More than a Resume: Q & A with Hiring Insider Michael Gruber
Michael Gruber is the Chief Client Officer of The Right Thing, Inc., a global provider of services designed to help companies identify great candidates for employment. In addition to his 10 years of experience in recruitment process outsourcing, Michael was an HR Leader for the largest
personnel branch of the U.S. Army in Europe.
We asked him for his thoughts on how to be a great candidate.
Based on your work from the “other side of the hiring desk,” what’s the biggest mistake you see candidates making as they apply for new opportunities?
The biggest mistake I see candidates make is one that can be fixed: Look at the hiring process as a project, not a “wait and apply.” Too often candidates focus on the first stage of the hiring process—finding an opening, submitting a resume—and have a disorganized approach to later steps in the hiring process—from researching employer interests and interviewing to background checks.
Job seekers should be prepared to do more that submit a resume and interview for a job. Make certain what is in a resume and application will hold true to a background check in advance. Connect with friends who work at the company, get advice on how to answer a tough interview questions, prepare your references before you are called.
There’s a lot of talk about the importance of understanding SEO and the right key words to use when applying for jobs? Is this really important? If yes, how can job seekers make sure they are visible to recruiters and hiring managers?
What you need to understand first is that employers are as focused on being found by candidates as you are in finding a job. Hiring managers want their job postings to be found first, you want your resume to be seen quickly.
Use keywords in your resume and online profiles that correlate well with jobs you are qualified for. This is a good way to get found by recruiters and hiring managers. But, don’t exaggerate. You want a resume that is sophisticated enough so that your will be picked up, but you also want it to be genuine enough—and truthful above all else.
Your company provides services that help recruiters find passive candidates. Do you have any suggestions for candidates who don’t want to publicly disclose they are looking for a new job?
Any information that is available online—social media profiles especially—is essentially a resume. Make sure your social media profiles articulate your key experiences and accomplishments.
Beyond an online social media presence, join associations within your industry, be vocal and showcase your expertise by participating in events, online discussions, and on blogs. Share your interests with friends and recruiters and ask that they keep you in mind—but make sure you ask for confidentiality. Good recruiters within agencies or RPO firms are good at retaining confidentiality as they share candidate credentials with potential employers.
Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?
What makes matching the right talent with the right company so challenging?
Recruiters look for talent every day, but job seekers don’t look every day. You need to think of job search as a job in and of itself. Try to be as knowledgeable about the hiring process and savvy as a recruiter when you apply for jobs. Be a great candidate, and your potential for being found for the right job will increase quickly.
Use it now—actionable—advice for job seekers (in 140 characters or less):
Job search is a process. See it as a project. Don’t just find a job and apply. Understand how the process works, develop a plan, and execute.
