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With Kathy Bernard
& Shannon Moore
LinkedWISE.com
About Kathy Bernard
• Started blog to fix a weakness
• Tenaciously good at finding a job
• Blogger, coach, trainer, servic...
About Shannon Moore
• Successful corporate executive
• Executive recruiter / career coach
• “Recruiter whisperer”
• He wan...
Working with recruiters
• Lots of interest
• Few applicants enlist recruiters’ help
• Why?
Talent acquisition vs. Headhunter
• Talent acquisition: In-house
• Headhunters: Outside (3rd party)
• More than one recrui...
Two questions:
1. What do you look for in top candidates?
2. How should job seekers get on your radar?
What we’ll cover today …
1. How recruiters operate, when you should work
with them and how to pick the right recruiter
2. ...
How recruiters operate
Recruiters earn a fee from hiring company
Focus: Satisfying their client, not you
They typically ...
How recruiters operate
Despite loyalty to their client companies …
 Can be valuable
 Seek to present best candidate
 Mo...
How recruiters typically operate
Recruiters often specialize …
 Target IT / technical positions
 Contract positions
 Ex...
How recruiters typically operate
97% of recruiters use LinkedIn …
Search by title
Check you out after you have applied
E...
How recruiters find you
LinkedIn Advanced People Search …
 Title wanted in Title box
 Local ZIP code in Postal Code box
How recruiters find you
Find recruiters the same way
Add industry to
Keyword box
Example: Healthcare
Reach specialized
recruiters
Reach Open Profile recruiters
Those with
brown “in”
symbol MAY be
Open Profilers
Reach Open Profile recruiters
Another way recruiters find you
Recruitment
Geek.com
1,000
searches
per month
You may have to use it
LinkedIn is limiting free accounts
to 60 search results per month
When to consider a recruiter
• Stalled job search
• Hard-to-fill field
• High-earning field
o The more you make,
the more ...
Finding the right recruiter
Research firms
• http://findarecruiter.com
Submit resume to preferred recruiters or
post resum...
Other ways to find a recruiter
• Ask around
• Field/industry associations
• Research on Google/search engines
Types of positions filled
• Temp-to-hire –
o Start as temp. May lead to full time work
 MANY companies are going this
rou...
Types of positions filled
o Contract – Temp project work for
set time.
 High hourly pay/usually no benefits
o Temporary –...
Recruiter/Staffing Agencies
o AccountTemps – Accounting/finance
o A Corporate Connection Staffing --
Varied positions
o Be...
Recruiter/Staffing Agencies
o Execu|Search -- Professional, temp
and retained search
o Express Employment Professionals --...
Recruiters/Staffing Agencies
o KForce --Tech, finance, healthcare,
government
o Lucas Group (The) –
Professional/marketing...
Recruiters/Staffing Agencies
o Robert Half – Professional, executive
o Rose International – IT / workforce
o Stivers Staff...
Recruiters/Staffing Agencies
• Ask / confirm / consider …
o Ask about arrangements
(temp, temp-to-hire, contract,
or direc...
Next steps
• Request a meeting (in person or by Skype)
• Determine if they are a good fit
• See if they are truly motivate...
Next steps
• Ask: Do they have experience / connections in your
field?
o Be concerned if they suggest
positions that aren’...
Part 2: Get on their radar
1. Have a strong chronological resume.
They may wish to prepare their own. Let them.
Part 2: Get on their radar
Don’t use a
capability/
functional
resume.
Part 2: Get on their radar
2. Update your online resume every 60-90 days
- Reignites interest by recruiters
- Could tick o...
Part 2: Get on their radar
4. Connect with recruiters on LinkedIn®
Get introduced or join groups with them
5. Keep in touc...
Part 2: Get on their radar
7. Let them know you are interested in certain jobs.
- Send bullet points and updated resume
8....
Part 3: Get recruiters to help you
1. Be clear in what you want. Convey:
- Preferred job titles
- Salary expectations
- Lo...
Part 3: Get recruiters to help you
3. Promptly provide requested information
- Supply them with recent resume
- Provide a ...
Part 3: Get recruiters to help you
6. Support your recruiter
- Send leads
- Recommend them
- Write a LinkedIn recommendati...
Part 4: Meet with recruiters
1. Request to meet in person or by Skype:
- Helps recruiter know how to present you
- Reveals...
Part 4: Meet with recruiters
1. Treat recruiting meeting like a real interview
- Exude confidence
- Dress professionally
-...
Part 4: Meet with recruiters
2. Bring resume:
- Expect them to put your resume into their template
- Review their resume; ...
Part 4: Meet with recruiters
o Be prepared:
- Give real answers, not “I’ll do better in the real
interview.”
- Recruiter’s...
Prepare for difficult questions
• Why are you in the job market?
• What job titles do you seek?
• What roles and responsib...
Prepare for difficult questions
• What are your top accomplishments?
• What are your preferred companies or industries?
• ...
Part 5: Traits recruiters seek
1. Ability. To prove it:
- Demonstrate ability in all messaging
- Emphasize/list technical ...
Part 5: Traits recruiters seek
2. Commitment. To prove it:
- Emphasize past commitments
- Keep in touch
- Ask before apply...
Part 5: Traits recruiters seek
3. Confidence/Likability. To prove it:
- Know/show your strengths
- Be likable, professiona...
Part 5: Traits recruiters seek
4. Fit. To prove it:
- Ask network about company culture
- Convince interviewer of adaptabi...
Part 5: Traits recruiters seek
5.Honesty. To prove it:
- Reveal if you are working with other
recruiters
- List only skill...
Part 5: Traits recruiters seek
6. Networking Prowess. To prove it:
- Mention people in the industry
- Participate in indus...
Part 5: Traits recruiters seek
7. Preparation. To prove it:
- Study job description, company
and industry. Convey your kno...
Part 5: Traits recruiters seek
8. Stability/Longevity. To prove it:
- Prove stability
- Explain career gaps/short tenures....
Part 5: Traits recruiters seek
9. Value-Added Problem Solver.
To prove it:
- Articulate how you will benefit the
company b...
Part 5: Traits recruiters seek
10. Employed.
Since this may be impossible …
- Exemplify the 9 other traits
- Emphasize lon...
Universal Truth:
Finding a job alone is hard.
Recruiters can help …
And so can LinkedWISE
The plain truth …
FACT: The average professional loses over
$21,000 by being unemployed for 6 months.
FACT: The average ex...
Enlist LinkedWISE…
It can help you …
!
Visit Getajobtips.com
1. Services
1. Job Tips by Topic
2. Buy Game-Changing
Interviews eBook
Subscribe via email
Find help...
Get recruiters to find you …
LinkedIn profile optimization
• We’ll transform your LinkedIn® profile for you
• We’ll ensure...
Get recruiters to find you
Recruiter Reach
We’ll reach recruiters on your behalf
• Research recruiters specializing in you...
Get recruiters to find you …
Other services available:
• Resume optimization for online applications
• Career coaching / i...
Learn how: Game-Changing INTERVIEWS
Expert guidance about …
• Phone/Skype interviews
• In-Person interviews
• Questions to...
kathy@LinkedWISE.com
Invite me to connect!
LinkedWISE.com
With Kathy Bernard
& Shannon Moore
Enlisting Recruiters in Your Job Search
Enlisting Recruiters in Your Job Search
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Enlisting Recruiters in Your Job Search

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Do you want recruiters / headhunters to help you in land a position, but haven't a clue about how to involve them in your job search?

By watching the presentation, you will
• Learn how to enlist recruiters/headhunters in your job search
• Find out specifically what recruiters seek in top candidates
• Discover what to expect when you meet with recruiters
• Learn how to get a recruiter to REALLY help you and much, much more.

Published in: Career
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Enlisting Recruiters in Your Job Search

  1. 1. With Kathy Bernard & Shannon Moore LinkedWISE.com
  2. 2. About Kathy Bernard • Started blog to fix a weakness • Tenaciously good at finding a job • Blogger, coach, trainer, services • Recruiter connector I want to help you … Get a Job!
  3. 3. About Shannon Moore • Successful corporate executive • Executive recruiter / career coach • “Recruiter whisperer” • He wants to help you … Get a Job!
  4. 4. Working with recruiters • Lots of interest • Few applicants enlist recruiters’ help • Why?
  5. 5. Talent acquisition vs. Headhunter • Talent acquisition: In-house • Headhunters: Outside (3rd party) • More than one recruiter may be contracted • Their focus: Make the sale
  6. 6. Two questions: 1. What do you look for in top candidates? 2. How should job seekers get on your radar?
  7. 7. What we’ll cover today … 1. How recruiters operate, when you should work with them and how to pick the right recruiter 2. How to get on the right recruiter’s radar 3. What recruiters seek in top candidates 4. What to expect when meeting with a recruiter 5. How to get a recruiter to REALLY help you
  8. 8. How recruiters operate Recruiters earn a fee from hiring company Focus: Satisfying their client, not you They typically place hard-to-fill or executive-level positions  Usually are no cost to the job seeker
  9. 9. How recruiters operate Despite loyalty to their client companies …  Can be valuable  Seek to present best candidate  Most are open to connect
  10. 10. How recruiters typically operate Recruiters often specialize …  Target IT / technical positions  Contract positions  Executive / hard-to-fill  Rural areas
  11. 11. How recruiters typically operate 97% of recruiters use LinkedIn … Search by title Check you out after you have applied Essential: Have a STRONG profile
  12. 12. How recruiters find you LinkedIn Advanced People Search …  Title wanted in Title box  Local ZIP code in Postal Code box
  13. 13. How recruiters find you
  14. 14. Find recruiters the same way Add industry to Keyword box Example: Healthcare Reach specialized recruiters
  15. 15. Reach Open Profile recruiters Those with brown “in” symbol MAY be Open Profilers
  16. 16. Reach Open Profile recruiters
  17. 17. Another way recruiters find you Recruitment Geek.com 1,000 searches per month
  18. 18. You may have to use it LinkedIn is limiting free accounts to 60 search results per month
  19. 19. When to consider a recruiter • Stalled job search • Hard-to-fill field • High-earning field o The more you make, the more the recruiter makes o Their fee is based on your annual salary o Usually 20-30%
  20. 20. Finding the right recruiter Research firms • http://findarecruiter.com Submit resume to preferred recruiters or post resume on the site. • http://i-recruit.com (aka Oya’s Directory of Recruiters) • http://jobfactory.com/recruit.htm
  21. 21. Other ways to find a recruiter • Ask around • Field/industry associations • Research on Google/search engines
  22. 22. Types of positions filled • Temp-to-hire – o Start as temp. May lead to full time work  MANY companies are going this route  Prevalent in IT, clerical  Higher hourly pay / usually no benefits
  23. 23. Types of positions filled o Contract – Temp project work for set time.  High hourly pay/usually no benefits o Temporary – Fill in while some one is out sick, etc.  Typically no benefits, no job offer o Direct hires – Full time, often with benefits
  24. 24. Recruiter/Staffing Agencies o AccountTemps – Accounting/finance o A Corporate Connection Staffing -- Varied positions o Belcan -- Engineering, IT and temp-to- hire staffing o Creative Circle -- Advertising and creative positions o Creative Group (The)
  25. 25. Recruiter/Staffing Agencies o Execu|Search -- Professional, temp and retained search o Express Employment Professionals -- Office, industrial and direct-to-hire o Kelly Mitchell -- IT positions o Kelly Services -- All types of positions, mostly temp
  26. 26. Recruiters/Staffing Agencies o KForce --Tech, finance, healthcare, government o Lucas Group (The) – Professional/marketing o Modis -- IT Contract and direct hire positions o OfficeTeam – Office, clerical. Mostly temporary
  27. 27. Recruiters/Staffing Agencies o Robert Half – Professional, executive o Rose International – IT / workforce o Stivers Staffing Services – Admin, clerical, technical mostly temporary o TEKsystems – IT jobs o Westaff – Admin/general
  28. 28. Recruiters/Staffing Agencies • Ask / confirm / consider … o Ask about arrangements (temp, temp-to-hire, contract, or direct hire) o Get it in writing o Consider options – might be stepping stone
  29. 29. Next steps • Request a meeting (in person or by Skype) • Determine if they are a good fit • See if they are truly motivated to help
  30. 30. Next steps • Ask: Do they have experience / connections in your field? o Be concerned if they suggest positions that aren’t close to your skill set/interests o Be wary of “too good to be true” offers and requests for money
  31. 31. Part 2: Get on their radar 1. Have a strong chronological resume. They may wish to prepare their own. Let them.
  32. 32. Part 2: Get on their radar Don’t use a capability/ functional resume.
  33. 33. Part 2: Get on their radar 2. Update your online resume every 60-90 days - Reignites interest by recruiters - Could tick off a recruiter who expects loyalty - Expect attention from insurance companies 3. Align your resume with your LinkedIn® profile and job descriptions
  34. 34. Part 2: Get on their radar 4. Connect with recruiters on LinkedIn® Get introduced or join groups with them 5. Keep in touch -- call / email every 3-4 weeks 6. Request a meeting -- It helps put a name with a face
  35. 35. Part 2: Get on their radar 7. Let them know you are interested in certain jobs. - Send bullet points and updated resume 8. Network your way into contention. - Keep LinkedIn® profile fresh - Let recruiter know if you know an influential person at hiring company 9. Be reachable and nice. - Respond promptly. Be likeable
  36. 36. Part 3: Get recruiters to help you 1. Be clear in what you want. Convey: - Preferred job titles - Salary expectations - Location preferences 2. Listen to recruiters’ concerns/suggestions. - Be realistic - Make improvements - Inform recruiter of improvements made
  37. 37. Part 3: Get recruiters to help you 3. Promptly provide requested information - Supply them with recent resume - Provide a list of companies you’ve contacted 4. Contact your recruiter before applying directly - Otherwise they can’t help you 5. Stay in touch - Positions you want, remind them that you’re still interested and about new skills
  38. 38. Part 3: Get recruiters to help you 6. Support your recruiter - Send leads - Recommend them - Write a LinkedIn recommendation - Endorse skills on LinkedIn® - Connect them with candidates 7. Warn your recruiter if you are dissatisfied - Recognize why they haven’t been successful - Consider if you are partially to blame - Make adjustments to be more marketable
  39. 39. Part 4: Meet with recruiters 1. Request to meet in person or by Skype: - Helps recruiter know how to present you - Reveals if you will be right fit for companies - Gives them ideas for other opportunities
  40. 40. Part 4: Meet with recruiters 1. Treat recruiting meeting like a real interview - Exude confidence - Dress professionally - Expect recruiter to critique you o Take criticism well
  41. 41. Part 4: Meet with recruiters 2. Bring resume: - Expect them to put your resume into their template - Review their resume; ask for a copy • Address gaps / short tenures • No surprises! • Be ready to answer questions about your resume
  42. 42. Part 4: Meet with recruiters o Be prepared: - Give real answers, not “I’ll do better in the real interview.” - Recruiter’s reputation/commission depends on you o For high-tech positions expect recruiter to bring in an expert to question you
  43. 43. Prepare for difficult questions • Why are you in the job market? • What job titles do you seek? • What roles and responsibilities are important to you? • What special abilities would colleagues say you have? • What is your claim to fame?
  44. 44. Prepare for difficult questions • What are your top accomplishments? • What are your preferred companies or industries? • What are your compensation requirements? • Are you willing to relocate/travel?
  45. 45. Part 5: Traits recruiters seek 1. Ability. To prove it: - Demonstrate ability in all messaging - Emphasize/list technical skills - Give examples of using the ability - Share measurable accomplishments
  46. 46. Part 5: Traits recruiters seek 2. Commitment. To prove it: - Emphasize past commitments - Keep in touch - Ask before applying directly - Express commitment / enthusiasm - Stick with jobs. Recruiters don’t get paid until you stay 3 to 12 months
  47. 47. Part 5: Traits recruiters seek 3. Confidence/Likability. To prove it: - Know/show your strengths - Be likable, professional, positive - Be respectful to all - Respond promptly and thoroughly - Have a spark/willingness to succeed
  48. 48. Part 5: Traits recruiters seek 4. Fit. To prove it: - Ask network about company culture - Convince interviewer of adaptability - Share examples of when you have fit - Mention past charitable efforts - Express commitment to the company and the job
  49. 49. Part 5: Traits recruiters seek 5.Honesty. To prove it: - Reveal if you are working with other recruiters - List only skills for which you are proficient - Be ready for questions that gauge your honesty. Don’t overstate
  50. 50. Part 5: Traits recruiters seek 6. Networking Prowess. To prove it: - Mention people in the industry - Participate in industry community / support industry associations - Be connected with the right people on LinkedIn
  51. 51. Part 5: Traits recruiters seek 7. Preparation. To prove it: - Study job description, company and industry. Convey your knowledge - Show requisite experience and that you can produce immediately - Arrive on time and be flawless in your dress and application materials
  52. 52. Part 5: Traits recruiters seek 8. Stability/Longevity. To prove it: - Prove stability - Explain career gaps/short tenures. - Show in resume that you have progressed in your career
  53. 53. Part 5: Traits recruiters seek 9. Value-Added Problem Solver. To prove it: - Articulate how you will benefit the company beyond the job description - Relay past successes that you can recreate for the hiring company - Explain how you will solve problems
  54. 54. Part 5: Traits recruiters seek 10. Employed. Since this may be impossible … - Exemplify the 9 other traits - Emphasize long job tenures and your desire to stay at the company
  55. 55. Universal Truth: Finding a job alone is hard. Recruiters can help … And so can LinkedWISE
  56. 56. The plain truth … FACT: The average professional loses over $21,000 by being unemployed for 6 months. FACT: The average executive loses $52,000 By being unemployed for 6 months.
  57. 57. Enlist LinkedWISE… It can help you … !
  58. 58. Visit Getajobtips.com 1. Services 1. Job Tips by Topic 2. Buy Game-Changing Interviews eBook Subscribe via email Find help! 3 2 1 2 3 1
  59. 59. Get recruiters to find you … LinkedIn profile optimization • We’ll transform your LinkedIn® profile for you • We’ll ensure your profile shows up high in search for the jobs that you want Contact Susan Kaestner Lopez, 847-606-5160 susan@linkedwise.com | www.linkedWISE.com
  60. 60. Get recruiters to find you Recruiter Reach We’ll reach recruiters on your behalf • Research recruiters specializing in your industry / field • Invite them to connect and then … • Introduce them to you / your abilities and share your Linkedin profile • Advanced recruiting support available Contact Susan Kaestner Lopez, 847-606-5160 susan@linkedwise.com | www.linkedWISE.com
  61. 61. Get recruiters to find you … Other services available: • Resume optimization for online applications • Career coaching / interview prep • LinkedIn training • Cover letter transformation Contact Susan Kaestner Lopez, 847-606-5160 susan@linkedwise.com | www.linkedWISE.com
  62. 62. Learn how: Game-Changing INTERVIEWS Expert guidance about … • Phone/Skype interviews • In-Person interviews • Questions to ask interviewers • Answers to tough questions • Following up after interviews • Salary negotiation strategies $9.97 – Visit Getajobtips.com
  63. 63. kathy@LinkedWISE.com Invite me to connect! LinkedWISE.com With Kathy Bernard & Shannon Moore

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