When Women Self-Select Out of the Hiring Process

I was having a cup of coffee the other day (those of you who know me, recognize this as code for: basically every moment of every day), when my wife asked me for some help applying for a job she’d seen in our childrens school district. Since I’m a geek around recruiting, job descriptions, etc, I got into it. The description – “.8 Technology Integrator” (gotta love a compelling job title, way to market the sexy on this one, Newburyport), seemed pretty straightforward, and a good match for her skills and experience.

Here’s where it gets interesting – here’s how a man generally sees things:

“There are 8 required skills. She has 6 of them down cold, one is easy to reboot (Mass teaching license, her’s is lapsed, but so what?), and one she can get done with a bit of time. Granted, the last one’s important – an Instructional Tech Specialist license, but she’s done enough homework on how to get it, and has enough relevant work experience that it shouldn’t be a big deal. On top of that, even if it rules her out for this exact position, the role’s open, and somebody somewhere is saying ‘I can’t keep working 60+ hours a week, at this point, I’ll take someone who can at least do part of the work, I’m desperate’.

Cool – they’re definitely going to at least want to talk with her, and it never hurts to try no matter what. At least her name will be in front of them, in case something else comes up. [Insert cliches about missing every shot you don’t take, foot in the door, something about eagles taking flight, yadda yadda]”

Here’s how my wife, and many women, see this (I know she does, because when I said basically the same thing I wrote above, to her, she gave me this response):

“Holy crap, I only meet 6 of the requirements, they’re never going to want to talk to me. I’m not going to apply.”

You may have noticed a slight… difference, in our perspective. Women seem to self-select out very early in the hiring process. Heck, they don’t even really start the process. It seems to be powered by the confidence piece that Sheryl Sandberg talks about in Lean In.

This haunts me (quoted from an excelent Atlantic article by Katty Kay and Claire Shipman):

“Hewlett-Packard discovered several years ago, when it was trying to figure out how to get more women into top management positions. A review of personnel records found that women working at HP applied for a promotion only when they believed they met 100 percent of the qualifications listed for the job. Men were happy to apply when they thought they could meet 60 percent of the job requirements.”

Now, admittedly, some of what I’m writing about is anecdotal – and, Curt Rice has a critical critique of the HP piece on his blog (he writes on gender equality, etc, and is very much a white hat) – so take it as this: not hard and fast data. But… personal experience, research that begins to back it up, very little that opposes that data, and my experience working with job applicants seems to bear the theory out. It’s an issue, and we need to understand it.

So, here’s the thing: if you do, in fact, do this, opting out before you even opt it: stop it. (Heck, if you’re a man and you do this, stop it, too). Stop selling yourself short. I know there’s a ton behind this, that our society has been programming you since the get-go (eff you, Mattel!) to think of yourselves as somehow not as strong, not as lucky, not as… men. And that’s probably one of the stinkiest piles I’ve come across in a long time. Each and every one of you has one shot in life, just like the men you know. Each and every one of you is not defined by gender, but by who you are, and what you chose. Chose to apply for that job, if you fall somewhere in the ballpark (within some level of reason: that degree in writing poetry – yes, that’s a thing I did – means my dreams of applying for a role as a rocket scientist are likely shot, but it does mean I’m not shy about thinking I’d make a hell of a ad copywriter if I ever decided to walk that path).

Cliche inserting time: you miss every shot you don’t take, and there’s no penalty for taking the shot. Go forth, and conquer. Yadda yadda.

Senior Talent Acquisition Positions – Mobiquity – Boston, New York City

Just to follow up on my previous post, here’s the official job:

Senior Talent Acquisition Specialists – Mobiquity – Boston and NYC Offices

Are you interested in being a key part of a new recruiting department – one that’s focused on 21^st Century recruiting? Inbound-marketing oriented, utilizing the most cutting edge tools available today, a team that will invent practices and approaches that will be emulated by other recruiters?

Want to change the world (of recruiting, at any rate)? Want to have fun while you’re at it, as part of a highly respected team that works for a company that gets how important recruiting is?

Then, what are you waiting for? Seriously: skip reading the rest of this if you understand how unique that all is, and apply. Now. Toot suite, and all of that. And (or), reach out to Martin Burns, Director of Talent Acquisition: www.linkedin.com/in/martinburns/

The idea is: you get it, too. You’re a recruiter, and you think that’s pretty darned cool. You’re proud of what you do. You want to be valued, given lots of room to experiment, and take pride in helping build a company. It’s what you do.

Recruiting for a services company is fascinating: the number of moving parts, dynamic nature of the business, and how important it is to hire the absolute best makes it a unique environment for recruitment. Layer in a start-up, rapidly scaling tech company on the cutting edge of the next wave of technology, and you’ve got a unique challenge. Mobiquity is a professional services firm working with the Global 2000 to create innovative mobile solutions and apps that drive business value.  Combining strategy, user-experience design, app development and backend integration, Mobiquity delivers solutions that span the entire mobile ecosystem, driving business innovation and competitive advantage. The people are key – and, so is recruitment.

Here are some bullets….

Roles & responsibilities

• Be awesome. Funny helps, too.
• Create, and maintain, talent pools of appropriate candidates for a group of roles you’ll own – heavy on the tech side, but likely to include a mix of marketing, sales, G&A, etc
• Treat your candidates like people – because, that’s what they are. Get back to them on time, be honest about their status, don’t overpromise.
• Partner closely with hiring authorities, making sure you understand what they need, and keeping up active communication with them throughout the hiring process.
• Create engaging recruitment-marketing, from job descriptions and live events, to campaigns that drive candidates to the company.
• Research & source from unique corners – you’re not on Monster: you’re on GitHub & Stack Overflow.
• Prescreen candidates: you find it a point of pride that when it’s time to make an offer, you know exactly what it will take to close the A-player you’re looking to bring onboard.
• Gather input from subject matter experts across the company – you’re probably a sponge by nature. You find learning fantastic.
• Set up related campaign workflow, tracking and alerts within the CRM and marketing automation systems
• Track, analyze and communicate to stakeholders about candidates, the hiring market, and what it will take to keep a pipeline of A-level candidates engaged and – ultimately – hired.

Qualifications & experience

• At least 3-5 years of experience in a fast-paced recruitment environment
• Ideally, you’ve worked corporate and agency sides of the business
• Experience working with an ATS – we use JobVite, but that’s not required, everything’s teachable
• You like people – and, they tend to like you…
• Solid writing skills – you have fun creating engaging copy and job descriptions
• Did we mention a sense of humor?
• Organizational skills help – but, not rigidity. You need to be comfortable with a bit of chaos. It’s spicy.

Seeking Extraordinary Talent Acquisition Professionals: Boston, Redwood City, and Beyond

In putting together a job description/ ad for the talent acquisition professionals I’m looking for, I wound up writing a manifesto. Not sure it’s what I’ll run with, but I like it. Kind of a lot – thought it deserved life somewhere, and since I have this handy little platform available to me, I’m going to take advantage. Please, feel free to pass along, dissect, disavow, dissemble, diagnose… just, don’t duplicate (unless you’re willing to pin the blame on me). Never was a fan of copycats.

In any event: I’m building a team. It’s going to be fun. There’s loads of potential, a great platform, some interesting challenges, and support from the executive team. Don’t expect me to breathe down your neck, but do expect me to help you when you need it. I know I need people in Waltham (near Boston), Redwood City (that’d be near San Francisco), and I’ll probably need somebody in Gainesville.

Senior Talent Acquisition Consultant                                                                                                                               

Ever want to be part of building something extraordinary? Now’s your chance.

Why Join Mobiquity? Why Now? Because it’s Your Best Move, and Now is When it’s Available

There’s a reason why thought-leaders like Andrew Hiser, the pioneer of human-centered software design, have joined Mobiquity. It’s because they see the future becoming the present: Mobile changing everything.

It’s the 5^th Wave. The world in your pocket. Applications that tell doctors how well your medication is working as it passes through your body, to ones that alert a restaurant that you’ve pulled into their lot and are ready for you to walk their take-out to them.

Apps that help drug addicts recover, and apps that will help you retire wealthy.

We’re not talking about flinging birds at pigs anymore (fun as that is). We’re talking about changing how people behave, how business gets done, and how we will shape the future.

Mobiquity is at the leading edge of the wave. Positioned to define the future of mobile, a name that will become as familiar to the world as the names of the biggest successes out of the Internet wave.

Talent Acquisition Makes it All Possible

Without solid talent, organizations stagnate and fade away. Without the greatest talent, organizations can’t surge, can’t become the key leaders in their space. Our job is to make sure that happens. We seek real recruiters. Budding talent acquisition thought leaders. We get the big It: that it’s always about the people. That A players hire A players, while B’s hire C’s, C’s hire D’s, and well… then you get to F. Failure.

Our role is to find the A’s, engage with them, excite them, and help them through the hiring process. We’re matchmakers to the Nth degree, but we’re also business people. We use marketing, social media, talent pools, innovative sourcing & research, and a degree of sales skills to attract the very best. We never cut corners, we don’t lie, harass, or avoid hard truths: we are the A-players of recruitment.

We Are Looking for You

Join us, if you see recruitment as much of a calling as a profession – if it’s your passion, as much as your paycheck. We’re going to blow some things up. You should find that exciting. You should feel process is a tool best used lightly. You should be funny. Funny matters, in this role and in life.

If you’re sitting there, thinking “holy crap – I’ve been looking for this!”, you have the next step in your journey to greatness: Find our Talent Acquisition leader, Martin Burns (you can use your mad Boolean to do that right now, or just scroll down a bit). He’s looking for people want you to share some new skills, try new approaches and make some mistakes along the way, and to grow into leaders in our game-changing, rapidly evolving profession. His goal is to make sure you get the opportunity to do all of that.

Make the Best Move – Join Mobiquity

You can find Martin all sorts of places: mburns@mobiquity.com. 617.851.7277. twitter. linkedin. facebook. etc, etc…. You’re in the game. You get it.

Related articles

• Dr. Changelove: Or, How I Learned to Stop Worrying, and Went to Mobiquity (recruiter.wordpress.com)

Dr. Changelove: Or, How I Learned to Stop Worrying, and Went to Mobiquity

Funny, how life goes. A few weeks ago, I was buzzing along, running Talent MatchUp & working with a great client called Magenic. I’d been working onsite with them for a little over two years, and it was great. Smart people to work with, a nifty little model that I think may be a significant part of how we do recruitment in the future, and I’d become friends with many of the people there.

All that said… something was missing.

That’s not unusual, of course. You spend a few years doing the same thing, and you can start to feel a bit stale. The work had become fairly routine, I was in a pattern, and… I hate that. I’m not someone who’s good at rinse-cycle-repeat, and that’s where I’d gotten myself. Not that the work didn’t have its fun challenges, but still. I wanted something harder.

Like many entrepreneurs, I don’t know how to say “ahh, this is good – don’t mess it up.” On the contrary. I honestly think I exist to mess things up. A little bit of chaos, of weird, seems to suit me. It’s probably why the Absurdists have always resonated with me. Why I felt so at home the first time I stepped into the ICA. Why I find comfort in The Fairy Fellers Master Stroke.

Safety isn’t exactly in my power alley.

So. Last Tuesday, like I do from time to time (and, you should, too), I reached out to my network. Said something along the lines of “I’m sure you haven’t, but if you’ve heard of my dream job being open, could you let me know?”

See, here’s the thing: sometimes, when you speak into the Void? The Void also speaks back to you.

In this case, it was my friend Steven. He’d heard of something. Something that was Really Cool. Perfect. Insanely great. So, like I’m always telling people they should do, I took the resume I routinely update (you should, too), and shot it to him. He made an intro to their insanely great Chief People Officer. We had coffee. She’s insanely great.

So’s the team that she lined up to meet me on Monday. They’re really great. Winning dream-time kind of people. A smart idea, and first to market. Profitable in their first year. An inspirational founder who has multiple successes under his belt. Big goals, and smart plans on how to achieve them. I really wanted in.

So… yeah. It happened. The big IT. Susan (the Chief People Officer – did I mention, insanely awesome?) asked me to come onboard, and build their recruiting department. I think I hesitated for…. no. Nope, didn’t hesitate. Couldn’t. Took the job.

So, in my rambling way, I’m very (very) happy to announce that I will be joining Mobiquity later this month, as their Director of Talent Acquisition. I’ll be rolling up Talent MatchUp in the meantime, since Mobiquity is going to be scaling hugely, and will need all of my focus (along with the recruitment team I’ll be building). It also means that Magenic will be looking for an experienced talent acquisition specialist for Waltham (know a good one? send ’em my way, and I’ll treat ’em right).

Mobiquity is going to be big. They’re a year out of the gate, and already a leader in the mobile space – and, with IT directors now saying that mobile spending will be  growing by 50% in 2013, that’s a good place to be. The executive team is impressive. Well planned expansion underway. They’re – wait, _we’re_  going to be hiring. A lot.

If you – or, someone you know – is looking to get in early with a game-changer, this is it. Find me anyway you can, and let me know who you (or they) are.

Short term (ie, yesterday, if possible), I’m looking to hire several experienced Sales Executives for New York and Philadelphia, as well as a Client Partner for New York. I’m going to have a lot more to share, soon (developers, developer, developers….G&A. Marketing. Recruiters…). Stay tuned.

Also: the career site needs some work. Which I find geekily exciting. Just bear with us for a brief bit.

The Funny Things Candidates Send Us

JobMob has a post up with a list of funny things candidates send to recruiters (hint: if you’re formatting your resume like a Playboy centerfold “fact sheet” – and you list “intelligent people” as your biggest turn-on, spell intelligent right). It’s a pretty fun read, and eye-opening. Some of those tactics actually worked.

Granted – many of them don’t. I generally recommend you only go all-in if you’ve got a good, relevant reason to do so (for instance, I’m sure Playboy’s seen the centerfold-resume schtick before, and are probably okay with it, but Bank of America might not think it’s as… appropriate). Also, be careful what you send – boob cupcakes (sense a theme here?) can, and did, misfire.

In my time, I’ve gotten a few fun ones: giant novelty aspirin; Target flip-flops; a vinyl copy of Stand! by Sly and the Family Stone; a copy of The 21 Balloons; money (seriously – well, not “real” money, just a book of McDonald’s coupons – which showed lack of research, as I’m not a fan of the golden arches). Actually, the only one that got the candidate an interview was the giant aspirin, and that’s because it was a prop in a nifty marketing campaign from the candidate. Who I’m still in contact with, because he’s clever and interesting.

I’m curious – if you’re a recruiter, what sort of weird/ greatness have you gotten? If you’re a candidate, ever tried this approach? Succeed? Fail? Would you do it again?

Stop Biting Your Teeth – Your Resume Cannot Be All of You

The Eastern-oriented philosopher Alan Watts once said “trying to define yourself is like trying to bite your own teeth.”

He was right, and if you’re like me, the first time you saw that quote, you tried to bite your own teeth. I suppose if you have dentures, you could do it, but you get the point. It’s generally impossible, frustrating, and hard to resist attempting.

I happen to think resume’s fall into the same bucket. We’re taught for our entire business lives that we need to have a resume, keep it updated, list our accomplishments, skills, education and merit badges. Bullet points describing all of our jobs and duties. Not on pink paper. Keep it to one page (well, two is apparently permissible now). Blah blah blah.

Here’s the thing: if you can’t define yourself to yourself, how in the hell are you supposed to define yourself in two pages or less to a massive variety of strangers? That’s like trying to bite somebody else’s teeth, via e-mail. Utter rubbish to even attempt it.

So, don’t.

Let me ask you a question – how much time do you think you spend, on average, each time you revise your resume? I’m betting if you were to sum it up, you’ve lost days of your life on the bloody thing. Agonizing over font, margins, the objective, where to put your education, etc etc etc. Then, you get it done, and read a blog post by some idiot in Boston about the “proper” way to write a resume, panic when it doesn’t agree with how your resume looks, and restart the whole process.

Only to read a blog post by some other idiot that contradicts the guy in Boston.

Rinse. Cycle. Repeat. Vomit from stress as needed.

So. What to do?

Here’s my humble thought: stop. Stop trying to bite your teeth. Beyond being frustrating, you’ll probably clip your tongue in the process, and that’s no fun.

Now, you still need something to send in when you see that dream job (or, job – not all of them are the stuff of dreams). It’s still called a “resume”, and it’s still relevant to what you need to accomplish (ie: get job). It’s just less teeth-biting, and more move on to what matters. Which is better.

See, when I’m looking at a resume of a candidate, there’s usually a whole ton of stuff I don’t give a crap about on there – I mean, it’s not a ding on the person, but I have certain needs that I need met, and I’m selfish. So are you, by the way – it’s the human condition. Embrace it and all of that. What I need will be relevant to the job I’m trying to fill, and the more excited I get about your resume will be directly proportional to how close a match your resume is to that job.

That, my friend, is called a clue. A pointer to where I’m going, in what is a somewhat rambling and incoherent blog post.

If your resume has the skills/ words I’m looking for – giggity! I’m excited. You will be, too, since it means you’re going to get an interview. One step closer to “get job, do happy dance” time.

If you’re saying/ thinking “What the hell – does this guy recruit mind readers?”, well, fantastic as that would be, no. I don’t. What I do do, is make it easy for you to match your resume to my needs: by putting it in writing, and publishing it. The job description, in other words. A bulleted list of what I need. There for the taking.

You should. Take the help.

To break it down a little, it’s a couple of steps.

• Create a template

• Your name, contact info (you really should have your LinkedIn or online bio in there) at the top
• A section called “Relevant Skills Summary”

• Leave this blank
• In between, work history

• Just title, company, location, dates of employment – that’s it
• Basic educational info at the bottom (school, degree, year of graduation)
• Stop. “Save As” “Resume Template”

• Or call it “Angry Badger” I really don’t care
• Find a job you want
• Take the job description, and look at it bullet by bullet

• For every bullet where you say “I’ve done that (or, something close to it)”, add that skill in where it’s relevant on your template (ie, if they want, say .NET and you developed applications using C# .NET, ASP.NET, etc at a job, put that under that job, and talk about what you did that was cool about it, maybe it won an award, or made your boss look good)

• In the “Relevant Skills Summary”, put in “.NET 4.0” (or whatever  this isn’t redundant, it’s emphasis)
• As you go through the list, cross off the qualifications you’ve added into your resume
• At the end, look at the list – if you’ve only connected yourself with 2 out of 10 requirements, you may be in trouble – look again, and ask yourself why you’re qualified for the job

• If there’s something in the description that you can’t quantify with a relevant match to your past experience, but that you think makes you a fit, develop a compelling argument around it – use your cover letter, or relevant skills section to make that point

• Cruel reality: if your answer is “I’m a quick learner, I can figure this stuff out, I just need some training”, well, that’s not a qualification I can quantify – and, frankly, it means you’re technically qualified for every stinking job on the planet.
• Look over your customized resume – there’s probably a fair amount blank under some of your jobs. It’s okay at this point to add an accomplishment or two under each – but, try and keep it quick since A: less is more B: you’re going to spend too much time working on those, and I’m barely going to absorb them. Too much effort on your side for what amounts to a sideshow on mine.

• I like that you’ve accomplished things, but I’m not going to dive too deep into them if they’re not relevant to my needs

• Remember: selfish
• In the eduction section, think about if you need more than what you have. If you have certifications or training that are relevant to the job (ie, Microsoft MVP, Ruby on Rails Boot Camp, etc), it’s worth adding

• But, generally people don’t care if you’re in Mensa, or Toast Masters. Or went to clown school (I am not making that one up, by the way – and, no, I wasn’t recruiting for Cirque du Soleil)

• Recruiting clowns with ESP for Cirque du Soleil would be pretty bad-ass, though
• Save the resume with a name that’s relevant to the job (ie, Burns, Martin – Mind Reading Clown Recruiter Resume – CdS)

Alright – I know, that seems like a lot of “work” to do a custom resume for each job. But, the thing is, it’s not. It’s efficient. You’re much more likely to get noticed if your resume matches the job (just, don’t copy and paste, that’s a bit too obvious), which ultimately means less time spent sending out resumes and more time in the interview chair.

Where I highly recommend you wear a clown suit. A mind reading clown suit.

Software Engineering Jobs Around Boston

Hey, you.

Psssst – yeah, you. The one with the job you kinda-sorta like, where you’ve been comfortable for a couple of years. The problems are relatively interesting – not amazing, and, honestly, getting redundant – and you know where the cafeteria is, the short cuts home, all of that. Frankly, it’s not great – morale’s down, and turnover’s increasing, but, hey, it’s better than nothing, right?

Right?

No. No, it isn’t. We both know you’d be happier somewhere else. We also know the economy the past few years made the idea of a job search, well, dicey. Out of the frying pan, a quick bounce into the fire, and then likely into the unemployment line. So you held onto your job, watched friends get axed, took on their work, maybe (if you were lucky) took on some extra pay as a “thank you for doing three people’s jobs, here’s a nickel” kind of thing, and quietly said “I’ll move when it’s better.”

It’s better. Really, really better. I’m kind of at the tip of the spear when it comes to hiring, just the nature of my role, and I’m busy.  Frankly, I’m busy enough that I need candidates more than I need clients. The seesaw supply-and-demand nature of my industry just flipped (as it does, over and over and…)

In any event, I’m looking for a few good people – primarily software engineers – for clients in and around Boston. The opportunities I’m working on range from consulting to product development to R&D. Tech from .NET to Java, Ruby to Python.

Spread the word, and reach out yourself if you’re interested. The game’s afoot. You can reach me at: mrtnburns AT gmail

Don’t Be a Stalker

Seriously.  There’s a line between getting noticed, and getting blocked.  If you’re right for the job, and you do the right things to get your resume/ blog/ whatever in front of the right person, they’ll call you.  If you know they’ve seen your information, and you don’t get the call – well, all the repetitive e-mailing/ insisting on “networking over coffee”/ yada-yada isn’t going to change the fact that you’re not right for the job.

What it will do is burn you into the memory of the people you’ve harassed – in a bad way.  If/ when a job comes up that you’d actually be a fit for, you won’t get called.  You might get slapped with a restraining order, but you won’t get called….

Right now, there are a lot of people – understandably desperate and scared, and I feel for them – who are going overboard.  They’re spamming every opening they can find, applying & reapplying for the same jobs, calling and insisting they’re a direct fit, etc.   This is a true story from a friend of mine, that I’ve modified: “I’m perfect for this job!” (despite the fact that it’s in Miami, and the dude lives in Duluth, and requires an in-depth knowledge of selling social networking tools) “But, I use Twitter, that qualifies me!”.  Then, he called my friend the next week.  And the next.  And… you get the picture.

Here’s a secret: recruiters talk.  A lot.  Mostly to each other.  Don’t get known as a stalker.  That said: if you’re good, but not a fit, we talk. A lot. To each other.  If we know of someone good we can’t hire, and hear that one of our buddies is looking for someone like that, we’ll pass that person’s name along.

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Want to Get More Recruiter Calls? Stay Visible

Sometimes, what seems clear to some (due to their occupation) is pretty damned opaque to others.  I was just looking at a profile on LinkedIn – background seemed at a high level to be a fit for a job I’m trying to fill (Java Engineer).  So, I got excited.

Then I saw that he was interested in hearing about a new job.  I got even more excited.

Then, I decided to reach out to him.  And that’s when I got less excited.  Considerably less excited.

See, he’d made that part impossible.  He hadn’t done the standard workaround, for starters.  LinkedIn likes to keep e-mail addresses hidden, so they can charge you for access to the person.  If you want to be reached, add your e-mail next to your name, or title, whatever.  Just get it up there.  If you’re not so inclined to *ahem* play with the rules (I’m the “apologize later” type), at least provide some level of information.  This guy had blocked out the name of every company he’d ever worked for, provided clearly generic titles, etc.  I’m willing to dig around if I’m interested in somebody, and find a way to contact them, but there’s a limit.  And, no, I’m not paying for LinkedIn’s premium service (and, I’d say the majority of my recruiting bretheren are the same), when I can typically get the info for free.  If you’re the exception to that, then expect to remain hidden.

Beyond that, and back to my title, in general you want to be very visible.  I don’t mean show up (with a briefcase full of crackers – a la Kramer), start working, and expect to get paid.  Although, that’s taking the “apologize later” philosophy to potentially _awesome_ levels.  But: try and contribute to Q&A sessions on websites that relate to what you do (recruiters read those religiously, looking for people who seem actively engaged in their professsions, and are – always important – reachable); check out Meetup, and find a group that relates to what you do – get to that MeetUp, and mingle; post your resume online, at Scribd – it’s ridiculously easy, and makes your resume searchable (recruiters do keyword searches on Google all the time: putting “inurl:resume” plus some skill set words in gets great people); use JibberJobber to manage your search; and…

…wait, I’m digressing into how cool Web 2.0 can be when it comes to helping get a better job, and that’s it’s own post.  Just got excited again.

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