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Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
Tips For Job Hunters
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Tips For Job Hunters

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  • 1. Tips for Job Hunters How to More Effectively Work with Recruiters Copyright 2009 Pam Pontius [email_address]
  • 2. Effective Recruiters Will Provide <ul><li>A wealth of industry knowledge, new contacts and access to trusted relationships </li></ul><ul><li>Recommendations to employers for appropriate opportunities </li></ul><ul><li>Interview preparation and insight </li></ul><ul><li>A free networking resource for candidates. </li></ul><ul><li>Microsoft gets 100,000 resumes per month – how else can they find you in that cyber hole? </li></ul>
  • 3. Types of Recruiters <ul><li>In-house Recruiter – Internal salaried HR employee of the hiring company. Compensation is not based upon the number of candidates they place. Have direct access to hiring managers and can be very influential in the hiring process. May use outside recruiters to help them fill open positions. </li></ul><ul><li>Contract Recruiter – Internal temporary HR employee of the hiring company. Paid by the hour not by the placement. Direct contact with hiring managers with variable degrees of influence. </li></ul><ul><li>Consultant Services Recruiter – External resource who places contractors in temporary positions for an hourly rate. Usually for peak load periods or special projects at client companies. Fees are generated by a markup to the contractor’s hourly rate. </li></ul><ul><li>Contingency Recruiter – External or third party firm. The best are specialized firms that have highly skilled recruiters with deep industry knowledge and contacts. They receive a fee for their efforts only after their candidate is selected by the hiring company. Usually work on a non-exclusive basis. </li></ul><ul><li>Retained Search Firm – External consultant with an exclusive contract paid a retainer whether or not the open position is filled. Usually contracted to fill executive level positions and may control the interview process. </li></ul>
  • 4. Establishing Productive Relationships with Recruiters <ul><li>Honesty is always the best policy. Foster mutual communication, trust and respect. </li></ul><ul><li>Be accessible and willing to assist with referrals. </li></ul><ul><li>Help your recruiter now and they will help you down the road. </li></ul><ul><li>Respond quickly to calls and emails. Treat all communication seriously whether or not it is about a new role. </li></ul><ul><li>Always show up on time and be prepared for interviews. Your actions reflect upon the recruiter to their client companies. </li></ul><ul><li>Never interview for sport after the first round. Be sure that you are willing and able to proceed before continuing to move forward. </li></ul><ul><li>If you are looking at other positions that may affect your timing, keep the recruiter informed. </li></ul><ul><li>Truthfully reveal any skeletons in your closet so they can be appropriately handled in advance. </li></ul><ul><li>Never jeopardize a client relationship. Do not burn bridges as you will absolutely meet again. </li></ul><ul><li>Don’t depend upon a recruiter to be your personal career coach. They will represent you to the best of their ability but are retained to professionally fill specific staffing needs. </li></ul><ul><li>Don’t take rejection personally. How you react can affect your chances of being submitted again. </li></ul><ul><li>Always establish a reasonable timeframe to follow-up. </li></ul>
  • 5. What it takes to be an ideal candidate <ul><li>You can answer the question, “What do I want” in two clear and concise sentences </li></ul><ul><li>You have an acceptable resume </li></ul><ul><li>You know your financial needs and can specify an appropriate compensation range </li></ul><ul><li>You demonstrate responsiveness, interest, and flexibility indicating a positive pattern for future behavior on the job </li></ul><ul><li>Your goals are clear so that you won’t waste the recruiter’s time or that of the organization considering you </li></ul><ul><li>You can accept a job and start within 30 days or less </li></ul><ul><li>Possible counter offers from your current employer are no longer a negotiating point </li></ul><ul><li>You are confident in your abilities and won’t take rejection personally </li></ul>
  • 6. Interviewing Basics <ul><li>Familiarize yourself with the job description and create a list of questions </li></ul><ul><li>Be prepared to “sell” your skills and talents and relate them to the specific position being filled </li></ul><ul><li>Thoroughly review the company’s website. Develop three questions about the company’s business goals based upon your research </li></ul><ul><li>Ideally you can turn the interview into a conversation with an exchange of ideas </li></ul><ul><li>Know how much time has been allotted for your interview. If you have 30 minutes, be concise and get your important points across in the first few minutes </li></ul><ul><li>Don’t be afraid to ask about the next step </li></ul><ul><li>If you leave the interview feeling you’ve thoroughly conveyed who you are and what talents you bring, you have successfully accomplished what you set out to do </li></ul>
  • 7. Essentials for Finding a New Job <ul><li>Make a commitment to take action daily </li></ul><ul><li>Prepare a 60 second summary to effectively “sell” yourself to recruiters and employers </li></ul><ul><li>Develop your personal connections and continually expand your network </li></ul><ul><li>Attend professional association meetings </li></ul><ul><li>Tap alumni gatherings and associations </li></ul><ul><li>Take additional coursework to boost your skill set </li></ul><ul><li>Consult a salary survey or online salary calculator to know your worth </li></ul><ul><li>Be an active volunteer and make new contacts </li></ul><ul><li>Incorporate your job search into every aspect of your daily life </li></ul>
  • 8. Work Your Personal Network <ul><li>Keep your profiles on LinkedIn, Facebook, Plaxo, etc. updated. Do not underestimate the value of these resources </li></ul><ul><li>Link papers, websites, articles and blogs </li></ul><ul><li>Reach out and offer assistance to others </li></ul><ul><li>Ask to connect and build recommendations </li></ul><ul><li>Consistently expand your professional network </li></ul>
  • 9. Stress Factors When not to begin job hunting… <ul><li>Your family situation is in transition </li></ul><ul><li>You lose your job and feel angry and disappointed at being cut back </li></ul><ul><li>You have so much on your plate that you are feeling frantic and unfocused </li></ul><ul><li>You cannot answer the question, “What do I want?” </li></ul><ul><li>You have not established a firm compensation range </li></ul>
  • 10. Questions for Recruiters <ul><li>What industries do you specialize in? </li></ul><ul><li>What types of positions do you usually work on? </li></ul><ul><li>How long have you been in the industry? </li></ul><ul><li>Will you always contact me before you present me to a company? </li></ul><ul><li>How will you present my resume to a company? </li></ul><ul><li>Do you pro-actively market candidates or do you strictly work on specific job assignments? </li></ul><ul><li>How should I follow-up with you? Phone or email? </li></ul><ul><li>How often should I contact you? </li></ul><ul><li>Who else would you suggest I talk to? </li></ul><ul><li>Where can someone with my skill set find networking opportunities? </li></ul><ul><li>Where do you look to find candidates like me? </li></ul>

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