Recruiters - Why It Pays to be Skeptical

 There has been a lot of talk online lately about "fake" or fraudulent Recruiters, but there doesn't seem to be as much conversation around fraudulent candidates (resumes).

Ask any Recruiter that hires for Remote Corporate jobs or IT jobs and they'll probably express their exhaustion over receiving hundreds of resumes for every job posting, and having to weed through them all to find the few REAL, qualified candidates.

While it may be a painstaking process, researching the candidates you do choose to move forward with is a necessity in the current job market.  Take for instance a resume I received for a corporate role.  The candidate looked too good to be true; a good number of years of experience at only 2 employers, all the benchmarks of a successful business person, employment with high profile companies etc., but after many years of recruitment experience, something didn't sit right with me.  The resume had all the right buzzwords, but something was missing - there were no bones with the meat - no LinkedIn profile, no credentials other than a BA, no affiliations in the associated industries and so on.  This realization led me to conduct an online search and this person had no digital footprint - none.  No matter how I "googled" - phone number & name, employer & name, location & name, alma mater & name - the only thing I found was that there might be a person of that name residing in the city listed on the resume. Since the name was very common, that wasn't a surprise.

Given the lack of results, I sent the person a quick email stating that I was reviewing their resume in preparation for our interview the next day and requested that they send me a link to their LinkedIn profile.  In the middle of the night they canceled the interview.  That reaction immediately confirmed my suspicions that the resume was fraudulent. 

The truth is that fraudulent applicants happen much more often if the job is posted as a Remote / Work from Home position. Remote jobs, particularly ones that offer fully remote work are attractive to off shore (over seas) applicants, even if the job requires US residency.

Offshore workers illegally remote working for U.S. employers is a real problem and they do so by circumventing immigration and tax laws. The most severe cases involve organized, state-sponsored rings where offshore workers use stolen U.S. identities and operate "laptop farms". 
Here is how these illicit operations typically function:
1. Identity Fraud and Proxy Hiring
Offshore "actors" target U.S. companies by assuming the identities of real, unsuspecting American citizens. They apply for remote jobs using fabricated resumes, AI-enhanced interview scripts, and proxy interviewees to bypass security checks and coding tests.
2. Laptop Farms
Workers in foreign countries operate through a network of U.S.-based facilitators. When the employer ships a company-issued work laptop to an address in the United States, the facilitator receives it. The facilitator then sets up remote access and screen-sharing software, allowing the offshore worker to log in and control the laptop from abroad. To the employer's IT department, the connection appears to originate in the U.S. 
3. Circumventing Work Authorization
Non-U.S. citizens are required by law to have valid U.S. work authorization and a proper visa to perform work for U.S. employers while physically in the United States. Working on a B-1/B-2 tourist visa is considered unauthorized employment and violates immigration law. When workers operate offshore but disguise their location, they intentionally avoid tax withholding requirements, which misrepresents their employment tax status and leaves them unprotected by U.S. labor laws. 
4. Money Laundering
To collect salaries, the overseas workers route their pay through U.S.-based facilitators. These domestic accomplices receive the paychecks, launder the funds through crypto or foreign bank accounts, and transfer the bulk of the earnings overseas, taking a cut for their services. (Information obtained through the Dept of Justice)

In short, a real person with the name on the resume I mentioned above may exist and he/she would be a perfect target for this scheme since he/she had no digital footprint to speak of.

A Recruiter's first line of defense against these schemes is a basic level observation skills and skepticism. As fraudulent candidates become increasingly sophisticated it is more important than ever to research the people you're interviewing before the interview, and then thoroughly verify a candidate's identity, employment history, location, during on-boarding. Paying close attention to inconsistencies in resumes, communication patterns, interview behavior, and supporting documentation can help uncover red flags before a hiring decision is made. In an era where remote hiring is the norm, diligent screening practices are not just a recruiting best practice—they are a critical safeguard for protecting organizations.

Have you had any experience with fraudulent candidates?  If so, please explain in the comments!

Is it the Job Market, or is it Just Me? - A Path to Landing Employment

The job market in many industries is extremely tough right now, especially IT/Technology, Sales/Marketing, and a variety of clerical and office positions too lengthy to list. When I do my daily LinkedIn scrolling, I consistently see posts by people who have been struggling, often for many months, to find a job.

I understand the frustration people experience applying for untold numbers of job postings, having dozens of interviews that result in silence or the polite 'thanks but no thanks' email. It can be emotionally exhausting. If you've applied to hundreds of jobs and gotten no response or have had dozens of interviews, and you're still unemployed, there are really only 4 reasons why:

1. Your resume and outreach did not stand out.
2. You are applying for positions that you are not qualified for (lack of experience, lack of credentials, lack of required education, not living in the right area, etc.).
3. You didn't preform well in the interview process.
4. You have not set realistic expectations.

On a regular basis, I read posts where people express that for a year or more they've applied to X jobs, had X interviews, and still have not found work. Many of these people are not looking for solutions, just a desire to vent and hope that others in the same boat will chime in to commiserate. I empathize, but a potential employer may not. Keep your venting to in-person conversations and off LinkedIn / social media.

Some things to consider:

• Desperation is a huge turnoff to a potential employer.
• There is a lot to be said about positivity. (fake it 'til you make it)
• Instead of negative posts, be positive and about your best attributes and qualities or something good that happened today.

Your resume is typically the first impression that a potential employer has of you. It doesn't need to be fancy, but it does need to be clean, organized, express all your strengths and experience, and show how those qualifications will be a fit for the job you've applied for.

Cover letters are fine if they're no more than an impactful short paragraph or two highlighting your strengths and fit for the job.

Because most employers are getting hundreds of resumes for every posted position, and many of those resumes are garbage (fraudulent, fake, or completely unqualified), make sure you're following up your application by reaching out to someone in the company—ideally a recruiter or the person who will likely manage the role you've applied for. A simple Google or LinkedIn search should help you find a name.

Recently, I've heard success stories from people who have actually mailed (snail mail) a copy of their resume or tried other unusual tactics to get noticed in a sea of applicants.

Over the years, I've taken the time to try to gently assist people when they express frustration that they "can't get hired," but unfortunately, the advice typically goes unheeded.

If you've made it to the interview stage, but you've still not landed a position, consider the following:

1. How are you presenting yourself in the interview process?

• Do you know your strengths, and are you confident enough to highlight them?
• Do you take the time to look professional during video interviews (attire, background, etc.)?
• Are you able to stick to the Q&A during the interview and make good use of the time you have without going down unnecessary rabbit holes?
• Do you have good energy? Are you positive and upbeat? It's not just your skills that make you a fit for the position; the employer will also be evaluating how you'll fit in with their team.
• Are you asking the right questions? Did you prepare for the interview by reviewing the company website and looking at the profile of the person interviewing you so you can ask thoughtful questions?

2. Are you following up after the interview?

• Did you send a "Thank you for your time" email reiterating the reasons why you're the right fit?
• Did you remember to ask about next steps at the end of the interview?
• Did you call or email if you didn't hear back from the person who interviewed you in a timely fashion?

3. Did you pay attention?

• I honestly cannot count how many times I've painstakingly explained the specifics about a job only to have the candidate ask me five minutes later about something I had just explained clearly.
• Are you taking notes? If not, please do. When you're interviewing for multiple jobs, it's nearly impossible not to confuse information.
• Never, under any circumstances, ask questions like, "What company is this again?" or "What position is this again?"

If you've spent many months, applied to many jobs, sat through many interviews, and still have not gotten an offer, it may be you.

It might be a good idea to consider taking the following steps:

• Reach out to people you've worked with and have them tell you what they felt was your most valuable asset, then add that information to your resume.
• Get your resume retooled so it stands out.
• Find an interview coach who can help you hone your interview skills, both over the phone and via video.
• Make lifestyle changes to help you get into a better headspace. Looking for a job can be incredibly stressful. Find a way to be good to yourself.
• Market yourself to EVERYONE—prior coworkers, family, friends. Let everyone know that you're looking and ask them to keep their eyes open for potential job opportunities.
• Set realistic expectations. If you were making $100K in your previous job and you've been laid off for 18 months, but you refuse to accept a position that pays less, maybe it's time to consider what is really important. If you can't find a job in your previous industry, maybe it's time to pivot.

The reality is that today's job market is challenging, but it isn't impossible. While there are certainly factors outside of your control, there are also many that are within it. The most successful job seekers are often the ones who are willing to honestly evaluate their approach, adapt when necessary, and continuously improve how they market themselves. If you're not getting the results you want, don't just keep doing the same thing and hope for a different outcome. Make adjustments, seek feedback, refine your strategy, and keep moving forward. Persistence matters, but persistence combined with self-awareness is what ultimately gets results.

How to Know Your New Hires & Why It's Important

A post on LinkedIn caught my attention today and it brought back a funny work-related memory from many years ago.  It was funny because I knew the person and had highly recommended this person for employment, and while we got a chuckle out of the situation, it should've also been a red-flag about my employer at the time.

The aforementioned person received a Box of Meat from a very popular Boxed Meat Company for their "Welcome to the Team" gift, an interesting gift for a vegetarian....  No one had thought to ask if this Welcome to the Team gift was appropriate.  (I was not aware of the situation or I would've said something and come to think of it, I hadn't even gotten a welcome gift when I was hired, but I digress)

When interviewing people for your team, it is essential to take the time to ask the right questions and learn more about who they are as a person.  Obviously "Do you eat meat?" isn't an appropriate interview question, but spending time chatting about what they're passionate about outside the workplace, what hobbies they may have or what their favorite past-times are will provide valuable insight.

Getting to know the person you are hiring on more than just a "do they have the experience to do this job" level not only helps to determine team-fit, it also gives clues as a Manager on how you can continue to develop the relationship. (Like sending an appropriate Welcome gift)

Good staffing practices go far beyond the interview process. Knowing your team members as individuals gives a manager the ability to show appreciation specific to each person.  Growing a team isn't a "one size fits all" endeavor.  The more your team members feel seen and appreciated, the more dedicated they will be, which should result in lower turnover, and turnover is expensive!

The best managers, and the best companies to work for, are the ones who take an interest in all their employees and take the time to show appreciation to everyone on their team - regardless of what that employee's responsibilities are.

So the next time you're going to welcome someone to the team, or show appreciation to a team member, take a moment to think about who they are as an individual. The smallest thoughtful gesture can leave a lasting impression, while a generic one can unintentionally send the opposite message. People want to feel valued, not just employed, and the managers and companies who understand that are the ones who build the strongest, most loyal teams.
 

How does it feel to be a Recruiter?

For over a quarter century, I’ve been a professional recruiter. Most days, that’s tough for me to fathom. There are times when I feel like, after all these years, I’ve seen it all—and yet I still find myself surprised by things I never expected.

Certain aspects of the job have definitely changed. There are fake recruiters and recruitment scams now, and AI is taking over in some areas of the recruitment process. We’ve transitioned from physical, paper resumes, faxes, and in-person interviews to digital resumes and video interviewing. I’ve watched the title evolve over the years from “headhunter” to “recruiter” to “talent acquisition,” but the core responsibility has remained the same: find the right person to fill the job opening.

I chose to make recruitment my career because I truly love it—the challenge of finding the ideal candidate, the thrill of placing someone in a role that matches their career goals, and the satisfaction of helping build a team. Of course, it’s more nuanced than that, but the overall objective is always to fill open roles with the best possible talent. I never had the desire to move into management or take my career in a different direction, even after all these years.

It’s interesting how people outside the industry view recruiters. There are people I’ve hired over the years who still stay in touch, many of them thanking me repeatedly for “finding them” or “getting them the job.” (I never got anyone a job—they did that themselves. Finding them? Maybe. But actually landing the job—that was 100% their win.) I’ve watched people I placed in entry-level positions eventually become C-level executives. And I’ve had others completely ghost me the moment they signed on the dotted line, not even responding to post-hire check-ins—perhaps assuming I was “just the recruiter” and somehow beneath their station.

After all this time, what stands out most is the human element. Trends, tools, and titles will continue to evolve, but at its core, recruitment is still about people—understanding them, advocating for them, and connecting them with opportunities that can change the course of their lives. That’s what has kept me here for over 25 years, and it’s what continues to make this work meaningful, even when it surprises me.

 

It Pays to Pay Attention - The High Cost of Being Half.....

 

In the current environment of 30 second sound-bites, catchy videos and entertaining snip-its, taking the time to read or view an entire email / job description / instructional video etc. before proceeding is one of those small habits that makes a big difference. It’s easy to skim and assume you’ve caught the main point, but that’s how important details—like instructions, attachments, requirements or deadlines—get missed.

 Paying attention to the information provided helps you avoid sending unnecessary follow-up questions or giving half-informed responses, which saves everyone time and reduces frustration.

 It also reflects well on you: it shows you’re attentive, organized, and thorough. Slowing down just enough to review everything fully is a quiet but powerful sign of professionalism. And, as a bonus, it prevents those awkward moments of realizing—after you've responded —that the answer was right there all along.

I can't count how many times I've had someone message me regarding a job I've recently posted only to ask me questions that answers were clear in the first few bullet points of the post.  It's evident they just noticed the job title and reached out, paying no attention to the details.

We're all guilty of skimming through emails or texts and so forth from time to time, but with the present job market being so challenging, a simple mistake can mean the difference between obtaining a job and being passed over.  

In the end, paying attention isn’t just about catching typos or avoiding misunderstandings—it’s about showing respect for your time and everyone else’s. Reviewing the information in full can save you from big headaches and embarrassments. Plus, it’s a simple way to stand out as someone who’s engaged, reliable, and just a little more tuned in than the rest. 

Travel Stipends - What Are They & What Are The Requirements?

*I am NOT an Accountant - PLEASE SEEK THE ADVICE OF A PROFESSIONAL!*

A travel stipend (AKA Per Diem) is a fixed sum of money given by an employer to an employee to cover travel-related expenses, such as lodging, meals, and transportation. These are offered for work-related business travel under an accountable plan, making them tax-free to a point.  

The IRS distinguishes between accountable and non-accountable plans to determine the tax treatment of employee travel stipends. For a stipend to be non-taxable, it must be part of an accountable plan that follows specific rules for business connection, substantiation, and returning excess funds. 

Accountable plan (non-taxable)

To be considered an accountable plan, the stipend or reimbursement must satisfy three requirements: 

• Business connection: The expense must be incurred for a legitimate business purpose while the employee is performing their job.
• Substantiation: The employee must provide proof of the expenses, such as receipts, detailing the amount, time, place, and business purpose, within a reasonable period of time (e.g., 60–120 days).
• Return of excess funds: The employee must return any stipend amount that exceeds their substantiated expenses within a reasonable period. 

If a plan satisfies these criteria, the travel stipends or reimbursements are not considered taxable wages to the employee and do not need to be reported on their W-2. 

Non-accountable plan (taxable)

If a stipend or reimbursement arrangement fails to meet any of the three rules for an accountable plan, it is treated as a non-accountable plan. 

• Taxable wages: Payments under a non-accountable plan are considered taxable wages, subject to income tax withholding, Social Security, and Medicare taxes.
• W-2 reporting: The company must include the travel stipend amount in the employee's gross income on their W-2 form.
• No expense reporting: The company does not require employees to report how they spend the money or return any unused portion. 

The IRS Guidelines for Travel Stipends for Private Employees

Accountable Plan Required

• Reimbursements or stipends must be under an accountable plan to be non-taxable
• Employees must document expenses and return any excess

Covered Expenses

• Business-related travel
• Eligible expenses include:  Lodging, Meals and incidentals like tips/parking/tolls etc.

Per Diem Limits

• IRS allows reimbursement up to federal per diem rates for location
• Standard Continental US rate is $178/day ($110 for lodging and $68 for meals & incidentals)
• High Cost Localities like some areas in California, New York and a few others can be as high as $319/day

Substantiation

• Employees must provide receipts or expense reports
• Any reimbursement over specified rates may be taxable

Non-Taxable if Rules Followed

• Within per diem (specified) limits
• Proper documentation is submitted
• Excess is returned

Taxes apply if

• Paid as a flat stipend and not tied to actual expenses
• Exceeds per diem (specified) rates
• No receipts or documentation provided

Sources:  Many companies use the GSA Rates to simplify travel reimbursements/stipends.  The GSA Rates help to ensure that the stipends are non-taxable under the IRS rules if structured as an accountable plan.  You can review the standard rates for the city you're traveling to on the GSA site here: 

https://www.gsa.gov/travel/plan-book/per-diem-rates?gsaredirect=perdiem

If you're a whiz at taxation laws and you don't break out into a cold sweat when tax time comes around, you're probably in the clear, but if any of the above information seems new to you or even a bit confusing its always best to consult a professional. 

Recruiter / Candidate Respect Should Be a 2-Way Street

More and more often recruiters are getting a bad rap. Every day on social media I read sad accounts from people who are looking for work who have been ghosted by a recruiter, they walk away feeling like they didn't matter and that should never happen.

I’m not here to make excuses for how other recruiters conduct their business — that’s not my job. What I am here to do is share some honest thoughts about how recruiters are often treated by the very candidates we aim to support.

I've built my career on a simple principle: treat every candidate the way I’d want to be treated if I were the one looking for a job. To me, this means each person deserves respect, transparency, and consistent communication. Every person I speak to matters — not because of commissions or quotas, but because they’re a human being navigating one of life’s more stressful challenges: finding meaningful work.

Of course, I’m not perfect. There have been times when I’ve unintentionally missed an update or had to deliver bad news I couldn’t control. I own mistakes I've made, apologize and strive to do better.

What can be disheartening is how often recruiters are dismissed or treated as mere gatekeepers — the “middlemen” who are easy to overlook or blame. But here’s the truth: in most organizations, recruiters play a pivotal role. We’re trusted partners, working closely with leadership to find and recommend top talent, as well as play a part in the decision-making process. A strong relationship with a recruiter can open doors — and burning that bridge can be a costly mistake.

Over the years I've been fortunate to speak with thousands of lovely people from various walks of life for a multitude of different positions, and many of those have turned into lasting professional relationships or friendships.  And yet, I’ve also experienced the sting of being completely ignored after the person lands the job - no reply to a check-in email, no quick “Thanks, I’m loving it!” — just silence. I've also listened to people scream obscenities at me over the phone when I've had to tell them they aren't qualified for the position or the manager has decided to offer the role to someone else, and I've received some scathing emails as well.

Now, I’m not looking for a parade of endless praise  - just a simple "thank you" and basic kindness goes a long way. While I may not be the one signing the paycheck, I genuinely care about your success — and I never stop rooting for the people I've worked with.

In the end, it all comes down to mutual respect. Just as you want a recruiter who sees you as more than  a resume and a potential commission check, we hope to be seen as more than just a stepping stone.

The opinions expressed in this blog do not represent that of my employer.  Copyright - content cannot be used without the expressed permission of the author

Interviewing TIPS for IT Engineers & Developers in the United States - How to find a job in today's market

Are you an IT Professional who resides in the United States?  

Are you out of work & struggling to get a new position?

Have you applied to numerous job openings only to never receive a call or interview?

Do you receive out-reach from fake recruiters about jobs that aren't real?

If you've answered yes to any of these questions - the information below may help.

1.  Make sure you have a comprehensive resume that lists the following

• Your full name (first & last), your city & state, your residency status, your email & phone number
• Your employment history, including names of employers and comprehensive information on your responsibilities and technical knowledge.
• Your education (school name, year of graduation, what you specialized in & degree you received)

2.  Research the company you plan to apply to - are they legitimate? Do they have a solid standing? Can you find their corporate employees on LinkedIn - where do the corp employees reside? do they have a photo of themselves on their profile?  Do they post frequently? How many followers or connections do they have?

3. Update your LinkedIn Profile to mirror your resume. 

4.  Keep in mind that the companies you apply to are likely getting bombarded with hundreds and hundreds of resumes.  Many of those resumes make be fake or fraudulent.  In order to get attention to your resume - find a recruiter for the company on linkedin (or if the company is too small for recruiters, find the CIO / CTO or IT Director etc.) and reach out to them with a brief note stating you've applied - specify the position, and your interested in interviewing.

5. If you've received outreach from a Recruiter do your research, first explore the company online, then explore the Recruiter's information - are they on LinkedIn?  Do they list where they reside? Do they have a photo of themselves? How frequently do they post? How much of their work history is available?  Do they list a company email for the company they claim to be employed by?  (if not - especially if it's a gmail account - proceed with extreme caution!)

Navigating the employment process for an IT Professional can be very challenging right now.  It can be exhausting and disheartening, but by using the tips above, and taking the extra time to do the research, it might bring a higher level of success.

Contact me anytime if you have questions:  EngageMeHIT@gmail.com

*copyright - no use of this content without written permission from the author*

What is Important When Considering a Candidate?

 

What is important when considering a candidate?

I bet your top 3 answers might include:  years of experience, prior work history (longevity) and maybe specific industry knowledge or technical knowledge.

While in many instances those factors are key – in ALL instances the most important thing that is often overlooked is ATTITUDE.  I suppose you could call it “personality” or “demeanor” or any number of other things, but in reality – it all boils down to how someone not only interacts with others, but what their mindset is.  It’s relatively easy to train someone on the necessary technology or job responsibilities but changing someone’s mindset / attitude is not a simple task and isn’t something an employer should have to focus on.

One might ask “how do you screen for attitude?” – it’s not as easy as a technical assessment, or carefully reviewing a resume, it takes time and interest on the employer’s part.

Below are a few ways to learn more about a candidate’s attitude & mindset:

o   *  Review their available social media.  (Do your research!)

a.     What is the focus of their posts

b.     Has the nature of their posts been consistent

c.     Are their posts focused on the positive

d.     What have they shared about their job/employer/management

Of course, everyone has bad days and no one can be expected to have a sunny disposition 24/7 – but if there is a history of negative leaning, angry, off-color or “woe is me” posts, there could be reason for concern.

o   *  Let people talk

Schedule the first interview via phone only, most people feel more comfortable when chatting on the phone.  Allow 45 minutes to an hour if possible.  The more time you set aside to listen, the more insight you’ll gain. In today’s hurried world, interviews are often quick, only cover the basics and the questions are typically canned interview questions like “where do you see yourself in 5 years”.

While it is crucial to keep interviews consistent so that all candidates are given a fair opportunity, asking questions that open the floor for the candidate to provide detailed information is particularly important. Draw on open ended questions that are specific to their work history, and social media content. Examples:  “I noticed on your resume that you left XYZ Company after only 4 months, can you tell me more about what happened there” or “I see you’ve posted quite often about your concern over AI, can you explain how you see AI impacting people in our industry” or “I was reviewing your LinkedIn profile and noticed you posted recently about how having a manager that cares is important to employee retention – have you ever had a manager that didn’t care, and how did you handle that situation”.

By asking open-ended questions that will allow a deeper insight into the candidate’s mindset, you will gain invaluable information on what type of employee they will be.

Maya Angelou once said, “When someone shows you who they are the first time, believe them” and this is true in the interview process as well.  Never second guess your first impression.

o   *  Start out every interview with some friendly conversation to break the ice.

Examples: “heard your area got a lot of snow last week, do you enjoy the winter weather”, or “I was in Columbus for a meeting once, how do you like living there” or even something like - “I see you live in LA, I’ve only been there once and the traffic was CRAZY! How do you handle it”.  Finding something in common is important to establish open communication.  Review their prior work history, maybe you know someone in common? “I see you worked at ABC Inc, do you know Beth Lastname”, or maybe you attended the same college “We both went to University of Alabama! Roll Tide! right?!  I used to love attending the football games, did you ever go to one”

You never know where the conversation may go, often it’s great and you can build a bond with the person, which can help establish a strong relationship if the candidate is hired, occasionally the conversation may take a turn.  I’ve heard some pretty horrific things over the years, most of which I can’t disclose simply because of the nature of the content.  I’ve had people share hateful opinions on other groups
, I once had a candidate talk to me about peeing in a pool (why?!), and I actually had a candidate tell me that if the Manager didn’t hire him he was going to put a speedo on and go sit in the manager’s front yard in a lawn chair drinking beer until they changed their mind!  The list is endless, maybe I’ll write a book one day, but I digress –

In conclusion, investing the time to truly get to know a candidate during the interview process is crucial for several reasons.  Firstly, it allows for a more comprehensive understanding of their skills, experience and personality, enabling better-informed hiring decisions.  Secondly, it fosters a positive candidate experience, reflecting the organization’s commitment to thorough evaluation and respect for individuals.  Lastly, by delving beyond surface-level impressions, employers can uncover hidden talents and potential that may not be evident on a resume alone, ultimately leading to more successful and fulfilling professional relationships, or it might provide insight into some important concerns.  Taking the time to delve into a candidate’s background and character is an investment in the future success of both the individual and the organization.

The Struggle is Real

As a career Recruiter – I thrive on finding the right jobs for my candidates, and having been in this role for over 20 years, I’ve gotten to the point where I consider EVERYONE my candidate :0) – If my friend or someone in my family is looking for work, I’m helping to revise their resume, giving them ideas on how to market themselves, and following along in their journey.

 It’s the same with present and past employees, co-workers and contacts on LinkedIn.  I truly want to HELP people, and navigating the employment process is where my strengths reside.

When I see posts on LinkedIn of people who are struggling to find work, some of whom have been unemployed for many, many months, at risk of losing their homes, desperate for something to land, my heart aches for them.  I want to reach out to each and every one – request their resume, help them to find that perfect role, but I realize that I can’t help everyone, and that’s a tough pill for me to swallow.

I CAN however, provide some tips from the wealth of knowledge I’ve accumulated over the years. If you’re having a tough time finding a job, hopefully you’ll find this information helpful.

1.      Make sure you have an impactful resume.  It should include all your industry “key words” – it should also include your day-to-day responsibilities at each job, as well as milestones and accomplishments.

2.      Put that resume on all the job boards, make sure your LinkedIn profile mirrors your resume, and send it out to friends and prior colleagues you think may be able to assist you.

3.      Have a clear idea of what you’re looking for, but be flexible.  The current job market can be challenging, so lacking flexibility can cost you.  If you demand a specific salary, be sure that’s a hill you’re willing to die on, because you may find yourself being more flexible 8 mos down the road when you haven’t found work.

4.      Learn to interview well.  I’ve spoken to some amazing people who probably would be fantastic in the job, but they don’t get the offer because they tank the interview.  It’s so important to bring your “A game” when interviewing.   Be professional, Be prepared, Know your resume, Know your skills, be ready to answer tough questions with finesse, don’t talk over people, don’t ramble on and on and on.  Interviewing is a skill, if you’re consistently being passed over, find a recruiter who is willing to be honest with you, and help you interview better.

5.      Stick to business and keep it positive.  While sharing some personal information is acceptable – stick to business during the interview.  Don’t talk about your problems. The potential employer doesn’t need to know that you’re struggling to find work, that your marriage is on the rocks, that your bills aren’t being paid.  They want to hire someone that can do the work and will be reliable.  Complaining or sounding desperate is a sure-fire way to not get hired. (This includes social media! Keep your message positive) 

6.      Find out everything you can about the company and the role you’re interviewing for.  The potential employer will be impressed!  How long have they been in business?  What things about the company excite you? What about their product or vision aligns with your career goals?  What about the role makes it a sensible next step for you? 

7.      Smile!  Engage! Regardless of how you feel in the minutes leading up to the interview, put a smile on your face and be that person that they want to work with every day.

8.      Mindset is everything – I know it’s tough to be positive when things aren’t going well.  Trust me… I KNOW! However, it’s incredibly important to see the “up-side.”  There is truth in the saying that “like attracts like”.  FIND things in your day to be positive about and focus on them – even if they’re as simple as “I had a hot shower today”, or “the sun is shining”.  There is purpose in your existence.  Keep moving forward.

 

Recruiters.... Do Better!

As a recruiter, I speak to people who are searching for a job every day.  More and more I am hearing stories about the issues people are having when being approached by recruiters. The two concerns I hear about most frequently are:

1. Total lack of communication (never hearing back after an interview, no notification if a job was ever filled, etc)

2. Complete lack of personalization (they feel more like a number than a person)

I always have empathy.  You'd think with the speed of which we can communicate now, and the ability to interview virtually, finding a job would be easier not more difficult.  It seems however, that navigating the interview process has become more challenging, and the process has become more impersonal. People are being treated as a commodity instead of as a human being.

Today I accepted an invite to connect via LinkedIn from a recruiter.  After I accepted the invite I received the following Inmail (with a few edits to conceal the person & company identity)

Thank you for connecting, and I look forward to our next conversation. Here are some of our key differentiators for your consideration:

 30 record years out of 31+ years of business, 100% REMOTE, 100% retained search; no contingency work; therefore, you are always getting paid

No business development. 99% of our searches are high-six-figure opportunities. Premium fee structure at 33% to client Full support, research, and database management. Minimal data entry 90% of leads are already sourced with personal email and mobile numbers.

We specialize in approximately 10 different sectors (Agriculture, Horticulture, Construction, Landscape, Arbor, Facility Services, Restoration, are just a few)

Generous incentive plan: 35% above the industry average. The position is 1099 and commission-based with NO CAP, ideal for ambitious and confident individuals 

To move forward, we kindly request that you complete our assessment, which will allow you to showcase your unique strengths while providing us with valuable insights into your potential to excel in this role. Once you have completed the survey, we will reach out to you promptly to schedule a time for us to connect and discuss the next steps.

Is this the new standard on how businesses are going to approach people? 

Maybe the communication I received was from a Fake Recruiter?  I've been hearing about people being spammed by Fake Recruiters.  Until recently I was unaware that was even a thing.

Candidates are human beings, and they deserve to be treated kindly, and with respect.  Even though its been a number of years, I remember being in the interview process, its a stressful time, particularly when you've interviewed and you're waiting for your recruiter to let you know if the company is interested in moving forward. Things like regular updates, clear and honest communication, and a personal touch are important.

Companies and Recruiters must do a better job at caring for the people they're courting. No successful, self confident, professional will want to work for a company where they are not treated with an element of compassion, and with respect for their time and interest.

*Copyright - Expressed permission must be granted by the blog owner to recreate, copy or use this material* - but please feel free to share the link if you enjoyed the content!

Does AI Have a Role in the Employment Search Process?

We are all familiar with what AI is correct?  You'd had to have been living completely off grid & social media free to not know about AI (Artificial Intelligence). 

AI has been prevalent in the news lately, people are either touting its usefulness, or ringing the doomsday bells of our demise.  Whatever your thoughts or concerns about AI, there might be a place for it in the job search process.  Honestly, I'm a bit shocked at myself for even saying that, since authenticity is so important to me when selecting candidates, but maybe.....just maybe there is room for a bit of assistance along the way?

When recently receiving a tutorial on ChatGPT from my more tech savvy brother, I had him query "Act like a candidate and write a post interview thank you letter".  For those not familiar with ChatGPT - you ask it to "act like a" fill in the blank and it will provide you with the content you're looking for - hopefully.

I was honestly quite impressed with the 3 paragraph Thank You note it generated, and had I received the note from a candidate, I'd have been equally impressed.  I'm not going to waste time discussing Thank You notes here, I've written a previous blog post about that, but I've seen some very lackluster, if not downright deplorable Thank You notes over the years. 

After reading the AI generated Thank You note, I had to have a very serious internal dialog about how married I am to authenticity when it comes to candidate communication.  A lot of people already rely on a 3rd party to help them create a resume, why not rely on AI to assist with Cover Letters, Letters of Interest and Thank you notes?  As long as the person takes the time to carefully read the AI generated content, make it their own, and learn what a good letter looks like, no harm right?

While writing this post I decided to ask ChatGPT to "act like a recruiter and write a few paragraphs on why it is beneficial to use AI to write a cover letter" and here is what it came up with:

As a seasoned recruiter, I've witnessed firsthand the transformative impact of technology on the recruitment process. One area that stands out is the utilization of Artificial Intelligence (AI) to craft cover letters. While some might argue that the personal touch of a handwritten letter or the unique flair of an individual's writing style is irreplaceable, AI-driven cover letters offer several compelling advantages that cannot be overlooked.

Firstly, AI-powered cover letters can significantly streamline the recruitment process. With the ability to analyze job descriptions and candidate profiles, AI can generate tailored cover letters that align perfectly with the requirements and expectations of the hiring company. This ensures that recruiters receive cover letters that are not only relevant but also highlight the candidate's most pertinent skills and experiences.

See, AI-driven cover letters can help level the playing field for candidates. Writing a compelling cover letter can be a daunting task, especially for those who may not have strong writing skills or are unfamiliar with the expectations of a particular industry. By leveraging AI, candidates can access a tool that helps them articulate their qualifications effectively, thereby increasing their chances of making a positive impression on potential employers.

Moreover, AI can also assist in eliminating unconscious biases in the recruitment process. By focusing solely on the content and relevance of the cover letter, AI ensures that candidates are evaluated based on their skills, experiences, and qualifications, rather than subjective factors such as gender, ethnicity, or educational background.

In conclusion, while the human touch in recruitment will always be invaluable, the integration of AI in crafting cover letters represents a significant advancement in the field. By leveraging AI's capabilities, recruiters can ensure a more efficient, unbiased, and inclusive recruitment process, ultimately leading to better hiring decisions and enhanced organizational success.

Hard to argue with that!

Am I Still Relevant?

 I love my career.  For 25 years I've been involved in staffing, primarily as a recruiter.  While the industry I service has changed a few times - my dedication to the people I'm serving has not.  And by "people I'm serving" - I mean the candidates. Of course I care about the clients, their needs and their satisfaction, but my focus has always been, and will always be on the person I am helping to navigate the employment process.

I've noticed over the last 10 years that while my dedication to people has remained strong, my interest in diving into every little niche area of the market, reading endless amounts of data, and belonging to hundreds and hundreds of groups/publications/chapters etc etc etc has lost its appeal.

Staying current is important, and I find that my best source for the most up to date information comes directly from the people I'm interviewing on a daily basis.  I enjoy those conversations, one might even say I thrive on them.  I like engaging with people, learning about them, their experiences, their career objectives, and their passions.  I find satisfaction in helping those people.  Helping them doesn't always mean placing them in a job, it may mean showing them how to update their resume, or providing tips on video interviewing, or passing along their information to an industry colleague if my company doesn't have an ideal opportunity.

I read about some concerns recently over candidates receiving rejection emails on a Saturday.  I can empathize with their concerns.  Sadly - it seems like just about everything has lost the element of a personal touch, including the career search process.  Some recruiters go as far as to use an automated system in the company database to send canned rejection letters to their candidates.  Personally, I'm not a fan of that option.  If a candidate has taken the time to interview with me, and I felt they were strong enough to be submitted to a job opening, I will always send a personal email letting them know if they've been rejected.  Often, especially if it's been a long, arduous interview process, I'll pick up the phone and call them to let them know.  Even if all I did was review the resume and determine they were not a fit for the job at hand, I'll still send a quick email.  The only caveat to that process would be resumes that are wildly unqualified for the job at hand.  If I'm recruiting for a CIO and the resume shows 3 years of experience as a cashier at Piggly Wiggly, I'm sending a canned response. Not that there's anything wrong with being a cashier at Piggly Wiggly mind you.

I don't like to toot my own horn, because honestly - I'm extremely uncomfortable with it - but I've had many candidates over the years tell me how much they appreciate my follow up because they rarely if ever receive regular communication from recruiters.  That makes me sad.  Sure recruiters can get busy, but that is no excuse.  Sending a weekly email update to the candidates you have in process should be the rule, not the exception.

This all brings me back to - maybe I'm no longer relevant?  Maybe the "old way" of recruiting has gone the way of the fax machine and snail mail?  Possibly in 10 more years AI will have completely taken over my industry and the human, compassionate element will be gone entirely.  By that time I'll probably be ready for retirement anyway.

*Copyright - Expressed permission must be granted by the blog owner to recreate, copy or use this material* - but please feel free to share the link if you enjoyed the content!