A while back I attended an event at which three recruiters from large companies told us what they look for in job candidates. It was interesting to get “the inside scoop” on the hiring process. VERY interesting! Here are some of the things I learned [peppered with my own HINTS]:

1) When a company posts an opening they usually get 500 or more applications. The ONLY way they can sort through that kind of volume is to use a piece of software to do it for them. Guess what means to you.  If your resume doesn’t exactly fit the key words for the specific job posting it probably won’t make it through the initial screening. [HINT: If you are going to apply for an online posting, be sure your resume fits as closely as possible with the job description in the posting -- and NEVER lie about your experience!]

2) Recruiters KNOW that this process screens out dozens of candidates who are more qualified than the ones they are actually interviewing, but they simply have no choice. [HINT: Get to the recruiter BEFORE they put the posting online -- we have some helpful ways to do that!]

3) Recruiters would rather view their job as a strategic effort of the organization, than simply a “position filling” service. In that regard, the BEST recruiters are looking to fill positions down the line as well as the one in front of them. [HINT: Upsell yourself by helping the recruiter see your potential to get promoted through the ranks of their organization. That way you will help them fill both the current job for which they are interviewing AND the one they will need to fill in a year or two.]

Perhaps the most important thing to remember when working with recruiters is that less than 15% of people find their job this way.  You can increase your odds by treating the recruiter as a networking partner.  Follow the rules of networking, and recruiters can become a helpful tool for helping you find a job.

Happy Hunting!

Related Posts

• How To Work With A Recruiter In Your Job Search
• Are You Ready To Get Hired?
• Are You Sick And Tired of Being Sick and Tired?
• What is a Personal Brand and Why Do You Need One?
• 7 Key Ways to Promote Your Personal Brand

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“If ignorant both of your enemy and yourself, you are certain to be in peril.”   Sun-Tsu, The Art of War

24 centuries ago Sun-tzu taught his generals that winning involves two things: knowledge of one’s self and knowledge of one’s opponent.  This advice is still true today — especially for job seekers going on an interview. (I know the interviewer is not your “opponent” per se, but you must admit that sometimes it feels that way!) Understanding who you are interviewing with and what their objectives are for a particular interview will give you a leg up on your real competition . . . other candidates for the job.

In today’s post I outline the 5 basic types of job interviews in which you, as a job seeker, will participate. It’s important to know what your interviewer (i.e. your “opponent”) wants to get out of the interview, so you can move on to the next step where the position and salary are finally negotiated.

1) Phone Screening

• Formal interview to see if you match “the description”
• Often by phone
• Usually conducted by internal recruiters or HR

What is the purpose from the standpoint of THIS interviewer?

• screen OUT candidates
• narrow a long list
• send a few ‘qualified’ candidates on to hiring manager

2) Recruiter

• External (usually)
• Experienced at screening candidates
• Makes quick judgments
• Likes a concise, clear resume that fits exactly
• May be rather direct, even abrupt (“jilted lover”)
• Knows their client’s culture

What is the purpose from the standpoint of THIS interviewer?

• Gets paid for the right match — wants to avoid a mismatch.
• Send the right candidates forward (look good!)

3) Hiring Manager

• Wants to know if you can solve problems and get the job done
• Sometimes has to sell you (and the position) to Sr. Management
• Concerned about fit with the team
• May rely on input from others

What is the purpose from the standpoint of THIS interviewer?

• Doing the right thing
• Not looking bad to their superiors

4) Peers/Team Members/Direct Reports

• See how your skills compare with others in the group
• Ascertain competencies
• Make recommendations to decision-maker
• May see candidate as a competitive threat

What is the purpose from the standpoint of THIS interviewer?

• “Will you fit-in here?”

5) Senior Executives/President/Founder

• Conceptual thinkers – sees the big picture
• “Don’t waste my time!”
• Concerned how you will fit into the culture
• May want you to be a change agent (“Danger, Will Robinson…”
• May want to brag (tell how he or she built the business)

What is the purpose from the standpoint of THIS interviewer?

• Has a problem and wants to know if YOU can solve it.

Knowing who you are interviewing and understanding THEIR needs is critical to taking the next step in the interview process. There is a lot more information on interviewing and negotiating in the Careers 2.0 membership site.  Sign up now for free access.  Good luck and happy hunting.

Job Interviews / Interviewing Related Posts

• Want to Ace the Behavioral Interview?
• How To Conduct An Informational Interview
• Interviewing Tips – a Video Montage
• 101 Job Interview Questions
• How to Nail The Job Interview

Welcome December!  This month I am participating in a 30 Day Blogging Challenge with some other bloggers.  As you know, this blog is all about helping people find a new job. Not just any new job, mind you, but rather, the perfect career. That’s why we write about acing the interview, cutting time off your job search, and using Internet job boards (like LinkedIn, Monster.com, and Twitter).

This 30 day blog challenge will allow me to develop some new material to use in the Careers 2.0 website.  That means two things for you: 1) you get the opportunity to add your 2 cents to the conversation, and 2) you get it for free before everyone else! This blog is all about offering free job advice, free job resources, free resume examples, and much more. We deal with topics such as networking, building a personal brand, working with recruiters, unemployment, interviewing and salary negotiation. What would YOU like to see us cover during the 30 day challenge? I hope you will participate by adding your thoughts to the conversation.  Actually, it won’t be much fun without you! Oh, and don’t forget to pass the links along to your fellow job seekers.

While the long term goal of this blog is to help everyone in America find the perfect career for this time in their life, my short term goals are a bit more attainable. Here are my goals for 30 day blog challenge:

1. create 5 posts on Personal Branding as it relates to the job search.
2. create 5 posts on interviewing and interviewing tips for job seekers.
3. add 50 followers to Facebook blog list.
4. add 200 people to newsletter mailing list.
5. get 3 posts to get picked up by a national venue.

Thank you for joining (and encouraging) me on this 30 day blogging journey.  And don’t forget, happy hunting!

30 Day Blogging Challenge – day 1.  Tomorrow’s post: “Do You Have A Professional Photo?”

Sticking to your guns can be difficult when you have been searching for a job for awhile – even a month. You know exactly what you want, from atmosphere to pay, but an “okay” offer seems better than no offer. I am not trying to pick on employment agencies, but I have another story of lessons learned from poor choices.

My second experience with an employment agency in Portland started on the right foot. The gal got me – I mean really got me. She found a job that started at a fairly menial wage and position on the totem pole, but would quickly turn into a management position in an executive office suite. The variety, challenge and communications aspects of the job were right up my alley, so I took it.

It was important to me that I work for the agency for awhile and not be “bought out” by their client. The two main reasons were the reliability of the agency and health insurance. I didn’t know this new company well enough to trust them.

I have always been a bit naïve, with a little too much faith in people. So when my new company told me they wanted to end the contract with the employment agency so they could pay me more – and I would get insurance, I hesitated, but fell for it. You can probably see the rest of the story unfolding.

Within two weeks, I had discovered the company had no insurance plan, no intention of raising my pay, and tons of problems with the new facility and angry tenants. To salt the wound – actually dump lemon juice in it – I found out the company would soon be served legal papers for owing the property manager almost $200,000. (Don’t hire an ex-reporter if you want to hide issues.) They had only been in the building nine months. Meanwhile, I was doing managerial work for $10 an hour while my boss was at home nursing.

Now, this experience was part of my process. I met a lifelong friend here and dozens of other incredible business owners. I ended up getting hired from a company a floor higher who heard of me from building tenants. But it is important to share my lesson. Although everything works out in the end, it is important to stick to your guns. You know what you want and what you are worth. Don’t be persuaded to take a job that offers a fraction of what you need to be happy. At the very least, get an option for review and pay raise (or what the job offer is lacking) in writing. And if you work with an employment agency, treat them like your personal agent. Make sure you get what you need before they get paid.

So you are looking for a job.  Well, sooner or later someone is going to suggest you find a recruiter (sometimes called a head hunter, or a job placement agency).  It’s not a bad idea, but it’s not a panacea either.  If you are going to work with a recruiter, there are some things you should know.

1)    Recruiters do NOT work for you.  It’s NOT their job to find you a job.  Recruiters are paid by a company to find candidates. As such, you are part of their inventory.  Nothing more and nothing less. This may sound “cold”, but understanding that fact up front will save you heartache and time.  It will also help you work more effectively with recruiters.
2)    A recruiter will not pass your name along to a company if they don’t feel you are a perfect fit for the position.  If they pass along a candidate that is determined to be “unqualified” they risk their reputation with the hiring company.  If you feel you are a great fit, you need to work with your recruiter to understand the needs of the position and re-tool your resume to fit it exactly.  If you can’t, you should not force the issue.
3)    Remember that recruiters are people.  They have specific needs for accomplishing their goals so they can make a living. Recruiters are busy people.  They work long hours and are pulled in many directions. They may not get back to you as quick as you would like.  They may not be “tactful” in their responses to you. . . in fact many recruiters I know pride themselves on being “brutally honest.” As such, it’s in your best interest to develop a relationship with a recruiter.  Don’t try to “use” them in your job search.  Nobody likes to be “used.” If you don’t have thick skin, working with a recruiter may not be for you.
4)    Treat your recruiter as a networking partner. Nearly every recruiter I talk to tells me that they have trouble finding qualified candidates for the positions they are trying to fill.  They are overwhelmed with people who do not fit their needs, and this can cause them to become a bit cynical.  You can overcome this problem by proving to be a valuable networking resource to them. Since you are networking with other job seekers, you know who is out there looking and you know what their strengths and weaknesses are.  Help your recruiter discover hard to find candidates and they will remember you when they come across a job requisition that’s right for you!
5)    Remember, only about 10-12% of jobs are ever filled by a recruiter.  Working with a recruiter may be right for you, but don’t limit your job search to just one method.  If you decide to work with a recruiter, you should also be out searching for opportunities for yourself. Many opportunities will never cross the recruiter’s desk, so don’t put all of your eggs in that one basket.

Working with a recruiter can help accelerate your job search, but it isn’t right for everyone.  If you remember these 5 tips for working with a recruiter, your experience will be more productive and pleasant for all involved.

Join us tomorrow as we explore the question, “Should You Have A Video Resume?”  In the meantime, happy hunting!

A recent Gallup Management Journal article encourages hiring managers and HR recruiters to begin “courting” qualified talent now for jobs that aren’t even available yet.  That’s because, even in a deep recession with so many people unemployed, recruiters have a tough time finding good candidates to fill important positions.

How can that be? Well, here’s my take on it. . .

I work with a ton of job seekers and see a lot of resumes. Most of them aren’t very good at presenting strengths that are most desirable to hiring managers.  Most resumes look like an obituary for someone who has led a very boring life.  Most job seekers present themselves in an unfavorable light, which makes FINDING good candidates a difficult task for recruiters and hiring managers. So one of the biggest problems in finding good candidates is with the candidates themselves.  Job seekers just aren’t showcasing their strengths to show up on the hiring manager’s radar.

A second problem is that hiring managers and recruiters receive more than 500 resumes for every position they publicize.  Who wants to search through a pile like that?  Of course, no one does, so hiring managers look first for recommendations from people they already know and trust.  Asking for recommendations makes their job easier and more manageable.

What if  you could be different?  What if you could develop a resume that was built around skills and abilities that recruiters and hiring managers are scrambling to find?  And then, what if you could get your resume recommended to hiring managers who are looking for people just like you to help solve their business problems?  If you could, don’t you think you would have a better shot at getting that perfect job?

If you utilize a system to help you clearly define your Unique Selling Proposition (USP), you are in a much better position to be “found” by recruiters. In addition, effective networking will help you be one of the ones recommended for a position, rather than being one of the ones in the huge pile of applicants.

If you already have the tools to do these things, you should be spending 80 percent of your time networking and following your job search system.

If you don’t have a system yet, or don’t know how to go about networking, we’d love to help.  Just sign up for a FREE ACCOUNT with Careers 2.0 and get started. It’s fast.  It’s easy.  It works. We would like to help you become one of the ones being sought after by recruiters and hiring managers!  Get started today!