Have you ever wondered what it takes to get the right next role or better still to find the right talent DNA that fits your organization's reality. Recruiters are much loved and hated - however remain a crucial link between demand and supply of talent. R to the P is a simply formula to raise your game and get the results you have been searching for in your next career adventure and for your enterprise -that bright spark to drive business results. Let me know what you think

1. R TO THE P:HOW TO ENGAGE WITH
RECRUITERS
Ejemen M. Okojie

2. FACILITATOR’S CONTEXT
My Experience
✓5 years banking industry- Zenith, GTBank, MBCOM/UBA,Diamond
✓15 years HR- BAT & GE
✓HR Advisory Services: pursuing my next Career Adventure
Engaging Executive Recruiters
✓Global Career Fairs
✓Executive Searches
✓African Regional Recruiter Rationalization Project(for a multinational)
✓Personal basis

3. LEARNING OBJECTIVES-WHY?
1. For your enterprise
➢Have a high quality slate
➢Attract the right candidates
➢Promote your employer value prop.
2. For your career and brand
➢Avoid the rush
➢Access unadvertised roles
➢Gain cultural context
➢Get your own advocate
➢Have options before you need them!

4. TYPES OF RECRUITERS
1) Staff recruiters-bulk recruiters
2) Corporate Recruiter-internal to the organization and for more senior roles
3) Executive contingent recruiters-paid only upon successful placements
4) Executive retained recruiter – paid regardless

5. TYPES OF CANDIDATES
1) Active – unemployed/underemployed..highly dissatisfied
2) Free agent- looking for next BIG BEST DEAL
3) Passive –employed and highly satisfied

6. TYPES OF CANDIDATE BEHAVIOR
1. Entitled – I deserve a pat on the back.. Why is it taking so long?
2. Unbothered- I am not bothered
3. Unprepared – I have no idea what I am doing
4. Needy- Stalk the recruiter on ALL social media platforms
5. Rude - poor attitude.. A nice jerk
6. Professional –courteous… thinks long term and not transactional☺

7. WHAT ARE THE RECRUITERS LOOKING FOR?
1) Vision as a Leader –be able to articulate your who and whys…
2) Proof of concept – highlight relevant accomplishments/customized
resume to role to demonstrate fit
3) Ability to execute – done it before , can do it again- show
relevance

8. MY ASSUMPTIONS-FOR YOUR ENTERPRISE?
➢ Updated organization content on social media
➢ Provide a detailed role profile
➢Highlight what is important in terms of culture fit
➢Request for a summary of track record for similar
jobs/sectors
➢Demand for a candidate slate to have flexibility
of choice
➢Demand to see the recruiters license if
indigenous
➢Keep a budget as recruiters are not
cheap/free☺
➢Provide a consistent message around your
value proposition
➢Be involved and available throughout the
process
➢Define a critical path to close to offer -
60/90days

9. ➢Clean social media profile- know power of 2 degree connections
➢Updated resume filled with key accomplishments vs. role tasks
➢Clear about what your want/passion(ikigai!!)
➢Belong to relevant online industry groups/associations
➢Leveraging alumni groups
➢Volunteering –giving back
➢Elevator speech in place
➢Ready to do the HARD WORK!
MY ASSUMPTIONS-FOR YOU?
https://headhuntersinafrica.com/

10. ENGAGING RECRUITERS IS A LONG TERM PROCESS
➢R – respectful of their time. Be serious
➢E — engage to make a good first impression
➢L — learn to ask specific questions
➢A — agree rules of engagement
➢T — think long term
➢I —information MUST be current
➢O— open to receiving feedback
➢N— never lie
➢S—share reasons for rejecting the role
➢H—Help with referrals if not interested
➢I — intuitive/emotionally intelligent
➢P – proactive partner – do your research

11. https://www.linkedin.com/in/ejemeno/