How Recruiters Find People

In my 29 years of recruiting, I have talked with and trained over 200 recruiters around the country in advanced recruiting techniques. Given this, I’ve learned two things 1) the recruiting industry is not homogeneous and 2) we all may be different, but there is one constant; how we find people. There really isn’t anything all that unique about how recruiters go about locating potential candidates. We all use our networks and other people’s networks. This includes both on-line networks such as Linkedin (Click here to join our Linkedin Job Search Group) and off-line such as networking groups in our community.

So why is this important to candidates? Because the most often asked question of recruiters is, “How do I get in touch with retained recruiters?” The answer is a simple one; “You don’t need to.” You don’t really want to get in touch with every recruiter, that is impossible. You only want to get in touch with those recruiters that have a search that meets your background. All the other recruiters don’t matter! So the real question should be; “ How do I get recruiters looking for me, to find me?” Now that is an easy thing to do, but like most things it isn’t simple.

The answer is one word; NETWORKING. Since recruiters maximize the use of their networks and others, all you have to do is be so well networked that a recruiter can’t help but find you. If you really are well networked, as recruiters tap into their networks, your name will always come up as a referral. The more often recruiters hear, “You should call ____, they sound exactly like what you are looking for” the higher the probability you will get a call.

So, if you want to have recruiters calling you, make sure they can find you.

GET YOURSELF NETWORKED in multiple industries and with multiple functions. Don’t forget that Linkedin is used extensively by most recruiters, so it is critical to have your profile up to date and complete. You can download for free our 8 Point Success Matrix For A Linkedin Profile, just click here.

Having A Job Search Plan

Having a written and comprehensive job search plan is one of the most critical components of a job search. In today’s market you will rarely get a position without one. Your plan must include both off-line and on-networks. This show discusses in great detail exactly why you need a plan, what a plan should be and how to leverage the plan. If you are new to the job search, understanding the importance leveraging the internet is the most important issue  to grasp. Is your Linkedin profile up to date, is your resume searchable on Google and how are you active in groups.
You need a job search plan and this show is the place to start.

The Most Important Three Words In A Search?

Everyone knows the three most important words in real estate are location, location, location.

So then, “What are the three most important words in a job search?” (Answer below)

Not knowing these will impact just about every aspect of your job search, including your resume, the phone interview, definitely the face-to-face interview, and even the first impression once you start. That is why these three words are so important, no critical, to one’s search.

Recruiters are constantly amazed at how candidates take a job search for granted. The genesis for this article was a comment a candidate said to me just yesterday. Having just completed an interview the previous day, I asked the candidate how he thought the interview went. He replied, “I think it went OK. I did a lot of research on the company ahead of time so I felt prepared.” So far so good. Then I asked, “Were you asked any questions that you didn’t feel you answered completely?” His reply, “I guess I wasn’t really prepared for the questions. I haven’t had that many interviews so I wasn’t ready for the questions. I think I need to start preparing for that.”

Isn’t it a little late to start preparing for the questions one is going to be asked, after the interview?

This is the problem recruiters encounter daily. Candidates don’t understand, or get, the priorities of a job search. Knowing what to do and when to do it is the difference between getting the job and not getting it. Random luck rarely works in a job search.

I have said to hundreds of candidates, “You need to prepare for the questions you are going to be asked.”, he would have said,”I know.” I get so tired of hearing “I know.” From now on please replace it with, “I’m doing it.” PLEASE.

The answer to the question is, presentation, presentation, presentation.

Let me know if you knew these. I have asked over 500 candidates this question and none knew the answer.

Please don’t say, “I knew these.” Instead please tell me, “I’m doing these.”

Presentation, presentation, presentation is the key to a successful job search. Those that have this mastered will always do better than those that don’t.

Presentation includes:

1. How well your resume presents your accomplishments. This includes aligning them closely with the needs of the job. The correct terms and phrases immediately catch the reader’s eyes. Leave the correct amount of white space so the resume doesn’t look cluttered and unorganized. (Consider listening to our audio on, “Traditional Resumes Are Worthless – Click here).
2. How well you communicate during a phone interview. If 70% of communication is body language, and this is missing during the phone interview, how do you effectively communicate when 70% of the communication is removed. (Consider listening to our audio on phone interviewing click here or downloading our free chapter on, “Winning the Phone Interview” – Click here).
3. Face-to-face interview. The first impression drives the interview. A strong first impression will set the tone for the rest of the interview. Make a strong presentation and you often get an easier interview than with a weak first impression.
4. Preparation is all part of the presentation. Knowing how to make a strong and professional introduction, when to pause for effect in your answer, how you will stress the points you know are critical, how to answer the question in a succinct manner, when to lean forward in the chair, how to demonstrate high energy during a phone interview, what questions to ask during the interview, how to use your voice inflection, eye contact, etc. are just some of the keys to a great presentation. (Consider reading the blog article, “Where’s Wes, Not Waldo” – Click here).

Presentation takes an enormous amount of preparation and practice. This about “doing” not “knowing.”

Please leave us your comments and if you knew the answer to the question.

To review all our free resources and tools – Click here

Candidate Interviewing Mistakes

We discuss some of the most common interviewing mistakes candidates make. This program is dedicated to helping ensure those that listen will not make these mistakes. The mistakes are so common that most candidates don’t even know they are making them. Having conducted over 10,000 interviews as a recruiter for over 30 years and co-interviewed thousands of times with clients, these common mistakes are the biggest reasons most candidates don’t get the job. If candidates would avoid these few mistakes their success rate would dramatically increase.
By doing these few things (not knowing them – doing them) and your competition making these mistakes, you will win the job and they will be eliminated.

Are Recruiters Looking For Qualified People?

NO.

A common assumption made by most candidates is that, “I’m qualified. Why don’t you call me?” Simply put, you answered your own question. We don’t want qualified people.

Recruiters are only looking for exceptionally qualified people.

Especially in this market, companies don’t need to hire us to find qualified people. They can do that on their own for FREE.

If you want to have recruiters notice you, if you want recruiters to call you once they receive your resume, and if you want recruiters to return your phone call, then you must demonstrate why you are exceptionally qualified. We are not looking for just qualified, or as most candidates indicate in their emails, “I think I’m a good fit.” Recruiters don’t want “a good fit” either. We want exceptional fits.

Our book, “This is NOT the Position I Accepted” was written for this exact reason. We really attempted to help candidates understand how to demonstrate they are an exceptional fit. The 5 steps in the book give great detail on being or becoming exceptional. These 5 steps closely follow a sales model, after all, you are now in sales.

1) Define the product. That is you. Why are you so different from your competition? This is the, “what makes me exceptional” part. If you can’t define this, then you are not exceptional. Don’t feel badly. Not everyone can be exceptional. Only the top 15 – 20% are exceptional.

This is probably the biggest reason most candidates fail at being exceptional. They don’t take the time to perform an in-depth analysis of their strengths and transferable skills. (We have a free skills assessment tool for you do download at the bottom of our home page CLICK HERE TO DOWNLOAD).

2) Identify Customers. All good sales people have a target list of customers , who they want to talk to in that company, and how to get to them. This is your network. Of the thousands of candidates I interview, very few have a real focused, targeted list and a plan to get to the person. Real sales people don’t just randomly call on companies and neither should you.

3) Marketing Materials. This is your resume. Sales people know that marketing materials are just support documents that open doors. These documents don’t close the sale. Most companies that are market focused have multiple marketing documents. They know that customers are motivated by different things and they need to get to what motivates that customer to make a sale. One size fits all, doesn’t work.

Your resume should be focused to the company/hiring manager/recruiter’s motivation. Your resume should clearly articulate the benefits to the person or recruiter whose attention you want to attract. This is not one size fits all.

You can download a free audio on, “Why Traditional Resumes Are Worthless” by CLICKING HERE

4) Sales Presentation. In the candidate’s case the presentation is the interview, either via phone or face-to-face. Sales people practice this at length. Sales reps often have the manager go along to ensure they are skilled at this. Sales reps anticipate objections, seek out the answers to overcome the objections, and then practice to make them appear unrehearsed. Sales people know exactly what questions to ask to elicit the information needed to make the sale.

Most candidates don’t rehearse their presentation to anyone. They practice answers in their head, but rarely write out the answers. I have watched more interviews collapse when the hiring manager asks, “What questions do you have for me?” The candidate sits there like a deer in the headlights. This part of the interview is so important that we have included over 150 questions to ask in an interview in our book and have even divided the questions into categories. The list includes questions on leadership, initiative, values, management style, and questions specific to the job, organization, etc.

The questions you ask are often more important than the answers you give.

To receive a free chapter on, “Winning the Phone Interview” CLICK HERE.

We also have a whole chapter on the ten most important questions to ask in an interview.

Less than 10% ever ask even one of these. Amazing.

5) Follow-up and closing. It is all a waste of time if the follow-up and closing doesn’t happen. For candidates, this happens in a couple of different areas, thank you letters (we even provide an example), second and third interviews, and of course closing the deal. This may even include a contract.

Mastering, NOT JUST KNOWING THESE, but mastering these will make you the exceptional candidate recruiters are seeking.

Knowing them will ensure you stay a qualified candidate.

For more information on becoming exceptional see all of our free resources, review the free audio library where we post new audios every week, read our other career management blog entries and even listen to our talk radio show on Monday’s at 11 – noon PDT on www.latalkradion.com.

You can receive our candidate job search workbook for FREE by CLICKING HERE

Now you have the resources and tools to become an “exceptional” candidate. We hope you will pick up the tools and begin using them.

What You Don’t Know About Un and Under Employment

There are two sides to every job search. We all know the tactics of a search, writing the resume, interviewing, networking, etc. These are important but the most important aspect is the personal and emotional side of every search. Sooner or later these emotions take hold. Dealing with the family, spouses, finances are the 800 pound gorillas in the room that few if anyone ever talk about.  Our guest, Pam Christian, is an expert dealing with the personal side of un or under employment. Pam speaks nationally, she has been on numerous radio shows, written books and conducts workshops and seminars on this subject. Pam shares with us her life experiences going through the tough times while unemployed and how her family survived this 4 year period. She also gives solutions and resources you can tap into BEFORE the worst happens to you. Her website www.wydk.org lists these resources and future events for you to download. In addition, you can download from www.impacthiringsolutions.com a FREE skills assessment tool to help you evaluate your transferable skills

Are You In The “Circle of Transition”

As a recruiter I must review hundreds of resumes a week and tens of thousands in my 30 year career. Over the last few years, I have noticed a dramatic increase in the amount of turnover candidates have on their resume. I have also noticed a dramatic increase in push back from clients on the amount of candidate turnover.

There are many good reasons that one finds themselves on the job market. For many, a pattern of turnover develops and it is hard to accept that it is just coincidence that the company was sold, a new boss, the company relocated etc. Granted, this may happen once or twice, but it is hard to accept 5 or 6 time in 8 years. For a few maybe. Often the real reason is clear, the person took a position they really should not have accepted in the first place. We call this the, “Circle of Transition.”

One enters the Circle of Transition the moment any level of frustration enters their job search. You can be employed or not, it doesn’t matter. Once you become frustrated with your current situation you are either in, or about to enter, the dreaded Circle of Transition.

So this is how the circle works; that frustration eventually turns into desperation, that desperation turns into rationalizing that a less than acceptable position may be a “good” opportunity. After enough rationalization the candidate begins the justification process. Now in their mind they have actually justified why a less than acceptable position is a “good” opportunity. Once it is justified, that then leads them to accepting a less than acceptable position. Six to twelve months into the less than acceptable job, frustration sets in, then desperation and you are in the Circle of Transition.

Our job search workbook, “This Is NOT The Position I Accepted” goes into great detail on the Circle of Transition and how to avoid it. You can get a graphic of the Circle of Transition for free on our Web site just click here.

One solution to the Circle of Transition is always understanding exactly where you are in the circle. This is extremely difficult for most candidates. Simply because once in the rationalization phase, candidates don’t or won’t accept that the position isn’t right for them. They completely ignore their gut, coaching from others, or any advice.

My recommendation is to click here and download the graphic and paste it on your mirror. Every morning pinpoint exactly what phase you are in. This way at least you can start to deal with the issues. The solution to every problem starts with identifying the problem. Once you know what phase you are in then you can deal with it and maybe find your way out of the circle.

We offer a wealth of FREE resources for candidates in-transition. We encourage you to take complete advantage of these resources.

To explore our audio library and download past radio shows just click here.

To listen to our talk radio show every Monday from 11 – noon PST click here.

We encourage and request your comments and feedback. Please consider giving us your thoughts in the comment section.

Phone Interviewing Quiz

Most interviewing processes start and stop with the phone interview. In our opinion this is the most important interview. Not only because if you fail here the process stops, but mainly because it sets the stage for the in-person interview if you do well. Have a great phone interview and the mindset of the person bringing you in for the face-to-face interview is already positive, they believe you must be qualified, and you are starting out in a strong position.

Here is a quick quiz to see if you are ready to, “Win The Phone Interview.” Answer these in your mind, not fair if you already read the book or downloaded the free chapter. (Answers below)

1. List all three factors that can be measured during a phone interview. Must list all three.
2. How long should you talk before re-engaging the interviewer?
3. Is the format for answering a question different than a face-to-face? If so, what is different?
4. Is there a possible benefit from not answering the phone? If yes, what is it?
5. What is the only purpose of a phone interview?

If you can answer all of these, then you are aware of how different the phone interview is from the in-person interview. If you can’t answer all of them then you should consider doing your homework. It is possible you’ve missed an opportunity because you were weeded out during a phone interview.

To help you, we have a number of completely FREE resources to make sure you know how to win the phone interview.

1. Our chapter on “Winning the Phone Interview” from our job search workbook is free to download. It answers all these questions and more.
2. We just posted a 1 hour audio file from our radio show focused completely on the phone interview.
3. There are also a number of other blog entries dedicated to the phone interview for you to read.
4. Our Linkedin discussion group is a great forum to discuss any issues you have regarding your job search.
5. Our monthly Candidate Open Forum tele-conference has been one of our most successful methods to discuss all job search related topics. These forums fill up in less than a day. Click here for the next date and time.

Please consider taking advantage of these. They are all free tools you can use to ensure you not only win the phone interview, but win the job.

Help your friends and family know how they can win a phone interview by sharing this with them.

Please let us know how you did on the quiz. Did you really know all of the answers?

Answers:

1. Energy level, technical abilities and communication skills
2. 1 minute.
3. Yes, since it shorter and you can’t read their body language it is very important that your answers are succinct and impactful.
4. The hiring manager leaves a message saying, This is the VP of HR from ABC company. I’m calling about X opening and would like to speak with you.” Now you can do some basic research on the company.
5. To screen you in or screen you out.

Don’t Be “OUTED” In An Interview

A friend CEO recently reminisced about a conversation he had with his executive team. I thought this directly related to so many candidates that I felt compelled to share it with you.

The CEO said to his team, “In order to survive this market without cutting back we must “OUT” our competition. We must, out deliver, out perform, out service, out sell, out market, out price, out satisfy, out prepare and out them with every thing we do. We can’t leave anything to chance. If we don’t, many of our team will be out and ultimately we may be out.”

WOW, pretty powerful stuff. So how does this relate to you – the candidate.

You have to “out” your competition too, or as the CEO said, “You will be out.” In this case, out of the running for the job you not only want, but need.

So how do you “out” your competition? Two words, “Proper Preparation.” This in my opinion is the all time biggest reason candidates fail. The optimum word is “PROPER.” I didn’t say candidates don’t attempt preparation. I believe they do. The problem is that the preparation is so superficial and vague it is worthless. (See blog entry on “Where’s Wes – Not Waldo).

Here are a few tips on how to properly prepare:

1. Proper preparation is NOT about researching every “trivial pursuit” fact about the company since it started in 1950. Good stuff to know, but when was the last time in an interview you were asked, “Tell me everything you know about the company?” I suggest never. Instead prepare for the questions you will be asked.
2. Proper preparation is writing out complete and detailed answers to commonly asked questions. In case you missed it, writing out. Just to stress the point, writing out.
3. Practice, practice, and then more practice. Just like all professional speakers, entertainers, professional sports players, and performers you must practice. They practice so much that it looks easy, unrehearsed, unscripted, succinct, points clearly articulated and engaging. Few candidates are good enough to wing it.
4. Did I mention writing out the answers to the most commonly asked questions?
5. List multiple accomplishments for every position. Multiple because an accomplishment for one company may not be an accomplishment in another. Accomplishments MUST include quantifiable results. Forgetting this part would be like forgetting the punch line in a joke.
6. Video yourself in a mock interview. This will be a real eye opener for many.

If you want to “out” your competition you must be so well prepared and practiced that you stand out. You can’t leave anything to chance.

Final note for all of those now thinking, “I already know all this stuff.” Great, but are you doing it? We all know a lot of things, the problem is doing them. The bigger problem is doing them at such a high level of skill that they look easy.

To help you “out” your competition we provide a wealth of free resources and tools. Our free audio library is full of helpful subjects, the articles are free to download, our Linkedin discussion group expands the wealth of resources to other qualified people, and we constantly post new stuff to help you “out” the competition. Consider bookmarking our candidate FREE Resource page and check back at least weekly.

Our comprehensive job search workbook is FREE to read and implement the preparation tools and templates included. This will ensure you have the right preparation process. With a reader rating 4.25 out of 5 it is certainly worth considering.

If this was helpful please share it with your friends so they also benefit.

We encourage comments and look forward to your thoughts.

Winning The Phone Interview

Hiring often starts with a phone interview. For candidates who don’t understand the unique subtleties of a phone interview it is often the end of the interviewing process. Using our DRESS UP model for conducting a phone interview will ensure you move on to the next step. We discuss the biggest reasons why many candidates fail the phone interview and give you solutions on how to “Win the Phone Interview.” Learn to win the phone interview and  you will the job.