Marta Goertzen

Networking and numbers: using LinkedIn to make connections for your job search

September 11, 2015 By Marta Goertzen

Networking and numbers. The job search world revolves around networking and numbers from both the company and candidate’s point of view. It is simple and yet so complex!

John sent this note the other day after we connected on LinkedIn. He understands LinkedIn is important. He is trying to expand his job search into all the possible connections who can help him so he asks this very logical question:

Hi Katherine,

Thank you for connecting and insight on the right LinkedIn connections. I am always seeking out retained recruiters in supply chain and trying to get their attention, so you have any that you can share with me?

John

This question comes up pretty often and gets to the heart of how to use LinkedIn in a job search. As I have said many times, LinkedIn is more than a big address book of people you know. It is a way to network. Networking means building relationships and sometimes it means using connections to move your career forward.

The trick is for John to find supply chain recruiters (or a recruiter to find candidates for that matter) is triangulation. I bet I am not inventing that term. I mean looking up a piece of information in one source then exploring it or confirming it in one or more other sources to understand whether that information can help you.

When I am searching (or researching) I have at least two search engines open on my computer and often many screens within each search engine. I also take notes in case I lose something or someone I discovered who might be useful to me.

Through LinkedIn Groups: Find the groups that best represent supply chain people like you and / or the portion of the profession in which you want to work. Join those groups then search for people who have “executive recruiter” in their profiles who are members of those groups. Check out their profiles. Look up those companies in LinkedIn under “Companies”. More research. Reach out to people who sound interesting who seem to do the kind of recruiting that might use people like you. Connect with them, start an email conversation with the goal of talking with them on the phone.

Through people: Search in connections of people like me who know a lot of recruiters. In my data base, use Advanced Search for keyword “executive recruiter” then research the people who come up to see if any of them focus on supply chain. Check out their company websites. Reach out to them as above.

Through Google: You can also Google “supply chain executive search firms” to reveal businesses and articles that mention businesses who have “supply chain” and “executive search” in their descriptions. Check out each one, identify the firms then cross reference to LinkedIn to find people.

Through Company Pages: When searching companies, go to that organization’s LinkedIn Company Page. On the right side will be a list of who you are 1^st and 2^nd connections to. There is also a little blue words that say, “See all”. Click on this and open all the people who work for that company who are LinkedIn members starting with the people who are closest to you, 1^st, 2^nd, 3^rd and Group. If you find someone you want to talk to you can either connect through LinkedIn or go to the company website to find out how to get their phone number or email address so you can reach out directly.

Just as a reminder, John is trying to meet recruiters who specialize in supply chain. This is a good strategy. John needs to remember that recruiters only want to talk with you under 2 circumstances: 1) to learn more about you at the initial meeting and 2) when they have an opportunity that might fit you. Then they will reach out to you directly. John should not rely on recruiters to find his next opportunity.

What tricks have you discovered about how to find people who can help your job search? I want to learn and share new ideas!!

Do you know the value of what you are selling?

September 8, 2015 By Marta Goertzen

The Interview is a Sales Call. Lou Adler states it quite clearly on LinkedIn in a post called: “Change the World: Treat the Interview as a Sales Call.”

This is not a great revelation. In fact, if you don’t get this, you’re likely going to be disappointed with your interviewing results, either as a candidate or as an employer or hiring manager.

The bigger question for me is “who are you”? Do you have something of value to offer? What makes you special, and can you back that up with results?’

If you have figured that out in your mind and in your heart, you will hire the right people more often than not, you will receive offers when you interview, and you will land in interesting positions because you will make it interesting with your added value.

Three ideas I would suggest that will help you figure out who you are or who you want to be, and how you will learn to articulate value:

1. Live with a mission. Create some high expectations, define those expectations in writing, and live that mission every day.

I work with a company who recently decided to redefine their customer service, which was already pretty good, as ‘wicked awesome service.’ Now most of their employees who’ve been exposed to their new mission like that phrase. ‘That’s who we are,’ they say. In fact, defining that as part of their mission actually raises the bar of customer service expectations for everybody, and employee ownership of their ‘wicked awesome service’ gives that company an edge, including when they interview candidates.

2. Get comfortable talking about what you do with other people.

Some very talented people I know stumble and mumble when you ask them about their accomplishments. They’ve done some great work; they just prefer (at least somewhere in their heads) modesty over braggadocio. Unfortunately, Milquetoast doesn’t work when you want a better job. It’s not rocket science; talking about yourself takes practice. Those who do it well get more better-job offers because they understand and can articulate why they are a valuable member of any team they join. It’s not bragging; it’s just being candid and honest. Try it. It will get easier over time.

3. Be someone who always makes a contribution.

What’s the difference between a young person who is in eighteen different activities, and a young person who really cares about one or two things, and learns to excel at those certain things at an early age? Who adds value when they’re 25? In my experience, the blue-chipper is the person who really cares about something, and gives that something her or his all. They become people other people admire; they make the contributions that others say, ‘how did they do that? They are amazing!’

This is true for companies and for people. When a company gets really good at making or providing one particular product or service, people will flock to experience that passion, and that added value. And in interviewing as in life, we all need some raving fans. You create your raving fan base when you decide you will always make a contribution.

Do you know why you are valuable? How do YOU figure it out?

Step by Step in The Interview Doctor Talent Exchange

September 4, 2015 By Marta Goertzen

Sherry sent me a note, “I love this idea (of The Interview Doctor Talent Exchange)! And I want to let some of my customers know about this. Do you have a link to the website with step by step instructions for employers to list intern opportunities?”

I thought I would go one step further and demonstrate how to use The Interview Doctor Talent Exchange for a real job opening for a friend. It was easy!! Let me walk you through the process so you can see the advantages.

We opened the website at workfountain. We clicked on “Employers” and create a Free Account by entering basic information about the company
Then we described the job including location, work schedule and compensation. This is a sales internship in a start-up business so the posting is free to both the company and the candidates.
In the next section we selected the main job category(s)that best fit the opening. We selected “sales” and the sub category of wholesale distribution.
The next section gets to the guts of this Talent Exchange. We answered questions related to the work required describing the work details, characteristics and behavior expected. Sometimes we moved a little green dot across a spectrum to indicate a range from one extreme to another like “not at all” to “most of the time”. The algorithm is getting an idea of what is required in the job.

Questions include: “How much time do you expect the candidate to spend negotiating details of contracts and payments?” and “What are your expectations for this opportunity?” measuring whether it will be a short term internship or looking to identify a possible full-time hire.

On the Job Seeker side, candidates seeking a sales internship are answering the same kind of questions. You can see how this process can facilitate a match.

You can share your opportunity on Twitter by including your company’s Twitter handle if you want but this is just an option – another way to publicize your opening through social media.
After completing this information we clicked “Publish” and the matching process began.
Immediately after clicking “Publish”, the system scanned the candidates participating in WorkFountain and identified two candidates that met our requirements! I mean immediately. One candidate, A (initials only to protect privacy) is a junior from Western Michigan University. He had a five star match with three of the characteristics we listed as important: resolving client problems, wholesale experience, checking stock levels. The other candidate, R, is a senior from Kent State University. She matched two characteristics with five starts and five characteristics with 4.5 stars.
We simply click the button “Request to Connect” and an email invitation will be sent to the candidate and we can begin a conversation. If we don’t like these candidates, we can remove any candidate from consideration. We can edit the opportunity to fine tune the requirements so we pull candidates with different strengths and interests.
If other job seekers sign up whose interests match the job specifications, then we will receive notification.

The advantages seem clear:

Matches based on outcome and competencies. We use outcomes and details about the job to create our description. Job seekers complete essentially the same form describing the ideal job they want. The match is based on the competencies or characteristics that are important to both the employer and the job seeker, increasing the chances that the match will be successful.
The process is quite confidential. We created a posting, posted it and received information about candidates without anyone being the wiser. If we want to connect with those candidates we can but we are under no obligation.
It is very easy to use. From establishing an account to receiving two qualified candidates’ information took less than 30 minutes.
This tool is very inexpensive. Posting an internship is free. Posting a non-internship position only costs $39. It is hard to find anything in this world that costs so little for such an important service.

Take a chance on The Interview Doctor Talent Exchange and find candidates that meet your needs without hassle for a reasonable price. You have nothing to lose and a great new team member to gain!

Your Early Work Years Impact the Rest of your Life

September 1, 2015 By Marta Goertzen

Occasionally I run into recent college graduates so desperate for work that they take the first job offered to them. They mistake a job for a career. They do not understand the impact their first job will have on the rest of their lives.

My first job was as a Labor Relations Assistant. Labor relations is different from human resources. It is a specialty that is recognized by many people as more complicated than human resources in a non-union environment. I am not sure I agree but that is not the point. Starting in labor relations, even as an assistant pushed me ahead in my career by at least 5 years compared to others who started in human resources. Because I had this background I became a Director at age 30, again well ahead of colleagues who started in human resources.

The first job out of college makes a difference. It takes years to make up for a misstep at the beginning of your career.

If you are a marketing major and your first job is a customer service representative, it will take you much longer to get into marketing than someone whose first job goal is an entry level marketing position.
If you get an engineering degree but accept a position as a technician it will take a long time to become an engineer.
If you want to be a systems analyst but accept a position as a help desk person it will take a long time to become a systems analyst.
If you want to become a human resource manager but your first position is as a human resource assistant, you have added years to your career to reach your goal.

At the core this is a question of confidence. If you allow barriers, imagined or real, to stop you from getting what you want then you must not want it hard enough. Take another look at your desires and methods to be sure you are doing everything possible to achieve your career goals. Are you making the right connections or networking effectively? You might need to get an outside opinion about your job search.

Someone is getting those jobs. It might as well be you.

Lead with confidence in your next job interview

August 28, 2015 By Marta Goertzen

No one is going to give you your next job or promotion just because you are qualified. There are lots of people who are qualified. The one that gets the job is the one that makes the best first, second, and third impression. The one who fits in best with the rest of the team is the person who gets the job.

confidence There are two ways you make a great first impression.

The first part is physical – the way you look when you step through the door.

Smile. A real smile that starts in your eyes and moves to your mouth. Even if you are nervous at least pretend to smile. You will grow into it if you try.
Dress the part. Look like you will fit in. Dress a little better than the others. Wear a suit and tie.
Body language that shows that you mean business. That includes great eye contact, a strong handshake, and great posture. No slumping. Sit straight like your mother taught you. Look the other person in the eye with a twinkle and smile in your eyes and extend your hand in a positive gesture of friendship. Not a wimpy, wet handshake but a strong grip.

The second part is confidence that comes from inside you – from being prepared, from knowing you are the right person for the job.

Know what you want and why you should have it. No one can do that for you. Do not look at the interviewer for the answer. You will not do anything. Deep inside you is your secret desire for a particular role in which you know you will excel.
Have a great response to “tell me about yourself” that expresses who you are and what you can do for the team. You have one minute to give a 30,000 foot overview that draws a dotted line between your experience, what you bring to the table and the job you want.
Be confident. Not smarmy, cocky, or aggressive but a calm that comes from being prepared.

Marta Goertzen

Networking and numbers. The job search world revolves around networking and numbers from both the company and candidate’s point of view. It is simple and yet so complex!

What tricks have you discovered about how to find people who can help your job search? I want to learn and share new ideas!!

Three ideas I would suggest that will help you figure out who you are or who you want to be, and how you will learn to articulate value:

Do you know why you are valuable? How do YOU figure it out?

The advantages seem clear:

Take a chance on The Interview Doctor Talent Exchange and find candidates that meet your needs without hassle for a reasonable price. You have nothing to lose and a great new team member to gain!

Occasionally I run into recent college graduates so desperate for work that they take the first job offered to them. They mistake a job for a career. They do not understand the impact their first job will have on the rest of their lives.

Someone is getting those jobs. It might as well be you.

Take a deep breath and open the door, figuratively and literally, to demonstrate that you are the best person for the job!