We spend a lot of time talking about the next job and onboarding. That is the fun stuff. But you need to do the not-so-fun-stuff with grace. Forbes has a great article on what not to do and what to do…..But what they don’t emphasize enough is that these relationships are important (remember the networking theme) and you can never know how much you might need that person in the future. One example I had was a candidate failed his new opportunity’s (clinical diagnostics company) drug test, they rescinded the offer (after he had already given his resignation). What a pickle! The good news was that he had resigned with such style that his old company took him back immediately. This is how you want to leave your current position.
In the past I have had the opportunity to speak with graduates at University of Oklahoma (my old stomping grounds) and at several of the colleges in the Dallas metroplex. But this is a first! Now anyone can listen in (and ask questions) on an hour discussion about how to get into medical sales without sales experience! Check out Jobinar to learn more of the details! If you know anyone that might be interested in this topic, please send them to check this out! Also, if there are topics that would be of interest to you let Justin Driscoll know. If you are a hiring manager and would like the opportunity to represent your company or industry in one of these discussions, talk with Justin. What a great way to help others!
I am interested in hearing what experiences candidates, hiring managers, 3rd party recruiters, etc have had with the video interview. I checked out HireVue’s website, spoke with Mark Newman and saw a demonstration of how the video interview looks. I think this has tremendous potential for my organization. How? 1.Allows me to differentiate my service to my client company. 2.Allows me to differentiate my offering to the candidate 3. Gives me an additional tool to market great candidates that are not in the geographical location of the manager. 4. ??? – any number of possibilities. But with change and opportunity comes other questions. This service will increase my costs – do I pass this on to the customer or figure that the additional placements that I should make will recover the costs? What if a customer gets a taste of this and then thinks I should provide this service for all candidates? What other issues will arise from this? What is the liability for the recruiter or the company? So if you have an opinion or an experience with this please let me know. I think the technology is exciting but how to best utilize it remains to be discovered.
Always. Always be networking (always be closing – but that is another post). Dakotta J.K. Alex brings up this very important point in this article about the secret handshake. The best way to avoid a painful job search is to have already laid the groundwork for an effective network. I know that I have preached and preached about this in my past blogging but I can’t stress the importance. Key points – identify past managers, co-workers, managers in other departments and develop relationships. You don’t have to be great friends but to keep in touch with emails or phone calls would’nt hurt. Also, be truthful – “Fred, as I am leaving the company, I want to get your personal contact emails and phone numbers. That way we can keep in touch. If you ever need a reference or even a contact, let me know. I know that you would be there for me.” How hard is this? Then set a reminder to email these key contacts every 4 months.
Here’s a great resource for thank you notes! Thank you notes are a great thing. They give us one more chance to touch the hiring manager. My hiring manager called me a week after a phone interview (with one of my candidates). BTW – we had been playing phone tag – that is a long time for some feedback. We spoke about the candidate. The manager felt that the candidate was qualified but was reluctant to say that he wanted to move the candidate forward. Then he asked if the candidate had talked with me after the interview and did the candidate ask for the hiring manager’s email address. Yes, I had talked with the candidate and no – she had not asked for the email address. Kiss of death. That simple piece of information was the tipping point for him. The candidate is a no go. Why? Probably, in this case it was only another data point. But some managers feel it is a key piece of information. Of course, most of my jobs are in a sales/marketing capacity and management feels that if you don’t use all the tools to persuade them in your job search, you won’t use all of the tools you need to be successful in their position.