JEAN'S BLOG. Best & Next Practices in: Executive Resumes, Personal Branding & Executive Job Search

24 Executive Recruiter Tips for Job Seekers

Posted by Jean Cummings

Jun 4, 2014 4:33:00 PM

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At a recent ACPI-NE event, executive recruiters spoke on what they are looking for in job seekers. Attendees had a chance to ask questions afterwards. The opinions below are those of the particular recruiters at the roundtable and should not necessarily be viewed as cast in stone. But, overall, this snapshot of the mindset of these particular recruiters can be generalized to how most recruiters think.

1. Recruiters spend a lot of time on LinkedIn, so have a strong presence there

2. One trend in tech hiring is ithat recruiters are increasingly using social media to find and vet talent

3. More companies are taking search in house: Approach companies you want to work for via internal referrals (find employees on LinkedIn)

4. Recruiters doing tech hiring are looking at output that can be found on the web rather than in resumes, i.e. programmers' coding on sites like github.com and stackoverflow.com will be evaluated and considered as very important

5. We are now experiencing a tighter talent market where strong candidates are harder to find

6. If you're in a design field, you must put your portfolio online

7. Tons of contract and contingent searches are taking place, but retained recruiters are only getting the "purple squirrel" searches (meaning, they are given searches for the person with very specific, very rare combination of qualifications)

8. In software there is a shortage of programmers and a strong need for data scientists who can make sense out of Big Data and data analytics - in part following the trend towards smart advertising

9. They are seeing a lot of IT jobs and sales jobs

10. For those seeking to change industries, certifications like PMP (Project Management Professional) and credentials in BPI (business process engineering) are your best bet - they are relatively industry agnostic and the skills are more transferable

11. A lot of resumes are poor: too long, blocks of text rather than bullets, typos, have no formatting because they are saved as .txt

12. To capture job skills in resumes, reverse engineer the job description: What skills do people in the job use? And then weave them into your resume

13. Be ready for behavioral interviewing by doing #12 and practicing interview answers that show that you know how to use those skills

14. Know your target market and "trigger terms," i.e. keywords

15, Use LinkedIn, Glassdoor, Wikipedia, etc. to find out about the company you're interviewing with

15.  If you've been out of work, show evidence that you've remained active doing pro bono work, consulting actively, getting new certifications etc.

16. If you've been out of work, have a good explanation ready

17. If you're a multinational candidate, make your work eligibility status clear

18. Companies are generally unwilling to train folks in this job search environment, so get your training before you apply

19. If you've been at a company for more that 10 years, you need to show work progression in order to be attractive to recruiters

20. Some companies won't look at clients who have had more than 2 jobs in 8 years, but some recruiters see 2+ year stints as OK, especially since the dot-com bust and the recession

21.  In your resume make sure to emphasize: What makes you stand out?

22. Try mailing a FedEx envelope with your resume and cover letter to the recruiter - s/he can't help but open it

23.  Recruiters welcome consistent follow-up

24. Don't be afraid to show your personaility and be yourself in an interview, says one recruiter: They want to find out if you would be fun to talk with and work with

I hope these insights have been helpful!

 

 

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Topics: retained recruiters

Job Search Tip! Five Sites Where Recruiters Could Be Looking for YOU

Posted by Jean Cummings

Jan 26, 2012 8:05:00 AM

 Sites recruiters search

Job search today is bewildering to many. Social media. Job boards. Recruiters. Networking. Should you have your resume out on the Web? Or not? How do you get on recruiters' radar?

Today I'm only going to talk about one piece of the picture: the free sites recruiters visit to source candidates and, therefore, the sites on which you may well want to build out a presence.

1. LinkedIn Groups. Everyone by now knows that LI is a top resource for recruiters. But they may not just be doing keyword searches to pull up candidate profiles. They may also be joining groups where they look for the right kind of candidates. So join prominent groups in your industry and function. Also try to link with recruiters. And grow your network. If you're up for it, become a LION (LinkedIn Open Networker) to exponentially expand your network so that your chances of being found in a recruiter search go up.

2. Twitter. "Rapidly becoming a search engine in its own right," Nick Leigh-Morgan says in his post on "Free Hiring: the secret to $0 cost per hire." Now is the time to think seriously about developing a Twitter profile and starting to tweet on interesting ideas and resources in your field and function. Recruiters ARE searching Twitter for job titles, industries and functions in the hope of turning up interesting candidates. Can you afford NOT to be where they are looking?

3. Jigsaw.com & ZoomInfo.com. Like LinkedIn, these sites allow you to set up your profile with the career brand you want recruiters to see. Recruiters will be sourcing candidates here, so don't pass up this easy way to be found onlilne. Also, being on these sites will improve your searchability. Because recruiters also Google search candidate names, it pays to be on the Web on multiple properties.

4. Blogs. A great way to be more visible to recruiters is to comment on some of the top blogs in your field or function. If you use gmail, use Reader to identify those blogs and interact with them. Also, consider starting one yourself if you are willing to post once or twice a week.

5. Facebook. This one is a little trickier. The melding of personal and professional is sometimes happening and sometimes not. BeKnown, Monster's creature, is making inroads in this area. Another issue is that Facebook is often used by recruiters to rule people out not in. But, all that said, Facebook is HUGE and will assume a larger share of recruiter attention as time goes on. If you think you can maintain a Facebook presence that references your line of work while using it to keep in touch with friends (never veering off into areas you don't want the world to see), then by all means start now.

Of course, if you're not a senior executive and you want to post your profile on job boards, there are dozens where recruiters may be looking. Don't neglect the niche job boards.

But for everyone, take seriously the need to build a presence across most if not all of the five websites above. Just a few years ago, these five sites weren't prime recruiting grounds. Now they are. Just a heads up for savvy job seekers!

 


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Topics: job search, personal branding, executive resumes, executive recruiters, retained recruiters, executive search, using recruiters

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