the ins and outs of working with recruiters

THE INs and OUTs OF THE INs and OUTs OF WORKING WITH WORKING WITH

RECRUITERSRECRUITERSwith with

Marianne Grady, SPHRMarianne Grady, SPHRRise Above Resources, LLCRise Above Resources, LLC

About using About using Recruiters…Recruiters…

A waste of time….Not worth the effort.

They are middlemen… I’d rather apply directly to the company!

This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.comThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

RECRUITERS DON’T FIND RECRUITERS DON’T FIND JOBS FOR PEOPLEJOBS FOR PEOPLE

RECRUITERS FIND PEOPLE RECRUITERS FIND PEOPLE FOR JOBSFOR JOBS

RECRUITERS ARE PAID BY THE EMPLOYERRECRUITERS ARE PAID BY THE EMPLOYER


Get The Inside Scoop Get The Inside Scoop from Marianne Gradyfrom Marianne Grady

As an HR Director for a multi-billion private equity As an HR Director for a multi-billion private equity firm with over 18 years of HR experience, her firm with over 18 years of HR experience, her knowledge includes managing all facets of talent knowledge includes managing all facets of talent acquisition, candidate interviewing and screening.acquisition, candidate interviewing and screening.

Marianne offers insights to candidates on decision-Marianne offers insights to candidates on decision-makers' perceptions. She understands the processes makers' perceptions. She understands the processes HR professionals follow to determine who will get that HR professionals follow to determine who will get that interview and ultimately who will receive the coveted interview and ultimately who will receive the coveted job offer.job offer.

Marianne has conducted thousands of interviews Marianne has conducted thousands of interviews throughout her career and will share insights from the throughout her career and will share insights from the other side of the interviewer's desk. Her years of other side of the interviewer's desk. Her years of corporate interviewing experience will give you the corporate interviewing experience will give you the knowledge and tools necessary to make you feel knowledge and tools necessary to make you feel confident and comfortable answering even the most confident and comfortable answering even the most difficult interview questions.difficult interview questions.


II


Why Do Employers Use Why Do Employers Use Recruiters?Recruiters?

The “attraction” upfront sales pitch and subsequent The “attraction” upfront sales pitch and subsequent follow up conversations are taken care of. follow up conversations are taken care of.

They save time by identifying qualified candidates.They save time by identifying qualified candidates. Recruiters can handle reference checking.Recruiters can handle reference checking. They’ve posted the position and not received They’ve posted the position and not received

responses.responses. No internal recruiter or HR department or no No internal recruiter or HR department or no

experience hiring.experience hiring. They experienced turnover for a particular position They experienced turnover for a particular position

and want help identifying candidates.and want help identifying candidates.


Things to think about when Things to think about when working with a recruiterworking with a recruiter

Working with a recruiter should not be your only Working with a recruiter should not be your only job seeking activity.job seeking activity.

Recruiters are not career coaches. Recruiters are not career coaches. You should know your worth and salary You should know your worth and salary

requirements prior to talking to the recruiter.requirements prior to talking to the recruiter. Recruiters match experienced candidates to their Recruiters match experienced candidates to their

clients job descriptions.clients job descriptions. Recruiters are not resumé writers. Recruiters are not resumé writers. Your recruiter should negotiate your compensation Your recruiter should negotiate your compensation

package for you. package for you.


2 Most Common Types of 2 Most Common Types of Recruiting AgreementsRecruiting Agreements

CONTINGENCY CONTINGENCY SEARCHSEARCH

Pay only when suitable Pay only when suitable candidate is placedcandidate is placed

The recruiter works on The recruiter works on many searches many searches simultaneoslysimultaneosly

Fee typically a % of Fee typically a % of employee’s 1st year employee’s 1st year base salary (15%-base salary (15%-30%)30%)

RETAINED SEARCHRETAINED SEARCH Pay up front, Pay up front,

guaranteed fee (up to guaranteed fee (up to 35% of total comp)35% of total comp)

Often used when Often used when hiring for high level hiring for high level execs/niche positionsexecs/niche positions

ExclusiveExclusive Gives your search Gives your search

prioritypriorityThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.comThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

How To Tell The Difference How To Tell The Difference Between Good Recruiters and Between Good Recruiters and

Bad RecruitersBad Recruiters


GOOD RECRUITERGOOD RECRUITERWill have a very clear Will have a very clear understanding of their client’s understanding of their client’s needsneedsWill interview you before Will interview you before sending yousending youWill prep you before your Will prep you before your interviewinterviewKnow your requirements prior Know your requirements prior your interviewyour interviewValue your timeValue your timeWill help you negotiate a fair Will help you negotiate a fair offeroffer

-

BAD RECRUITERBAD RECRUITERWill push you to any Will push you to any opening they have (even opening they have (even if its not a fit)if its not a fit)Send you on interviews Send you on interviews that clearly do not meet that clearly do not meet your criteriayour criteriaThrow as many resumés Throw as many resumés at a job as they can findat a job as they can findTry to get you to accept Try to get you to accept whatever is offeredwhatever is offeredCan damage your rep by Can damage your rep by sending your info to jobs sending your info to jobs that do not meet the that do not meet the criteria. Wastes time!criteria. Wastes time!


GET REFERRALS GET REFERRALS & JUST ASK!& JUST ASK!

• How many “accountants” have How many “accountants” have you placed in the past 12 you placed in the past 12 months?months?

• Tell me about your history with Tell me about your history with this employer.this employer.

• What are the key qualifications What are the key qualifications the employer is focused on?the employer is focused on?

• Describe the entire Describe the entire compensation package.compensation package.

• Tell me about the “reports to” Tell me about the “reports to” manager for this position.manager for this position.

• If you are a high level exec, you If you are a high level exec, you may wish to work with the may wish to work with the managing partner of the managing partner of the recruiting company who will recruiting company who will most likely be a very most likely be a very experienced recruiter.experienced recruiter.


Understand the recruiter relationship.Understand the recruiter relationship.

It is the employer who pays the recruiter their fee.It is the employer who pays the recruiter their fee.

Recruiters DO NOT spend their time finding a job for Recruiters DO NOT spend their time finding a job for you.you.

Recruiters DO spend their time trying to find a good Recruiters DO spend their time trying to find a good match to their paying clients’ job descriptionsmatch to their paying clients’ job descriptions


Treat the recruiter as you would treat a Treat the recruiter as you would treat a hiring manager – be on time, be prepared, hiring manager – be on time, be prepared, dress appropriately. dress appropriately.

You should not approach a meeting with a You should not approach a meeting with a staffing agency as “just meeting another staffing agency as “just meeting another recruiter”. recruiter”.

Candidates represent the reputation of Candidates represent the reputation of the recruiters. the recruiters.

We will not want to represent you if we do We will not want to represent you if we do not trust you to represent us well. not trust you to represent us well.

Our clients trust that we are presenting Our clients trust that we are presenting them with the best possible candidates, them with the best possible candidates, that we have already prescreened. that we have already prescreened.

Your reputation with agencies can follow Your reputation with agencies can follow you to other firms in the area. you to other firms in the area. This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.comThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

Using an old Using an old school resuméschool resumé


Resumé TipsResumé Tips 6 second rule – make 6 second rule – make

them want to read on.them want to read on.

Be able to tell stories Be able to tell stories about your about your experience.experience.

Use quantified Use quantified accomplishmentsaccomplishments

Use appropriate Use appropriate keywords to be ats keywords to be ats

friendlyfriendly

Visually appealingVisually appealingThis presentation may be used only with credit to Marianne Grady & This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

http://www.RiseAboveResources.com/

Resumé Tips Part 2Resumé Tips Part 2 Please be selective and tailor your resumé for each job Please be selective and tailor your resumé for each job

you apply for. you apply for. Resumés in paragraph form or read like auto-Resumés in paragraph form or read like auto-

biographies will rarely generate interest or trigger hires. biographies will rarely generate interest or trigger hires. Know your resumé.Know your resumé. When emailing the recruiter, have a clear subject line.When emailing the recruiter, have a clear subject line. If you give a recruiter permission to submit your resumé If you give a recruiter permission to submit your resumé

to a client, be prepared to go on an interview. There is to a client, be prepared to go on an interview. There is nothing more embarrassing to a recruiter than to nothing more embarrassing to a recruiter than to submit a resumé to a client and then not be able to submit a resumé to a client and then not be able to deliver the candidate for an interview.deliver the candidate for an interview.


Your Resumé Should Help the Your Resumé Should Help the Recruiter Answer These Recruiter Answer These

QuestionsQuestionsfrom Elisa Sheftic, Managing Partner of Right Executive Searchfrom Elisa Sheftic, Managing Partner of Right Executive Search

What are your core competencies?What are your core competencies? Do you meet the basic job requirements?Do you meet the basic job requirements? Do you show career progression?Do you show career progression? Are you a job-hopper? If not, why do you Are you a job-hopper? If not, why do you

have short tenures?have short tenures? What is your educational background?What is your educational background? What insights can be gleaned from your What insights can be gleaned from your

professional and educational experience.professional and educational experience.


HOW CAN YOU STAND OUT?HOW CAN YOU STAND OUT?


GET FOUND ON LINKEDINGET FOUND ON LINKEDIN Before you start, turn privacy up while making Before you start, turn privacy up while making

changes to your profile otherwise everyone will be changes to your profile otherwise everyone will be notified about each changenotified about each change

Use a professional pic Use a professional pic Clear headline - no additional wordsClear headline - no additional words Use a summary to market yourselfUse a summary to market yourself Complete profile – include progressive experienceComplete profile – include progressive experience Use keywords in headline, summary and Use keywords in headline, summary and

experienceexperience


GET FOUND ON LINKEDINGET FOUND ON LINKEDIN Grow your network – it really is about who you know. Grow your network – it really is about who you know.

Be sure to connect with people in your industry.Be sure to connect with people in your industry. Include an email that is not your current employer’s Include an email that is not your current employer’s

account and make sure it is a public settingaccount and make sure it is a public setting Get recommendations from professors, coworkers, Get recommendations from professors, coworkers,

clients, bosses, suppliersclients, bosses, suppliers Join LinkedIn groups and contribute to discussionsJoin LinkedIn groups and contribute to discussions Post – adding/changing content helps your network Post – adding/changing content helps your network

visibilityvisibility When you talk to recruiters, connect with them so When you talk to recruiters, connect with them so

you will remain top of mind.you will remain top of mind.


RECRUITERS WANT RECRUITERS WANT


Honest relationshipsCandidates with a clean online presence

Candidates to be responsiveCandidates to be prepared

Candidates that give feedbackCandidates that know how to network and use those LI connections for warm

introsCandidates who trust them

Candidates to dress for success and represent them wellCandidates to check in, not nag

The key to successful The key to successful recruiter relationships, is recruiter relationships, is

you need to make it you need to make it EASYEASY

for the recruiter to work for the recruiter to work with you!with you!


THERE ARE HUNDREDS OF BOBS IN THE JOB MARKET, WILLING TO DO WHATEVER IT TAKES TO GET NOTICED


IN CONCLUSIONIN CONCLUSION FIND A GOOD RECRUITERFIND A GOOD RECRUITER UNDERSTAND THE RECRUITER UNDERSTAND THE RECRUITER

RELATIONSHIP AND HAVE REALISTIC RELATIONSHIP AND HAVE REALISTIC EXPECTATIONSEXPECTATIONS

AVOID COMMON MISTAKESAVOID COMMON MISTAKES OPTIMIZE YOUR LINKEDIN PROFILEOPTIMIZE YOUR LINKEDIN PROFILE MAKE IT EASY FOR THE RECRUITERMAKE IT EASY FOR THE RECRUITERThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.comThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

Thank You Recruiters!Thank You Recruiters! Johan Dahl – The Paragon GroupJohan Dahl – The Paragon Group Jillian Gray – Career FindersJillian Gray – Career Finders Larry Laux - Management Recruiters Larry Laux - Management Recruiters

of Fort Worth/Arlington, TXof Fort Worth/Arlington, TX Elisa Sheftic – Right Executive SearchElisa Sheftic – Right Executive Search Rob Williams – K-Force, Inc.Rob Williams – K-Force, Inc. Matt Zeto – Rem-X Specialty StaffingMatt Zeto – Rem-X Specialty Staffing



Email:Email:[email protected]:Website:www.riseaboveresources.com

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Marianne Grady, SPHRMarianne Grady, SPHR

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mailto:[email protected]

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