bizMe

Hiring expectations from company reps

The typical college graduate is heavy on ambition and light on experience. “Tell me something I didn’t know,” the newly sheepskinned reader complains. Yes, you learned a lot in college but did anyone ever teach you how to turn all that learning into your first job?

What do corporations want from me? How can I ever hope to break in to Corporate America?

It’s not like you can call the people at the head of the Human Resource departments at your most sought-after companies. Why would they want to talk to you?

Don’t despair. Realizing your plight, bizMe has taken up your cause and went about pinning down those HR execs ourselves. What we wanted to know (or stated more accurately, what we thought you would want to know):

• What are these companies looking for in a new hire?
• What type of personality strengths, job skills, and overall ‘look’ are for-sure ‘get your foot in the door’ characteristics?
• What’s my next step?

The first thing we found out was that it’s not easy, even for grizzled e-journalists like ourselves, to get anywhere battling corporate bureaucracies. Corporations set up elaborate voice mail loops and erect walls of truculent receptionists for the express purpose of keeping you from getting to their execs.

But don’t lose heart. There are some responsive companies out there — companies who were willing to give us some advice for you. What follows is a summary of what we found.

Beyond “bandwidth”

Bill Reina, director of global talent supply at Proctor & Gamble, said his company has conducted extensive research on what behaviors and competencies they need to look for in potential college grad hires.

“At a high level, we want people who have been challenged academically and taught to think strategically, problem solve, innovate and apply their knowledge in practical ways that produce results,” said Reina. “So raw processing power and the ability to make choices, be decisive, and act based on applied knowledge is critical.”

So it’s a “bandwidth” issue? Not entirely, he said.

“Brains, knowledge and decisiveness alone are inadequate if students haven’t learned to lead and build the kinds of diverse, collaborative relationships that are required in our connect-and-develop world. It’s also essential for them to understand the value of learning and growing continuously.”

Well, as a recent college graduate, you have the learning thing down pat. You shouldn’t mind continuing your learning.

“Students should have learned to write and speak as well as they think in language that is clear, factual and compelling,” Reina continued. “They should have developed a sense of social intelligence and maturity that allows them to interact comfortably with different people, in different settings whether they are leading or following.”

Importantly, we expect students to have learned to compete ethically using values and principles to guide their actions. We demand no short-cuts on integrity.

“In summary, we want to hire people who are academically and socially ready to enter a more complex, globalized, and changing world with leadership, organizational and people skills that will allow them to grow, adapt and learn throughout their entire career.”

Jim McGrath, manager of Human Resources, Campus Recruitment and University Relations for Cisco Systems, said his company is very picky. They seek out the top 10 percent of students within their majors. (If you sleepwalked your way though your college career, that’s probably not good news at this point.)

“In addition to academic rank, we look for those students who have held internships or co-op assignments, student organizational involvement, as well as, non academic related activities,” McGrath said. “These students distinguish themselves by exhibiting a more well-rounded background. We also look for soft skills that that cannot be determined just by the students’ resume. Communication is key. We are looking for those students that can clearly and effectively relate their background to our needs.”

It’s not such ‘soft skills’ that turn potential employers’ heads, though. Aspiring employees should look for a link with the company’s products or services. Paula Labian, Whole Foods vice-president of Team Member Services, said, “We look for people who are passionate about food.”

Beyond that, Whole Foods is seeking “well-rounded human beings,” she said. “Our team members play a critical role in building our stores into an integral and beneficial part of the community.”

To that end, the general skills Whole Foods looks for include:

•  The ability to articulate one’s ideas and vision
•  Critical decision making and analytical abilities.
•  Ability to get along with a diverse group of people
•  Ability to drive measurable results through other people
•  Competent decision making skills
•  Ability to multi task

Those aspiring to get hired by Whole Foods would do well to take stock of their background and skills to see how they match with this list of skills and then make sure to tout specific examples of how they’ve exhibited those skills should they get an interview.

What about your personality type? How does that impact your chances to get on at Whole Foods? Labian pointed to the following:

• Not afraid of hard work, open communicator, believe in our value system and will fit into a ‘self directed work team’ environment
• Of character, high integrity, flexible, love of people, creative, inquisitive, risk takers
• More extroverted than introverted, as they need to both work with people and serve customers
• Genuinely like other people and derive a sense of accomplishment from helping others
• View their world as a glass half full, as opposed to a glass half empty

Chris Carlson, ‘associate’ at the consulting firm Booz Allen Hamilton (they don’t have job titles), said that they are looking for applicants who can demonstrate the ability to solve problems using a variety of analytical approaches.

“Since we work closely with clients, we seek individuals who are able to articulate those solutions effectively through both oral and written communication. It is also crucial to work within a team environment where you need to be able to express your opinions and thoughts while accepting the thoughts of others. All personalities are sought with the focus on finding individuals who are not afraid to express themselves and build a strong working relationship with individuals across the firm.”

Getting a Foot in the Door

First off, what not to do: Don’t knock on a prospective employer’s door unless you have fully educated yourself on that employer. Karen Maynard, recruiting director for The Container Store, said, “You wonder about somebody’s commitment to your company when they don’t know the first thing about you. Nowadays, it’s easy to get a ton of information on any company on the web. Also, I’d encourage people who want to work at The Container Store to shop at The Container Store and ask the employees there what it’s like to work for The Container Store.”

(She noted that The Container Store has a recruiting bonus for employees, so it’s in their interest to be on the lookout for top talent.)

Vera Chota, manager of university recruiting for IBM, echoed Maynard’s sentiments: “If they’re truly interested in working for a company like IBM, it’s important for them to do the research before they contact us.”

At Proctor & Gamble, they only accept applications online, so if you were thinking about showing up at their front door with your resume in hand and an eager look on your face, forget it. “We follow a ‘total assessment’ approach that includes data collected via the website as well as subsequent interviews,” said P&G’s Reina. “The data provided by candidates online helps our Recruiting Specialists and Hiring Managers make decisions about whom to invite for interviews.”

“For college recruiting efforts, the data collected on the site helps our recruiters determine whom to make contact with, whom they should invite to on-campus presentations and events, and, of course, whom they should interview. Generally, we are looking for examples related to the above identified success factors; then secondarily, skills related to the specific job opening. Academic results are also important, particularly within the candidate’s major area of study, but there are no cut-offs based on GPA or specific grades. Again, we follow a ‘total assessment’ approach to how we view candidates; we look at the whole rather than one or two factors.”

Cisco’s McGrath said that “internships are the best way to get a foot in the door” at his company. “You’re not going to know about these opportunities, though, if you don’t get involved” he said.

“Utilizing the campus career centers to know what companies will be on campus is a great information gathering tool and also can be invaluable to providing contacts and career advice. We are finding more and more that students benefit greatly from being involved with student organizations and the mailers associated with those. Peer-peer recommendations are also a great way to be in the know. Attending career fairs, information sessions and networking receptions are a great start to getting in front of those who are on campus making hiring recommendations.”

IBM’s Chota agreed: “An internship is an ideal way for them to get an idea of what IBM is like. And it’s an opportunity for us to look at the students as possible full-time employees.”

Whole Foods’ Labian said that her company looks to existing employees to help refer potential employees. Booz Allen’s Carlson agreed, saying, “Here at Booz Allen, building relationships is key to success and as such, it would be to anyone’s advantage to look for ways to network with current Booz Allen staff.”

If you don’t have those type of connections, Labian suggested the following:

• “Get a part time job or do an internship with our company.”
• “Be a customer, be knowledgeable about our mission and be willing to take a less desirable position and be ready to move up quickly.”
• “Know what makes Whole Foods Market different — quality food standards, Green Mission, community support.”
• “Live the lifestyle: grow some of their own food, recycle, compost, volunteer in their community, etc.”

The Container Store’s Maynard recommended that college grads seeking work at their first corporation should be open to where their career could take them. Too many people get out of college with a definite career goal. “They already know what they want to do when they retire before they even get their first job,” she said.

Instead, she said, “be open to learning. Be open to different possibilities at the company.” I didn’t get a degree in this but the company’s saying you might want to try this.” You may find the needs of the company and your own needs match up over time.”

Be picky

All the forgoing might lead the reader to think that someone else — certainly, not themselves — is in the driver’s seat when it comes to landing that first job. But the wise job seeker will be a picky job seeker. The seeker, not just the employer, is empowered.

Specifically, Bill MacGowan, Sun Microsystems Chief Human Resources Officer and Executive Vice President of People and Place, said college grads shouldn’t even sniff a potential employer unless it meets the following criteria:

Global Inclusion: Find a workplace that embraces people from diverse backgrounds in a global setting —“The people you work with are very important to how you thrive at your job,” MacGowan said. “A company should value a diverse global team and strive to maintain an open-minded environment that is respectful of people no matter who they are or where they are located. Look for a global company where you will have the opportunity to work with people from a variety of cultures, countries of origin, educational backgrounds, social backgrounds, schools of thought, expertise, interests, skills, talents, the list goes on. Diversity brings fresh insight and innovative ideas to businesses, allowing you and the company you work for to thrive through market ups and downs.”

Ongoing Learning: Development programs enable employees to excel at their careers as well as give them the confidence to take control and succeed — “Make sure when interviewing to ask about the ways you will learn on the job, both formally in classes and through job rotations,” said MacGowan. “Make sure the prospective employer offers classes to extend your knowledge, while helping to develop personal skills and better understanding of the company’s business. While an employer should provide ongoing learning development resources for you to grow your career, it is up to you to take the initiative and make it happen. You own your career development so take advantage of all the resources and opportunities available to extend your career at the company.”

Flexibility and Work/life balance: Look for a company that has a deep understanding of the need for a healthy work/life balance — ”Your employer should offer a myriad of programs and perks to keep a balanced life while having a work experience that is truly fulfilling,” MacGowan said. “When interviewing ask your employer about flexible hours and flexible offices––are you able to work from home? A closer satellite office? And with that do they offer full access to the people and resources needed to get your job done. Adjusting hours and working remotely helps to accommodate changes in lifestyle over the course of your career.”

Corporate Ethics: Integrity is an essential part of business — “Good corporate governance serves as the foundation for ethical transparent practices and helps to ensure that a company conducts its business with integrity,” MacGowan said. “Adhering to sound corporate governance principles can lead to better risk management, strengthen a company’s financial health and build investor confidence. Look for a company committed to good corporate governance practices — business integrity leads to business and job stability.”

Corporate Social Responsibility Initiatives: You should expect your company to deliver meaningful benefits to society and the environment —  ”When speaking with prospective employers ask about their Corporate Social Responsibility initiatives,” MacGowan said. “What is the company doing to help communities and the environments thrive? Are employees, partners, customers and other stakeholders developing solutions that deliver positive social change and business value? A company’s success today and sustainability for the future is dependent on organizations aligning their corporate social responsibility mission with their business mission. What is good for the environment is good for business.”

Challenging assignments: Look for a company that provides you with challenging assignments and an environment that respects people for taking courageous stands and who are willing to stand up for their beliefs — ”A company that values each person, and wants employees who want to make a difference; not employees who just toe the corporate line, and won’t speak up and speak out,” MacGowan said. “That’s a place where, working together, employees can continue to hone their skills while changing their industry as well as the communities in which they live and work.”

Go get ‘em!

Well, there you go. After reading the material above, we hope you’re a little better equipped to venture into the corporate job market. The good news is that since most corporations have an official or unofficial policy of promoting from within “that is, filling new positions with existing employees first, if possible ” that your first corporate job could lead to a string of jobs — in fact, to a career.

Traditionally, the best companies have looked first within the organization before recruiting from the outside. Why?

• It shows all employees that the organization is committed to them, which must be demonstrated to employees before the organization can ask employees to be committed to the organization.
• It focuses the attention of employees on growth from within instead of on outside alternatives.
• It serves as a key reward for high achievers and focuses employees on the attitudes and behaviors that are needed for the organization to succeed.

For example, P&G’s Reina notes that AG Lafley, P&G’s President and Chief Executive, started his career as a brand assistant for Joy Dishwashing Liquid.

“We consider ourselves a development company because our managers train their replacements every day, through on-the-job, formal classroom and web-based training,” said Reina. “This individual approach helps make the best use of the skills, personality and diverse backgrounds for future success.”

So what are you waiting for?

Go get ‘em!