One of the most frustrating experiences for recruiters is losing a quality job candidate because of a hiring process bottleneck on the client side.  But what can a recruiter do?  Let’s take a look at a few tips:

1.     Build a relationship with the hiring manager that is based on a mutual respect and understanding of each other’s jobs.  Hiring managers who have a positive relationship with you are less likely to leave you and your candidate in hiring limbo.

2.     Educate your hiring managers about the importance of open communication and a smooth hiring process.  This education needs to begin before you job candidate becomes stuck in a hiring process bottleneck. Hiring managers who understand the risk of losing a strong candidate are less likely to tolerate lulls in the hiring process.

3.     Understand the hiring manager’s organization and educate yourself about how their hiring process usually works.  It’s ideal to learn about their hiring process through the direct experience of working with the hiring manager on various job orders over time; but if it’s your first time working with a client you may need to do a little digging.  Try to find out how long the hiring process usually takes and find out what obstacles can slow down  the process or even bring it to a screeching halt.

4.     Educate the job candidate about the employer’s hiring process and help them understand how long it will realistically take. If you’re faced with a hiring bottleneck, inform your job candidate immediately of any problems and keep them in the loop.

Getting access to quality passive candidates is important to the health of a recruiter’s business even in an employer’s job market.  Below are a few tips on how recruiters can get access to quality passive job candidates before their competitors:

1. Start building relationships with passive candidates before they start looking for a job.  How do you do this?  Connect with the quality players in your industry online and offline.  Get them to agree to receive your newsletter, blog or to join your online social network.  Take the time to cultivate those relationships over time by staying in contact and offering them valuable information and resources.
2. Ask active job candidates to connect you to two of the best people they have worked with in the past.  You can even offer a referral reward for that connection.  Oftentimes, active job candidates know the best passive job candidates before they ever begin actively searching for their next job.
3. Attend networking events in your field that are not job search related.  Many of the best employees attend conferences, lectures and events related to their field to stay abreast of current events and trends.  If you take the time to attend these events and properly network you could begin building a cache of contacts that will make you that more valuable to clients.

The Two Best Students in Section2 - University of Michigan Law School Class of 1977

          Born and raised in Michigan, Sharon Williams raced through law school in five semesters and has spent her career in private practice in Washington, D.C. with Hogan and Hartson and a smaller firm in Virginia.  A few years ago she joined the Department of Justice where she handles major civil matters for a broad range of government agencies. But that’s the boring back story. 

          Sharon was (and is) one of the two most charming charismatic and brilliant members of our law school section.  As serious as a heart attack about her studies she brought laughter and irreverence into classrooms where the tension and nerves was almost sucking the oxygen out of Hutchins Hall.  She did in a light hearted way that wasn’t insulting or condescending, - it was insightful and fun.   She hasn’t changed a bit except now her wit is even sharper and her repertoire of lifetime stores matches or exceeds mine.

          Throughout this career she’s been the sole or primary parent for three wonderful children who are launched in three different directions.  A tall order and one not without stress or exhaustion.  She’s an Olympian in my book because many in my generation talk the talk about parenting but very few walk the walk with such a successful story to be told.  She remains inspirational, irreverent, and someone who can call me back to ground and make me back away from specious assertions or baseless Republicanisms.

            Peter Darrow was raised in Ann Arbor, went to Columbia in college where he had more adventures (including driving a New York taxi) than most people have in a lifetime.  After two years studying in England he returned to Ann Arbor as a member of my section and class.  I got to know him in the first week in school - and have always thought he would have been one of the great trial lawyers of our generation.  He has tremendous presence and can take on all comers on any issue at any time.

            He has many exceptional traits but one is that he holds no opinion lightly.  He’ll know five reasons he is right and will have studied the issue.  He’ll test our assertions on anything from restaurants to theaters but he’s not dogmatic or overbearing - he’s just opinionated.  During his career in private practice with Patterson Belknap, Shearman & Sterling and Mayer Brown he’s developed a substantial client base in Latin American finance - one of the nation’;s gurus.

            He’s a Wolverine football nut of course, but he is also just about the most loyal friend I’ve encountered in 56 years on the planet.  He’d give you the shirt off his back and he’d know where it was manufactured and be clear on the thread count and the experience of the tailor who stitched the garment.  Everyone should have a friend like Peter Darrow.  He’s made a huge difference in my life.

            The Sage From Stanford - Penny Pritzker is a unique human being.  I didn’t meet her in her capacity as one of the leading real estate executive and philanthropists in the nation.  Nor did I first meet her in her capacity the national financial director for our President.  Nope.  I met her on the plains of Waveland, aka where my youth football team plays.  Her son who goes by his Dad’s Bryan’s last name was a key player on my team for four years - a wonderful athlete and a joy to coach.  He would do anything - take on the biggest player, fill in at center if we needed him, punt, etc.  He was tough on the corner, disciplined, and never ever quit for a second. In one game our two QB’s were not available so it’s Donald at QB.  I had my concerns (like Lovie Smith).  But Don took the lead against a much stronger team and we won on the last play of the game.  A couple of his passes were unusual but he delivered the ball to the target.  Class dismissed.

            Penny went to Harvard and Stanford and is as sophisticated as any business person in the nation.  But to me she has three exceptional traits that you don’t often see in people with those responsibilities.  First, she’s a parent. And she takes that seriously. Second, she listens - some leaders have a walkie talkie that is stuck on transmit. Not Penny.  Third, she is remarkably funny.  Perhaps the leading management consultants don’t rank that trait in their top 10 but if you can be a parent, an executive, listen, and have a great sense of humor then you’re on my short list of great people. 

            If Obama’s looking for a next President in 2016 - I’d vote for her (and Penny knows that this would make the 3d Democrat I’ve voted for in my lifetime).

            A Wonderful Wolverine - The Counselor’s Counselor - Carol Kanarek is a graduate of the University of Michigan Law School where we overlapped for two years back in the day.  After a terrific start in private practice she became one of the nation’s leading career counselors for lawyers.  She is my go-to resource on many issues - and particularly indispensable during these challenging times. 

            She can see subtleties in lawyers that others would miss, she can give practical or inspiration advice as the situation warrants, and can juggle literally dozens of clients each of whom is at a cross roads in their career.  I don’t know anyone who knows more about New York law firms, how they operate, and the incredibly delicate dance between career objectives and law firm priorities.

            Like many of the best of the best she selfless with her time - advising hundreds of lawyers and law students annually - and has a way to make each one feel as if they are her #1 client (yes Carol I’ve been told that more times than my Republican fingers can count). 

            When times are great or terrible she keeps her finger on the pulse of the market and has a remarkably accurate ability to predict where the market is heading and when it will get there. For a law student considering Wall Street practice she’s an indispensable resource. 

            The only flaw - but it’s not fatal - she’s not obsessed with Michigan football as I am. I think some intensive counseling may be in order.  I think we will have to fly her out for our annual indoor tailgate at our home and maybe get her a custom Wolverine jersey.

A high level of efficiency is not just about getting a lot of things done in a short amount of time; it is also about getting the right things done at the right time.  For those recruiters who want to maximize their time and run their business like an efficient machine, below are three steps to doing just that:

Step 1 – Get rid of the clutter.  Nothing kills efficiency faster than the ill side effects of clutter slowing you down and getting in your way.  The inability to find what you need when you need it will create an environment where you “try” to get things done more than you actually do them.

Step 2 – Get your goals and priorities straight. Are you doing the things that really make a difference in your business first?  So many recruiters waste time doing “busy work” when they could be spending their time on the essential elements of their business.  Make sure that you identify what your business’ essential elements are and work on those things first, leaving the least important items for last.

Step 3 – Refuse to be interrupted by petty “urgent” issues.  Many recruiters can find themselves fielding a barrage of petty interruptions that seem to be urgent on the surface but aren’t.  How do you know if an interruption is urgent or not?  Ask yourself, will ignoring this call/email/knock at the door impact the bottom line of my business?  If the answer is no, then it can wait.

Networking is an important tool in a job candidate’s repertoire.  But how does a shy job seeker overcome their shyness so that they can get the benefits of effectively networking.  Below are few tips:

1. Don’t go it alone.  If you’re attending a networking event, go with a fellow job seeker.  Oftentimes shy job seekers feel more confident and at ease if they attend networking events with others. 
2. Set concrete goals before you attend the networking event and allow yourself to leave after those goals are met.  For example, if you are attending a networking event to make connections to potential employers, you might decide to set a goal of connecting to 20 people.  Once you connect to 20 people you can give yourself permission to leave. Just make sure you follow up on those connections.  This is where your networking buddy can come in handy.  Have your networking buddy hold you accountable for meeting your goals and for following up with you contacts.
3. Focus on others when engaging in conversation.  One of the fears of shy job seekers is that they will say something silly while networking.  One way to alleviate this fear is by focusing on the person you’re speaking to.  For example, instead of talking about yourself, you could ask the other person about their job and how they like their employer etc.

An ineffective job ad not only fails to attract the type of job candidates you need and desire but it can also siphon of your limited time and energy by forcing you to dredge through resumes from job candidates who just don’t measure up.  Below are three signs that you have an ineffective job ad:

1.     You receive a large quantity of resumes from candidates who clearly aren’t a good match for your job; but who aren’t even a mediocre match.  For example, if you are looking for a family law attorney with ten years experience and you keep receiving resumes from criminal law attorneys then you probably have an ineffective job ad.  Make sure that your job ad is specific about the type of candidate you are looking for.  Remember use direct language when describing the job candidate you want.

2.     You consistently receive resumes from entry-level job candidates for an executive-level job.  If this is happening then you have failed to make clear the requirements for the job.  Being specific trumps being too general when posting a job ad because the more specific you are the less likely the job candidate will misunderstand you needs.

3.     You are receiving responses but the quality of the responses is low despite the fact that the job candidates are qualified.  If this is happening, then you probably failed to include how the job candidate would benefit from taking the job.  Remember, benefits aren’t just about salary and healthcare, but often about gaining experience, working with a growing company, getting involved innovation or even the opportunity to have a flexible work schedule.

Most job seekers will probably agree that this is no ordinary recession. As with any set of extraordinary circumstances, those in the midst of this recession are required to put forth extraordinary efforts.  That’s why every job seeker needs to have a well thought out strategic job search plan.  Just sending out resumes with no rhyme or reason will not suffice in this economy.  Here’s what you need to do:

1.     Find out where you want to go in your career.  Just saying you will take any job will not only fail to help you find work it may even minimize your chances of finding a job by turning off prospective employers.  Stay focused on your desired career destination and apply only for those jobs that fit your special set of skills and experiences.

2.     Do your market research.  Find out what the job market climate is for your industry and for those who have your set of skills and experiences.  Are there “hot spots” in this dismal job market?  Even in the midst of the Great Recession there are employers who desperately need people matching certain criteria.  Do you fit those requirements?

3.     Have a backup plan.  Unemployment benefits are currently available for 99 weeks.  What will you do when your benefits expire?  Every job seeker needs to have a contingency plan that includes taking a survival job if they are unable to land their preferred position after a certain amount of time. 

4.     Get your price point right.  Your salary requirements should be in line with your skills and experience; but also in line with the realities of today’s job market.  Do your homework and find out what employers are paying in today’s market.  Your salary requirements should be adjusted to meet today’s realities.

EXCELLENCE IS EVERYWHERE, continued

A World Class Visionary - John Wood is the author of Leaving Microsoft to Change the World. John was Microsoft’s lead marketing executive in China in the late 1990's. He left Microsoft to launch www.RoomToRead.com which builds schools and computer labs for elementary school age girls in South East Asia, India, and South Africa. In the past 7 years RTR has built 832 schools, 7,500 libraries, and put more than 9,000 girls on scholarship.

             His book is an inspirational autobiography about how one man’s dream was turned into reality. The struggle, the risks, the improbable events are captivating, emotional, and  funny. Against all odds he succeeded and set a standard for performance that should be inspiring to any new professional  beginning her or his career.

            John has a titanium backbone and more energy than a platoon of the Delta Force running through the Carolina Woods.  He’s circled the world countless times to tell the story of Room to Read, work with his team, find donors, and build the organization.  From one man and a Yak with an idea ten years ago RTR covers the world and will shortly have surpassed Andrew Carnegie’s legendary record of number of schools and labs built for students.  It’s remarkable to see the laser focus of a Microsoft trained executive who has a cause that burns through to the core of his sole.

            But John’s not a cult hero - he’s a guy - with a sense of self deprecating humor and an ability to step off a 12 hour plane ride and connect with a motivate a group of people he has never met to make enormous contributions to his cause.  I suspect he could run for governor or Senator in many states and win handily.  But that’s not his passion. RTR is his passion.

            Today he has corporate support and partnerships from organizations as diverse as Credit Suisse, Goldman Sachs, Accenture, Cathay Pacific, Deutsche Bank, Barclays Capital, Abraaj Capital, SalesForce.com, Alexander Gallo, the Tudor Foundation, Readers’s Digest, the Pearson Foundation, Egmont Publishing, the Asia Foundation, Google, and, not surprisingly, a small outfit in Washington called Microsoft.

            We were so moved by RTR, John and our mutual friend Tina Sciabica, that there’s a school in Nepal dedicated to my favorite Marine Pilot mentioned elsewhere in these materials. See page ___.

            Remarkable Ranchers - Nearly eight thousand feet up in the Bighorn Mountains of Northeastern Wyoming, surrounded by a national forest with some of the most remarkable scenery on the continent is the Paradise Ranch, owned and operated by  Leah and Clay Miller. 

            Paradise entertains 80 or so guests a week with one of the best horse back riding programs in the nation. They have a staff of 40-50 wranglers, maintenance guys, household and kitchen employees and others who make the ranch run like a finely tuned Swiss watch. 

            Like any business they have a product, customers, administrative issues, and economic challenges but for more than a century it’s been one of the best guest ranches in the nation.

            But what makes Paradise special? Well the setting is unique and memorable, They match each rider to a horse that matches his/her experience from experts to novices.  The wranglers are good humored, patient, fun and love their jobs.  Leah and Clay handle it all with a smile and without a problem, Wyoming moves at its own pace but they can handle demanding New Yorkers, eccentric Californians, practical Chicagoans and tourists from all over the world who often speak little or no English.  About 75 of their visitors are return guests - many have been going there for decades - so it’s tough to nail down a slot.  We’ve been fifteen times in the past seventeen years and I’m itching to return next year.

            And, heck, Clay’s got a damn fine wine list for 8,000 feet up in the mountains.  And if I can ride a horse and enjoy it, always place in the guest rodeo, and learn to love it the way the other guests do, well it must be Paradise. Www.ParadiseRanch.com - Now if you’re there the same week we are, I already have Don Diego and Jasper reserved. It’s ok.  They have 178 far more energetic horses.

            Broadcast Journalism - Megyn Kelly spent eight years with the Jones Day firm in three of its offices before entering the world of television news.   I had known Megyn since her early years in practice we shared a fondness for New York, Chicago, great Mexican food, humor, and life in the modern American law firm.

            If Jones Day ever hired a better lawyer I’d like to meet her.  Both of us were insanely busy in the late 90's and the early years of this decade.  As you know the reward in a law for good work is more work and she was working as hard as I’d ever worked on Wall Street.

A career coach can be a valuable member of any job candidate’s team.  Below are a few tips on how job candidates can maximize the benefits of working with a career coach.

1.     Be prepared to share your values, goals and aspirations with your career coach.  This actually is easier said than done.  What many job candidates discover once they begin working with a career coach is that they are not clear about their values, goals and aspirations or they are not fully prepared to share them with others.  A career coach is an intimate partner in moving your life in the direction you desire, so working with someone you trust is important.

2.     Be willing to accept suggestions, constructive feedback and be willing to change course.  Career coaches are particularly helpful for job candidates because they can give them the type of feedback and direction that can help them land a job faster than their peers.  But if the job candidate engages a career coach as if they are the “hired help” instead of a partner on their journey, they may not fully benefit from the relationship.

3.     Do not expect your career coach to make decisions for you. Career coaches are there to help you along your journey not become the “captain” of your ship.  Job candidates must not ever abdicate their responsibility for their own career; but they can always accept a helping hand. 

Recent unemployment figures have revealed that the recession is continuing to drag on despite some modest gains over the past few months.  But there is a silver lining in the unemployment clouds hanging over the nation, savvy recruiters stand to benefit from the recession if they play their cards right.  Here’s why:

1.     There are a large number of highly qualified job candidates in the job market.  During the boom, it was a candidate’s market, which meant that it was much more difficult to garner the attention to quality and in-demand candidates.  But now, high quality candidates are easier to find because there are more available due to layoffs and longer periods of unemployment.  Recruiters who can begin building relationships with these high quality job candidates will be better positioned to satisfy the needs of top employers when they are ready to hire.

2.     Job candidates are more flexible.  Because of the difficulty of snagging a job quickly, many candidates are more amenable and willing to compromise on salary, benefits and even the type of job they are willing to take.  This can give smaller, independent recruiters the opportunity to tap into a once hard to crack talent pool.

3.     Many companies are downsizing their in-house recruiting staff and looking to independent recruiters to fulfill their sourcing needs.  This can offer recruiters an opportunity to build relationships with the type of clients which can help them take their business to an entirely new level.

1.     Independent recruiters should be creative when it comes to winning over clients by exhibiting resourcefulness when sourcing talent.  Don’t just depend on candidates who are actively marketing themselves online, employers can access these candidates without your help.  Make sure you tap into the large pool of passive candidates waiting for you to contact them about your job opportunity.

2.     Measure your results.  What is your interview-to-placement ratio?  What is your job order-to-fill ratio? Do you have a good idea of how many of your placements are retained for a year or more?  Successful recruiters tract these metrics and share them with potential clients giving them an edge over the competition.

3.     Focus on your strengths.  Every recruiter needs to know what they are and are not good at.  If you don’t have the connections in a certain industry or specialty, don’t fake it.  It is better to turn down an “opportunity” than to ruin a potential relationship with a client by not delivering on your promises.

Many job candidates who have experienced long-term unemployment in this economy are reconsidering the career path they’ve chosen.  Many are looking for a career makeover while others are thinking about revisiting old passions and dreams that they abandoned.  But before a job candidate veers off onto another career path there are few questions they should consider:

1.     What do you value the most?  Are you a goal oriented person?  Do you want to spend more time with your family, community and hobbies?  Job candidates who value more time with their family may decide to go into a career that doesn’t demand as much time or that is flexible and can allow them to work from home.  For those job candidates who are goal oriented or interested in achieving more in their career, they may prefer a company that rewards long hours with promotions and more responsibilities.

2.     What motivates you to get out of the bed every day?  Remember, a job is where you will spend a significant amount of your time, what about that job will make it a pleasurable experience?  For some it may be high pay and/or status, while for others it may be the knowledge that their work is for a greater good?  Every job candidates must be honest about what truly motivates them when considering a career makeover.

3.     Do you enjoy working in organizations that are new or do you prefer working with established firms?  Many job candidates find that the hustle and bustle of a new organization is exciting while others find it draining.  Knowing this before you change directions will help you make the right choice as you change directions in your career.

Recruiting is a people business and when dealing with people there will eventually be disagreements.  But how can recruiters effectively handle disagreements without rubbing others the wrong way or burning bridges?  Below are a few strategies on how recruiters can do just that:

1.     Don’t argue.  Arguing with others is unlikely to convince or persuade; but it will probably make the other person even more entrenched in their viewpoint. 

2.     Find common ground.  Take the time to discover where the two of you agree and then agree to disagree on other points.  Remember, it is not necessary for all of us to see all things the same way; but it is required that we respect the fact that all of us have our own unique perspectives.

3.     Listen to the other person.  If you are talking then you are not listening.  Nothing can make an argument worse than failing to listen to the other person. 

4.     Stay calm.  Don’t allow your emotions to rule or your temper to flare.  Stay calm and keep your composure. If you find it difficult to do so, remove yourself from the conversation.

EXCELLENCE IS EVERYWHERE!

Early in your professional career it’s easy to become discouraged. Learning the law is no easy task.  Paying for school is tougher.  Doing all of that while working 40 hours a week is darned near impossible. Some students who do all of that and raise a family. It seems like an impossible mountain to climb.  And because you haven’t been in practice yet it’s easy to succumb to the feeling that you can’t make it, you can’t excel, and you wont be able to make the strides that have been taken by others in your class or others with more experience. Nothing could be further from the truth.

Excellence is Everywhere. Even in a world full of confusion, violence, war, disease, poverty, confusion, stress and uncertainty there are people in your everyday life who are doing extraordinary things.  I take tremendous inspiration from their work and their accomplishments. I am inspired by their passion, commitment, versatility

The leaders in all professions and businesses face common challenges ❏ the creative - genius side which inspired them ❏ managing people and resources ❏ raising money and earning a profit ❏ finding cultivating and keeping customers and clients ❏ setting a standard of excellence that will be emulated by their colleagues and recognized by their customers.  But they have a passion that extends beyond their product - it extends to customer service and spreading the good news.  The like their competitors, they welcome advice, and they believe that for the best of the best 1+ 1 is always 3 or more.

They have many traits in common ❏ enormous people skills ❏ calmness under pressure ❏ respect and admiration for their competitors ❏ playing for the long term ❏ willing to risk it all to pursue a dream ❏ a desire to share what they know and have learned with others in the business ❏ a sense of humor ❏ a willingness to roll up their sleeves and do the basic and dirty jobs and to give the limelight and recognition to others ❏ an ability to handle disasters - to improvise, adapt, and overcome.

They’re versatile and gifted on everything from management to technology. But, but but they step away from the keyboard and call you, talk to you , listen to you, pay attention and remember.  Sure most of them have websites and facebook profiles and all the rest.  But the core of their business is a  1:1 relationship with their vendors, their partners, their bankers, their customers, and their team.  That’s not made with a keyboard - it’s made with a human. 

What follows are examples of those outside my business who inspire me - a bit about them and their work and where I find inspiration in watching them do what they do.  They’re like pillars on an ancient highway giving light and guidance to others who must take a journey. You can lean on them, follow them, admire them or just look at them from afar.

A Fabulous Farmer -  Beth Eccles - along with her husband Brent, own Green Acres Farm in North Judson Indiana, an organic 160 acre farm that grows some of the most remarkable produce in America.

Hey I’m more of a steakatarian but her stand at the Green City Market in Chicago’s Lincoln Park could make a rib eye weep. As the summer rolls on you’ll see heirloom tomatoes, 10 varieties of potatoes, greens that almost jump into your car.  But what makes Green Acres special  is the people - her good-natured crew who truck thousands of pounds in every Wednesday and Saturday morning well before dawn and wait on a demanding public from dawn until the last tomato is sold.  

Beth Eccles who has enough energy to light most of Indiana who always seems unruffled amidst the chaos and will always take time to tell a customer (like me) why her Japanese sweet potatoes are the best.  She grows, she cultivates, she sells, she markets, and she manages her employees.  Sounds like the chairman of law firm to me.

 Linda and I had the privilege of attending her end of season festival at   her farm this year and it was remarkable to chat with so many of the people who do business with Green Acres.  A very happy crowd indeed.  Did I mention that the party started at 2 pm and lasted until noon the next day?  And that’s all I have to say about that.  Everyone there had more stories to tell than me about Beth and Green Acres and what they mean to their lives.

1.     Avoid sending presents to HR. This includes flowers, candies, novelty items or anything else that will make it appear that you are trying to win over the favor of employers with anything other than your qualifications. Too many job seekers are turning to this tacky move only to find themselves not only locked out of an interview but viewed in an unfavorable light.

2.     Do not attempt to make your resume stand out by printing it on fancy, brightly colored stationary or packaging it in a gimmicky way.  Doing so will make it seem that you don’t feel confident that your skills and experience will be enough to catch the attention of employers and recruiters.

3.     Do not dumb down your resume in an effort to secure positions that you are clearly overqualified for.  While it is okay to apply for jobs you truly want; but for which you may be perceived as overqualified, you should package your resume in a way that will prove that your qualifications are an asset to the company, not a liability.  Dumbing down your resume only makes you appear desperate for any job.

4.     Never under price yourself.  Do not begin slashing your salary requirements simply because you are desperate to get a job under any terms.  While there is nothing wrong with reducing your salary requirements, do not do so unless it is clearly necessary. If you approach an employer with an “I’m willing to take whatever you give me” mentality, they may wonder if you’re trying to sell them “damaged” goods.

Networking is often talked about by recruiters; but to build a powerful and sustainable network takes time, patience, skill and a stellar strategy.  Below are few tips on how recruiters can build powerful networks, both online and offline:

1.     Keep it small and keep it quality.  Powerful networks aren’t just about numbers, it’s about quality.  Make sure that the people in the inner most circle of your network are high quality and that there aren’t too many people in the inner circle of your network that staying in touch becomes unmanageable.

2.     Make sure you meet the needs of those in your networks. Remember, the most effective and powerful networks are reciprocal.  It’s not just about getting your needs met, you must also meet the needs of those in your network.  Take the time to identify the needs and wants of those in your network.

3.     Offer solutions and connections to those in your network with no strings attached. Remember, you are building a relationship, not just a business connection.  You want to add extra value to those in your network because if you do that, they will value your presence and want to help you even if you don’t ask for it.

4.     Stay in touch with your network, especially those in your inner circle. Networks are like plants, they must be given ongoing care and attention or they will eventually wither and die.

Do greet the receptionist and other “low-level” staff with respect and courtesy.  Oftentimes interviewers will ask a receptionist or a secretary about their experience with a job candidate, make sure you make a good impression.

Don’t smoke during or before an interview even if the interviewer asks you if you want a smoke. Smoking before an interview can leave you with a clothes that smell like smoke, leaving a bad impression at your interview.

Do make sure that you properly pronounce the interviewer’s name.  If the interviewer has an unusual name or name that is difficult to pronounce make sure that you find out the correct pronunciation before you arrive at the interview.

Don’t answer your cell phone or even check a text message during your interview.  It has become so commonplace to have constant interruptions such as phone calls, text messages etc. that we automatically check them during dinner, conversations and even during interviews. 

Do avoid using slang and conversation fillers such as “like,” “um,” and “uh” during your interview.

Working as an independent recruiter often requires long hours and the wearing of many different “hats.”  But all work and little play can make a recruiter more vulnerable to stress.  And while stress is a normal part of our lives, too much stress can destroy your health and your productivity.  Below are a few tips on how independent recruiters can reduce their stress level:

1.     Stay organized.  Organization is not just about keeping your desk neat, it is about knowing what’s important, what to do first and what to leave for later.  Having your priorities straight can instantly relieve lots of stress.

2.     Leave your desk.  Remaining sedative at your desk for hours on end can not only reduce your physical health levels but it can increase your stress levels.  Exercise is a known stress fighter.  According to medical studies, physical exercise increases the level of endorphins in the brain, leaving you feeling better even when you are facing stress inducing circumstances.

3.     Eat Well. Eating a healthy diet and avoiding too much salt and sugar can decrease your susceptibility to stress.  Try to incorporate more fresh fruits and vegetables in your meals to help your body battle stress the natural way.

4.     Get a full 7 – 8 hours of sleep every night.  Yes, it is tempting to burn the midnight oil when you’re an independent recruiter, but skimping on your needed dose of sleep can leave you sluggish and unable to think clearly when faced with stressful situations.

By now most recruiters understand the importance and value of passive job seekers; but what exactly motivates a passive job seeker to contact a recruiter and venture out when they really don’t “need” to?  Let’s take a look at four major motivators for passive job seekers who finally seek new employment:

1. Corporate cultural mismatch.  One of the major motivators for job seekers who finally make the plunge into new employment is simply that they don’t fit into the culture of their current employer.  This could be as major as philosophical differences or as simple as conflicts with co-workers or superiors.
2. Their work has grown boring and routine.  While the passive job seeker’s work may have been exciting when they first took the job, if there have been no changes in a long time, the job seeker may be seeking excitement in a new job opportunity.
3. They are underappreciated and lack opportunities for promotion or advancement.  Passive job seekers are often looking to take their careers to the next level. Any recruiter who can help them make the leap will be able to win this job candidate over.
4. They have outgrown their current job and it no longer taps into their interests or educational level. While many passive job seekers continue to advance their education and experiences while expanding their interests, their job often fails to grow with them.  This is another thing that motivates passive job seekers to look for employment elsewhere.

More Success Amid Chaos

An AmLaw 100 Equity Partner - This Northwestern graduate started her career in private practice with a leading mid size Chicago firm. A member of the Class of 1992, she started in practice during the depths of the 90-93 recession.  She considered a lateral move in the mid 1990's and ultimately joined one of the top 12 firms in Chicago and became a partner five years later. She married, started a family and moved to another part of the country to be closer to her family and joined one the nation’s most selective firms as a partner - and practices there today.  Along the way there were many challenges and a few potholes to be avoided.  But she was (and is) determined to the point of being relentlessly focused on an objective. 

She had the misfortune to graduate in one terribly economy (92-93) and make move as a lateral partner during another economic trough (the 01-03 tech wreck 9-11 recession).  The did not use the economy as an excuse to stop her from achieving her objective.  Along the way she became a terrific lawyer and became a partner in two outstanding but entirely different law firms.   

Anonymous but Impressive Clerks  - Every year I hear from many 3L’s who land “off-season” judicial clerkships and government service opportunities.  Some identify the opportunity through OSCAR, others through friends who are currently clerking, and others through law school faculty members.  In my work with students I’ve seen the following

‘ a Northwestern 3L who landed a District Court clerkship in Nevada with a senior status judge in May of his third year and then went on two practice with two leading firms in San Francisco

‘ a Michigan 3L in the bottom half of the class who secured a N.D. Illinois clerkship with a Magistrate Judge and a class mate of his who landed a Bankruptcy Court clerkship

‘ A Michigan 3L who landed a Sixth Circuit Clerkship in the middle of her last semester in Ann Arbor who then went on to practice with two of the nation’s most famous firms and is now senior in house counsel for the nation’s most profitable telecommunications company A Michigan graduate who was caught in the Manhattan maelstrom but landed through a Michigan faculty member a Bankruptcy Court clerkship.

From Chicago to Cleveland Via Sydney - Several years ago a Michigan 3L came to my office. He was in the broadly defined middle of the class, had a disappointing 2L summer, and was looking to return to Cleveland where had family and personal ties.  As is almost always the case, the 3L market was terrible.  He had been stymied in his efforts and was frustrated, a bit taciturn, and more stubborn than a Wyoming mule. 

I recommend the usual array of tactics from networking, to working with OCS, to contacting classmates, to considering government service. Nope. Nope. Nope.  None of this would work he told me - almost defiantly.  I was becoming a wee bit irritated but maintained my zen space (primarily because both of my golden retrievers were asleep under my desk). 

I asked him to “hand me the bible.”  He looked on my book shelf, where there is indeed a beautiful family Bible.  I said “No not THE Bible” - give me my Michigan Alumni Directory.  I asked him to open it to a random page and put his gnarly index finger on random name and said “I’m going to call that person and he and I are going to help you get a job in Cleveland - because the Wolverine nation works.”  He puts his finger on the name of a fellow from Sydney Australia who earned an L.L.M. in the late 1960's.  

I love a challenge.  It was 5 p.m. in Chicago so early morning Sydney 1 day later.  I reached the lawyer and said “Hi it’s Frank Kimball, Class of 77 from Michigan and I need your help.”  We exchanged the usual manly banter about football, Americans, beer, and Australia and he said “How can I help you mate?”  I replied, “Well I have this student in my office who has lost faith in the Wolverine nation and he does not believe that you and I can get him a job in Cleveland.”  The Aussie answered “Is he daft or intoxicated?  A lot my mates in Ann Arbor were from Ohio - send me that resume and let me see what we can do.”  Three weeks later, the student has a job in Cleveland. 

The Wolverine nation. Nothing like it in the world. Except that the family of graduates from any institution or any elite organization will support their younger members.  It could be the most powerful tool in your kit.

For job seekers who have been unemployed for a year or longer, taking a survival job may seem more urgent than ever.  But there are few things that every job seeker should consider before taking a survival job:

The ideal survival job will allow the job seeker to learn a new skill or acquire knowledge and experience that will help to advance their efforts at finding a job in their field. 

When looking for a survival job, it’s best to stick with quality companies with strong reputations in their industry. 

Job seekers looking for a survival job should try to find a position that is related to their interests or hobbies if they cannot find one that is directly related to their field.

Understand that your survival job may be someone else’s career, so expect stiff competition, especially in this economy. All of the same guidelines apply when seeking a survival job, make sure you submit a quality resume and  come prepared for the interview.

Make sure that once you take a survival job that you continue your regular job search.  Don’t become complacent and don’t allow your survival job to suck up so much of your time and energy that you have none left to conduct your job search on a daily basis.

The main purpose of sending out a resume and cover letter to recruiters and employers is to encourage them to contact you.  But surprisingly, many job candidates make the simple task of “getting in touch” more difficult than it should be.  Below are a few tips on how you can make it easier for recruiters and employers to get in touch with you after they receive your application:

Include your contact information on your resume and cover letter.  That contact information should include your phone number, address and an email address.  Even if you use letterhead that includes the information, it won’t hurt to repeat the contact information in the last paragraph of your cover letter.

Let the recruiter/employer know when you are available and whether it is okay for them to contact you at your current job. For example, you may want to say, “I am available after 6pm at the following number.”

If you will be out of town soon after sending off your resume and cover letter, create an alternative contact phone number.  For example, you may want to say, “I will be out of town from August 10 – 20^th but can be contacted at the following number.”

Etiquette, an important skill in navigating all aspects of business, is just as important when communicating with clients and candidates via email. Unfortunately, for many email etiquette seems to go by the wayside even when communicating with business colleagues and even prospective clients.  But failure to use proper email etiquette can leave a bad first impression and we all know that first impressions last.  Below are a few tips on email etiquette:

First and foremost, when sending emails DO NOT use abbreviations that are often used in text messages and online message groups.  Abbreviations such as “lol” “ty” and smiley faces should never be used in your business emails.

Keep your emails professional. Do not assume that just because you are using email that the communication should be informal.  This is a false assumption, it is better to remain formal and professional than to come off as being a bit too familiar with a client or candidate.

Avoid sending attachments unless the person receiving the attachment knows what you are sending and has given you permission to do so.  Many companies are hyper diligent about avoiding viruses and other malware from entering their networks and because of this they do not want to receive attachments.  If you do send an attachment, make sure it is not so large that it would either crash the recipient’s computer or waste a lot of their time to download.

When responding to an email, be very careful about using the “reply to all” function.  Before clicking “reply to all” make sure that your communication really needs to go to all of the recipients of the email to which you’re replying.

Job seekers only have so many hours in a day, that’s why it is very important that they choose carefully which jobs they decide to pursue.  But how does a candidate effectively and quickly vet the value of a job before they send off their resume?  Start with the job posting:

Does the job posting talk about what value the position offers the job candidate? Any employer who exclusively focuses on what they want from the job candidate while neglecting what value their job offers the job candidate, are usually not good companies to work for.  A good job ad should talk about what opportunities the job will offer the candidate, how the job candidate will be able to improve their career or increase their knowledge etc.

Is the job posting vague or do they offer the details you need to make an informed decision?  Avoid any job ad that is so vague you don’t know exactly what you will be doing or that makes it appear that anyone with any type of experience can do the job.  Many times job ads written like this are scams designed to pull you in and then waste your time and money.

Does the job ad offer complete information about the employer?  Their name?  A website?  Do they tell you what salary they are offering?  What type of benefits?    Once again, the devil is in the details.  Failure to include these kind details is a bad sign.