062819 recruiters presentation...• videos • electronic material • clings email us for more...

6/26/2019

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Solving the Mystery of Recruiters: Their Role in Your Career and How to Get on

Their Radar

Stacy Pursell

The VET Recruiter

June 27th, 2019

www.petpoisonhelpline.com | Bloomington, MN | Pet Poison Helpline ©2019

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The AVMA Trusts

avmalife.org and avmaplit.com

Linda Ellis [email protected]

312‐279‐4651

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Solving the Mystery of Recruiters: Their Role in

Your Career and How to Get on Their Radar

Stacy Pursell of The VET Recruiter®

Speaker Introduction

Stacy Pursell

The VET Recruiter

History of the Recruiting Profession

• Post World War‐II Era

• Return to prosperity = tight labor market

• Third‐party recruiters have existed in the Veterinary profession since the mid‐1990s.

• Search consultants are gatekeepers of top jobs.

• More than 60% of executive‐level positions are filled through search consultants.

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A Recruiter’s Role in the Marketplace

• Hunt Scanlon Media: search consultants are part of a $10 billion a year executive recruiting industry.

• A search consultant can help you in one of two ways:

1. They can help you find a better opportunity.

2. They can help you recruit talented people.

• These are important and valuable roles that recruiters fill within the employment marketplace.

Be Hunted by Smooch Reynolds

• The search consultant works for the employer.

• They find and recruit the best candidates or the best “fits.”

• Search consultants absolutely want to help candidates.

• Their first priority is their clients’ hiring needs.

Reason #1: Talent

• Employers want the best and most qualified candidates.

• Many times, these candidates are content where they are and not looking for a new job.

• However, they still crave greater opportunity and advancement.

• Difficult to identify and successfully recruit these candidates.

• That’s why employers use search firms: to find and recruit these candidates.

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Reason #2: Confidentiality

• This is because the candidate they’re attempting to hire could be working for their competition!

• Expanding into a new area or replacing an underperformer.

• Search consultants have the time to conduct a confidential search.

• Case study: company + sales force

Getting on a Recruiter’s Radar

• Send your resume.

• Call before sending the resume.

• Specific position or in general.

• Email to confirm receipt of the resume.

• A recruiter is not going to want to present a candidate to one of their clients if other recruiters are also presenting that candidate to their clients.


Reasons to stay in touch with a recruiter:

• If you have a new job or a new title at your current job

• If you received a promotion or raise at your current employer

• If you have new training or experience that’s reflected on your resume and that would enhance your candidacy

• If you have a new family situation, such as a marriage

• If you’ve moved to a new geographic location

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• Recruiters talk with a large number of people every day.

• If a recruiter does not return a candidate’s call right away, then there is a reason.

• The recruiter is not ignoring you or avoiding you on purpose.

Staying on a Recruiter’s Radar

Be known in your field:

• Join industry associations like the AVMA.

• Write articles for trade journals.

• Participate on social media, especially LinkedIn.• Have a full profile.• Share articles and ideas of value.

• Attend industry events.

Staying on a Recruiter’s Radar: Referrals

• If a candidate is not interested in the position, they can help the process by providing the name of someone who has relevant qualifications.

• The Principle of Reciprocity• When someone gives us something, we feel compelled to give them something in return.

• The recruiter will remember that the candidate provided the referral.

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Staying on a Recruiter’s Radar

• Act with integrity.

• NOT acting with integrity:• Lying on the resume or during the interview

• “Ghosting” during the hiring process• Not doing what you say you are going to do

• Not acting with integrity is a great way to drop off a recruiter’s radar.

• Be the best that you can possibly be in terms of your job, your career, and what you do.

How to Respond if a Recruiter Contacts You

Two things to consider:

1. You’re considered a top candidate in the employment marketplace.

2. If a recruiter contacts you about a new employment opportunity, the opportunity has potential to be better than your current job.

3. Top executive: best career advice he received was to always take a recruiter’s call and listen to what they had to say.

How NOT to Respond: Case Studies

• The Call at Work Case Study

• The Email at Home Case Study

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“The Recruiter is Your Friend”

“Unlike a military raid, recruiters don’t take hostages; they simply offer better opportunities for potential candidates to consider. Employees are not owned; they choose what is best for them and their families. If they opt to take advantage of a new opportunity, the shame should not be on the recruiter, but rather on the former employer for taking them for granted and not insuring that the best opportunity was being delivered!”

Kristen M. Hallows, BBA


• In many cases, fear is the issue.• Fear of being disloyal

• Fear of being fired

• If you talk with a recruiter, ALL it means is that you’re open to hearing about another opportunity. It does NOT mean that you have to pursue the opportunity.


• It is neither illegal nor unethical for a recruiter to contact you about a job opportunity.

• The Anti‐Trust Division of the U.S. Department of Justice investigates no‐poach and wage‐fixing agreements between employers.• These agreements are deemed to be illegal.

• Large Silicon Valley tech companies shelled out $415 million to settle an anti‐poaching civil lawsuit.

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1. Be respectful.

2. Be willing to listen to what the recruiter has to say.

3. Tell the recruiter either yes, you’re interested in exploring the opportunity or no, you’re not interested in exploring it.• If you’re not interested, tell the recruiter about the positions that you would be interested in.

• Answer any follow‐up questions the recruiter might have to the best of your ability.

#1: Treat Them Like a Hiring Authority

• Search consultants can be your doorway to a better opportunity.

• Interacting positively with a search consultant is an intelligent strategy in the marketplace.

• Be prompt.• Be open.• Be honest and transparent about your career aspirations.

Case Study Response #1:

Wow,

So you are sending me an email to ask me if I know somebody who could fill this position?

Has it ever crossed your mind that I might be qualified for this position?

I recommend you review your whole paradigm of mass email fishing expedition.

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Case Study Response #2:

Stacy, sorry I am not on LinkedIn much, so I hope you get this reply. I am not movable, but if [it’s the place you referenced], it’s one of my former places of employment and a great group of people!

I am happy to recommend to you one of our great young pathologists who remains interested in pursuing academic opportunities and would be interested in relocating.

#2: Present Yourself in a Credible Manner

• Personal branding

• Employers want to hire people who do two main things:

1. Exceed expectations.

2. Produce exceptional results.

• If you present yourself in a credible fashion to a search consultant, that will help convince them to present you to their clients.

• A search consultant’s reputation is ultimately on the line, so they want reliable candidates.

#3: Practice Full Disclosure

Share any and all relevant facts, including the following:

• Your search efforts to this point

• Earnings expectations

• The real reason you’re looking for a new opportunity

Do NOT say that you’re employed if you are not employed!

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#3: Practice Full Disclosure

Three reasons to provide this information:

1. It helps the search consultant match appropriate opportunities to your background.

2. It helps the search consultant present your background to an employer.

3. It helps to avoid potential misunderstandings down the road.

Search consultants want a win‐win situation for both the client and the candidate, especially those who want to build relationships for the long haul.

#4: Keep Certain Information Confidential

• Talking about information related to your job search

• Keeping your search confidential is ultimately in your best interest, so be careful what information you share with your friends and colleagues.

• This is a small industry. You might be applying for a position, and your colleague might be applying for the same position.

• If it’s a confidential search, don’t publicize it.

#5: Always Tell the Truth

• You’d be surprised by how many candidates do not tell the truth.

• Not providing relevant information is just as bad as providing false information.

• How to nullify your candidacy:• Don’t tell the truth.• Withhold information.• Stretch the truth.

• Nobody likes having their time wasted!

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#6: Follow Through on Your Promises

• The quickest way to build trust is to do what you say you’re going to do.

• This brands you as dependable and reliable.

• Keep in mind that you are competing against other candidates.

• If you say that you can make a phone call or meeting, make sure that you follow through.

• If you promise to do something, do it!

Best Practices for Working with a Recruiter

• Things you should do and . . .

• Things you should NOT do!

• When you align yourself with a recruiter, you have a relationship with the recruiter.

• Treat the relationship and the recruiter with respect.

• This is a matter of personal branding.

• Brand yourself in the most positive way possible with everyone whom you come in contact.

#1: Don’t Pay a Search Consultant

• Two types of search consultants

• Work with a search consultant who is paid by the employer.

• Search consultants can NOT take money from both parties.

• If a search consultant says they charge you to find you a job, then find another search consultant.

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#2: How They Got Your Name

• Search consultants deal in confidentiality.

• Ultimately, where they got your name is not important.

• What IS important is that they have a potentially better employment opportunity for you.

• At least by open to hearing about the opportunity.

#3: Accepting Interviews

• If you say you want to interview with an employer, make sure it’s because you’re interested in the position.

• An interview is NOT:• A free trip to a city where your relatives live

• The chance to take a mini‐vacation

These things have happened before, and they had a detrimental effect on the candidate.

#4: Don’t Think You’re a Candidate for Every Position the Recruiter Has Open

• It is not possible to be qualified for every position.

• Don’t try to manipulate your background to be a “fit” for a certain position.

• Search consultants know if a candidate is truly qualified. This is what they are hired to do.

• The bottom line: you can’t fool them.

• Don’t erode your credibility.

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#5: Don’t Circumvent the Recruiter

• Candidates think that if they could only speak directly with the hiring manager, they could convince them of their candidacy.

• Employers rely heavily on the judgment of the search consultants they hire.

• If you go around the recruiter, your candidacy will likely be pulled.

• This happened recently!

#6: Don’t Write a Nasty Note

• Being hurt and disappointed are natural emotions associated with not getting a job offer.

• The employer is the one that ultimately decides which candidate will receive an offer of employment.

• Don’t forget that this same recruiter could deliver your next job to you on a silver platter.

• Don't "burn bridges”. Keep things positive.

Areas Available Outside of Practice

• Government

• Academia

• Military

• Non‐Profit Organizations

• Associations

• Industry

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The Types of Employers Within Industry

• Pharmaceuticals

• Vaccines

• Medical Equipment

• Medical Supplies

• Pet Foods

• Insurance

• Laboratory/Diagnostic Services

• Laboratory Supplies/Equipment

* Veterinarians are hired in almost every business that makes, provides, or sells these types of products and services.

Job Opportunities in the Veterinary Industry

• Professional or Technical Services

• Pharmacovigilance

• Regulatory Affairs

• Sales and Marketing

• Liaison/Cross‐Functional

• Business Development

• Research and Development

Jobs in Industry vs. Jobs in Practice

• Consolidations during recent years.

• Not as many large companies as before.

• There is more competition for jobs in industry.

• The majority of available jobs in the marketplace right now are in clinical practice as opposed to industry.

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Why Have a Recruiter in Your Network?

1. A recruiter already has a relationship with top employers.

2. You don’t have to worry about where your resume is going.

3. Many organizations expect top talent to use a recruiter.

4. Your candidacy can be taken more seriously.

5. You reduce the risks of mistakes.

6. You have more leverage during negotiations.

7. You can end up with a better all‐around deal.

8. A good recruiter will not waste your time.

Taking the Next Steps:

Stacy PursellThe VET Recru

www.TheVetRecruiter.com

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(918) 298‐7025

Thank you for attending!CE credit FAQs

• When will I get my CE certificate? Now! You can download it directly from the On24 platform. For detailed instructions please visit the green resource widget at the bottom of your screen.

• I attended the webinar but wasn’t the person who logged in. Can I still get CE credit? Yes. Send your name and email address to [email protected] by 1pm central time on June28th, 2019 (strict deadline).

• Can I watch the recorded webinar online for CE credit? Yes. You can receive non-interactive CE credit. Go to the “For Vets” page on our website, www.petpoisonhelpline.com for more info.

Comments? Questions? Email us! [email protected]

www.petpoisonhelpline.com | Bloomington, MN | Pet Poison Helpline ©2019

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062819 recruiters presentation...• videos • electronic material • clings email us for more...

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