At the Kennedy Recruiting Conference I attended some interesting presentations and - of even more value - had the chance to speak with a number of recruiters, both internal and external. One theme that cropped up over and over is - despite the economic downturn and relatively high unemployment -  the challenge of finding good candidates.

Despite sophisticated applicant tracking systems, countless job posting opportunities, recruiter sourcing through social networks, and enormous data-finding capabilities, recruiters still have a hard time finding enough candidates and the right candidates for specific jobs. What this means for you, the job seeker:

• Be specific about your expertise. Vague, general overviews don’t tell recruiters enough about you to conclude that you have what they need.
• Be visible in your areas of expertise. Attend and speak at professional association meetings. Write articles and blog postings. Comment on others’ blogs. Share your expertise and your opinions… and let the recruiters find you.
• Research where your expertise and interests might lead you. For example, if you are a clinical practitioner (maybe a nurse), have some knowledge of hospital technology systems, love to travel, and are eager to move away from direct patient care, you could have a satisfying and lucrative new career as a technology implementation consultant to healthcare systems. Bottom line: look for needs that intersect with your knowledge, experience, and personal interests, then find companies that respond to those needs.

One disturbing trend I noticed is the continued preference for passive job seekers. There is still tremendous bias towards those who are employed and lingering beliefs that “the best people don’t get laid off.” Having worked with extremely talented professionals who were, in fact, affected by corporate downsizing, I know this is nonsense. Plus, there are so many reasons that an individual might be unemployed that using this as a recruiting criterion seems extremely silly.

My final thought about recruiting: It needs a shot in the arm from the marketing department. In fact, successful companies need to market themselves to future employees just as seriously as they market their products or services to consumers. Yet most HR people are not marketing oriented, and despite the ubiquitous trend toward employment branding, most companies don’t invest the resources and talent necessary to make their recruiting function as vibrant as their marketing area. Those that do make the investment will reap the rewards - a more talented, more engaged workforce that creates and supports a winning culture.

I’m attending the Kennedy Recruiting Conference in Orlando this week and I’ll let you know what’s new when I return!

I always enjoy this opportunity to experience “the other side of the table” - the recruiter/employer perspective. It’s immensely valuable for me to learn about recruiters’ current challenges and some emerging solutions It certainly helps me give better advice to my clients. So check back next week when I’ll share the highlights of my learning experience.

More and more job seekers are turning to professional resume writers in hopes of getting a sharp edge in a competitive job market. As with any significant purchase, it’s wise to do your homework, investigate your options, be clear on what you’ll get, and carefully screen the businesses and individuals you are considering working with.

Joann Lublin said all that (and much more and much better!) in a recent article in the Wall Street Journal. She interviewed me extensively to obtain the quotes and information featured in the story. I was very pleased to give her some positive information to counteract the sad tale that leads her article.

I know literally hundreds of resume writers who are talented, ethical, and deeply devoted to the interests of their clients. In fact, I wrote a book (Directory of Professional Resume Writers) that lists many of these writers and provides comprehensive guidelines for how to choose the right pro and how to best work with him or her to achieve a positive outcome. Bottom line: Do your homework; be sure your expectations are clear; and participate fully in the process of developing your career marketing materials.

If you’re in career transition, your current business card might not be the best thing to hand out. And if you’re currently unemployed, you certainly don’t want to be circulating an outdated card with email and phone contact information that no longer works.

The answer - in both cases - is a “contact card,” an updated (and better!) name for a business card.

It should include your contact information, of course, but why not go one step further and use your card to ideally position yourself for your target jobs. You can include your target job title, branding statement, and snippets of your most notable career achievements. List your URLs (LinkedIn, VisualCV, your own blog or website).

Here’s a sample:

Flor San Miguel  

Strategic Marketing Executive
Marketing strategist, innovator, and tactical leader of enterprise-wide initiatives that build brand value and result in sustainable, profitable growth.

• Smythe Associates: Delivered a branding and communications redesign that positioned firm for accelerated expansion in strategic market segments.
• Pioneer Health Services: Introduced new product portfolios that drove sales up 50% and market share 40% in just 2 years.
• Fifth Third Bank, Procter & Gamble: Improved sales, profitability, and market share through creative marketing and new product initiatives focused on strategic goals and the bottom line.

513-249-8786 • 513-604-3943
fsan@cinci.rr.com
7943 Village Circle Drive, Cincinnati, OH 45241

According to a Harvard Business School study, stars who switch teams might not shine so bright in their new environment. In fact, they often “underperform,” according to Professor Boris Groysberg, who has written some interesting articles on leadership.

Whether you’re Randy Moss of the New England Patriots or a star corporate performer, be aware of what you need to perform at your best - and when you’re considering new opportunities, carefully vet the environment to be sure you are getting what you need! Often that is a skilled, supportive team as well as the resources and authority to transform vision to results.

Randy Moss has excelled in Minnesota and Boston, not so much in Oakland. What’s YOUR Oakland, and how can you avoid it in future?

Watching your 401(k) drop,  your industry or your company falter, even your job teeter on the precipice can be scary! My friend (and career expert extraordinaire) Andrea Kay offers a great take on this in her recent newsletter:

 ”The world may be in an uproar. But that doesn’t mean your career goes up in flames. What’s happening ‘out there’ (which you don’t control) does not control your career… please do not–I repeat–do not feel powerless.”

Interestingly, I haven’t seen or felt any despair, desperation, or even resignation from the people I’ve been working with these past few weeks. In every case they’ve been jazzed about future opportunities and eager for their next career challenge. Perhaps I attract clients who are unusually resilient and optimistic — two of my strongest traits!

If you’re stressed about the current economic situation, look away from the macro and toward the micro — not the entire crisis/recession/credit crunch picture, but instead your own skills and strengths, the companies that will need people like you, the opportunities that you see in this interesting environment. Then go forward with vigor and confidence toward those challenges/opportunities. You’ll feel powerful, not powerless.

P.S. Andrea’s new book, “Work’s a Bitch and Then You Make It Work: 6 Steps to go from Pissed Off to Powerful,” can be your invaluable guide along the way. You can check it out (along with my many books on career topics) at Amazon.