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The Candidate and His Recruiter: A True Partnership: By Cindy Cannon

7/13/2010

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  Cindy, a recruiter, was referred to Mike who was looking for a job. Mike had the job history that one of her clients was looking for.  Cindy arranged for the company representative to interview Mike. Then Cindy found out that both parties were interested in each other, but the company was offering Mike $10,000 less than what he wanted and was worth.

After talking with Mike, Cindy found out that benefits were important to him, and so was some type of bonus program.  The company had excellent benefits, worth at least $5,000.  Cindy was able to persuade the company to offer a bonus package based on Mike’s performance. The new offer was closer in dollars that Mike wanted, so he took the job.

Mike did not understand how to negotiate for himself. If Cindy had not been the middleman, Mike probably would have declined the initial offer, and that would have been the end of it.  Cindy’s skills and experience were able to turn a negative situation into a positive one.

Today, Mike has been in his job 5 years and loves it. Think of how his life might have been if he had not taken that job. His whole life would be different.

A recruiter is someone who represents both the candidate and the company in the hiring process. The recruiter is paid by the company. Both are investing in the candidate’s future.

There are different types of recruiters:

  • Recruiters that specialize by industry or job title
  • Recruiters who are generalists
  • Recruiters that are contingency recruiters (The company makes the investment)
  • Recruiters that are retained by the hiring company
  • Recruiters that do outplacement. 
  • Recruiters who only place for temporary jobs
  • Recruiters who place people only in permanent jobs.
  • Recruiters who only place as contract consultants
Some recruiters charge the candidate instead of the company. DO NOT pay a recruiter to find your job! It is not necessary and they cannot guarantee that you will get placed, especially in this job market. As a matter of fact, if a recruiter of any kind says he is 100% sure he can find you a job, RUN!  In the current market, a statement like that is absolutely untrue.
 
You have to pick the recruiter who is right for you. The best choice is a recruiter who is referred to you by someone you know is satisfied with that recruiter. They will either help you or refer you to someone who can help. Good recruiters will not waste their time with you if they don’t think they can help you. They are only paid if the company hires a candidate from them. They take pains to find exactly the right candidate for their client.
 
Always interview a prospective recruiter.  Consider their answers to the following questions:

  • How long have you been a recruiter?
  • How long have you been with this company?
  • What is your background? 
  • What type of people do you place?
  • What kind of companies do you work with?
  • Do you offer full-cycle recruiting (working both with applicants and the companies) or do you only handle the sales end? (Only finding the jobs and another recruiter finds the candidates.)
  • Do you place temporary, permanent or contract candidates?
  • Who pays the fee?
  • How will you work with me?
You should check the recruiter’s references. If he will not provide them, don’t work with him. You want someone who will be your partner.  Someone you can trust.  You do not want someone who doesn’t have time to speak with you. Sometimes recruiters will rush, rush and rush and then you have to wait, wait and wait for them to call you back. Trust me, if they have something to tell you, they will call you right away. They are not holding on to information that they should be giving to you.

It takes a little research to find the right recruiter, but it is worth it because you will have more of any opportunity to find that “right” job, just as Mike did. Let the recruiter be your partner.



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Cindy Cannon, principal of Growth Management Group, provides career assessment and advancement advice and assistance derived from 25 years of recruitment experience in over 2,000 hires. She may be reached at [email protected] or (770) 945-5445


© 2010- Cindy Cannon – All rights reserved.
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*Permission is granted to reprint this article provided that the bio on the side and contact information are included in the publication and a copy of the reprinted article or a link to it is emailed to [email protected]




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2 Steps Forward One Step Back/Body Language Shows Your Thoughts

6/24/2010

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An interview is where you tell your story through words and through body language.   It is like a slow dance.  You take 2 steps forward and 1 step back. In an interview, you are following your interviewer’s body language. You are mirroring them as you do when you dance. You want to glide through the interview successfully while looking  them in the eyes.


 It is very important to be aware of your body language during an interview. Every movement you make has meaning to it. For example; a strong handshake, eye contact and smile show you’re confident. Soft handshake, no eye contact, head held down could show a meek person. This could leave a bad impression with the decision maker, who usually sizes you up within the first 30 seconds of the interview.  

When we are answering questions, our interviewer is watching our body language for signals. That is why you need to be aware of what your body is reflecting while speaking.

In an interview, you want to mirror the other person. If they are smiling, you want to be smiling, if they sit, you sit etc… As you mirror them, they also will naturally mirror you too. It is like monkey see, monkey do.

Examples of positive body language
Eyes-look into the other person’s eyes
Hands- holding them shows comfort
Feet- not moving staying still

Examples of negative body language
Hands touching face, throat or mouth
Touching or scratching nose
Looking around the room while person is speaking.

Here are words from questions that usually are asked during an interview. Notice what body language should be used.

Ambitious- The person should be sitting at the edge of their seat, speeding up their sentences while answering the question using vocal variety.

Success- The person should be sitting tall, smiling with direct eye contact, and using gestures with their hands.

Weaknesses- you have to be careful when describing a weakness. People tend to look down and start rubbing hands together or legs start to shake. The person needs to keep smiling, sit with confidence. As they turn that weakness into a strength, their body language will change naturally.

Strengths – The person reflects they are confident by the way they sit. For example: leaning forward, sitting tall, head held high, hands together using purposeful gestures while speaking, keeping a smile  and using a confident voice.

Remember that your body tells all. At the end of the interview your actions become an indelible memory to the interviewer. They will remember you by associating your body movements with your answers. It is one big dance.  Two steps forward, one step back.

To write a comment go above this blog and click on where it says 0 comments.

© 2010- Cindy Cannon – All rights reserved.
Reprint Permission Granted* - See details below

*Permission is granted to reprint this article provided that the bio on the side and contact information are included in the publication and a copy of the reprinted article or a link to it is emailed to [email protected]

 



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    Cindy Cannon, principal of Growth Management Group, provides career assessment and advancement advice and assistance derived from 25 years of recruitment experience in over 2,000 hires.

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