“Tell Me About Yourself.” When it comes to Interviewing, Do you know how to tell your story?
Posted on 22. Jun, 2011 by ggunn in Blog
I recently had the opportunity to participate in an exceptional career event in New York City (www.bubble2boardroom.com). It was a day filled with seminars and guest speakers discussing successful career strategies primarily directed to an audience of recent college graduates. I walked away with two poignant observations. First, even as a new graduate, knowing your ‘story’ is imperative…. because who out there is better than you to sing your praises? And secondly, every attendee who tried to tell me their ‘story,’ wasn’t really sure what it was!
Am I condemning them? Never. Figuring out what you want to do with your life in terms of a career is a daunting task – especially when you are just starting out in the world of employment. However, (here comes one of my favorite pieces of advice) you may have to fake it until you feel it. This is okay and isn’t false because very few of us are lucky enough to be crystal clear on this issue. Your ‘story’ can be developed by making some educated guesses on what might be a good career fit for you based on your education and personal experiences thus far. Armed with this information you can then find a few jobs that you are capable of doing well and start there. What compelling information can you provide a perspective employer to show them that you are the one that they should risk taking a chance on and hiring?
I’ve been out of college for more years than I’m willing to share but I am sharing my story to make my point. I grew up on a subsistent farm in upstate New York. We made everything. I mean everything. Bread, pasta, organic hot dogs, ketchup… even some of our clothing…. I’m sure you get the picture. Trips to the grain store where more frequent than those to the grocery store. When we did go the grocery store it was primarily for paper products and coffee or other condiments we couldn’t grow ourselves. We had no telephone. Cell phones weren’t a reality yet so never mind them. We had no television. So what did I do as soon as I had any say over my life – which for me was going to college? I got my Bachelors of Science in Broadcast Journalist. I had landed an internship with CBS News my senior year. This was all I had for resume material when I graduated, and it’s what I talked about. It was what separated me from my peers. This coupled with my core values also made me quickly realize that I would never succeed at Broadcast Journalism Politics… so I quickly readapted my story to discuss how my experience as a campus TV producer taught me invaluable management skills. This adapted ‘story’ led me to manage the home office communications department for a national retailer and ultimately to the entrepreneur path and business owner that I am today.
So what’s your story? When you get asked that a first interview question, “So tell me about yourself,” what can you say that is compelling and still applicable to the position? Just remember, it must be relevant and it’s okay if you focus on one story for now. Just as we change our perspectives as we walk through our personal lives, we also can adapt our career stories to fit our current career focus.
We would love to hear your story. If you want to share it with us, please do at our Wired4Hire fan page on facebook: http://www.facebook.com/pages/Wired4Hire/159933507375443
~Gretchen
Even with Disappointing May Job Numbers, June is No Time to Trade your Interview Suit for a Bathing Suit
Posted on 03. Jun, 2011 by ggunn in Blog
The Employment numbers for May are out and, as much as I hate to say it, we are facing that second recession dip so many pundits promised. Here’s the good news: It’s finally here. The worst has happened. Even with these dismal findings I can honestly tell you that clients are hiring. How you grab and hold their attention is the new challenge.
Please join me and Dani Ticktin Koplik as we discuss why June is no time to trade you interview suit for a bathing suit.
I’ve been talking about job search strategies for months. On Tuesday June 7th at noon EST, Dani will be discussing 21st Century Values and how you can embrace these values to succeed in today’s work place.
Tuesday, June 7th
12:00 noon
Dial Instructions can be found at: http://mgdservices.com/mgd-services/events/?calendar_day=2011-06-07
Want more than a phone conversation?
Join me and the other best in class speakers on June 17 for bubble2boardroom, a fantastic, new and powerful concept in career development designed expressly for Millennials. Held at the prestigious New York Athletic Club, bubble2boardroom offers you the skills, strategy, tactics and contacts you’ll need to land a job and then succeed in this uber competitive market.
Register now at www.bubble2boardroom.com and take advantage the special Wired4Hired rate.
~Gretchen Gunn
April U.S. Employment Statistics
Posted on 06. May, 2011 by ggunn in Blog
Below is employment information pulled from Bloomberg, CNN, and NPR.
In an effort to be scientific about our industry, I have pulled together several sources on the state of job recovery in the US. I will also give my opinion which is the same steady view I have had all along. Jobs exist. Landing yours is possible. It will require you being the best that you can be. But isn’t that what you want to be anyway? If you are in transition. Take heart. Your job is out there.
We held our monthly Wired4Hire networking session yesterday and I can happily report that most of the group were new faces – 2 people could not attend because they had interviews scheduled. 4 of the group had interviews this week and next – which meant that out of 15 members, 6 have immediate opportunities. I realize this is a very small sample but it echoes the feedback we receive from candidates we speak with daily. Also note that one candidate who was lined up for an interview yesterday got an offer before he could interview and we have extended a full time offer to another today.
What does this mean to you if you are job hunting? Stick to the advice that almost every job search strategist offers. Leverage your connects, network wisely and continue to hone your personal brand.
As always good luck and happy job hunting!
~ Gretchen Gunn
Now for the statistics:
Household Survey Data (Bloomberg)
The number of unemployed persons, at 13.7 million, changed little in April. The unemployment rate edged up from 8.8 to 9.0 percent over the month but was 0.8 percentage point lower than in November. The labor force also was little changed in April.
Among the major worker groups, the unemployment rates for adult men (8.8 percent), adult women (7.9 percent), teenagers (24.9 percent), whites (8.0 percent), blacks (16.1 percent), and Hispanics (11.8 percent) showed little change in April. The jobless rate for Asians was 6.4 percent, not seasonally adjusted.
The number of persons unemployed for less than 5 weeks increased by 242,000 in April. The number of long-term unemployed (those jobless for 27 weeks and over) declined by 283,000 to 5.8 million; their share of unemployment declined to 43.4 percent.
http://www.bloomberg.com/news/2011-05-06/u-s-employment-situation-report-for-april-text-.html
NEW YORK (CNNMoney) — The jobs recovery picked up speed in April, as business payrolls swelled and the unemployment rate rose as more people returned to the workforce.
The economy added 244,000 jobs in the month, the Labor Department reported Friday. That’s up from the 221,000 jobs gained in March. Economists surveyed by CNNMoney were expecting a slight slowdown to a gain of just 185,000 jobs.
Businesses added 268,000 jobs in April, bringing private sector hiring so far this year to 854,000. It’s the strongest month for business hiring since February 2006, nearly two years before the start of the recession.
But while businesses continued to hire, government staffing fell by 24,000 jobs in the month, with most of the cuts coming at the state and local government level.
The unemployment rate edged up to 9.0%, ending a streak of four straight months of declines. Economists had forecast it would remain unchanged at 8.8%.
The rate often increases as the job market improves and previously discouraged workers return to labor force. An additional 113,000 people who were not counted among the unemployed in March, re-entered the labor force in April.
“It’s ironic, but a rising unemployment rate in this situation is not a bad thing,” said Tig Gilliam, president of the North American unit of job placement firm Adecco.
There was more good news in the unemployment survey, as the number of people who had been out of work more than six months fell by 283,000. Long-term unemployment is widely considered one of the most serious problems with the battered labor market because of the difficulty those job seekers have getting their careers back on track. 
http://money.cnn.com/2011/05/06/news/economy/april_jobs_report_unemployment/?section=money_latest
So what was going on?
The answer is technical and rather unsatisfying.
The figures for the unemployment rate and the number of jobs added each month actually come from two different surveys. The unemployment numbers come from a survey of households (called, reasonably enough, the “household survey“). The jobs numbers come from a survey of businesses (the “establishment survey“).
While the two surveys do tend to track each other pretty closely over the long term, they don’t always move in tandem each month.
I emailed Ian Shepherdson, of High Frequency Economics, about this issue. Here’s the key part of his response:
over time the two measures follow the same underlying trends but the household survey is much more volatile over short periods.
In other words, when you can’t square the jobs number and the unemployment number, focus on the jobs number, and hope unemployment ticks back down next month.
In a note this morning, Shepherdson used a one word exclamation to describe the jobs report — “Strong!” — and called the rise in the unemployment rate “noise.”
http://www.npr.org/blogs/money/2011/05/06/136050884/the-job-market-is-getting-better
A warning letter that sounds like a “Part 11 tag-along audit” with a ‘blast from the past!’
Posted on 03. May, 2011 by ggunn in Blog
This article has been provided by John English, a senior validation expert, and contributing MGD Services Blog editor and author.
FDA warning letters are always subject to new developments which can include the company making efforts to remediate the issues addressed. In this case, the company cited last Monday (25 APR) has done so – but the FDA added an extra note that sounds like a letter from some years ago. Take a look at the citation – see if it sounds at all familiar – and then I will add the reference:
4. Your firm has failed to exercise appropriate controls over computer or related systems to assure that changes in master production and control records, or other records, are instituted only by authorized personnel [21 C.F.R § 211.68(b)].
For example, your firm lacks control of the (b)(4) computer system which monitors equipment, room differential pressure, room humidity, and stability chambers. Although the system is password protected for temperature and humidity set points, all employees have access to the room where the (b)(4) computer system is located and the external hard drive is not password protected. During the inspection we observed that an employee was able to alter or delete data without a password and save the changed file.
In your response, your firm states that additional controls were implemented including validating the remote access to the (b)(4) computer, password protecting the room where the computer is stored, and limiting the (b)(4) control room to authorized personnel only. Although your corrective actions may adequately address the protection of the (b)(4) computer from non-traceable changes, your firm has not taken a global approach to this deficiency. It is our expectation that your other manufacturing and laboratory computerized systems will be reviewed to ensure similar deficiencies do not exist.
Source: http://www.fda.gov/ICECI/EnforcementActions/WarningLetters/ucm253467.htm
The last time I remember seeing a computer related citation like this, it came as part of an inspection at a major Midwest pharma that signaled the beginning of the enforcement of 21 CFR Part 11 in 2000. (See below) Perhaps this new citation is an example of the FDA Center for Drug Evaluation and Research ‘tag-along audit” program for Part 11 moving into new areas [e.g. – ‘remote access systems’] or perhaps it is just good solid automated systems compliance.
”This inspection disclosed deficient controls in the laboratory electronic record keeping system, which is used for maintaining chromatography and audit trails. In addition to a response to the deficiencies noted earlier in this letter, please outline your firm’s global corrective action plan, including timeframes for correction, to address this Part 11 issue.”
Link: http://www.fda.gov/downloads/ICECI/EnforcementActions/WarningLetters/2000/UCM068723.pdf
Are You Alienating Your Top Talent?
Posted on 29. Apr, 2011 by ggunn in Blog
The best candidate for an important open position is sitting in your reception room right now. She is prepared and looking forward to speaking with you about this exciting opportunity.
She is a perfect fit.
She is enthusiastic, has the right experience, and she is a proven leader. When she arrived the receptionist could not find her appointment. As the time ticks by your top candidate is wondering if working for your organization is in her best interest. But she’s a professional and sticks it out.
You finally squeeze her into your impossible schedule and interview her. You promise to be in touch and tell her that she is your leading candidate.
Moments after she leaves you learn of yet another hiring freeze.
Frustrated, you go back to doing your job and all the additional responsibilities heaped on you. Weeks go by and you never call her. She doesn’t know that you loved her – but can’t hire her.
There’s little worse as a jobseeker than submitting resume after resume and never getting a response. Except perhaps going through exceptional interviews in person—and then never hearing back. Not even the courtesy of, “Uh, sorry, we hated you.” Tory Johnson (2009)
According to Staffing.org, more than 70% of applications find the hiring process within many organizations distasteful.
Many candidates feel like prisoners or detainees during the interview process rather than customers. Treating applicants poorly can have a direct and measurable impact on:
- Sales
- Productivity
- Employee Retention
- Future Recruiting
“The impact of a poor ‘candidate experience’ is … quite possibly one of the largest ‘hidden costs’ facing modern organizations” Dr. Johnson (2010)
Paralyzing staffing cuts have been made across organizations. In Human Resource Departments, the recruiting process significantly suffers. Organizations repeatedly pay the price when they do not have the time or staff to properly screen and interview candidates. The unfortunate outcome includes alienating your top talent or hiring the wrong talent.
… hiring the wrong person can cost an organization three times his or her annual salary.
If any of this article sounds familiar to your hiring situation maybe it’s time to get some outside help. MGD Services Inc. understands that if you are like most hiring executives, you’re getting squeezed from all sides. Maybe it’s time to stop trying to do it all and call in the experts. Staffing Firms such as ours focus primarily on recruitment and as such have proven processes in place to quickly identify and qualify candidates thus getting you back to your responsibilities and with the right person fufilling the responsiblitied demanded of the open role. For more information about how MGD Services Inc. can support your staffing needs, give us a call for a free consultation at 877-643-8378.
Limited Seating for Free Excel Training in NJ
Posted on 26. Apr, 2011 by ggunn in Blog
Free Microsoft Excel Training
May 11, 2011
Roberts Training offers Free Microsoft Excel Training on May 11, 2011 at Staybridge Suites, 260 DAVIDSON AVE, SOMERSET, NJ 08873 from 8:30 AM – 3:00 PM.
Roberts Training in conjunction with MGD Services and Wired4Hire will be providing free Microsoft Excel Training on May 11, 2011 at the Staybridge Suites in Somerset, NJ. Training will be provided by owner and Principle Trainer, Donna Roberts, a Microsoft Certified Instructor and a member of the National Speakers Association.
“We want to provide valuable tools to those who are currently seeking employment and need to update their technical and business skills,” said Donna.
Donna Roberts is working with Gretchen Gunn, Principal of MGD Services, Inc. MGD Services is privately held certified Woman Owned Business that supplies well trained, seasoned personnel to corporate clients.
Gretchen and MGD Services also lead the career alliance program called Wired4Hire. Wired4Hire provides formal structure and support from multiple areas including recruiting, coaching and training. The Wired4Hire Alliance team is presenting an ongoing program which will work with job seekers to develop innovative job search strategies.
“This is a wonderful opportunity for job seekers to enhance their skills set with programs that are in demand by today’s employers,” said Gretchen.
Though not required, participants are asked to bring their own laptops to follow along with the hands-on exercises.
This class is being offered for free, however seating is limited and registration is required. To register, call MGD Services and Wired4Hire at 877.643.8378 or email Donna Roberts at donna@robertstraining.org.
MGD Services Inc. is a privately held certified Woman Owned Business. Our business is to supply consulting personnel for our corporate clients (see our Staffing Services page for more information) in support of their staffing needs. We also assist companies in finding and placing permanent employees (see our Permanent Placement Services page for more information) for their full time staffing needs. We supply well trained, seasoned personnel to perform all tasks involved in the entire project life cycle for computer systems development which includes system designers/architects, development programmers and analysts, records managers, quality assurance personnel, and data base designers and administrators. www.mgdservices.com
Roberts Training provides technical and business training to national and corporate clients on topics including Microsoft Office Applications, Communications and Business Skills. www.robertstraining.org
US Job Openings on the Rise
Posted on 13. Apr, 2011 by ggunn in Blog
Good News for Job Seekers, Food for Thought for Employers
U.S. job openings rose by 12.8 percent in February from January, and were up 22.6 percent from February 2010, according to seasonally adjusted data released 4/13/2011 by the U.S. Bureau of Labor Statistics.
What does this mean for employers? If you’ve identified a great resource, don’t wait too long to make an offer. While no one wants to rush into a hiring decision without making sure this new relationship is good for all parties, pushing the decision off may have you sifting through piles of resumes again. An easy way to be ready to pop that question: “Will you accept this offer?” is to have a clear game plan in place before you start a hiring process. When, realistically, do you need this new employee to start? Once you’ve nailed down a start date get all hiring decision makers to commit to this timeframe. This way they will make time to interview candidates and will follow up with their input for a final decision.
Here’s another piece of interesting news:
Separations rose by 5.0 percent in February from January, but edged down 0.1 percent on a year-over-year basis. The separations rate was 2.9 percent in February, up 10 basis points from the previous month and flat year over year. Separations include involuntary losses of jobs as well as voluntary departures from jobs, such as quits and retirements. While it isn’t entirely clear here, my inclination is that the number of voluntary departures has significantly risen.
Again, what does this mean for employers? Even in these economic times, your best and brightest have options. Not only will the candidates you are interviewing be considering multiple offers, those employees that have been wearing multiple hats and have been working without an increase for the past year or more…will start looking. Trust me, we know this to be true. Some of our best clients’ best employees are calling us.
We are honored that they trust us enough to call and they respect that we can’t work with them once we explain that doing so would be a conflict. But how do we educate employers without breaching their employees’ confidence? By writing about it here.
If you have a great staff that have been overtaxed, acknowledge their efforts. Recognition of a job well done doesn’t always need to be monetarily based. The decision to change jobs is ranked as being as stressful as losing a spouse or family member. Evaluate your staff, who can’t you live without? Figure out how to motivate them and get them to feel as valued members of your team. An even better strategy is if you can figure out how to make your entire department vested in your corporate goals. These are not easy tasks when you are also strapped to the max, but they are necessary to your success and that of your organization.
Need help recruiting or retaining great talent? Let MGD Services Inc. support your efforts. Go to http://mgdservices.com/client-services/recruiting-services/ for more information.
Has your job search turned you into Alice in Wonderland, running down every rabbit hole you encounter?
Posted on 23. Mar, 2011 by ggunn in Blog
Has your job search turned you into Alice in Wonderland, running down every rabbit hole you encounter?
We have all heard at some point in our lives, that we can’t do it all ourselves. As business owner, I know the true cost of not asking for help. Which is why, whenever I am preparing for a speaking engagement, I turn to Donna Roberts, friend, trainer, and presentation expert. Donna helps me take necessary topics – vital topics – but topics that are well, in a word, boring, and give them some interesting angle while still delivering credible content. So when I went to Donna and said, ‘how do I make a conversation about the daily grind of job seeking more engaging?” she said, talk about the Cheshire Cat from Alice in Wonderland. So I here I am, smiling widely, while discussing one of the cartoon cat’s truisms.
If you don’t know where you want to go, any road will take you there. That’s how many job seekers approach their job search which is why they can end up frustrated and lost.
It’s time to stop following random avenues that may lead nowhere or even worse to a position and on a career path to nowhere.
If you are currently on a job search, it can be approached like any other professional goal, with a well thought out strategy and more importantly – appropriate and effective follow-through. Yes, it’s that simple… that boring, and (here’s the good news) that easy.
Without clear objectives a well thought-through plan and quantitative and qualitative goals you find yourself running down any rabbit hole that opens up.
A job search is a personal journey, so each one of us must divine and design our own personal strategy to work towards our own personal goals. Okay here’s another analogy and another movie reference. Have you ever embarked on an exercise goal? My favorite exercise objective and movie line comes from the movie American Beauty. If you’ve seen it, you will remember what I’m talking about: Kevin Spacey runs up beside two of his neighbors who are gorgeously fit and who are also running. Spacey is asking for exercise advice. His neighbors ask what he wants to improve upon physically. Finally he blurts, “I just want to look good naked”. For Spacey’s character, his exercise goal was that simple. Here’s the great news for job seekers, once you’ve got a clear career goal, achieving a successful job search strategy, is as simple and clear as Spacey’s.
Every job search goal is essentially as simple: You just want to be employed. After that your results depend on your investment in the project. How many times have you heard Confucius quoted? “Every journey starts with the first step.” Your first job search step starts by taking personal inventory.
Although each job seeker’s journey will be different, the process or cycle and steps involved are the same:
- Define your goal (Gain Employment)
- Find and Apply to Positions
- No Response? Evaluate and Adjust
- Repeat until you land an interview
Once you land an interview the cycle looks like this:
- Prepare for Interview
- Interview
- Follow up
- No: Evaluate and Adjust
- Yes: Congratulations! You’re employed!
Okay… Here’s where job seekers usually make their biggest mistake. They don’t realize that they need to follow this process for EVERY SINGLE POSITION. And they need to be applying for multiple positions. It’s grueling and boring… just like exercise but it’s the only way to have successful job results. Otherwise, to draw on Cheshire’s analogy again, any road will lead you to a job… but is it the best job for you?
It is a cycle of continuous motion until you receive your job offer. It can feel exhausting unless you have qualitative and quantitative objectives.
Each of these steps needs to be taken each day. Maintain your focus and set your schedule to address this cycle for at least 3 hours per day. Remember to reevaluate your personal inventory regularly to account for self-discovery and growth, find positions that are a good fit for you and don’t waste your time and energy on those that are not.
And unlike Alice who can take any road because she doesn’t have a destination, you will find yourself on the right road that will get you to your next career move in a highly rewarding job.
If you find that this is hard to do alone get help (like I did). Find a networking support group. I have to make a very quick point about such groups. You want a small group and one where the attendees rotate out quickly because they have found employment. Avoid attending large groups of the same unemployed faces. Avoid groups that don’t have any connections to JOBS! While I am biased, the reason Wired4Hire works is because it is led by someone who has access to what you need. We’re not job fairies (if only!) however MGD might have a job that fits your skillset. We also know how to help job seekers find and network their ways into jobs. You want a group like wired4hire
Attend job fairs and career expos. They’re free to job seekers! At the very least you can practice your pitch and get some time with the hiring teams of different organizations… and here’s the crazy part… you could get a job! I will be presenting a longer version of this topic, with much more information of the actual mechanics of each of the cycle steps of a job search strategy at the free Women For Hire career expo in NY Thurs 3/31. I would love to meet you there! For more information go to: http://bit.ly/wforhire
Pharmaceutical Swag – Handing Viagra out like Candy – A thing of the past
Posted on 08. Mar, 2011 by ggunn in Blog
Love and Other Drugs – Handing Viagra out like Candy – a thing of the past for Pharmaceutical Sales Representatives
As a staffing firm it is our job to keep pace with the ways different industries conduct business. The Pharmaceutical Industry and specifically how Pharmaceutical Sales Representatives operate has changed drastically in the last few years. My husband and I recently watched the movie “Love and Other Drugs” and throughout it, Mark kept reminding me that what we were watching was no longer reality. Read on to see what has changed for Pharmaceutical Sales Representatives -not only do they wish they could channel Jake Gyllenhaal’s good looks, they also wish they could return to the days when his character was selling Viagra for Pfizer.
~ Gretchen
Love and Other Drugs
~by Mark Gunn
Love and Other Drugs is a nice movie with Anne Hathaway (Maggie) and Jake Gyllenhaal (Jamie). Gyllenhaal’s character plays a Pfizer drug sales representative in the Mid 90’s during the height of the sale of Viagra. What many movie goers may not realize is just how much the life of a pharmaceutical drug sales representative has changed between then and now. Jamie’s pursuit of attractive women aside, much of his sales practices are no longer allowed in today’s regulated pharmaceutical sales world.
As an example, in the movie Jamie hands out samples of Viagra to people as if he was handing out candy. He drops off samples with doctors and steals samples left for that doctor by other pharmaceutical company’s sales representatives. Many States have enacted regulations that prohibit simply dropping off samples without the doctor signing for them. Additionally, the Sales Representative must account for all samples and would not be allowed to just hand them out to just anyone.
In another scene Jamie takes the doctor to a retreat and pays for the hotel, buys him dinner and drinks, etc. trying to persuade him to write prescriptions for his drugs and not another companies. This practice of ‘wining and dining’ is also, no longer allowed or tolerated by the FDA. The amount of money spent by a sales representative on prescribers (doctors and other licensed practitioners) is strictly monitored and tracked. Any irregularities are investigated.
Things have changed for today’s pharmaceutical sales representative. Once again, in the movie Jamie hands out pens and clocks and other trinkets to the doctors and their staff. This practice is no longer allowed in today’s sales environment. All money spent on prescribers is closely monitored and require pharmaceutical companies to have full disclosure on the amount of money spent on each doctor in many states.
Almost half of the states have either enacted or are in the process of enacting regulations to control and monitor how money is spent by pharmaceutical companies on doctors which may influence how the doctors prescribe their drugs. Additionally, there are federal regulations which also guide how pharmaceutical companies can market their drugs.
The reasons for the changes in how pharmaceutical sales practices are monitored are outlined nicely in this movie. How Jamie conducts himself is exactly why these sales practices are no longer allowed and are monitored as they are today. This monitoring protects the consumer from being prescribed unnecessary or the incorrect drugs. Drugs should be prescribed based on need not on greed.
How to avoid being jilted by a staffing agency
Posted on 21. Jan, 2011 by ggunn in Blog
Recently I was riding with a group of new business acquaintances who were talking about Staffing Agencies. One woman was loudly comparing them to “polyester suit wearing insurance sales people.”
I admit that my calm ‘oh really, why is that?’ response did not accurately portray how I was feeling. Why? Because when I was a brand new college graduate, I came up through the amazing sales training ranks of Metropolitan Life and I owe much of my success in running a Staffing Agency to this experience. (Not to mention that I was fairly confident that the wool stretch skirt I was wearing probably contained hints of polyester.)
She responded by saying, ”Oh you know, they only call if they need you and then they never call you back!” There wasn’t enough time at that moment to right her perception…nor had she come to that belief dishonestly. She is correct; many firms are guilty of what she was saying – but not all of them. I also knew I could help her avoid ever having that happen again.
People have strong opinions when it comes to staffing agencies and they are not always positive. Why? Because staffing agency horror stories abound and they can sound something like a disastrous first date. – Where one party fell hard – the job seeker, and the other – the staffing agent, didn’t. You know what I’m talking about. That big rush of attention: where they called and needed you RIGHT NOW, making you feel on top of the world, and then: NOTHING. Why? Because it turned out that you actually weren’t a good fit for the position…but instead of explaining this, the agent never called back -and even worse, refused to take your calls when you called out of desperation for information.
However, not all agencies are like this. Here are 7 tips for successfully working with a staffing agency so that you both get what you want – paid!
- You are a consumer and you have options. Look for an agency that caters to your specific industry and understands that the employer and the job seeker are of equal importance.
- Is the lead solid? Work with agencies that have sound relationships with their hiring clients. As a job seeker, it is within your right to respectfully inquire about the working relationship between the employer and the agency before agreeing to be presented for a position. This ensures no surprises at the end of the interview process where the staffing agency hasn’t been properly vetted and therefore cannot be used.
- Communication is critical. Every hour wasted by a job seeker pursuing a dead lead translates to a loss of future revenue. Only work with agencies that are prompt with their follow up with good or bad news.
- Everyone involved in the hiring process: the staffing agency, the job seeker, and the employer, are in this to make money – and that’s okay – respect this. If you are about to accept another offer let them know.
- Work with multiple staffing agencies. Not all agencies are equal, or more aptly put, not all agencies have the same clients. The trick is to be open as to which employers are considering you.
- Become a valued partner. If you are not a perfect fit for a current position, are you for others? If the answer is yes, than foster this relationship. Be willing to share the opportunity with others in your network. Good deeds get attention. You will be remembered and considered for future opportunities.
- Trust your gut. If you don’t like the feel of the relationship that is being fostered with any given staffing agency, you owe it to your career to find another one.
How do I know agencies exist that value job seekers as highly as employers? Because I run such a firm. At MGD Services Inc., we recognize that the hiring process requires three participants – the employer, the staffing partner, and the job seeker, each playing a uniquely valuable role. We appreciate that all parties deserve equal consideration and respect. This simple rule has led to the successful placement of hundreds of job seekers with satisfied employers for the past two decades.
~Gretchen Gunn
Principal, MGD Services Inc., a Certified Woman-Owned Staffing Agency
