I believe that the hardest part of the recruiting process is doing the “checking up” on a candidate.  There have been a few times when I’ve been ready to make a job offer, and have had some issues come up on a reference check that gave me pause.

First let me say that a candidate that isn’t aware of issues that may come up in background checks, and not alerted the recruiters to the fact, are either not very astute or trying to hide something.  As an interviewee it is always good to check at least your credit history, and even background reports, as we deal with identity theft or just plain mistakes on reports.

The employer also needs to give this process some thought.  First, how much information do you need based on the job functions of the person you are hiring.  The more access the new employee has to vital company records (or to sensitive client information, as in the healthcare field) the more cautious one needs to be.  A company doesn’t want to make headlines because one of their delivery people was arrested for drunk driving!

There are also cost/benefit considerations for the company.  Some of the work can be done in-house by making phone calls to former employers and educational institutions.  The company can ask for a credit report if they obtain a release from the applicant.  There is a small fee involved.  Criminal records searches and motor vehicle records require more time and skill.  Obviously any outside screening service should be carefully selected, for accuracy and integrity.

The standard background check usually includes the following (Courtesy of Society for Human Resources):

 - Verification of Social Security Number

 - Credit report

 - Motor vehicle record check

 - County and state criminal records search (past 7 years)

 - National criminal records search, including sex offender records

 - Verification of the past 2 employers

 - Verification of educational background

Each of these factors requires time and skill to sort out and interpret properly.  The company needs to understand how to read the reports, and in the case of court records, have some understanding of the legal terminology.  In addition, the company needs to make certain that these records are kept confidential, with only the HR people directly involved in the process having access.  They should be stored securely once the process is complete.

It is becoming more and more important to do the due diligence before hiring.  A wrong decision can have a major impact on the company’s reputation, as well as the morale of current staff.  Better to be safe than sorry!

Tags: applications, employment issues, hiring process, job application

Ok, on the one hand social media is creating havoc in the workplace.  On the other hand, it is the latest job recruiting tool for professional recruiters.  An article in the Wall Street Journal talks about recruiters and the sites they turn to when “trolling” for candidates. 

In recent history Monster.com was a major player.  There was a fee for employers to post their jobs online.  Then things started changing.  Craig’s List was one place where jobs started appearing.  Then companies developed their own accounts on LinkedIn, touted  as a professional site for networking.  There they posted jobs and participated in discussion groups related to their businesses.  LinkedIn developed a hiring solutions segment with tools to help recruiters in their search.   The site has a reputation for having a comprehensive resume database, and is a go-to site for executive talent.

Now..we have Facebook entering the market.  Companies have also developed accounts on these sites, and post jobs and videos of current employees on the site.  There is much discussion among the various website companies as well as recruiting professionals about using this tool.  On the one hand, LinkedIn execs said that users regarded LinkedIn as their professional life, and Facebook as personal.  In their focus groups, job candidates were sharply averse to being contacted through Facebook for jobs.  On the other hand, Monster.com execs acknowledged that the Facebook recruiting platform is growing rapidly.  Their company has launched their own Facebook append it has grown to 800,000 users in a couple of months.

Right now all the players are seeing an increase in activity and revenues.  The future, however, seems to be in the social networking arena, with more and more companies adding those skills to their recruiting departments.  As individuals spend more time on the social networks, the recruiting power of these sites can only grow.  One reason Facebook is a target for the recruiters is that individuals spend a lot more time on the site, and one company found that candidates are 50% more likely to apply for positions found through Facebook than other means.

The result of all this discussion seems to be that both companies and job seekers are going to have to spend some time developing their skills in using the social network sites.  Just what we all need – more lessons to learn!  Good hunting, all of you.

Tags: applications, Facebook, hiring talent, Hiring Trends, job application, job seeker, recruiters, social network

It is really difficult to write a good resume because you want to tell folks all the good things about you – but they just want to know if you can do the job!  I’ve discussed resumes from the employer angle a number of times, and they are searching for truthfulness and a fit.  They are also trying to get some sense of the person and their work style. Because they may receive PILES of resumes for a position, the more clearly and concisely you present your skills, the more likely your submittal will get noticed.
There is an art to focusing in on the skills a prospective employer will want while still presenting the breadth of talent that you offer.  A number of websites offer general tips for presenting your best side.
One service, #1 Resume Writing Services, provides a simple list of 10 tips online.  The list is as follows (for further discussion see the Resume site):
- Use titles or headings that match the job you want (assuming they are accurate!)
- Use design that grabs attention, so they’ll notice your resume in the pile
- Create content that sells – the art of descriptive phrases that attract attention
- Quantify, and use power words – numbers are powerful in themselves when describing achievements
- Analyze ads and job descriptions to identify key words – clues as to what the employer is asking for
- Identify and solve employer’s hidden needs – things like “plays well with others”
- Sell the benefit to employers of the skills you have – don’t just list the skills
- Create an image that matches the salary you want – such as the number of years of experience
- Prioritize the content in the resume – make sure the important stuff is at the top
- Most important – tweak and target your resume and cover letter for the job you seek.  Highlight the skills you have     relevant to the position.

After you have done the work and have targets in mind, have someone familiar with the industry review your resume.  They can help you with target words and presentation.  Also  our High Tech Job Forum will do a once-over for you free of charge.  We work with a number of high tech employers to help them recruit and would be happy to give you a sense of whether you are on target.
Good luck!

Tags: applications, candidates, job application, job seeker

The ultimate goal of job hunting – getting hired!  There are a lot of people working hard at the hunt, so I thought maybe it was a good time to talk about success stories.
First there is the gentleman who attended the recent Kirtland Air Force/Hispano Chamber of Commerce job fair in Albuquerque.  He came prepared and was able to visit with a company representative about his skills and interests.  From that meeting he was invited for a formal interview, and was hired for a $50K a year job.
Then there was the person who was laid off from an out-of-state technology company and was networking in New Mexico.  He contacted the Technology Ventures Corporation recruiting service and shared his resume both on the free job site, nmtechjobs.org and with me.  I noticed that his skills and experience seemed a great fit for a local tech company.  They didn’t have any posted openings, but when I forwarded the resume they recognized his talent and added him to their team. 
One more example is the woman who was laid off from a local technology business and decided to strike out on her own.  Using the contacts and experience she had gained in her former position, she joined local professional organizations and contacted colleagues she knew in her field.  The result of her hard work was a successful consulting business.
So – keep looking, and be creative (an overused term but appropriate).  First and foremost always be prepared for an opportunity by having business cards and resumes at hand.  Dress professionally for any occasion where there might be an opportunity to make a contact to start you on the road to a new career, and keep your schedule flexible so you can take advantage of these opportunities.
Good hunting!

Tags: candidates, hiring process, hiring talent, job application, job fair, job seeker, job seeker attitudes

Insufficient background checks make headlines for the company involved – not a place most employers want to be.  There are many reasons to do background screening; company security, client safety and just plain verification of the truth.  The one thing to be careful of is what service you pick for these checks.
Online searches pop up a number of companies offering “free” background checks.  Upon further investigation one of my colleagues discovered the company was a front for another entity based on an offshore island.  I’m thinking data mining or worse.  When you request a background check on a job applicant you  give the service company a lot of personal information on the person (after they have signed all the appropriate releases, of course).  Your company is responsible for making sure the information is secure.
In the past my source for companies in this business as been local employers that do a lot of hiring.  It is safe to assume they’ve done some checking of their own.  I then contact the service company and ask for information and references, which they should be able to provide.  Then select the types of information you need for this particular position.  The price varies depending on how much detail you want.  An interesting part of most screening is the credit report, and this may be the first clue to problems the applicant is having.  Obviously if the person will be driving  for the company, a check for any tickets or DWI arrests is in order.
In the course of our search online my colleage found a newly formed licensing group, the National Association of Professional Background Screening, that has set accreditation standards and offers educational services to members.  There is contact information provided and they would probably be able to give you names of companies that serve your area. 
Most of all, make sure that access to these reports, once you get them, is restricted to “need to know”.  The person receiving the reports should be able to interpret results, and these can then be addressed with the applicant if there is an issue.
Good luck!

Tags: applications, candidates, hiring process, industry news, job application