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Wednesday, November 3, 2010

Should you use a recruiter?

I just participated in my first ever tweetchat.  It was interesting to be sure.  Even though I tweet, I got a bit confused.  All of a sudden loads of tweets would show up and it just keeps going faster and faster.  The site is The hashtag was #careerchat.  It happens Tuesday's at 12PM Central time. I found out about this twitter phenomenon from CampustoCareer blog article

The topic of the tweetchat was Working with Recruiters. I will share the highlights: (the answers are taken directly from the twitter feed and the words are in twitspeak in some cases.) If you need to learn more about using Twitter for your job search check out two of our previous blogposts Twitter and the Job Search and a short video on using twitter.

Q1: How do you feel about working with recruiters to get a job?
  • Recruiters *can* help present you in the best light possible. In your initial convo with one be sure to SELL yourself
  • Definitely believe they are helpful. IT's good not to rely on them %100. Always conduct your own search as well.
  • They can be a resource if you are looking for a job in a different city/state. The more people you know, the better.
  • A recruiter is going to know what things the employer are looking for specifically. It's their job to get it right!
  • When working with a recruiter be sure to know their niche/focus because most specialize!
  • If they (a recruiter) believe in you they will fight for you
  • Try to choose a recruiter who is wired into the industry/ targets you are looking for! Don't be afraid to ask!
  • The recruiter is a direct pipeline to the Hiring Manager
  • Recruiter is a source of information for the seeker - not just the hiring manager. Ask questions & advice of your recruiter!
Q2: Should you try to go around the recruiter and straight to the hiring manager?
  • Bridge burning!
  • ethically u shouldn't especially if you got it through them. But the Q is, why are hiring managers still seeking recruiters //Good ones vet candidates, save time & $.
  • clients direct candidates who approach them directly back to me.(the recruiter)
  • If you can, good to have one or two contacts who know hiring mgr place recommendation calls. No more.
  • If the recruiter finds a potential position for you at a company, it may be best not to undermine them
  • It may backfire on you, especially if the hiring manager knows you got their info through a recruiter.
  • Recruiters often specialize in a certain field. Find them on linked in and build a relationship.
  • Absolutely not. Going against the recruit if that is SOP is a tale-tell sign that you can't follow instructions
  • going around the recruiter is similar to going around a real estate agent after they show a house to you.

Q3: How do you answer the salary range question?
  • a) ask others in the industry b) get data on salary trends c) calculate ur worth > a career has to be a win-win situation
  • I say provide a range but let them know you are willing to work with them.
  • For salary range, look online for the industry standard in your field and judge from there.
  • Answering the "salary expectations" question: 
  • Great salary resource is Ranges for specific companies, cities, & jobs.
  • Research salaries for pros in that position/industry and always give a range.
  • best to let the employer give number first. But if u can't, just be honest
  • Answer salary range question broadly, after doing ur homework on company/position/industry.
  • give past salary history then range of acceptable $ ~ sometimes worth taking less $ if better benefits/flexibility/growth
  • a few IT recruiters that it's best to be direct on this. Not giving a number to them is "non-compliance"
  • Want the job? Offer not quite what you want? Negotiate a 6-mo salary review. Be sure it's in offer letter.
  • Article on salary Q if interested Also negotiating for more
  • Compute your hourly. Work weeks vary tremendously. What might sound like a pay cut could be an increase.
  • we recommend doing the LMI for your area and quoting a range so the interviewer knows you have done research
  • Be honest about salary range! Go too low and you'll be disappointed, go to high and you lose viable job options!
  • Research! Don't neglect industry message boards, library databases & past stats from DOL 4 your position/industry.
  • work out what you can afford to take and add 20% is my formula
  • do your research!!! You should already know the ranges for industry, position, and experience level.
  • we recommend doing the LMI for your area and quoting a range so the interviewer knows you have done research
  • Help them understand your value to the organization. More "you" talk than "I" talk.
  • Be mindful of when the salary question is asked. If early on, they are "weeding out" candidates. If later, they want you
  • have a very good salay and package comparator based on other jobs, title, area and experience
  • The conversation should show how you will add value not what you can get from the company.
  • If $ can't be worked out, ask for other perks (flex time, tuition reimbursement, travel expenses, etc.)

Q4: Are recruiters are being replaced by job boards and social networking sites?
  • recruiters are competing with direct sourcing. thats great for job seekers
  • smart recruiters are using SM to their advantage and seeking out talent, but SM is a killer for the "not-so-smart" ones!
  • Recruiters aren't being replaced by job boards, but are being used by some companies more strategically
  • Social networking sites and job boards give us jobseekers the chance to talk directly to hiring managers.
  • Probably not; people said the same thing when Monster came out. But recruiters help cos by meeting cands w/ their needs
  • use every avenue. Dont close any off because you think they are dying
  • no, recruiters aren't being replaced. there's a difference between sourcing candidates & closing them!
  • Recruiters who can't sell themselves as an asset by effectively using SM are getting replaced
  • Recruiters place the majority of job board advertising. that should tell you something
  • I think social media helps people connect with recruiters more easily. But companies still value recruiting.
  • Recruiter help hiring managers who do not use social networking sites (funny, some still don't) and help cut through the volume
  • Not exactly. Finding candidates is different, but recruiters still vital for interfacing with employers
  • definitely not ~ would say opposite. Recruiters help companies weed thru plethora of candidates 2 find quality matches
  • Candidates may not see the value of a recruiter bc of job boards, etc, but they need to be seen as an additional resource.
  • not totally, but many are using LI, Twitter & job boards to post that recruiters may have to recruit harder to compete.
  • Don't solely rely on one source for your job search. Use them all effectively. Best to get your name out there.
  • Recruiters help companies find employees who r not on networking sites or those who are who might b good fit for their co.
  • Remember that SM is still "cutting edge"...and for some of us HR pros, big box sites (eg: monster) are still cutting edge!
  • Interesting stats: 1M co profiles on LinkedIn, 14M on ReferenceUSA. Lots of hiring mgrs not on LI.
  • Recruiting talent is more than just phone screening candidates. Recruiters won't be replaced by SM.
  • View recruiters almost like a networking opportunity. They are there to learn about your interests and get you connected.
  • Find target companies on RefUSA: THEN find internal/external recruiters & hiring mgrs.
  • In-house recruiters can be powerful allies. They know youll bring value to the company & want you there.
  • Recruiters can be very valuable especially if u find one who will truly listen to what your passions are.
  • Smart recruiters look for excellent placements that do more than fill a quota. Fantastic hire = Fantastic PR
  • Need to establish expectations with your recruiter, and they need to give feedback and closure
  • A recruiter in your corner can give you invaluable feedback re: how you interview, insider tips for an interview, etc.
  • One of the most valuable tools you can have in your #jobhunt is a recruiter who sees your value & strives to get you hired.

1 comment:

  1. Wow! This is a great recap of #careerchat this week! Nice job. Thanks for the blog mention as well. Keep up the great work!

    Kirk Baumann
    Campus to Career