Using Job Recruiters – Part 2: The Upside

If all networking possibilities have been exhausted, then it is usually a good time to turn to a job recruiter. A good job search consultant should be able to help any qualified candidate find a good job fit. One must be enthusiastic when working with a recruiter. Although recruiters would like to place candidates, they will focus on candidates who keep in touch and are quick to follow-up.

Make sure there are no fees associated for the recruiter’s services. There are legitimate recruiters out there who do not charge the job seeker; they will be compensated by the employer. Also, have a clear career path in mind and find a recruiter that specializes in a specific field of work.

It would also be wise to pick just one recruiter. If more than one recruiter is being used, it is important to let them all know exactly who else is distributing the same resume. If this is not clear, two or more recruiters may be fighting over the commission rights from a candidate’s placement.

A high-quality recruiter will do more than simply mass distribute a resume. Recruiters have access to jobs that are not publicized. Often employers seek out recruiters to fill specific high-level, or even 100K+ salary positions. They are seeking only well-qualified individuals to fill these exclusive positions and it is easier to have a recruiter weed through resumes and candidates. This way the employer is presented with only the most experienced applicants.

Since recruiters have relationships and work directly with many employers, therefore increasing the exposure of potential employees. This can be an extremely beneficial situation for job seekers to be in since many employers do not provide direct contact information when applying for a position.

The recruiters’ connections will also prove valuable as they will be able to provide insider information. This will give applicants an advantage when polishing resumes and interviewing. Recruiters are also there to help with final job agreements. They are skilled in salary and benefits negotiations. Remember, the more you make, the more the recruiter makes!

Using Job Recruiters - Part One: The Downside

Job recruiter, also known as headhunter and job search consultant, is defined as someone who “can work on his/her own or through an agency and acts as an independent contact between their client companies and the candidates they recruit for a position.” The decision to use a professional job recruiter is a personal one, but here is some information about them to guide you in your search for the perfect job.

There are two types of recruiters: “retained recruiters” are secured by and work directly for employers and receive a salary for their work with or without placement results while “contingency recruiters” are independent from employers and are paid per referred candidate. There are also executive or niche recruiters, which also fall into one of the above categories, who usually focus on high-level positions that are rarely publicized.

Although there are many upsides to using a recruiter, there are some negative aspects as well. For instance, contingency recruiters are paid commission for each successfully placed candidate. Their commission is usually between 20 and 30 percent of a candidate’s starting salary. In these cases, candidates may get short-changed with a starting salary. Cost-conscious employers will be looking to reduce their recruitment fees by paying the headhunter a lower commission, which will, in turn, result in a lower starting salary.

Additionally, job recruiters often have many qualified candidates with whom they are working. In the effort to make money, they will concentrate on the best resumes first. Less qualified or poorly written resumes may end up at the bottom of a recruiter’s stack, which leaves a job seeker right back where he/she started before they employed a recruiter.

Since money and placement are motivating factors for recruiters, many of them pressure candidates into positions that are a less than perfect fit. If a candidate’s resume is spruced up to land a job, then that person may end up in a position for which he/she is not fully qualified. Frustration will ensue and it is all downhill from there. In order to avoid these mishaps, make sure an honest, ethical and trustworthy recruiter is employed.

Show and Tell

Recently, my company advertised an open position on one of the major job boards. This position was not one that required an exuberant amount of education or experience. A basic background in sales would have done the trick. Because of the broad requirements, we received a ridiculous amount of résumés; 400 to be exact.

How does one go about sorting through 400 résumés you ask? Well thankfully we have the ability to turn to our on-site staffing department. Many employers, however, don’t have the same resources and therefore must take time out of their day to do just that: find the perfect candidate out of a pool of hundreds.

You need to make the effort to have your résumé and cover letter stand out as much as possible. I know I am not the first one to let you in on this little secret. But it is a good point to reiterate: be creative, be unique and sell yourself.

Case in point: a good friend of mine is graphic designer. Many designers bring a short portfolio to their interviews. Portfolios are great interview tools but to make sure she was even scheduled an interview she created a virtual résumé website. She designed the entire page and attached a link to it in her résumé and cover letter. She showed them her work without even speaking to them and the best part? She not only got an interview, she got the job.

Of course if you don’t write code, creating a virtual résumé is a little bit more difficult. And for some positions, such as administrative or clerical, it is harder to demonstrate your skills. Here’s an idea that can work for any job you are applying for: create a chart that reflects and compares the abilities the employer is looking for with your own expertise. If you have performance reviews from your previous positions don’t be afraid to send clips of those as well.

Anything you can do to set yourself apart from the vast majority of job seekers is a plus. A good rule of thumb for job hunting? Don’t just tell ‘em, show ‘em!

‘Tis the Season for Job Hunting

According to conventional wisdom, there's no worse time to search for a job than when the year is winding down. But sometimes conventional wisdom isn't entirely accurate.

The truth is that the end of the year may be the best time to find a new job. Here are five reasons why:

1. You face less competition. Buying into popular theory, many job seekers halt their quests for employment in November and December, choosing to save their efforts for when the calendar changes. But take a glimpse at the want ads, and you'll see that employers haven't stopped looking for talent. With fewer candidates vying for the same number of positions, you may have an edge over the competition, unlike no other time during the year.

2. More employers are hiring. Many firms, especially retail companies, increase their hiring efforts in winter to meet rising demand for their products and services. Even though seasonal jobs are often temporary, many hiring managers view these positions as extended, on-the-job interviews and offer full-time employment to promising hires.

3. Companies have budget surpluses. Some employers hire new workers at the end of the year because they have not yet used all of the funds they set aside earlier for adding new personnel. If the hiring managers don't increase headcount during the final two months, they may lose that portion of their budgets and be unable to bring aboard new employees at all.

4. It may be easier to secure an interview. Things often slow down at the end of the year due to vacations and the winter holidays. As a result, hiring managers may be less busy than usual and have more time to review your resume or call you in for an employment interview.

5. You'll get a jump on things. Even if some firms wait until the beginning of the year to add headcount, that doesn't mean they've stopped collecting resumes and considering candidates. By submitting your application materials now, you'll be first in line when the hiring process gets in full swing again.

As 2007 comes to a close, remember that employers are always on the lookout for strong professionals, especially in fields such as accounting and finance and information technology, where skilled workers are in short supply. That means there's no wrong time to look for your next job, no matter what conventional wisdom says.

By: Robert McCauley

Cracking the Job Listing Code

If you’ve ever looked at a job listing and thought, “I’d be perfect for this job, if only...,” you understand the discouragement a lot of job seekers feel.

When it comes to meeting the qualifications for a job, is there any flexibility? That depends on the employer, but in most cases, the answer is yes. Certainly, it helps to understand how your own experience and needs match up to what the employer wants and is willing to offer, which isn’t always an easy task, thanks to the obscure language typical of many job listings.

Here are some common job listing terms and what they really mean for job candidates.


“Preferred skills” and “Required skills”

“When a job listing says ‘required,’ it’s a lot firmer. Employers are trying to narrow the field,” says Tom Allen, director of career services at DeVry University in Decatur, Ga. A skill that’s listed as “preferred” is not necessarily essential for a candidate to have. In today’s competitive world, however, it’s unrealistic for employers to expect to get a candidate who meets all of their requirements, and employers may relax some of those requirements for a candidate who meets at least most of the requirements. “If you meet 50 to 60 percent of the qualifications, that’s probably not enough,” Allen says. “But if you’re pushing past 80 percent, you’ve got a good shot.”


“Command of” and “Working knowledge of”

If you have “working knowledge of” a certain program, you know the basics of how to operate that program; if you have “command of” a program, you have enough experience with it to be able to explain how it works and use it for more complex projects or a higher level of work.


“Entry-level” and “Experienced”

If a job posting indicates it’s an entry-level position, employers are typically looking for someone who has been out of college up to two years, Allen says. “Experienced” candidates usually have been working for three or more years in the industry or have graduate degrees, which can account for some work experience.


And then there’s the little matter of payment…

Confused by the terms like “competitive” or “scale”? When it comes to salary, research is essential. Online search sites like CBsalary.com provide the average salary for one’s profession, city and level of experience. By figuring out what the “competitive” salary for that job is, candidates can figure out their worth and put up an asking price that’s fair to both themselves and employers.

If an employer asks for salary requirements, Allen says it’s preferable to avoid it altogether, because if you name a salary that’s too low, you are selling yourself short; but if you give too high a number, you can automatically take yourself out of the running. The best way to avoid providing a requirement is to give a range – one that you can live with. Again, do your research beforehand.

There’s less wiggle room, however, when employers ask job seekers to provide salary histories. Because employers can easily verify a candidate’s history, it’s best to be up front about that, says Allen, who’s known some employers ask to see copies of W-2’s.

If you’re still unsure as to whether your skills match a certain job or whether you’d fit in with a company, Allen advises getting an inside opinion. Try to network within the company or the industry in order to meet people who can answer your questions or advise you.

Learning all you can about a company’s culture and the job itself is critical to any job search. Do your research and you’ll have an edge over others who are competing for the same position, because you’ll be prepared and confident come time for the interview, Allen says. “If you play sports, you practice and train to have as sharp an edge as the other athletes,” he says. “Competing for a job is no different.”

By: Mary Lorenz