1. Send your resume to the interviewer prior to the call, even if you think he’s got it.

2. If you’re using a cell phone, find a quiet place. Don’t conduct an interview in the backseat of a taxi or walking down a noisy street — even with a recruiter.

3. If you plan on using a headset, call a friend first for a test run to make sure you don’t sound like you have marbles in your mouth.

4. Have a copy of your resume in front of you as a point of reference during the call.

5. If you have a job description for the position at hand, re-review it just before your call so the qualifications and responsibilities are top of mind and you can speak to these key points.

6. Don’t interview in your PJs. Get dressed for the day. If you look the part, you’ll feel the part.

7. Don’t yawn.

8. Stand up while talking. You’ll automatically be in presentation mode which will give off an air of confidence.

9. Do NOT eat or chew gum.

10. Close out your email, Skype, Facebook and any other programs in which someone can ping, IM or distract you.

11. Make sure you’ve locked out a 60-minute window of time so you don’t have to interrupt the ebb and flow of the dialogue.

12. Establish a rapport off the bat by finding something to discuss outside of work, preferably not the weather. (You're more creative than that!)

13. Do your homework. Research the company (Crunchbase, InsideView, etc.) and come prepared with smart questions written down so you don’t forget.

14. Create a one-pager that highlights your accomplishments, using numbers to quantify results whenever you can. Have it in front of you during the interview so that you can answer questions with examples vs. a simple “yes” or “no.”

15. Don’t hang up without telling him you are interested in moving forward and meeting in person. Sell him, and then close him.

Carpe diem

Jane Ashen Turkewitz is Founder and Chief Talent Officer of .comRecruiting, a firm that specializes in sales, marketing, PR, business development, social media, e-commerce and creative in the digital/mobile arena.  Jane can be reached at Jane@DotComRecruiting.com and welcomes any comments and conversation.

But sometimes email makes me want to scream. Because it’s just so darn easy to use, people tend to abuse it. They are sloppy with their correspondence, incomplete with their thoughts, not to mention sentences, and scatterbrained in how they communicate. As a recruiter, whether it’s working with a candidate or a client, email sparring can sometimes be exhausting and frustrating — especially when thoughts are not expressed clearly and the person on the other end refuses to get on the phone. So, keeping that in mind, here are some recommendations on how to clean up your emails, get more e-organized and, frankly, be more buttoned up.

#1 — Don’t Assume the Person on the Other End Knows What you Are Referencing

Don’t use one word responses. If you are confirming a meeting, for example, don’t simply write back “yes.” The initial email chain could have listed multiple dates and times and then all parties could be confused as to the final decision. Instead send a note that says “Jane, we are confirmed for Wednesday, March 20th at 4pm EST.”

#2 — Include Time Zones as a Norm

I can’t tell you how many times I’ve set up bi-coastal meetings that have had to be rescheduled due to a miscommunication regarding time zones. To avoid this, always put EST, or whatever your timezone is, in your email. Bolding it is not a bad idea either.

#3 — Customize Subject Lines

Make sure you use subject lines in all emails so that the recipient knows what you are reaching out to him or her about. And, as you go back and forth in a long string of email exchanges with one person, try to remember to change the subject lines to reflect the subject of the e-string. If you are scheduling a meeting with someone, the subject could read something like: “Meeting, 3/20 at 4pm — Jane and Eric to discuss ABC Tactics.” If you are giving someone a business address, the subject line could say: “.comRecruiting’s Address.” Simple things like this make a huge difference when someone is searching thru their emails for specific information.

#4 — Read, Read Again, and, Yet, Again

I’m not bothered by a typo or a missed “the” in an email. But when someone sends me an email from an iPhone seemingly from a moving bus, and it says “we are all vet, and seat you in Amsterdam,” instead of “We are all set for our meeting on 75th and Amsterdam,” it’s annoying and a waste of everyone’s time.

#5 — Make Your Emails Concise

Emails should not take the place of a meeting where you can dig deep on a subject. Don’t send a client, co-worker or associate an email chock full of information, pages long. Make sure you are clear in the information you are presenting by breaking up content into short paragraphs — using four at the most. I recommend keeping each paragraph to approximately two to three sentences. And, if possible use bullet points so it’s easy on the eyes and the person on the other end actually reads the email, vs. putting it aside for some later time where it will most likely gather e-dust.

#6 — Make Sure Your Signature Appears on Every Email

I can’t tell you how many times I have conducted a search in my inbox to look for someone’s phone number, which I expect to find at the bottom of an email, only to find that the person in question didn’t have contact information in his signature. In fact some people don’t have an email signature at all. To rectify this, and make it easier for people to reach out to you, go into your email settings, under “general” and create a signature that includes your email address, cell phone, land line and all other relevant contact information. If you are using Google mail, make sure to check the box underneath your customized signature that says “Insert this signature before quoted text in replies...”

#7 — Respond Immediately or Save as “Unread”

The only time I ever fall down on an email exchange is when I open up an email and neglect to respond right away. If I open it and read it and it goes into the “already read” section, it’s a goner. If you know you are not going to be able to respond to an email immediately, mark it as “unread” so you don’t forget about it.

#8 — Confirm Receipt

If someone sends you an email with information you need that does not necessarily warrant a response, send a quick note to say “thank you,” just so the sender knows you are on the same page and that the email was received.

#9 — Watch What You Say

Don’t ever put something in an email that would make you wiggle in your seat in discomfort if it fell into the wrong hands. By now, we all know the power of Facebook and Twitter.

#10 — Disconnect and Pick up the Phone

If you have to get an important message across that might come off in a way that could be perceived as combative or potentially have a negative consequence, pick up the phone. Emotions and context can not be conveyed in an email. It’s time to unplug.

Carpe diem

Jane Ashen Turkewitz is the President and Chief Talent Officer at .comRecruiting where she helps senior level candidates in sales, marketing, media, editorial and e-commerce find their next career moves. She has been active in the digital media space since 1999.

Years ago, an email circulated around the Internet featuring an editorial spread that appeared in a 1955 home economics textbook, entitled “The Good Wife’s Guide.” This eyebrow- raising piece offers a glimpse into a “wife’s” role prior to the woman’s lib movement. Two of my favorite nuggets of wisdom and advice are as follows:

• Be a little gay and a little more interesting for him. His boring day may need a lift and one of your duties is to provide it.
• Arrange his pillow and offer to take off his shoes. Speak in a low, soothing and pleasant voice.

Holy crap. I’m so glad I was born in the late ‘60’s.  I surely would have been incarcerated for spousal abuse if those were the mores of my day.

But, the article did get me thinking about how society and expectations change over time in all areas of our lives. In particular, with the explosion of digital technology, the hiring process has undergone a progressive movement of its own. So much of what has been traditionally “correct” regarding a job search and managing one’s career has morphed tremendously in just the past 10-15 years.

Here are my top 10 observations on the subject…

#1

Yesterday — Resumes had to fit on a single page and were printed out on eggshell colored linen paper.

Today — Unless you have five years or less experience, your resume should be two pages long. Resumes are sent via email and hard copies are offered at in-person interviews. But, seriously, when’s the last time you saw linen paper?

#2

Yesterday — One would never think of leaving a job after a year or less.

Today — With the ever-growing number of new players in technology and media, job-hopping has become much more prevalent. While many employers do not like this phenomenon, most understand that it is pervasive in the digital world.

#3

Yesterday — An “Objective” at the top of your resume was the norm.

Today — Just like 40 is the new 30,“Executive Summaries” are the new “Objectives”.

#4

Yesterday — A cover letter was mandatory.

Today — Emails and applicant tracking systems have replaced cover letters.

#5

Yesterday — An interview would be conducted on a land line in one’s home or in the office behind closed doors.

Today — There are no offices. Everyone is in an open space.  First interviews are held in makeshift “phone booths” using mobile devices, or Skyping in front of your home computer.

#6

Yesterday — A thank you letter was carefully crafted and mailed on the same linen paper used for your resume.

Today — “Thank you” notes are sent via email, filled with abbreviated texting jargon.  If the candidate is not interested in the job, he/she may not even bother to write a “thank you.” (I don’t condone this, I’m just telling it the way I see it.)

#7

Yesterday — Including a picture on your resume was strange.

Today — While the same holds true, a picture on your LinkedIn page is expected and if it’s not there, one wonders what the problem is.

#8

Yesterday — One would never go on an interview without wearing a suit.

Today — A suit on an interview can actually kill your chances of getting certain jobs.

#9

Yesterday — If you were a graphic designer or Creative Director, it was not advised to provide links to an online portfolio. The Internet was too slow and nobody would take the time to link to a portfolio with heavy graphical elements.

Today — As the data pipes have gotten significantly larger, surfing through graphical sites is now a breeze and today’s designers are expected to have a digital portfolios and websites.

#10

Yesterday — Everyone worked from centralized offices and companies did not hire if they didn’t have a physical space for employees.

Today — Remote offices are the norm as email, IM technology and Skype put the “v” in virtual hiring.

Jane Ashen Turkewitz is President and Chief Talent Officer of .comRecruiting, a firm with a focus on helping dot-com businesses/divisions find senior-level talent in sales, business development, marketing, PR, social media, editorial, media and account management.  Her philosophy is simple: “It’s not just about making placements. It’s about building long term relationships, careers and human capital.”

Recruiters are matchmakers, hunters, negotiators and, most definitely, therapists. There’s not a week that goes by — or maybe even a day — when we’re not providing some sort of mental release for a job seeker frustrated with his/her search and the process as a whole. I don’t mean this as a complaint. Just a statement of reality.

A sample of things that I commonly hear:

• “I had five interviews, making it all the way to the C-suite, when all off a sudden, everything went radio silent.  Nobody will return my calls or emails. I can understand if they don’t want to move forward but you’d think they could have the courtesy to just say so. A little closure, please.”
• “I put a weekend’s worth of work into doing a project that was requested of me and then I never heard “boo.”  Did they just use me to get a project done for free?”
• “I was hired by a company and then a week after I started, the division I was hired for was dismantled. I lost my new job before I even turned the computer on and missed out on other opportunities that I had in play at the time of acceptance.  Why would a company hire someone if they knew the division was going down?”
• “Every time I set up a time for an interview with the hiring manager, the meeting gets rescheduled. I can understand this happening once or twice as I “get” that people have business to conduct while they are staffing up.  But three, four times?  That’s just rude. I’ve got a life too.”
• “All the experts tell us to turn our phones off when we go into an interview.  Do you know how many times I’ve been interviewed and the person has picked up the phone or answered a text while I’m talking to him?  Seriously?”

It seems to me, for the issues illuminated above, the underlying factor is a lack of empathy on the hiring teams’ behalf. The people behind the companies conducting the interviews just simply forget what it’s like to be on the other side of the desk. It’s similar to going to a Doctor who has zero bedside manner — the #1 turnoff in physician care.

So, how do we get employers out there to adopt an empathetic approach to hiring?  The first step is awareness. We’ve all got to talk about it and be open and honest when we see mistakes being made.  As an external recruiting partner, I’ll do my part, reminding my client partners that they are dealing with people’s lives and livelihoods. Maybe if all the other recruiters out there did the same, we’d start to make a difference.  Anyone else have other ideas?  Bumper stickers?  I’m all ears...

Jane Ashen Turkewitz is the Founder and Chief Talent Officer of .comRecruiting, LLC, a digital media recruiting firm based in NY.  Jane's philosophy about recruiting is that it's not about making a placement. It's about building long term relationships, careers and human capital. She welcomes your thoughts at Jane@DotComRecruiting.com.

The national unemployment rate in November 2012 was 7.7%, compared to 8.7% in November 2011, according to the U.S. Bureau of Labor Statistics. In terms of actual head count, we, as a nation, went from 13.3MM unemployed to 12MM. Although the numbers suggest real progress, the job vacancy rate has not improved in direct correlation, and the scuttlebutt is that a percentage of this perceived growth is actually a reflection of an employment pool that has just plain given up. Reflecting on some of the hiring practices that I’ve seen in 2012, this does not surprise me.

2012 was the year of the assembly line hire. Recruiters and hiring managers moved through the interview process, losing sight of the individual on the other side of the desk. Instead of selling a candidate on a company’s virtues, the trend was to assume that the candidate should have intrinsically known that the company in question was the best place to work.

This hiring hubris caused many managers to lose out on talent and even jeopardized company reputations as candidates expressed their grievances verbally and virally in a world dominated by social media. In 2013, I’d like to see the recruiting industry get back on track and put some class back into a process that has been in decline. With that in mind, I’ve put together the following synopsis of the top 10 hiring mistakes of 2012. Because, afterall, the first step to positive change is awareness.

The Top 10 Hiring Mistakes of 2012

1) Making an Offer and Neglecting to Tell Runners Up
I wish I could take a poll among job seekers to see the sheer number who made it through multiple rounds of interviews only to have a dark shroud of silence descend upon them in the end. In 2013, for the New Year, I hope for contagious empathy in the hiring world. To all the hiring managers out there, after you’ve made your final decision, have a heart and let the runners up know that they did not get the position. If you could provide some constructive feedback as to why, all the better. It’s understandable that a recruiter or hiring manager can’t necessarily reply to every single resume that comes in the door. But, once a candidate goes thru the process of interviewing, feedback should be the norm, not the exception, which it seems to have become.

2) Extending Job Offers Too Soon
We’ve seen employers extend job offers after only one interview. This is nearly akin to asking someone to marry you after one date! You, as the hiring manager, may have been looking to hire for a long time and clearly know what you want. But, the candidate coming in to interview for the first time doesn’t have nearly enough information to decide so quickly.  You both need to spend some time getting to know one-another before heading off to a Vegas chapel.

3) Jumping the Gun On References
Some companies are asking for references at the first meeting, when they should really be requesting them at the end of the interview process. A reference check is meant to provide the employer with external affirmation of a candidate’s abilities AFTER the candidate has successfully advanced through the interview process, not before.

4) Checking References For More Than One Candidate at a Time
Yes, it’s a competitive market. Yes, in digital marketing and advertising, candidates are receiving multiple offers and counter offers that make it challenging to successfully make a hire. But, this doesn’t mean that hiring managers should ask multiple candidates for references at one time. When candidates get to the reference stage, it’s reasonable for them to assume that, if the references check out, an offer will be put on the table. By asking for references from multiple candidates, hiring managers are, in effect, being dishonest to the candidate.  AND, for many candidates, giving out references is a sensitive matter.  They don’t want their references to be contacted multiple times, especially if it’s not the real deal. In fact, many candidates don’t want the word getting out that they are active in the job market unless an offer is imminent.

5) Neglecting to Sell the Opportunity
When interviewing, it’s a two-way sales effort. The candidate has to sell the interviewer on his or her skills and accomplishments as they relate to the job at hand. But, the hiring manager or internal HR department also has to make it clear as to why the candidate should choose their company over another.  In 2013, egos have to be put in check and even the “hottest” of companies need to recognize that, to attract top talent, you’ve got to highlight the reasons why someone should choose you over someone else.

6) Writing a Job Description That is “Meh”
Too often, a job description is a string of bullets blandly listing what a particular opportunity entails from a responsibilities point of view.  A job description should sell your company and make readers chomp at the bit to get an interview. It should be written in a voice that captures the culture and ambiance within the confines of your cubicles. It should highlight benefits and amenities as well as an overall company philosophy.

7) Cancelling Interviews and Just Not Showing Up
We all know that while you are staffing up, you’ve still got a job to do. The reality is, very often, the same holds true for the person you are interviewing. He is taking time out of his current job to meet with you. In 2012, I’ve had hiring managers cancel last minute on candidates for first round phone interviews. It’s been somewhat of an epidemic. Many candidates share an open space with their peers, so they make special arrangements for privacy to engage in these phone interviews. By not bothering to make the call, you’ve wasted the candidate’s time and given your company a bad rep.

The most egregious mistake I’ve seen this year has been incompetence on the worst level — the forgotten in-person interview. We all have calendars with alarms on them.  There’s no reason to completely forget about an interview. Hiring managers need to slow down and be respectful of the interviewer’s time.

9) Making Candidates Wait for 20+ Minutes
Employed candidates are somewhat anxious about being out of their office for an interview. Too many hiring managers and human resources personnel leave these candidates waiting more than 20 minutes in a holding pen, which only elevates anxiety levels, especially if the candidate has only an hour to spare.

10) Dragging your Feet in Scheduling Interviews and Extending Job Offers
If you snooze, you lose. With such an active market, candidates in digital marketing and media often have multiple opportunities on the table. If you want to move someone to a second or third round, don’t wait longer than three business days to get back to the candidate with positive feedback. If you are interested in extending an offer and have intimated as such, then waiting more than a week to put together the terms of the package is too long. And incidentally, Fridays are a fantastic day for extending an offer.  It’s a great way to end the week and it allows the candidate to review the proposed package an extra few days without any distractions associated with their current job.

Jane Ashen Turkewitz is an Executive Recruiter in the digital space. She is a guest lecturer on personal branding and featured blogger for imedia.  For more information and/or consultative advice on best practices in hiring, don’t hesitate to reach Jane at jane@DotComRecruiting or @LetsTalkTurkey (Twitter).

1. Clearly State Your Title and Industry Under Your Name — Instead of stating “Jon Doe, Marketing Director,” on the very top of your profile,  state “Jon Doe, Marketing Executive, Digital Media and Mobile.” If you are in digital sales, instead of saying “East Coast Sales Manager,” write, “Digital East Coast Sales Manager — Retail, CPG Expertise.”  Get those key strategic words in that will help define your core strengths and experiences to attract greater interest in your profile at first glance.
2. Expand Your Summary — Whereas, in a resume, you need to keep your summary short and sweet, you have the chance to really blow it out on LinkedIn. Think of your summary as a mini Bio that highlights your core areas of expertise and unique selling propositions, remembering to use keywords throughout to ensure you pop up in searches.
3. Use SEO Strategies In Highlighting “Specialties” — Think of all the various responsibilities that you currently have, and have had in the past, and highlight them one by one in the “Specialities” area, being very specific instead of broad-stroked.  As a marketing executive, you could put, for example: “B-to-B Marketing, Sales Development, Online Promotions, Offline Promotions, Integrated/360-Degree Programming, Television, Video, Print, Digital, Mobile P&Ls/Budgeting, Management, Business Development.”  Don’t be afraid to use multiple terms to describe the same function as I have done in this sample because everyone “searches” using different criteria.  You want to make sure you pop up no matter what the criteria is that’s being used.
4. Post a Pic — Similar to excluding a date in reference to your education, leaving an empty picture makes the reader raise an eyebrow. The question becomes “What’s this person trying to hide?”  Post a picture or image that clearly captures who you are while being appropriate for all audiences.
5. Consolidate Positions — Unfortunately if you spent 10 years at Time Inc. in three different roles, if you add each position separately in LinkedIn, it muddies the waters in terms of the appearance of job stability. You risk the chance of looking “jumpy” when you have really progressed within one company.  Instead of listing these positions as separate jobs, put them into LinkedIn under one large header (Time Inc. - Marketing, from 2002 - 2012).  Then, in the body copy, you can expand upon your career progression within the company, saying something to the tune of:  “Hired in 2002 as a Marketing Assistant and was promoted four times in nine years to take on increased responsibility, culminating in a VP of Marketing position.”
6. Secure High-Level Recommendations — Director level and above recommendations are ideal.
7. Showcase Published Works — Whether it’s a blog, a book or an article, make sure to provide a link or make mention in some way, shape or form in your profile.  This helps you to stand out against your competition.
8. Connect With LOTS of People — 300+ is strong, however, if you are in sales, you want to be above the 500 mark.
9. Provide Contact Info — If you check off reasons why you’d like to be connected on LinkedIn (which most of us do), then don’t forget to put in an email under the address section so people can actually do so.
10. Keep It Fresh — As you take on new roles — whether they are full time or consultative — refresh your LinkedIn page while the information is top of mind.

Jane Ashen Turkewitz is an Executive Recruiter in the digital media space and can be reached at Jane@DotComRecruiting.com.

For Sandy, Facebook is not only being used to express grievances and show horrifying imagery, but it is also being utilized as a vehicle for those of us lucky enough to be unscathed to reach out and offer a helping hand. It got me thinking a lot about the true power of social media — not in terms of advertising or selling a product, but in terms of raw, grassroots communications. Social media has become so integral to all that we do. With that in mind, I put together this post for those of us who, regardless of how hard Sandy has hit, are moving forward and searching for something new to look forward to.

Rule #1 — Search and Target

If you know there’s a job opening at the Widgetorium, instead of sending your resume through the company’s ATS, Website or to a recruiter that you don’t know, check LinkedIn to see who you might know who works for the company.  If you don’t have any 1^st degree connections, check out who is connected to you by the 2^nd degree and see if you can get an introduction.  Do the best you can to get in through the back door using LinkedIn as your primary tool.

Rule #2 — Sell Yourself Without Begging

There’s a guy in my LinkedIn network who makes daily posts that basically say, “Hey, I’m looking for a sales job in New York, so hire me.” Every time I see one of his posts, I cringe and want to reach through the computer and shake him.

I’m a digital media and marketing recruiter and there are more sales jobs open today then there is talent in this business. So one would think I’d be chomping at the bit to set up an interview. But, I just can’t bring myself to call him.  He sounds too desperate and I am not looking for desperate, I’m looking for “qualified, but a little hard to get.”

The problem with “Mr. Desperate’s” postings is that he’s not offering any value.  He’s just asking for favors (“hire me!”), and he’s doing it with crazy frequency.  It’s like that movie “Swingers” when Vince Vaughn keeps calling his ex-girlfriend and crying on her message machine.  PAINFUL!

Instead of posting over and over again to “hire me,” Mr. Desperate needs to be strategically combing through other social media posts to find out who needs someone with his skills and then sell himself appropriately on an individualized basis.  A finely targeted, thoughtful approach is what’s going to lead to success.

Rule #3 — Tweet Smart

Recruiters use hashtags to locate candidates by searching words like “resume,” along with skill sets, locations and so forth.  …Incorporate hashtags on your Twitter resume so you’ll be found when recruiters perform their searches. Your Twitter job search post should have a link to your resume (using TinyURL or another short-link application) and should include key words, and hashtags (preceded by the # sign) that will attract recruiters.  Your tweets should mention your title and geography. “RT,” which means re-tweet, should start off the entire post as it will encourage your “followers” to forward your information on.

Rule #4 — Build Your Twitter Network

Create a wish list of companies you would potentially like to work for and sign up for their Twitter feeds.  You can find out about hot jobs this way and stay abreast of industry news.  And, speaking of industry news, follow experts and organizations in your field as well.   The more you are in the know, the more you will know about job openings. If you see a company just received a cash infusion of $20MM, you can bet they will be hiring!

Rule #5 — Position Yourself as An Expert

Use LinkedIn, Facebook and Twitter to republish relevant and interesting information that pertain to your field.  This provides a value and service to your connections, followers and friends and helps to position you as someone “in the know.”  What better way is there to promote your personal brand?

Rule #6 — Put Your Contact Info Front and Center

It’s fairly easy for people to figure out a company’s email formula but if you were caught in a layoff or are out of work, and you don’t have free “In-Mail” on LinkedIn, make sure to put your personal email on your LinkedIn page so that people can find you.  I can’t tell you how many times I’ve been unable to reach a candidate who actually WANTS me to reach out to him because  — doh — he has forgotten to publish how to get in touch with him, even though the top of his LinkedIn profile page says “looking for next opportunity!”

Carpe diem...

Jane Ashen Turkewitz is an Executive Recruiter in digital media and can be reached at Jane@DotComRecruiting.com.

I sent Jim on two interviews with two different digital companies. The first company loved him and wanted to move forward. The second company, not so much.  Sure, they thought he was on his game in terms of where he’s been and what he seems capable of. But, apparently, Jim failed to impress because of how he chose to dress.

Jim showed up for the interview with a pair of ripped jeans and a five-o’clock shadow.  The client did not like this one bit.  And, since this is the second time in a few months that I’ve received feedback from a client on candidates arriving to an interview too slovenly, I thought it was time to address (uh…pardon the pun).

It used to be easy.  If you were going on a job interview, you put on a suit and tie or a skirt, depending on your gender.  Professionalism was the name of the game and your attire was a direct reflection of capabilities. 20 years ago, you wouldn’t have THOUGHT of going on an interview in a pair of jeans!

Not to sound like a grandma, but times have changed.

Start-up digital media companies tend to be super casual.  Many have foosball tables and kegs in the office. With this kind of mentality, if a candidate comes in with a business suit on, this could actually be damaging.  The hiring manager could think that the candidate is too stuffy and will stick out like a sore thumb from a cultural perspective.

On the other hand, digital divisions of traditional companies tend to be more corporate, and if a candidate comes in with a pair of jeans for an interview, he might shut down the process before he even utters a word.  Game over.

So, how SHOULD one dress on an interview to make sure he doesn’t over — or under — do it?

Well, my husband is an attorney and whenever he goes to court, he picks out the most generic suit and tie one could ever imagine. He has always told me that, when it comes to the courtroom, he wants to blend in, and not make an overt impression — positive or negative — with his attire.  He wants the Judge and jurors to focus on the substance of the case he is working on, vs. what he looks like.

This advice resonates with me regarding dress code for interviews in the digital business.  Blend in when it comes to your attire.  Make sure that the interviewer focuses on your substance, not your appearance.

If you are going in for an interview, no matter what the company, dress with pride and confidence.  Come clean-shaven, unless you have a beard or goatee, so you don’t look like you just stumbled out of bed.  Show that you care about how you present yourself since, ideally, you could be representing the company you are interviewing with in the near future.

Wear a nice pair of pants and a button down shirt.  Or, if you insist on wearing jeans, make sure they are dark and undamaged and that you wear them with a button down, and a nice pair of shoes and socks.  Show some respect for yourself and the interview process and, you’ll get the same in return.

Carpe diem…

Jane Ashen Turkewitz is Managing Director of TalentFoot Executive Search and Editor of LetsTalkTurkeyBlog.com. Tell her what you think about today’s interviewing dress code: JTurkewitz@TalentFoot.com

I stumbled onto your blog today and found the resume and cover letter tips very helpful. I’m a reporter looking for my next job, and there’s something I keep wondering about — you suggest ending a cover letter with “I’ll call you to set up an interview.” It’s advice I’ve seen in lots of places, but many, if not all, of the job listings I see say “No phone calls.” One even said that anyone who attempted to call would be automatically disqualified. Many of them also say that due to the volume of responses, only people selected for an interview will be contacted.

Here’s the reality.  If the ad basically says, “don’t call us, we’ll call you,” then, my feeling is you don’t call. Chances are, it’s a Human Resources department running the ad and the recruiters in that department are digging thru tons of resumes to find ones that fit the job description.  If you call them, you’re probably not going to get anywhere because they’ll get pissed off that you didn’t follow directions and are resenting the fact that they have to field your call, vs. get thru their work piles.  Then the call will turn awkward and you won’t get anywhere anyhow.

However, I do suggest trying to find out who the hiring manager is and sending your resume directly to him or her and seeing where that gets you.  This involves really putting yourself out there and some of you might not be comfortable doing so.  BUT, there’s another way to look at it.  Instead of thinking of this as a negative (i.e., being pushy), position it as a positive.  If you follow up with a phone call to a hiring manager, you could say something like:  ”I’m calling you directly, Mr. Hiring Manager, because I’m not looking for just any old job.  I’m looking for a job with your company. I’m being very selective in my search and focusing on a hand full of organizations that I feel I can contribute to.  Yours is one.  Can I bring you a cup of coffee and come in for an interview to discuss that job you need to fill and my qualifications?”

If you are reading this and you say, “But, Jane, what if the company name isn’t listed?”  Well, then to put it bluntly, you’re shit out of luck.  Ok, that’s not really true as a whole – just with this company. Obviously you’ve got no company name, you’ve got nobody to reach out to.  I would say, if you don’t get some sort of email acknowledgement that your resume was received, it can’t hurt to reach out again and make sure that your resume went thru. That, unfortunately, is about all you can do.

Remember, human resource folks are truly inundated with thousands of resumes.  If everyone called they wouldn’t be able to vet though the resumes and do their jobs.  That’s why they put in the “no call” clause.  Make sure your resume REALLY speaks to the job you are going after and then they should be calling YOU.

Hope this helps! Carpe diem…

Jane Ashen Turkewitz is the Managing Director of TalentFoot Executive Search, in New York.  She is also the Founding Editor of LetsTalkTurkeyBlog.com. You can reach Jane at JTurkewitz@TalentFoot.com.

While it is definitely true that the ball will get rolling faster by hiring multiple recruiting firms to work on your jobs, I submit that it doesn't help you get the job done quicker or more effectively.  In fact, I would argue that it could do you more harm then good.  Here are my top 3 reasons why:

#3 - Partnership = Collaboration; Vendor-ship = Chaos

With ATS systems in place, many of you who are hiring, farm out jobs to recruiters and then have the recruiters submit resumes into your ATS.  There's very little interaction with the recruiters in this scenario.  They simply submit their candidates' resumes into your system and hope and pray, #1, that the system worked, and #2, that you will call them regarding setting that candidate up for an interview.

Inevitably, the hiring company loses out here.  Resumes don't get submitted into the system properly or  just disappear into some technological abyss, kind of like when you find one sock in the dryer.  And, if more than one recruiter puts the same resume into the system, yet one shows up and the other one doesn't?  Well, I wouldn't want to be the one to referee the ensuing fight for commission.

Partnering with a recruiter and having them send you a debrief on the candidate, or, getting on the phone with you to tell you about the potential hire, is going to give you quality over quantity, and assure that nobody is lost in a vendor/technological vacuum.

#2 -More Recruiters = More Mistakes

It's hard enough to keep everyone's name straight that is submitted to you for hiring consideration.  If you work with multiple recruiters, chances are pretty high that you are going to slip up and call  Recruiter #1 to discuss Joe Brown's candidacy when Recruiter #2 was the one who sent you that candidate.  (Doh!) That doesn't make for a healthy partnership. It makes you look unorganized, causes an awkward situation and really demoralizes the recruiter.  It certainly doesn't make the recruiter want to work hard for you, which is the EXACT opposite of what you are looking for.

#1- More Recruiters = Bad Branding

Let's look at the L.A. market as an example here.  If you are looking for senior digital sales talent in Cali, there are slim pickings because it's a small market. What do you think it does for your brand when David Smith, VP of Sales, gets a call from three different recruiters pitching your job?  The cold, hard truth is that it tells David that you are desperate and nobody wants to work for you. That's DEFINITELY not good for your brand.

A client recently told me that, in a past job, he hired multiple recruiters to work on a search for him.  It was a disaster because the recruiters were  doing a great disservice to his company by misrepresenting it in their pitches.  It's simple.  If you treat your recruiter like a vendor and don't constantly educate him on new, great things that are happening within your company, then the recruiter is going to work like a vendor. He won't know how to properly pitch your company to candidates and, in the end, you won't staff up any quicker, and you could potentially do some pretty good damage to your good name.

Next time you go on a hiring spree, look at the bigger picture when you build a recruiting strategy.  Find one company who "gets" your business and has the right contact database.  If you want to have more than one recruiter working on it, ask THAT firm to put together a team to divide and conquer for you.  That way you WILL have multiple recruiters working on your job, but you'll have a guarantee that the same people won't be approached multiple times, and your brand will remain intact.

Carpe Diem

Jane Ashen Turkewitz is the Director of Client Development for TalentFoot and Founding Editor of LetsTalkTurkeyBlog.com.

Um, I got that. Now tell me something I don’t know.

Reference checks are a funny ritual.  If you are interviewing and supply references to a potential new boss, one would think that it’s an automatically biased process in your favor.  Although 90% of the time this does end up to be true, there are times when references don’t check out.

In addition to the references that YOU supply, as the job seeker (candidate), hiring managers and recruiters often engage in a little digging of their own, networking with people they know who may have worked with you at one time or another.

I call these types of references “blind.” They can be most damaging and unfortunately you, as the candidate, don’t have much control over this process.

That said, sometimes co-workers just don’t get along and that could trigger a negative reference. A good hiring manager can read between the lines, understanding that perhaps this is a reflection of something more personal vs. professional.   But, if the negative feedback is a true reflection of a fundamental flaw in your work ethic, that could be an indication that you would not be a good fit for the position at hand.  And finally, if your blind reference suggests that you have lied – for example, by saying you resigned from a position when you were actually fired —that’s a definite deal breaker. The one thing you want to make sure to do when you interview is to always, ALWAYS tell the truth.

In terms of providing references, I recommend putting together a list of five or six.  The list should include at least one of the following:

-       A former boss

-       Someone you have managed (if you are in management)

-       A former co-worker

-       A client you have worked with or external vendor you have managed (if applicable)

Three to four references is usually enough but you should have an extra one or two in your pocket in case one of your references is traveling or unavailable.

One final note: Make sure you check with the folks you would like to use as references BEFORE adding them to your list AND call them to give them the heads up when someone is about to reach out. The last thing you want to do is potentially put someone on the spot.  And, you want to make sure they are prepared to receive a call.

Carpe diem

Jane Ashen Turkewitz is Client Development Director for TalentFoot Executive Search and Editor of LetsTalkTurkeyBlog.com.

Media reports late last week showed that the economy actually grew and 200K+ new jobs were secured to start off the year.  As a recruiter in digital media, this doesn’t surprise me so much. In fact, if you looked at digital media alone as an index of the strength of our economy, you’d be hard pressed to think America was suffering financially!

My firm is pretty darn busy helping clients staff up during these first few months of 2012.  And, because driving revenue is the #1 priority for companies in the digital media business, sales jobs are hot right now.  On fire. It’s February, which means year-end bonuses have been handed out and there’s a flurry of activity and movement. Account Executives, Sales Managers and the likes are getting calls left and right regarding job openings.  Some are good and some are, or could seem, kind of sucky.  The question is, how do you break through the clutter and convince the best in the business to choose you over the other guy?

Here are my top five suggestions on how you can do just that…

#1 – Develop a Positioning Strategy

I’m sure your marketing team has done a bang up job creating presentations and other collateral that clearly spell out the advantages of investing in your company for your customers.  Why not share this with any internal and external recruiters you are working with so they can properly “sell” your company to potential employers?

#2 — Evangelize Your Company

Tell candidates how much you have grown.  Use numbers that show revenue and employee growth.  Tell candidates that this is a place that people WANT to work and prove it thru data.  If you’ve got a staff longevity story, share it.  If people are apt to get promoted, show statistics or give examples.  If the positions you are filling are all add-to-staff, sing that story out loud.

#3 — Share Unique Benefits

Do you offer a dry cleaning stipend?  Three weeks vacation at the very start?  Half-day Fridays in the summer?  Think about the various perks that your company offers and make sure to use them as part of your pitch.  As our society grows, our employees want a better work/life balance.   Promote the fact that you take care of your employees, beyond the expected paycheck.

#4 – Show Respect

Even if you interview someone and you know they are not right for the job, show some respect. Remember, that person has a life and a place on this planet, just like you.  Plus, he or she may be very well connected in the industry and could spread some pretty nasty things about your company.  If they feel really snubbed, they might even tweet or turn to Facebook, where they could lambast you in front of hundreds of people in the business. Be nice. Even if it hurts.

#5 — Show some Empathy

When you’re hiring, you’re also busy with every day job responsibilities.  It can be really difficult to stop and just focus on the interviewee when you sit down.  Try not to make the candidate wait too long after your scheduled meeting time.  Remember, he’s taking time out of his regular job as well to meet with you.  Close your door, turn off your cell phone and don’t take any interruptions. Better yet, meet the candidate outside the office so you KNOW you won’t be distracted. Show the candidate that he or she has your complete attention.  I can’t TELL you what a difference this will make in having someone great WANT to come and help you be successful.

Carpe diem

Jane Ashen Turkewitz is Client Development Director for TalentFoot Executive Search and Editor of LetsTalkTurkeyBlog.com.

One candidate, who took a job primarily for this reason, found herself in a quandry when, after only five months, her mentor-boss, whom she took the job to work for, decided he was not happy and left the company.  Another candidate who went to a start-up, primarily to work for a particular individual, was not happy when just a few months after he was hired, the company was bought by an established ad network. Boom, just like that, he had a different boss.

Yes, it’s important to like the person you work for.  Yes, it’s important to respect the person you work for.  And, yes, it’s important to feel as though you can learn and grow professionally through the directives of a strong boss.  But, it’s not a good enough reason to make a move.  Always evaluate the opportunity in its entirety before jumping ship.

Some of the things you should consider investigating before you do make a job change…

1) Find out if anyone has held your position before you?  What happened to that person?  Did she leave on her own fruition?  If so, how long was she there before her departure?  If it was only a few months, that could be a red flag.  The best thing to do in this situation is to ask to meet with some of your potential co-workers and see if you can get a feel for their state of mind and morale. You might be able to do a little covert digging and even find out that person’s name, and contact her to politely ask if she has any advice before you make a decision about whether or not to fill her shoes.

2) Make sure you clearly understand what will be expected of you. If you are in sales, find out your quota and client/agency list.  If you’ve got a $3MM annual quota to fill but are given a completely developmental list, perhaps you will be setting yourself up for failure.

3) Without sounding like you don’t want to work hard and you’re not willing to put in some overtime, ask pointed questions about the work/home-life balance? Again, you don’t have to ask the boss – get some face time with your peers in the office.  Find out about the culture. Ask what time the usual day begins and ends.

4) If you are taking a job mostly because you really admire the person you’ll be working for, the next question is a moot point.  But, if you don’t know too much about your future boss, get an idea about his/her management style. If you know you don’t like to be micro-managed, then working for a hands-on manager might not be your best bet.

I’ve said it before and I’ll say it again….interviewing is a two-way process.  They are not only choosing you.  You are choosing them.  Make sure to select wisely.

Carpe diem….

Jane Turkewitz is Client Development Director for TalentFoot and Editor of LetsTalkTurkeyBlog.com.

One candidate, who took a job primarily for this reason, found herself in a quandry when, after only five months, her mentor-boss, whom she took the job to work for, decided he was not happy and left the company.  Another candidate who went to a start-up, primarily to work for a particular individual, was not happy when just a few months after he was hired, the company was bought by an established ad network. Boom, just like that, he had a different boss.

Yes, it’s important to like the person you work for.  Yes, it’s important to respect the person you work for. And, yes, it’s important to feel as though you can learn and grow professionally through the directives of a strong boss.  But, it’s not a good enough reason to make a move.  Always evaluate an opportunity in its entirety before jumping ship.

Some of the things you should consider investigating before you do make a job change…

1) Find out if anyone has held your position before you?  What happened to that person?  Did she leave on her own fruition?  If so, how long was she there before her departure?  If it was only a few months, that could be a red flag.  The best thing to do in this situation is to ask to meet with some of your potential co-workers and see if you can get a feel for their state of mind and morale. You might be able to do a little covert digging and even find out that person’s name, and contact her to politely ask if she has any advice before you make a decision about whether or not to fill her shoes.

2) Make sure you clearly understand what will be expected of you. If you are in sales, find out your quota and client/agency list.  If you’ve got a $3MM annual quota to fill but are given a completely developmental list, perhaps you will be setting yourself up for failure.

3) Without sounding like you don’t want to work hard and you’re not willing to put in some overtime, ask pointed questions about the work/home-life balance? Again, you don’t have to ask the boss – get some face time with your peers in the office.  Find out about the culture. Ask what time the usual day begins and ends.

4) If you are taking a job mostly because you really admire the person you’ll be working for, the next question is a moot point.  But, if you don’t know too much about your future boss, get an idea about his/her management style. If you know you don’t like to be micro-managed, then working for a hands-on manager might not be your best bet.

I’ve said it before and I’ll say it again….interviewing is a two-way process.  They are not only choosing you.  You are choosing them.  Make sure to select wisely.

Carpe diem….

Jane is the President of T&Jam Career and Recruiting Services and is the Editor of LetsTalkTurkeyBlog.

I know,  I know.  You don't want to come off as being full of yourself.  But, I can't tell you how many times I found myself, as a recruiter, interrupting a candidate and asking her to reconsider my question focusing on what she PERSONALLY did in regards to my query.  In other words, can you please answer the question by starting with the word "I" vs. "We?"

When you are interviewing, try and highlight your accomplishments while stressing how effectively you worked with a team of fellow employees when answering questions. This way you can discuss what YOU have accomplished without sounding haughty or grandiose.  Here’s an example of how to answer a question regarding specific job responsibilities:  “I, along with my co-workers, wrote the collateral for all our programs and presented new concepts to the sales team.” Or, if you are asked about your ability to make rain, you could say something like:  "I worked on new business initiatives on a regular basis and, along with the Partners of my firm, brought in x-number of accounts."  In this way, you are clearly articulating your responsibilities and accomplishments while being careful not to insinuate that you did everything yourself.

A marketing department could execute 50 events a year but if you were only involved with 10, then those are the events you want to talk about.  And, you want to make sure you specify what your role was in executing these 10 events.  Did you develop the event concept? Did you write and design the event collateral?  Did you sell in the sponsors?

When you are on an interview, the hiring manager or recruiter wants to know specifics about what YOU personally contributed to your current and past jobs.  They are not so interested in what "we did."

#2:  Bring Your Pom-Poms

Your last boss was an unbearable, controlling nightmare?  The company you worked for was poorly organized?  Red tape stopped you from getting anything accomplished?   Don’t let on when you’re interviewing.   We have all had to work for— and with— people whom we don’t necessarily see eye-to-eye with.  A hiring manager/recruiter wants to know that you can handle working with all kinds of personalities, whether they are easy or difficult.  Nothing turns off a hiring manager or recruiter more than negativity.  Although I do believe you should be truthful when giving an interview, that doesn’t mean you have to share negative feelings.  Instead of focusing on the forces behind your reason for leaving, focus on the big picture.  Here’s an example:

Sample Question:  "Why did you decide to leave company x?"

Sample Response #1

“To be honest, it is such a big company, with so many layers of management, I found myself in a quagmire of red tape.  I would work on projects for months at a time, incorporating change after change from upper-management.  Nobody could agree on what they wanted.  I just got too frustrated and decided to find a new job where I could actually feel like I was contributing something.”

Sample Response #2

“I absolutely love what I do and really learned a lot from Company X.  However, at this point, I feel like I’m ready for a new challenge. I’d like to perhaps take on a management role and think I’m ready for that. The structure at Company X, as it is today, doesn’t allow me to achieve that next level of responsibility.  Therefore, I’m searching for new opportunities.”

Respondent #2 was able to hone in on the positives of the situation without having to provide negatives.  Both respondents essentially want more responsibility.  It doesn’t really matter why they are not currently getting it.  What does matter is they are ready for the next challenge.  And, the old saying that something positive comes out of every negative is true.  The reality is, respondent #1 probably did learn a lot from his experience.  He learned that he can’t thrive in a heavily managed, hands-on corporate environment.  And, he knows that his next job will have to offer a significantly different cultural environment.

Another, simple reason not to bad-mouth an organization is that the person you are interviewing with might know someone who works there.  In fact, he/she might know your old boss. Or worse yet, maybe her husband works there.

#3: Tell It Like It Is

If you were laid off, be honest.  If you made $35K/year, then that’s the salary you say you made.  Never, ever tell a lie.  If you have spent your entire career in a singular industry, rest-assured that the hiring manager or recruiter knows someone who you work, or have worked, with.  They can easily find out if you are lying about something just by picking up the phone.  Even if you are changing industries, it is imperative that you are always up-front and truthful.

Sometimes hiring managers and recruiters perform blind reference checks. This means they call people from past companies you worked for who may not have been listed among your references.  If you lie and they find out, you will immediately be cut from the job.  And, if your recruiter catches you in a lie, he will not want to risk his reputation by working with you on future job searches.

Carpe diem

Jane Ashen Turkewitz is a former media recruiter and the President of TandJam Resume Services.  She is also Editor of LetsTalkTurkeyBlog.

Your cover letter has to be highly targeted. Illustrate that you are smart about the company's business. If, for example, you want to work on the account side in a particular advertising agency, find out what accounts the agency is working on. Check out their advertising, see if they have been involved in any philanthropic work. Make note of what you know in your covers.

Pay attention to staffing changes in the industry. Check out LetsTalkTurkeyBlog.com, where weekly round-ups of "who took what job, and where" are announced in the "Media Mavens on the Move" postings. If you read that "Joe Boxer" got a job as a Sales Director for the entertainment category at Facebook and you've got an entertainment background, drop Joe Boxer a note congratulating him on his new position and tell him how you believe you can help him lead the company to even more success (leaving aside any comments about their sucky redesign!).

Let's compare this to dating. Imagine that a friend of yours sets you up on a blind date. On your first date you find out that he/she already knows what your favorite food is, where you went to school, and where you grew up. You're impressed, right? Here's someone who took the time to get to know some key things about you before you even met. Now imagine that the same person meets you and can't even remember your full name. Who do you think you'd be more impressed with? The same holds true in the search for a job. A company is going to be more impressed with the candidate who does his homework and takes the time to know its business.

Once you show that you are knowledgeable about the company's business, it's key to outline the reasons why you would be a valuable addition to the company. Describe your particular experience and how it is relevant to the type of job you are seeking with the company. If you are looking to be an account executive, for example, make sure that you can clearly articulate the job responsibilities associated with this title and tie your experiences in with each of these responsibilities.

Close your cover letter with a line that says YOU will initiate the follow up, not that you "look forward to a response in the future." A good closer could go something like this: "I appreciate your attention and will follow up in a few days to potentially set up a time to meet at your convenience. If you'd like to reach me, please feel free to call anytime at 212.222.2222 or email me at jane@needajob.com."

You want to really stand out? Send your cover letter and resume by email AND snail mail. Nobody sends hard copies anymore and there's something real nice about getting a crisp resume in large envelope. Old-fashioned and nice….

Jane Ashen Turkewitz is a former media recruiter and marketing executive and is now the founding President of T&Jam Resume Services and Editor of LetsTalkTurkeyBlog.com. 

Your cover letter is a way for you to express interest in a position, outline key reasons why you are the best person for that job, and show that you can organize your thoughts in a clear, concise, thought-provoking, GRAMMATICALLY CORRECT manner.  Just like your resume, your cover letter should draw the reader in and make him want to find out more about you. 

 Tip #1 — Use Templates, Not Form Letters

Avoid using a form letter for your covers. I'm not insinuating that you have to start from scratch each time you apply for a job.  One of the things you can do is create a variety of cover letter templates that you can pull information from.  You need more than one if you are going to apply for different types of jobs.  If you are thinking about applying for sales and marketing jobs, then you need to create two templates—one for each that highlights the skills most appropriate for these types of positions.  In each template, point out all of your strengths, achievements and contributions that pertain to the particular type of position you are looking for in paragraph format. When it comes time to write a cover letter, pick and choose the elements that are applicable for the job you are applying for and add them to a custom cover letter.  (Make sure that your fonts are all the same before firing it off!) With each sales point you make about yourself, be sure to tie it back to the job description.  Make it crystal clear that you possess all of the qualities listed as prerequisites in the ad.

 #2 — Target the Reader and Address the "Must Haves"

If an ad has "must have" clauses in it, address them. When I received a cover letter that simply ignored the qualifications requested in an ad I posted online, I didn't feel compelled to read the resume.  A few times I received cover letters that clearly expressed that the candidate had all the qualifications I was looking for…except one. In this scenario, there are two choices.  Gloss over it because your other qualifications are so stellar and you have been so adept in pointing them out.  Or, be up front and admit that you are missing that one qualification.  If you go the latter route, make sure to follow up with a tremendous positive as to why you should be considered anyhow.

 #3 — Use a Strong Opener

It's important to open your letter with an unexpected statement, not a cookie-cutter one.  So many cover letters I read started off with a variation of: "I saw your ad in x-newspaper and am submitting my resume for your review."   Everyone knows that you saw the ad somewhere and are responding by sending in your resume.  This is not news.  Get right into the meat of your positioning.  If the ad is for a marketing manager with 5+ years experience in digital, start off by saying "I am a marketing professional with 5 years of experience working for a top 10 ad network…." 

 #4 — Take the Initiative on the Follow Up

When it comes to closing your cover letters, make it clear that you will take the initiative to follow-up.  Too many of us end our cover letters by saying one of the following:

            • I look forward to hearing from you on this matter

            • I can be reached at 212-000-0000…

            • Please feel free to call me at…

 If you want to get a job, it's your job to do the follow-up.  The end of your letter should say something to the effect of:

•"I will call you in a few days to discuss the possibility of my candidacy further.  If you have any questions, please don't hesitate to call me at…"

•"I will call you next week to discuss next steps.  Don't hesitate to call me at any time at 212…"

• "I will call you in a few days to set up a possible interview.  Please feel free to call me with any questions at 212…

 #5 — Prove your Point

Some of us may feel uncomfortable ending a letter so forcefully.  However, it's important to show that you are ready to take the initiative when it comes to getting the job you want.  And, you need to exude an air of confidence.  Afterall, you are trying to convince the recruiter or hiring manager that you are the best person for this job.

Carpe diem…

Jane Ashen Turkewitz is the President of T&Jam Resume services, the Editor of LetsTalkTurkeyBlog and a former media recruiter.   

Recently I sat down with the three founders of Jobdot — a boutique digital-media recruiting firm based in New York.  Jeff Kuntz, Scott Berkson and Adam Glantz are serial entrepreneurs in one form or another.  Between the three, they have launched and built multiple digital businesses, including a top-five ranked ad network.  I wanted to find out why three guys blazing a trail in emerging media decided to take a different direction and build something a hell of a lot more traditional. What I discovered is that they are young, hungry and they really do seem to know digital media like the backs of their hands. They can talk the talk and walk the walk with their clients — and candidates.  Could this be the thing that makes them shine?  I know I'll be keeping an eye on them — and their killer logo.

Q. You launched Jobdot in late 2007 and, soon after, the market tanked.  Tell me honestly, are you guys kicking yourselves?

Not at all.  We are trying to build a brand here, vs. just a recruiting firm. Sure, our core competency is recruiting but we are planning more.  When Adam and I were building adNet for MediaWhiz from the ground up, the biggest problem we had was finding talent.  The recruiters we worked with were sending us personal trainer resumes for ad sales executives!  We realized that we had to do it on our own and eventually decided this would be a viable business to get into.

Q. Why do you think you are different than the other recruiters in the space?

The other recruiters out there have not built ad networks.  They have not been in on the ground floor when digital agencies were sprouting up.  Other recruiters don't have a hands-on, intrinsic knowledge of the sales, marketing and operations skills needed to actually run an online business.  They didn't run Internet advertising teams like we have.  We understand the business from the inside out because this is the only business we know. When we bring in new clients, we really get under the hood and understand how they run their businesses. We can then effectively relate this information back to our candidates and find the right fit without having to push a million resumes across our clients' desks. I can't think of any other recruiters in NY who were completely born into digital, vs. growing into it because of market demands. 

Q. How are you incorporating social media into your business model?

Social media is one piece of our overall plan to get our brand out there, along with sponsorships and advertising.  We're very excited to have just launched indotmedia, a community inside digital media, which is a true extension of our brand.  It's a forum where media people can meet, discover and discuss the latest news and happenings in the business. Our goal is to have our network of people see us as source of information AND as a full-service employment services company for the digital media industry.  

Q. How do you think candidates should use social media in their efforts to get a job?

Candidates need to do their homework.  If they are going to meet with a hiring manager, they should research that person's background ahead of time.  Read what other people are saying about him.  They need to use this information and leverage it as a communications tool on an interview.  Candidates should spend more time crafting their LinkedIn profiles.  It's very, very important to link to as many people on LinkedIn and Facebook as possible.  They also need to have recommendations but these should be selective and it shouldn't look as though you went shopping for them.  And, obviously, don't put pictures up on Facebook that can do more harm than good.

 Q. Do you think there is a stigma attached to a candidate who does not use Facebook or LinkedIn?

If you are in digital media, you need to be involved and connected to social media communities.  If you are not involved, we have to wonder: "How much do you really know about the industry?" I also pay attention to the number of connections/friends someone has.  If they only have eight, that's just bad.

 Q. What's your take on job boards? They are popping up all over the place.  Effective or not so much? 

They are just another tool to do research.  We use search agents  — as one of many resources to source candidates — and go thru resumes everyday. So, yeah, it's feasible that you could get a call from us if you are using the boards. 

 Q. How do you see the recruiting market changing?

When we first started, there were too many jobs and not enough talent.  Now supply and demand are polar opposite.  Clients are being very selective and making sure that they get the best people — taking their time.  As things continue to shake out it will be interesting to see what happens.  It's a cyclical business.

 Jane Ashen Turkewitz, a former digital media recruiter, is the President of TandJam Resume Services and the Editor of LetsTalkTurkeyBlog.

AdAge posted a piece a few weeks ago, written by Paul Gumbinner, that discussed the importance of telling a story with your resume.  Gumbinner said recruiters and hiring managers should be able, in a glance, to determine who you are, what your career path has been, and where it's going to taking you.  Or, as I like to say, your resume should adhere to the 10-second rule. (No, this does not mean that one should be able to eat it if it falls on the floor.)  It does mean, that you've got about 10 seconds to make an impression with it.  So, you gotta make sure it incorporates "the three C's" — it's clear, concise and compelling.  That means it's got to be chock-full of achievements!

Gumbinner went on to say that the jobs you take should be a direct reflection of what you want to accomplish with your career.  "You need to determine what experiences you wish to have in order to achieve your personal goals…The worst decision you can make is to leave a job for title or money."

Interesting.  Don't most of us do exactly that?  I'd say that the majority of us are looking to advance our careers, which means we want higher titles.  I'd also guess that if I took a poll among my readers, there's not a single one of you who doesn't want to earn more money.   I think what Gumbinner is saying here is that too many of us jump around without giving forethought to the future.  But, I'd say that the future is very much tied to title and salary and sometimes a higher title and salary at a questionable company can actually be a fantastic stepping stone for your career.

Case in point.  About four years ago, I had a recruitment client that was a small digital music company, looking for a Director of Sales.  I needed a strong AE who was ready to take the next step into management and willing to take a risk with a company that wasn't exactly growing by leaps and bounds.  I ended up placing a rep from a major media company who recognized that although he might not feel 100% secure about the company itself, the job would advance him into management.  He took the job, stayed for a little more than a year before things started to fall apart and then found another fantastic management job in a more stable company. There is no doubt that his initial move, although not perfect, took his career to a new level.

It is true that serial job jumping is not a great resume booster.  Recruiters and hiring managers will be hesitant to believe that you will stick with any particular job if you can't seem to settle down anywhere for more than a year.  Plus, what can you REALLY accomplish if you don't stay in a job for 2 or 3+ years?   Hard to do achieve much if you treat jobs like underwear changes.

This leads me to the question of whether or not you should leave jobs out of your resume.  In the digital media business, things are so crazy that sometimes you do end up going from one place to another in less than a year.  Start-ups, in particular, hire and then run out of money all within a matter of days.  In cases like this, I have told candidates to simply take the jobs off their resumes.  Gumbinner does not agree with this philosophy and specifically warns his readers to beware of recruiters who recommend this.   Well, my reasoning is, a resume is designed to highlight accomplishments, not failures.  If you've only been at a place for 6 months, you have not had time to accomplish anything. Why highlight something that was not a positive in your career?  Leave it off, get the interview and then tell the person across the desk what happened.

What about jobs you've held 15+ years ago?  It's certainly nice to see a progression in your resume but if your resume starts to go beyond two pages, you've got to make cuts.  Your past two jobs are the most important ones on your resume.  If you have the room, list your older jobs in brief.  If you run out of room, take them out and, again, take the interviewer through your history upon meeting.

Jane Ashen Turkewitz is a former media recruiter, the President of T&Jam Resume Services and the Editor of  LetsTalkTurkeyBlog.com.

#1:  Failure to Get Back in Touch after Multiple Interviews

Hands down this is the leading complaint that I hear from candidates heavily searching for jobs.  You go in for three or four interviews, all seems to go well, and then, BAM, nobody's returning your calls.  It could be that the company had a hiring freeze, budgets were cut, or there were layoffs. It could be that they decided to go with someone else. Whatever the reason, there's really no excuse. Someone should have the courtesy to call you back and let you know that you didn't get the job or that the process is on hold.  After calling three times at the very most, drop it and move on.  This happens more often than one would like, so the key is to keep interviewing until you've got an offer on the table.

#2:  After meeting the hiring manager, he tells you he wants you to come in again to meet with others on the management team.  You are psyched. Then, two days later, the recruiter who set it up calls back to say: "I'm sorry, but they just didn't think you were right for the job."

More often than not, hiring managers just don't seem to have the balls to tell you that you're not right for a job at the end of an interview.  So, it's our job, as recruiters, to do the dirty work.  That's OK, I don't have a problem with that.  But, I do have a problem with the fact that employers seem to unnecessarily lead candidates on as the interview is winding down. ATTENTION HIRING MANAGERS!!!  If you are not interested in a candidate, either tell them the truth or simply thank them for coming in at the end of an interview and let them know that the recruiter who set up the meeting will be in touch. As the candidate, regardless of what you are told, keep your feelers out there and never "assume" that a job is in your pocket until the very end.

#3:  A recruiter tells  you that she is going to send your resume in for a job and then falls off the face of the earth.

If a recruiter says they are going to send your resume in for a position and then doesn't call back it's because the client most likely took a pass.  The recruiter should call you back. If she doesn't then don't work with her.  There are other recruiters out there who will treat you better.

#4:  You are interviewing with one person and a second person joins the meeting late and proceeds to ask the very same questions you just answered!

This is beyond rude and simply a waste of your time.  Assess who this person is and how closely you'll have to work with him.  Remember, the interview goes both ways, so if you will be working very closely with this person, perhaps you should reevaluate if YOU want this job.

#5:  The recruiter or hiring manager keeps answering her phone and allows herself to be interrupted by staff during the interview.

Same advice applies as written above in #4.

#6:  You are interviewing or presenting to a group and one or more in the room are texting.

Perhaps, before you start presenting, you can say, "oh, one moment, I forgot to turn my phone off."  Maybe others will follow suit?  One would hope.

#7:  You are asked to do a project and after pulling an all nighter, receive zero, zip feedback -- not even a "thanks but no thanks."

Honestly?  You should be thankful.  Why would you want to work for a company that would treat you that poorly?

#8: You arrive to an interview early because that's what you should do, only to wait 30 minutes or more to be called in.

Assess how the person handles it.  Does she just saunter in like nothing happened or does she apologize profusely. Emergencies do pop up.  If she seems to care that she inconvenienced you, give her a second chance.

#9:  It becomes painfully clear that the interviewer hasn't looked at your resume even though it was sent beforehand.

Not cool, but suck it up and take him through it. Make sure to ALWAYS carry a few extra copies with you when you go to an interview.

#10:  A recruiter changes your resume and/or tries too hard to sell you on a job that does not appeal to you.

Stick to your guns and don't let anyone convince you to do something you know in your gut is just not right.  In terms of the resume changes, you can send a .pdf to recruiters so this is not an option. If they specifically request a Word document, make it very clear that any changes made to the resume must be approved by you.   Jane Ashen Turkewitz is the President of T & Jam Resume Services and Editor of LetsTalkTurkeyBlog.