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How Do I Find a Recruiter to Assist Me With My Job Search?

Before you go searching for a recruiter to assist you with your job search it is important to understand the various types of recruiters that you could encounter. Some people will say that there are 2 types of recruiters I would offer that there are 4 types of recruiters:

Agency Recruiter(s) or Third Party Recruiter(s)

these are recruiters that work for a recruiting firm that have been contracted to identify talent and present that talent to an organization to potentially fill a role with the contracted company. These can be in size from a small boutique recruiting firm to a large mega size firm. These firms are paid a fee by the company to fill the role.

In-House or Corporate Recruiters

these recruiters are employees of the company and are a part of the recruiting or talent acquisition team inside the company. They are paid a salary by the company.

Staffing Firm Recruiters

there are actually different types of staffing firms. I am not talking about the firms that “hunt” for hourly or temporary status employees. I am talking about firms that ask there recruiters to be part time recruiters and part time sales professionals. This is a tough role, as they not only have opening to fill but lead generation targets to try and reach. These recruiters are usually paid a lower salary with the upside being potential commission for winning new clients/sales.

Headhunters

the term headhunter is generally considered a derogatory term for professional recruiters but there are those that work and operate around the other types of recruiters. These recruiters are known to badger companies in trying to get their business, they do not take an interest in the individuals they are “working” to place, push resumes hoping that one of the resumes will “stick” sort of like throwing Jell-O against a wall and hoping it sticks.

Keep in mind all of the above work for the COMPANY in one form or another.

So how do I find a recruiter? Below is a list of ways to identify a recruiter:

  1. Ask colleagues, former co-workers and friends with a background similar to yours who they might recommend, a recruiter that they may have used in the past – of course ask those that you can trust to keep things confidential.
  2. UseLinkedIn – search for recruiters or recruiting firms. Send a LinkedIn connection request. Once connected see if there are any common connections to speak with about their experiences with the firm or recruiter.
  3. Review the recruiter’s activity on LinkedIn – see how active they have been or are. Look at their recommendations.
  4. Review the recruiters LinkedIn profile.
  5. Review the firm’s or the recruiter’s background, how long have they been in recruiting.
  6. Review what they may consider as their specialty – beware of the recruiter that can do “everything”.
  7. Review who they are connected with – firms or individuals that are in your area of interest.
  8. Review the firm’s web site.
  9. Gauge their response or responsiveness – send them a message or a resume and see how they respond, if you meet or speak with them how genuine are they, will they have your best interest at heart. Are they interested in building a professional relationship or looking to get a quick placement?
  10. Do they LISTEN? Do they listen to your needs, goals, wants, wishes and desires?
  11. What does their track record look like – what success have they had.

Once you have determined you need a recruiter (agency or staffing firm) you have to do our part.

  1. Be responsive and timely.
  2. If a time is arranged to connect respect that time and be present and on time.
  3. Be honest in your communications.
  4. Be open to critiques ad suggestions. These could be about your resume, your LinkedIn profile or interview suggestions.
  5. Never contact the employer directly – use and trust your recruiter.
  6. Don’t back out once you have agreed to be a candidate. Take this serious.
  7. New role or not, always say thank you.
  8. Take their calls or respond to their messages in a timely fashion.

Working with a recruiter can be a great experience and to make it a great experience both the recruiter and candidate have to do their part:

  1. Do your due diligence and select well.
  2. Be willing to do your part.
  3. Honest, truthful and open communications are huge requirements.
We hope you found this guide useful in your hunt to hire a recruiter to assist you with your job search. If you’re ready to hire a vetted recruiter, contact us today at P3 Integrity Recruiting.
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Job Search

Your resume is your first impression with your future dream job. Why not get it in tip top shape before sending it out? P3 Integrity Recruiting recently added resume writing and several other recruiting related aids to our service menu. We thought that it would be good to share why you may want a professional to write your resume.

Do you remember David Letterman?  For those that do not Mr. Letterman was a late night TV show host and one of his most watched segments was the nightly top 10.  With that in mind here are

The Top 10 Reasons You May Want to Partner with a Professional in Writing Your Resume

10. Utilizing a professional to write your resume ensures that your document contains the right information.

  This information needs to be written in a way that gets noticed when reviewed. Did you know that a recruiter will spend a minute maybe 2 minutes reviewing a resume.

9. The way that your resume is viewed is key. 

Flashy graphics, color schemes, graphs, charts or the use of various fonts will be a distraction to the reader.  In our many years of corporate recruiting we have seen some resumes that truly gives you a headache just from looking at it much less trying to read it.  A professional can and will assist in making your resume be one that is read by key stake holders. 

8. A professional will make the best use of data and metrics to make your resume stand out. 

The strategic placement of data and metrics are key – the goal is to provide enough information that leaves the reader intrigued to know more about the details.  Doing so helps you get to the next step in the process.

7. Keeping it professional – a resume is a very serious document and should be written with that thought in mind.

  One cannot write a resume as you may communicate on social media.

6. A professional knows the right categories to best present yourself and how to place those on your document. 

How you set up your resume, knowing what should be highlighted, knowing the order in which to arrange the categories are another important key.  These steps to building a resume is one of the important “ingredients” a professional can bring to your document.  

5. Using a professional will ensure the use of wording that will make your resume dynamic to the reader. 

You truly want to highlight your very personal skills and unique experiences.  

4. Keep it the right length – a professional will create a document that is the right length and not a dissertation or thesis. 

Keep in mind that you DO NOT need your resume to tell your entire story, you want to leave them wanting to know more, the how and the why of how you accomplished what you did.  1 page may be the best, 2 pages could be the best seller or if a seasoned senior executive maybe 3 pages, of course that would need to be determined.

3. An error free document – Even the very best of us can overlook a mistake. 

Have you ever heard the old saying “I can’t see the forest for the trees? Meaning you may be too close to something to see the true picture or in this case if you write something it can be easily overlooked.  Most recruiters and hiring managers will tell you that the top reason why resumes get discarded are mistakes in spelling, grammar or incorrect information.  

2. Make sure you are comfortable with the professional that is writing your resume. 

When selecting the professional ask questions, determine that they have your best interest at heart and not just taking your hard earned dollars.  Also keep in mind sometimes you get what you pay for, cheaper is not always the best and the most expensive may not be what you need.  

1. The #1 reason for utilizing a professional to write your resume:

Use P3 Integrity Recruiting!  We have been in recruiting for over 30 years, P3 has reviewed thousands of resumes, worked with hundreds of hiring managers and filled thousands of career roles/jobs.  Let us use our experiences to your advantage.  

Ready to get started on a better resume? Contact us today to get started on your professional resume review and writing.
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Job Search

The hiring process isn’t throwing jello against the wall and hoping something sticks. No – you want the bullseye, that person with an ideal balance of technical skills and a great personality. How do you give yourself the best chance of finding this diamond in the rough?

To paraphrase John F Kennedy, “Ask not what job seekers can do for you, but what you can do for job seekers.” Putting job seekers’ needs and desires at the center of your recruiting process will give you unique insight as to what they value most in a company. Approaching it from this perspective uses your time and resources effectively and gives you a broader pool of qualified candidates to evaluate.

Here’s what today’s job seekers are looking for the most in a company, from the first encounter to the first day on the job.

What Job Seekers Want According to the Data

  • A recent LinkedIn survey polled 14,000 professionals across the globe about their job-searching behaviors and attitudes. Ninety-percent of them said they were open to new opportunities. However, to find the right opportunity, they need access to the correct information.

    Respect applicants’ time and give it to them straight: What’s in it for them? Include all possible details of the position:

    Job details
    Salary range
    Benefits
    and Employee Reviews 

    so job seekers can feel more confident in making the proper judgment call.
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  • Your company culture is essential, but whether or not you can fulfill their baseline needs as a working individual is what qualifies you as a potential employer to job seekers. Nowadays, people have unprecedented levels of access to information; even if you didn’t tell them, they’d likely find out anyway through job boards, review sites, industry guesstimates, or word of mouth. Wouldn’t you prefer they hear it from you personally?
  •  
  • Remember, a candidate wouldn’t go through the marathon that is applying for a position if they didn’t believe the opportunity was worth it. A company that’s transparent about what it needs from prospective employees from the start will receive more qualified, enthusiastic, and motivated applicants.
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“Don’t recruit me, court me.”

At one point in time, we’ve all been job seekers running the marathon that is applying for jobs. Ergo, we can appreciate when a company takes the time to express genuine interest in you and your qualifications.

The same LinkedIn survey revealed 63 percent of the professionals said they felt flattered when a recruiter reached out to them. Another 56 percent stated they are more likely to respond if a hiring manager reaches out directly. A personal outreach feels less like recruiting and more like a friend with your best interests at heart and a sincere appreciation of your skill set.

Because job-seeking has moved mainly to online, that’s where you should be, too. Communicating with job seekers online allows you to answer inquiries and deliver information at lightning speed. Consider either being more aggressive on job sites or hiring a recruiter to be able to contact and track multiple candidates at one time.

The company that has the attitude “everyone wants to work for us” or “why would they not want to come to work here” or the ones that feel they are doing an individual a favor by hiring them is lost, they believe their own hype, not realistic, old fashioned and are in need of a wake up call.

Work-Life Balance

  • A work-life balance is a challenge to achieve personally and a challenge to help foster as a company. The need to achieve and surpass expectations often compels employees to prioritize work over family, friends, community groups, self-care, personal growth, and other activities that keep them healthy and happy.

    Prospective employees want to see your commitment to providing a work-life balance that is respectful of individuals’ time and prevents employee burnout. Among the many things employers institute to promote a healthier work-life balance are:

    Flexible work schedules
    On-site childcare
    Subsidized gym memberships
    Generous PTO
    Company-sponsored events and activities

    A proper work-life balance leads to a less stressed, more productive workforce.

    Your employees help define who you are as a company – keeping them healthy and happy is paramount not only to employee retention but securing top talent in the first place.
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Happiness

Everyone wants to be happy. But, the traditional “American dream” of a white picket fence and a pension plan no longer satisfies today’s workers. Current job seekers prioritize finding opportunities where they can make a difference and feel a sense of purpose.

Younger generations are adopting a minimalist lifestyle and valuing experiences over things to be happier and more stress-free. This translates to their work. The emphasis is very much on the impact an individual can have on a company and the greater community. Along with achieving a work-life balance, an employee feels true happiness when he or she feels like their work matters in making life better for others.

Key takeaway:

Companies that have a vested interest in employees’ professional development and helping them be their best selves will attract top talent.

In addition to purpose-driven work, an inspiring work environment is beneficial to the modern employee. Since the office is where your employees spend the majority of their time every day, making it feel like a home away from home will add to its value. The typical image of a Millennial startup with common areas, coffee bar, comfortable seating, and work remote options have spearheaded this mentality. While not all of this applies to every company or industry, it goes to show that it’s the little things that matter to the big picture.

At your job, you wear a lot of different hats, including the Hiring Manager. We can wear that one — it looks good on us.

Start hiring for my company >>

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Job Search

You don’t just want a job – you want the right job.

To get that job, you’ve been tirelessly shooting off resumes, email inquiries, cover letters, thank you notes, and even sliding into people’s social media at the chance of hopefully landing the opportunity you’ve been waiting for.

And yet, crickets (chirp chirp chirp) or the unsweet song of silence.

Is it something you said? Or didn’t say? You have all the right credentials – what’s missing?

The job-seeking process can be fickle and yet it is your job while you are looking for a job. You invest hours, sometimes days, perfecting your application to standard only to get ghosted or turned down in the most impersonal fashion.

The grueling saga continues. If only there was a way to get inside the hiring manager’s head to know exactly what the company is looking for in a candidate.

Is there a way to cut through the red tape and use your time more productively? Yes there is – use a recruiter.

Recruiters get a bad rap. Annoying, aggressive, brutally honest – we’ve heard it all. While these characteristics often have negative connotations, we see them as essential to a qualified recruiter.

Recruiters have to be relentless, aggressive, and honest to get the coveted attention of top decision makers in today’s fast-paced, easily distracted world. There’s more to it than meets the eye, and plenty of reasons we think you should strongly consider engaging a recruiter to help you through the job-seeking process.

#1: Save time


It’s easy to spend hours pouring over page after page of search results on Google or job board sites. And likely, these are hours you don’t have.

Recruiters know what jobs are available and take the time to know you. No more getting lost in an overabundance of information; recruiters do the legwork for you to identify the absolute best opportunities for success. Looking for a job is a job itself – and the sole job of a recruiter. Making connections and looking for your job is their job, and they have an eight-hour workday to devote to it that you may not due to other responsibilities, such as another job, family, or school.

If you’re an unemployed job seeker, the time off is costing you in more ways than one. Working with a recruiter who advocates for you and has a direct line of communication to employers ensures this time is productive and that you’re setting yourself up for the best result.

#2: Network better


Candidates today have far more control over their job searches, but that doesn’t mean everything always lines up.
Recruiting and career experts estimate that 70 to 80 percent of jobs aren’t advertised. Even with all the work you’re putting in to find a job on your own, that’s a lot to be missing out on.

Recruiters have an enormous network to tap into to find that hidden gem. When you gain access to a recruiter, you also gain access to their network. From phone calls to database searches, AI machine learning, referrals, and LinkedIn stalking, they hustle to follow every lead to the nth degree. A recruiter’s network is ever-growing; everyone stays in the database, so former clients turn into future employers and past employers turn into future clients. And when the connection is finally made, you have someone on your side fighting for you.  It is a proven fact that the best qualified employee does not always get the job nut the one that is the most connected may get the offer first.  

#3: Motivated job placement


There’s nothing more rewarding than helping a deserving individual achieve independence in a new job. But, money does come in handy. As we’ve said before, it’s the recruiter’s job to find you a job because their job depends on it. Recruiters aren’t only driven by your success, but by filling a role and the reward that goes with that accomplishment. They are determined to find you the right fit and are extremely competitive about it.

#4: Assistance from start to finish


Recruiters aim to get the best candidates for their clients. Coaching and application and interview preparation is part of the job. With the amount of data and innovations available to recruiters, it’s now possible to
predict the outcome of interviews.

Your recruiter will help you leverage this intel to give you useful feedback and help you assess your strengths, weaknesses, and opportunities for improvement so you represent yourself in the best way possible and are ready to accept the position when it comes.

A recruiter also provides advice on how to improve your resume, portfolio, and interview etiquette. He or she may have inside information on how an employer prefers to interview, questions they like to ask, or even cues in body language to pay attention to when talking to your potential future boss.

#5: You have a specific role in mind


If your skills are best suited for a specific role – like what you’d find in
food services, facility services, and hospitality – a recruiter would be your greatest resource. Not only can recruiters cast a wider net, but there are niche recruiters who have contacts in certain industries.

For example, if you were looking for work in environmental engineering, you’d probably want to work with a recruiter who specializes in engineering or environmental engineering. Oftentimes there are more open positions in these fields than there are qualified candidates; a recruiter can ensure you’re exposed to companies that are having a hard time finding candidates with your unique skill set.

#6: You won’t settle for less


Good recruiters will not let their clients settle for a salary that is less than their worth. Not only will it leave them dissatisfied, but it reflects poorly on their abilities.

What if you’ve got a salary in mind, but you’re not sure it’s the right number?

Your recruiter will work with you to determine an acceptable salary range for your experience and manage your expectations to avoid awkward guesswork between you and the employer.

What you want in a job may evolve over your search, and you might find yourself willing to compromise on certain areas, and that’s perfectly okay. Your recruiter will be able to adapt and help you get closer to your dream job, whatever that may be.  So if you want and advocate, advisor, partner and someone that has your best interest at heart engage with a recruiter.  
 

Aside from you, we’re the hardest-working people we know at finding you a job. 

Contact a recruiter >>



 

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