enlisting recruiters in your job search
TRANSCRIPT
With Kathy Bernard & Shannon Moore
LinkedWISE.com
About Kathy Bernard
• Started blog to fix a weakness
• Tenaciously good at finding a job
• Blogger, coach, trainer, services
• Recruiter connector
I want to help you … Get a Job!
About Shannon Moore
• Successful corporate executive
• Executive recruiter / career coach
• “Recruiter whisperer”
• He wants to help you … Get a Job!
Working with recruiters
• Lots of interest • Few applicants enlist recruiters’ help • Why?
Talent acquisition vs. Headhunter
• Talent acquisition: In-house • Headhunters: Outside (3rd party) • More than one recruiter may be contracted • Their focus: Make the sale
Two questions:
1. What do you look for in top candidates?
2. How should job seekers get on your radar?
What we’ll cover today …
1. How recruiters operate, when you should work with them and how to pick the right recruiter
2. How to get on the right recruiter’s radar
3. What recruiters seek in top candidates
4. What to expect when meeting with a recruiter
5. How to get a recruiter to REALLY help you
How recruiters operate
Recruiters earn a fee from hiring company Focus: Satisfying their client, not you
They typically place hard-to-fill or
executive-level positions
Usually are no cost to the job seeker
How recruiters operate
Despite loyalty to their client companies … Can be valuable
Seek to present best candidate
Most are open to connect
How recruiters typically operate
Recruiters often specialize … Target IT / technical positions
Contract positions
Executive / hard-to-fill
Rural areas
How recruiters typically operate
97% of recruiters use LinkedIn … Search by title
Check you out after you have applied
Essential: Have a STRONG profile
How recruiters find you
LinkedIn Advanced People Search … Title wanted in Title box
Local ZIP code in Postal Code box
How recruiters find you
Find recruiters the same way
Add industry to Keyword box Example: Healthcare Reach specialized recruiters
Reach Open Profile recruiters
Those with brown “in”
symbol MAY be Open Profilers
Reach Open Profile recruiters
Another way recruiters find you
Recruitment Geek.com
1,000
searches per month
You may have to use it
LinkedIn is limiting free accounts to 60 search results per month
When to consider a recruiter
• Stalled job search • Hard-to-fill field • High-earning field
o The more you make, the more the recruiter makes
o Their fee is based on your annual salary
o Usually 20-30%
Finding the right recruiter
Research firms
• http://findarecruiter.com Submit resume to preferred recruiters or post resume on the site.
• http://i-recruit.com (aka Oya’s Directory of Recruiters)
• http://jobfactory.com/recruit.htm
Other ways to find a recruiter
• Ask around • Field/industry associations • Research on Google/search engines
Types of positions filled
• Temp-to-hire – o Start as temp. May lead to full time work
MANY companies are going this
route Prevalent in IT, clerical Higher hourly pay / usually
no benefits
Types of positions filled
o Contract – Temp project work for set time. High hourly pay/usually no benefits
o Temporary – Fill in while some one is out sick, etc. Typically no benefits, no job offer
o Direct hires – Full time, often with benefits
Recruiter/Staffing Agencies
o AccountTemps – Accounting/finance o A Corporate Connection Staffing --
Varied positions o Belcan -- Engineering, IT and temp-to-
hire staffing o Creative Circle -- Advertising and
creative positions o Creative Group (The)
Recruiter/Staffing Agencies
o Execu|Search -- Professional, temp and retained search
o Express Employment Professionals -- Office, industrial and direct-to-hire
o Kelly Mitchell -- IT positions o Kelly Services -- All types of positions,
mostly temp
Recruiters/Staffing Agencies
o KForce --Tech, finance, healthcare, government
o Lucas Group (The) – Professional/marketing
o Modis -- IT Contract and direct hire positions
o OfficeTeam – Office, clerical. Mostly temporary
Recruiters/Staffing Agencies
o Robert Half – Professional, executive o Rose International – IT / workforce o Stivers Staffing Services – Admin,
clerical, technical mostly temporary o TEKsystems – IT jobs o Westaff – Admin/general
Recruiters/Staffing Agencies
• Ask / confirm / consider …
o Ask about arrangements (temp, temp-to-hire, contract, or direct hire)
o Get it in writing o Consider options – might be
stepping stone
Next steps
• Request a meeting (in person or by Skype) • Determine if they are a good fit • See if they are truly motivated to help
Next steps
• Ask: Do they have experience / connections in your field?
o Be concerned if they suggest positions that aren’t close to your skill set/interests
o Be wary of “too good to be true” offers and requests for money
Part 2: Get on their radar
1. Have a strong chronological resume. They may wish to prepare their own. Let them.
Part 2: Get on their radar
Don’t use a capability/ functional resume.
Part 2: Get on their radar
2. Update your online resume every 60-90 days - Reignites interest by recruiters - Could tick off a recruiter who expects loyalty
- Expect attention from insurance companies
3. Align your resume with your
LinkedIn® profile and job descriptions
Part 2: Get on their radar
4. Connect with recruiters on LinkedIn® Get introduced or join groups with them
5. Keep in touch -- call / email every 3-4 weeks
6. Request a meeting -- It helps put a name with a face
Part 2: Get on their radar
7. Let them know you are interested in certain jobs. - Send bullet points and updated resume
8. Network your way into contention.
- Keep LinkedIn® profile fresh - Let recruiter know if you know an influential person at hiring company
9. Be reachable and nice.
- Respond promptly. Be likeable
Part 3: Get recruiters to help you
1. Be clear in what you want. Convey: - Preferred job titles - Salary expectations - Location preferences
2. Listen to recruiters’ concerns/suggestions.
- Be realistic - Make improvements - Inform recruiter of improvements made
Part 3: Get recruiters to help you
3. Promptly provide requested information - Supply them with recent resume - Provide a list of companies you’ve contacted
4. Contact your recruiter before applying directly
- Otherwise they can’t help you
5. Stay in touch
- Positions you want, remind them that you’re still interested and about new skills
Part 3: Get recruiters to help you
6. Support your recruiter - Send leads - Recommend them - Write a LinkedIn recommendation - Endorse skills on LinkedIn® - Connect them with candidates
7. Warn your recruiter if you are dissatisfied - Recognize why they haven’t been successful - Consider if you are partially to blame - Make adjustments to be more marketable
Part 4: Meet with recruiters
1. Request to meet in person or by Skype: - Helps recruiter know how to present you - Reveals if you will be right fit for companies - Gives them ideas for other opportunities
Part 4: Meet with recruiters
1. Treat recruiting meeting like a real interview - Exude confidence
- Dress professionally - Expect recruiter to critique you
o Take criticism well
Part 4: Meet with recruiters
2. Bring resume: - Expect them to put your resume into their template - Review their resume; ask for a copy
• Address gaps / short tenures • No surprises! • Be ready to answer questions
about your resume
Part 4: Meet with recruiters
o Be prepared: - Give real answers, not “I’ll do better in the real interview.” - Recruiter’s reputation/commission depends on you
o For high-tech positions expect recruiter to bring in an expert to question you
Prepare for difficult questions
• Why are you in the job market? • What job titles do you seek? • What roles and responsibilities are important to you? • What special abilities would colleagues say you have? • What is your claim to fame?
Prepare for difficult questions
• What are your top accomplishments? • What are your preferred companies or industries? • What are your compensation requirements? • Are you willing to relocate/travel?
Part 5: Traits recruiters seek
1. Ability. To prove it: - Demonstrate ability in all messaging - Emphasize/list technical skills - Give examples of using the ability - Share measurable accomplishments
Part 5: Traits recruiters seek
2. Commitment. To prove it: - Emphasize past commitments - Keep in touch - Ask before applying directly - Express commitment / enthusiasm - Stick with jobs. Recruiters don’t get paid until you stay 3 to 12 months
Part 5: Traits recruiters seek
3. Confidence/Likability. To prove it: - Know/show your strengths - Be likable, professional, positive - Be respectful to all - Respond promptly and thoroughly - Have a spark/willingness to succeed
Part 5: Traits recruiters seek
4. Fit. To prove it: - Ask network about company culture - Convince interviewer of adaptability - Share examples of when you have fit - Mention past charitable efforts - Express commitment to the company and the job
Part 5: Traits recruiters seek
5.Honesty. To prove it: - Reveal if you are working with other recruiters - List only skills for which you are proficient - Be ready for questions that gauge your honesty. Don’t overstate
Part 5: Traits recruiters seek
6. Networking Prowess. To prove it: - Mention people in the industry - Participate in industry community / support industry associations - Be connected with the right people on LinkedIn
Part 5: Traits recruiters seek
7. Preparation. To prove it: - Study job description, company and industry. Convey your knowledge - Show requisite experience and that you can produce immediately - Arrive on time and be flawless in your dress and application materials
Part 5: Traits recruiters seek
8. Stability/Longevity. To prove it: - Prove stability - Explain career gaps/short tenures. - Show in resume that you have progressed in your career
Part 5: Traits recruiters seek
9. Value-Added Problem Solver. To prove it: - Articulate how you will benefit the company beyond the job description - Relay past successes that you can recreate for the hiring company - Explain how you will solve problems
Part 5: Traits recruiters seek
10. Employed. Since this may be impossible … - Exemplify the 9 other traits - Emphasize long job tenures and your desire to stay at the company
Universal Truth:
Finding a job alone is hard.
Recruiters can help …
And so can LinkedWISE
The plain truth …
FACT: The average professional loses over $21,000 by being unemployed for 6 months. FACT: The average executive loses $52,000 By being unemployed for 6 months.
Enlist LinkedWISE…
It can help you …
!
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Get recruiters to find you …
LinkedIn profile optimization
• We’ll transform your LinkedIn® profile for you
• We’ll ensure your profile shows up high in
search for the jobs that you want
Contact Susan Kaestner Lopez, 847-606-5160 [email protected] | www.linkedWISE.com
Get recruiters to find you
Recruiter Reach We’ll reach recruiters on your behalf
• Research recruiters specializing in your industry / field • Invite them to connect and then … • Introduce them to you / your abilities and
share your Linkedin profile • Advanced recruiting support available
Contact Susan Kaestner Lopez, 847-606-5160 [email protected] | www.linkedWISE.com
Get recruiters to find you …
Other services available: • Resume optimization for online applications • Career coaching / interview prep • LinkedIn training • Cover letter transformation
Contact Susan Kaestner Lopez, 847-606-5160 [email protected] | www.linkedWISE.com
Learn how: Game-Changing INTERVIEWS
Expert guidance about … • Phone/Skype interviews • In-Person interviews • Questions to ask interviewers • Answers to tough questions • Following up after interviews • Salary negotiation strategies
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