Q & A: Paul Maack on Why You Need to Start a Job Search with What You Want

With 20 years experience in Human Resources, Paul Maack is widely recognized as a thought leader in strategic staffing, talent acquisition and HR operations.  He has worked for industry paragons including Advanced Micro Devices, AOL/Netscape and Intel Corporation. He currently leads Global Staffing and HRIS for International Game Technology, a global company specializing in the design, manufacture, and marketing of electronic gaming equipment and systems.

You’ve spent years working in the tech space; how has recruiting changed in recent years?

How we look for candidates is changing. Networking has become a major channel of sourcing candidates. The promise of social media is better, easier access, more dialogue. There’s an increased focus in engaging with candidates.

As we look for candidates, we want to know what makes you tick. If a job is not a good fit, we’ll shake hands and stay in touch for when we do have the right opportunity. Our competitive advantage is all about the quality of the relationships we develop with candidates. The same is true for job seekers.  Job seekers can gain advantage over other job seekers by developing better relationships with more companies.

Any bad assumptions that you’ve seen job seekers make in applying for jobs?

My current company, IGT, has been more of the quiet company behind the scenes, so I don’t mind when people don’t know everything about my company.  But what I hate is when a job seeker doesn’t know what they are looking for. What are you most proud of? What excites you? What do you want to do? If you get to the dialogue stage and you still don’t know what you’re talking about or how you are going to get there, you will blow it.

Social networking is a great opportunity for making the connection with employers, but you need to know what you are going to do with it. Bottom line: Be able to articulate your interests online and in interviews.

What makes a great candidate?

A great candidate knows what they are looking for and they have thought it through to the point where they can articulate themselves relatively quickly. I had a candidate send me 60 pages of why he was a good fit for the position; I threw his application away.

Great candidates come across as crisp, clear, and focused. You need to be crisp about what you offer, clear about where you’ve been and what you’ve done, and focused on how you can help us.

Do you have any “never do” tips for individuals in working with recruiters?

There’s an epidemic of people applying for jobs that don’t fit. Don’t apply for jobs that don’t fit.

Don’t look desperate. You don’t want to lose your professional decorum. I once had a candidate say, “Hey, did I pass my drug test?” Don’t ask this. You don’t want to be “that” candidate.

Do you have any success stories to share of job seekers you’ve worked with? Anyone who you couldn’t help “right now” but were able to help later?

All the time. It’s a regular occurrence. Just because we don’t have the right job today, doesn’t mean we won’t hire you in six months. A good recruiter will keep in touch so you can make the connection when it’s right.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

How do you look for candidates? Any suggestions on how to be found?

In addition to networking, we still use traditional systems and list positions online. We still use job boards. We also use Facebook and Twitter.

You still need to list the most important skills and experiences you have on the top part of your resume. Don’t bury your accomplishments and relevant information. Very soon everything will be read on a smart phone. Present your information today as if it will be read on one.

Use it now—actionable—advice for job seekers:

It’s not enough to just do the norm of a job; you need to stand out. Don’t underestimate the importance of project delivery, showing deliverables and the impact of your work. Include projects and special things you’ve done on your resume – show the role you’ve had in getting something done.

Be able to answer the question, “What was your role?” It’s “ho hum” to say you were one of 40 in a project.  It sets you apart to say you were one of four, or that you were the main lead.
In tech today, what used to be a team of 12 is now a team of seven. It’s more important than ever that the team be the right six or seven people. Show a skill set and the right work performance perspective. It’s critical for you and for your employer that you are a good fit.