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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  • Momentum is the key to a successful transition. If someone asks you how it ’s going, your answer is going to deend on whether you have momentum or not. Momentum means multile oortunities in rocess simulataneously. It is what enables a job seeker to be emowered to make a choice that is right for them, rather than taking the first thing that is offered. It enables them to be intentional, but to achieve it, a job seeker has to be roactive rather than reactive. This takes coaching. There are right and wrong ways to be roactive and doing it right consistently requires forming good habits based on best ractices. There is a lot of great advice out there, and job seekers understand from it what they are suosed to do, but much like dieting or exercise or any lifestyle change, it is not always obvious how to fit the best ractices into the day to day routine of life. That is what my strategy service has heled clients do.
  • Momentum is the key to a successful transition. If someone asks you how it ’s going, your answer is going to deend on whether you have momentum or not. Momentum means multile oortunities in rocess simulataneously. It is what enables a job seeker to be emowered to make a choice that is right for them, rather than taking the first thing that is offered. It enables them to be intentional, but to achieve it, a job seeker has to be roactive rather than reactive. This takes coaching. There are right and wrong ways to be roactive and doing it right consistently requires forming good habits based on best ractices. There is a lot of great advice out there, and job seekers understand from it what they are suosed to do, but much like dieting or exercise or any lifestyle change, it is not always obvious how to fit the best ractices into the day to day routine of life. That is what my strategy service has heled clients do.
  • Gone are the days of cover letters, but strong emails to show your interest is always a good tip! Recruiters are busy!
  • There are times when I send the resume without that one little skill. I alert the client to the fact and see if they bite. Recruiters know when the client is hard pressed to fill or a position, or if this is just a position for “fishing”.
  • Ask your recruiter if they are interviewing other candidates for his position. This gives you insight into your competition.
  • Have your resume at work and at home! Or at least have access to it during the day. Too many times I hear “I will send you my resume this evening, I do not have a copy at the office!’ . We are in a very competitive market, and waiting 24 hours to send your resume, just may be the reason you don’t get the interview/job. You know we are going to ask for them, so have them ready when we ask. I actually love the candidate who sends me their Linked-In Recommendations in a Word document. In addition to standing out from the rest, I end up learning additional information about that candidate and I then pass that along to me client.
  • Have your resume at work and at home! Or at least have access to it during the day. Too many times I hear “I will send you my resume this evening, I do not have a copy at the office!’ . We are in a very competitive market, and waiting 24 hours to send your resume, just may be the reason you don’t get the interview/job. You know we are going to ask for them, so have them ready when we ask. I actually love the candidate who sends me their Linked-In Recommendations in a Word document. In addition to standing out from the rest, I end up learning additional information about that candidate and I then pass that along to me client.
  • Technology today has led us to communicate via email, text etc. I rarely forget a candidate who calls me and we discuss their resume in detail on the phone or SKYPE. Put it this way, I have never placed a candidate in a position who I didn’t at the very least speak to over the phone. Although you could get some details presented to you over email, it is always best to pick up the phone and call. More often than not, even if you are not a perfect match for a particular job you have seen on-line, the recruiter may uncover other opportunities for you in a phone call. Another way to stand-out- Suggest a meeting! If the recruiter will meet with you, and I don’t many who will not, (it is our job) presenting your background in person will give you an advantage over other candidates. We are all busy and sometimes it is impossible to meet every recruiter we speak to, but today there are countless ways to communicate live, SKYPE, Google Chats etc. (I have placed many candidates in the last few months whom I met about 10 years ago! Believe me – you don’t forget someone who you meet face-to-face!) As recruiters, we talk to hundreds of candidates each week. We are screening out! Don’t let us screen you out!
  • Sometimes we need to remind our clients (who are just as busy as the rest of us) to look at the resume. Therefore, sending a note to your recruiter a day or so after the resume was sent is always a good practice. As recruiters, we talk to hundreds of candidates each week. We are screening out! Don’t let us screen you out!
  • 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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