Talent Jockey: Recent Episodes
Sean P Kelley
A podcast for job seekers, recruiters and hiring managers. I'm your host, Sean Kelley, and I provide insight, advice and guidance to help bring all three parties to a win, win, win outcome.
Job seekers don’t always know how to best approach a career opportunity or job. There is the standard resume, interview, offer, but there are so many more details to consider - social media, personal branding, networking, using a staffing firm, etc.
Whether you’re corporate recruiting or working for a staffing firm, I talk about the challenges recruiters, sourcers and talent acquisition professionals face on a daily basis - asking applicants the right questions, setting expectations with hiring managers, how to find great job seekers to name just a few.
Hiring managers need good, qualified, people to help them get things done. However, many don’t know how to obtain good talent - how to conduct an interview, what questions to ask, market your job vacancy, enable a great candidate experience, and more.
So subscribe, listen, and lets talk to each other about searching for a job, recruiting prospective candidates, and hiring great people!
Candidate experience is becoming more and more important when attracting talent to your organization. With the learning curve of social media starting to flatten and candidates doing more research on organizations, the recruiter and hiring manager need to be conscious of this component of hiring. It is not hard to provide a good candidate experience. Put yourself in the applicant’s shoes and treat them in a respectful manner and it will go a long way, even if the person does not land the job! Don’t have the potential hire jump through hoops. Make things easier for them. Keep them informed, treat them well. It’s really that easy.
The post 023 Candidate Experience appeared first on Talent Jockey.
Candidate experience is becoming more and more important when attracting talent to your organization. With the learning curve of social media starting to flatten and candidates doing more research on organizations, the recruiter and hiring manager need to be conscious of this component of hiring. It is not hard to provide a good candidate experience.… Read More »
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Tips for writing a job posting. Some will say that the hiring manager should be the one to write the job posting. Sure, they may know their area better than a recruiter, the recruiter needs to know how to sexy it up and market the position. In this episode I list 8 things you need… Read More »
The post 022 Tips for Writing a Job Posting appeared first on Talent Jockey.
Tips for writing a job posting.
Some will say that the hiring manager should be the one to write the job posting. Sure, they may know their area better than a recruiter, the recruiter needs to know how to sexy it up and market the position. In this episode I list 8 things you need to address when posting a job.
Short and to the point There are certain parallels in the recruiting industry. Candidates use resumes to get hired into an organization. Organizations use job postings to attract and get candidates to apply to their jobs. In this example its important to understand job seekers spend a limited time reading your posting. Get to the point.
Search Engine Optimized Your posting may be picked up by different job website aggregators. Make sure it can be found and indexed appropriately. Not everyone is an SEO expert, but read the posting and if a pronoun can be substituted with the job title, do it. However, readability must take a front seat to any force of SEO!
Job Titles Indie pop – industry popular job titles are necessary. They tie into SEO, will get you the right applicants, and be easier to understand. A business system consultant is relevant to only your organization, but you really want is an application developer. The former may get you ‘consultants’ and not a coder. Sometimes the default is NOT the way to go!
Benefits I’m a firm believer that recruiters need to be more marketing than human resources. Benefits tend to be standard offerings here in the US. I didn’t say they’re always great benefits, but many organizations offer some type of health, life, retirement and paid time off. Those benefits are nice to list, but make sure you highlight the benefits that may be considered perks! Free lunches. Ability to bring your pet to work. Ping pong tourneys, bean bags and hack-a-thons will set your company above others and grab the attention of the job seeker. They also provide some insight into your organization’s culture!
Readability While we touch on this in ‘Search Engine Optimization’ above, what we’re really talking about is formatting. Ensure it’s not one big wall of text. Use bullets to lump requirements in a nice list. Use bold text for highlighting different areas of the posting to include summary, requirements, responsibilities.
Salary Consider posting the salary range. Many organizations prefer not to and many handle it as taboo. It will convey a sense of transparency. It will also express the level of professional you want for the position and it certainly makes salary negotiation much easier near the end of the process.
Proof It There’s nothing worse than a hiring manager calling the recruiter to inform them that there is a spelling error within the job posting. Sometimes we can look at text, read, and reread it, but still can’t see an error. Have someone else take a look. Pay extra attention to industry acronyms. A spell check will flag them, but we often anticipate it only to ‘ignore’ them and the error.
Categories Depending on the platform you can typically post to more than one category. There is the industry that the organization falls under and then there is the industry the job resides. An information technology position within a financial services company is just one example of posting to both of these categories.
Have you come across any creative job postings? Let me know, email me sean@talentjockey.com
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Peeple is scheduled to launch in November 2015. How you leave reviews for restaurants on Yelp, Peeple is where you leave reviews of people. Good? Bad?
I consider some of the details outlined in this article published by the Washingtonpost.com
Somebody had to think of this before. There is Hot or Not where you determine whether a person is attractive or not. Then there is the platform to find out more about college professors. But is the person-rating app taking it too far? What does it mean to recruiting? Some are saying it’s Tinder, Facebook and LinkedIn all rolled up into a single application, but comments on some of their videos, documenting the journey to launch, are less than positive.
The big thing, the people in their database will not be opting-in. You will be submitted by people you ‘know’. I doubt my mom will be the one submitting my info and saying how great I am. My colleagues might, but they may not. Supposedly it won’t be anonymous, which is good and will probably cut down on bullying and lead to accountability. We’ll see.
What are your thoughts on Peeple? Leave them in the comments below!
The post 021 Peeple – People Reviewing Application appeared first on Talent Jockey.
Peeple is scheduled to launch in November 2015. How you leave reviews for restaurants on Yelp, Peeple is where you leave reviews of people. Good? Bad? I consider some of the details outlined in this article published by the Washingtonpost.com Somebody had to think of this before. There is Hot or Not where you determine whether a… Read More »
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What’s the deal with Talent Jockey? Oh, and I’m going back to frontline recruiting. I have contemplated how to approach the Talent Jockey podcast. Do I do it every week? Is there a passion to put it out there? I don’t know, is the quick answer. I started Talent Jockey to do a few things.… Read More »
The post 020 Going Back to Recruiting, Recruiting appeared first on Talent Jockey.
What’s the deal with Talent Jockey? Oh, and I’m going back to frontline recruiting.
I have contemplated how to approach the Talent Jockey podcast. Do I do it every week? Is there a passion to put it out there? I don’t know, is the quick answer. I started Talent Jockey to do a few things. It would strengthen my brand and convey a level of expertise in my career field – talent acquisition, aka recruiting. It would also help others understand what is involved in the hiring process. Sometimes it comes down to just knowing why it can take so long to hire someone, knowing this can take an anxious person and calm their nerves a bit. One thing I didn’t want to do is make it a bitch fest or make it all preachy. Nobody wants to listen to a whiner. The future of the show does not reside in this episode but I speak out loud about it and wanted to let you know what’s going on in that brain of mine.
I’m also going back to frontline recruiting. I’ll be covering information technology, my forte, which is good. However, I do get the occasional, “are you excited to go back to recruiting?” question. I tell you how I feel about it in this show.
Do you have feedback for the show? Email me at sean@talentjockey.com
Are you a recruiter and are interested in professional development? Check out Wisconsin Recruiters and their fall conference! The fall conference is going to be awesome. How can you beat this?
- half day as to not take you away from getting things done
- waaaay affordable – less than $60!! << that’s crazy!
- 2 (3) industry professional speakers
- local to Madison area TA pros – save on travel and accommodation costs
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In a plea to hiring managers I discuss an article written by Katelyn LaGarde entitled How Top Candidates Really Feel About Recruiters: 5 Brutally Honest Lessons. Katelyn attended industry sourcing conference SourceCon and talks about a panel that included five ideal candidates spoke about their experiences with recruiters – what they do right, what they do wrong and… Read More »
The post 019 A Plea To Hiring Managers appeared first on Talent Jockey.
In a plea to hiring managers I discuss an article written by Katelyn LaGarde entitled How Top Candidates Really Feel About Recruiters: 5 Brutally Honest Lessons. Katelyn attended industry sourcing conference SourceCon and talks about a panel that included five ideal candidates spoke about their experiences with recruiters – what they do right, what they do wrong and much more. It’s a candidate-driven market. Applicants are becoming more social media savvy. The combination allows those potential hires to pick and choose where they want to work. One of the biggest eye openers is the fact that members of the panel divulged that they talk to their family, friends and past colleagues about job opportunities. Recruiters are not a source for them highlighting the fact that recruiters need the manager’s help. Where do you think the value of your recruiter lies? It should be finding people for your position, but they’re buried in administrative tasks that prevent them from providing a great value to you. Have a listen.
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Screening veterans can be a challenge. Even if recruiters and hiring managers are themselves veterans, it is not always easy to interpret how a veteran’s skills and experience transfer to a civilian job. They may tell you about their military occupation specialty, rank, and job duties. Knowing they’re a 13 echo, fire direction specialist, with the… Read More »
The post 018 Screening Veterans, Things to Know appeared first on Talent Jockey.
Screening veterans can be a challenge. Even if recruiters and hiring managers are themselves veterans, it is not always easy to interpret how a veteran’s skills and experience transfer to a civilian job. They may tell you about their military occupation specialty, rank, and job duties. Knowing they’re a 13 echo, fire direction specialist, with the rank of corporal, does not help you.
“Can you tell me where you fell in the hierarchy of your unit or section?”
“What type of work does a 13 echo do?”
Once you have those answers you will want to probe even deeper.
“You have listed that you have ‘primary leadership development course’ under your ‘training’ section of your resume. Can you tell me more about that?”
The more questions you ask the better you can determine if the role aligns with their military experience.
I’ve served over 5 years in the US Army as a 13E Fire Direction Specialist. I did exit the service with an honorable discharge at the rank of corporal. I earned Army Achievement Medals with 3 oak leaf clusters, Army Commendation Medal, Good Conduct Medal, Army Service Ribbon, Overseas Service Ribbon x2, National Defense Service Medal. I had completed PLDC and was assistant section chief. What does all this mean to you?
Have questions about screening veterans or the military world? Let me know in the comments or email me: Sean@TalentJockey.com
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Substituting recruiter phone screen with a recorded video interview. I was skeptical at first, but then there are quite a few advantages for job applicant, recruiter and hiring manager.
I am involved in a pilot program. My first thoughts were, “ooh, no personal touch by the organization and recruiting? That’s not good.” But we are trying to do more in Talent Acquisition with less resources. This could help. What am I talking about. Well, instead of a recruiter conducting an initial phone screen with an applicant, they have the candidate record themselves answering predetermined questions using their webcam and mic – pc, tablet or even a phone.
I took the video interview myself. The experience was not bad. But then again, I do a podcast so talking and cameras don’t bother me much. It helped me understand the candidate experience and allowed me to form important questions to ask when conducting a feedback survey.
Survey feedback on the video interviews was ‘ok’. No big complaints. No ‘wow this was great’ responses. Many indicated that the clarity of the questions were above average. The only concern that was noted in the 45% response rate of candidate feedback was that the time it took to answer questions was too short. We had that set at 2 minutes. That is something we can address. All of the applicant survey respondents indicated it was their first time doing a video interview. Interesting.
Overall, I am becoming a fan and advocate of the video interview. I explain in this episode.
Have you applied to a job and been asked to do a video interview? I’d love to hear from you?
Recruiters and Hiring Managers, what are your thoughts about video interviews?
Let me know in the comments or send email to sean@talentjockey.com
The post 017 Video Interview, Good and Bad appeared first on Talent Jockey.
Substituting recruiter phone screen with a recorded video interview. I was skeptical at first, but then there are quite a few advantages for job applicant, recruiter and hiring manager. I am involved in a pilot program. My first thoughts were, “ooh, no personal touch by the organization and recruiting? That’s not good.” But we are… Read More »
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Personal branding will set you aside from something as brief as your resume. A guide to personal branding can be an entire book on itself, but I start out with a simple starting point to conveying more of yourself in today’s job market. Sure, your resume is what it is. We’ve talked about how to format… Read More »
The post 016 Guide to Personal Branding appeared first on Talent Jockey.
Personal branding will set you aside from something as brief as your resume. A guide to personal branding can be an entire book on itself, but I start out with a simple starting point to conveying more of yourself in today’s job market.
Sure, your resume is what it is. We’ve talked about how to format it and what tangible, impactful, accomplishments should be included in the document. However, there’s more to you personally and professionally. It is a different job market than what was out there 15 years ago. You can get yourself noticed and convey your experiences in a much more robust manner by establishing a personal brand. You may already have a LinkedIn profile. You could be using Twitter right now, but how are they all connected so that a recruiter or hiring manager gets to know you on a more deeper level. Get yourself a common look, with a common tagline so they can all be easily connected. Before long you’ll have an online persona that will make you stand out from the rest of your peers.
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Image courtesy of Stuart Miles at FreeDigitalPhotos.net
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You’re leaving the organization. There’s the exit interview. How do you handle it? I field a listener email and address this.
The exit interview is typically conducted by human resources when you voluntarily leave an organization. It is hard to say if you leave constructive feedback or not. There are two arguments in the industry. One, don’t say anything unless you have something good to say. The other argument is to provide the feedback in hopes that your feedback will help influence the organization in a positive manner. It depends on what approach you feel most comfortable, but it is important that you be professional. Leave out emotion from your feedback, if you choose to convey your feedback. If you go in with a chip on your shoulder you risk burning bridges and it won’t do anyone any good.
Subscribe to Triple Crown, the newsletter I provide on a monthly basis. It contains some articles on the job market that will help job seekers, recruiters and hiring managers.
The post 015 How to Handle the Exit Interview appeared first on Talent Jockey.
You’re leaving the organization. There’s the exit interview. How do you handle it? I field a listener email and address this. The exit interview is typically conducted by human resources when you voluntarily leave an organization. It is hard to say if you leave constructive feedback or not. There are two arguments in the industry.… Read More »
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John was in a temp job, but wanted full-time employment. He wasn’t sure what to do about his situation. He definitely needed some help. Here’s the story.
I met John through a mutual friend. He was in a temporary position for over 6 months. He was placed with an employer through a local temp agency. He liked his assignment and the employer, but he really wanted to be a full-time employee for the organization versus a temporary. The employer had not determined if they would bring him on as an FTE. What does John do? He seeks out help from a trusted source.
We have lots of influences and get plenty of advice from friends and family making the situation cloudy. It can be hard to decide on what you should do when it comes to employment and your profession. That’s why it’s important to seek out someone that can help lift the fog, clear the path, which will allow you to make decisions that will benefit you without burning a bridge or falling on your face.
Do you have someone in your network that can help provide you with clearer choices? Let me know in the comments, email sean@talentjockey.com or leave a voice mail at 608.616.0775.
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The post 014 Seeking Job Help From A Trusted Source appeared first on Talent Jockey.
John was in a temp job, but wanted full-time employment. He wasn’t sure what to do about his situation. He definitely needed some help. Here’s the story. I met John through a mutual friend. He was in a temporary position for over 6 months. He was placed with an employer through a local temp agency.… Read More »
The post 014 Seeking Job Help From A Trusted Source appeared first on Talent Jockey.
How do you handle LinkedIn connections? There are articles, blog posts and podcasts that outline LinkedIn best practices, tips, advice, and how to optimize your profile on LinkedIn, but this is an episode where I explain how I’ve approached connections in the past and how I’m revising a bit of my LinkedIn strategy.
I’ve done the ‘only connect with people I know’ and I’ve done the ‘come one, come all, nobody is turned down’ approaches. I’d like to leverage my contacts a bit more and I think the more intimate method is starting to be look more appealing.
How do you leverage your network on LinkedIn?
Do me a small favor. If you enjoy the show go over to iTunes and leave a rating, please. It helps me get some exposure and helps people find the show. Thanks in advance!
Things coming up on my end. New job starts tomorrow. Familiar department, with a different task. Newsletter needs to be sent out, look for some interesting links for job seekers, recruiters and hiring managers.
The post 013 Handling LinkedIn Connections appeared first on Talent Jockey.
How do you handle LinkedIn connections? There are articles, blog posts and podcasts that outline LinkedIn best practices, tips, advice, and how to optimize your profile on LinkedIn, but this is an episode where I explain how I’ve approached connections in the past and how I’m revising a bit of my LinkedIn strategy. I’ve done… Read More »
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Technology is shaping the world and is becoming a major part of human resources. I talk with HR technologist and disruptor, Bentley Wolfe, about how technology plays a role in the human resources space and its influence on recruiting. Social media, applicant tracking systems, and systems of record, posting jobs, all involves technology. But what… Read More »
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Technology is shaping the world and is becoming a major part of human resources. I talk with HR technologist and disruptor, Bentley Wolfe, about how technology plays a role in the human resources space and its influence on recruiting.
Social media, applicant tracking systems, and systems of record, posting jobs, all involves technology. But what does it all mean? How is technology shaping corporate resources, specifically recruiting talent. Will technology take data and screen candidates for recruiters?
You can find Bentley Wolfe on Twitter at @bbent
Find the podcast useful or interesting? Do me a favor and leave me a review on iTunes.
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Staffing firms, placement agencies, temp agencies, staffing agencies, call them what you will. They can be a great resource for job seekers. In this show I provide 10 reasons why you would want to use a staffing firm to find you a job.
Agencies can be very effective at helping you in your job search. The place hundreds if not tens of thousands of people into positions all around the world. They often know the industry and can do things to get a person an assignment/job that you would not be able to do on your own.
If you haven’t considered using a placement firm, why not? Let me know in the comments.
Are there other questions you have about how staffing firms work? Drop me an email and I’ll clear things up for you.
Small announcement about a change in my job status and career! But you have to listen or tune into one my social media channels to find out!
Image courtesy of Vlado at FreeDigitalPhotos.net
The post 011 Ten Reasons Why Job Seekers Should Use a Staffing Firm appeared first on Talent Jockey.
Staffing firms, placement agencies, temp agencies, staffing agencies, call them what you will. They can be a great resource for job seekers. In this show I provide 10 reasons why you would want to use a staffing firm to find you a job. Agencies can be very effective at helping you in your job search.… Read More »
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Recruiters will ask you “what was your salary at your last position?” Listener of the show, Shawn, writes “What’s the best way for a job seeker to handle the “what are your salary requirements?” I’m attaching a link to a recent article on LinkedIn that argues for politely refusing to give out your salary history,… Read More »
The post 010 How to Handle the Salary Question appeared first on Talent Jockey.
Recruiters will ask you “what was your salary at your last position?” Listener of the show, Shawn, writes
“What’s the best way for a job seeker to handle the “what are your salary requirements?”
I’m attaching a link to a recent article on LinkedIn that argues for politely refusing to give out your salary history, but instead be up front about your salary requirements. I’d love to hear your take on this. How many jobs would I remove myself from the running for if I took that advice? https://www.linkedin.com/pulse/how-answer-what-your-last-salary-liz-ryan”
The article was written by Liz Ryan, CEO Founder, Human Workplace. I go over some of the details that Liz outlines in the article. I agree with much of what Liz is addressing, but I don’t necessarily agree with how she frames it up. Recruiters, how do you handle salary with a candidate and why? Candidates, salary is a part of the deal, how would you like to see recruiters handle this topic with you? Leave a comment below and let us know!
Think someone could benefit from the show? Send them a link to an episode or leave me a review on iTunes.
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How can managers help recruit talent? I list four things that will help recruiters while at the same time create a positive experience for applicants.
While the argument can be made that attracting job applicants and getting them to apply to an open job vacancy falls to the recruiting function, help from hiring managers can pay off huge dividends. Timeliness is important. Routing resumes, getting feedback, setting expectations with job applicants can set yourself aside from organizations that are competing for great talent. Making a first impression is also important. Often times a recruiter and hiring manager working together shows a level of professionalism and synchronicity that won’t go unnoticed by job applicants and new hires. The unemployment rate has been slowly decreasing. Industry sectors, like Information Technology, can have negative unemployment. You have to step up the game, and organizations need to do whatever it takes to land a well-qualified individual, or lose them to your competition.
What actions are your hiring managers taking to help recruit talent into your organization?
Links:
US Bureau of Labor and Statistics – Unemployment, Madison, WI
Have a question or topic suggestion for the show? Drop me a line at sean@talentjockey.com or call 608.616.0775 and leave a voice mail.
The post 009 Four Things Managers Can Do To Help Recruit Talent appeared first on Talent Jockey.
How can managers help recruit talent? I list four things that will help recruiters while at the same time create a positive experience for applicants. While the argument can be made that attracting job applicants and getting them to apply to an open job vacancy falls to the recruiting function, help from hiring managers can pay… Read More »
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Some recruiters just plain suck? They often times create bad experiences for job seekers. There’s no question about that.
I often hear from job seekers about their bad interactions with recruiters. It irks me to no end because it doesn’t take much to do the right thing and create a great experience for a job applicant. While I don’t like to make excuses for bad recruiters, it has a large impact on the industry and I thought it would be good to provide some insight into why their skills fall short. In the end, managers and other recruiters need to mentor and coach the recruiters that may lack the skills and experience to be awesome.
Many great recruiters get very little recognition. Some candidates may think “well, that’s what they’re supposed to do” which is not entirely wrong. However, a bad experience with a recruiter could lead to informing tons of people, especially if you consider the audience someone may have on social media. Do you have a story about having a great experience with a recruiter? What made it so great? What was their name? Lets call out those recruiting rock stars!
Be sure to check out our Resources section where you can get some free downloads.
Have a question on how to land a great position? Having an issue with how to handle a client/hiring manager? Email feedback@talentjockey.com or call into our voice mail at 608.616.0775.
image courtesy Jesper Rønn-Jensen flickr
The post 008 Why Some Recruiters Suck appeared first on Talent Jockey.
Some recruiters just plain suck? They often times create bad experiences for job seekers. There’s no question about that. I often hear from job seekers about their bad interactions with recruiters. It irks me to no end because it doesn’t take much to do the right thing and create a great experience for a job applicant. While… Read More »
The post 008 Why Some Recruiters Suck appeared first on Talent Jockey.
Picking up from episode 006 where we talk about the recruiter meeting with the hiring manager about a job vacancy. In this episode I go into what a corporate HR recruiter does after they have the details from the hiring manager. Sure, there are the obvious details that include posting the position, reviewing resumes of… Read More »
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Picking up from episode 006 where we talk about the recruiter meeting with the hiring manager about a job vacancy. In this episode I go into what a corporate HR recruiter does after they have the details from the hiring manager. Sure, there are the obvious details that include posting the position, reviewing resumes of applicant from job seekers, and routing the info back to the hiring manager; I elaborate on a few key steps.
Things can happen from posting the position to making a final offer to an applicant. Recruiters and hiring managers may need to make changes or adjustments. Job seekers can benefit from knowing what may go wrong – delays, pitfalls, lack of timely responses and disconnects on expectations. A good episode to help everyone involved.
I’m currently working on Triple Crown, the e-newsletter of Talent Jockey. If you’re interested to get even more info on offers, tips, advice, and other happenings at Talent Jockey, be sure to subscribe on the right side of the website!
Have a topic for the show? Want advice on finding a position, recruiting or hiring talent? Email me sean@talentjockey.com or call 608.616.0775 and leave a voicemail.
Photo credit: Tim Green aka atoach / Foter / CC BY
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Recruiter is notified by the Hiring Manager that they have an open position that needs to be filled. An intake session, meeting, is scheduled. The Recruiter knows they will need to get specific details about the position like: skills, education, job description, level of role, and team size. But what about the other details, details that… Read More »
The post 006 Details Recruiters Need To Get From Hiring Managers appeared first on Talent Jockey.
Recruiter is notified by the Hiring Manager that they have an open position that needs to be filled. An intake session, meeting, is scheduled. The Recruiter knows they will need to get specific details about the position like: skills, education, job description, level of role, and team size. But what about the other details, details that could wreak havoc for the candidate experience, delay hiring, and result in lots of wasted time?
In this episode I not only bring up those more ambiguous details, but point out why it’s important to know what pitfalls may occur if those details are not addressed.
Are there other details that can be addressed between the Recruiter and Hiring Manager that would prevent pitfalls later in the hiring steps and make for a better candidate experience? Let me know in the comments!
Hiring Managers and Recruiters, be sure to check out your resources section and grab a copy of Complete List of Behavioral Questions! With over 400+ questions and scenarios, this document will help you and your team find the ideal candidate for your job.
The post 006 Details Recruiters Need To Get From Hiring Managers appeared first on Talent Jockey.
Don’t let hiring managers or recruiters compare your experience apples-to-apples with other hiring prospects. Rise above the competition, be an orange! It is the new year and you may have personal goals, or maybe resolutions, take action now that will ultimately make you more attractive to your organization or new employer. I talk about personal branding, putting yourself out… Read More »
The post 005 Rise Above The Competition, Here’s How appeared first on Talent Jockey.
Don’t let hiring managers or recruiters compare your experience apples-to-apples with other hiring prospects. Rise above the competition, be an orange!
It is the new year and you may have personal goals, or maybe resolutions, take action now that will ultimately make you more attractive to your organization or new employer.
I talk about personal branding, putting yourself out there, in order to set yourself above everyone else. You may be vying for promotion, or making a career change, do something that sets yourself apart from a bushel full of apples!
How are you going to set yourself above the competition in 2015? Leave me a comment and let me know.
Find this helpful? Leave a review on iTunes which will help others find the show!
You can connect with me on Facebook, Twitter or G+
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Michael, a listener of the show, wants to know how to handle a candidate that withdraws from consideration of an opportunity or declines your offer. There’s no way around it, Recruiters deal with a product that can say ‘no’. The reasons may vary. Some job seekers provide and explanation and others may not want to go… Read More »
The post 004 Candidate Withdraws appeared first on Talent Jockey.
Michael, a listener of the show, wants to know how to handle a candidate that withdraws from consideration of an opportunity or declines your offer.
There’s no way around it, Recruiters deal with a product that can say ‘no’. The reasons may vary. Some job seekers provide and explanation and others may not want to go into details. What is a recruiter to do? There is no way to prevent a candidate from
withdrawing from your job opening, or declining your offer, but you can ask some probing questions that will help mitigate the risk of losing them.
As a recruiter, what methods do you use to prevent losing a highly qualified candidate?
As a job seeker, have you ever run into a situation that made you withdraw from being considered for a position? What were some of those red flags?
If you enjoy the show and think others would find it helpful, please do me a favor and write a short review on iTunes. It does help get me some added exposure and allows others to find the show. Thanks in advance!
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I talk about resumes in this episode. Resumes can be a struggle for some, others can document their experience really well. Here are some tips that can help you get started and on your way to that interview. If you need a good starting point with formatting, be sure to check out the resources for job… Read More »
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I talk about resumes in this episode. Resumes can be a struggle for some, others can document their experience really well. Here are some tips that can help you get started and on your way to that interview. If you need a good starting point with formatting, be sure to check out the resources for job seekers page here on talentjockey.com.
I answer questions like…
- how far back do I go in my work history?
- do I include a summary or objective?
- what are some things I shouldn’t put on my resume?
- what are the key things to include on a resume?
Did I miss something? Email sean@talentjockey.com or call 608.616.0775 and leave it in a voicemail.
The post 003 Resumes – Key Details You Need To Know appeared first on Talent Jockey.
Losing your job can be demoralizing, but you need to look ahead and pick yourself up. In this episode I outline some things you need to do when you lose your job to include a list of ten things to get you going on your job search. Things you need to do right away… 1.… Read More »
The post 002 You Lost Your Job Now What? appeared first on Talent Jockey.
Losing your job can be demoralizing, but you need to look ahead and pick yourself up. In this episode I outline some things you need to do when you lose your job to include a list of ten things to get you going on your job search.
Things you need to do right away…
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Unemployment – be sure to file unemployment, it’s not a hand out, but something you may be entitled to.
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Health benefits – take advantage of COBRA, Obamacare/private insurance. You don’t want to be left in the open should something happen to your health, or the health of a loved one.
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Get into a routine – keeps energy up, provides structure and prevents you from falling into an even deeper rut.
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Set goals – provides sense of fulfillment and purpose. People like to stay busy and productive. Employers will ask what you have been doing with your time, setting goals and keeping active will give you a way to answer that question.
10 Things To Start Doing To Find Your Next Opportunity
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Job alerts – set them up, I recommend indeed.com.
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Update your resume – we should always be doing this.
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Update/register on LinkedIn.com – great social network for professionals.
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Start networking – in person and online.
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Job boards – get your resume online via job boards, setup alerts (see #1 above), and look at postings.
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Career fairs – go to them, dress appropriately and get noticed by talking to people.
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Associations – start getting to Meetups, trade organization meetings, users groups, etc. Keep in mind you want to not only network here, but also keep your skills sharp and in touch with your industry.
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Staffing firm – consider signing on with a staffing firm or temp service. They can open up job possibilities and get you short time jobs until you land your next long-term FT opportunity.
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Record progress – the journey may be long so it’s important to keep track of who you spoke to and when. You also want to remember where you applied and when which will prevent double submissions that lead to disqualifying you for reasons outside of qualifications.
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Exercise – relieves stress, releases good chemicals within the body and mind. Even if it is just for a walk, it will benefit you.
If you are finding this useful or think this could be useful for someone you know, please consider leaving me a review on iTunes. Reviews weigh heavily in getting recognized and will allow others to find the show.
In the next episode I will be touching on the mighty resume. If you have questions regarding the resume, email sean@talentjockey.com or call 608.616.0775 and I may put your question in the episode!
The post 002 You Lost Your Job Now What? appeared first on Talent Jockey.
I often find myself being asked to critique people’s resumes. Outlining a few details before I even view the person’s resume is not uncommon. Two things I mention are return on investment statements and impact statements. Those are always lacking, or they can be fleshed out a bit more. They are statements in a person’s resume that quantifies their contributions. It’s… Read More »
The post Resume Templates appeared first on Talent Jockey.
I often find myself being asked to critique people’s resumes. Outlining a few details before I even view the person’s resume is not uncommon. Two things I mention are return on investment statements and impact statements. Those are always lacking, or they can be fleshed out a bit more. They are statements in a person’s resume that quantifies their contributions. It’s outside the “I’ve done this and that”. People also have a hard time coming up with a good format which includes layout, margins, spacing and type face. Aside from Episode 003 covering resumes in some detail, I have come up with some resume templates that you can use. You will find them under Resources => Job Seekers. My hope is that the templates compliment what I talk about in Episode 003 – Resumes. They will give you a good starting point for your own resume.
Enjoy.
The post Resume Templates appeared first on Talent Jockey.
The first episode is an introduction to Talent Jockey. What is this podcast about? It caters to job seekers, recruiters and hiring managers. They all have their respected challenges but all have the same common goal. Job seekers want a position that matches their skills, challenges them, good benefits and help them grow professionally. Whether you work in staffing or corporate HR, recruiters want to find those awesome people that can be a good fit for their clients. Hiring managers are needing people to join their team. It’s about providing insight and advice into making this a win, win, win for everyone.
Why am I doing the show? Well, it really is about helping everyone that is involved in the world of talent acquisition.
I talk a bit about myself. It’s only fair you know my background. I think it’s important to know what shoes I’ve worn and what paths I’ve traveled. Don’t worry, it’s not my complete autobiography.
I’m excited about all this and I hope you are too!
The post 001 Introduction To Talent Jockey appeared first on Talent Jockey.
The first episode is an introduction to Talent Jockey. What is this podcast about? It caters to job seekers, recruiters and hiring managers. They all have their respected challenges but all have the same common goal. Job seekers want a position that matches their skills, challenges them, good benefits and help them grow professionally. Whether… Read More »
The post 001 Introduction To Talent Jockey appeared first on Talent Jockey.
Future home of TalentJockey.com, a podcast that can help job seekers, recruiters and hiring managers navigate the world of recruiting.
The post Hello world! appeared first on Talent Jockey.
Future home of TalentJockey.com, a podcast that can help job seekers, recruiters and hiring managers navigate the world of recruiting.
The post Hello world! appeared first on Talent Jockey.