Archives for Jobvite survey

5 Social Media Personalities that Attract Employers

Social Media Apps by Jason Howie of Flickr

Social Media Apps by Jason Howie of Flickr

 

Have you ever wondered if anyone outside of friends and family cared about your views and opinions on social media? In today’s job search, social media can make or break your chances of landing. According to a 2014 Jobvite survey, 55% of recruiters have reconsidered a candidate based on their social media profile. Maintaining a strong and attractive social media profile increases your visibility, and invites potential employers to learn more about you. Your online presence can even be the factor that seals the deal after an interview. Employers can use your social media profile to verify your qualifications, your personality, to see if you’re a cultural fit, and work out other details they were unable to glean from you during an interview. Making these little details easier for employers to find helps your marketing hit the target and inspires action when you know what is important to the recipient.

There have been countless articles written about how NOT to represent yourself on social media, but what are the best ways to present yourself? I’ve compiled a list directly inspired by Youtern’s article, “These 5 Social Media Personalities May Be Unemployable” and put an EPIC spin on them.

 

So what are the best types of social media personalities that increase your chances of landing a job?

 

  1. Complimentary Candice – Complimentary Candice is the type of employee who speaks positively about her experiences and her past employers. She highlights the good things her employers have done in the workplace, in the community, or how they positively impact the world. She comes off as enthusiastic about her work and her co-workers. She is the type of employee who comes to work with a smile and greets everyone with kind words. If the morale of the workplace is low, a Complimentary Candice will find a way to raise everyone’s spirits. In turn, she is the type of employee who people want to work with and her attitude can help positively impact productivity and profits.

 

  1. Showtime Samurai – The Showtime Samurai knows that social media and being online is important in this day and age. This type of employee uses social media as a part of their overall image and to capture the attention of potential employers. The Showtime Samurai knows if they are invisible online they won’t attract as many job opportunities. They know it is completely possible to network and to be found by potential employers without using social media, but social media is their sword. They use their weapon to connect with others and draw attention to themselves. The Showtime Samurai is also honorable and knows they must put their best self forward. They have a networking infographic because they know it will improve their visibility among the job-seeking crowd. They are transparent and they have a sizable number of followers. This type of social media personality is very attractive to employers who value a large social media following because those employers know a potential candidate with lots of followers can bring an instant expansion to a company’s visibility. The Showtime Samurai is also the type who uses their charisma to draw others closer. Their influence is constantly expanding by their numerous initiatives and projects in progress.

 

  1. Sociable Steve – Sociable Steve is similar to Showtime Samurai in that he knows the value of social media visibility. Where the Samurai is intense and loves a large following, Steve is laid back in his approach and doesn’t worry about large numbers of followers. He has an open social media profile and allows recruiters and hiring managers to not only follow him, but also accepts their friend requests. He knows that his passion and knowledge can be appealing to potential employers. His life is an open book that is warm and welcoming to anyone who comes across his profile. Sociable Steve’s other big strength is his ability to make clients and customers feel at ease. His easy-going personality and calm reasoning can diffuse a variety of difficult situations.

 

  1. Professional Perry – Professional Perry knows that people are looking at his social media profile and that it represents his online brand. He doesn’t post inappropriate content, make crude jokes, and never shows his wild weekends online. Instead, he posts about the volunteering work he does, about his positive family outings, and his hobbies. His value makes him trustworthy and a good spokesperson for a conservative company with strict social media policies.

 

  1. Transformative Tim – Transformative Tim is a change agent. He is bold and not afraid to tackle difficult subjects, engage in debate and to try and change public opinion TACTFULLY and RESPECTFULLY. He is a master at seeing both sides of an issue. He knows where he stands and does his best to win others to his side. Transformative Tim also knows where to draw the line and when to stop pressing if he can’t sway an opinion. This type of personality isn’t appropriate for all companies, but it is perfect for social impact organizations, non-profits, lobbying organizations, and public office officials.

There’s a counter-argument to the positive social media personalities: “If I only post about good things, I’m not being true to myself!” In his Slate article, Paul Heibert states numerous reasons why people tend to over-share content on social media that can make them un-hirable. One reason is the lack of inhibition and a sense of being invisible due to not having face-to-face communication with others when posting to social media. Like it or not, your presence online is your brand and employers are going to research you in order to lean more about you. The 2014 Jobvite survey noted that 93% of recruiters will review a candidate’s social media profile before making a hiring decision. Of the 93% of recruiters, 55% of those recruiters reconsidered a candidate based on their social media profile, and 61% of those reconsiderations were negative. Profanity, illegal drug references, alcohol references and spelling errors topped the negative reconsiderations on recruiters’ lists. On the flipside, over 60% of recruiters want to see positive content such as memberships in professional organizations and volunteering for charities. By using the knowledge that potential employers will search for you online and that you can make yourself more appealing through social media, you can increase your chances of landing the job.

 

If you have a social media profile and are searching for your next job, it is almost certain that a potential employer will view your social media profile. You can make their decision to consider you for the job easier by making your social media presence attractive. This means having a social media profile that will strengthen the best aspects of your personality and give employers a positive glimpse into the type of worker you will be at their companies. Your online presence also avoids the negative pitfalls that turn off potential employers. American entrepreneur Amy Jo Martin said it best: “Social media is changing the way we communicate and the way we are perceived, both positively and negatively. Every time you post a photo, or update your status, you are contributing to your own digital footprint and personal brand.” Just as you want to be perceived positively by employers in the real world, you want to be perceived the same way online.

 

Save Time, Effort and Money by Starting Strong on Your Career Transition

"Time Flies" Photo courtesy of h.koppdelaney of Flickr creative commons. http://bit.ly/16TSfDb Attribution-NoDerivs 2.0 Generic (CC BY-ND 2.0)

“Time Flies” Photo courtesy of h.koppdelaney of Flickr creative commons. http://bit.ly/16TSfDb Attribution-NoDerivs 2.0 Generic (CC BY-ND 2.0)

 

“If you don’t have time to do it right, when will you have time to do it over?” John Wooden was one of the greatest college basketball coaches of all time, and was well known for his motivational quotes. In this particular quote, Wooden relayed to his players that time is precious and of the essence, we may not always have a second change to optimize our efforts. The world of job-hunting is filled with missed opportunity, but taking the time to start the search  in a smarter-not-harder way can go a long way in finding success. Recognizing the ways in which opportunity can be missed means you won’t waste your time on job search efforts that yield poor results. The cost of searching for a job can be expensive. Depending on your needs and the services you opt for (resume writing, traveling to events, a career coach, etc.) could cost you at least $2,000. If you are currently employed and make $100K per year, your gross income per day could be around $260. A prolonged job hunt could easily burn through much of your daily income, especially if you spend more than 5% of your time searching and applying for jobs online. Think of the hours you waste per day by filling out impersonal job applications, when you could spend the time creating meaningful connections with people through networking and researching target companies. Jim Rohn, a motivational speaker said it best: “Days are expensive. When you spend a day you have one less day to spend. So make sure you spend each one wisely”.

The conclusion I’ve come to is many job seekers skip out on the activities that get them the best results because they perceive that they require more time and their efforts have a questionable pay off. Networking and personalizing your search also requires facing people, and for some reason we find the thought of facing people to be scary at times. The best jobs and the best opportunities to find those jobs can’t be obtained by the simple press of an “easy” button. Developing relationships with people isn’t the difficult part of a job search. It takes a couple of weeks to generate momentum before you can powerfully articulate your value and the contribution you want to employers with straightforward requests. The TIME is the part that requires some patience, perseverance, and self-assessment to arrive at the clarity necessary to develop those messages. People are the EASY part, as long as we can hurdle our fears; many people have been in the similar position of seeking a foot in the door and are willing to give advice. The work may be time-consuming at first, but the payoff means more job leads, references, interviews, and even landing the job. Furthermore, once these connections are established, it will become much easier to utilize your network to help find your next opportunity.

 

Growing the Network:

Establishing or growing your personal and professional network is the first step in generation the momentum you need to articulate your value to employers. It is a necessary step because very few job seekers land a position without networking. In fact, about 80% of jobs are landed through networking. This is true for most positions where personality is just as important as skills and qualifications. This means connecting with former friends and colleagues you might not have talked to since your previous job, or even since college. Don’t count these people out just because you didn’t keep in touch. That IS the purpose of social media. It is completely acceptable, if not expected, to reconnect with people with whom you lost touch through social media. Friends and family may be able to provide you with valuable leads, or they may connect you to someone who can provide you with these leads. A quote from Sesame Street defines personal connections perfectly: “The people in your neighborhood, the people that you meet each day.” These connections can be anyone with whom you are on a first name basis—dentists, mail carriers, hair dressers, clerks at the bakery or deli are just a few examples. Your professional connections can consist of alumni, co-workers, hiring managers, recruiters, and even former bosses. Through these connections you can discover job openings, and obtain referrals.

If you have yet to tap into your personal and professional networks, or if you have, but have not been able to gain any traction with your network I cover these topics in two vlogs. The first vlog is “How Does Your Garden, uh, Network Grow?”. The second vlog is “Job Help for the Discouraged Job Seeker”. All of your connections are important because they could lead you to your next career opportunity. You can also optimize your network by prioritizing contacts, and by creating lists sorted by relevance. Have meaningful interactions with contacts in your field. The quality of the interaction is important. You won’t get far by reconnecting with someone just to ask them for job leads. Make it about a genuine interest in finding out more about them, how they’ve been doing, and what you can do to help THEM. For some, this will feel like less pressure than making it about asking for favors. Don’t ask for favors. Watch my vlog, “Get Interviews Through Your Network” for a better way of obtaining an interview. For others who have been experiencing an emotional tailspin, facing people means having to show how vulnerable you have become. Facing people when you feel embarrassed or less than is the LAST thing you want to do. I recommend you watch Brene Brown’s TED Talk on the power of vulnerability. Relationships are a give-and-take. If you help someone out in your network, it demonstrates how valuable you are, and they will naturally want to extend help to you.

 

Attending Networking Events:

Networking events are a great way to further expand your network. Professional conferences, job club meetings, community service groups and career fairs provide opportunities for job seekers to meet employers, hiring managers, and recruiters at local events here: U.S. News & World Report Money has compiled a list of common professional networking events. Obtain a list of employers prior to attending the event, so you can research the companies beforehand. Doing this will allow you to narrow down the employers in your field, or the companies you’d really like to work for in the future. You will be able to tailor your conversation and questions to the individual company, which will leave a lasting impression on recruiters. Even if they’re not hiring, they could remember you when positions do open.

Often I have heard from people who have landed exactly the job that they wanted, that it was all due to one event that turned into several meetings, which generated several more meetings. In this way, JoMo (job momentum) can build VERY quickly. The key is making sure that all of your conversations cover a small agenda:

  1. Find out what the other person needs.
  1. Offer to help (and do so within a week).
  1. Let them know what contribution you want to make for your next employer.
  1. What qualifies you to make the contribution.
  1. Who your ideal employer is, either as a profile or name specific companies, then explicitly ask if they know anyone who works in a company like this.
  1. Ask them to make an introduction within a week.
  1. Schedule a follow-up.

Networking events are about creating and maintaining connections. Take some time to talk about your background and find shared experiences. If you have any great work-related stories to tell, share them. It could be about the time you saved a major project or exceeded your company’s goals. Some of these stories may seem like another day at the office to you, but they can illustrate your best qualities as a person and employee. On the flipside, take time to learn about the recruiters you meet at networking events, and ask them what they like best about working for their company. Don’t linger with one recruiter for too long, as they are eager to meet other job seekers. This can be a balancing act. While you don’t want to monopolize someone’s time, it can be awkward to cut a conversation short when there is evident synergy. If you find this is true, offer to meet up with someone after the event. When the event is over, take the time to write a “Thank You” note to the recruiter to demonstrate you’re interested in their company. The stronger the impression you leave on recruiters, the more likely they are to remember you.

 

Make LinkedIn Work for you:

A 2014 Jobvite survey discovered that 73% of recruiters plan to increase their investment in social media recruiting. LinkedIn is the social network of choice to help find and recruit job seekers. In other words, LinkedIn is one of the best places to find and establish a relationship with recruiters, HR managers, co-workers and others in your professional network. If you haven’t used the social network in a while, give your profile a nice cleaning. Differentiate your LinkedIn profile from your résumé, customize your default headline, and carefully craft your keywords. Taking the time to make these adjustments to your LinkedIn profile will ensure that you stand out from the crowd and that you grab the attention of people who you want to create a connection.

Once your profile is spruced up, take the time to join a few industry groups. These groups will allow you to show off your industry knowledge, and you’ll expand your network with new connections. If you find articles or blog entries relevant to your industry, comment on them and engage in meaningful discussions. You can also add to discussions by writing your own articles, or sharing the articles of others within your industry. You’re an authority in your field, and you want to be a go-to person for knowledge. Putting a few hours of work into your LinkedIn presence each week will demonstrate your passion for your industry, and make it easier for you to connect with others. If you need or want help strengthening your LinkedIn profile, we’re here for you.

 

Keep Track of your Goals:

Creating a list of measurable goals can help you maintain your career transition effort by staying focused and disciplined. More importantly, you’ll be able to keep your momentum going. Some examples of goals to set and meet are: making three calls to contacts per week, scheduling two meetings per week, and helping two people in your network per week. Do small things such as spending an hour each day engaging with industry groups on LinkedIn. Do bigger things such as reaching out to two or three contacts a week, and taking a day out to network with at least one of them. Go even bigger by attending two industry events per week. Start with one per month and work your way up! Ease yourself into these events by starting small, and increasing the number of events you attend each month. If you find yourself losing a lot of money every day you spend searching and not landing a job, you may want to go big from the get go. In my article, “Break Out of Your Comfort Zone and Accelerate Your Job Transition,” I wrote about the strategies for trying new things in your career transition. Having goals and sticking to them will help you get out of your comfort zone and out of the house to network with people. Don’t stop networking just because you had a great interview and you expect to be offered your dream job. ANYTHING can happen, and it usually does. Plus, having a great job offer is a great position to be in, but an even better position is having two or three great job offers and having the employers compete for you. This can make a $20K+ difference in your salary.

 

Starting off your job search by networking is the most effective way to begin your career transition. Think about it. Spending your time applying online is time-consuming and expensive. You spend your time searching without a payoff. Networking can land you a job faster by leveraging your personal and professional connections. Making connections through social networking sites liked LinkedIn is a great start, but attending networking events is also important. You can learn about your local employers and meet local professionals in person. You can add them to your network by connecting with them on a personal level. It is through your network that you will learn about job openings before they’re ever posted to job boards (if they are ever posted), and gain important referrals that get you to recruiters, and ultimately interviews with hiring managers. Taking the time to do it right means building your network and creating goals for yourself. Doing these steps will save you time and effort. The money you save is by landing sooner and by making more! The larger and more relevant your network is, the easier it is to utilize it when you start a career transition.

 

 

Why Recruiters Won’t Get You a Job

The Deal by Stavos from Flickr

The Deal by Stavos from Flickr

 

“I hate when I’m working with a recruiter on an opening and, after I go in for a round of interviews, I don’t get any feedback. E-mails and calls go unanswered. The recruiter falls off the face of the Earth until he gets another job in that could work for me.” This quote from iMedia Connection is one of many complaints that job seekers have about recruiters.  Many job seekers believe that recruiters are really failing at their job, and while we agree that there is a level of responsiveness and common courtesy sometimes lacking, most of job seekers’ frustrations stem from the fact that there are misconceptions between who recruiters actually work for and what recruiters should be doing for job seekers. An article written by Molly Triffin on LearnVest perfectly highlights these misconceptions:

Amethyst Polk was a NASA project analyst. Despite her outstanding performance reviews, she found herself laid off during furloughs. She acted quickly to find a new job. After exhausting job boards and job fairs, she turned to her LinkedIn account. She cleaned up her profile, and highlighted the ways she contributed to her industry. It wasn’t long before Polk started getting calls from recruiters. She admitted she had no idea how to work with them, and was under the impression they worked to help her find a job. Her misunderstanding meant that it took her longer to land a job because she was missing out on very fruitful alternate resources. Eventually, Polk did figure out how to work with the recruiters and found employment as a result.

Like Amethyst Polk, many job seekers search their networks, and polish up their LinkedIn profiles in the hopes of attracting a recruiter. In some cases recruiters contacts them, and they still don’t get the job. Why? Because in reality recruiters work for their clients, the employers, not the job seeker. Unfortunately, many job hunters are under the impression that a recruiter’s job is to find out what you want to do and then go out and find a job for you. This prolongs the job searching process because job hunters may end up wasting time pitching to recruiters for jobs they can’t help them land.

 

This brings up another common gripe – recruiters simply blast out job offers, regardless of if a job hunter is qualified or not. For example, if you’re an IT Manager, you certainly don’t want to hear about entry-level jobs. You are in a database and a keyword in your résumé popped up in a keyword search. You then became part of a mass mailing list. They didn’t even read your résumé. Should you waste your time letting the recruiter know that you don’t fit? No. Just ignore it if it’s nothing you would pursue. Whenever you can, though, pass it on! That’s what they’re hoping – that you’ll see the job posting and because you touched this technology or worked with this methodology that you know someone who would be interested in pass it on if you don’t want to pursue it. Misguided and inconvenient? It can certainly be perceived this way, but it is an opportunity. Referral bonuses are very common these days and nurturing your network is a great way to harvest more job leads from your contacts. If you want to avoid this altogether, don’t work with that recruiter. Find another one. Not all of them blast out inappropriate job postings. You also have the option of not using recruiters at all. There are certainly client who I advise not to work with recruiters because they are not what a recruiter would consider “presentable,” employable though they may be. However, if you are a presentable candidate, you would put potential limits on your future opportunity to shun recruiters. They can be the agent that moves the hiring process along on your behalf, if they feel you are their best chance at getting the placement.

You can form relationships with recruiters, while keeping in mind they work for the employer. After all, you both have a mutual interest. They are motivated by money earned from placements and they want to keep their job by filling open positions for their client. You want to be the one who lands that open position. A deeper understanding on how recruiters work can give you an edge during your job transition. More importantly, a better understanding of recruiters can reduce frustration, which causes friction. You will know better to make recruiters a supplemental part of your job search rather than depending on them. Also, if you depend too heavily on recruiters, you are limiting possible opportunity to those jobs that are filled by recruiters, which are NOT all jobs. According to a 2014 Jobvite survey, 40% of job seekers have found their best job through personal connections while about 10% found a job through recruiters.

 

The different types of recruiters

 

First of all, recruiters are NOT hiring managers with ultimate authority to hire you. They are responsible for locating suitable talent for a client, and getting qualified candidates in front of hiring managers. There are several types of recruiters, and they all have the same goal of helping a client fill open positions.  Knowing what type of recruiter you are working with is half the battle.

 

Internal recruiters are employees of the hiring company, and their sole job is to fill open positions. They work at their employer’s location, and also conduct interviews there. Success for an internal recruiter depends on how quickly they can fill an open position, how long those hires “stick” and how well they perform. Internal recruiters are usually in a hurry to fill a position for their employer, and don’t have a vested interest in helping you get a job. Their number one goal is to position their employer for optimal success by procuring the best candidates for the job. They often have a goal of narrowing the field of candidates down to one to three per open position, and only one candidate will get the job.

Working with internal recruiters can be advantageous for job seekers, as they have an inside perspective. They know how their organization works, and they know lots of important people in the hiring process, namely the hiring managers. If they feel you are best person for the open position, they may act as an advocate, and may even give you a heads up in terms of the employee culture. That said, internal recruiters are not your personal job advocates. Their loyalty is always with their employer.

 

External recruiters are third-party firms engaged by employers. Some work on contingency, meaning they only get paid if their candidate gets hired, and some are retained, or used exclusively by a company to deliver top-tier, usually passive, candidates. Retained recruiters are usually hired because they have demonstrated the ability to find the best candidates who get hired and produce. Also, there are external recruiters on-site at their clients managing the whole recruiting process (RPO – Recruiting Process Outsourcing.) This may or not be transparent to you, the candidate. They usually have a corporate e-mail address and are every bit as integrated into the hiring function as an internal recruiter would be. The fee they charge employers is usually a percentage of the first year’s annual salary for the job being filled, which is usually 20% to 30%, or more.

The big advantage of working with an contingent recruiter is that if they don’t find the winning candidate, they have no fee to collect. However, retained recruiters DO get a retainer fee and then a placement bonus;  they are expected to fill the job no matter what. The higher your starting salary is, the greater the fee they collect, so they have a vested interest in help you garner the best offer. The downside is that their fee raises the cost of an employer to hire you, and an employer may be tempted to pick an applicant willing to accept a lower salary, or a candidate who isn’t working with a recruiter. Referrals are the number one source for hire volume and the quality of hires, versus third party recruiting firms.

 

What recruiters actually do

 

No matter what type of recruiter you work for, they all have the goal of finding the best person for the position. The more effectively a recruiter matches top talent to job requirements, better they are at their job. They are not career coaches, and it is not their job to determine how you would fit into their or their clients’ organization. Don’t expect them to guide you during your job search, though some offer,  and you cannot hire them to work for you as a job seeker’s agent. They can get your résumé in front of a hiring manager, but they may not have any control of the hiring process. They can be relied upon as the experts to consult on hiring matters, however. It is expected that they know more about the market in terms of availability of talent and rates or salaries.

Also, recruiters will advise you to make changes to your résumé and consider jobs for which you are qualified that you might not want. They want you to be as marketable as possible. The better you present yourself, the more this will be true. They are sales people in this way. They may have to sell you on the opportunity, and then they have to sell you either to an account manager or the hiring manager directly. They also have little expertise or interest in teaching you how to look for a job outside of them. They wouldn’t want that because it makes you less of a source of their income AND the feedback that they get from hiring managers gives them a certain tunnel vision. Often, I was told that the candidate MUST have a certain experience, and they wound up hiring someone without it based on a recommendation. They expect recruiters to deliver a candidate that meets the requirements exactly, but that doesn’t mean they hire the most candidates who match the requirements best. Asking career advice of a recruiter will help you understand your best chance at landing generally, but not the optimal place you should look for a job when they can’t present or place you, especially if you are changing industries or roles, nor can they qualify what the best possible role would be for your skills, talents and professional goals. They must also be a career coach to offer this type of advice, and I know some are (like me.)

 

Communicating with a recruiter

 

Finding suitable talent for an employer is more time consuming than ever. Hundreds to thousands of candidates may apply to a single job opening. Recruiters have to prioritize their time, and the bulk of their time goes to strong candidates. If they feel you’re a good match for a job requirement or a role that has needs ongoingly, they will spend more time speaking to you. On the flipside, recruiters will spend very little to no time working with candidates they feel are a poor match for their clients. This includes not responding to e-mails or sending out rejection notices. Recruiters spend most of their day screening out candidates. This doesn’t mean they are routing against you. They want to believe that you are the candidate that their client will hire, but they are skeptical, and for good reason. Doug Horn writes about the various ways candidates have told lies to recruiters in his article “Résumé Fraud: How Recruiters and Businesses Can Know if Candidates are Lying.” It’s not even just deception, but the unpredictable nature of candidates. It can be very tricky, sometimes funny, often mind-boggling when people are your product. Taking the time to follow up with a recruiter, researching a company, and practicing for an interview can help ensure that you move on to the next stage of the hiring process. This takes persistence. Call them versus e-mailing them up to four times before giving up. The squeaky wheel, as they say. Check out my vlog “Do recruiters want you to call.” Own staying in communication with your recruiter, have regular check-ins and updates on interviewing activities. These early impressions matter, because how you do anything is how you do everything.

 

Why you should work with a recruiter

 

Job seeking and making career transitions are all about relationships. Getting a job without the right connections, i.e. your network connections, is extremely difficult. You can think of recruiters as another connection in your net”work” to work. As I said earlier, your interests are aligned. They want to find the best possible candidate for an employer, and you want to present yourself as the best possible candidate for an employer. If recruiters find you to be a good match for their client, they can introduce you to a hiring manager. They sometimes know about job openings before anyone else does, and they also know about job openings that aren’t advertised. These unadvertised positions are typically a firm’s highest paying and most senior positions. Recruiters can give you insight into the employer’s organization, and who the real hiring decision makers are. External recruiters are paid a contingency fee that is based on your starting salary, and they can help you obtain a higher salary.

 

Ways to optimize your success

 

How do you get a recruiter to successfully notice you? Have a strong online presence. That sends recruiters running toward you. Keyword optimization is important, but it has to be in context. A little ago I wrote about how to effectively use keywords. LinkedIn is the number one choice for recruiters to find talent. Make sure your other social networks are geared toward helping your job prospects, instead of hindering them. Your online presence is a great way to show how you’re an industry leader, and how you keep abreast of events. Use LinkedIn to connect with recruiters, both internal and external. This is mutually beneficial because recruiters can easily research you. Join industry-specific groups, college alumni, and corporate alumni groups within LinkedIn. Not only will you stand out among other users, but these are also places recruiters frequent on the service when they are searching for talent.

Once you have the attention of a recruiter there is more work to do to make sure you are placed in front of a hiring manager. A recruiter’s goal is to narrow job applicants down to one from three per job description in their quest to present the best candidate to their client. To avoid being cut during the screening process, demonstrate you did the research for an employer by presenting a recruiter with a T-table with the requirements against your qualifications, and a one to two-sentence blurb about something unique and valuable you offer above and beyond the requirements. Your résumé needs to be free of spelling and grammatical errors. Don’t include your references on your résumé, and this brings us to our next critical piece of advice on working with recruiters:

When it comes to qualifying recruiters, you need know that some will keep your references information in their sales database and try to reach out to offer recruiting services to them. Would your references appreciate that? Wouldn’t it be better if you offered to recommend the recruiter if they did a great job placing you? Give references to recruiters after you get their reassurance that they will use the information for references only. If they violate this, blacklist them. They’d do the same to you (stay tuned for a blog on how and why recruiters blacklist you.) In fact, there is a lot more you need to understand about a recruiter before you let them represent you.

Good recruiters limit their submittals, or candidates send, to one to three. The bad recruiters send too many and hiring managers stop giving their candidates attention. Ask the recruiter how many candidates they have presented already and how many are still in play.

Know your external recruiter’s vendor relationship and how it connects to the employer your interested in. Companies can ask external recruiting firms to go through a vendor approval and tiering process. Tier A vendors get priority. Tier B vendors are still approved, but their candidates are only consider if their Tier A didn’t send the match. The tier that your vendor is in can also impact whether the recruiter interfaces with hiring managers directly or not, although some vendor management systems forbid third-party interfacing with hiring managers regardless of tier, which makes it hard for them to influence the hiring decision. These are questions you can ask to better understand your best way in. – Another BIG warning – do not be submitted by multiple recruiters or try to go above your recruiter’s head or you may be eliminated from consideration! It can be perceived as deceptive AND companies avoid candidate ownership disputes at all costs. They probably will not see you as a good enough reason to go through that.

Disclose your criteria and salary requirements up front. Many people trained or coached to negotiate their salary will have been taught to keep their salary requirements private (we don’t coach that way!), but with a recruiter, you have to tell them up front or they won’t bother with you. They don’t always have the leverage to negotiate above the budgets they are given, which is also why some career coaches recommend you avoid them completely. I know this appeals to some job seekers, and if you can effectively leverage alternate job seeking resources, such as your network, then the limits on your future possibility diminish. However, if you cannot generate good JoMo (Job Momentum) without them, give them a try, but make sure you read the next section first.

A recruiter doesn’t always have all opening on their radar. If you see another job position open, ask them about other positions you see posted (but be careful not to apply to too much.) They may have already qualified you, and may be able to present you to a hiring manager faster. If you have already qualified them as a reputable professional, you may have a competitive advantage in working with them. Don’t apply for a position directly through a website; let your recruiter represent you. If they don’t get credit for a successful hire, they don’t get paid, especially if they are an external recruiter.

If you land a job because of a recruiter, thank them for their work by giving them great referrals for other candidates, use them when you hire people, and recommend them when your company is in need of talent.

For a full presentation on how to get interviews using recruiters, view my slide deck, “Get More Interviews: Partner with Recruiters.” (Now included on my LinkedIn profile.)

 

 

Recruiters are a vital part of the hiring process. They can make or break your job hunting prospects. Keep in mind they can help you get a job, but they work for their clients. There are many types of recruiters. There are internal recruiters and external recruiters who either work on contingency or are retained. They may work onsite or offsite. You may also have Tier A and Tier B external recruiters who are approved, or may have unapproved vendors. Knowing which type you’re working with will help you determine who you go to first when you see an open position and who your best shot is at getting the interview and the job offer.

Having a good relationship with a recruiter ensures that you know about high-level jobs that aren’t being advertised. Additionally, forming a connection with a recruiter can mean they consider you first when their client is hiring. Going through recruiters isn’t the only way to land a job, but working with them can make it easier land a position for the job you’re interested in. Better yet, a great relationship with a recruiter may mean they bring offers to you, while you’re passively looking for work. A recruiter works for the employer, and leveraging their position with a potential employer is great way to make moves in your career.