Archive for June, 2007
Happy 4th of July and Canada Day!
Since I won’t be around for the holiday week, just wanted to wish everyone a wonderful, safe, and amazing 4th of July and Canada Day (July 1st)! Even during a week off, I’ll sneak at least one access to email and the other Co-Founder will be picking up the slack. Although this is the one week of the year I enjoy staying “unplugged” being up in Canada fishing and relaxing. Take care, eh?
Add comment June 28, 2007
Think Like a Headhunter: Interview tips – “the most powerful question you can ask”!
I try very hard to assist candidates in understanding that the first round interview’s agenda is 95% driven by the company. You are invariably one of several candidates they are evaluating, and your #1 and only goal at this stage of the interviewing process is to get invited back for a 2nd round, or to continue the “next stage” of their process.
As you are selling yourself, the most important and powerful information you can gather, is what specific information are they using to favorably evaluate you. After the first impressions and pleasantries of small-talk, you must casually ask “From your perspective what are the most important things you are looking for in filling this position?” – or something similar. By asking this question, you receive the target to aim for. For example as a J2EE software engineer in Cambridge, you may ask this question and find out – “We are weak on the server team, and need someone who understands how to write complex core Java via JDBC and has extensive architecture skills.” With that target in mind at all times, you can highlight, focus and describe specific projects and work YOU have architected and developed that fit that criteria. Or, perhaps their answer is “We are most concerned with finding someone who is very self-driven and independent.” It would be a huge blunder to only talk about your team-work and how you worked collaboratively with others, if that is their #1 criteria. Ask the most powerful question and you’ll be thinking like a headhunter!
Add comment June 25, 2007
Think like a headhunter: “Own” your interview preparation.
Something I am always reminding candidates about in this market is that I can do the great work of matching a wonderful company to your background. I have access to the hiring managers, and insight into the client’s culture, expectations and interview-style. I will be able to help provide you with information that will display your unique skills in the best possible light. However, before the interview, you must take “ownership” and utilize the information I provide to you, to prepare and practice both the technical and non-technical aspects of your interview. Non-verbal communications, agendas for your interviews, practice Java, J2EE or C++ questions for software engineers, how to write a thank you letter. As many current and recent candidates can tell you, getting the interview is fairly easy, but getting the job you want can be downright challenging - no matter your skills, school pedigree or what you think you can do. We, and our clients often subcribe to the mentality that if we’re on the fence about your candidacy, the easy choice is to “pass”. A great headhunter will always help prepare you for your interviews and ensure you have the best chance of getting the job YOU want.
1 comment June 19, 2007
Do you want fries with that? Order-taking, moron recruiter competition.
Well, today, I know you wish I was talking about a new hot job, but instead, I thought I would share a story about another so called ‘recruiter’ and their firm. See, these are the folks you hear horror stories about. The order-takers who yes you and the company to death, those that over-promise and under-deliver. The one that clearly has no clue what they are doing, or perhaps their ‘mentor’ is sitting in on your interview, coaching the entire thing. Sure makes you feel good, right? Right?!?
One of our favorite clients (who will of course remain confidential) – but lets call them Icarus Software. Icarus utilizes (as most companies do) a short list of 3 preferred agencies. Woohoo! We are one them (no big surprise, we are awesome and all that 
) but they just added this new firm to try out. So, guess what, so far in the past week, I’ve worked with 3 candidates who have had their resume sent to this client, WITHOUT EVEN TALKING TO THEM. Not telling them the company name, website, job description, or even describing what the company is all about!
So, listen up, recruiter-competition: Ultimately, we all bear responsibility to do the right thing – nothing frustrates our clients or candidates, more, than when a resume is submitted twice. When a company or candidate has a ‘bad’ experience like this, it reflects on the entire industry. You will look like an IDIOT, an UNPROFESSIONAL, car-salesperson, ORDER-TAKING, hack! There are no short-cuts in our business, there are no short-cuts in life. Yes, you can make a placment or get the invite or screw others out of one or two situations… but in the end, it will all catch up with you! When the next downturn in technology hits, please go back to the slimy rock you crawled out from underneath. Or, better yet, I’ll just supersize those fries, now!
Add comment June 15, 2007
Share in up to $41,500 in referral rewards… Sox squeak out a win 2-1
People have been asking me “given your rewards, how much does a headhunter make?” — well I can tell you that we’re offering as much as a good full-time recruiter working for any reputable company would earn for recruiting, presenting & managing the “candidate” side of the equation. Why are we being so generous? Because, we want to continue to reward those who have helped in our success. To date, I have 14 open software engineer positions (J2EE, C#, .NET, embedded, Lead, Manager, SQA) that are referral reward eligible for a total of $41,500 in bonuses available to split between you and your entire network. For a complete and up to date list of all jobs that are open and their respective rewards – the link is here – pass the word to your software engineer friends & their friends…
https://www.h3.com/?dmr=POXdnCRh2nivt7hftwF3JmZsDSE
The Sox extended their major league best record to 41-22 and are now 20-10 at home. Sweet! With the nice weather planned for this weekend, Jamie (the other Co-Founder), I and our families expect to take in the Giants game on Friday, hoping to see Barry hit one out.
Add comment June 13, 2007
$2,500 reward referral for SQA Manager/Director
For a very profitable, growing private software client in the Waltham, MA area I am offering a $2,500 referral bonus for a qualified Software Quality Assurance Manager/Director – focus is on automation and SQL background. Grow and build a world-class team. If you know someone, or someone who may know someone, please click here https://www.h3.com/?dmr=_CVmzOUGj-1k6C1DlM1mkgacCYQ H3 is a trusted, completely confidential 3rd party system for splitting your reward amongst your network.
Add comment June 12, 2007
Think like a headhunter: resumes part 2 – rewrites, redos
Your resume is the tool that opens doors to the interview process. Since I had a lot of questions and feedback about resumes, I thought I’d offer some additional tips on the subject. First, if you’ve been in the industry more than 4-5 years, your resume can easily go over 2 pages (put please, not 10!) . With all the technical summary information, education and a couple internships, you’re almost there already! I’d rather you offer the technical detail I need vs. arbitrarily setting a limit on the information you will present. Second, if your job title means nothing outside your company or does not really reflect your work day to day - make sure to adjust that. Example – your title is “CTO”, but really you’re a lead engineer, writing code 70% of the time and leading a team of 4. If I see “CTO” 5 years out of school, I’d likely assume this could be the case… but MOST people will jump to a conclusion and toss the resume. Don’t give them a reason to! Make sure you pick a format that is standardized (great recruiters will help) , remove graphics, pictures and extraneous personal information, unless directly related to the jobs (hobbies include crocheting or lily propogation is not relevant, but robot competitions could be). Bringing this all home, a recent candidate who is about to accept an offer, had a confusing, pretty incomprehensible resume that did not allude to the level of coding skill they had. Once we re-wrote… we were sitting on a tool to open doors rather than close them. Think like a headhunter and make that tool the best it can be!
Add comment June 11, 2007
Think like a headhunter: deal with the decision-maker
Have you ever been a situation where you said “why the heck am I talking to this person?” — perhaps you were trying to negotiate a better price on the latest flat-screen TV or simply trying to get something fixed on your credit card bill. Dealing with the first person who answers the phone or salesperson rarely leads to the success you want.
As a job-seeker the very same is true – you must be dealing with the decision-maker on critical issues- such as reviewing your resume, technical discussions or salary negotiations. If I had a dollar for every admin, HR person or assistant who told me that job was not open (when in fact the Director or VP of Engineering says otherwise), I’d be off to a Caribbean Island come January. If you a see a job on-line or in the paper that you feel you’re a good fit for, Think like a headhunter: research on-line or with your colleagues who you need to talk and get your resume to that person (VP of Software Engineering, QA Manager, IT Manager or VP of Sales)- send a brief note and follow-up with a call. Doing this, gets you right to the person who will making or breaking your candidacy, without the bias or errors prone to dealing with the “middle-men”. Whether saving $100 on your TV or getting the job you want, it’s all about dealing with a decision-maker.
Add comment June 6, 2007
An offer is not a transacton, it’s an event – closing great candidates
The WAR for talent is on! Great candidates have lots of choices in terms of where they go to work. We have more clients knocking on our door than we can handle. A client MUST understand how to partner with us to hire the talent they want: How do you, the company differentiate yourself once you’ve identified a great candidate? Some tips I have learned over the years:
- Get the hiring manager 100% involved. Hiring managers must take a major role in recruiting the candidate in partnership with the hiring team. It’s less difficult for a candidate to leave close friends and long-term associates if he has already experienced some type of personal relationship with the new group.
- Make the offer an event, not a transaction. Make the offer something special. For instance, don’t just send a letter. Have the hiring manager deliver it personally, possibly with a few key members of the team. Always make a personal presentation.
- Make the offer about the job, not about the money. If you can’t differentiate your job by describing its challenges, key growth opportunities, and how important it is to a major company initiative, all you have left is the money. So make sure when you deliver the offer, you have in the back of your mind “Why would a top/star person want this job?” It’s NEVER just about $$$. EVER!
Now, even though we are top recruiters, we cannot close everyone! Sometimes, you can do all the right things, and not get someone… sometimes we do all the right things, and people choose another client or another opportunity… or GASP! stay in their same job. Candidates are real people, with real fears, expectations and needs — if we focus on these 3 areas, most candidates who are ready, will accept. Just remember to make sure we all feel this is a “special” event and we can partner succesfully.
Add comment June 4, 2007
