March 19, 2014
The Client is God: The Ten Commandments of Client Interviewing
As a Recruiter you’re taught to believe several things:
1) Know The Best And Don’t Bother With The Rest.
2) If You’re Not Buying, You’re Supplying.
And
3) The Client Is God
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In the eyes of the Recruiter, the client is that power that watches over and keeps everything on course. The Client is an all seeing, all knowing, omniscient being that always ensures the agency can keep the lights on.
As a God the Client can be nurturing.
Or punishing.
That’s why we need to prepare you before meeting them.
Luckily, after years of searching, I have been sent down the Client Interview Ten Commandments to deliver to you.
Follow them and glorious utopia will be yours. Disobey them and let the fires of hell consume you.
10. Thou Shalt Not Arrive At Reception More Than 10 Minutes Before The Interview
9. Thou Shalt Assume A Blazer Is Appropriate Attire
8. Thou Shalt Always Leave A Good Impression At Reception
7. Thou Shalt Have Three Questions Prepared
6. Thou Shalt Know Who They Are Meeting With
5. Thou Shalt Carry Mints
4. Thou Shalt Not Take Thy Former Employer’s Name In Vain
3. Thou Shalt Not Talk About Salary
2. If Brought Up Thou Shalt Revert All Salary Negotiation Back To Thy Recruiter
1. Thou Shalt Not Attempt Contact With The Client
Once it’s over you can thank them for their time. Get up. Shake their hand and tell them it sounds like a great opportunity and you look forward to hearing their feedback.
Don’t forget to now call your Recruiter and tell them everything.
We’ll go over each one of these Ten Commandments in detail over the next couple of days.
March 17, 2014
The Leads Aren’t Warm: Three Ways Recruiters Get Job Leads
The Recruitment business is first and foremost a sales business. Sales are based on leads. The warmer the lead, the easier the sale.
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We’re all looking for the good leads. The good leads keep us employed. And in this business, the best ones come from you.
This is where you want to make sure you trust your Recruiter. I’ve know some who would interview candidates to figure out where they were interviewing. They’d then call up the Hiring Manager and say: Hey I heard you’re hiring a Marketing Manager and met with Sally? I just met with Sally too and if you liked her, you have to meet with Brenda before making a decision. She’s got all that Sally has and more. When can I book her?
March 14, 2014
The Recruiter’s Red Pen
The Recruiter’s Red Pen is a new feature that will appear on Notes From The Recruitment Desk every Friday. Our Recruitment professional will take his red pen to several sections of an anonymous resume and make notes based on what he thinks, followed by an assessment.
If you wish to be considered for future installments, please forward resumes as Word documents with all personal information removed to michaelllippert@gmail.com
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SUMMARY
Support Engineer with extensive experience working with computers (I assume that if you’re working IT you have experience with computers. What you do with them is what I’m looking for) routers,
switches (What kind? If I need a Cisco expert, these general terms will not turn up in my search) and any support (“Any support” is a very broad term. Do I call you if I can’t get my internet working or if the entire Network is on the brink of collapse?) issues raised to the Service Desk. I gain the
Customer’s trust by continually exceeding their expectations (Really, how?), looking after
them and their environment (Look after them? Do you bring them meals? Do you do their dishes?). Also have experience in Mortgage industry as
Business Analysis and Customer Service Representative (Wow, left field. This is not getting you a help desk position. If you want to be a BA, write a separate resume for that). I look after people (Me too. So?).
Members
Analysis/Mortgage Experience (Remove)
Service MGMT (Your certifications tell me more than your Skills section. Maybe consider removing it altogether and moving this up)
Associate CCNA
Associate Voice CCNA Voice
Associate CCDA
Professional CCNP
Securities Course
University
Technology Diploma, Herzing College
EXPERIENCE
(Company Name Removed)
Service Desk Engineer September
2012 – Present
Support LAN/WAN in Cisco environment (Size of environment please).
Support Cisco VOIP environment; Cisco Call Manager 8.6.2.20000-2/Cisco
Unity 8.6.2.20000-76.
Installation and
Troubleshooting Cisco 7941,7942 VOIP phones (How many? In an office? A call centre?)
Strong
knowledge of voice engineering principles and concepts. (OK)
Update ACLs and create/troubleshoot VPN
connectivity on Cisco ASA 5520.
Knowledge in Remote
Access VPN (Client-Site) and Site-Site VPN. (I have knowledge of the moon. Doesn’t mean I’m going to fly there any day soon)
Create technical training documentation for staff
and post information onto In House knowledgebase. (As much as I love someone to know how to post information, I’d rather know what impact this information had on the staff) (In-House Knowledgebase might not mean anything to some people. Consider a new phrasing)
documents for review by Senior IT Management. (Just because they were reviewed by the Senior IT Manager doesn’t mean they were reviewed well.)
Remote administration and
management of customer premises equipment. (What kind of equipment?)
Create (Administer sounds better. Especially if the description asks for Exchange Administration) new email and
network accounts using Exchange 2010 and Windows 2008 Active Directory.
Sound
knowledge/experience with Exchange 2010 and AD Windows 2008. (For my money this is the same point as the one above)
Knowledge of switching
concepts, access ports and trunking. (Glad you have that knowledge, because I don’t. Nor would I know what you’d do with it)
Grant
access to Exchange 2010 inbox(s), calendar(s) and network folders and files
(Windows 2008). (I’m not prone to deja vu but I feel like I’ve read this point somewhere before)
Strong PC skills (Windows, PC Hardware, Internet Browsers,
Networking). (More repetition)
Excellent communication skills, effectively communicates with
staff to discuss issues and triage issues. (If your resume speaks to me, I’ll know you can communicate. Don’t waste a bullet on this)
2011 – Sept 2012
Specialist (You’re a lot of things to a lot of people. If you’re applying for Help Desk positions, be a Senior Help Desk Support Specialist. If you’re applying to Network positions be a Senior Network Support Specialist. Don’t try to be all things to all people)
Troubleshooted/supported LAN/WAN in Cisco
environment.
Provided Network and Desktop Support which includes
connectivity issues involving network cabling, and network services such as DNS,
DHCP, HTTP and FTP. (Awkward. Need tightening)
Provided Support for Citrix Environment. (What Kind?)
Provided IP networking support on Cisco Routers and
Switches for VLAN environment.
Enabling switch ports for end users to establish
connectivity with their VLAN.
Installed workstations and configure laptops for
end users including Windows 7, MacBook Pro and MacBook Air, Wyse Zenith and
Wyse Zenith Pro devices. (Windows 7 and MacBook Pro are your end users?)
Assisted with research and implementation of new
Helpdesk Software and Asset Management tracking system. (How much assistance. What was the final impact of your contribution? Which ATS?)
1998 to May 2000
Supervisor (Not only is this experience over a decade old it’s irrelevant to what you’re currently doing. Get rid of it.)
March 13, 2014
Great To Finally Meet You
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My main interest throughout this entire time is to see how much preparation you’ll need before I send you to meet with a client. If I think I can work with you, great. If you come off as someone I wouldn’t be comfortable putting my reputation on the line for, thanks for coming in, but maybe next time.
Remember, a Recruiter’s reputation is only as good as his talent. If I’m pushing second rate talent all over the city, soon no one is going to want to work with me. So if I’m lending you my reputation, I’m expecting you to be good with it.
During the meeting there are two kinds of things I look for. The first are formalities.
These are all important. The less prep I feel I need to put into you the better. But don’t sweat it if they aren’t perfect. These things can be easily coached on.
What I’m really looking for is this:
And these:
I want to know that you’re smart, ambitious, have great ideas, strive for the best and know a thing or two about what you’re talking about.
If you can engage me on a subject that I know nothing about, then I’m impressed. That means that you could probably engage a hiring manager as well. I like that.
If you start talking about yourself and this happens:
I want to know that you’ve got the stuff.
If you say you’ll work anywhere in the GTA but on the day I call with a position in Markham you change your mind; that’s probably going to be our last phone call. And if you tell me you don’t have any industry preference, but say you’d rather hold out for something in retail when I call with a job at a bank, you’re going on the DO NOT USE list. The Recruitment industry is small. We talk to one another. You don’t want to end up on the Do Not Use List.
We ask these questions because we want to know how we can best serve you. The more specific and honest you are with us, the better suited we are to find you a job. If you have an idea of where your next position should be, great. I want to hear about it. Then I want to formulate a plan on how we’re going to get you there.
When we’re done with our meeting one of two things will happen. I will either put your resume here:
Or here:
I put the resume on my desk it means you’ve impressed me and I want to
work with you. It also means we’ve got some work to do.
March 11, 2014
Meeting a Recruiter
If you’re meeting a Recruiter, it’s for one of three reasons:
1) You applied for a job they posted. They think you look like a good fit on paper. It’s time to see if you deliver the goods.
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2) They found you on a job board or LinkedIn. They thought you looked good on paper. It’s time to see if you deliver the goods.
No matter what the reason you’re meeting with a recruiter, don’t worry about it. All that matters is that someone is giving you the opportunity to tell your story. Even if you’re no more than quota to the person you’re meeting with, do everything you can to impress them. If they expect nothing of you and you end up making them feel like this:
When you’re meeting with a Recruiter, know this: It’s not a job interview. Just because we meet with you does not mean we guarantee to find you a job. We make a promise to our clients that we meet with every person we represent before sending them over for review. So that’s what we do.
Some Recruiters will only go as far as the phone screen, submit your resume based on that and wait to book a meeting until seeing if the client schedules an interview. The logic behind this is that there’s no bother in us meeting if the client has no interest.
This is called Paper Pushing.
This is called Throwing Spaghetti At a Wall and Seeing if it Sticks.
This is called Lazy.
Don’t stand for it. Insist on coming in and sitting down with the Recruiter REGARDLESS. You may think that they’re saving you time and effort. I know you don’t want to ride the TTC Downtown in the middle of the day unless there’s going to be something in it for you. I don’t blame you.
But guess what? If you don’t meet the Recruiter before they submit your resume and the client says Thanks, but not a fit for this one, you’ll probably never hear from them again.
Why?
Because in this scenario the Recruiter doesn’t owe you anything. They’ve placed a bet and are hoping for the best. If you end up getting called to an interview, awesome. That makes their numbers look good. Hopefully you’re still available and interested. If not, it’s no skin off their back. They’re already looking for the next batch of people to push onto the next job.
Let’s have a quick word on this:
PAPER PUSHERS MAKE THE RECRUITMENT INDUSTRY WORSE FOR EVERYONE.
Clients pay us good money to find quality talent for them. If all the Recruiter is doing is forwarding anyone who halfway looks like they could be a fit and hoping HR will book an interview, they’re not doing their job and eventually their luck will run out. Avoid them. And PLEASE, whatever you do, DO NOT LET THEM SPAM YOUR RESUME AROUND THE CITY. Know your Recruiter and know where your information is being sent. If someone is responsible for handling the one document that is a clear and accurate representation of you, don’t you think you should at least meet them first?
Besides, a good Recruiter should want to meet you. It’s their job to interview people! If they know their business, their client, their industry, their whatever, then they should have the insight and experience to be able to guide you and get you one step closer to the job. You can submit your resume to any job yourself and hope for the best. I’m paid because I know what it takes to help get your foot in the door. I have to trust that you have what it takes to go all the way and you have to trust in my ability to get your there. For that, we need to meet.
Tomorrow we’ll talk about preparing you for our meeting and what is expected of you during that time.
March 7, 2014
Resumes Part 2: Nobody Likes To Read
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I can’t wait to read that pile of Information Architect resumes that came in over the weekend…
Said no Recruiter in the history of ever.
March 4, 2014
Resumes Part 1: If You’re Awesome And You Know It…
There is no greater indicator of nobody knowing anything than the Resume.
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March 3, 2014
What You Need to Know Before Interviewing With A Recruiter
So you’ve sat by the phone, day in and day out, for the past three weeks waiting for it to ring.
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Suddenly it does.
*Ring**Ring*
William: Hello?
Mike: Hey, is this William?
William: Yes. Who’s this.
Mike: Hey William it’s Mike from XYZ Recruiting. Listen, came across your profile on LinkedIn and wanted to reach out to see if you’re on the job market?
William: Do you have a job for me?
Mike: I’d love to have you come into the office so we can go over your skills and background in more detail and see if we can find something for you.
William: Of course. Let me know when is good for you and I’ll be there.
Mike: Great William, I’ll e mail you the details.
*Click*
Although all I offer William is the chance to tell me about himself, in his elation this is probably closer to what he heard:
Mike: Hey William. I’d love to have you come into the office so we can discuss that job I want to give you.
Let’s make this perfectly clear. An interview with a Recruiter is NOT a job interview. It’s an invitation for you to tell me about yourself. It’s your chance to instill in me the confidence I need to put you forward to my client. It’s your chance to show me that you’re more of this:
And less of this:
It is by no means an indication that you will get a job. It isn’t even an indication that you’ll get put forward for a job. In some cases the Recruiter may not even have a job in mind when they call you into the office, but more on that later.
Recruiters have a minimum number of people they need to interview each week regardless of whether they have ten open job orders to fill or none. If they don’t do enough, they get fired. That’s how it works.
In my opinion, you should book as many interviews with Recruiters as you can afford to. Think about it. The more people you see, the more people will know you. The more people that know you, the more people that will talk about you and the more people that talk about you, the more chance that the right person is going to hear about you. If you’re on the job market, you want as many people talking about it as possible.
Plus, a face in an office will always been more memorable than a voice on a phone. Remember, memorable is what you want. If I’m seeing five to ten new people a week, plus taking phone calls every day, that’s a lot of names to potentially fall to the wayside. The people I’ll stay in touch with are the ones that stood out above the pack. The ones that are serious about finding a job. The ones that made me see dollar signs. Not the ones who couldn’t be bothered to come in.
It’s going to take some time and effort on your part. There’s a lot of Recruiters out there and some are going to waste your time. There’s nothing you can do about that. All you can do is try to be as memorable as possible. If you don’t risk seeing a couple of bad Recruiters, you’re never going to find the ones that are there to actually help you.
So how do you get in front of a Recruiter?
It all starts with the Resume.
February 27, 2014
Choosing a Recruiter That’s Right For You
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.
February 26, 2014
What You Are To A Recruiter
To every Recruiter, no matter how decent a human being he is she is, you are one thing:
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Audrey: “Never heard of you.”
Recruiter: “Was wondering if I could interest you in some of our best Front End Development talent?”
Audrey: “I look after Training and Development, you’ll need to talk to someone in Strategic Sourcing. Bye.”
*Click*
Okay, it’s not always that bad. Let me walk you through two scenarios.
Scenario 1
I show up at your front door selling vacuums. You open up, like my smile, my handshake, the cut of my suit, the twinkle of my eye and the charm of my greeting. You invite me in for tea.
I’m in luck. After a bit of friendly banter you let me know that your vacuum just sucked it’s last breath yesterday and you were about to head out to buy a new one. Bingo. I can taste the dollar signs.
I say “What luck! I’ve come with this year’s model; so new that it probably hasn’t even cooled yet. It’s suction is twice that of last year’s model, it’s filter trapping 98% of all dust particles and it’s bags made from a new material that kills 99% of germs that go into it. Not only will it make your house look nicer, it’ll make you happier and healthier just from using it. If you went to a store to get this you’d be paying $200. Too bad you can’t get them in stores until next month. That’s why I’m here to let you start using this baby and all it’s accessories today for a one-time offer of $89.95.You’ll be the talk of the neighborhood.”
You almost fall off your seat with joy when I pull this out:
Shall we go into the kitchen to fill out some paperwork and I’ll be on my merry way?
Scenario 2
Scenario 2 is exactly the same as Scenario 1, however this time, just when I’ve gotten you in the troughs of ecstasy, I pull this out:
The life is sucked out of the room as you take a beat, smile awkwardly and say “I’d rather see what Canadian Tire has to offer before agreeing to anything. Thanks for stopping by though.”
In Scenario 1 I had a product that I talked up and that lived up to your expectations when you saw it first hand. The sale was closed. In Scenario 2 I talked up the product exactly the same, but it did not meet the expectations that my pitch had built when it was finally shown. In spite of the good deal, I lost the sale.
To the Recruiter, you are the product. No matter how good my sale, I can’t change you. You are what you are. This is paramount to everything that I will write on this blog going forward.
Let it sink in again.
YOU ARE THE PRODUCT
Yes. You.
Not enough people know this. They think that Recruiters are there to help them find work. They are wrong. Recruiters are there to find good product and either sell it to their client or pass it off to an Account Manager who will.
If they can’t place you, they can’t make money. If they can’t make money, they get fired. If they get fired, who’s going to pick up their accounts and help get your resume read by a VP at one of the banks? And so it goes on and on.
Take that away and think about it for a day. You are the product. You shape the perception of yourself. You are in control of yourself. You are the key to making this work.
Look in the mirror and tell yourself that you’re a good product. That you’re worth your price tag. That there’s no reason someone wouldn’t want to buy what you have to offer. That you’re better than your competition. Let it sink in.
We’ll pick up tomorrow on what to look for in a Recruiter and how to differentiate the professionals from the con men.
