I already sent it.

I had two people in two days’ time ask me for help with their job searches after they’d sent their resume to a company. They wanted me to call the company directly to pitch them because they didn’t get a response from sending in their resume. This happens often, the black-hole of resumes - no response from emailing a resume. It goes into a virtual pile of paperless resumes. 

Sadly, I can’t help. Once you send a resume you are considered a "prior" by human resources. This means that I basically have no claim to your resume anymore as my candidate; you become the company's. Occasionally, if they are a client we’ve been working with for years and if they’ve over looked you, they are fine with us presenting you. However, if we don’t have that relationship and you are in their system – they don’t want to talk to me let alone pay a commission.

Recruiters work for our clients. As much as we try here at TAG to help every candidate possible (the person applying for the job) we can’t. Our client, the company, their needs come first. We find and fill what they need. It’s one of the rough edges of recruiting. I’d love to start a candidate coaching/teaching division one of these days so we can help out people a bit more, but Dave prefers to stay focused on recruiting – which is fine. He’s still here working daily so we try to stick to what works for him.  

So, we recruit and work to find the proper candidates for our clients. If you do need help on your own, this blog is a good place to start! 

Tips from Bill "The Old School HR Guy"

Advice on how to manage Millennials from Bill M. the “Old School HR Guy”. Bill comes off super old school but then has some amazing nuggets of advice for the future generation. Seriously, this is some good advice -

1. Millennials want a defined career path. Hope for the future. Outline that for them and give them goals to meet.

2. If you are reviewing them praise them a lot and give only one (1) negative. Yup, limit yourself please. If you give too many negatives they dwell on that instead of the positive.

3. Make work a fun place – they want fun at work. Put in a pool table or a ping pong table for them to blow off some steam and let them socialize a bit. They like work to be social.

4. Speaking of being social, you need to plan employee activities outside of the office for them to do after work or at lunch. They love free lunch, drinks out and fun bonding activities.