Find the best recruiter for you

Transcription

1 BRAND ou SERIES BRAND SERIES Find the best recruiter for you

2 Where are the jobs Over the next decade in the U.S., health and personal care jobs are expected to see the largest increases in newly created positions. Significant gains are also expected in computer and information technology, construction, mathematics, business and finance. All of these so-called STEM fields show strong growth, which fits with the ongoing transformation of the global economy and broader social and demographic trends. What many do not realize, is that even in a slow-growth economic recovery, the unemployment rate for individuals with a Bachelor s degree or higher was only 3.9% in December, To bridge the talent shortage gap, many companies continue to rely? on staffing agencies and search firms. 2

3 % change in total employment, by occupational group (projected) 30% 29% 27% 25% 24% 22% 22% 20% 15% 10% 10% 10% 12% 17% 15% 16% 10% 15% 11% 16% 7% 17% 13% 10% 11% 13% 15% 5% 4% 0% -2% -5% Architecture & Engineering Arts & Design Building & Grounds Cleaning & Maintenance Business & Financial Community & Social Service Computer & Information Technology Construction & Extraction Education, Training & Library Entertainment & Sports Farming, Fishing & Forestry Food Preparation & Serving Healthcare Installation, Maintenance & Repair Legal Life, Physical & Social Service Management Math Media & Communication Office & Administrative Support Personal Care & Service Production Protective Service Sales Transportation & Material Moving Source: BLS Division of Occupational Outlook 3

4 why do you need a recruiter? Leveraging the industry knowledge and networks of recruiters is a critical component of any job search. A professional recruiter can offer career advice, inside knowledge of your target industry or company, compensation guidance and cultural fit insight on prospective employers. With the right recruiter you can: 1. Avoid the general inbox: recruiters have direct relationships with human resources and hiring managers so your resume goes directly to them, not a job response inbox containing hundreds of resumes. 2. Access unadvertised opportunities: recruiters often know about, and even fill positions well before they are even advertised. 3. Gain valuable insight regarding company culture: a good recruiter should be able to tell you about the company culture and what to expect from individual interviewers on your schedule. Candidates need someone on their side as they begin to engage in the process and meeting with a recruiter is good practice for when the client interviewing and selection process begins. Ami Cole, Kelly Recruiter 4. Get your own advocate: as an advocate, a recruiter can present you in the best way, provide feedback and follow-up, as well as provide assistance through the negotiation and onboarding process. 4

5 different types of recruiters Staffing recruiters: work for staffing firms to provide a wide range of candidates to customers. Staffing recruiters may place administrative, professional or technical candidates, ranging from entry-level to senior-level, in temporary contract roles or as a permanent placement. Corporate recruiters: handle most aspects of the employee recruitment process for their own organization. Corporate recruiters are typically in the Human Resources division. Executive contingent recruiters: work for search firms that are engaged by clients to perform a specific search for a range of mid and senior-level positions. Contingent recruiters receive a fee only upon the successful placement of a candidate. Executive retained recruiters: work for search firms that are engaged by clients to perform a specific search for a senior executive position. Retained recruiters receive a retainer (up-front fee) to execute a search. 5

6 make a recruiter shortlist There are many types of recruiters; staffing recruiters, corporate recruiters and executive (contingent or retained) recruiters. Each may have a specific industry or skill-set area of expertise. Ideally, you should focus on building relationships with the recruiters that have visibility into the opportunities that are most aligned with your career aspirations. Follow the simple five-step process below to find and connect with recruiters that specialize in your targeted roles. 1. Use keywords in a search engine (Google, Bing, Yahoo, etc.) to identify recruiting organizations (Example: Executive Search Firms, Boston). 2. Use yellowpages.com to identify recruiting organizations (Example: Engineering Staffing Agencies, Chicago). 3. Research and build a list of companies that you would like to target for employment opportunities. 4. Use LinkedIn to identify individual recruiters that work for the recruiting organizations or companies identified in steps 1-3 and specialize in your targeted roles. (Example: Click on Advanced next to the search box on LinkedIn. On the advanced search page enter Recruiter in the Title search box, Kelly Services in the Company search box, and your targeted geography in the Postal Code search box.) Review the search results for recruiters that appear to specialize in your targeted roles. 5. Send an invitation to connect to the individual recruiters identified in step 4 with a short personalized introduction. (Example: Hi Kim, I am building my network of recruiters specializing in Finance and Accounting and would appreciate the opportunity to connect. Please consider me for current or future openings. Thank you.) After the recruiter accepts your invitation, you will have an address to connect directly and build relationships. 6

7 Don t just engage a recruiter, build a relationship The best recruiter candidate relationships are mutually beneficial. A candidate receives access to unadvertised career opportunities and gains an advocate. A recruiter will appreciate reciprocal access to your network of potential referrals as well as specific company or industry insight. A common job-seeker mistake is to only engage with a recruiter when actively searching for a new job. A strictly transactional relationship (candidate needs a job, recruiter needs a candidate to fill a job), is less valuable for you, the recruiter, and ultimately the hiring organization. Be prepared to invest time into building and maintaining a long-term relationship. Consider these guidelines to strengthen a good working relationship with recruiters: 1. Make a good first impression: approach a recruiter as you would a prospective employer and send an with a professional cover letter/social media message. Introduce yourself during the first conversation as you would in an interview. A recruiter will need to be comfortable with you before advocating for you as a candidate to a prospective employer. 2. Be proactive: let a recruiter know how you found them and if you re interested in working for a specific company or targeted industry. 3. Think longer term: be prepared to stay in touch over the, short, medium and longterm to find the right opportunity. 4. Keep your information current: ensure they never have an out-of-date resume on file and update your recruiter when things change. 5. Be open to a recruiter preparation call and constructive feedback: a recruiter can share a great deal of information about the company, role requirements and even specific interviewer characteristics before an interview. After the interview, ask for and be open to constructive feedback. 6. Share insights: what did you learn in the interview that would help both you and your recruiter? Was the role as described by the recruiter or has it changed? Was there a new interviewer in the process? Is this the right role for you based on your career goals? 7. Keep the communication open: maintain a positive relationship for the future, even if you secure another role. 8. Become a resource: share your industry knowledge and network of contacts that may be interested in learning more about an opportunity. 9. Consider all kinds of work if appropriate: project and contract (short or longterm) work can often be a stepping-stone to a permanent role and allows you an opportunity to evaluate the job and company. 10. Be clear: an open dialogue regarding your work experience, career goals and salary requirements will increase the chances of a successful placement. 7

8 Cut through and position yourself as a great candidate To best position yourself as a top candidate, be focused, professional and ensure your personal online brand is in order. Read through these two ebooks, which will help you present yourself online and avoid the pitfalls of social media: Clean Up Your Digital Dirt and Building your Online Portfolio. <add links> In addition, make sure you have: 1. Completed and updated your LinkedIn profile. This is critical regardless of whether you re an entry-level graduate or a senior leader. It s the first go-to-resource for recruiters and hiring managers when sourcing and researching candidates. 2. Added all your relevant skills and experience to your profiles and online pages. Ask for people within your network to provide testimonials or references. I really enjoy engaging with candidates who partner with me in the job search rather than seeing me as just a recruiter. People who show they are consultative, can take on feedback and treat our relationship as they would that with their employer are always going to be great candidates. Christopher Parsons, Kelly Recruiter 8

9 get ready for the initial call Be prepared and ready to clearly articulate your experiences and the type of position or industry you are targeting. Remember that recruiters are tasked with finding candidates to fit a specific opening, and a call from a recruiter usually means they are trying to determine if you have that particular skill or experience. You will be elevated as a candidate if you can provide an example of how you used the skill or experience to be successful in your current or past role. If you find an opening online that you are interested in, follow the links and apply for the job. Then, do a little research and send a note to the recruiter or recruiting group directly and request an opportunity to discuss the opening. To find the specific recruiter, follow the steps in Make a recruiter shortlist. If you are able to share how your skill-set and experience will help you achieve success in your targeted role, you will have a much better chance at being the selected candidate. 9

10 Every three and half minutes, a Kelly temporary employee is offered a permanent position by a Kelly customer. Visit our job search site now: References 10

11 BRAND ou SERIES BRAND SERIES About the Author greg arendt is the Vice President, Global Talent Acquisition and Sourcing for Kelly Services, Inc. and holds a unique dual role with direct reporting relationships to the Chief Human Resources Officer and the Chief Information Officer. Prior to joining Kelly Services, Greg led the global recruiting for Tower International, Inc. and spent six years as a President and Managing Partner in executive search firms. Greg holds a Master of Business Administration degree from Michigan State University The Eli Broad School of Management, and a Bachelor of Arts degree in Telecommunications from Michigan State University. His experience as a senior executive in global corporate recruiting, executive search and contract staffing uniquely positions him to provide invaluable career management insight and job search strategies. About Kelly Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than 560,000 employees annually. Revenue in 2012 was $5.5 billion. Visit kellyservices.com and connect with us on Facebook, LinkedIn, and Twitter. Download The Talent Project, a free ipad app by Kelly Services. This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. All trademarks are property of their respective owners. An Equal Opportunity Employer Kelly Services, Inc. EXIT