HR

Google, HR, and Getting Hired

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Earlier this week I tweeted this statistic from an article on ERE.net …

“According to a study conducted by Microsoft earlier this year, 70% of surveyed HR professionals in U.S. (41% in the UK) have rejected a candidate based on online reputation information”

It elicited an interesting exchange with one of my tweeps. Here’s what he said …

–Cindy, seriously are HR folks incapable getting relevant info on their own?

–The reality is it's the wrong use of Social Media – if that's your only use.

–My point was there many pro-active uses for social media rather than HR Sherlock Holms (sic) work.

Here’s the reality … at least according to Cindy’s web worldview. 

Social media allows, maybe even subtly deceives, people to let down their guard. Have you seen some of the pictures people upload, the foul language that fill their tweets and Facebook posts, even the use of poor grammar and misspelled words? The fact is, these things speak volumes about prospective candidates that will never come through in the spit and polished interview process. 

Google, Web 2.0, and reputation management are here to stay. Whether you are a Chief Financial Officer, finance executive, accountant, or new finance grad, what Google says about you matters to prospective companies. And if Google is mute about you, that sends its own very loud message. 

The “Spaghetti” Job Search Strategy

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There’s a lot of angst in the LinkedIn CFO group this morning. Not hearing back from recruiters these days is enough to send even the most stable senior finance executive to the edge of the cliff after a period of unemployment. The job search system is already flawed, and the Internet has exacerbated the breakdown … candidates send resumes to a big black hole and never hear back from anyone. If you haven’t read my article “Everybody Lies,” email me and I’ll be happy to send it your way. 

Anyway, the flawed search strategy that almost every job seeker uses is what I call the “spaghetti strategy.” They throw their resume into the black hole hoping it will stick to something. It doesn’t have to be the “right” thing, just, please, let it be “something.”  

When HR has posted a position or a recruiter has been hired to do a specific search, they are in “screen out” mode. If you don’t meet these specific requirements – every one of them – you’re out. And, short of a solid long-term relationship with a recruiter that might sway them, there is nothing you can do about it.

Playing the posted position game elicits this advice from some … “you must modify your resume for every position to which you apply.” That is because when you are throwing your resume into the black hole and hoping it will stick to something, it requires you to be “all things to all people.” You’re like a chameleon constantly changing colors depending on where you’re standing … or in this case, depending on what the job posting says. 

I believe there is a search strategy is that far more effective, much less anxiety-inducing, and focuses on what you want rather than anything that’s available. It is hard work AND it requires you to move away from the job boards and into a position of strength. 

You first need to identify your sweet spot. Business coach Deborah Gallant, in summarizing points from “What Would Google Do,” said this …

“Mass market are irrelevant, it’s all about niches: identifying what you do really well and doing it supremely well.”

The next step is figuring out who needs what you do really well and then how you can get on their radar screen. Whether that company has a position posted is irrelevant because if you can take away their current pain, having a conversation with you is always an option. It’s hard work, certainly more challenging than the spaghetti strategy, and generally much more effective! 

Job Fairs, HR, and the Job Search

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If you don’t subscribe to Nick Corcodilos’ Ask the Headhunter newsletter, you are missing out on a wealth of information not to mention his tongue-in-cheek delivery. His newsletter today covered job fairs and HR. Here are a few of my favorite gems from today’s edition:

Unadvertised openings are in managers' heads. HR doesn't know about them.

Companies go to job fairs because HR clearly has nothing better to spend its money on.

I'll bet that job fairs even provide "Useful Tips" to HR departments in which they explain, "You can send your greenhorn clerks instead of expensive managers to the fair! Save money and still get applicants!" So HR saves money while appearing very busy.


I hope that most of my readers (senior finance executives) understand that these two strategies (job fairs and job postings) are the LEAST effective and the biggest waste of time … but since they are easy, their subtle deception serves as a trap.

Remember, job fair representatives are HR, who have no decision-making authority. Jobs are posted by HR whose job it is to screen OUT, not in.

Recently I was asked to assist in putting together a job fair and I politely refused. But that’s what you do and your expertise is needed, came the reply. While that may be true, my high value of integrity would not let me mislead others into doing something I coach my clients never to do.

More from the Kennedy Conference

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Thanksgiving was here and gone and it’s already December. Only 3 weeks & 2 days until Christmas, and then we will speed right into the New Year. Are you already thinking about your New Year’s resolutions? Dreaming about what you would like to be different next year. Thinking and doing are two different things.

As you think, and plan to do, here are a few more gems tweeted from the Kennedy Conference that might help you in your planning.

––36% of CEO's lack confidence in their own company's recruiting department (Steve Lowisz, CEO of Qualigence)

It seems inconceivable that CFO–types would actually want to be going through HR to secure their next position. But, when you play the Internet job search/job posting game, that is exactly what you get … unless it is a specific TPR (third party recruiting) listing, and those are rare.

Sitting in front of a computer searching for posted positions on public job sites is safe, and a HUGE timewaster, because it is ineffective and keeps you from doing the things that are effective and will move you towards that next position. Remember the old cliché, “if it looks too good to be true it probably is.” It’s true.

HR is a screen designed to filter out candidates who do not meet the list of requirements. They have no decision–making authority. Great candidates rarely succeed in this process. Even if they meet all the skill requirements there is still culture fit, work ethic, and track record of bottom line impact to consider. Bypassing HR gives great candidates a fighting chance.

–– Elements of a killer brand: Choice and expectation. Every choice that will be made will be based on expectation. (Steve Bonomo and Steve Fogarty, Adidas)

Expectation – People make decisions in life – and in the hiring process – based on emotion. And decisions about the brands with which we choose to associate are incredibly emotional. An assessment about you is typically made within the first 3-5 minutes of an interview. Think of the power your brand brings into that interview. They probably already like you based on the connection they feel – which is based on who they believe you to already be. Set the expectation.

Choice – The candidate gets to choose where he wants to go rather than accepting whatever is offered. What is different and unique about what you’ve done in your finance career that will position you from a place of power rather than commodity, and shift the paradigm to choice … yours?

References: New passive candidate leads

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If you think your references are stellar, there’s a good chance recruiters and hiring managers will too. So good in fact, they may actually be a better fit for open positions then you.

WARNING: Providing references too early in the job search process – even when you are asked – could be akin to shooting yourself in the foot.

A funny, and insightful, read is an article written by Matthew Charney entitled “21 Definitions: A Candidate’s Guide to Recruiter–Speak.” Perhaps some of the humor can be attributed to the fact that Charney works for the Disney Company … or perhaps Disney's brand is being exuded by Charney!

After you finish reading the article, reality will set in as you recognize the all–to–familiar words rolling around in your head. You have no doubt heard many of them if you have been involved in any kind of career transition within the last few years.

Now though, with this guide, you know what they [recruiters, HR, hiring managers, decision–makers] are really saying. Take back the power! Two really can play this game.

On behalf of job search candidates everywhere … thank you, Matthew!