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Get More Interviews: Partner with Recruiters

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You will learn:

✓ The different screening points at which a candidate can pass or get screened out
✓ Why you don't get a response when you know you are a strong fit
✓ Why you aren't presented for jobs just because you don't have one "little" skill 
✓ Why you think the interview went great, but still don't get the offer
✓ At what point it is safe to stop searching activities
✓ How to make it easier for recruiters to represent you so you get more interviews
✓ How to be a stand-out, go-to candidate for recruiters
✓ How to make sure that recruiters work in YOUR best interest

Published in: Career, Technology, Business
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Get More Interviews: Partner with Recruiters

  1. 1. Presented by Keca Ward, Starblazers, Inc & Karen Huller, CPRW Charésumé, LLC/Epic Careering
  2. 2.  The different screening points at which a candidate can pass or get screened out  Why you don't get a response when you know you are a strong fit  Why you aren't presented for jobs just because you don't have one "little" skill   Why you think the interview went great, but still don't get the offer
  3. 3.  At what point it is safe to stop searching activities  How to make it easier for recruiters to represent you so you get more interviews  How to be a stand-out, go-to candidate for recruiters  How to make sure that recruiters work in YOUR best interest
  4. 4.  Sourcing – Being found  Pre-qualification – Meeting the minimum requirements  Screening – Phone or in-person  Interviewing – In-depth evaluation  Client interview – Meshing with the culture/personalities  Offer finalists – This or that?
  5. 5.  Did you show interest to the recruiter, network contact?  Recruiters spend most of their day “screening out” candidates. We are narrowing it down to 1-3 candidates per job description.  Did you apply through a database, a recruiter or a network contact?  Did you follow up?
  6. 6.  Would you settle for just peanut butter when you could have PB&J?  Industry experience is a challenge, not an obstacle.  Use your network, not recruiters.  Find an example of someone who got in without industry experience and follow it  Recruiters/Staffing partners have the relationships with the clients - we typically know EXACTLY what our client’s need are.  QA Testers are a good example – if you haven’t done that specific type of testing, you are not a fit.
  7. 7.  Clients interview on average 1-3 candidates per opening.  Every candidate did great, but only 1 gets the offer!  Was it something you said? Didn’t say? Said, and then contradicted?  Interviewers are very good at reading non-verbal cues.  Did you do your research?
  8. 8.  Career searches shouldn’t stop, but they do transform.  Full disclosure to all major stakeholders (and get the same)!  Once a contract is signed, it is the right time to let your other opportunities go.  Finish your contracts.  Don’t damage your professional capital!  If something is not right, address it with your manager.
  9. 9.  Have a clear, concise résumé without  Grammatical errors.  Spelling errors.  Avoid borders and graphics.  Keep your résumé handy AT ALL TIMES!  On your smartphone.  QR Code on your business card, leave behind.  At work (USB drive) as well as home.  On box.com, Google drive, etc.  Have references or Linked-In recommendations handy!  Not within the body of your résumé (be considerate of your references).  As an addendum (even some excerpts from performance reviews, etc.)  Make sure they have a heads up.
  10. 10.  Have a strong online presence.  Be in communication.  Regular check-ins.  Update on interviewing activities.  How you do anything is how you do everything.  Disclose your criteria and rate/salary requirements upfront!  Ask them about other positions you see posted.  Know their vendor relationship.  They have already qualified you and may be able to present you faster.  If you have qualified THEM already as reputable professionals, you may have a competitive advantage having them present you.
  11. 11.  Call them.  Suggest a meeting (virtual or in-person).  Follow them on social media.  Give them GREAT referrals for other candidates.  Make sure the recruiter has you at the top of their list as the guy who is looking for X work.  Use them when you hire people.  Recommend them when your company needs talent.  Get to know them on an extra-professional level.  If you have a contact on the inside, let the recruiter know and let them advise you on how to leverage that.  DON’T apply directly through a website – let them represent you!
  12. 12.  Ask others in your network about the individual’s and the company’s reputation.  Work with people who share your values.  Make it clear that you need to know where you are being submitted.  Avoid being dually submitted!  Stay in contact with them during the submittal phase.  Follow up with them after a few days to see if they have any feedback.
  13. 13. ?? Questions ??
  14. 14. Please contact either of us with additional questions. Karen Huller: 610-888-6939 karen@epiccareering.com Keca Ward 484-854-0038 kward@starblazersinc.com

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