What your Resume Says About You

A resume is an ideal tool used to exemplify you.  Many times, recruiters will not even look at your cover letter until they have gone over your resume. There would be no point in going further than viewing the resume if you don’t have the correct qualifications and background for the position right? This is why its critical to provide as much information and accomplishments as possible. One thing is certain; you never want recruiters assuming anything. For example, if there is a gap in your resume somewhere when you were out of work then make sure you give an explanation as to why. Your timeline regarding different jobs is one of the key components of your resume. This way recruiters will be able to decipher whether you are more committed or a job jumper.

Now, when listing your previous jobs and current job, it’s essential to provide a decent description for each one. On the other hand, don’t be too lengthy about it and make it easy to read by using bullet points for instance. Recruiters want to see that you have had multiple job titles throughout your career; this indicates you are well rounded and more experienced. With that being said, recruiters want to know if you are getting results in your area of expertise. This would be where you talk about your accomplishments and throw in some numbers that give weight to your achievements.

Continuously promote your quality as a person and employee, your skills, and of course your education. At the end of your resume it is strongly suggested to provide a couple references for the recruiter to contact if needed. Bottom line is, always be critical of your work. Your resume is your first impression so make sure it’s a memorable one because your resume speaks for you.

Please contact Connor | Caitlin at www.connorcaitlin.com for more information regarding resumes.

Average Hiring Times Getting Longer

The Interview and Hiring process is taking much longer than in previous years. Average hiring times have increased from around 12 days in 2010 to around 23 days in 2014. This is due largely to the more in-depth screening process being used by employers today. Studies show that panel interviews can add almost a week to the hiring process and things like IQ tests and personality tests can add as many as 4 days.

While it is important for an employer to make sure they are making the right decision, taking too much time can actually lead to weaker hire. This seems counter intuitive, wouldn’t taking more time allow the employer to find a better candidate? However, if you take too long with the hiring process, you give the strong candidates time to accept other offers, leaving you with a weaker pool of prospective hires. Taking too much time can also result in loss of productivity. The more time the hiring process takes, the more time the empty position goes unfilled.

It is important to balance the time it takes to effectively screen potential candidates with how much time it will take. If you leave out key steps in the hiring process, you won’t be sure exactly who you are hiring. If you take too long with the hiring process, you could lose strong candidates to other companies and lose productivity.

If you have any questions about hiring practices, please contact Connor | Caitlin Talent Solutions. 

www.connorcaitlin.com

info@connorcaitlin.com

Finding a purple squirrel, part 2.

In the first installment  of this post,which can be read here, the top five things a company should know about recruiting were discussed. Today we will tell you the next five.

1.)    Be known as a great employer! If you want candidates to want to work for your company, you need to give them a reason to work for you. By creating a great work environment and company culture, you will establish your company as one that people want to work for. It is impossible to attract the highest quality candidates if no one wants to work for you.

2.)    Check references. This one should really go without saying, but many employers do not consistently check references. When you contact the references a candidate provides, you get to hear about the candidate from another perspective and learn more about them. The more you know about a candidate before you hire them, the better prepared you can be to meet their needs and create success for both parties.

3.)    Write GREAT job descriptions. The more information you can give about a job, the better-prepared candidates can be to tell you about experiences relevant to what you are looking for. If the job description is vague, you end up with applications from people who are not qualified and not at all what you are looking for. While poor applicants will never be fully eliminated, having specific job descriptions can help decrease the number you will have to go through. 

4.)    Quality > Quantity. In the last post, we told you to improve your candidate pool. That does not mean expand your pool. It is perfectly okay to only have a handful of candidates rather than an entire stack. You are looking to hire the best person for the job, so you need quality candidates instead of a large quantity. That being said, if you have a large number of qualified candidates, you should certainly look at them all.

5.)    Remember, they’re looking too. A lot of attention is focused on what you should look for in a candidate, but it is vital to remember that candidates are looking at the company as well. In the technological era we live in, access to information is at an all time high. Your company needs to make sure that potential candidates can find good, reliable information on the business.

Connor|Caitlin would be thrilled to help you with your recruiting needs. Contact us with any questions or items you need assistance with.

www.connorcaitlin.com

Finding a Purple Squirrel; find a squirrel, then dye it purple!

Thanks to the reliance on technology and a plethora of great programs, recruiting has changed a lot. However, there are still many “rules” of recruiting that will probably never change. Today’s post is part one of a two-part blog on how you can be the best at recruiting.

1.)    The Golden Rule (“Do unto others as you would have them do unto you.”) is a universally known term, but in recruiting, business, and probably life in general, the Platinum Rule created by Dr. Tony Alessandra needs to be employed. The Platinum Rule is “Treat others the way they want to be treated.” The Platinum Rule requires that you know what a person wants and you provide it for them. It takes other’s feelings and thoughts and puts them ahead of your own.

2.)    Know what you want, what you need, and what you cannot live without. Once you know all of that, prioritize it. If you need a purple squirrel, you are not going to find one. You will have to settle for a squirrel and dye it purple. This analogy means that you can find a candidate with the qualities you cannot live without, then you can teach the candidate about what you need and want.

3.)    Improve your candidate pool. If you are not looking at the best candidates, you certainly will not be able to hire them. You already know you want to hire the best candidate out there, so it is vital to do everything you can to get that candidate into your hiring pool.

4.)    Hire for strengths. No matter what the position is, there will nearly always be multiple duties. The important thing is to figure out with the most important duty of a position is and find a candidate with the strengths to fulfill that duty better than anyone else could.

5.)    Hire the sure thing. Sometimes there is a rush to fill a position, and when it is a very important role the rush is understandable. However, rushing to fill an empty post can lead to hiring the wrong person. This is a huge headache because not only will the job not be done the way you need or want it to, but you will end up right back where you started: the beginning of the hiring process.

Connor|Caitlin would be thrilled to help you with your recruiting needs. Contact us with any questions or items you need assistance with.

www.connorcaitlin.com

The new age of the Millennial

Millennials are such a popular topic of conversation these days, so I would like to expand on our previous post from last week on Millennials. 

For those who are not a part of the millennial generation, you may have been taught early in your career that relocation would be a part of your life.  For millennials, this has not necessarily been the case.  This generation typically is one that would rather stay where they are comfortable, and where they can have a good, but maybe not great job.  However, relocation can be a possibility, even internationally, if approached the right way. 

Millennials need to feel that they aren't alone.  We are social creatures, so continuing that openness as we move to a new location is key.  Setting up lunches, after-hours activities and other outings with folks from the hiring company are just a few of the steps that need to be taken to make relocation a reality for millennials.

Putting together a relocation package, (I’m not talking just money!) could be the catalyst that helps a young professional move.  This package needs to include housing information, realtors that they can trust, things to do in the area, the best neighborhoods near the office, and much more.  This can be instrumental to the success of a relocation.  Since not adjusting to a new environment is the top reason for a negative relocation, hiring companies should do everything in their power to ensure the successful move of any professional.

A relocating Millennial should be given the same attention that would be given to a more seasoned professional, and sometimes even more so.  With the changing workforce, companies need to adapt to the new ways of the millennials.

If you need help attracting top talent like millennials, please contact a practice leader at Connor|Caitlin. 

Infographic from http://kevincsnyder.com/millennials-millennials-millennials

Bringing value to Coatings, not just through paint.

At Connor|Caitlin, we work exclusively in the Coatings industry.  With our 40 years of combined experience, we know our market and the major players.  However, we like to stay knowledgeable of the history of some of the top coatings companies.  Today I’m going to give a brief overview of The Valspar Corporation, to give an idea of why we value companies such as them. 

The Valspar Corporation is the sixth largest international paint and coating company in the world, currently based in Minneapolis, Minnesota. Valspar stocks customers in over 100 countries with an extensive range of high quality coatings and paint products.  Valspar’s motto is, “If it matters, we’re on it”, what an ideal way to grab the attention of customers and investors.

Valspar is associated with many other brands, such as: Cabot, Guardsman, House of Kolor, De Beer, Inver, Huarun, Wattyl, Solver, PlastiKote, and more. With their wide range of investors, Valspar showcases integrity and stewardship. Beyond all, the most imperative ambition for Valspar is to maintain an accident-free work setting in order for their employees to stay safe.

Valspar’s leadership, commitment, and investment aspects ensure their potential customers nothing but success and high quality. This company explains how they are committed to creating a long-term relationship with customers, employees, and suppliers. As long as it’s important to you, it’s important to Valspar.

Companies like Valspar are what make our industry shine.  If you are a top company looking for top talent, or talent looking for the top companies, please contact a practice leader at Connor|Caitlin.

Facts courtesy of http://www.valspar.com 

Pay me now or pay someone else later...

The Wall Street Journal had a great article this past Tuesday on how the rebounding economy is placing pressure on employers to raise wages or suffer turnover.  The economic indicators are strong. Growth companies are hiring which means opportunities to move to better paying jobs is a reality for key players looking to jump ship. While most good companies get lower unemployment is good for business, a lot of companies fail to realize that not addressing the wage gap from recessionary times doesn't just go away, it leads to decisions. 

People vote and they vote with their feet, if employers are careless about righting the wage constraints that impacted their business a few years ago, they will pay either way.  Great employers understand the direct impact that turnover has on productivity, training costs and employee morale.  In other words, to compete in the war for talent, a top grading company must be mindful that compensation is a big reason for the decision to leave.   

Worth and value are in the bucket of reasons good employees stay or leave but failing to look hard what you pay people is a key ingredient in the recipe for turnover.  In the end, paying your top talent their worth today is important but really understanding what that worth is may be a challenge.  Top talent will find it out what their worth is but usually this involves them giving their notice to really hit you in the face. 

If you have questions about wage modeling or talent strategy, contact one of our practice leaders at Connor|Caitlin.