When my three children (now all young adults) were applying for part-time positions, I always made them send follow-up thank you notes. Initially, they were by snail-mail; later they were by e-mail. Either way, the volume of the groans I received after my ’suggestion’ was deafening.

They can make a huge difference

Earlier today, I spoke with the hiring manager for a communication function search we are conducting. One of the candidates was in for final interviews. She met with three people – and sent each an individualized e-mail. She took the time to personalize the note to their specific conversation. The impression – EXCELLENT! Each e-mail note was forwarded to the hiring manager just to let him know.

It matters – even in the ‘C’-suite

This is not the first time this ‘old-fashioned’ custom has come up in conversation with a client. Most commonly, I am asked if I received notes from each candidate after my interviews with them. While initially surprised by this question, it has been asked often enough that I actually mentally track who does the best job of follow-up. My continuing level of surprise, however, is that this has been asked with regard to rather senior-level roles – and by very senior-level decision makers.

Common courtesy – not always so common

Taking the time to send a note – it may make you give the same response that my children used to give. Actually sending a note – it can be ‘priceless’!

I just called a candidate about a President search we are conducting. He answered the phone on the second ring. I heard multiple voices in the background; I also heard a strong wind. I asked him if I had caught him at a bad time. He said no – he was simply at the beach. Upon further questioning, it became clear that he was on a family outing (likely a vacation).

AND my next call . . . . .

My next call was to another candidate – same search. He was not able to talk . . . . he was in a meeting. So – why did he answer the call? Does anyone have a phone without a voicemail system? (Hitting ’send’ will re-dial the number anyway if no message is left and the curiosity is overwhelming.)

My kids would say I am simply old-fashioned

Has technology and the ability to always be connected helped us or hurt us? When my family or business associates need to reach me, it is nice to have the technology to do so. It is rare, however, that any message I get – personal OR professional – would cause a major problem if I did not receive it for an additional hour or two. My three wonderful young adult children know that cell phones are not allowed at any meal. They have never missed a critical call (I am sure I would know of it if they did).

You never get a second chance to make a first impression

There are books written on this topic; there are also advertising slogans that give us this same message. The experts on interviewing talk about the importance of the first few seconds and minutes. We want to be prepared for everything – a meeting, a presentation, an important interaction, an interview. Why is a phone call from a number you do not recognize any different?

Judgment . . . . . did I learn anything about these candidates? Each interaction is one data point of many that will be considered. Can I project their behavior forward to being the leader of my client company? In one case I can – the candidate was in a meeting at work. In the other case, I can either admire his dedication or question his sense of balance (again with a number that would not be known to him).

Going back to one of the above statements . . . . .

• You never get a second chance to make a first impression.

Yes – we are a retained search firm. Yes – we work with people who often have substantial work experience (a typical search requires 10 or more years of experience). No – we do not work with entry-level positions. That said, many of our clients and contacts seem to have college-age children that are either coming up on graduation or have recently graduated.

Should a college degree lead toward future employment?

I am a believer that a college degree should result in a graduate who can find and succeed in employment. The expense of a 4-year degree, regardless of how it is funded, is a great investment. The payback is knowledge – but it should also, in my opinion, lead to a position that uses the graduate’s skills and abilities.

Can we help?

The clients and contacts referenced above often refer their new graduates to us for advice. We welcome those calls – and hope that we can help. That said, we would like to offer advice through this Blog as well.

Stop texting and talk to people

• The job market, at almost all levels, is an extroverted one. While texting works with friends, calling those same people and engaging them in a conversation will be more helpful.

Network

• Nationally, approximately 50% of all positions are found through network contacts. In the twin cities marketplace, that number increases to over 70%. Start talking to people BUT before you do, develop a list of your contacts and ‘grade’ them in terms of how helpful AND friendly they might be. Call them in order of networking value.

Do NOT have your parents do your job search

• I just got off the phone with the mother of a college student who is working fulltime in a summer position that they want to leave. The student does not have the time during the day to search; the mom is calling on the student’s behalf. The impression – we have a helicopter parent!

Make sure your resume tells who you are

• University career centers have strict guidelines on resume format. These guidelines are designed to make it easier for recruiters to review resumes quickly. When a student is networking/using their resume on their own, it can be formatted differently – to show who they are as individuals.

Job searching is a fulltime job

Spend most of your time with or in pursuit of your network. Research people and places. Target what you want to do and where you want to do it. Posted ads get hundreds of responses. Networking leads you to the openings that are not posted – and even if they are, networking will get your resume received AND reviewed.

Earlier this week, I had the privilege of being on a panel at the Carlson School of Management (through the Center for Human Resources and Labor Studies) at a Professional Development event. The topic was Remaining Relevant in a Changing Economy.

Our assignment, as panelists, was to talk to TRENDS we are seeing (especially as a recruiter) and ADVICE for the attendees. I asked my business partners for input and we developed a few ideas. They were well received by the attendees – I hope you find them of value.

TRENDS: What employers are asking for

1. Continuing Education: We work with people with substantial career experience. Our clients want those people to be at the top of their field – through their experience but also through up-to-date continuing education/development in their field. Take an occasional AND related course or seminar; get certified or update your recent certifications. Read a good business book.
2. Cross-Functional Knowledge: Our clients want people who understand areas of business outside of their specific functional area. (When you pursue a good business book, pick something outside of your areas of expertise.)
3. Accomplishments: Clients want to know what you have accomplished, NOT (only) what you had as responsibilities. Clients, and personally as recruiters, want to know about your results.

ADVICE (for remaining relevant):

1. Keep Your Network Alive: And make sure your connections go beyond building your LinkedIn or Facebook numbers. Make sure your connections are purposeful. Purposeful is NOT just for job searching – it means, for example, that you know where to go for the best information on great practices for your profession and/or industry.
2. Stay Updated in your ‘Technical’ Skills: The technology we refer to is the technology of your function (human resources, finance, operations, etc.). Stay current by reading journals, attending programs and in general being active in your profession through associations and industry groups.
3. Show Your Employer Your Value: At the end of the day, make sure you bring more value to your employer than then are paying you. Regardless of your role, you should be positively impacting the bottom-line and operational excellence of your organization.

Watch for our next entry – trends in Compensation.