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

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  499th 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

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Posted in Advice, Employment, Glenmont Group Articles, Hiring, Insights, Interviewing, Job Hunt

ILTA Conference= Excellence

Posted by Geoff Zodda, Managing Director at Glenmont Group

Coming back on the Amtrak Northeast train yesterday from the ILTA conference, I had time to think about the event as a whole.   I have to say that ILTA was one of the best conferences I’ve ever been to.  It was my first ILTA conference, and my expectations were for it to somewhat resemble the Legal Tech conference held yearly in NYC.  While I do enjoy Legal Tech, it has its pros and cons and ILTA certainly exceeded my expecations.

To start with, the location of the ILTA conference was very scenic, right on the Potomac, with a view of our nation’s capital across the way.  The number of subject matter experts speaking at the conference was impressive and diverse, coming from law firms, consultancies and corporations.  With so many different sessions on the agenda, it was tough to choose which ones to attend.  The panels were well thought out by the ILTA conference committee, with informative individuals across the board, each bringing different perspectives and nuances to the table.

Also, the environment of the conference was very cordial, friendly and more casual than I expected, which I consider to be a great thing.  Everyone, from the top CIO’s to best-selling authors to the ILTA Executive Board members, was approachable and genuinely happy to speak with others.  Since ILTA is a peer to peer group, the feel and atmosphere matched up in that manner.

It should not be surprising that another strength of the conference was the technology which made it so user friendly.  Between the iPhone & iPad application with all the information available on speakers, locations of events, etc, plus the technology available in the conference rooms, ILTA was filled with what you’d expect – a high level of technology.

Next year’s conference is being held in Vegas (that alone will draw me there), and seeing how things were run this year, and being anxious to see how they can “one up” this year’s conference, I already have my bags packed!

Posted in Insights, Legal Technology, Uncategorized

3 Time Savers That Have Changed My Life

Posted by Kate Potters, COO at Glenmont Group

As a working Mom of 4, with a busy recruiting business, I sometimes feel that it’s a miracle that anything gets done. Since starting our business 12 years ago, my husband/business partner and I have used every tool at our disposal to make things work. There are 3 simple things that have been a tremendous help.
Number 1: Grocery Shopping Online
While we used to spend 2-3 hours a week walking the aisles and waiting on line, it now takes 30 minutes tops. As I’m shopping online, I can look up a recipe and buy all the right ingredients or check the fridge to see if we’re out of milk (we usually are). It’s also been a money saver since you eliminate most impulse buys and can easily sort prices low to high. Every year, my family spends a week at the Jersey Shore and we wasted half a day at the grocery shore. (Seriously, it’s not all Snooki and beach bars, we go to the other Jersey Shore, Long Beach Island. If you want to see some beautiful homes click here www.beneescola.com.) This year we discovered that Peapod offers delivery there. What a wonderful thing to be relaxing on the beach and get a text that your groceries have arrived, go to the house, meet the delivery person and be back on the beach 15 minutes later!
Number 2: Outlook’s Email Calendar
I put everything on my calendar. It’s a to-do list, interview tracker and soccer practice reminder all-in-one. The best part about it is the ability to invite others to the appointment and set an alarm. We have a Percolator at work-yes they still make them. Once or twice we forgot to unplug it, which is not good. I added an alert on my calendar and invited one or two other coffee drinkers in the office. Now I can sleep at night, knowing we’re not going to burn the building down.
Number 3: Banking Online
I started using this for work and then decided to handle personal banking this way as well. It not only saves time but also helps for budgeting. I haven’t used the photo deposit feature yet but why not. I’ll do just about anything to avoid waiting in line at the bank.
If you have some time saving tips to share, please add a comment below.

Posted in Advice, Glenmont Group Articles, Insights, Management

Time Is Money and The Clock Is Ticking

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

There are hundreds of recruiting industry-related seminars, webinars, conferences, discussion groups and training events. Many of them are offered free of charge, but there are a small percentage of those which charge a fee for participation. Regardless of how much or how little the expense, if you are paying to participate, it is reasonable to expect that you are listening to or speaking with a leading industry-recognized expert, and that it theoretically and practically adds value to your business. Topics run the gamut from Getting Clients to Call You First, and The Art of Targeted Cold Calling, to 5 Simple Steps to Get Top Talent to Find You, and Behind the Scenes of the Hiring Process (just to name a few I’ve seen throughout my recruiting career). If you look hard enough, you can likely find one that potentially provides some level of benefit to your business, and hopefully your bank account.

I recently participated in such a seminar designed to provide new techniques for recruiters to grow their individual businesses. This was widely-marketed and geared towards established recruiters across industries, and touted as expert advice on how to take a book of business, no matter how successful, and substantially increase individual revenue. I paid a higher-than-average fee to “attend” and listen by phone. By the 30-minute mark of this seminar, I hung up and disconnected from it.

In those 30 minutes, I gave 100% of my attention to the presenter – I paid money to listen to ideas that were supposed to enhance my day-to-day business, so I wanted to get my money’s worth! I neither made nor accepted other calls, did not respond to emails, nor reviewed resumes (all activities that help me make money). In addition, this seminar was scheduled right in the middle of the day, at what we consider prime-time for calling candidates and clients.

(NOTE: The following comments are not intended to be cruel, spiteful or discrediting to the host.)  The information presented in this seminar was catered to inexperienced and independent recruiters whose business may be stagnant, struggling to grow, or just getting off the ground. However, it was also advertised to experienced agency and executive recruiters. The presenter stopped short of recommending that recruiters should consider finding humans to fill jobs for their clients, but the level of advice being offered, excuse me, being paid for by more than 100 participants, was at best elementary.

It would be equivalent to a doctor attending a one-hour medical industry seminar advertised to practicing physicians, conducted during regular office hours, and the presenter spending the opening 15 minutes explaining the value of having a stethoscope. Following the handy outline, the speaker then uses the next 15 minutes to break down why having two stethoscopes is better than only having one, and where one might look to procure said value-adding second stethoscope.

When someone targets experienced professionals who are, in other words, industry peers, with the notion they will be bringing new ideas or concepts to the attention of the “community”, the audience has a reasonable right to expect exactly that. There are probably no more than a handful of legitimate thought-leaders in the recruiting world whose ideas are worth spending time and money to hear. It is not always easy to decipher the good ones from the bad simply from the topic of the seminar or from whether you recognize the names of the presenters. However, you also cannot assume an event is inherently going to be worthwhile simply because it was promoted on a popular industry website or is booked at a banquet hall at the chain hotel in the City. Substance is substance. You don’t want anyone to steal your money, so don’t let anyone steal your time.

Posted in Advice, Employment, Insights, Uncategorized

Summertime Blues

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

It’s that time of year again, back to school commercials are airing on TV, the sun is going down just a bit earlier every day, and the beach chairs are nearing the end of their season.  Apple will (likely) launch the next iPhone in time for the holiday season; and if you are anything like me, you are excited for football, you noticed the beer selection has changed from summer brews to Oktoberfest or pumpkin ales, and your four year old has vetoed her bathing suits in favor pants and long-sleeved shirts (it’s still 90 degrees out I tell her)!

As we come closer to the last quarter, there are two scenarios you will see regarding the job market:  1) Companies have added their headcount for the year and are done hiring OR 2) Companies have budget surplus and need to spend money on hiring before the year is up.

With the end of summer approaching, many have started to shake the sand out of their heads and get back into the hiring/interviewing process.

Glenmont Group predicts hiring demand to rise as we near the end of 2012.  Many candidates will want to ride out the year into the beginning of 2013 so they can see their bonus.  This puts the passive job seeker in a good position.  If you are unsure of a bonus this year, or it’s marginable, beat the 2013 candidate rush and put yourself in touch with one of us.  When it comes time for an offer, chances are you will see an increase in salary and won’t even miss your bonus.  PLUS…you will be bonus eligible at your new firm.

Like always, the vendors are hiring sales people, but we are noticing more start to look for Project Management and Operations.

On the law firm side of things, the demand lies in the mid-level candidate at the Coordinator or PM level.  Salaries remain competitive but keep in mind that it is never the best idea to over-negotiate for a few dollars more as there is always a candidate next in line willing to accept that offer.

So far this year, our client requirements have risen over 33% and our placements have risen nearly 28% from last year, we expect 2013 to be even stronger.

Enjoy the rest of the summer, before you know it you will be in line at Toys R Us (or clicking away on Amazon) doing your holiday shopping!

Please contact me if I can answer any questions, I am always happy to help.



Posted in Advice, Employment, Hiring, Insights

Seizing the Perfect Opportunity Within the Sales Space

Posted By Adam Malanaphy, Project Coordinator at Glenmont Group

A strong sales team is one of the most important components of an effective player in the Information Governance space. As new players arrive to this industry, or existing players bring new products to market, it is extremely important to have the proper sales team to “hit the ground running” and penetrate new markets. This scenario raises an important question, “Where do we find these salespeople?” The answer is concise; they must come from somewhere else in the space. This fact is undeniable with respect to the reality that it will require too much time and effort to build a new sales force from the ground up. I have worked at Glenmont Group for just over a year and although a similar argument can be made for other types of positions, it is abundantly obvious that the top players in the Information Governance space are constantly looking for strong sales reps.

Sourcing candidates for sales roles is often a bit different than sourcing for other types of positions (naturally).  Let me begin by saying that I love speaking with sales reps across the country.  Being in a sales role myself, I can relate to many aspects of their daily activities, and I truly enjoy hearing success stories as it helps to keep my spirits high and my motivation consistent.  In fact, I learn a lot of what I know about the various solutions available within information governance directly from the mouths of the most effective reps in the space!

With that being said, it is important to consider the nature of sourcing top tier sales reps.  The very notion of recruiting a top performer is somewhat of an oxymoron.  Let’s take a moment to consider this; our clients are constantly asking us to present top performing candidates.  In order for us to show them these candidates, we are tasked with contacting them and developing some level of interest on their part – at least enough to entertain a first level conversation.  The tricky part is that the primary motivation for movement within the industry is that a given candidate is unhappy in their current role.  The strongest sales reps are more often than not energetic hunters that seek out and close new business; these candidates are money motivated.  Thus, if you are a top performing sales rep you are going to be making a lot of money! So now we see the conundrum come full circle.  We are tasked to recruit the candidates who are doing very well, but these candidates are not likely to be interested for the simple fact that they are doing very well!

Now let’s take a moment to step back and pay homage to the truism that of course there are situations that can make interviewing for a new role within this space quite appealing to a top sales rep.  For instance, a stronger compensation plan, relocation, a more appealing product/service etc. can all be factors that are worth considering.  These situations can (and often do) create a situation that is a win-win for both the client and the candidate.  These are the specific situations that our team at Glenmont Group spend hours a day searching for, the needle in our metaphorical haystack!  When these situations do arise it is important to seize the opportunity.  Many times sales candidates analyze a position on a micro level and their perception can become muddled by minor details.  The fact is that this perfect situation does not present itself very often and it is extremely important to step back and look at the big picture.  As the interview process progresses from the courtship phase to the interview stage it is not uncommon for sales candidates to get cold feet.  When this happens one must consider why he/she decided to consider new opportunities in the first place – and proceed accordingly with all of the confidence that a top sales rep should have! What is right for us and what is right in front of us does not overlap very often so when it does you must seize the moment.

Posted in Employment, Insights, Job Hunt

The Employment Drought May Be Getting Better…Despite Other News

Posted by Dana Fink, Director of Staffing at Glenmont Group

A fishing sign in at one of the dry pools at the Quivira National Wildlife Refuge in Hudson, Kansas

There is a drought across 55% of the US and we have certainly been feeling the heat here in New Jersey.  Brown grass and packed town pools are a common sight. While the heat wave has hit most of the US, there were some silver linings in the dark clouds of employment news. We have recently seen an uptick in activity here at Glenmont Group in what is usually a dry summer season. Maybe it has something to do with the employment news that has hit most recently

Lucia Mutikani

WASHINGTON | Thu Aug 9, 2012 10:40am EDT

WASHINGTON (Reuters) – The number of Americans filing new claims for jobless benefits fell last week while the trade deficit in June was the smallest in 1-1/2 years, hopeful signs for the struggling economy.

Initial claims for state unemployment benefits slipped 6,000 to a seasonally adjusted 361,000, the Labor Department said on Thursday, suggesting a modest improvement in the jobs market.

Economists polled by Reuters had forecast claims rising to 370,000 last week. The four-week moving average of new claims, a better measure of labor market trends, rose 2,250 to 368,250.

A second report from the Commerce Department showed the shortfall on the trade balance narrowed 10.7 percent to $42.9 billion, the smallest since December 2010, as low oil prices curbed imports.

That was way below economists’ expectations for a $47.5 billion deficit. The petroleum import bill fell as the average price per barrel of crude oil dropped by the most since January 2009.

Paul Dales, senior economist at Capital Economics in Toronto, said the jobless claims data suggested labor market conditions were “fairly stable.”

“The pick-up in jobs growth in July may therefore be sustained in August,” he said.

Nonfarm payrolls increased 163,000 in July, the most in five months, after three months of gains below 100,000. But the unemployment rate rose by a tenth of a percentage point to 8.3 percent.

Last week’s report was the first in several weeks not affected by auto plant shutdowns, which caused wide swings in claims in July, making it difficult to get a clean read of the jobs market.

Posted in Economy, Employment, Glenmont Group Articles, Hiring, Insights