How to Find the Best Employees In Today's Market - It's Not as Easy as it Seems

Let's say you are in the fortunate position to be able to hire a new employee or two in today's difficult economic times. The perception is that all you would have to do is open your lobby door and a stream of qualified candidates will waltz right through. Unfortunately, that really isn't the case.

Yes, the news is littered with story after story about companies downsizing and sending workers out their doors, and yes, there are some very qualified, competent workers who have been let go. But good, qualified candidates are still tough to get - many of the potential employees on the market today are near retirement age and/or do not have a desire to re-enter the marketplace. Others are specifically trained for a discipline other than yours. Still others were not making the grade at their current organization and have been downsized to eliminate a performance issue.

So what happens when employers decide to post an ad for a new opportunity? There is a surplus of responses - perhaps just not the right responses. It's a tough time and those that are looking are looking for anything that might have a chance to be a fit, even if it's not. Responses have become diluted and the time to review and sort resumes is more intense and overwhelming then ever before.

Where are the qualified candidates? Many are still employed. People are less likely to leave their current employment than ever before. If they have a job that pays well, is stable, and they are content (perhaps not even happy), they are sticking to it. In order to make a change, an offer needs to exceed expectations, because for the most part, the mood has shifted and people really are just happy to be employed.

So, how do you screen and select the best people for your current opening?
* Now, more than ever, this could be the right time to invest in a recruitment firm to assist you in your search. Yes, this is an additional financial investment, but it is also a useful time to free up your time and allow a professional to screen potential candidates, look to the currently employed that wouldn't consider putting their resume on a job board in a volatile market (no one wants to risk their current employment). Narrowing down the overwhelming list to a few prime choices is well worth the investment.

* Look to promote from within. If there are qualified candidates within your organization already that might be up to a new challenge, promote them. The goodwill you will gain internally will be overwhelming, and it’s always easier to find a lesser qualified candidate (and potentially lure them away from a current position) for an opening than a more senior person.

* Remember the intangibles: it’s not just the salary and benefits that will make your opportunity desirable today. The cultural environment of your office and the overall stability of your company are going to be more important than ever. Be sure to identify ways that you can demonstrate both to potential employees.

What You Didn't Say

Sometimes, it’s what you don’t say that speaks most clearly. Body language and non-verbal communication can tell those around you volumes about how you are feeling and what makes you uncomfortable or nervous. This blog explores how you can make sure to send the right message, whether on an interview, receiving an employee review, on a sales call, or any other time you are hoping to make the best of impressions.

Your Entrance
You’ll have points subtracted instantaneously if you’re seen making some of these blunders:
* Often times the receptionist or other gatekeeper has been recruited to make initial observations. Be polite, courteous and make sure to know the name of the individual you are about to meet with without having to reference your notes.
* Don’t chew gum – even if your intent is to spit it out before you enter the appointment.
* Don’t be seen smoking – stopping for a last minute smoke (even in a designated area) is not okay.
* Don’t speak on your cell phone or type on your blackberry while you wait – this appointment should be perceived as the most important thing on your calendar.
* Carry a portfolio or other professional looking notebook so that you can take notes if required. If on an interview, always bring a clean copy of your resume, even if you have already sent one.
* Always have a pen available (make sure it works!).
* Handshake: firm and solid without being overbearing. Look them in the eye while you shake. Smile and be excited for this opportunity.
* Do not ever cross your arms! This allows the interviewer to believe you are closed off and uninterested.

During the Meeting
* Keep tabs on your posture – sit up, and lean slightly forward to signal interest. Don’t slouch.
* Keep your feet on the floor – don’t cross your legs and don’t ever put your feet up.
* Be alert – keep focused on the interviewer without staring. Make eye contact for several seconds at a time and then glance away momentarily.
* Smile when appropriate. Watch the interviewer to gain clues into their personality – if they are serious, you should be as well. If the interviewer is lighthearted and laughs or makes lighthearted comments, do the same, but make sure to be subtle with all your emotions.
* Be sure to nod “yes” where appropriate.
* Don’t overdo with your tone of voice – make sure your volume matches that of the interviewer – not too loud or too quiet.
* Listen and don’t ever interrupt – let the interviewer ask a complete question before beginning to answer.
* Stay calm – no matter what is asked.
* Keep your arms occupied by holding a pen or resting your arms on the chair or on your lap. Don’t use your hands or arms too much as you communicate.

Important Points to Remember
* Confidence is Key: eye contact is a great way to communicate that you are confident. If you look away for long periods while speaking, it can indicate that you are lying. If you need to explain something difficult about your resume (a period of unemployment, a termination), look directly at the interviewer, speak in an even tone and be direct and to the point. Practice your explanations with a friend and make sure you are able to respond without hesitation.
* Don’t be dramatic or gossipy: even if you didn’t have a positive past experience or there were issues with fellow employees – the person interviewing you is not your friend, they are a professional who you are trying to impress. Keep to the facts, not your opinions.
* Watch your facial expressions…literally. Tape yourself or answer questions to yourself in front of a mirror. You’ll be amazed at what you give away. Modify your expressions to eliminate negative characteristics and remember to smile.
* Be proud: Walk tall. Shake firmly. Stand your ground. Speak clearly. Be proud of you are.

Complimentary Webinar: How E-Verify Will Impact Your Organization

Thought the following course might be of interest to you.

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• The latest legal updates about E-Verify
• Who is impacted by E-Verify
• How to avoid penalties and fines
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To learn more about E-Verify and I-9 compliance with the nowHIRE program, register below for the Webcast on February 19, 2009

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Where the Jobs Are

I recently read the following article on www.cnn.com and found it to be so relevant and appropriate for the times as well as for our industry that I felt compelled to post an abridged copy of it in this week’s blog. I hope you agree.

The U.S. Customs and Border Protection, Federal Bureau of Investigation and Central Intelligence Agency are all hiring and more could be added to the list. If the economic stimulus package is passed, the Obama administration said that would lead to 244,000 government jobs at a time when thousands of private sector jobs are getting slashed.

Enjoy and Happy Hunting!

David Lammert

As unemployment rises, Uncle Sam has jobs
Abridged: Associated Press, Feb. 3, 2009

The economic downturn has forced private industry and state and local government to shed jobs, but one major employer in the country is hiring: The federal government.

While the nation's 11 million unemployed and the millions more who fear losing their jobs may feel Washington should streamline too, economists say a strong federal work force is key to economic recovery. Were President Barack Obama to put any of the nearly 2 million federal civil servants out in the street in the middle of the worst economic downturn since the Great Depression, the consequences could be dire.

Obama's proposed $800-plus billion economic aid plan, which includes heavy spending on public works, is expected to increase the ranks of government workers, although mostly at the state and local level.

That measure is working its way through Congress just as Microsoft Corp., Pfizer, Caterpillar, Home Depot and scores of other companies are shedding workers, and governors are asking or ordering state workers to accept furloughs, salary reductions, truncated workweeks or reduced benefits.

Simply letting federal workers go is "penny-wise and pound foolish," said Max Stier, president of the Partnership for Public Service, a nonprofit group that works to revitalize the government and its work force. "We had a situation where we had a single person monitoring toys coming in from abroad. The result: You get lead-tainted toys coming in to the country," Stier said. "We need people looking out for the public good."

Paul Light, professor of public service at New York University, also thinks more, not fewer, federal workers are needed on the front lines. He said other steps could be taken to trim costs. The Obama administration has suggested reducing the number of managers at the middle levels, he said.

The government's civilian, nonmilitary work force peaked in the late 1960s at about 2.3 million. It was 2 million or more through the mid-1990s, when the government cut more than 400,000 jobs — many through military base closings. Since 2001, civilian employment in the executive branch, excluding postal employees, has edged upward from 1.7 million to about 2 million, largely because of new homeland security jobs.

More federal job openings are on the horizon.

A report released in January by Christina Romer, head of the White House Council of Economic Advisers, and Jared Bernstein, an economic policy adviser to Vice President Joe Biden, predicted that more than 90 percent of the 3 million to 4 million jobs that Obama proposes to save or create would be in the private sector.

But the report also estimated that 244,000 government jobs — some at the federal level, but more at the state and local level — would be created or saved.

That was based on a $600 billion stimulus package; the one being debated in Congress is more than $800 billion.

Moreover, many baby boomers who are getting government paychecks are at retirement age. The Office of Personnel Management estimates that 58 percent of supervisory and 42 percent of nonsupervisory workers who were on the federal payroll as of October 2004 will be eligible to retire by the end of next year. The financial meltdown, however, has prompted some to delay retirement.

Other older workers are seeking federal jobs, which come with job security, health and life insurance, a federal retirement program, paid vacations and leave and other benefits.

Rising unemployment and excitement about working for Obama combined to motivate about 350,000 people to apply for 3,000 to 4,000 political appointee positions in his new administration. Jumping to the federal payroll, however, doesn't necessarily mean moving to the nation's capital; more than 80 percent of federal civil workers are employed outside the Washington metro area.

How Did You Do?

You read our blog on Interviewing and you just secured the interview for a job you really want. You show up prepared, dressed to impress and ready for anything. You have reviewed your resume and practiced your responses.

And as you walk out, you have absolutely no idea of how it went…

Here are a few ways to decipher.

* Was there a positive verbal response? It’s an easy indicator to intently listen to the words that the interviewer uses. If they are responding with comments like: “that’s great”, “please, continue” or “please, tell me more”, you are definitely on the right track.

* What was the body language of the interviewer? A head nod, a smile, or leaning forward can all indicate that things are going well. The reverse: arms are crossed, checking their watch or responding to their phone or emails can all indicate that this might not be the job or the right fit for you.

* Were you interrupted? The interviewer cutting you off or interjecting to redirect your response can be a sign that the interview is not a complete success. Make sure to listen to the question and keep your response specific and to the point. Not staying on message is near the top of the list on why people don’t get to the next step. Some employers may take the time to dig for the response they are looking for, but most will just move on and you will have lost the opportunity to score points on that topic.

An interruption while you are answering a question shows that the interviewer either does not like your response and isn’t that interested in hearing from you.

Another point to remember, don’t anticipate what the interviewer is going to ask, wait to hear their entire question before responding. This week I spoke with a hiring manager who told me of a recent round of interviews in which candidates had anticipated the question before he could finish and began answering. This is improper on several levels and it ended the candidacy of these otherwise qualified individuals.

* Did you ask questions? If offered the opportunity at the end of the session to ask a question, make sure to do so (have one ready). If offered the opportunity to inquire about the job or the company and you decline, you are signaling that your interest is not very high in the company or opportunity.

* Were you told about next steps? If not, there is a good chance that there won’t be any.

* Were you asked about your timing? If you are asked about your availability to begin the position, you can bet the interview is going well.

* Were you asked to meet anyone else in the company? In most companies, you will have to meet more than one person before an offer can be made (either a supervisor or someone from Human Resources is typical). If you complete your first interview without mention of anyone else in the organization, you may not have made the best of impressions. If you are introduced on the spot and/or given names of those that you will meet with at some point in the process, you are on the right track.

* Did they try to sell to you? Any effort that is spent on trying to convince you that this is the right job and the right company for you by the interviewer is an excellent sign that you are the one that they want.

* Did your time go over that which was specified? If the interviewer gave you a specific time frame for your meeting and your interview extends beyond that stated period it is an excellent sign.

* Did they ask for your references? Just like any next step, this is a good sign. Even better is if you hear from your references that they have been called. If they weren’t interested in you, they would not spend the time following up.

Hope this was helpful. Good luck on your job hunt!

David Lammert