Comments (0) While the job-search world is filled with competent and effective recruiters, my email from angry candidates who have dealt with the worst of the lot and responses to my LinkedIn threads shout there are a lot of bad recruiters and harmful recruiting practices candidates find demoralizing and frustrating. Continue reading 'Get the most from a bad recruiter'»
Would you use the lottery as your investment strategy? Are the odds appealing? Do you feel lucky, well, do you?
That’s exactly what you do career-wise when you submit your resume to random recruiters and recruiter groups; play the job-search lottery. Continue reading 'Execs, don’t respond to recruiter cattle-calls, ever.'»
Recruiters, take heed.
Win the hearts of executive-level candidates. Grow your stable of executives and make more placements.
The Jobsguy, Steve Fienberg, a revered employment advisor wrote an oft RTd article on 12 sure fire ways to a recruiter’s heart. The article is well written and worth a read. [See the comments section for Steve's thoughts on this post.]
Now for the other side of the coin. Assume for this post that I am a successful executive whom you are attempting to recruit and with whom you want to build a relationship. Executives, use this as a road map to managing your relationship with recruiters. Recruiters, endear yourself to the best candidates: Here’s how.
1. Identify yourself when you contact me. Don’t ask how am I or other empty questions. Tell me your name, company, intention and contact information straight away.
2. Identify your client. Don’t be cagey with me. I need to know if your client is a company I can work for. Is it against my non-compete? Have I already been introduced? Is there another recruiter representing me there? So many reasons for me to know up front who the client is.
Afraid I will go around you? Don’t be. I am experienced and have used recruiters to locate my own staffs. I value quality representation and know your client invited you to represent only the best and if you decide to represent me, I have a leg up. If you ask me to consider a life-changing event with you as my representative and want me to trust you, you must trust me as well. Continue reading '12 sure fire ways to a candidate’s heart.'»
Don’t say “no.” Say “Thanks for thinking of me. Here’s what I’d say yes to.”
It happens a lot. Recruiters contact prospective candidates for the wrong job. Often it is because they are fishing for leads or just don’t know how to read a resume. But sometimes, it is a recruiter with whom you want to have a decent relationship. And you don’t want to turn them away with a resounding, ‘no,’ you only want to educate them.
Or, it is an internal recruiter from a company with which you do want to work. It’s clear the recruiter just used a few key words to find your resume in their data base or worse, believes your success leading teams of 40+ is perfect for the first line management role she is chartered to fill. So, what’s a candidate to do? Don’t say “no.” It is negative and blocks further communications, instantly. In fact, the recruiter just stops listening and works hard to get off the phone as fast as possible once “no” is uttered. Continue reading 'How to say no to a recruiter'»
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