Month: February 2014

Remember yesterday when I tried to reshape your perception of yourself in relation to the Recruitment market by asking you to think about yourself as a product and your Recruiter as a Salesman?

With that, you want to make sure that you’re finding adequate representation in the form of a Recruiter that can actually get your name out there and your details read. Every Recruiter will promise you a Stairway to Heaven, but only a select few of them have what it takes to riff like Jimmy Page

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There are two schools of doing within the Recruitment business: Proactive and Reactive.

Reactive

This means that a Recruiter is acting as a reaction to something that has been placed in front of them. That call will sound something like this

*Ring**Ring*
Mary: “Hello?”
Mike: “Hey is this Mary?”
Mary: “Speaking.”
Mike: “Hey Mary it’s Mike from XYZ Recruiting calling?”
Mary: “Who?”
Mike: “You sent me your resume yesterday regarding the QA Analyst position.”
Mary: “Right, right, Mike, how are you?”

The reason I called Mary is because one of the Big Five Banks just gave me a call and told me they had an immediate need for a permanent QA Analyst to be working full-time, on-site at their Downtown location. Maybe I posted the job on LinkedIn. Maybe I did an e-blast (more on this latter), maybe I met with Mary last week and liked what she was all about or maybe Mary sent me her resume on spec and the timing just so happened to work out. Timing is everything in this business.

Either way, my call to Mary is a reaction to this open position. I have something right now that I am actively working on and think Mary might be a good fit. I want to chat with her, see where she is at personally and professionally and, if she’s a good fit, get her sent forward for the position.

Reactive Recruiting is essentially sitting around with your head in the sand waiting for something to work on.

Proactive

The best Recruiters are Proactive.

They don’t sit around and wait for job orders to come in. They go out an find opportunities. Their goal is to meet with promising candidates and figure out where to send them. If you come into my office and tell me you’re a Front End Developer with experience in Tridion I know automatically where your information is going because I know the two major companies that use Tridion Web Content Management System in the city.  

In fact, if you have this skillset, give me a call and let’s talk.

Not only will a Proactive Recruiter know where to send you, they’ll also know who to send you to. They know Dave in HR or Jeff who heads up the Front-End Development Team. In fact they just played golf this past weekend in Jeff’s annual tournament and he owes them a favour or two.

So, how do you find a good one?

You’ll need to interview them a little once they get done interviewing you. This is a two way relationship after all.

Here are a couple of things to look for in knowing whether you’re meeting with the real deal or someone just passing through the industry.

1) Their main concern will not be with what you can do for them, but rather with what you want. If you’re currently employed full-time at the bank and have a six figure salary plus an extensive benefits package then I’m not going to send you contracts for $50/hr. It’s a waste of both of our time. A good recruiter wants to dig deep and know what their talent wants. They don’t want you to waste their time and don’t want to waste yours. (More on this when we explore Recruiter Interviews in more depth)

2) Check their LinkedIn. Whether we like it or not, LinkedIn is the way of the future. One day I can foresee it becoming more important than your physical resume. So check the background of the Recruiter you’re meeting with. Don’t be overly alarmed if they have jumped around to different companies (more on that in another post). What you do want to look for is their connections and their recommendations. How many people are they connected with? What type of people are they connected with? How many candidates have recommended working with them? How many pleased clients have nothing but praise to sing for them? A Recruiter is only as good as his/her reputation within the industry. If people aren’t talking about them, they may as well not exist.

3) Don’t be afraid to push a Recruiter to talk about themselves. Who’s on their current client list? Are these active or passive client relationships? (I.E. are they on site every couple of weeks or did they place someone there for a one off, once upon a time and who knows if they’ll ever call again.) How many positions have they filled from Proactive Recruitment vs. Reactive Recruitment?  Don’t be afraid to put them on the spot and see how they hold up under pressure. Remember, this isn’t a job interview.

4) Don’t limit yourself to just one Recruiter. We know you call more than one person. We know that you’ve applied for a bunch of jobs on your own. We know that our competitor’s may have relationships with clients that we don’t. And we know that, depending on our organizational structure, we may be limited in our ability to help.

And

5) Decide what you’re looking for. If you’re an Architect you’re going to want to call a big box agency that has a Construction or Architectural Division or a boutique firm that focuses only in this niche market. These people deal in this space day in and day out. They know what sets a good candidate apart from a bad one, they know the current and emerging trends, they can speak to the state of their vertical and, best of all, they only deal with clients who look for people like you. So don’t limit yourself. Speak to as many agents as will meet with you and choose to partner closely with the one or two that you trust and feel can best service your needs.

This is, after all, about you.