Welcome to Working With Recruiters

Transcription

1 Welcome to Working With Recruiters This webinar is sponsored by APICS Florida West Coast Chapter May 18th, :00-8:00 PM, EDT To listen to the audio for today s broadcast, call: (218) Access code: #

2 Jennifer Novak, PHR Profile: Human Resources responsibilities, including benefits, payroll, on-boarding, off-boarding, employee relations, training, internal communications, policy/ procedure and recruiting. Recruiting for supply chain and distribution, manufacturing, textiles, pharmaceutics, electrical engineering, graphic design, call centers, legal, accounting, finance, aerospace, and information technology. PHR Certified (Professional in Human Resources) BS degree in Psychology. MBA with HR concentration in progress.

3 Recruiters -staffing agencies, executive recruiters, headhunters Target Use 3 agencies. Don t saturate the market. Specialty/general, large/national/small Client is the company, not the candidate. Knowledge, Skills and Abilities (KSAs) required by the client. Candidate who is easy to work with and can provide strong references. Will call when there is a reason to call.

4 Accept criticism. They gain nothing from feedback. It might be good, it might not. Everyone has an opinion. Why won t they tell me the company up front? protecting their client who is conducting a confidential search (replacement) protecting their order don t actually have the order and are sourcing, badly Not a career coach, magic job genie, therapist or your buddy. They have a job order to fill and they want to fill it. They want to keep good candidates who are not a fit for open orders on their radar.

5 Signs of a good recruiter Upfront about why they are calling. Willing to spend time learning about your career goals Spends more than 20 minutes in an interview. Tells you that you will not be submitted to a job without your knowledge. Asks for references at the end of the interview. Willing to give you feedback and guidance through the process. Will negotiate with the client. Will give you feedback on your resume/interview/references.

6 Warning signs of a bad recruiter Only spends time getting rudimentary information from your resume. Tries to reword or reformat your resume to fit a position you are not likely qualified for. Asks for references too early. Seems to just hurry you along the process. Sells you too hard on the company/client. Pushes you into a job you aren t interested in.

7 What to do about the bad recruiter Try to avoid them. Protect your brand. But DON T speak poorly of them in front of the company, but let the company know if you have a major concern: The recruiter reformatted your resume without your knowledge The recruiter gave you inaccurate information or misrepresented the position. Don t blame the recruiter if you get lost on the way to the interview or if the recruiter didn t give you enough information about the company

8 Contingency vs Retainer Does it matter? In terms of candidate experience not necessarily. Retained recruiters will try to tell you that they have better relationship with the company. That s not necessarily the case. What to ask a recruiter What is your submittal process? When do you anticipate feedback if I am submitted? Will I be submitted? What is the hiring process? How long have you been recruiting? With this company? How s business? How many placements have you made this year?

9 Human Resources -Corporate Recruiters, Human Resource Assistant, HR Generalist, HR Manager, HR Director HR Pros vs the others Looking for talented individuals who meet the job requirements and can fit in with the company culture. People who are likely to succeed in their company. Organizational fit is important to the hiring process. HR Role in Recruiting Interview Coordinator Phone Screening In Person Screen Interviewer and your first impression to the hiring manager.

10 Resume seconds to review your resume. Looking for skill sets, career growth/path, and your ability to effectively communicate. Your own personal marketing material. Make it interesting, logical, organized, informative and clearly communicated. Functional Resumes Makes us wonder what you are hiding

11 Cover Letters -only helpful if it adds value. Common mistakes Neglect to send a cover letter Send the same wordy and boring cover letter with vague descriptions to every company. Customize your cover letter. Not just change the company name. Tell why you are qualified for this specific job at this specific company. Use this as your opportunity to explain something we can't get from your resume. Opportunity to show that you understand the position and what value you can offer. Don t forget to proofread!!

12 Cover Letters Hint If you are able given an address to send your resume, Paste your cover letter in the with resume attached it s more likely to be read. If there are two attachments, we will likely open the resume first.

13 Networking with Recruiters and HR Pros Build a professional relationship, not a transactional relationship Be an industry Subject Matter Expert. Offer referrals for their jobs, but don t force them

14 Networking with Recruiters and HR Pros (cont.) Recruiters and HR Pros know other people in the industry, hiring managers and other recruiters and HR people leverage the relationship. Openness to networking - Open doors, don t close them. Go to industry networking events. Meet others in your industry.

15 Application Process Calling If the advertisement says no calls, don t call. Don t call just to ask whether we received your resume or about the hiring process. If you call, you should be prepared for questions about your skill set. Be friendly, open and ready to discuss your work history and skills. Make sure you can accept rejection. Sometimes there are just better qualified candidates applying.

16 Application Process Company needs to make sure it is hiring the right candidate. Try to remain patient with hiring process. We are just as anxious to have the position filled. Understand that it is a process. It takes quite a bit of coordination of schedules, especially in larger and busy companies. Reasons that a company may slow the hiring process Budgets, Projects, Long-term forecast, Manager s request/lack of response, Job re-evaluation.

17 Application Process (cont.) Don t apply to multiple jobs, if aren t qualified for the job. It appears that you didn t read the job description before you applied or don t understand the hiring process. If you are interested in applying with a particular company, but don t see a strong match in positions open write a cover letter to let them know what would interest you. Be specific. If you are open to different types of positions, it is fine to note that, but still there should be some particular career path you are seeking. Don t leave your career up to fate.

18 I got the interview, now what? Your resume just gets you a phone call. Being the most qualified on paper won t get you the job. Know your value. What are your KSA s. If you don t know what your strengths are. we don t know either. Take a personal inventory of your successes, experiences and skills. Write them out and know which ones are applicable to the position for which you are interviewing. Simply put - Know your own worth.

19 I got the interview, now what? (cont.) Do your research on the company Not just info from the company website. Make sure you know what the company does. Do research on how to interview Don t just memorize the best answers or what you think the right answer is. The right answer is the most honest answer. Recruiters and HR Pros will both be more excited about a candidate who speaks candidly than one who appears to be telling them what they want to hear.

20 A job is not a reflection of your personal worth. It s disappointing to hear that the job you really wanted went to someone else. It s easy to take it personally. There are many reasons beyond our control that we may not get the job we were hoping for. But there will be other jobs. Keep lines of communication open with Recruiters and HR Pros. Thank them for their time. Let them know you are interested in other opportunities. The perfect job for you might be a slightly different role in the same company. Or maybe the Recruiter or HR Pro has a connection with someone hiring for a similar position that is a better fit.

21 References: - Questions to ask Recruiters, HR, Hiring Managers and Peers. ( How NOT to network with a recruiter Dear candidate: figure it out In memoriam obituary of the (dys)functional resume

22 Working With Recruiters Questions??

23 Thank you for attending this APICS webinar! Be sure to visit the web site for more information about the APICS Florida West Coast Chapter. This presentation is the property of APICS Florida West Coast Chapter and is protected by the United States and international copyright laws. All rights are reserved.