Friday, July 31, 2009

Cranky Recruiter: Adobe Acrobat

When I am preparing my candidate dossiers for my clients, I do a lot of work on each resume. I reformat them, add information that may be missing and standardize the layout for easy reading. When any candidate sends in a resume, I save it to my database. And here's where the Cranky Recruiter shows her ugly face. I hate Adobe Acrobat resumes. I am not a technical writer or publisher, and I don't use Adobe Writer. When I get a .pdf resume, I have to save it as text to my database, and then reformat it when I prep the dossier. What came in looking great in .pdf looks awful as text, and then I have to recreate it. If anyone has some suggestions out there for saving it, please let me know. In the meantime, I encourage every job seeker out there to have a .doc format resume. If you want to do a .pdf one, send them both. It will help me out when I'm pushing to get a resume to a client.

Also, when I'm searching for resumes, .doc resumes come up first since I'm running MS Office. Text resumes come up when I'm doing a complete database search. So to get included in the first pass, give me a .doc resume.

Thursday, July 23, 2009

Where in the Wine World is WineTalent



Made a run out to Sonoma this week, and stopped in at a great pinot and syrah producer in a Santa Rosa business park. They are one of my favorite wineries--one of their brands even shares its name with my oldest nephew, which is quite unusual. I recommend trying them out--now where was I?

Thursday, July 16, 2009

Getting Framed: Ask for Timeframes.

Currently in the throes of a busy recruitment. I've posted the position on Winejobs.com and now am slogging through my inbox and voicemail. Also putting out all those feelers to people I know who might be interested in the position--or know someone who is.

The last couple of days I have been discussing the position with several people. I am learning about their backgrounds and interest in the job I'm working on. This allows me to make a "short list" of potential candidates. Determining who the best candidates for any job is always a learning process, and does take some time. This is where I encourage the job seekers to stay on top of their application.

When you are looking for a new job you can send your resume to black holes and never hear anything back. While I have given advice previously on how to manage this, it happens to the best of us. If you are fortunate enough to hear from a prospective employer, it indicates real interest and possibly a job down the line. Now is the time to take advantage of that contact. When you are on the phone or in an interview, ask the interviewer what the time frame is on this recruitment. Some time frames that would interest you are how long they have been looking to fill this position, when they are scheduling interviews, and when they want the position filled. This shows you how the process will unfold.

In addition to the time frame of the hiring process, try to get some time frames for YOUR process. Ask when your resume will be submitted to the hiring manager, when interviews will be going on, and when you can expect to hear back. If you hear that they are scheduling interviews next week, you know to be on top of your schedule and ready to book the meeting when that call comes. If they are waiting to finish publishing the position on the company's website before scheduling interviews--things might drag on awhile. I try to let candidates know what the timing will be on recruitments, and when they should expect to hear from me. I often let them know to contact me in case the window of time passes without hearing from me.

Here's a little secret. I get a lot of people interested in the jobs I am recruiting on. A lot of them are very viable candidates for the position. While I'm recruiting, there are a lot of people I interact with. If I haven't heard from someone in awhile, they may drop off my radar. If you are one of the people I'm considering--you should make yourself visible. A polite follow up call in a week let's me know you are thinking about the job, and interested in continuing the process. The person I don't hear from may have taken another position and is no longer in contention. Those follow-up calls keep me on my toes, and thinking about you for the job. This is what you want.