Recruiting teams are asked to do more with less:
Fewer resources Less budget More job applicants SOURCES: 1. .International Association of Employment Websites 2. iLogos Research (a division of Taleo) 3. PeopleBonus founder Jason Krumweide 4. Christian & Timbers
Recruiter TypesKnow who you are working with Retained: Employing firm pays a fee upfront to find the candidate Contingency: Employing firm pays a % of annual salary, if candidate is hired Corporate: Internal employees or contractors who secure talent solely for the firm Staffing Agency (Temp/Contract):Hires jobseekers/employees for a client company's temporary/contract hiring needs. Agency pays wages, taxes, benefits, etc. Retained Executive Search Staffing Agency Corporate Recruiter Contingency Third Party
How your experiences are relevant to the job posted
Your Job Search Action Plan! Complete Resume List Target Companies Create a LinkedIn Profile Connect with a Network Add Resume to Job Board(s), Set Spiders Research Open Positions Attend Industry Network Meetings Create an Elevator Speech
Your ability to connect (not collect) is what sets you apart! Build a Professional LinkedIn Network Work the Network “You can have everything in life that you want if you just help enough other people get what they want.” ZigZiglar
“I just spoke with a mutual friend of ours, Joe Shmoe. He mentioned you worked in the marketing group at Smith Inc. and suggested that I reach out to you …”
“We are both members of the Internal Auditors Association and I…
“While doing a search on LinkedIn for professionals in our industry, I came across your profile (very impressive!) and believe that we have several areas of common interest. I hope you don’t mind my reaching out to you this way.”
How NOT to leave a voicemail with a Recruiter or Hiring Manager
Here are some typical voice mails that DO NOT get call backs: "Mary, I sent you my resume. If you could call me to discuss, I would appreciate it."
"Ms. Taylor, I saw your posting on Monster and sent in my resume. I am very interested in this position (or I am the perfect candidate for this position) and I would like to discuss it with you. My number is....."
"Mary, I sent you my resume and wanted to make sure you got it. If you could let me know."
Remember, recruiters seek the person who can DO the job. The job seeker needs to give them a reason to call them back. None of the above provides a compelling reason to call you back.
Here is a voice mail that WILLget a return call: "Mary, I saw the position on (wherever) where you are looking for a chemical engineer with batch process experience. I am a 1988 Chemical Engineer from Clemson University. I have experience with batch processes to include the manufacturing of surfactants and personal care items. I have a proven track record of improving manufacturing efficiencies and driving costs out of the processes. I just improved one process we have and it is saving the company $200,000 per year now. I can be reached at....."
Value is in the above voice mail. When a recruiter has 36 voicemails and can only return six, what are you going to do to make sure YOU GET the CALL BACK? The exact same concept applies when you are calling a hiring manager. The call, "I am calling to follow up on the resume I sent to your company," will NOT solicit a return phone call.
Know Your Pitch! AKA: Elevator Speech TEMPLATE SAMPLE Who are you?
What you do Why you are the best Your call to action My name is Anita Lauhoff. I am an experienced corporate recruiter who connects with talent specializing in the energy and financial services industries. I attract, assess, align and close the right people in the right roles for the right purposes. I have a reputation for being "First, Fast, and Focused" at building networks, identifying qualified candidates, and asking the right questions! Network with me on LinkedIn! Source: http://www.15secondpitch.com/new/
How LinkedIn Will Fire Up Your CareerFortune, April 2010 “…To pick these hires the old fashioned way, the firm would rely on headhunters, employee referrals, and job boards. But the game has changed. To get the attention of John Campagnino, Accenture's head of global recruiting, you'd better be on the web…” “To put a sharper point on it: If you don't have a profile on LinkedIn, you're nowhere. Partly motivated by the cheaper, faster recruiting he can do online, Campagnino plans to make as many as 40% of his hires in the next few years through social media. Says he: "This is the future of recruiting for our company.“
What was your contribution to achieving the vision of your company? Give an example of when you identified an opportunity to grow the business. Describe a situation when you were able to influence other people. Give an example of when you developed relationships with key customers/stakeholders. Tell me a time when you exceeded your customers’ expectations. What approaches did you introduce to promoted a supportive learning environment. What networks did you build that effected the way you did your job? Tell me about a decision that you made which impacted others. Bonus: Sample Interview Questions(Use STARR to answer)
Houston Lunch & Learn Schedule 06.25.10 Facebook for Business Lunch & Learn hosted by J. Tyler Office Furniture & HNN 7.08.10 Fabulous Facebook Fan Pages Lunch & Learn hosted by J. Tyler Office Furniture & HNN Webinars & Onsite Training Available http://springboardworks.eventbrite.com All workshops and events
Webinar Schedule 6.18 Be Found and Find a Job Using LinkedIn…Fast! 6.22 LinkedIn Advanced 6.24 Facebook Advanced All Webinars are from 11-12:30 Central and are priced $29-39 Consulting & Onsite Training Available from Springboard http://springboardworks.eventbrite.com All workshops and events