recruiter

The Black Hole: You Aren't Alone

By Derik Abbott

One of the most common pain points we hear from candidates that come into our office is their inability to get responses to their resume submittals for openings online. While this might seem like something that is only affecting you, rest assured, it’s an epidemic that plagues all job searches out there. 

We, as recruiters, actually see this happen with a lot of hiring managers we work directly with (most we’ve met in person and have some level of relationship with). It’s something that everyone from job seekers to recruiters has been trying to solve for years now and with the current employment climate, it doesn’t see to be something that will quickly rectify its self. The good news is that there are some ways to try to get more visibility with clients. 

I am a firm believer that regardless of the outcome, people should remain steadfast in applying to roles that are in their area of expertise and interest. Once one or two interviews are requested it’s only a matter of momentum before something sticks. In order to try and help with that momentum, I think trying various tactics to get your name/face in front of people will really help make you stand out. 

Simple things like adding the Recruiter or HR Manager that is listed on the LinkedIn job postings is a good way to get your name in the back of their mind without causing too much interruption in their day. Sending them a note on LinkedIn often times could go 50/50 so I think going that far is something you have to individually weight your options on but adding someone is a pretty standard practice and could only increase your chances of at least getting them to think about you. 

Networking is also the number one way people still get jobs. Whether asking someone you know to pass along your resume to the right person within a company of interest or going to various local group’s networking events. There are a ton of people that you could get in front of or make contacts with that doesn’t require you to go out of your way. Remember, people, go to networking events for the Programming aspects but wouldn’t be there if they weren’t open to networking so it’s an open floor to get in front of people who may be able to introduce you to others. 

I think the best piece of advice we can give is to remain positive and diligent. Everyone else is having the same struggles as you, you aren’t alone. While searching and networking, it could be good practice to continue to work on at-home pieces for your portfolio or hone your skills because any extra things you can add to your resume/portfolio could be what helps tip the scales in your favor on that next submittal! 

Recruiting is For Lovers: Life as a Professional Cupid

By Kristen Harris

My reality television weakness is The Millionaire Matchmaker or the newer version Million Dollar Matchmaker. In case you haven’t seen it, Patti Stanger (The Matchmaker) runs a high-end dating service (Millionaire’s Club). Every week she and her team select two high-net-worth individuals, preview potential dates for them, set up a social mixer, orchestrate a “master date,” get feedback from both parties, then decide how to move forward. She’s from a long line of matchmakers and focuses on helping her clients find true love, not just a hot date.

Guess what? Recruiters are matchmakers too; we focus on work relationships instead of personal, but the premise is the same. Whether we’re filling a short-term project or a full-time position, we do all the same things. Select great clients, preview potential candidates, set up an initial phone screen, schedule an interview (or several), get feedback from both sides, then decide how to move forward. If all goes well, an offer is made because both the client and candidate have found true love (or at least a very strong like). When it’s not a match made in heaven for either side, we keep looking until we find the right fit.

Often Patti has to figure out what is “wrong” with the client. Why have they not found true love on their own? She identifies patterns, reasons they might be selecting the wrong people, or actions that turn off the kind of people they want to attract. Maybe they say they’re looking for one type of person, but all of the dates they choose are a totally different profile.

These are the same things recruiters do for our clients. We dig a little deeper to figure out what they really need, not just what they say they want. We ask questions to figure out what the real criteria should be. We identify what makes our client special so we can share those qualities with candidates. If we see culture, language, reputation, or anything else that may prevent our client from attracting the type of person they want, we try to help them resolve those issues. We help candidates see great qualities about the company that may not be immediately visible on the surface. We don’t let our clients settle for someone who is just okay, we want them to find the perfect match.

And we do all of the same things for our candidates as well. It’s just as important to Patti and her team that the millionaire’s date has a good time and feels a connection. If it’s not a great match on both sides, it just won’t work out in the long run—it won’t be true love. We think our client is great or we wouldn’t be working with them, but sometimes they’re just not a great fit for that particular candidate. We want to create long-lasting relationships, to help people find companies where they’ll stay and grow.

Recruiters are hopeless romantics. We truly believe every match we make is going to be perfect and, if it’s not, we always believe the next one will be. There is nothing more satisfying than knowing you’re the professional cupid that helped connect two great people. Celebrate and share the love!

 

Working with a Recruiter: 5 Tips to a Successful Relationship

Working with a Recruiter: 5 Tips to a Successful Relationship
Whether you're currently looking for a position, or just planning your future career development, recruiters are valuable people to know. Here are a few tips for a more successful recruiter/candidate relationship. 1. Understand areas of expertise. Every recruiter or firm has an area of focus--even within general firms people tend to specialize in some way. This may be by profession (IT, legal, healthcare), level of expertise (mid-level manager, executive, C-suite), location or other factors. Define the type of position you're looking for, and then research to find which recruiters specialize in those areas. Keep in mind that recruiters in one field often have connections in others, so if they aren't right for you ask if they know anyone who might be. 2. Build an open and honest relationship. Recruiters need to find out as much as they can about you and what you're looking for, in the shortest time possible. The more they can understand your experience, wants, needs and desires, the more successful they can be in connecting you with the right opportunities. 3. Realize the limitations. Recruiters have a lot of connections, but there are limitations to what they can and will do for a candidate. While they may approach it in many different ways, the recruiter's role is to help their client find the right people to fill certain needs within their company. If there is a fit between you and something one of their clients needs, great. But the recruiter generally is not in the position to create an opportunity where there is none, nor can they help pursue positions that they're not working on. 4. Think long-term. Working with a recruiter is often an intense, short-term relationship. They genuinely want to help their clients find the right people, and vice versa. By building a long-term relationship, even if the right position isn't there now they'll think of you in the future and THAT could be the perfect position. 5. Utilize multiple resources. A great relationship with one or two recruiters in your field should just be one item in your job-search and career development toolkit. Other recommended tools are an excellent professional resume, strong interviewing skills, a portfolio of top-notch work, and your own networking efforts. While a recruiter is primarily working on behalf of the client, a career coach works with the candidates and can be a very valuable resource in your search as well.