Find the best Recruiter for you


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Find the best Recruiter for you

  1. 1. ouBRANDSERIESBRAND Find theSERIES best recruiter for you
  2. 2. Where are the jobsO ver the next decade in the U.S., health and personal care jobs are expected to see the largest increases in newly created positions. Significant gains are also expected in computer and information technology, construction,mathematics, business and finance. All of these so-called ‘STEM’ fields show strong ?growth, which fits with the ongoing transformation of the global economy and broadersocial and demographic trends.What many do not realize, is that even in a slow-growth economic recovery, theunemployment rate for individuals with a Bachelor’s degree or higher was only 3.9% inDecember, 2012. To bridge the talent shortage gap, many companies continue to relyon staffing agencies and search firms.2
  3. 3. 3 -5% 0% 5% 10% 15% 20% 25% 30% Architecture & Engineering 10% Arts & Design 10% Building & Grounds Cleaning & Maintenance 12% Source: BLS Division of Occupational Outlook Business & Financial 17% Community & Social Service 24% Computer & Information Technology 22% Construction & Extraction 22% Education, Training & Library 15% Entertainment & Sports 16% Farming, Fishing & Forestry -2% Food Preparation & Serving 10% Healthcare 29% Installation, Maintenance & Repair 15% Legal 11% Life, Physical & Social Service 16% 2010-20 (projected) Management 7% Math 17% Media & Communication 13% Office & Administrative Support 10% Personal Care & Service 27% Production 4% Protective Service 11% % change in total employment, by occupational group Sales 13% Transportation & Material Moving 15%
  4. 4. why do you need a recruiter?L everaging the industry knowledge and networks of recruiters is a critical component of any job search. A professional recruiter can offer career advice, “Candidates need someone inside knowledge of your target industry or company, compensation guidance on their side as they beginand “cultural fit” insight on prospective employers. to engage in the process and meeting with a recruiterWith the right recruiter you can: is good practice for when the client interviewing and1. Avoid the general inbox: recruiters have direct relationships with human resources selection process begins.” and hiring managers so your resume goes directly to them, not a “job response inbox” containing hundreds of resumes.2. Access unadvertised opportunities: recruiters often know about, and even fill positions well before they are even advertised. Ami Cole,3. Gain valuable insight regarding company culture: a good recruiter should be Kelly Recruiter able to tell you about the company culture and what to expect from individual interviewers on your schedule.4. Get your own advocate: as an advocate, a recruiter can present you in the best way, provide feedback and follow-up, as well as provide assistance through the negotiation and onboarding process.4
  5. 5. different types of recruiters Staffing recruiters: work for staffing firms to provide a wide range of candidates to customers. Staffing recruiters may place administrative, professional or technical candidates, ranging from entry-level to senior-level, in temporary contract roles or as a permanent placement. Corporate recruiters: handle most aspects of the employee recruitment process for their own organization. Corporate recruiters are typically in the Human Resources division. Executive contingent recruiters: work for search firms that are engaged by clients to perform a specific search for a range of mid and senior-level positions. Contingent recruiters receive a fee only upon the successful placement of a candidate. Executive retained recruiters: work for search firms that are engaged by clients to perform a specific search for a senior executive position. Retained recruiters receive a retainer (up-front fee) to execute a search.5
  6. 6. make a recruiter shortlistT here are many types of recruiters; staffing recruiters, corporate recruiters and 4. Use LinkedIn to identify individual recruiters that work for the recruiting executive (contingent or retained) recruiters. Each may have a specific industry organizations or companies identified in steps 1-3 and specialize in your targeted or skill-set area of expertise. Ideally, you should focus on building relationships roles. (Example: Click on “Advanced” next to the search box on LinkedIn. On thewith the recruiters that have visibility into the opportunities that are most aligned with advanced search page enter “Recruiter” in the Title search box, “Kelly Services”your career aspirations. in the Company search box, and your targeted geography in the Postal Code search box.) Review the search results for recruiters that appear to specialize in yourFollow the simple five-step process below to find and connect with targeted roles.recruiters that specialize in your targeted roles. 5. Send an invitation to connect to the individual recruiters identified in step 4 with1. Use keywords in a search engine (Google, Bing, Yahoo, etc.) to identify recruiting a short personalized introduction. (Example: Hi Kim, I am building my network organizations (Example: Executive Search Firms, Boston). of recruiters specializing in Finance and Accounting and would appreciate the2. Use to identify recruiting organizations (Example: Engineering opportunity to connect. Please consider me for current or future openings. Thank Staffing Agencies, Chicago). you.) After the recruiter accepts your invitation, you will have an email address to connect directly and build relationships.3. Research and build a list of companies that you would like to target for employment opportunities.6
  7. 7. Don’t just engage a recruiter, build a relationshipT he best recruiter – candidate relationships are mutually beneficial. A candidate 4. Keep your information current: ensure they never have an out-of-date resume on receives access to unadvertised career opportunities and gains an advocate. A file and update your recruiter when things change. recruiter will appreciate reciprocal access to your network of potential referrals 5. Be open to a recruiter preparation call and constructive feedback: a recruiter canas well as specific company or industry insight. share a great deal of information about the company, role requirements and even specific interviewer characteristics before an interview. After the interview, ask forA common job-seeker mistake is to only engage with a recruiter when actively searching and be open to constructive feedback.for a new job. A strictly transactional relationship (candidate needs a job, recruiter needsa candidate to fill a job), is less valuable for you, the recruiter, and ultimately the hiring 6. Share insights: what did you learn in the interview that would help both you andorganization. Be prepared to invest time into building and maintaining a long-term your recruiter? Was the role as described by the recruiter or has it changed? Wasrelationship. there a new interviewer in the process? Is this the right role for you based on your career goals?Consider these guidelines to strengthen a 7. Keep the communication open: maintain a positive relationship for the future, evengood working relationship with recruiters: if you secure another role.1. Make a good first impression: approach a recruiter as you would a prospective 8. Become a resource: share your industry knowledge and network of contacts that employer and send an email with a professional cover letter/social media message.  may be interested in learning more about an opportunity. Introduce yourself during the first conversation as you would in an interview. A recruiter will need to be comfortable with you before advocating for you as a 9. Consider all kinds of work if appropriate: project and contract (short or long- candidate to a prospective employer. term) work can often be a stepping-stone to a permanent role and allows you an opportunity to evaluate the job and company. 2. Be proactive: let a recruiter know how you found them and if you’re interested in working for a specific company or targeted industry. 10. Be clear: an open dialogue regarding your work experience, career goals and salary requirements will increase the chances of a successful placement.3. Think longer term: be prepared to stay in touch over the, short, medium and long- term to find the right opportunity.7
  8. 8. Cut through and position yourself as a great candidateT o best position yourself as a top candidate, be focused, professional and ensure your personal online brand is in order. Read through these two ebooks, which “I really enjoy engaging will help you present yourself online and avoid the pitfalls of social media: ‘Clean with candidates who partnerUp Your Digital Dirt’ and ‘Building your Online Portfolio’. <add links> with me in the job search rather than seeing me as ‘just a recruiter’. People whoIn addition, make sure you have: show they are consultative,1. Completed and updated your LinkedIn profile. This is critical regardless of whether can take on feedback and you’re an entry-level graduate or a senior leader. It’s the first go-to-resource for treat our relationship as recruiters and hiring managers when sourcing and researching candidates. they would that with their employer are always going2. Added all your relevant skills and experience to your profiles and online pages. to be great candidates.” Ask for people within your network to provide testimonials or references. Christopher Parsons, Kelly Recruiter8
  9. 9. get ready for the initial callB e prepared and ready to clearly articulate your experiences and the type of position or industry you are targeting. Remember that recruiters are tasked with finding candidates to fit a specific opening, and a call from a recruiter usuallymeans they are trying to determine if you have that particular skill or experience. You willbe elevated as a candidate if you can provide an example of how you used the skill orexperience to be successful in your current or past role.If you find an opening online that you are interested in, follow the links and apply forthe job. Then, do a little research and send a note to the recruiter or recruiting groupdirectly and request an opportunity to discuss the opening. To find the specific recruiter,follow the steps in “Make a recruiter shortlist”.If you are able to share how your skill-set and experience will help you achieve success inyour targeted role, you will have a much better chance at being the selected candidate.9
  10. 10. Every three and half minutes, a Kelly temporary employeeis offered a permanent position by a Kelly customer.Visit our job search site now: www.kellyservices.comReferences•
  11. 11. ou BRAND SERIES BRAND SERIESAbout the Authorgreg arendt is the Vice President, Global Talent Acquisition and Sourcingfor Kelly Services, Inc. and holds a unique dual role with direct reportingrelationships to the Chief Human Resources Officer and the Chief InformationOfficer. Prior to joining Kelly Services, Greg led the global recruiting forTower International, Inc. and spent six years as a President and ManagingPartner in executive search firms. Greg holds a Master of Business Administration degree fromMichigan State University – The Eli Broad School of Management, and a Bachelor of Arts degree inTelecommunications from Michigan State University. His experience as a senior executive in globalcorporate recruiting, executive search and contract staffing uniquely positions him to provideinvaluable career management insight and job search strategies.About KellyKelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions.Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-classstaffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe,Kelly provides employment to more than 560,000 employees annually. Revenue in 2012 was$5.5 billion. Visit and connect with us on Facebook, LinkedIn, and Twitter.Download The Talent Project, a free iPad app by Kelly Services.This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party.All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2012 Kelly Services, Inc. EXIT