1. ICA Japan
(Foreign Correspondents’ Club Japan)
(Yurakucho, Japan)
April 17th, 2014
Presented by
James Santagata
Managing Director
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

2. What Makes You Qualified To Address This Topic?
1
Summary:
• Proven International Executive Coach & Career Coach.
• Deep US, Japan & Asia-Pacific coaching, training & consulting experience.
• 11 working in Silicon Valley on industry side; in Japan/APAC 8 years as Executive Coach &
Career Coach with 6 of those years working as a recruiter.
• Co-Founder & Executive Director of both the Asia-Pacific Coaching Alliance (APCA) & the
High-Impact Coaching Alliance (HICA).
• Creator of the Psychological Jujutsu™ Supercharged, Results-Driven Communication System.
• Author of the forthcoming book, Crush Any Interview! ™.
• B.S. Marketing/Business Administration, San Diego State University
(Magna Cum Laude & Distinction in Field)
• Attended University of Southern California, Marshall School of Business (Entrepreneurship)
Certifications:
• Certified Professional Coach
• Certified Employment Interview Professional
• Certified NLP Practitioner
• Corporate Human Resources Management
• How To Be A Successful Trainer programs
• Principles of Persuasion Workshop
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

3. Today’s Objectives & Key Takeaways
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1. Why You Should Fire Your Recruiter & Exactly What That Means
2. Being Good At Doing A Job Isn't Enough
3. Job Searches: Purely A Sales & Marketing Exercise
4. Understanding & Mastering The Job Search Lifecycle
5. Understanding & Leveraging The 4P’s & 2C’s
6. A Recruiter Is Just One Avenue: Blind Handoff, Go Direct!™, Blended Approach
7. Understanding Exactly How Recruiters & The Recruiting Industry Works
8. In-Band and Out-of-Band Candidates (Perceived and Actual)
9. Passive vs Active Candidates
10. Putting It All Together: Closing A Job As An Out-of-Band CD (such as in Japan)
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4. Why You Should Fire Your Recruiter &
What Exactly That Means
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A Recruiter Is Not A Gate Keeper Of Jobs.
A Recruiter is simply one avenue.
A Recruiter is not the only one.
A Recruiter is often not even the primary avenue.
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

5. Why You Should Fire Your Recruiter &
What Exactly That Means
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You cannot afford to blindly hand your job search
to a party who works for “free”.
You must understand that you must drive it and be in control.
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

6. Why You Should Fire Your Recruiter &
What Exactly That Means
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By “firing” your recruiter, you acknowledge that
your job search problems begin & end with you.
You may still want to work with a recruiter
as part of a balanced diet
(think: nutritional supplements).
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

7. Being Good At Doing A Job Isn't Enough
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Unbundling Job Performance & Job Search Components:
1. Being Good At Doing A Job Isn't Being Good At Discovering A Job.
2. Being Good At Discovering A Job Isn’t Being Good At Landing A Job.
3. Being Good At Landing A Job Isn’t Being Good At Doing A Job.
4. Being Good At Doing A Job Isn’t Being Good At Keeping A Job.
5. Being Good At Keeping A Job Isn’t Being Good At Designing & Managing A
Career.
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

8. Job Searches Purely Sales & Marketing Exercise
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Believe it or not…
A job search is purely a salesand marketingexercise.
With some detective work & some creative ability thrown in.
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

9. 8
Question:
Why Doesn’t The Recruiter Find Me a Job? Don’t They Want to Make Money?!
Answer:
• The Hiring Company Pays The Recruiter’s Salary.
• Therefore, the Recruiter works for the Hiring Company Not You.
• The Recruiter Has No Obligation to “Find You A Job”…
• If the Recruiter Tried to “Find” Candidates Jobs, The Recruiter or Recruiting Firm
Would Most Probably Go Bankrupt.
The game is all about ROI or Expected Values…
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com
Understanding Recruiters & Recruiting Industry

10. 9
Question:
But I Have Great Skills, I Did [yada yada] In London / Sydney / Frankfurt / Mumbai…
Answer:
• The Recruiter often works in a very narrow band of jobs and skills sets.
• If you “fall” outside one of those bands or categories, 99% of the time you can’t be
helped by a Recruiter (even a highly skilled recruiter, for reasons to be discussed).
Out-of-Band Examples:
1. Gaijin (外人)/ Foreigner
2. Non-Native Speaker of Japanese
3. 40+
4. Job-Hopper
5. And so on…
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com
Understanding Recruiters & Recruiting Industry

11. 10
Question:
Then Why Did The Recruiter Meet With Me / Insist On Meeting With Me?
Answer(s):
• They were new to the game & didn’t know about the “narrow band”.
• There were forced to meet you as you were a “referral”.
• They actually felt they could work with you but peers or management killed it.
• The CLIENT KILLED IT…. They DON’T / DIDN’T WANT TO WORK with
AN OUT-OF-BAND CD (OOB CD) or PAY A [xx]% FEE for an OOB CD (or
particular candidate)…
• They figured they could get you / someone like you cheaper “elsewhere”…
Case Studies:
1. Zoran /CSR (alternate channels for CD acquisition)
2. Sun Micro / HP (too many CDs beating the street – lower imputed valued)
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com
Understanding Recruiters & Recruiting Industry

12. Understanding Recruiters & Recruiting Industry
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Dangers / Risks of Working With Recruiters
1. Too many food miles / too far from food source.
2. Extra hands in the soup…or… extra “telephone game” transmission errors.
3. Client / Hiring Company “Lock-ins”.
4. Internal Recruiting Shenanigans
5. Job may not exist, may never have existed or may not be open now.
6. Client may not be signed – you may be sent in “blindly” / “on spec”.
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

13. Case Studies: Recruiting Firms Internal Shenanigans
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1. Electronic Arts  Microsoft (block / refuse to light fire)
2. Electronics Arts  EMC (ego-mismatch)
3. Emerson  APC (ego / contract-greed)
4. Twitter  from Sales role, no fit…..try the Marketing role…. (submission refusal)
5. Symantec  failed shortlist due to pre-reset hirings
6. Unemployed Semicon QA Manager Recruiting Firm Unilaterally Squashes Client
Offer (internal greed)
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

14. Options
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So What To Do?
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

15. The Proven Solution
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Go DIRECT! ™
Do It By Yourself…
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

16. But How To Start?
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Two Fold-approach:
1. Be a Passive Candidate.
2. Be an Active Job Searcher
Understand Passive vs Active Candidates
Example:
Communicating this on your LinkedIn Headline:
1. Active Candidate:
a. Looking For [XYZ Position]
b. Successful CPA Now Available
2. Passive Candidate:
a. Highly-Qualified CPA
b. International Telco Sales Channel Manager
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17. Putting It All Together: Closing A Job, Out-Of-Band CD
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1. Make a list of the Top 10 companies you would like to approach
2. Go “High On The Food Chain”
3. Find the hiring manager (or hiring authority)
a. example scripts / dialogs
4. Prepare your presentation
5. Prepare your message / payload (phone vs email)
a. example scripts / dialogs
Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com

18. Putting It All Together: Closing A Job, Out-Of-Band CD
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6. Contact & Close for a “meeting” / “engagement”.
a. sample scripts / dialogs
7. Phone is preferred / Email secondary
8. Objection vs Conditions / Handling Blow-offs: Not Hiring / Contact HR…
a. Who should I be talking to?
b. Who would YOU be talking to?
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19. Thanks for your Time!
http://www.CareerOverDrive.com
http://www.FireYourRecruiter.com
18Copyright 2012-2014 SiliconEdge™. All rights reserved. CareerOverDrive.com