Why Recruiters Must Learn When to Say NO!

Why Recruiters Must Learn When to Say NO! I am regarded, I believe, in the (notorious) R2R sector as someone who doesn’t rub egos; I will address all parties with candour throughout the process and yes I say “no” quite a lot to people regularly! I genuinely believe that if more recruiters learned to say “no” in business, the sector would be more robust and frankly, better regarded by those who use it for career searches and to grow their businesses. But there is also an added advantage to saying “no” in business. profit. The recruitment sector comprises of a multitude of people and personalities; I have a daily conversation with my clients about the composition aka the “DNA” of a good recruiter, and there is never a one size fits all answer, as I have blogged about previously- it is always subjective to a company’s ethos, sector, processes and culture. However, one observation I have to make as a R2R (and I am going to label myself as wise and veteran with 9 yrs of running my own business and 16 yrs in the recruitment sector!)- that more recruiters must  be more picky whom they partner with why aren’t people more discerning about whom they do business with? Recruiters have to accept more responsibility about the clients they choose to represent and recruit for. And equally, the candidates they represent in the market. I absolutely fail to understand what benefit there is to anyone or the sector if recruiters continue to place candidates into companies who don’t pay fees (I hear this a lot- seriously? Do your credit checks before embarking on any business relationships and simply get signed terms. It really is a process all  recruiters must follow.) of clients who have a notorious reputation for hiring/firing/poor ethics, of companies waiting for your introduction period to end and then “back dooring” the recruiter. A hideous waste of your time and effort. And I say “no” to companies   if I feel there is no synergy between my approach and theirs- how can I sit in and portray integrity if I am happy to send my candidates to companies who don’t offer the same set of values? So, I don’t! On candidates, I say “no” to more candidates than I actually go to market proactively with, yes, it is true. If someone has a poor CV, bad attitude or a worrying reference; if I genuinely believe I would be going on a crusade to represent them, I tell them this and let them know I can’t help. I advise them who else to speak to, or how to approach the market themselves. Folly or actually, good commercial business sense? Ultimately I want to place the right people into the right roles so surely I can’t represent everyone? It is so hard to genuinely have a USP in the recruitment market these days. Everyone has a snazzy website, social media apprentice, clever CRM systems even me. But actually, you could make your USP a free one: teach your recruiters to be discerning. To say no to clients and candidates you can’t and won’t build long term, profitable relationships with. What do you think? Have I finally lost the plot admitting to my strategy in saying “no” to people, to be discerning. Or actually, have I got a valid point and is this a USP of yours, in your recruitment niche?

Professional Resume Writing Service Review

Professional Resume Writing Service ReviewEvery professional resume writing service will have its own unique type of format. The fact that there are many different types of resume formats, means that every resume has a unique look and feel. This is why you need to know the different types of resume formats in order to get the resume that fits your personality and your style.A business management resume is the one that is most common. This type of resume includes a chronological listing of your skills and achievements. In addition to this, it highlights the particular skills you need for your job. The business management resume format is fairly straightforward and less formal.Another popular type of resume is the career objectives. Career objectives are a list of skills required for each of the job responsibilities. Career objectives also highlight specific areas that you have worked on or have specific experience that may be beneficial. This type of resume is also a bit more concise than other forms of resumes and makes a great first impression.The executive summary is a summary of your accomplishments that explains your talents, qualifications, and why you are the right person for the job. In order to do this, you must include your goals for this position, your major accomplishments and activities, and why you are a good fit for the job. Because your summary should highlight your core skills and abilities, it is important that you describe your strengths and skills in detail. You will want to write your personal statement after the summary.To learn more about how to format your professional resume, you should hire a professional resume writing service. However, before you hire a professional resume writing service, make sure that you research their website and their team to ensure that they are a credible company. Here are some important qualities to look for:Professional resume writing service review - Most resumes are not created equally. There are many diff erent aspects of the process. When looking for a resume writing service, ensure that they are involved in every step of the process. This includes hiring the applicant, hiring the writers, and the actual process of submitting the resume.Upon searching online for a professional resume writing service, you will find many choices. However, when choosing a resume writing service, the following are the most important traits to look for:Before you submit your new resume, it is imperative that you hire a resume writing service. Once you have done so, it is time to meet with a professional resume writing service and see what types of professional resume writing services they offer:

Building Recurring Revenue How I Replaced Income From My Day Job - Classy Career Girl

Building Recurring Revenue How I Replaced Income From My Day Job Today I want to talk about recurring revenue and share how I was able to use it to replace the income from my day job. What is recurring revenue? It is a predictable income. Recurring revenue is the portion of a companys revenue that is highly likely to continue in the future. Everything changes when you have a consistent income every month that you can count on. It decreases stress and brings more clarity and allows you to have. The reason that I was able to quit my job and have a steady income coming in each month is because I started to build my recurring revenue. I could show my husband the numbers that proved I would be able to replace the income from my day job because my recurring revenue was growing each and every month. When you rely on big launches, one month your revenue may be huge, but the next month you might not make enough to pay your bills. This is why I always recommend building recurring revenue into your business model. https://www.classycareergirl.com/2017/03/subscription-services-that-i-use-every-day/ Subscribe  on  your favorite platform below: iTunes Google Play Music Stitcher Radio TuneIn iHeartRadio Sound Cloud Building Recurring Revenue: How I Was Able to Replace My Income From My Day Job The first question most people have about recurring revenue is: How?   Start by answering these questions: How can you sell something and provide value for over 6 months to a year (at least)? What problem can you solve every single month? What does your client need help with over and over? How can you create a tool or resource your customers need? What are they asking for? How can you reduce your customers costs or pain monthly? How can you make their life easier? Related Posts You Might Enjoy:   Starting a Membership Site   Interview with My Business Mentor Stu McLaren   How I Did It Having the recurring revenue coming in every month lets me focus on passion projects, spend more time with my kids, and have less stress. Here is how I started. Individual coaching: $200/month for weekly coaching calls (this was LOW but where I started! I booked up quickly and raised my prices) Group coaching: $150 per month for weekly group coaching sessions Membership site: Our first membership site was $10 per month for twice/month interviews with career experts and FB Group community. Our second membership site is $39 per month for a step-by-step training program and monthly biz growth bonuses (Previously it was weekly FB Lives and weekly NEW content before I transitioned it to a curriculum/phases) Physical product: Annual purchase of our Create Your Future 90 Day Planners: $159 and we send you quarterly planners in the mail so you always have one ready to go. CRP Training on Recurring Revenue: www.classycareergirl.com/membershipsecrets I AM NOT PERFECT. Everything I know I learned from Stu McLaren about membership sites. Go download his guide to a profitable membership site TODAY and take his TRIBE course: www.classycareergirl.com/tribeguide BOOKS TO READ:   Rich Dad, Poor Dad by Robert Kiyosaki Four Hour Work Week by Tim Ferriss

3 Data Protection Tips for Recruiters

3 Data Protection Tips for Recruiters Data security is an important topic throughout the entirety of any organization, but it could be argued that it matters, even more, when it comes to recruiters. Recruiters directly interact with a number of different third party individuals and groups, collecting and storing information that’s supposed to be kept private and secure. Should the data ever become compromised, or land in the wrong hands, it’s the recruiter who could ultimately be held responsible. In order for recruiters and their firms to protect data and stay above reproach, it’s important that there’s a specific plan in place. Here are a few data protection tips to get you started. 1. Establish best practices with staff Anyone on your recruiting staff needs to be aware of the importance of data protection and the practical things they can do to reduce breaches that result in lost or compromised data. This means establishing and focusing on best practices, such as these: All computers, tablets, mobile phones, and other devices that are connected to the network must have updated and approved security software installed. Private and secure information should never be given over the phone â€" only via fax, encrypted email, or in-person. You’ll have additional best practices that you’ll want to establish, but remember to reinforce them so your staff takes them seriously. If you’re having trouble encouraging compliance, remind them of the consequences. 2. Ensure you’re using email encryption As a recruiter, most of the correspondence between yourself and candidates happens via email. If you want to protect personal information and data that’s accumulated during these conversations, it’s imperative that you use email encryption. Many leading email platforms, like Google, come with built-in email encryption. While that’s a start, it’s not enough. If both parties use Gmail encryption, the risk of your message being compromised is very low. However, if your recipient’s email service doesn’t use TLS [transport layer security], messages won’t be encrypted,” data protection leader Virtru explains. “Even if both parties use TLS, the message could pass through a hacked or improperly configured server outside of Google’s network, allowing a 3rd party to decipher and read it. In a situation like this, you’ll need additional security in the form of a plugin or added software. But regardless of the case, make sure there’s adequate encryption protecting both the sending and receiving of email between recruiters and candidates. 3. Require strong passwords Strong passwords are your first defense against data breaches and hacks. If you can prevent hackers from deciphering passwords, your risk of losing private data is greatly diminished. One of the easiest ways to give yourself a strong password would be using a full sentence,” says Kurt Muhl, member of an ethical hacking firm based out of St. Paul, Minnesota. The first letter of each word in the sentence then becomes part of the password. So, for example, the sentence “I bought my first car for $10K” becomes “Ibmfcf$10K. There are plenty of other strategies, but this is one of the best (especially when you use a variety of characters). “Thats going to give your uppercase, lowercase, a number, and special characters in there,” Muhl says. “Its something thats easy to remember. All you gotta do is remember that sentence.” It’s also a smart idea to encourage employees to reset their passwords on a regular basis, as well as to use unique passwords for every account they have. Prioritizing data protection Data protection isn’t something you can take lightly in 2017. It’s a big responsibility that recruiters have to own up to when dealing with private information. Make sure you’re doing everything you can to strategize around this all-important obligation this year. About the author:  Larry Alton is an independent business consultant specializing in social media trends, business, and entrepreneurship. Follow him on Twitter  and LinkedIn.

How to Write Structured Resume Or Cover Letter - Part 1

How to Write Structured Resume Or Cover Letter - Part 1When it comes to writing structured resume format, there are so many options to consider. One option is the standard resume that everyone knows. But a structured resume in this case would usually be very generic and very basic, so you need to give it a personal touch or an added personal touch to it.This is probably the best way to go for if you want to give your resume the professional touch that it deserves. You need to be able to stay in step with the market and have yourself covered in terms of technology or the latest job advancements.These are good as a quick introduction when you need to add a bit of professionalism to your cover letter. As you write the actual cover letter, be sure to always use the standard format for a structured resume. Always use the headline at the top, make sure you write your name at the bottom of the resume but put your contact information in the middle.You can also use bullet points to look a bit more professional than just using the standard header/contact information at the top. When you start out, just lay out what you have to offer and then you can focus on the skills or abilities that you have. Then you can focus on the experience you have worked with in some of your past jobs and so on.It is good to always write structured resume in this way because when it comes to cover letters, people tend to focus on the resume or they say, 'She has a great job' but they forget to really look at her skills and abilities. So you want to highlight the most important things about you to get your reader's attention and make them take action and actually call you for an interview.When you are not sure how to do this, there are some free resources online that can help you with your cover letter or personal statement. Or you can always hire a professional to writethis for you.Be sure to read the information carefully, read over it once or twice so you have a reference or a template of ho w you want to lay it out. It should be very simple to follow, straight to the point and provide all the information to the reader in the most straightforward manner possible.Simple is good, but a structured format will give your resume or your cover letter a personal touch. It is good to always have a personal touch on all of your letters or resumes, but a structured format is great for your jobs and cover letters, which is good to keep it simple.

Is This Misconception Hurting Your Job Search - Hire Imaging

Is This Misconception Hurting Your Job Search - Hire Imaging Those who know me professionally know that I’m an advocate for self-assessment in the job search. In fact, it’s the first phase in the process: figure out what you want, find where it is, go get it, and enhance it. But here’s the deal. The lion’s share of your self-assessment may be a fruitless attempt if you don’t connect with employers who need you or people who are able to help you. There are communication skills job seekers need to relate with folks. I recently hailed the glory of good listening. Here’s another. Assertiveness is a top skill in your arsenal. Without it, you will fall short of building those connections and bonds. I love the story of job seekers roaming the woods, petrified of the dark and trying to find each other. Picture these two large groups â€" employers and job seekers, meandering around amongst the thick bushes, snarly trees and bumps on the ground. They have a few lit matches and as they search, they will randomly light a match and illuminate a spot, thinking they’ll find who they need. But the person may have left moments before; indeed the match lighter moves on another minute later. There’s a dismal failure to capture any meaningful result from the actions in a constantly fluctuating scenario. What was missing was assertiveness. The assertive person in the above scene would have shone a light on himself to stand out and draw others to him. What’s the misconception? Why does it matter? As an assertive job seeker, you’ll “let people in” to see what you are doing; and you’ll learn what they are doing. Assertiveness is the straightforward behavior of asking for what you want. As a job seeker, you should be assertive on three levels: Articulating your feelings about what you do now, do well in general,  and would like to do; Taking steps to put you in touch with the people and situations that grab your attention; Asking for their advice, insights, perceptions, information and referrals to others. The research and detective work  that goes into job search can quickly lose speed if the particular Sherlock Holmes thinks he has no right to do what he is doing. Referring back to our chaos-in-the-woods story, assertiveness is not an eternal flame lighting the way. But it’s also not as many assume â€" a controlling, manipulative aggressiveness. Or winning. It’s different. It’s asking for what you want. Many of the assumptions about assertiveness out there are fear-based, donned like a weighted backpack filled with notions of worst-that-can-happen scenarios. My client, Jamie came to me because he lost a job, victim to pessimistic and unfounded fears; and zero execution of assertion. On the way to the interview (an hour drive), he thought only of all the objections they would have to hiring him. Of all the flaws they would find. Keep in mind he was a qualified candidate. He’d been one of a handful selected to interview.   By the time of the interview, he started the conversation apologizing for a software program he didn’t know. He forgot to frame the conversation around what they needed (he could really help them) and what he wanted (he wanted that job). Yikes! Never think of the people you approach as enemies, but as willing collaborators. People want to help you  if they know how. They want to connect with you, if they think it makes sense. They want you to help them ease their own pains. Jamie’s interview would have gone an entirely different route had he made pleasant talk with a warm smile, brought notes and used them, internalized his SMART stories, come prepared with questions, taken credit where he deserved it, looked the part and held his own. This is assertion. Assertiveness is a skill practiced and honed; it’s also a mindset. You have to believe that talking about your work, your value, your search is okay. That asking for referrals, leads and help is okay. Yes, you will be ignored sometimes. You will hear no sometimes. You may even have a door slammed or hear an early phone click. That’s okay too. Stand your ground. As former Harvard chaplain and leadership expert, Dr. Cal LeMon put it, “Assertiveness is not what you do; it’s who you are.” Tell others! And ask away! Photo: otama

How Recruiters Source and Vet Candidates in 2016

How Recruiters Source and Vet Candidates in 2016 Do you know how recruiters today to source and vet candidates? Jobvites 2016 Recruiter Nation Report provides the answers. Jobvite released their 2016 Recruiter Nation Report, which highlights important trends in recruiting every job seeker should understand. What Matters Most To Recruiters? Jobvite Recruiter Nation 2016 The top two qualifications that influence recruiters hiring decisions are previous job experience and culture fit, according to Jobvite. As you might imagine, evaluating experience is fairly straightforward based on the list of jobs on  your resume. But how do recruiters assess your cultural fit? 83% of recruiters take communication style into account when evaluating how a potential employee will fit. What This Means For Job Seekers When listing your work experience on your resume and LinkedIn profile, be sure you use a universally recognized job title. For example, if your company title was Manager of Employee Engagement, clarify your title by listing it as Manager of Employee Engagement/Human Resources. As for communication skills, everything from your email correspondence with the recruiter to any and all social media updates are fair game. If you dont have a LinkedIn summary, add one or spiff it up so that it answers the question, Why should I hire you? Your Photo Makes a First Impression You probably know you shouldnt include a photo on your resume. What you should know is that 41% of recruiters said that seeing a photo of a candidate influences their first impression. How do they find a photo of you? Recruiters will search for your name online. Most likely, it will be your LinkedIn photo that makes a first impression. What This Means For Job Seekers Your LinkedIn photo should be a high-quality head shot  (not a full-body shot) that is appropriate for your profession. For example, for a conservative company or client-facing role, dress in a coat and tie if you are a man. If you are a woman, wear a top that isnt too flashy or low-cut. Where Recruiters Evaluate Candidates Jobvite Recruiter Nation 2016 LinkedIn ranks at the top of the list of social networks used by recruiters to vet candidates. According to the report, 87% of recruiters say that LinkedIn is most effective for vetting candidates. But recruiters also research candidates on Facebook, Twitter, blogs, Instagram, Youtube and even Snapchat. What This Means For Job Seekers You want to monitor your status updates across any and all social networks you use. Keep them professional. Get on a companys radar by finding social media accounts on these other platforms. Engage with the company account by sharing or liking one of their status updates, asking a question or just introducing yourself. Watch Out For These Negative Influences Jobvite Recruiter Nation 2016 Often, its the little things that matter. Spelling and typos are easy fixes and it is worth your time, since 72% of recruiters view typos negatively, according to Jobvite. Oversharing on social media is another top turn-off for recruiters, even more so than photos of you consuming alcohol. What This Means For Job Seekers Be keenly aware of the subject matter and frequency of each status update you post. Minute-by-minute updates of your personal life would definitely be considered oversharing. Instead, add updates that relate to professional events and news about your industry. Referred Candidates Rate Second To Internal Hires Jobvite Recruiter Nation 2016 The best-quality hires come from within. But employers also found referred candidates as a source of high-quality hires. So much so that 64% of companies pay for quality referrals to incentivize them within their organizations, according to Jobvite. What This Means For Job Seekers Before you apply for any job, see if you can find someone in your network who can act as a referral. Remember, the person who refers you could get a bonus, so its a win-win. What  Matters To Recruiters Jobvite Recruiter Nation 2016 The best way to win over a recruiter is by understanding what is most important to them. The most valuable metric for recruiters is the performance of new hires. The retention rate of new hires falls second on the list of important success factors for recruiters. What This Means For Job Seekers If you can prove that you previously mastered or excelled in a new role, this evidence could help tip the scales in your favor as a candidate. Besides your previous track record of sticking with a job, you can persuade the recruiter that the role you are pursuing matches your career objective. Impress The Interviewer Jobvite Recruiter Nation 2016 Show your enthusiasm for the company and role. According to the report, 78% of recruiters cite enthusiasm as most likely to influence a hiring decision after an initial in-person interview. Next on the list is the candidates command of requirements and conversation skills. What This Means For Job Seekers Dont just show up to the interview. Research the company so you know what they are doing. The more you know, the more interested you will seem in working for them and that will show. But dont be afraid to tell the recruiter what specifically excites you about working for the company. Dont stop there. Before your interview, prepare examples of situations where you have successfully completed each of the requirements stated in the job description. Hot Industries To Target Jobvite Recruiter Nation 2016 Companies are hiring and expect to increase hiring over the next year. According to the research, industries that grew this past year include: health care retail finance Jobvite Recruiter Nation 2016 It isnt just the technology sector that sees competition for talent. In fact, there is less competition for tech jobs, according to recruiters, than for jobs in hospitality, manufacturing and health care. What This Means For Job Seekers Its important to remember that within every industry there is a full range of jobs from front line employees to back-office functions such as accounting, marketing and information technology. Targeting companies in one of the growing industries may help you find more opportunities. Expect To See More Recruiters Staying In Touch Jobvite Recruiter Nation 2016 A talent pipeline, according to EREmedia.com is  an inventory of qualified individuals who  could quickly move into your future job openings. Recruiters will be using a variety of tools and methods to keep tabs on potential candidates, from CRMs to LinkedIn Recruiter. What This Means For Job Seekers You can cross your fingers or wish recruiters kept in touch, or you can take the lead and stay in touch with recruiters within companies you are interested in. It will make some recruiters lives easier (the ones who are interested in you). Expect To See Recruiters Doing More Jobvite Recruiter Nation 2016 What This Means For Job Seekers Youll be seeing employers doing more to lure candidates in this competitive market. The best place to keep tabs on hiring is on a companys career page. And as mentioned before, follow their social media accounts! This post originally appeared on US News World Report On Careers