6 Small Things that Can Have a Big Impact On Your Career

GUEST BLOGGER

Kathy Lavinder, CFE
Owner and Executive Director of Security & Investigative Placement Consultants

When it comes to the job hunt, sometimes it’s the small things that have the biggest impact. After 15 years recruiting anti-fraud specialists I’ve seen countless instances when attention to detail and good manners have carried a candidate over the finish line. Here are some small things that you should not overlook when searching for a job:

Be responsive: When a recruiter, an associate, a professional contact, or a hiring manager calls or emails about a position, respond in a timely fashion. It’s shocking how many candidates take days or even weeks to reply after an initial contact. That’s a surefire way to miss out on what could be a great opportunity. It’s equally shocking how many people have voicemail boxes that are full and won’t accept messages. Opportunity may not come knocking twice, so be ready.

But don’t be too hasty: If you’re responding to an overture in writing, thoughtfully compose your reply. Make sure to avoid grammatical or spelling mistakes. Don’t expect anyone to overlook issues just because the reply is sent from a smart phone. Attention to detail is important in even the most basic of communications. Also, avoid jumping to conclusions about the role you’ve been contacted about. Make an informed decision once you’ve learned more, as opposed to a knee-jerk response.

Be on time: Just to state the obvious, being late for any interview – phone or in-person – is unacceptable and almost always a deal breaker. Strong organizational and time management skills are essential for all fraud fighters and job seekers.

Be a good listener: Anti-fraud practitioners should have well developed listening skills, so make sure those are on display during any conversations about a potential career opportunity. Avoid asking questions that can be answered by a careful reading of the position description. The hallmark of a good listener is in the quality of follow-up questions he or she poses. Not only will you glean valuable information, but you’ll impress the interviewer when your questions reveal thoughtfulness and an insightful understanding.

Dress the part: Your clothing, makeup, and grooming choices all communicate things about you.  Polished shoes, trimmed nails and hair, ironed clothing and business-appropriate attire are expected. Candidates who miss the mark on any of these will be at a disadvantage should their skills and experience be comparable to other candidates who are suitably turned out.

Good manners rule: The use of social niceties, such as please and thank you, is expected. Good manners reflect a respect for others and indicate not only an awareness of social norms, but the likelihood of being a good team player. A carefully crafted thank you note, either hand-written or via email, is essential after any interview. It not only communicates your appreciation for the other person’s time and attention, but is a great way to reiterate your interest in the role. Even if you have decided not to pursue the opportunity further, remember to say thank you. 

Hiring decisions are based on multiple factors and calculations, but any job seeker would be wise to get the little things right. They can only help your chances of getting hired. 

How to Work With a Recruiter

GUEST BLOGGER

Kathy Lavinder
Executive Search Specialist and Speaker at the 24th Annual ACFE Global Fraud Conference, June 23-28, in Las Vegas

Most people know what recruiters do, but there is some confusion about how recruiters work. When looking for a role in fraud prevention, detection or investigation, you should know:

Recruiters may or may not find you a job. 

Recruiters typically work for companies, not job seekers, so their goal is to find candidates who match job specifications. Contingent recruiters are paid if a candidate they’ve introduced is hired, but they occasionally work on behalf of candidates. They may share an individual’s résumé with an organization where they have a relationship in case the individual could fill a need. Recruiters who focus on fraud roles know that this space is dynamic and an organization can have a need at any time or could simply want to see an impressive resume. Recruiters are good at spotting strong candidates. If that describes you, recruiters may be eager to share your résumé.

While all recruiters want to meet new people, retained recruiters must focus on identifying candidates who match particular job specs. They are not as likely to circulate your résumé on a speculative basis. When a recruiter says he’ll “keep you in mind,” that simply means you’re in a candidate database.

Recruiters are a resource, not career coaches or career counselors.

Recruiters are a great source for information, particularly in the anti-fraud arena. Recruiters can spot hiring trends and understand how various organizations are approaching fraud. Recruiters can articulate what employers need, comment on how educational programs and professional certifications are viewed, and see how best practices are evolving. 

If you’ve been out of the job market, a brief conversation with a recruiter can get you up to speed on the marketplace. Recruiters don’t have time for lengthy conversations so value their time. Don’t expect a recruiter to provide a detailed critique of your résumé or function as an editor. A recruiter can quickly comment on how you’ve communicated your experience and technical know-how.

Recruiters are allies, but not your agents.

Recruiters should prepare you for an interview and share information about their clients’ needs, culture and the fraud program. Don’t expect a recruiter to tell you everything. That would be indiscreet and a violation of a recruiter’s responsibility to the client. Good recruiters do not feed candidates their lines or encourage them to misrepresent themselves. In the anti-fraud world there is simply no way you can “fake it till you make it,” so recruiters know you either have the capabilities or you don’t. Recruiters should get permission before sharing your résumé or calling references. 

Your responsibility is to be honest about your strengths and weaknesses, what you desire to do next, and the type of environment you’re seeking. Be open about your motivation for a change, timing and any other issue that could impact your ability to make a job change.

Having a recruiter’s contact information in your smart phone is like having an umbrella in your briefcase. When you need one, it’s good to know it’s there.

3 Ways to Stand Out from the Crowd to a Hiring Manager

PART ONE INTERVIEW WITH KATHY LAVINDER

Executive Search Specialist and Career Coach at the 23rd Annual ACFE Fraud Conference & Exhibition, June 17-22, in Orlando, Fla.

What is the biggest hurdle you see facing those attempting to find a job in today’s market?

Without a doubt the biggest hurdle to finding a new job in today’s market is that there is so much competition for every opening. Millions of people lost jobs in the recession, and many people are still trying to re-enter the work force. Millions more are trying to make a job change. A recent survey of 250,000 people by The Ladders found that more than 60 percent of the respondents want to change jobs now that the economy is improving. Other surveys indicate that job seekers would be willing to make a lateral move just to get into a new company. And many have the attitude that it does not have to be a promotion to bring a new challenge. 

All of this pent-up demand means that the candidate pool for every job will be full to overflowing. Job seekers need to think about how they can stand out from their competition and receive serious consideration by HR gatekeepers and, ultimately, by hiring managers.

There is no one way to stand out; there are many approaches to try:

1. Make a business case: I encourage candidates to put together a résumé that makes a business case for the particular job they’re seeking. I’ve seen candidates create spreadsheets with metrics that measure how they align with particular job specifications. Clearly, it is more work to tailor a résumé to an opening or create a spreadsheet that details how you match the role, but these tactics can help. 
2. Connect with an insider: Find “a real live person” within your target organization and send a résumé directly to that person by politely requesting your résumé be forwarded to them. Simply submitting a résumé to a job board or through a company website is a low-effort, low-return tactic these days.     
3. Show YOU want the job: Recently I’ve been bombarded by email blasts of résumés sent by offshore services that circulate résumés to companies and recruiters for a fee. Save your money. I immediately delete those and most other recruiters do as well. If you want the job, make the effort yourself and, by all means, take the time to craft a compelling and persuasive cover letter. Anything less than that looks lazy.

Tune in tomorrow for more career advice from Kathy. Also, speak with her and other career coaches at this year’s ACFE Annual Fraud Conference, June 17-22, 2012, in Orlando, FL.