Getting Hired at a Start-Up: How to Be More than Lucky

If you are in the market for a new job and the Fortune 500 crowd isn’t appealing—or available,
you may want to consider a start-up.

The speed and intensity of start-ups are appealing to many job candidates. Interns and entry-level hires often extol the common virtues of working in an early-stage company: you get to assume diverse functional responsibilities, you are valued for your ability to take initiative and figure things out on your own, and you are able to work closely with senior leadership from the get-go.

That being said, the same organizational attributes that make a start-up sexy can often make it difficult to get hired in the first place: hiring is often placed on the back burner simply because it takes too long—and there isn’t enough time to move through the process.

Several years ago, I was a career counselor at the University of Pennsylvania and received a unique first-hand glimpse at the hiring process from a Wharton School alum who had just received generous angel funding. When asked about his hiring process, this was his response,

When we first started we got some great press in major news outlets and we received an enormous amount of resumes which we just stacked up—the pile grew to over two feet. One day, we were finally ready to interview candidates and I said to my partner, ‘How do we make the first cut? What should we look for?’

He grinned at me, walked over to the pile and said, ‘I have a minimum criterion for all of our candidates: they all have to have one thing in common. They have to be lucky.’

He pulled out two inches of resumes, and threw away the remaining ones. And that is how we started the hiring process.

My take-away from this anecdote: there is less uniformity in the hiring process in a start-up environment, particularly as the Federal reporting requirements for employers with a small number of employees are less stringent than in large organizations.

If you want to work in a start-up, you’ll want to be more than lucky—you need to be noticed and in the right place at the right time. Here are three tips to get started:

1. Companies don’t know how interested you are until you tell them. Learn all you can about what the company is doing and mention your interest when you apply.
2. Make it easy for a company to hire you—i.e. if you have a contact within the organization, submit your materials to that person—but also monitor the “careers” website of the organization and submit your materials that way. (This streamlines the process for them, and speeds up the hiring process).
3. Be persistent in the follow-up—and be prepared to get started if an opportunity becomes available.

(Note: These tips are transferable, and can be used in the general job search as well.)

To Create a New Resume, Forget the Paper

In recent weeks, I've joined an ad-hoc emergency "response team" assembled to help people whose careers have been affected by the fall-out on Wall Street. In the process, I've been reviewing resumes of very successful young executives, many of whom have spent their entire professional career at the same institution. I have noticed a common set of questions based on the same general theme: how should you rewrite your resume post-college, particularly if you have been using the same template for years?

Biggest question: Where does the education section go? Do I keep it on top, or move it down? (The answer is--of course--it depends. If you want to make a career transition into an area that is more aligned with what you study, the Education may stay on top...if your work experience is more relevant, the Education section may move down).

If you need to rewrite your resume, here are three ways to get started:

1. Review tips from the pros: Career Hub offers free e-books on resume writing, networking, and interviewing.

2. Get started by developing a sense of what employers want and knowing what you look like "online."

To get a sense of the skills and experiences you should seek to develop and highlight in your new resume, read job listings and position descriptions.

To develop a sense of how your current experience measures up, search for yourself online (so you can see what an employer would see). Given that an increasing number of employers are using LinkedIn and other social networking tools to find candidates and make hiring decisions, it's a smart move to try to influence what they will find. 

3. Start your resume re-write online by beginning with a LinkedIn Profile.  LinkedIn has a strong search engine ranking and offers you substantial but a controlled amount of space in your profile section; it is a great site to write a resume draft--especially because you can seek out the profiles of others who work in your space (and make observations on what works and what doesn't). If you do this carefully, you'll find that you have a concise summary of skills and experiences that you can then use as a base for your resume. An added bonus--your voice will sound consistent aross both your LinkedIn and your resume since your skills will be presented in a similar way.

Want extra help? Consider contacting the Career Services office at your alma mater, or hiring a career coach. In my private practice, I work with clients on LinkedIn profiles--it's a great deal of fun and a good way to get started.

The Pick Three Approach to Your Career

Recently, I talked to "Adam," a college senior who was disappointed at having not received any on-campus interviews for full-time positions in investment banking (several of his friends had received multiple interview invitations prior to the news of turmoil at Lehman Brother and Merrill Lynch).

Despite the market trends, I could understand Adam's frustration: he had a strong GPA, two banking internships and two government internships under his belt. To emphasize his experience in corporate finance and government, I suggested he create two separate sections in the "work experience" category of his resume.

Adam looked surprised, particularly as a Senior VP at one of the major Wall Street banks had advised him not to draw attention to his government experience as it wasn't relevant. We talked about the hot button issue of the month--the relationship between government and investment banking--and changed course. Instead of hiding the government experience, it became a point of differentiation: he would market himself as an attractive candidate precisely as his experience in the two sectors helped him gain a wider perspective on the issues--and the stakes--of a potential bailout. In addition, his experience had essentially enabled him to diversify: if he chooses to, he can apply his skills in financial analysis in government or in other "in-house" positions across industry sectors--he just needs to research opportunities and articulate why he is interested.

Prior to starting my own private practice, I spent nine years working with students on college campuses. Adam reminded me of my previous observations of the similarities between applying for jobs and lotto tickets:

Your chance of winning goes up if you participate in the game. (If you don't apply, it's hard to be selected for an interview).

Your odds of getting picked--or passed over--are directly affected by the volume of applications received. (Even at the campus level, the process can be very competitive with hundreds of applications received for one interview schedule. You can be well qualified and have a great resume and cover letter, and still not be selected for an interview.)

Your chances of winning increase slightly if you diversify. (If you buy more than one ticket, there is a better chance you'll win. If you apply to multiple positions in your area of interest, there's a better chance that you'll be selected for an interview.)

Here is where the lottery analogy ends:

The job search process is more than a game of luck. In any market, you increase your chances of success by researching opportunities, assessing company and market needs, and presenting your skills and experience concisely and clearly within the context of the industry and the position in which you hope to work.

My advice to Adam was to continue to pursue his interests in banking and government. In addition, I suggested that he could further increase his odds by identifying both positions and an additional industry sector to follow.

In short, I advocate using a "pick three" approach to recession-proof the job search process. Here's how this works.

1. Pick a functional area (i.e. Financial, Communications, Marketing). Stay up to speed on current trends. Professional associations are a great way to build connections and increase your knowledge of opportunities.

2. Select at least two or three positions within your functional area. Validate your interest by conducting informational interviews with people who currently work in that capacity.

3. Select two or more industry sectors to follow, including at least one "growth sector." (This press release on average starting salaries provides clues on hot industries.)Use Web 2.0 research strategies such as "Google News Alerts" and setting up RSS feeds to follow your industries-and key players within the industries. This will help you get a read on current trends and your employment prospects within a particular industry.

Follow this "Pick Three" approach to narrow the scope of your search and increase your opportunities of getting hired--even in a tight market.

Cross posted on Career Hub.

DIGG: It's a Great Way to Hide Digital Dirt

In my last post, I provide three strategies to use Facebook in strengthening your online presence. Here is one quick tip to increase your online presence--and simultaneously move less relevant information down in your search results: when you find information online that you like and which is pertinent to career trends or your interests--DIGG it.

Digg is a social networking tool that helps you stay informed, and track updates in your area of interest. (You can also use it to prepare for job interviews and networking opps.)

If you're the first to spot a piece, you can "DIGG it" by tagging it and adding your own analysis, you can also vote for articles that you think are important. This is a great way to share insights and your take on the news.

Depending on how you set your security settings, your DIGG can be picked up in Internet searches. If you make insightful comments on pieces that are relevant to your field or industry--it may impress that employer who is doing a "Google search" on you. And given that an estimated, 80% of employers are looking for you online, I think it pays to feed them good stuff. (Note: If you choose to pursue this tack, ask yourself WWAET* as you post).

I post pieces on Digg that I find to be of importance or amusement, and would love to see what you Digg, as well. To follow me on Digg, sign up and send me an invitation: http://digg.com/users/chandlee

If you really like Digg, check out Twitter, and feel free to connect with me there also: http://twitter.com/chandlee

To your success,
Chandlee

*What Would an Employer Think

Using Facebook For "Career Good"

Back in the early days of Facebook, career advisors didn't know what to do with Facebook. Actually, I'll be more specific: when I first learned of the application, I was concerned that it would do more harm than good. (in an ExecuNet Survey over 77% of executive recruiters said they conducted online research on candidates; 35% said they decided not to make an offer based on what they found).

That being said, I've made a radical transformation: today I'll go so far as to make a bold prediction that candidates can do more good for their professional development than harm if they use social networking applications strategically. Here are a few tips to make this happen:

1. Conduct regular "ego searches" to ensure that you don't have any digital dirt (or that you control the dirt you do have--through elimination). A great way to do this is through using Google News Alerts (you can have the results sent to you once a day, once a week, or "as it happens.") Also watch your Facebook tags (nudity and drugs are the big no-nos, so is trashing a former or current employer in your status updates.)

2. Consider reappropriating use of your professional development activities--and posting potential news items on Facebook or in your LinkedIn status updates. Case in point: I recently worked with a student who is a staff member of an on-campus magazine of public policy essays--the group has a website, but relies on print publications to get the word out. Posting the item on Facebook is a great strategy to "get a wider readership" for the website, generate interest in the publication, increase his "Google name recognition" if he gets more hits from friends, and intrigue an employer beyond the photo album.

Tips: If you reappropriate, make sure that you have permission to do so, and frame the content by describing the context in which you were writing...(Remember the saying that there are no "new ideas" only new ways of presenting information. I struggled with them until I saw an amazing exhibit at the Guggenheim in New York by Richard Prince and learned that representing old material literally built his reputation as one of the most important modern artists of the twentieth century.)

3. You don't have to write an article to get known...Another great strategy is to post news items that are of interest to you, with insightful comments. (Bonus points if the item are in a field of interest.) Stuck trying to find articles? Again try Google News Alerts or do a Twitter Search by topic of interest and you'll find an interesting summary of discussions on your topics.

Try a few of these tips out and let me know how it goes!

Making Generational Stereotypes Work for You

Make no mistake about it: life on Wall Street may never be the same after the events of recent weeks--and your career may be affected by the trickle-down effects of this change in the American landscape.

If you are seeking a job in this market, be patient and cautiously optimistic - employers across multiple sectors still need employees; you'll just need to put deliberate effort into researching opportunities and positioning yourself for hire. The good news: there are great ways to leverage technology so that you can conduct an efficient and effective job search. I'll be sharing many of these strategies with you in the coming days, but today, I'd like to focus on "stereotypes."

Demographers, trend setters, and the press love to talk about generational characteristics by making use of stereotypes. Today, an enormous amount of press attention has been given to analyzing and understanding millennials; here's one press release comparing Gen Y attitudes on work to that of Baby Boomers circa 1982.

I feel particularly sensitive to coverage of Gen Y based on experience as a Gen X'er. I too, graduated from college in the shadow of an economic downturn. Reality Bites was the movie of the day, and the press had a field day characterizing "Gen X" as a unilateral group of slackers. I recall sitting in the lunchroom at my first job in DC with my colleagues: we took turns acting angry and disaffected and mocking Saturday Night Live: "I'm angry, I'm just really angry," one person would say. "I don't know why, I just am. Everything makes me angry." We laughed, and then we went back to work. In reality, we were happy--unless we had to travel for work and give away our Nirvana tickets. We worked hard to prove to our employers that we weren't like the stereotypes, and we were rewarded when our organization moved to a generous employee incentive plan with quarterly bonuses.

While my colleagues and I chose to work hard to avoid being compared to our generation, it's easier to make it work for you.

Over at Fast Company, my friend Lindsey Pollak discusses "Why Your Company Needs Millennials: 5 Reasons to Love Gen Y Workers." Lindsey does a great job of addressing stereotypes and providing tips on how many of the negative buzz frequently used to label millennials can--and should--be reframed in a  positive context. My suggestions: read and re-purpose her suggestions for marketing your own skills--or counteracting complaints about "your generation."

As for myself, I can only say my life has been vastly improved by using the tools of the millennial trade: I'm off to hop on Facebook and continue planning my college reunion weekend with friends--given that we've been following each other's profile updates, playing games with one another and sharing pictures for months...there will be less "reunion stigma" than there was five years ago. I can't wait--especially since my college friends aren't yet into Twitter and we won't be texting each other to say, "She wore what?!"

Quick Tip: Developing a 15 Second Pitch for Employers

One of the quickest ways to make a strong first impression is to prepare a brief soundbite on your interests and career goals that you can use with potential employers and in networking. While it is perfectly normal to want to explore your career options, you'll want to look focused when talking to hiring decision makers...

With that in mind, I frequently recommend that individuals prepare a short soundbite that can be used to explore potential opportunities (as well as to help you prepare for interviews).

Here are recommended resources:

1. 15secondpitch.com. This site provides a free "Pitch Wizard" that coaches you to develop a focused pitch targeted on the needs of your audience. At the conclusion of the pitch, your pitch will be placed on a template of a business card--if it doesn't fit, you know you need to condense and refine your message. If it does fit, you can even purchase the cards--and add your picture to increase your chances of "total recall."

2. If you like the cards available through 15secondpitch.com but want more customized materials, check out the "Resume Girl's" Personal Networking Cards. (The Resume Girl, aka Lauren Hasson, and I provide similar resume writing services for private clients, her networking cards are a great add-on).

Kudos to 15SecondPitch.com and the Resume Girl for their innovative products that makes your preparation work easier...

To your success!
Chandlee

Facebook: Who's Searching It and Why

It's hard to believe, but Facebook is less than five years old; this month, the social media networking platform will celebrate it's second anniversary of being open to the general public! Five years seems like a very short-time when you consider that the site now has over 100 million users and is reported to be the fifth most accessed online site.

I used to have a love-hate relationship with Facebook: as a career counselor, I have spent a great deal of the past four years advising clients to be very wary of what they posted online since employers and other potential contacts frequently search the site for "evidence" prior to making an offer.

Then I opened an account myself, and within the week--I was hooked, and happy to be back in touch with old friends from grade school to former colleagues.

Over this past week, Computer World reported on the results of a Career Builder survey. The title of the piece: "One in five employers uses social networks in the hiring process." At first glance, the survey appears to confirm my previous suspicions--according to the survey, over one third of employers say that they have rejected candidates based on what they've found online. The top reasons for "rejections" (40% respectively) were inappropriate photos and other evidence of substance use/abuse.

While the headline to the Computer World survey repeated the precautionary message about exercising discretion when posting to Facebook, I find a silver lining and harbinger of what's to come in via a sidenote:

The study did find that 24% of hiring managers found content on social networks that helped convince them to hire a candidate. Hiring managers said that profiles showing a professional image and solid references can boost a candidate's chances for a job.

At this stage in the game, I'd never advise anyone to unsubscribe from Facebook in order to avoid employer scrutiny. Instead, here are three resources I recommend which provide information on start using Facebook to your professional advantage:

• I'm on Facebook, Now What (Jason Alba)
• Can You Get A Job By Advertising on Facebook? (Lindsey Pollak)
• Facebook Strategies - The Power of Facebook Groups (Phil Rosenberg)

These tips represent only a fraction of Facebook's capability, but are a good jumping off point in terms of exploring the possibilities. To your success!