This week’s question isn’t so much a particular one as it is a collection of questions I’ve been getting around one central theme: recruiters. How do I work with them? When should I work with them? Why aren’t they calling me back? Are they a waste of time?

In today’s Q&A column I’m not only going to tackle many of these topics, but I’ve created a FREE video (100% content you can put to work for yourself today – nothing is being sold here) for you that will help you figure out when its most beneficial for you to work with a recruiter and how to get the most out of the relationship.

- Kevin

Between this article and the video, we are going to cover a lot of ground when it comes to recruiters and arming you with the information to get the most out of your relationships with them. This isn’t a bashing session. I am a huge advocate of developing strong relationships with a handful of top-notch recruiters. But, all recruiters are not created equally. I spent almost a decade in the recruiting business having managed at a Fortune 1000 search firm, owned two boutique search firms (one of them actually specialized in placing recruiters – crazy, I know) and consulting on talent acquisition and internal recruiting for Fortune 100 companies. I share this so you know where this information is coming from. Frankly, there are very few parts of the recruiting process that I haven’t touched.

So, here are a few tips…

All Recruiters Aren’t the Same – There are corporate, contract, contingent, retained, permanent and temp/consulting recruiters. Know who they are and their relationship to the position in question are extremely important in determining if you are going to move forward with them. Do you know the difference and how it can impact your chances for an interview?

Unemployed? Proceed with Extreme Caution – It’s not news that a hiring bias against the unemployed exists in some circles (see 2009 WSJ and 2010 Yahoo Finance). With search firm fees running between 20-30% of your base salary, you have to ask, “If a company wouldn’t look at me because I am unemployed, how does an additional price tag help my cause?” Simply put – it doesn’t. In the accompanying video, I explain why this happens and how to find out if the recruiter call is representing a job that is the exception or the rule.

Litmus Tests – Do you have any? Let’s face it – there are no barriers to entry in becoming a recruiter. As my first boss used to say, “All you need is a phone.” As a result, the field is a mixed bag (as are most professions). Finding a great recruiter is tough. You not only need a plan to figure out who the good ones are, but how to build great rapport once you identify them. I explain a few techniques you can start using today to do just that in the free video.

Can’t Get Them to Call You Back? – Remember, they don’t work for you.  So, just like with any networking, you need to start with “What’s in it for Them?”  Instead of sending endless emails and voicemails asking if they have anything, give them a reason to call you.  Position yourself as a hub for information.  Let them know you have been actively networking and you are happy to be a resource.  The good ones will take you up on this.  What do you get out of it?  Every time they get a search that’s close to your space – they will call you to talk about it.  Win-win. 

Is it a Real Job or Not? – This is one of the biggest rubs is that many times the jobs represented by recruiters aren’t real. “Real” can be defined a number of different ways: It’s not open, they don’t have a chance of getting you an interview, you aren’t really qualified, etc.. You might think, “What’s the harm in giving it a shot?” Well, there is a huge downside that can keep you from being considered for future opportunities. The good recruiters will let you know this up front, but remember – all recruiters aren’t created equally. I explain in the video how to protect yourself here.

Thoughts about the video? Want more advice? Please share your thoughts below.

In order to get the FREE video (100% content, no sales pitch), just enter your information below. In it, I cover all the topics listed above PLUS more tips and techniques so you will know when involving a recruiter in your search will help, not hinder you!

In past articles, I have talked about the importance of developing Your Solution. This is what you do best – maybe even better than anyone else. If you think about that skill set like a product, there are things it (you) does and doesn’t do. It only makes sense then to target hiring managers who are experiencing the pain and problems that Your Solution addresses.

So, instead of firing off a generic pitch with what you do, take a more pinpoint approach. Begin by asking 2-3 questions that identify if that hiring manager is experiencing problems that you can fix. The answers will either allow you to highlight your accomplishments and what you can do for their company or help you determine that it isn’t the right job for you. The former is just as important as the latter.

This also does something else very important. It gets the potential employer talking about themselves. With this, you can more naturally make Your Solution all about them (which, incidentally, leads to uncovering “hidden” job opportunities). As well, it positions you to be able to share relatable stories with quantifiable results that show what is in it for them when they hire you.

Your Solution + Their Pain = Smart Hire

Taking this approach will narrow down your job search so you are focusing on real, qualified opportunities versus just trying to get any job. It allows you to start hunting with a rifle, not a shotgun. Ultimately, it will help pair you with a job that is not only a good fit, but where you can experience your greatest success.

Want more tips on how to stand out in the job market and attract more opportunities? Watch this video I made with Donna Reed (plus, there are a ton of free resources you can put to work today in your job search!)

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• Be Proactive: Don’t assume the reference and reference checker will connect. Find out who will be calling your reference and let your reference know. I would suggest taking the steps to help schedule it. Not only will this help make certain it happens, but your reference will be in a better state of mind and more prepared for the call. You want them focused on selling you, not multitasking by driving, checking emails, etc..
• Prepare Your Reference: Schedule a call with your reference to review your background and the position you are interviewing for. Send them a copy of your resume. You want them understanding why this is a great job for you. They need to both think and speak in terms of why your past accomplishments are an indicator of what you are going to do for your future employer. It is all about being specific, quantifying and qualifying why you are the best hire – period.
• You are Only Good at What You Check: Follow up with your reference afterwards to find to how the call went. Were there any stumbling points? Any red flags they think you might need to address or be aware of? This way you know if there are any points you need to go back and re-address or affirm with your future employer.

There reference check is so much more than verifying employment. By taking these steps, you will not only properly prepare your reference, but you might discover you need to replace one of the people on your list. Remember, knowing they are checking references doesn’t mean you have the job, but it does mean you are a finalist. This is the last leg of your journey, so it’s time to pull out all the stops. Make sure your references tip the scales in your favor!

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It’s not about resumes, job boards, recruiters or even networking. As Your Career Attraction Mentor, Kevin Kermes will show you how to stop chasing after jobs and start attracting opportunities. He believes you are at your best when you can be yourself. Sounds like a better approach, doesn’t it? You can get more free advice like this by visiting him at www.careerattraction.com

© 2008 – 2010 – Kevin Kermes Inc

For the past two years, I’ve been training on a new, more effective way to tackle the job search. You know how I feel about the status quo: job boards, recruiters, applying on-line and even what’s becoming the traditional take on using social media. It’s broken. For those who have been Bootcamp or Mastermind clients, you know exactly what I am talking about and have experienced how we have re-defined the job search.

Now it’s time to take it a step further…an evolution of sorts. One that encompasses career management over all – whether you are in the midst of the hunt for a new position, trying to map out a new career path or simply want more stability in your current track.

So, what is Career Attraction?

It’s a complete approach (philosophy, mindset and system) of positioning yourself in an authentic way to simply and naturally attract the opportunities that are the right fit for you. The traditional job search – even career management – schools of thought are largely “push” marketing. This is much more along the lines of “pull” marketing, where your audience self-selects and comes to you.

It’s not about what to write on your resume, redesigning cover letters, what to say to recruiters, how to navigate job boards or even the “hidden” job market…and it’s definitely not about standing out in a crowd.

It’s about getting out of the crowd, becoming a hub for information, being a beacon in your area of expertise (a concept we will redefine) and creating a new level of career security – all while being the most authentic version of you (and smoothing what can be the confusing line between your professional and personal persona).

Over the next few weeks, we are going to dive into some of these concepts head first through interviews, articles and some free training – into the breach style. If you’ve been a reader for some time, you are going to love where we are going…and feel free to bring along a friend or two by forwarding this post along. I appreciate you paying-it-forward!

If it’s your first time here, welcome! Your timing couldn’t be better. And, so you don’t miss a step on the journey, sign up below to get all the freebies I will be sharing moving forward.

Click here to listen to my answers to your questions.

If you have a question about the program that wasn’t answered in the recording, feel free to leave a comment below and I will make sure to respond ASAP!

Let’s face it, if you have been networking you have probably asked for a lot. Leads on new opportunities, connecting with decision makers and the list goes on. And, I’m not here to tell you that you shouldn’t be networking and asking for these things – you absolutely should. But, there is balance…and the balance to receiving is giving. So, I’m going to share what I told my Career Attraction University members yesterday about how to do this and why you should be doing this (beyond the obvious reason that it’s simply the right thing to do. That should be enough, right?):

Your List – Start here. Take everyone you have spoken to or interacted with during your job search. From that trusted advisor and mentor who you touch base with weekly down to the recruiter who rubbed you the wrong way and you barely spoke to once. By the way, if you don’t have a list of everyone you have connected with this is a prime time to create one. This is your network. Some pieces may be stronger than others, but every interaction is an opportunity to strengthen that relationship and build new ones.

Pick up the Phone – This is about being interactive and dynamic. Email is static. Grab the phone and call the people on your list. You can make 1000 excuses why not to do it (my industry likes email, I don’t know some of these people that well, I don’t have their number, etc..). In order – if everyone is emailing, it’s easier to stand out via phone. If you don’t know the person well, what better way to get to know them better? Don’t have the number – Google the company and call the main switchboard.

Bottom line, you will get infinitely more out of a conversation and you can steer it more than a one dimensional email. Plus, you are going to be offering to help them – why wouldn’t they want to hear from you? If you get voicemail, you can send a short email following up…but make sure you lead with a call – it will make all the difference.

The Call – I’m not a fan of scripts, but here is the gist of what you should say in your call. Adjust the verbiage to fit your audience:

“Hi _________, it’s _________. You have been great about helping me in my job search and I simply wanted to return the favor. I’m wondering how I might be able to help you? What’s on your plate right now that you could use some help with resource-wise?”

Short and sweet.

Calling a peer or potential hiring contact? Maybe they are working on a project and need help locating some resources? This gives you a reason to call other people inside, or outside, your network…growing your network, demonstrating you are “plugged in” and calling for a reason other than looking to get something for yourself.

Calling a recruiter or someone in HR? Offer to help them with candidates for searches they are conducting. While I’ve never been in HR, I can tell you from my years as a headhunter that I knew the people who would always help me network and they were my first call. So, if you aren’t getting a call back from the search firms or internal recruiters as you would like – this is the easiest way to fix that. Create a reason for why they will always want to call you first.

Ask for Nothing – this is key to your success here. It’s not about immediate reciprocity. The benefits you will receive will become apparent in short order, like I shared in both examples…and more.

If they ask about your search, certainly tell them. If they ask if they can help, I’d simply ask who they know in (your field, industry, area of focus) that they hold in high regard with whom you can network. Reassure them that you are just looking to broaden your network and you aren’t going to hit them up for a job (listen to my interview with Michael Kerman – he does this beautifully). And, again, push to meet in person if physically possible. It’s all about getting face-to-face time with people. The phone is closer to that than email (which is why I am a big fan of it), but getting in front of someone is much more effective in working towards “know, like and trust.”

Going Viral and “Paying it Forward” – Finally, I’d like to leave you with this thought. Between my newsletter (21K readers), this blog (2K+ visitors daily) and the social networks I post on (1M+ potential readers), this could have an incredible, collective effect if every job seeker reading it took action. Imagine your call jogging the memory of someone in your network to call an unemployed friend. Maybe it makes them think of you for a certain position. Maybe you are that friend for someone else’s call. Who knows? What I do know is that this “pay it forward” effect will only be more exponential in its impact if everyone takes this step together.

So, make your list, pick up the phone and start asking what you can do for your network. Then come back here and share your comments and results below – I’d love to hear from you (and so would everyone else!).

* * * * * * * * *

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Q&A Webinar

April 13th – 12:00pmEST

On this webinar, I will be answering any and all questions about the job search or career management. You can submit your question(s) for this session live during the webinar or email them to mastermind@careerattraction.com.

1-on-1 Coaching Calls

April 14th, 15th, 28th and 29th

Sign up for a private, 1-on-1 session with me to talk about your job search – tackling tough obstacles, brainstorming new ideas…however you chose to use the time! This is your chance to get some customized advice and guidance that is tailored just for you.

Incorporating Video as Part of Your Career Attraction Strategy

April 20th – 12:00pmEST

In last month’s webinar, we talked about using advanced techniques and strategies for the Job Search 2.0 Bootcamp System. In this session, I will dig deeper into using one medium in particular: video. We will discuss:

- How to get started immediately after the webinar

- What you can accomplish with video that you cannot with a resume or other traditional job search tools

- The best way to get your video to go viral (this may surprise you…it did me!)

- The best resources (most are free) out there to use – and how to use them

Controlling the Brand Called You

April 27th – 12:00pmEST

You have a brand whether you know it or not. Brands are your reputation, the reflection of the value you bring, the promises you make and the solutions you offer. Face it – when you are competing with hundreds, maybe even thousands of others for a position, it will boil down to how you get noticed, how you are remembered and what value you could honestly bring to your new organization.

Join me and Jessi LaCosta (Branding Expert and Bootcamp Contributor) as she shows you how to:

- obtain laser like career focus

- improve interpersonal skills

- clearly articulate and project why you are unique

- get results by confidently and genuinely communicating your value

- learn how to align with others (personally and professionally)who share similar core values

plus a Q&A session at the end.

These sessions are ONLY for Career Mastermind Group members. Not a member yet? Join now to access these sessions (as well as the archived calls and training materials) with my special F.R.E.E. 1 month Membership trial.

By joining you also get access to past SME Calls (Ilona Vanderwoude on Resumes, Chuck Csizmar on Compensation Negotiation, Wendy Weiss on Cold Calling Hiring Managers, Katherine Moody on Networking, Marci Reynolds on Twitter, me on Advanced Job Search Techniques and numerous Q&A calls) plus videos, downloads and everything else the program has to offer. Learn more about the Mastermind Program and take advantage of a one month F.R.E.E. trial.

• Reflection of Your Interest – the ease with which you can apply to jobs on-line is the exact reason that a cover letter is paramount. It is a strong indicator that you are serious about your candidacy, not just slinging your resume out thre to see where it sticks.
• Template versus Boilerplate – Having a standard cover letter is a starting point, not something to arbitrarily cut-and-paste each time you apply. Make sure the document reads like it is written for the reader and only the reader. Ask yourself this – aren’t you more apt to take the time to read a letter you can tell was written just for you versus one that is clearly generic? I know I am.
• It’s All About Standing Apart from the Crowd – as unemployment continues to increase, so does your pool of competition. Differentiating is the name of the game now more than ever. Your cover letter is the perfect platform to do just that.
• The Interview Before the Interview – Every C level executive I work with says the same thing. They use the cover letter as a barometer to gauge a candidate’s ability to effectively communicate. This is an ideal time to showcase your written communication skills.
• Recruiters Don’t Read Them – Yes and no. The good ones do and the others should. For all the reasons listed here plus it gives them pre-packaged selling points for their clients, should they consider you a candidate. They, after all, are another example of an interview before the interview.  Remember this though – for all the advice you might get from recruiters, they are never the one who hires you.

Are cover letter sometimes overlooked? Yes. On the other hand, they are quite often a deciding factor as to whether or not you will get an interview. So, take the time to put together a document that reflects you and why you should be considered over the other hundreds of applicants. This attention to detail could be the first step towards getting you the interview you want and the job you deserve.

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