Hello All!
I don't normally plug someone else's material but I thought this video was so funny and appropriate that I couldn't help but share it. If you're familiar with Gotye's song "Just Somebody That I Used to Know" (also sung by WOTE) you'll enjoy this parody:
http://youtu.be/Ba6Igu1MvE0
Tuesday, February 12, 2013
Wednesday, January 16, 2013
Accepting or Declining a Job Offer
Accepting or Declining a Job Offer... I picked this topic due to recent events. My company has been involved in filling 30+ roles as part of a large client project and during the mad rush to present qualified consultants, schedule dozens of interviews and make multiple offers, I've seen and been involved with some very interesting situations pertaining to offers being accepted or declined or accepted and then declined. More on this later.
Let me be the first to say that a Recruiter has the task of keeping the candidate informed throughout the entire interview process. If you have been submitted to a client and you aren't hearing back from your recruiter regularly on the status of your resume.... there is an issue.
That being said, it is the candidate's responsibility to make sure their questions are being answered. You should assume from the beginning of the interview process that you will be offered the role. Not only is the power of positive thinking a great frame of mind to be in, but that frame of mind will also keep you on your toes. On more than one occasion I've had candidates that for all intensive purposes seem really excited about the opportunity they are interviewing for, right up to the offer stage and then they hesitate for days or accept the offer only to call back a day or two later and decline. This reaction not only doesn't bode well for the recruitment firm, it also can get a consultant black-listed from the intended employer. Now you may think "big deal, if I didn't end up wanting the position, I'll never want to work there, so who cares?" What that mindset is missing is the bigger picture. What about the team of people you interviewed with at the client site? What about the Manager that extended the offer? Those people may not always be at that client site and might at some point in the near future be the same person you are interviewing with for another role at another employer. Not to mention how many people they know in the industry that just might call them and say "have you ever heard of so & so? - she is interviewing with us right now and I wonder what you thought of her". The possibility of this happening is very real. I have submitted highly qualified candidates to opportunities and had clients decline interviews stating that they'd interviewed the person at a prior employer and the person accepted and didn't show or accepted and then declined so they refuse to interview them again.
Another important part of the acceptance stage starts with the initial interview. Are you taking notes during the interview? When the client or recruiter discusses: job responsibilities, job title, pay rate, benefits, start dates, length of project, payment terms, travel reimbursement etc., are you writing it down? I have had clear discussions with candidates on all of the above only to have them come back at the offer stage and say "what is the rate?" or "when is the start date?" or "how much travel is necessary?" I have it all in my notes - you should have it in yours!
And finally, be OPEN with your recruiter! If you have questions throughout the process ASK! If you are considering their offer but you're on the fence - ASK questions, ask to talk to another consultant that they have on the same client site, ask for an additional interview with the client - ASK ASK ASK. Always make sure you're making an informed decision. While there are many opportunities in our industry, the RIGHT opportunity doesn't necessarily present itself every day, you don't want to be kicking yourself for passing up a great thing. If you need time to consider the offer - request it. There is no harm in saying that you need 24 or 48 hours to make a decision. The worst possible thing you can do is accept the position and then turn around and back out a few days later. Additionally, if you are involved in the interview process and you feel the position isn't for you, remove yourself from the process immediately. Don't continue conversations with the client just to "follow-through" if you have no intention of accepting an offer if one is made. This is a waste of your, your recruiter's and the client's time. Navigating the interview and offer stages can be frustrating and confusing, by taking notes and asking plenty of questions you should find yourself comfortably making informed decisions.
*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!
Wednesday, November 14, 2012
When Should Qualifications Trump the Almighty Degree
I find myself somewhat speechless - which makes it incredibly difficult to blog about a topic when you're rendered speechless. Frustration is usually what prompts my posts although necessity and requests have driven quite a number as well. I try to give each post the "24 hour rule". I will write the post and then let it marinate for 24 hrs before I re-read it, make necessary changes and post. This allows me to tamper down my rants from a boil to a simmer before releasing them to the universe.
Today I'm going to just wing it and see if I can potentially get some response to my quandary.
Recently a colleague of mine had an outstanding candidate turned down solely because this candidate did not carry a college degree. The candidate met and exceeded all the other requirements and this candidate also had some very rare and difficult to come by industry certifications - however since he/she didn't have a college degree the client refused to even speak to him/her. This is a candidate with over 15 years of industry experience, not to mention an exceptional track record and solid references.
Over the years I've had similar situations with some of my own candidates as well. These decisions leave me flabbergasted. In an industry like Healthcare IT where the market is tight and highly experienced candidates are difficult to find, particularly candidates that are open to relocation, I sit with my jaw dropped - wondering what the client (s) are thinking. How can a piece of paper be that important? To clarify I am not referring to requirements for a medical degrees - some positions require a BSN or other medical degree and that is completely acceptable, these are clients that don't really care what the Bachelors degree is in - just that the person has one.
For instance, XYZ Hospital calls their staffing vendor and explains they have a need for an Epic Optime / Anesthesia Certified Analyst with at least 2 years of build experience etc and part of the job description includes - Bachelor's Degree Required - ideally the client would prefer a degree in IS or Medical but technically any degree will do. The client would also like this person to accept a salary of $85,000 and be willing to relocate to their area.
Since Epic severely restricts Epic certified consultants and their clients with their Non-Compete clauses - and the need in the market place for Epic qualified consultants is so deep, just finding someone with the desired Epic experience will be a challenge. Add on to that the challenge of finding a consultant that would be willing to take a permanent role and relocate with a salary that is well below what they could make as an independent consultant or an employee of a consulting firm the likelihood of filling this position quickly is very slim. As luck would have it, the recruiter finds a candidate with 15 years of Healthcare IT / EMR Implementation experience and over 5 years of Epic Optime experience including the required certifications. This candidate comes highly recommended from a well respected IT Director and the candidate is excited about the idea of moving to the specified location so they're open to considering the pay rate. However, after reviewing the candidate's resume the client immediately declines the candidate due to lack of degree. They tell the recruiter that "it's a deal breaker".
These situations leave me scratching my head. Does the client not have a firm understanding of the industry? If anyone has an answer, I'd love to be clued in. In the current climate - thinking "outside the box" is a huge benefit. The clients that are open to considering highly qualified individuals that do not carry a degree, or providing a competitive salary or being open to allowing a new hire to travel on site and/or work remotely as opposed to having to relocate are the clients that have a high rate of successful placements and can boast very low turn-over rates.
As always your thoughts and opinions are appreciated!
(additional note - this week I had a professional candidate with over 25 years of Director and Project Management experience over both large and small HIS implementations - along with a clinical degree get passed over for a permanent Project Management role because he lacked a PMP certification. Also take into account that this candidate was willing to accept the salary range AND was in the process of relocating to the city in which the hospital system was located. The candidate had stated to me that he was willing to immediately obtain his PMP certification upon hire - and I made that clear in email to the client but they wouldn't speak with him. This position has been open for months - still speechless)
*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!
Today I'm going to just wing it and see if I can potentially get some response to my quandary.
Recently a colleague of mine had an outstanding candidate turned down solely because this candidate did not carry a college degree. The candidate met and exceeded all the other requirements and this candidate also had some very rare and difficult to come by industry certifications - however since he/she didn't have a college degree the client refused to even speak to him/her. This is a candidate with over 15 years of industry experience, not to mention an exceptional track record and solid references.
Over the years I've had similar situations with some of my own candidates as well. These decisions leave me flabbergasted. In an industry like Healthcare IT where the market is tight and highly experienced candidates are difficult to find, particularly candidates that are open to relocation, I sit with my jaw dropped - wondering what the client (s) are thinking. How can a piece of paper be that important? To clarify I am not referring to requirements for a medical degrees - some positions require a BSN or other medical degree and that is completely acceptable, these are clients that don't really care what the Bachelors degree is in - just that the person has one.
For instance, XYZ Hospital calls their staffing vendor and explains they have a need for an Epic Optime / Anesthesia Certified Analyst with at least 2 years of build experience etc and part of the job description includes - Bachelor's Degree Required - ideally the client would prefer a degree in IS or Medical but technically any degree will do. The client would also like this person to accept a salary of $85,000 and be willing to relocate to their area.
Since Epic severely restricts Epic certified consultants and their clients with their Non-Compete clauses - and the need in the market place for Epic qualified consultants is so deep, just finding someone with the desired Epic experience will be a challenge. Add on to that the challenge of finding a consultant that would be willing to take a permanent role and relocate with a salary that is well below what they could make as an independent consultant or an employee of a consulting firm the likelihood of filling this position quickly is very slim. As luck would have it, the recruiter finds a candidate with 15 years of Healthcare IT / EMR Implementation experience and over 5 years of Epic Optime experience including the required certifications. This candidate comes highly recommended from a well respected IT Director and the candidate is excited about the idea of moving to the specified location so they're open to considering the pay rate. However, after reviewing the candidate's resume the client immediately declines the candidate due to lack of degree. They tell the recruiter that "it's a deal breaker".
These situations leave me scratching my head. Does the client not have a firm understanding of the industry? If anyone has an answer, I'd love to be clued in. In the current climate - thinking "outside the box" is a huge benefit. The clients that are open to considering highly qualified individuals that do not carry a degree, or providing a competitive salary or being open to allowing a new hire to travel on site and/or work remotely as opposed to having to relocate are the clients that have a high rate of successful placements and can boast very low turn-over rates.
As always your thoughts and opinions are appreciated!
(additional note - this week I had a professional candidate with over 25 years of Director and Project Management experience over both large and small HIS implementations - along with a clinical degree get passed over for a permanent Project Management role because he lacked a PMP certification. Also take into account that this candidate was willing to accept the salary range AND was in the process of relocating to the city in which the hospital system was located. The candidate had stated to me that he was willing to immediately obtain his PMP certification upon hire - and I made that clear in email to the client but they wouldn't speak with him. This position has been open for months - still speechless)
*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!
Tuesday, November 13, 2012
Interview Preparedness Pt 2 - What the Client / Interviewer should know.
Anyone that has ever conducted an interview is well aware that some are fantastic, some are amusing and some are down-right scary. One thing we, as the person conducting the interview often overlook is what it feels like to be on the other side of the table (or end of the phone). Over the years I have listened - sometimes in amazement - to a candidate's interview experience with a client during a post - interview follow up call. One thing that all Interviewers must remember is that it is their responsibility to leave the person they are interviewing with a good taste in their mouth. That means: never let them walk away with a negative impression - EVEN IF that candidate is not someone you are planning to hire. Why? because word of mouth travels very quickly and that candidate just might be friends with someone you would desperately want to hire. If they leave their discussion with you feeling slighted or disrespected you can assume they will tell up to 10 people about their negative experience. Since you represent your company - their feelings will extend to your company as well. Simply by turning one person off you can literally turn a dozen or more people off in one fell swoop. The lesson here is to treat everyone the way you would like to be treated.
This post pertains mainly to telephone interviews since they are used most frequently in the initial interview phase.
Here is a short list of additional points that are imperative to a successful client / candidate interview process:
1. Time is of the essence: If you are going to be late or need to reschedule a candidate interview make sure you reach out to the candidate or to the recruiting firm that provided the candidate and make them aware of the necessary changes. Every one's time is important.
2. Know who you are interviewing! (and vice versa) Learn about the candidate prior to the interview by researching their resume, their linkedin profile etc. This knowledge will provide you with good questions to ask. Also make sure when you begin the interview to introduce yourself and provide a brief over-view of your role and responsibilities so the candidate has a good understanding of who they are talking with.
3. Be prepared! Make sure you know which position the candidate you will be interviewing has applied for. This might sound ridiculous but I cannot express how many times I've had a client call me to say the candidate wasn't the right fit for the position only to find out the client had not paid attention to the submittal form and was interviewing the candidate for the wrong role. When you have multiple positions to fill and you are conducting multiple interviews it is easy to become confused. A solution may be to set aside blocks of time or a full day to only interview candidates that were submitted to one particular role.
4. Don't put the cart before the horse: It is important to be confident there is a need for the candidate's qualifications and budget approval has already been provided. In the Healthcare IT Industry good candidates do not stay available for long and many talented resources have been lost to another opportunity while waiting on budget approval.
5. The early bird catches the worm: If you receive a resume of a highly qualified candidate, make time to interview them within 48 hrs. As stated above - highly qualified candidates are typically being courted by multiple employers and will not stay on the market for long.
6. Don't leave them wanting: Once you have conducted the interview provide feedback within 48 hrs. ('thank you but we have decided not to move forward' or 'thank you we are interested in taking the next step in the interview process' or 'thank you, we appreciate your patience as we determine our next steps' are all acceptable responses)
7. Set aside ample time for the interview: While you may be able to determine that the candidate is not the right fit in less than 15 minutes, if the candidate IS a potential fit it will certainly take longer to determine their technical knowledge, communication skills and personality type. 30 minutes at the very least, should be set aside for each interview. If you are working with a recruiter that is "pre-screening" candidates this will likely eliminate some of the questions you will need to ask, but never rely on recruiters to fully tech screen a candidate.
8. Don't gang up: It's always nice to have others on the team assist in making a hiring decision but the initial interview should be one on one or two on one. Throwing a candidate into an impromptu panel interview with multiple team members can be over-whelming for even the most seasoned professional.
10. Ask the right questions: After explaining the role / expectations to the candidate in detail you will want to gather the following information - Why are they interested in the role?
Why do they feel their qualifications are a fit?
Why are they leaving their current position?
When can they start a new role?
How do they deal with challenges?
Are they interviewing with other companies?
What, if anything might cause them to decline an offer if you extended one?
Do they have any concerns? etc.
11. Don't assume anything or you make an Ass out of U & Me - Occasionally I've had a client come back to me and say "the candidate looked good on paper but they couldn't explain their experience well enough". This could mean that the candidate beefed up their resume or that they were unable to articulate their qualifications - but more often than not it is a failure on the part of the interviewer because they didn't ask the right questions.
Frequently less-than-stellar candidates will be hired because they are exceptional at slam-dunking the interview, while highly qualified people get passed over because they didn't express themselves well enough. (particularly with "techie" people that are used to dealing with computers and codes and not being "social butterflies").
As the interviewer, it is your job to get to the heart of the matter - regardless of the topic. If you see 20 years of Project Mgmt experience on the candidate's resume but you aren't hearing enough about their Project Mgmt experience ASK more specific questions! Ex: "I see that in your last position you were the Meditech CPOE Go-Live Project Manager - can you discuss more about how many people you managed, when you came into the process and whether or not you were responsible for budgetary projections etc etc etc" Asking questions like "So tell me more about your Project Management experience" to someone with multiple years and multiple projects under their belt can leave the candidate stymied because they don't know where to start. By being more specific you will learn more about their qualifications.
In our current tight market with so few highly qualified healthcare IT professionals, many believe that it is all about the salary / pay rate and less about the environment, but that is completely inaccurate. While salary does play a part in the decision making process on the candidate's part, the general consensus is that "people go to work for people". As important as money or location, more important than benefits or timing - having the opportunity to work in a great culture with a positive and respectful team is one of the biggest draws to a new job. That impression starts with the first interview. Never assume that the person you are interviewing should feel privileged to come to work for you, feel as though you should feel privileged to have their time and potentially their interest.
With the right attitude and the right list of questions almost every interview should provide you with the answers you are seeking to make a qualified and informed decision.
(For more information on Interview Tips for the Candidate / Interviewee - please see my previous "Pt 1" post)
*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!
This post pertains mainly to telephone interviews since they are used most frequently in the initial interview phase.
Here is a short list of additional points that are imperative to a successful client / candidate interview process:
1. Time is of the essence: If you are going to be late or need to reschedule a candidate interview make sure you reach out to the candidate or to the recruiting firm that provided the candidate and make them aware of the necessary changes. Every one's time is important.
2. Know who you are interviewing! (and vice versa) Learn about the candidate prior to the interview by researching their resume, their linkedin profile etc. This knowledge will provide you with good questions to ask. Also make sure when you begin the interview to introduce yourself and provide a brief over-view of your role and responsibilities so the candidate has a good understanding of who they are talking with.
3. Be prepared! Make sure you know which position the candidate you will be interviewing has applied for. This might sound ridiculous but I cannot express how many times I've had a client call me to say the candidate wasn't the right fit for the position only to find out the client had not paid attention to the submittal form and was interviewing the candidate for the wrong role. When you have multiple positions to fill and you are conducting multiple interviews it is easy to become confused. A solution may be to set aside blocks of time or a full day to only interview candidates that were submitted to one particular role.
4. Don't put the cart before the horse: It is important to be confident there is a need for the candidate's qualifications and budget approval has already been provided. In the Healthcare IT Industry good candidates do not stay available for long and many talented resources have been lost to another opportunity while waiting on budget approval.
5. The early bird catches the worm: If you receive a resume of a highly qualified candidate, make time to interview them within 48 hrs. As stated above - highly qualified candidates are typically being courted by multiple employers and will not stay on the market for long.
6. Don't leave them wanting: Once you have conducted the interview provide feedback within 48 hrs. ('thank you but we have decided not to move forward' or 'thank you we are interested in taking the next step in the interview process' or 'thank you, we appreciate your patience as we determine our next steps' are all acceptable responses)
7. Set aside ample time for the interview: While you may be able to determine that the candidate is not the right fit in less than 15 minutes, if the candidate IS a potential fit it will certainly take longer to determine their technical knowledge, communication skills and personality type. 30 minutes at the very least, should be set aside for each interview. If you are working with a recruiter that is "pre-screening" candidates this will likely eliminate some of the questions you will need to ask, but never rely on recruiters to fully tech screen a candidate.
8. Don't gang up: It's always nice to have others on the team assist in making a hiring decision but the initial interview should be one on one or two on one. Throwing a candidate into an impromptu panel interview with multiple team members can be over-whelming for even the most seasoned professional.
10. Ask the right questions: After explaining the role / expectations to the candidate in detail you will want to gather the following information - Why are they interested in the role?
Why do they feel their qualifications are a fit?
Why are they leaving their current position?
When can they start a new role?
How do they deal with challenges?
Are they interviewing with other companies?
What, if anything might cause them to decline an offer if you extended one?
Do they have any concerns? etc.
11. Don't assume anything or you make an Ass out of U & Me - Occasionally I've had a client come back to me and say "the candidate looked good on paper but they couldn't explain their experience well enough". This could mean that the candidate beefed up their resume or that they were unable to articulate their qualifications - but more often than not it is a failure on the part of the interviewer because they didn't ask the right questions.
Frequently less-than-stellar candidates will be hired because they are exceptional at slam-dunking the interview, while highly qualified people get passed over because they didn't express themselves well enough. (particularly with "techie" people that are used to dealing with computers and codes and not being "social butterflies").
As the interviewer, it is your job to get to the heart of the matter - regardless of the topic. If you see 20 years of Project Mgmt experience on the candidate's resume but you aren't hearing enough about their Project Mgmt experience ASK more specific questions! Ex: "I see that in your last position you were the Meditech CPOE Go-Live Project Manager - can you discuss more about how many people you managed, when you came into the process and whether or not you were responsible for budgetary projections etc etc etc" Asking questions like "So tell me more about your Project Management experience" to someone with multiple years and multiple projects under their belt can leave the candidate stymied because they don't know where to start. By being more specific you will learn more about their qualifications.
In our current tight market with so few highly qualified healthcare IT professionals, many believe that it is all about the salary / pay rate and less about the environment, but that is completely inaccurate. While salary does play a part in the decision making process on the candidate's part, the general consensus is that "people go to work for people". As important as money or location, more important than benefits or timing - having the opportunity to work in a great culture with a positive and respectful team is one of the biggest draws to a new job. That impression starts with the first interview. Never assume that the person you are interviewing should feel privileged to come to work for you, feel as though you should feel privileged to have their time and potentially their interest.
With the right attitude and the right list of questions almost every interview should provide you with the answers you are seeking to make a qualified and informed decision.
(For more information on Interview Tips for the Candidate / Interviewee - please see my previous "Pt 1" post)
*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!
Friday, September 21, 2012
Professional Photos - What is right when you're looking for a job? (Updated 2025)
I have to admit, I'm often intrigued and sometimes curious as to how people choose their profile photos. One would assume that whatever profile photo you apply to Linkedin will not be the same photo you use on Facebook or any of the multiple dating websites. However.... lately I've seen so many sultry (thirsty) looking photos on Linkedin that I'm starting to think people are using it for purposes other than business!
I'm sure you've seen them: those campy photos of people, taken at home, often in the bathroom, shyly looking up into the camera through a vail of thick lashes, throwing that "come-hither" look, hair flowing, chest showing...and while these images certainly will work in the person's favor on Match.com, is that really the image you want to project into the workplace?
I'm sure there are a few folks out there that will disagree with me, however if people want to be successful in business they must also gain the respect and support of others in their marketplace.
I'm not stodgy by any means. A cute picture of you and your dog will pass if you don't have anything businessy. Here are a few other examples that you may want to avoid:
1. Photos of you with your children: Actually this one can go either way, showing you're a family person is great but it can also be used against you if you're seeking a job where some employers will make assumptions that you can't be dedicated to your job due to your personal responsibilities.
2. Glamour Shots: Those of you in your 40's and older should remember these. They were the height of fashion and coolness in the early 90's... now they're the fodder for talk shows.
3. Beach bikini shots: unless you're a model which most of us aren't
4. Party(ing) Photos: Nothing says professionalism like photos of you and your friends completely trashed.
5. Photos of your Car, Boat, Mc-Mansion, Motorcycle: If you aren't a car/boat/real estate dealer, a financial motivational speaker or a MLM guru.. it just looks plain egotistical.
6. Pics of your pets: If you're in the animal industry by all means, if not and your potential employer thinks that your breed of dog (or cats in general) are the devil's spawn... you know where I'm going with this....
7. No Pic at all: This is the second best option. If you don't have a good professional picture opt for no picture at all. This might also be the best option if you are missing your front teeth.
8. Cartoon Characters: If you work for Pixar or Disney this is completely acceptable.
10. Government Party Affiliations: (or religious symbols etc) Many people are inspired to put their party's symbol or candidate's picture in their profile. While this is fine for facebook, any site you utilize for business should be void of your political opinions unless your job is directly involved with politics and the same goes for religious affiliations etc.
11. The Out of Focus TOO CLOSE pic: This is the type of pic that people question if they forgot to put on their glasses. The photo is out of focus, often the subject is blurry or too close to the camera.
12. The (I cut other people out of this photo- )well mostly: You've seen those photos where the ex or friends or co-workers or family has been hastily cut out, usually their arm or part of their face still lingers in the photo. It always leaves me wondering who the person was and how they feel about being hacked out of the photo. If the only great photo you have of yourself is with others, either include them or have more photos taken of yourself.
13. The Retro Pic: This involves any picture that is more than 10 years old. Your college graduation date and/or prior work history on your profile clearly give away your age, but your photo is a picture of you when you were 20 yrs younger... the polyester suit and turtle neck are also a dead give-away.
14. Random photos of mountains or flowers or wild animals or or OR: Everyone loves nature but putting these pictures in your bio when they aren't somehow related to your profession makes it look like you're part of the witness protection program and trying to remain incognito.
15. Fishing, Jogging, Hiking, Biking, Yoga Poses etc: Unless you're a physical trainer or an outdoors man (woman) don't include exercise photos. It's like you're trying to make the rest of us that are tied to our desks feel inadequate. No, that isn't my inadequacies talking.
and finally:
16. The "Guns & Ammo" Photo: Unless you're in the military or one of our "nation's finest" - having a picture of yourself at target practice or gripping your AK like its your best friend is likely to get you investigated - not employed.
Good Ideas for Social - Business Networking Profile Photos:
Company Logos, Professional Pictures, Work related Photos (that do not involve alcohol - see #4), Industry related icons, no picture at all.
And for gosh sakes... SMILE! If you look angry, grumpy or sad in your photo who is going to want to do business with you?
*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!
I'm sure you've seen them: those campy photos of people, taken at home, often in the bathroom, shyly looking up into the camera through a vail of thick lashes, throwing that "come-hither" look, hair flowing, chest showing...and while these images certainly will work in the person's favor on Match.com, is that really the image you want to project into the workplace?
I'm sure there are a few folks out there that will disagree with me, however if people want to be successful in business they must also gain the respect and support of others in their marketplace.
I'm not stodgy by any means. A cute picture of you and your dog will pass if you don't have anything businessy. Here are a few other examples that you may want to avoid:
1. Photos of you with your children: Actually this one can go either way, showing you're a family person is great but it can also be used against you if you're seeking a job where some employers will make assumptions that you can't be dedicated to your job due to your personal responsibilities.
2. Glamour Shots: Those of you in your 40's and older should remember these. They were the height of fashion and coolness in the early 90's... now they're the fodder for talk shows.
3. Beach bikini shots: unless you're a model which most of us aren't
4. Party(ing) Photos: Nothing says professionalism like photos of you and your friends completely trashed.
5. Photos of your Car, Boat, Mc-Mansion, Motorcycle: If you aren't a car/boat/real estate dealer, a financial motivational speaker or a MLM guru.. it just looks plain egotistical.
6. Pics of your pets: If you're in the animal industry by all means, if not and your potential employer thinks that your breed of dog (or cats in general) are the devil's spawn... you know where I'm going with this....
7. No Pic at all: This is the second best option. If you don't have a good professional picture opt for no picture at all. This might also be the best option if you are missing your front teeth.
8. Cartoon Characters: If you work for Pixar or Disney this is completely acceptable.
10. Government Party Affiliations: (or religious symbols etc) Many people are inspired to put their party's symbol or candidate's picture in their profile. While this is fine for facebook, any site you utilize for business should be void of your political opinions unless your job is directly involved with politics and the same goes for religious affiliations etc.
11. The Out of Focus TOO CLOSE pic: This is the type of pic that people question if they forgot to put on their glasses. The photo is out of focus, often the subject is blurry or too close to the camera.
12. The (I cut other people out of this photo- )well mostly: You've seen those photos where the ex or friends or co-workers or family has been hastily cut out, usually their arm or part of their face still lingers in the photo. It always leaves me wondering who the person was and how they feel about being hacked out of the photo. If the only great photo you have of yourself is with others, either include them or have more photos taken of yourself.
13. The Retro Pic: This involves any picture that is more than 10 years old. Your college graduation date and/or prior work history on your profile clearly give away your age, but your photo is a picture of you when you were 20 yrs younger... the polyester suit and turtle neck are also a dead give-away.
14. Random photos of mountains or flowers or wild animals or or OR: Everyone loves nature but putting these pictures in your bio when they aren't somehow related to your profession makes it look like you're part of the witness protection program and trying to remain incognito.
15. Fishing, Jogging, Hiking, Biking, Yoga Poses etc: Unless you're a physical trainer or an outdoors man (woman) don't include exercise photos. It's like you're trying to make the rest of us that are tied to our desks feel inadequate. No, that isn't my inadequacies talking.
and finally:
16. The "Guns & Ammo" Photo: Unless you're in the military or one of our "nation's finest" - having a picture of yourself at target practice or gripping your AK like its your best friend is likely to get you investigated - not employed.
Good Ideas for Social - Business Networking Profile Photos:
Company Logos, Professional Pictures, Work related Photos (that do not involve alcohol - see #4), Industry related icons, no picture at all.
And for gosh sakes... SMILE! If you look angry, grumpy or sad in your photo who is going to want to do business with you?
*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!
Sunday, September 16, 2012
Initial Interview Tips - Updated 2024 (Interview Preparedness Pt 1)
While
a well-designed resume or LinkedIN profile can open the door to many opportunities, nothing can
solidify or ruin an opportunity like the outcome of the initial interview.
Over
the years I've witnessed candidates with very few of the necessary technical
requirements land jobs easily, and I've also witnessed candidates that are
Spot-ON for the technical requirements repeatedly miss out on employment....
why? Because the candidates lacking in
requirements knew how to CRUSH the initial interview, and candidates with
excellent qualifications were (for whatever reason) unable to adequately
express their knowledge during the interview.
Here are a few tips for guidance:
- Be prepared for
ANYTHING: It’s become very apparent
that many employers have not refined their interview process. Some don't
consistently have the same people conducting the interviews. Most are often pressed for time, and
they sometimes don't even have a firm understanding of exactly what
qualifications will be a good fit for their current needs. I've sat in on interviews where the
interviewer has interrupted the conversation, excused themselves, and had
someone else take over mid-interview.
I've sat in on interviews where SURPRISE, there was an impromptu
panel interview and there were 5 people sitting in. I've unfortunately sat in on
interviews where the employer didn't even know what position they were
interviewing the candidate for.
With this over-whelming lack of consistency, the interviewee
must be prepared for anything and be able to "go-with-the-flow"
without getting flustered or tongue-tied.
- What to do if your time is limited: Initial interviews customarily last between 30 minutes and 1 hour. Always be prepared to express your qualifications in 30 minutes or less;
- Make sure you have a job description of the position you are interviewing for.
- Take notes in advance of the interview listing examples of how your qualifications/experience are a match for the job. With those notes in front of you, you will easily be able to recall your most important talking points. If the interviewer says they have to cut the interview short, SPEAK UP! Say something like: "I appreciate your time, however I feel I wasn't able to adequately explain my qualifications, could we schedule more time to speak later this week?"
- Since your time is limited, don't go bouncing off on rabbit trails. Stay focused.
- If you have a
specific technical ability, know how to translate your on-the-job
responsibilities into words. For
instance.... if you are an Technical Application Trainer be ready to explain
- Where you've trained
(classroom?, elbow to elbow?, locations? etc.)
- What you've trained
(Name of the applications/technologies etc.)
- How you've been
involved (curriculum build? Principal or Lead Trainer? Go-Live Support?)
- Who you've trained (Physicians, Nurses, end-users, -along with classroom size, how many people)
- Then be ready to explain the details of your understanding of the technologies you have trained.
- A good
interviewer will ask “open-ended” questions that require more then just a Yes or No answer. One such question is: "Tell me more about
yourself". It is always best
to have a prepared statement for this question. Keep it short & focused to the industry. Point out your professional timeline
such as: "I entered the Healthcare industry 14 years ago after graduating
with a degree in Nursing, and over the years have transitioned from
nursing into Clinical Information Systems, my focus for the last few years
has been in EMR Implementation Project Management." Then ask the what
specifically they’d like you to expound upon.
- Prior to an initial
interview with any employer you should have a firm understanding of who
they are and what they do. If
you're working with a recruiter, gain as much info from them as you can
and then go Google! Research the
potential employer. Normally the
last question they will ask is "do you have any questions?" and
you don't want to hang up the phone and then snap your fingers and say
"Darn! I forgot to ask...."
- Know the job
you’re interviewing for: If you're working with a recruiter request a full
job description. If there isn't one
available make sure one of your first questions during the interview is
"I'm not sure I have a firm understanding of the responsibilities of
the position, could you take a moment to discuss your expectations?"
- Be relaxed and
be yourself: Even though the interviewer cannot see you, they can
definitely FEEL you, and if you're nervous they're going to pick up on
it. Also, try to concentrate on
what they're saying, not what you're going to say next. If you are busy mentally preparing your
next statement you're going to miss important information. Do away with any unnecessary
distractions during the call (including your own over-active thought
processes). From a Recruiter’s stand-point; I've conducted interviews with
candidates that are so busy talking over me or mentally preparing their
answer that they've missed important information like who the client is,
what they pay rate is, what the job responsibilities are etc., and this
will be a detriment as they move on to a client interview.
- PRACTICE -
PRACTICE - PRACTICE: If you don't have a recruiter to assist you, get a
friend that understands your industry and have a practice interview with
them.
- It's OK to call
the whole thing off: If at any time during the interview information is
provided that is not in line with your employment desires, wait for a
break in the conversation and express your concerns. If it is something that you feel the
potential employer might be able to modify make that request, if an
agreement cannot be met, thank them for their time and end the call
early. No need to take up more of
your time and theirs if it isn't a fit.
- Panel vs. One on
One Interviews: Normally the initial interview is a one on one
conversation with a decision maker, but more and more frequently employers
are conducting "panel" interviews. Typically a meeting invite will be sent
that will include the names and titles of all the attendees, but sometimes
a panel interview will be conducted without the candidate’s prior
knowledge. The panel usually
consists of one or more hiring managers and one or more team members. They will hope to learn if you are the right personality fit for their team, and also if the
you have s the right qualifications for the role. Be yourself... you don't want to be
hired to a team of folks that is expecting something different when you
show up for your first day on the job.
- Don't
embellish!: If you do not have the
qualifications for the position, don't try to expand your experience and
"fake" your way through the areas you aren't familiar with. You might be able to fool a recruiter,
but you will not be able to fool your peers in the industry. If you do not have some of the
requirements for the position and you somehow manage to make it through
the interview process, it won't take many days on the job for your new
employer to figure out you're not as knowledgeable as you lead them to
believe.
- NEVER discuss your prior boss or employer in a negative light. In all matters try to stick to the positive. Don’t discuss your personal issues, reasons you might have been fired previously (unless legally necessary) etc. If you absolutely hated your last boss you can say something like “There were some departmental changes and I wasn’t comfortable where things were headed so I decided to find work elsewhere”.
Learning to easily and fluently express your abilities is the most important part of the interview process. By following the steps above, and with some practice you should master the initial interview.
Being able to talk about your knowledge, milestones and qualifications is an asset. Who is going to "sell" you better than YOU? If you lack confidence this will hurt you deeply in the interview process. To gain perspective, talk to prior co-workers and ask them what stands out about your work to them.
If you're in a position where you are the interviewer & regularly conduct interviews, review the "Part 2 Post"
Best wishes in your career endeavors!
*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!
Wednesday, September 12, 2012
Interview Follow - Up. The interview is over - Now what?
So you've taken the time to create an impactful resume, you've submitted your resume to a position that is a strong fit for your qualifications and career path, you've gone through the interview and now what?
I'm a bit old-school , I remember when one had to look for employment opportunities in the local newspaper and had to mail (US postal service snail mail) or fax a resume to a potential employer. Back when there were no cell phones, linkedin, emails etc.
I'm a bit old-school , I remember when one had to look for employment opportunities in the local newspaper and had to mail (US postal service snail mail) or fax a resume to a potential employer. Back when there were no cell phones, linkedin, emails etc.
At that time it was common for everyone that was fortunate enough to go through the interview process to send a Thank You note. We've now graduated to the speed of light. Everything is moving faster, and with this rapid movement it seems that some of the professionalism of the past has been lost. I would estimate that of every 100 people I interview, on a handful actually send a follow up email thanking me for my time and interest. What's worse, is that fewer than that send follow up emails to thank the client when they've finished an interview with the Manager from the client site.
There are a vast number of reasons why people have gotten away from the habit of a follow - up thank you... some of which are: lack of time, applying and interviewing for multiple opportunities at once, lack of knowledge, and lack of interest. By "lack of knowledge" I mean that some individuals don't know who to Thank or how to go about Thanking them. We'll cover that shortly.
There are times when a Thank you note is not necessary: If you have had a particularly negative interview with a recruiter or manager, if you were turned down for the position during the interview or you turned down the position during the interview. That doesn't mean you shouldn't bother, it just means it isn't expected or necessary.
Who to send the Thank you email to can depend on the situation. If you are interviewing directly with your potential employer you will probably have the interviewer's email address, in which case a "Thank You" email within 24 hrs of the interview is appropriate*. You might experience multiple interviews within the same company, and the same rule applies: a "Thank You" email within 24 hrs of each interview. If you are starting the interview process via a staffing company (search firm) then a quick email to your recruiter after your initial interview is appropriate. Thank you notes for subsequent interviews with the staffing firm's client should be sent to your recruiter to be forwarded on your behalf to their client. If the interviewer from the client site has provided you with their contact information then any thank you email you send to them should also be CCed to your recruiter. This keeps the recruiter up to speed on how the interview process is moving along so no miscommunication transpires.
This process is a two-way street. In general Recruiters will send an interview follow - up email if the person they have interviewed is moving on to interview with the client or if the person might be a potential fit for future opportunities. If the person is moving forward to interview with the client the Recruiter's Thank You email should supply the following: A quick Thank you for your time, a full (or at least as full as they have) job description, the name of the client, and any information about next steps in the process. I will be honest in saying that there have been times where I've dropped the ball on this process. I might hang up the phone after an interview, prepare and submit the resume to the client and then get side tracked. We all have those days. If you haven't received confirmation from a recruiter that has stated they are sending your resume to a client.... ASK FOR IT! You should always have a communication trail and record of what positions you have been submitted to.
I wonder what Emily Post would think if she were alive today? Miss Manners writes about this topic occasionally, but she tends to be a bit rude and condescending... which leads one to believe she's also lacking some manners. The rule of thumb for Thank you notes should be "when in doubt, send it out". It never hurts to show appreciation. I've provided example content below.
*when interviewing directly for a potential employer for a C-Level position or a position you are extremely interested in, sending a Thank You card in the mail is a great way to stand out and show your interest.
Example Thank You for a recruiter:
Hello (Recruiter),
Thank you for your time on the phone today regarding the XYZ role at XYZ Company. Per our discussion, my qualifications seem to be an ideal fit for this position. I look forward to the next steps in the process. If there is any additional information you require, don't hesitate to call or email me.
Sincerely,
Example Thank you for Direct Manager:
Monster.com has a great section on Thank you letters with examples: http://career-advice.monster.com/job-interview/following-up/sample-interview-thank-you-letter/article.aspx
One last piece of advice: try not to be TOO flowery. There is a tipping point between professional and sappy. Some executives might be looking for a kiss-up, but is that really the type of person you want to work for? Don't use words like EXCITING! EXCELLENT! SUPERB! AMAZING! and don't over-sell yourself. Even the above example from Monster made me a bit queasy. Make references to how your skills and experience fit with the touch-points from the interview, but stay away from telling the reader how to do his job ie: "you won't find a better fit for this position" or "I am your ideal candidate for the job".
A simple Thank you can go a long way..... (in all situations)
*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!
There are times when a Thank you note is not necessary: If you have had a particularly negative interview with a recruiter or manager, if you were turned down for the position during the interview or you turned down the position during the interview. That doesn't mean you shouldn't bother, it just means it isn't expected or necessary.
Who to send the Thank you email to can depend on the situation. If you are interviewing directly with your potential employer you will probably have the interviewer's email address, in which case a "Thank You" email within 24 hrs of the interview is appropriate*. You might experience multiple interviews within the same company, and the same rule applies: a "Thank You" email within 24 hrs of each interview. If you are starting the interview process via a staffing company (search firm) then a quick email to your recruiter after your initial interview is appropriate. Thank you notes for subsequent interviews with the staffing firm's client should be sent to your recruiter to be forwarded on your behalf to their client. If the interviewer from the client site has provided you with their contact information then any thank you email you send to them should also be CCed to your recruiter. This keeps the recruiter up to speed on how the interview process is moving along so no miscommunication transpires.
This process is a two-way street. In general Recruiters will send an interview follow - up email if the person they have interviewed is moving on to interview with the client or if the person might be a potential fit for future opportunities. If the person is moving forward to interview with the client the Recruiter's Thank You email should supply the following: A quick Thank you for your time, a full (or at least as full as they have) job description, the name of the client, and any information about next steps in the process. I will be honest in saying that there have been times where I've dropped the ball on this process. I might hang up the phone after an interview, prepare and submit the resume to the client and then get side tracked. We all have those days. If you haven't received confirmation from a recruiter that has stated they are sending your resume to a client.... ASK FOR IT! You should always have a communication trail and record of what positions you have been submitted to.
I wonder what Emily Post would think if she were alive today? Miss Manners writes about this topic occasionally, but she tends to be a bit rude and condescending... which leads one to believe she's also lacking some manners. The rule of thumb for Thank you notes should be "when in doubt, send it out". It never hurts to show appreciation. I've provided example content below.
*when interviewing directly for a potential employer for a C-Level position or a position you are extremely interested in, sending a Thank You card in the mail is a great way to stand out and show your interest.
Example Thank You for a recruiter:
Hello (Recruiter),
Thank you for your time on the phone today regarding the XYZ role at XYZ Company. Per our discussion, my qualifications seem to be an ideal fit for this position. I look forward to the next steps in the process. If there is any additional information you require, don't hesitate to call or email me.
Sincerely,
Example Thank you for Direct Manager:
Monster.com has a great section on Thank you letters with examples: http://career-advice.monster.com/job-interview/following-up/sample-interview-thank-you-letter/article.aspx
One last piece of advice: try not to be TOO flowery. There is a tipping point between professional and sappy. Some executives might be looking for a kiss-up, but is that really the type of person you want to work for? Don't use words like EXCITING! EXCELLENT! SUPERB! AMAZING! and don't over-sell yourself. Even the above example from Monster made me a bit queasy. Make references to how your skills and experience fit with the touch-points from the interview, but stay away from telling the reader how to do his job ie: "you won't find a better fit for this position" or "I am your ideal candidate for the job".
A simple Thank you can go a long way..... (in all situations)
*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!
Sunday, September 2, 2012
Negotiating Salary or Hourly Rates - Updated 2021
Recently I received a request to write a blog post about negotiating salary and/or hourly rates. I've avoided this topic until now because the financial aspects are always a complicated and touchy subject.
Placing someone into a permanent position is usually a cut & dried affair. The firm will source, approach, screen and present qualified candidates to their client, if one is chosen and agrees to employment the firm will receive a % of that person's first year's salary as a "finders fee". The industry standard is 20% but it can be higher or lower depending on the type of position being filled and the rates agreed upon by the client.
With regard to contractors, the firm follows the same scenario as above but the candidate will be retained for a specific amount of time to complete a specific project. Regardless of the employment method the consultant chooses (corp to corp or W2) the firm will bill their client at a higher rate than they are paying the consultant to increase their bottom line.
A firm determines the client bill rate by considering the following factors: the consultant's desired hourly rate, the "burden" to carry that consultant (man hours spent for recruitment, any necessary care the consultant will require during the contract, cost of pay rolling, any benefits provided, liability insurance and how long the contract is expected to last etc.) and X amount of dollars for profit. The rates charged to clients vary a great deal in this industry, in particular; large consulting firms tend to charge higher rates than the smaller staffing firms.
So, what does all that mean when it comes to negotiating rates?
> If you are seeking a salaried position, your rate is going to be whatever yearly salary you have determined makes sense to you. Your recruiter will ask you up front for a figure, and I suggest you give them one. If you're needing $120K and their client is only willing to pay $80K for the role, then you are aware immediately it isn't a fit. Always be forthright about your salary demands. If you want an idea what the industry standards are in a particular geographical location - check out: www.glassdoor.com
I'm certainly not giving away any trade secrets when I say that consulting firms and staffing firms make their money by placing Healthcare IT Professionals at their client sites for either contract work or permanent placement.
Placing someone into a permanent position is usually a cut & dried affair. The firm will source, approach, screen and present qualified candidates to their client, if one is chosen and agrees to employment the firm will receive a % of that person's first year's salary as a "finders fee". The industry standard is 20% but it can be higher or lower depending on the type of position being filled and the rates agreed upon by the client.
With regard to contractors, the firm follows the same scenario as above but the candidate will be retained for a specific amount of time to complete a specific project. Regardless of the employment method the consultant chooses (corp to corp or W2) the firm will bill their client at a higher rate than they are paying the consultant to increase their bottom line.
A firm determines the client bill rate by considering the following factors: the consultant's desired hourly rate, the "burden" to carry that consultant (man hours spent for recruitment, any necessary care the consultant will require during the contract, cost of pay rolling, any benefits provided, liability insurance and how long the contract is expected to last etc.) and X amount of dollars for profit. The rates charged to clients vary a great deal in this industry, in particular; large consulting firms tend to charge higher rates than the smaller staffing firms.
So, what does all that mean when it comes to negotiating rates?
> If you are seeking a salaried position, your rate is going to be whatever yearly salary you have determined makes sense to you. Your recruiter will ask you up front for a figure, and I suggest you give them one. If you're needing $120K and their client is only willing to pay $80K for the role, then you are aware immediately it isn't a fit. Always be forthright about your salary demands. If you want an idea what the industry standards are in a particular geographical location - check out: www.glassdoor.com
>Being an hourly contractor is a bit more complicated, due to COVID-19, the hourly rates have dropped across the industry. The best practice is to be flexible with your rates, but have a hard stopping point. Also, take into account other benefits of a particular engagement and adjust your rate accordingly: does it offer100% remote work, does it require extensive travel, is it a long term engagement, will you learn new skills or gain new certifications, are there difficult tasks associated with the role, and so on.
Below is a list of industry averages for various roles, and a few reasons why you should work through a consulting firm instead of trying to work directly for the healthcare / hospital system. Keep in mind these rates are just an example and can vary quite a bit due to numerous factors.*
Go-Live Support Analyst - $30 - 55 / Hour
Trainer - $55 - $75 / Hour
Certified Trainer - $65 - $95 / Hour
Junior Analyst - $45 - $75 / Hour
Analyst - $55 - $85 / Hour
Senior Analyst - $65 - $110 / Hour
Project Manager - $75 - $150 / Hour
Project Director - $95 - $175 / Hour
(the above rates do not factor in travel expenses)
*The rates above can increase dramatically if you have a clinical background or specific certifications.
Reasons to seek contracts through consulting or staffing firms:
1. The firms have direct contact to the internal hiring managers and can communicate your strengths directly to them.
2. The firms can offer healthcare benefits during the engagement
3. The firms will continue to negotiate extensions for you.
4. The firms will work to find you future engagements
Reasons to seek permanent employment through staffing firms:
1. The firms have direct contact with the internal hiring managers and will present your resume directly to them, on the other hand, when applying via a hospital web site your resume often falls into a "black hole" or it has to be processed through HR before the IT hiring manager ever sees it.
2. The firm will negotiate your salary requirements (and it's in their favor to get you higher pay)
3. The firm can often present your resume to multiple clients
4. The firm may have a number of roles that are not posted online
5. The firm normally has developed a strong working relationship with their client and might be aware of upcoming roles that would interest you but have not yet been announced.
*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!
Below is a list of industry averages for various roles, and a few reasons why you should work through a consulting firm instead of trying to work directly for the healthcare / hospital system. Keep in mind these rates are just an example and can vary quite a bit due to numerous factors.*
Go-Live Support Analyst - $30 - 55 / Hour
Trainer - $55 - $75 / Hour
Certified Trainer - $65 - $95 / Hour
Junior Analyst - $45 - $75 / Hour
Analyst - $55 - $85 / Hour
Senior Analyst - $65 - $110 / Hour
Project Manager - $75 - $150 / Hour
Project Director - $95 - $175 / Hour
(the above rates do not factor in travel expenses)
*The rates above can increase dramatically if you have a clinical background or specific certifications.
Reasons to seek contracts through consulting or staffing firms:
1. The firms have direct contact to the internal hiring managers and can communicate your strengths directly to them.
2. The firms can offer healthcare benefits during the engagement
3. The firms will continue to negotiate extensions for you.
4. The firms will work to find you future engagements
Reasons to seek permanent employment through staffing firms:
1. The firms have direct contact with the internal hiring managers and will present your resume directly to them, on the other hand, when applying via a hospital web site your resume often falls into a "black hole" or it has to be processed through HR before the IT hiring manager ever sees it.
2. The firm will negotiate your salary requirements (and it's in their favor to get you higher pay)
3. The firm can often present your resume to multiple clients
4. The firm may have a number of roles that are not posted online
5. The firm normally has developed a strong working relationship with their client and might be aware of upcoming roles that would interest you but have not yet been announced.
*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!
Saturday, August 18, 2012
Why Working Remotely is Still Working!
I'm one of those fortunate individuals that works remotely. (from a home office aka virtual office) I've been working remotely for over 20 years now, and there is never a moment that goes by that I'm not grateful for this opportunity!
I have noticed over the years that family members and friends often assume that because you work from home that you are immediately available to tend to their needs or that you're always open to a social visit in the middle of a work day. It took me quite a few years to get them to understand that working from home is the same as in an office somewhere else... since they'd never just drop by my office during the middle of the day if I were working in a corporate building, I'd truly appreciate the same courtesy at my home office. I also made a sign for my office door that would alert my children when I was on the phone so they wouldn't interrupt me unless someone was bleeding to death. (this doesn't distract from the fact that I was able to get to know the High School secretary very well due to my multiple morning visits to drop off lunches, money, school work etc. Something I couldn't have done had I worked in a corporate office)
For the multi-tasker, working from home is a blessing in disguise. You can simultaneously be on a conference call, responding to emails and doing a load of laundry. It is also a great situation for people with dogs. Your dogs get more attention and more visits to the outdoors. Dogs can also be a distraction however, especially if they bark at every little sound they hear. My dogs only bark when someone comes to the door, so I put a sign on the front door when I'm working that reads: "Resident is working from home office, PLEASE DO NOT KNOCK unless absolutely necessary. Thank you."
When people find out that I work from home they always ask "How can I do what you do?" I wish there was a good answer for that question, but unfortunately there isn't. Not everyone has responsibilities that will translate into a home office environment. Also, not everyone has the discipline it takes to work remotely and stay focused. If you have a job that you could do from home, the best way to make that happen is to talk to your boss and inquire if you can work from home 1 day a week. If you can show you are productive from a home office, eventually you may be able to work from home all the time. I basically got lucky and found a temp position that allowed me to work remotely and I was so productive that they hired me as their first remote recruiter.
Typically a remote worker can almost double the production of someone working in an office environment IF that office environment is like the following example: It usually takes at least 30 minutes to commute to work on a good day. You arrive at your company building and 3 people stop you on the way to your desk to ask you personal or work related questions. You get to your desk and if you are in an open air environment aka "bullpen" you are hearing multiple other individuals talking on the phone, to each other etc. 30 minutes before your lunch time the group you normally lunch with is trying to determine where to eat, then you all drive to the restaurant, spend about an hour eating and talking, drive back to the office, and possibly finish up whatever conversations were going on during lunch. If a mandatory meeting is scheduled, the on-site employees might take time to prepare for the meeting prior to the meeting, then attend the meeting and then discuss the meeting after the meeting (I call this meeting paralysis) while the remote employee will dial or log into the meeting for the duration of the meeting. At the end of your day it may take 30 minutes or more to return home. If you do not have the capability to work from home in any capacity, then your production is over when you leave the office building, however the remote worker can break for dinner and continue working if necessary.
Of course, some people enjoy the hustle and bustle of an office environment or weekly travel as many consultants do in our industry, but I like the peace and quiet of working from home. (obviously I no longer have small children in the house) Except for the occasional fed ex package delivery person or door to door salesman, there are normally no distracting interruptions.
I have noticed over the years that family members and friends often assume that because you work from home that you are immediately available to tend to their needs or that you're always open to a social visit in the middle of a work day. It took me quite a few years to get them to understand that working from home is the same as in an office somewhere else... since they'd never just drop by my office during the middle of the day if I were working in a corporate building, I'd truly appreciate the same courtesy at my home office. I also made a sign for my office door that would alert my children when I was on the phone so they wouldn't interrupt me unless someone was bleeding to death. (this doesn't distract from the fact that I was able to get to know the High School secretary very well due to my multiple morning visits to drop off lunches, money, school work etc. Something I couldn't have done had I worked in a corporate office)
For the multi-tasker, working from home is a blessing in disguise. You can simultaneously be on a conference call, responding to emails and doing a load of laundry. It is also a great situation for people with dogs. Your dogs get more attention and more visits to the outdoors. Dogs can also be a distraction however, especially if they bark at every little sound they hear. My dogs only bark when someone comes to the door, so I put a sign on the front door when I'm working that reads: "Resident is working from home office, PLEASE DO NOT KNOCK unless absolutely necessary. Thank you."
When people find out that I work from home they always ask "How can I do what you do?" I wish there was a good answer for that question, but unfortunately there isn't. Not everyone has responsibilities that will translate into a home office environment. Also, not everyone has the discipline it takes to work remotely and stay focused. If you have a job that you could do from home, the best way to make that happen is to talk to your boss and inquire if you can work from home 1 day a week. If you can show you are productive from a home office, eventually you may be able to work from home all the time. I basically got lucky and found a temp position that allowed me to work remotely and I was so productive that they hired me as their first remote recruiter.
Typically a remote worker can almost double the production of someone working in an office environment IF that office environment is like the following example: It usually takes at least 30 minutes to commute to work on a good day. You arrive at your company building and 3 people stop you on the way to your desk to ask you personal or work related questions. You get to your desk and if you are in an open air environment aka "bullpen" you are hearing multiple other individuals talking on the phone, to each other etc. 30 minutes before your lunch time the group you normally lunch with is trying to determine where to eat, then you all drive to the restaurant, spend about an hour eating and talking, drive back to the office, and possibly finish up whatever conversations were going on during lunch. If a mandatory meeting is scheduled, the on-site employees might take time to prepare for the meeting prior to the meeting, then attend the meeting and then discuss the meeting after the meeting (I call this meeting paralysis) while the remote employee will dial or log into the meeting for the duration of the meeting. At the end of your day it may take 30 minutes or more to return home. If you do not have the capability to work from home in any capacity, then your production is over when you leave the office building, however the remote worker can break for dinner and continue working if necessary.
One major draw-back to working remotely is that in some instances out of sight means out of mind. If your boss and co-workers are in the office, they may tend to forget you exist and forget to loop you in on impromptu meetings or office announcements (such as: someone leaving the business or new hires etc). I've also worked for companies that were new to having remote employees and they often would forget I wasn't in the same time zone, or forget to remove me from office related emails like "Thursday is refrigerator clean out day, if you have food in the cafeteria fridge it will be thrown out" or "Friday there will be an Earthquake drill, please be prepared" and there have been numerous times when they would forget to use webex, or skype and I'd call into a meeting only to find out they're discussing graphs or visual items that I can't see.
Not everyone is geared to work remotely and not everyone would enjoy working remotely, but if it is something you're new to or something you'd like to do, consider the following:
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- Is 100% of what you do compatible with working from home? (computer/internet/phone related)
- Do you have a quiet space in your home that you can dedicate to a home office?
- Do you have access to a reliable, fast internet provider?
- Are you self disciplined?
- Do you understand your work responsibilities enough to conduct them with little or no supervision?
- Do you have small children or dogs in your home? - Are you prepared to put the children in daycare and the dog in another room if necessary?
- Are you prepared to explain to your family / friends why they cannot distract you during work hours?
- Are you tech savvy enough to set up the necessary tools? - Computer, web meeting software, work related software etc?
- Will you work too much? - Are you able to give yourself a break when you need one to eat, or exercise or relax?
- Can you stay consistent and organize your daily routine so you are able to accomplish your required production without going off on too many rabbit trails
Tips:
- Don't be afraid to put signs on the door to alert people that you are busy and cannot be distracted.
- Once you figure out what works best, get into a routine and stick with it.
- Always allow yourself down time. Having your work under your nose makes it easy to work 24-7 but that is never a good idea.
- Don't over-extend yourself. Just because you CAN work 24-7 if necessary doesn't mean your boss should pile on more and more work, particularly if you're being paid salary and not by the hours worked.
- Think outside the box. Be prepared for power outages or cable outages. If you cannot access the internet at home, know the local places you can (Panera, Library etc)
- Keep the contact information for co-workers on paper, that way if there are power outages, or your cell phone or cable has no service you will still know how to get in touch.
- Don't frequent social media unless you need them for work related responsibilities. It is easy for your employer to track your internet activities. Definitely don't access personal websites via your work computer, always use your personal computer for those activities. (same goes for work email, only use it for work related content)
- During work hours log yourself out of instant message applications that are not work related so you aren't distracted by people wanting to chat with you.
*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!
Monday, August 13, 2012
Why Being A "Quick Learner" Doesn't Matter
If I had a dollar for every time I've heard "but I'm a quick-learner" in my recruitment career I could retire right now. It seems to be a theme when someone is told that they do not have the right qualifications for the role they have applied for.
It is certainly understandable that in the current job market some people are stuck between a rock and a hard place, over-qualified for many roles and also under-qualified for many other, so when they don't match certain specifications they are eager to point out that they could learn quickly - hoping to score an interview and convince the potential employer to take a risk on them.
While that might work when a candidate is dealing directly with their potential employer, it will not work when applying for a position through a staffing firm or consulting firm. Both staffing and consulting firms are retained by their clients to find very experienced people with very specific qualifications. Either the client has tried to find someone matching their desires without success or possibly they don't have a dedicated recruiter and need outside assistance to fill their open positions.
For this reason, your resume should be a good representation of your qualifications as they pertain to the job listing. If you are reading a job posting and feel you are well qualified, before you click "send" ... make sure that your experience with each of the requirements is clearly stated in your resume and in your cover letter!
If you are on the phone with a recruiter and they ask you if you have experience with a certain EMR system [or other requirement] and you express that you do not... and they tell you you are not a fit for the position, there is no point in arguing with them or expressing that you are a "quick learner". Their client has given them that list and if you are not a match for the items on that list they are not able to present your resume. All recruiters know which items on that list are negotiable with their client and which aren't. If a recruiter is expressing to you during or after your discussion with them that your qualifications are not a fit, don't take offense, just understand that according to the specifications of their client, your experience and skills do not match the requirements.
While there are always exceptions to the rule, most recruiters have a firm understanding of their client's needs. Rest assured that recruiters want to fill the position as badly as you want to fill the position. If they felt there was any possibility that your qualifications might be of interest to their client, they would submit your resume.
If you have had issues with Recruiters that lack understanding of your qualifications or are calling you on positions that are unrelated to your area of expertise, please see my previous blog about those topics.
It is certainly understandable that in the current job market some people are stuck between a rock and a hard place, over-qualified for many roles and also under-qualified for many other, so when they don't match certain specifications they are eager to point out that they could learn quickly - hoping to score an interview and convince the potential employer to take a risk on them.
While that might work when a candidate is dealing directly with their potential employer, it will not work when applying for a position through a staffing firm or consulting firm. Both staffing and consulting firms are retained by their clients to find very experienced people with very specific qualifications. Either the client has tried to find someone matching their desires without success or possibly they don't have a dedicated recruiter and need outside assistance to fill their open positions.
For this reason, your resume should be a good representation of your qualifications as they pertain to the job listing. If you are reading a job posting and feel you are well qualified, before you click "send" ... make sure that your experience with each of the requirements is clearly stated in your resume and in your cover letter!
If you are on the phone with a recruiter and they ask you if you have experience with a certain EMR system [or other requirement] and you express that you do not... and they tell you you are not a fit for the position, there is no point in arguing with them or expressing that you are a "quick learner". Their client has given them that list and if you are not a match for the items on that list they are not able to present your resume. All recruiters know which items on that list are negotiable with their client and which aren't. If a recruiter is expressing to you during or after your discussion with them that your qualifications are not a fit, don't take offense, just understand that according to the specifications of their client, your experience and skills do not match the requirements.
While there are always exceptions to the rule, most recruiters have a firm understanding of their client's needs. Rest assured that recruiters want to fill the position as badly as you want to fill the position. If they felt there was any possibility that your qualifications might be of interest to their client, they would submit your resume.
If you have had issues with Recruiters that lack understanding of your qualifications or are calling you on positions that are unrelated to your area of expertise, please see my previous blog about those topics.
Monday, July 30, 2012
Are you a "Nodder" or a "Note Taker"?
Imagine you are starting a new job (or engagement) and your new boss is showing you the ropes and training you on your new responsibilities. Do you follow them around nod a lot and say "uh huh", "uh huh" to everything they show you, or do you take notes, ask questions and make sure you have a clear understanding of what is expected? If you're a "nodder" and not a "note taker" chances are that you will regularly have to go back to your boss or one of your co-workers and ask questions about how to do things because you did not absorb all the necessary information during training.
Now... let's apply the above scenario to the interview process.
It's also likely that you will not be retained at your new position because your boss and co-workers don't have extra time to re-train you on things you should already know. If you're a note taker it's likely that you will rarely have to request assistance since not only can you refer back to your notes, but it is a scientific fact that note takers retain more information.
Now... let's apply the above scenario to the interview process.
When speaking with a recruiter, do you assume you can absorb all the information that will transpire during the conversation, or will you take notes?
Do you ready a list of questions that you have such as: Responsibilities? Client location? Contract Length? Hourly rate or salary? etc.
Do you make sure your important questions are answered during the interview?
If a recruiter cannot answer all your questions are you prepared to ask them when you interview with the client?
Lately I have had more than one instance where a candidate has come back to me post-interview... not just after my interview but after their client interview and ask me the following questions:
Where was the client location again? How much was the pay rate? What were the responsibilities of the job again? Are benefits offered?
These type of questions clearly show that the candidate was not paying during the recruiter interview or the client interview. This also shows an incredible lack of professionalism and can show a lack of interest as well. Unfortunately if this line of questioning is posed to the client it can make the recruiter appear as if they didn't provide the necessary information to the candidate during the initial interview which reflects poorly on the recruiter and their company.
Obviously the candidates that are on the ball, prepared for an interview and have a firm understanding of the opportunity are the most likely to get hired. By taking notes and making sure all your initial questions are answered during your recruiter interview you will be setting yourself up for success.
Where was the client location again? How much was the pay rate? What were the responsibilities of the job again? Are benefits offered?
These type of questions clearly show that the candidate was not paying during the recruiter interview or the client interview. This also shows an incredible lack of professionalism and can show a lack of interest as well. Unfortunately if this line of questioning is posed to the client it can make the recruiter appear as if they didn't provide the necessary information to the candidate during the initial interview which reflects poorly on the recruiter and their company.
Obviously the candidates that are on the ball, prepared for an interview and have a firm understanding of the opportunity are the most likely to get hired. By taking notes and making sure all your initial questions are answered during your recruiter interview you will be setting yourself up for success.
Tuesday, July 17, 2012
How to Successfully Communicate with a Recruiter
One of the chief complaints I hear from industry Consultants is that Recruiters do not follow up, particularly after the consultant's resume has been submitted to a client for review. Unfortunately this is one of many areas of miscommunication between consultants and recruiters. Fortunately however, there are so many recruiters and so many consulting and staffing firms in the Healthcare IT industry that no consultant has to be married to any one recruiter.
Try to find 3 recruiters you trust from different firms, that have strong industry knowledge and connections and work with them exclusively. If one isn't keeping you informed on new opportunities or providing you with enough employment options, drop them from the list and find another.
When it comes to communication, keep in mind that recruiters are extremely busy as well. At any given time a recruiter could be working on as many as 10 or more job openings and be receiving and reviewing 100's of resumes a week as well as interviewing multiple new candidates a day.
Try to find 3 recruiters you trust from different firms, that have strong industry knowledge and connections and work with them exclusively. If one isn't keeping you informed on new opportunities or providing you with enough employment options, drop them from the list and find another.
When it comes to communication, keep in mind that recruiters are extremely busy as well. At any given time a recruiter could be working on as many as 10 or more job openings and be receiving and reviewing 100's of resumes a week as well as interviewing multiple new candidates a day.
To put this into a "typical day" perspective it might look something like this:
8am - 9am Review all new emails and respond to possible candidates.
10am - 11am conference calls.
11am - Noon Interviews.
Noon - 1pm lunch if you're lucky.
1pm - 3pm Interviews and drafting submittals.
4pm - 5pm Recheck mail and respond to any needs of sales personnel, clients, candidates etc.
5pm - 7pm Dinner and family time.
8pm to 10pm resume sourcing, email responding, etc.
Also factor into that schedule: un-expected phone calls, new job openings, scheduling requested client - candidate interviews, occasionally having the horrible task of firing someone, un-expected meetings, assisting new hires with on-boarding processes and travel arrangements etc., and you can now see why sometimes recruiters forget to follow up with consultants that have been submitted to a job that the client has not yet provided feedback for. At any given time a recruiter could have as many as 20 (or more) consultants submitted to various job openings at a variety of client locations.
Sadly, once a resume is submitted to a client, most clients do not respond unless they are interested in scheduling an interview, and it may take the client days or weeks to request the interview. Behind the scenes recruiters and sales personnel keep in regular contact with the client to the best of their ability, but the decision maker on the client-side is also extremely busy. Many clients learn the hard way that exceptional candidates will not wait around for a few weeks to hear back and will be swept up by other facilities.
The general rule is: if the client has not responded to a resume within 2 full weeks of submittal, they are not going to move forward into interview, but there are always exceptions. The one thing the consultant CAN rely on; is when the recruiter has received an interview request from the client they WILL call you immediately. They want you to be hired as badly as you do, so if you haven't heard from your recruiter that probably means that they haven't heard from their client, not that they are ignoring you. The best way to get the type of communication you desire is to have an up front agreement (UFA) with your recruiter. When you initially interview with a new recruiter let them know that you expect to hear from them on a regular basis (whatever time frame works for you). Also assume some of the responsibility yourself by sending a weekly email to your recruiter(s) requesting status updates. If the recruiter doesn't respond to your emails then it is definitely time to close that relationship. Communication is always a two -way street.
*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!
*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!
Wednesday, May 30, 2012
Successful Staffing - A Note To The Hiring Managers (Updated 2025)
While this blog normally focuses on the candidate / consultant employment process, it seems important to address the folks that are responsible for the hiring decisions as well. [In this post I will use the term: "Hiring Managers" this term is broad based and covers anyone that is involved with the decision making process.]
For years I've watched the industry with interest, and have thought that it would only be a matter of time before hiring managers were more likely to consider candidates that were a bit outside their desired requirements or even be willing to consider the dreaded REMOTE WORKER... God Forbid. Remote workers are normally highly qualified individuals that can perform their responsibilities well from a home office environment. It is truly unfortunate in 2025 that more hiring managers are not willing to consider remote workers, and we're even seeing companies who have had success with remote workers since COVID, now requesting these people come back to an office. Good Remote employees typically work more hours and save the company more money than onsite employees doing the same job.
In other instances it might be necessary to consider a new employee that has less than the necessary requirements. Most sharp candidates can pick up new skills quickly. Nothing is more frustrating to both the recruiter and the candidate than to have a hiring manager say "This candidate only has 2 years of XYZ experience, we need someone with 5 years or more." Usually those responses are made without the hiring manager ever speaking with the candidate to see if they might actually have enough know-how to be a beneficial member of the team. Also, there have been many times when a highly qualified candidate has been declined because they weren't available on the exact start-date required, yet the hiring manager will find they are still seeking "the right candidate" weeks after the original candidate could have been on the job. Commonly the hiring manager will come back after their desired start date has passed and inquire if the original candidate is still available, which of course they are not. (It is worth noting that the same can be said about hiring an apparently "over-qualified" candidate)
When I was responsible for both account management and recruitment I would provide my clients with the following analogy: "There is a pond... and standing around that pond are 1500 Recruiters, all with baited hooks in the water, and in the pond there are 3 Big Awesome fish and NONE of those fish are hungry. It is a waiting game to see which hook has the most attractive bait when one of the fish finally needs something to eat." It just so happens that in that pond there are also dozens of slightly undersized fish that are very hungry, and when the big fish are so scarce, it is often worth while to go with a smaller fish.
Timing is another issue. When a highly qualified candidate resume is received, an initial interview should be scheduled immediately and when the interview goes well any additional interviews schedule be conducted as soon as possible - taking weeks or months to get through an interview process is a sure-fire way to lose good candidates to other companies. Additionally, an offer should be made within 24 hours after the final interview if all parties agree they want to hire the candidate. The interview process plays a huge role in the % of hires made.
To sum it up:
> A sense of urgency from the hiring manager is paramount to the % of hires made.
> Willingness to think outside the box and consider candidates that have most but not all of the requirements or highly qualified candidates that can work remotely is imperative.
> Timing is key...
> Remember that your recruiters want to fill the positions as badly as you do. Working together and listening to each other is the best way to make hires.
> The shorter the time between resume submittal to interview to offer, the higher your success rate will be.
*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!
For years I've watched the industry with interest, and have thought that it would only be a matter of time before hiring managers were more likely to consider candidates that were a bit outside their desired requirements or even be willing to consider the dreaded REMOTE WORKER... God Forbid. Remote workers are normally highly qualified individuals that can perform their responsibilities well from a home office environment. It is truly unfortunate in 2025 that more hiring managers are not willing to consider remote workers, and we're even seeing companies who have had success with remote workers since COVID, now requesting these people come back to an office. Good Remote employees typically work more hours and save the company more money than onsite employees doing the same job.
In other instances it might be necessary to consider a new employee that has less than the necessary requirements. Most sharp candidates can pick up new skills quickly. Nothing is more frustrating to both the recruiter and the candidate than to have a hiring manager say "This candidate only has 2 years of XYZ experience, we need someone with 5 years or more." Usually those responses are made without the hiring manager ever speaking with the candidate to see if they might actually have enough know-how to be a beneficial member of the team. Also, there have been many times when a highly qualified candidate has been declined because they weren't available on the exact start-date required, yet the hiring manager will find they are still seeking "the right candidate" weeks after the original candidate could have been on the job. Commonly the hiring manager will come back after their desired start date has passed and inquire if the original candidate is still available, which of course they are not. (It is worth noting that the same can be said about hiring an apparently "over-qualified" candidate)
When I was responsible for both account management and recruitment I would provide my clients with the following analogy: "There is a pond... and standing around that pond are 1500 Recruiters, all with baited hooks in the water, and in the pond there are 3 Big Awesome fish and NONE of those fish are hungry. It is a waiting game to see which hook has the most attractive bait when one of the fish finally needs something to eat." It just so happens that in that pond there are also dozens of slightly undersized fish that are very hungry, and when the big fish are so scarce, it is often worth while to go with a smaller fish.
Timing is another issue. When a highly qualified candidate resume is received, an initial interview should be scheduled immediately and when the interview goes well any additional interviews schedule be conducted as soon as possible - taking weeks or months to get through an interview process is a sure-fire way to lose good candidates to other companies. Additionally, an offer should be made within 24 hours after the final interview if all parties agree they want to hire the candidate. The interview process plays a huge role in the % of hires made.
To sum it up:
> A sense of urgency from the hiring manager is paramount to the % of hires made.
> Willingness to think outside the box and consider candidates that have most but not all of the requirements or highly qualified candidates that can work remotely is imperative.
> Timing is key...
> Remember that your recruiters want to fill the positions as badly as you do. Working together and listening to each other is the best way to make hires.
> The shorter the time between resume submittal to interview to offer, the higher your success rate will be.
*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!
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