Job Candidate Blogging

Over the last several years, there has been a lot of information and commentary regarding whether job candidates should have a blog when they are searching for jobs. The pros and cons of blogging have been discussed by many, and in the end, job candidates are still unsure whether it is a good idea.  Job candidate blogging may be a good idea for these reasons: 

• While not every position requires the ability to write articles, it is still a good idea to show that you have the ability to put together information.  Whether you enjoy writing or not, having a blog will allow you to show off your writing abilities to potential employers. 
• A blog can show a hiring manager how you feel about certain topics.  Feel free to mix it up and write articles that show your personality.  You can write blog articles about hobbies, how-to articles on skills you use for work, and even your opinion on new or upcoming trends. 
• Your blog can also help you network with others, which could also benefit your job search.  Go ahead and join some networking groups, post comments on other blogs, and always respond to comments on your post.  This also will show potential employers that you can communicate and get along with others. 
• Blogging can help you build who you are, or build your personal brand.  This is useful when a hiring manager does an online search for you.  Yes, they will search you out online!  A blog will show them that you stay active and are current on trends, etc. 

Even if you are not searching for a job today, you should still start a blog.  If and when the time comes to start searching for a job, it will be a great tool to use in showcasing you and your talents.  Get started with a blog today!


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Successful Remote Work Perk

What makes a successful remote work program for your company?  Do you even offer such a program during your hiring process?  Many companies today are considering the possibilities of offering remote work as part of their benefits package, for a variety of reasons.  

Here are just a few reasons why offering and implementing a remote work program can help your hiring efforts: 

• As society shifts and priorities change for the working force, many job candidates today are looking to work for companies that have more flexibility in when and how they work.  Society today is leading a very full life, therefore, offering remote work programs will help you attract a wider variety of candidates. 
• Companies that have implemented a remote work or flexible work program, have experienced increased retention rates.  Because they are making it easier for their employees to do their work, their employees are happier and typically do not look to leave. 
• Have you been looking for a job candidate with specific talent or skills, but are struggling to find it?  When you offer remote work options, you can cast a wider net, thereby giving you more talent in the pool to choose from.  Your perfect candidate may be hundreds of miles away, but offering remote work options, they could still be your best hire. 
• While many companies feel that measuring productivity would be difficult with a remote work program, it has found to be the opposite.  Typically, new measures will be put in place due to the remote work program, which can help increase productivity. 
• Communication is no problem either, with all the technology available today, you can work with a remote employee as if they were sitting right beside you. 

More and more companies are considering adding remote work programs to their hiring plans, and for good reason.  Remote and flexible work programs have proven to be effective in more ways than one, and typically end up saving the company money!  A win-win for everyone involved.

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Dispelled Myths for Job Candidates

It is no secret that the hiring process has changed over the last several years.  Whether you are new to the job search game, or have been at it for a while, there are always myths that float around, scaring job candidates.  Here are some dispelled myths for the job candidate:
 

• Contrary to popular belief, it will not help you to blast your resume out there.  Applying for as many jobs as you can, will not guarantee you success or a job offer.  This is one of the oldest myths out there today!  You are better to do your research and apply for only positions that fit you and your career goals. 
• In the past, it was difficult to find good information on employers you were applying to, however, in today’s technologic driven world, information is at your fingertips.  Finding valuable information on a company before you apply, and before your interview is as easy as doing an online search.  The information is out there – go get it. 
• What is important to you in the company you work for?  Your answer is probably different than the person next to you.  Each job candidate has a different set of “must haves” they are looking for, so to say that every candidate is looking for the best company perks is false.  Look for what is important to you! 
• Many job candidates falsely believe that “if they know someone” or “they play the system,” they will get the job.  While networking is incredibly important in finding a job, you still have to prove during the interview that you are the right choice.  Don’t get cocky thinking the job is yours simply because you know someone – put in the work and prove you are the best for the job.  

So many job candidates have fallen for classic myths over the years, if I ask for a lower salary I am sure to get the job, if I have a friend on the inside I am sure to get the job, etc.  While some instances may help you land the interview, it still does not guarantee you the job.  Make sure you know the truth and stay clear of the myths – you will stand a better chance of finding the job of your dreams.

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Best Job Candidate References

A normal part of your hiring process is checking references on job candidates, however, for decades hiring managers have been checking references with supervisors and managers only.  While these references are important, even more important, is what the job candidate’s coworkers think.  If you are looking to get the best job candidate references, ask your candidates to list past coworkers as references.  Here is why: 

• Past supervisors and managers typically will give you canned responses when you ask for a reference on a candidate.  They will typically answer yes and no questions regarding dependability, reliability, meeting deadlines, etc.  This information is important, but only tells part of the story. 
• Past coworkers have “been in the trenches” with the candidate, and typically will shed more light on their true work habits.  They can give you specific information on how they handle stress, how helpful they are, and their personality on the job. 
• Past coworkers are not bound by the normal corporate “red tape” that many supervisors and managers are bound by, therefore, they can give you more than a yes or no answer.  You can ask them to elaborate on a comment or give you specific examples.  This can help you get a clearer image of the job candidate. 
• Personality and fitting into company culture is difficult to ascertain, however, when you ask these questions of past coworkers, you are more likely to get the real truth about how they fit in.  Did everyone like working with the candidate or was the candidate difficult to get along with. 

Checking references of a job candidate with their prior supervisors and managers is a good idea, it can reveal a high level of information about the foundation of the candidate.  However, if you want to learn more about the true personality, behavior, and work ethic of a candidate, you should ask for prior coworkers references as well.

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Welcome Negative Feedback

As you continue through your job search, there is one area which many job candidates steer clear of, getting feedback from hiring managers when they do not get the job.  Instead, you should welcome negative feedback.  When you ask for honest feedback, even if negative, it can help you improve in many ways.



Here are a few tips to keep in mind when asking for feedback: 

• As part of your interview, you know you should always follow up with a thank you, however, if you do not get offered the position, you should follow up again with the hiring manager.  Ask the hiring manager why you were passed over.  Many find it hard to ask this question, but it can reveal information about your interviewing skills, holes in your presentation, or lack of skills for that particular position.  Bottom line, it will give you valuable information. 
• Some job candidates have had good success in asking for feedback at the end of their interview.  Asking for constructive criticism is a great way to show the hiring manager you want to improve and are honestly interested in their opinion.  Be careful you do not turn it into an uncomfortable situation by asking too many questions, but asking how you can improve is a great question. 
• Many recruiting firms will also help you with feedback.  They can coach you through interviewing, give you honest feedback, and help you discern what is important to work on. 

As you gather your feedback, both positive and negative, you should take it seriously.  Are you sensing a common theme in your feedback, is there something you can improve upon, or do you need to sharpen your skills?  Feedback is important during your job search, especially negative feedback.  It may be hard to accept, but in reality, it could be the best feedback you ever receive.


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