NEWSFLASH A Recruiter is Not a Job Finder!

NEWSFLASH A Recruiter is Not a Job Finder! “You’re a recruiter… can you help me find a job?” / “You’re a recruiter… can I send you my resume?” /  â€œYou’re a recruiter… can we set up an interview?”   I hear these questions each and every day. Whenever a friend loses a job or decides to make a change, I always get a call. My LinkedIn inbox is full of such messages. This post might come across a little bit harsh, but I feel it’s time to dispel a common misconception. A recruiter is not a job-finder. In fact, there’s really no such thing as a professional job-finder. The closest thing might be resume writers, career advisors, career counselors, life coaches or outplacement service professionals but they’re not really job-finders. They might do things as part of their duties that help you find your next job, but it’s not their job to find you a job. Make sense? PEOPLE finders, not JOB finders: A recruiter (in-house or agency) is REALLY not a job-finder. In fact, we’re kinda the exact opposite. We have a set number of very specific openings at any given time and we only hire one person per job. One. That means that the other 200-300 people that applied are not getting the job (a good recruiter will let you know that you didn’t get the job, but that’s another post for another day…) We are people finders, not job finders. We can’t help you find a job because we’re only really aware of the handful of jobs that we’re working on. We don’t know much about other openings out there because we’re laser-focused on filling the jobs on our own plate. For close to ten years, I’ve been helping people find jobs by giving job search advice, sharing social media tips, explaining the recruiting process, blogging about the job search process, tweeting relevant articles and teaching essential networking skills for today’s jobseeker.  As such, I now receive 20+ requests every day from people asking me to help them find a job. I’ve spent countless hours responding to requests, offering to help make LinkedIn introductions, sharing blog post links and answering any specific questions, but I’m not able to do much beyond that. I want to help. I really do. But at the end of the day, I’m just not a job-finder. The only job-finder out there is YOU. If you are serious about finding your next position, you need to take matters into your own hands. Networking is great, but don’t blindly contact recruiters and ask them to help you find a job. It’s too broad and too nebulous. You need to be specific. If you want to reach out to recruiters as part of your job search, be targeted. Three EFFECTIVE ways to network with recruiters: Apply online for a SPECIFIC position and THEN reach out to the appropriate recruiter to reiterate your interest. Reference the specific position and explain why you’re a perfect fit (but only if you ARE a perfect fit). What recruiter wouldn’t love to get the perfect candidate hand-delivered into their inbox? (This method works. I see it every single day.) If there’s a specific company that you’d really like to work for but they don’t have a relevant opening, then apply to their general database and then reach out to the recruiter (although the hiring team might be a better option, in my opinion). Let them know that you really love the company and would love to stay in touch about future openings. Engage with the company and/or recruiter on social media (Twitter, Facebook, LinkedIn, etc.) and show that you’re passionate about the company / brand. The best companies want to hire employees that are a strong culture fit and seamless transition onto the team so stay present in their minds and you’ll only help your chances if/when a position becomes available. Heck, they might just create an opening for you. (This method worked for me!) Network with recruiters on LinkedIn and connect with as many as possible. Think about it: recruiters who hire for your field know hiring managers and other industry peers in your area and your line of work. When you connect with one recruiter, you suddenly grow your network by hundreds of relevant peers / potential hiring managers. It’s a fabulous opportunity to tap into a wealth of relevant industry connections for job search networking. Always think big picture. I hope these tips are helpful for you. Sorry if I burst anyone’s bubble. Keep networking with recruiters… just do it more effectively. And remember that there’s no such thing as a job-finder!  ?? Image: Shutterstock

Cover Letters 101

Cover Letters 101 With more and more resumes being sent electronically, the cover letter may someday become  a lost art.   If you are still sending an original resume via mail, your cover letter can enhance your communication with a potential employer.   A good cover letter can help put your resume in context, expand on your skills for the position, and express your personality in ways that your resume can’t. A good cover letter is fairly short; recruiters tell us that the cover letter wont make or break your chances, so dont invest too much time. .   Whenever possible, it should always be addressed to the recruiting point of contact by name.   The page header should include your name, address, phone number and email address, and should match the style and typeface you use on your resume.    The first paragraph should always include the position for which you’re applying and how you heard about the job.   If you have a personal referral to the company, use it.   (“John Stanley suggested that I contact you.”) This first paragraph is especially important if your resume doesn’t have a clear objective, or if you have more than one obvious skill set.   In those cases, the cover letter is essential in helping the recruiter understand what position you are applying for.   You should never assume your objective will be obvious to the person screening resumes.   The company may have run several ads or be trying to fill several vacancies.  The second paragraph offers a chance to expand on your skills and state why you think you’re qualified for the position you seek.   This is also your chance to say things you can’t put in your resume, such as what previous employers have said about your work or why you’re interested in changing careers.   If you feel it’s necessary, you can explain gaps in employment (“After taking a year off to complete my M.B.A., I am again seeking full time employment.”) The third paragraph should emphasize your interest in the position and the company.   In this paragraph, address your commitment to teamwork, your passion for the industry, or how much you’re looking forward to the interview. As you close, include a statement of your intent to follow up with the interviewer.  The cover letter also presents an opportunity to showcase your written communication skills.     Take the time to develop your thoughts, write clear sentences, and make sure to eliminate any grammatical or spelling errors.   Don’t simply rely on your software spell check feature â€" have another human being proofread the letter, especially if you’ve never mastered the difference between “there” and “their.”      What doesn’t work in a cover letter? Aggressive selling (“Stop looking now â€" you’ve found the perfect candidate”) or language that’s too precious (“From the time I was a little girl, I wanted to work in your industry.”)   Letters that are too terse make recruiters wonder why you bothered. (“Dear Recruiter:   attached please find my resume.”)   Generic cover letters that don’t address the specific company and position are also wasted effort.  Some applicants make the mistake of including too much information. Unless specifically requested, don’t include salary history or contact information for references.   With a crisp, well-written letter, your resume may get extra attention from recruiters.   And that may improve your chances of getting an interview.

5 Essential Tips for Recruitment Marketing

5 Essential Tips for Recruitment Marketing Recruitment  is changing and its time to tailor your recruitment strategy for what the candidates want and will really capture their attention. Unfortunately candidates dont particularly care about your brand and are more  concerned about what you can DO for them. The biggest contributing factor to the perception that a candidate builds about  your company is what your employees are saying and  83% of candidates will check out a company online before applying for a job there, looking at online reviews, social media conversations and LinkedIn profiles of staff in particular. Rather than launching into a trial of  innovative and experimental content, youre better off starting off by stripping back to the  basics of social recruitment marketing. This infographic by Corporate Canary HR Consultancy explains how. Takeaways: Create content that candidates actually want to improve chances of them returning. Consistently deliver your employer brand promise and as a result this will build trust with potential candidates. As employees are key representatives of the company and candidates will often turn to them to get an idea about the brand,  involving them in your strategy can be extremely beneficial. You can get started by offering them social media tools and training,  so that they can become online advocates for your organisation. A bit of healthy competition never hurt anyone, just make sure youre better than your competitors and  your message will spread. If people have a good experience with you, they are more likely to share their experience with others and recommend your company. Build an effective social strategy and stick with it for best results, for example the type of content and frequency that you share and who is involved. RELATED: Content Marketing for Recruiters on Social Media