The Lovely Linked In

Linked In - who would have thunk it?  It is an amazing tool and I have one pointer and one great story to tell.  The pointer:  when you come across a recruiter that specializes in your industry - in this case, Supply Chain - send them an invitation on Linked In!  Whether you find them on Linked In, The Ladders, their web site, wherever, send an invitation.  I always accept because I use Linked In as a tool in my research when I begin a new search.  I try very hard to invite all candidates that send resumes, but many times, I don't have enough time.  So if you can beat me to it, great!  The Story:  I recently posted a discussion topic - I was conducting a high level search specific to Supplier Relationship Management and needed to find candidates that had implementation experience to the nth degree.  I simply asked a few groups "What are the leading SRM companies in the US?" or something to that effect.  I needed to know where to hunt.  I received an answer - a QUALIFIED answer, not an attempt at trying to SELL me something - and responded in order to pick this guy's brain.  The long and short of it is that he ended up being a great candidate and (keep your fingers crossed) we hope to see an offer in the next few days!  The moral of the story - using Linked In as it is INTENDED to be used WORKS!

The Magic of the Resume

Ah, the resume.  Such a difficult task for so many people!  I'm going to give the formula to what I believe to be the most effective, impactful way to design your resume - not only for the reader, but for technology.  Remember, most of the resumes both Headhunters like me and company portals receive are tranferred automatically into a database.  I use my database for each new search I conduct, so if the correct information isn't in your resume, there is a chance you won't come up when I look for candidates.

1.  Keep your resume simple.  I recommend a paragraph that describes each position you've held - tell the story of what you do/have done.  It's like writing a brief job description.  Imagine you are the hiring manager - you'd want to see what this person is responsible for on a daily basis.  Be specific about responsibilities, even if they seem mundane.  Well, not too mundane - don't include filing, data entry, etc....
2.  After each description, list specific, measurable accomplishments.  What did you do?  How did you succeed?  What goals were reached?  What impact and value did you bring to that organization?  Numbers, metrics, specific examples.  Again, if you were the hiring manager, what would jazz you up about having this person on their team?
3.  ALWAYS include your address and contact information!  I KNOW I miss candidates while starting new research - ex. if my client prefers not to relocate, I begin a search that includes geography.  If you don't include your address and I search to include the city and/or state and it's not there, your resume won't show up in my search.
4.  Adding tables and lists of key words and areas of expertise is okay, but believe me, if your resume is written correctly, you won't need it.  If you do include it, don't get carried away.  Personally, if I have to scroll down a page to get to where your current or last position is, I lose interest.  And if I don't understand what exactly it is you've done, no good! 

I make my living (and have for years) recruiting externally for my clients, so I may be cutting off my nose to spite my face here....  I specialize in the Supply Chain industry and know what I'm looking at when I see a resume specific to procurement, strategic sourcing, etc.  Many internal company recruiters do not - so if you send your resume in to a company's web site (which I don't recommend, but that's a whole other blog) and the correct verbiage and information isn't there, you will fall through their cracks. 

Happy resume writing!

Why Isn't That Flipping Recruiter Calling Me?

It's been quite a while since I've written and thankfully I can attribute that to being busy with work - and also with taking some time with my daughter this summer before she left again for USC (go Gamecocks!).  Many times, I receive unsolicited resumes (which is a great thing!) from candidates who see a specifc posting I have out on Linked In, The Ladders, my web site, etc.  A bit of advice that I'm sure most recruiters out there would concur with:
1.  If you get no response, it is due simply to the fact that there is not enough time in the day.  If your background is truly a fit for the position (or any others they may be working on), believe me, WE WILL get in touch with you.  Great candidates are hard to find!  I personally "file" all resumes into my database of those candidates whose credentials and experience (per your resume) fit my area of expertise. (Some ideas re: how to keep in front of recruiters when a new opportunity arises the week after next.)
2.  When you see a position out there that you are interested in and feel you are a good fit, tailor your resume to fit that position.  For example, most of my searches/opportunities are currently in Strategic Sourcing and Procurement - sometimes, my clients require a certain skill set in particular categories, industries, etc.  Your resume needs to reflect this - the best way to do this is to describe each position you've held in short paragraph format, and then list some accomplishments you've made under each paragraph.  (More to come on resumes next week.)  We HAVE to understand what you do and what you've done by reading this document in order to be motivated to call you.
Many candidates will call or email after they are not contacted by me as to how I KNOW they aren't a good fit for the postion(s) I have posted.  Believe me, if your resume is written well, good recruiters know a good fit - from a skill set, experience, education, background perspective - just by looking at the resume.  There are a plethora of reasons the fit isn't right - for example, if you were in a similar position a few years back and took on more responsibility since then (direct reports, larger spend portfolio, expanded role), it's not going to make sense for someone to take a step back.  Yes, I realize you CAN execute the role, but is it really the next best step in your career?  My clients want candidates who are going to grow and flourish in their organizations, not take a step back, end up dissatisfied and then leave after a year or two.  Thanks for reading and I'm back on the once-a-week writing trail again!

Things are Picking Up

Well, it's been a while since I've posted and I hope to still have some readers!  The reason for this is good news:  I'm so busy I can't see straight!  A blog or two ago, I predicted that 2nd quarter of 2010 would bring us some activity due to the fact that the strong sourcing and procurement groups out there that had been stripped down, but still expected to make impact on cost savings and strategies, AND were successful, would be recognized.  Many have been recogized and C-Level management is saying "Keep doing what you've been doing and build your organization back!"  I'm also working with clients going through transformation so that they are ready to hit the ground running and pre-prepare for a strong economy.  So, I'm happy to report that I was right!

Headhunting vs. Recruiting - or Both

A Hiring Manager asked me the other day:  "What is the difference between a Headhunter and a Recruiter?"  To which I replied:  "We can call ourselves either one or both, but asking the difference between headhunting and recruiting as a business practice is probably more applicable to your question."  As a third party recruiter, my business model is to actually partner with clients - then I act as a Headhunter and Recruiter for them.  A true Headhunter conducts research through his or her own network/database/tools to identify the talent a client needs.  They seek out the best of the best and then vet the candidates from a skill set, experience, knowledge and personality standpoint.  Seek and find.  Once we find them, the recruiting begins.  The majority of the candidates with whom I work are passive, so the next step is to "sell" the client and opportunity (if it truly is a potential fit) and help candidates understand why this may be a great career step - and life step.  And then, hopefully, the full-cycle process comes full circle and we've connected an individual with an organization that bring one another value and exceed others' expectations.  It's really like hunting and gathering - we just don't go in for the kill!

Social Media and Procurement - What the Heck?

There is another blog I started writing - Tweeting in our 40s - for fun.  After reading the book Trust Agents, I realized I needed to get with the program.  As an Executive Recruiter, much of the research I do is on the internet and I use Linked In religiously.  However, I wasn't involved in Facebook, Twitter, Blogger, the list goes on and on.  My question was:  are the people I try to reach in MY professional life using Social Media in THEIR professional lives?  Well, small reader group, the answer is:  YES. 

More than ever, Procurement and Strategic Sourcing are a huge focus to most companies.  It might be stressful now, but just think of the value you are bringing your organizations in this economic mess - you will be stars and then the rest of them will listen to you when you present your long-term, strategic plans!  Okay, I was sidetracked for a moment, so now back to task... 

So after realizing that I needed to dive into the social media ocean (and it IS an ocean with many waves and undercurrents) for my business, I started sharing my plan with my peers and one of them brought an article to my attention:  Purchasing 3.0 (http://www.purchasing.com/article/447246-Purchasing_3_0.php?rssid=20271&q=purchasing+3.0+article).  Please take a read and let me know your thoughts.

I have learned that Facebook and Twitter are not always silly social outlets with a plethora of mundane messages about what someone did 5 minutes ago - like feeding their cat after planting a flower.  In addition to Linked In, they are an incredible source of research and information for whatever subject matter you desire, an awesome means of networking and a terrific tool in growing businesses.  Professionals in your industry today are overwhelmed and working many hours, and learning and launching Social Media takes a lot of time.  But I promise, it's worth it in the end....

Getting in Front of Hiring Managers

Previously, I listed what I hope was useful information about resumes.  Now, I'd like to give you some information on getting in front of Hiring Managers.  There is a ton of information out there about this, but I don't know if enough people really believe that sending a resume into a company's web site either doesn't work or it takes a looooong time.  And many of you don't have months to either find a new job or find your dream job.

1.  If you're not using Linked In, start NOW.
2.  If you're not using your professional network to get on the phone and conduct research, start NOW.
3.  You may hear of an open position or there may be a company that you're interested in working for - either way, by using your network and getting referrals OR conducting research on Linked In or the web, find out who a hiring authority is and call them directly.  Many times, you'll have to call into a company switchboard and ask for them.  I do this every day - it's not difficult.  You'll probably have to leave a message - the content should be a short message introducing yourself and stating that you're a (Enter Professional Title here) and your area of expertise is (Enter Your Area of Expertise here) and that you'd like to take a moment to introduce yourself.  Also state that if you've reached the incorrect person, you'd be glad to call whomever that may be.  Leave your number.  That's it.  Please don't leave a long message with an overview of your entire resume - choose one or two points that will entice the hiring manager and leave it at that.  If you have a Master's degree, that is mentionable.  Just imagine you are the person receiving the message - what would entice you to call back?
4.  You may have to call several people at the same company - that's okay.  If they ask how you found them, just be honest.  Most people take it as a compliment, whether it's a direct referral or you found them otherwise.

Aside from Linked In, Facebook and Twitter are great research tools.  Believe me, I was averse to this whole Web 2.0 thing too (please take a look at my Tweeting in our 40s blog at http://.tweetinginour40s.blogspot.com).  You can "Become a Fan" of companies by clicking on the Facebook icon on company web sites; you can "Follow" people/companies on Twitter that run in your Supply Chain circles.  Read the articles written; join in on the web casts; research who speakers are at events.  There are a plethora of ways in which to find out who's who and get in touch with them.  It not only shows creativity, but it displays tenacity and persistence which is what all hiring authorities desire!

Job openings in Supply Chain

Last week, I sent a question out to some groups on Linked In asking if they saw the job market getting any better in 2010.  The answers received were mixed.  Some think there is an increase in open job postings, but that it is extremely difficult to stand out in the crowd in markets where the number of companies that are Supply Chain-focused are plentiful.  They've sent their resumes into the company portals in response to an ad that was posted on the internet or have posted their resumes directly to the company's web site.  Unfortunately, 9 times out of 10, this is NOT the best way to present yourself.  Most companies do not have an internal recruiting or Human Resources staff that dedicates itself to procurement, logistics, and supply chain.  More likely than not, they don't even understand what their hiring managers are looking for in a candidate.  And if your resume isn't written correctly - with the right words and phrases and with specific accomplishments with metrics listed, it is not going to be picked up by the internal recruiting teams.

So let's address the former issue in this blog and the latter in next week's blog.

Most of us are not professional resume writers.  What I advise candidates to do is fairly simple:  for each position you've held, write a brief paragraph describing what your job was - i.e. write your job description.  This way, you can't help but use the correct terminology being scanned by portals or read by human resources/recruiting.  If you have a job description for the position you're applying for, use that to guide you (without b.s.-ing, of course).  Under each paragraph, bullet examples of accomplishments you made in measurable format, if possible.  Cost savings, programs designed and implemented, large contracts negotiated, global initiatives, etc.  List your name and contact information at the top (including address, they want to know if you require relocation) and under that, your education.  If you want to include a paragraph stating what your experience and strengths include over the span of your career, make it brief and to the point.  Then start with each position including company and dates you were there - month and year are sufficient.

Tell your story and be proud of it!  Pretend you're sharing a beer (or my preference, a glass of wine) with a new friend and you're describing what you do for a living - remember, the person on the other end wants to feel the energy you feel about your skills and talent!

Next week - how to approach hiring managers directly...

The Good News is...

Most of us had a pretty rough year in 2009 - enough said about that.  As an Executive Recruiter in the Supply Chain space, I'm asked by both clients and candidates on a daily basis:  "Laura, is it looking any better out there?  What do you see happening in the job market?" 

I'm no market analytical expert - I'm just a headhunter.  But what I do tell people is that I see an increase in activity - there are opportunities arising, especially in Supply Chain.  "Why?" you ask?  Because the supply chain makes the world go 'round, as we all know, and gaps in these organizations are just like gaps in the supply chain - it causes things to stop moving.  When companies are looking for ways to cut costs, now more than ever, who do they turn to?  Strategic Sourcing and Procurement (of course, they aren't the ONLY folks who know how to cut costs, but certainly are high on the list!).  What I hear time and time again is that Sourcing and Procurement organizations have been stripped to their skivvies and there are only so many ways to cover up their bare spots!  Hopefully, this is a humorous way of saying that there aren't enough people left to cover all of the work that needs to be done - both tactical and strategical.  Not keeping up with the day-to-day is bad enough, but when your organization isn't planning new strategies and/or implementing and managing strategies from the past, how will the company succeed in the future?

But, this seems to be GOOD news!  Authorities will recognize, if they haven't already, that these teams will have to beef up again.  It's time to assess gaps and get the ball rolling on how to fill them.  Which is going to mean new open positions with proactive and growing companies.  More to come...