Holly White is HR Manager for the United Nations Children’s Fund (UNICEF). A 12-year HR veteran, Holly recruits for mid-level professionals for UN programmes in Health, Nutrition, HIV/AIDS, Water, Sanitation & Hygiene and Communication for Development.
1 What do you know about the job search process as a recruiter that you wish more jobseekers knew?
The job search process is not an exact science – there is no formula to follow. Basically, it’s a sales process on both ends: The job seeker needs to convince the organization that he/she is the perfect, ideal person for the position and the organization needs to convince their top choice that they are the employer of choice. There are alot of variables in this journey and both parties need to gather an appropriate amount of data in which to make the right decision. The more ways the job seeker can provide positive information about themselves the easier it is for the organization to make a hiring decision. Therefore, all communication touchpoints with the employer need to be positive / productive (so that is why your online presence needs to be managed appropriately!).
2 What is an example of something a strong candidate did very well or that impressed you?
When I worked for an advertising agency a junior candidate sent a thank you note that was in the form of a direct mail campaign for his employment. That certainly impressed the hiring unit – but probably wouldn’t work in most organizations!
Most of the time, I am impressed by a candidate that intimately knows the organization, the current focus/strategy and is able to engage the interview panel in a thoughtful discussion about issues and opportunities. In responding to “behavioral based” interview questions, the candidate is able to demonstrate where he/she has shown strength in the requirements of the position. I think it’s great, when a candidate can then discuss how he/she might be able to then tie his/her knowledge, skills & experience to the requirements of the position throughout the interview. Of course, in the end, when the candidate asks questions, this is an opportunity to show how he/she knows the organization and the requirements for the role.
3 What is a pet peeve or dealbreaker that candidates may unwittingly or carelessly do?
A candidate that is not prepared and does not speak clearly during an interview is frustrating! The majority of our interviews at UNICEF are done over the phone, so a person’s ability to express themselves verbally (without the non-verbals) is critical! Also, if the candidate does not ask any thought provoking questions at the end, it can be taken that the person is not interested in the job.
4 Many jobseekers spend a lot of time fretting about the resume. Is this a good idea? What is another area (interviewing, networking, follow-up, online profile, company research, etc) that you recommend jobseekers spend significant time on?
The resume is important because that is the communication tool that represents you when you are not present – it speaks for you! Therefore, a job seeker should spend an appropriate amount of time including the pertinent information about his/her background and experience. Of course a great resume without appropriate networking is useless. As everyone knows – it’s not what you know, but who you know! For sure, networking is the most critical aspect of the job search. I know this may be challenging for some folks, but one needs to feel comfortable (within his/her own style) to reach out to people to build your network. For me, it’s helpful to think of networking as information sharing – I have something to offer (information, ideas, articles, etc) and hope for some reciprocity! Regardless if you’d like to stay within your organization – one has to continuously build his/her network internally & externally.
5 What is one favorite piece of advice you’d like to share with jobseekers to make them more effective in their searches (and better candidates for yours)?
Take the time to honestly review what you want from your next opportunity. (personally & professionally). How will this help you reach your ultimate career goal? Also, do enough research to fully understand the reality of working for that organization. Talk to as many people as possible to get “the real deal” about the realities of the organization. I love it when an organization wants to hire an individual to be a “change agent” and then never supports that individual in his/her new role. Basically, the candidate needs to evaluate if he/she can really change an organization that has a full staff of people that were either incapable or unwilling to change! Honesty is the best policy; however, it is rarely practiced 