Employers will call if you have built a strong profile and resume
This Post shows you how, as an older person, to avoid discrimination…
Stay positive in your job search- here is how Recruiters could finally help you…
In a nutshell, recruiters can be a source of information. Find 2 or 3 recruiters to form a good relationship with – more than that would just be wasting your time. Use the theory on how to build valuable connections which we’ll be publishing soon – it’s all about helping others and ensuring they know you.
So, what’s the ‘value exchange’?
You give: sources of information; referrals to candidates; perhaps referrals to potential clients.
HR manager hiring mature aged worker after an interview
You receive: competitive information; perhaps referrals to other recruiters; and perhaps information on other positions they know of.
Of course, respect confidentiality and privacy when sharing information.
How do you find and select recruiters that are suitable to connect with? You can go through the online job ads – do it 3 or 4 times, leaving a month in between.
If a recruiter regularly advertises jobs in your industry, they work in your field. Alternatively, ask some of your colleagues or friends whom they would recommend. When you have a few names, call the recruiters, say you would like to meet up and why. See how they respond to you – those who take a long-term view of their profession will respond well.
But perhaps the most effective way to find a recruiter you can network with is to choose one you met through your job search: one with whom you related well.
This job has your name on it! How to approach the Recruiter to move your career forward
Keep 5 things in mind…
They are Gatekeepers to jobs – you must help them to help you. Venting your anger is as silly as being aggressive on the freeway when a mug cuts you off. The exception is when they have rudely ignored numerous requests for information.
Remind them who you are – most of them have woeful databases (remember there is no humongous commission incentive for keeping their filing up to date). Always start with: “I am…., and I sent you my resume last week for the …. job.”
Seek feedback ALWAYS.
Don’t expect ANYTHING – and you might be pleasantly surprised. But DO expect them to sell hard when it comes to the job offer – see box Job Offer Pressure Tactics.If all else fails, and you’ve been interviewed and made 3 unreturned calls… then send the ‘unhappy applicant’ email in the last Topic. It’s a quick and very dirty way to get revenge.
JOB OFFER PRESSURE TACTICS
After reading this book, you will know to expect the sales people in recruitment to sell hard when they have the offer of a job to present to you. Most are on ‘all or nothing’ commission payments and there is often no second choice candidate that they control. So, expect the hard sell.
At a conference of 110 agents, an industry leader was talking about how to become a more productive, profitable recruiter. Most of his ideas were excellent.
But then he came to the part about making offers to candidates, and about creating tension to make them more likely to accept. Recruiters intuitively know that tension is important as they know the power of not changing. How people’s fear of the unknown can keep us in a bad job for too long.
What devious tactics did this leader share to build tension? That when you have a firm offer from the employer (your client), call the applicant but don’t deliver it on the spot. Clarify what they’ll accept, and try to get them below the offer you already have. With the applicant agreeing to accept less, you say, “I don’t know if XYZ Corporation will go to that, but if they do, will you accept?” Then confirm that there is no doubt. Finally, close with, “I will go back to my client and see if they will agree with that.” Pressure applied with a blatant lie!
Now, he had previously shared the devious tricks on how to get the employer’s salary offer up. So he now had what he wanted – a big gap where a deal could be done, the gap ‘middlemen’ love.
As he concluded this long section on making the offer, he said “But of course, it must all be true. You must never lie.”
What do you call saying: “I don’t know if they will go to that salary.” Was this a one-off? No, because a year later he said it all again at a North American conference where I was also a speaker. After his talk I asked some of my friends in the audience if they had noticed the advice to lie: none had!