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Posts Tagged ‘recruiter’

12 Sure Fire Ways To A Recruiter’s Heart

This past week while working on a variety of openings, I began to think about the simple things candidates could do that would make connecting with them a lot easier.  The more I think about it,the more I realize that these are actually things that candidates can do to be found more easily. These are also things that will make you more appealing through the recruiting process.  Let me know if you have any other ideas I missed because we’re all in this together.

1) If you are on LinkedIn, update your status to read that you are looking for your next (fill the type of job you are looking for) position.

2) If you are on LinkedIn and are looking for work or would like to start seeing what might be out there, make it easy for people who are not connected to you first line to get in touch with you.  You can do this by putting your e-mail address and/or your phone number in your contact information which will appear at the bottom of the page.

3) If you are on Facebook, update your profile to note that you are looking for your next job or something like that.

4) If you are on LinkedIn and/or Facebook, having a current picture on those sites will aid recruiters in a number of ways. Whenever I find someone on LinkedIn who I’m not connected to 1st line and don’t have a way to connect through a group or by paid inmail,  I will search for them on Facebook. I do this because when I find them (and I have), I can send them a message and there is no cost and most likely they will get it quicker because most people check their Facebook more often than LinkedIn.

5) When you speak to a recruiter in regards to a position you are interested in, be prepared to update your resume and prepare a summary to highlight the skills that are most important to the job you are being considered for.

6) Be up front about clients you are already submitted to, been in conversation with, worked at before, or choose not to be presented to. It saves a lot of time and energy for both the recruiter and the candidate.

7) When returning a call or e-mail to a recruiter, let them know the best time and way to reach you.  In today’s market, timing is everything. If a recruiter cannot reach you in a reasonable amount of time, odds are you will be overlooked for a more readily available candidate.

8) Join Twitter, even if you don’t plan to tweet often.  Starting every day with a tweet that says you are looking for (fill in your job title) your next job and your location will be another way to be found.  More and more recruiters and search professionals are using all 3 of the previously mentioned social media sites to recruit as it appears they can find more candidates that way.

9) Always be up front about your availability. There is nothing worse than going through all of the steps to qualify a candidate, to only have them inform you that they are not available for a month.

10) Inform the recruiter what else you have in your pipeline. That should include offers and interviews at least. Once again, timing is everything in our industry and full disclosure isn’t far behind.

11) Have references readily available, and let them know that they should expect a call from said recruiter. Also, inform the recruiter of the best way to communicate with that reference and best time to reach them if possible.  If it takes 3 or 4 days to reach you references, you would hate to be the top candidate and bring the process to a screeching halt because they can’t contact them. Also, more and more reference requirements can be accomplished by way of a recommendation on LinkedIn.

12) Share with them what attracts you to working with their organization whether it be in a full-time or consulting capacity. If a recruiter knows what excites you, they can do a better job of representing you.

In most cases, the recruiter holds the key to the door of your next opportunity.  If you treat them well, it has the potential to be a meaningful business relationship long into the future.

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The Jobs Guy Becomes The Jobs Guys!

February 17, 2010 Leave a comment

First off I want to thank all the people who have been following, retweeting and mentioning  TheJobsGuy on #FF.  I was especially grateful for the outpouring of support I received when posted “TheJobsGuy Gets a Pink Slip” back in June.  A lot has changed since then.

For starters, I am working again, Whaa Hooo!!  I am working in search engine marketing for Mosquito Interactive.  We help clients get their products and services ranked and found on Google and other search engines and build effective landing pages that capture leads, sell products/services or both.  I love my new gig and one cool feature is I work from my home which works perfect for my lifestyle.  I can only wish the same good fortune to all of you who are currently looking for your next gig.

Secondly, TheJobsGuy’s audience has continued to grow and flourish and more and more people are reaching out to me for help.  Now that I have a full time gig I’ve been working nights and weekends to try and keep up with demands of  TheJobsGuy and my growing network of job seekers, HR professionals and recruiters.  To that point I have been fortunate enough to come into contact with a number of fantastic, like minded people, two of whom will be joining me at TheJobsGuy, hence we will be calling ourselves “TheJobsGuys”.  Imagine that!

So with that said, I would like to introduce Mike Finley and Steve Feinberg.  Mike is a social media expert focusing on using blogging and Facebook to find jobs or recruit employees.  Steve has a 10 year track record as a professional recruiter and is a true expert at using LinkedIn to find the right candidate in a short period of time, something I’m sure all recruiters will want to know more about if you are not seriously leveraging LinkedIn now.

Between the three of us we hope to be timely in our responses to your questions, comments or concerns and provide a steady stream of relevant content, and valuable training & consulting on how to use social media in your job search or recruiting efforts.

Thanks again for all your support and we “TheJobsGuys” look forward to helping you through your job search or recruiting challenges  and getting America working again!

What is your favorite tool or website for finding a job?

June 17, 2009 2 comments

OK, we have gotten some good responses on our poll but not a lot of feedback. Please comment below and answer these questions; Have you gotten a job through one of the tools/websites mentioned in our poll or some other method? and which one? what has been your experience with the different tools we list? Your choices are;
job boards – (monster, CareerBuilder, Niche boards, etc.)
Aggregators – ( SimplyHired, Indeed, etc.)
LinkedIn
FaceBook
Twitter
Direct to company
Recruiter
Newspaper
Personal network – (family, friends, organizations, etc.)
Search Engines – (Google, Yahoo, Bing, etc.)
see results or cast your vote

Please leave a comment!

Using Twitter as a Recruiting Tool

February 2, 2009 1 comment

In speaking with recruiters on a daily basis, I’m often asked about Twitter. What is it? How does it work? How can it help me as a recruiter? etc. In my opinion Twitter is a fantastic recruiting tool and also a great tool for people who are looking for a job.

If I were a recruiter I would have a link in my email signature that encourages job seekers to “follow me on Twitter“. Then I would offer to alert them every time I find out about a job opening. I would also tweet links to relevant information, articles, blog posts, events, etc. to help my followers with their job search. The bottom line is that if I keep providing value to my tweeple, I may ultimately make a great hire whether it is a job seeker who is following me or one of their friends who they shared my info with. Doug Berg of Jobs2web created a great video to further explain how recruiters can use Twitter in their recruiting.

If I were a job seeker I would find and follow as many recruiters as possible on Twitter.  I think I’ll have a much better chance of connecting with a recruiter by responding to their tweet than by submitting my resume to Monster or Career Builder and waiting for someone to call me.  Jason Buss of The Talent Buzz mentioned a great site to help people find recruiters, TweepSearch.  He pointed out that you can find 350 HR professionals and 900 recruiters on Twitter using tweepsearch.

There are a lot of great tools out there to help job seekers and recruiters connect.  If you are not using Twitter you are missing out.

Corporate Recruiters Using Job Board Technology to Muscle in on Monster

November 19, 2008 1 comment

Until recently, the only way for most companies to have their jobs found on the internet was to post them with a job board.  While the effectiveness of this recruitment marketing strategy has underwhelmed recruiters over the years, they have been left with little choice but to pay-post-and-pray.  Not only has the quality of the job board’s applicants gone down, but were it not for the resume database access, there is no way for a company to build a database of passive candidates to tap into for future needs.  So what recruiters are left with is often “just in time” recruiting which tends to be expensive, stressful and marginally effective at best.  Wouldn’t it be great if companies could own their own job board, get all the Google exposure for their companies jobs exclusively, build a private database of both passive and active applicants, all for less than they are paying the job boards every month?  I have good news, your wait is over!

A growing trend in recruitment marketing is the use of a company exclusive micro job board.  Imagine having a job board with only your jobs and having those jobs show up on Google ahead of the job boards.  It is possible because companies like Jobs2web have cracked the code on how the job boards get their jobs to come up on the first page of Google.  Jobs2web is able to build out a mini job board that automatically updates your jobs on a daily basis, adding new jobs as they are put into your ATS and removing the jobs that are filled.  In addition to having your jobs displayed on the first page of Google, this mini job board also captures both passive and active applicants and puts them into a database that is easily accessible to the company recruiters.  Additionally, candidates in this database receive an automatic job alert email on a weekly basis, keeping your employment brand at the front of their mind.

For years, the job board’s secret has been their ability to show up on the search engines for almost every job search you could think of.  Job seekers typically start their search on Google and then click through a job that looks good, ending up on a job board.  If it wasn’t for Google, most of these job boards would be out of business as they wouldn’t have any traffic.  Today many companies are starting to build out their own mini job boards, eliminating their need for the pay-for-post job boards and saving up 50% over what they were spending on the job boards for postings.

For more information visit www.jobs2web.com