Archive for the ‘Recruiters’ Category
Reaching Out To Recruiters: 5 Questions To Ask Yourself First
Monday, March 26th, 2012
I’m working on my next column for the American Marketing Association and it’s about working with recruiters. I recently spoke to Nicki Perchik, Executive Recruiter and the Founder and CEO of The NLP Group who says one of her worst pet peeves is when candidates submit their credentials with a vague introduction such as, “Attached is my cover letter and resume, please review and let me know if you have anything.”
Before you send any more email to a recruiter, ask yourself these 5 questions:
- Does this recruiter know anything about me or am I just another nameless candidate?
- How can I catch his or her attention quickly?
- What can I say in my email to help make his or her job easier?
- What 2-3 things do I want this recruiter to know about my skills and credentials?
- What action do I hope will happen as a result of this email?
A letter to a recruiter should be highly personalized. It should be actionable. It should make his or her job easy – you want them to help you right? And it should have a clearly defined next step. Remember a job search is not unlike a marketing campaign… the product is YOU!
For example, let’s say you want a job in web development. To simply tell a recruiter that you build websites is like saying you’re a box of cereal. Are you filled with fiber, topped with berries, a crunchy granola blend, or good for the heart? In other words, what kind of websites do you build, and how?
Nicki suggests that instead of attaching your cover letter, you make it the body of your email instead – it’s just one less thing for the recruiter to open! Next she strongly encourages you to tailor your letter to the recipient. Do your homework. Check out the company website, any Twitter feeds and don’t forget the recruiter’s LinkedIn profile too! If you are inquiring about a specific job, let them know where you read about it. If you are just introducing yourself, include your top-level “positioning” – who you are, what you do and what makes you special.
It’s important that you make a strong first impression. Appear thorough, diligent, professional and savvy – after all, those are the very qualities the recruiter’s clients want to see!
Posted in Recruiters |
Camouflaging Gaps In Your Resume
Monday, January 30th, 2012
A reader recently wrote me to ask this question: How can I camouflage gaps in my resume?
My answer may surprise you. I don’t believe you need to hide anything. Misrepresenting your employment can lead to termination. Instead, be prepared to explain each gap and how you used the downtime constructively. Did you take a class, travel, or tackle a project in your home? Spin it in a positive light but don’t fudge your employment dates.
Two more readers posed equally perplexing questions:
- Does overselling yourself in an interview hurt or help in the long run?
- How often should I follow up if a recruiter stops responding to me?
Get my answers to both of these questions in my new article, “Your Questions and My Opinions: Ready, Set, Go” posted in the Market My Career resource library. While you’re there, browse our other articles on networking, social media, interviewing and more!
Have a question you’d like answered? Respond to this post or send a note to info@marketmycareer.com.
Posted in Interviewing, Recruiters, Resumes |
Will LinkedIn Replace Your Resume?
Thursday, October 20th, 2011
Yesterday I watched LinkedIn CEO Jeff Weiner give the keynote address at the LinkedIn Talent Connect 2011 Conference in Las Vegas from the comfort of my office via Ustream. Weiner suggested that it was only a matter of time before LinkedIn replaced your resume, business card and Rolodex®. Let’s take them one at a time:
1. Your Resume
Earlier this year LinkedIn introduced an “Apply with LinkedIn” plug-in that enables you to submit your credentials for an open position with a few clicks of your mouse. Instead of submitting your resume, you’re submitting your LinkedIn profile. Once you apply you can manage your contacts within the company and even ask for a referral. LinkedIn reports that thousands of companies are already using the button so expect to see more of it in your future.
2. Your Business Card
Earlier this year LinkedIn acquired mobile app CardMunch. Now you when you exchange business cards you can easily add them to your mobile phone and then in just 1 tap, also add them to your LinkedIn network. A new and improved version 2.0 is already in the works.
3. Your Rolodex®
When you log in to LinkedIn you can easily see who in your network is doing what. Before you pick up the phone to make a call you can easily see if they’ve updated their profile, posted a status update or shared and new content. With easy integration to Outlook and other popular contact management systems such as Highrise, LinkedIn is quickly becoming part of every recruiter’s workflow.
And now for the big news. Yesterday LinkedIn announced a new product called Talent Pipeline which will allow hiring managers and recruiters to track all passive and active candidates directly via LinkedIn. So whether a recruiter finds your profile on LinkedIn or someone passes along your resume, it will be stored, managed and share via LinkedIn.
From a job-seekers perspective this is huge news because it means more and more recruiters will be ditching whatever outdated means they’re currently using to manage their candidate pipeline and turning instead to LinkedIn. Whether you’re on the job hunt now or expect to be someday, if you’re not yet on LinkedIn I have just two words for you: Get there!
Image credit
Posted in Job Search Strategies, LinkedIn, Recruiters, Resumes |
Working With Recruiters (continued)
Wednesday, January 19th, 2011
Last month I shared some advice about working with recruiters that I gathered from my online network. Here are two more tips that I thought were blog-worthy from a Chicago-based recruiter who prefers to remain anonymous. You can see all the Answers on LinkedIn.
- Don’t kill the messenger…we all know that it is tough out there and certainly try to sympathize with those navigating the job search waters. BUT- we have a job to do and are paid by our clients to do that. So, don’t beat us up if we tell you our client will not consider your background for one reason or another.
- Please do not send resumes without any text articulating a bit about why you are reaching out. I get emails all the time with resumes attached and no text detailing why this person is sending me their resume. I am often working on multiple marketing roles so unless someone gives me some indication of why they are reaching out, I may not know what their intent is. The easier they can make our job, the better. Don’t make us figure out where you fit.
My advice? Remember that recruiters are people too. When you’re not qualified for the job, try to find someone in your network who is and make an introduction. Just like Marketing Job Wire, the good deed will come back to you!
Posted in Recruiters |
Working With Recruiters
Monday, December 20th, 2010
Is working with a contract recruiter any different than working with an in-house HR professional? Yes and no! I asked my LinkedIn network to share some tips and over the next several weeks I’ll be posting the best and the brightest!
Greer Dorsey, A-1 Careers, Kansas City
“Treat the interaction with the Recruiter as if you are interviewing with the hiring manager. Try to relax and treat the interview as a conversation; that’s what an interview is–an organized conversation. It is imperative to be completely open and honest about your professional experience and background but there is no room in an interview – at any level – for personal lives to show up.”
Laurie Swanson, The Laso Corporation, Chicago
“Never go around the recruiter! A good recruiter has real expertise in managing the hiring process along with negotiating the best package for you. It is in your best interest to take advantage of this and separate yourself from the negotiating process. Instead, focus your time and efforts on being as prepared as you can in your knowledge of the role, the company and those involved with the hiring.”
Royal Bacote, R Bacote & Associates, Baltimore
“Make sure we have the best contact number and the best time to contact you.
- Don’t put your cell number on the resume if you hardly ever turn it on
- Don’t put your email address on your resume if you don’t check it at least daily
Many qualified applicants get skipped because they don’t respond to calls or emails.”
Posted in Interviewing, Q & A, Recruiters |
