Recruiters – Page 10 – Jeff Altman, The Big Game Hunter's Blog

What Is The Best Way to Locate the Recruiters With the Jobs I Am Looking For?” | Job Search Radio

November 30, 2016 by Jeff

A JobSearchCoachingHQ.com member writes with a bigger question than just this. Listen to the show for this well-constructed question and my answer.

SUMMARY

“As you know, a job seeker cannot hire a contingency recruiter. Contingency recruiter’s work on behalf of companies, so there’s no such thing is working with a single recruiter, as no single recruiter represents the wide array of jobs available on the market.” I want you to understand how well measure this is right off the bat. They are basically saying, given how the economy is and how job searches done and how firms conduct themselves, no one recruiter has access to every job that is open. Absolutely correct.

“As a consultant who changes jobs about every 18 months” (so now he’s looking for consulting agencies), “I have literally dealt with hundreds of recruiters in the past 5 years. The problem is is that the contingency recruiter business is staffed with people who have no relationship with the employer’s whose jobs they are calling you about and cannot tell you the money. Even the most superficial things about the hiring company and its wants and needs.”

“If I cannot hire recruiter and if no single recruiter, no matter how good, will represent all the jobs for which I may be qualified and desirous of, what is the best way to find those recruiters who have the jobs I’m looking for?”

There are couple of suppositions in this question that I want to deconstruct here.

“The contingency recruiting business is staffed with people who have no relationship with their clients.” The reason for that is that clients have developed push-back with a lot of the recruiters that work with. They want that hands-off relationship, although they talk about wanting to have a close working relationship with a few search firms, they view contingency recruiting firms and consulting agencies as being nothing more than commodity providers. Thus, the issue isn’t the recruiter, it is the corporation. But I digress a little bit.

“If you can’t hire a recruiter and no single recruiter, no matter how good represents all the jobs for which I may be qualified, what is the best way to find the recruiters who represent the jobs I’m looking for?”

I’d like to turn this around and call attention to the fact that you are outsourcing your job search to recruiters. Why would you ever why would you ever outsource your career to third-party, recruiters and consulting agencies who have no interest in you? Who can’t tell you anything? Now, you say you want the best who represent the jobs that you are looking for, well, obviously, you tried the way of looking at job boards, getting on LinkedIn and doing a whole host of other things, I’m sure. Well, the answer isn’t just with the recruiter it’s with you and the choice that you’ve made to outsource to recruiters.

You have to put yourself in the position of being found. You have to develop a brand for your work. You have to market yourself directly to firms in order for them to know you so that when it comes time for them to need a consultant like you, or attempt like you (I don’t know the kind of work that you do. I’ll call you a consultant because that’s the way that you refer to yourself).

As someone who is worked in consulting and is done so for the last 5 years, you’ve probably already accumulated a database. Probably small, but you need to maintain contact with people. You need to network. You need to put yourself in the position of being found in marketing yourself as as a successful individual who can help organizations.

You’ll probably say, “but I’m doing my job all day! I’m coming home at night and I’m tired and I’m putting a lot of effort and you are asking me to do more.” You are absolutely right. The fact of the matter is (and it is a fact), if you outsource your effort to recruiters, you will get more of the same. That’s because there is no answer to your original question.

Let me talk about myself. I’ve been in the search business for more than 40 years. I have successfully filled more than 1200 full-time positions plus a boatload of consulting assignments. I’m good at what I do. People love me. Don’t believe me? Read some of the quotes on my LinkedIn profile. There are a ton of them there.

For you, you have to develop a reputation for yourself, a brand for yourself, where people in your geographic market area or in the market area that you want to serve know about you. You have to attend meetings for the specialty that you serve.. If there is no group, start one. Start to create one, be the go to person. Create a LinkedIn group. Same topic. Make yourself known. If that is what is needed. Promote yourself. Write. Be interviewed for podcasts. Be interviewed in the trade press. There are lots of different ways.

Get a subscription to HARO (Help A Reporter Out). Do a Google search for it. Start reviewing the 3 times a day emails that you get with offers that reporters and broadcasters and TV networks have for experts about particular subjects. A lot of it is going to be useless to you and then you get the special ones were suddenly you’re in front of a huge audience and have an opportunity to promote yourself.

You have to be a marketing machine. You need to develop the expertise to cellular service and not outsource it to people who you obviously don’t think can really help you. You are right. They cannot help you as well as you can. Their job is not to brand you. Their job is to fill jobs with clients. Their job is not to represent you.

So, yes, some of them will have jobs for you that will fit you? It will be hit or miss, you already know that. The solution is not with the agency, not with the consulting firm. It’s with you.

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If you have a question about job hunting, email me at JobSearchRadio@gmail.com. I can’t answer every question . . . but you knew that!

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday. The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!

Should You Try to Bypass Recruiters and Apply for a Job Directly? (VIDEO)

November 27, 2016 by Jeff

[svp]http://www.youtube.com/watch?v=T1GlP5amfRg[/svp]
The question isn’t as clear as it seems.

[spp-transcript]

I was asked a question by someone:

“Should you trying to bypass recruiters and apply for job directly?”

As clear as the question may seem, I want to show you how ambiguous and confusing the question is before it started answering it.

First, what kind of recruiters? Corporate or agency?

Bypass the recruiter? If this is an agency recruiter, did they speak with you about the job? Did they identify who the firm is? If this is a corporate recruiter, did you find out about the job on your own and want to apply directly?

Then, there is the language of, “apply for job.” Are you going to be emailing your resume? Applying for job through an applicant tracking system? What are you doing here?

Let me start breaking things down for you.

The 1st thing is, “bypass recruiters.” You don’t have to work with agency recruiters. If you have contacted a number of them, if you are spoken with 1 of them about this job, and particularly if they have spoken with you about who their client is, do not go around them. What you are doing then is stealing. I don’t want to steal information for your own advantage. What you do then is an attempt to work with our recruiter to get the interview.

If no one has spoken with you about the job, feel free to contact that firm. Don’t apply for a job. Don’t go through an applicant tracking system. Don’t go through corporate HR. Find the hiring manager.

How do you do that?

You call the firm and ask who’s responsible for that function in the organization. Thus, in this situation, I am encouraging you to bypass the corporate recruiter, not the agency recruiter. Again, if you spoke with the agency recruiter about this job, you are using their information and it would be stealing from them, costing them tens of thousands of dollars that can affect their family, affect their business. You are being a thief.

What are you getting out of it anyway?

They’re going to do all the legwork for you. They probably have a relationship with this firm where they can, if you have the right skills, actually get you the interview. What’s in it for you anyway?

I do believe you should bypass corporate recruiters, particularly if the 1st point of entry is the applicant tracking system.

I want to repeat something I say all the time. Never EVER apply for a job or make it a 1st point of contact through an applicant tracking system.

Number repeat that.

Never EVER apply for a job or make it a 1st point of contact through an applicant tracking system.

Instead, find the hiring manager. Get introduced to the hiring manager by someone you know or someone you are connected with. It is better to do a pre-interview with someone you know who knows this hiring manager and can walk your resume over to them. They can tell the manager, “This person contacted me. I think they have a terrific background. Go for it.“

On the off chance that you are a lunatic they will walk directly to the firm, drive to the firm, take the subway to the firm to walk in the door and demanded to be interviewed, don’t.Don’t do that, please.

Some will disagree with me and say, “It shows how eager and motivated. You are.“

Look at it from the employer side. 1st of all, particularly if you are in an urban area, most buildings have security and you will get past them.You will not get past security. The 2nd thing is that what you are expecting someone to do is, without any preparation or forewarning, interrupt what they are doing at that moment and talk to you.

Think about it. Is that how you want to be treated? Do you want to be interrupted all the time and have to contend with someone who, I must and will honestly tell you, almost all the time when people have tried to do this with me, it has been a waste of my time. All I would do is a security to send a resume to me.

After all, I have had a Purdue chicken plucker apply for a software engineering position.

Don’t apply for jobs that you are not qualified for. Seriously, all you doing is wasting your time and theirs. It is going to be more of your time, but they’re going to take one look at your resume and think you are an idiot.

Don’t show up at someone’s doorstep, expecting to be interviewed. It is annoying.

But back to the original question. Should you bypass recruiters and apply for job directly? Corporate recruiters? Yes.

Agency recruiters? If you are working with one who will introduce you to this firm, no.

If you want to network you way to that firm, you have to go to an agency. Screw it! Just go directly to the firm and go directly to the hiring manager.

You can call up on the phone and ask, “Who’s the manager who is responsible for such and such?” If they tried to direct you to HR, simply say, “No! No! No! I’m not looking for HR. I’m looking for the manager that is responsible for that function.“

If they sound unsure, go to the head of the function and work your way down. In technology, it could be the CIO or CTO. It is an accounting, it might be the CFO or controller… Just work your way down from the top and reach out to them.

[/spp-transcript]

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

JobSearchCoachingHQ.com changes that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

What Does It Mean When The Recruiter Isn’t Returning My Calls or Emails? (VIDEO)

November 26, 2016 by Jeff

[svp]http://www.youtube.com/watch?v=iAvCs5PFdf0[/svp]
If I’m a job applicant and the recruiter I’m working with stops returning my calls and emails, what does that usually mean?

[spp-transcript]

The question for today is:

If I’m a job applicant in the recruiter. I am working with stops returning my calls and emails, what does that usually mean?

Well, let me pose a different scenario. If you are going out with someone and they stop returning your calls, texts and emails, what would that mean?

You know what it means. Who are you kidding? You just don’t like it.

Here is what often happens. Job hunters have this mistaken notion that recruiters work for them. They don’t. They work for employers who pay them. You aren’t paying them anything, right? You have to get this notion out of your head that you are working with them. You aren’t working with them. They are trying to fill the positions. Your background either fits or it doesn’t. When they have something that makes sense, they will be in contact.

You can drop them a message every once in a while (that doesn’t mean daily) to say, “I just wanted to let you know that I’m still available. If something comes up.”

Often, what job hunters do because they are “working with the recruiter” is nag and pester the recruiter.

Understand you are getting a message in the behavior in much the same way as in a dating scenario, if someone you were going out with stop returning your calls, you will get a message from that that they didn’t want to talk with you, right?

So, you know what it means. You just have to adjust.

Some people will say you have to work with a lot of recruiters. I have no idea where you are, geographically, or where you are in your career. For most people who do not have unique skills or are not at a leadership level, yes, you do have to connect with multiple recruiters. Recruiters are not pounding on doors to persuade employers to speak with you. That isn’t how the business works.

They are hired by employers and give them requirements for positions that they need to have filled and, if they find the right person, they will be paid for that. They are not getting on the phone to make 100 phone calls to companies just for you using a call was that they have prearranged so that whenever someone walks in the door they call 100 people every single day.

No. They are filling jobs. They are not “placing people.”

Let’s assume that you are a relatively inexperienced person, you do need to be contacting multiple people and, more importantly, you do need to be contacting people who graduated from the school that you went to and learn how they got there current job and whether there might be something of their employer that might fit you. You are trying to work with multiple recruiters and responding to ads. Networking to people that you don’t already know and doing informational interviews, networking, going to networking groups, telling everyone that you know repeatedly that you are looking for work…

It’s not enough to just simply tell them one time, you have to say it multiple times and the people are reminded that you are looking for job. After all, when someone has a cold, do referred your doctor to them? Probably not. People need constant reminders to refer you to things that they care about.

Back your original question. It probably means that they don’t have anything for you right now and leave them alone.

[/spp-transcript]

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

How Do Recruiters Handle Salary Negotiation? | Job Search Radio

November 25, 2016 by Jeff

What do recruiters do or not do to advocate for you? How do they generally operate? I answer this and more on today’s podcast.

[spp-transcript]

Let me speak to you today about how recruiters handle salary negotiation.

If you think recruiters go through mortal combat to advocate for you, and demand that employers pay you what you are asking for, you are kidding yourself. Let me walk through the typical process that recruiters go through. This is true of both retained a contingency search terms.

The employer contacts the search for; they contact an agency; I’m going to give both perspectives. They identify a role to be filled in the compensation that might be paid. They suggest a salary range and what bonuses might be like, what the benefits are… A whole host of things.

If the search firm has a relationship with this particular client, do you really think that this recruiter is going to start yelling and screaming at someone from his firm to get the money that you are asking for or are they more concerned about preserving the relationship with the firm that writes the check to them?

Yes, you can argue the case that without you. They are not going to get that check. But, at the end of the day, there is always another “you.” Yes, there can always be another employer, but there is work to open up their relationship and create that relationship again so they tend to advocate for the people who write the check.

For Example

So, starting with the process of your resume being submitted, they have a sense of the range and I’m going to use simple numbers here. $60,000. $100,000. $250,000. Here are 3 different salaries

Let’s say, for a $60,000 person, let’s say the range is $55,000-$75,000. For the $100,000 person, is $95,000-$110,000. For the $250,000 person, is $240,000-$275,000.

They know these are the ranges for these positions. So they may indicate what your current salary is and the sense of what you are looking for, or may just tell them your current salary.

If you attempt to to simply tell them what you are looking for and not talk about what you are currently earning, often (like, always), a firm will turn around and ask, “What’s he earning now?” “What is she earning?“

They do that because they refuse to give someone a prohibitively high raise.

Sales may be different. Sometimes, this will be called off. But for other types of positions, this is what happens. It is very very rare that a huge percentage increase will occur. Why? Because they are all operating under budget guidelines where HR is being reviewed and all their behaviors are being analyzed and when there is a percentage increase above a particular mean that is mandated by corporate HR, they turn around and ask, “What the hell was this all about?” It adversely affects them and how they are seen. So they operate within these guidelines basically say, “if a person makes $60,000, you offer them $66,000. That is a 10% raise. That is good enough.“

Guidelines

“If a person makes $100,000, you offer them $105,000 or $110,000. That is a 5% or 10% raise. That is good enough.”

“If a person is making $250,000, or for them to earn $260,000 or $265,000. We don’t give 10% raises at that level. We give X percent increases.“

See where I’m coming from?

That is the behavior that starts off. Thus, when the offer comes in, it might be low. Let me go back a step.

You are interviewing along the way and now, if you are out of work, you may be asked in the course of your interviews, “So, what’s going on for you in your search? Are you close to anything?” If you say you don’t have anything going on right now, you just hurt yourself. You have lost your leverage. They can issue an offer to you and say, “Take it or leave it. It’s your choice. We have other people that can do what you do. We’ll go find them and you are out of luck.“

If you are working or are asked this question, you say, “I have some other options. Firms have expressed interest and I have final interviews with 3 other firms,” then they understand is competitive and they may push things up. If they ask which firms, you say, “I would prefer to keep their name out of it so that everyone is bargaining with the same degree of knowledge.”

“If I say to you, I’m interviewing at this firm or that firm or this firm, and I do the same thing with them, I think that is unfair. I want to see what your best offer is based upon your assessment of me, not based upon the competition.” But, what you are doing is creating competition because they don’t know what the target numbers.

If you tell them what the target number is it these other firms, that’s probably what they’re going to come in for anyway. No one tends to go much higher.

If there is a low offer that comes in, a search firm is going to advocate for you. They will spend some time talking with the client. The client will counteract that remark, generally with a comment that says, “Well, based upon a comparison with people who we already have working here with that amount of experience in this level of skill, we assess this person would be worth X number of dollars.“

Most of the time when it really comes down to is that you didn’t do a good enough job you’re interviewing to demonstrate your value at the level that you are asking for. Thus, they are making a lukewarm offer based upon the opportunity that has been presented.

Your recruiter is not going to go into a death-match with the hiring firm in order to get you the position. They would rather go into that death-match with you, to manipulate you or persuade you to accept the offer at the level that is been offered.

Why is that? The job under is easier to change then the employer is and they know the relationship with the employer can continue afterwards, particularly if they got you to say yes to the low offer.

That’s the scenario that normally comes up.

[/spp-transcript]

If you have a question about job hunting, email me at JobSearchRadio@gmail.com. I can’t answer every question . . . but you knew that!

Do you think employers are trying to help you?

You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!

Working With a Recruiter | Job Search Radio

August 20, 2017November 22, 2016 by Jeff

People have silly ideas about recruiters and what they do. Let me clear things up.

[spp-transcript]

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!

Does Using a Single Recruiter Limit Your Job Possibilities?

November 20, 2016 by Jeff

[svp]http://www.youtube.com/watch?v=RVFjNG1u8u8[/svp]

If there is a recruiter that you are comfortable with, is it limiting to go only through them? Do recruiters only give you the connections to their direct clients, or do they reach out to all the same companies that are posting jobs on the web?”

“Oh! You don’t have any positions open right now!

[spp-transcript]

Does using a single recruiter limit your job possibilities?

The person goes on to say, “If there is a recruiter that you are comfortable with, is it limiting to go only through them? Do recruiters only give you the connections to their direct clients, or do they reach out to all the same companies that are posting jobs on the web?”

Let’s deal with the reality of recruiting. Do you think that every employer is talking with every recruiter on the planet? Of course not. You know that for yourself. I want you to put yourself in the position of employer and receiving a call from someone that you’ve never heard of before, who is saying, “I have this great guy. You really need to talk to her. He’s terrific. He’s colossal. He’s fabulous! You really need to talk to her. Oh! You don’t have any positions open right now!” Then they call the next employer that they have never heard of before and the employer has never heard of them before, saying much the same thing and begin getting turned down.

Why? Because there is no relationship with between the 2 parties. There was no contract in place. There is no access to the jobs that are open at this firm.

Recruiters do not get on the phone and call individual companies on behalf of a particular job hunter with any regularity. Yes, some do and some say that they will (and don’t) let’s also assume that the person that you’re speaking with is remarkably honest and they are recruiting firm works with every employer in your market area. If that’s New York City, Los Angeles, or the bay area, what do you think the likelihood of that is?

What do you think the likelihood is that every hiring manager at every firm in your market area will take a phone call from every recruiter and and accept them presenting you to them? I think you are smart person can figure out that that is unlikely to occur.

It is great that you have a good working relationship with the particular recruiter but what do you really know about them? Yes, you are comfortable with them but sometimes being comfortable is the worst thing that could happen to you. Sometimes, you need to work with someone who’s going to make you uncomfortable and push you to your limits in order to get through and help you extend yourself.

So, what will recruiter do? His or her firm is working on filling a certain number of positions that they already have available. They may reach out to all the firms that are advertising on the web in your area. How likely you think that is given all the firms that are advertising on the web these days? There are millions of positions open in the United States. How likely is it do you think they are getting on the phone and reaching out?

Do you think they are spamming your resume to the Western Hemisphere? Do even want them to spam your resume to the Western Hemisphere? Of course not. What you want is a hiring manager and a recruiter who have a relationship with one another, where the hiring manager trusts this individual and the recruiter understands the needs of the hiring manager.

In a given agency, even the largest ones, there are only a finite number of situations that each recruiter has with their clients that allows them to deliver that result. If you are in a 60 person agency, 3, maybe 4 clients you have that degree of intimacy with? So, 180, maybe 200 tops, firms in the entire agency that they have access to in that office.

You do the math for your market area. Are you limiting yourself? Yes! It is a mistake to do that.

Yes, you want to work with people who you trust but do they deserve that trust?

Go to their profile on LinkedIn and see how much experience they really have. I have heard from a lot of people. The recruiter will claim to have 15 years of experience and you go to the LinkedIn profile. You can see that they have been working as recruiter for 2 years. Worse than that, sometimes you see that they been working 2 years here and 3 years they are in one year here in 6 months there. It tells you that they are not placing a lot of people that they need to change jobs regularly.

Sometimes, that’s because they have been like to buy the employer but most of the time is because the recruiter is not performing to a high level. As a result, they have to change jobs way too often.

There are messages behind everything. Be smart about this. Don’t rely upon recruiters to do everything for you. Get out there and start networking because the statistics say that recruiters fill at most 20% to 25% of all positions. Most jobs are filled as a result of networking and, in particular, by networking to people that you did not know at the beginning of your job search.

So get out there and get to work and stop procrastinating. Stop outsourcing your job search to people who you barely know.

[/spp-transcript]

Do you think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Turn It Up! | No BS Job Search Advice Radio

November 16, 2016 by Jeff

Jeff Altman, The Big Game Hunter shares some of his observations about working with recruiters and applies it to job hunting.

[spp-transcript]

In my career, I’ve trained a lot of very successful recruiters. I’ve also trained some people who have washed out. I put my best effort to try to help these people. But, when push comes to shove, ultimately, the onus falls on them to follow through a lot of the coaching that I give. Often, the biggest failure is around effort.

Most people (including job hunters in this) say they want to do a hard days work and they want to put in. Best effort. They want to be successful BUT when you examine what they do, they are not working as hard as they think they are. That is true of job hunters, too.

How People Find Jobs

For you as a job hunter, statistically, people are finding work in a number of ways. Consistently, statistics show, the job boards fill between 3% and 4% of all positions. Recruiters fill an additional 20% to 22%. I’m going to combine the numbers because some recruiters use job boards to find candidates. And I will add a little more than that. So, let’s assume that 30% are filled by job boards and by recruiters.

70%, though, is filled as a result of networking. In a recent statistic that I heard, 70% that of those jobs (70% of the 70%) or filled as a result of a network connection to someone that they didn’t know at the beginning of the job search.

Here’s the point. You are not working as hard as you can to find people to connect with and develop a relationship with in order to become 1 of those people in the 70%. What you need to be doing is putting in a “Max effort.” You need to try that much harder, to operate at a much higher capacity than you are now. I’m not saying to work like a maniac. You need to have some fun and there, too. At the end of the day, you need to kick it up some notches. You need to put yourself out there with some people you are not really talking to yet. You need to track these relationships so that, in this way, you remember your conversations, what your commitments are and follow-up… Stuff flows along those lines… When push comes to shove, you have to kick it up. Some notches.

Again, it’s not who applies to the most jobs on the job board. You are swimming in the lake with a lot of hooks out when you’re swimming in job boards. There is a lot of competition with other fish in their for that hook. You want to be out there swimming in streams and rivers that have hooks out there, but not a lot of fish there. This way, you are able to swim up and be able to connect with the organization. In addition, you need to be able to come in with a referral from someone you know.

[/spp-transcript]

Do you think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

Do Recruiters Care When I Email Them?

November 11, 2016 by Jeff

[svp]http://www.youtube.com/watch?v=c5NSPneQy5c[/svp]

It’s currently 2 a.m. and I got an email for a software engineering position earlier this afternoon. Do the recruiters take the time sent of the email into consideration before looking at the candidates resume?

[spp-transcript]

“Do recruiters care when I emailed them?”

When I 1st read the question. I interpreted it as do they mind that I send them an email. As I read further, I understood that what the person really wanted to know was about whether it matters at what time, I emailed them. Let me read the complete original question.

Do recruiters care when I emailed them? It is 2 AM, and I received an email about a software engineering position earlier this afternoon. Do recruiters take the time sent of the email into consideration before looking at the candidate’s resume?

The short answer is, “No.” It doesn’t matter. Why? You may think it indicates that you are excited/anxious… Things along those lines. Remember, with “Delay Send,” in Microsoft, Outlook and other email clients, you can set up your email so that it is sent at any time of the day or night. They do not actually know if you have sent it at 2 AM. All they know is that it is date and time stamp for them at 2 AM but you can set it up to send it at 7 PM.

It also doesn’t mean anything if your background does not fit. After all, the most important variable for every recruiter is, “Does your background fit the job?”

Usually, this question comes from a less experienced person who may be stretching in order to try to get themselves considered. After all, if you have the background, if you have the experience, there is no question that they will be in contact, right? If you don’t have the experience, you start to look at all these tangential things as being important.

What time you sent your resume is small stuff. The most important thing you can do is demonstrate how your background fits the job.

[/spp-transcript]

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

What Do Recruiters Look For When They Interview Someone?

August 31, 2017November 1, 2016 by Jeff

[svp]http://www.youtube.com/watch?v=5OX4Ym8SWks[/svp]
This question was originally asked about IT positions however, I believe the answer can be applied to any type of interviews.

[spp-transcript]

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Is It OK to Add a Recruiter on LinkedIn After An Interview? | Job Search Radio

October 27, 2016October 27, 2016 by Jeff

I love this question. It shows that the person is thinking and trying to use a new relationship to build your network. But the question is a little unclear. Agency recruiter? Corporate recruiter? I decided to answer both.

[spp-transcript]

Today’s question is, “Is It OK to Add a Recruiter on LinkedIn After An Interview? Whether You’ve Gotten the Job or Or Not“

Great question. One thing I don’t know is whether this is an agency recruiter corporate recruiter. I’ll take the time to answer both. Let me start with agency recruiter.

Why are you waiting until after an interview???You can do that right at the beginning.You’ll get access to their connections and, of course, they’ll get access to yours. But let me let you in on a secret.They probably have far more connections than you so you benefit far more by the request and they do. They may pick up a small incremental addition. Using myself as an example, I’m someone with over 16,00 1st level connections. I only start adding LIONs (LinkedIn Open Networkers) and recruiters In the past few months. Most of my contacts are with “civilians.” You know, people who are employed in organizations looking for work or who are successful in organizations.

For me, I pick up very little from you you pick up a lot for me. Reach out to agency recruiters all the time in the market area that you work. Do not delay.

Corporate recruiters. Reach out to corporate recruiters. Julie after the interview, whether you get the job or not. Reach out to the hiring managers you talked with after the interview whether you get the job or not. For the hiring manager, you can say something like, “I enjoyed speaking with you. Whether you choose me or not, I would like to stay in touch.“

It’s a real simple, human message. Do the same thing with the corporate HR recruiter. Send the same type of message.

“Thanks for taking the time to speak with me today. Whether you advance my candidacy are not, I would like to stay in touch. After all, you never know where we might run into one another again. Perhaps we can help one another.”

It’s a nice approach. So, by all means, reach out to recruiters. You don’t have to wait to connect with agency recruiters. With hiring managers and corporate recruiters, yes, wait until after you meet with them. That’s the perfect time.

[/spp-transcript]

Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

Connect with me on LinkedIn