After four rounds of interviews, exchanged emails, and the OK from HR, you’re ready to make the hire. You send over the job offer and wait for them to accept. But instead, you get a polite rejection; ‘Thanks, but no thanks.’
Where did it fall apart? Were there warning signs? In many industries, competition for talent is tight and candidates have more opportunities than ever. It’s easy to blame a better last-minute opportunity or a fickle personality –but what if the reason they didn’t take the job was because of your hiring process?
The competition worked faster. You may have gotten the offer letter out first, but did you create a sense of urgency with your new hire? Did you schedule interviews quickly, avoiding lag time where the candidate might question how enthusiastic you are about them? If there was no way to shorten the process, did you ensure that the applicant knew next steps and provide timeline expectations? Chances are, if they are as good as you think they are, other companies will feel the same way and act quickly.
Compensation & benefits were unclear.Compensation and benefits are a sensitive subject, but at some point in the process, applicants must weigh factors beyond the base salary. Being upfront about benefits might save you and the candidate from any confusion when the offer rolls around. While your benefits may be comprehensive, if, the cost of your health insurance premium is significantly more expensive than what they are currently paying – the salary increase, or ancillary benefits may not matter in the long run.
You didn’t showcase your working environment. If your candidates are whisked from reception to a conference room and back again, they can only imagine what they will encounter as an employee. From décor to seating arrangements, more than one-third of their day will be spent with co-workers in that space. Showcasing the day-to-day, allowing them to take in the buzz, and get the lay of the land goes a long way in getting them to imagine themselves physically and mentally in the space.
Your offer is one-size fits all. Sometimes, bureaucracy gets in the way. There are strict salary caps or non-negotiable vacation policies. But a little creativity and flexibility go a long way. Decipher their motivations and offer solutions or benefits that seal the deal. Flexible hours, work-from-home opportunities, or extended lunches to get in a gym session can tip the scale in your favor.
They took a deep dive into your company culture. Entertaining multiple interviews or offers affords candidates the ability to take a closer look at your company – online and offline. As they move forward in the interview process, reviews and feedback on Yelp, Glassdoor, or social media influence final acceptance decisions.
They feel rushed. You can’t wait around forever – but you can give candidates a few days to mull over an offer. It’s unfair to make a candidate run the interview gauntlet for weeks or months; only to pressure them to accept the offer immediately.
If you are looking to streamline your hiring process, please contact Talener for advice and guidance about creating a more candidate-friendly, efficient system.
Job hunting is a full-time job. And on top of that, you may
be working a full-time job. Prepping for
interviews, researching companies, and crafting the perfect eye-catching resume
takes up valuable time in what can be an already stressful process.
But how do you take a step back and let someone else do some
of the work? By using resume templates,
you can create clean, formatted, and easy-to-read resumes in minutes. Instead,
spend your valuable time on crafting the perfect content.
Once you’ve mapped out the important talking points around
your experience, education, projects, and specific skills, you can identify the
right template for you.
Consider the following:
How long is my resume?
At some point in your career, your resume will spill over
onto a second page. Your skillset or
industry might demand very detailed information that takes up space, i.e.
technology languages or frameworks. Evaluate how the template will display the
information. Is the most important
information displayed first? If the hiring manager doesn’t make it to page two,
will you still be in the running for the position?
Is my resume going through keyword-matching software?
If you are conducting your job search on your own, do you
know how the resumes are reviewed at the companies at which you are applying?
Are you joining the black hole of keyword-matching software or is a member of
staff looking at individual resumes?
What file type do I need?
If you know the companies you are targeting, take a quick
look to see what file types they accept. It’s frustrating to craft the perfect
resume, just to realize that the file extension isn’t accepted.
Is the format right for parsing?
We’ve all been here: ‘Please upload your resume’
type in almost the exact same information – even though you just
uploaded your resume’
‘Or, let us
pull the information from your resume’
ever allowed resume parsing, you know that it rarely matches the fields exactly
and you must retype your resume information anyway. If parsing is a standard in
your industry – opt for simple, clean formatting without all of the bells and
of template matches my job aspirations?
is a reflection of you as well as the type of work that you do. Your resume is the first glance into your
abilities. How creative, organized, long, or colorful does it need to be to
catch and retain the attention of your future hiring manager?
If you have
a Google account, you have access to Google’s library of templates. Sign into
your Google account or navigate to https://drive.google.com/templates
to access resumes, cover letters, and more in your Google Drive.
Resume Assistant in Microsoft Word:
Microsoft’s acquisition of LinkedIn helpted the two join forces to
bring better resume templates and a resume assistant to Microsoft Word. If you are an Office 365 subscriber on
Windows, customized templates and resume writing help are at your
fingertips. Check out LinkedIn’s Blog or get
started in Word by opening a new document and choosing a resume template.
If you’re looking for a template to give you more creative license, sign up for a free account on Canva and get started with more free templates. Or, sign up for the pro-version to get custom-tailored designs.
The highly anticipated Amazon HQ2 decision unleashed a myriad of personal opinions, economic analyses, and political responses. Emotions are running high in two metros where there is concern for overcrowding, employees leaving their current jobs for Amazon, and affordable housing – to name a few. Amazon’s decision to choose the DC & NYC metros means that staffing agencies and companies alike need to assess how this will impact their current and future talent.
Talener CEO, Michael Dsupin, sees a world of possibilities that will open to job seekers, both in and out of the tech industry. This is a moment for DC & NYC to dominate the narrative surrounding its tech talent capabilities which is traditionally centered around Silicon Valley & Seattle. The Long Island City and Crystal City HQs reinforce the notion that they can compete with a capable and experienced tech workforce. Both metros have been on the radar previously as two of the top 10 cities for tech talent.
The estimated 12,500 jobs that will be created by Amazon at each HQ bolsters the potential for new residents who may relocate to surrounding metros in Delaware, Maryland, Virginia, New Jersey, New York & Connecticut. Likewise, the jobs may bring other positive impacts to communities by enabling the circulation of money for housing, restaurants, transportation, and more. At this point, it is difficult to predict the scope that Amazon’s move will have on these communities.
Companies will need to assess how Amazon’s arrival will impact their own workforce. Will their talent be scooped up to work for the tech giant? How will companies be proactive to retain their employees and keep them engaged? The more competitive environment may force employers to consider increasing wages or providing better benefits packages to retain talent.
Overall, there will always be talent that is eager for jobs. Companies will have the opportunity to hire people who are new to the industry and train them fresh out of school or certifications. Additionally, not everyone will stay at Amazon forever. Markets are constantly changing, and with that, come new job seekers. Existing tech talent will return to the market for new jobs.
The eCommerce space in particular could see the most influx with current talent leaving for new Amazon opportunities. Applicants with eCommerce experience have a leg up on other talent being recruited for Amazon.
Until we know for sure how and when Amazon will open their second headquarters, the best course of action that companies can take is to develop a strategy that is both proactive and flexible – one that is adaptable to increased market competition.
If you find yourself in a position to consider or accept a contract-to-hire job, use this opportunity to evaluate the company, the job, and whether it is the right permanent fit.
Try before you buy
A contract-to-hire job is a great way for both a consultant and employer to try each other out before making a long-term commitment. During your contract period, you and your manager can assess whether the job and the company is the right fit for you. At the end of the contract, you can choose to continue the relationship or part ways, ending the contract period. For an employer, the end of a contract may not cause the ripple among employees that can occur when a permanent employee departs. And for you, it is easy out if you really don’t like the job or your co-workers.
Assess the company & its culture
Contract-to-hire jobs put you in a unique position to evaluate the company from the inside. From procedures and hierarchy to organizational stability and operational structures, this time gives you a snapshot of how you will interact with the organization on a day-to-day basis. Likewise, assess whether the company’s culture matches your values.
Find your fit
Knowing that a new job is the right fit can be tough to decode after a few interviews. Chances are, you haven’t had a chance to meet with everyone and see the team dynamic before starting your job. Figure out where you fit into the team and the organization through your contract. Decide whether it is the right structure and environment to meet your needs and goals.
Assess work-life balance
What kind of hours do permanent employees work? Are they expected to eat lunch at their desks? Are there flexible arrival and departure times? Are vacation days hard to come by – or does this vary by manager or department? Evaluate how a permanent position will affect your lifestyle and whether you would need to make changes.
Evaluate the perks & benefits
Since most contracting positions do not offer full benefits or perks, this is a great time to evaluate what other employees have through the organization. Get an insider’s look at their 401k plan, wellness benefits, company-sponsored insurance & more. Plus, there may be some non-advertised perks or incentives that help you in your decision-making process.
Build your skill set
Add new experience and skills to your resume. Whether you decide to stay with the position or not, take the opportunity to learn new systems, programming languages, or methodologies. These skills build on your existing experience and give you a leg up if your contract-to-hire job also has to be advertised outside of the organization before it is officially offered to you.
Answering: Why did you leave?
Explaining short stints on a resume can be tough. And it can make future employers weary that you won’t stick around if you’re hired permanently. In a contract-to-hire job, you can roll right into the position without needing to jump through the question hoops that outside candidates may face.
Or, if you decide to leave at the end of the contract, it’s easy to confirm that your contract finished without any further explanation needed.
Your resume is a short reflection of your experience. It doesn’t tell the whole story, but it invites potential employers to learn more about your background and open a door into how you can potentially fit into their organization. Typically, less than 30 seconds is spent scanning a resume before it is moved from one pile to another. Here are eight resume red flags to watch for as you craft your own:
Perm Job Hopping: Consulting or project-based roles have become increasingly popular for tech jobs. Employers can wrap their heads around this type of work because they have a defined start and end. But hopping from one perm job to another raises eyebrows- even in a market where tech talent is in high demand.
Your Resume Isn’t Relevant: Creating a detailed, yet concise resume is tough. But one or two pages of relevant and focused information about you generates further interest without overwhelming your potential employer. Listing every position you’ve held creates noise that dilutes what’s actually important.
Being the CTO in a Team of One: Did you start or join a start up as a junior or mid-level engineer? If you were the only technical person, it may be tempting to list yourself as the CTO when you apply to new jobs. But unless you can back up your skills and experience, potential employers may have a hard time translating your resume into your actual capabilities.
Your Timeline Isn’t Specific: Are months or years missing on the resume? Asking an employer to fill in the blanks as they read through your resume is a sure-fire way to raise red flags. Including the to-and-from specifics eliminates guesswork, uncertainty about months or years of technical experience, and provides a neat timeline to assess your abilities developed within a position.
Inflating Technical Experience: If it is on your resume as a technical skill, be prepared to answer questions about what you’ve done and how you can apply it to a future job. If you haven’t used a program or language since college and can’t answer a technical question or whiteboard – leave it off your resume.
Out of Order: If your resume isn’t listed in chronological order that lists the most important / relevant information first – you’re forcing an employer to seek out information that is pertinent to them. Provide them with an easy timeline that lists the most important facts about your experience first. Chances are, the 5th bullet point listed under your third job isn’t getting read at all.
Resume Photos & Personal Information: In many countries, it is not uncommon to include photos, gender, birthdate, marital status, or citizenship on a resume. However, this can send warning signals to an employer who may think that you don’t understand local customs. While you may be the best candidate for the position – including this information also sets you up for unintentional bias or discrimination before your resume has even been read.
Buzzword Overload: While resume screening systems search for keywords to match resumes up with jobs– too many buzzwords (or too many of the same buzzword) may turn off a human resume reader. Use the most important keywords to convey your experience; but avoid taking up valuable resume space using words or phrases repeatedly that don’t create any additional value.