(Note: I’m going to do two blog posts on this topic this week. The first will be aimed at the HR and Recruiting community; the second at college students seeking internships.)
It’s a beautiful April day here in Seattle, and in Springtime many hiring managers–and recruiters–turn their thoughts to campus recruiting.
I’m sure that the in-house recruiters who read my blog will have lived a variation of this dialogue–most more than once:
Hiring Manager: “Hey, it’s mid-April. Are we doing any campus hiring this year?”
HR: “Well, when we asked about that in December, you said there wasn’t money in the budget. So no, there hasn’t been any campus recruiting this year.”
Hiring Manager: “I said that? Huh. Well, we have some funds and need a couple of interns to do some small projects for us. Can you go out and hire, say, 5?”
HR: ” *bangs head against desk* ”
This is a typical occurrence for a lot of companies, unfortunately. Recruiters can usually dig up a few interns–but both the quality of available talent, and the intern experience they receive, is variable at best.
I spent many years on both sides of the campus recruitment and employment world, most recently in campus recruiting and talent management for an F100 company. Working for a much smaller company now, I know not every company is large enough to have a formal campus recruiting program. But there are some ways to ensure successful campus hiring:
Even if you can only put the first 4 ideas above into action, you will be FAR ahead.
Hello World! And happiest of Fridays.
What’s going on? Been a busy, BEAUTIFUL week in Seattle. Sad to say the sunny 70 degree weather is apparently leaving us just as we approach the weekend. Good thing I got most of my gardening done earlier this week.
One of the unique things about working on the Seattle waterfront, and living here in general, is that you have an ever-changing landscape just beyond your window that reflects global trade and commerce. I’ve previously posted photos of the plane train:
Boeing moves 737 fuselages between their factory in Everett and the final assembly plant in Renton 1-2x/week depending on the production schedule for global customers.
Here’s one I bet you wouldn’t expect, though. Yep-that’s coal. It’s just passing through en route to British Columbia. There are three export terminals in British Columbia that ship coal to Korea, Japan, China, and Europe. Last year, coal shipments were a $5.6 Billion commodity export. There are plans to create a coal shipment terminal in Washington state near the B.C. border, but that plan is being protested by multiple constituencies.
Seattle is also a major commercial port city, having the 6th busiest seaport in 2011. The photo below is a container ship coming into dock to be unloaded at the Port of Seattle. The tugboat alongside its stern is captained by my uncle; he’s at the wheel in this shot. (Occasionally he’ll bring the tug into the slip between the two piers across from my building and call me on his mobile to harrass me while I’m working. This is not something that would happen to most people.)
What happened this week?
At some point in the recruiting and hiring process, you will likely be asked for 2-3 professional references. Over my years as a recruiter, I’ve come to realize that people generally treat professional references one of two ways:
Here are a few quick tips about selecting your references:
I just received the following email in one of my personal inboxes:
“My name is Jeff and I’m a recruiter at ___ Corporation. We have your resume on file and I thought you may be interested in an opportunity we currently have available for a Program Manager with a major telecom company located in PLEASANTON, CA and REDMOND, WA. This is a W-2 contract position requiring the contractor to work onsite in one of the two listed locations. Rates will only be discussed over the phone.
Please review the job description below. If you are qualified and interested in pursuing this opportunity, please call me at (123) 333-6074 ASAP. You may also send me an e-mail, if you do respond via e-mail please include a daytime phone number so I can reach you. In considering candidates, time is of the essence, so please respond ASAP.
If you do not feel like you are a good fit, but you know someone, perhaps junior to you, who is looking for a temporary assignment without a heavy skill set required, please feel free to forward this email onto them. I also encourage you to visit our website at www.vendorname.com for all of our job openings.
Title: Program Manager
The LTE Market PMs as they relate to the program to deploy LTE as ~20,000 cell sites in 2013. There is projected to be a total of 45 LTE Market PMs managing the work required to launch clusters of LTE sites. “
And here are a few of the position requirements (the must haves):
ROLE SPECIFIC REQUIRED SKILLS
• LTE deployment experience
• RAN deployment experience
• Knowledge of telecommunications network infrastructure Project Management structure and lifecycle, cellular network deployment and cellular network infrastructure including ability to assimilate complex technical interdependencies that may drive project requirements.
• Telecommunications Network knowledge
• Wireless / Cellular Network deployment experience
• Expert in Wireless Engineering Principles
• Strong project/program management experience
• Understanding of Network Equipment/Architecture systems and operations
• Minimum 8 Years’ experience managing large complex Network Technical projects
Before I launch into my rant, let me explain to the job seeker readers what this email is about. Certain larger corporations engage an outside company to manage their contract staffing needs. This company has a list of approved contract staffing vendors that must respond to a request for resumes within a certain period (often 48 hours). In order to accomplish this, they use systems that source candidates by pattern matching keywords on resumes/LinkedIn profiles and auto-generate emails like the example above to prospective candidates.
Nothing in my LinkedIn profile would suggest that I have experience managing technical wireless networking projects. So why am I getting this email? Because their system is auto-matching my information based on the words “program manager” which are in my LinkedIn profile.
I get 1-2 of these emails every week or so. Many other recruiters I know do too, especially if their LinkedIn profiles list the technical skillsets for which they recruit.
To me, this is the antithesis of good sourcing. I cannot imagine it produces much in the way of viable talent for these companies, but given the ubiquitous nature of these emails it must produce some results.
Job Seekers: I wish I had better advice for you on how to deal with these.
Corporate Recruiters: Do you work for a company that uses a vendor-neutral system? If so, are you aware of this phenomenon? Have you heard about it from your candidates?
Happy Friday, everyone.
It has been an emotionally wrenching week for our nation.
It’s always difficult to comprehend such tragedies. In the case of the bombing in Boston, we immediately look for who would do it–and why. Allegedly, the who is now known–but the why is still a mystery.
In this time of national sorrow, and having more questions than answers, I want to share something with you all.
This was written as a Facebook status update by a good friend of mine on Monday. She lived in Manhattan on 9/11 and was a firsthand witness to the abject horror that occurred there.
“While it’s tempting to think “it could have happened here,” tonight we should not be thinking of ourselves.
Yes, the unimaginable happened in the world and impacted people from around the world. It happened in America and impacted Americans. But most of all, it happened in Boston and to Bostonians.
There is a level of violation that is unimaginable when it happens on the streets you walk on every day and to the people who could have been standing next to you at the coffee shop the day before.
That’s why today we should all embrace Boston [ed: and Newtown, West, Texas…etc.] and keep on doing so in the months and weeks ahead. This year, root (a little) for the Red Sox, visit Boston, send cookies to a police station or a fire house or just keep sending messages of support.
Your words and actions will matter more than you’ll ever know.”
I can’t add anything further to that. She says everything that needs to be said in regards to both tragedies that have happened this week.
I hope all of you have a safe and enjoyable weekend. Make time for the people that matter to you most.