Get A Settled Career With Latest Government Jobs 2017

There are several departments in Government of India which come up with many secure and safe opportunities for job. There are end number of opening in different sectors like health sector, entertainment sector, telephone services, banks and lots more. All the above are some of the very well paid job sectors in India. So as to keep the functioning of these departments quite updated government keeps hiring many staffs every year. There are four levels in government jobs, level one, level two, level three and level four. In this blog we will help you out to get some better government job in some particular sector. Latest Government Jobs 2017 has recently come up with many new job openings, apply on them and get a settled career.

For students and aspirants those who are looking forward to serve the nation by getting a job in Indian Army then this is a golden opportunity for them. Indian Army is something which every youngster dreams of joining but only few manage to qualify for the same. Currently there is an opening for total 636 clerk for soldier post. All the interested candidates can apply for latest government jobs 2017, army recruitment and can bring about a change in their career.

Some Essential Formalities for Applying for Latest Government Jobs 2017:

Before you apply for any post in Indian Army you need to check all the basic details of the same. Do check the last date of applying so that you do not miss it out. If still you are confused about the date just cross check with your friend so that you do not land into problem during the time of filling the form. Check the age limit, fees for applying the same, educational qualification, the approximate in hand salary and some other related basic details. Apart from this knowing the exam result date is also very important, if you miss that all your effort would go in vain.

The recruitment is initiated by- Indian Army (Government of India)

No. Of Openings- 636 posts

Type Of Service- Full time

Location Of Posting- All over India

Process Of Selection- Interview and written exam

Name Of the Post- Clerk Soldier

Duty- General

Details Related to Age-Interested candidate will have to be under 18-25 years of age(If you wish to know more about the same you can click on the official page of Indian Army can easily know more about it)

Educational Qualification-All those who are aspiring to apply for the same has have completed their 10th, 12th or Graduation from any reputed and recognized university. Some other course equivalent to the same will also be eligible for the same.

All you need to do for applying for this post is that you will have to download the form from the official website of Indian army, fill all the required details and then send it across. Getting an opportunity to get through the Latest Government Jobs is like a dream come true, many aspirants apply for the same every year and come out with flying colors.

Requirements for a mortgage loan

The requirements that many financial institutions ask their customers looking for mortgage financing, depend very much on the different policies of particular risks they handle. Although, there are a number of common variables that you as applicants must meet if you want to ask for a mortgage with a minimum guarantee of success, it is important that you know the requirements you need to meet in order to obtain the mortgage loan, among the most important are:

  1. The net monthly income: This is the first basic requirement that an applicant must have, as it is the basis for any analyst of risk to approve or deny a mortgage. So you can ask for a funding and the successful completion of such a request, it is vital that the income of self-employed income, payroll, income from rental of housing or any other monthly income must be sufficient to deal with the mortgage.
  2. Have money saved: the banks risk policy issues put a limit to finance, which tends to be:
  • The smallest value between a 100% of purchase-sale and 80% of appraised value, so this means that you have to have saved at least the costs that are represented in more than 10% of the total loan requested.
  • This requires the applicant to have saved at least to cope with 20% of the price of the home plus all expenses.
  1. Stay up to date with your debts: you have to have an impeccable credit record at the time of the mortgage financial request. Are personal loans or any credit card debt must be up to date or free of charges. It is important that you have in mind, because it does not lose time doing procedures of this kind without having all your finances in order.

Best of all is that not all things are bad news, because today you can get a mortgage less complicated than in other times, as the only thing you have to do is to get closer to our bank FNBNorcal.com and put you in touch with the customer service staff to give you directions on how you can access a Mortgage Credit without having so many obstacles on the way, they will be happy to help you in everything you need.

This is the main reason why you need to make sure that you do as much as you can to apply only once you have managed to see if you meet the requirements.

How Do I Become A Virtual Recruiter?

Timing is everything and this is a GREAT time to learn how to become a virtual recruiter! Why? Just check the job listings under ‘recruiter’ or ‘talent acquisition’. There are thousands of jobs for all kinds of recruiters in our current candidate- driven marketplace. Another reason? The old staffing agency model is slowly dying and being replaced by experienced virtual recruiters working from home. And, more importantly, there is a looming labor shortage being caused by the current generation of retiring Baby Boomers!

Up until the last couple of years, you HAD to work for someone else if you wanted to be in the staffing and recruiting industry! The overhead, franchise fees, office equipment, training, back office systems and memberships just made it too expensive to work on your own.

Recruiting… Staying the Same but Constantly Changing

Recruiting basics remain the same but the ‘recruiter’ job description is always changing. Today’s modern recruiter has basically gone rogue’ and discovered the wonderful world of independent recruiting – working from home — and earning higher commissions than on-site recruiters. Being a recruiter is one of the few jobs that actually lends itself to working remotely (virtually). In fact, recent studies show that virtual recruiters (those working from home) are actually MORE productive than on-site recruiters! Working primarily at home is the main difference between a virtual recruiter and the old staffing on-site recruiter role and, best of all, you will probably earn higher commissions working independently.

So… How Do I Become a Virtual Recruiter?

The most important step is to study the job description and daily habits of an experienced recruiter and determine if you have the skills, commitment and interest to make it as a competent, full-cycle, money-producing recruiter. Though the following requirements of the ‘recruiter’ job description are NOT all inclusive, they will give you a pretty good idea of what your daily tasks will be.

The first set of requirements come from the ‘traditional staffing agency’ recruiter job description and the second list includes qualifications that I would include for all forward-thinking, effective and successful future virtual recruiters:

Traditional Requirements for Recruiters

1. Complete knowledge and control of ‘cradle-to-grave’ placement process (25 or so unique steps) including:

relationship building
creative sourcing and recruiting
managing the entire interview process
controlling all critical aspects of a successful placement
liaison between your candidate and your hiring company
billing and collecting your fee
2. Meeting educational requirements (4 yr degree a plus) and/or industry specialization and training

3. Acting professionally and ethically at all times

4. Maintaining good time management skills; being self-motivated and results driven

5. Personable with good communication, listening and writing skills

6. Computer/Internet savvy with knowledge of social networking and other passive recruiting techniques

Future Qualifications for Virtual Recruiters

Always stay in learning mode; pay attention to industry/job trends in order to act as a true consultant to your clients
Understand that job board candidates only represent 20% of the possible workforce; most candidates are happily employed and are NOT on the job boards
Understand the baby boomer generation and looming labor shortages
Know your metrics – and how to adjust them for best results
Keep abreast of trends and innovative recruiting techniques to stay competitive in state-of-the-art recruiting practices
Always be involved in training, training, training
Listen twice as much as you speak and know the right questions
Learn to leverage your time and grow your business through outsourcing
BUT… Is It Worth It?

The answer is simple. A contingency fee recruiter can easily earn $50-$120K a year; in-house corporate recruiters with full cycle recruiting skills will earn $60-$95K or more. Contract recruiters make anywhere from $20-$75 per hour — depending on their skills and the industry. Virtual recruiters earn up to 80% of the placement fee* vs the average 20-30% for on-site recruiters. Not only can you earn a very generous income but you will have the luxury of working from home!

The Most Important Element of Your Success

The most important requirement for success in your new virtual recruiting career is… training, TRAINING, TRAINING! It’s like the old paradigm used when starting a new business of ‘location, location, location’. You must find a great training program and a mentor/coach who will help you stay focused in applying your new skills and guiding your career as a recruiter. Your comprehensive training will teach you all of the traditional and future qualifications listed above.

Recruiting is not rocket science! You are not born with recruiter skills – they are all learned. And, the recruiter with the best training and time management skills will WIN every time in this exciting career opportunity of the future.

*Placement fees are paid by the hiring company based on a per cent of the first year’s compensation of the newly hired candidate. Fees range from a flat fee up to 35% of first year’s compensation.

How Do I Select An Executive Recruiter?

Experts in recruitment
Executive recruiters are specialized professionals. They work at the recruitment process exclusively, and survive on their ability to get results in a highly competitive marketplace. Most executive recruiters bring years of experience to their work, and are intimately familiar with every aspect of candidate identification, sourcing and selection.

Executive recruiters are hired to cast a wider net and approach accomplished candidates who are busy working and not looking. Many candidates are invisible from where employers sit, and will not approach a public job opportunity without the safety and confidentiality of third-part representation.

Executive recruiters have the advantage of meeting with candidates outside the interviewing arena where they can build trust and rapport in a neutral and protected environment. They have mastered the delicate art of persuading well-paid, well-treated executives to give up good corporate homes for better ones.

Executive recruiters remove a tremendous recruitment burden from management by presenting a limited number of qualified candidates who are usually prepared to accept an offer. They also are skilled at dealing with counter-offers, and managing candidates until they are safely on board with their new position.

Committed to confidentiality
Executive recruiters understand the privileged relationships they have and are committed to strict confidentiality — both by professional ethics and common sense.

Many employers want to keep hiring decisions and initiatives confidential from competitors, customers, employees, stockholders or suppliers to protect against unnecessary apprehension. Management resignations are often private matters and require immediate replacements before the resignation becomes public knowledge. Sometimes employees need to be replaced without their knowledge. For these assignments, an executive recruiter is usually the only confidential solution.

Candidates also need the confidentiality which executive recruiters can provide. Many candidates are willing to hear of outstanding opportunities, which could advance their careers, but few are willing to explore those opportunities on their own in fear of jeopardizing their current position. An executive recruiter is a third-party representative that knows how to gain the confidence of nervous candidates.

Objective professional counsel
The objectivity and feedback from an executive recruiter is invaluable to an employers. Recruiters know how to advise and counsel management so that the best hire gets made — the choice with the longest-range likelihood of mutual benefit and satisfaction. They can help employers evaluate their expectations, and bring industry expertise to assist with the development of job descriptions, reporting relationships and compensation programs. They can also usually provide investigative reports on candidates, third party referencing, personality testing, foreign language proficiency assessment, relocation assistance and other specialized services.

Executive recruiters help balance the emotional reactions and biases of corporate management. Likewise, the recruiter can act as a skilled intermediary — a diplomat, if you will – to clear up misunderstandings, straighten out miscommunications, and tactfully convey each party’s concerns to the other during negotiations.

Cost effective investment
The use of executive recruiters should be viewed as an investment in improving the quality of an organization’s managerial might. The right choice can dramatically increase a employer’s value; and that value rises exponentially moving up the management chain. The fees associated with any particular search become almost incidental considering the ultimate payback.

A good way to view cost is to measure the cost of a bad hire. When an incompetent new employee makes bad decisions, hundreds of thousands — even millions — of dollars may be lost. This employee will have to be replaced and the overall downtime for having the position unproductive can be staggering. Employers often engage executive recruiters to ensure that such trauma and expense are kept to a minimum.

b. Types of Executive Recruiters

There are basically two types of executive recruiters: retained fee and contingency fee. Both retained and contingency fee recruiters perform the same essential service. However, their working relationship with their clients is different, and so is the way these recruiters charge for their service. Retained and contingency fee recruiters each bring certain advantages and disadvantages to particular kinds of executive searches. Cost in fees is basically the same (twenty five percent to thirty five percent of a candidate’s first years compensation), with the exception that out-of-pocket expenses are usually reimbursed for retained recruiters.

Retained recruiters
Retained executive recruiters derive their name from the fact that they work “on retainer.” Employers pay for their services up front and throughout the recruitment process. Retained recruiters are typically paid for the search process regardless of the outcome of the search, however most retained recruiters allow employers to cancel the search at any time for prorated rates.

Retained recruiters provide a thorough and complete recruitment effort, often involving multiple researchers and recruiters on a single assignment. They usually create detailed reports on the employer, the position, their research and recruitment efforts, candidate resumes, interviews, reference checks and other tangible services that add value to the search process.

They tend to work in partnership with the employer, offering expert counsel throughout the search, and requiring exclusivity and control over the hiring process. The retained recruiter may participate in all client interviews with candidates, all related discussions within the client employer, all negotiations, offers, and settlements. While the process may take three or four months, the hire is typically guaranteed for a year or longer. Because a retained executive recruiter spends so much time on behalf of each client employer, she can only work with a few clients at a time (usually two to six). Retained recruiters will usually present candidates to only one employer at a time and will maintain a two year “candidate hands off” policy.

It is usually best to hire a retained recruiter when an assignment is critical or senior in scope (seventy five thousand dollars or more), when difficult to fill or requires a thorough recruiting effort, when it requires strict confidentiality, or when locating the best candidate is more important than filling the position quickly.

Contingency recruiters
Contingency executive recruiters derive their name from the fact that they work “on contingency.” Employers only pay for their services if an employer hires a candidate referred by their firm. If there is no hire, then there is no fee due.

Most contingency recruiters work quickly and uncover many resumes. They tend to provide more of a resume referral service, and spend less time with each client. Because there is no financial commitment from employers to support up front candidate research, contingency recruiters tend to move on to new assignments more quickly once a job opportunity becomes difficult to fill. Contingency recruiters find it is usually more cost effective to market exceptional candidates to locate job opportunities than to recruit for employers and locate difficult-to-find candidates. Most contingency recruiters fill lower to middle management positions where candidate marketing can result in greater chances for success due to the greater number of job opportunities. However some contingency recruiters will not market candidates and will only recruit for employers.

The relationship between contingency recruiters and their clients is usually less intense, with less personal contact and a lower level of mutual commitment. It is not uncommon for an employer to use several contingency recruiters on a single search, while continuing to try and fill the position on their own.

Contingency recruiters usually manage eight to twenty assignments at a time, and maintain a one year “candidate hands off” policy. They will usually present candidates to multiple job assignments, and often face pressure working similar assignments with different fee levels. Contingency recruiters generally guarantee their placements for thirty to ninety days, but some offer no guarantee. Although the placement fees are usually twenty five percent to thirty five percent a candidate’s annual compensation, many contingency recruiters are willing to negotiate their fees and some charge as little as fifteen percent.

It is best to utilize a contingency recruiter when the position is entry or mid-level management, when filling the position rapidly is more important than locating the “ideal” candidate, when filling multiple positions for an employer with the same skill set, and when it is important to fill the position at minimum cost.

c. Where to look for an executive recruiter

The best place to find a good recruiter is to begin with an in-house referral. Talk with the human resource department and employer managers to see what experience they have had with executive recruiters. Check with colleagues in other departments, peers at other employers or the local trade associations for additional recommendations. Another place to find comprehensive lists of executive recruiters is to purchase one of the major recruitment directories such as The Directory of Executive Recruiters, by Kennedy Publications, Hunt Scanlon’s Executive Recruiters of North America, or visit the many Internet directories of recruiters such as the Recruiter’s.

d. What to look for in selecting an executive recruiter

A proven track record. A good recruiter should have up to seventy five percent in repeat customer business, and completion rates that exceed eighty five percent.

Search results. For each assignment, find out how many candidates will be sourced, contacted and interviewed, and how many finalists will be presented.

Availability. If a recruiter is working on more than three current assignments, you can expect limited attention. Junior associates are no substitute to the quality recruitment offered by an experienced pro.

Performers. Recruiters should be doers not overseers. They should conduct the entire search from initial client discussions to research, recruitment, interviewing and final selection. Many recruiters will send their most accomplished recruiter or “rainmaker” on presentations to secure the assignment, but quickly pass on the work to junior associates. Find out if others will be involved with the assignment and what their roles will be.

A recruiter not a recruitment firm. The recruiter is the one performing the search, not the firm.

Industry specialists, not generalists. Specialty recruiters are more capable of completing an assignment quickly. Knowing where to go to find the best talent, and having the ability to quickly gain their confidence of talent is essential for a timely result. Recruiters that specialize within the employer’s unique segment of industry are often more effective.

Appropriate position specialists. Recruiters often specialize in lower, middle or executive level assignments. Find a recruiter that specializes in the level position the employer is looking to fill.

Trade association involvement. Association involvement helps establish a recruiter’s reputation and network of contacts. Find out what personal involvement and contributions the recruiter has made through participation in trade committees, writing articles for trade magazines, giving talks at industry events, and other prominent networking avenues.

Twelve month guarantee. Make sure if the new hire resigns or is terminated within twelve months, the recruiter provides a replacement at no professional fee.

Recruiters with good references. Validate recruiter claims of successes and industry involvement. Speak to references that can discuss recent accomplishments, ethical recruiting practices, and prove long-term, repeat business.

Premium service. Cost is usually the lowest factor on any hiring survey when employers are questioned on the most important factors looked for in selecting an executive search. The old adage, “you get what you pay for” is true in most cases when hiring an executive recruiter.

Reasonable blockage. Check “off limit” policies. Find out what firms are “off limits” to the recruiter (protected firms that cannot be recruited from). If those firms are likely sources to fill the position, do not work with a recruiter who cannot touch those executives.

National capability. A national recruiter can often recruit a localized market effectively, but a local recruiter rarely can recruit a national market effectively. It is even far more important to find a successful recruiter who will locate the best candidates than one who happens to be based nearby.

Secrets of A Recruiter Revealed

I felt it was time for a controversial article, so here we go. What’s the deal with recruiters? When I say recruiters, I mean headhunters. There are so many questions and controversy surrounding them and I felt it was time to address this.

How Do Recruiters Get Paid? Well, the rumor around this one is that you get a lower salary offer from the company because recruiters get a chunk of money off the top. The good news is, that is very far from the truth! Let me explain… There are two ways a recruiter is paid: contingent or retained, contingent being the most popular. Here’s how it works: A recruiting firm will call company X and negotiate a “fee”. This fee is a percentage of the candidates compensation that is paid to the recruiter when a candidate is successfully hired. The average fee is usually around 15-20%, but can go as high as 30%; this all depends on the type of position being recruited for. The firm then decides on how much money the actual recruiter gets from that fee, this can range from 0-100% of the fee paid by the company. Let me explain with numbers. Recruiter places candidate John at Company X. John makes $100k. Company X pays recruiting firm a 25% fee ($25,000). Recruiters then make their percentage fee on that $25,000; let’s assume 10% or $2,500. Some recruiters can receive a salary in addition to commission, while some are simply commission based. It’s also important to note that recruiters are only paid if the candidate stays with the company for at least a previously contracted period of time (usually 90 days).

Why Don’t I Hear Back From Recruiters? This is the question I hear all the time regarding recruiters. Well, honestly, it has two answers; one – you didn’t do your research, or two – the recruiter doesn’t care about you. So first, you didn’t do your research. Just because you called a recruiter does not mean they have jobs for every industry or level in the world, therefore; they may not have jobs for you. Most recruiters specialize in specific locations and industries. Do your research and find the recruiters that are right for you. This will increase your chances that they will be able to actually help you.

Secondly, most recruiters will not care about you if they know they cannot place you. This has nothing to do with your profession, but whether or not they specialize in your area. In large recruiting firms, they hold their recruiters to quotas. These quotas cover anything from how many people they call per day, how many interviews they have in person, to how many people they hire. To these firms, you are just a statistic. A statistic because the recruiter needs to “interview” people so they can meet their quota.

The secret here again is that you have to do your research and find a great recruiter. If you go to a great recruiter, they will have connections with the companies in your industry and will be able to help you.

One challenge with recruiters is that many of them simply search the internet to find jobs to recruit for and use you (the qualified candidate) as bait to get a contract with the company. This means they will send a blind email to the company with your resume attached. You are led to believe they have active jobs that you have a chance at getting, however, they may simply be using you to get that company to become their client so they can make placements with them in the future.

Sad, but true. After reading all of this, you might think you should find and work with every recruiter possible! Why not? Let them all find jobs for you, right? It will improve your chances of getting a job, right? NO, Wrong!

You definitely do not want to do this. You do not want to saturate yourself through all social media, major job boards and recruiters. What can happen is the potential employer you really want to work for receives your resume from 10+ different sources and this just makes them mad. They simply do not want to look at your resume 10 times over and after seeing it the first two or three times they may just throw it out. Whether this is wrong is a topic for another article and debate for another time.

We’ll say it again, and again, research the recruiters and limit the number you work with to two or three. In addition to this, tell them you will not send them your resume unless they tell you exactly who they will be sending your resume too. This is a good way for you to track where your resume is going so you don’t “over apply” to the jobs as well as stay behind the driver’s wheel!

When you speak with them, do not be afraid to question their background. What do they know about your job or industry? What is their track record in your industry? How many placements have they made? What companies are they going to send your resume too? While these may seem as bold questions, it is a better precaution to take rather then ruining your chances for a job with a new employer.

At the end of the day, recruiters are not crooks, devious or self-centered people. Most of them are good people who work long hours and are paid on commission trying to make a living. As with any industry, a few bad eggs have given the industry a bad name. I can promise you there are very good recruiters out there, you just need to find them.

Feel free to comment below and keep the discussion going! I will respond to all of your comments.

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Top 5 Myths About the Recruiting Industry

We have all had the call, “Hey Joe, my name is Bob Smith. I am a recruiter for Acme Widgets. We found your profile on LinkedIn and I was wonder if you could take a few minutes out of your work day to discuss the prospect of working for the leading manufacturer of widgets in the US.” As with most timing in life, these calls will ring you before the first cup of coffee hits your lips or during a busy meeting. Needless to say, most recruiting targets are not prepared for a cold call. Other candidates have posted their resumes online and are just hoping the fish will bite. Given the mysterious nature of these strangers that we call head hunters, there are many misconceptions about the recruiting industry. Here is an inside look at the top 5 myths concerning the art of recruiting.

Not all recruiters jump out the window during a recession

Given the current economic backdrop it seems pertinent to discuss how the recession affects recruiters. When most people consider an economic downturn the last thing they think about is hiring. Following this logic most outsiders would assume recruiters go into a complete panic when the economy hits the fritz. The reality of the situation is much more complex. Internal recruiters that work within organizations which normally have ongoing hiring needs are put in a precarious position. Most companies looking to trim cost will single out recruiters for the first cutbacks. External, third party recruiters can actually benefit from these cutbacks. As companies reduce their internal hiring expertise certain critical positions can crop up that require talent acquisition skills. Companies forced to make limited hires after trimming their recruiting department will turn to third party recruiting companies to fill the void. This shift to outsourcing provides some measure of job security to a large portion of the industry.

The industry actually has many pros

No doubt about it, recruiting is a sales job. Recruiters are constantly pitching. If the recruiter is working on a recruitment outsourcing contract they are pitching the company they represent to a potential candidate. If a recruiter is working on a strictly commission basis, they may be selling a rock star candidate to multiple companies. This unique nature of recruiting can force recruiters to fall back into cliché sales tactics during the hiring process. As a candidate, if you get that used car salesman feeling in the pit of your stomach during a recruiting call, you are not alone. Despite the aggressive nature of the industry, many recruiters are seasoned professional. Contract recruiters can make upwards of 20% of a candidates first year salary for any successful placements. These high commissions mean that an effective recruiter can pull down a yearly income higher than most VP level positions they place. Given the financial implications, there is a significant amount of incentive for recruiters to be as polished as possible.

Recruiters just add extra pork to the hiring process

If you ask most internal HR people about the difficulties of hiring you will probably get the same answer. Recruiters are a critical part of the hiring process for many companies. This rule of thumb is particularly true for tech recruiters. Hiring for technical positions requires an understanding of very specific skill sets. A technical recruiter needs to understand coding expertise, be able to dissect pertinent background experience and also find a candidate that is a good cultural fit for a company. Most HR people are required to focus on managing benefits and boosting employee retention. These job requirements leave little time to develop a deep understanding of the myriad of technology expertise available on the market. Recruiters can significantly improve a hiring program by pushing process and hunting down the best match for any open positions.

It’s all about the commission

Believe it or not, recruiters have priorities beyond their commission checks. Compensation is about catches and balances. Over the years, companies have learned that it is important to hedge the large commissions paid out for new placements with specific securities concerning the candidate. Standard recruiting contracts require that a candidate must stay with a company for at least 90 days before the commission payment are guaranteed to the recruiter who has placed the candidate. These contractual agreements force recruiters to explicitly target candidates that they believe will be a long-term fit for the company. These guarantees also provide recruiter with incentive to develop an understanding of a company’s corporate culture to help find the best candidate match for the organization.

Recruiters are not living in the Stone Age

Recruiting is a juggling act. Each position will see multiple candidates interview for the role and each candidate is at a different stage in the process. This logistical nightmare is multiplied with each open position. Historically, recruiters have attempted to wrestle control and organize their process with giant trails of paper, graffiti covered calendars, waist deep email inboxes and spreadsheets so complex they make the Moon Landing look a bit easier. While the industry was once notorious for organizational flaws, these issues are expected when managing multiple candidates, hiring managers and interviews schedules. Fortunately, most of the recruiting industry has crawled out of the primordial ooze of spreadsheets and emails. Many professional recruiters now rely on industry specific, web-based recruiting software to help manage applicant flow and streamline collaboration between all of the decision makers. When properly used, these organizational tools can seriously increase hiring efficiencies across the board, allowing recruiters to spend more time looking for the perfect candidates.

Most people only have fleeting experiences with the recruiting industry. These short interactions lead to a variety of misconceptions and negative feelings associates with the recruiting process. Many misconceptions about recruiting are a direct result of the necessary sales oriented nature of the process. Ultimately, if outsiders were able to peak under the hood they would likely see a different story. On the whole, today’s recruiters represent talented professionals with a unique skill set to help companies fill mission critical roles and provides candidates with a good match for their careers needs. Recruiter provide the most cost effective solution for many companies hiring needs and with modern technology they can also provide a much needed organizational boost to the hiring process. So next time you get that call, think twice. It may be the best opportunity you’ve had in a long time.

 

The Proper Care & Feeding of Recruiters

Establishing a good working relationship with one recruiter or multiple recruiters is an important tool in furthering your career and even in establishing yourself on the road to employment success. Whether you’re on the market now, employed and “testing the water”, or you receive the proverbial call out of the blue, a recruiter can hold the key to your career development. Having been a recruiter for over 30 years, let me give you some tips that will pay off for you and the recruiter with whom you interface.

Let me first bust a myth and clear up a misconception. A recruiter is not there to “find you a position”. I know that may sound harsh and blunt, and it may even bruise your ego a bit, but it’s true. Recruiters have a primary objective and that is to fill the positions entrusted to them by their client, the company which pays their fee. Most recruiters work straight commission (hence, on contingency) so if they don’t get a candidate hired by their client, they don’t get paid. The client has a need, you are potentially the solution, and the recruiter is the middleman who brings the two together.

Like a matchmaker he is evaluating how good a “marriage” you and his client have the potential of being. Personally, I think a good recruiter will take into account the needs of both the company and the candidate to insure long-term success for both parties rather than focus on the immediate hire alone, but it is always best to remember that the primary allegiance of any recruiter is to his client, the hiring company.

I want to include a word to the wise. If a recruiter calls you, take the call or return it quickly. I can assure you that if a recruiter calls you, it’s because he has a reason. Even if you aren’t looking currently (besides, how do you know until you see what he has on his plate?) you’ll establish a contact that will be of value, if not today then at sometime in the future when you need it.

Here are 7 ways to ensure a mutually beneficial working relationship with a recruiter.

1) LOOK FOR A SPECIALIST. Years ago, when I entered the recruiting industry, being a generalist wasn’t uncommon. Today, with the market and competition, recruiters generally specialize. Some work a local market and some work nationally. A specialist in your industry or discipline will have a benefit for you and in turn, your background will be of interest to the recruiter. How a recruiter specializes may vary. Some are industry specific (i.e. insurance, accounting, hospitality, industrial, etc.) and others are position specific (i.e. sales/sales management, marketing, mechanical engineers, chemists, etc.) Many specialize in an industry and functions within that industry. As an example, my recruiting company specializes in sales and sales management within the broad healthcare industry. Don’t be afraid to ask a recruiter what he specializes in.

2) PRACTICE FULL DISCLOSURE. Be up front and honest in regard to your current and past employment situation, even if unemployed. Saying you’re “currently employed” only to have the recruiter find out you’re not will quite possibly end or severely damage your relationship. He is vouching for you to the client and his credibility is impacted by yours. The same applies for your job history, earnings, and where you are in the search process in terms of making a position change. Recruiters like factual information. Even if it may be negative, they need to know. Eating the frog on the front end can keep you from losing the ideal job later in the process. You see, a recruiter represents you to his client. He takes your criteria and theirs and creates the environment for an interview to take place. He can deal effectively with a negative if he knows what it is. If you allow him to be “blindsided”, you look bad and so does he. If the negative you fear prevents you from interviewing with that particular client, it would have kept you from getting the offer in the long run.

3) BE ENTHUSIASTIC. Even though the recruiter is an independent entity, he is an extension of the company for which he is recruiting. He is evaluating you for the client, so that first impression is important whether it is in a face to face interview or a phone interview. If you have enthusiasm and excitement in regard to your career, his interest in you, the company he is representing, and the position, it will help him have a positive view of you as a candidate. If he is excited about you, he will look forward to presenting you to his client as a potential solution to their problem. Here is another thing to consider: a recruiter works many assignments at one time, with numerous companies. Not only is he evaluating you for the specific position and company he called you about, but also potentially for other assignments active on his desk.

4) DON’T LEAD, FOLLOW. I know, I know, always better to be a leader than a follower. I agree, but when a recruiter calls, understand this: they have the opportunity and also the discretion of whether they tell you what it is or not. If you understand that they make many, many calls a day (and being commission types, time is money), this pointer will help you. Now, I’m not saying play a game of 20 questions. Do not give yes and no answers unless the question requires one, either. What I am saying is, like when dancing, someone leads and someone follows. Let him lead the discussion and take it where he needs to go as he generates the information needed to ascertain your candidacy for his client. Through the course of the conversation you will have the opportunity to ask questions and often be prompted by the recruiter to do so. It’s a two-way street, but he’ll take the lead.

5) DO NOT BE A DISTRACTION. All recruiters work differently and knowing the rules of the game will make your life easier. Do not call the recruiter to “check in”, believing the squeaky wheel gets the grease. Doing so may quickly divert your intent of being a good candidate to an annoyance and you’ll be frustrated that your calls aren’t being returned. In your own business, I’d bet you get buried in emails and phone calls, right? A recruiter is not any different and I’d venture to say, has it even worse. With hundreds or thousands of active candidates in the database, many clients and new candidates daily, if he took “check in” calls he’d never get anything done. I reiterate an earlier statement, the recruiter wants to place people, fill his client’s needs and make money, so if he needs you, he will call. Trust me.

Ask what he expects in regard to follow up from you and proceed accordingly. If asked to call on a certain day or at a certain time, do so. Once again, if he calls you, he has a reason. Possibly he needs more information for the client, he has an interview scheduled, or another opportunity surfaced. Make the recruiter a priority. It will help you, of course, but also enhance your image in his eyes. The one time you NEED to call the recruiter immediately is after an interview, every interview. To represent you effectively it is a must to debrief you and get your feedback, good, bad, or indifferent. In that way, going to bat for you is easier. It sends a positive impression to the client as well of you as a candidate, demonstrating good follow-up skills and interest in the position and company.

6) BE HONEST. Like point #2, full disclosure, honest communication is essential. When discussing opportunities with a recruiter honesty is appreciated. Subterfuge is not. It’s easy to extol the virtues in regard to a company or position but the negatives are important, too. If you have concerns, voice them to the recruiter. He may have the information to alleviate your concern and answer your doubts. If not, he can easily get it. It may be a deal breaker and if so, that’s life.

Not every position is ideal for a candidate nor is every candidate ideal for a client. The worst thing you can do in many ways is keep a recruiter “in the dark”, attempting to “keep your options open”. It is a major waste of time for all parties concerned and you will alienate the recruiter. Recruiters work hard to create a great marriage between their client and the candidate. The last thing they need is for the client to “fall in love” with you and “propose marriage” to hear a “no” or “let me think about it”. Any of you who are married and proposed at some point, or have been proposed too, can relate to this. Either one of those answers ruins the moment. Let the recruiter know where you stand at all times and he’ll help you get the job or if it isn’t the position for you, you can move on and go get the next one.

7) GIVE REFERRALS. Recruiters appreciate referrals of good candidates you know or people of whom you are aware who stand out in the industry. Whether you directly refer someone or pass on a name and company, rest assured that confidentiality is the lifeblood of the recruiting industry. Any information you pass along will be confidential and kept between you and the recruiter if that is your wish. If you know of positions open that don’t interest you specifically, pass that information on as well.

Business is relationships. I have candidates I have placed numerous times. Others I have placed only once. Many I knew for a long time before that “perfect” position meant the right situation for them. Some I have never placed but we have enjoyed a great exchange of information over the years. I value them all and always endeavor to assist when I can.

Here is just one more “peek inside the tent”. Like a small town where everyone knows everyone and secrets are few, the recruiting industry is very much a society unto its own. If you have been in the recruiting industry awhile, you know other recruiters who know recruiters who know candidates and so on. Often, we co-op with each other to benefit our businesses. Though competitors, we become friends too. Many chat often with each other. By developing a great relationship with one recruiter you may find yourself in demand by others as a result of your on-going relationship. I have even referred a candidate with whom I was impressed but couldn’t place to another recruiter on a gratis basis hoping to assist both the recruiter and the candidate. So, being aware of a recruiter you trust and value can be a great networking tool.

The proper care and feeding of “headhunters” can bear fruit in your career garden for many years. Tend them well.