Get More Interviews: Partner with Recruiters

14
Presented by Keca Ward, Starblazers, Inc & Karen Huller, CPRW Charésumé, LLC/Epic Careering

description

You will learn: ✓ The different screening points at which a candidate can pass or get screened out ✓ Why you don't get a response when you know you are a strong fit ✓ Why you aren't presented for jobs just because you don't have one "little" skill  ✓ Why you think the interview went great, but still don't get the offer ✓ At what point it is safe to stop searching activities ✓ How to make it easier for recruiters to represent you so you get more interviews ✓ How to be a stand-out, go-to candidate for recruiters ✓ How to make sure that recruiters work in YOUR best interest

Transcript of Get More Interviews: Partner with Recruiters

Page 1: Get More Interviews: Partner with Recruiters

Presented by Keca Ward, Starblazers, Inc

&Karen Huller, CPRW

Charésumé, LLC/Epic Careering

Page 2: Get More Interviews: Partner with Recruiters

The different screening points at which a candidate can pass or get screened out

Why you don't get a response when you know you are a strong fit

Why you aren't presented for jobs just because you don't have one "little" skill 

Why you think the interview went great, but still don't get the offer

Page 3: Get More Interviews: Partner with Recruiters

At what point it is safe to stop searching activities

How to make it easier for recruiters to represent you so you get more interviews

How to be a stand-out, go-to candidate for recruiters

How to make sure that recruiters work in YOUR best interest

Page 4: Get More Interviews: Partner with Recruiters

Sourcing – Being found Pre-qualification – Meeting the minimum

requirements Screening – Phone or in-person Interviewing – In-depth evaluation Client interview – Meshing with the

culture/personalities Offer finalists – This or that?

Page 5: Get More Interviews: Partner with Recruiters

Did you show interest to the recruiter, network contact?

Recruiters spend most of their day “screening out” candidates. We are narrowing it down to 1-3 candidates per job description.

Did you apply through a database, a recruiter or a network contact?

Did you follow up?

Page 6: Get More Interviews: Partner with Recruiters

Would you settle for just peanut butter when you could have PB&J?

Industry experience is a challenge, not an obstacle. Use your network, not recruiters. Find an example of someone who got in without

industry experience and follow it Recruiters/Staffing partners have the

relationships with the clients - we typically know EXACTLY what our client’s need are.

QA Testers are a good example – if you haven’t done that specific type of testing, you are not a fit.

Page 7: Get More Interviews: Partner with Recruiters

Clients interview on average 1-3 candidates per opening.

Every candidate did great, but only 1 gets the offer!

Was it something you said? Didn’t say? Said, and then contradicted? Interviewers are very good at reading non-

verbal cues. Did you do your research?

Page 8: Get More Interviews: Partner with Recruiters

Career searches shouldn’t stop, but they do transform.

Full disclosure to all major stakeholders (and get the same)!

Once a contract is signed, it is the right time to let your other opportunities go.

Finish your contracts. Don’t damage your professional capital! If something is not right, address it with your

manager.

Page 9: Get More Interviews: Partner with Recruiters

Have a clear, concise résumé without Grammatical errors. Spelling errors. Avoid borders and graphics.

Keep your résumé handy AT ALL TIMES! On your smartphone. QR Code on your business card, leave behind. At work (USB drive) as well as home. On box.com, Google drive, etc.

Have references or Linked-In recommendations handy! Not within the body of your résumé (be considerate of your

references). As an addendum (even some excerpts from performance

reviews, etc.) Make sure they have a heads up.

Page 10: Get More Interviews: Partner with Recruiters

Have a strong online presence. Be in communication.

Regular check-ins. Update on interviewing activities. How you do anything is how you do everything.

Disclose your criteria and rate/salary requirements upfront!

Ask them about other positions you see posted. Know their vendor relationship. They have already qualified you and may be able to

present you faster. If you have qualified THEM already as reputable

professionals, you may have a competitive advantage having them present you.

Page 11: Get More Interviews: Partner with Recruiters

Call them. Suggest a meeting (virtual or in-person). Follow them on social media. Give them GREAT referrals for other candidates. Make sure the recruiter has you at the top of their

list as the guy who is looking for X work. Use them when you hire people. Recommend them when your company needs talent. Get to know them on an extra-professional level. If you have a contact on the inside, let the recruiter

know and let them advise you on how to leverage that.

DON’T apply directly through a website – let them represent you!

Page 12: Get More Interviews: Partner with Recruiters

Ask others in your network about the individual’s and the company’s reputation.

Work with people who share your values. Make it clear that you need to know where

you are being submitted. Avoid being dually submitted!

Stay in contact with them during the submittal phase.

Follow up with them after a few days to see if they have any feedback.

Page 13: Get More Interviews: Partner with Recruiters

?? Questions ??

Page 14: Get More Interviews: Partner with Recruiters

Please contact either of us with additional questions.Karen Huller: 610-888-6939

[email protected]

Keca Ward484-854-0038

[email protected]