Stacy Van Meter is a Senior Manager of Social Marketing/Employment Brand for Deluxe. Prior toDeluxe, she was a recruiter for 3M.  She started her career as the Director of eCommerce for United Healthcare and is very passionate about digital marketing and technology.

In addition to being one of the largest producers of checks in the U.S., Deluxe has offices in 33 U.S. locations as well as offices in Canada. Is there one place to find all of your employment opportunities?

Deluxe has more than three million small business customers and is a marketing provider for small businesses and financial institutions. As a marketing provider, we provide everything from web hosting to email marketing and logos for small businesses. We also do checks and forms:  A core part of our business for over 100 years.

You can see all of our jobs at jobs.deluxe.com.

What do you want job seekers to know about working at Deluxe?

Deluxe is a company in transformation. Our culture today is one of excitement but also one of ambiguity. People have an opportunity to make an impact fast. There are certain kinds of candidates that would be turned on by that. We are looking for people with passion and curiosity. We are looking for people who can trod that unpaved road, who can figure it out. It’s important to us that we find people who are a good fit with our culture.

Applying for a job is a hard process. At Deluxe we are going the extra mile to be approachable, honest, and open – and to help our job seekers with that process. We have a promise to stop referring to candidates for employers as candidates and refer to them as customers. Our promise is to treat you with respect and dignity.

Because if we do that right, we are turning our customers and prospective employees into advocates. Happy candidates will share information – even if they don’t get the job. Every time a customer sends an email to a recruiter saying, “I really appreciate your help in my job search. Even though I didn’t get the job, I appreciate the time you took with me,” we hold onto that email. We get hundreds of these responses.

What types of jobs are you hiring for right now?

We are hiring across the board. Five or six years ago we hired for a lot of jobs in print production. Now we hire for more digital jobs – analytics, ecommerce, and marketing. We also have interactive jobs and roles in ecommerce. We hire for finance jobs, operations and HR roles.

We also hire many people for call center jobs. We typically hire about 1,200 new employees a year.

What makes a great Deluxe candidate and employee?

Someone who is excited by change. Someone who wants to have that impact fast. Bottom line: We want to see passion and curiosity to figure things out. Because we are a company experiencing exciting transformation, our employees get a chance to help shape the future here at Deluxe.

What’s the best way I can prepare for an interview at Deluxe?

One of the most beneficial things you can do as a candidate is do your research. Know the company. Learn about the people. The culture. What the company does. Become knowledgeable. Check out Facebook, Twitter, and sentiment sites like Glassdoor.com to find out what others are saying.

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

How should I follow up?

Get online. If you engage with organizations today on social media, you will get a little bit of a bump. You will receive extra attention. All of those avenues of social media engagement can help. This is a new world for employers so we are being extraordinarily careful to engage a little bit better, and to give more feedback.

Use it now—actionable—advice for job seekers:

Check out Deluxe. Connect with us on social media – and get to know us online. Get to know not just employers – but also employees. We want our employees to be engaged in the process, too.

If you’ve recently marveled at new airport security techniques, you’ve seen the results of work started at the Pacific Northwest National Laboratory (PNNL), a Research and Development facility.



We sat down with Rob Dromgoole, Director of Recruiting for the National Security Directorate & Director of Recruiting Technology at PNNL. Dromgoole is responsible for creating and implementing recruiting strategy for a 1,200 employee, $650-million business focusing on R&D related to nuclear non-proliferation and counter-terrorism, but he calls himself a matchmaker. “I think recruiting is the best job in the world because I get paid to help people achieve their life aspirations. While I often have to close doors when a job isn’t the right fit for someone, I’m often able to find the right place for them later when another job comes open. And that’s fun.”



We sat down and talked to him about how he hires, what he looks for, and tips for getting a job at a national lab.

Tell me about the work environment at PNNL?



Almost all the research conducted at PNNL is collaborative in nature. We’re working on hard problems, which require a collective effort.  Scientists and engineers work together to solve problems for our clients.  It is not uncommon to have collections of physicists, electrical engineers, mechanical engineers and biologists, all working on applied solutions.  Explosives detection and some of the work we’ve done in national security is one example that reflects that. Our flat organizational structure helps to promote that collaboration. There are only about 4-5 layers of management for the average individual engineer or scientist to our CEO.



PNNL is part of the Department of Energy’s Office of Science but managed and operated by Battelle, the world’s largest independent R & D organization. Given your overlap between both public and private sectors, should applicants submit a Federal resume to you – or a private one?



A private resume or CV is fine.  Battelle – the world’s largest independent scientific research and technology development organization – has operated PNNL for DOE and its predecessors since 1965. Today, approximately 4,900 are employed at PNNL; our business volume is more than $1.1 billion. Our Richland, Washington campus includes unique laboratories and specialized equipment as well as the William R. Wiley Environmental Molecular Sciences Laboratory, a DOE Office of Science national scientific user facility. In addition to the Richland campus, we operate a marine research facility in Sequim, Washington and satellite offices.


Most candidates apply with a standard resume or CV depending on the job. It’s okay to submit a 25 page CV for a science or engineering centric role that includes academic research publications. We expect to see publications on a CV.   However, a standard resume is acceptable for non-research centric roles.



What are you most proud of in terms of your work environment and working at PNNL?



People want to be here. The average tenure of a PNNL employee is 14+ years. That doesn’t happen at most companies today. We have a number of employees who are over 70 years old who continue to choose to work here.  As a result of this culture where people want to make a difference, it makes recruiting for the organization something I’m proud of.  

The collective passion and focus around our mission make PNNL a special organization in my opinion. 

I work with hiring managers who really believe in their mission and the research.

For example, our airport screening technologies were initially developed by PNNL   It’ s exciting to see how technologies developed at PNNL are used in different fields.   Another more recent example is our lab was the first in the U.S. to detect Fukushima radiation: http://www.pnnl.gov/nationalsecurity/highlights/index.stm#Fukushima




Tell me about one of your most recent hires. What stood out to you, and why did you make them an offer?



One hire that comes to mind is a Chief Scientist focusing on Nuclear Fuels research.  He’s one of the top nuclear scientists in the world. He’s doing research on ways to more efficiently design nuclear fuel so nuclear power plants can run more efficiently. He’s one of the best scientists in his field. He was living in San Diego and moved here to make a bigger impact in the nuclear industry, and potentially change the way nuclear engineering works across the globe through his research. The less often a power plant has to shut down to re-fuel, the longer it can operate and provide electricity to America. He’ll have real impact through his work here, and he’s already making a difference.



A more entry-level hire was a Post-Doctorate student who recently converted to a full-time position focusing in Analytical Chemistry. This student initially heard about our research in analytical chemistry while studying in South Florida. He wanted the opportunity to conduct research with scientists who are considered the best in the world in this space. As a result, this person who is single, could have continued to work and live in Miami and enjoy that lifestyle. However, he chose to move to Tri-Cities, WA and work at PNNL.    

That says something about our organization in my opinion.

 Another recent hire was an unemployed former Marine who’d gotten a battlefield promotion in Afghanistan. Our unemployment office and veteran’s office referred her to us, and we hired her. She’s doing a great job.  Her leadership qualities and initiative were an exact match for the position we considered her for.



Any “never do” tips for individuals applying to work at government agencies? For example, if you are applying for jobs with security clearance requirements, is it prudent to share your experience in the process on social networks?



Don’t apply with a sloppy resume; the little things can ruin your chances at securing an interview.

 People will hear it’s all about networking but at the end of the day unless someone applies for the role during the window the position is posted – you cannot secure an offer.  I know the process can take time, but unless you apply, you cannot get hired.

 Don’t contact people here about jobs unless you’ve applied for the job. Apply for jobs as you see them. You need to apply before the closing date for the job to get full consideration. 

I highly encourage networking and using your referrals, but you have to apply to get hired. Apply first, and then use your referrals to network. A strategy that has you applying and networking both increases your chances.



What’s the one thing people don’t know about working at PNNL that you wish they knew?



We offer robust relocation benefits for all exempt level jobs. Often, people have concerns that they don’t want to move because of the expense.  However, due to our benefits, we do not want the cost to be a barrier to applying for a great research opportunity.



We offer fantastic back end benefits that account for approximately 36% of the average employees pay. Included in that suite of benefits is a generous 401k match and a pension.

Tri-Cities, Washington is a great place to live. Watch this YouTube video: 

we would love to relocate more scientists and engineers here.



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



What is it that PNNL does again?



What if you could discover dark matter … curb U.S. dependence on foreign fuel … cleanup an oil spill … or save the world from acts of violence before they happen – all by making a vital scientific discovery today? Better yet, what if you could improve humanity for generations to come by finding and nurturing the scientists who will discover a myriad of ways to improve the world around us? Would you?

We are.

 At Pacific Northwest National Laboratory, we are dedicated to addressing the most intractable problems in energy, the environment and national security. Located in Richland, Washington, PNNL is one among ten U.S. Department of Energy (DOE) national laboratories managed by DOE’s Office of Science.

We strengthen the U.S. foundation for innovation, and we help find solutions for not only DOE, but for the U.S. Department of Homeland Security, the National Nuclear Security Administration, other government agencies, universities and industry. Unlike others, our multidisciplinary scientific teams are brought together to address their problems.  More specifically, at PNNL we


* provide the facilities, unique scientific equipment, and world-renowned scientists and engineers to strengthen U.S. scientific foundations for fundamental research and innovation

* prevent and counter acts of terrorism through applied research in information analysis, cyber security, and the non-proliferation of weapons of mass destruction

* increase U.S. energy capacity and reduce dependence on imported oil through research of hydrogen and biomass-based fuels
  
* reduce the effects of energy generation and use on the environment.



What’s often overlooked in applications?



Paying attention to details. Make sure your LinkedIn profile and resume are typo-free and align with your resume. Pay attention to the little stuff, because employers will pay attention to that, too.



Use it now actionable—advice for job seekers:



Spend some time on the front end – before you apply – and design and figure out your interests and long-term career goals. What sells hiring managers are candidates who can clearly articulate and explain their interests and long-term career goals.



The candidates who get the offers are the ones who really show a passion in the mission of what you are doing. The candidate who shows their interest aligns with the job often is the one who gets hired – even if they have less experience or education than the other candidates at times.  

The key ingredient is passion for what you do, aligned with our research interests.

Be able to speak with confidence and clarity about what you want, and why a job is right for you. Getting others to vouch for you – and referrals – are also helpful.



Finally, don’t give up. Don’t forget that there are five million U.S. jobs that are unfulfilled, and we have 103 of them right now – reach out!

Maxine Gray, M.S., is the Candidate Experience and Social Media Program Manager at Herman Miller, Inc. In this capacity, Gray works to make sure that all candidates who apply to Herman Millerhave a good experience – regardless of whether or not they are selected for employment. In addition to her work at Herman Miller, Gray is an Advisory Council Member for the Grand Rapids Community Foundation and President of BL?END, a networking organization for young professionals that promotes diversity and inclusion.

We sat down with Maxine to talk about hiring and the candidate experience at Herman Miller.

You’ve gotten a lot of good press about being a great place to work: Herman Miller recently was one of six companies to receive the “Employer of Choice” triple crown – from Fortune 100’s “Best Companies to Work For” and “Most Admired” lists to Fast Company’s “Fast 50” list of Innovative Companies.

What do you want candidates to know about the process of applying to work at Herman Miller?

The first step in the process is to visit our website hermanmiller.com, you can see and read a lot about what it’s like to work here. (Check out our videos on how you can join us!)  

The best way to get started is to create an online profile – even before you apply for a job. When you create a profile, we can see what you do and what you’re interested in. We will also notify you via email when something comes up that matches your interests.
What types of jobs are you hiring for right now?

We have over 50 jobs open, ranging from engineering and design, to sales, marketing and finance – and everything in between. We typically have engineering, sales and marketing positions open at any given time, and while many of our jobs are located in or near our Western Michigan Headquarters, we also hire for roles based across the U.S. and globally.

As a company, you do a lot with product design. Does it help if candidates have a knowledge of – and interest – in good design principles before applying to Herman Miller?

It definitely helps. Our long history of design and product design speaks to our approach to the market and into the industry. We have careers that require little to no design experience, and some that are extremely design oriented. What is most helpful is that people are open to learning about design and have a passion for good design. At our very core, we are a design company; however, the willingness to learn is more important than current knowledge/background of design for the vast majority of our career opportunities.

How can a candidate demonstrate their interest in – and proficiency with – design principles as a candidate?

For design-related positions, we look for candidates with a strong portfolio. If you have a background in commercial design, you should have an online portfolio that demonstrates your proficiencies and shows your potential for success in the role you are applying for at Herman Miller.

Do job seekers ever make faulty assumptions about applying for work at Herman Miller? Share an assumption – and a reality.

Assumption: If you get turned down for one job at Herman Miller you won’t be eligible for others.

Reality: If you get turned down for one job, it doesn’t mean you won’t be a fit for another job.

Reapply if you see a more appropriate job. Fit is a big deal at Herman Miller: We want to make sure that a job is the right fit not only for a specific job team, but that it will be a mutually beneficial relationship for you!

We try to build a relationship with candidates throughout the process. We have ongoing relationships with many candidates.  Setting up an online profile is the best way to stay on our radar. If we have a profile for you, we are able to find that in a search and you can set up job alerts so that you receive information about new opportunities. This is a great way to stay in touch.

Could you tell me about a recent hire? How did they apply and why did you hire them?

One of the candidates we recently hired had a great knowledge of product design, sales and management, but her deep knowledge was in specific areas that we weren’t going to utilize in the original job she applied for – she would have died of boredom. We turned her down for two or three roles for which she wasn’t a fit, but she remained willing and interested in learning about new opportunities. She was excited and passionate about Herman Miller; we knew we wanted to have her on the team. We kept an eye out for her, and stayed in touch.  We hired her when a role became available that would really leverage her passion and expertise for products.

As a company, we are very careful to make sure that people fit in with the culture and that are going work well. Our interviewing process is extensive; we want to know that candidates will work well not just with their direct team but also colleagues across the organization.

How do you find great employees? Do you use social networks and other methods for recruiting?

We find people through a variety of efforts from college and career fairs to industry events, referrals (internal and external), networking and community relations. It’s also helpful when people reach out to us. Connect with us and get in touch on Twitter, Facebook or check out our YouTube channel. We love it when people tweet us or send jobs that look interesting to friends.

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

What makes Herman Miller unique?

The ability to come into a company and make impact on day one. We have a highly collaborative company across platforms. The commitment to developing our existing talent is really huge here. Our training programs are excellent, from bricks and mortar training to internal trainings. We give you education options from the beginning so you can come in and make an immediate contribution. In fact, one new hire found a book on his desk about social media the very first day he started – his manager thought it might be helpful!

We are a global company with a global presence, but we are also focused on the local community. While our home offices are in Zeeland and Holland, Michigan, we have offices from San Francisco and New York to London, India, and Asia. If employees are interested, Herman Miller gives you a chance to work globally and to expand your experience and see more diverse things.

Use it now—actionable—advice for job seekers

Develop your list of top companies you are interested in and be able to speak about why you are interested in them. Do your research, understand the company, know where you can add value and move the company forward.

Resumes have to be able to tell a succinct story. Show us you’ve done something in the past but you also want to be able to do something in the future. The resume can be a very powerful tool.

When you are interviewing for a company, make sure you are interviewing the company as well. For example, even if you don’t have deep knowledge about design, innovation and furniture at Herman Miller, you should still know – and articulate – how you can add value.

Kristen Reese is the Director of Talent Acquisition for The Bozzuto Group. A graduate of Penn State University, she started her career as an Operations Manager in the hospitality space, transitioning into the talent acquisition field in 1999 and joining The Bozzuto Group in January of 2011.

Since their founding in 1988, The Bozzuto Group has built an award-winning portfolio of real estate communities. The Washington Business Journal has named Bozzuto one of the “Best Places to Work” in the greater Washington, D.C. area four times in the past six years (2005, 2009, 2010 and 2011). The Bozzuto Group was recently also honored as a best place for candidates to apply through the Candidate Experience Awards.

Your website describes The Bozzuto Group as a “privately held integrated real estate services organization that is ‘six companies in one’? What are the six different companies that make up Bozzuto, and how can job seekers learn more about them?

The Bozzuto Group is comprised of six companies: Bozzuto Management Company, specializing in residential property management, Bozzuto Construction, Bozzuto Development, Bozzuto Homes, Bozzuto Acquisitions, and Bozzuto Land Company. We are regionally based and nationally recognized for our expertise in the real estate space. You can learn more about us by visiting www.bozzuto.com.

The Bozzuto Group employs more than 1,100 people and has a strong financial position. We are large enough to offer stable, highly successful career paths, yet flexible enough for new hires to make a remarkable difference, right from the start. We have one of the lowest turnover rates in the industry and this year, just as we did last year, we will promote more than 100 of our colleagues into higher paying, career enhancing positions.

You’ve created over 35,000 homes and residential communities to date, what types of positions do you look for – and what jobs are you hiring for right now?

We hire between 300 and 400 employees each year; you can see our current openings here. While approximately 80% of our opportunities fall within our property management company, we also fill a variety of positions in our construction, development and home building companies. We also often have needs in our corporate departments such as Marketing, Accounting and Finance, IT and Human Resources.  Our opportunities range from entry level, to skilled trades people, to experienced hires and executive management.

In our management company, we regularly hire Sales and Service (Leasing) Associates and Concierges for our luxury communities. These are more entry-level opportunities.
We also hire Property Managers, Maintenance Technicians and Maintenance Managers to ensure our facilities and systems run at peak performance. In our construction company we are always looking for tenured Project Managers and Superintendents with multifamily or mixed-use building experience.

The Bozzuto Group was honored at the recent Candidate Experience Awards. What makes Bozzuto a great place to work at as well as to apply for jobs?

Bozzuto is a great place to work because our assets are our people and reputation. We treat our people well, and guard our reputation dearly. We offer our employees the opportunity to move ahead more rapidly than is possible at most other companies. Advancement depends on merit and we have yet to find the limits of the responsibility our best people are able to assume. Integrity and honesty are at the heart of our business. We expect our people to maintain high ethical standards in everything they do, both in their work for the company and in their personal lives.

We make a disciplined effort to identify and recruit the best person for each job. Although our activities are measured in millions of dollars, we select our employees one by one. In our business, we know that without the best people, we cannot be the best company. We also realize that many of our candidates are homeowners or apartment renters and have the potential to also be our customers. The candidate experience is very important.

Tell me about a recent hire you made. How did they get your attention and why did you hire them?

I’ll share with you the story of a candidate I had the opportunity to get to know. I received my undergraduate degree from Penn State and the day before I started working at The Bozzuto Group, a soon to be Penn State graduate reached out to me via LinkedIn.

He was a marketing major with a strong desire to break into the real estate industry.  He had completed an internship in the real estate field and had previously worked for his father’s construction business. He was willing to consider any opportunity that would enable him to learn.

I told him that I was transitioning jobs and encouraged him to follow up with me at Bozzuto once I got settled. He kept in touch, sent a resume and cover letter that was well constructed and thought out, as was his communication with me. He was diligent, proactive, professional and articulate. I was impressed.

Four months later we made him an offer to join us as a Project Engineer in our construction company and two months after that, when he graduated, he came on board.

What type of real estate experience do candidates need to have to work at Bozzuto? If they haven’t worked in real estate before, what’s the best way to learn about working in your field – and to prepare for an interview?

For our entry-level positions, real estate or property management experience is helpful but not required. We are looking for enthusiastic people who genuinely enjoy working with others and care about impacting people’s lives.  Creativity, concern, passion and perfection are our core values. For most of our Bozzuto colleagues, where you work is where our customers call home.  Individuals with backgrounds in hospitality, marketing, retail or customer service, to name a few, are just valuable to us as entry-level candidates with real estate experience.

Naturally, many of our higher level or specialized positions require measureable experience, certifications and/or specialized training.

But regardless of the skills and experience required for our opportunities, as our Chairman and CEO Tom Bozzuto would say – “We want to hire people who are nice!”

Do you use social media to engage candidates? What’s the best way a job search candidate can engage with you during the hiring process?

Yes. We use social media to promote our employment brand and to interact with candidates. Check out our YouTube channel to see our colleagues’ perspectives on the Bozzuto employee experience. You can also find us on Glassdoor.

You can also connect with Bozutto on LinkedIn, Facebook, Twitter, or foursquare.

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

How should a candidate design their resume? What’s the best way to capture a recruiter’s attention?

The recruiter should be able to understand what you do, where you have done it and your measurable accomplishments within seconds of looking at your resume.
This information should be clearly visible, free of any spelling or grammar mistakes, and properly formatted. We hire several hundred people a year, but we receive thousands upon thousands of resumes. We aren’t able to carefully review every resume so we need to be able to see your value proposition at a glance.

Use it now—actionable—advice for job seekers:

Be humble and put your best foot forward in the interview. There is a lot of eager talent in the job market. Reputable employers have options. Invest some time into thinking about how you can add value to the company and how your experience will lend itself to the job you are applying for.
 

Rebecca Warren is a Recruiting Manager at General Mills where she hires for positions ranging from Finance, IS, Sourcing, and Global Business Solutions to Aviation and Health Services. She’s worked in recruiting for over ten years and currently focuses on “experienced” hires – or those candidates who have between three and 20 years of work experience.

We asked her to go beyond Cheerios and Yoplait to tell us more. She did.

You call General Mills “a big company with an entrepreneurial feel.” Can you say more about that?

Over the course of my career, I’ve worked in a variety of  environments – from non-profits to large corporations. I’ve found General Mills to be a big company with the opportunity to take the initiative as if you were working in a small company. It’s an action-oriented organization where we believe if you take care of the people and take care of the brands, the rest will take care of itself. 

We have a very open, relationship-based culture here in Minneapolis; in fact the area I work in is whatwe call  FUSE – Flexible User Shared Environment. It’s an open office space with sit to standing desks, cubes, a focus zone (with no phones), and a team table for groups to sit together. There are no assigned desks, so you  can work in a space that makes sense for you and that suits you for the day. It’s great.

Every single person that we talk to is a potential customer, so our goal is for our process to be as pleasant as possible, even if we aren’t able to work with each other at the time.  

General Mills has over 35,000 employees worldwide with global brands from Pillsbury and Cheerios to tapas in Argentina.  How does a candidate get your attention as a prospective employee? What do you look for? 

We actually have more employees  outside the U.S. than inside, so we have a global focus in our hiring. We look for individuals who bring a global perspective.  We are a matrixed organization with a lot of different  functions, and people need to be very collaborative. We look for candidates with a global and strategic focus  those who can see the big picture as well as their day-to-day role.

How does that person stand out to you?
 

Typically there’s a mention of partnering, working with colleagues, and communicating across functions in the resume.

You can also see it when a candidate demonstrates their ability to communicate online. A lot of people reach out to me via social networks.  It’s difficult to respond well to an email when someone asks me to tell them what positions they are a good fit for.. If someone says “I know what I’m are looking for and here’s what I can do” it’s much more effective because it helps us start a conversation. If you show me how you can  potentially add value to my organization, then we have a place to start. 

General Mills hires new employees for over a dozen different job functions – from Corporate Finance and HR to Marketing, Manufacturing, and Quality & Regulatory Operations. What types of positions are you hiring for right now?  And how do you hire? 

We have openings across functions right now. For experienced hiring, we currently are on track to fill about 250 positions this year. You can see our open positions at Jobs.GeneralMills.com. Right now, we have a lot of technical positions as well as many jobs open in marketing as well.
 

What’s your favorite part of your job?

There’s something different everyday.

I love the ability to partner with other people at General Mills. We are really relationship focused; I  connect with new people   all the time – even if we don’t work together directly  . We have a Caribou Coffee shop inside our organization; it’s busy ALL the time!

I enjoy having a variety of work, and love working in the FUSE workspace environment. We have a GREAT recruiting team, and I learn something new every day!

Tell me about a recent hire. How did you meet them, and why did you choose to make them an offer? 
 

I recently hired someone we initially rejected. The first time we looked at her resume, it didn’t tell us much.
 

Then, we received a few recommendations for her, and so we gave her a second look. I called her, and within two minutes I could tell she would be a good candidate.

We give candidates for her position a couple of simplified assessments; we don’t give them many instructions. We want to see what they will do with it.

This candidate took the assignment to the next level – she came up with an innovative approach using a webcam, and three different ways it could work. She must have been up all night putting it together! We were blown away; the work she put in said, “I listened to what you need, I understand, and I am the right person for this job!”

It was fun to give her an offer!
 

Do you use social media to engage candidates? What’s the best way a job search candidate can engage with you during the hiring process?

Yes, we use social media a lot. The best way to engage us is to start a conversation. A recent candidate started a conversation by saying, “Hey, I just got a chance to come in and interview, what should I know?” That was actually really fun. As a member of the recruiting team, I put myself out there on Twitter. I don’t just talk about jobs. You shouldn’t either. Don’t be afraid to ask about the company and culture. We want people to have as much information on what’s it is like to work here as they do about the job we are trying to tell them about!

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

Don’t forget to share your contact information. Put your phone number and email in every single communication that you send to a recruiter. If you save time so I don’t have to look for your information, it makes it much easier for me to give you a call back.

Any common assumptions job seekers make when applying to General Mills that they shouldn’t?
 

General Mills was founded in 1928. Because we have been around for years, people sometimes assume we are a slow moving, big corporation. But we aren’t. And we work in innovative ways. For example, we now open source a lot of our innovation with our products – we want people’s ideas on what we do – and how to do it.

Are there any questions that I haven’t asked that I should be asking? 

Is there a perfect General Mills employee? No, we look at people with all different backgrounds. My education is in Youth and Family Ministry. Is that typical? No.

We are a consumer packaged goods (CPG) company, but we don’t just hire people with a CPG background. We hire people with skill sets that can help the company move forward.
 

Use it now—actionable—advice for job seekers:

I think for candidates it has been tough for the past couple of years. The economy has made the market challenging.

Don’t give up on a company that you want to work for. Continue to follow-up and make connections. Keep getting to know people. Build relationships! I have hired candidates because of their interest in the company and their interest in staying connected.

If you give up and you don’t make that interest known – you are never going to get into that company.

Margo Rose works at Jackson National Life Insurance, one of the fastest growing annuity providers inthe U.S. and a frequent recipient of best places to work awards. An advocate for job seekers promoting a positive candidate experience, Rose is the founder of Hire Friday, a free weekly Twitter chat and community for job seekers.

She has worked at Jackson as a recruiter and recently transitioned into a new role in Corporate Communications in Social Media strategy.
 

Throughout your career, you’ve recruited staff to build  highly productive and motivated teams. How do you identify candidates with the right combination of tech knowledge and teamwork? 

That is a good question.  A good technical assessment, followed by a technical interview is a good starting point.  It is important to make sure that the person with whom you are interviewing is a good fit with the team.  The EQ (emotional quotient) is often as important as the IQ. 

A good recruiter and human resources professional thoroughly profiles the position in such detail that they know exactly what the successful person in the position should be able to DO. 

A good recruiter can drill down the questions to the point where they know where a candidate’s knowledge and skills begin, and where they end.  This can be done in a very non-threatening way. 

Of course, it is incumbent on the interviewer to develop enough subject matter expertise that they can thoroughly screen the candidate in a way that pulls out the best from the candidate, while at the same time clarifies not just what the person can do, but also what the job requires.  
 

What types of jobs is Jackson hiring for right now?

We are a financial services organization, and our positions are quite specialized within our industry.  We are always on the look-out for great people.

Check out our career opportunities. Jackson is a great place to work, and career at Jackson is long-term smart.

What don’t job seekers know about working at Jackson that they should know? Any subsidiaries or websites other than Jackson.com that they should check for job leads?  (For example, McGraw Hill also includes Standard & Poors.)

All of the information about our divisions and subsidiaries are on our website at Jackson.com.  We provide retirement income and asset management products, and are one of the top three sellers of annuities in the United States.

Jackson offers an extraordinary corporate culture with competitive compensation and benefits packages.  We’re dedicated to providing a quality environment for our associates. In that endeavor, our corporate headquarters in Lansing, Michigan has on-site child care, a massage therapist that offers chair massages, and fitness classes.  Other locations offer stellar fitness centers, running and walking clubs, hiking trails, gourmet dining centers, and concierge services. In addition, for the busy employee, we offer discounts on products and services like rental apartments, your Verizon bill,  Weight Watchers, fitness centers, and much more.   We encourage our employees to have fun during their breaks; many of our locations have ping-pong and foosball tables.
 
What is most important is that we have a healthy and cohesive corporate culture; we put people first.  We engage in community service. For instance, recently, our team got off work early, put on our Jackson T-shirts and went to the Ronald McDonald House to prepare dinner for families who have children in the hospital. We have corporate philanthropy programs, matching gift programs and we support team volunteer projects. 

Not only do you feel great about the rewarding work you do, you’ll feel even more gratified about being a part of an organization that believes in being a good corporate citizen. Jackson encourages the spirit of community involvement.
 
Just go to our website, read our careers page, click on culture, and read our values.  You will see why Jackson is the employer of choice.

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

Ask me about the “candidate experience.” What are signs of a good employer that applicants should look for in the hiring process?

First and foremost, when you apply for a position, someone should be in touch with you right away. Even if it is written correspondence, rapid response is important. 

Letting candidates know that we appreciate their application, and saying thank you goes a long way.  We try to make sure that at every touch point we leave a good impression. 

Positive and consistent communication is also very important.  The personal touch is very important at each phase of the recruiting process. When we bring a person to town, we provide them with information about the city, and what it is that makes the city, state and company a great place to live and work. We want the candidate to feel good about applying for a position at our firm.
 

Use it now – actionable – advice for job seekers

Do a lot of research before you interview.

Know everything about the company, person, and team with whom you are interviewing.

One great strategy to prepare for interviews is to find and print out a positive news article about the company or person you are interviewing with, bring the piece with you to the interview and share it. This demonstrates your interest as well as lets the employer know that you care enough to leave something of value with them.

Networking should always be reciprocal, you want to be able to give to the experience.
 

At StartWire, we’re all about helping job seekers find work — and get more feedback from employers in the process. We love to share news about employers who hiring in large numbers.

So this week, we’re featuring an interview with C3/CustomerContactChannel, a global firm specializing in customer management. Recently C3 announced they were hiring for 2,000 jobs in the U.S.; you can find listings here or over on the C3 website.

We sat down with Bob Tenzer, SPHR, is a Senior Vice President of Human Resources for C3 to learn more about the company and what they look for when hiring. Over the courseof his career, Tenzer has held senior positions in HR at Veritas Bureau and Nieman Marcus. He’s also helped a previous employer, Precision Response Corporation (PRC) grow from 250 employees to over 10,000.

Tell us about C3. What kinds of services do you provide? What types of industries and employers do you work with? How are services you provide in the U.S. different from the services you provide overseas?

C3 provides turnkey customer management solutions in the areas of customers service, customer acquisition, retention and loyalty.  We do it across a number of channels including outsourced telephone support, email, chat, back office, social media and analytics.  Our services are custom developed for the client and the markets they serve.

I understand you recently announced the creation of 2,000 new U.S. jobs, with 500 or more jobs available per site in Tucson, Salt Lake City, and Waco, Texas. Are all of the jobs you are hiring for inside a C3 facility, or do you hire staff to work onsite as well?

For these markets, our teams work onsite at one of our new facilities. Our employee-focused corporate culture is built around team work, so we make the workplace a fun and inviting place to be.  In certain situations, we may have teams that work at a client location or even from home.

How does a candidate get your attention as a prospective employee? What do you look for?

We love enthusiasm!  Bright, engaged individuals with customer service experience looking for a career and not just a job are attractive to us.  Depending on client requirements, we may also look for specific industry experience or licenses.  Get our attention by applying online at our website, attaching a professional resume with an objective that tells us how we will benefit by hiring you.  

There’s an oft-quoted saying on Customer Service: “The Customer is always right.” Does this run true in the customer service industry across jobs and positions? If candidates for customer service jobs answer that question in interviews will they increase or decrease their chances of getting the job?

It’s really all about the customer experience.  The goal is to give the customer an outstanding experience with clear and accurate information.  Candidates who give us confidence that they will take great care of our clients’ customers increase their chances of getting a job.

Tell me about candidates you recently interviewed – how did they stand out, and why did you hire the ones you did?

We have been delighted at the quality of the workforce in the labor markets we have selected.  Those that stood out to me were professionally dressed, enthusiastic, confident, smiled freely and convinced me that they would make a difference in each customer interaction.

Do you have any “never do” tips for individuals applying for jobs?

I prefer the “always do’s”!  Always be honest in your experience.  Always have a well-organized, error free resume.   Always be prepared to show how you make a difference.  Always smile, be persistent and be prepared to show us what you can do for our clients’ customers.

Any bad assumptions you see job seekers make when applying to C3?

Just don’t assume we are like other call center providers!  We have a culture that is like no other.   We are accountable to our customers and to our employees.  We communicate regularly, openly and honestly and we give back to our employees and the communities we do business in.   We are a place to be for an entire career, not a stopover.

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

My question would be:  “What should I do to prepare for an interview”?   Aside from a resume and looking professional, my answer would be to learn something about the company you are applying to.  Look not only at the website but other social media such as Facebook to see what employees say about the Company.   Cultural fit is 75% of success. 

Use it now – actionable – advice for job seekers

Know who you are applying to.   Be prepared to discuss career aspirations, why you left jobs and how your experience is relevant.  Know something about the Company you are applying to.  Review your resume for accuracy and errors.  Most of all – be enthusiastic and show the employer what you can do!  

John McCallum, is a Senior Resource Manager at the Boston Office of Signature Consultants, an IT staffing firm with offices — and opportunities — across the U.S. In addition to his work at Signature, John is an avid player of team sports – baseball, hockey, and golf.We touched base with John to get his perspective on how to work as an IT consultant – or how to work inside Signature Consultants.

Tell me about Signature Consultants. I understand you were recently selected as the 2011 “#1 Best Staffing Firm to Work For” by Staffing Industry Analyst. How do candidates experience that as they apply for jobs?

Our recruiting model is predicated on the long term relationship, and our internal process is designed to ensure this. Our current and potential consultants recognize our hard work, dedication to the IT market place and the strength of our relationships with our clients and consultants. Candidates understand this right from the beginning.  We value our consultants and then we deliver with cutting edge opportunities.

How does a candidate get your attention as a prospective Signature Consultants employee? What do you look for?

The key things we look for in a potential employee are driven more by personality and soft skills rather than past experience.  Obviously, the more accomplished a candidate’s background in the industry the better, but someone who works hard, asks a lot questions, has a great attitude and has the aptitude for growth is a great fit.  This business is always evolving and there are always new things to learn. Those who have these traits seem to favor that dynamic naturally.

As a staffing firm, you hire for two different entities: 1. You hire employees to help your clients find staff, 2. You help clients find staff.

Can you talk a little bit about how you hire for each of these entities? Where are positions located? What types of positions are available right now? How is the hiring process different if you are applying to work with one of your clients than if you are applying to work at Signature Consultants LLC?

To evaluate our internal employees we hold fast to our values. We currently have opportunities open nationwide—for both sales and recruiting.  We have growing offices in Boston, Richmond, New York, Charlotte, Orlando, Fort Lauderdale, Chicago, Des Moines, St. Louis, Minneapolis, Dallas, Phoenix, and San Francisco.  

To evaluate our external consultants we use tangible measurements from their resume – longevity of assignments, market reputation of previous employers, education and length between assignments – to determine if we’d like to start a relationship.  If the criteria are met, we begin to build a relationship and gain a real understanding of their intangible skills – communication, professionalism, attitude, and motivation. We align them with our client base not only from a technical standpoint but also on how they’d assimilate into that respective culture.  As a whole, Signature averages 244 job openings per week across our five divisions – Local, National Accounts, Long Line, Signature ERP Solutions, and Hunter Hollis.  We service clients for immediate openings across the United States and Canada.

The hiring process internally is more subjective than externally.  We place an emphasis on an internal candidate’s potential ability to assimilate into our culture and acclaimed work ethic.  Externally, our focus must stay consistent with our tangible measurements to identify an ideal candidate for our clients’ specific needs.

Can you provide some best practices in working with recruiting and staffing firms?

Let’s say I interview for an opportunity that I learn about through your firm and don’t get selected. Can – and should – I stay in touch with you?

Consultants who are submitted or interview through us absolutely can and should stay in touch with us, and we’ll do the same. We know that we won’t hit 100% of our interviews and that great consultants are sometimes not selected.  We make a point to communicate to our potential consultants why they weren’t selected for a job. Our relationship model allows us to thoroughly understand those that we work with, and as a result we will submit to as many opportunities as they’re comfortable with and qualified for.  A transactional model lends itself to a “one and done” type of approach and that is the exact opposite of our business model at Signature. 

As far as best practices go, I always recommend consultants select a few reputable staffing firms to work closely with.  Be clear with the firm on your communication expectations and stick with the ones that are diligent with their follow up.  It is a surprising how many firms don’t call to tell candidates they have not been selected or even periodically check in to keep the loop closed.  Choose a firm that values relationships—with relationships comes respect and consideration.

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

We work with consultants that align to our own true values and beliefs. The values of honesty, respect, ‘friends first” and integrity are crucial for mutually beneficial relationships—and we preach this both internally and externally. 

Any bad assumption that you see job seekers make in applying for jobs at Signature Consultants?

Don’t assume that we are just a fun organization to work for. If you want to be a member of our team, you have to be ready and willing to work for the greater good.

If you are looking for a job, I encourage you to apply for a career here at Signature. Signature is an unbelievable place to work for, and we take care of our internal employees and ensure they’re thoroughly happy and enjoy being a part of a prosperous company.  With our culture comes our work ethic and dedication to being successful.

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

Where can I find out about jobs at Signature or opportunities with your clients?

Give us a call; you can find a listing of our offices and phone numbers here. As a firm, we have a commitment to understanding the needs of our clients — and of our potential employees. Building the relationship allows us to get beyond ‘buzzwords’ and to achieve a real understanding of your needs and how we may be able to work together. When I meet you live, I’ll figure out that question you should be asking, and I’ll let you know!

If you’re interested in one of our IT consulting positions, you’ll also find information on how to submit your resume here.

Use it now—actionable—advice for job seekers

Pleasure in the job puts perfection in the work. – Aristotle, (384 BC to 322 BC)

If you are reading this, chances are good that you may spend a lot of time in your chair. In 2006, the University of Minnesota did a study and found that sitting may be one of the biggest causes of American’s obesity crisis — the amount of exercise we did stayed the same for 20 years, but the amount of time we spent in our chairs increased by 8%.

Fast forward, five years — and 90% of us own at least one computerized device. 1 out of 2 of us owns — or will own — a smartphone by Christmas. We work everywhere.

Today, we profile a company that focuses on designing products for the changing world of work — and how they hire.

Steelcase Inc. is a global office environments manufacturer known for creating innovative workplace experiences and solutions that are nice to look at, ergonomically correct, and useful.

We sat down with Steelcase’s Nancy Hickey for a conversation.

As senior vice president, chief administrative officer for Steelcase Inc., Nancy Hickey is in the business of people.

With the company for over 25 years, she has interacted with employees from all facets of the business that contribute to the company’s strategic goals. In her current role, Nancy manages global functions such as corporate communications, human resources, corporate and community relations, facilities, sustainability, Steelcase University and cultural innovation. She appreciates the sense of camaraderie at Steelcase and credits her background in teaching to her ability to connect and communicate with coworkers all around the world.

What types of jobs is Steelcase hiring for right now?

There are a variety of positions currently available at Steelcase. Within our different brands, there are opportunities in business development, marketing, general management, finance and IT. There’s a healthy balance of opportunities across the company and around the world. We are a global company and while the positions I have mentioned are more North American-centric, we are also growing our presence in Asia and Eastern Europe, to name a few. Many of the job functions within the company offer the ability to work in different geographies or with colleagues from around the world. We have found this to be an interesting and attractive job feature for new hires, particularly Millennials and Gen Yers.

Your global headquarters are in Michigan, a state well known in recent years for an economic slowdown due to trends in automotive manufacturing.  Do you want to speak to any hiring you are doing to help statewide employment efforts?

We are based in Grand Rapids in the western part of Michigan, the opposite side of the state from Detroit and the auto hub. Many don’t realize that Grand Rapids is actually the second largest city in Michigan. Fortunately, we haven’t experienced as dramatic effects as the Eastern side of the state did. We want to see Michigan emerge as a strong state and we realize that the hiring we do contributes to the statewide employment efforts. I’ve greatly enjoyed my time living here. Our city is an incredibly robust with a strong base of philanthropy and community not to mention a strong work ethic.

Steelcase has forged a leadership role in manufacturing products that are ecologically responsible. Just as sustainability is an important aspect of your product design and manufacturing, is Steelcase a source of green jobs? If yes, what type of environmental education and training is helpful?

In many ways sustainability is a big part of the company’s culture, being a global manufacturer. It is important to us that potential employees have a heightened awareness of environmental and social sustainability. This isn’t hard to find in younger candidates who have been raised in the culture or in awareness of the importance of developing products that can be created without a negative impact on people or the environment.

Steelcase was a privately owned family business for 88 years; next year we will celebrate our 100th anniversary. Since 1912, Steelcase has been careful about the products we create and the processes we implement to make them. The question today is: How do we make products not only beautiful and well designed but healthy for its users while being easily recyclable? We design our products so that they have a positive impact across the product development life cycle – from beginning of its life to the beginning of its second life. For example, time and cumbersome products often deter people from recycling. One solution we’re particularly proud of is our Think chair, a product that someone could disassemble in less than five minutes with a common hand tool.  We put enormous effort into walking our talk when it comes to sustainability.

What don’t job seekers know about working at Steelcase that they should know? 

When I think back 25 years ago when I first started at Steelcase, large companies were building huge corporate campuses. We were – and still are – very good at controlling our supply chain so we can deliver premiere office environments for customers. Over time, we’ve become students of the workforce, and how it is changing. Work is no longer the same. We are constantly connected through our smart phones, laptops, social media tools, etc. Work doesn’t necessarily have to happen within the confines of an office space. So now, we focus on delivering premiere work environments that facilitate the ways people work today. Space needs to allow for team collaboration and multiple work functions. Part of the day you might want to be in a small space with natural light where you can read a contract, or you want to be in a bigger room to meet with a client, or to have a good conversation with colleagues in Europe or Asia via HD technology.

We still sell objects, but our direction is about helping create great experiences wherever work happens.

Any bad assumption that you’ve seen job seekers make in applying for jobs with Steelcase?

Don’t assume that the purpose of the interview is for me to tell you about the company. There’s no excuse for being unprepared. I expect everyone to have a certain level of knowledge and interest in the company before they talk to me – even a potential college intern. Show me that you understand what it is that we do – not necessarily every nuance of our industry – I want to use the time to  get to know you. I should also note that authenticity is important at Steelcase. This has been a place where I can be Nancy. It’s made me want to be a better me—not someone else. I know that all of my colleagues come to work every day with the intention of working hard and doing a good job. It’s a great environment to be in; it has nurtured me through the years.

Tell me about a recent hire you made – how they got your attention, and why you hired them.

Many of the candidates that I’ve hired share some common characteristics. First is intellectual curiosity; truly being curious and comfortable with that curiosity not just about what they do, but about customers, other opportunities inside the company, our industry, etc. Another trait is a sense of collaboration. You should be willing and able to share with others, work with others on a regular basis and support those around you. Lastly, applicants should also be willing to take the initiative within their potential new role. We can train you to do lots of things but you should take the initiative to use those skills. I am not the least bit interested in someone who comes to me and says, “What should I do today?”

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

Career opportunities with Steelcase are available online. We also utilize Facebook and other social media tools to engage with and attract potential employees.  

Steelcase Career Opportunities

Use it now—actionable—advice for job seekers:

I always say a career is like a puzzle; you have to look at the whole picture. Whether you are looking to go into finance, marketing, product design or sales, be open minded and take into account the whole experience – think about what it is you can take away from a particular role. Understand the many pieces of the company and be willing to learn about new things that might be the right fit for you. You’re not going to know enough unless you are open and aggressive learner.

Jordan Shaw is a Senior Corporate Recruiter in EMC Consulting’s  Application Infrastructure practice. EMC, a global provider of storage hardware solutions that promote data recovery and improve cloudcomputing — and ranked as one of the best places to work by Fortune magazine. Prior to working at EMC, Jordan has been a Senior Recruiting Consultant at Microsoft, Recruiting Manager for an Executive Search Firm and full cycle recruiter for local consulting companies.

We sat down with Jordan to learn about EMC, how he looks for new talent, and a few good tips.

Throughout your career, you’ve recruited staff to build teams for leading tech products. How do you identify candidates with the right combination of tech knowledge and teamwork?

Old fashioned headhunting. I start off with my network, move to social media, main stream job boards and then it is a lot of phone calls.

What types of jobs is EMC hiring for right now?

We are hiring across the board. You can find a list of current jobs on our career site.

My team (Application Infrastructure) is hiring for the following positions, these are all full time roles that can be based nearly anywhere in the United States with a Monday-Thursday travel requirement:

Exchange Migration Architects
Exchange Migration Project and Program Managers
Technical Delivery Managers
SAP Infrastructure Architects
SAP Team Lead QA
Practice Team Lead / Unified Communications
VDI Architect

You hire primarily for EMC Consulting. What don’t job seekers know about working at EMC that they should know? Any subsidiaries or websites other than EMC.com that they should check for job leads?  (For example, McGraw Hill also includes Standard & Poors.)

We are a large player in the Consulting world and have consistently had very positive gains (even in the down economy) and continue to grow at a healthy and robust pace. Check out our webite: www.emc.com/consulting

Any bad assumption that you’ve seen job seekers make in applying for jobs with EMC?

We are just a big data storage company. Certainly we have a foothold in that market but we are so much more.

Tell me about a recent hire you made – how they got your attention, and why you hired them.

I recently hired for a leadership position based in NYC. I got their attention through social media (LinkedIn) specifically. I hired them because they proved to be one of the most technically sound, detail-oriented, hard working, hungry and personable people I have come across in my years of recruiting, just the type of person I want in a leadership capacity.

Do you have any “never do” tips for individuals in working with recruiters? What are your pet peeves?

Asking “what does this pay” right away? I have a very large range I can offer someone based upon their skills and how the interviews go. I can’t answer that question well based on just viewing a resume.

Another pet peeve is when job seekers aren’t being honest about being serious in the job search and are slow to respond to emails and voice mails.

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

Where do you find the majority of your candidates?

Most of my candidates are people I have had a dialogue with for months or even years that I stay in touch with. I often introduce myself to people on LinkedIn who are in my particular niche to open the door.

Use it now—actionable—advice for job seekers:

Make friends with recruiters, get to know them, keep track of the good ones and the bad ones. Reach out to the good ones to touch base every few weeks. Always offer something in return when asking for something, (candidate referral, a recommendation on LinkedIn, etc.)