I know, you were thinking, “voicemail.” You are showing your age. I bet you say “rolodex” once in a while when you mean database. I bet you still dabble in appointment television and buy albums too. Its summer, so I bet you just went to an Aerosmith Farewell tour. Your fourth.
We’re that guy at the club. We have one move, we use it the entire dance, regardless of the type of music. We on occasion copy the move of the person next to us who appears to have rhythm, but the music stops just when we are getting it down. We ask you to dance when they start a slow song and we think we are safe but that was just the intro and it’s too late, we’re out there…
My reference f@*ked me and my recruiter won’t tell me who said what?!!
Situation: You are at the end of the hiring process for a job that is to die for and you give your standard 3 references and your potential future boss says he did the references and won’t be hiring you.
“I just filled the same search!”
Because we didn’t. Think of fingerprints. No two are the same, there are many similar, but no two exactly the same. Companies have different value props or missions, and even territories are different within the same company.
Okay settle your perfect self down. And don’t pout! Listen, a big part of this is the process. The line manager spends next to no time with HR discussing the need, HR writes up the posting as best they can, (or cuts and pastes from the last posting, don’t get me started) and then YOU take it literally, and shape your resume based on the posting.
My fee is $40,000 a month plus 2% equity in your company. Does this sound like an episode of Shark Tank? Well it should. That’s what many organizations are paying their already over worked VP’s to take the place of a good niche recruiter.
1) We Know Our Candidates Intimately!
Any good niched Recruiter brings added value in that they know much more about their candidates than what’s on their resume. Being aware of vital information like compensation details, special family arrangements, details behind past career changes.
My Client was in a trance. Who could blame her? All recruiters ask the same questions, in the same order, about job descriptions and responsibilities and preferred experience and education. Who needs
Ambien when you have recruiters?
As a recruiter who doesn’t sugar coat, I can honestly say that we go dark for a lot of the same reasons that candidates and clients go dark on us…
1. Low Interest (less than 50%) – Unfortunately, not every candidate’s background is a perfect fit and most are far from it.
The first 90 days. The key is to stay close and consistent by following up with the candidate each month. Starting a new job is a wonderful season in a candidates career.