Recruiting Etiquette-->Remembering the Golden Rule

The golden rule "treat others as you would like to be treated" so simple yet so vastly complex.   Here are what I consider the GOLDEN RULES of Recruiting Talent:

1. Read the job requirements prior to submitting your resume or bombarding a recruiter or hiring manager with phone calls, emails or impromptu visits. They also have numerous other planned activities which may take precedence.  Keep in mind that the person posting the position receives numerous responses and generally reviews them all.  The respondents who communicate their abilities the best are the ones which receive the most immediate responses.
2. Be polite and professional in your correspondence.  This will increase the likelihood of a return call. This encourages and promotes the interest of the other party.  All to often there are alternate positions which one can be considered appropriate for your background but if the time is not taken to build and cultivate a relationship that door is never visible to the person that lacks the ability to be considerate and professional in their interactions.
3. An individual only has one opportunity to make a first impression.  Be clear about your career goals and be able to clearly articulate them.  Let your career pitch be about your background, experiences and abilities.  The underlying message here is you are confident, mature and eager to show your stuff in a face to face interview. (non verbal cue equals-->I want to work for you!)
4. Job searching is only personal when one forget that it is business.  Maintain your professionalism and treat others the way you would like to be treated.  Don't let your frustration come to the surface by becoming aggressive in your communication.  This type of behavior closes the door.  If you encounter someone that is not "vibing" with you, shake the experience off and keep looking.  The negativity of their aura will follow them not you.  Be the bigger person it is truly business.
5. Be empathetic to your interviewer be it in person, via email or by phone.  A recruiter's job is to source, screen and identify qualified resources capable of being successful in a given role.  This is our business. We ask questions, probe for clarity and qualify experience to assess culture fit, aptitude and most importantly attitude.  Show your worth by being invested in the conversations and selling the experiences learned through your employment, hobbies, activities and interest.  Know you!  This type of behavior will get you in the door building your credibility and establishing an interest in learning more about you!
6. Develop a rapport and network with those you deem knowledgeable of areas which you seek to be employed.  Do your research in interacting with agency recruiters by asking them questions.  Do they have multiple opportunities in your field?  Do they specialize in filling certain positions?  Can you schedule time to meet with them? This relationship should be two way not a closed end loop.  Find out their story and become invested.  Visit their website and do your research.
7. Give the interviewer the information needed to assess your background.  Never assume that the other person knows your work history, experience or accomplishments which make you the gem you are for any organization.  Be proud of your experience and flaunt it.

One of the most challenging aspects of being a recruiter is the personal interactions it is also the most rewarding experience when I engage with people that are fully invested.  I have learned over the years when I encounter lemons I need to make lemonade and turn the interaction around.  I love to expand my network and meet new people.  This speaks to my passion and why I chose to become a recruiter.  Help me work on your behalf.

Thanks!

I look forward to working with you soon.  Drop a line and say, "Hi!" I generally respond in less than 8 business hours.  In this case, email is most appropriate.

Carol

 

ftnotcontract@gmail.com

Recruiting the best talent!

 

Recruiting Clients/Clarifying Needs

Recruiting new customers/clients is similar to the recruiting process of candidates with one exception.  While recruiting candidates, recruiters generally tend to feel more in control.  As a recruiter, I am always comfortable probing for insight with the candidates I am recruiting but the roles are a little reversed when dealing with customers.

Why?  Customers/Clients have a tendency to limit their responses much like disengaged candidates.  They tend to provide short answers based on their assumption, I should know the "ins" and "outs" of their specific requirements.  Beliefs that general is more specific and the own-ness is on the individual providing the service to be all knowing.  

The solution? Never to concede that the role of the recruiter has changed one iota.  Recruiting candidates and recruiting customers requires the same amount of work and education to determine the underlying information necessary to close the deal.  I need to understand the needs of my customer's requirement from a work function, cultural and an organizational impact standpoint so I can effectively source, identify and screen candidates for this individual requirement.  Developing a solid relationship with a customer assists me in understanding their individual work ethic and approach to work which allows me to really screen potential candidates.  

Sometimes the best customers are not the easiest to discern because they have been burned in the past by the failed relationships with their external agencies supporting their requirements. They tend to be short and curt in their responses because they don't appreciate the service being afforded to them.  

Let's reflect on this at a granular level.  As a contingent based recruiter,  I do not generate revenue unless I make a placement for the order being supported.  So, if this is the scenario, I have to identify the best candidates to bring forward to my customer.  Although I fill technical positions, often times candidates are disqualified because they lack the soft skills necessary to communicate their abilities.  Oddly, the same challenge usually presents itself when qualifying orders with our customer.  

Solution:  Work on building a better method of communicating with both sides.  I see my role as a intermediary, someone that is a conduit for others to connect and network.  I enjoy supporting the customers I work with and I also enjoy working with candidates.  I don't always succeed with everyone but I take my time and do my part to understand the others need so I can effectively communicate it in performing my work duties.

How would you rate your ability to clarify your need?

Recruiting for you  

What motivates you?

Part of my role recruiting technical talent relates to understanding motivations. Did your career choose you or did you choose your career? When speaking with highly skilled professionals, my senses are stimulated as we review the characteristics of their motivations, what influenced their career direction and why this was important?

Individuals that enjoy what they do are much more concerned with the role and how it relates back to their ability to continue growing versus does this job meet my minimum requirements, namely, being able to support the need for food, water, clothing and a place to stay (although, I think most people want to be challenged by their work, this is not a necessity).

I enjoy working with self motivated individuals. On going learning and professional development for self motivated individuals leads to greater job satisfaction; one is capable of managing their ability to aid in the corporate growth and achieve long term objectives related to career progression. It also provides challenge.

Depending on the individual, this may also encompass the ability to achieve the greater good. The ability to address societal issues and affect the masses versus a select group. Believe it or not, individuals working in the private sector in technical roles can and do possess this desire. Sometimes these individuals are so insulated in their roles it can be difficult to reach them directly. Their needs, at this point in time, are proverbially being met.

As a contingency recruiter, I am working with a customer, client or business entity which has an opening which needs to be filled. In a "best in class" employer, one of the first questions a job seeker will need to address for the employer relates to motivation because candidates with the appropriate technical skills can be identified but not necessarily the right motivation. Customers enlist my aid to identify candidates based on this criteria, it relates to my passion and I can appreciate their pain.

Third party contingent direct placement recruiting is more than just a skill match although it may not seem so to on-lookers; employers and candidates require that the individual recruiting is knowledgeable about their field and their customers. Over the course of my career, I have had many successes and probably, equally if not, more situations of failure. The one certainty lies in my ability and willingness to identify the motivating factors essential to make a credible placement which is a win-win for all parties.

So what motivates you at your core as it pertains to employment? Are you willing to take a closer look?

Recruiting the best talent!

If you are happy in your current position, what would it take to be happier?

As a recruiter, I generally spend my time speaking with individuals who may or may not be actively involved in a job search. Usually, a common initial comment I am faced with is, "I am pretty happy and not currently looking"; from a recruiters perspective this is a polite brush off. Professional Recruiters are not always seen in a positive light shall we say, so, unless there is a need or a compelling reason to speak with us most people choose not to engage. (What a missed opportunity to become happy!)

I am generally appreciative of the individuals' position but I being a recruiter my natural tendency is to gravitate to thinking just how happy are you in your role and how can I assist in helping you move from being happy to being happier? As I screen candidates on a daily basis, I am looking for strong communication skills. This is quantified as being the ability to articulate the skills necessary to be successful in the workplace. What are the challenges encountered while performing your work? How do you overcome them? Are they overcome-able? What changes have you been able to implement in the workplace that improve the internal processes and how does it affect the work flow in the environment? Are you knowledgeable of the tools that you are working with? Are you organized?

When a person can speak coherently about these things with an underlying passion; I get excited and enthusiasm also pours from my voice because I know I can help. I can also help others unable to quantify their knowledge to this extent. This just takes a little bit more effort on both of our parts to communicate and work to define it.

Being happy at work is a very important component of our lives and working with people that enjoy what they do is also important. I predominately recruit in the technical market for IT professionals. I have also recruited sales, marketing, engineering, field service and human resource professionals. I like to work with passionate people as clients and candidates. Feel free to bookmark my blog and visit regularly.

Cheers, I am out hunting for those that want to be happier professionally.

Planning your search strategy

Did you ever really grow up? Or did you hope everything would fall into place professionally? Planning your job search is the most important activity in preparation to position yourself to the companies which are a match for your skill set.

What are your top three skills you provide an employer?

Are you able to quantify your knowledge so your audience can assess your skills?

What is the ideal environment you seek to provide your services?

These are a few of the questions which provide job seekers apprehension. Take the time to prepare yourself by defining your audience and the devising a skill inventory which identifies your abilities. This information is stored in your toolbag ready to WOW your interviewer and peek their interest.

Don't worry this takes time to perfect and rarely do the right words fall from our tongues every time we open our mouths. But if utilized correctly-your audience can see why you are the one they want to employ vs the one they need to employ.

Are you apprehensive about talking with a recruiter?

If you have ever had to look for a job, you probably have spoken with a recruiter. Most people, as a result, are apprehensive about speaking with recruiters. Is the apprehension appropriate? I would like to help job seekers become more attuned as to how to make this interaction more beneficial and aid you in discovering how to increase your market ability.

• Know what type of role you are looking for
• Be proud of your accomplishments
• Understand what the goal of the conversation should be

Have you ever heard the term, it's an employer's market? Well, it is currently is an employer's market. There are skilled resources available to fit any job within a specific environment. Employers are selective about the candidates interviewed and offered employment.

So a candidate needs to be able to articulate their professional experience, accomplishments and learned knowledge of their discipline. Prepare yourself before you walk into the interview and you can assure yourself a job offer.

Future discussions will be geared toward sharing input about how to drive your search and position yourself for consideration as a viable candidate.