why You Never Hear Back

Posted by Dana Fink, Director of Staffing at Glenmont Group

The most common complaint we hear on a day-to-day basis is when a candidate sends out resumes during a search, they never hear back. Applying  to positions through a company’s website or job portal is often compared to sending resumes into a “black hole”.

Some ways to avoid /overcome this are:

• Do some investigation on LinkedIn. See if you have any personal connections to potential hiring managers, at the minimum get a contact name to send your information to.
• Use a recruiter to act as your talent agent. They have personal connections and have the ear of hiring managers and HR contacts to highlight your strengths as they apply to a specific job.
• Have a clear and concise message in a cover email. Lengthy cover letters with broad sweeping statements of how wonderful you are and excited about the opportunity are pointless. Have a few key bullets that DIRECTLY correlate to the opening at hand.
• Luck and timing have to be on your side. Replying to old postings in hopes that the position is still open will probably not net the best results.

I welcome reader’s comments on their own experiences—

In addition, I found the following tips on Glassdoor.com insightful-

5 Reasons Why You Never Hear Back After Applying For A Job

Meghan M. Biro, Glassdoor

Read more: http://www.glassdoor.com/blog/top-5-reasons-hear-applying-job/#ixzz25bbHV55O

People  often wonder why they never hear anything back after they hit ‘send’ on the  email with a resume attached or on the on-line job application. If you’re very  lucky, you might have a preliminary email exchange with a recruiter and then  never hear from them again.

It’s a depressing experience, and one which also casts a shadow on the  hiring company’s reputation. So why does it happen? Is it you, is it them, or is  it just something every candidate must prepare for in the hiring  process?

There’s no question job seekers face an uphill climb. High unemployment  nationally means more competition for every position; according to a January  2012 article in the Wall  Street Journal, Starbucks “… attracted 7.6 million job applicants over the past 12 months for about 65,000  corporate and retail job openings…”

An oft-cited recruiter’s complaint is that as many as 50 percent of people  applying for a given  job simply aren’t qualified. Adding to the challenge, most  large companies – and many  smaller ones – use talent-management software to screen resumes,  weeding out up to 50 percent of applicants before a human even looks at a resume  or cover letter. The deck is definitely stacked against the job seeker. So how  do you break through?

Here are my top 5 reasons you’re not hearing back after applying for a job,  with five suggestions for ways to avoid the Resume Black Hole.

Why You Never Hear Back:

1. You really aren’t qualified. If a job description  specifies a software developer with 3-5 years of experience and you’re a recent  graduate with one internship, it’s unlikely you’ll get a call. Avoid  disappointment – don’t apply for jobs for which you lack qualifications. Most  job descriptions are written with very specific requirements. Yes, the company  is trying to find the most qualified candidate; yes, they are trying to weed  people out. It’s not personal, it’s business.
2. You haven’t keyword-optimized your resume or  application. Job descriptions are salted with keywords specific to  the skills or attributes the company seeks in applicants. A close read of the  job description is a necessity, as is keyword-optimizing your resume and cover  letter, if you’re using one, or email. If the job description lists words in a  certain order, e.g. a list of programming languages required, use the same order  in your resume.
3. Your resume isn’t formatted properly. You might think  distinctive formatting will set your resume apart, but automated programs don’t  care if a document is pretty. Help a machine out. Be consistent in formatting – consider using separate lines for former employer, job title, and years  worked.
4. Your resume is substantially different from your online  profile. LinkedIn, Dice and other online  profile sites can be useful tools, so it‘s important to make sure they match  what’s on your resume. This may seem to be a contradiction – in #1 I advised  keyword optimization – but it’s really common sense. Jobs worked, employers,  years on the job and other details should match. The subtext here is  always tell the truth.
5. The company received 500 resumes for one job posting, and yours was  499^th in. Looking for a job is a  job. Do your research – know which companies you want to work for, organizations  where you sense culture fit. Every morning scour the job postings and jump on  anything for which you’re qualified (and in which you’re interested.) Being  early with your resume or application does matter. Check back  often in the first few days to make sure the listing hasn’t changed. Often a  company will post a job and halfway through the process change the  description.

It’s hard to game the system. Your best bet is still a personal referral, and  even that may not be enough to get a call. A guy I know gave his resume to a  woman who worked at a company where a good job had been posted. He received an  automated email noting his resume had been received but never heard another  word. After a month he asked his friend to check with the recruiter. It turned  out the job description had changed, but the recruiter never bothered to let the  referring employee – or the applicant – know. This isn’t unusual, unfortunately.  So what can you do?

How You Can Get Noticed:

1. Research interesting companies on social media. Find  out who the recruiters are and follow them. Many will tweet new postings, so  watch their streams and jump on anything for which you are qualified. And if  they tweet news saying the company’s had a great quarter, retweet the news with  a positive comment.
2. Consider starting a blog in your area of interest or  expertise. It’s a social world; time to build a trail of  breadcrumbs leading to you. Include the blog, and links to any especially  relevant posts, in your emails to recruiters with whom you’re working.
3. Get professional help with your resume. Either a  resume writer or an SEO expert can help you increase your odds of getting  through the talent management software. If you can’t afford this step, read the  top career blogs for advice.
4. If at all possible, don’t wait until you’re out of work to find your  next job. I realize for many people this isn’t possible or might  even be offensive, but your chances of finding the next job are best when you’re  still employed.
5. Network. Old advice, but still true. Be visible, be upbeat,  be informed about industry trends and news in your area of expertise.

Finding a job is tough, no question. I’ve talked to other recruiters who say  they only respond to 30 percent of applicants. The odds are good you’ll be in  the 60+ percent who hears nothing a lot of the time. Don’t take it personally – it’s not a rejection of you, it’s a reflection of the times. If you don’t hear  back, know you’re not alone.

Read more: http://www.glassdoor.com/blog/top-5-reasons-hear-applying-job/#ixzz25bakRF69

Candidates Aren’t The Only Ones

Posted by Geoff Zodda, Managing Director at Glenmont Group

It is obvious that when candidates arrive at an interview, they are going to have to speak to their background, achievements and aspects of the department that they have been instrumental in building. Without that information, the hiring manager has no way to separate them from everyone else they are interviewing. In essence, they need to “sell” themselves.

In this day and age, the potential employer needs to be in a position to sell their organization as well, in order to nab the top individuals on the market. This is a key component to an interview from the candidate’s perspective. If they feel that they are being sought after and have gotten a lot of information on an organization, they are more likely to accept a future offer, rather than if it’s a cookie cutter, Q&A interview.

One aspect of selling is just giving the candidate a feel for the long-term growth potential. While they may not ask about it during the interview process, candidates always like to have a big picture, birds eye view on what their career may look like at an organization if they are successful there. Another aspect is introducing the candidate to respected employees who would be in their department. Seeing an example of those who have been successful could provide the incentive to come on board. They can picture their future with the organization.

One last consultative way of selling an opportunity to a candidate is to have them meet with the highest individual in the department. It doesn’t have to be a full fledged interview, but at least a meet and greet. This will make them feel like they will be an integral part of the organization, as opposed to a small cog in a large machine.

When I see employers utilize these methods to “sell” candidates on their firm, the results are extremely positive. The proof is in the pudding that when a candidate feels like they have growth potential, are part of a team and can have an impact on an organization, an accepted offer will be forthcoming.

First Round of Interviews: Phone vs. In-Person

Posted by Geoff Zodda, Managing Director at Glenmont Group

 Everyone has different opinions on whether they’d rather have a phone or in-person interview during the first round of interviews. Some prefer the phone call; some dread a phone conversation as a first impression. Here is a breakdown on when to utilize a phone interview as the first round of the vetting process, and when to bring in the candidate. Also, the pluses and possibly the adverse effects of doing so.

 When to conduct a phone interview:

-The position is time sensitive – There needs to be a quick vetting process and the client does not have enough time to have thorough conversations with each candidate. This brief conversation will give them a feel of the candidate’s background and whether they are a close enough fit technically speaking and personality wise, to bring in for interviews.

Adverse effect: Individuals do not necessarily portray themselves in the same manner on the phone as they do in person. That would make taking the time to conduct phone interviews, an additional step that ends up being a time eater.

 -There are a ton of candidates to choose from - If the resumes are pouring in and there just is no way to meet with each candidate individually to start off the process, a phone interview would work perfectly. Make sure you ask to the same type of behavioral and technical questions to each candidate to make sure that everyone is on an equal playing field.

 -Different locations – If the hiring manager is located in a different location from the candidates, it makes perfect sense to conduct a phone interview. In geographically challenging situations, it saves the client time and money, and both parties time.

 When to conduct an in-person interview:

-The position is very niche - In the case that the position is very niche, where there are only a few experts for the opportunity, an in-person interview is the way to go. You do not want to pass up or delay the process by starting off with a phone interview when you can as easily meet with the candidates.

Adverse effect: You may think you have the right candidate on paper, but when you meet with them, it could be a totally different story.

 -The role is one with a lot of client facing – If there is a lot of interaction with customers, or users, one may opt for an in-person interview first. The fact that part of who the client will choose for this position is based upon how the individuals present themselves should be a good enough reason to skip the phone interview round itself.

 If you are a hiring authority and have to make this sometime difficult decision on whether to conduct phone interviews or in-person meetings to start off the process, go through this brief check list and see what works best for your situation.

Glass Half Full

Posted by Joe Alonzo, Director of eDiscovery/Computer Forensics at Glenmont Group

As we get deeper into the summer, you may soon feel that hiring tends to slow.  You are probably right.  Even though every company still has deadlines and deliverables to meet, the fact remains that we are entering the height of summer vacation season, and scheduling interviews will soon become hectic.

I follow several industry blogs, however Inc.com always has some insightful articles on today’s Professional.   In this article, the writer highlights that he sees a lot of postings on staying positive, but not too many on losing your negativity.  I couldn’t agree more.   I speak with dozens of people per week, many of whom I am unable to help for an array of reasons.  My best advice to the struggling job seeker is to stay positive, as hard as that may be.  We are empathetic and realize that some candidates feel they cannot catch a break after countless interviews and unfavorable outcomes,  but the pessimism will start to show and that could cost you the opportunity you need/want.

A pessimist sees only the dark side of the clouds and mopes; a philosopher sees both sides, and shrugs; an optimist doesn’t see the clouds at all – he’s walking on them – Leonard Lewis Levinson

So, This One Time, At Band Camp…

Posted by Adam Weissman, Director, IT and Legal Technology at Glenmont Group

I am always intrigued, often confused, and sometimes impressed, by the methods by which people prepare themselves for job interviews. A big discussion topic in the employment world is, “How do I distinguish myself as a candidate for a job?” I have learned over the course of my life as a recruiter that assuming an individual’s innate ability to interview well (i.e. dress appropriately, make eye contact, articulate ideas and information in a detailed-but-concise manner, ask questions that are both relevant and appropriate for the circumstances and the specific job or company, etc.) without guidance, ends poorly more often than not. Every time a candidate (whom we represent) interviews with one of our clients for an open, viable position, the outcome is a direct reflection on both the individual recruiter and Glenmont Group as a Search Firm, good, bad or indifferent. Each interview conversation, for each job, with each organization, can and must be tailored in order to convey the right message and fit.

Regardless of the level of position we are recruiting for, any candidate who interviews with one of our clients, has been prepared for their interview by a Glenmont Group recruiter. We are not providing canned responses, confidential information, or question lists, as we find many interviewers want to elicit different information from one interview to the next. Clients sometimes even base their inquiries within the context of the conversation with that specific individual. Rather, we focus on counseling these talented professionals in their mindsets and overall approach to the conversations and meetings they are about to have – the exchange of information that, for some, could have a profound impact on their professional and personal lives.

Ahh, the ever-elusive, no-fail tactics to ace every interview do not lie here. However, I read an article this morning by Vickie Elmer on AOL Jobs that identifies one interviewing strategy that can be beneficial to prospective job applicants, particularly in the professional setting. Elmer encourages interviewees to give thoughtful consideration to personal stories that can provide potential employers a highly-relevant, valuable insight into the broader makeup and character of that individual.

http://jobs.aol.com/articles/2012/05/16/how-to-tell-your-story-in-a-job-interview/

Pick Up the Phone; It May Be Your Best Career Move

Posted by Joe Alonzo,  Director of eDiscovery/Computer Forensics at Glenmont Group

I have read a few recent articles/blogs about the benefits of using of a recruiter and what to expect from people in our business. Many of the benefits are self-explanatory like access to hidden opportunities, quick feedback/direct line of contact from hiring authorities, and strong representation when it comes to getting the ideal career.

There are a few benefits not mentioned in anything I’ve read that I think are worth highlighting.

Let Us Be Your Soundboard: While your recruiter may think she/he is bringing you the best opportunity, you may feel that after one or two rounds of interviews that this isn’t so. Sitting across the table from you during an interview is a very professional and cordial individual, sometimes more than one. Telling that person you have little or no interest in their company can sometimes be tough. Let us handle that, we are experts in giving bad news. Conversely, you may be very interested in this opportunity, but you see one or two problem areas. Mention these to your recruiter. There is a good chance we can iron out these small issues and work toward a competitive offer.

Negotiation:  While it’s true that most opportunities have a specific salary range offered, you can sometimes cost yourself several thousand dollars if you do your own negotiating. Remember, we negotiate all day, it’s our job. We will not out-price you for a particular role, but we will make sure you are getting your true market value when it comes to this opportunity. I recently had a candidate cost himself ten thousand dollars in salary because he listed a number lower than what was being offered.

*Tip: when filling out any job application, leave the required salary section listed as “OPEN” or “NEGOTIABLE”

Future Opportunities:  Maybe now is not the time for you to consider a career switch. A good recruiter will understand this and keep you in tune of future opportunities that match your background. Keep in touch with your recruiter. Having an open line of communication is the best thing you can do. An ethical recruiter will have a genuine concern for their candidates and the career moves they make.

Industry Intel:  Use a recruiter for intel on a specific company, whether you are interviewing through that recruiter or not. An honest recruiter will give you fair/unbiased advice even if it’s not their opportunity.

Next time your phone rings and you think it’s (the often persistent) recruiter calling, answer the call.  You will probably be happy you did.

Please feel free to contact me if you are considering beginning an interview process, or have questions in general about the job market.  I am always happy to help.

joe.alonzo@glenmontgroup.com

To Accept or Not to Accept

Written by Geoff Zodda, Managing Director- Glenmont Group, Inc.

What goes through the mind of a candidate when they receive an offer?

Thoughts such as; Do I really want the position? Do I have enough information to accept the position? Am I comfortable with their team? Is my current dissatisfaction something that can be fixed? Am I making the move for the right reasons? Will I receive a counter offer from my current employer? What will I do if that does occur? Can I negotiate a higher salary, even though, I’d take the position either way? What will my co-workers think when I tell them the news? What is my long term future with this potential organization? Should I give my organization two weeks’ notice?

As recruiters we need to make sure all these questions are answered during the process, as opposed to when an offer is extended or afterwards. This will help ensure that your close ratio is high and the candidate is not second guessing and wondering if they were thorough enough throughout the process.