Job Seeker Blog
Today is the last day before Willory officially closes for Christmas and while our offices are open Tuesday, Wednesday, and Thursday next week, I’m taking the time to spend with family and celebrate some personal milestones including my 20th wedding anniversary and my daughter’s birthday. This year (our seventh) was a great year for Willory and we’re excited that we have an incredibly strong foundation to continue to serve our clients with the utmost in HR & payroll staffing and consulting services in 2018.
I hate cancer. It has affected so many great people that I know including several immediate family members. My mom, dad, and sister are all cancer survivors while we (not unlike other families) lost family members much too early in their lives. We still feel the impact of their loss every day, even as many years have passed since they lost their fight.
Imagine a world where different generations truly understand one another. A world where rainbow unicorns run rampant, and maybe if you imagine hard enough a world where MTV still plays music. For five brief minutes at DisruptHR that was the world I encouraged the crowd to believe.
*This post originally appeared in CSHRM’s monthly newsletter announcing the programming for the newly formed HR Tech SIG.*
In 2017, CSHRM will be launching an exciting initiative we call the HR Tech Special Interest Group, or HR Tech SIG. The team leading the initiative includes Michelle Salis, Kevin DeLury, Mike Medoro, and myself. We’ve tasked ourselves with a mission “to provide a forum to the local HR community on the latest HR technology including best practices, trends and systems.”
As LinkedIn and Facebook do an amazing job of telling the world, today is my 43rd birthday. That makes today special for me as I’m thankful for birthdays. Life is precious and God has blessed me with amazing parents who love me, supportive brothers (Tony and Andy), the best sister (Terese) a guy could ask for, a beautiful and loving wife, two great kids (wish they would quit growing up so fast), a loving home, great neighbors and friends, and the list goes on.
When you are in line for an executive HR or payroll position, it’s a little more complicated than a typical HR or payroll interview. You need to sell yourself both up and down the org chart and yes, you do need to sell yourself. You’re (hopefully) not desperate; so don’t appear so… but far too often executives are too coy in interviews, feeling like they are too valuable to have to sell themselves. Not true.
As you interview for that VP of HR position, Director of HR, etc. position, you need to impress three constituencies: your boss, your peers, and the people who will be working on your HR or payroll staff. Each will be looking for strengths and weaknesses as well as how you interact with them on a personal level. It is not these groups job to recruit you – no matter how accomplished you are, you still have convincing to do.
Last night, the Cleveland Cavaliers accomplished something few teams have done before…after trailing the Golden State Warriors 3-1 in the series, they have now forced a Game 7 for the …
Recently a client mentioned to me that the best interviews are the ones that seem to just “fly by” and have a natural conversation flow. Going to a job interview can sometimes feel uncomfortable for both parties. Don’t miss out on your dream job by letting the whole process get into your head. Try and relax, and let a natural flow develop. But careful – don’t be so relaxed it may appear you are not enthusiastic and a positive force.
It could go without saying, but appropriate engagement can be one of the factors that helps you stand out against other candidates. Not only does it show that you want to be there, but that you’re ready to hit the ground running if you’re hired. Oftentimes being nervous can be mistaken for disengagement.
Ask Relevant Questions
Ask questions that have to do with the conversation being had. It’s part of the conversation process. Your questions should be relevant to both the topic and the open job opportunity.
When I encouraged my team last year to come up with an idea to improve Willory and present in a “Shark Tank” style, I knew I would receive amazing ideas. Just over a year later two of these ideas have been completely implemented and are truly part of Willory. The first was our internal Willory Wellness program, but it’s the second one which has evolved into a major event for us.
We are dedicated to improving the HR & payroll communities. We want to work with our candidates and clients to elevate the quality of work in Northeast Ohio. It was this idea goal in mind that Lisa (Dean) Mamula recommended increasing our professional development efforts. Her idea has involved into #WilloryTraining, a series of professional development events we are dedicated to having several times a year.
After building a relationship with Kris Dunn at DisruptHR Cleveland in August 2015 we were able to work with him to lead our second training session on Monday, April 11, 2016. Kris is currently the Chief Human Resources Officer for Kinetix, a national RPO/recruiting firm based in Atlanta, and the Founder/Editor-in-Chief of The HR Capitalist and Fistful of Talent. Kris isn’t afraid to be transparent on his blogs and it’s that quality that has brought him significant attention for building a no-bull community.
In his opening, Kris makes the daring claim that he can take the entire HR community worldwide and can split it into nine distinct personas or faces. This claim is based on scientific data mostly, but also some observations. While the personas range everywhere from mall security guard to mentor to Gandhi, the basis of these personas is performance vs. potential or their knowledge level/career experience compared to their ability to innovate and drive change. Someone with a low knowledge level/career experience and low ability to drive change is a mall security guard, compared to a rookie, someone who has a low knowledge level/career experience and a high ability to innovate and drive change.
Take a look at this exclusive video and see if you can figure out which of the nine personas you are (Kris also mentions that this doesn’t just relate to HR people):
As the leading resource for HR & payroll professionals looking for a new position, Willory has seen our fair share of resumes. And as we go through resumes there are things that make some stand out more than others – which is, after all the point of a resume. A resume first and foremost should separate you from the crowd and aid in landing an interview, so let’s take a look at some things you could be doing:
Content is king. Inevitably each job posting attracts hundreds of resumes. As the hiring manager or recruiter sifts through all of these HR and payroll resumes, there is only a limited amount of time that can and is spent reviewing, or in some cases skimming, each one. Your differentiators, skills, and talents need to be apparent and stand out. Your accomplishments, not past job duties, are more pertinent and persuasive. Don’t forget to use action verbs as you craft your resume!
Presentation. Yes, you are an HR and/or payroll professional and not a marketing guru – but that doesn’t mean you don’t have to be exact and precise. This includes the formatting, consistency, and accuracy of your resume. If you have typos, what does that say about your attention to detail and the job you will do?
Critically important: your resume should be arranged in a manner that is easy to review. This includes choosing whether your resume is presented functionally (great for people newer to the workforce) or chronologically to tell a story of career development. Most often the best resumes combine both.