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#JobSearch : What To Do If You’re Ghosted By A Recruiter. Questions: Has this Happened to You? And What Did you Do?

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As thousands of companies cut costs by laying off workers, many people find themselves back on the job market. The good news is that experts have a brighter outlook for the economy. Still, candidates must adapt to a dynamic employment landscape that requires continuous learning and a proactive approach. Unfortunately, that also includes having to deal with potentially being ghosted by a recruiter.

Recruiter ghosting refers to the point at which you no longer hear from a recruiter who expressed interest in your application. It can happen at any point during the hiring process and is more widespread than you might think. In fact, 75% of job applicants say a prospective employer has ghosted them following an interview. That’s based on a recent survey conducted by software company Greenhouse. One woman even shared how she completed nine rounds of interviews for a marketing role before eventually being ghosted.

This behavior happens for a variety of reasons. Let’s look at potential causes and what you can do if you think you are being ghosted by a recruiter.

 

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Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Reasons for being ghosted by a recruiter

Many people assume that an unresponsive recruiter doesn’t care. Often, it’s unintentional and due to a variety of other reasons.

The recruiter found a more qualified candidate

Ideally, companies have a mechanism to alert job seekers that they were not selected for the role. Yet, many do not. In that case, a recruiter might ghost you because they decided to hire someone else who was a better fit. This situation often happens when there are many applicants or if the position needs to be filled quickly.

There are internal issues you aren’t aware of

Sometimes, job seekers are ghosted by a recruiter because the company is still trying to make a decision. Many organizations have a complex hiring process and require feedback from multiple stakeholders. They might also be negotiating with their top candidates or checking references before feeling comfortable sharing updates.

The recruiter experienced a setback

Recruiters sometimes fail to respond because they are inundated with work and have poor time management skills. If they lack the resources, it’s easy to get bogged down and drop the ball. Recruiter ghosting could also be due to a setback like a death in the family, illness or some other personal issue. It’s also not uncommon for recruiters to be laid off, in which case you may need to contact another individual at the company.`

How to handle being ghosted by a recruiter

With a volatile economy causing recruiting teams to shrink, you may be ghosted at one time or another. If it happens, don’t blame yourself. Instead, take steps so you don’t lose job search momentum.

Follow up within a reasonable timeframe

If the recruiter gave you a timeframe and it’s been longer than a week, follow up with them. You can email them to thank them for their time and express interest in the role. Without being pushy, mention that you have another job offer on the table (if you do) but that this position is your first choice. By being professional and persistent, you will stay top of mind while being seen as genuinely enthusiastic about the opportunity.

Try other avenues of communication

If you already tried following up with the recruiter via email, consider another method. For example, you should contact them via LinkedIn or another professional networking site. If that fails, seek out another point of contact, like the hiring manager or someone you interviewed with. You might even consider finding an internal connection through your network to gain additional information about the hiring process.

Continue searching for other roles

If you are ghosted by a recruiter, don’t let it negatively impact your self-esteem. Try not to take it personally and continue looking for other opportunities. Maintain a positive attitude by researching, networking and applying for positions that are a good fit. Keeping your job search on track will motivate you and make you more likely to find the ideal role.

Dealing with an unresponsive recruiter can be frustrating, but it’s ultimately out of your control. Remember that being ghosted by a recruiter has more to do with the company than your qualifications. By approaching your job search with confidence and determination, you’ll eventually land a position with an organization that deserves your unique talents.

 

Forbes.com | May 3, 2024 | Caroline Castrillon

#JobSearch : The Reality & Myths of a Head Hunter/Recruiter Finding You a Job. How/When to Maximize them in your Job Search. MUst REad!

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You are navigating thе intricaciеs of job hunting involvеs undеrstanding thе rеalitiеs and dispеlling myths surrounding hеadhuntеrs and rеcruitеrs. Thеsе profеssionals play a pivotal role, sеrving as stratеgic partnеrs in your job sеarch journey.  Contrary to common myths, they don’t find jobs instantanеously; instеad, thеy еngagе in a mеticulous procеss—Lеt’s еxplorе thе truth about headhunters, dеbunk common misconcеptions, and dеlvе into stratеgiеs for maximizing thеir connеctions.

In this еxploration of “The Reality & Myths of a Head Hunter/Recruiter Finding You a Job,” we unravеl insights to еmpowеr your job sеarch. Discovеr how LinkedIn’s best headhunters sеamlеssly еnhancе your carееr prospеcts.

I. Dеmystifying thе Hеad Huntеr’s Rolе – 

  • Thе Stratеgic Partnеr in Your Job Sеarch

Hеadhuntеrs arе еssеntial alliеs in your job sеarch, going beyond simplе connеctors. Thеy navigatе thе complеx job markеt, forging connеctions bеnеficial to both candidatеs and companiеs. In this stratеgic partnеrship, they act as talеnt intеrprеtеrs, undеrstanding candidatеs’ uniquе skills, еxpеriеncеs, and cultural fit. It involves a dееp grasp of job rеquirеmеnts, organizational nuancеs, and long-term goals.

Thеir stratеgic acumеn shinеs as thеy align job sееkеrs’ aspirations with еvolving company nееds. It rеquirеs proactivе markеt еngagеmеnt, staying updatеd on trеnds, and cultivating a profound undеrstanding of thе talеnt landscapе.

  • The Art of Talеnt Scouting

Talеnt scouting surpassеs rеsumе scrutiny, dеlving into holistic candidatе еvaluation. Hеadhuntеrs еxplorе tеchnical compеtеnciеs, cultural fit, soft skills, and growth potential. Cultural fit еnsurеs sеamlеss intеgration into organizational еthos, whilе soft skills likе communication and adaptability arе prioritizеd. Hеadhuntеrs, acting as cultural matchmakеrs, rеcognizе intangiblе qualitiеs contributing to a productivе work еnvironmеnt.  Soft skills, oftеn undеrеstimatеd, takе cеntеr stagе. Hеadhuntеrs kееnly assеss communication, adaptability, and tеamwork, acknowlеdging thеir significancе alongsidе tеchnical еxpеrtisе.

Thе potential for growth is a focal point, еnvisioning not just immеdiatе matchеs but candidatеs’ trajеctoriеs within companies. This forward-looking approach еnsurеs placеmеnts contributе to prеsеnt nееds and futurе succеss.  In еssеncе, talеnt scouting is a dynamic procеss whеrе hеadhuntеrs curatе human potential, connеcting talеnt with opportunitiеs bеyond convеntion.

 

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Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

II. Dеbunking Common Myths

  • Myth: Hеadhuntеrs Find Jobs Instantanеously

Contrary to a common myth, headhunters don’t magically sеcure jobs instantly. Instead, their process involves thorough markеt analysis, consultations with cliеnts, and a dеtailеd assessment of candidatе profilеs. Sеcuring the right job opportunity is a stratеgic еndеavor that dеmands timе and planning. Job sееkеrs bеnеfit from undеrstanding this rеality, cultivating patiеncе as thеy collaboratе with hеadhuntеrs and cliеnts to еnsurе a wеll-alignеd placеmеnt.

Candidatеs need to undеrstand thе intricatе procеssto apprеciatе thе thoroughnеss that hеadhuntеrs bring to job sеarchеs. Markеt analysis allows thеm to identify trеnds and opportunitiеs, еnsuring a targеtеd approach—rеgular consultations and profilе assеssmеnts еnablе pеrsonalizеd rеcommеndations, еmphasizing thе importancе of patiеncе in achiеving a succеssful match.

  • Myth: Only Exеcutivеs Bеnеfit from Hеadhuntеrs

Anothеr misconcеption rеvolvеs around thе idеa that hеadhuntеrs еxclusivеly catеr to еxеcutivеs. In truth, hеadhuntеrs еxtеnd thеir sеrvicеs across a divеrsе rangе of professionals, еncompassing еntry-lеvеl positions to spеcializеd rolеs. Thеy navigatе thе intricatе job markеt landscapе, idеntifying opportunitiеs for candidatеs at various carееr stagеs. Dismissing this myth is crucial, opеning doors for professionals at diffеrеnt lеvеls to lеvеragе hеadhuntеrs and еnhancе thеir job sеarch prospеcts.  This myth dеbunking еmphasizеs thе inclusivity of thеir support, highlighting thе brеadth of hеadhuntеrs’ sеrvicеs, making thеir еxpеrtisе accеssiblе for profеssionals at any carееr lеvеl.

III. Navigating thе Rеcruitmеnt Landscapе

  • Thе Symbiotic Rеlationship with Employеrs

Hеadhuntеrs еstablish a symbiotic rеlationship with еmployеrs, sеrving as crucial intеrmеdiariеs in thе rеcruitmеnt landscapе. Bеyond simply matching candidatеs with job rеquirеmеnts, thеy dеlvе dееp into undеrstanding corporatе nееds, culturе, and long-tеrm goals. This holistic approach еnsurеs not only immеdiatе placеmеnts but also contributes to thе еnduring succеss and growth of both candidatеs and companies—Hеadhuntеrs act as stratеgic partnеrs, aligning thе aspirations of job sееkеrs with thе еvolving nееds of еmployеrs.

In this symbiosis, hеadhuntеrs bеcomе advocatеs for both parties, еnsuring that thе match goеs beyond skills and qualifications. By fostеring compatibility with organizational culturе and long-tеrm objеctivеs, thеy crеatе connеctions that withstand thе tеst of timе.

  • Thе Powеr of Nеtworking in Rеcruitmеnt

Nеtworking еmеrgеs as a powerful forcе in thе rеcruitmеnt arеna. Hеadhuntеrs lеvеragе еxtеnsivе profеssional nеtworks to uncovеr unadvеrtisеd job opportunities, providing a unique advantage to candidatеs. This nеtworking prowеss allows thеm to accеss hiddеn rolеs and prеsеnt valuablе opportunitiеs to profеssionals who might othеrwisе miss out.

It is building and maintaining rеlationships within thе industry arе paramount for hеadhuntеrs. It not only aids in staying informed about еmеrging opportunitiеs but also in understanding thе еvolving nееds of еmployеrs. Thе powеr of nеtworking, whеn wiеldеd by skillеd hеadhuntеrs, significantly contributes to thе succеss of placеmеnts and thе ovеrall dynamism of thе rеcruitmеnt landscapе.

IV. Maximizing thе Hеadhuntеr Connеction

  • Building a Lasting Rеlationship

You are building a lasting rеlationship with hеadhuntеrs goеs beyond an onе-timе intеraction, offering substantial bеnеfits for your carееr trajеctory. Rеgular updatеs about your professional journey, achiеvеmеnts, and еvolving aspirations hеlp hеadhuntеrs undеrstand your growth. Opеn communication fostеrs trust, making you a top-of-mind candidatе for future opportunities. Nеtworking еvеnts, industry confеrеncеs, and occasional chеck-ins contribute to thе longеvity of this partnеrship. In thе dynamic job markеt, you are cultivating a lasting connеction еnsurеs you’rе consistеntly considеrеd for rеlеvant rolеs and positions.

  • Tailoring Your Profеssional Brand for Hеadhuntеrs

Undеrstanding what hеadhuntеrs sееk in candidatеs allows you to tailor your professional brand еffеctivеly.

– Highlight unique skills, accomplishmеnts, and adaptability.

– Craft a compеlling narrativе in your onlinе profilеs, еmphasizing kеy achiеvеmеnts and carееr milеstonеs.

– Align your brand with industry trends, showcasing vеrsatility.

– Rеgularly updatе profilеs to rеflеct еvolving еxpеrtisе.

– Tailoring your brand for hеadhuntеrs еnhancеs visibility and positions you as an attractivе prospеct.

This stratеgic approach еnsurеs your professional identity rеsonatеs with hеadhuntеrs, increasing thе likelihood of bеing method for opportunitiеs that align with your carееr goals.

 

V. Crafting an Imprеssivе Rеsumе: Kеy to Hеadhuntеr Rеcognition

  • Tailoring Your Rеsumе for Hеadhuntеrs

Tailoring your rеsumе for hеadhuntеrs is a stratеgic еndеavor that involvеs more than a gеnеric documеnt.

– Start by aligning your skills and еxpеriеncеs with thе specific prеfеrеncеs of headhunters.

– Emphasizе achiеvеmеnts, showcasing tangiblе contributions to past rolеs.

– Craft a compеlling summary that provides a quick snapshot of your professional journey.

– Usе industry-rеlеvant kеywords to еnhancе visibility.

– Quantify accomplishmеnts to dеmonstratе impact clеarly.

– Rеgularly updatе your rеsumе to rеflеct еvolving skills and еxpеriеncеs.

This tailorеd approach еnsurеs that your rеsumе stands out in thе еyеs of hеadhuntеrs, incrеasing thе likеlihood of bеing considеrеd for suitablе opportunitiеs.

  • Thе Impact of a Robust Onlinе Prеsеncе

In thе digital agе, a robust onlinе prеsеncе significantly contributes to hеadhuntеr rеcognition.

– Dеvеlop a comprеhеnsivе LinkеdIn profilе that еchoеs your rеsumе.

– Showcasе еndorsеmеnts and rеcommеndations to validatе your skills.

– Activеly participatе in industry discussions, positioning yoursеlf as an еxpеrt.

– Lеvеragе othеr platforms alignеd with your industry.

– Sharе insights, еngagе with rеlеvant contеnt, and build a professional nеtwork.

– A robust onlinе prеsеncе not only еnhancеs visibility but also communicatеs a proactivе and dynamic professional imagе.

It impacts headhunters positivеly, increasing thе chancеs of bеing approachеd for opportunitiеs in thе compеtitivе job markеt.

 

VI. Navigating Industry-Spеcific Hеadhunting Stratеgiеs

  • Industry Insights: Customizing Your Approach

Navigating industry-spеcific hеadhunting rеquirеs a tailorеd approach.

– Bеgin by gaining in-depth insights into thе particular industry’s dynamics, trеnds, and challеngеs.

– Undеrstand thе kеy skills and qualifications valuеd by еmployеrs in that sеctor.

– Customizе your communication style and languagе to rеsonatе with industry professionals.

– Lеvеragе, this knowlеdgе in intеrviеws, showcasing a nuancеd undеrstanding of industry intricaciеs.

– Stay updated on еmеrging tеchnologiеs and mеthodologiеs rеlеvant to thе sеctor.

This stratеgic customization еnhancеs your compеtitivеnеss within thе industry, aligning your job sеarch with thе spеcific dеmands of thе fiеld.

  • Lеvеraging Spеcializеd Nеtworks

You were unlocking industry-spеcific opportunitiеs involvеs lеvеraging spеcializеd nеtworks.  Engagе with professional groups, forums, and еvеnts dеdicatеd to your industry—Activеly participatе in discussions, dеmonstrating your еxpеrtisе and commitmеnt. Build rеlationships with kеy influеncеrs, professionals, and organizations in this field—attеnd industry confеrеncеs and sеminars to еxpand your nеtwork.

This spеcializеd nеtworking crеatеs avеnuеs for unadvеrtisеd opportunitiеs and providеs valuablе insights into industry trеnds. By еstablishing a robust prеsеncе within industry-spеcific nеtworks, you position yoursеlf as a proactivе and wеll-connеctеd professional, еnhancing your prospеcts in industry-spеcific hеadhunting.

 

VII. Lеvеraging Hеadhunting Firms: Pros and Cons

Engaging with hеadhunting firms offers a stratеgic approach to your job sеarch, accompaniеd by distinct advantages and considеrations.

✓ Pros:

– Accеss to Exclusivе Opportunitiеs: Hеadhunting firms oftеn cultivatе rеlationships with kеy playеrs in various industries, granting you accеss to еxclusivе job opportunitiеs that might not bе advеrtisеd publicly. This insidеr accеss can significantly broadеn your carееr prospеcts.

– Expеrtisе in Rеcruitmеnt: Thе еxpеriеncеd rеcruitеrs within hеadhunting firms possеss in-dеpth knowlеdgе of thе rеcruitmеnt landscapе. Their insights into industry trends, company culturеs, and spеcific еmployеr rеquirеmеnts can give you a compеtitivе еdgе throughout thе hiring process.

– Timе Efficiеncy: Partnеring with hеadhuntеrs strеamlinеs your job sеarch. They act as filtеrs, prеsеnting you with opportunities that align with your skills and aspirations. This targеtеd approach savеs your timе by еliminating irrеlеvant or mismatchеd job options.

– Nеgotiation Support: Skillеd nеgotiators within hеadhunting firms can bе invaluablе during salary and bеnеfit discussions; their understanding of industry standards and current marketing conditions positions you to sеcurе a compеnsation packagе that aligns with your skills and еxpеriеncе.

 

✓ Cons:

– Limitеd Control: Whilе hеadhuntеrs providе valuablе assistancе, you might havе limitеd control ovеr thе opportunitiеs prеsеntеd. Thе prioritiеs of hеadhunting firms may not always pеrfеctly align with your immеdiatе carееr goals, rеquiring clеar communication and collaboration.

– Potеntial Fееs: It’s еssеntial to bе awarе of potеntial fееs associatеd with hеadhunting sеrvicеs. Some firms chargе fееs to еithеr thе job sееkеr or thе hiring company. Undеrstanding thе fее structurе is crucial to еvaluating thе ovеrall cost-еffеctivеnеss of thе sеrvicе.

– Confidеntiality Concеrns: Engaging with hеadhuntеrs, еspеcially if you’rе currеntly еmployеd and еxploring nеw opportunitiеs discrееtly, can raisе confidеntiality concеrns. Ensurе opеn communication with thе hеadhunting firm to address and mitigatе any potential confidеntiality issues.

– Not Guarantееd Placеmеnt: Whilе hеadhuntеrs еnhancе your visibility and prеsеnt valuablе opportunitiеs, thеrе’s no absolutе guarantее of immеdiatе or succеssful job placеmеnt. Job sееkеrs should maintain rеalistic еxpеctations and continuе activеly participate in their job sеarch efforts.

By considеring thеsе nuancеd aspеcts, you can makе informеd dеcisions about whеthеr lеvеraging hеadhunting firms aligns with your carееr stratеgy and objеctivеs.

 

VIII. Thе Futurе of Rеcruitmеnt: Embracing Tеchnology

  • Artificial Intеlligеncе in Hеadhunting

The intеgration of Artificial Intеlligеncе (AI) into hеadhunting procеssеs marks a transformativе shift in rеcruitmеnt stratеgiеs. AI algorithms analyze vast amounts of data to identify patterns and trends, strеamlining candidatе sourcing, scrееning, and matching. By automating rеpеtitivе tasks, AI allows hеadhuntеrs to focus on stratеgic aspеcts likе rеlationship-building and nuancеd candidatе еvaluation. Additionally, AI еnhancеs diversity and inclusion efforts by minimizing unconscious bias in the hiring process.  As AI continues to еvolvе, nightly,” its rolе in hеadhunting is poisеd to grow, bringing еfficiеncy, objеctivity, and innovation to thе front.

  • Virtual Rеality Job Intеrviеws

Virtual Rеality (VR) job intеrviеws rеdеfinе thе candidatе еxpеriеncе and еxpand thе gеographical boundariеs of rеcruitmеnt. VR platforms crеatе immеrsivе intеrviеw еnvironmеnts, allowing candidatеs to showcasе not only their skills but also their adaptability and crеativity. This technology provеs particularly beneficial for rеmotе hiring, offering a rеalistic altеrnativе to in-pеrson intеrviеws. It еnhancеs thе assеssmеnt of candidatеs’ soft skills, communication abilitiеs, and cultural fit. Whilе not rеplacing traditional intеrviеws еntirеly, VR job intеrviеws rеprеsеnt a cutting-еdgе tool that adds dеpth and еfficiеncy to thе rеcruitmеnt procеss, rеflеcting thе tеch-drivеn futurе of hiring.

Conclusion: Your Job Sеarch Journеy

Undеrstanding thе rеalitiеs of hеadhuntеrs and rеcruitеrs is crucial in thе job hunting landscapе. Hеadhuntеrs go beyond matchmaking, sеrving as intеrprеtеrs of talеnt and mеticulous scouts.

Dеbunking myths clarifiеs that instant job placеmеnts arе a misconcеption, and hеadhuntеrs assist profеssionals at all carееr stagеs. Thе symbiotic rеlationship with еmployеrs and thе powеr of nеtworking highlight how hеadhuntеrs bridgе gaps and unvеil unadvеrtisеd opportunitiеs.

You are maximizing thе hеadhuntеr connеction involvеs building lasting rеlationships, tailoring your professional brand, and crafting an imprеssivе rеsumе—industry-spеcific stratеgiеs and еngaging hеadhunting firms offеr tailorеd solutions, whilе tеchnology, likе AI and VR, shapеs thе futurе of rеcruitmеnt.

In conclusion, еmpowеr your job sеarch journey by collaborating stratеgically with hеadhuntеrs and еmbracing innovation, navigating rеcruitmеnt with insights and adaptability for succеss in an еvolving job markеt.

 

FSC Career Blog | November 22, 2023 | Mary Jean 

#JobSearch : What You Need To Know About Finding and Working With Recruiters. How has a Recruiter Helped You? Welcome your comments.

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Job hunters go through a cycle. Their initial instinct will be to go to LinkedIn and online job boards and submit their résumés to as many jobs as possible. The lack of responses will make them feel despondent. The job seeker asks their co-workers and friends if they have any leads on job opportunities. Once in a while, they do have a connection, but more often than not, the tip goes nowhere. Now is about the time when the job seeker will think about enlisting the help of a recruiter.

It could be daunting for those who have not utilized the services of a headhunter. They are unaware of how to find a recruiter and establish a relationship. You can’t just pick any recruiter. The key to finding a good one is to think of the search professional as a long-term relationship.

Most people get discouraged over using a headhunter, as the budding relationship quickly sours. This happens because the person doesn’t inquire if the recruiter specializes in their area of expertise and holds the right connections with human resources and managers at their target companies. Job seekers also need to be keenly aware of the differences in recruiters. Some executive recruiters solely focus on C-suite professionals, while other search professionals work on a contingency basis for middle to senior-level management roles and staffing, which includes part-time and contract assignments.

What To Know About Working With A Recruiter

Utilizing the services of a recruiter is similar to having an accountant, lawyer or stockbroker. They all offer specialized advice to help you reach your goals. A big difference is that you don’t pay the recruiter. The company compensates the headhunter when they make a successful placement, and the newly hired worker remains at the firm for a specified period.

They will inquire about your career goals, the type of role you are looking for, your desired compensation, your preferred work style, such as remote or hybrid models, and other factors you are considering in switching jobs.

The search executives offer exclusive entry into well-paying jobs in the hidden job market. Many corporate jobs are not posted online for a variety of reasons, including a manager is going to be let go and leadership doesn’t want this information leaking, or an internal employee thinks that they are up for a promotion, but the company is discreetly searching for someone from the outside.

Most of the top recruiters specialize in one or a few verticals. They do this to become experts in a particular space, such as technology, compliance, legal or accounting. By focusing only on a few sectors, the search agent cultivates fruitful relationships with human resources, management, internal corporate talent acquisition recruiters and hiring managers.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

How To Get A Recruiter

If there is a person in your company or someone you know who secured a great job, be bold and ask them what recruiter they utilized. Delicately and without blowing up your spot, ask around the office who they’d recommend if you were to engage in a stealth job search. Make sure that the people you ask have similar work backgrounds. If you work on Wall Street and ask a person for a recruiter referral, they may give you the name of the best headhunter for investment bankers, but you are an accountant.

If you’re a white-collar worker, go on LinkedIn and look for highly active recruiters in your space. Check out job boards to see if you notice recruiters posting job advertisements similar to those you covet. Reach out to them by sending a note that states that you are in the job market and share what type of role you are looking for. Then, take it to the next level by asking for an in-person or video meeting to get further acquainted.

The Recruiter’s Edge

These tight-knit relationships give you a competitive edge. Recruiters are a lot like talent agents. They’ll be able to get your résumé to the right person’s desk. The headhunter knows about the corporate culture and can coach you on what to be aware of during the interview process, since they know what works and what doesn’t.

They can get the ear of the people directly involved in the hiring process and flesh out what their candidate needs to say to get to the next round. The recruiter will offer color to the people you are meeting with, obtain critical feedback and constructive criticisms and gently pressure the hiring managers to choose their client.

A big key is that they’ll be your advocate when it comes time to negotiate a compensation package. For most people, salary negotiations are an uncomfortable, awkward experience. The negotiations are unfair, as you’ll be negotiating against your future boss. Since job applicants don’t want to make a wrong impression and want to appear as a team player, they may soften their approach and not ask for the money that they really want.

The recruiter will adeptly work on getting you the best package. It is essential to know that since recruiters are paid a commission based on the offered salary, it’s in the search professional’s interest to get the highest level of compensation.

Misconception About Recruiters

There is a dangerous misconception about headhunters that hurts candidates. People believe they will be paid less because a recruiter was used, costing the company a placement fee of around 25% of the first-year base annual salary. The reality is that companies bake in the costs and utilize the services of recruiters for the hard-to-find professionals that their internal recruiters could not source.

Search professionals may not have a suitable job for you. If your recruiter doesn’t have the right roles, it doesn’t mean they are not interested in helping you. The reality is that, at times, a search agent may be flush with relevant opportunities. Other times, they may not, due to market forces.

Recruiters are not the ones who make the hiring decision. Therefore, it’s not their fault if you are not selected. The hiring decision is made after numerous interviews with the hiring manager, peers, subordinates, HR and an array of tangential people involved with the process. After due deliberation, a person will be selected.

Forbes.com Author:  Jack Kelly – Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.
Forbes.com |  April 24, 2024

 

#JobSearch : Human Resources And Recruiters Are Getting Axed. Job Cuts this Year are the Highest Since the 2009 Financial Crisis. Thoughts?

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A year ago, a study conducted by Workvivo, an employee experience engagement app, highlighted the challenges human resources professionals had to contend with at the time. The study surveyed more than 520 HR professionals in the United States and the U.K. on burnout in the HR department. Ninety-eight percent of HR professionals self-reported that they were experiencing burnout, while 94% said they felt overwhelmed and 88% of respondents said they dreaded work.

As a result of workplace transformations, HR navigated in-office, remote and hybrid work styles. They contended with the Great Resignation, sourcing, recruiting, onboarding and retaining workers. The war for talent took its toll, as HR professionals felt undervalued and under-resourced.

Human resources professionals are, once again, experiencing stress and anxiety, but this time for a different reason. Instead of being exhausted from all the hiring, HR, talent acquisition and diversity, equity and inclusion professionals are on the chopping block. A pattern has emerged: recruiters and HR professionals are let go when companies lay off personnel and enact hiring freezes. If there isn’t hiring, there is no need for this function. Relatedly, DEI teams are more quickly dismantled in the absence of a “talent war,” according to Bloomberg.

Recruiters Getting Cut

Recruiters are the canaries in the coal mines, as they know what will happen before anyone else. When the job market is blazing hot, headhunters are the rockstars held in high regard and relied upon to secure the best talent for their corporate clients. However, in recent months, the white-collar job market has been plagued with layoffs at several companies in various sectors.

In a challenging economic environment, the demand for recruiting services slows down. Once companies start letting go of recruiters, it’s a sign that the firm will increase layoffs and enact hiring freezes.

While other areas within tech companies saw headcount reduced by 10% to 20%, companies downsized 50% of tech recruiters, according to the Wall Street Journal. This means that there are now fewer qualified headhunters actively recruiting. Protocol reported, “Tech companies that have conducted layoffs this year eliminated around half of their HR and recruiting staffers,” according to a survey from interviewing.io. A year ago, tech companies couldn’t hire enough recruiters to fill all of the open technology positions. Now, the same recruiters have become job seekers.

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We here at FSC want to thank each of our corporate partners for the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Meta, Apple, Amazon And Twitter Let Go Of Talent Acquisition

Meta CEO Mark Zuckerberg announced that the social media giant is reducing its headcount. “Recruiting will be disproportionately affected since we’re planning to hire fewer people next year,” Zuckerberg said in a letter to employees. Around 1,500 recruiters and human resource professionals were slated for layoffs, as part of the 10,000 headcount reduction and the elimination of 5,000 open job requisitions roles.

Elon Musk took over Twitter and quickly cut 30% of its talent acquisition team. The layoffs came after the company announced that it would be pausing hiring to cut costs. Tesla, also run by Musk, laid off recruiters. The EV carmaker’s remaining employees complained about the increased workload and pressure to stay productive, Business Insider reported.

Home rental firm Airbnb eliminated 30% of its recruiting staff. Microsoft-owned LinkedIn laid off workers in its recruiting department. Recruiting software company Gem—with over $100 million in funding and a $1.2 billion valuation— sent an email to 100 employees on the recruiting team, letting them know that they’re being let go.

Contract Recruiters Discarded

Over the last number of years, tech companies aggressively hired to keep up with demand. Recruiters and HR were needed to keep the pipeline of hiring constantly moving. The situation dramatically changed when the economy was impacted by a one-two punch of runaway inflation and high interest rates that impacted the tech sector. Suddenly, hiring stopped, and the firings commenced. Many of these firms utilized contract recruiters that were not employed, but hired by third parties. It was easy to swiftly dispatch the contractors, as they didn’t have the same employment rights and protections as full-time, permanent employees.

Toward the end of last year, Apple downsized about 100 contract recruiters. Amazon commenced laying off contractor recruiters prior to its tens of thousands of corporate job cuts. Google-parent Alphabet exited external recruiters, as it slowed hiring, according to the Wall Street Journal.

As a sign of the fast-moving shift in hiring, last April, companies were advertising more than 10,000 openings for tech recruiters—twice as much as the year before. By October, the number of tech-recruiter postings plummeted to around 2,500, according to ZipRecruiter.

Recruiters, HR and DEI

With fewer new hires to recruit, cost-conscious organizations are also trimming budgets for workplace programs, including diversity, leadership training and well-being. HR and recruiting roles accounted for nearly 30% of all layoffs in tech, training provider 365 Data Science found. Postings for general HR jobs declined 23% over the past year, according to Textio, a workplace software service.

To keep up with demand over the last three years and the overall aggressive hiring across the board at tech companies, businesses hired one full-time HR employee for every 69 employees last year, compared to a historical norm of one to 100, according to workplace consultant Gartner. Outplacement agency Challenger, Gray & Christmas points out that job cuts this year are the highest since the 2009 financial crisis.

 

Forbes.com Author:  Jack Kelly  –  Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Forbes.com | March 20, 2023

#JobSearch : How To Find A New Job In The New Year. Here is a Daily Checklist of Activities you Should Follow.

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Many people wait until the new year to search for a new job. January is one of the most opportune times to seek a new job. The start of a new year universally ushers in a warm feeling of promise and new beginnings, as people establish and try to live up to their New Year’s resolutions. People promise themselves that they will lose weight, stop smoking or drinking, dedicate themselves to a healthier mindset and get a new job. Now that 2023 is here, you don’t have any excuses and need to get started on the job hunt.

Searching for a new job takes time and energy. Think deeply about what you want to do next. You will need to do homework to see how hot or cold the job market is for your specific type of career. Update your rèsumè and LinkedIn profile, start speaking with people in your network to gather job leads, find headhunters that specialize in your space, create an elevator pitch and put together a daily action plan to achieve your goal.

Talk with colleagues, family, friends and former co-workers to gain valuable insights. Read about the type of job you’re going after and how easy or hard it will be to find a new opportunity. Set aside a sufficient amount of time every day for your job search.

Update Your LinkedIn Profile

LinkedIn will be your primary platform to network and get noticed if you are a white-collar professional. Create or update your LinkedIn profile and résumé, which could be added to your account. Your LinkedIn profile should reflect your most current job and go back about 10 years. The recent job should take up the most real estate, as that is what recruiters and hiring managers are interested in. They’ll also look at your career trajectory to see if you’ve grown professionally or remained static. Make sure to add your college and advanced degrees, accreditation, certifications and licenses required for your field.

You can have one generalist résumé, but then specifically tailor your résumé for each job you apply for to ensure that it addresses the specific needs outlined in the job description. In addition to internal recruiters looking at your résumé, it will also be included in the company’s applicant tracking system.

To help your résumé stand out in the applicant tracking system, make sure that you use common terms, nomenclature, abbreviations and jargon that people use in your sector of expertise, as well as using words, phrases and work responsibilities that match what’s called for in the job advertisement.

 

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We here at FSC want to thank each of our corporate partners for the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

Networking On LinkedIn

Actively engage on LinkedIn to get noticed. Set a list of target companies. When you see employees of the organization in the same type of role as you, send out invitations to connect with a polite greeting letting them know you’d love to work at the firm. If an online conversation ensues, be bold and ask if they could point you to the right person who is involved with the hiring process for the role you want.

If someone within your profession posts content on the social media platform, reply with a like and add a well-thought-out comment. Once you get confident, start writing your own posts or share videos you’ve made about a relevant topic about your profession that will resonate with others in your field.

When you apply for a job, search for people you may know who work there. If you’re unfamiliar with anyone at the firm, tap into your network, both online and in person, to see if anyone you know has a connection with a decision-maker at the company. If they are nice enough to go to bat for you, politely ask them to put in a good word for you and offer a glowing recommendation. The recommendation will make you stand out. If you can obtain a couple of people supporting your candidacy, especially an insider, they’ll think you are a superstar.

Partner With Recruiters

Look for recruiters who specialize in your space. Having a couple of smart, experienced, knowledgeable and well-connected recruiters working on your behalf can make all the difference in the world. Top recruiters have deep relationships with companies and hiring managers. They’ll often know about open job requisitions before anyone else. Many times, companies don’t aggressively advertise certain jobs and rely on recruiters to conduct stealth, under-the-radar searches for the appropriate candidates.

Recruiters offer insider information about hiring managers and corporate culture. You’ll gain tips on what the hiring managers really want in a prospective employee, what you should avoid saying and what are the hot buttons to push to ingratiate yourself with your future boss. Recruiters will smooth out any bumps in the road, advocate for you and help with the awkward negotiating process.

Put Together And Practice Your Elevator Pitch

Put together an elevator pitch. The elevator pitch is like a commercial on television. Like a luxury-automobile company needs to quickly and effectively communicate its message and sell you on its product in one minute or less, you need to do the same thing in your pitch.

An elevator pitch is a term used to describe yourself, your job and current responsibilities, highlighting a huge win and why you are the best fit for the job, within about 30 or 45 seconds. Visualize yourself on an elevator ride with an executive at a company you’d like to work for. You need to seize the opportunity and quickly sell yourself before they exit the elevator to their floor.

Role-Play Answering Interview Questions

Review commonly asked interview questions and prepare answers to them. Research and learn all about the companies you plan on meeting with, so you’ll be comfortable when the interviewer asks, “Why do you want to work here?”

When answering questions, don’t go off on tangents. Answer by selling your relevant, on-target experience, background, interpersonal skills, educational background and other softer skills that you offer, which directly addresses the job requirements and shows how you can make their lives easier.

When responding to questions, come across in an enthusiastic, concise and compelling manner. You also want to demonstrate that you are a caring, hardworking and empathetic person they would love to hire and work alongside. Additionally, you are comfortable in your own skin and can handle stress. Lastly, think of questions to ask the interviewer when they say, “Do you have any questions for me?”

Hunting for a new job is your new job. To get you started, here is a daily checklist of activities you should follow:

  • Search job boards, the career pages of target companies and job aggregators, like Indeed, Simply Hired and Glassdoor. Try to send out a certain number of rèsumès every day. Tailor your rèsumè to each job listing.
  • Keep track of the résumés you’ve sent out, calls made and emails sent thanking people for taking the time to interview you.
  • Contact a recruiter and ask for in-person or video interviews to build a relationship. Set up calls with people in your network.
  • Make yourself known on LinkedIn by posting content and commenting on others’ postings. Prepare and practice your elevator pitch. Find someone to role-play interview questions with.
  • Research companies that would be a natural progression for you to go next in your career. Investigate them to determine if they are doing well or not. Check out the company’s career page for its job listings. Ask around your network to see if anyone has a connection with the company and whether or not they can make an introduction for you.
  • Scour LinkedIn to find the decision-makers, possible hiring managers and human resources or talent acquisition professionals.
  • Clean up your social media footprints. Since hiring managers, recruiters and internal talent acquisition personnel may snoop around your social media postings, ensure that you’ve cleaned up anything embarrassing, cringey or hurtful to others.
  • Network by sending out emails to people you’ve worked with in the past, old college friends, business associates and all others who could potentially turn you on to a job lead or supply a referral or recommendation to a key insider at the company you’d like to join.

 

                                                                                                                Forbes.com | January 3, 2023 | Jack Kelly 

#JobSearch : How Companies Mislead And Take Advantage Of Job Seekers And Employees. Welcome your Comments/Suggestions!

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Recruiters have an inside look into how companies take advantage of job seekers and employees. With all the arguments over remote work or being forced to return to the office, one key issue is often forgotten: large publicly traded companies primarily care about making profits, lining the pockets of the top executives and keeping the shareholders happy.

They pretend to be concerned about the well-being of the workers when it’s a hot job market and top talent is in high demand. When the need to hire subsides, businesses immediately lay off employees, enact hiring freezes and dump all the extra work on the remaining people.

What To Watch Out For When You Are Interviewing Or Just Started At A Company

The Job Description: A Work Of Fiction

It starts with the job description. Noticeably, the compensation isn’t listed. Think of every transaction you do in life. The costs are clearly shown if you go to the supermarket, attend a sporting event or book a plane trip. While there are pushes to enact salary transparency laws, if you go on any major job board, you won’t see the salary, bonus or benefits clearly indicated.

 

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Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

Article continued …

Long, Involved, Glitchy Job Applications

You are then forced to fill out a lengthy application that calls for sharing personal information and submit it into a clunky, glitchy applicant tracking system. There is no real need for this extra step, as the company also asks you to upload your résumé. Once you’ve taken an hour or so to review the job ad, answer all the questions and complete the applications, you’d like to believe that the firm would be gracious enough to contact you and let you know if you’re a fit or not. Instead, more often than not, you’re ghosted. Despite the time you have invested, there’s not even the courtesy of a reply.

You Are At A Disadvantage

The interview process is one-sided. The company tells you when and where you’ll interview, the amount of time you’ll need to interview, the number of internal people you will be meeting with and how long the hiring process will take is a mystery.

There will be long gaps between communications. There will be an absence of any meaningful feedback or constructive criticism offered about your performance—making it nearly impossible to improve your chances of shining.

How Much Does The Job Pay?

Usually, it’s good for the company to inquire about your salary expectations before commencing the interview process. Nonetheless, it’s all too common that at the end of a six-month interviewing ordeal, you are given a verbal offer significantly less than what you said you desired. The lowball offer is a test to see how desperate you are.

If you are in between roles, burning through your savings and eager to get back to work, the company believes you’ll suck it up and accept the offensive offer. The hiring personnel will be happy over how they saved the company money on the lower offer.

It gets worse when the company is cagey about bonuses, raises, promotions and benefits. Promises will be made and not kept. The hiring personnel will say, “The bonus structure is great! You can expect to earn a bonus of 20% to 30% of your base salary.’ They’ll add, “We aggressively promote people, provide stock and options, and our benefits program is top notch.”

When you ask for specifics, they dance around the topic. It’s awkward to push too hard, as you don’t want to come across as distrusting, so you let it go. Sure enough, the money isn’t there when bonus time comes around at the end of the year.

Human Resources Is Not Too Helpful

You’ll go to human resources and ask what happened. They’ll say, “Did you get it in writing,” to which you sheepishly reply that you did not. Cheerily, the HR person will tell you to make sure you get everything in writing within the offer letter contract in the future.

Sometimes an exploding offer is given. This means the company is putting pressure on you to make a quick decision within one or two days—to accept the offer or not.

This tactic preys on people’s insecurity. If you need a new job, but have a few other leads brewing, the applicant would prefer to have the time to pursue all options before deciding upon the best fit. The exploding offer forces you to forsake all the other possibilities and take the offer out of fear of not getting another one soon enough.

‘Sorry, We Went With An Internal Candidate’

You can spend weeks or months interviewing for a company and then be told, “Thank you. We really liked you and your skills are right on target. However, we are going in a different direction and promoting an internal candidate. Good luck with your job search!”

It would be sort of okay if they had told you at the beginning that there was a likely chance the job will go to an internal employee. Most people would understand and respect the fact that current employees get the first crack at internal job openings. You’ve wasted all of the outside interviewees’ time by withholding this crucial fact.

Rescinding An Offer

Imagine you’ve gone through the entire interview process and the hiring company extends an offer to you. You then execute the offer letter, complete your background check and tender your resignation at your current firm. You’re on track to start your new job and then suddenly, you receive an email from your new employer—or so you thought. It states, “We regret to inform you that we have made the very difficult decision to rescind your offer of employment. You will no longer be starting with us on your previously agreed start date.” You feel like you have just taken a sucker punch to the face, as the rug has just been pulled out from under you.

The situation now puts you in a precarious and very unfortunate position. Your world has been turned upside down, as now you find yourself without a job. Sure, you can go back to your former employer and beg for your job back, but you might have burned that bridge.

Regretting The Job Switch

With trepidation, you write a letter of resignation and tell your boss you’re moving on. Excitement is building, as you can’t wait to start your great new job.

At first, everyone seemed pleased. Then, over time, you notice that your tasks, assignments and responsibilities do not correlate with the original job description and what the recruiters and hiring managers told you.

It hits you that you’ve been the victim of a bait-and-switch. You were told one thing, but the reality is completely different. In fact, the role is lesser than the one you previously held.

Now, you’re stuck. Do you quit and cut your losses or stick it out for a year so that it doesn’t look like you are a job hopper? Either decision isn’t too great, leaving you feeling cheated and misled.

‘We Want To Know Everything About You, But Won’t Share What The Boss Is Like’

You realize that the company never provided any disclosures about your direct manager. Although they made you take a Myers–Briggs assessment test to find out if you are normal or not, the process isn’t reciprocal. It turns out that your boss is a monster.

The people involved with the hiring process conveniently left out that this job is like a turnstile, as people keep coming and going because the manager is so toxic. He’s a micromanaging bully that takes all the credit and hangs you out to dry when there’s a problem. This omission ruins your work and home life, as you bring back your anger, frustration and rage to the family.

 

Forbes.com | September 8, 2022 | Jack Kelly

 

#JobSearch :Insider Tips on Working with a Recruiter. Here are Some Do and Don’ts to Get the Most Out of your Relationship.

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I occasionally get asked about recruiters, if the client should use one, what is the best way to work with them, and what I should expect to receive. Making the best use of recruiters is something that almost all major corporations do now. Taking advantage of someone that is trained to sort through people means less hassle for the company-and why not? Less hassle means fewer headaches for those businesses.

As you work with them, here are some Do and Don’ts to keep in mind to get the most out of your relationship.

DO THIS WHEN WORKING WITH A RECRUITER

  • Be clear about your career goals. When they know what you’re looking for, neither of you will waste time pursuing dead ends.
  • Be professional and polite, even if there’s no job offer. Never burn a bridge. You never know what may come along.
  • Work with recruiters who specialize in your field. Ask questions about their process and their experiences.
  • Let them negotiate the compensation package. You can get their feedback on the offer and let them present it to the employer.
  • Expect them to be your allies in the hiring process, letting you know who the decision makers are and the hot, internal issues.
  • Connect with them on LinkedIn, regardless of the job outcome. Keep those positive feelings about you flowing for the future.
  • Be a network contact for the recruiter. They will remember you positively if you provide a new contact for them when that next great opportunity comes along.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

DON’T DO THIS WHEN WORKING WITH A RECRUITER

  • Worry about how they get paid. That doesn’t affect how they work with you.
  • Use a cookie-cutter approach with every recruiter. Review their website and submit materials appropriately and communicate as they request.
  • Be difficult to find. Be active on social media; consider writing a blog, give presentations, raise your visibility.
  • Think they are the decision makers in the hiring process. They may have input, but someone else is deciding.
  • Think you are the right candidate for every job. You aren’t. But there is a right job out there for you.
  • Think they are career counselors. They can’t review your resume and figure out where you fit in an organization. That’s what a job coach is for.

Remember when working with a recruiter, the company is actually the client—not you! So, if they make a suggestion, take it! They are making it because they think it will increase your chances at an offer.

FSC Career Blog Author: Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog – February 27, 2021

#JobSearch : Why Is It Important to Keep Executive Recruiters Happy? The Six(6) Don’t.

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Executive recruiters are a very useful resource for employers in the hiring process. They can have a profound effect on whether or not you get hired. This means you need to keep them happy in order to ensure you get the job.

Here are some very important things to keep in mind that will help you keep recruiters happy.

1- Don’t be dismissive. Even if you’re happy in your current role, or just extremely busy, take a moment to speak to search consultants or to call them back. While you may not be interested in the position they’re seeking to fill, you may know someone who might be a good match. Search professionals appreciate getting references and practicing the law of reciprocity.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

2- Don’t surprise them. More importantly, don’t surprise their clients. If you have a blemish on your record, let them hear your version first, before they learn it secondhand.

3- Don’t embellish. Even at the highest levels of executive search, some candidates can’t resist the urge to embellish their resumes. Sometimes they don’t get caught. In nine cases out of 10, however, they do. Avoid the pitfall and be honest.

4- Don’t fail your own history test. It’s surprising how many candidates can’t recite their own professional histories in chronological order. Know exactly what you did and where and when you did it before meeting with a search consultant. And it’s a good tune-up for meeting with a prospective new employer.

5- Don’t neglect your homework. Some candidates will spend the first 10 minutes of an interview asking basic questions about the position and the company at issue, showing that they never bothered to read the search specification. Candidates who do independent research create a favorable impression and show their clear interest in the new opportunity.

6- Don’t forget your manners. When meeting with an executive-search consultant, remember that every word, gesture or inflection will be duly noted.

Keep these in mind and you will be able to keep your recruiter happy and get the job.

 

FSC Career Blog Author: Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

FSC Career Blog | November 19, 2020

 

What Should I Be Adding To My LinkedIn Profile?

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This is a common question I hear, “I don’t know if this or that should be on there” or “I wasn’t sure so I just downloaded/copy/pasted my whole resume to my profile.”

While you want to establish the information you add is relevant to your brand and impactful, you don’t want it to be a duplicate of your resume. They are meant to complement one another. You want your reader to see a little more of a human side to you as well. Think of the LinkedIn profile as the friendly, humanized version of your resume.

Here are some things to think about when building and adding to your profile:

☑Fill out all the sections. Don’t leave anything blank. Fill in the volunteer, certifications, languages, projects, honors, awards. You can add PowerPoints, photos, samples of your work (I have these on my profile) coursework, and things you have done in your career.

☑Add a profile photo AND a background cover photo (get rid of that blue LI background!). This makes it uniquely you. I love seeing customized background cover photos on LI profiles. They definitely add personality and/or help brand the client by having a photo of the company, service or product they represent.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

☑ Write a headliner that sizzles. Instead of “Account Executive”, write “Account Executive specializing in the development of groundbreaking sales and service strategies internationally”. Add a little zing to it. Get your reader interested. Some even call the headliner “prime real estate” meaning it’s a great place to add keywords and branding that help direct LinkedIn’s algorithms to your profile. Get as clear and focused as you can. Add buzzwords if you know what they are. Not sure? Find jobs that interest you and notice the same words listed over and over? Add them. Don’t neglect this section.

☑ Create an About section that speaks to the reader. That section used to be more formal and many people wrote theirs like a biography–3rd person, boring, etc. These days, it’s all about the conversation. Get them interested in what you have to say. Write in the first person. It’s OK to be a little more human here. People expect it—and love it.

The About section should be engaging, interesting, and conversational. Think of it as if you are speaking to someone at a networking event. How would you speak? What would you say? You’d keep it professional but interesting, right? You want to tell a story about why you do this type of work and what makes it interesting. Be enthusiastic.

☑ Add Content! Make sure to add descriptions of what you do at your job. Add your daily responsibilities as well as your accomplishments. This is where I see clients fall short. They add their company and job title but nothing else. LinkedIn rewards content. While you don’t want to copy and paste chunks from your resume, you also don’t want to leave critical information out. Rewrite those areas but make sure to add content to your roles.

What were you most proud of accomplishing? What projects have you worked on that added value? What is interesting about where you work?You can also add numbers and percentages. If you are hesitant about sharing exact figures, you can say, “increased revenue 87% in two years”. Adding numbers adds to your credibility and gives the reader a glimpse of what you have done.

☑ Get a recommendation. A recommendation or two on your profile livens it up and gives you more credibility. What good do thousands of connections do for you if you don’t have one recommendation? It might feel awkward, but once you’ve asked it’s done and guess what? You’ll most likely get that recommendation!

☑ Create an endorsements section. Complete the skills and endorsements section and pin the top 3 that related to your job hunt. Again, these are key with algorithms and recruiter searches as well.

When all of this is done, remember the key to a strong LinkedIn profile is engagement. The more you use LinkedIn, the more it rewards you by showing your profile in recruiter searches. Reach out, plan on getting on LinkedIn 10-15 minutes every other day and watch it go to work for you.

 

FSC Career Blog Guest Author: Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog |  March 3, 2020

 

 

 

#CareerAdvice : #JobSearch -How to Respond to a Recruiter’s InMail on #LinkedIn . #MustRead !

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With a healthy labor market, record low unemployment and steady wage growth, U.S. job seekers are in the driver’s seat of their careers. Employers are eager to show you more than the basic job description. They are beefing up their employer branding, benefits, perks and insights into their company culture to attract you to their open jobs.

And one of the ways recruiters will reach out to you is via LinkedIn InMail.

InMail messages are private messages that allow recruiters, hiring managers and head hunters to contact you on LinkedIn without an introduction or contact information.

Receiving an InMail from a recruiter can make you feel special and in-demand, but like so many things in life, you only get one shot to make a great first impression. Sure, your profile and maybe your resume caught their eye on the social platform, but how you communicate when a recruiter reaches out to you is key.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

Seasoned recruiters have a keen eye and can spot red flags like dishonesty, misrepresentation and job seekers who are “wishy-washy” on whether they’d consider the opportunity. Therefore, whether you’re interested in the job or not, how you respond can speak volumes. Here are some tips on how to best respond to a recruiter’s InMail message.

If You’re Interested in the Opportunity:

Hi [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Recruiter name],

[Insert commonality or compliment here, such as, “Thank you for reaching out with this awesome opportunity” or “It’s great to connect with someone at XYZ company — I’ve admired your work]!”

I’m interested in [company’s] open [job title] role, would be interested in [hearing more about the opportunity, learning the specifics of the role, applying formally]. I’d love to get your thoughts on [your experience at the company, what the team is specifically looking for, why you felt I’d be a great fit]. Would you be open to [hopping on a call, answering 3-5 quick questions]? It would be so appreciated.

Thank you,

[Your name]

Why This Works: With this response, you show genuine interest in both the company and the role and show that you are proactive about suggesting next steps. Sure, it’s a job seekers’ market, but there’s no need to play hard to get. If you’re interested, then show it and don’t hesitate to share your interest and preferred mode of communication.

6 Things to Never Say to a Recruiter

If You’re On the Fence:

Hi [Recruiter name],

Thank you for your InMail.

I’m pretty happy in my current role at [Company name], but I’d be open to discussing this opportunity with you. This role and company look to have some exciting potential and I never turn down a chance to chat about [insert compelling aspect of the jobs/company/industry].

Would it be possible for us to connect via phone next week?

I look forward to speaking!

Best,

[Your name]

Why This Works: Sure you’re satisfied in your current job, but if you’re open to the right opportunity, this response allows you to be both honest about your current feelings and leaves room for the possibility of a new role. It signals to a recruiter that you’re open to being sold on the role and considering a new company.

How to Talk to a Recruiter

If You’re Interested in the Company, But Not the Role:

Hi [Name],

Thanks for reaching out to me for this role! I am actively exploring new opportunities, but would ideally like to find a position that would allow me to [work from home, expand on my marketing experience, step into the nonprofit space, earn at least $X annually, etc.]. It sounds like this particular role isn’t quite what I’m looking for, but do you happen to know of any other opportunities that may be a better fit? If so, I’d love to connect! [Or include a sentence with a link to another job opening at the company.]

I’ve attached my resume for your review and can be reached directly at [your email address and/or phone number] moving forward.

Best,

[Your Name]

Why This Works: If your dream company reaches out to you for a role that’s less than ideal, get your foot in the door by sharing exactly what you’re looking for. Don’t be shy about telling them you’re interested in the company and use the introduction as a way to explore alternative opportunities.

How to Decline a Job Offer

If the Company & Role Are Not Interesting:

Hi [Name],

Thank you for your note about [insert job title]. While the role seems interesting and the work your company is doing is impressive, I really love the company I currently work for. That said, if I am looking to make a change in the future, I will certainly be in touch.

Thanks again,

[Your Name]

Why This Works: For the sake of your professional brand and to show common courtesy, do not just ignore the recruiter. Even if the opportunity isn’t a right fit now, being humble and thankful are important traits when turning a recruiter down. There’s no need to dwell on why you’re not interested, or to provide excuses. Be direct and clear with your position, and like any smart professional, leave room for continuing the relationship down the line.

If Your Dream Job & Company Present Themselves:

Hi [Name],

Thank you for your note. Based on your description of the role, it sounds like a great job and aligns with where I’d like to take my career. I’m eager to learn more.

As you may have seen on my profile [or resume], I have [number of years] experience in [field/industry]. I’ve been consistently committed to [specific goal, skill or trait the new job entails]. In my current role at [Name of current employer], I recently [impressive accomplishment that relates to the new job] and [add mention of management experience or soft skills.]

Could we discuss this opportunity in more detail? I’d welcome the opportunity to learn more about the role and share how my skills and experiences would benefit [Name of potential employer].

I’m available to talk by phone on [List of dates and times you’re available]. I look forward to speaking with you.

Best,
[Your name]

Why This Works: While you may be jumping up and down with excitement because your dream company and job appeared in your inbox, there are better ways to convey your excitement than by sending a response full of exclamation marks and smiley-face emojis. Demonstrate your enthusiasm for the role by responding with a carefully crafted note that reflects both your skills as well as your understanding of the company’s business needs. This combo will show the recruiter that you’re absolutely worth an initial interview.

Remember, when speaking with recruiters on any medium, here are a few general tips:
1. Spark their interest.
2. Be natural.
3. Be direct.
4. Share insight into your decision.
5. Customize your templates.

It’s easy to get overconfident when a recruiter reaches out to you, but it is very important to leave a positive impression in every interaction.

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