We gratefully acknowledge that this program is based on materials provide by:

–Marketing Executives Networking GroupSVCC-Saddleback Church Career Coaching &

Counseling Ministry

1. Decide What You Want Next2. Develop a Killer Resume3. Write & Rehearse your Public Profile4. Spend 2/3rds of your Time Networking5. Use Internet Resources 1-2 Hours Daily

6.Send Resumes to Recruiters7. Prepare for Your Interview8. Be Accountable to God, Family & Self

Why recruiters must be included in most job searches◦ Who should not use a recruiter or search firm?◦ Who should be using “Staffing Agencies?”

The difference between “Retained” and “Contingency” recruiters◦ The different incentives they have to perform for YOU, or NOT◦ How you need to coordinate differently with the different types of

recruiters?

Tips to build your relationship with recruiters◦ Specific examples of how to respond to recruiter feedback

Convey the need for large numbers of contacts with retained recruiters with a limited commitment of your time

Establish the general rule that YOU NEVER PAY to have someone help you find a job opening

Identify “for pay” services that may be appropriate such as Career Coaches, Resume Preparers, Direct Mail Experts

Many believe search firms/recruiters add little to no value

This is far from the truth◦ Partner with a reputable organization◦ Look for a track record of success◦ What are their specific professional specialties

The question every job seeker asks is what can a recruiter do for me that I can’t do for myself?

RetainedPaid in advance (even if they don’t find the candidate)

Limited # of searches available (long odds)

Manager & above salary

If they have the search you want, then you won’t be considered unless you talk to them

ContingencyPaid after search is done (ONLY if they find the candidate

Problems if they’re not honest◦ Shop your resume when they

don’t have the search

◦ Can preempt your calls

◦ Can lose the position for you because the employer will not pay a fee

In some limited circumstances it may be worthwhile to pay for some other legitimate related services:◦ Career coaches◦ Resume writers◦ Direct mail experts (who work to your direction) Be very careful before you commit

Check references thoroughly

*Richard Guha, Marketing Executives Networking Group

Job Search Essentials

Partnering with a recruiter can be an effective way to power-up your job search◦ Engaging the right recruiter provides a second set of eyes

Expand the scope and depth of your job search◦ Search firms have access to opportunities that are not

advertised or posted◦ Many companies will only hire through a recruiter

Saves company time by pre-identifying who is fully qualified

Confidentially represent passive job seekers ◦ Only hear about opportunities that are clearly superior◦ Saves job seeker time by only presenting the best options

Represent people directly to hiring managers◦ Instead of being 1 of 300 you are 1 of 1 being reviewed by the

decision-maker

Provide career guidance, market information and detailed interview preparation ◦ Search firms can educate you on company specifics:

(“hot buttons”, hiring manager background, Dept. dynamics)

Eliminate need to negotiate salary with the employer◦ Recruiter lobbies for you to make sure compensation is

competitive◦ Help you get other benefits (signing bonuses, relocation,

options) ◦ Company can focus on you and the skills you bring

Have Specific Job Targets◦ Recruiters are specialized by industry and/or function.Have a well defined message◦ Practice your 30 second “what I can bring to the table” speech

Develop a comprehensive resume◦ You need to be upfront and honest about everything with the

recruiter

Develop a compelling subject line on your e-mail◦ A compelling subject line will increase your chances of getting

the recruiter or potential employer to open your email

Make sure it’s clear if you are referred by someone ◦ This will increase your chances of getting your e-mail opened

Send your resume to a specific recruiter ONLY ONCE◦ Receiving multiple resumes can be a sign that you’re desperate◦ NOTE: Recruiters in large offices work on commission on

DIFFERENT assignments. You must send a resume to each recruiter separately or that person won’t see it!

Be Honest – There are consequences if you misrepresent yourself◦ Recruiters use Google, LinkedIn, ZoomInfo and other sites and

can easily spot critical facts you are “hiding”◦ Your reputation can be ruined for years to come in the

recruiter’s online filesHave something to offer- give and take information◦ Share qualified contacts, industry insights, current market news◦ Be the first to offer a helping hand◦ Give the recruiter a reason to call or Email you

Potential red flags may include: You are not qualified for the jobLike it or not, your work experience may not fit the requirements◦ It could be that the hiring company is looking for 10 years of sales

experience and that your 15 years in sales is not specific enoughYou did not read the posting closely, or at all◦ Don’t ignore stipulations such as “local candidates only” or “degree

requirements” that do not match◦ It becomes evident that you aren’t reading the listing

Don’t waste your time or the time of the recruiter; this just adds frustration and hurts your relationship

Your general attitude may be a mismatch with company culture◦ The recruiter works for the hiring company and is better able to

evaluate your candidacyYour professional-yet- serious demeanor may not work in a setting where a sense of lightness and humor is considered a priority Your lightness and humor may not work in an environment where a sense of drive and focus is required

Know your personally; ask the recruiter what the working environment is like in this company ◦ Recruiters have a vested interest in making sure that both the

candidate and the employer are the correct fit (This may save you lots of regret, later!)

Listen to the questions during the phone screening and interviews◦ Often less is more; Don’t give more information than a question warrants-Let

them probe for details later

◦ Do not take it personally!

Potential red flags may include: Your work style may not be suited to the position◦ The recruiter may see that you thrive in a structured work

setting, but the company wants someone who functions best in an unstructured environment

◦ Your personality may not be a match for certain company or department cultures

◦ Your ambition and assertive personality could be an asset, but it could be a signal of potential challenges at some firms or with some managers

NOTE: Small companies tend to be more focused on personality than large ones

Potential red flags may include: Recruiters do not always have the information if the hiring company is reluctant to disclose it for legal or other reasonsThe recruiter may be reluctant to talk to you about your personal issues◦ The recruiter may withhold the information if he/she thinks it is not

constructive◦ You need to be brutally honest with yourself!Recruiters agree that you should know why the client does not think you are a suitable candidate for the job◦ More feed back from the company helps them place the proper candidate◦ More feed back from the company helps them when the present you to other

potential clients.

Don't disappear◦ If you are not interested in a job, just say so◦ Don't accept an interview and then not show up.

(This behavior is not OK and it will be a red flag to everyone)

Don't take it personally if you don't hear from your recruiter◦ This is a tough job market with more candidates than jobs◦ Your recruiter is probably inundated with calls and emails so it's

unrealistic to expect a response to every correspondence

NEVER go around a recruiter to their client!◦ This is poison to any recruiter-job seeker relationship and it will

be looked upon unfavorably by the client AND the recruiter.

Recruiters have to rework resumes before they can even present the candidate to the Hiring Authority◦ This is true even with “corporate types” who should know better◦ Clients are in shock to see “bad paper”◦ Job seekers omit pertinent information, especially in the

computer skills area and mainframe: SAP, Oracle, ERP

Some resumes are never sent in as they would be a poor reflection on the recruiter

Don’t bother the recruiter if you haven’t put the EXTRA effort into getting your resume right!

Is this a retained or a contingency search?

If this is a contingency search:◦ How strong is your relationship with the company?◦ How many people have you ever placed with this employer?

How long has the search been underway?

Has this recruiter had candidates that they have already sent in to the employer for this search?

If the company is working with a recruiter on a “retained” search, then you have NO CHOICE◦ The ONLY way to get this job is through the recruiterNetworking may be the better choice….◦ …. If you don’t know whether there even is an opening◦ …. If this is a contingency search and you can save the

company a recruiting fee◦ …. If you can find ways to network to the decision-makerChoose the contingency recruiter….◦ ….If they have brought the position to you (it’s the only fair choice!)◦ ….If you’re sure that there is an open position and that the

recruiter has a good relationship with the company◦ ….If you know the recruiter and they have a good reputation

Do NOT allow a recruiter an open ended option to present your resume ◦ Sounds enticing, but they can’t sell you as well as you can sell

you…Networking is a better route◦ The recruiter can half-heartedly send your resume to

companies and preempt your future networking effort◦ Once a recruiter has presented you to a company, the company

is obligated to pay them a fee if you are hired◦ If the company will not pay fees, then the company will not hire

you

ONLY give permission to present your resume to each company on a case by case basis

Be professional◦ Treat a recruiter just like you would a hiring managerBe open if you are working with other contingency recruiters◦ If you are working with multiple recruiters, everyone looks silly if

multiple recruiters represent you to the same company.Ask questions◦ It's OK to ask a recruiter about their background, client base and

particular areas of strength or focus. Choose a recruiter that specializes in your field◦ You need an expert in your field who is working on your behalf and has

the right contacts. ◦ Choose a recruiter or recruiting firm that is closely aligned with your

business and known in your industry.

Be upfront, honest and communicate◦ Tell them everything relevant to your career

Provide experience and career aspirations (i.e. What is your ideal work environment? )Do you mind travel? What is your forte?

◦ Give them everything needed to help pitch you to prospective companiesBe flexible and open to advice◦ Your advisor will educate you about current hiring trends and guide you

in strategies that will help your job search◦ Be realistic about the current environment!

Are you willing to handle other tasks that may come with your new job?Flexibility and openness impact how well a recruiter can work on your behalf

Show initiative and follow up◦ Follow-up after an interview to confirm how the meeting went◦ Work with your recruiter as a team and offer feedback of mutual benefit ◦ Keep your recruiter informed about your other interviews just in case

they have contacts at the company.

Be patient◦ The current job market is flooded with job seekers-Recruiters are

inundated and may find it challenging to touch base with every candidate.

◦ Follow up at least weekly with a contingency recruiter to keep them updated on new skills, freelance work or training, to remind them that you are still available and ready to work

Tap into your recruiter's expertise◦ Ask for pointers about resumes, cover letters, interview

technique, etc. to get up-to-date , if it’s been years since your last job search

A recruiter's number-one job is to get you hired! ◦ Your success is literally your recruiter's reward◦ Having that kind of support in any job environment is a huge

benefit!

Job Search Essentials

You are here

The job is here

The recruiter is hereThe recruiter can be anywhere in the U.S., so don’t just contact local firms

Accounting/Accounting Mgmt Advertising/Public RelationsAirlines/Aviation Automotive/OEM Banking/Financial Services Biomedical/Biotechnology CAD/CAM/CAE Oil/Gas/Energy ConstructionDefense/Aerospace Distribution/Traffic/Transportation Entertainment Graphic Arts/Print/Publishing Health/Medical

HVAC (Heat/Ventilation/Air Cond) Insurance/Risk Mgmt Internet/E-commerceManufacturingMarketing/Marketing MgmtMedical Devices/DiagnosticsPurchasing/Materials MgmtRegulatory Affairs/GovernmentRetail/Retail ManagementSemiconductors

- Ignore the recruiter’s geography- Pay attention to their specialty

Robert Talk

Get recommendations whenever you network

Try to network to the individual recruiters who specialize in your functional area◦ McDermott & Bull◦ Cal Health, Inc.◦ Princeton Corporate Consultant◦ Executive Medical Search

They’re paid by the client –They want superior candidates to demonstrate their value

They are paid on commission –They don’t have time to get to know you unless you fit their specific criteria for this search

Send them a resume, but don’t bug them (They need to find you!)

Send resumes to every person in an office AND to the research staff who will file it◦ Each recruiter works on different assignments-

Don’t assume that they will share resumes

Assume 1 interview for every 100 recruiters you contactE-mail is the best technique -Get addresses:

At the recruiters websiteFrom an industry association

Association of Executive Search Consultants http://www.aesc.orgFrom a paid job search site

www.RiteSite.comFrom a directory (Also available at the Library in hard copy)

Kennedy Directory of Executive Recruiters(This book separates retained search from contingency)https://www.recruiterredbook.comYou need to be in these recruiter’s searchable data bases for the long run!

Personally address each recruiter by name

Keep it brief, but use keywords and key accomplishments

This is a critical group to know, they are just hard to reach. Network to them like you would to other key executives

Do not bug them with follow-up calls

If you know that they have a specific assignment, then get them on the phone ASAP! Minutes count and you must get into their search early!

Choose sites where you can control who gets to see your detailed resume

Some recruiters use LinkedIn exclusively as their data base

Major recruiters have their own sites

◦ At upper income levels, it may be worth joining a paidjob search site that is often used by recruiters

◦ Ladders◦ ExecuNet◦ NetShare

◦ RiteSite◦ RiseSmart◦ 6 Figure Jobs.comFor paid sites, consider starting with a trial/short-term subscription to see how it works for youMilt Talk

www.eKornFerry.comwww.Heidrick.com

www.RussellReynolds.com

www.SpencerStuart.com

www.EgonZehnder.com

Input your resume on their sites and keep them up to date for the long run

Adecco◦ Temporary & permanent -Project assistance,

outsourcing services, human resources

Kelly Services Inc.◦ Light industrial, technical, and professional ◦ Information technology , engineers, accountants,

lawyers, scientists, substitute teachers, nurses, medical, teleservices

Manpower Inc.◦ Temporary -employee testing, training, other

contract services

Spherion Corporation◦ Temporary , professional and executive

recruitment◦ Project management, quality assurance, data

center, network operations, customer care, administrative services

Kforce Inc.◦ Temporary , permanent -Information technology,

accounting, health care, and clinical research.

Abbott Resource Group, Inc.Anaheim, CA

AccountempsTemporary for accounting and financial

Apple One EmploymentAnaheim, CA

Dillard & AssociatesAnaheim, CA

Hospitality StaffingAnaheim, CA

Kenda Systems, Inc.Huntington Beach, CA

Orange County ARCAnaheim, CA

Spend 2/3 rds of your time networking!

Job search is your new full-time job

Be a good boss and give yourself a little flex time

Keep your attitude positive

Spend 2/3 rds of your time networking

Land a new job that’s better than what you had before!!

Decide whether recruiters or staffing agencies are right for you◦ Will you qualify for senior jobs pursued by retained search firms?◦ Do Staffing Agencies make more sense?If Staffing Agencies make sense, then get yourself registered everywhereIf Retained Search make sense:◦ Start posting your resume on all the key recruiter sites in your field◦ Create and implement a process to contact hundreds of retained search

firms via e-mail over the next 30 days (Pace yourself to avoid neglecting your networking)

Identify key recruiters with whom you want to build relationships◦ Start making contact through networking◦ Look for ways to help them by sharing qualified contacts, industry

insights, current market news◦ Be the first to offer a helping hand

Download this presentation and handouts atwww.SSJ.org (click Career Renewal under Ministries tab)

Thursday, May 14: Step 7 - Prepare for Your InterviewStep 8 - Be Accountable to God, Community,

Family & Self Location: Colman Hall Who Should Come: Anyone out of work or considering new employment (hourly or salary).What Should I bring: ◦ 2 Minute Elevator Speech◦ Business Cards◦ Networking Bio Handout Bring a Friend

“Networking for Meaningful Results”

Thursday, May 77:00 PM Colman HallSts. Simon & Jude Church

Come to Network, the 1st Thursday of Every Month