Tag Archives: google

Strike a pose with your CV

Standing out from the crowd with your CV is incredibly difficult to do.  As I have said on many occasions in this blog the best way to put your CV together divides opinion.  There are lots of them.  Today’s Google count on “CV” numbered 301 million!

A little inspiration goes a long way.  I like therefore to showcase people who are doing things differently in their attempt to secure the job they want.  I have seen some great examples, hugely innovative, creative, striking even.  First up was the Employ Kyle campaign.  Brilliant.


And there was the exceptional video resume campaign from Greame Anthony


The latest to stand out is this campaign from Celine Cavaillero who is looking for a job in Fashion.


I loved it.  It’s relevant for her target audience.  It showcases her creative skills and talents, qualifications and experience, likes, passions and hobbies.  It’s smart, clever, innovative.  On the premise that your CV is simply a catalyst for conversation it leaves me wanting to meet her, to know more, to ask questions.  It does the job.

From the perspective of a potential employer, this strikes me as someone who has gone to great lengths, time and effort to get the career of her choosing.  She is committed.  I want that on my team.  Who doesn’t?

So what do you think?  I for one congratulate Celine.  I am sure on the strength of this evidence she will enjoy much success.  Thank you for the inspiration.



Filed under Hiring, Recruitment

Is this the worst recruiter ad ever?

I promise you I have a sense of humour.  ( Many may argue otherwise, but I can assure you I do ).  I mention this if only to assure you that I haven’t lost that sense of humour before you go on to read what I have to say about this advertisement from job site www.TheLadders.com

Finding a job is a serious business.  If you are out of a job it becomes yet ever more serious.  Arguably a sense of humour can be a great asset in the face of tough circumstances, but if you are going to engage with someone, whether that is online or face to face, you want to know that you can trust that representation.

You want to know that the person with whom you are engaging is going to represent your career aspirations with professionalism and integrity.  If online, you want to know that the jobs board you are using is able to attract employers to the site that are consistent with your aspirations.  Even more so if you are paying for it.

www.TheLadders.com is one such site that you as the job seeker pay for access.  Google The Ladders, you get the following;

“With Career advice, Job postings, and Job search tools for professionals”,

www.TheLadders.com lays claim to offer  “Job search for professional jobs in the most comprehensive source of £50k+ ($100k+ in the US) jobs on the internet”.

Surely if you are offering job search tools and opportunities for professionals your employer branding should reflect such professionalism?  If you want to attract the very best employers to advertise their very best vacancies on your site, you have a responsibility to promote a professional image to ensure those paying for your site (the job seekers) can expect the very best in professional vacancies behind the pay wall?

Like I say I have a sense of humour.  Have a look at this advertisement from The Ladders.  Would you pay to join a site that claims to offer the cream of opportunities after having watched this?  Does it reflect the way you feel about your career?

I would love to hear your comments.  Is this the worst recruiter advertisement ever?

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Filed under Careers, Recruitment

Why we have too few women leaders

Five years ago I was invited by a large Investment Bank to a recruiters forum to debate gender diversity.  Specifically the issue being addressed was why there weren’t enough female managers in Investment Banking.  How are we going to attract them?  Where are we going to get them from?  How will we retain them?

It was a frank, open, grown up, honest debate.  A lot of good ideas and initiatives were suggested from those 50 or 60 recruiters and HR PRofessionals in the room.  I don’t know how many of them were implemented, but five years on and the debate still rages.

So why doesn’t 50% of the population of the planet occupy 50% of the top jobs?

The numbers speak for themselves.  190 heads of state, 9 are women.  Women occupy only 13% of all the Parliamentary seats available on the planet.  84% of top jobs in the corporate world are occupied by men.  In the not for profit sector, a sector often assumed to be occupied by more women, men still assume 80% of the leadership roles.

From an employers perspective, we are limiting the pool of talent from which we select for leadership roles to only half that available.  Why does this happen?  Particularly when all the research evidences the more diverse an organisation, the more long-term sustainable success it is likely to enjoy.

Rather than give you the perspective of a 38-year-old Anglo-Saxon male, I thought it would prove more insightful to get the perspective of someone who really knows from personal experience the journey that women must take in order to achieve leadership responsibility.

Sheryl Sandberg is the mother of a five and two-year old.  She is Chief Operating Officer at Facebook.  A Harvard MBA, her CV also includes Chief of Staff to the US Treasury and Vice President of Online Sales at Google. She also helped establish the philanthropic Google.org

If you have 14 minutes 58 seconds to spare I implore you to watch this.  There is much here from which we can all learn.  If you don’t have time, I would love to know your views.  Let me have your comments.  Why do we have too few women leaders?

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Filed under Careers, Leadership

Dont be Evil – Googles Hiring Process

Do you remember a time before Google?

15 years ago Google didn’t exist. Today, Google has a market capitalisation of $190 bn, employs around 20,000 people worldwide and enjoys more than 90% of the Search Engine market share in the UK and more than 66% in the US.

Google is an integral part of our everyday lives. It has become part of our everyday language. To google is now a verb. Aged five my son was already telling me to “google it” if I was unable to answer his latest enquiry (a regular occurrence ).

How did they do it? Two great minds alone would not have been enough. Great ideas, incredible innovation would not have made it without great people. Without hiring exceptionally talented people and knitting them together to form incredibly effective teams, Google would not be the success it is.

Today the brand alone will inevitably attract talent. That was not always the case. Google became a great company because it hired and retained great people. It didn’t become a huge success and then start hiring the very best. It hired the very best it could possibly afford from the outset and applied a rigour and discipline to its hiring process from day one that would be the envy of many. It has stayed a great company because it continues to apply the same principles to attract great talent that made it successful in the first place.

You don’t have to be Google to attract exceptional talent to your company. You can, however, learn from them. Here is yet another brilliant interview from www.MeetTheBoss.tv on the hiring process at Google. You can start applying these principles in your company today.

“My problem is I hire brilliant people. So 95-99 percent of my people are high talent. They really, really are. The people here are good. So we don’t use traditional methods.” Liane Hornsey from Google explains her methods of hiring people

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Filed under Hiring, Recruitment, Talent

Do you take the counter – offer?

Google again.

Today Google is reported as having made one of the most astounding counter offers on record.  Facebook had allegedly been courting heavily the services of a key staff engineer at Google. Google responded by offering  $3.5 million in restricted stock.  That is stock worth $3.5 million based on its value today.  How could you possibly turn that down?  It depends what is on offer on the other side of the fence.  On this occasion Facebook lost and this Staff Engineer decided to stay put.

The counter offer makes for an interesting debate.  Every situation is different, every employee has a different set of motivations and reasons for turning up to work each day.  I would always counsel caution with respect to accepting a counter offer.  What is it that you are doing today in your job that is so much more valuable today from that which you were doing yesterday?   Why are you suddenly worth so much more?

It is not because your employer thinks you are great that they are offering more money to stay.   It is entirely in the employers interests to keep you, for now.  It is cheaper for the employer to offer you an incentive to stay than it is to go out in to the market and hire someone else.   They are buying your loyalty in the short-term.

If you resign from your job to move to another company and you are counter offered by your employer (hugely flattering though this is) be prepared to ask them what has changed.   Why are you today suddenly worth more than you were worth yesterday?

The reason that you were prepared to resign from your employer is, rarely, solely down to money.  Nice for sure, but it is just papering over the cracks.  The reasons that you were considering a move in the first place, unless addressed, will re – surface, eventually.

What about the relationship with your employer.  Will they ever really trust you again in the same way?  What about the relationship with your colleagues?  Why is this Staff Engineer suddenly worth so much more than the person sitting next to him?  How does that impact staff morale?

Somebody somewhere in Palo Alto is a much wealthier person today.   Good for them.  However at what price? (well clearly $3.5m!) How an earth can he consider leaving again?  If he resigns in future, how will Google respond?  Offer him more?

Word is out at Google, resign and make yourself rich.  Not a smart move from a company that until now would appear to have been full of them.

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Filed under Employee Engagement, Remuneration

Google – doing evil?

Google CEO Eric Schmidt recently announced that all employees would get a 10% pay rise next year along with $1,000 holiday bonuses.  There are other pay incentives announced that are equalling as exciting for Google Employees.  So why all the bad press?

Google have been accused of buying loyalty.  They have been accused of taking the easy option with respect to employee engagement.  After all how difficult can it be to implement an across the board 10% increase to all.  Not much thought went in to that.  They are not working hard enough to understand that people are individuals, they have different motivations, drivers, ambitions, aspirations and frankly reasons for turning up each day.  All of which of course is true, but are you trying to tell me that a 10% across the board pay increase in such challenging times is a bad thing?

People go to work for an enormous range of reasons.  To earn a living is a significant part of this.  Google makes enormous profits, employs huge numbers of people in lots of countries, contributes vast amounts to the public coffers in taxation.   To recognise that profitability is impacted in equal measure by all within an organisation, to forego an element of profitability and feed that back to those that contributed, to allow every one of its employees to enjoy a 10% increase in income and potentially as a consequence standard of living should be applauded, very loudly.

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Filed under Employee Engagement

Let them fall in love first ….. interview tips from a Recruiting Pro (part three)

In our final guest blog of the week, Ann Zaslow-Rethaber, President of leading Search Firm ISC continues her series of interview tips for job seekers.



  • Close the deal- you want to end the interview on a positive note. Be sure to thank the interviewer for their time and let them know how you feel about the job and why you are interested in working for their company. Recap main points of why you are qualified for the job and while it can be intimidating at times, ask them directly in a sincere way if the interviewer sees you as a good fit for the position. If they say no, find out the objection and try to overcome it.

If they say yes, ask for the interviewer’s next steps. Lastly, be sure to get a business card from them as well for a correct address to send the thank you card. You always want to send a thank you note to all the persons you interviewed with.  Remember..if you want the job, ASK FOR IT!! We always half joking tell candidates not to let their hand touch that doorknob to leave until they have an invitation to come back.

  • Have an effective follow up plan- if you do not get the offer, be sure to write follow up thank you letters, thanking everyone that interviewed you for their time, and restating your interest in their company. It is a classy thing to do and something that will definitely separate you from the rest of the interviewees.   If they give you specific reasons on why you were not chosen, work to correct those.
  • Visualize, and it WILL Materialize! For long-range goal planners, I would encourage you to go onto one of the job sites, like www.indeed.com, which compiles all the job postings everywhere on the web, and look up your literal dream job. Look at the requirements and go out there and start building a resume that reflects those requirements.  Also, make a follow up folder and check in with companies that you interviewed with on a monthly basis. It’s always a good idea to create Google alerts for specific companies alerting you to job openings, changes in their company, etc. That gives you a terrific reason to contact them again when you are alerted to new positions opening up, news in the industry that may affect them, etc. You would be surprised at the number of people that end up in their dream job after being turned down initially, but through perseverance and determination, end up in just that job.

A huge thank you to Ann for her tremendous contribution to The Recruiters Little Black Book.  We shall leave week with this poem from Ann, an inspiring and thought provoking piece of prose on the subject of success.


To laugh often and much; to win the respect of intelligent people and the affection of children; to earn the appreciation of honest critics and endure the betrayal of false friends; to appreciate beauty; to find the best in others; to leave the world a bit better, whether by a healthy child, a garden patch or a redeemed social condition; to know even one life has breathed easier because you have lived; this is to have succeeded.” ….. The Success Poem, attributed to Bessie Lefkowitz, an American housewife who won a poem contest in 1934



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Filed under Hiring, interview