Diary of a HeadHuntress

Embracing Change

2013-07-19T13:27:00.001-07:00

In this presentation, Karen provides tips to become a key person of influence with your clients and candidates by developing great conversations, asking insightful questions, and creating strategic relationships for years to come.

2012-11-15T08:45:00.003-08:00

Why Recruiting Looks Easy

How to stay challenged/fulfilled in your current position

2012-08-14T07:24:00.000-07:00

Karen spoke with Rebecca Surran of News12 CT about how high unemployment has forced people to stay in their current positions even if they are not challenged or fulfilled. Hear how you can still expand your career and broaden your skills while you are in your current position.

For all the Entrepreneurs out there

2012-08-10T10:55:00.000-07:00

For all the Entrepreneurs out there, take a look at this: http://suitcaseentrepreneur.com/business-resources/10-things-suitcase-entrepreneurs-should-know-this-spring/

Women in the Workplace in the Recession

2012-07-16T07:32:00.001-07:00

Karen Russo speaks with Rebecca Surran of NewsChannel 12 CT about Women in the Workplace during the Recession. Click here to listen.

Jobs for Grads

2012-05-01T14:09:00.001-07:00

Are you an upcoming 2012 college graduate? Or know an upcoming graduate? Karen Russo talks with Rebecca Surran of NewsChannel 12 CT. Click here to listen to some helpful hints.

Got a Good Business Idea? Here’s How You’ll Know

2012-03-21T15:33:00.003-07:00

Karen Russo recently featured in “Got a Good Business Idea? Here's How You’ll Know” on BusinessNewsDaily.com. Click here to read more.

Horrible Bosses

2011-08-11T09:54:00.000-07:00

Think you have a horrible boss? Check out this article for six telltale signs of a bad boss.

What I Know About 'Social' Recruiting

2010-09-20T19:09:00.000-07:00

Here's what I know about 'Social' Recruiting:

It isn't social until myself or my staff has seen our candidates face-to-face. A candidate can be an absolute rock-star on paper (or LinkedIn or Facebook or Twitter), but if I haven't seen whether the candidate is fully capable of engaging me, making eye contact, firmly shaking my hand or composing their body language... they aren't going to my clients. On the rare occasion I can't meet a candidate, I have taken to Skype; at least I can get an idea of how engaging this candidate is. After all, talking through a keyboard isn't very 'social' at all!
My teams use Twitter, Facebook, Niche Blogs, LinkedIn, Hi5 and other social media outlets, but they are also mandated to attend truly 'social' events. This means they frequent outtings by ERE, CAPS, NAPS, Tweet-Ups, Whine N Dine's, Career Fairs, and Community Forums. I can't afford (nor can my recruiters or researchers afford) to forget how to conduct themselves in social settings. People wouldn't believe how many 'social guru's' I've met at conferences or other engagements who couldn't hold my attention in a conversation unless they were inhaling helium balloons and I had humor invested in listening. I'm serious... Do your recruiters AND your researchers a favor... drag them from behind the dust of a keyboard and put them in an open room of talkative, networking socialites.
My business DOES make money off of recruiting and sourcing through social media networks, but that doesn't alone, pay my bills. So, yes... I may tweet, update, link, connect, follow, blog, fan or whatever else you do on these sites, but unless it pays for my son's college tuition in whole - you shouldn't expect me to spend my entire day @replying, DMing, thanking mentions or tracking google mentions... Why? Because I make my money by closing deals or securing other companies with research that closes deals... THAT'S what I am good at. THAT'S what pays my bills and THAT'S as much as I know about this whole Social Recruiting trend. Yes, it helps pay a few bills here and there, but it's not my cash cow and it's not where I will spend 90%, 70% or even 50% of my day.

Attitude: Are You Projecting a Positive One?

2010-03-02T05:46:00.000-08:00

Over the summer, I went to the Fordcye conference where Executive Recruiters who are at the top of their game come together. In a dreary economy, the conference was energizing and optimistic. It turns out, it was also prescient. Industry leaders felt change was upon us and that there was going to be more activity… finally. Turns out, we are seeing more activity.

Those who seem to be benefiting the most are those with a positive attitude about offering clients a strong business presentation. Industry leaders such as Barb Bruno, Jeff Skrentny, Kathleen Kurke, Mike Ramer, and Jennifer Lambert had spoken about the value of rebranding, social media skills, sourcing, and, yes, upgrading your presentation and attitude.

What’s your attitude these days? If you are a client, do you think you can do it all? Maybe. But maybe you’re also spending more time and money than if you used an experienced executive recruiter. Hiring companies often don’t realize that they loose productivity by trying to do it on their own. In a recent survey of 942 companies by Watson Wyatt, companies claim that the critical skills they are seeking are not being found in this abundant market of candidates. Who is qualifying all these resumes? In many cases, it’s coordinators with just 2-4 years of experience who lack the breadth of knowledge to evaluate senior level resumes. Key word searches are not enough; experienced eyes are a better solution.

Is your follow-up rude and dismissive? Today companies feel it is acceptable to receive a resume without providing a response. If candidates are directly applying to a job posting why are they never being told they have been rejected? When candidates are dismissed without reason, all the work done on employer branding goes right out the door. Executive recruiters know it is happening because HR departments are so understaffed right now, they can’t stay on top of the applicant flow. All the money spent spreading the good word about their company flies right out the door when the process is so neglected.

If 770,000 boomers leave and only 330,000 are available to replace them, we are still technically in a labor crunch - it’s just camouflaged by a prolonged recession. If I were looking for talent, I would be doing it now when people are disgruntled, over-worked, and ready for the next big challenge. You can find the best passive people now; however, clients don't think it is worthwhile to sift through all these active resumes when there are other pressing issues.

What are you doing … as a client (or candidate) to brand yourself and set yourself apart? What is your value proposition? What are your processes? Start thinking and change your attitude. Let me hear what you are doing!

Let me hear from you on what your doing!

Diluting The Employer Brand: How Your Company Can Avoid This Strategic Misstep

2010-02-10T10:46:00.000-08:00

In my last blog, I talked about the critical importance of employer branding. Let’s talk about diluting the employer brand, and how fast you can go down this slippery slope.

Clients were lulled into thinking they didn’t need to maintain their employer brand while the economy was tanking. Wrong. The days of shopping for talent are coming to a close for corporate America. People are actually receiving multiple job offers. Have you thought about your employer brand? Do you have jobs that are open for more than 90 days or on hold? Word gets out on street that your company is not serious about dealing with candidates.

The Path Toward Diluting Your Employer Brand

Seeing too many people
Not appearing to care about or value talent
No knowing the qualities/experience/skills that you want
Lack of clarity in job description
Lack of urgency in filling job (sends signal this is not an important position)
Not making a decision
Lack of integrity in recruitment process

No one wants to take a job where they perceive they are destined to fail or be back on the street in 6 months. You make a bad situation worse when you put someone in position of having to explain a short-term position on a resume. Alternatively, if you keep candidates hanging for months to make a decision, you deny them the opportunity of taking another job that may not be as appealing as yours, but that is real. Rumors start when it appears your company lacks focus. When you send a bad message in job marketing, the word goes viral among the employee community and the business community at large.

Steps to Protect Your Employer Brand

Pull the trigger to start the process when you are truly ready

Be serious about filling a position

Set a goal of 4 months for hiring

Have clarity in every aspect of the process: with the management team, interview schedules, follow-up call schedules, negotiations, references and background checks, making the offer

How are you protecting your employer brand? What are you doing to make sure it doesn’t get diluted? I’d love to hear the steps you are taking.

Representing the Client’s Brand: Make employer branding Your Priority in 2010

2010-01-20T05:44:00.000-08:00

It looks like the economy is starting to get a pulse again, making employer branding a top priority. Whether the marketplace is raging hot (think 2007) or on life support (think the last 18 months), employer branding is extremely important. How people are treated in the recruitment process should never be underestimated.

First impressions are lasting and word travels fast when the candidate experience is negative, disorganized or disrespectful. Communicating information about your company’s recruitment process, and what is happening with a specific position and why is the first step toward minimizing misperceptions and potential problems. Granted, internal information is often confidential. However, if you are involved in recruiting, the best course of action is to keep the conversation going and real, and not to hide from having a dialogue. Letting prospective candidates know there may be changes that could impact the role they are applying for is good business sense. They don’t need explicit details; broad brush strokes can suffice. Believe me it is a lot better than no communication at all or misleading signals. In the end, you will earn the candidate’s and the recruiter’s respect.

Any time you work with external business partners, such as executive recruiters, you need to establish how you will collaborate and how information will be communicated (phone vs. email, frequency). Keeping the conversation alive and people content with the best information that you can supply is critical. It’s all part of building your employer brand. The market is bouncing back, things are changing, and candidates are receiving multiple offers. Clients will lose their best candidates when they continue to shop or are not willing to actively engage a strong prospect. After a while, you tarnish your employer brand and make your company less attractive to top-tier talent.

Perception is key. Do you as a client present an image of “paralysis of analysis”? Don’t give the candidate marketplace the impression you can’t make a decision or aren’t willing to be upfront. I really want to hear from clients-- -- how are you representing your employer brand - How would you describe your candidates’ experience — is it working for you or does it need work?

What Outplacement Firms Tell You About Networking Can Be Wrong

2009-12-16T06:03:00.001-08:00

Outplacement firms are become some of the worst offenders when it comes to detrimental advice about networking and leveraging contacts. It is because of their often misguided advice that I have been forced to place outplacement agencies on my s– list. They tell candidates to handle their own search: network and build contacts – 2 B a LION on LinkedIn. Let’s be real, I don’t want to know EVERYONE. It’s just because … um, let me think here … – I like relevance in my life! Relevance in a job search process is crucial. As mentioned in my last blog, be sure you really know who you are networking with. Networking is not for the socially inept and it is not for everyone. Sorry, but some people can really screw it up and I have the war stories to prove it.

Lately, the outplacement firms have been telling candidates: don’t bother with recruiting firms because they can’t find you a job a job. Give me a break! It’s foolish advice like this that can cost people a job and valuable time. Some candidates are not skilled at negotiating for themselves nor are they skilled interviewers http://krusso.dontinterviewaudition.com/. My candidate, who I had placed twice in the past 15 years called me after looking on her own for three months because she actually believed their fresh new perspective on finding a job. Turns out that I have had a job she fits. I secured her an interview within five days of our initial conversation. I’m also working on another search for her. My candidate is a sharp individual with a great skill set, but the outplacement “professionals” (sometimes I think that phrase is an oxymoron) made her feel like her only lifesaver was to network her Jimmy Choos off.

Outplacement firms call themselves partners to executive recruiters. We go into their offices for free and talk to their clients (many of whom are still in shock) about job searching and do seminars and then they marginalize us. Since the mid 1980's recruitment firms have been responsible for roughly 15% of the placements that occur in the US http://www.careerxroads.com/news/SourcesOfHire09.pdf. Employee referrals account for the largest segment – but that happens only when the candidate has had previous experience with an internal colleague. Come on people -- the world is getting smaller thanks to the Internet, but stop being presumptuous. Referrals are based on trust, respect, and knowledge; not on casual impersonal connections. If the closest someone has gotten to you is a thumbnail photo, I wouldn’t place my future in that basket.

Connect with people, but do it for the right reasons and be genuine. And don’t ignore the obvious choices of who to reach out to. If an executive recruiter placed you once, then he or she should be one of the first people you contact. You’ve already proven yourself, so it’s easier for us to market you to our clients. At the end of the day, that’s what all this networking is really about – finding people who don’t just know you, but believe in you.

Want to talk about it? Lets go -- I’d love to hear your thoughts about networking and what the outplacement firms are telling you.

Synergistic client relationships

2009-11-24T07:31:00.000-08:00

Does your executive recruiter have synergy with you and your organization? Do you know how crucial they are?

Recently I had a bad experience on a search and I lost my candidate interview to another firm whose resume was received first (the resume got lost in email). So after I sold my candidate and secured the interview I had to give it up to a recruiter who had NEVER met or even interviewed this candidate. I felt terrible for the client who was placed in an awkward position. “Butts in seats” recruiters are out there; they have no knowledge of a candidate’s goal alignment or competency so BUYER BEWARE: if you are getting resume pushers, maybe you should be paying 5%, not 25% - 30% fees. The larger fees should be reserved for those who take the time to investigate the historical data of a candidate, and assess the candidate’s motivations, accomplishments and competencies. Through the use of behavioral interviewing techniques, an experienced and well-trained recruiter will get a lot deeper than what is on paper. The biggest question is "who are you working with and what is their process?" In this case, the client recognized the issue, but was tied to a service agreement. I gave up the fight because the candidate needed a good job, which this one is.

What are your criteria for selecting a vendor? How do you know when you have synergy?

Synergy: a mutually advantageous conjunction or compatibility

With over 22 years in this business I can name many clients with whom I have synergy. Being on the same page ethically and professionally makes it easier. Understanding your clients’ business objectives and thinking in their shoes really complements the process. Of course compatibility extends to identifying with the organizational culture and having a passion for representing companies to high caliber talent. When an executive recruiter becomes a trusted advisor, she can really help to make significant positive impacts.

K. Russo Associates differentiates itself by assisting in talent acquisition and ultimately talent management by offering a macro search perspective — we are not placing a candidate for today, we are also placing them to internally fill the client’s talent pipeline with the best and to meet succession plan goals. That’s when we know we are doing it right. Our metrics speak to that.

The cost of replacing talent is about two times salary and the average person stays in a position for 19 months—yikes!!! What is your external recruiting partners’ strategy? Does it incorporate a process to ensure their referrals can meet your long–term objectives?

Here are some questions clients should be asking their executive recruiters:

How do you define and support succession planning?

How did you find your last candidate slate?

What did you do to source the best and the brightest for the job requirements?

Did you use a job board or pull a resume out of your database?

Did you interview the candidate for synergy between the client organization and the candidate’s long term goals?

Talent pipelining is the biggest challenge on the minds of today’s CEOs. Does your company have the right partners? Lets talk about what makes a great business partner and why. What is your executive recruitment vendor relationship like? What is important to you when you are looking to hire a staffing partner?

Networking yourself out of a job

2009-11-06T08:09:00.000-08:00

Here’s a jaw dropping story for you in the recruiting world: My human resources client tells me my candidate, for whom I had secured an interview, called a senior executive within their company to ask for a recommendation. The problem was the senior exec had only met this person briefly at a conference and did not feel he knew the candidate well enough to recommend him.

Social media, LinkedIn, Facebook – they’ve created a false sense of connection: we are all friends and now we can even recommend one another because of it! And we’ve never spoken by phone or even met face-to-face.

What happened to boundaries? How can someone be expected to put in a good word from just shaking hands or discussing yoga with you at a dinner party? You can assume that the aforementioned interview will now be a waste of time. What the candidate did was prove he is socially inept!

How many times have you name dropped people you barely know and who probably won’t remember you? Have you sent an email asking for a recommendation without having a strong connection?

If you want a recommendation that carries weight, then establish a solid foundation. Also don’t, don’t, don’t name drop, and don’t forward your résumé all over the company -- what if your contact is not well received within the department interviewing you?

Networking is a crucial part of building career contacts, but there are limits:

Stay away from using names of people you don’t really know or have only met once.

Don’t assume people will remember you. When they don’t or have to think – you are done. It means your connection wasn’t memorable to them so don’t go there unless you spent some quality time together. (An email exchange does not qualify as quality time!).

Don’t email or call people and ask for endorsements if you’ve only had a brief encounter - let them get to know you first.

When too many people are hearing from you in the company or you get too many people involved, you will get a meeting …but just to get rid of you.

Heard enough about the swine flu pandemic? There’s a networking etiquette epidemic. I’ve polled my executive recruiting peers and they are seeing the same lack of networking IQ. An article from Carol Wenom of Whitaker Technical resonates with me on the frustration human resource managers and executive recruiters are confronting.

K. Russo Associates, Inc has made networking and social media an important part of our recruitment strategy. From our experience we can tell you that building a rapport over time is the most effective. People need to know who you are and how you operate. They also want something mutually beneficial in networking with you. LinkedIn is good networking, but if you are currently working you must be discreet. Ted Konnerth of Egret Consulting sums up the dangerous side effects of social networks if you are not careful.

“Candidate information on the Internet is potentially everywhere, and … not all of the information is 100% accurate. “Friends” or enemies can post information about anyone on blogs or network sites such as MySpace or Facebook. The requirements of accuracy are at best minimal and in practice, if there isn’t an outcry from the victim, the oversight may be non-existent. .... With the advent of more social sites such as Twitter, the ability to ‘tweet’ information into the public domain is fraught with unintended implications. There are companies who actively ‘follow’ or ‘lurk’ on the social networks to identify brewing customer service issues or to identify unhappy employees. Imagine the consequences of tweeting a friend about a bad day at work and discovering that information is heading into your personnel file.”

So when it comes to Facebook, Twitter and other electronic social media tools - watch what you write on your walls and the photos you post. Once you go live on the Internet there is no turning back! And lastly, nothing ever beats in-person contact. Get out from behind your laptop and arrange a breakfast, lunch or coffee and show the real, not the cyber, you.

I’d appreciate your thoughts and examples of networking yourself out of a job. You could save a candidate from making a major mistake.

The Russo Report… Adaptability!

2009-10-02T12:41:00.000-07:00

There is no denying that the majority of us are living in unfamiliar times. So, rejoice dear reader, for Karen Russo is here to teach you a new mind-set of alternatives for you to flourish in this harsh economy. She lays forth a tangible plan for you to guide your career over the next 6 months. Charles Darwin said: "It's not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change." The precise takeaway today is just that... adaptability!

"Karen, just listened to your broadcast. Nicely done! Points were clear and universal. My business has the same dynamics. One of the oft-repeated mantras in our industry is "in the absence of value, price becomes an issue".

"Great show! I truly enjoyed it!"

"Karen Russo always hits it out of the park. A true icon in the business.
This debut shows why you are one of the top recruiters in our industry."

Listen now!

What To Know About Group Benefit Plans

2009-04-08T08:15:00.000-07:00

This week, I invited Carol Guerieri of Policyowner Advisory, Inc. in NYC to be my guest blogger. Carol is a pro at insurance review, planning and analysis. Having been in the industry for over 20 years, she has seen virtually every scenario possible and can help you to protect yourself and those you love not only in bad times, but in good times. I’ve asked Carol to share some insights on how to handle insurance coverage when your career may be in flux, and whose isn’t these days?

According to our insurance guru Carol, there are valuable need-to-know aspects of a benefits plan whether you are:

- Currently employed

- Suddenly unemployed

- Have been unemployed for a period of time

- An employer

- Faced with having to lay off employees

Group disability and life insurance policies are extremely valuable employer-offered group benefits. Group disability is generally discounted and the life insurance is often free and offered at 1-1/2 times your salary. What makes these benefits so valuable? You can take them with you should you leave your firm voluntarily or if you are laid off. Why is it important to consider taking the policies with you? Because you may be unable to obtain the insurance as an individual because you are uninsurable, or you have a health problem that you were unaware of that would result in very expensive premiums. In addition, you may not qualify for disability income insurance because you are unemployed, or for life insurance because you do not have the means to pay. (Most insurers require that you that you have a source of income in order to obtain a life insurance policy.)

One of the media financial gurus writes that you should get your ‘own’ coverage whether or not you are laid off. I agree, and let me go one step further. Individuals who require protection for themselves and their loved ones should have individual coverage along with their company-sponsored plans. Yet, the truth is that many people don’t go this extra step and obtain personal individual insurance. If you find yourself in this situation, do NOT allow your company sponsored group insurance to lapse. Most company-sponsored group insurance policies can be converted. Go to your Human Resource Department and get the details whether you are leaving the firm, staying with the firm, or moving onto another position. Learn all you can about the benefits offered by the organization. Lapse, discontinue or cancel your converted individual insurance policy only after you have received an offer of insurance and have purchased a policy that is suitable to your needs, in your best interests, at the right cost, and with the appropriate insurance carrier.

Important Note on Health Insurance: Recent COBRA changes under The American Recovery Reinvestment Act of 2009 (signed into law on February 17, 2009 by President Obama) are of particular interest to those recently unemployed, as well as to those employers who are required to offer COBRA coverage. This particular line of insurance really requires a blog posting all its own. Hopefully Karen will invite me to guest blog again. Until then, please post your comments and your questions.

Don’t Hide During the Recession

2009-03-11T07:55:00.000-07:00

How’s the view from under your desk these days? I know who you are!! Get out from under the desk. Yes, there is another recession and you’re nervous about keeping your job, yet hiding is not going to help you. Actually, it’s the worst thing that you can do. If your company doesn’t want you, can’t afford to have you -- they will find you no matter where you are. The better strategy is to make yourself a valued player and decrease the odds that you will finally be listening to recruiters when they call.

Five years ago in the midst of the last recession, I observed three kinds of employees:

1. Those unconscious to the job market because their company was recession- proof (oh, to be so fortunate!)

2. Those who listened and stayed alert, and kept their eyes focused forward.

3. Those who did what they were told or what they should do … and then hid.

As companies lay off more and more employees to save costs, here are a few basic suggestions about behaviors you should adopt during a down economy.

1. Go to work with your best game everyday. Don’t regress to your intern days and fetch the office coffee or act like “Erkyl” and shout “Pick me! Pick me!” Instead, use phrases like, “That sounds like a great idea. I’d love to explore it” or “I can handle that. Let me get going with it and see what happens.” With all the recent downsizing, most companies are a few hands short. Offer suggestions and pose questions to problems that could introduce new thinking Volunteer - it shows leadership potential and commitment.

2. Offer to plan a gathering for your department, but don’t turn it into a pity party. A small get together can help everyone to stay positive, and it will highlight your leadership qualities. Attend company events, even the ones you would usually blow off. Visibility is crucial right now. Let people see you and know you are still alive …as well as active, involved, and committed.

3. Don’t get sucked into the toxic water cooler yap. Keep a positive attitude by staying out of the rumor mill. While it is always best to avoid it, now is certainly the time to stay neutral. Be aware of what is going on, but don’t flame the fires of anxiety. In fact, what you should do is become an agent of positive change. Help others accept uncertainty and set an example by embracing change when is comes your way (e.g., different position or added responsibility with no salary increase – as hard as that may be to swallow). If change equates to staying in the company, then roll with it.

4. Add value by researching competitors or industry trends. Never underestimate the value of market intelligence. Know what others in your industry are doing so that your company can keep pace or plan appropriate strategies. Keep innovation alive and breathing. A little bit of intelligence goes a long way in demonstrating interest to your employer.

5. Empathize with your boss; his/ her job is tough too. Pressure from senior management and looming layoffs coupled with responsibility for staff can be overwhelming. Let your boss know you understand and treat him or her with the same concern you would like extended to you

6. Get certified. If your job is a little slow right now, use this opportunity to learn new skills so that you can be offered more responsibility and increase your value to the company. On a personal note, do some nice things for yourself at this time - pressure is on and it’s important to take care of you.

If you are feeling like it is tough to get out of bed – forget about it…ask for the extra shot of espresso and get up, get out and get noticed. Please feel free to post your comments about other ways employees can draw positive attention.

Good Resumes in Bad Times

2009-02-17T07:39:00.000-08:00

In this economy, I wanted to reach out to candidates and give the do’s and don’ts of writing not just a good, but an EFFECTIVE RESUME. I asked my very opinionated team of K. Russo Associates executive recruiters to write down all the things that we as recruiters (and therefore Human Resource managers) find helpful and annoying when reading over a resume.

The Top DO’s for Good Resume Writing

· Use a clean and simple font; stay away from anything cursive or hard to read.

· “Let there be light!” Shorten the bullets, edit, edit, edit. If the resume looks as dense as your college thesis then there’s too much.

· Bullets are action in of themselves so start each with “action” words. (e.g., led, collaborated, managed, directed).

· “Black is beautiful.” Use black ink. Not everyone has a color printer and your info will fade into the sunset when your resume is printed.

· Be your own narrator. The “I’s” don’t have it – no first or third person.

· If you have 30 years of experience, you should have more than a 1-page resume, but NO ONE’s resume should run more than 2.5 pages.

· Use a format that you can easily adapt. You might need to highlight certain experience for a particular job, so select a format that lends itself to variations.

· Clear “track changes” before hitting send or attach.

· Make every position unique. It’s lazy and uninspired to use the same job description/responsibilities under two different jobs.

· Make sure EVERYTHING that you send has your contact info on it – cover letter, resume, follow-up letter, email, response to a job board posting.

DON’T Let This Be YOU! The DON’Ts of Resume Writing

· NEVER, EVER LIE! Keep your dates of employment, titles, job duties REAL. Stretching the truth can kill a deal!

· Lose the inappropriate email name. Hiring managers are looking for someone who wants to be treated like a professional, not bootyman or shoppersue. Same goes for nicknames UNLESS that is how your are referred to in the industry (James/Jim; Richard/Rick; Elizabeth/Liz)

· Check, recheck, and have someone check again for typos. Don’t depend on Spell Check; it doesn’t catch missing or misused words. (I think of the girl who wrote candy “stripper” instead of candy “striper” on her college essay.)

· Don’t send a resume as a PDF or in password-protected document -- a recruiter will not be able to open it. Stick to Microsoft Word (but stay away from .docx version).

· Don't put your high school on your resume. Nobody cares what high school you went to.

· Don’t say that you are "pursuing degree" if it’s been 15 years since your last course. If too many years have elapsed, colleges will no longer honor the credits. At some point you cross over from “in progress” to drop-out.

· Avoid using dated and worn out words and phrases like "spearheaded." Action verbs can pack a punch but don't overstate your involvement or your level of authority.

· Avoid acronyms that no one outside your company will understand. Spell out the name of the committee, association, degree, etc.

What to DO When You Get the Call

· When working with recruiters, it's important to be real-time responsive, especially in this market.

· When you get called for an interview, don't think that you should wait 24 hours to return the call. Return that call ASAP- it could mean the difference between you getting the interview or the next person.

· Call immediately after your interview so your recruiter can get in there, obtain feedback, and advocate for you. Remember time kills deals.

· Be flexible - don't hem and haw about when you can go on an interview. Make interviews your priority and be willing to modify your plans.

· Feel your best, look your best. No one was ever disqualified for wearing a tasteful, clean and stylish suit to an interview. Dispense with the bulky backpacks, dry cleaning that you just picked up, and the sneakers you commute in.

If your resume is more don’t than do, than it’s time for a do-over… or else consider investing in a professionally written resume from somewhere like www.blueskyresumes.com/ or check out reference materials (we like Carolyn Thompson’s book “10 East Steps to a Perfect Resume” available at www.carolynthompson.net) or contact us at solutions@krussoassociates.com and we can send you a list of resume writers. This is all time and money well spent to get the call from a recruiter or a face-to-face with a Human Resources manager…which is what I want for you. I will continue to give more tips for candidates and I welcome yours. DO feel free to post your comments.

Finding Your Next Job after a Layoff

2008-12-22T09:35:00.000-08:00

In my last blog, I wrote about how companies can manage through the flood of resumes that are hitting them. If it is difficult for corporate Human Resources right now, it is devastating for those looking for a job. As bleak as the picture is, there are companies that still need to fill crucial positions. So how do you become a candidate, let alone get the job?

Your Resume
Show how you added value. Include quantified performance metrics – increased sales, saved money, trimmed expenses, increased retention. This is no time for generalities.
Highlight special project assignments. Special projects shout, “Handpicked for responsibilities outside my regular realm!” It shows that you can influence others (which is a critical competency), present ideas to senior management, and work in an evolving organization. It shows you can be a facilitator of change…industries are constantly changing, you need to show that you can too.
Fresh language is a must. Some people haven’t put together a resume in 15 years, and it shows. Instead of the canned “to develop creative solutions” (everyone from a chef to a hedge fund manager can use this phrasing), make sure your resume shows you are experienced with new millennium techniques and tools. If you aren’t, then now is the time to Learn, Read, Inquire, Do. www.blueskyresumes.com is a terrific site for viewing sample resumes and for getting expert guidance on putting together an effective resume.

Networking
GO! to networking functions and association meetings. Aside from learning, they provide the opportunity to make an in-person contact. If your last job was in an industry that has been decimated (oh, let’s say finance), think about parallel industries where you can apply your skills. Strategies for expanding your contact base and resources can be found at www.layoffsurvivalguide.com.
GO! online. Get yourself on social networking sites like LinkedIn and Facebook. Any potential contact and any recruiter who wants to make it in the new millennium, is using these sites, so should you.

Utilizing Contacts
Should you leverage a contact? If you cannot be absolutely 100% sure you are going to get a really strong recommendation with solid work-related experience to back it up, hold back.
If you are interviewed, but the company declines to go the next step with you, do not -- I say DO NOT -- go around HR to your contact. As painful as it may seem (and I know it is painful), you will alienate the HR person -- someone who may consider you for another position at a later time -- and kill any future chance to get into the company.
You CAN use a strong contact before being interviewed or to get an interview or after you receive positive feedback from an interview.
Have a positive attitude. This is the hardest, but you must. You must.

I know it is tough out there… I’m living through this crummy economy too. 2009 is a new year and I am optimistic that it will be a better one. I will continue to give more tips for candidates and I welcome yours. Please feel free to post your comments.

Surviving the Resume Flood

2008-11-14T06:38:00.000-08:00

The landscape for employment opportunities took a huge turn this year. Our office, like so many other executive recruiting firms, is being flooded with emails, resumes, and recurrent phone calls on a daily basis. You can imagine the deluge that is happening in the Human Resources offices of the attractive (and let’s be honest, even the not-so-attractive) corporations.

For some this is undoubtedly a painful time of transition. Sadly, many will need to revisit their expectations, including their compensation packages. In this pool, there are many who coasted along for years in their jobs. But companies can no longer afford the middling, the unimaginative, and the uninspiring.

Into the maelstrom were also thrown some very talented, dynamic executives. They were let go through no fault of their own other than being the object of across-the-board cost-cutting. Finding a new position will be challenging, but not impossible for these candidates. If you’re an HR manager, how do you find this needle in the haystack, the diamond, the potential rockstar? How do you select in a sea of ‘pick me’s’?

Start with state-of-the-art tools and know how to use them effectively. You also need a keen ability to spot talent when it comes floating across your desk. I’m no clairvoyant, but I do have over 20 years in the recruiting industry so I’ve become really good at sniffing out the B.S. (and I’m not talking college degree) from the real deal. As a headhuntress, when it comes to the hunt, I need to be merciless. I ask probing questions, demand realistic self-assessment and hand out blunt honesty. I do what HR managers wish they could do without jeopardizing the relationship with a potential “find.” I can take on the role of bad cop to my client’s good cop, without risking the company’s employee branding. (But I won’t lie or compromise anything told in confidence.) I leave the HR manager to present the company in the best light possible and only deal with candidates who have passed rigorous screening. I want my clients to be the hero. And I want the really good guy and gal candidates -- the smart cookies, the top talent to land on their feet.

Thinking outside the 9-5 box can also help. This can be an opportune time for candidates and clients to go for a test run; in other words, contract positions. While contract jobs do not come with benefits, which can be a huge dealbreaker for some, many times it is the first step toward a permanent position. A client who may not have the budget for a full-time hire, may be able to justify a project using a contractor. I have great stories about people we have placed this way with phenomenal results.

Don’t get swept under. Develop a strategy that doesn’t just have you surviving the flood, but uses this time to catch talent who under other circumstances may have passed you by.
Want to share your thoughts about how you are dealing with the resume flood? Please feel free to post your comments.

What Happens in Vegas – Exposed

2008-07-01T08:25:00.000-07:00

A Recruiter’s Tale of Appearances

So it was off to Vegas for a conference. The town was a let down, not the glitz and glamour I was expecting. Let’s start with the hotel (a term I use very generously). It was more like the setting for a CSI installment – I was waiting for a dead body to surface in my room at any moment. I thought I’d see high rollers and fashionable celebrities like in a James Bond movie; instead I am haunted by thoughts of dim hallways, sketchy carpeting, and views only a HVAC expert would enjoy.

What would Vegas be like without the night life? To me, it seemed more like the low life: future “Jerry Springer” guests, cocktails at 7am, prostitutes (female, male, and those who just look like they’re for sale), and pool parties that resemble 80’s porno flicks. Look, I am no prude, but if Vegas is supposed to be about fantastical appearances, then my flight landed in the wrong place.

The Fordyce Forum, on the other hand, went beyond my expectations. Fordyce brings together some of the top recruiters in the country to share their knowledge, and this year research was a hot, hot, hot topic. Lucky for me (this is Vegas after all), it was my first opportunity to present my newest business venture, IIPE, an international candidate research and name generation firm. Everyone who I respect in the executive recruitment field acknowledges that good list generation and sourcing is essential, but it’s not exciting or sexy. The more interesting part for recruiters is building relationships and closing deals.

I spoke on the “Pinnacle Perspectives Live!” panel with my esteemed peers from the Pinnacle Society and brought my usual outspoken attitude. Talk about appearances. The rumor about research is that it is dull, dull, dull. Face it, a lot of researchers are behind a computer for a reason, yet when you are passionate about something, as we are about research, you need to let it show. People gravitate toward enthusiasm; they responded to the energy within my team. The IIPE booth was a huge success and we brought in five clients within the week. Jackpot!

But it wasn’t just about appearances. In business, like in Vegas, the harsh light of morning reveals things to be as they truly are. If there is no substance to back up a promise, the attraction fizzles. I back up IIPE’s value statement. We don’t outsource to people who are disconnected to our mission or regard their work as an isolated task. We employ researchers who can discern variations in titles and organizational charts and can scrutinize the process. We value researchers for their ability to be aware of connections and alert to opportunities.

I took a big risk when I launched IIPE – see my interview on recruitingblogs.com. I saw a trend and unbundled services when others warned against it. Appearances count – yes. But it’s finding something with value underneath that makes for lasting attraction.

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Want to share your thoughts about trends in executive research? Please feel free to post your comments.

Anniversaries and Millennials

2008-06-10T06:22:00.000-07:00

This past week my parents set off for a two-week cruise to celebrate their 50th wedding anniversary. To say that I am in awe of their commitment and devotion to one another is an understatement. These days, it is a real magic act to find someone who can commit to a long weekend, let alone five decades.

It makes me think about what it takes to build any lasting relationship, whether bound by love, friendship, or work. I look at two of my more recent hires, both recent college graduates -- commonly referred to as “millennials” -- could I expect them to be around at the end of 2008, let alone 2028?

“They” say millennials approach the workplace with a sense of entitlement. What I am experiencing along with many of my clients is that millennials are willing to put skin in the game and work hard. (By the way who the hell are “they”?) In contrast, I can think of plenty of 20-year veteran managers who are absolute prima donnas. Millennials have definite expectations of their employers and honesty ranks at the top of their list. (It’s also been a huge factor in my parent’s marriage.)Being honest isn’t always easy – phrasing can be crucial -- but in the long run it builds respect and trust.

Companies need to take out the guesswork and place a priority on communications. Be truthful about a job position, about expectations, about opportunities for growth if you want commitment. As a generation that has grown up with instant communications, the web, and media outlets like TMZ, millennials are exposed to the fallout from dishonesty and deception. They are the most politically, socially, and environmental aware generation of any I have worked with.

Millennials expect flexibility and opportunities to be empowered. Sounds like entrepreneurship? Think more intrapreneurship. Companies like 3M, Intel, and Proctor & Gamble recognize the value of being open to new ideas and encouraging their employees to create their own space. Millennials are not afraid of taking a risk and they know it takes more than one person working in isolation to make a difference. Through social networking, instant communications (again!), and witnessing the rewards for innovative thinking, millennials are a generation of “we-we” rather than “me-me.” And that not being afraid part – well, unlike their parents, they are not afraid to make a career move if their needs are not being met. For those that display competencies such as leadership, creativity and team building – the lure of intrapreneurship can be very compelling.

Fifty years is a long time, and way beyond what anyone should expect or actually even want from an employee. (From a spouse, maybe.) I look forward to the future and how my millennial hires will help me grow my business. We’ll take each anniversary one year at a time and watch them add up. Want to share your thoughts about millennials and intrapreneurship? Please feel free to post your comments.

Is Email obstructing Your Recruiting Relationship?

2008-05-13T06:18:00.000-07:00

Let’s start by saying email is a great and necessary tool in today’s business world. Yet it is disheartening when a potential match between a client and a candidate goes south because of lack of communication. Why is it people are using email for conversations that really should be done through talking? Cadence and body language are major components necessary for a clear message, so why are they being left out of the equation? Don’t get me wrong, I’m as much as an emailer and texter as the next modern day professional, but I know when to draw the line. Do you?

Here’s my general rule of thumb:
Email is great for keeping a process moving. I love the immediacy it affords for quick feedback, for a status check, for solidifying facts, and to schedule. I absolutely insist on email for a list of references, compensation requirements, and job descriptions.

BUT when it comes to negotiating, making a job offer, obtaining a reaction to a candidate’s resume or interview – that’s a phone call. You say, “Karen get with it! With today’s technology you don’t need to speak person-to-person.” And I say, “Stop kidding yourself. Professional courtesy never goes away.”

There are things I can intuit from inflections when people talk that can’t be discerned from reading an email, and it’s even worse with a text message. There is an immediacy, a way that people open up, and an ability to advise, negotiate, and coach that can’t be replicated via a screen. What happened to active listening?

When I see a client respond to a resume with a three-word email, four-letter words come to mind. When I hear of a client making a job offer through email (a job offer for God’s sake!), my BP goes through the roof. Listen to the headhuntress: onboarding begins during recruitment. You want the top talent that’s out there; well so does everyone else. You need to reinforce company branding in every contact.

Recruitment is just like courting someone; when a guy I’m dating only texts me and never picks up the phone to talk, I am probably going to hit the delete button in my address book soon. People get carried away with texting and emailing – are they using it as a way to hide? Would you want to date someone or work for a company that used a screen as their only means of communication? The pen can be mighty, but it will certainly never trump human interaction (That’s why political candidates spend so much time on the road!) Cadence, tone and verbal cues are a must in understanding a person and maintaining a relationship.

Our K. Russo Associates End of Year Client Survey showed that candidates respond to initial emails and voicemails from recruiters at equivalent rates. But there soon comes a point when you need to step beyond email and engage in the nitty gritty… that’s a phone call.

Be a part of our online survey and let me know how you are communicating.

Diving Into A Recruiting Marathon

2008-04-23T06:50:00.000-07:00

It’s not always the amount of revenue that my company generates that qualifies as a worthwhile week. Sometimes it’s getting overwhelming confirmation that we are on the right track, and other weeks it’s avoiding a potential catastrophe. I must say that the last two weeks have been like Nitrox scuba diving to say the least.

Let’s start off with avoiding disaster. Last year I attended the HR Forum held on the beautiful cruise ship, The Norwegian Dawn. I was on the ship less than 30 minutes when I ran into ex-husband #2. There was no avoiding the X for the next 48 hours. Can you imagine? Spare yourself and don’t. God clearly has a sense a humor to put me on a cruise to nowhere with my X. At this year’s event, I was overcome with joy to see the X would not be making an appearance. I could buckle down to business and concentrate my HeadHuntress powers on making connections that would hopefully end up more successful than my marriage.

The HR Forum is like running a 2-day marathon. With my terrific associate Nikki Shapiro, I conducted eighteen 30-minute presentations to some of the top human resource officers in the country, plus had meetings over breakfast, lunch, and dinner. This year’s HR buzz words are global talent acquisition, talent management, and retention. After years in the human capital space I can safely state with confidence: it’s all about the people and getting the best fit at the onset.

The HR Forum was held the same week as the biannual meeting of the Pinnacle Society. I am honored to be a part of the Pinnacle’s very select group of successful industry recruiters. Our meetings are a time to connect and share best practices. For a couple of days I could give my voice a rest and take an extended journey into listening and learning. At the top of everyone’s list was the growing importance of research, the front-end of the recruiting process. We discussed using social networking tools to research and identify candidates, internet search strings as well as blogging, niche boards and so on. Let’s face it if the new wave of talent is growing up in the digital age, executive recruiters need to become experts with web 2.0 resourcing.

So here was relief #2 – both events confirmed that my team and I are working in the right space and it spurred us to keep on trying new approaches and actively plan these initiatives into our day. Staying focused with all these new communication venues can be consuming, but there are no shortcuts to success! At the end of an incredibly intensive week, it was a huge relief, comfort and bonus to get validation from my peers not once, but twice. On top of not running into the X, I’d call that a successful dive without “the bends.”

Want to share your thoughts about social networking for talent recruitment? Please feel free to post your comments.