I recently sat in on a conference call with several other technical talent search professionals from different firms. The purpose of the call was to learn more about the specifics of a position for which we would be recruiting. I was surprised at how few questions the others had for the hiring manager.

I, on the other hand, had plenty of questions. Just as a few examples, I was very interested in finding out more about what this company does, what type of environment they have, and specifically what they were looking for in a candidate (aside from the obvious requirements listed in the job description).

What is the value in asking all of those questions? The obvious benefit, of course, is that the more information I have, the better I am able to make intelligent choices as to whom I should submit for the position. That way I don’t waste our client’s time or the candidates’. But the more subtle value is that the hiring manager experienced my interest in their company and their needs, and observed my interest in helping them solve some of their problems.

How do you come across in your interviews? As someone simply listening to what the company has to offer, or as someone who is truly interested in what the company does, what the company needs, and considering how you might be able to help the company meet some of those needs? The only catch in all of this is that your interest has to be genuine. All else being equal, it’s a slam dunk which candidate is going to get the offer.

When we begin recruiting for a new position, there are several standard actions we take to find potential candidates: 1) post the job, 2) do keyword searches on some of the job boards, and 3) perform keyword searches on the Internet. Which leads me to the topic of this month’s newsletter–how well key-worded is your resume? If you’re in the market for a C/C++ developer role working on scientific software, how high are the odds that when that company starts searching for resumes, they’re going to find yours? Effective use of keywords can increase those odds. There is a lot of information out on the Internet about the nuts and bolts of effective key-wording a resume, but here are a just few pointers to get you started.

1. Put the word “Resume” on your resume. Perhaps obvious, but probably the most overlooked. Most recruiters I know begin their keyword search with “resume,” and then a string of keywords related to the job description. Yes, in the past this has been considered bad resume etiquette, but something like “Resume of (your name)” will be perfectly acceptable.
2. Make sure your most important keywords are embedded in a descriptive sentence. As an example, if you want to highlight your Visual C++ experience, make it part of a sentence such as, “Lead programmer on system interface solution using Visual C++.” The reason for this is that some companies will use keyword scanning software which will distinguish between keywords found in a keyword list (such as a skills matrix) and those found in a descriptive sentence. Keywords found within a descriptive sentence are weighted higher than those that aren’t.
3. Spell out your keywords in all of their common spellings. Visual C++ should be listed on your resume as “Visual C++” as well as “VC++” and “MSVC”.

Again, these are just a few tips to get you started, but an Internet search on “resume keywords” will bring up a wealth of information on effective use of keywords to maximize the chances of getting your resume noticed.

With one new person joining LinkedIn every second (actual statistic!), I figure the chances are pretty good that when I’m researching a candidate, he or she will have a LinkedIn profile. Most of the time I’m correct and frequently a candidate’s LinkedIn profile is a rich source of valuable information which often provides me with ample evidence to reaffirm that this is the right candidate for the job. Sometimes, however, I find that a candidate’s LinkedIn profile is a bit like walking into an abandoned house where the absence of information is actually startling. Here are examples of what I mean:

• No profile picture

• No job history

• No education listed

• No groups joined

• No recommendations

• No interests listed

• Few or no connections

The absence of one or two of these is hardly a show stopper, but when most or all of them are absent, it really makes me wonder why the person created a LinkedIn profile. Which then makes me wonder even further about the candidate. Fair? Probably not, but that’s all too often how HR people and hiring managers think.

So, if you do take the trouble to create a LinkedIn profile and intend to use it to help you in seeking that next opportunity, make sure to maximize the positive impression you make on a potential hiring manager by ensuring that your profile works in your favor. Take the few minutes to beef up the content and help visitors to your profile really see you at your best.

In this issue, I’d like to talk about what is probably my number one recommendation for maximizing your chances of being considered for a position: Speak Specifically to the Job Description. I can’t emphasize enough how valuable this one action is. Here’s an example: Let’s say that we post a position for an eCommerce Web Developer. The description has a full list of requirements including (just to name a few) fluency in JavaScript, JSP, CSS and experience building AJAX interfaces.

As the resumes come pouring in, recruiters and hiring managers narrow down the list by looking through them for the tell-tale signs that this candidate might have the experience called for in that particular position description. Depending on the job description and the resume, this might be an easy task, or it might be more difficult than finding a needle in a haystack.

Keep in mind that recruiters and hiring managers are often poring over dozens and dozens of resumes for a posted position. If it’s taking too long to tell from a particular resume whether or not a candidate has those qualifications, guess what probably happens to that resume? Unfortunate for that candidate, but a golden opportunity for you—if you take the time to include in your e-mail some bullet points that speak specifically to that job description.

In our example above, it would go something like this:

“I am responding to your job posting for an eCommerce Web Developer. Specific to this position,

• “I have been developing eCommerce Websites for over four years.
• “I would consider myself expert in JavaScript, JSP, and CSS.
• “I have had considerable experience building AJAX interfaces.”

And you would continue, touching on any of the requirements that were an actual match to your skills and experiences. I guarantee that if you do this one thing, you will truly maximize the chances of your resume being escalated up to the next level of consideration.

Let’s face it—interviewing is tough enough when you’re sitting face to face with your interviewer. Conducting an interview over the phone simply adds additional variables to contend with—each of which, if incorrectly addressed, can potentially sabotage the interview. To address this, I suggest a three-step approach to maximize the results of your telephone interview.

1. You Want to be Heard – Unfortunately, cell phone reception is typically “okay” at best. Although a landline won’t always be accessible, it is still generally the clearest form of telephone communication. When possible, try to schedule your interview at a time when you will have access to a landline. And whether on landline or cell phone (but especially when calling from a cell phone), make sure you are somewhere with minimal background noise.
2. You Want to be Understood – Being correctly understood is much more difficult when you are invisible. Body language and facial expressions are just two of the components of communication that will be missing when talking over the phone. Minimize this complication by speaking much more clearly than you normally would. For some, that might also mean speaking more slowly than usual. As well, try to avoid humor. Without the facial queues, such as smiles and such, it could be misconstrued as sarcasm (a definite interview turn-off).
3. You Want to Stand Out From the Other Candidates Being Interviewed – Here’s where you actually have the advantage when being interviewed by phone—you get to have your laptop, your notes and all of your questions spread out in front of you. Take the time to print out some key pages from their website. Highlight areas you might find yourself wanting to reference during the interview. Prepare a list of well thought-out questions and have them printed out and in front of you. You are going to have 20-30 minutes to stand out from the crowd. Ensure that you’ve taken the time to prepare to do so.

Follow this format and maximize the results of your telephone interview.