Controlling your own Brand Management!

Hello all! Going into 2nd quarter is very exciting this year. Quarter 1 was excellent. You can see the growth in the market, as well as the opportunities out there are solid. With Job Orders being strong, the one thing that I am seeing more of everyday is that this year clients' aren't just looking for short term people. It seems as if the employment strategy has changed. Pay scales are more competitive than I have seen in 3 years. The same goes for benefits. However, Along with those changes, clients are now not only looking for great talent, they are also looking for great talent that will stay with them and be a strong contributor. This year, there seems to be more of a focus on whether or not the candidates are a cultural fit. Basically, Employers want to know if candidates can “Play Well with others! “. That brings me to the subject of this Blog. Controlling your own Brand Management! With the internet being readily available, and networking sites such as LinkedIn and FB, Clients now have the resources to reach out and find out what it's like to work with any given candidate. Like it or not, who you are as a professional does have a brand, and that brand is easily found. It's not uncommon at all for someone from the client to be networked with someone the candidate has worked with or for in the past. This is why I cannot stress enough how important it is to be aware of your brand, and how you are building it.

In the past, Candidates could rely on professional references as a stamp of their work history and ethics. This is not the case anymore. Networking sites and groups have changed this dynamic. The reality now is that who you are, what you are, and how you execute your profession on a daily basis is information that is available from multiple resources. It's easy to forget in the course of your daily jobs that people are constantly taking in an opinion of you and your work ethics. In today’s information technology driven work place, you cannot turn a blind eye to this reality. If you are choosing to not control your brand, unfortunately your brand will control you.

This brings me to this point: Do you know what your Brand is? Does your current Brand work for or against you? I know these are hard questions, but I would like to challenge you to take a look at how you are perceived, and what your Brand truly looks like in the eyes of a potential employer. Keep this in mind: Your work ethics, how effective you are, and how well you work with other is the formula of your Brand. Be aware that in every conversation and interaction with clients, managers and co-workers you are contributing to your Brand. Good or Bad.

With this in mind, I’d like to relay a scenario that deals with this very subject. A former co-worker of mine recently was in the process of filling a SR SW Developer position. In the final stages of the offer, the hiring authority unexpected withdrew the pending offer. The client sited that the common word on the street was that the candidate was an excellent developer, but also had quite the temper. They were concerned about how that would affect their team dynamic. So, after much thought they opted to pass on him. What’s interesting though, Is when the recruiter reached out to the candidate to relay this information, the candidate exploded. Unfortunately, this only re-enforced what his Brand had already relayed. Now, on the flip side of that, I have had many experiences where the candidate Brand helped open the door of opportunity for them. I have had clients extend interviews to candidates simply because of their excellent reputation.

In conclusion, my goal for writing this blog was simply make you aware of how your Brand now has a vote in the opportunities that you may be pursuing. Be aware of. Choose to manage it, and build it in a way that will be a strong advantage to you. Make it work for you, not against you! The IT industry has so many brilliant people in it, and that’s why I love doing what I do. My hope is that you view the information in this blog as simply another tool that you can work to your advantage!
Power to the People and wiffle bats!

Qualified Job Orders VS. Wish Lists

Hey all, Recently I spent time with a group of Executive Recruiters comparing market data, trends, and really challenging each other to excellence. I asked them what they felt separated the successful Account Managers/Recruiters in their industry as opposed to the ones that seemed to be pretty busy with minimal to no results. Their answers were all the same. They all referenced that the professionals in their networks that were considered Jedi's in recruiting really focused in on qualifying Job Orders, and were very quick to let go of JO's that were obviously not urgent.


My buddy, who is one of the top 3 performers in a company of over 400 Account Managers/Recruiters said this to me:"The key to my success has been that no matter how hard it is, If I am not getting qualified information, why the JO is open, and an urgency and willingness from the hiring authority then I will not put my efforts towards the JO. Instead, I go find a client who wants the job order filled as much as I do. I refuse to be more invested into a position than the hiring authority is. This is hard to do. Its much easier to blame the recruiting team and the economy, and often even the candidates. Unfortunately, Allot of people would rather place the blame anywhere rather than looking at an Account or Job Order and being willing to ask the hard questions. I think this place is where most people fall into the black hole of getting no where fast."

There are allot of sources for what a qualified JO is or is not. I found this link and thoughts is was worth reposting. Its from Bullhorn:
http://menemshagroup.com/files/pdf/art_realorders1.pdf

Remember: If we want quality placements, we first must have quality JO's to attract quality candidates. There is no room for being loose in this process. Let's keep the bar high. By having this standard clients and candidates will not only value you, but they will trust you.

Power to the people and wiffle bats!

What does your benefits package look like?

Hey guys, Just wanted to give a quick over view as to the benefits package that
Z-Tech STaffing provides to all of our consultants. I think it speaks to the fact that we place high value on our employees, and the quality of life they have in and outside of the work place.

To the candidateds that we slam dunked December with, THANK YOU!! You guys do rock!!
To the candidates that I have yet to work with, take a look at our benefits package, and lets plan to have a cup of coffee together soon!

2011 is going to be amazing! Happy New Year!

Benefits:
> At Z-Tech Staffing we pay 100% of medical insurance coverage for all of our consultants working at least 37.5 hours a week.
> In addition: Z-Tech consultants will be paid a full day's wages for the 6 major Holidays.In addition, PTO hours will accrue at the rate of one paid hour off for every 24 billable hours (to equal 80 hours per year).
> Z-Tech also provides 401K match up to 4% and a Roth option.
> We also provide all of our consultants with Life Insurance and Short Term Disability Insurance.

End of 4th Quarter, going into 2011!

A really cool thing is happening in the job market! All job predictions point to early 1st quarter of 2011 being a peaking point. So many clients have forecasted projects and positions needed to support them, that quarter one should be a very good thing. If you are looking for a job in IT, or looking at coming available in the 1st quarter of 2011, just know that in the job market, things are looking up!! I've had such an amazing year, and am so excited to go into 2011 with the best of the best!!!

Here's to 2011 rocking out out!
Power to the people and whiffle bats!

Don't forget to ask why a job is open....

Listen guys.. I can't tell you how many times I've asked a client why a position is open, and in response I get a blank stare. Allot of candidates don't think its a big deal to know why a position is open. In fact, Allot of agencies don't care either. But the truth is, Its one of the most important questions you can ask, The reason being is if there has been an company expansion or internal promotion, or some other reasonable circumstance that has lead to the position being open, then you can know you are walking into a stable work situation. That also speaks to the culture of the company over all. However, If the position is open for the 3rd time in 1 year, and there is a defined pattern of turnover, that in itself will speak to the management style of the company. High turn over if one is the most defining marks of a ineffective management. If the shelf life of any employee directly under that manager is less than 2 years, thats your que to run away like crazy!!!! Good companies tend to provoke strong loyalty from their employees. Life does bring situations that bring job changes, which create job opening. However, Just be careful to slow down enough to ask the right questions.
I love this article: http://www.managerwise.com/article.phtml?id=298
One of the statements that stands out to me is : People don't quite companies, They quite managers.
Be smart in your interviewing. Don't be afraid to ask qualifying questions, and good luck in 4th quarter 2010!!

Death by counter offer!

So, you have to admit, it is flattering when you hand your boss a letter of resignation, and all of a sudden the person who has not appreciated you, willfully not acknowledge your worth and value, and has kind of been the reason you felt like a piece of ca-ca for the last six month NOW is saying to you... "I want you to stay, and here's what I'm willing to do to get you to stay."

This, my friends, is called THE COUNTER OFFER.

Tempting as it may be, statistics show that most people who accept counter offers generally do not stay with that company for more than 1 year after accepting.

Some reasons to not accept may have already entered your head. You may be thinking, "Why did my boss not recognize my worth before he was at risk of losing me?" It's pretty much money in the bank that down the road, the same boss who has been an absolute jerk for the last 6 months will indeed remember that you were going to "break up" with him and either make your life miserable or do his best to give you the oust!

This is a solid thought to keep in your equation when facing a counter offer. BUT it's also important that you go even deeper with the reasons to accept or decline a counter offer. I am a candidate-centric recruiter, so I have to remind you of the road that led to the decision to exit your current work situation.

Write down the following questions , and I really challenge you to be brutally honest with yourself when answering them:

1) What series of events led you to the point that you felt you needed to make a change in your employment situation?

2) On a normal day at your work, how do you feel when you leave at the end of the day?

3) How do you feel when you are going into work?

4) Has your boss/employer kept their word?

5) Do you feel appreciated or devalued in regards to your work environment?

6) Here's a hard one: Are your growing and thriving or just surviving?

7) Are you under a glass ceiling at your work?

8) And finally, does your boss believe in you, or does s/he belittle you?

Once you've answered these questions, then revisit the counter offer from a logical approach. You need to be deaf to the flattery you feel in the moment of receiving a counter offer and remember what brought you to the place of deciding to make an employment change. You may write down these questions and determine that maybe you don't need to make the change. BUT If your answers gave you a clear picture of an atmosphere that left you feeling unappreciated, stunted, and like a cog in the boss's machine, then those feelings alone are reason to not go back into that dysfunctional work relationship.

Lets get real. Words, raises, and flattery somehow give off amnesia as to why we're needing to leave. Not unlike when you break up with someone who doesn't value you. You know, that person who consistently demonstrates they are self absorbed and always forgets your birthday! For some reason, momentary flattery makes us forget all of the valid reasons we need to make a change.

In conclusion, If you need to move on, Don't cripple yourself by accepting a counter offer. Don't devalue your worth by choosing to stay in an environment that has a track record of keeping you under a glass ceiling. Don't allow the feelings of momentary flattery give you amnesia.

Power to the people!
Shawna Frommelt
Sr. Technical Recruiter
If you are on Twitter: Lets follow each other:
http://twitter.com/ShawnaFrommelt

I welcome connections on Linkedin:
http://www.linkedin.com/in/shawnafrommelt

Closing to the next step in your interview!

Try to remember that last interview you went on. Go to the last moments before it ended. That spot where the hiring authority says to you "Do you have any questions for me?” That spot is the area I want to talk about. That little question is your doorway to allot of information (and we all know the worst question to have is no question at all). Its that exact moment where I coach every candidate I have to ask for the next step. For some reason though, I've seen allot of people think that they don't have a right to ask for the next step, or they think since they are interviewing the hiring authority must assume they want the job. I disagree.

If you are in the final running against several other candidates for a position, it's reasonable to believe that every person who has got to that stage in the interviewing process is technically qualified. SO, if all things are equal, what’s the tiebreaker for the hiring authority? Why do they pick 1 candidate of equal skill set above the others? 9 times out of 10 in that scenario, they will pick whom they like and whom they remember. When you ask for the next step it immediately puts you into that category.

Think about it like this: In 1 weekend you go out on 3 dates. All brunette, all smart, all the same type. ALL THINGS ARE EQUAL! At the end of the date 2 of the 3 say to you "Thank you, talk to you soon." ( ….talk about a cliff hanger! A- you don't know when "soon" is, and B- you're not too clear if they are just being polite or really do want to see you again. ) Now at the end of the date with the 3rd brunette, they look at you and say, "I really had a blast! When can we do this again?" (This speaks for its self. It’s clear what their intention is, and you aren’t left to try and figure out what’s going on in their head. ) So, Of the 3 dates, who is the person you are most likely comfortable enough with to ask out on a 2nd date? Think about it.

I love good examples, so, here's a real life one: I had 3 candidates up against 1 job. All 3 were pretty good. 2 of them were more senior level and 1 was mid level. All 3 interviewed well, but of the three only 1 asked for the next step. (The mid level candidate) The next day, he was the one offered the job at the same pay scale as the senior candidates. When the hiring authority was asked why he picked this candidate above the other 2 he said, " He was the only one who told me he wanted this position.”

Candidates, at the end of your interview, if you really aren’t that impressed with a company after a “ 1st date”, then no harm, no foul. You can simply walk out at the end, and keep looking. No 2nd date required. You do have that right. HOWEVER, if you want the job, then let them know you want it. Don’t assume they know your intention. Say the words.

Power to the people!!