JOB SEARCH! Following a RECRUITING process will enhance your results!

Guest Author: Ron Cottick, CPC, CHRM
Website: http://jobsearch-rsc.blogspot.com

When you are in JOB SEARCH mode you should have a plan. That plan should compliment your goal of, finding a job. Without a plan you are likely to wander aimlessly though whatever your process may be and will be less efficient, effective and your chances of success will be hindered. Have a plan, work your plan and embrace the success you will achieve from your plan. Think of these 5 P’s as very pertinent to your JOB SEARCH and remember them: Proper Planning Prevents Poor Performance!

I wrote a BLOG recently; JOB SEARCH! When the shoe drops, you go into JOB SEARCH mode. In this BLOG I referenced the 5 P’s and putting together a plan. I also wrote a BLOG on; JOB SEARCH! The RECRUITER; how to chose the best RECRUITER or become your own! In this BLOG I referenced how you could work your JOB SEARCH, as a RECRUITER would recruit, in essence, becoming your own recruiter. Both of these BLOG’s can be viewed at: http://jobsearch-rsc.blogspot.com In addition to the valuable information both of these BLOG’s contain their common purpose is to provoke thought. Provoking thought for planning, taking control of your JOB SEARCH and having knowledge to run an affective JOB SEARCH serves that purpose. You really should have a plan and work it. Knowing something about the recruiting process and how to work it will enhance your results!

Here are 12 steps, with definition, to guide you through the process:

1. Recruiters define a recruiting target (candidate)
a. Recruiters do this by going over the requirements of the position, knowing what the client wants, determining the qualifications and developing a profile of the ideal candidate
b. OBJECTIVE:
i. To know what the best skills, experience and attributes the candidates will have that the client will be interested in

1. You should define a job target (company)
a. Do this by doing RESEARCH on the competitive companies of your employer, research contacts, do social networking (linkedin, Face Book, etc.) and determine companies having positions or to contact looking for a position that best suits your background and interests
b. OBJECTIVE:
i. Find companies with positions or to look at for positions with and contact them to interest them in your background

2. Recruiters define a candidates hot buttons
a. Recruiters try to determine what the candidates hot buttons will be, what is it that would interest them most in their client; maybe it is the companies product line, their standing in the industry, the
reputation they have
b. OBJECTIVE:
i. The hot buttons will help the recruiter sell the candidate in having interest in the company and position

2. You should define your companies hot buttons
a. Do this by researching their product line, look at their web site, look at their news releases, what are they doing and bragging about
b. OBJECTIVE:
i. The hot buttons will help you connect with your company, get their attention, show you have done your homework and create interest in you

3. Recruiters RESEARCH where to find their targets
a. Searching through their database, getting into chat rooms, working with user groups, using social networking (Linkedin, Face Book, etc) and searching resume databases
b. OBJECTIVE:
i. Find qualified candidates to contact and interest in the position

3. You should RESEARCH where to find your companies
a. RESEARCH done in number 1 may already give you this information but here you particularly want to find the right contact and contact information
b. OBJECTIVE:
i. Find qualified companies to contact and interest them in your background, to pursue a position

4. Recruiters develop branding to attract candidates to a client
a. Branding is developing an awareness, familiarity in their candidates about their client; like when you think of tissues the first thing that comes to mind is Kleenex
b. OBJECTIVE:
i. To have the branding create interest in the candidate to be working for a company with great name recognition

4. You should brand yourself to attract a company to you
a. Do this by referencing companies you have worked for, projects you have been involved with, technologies you have used
b. OBJECTIVE:
i. To have your company take an interest and associate you with the name recognition of the companies, projects and technologies you have experience with

5. Recruiters get to know their clients JOB SEARCH process
a. Getting to know the JOB SEARCH process by asking the client for information on the process and how to properly work it
b. OBJECTIVE:
i. Knowing the process allows the recruiter to be more efficient, more thorough and provide a better service to their client

5. You should get to know your companies hiring process
a. Do this by asking how you can get your RESUME, COVER LETTER and profile/career summary in front of them, ask how you apply for a position
b. OBJECTIVE:
i. To get your information in front of them (preferably the hiring manager) and properly apply for a position (to avoid getting lost in their database)

6. Recruiters post positions for active candidates to find
a. Recruiters make sure the job description is accurate, thorough, an easy read and understandable to attract the right attention; they also post it in the best places for maximum exposure
b. OBJECTIVE:
i. To draw attention to them, their client (not divulging their clients name yet) and to attract the best qualified talent

6. You should actively post your RESUME for targets to find you
a. Post on the top 2 RESUME databases (Monster, Career Builder) and no more that 2 niche boards relative to your background
b. OBJECTIVE:
i. To attract attention and to have visibility to attract attention from companies and recruiters

7. Recruiters identify, from various sources, candidates, contact them to build a relationship and interest them in their clients position
a. Recruiters use social networking searching for targets through sources such as Linkedin, Face Book, Twitter
b. OBJECTIVE:
i. To find qualified candidates or get leads on qualified candidates to introduce their clients position to

7. You should identify companies from your RESEARCH, contact them and interest them in your background
a. Get familiar with social networking and make yourself visible
b. OBJECTIVE:
i. To be seen and solicit leads for sources to contact, and, don’t forget to use the results of your RESEARCH to network from

8. Recruiters get candidates to complete applications for themselves and their clients
a. Recruiters have this as part of their process to gather information for their own database
b. OBJECTIVE:
i. Having an application for the database also provides additional information the recruiter can use to get to know the candidate better

8. You should complete applications for your companies
a. Ask or offer to complete an application for your company and offer to send it with your RESUME, COVER LETTER and profile/career summary directly to them
b. OBJECTIVE:
i. If you are doing this for a hiring manager, that’s the person you really want to get this information in front of; if it happens to be someone else in the company they may be more willing to take it directly to the hiring manager through the rapport you built with them over the phone

9. Recruiters do initial phone screens on candidates of interest
a. Recruiters call the candidates of interest that they source
b. OBJECTIVE:
i. To verify qualification, to interest them in the position and recruit them

9. You should illustrate your background to your companies when you contact them
a. Like a recruiter does on an initial phone screen you should be sure to verbalize your background to your companies when you talk with them
b. OBJECTIVE:
i. To introduce your company to your background, have them recognize your qualifications and potential fit for their company and have them take interest in you

10. Recruiters advance their candidates to INTERVIEW with their clients
a. When recruiters introduce their candidate to their client they don’t ask if the client wants to do an INTERVIEW, they ask when the client wants to INTERVIEW the candidate
b. OBJECTIVE:
i. To exhibit confidence the client will want to INTERVIEW the candidate and to in fact INTERVIEW the candidate

10. You should attempt to secure an INTERVIEW with your company
a. Do as a recruiter would, ask when you can come in to do an INTERVIEW; at the very least when you can come in to meet and discuss the company; think company first and then you as to your interest in the company, your compatibility with them and how you can contribute to their organization
b. OBJECTIVE:
i. To get an INTERVIEW or at the very least a chance to meet with your company; remember, think what you can do for them first

11. Recruiters do follow up with candidates and clients following an INTERVIEW
a. Recruiters always follow up on candidate interviews with their client to know the high points of the interview, the low points and if the client is interested in the candidate
b. OBJECTIVE:
i. To know if the candidate will be moving forward in the process and if he is on track with finding the right candidates for the position

11. You should do follow up with your company following an INTERVIEW
a. Always follow up to ask what your company likes best in your back ground, what they liked least, what they would like to see more of and if they would be interested in more dialog
b. OBJECTIVE:
i. To know more about the fit for their organization, if there is a position you would be qualified for and is there any interest in your background; also, ask about being able to have ongoing dialog and network with them

12. Recruiters negotiate an offer for their candidates with their client
a. Recruiters negotiate offers being presented to their candidates
b. OBJECTIVE:
i. They have some insider information that they can use to negotiate a better offer for their candidate

12. You should negotiate an offer with your company
a. Know what the industry going rate is, your worth and be ready to negotiate any offer you get from a company, you are not usually expected to accept the first offer
b. OBJECTIVE:
i. With some good knowledge you will be able to negotiate a better offer and other elements such as relocation if applicable, sign on bonus, bonus’s depending on position, etc

There you have it: a 12-step plan to take you to success in your JOB SEARCH. It has been said, “If you fail to plan, you plan to fail”. Don’t let that happen to you. Develop your plan, work your plan and plan for success. Once you have experienced the success of your JOB SEARCH, celebrate, decompress and start planning for your new position.

In retrospect, each step can be defined as:

1. Is the qualification
2. Is the hot button talking points
3. Is the lead list
4. Is the branding
5. Is getting to know the companies candidate search process
6. Is posting your resume
7. Is identifying your targets, refining your lead list
8. Is working with a companies application process
9. Is the initial phone call, the phone screen
10. Is getting the interview
11. Is doing the follow up to the interview
12. Is negotiating the offer

There is far more to this than what can be covered here. BLOG’s have been written about most of the elements of this process. As mentioned earlier you can view the BLOG’s here: http://jobsearch-rsc.blogspot.com Bookmark this site as a favorite to come back often and TELL A FRIEND!

Future BLOG’s will address the other elements, watch for them, read them, and, you won’t be disappointed. If you like what you see and find value in this information, reference the other BLOG’s.
I encourage you to do so.

I welcome comment and if you wish me to address a specific subject let me know in the comments section. To keep up with the latest activity on this BLOG and be alerted to future BLOG’s click the FOLLOW link and become a follower.

Seize the day and make something happen!

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

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