Do you want recruiters / headhunters to help you in land a position, but haven't a clue about how to involve them in your job search? By watching the presentation, you will • Learn how to enlist recruiters/headhunters in your job search • Find out specifically what recruiters seek in top candidates • Discover what to expect when you meet with recruiters • Learn how to get a recruiter to REALLY help you and much, much more.

1. With Kathy Bernard
& Shannon Moore
LinkedWISE.com

2. About Kathy Bernard
• Started blog to fix a weakness
• Tenaciously good at finding a job
• Blogger, coach, trainer, services
• Recruiter connector
I want to help you … Get a Job!

3. About Shannon Moore
• Successful corporate executive
• Executive recruiter / career coach
• “Recruiter whisperer”
• He wants to help you …
Get a Job!

4. Working with recruiters
• Lots of interest
• Few applicants enlist recruiters’ help
• Why?

5. Talent acquisition vs. Headhunter
• Talent acquisition: In-house
• Headhunters: Outside (3rd party)
• More than one recruiter may be contracted
• Their focus: Make the sale

6. Two questions:
1. What do you look for in top candidates?
2. How should job seekers get on your radar?

7. What we’ll cover today …
1. How recruiters operate, when you should work
with them and how to pick the right recruiter
2. How to get on the right recruiter’s radar
3. What recruiters seek in top candidates
4. What to expect when meeting with a recruiter
5. How to get a recruiter to REALLY help you

8. How recruiters operate
Recruiters earn a fee from hiring company
Focus: Satisfying their client, not you
They typically place hard-to-fill or
executive-level positions
 Usually are no cost to the job seeker

9. How recruiters operate
Despite loyalty to their client companies …
 Can be valuable
 Seek to present best candidate
 Most are open to connect

10. How recruiters typically operate
Recruiters often specialize …
 Target IT / technical positions
 Contract positions
 Executive / hard-to-fill
 Rural areas

11. How recruiters typically operate
97% of recruiters use LinkedIn …
Search by title
Check you out after you have applied
Essential: Have a STRONG profile

14. How recruiters find you
LinkedIn Advanced People Search …
 Title wanted in Title box
 Local ZIP code in Postal Code box

15. How recruiters find you

16. Find recruiters the same way
Add industry to
Keyword box
Example: Healthcare
Reach specialized
recruiters

17. Reach Open Profile recruiters
Those with
brown “in”
symbol MAY be
Open Profilers

18. Reach Open Profile recruiters

19. Another way recruiters find you
Recruitment
Geek.com
1,000
searches
per month

20. You may have to use it
LinkedIn is limiting free accounts
to 60 search results per month

21. When to consider a recruiter
• Stalled job search
• Hard-to-fill field
• High-earning field
o The more you make,
the more the recruiter makes
o Their fee is based on your
annual salary
o Usually 20-30%

22. Finding the right recruiter
Research firms
• http://findarecruiter.com
Submit resume to preferred recruiters or
post resume on the site.
• http://i-recruit.com
(aka Oya’s Directory of Recruiters)
• http://jobfactory.com/recruit.htm

23. Other ways to find a recruiter
• Ask around
• Field/industry associations
• Research on Google/search engines

24. Types of positions filled
• Temp-to-hire –
o Start as temp. May lead to full time work
 MANY companies are going this
route
 Prevalent in IT, clerical
 Higher hourly pay / usually
no benefits

25. Types of positions filled
o Contract – Temp project work for
set time.
 High hourly pay/usually no benefits
o Temporary – Fill in while some one is
out sick, etc.
 Typically no benefits, no job offer
o Direct hires – Full time, often with
benefits

26. Recruiter/Staffing Agencies
o AccountTemps – Accounting/finance
o A Corporate Connection Staffing --
Varied positions
o Belcan -- Engineering, IT and temp-to-
hire staffing
o Creative Circle -- Advertising and
creative positions
o Creative Group (The)

27. Recruiter/Staffing Agencies
o Execu|Search -- Professional, temp
and retained search
o Express Employment Professionals --
Office, industrial and direct-to-hire
o Kelly Mitchell -- IT positions
o Kelly Services -- All types of positions,
mostly temp

28. Recruiters/Staffing Agencies
o KForce --Tech, finance, healthcare,
government
o Lucas Group (The) –
Professional/marketing
o Modis -- IT Contract and direct hire
positions
o OfficeTeam – Office, clerical. Mostly
temporary

29. Recruiters/Staffing Agencies
o Robert Half – Professional, executive
o Rose International – IT / workforce
o Stivers Staffing Services – Admin,
clerical, technical mostly temporary
o TEKsystems – IT jobs
o Westaff – Admin/general

30. Recruiters/Staffing Agencies
• Ask / confirm / consider …
o Ask about arrangements
(temp, temp-to-hire, contract,
or direct hire)
o Get it in writing
o Consider options – might be
stepping stone

31. Next steps
• Request a meeting (in person or by Skype)
• Determine if they are a good fit
• See if they are truly motivated to help

32. Next steps
• Ask: Do they have experience / connections in your
field?
o Be concerned if they suggest
positions that aren’t close to your
skill set/interests
o Be wary of “too good to be true”
offers and requests for money

33. Part 2: Get on their radar
1. Have a strong chronological resume.
They may wish to prepare their own. Let them.

34. Part 2: Get on their radar
Don’t use a
capability/
functional
resume.

35. Part 2: Get on their radar
2. Update your online resume every 60-90 days
- Reignites interest by recruiters
- Could tick off a recruiter who expects loyalty
- Expect attention from insurance companies
3. Align your resume with your
LinkedIn® profile and job
descriptions

36. Part 2: Get on their radar
4. Connect with recruiters on LinkedIn®
Get introduced or join groups with them
5. Keep in touch -- call / email
every 3-4 weeks
6. Request a meeting -- It helps
put a name with a face

37. Part 2: Get on their radar
7. Let them know you are interested in certain jobs.
- Send bullet points and updated resume
8. Network your way into contention.
- Keep LinkedIn® profile fresh
- Let recruiter know if you know an
influential person at hiring company
9. Be reachable and nice.
- Respond promptly. Be likeable

38. Part 3: Get recruiters to help you
1. Be clear in what you want. Convey:
- Preferred job titles
- Salary expectations
- Location preferences
2. Listen to recruiters’ concerns/suggestions.
- Be realistic
- Make improvements
- Inform recruiter of improvements made

39. Part 3: Get recruiters to help you
3. Promptly provide requested information
- Supply them with recent resume
- Provide a list of companies you’ve contacted
4. Contact your recruiter before applying directly
- Otherwise they can’t help you
5. Stay in touch
- Positions you want, remind them that you’re still
interested and about new skills

40. Part 3: Get recruiters to help you
6. Support your recruiter
- Send leads
- Recommend them
- Write a LinkedIn recommendation
- Endorse skills on LinkedIn®
- Connect them with candidates
7. Warn your recruiter if you are dissatisfied
- Recognize why they haven’t been successful
- Consider if you are partially to blame
- Make adjustments to be more marketable

41. Part 4: Meet with recruiters
1. Request to meet in person or by Skype:
- Helps recruiter know how to present you
- Reveals if you will be right fit for companies
- Gives them ideas for other opportunities

42. Part 4: Meet with recruiters
1. Treat recruiting meeting like a real interview
- Exude confidence
- Dress professionally
- Expect recruiter to critique you
o Take criticism well

43. Part 4: Meet with recruiters
2. Bring resume:
- Expect them to put your resume into their template
- Review their resume; ask for a copy
• Address gaps / short tenures
• No surprises!
• Be ready to answer questions
about your resume

44. Part 4: Meet with recruiters
o Be prepared:
- Give real answers, not “I’ll do better in the real
interview.”
- Recruiter’s reputation/commission depends on you
o For high-tech positions expect
recruiter to bring in an expert to
question you

45. Prepare for difficult questions
• Why are you in the job market?
• What job titles do you seek?
• What roles and responsibilities are important to you?
• What special abilities would colleagues say you have?
• What is your claim to fame?

46. Prepare for difficult questions
• What are your top accomplishments?
• What are your preferred companies or industries?
• What are your compensation requirements?
• Are you willing to relocate/travel?

47. Part 5: Traits recruiters seek
1. Ability. To prove it:
- Demonstrate ability in all messaging
- Emphasize/list technical skills
- Give examples of using the ability
- Share measurable accomplishments

48. Part 5: Traits recruiters seek
2. Commitment. To prove it:
- Emphasize past commitments
- Keep in touch
- Ask before applying directly
- Express commitment / enthusiasm
- Stick with jobs. Recruiters don’t get
paid until you stay 3 to 12 months

49. Part 5: Traits recruiters seek
3. Confidence/Likability. To prove it:
- Know/show your strengths
- Be likable, professional, positive
- Be respectful to all
- Respond promptly and thoroughly
- Have a spark/willingness to succeed

50. Part 5: Traits recruiters seek
4. Fit. To prove it:
- Ask network about company culture
- Convince interviewer of adaptability
- Share examples of when you have fit
- Mention past charitable efforts
- Express commitment to the company
and the job

51. Part 5: Traits recruiters seek
5.Honesty. To prove it:
- Reveal if you are working with other
recruiters
- List only skills for which you are
proficient
- Be ready for questions that gauge your
honesty. Don’t overstate

52. Part 5: Traits recruiters seek
6. Networking Prowess. To prove it:
- Mention people in the industry
- Participate in industry community /
support industry associations
- Be connected with the right people
on LinkedIn

53. Part 5: Traits recruiters seek
7. Preparation. To prove it:
- Study job description, company
and industry. Convey your knowledge
- Show requisite experience and that
you can produce immediately
- Arrive on time and be flawless in your
dress and application materials

54. Part 5: Traits recruiters seek
8. Stability/Longevity. To prove it:
- Prove stability
- Explain career gaps/short tenures.
- Show in resume that you have
progressed in your career

55. Part 5: Traits recruiters seek
9. Value-Added Problem Solver.
To prove it:
- Articulate how you will benefit the
company beyond the job description
- Relay past successes that you can
recreate for the hiring company
- Explain how you will solve problems

56. Part 5: Traits recruiters seek
10. Employed.
Since this may be impossible …
- Exemplify the 9 other traits
- Emphasize long job tenures and your
desire to stay at the company

57. Universal Truth:
Finding a job alone is hard.
Recruiters can help …
And so can LinkedWISE

58. The plain truth …
FACT: The average professional loses over
$21,000 by being unemployed for 6 months.
FACT: The average executive loses $52,000
By being unemployed for 6 months.

59. Enlist LinkedWISE…
It can help you …
!

60. Visit Getajobtips.com
1. Services
1. Job Tips by Topic
2. Buy Game-Changing
Interviews eBook
Subscribe via email
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61. Get recruiters to find you …
LinkedIn profile optimization
• We’ll transform your LinkedIn® profile for you
• We’ll ensure your profile shows up high in
search for the jobs that you want
Contact Susan Kaestner Lopez, 847-606-5160
susan@linkedwise.com | www.linkedWISE.com

62. Get recruiters to find you
Recruiter Reach
We’ll reach recruiters on your behalf
• Research recruiters specializing in your industry / field
• Invite them to connect and then …
• Introduce them to you / your abilities and
share your Linkedin profile
• Advanced recruiting support available
Contact Susan Kaestner Lopez, 847-606-5160
susan@linkedwise.com | www.linkedWISE.com

63. Get recruiters to find you …
Other services available:
• Resume optimization for online applications
• Career coaching / interview prep
• LinkedIn training
• Cover letter transformation
Contact Susan Kaestner Lopez, 847-606-5160
susan@linkedwise.com | www.linkedWISE.com

64. Learn how: Game-Changing INTERVIEWS
Expert guidance about …
• Phone/Skype interviews
• In-Person interviews
• Questions to ask interviewers
• Answers to tough questions
• Following up after interviews
• Salary negotiation strategies
$9.97 – Visit Getajobtips.com

65. kathy@LinkedWISE.com
Invite me to connect!
LinkedWISE.com
With Kathy Bernard
& Shannon Moore