10 Questions to Ask a Recruiter (And 1 to Avoid)

Are you so flattered when a recruiter rings you that you forget to ask them critical questions? Take this quiz to see if you’re covering your bases.

By Andrea Sobel

Every once in awhile, the phone rings, and it’s a recruiter on the other end. While you might not be interested in what he is offering, you have to admit that it’s flattering to get the call. (“Someone thinks I might be right for a job!”)

Once you get past the initial compliment, though, you have to get down to the serious business of determining if you are interested. The recruiter wants to know about you, but before you turn over your resume, there are things you should know about him.

Here are 10 questions to ask a recruiter and one question to avoid. See if you can figure out which is which. (Answer at bottom.)

1. “What are the three main qualifications the recruiter’s client (the employer) is looking for?”

The recruiter probably has a one-page laundry list of what the perfect person looks like. The truth is, however, the client/employer most likely has only a few ( three to four) key requirements that are the deal-breakers. Get those on the table first to see if you’re even in the ball park. You probably don’t need all the requirements. If you don’t have the basics, you might as well say thanks and cut the conversation short. Especially in a tough economy, managers are not generally willing to massage the basic requirements because they believe they will find someone who has them. Here’s when you tell the recruiter to call you if she finds another job that matches your skills and desires.

2. “What’s the job description?”

Hearing what the client/employer expects you to do is important. While the job may entail more money or a higher title, you have to show up and do that job every day. Is it something you want to do? Will it stretch your skill set? Will it represent more of the same at a moment in your career when you’re ready to do more? (Don’t give up yet. This might be a company with rapid promotions, and a lateral job is just what you need to get you leverage to climb the ladder. See #6.)

3. “Are you working with this employer exclusively?”

Here’s where you find out what has gone into the search so far and maybe what your chances are. If the recruiter has the job exclusively or is sharing it with only one other recruiter, you have a better chance to get your resume reviewed by the hiring manager. If it’s out to a zillion agents, your chances just dropped, but it doesn’t make it impossible. It just requires you to stay in closer touch with the recruiter to find out where things stand. The process will probably go more slowly because the employer will be wading through more resumes. Make sure your recruiter believes in you for the position and is doing everything she can to get you noticed. Also, make sure the resume you present really highlights the experience the employer is looking for. Here’s where you need to really stand out from the pack.

4. “How long has the job been open?”

This is bit like Goldilocks: The right answer is not too long and not too short. If you are the first candidate interviewed and you are really great, the employer may conclude the search will be easy and want to see more for comparison. That’s not to say everyone else won’t pale by comparison, but it is a waiting game for you.

5. “Why has the job been open a long time?”

If the recruiter says the job has been open a long time (and especially if he then sighs ), you need to get him to get more info. It would make lots of sense if the recruiter would go back to the client/employer and find out what has been wrong with the people they’ve interviewed. When you hear the answer, you can begin to determine if you’ll be another in a series of misses or a better fit than the candidates who have come before.

6. “What is the reason for the open position ?”

You’re going to have to do a little digging here. People turn over, but it is only meaningful if you can see a pattern. Do a lot of people turn over? Was it a promotion? (A good thing!) What is the longevity of the rest of the team? You might not get all the facts from the recruiter, but if it brings up a red flag, keep your eyes open doing the interview (and be sure all your questions are answered before you accept ).

7. “What is the compensation package?”

Here’s where you ask about starting salary range. But also ask about bonuses (and more importantly, the last few years of achieving them) and any other perks that might be included. Half-day Fridays always sounded good to me, but someone else might care about child care, gym membership, stock options, a car allowance or the health-insurance co-pay.

8. “What is the interview process?”

How many steps till the decision? I had one client who required candidates undergo nine interviews! Will you get to meet the senior management in the process? It’s just good to know what you’re getting yourself into, and it’s also a good way to gauge how you are doing. (Are you almost to the finish line?)

9. “What information do you have about the company?”

You can check out the financials on the Internet, but is there any insider info you should know that may not be as public? For example, I am working with a company right now that is bringing its SEC work in-house and is planning on going public within two years. This info is very valuable to someone looking at an open position. This is also where you can learn about company culture. Do they wear jeans? Is there flexibility to work from home sometimes?

10. “Where is the job located?”

For example: Los Angeles jobs that are eight miles from your home can mean an hour longer on the road. If it’s a crazy commute, is there any possibility to work remotely a couple times a week? If it means relocation, what does that include?

11. “How did you get my name?”

It’s always great to think one of your colleagues thinks enough of you to refer you for this job. In some ways, you don’t feel like you need to investigate quite so much, since someone who knows you thinks you’re a match.

Don’t shy away from asking these solid questions that help you decide whether to move forward. Watch out for #11. (Did you guess?) While you can certainly ask, you may not get a solid answer. Recruiters often get referrals with the promise of not revealing their source. (Very Deep Throat.) So, let the recruiter slide on that one, and make him work to give you great answers to all the rest.

Why Employers Use Executive Recruiters

One employer explains why he retains recruiters to find job candidates.

March 12, 2009

By Elizabeth Bennett

 

“Recruiters are the first line of attack — almost a gatekeeper,” said Arthur Mandell, who has worked with executive recruiters to fill hundreds of positions during his 25-plus years in the commercial lending and equipment-leasing industry.

Mandell said he tends to play a very active role in the recruiting process. He also leans on recruiters when evaluating job candidates. “I would ask them to find out more about certain points [in their job history], how they would benefit the business, or about things in their background I don’t understand,” explained Mandell, whose most recent post was as executive vice president and managing director of Equilease, a privately held equipment leasing and financing company.

Like many employers, Mandell’s main concern when hiring is that the candidate be able to execute ideas and bring results. To that end, he has frequently called on his recruiting partners to plumb the depths of a candidate’s work history. “I would say, ‘Do you know this guy? Were they successful or not at their last position?’ You try to get as much information as you can.”

Having also spent time as a job seeker, Mandell is sympathetic to candidates who resent recruiters who seem unwilling to espouse their application when their background isn’t an obvious fit. “Most recruiters are advocates for employers, so if an employer has said they want someone with 15 years of experience and someone comes along with the right experience over a different number of years, they’re not necessarily going to fight that battle.” And these days, he observed, with so many people in the applicant pool, companies are in the position to be even more choosy than in the past.

Mandell is currently working with recruiters on his own employment search, and his years of experience on the other end of the process have provided some useful insights. “Job seekers can blame recruiters for not being able to communicate the position requirements, but the burden is with the employer’s senior hiring manager and the degree to which he has shared his vision with the recruiter,” Mandell told TheLadders. “Sometimes the recruiter is just the messenger.”

Headhunters Reveal 11 Ways To Ruin Your Chances Of Getting A Job

Holding back information can make you look sneaky.

It’s important to be as honest as possible with your recruiter about your career, preferences and anything else that could affect your job search. “Job seekers sometimes fail to tell their recruiter when their company, position, or compensation preferences change. Second, job seekers hurt themselves by not telling recruiters about personal obligations and other things that might interfere with their job searches,” says Katy Keogh, of the staffing firm Winter, Wyman. “Bring these things up at the last minute, and they can be a deal-breaker. Why? Changing the game at the last second with a hiring company makes you look sneaky or complicated for no reason at all.”

Providing a vague description of your accomplishments makes it harder for a headhunter to place you.

 “Leave out the jargon,” says Caroline Ceniza-Levine, a career coach and co-founder of SixFigureStart. “Show specific and measurable results."

"Don't make me as the listener/recruiter/prospective employer have to translate what you're saying into how it will benefit me or fill my needs. Talk to me in terms of my needs and what you will do for me.”

Don’t assume that a headhunter will do all the work for you.

Jennifer Lenkowsky, a managing partner of The Corporate Ladder, sees it all the time. “The biggest misconception a job seeker makes is that they assume because a headhunter agrees to meet them, that headhunter will find them a job," she says. 

"And then, they (job seekers) tend to put all of their eggs in a headhunter’s basket. Unfortunately if the companies that we work with don’t pick up on your resume, it’s out of our hands.”

"A headhunter's job is to find the right candidate for the client (company) who hired the recruitment services - not to find a job to every single job seeker who contacts the recruiting firm," adds Laurent Guerrier, CEO of the staffing firm, Luxe Avenue.

Not tailoring your resume to a specific job tells a recruiter that you are either lazy or the wrong candidate for the position.

“Whether you’re using a headhunter or applying directly through a company’s website, gear your resume towards the position," says Lenkowsky. "There is nothing wrong with having different versions of your resume as long as everything you list is truthful. If you are applying for a position that requires event planning experience, then be sure to include all information that’s relatable.” 

"A job summary should consist of 4-5 sentences on what you can bring to the table,” adds Terri Lee Ryan, a career coach.

Don’t waste time by applying for jobs that you are not qualified for.

Be realistic about the jobs that you apply for, say recruiters. "Don’t apply for jobs that you want or think you can get (when you know you can’t) … rather apply for jobs that you are qualified for," says Lenkowsky.

“For example, I was recently recruiting for a position as the Executive Assistant to the CEO of a multi-billion dollar hedge fund. The salary was listed at $150-200K and asked for candidates will similar experience to apply. Many of the responses were from people who just graduated, had never been an assistant, or were overqualified but unemployed. This is just wasting the job seekers time as well as the headhunter/hiring manager’s time,” she says.

A poor online reputation will torpedo your chances of getting a phone call from a headhunter.

“Recruiters don’t work for you, we work for the employer. When we submit a candidate we are putting our reputations on the line. We are risk adverse, so make our lives as easy as possible so that we don’t consider you to be a risk in any way, shape or form,” says Bruce Hurwitz, president and CEO of Hurwitz Strategic Staffing.

Remember to monitor your online presence on networking sites such as Facebook and by simply Googling your name. Another way to keep track of what shows up about you online is to create a Google Alert for your first and last name.

The best time to contact a headhunter is when you are employed.

"Headhunters don’t typically work with job candidates that are unemployed," says Terri Lee Ryan, a career coach and author. "Companies don’t pay them big money to present workers that aren’t gainfully employed. In this market there are many good workers on the sidelines, yet companies still want to see candidates that are gainfully employed and on the 'top of their game.' This is why I tell workers to never quit their job until they have a new one." "These days, you never know if your job could disappear tomorrow," says Erik M. Tomasi, Chief Operating Officer of DTG Consulting Solutions Inc. "Anticipate the problem before it happens by networking and responding to headhunters, even when you're happy with your current job."

It is not a headhunter's responsibility to tell you what you're good at.

"The biggest mistake most job hunters make when they approach a headhunter is not knowing what job they want," says David Perry, an executive recruiter and co-founder of Perry-Martel International. "It's not a headhunter's responsibility to tell you what they think you might be good at -- that's the job of a career counselor. The headhunter's job is to find that opportunity. When the job hunter says that they are 'open to new opportunities' a headhunter hears, 'I'm clueless.”

"They'll ask you to 'send us a résumé and you'll never hear back from them."

Not revealing your compensation requirements or being inflexible is a huge turn-off.

"I typically ask for this [a job seeker's required compensation] in the first or second phone call and it is usually to make sure that the candidate and the position in question are in the same ballpark," says Patricia H. Lenkov of Agility Executive Search LLC.  "If not, there is no sense in wasting anyone's time so it is best to make this as clear as possible early on. It is usually the least-experienced candidates who resist this."

“More companies now prefer to try an employee out as a contractor, with the possibility of hiring them full-time.” Job seekers should be open to various forms of compensation.

Not personalizing your cover letter practically guarantees your letter will be recycled.

 “I get hundreds of cover letters every day and I’m more likely to respond to a personalized cover letter addressed to me,” says Greg Ambrose, president of Catalyst Search Group.  Also, make sure you have the correct spelling and gender of the person to whom you are writing.

"If you can’t do some research to market yourself as a candidate, why would I think you would take the initiative for my client?" he says.

Don't harass the recruiter.

Following up with a thank you note or email to remind the recruiter of your skills is appreciated. What is not appreciated are numerous phone calls or emails requesting an update on your status. Being assertive is a good thing, but be careful of coming across as desperate, warns Ambrose.

"Being desperate or overly insistent can make a candidate seem insecure about their abilities," he says. "Even if you're unemployed, the secret to getting a job is acting as if you don't need one."

SOURCE: www.businessinsider.com 

Read more: http://read.bi/mcrB67

5 Reasons Why You’re Not Getting Called Back (And What To Do About It)

by Jasmin French  - http://blog.brand-yourself.com/

So much of the conversation about personal branding focuses on being noticed. Whether it’s creating a blog or maintaining a great personal style – much is said about the need to stand out among the masses and make a great first impression.

I definitely don’t discount the importance of making a great first impression (after all, according to a University of Illinois study, it may take up to 21 interactions to undo a bad first impression); however, I always encourage my clients and the audiences I speak in front of to stop focusing on being noticed and instead focus on being remembered.

You may be wondering, “What’s the difference?” Being noticed gets you a business card. Being remembered gets you a returned phone call. As you develop your personal brand, your focus should be on creating ways to stay at the forefront of the minds of the individuals whom you’ve identified as valuable contacts.

KEEP READING IF THIS APPLIES TO YOU: You’ve identified the right contacts. You’ve managed to get their contact information and have reached out to them. Now you’re simply waiting for your phone to ring. Below are five potential reasons you haven’t heard back from them (and what to do about it).

1. You Tried To Get Married on the First Date

When you fail to properly establish a relationship, it is easy to move too fast too soon. We would all raise our eyebrows if someone proposed to us (ring and all) at the end of a first date. Why? Because we know the value of timing and the importance of investing in a relationship over time in order to be in a position to take things to a more serious level.

The same can be said for your relationships with the people in your network. Exchanging business cards isn’t a guarantee for business, a referral, a job, etc. Take the time to invest in the relationship and work your way up to the big ‘ask’.

2. You Failed to Manage Your Expectations

Making a leap and assuming that an employee at your dream employer is well connected or well respected within that organization could be problematic. If you approach them with the expectation that they are your ‘in’ to securing a job or business – you will likely be disappointed. Unless your key contact is a key decision maker or directly involved in the hiring process, they may be limited in what they can do for you.

Instead, adjust your expectations and treat them as an additional pair of hands involved in the project of building your career. The project does not live or die by their involvement but instead can be enhanced by it. Alleviate the pressure you might be placing on a contact and meet them where they are. Manage your expectations and let them help you where they feel most comfortable (believe me they’ll be better at it).

3. You Forgot About the Jerry Maguire Mandate

In the 1996 cult classic “Jerry Maguire”, sports agent extraordinaire Jerry Maguire (played by Tom Cruise) gets an ear full from his all flash/little substance client Rod Tidwell (played by Cuba Gooding Jr.) as Tidwell reminds him about what was most important to him – “Show me the money!!”

In order to get that sought after returned phone call, email or face-to-face meeting, you must be able to clearly articulate the value you add. How? You must show that individual or that organization that you solve a (real) problem that they have and that you solve it better (and not just cheaper) than anyone else. Effectively you must prove to them that they would miss out by not returning your phone call. Show them the value!!

4. You Ignored Non-Verbal Cues.

There are times in life when someone just isn’t interested. For whatever reason, they have no desire to buy what you’re selling. One can only hope that realization is made early on in a relationship allowing both parties to go their separate ways (the challenge occurs when a lot of time, energy or money are invested before arriving at that point).

Perhaps your audience has made it clear – using non-verbal cues – this is one of those instances. But unfortunately in your zeal to establish the relationship, you completely ignored those clues. Now you’re phone isn’t ringing and you’re not sure why.

Pay attention to whether they are reluctant to hand you a business card or seem very vague and evasive when asked about the proper time for a follow-up. For example, if you’re at a networking event and after meeting someone they fail to acknowledge for the rest of the night – there might be an issue. Listen with your eyes as well as your ears. Non-verbal signals may be telling you to move on.

5. Your Disappearing Act Rivals David Blaine’s.

If you’re genuinely stumped and can’t figure out why you haven’t heard back from that person you met a few weeks ago stop and ask yourself, “Am I consistently putting for the time and effort necessary to build this relationship?”

If you are sporadically reaching out to your network with no real rhyme or reason, you are making it extremely difficult to stay at the forefront of their minds. If you find yourself reaching out to them only when they have a job posting, when you want an introduction to someone in their network or simply too infrequently to have an impact – you’re probably sabotaging your own efforts.

You shouldn’t be popping up and appearing when you need something and then disappearing not to be heard from again. There must be a method do your madness. Use your Outlook® calendar for reminders well into the future. Or, create a spreadsheet listing your most valuable contacts and track how often you reach out to them and the results of that contact. You may find that you’re spending too much time on some relationships and not enough time on others. Be strategic and ensure that you are consistently staying on the radars of the power players in your network. Retire the “Now you see me; now you don’t” routine.